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L 7, Municipal Collective Bargaining 3 ' ' Dayton & Montgomery Co. Public Library iND. U. S. DEPARTMENT OF LABOR Bureau of Labor Statistics 1972 DEC 2 61972 DOCUMENT COLLECTION Municipal Collective Bargaining Agreements in Large Cities Bulletin 1759 U. S. DEPARTMENT OF LABOR Jam es D. Hodgson, Secretary B U R E A U O F L A B O R STATISTICS Geoffrey H. M oore, Com m ission er 1972 For sale by the Superintendent of Documents, U.S. Government Printing Office, Washington, D.C. 20402 - Price $1.25. Microfiche edition available from National Technical Information Service, Springfield, Va. 22151, at 95 cents a set. Make checks payable to NTIS. Preface This bulletin is one of a series of studies by the Bureau of Labor Statistics dealing with collective bargaining and labor-management relations in the public sector, and was carried out with funds made available by the Labor-Management Services Administration of the Department of Labor. The Bureau made this study to provide management and union negotiators with information on the characteristics of public employee agreements, in this case, in major cities. Studies in progress cover agreements for policemen and firemen and for Federal employees. This bulletin was prepared in the Division of Industrial Relations by Richard R. Nelson, with the assistance of Haney R. Pearson and Donald L. Breneman, under the direction of Leon E. Lunden, Project Director. Ronald W. Glass and John L. Gurney participated in the planning and data collection phases of this project. in Contents Page Chapter 1. Introduction .................................................................................................................................................... Scope and method of study ..................................................................................................................................... 1 1 Chapter 2. General characteristics ..................................................................................................................................... Regional distribution ................................................................................................................................................. City size and employee organization ....................................................................................................................... Size of bargaining unit .............................................................................................................................................. Occupational groups ....................................................... City activities ......................................................................................................................................................... Agreement term ...................................................................................................................................................... 3 3 3 3 Chapter 3. Agreement provisions ..................................................................................................................................... Administrative provisions ........................................................................................................................................ R eco g n itio n ....................................................................................................................................................... Union security ................................................................................................................................................. Dues checkoff ................................................................................................................................................ Management rights .......................................................................................................................................... Antidiscrimination .......................................................................................................................................... Activities of employee organizations............................................................................................................. Labor-management activities ......................................................................................................................... Personnel actions ...................................................................................................................................................... P ro m o tio n ......................................................................................................................................................... Demotion ......................................................................................................................................................... Layoff procedures .......................................................................................................................................... Job s e c u r ity ...................................................................................................................................................... Hours, overtime, and premium pay ......................................................................................................................... Scheduled hours; daily and weekly overtime .............................................................................................. Regulation of overtime .............................................................................................................................. Weekend work ............................................................................................................................................. Holidays worked ............................................................................................................................................. Wage provisions and allowances .............................................................................................................................. Wage adjustments .......................................................................................................................................... Job classification and reclassification ....................................................................................................... Shift d ifferen tials............................................................................................................................................. Mileage allowances .......................................................................................................................................... Travel p a y ......................................................................................................................................................... Clothing allowances ....................................................................................................................................... Selected payments for time not worked ................................................................................................................ Sick leave ......................................................................................................................................................... Funeral leave ................................................................................................................................................ Jury duty ...................................................................................................................................................... Paid military leave ............................................................................................................ Call back pay ................................................................................................................................................... iv c 4 4 4 9 9 9 9 \\ 12 12 13 14 16 16 17 18 19 19 19 20 20 21 21 21 22 23 23 23 23 23 23 24 24 26 26 Contents—Continued Page Reporting pay ............................................................................................................................................. Paid rest periods .......................................................................................................................................... Paid meal p e r io d s .......................................................................................................................................... Washup, cleanup .......................................................................................................................................... Vacations ..................................................................................................................................................... H o lid a y s ........................................................................................................................................................ Unpaid leave pro visions.......................................................................................................................................... Military leave ............................................................................................................................................... Union business ............................................................................................................................................ Personal l e a v e ................................................................................................................................................ Maternity leave ............................................................................................................................................. Education ..................................................................................................................................................... Miscellaneous leave provisions .................................................................................................................. Grievance and arbitration p ro c e d u re s.................................................................................................................. Scope of the grievance procedure ............................................................................................................ Exclusions from the grievance procedure ................................................................................................. Union participation .................................................................................................................................... Procedural steps and time limits ............................................................................................................... Arbitration ................................................................................................................................................... Disciplinary p ro c ed u re s.......................................................................................................................................... No-strike p ro v isio n s................................................................................................................................................ Official time for grievances and n eg o tiatio n s...................................................................................................... Negotiation impasse procedures and relatedmatters ......................................................................................... Savings c la u s e s ........................................................................................................................................................ 26 27 27 28 29 29 29 29 30 31 31 32 33 33 33 34 34 35 35 37 38 38 39 41 Chapter 4. Teacher provisions in municipal collective bargaining agreements ........................................................ Academic freedom ............................................................................................................................................... Professional behavior ............................................................................................................................................. Professional development .................................................................................................................................... Teacher evaluation ................................................................................................................................................ Consultation ........................................................................................................................................................... Working conditions ................................................................................................................................................ Classroom en v ironm ent.......................................................................................................................................... Professional integrity ............................................................................................................................................. 54 54 54 54 56 56 57 59 60 Tables: 1. 2. 3. 4. 5. 6. 7. Municipal agreements and worker coverage in cities with populations of 250,000 and over, by region and State, 1970 ....................................................................................................................................... Municipal agreements and worker coverage in cities with populations of 250,000 and over, by city size group and city, 1970 Union affiliation in municipal agreements in cities with populations of 250,000 and over, by city size, region, and size of bargainingunit, 1970 ...................................................................................... Bargaining units of 10,000 workers or more in cities with populations of 250,000 and over, by city, agency and organization, 1970 Union affiliation and type of organization in municipal agreements in cities with populations of 250,000 and over, by occupational group and government activity, 1970 ................................... Municipal agreements and worker coverage in cities with populations of 250,000 and over, by contract duration, union affiliation, and type of organization, 1970 ............................................... Union security, dues checkoff, and management rights provisions in municipal agreements in cities with populations of 250,000 and over, by region, 1970 ................................................................... v 2 5 6 6 7 8 41 Contents— Continued 8. 9. 10. 11. 12. 13. 14. 15. 16. 17. 18. 19. 20. 21. 22. 23. 24. 25. 26. 27. 28. 29. 30. 31. Union security, dues checkoff, and management rights provisions in municipal agreements in cities with populations of 250,000 and over, by occupational group and government activity, 1970 . . Types of union security provisions in municipal agreements in cities with populations of 250,000 and over, by city size, 1970 ................................................................................................................... Antidiscrimination provisions in municipal agreements in cities with populations of 250,000 and over by region, 1970 .............................................................................................................................. Selected provisions governing activities of employee organizations in municipal agreements in cities with populations of 250,000 and over, by city size, 1970 ................................................................. Labor-management committees in municipal agreements in cities with populations of 250,000 and over, by city size, 1970 Promotion and demotion procedures in municipal agreements in cities with populations of 250,000 and over, 1970 Selected reduction-in-force procedures in municipal agreements in cities with populations of 250.000 and over, by city size, 1970 .................................................................................................... Miscellaneous job security provisions in municipal agreements in cities with populations of 250,000 and over, 1970 Hours and overtime provisions in municipal agreements in cities with populations of 250,000 and over, by city size, 1970 Premium pay for weekend and holiday work in municipal agreements in cities with populations of 250.000 and over, by city size, 1970 .................................................................................................... Wage adjustment provisions in municipal agreements in cities with populations of 250,000 and over, by contract duration, 1970 .................................................................................................................. Wage adjustment and contract reopener provisions in municipal agreements in cities with populations of 250,000 and over, by city size, 1970 ......................................................................... Role of employee organization in job classification in municipal agreements in cities with populations of 250,000 and over by occupation, 1970 .................................................................... Travel time pay, mileage allowance, and special clothing allowance or maintenance in municipal agreements in cities with populations of 250,000 and over, by occupation, 1970 ........................ Selected payments for time not worked in municipal agreements in cities with populations of 250.000 and over, by occupational group, 1970 ............................................................................... Maximum paid vacation in municipal agreements in cities with populations of 250,000 and over, by city size, 1970 .......................................................................................................................................... Number of paid holidays in municipal agreements in cities with populations of 250,000 and over, by region, 1970 ............................................................................................................................................. Leave of absence provisions in municipal agreements in cities with populations of 250,000 and over, 1970 ........................................................................................................................................................ Negotiated and agency grievance procedures in municipal agreements in cities with populations of 250.000 and over, by city size, 1970 .................................................................................................... Negotiated grievance procedures in municipal agreements in cities with populations of 250,000 and over, by city size, 1970 ........................................................................................................................ Selected arbitration procedures in municipal agreements in cities with populations of 250,000 and over, by city size, 1970 Selected disciplinary procedures in municipal agreements in cities with populations of 250,000 and over, by city size, 1970 Official time allowances for employee organization business in municipal agreements in cities with populations of 250,000 and over, by city size, 1970 ......................................................................... Negotiation impasse procedures in municipal agreements in cities with populations of 250,000 and over, by city size, 1970 ........................................................................................................................ Appendix. Identification of clauses .............................................................................................................................. VI Page 42 43 43 43 44 44 44 45 45 45 46 46 47 47 48 49 49 51 51 51 52 52 53 53 62 Chapter 1. Introduction Over the last few years, public employee labor relations and collective bargaining have grown in impor tance in Federal installations and in State and local government units. The Bureau has examined aspects of this growth in a number of recent publications.1 In late 1971, the Bureau reported that 1970 membership in unions and employee associations in the public sector had increased to a new high of 2.7 million, and thus had continued the growth trend evident over the last few years.2 Most of the increase occurred among employees of State and local governments. At about the same time, the Bureau also published work stoppage data for 1970 which revealed a continued high level of stoppages among State and local government employees.3 Taken together, these two reports focused attention on one of the basic needs that union and management negotiators in State and local jurisdictions have, namely, for information upon which rational, and hopefully, peaceful agreements can be based. Clearly, knowledge of current collective bargaining contracts of public em ployees would be beneficial. This study is the first the Bureau has made of public employee labor contracts below the Federal level and provides data on a wide variety of collective bargaining provisions. In addition to aiding negotiators now, the statistics derived from the study will serve as a bench mark against which the Bureau will measure changes in later studies. Scope and m ethod o f study For this study, the Bureau examined 286 collective bargaining agreements and related documents covering 613,490 municipal employees in cities having popula tions of 250,000 or more. (See table 1.) These were negotiated in 39 cities, or more than 70 percent of the 55 cities which, according to the 1970 census, had populations of 250,000 or more.4 These cities were located in 24 States and included the District of Columbia. Of the remaining 16 cities in the population size group,5 two—Norfolk, Virginia and San Antonio, Texas-had neither active employee organizations, nor collective bargaining agreements at the time that this study was made. Another two—Nashville, Tennessee and Tulsa, Oklahoma—had active employee organizations and written agreements, but the Bureau had not received contracts from them by the time study tabulations were completed. Finally, 12 cities had active unions and associations, but as yet had negotiated no written contracts. In some of these 12, lack of written agree ments did not necessarily denote lack of labor relations activity. Some cities—for example, Minneapolis, Min nesota and Wichita, Kansas—confer informally with employee organizations; and Honolulu, subsequent to 1 Directory of National and International Labor Unions in the United States, 1967 (BLS Bulletin 1596, 1968); Independent State and Local Public Employee Associations in California, 1968 (joint project of BLS and California Department of Industrial Relations, Division of Labor Statistics and Research); Municipal Public Employee Associations (BLS Bulletin 1702, 1971); Philadelphia Municipal Employees: Compensation Chronology 1953-1971 (BLS Mideast Region Report No. 3); Municipal Labor-Management Relations: Chronology of Compensation Developments in Milwaukee, 1960-70 (BLS Bulletin 1720, 1971). Also, see Municipal Government Wage Surveys for selected cities. 2“Labor Union and Employee Association Membership, 1970,” Press Release, USDL, Sept. 13, 1971. For earlier data, see “Union Membership Among Government Employees,” Monthly Labor Review, July 1970. 3In 1970, there were 412 State and local government stoppages involving 333,500 workers. These resulted in 2 million man-days idle, or 0.06 percent of estimated working time. Work Stoppages in 1970, Summary Report, U.S. Department of Labor, Bureau of Labor Statistics, August 1971. Also, see Work Stoppages in Government, 1958-68 (BLS Report 348, 1970). A summary release issued November, 1971, updates the informa tion for 1969 and 1970. 4The 39 cities are Akron, Atlanta, Baltimore, Boston, Buffalo, Chicago, Cincinnati, Cleveland, Columbus, Denver, Detroit, Forth Worth, Indianapolis, Jacksonville, Jersey City, Kansas City, Los Angeles, Louisville, Memphis, Milwaukee, Newark, New Orleans, New York, Oakland, Oklahoma City, Omaha, Philadelphia, Phoenix, Pittsburgh, Portland, Rochester, Sacramento, San Francisco, San Jose, Seattle, Tampa, Toledo, Tucson, Washington, D.C. The 16 cities for which no contracts were available to the Bureau of Labor Statistics are Birmingham, Dallas, El Paso, Honolulu, Houston. Long Beach, Miami, Minneapolis, Nashville, Norfolk, St. Louis, St. Paul, San Antonio, San Diego, Tulsa, and Wichita. 5 The information which follows was derived from a questionnaire survey now in progress on municipal labor relations policies. 1 the study, came under a new State collective bargaining law that promised more formalized labor relations in the future. Included in the study are collective bargaining agree ments similar to those in private industry as well as other documents, such as memoranda of understanding, ordinances, or other unilateral promulgations, which clearly indicate that they were the result of bilateral negotiations. This approach understates the effect of unions and associations on municipal labor relations policies. In many cases, seemingly unilateral city ordinances and executive orders actually are the conse quence of discussions involving employee organizations. However, since no record of this involvement has been set forth in the documents, they have not been considered within the scope of the study. For con venience of exposition, documents used in this study will be referred to as agreements or contracts. Data in the following chapters indicates the relatively low prevalence of some provisions compared with agreements in the private sector. In part, the low prevalences result from the recent origin of most municipal bargaining. As these relationships mature, changes are likely to occur. In addition, much of what is Table 1. normal in private sector agreements has been governed for years in municipalities by civil service rules and regulations, administrative actions, and legislative acts, all in the absence of collective bargaining. Although many of these traditional bargaining items will find their way into municipal contracts, one cannot expect that private industry patterns will be repeated in all details. City bargainers will work out their own solutions to labor relations problems suitable to their particular municipal situations. In addition to the discussion of city agreements, generally, the final section of this report illustrates clauses found in teacher contracts. An appendix identifies the clauses used as illustrations in the study. The reader should keep in mind that the data reflect the Bureau’s understanding of the written provisions and not necessarily that of the parties. Agreement language is elusive and complicated, and often requires interpreta tion through the arbitration process. What is carried out in practice, furthermore, may differ from contract language. Under these circumstances, the Bureau can only analyze the specific language appearing in con tracts, and hope that it closely reflects the rules under which the parties operate. M unicipal agreements and w orker coverage in cities w ith populations o f 250,000 and over, b y region and State, 19701 Region and State T o t a l......................................... Agreements Workers 286 613,490 Region and State South A tla n tic ................................. 24 24 22,630 22,630 Middle A t la n t ic ............................... New York ................................. New Jersey ............................... Pennsylvania ............................. 71 51 10 10 342,800 301,316 8,384 33,100 East North C e n tral.......................... Ohio ........................................... Indiana ...................................... Illin o is ........................................ Michigan .................................... Wisconsin.................................... 82 26 4 8 18 26 137,849 44,309 5,800 38,950 31,342 17,448 West North Central ........................ M issouri...................................... N eb ra s k a .................................... 7 2 6,750 5 5,250 48,612 District of Columbia .............. Georgia ...................................... F lo rid a ......................................... East South C e n tral.......................... Kentucky .................................... Tennessee ................................. 20 12 8 8,690 1,705 6,985 West South Central ........................ Louisiana.................................... Oklahoma .................................. T e x a s ........................................... 3 1 1 1 3,960 700 60 3,200 M o u n ta in ........................................... C o lo ra d o .................................... A r iz o n a ...................................... 13 8 5 10.478 6,178 4,300 P a c ific ................................................ Washington ............................... O regon......................................... C alifornia.................................... 