►
Description
City Services and Innovation Technology Hearing
Dockets #0362-Appropriation for Collective Bargaining between the Boston School and the New England Police Benevolent Association, Local 160 Boston School Police Patrolmen's Association. #0363- Supplemental appropriation for Collective Bargaining between the Boston School and the Local 160 Boston School Police Patrolmen's Association. #0364-Appropriation for Collective Bargaining between the Boston School Committee and Local 1952, Painters Allied Trades District Council No. 35 (School Custodians). #0365 -Supplemental appropriation for Collective Bargaining between the Boston School Committee and Local 1952, Painters and Allied Trades District Council No. 35 (School Custodians). #0370-Appropriation for Collective Bargaining between the Boston Public Schools and the United Steelworkers Local 2936 (Bus Monitors). #0371- Supplemental appropriation for Collective Bargaining between the Boston Public Schools and the United Steelworkers Local 2936 (Bus Monitors)
A
A
A
To
order
for
the
record,
my
name
is
Kenzie
Bach
I'm,
the
district
8
City
councilor,
and
also
the
chair
of
the
council's
committee
on
city
services
and
innovation
technology
joined
here
by
my
colleague,
counselor
Aaron
Murphy
at
large.
This
hearing
is
being
recorded.
It
is
being
live
streamed
at
boston.gov,
city-council,
TV
and
broadcast
on
Xfinity
channel
8,
RCN
channel
82
and
FiOS
channel
964..
A
Written
comments
may
be
sent
to
the
committee.
Email
at
ccc.csit.
Boston.Gov
will
be
made
part
of
the
record
and
available
to
all
counselors,
we'll
also
be
taking
public
testimony
at
the
end
of
this
hearing.
So
if
you
wish
to
sign
up
for
public
testimony
here
in
the
chamber,
you
can
go
I'm
in
the
corner
over
there
by
the
door.
A
Allied
trade,
District,
Council,
number,
35,
School,
custodians,
docket0365
message
in
order
approving
a
supplemental
appropriation
of
one
million
two
hundred
eighty
three
thousand
four
hundred
eighty
six
dollars
to
cover
the
FY
18
costs
contained
with
the
within
the
collective
bargaining
agreement
between
the
Boston
school
committee
and
local
1952
painters
and
Allied
trade,
District,
Council
number,
35,
School
custodians.
The
terms
of
the
contract
are
September
1st
2020
through
August
31st
2026.
A
The
major
provisions
of
the
contracts
include
base
wage
increases
of
two
percent
in
September
and
then
a
base
wage
increase
of
2.5
percent
to
be
given
in
September
of
2022,
23
and
24,
and
then
a
base
wage
of
two
percent
to
be
given
in
September,
24
and
25,
and
one
moment
I
did
I
read
one
okay,
you
think
okay,
I
believe
I.
Just
read
all
four
of
three
six:
two
three
six,
three,
three
six
four
and
three
six
five.
A
docket0372
message.
In
order
for
your
approval,
in
order
to
reduce
the
FY
23
appropriation
for
the
reserve
for
collective
bargaining
by
700
3939
to
provide
funding
for
the
Boston
public
schools
for
the
FY
23
increases
contained
within
the
collective
bargaining
agreements
between
the
Boston
public
and
the
administrative
Guild,
SEIU,
Local,
888
and
then
docket0373
message.
A
In
order
for
supplemental
appropriation
order
for
the
Boston
Public
Schools
department
for
FY
23
in
the
amount
of
seven
hundred
three
thousand
nine
hundred
thirty
nine
dollars
to
cover
the
FY
23
cost
items
contained
within
the
collective
bargaining
agreements
between
the
Boston
public
schools
and
the
administrative
Guild
SEIU
Local
880..
The
terms
of
the
contract
are
September
1st
2020
through
August
31st
2024.
The
major
provisions
of
the
contract
include
base
wage
increases
of
2
2.5
percent,
2.5
percent
and
2.5
percent
to
be
given
in
September
of
each
fiscal
year
of
the
contract
term.
A
So,
if
you're
watching
at
home-
and
you
wondered
why
I
had
to
read
all
that
stuff-
it's
because
for
every
collective
bargaining
agreement
that
is
reached
between
the
administration
and
you
know,
various
unions
of
city
workers,
there
has
to
be
funding,
that's
appropriated
from
the
city
council,
and
it
takes
two
orders
to
do
that.
