Public Employee Press

Locals preparing for salary review process

Locals with members eligible under the union’s new economic agreement have started the process of submitting proposals for improving pay and other compensation of members in specific job titles and occupational groups.

Since the contract was approved in August, local leaders have been preparing material to make their case before a Salary Review Panel established under the economic agreement. The panel has representatives of the union and the city and a third member agreed upon by both parties who will consider proposals for additional compensation.

On Dec. 3, the DC 37 Negotiating Committee, made up of the union’s 56 local presidents, met to discuss the panel’s agenda, and to hear an overview about how the panel will consider the proposals. Dennis Sullivan, director of the DC 37 Research and Negotiations Dept., will represent the union on the panel, and 1st Deputy Commissioner of Labor Relations Pamela S. Silverblatt will represent the city. Both sides agreed on Marlene A. Gold, chair of the impartial Office of Collective Bargaining, as the panel’s neutral party.

“Many of our members have titles that are not competitive with the outside, and we needed a way to get them additional compensation without taking away from the regular raises in the contract,” said DC 37 Executive Director Lillian Roberts at the Dec. 3 meeting, recalling why the union pressed for the panel in contract negotiations.

Sullivan stressed that the committee will not be constrained by a rigid timetable, allowing ample opportunity for the union to work with locals on proposals and ensure that the panel reviews the proposals thoroughly. Roberts pointed out that the city might use the process to address recruitment and retention challenges for certain titles.

Issues for panel
“This union is taking this process very seriously and intends to proceed in a deliberative manner,” Sullivan said. Among the factors the panel will consider when comparing city and other workers are salaries, hours, health insurance, pensions, benefits and pay differentials. The panel’s recommendations may include salary increases, pay differentials, annuities and work hours.

Evelyn Seinfeld, associate director of the Research and Negotiations Dept., advised locals to consult with their members about any disparities they observe between their compensation and that of their counterparts in the public and private sectors. The department will help locals refine their proposals, Seinfeld said, noting that some locals have hired consultants for compensation studies.

DC 37 Assistant Associate Director Henry Garrido discussed funding sources. The union will build upon its “White Paper” research — which uncovered millions of dollars in wasteful expenditures on consultants and contracting-out — to identify funding, he said.

The contract requires the proposals to identify funding sources for the additional compensation. The union will likely use productivity increases and savings from eliminating contracted-out work to push for extra compensation, Garrido said.

The economic agreement calls for the panel to consider proposals for titles and occupational groups (1) that produce revenue, (2) that were contracted out but are now filled by union members, (3) where members’ duties require significant improvements in their skills and responsibilities, and (4) where compensation falls significantly below counterparts in private or public sector jobs — in addition to other criteria.