42 15 31.721 12,620 4,600 14,501 N O T E : Only the States listed (including the District of Columbia) were represented in the study. Twenty-one States do qnn O H ,O UU 12,120 350 1,842 1,500 1Tables cover all cities of 250,000 inhabitants or more which had written agreements and which made these agreements avail able. 2 Workers 24 11u n 9 1 4 M o ru la n rl New E n g lan d .................................... * Massachusetts .......................... Agreements 3 24 not have a city with a population of 250,000 or more. Minne sota, Kansas, Virginia, Alabama, and Hawaii had cities meeting the minimum population requirement, but agreements were not available or no agreements had been negotiated. Chapter 2. General Characteristics Regional distribution Fifty-three percent of the 286 agreements were from cities in the Middle Atlantic and East North Central States, areas traditionally strong in private sector unionism. A smaller concentration of agreements was found in the Pacific region. Unionization in general does not have a strong foothold in the West South Central and West North Central States.1 Consequently, col lective bargaining among government employees is not likely to be widespread at this stage. More than half of the worker coverage reported came from the Middle Atlantic region, largely because of the effect of organization in New York City, which alone accounted for 11 percent of all agreements and more than 46 percent of the represented employees. (See table 2.) Because of the effect of New York City agreements on worker coverage, text references to the frequency of particular provisions will be in the number and propor tion of contracts. Tables, however, carry worker coverage.2 unions and one association bargained for at least 20 of the agreements in the study: Unions and associations All unions and associations State, County and Municipal (AFSCME) (A FL-C IO ) ................. National Education Association (NEA) (Ind.) ................................. Firefighters (IA F F ) ( A F L - C IO ) ____ Teachers (A FT ) (AFL-C IO ) . ______ Agreements Workers 286 613,490 56 216,288 23 23 22 48,835 30,510 163,950 These four employee organizations accounted for more than 43 percent of all agreements, covering nearly 75 percent of the employees. Size o f bargaining unit C ity size and em ployee organization Most bargaining units in the study were moderate in size; almost 40 percent of the contracts covered fewer than 250 workers each. (See table 3.) However, 48 percent were concentrated in nine bargaining units, each representing more than 10,000 workers.3 (See table 4.) New York City agreements and worker coverage also influenced the concentration of workers in cities of 1 million and over (63 percent of those in the study) compared with the number of agreements covering them (24 percent of those in the study). In smaller city population size groups, most of the agreements were widely dispersed as were the remaining minority of workers. (See table 3.) Agreements involving AFL-CIO affiliates were concentrated largely in the smaller city population size groups, but worker coverage again centered in cities of 1 million and over. By comparison, agreements involving employee associations and their worker coverage clustered in cities below 1 million. In total, employee associations negotiated 29 percent of the agreements covering 16 percent of the workers. The American Federation of State, County and Municipal Employees (AFSCME) (AFL-CIO) had the most agreements of any employee organization studied and was the only union which had membership in all occupational groups and regions of the country. Four 1Municipal Public Employee Associations (BLS Bulletin 1702, 1971), table 10, p. 15, and Directory o f National and International Labor Unions in the United States, 1969, (BLS Bulletin 1665, 1970), tables 10 and 11, pp. 76-7. 2 Among the 32 New York City agreements, two had a very significant effect on worker coverage data: The Mayoral Agency agreement with the American Federation o f State, County and Municipal Employees (AFL-CIO) involving 120,000 city workers; and the Board o f Education contract with the American Federation of Teachers (AFL-CIO), covering 60,000 teachers. 3Included in this group is the New York City Agreement with the AFSCME covering 120,000 workers and referred to in footnote 7. In New York City, a large number of separated units were linked together under District Council 37 of the AFSCME, once the union had achieved a citywide majority, to make one unit for the purpose of negotiating working conditions or other noneconomic matters. For each constituent bargaining unit, the New York City Office of Labor Relations issues a separate Implementing Personnel Order, which sets forth the economic settlement for that specific bargaining situation. 3 Occupational groups Eighty-five percent of the agreements studied covered a single occupational group; the largest number applied to blue-collar workers. (See table 5.) However, more white-collar than blue-collar employees were repre sented, especially professional and technical employees. The preponderence of the professional and technical group stemmed from the inclusion of large teacher agreements and again, of the New York City white-collar contract. Blue-collar employees of transit systems and authorities represented the second largest group of workers. Most agreements involved employees in one specific activity or agency. Among these, three activities were particularly noticeable: education, which exceeded all others in both number of agreements and worker coverage; transit systems; and the protective services, police and fire. AFL-CIO affiliates were preponderant, not only in citywide agreements, but in education, transit, and protective services as well. Most employee association agreements were clustered in education, largely with the National Education Association, and in police protection, involving a variety of policemen’s organizations. Agreem ent term City activities In municipal activities, agreements separated into two major groups: those which are city wide, covering nearly 11 percent of the contracts and 30 percent of the employees studied and those which focus on single departments of city governments. (See table 5.) The Bureau divided citywide contracts into two groups: the first and most prevalent covering all city activities, except police and fire. The second involving a miscellany of agreements and including (a) those con tracts which excluded activities other than protection services and (b) those which applied citywide to an occupational category, such as all clerical workers. Had the study included smaller city population size groups, the proportion of citywide agreements conceivably would have been larger, because the smaller city sizes lend themselves to citywide units. 4 The duration of agreements was shorter in municipal service than in the private sector, where most are in effect for 3 years or longer. (See table 6.) Only 20 percent of the municipal agreements were in effect for 3 years or longer. About 65 percent expired after 2 years or less. This shorter agreement term perhaps may reflect the newness of the bargaining relationship. As table 6 shows, a number of agreements were negotiated for odd numbers of months—for example, more than 1 year, but less than 2; or more than 2 years but less than 3. To some degree, these come about from bargaining talks extending over many months which result in retroactive settlements, as well as prospective ones. This lengthy procedure conceivably develops not only from the newness of some relationships, but also from the complexity of bargaining and the relationship of the economic settlement to city budgetary procedures. Table 2. Municipal agreements and worker coverage in cities with populations of 250,000 and over, by city size group and city, 19701 Agreements Workers T o ta l.................................. 286 613,490 1,000,000 and o v e r .................... Chicago, Illin o is .................... Detroit, M ichigan.................. Los Angeles, C a lifo r n ia ........ New Yo rk City, New Y o rk .. Philadelphia, Pennsylvania . .. 69 386,277 18 3 32 8 31,342 2,950 284,235 28,800 500,000-999,999 ........................ Atlanta, Georgia .................. Baltimore, Maryland ............ Boston, Massachusetts.......... Cleveland, O h io .................... Columbus, O h io .................... Denver, C o lora d o.................. Indianapolis, In d ia n a ............ Jacksonville, Florida ............ Kansas City, M issou ri............ Memphis, Tennessee ............ Milwaukee, Wisconsin .......... New Orleans, L o u is ia n a ........ Phoenix, A riz o n a .................. 129 1 10 24 8 3 8 156.552 350 34,300 22,630 14,229 11,000 6,178 5,800 1,242 1,500 6,985 17,448 700 1,850 City 4 3 2 8 26 1 3 38,95 cH *See table 1, footnote 1. NOTE: This table does not show all agreements nor full collective bargaining coverage for the cities listed, but reports only agreements forwarded to the Bureau and the number of City Agreements Workers Pittsburgh, Pennsylvania . . . . San Francisco, California . . . . Seattle, W ashington.............. Washington, D. C ................... 2 2 15 9 4,300 3,300 12,620 12,120 250,000-499,999 ........................ Akron, Ohio ........................ Buffalo, New Y o rk .............. Cincinnati, Ohio .................. Forth Worth, T e x a s .............. Jersey City, New Je rs e y ........ Louisville, K e n tu c k y ............ Newark, New Jersey ............ Oakland, C a lifo rn ia .............. Oklahoma City, Oklahoma .. Omaha, Nebraska.................. Portland, O re g o n .................. Rochester, New Y o rk .......... Sacramento, California ........ San Jose, C a lifo rn ia .............. Tampa, Florida .................... Toledo, O h io ........................ Tucson, Arizona .................. 88 5 15 5 1 9 12 1 5 1 70.661 4,560 11,081 10,320 3,200 4,384 1,705 4,000 2,685 60 5,250 4,600 5 3 4 7 7 1 5 2 6,000 2,566 3,000 600 4,200 2,450 workers covered by them. City size is based on the 1970 Census of Population, U.S. Department of Commerce, Bureau of the Census. 5 Table 3. Union affiliation in municipal agreements in cities with populations of 250,000 and over, by city size, region, and size o f bargaining unit, 1970 Union City size, region, and size of bargaining unit A ll agreements Agree ments Workers A FL-C IO Agree Workers ments Independent Agree Workers ments Combination of A F L-C IO and independent Agree ments Workers Associations Agree Workers ments C IT Y S IZ E 1 Total ...................... 286 613,490 184 490,448 17 , 20,959 2 2,900 83 99,183 1,000,000 and o v e r .......... 500*000-999,999 .......... 250,000-499,999 .......... 69 129 88 386,277 156*552 70,661 51 87 46 351,650 106,290 32,508 6 3 8 18,465 625 1,869 1 1 2,050 850 12 38 33 16,162 47,587 35,434 Total ...................... 286 613,490 184 490,448 17 20,959 2 2,900 83 99,183 New England.................... Middle A tla n tic ................ East North Central .......... 24 71 82 7 24 20 3 13 42 22,630 342,800 137,849 6,750 48,612 8,690 3,960 10,478 31,721 14 47 54 5 20 13 2 5 24 18,270 301,296 102,700 3,550 40,362 7,721 760 2,428 13,361 1 3 6 200 16,815 3,600 6 319 1 25 2 2,900 9 21 22 2 4 1 1 8 15 4,160 24,689 31,549 3,200 8,250 650 3,200 8,050 15,435 Total ...................... 286 613,490 184 490,448 17 20,969 2 2,900 83 99,183 Under 2 5 0 ........................ 250-499 .......................... 500-999 .......................... 1,000-1,999 .................... 2,000-2,999 .................... 3,000-3,999 .................... 4,000-4,999 .................... 5,000-7,499 .................... 7,500-9,999 .................... 10,000 and o v e r .............. 107 35 44 38 20 12 7 7 7 9 9,765 12,925 28,200 52,550 46,800 40,800 30,050 39,750 58,400 294,250 65 22 30 26 14 6 4 3 6 8 5,638 8,110 19,300 36,850 32,700 19,900 16,850 17,450 50,900 282,750 10 3 794 1,065 2 2,600 32 10 13 10 5 6 3 3 1 3,333 3,750 8,050 13,100 12,050 20,900 13,200 17,300 7,500 REG IO N West North C e n tra l............ South Atlantic ................ East South Central .......... West South C e n tra l............ M o u n ta in ............................. P a c ific .............................. SIZE O F B A R G A IN IN G U N IT 1 City size is based on the 1970 Census of Population, U.S. Department of Commerce, Bureau of the Census. Tables cover Table 4. .1 5,000 T 11,500 1 850 1 2,050 all cities of 250,000 .inhabitants or more which had written agreements and which made these agreements available. Bargaining units o f 10,000 workers o r m ore in cities w ith populations o f 2 50,000 and over, b y city, agency and organization, 1 97 0 1 City Agency Employee organization Workers New Y o rk .......................... New Y o r k .......................... New Y o r k .......................... Chicago ............................ P h ila d e lp h ia ...................... New Y o r k .......................... D e tr o it.............................. New Y o r k .......................... B a ltim o re .......................... Mayoral agency Board of Education-Teachers Transit Authority Board of Education Board of Education Sanitation Board of Education Board of Education-School Lunch Public Works State, County and Municipal Employees (AFL-CIO) T eachers (A F L?C IQ) Transportation workers (AFL-CIO) Teachers,(AFL-CIO) Teachers ^AFL-CIO) Teamsters, (fnd.4 Teachers (AFL-CIO) State, County and Municipal Employees (AFL-CIO) State, County and Municipal Employees (AFL-CIO) 120,000 60,000 30,000 25,800 13,500 11,500 11,250 11,200 11,000 See footnote 1, table 1. Table 5. U n io n a ffiliation and type o f organization in m unicipal agreements in cities with populations o f 250,000 and over, by occupational group and governm ent activity, 19701 Unions Occupational group and government activity A ll unions and associations Agree ments Workers AFL-C IO Agree ments Workers Independent Agree ments Workers Combination of A FL-C IO and Independent Agree ments Workers Associations Agree ments Workers O C C U P A T IO N A L G R O U P Total ...................... Blue-collar or manual crafts Professional or technical . . Clerical ............................ Police and f ir e .................. Blue-collar and clerical2 . . Professional and clerical . . Blue-collar and professional Blue-collar, clerical, professional, or technical Occupation not given . . . . 286 119 68 11 46 8 5 3 613,490 133,668 210,889 10,850 57,424 5*016 14,200 2,200 184 96 21 7 26 6 4 2 490,448 105,665 157,800 8,600 31,624 1,966 7,700 1,850 17 14 20,959 19,209 1 1,200 1 350 15 11 20,170 159,073 13 9 18,870 156,373 1 200 286 22 25 79 1 613,490 26,674 30,824 246,700 350 184 2 25 44 1 490,448 874 30,824 189,830 350 17 1 20,959 1,200 3 28 14 13 7,884 18,080 7,092 19 10 11 5,574 6,421 1,892 22 3 65,441 629 20 3 61,841 629 100 1 100 11 2 2,266 650 10 1 19 9 7,946 5,136 7 30 8,131 185,587 2 1 2,900 850 83 8 47 4 19 1 1 99,183 7,944 53,089 2,250 24,600 1,000 6,500 1 2,050 1 2 1,100 2,700 83 19 99,183 24,600 490 32 56,380 5 4 2 1,960 11,659 5,200 4 350 1 100 1 3,500 2,222 550 1 1 44 100 5 7 5,510 4,884 14 2 2,436 252 1 24 10 178,937 6 3 8,121 3,400 G O V ER N M EN T A C T IV ITY Total ...................... Police2 ............................ F ir e .................................. E d u ca tio n ........................ Puhlic w e lfa re .................. Public works - maintenance of buildings and roads . . S a n ita tio n ........................ Housing a u th o rity ............ Transit systems and a u th o ritie s .................... Port autho rities................ Turnpike and tollbridge a u th o ritie s.................... Public utilities: water, electric & g a s ................ Recreation facilities ........ Public health: hospitals and clinics .................... L ib ra rie s .......................... Legislative, judicial & administrative functions . Citywide a ctivities............ *See table 1, footnote 1. 1 ! 1 350 2 2 2,900 2,900 2 Includes one police agreement covering civilian, blue-collar, and clerical employees. 7 Table 6. Municipal agreements and worker coverage in cities with populations of 250,000 and over, by contract duration, union affiliation, and type of organization, 19701 Unions Contract duration Total ...................... Less than 12 m o n th s........ 12 m on th s........................ 13 through 23 months . .. 24 m onths........................ 25 through 35 months . .. 36 m on th s........................ More than 36 months . . . . Duration undetermined .. *See table 1, footnote 1. 8 A ll unions and associations Agree ments Workers 286 20 64 25 78 29 53 5 12 613,490 23,514 106,112 25,212 139,329 55,740 239,448 5,450 18,685 A FL-C IO Agree ments Workers 184 10 37 12 52 18 45 3 7 490,448 12,270 70,821 14,457 101,254 39,490 237,771 2,900 11,485 Independent Agree Workers ments 17 20,959 Combination of A F L-C IO and Independent Agree ments Workers 2 2,900 *> 6 319 2 5 3 1 5,400 14,475 615 150 •••# 1 .... 1 850 2,050 Associations Agree ments Workers 83 99,183 10 21 13 23 6 5 1 4 11,244 34,972 10,755 31,825 1,775 1,062 2,400 5,150 Chapter 3. Agreement Provisions Adm inistrative provisions Recognition. Government agreements, like their non government counterparts, invariably contain language in which the municipal employer sets the status of the employee organization by recognizing it as a bargaining representative.1 These provisions vary in the scope of the bargaining unit which they define; that is, the kinds of employees, occupation, or functions covered. For example, a citywide agreement simplifies the bargaining relationship for city management but concentrates bargaining power in one organization. On the other hand, single agency agreements may disperse employee organization power to the extent that different unions and associations are recognized, but this process complicates bargaining and can lead to several nego tiating crises at different times during the year. Cities have followed both courses, and considerable literature on the “paper bargaining unit” has come into being. In the first illustration, a citywide unit excluding certain part-time and temporary employees was recognized and in the second, one city department (fire protection) was certified: (1) (2) The city hereby recognizes the respective unions as the exclusive collective bargaining representatives for the purposes stated in Chapter 108, Extra Session, Laws of 1967 of the State of Washington of all employees employed within the bargaining units defined in ap pendixes A through R to this agreement. This shall include all full-time employees and all regular part-time employees while they are employed in such unit, but shall exclude temporary and other part-time employees. WITNESSETH: That for and in consideration of the sum of $1 and other good and valuable consideration each to the other in hand paid, the receipt whereof is hereby acknowledged, it is agreed: The city in the manner provided in Florida Laws here by recognized the Union as the representative o f all Fire fighter members o f the Fire Department o f the City with the exception of the Chief, for the purposes of bargaining with respect to wages, hours of work and working con ditions. Union security. At this point in the development of city collective bargaining, union security arrangements are not common. In large measure this lack of arrangements may be due to the widely held view that “compulsory unionism” is incompatible with the image that public service at all times must be open to all qualified citizens. Many jurisdictions have held the union shop and similar arrangements to be illegal. Fewer than one-third of all municipal agreements studied contained union security provisions. (See table 7.) The ratio of such provisions to total agreements reached 50 percent only in New England and the East South Central States. The East North Central region accounted for the largest number but only 39 percent of the contracts for these States. Most union security arrangements in the study covered blue-collar workers. These accounted for more than half of the provisions. (See table 8.) To some degree, this concentration resulted from the large number of blue-collar agreements in the study, but the proportion of blue-collar contracts with union security provisions exceeded the average found for the whole study. Transit contracts, citywide agreements and public health contracts, in that order, had the highest propor tions of union security arrangements. Education had the fewest proportionately, followed by police, fire and public utilities agreements. Union security provisions were found most frequently in cities with populations of 1 million or more, including Philadelphia, which pioneered in such arrangements. (See table 9.) In selecting forms of union security, city bargainers tended to compromise between no union security and its strongest legal form, the union shop, by agreeing to agency shop arrangements. A popular provision in Canadian collective bargaining, the agency shop has not gained adherents in the United States in nongovernment agreements.2 In the present study, however, over two-fifths of the union security provisions (39) involved 'So common are these provisions that the Bureau has not tabulated them. 2A 1971 BLS study of 620 agreements covering 2,000 workers or more each found only 23 agency shop provisions, or about 3.7 percent of all agreements studied and 4.4 percent of agreements with union security provisions. See Characteristics of Agreements Covering 2,000 Workers or More (BLS Bulletin 1729. 1972). 9 the agency shop. (See table 9.) Under such arrangements all employees in the bargaining unit who do not join the union or association pay a fixed amount monthly, usually the equivalent of dues, as a condition of employment, to help defray employee organization expenses in acting as bargaining agent: (3) The parties recognize that this is an agency shop agreement, and in accordance with such, it is understood that each employee who is a member of the bargaining unit hereinabove defined, but is not a member of Local 1071, shall be liable to contribute to the said Local as representative costs, an amount equivalent to such dues as are from time to time authorized, levied and collected from the general membership of said Local. The City agrees to deduct an amount equal to the normal monthly dues paid by members of the association from the earnings of each of said employees so covered by this agreement. after 30 days of employment and as a condition of employment, pay to the union each month as a service charge, a contribution toward the administration of this agreement in an amount equal to the regular monthly dues of the Portland Firefighters Association. Employees who fail to comply with this requirement shall be discharged by the employer within 30 days after receipt of written notice to the employer from the Union. About one-fifth of the union security provisions called for maintenance of membership. Under this arrangement, only employees who are members of an employee organization at the time the agreement is negotiated, or who voluntarily join subsequently, are required to remain members for the duration of the agreement: (7) One agency shop arrangement required employees to pay the costs incurred in contract bargaining and administration only, rather than the full amount of union dues: (4) . . . to assure that employees covered by this Agreement shall be adequately represented by the union in bargaining collectively on questions of wages, hours and other conditions of employment, the CollectorTreasurer of the City shall deduct from each payment of salary made to each such employee during the life of this collective bargaining agreement and pay over to the Union, the exclusive bargaining agent of such employee, as an agency service fee, the sum of 99 cents per week, which amount is proportionately commensurate with the cost of collective bargaining and contract administra tion. . . . The following agreement was exceptional in that the payment to the union was voluntary: (5) (6) The stronger forms of union security in total had less effect on employee coverage than did the agency shop and maintenance of membership. Indeed, union shop provisions were found in only one-fourth of the municipal agreements having union security arrange ments. Such provisions as were found required all employees to become members of the union within a specific time period (usually 1 month): (8) AGENCY SHOP. In the event that the City enters into an agreement with any labor organization with which it engages in collective bargaining and such agree ment provides that as a condition of employment that those employees shall work under either a union shop or an agency shop the following language shall become effective: Each employee covered by this agreement shall, 10 UNION SECURITY It shall be a condition of employment that all employees of the “ Employer” covered by this agreement who are members of the “Union” in good standing on the effective date of this agreement shall remain members in good standing, and those who are not members on the effective date of this agreement shall, on the 31st day following the effective date of this agreement, become and remain members in good standing of the union. It shall also be a condition of employment that all em ployees covered by this agreement and hired on or after its effective date shall, on the 31st day following the beginning of such employment, become and remain members in good standing in the union. In keeping with the principle that employees who benefit by the agreement should share in the cost of administering the contract, the parties agree that any present or future employee who is not a union member, or who does not make application for membership, may pay to the union each month a service charge as a contribution toward the administration of this agreement in an amount equal to the regular monthly dues. In another agreement, adoption of an agency shop during the life of the contract was conditioned upon the city signing a union security arrangement with any other organization: All permanent employee(s) who are members of the union at the time of the execution of this agreement will remain as members of the union for the duration of the agreement as a condition of continued employment. All permanent employee(s) who are hired, in the classifications of employment covered by this agreement, subsequent to the execution of this agreement who elect after completion of their probationary period to become members of the union will as a condition of continued employment remain as members of the Union for the duration of the agreement. Modified union shop provisions which permit certain employees to remain outside the union were the least frequent. Under this provision, the modified union shop becomes a union shop by attrition of nonunion employees: (9) All employes coming within the scope of this agreement who were members in good standing of [the Union] as of November 30, 1962, or who became or become members in good standing after that date, as well as employes in any new classification that may be added to the scope of this agreement who are members of [the Union] at the time of the inclusion of such classification, shall maintain their membership in good standing in [the Union] during the life of this agreement as a condition of employment with the Authority in the work covered by this agreement. All new employes hired by the Authority coming within the scope of this agreement shall become members of [the Union] within 30 days from the date of hiring and shall maintain membership in good standing in [the Union] as a condition of continued employment with the Authority in the work covered by this agree ment. Dues checkoff. In contrast to the low prevalence of union security provisions, dues checkoff clauses were widespread. Over three-fourths of the city agreements studied permitted the deduction of dues and other fees and assessments from employee wages. (See table 7.) The only area of the country with a proportionately low incidence of dues checkoff clauses was the Pacific region. Agreements covering white-collar occupations (i.e., professional, technical, and clerical) had a slightly higher frequency of dues checkoff provisions than blue-collar agreements. (See table 8.) Most government activities registered high frequencies, including education which had a low prevalence of union security arrange ments. (See table 8.) The proportion of police agree ments having dues checkoff (68 percent) was less than for fire agreements (72 percent). Both had low propor tions of agreements with union security provisions. Checkoff provisions have several common features. First, the employee must present a written authoriza tion, duly signed to save the employer from subsequent charges of unlawful deduction. Second, if the employer is charged with wrongful or illegal deductions, then the clause usually provides that the union will safeguard the employer. Third, the authorization is usually effective for 1 year and renewable automatically. And fourth, checkoff authorizations may be revoked, generally at the end of the authorization’s effective date. In the follow ing illustrations these features appear. In the first, the scope of deductions also extends to initiation fees as well as dues, and the city is limited specifically to making deductions only for the certified bargaining agent. Challenging employee organizations, in effect, must fend for themselves: (8) Asa convenience and service to its employees, the employer will honor the written requests of individual employees to have their union dues checked off monthly from their regular pay, subject to the following condi tions: Such checkoff authorization shall be made by the individual employee. Subject to the conditions herein contained, it shall be the policy of the Employer to honor no dues checkoff authorization for any other collective bargaining group purporting to represent any of the employees in a unit, division, department or craft, during the period that the accredited collective bargaining agent is so recognized. The Employer will deduct from one pay of each month the union initiation fees and dues for that month for such members of the union in the bargaining unit who have signed authorization cards directing and authorizing the employer so to do, and which cards conform to the Labor Management Relations Act, 1947. The amount so deducted shall be paid over to the union by the employer comptroller within 10 working days after the deduction is made. Any authorization card to be effective must be delivered to the employer comptroller 10 working days before the pay day on which it is to be effective. If an employee or employees should at any time contend that the employer acted wrongfully or illegally in making a checkoff of initiation fees or dues, the union or employee organization will defend and protect the employer against expense, repayments or losses on account of such contention. (10) The Board will deduct from the pay of each teacher from who it receives an authorization to do so, the Federation’s annual membership fee in uniform dollar amounts. Such deduction will be made monthly in 10 equal payments. This authorization will remain in force from year to year unless revoked at the completion of any annual payment. Such revocation to be effective shall be submitted to both the Board and the Federation by certified letter at least 30 days prior to the final monthly payment of the annual Federation fee. The fees and a list of the teachers from whom they have been deducted and the amount deducted from each shall be forwarded to the Federation office no later than 30 days after such deductions were made. The Federation agrees to defend, indemnify and hold harmless the Board in connection with any cost or litigation arising out of the deductions made pursuant to this paragraph. Provisions which stipulate that the city will be reimbursed for costs related to checkoff