One
of
them
kind
of
pulls
money
out
of
the
reserve,
account
that
we've
been
holding
it
in
and
the
other
actually
applies
it
to
the
Departments.
A
So
we
have
four
such
contracts
to
discuss
today,
and
so
there
are
there
for
eight
dockets
and
sorry
for
all
of
the
procedural
matters
we're
going
to
be
hearing
today
from
Jim
Williamson,
our
director
of
but
the
office
of
budget
management.
Here
in
the
city
of
Boston,
Jeremiah
Hassan,
the
director
of
Labor
Relations
for
Boston
public
schools
and
David
Bloom,
the
Deputy
Chief
Financial
Officer
for
Boston
Public
Schools,
just
before
I,
go
to
the
panel
I
want
to
read
a
absence
letter
into
the
record
from
Council
president
Flynn
who's,
almost
always
with
us.
A
For
these
collective
bargaining
hearings.
Dear
counselor
Bach,
please
be
advised
that
I'm
unable
to
on
today's
hearing
on
docket0362-0365
and
dock
at
zero,
three
seven
zero
to
zero
three
seven:
three:
a
hearing
to
discuss
Appropriations
to
cover
the
cost
increases
in
various
collective
bargaining
agreements.
I
will
review
the
tape
of
the
hearing
when
it
becomes
available.
Thank
you
for
your
leadership
on
this
matter.
Sincerely
Ed
Flynn,
Boston
city
council,
president
District
Two,
so
we're
sorry
to
be
missing.
A
Counselor
Flynn
but
yeah,
I,
think
and
just
the
other
context,
I
would
say,
and
the
reason
you
know
we
we
had
a
bunch
of
hearings,
kind
of
focused
on
the
pattern
of
contractual
like
Arrangements
that
have
reached
been
reached,
mainly
with
City
departments,
as
opposed
to
BPS
ones,
for
kind
of
the
2020
to
2023
period.
These
are
mostly
BPS
ones
and
they
are
kind
they
they
do
not
follow
that
pattern.
A
They
you
know
are
also
in
many
cases
stretching
out
for
a
longer
term
than
the
ones
that
we've
heard
on
before.
So
it's
really
just
a
chance
for
the
committee
to
understand
like
sort
of
each
each
of
these
which
are,
for
you
know,
bus
monitors,
administrative
Guild,
members,
custodians
and
and
I
think
our
and
safety
service
specialists.
So
you
know
it's
to
understand
those,
but
also
to
understand
kind
of
at
a
macro
level.
B
B
We
take
one
million
283
486
from
the
cities
reserve
and
added
to
the
BPS
appropriation
dockets0370
with
zero.
Three
seven
one
take
a
million
one
million;
seventy
nine
thousand
seven
hundred
seventy
dollars
from
Collective
bargain
reserve.
It
adds
to
the
BPS
budget
for
school
bus
monitors
and,
lastly,
doc
at
zero.
Three
seven:
two
and
zero
three
seven
three
take
700
and
3939
from
the
city's
Collective
bargain
reserve
and
add
it
to
the
BPS
project.
B
This
overall
changes
the
BPS
budget
by
3.2
million
dollars
and
as
you
guys,
as
as
the
council
remembers,
the
FY
23
budget
passed
in
Boston
City
Council
in
June
2022,
with
75
million
75.4
million
dollars
in
reserve
and
aggregate
to
cover
all
of
the
collective
bargaining
agreements
anticipated
for
the
city.
Since
July
1st
2022,
the
city
council
has
passed
nine
CBA
supplements
drawing
on
the
CPU,
this
deflector
bargain
Reserve
totaling,
36
million
dollars,
the
several
City
contracts,
pphc
and
BPS
unions.
C
So
Casa
thank
you
for
having
us
I
guess
just
to
give
a
very
brief
overview,
we'll
take
you
through.
As
you
see,
some
of
the
agreements
that
we're
looking
at
today
are
fairly
straightforward
in
line
with
the
four-year
pattern
that
we
have
seen.
