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From YouTube: Committee on Ways & Means on December 3, 2018
Description
Docket #1658-1659 - Collective bargaining appropriation for Boston School Committee and SEIU, Local 888 Administrative Guild.
Docket #1660-1661 - Collective bargaining appropriation for Boston Public Health Commission and Local 888, SEIU Programs Unit.
A
Vice-Chair
of
ways
and
means
I'm
join
with
my
colleagues
counselor
nice,
oh
sorry,
George
as
well
as
councillor
Matt,
O'malley
I,
want
to
remind
you
that
this
is
a
public
hearing
is
being
recorded
and
broadcast
on.
Comcast
eight
are
cnat
to
Verizon,
1964
and
streamed
on
the
city
of
Boston
webpage.
Please
silence
your
cell
phones
and
other
devices.
A
I
will
take
public
press
to
testimony
at
the
end
of
the
hearing
and
appreciate
if
you
would
sign
in
over
to
my
left,
if
you'd
like
to
testify
at
the
end
of
the
hearing
and
when
you
do
testify,
please
state
your
name,
your
affiliation,
your
residence
and
limit
your
comments
to
a
couple
of
minutes.
You
can
also
submit
written
testimony
to
the
City
of
Boston
web
site.
A
Today's
hearings,
docket
number
1658
message
order:
approving
a
supplemental
appropriation
of
1
million,
thirteen
thousand
seven
hundred
and
fifty
five
dollars
to
cover
the
FY
nineteen
costs
items
contained
within
the
collective
bargaining
agreements
between
Boston
School
Committee
and
SEIU
Local
888
docket
number.
Sixteen,
fifty
nine
a
message
in
order
to
reduce
the
FY
19
appropriation
for
the
reserve,
collective
bargaining
by
1
million.
A
Today
we
are
joined
by
Justin
stare
at
the
budget
director
David
such
as
the
chief
labor
and
employment
Council
for
Boston
Public,
Health
Commission,
as
well
as
Susan
D'amato,
Labor
Council
for
Boston
Public
Schools,
so
I
will
turn
it
over
to
Justin.
I
know
the
Justin.
You
have
a
time
commitment
at
one
is
we
ran
late
for
the
first
hearing,
so
when
you
need
to
scoot,
you
certainly
may
may
scoop.
Thank.
B
You
I
appreciate
that
counselor
good
afternoon
Thank
You
councillor
McCarthy,
councilor,
savvy
George
and
councillor
O'malley
for
inviting
us
here
to
testify.
Today.
As
you
mentioned,
my
name
is
Justin
starett
and
I'm.
The
budget
director
for
the
city
of
Boston
I'm
here
to
offer
testimony
on
two
dockets
before
you
in
the
Appropriations
that
they
reflect
docket
1658
through
1661
our
appropriation
orders
that
cover
the
FY
19
costs
of
the
collective
bargaining
agreements
between
PHC
and
SEIU
programs
for
280,000
and
between
the
Boston
School
Committee
and
SEIU
administrative
guilt
for
about
1
million.
B
As
you
remember,
the
FY
19
budget,
passed
by
the
council
included
38.4
million
in
aggregate
to
cover
the
collective
bargaining
reserves
so
far
an
FY
19.
These
are
the
seventh
and
eighth
collective
bargaining
agreement
appropriations.
The
City
Council
has
previously
passed
appropriations
for
Teamsters,
Park,
Rangers,
municipal
police,
patrolmen
and
superiors
and
PPS
storekeepers,
with
the
approval
with
the
approval
of
these
supplementals,
the
remaining
balance
in
FY
19.
Collective
writing
reserve
will
be
36
point
two
million.
With
the
completion
of
these
contracts,
the
city
will
have
settled
agreements
with
76%
of
unions.
B
A
A
C
Yes,
we
made
a
change
to
that
contract.
First.
I'll
say
that
at
at
the
Health
Commission
we
have
four
separate
collective
bargaining
agreements
with
SEIU
Local
88,
so
the
program's
unit
is
the
fourth
unit
to
settle
the
other
three
reached
agreement
earlier
in
the
year.
In
all
of
those
contracts,
we
amended
the
language
that
said
that
the
personal
leave
entitlement
that's
in
the
contract,
we
didn't
increase
it
or
decrease
it.
We
just
made
it
eligible
to
people
as
of
January
1st
after
they're
hired.
F
D
We
have
a
lot
of
long
term
employees
that
were
stuck
at
the
top
step
for
a
long
time,
so
we
thought
it
was
in
our
best
interest
to
retain
that
good
work,
those
good
workers
to
create
two
additional
steps.
Each
at
1%
we
also
increased
career,
Awards
I
know
you
specifically
asked
about
that
commonly
buy
$300
across
the
board.
D
The
last
time
the
career
awards
were
increased
for
this
group
words
back
in
2007,
so
this
was
a
good
win
for
us
as
well,
and
the
members
of
that
of
that
group
we
expanded
the
tuition
reimbursement
to
include
certificate
programs,
as
well
as
the
curia
of
the
college,
credit
programs
that
we
allow.