appeared in less than 9 percent of the agreements permitting checkoff. (See table 7.) In the first illustration, the union agreed to pay a service fee to cover the cost as determined by the employer. In the second, deductions permitting full cost to be reimbursed are made “at the union’s expense”: (11) The library shall deduct from the wages of an employee who is a member of the union, and who submits to the library a written, personally signed authorization therefor, the monthly union dues as certified to the library by the Secretary of the Local anu shall remit the same to the union not later than the 15th day of each month following such deduction. * * * * * 11 i or each such deduction made as authorized there may be charged by the library a sum determined by the Library as appropriate to the cost of it which will not exceed $.05. (12) The present plan of voluntary union dues deduc tion, at the union’s expense, will continue in effect, except that the union shall provide its own payroll authorization cards, and that such authorized deductions shall remain in effect unless termination of dues notice is given in writing as prescribed on authorization card, maintained by the Payroll Division, and signed by the employee. Management rights. A management rights clause sets forth those prerogatives which are reserved to the employer in whole or part for the length of the contract. Fundamentally, it is a summary of an understanding between the parties of those issues which remain solely under employer control and those issues which are subject to bargaining between the parties. The clause cannot stand alone as an indicator of what management can or cannot do, but must be read with the agreement in its entirety to determine which rights previously exercised by management unilaterally have been abridged. However, the clause helps an arbitrator reach decisions on issues on which the contract is otherwise silent. Management rights provisions are more prevalent in city agreements (59.1 percent) than in private industry (48.5 percent)3 but less prevalent than in Federal agree ments.4 (See table 7.) Contracts in the East North Central region contained the highest proportion of such clauses and accounted for over two-fifths of all manage ment rights provisions. Agreements in public health, transit, public works, and citywide contracts, were the most likely to have management rights clauses. (See table 8.) The largest cluster of provisions was found in education, but these represented only 2 out of every 5 agreements, a rate of frequency well below the average for all agreements. As in private sector agreements, clauses varied from brief general statements to detailed listings of specific rights. Both clauses cited specify that these rights are subject to definite provisions in the contract, and the second further stipulates that management will exercise its prerogatives in a nondiscriminatory manner towards union members* (13) Subject to this agreement and applicable law, the city (and its Mayor and Police Commissioner) reserves and retains the regular and customary rights and prerogatives of municipal management. (14) Except as otherwise provided in this memo randum, the Department in the exercise of its functions of management, shall have the right to decide the policies, 12 methods, safety rules, direction of employees, assignment of work, type of work, equipment to be used in the operation of the Department, and the right to hire, discharge, suspend, discipline, promote, demote, and transfer employees and to release such employees because of lack of work or for other proper and legitimate reasons. The exercise of these rights by management shall not be used for the purpose of discrimination or injustice against members of the union. Management rights, in some municipalities, were governed by noncontractual regulations and were not specifically enumerated in the agreement. However, the incorporation into the contracts by reference gave them the status of negotiated prerogatives: (15) The Employer shall have all of the rights set forth in Article I, Section 114, of the Baltimore City Code (1966 edition, as amended), Article 77, Section 142-144 the Annotated Code of Maryland, (1969 Replacement Vol.) and Article VII, Section 58-60 of the Baltimore City Charter, 1966 Revision, which provisions are incorporated herein by reference. Antidiscrimination. As a rule, antidiscrimination clauses protected employees against bias because of race, creed, color, national origin, sex, age, marital status, or union membership. Many of the clauses were general policy statements barring discrimination by the union as well as the employer, as in the following provision: (16) In accord with Board policy, no person or persons, departments or divisions responsible to the Board shall discriminate against any employee on the basis of race, creed, color, national origin, sex, marital status or membership in or association with the activities of the Rochester Teachers Association or any other teacher organization. In accord with its Constitution, the Rochester Teachers Association shall admit persons to membership without discrimination on the basis of race, creed, color, national origin, sex or marital status. The policy statement is modified in the following illustration in that it prohibits discrimination only “whenever practicable”; (17) The employer agrees that there shall be no discrimination or favoritism for reasons of sex, age, nationality, race, religion, marital status, political af filiation, union membership or union activities whenever practicable. 3See Major Collective Bargaining Agreements: Management Rights and Union Management Cooperation, (BLS Bulletin 1425-5, 1966.) 4Executive Order 10988, “ Employee-Management Cooperation in the Federal Service,” set forth in Section 7 (2) that each basic or initial agreement negotiated shall expressly state rights reserved to management as expressed in the order. Some clauses stipulated that all persons were to be treated equally. In the clause which follows the union is made coequal with the municipality in assuring that the contract is applied on a nondiscriminatory basis: (18) The provisions of this agreement shall be applied equally to all employees in the bargaining unit without discrimination as to age, sex, marital status, race, color, creed, national origin, political affiliation or for any reason whatsoever. The union shall share equally with the city the responsibility for applying this provision of the agreement. . . Among the 183 antidiscrimination provisions, fifteen applied the ban only to membership in the employee organization. Activities o f employee organizations. Provisions specify ing the rights o f employee organizations and the duties of their elected representatives existed in a number of agreements. These provisions are in some respects the counterpart to management rights clauses. In general, they discuss rights accruing to the union or association and its representatives, and in addition, some duties are specified. The most common o f these clauses, found in over half of the agreements, provided the employee organiza tion with its own bulletin board for posting notices, or provided the union or association with space on existing boards (See table 11.): (19) The District will furnish bulletin boards at the various Divisions for the use of the [union]. At any location where there are two (2) Divisions, and they are under the jurisdiction of different locals of the union, the District will provide separate bulletin boards for each local. The union may furnish their own locks when desired.. . . The Union will not post on bulletin boards any material derogatory to the District. (3) It is agreed that the association may use city bulletin boards for the purpose of posting association notices to association members, provided that such notices shall be clearly identified as association notices. Both o f these provisions limited the use o f the bulletin board. The first barred derogatory statements about the agency, and the second limited postings to notices o f the employee organization. Many clauses similarly limited its use in greater detail. Cleveland, for example, barred political and critical statements and required postings to have official signatures and to be removed instantly for violation, subject to the grievance procedure. In the second illustration, prohibited notices would cancel bulletin board use: (20) The city shall provide the union with a bulletin board at mutually selected locations. Provided th a t- a. no notice or other writing may contain any thing political or critical of the city or any city official or any other institution or any employee or other person; b. all notices or other materials posted on the bulletin board must be signed by the President or Chief Steward of the Union or any official representative of District Council 78; c. upon req u e st from th e appropriate Commissioner or his designee, the union will immediately remove any notice or other writing that the city believes violates this paragraph, but the union shall have the right to grieve such action through the Grievance Procedure. (21) ...P o ste d notices shall not contain anything political or anything reflecting adversely upon the city or any of its employees. Any union-authorized violation of this article shall entitle the city to cancel immediately the provisions of this article and prohibit the union further use of the bulletin boards... In the following contract, postings were limited implicitly by statements regulating precisely those materials that may be displayed: (22) The authority shall provide space on its bulletin boards for the posting of union bulletins, but use of such bulletin boards shall be restricted to the following purposes: a. Notice of recreational and social activities. b. Notice of elections and results. c. Notice of appointments of union representa tives. d. Notice of meetings. In addition to the use o f bulletin boards, a few agreements allowed the employee organization use of interdepartmental mail service. This privilege also was regulated closely, as in the next clause, which allowed the union to use these facilities only for official publications: (23) T h e u n io n shall b e fr e e t o use th e b u lle tin b o a r d s in the buildings at which the members of the union report, using a reasonable part thereof to post items of interest and importance to members of the union, including union notices, etc., provided, however, such material shall not be political in nature, commercially advertise a private business, or reflect unfavorably on the members of the Board of School Directors or the administration. Materials must be submitted to the department head or principal before posting. The union shall also be permitted to use the Board mail delivery to send out notices of meetings, notices of social events and notices of elections. Such documents shall not contain political or religious statements or statements which would constitute an attack upon the administration or members of the Board. Thirty-seven percent o f the agreements spelled out the rules under which officers or accredited representa tives of the organization could meet on the property of 13 the employer during working hours with members o f the organization or management. The following provision allowed visits only for one specific purpose, required advance notice to management, and stipulated that the visit would not interfere with the performance of duties. In other cases, activities of the visiting representative and the steward were enumerated: (2 4 ) An o ffice r or a c c r e d it e d a s s o cia tio n sh all, u p o n c ia t io n , rep resen ta tiv e re a so n a b le r e q u e s t b y b e a d m it t e d t o th e p r o p e r t y d u rin g w o r k in g h o u r s fo r of the th e asso o f th e e m p lo y e r th e p u r p o s e o f d iscu ssin g o r assistin g in the a d ju s tm e n t o f g riev a n ces . . . p r o v id e d that th e y d o n o t in te r fe r e w ith the p e r fo r m a n c e o f d u ties. E a ch a s s o cia tio n r ep resen ta tiv e w ish in g t o b e a d m itte d t o the p r o p e r ty o f the e m p lo y e r f o r this p u r p o s e sh all n o t i fy the a p p r o p r ia te m anagem ent rep re se n ta tiv e in a d v a n c e .. . . (2 5 ) T h e c i t y agrees th a t d u rin g w o r k in g h o u r s , o n its p re m ises, a n d w it h o u t lo ss o f p a y , U n io n S tew a rd s o r p r o p e r ly d e sig n a te d u n io n re p resen ta tiv es shall b e a llo w e d to: In v estig a te an d p r o c e s s griev a n ces. P ost u n io n n o t ic e s . S o lic it u n io n m e m b e r s h ip d u rin g o t h e r e m p lo y e e ’ s n o n w o r k in g tim e. A t t e n d n e g o tia tin g m e e tin g s . T ra n sm it c o m m u n ic a t io n s , a u th o r iz e d b y th e lo c a l u n io n o r its o ff i c e r s , to th e c it y o r its re p re se n ta tives. C o n s u lt u n io n w it h the o ff ic e r s , or c it y , its rep resen ta tiv es, lo c a l oth er u n io n re p resen ta tiv es c o n c e r n in g th e e n f o r c e m e n t o f a n y p r o v is io n s o f this a g reem en t. Employee organizations were permitted to hold meetings on company time or premises in 20 percent of the contracts; the right to use the company premises was the more common o f the two. The union often was required to pay the cost o f custodial service and interference with work was to be avoided: (2 7 ) l. N o u n io n m e m b e r o r o f f i c e r shall c o n d u c t a n y u n io n b u sin e ss o n c ity tim e e x c e p t as s p e c ifie d in this a g re e m e n t o r as a u th o riz e d b y the p r o p e r d e p a rtm e n t h e a d , C ity L a b o r N e g o tia to r , C it y P e rs o n n e l D ir e c t o r , o r the L abor P o licy C o m m it t e e of th e C o m m o n C o u n c il 2. N o u n io n m e e tin g shall b e h e ld o n c ity tim e . Labor-management activities. A number of agreements established joint committees to deal with issues common to the union and city employer. These fell into two distinct groups: those which generally discussed any problems of common interest outside the grievance procedure; and those which involved one or two specific issues away from the pressures of the bargaining table. The first, general joint labor-management com mittees, were found in 19 percent of the agreements. (See table 12.) To enhance communication, these provided for joint consultation on matters o f mutual interest, not otherwise defined. Clauses establishing committees typically stipulated that meetings would occur regularly, sometimes with an agenda o f subjects for discussion, which would be circulated in advance. In addition, these clauses often established the size o f the committee, provided for special meetings when neces sary, and required written minutes. The following two illustrations were drawn from separate bargaining units within the same agency of the District o f Columbia government, and show the variations that may be agreed on. The first set committee size at “a reasonable number,” and the second specified the exact number of committee members. The first excluded individual grievances from discussion; the second had no such provisions and both provided for special meetings. The first stated in explicit terms that meetings would be held on official time, the second did not have any provision, but could be interpreted as tacitly providing for official time. Both required published minutes: (2 8 ) T h e e m p l o y e r a n d th e u n io n agree t o m o n t h ly m e e tin g s of th e U n io n -M a n a g e m e n t C o o p e r a t io n C o m m itte e as a m e a n s o f b e t t e r c o m m u n ic a t io n s a n d u n d e r sta n d in g w it h b o t h p e rs o n n e l a n d s u p e rv is o ry m a n a ge (2 6 ) T h e F e d e r a t io n sh all h a ve th e righ t t o use s c h o o l m e n t . In a d d it io n , th e p a rties agree t o sp e cia l m e e tin gs b u ild in g s , fa cilitie s a n d e q u ip m e n t , p u rsu a n t t o e x is tin g (o t h e r p ra ctic e s a n d p o lic ie s , p r o v id e d th a t s u ch use sh all n o t a d v a n ta g e o u s. in te r fe r e w it h th e regular s c h o o l p ro g r a m an d p r o v id e d n u m b e r o f r e p re se n ta tiv e s o f th e u n io n a n d th e e m p lo y e r . th a n m o n t h ly m e e tin g s ) w h en m u tu a lly T h is c o m m it t e e co n s is ts o f a re a so n a b le that w h e n an y m e e tin g is h e ld in th e ev en in g a n d sp ecia l S u b c o m m it t e e s f o r U n io n -M a n a g e m e n t C o o p e r a t io n m a y c u s t o d ia l b e e s ta b lis h e d a t lo w e r o rg a n iz a tio n a l le v e ls w h e re the serv ice is re q u ir e d , th e B oard m ay m ake a re a s o n a b le ch a rg e th e r e fo r . N o ch a rg e sh all b e m a d e f o r n e e d f o r s u ch a c h a n n e l o f c o m m u n ic a t io n is a g reed t o . u se o f s c h o o l r o o m s b e f o r e th e c o m m e n c e m e n t o f the S u b je c t m a tte r o f c o n fe r e n c e s w ill b e p r o b le m s o f g eneral, s c h o o l d a y , n o r u n til 4 : 3 0 p .m . Some contracts specifically forbade the use of company time for employee organization meetings or other business: 14 c o n c e r n t o e m p lo y e e s . In d iv id u a l g rie v a n ce s w ill n o t b e a s u b je c t fo r d is cu s s io n at th e se U n io n -M a n a g e m e n t c o n fe r e n c e s . H o w e v e r , a p o l i c y th a t has re s u lte d o r c o u ld re su lt in g e n e ra l in cre a s e o f g rie v a n ce w ill b e c o n s id e r e d as a t o p i c f o r d is cu s s io n . Such meetings will be held at a mutually agreeable time. At least 3 working days prior to the meeting, either party shall provide, in writing, specific discussion items which require research of the other party. No official notice is required for between-meeting consultations and they will be arranged at the convenience of both parties as soon as possible after the need is indicated. These meetihgs will be conducted during regular working hours on official time. At the conclusion of these meetings, either party may request that a joint statement be issued on the unresolved subjects under discussion, the general position of the parties on these subjects, and the agreements reached during the session. Management will duplicate and furnish to the union at least one copy of the statement for each Union Steward and Bulletin Board. (29) The employer agrees that representatives of the union in the unit and management will meet monthly on a regular basis for the purpose of reviewing and discussing the common interests in establishing and maintaining labor-management cooperation. Other meetings will be held at the request of either party as the need arises, at times mutually agreed to, to confer on personnel policies and other matters affecting working conditions of employees in the unit. A brief summary of the matters discussed and any understandings reached at all meetings as well, as the position taken by the parties in a disagreement will be prepared and initiated by both sides. The employer agrees that the union may have present at meetings described in sections a. and b. of this article a maximum of three officers and/or stewards. In addition, the union may have present other officials of the union who are not employees of the D.C. Government. The remaining provisions established a variety of committees to deal with specific issues. For instance, 12 percent of the agreements provided for joint safety committees. These provisions established committee composition and described the extent of the com mittee’s authority. The language in these clauses ranged from detailed provisions, as in the first illustration, to shorter, more general clauses as in the last two illustra tions. In all three, the committees’ authority was limited and advisory or promotional in nature: (30) The city and union agree to establish jointly a Safety and Health Committee consisting of an equal number of city and union representatives, the number of members to be agreed upon. This committee will advise management of all safety and health activities and will be expected to: a. Make immediate and detailed investigation of each accident to determine fundamental causes. b. Develop data to indicate accident sources and injury rates. c. Make inspection to detect hazardous physical conditions or unsafe work methods and recom mend changes or additions to protective equipment or devices for the elimination of hazards. d. Promote safety and first-aid training for com mittee members and workers and participate in advertising safety and in making the safety pro gram known to all workers. e. Conduct regularly scheduled meetings at least once a month during working hours without loss of pay for the sole purpose of discussing accident prevention and developing suitable corrective measures. (31) A Police Safety Committee, consisting in part of at least one member from each of the three Police organizations (designated by those organizations). This committee shall make recommendations to the Director of Public Safety and City Manager for consideration. (32) . . . The municipal employer and the union shall establish a joint safety committee consisting of represen tatives of each party in each department for the purpose of promoting sound safety practices and rules. Apprenticeship training committees were found in 11 agreements: (33) The city of Seattle, Washington Standards of Apprenticeship developed by the city of Seattle Joint Advisory Apprenticeship Committee are hereby recognized. This conforms with the provisions of the city Charter. Application of the standards and detailed proce dures for the operation of the program, shall be worked out by the Joint Electrical Craft Advisory Committee, and be recognized as a part of this agreement. (34) The parties hereto agree to establish a joint apprenticeship committee. The union and the authority shall each have two members, to be appointed im mediately after the execution of this agreement. The joint apprenticeship committee will develop an indentured apprentice training program for first class mechanic, which will be registered with the California State Division of Apprenticeship Standards. The intent of the parties is to have said program developed and operational at or before the time the authority moves to its new service and maintenance facility. At the time of inauguration of said program, the incumbent second class mechanics will be reclassified to apprentice first class mechanic, with no reduction in wages. An additional 15 agreements established one or more committees to deal with particularly vexing problems that had eluded resolution at the bargaining table. In the following provision, for example, a tripartite committee was established to resolve job evaluation problems on a case-by-case basis: (35) Inequities-The inequity problem will be resolved by the creation of a Job Evaluation Review Board which will be structured as follows: Two members from the administration-two members from the union and one 15 public member who shall be jointly agreed to. Member ship on the Board may vary in order to provide adequate knowledge to deal with the specific evaluation being requested. The Job Evaluation Review Board will consider properly processed re-evaluation requests arising within the bargaining unit. It is the intent of the parties that the Job Evaluation Review Board shall continue during the life of this contract to meet problems not now foreseen as well as those presently recognized. Most of the 15, however, were study committees designed to resolve problems outside the atmosphere of negotiations in areas such as wage relationships, health insurance, job evaluation, seniority, and the like. Com mittees could work without any deadline or could be required to report by a given date. Their findings were advisory in nature; final decisions were left either to the parties or to city management. Some committees examined a single problem and others, several issues. In the first illustration, four specific issues were to be studied, and in the second, one complex problem: missioner, no later than 6 months from the date this agreement becomes effective. Present seniority provisions of this agreement shall remain in effect until such time as an accord is reached on further modifications. * * * * * The union and the department each shall appoint three members and two alternate members to a study committee to review the service rating system to deter mine whether a more desirable system can be developed. The study committee shall submit a report of its findings to the commissioner within 6 months from the date this agreement becomes effective. Another 17 agreements created committees to deal with professional issues pertaining to teachers about school operations, implementation o f integrated educa tion, building plans for new schools, vocational edu cation, the extended work year, teacher recruitment, educational policy, and the like.5 Personnel actions (36) Arrangements will be made to establish a joint union-management committee, consisting of three representatives appointed by the authority and three representatives appointed by Division 241 to study and submit recommendations regarding grievances, discipline methods, work rules and job posting procedures. (37) The employer will establish an insurance com mittee and will include on that committee representatives of the organizations representing its employees in col lective bargaining. It shall be the function of that committee to make a study of the health and welfare insurance benefits presently being provided to City employees to aid in a determination of which benefits and plans are of the greatest value to the greatest number of the city’s employees. In the event that the employer, after reviewing the findings of the committee, determines to change the type of plans or benefits available to its employees, it shall continue to pay the cost thereof provided that the benefit level is the same or substantially equivalent to the existing benefit level. Under the following provision, Detroit and its police officers organization established two committees to study several issues: seniority, rotation o f precinct assignments, and the service rating system: (38) The union and the department each shall appoint three members and two alternate members to a study committee to review the seniority provisions of this agreement and proposals of each party for the modifica tions of such provisions. The committee shall consider also a rotation plan for personnel assigned to certain precincts, the intent being to afford all policemen the opportunity of serving in areas of the city presenting varying degrees of challenge to law enforcement and to prevent inequities resulting from prolonged assignment of some members to work presenting relatively greater exposure to danger. The study committee shall submit a report on a proposed seniority system to the com 16 Decisions to promote, demote, or reduce the size of the work force traditionally have been part of city rules and regulations. Employee organizations have been able to achieve, in most instances, a voice in the proceedings or a right to appeal management decisions. In some situations, employee organizations have reduced existing procedures to contract language. Actions under these rules then are subject to agreement appeal rights. Promotion. Promotion procedures, specified in more than half o f the agreements, varied greatly from simple statements o f factors in promotion to detailed clauses of specific steps. (See table 13.) In two illustrations, the role of seniority differed substantially: (39) Promotion shall be by merit based on considera tion of professional background and attainments, with length of service as only one of the factors to be reviewed. (40) (a) The term promotion as used in this provi sion means the advancement of an employee to a higher position or the reassignment of an employee to a higher paying position. (b) Whenever an opportunity for promotion occurs or a job opening occurs in other than a temporary situation as defined below, in any existing job classifica tions or as the result of the development of establishment of a new job classification, a notice of such openings shall be posted on all bulletin boards stating the job classifica tion, rate of pay and the nature of the job requirements in order to qualify. Such posting shall be for a period of not less than 5 work days. 5 Illustrations appear in the general discussion of teacher provisions in the last section of this study. (c ) a p p ly D u rin g this p e r io d e m p lo y e e s w h o w ish t o fo r th e open p o s it io n , in c lu d in g e m p lo y e e s on l a y o f f , m a y d o s o . T h e a p p lic a t io n shall b e in w r itin g , an d it shall be su b m itte d to th e e m p l o y e e ’ s im m e d ia te su p e rv isor. (d ) T h e e m p lo y e r shall fill su ch j o b o p e n in g s o r v a ca n cies fr o m a m o n g th o s e e m p lo y e e s w h o h a ve a p p lie d o n th e fo llo w in g b a sis: 1. S e n io r ity is th e m a jo r fa c t o r . 2. T h e e m p lo y e e has th e a b ility t o d o th e jo b . 