That's
the
administrative
Guild
unit,
which
is
covered
a
local
SEIU,
Local
888,
that's
fairly
straightforward,
just
the
wage
increases
when
you
look
at
our
patrolmen
Association,
which
is
now
a
safety
service
specialist.
C
It's
also
a
fairly
straightforward
General
wage
increase
agreement
with
some
slight
revisions
to
language
kind
of
updating,
their
parental
leave
and
military
leave
to
be
consistent
with
the
current
city
policies
and
kind
of
codifying
some
of
the
some
of
the
reason
reform
language
into
their
agreement.
I,
don't
know
if
you
have
any
questions
on
those
two
are
pretty
straightforward,
then.
Obviously
we
look
at
the
bus
monitors
and
the
custodians
are
a
little
longer
in
duration.
C
In
you
know
the
reason
I
think
for
the
custodians
we
have
a
fairly
strong
contract
with
them.
I
think
both
bodies
are
in
a
good
place
with
it
and
you
know,
wanted
to
kind
of
long-term
stability.
Under
the
current
agreement,
so
you'll
see
there's
a
little
bit
more
length
there.
Some
some
minor
changes
a
little
a
couple:
additional
benefits
to
the
unit.
C
We
added
a
sick,
Bank
program
which
some
of
our
other
units
have
central
office
have
so
we
felt
like
that
was
fair
and
Equitable
to
include
that
with
our
custodians
adjusted
some
of
the
sick
time
allotment
and
language
related
to
challenging
buildings
in
the
district,
which
gives
us
a
little
bit
more
flexibility
on
which
custodians
are
assigned
to
those
buildings.
So
we
were
able
to
agree
to
a
longer
term
with
the
custodians
which
we
think
is
is
good
for
kind
of
continuity,
consistency
among
the
parties.
C
So
you'll
see
that's
where,
in
addition
to
kind
of
the
standard
wage
pattern,
we
had
the
covert
Market
adjustment
in
FY
23
to
kind
of
match
the.
What
we
hope
will
be
a
competitive
rate
compared
to
districts
that
compete
for
similar
type
talent
and
in
order
to
retain
our
employees,
who
are
currently
in
that
role.
C
So
that's
kind
of
a
very
broad
overview,
I.
Think.
If
you
look
at
the
bus
monitors,
we
also
added
some
paid
time
off
for
these
employees
in
the
winter
vacation
and
to
choose
either
between
February
and
April
vacation.
They
can
take
advantage
of
that
again
in
an
effort
to
make
these
positions
more
attractive
and
hopefully
recruit
more
employees
and
retain
those
employees
that
we
have
I.
Think
that
was
just
a
very
broad
overview.
I,
don't
know
if
you
have
more
specific.
So
if
David
wants
to
weigh
in
from
a
budget
perspective,.
A
E
Thank
you
and
thank
you
for
being
here.
I
have
also
been
at
all
of
these
hearings
about
collective
bargaining
and
in
the
absence
of
Consul
president
Flynn
I'll
say
what
he
says
every
time
and
Jim
you
probably
know.
What
verbatim
is
this
the
best
we
can
do,
but
I
do
just
want
to
take
a
step
back
because
I
guess
in
my
second
year
now
on
the
council,
you,
you
know
you,
you
learn
more
your
first
year
through.
E
So
is
this
all
just
theatrics
I
don't
know,
but
on
Wednesday
there
was
all
of
our
Municipal
Police
filled
to
this
room
and
we
all
stood
up
and
many
took
the
opportunity
to
speak
at
the
mic
about
how
we
care
about
the
pay
of
our
city,
employees
and
we'll
do
anything
we
can.
But
then
we
come
to
hearings
like
this
and
we
just
say:
okay,
one
percent's
enough,
two
percent's
enough.
So
when
you
know,
when
are
we
going
to
have
that
conversation
about
what
is
enough
to
pay
and
I?
E
E
Physical
health
reasons
and
68
waivers
were
granted,
which
was
good
to
get
some
of
the
staffing
issues
to
keep
our
pools
open,
but
we're
giving
more
residency
waivers
because
we
don't
pay
our
city
employees
enough
and
the
cost
of
living
in
the
city
is
so
high.
So
at
some
point
I
hope
we
get
off
this.
E
You
know
chicken
or
egg
conversation.
