Article 1 (Union Recognition and Representation)
No change to existing language.
Article 2 (Union Representation and Activities)
This Article was changed to require that, for tracking purposes, Steward release time be recorded on a state form.
Article 3 (Union Security)
While the Article was restructured we maintained the right for the Union to interact with members without State interference in internal union business.
Article 4 (Management Rights)
No change to existing language.
Article 5 (No Strike or Lockout)
No change to existing language.
Article 6 (Nondiscrimination and Affirmative Action)
No change to existing language.
Article 7 (Labor-Management Committees)
No change to existing language.
Article 8 (Emergency Personnel)
No change to existing language.
Article 9 (Nonpermanent Appointments)
This Article was improved by incorporating language that allows a short-term nonpermanent employee who becomes a long-term nonpermanent employee the choice of making health benefits retroactive.
Article 10 (Recruitment and Examination)
The name of this Article was changed to “Recruitment and Selection.” We performed a lot of housekeeping (to reflect current practice) in this Article; for example, we removed all reference to lists because under Workplace Alaska the State no longer uses lists. We lowered the requirement that the State interview the five most qualified bargaining unit members to the three most qualified.
Article 11 (Employment Status)
This Article was strengthened by the recognition that probationary drops can be challenged by filing a Step 2 Complaint instead of a Step 1.
Article 12 (Layoff)
Under special recruitment for severe reduction in force a laid-off employee must meet the minimum requirements of a position to be eligible for consideration for recruitment to a parallel job class.
Article 13 (Contracting Out)
This Article was strengthened by shortening the timeframe for the State to notify the Union of its intent to contract out work. It also adds new language to the definition of a feasibility study; namely, it now includes wages, benefits, administrative costs, agency overhead, program supervision, and audits. Moreover, the State must determine the cost of performing the work with BU members. There is also language that prevents the State from going to bid until after the Union has had 30 days opportunity to respond to the feasibility study. Once the State decides to contract work, the Union can request a cost-effectiveness audit of the project—and the State will pay for it.
Article 14 (Notice of Discipline and Discharge)
No change to existing language.
Article 15 (Complaint Resolution Process)
This Article was changed to reflect the State’s reorganization of labor relations. There are no longer any Human Resources positions. They are now management consultants.
Article 16 (Grievance-Arbitration)
This Article reflects the same changes as in Article 15. It also limits the authority of the arbitrator to questions of procedural arbitribility.
Article 17 (Classification Reviews)
This Article was changed to reflect the State’s reorganization of labor relations. Requests for position reviews go directly to the Director of Personnel instead of the former Human Resources position.
Article 18 (Performance Evaluations)
This Article was changed to limit the period of a Performance Evaluation to the preceding twelve months. It was also improved so the State has to allow the Union a sixty day comment period before changing the “Rater’s Guide.”
Article 19 (Health and Security)
The State’s contribution to your health benefits was increased by $58 for the first year. In the second and third year the State’s contribution will increase by the amount equal to the premium percentage increase necessary to maintain the Select Benefits Economy Medical/Audio/RX/Dental plan. This figure will be calculated by an actuary using industry standards that include projected trend, margin, claims liability and projected expenses while maintaining a prudent level of reserves. This language is not perfect, but it is significantly better than the language that any other Union got.
Article 20 (Legal Trust Fund)
No change to existing language.
Article 21 (Wages)
There will be no salary increase in the first year of the contract, however you will receive your merit increase. In the second year salary will increase 1.5% and in the third year by 2%. Other changes in this Article include: a re-opener on geographic differential if the State ever completes the legally mandated study; formation of a labor-management committee to address weekend pay differential; expansion of the definition of hazard pay to include working on vessels; shortening the requirement for acting in a higher range by one day; and the formation of a labor-management committee to address the wage inequity of personnel who take emergency assignments.
Article 22 (Overtime and Premium Pay)
A normal workweek was redefined to be any five days from Sunday midnight to Sunday midnight with two consecutive days off. We also agreed that the normal workweek can only be altered through a Letter of Agreement.
Article 23 (Meal and Relief Periods)
This Article now defines the criteria for the extra half hour meal break as more than two hours of additional work.
Article 24 (Holidays)
There will be one more Holiday. Each member will have an additional day of leave credited to their account on July 1 of each year. It also clarifies how Holidays will be observed for employees whose weekend is not Saturday and Sunday.
Article 25 (Annual and Sick Leave)
This Article clarified the process for Business Leave usage.
Article 26 (Personal Leave)
Members who are still on the sick/annual leave system will have one final chance to convert to personal leave between November 1 and November 30, 2004. Those who do not convert will remain in the sick/annually system as long as they are a member of the GGU. We made the same housekeeping changes for Business Leave as we did in Article 25. We also created an Emergency Leave Bank. This is a program that members can voluntarily join and then use if they have an FMLA or AFLA qualifying medical emergency and they draw down their own leave.
Article 27 (Shift Assignment)
No change to existing language.
Article 28 (Equipment and Clothing)
No change to existing language.
Article 29 (Safety and Health)
In this Article we formed an ergonomics labor-management committee that is to make recommendations to the Commissioner. We also created and funded an Injury Leave Account for employees who are assaulted at work.
Article 30 (Travel, Per Diem, and Moving)
No change to existing language.
Article 31 (State Owned/Controlled Housing)
No change to existing language.
Article 32 (Parking)
This Article expanded the scope of the Parking Committee and now allows it to consider parking problems at worksites other than those in Juneau and Anchorage.
Article 33 (Protection of Rights)
No change to existing language.
Article 34 (Examination of Records)
No change to existing language.
Article 35 (Educational Advancement and Training)
No change to existing language.
Article 36 (Legal Indemnification)
No change to existing language.
Article 37 (Conclusion of Collective Bargaining)
This Article was improved by specifying that all existing letters of agreement will remain in effect unless specifically cancelled.
Article 38 (Savings and Separability)
This Article was improved so that if a change in the federal or state law affects the terms of this contract, then only the specific article impacted will be reopened.
Article 39 (Superceding Effect of this Agreement)
No change to existing language.
Article 40 (Legislative Action)
No change to existing language.
Article 41 (Printing of Agreement)
No change to existing language.
Article 42 (Duration of Agreement)
It is a three year Contract and will run from July 1, 2004 to June 30, 2007.
Tentative Agreement Reached with the State
UNITED WE STAND