3. T h e e m p lo y e e ca n learn t o d o th e j o b Nearly one-third of the agreements established the rate o f pay that an employee would receive for temporary transfer to higher paying jobs (See table 13.) Most of these clauses required the employer to pay the standard rate o f the temporary job ; this payment was to begin immediately or within a few hours after the employee assumed the higher position. The following clause stipulated that the higher rate would apply after the employee has been on the job 6 hours. A transfer of more than 24 hours would be given to the top man on the promotion list: w ith a re a so n a b le a m o u n t o f tra in in g o f (4 3 ) up t o 3 0 w o r k in g d a y s. E m p lo y e e s ra tin g (e ) A n o t ic e listin g th o s e e m p lo y e e s w h o have a p p lie d fo r the p o s it io n and th e e m p lo y e e o r e m p lo y e e s s e le cte d fo r th e p o s it io n shall b e p o s te d b y th e e m p lo y e r o n all b u lle tin b o a r d s w ith in 2 w o r k d a y s o f th e s e le c tio n b y th e e m p lo y e r an d b e p o s te d fo r a p e r io d o f at least 10 w o r k d a y s. high er r e q u ire d th an to w ork his regular t e m p o r a r ily p o s it io n shall b e at a com p e n s a te d at th e rate o f th e high er p o s it io n i f he sh o u ld w o r k f o r 6 h o u rs o r m o re at th e h igh er rating. I f this be f o r m o re th an 2 4 h o u r s , th e m an f r o m th e t o p o f the e sta b lish e d p r o m o t io n a l list o n the sam e p la t o o n f o r this p o s it io n shall b e ta k e n , a n d s h o u ld h e b e p r o m o t e d , this tim e shall b e c o u n t e d t o w a r d h is salary ste p p ro g re s s io n . Other clauses referred only to agency or other regulations on promotion, and by reference included them in the collective bargaining statement: Some contracts, however, required the employee to work in the temporary position for a longer period of time before the new rate became effective: (4 1 ) (4 4 ) W h en a v a c a n cy o c c u r s , o r a n e w j o b is c re a te d , A n e m p lo y e e s e le c te d f r o m an a p p ro p r ia te list t o e m p lo y e e s shall b e p r o m o t e d o r tra n sferred in a c c o r d a n c e fill a t e m p o r a r y v a c a n cy in a h ig h er c la s s ific a tio n shall w ith re ce iv e a 5 p e rc e n t in cre a se o r t h e first ste p p a y o f the th e ru les a n d re g u la tio n s o f C iv il S ervice an d th e c it y . high er cla s s ific a tio n w h ic h e v e r is g re a te r, a fte r w o r k in g 30 Forty-one percent of the agreements provided for the posting of opportunities for job promotions. Although a few only mentioned that jobs would be posted, most contained details o f the posting and selection processes. For instance, the first illustration merely indicates that jobs will be posted and specifies how long the notice will remain. The second requires that the notice contain specific items of information, including duties, location, pay grade, and qualifications: (8) If a vacancy, jo b is cre a te d o t h e r th a n su p erv isors, o c c u r s , o r a w h ic h re q u ire s a n e m p lo y e e u n d e r th e r e c o g n it io n cla u se o f this a g re e m e n t, n o t ic e f o r b id shall b e p o s te d w ith in 2 4 h o u r s . S u c h n o t ic e shall b e k e p t p osted f o r 7 2 h o u r s , e x c lu d in g S u n d a y s a n d h o lid a y s . D u rin g the p e rio d o f p o s tin g th e e m p lo y e r shall ha ve th e rig h t, w it h o u t regard to s e n io r it y , to fill th e p la ce t e m p o r a r ily . (4 2 ) in g and resu ltin g p r o m o t io n a l o p p o r t u n it ie s an d lateral tra n sfer o p p o r t u n it ie s w ill b e g iv en t o s t a ff and t o th e a s s o c ia tio n tw e lv e p re c e d in g ca le n d a r m o n t h s , a n d shall re ce iv e said h ig h er p a y w h ile a c tin g in said h ig h e r cla s s ific a tio n a fte r said 3 0 d a y s. Demotion. Only 13 percent o f the agreements provided rules governing demotion. (See table 13.) Since demotion policies often are covered by outside rules such as civil service regulations, they remain an un abridged management right and therefore, are not referred to in the agreement. Demotion provisions were typically brief and contained few details. Some, how ever, established the right to grieve, defined the seniority status of demoted employees, or incorporated existing nonnegotiated rules: (4 5 ) p ie s id e n t , a n d s u ffic ie n t tim e w ill b e a llo w e d f o r e m p lo y e e s t o a d v a n ce th eir c a n d id a c y . N o t ic e In the case o f a d e m o t io n o f a R e g iste re d N urse to a lo w e r c la s s ific a t io n , th e c ity shall s h o w ju s t cause fo r th e S u ita b le n o t ic e o f all v a ca n cies w ith in th e b a rg a in u n it d a y s cu m u la tiv e ly in th e h ig h e r cla s s ific a tio n w ith in the d e m o tio n . The d e m o t io n m ay be s u b je c t to th e g rie v a n ce p r o c e d u r e . (4 6 ) (a ) D e m o t io n s : W h en e m p lo y e e s are d e m o t e d f r o m o t h e r d iv is io n s o f the d e p a r t m e n t, n o t u n d er th e re p re s e n ta tio n o f w ill b e e ff e c t e d b y p o s tin g fo r 5 c o n s e c u t iv e w o r k d a y s o n u n io n , su ita b le b u lle tin b o a r d s t h r o u g h o u t th e m a in a n d b r a n ch p ro p r ia te lib ra ries. S u c h n o t ic e w ill in c lu d e a d e s c r ip tio n o f th e fille d w ith m e m b e r s p re s e n tly u n d e r th e re p re se n ta d u tie s and lo c a t io n o f th e p o s it io n in w h ic h th e v a c a n cy tio n e x is ts , to g e th e r w ith c o m e u n d e r th e a c c e p t e d tra n sfer p r o c e d u r e w i t h its ra n k , title , p a y g ra d e , a n d th e re q u is ite q u a lific a t io n s . of th e y shall n o t s e n io rity the be a b le to use u n til all o p e n in g s th e n have ap been u n io n . T h e y shall th e n im m e d ia te ly th e fu ll b e n e fit o f th eir a p p ro p r ia te se n io rity . 17 (b) If an employee is transferred to a position under the department not included in the bargaining unit and is thereafter transferred again to a position within the unit, he shall have accumulated seniority while working in the position to which he was transferred. (c) However, employees returning to the bargaining unit under the provisions of this section will be assigned a vacant position and will be allowed to exercise their full seniority in picking job assign ments at the next regular job opening. Employees transferred or demoted under the above circum stances, shall retain all rights accrued for the purposes of any benefits provided for in the agreement. (47) . . . reduction in pay or position shall be governed by the rules of the Board of Fire Commissioners and the Civil Service Commission . . . Eight percent of the clauses allowed employees voluntarily to elect demotion during periods of reduction-in-force. This stipulation generally meant transfer to an existing vacancy rather than replacement of workers with less seniority: (5) The term demotion, as used in this provision, means reassignment - not requested by the employeefrom a position in one job classification to a lower paying position in the same job classification or in another job classification. Demotions shall be made only off employees. In any case involving employee involved shall have the right alternative he will take - the demotion or to avoid laying demotion, the to elect which the layoff. No demotion shall be made for disciplinary rea son s. Some o f these provisions spelled out the seniority rights accruing to the demoted worker: the advent o f collective bargaining. As a consequence, references to layoffs are relatively infrequent.6 Provisions granting employee organizations an active role during reduction-in-force situations were negligible. The following example is typical in that it only required discussion o f anticipated action with the union (See table 14): (49) In the case of layoffs, seniority of employees in the City Service shall be recognized as a factor to be given substantial weight, together with other factors, in deter mining the order of layoff. When a layoff is con templated, an opportunity for discussion shall be afforded to the appropriate union representatives prior to the issuance of the notices of layoff. Almost 12 percent of the agreements stipulated that the union or association be given 1 week or more advance notice of any layoff except in emergencies. This action afforded the union the opportunity to confer with city management on ways of easing the effect on employees. At times, notice to both the union and employee was required. (50) Except in emergency situations, employees to be laid off for an indefinite period of time will have at least 7 calendar days notice of layoff. The union shall receive a list of the employees to be laid off on the same date the notices are issued to the employees. Occasionally, as part o f the reduction-in-force process, workers were given displacement (bumping) rights. Bumping can occur either serially with many workers being affected, as in the first example, or bumping can be limited to the least senior employee and thereby minimize disruptions, as in the second illustra tion: Layoff procedures. The growing financial plight of cities (51) An employee whose job is affected by a layoff or a job abolishment may bump into any job within the progression up to his position, whether or not he ever held the lower-rated job and/or any job all of whose duties are included in the job involved in the layoff or abolishment; provided the employee whose job is affected by a layoff or abolishment has more service with the city than the employee he is bumping. The procedure may then be followed by the employee so bumped until the last bumping procedure is completed. Representatives of the bargaining agent and the employer will jointly create a chart setting forth the jobs into which each classification may bump in the event of a layoff or abolishment. sometimes has resulted in drastic restrictions of municipal activities at the same time that desperate appeals for fiscal relief have been issued from mayors’ offices to State and Federal Governments. In some situations, layoff has moved from threat to actuality. Civil service regulations in most cities provided for orderly reduction-in-force (RIF) procedures long before 6 For a discussion of provisions in private sector agreements, see Major Collective Bargaining Agreements: Layoff, Recall, and Worksharing Procedures, (BLS Bulletin, 1425-13,1972). (48) At the time of any layoff, a regular employee or a promotional probationer shall be given an opportunity to accept reduction to the next lower class in a series of classes in his department, or he may be transferred as provided by Rule 10:01 c (3), transfer in lieu of layoff. An employee so reduced shall be entitled to credit for any previous regular service in the lower class and to other service credit in accordance with the Service Credit Rule 9. 18 (52) An employee to be laid off under . . . this section may exercise seniority to displace the employee with the least amount of seniority within his classification and term of employment subject to the provisions o f . . . this article. If he chooses not to exercise his seniority or cannot do so . . . he will be laid off; otherwise the displaced employee will be laid off. The provision found most often but still appearing in only 28 percent o f the agreements, granted employees who are displaced through no fault o f their own the right to be rehired in the inverse order in which they were laid off. (See table 14.) In the following clause, ability to perform the available work along with seniority was a factor in recall: (53) When due to lack of work, it becomes necessary to layoff employees, the employee with the least seniority standing shall be the first to be laid off, provided such employees retained are capable of doing the work remaining. When employees are to be recalled, the first to be recalled shall be those last laid off provided, that such employees recalled are capable of doing the work then available. Job security. Several miscellaneous job security provi sions helped either to protect the employees from layoff or ease the hardships that resulted from reductionsin-force. Few agreements contained these provisions, again perhaps, because they are covered by city rules and procedures antedating collective bargaining. Some, like attrition clauses, are as rare in private as in public agreements, and as a practical matter, a policy o f not filling vacancies may be adopted. The most frequent o f these provided for the training of employees. (See table 15.) The skills acquired through training could increase an employee’s value to the employer: (54) The authority shall establish an in-service training program for the purpose of improving employee under standing and performance with respect to the employee’s present position, the objectives of the authority’s pro grams, and to prepare the employee for promotional opportunity. Successful completion of promotional train ing shall qualify all employees for promotion to the position for which trained, in accordance with this Article . .. (55) All heavy equipment mechanics of the Fire Department shall be given the opportunity to attend a recognized fire equipment repair school or factory for special training. All members attending such a school shall receive their full salary while attending, and the city of Kansas City shall stand the cost of the school and out-of-town living expenses while in attendance as well as the cost of transportation from Kansas City and return. With the adoption of the next pay plan there shall be established a new classification of fire equipment mechanic, and persons who successfully complete the specialized schooling shall be reclassified. A few agreements provided for tuition aid. In the following provision, payment of full tuition, books, and fees was contingent on 2 years of service following completion o f course work: (56) The city will pay for the full cost of all tuition, books and fees of all police officers attending and successfully completing police science courses leading to the degree of associate of Police Science; payment being made on the following schedule: (a) One-half of all expenses above mentioned upon presentation of evidence of successful completion of individual courses. (b) All such expenses previously unreimbursed to be paid in a lump sum upon completion of 2 years’ continuous service from date of receipt of the Associate’s degree. Clauses that either prohibit the subcontracting of work or limit the circumstances where it could be used helped to protect the jobs o f employees. These clauses, however, were not significant in municipal agreements and appeared in only eight agreements: (57) During the term of this agreement, the Board of Education shall not contract out or subcontract any public work performed by employees covered by this agreement that would mean the loss of time of any employee covered by this agreement, save in cases of emergency as determined by the Department Head. Advance notice of technological changes and attrition arrangements were minimal in city agreements. The attrition arrangement in the second illustration protects employees in specific classifications only: (58) The municipal employer agrees to supply journeymen and apprentices full opportunity to become proficient on all new equipment, machinery or processes which are a substitute for, evolution of, or which replace present equipment, machinery or processes and the union agrees to supply partially trained journeymen and ap prentices for that purpose. The municipal employer will give the union sufficient advance notice of its intention to install any new equipment, machinery or processes to enable the contracting parties to implement the provisions of this section. (59) The city shall have the exclusive right to eliminate through attrition the classifications of uniform fire dispatcher, fire lieutenant, fire prevention inspectors, drill master, and assistant fire marshal. Hours, overtim e, and prem ium pay Scheduled hours; daily and weekly overtime. The number of hours constituting the normal daily or weekly 19 work schedule was set forth in almost two-thirds o f the agreements, and often served as the basis for defining overtime. (See table 16.) refuse overtime except in an emergency without fear of discrimination. However, a record of hours refused was kept and posted: (32) The regular workweek for full-time employees shall be 40 hours with respect to every person holding a position in schedule B of the City compensation Plan effective March 6, 1963, with an asterisk prefixed to the title of the position, 35 hours with respect to all other such persons. The regular workday for employees whose regular workweek is 40 hours shall be 8 hours, and the regular workday for employees whose regular workweek is 35 hours shall be 7 hours. The workweek shall consist of 5 days, Monday through Friday, inclusive, except for employees in continuous operations or on rotating shifts, and except for employees in departmental schedules which differ from the standard Monday through Friday type schedule such as, by way of example and not by way of limitation, in the Public Works Department and the Department of Health and Hospitals.. .. (24) Overtime work shall be voluntary except in the event of an emergency. There shall be no discrimination against any employee who declines to work overtime, except in the event of an emergency, but a record shall be kept for each employee and posted, showing the number of hours of overtime he refused to work. Overtime payment usually was specified after a certain number of daily or weekly hours had been worked (both found in approximately 38 percent o f all agreements): (17) Time and one-half the employee’s regular hourly rate of pay shall be paid for work under any of the following conditions: All work performed in excess of 8 hours in one da y . .. (60) Except as otherwise provided herein, the regular workweek for regular full-time employees will be 40 hours, and all hours worked in excess of 40 in 1 workweek will be paid for at the rate of time and one-half (lVfc). Provided, however, that, consistent with the provi sions of the Federal Fair Labor Standards Act, the hospital may schedule employees who work in special care departments (e.g., operating room) for 80 straight time hours of work over 2 workweeks so long as such employees receive time and one-half i\Vi) for all hours worked in excess of 80 in 2 workweeks, time and one-half (IV2) for all hours worked in excess of 8 in 1 workday, and 4 days off during the 2 workweeks. Regulation o f overtime. Twenty-seven percent o f the agreements which govern the scheduling o f overtime provided for its equal distribution. (See table 16.) In some, however, the requirement was made that the employee be able to perform the job: (61) Insofar as is practical, overtime will be divided equally among employees within a classification in which overtime is needed. If the employee within the c’assification next entitled to overtime is not qualified to perform the work for which overtime is needed, then the qualified person within the classification next entitled to overtime will be granted the overtime work. Approximately 16 percent o f the agreements specifically granted employees the right to refuse over time. In the following example, an employee could 20 Compensatory time, that is, the granting of time off rather than overtime premium pay, was banned specifically in 18 percent of the agreements. (See table 16.) (62) Employees working overtime Sundays and holi days shall be compensated two times hourly rate. Em ployees who work in excess of the normal 35 hour workweek shall be compensated on the basis of 1 1/2 times the hourly rate. No compensatory time, will be given for overtime work. A few agreements, however, permitted compensatory time off or overtime pay at the option of the employer: (37) Overtime at the rate of 1-1/2 times an employee’s established hourly rate as set forth in schedule A, exclusive of shift premium, shall be paid for all work performed outside of or in excess of an employee’s established shift hours and on the employee’s 6th and 7th day of work in any week and on holidays other than those falling on Saturday, provided, however, that the employer may compensate for such overtime by time off at a time mutually agreed upon at the rate of 1-1/2 hours off for each hour of overtime (to a maximum of 40 hours in 1 year) worked. Weekend work. Premium pay for work on Saturday or Sunday, normally nonwork days for many civil servants, was specified in less than one-fifth of the contracts. (See table 17.) In both examples, employees are guaranteed a minimum number of hours at the premium pay rate: (35) For regularly scheduled employees (MondayFriday), Saturdays shall be compensated at the rate of time and one-half provided such employees have been credited with 40 hours straight-time pay in the scheduled work week. A minimum of 4 hours at the time and one-half rate shall be guaranteed to such employees. (63) Employees who are required to work on Sunday shall be paid double time for such work and shall receive not less than 4 hours’ work. Only 11 percent of the agreements provided for premium pay for work on the sixth or seventh consecu tive day o f work. Such provisions applied to employees on continuous operations: (64) Time and one-half the employee’s regular hourly rate of pay shall be paid for work under any of the following conditions: . . . If an employee (continuous operation employee) works more than 6 consecutive days he/she shall receive double time for the 7th consecutive day worked every day worked thereafter. Holidays worked. Premium pay for work on holidays was provided in nearly 45 percent o f the agreements studied. This frequency was surprisingly large for such matters usually were established by municipal legislation or administrative promulgations.7 In the following illustration the employee working on the holiday received time and one-half plus holiday pay, or double time and one-half: (65) All work on a holiday for employees who are otherwise eligible for pay on a holiday shall be paid at a time and one-half pay rate in addition to the holiday pay. Wage provisions and allowances Wage adjustments. Although many agreements are shorter in duration in municipalities than in private industry, many contracts were still sufficiently lengthy to require adjustment of wages during the contract term. (See table 18.) Agreements o f 2 years or more were more likely to have wage adjustment provisions than agreements o f shorter duration. Deferred wage increases, provided automatically usually at the contract’s an niversary date, were included in 52 percent o f the agreements. Agreements with deferred increases paralleled city size. Thus, cities o f 1 million inhabitants and over were most likely to include deferred wage increases in their contracts; cities o f 250,000 to 499,999 population were least likely. (See table 19.) In some cases percentage increases were given as in the first illustration; in other cases, fixed amounts as in the second illustration: (54) The authority shall, effective January 14, 1969 (or the beginning of the first payroll period next following this date), increase the compensation of all employees covered by this agreement, in addition to any other provisions, in the amount of 7.5 percent of salary rates then in effect. Effective January 1,1970 and January 1,1971 (or the beginning of the first payroll period next following these respective dates), the authority shall increase the compensation rates of all employees covered by this agreement in additional amounts of 7.5 percent. (66) Newly hired and promoted employees start at base rate of the classification and progress to classification rate after 6 months. All classification and base rates shall 7 S ee p. 2 9 fo r a d is cu s s io n o f h o lid a y p ro v is io n s in c it y a g re e m e n ts. be increased 24 cents and 27 cents per hour in years beginning July 1, 1971, and July 1, 1972, respectively. Cost-of-living adjustments, provided for in escalator clauses which relate wage levels to living costs as measured by a price index, typically the Bureau of Labor Statistics Consumer Price Index, were found in only 17 percent of the agreements. (See table 19.) The objective o f such a provision is to maintain the purchasing power of money wages during the term of the agreement. One agreement gave the union the option of accepting the cost-of-living increase or an agreed on deferred increase: (67) In the event the cost-of-living increases more than 7 percent in the period beginning on March 1,1969 (base 124.6) and ending on February 28, 1971 the wage rates shall be increased on the basis of 1 cent per hour for each .5 point or major fraction thereof, rise in the cost-of-living over 131.6 as reflected in the Consumers Price Index for Urban Wage Earners and Clerical Workers, Bureau of Labor Statistics, U.S. Department of Labor monthly report using U.S. Survey. If the Bureau of Labor Statistics Consumer Price Index in its present form and method as calculated shall be revised or discontinued, the parties shall request the Bureau of Labor Statistics to provide an appropriate conversion of the allowance which shall be applicable as of the appropriate allowance date and thereafter. (68) During the period from the first day of July, 1969, to the 30th day of June, 1970, the city agrees to increase each salary grade by a percentage equal to the percentage of increase in the national Cost-of-Living Index as shown by the average of the 12 monthly reports of the United States Bureau of Labor immediately preceding July 1, 1969; or, at the option of the union, instead of the cost-of-living increase, the employees represented by the union shall be paid an additional 2 percent of their salary during the second year of this agreement. Clauses that allowed the contract to be reopened for renegotiation o f wages or specific issues were found in about one-fourth o f the agreements. (See table 19.) The advantage of wage reopeners over deferred increases lay in the ability of the parties to negotiate wages tailored to conditions existing at the time o f the reopener. Most of these reopeners were limited to wages: (69) Either party to this memorandum of intent reserves the right to reopen Article XVI (Wages) for the purpose of renegotiating wages for the period October 1, 1971 through September 30,1972, by notifying the other party in writing at least 10 days prior to June 1, 1971. Certain nonwage matters were the subject of reopeners in 11 agreements. Some contracts permitted negotiations on any noneconomic subject. Others allowed reopenings on specific items, such as pensions: 21 R e o p e n in g o f c o n t r a c t (7 0 ) It is a greed b y an d b e t w e e n the p a rties h e r e t o that • this a g ie e m e n t m a y b e r e o p e n e d o n o r a fte r J u ly 1 , 1 9 6 9 f o r the p u rp o s e s o f c o n s id e r in g a n y n o n e c o n o m ic m a tters a n d issues w h ic h m a y ha ve arisen b y th a t d a te . (7 1 ) The a u th o r it y shall a p p o in t a c o m m it t e e to inv estig a te th e p o s s ib ilit y o f an in itia tio n o f a re tire m e n t p e n s io n p lan fo r e m p lo y e e s c o v e r e d b y th e term s o f this a g re e m e n t. T h is a g re e m e n t m a y b e r e o p e n e d at a n y tim e dealing with blue-collar workers. (See table 20.) Threefourths of these agreements left classification matters to unilateral management determination, but more than half of these granted the employee organization the right of appeal. At times, such appeals could be arbitrated but often they were resolved only by a higher management authority: (7 4 ) I f su b sta n tia l ch a n g e s in th e m e t h o d o f o p e r a t io n , d u rin g th e te rm , fo r th e s o le a n d e x c lu s iv e p u r p o s e o f t o o ls , o r e q u ip m e n t o f a j o b o c c u r , o r i f a n e w j o b is n e g o t ia t io n e sta b lish e d w h ic h has n o t b e e n p re v io u s ly cla s s ifie d , th e of a p e n s io n p la n , at th e re q u e s t o f said c o m m it t e e . w a g e ra te fo r su ch j o b shall b e d e te r m in e d b y th e O f f i c e of Thirteen agreements stipulated that area wage surveys would be conducted either to adjust current wages or serve as a basis to set future wage rates. (See table 19.) Eight of these provided for union participation in the area wage survey. In the first example, the union was limited to submitting comments and recommendations. In the second, union and city shared equally in approval: P e rs o n n e l A d m in is tr a t io n . B e fo r e p u t tin g su ch rate in t o e f f e c t , th e O f f i c e o f P e rs o n n e l A d m in is tr a t io n w ill p r o m p t ly n o t i f y th e u n io n in w r itin g , b u t o n c e this is d o n e , th e c it y m a y p u t th e ra te in t o e f f e c t w it h o u t a n y fu rth e r d e la y . T h e r e a fte r , th e u n io n ca n file a g rie v a n ce o n th e sin gle issu e o f w h e th e r th e rate e sta b lish e d b y th e O ffic e of P e rs o n n e l u n r e a s o n a b le , and, A d m in is tr a t io n if th e g rie v a n ce is re a s o n a b le or is s u b m it t e d to a r b itr a tio n , th e a r b itr a to r sh all h a ve th e a u th o r it y t o set a n e w rate i f h e d e te r m in e s th a t the rate se t b y th e O f f i c e (7 2 ) T h e u n io n a n d a u th o r it y a gree th a t th e a u th o r it y o f P e rs o n n e l A d m in is tr a t io n is u n re a so n a b le . has th e r e s p o n s ib ilit y t o esta b lish p a y rates b a s e d u p o n the p rev a ilin g m u tu a lly rates in th e area. F u r th e r , th e p arties r e c o g n iz e th e u n io n ’ s c o n c e r n reg a rd in g d a ta (2 9 ) A jo b c la s s ific a tio n c o m p la in t is an e m p l o y e e ’ s re q u e s t f o r re v ie w o f th e t itle , c o d e o r g ra d e o f his j o b at re la tin g t o cla s s ific a tio n s c o v e r e d b y this a g re e m e n t. T h e th e a u th o r it y w ill p r o v id e th e u n io n w it h all n o n c o n fid e n t ia l c la s s ific a t io n c o m p la in t th r o u g h h is re p re se n ta tiv e s. S u ch a c t iv it y le v e l. salary data u p o n r e q u e s t. T h e u n io n m a y m e e t a n d c o n fe r request o r s u b m it c o m m e n t s , su g g estion s o r r e c o m m e n d a t io n s fo r su p e rv iso r w h o w ill m e e t p r o m p t ly w ith th e e m p lo y e e c o n s id e r a tio n b y the a u th o r it y p r io r t o th e a d o p t io n o f a n d the u n io n r e p re se n ta tiv e t o d iscu ss th e m a tte r an d w ill be Any e m p lo y e e s u b m it t e d o r a lly m ay to in itia te th e a jo b a p p ro p r ia te e x p la in th e b a sis u p o n w h ic h th e j o b has b e e n e v a lu a te d . n e w salary s ch e d u le s. I f th e m a tte r is n o t s a tis fa cto r ily se ttle d at this le v e l, th e (7 3 ) In o r d e r t o im p le m e n t th e c i t y ’ s p o l i c y to w a r d p a y in g p reva ilin g rates, th e c it y agrees t o d e te r m in e a p rev a ilin g rate b y a su rv ey o f rates p a id fo r lic e n s e d first class o p e ra tin g en g in eers w h o u n io n m a y , at th e e m p l o y e e ’ s r e q u e s t, file a c o m p la in t in w ritin g w it h th e D iv is io n C h ie f . I f th e m a tte r is n o t r e s o lv e d , th e c o m p la in t ca n b e file d w it h th e A s s o c ia t e are assign ed as s h ift o r D ir e c t o r , a n d th e n t o th e D ir e c t o r o f S a n ita ry E n g in e e r w a t c h en g in eers a n d first class r e fr ig e r a tio n e q u ip m e n t in g . I f th e m a tte r is still n o t r e s o lv e d , th e n th e w r itte n operators, and computing a weighted average based on the complaint is referred to the District of Columbia Central num ber P e rs o n n e l O f f i c e . T h e P o s itio n C la s s ifica tio n S p e cia lis t in of e m p lo y e e s s u rv e y e d in th e re sp e ctiv e classes. . . . W h en th e rates f o r th e a b o v e classes are d e te r m in e d ea ch y e a r , th e y sh all b e a p p r o v e d b y th e c ity a n d th e u n io n . th e P e rs o n n e l O f f i c e w ill m e e t p r o m p t ly w ith th e p arties in v o lv e d t o d iscu ss th e m a tte r . I n f o r m a t io n u sed t o arrive a t a d e c is io n w ill b e m a d e availa ble t o th e e m p lo y e e an d th e u n io n re p re se n ta tiv e . A n y c la im e d e rro r in th e c o m p u t a t io n o f th e rates m u st b e m a d e w ith in 3 0 d a y s o f t h e d a te o f a p p ro v a l b y th e c it y a n d th e u n io n t o e ffe c t u a t e a c o r r e c t io n . An appeal m ay be m ade b y th e e m p lo y e e ( s ) re g a rd in g th e c o rr e c tn e s s o f h is p re se n t t itle , series c o d e , a n d g ra d e t o th e C e n tra l W age B o a rd C o m m it t e e a n d /o r Job classification and reclassification. As opposed to adjustments in wages for groups of employees or all employees in a city agency, job classification and reclassification procedures permit changes in individual job rates when the job or jobs have been modified substantially or newly established. Thus, new rates can be established for difficulty of work, skills required, responsibility, and so forth. These new jobs and their rates then can be slotted into the existing wage structure. Provisions for the classification and re classification of jobs were found in 22 percent of the agreements, and were negotiated in agreements primarily 22 th e C iv il S e rv ice C o m m is s io n . S u c h an a p p e a l m u st b e in itia te d w it h in 15 d a y s o f th e d a te o f th e d e c is io n o f th e c o m p la in t . One-fourth of the agreements stipulated that the employee organization would participate to some degree in making necessary job classification decisions. (See table 20.) The first illustration allowed only consulta tion, and the second provided the employee organization a greater degree of involvement and permitted recourse to third party advisory arbitration: (7 5 ) The a s s o c ia tio n c it y agrees re g a rd in g th a t it w ill c o n s u lt oth er jo b w it h th e cla s s ific a tio n s w h ic h it m a y later esta b lish o r ch a n g e as t o salary g rad es an d rates rate o f 10 ce n ts p e r m ile . H o w e v e r , this a llo w a n c e w ill n o t o f c o m p e n s a tio n t h e r e o f. tak e e ff e c t u n til the e x is tin g o r d in a n c e relatin g t o su ch r e im b u rs e m e n ts (7 6 ) Job reeva lu a tion - W ith in 6 0 d a y s o f c o n tra ct has been am ended an d a sy s te m of c o n t r o ls has b e e n in t r o d u c e d . a p p ro v a l, a c o m m itt e e w ill b e esta b lish ed t o rev iew j o b in e q u itie s. I f the parties c a n n o t rea ch a m u tu a l a g r e e m e n t, the issues m a y b e s u b m itte d t o a d v is o r y a r b itr a tio n . T h e d e c is io n o f th e a rb itra to r w o u ld th e n b e r e c o m m e n d e d t o th e C ivil S ervice C o m m is s io n a n d /o r the B oa rd of E d u c a t io n fo r th eir c o n s id e r a tio n . (8 0 ) S h ift differentials. Approximately 30 percent of the agreements studied provided for a differential for evening and night work: All agreem ents....................................... Establishing shift d iffe re n tia ls ........... No shift d iffe re n tia ls ............................ Agreements Employees 286 613,490 87 292,891 199 320,699 These were scattered among those activities which are in operation around the clock, such as transit systems, fire protection, and hospital services. Differentials were paid either as an hourly add-on, a salary increase, or a percent increase above day rates: (4 6 ) Travel pay. Only about 6 percent of agreements provided for payment for time spent traveling to or from work: A p re m iu m o f 15 ce n ts p e r h o u r shall b e p a id fo r all h ou rs a c tu a lly w o r k e d in a n y reg u la rly assign ed d a ily a f t e r n o o n sh ift w h ic h c o m m e n c e s at the h o u r o f 11 a .m . o r b e t w e e n the h o u r o f 11 a .m . a n d 1 p . m . A p re m iu m o f 2 0 ce n ts p e r h o u r sh all b e p a id fo r ail h o u rs a ctu a lly w o r k e d in a n y reg u la rly assign ed d a ily n igh t sh ift w h ic h c o m m e n c e s at the h o u r o f 7 p .m . o r b e t w e e n the h o u rs o f 7 p .m . and 4 a .m . in clu s iv e. O p e ra to r s r e q u ire d t o r e p o r t t o th e L egal D iv is io n , a tte n d c o u r t f o r th e d e p a r t m e n t, o r the C ity o f D e t r o it , o r t o b e d e ta in e d at the te rm in a l, shall b e p a id th e regular w a g e rate p lu s travel tim e , an d less w itn e ss fe e s. T im e so c o n s u m e d shall n o t resu lt in fin a n cia l losses t o o p e ra to r s . (8 1 ) T h e n a tu re o f th e p r o fe s s io n a l r e s p o n s ib ilitie s o f s p e c ia liz e d serv ices p e rs o n n e l re q u ire s travelin g b e t w e e n b u ild in g s o r c o m m u n it y a g e n cie s. It is u n d e r s t o o d th a t th e y are o n d u t y at all tim e s w h ile travelin g o n s c h o o l d istrict b u sin e ss. allowances. Special clothing, uniforms, or protective devices usually were paid for or maintained by the city when they were considered necessary to safe or efficient performance of the employees’ duties. These clauses, providing for clothing allowance or their main tenance, were found in 39 percent of the agreements and applied largely to police, fire, and blue-collar workers. (See table 21.): Clothing (8 2 ) T h e B ra n ch agrees t o fu rn ish a p p ro p r ia te p r o t e c tive c lo th in g and e q u ip m e n t n e ce ssa ry f o r th e p e r f o r m a n ce o f assign ed w o r k . T h e u n io n m a y , at its d is c r e t io n , fin a n cia l d i f r e c o m m e n d n e w p r o t e c tiv e c lo th in g an d e q u ip m e n t an d fe r e n c e in sh ift p a y an d all p a y m e n ts shall b e m a d e in m o d ific a t io n s t o e x istin g e q u ip m e n t f o r c o n s id e r a tio n b y a c c o r d a n c e w ith the f o llo w in g s c h e d u le : the B ra n ch . (7 7 ) The p a rties h erein r e c o g n iz e th e Registered nurse Practical nurse $1,200 $ 900 3 p .m .-11 4 p.m. -1 2 1 1 p .m . - 7 12 m - 8 a. p.m............... m .............. a.m............... m ................... (7 8 ) E ffe c t iv e Ja n u a ry 1, 1 9 6 9 , a d iffe r e n t ia l o f 5 (2 1 ) E a c h e m p lo y e e shall re ce iv e an a llo t m e n t o f $ 1 0 p e r m o n t h fo r the p u rch a se a n d m a in te n a n c e o f p e rs o n a l ite m s o f c lo th in g a n d e q u ip m e n t as p re s cr ib e d b y the c it y , 1,500 1,125 p r o v id e d that the c it y shall fu rn ish an d m a in ta in all o th e r ite m s o f c lo t h in g an d e q u ip m e n t . T h is p r o v is io n shall b e e ff e c t iv e c o m m e n c in g Ja nua ry 1, 1 9 7 1 . p e rc e n t p er c e n tu m shall b e p a id t o all fire o ff ic e r s fo r w o r k a ctu a lly p e r fo r m e d b e t w e e n th e h o u r s o f 4 p .m . a n d Selected payments fo r tim e no t w orked 8 a .m . o n a regular n ig h t sh ift a n d t o th o s e fire o ff ic e r s assign ed to ro ta tin g to u r s of d u ty fo r w ork a ctu a lly p e r fo r m e d b e t w e e n th e h o u rs o f 4 p .m . a n d 8 a .m . It shall not be a p p lic a b le to F ire O ffic e r s who are regu larly assign ed t o d a y tim e t o u r s o f d u t y e x c e p t w h e n s u ch fire o f f i c e r is o r d e r e d t o w o r k a n igh t s h ift. Mileage allowances. In one-fourth of the agreements, city employees whose work required them to travel to various locations were authorized to receive a mileage allowance. (See table 21.) As the following illustration indicates, authorization of such payments could become enmeshed in the legislative process: (7 9 ) E m p lo y e e s w h o are re q u ire d t o use th eir p erson a l a u to m o b ile s o n c it y b u sin ess w ill b e re im b u rse d at th e City contracts paralleled private sector counterparts in that they contained a variety of payments for time not worked, particularly for sickness, vacations, holi days, funerals, and jury duty. (See tables 22, 23, 24.) However, many of these frequently were granted uni laterally to city employees before the advent of col lective bargaining, and thus, such arrangements were not included always in the agreements studied. Sick leave. Seventy-seven percent of the agreements referred to sick leave. (See table 22.) Typically, sick leave provisions set forth the number of days that would be earned during a given working period. Often, they 23 stipulated the maximum days that might be accrued and carried over from year to year: w ife , (8 3 ) d a y s are u se d w ith in th e ca le n d a r w e e k (a n y 7 c o n s e c u t iv e T h e c i t y ’ s cu rre n t sick leave p o l i c y p r o v id e s : hu sba nd, p a re n t, p a re n t-in -la w , ste p p a r e n t, c h ild , b r o t h e r , sister o r s te p c h ild shall b e p e r m itt e d w it h o u t lo ss o f p a y f o r n o t t o e x c e e d 3 fu ll w o r k d a y s , p r o v id e d the d a y s ) startin g w it h th e d a y o f th e d e a th . A ll e m p lo y e e s shall a cc ru e s ic k lea v e at th e rate o f 13 I n case th e d e a th o f a re la tiv e , as liste d in S e c t io n 2 , (a ), w o r k in g d a y s p er y e a r. a b o v e o c c u r s w h e n su ch rela tiv e is in th e a r m e d se rv ice s o f E m p lo y e e s m a y a c c ru e sick leave t o a m a x im u m o f 9 0 th e U n ite d S ta te s, th e se p ro v is io n s m a y a p p ly t o leave fo r th e p u r p o s e o f a tte n d in g m e m o r ia l o r r e lig io u s serv ices days. h e ld b e c a u s e o f s u ch d e a t h , w it h o u t regard t o th e p la ce Most of the provisions dealt with aspects of sick leave policy designed to prevent abuses, such as reporting requirements and medical certification: w h e re d e a th o c c u r r e d o r t o th e p la c e w h e r e se rv ice s are h e ld . A b s e n c e o f 1 d a y w it h o u t lo ss o f p a y w it h in t h e ca le n d a r w e e k (a n y 7 c o n s e c u t iv e d a y s ) startin g w it h th e d a y o f (8 4 ) S ic k leave p a y m e n ts w ill n o t b e m a d e unless th e e m p lo y e e c o m p lie s w it h d e p a rtm e n ta l rules req u irin g p r o m p t n o t ic e t o su p erv isors o f a n y illness o n th e j o b , a n y a b s e n c e , p rog ress r e p o r ts d u rin g a b s e n c e s , an d e x p e c t e d th e d e a th shall b e p e r m itt e d in case o f th e d e a th o f a g ra n d p a re n t, g r a n d c h ild , b r o t h e r -in -la w , siste r-in -la w , s o n in -la w , d a u g h te r-in -la w , u n c le , a u n t, n e p h e w , n e ic e , o r first c o u s in . d a te o f retu rn t o w o r k . R e g u la r ly a p p o in t e d a c c o u n ta n ts m a y b e e x c u s e d b y th e (8 5 ) W h en r e q u e s te d b y th e a u t h o r it y , a n y e m p lo y e e re tu rn in g fr o m a sick leave in e x c e s s o f 3 d a y s sh all, at th e tim e of su ch r e tu rn , p res en t w r itt e n e v id e n c e fr o m th e fu n e ra l o f a fe l l o w e m p lo y e e . a p h y s ic ia n o f h is p h y s ic a l fitn e ss . Funeral leave . About 60 percent of the agreements permitted paid leave in the event of death in the employee’s immediate family, or less often, for other relatives or fellow employees. Funeral leave provisions generally included a definition of the family, a statement of which employees were eligible for leave, and a stipulation of the maximum days of leave that could be used. Within these general provisions, variety existed. For example, the definition of family could extend to step parents and children, foster parents, or a legal guardian. The maximum leave in the first clause was 3 days, and in the second, 5 days: (8 6 ) S u p e r in te n d e n t f o r Vi d a y w it h o u t lo s s o f p a y t o a tte n d T im e o f f w it h p a y , sh all b y g ra n te d t o regular e m p lo y e e s , n o t t o e x c e e d 3 w o r k d a y s in case o f d e a th in The preceding clause applied to “ regularly appointed” accountants. Most clauses similarly emphasized that the leave extended only to the regular work force, and occasionally established a minimum length of service for eligibility. In the following provision, an employee was required to have 6 months’ service. The clause also stipulated that the days of leave referred to were regularly scheduled work days, and that the leave would not impair accumulated sick or vacation leave: (5 8 ) In th e e v e n t o f t h e d e a th o f a s p o u s e , fa th e r , fa th e r-in -la w , c h ild , or m o th e r, g ra n d c h ild m o th e r-in -la w , in th e b roth er, im m e d ia t e fa m ily sister, o f an e m p lo y e e w it h 6 o r m o r e m o n t h s o f c o n t in u o u s a ctiv e se rv ice , a n d w h o is in a c tiv e se rv ice at th e tim e o f s u ch d e a th , su ch e m p lo y e e sh all b e e n t it le d t o re ce iv e u p t o 3 d ays’ lea v e w it h o u t lo s s of pay fo r th e p urpose of a tte n d in g fu n e r a l se rv ice s o r a rrangin g f o r b u ria l. It is th e im m e d ia te fa m ily . I m m e d ia te fa m ily shall b e d e fin e d u n d e r s t o o d th a t th e se d a y s m u st b e d a y s u p o n w h ic h th e fo r this p u r p o s e as s p o u s e , n a tu ra l, fo s t e r , ste p p a re n t, e m p lo y e e is re g u la rly s c h e d u le d t o w o r k . L e a v e w it h o u t m o th e r-in -la w , fa th e r-in -la w , c h ild , b r o t h e r o r sister; o r lo s s o f p a y u n d e r th is p a ra g ra p h shall n o t b e d e d u c t e d a n y rela tive resid in g in th e h o u s e h o ld . f r o m s ic k lea v e o r v a c a t io n lea v e. fa m ily , 5 d a y s leave o f a b s e n c e w it h p a y sh all b e g ra n te d . Occasionally, employees could accumulate funeral leave within given limits: T h e im m e d ia te fa m ily shall b e d e fin e d as fo l l o w s : m o t h e r , (3 0 ) (8 7 ) fa th e r, In case o f a d e a th in th e e m p lo y e e s im m e d ia te spouse, fa th e r-in -la w , c h ild r e n , sister, b r o t h e r , m o th e r-in -la w , g ra n d m oth er, g r a n d fa th e r and legal g u a rd ia n . r e ce iv e . . . D u rin g th e first 2 years e a ch e m p lo y e e shall 5 d a y s b e r e a v e m e n t le a v e f o r e a c h fis c a l y e a r , w h ic h m a y b e a c c u m u la t e d t o a t o t a l o f 1 0 d a y s . A ft e r t h e 10 d a y s lea v e ha ve b e e n a c c u m u la t e d , th e re sh all b e n o fu rth e r gran t o f d a y s . I f m o r e than 5 d a y s o f f in a n y 1 Often relatives and fellow employees also could be encompassed within the clause. The clause also could authorize leave for a memorial service, usually in the event of the death of a member of the armed forces: y e a r are n e e d e d d u e t o a d e a th in th e fa m ily , an e m p lo y e e m a y b o r r o w fr o m h is a c c u m u la t e d 10 reserve d a y s b u t h e m u st re p la ce th o s e d a y s fr o m h is s u c c e e d in g y e a rs’ 5 d a y p e rs o n a l le a v e g ra n t. I f e x p lic it ly r e p o r t e d o n th e tim e s h e e t, a b s e n c e Jury du ty. Jury duty or court witness leave with pay o f a r e g u la r ly -a p p o in te d a c c o u n t a n t d u e t o th e d e a th o f a was found in slightly fewer agreements than funeral (8 8 ) 24 leave. (See table 22.) As a rule, provisions stipulated that employees would continue to receive regular pay, and also set forth the conditions they, in turn, had to meet to qualify, such as remission of jury pay to the city: c i t y , c o u n t y , t o w n , state o r th e F e d e ra l G o v e r n m e n t o i s u b d iv is io n o r a g e n c y . . . . t o a tte n d o r a p p e a r b e f o r e . . . . a n y o f th e fo r e g o in g , o r w h o a tte n d s as a w itn e ss or in o t h e r c a p a c ity in th e p e r f o r m a n c e o f his d u t y . . . in a crim in a l ca se o r o t h e r ca se p e n d in g in a F e d e ra l d istrict c o u r t , o r b e f o r e a g ra n d ju r y p r o c e e d in g , o r a U n ite d (8 9 ) A b s e n c e w it h p a y n o t ch a rg e d t o v a c a t io n w ill b e g ra n ted e m p lo y e e s . . . . o n ju r y d u ty or an sw erin g a s u b p o e n a (p a y r e ce iv e d fo r su ch d u t y m u st b e tu r n e d o v e r t o the A c c o u n t in g D iv is io n ). S ta tes C o m m is s io n , o r in c o n fe r e n c e w it h a U n ite d S ta tes a t t o r n e y . . . . o r at a n y p re-tria l c o n f e r e n c e o r a n y o th e r re la te d h ea rin g o r p r o c e e d in g , shall b e e n t it le d t o o v e r tim e c o m p e n s a t io n f o r e v e ry h o u r o r fr a c t io n t h e r e o f W here an e m p lo y e e is s u m m o n e d f o r ju r y d u t y b y d u rin g w h ic h h e w as in su ch a t te n d a n c e o r a p p e a ra n ce , a c o u r t o f c o m p e t e n t ju r is d ic t io n , an d a ctu a lly serves o n b u t in n o e v e n t less th a n 3 h o u r s s u ch p a y o n an o v e rtim e su ch ju r y , he m a y q u a lify t o re ce iv e his regular p a y as an b a sis; p r o v id e d , h o w e v e r , th a t i f h e so a tte n d s. . . d u rin g e m p lo y e e d u rin g su ch serv ice b y tu rn in g his ju r y p a y o v e r any d ay , o n t o th e c ity F in a n ce O ffic e r . e n title d t o su ch a d d itio n a l p a y fr o m th e tim e o f first su ch (9 0 ) m o r e th an o n e su ch o c c a s io n , he shall b e a t t e n d a n c e .. . t o th e tim e o f last s u ch a t te n d a n c e o n su ch One agreement set forth jury-related activities for which absences away from work were fully paid: d a y ; p r o v id e d , fu rth e r , that i f a n y s u ch o c c a s io n o c c u r s o n a h o lid a y w h ic h fa lls o n th e e m p l o y e e ’ s d a y o f f o r d u rin g (9 1 ) E m p lo y e e s w h o are r e q u ire d t o serve o n a ju r y , o r are re q u ire d t o r e p o r t t o c o u r t in p e rs o n in re sp o n se t o a his v a c a t io n , th e e m p lo y e e shall re ce iv e the a d d itio n a l p a y d u e h im u n d e r th e h o lid a y an d v a c a tio n p ro v is io n s . . . ju r y d u t y s u m m o n s , o r are re q u ir e d t o r e p o r t f o r ju r y e x a m in a t io n , o r t o q u a lify f o r ju r y d u t y , shall receiv e th eir regular salary d u rin g s u ch a b s e n c e s p r o v id e d th a t th e y rem it to th e B o a rd an am ount equal to th e c o n p e n s a tio n r e ce iv e d b y t h e m , i f a n y , f o r ju r y d u t y . Another agreement gave the city the option of providing compensatory time or overtime pay for shift workers on jury duty on what would otherwise be a scheduled day off. In addition, the city required proof of jury duty: (3 5 ) A ll e m p lo y e e s o f th e c ity o f T o l e d o w h ile serving u p o n a ju r y in a n y c o u r t o f r e c o r d w it h in L u ca s C o u n t y , O h io , shall b e p a id his regular salary f o r s u ch p e r io d o f tim e . The agreement involving employees of the Los Angeles Housing Authority contained many of the features of jury duty provisions already discussed-pay, notification and certification of duty, remission of fees—but it also included two variations, namely, permission for em ployees to keep mileage allowances and permission to go on jury duty only if the authority’s operations were not harmed: He shall rem it to the c it y T rea su rer w h a te v e r a m o u n t su ch e m p lo y e e sh all r e ce iv e as c o m p e n s a t io n fo r (9 3 ) E m p lo y e e s re ce iv in g le tte rs o r s u m m o n s f o r ju r y d u ty s h o u ld absen ce n o tify th e ir su p e rv iso r im m e d ia t e ly . is re q u ir e d b y an o f f i c i a l o r d e r fr o m If a n o th e r g o v e rn m e n ta l ju r is d ic t io n f o r ju r y d u t y o r o t h e r p u b lic p u r p o s e , leave w it h p a y shall b e g ra n te d fo r th e p e rio d o f his services as ju r o r . a b s e n c e p r o v id e d t h a t : S h ift w ork ers who o ff serve sh all on ju r y be (a t d u ty the on o p tio n regu larly s c h e d u le d days e m p lo y e r ) g ra n te d c o m p e n s a t o r y tim e o f f o r o v e r tim e of th e pay. 1. T h e 2 . A n y ju r y o r w itn e ss fe e s re ce iv e d b y th e e m p lo y e e shall b e A ll ju r y d u t y c o m p e n s a te d f o r b y th e e m p lo y e r shall b e c e r t ifie d t o th e e m p lo y e r b y tio n s o f th e a u th o r it y . In the course of duty, police officers could be called to testify before a court. The following highly detailed clause assured premium pay if attendance was required on days off: A n e m p lo y e e o n d u t y at n ig h t o r o n v a c a t io n , fu r lo u g h , o r o n a d a y o f f , w h o a tte n d s as a w itn e s s o r in I f an e m p lo y e e , o th e r th a n a litiga n t in th e ca se , is re q u ir e d t o b e a b se n t t o a p p e a r b e f o r e a gra n d ju r y o r in a crim in a l ca se b e f o r e a c o u r t w it h in th e S ta te o f C a lifo r n ia , o r in a civ il case b e in g trie d w it h in L o s A n g e le s C o u n t y , in r e s p o n s e t o a s u b p o e n a d u ly se rv e d , his regular salary shall b e c o n t in u e d d u rin g th e p e r io d o f a b s e n c e , p r o v id e d th a t: 1. E a c h o t h e r c a p a c ity in th e p e r fo r m a n c e o f h is d u t y fo r o r in [M a ss a ch u s etts] t o th e F isca l O f f ic e r . M ileage 3. T h e a b s e n c e w ill n o t s e rio u s ly im p e d e th e o p e r a n o t so c e r t ifie d . b e h a lf o f r e m itte d a llo w a n c e s m a y b e re ta in e d b y th e e m p lo y e e . th e C le rk o f C o u r ts , a n d u n d e r n o c irc u m s ta n ce s m a y ju r y d u t y a p p ly t o a n y d a y (9 2 ) o r d e r has n o t b e e n b r o u g h t a b o u t th r o u g h m is c o n d u c t o r c o n n iv a n c e . d a te of n e ce ssa ry a tte n d a n c e in co u r t o r b e f o r e a g ra n d ju r y , o t h e r th an th e d a te s p e c ifie d o r the c it y in a crim in a l o r in th e s u b p o e n a , shall b e c e rt ifie d to b y the cle rk o t h e r case p e n d in g in a n y d is trict c o u r t . . . . , a n y ju v e n ile o r o t h e r a u th o riz e d o f f i c e r o f su ch c o u r t o r g ra n d c o u r t , o r a n y s u p e r io r c o u r t , o r b e f o r e a n y g ra n d ju r y ju r y . p ro c e e d in g s , o r in c o n fe r e n c e w it h a d is trict a t t o r n e y . . . . , o r at an y p re-trial c o n fe r e n c e o r a n y o t h e r rela ted h ea rin g o r p r o c e e d in g , o r w h o is re q u ir e d o r r e q u e s te d b y a n y 2. In an y m ilea g e case in w h ic h a w itn e ss fe e e x clu s iv e o f a llo w a n c e is p a y a b le , su ch fe e shall b e 25 c o lle c t e d by th e e m p lo y e e a n d re m itte d t o th e (9 5 ) R e g u la r fu ll-tim e e m p lo y e e s , w h o are m e m b e r s o f a n y m ilita ry reserve c o m p o n e n t , are e n t it le d t o leave o f F is c a l O ffic e r . a b s e n c e f o r s u ch tim e as th e y are in the m ilita ry se rv ice In municipal schools, employees could be excused from jury duty, presumably on the grounds that such em ployees serve the city more meaningfully while remain ing on regular duty: (6 5 ) S ch ool e m p lo y e e s m ay be excu sed fr o m ju r y o n fie ld tra in in g o r a ctiv e d u t y f o r p e rio d s n o t t o e x c e e d 3 0 d a y s p e r ca le n d a r y e a r. S u c h a leave m u st b e g ra n te d b y th e d e p a rtm e n t h e a d a fte r seein g o rd e rs f r o m p r o p e r m ilita ry a u th o ritie s . I f th e e m p l o y e e ’ s m ilita ry p a y is less th a n his regular p a y , h e m a y file a c e r t ific a t e t o th a t e f f e c t u p o n h is re tu rn , w it h c o p ie s o f m ilita ry o r d e r s a n d d u t y . I m m e d ia t e ly a fte r re ce iv in g a s u m m o n s , th e e m p a y v o u c h e r , a n d fo r w a r d it t o th e P a y r o ll O f f i c e t h r o u g h p l o y e e sh o u ld req u es t in s tr u c t io n s fr o m th e o f f i c e o f th e th e P e rs o n n e l D e p a r tm e n t , w h e r e u p o n h e w ill b e g iv e n a C le r k T rea su rer in o r d e r t o seek e x e m p t io n fr o m ju r y c h e c k fo r th e d iffe r e n c e . M ilita ry tra in in g leave d o e s n o t a p p ly t o s h o rt r e p e titiv e p e r io d s o f m ilita ry se rv ice . d u ty. Paid m ilitary leave. Employees who are members of the Call back pay. Two-fifths of the agreements guaranteed armed services reserve and who are called to active duty for emergencies or summer training were provided leave with pay in 40 percent of the agreements.8 The clauses differed in the amount and duration of pay and the certification required for pay eligibility. The following two provisions, granted full pay during temporary military service. The clauses, however, contained no stipulations on whether payments made by the military had to be turned over to the city: that an employee called back after the completion of his shift either would work or receive compensation for a stipulated number of hours. Most frequently, 3 or 4 hours were guaranteed, usually at overtime premium rates: (9 4 ) A n y e m p lo y e e w h o is a m e m b e r o f th e R eserv e F o r c e s o f th e U n ite d S ta tes o r o f th e S ta te o f N e w Y o r k an d who is o r d e r e d b y t h e a p p ro p r ia te a u th o ritie s t o a tte n d a tra in in g p ro g r a m , o r p e r fo r m o t h e r d u tie s u n d er (3 7 ) A n y e m p lo y e e c a lle d t o retu rn t o w o r k im m e d ia t e ly , o r b e f o r e t h e e m p lo y e e ’ s n e x t w o r k sh ift an d s u ch call is a fte r th e e m p lo y e e has le ft th e e m p lo y e r ’ s p re m ise s at th e e n d o f h is last s h ift sh a ll b e p a id f o r a m in im u m o f 4 h o u rs at th e rate o f o n e a n d o n e - h a lf tim e s h is regular rate, p r o v id e d h o w e v e r , th a t i f th e sam e e m p lo y e e is c a lle d b a c k m o r e th a n o n c e d u rin g th e sa m e b e t w e e n sh ift p e r io d h is t o t a l m in im u m gu a ra n te e f o r all su ch ca ll-b a ck s sh all n o t e x c e e d f o u r ( 4 ) h o u r s at tim e a n d o n e -h a lf. th e su p e rv isio n o f th e U n ite d S ta tes o r o f th e S ta te o f N e w Y o r k , shall b e g ra n ted a leave o f a b s e n ce w it h p a y f o r a p e r io d n o t t o e x c e e d 3 0 d a y s d u rin g su ch serv ice. (5 4 ) L ea v e o f a b s e n c e w it h p a y shall b e g ra n ted t o an e m p lo y e e w h o is a m e m b e r o f th e N a tio n a l G u a rd o r O rg a n iz e d R eserv e to fu lfill his a n nu al t o u r o f d u ty In the following provision, actual hours worked were paid for at time and one-half, but the guarantee extended only to 4 hours at straight time: (9 6 ) I f an e m p lo y e e is c a lle d b a c k t o w o r k a fte r having c o m p le t e d a fu ll d a y ’ s w o r k , h e sh all b e p a id at tim e an d re q u ir e m e n t. T h is leave p e r io d is n o r m a lly 2 w e e k s an d o n e - h a lf th e straight tim e h o u r ly shall n o t e x c e e d 17 d a y s . w o r k e d w ith th e m in im u m g u a ra n te e o f 4 h o u r s at th e Other provisions stated that the city would pay the difference between military and regular pay. By and large, provisions were limited to full-time employees as in the following examples, and required the employee to submit pay vouchers on his return so that the differential could be computed. The first explicitly guaranteed continued accumulation of vacation and sick leave credits: stra ig h t-tim e h o u r ly rate. The guarantee rate was only 3 hours at straight time for New York subway supervisors, but those recalled also received a paid meal allowance: (9 7 ) A regular (n o n p r o b a t io n a r y ) e m p l o y e e o f th e c ity w h o is t e m p o r a r ily c a lle d t o tra in in g ) sh all b e g ra n ted d u r a tio n of a ctiv e su ch a ctiv e d u t y (e .g . su m m e r a lea v e d u ty and of a b s e n ce shall b e I f an e m p lo y e e is re q u ire d t o r e p o r t b a c k f o r e m e r g e n c y w o r k a fte r b e in g relea sed u p o n th e c o m p le t io n o f h is regu la r t o u r o f d u t y , h e w ill b e p a id as f o l l o w s : I f h e shall h a ve b e e n o r d e r e d t o a n d d o e s r e p o r t in p e rs o n t o th e (7 4 ) rate o f p a y f o r tim e p la ce a llo w e d w h e re he is d ir e c t e d to r e p o r t , h e w ill b e 3 h o u r s ’ tim e at his regular rate o f p a y f o r so r e p o r tin g . f o r the p a id th e An e m p lo y e e e n g a ge d in e m e r g e n c y w o r k o u t s id e his d iffe r e n c e b e t w e e n h is regular p a y an d his serv ice p a y re g u la rly s c h e d u le d w o r k in g tim e w ill b e g iv e n a $ 3 m eal ( u p o n r e c e ip t o f a service p a y v o u c h e r ) f o r a p e r io d n o t t o a l l o w a n c e .. . . e x c e e d 31 d a y s in a n y ca le n d a r y e a r a n d , fu r t h e r , shall a c c u m u la te v a c a t io n an d sick leave w it h p a y c re d it d u rin g th e p e r io d o f su ch leave. “ L e a v es o f a b s e n c e f o r m ilita ry serv ice are d iscu sse d o n p. 2 9 . 