I
do
just
also
want
to
say
for
the
record
as
a
former
BPS
teacher
and
BTU
member
I
did
not
vote
in
favor
of
the
budget
in
June.
I
know
it
passed
overall,
but
I
didn't
vote
in
favor
and
one
of
the
reasons
was
these
conversations.
We
need
to
have
about
not
just
how
much
are
we
paying
our
custodians
or
our
bus
monitors?
E
Think
back
from
when
myself
and
many
colleagues
in
the
mayor
and
others,
you
know
stood
on
a
very
hot
day
in
Brookline
Boston
right
on
the
line
there
at
a
Starbucks
to
Advocate
that
Baristas
are
getting
paid
27
an
hour,
can
the
store
stay?
Open?
I,
don't
know:
do
people
deserve
a
fair
wage,
a
living
wage?
Yes,
so
I
just
hope.
I
know
that
this
hearing
is
not
when
that
conversation
will
happen.
But
I
know
that
we
will
go
through
budget
season
and
many
people
who
have
been
through
it
before
will
say
you
know.
E
When
do
we
say
no
more?
When
do
we
stop
rubber,
stamping,
especially
the
BPS
budget
that
continues
to
grow
because
the
return
on
investment
is
and
the
return
on
investment?
It's
is
not
that
great
for
the
transportation
I
know
we
included
in
this
is
the
bus
drivers,
which
is
important
to
have
a
strong
contract
there.
E
It's
a
very
different
job
to
be
a
nurse
at
the
Murphy
School,
who
has
severely
disabled
students,
many
classrooms
of
students
with
feeding
tubes
and
wheelchairs
with
you
know,
breathing
apparatus
and
a
behavior
lab
who
many
students
are
medicated
compared
to
a
school
like
the
Beethoven.
Who
is
a
small
under
200?
You
know,
so
we
do
have
to
look
also
at
what
is
fair
for
custodians.
E
A
You
thank
you
councilor
Murphy,
so
just
a
couple
of
questions
from
me.
Well,
one
thing
just
because
it's
where
councilor
Murphy
ended
was,
can
you
just
describe
I,
don't
think
I
quite
understand
the
challenged
buildings
change
so
and
I
don't
have
the
experience
in
the
schools
that
Council
Murphy
does
so?
Can
you
just
explain
that
to
me.
C
Yeah,
so
over
the
years
when
a
group
of
buildings
that
have
been
identified
in
the
district
as
being
more
challenged
and
creating
unique
issues,
and
now
some
of
them
are
just
the
general
size
of
the
building.
So
we
have
like
you
know:
Madison
Park,
for
example,
houses
more
custodians
than
anywhere
else
in
the
district,
I
believe
I
think
that's
accurate,
and
so
what
this
language
does
is
one.
C
It
pays
a
stipend
to
custodians
who
who
are
brought
in
as
the
senior
custodians
at
those
buildings,
but
it
also
gives
the
school
leader
and
Facilities
the
ability
to
pick
who
will
be
in
those
senior
roles
as
opposed
to
Simply,
relying
on
the
seniority
system
for
bidding
into
the
buildings.
So
you
see
it
at
Madison,
Park,
I
know,
white
stadium
is
another
one
that
requires
unique
set
of
skills
to
handle.
You
know
groundskeeping,
and
things
like
that.
C
So
there's
a
certain
number
of
buildings
in
a
that
we've
added
to
this
list
and
that's
in
the
custodial
the
union
likes
it
because
it
offers
a
stipend
in
these
buildings
and
the
school
leaders
and
Facilities
like
that,
because
it
gives
a
little
bit
more
say
in
who
ends
up
in
those
buildings,
making
sure
that
they
are
the
right
fit
for
the
building
the
councilor,
as
we
pointed
out
being
a
custodian
at
maybe
the
Beethoven
or
demanding
one
of
our
smaller
schools.
It's
not
this
game.
C
It
doesn't
require
the
same
skill
set
as
being
at
Madison
Park
or
you
know,
maybe
BLS
or
white
Stadium,
or
some
of
these
other
bigger,
more
challenging
buildings.
So
it's
kind
of
you
know
we
see
these
adding
to
this
list,
it's
kind
of
a
win-win.
