| How Much Does A 6.155% COLA Mean To You?? Wende Wahl |
Would you like to know what the difference between a 2.5% COLA (the District's proposal) and a 6.155% COLA (SEIU's proposal) would have on your paycheck? Here's a formula. First, read the example. Then, when you're done, go to the formula below and enter your monthly salary into the formula. Follow the directions to see what effect the difference between a 2.5% COLA and a 6.155% COLA would have on your paycheck. (Need help? Call Wende Wahl at x2707 for a quick calculation.)
| 6.155 % COLA (SEIU) | 2.5% COLA (District) |
|---|---|
| $3,000.00 Monthly Salary | $3,000.00 Monthly Salary |
| x .06155 (6.155% COLA) | x .025 (2.5% COLA) |
| $184.65 Monthly Increase | $75.00 Monthly Increase |
| x 12 (12 months) | x 12 (12 months) |
| $2,215.80 Annual Increase | $900.00 Annual Increase |
| 6.155 % COLA (SEIU) | 2.5% COLA (District) |
|---|---|
| $___________ Your Monthly Salary | $___________ Your Monthly Salary |
| x .06155 (6.155% COLA) | x .025 (2.5% COLA) |
| $___________ Monthly Increase | $___________ Monthly Increase |
| x 12 | x 12 |
| $___________ Annual Increase | $___________ Annual Increase |
Faculty settled at a 6.155% COLA and is already receiving it in their paychecks!! Faculty who teach Non-Credit Senior Program courses received a long overdue 12.29% salary increase. STNC's received a 3% COLA effective October of this year. District is only offering Classified a 2.5% COLA. What do you think?? Tell us. Write to us on the campus SEIU Classified website Staff Bulletin Board at www.santarosa.edu/seiu/discus. Or drop us a line in the campus mail. We're here, working for you.
| COLA Impasse Ann Samson |
A mediator will hear both SEIU's and the District's arguments on their COLA proposals on November 6 and 7. Michael Allen and Steve O'Keefe, Local 707 staff members, will make our arguments, along with the elected negotiations team.
Traditionally, what happens is that the mediator hears each side separately, compares the arguments with objective data such as other recent settlements, any formulas that have been applied at the institution or similar places, such as the Consumer Price Index and the formula that AFA has negotiated. Probably the District's fiscal condition and the unit's COLA history will be additional data the mediator will look into.
The mediator then issues a recommendation for settlement or solution but cannot impose it upon the two sides. SEIU and the District will have to agree or come up with their own solutions. This COLA is a long way from showing up on our paychecks, but we feel the wait and the struggle are worthwhile.
| Fringe Benefits Committee Roz Ringle |
The committee has met twice since the beginning of the school year and our goal is to thoroughly investigate the pros and cons of self-insurance for a health coverage option. We currently have a self-insured dental plan. Self-insurance allows easy access to contracted physicians and specialists and portability. Our committee plans to do extensive research and invite representatives from companies and institutions using self-insurance. Sonoma County, City of Santa Rosa and several community colleges are utilizing a self-insurance plan. We are also expecting a cost analysis from a consultant. A survey developed by the All Faculty Association will be distributed to all eligible employees and retirees. One of the purposes of the survey is to learn what people are willing to do or pay for better health coverage.
If you have specific concerns about the recent HPR situation I encourage you to contact Ron Root or a member of the Benefits committee so they will understand the level of frustration our employees have with HPR.
| Desk Audits Ann Samson |
We reported last month that desk audits had been completed and people whose jobs were audited would be hearing the results within a week or so. Unfortunately, that still hasn't happened! Although Michael Allen reports that there is no substantive dispute between SEIU and the District, the parties and the auditor have not come to final agreement. That sounds so lame, but it's the fact.
| Hours Of Employment Ann Samson |
The arbitrator in our grievance over the issue of Hours of Employment has been appointed. As with mediation, he will study the contract and hear SEIU's arguments and the District's and recommend a resolution. At stake is the District's assertion that it has the right to assign its employees to any work shift it deems necessary; our assertion is that our contract defines the conditions under which assignment can be made. As the initiator of the grievance, I hope I am not retired by the time it is resolved.
| Report On Legislation Ann Samson |
SEIU has been lobbying the California Legislature on two bills affecting retirement:
· AB 616, allowing us to negotiate for an increased retirement benefit, passed. We will begin negotiation on this issue when this contract expires, because we do not have a re-opener on Retirement under this contract.
· AB 118, which will bring our contribution toward retirement from 7% to 5%, will be held over until the next session, beginning in January.
| Buttons! John Hemenway |
Show your support for classified staff by wearing or displaying a button available from:
Staff Resource Center-437 Elliot Ave., Mulitcurricular Lab-1261 Barnett Hall, Copy Center - Analy Temps., English Dept. Office-Emeritus Hall Second Floor. If you would like some buttons sent to your office, contact either Wende Wahl (x2707) or John Hemenway (x4748).