or General, Wage Increase - A negotiated wage increase that covers all the
members of a bargaining unit, regardless of classification.
Compensation Fund (ACF) - A negotiated amount of money, over and above the
general wage increase, to be distributed among titles according to Unit Contract
Payments in addition to base salary including: advancement/promotion and level
increases; assignment, certification, educational, license, experience, longevity
and night shift/evening differentials; recurring increment payments (RIP); service
increments; and transportation, uniform, uniform maintenance and equipment allowances.
These are negotiated during Economic
Advancement Increase The guaranteed
minimum increase when promoted from one title to another title within an occupational
Annuity Fund An investment fund for most titles
into which the employer contributes a specific amount of money per employee per
workday. These accounts are managed by a union annuity fund, where the monies
are pooled and invested. You receive your annuity after you leave city service.
DC 37 first negotiated an annuity fund in the 1995-2000 Economic Agreement. Call
the DC 37 Annuity Fund at 212-815-1888 for more information.
Differential A payment over and above the base rate of pay, based on
performing specific or unique tasks. Not all titles offer assignment differentials.
Assignment differentials must be negotiated in Unit Contract bargaining. Employees
receive the assignment differential only while they are performing the specified
duties. Assignment differentials do not become part of an employee's base salary.
Employees lose their assignment differentials when they stop performing the duties
or if they change job titles. Assignment differential amounts are listed in your
Attrition The reduction of the workforce
by natural causes, such as retirement, voluntary resignation and death. The city
uses attrition rates, among other things, to make future hiring and staffing plans
and to predict future costs of collective bargaining agreements. Compare to layoff.
Bargaining Unit Groups of titles designated
by the Office
of Collective Bargaining to have a common negotiating interest. Each bargaining
unit is covered by a Unit Contract. Sometimes, one local may represent titles
in different bargaining units. For example, Health Service Employees Local 768
represents Exterminators in the Blue Collar Unit, Social Workers in the Social
Services Unit, and a variety of titles (such as Occupational Therapist) in the
Health Services Unit.
Board of Certification
A panel of the Office of Collective Bargaining designated to certify the
creation and union representation of city job titles. The board is made up of
the impartial members of the Board of Collective Bargaining. See Office
of Collective Bargaining (OCB).
of Collective Bargaining (BCB) A panel of the Office of Collective
Bargaining designated to resolve disputes between the City of New York and its
covered agencies, and their employees. The BCB consists of two city representatives,
two labor representatives, and three impartial members. The impartial members
are elected by the four other members. See Office
of Collective Bargaining (OCB).
City Health Benefits Program
A program administered by the City of New York that provides health insurance
(including medical doctors and hospitalization) to union members. The
Municipal Labor Committee (MLC) negotiates changes in health plan benefits.
Collective Bargaining The process by which union and management
agree on the wages, hours, working conditions and fringe benefits of the employees
represented by the union.
Consumer Price Index (CPI) - The standard
index used and published monthly by the U.S. Department of Labor to measure the
change in the cost of goods and services.
A management practice of hiring private firms to perform work instead of in-house
employees. Also called sub-contracting. See privatization.
Costing Calculating how much a change in wages, benefits, differentials,
and other economic factors cost the employer. (Example: "After completing
a costing, the union found that paying DC 37 members an assignment differential
would cost the Department of Transportation less than if they contracted out the
Crisis bargaining See impact
of Citywide Administrative Services (DCAS) The city agency responsible
for personnel practices and general building and supply services. Personnel practices
include creating and implementing standard personnel practices, city civil service
exams, equal employment opportunity, and effective management and training.
Equity Fund (referred to in the 2000-2002 Municipal Economic
Agreement as the Additional
Compensation Fund (ACF)) - Negotiated as part of an economic agreement,
this fund sets aside a specific amount of money, over and above general wage increases,
to address specific wage concerns of workers in specific titles.
Benefits Negotiated contract provisions other than wages and hours.
(For example, health insurance, welfare fund, pensions.)
Increase See Across-the-Board
Good faith bargaining
The duty of a public employer and union to approach the negotiations with a sincere
resolve to reach an agreement; to have duly authorized representatives at negotiations
who are prepared to discuss and negotiate on all matters within the scope of collective
bargaining; to meet at reasonable times and locations without unnecessary delays;
to provide each other with data normally maintained in the regular course of business
in order to have full and proper discussion and understanding of negotiations;
and to execute, upon request, a written document embodying agreed terms, and to
implement agreed terms, if an agreement is reached. (From Section 1173 - 4.2c
of the New York City Collective Bargaining Law.)
A complaint filed against the employer by the union on behalf of an employee or
group of employees when the union believes that the employer has violated the
Hourly Rate - The annual
salary divided by total number of work hours in a year.
If you work this
number of hours a week:
divide your annual salary by this number to find your hourly rate:
Impact Bargaining Negotiating sessions that
may be held after the contract is settled to address sudden changes in working
conditions. Sometimes this is called crisis bargaining.
A deadlock in negotiations.
Improper practice Interfering
with, restraining or coercing public employees attempting to exercise their collective
bargaining rights; dominating or interfering with the formation of a union; discriminating
against employees to discourage or encourage them or their union from union activity;
refusing to bargain in good faith on subjects within the scope of collective bargaining.
(From Sections 1173-4.2a and b of the New York City Collective Bargaining Law)
Inflation An increase in the cost of goods and services.
Layoff An involuntary separation from
employment due to reasons other than job performance, such as fiscal reasons.
