Our contract continues to move along in the process toward arbitration. The next steps in the process are to select an arbitrator and set dates for arbitration. A list of 7 potential arbitrators has been provided to MGEC and the State. We research past cases that they’ve arbitrated and each side gets to eliminate 3 options from consideration. The last one remaining will be our arbitrator. We will work with that person to set dates for arbitration; as of now, it’s looking like the arbitration may not occur until June or July.
Recently, 4 issues were certified for arbitration meaning that the arbitrator will decide what the final decision will be. MGEC and the State submitted our positions for each item but that doesn’t mean either side will get what they are asking.
Here are the 4 items for arbitration along with information regarding MGEC’s stance on them.
What should the wages be for each job classification during the first year of the agreement (July 1, 2021 to June 30, 2022)?
Wages should be increased 4.0 % across the board. An additional step (4.0 %) should also be added to the top of each pay range.
What should the wages be for each job classification during the second year of the agreement (July 1, 2022 to June 30, 2023)?
Wages should be increased 2.5 % across the board. An additional step (4.0 %) should also be added to the top of each pay range. Given the high inflation experienced in 2021 and 2022, we sought to recover lost purchasing power of those wages. In our ongoing effort to seek compensation which is comparable to other employers (even other public sector employers), we proposed the addition of extra steps to the top of the pay range to make some gain on the wage gap that exists. We are working for all members with these positions. MAPE and AFSCME agreed to 2.5% across the board wage increases each year.
Should the language of Article 6, Section 2.A.1, entitled “Normal Work Period” be amended? If so, how?
The “normal work period” should be defined so that non-exempt employees should be eligible for overtime compensation in the same manner as employees they work with and/or supervise. Paid time off (vacation time, floating holidays, sick leave, compensatory time off, or other leaves of absence) should be considered “hours worked” for purposes of meeting the overtime eligibility threshold of 40 hours. Currently, such paid leave hours do not count toward the 40 hour threshold. If an employee uses any of these leave times during a pay period, they are not eligible for overtime in that pay period.
Should Juneteenth be recognized as a paid holiday?
Juneteenth should be recognized as a paid holiday for MGEC employees.
We hope that the process can continue to move forward by selecting the arbitrator and setting the dates. We will continue to update you as more information is available. Feel free to reach out to us at firstname.lastname@example.org with any questions.