26 R eportin g pay. Seventeen percent of the agreements provided for payments to city employees, who reported for work as scheduled only to find no work was available. Such provisions were designed to penalize city employers for improperly scheduling work and to compensate employees for the inconvenience of travel ing to work unnecessarily. In contrast to provisions in nongovernment contracts, city agreements generally made no provisions for waiver of the report pay requirement: (9 8 ) A ll e m p lo y e e s , e x c e p t p a rt-tim e p e r s o n n e l, w h o r e p o r t fo r w o r k at a regular assign ed tim e an d w h o are o f f i c i a l l y e x c u s e d a n d sen t h o m e d u e t o la ck o f w o r k o r in c le m e n t w e a th e r b e f o r e Only 5 percent of the agreements provided for meal periods on the city’s time. These clauses usually referred to special situations or circum stances, such as continuous operation or overtime, and applied to blue-collar workers, policemen, and firemen. For example, an employee working a minimum number of hours of overtime would be provided a paid meal period and another break if he continued to work for an additional period: Paid meal periods. c o m p le tin g 2 h o u r s o f w o r k , shall b e c re d ite d w it h 2 h o u r s p a y at th e ir stra ight tim e (3 7 ) A n e m p lo y e e w h o is r e q u ire d t o w o r k m o re than 2 h o u rs b e f o r e o r b e y o n d his regular sh ift shall b e a llo w e d rate. a 3 0 m in u te lu n ch p e r io d o n th e e m p lo y e r ’ s t im e , t o b e The employee could be required to remain available for work and to perform any work assigned to qualify for the guarantee: ta k e n not later th an th e e x p ir a t io n of su ch 2 hour o v e r tim e p e r io d . In th e e v e n t th e e m p lo y e e w o r k s fo r m o re than 4 h o u r s b e y o n d s u ch 2 h o u r o v e r tim e p e r io d , he shall re ce iv e an a d d itio n a l 3 0 m in u te lu n ch p e r io d o n (9 9 ) A n y regular o p e r a t o r w h o r e p o r ts fo r his regu larly assign ed run o r trick a n d w h o , th r o u g h n o fa u lt o f his o w n , is n o t u sed , sh all re ce iv e his regular d a y ’ s p a y , p ro v id e d h e h o ld s h im s e lf ava ila b le fo r a n d p e r fo r m s a n y o t h e r w o r k w h ic h h e m a y b e o r d e r e d t o p e r fo r m . (1 0 0 ) the e m p lo y e r ’ s tim e f o r e a ch a d d itio n a l 4 h o u r o v e r tim e in c r e m e n t. In th e ev en t a s u b s titu te te a ch e r re p o r ts t o a b u ild in g in a c c o r d a n c e w ith an a ssign m en t b y th e D iv isio n o f P e rs o n n e l, a n d th e services o f th e su b s titu te te a ch e r are u n n e ce ssa ry , a n d in the e v e n t th e s u b stitu te is w illin g t o m o v e t o an assign m en t in a n o th e r b u ild in g b u t n o s u ch assign m en t is a v a ila b le, th e su b s titu te te a ch e r shall b e p a id the su m e q u a l t o o n e -fo u r t h o f his d a ily rate. Where the nature of the operation required continuous attendance at the work place, then the worker received a paid lunch period, but he had to be prepared to respond to any need for his services: (1 0 4 ) E m p lo y e e s w h o m u st c o n t in u o u s ly m o n it o r th e ir d u t y sta tio n shall have a 1 /2 h o u r lu n ch p e r io d b u ilt in t o th eir 8 h o u r s h ift, a n d this lu n ch p e rio d shall b e sc h e d u le d as c lo s e t o the m id d le o f th e w o r k sh ift as p o s s ib le . It is u n d e r s t o o d th at su ch e m p lo y e e s are o n d u t y w h ile e a tin g a n d m a y ha ve t o r e s p o n d t o d u t y r e q u ir e m e n ts . W h e re th e Paid rest periods . Rest periods appeared in 19 percent n u m b e r o f e m p lo y e e s p e rm its , e f f o r t s w ill b e m a d e to of the agreements, but the practice formally or informal ly probably was more widespread than the data indicate. (See table 22.) Allowances in agreements usually involve blue-collar employees. Typically, clauses provide for rest periods of equal length, one before and one after lunch, midway through the shift: a llo w u n in te rr u p te d m ea l b re a k s. Length of paid lunch periods may vary according to working conditions: (4 0 ) T h e r e shall b e a 2 0 m in u te p a id lu n ch p e r io d fo r all p e rs o n n e l w h o are re q u ire d t o rem a in at th e ir w o r k sta tio n o r w o r k s ite d u rin g th e c o u r s e o f th e w o r k d a y . (1 0 1 ) A ll e m p lo y e e s shall h a ve a 15 m in u te c o f f e e S u c h p e rs o n n e l shall in c lu d e , b u t n o t lim ite d t o , o p e ra tin g b re a k in th e m o rn in g a n d a 15 m in u te c o f f e e b rea k in th e p e rs o n n e l in th e D iv isio n o f R e fu s e D is p o s a l, d isp a tch e rs afternoon. who S u ch coffee b rea k s shall b e p a id fo r b y th e e m p lo y e r . Clauses also may be added to prevent the abuse of breaks, for example, to extend lunch hours or for personal business: (1 0 2 ) A ll e m p lo y e e s ’ w o r k s ch e d u le s shall p r o v id e f o r a 15 m in u te rest p e r io d d u rin g e a c h o n e -h a lf s h ift. T h e rest p e rio d shall b e s c h e d u le d at th e m id d le o f e a c h o n e -h a lf sh ift w h e n e v e r th is is fe a s ib le . T h e rest p e r io d is in t e n d e d t o b e a recess t o b e p r e c e d e d a n d f o l l o w e d b y a w o r k p e rio d . C o n s e q u e n t ly , it m a y n o t b e u sed t o a llo w late arrival o r early d e p a rtu re o r t o e x te n d the lu n ch p e r io d . (1 0 3 ) A ll e m p lo y e e s shall b e e n title d t o o n e 15 m in u te rest p e rio d d u rin g e v e ry 4 h o u rs w o r k ; th e rest p e r io d w ill b e ta k en o r d in a r ily d u rin g the s e c o n d o r th ird h o u r o f can n ot lea v e th e ir w ork sta tio n s , 2 4 -h o u r sh ift o p e r a tio n s , e t c . N o paid lu n ch p e rio d shall b e lo n g e r than 2 0 m in u te s e x c e p t that in th e D iv is io n o f C o n s t r u c t io n , M a in te n a n ce a n d R e p a ir o f S treets a n d in th e D iv isio n o f S e w a g e T r e a tm e n t , b e ca u s e o f sp e cia l w o r k in g c o n d it io n s , th e p a id lu n ch p e r io d shall b e 3 0 m in u te s. Washup, cleanup. Washup, cleanup provisions were found in only 9 percent of the agreements studied, again predominantly among blue-collar workers, as might be expected, since basically this provision is job-related. For this study, clauses were defined to include matters such as putting away tools or equipment as well as prepara tory time at the beginning of the day: (1 9 ) A ll o p e r a to r s w ill b e a llo w e d 10 m in u te s p re p a ra e a ch 4 h o u r p e r io d . E m p lo y e e s shall n o t c o n d u c t p erson a l t o r y tim e f o r th e p u r p o s e o f g e ttin g e q u ip m e n t re a d y fo r b u sin ess d u rin g the w o r k d a y w it h o u t p e rm is s io n . p u llin g o u t. O p e ra to r s w ill b e a llo w e d 5 m in u te s f o r 27 sto rin g e q u ip m e n t a fter c o m p le t io n o f th eir assign m en ts (1 0 5 ) o r w o r k runs at D iv isio n p o in ts o r o u t s id e lo c a t io n s . on E very e m p lo y e e c o v e r e d b y th is a g re e m e n t w h o Ju ne l e m p lo y e r P re p a ra tory tim e and s i g n o f f tim e shall b e c o n s id e r e d as v a c a tio n w o rk tim e an d m a d e a part o f t h e w o r k ru n . An e m p lo y e e of th e Shops and E q u ip m e n t D e p a r tm e n t, G arage D iv isio n o r S h o p D iv is io n , shall b e a llo w e d 10 m in u te s w it h pay to w a sh a n d d ress im m e d ia te ly p rio r t o th e c o m p le t io n o f th e d a y ’ s w o r k . (6 6 ) P lu m b ers an d p a in ters a n d o t h e r e m p lo y e e s w h e n n e cessa ry shall b e given 15 m in u te s in th e a f t e r n o o n t o cle a n u p b e f o r e leaving at the e n d o f th e w o r k d a y . Several agreements required the city to provide neces sary facilities: (5 7 ) a ctu a lly 30 w eeks e lig ib ility w orked in th e fo r th e m u n ic ip a l aggrega te d u rin g y e a r shall b e g ra n te d 2 th e w eeks of v a c a t io n leave. . . . ... More typically, provisions dealt with washing up and clothes changing, some of which provided for such time only at the end of the day. Time allowed usually varied from 10 to 15 minutes: (3 6 ) has fo r E m p lo y e e s shall b e g ra n te d a 15 m in u te p e rs o n a l cle a n u p p e r io d p rio r t o th e e n d o f ea ch w o r k s h ift. F or serv ice th e p u r p o s e o f d e te r m in in g v a c a t io n l e a v e . . . w ith th e C o m m o n w e a lt h o f M a ssa ch u se tts, th e c ity o f B o s t o n , o r th e c o u n t y o f S u f f o l k shall b e in c lu d e d in c o m p u t in g le n g th o f se rv ice . As for scheduling vacations, clauses stipulated that time off would be distributed without impairing operational efficiency. Within this limit, vacations could be selected by employees, usually on a seniority basis. However, the kind of seniority may differ for different groups of employees, and may be modified by location of work, shifts, and desirability for vacations during warm weather months: (7 ) V a c a t io n p e r io d s shall e x t e n d o v e r th e e n tire y e a r and shall b e s c h e d u le d in su ch a m a n n e r th a t in th e ju d g m e n t o f (t h e e m p lo y e r ) s u ch v a c a tio n p e rio d s w ill n o t in te r fe r e w ith th e d e m a n d s f o r s e r v i c e .. . . W o rk sc h e d u le s shall b e a rra n g ed s o e m p lo y e e s m a y tak e a d van tage of this p r o v is io n , th e e m p lo y e r sh all m a k e availa ble th e r e q u ire d fa cilitie s a n d su p p lies. T h e s e le c tio n f o r v a c a tio n p e r io d s f o r o p e r a to r s [tra n s p o r t a t io n ] sh all b e in a c c o r d a n c e w it h s e n io rit y . [T h e e m p lo y e r ] w ill p o s t a list b y O c t o b e r 1 5 th s h o w in g th e In some cases, the amount of time was not given, but employees were granted a “reasonable” time. The following provision also permitted washup at the end of both halves of the shift: n a m e s o f o p e r a to r s a c c o r d in g t o th e ir s e n io r it y sta n d in g (2 9 ) d a y s , w ith o n e s h o p stew a rd en g a gin g in th e p ic k . T h e e m p lo y e r w ill p r o v id e a rea son a b le a m o u n t o f tim e , c o n s is te n t w ith th e n a tu re o f th e w o r k p e r fo r m e d , f o r e m p lo y e e s t o clea n u p p r io r t o lu n ch an d at th e e n d o f the w o r k d a y s . a n d s p e c if ic tim e f o r e a c h o p e r a t o r t o m a k e his s e le c tio n . S uch s e le c tio n N ovem ber sh all p rio r to b e g in th e on th e ca le n d a r first year in M onday w h ic h in the v a c a t io n is t o b e ta k e n , an d shall b e c o m p le t e d w ith in 6 W ith r e s p e ct t o n o n o p e r a t in g e m p lo y e e s , the s e le c tio n o f v a c a tio n p e r io d s s e n io rit y by shall b e lo c a t io n s b y in a c c o r d a n c e w it h D iv isio n sh ifts . [T h e e m p lo y e r ] shall d e te r m in e th e n u m b e r o f e m p lo y e e s an d c la s s ific a tio n s Vacations. A surprising 70 percent of the agreements ^ referred to paid vacations, another fringe benefit normally covered in personnel regulations. (See table 23.) Plans typically were graduated and increased annually as length of service increased. Of the agreements specifying maximum lengths of vacation, 81 percent were for 4 weeks or longer; 5 weeks was the most common. Vacation provisions are usually lengthy and involve a number of issues such as length of service, annual work requirements, scheduling, and the effect of termination, retirement, and military service on vacations. The length of service determines the number of weeks’ vacation for a given year. Although length of continuous service usually is defined as work with one employer, the following plan permitted service with different govern mental units. The same plan required city employees to work 30 weeks in the year to obtain the minimum 2 weeks’ vacation. Other plans may set the vacation eligibility in hours or days worked in the year: 28 fo r any v a c a tio n p e r io d a lth o u g h v a ca tio n s w ill be s c h e d u le d o v e r th e e n tire ca le n d a r y e a r , th e y w ill b e set up f o r p ick so th a t a n y o n e in the n o n o p e r a t in g d e p a rtm e n t c o u ld p ic k a v a c a tio n in M a y , J u n e , J u ly , A u g u st o r S e p te m b e r as h e s o d esire s. . . . (1 0 6 ) A rra n g e m e n ts f o r v a ca tio n s m ust b e m a d e w ith regard t o th e n e ce s s ity o f c o n t in u o u s w o r k in g c o n d it io n s in order th a t, in the ju d g m e n t of th e a u th o r it y , a s u ffic ie n t n u m b e r o f e m p lo y e e s w ill b e availa ble at all tim e s t o c o v e r th e va riou s classes o f w o r k . V a c a t io n s shall b e p ic k e d a c c o r d in g t o an e m p l o y e e ’ s se n io rity w ith in th e s e c tio n h e is e m p lo y e d . Vacations also were granted to part-time workers, usually pro-rated according to the number of hours, days, or weeks a year that they worked. City employees who left employment usually received the vacation which they had earned until the time of their departure. The estate of a deceased worker typically received the employee’s earned vacation pay. Workers discharged for cause generally lost earned vacation: (1 0 7 ) V a c a t io n s f o r p a r t-tim e b u ild in g serv ice h elp ers ‘ 'In ju r e d o n D u ty ” status o n th e d a te o f th e o b se rv e d h o lid a y shall n o t re ce iv e h o lid a y p a y . are g ra n ted o n the b a sis o f t o ta l h o u rs w o r k e d , in c lu d in g p a id s ick t im e , d u rin g th e 12 m o n t h p e r io d e n d in g w ith pay p e r io d num ber 10 of ea ch y e a r. A n a d d itio n a l a llo w a n c e is g ra n ted a fte r 1 0 and 2 0 years o f s e r v i c e .. . . A n y e m p lo y e e , w h o leaves th e service d u e t o r e sig n a tio n , re tir e m e n t, l a y o f f o r d e a th o r w h o ta k es m ilita ry lea v e, w ill be p a id fo r ea rn ed v a c a t io n tim e th a t has If the holiday was worked, the employee was paid a premium, and if the holiday fell on a day off or during vacation, an extra day’s pay was provided: ac c u m u la te d . D isch a rg ed e m p lo y e e s are n o t e n t it le d t o p a y (7 1 ) I f a h o lid a y as e sta b lish e d in th is c o n t r a c t falls d u rin g an e m p l o y e e ’ s v a c a tio n t im e , th e e m p lo y e e w ill be f o r a c c u m u la t e d v a c a tio n tim e . p a id d o u b le tim e fo r th e h o lid a y . Holidays. Provisions specifying the number of paid holidays appeared in as many agreements as vacation. (See table 24.) The number of paid holidays in city contracts varied greatly, but more than half of the agreements provided for 10 paid holidays or more. Regional variations were apparent. Although most agree ments in the Pacific and East North Central States provided for 8 holidays or more, those in the East Coast were more liberal. Contracts in the Middle Atlantic States provided for 11 holidays or more, and in New England, where local holidays such as Bunker Hill Day and Evacuation Day are also celebrated, 12 or more. Some agreements also provided for days off on an employee’s birthday and on his employment anniversary date. In addition, holiday provisions usually established the number and designation of holidays, eligibility for pay, and premiums for work. Qualifications for holiday pay were determined by length of service, usually minimal, and days worked before and after the holiday. All of the qualifications had to be met for holiday allowances to be received. However, work qualifications which often could be waived under mitigating circumstances were adhered to rigidly when absence from work was the employee’s fault: (1 0 8 ) To q u a lify fo r h o lid a y pay, c it y f o r a p e r io d o f 3 0 ca le n d a r d a y s , an d ha ve w o r k e d th eir n o r m a l w o r k d a y b e f o r e a n d th eir n o r m a l w o r k d a y f o l l o w in g t h e h o lid a y , un less s u ch fa ilu re t o w o r k is cau sed b y o n e o f th e fo llo w in g re a so n s: P ers on a l illn ess or illness in th e im m e d ia te fa m ily b. J u ry d u t y c. S ervin g m ilita ry r e q u ire m e n ts 8 h o u rs straight tim e . S h o u ld an e m p lo y e e b e re q u ir e d t o w o r k o n a h o lid a y as e sta b lish e d in th is c o n t r a c t , said e m p lo y e e shall b e p aid d o u b le tim e fo r all h o u rs w ork ed w ith a m in im u m g u a ra n tee o f 8 h o u rs. As an alternative, the city could provide another day off, often within given time limits. Occasionally, a contract stipulated that injured employees would receive pay for the day even though compensated by insured benefits: (9 ) I f an e m p lo y e e , w h o is e lig ib le fo r p aid h o lid a y as set fo r t h a b o v e , is a b se n t f r o m w o r k b e c a u s e o f illness o r in ju ry an d is c u r r e n tly re ce iv in g a c c id e n t and sick n e ss in s u ra n ce b e n e fit s ------- o r w o r k m e n s c o m p e n s a t i o n .. . . th e e m p lo y e e is e n t it le d t o h o lid a y p a y f o r a p p lic a b le h o lid a y s , w it h o u t d im in u t io n o f h is a c c id e n t an d sick n ess o r w o r k m e n ’ s c o m p e n s a t io n b e n e fits . Unpaid leave provisions Leave of absence provisions, which allow an em ployee to be absent and still retain his job rights, were found in three-fourths of the agreements and were divided about equally among the various kinds of leave specified. (See table 25.) e m p lo y e e s c o v e r e d b y th is a g re e m e n t m u st have b e e n o n th e p a y r o ll a. I f a h o lid a y as e sta b lish e d in this c o n t r a c t fa lls d u rin g an e m p l o y e e ’ s regular d a y o f f , th e e m p lo y e e w ill b e p a id fo r d . D e a th in t h e im m e d ia t e fa m ily e. L a id o f f w it h in 1 w e e k p r io r t o th e h o lid a y f. L ea v e w it h p a y , in c lu d in g v a c a tio n leave M ilitary leave. Leave for regular military service was included in more than two-fifths of the agreements. Typically, these clauses provided for a leave of absence, in effect a guarantee of reemployment and a guarantee of various employee rights. Clauses could widen the definition of military leave to include nonmilitary services of conscientious objectors, as in the following clause, protecting seniority and automatic progression up the salary schedule: (1 0 9 ) M ilita ry leaves o f a b s e n ce w it h o u t p a y w ill b e g ra n te d t o a p e rm a n e n t te a c h e r in d u c t e d in t o th e A r m e d (9 0 ) E m p lo y e e s w h o are a b sen t w it h o u t leave o n the w o r k d a y im m e d ia te ly p r e c e d in g o r fo llo w in g th e o b s e r v e d h o lid a y , shall n o t b e e n t it le d t o h o lid a y p a y o r o th e r F o r c e s f o r the r e q u ir e d le n g th o f se rv ice , a c c o r d in g t o the te rm s o f th e S e le c tiv e S e rv ice an d T ra in in g A c t o f 1 9 4 0 a n d su b s e q u e n t a m e n d m e n ts b y C o n g re ss. p ro v is io n s o f this a rticle . A n y su sp e n sio n m a d e u n d e r th e p ro v is io n s o f this a g re e m e n t sh all b e tre a te d as a b se n ce A te a ch e r w ill b e e lig ib le f o r m ilita ry leave o f a b se n ce i f w it h o u t leave u n d er th is s e c t io n . A n y e m p lo y e e w h o is o n o r d e r e d t o r e p o r t f o r civilia n w o r k in th e N a tio n a l in terest 29 u n d e r th e cu rren t p ro v is io n o f th e S e le c tiv e S ervice and T ra in in g A c t a p p ly in g t o c o n s c ie n t io u s o b je c t o r s . U p o n retu rn t o the s c h o o l s y s t e m , s u ch in d u c t e d tea ch er w ill b e p la c e d o n a ste p o f th e sala ry sca le as i f h e had n e v e r le ft. The tea ch er retu rn in g fr o m m ilita ry service w ill be re in sta ted a n d w ill reta in s e n io r it y as i f h e h a d n ev er le ft . The right to reemployment to an old job or an equivalent one could be limited by the employee’s physical condition. The contract also could restrict reemployment to those honorably discharged: (1 1 0 ) Any p e rm a n e n t fu ll-tim e e m p lo y e e w h o shall the status of the employee when he returned to work. Although the following clauses were silent on the subject, it could be the practice that when maximum leave was reached, the leave might be renewed for an additional period, once both parties reviewed the sit uation. The first provided for seniority to be ac cumulated during the leave period; and the second assured no loss in salary progression: (1 1 3 ) M e m b e rs of th e u n io n e le c te d to lo c a l u n io n p o s itio n s o r s e le c te d b y th e u n io n t o d o w o r k w h ic h takes t h e m f r o m th eir e m p lo y m e n t sh all, at th e w r itt e n requ est o f the u n io n , re ce iv e leaves o f a b se n ce f o r p e rio d s n o t to e x c e e d 2 y e a rs o r th e te rm o f o f f i c e , w h ic h e v e r m a y b e e n te r the a rm ed fo r c e s o f th e c o u n t r y w h ile a state o f w ar s h o rte r , a n d u p o n o r th e r e q u ire m e n t o f c o m p u ls o r y m ilita ry service e x ists w o r k w it h a c c u m u la te d s e n io r it y . E m p lo y e e s w ill o b ta in w ill fo r m e r p o s it io n o r o n e o f an leave re n e w a l f r o m p re s e n ta tio n c it y . be r e s to r e d e q u iv a le n t status d isch a rg e. . . . to his upon w it h in 90 days fr o m of th e a n h o n o r a b le d a te of th e d isch a rg e. to The r e e m p lo y e d at th e c ity o n fo r m s p r o v id e d b y th e B o a rd agrees th a t up to th re e te a ch e rs d e s ig n a te d b y th e a s s o cia tio n w ill u p o n re q u e st b e g ra n te d R e in s ta te m e n t s u b je c t (1 1 4 ) th e ir retu rn shall b e th e fr o m m ilita ry lea v e o f a b s e n c e shall b e a b ility to pass the r e q u ire d p h y s ic a l a leave o f a b s e n c e f o r u p t o 2 y e a rs, w it h o u t p a y , f o r th e p u r p o s e o f en g a gin g in a s s o cia tio n ( l o c a l , sta te , n a tio n a l) a ctiv itie s . U p o n re tu rn f r o m su ch le a v e , a te a c h e r w ill b e e x a m in a t io n . c o n s id e r e d as i f h e w e r e a c t iv e ly e m p lo y e d b y th e B o a rd By reference, the law on military reemployment could be incorporated into the contract; the city also could guarantee retirement credits: (1 1 1 ) A n e m p lo y e e shall b e g ra n ted an e x t e n d e d leave o f a b s e n c e w it h o u t p a y f o r m ilita ry d u t y in a c c o r d a n c e d u rin g th e leave a n d w ill b e p la c e d o n th e salary sc h e d u le at th e le v e l h e w o u ld have a ch ie v e d i f h e h a d n o t b e e n a b se n t. Even short-term leaves for union business included safeguards of employee status: w it h la w an d a fte r d isch a rg e shall b e re sto r e d t o e m p l o y m e n t w ith th e c it y , u p o n r e q u e s t, in a c c o r d a n c e w ith (1 1 5 ) A t th e re q u e s t o f th e u n io n , a leave o f a b s e n c e w it h o u t p a y shall b e g ra n te d t o a n y cla ssifie d e m p lo y e e la w .. . . w h o is a m e m b e r o f th e u n io n t o a tte n d a c o n v e n t io n o r E m p lo y e e s on m ilita ry leave w h o th e r e a fte r retu rn t o e m p lo y m e n t w it h th e c it y shall re ce iv e re tire m e n t cred it f o r all tim e sp e n t in a ctiv e m ilita ry s e rv ice . Similarly, length of service could include time spent on military leave. The following clause also provided pay for the first 30 days of military service: (1 1 2 ) o t h e r sim ilar f u n c t io n s o f sh o rt d u r a tio n (s u b je c t t o the a p p ro v a l of th e a p p o in t in g a u th o r it y an d th e C om m is s io n ). S u c h leave o f a b s e n c e w ill n o t a f f e c t h is sick lea v e a n d v a c a t io n lea v e a cc ru a ls , an n iversary d a te fo r in cre a se s; s e n io rity d a te s ; n o r w ill it c o n s t itu te a b re a k in se rv ice fo r c o m p u t in g service c re d its f o r C iv il S ervice e x a m in a tio n s . B ilin gu a l tea ch ers o n regular a p p o in t m e n t w h o e n te r th e m ilita ry serv ice shall b e o n leave o f a b s e n c e w it h p a y d u rin g th e first 30 d a y s o f s u ch serv ice un less th e B o a r d is o th e r w is e re q u ire d t o m a k e p a y m e n t o f salary d u rin g su ch m ilita ry serv ice. In d e te r m in in g le n g th o f serv ice f o r a n y p u r p o s e o f this Agreements providing for refusal of requests for leaves of absence were rare. In the following provision, written justification of any disapproval had to be given to the union. Conceivably, the decision could be processed under the grievance procedure: a g r e e m e n t, c o n t in u it y o f serv ice shall n o t b e d e e m e d t o b e in te r ru p te d b y a b s e n ce d e te r m in e d t o b e d u e t o illn ess, a c c id e n t o r in ju r y s u ffe r e d in th e lin e o f d u t y o r b y tim e sp e n t in m ilita ry se rv ice , th e P ea ce C o r p s o r V I S T A . (1 1 6 ) The e m p lo y e r r e co g n iz e s that th e u n io n m ay d e sig n a te e m p lo y e e m e m b e r s , e le c te d o r a p p o in t e d , t o a u n io n o f f i c e o r t o b e d e le g a te t o a u n io n fu n c t io n an d agrees th a t, u p o n r e q u e s t, th e e m p lo y e e w ill b e g ra n ted an nu al leave o r leave w it h o u t p a y fo r th e p e r io d o f tim e Union business . About the same number of contracts referred to leave for union business as for military leave. Clauses typically defined the length of the leave period (long-term for employees assuming a union office and short-term employees going to a union convention or training institute), the number of employees eligible, and 30 re q u ire d to be aw ay fr o m his j o b t o a ct as a u n io n re p re se n ta tiv e , o r t o a tte n d u n io n c o n v e n t io n s o r ca u cu se s or to a tte n d sp on sored a tra in in g u n io n -s p o n s o r e d cou rse. Su ch and fo r e m p lo y e r re q u e s ts w ill b e s u b m itte d as far in a d v a n ce as p o s s ib le , b u t in n o case less than 5 w o r k in g d a y s p rio r t o th e d a y leave is t o b e g in . I f leave is r e fu s e d , it shall b e b y th e p e rs o n a l d e c is io n o f th e b ra n ch c h ie f, th e u n io n w ill b e n o t ifie d o f su ch leave d isa p p rov a l in w ritin g t o g e th e r w ith n o t ific a t io n th e r e fo r . T e a c h e r s shall b e e n title d t o t w o p e rso n a l bu sin ess d a y s p er y e a r w it h o u t lo ss o f p a y .* * T h e p e rs o n a l bu sin ess d a y s shall n o t b e c u m u la tiv e . Personal leave. Leaves o f absence for personal reasons were found in 38 percent o f the agreements. (See table 25.) These open ended provisions were defined vaguely, which provided leeway to the city in granting leave and to the employees in seeking leave. Such provisions ranged from simple declarations, as in the first illustra tion, which had no reference to the length o f leave to lengthier statements o f short-term leave, setting forth * U n u se d O n e w h o re q u e sts a p e rs o n a l b u sin e ss d a y shall su b m it his re q u e s t, o n th e f o r m p r e s c r ib e d , t o th e p rin cip a l in tim e t o a llo w th e re q u e s t t o re a ch th e O f f i c e o f th e S u p e r in te n d e n t o f S c h o o ls 3 d a y s p rio r t o th e d a y o f lea v e. N o r m a lly , re a so n s w h ic h w ill ju s t if y th e w r itte n re q u e st w ill b e s u ch as: reasons for which it would be granted: (1 1 7 ) p e rs o n a l b u sin e ss d a y s shall b e tra n sferred to s ic k leave b a n k . A . M arriage of th e B . G r a d u a t io n o f a s o n o r d a u g h te r. leave o f a b se n ce fo r g o o d ca u s e . . . . C . P a r tic ip a tio n (4 0 ) A ft e r th e re a fte r 1 y ea r o f c o n t in u o u s se r v ice , a n d y e a r ly fr o m th e d a te of te a ch e r o r o f an im m e d ia te rela tive o f th e te a c h e r . A ll e m p lo y e s shall b e e n t it le d t o a re a so n a b le e m p lo y m e n t , in a g r a d u a tio n or a c c e p t in g a degree. fu ll-tim e D . S e rio u s illness at h o m e . e m p lo y e e s m a y b e g ra n ted p e rs o n a l le a v e , n o t t o e x c e e d a E . A tt e n d a n c e at a p r o fe s s io n a l m e e tin g . to ta l o f 3 d a y s in an y o n e y e a r , f o r a n y o f th e fo llo w in g F . P r o p e r t y c lo s in g s , sales, e t c . reason s: In th e case o f a p e rs o n a l e m e r g e n c y , su ch as a tte n d a n c e at R e lig io u s o b s e r v a n ce . . . P ers on a l, legal, m atters of an b u sin e ss , a fu n e ra l n o t c o v e r e d b y th e ru les, th e re q u ir e m e n t o f a h o u s e h o ld em erg en cy n a tu re , or not fa m ily covered p r io r w r itt e n re q u e s t w ill be w a iv e d by th e S u p e r in te n d e n t o f S c h o o ls . e ls e w h e re in th e s e re g u la tio n s , p r o v id e d t h e e m p lo y e e states th e s p e c if ic rea son f o r th e req u est an d s u ch is a p p r o v e d b y th e B u reau H ea d a n d th e D ir e c t o r o f P e rs o n n e l. M aternity leave. O f the contracts studied, 37 percent referred to maternity leave; such agreements were numerous especially in educational institutions. Clauses typically stipulated the duration o f leave, which varied Teacher agreements granting personal leaves o f absence tended to be more detailed, cover conditions under greatly, particularly in terms o f the em ployee’s physical which leave might be granted, apply time limits, bases for refusal o f leave, and rules to be observed by em ployee’ s status on employees on leave: absence on seniority or salary, provisions com m only (1 1 8 ) A n y te a ch e r w h o so req u es ts m a y b e g ra n ted p e rs on a l a b s e n ce o f a re a so n a b le n a tu re b y th e S u p e r in te n d e n t w it h o u t p a y , p ro v id in g th a t a d e q u a te p ro v is io n s have b e e n m a d e t o assure th e c o n t in u it y o f th e in s tr u c tio n a l p ro g ra m . R e q u e s t f o r p e rs o n a l a b s e n ce shall b e condition. As a rule, clauses did not refer to the return, such as the effect o f connected with other leaves. Usually, negotiated maternity leave clauses contained administrative details: advance notice o f leaving and returning and require ments for medical certificates or examinations before and after: m a d e in w ritin g at least 14 ca len d a r d a y s in a d v a n ce o f th e e ffe c t iv e s itu a tio n s . d a te If th e of th e lea v e, e x c e p t S u p e r in te n d e n t is in e m e r g e n c y c o n s id e r in g (1 2 0 ) A m arried fe m a le e m p lo y e e who becom es not p re g n a n t an d w h o w ish e s t o retu rn t o w o r k a fte r d e liv e r y a p p ro v in g th e a b s e n c e , h e shall c o n s id e r , p rio r t o ta k in g shall d iscu ss h e r s itu a tio n w ith h er su p e rv iso r n o later a p p ro p r ia te a c t io n , th e fo llo w in g : th a n th e e n d o f th e 4 t h m o n t h o f p re g n a n c y an d shall 1. T h e in d iv id u a l r e q u e s t o f th e te a ch e r. fu rn ish a m e d ic a l c e r t ific a t e s h o w in g e x p e c t e d d a te o f 2. T h e p rio r r e c o r d o f th e te a ch e r. c o n fin e m e n t . W h e th e r o r n o t t o gra n t a leave o f a b s e n ce 3. U n u su a l circ u m s ta n ce s . f o r p re g n a n c y is at th e d is c r e t io n o f th e d e p a rtm e n t h e a d . 