Level Increase The guaranteed minimum increase when reassigned
to a higher level within a title.
Differential - A payment, above the base rate of pay, based on years of service
in a title or occupational group. This payment does not become part of your base
pay. Not every title has a longevity differential. Longevity differentials must
be negotiated. Some longevity payments eventually become pensionable,
but you should check your contract for more information.
Increment (sometimes called the City longevity or the $800 longevity)
A payment of $800 for employees who have worked for the city for 15 years.
It becomes pensionable
after it is earned for 15 months. DC 37 first negotiated this increment in October
Management Rights Issues where the employer has unilateral
discretion to make a decision or policy. Office
of Collective Bargaining determines what issues fall under management
rights, according to the New York City Collective Bargaining Law. The New York
City Collective Bargaining Law states that management has the right to: determine
the content of job descriptions for, standards of services provided by, and standards
of selecting employees; direct employees; take disciplinary action; relieve employees
from duty due to lack of work or other legitimate reason; determine the method
and personnel by which government operations are to be conducted; take all actions
necessary to carry out its functions in an emergency; and have complete control
over organization of and technology used at work.
Subjects of Bargaining Topics that must be negotiated if the union
and employer are to engage in good
faith bargaining. Office
of Collective Bargaining and the Public
Employment Relations Board determine these types of subjects. Such subjects
include wages, hours, uniforms, and other conditions and terms of employment.
Minimum salary The basic salary established for a title below
which no incumbent shall be paid.
Committee (MLC) An umbrella organization of unions that represent people
who work for the government of the City of New York and its covered organizations.
Currently, UFT President Randi Weingarten is the chair of the MLC.
subjects of bargaining Subjects that the union and employer may propose
at the bargaining table, but are not required to negotiate. Either side may decline
discussion. On the other hand, both sides may agree voluntarily to discuss these
topics. For example, evaluation criteria and residency requirements are non-mandatory
subjects of bargaining. Office
of Collective Bargaining and the Public
Employment Relations Board determine these types of subjects. See also
mandatory subjects of
of Collective Bargaining (OCB) Independent office that decides
bargaining units, certifies union representation and provides services to resolve
disputes between the City of New York and its covered agencies, and their employees.
Decisions on these matters are made by the Board
of Certification and the Board
of Collective Bargaining.
of Labor Relations (OLR) Office that represents the Mayor in all
the labor relations between the City of New York and labor organizations representing
workers of the city.
of Management and Budget (OMB) Office that develops and oversees
the New York City Budget; advises the Mayor on all policy issues affecting the
city's fiscal stability; and advises the Mayor on efficiency of operations.
Pensionable Recognition by your retirement
system (e.g.: NYCERS, CIRS, BERS) of earnings that can count towards calculating
your pension benefit. Some earnings, however, only become pensionable after you
have earned them for a specified period of time. For example, service
differentials and Recurring
Increment Payments count towards your pension calculation after you have
earned them for two years. The 15-year Longevity
Increment is pensionable after 15 months.
of Bargaining See non-mandatory
subjects of bargaining.
Selling or leasing public sector or government functions to private businesses.
Public Employment Relations Board (PERB) - The state
agency that provides mediation, investigation and arbitration services for labor
disputes between public employers and their employees throughout New York State.
Its three members are appointed by the governor and approved by the New York State
Real Wage Increase A wage increase above the rate
of inflation that allows a worker greater purchasing power. For example, assume
that the cost of a basket of goods and services cost $100. A year later the same
goods and services cost $102, meaning that inflation had risen by 2% over the
year ($100 X .02=$2.00). In order to afford that same basket of goods and services,
you would need a 2% increase just to keep up with inflation. In order to afford
to buy more, you would have to receive a raise in excess of 2%. Therefore, in
this example, a raise above 2% would constitute a real wage increase.
Recurring Increment Payment (RIP) A pay
schedule that provides regular increases of flat dollar amounts above the base
rate of pay. The amount of a RIP is usually based on years of service. A RIP does
not necessarily bring an employee from the minimum salary to the maximum salary.
RIPs are pensionable
after they are earned for two years. Not every employee receives a RIP. RIPs must
be negotiated in Unit Contract bargaining. Check your Unit Contract for RIP amounts.
Service Increment - A wage payment above the
base rate of pay, based on years of service in a title or occupational group.
This payment does become part of base pay. Not every employee receives a service
increment. Service increments must be negotiated in Unit Contract bargaining.
Service increments become pensionable
after two years.
Uniform Allowance An amount of money negotiated
to allow members to purchase uniforms required by the employer. Uniform allowances
do not become part of your base salary. Uniform allowances must be negotiated
in Unit Contract bargaining. An employee must be in active pay status for six
months of a fiscal year (July 1-June 30) to be eligible for a uniform allowance.
Check your Unit Contract for more information.
Allowance An amount of money negotiated to allow members to clean and
maintain uniforms provided by the employer, if the employer does not clean and
maintain them in-house. Uniform maintenance allowances do not become part of your
base salary. Uniform maintenance allowances must be negotiated in Unit Contract
bargaining. An employee must be in active pay status for six months of a fiscal
year (July 1-June 30) to be eligible for uniform maintenance allowance. Check
your Unit Contract for more information.
Welfare Fund - A union
administered fund that provides union members with a wide range of benefits, including
prescription drug plans, dental, optical, disability, education, and legal services.
The employer makes a contribution per employee to the fund, which is negotiated
through collective bargaining.