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From YouTube: Committee on Ways & Means on December 12, 2017
Description
Dockets #1459-1460 - Collective Bargaining Agreement between the City of Boston and SENA
A
Comcast
channel
8
in
our
CN
channel
82
I'd
ask
people
in
a
chamber
to
silence
their
electronic
devices
at
the
conclusion
of
the
presentation
from
the
administration
and
questions
and
answers
from
my
colleagues,
we
will
have
public
testimony.
There
is
a
sign-in
sheet
to
my
left
by
the
door.
We
ask
that
you
state
your
name
any
affiliation
in
residence
I'd
like
to
welcome
both
Justin
starett
and
Alexis
tkachuk
from
the
administration
who
provide
today's
testimony.
Welcome.
B
Thank
you
good
morning,
counselor
co-moh,
thank
you
for
inviting
us
here
today.
My
name
is
Justin
Stara,
like
you
said,
I'm
the
budget
director
for
the
city
of
Boston
I'm,
here
to
offer
testimony
on
both
it's
like
you
mentioned,
1460
increases
the
FY
18
appropriations
for
30
city
departments
by
a
total
of
2.6
million.
This
is
to
cover
the
FY
18
cost
contained
in
the
collective
bargaining
agreement
that
you
mentioned
between
the
city
and
Cena.
B
Docket
1459
coincides
with
that
for
the
same
amount
of
money
and
decreases
the
collective
bargaining
reserve
that
as
I'm
sure
you
remember
last
year,
the
City
Council
set
aside
for
FY
18
collective
bargaining
purposes.
If
you
remember
that
was
for
a
total
of
47
million
dollars,
this
contract
and
sort
of
draw
down
on
the
reserve
will
bring
the
collective
bargaining
reserve
balance
to
20
point
nine
million.
As
you
remember,
we've
finished
collective
bargaining
contracts
and
have
come
through
City
Council
for
four
other
unions
throughout
the
year,
probably
most
notably
BTU
detectives
and
ope
IU.
B
The
Cena
budget.
Supplemental
that
we're
requesting
today
will
bring
the
total
unionized
contract
under
contract
right
now
with
employees
to
64
percent
and
if
you
have
any
specific
questions,
happy
to
answer
them.
But
I'd
love
to
turn
over
to
my
colleague,
Alexis
tkachuk
from
labor
relations.
To
talk
about
any
specific
highlights
from
the
contract.
Great.
C
Afternoon
everybody,
my
name,
is
Alexis
tkachuk
I'm
here,
testifying
on
behalf
of
the
office
of
labor
relations
on
behalf
of
the
administration.
I'll
just
give
a
couple
of
bullet
points
and
then
I'd
be
happy
to
take
any
more
specific
questions
you
might
have.
So
this
particular
bargaining
unit
has
six
hundred
and
seventy
members.
C
They
are
mainly
in
the
following
departments:
the
Department
of
Information
Technology,
the
Boston
Centers
for
youth
and
families,
Parks
and
Recreation
and
inspectional
services.
There
are
a
few
employees
also
over
at
the
police
department
serving
and
Cina
positions,
this
similar
to
AP's
me
and
similar
to
some
of
the
public
safety
contracts
that
have
been
before
your
body.
These
are
two
different
agreements,
one
for
2016
into
2017
and
the
other
from
2017
to
2020.
The
general
wage
pattern
is
to-to-to-to.
C
There
were
some
changes
in
terms
of
providing
sina
members
with
the
city's
paid
parental
leave
policy.
It
is
consistent
with
that
provided
to
exempt
employees
of
the
city
as
well
as
asked
me.
We
clarified
the
20
year
rule
which
it,
which
is
a
it's
almost
about
40
years
old,
and
it's
been
consistently
applied
in
different
departments.
In
terms
of
salary,
scales
and
promotions,
so
there
are
some
clarifications
in
this
document.
C
Regarding
that
also,
there
were
some
positions
that
were
union
protected
by
cena
that
the
city,
when
analyzing
them
determined
they
were
inappropriately
classified
they
were,
they
were
positions
that
were
deemed
either
managerial
or
dealing
with
confidential
information,
or
both
we
bargained
that
with
the
union,
and
they
have
agreed
to
move
for
positions
out
of
the
unit
to
in
the
IGR
department,
one
in
HR
and
one
in
Treasury
and
collecting
how
that
will
work
in
terms
of
the
positions
as
once
they
become
vacant.
For
three
of
them
they
will
go
back
to
being
exempt
positions.
C
One
of
the
positions
director
of
state
relations
at
IG
are
because
this
agreement
is
retroactive
on
the
positions
going
back
to
november
1st
2016.
The
person
who
is
currently
in
that
position
took
the
position
in
February
of
2017,
so
one
person
is
retroactive,
Lee
out
of
the
Union
three,
it
will
be
when
they
vacate.
C
There
were
a
couple
of
other
items
here
in
terms
of
wages.
This
group
would
have
a
new
step
10.
That
would
be
a
two
and
a
half
percent
increase
from
their
current
existing
step.
9.
You
would
have
to
be
in
the
step
for
a
year
in
order
to
move
up,
BC
YF
employees
that
are
working
weekend,
ships
would
sieve
a
flat
$40
weekend
differential
per
shift.
C
Generally,
it's
only
one
shift
it's
hardly
ever
been
to,
and
then
there
were
a
few
instances
in
which
some
seen
at
employees
that
are
in
supervisory
roles
sometimes
have
to
HUP
down
and
servant.