Now,
that
is
something
that
the
membership
really
pushed
for
and
again
that's
also
an
advantage
to
the
administration
to
have
an
educated
workforce.
If
it's,
if
it's
certificates
or
college
credit,
it's
it's.
Education
is
education.
D
G
D
On
staffing
and
hiring
we,
that
was
a
major
sticking
point,
but
both
sides
are
very
happy
with
the
result.
We
they.
The
guild
at
bps,
is
heavily
reliant
on
seniority
which
is
wonderful
to
promote
within,
but
we
the
most,
the
the
greatest
requests
that
we
hear
from
school
leaders
is
autonomy
in
hiring
in
staffing.
D
So
we
were
able
to
work
massive
changes
from
our
perspective
into
article
4,
which
which
governs
staffing
and
hiring,
and
it
allows
us
to
go
to
some
go
to
external
candidates
in
some
scenarios,
where
previously
we
were
not
able
to
do
that,
it
was
very
difficult
for
an
external
candidate
to
be
welcomed
into
the
guild
into
a
guild
position.
So
now
that,
with
our
changes,
that's
it'll
be
more
easy.
It'll
be
easier
for
school
leaders
to
view
all
types
of
candidates
can't
spend
it
for
a
long
time
and
also
external
'he's,
great.
D
C
So
the
settlement
as
indicate
generally
aligns
with
the
prior
settlements,
with
the
Health
commuters,
has
with
the
SEIU
Local
888.
The
agreement
includes
new
provisions
that
will
enhance
the
Commission's
ability
to
staff,
train
and
conduct
other
administrative
processes
more
efficiently.
Parties
also
agreed
to
a
reasonable
suspicion,
drug
testing
policy
that
will
be
developed
in
the
in
the
coming
year.
So.
C
The
parties
also
revised
the
qualifications
and
scope
of
work
and
wage
classifications
have
a
small
number
of
clinical
and
administrative
positions
that
was
done
to
enhance
the
Commission's
ability
to
provide
clinical
services
to
patients,
particularly
those
with
acute
clinical
NEADS.
It
also
preserved,
and
it
puts
us
in
a
position
to
expand
our
ability
to
bill
for
the
services
that
the
clinical
services
that
are
provided
and
also
allows
us.
We
think
to
be
in
a
better
position
to
recruit
and
retain
employees,
particularly
employees
with
clinical
degrees.
C
For
the
conversation,
in
addition
to
the
two
percent
increases
which
take
place
annually
in
January,
there
was
a
new
step
created
for
on
the
wage
scale
that
the
most
senior
employees
are
eligible
for.
The
parties
also
created
a
new
training
and
education
fund,
starting
July
1st
2019.
That
provides
we're
happy
to
provide
more
support
for
voluntary
professional
development
and
continuing
education
to
the
members
of
this
bargaining
unit.
We
also
increased
the
the
employers
contribution
to
this
SEIU
Local
aid,
housing
trust
fund.
C
C
A
direct
it
is
a
fairly
diverse
group
in
terms
of
the
amount
of
work
they
done.
Yeah
I,
do
it's
a
mix
of
clinical
administrative
positions,
it's
also
a
mix
of
supervisory
and
non
supervisory
positions.
They
work
in
four
different
bureaus
within
the
Health
Commission
recovery
services,
infectious
disease,
community
initiatives
and
child
adolescent
and
family
health.
Okay,.
F
B
B
F
Yes,
I
just
shy
of
960,000,
so
that
would
work
out.
960
divided
by
170
is
about
5,600,
whereas
bps
275,
divided
by
3.4
million
divided
by
275,
which
is
the
total
cost,
would
be
about
twelve
point
three.
Is
that
so
it
seems
a
little
inconsistent
is
that
just
because
the
base
pay
for
public
school
employees
is
higher?
If.
B
F
Great
okay,
well,
listen!
I!
Can't!
Thank
you
guys
enough
for
your
great
work.
It
is
I've
been
here
a
while
now
and
to
get
to
a
collectively
bargained
agreement
where
both
sides
are
treated
with
dignity
and
respect,
and
you
can
find
that
common
ground
and
both
sides
give
and
gain
the
city
gains
after
that.
So
it's
appreciate
all
your
hard
work
on
this
and
to
the
union
leaders
as
well,
who
aren't
with
us,
or
we
will
hear
from
later
Thank
You.
A
E
E
C
Only
say
that
you
know
the
policy
that
that
we
rolled
into
this
contractor
negotiator
as
part
of
this
contract
is
not
something
that's
going
to
take
place
immediately.
We
have
to
put
that
in
place,
but
for
this
drug
testing
policy
it
calls
for
a
reasonable
suspicion
and
post-accident
testing,
so
we're
we're
not
doing
annual
or
random
testing
as
a
general
matter.
C
E
E
Have
you
my
point?
Is
we
probably
need
to
look
at
this
in
a
committee
fashion,
come
up
with
ideas,
solutions
frequently
ask
questions
because
I
anticipate
we're
going
to
get
this
issue
sooner
rather
than
later,
and
it's
better
to
come
up
with
the
plan.
Now
then,
when
someone
does
test
positive,
we
do
have
a
an
idea
of
what
what
a
roadmap
could
be.
