DOC Interest Arbitration Update: Decision issued 9/26/16

DOC Interest Arbitration Update: Decision issued 9/26/16

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WFSE-NeverQuits-sq-39/26/16 UPDATE – Interest arbitration decision issued

BULLETIN: After several months of bargaining and a week-long arbitration, the arbitrator’s decision is in and has many significant gains! Keep in mind all DOC employees will get the 6% COLA over the life of the 2017-2019 Contract in addition to the base pay increases set out below awarded by the arbitrator.

 
•    Article 42 Compensation for 2017-2019

Community Corrections Officer 1-        16.3% base + 6% COLA
    Community Corrections Officer 2-        8.8% base + 6% COLA
    Community Corrections Officer 3-        11.3% base + 6% COLA
    Community Corrections Specialist-    13.8% base + 6% COLA
    Community Corrections Assistant-        1.3% base + 6% COLA
    Corrections & Custody Officer 2-        7.5% base + 6% COLA
     Corrections & Custody Officer 3-        7.5% base + 6% COLA
    Community Mental Health Counselor 2-     5% base + 6% COLA
    Community Mental Health Counselor 3-     15% base + 6% COLA

Unfortunately, despite our best efforts, the arbitrator did not award base increases for Correction Specialist 3’s or Hearing Officer 3’s or 4’s.  Obviously we are extremely disappointed with the lack of recognition for these members. The arbitrator did say “The CS3 position would benefit from a classification analysis to determine whether it is properly allocated.”   We will be looking into what other avenues might be available to address pay for these groups.   These members will, of course, be getting the 6% COLA under the 2017-2019 CBA.

•    Article 8 – Training and Employee Development: The arbitrator made no change to contract language, so the status quo will continue for 2017-2019.

•    Article 20 – Safety and Health: Gains were made for the transportation of offenders, controlled environments in field offices, training for risk, active threats and de-escalation. Also, the arbitrator ordered that within the term of the 2017-2019 agreement, the parties had to find a shared solution to the concern regarding real time monitoring of the whereabouts of officers in the field. This is something we have been trying to get from DOC for over five years!

•    Article 21 – Uniforms, Tools, & Equipment: The arbitrator made no change to contract language, so the status quo will continue for 2017-2019.

•    Article 22 – Drug & Alcohol Free Workplace (DOC Only): The one issue the employer cared enough about to bring to arbitration, unfortunately, was granted by the arbitrator. Reasonable suspicion testing now applies to all employees of the DOC. This is the same level of testing that already exists under the Teamsters Contract.

•    Article 25 – Commute Trip Reduction: The arbitrator awarded Regional Transit passes for employees stations at the King County Justice Center (note, however, that this has now been agreed upon for all employees in King County  at the main table as of September 13, 2016)

•    Article 36 – Employee Rights: The arbitrator made no change to contract language, so the status quo will continue for 2017-2019.

•    Article 37 – Union Management Communication Committee Meetings: The arbitrator granted our proposal. Now management MUST meet at least six times per year with us at Union Management Communication Committee, and they have to tell us at least ten days in advance who will be part of management’s team.

•    The arbitrator made no change to contract language regarding the overtime exempt stand-by pay, so the status quo will continue for 2017-2019.

Your vote will be on the entire tentative agreement but it is important to note that the final and binding decision of the arbitrator on the above issues will be incorporated into the 2017-2019 General Government Agreement.
Please VOTE!

Download the arbitration decision documents here:

Previous post:
9/13/16  DOC Interest Arbitration Update

After several months of our bargaining team working to reach agreement with DOC management in agency-specific bargaining, management remained unwilling to move on many issues important to you. We took the fight to arbitration to get the best results possible for our DOC members and are still awaiting the arbitrator’s decision. This decision is final and binding on the parties and is due by September 26, 2016. While there are many significant gains for all members covered by the General Government contract, it is important for you to know which critical issues will be addressed in this decision. The issues presented at arbitration are listed below:

  • Article 8 – Training & Employee Development: Formal mentorship program for employees with arrest authority
  • Article 20 – Safety & Health: Safety measures in field offices, safety-related training, and a real-time monitoring system for officers in the field
  • Article 21 – Uniforms, Tools, & Equipment: Ammunition for training, clothing appropriately identifying law enforcement personnel for use while conducting arrest, search, or transport
  • Article 22 – Drug & Alcohol Free Workplace (DOC Only): Employer-proposed modifications
  • Article 25 – Commute Trip Reduction: Regional Transit passes (note that this has now been agreed upon for all employees at the main table as of September 13, 2016)
  • Article 36 – Employee Rights: Improved workload language
  • Article 37 – Union Management Communication Committee Meetings: Increased frequency of meetings and improved language regarding attendees
  • Compensation: Improved standby provision
  • Classification Specific Pay Increases:
    • Corrections and Custody Officer 2’s & 3’s
    • Corrections and Mental Health Counselor 3
    • Corrections Specialist 3
    • Correctional hearings Officer 3’s & 4’s
    • Community Corrections Assistant
    • Community Corrections Officer 1’s, 2’s & 3’s
    • Community Corrections Specialist

Your vote will be on the entire tentative agreement but it is important to note that the final and binding decision of the arbitrator on the above issues will be incorporated once the decision is received.

Watch the WFSE website for updates on the status of the decision.

 

4 Comments

  1. Aaron Anderson says:

    Hello,

    Does a real time monitoring system for officers in the field mean radios with local law enforcement channels? I hope so because I am a community corrections officer and we are required to high risk arrest with no communication equipment to a real dispatcher. It’s very unsafe and police look at us like we are crazy for arresting people without a radio with local law enforcement radios.

  2. This comment is fairly rude:
    • Article 22 – Drug & Alcohol Free Workplace (DOC Only): The one issue the employer cared enough about to bring to arbitration,

    Doesn’t foster a positive spirit

  3. Robert Walling says:

    I thank you in advance for all you have done and continue to do for the members.

    Several questions.

    First, with the recent voter approved contract (6 percent over two years) is it possible that these raises will not be funded? I saw an article in which there was some negative feedback from our representatives/legislatures in regards the funding. Thea article cited the fiscal responsibility to deal with the educational mandate and, “Hard to see how (these wage increases) are fiscally responsible”. I am trying to understand how WA State negotiated this agreement but may turn around and decide not to fund. Why negotiate?

    http://www.theolympian.com/news/politics-government/article101697792.html

    Secondly, If the legislature can decide to not fund this agreement, does this also mean that binding arbitration is another mandate requirement that the state can decide not to fund? If so, I ask a similar question. Why binding arbitration if WA state can move forward without funding these positions.

    I believe I can speak for many of us that want some reassurance that the words ‘ratified agreement’ and ‘binding arbitration’ actually carry some substance in this state.

    Robert Walling
    CCO – Clarkston, WA