4. T h e fa c t that sim ilar a b s e n c e req u ests m a y o r I f g r a n te d , it m u st b e w it h o u t p a y . I f a leave is g ra n te d m a y n o t b e a p p r o v e d in th e fu tu re . th e a g e n cy h e a d m a y req u est that th e v a c a n c y b e fille d o n 5. P rior d is a p p r o v a l o f th e re q u e s t. a t e m p o r a r y b a sis an d th a t te m p o r a r y p r o m o t io n b e m a d e d u rin g (1 1 9 ) L eave o f a b s e n c e f o r p e rs o n a l b u sin e ss m a y b e g ra n ted b y th e B o a rd o f E d u c a t io n f o r s u ch p e r io d s as th e B o a rd m ay d e c id e , said p e r io d n o t t o e x c e e d th e p e r io d o f le a v e . W h e th e r o r n o t a leave is g r a n te d , th e p re g n a n t e m p lo y e e m u st leave th e serv ice at 2 m o n t h s b e f o r e th e e x p e c t e d d a te o f c o n fin e m e n t . 1 y ea r. s u ch leave m a y req u est e x t e n s io n o f su ch R e tu r n t o d u t y c a n n o t b e w ith in 6 w e e k s o f d e liv e ry and leave f o r g o o d a n d v alid ca u se. T h o s e t o w h o m su ch leave m u st b e a c c o m p a n ie d b y a sta te m e n t o f h er a tte n d in g T e a ch e rs o n is g ra n ted shall s u ffe r lo s s o f fu ll p a y a n d m u st sta te, in p h y s ic ia n a n d c o n c u r r e n c e o f a c it y p h y s ic ia n . T h e a g e n cy w ritin g , th a t h e a d m a y re q u ire a d v a n ce n o t ic e o f h e r re tu rn , n o t t o t h e y w ill n o t a c c e p t a n o th e r p o s it io n as a d m in istra to r, su p erv isor o r t e a c h e r d u rin g that p e r io d . e x ceed 30 days. 31 (1 2 1 ) A fu ll-tim e , p erm a n en t e m p lo y e e w it h e x t e n s io n o f s u ch leave m a y b e g ra n te d f o r a p e r io d n o t a m in im u m o f 1 y ea r o f c o n t in u o u s serv ice m a y b e g ra n te d to exceed u p o n a p p lic a t io n t o th e a p p o in t in g a u th o r it y , a m a te r n ity in te n d e n t is a u th o r iz e d t o a d ju st th e d a te o f retu rn fr o m 1 y e a r. In th e case o f a te a c h e r , t h e S u p e r leave o f a b se n ce w it h o u t p a y an d w it h o u t loss o f se n io rity su ch lea v e t o fo r a p e r io d u p t o 6 m o n t h s b e g in n in g n o earlier than th e te rm . In all cases w h e re a lea v e t o care f o r an a d o p t e d has c o in c id e w it h th e b e g in n in g o f a s c h o o l e n d o f the 5 th m o n th an d n o later than th e e n d o f th e 7 t h ch ild m o n t h o f p re g n a n cy a n d e n d in g n o later th an 4 m o n th s S u p e r in te n d e n t been g ra n te d , e m p lo y e e s a fte r b ir th . In n o e v e n t sh all m a te r n ity leave e x c e e d 6 t e r m in a tio n o f s u ch le a v e , o f th e ir in t e n t io n t o re tu rn , m o n th s . resign o r t o a p p ly f o r an e x t e n s io n o f lea v e. in w r itin g , at least shall n o tify 1 m on th th e p r io r t o S u ch a p p lic a t io n m u st b e m a d e at least 3 0 d a y s p r io r t o E ducation. O f all the types analyzed, leave for educa th e d a te su ch leave is t o b e c o m e e ff e c t iv e . T h e c o m p a n y tion was the least prevalent. (See table 25.) As a rule, the m ust b e n o t ifie d at least 3 0 d a y s p r io r t o th e d a te o f th e proposed program had to be jo b related, beneficial to e m p l o y e e ’ s in t e n d e d r e s u m p tio n o f a c tiv e e m p lo y m e n t . the city, and approved by relatively high levels o f the Maternity leave could extend to adopted children, could agency or city hierarchy. The maximum length o f be renewed, or could be lengthened or shortened to coincide with the school year: absence was at times left vague: (1 2 2 ) A m a te r n ity leave shall be g ra n te d upon (6 7 ) P e rm a n e n t fu ll-tim e e m p lo y e e s sh all b e e lig ib le t o re ce iv e a lea v e o f a b s e n ce w h ic h d o e s n o t e x c e e d 1 fu ll a p h y s ic ia n ’ s c e r t ific a t io n o f p r e g n a n c y . F o r e a c h case o f year m a te r n ity , an e m p lo y e e shall b e re q u ir e d t o tak e a lea v e e d u c a t io n a l lea v es o f a b s e n ce w it h o u t p a y , c o m m e n c in g n o t la ter th a n t h e m e n d a t io n o f t h e D e p a r tm e n t H e a d an d w it h th e a p p ro v a l e n d o f th e 6th m o n t h o f p r e g n a n c y . S u c h lea v e shall n o t o f th e D iv is io n D ir e c t o r . e x c e e d 18 m o n t h s f o r a n y o n e case o f m a te r n ity . fo r (3 ) A th e p urpose of s h o u ld fu rth e rin g be e d u c a t io n . Su ch d e te r m in e d u p o n r e c o m lea v e o f a b s e n c e w it h o r w it h o u t p a y m a y b e A w o m a n e m p lo y e e w h o a d o p ts a c h ild m a y b e g ra n ted a o b t a in e d as an e d u c a t io n a l lea v e s u b je c t t o th e a p p ro v a l leave w it h o u t p a y fo r u p t o 18 m o n th s . o f t h e F ire C o m m is s io n e r an d w r itt e n a p p ro v a l o f th e C ity (2 6 ) A s s o o n as a n y e m p l o y e e w h o is a m a rried w o m a n shall b e c o m e a w a re o f h er p r e g n a n c y , she shall n o t i f y th e su p e r in te n d e n t im m e d ia t e ly an d sh all a p p ly fo r re ce iv e a leave o f a b s e n c e w it h o u t p a y t o b e e ffe c t iv e p re g n a n c y a n d e x te n d in g f o r a p e r io d o f 1 y e a r fr o m th e o f b ir th . U pon a p p lic a t io n of th e e m p lo y e e , an e x te n s io n o f su ch leave m a y b e g ra n te d f o r a p e r io d n o t e x c e e d 2 y ea rs. A n e m p lo y e e o n m a te r n ity leave w h o m a y d esire t o retu rn t o serv ice p r io r t o n o r m a l e x p ir a t io n o f Some contracts stipulated that seniority would not accrue during absence, or that salary progress would continue as though the employee had remained on the payroll: (1 2 3 ) A leave o f a b s e n c e w it h o u t p a y o f u p t o 2 years d u r a t io n m a y b e g ra n te d t o a n y te a c h e r u p o n a p p lic a t io n fo r c o n s id e r a tio n o f th e S u p e r in te n d e n t, req u es tin g s u ch an a c c r e d it e d earlier d a te . Su ch a r e q u e s t is t o is f o r th e p u r p o s e o f a cq u irin g u se fu ln e ss o f t h e e m p lo y e e t o th e F ire D e p a r tm e n t. her m a te rn ity leave m a y s u b m it a w r itt e n r e q u e s t f o r th e t e rm in a tio n su ch an d b e g in n in g n o t la ter th a n th e e n d o f th e 5 t h m o n t h o f d a te M an a ger i f e d u c a t io n a l tra in in g w h ic h w ill in cre a se th e e f f i c i e n c y an d th e p urpose o f en g a gin g in fu ll-tim e s tu d y at an c o lle g e o r u n iv e rsity w h ic h is re la te d t o his b e ac p r o fe s s io n a l re s p o n s ib ilitie s . U p o n retu rn f r o m su ch le a v e , c o m p a n ie d b y a s u p p o r tin g s ta te m e n t fr o m h er p h y s icia n a t e a c h e r w h o sh all h a v e s u cc e s s fu lly c o m p le t e d th e w o r k in d ic a tin g that th e in d iv id u a l is p h y s ic a lly a b le t o resu m e f o r w h ic h th e lea v e is g iv e n shall b e p la c e d at th e sam e her regular d u tie s. In a n y ca se, w h e r e a m a te r n ity leave p o s it io n o n t h e salary s c h e d u le as h e w o u ld h a v e b e e n h a d has b e e n g r a n te d , th e e m p l o y e e sh all n o t i f y th e S u p e r h e ta u g h t in t h e s y s te m d u rin g su ch a p e r io d . in te n d e n t in w ritin g at least 1 m o n t h p r io r t o te rm in a tio n o f s u ch lea v e, o f h e r in t e n t io n t o r e tu rn , resign o r t o a p p ly fo r an e x te n s io n o f th e lea v e. In th e case o f a te a c h e r , th e S u p e r in te n d e n t is a u th o r iz e d t o a d ju st th e d a te o f retu rn fr o m s u ch a leave t o c o in c id e w it h th e b e g in n in g o f a s c h o o l t e r m , o r w it h the b e s t in terest o f (1 2 4 ) L e a v e s o f a b s e n c e w it h o u t p a y m a y b e g ra n te d f o r r e a s o n a b le p e r io d s f o r th e p u rp o s e s listed b e l o w . . . . T ra in in g re la te d t o ap p roved an e m p l o y e e ’ s regular d u tie s in an e d u c a t io n a l in s tit u t io n (s e n io r it y shall not a c c ru e d u rin g p e r io d o f le a v e ). the p u p ils at th e tim e . In a n y ca se, w h e re a s u b s e q u e n t p re g n a n c y occu rs b e fo re th e e x p ir a t io n o f e ith e r th e o rigin a l lea v e o r th e o p t io n a l e x t e n s io n o f su ch lea v e, th e e m p lo y e e is t o a p p ly f o r a n e w m a te r n ity leave w it h o u t p a y as p r o v id e d in th ese r e g u la tio n s. S u c h p riv ileg es sh all Contracts also might set reasons for refusal, protect the em ployee’ s retirement program, and permit part-time employment during absence: b e lim ite d t o o n e a d d itio n a l a p p lic a t io n . (1 2 5 ) A leave o f a b s e n ce w it h o u t p a y m a y b e g ra n ted t o L eaves o f a b s e n ce w it h o u t p a y shall b e g ra n te d u p o n a p p lic a t io n f o r the f o llo w in g p u rp o s e s : care f o r an a d o p t e d c h ild as f o l l o w s : i f th e ch ild a d o p te d is less th a n 1 y ea r o l d at th e tim e o f a d o p t i o n , said leave a. S tu d y re la te d t o th e s c h o o l s e cre ta ry ’ s lice n se fie ld ; sh all n o t e x c e e d 2 y e a r s ; o t h e r w is e s u ch leave sh all n o t b. S tu d y t o exceed 1 y e a r. U p o n a p p lic a t io n o f t h e e m p lo y e e , an 32 m e e t e lig ib ility re q u ir e m e n ts f o r a lice n se o t h e r th a n th a t h e ld b y th e s c h o o l se cre ta ry . . . T h e B oa rd w ill r e c o m m e n d t o th e T e a c h e r s ’ R e tir e m e n t have b e e n c re d it e d t o th e m had th e y re m a in e d in active B o a rd the gran tin g o f re tir e m e n t c re d it f o r th e d u r a tio n se rv ice w it h th e D is trict. o f the a fo re sa id leaves. T im e sp e n t o n P e a ce C o r p s leave m a y n o t b e c o u n te d as “ U rgen t needs” of the sch ool to w h ic h se creta ry is assign ed m a y b e asserted b y th e sch ool th e B o a rd as a ctiv e y ea rs r e tire m e n t of e m p lo y m e n t e lig ib ility , but in it w ill th e d e te r m in a tio n coun t of as a c c re d ite d ju s t ify in g a te m p o r a r y d e n ia l o f a n y a p p lic a t io n fo r leave se rv ice in th e d e te r m in a tio n o f th e re tire m e n t a llo w a n c e w it h o u t p a y . p r o v id e d c o n t r ib u t io n s b a s e d o n h is salary rate at the b e g in n in g o f h is P e a ce C o r p s leave are p a id t o th e P e n sio n S ch ool secretaries on m a te r n ity leave and sch ool F u n d b y th e e m p lo y e e . secretaries o n leave o f a b s e n ce w it h o u t p a y fo r s tu d y an d rela ted p ro fe s s io n a l e x p e r ie n c e shall be p e r m itt e d to Short-term absences could be paid for, but approval might shift to a higher level o f authority as the duration o f the leave increased: (1 2 6 ) T h e S u p e r in te n d e n t, o r his d e s ig n e e , m a y grant p e rm ission to tea ch ers t o a tte n d e d u c a t io n a l m eetin gs w it h o u t loss o f p a y , b u t p e rm issio n t o b e a b sen t fr o m a n y a ssign m en t fo r m o re than 10 days (n o t n ecessa rily c o n s e c u t iv e ) in a n y 1 y ea r is g ra n te d o n ly b y the B o a rd o f E d u c a tio n upon S u p e r in te n d e n t, or the his r e c o m m e n d a t io n d e s ig n e e . A of record of th e th e c o n d it io n s o f su ch p e rm issio n is k e p t o n file in th e O ff i c e o f the E x e cu tiv e D ir e c t o r fo r P e rs o n n e l S ervices. M iscellaneous leave provisions. City E m p lo y e e s are c re d it e d w ith regular sick leave a llo w a n c e d u rin g th e ir p e r io d o f P e a ce C o r p s se rv ice . p e r fo r m per d ie m s c h o o l secretarial serv ice. agreements contained a number o f provisions which were not tabulated separately, for example, leaves o f less than 1 Grievance and arbitration procedures Negotiated grievance procedures in the city agree ments studied were com m on, but not nearly as widespread as in private industry, where 99 percent o f the agreements referred to the handling o f employee complaints.9 O f the city contracts studied, 87 percent referred to a negotiated grievance procedure or to a negotiated system in conjunction with an agency procedure. (See table 26.) S cope o f the grievance proced ure. Although a grievance may be defined as any employee complaint relating to his jo b , not all agreements were as unrestricted in day for voting or donating blood: establishing what grievances could be taken through the system. In fact, only 87 percent o f the agreements (1 2 7 ) containing a procedure attempted to define admissable G e n e ra lly , an e m p lo y e e w ill b e a llo w e d s u ffic ie n t o ff i c i a l tim e o f f t o a llo w 3 h o u rs e ith e r a fte r p o lls o p e n o r b e f o r e t h e y c lo s e fo r registerin g o r v o tin g . U n d er u n usu al complaints. (See table 27.) These were about evenly b e g ra n ted t o e m p lo y e e s c o v e r e d b y th is a g reem en t fo r divided between those which permitted any and all matters to be grieved and those which limited use o f the negotiated procedure to complaints involving the interpretation and application o f the contract. Each th e p u r p o s e o f d o n a t in g b l o o d at th e R e d C ross B lo o d category excluded certain issues from the grievance B an k. procedure. circ u m s ta n ce s , an e m p lo y e e ca n b e e x c u s e d u p t o a fu ll day. (1 2 8 ) A d m in is tra tiv e lea v e, n o t t o e x c e e d 4 h o u r s , w ill Leaves also were granted for military funerals: (1 2 9 ) P erm a n en t fu ll-tim e e m p lo y e s shall b e a llo w e d t o a tte n d m ilita ry fu n era ls o f vetera n s w it h o u t lo s s o f p a y w h e n a re q u e s t f o r th e leave is m a d e b y a p r o p e r v etera n s’ Provisions with no restrictions on the scope o f the procedure typically consisted o f brief definitional statements, opening the procedure, for example, to “ any grievance” or to “ all differences and grievances” : (1 3 1 ) “ E v e ry civilia n e m p lo y e e o f th e P o lic e D e p a r t o r g a n iz a tio n th a t th e service o f su ch o f f i c e r o r e m p lo y e e m e n t shall ha ve th e right t o p re se n t f o r c o n s id e r a tio n any is d e s ire d f o r th e p r o p e r c o n d u c t o f a m ilita ry fu n era l. g rie v a n ce w h ic h h e m a y ha ve as t o a n y m a tte r a ffe c tin g his re la tio n s h ip t o th e D e p a r tm e n t. . . . ” Finally, extended leave could be granted for Peace Corps duty: (1 3 0 ) (1 3 2 ) F or th e p u rpose of fa cilita tin g the p e a c e fu l a d ju s tm e n t o f d iffe r e n c e s that m a y arise fr o m tim e to E m p lo y e e s m a y b e g ra n ted leave w it h o u t p a y fo r P e a ce C o r p s serv ice. S u c h leave is fo r 1 y ea r and m a y b e e x t e n d e d n o t t o e x c e e d 2 y ea rs. tim e a n d p r o m o t e h a r m o n y an d e f f ic ie n c y t o the e n d that th e a u th o r it y , its e m p lo y e e s a n d th e gen eral p u b lic m a y m u tu a lly b e n e fit , th e a u th o r it y a n d the u n io n agree to A p r o b a t io n a r y e m p lo y e e retu rn in g fr o m th e P ea ce C o r p s retains the p e rio d o f p r o b a t io n a r y serv ice a ch ie v e d p rio r t o his e n try in t o th e s e rv ice . E m p lo y e e s o n P ea ce C o r p s leave are g iv en the b e n e fit o f a n y in c r e m e n ts w h ic h w o u ld 9 S ee M a jo r C o lle c tiv e B argain in g A g r e e m e n t s : G rieva n ce P r o c e d u r e s (B L S B ull. 1 4 2 5 - 1 , 1 9 6 4 ) , ta b le l , p . 2. 33 m eet an d d ea l a c c r e d it e d g rie v a n ces, w ith e a ch oth er rep resen ta tiv es in c lu d in g the on th r o u g h all th eir d u ly d iffe r e n c e s an d in te r p r e ta tio n of Complaints over activities which were the respon sibility o f civil service commissions or other legally established boards were excluded most frequently. Agency regulations or city ordinances would have to be th is agree m e n t. . . The amount o f detailed language, on the other hand, changed to make these matters subject to collective varied widely from clauses which limited the negotiated procedure to complaints over the interpretation and bargaining or the negotiated grievance system: application of the contract. Such provisions, for example, could be concise statements: (6 ) o f this a g re e m e n t shall re fe r th e m a tter t o h is su p erv isor w ith in 5 w o r k in g d a y s o f th e d a te u p o n w h ic h th e a lleg ed v io la t io n o c c u r r e d . T h e e m p lo y e e m a y b e a c c o m p a n ie d b y a u n io n rep resen ta tiv e in a n y d is cu s s io n fo llo w in g su ch r e fe r e n c e to th e su p erv isor. O n ly m a tters in v o lv in g th e q u e s tio n w h e th e r th e m u n ic ip a l e m p lo y e r is c o m p ly in g A n y m a tte r w h ic h is s u b je c t t o th e ju r is d ic t io n o f th e C iv il S e rv ice C o m m is s io n o r a n y R e tir e m e n t B o a rd e sta b lish e d b y la w shall n o t b e a su b je c t o f g rie v a n ce o r A n y e m p lo y e e cla im in g a b r e a c h o f a n y p r o v is io n (6 3 ) (9 2 ) w it h th e e x p re ss a rb itr a tio n h e re u n d e r. Provisions also could exclude from grievance appeals any actions taken under State law, matters subject to special review under agency or State rules, and issues over which the agency had no jurisdiction: (1 0 7 ) th e A g rie v a n ce is d e fin e d t o b e an issue c o n c e r n in g in t e r p r e t a tio n or a p p lic a t io n o f p ro v is io n s o f this p ro v is io n s o f this a g re e m e n t shall c o n s t itu te g riev a n ces a g re e m e n t o r c o m p lia n c e th e r e w ith , p r o v id e d , h o w e v e r , u n d e r this a rticle . th a t it shall n o t b e d e e m e d t o a p p ly t o a n y o r d e r , a c t io n , o r d ire c tiv e o f th e S u p e r in te n d e n t o r o f a n y o n e a ctin g o n On the other hand, they could evolve into lengthy declarations which have legalistic language, and which include complaints over rules and regulations o f the city and agency, but exclude disputes over specific issues and certain other rules and regulations which had the force o f law, i.e., policy rather than personnel matters: h is b e h a lf, o r t o a n y a c t io n o f th e B o a rd w h ic h relates o r p erta in s t o th e ir r e s p e ctiv e d u tie s o r o b lig a t io n s u n d e r th e p ro v is io n s o f th e S ta te S ta tu te s. (1 3 3 ) ...e x c e p t th a t th e te rm g rie v a n ce shall n o t a p p ly t o a n y m a tte r as t o w h ic h ( 1 ) a m e th o d o f re v ie w is p re s cr ib e d b y la w , o r b y a n y ru le o r re g u la tio n o f th e S ta te C o m m is s io n e r o f E d u c a t io n h a vin g th e f o r c e and (5 6 ) T h e term g rie v a n ce shall m ea n a real o r c la im e d v io la t io n , m is in te rp r e ta tio n o r in e q u ita b le a p p lic a t io n o f e f f e c t o f la w , o r b y a n y b y -la w o f the B o a rd o f E d u c a t io n o r ( 2 ) th e B o a rd o f E d u c a t io n is w it h o u t a u th o r it y t o a c t. th e ru les, p r o c e d u r e s , re g u la tio n s, a d m in istra tiv e o rd e r s o r w o r k rules o f th e c it y , th e D e p a r tm e n t o f P u b lic S a fe ty o r m a teria ls or Union participation. Although most agreements allow an employee to process his own grievance, the employee su p e rv isio n of organization th e P o lice B u rea u , w h ic h relate t o o r in v o lv e e m p lo y e e h e a lth or s a fe ty , e q u ip m e n t fu rn ish e d p h y s ic a l to fa cilitie s , e m p lo y e e s or e m p lo y e e s ; p r o v id e d , h o w e v e r , th a t su ch term s shall n o t in c lu d e any m a tter in v o lv in g rates of c o m p e n s a t io n , re tire m e n t b e n e fit s , ch a n g es in th e p u b lis h e d rules a n d re g u la tio n s or esta b lish ed p roced u res of th e c it y , th e D e p a r tm e n t o f P u b lic S a fe ty o r th e P o lic e B u rea u , o r a n y m a tter w h ic h is o t h e r w is e re v ie w a b le p u rsu a n t t o law o r ordinarily serves as his spokesman. Thirty-five percent o f the agreements required notice to the employee organization o f any grievance submitted to the city. (See table 27.) Com m only, this action occurred following the informal first step, after which the formal procedure started: a n y rule o r re g u la tio n h a vin g th e fo r c e a n d e f f e c t o f la w . An agreement could provide a more liberal scope for union than for employee grievances: (7 3 ) A e m p lo y e r u n io n an d g riev a n ce the u n io n I f an in fo r m a l d is cu s s io n w it h his im m e d ia te su p e rv iso r c a n n o t se ttle a g r ie v a n c e , the a ggrieved p a rty shall p re se n t w r itte n n o t ific a t io n o f th e g rie v a n ce w ith a is a d iffe r e n c e b e t w e e n th e c o n c e r n in g (1 3 4 ) (1 ) w o r k in g re q u e s t f o r a fo r m a l c o n fe r e n c e . A c o p y o f th e le tte r shall b e sent t o th e g rie v a n ce c o m m it t e e [ o f th e a s s o c i a t i o n ] . c o n d it io n s o r (2 ) the in te r p r e ta tio n o r a p p lic a t io n o f an y p r o v is io n o f th is a g reem en t an d m a y b e p ro c e s s e d d ir e c t ly Ordinarily, the employee organization would step in at t o S te p 2 o f th e g riev a n ce p r o c e d u r e . this point to represent the aggrieved employee, if it had e m p lo y e r an d a n y e m p lo y e e c o n c e r n in g th e in te r p r e ta tio n not already been called in for the informal discussion. When entering the dispute, the employee organization o r a p p lic a t io n o f a n y p ro v is io n s o f this a g re e m e n t. typically would investigate the complaint, and in its A n y e m p lo y e e g rie v a n ce is a d iffe r e n c e b e t w e e n th e discretion would determine whether to carry it further E xclusions from the grievance procedure. Seventy-two agreements specifically excluded certain matters from the negotiated grievance procedure. These exclusions in the formal grievance procedure: (1 3 5 ) T o in itia te th is g rie v a n ce p r o c e d u r e , an aggrieved o f f i c e r shall o r a lly c o n s u lt w it h his im m e d ia t e su p e rv iso r were as likely to be located in sections dealing with the in subject matter as in the grievance clause itself. g rie v a n ce has n o t b e e n r e s o lv e d , th e o f f i c e r sh all, w ith in 2 34 order to a t te m p t to se ttle the g rie v a n ce . If th e d a y s , r e d u ce his g riev a n ce t o w ritin g an d shall receive a w ritte n a n sw er fr o m d a y s th e re a fte r. his im m e d ia te su p erv isor w ith in 2 < I f th e aggrieved o f f i c e r is n o t sa tisfied w it h th e w r itte n In others, steps could be bypassed, time limits extended, or personnel processing the grievance expanded to provide a flexible procedure tailored to particular complaints: d e te r m in a tio n o f the g rie v a n ce , h e shall th e n c o n s u lt w it h (7 0 ) the F O P w h o shall in v estig a te th e g rie v a n ce . M a tters releva n t t o g rie v a n ce p r o c e d u r e s . . . ( b ) T h e tim e lim its in th e p r o c e d u r e m a y b e e x t e n d e d b y I f a fte r in v e stig a tio n th e F O P co n s id e r s th e g riev a n ce t o m u tu a l a g r e e m e n t, in w r itin g . b e a ju s t o n e , th e F O P shall s u b m it th e g riev a n ce t o th e ( c ) A n y ste p o f th e g rie v a n ce p r o c e d u r e m a y b e b y p a s s e d a ggrieved o f f i c e r ’ s D iv isio n C o m m a n d e r w ith in 3 d a y s o f r e ce ip t o f th e su p erv isor’ s w r itte n r e p o r t . b y m u tu a l a g r e e m e n t, in w ritin g . . . ( e ) In th e case o f a g r o u p , p o l i c y o r o r g a n iz a tio n t y p e Procedural steps and tim e limits. Beyond the informal g r ie v a n c e , th e g rie v a n ce m a y b e s u b m it t e d d ir e c t ly t o first step, the grievance typically is carried through successively higher levels o f appeal which coincide with levels of supervision. The number o f steps obviously depends on the com plexity o f the organiza * th e d e p a rtm e n t h e a d b y th e u n io n . (1 ) Any tim e lim its stip u la te d in th e g rie v a n ce p r o c e d u r e m a y b e e x t e n d e d f o r sta ted p e r io d s o f tim e b y th e a p p ro p r ia te p arties b y m u tu a l a g re e m e n t in w ritin g . tion. These steps each involve a review o f the written statement o f the complaint, a meeting o f supervisors, A g rie v a n ce h ea rin g o n th e in te re st o f a m a jo r it y o f th e e m p lo y e e s in th e b a rg a in in g u n it shall b e r e d u c e d t o employee and union, and finally, a written disposition o f the grievance, by the appropriate supervisor for the step. In this manner, a written record supplements oral presentations. Continued dissatisfaction with the disposi tions results in the movement o f appeal to the next higher step. T o expedite grievances, time limits often are placed on various appeals and responses o f aggrieved employees, their representatives, and city management. The employee, for example, must initiate the grievance When all appeals have been exhausted and the employee still i s . dissatisfied with management’s response, the employee organization may reassess the issue to determine further action. If the complaint is to be within a given time following the occurrence o f which the employee wishes to complain. Supervision must respond continued, the management: within specific time limits, and then the employee (8 0 ) organization must appeal, i f dissatisfied with the response, to the next higher level under still another w ritin g b y th e u n io n an d m a y b e in t r o d u c e d at S te p 3 o f t h e g rie v a n ce p r o c e d u r e . . . A s a m ean s o f fa cilita tin g s e ttle m e n t o f th e g rie v a n ce , e ith e r p a rty m a y in c lu d e an a d d itio n a l m e m b e r o n its c o m m it t e e . . . (5 ) T he th e p roced u re is not a p p e a le d w ith in th e p re s cr ib e d t im e , said g riev a n ce w ill b e c o n s id e r e d se ttle d o n th e basis o f th e last a n sw er p r o v id e d , a n d t h e je shall b e no g rie v a n ce b etw een of negotiate with city In p re s e n tin g a g r ie v a n ce , th e fo llo w in g su cce ssiv e th e w ill b e s u b je c t t o n e g o t ia t io n u n io n b u sin e ss agent and the B o a r d o f S tre e t R a ilw a y C o m m is s io n e r ’ s. I f the fin d in g o r r e s o lu t io n o f a g riev a n ce at a n y step could ste p s m u st b e ta k e n u n til its s e t t l e m e n t . . . time limit: (1 3 6 ) union This step may be intermediate or final and may lead to arbitration. fu rth e r a p p ea l o r r e v ie w . S h o u ld th e e m p lo y e r n o t These limits may vary; management may have fewer days to respond than the employee organization has to appeal, especially in the lower steps o f the procedure. A rbitration. As the final step in the process, 72 percent o f agreements in cities compared with 90 percent in private industry provided for arbitration. (See table 2 8 .)10 In the move from grievance to arbitration, the scope o f the procedure often is narrowed to issues Provisions may require prompter action in the lower, involving interpretation and application o f the contract: respon d w ith in th e p re s cr ib e d tim e , th e g rie v a n ce w ill p r o c e e d t o th e n e x t ste p . than in the upper steps o f the procedure. (1 3 8 ) In some cases, steps could be by-passed to facilitate o n ly F in a l an d b in d in g a rb itr a tio n m a y b e r e s o r te d t o w h e n issues arise b e t w e e n th e p arties h e r e t o w ith r e fe r e n c e t o settlement: th e in t e r p r e t a tio n , a p p lic a t io n o r e n f o r c e m e n t o f p ro v is io n s o f this a g re e m e n t. (1 3 7 ) be T h e step s in th e p r o c e d u r e set fo r t h h e re in shall fo llo w e d unless it is m u tu a lly a g reed by the a p p ro p r ia te su p erv isor a n d th e griev a n t th a t th e griev a n ce s h o u ld b e sta rted at S te p 3 o r S te p 4 . . . 1 0 S e e “ M a jo r C o lle c t iv e B argainin g A g re e m e n ts : A r b itr a t io n P ro c e d u r e s ” (B L S B u lle tin 1 4 2 5 - 6 , 1 9 6 6 ) , p . 7 . 