Yeah.
B
D
Well,
I'll
say
on
the
bps
side,
still
illegal
in
schools
marijuana,
so
we
do
not
we.
Similarly,
it's
a
pH
C,
though
we
certainly
question
someone's
foot
fitness
for
duty,
certainly
school
base
when
you're
working
with
children.
We
we
get
those
calls,
unfortunately,
every
now
and
then
in
the
Labor
Department
of
someone
who
is
whose
fitness
for
duty
is
questioned,
and
we
will
immediately
put
that
person
on
admin.
We
even
address
it
as
a
disciplinary
matter
or
perhaps
a
medical
matter.
D
Certainly
we
recognize
the
law
that
that
medical
marijuana
is
here,
and
people
have
a
right
to
that,
but
in
terms
of
in
the
schools,
we
we
have
our
internal
policies
and
we
know
no.
We
we
make
sure
that
we,
especially
those
in
touch
with
with
the
children
we
will
discipline.
Someone
who
is,
we
believe,
is
under
the
influence.
E
What
can
you
tell
me
about
the
Employee
Assistance
Program
for
both
departments?
If
someone
is
using
illegal
drugs,
they
have
a
problem.
What
type
of
assistance
could
you
provide
them
before?
They?
Even
you
know,
test
positive.
They
voluntarily
come
forward,
they
have
a
problem.
Is
there
any
type
of
assistance
that
you
could
provide
them
so.
D
We
at
bps
we
we
often
we
monitor
attendance
very
closely
and
we
see
a
correlation,
sometimes
between
attendance
and
drug
use,
and
so
we
have
what
we
require
attendance
meetings.
We
don't
call
them
disciplinary
and
at
the
attendance
meetings
we
always
offer.
We
always
remind
employees
that
we
do
have
an
Employee
Assistance
Program.
E
D
We
we
don't
the
first
time,
we
that's
why
we
call
it
an
attendance
meeting
or
we
call
for
a
fit
for
duty
letter
in
with
the
fit
for
duty
letter.
We
ask
people
to
bring
their
job
descriptions
to
their
doctors.
We
acted.
Our
ask
the
doctors
to
weigh
in
on
is
this
person.
If
this
person
is
on
medical
marijuana,
are
they
able
to
do
their
job?
Are
they
able
to?
Are
they
safe
to
be
interacting
with
children?
We
don't
treat
that
as
a
disciplinary
matter.
That
is
more
of
as
a
personnel
matter.
D
E
You
know
I,
guess
one
final
question:
what
type
of
accommodations
do
you
have
for
people
with
disabilities
that
work
in
your
departments?
Are
there
any
type
of
medical
assistance
programs
that
you
might
offer
it
might
be
extra
extra
days
in
terms
of
allowing
them
to
go
to
their
medical
appointments?
Is
there
any
type
of
extra
consideration
that
you
might
provide
someone
with
disabilities
so.
D
We
certainly
at
bps
I'd
mentioned
the
office
of
equity.
That
also
did
we
encourage
people
to
have
dialogues
with
equity
in
terms
of
accommodations.
We
certainly
encourage
intermittent
FMLA.
If
somebody
does
have
a
weekly
doctor's
appointment,
we
don't
want
to
punish
that
person
for
being
absent
for
that
day
and
we
don't.
If
they've,
had
an
interactive
dialogue
with
the
office
of
equity
and
it
has
been
recorded
with
ohc
with
the
leaves
team.
We
don't
we
even
if
you're
out
of
sick
time.
We
don't
hold
that
absence
against
you.
E
G
G
G
C
G
C
G
G
D
D
G
G
D
Only
thing
that
I
would
suggest
is,
and
I
I
mentioned
this
to
the
chairman-
was
the
staffing
and
hiring
it
was
actually
counselor.
O'malley
I
believe
the
staffing
and
the
hiring
was
was
the
final
sticking
point
to
pulling
everything
together,
but
we
each
gave
a
little
on
both
sides
exactly
as
a
negotiation
should
go.
You
know
I
sat
at
the
table
and
I.
We
were
both
happy
with
the
result
were.
D
D
D
C
C
C
C
G
C
A
number
of
the
clinicians
have
continuing
education
credits
that
they
need
to
take
courses
for
so
they
could
use
the
the
time
off
and
the
funds
to
go
to
those
types
of
conferences.
In
terms
of
the
scope
you
asked
about
that
earlier,
we
we
are
really.
This
is
for
voluntary,
professional
development
of
employees,
so
you
know
we're
supporting
it,
whether
it
if
it
relates
to
public
health,
which
is
pretty
broad,
it
doesn't.
B
C
G
G
G
G
C
G
C
G
You
and
to
echo
what
counsel
Malley
had
to
say
we
went
for
a
long
time
in
the
city
with
no
contracts
were
just
handled.
Every
one
of
them
was
three
years
out
four
years.
I
would
not
use
negotiate
for
my
bargaining
committee
back
then,
when
it
wasn't
unheard
of
to
get
zero
zero
zero
across
the
board.
So
thank
you.
Thank
you.
Thank
you.
Thank.