It
puts
a
little
bit
more
money
in
certain
custodians
pockets
as
they
take
on
a
little
more
responsibility
and
it
gives
us
control
over
who
can
fill
those
roles.
A
Great
got
it
that
that
helps
me
and
and
I
assume
that,
like
where
we've
got
these
one
thousand
dollar
one-time
benefits,
which
is
a
the
lump
sum
payments
that
we've
done
for
a
number
of
employees
who
serve
with
us
through
covid
I
saw
in
one
of
the
agreements
that
the
sort
of
detail
said.
Oh
in
the
last
pay
packet
of
December
22,
but
obviously
that's
passed.
So
am
I
am
I
right
in
assuming
that
as
soon
as
the
Council
approves
this
like
that,
that
will
get
interpreted
as
immediately.
D
So
the
the
thousand
dollar
bonuses
are
largely
being
paid
out
of
federal
funds,
as
opposed
to
City
funds,
so
I
will
double
check
on
exactly
when
they're
paid,
but
I
believe
they
could
be
paid
in
theory.
As
soon
as
the
school
committee
approves
the
agreement,
but
I
will
double
check.
Yes,
they
will
be
interpreted
as
soon
as
possible.
Okay
hasn't.
A
B
A
So
when
you,
when
you
add
those
up
together,
it's
a
it's
a
9.8
percent
increase
over
four
years
and
just
for
folks
reference
that,
of
course,
and
that
and
that's
all
kind
of
accomplished
by
September
of
this
year.
So
even
though
the
inflationary
environment
is
quite
substantial
right
now,
obviously,
that's
sort
of
it's
stretching
back
rather
than
forward.
A
So
it
accomplishes
a
pay
increase
of
9.8
percent
for,
like
somebody
who
is
waiting
for
this
contract
to
be
ratified
right
now
in
terms
of
like
where
they
are
today
and
where
they
will
be
in
September
of
this
year,
is
a
9.8
increase
with
those
four
years.
So
I
just
want
to
highlight
that,
because
I
agree
with
counselor
Murphy
that
figuring
out
how
to
get
our
lowest
paid
employees
better,
compensated
and
and
make
those
opinions,
those
roles
more
attractive
is
critical.
But
I
do
I.
A
You
know
I'm
especially
encouraged
to
see
this
like
kind
of
bigger
adjustment
happening
for
the
bus
monitors,
because
it's
been,
you
know,
the
bus
monitor
is
not
showing
up.
It
just
creates
such
a
Cascade
of
failures
in
terms
of
like
kids,
access
to
education
and
both
for
the
student
who
needs
the
monitor
for
other
students
on
the
bus.
I
mean
it's
just.
A
D
D
The
you
have
to
change
a
lot
of
the
back
end,
mechanics
to
start
paying
someone
hourly
in
that
way
versus
per
run,
so
monitors
right
now
they
just
sign
in
for
the
runs
they
worked
and
they
usually
sign
in
at
a
school
that
they
work
that
run.
We're
now
going
to
need
them
to
sort
of
effectively
clock
in
and
clock
out
at
every
shift,
and
so
there's
a
lot
of
sort
of
logistics.
D
We
need
to
work
out,
and
one
thing
we
wanted
to
make
sure
that
happened
was
the
sort
of
effect
of
the
market.
Adjustment
was
felt
during
that
Logistics
period,
and
so
the
two
dollar
adjustment
is
basically
saying
in
this
period,
where
there
isn't
a
percent
increase
as
there's
sort
of
a
period
in
the
middle
of
the
contract,
where
there's
no
percent
increase,
because
we're
switching
to
hourly
in
lieu
of
the
hourly.
We
think
this
per
run
increase
will
roughly
match
sort
of
the
the
idea
of
the
coveted
Market
adjustment.
D
A
Obviously,
I
know
you
know:
we've
had
difficulties
with
payroll
on
the
BPS
side
and
obviously
we
approved
the
BPS
teachers
contract
a
while
back
and
have
continued
to
hear
challenges.
So
what
can
our
expectation
be
about
like
when
the
folks
who
were
talking
about
today
will
actually
receive
the
retro
pay
increases.
C
What
I've
been
told
is
that
it
typically,
it
is
roughly
like
six
to
eight
weeks
to
do
some
of
the
calculations
and
get
the
Retro
out
I.