To
ask
me
similar
roles
that
would
be
those
with
CDL
licenses,
so
we
would
provide
a
stipend
to
those
who
consistently
use
their
CDL
license
in
the
course
of
their
Sina
duties.
So
it
would
not
be
all
holders
of
a
CDL
license
and
it
would
not
be
somebody
that
maybe
doesn't
ask
me
like
job
once
or
twice
throughout
the
year.
A
Great
thank
you.
I've
been
joined
by
City
Council
at
large
in
the
sabe
Gorge,
as
well
as
district
city,
councilor
Tim
McCarthy.
The
the
wage
pattern
reflects
similar
wage
patterns
with
the
other
unions
that
we
mentioned
earlier.
The
I
would
also
just
for
the
record,
seen
a
stands
for
Service
Employees
Union
of
North
America.
There.
C
A
C
When
you
you
look
at
it,
it'll
say
the
United
Steel
paper
and
forestry,
rubber,
manufacturing
energy,
allied
industrial
and
service
workers
International
Union.
So
it
is
a
mouthful
and
in
the
city
we'll
still
refer
to
them
escena,
but
it
was
a
housekeeping
provision
to
stay
consistent
with
their
brothers
and
sisters
across
the
country.
Great.
A
A
C
A
A
D
The
everybody
works
really
hard
in
C,
especially
in
the
Public
Works
Department
I
was
like
to
remind
people
that
the
people
who
apply
your
streets,
the
same
people
change
it
barrels
the
next
day
but
I
say
to
the
commissioners,
especially
in
public,
works,
to
make
sure
that
the
you
know
the
the
overtime
budget
is
needed
because
we
don't
have
as
many
men
and
women
as
we
used
to
have,
but
I'd
like
to
see
that
overtime
spread
out
within
some
more
the
managers.
Some
some
managers
are
a
bit
hungry
on
the
overtime
and
I.
D
C
Obviously,
in
some
departments,
I'll
use
do
it
as
an
example.
It's
it's
tough
to
do
a
rotating
list
and
do
it
if
somebody
has
very
specific
technical
knowledge,
but
in
some
of
the
departments
that
you've
described
we're
trying
to
pay
attention
to
the
rotation
of
that
list
and
there's
also
a
weekly
stipend
for
those
who
are
yeah.
A
Thanks
just
one
final
thing,
so
you
mentioned
that
we
now
have
64
percent
of
the
labor
force
under
collective
bargaining
agreements
and
and
with
the
remaining
almost
40
I'm,
sorry,
twenty-six
million
dollars
right
or
twenty
seven.
Twenty
point
nine,
but
you
laugh
good
enough
to.
In
your
estimation
again,
I
know
it's.
B
E
One
I
mean
clearly
it's
following
the
pattern
that
the
city
has
established
with
prior
negotiated
contracts,
so
it's
2%
a
year
for
either
three
or
four
years.
This
is
four
years.
I
strongly
support
the
removing
of
what
our
really
managerial
positions
out
of
senior
I
mean.
I
was
around
when
seen
it
was
created
in
which
it
shouldn't
have
been,
but
it
has
been,
but
there
are
and
I.
You
know
if
there's
a
concern,
it's
that
there's,
probably
more
positions
that
are
really
managerial,
that
shouldn't
be
part
of
Cena
and
I.
E
Think
I
would
have
a
concern
also
in
terms
of
the
first
assistant,
collect
the
treasurer's
means
by
the
fact
that
the
chief
financial
officer,
because
the
chief
financial
officer
position
has
no
statutory
authority
also
has
to
be
the
treasurer.
That
means
that
the
first
assistant,
collector
treasurer,
has
really
are
doing
the
day-to-day
management
of
the
department
and
clearly
managerial.
E
So
the
fact
that
I
mean
there,
we
don't
have
a
I
guess
we
do
have
a
permanent
person
in
place
now,
but
that
this
wouldn't
take
place
until
that
person
were
to
leave
I
think
is
is
unfortunate.
It
would
be
preferable
to
have
that
that
position
be
removed
immediately,
but
that's
what
happened
as
with
other
contracts,
there
are
other
additions
to
compensation
that
add
to
the
cost
of
the
contract.
The
step
10,
which
is
a
new
step,
is
one
of
those
issues.
E
We've
always
basically
taken
the
position
that
that's
really
a
responsibility
of
the
city
through
the
human
resource
department
to
really
evaluate
positions
and
determine
grade
changes.
So
there's
concern
that
this
would
be
done
in
a
union
by
Union
basis,
as
opposed
to
a
comprehensive
plan
by
the
administration,
which
would
be
you
know
our
recommendation
and
then
I
think
the
other
issues,
the
direct
deposit.
It
means
that
it's
a
takes,
you
know
from
paper
to
technology,
which
is
a
real
plus.
It's
been
something
good,
I
think
the
cities
are
trying
to
do
for
some
time.
E
A
D
C
They
were
managing
we're,
making
more
money
than
their
managers
as
part
of
the
bargaining
process,
rather
than
putting
in
an
automatic
lever
or
a
trigger
for
whenever
that
happens,
we
didn't
want
positions
to
start
piggybacking
off
of
each
other,
so
we
discussed
ending
what
happened
in
a
prior
administration
and
addressing
it
through
the
CGI
process.
If
we
were
to
determine
it
happened
again
in
another,
Department
could.