Don't
think
we
can
commit
to
that
absolutely.
But
I
think
that
is
a
general
timeline
that
these
contracts
have
taken
in
the
past
to
fully
Implement,
which
would
be
calculating
and
one
increasing
the
rate
so
that
people
are
seeing
that
in
their
real
paycheck,
but
then
also
going
back
and
doing
the
calculations
for
how
much
retro
each
employee
is
paid
for
prior
work.
A
Where
are
we
in
bus
monitors
today,
where
we
in
bus
monitors,
like
you,
know,
on
Day
Zero,
when
we
change
the
hourly
rate
and
then
kind
of
like?
Where
are
we
as
it
goes
in
because
I
think
it's
important
for
the
city,
as
it
thinks
about
low-wage
workers
in
general,
to
kind
of,
like
think
about
the
relationship
between
those
things
and
understand
our
hiring
patterns?
Given
the
wage
changes,
yeah.
C
And
I
do
know
a
superintendent
Skipper
has
made
it
a
priority
to
kind
of
review
all
of
these
salaries
and
the
increases
or
the
impacts
of
these
increases
in
weather.
You
know
more
needs
to
be
done
in
the
future.
She
has
made
that
one
of
her
priority
items
for
working
with
all
her
employees.
Both
you
know
the
units
we're
discussing
here
and
across
the
board.
A
C
Yes,
so
at
the
time
that
certainly
had
a
major
impact
on
the
working
conditions
of
those
employees
and
but
it
was
kind
of
amid
bargaining
cycle,
so
we
met
in
Impact
bargained
over
what
the
loss
of
their
police
power
would
be
kind
of
shifting
from
the
police
style
uniforms
that
they
were
wearing
to
a
little
bit
different
uniform
for
the
safety
service
specialists.
So
there's
some
language
like
that
that
we
have
now
incorporated
into
the
contract.
A
You
guys
also
for
providing
all
the
backup
information
on
the
contracts
and
we've
got
those
for
counselors
and
members
of
the
public
as
they
wish.
Let
me
just
check
if
there's
any
public
Festival,
okay,
we
don't
have
any
public
testimonies
signed
up
so,
like
I
said,
I
am
planning
to
recommend
Council
approval
of
these
dockets
at
our
meeting
on
Wednesday.
We
do
want
to
get
those
folks
their
money
as
soon
as
possible,
so
I
am
going
to
just
ask
BPS
to
hold
up
your
end
on
that
front
end.
A
C
The
opportunity
to
thank
the
bargaining
teams
for
the
units
that
we've
worked
on
these
agreements
for
I,
think
you
know
we
have
good
working
relationships
with
all
of
our
opposing
negotiators,
whether
the
bus
monitors
Gail,
Titus,
Jefferson
and
Lowell
Alexander.
We
have
Neil
O'brien,
John,
magnar
Tom
McKeever
from
the
SEIU.
We
have
Mike
Lafferty
David
jelly
from
the
custodians
and
Dave
Pender
from
the
patrolman
Association
who've.
You
know
we
were
able
to
work
out.
A
No
thank
you
so
much
for
that.
Shout
out.
It's
definitely
a
a
case
of
kind
of
like
loyal
opposition
right.
We
all
have
roles
and
like
in
the
lobster.
Labor
relation
is
negotiating
on
behalf
of
the
city
and
our
labor
reps
are,
you
know,
for
the
unions
are
on
the
other
side
of
the
table,
but
that
both
sides
of
that
table
are
very
important
to
the
city
of
Boston,
and
it's
super
important
to
us
that
the
really.
A
A
Well,
thank
you,
gentlemen.
So
much
and
seeing
no
public
testimony
this
here
now.
I
will
remind
folks
who
are
watching
at
home
that
you
can
email
such
testimony
to
ccc.csit
at
boston.gov,
but
I
do
expect
to
be
making
a
recommendation
on
Wednesday.
So,
if
you're
looking
to
testify
on
these
probably
best
to
do
it
before
Wednesday
at
noon
and
with
that
this
hearing
of
the
Boston
City
council's
committee
on
city
services
and
innovation
technology
is
adjourned.
Thank
you
all.
Thank
you.