35 Provisions may specify a single arbitrator or an arbitration board, consisting usually o f equal numbers o f representatives o f each party who, in turn, select the impartial members o f the panel. If the panel or parties cannot agree on the arbitrator, they may turn to a government agency for a list o f qualified persons from whom a final selection is made. Often alternate names are struct HI only one person is left: (139^ . If they cannot agree on a fifth member j, ;>e first 3 working days after their first meeting, the:, the [employer] and the union shall jointly apply to the [Federal] Mediation and Conciliation Service for a list o f at least seven arbitrators. The parties shall alternately strike names from such list, the union to strike first, and the last remaining name shall be the sole arbitrator. . . To expedite the decision, time limits likewise are placed on the grievance system at various stages o f the arbitration process: The initial meeting o f the board, hearings, and the arbitrator’ s decision. Most o f the agreements authorizing arbitration specified the status o f the arbitrator’s decision. Binding arbitration prevailed. O f the 188 contracts containing a clear stipulation o f status, 147 established binding arbitration: (26) The decision o f the arbitrator, if made in accord: nc with his jurisdiction and authority, as defined here? '■ Ne accepted as final by the parties to the dispute and both will abide by it. As in private sector agreements, the jurisdiction and authority o f the arbitrator often was spelled out in some detail to protect the agreement from any revision resulting from his decision: (140) The decision o f the arbitrator shall be final and binding upon the parties, except that the arbitrator shall make no decision which alters, amends, adds to or detracts from this agreement, or which recommends any right or relief prior to the effective date o f this agreement, or which modifies or abridges the rights and prerogatives o f municipal management under Article IV o f this agreement. (108) . . . The arbitrator will follow and be bound by the rules o f procedure adopted by the American Arbitration Association. The arbitrator shall fix a time, and a place for a hearing upon reasonable notice to each party. After such hearing the arbitrator shall promptly render a decision which shall be binding upon both parties but the arbitrator shall have no power to render a decision which adds to, subtracts from or modifies this agreement; the decision shall be confined to the meaning o f the contract provision which gave rise to the dispute. . . Under advisory arbitration, the employer may accept, reject, or m odify the arbitrator’s decision. Advisory arbitration clauses, however, were in the minority in this 36 study. Usually, they designated the highest authority in the agency or the city in whose hands power rested. It could be the mayor, agency head, or a designated official: (67) The arbitration panel shall render its decision based on a majority vote not later than 30 calendar days after the conclusion o f the final hearings. Such decision shall be reported to the Chief Administrative Officer o f the city o f Memphis and to the union and shall be a matter o f public record, and shall be advisory to the Chief Administrative Officer who is hereby designated by the Mayor to render a final binding decision. In the remaining provisions, the status o f the arbitrator’s decision varied with the subject matter. For example, in the following illustration, binding arbitra tion applied to grievances over wages, hours, and working conditions and advisory arbitration to disciplinary matters: (141) The specific exceptions noted above are not intended to limit the right o f the union to proceed to final and binding arbitration in disputes affecting the entitlement o f employes to existing and established wages, hours, and conditions o f employment as specifically set forth and referred to in Schedule “ A ” attached hereto unless otherwise noted in said schedule. . . . . . . Only the union may request advisory arbitration on behalf o f an employe who has been disciplined, provided that the action is properly ap pealable under the provisions o f [pertinent] Wisconsin Statutes in accordance with the rules and regulations promulgated thereunder by the Commission; and provided further, that the union shall file with the Commission within 3 days following the determination by such department head, an appeal in writing requesting advisory arbitration. . . One agreement indicated that arbitration was binding on management, if it was in the city’s favor. However, the arbitrator’ s decision, if not in favor, could be overruled by a vote o f the city’s legislative body: (142) If the decision o f the arbitrator is in favor o f the employer, the same shall be final. The employer shall abide by the decision o f the arbitrator unless by a majority vote o f all members o f the Board o f Commissioners, the decision o f the arbitrator shall be rejected. The arbitrator’s decision usually had to be submitted in writing. Over 90 percent o f the arbitration clauses also called for equal sharing o f arbitration costs. However, costs generated by one party often were paid by that party: (1 4 3> Arbitration proceedings may be initiated by either party within 15 days o f the written disposition o f su ch g riev a n ce by th e D ep u ty M ayor fo r L abor m a y , w ith in 5 w o r k in g d a y s a fte r r e ce ip t o f n o t ic e o f su ch N e g o tia tio n s . T h e d e c is io n o f su ch a r b itra to r shall b e in a c t io n , w ritin g an d b in d in g u p o n th e parties h e re to . d isch a rg e , . . . A ll e x p e n s e s w h ic h m ay b e in v o lv e d in the a rb itra tio n e q u a lly . p ro c e e d in g s H ow ever, shall expen ses be born e relatin g by to th e th e ca llin g the p a rty at w h o s e req u es t su ch w itn esses o r d e p o s it io n s are req u ired . an m e m b e r a p p o in t e d b y it a n d its o w n e x p e n s e s in v o lv e d in shall b e r e im b u rse m e n t borne of e q u a lly w a g es fo r by th e B oa rd cause of im p o s e d th e upon c a lle d and s h o u ld th at be su ch b a se d o n g o o d a c t io n s h o u ld be an d s u ffic ie n t ta k e n b y th e su p e rv iso r h a vin g su ch a u th o r it y o n l y a fte r h e has g iven d u e c o n s id e r a tio n t o th e m a tte r. th e p a rties. T h e e m p lo y e e s the ju s t It is th e p o l i c y o f th e B o a rd that th e d isch a rg e o f e m p lo y e e re a so n in c lu d in g the m a k in g o f a r e c o r d , as the B o a r d d e e m s it n e ce s s a ry , to d is cip lin e In the following illustration, disciplinary cases first (1 4 4 ) m a tter. A ll o t h e r e x p e n s e s in cu rred b y as or would go through normal review procedures, and then additionally might undergo advisory arbitration under a contractually established grievance panel: E a ch p a rty shall b e a r th e e x p e n s e s a n d fe e s o f th e the g rie v a n ce h im . . . . of sim ilar e x p e n s e a s s o cia te d w it h su ch p r o c e e d in g s shall be (8 5 ) a su s p e n s io n , parties w itn esses o r the o b ta in in g o f d e p o s it io n s o r a n y o th e r b orne by file as w itn esses , w h e re a loss o f w a g es h a d b e e n in c u r r e d b y said I f a p er a n n u m o r p er m o n t h ly e m p lo y e e w ith e m p lo y e e , shall b e p a id b y th e p a rty ca llin g s u ch w itn ess. m o re than th re e m o n th s of c o n t in u o u s se rv ice is or if an hourly employee with more than the equivalent of one school term o f continuous service is discharged h e sh all, u p o n h is r e q u e s t, b e g iv e n a w r itte n d isch a rg e d , Disciplinary procedures. Although disciplinary proce dures com m only are spelled out in civil service or personnel manuals, they also were referred to in almost 40 percent o f the agreements studied. (See table 29.) In n o t ic e o f d isch a rg e a n d a sta te m e n t o f th e g e n e ra l r e a so n s fo r many cases, the contract referred only to existing procedures, in effect, and incorporated such procedures into the contract. In the following illustration the only addition, would appear to be a statement su ch a c t io n . S u ch e m p lo y e e w ill r e q u e s t, b e a f f o r d e d an o p p o r t u n it y a ls o , upon h is f o r a p r o m p t an d c a r e fu l re v ie w o f th e d isch a rg e in a c c o r d a n c e w it h th e p r o v is io n s o f re v ie w p r o c e d u r e s p r e s c r ib e d b y th e B o a r d o f E d u c a t io n . that T h e D isch a rg e R e v ie w P r o c e d u r e shall in c lu d e , as reprimands would be made in private: a fu rth e r ste p , a p r o v is io n fo r “ a d v is o r y a r b itr a tio n ” b y (1 3 6 ) a g re e m e n t. T h e r e c o m m e n d a t io n o f th e P anel shall b e o r p o s it io n o r su sp e n sio n fo r m o re th a n 3 0 d a y s shall b e tra n sm itte d b y the S u p e r in te n d e n t o f govern ed S c h o o ls . the G rie v a n ce P anel e sta b lish e d u n d e r A r tic le X II o f this D iscip lin a ry a c t io n , d isch a rg e , r e d u c t io n in p a y by th e R u les of the B oard of F ire C o m m is s io n e rs a n d th e C iv il S ervice C o m m is s io n . I f the th e ch a irm a n t o W ith in r e c o m m e n d a t io n 10 is school r e ce iv e d days by a fte r th e d a te th e th e S u p e r in te n d e n t o f E m p lo y e r has rea son t o r e p rim a n d an e m p lo y e e it shall b e S c h o o ls , d o n e in a m a n n er that w ill n o t em barrass th e e m p lo y e e P an el’ s r e c o m m e n d a t io n . U nless th e S u p e r in te n d e n t o f b e f o r e o t h e r e m p lo y e e s o r th e p u b lic . S c h o o ls sch ool he shall in d ica te d is a p p r o v e s days a fte r th e the w h e th e r h e w ill a c c e p t th e r e c o m m e n d a t io n w it h in d a te it is r e ce iv e d b y 10 h im , th e r e c o m m e n d a t io n shall b e d e e m e d t o b e his d e c is io n . Some contracts defined the union role in disciplinary cases. In some, the union was notified o f any planned A disciplinary disciplinary actions. Steps o f the grievance procedure could be by-passed by permitting the case to go directly to binding arbitration: actions. The union or association was permitted to participate in the procedure, often informally for lack o f any further contracted definition o f the employee organization’ s role, to protect the rights o f the disciplined em ployee: few clauses also provided for speedy review o f (5 1 ) E m p lo y e e s m a y e le c t t o d is p o s itio n a r b itra te d . . . . ha ve th e ir d is cip lin a ry A n e m p lo y e e d issa tisfie d w it h is th e d is cip lin a ry d e c is io n o f the o f f i c e r issu ing su ch o r d e r o f the an d w h o sig n ifies a lo n g w it h h is b a rg a in in g agen t a d esire ch arges p re fe rr e d again st h im a n d shall h a v e 10 d a y s t o t o have h is d is cip lin e a rb itra te d w ith in 5 d a y s a fte r h e (2 5 ) A p rop o se d p e rs o n sh all b e against w hom serv ed w it h d is cip lin a ry a c t io n a w r itte n c o p y o f th e ch arges sh all a lso b e receiv es the d e c is io n o f th e o f f i c e r issu in g s u ch o r d e r an d served u p o n th e U n io n . T h e an sw er shall b e serv ed u p o n he d o e s n o t a p p e a l t o th e C iv il S e rvice C o m m is s io n w ith in th e D e p a r tm e n t H ea d . F ailu re t o serve a w r itt e n a n sw er the tim e lim its set fo r t h in the C ity C h a rte r, h e shall have an sw er in w ritin g . A w ith in th e tim e copy p e r io d p r o v id e d fo r h erein shall b e the d e cis io n o f th e o f f i c e r issu ing s u ch o r d e r , a rb itra te d . d e e m e d a d m is s io n o f the ch a rg es. T h e a rb itra to r sh all have the a u th o r it y t o a ffir m , d is a ffirm More frequently, disciplined employees had recourse T h e a r b itr a to r ’ s d e c is io n shall b e fin a l an d b in d in g o n all o r m o d i f y th e d e c is io n o f th e o f f i c e r issu ing su ch o r d e r . to the negotiated grievance procedure. (See table 29.) p arties. statu s, Some o f the agreements provided that in discharge s u s p e n d e d fo r m o re than 15 d a y s, r e m o v e d , o r d isch a rg e d cases an employee could elect either to file a grievance (1 0 7 ) Any e m p lo y e e who is redu ced in 37 through the negotiated grievance procedure or utilize pre-existing civil service or agency procedures: s t o p p a g e , s lo w d o w n o r w it h h o ld in g o f se rv ice s , th e U n io n shall fo r t h w it h d is a v o w a n y s u ch s trik e , w o r k s t o p p a g e , s lo w d o w n o r w it h h o ld in g o f se rv ice s an d shall re fu s e t o (1 4 5 ) T h e e m p lo y e r shall n o t d isch a rg e a n y e m p lo y e e r e c o g n iz e w it h o u t ju s t ca u se. In a n y case in v o lv in g d is ch a rg e , the any p ick e t line esta b lish e d in c o n n e c t io n h e r e w ith . F u r th e r m o r e , at the re q u e s t o f th e A u t h o r it y e m p lo y e e m a y c o n t e s t th e d isch a rg e a n d m a y e le c t t o use th e u n io n shall ta k e all re a so n a b le m eans t o in d u c e su ch the e m p lo y e e o r g r o u p o f e m p lo y e e s t o te rm in a te th e s trik e , g riev a n ce p roced u re a n d /o r th e C ivil S ervice p roced u re. w o r k s t o p p a g e , s lo w d o w n o r w it h h o ld in g o f services an d t o retu rn t o w o r k fo r t h w it h . N o-strike provisions. As collective bargaining has expanded, so have contract pledges not to resort to Although not permitting a strike among city employees, strikes term o f the the following clause allowed municipal employees to agreement. Although most jurisdictions either explicitly refuse to cross the picket line established by other unions: or similar actions during the or implicitly prohibit work stoppages, such clauses usually, are included as tradeoffs for an operating, viable grievance and arbitration procedure that permits city (1 4 8 ) T h ere s lo w d o w n , w ill sit be dow n no or s trik e , p ick e tin g re fu sa l by to th e w ork , u n io n or employees to initiate and carry their complaints through m e m b e r s , o r l o c k o u t o n the part o f th e e m p lo y e r d u rin g several levels o f appeal to th e final resolution. O f the agreements studied, nearly two-thirds contained n o strike provisions: All ag reem e nts..................................... Having no-strike provisions ............. No reference to no-strike provisions . term o f th e a g r e e m e n t, p r o v id e d , h o w e v e r , that a m em ber of th e u n io n m ay re fu s e to e n te r u p o n th e p re m ise s o f a n y o t h e r e m p lo y e r , i f th e e m p lo y e e s o f su ch e m p lo y e r are e n g a g e d in a strik e ra tifie d o r a p p r o v e d b y a Agreements Workers re p re se n ta tiv e of 286 190 96 613,490 463,195 150,295 e m p lo y e r re q u ire d is su ch e m p lo y e e s to w hom r e c o g n iz e s u ch oth er p u rsu a n t to an a p p lic a b le S ta te law o r th e L a b o r M a n a g e m e n t R e la t io n s A c t o f 1 9 4 7 , as a m e n d e d . Some clauses strictly enjoined the signatory employee O fficial tim e fo r grievances and negotiations. O f the 286 organization from engaging in any activities which might agreements, 177 or 62 percent provided official time for grievance preparation or hearings, or contract result in a stoppage: (1 4 6 ) T h e a s s o cia tio n shall n e ith er cause n o r c o u n s e l its m e m b e r s , o r a n y o f t h e m , t o strik e fo r a n y rea son d u rin g th e te rm o f this A g r e e m e n t , n o r shall it in a n y m a n n er cause th e m d ir e c t ly o r in d ir e c t ly t o c o m m it a n y c o n c e r t e d acts o f w o r k s t o p p a g e , s lo w d o w n , o r refusal t o p e r f o r m a n y c u s t o m a r ily assign ed d u tie s f o r th e m u n icip a l e m p lo y e r , n a m e ly , th e c i t y , fo r a n y rea son d u rin g th e te rm o f this a g re e m e n t. Under the following provision, the employee organization additionally acknowledged that it had no right to strike, would disavow any stoppage that might occur, and would work to bring about its termination: (1 4 7 ) T h e re shall b e n o strik e o r l o c k o u t d u r in g th e t e rm o f this a g re e m e n t. T h e u n io n r e c o g n iz e s th a t it d o e s n o t h a v e th e right t o strik e again st th e A u t h o r it y o r t o assist o r p a r tic ip a te in a n y su ch strik e o r im p o s e a d u t y o r negotiations. (See table 30.) In 28 percent o f the agreements, employees or their representatives were allowed paid time to prepare for grievance meetings, and in 44 percent, they were allowed official time to engage in hearings or otherwise process the grievance. The first illustration allows time for both the employee and employee organization representative. The other two refer only to em ployee representatives. All require notification to city management or its prior approval: (1 1 5 ) An e m p lo y e e re p re se n ta tiv e d u tie s w ith shall b e pay and his a llo w e d ste w a rd tim e o ff or fr o m f o r a tte n d a n c e at s c h e d u le d oth er regular m e e tin g s u n d e r th e g rie v a n ce p r o c e d u r e w ith p r o p e r n o t if ic a t io n t o th e ir r e s p e ctiv e su p e rv iso rs. (1 4 9 ) U p o n w r itt e n a p p lic a t io n b y th e p re s id e n t o f th e o b lig a t io n t o c o n d u c t , assist, o r p a r tic ip a te in a n y su ch P rin cip a ls C lu b t o th e d is tr ic t su p e r in te n d e n t in v o lv e d , a strik e. C lu b No e m p lo y e e c o v e r e d b y th is a g reem en t shall e n g a ge in , in d u c e o r e n c o u ra g e a n y s trik e , w o r k s t o p p a g e , re p re se n ta tiv e m ay be a llo w e d re a so n a b le tim e d u rin g s c h o o l h o u rs t o in v e stig a te g rie v a n ce s o f p rin cip a ls. (1 5 0 ) R e a s o n a b le tim e n e ce ssa ry t o p ro c e s s g rie v a n ce s s lo w d o w n , o r w it h h o ld in g o f s e rv ice . T h e u n io n agrees w ill th a t n e ith e r it n o r a n y o f its o ff i c e r s o r a gen ts w ill ca ll, S econ d in s tig a te , a u th o r iz e , p a r tic ip a te in , s a n c tio n o r r a tify a n y A gent s u ch s trik e , w o r k s t o p p a g e , s lo w d o w n o r w it h h o ld in g o f a p p ro v a l b y th e A ssista n t C h i e f o r C h ie f. b e g ra n te d V ic e and to th e P re s id e n t, F irst V ic e P re s id e n t, P re s id e n t, S ta tio n S e cre ta ry -T re a su re r, R e p re s e n ta tiv e upon th e B usiness s p e c if ic se rv ices . o r g r o u p o f e m p lo y e e s The last two illustrations also referred to “ reason this a g re e m e n t en g a ge in a n y s trik e , w o r k able” time to prepare or process grievances. In some S h o u ld covered by any 38 e m p lo y e e instances, the amount o f time permitted was specified; thus, time o ff was limited: (151) C h a p ter ch a irm e n shall b e a llo w e d tim e p e r w e e k as fo llo w s fo r in v e stig a tio n o f g riev a n ces an d f o r o t h e r a p p ro p ria te a ctiv ities relatin g t o th e a d m in is tra tio n o f the ag re em en t an d t o the d u tie s o f th e ir o f f i c e : (1 ) In the e le m e n ta r y fo u r a d d itio n a l p re p a r a tio n p e r io d s e f fe c t iv e S e p te m b e r 1 9 7 0 : (2 ) s c h o o ls , r e lie f fr o m h om eroom or o ffic ia l d u ty io r the a b o v e A ll p a rties agree t o b e b o u n d b y th e fo llo w in g su b p a ra g ra p h s . . . T h a t all g rie v a n ce s e x c e p t e m e rg e n cie s in v o lv in g th e im m e d ia te sa fe ty o f the e m p lo y e e are t o b e p r o c e s s e d o n th e e m p l o y e e ’ s tim e . (1 5 4 ) In th e ju n io r h igh s c h o o ls , an d in the h ig h fr o m Other provisions stated that time spent processing grievances or at the grievance hearing would not be paid: (1 3 8 ) s c h o o ls , th ree a d d itio n a l p re p a ra tio n p e rio d s e ffe c t iv e S e p te m b e r 1 9 6 9 an d E m p lo y e e s e x c u s e d p u r p o s e s shall n o t re ce iv e p a y fo r th e tim e o f f . A ll g rie v a n ce h ea rin gs shall b e h e ld o u t s id e o f the n orm al w o r k in g in v o lv e d so as h o u rs not of to th e g rieva n t in te r fe r e w it h or th eir grieva nts w o r k in g r e s p o n s ib ilitie s . A re p re se n ta tiv e o f the A s s o c ia t io n m a y class. a c c o m p a n y an d re p re se n t th e g rieva n t at all ste p s o f th e (8 0 ) C e r tifie d e x e c u t iv e b o a r d m e m b e rs o f th e u n io n , g rie v a n ce p r o c e d u re . n o t t o e x c e e d o n e fo r e a c h term in a l, w ill e a c h b e a llo w e d a m a x im u m c o m p e n s a te of th e m 20 h o u rs pay per w eek to fu lly fo r tim e c o n s u m e d in s e ttle m e n t o f g rie v a n ces, assisting te rm in a l p ic k s o f runs a n d o f f d a y s , a tte n d in g d e p a rtm e n t s a fe ty m e e tin g s , a tte n d in g m eetin g s More than 34 percent o f the agreements authorized negotiations on the employer’s time. (See table 30.) Clauses o f this type varied from simple statements that w ith rep resen ta tiv es o f th e d e p a r t m e n t, w h e th e r sam e b e compensation would be allowed for “ reasonable” time ca lle d b y e m p lo y e r o r th e u n io n , assisting in th e U n ite d spent while negotiating with the city to provisions which F o u n d a t io n T o r c h D riv e, a n d o t h e r su ch c o m m u n it y w id e limited the amount o f paid time permitted: d rives, an d f o r e n g a gin g in a n y a ctiv itie s b e a rin g u p o n la b o r rela tion s w ith th e D e p a r tm e n t o f S treet R a ilw a y s. (1 5 5 ) E m p lo y e e s shall b e c o m p e n s a te d f o r re a so n a b le Monthly or annual time allowances for grievances also t im e sp en t a w a y f r o m w o r k w h ile re p re se n tin g th e U n io n could be expressed: in th e a rb itr a tio n o f a g rie v a n ce o r w h ile n e g o tia tin g a c o n t r a c t w it h th e C ity o f B o s t o n . (8 4 ) T h e h o s p ita l w ill p a y th e stra ight tim e regular rate (1 2 2 ) T h e u n io n shall ad vise th e B o a rd o f th e n a m es o f fo r a u th o riz e d tim e a ctu a lly sp en t b y u n io n rep resen ta tiv e its n e g o t ia t o r s . T h e u n io n shall b e a llo w e d a to ta l o f n o t e m p lo y e e s o f the h o s p ita l e n g a g e d in h a n d lin g g riev a n ces to exceed d u rin g th eir regular w o r k in g h o u r s n o t t o e x c e e d in t o ta l sp e n t in n e g o t ia t io n s d u rin g th e regular w o r k in g h o u r s th e first o n e h u n d r e d t w e n t y ( 1 2 0 ) h o u r s p er m o n t h so d u rin g sp e n t d e te r m in e fo r all stew a rd s or m e m b e rs o f th e g riev a n ce c o m m it t e e c o m b in e d . T h e h o s p ita l sh all n o t b e req u ired th e 16 h o u r s o f e m p l o y e e ’ s b a se salary f o r tim e life th e of this a llo c a t io n a g re e m e n t. of th e The h ou rs u n io n am ong shall the m e m b e r s h ip d u rin g th e n e g o t ia t io n s . t o p ay f o r an y tim e sp en t b y u n io n rep resen ta tiv e h o s p ita l e m p lo y e e s in c o n n e c t io n w it h a rb itr a tio n p r o c e e d in g s . (1 5 2 ) G rie v a n ce c o m m it t e e m e m b e r s w ill b e p e rm itte d t o leave th eir w o r k w it h o u t lo ss o f p a y t o th e e x te n t o f 4 ,1 6 0 to ta l h ou rs fo r th e p u r p o s e o f h a n d lin g g riev a n ces a b o v e the level o f s e n io r a u to rep a ir fo r e m a n , an d th e h a n d lin g o f o t h e r u n io n -d e p a r tm e n t b u sin ess . A few contracts provided that time lost in processing or adjusting grievances would not be compensable, but employees would be excused from duty for such activities: (1 5 3 ) Negotiation impasse procedures and related matters A n y e m p lo y e e w h o has in v o k e d th e g riev a n ce p r o c e d u r e h erein b e f o r e set fo r t h w ill, u p o n a p p lic a t io n t o his s u p e r io r , b e e x c u s e d fr o m d u t y f o r th e p u r p o s e o f Negotiations involve the city management and the employee organization in joint discussions and operate within the constraints o f the city’s laws, administrative rules, and budget. The purpose o f such negotiations is to reach agreement on wages and working conditions without resorting to strikes. Verbal agreements may be involved or a unilateral promulgation o f the executive or legislative branches may result in which the role o f the union is not clearly identified. However, a written contract similar to those in the private sector also may culminate. a tte n d in g a s c h e d u le d c o n fe r e n c e o r h ea rin g th e r e o n ; a n d For negotiations, the employee organization usually su ch e m p lo y e e w ill a lso b e e x c u s e d fr o m d u t y f o r the assembles several members into a committee to meet p u r p o s e o f c o n fe r r in g w it h U n io n o ff ic ia ls in regard t o with management. In addition to the organization’ s su ch g riev a n ce w h e re it is s h o w n t o th e s a tis fa ctio n o f h is principal officers, it ordinarily may contain several s u p e rio r that it is im p r a c tic a b le f o r s u ch c o n fe r e n c e t o b e h e ld w h ile o f f d u t y , b u t e v e r y rea son a b le e f f o r t shall b e stewards or specially elected members. In almost 15 m a d e b y U n io n o ffic ia ls t o h o ld s u ch c o n fe r e n c e s d u rin g percent o f the agreements studied, a provision governed n o n -d u t y p e rio d s . such negotiating committees: 39 All agreem ents....................................... Referring to negotiating .................................... committees No reference to negotiating committees .................................... A g r e e m e n ts W o rkers 286 613,490 42 73,427 244 540,063 The preceding tabulation clearly understates the extent o f negotiating committees since they exist in all cases where an agreement has been reached. Provisions usually specified the size of negotiating committees and the regulations granting time off, with or without pay, in negotiations: (87) The Employer agrees to recognize a Negotiating Committee of seven employees from the plant who will be released from work (unless an emergency exists) with pay for negotiating sessions between the Union and the Employer to a maximum of 12 sessions. Negotiation pay for each session will amount to pay for one shift at the employee’s regular straight-time hourly rated pay, including shift differential, if any. Shift paid for and not worked shall count as hours worked for computing overtime. A shift man scheduled for the night or evening shift shall be excused with pay from his shift. In city negotiations as in the private sector, collective bargaining may become prolonged. To avoid undue delays, negotiators in the private sector always have the expiration date o f the existing agreement as a motivation to complete bargaining. The “no contract, no work” incentive, however, is constrained in many cities by law. For this and other reasons dictated perhaps by budget deadlines, the parties occasionally have written deadlines and even negotiating schedules into current contracts: (156) Conferences and negotiations shall be carried on by the parties hereto as follows: Step 1. Submission o f Association’s demands to the city by February 1. Step 2. Submission o f city’s demands (within 6 weeks) by March 15. Step 3. Negotiating meetings shall commence (within 4 weeks) by April 15. Step 4. Mediation, if any, begins by July 15. Step 5. Factfinding, if any, begins by August 1. Step 6. Recommendations of the factfinder to be issued by October 15. If the parties reach an impasse, they at times may resort to the following third party procedures in overco m in g obstacles: factfinding, mediation, and arbitration. One or a combination o f these procedures was specifically referred to in 62, or 22 percent, o f the agreements studied. (See table 31.) Over half o f the 62 40 agreements provided for at least two of these procedures. Mediation was found most frequently, followed by factfinding and then arbitration. The low, overall prevalence cannot be construed to mean that few cities have impasse procedures, since in many cases they are established on an ad hoc basis. For example, the parties may request a prominent citizen or group of citizens to enter the dispute as fact-finders or mediators, and, in rare instances, as arbitrators. The amount of detail on impasse procedures written into the agreement may vary. The first illustration refers to mediation. The second provision has considerable detail on the make-up and responsibilities o f the fact-finding committee. The third clause has given somewhat less detail on the arbitration board to be established in the event of impasse, size and composition of the board, final and binding authority, and prohibition against strike or lockout: (157) With respect to the status of this memorandum o f understanding during negotiations and after termina tion thereof, the parties recognize joint responsibility and agree to provide continuing service to the end that educational processes and the work of the departments in the bargaining unit be not interrupted. If, during the course of negotiations, an impasse appears likely, every effort shall be made fey them to resolve the dispute. In accomplishing this purpose, joint request for mediation services may be made. (134) If the parties fail to reach agreement by November 15 of each year on any matters which are the subject of negotiations, either party shall have the right to refer such matters to a factfinding committee of not more than three impartial persons to be selected by mutual agreement. In the event the parties are unable to agree upon persons to act as factfinders within 10 days after the initiating party has notified the other o f its decision to submit the disputed matters to factfinding, the fact finders, upon request of either party shall be designated by the Board of Education Employment Relations Board. The costs, if any, of such factfinding, shall be borne equally by both parties. The factfinding committee shall immediately, upon its appointment, meet with the parties and endeavor to help the parties reach a mutually satisfactory agreement. If no such agreement is reached, the factfinding committee shall submit to the parties its report with recommenda tions at least 1 week prior to the last scheduled meeting o f the Board in December. The committee may withhold any publication of its report if it believes that such withholding will aid in the settlement of a dispute. However, in such report either party shall have the right to publish the report in the event no agreement is reached 10 days after its receipt. Notwithstanding the reference to November 15, in the foregoing, any matters may be submitted to a factfinder or factfinders at any time by mutual consent of the parties. In that event, the other provisions o f this Article shall apply. (1 5 3 ) In th e ease o f an y la b o r d is p u te w h ere c o lle c t iv e b a rga in in g does not result in a g reem en t a fter re a so n a b le e ff o r t s t o agree in g o o d fa it h, the sam e s u b m itte d at boa rd a r b itra tio n of of th ree to p erson s in t ; n e a t !> • v ! 'merits sunbed, covering 329.420 ;.*>?poruicd a sa\mgs clause into the provisions provided that invalid clauses ’lie • •! confuKt hot. instead, tiated: be th e w r itte n req u est o f eith e r p:u-> com posed iii.t all a as h e re in a fter p r o v id e d , o n e t o b e c h o s e n 1 v th>' V u 'h - 'r v o n e t o b e c h o s e n b y the U n io n , and th e t w o thus selected f i * • *’ • *s employees, incontract. These would not harm i-»V he renego t o se le ct a third d isin te re s te d a r b itr a to r ; th e fin d in gs o f th e m a jo r ity o f said b o a r d o f a r b itra tio n shall b e fin a l and b in d in g o n th e p arties t h e r e t o ; all c o n t r a c t c o n d it io n s (1 0 4 ) I f any a rticle o r s e c tio n o f th is a g re e m e n t o r a n y shall rem a in u n d is tu rb e d an d th ere shall b e n o lo c k o u t s , a d d iii >n t h e r e to sh o u ld b e h e ld in valid b y o p e r a tio n o f strik es, w a lk o u ts o r in t e r fe r e n c e w ith o r in te r ru p tio n o f law o r b y a n y trib u n a l o f c o m p e t e n t ju r is d ic t io n , o r i f serv ice d u rin g th e a rb itra tio n p ro c e e d in g s . c o m p lia n c e w it h o r e n f o r c e m e n t o f a n y a rticle o r s e c tio n s h o u ld b e restrain ed b y su ch t rib u n a l, th e re m a in d e r o f th is a g re e m e n t a n d a d d e n d a shall n o t b e a f fe c t e d t h e r e b y , Savings Clauses. Once the agreement is ratified and and signed, conditions are set for the duration o f the contract—unless a clause subsequently is declared invalid or illegal. To permit the rest o f the agreement to remain th e p a rtie s shall e n te r in t o im m e d ia te c o lle c t iv e b a rg a in in g n e g o t ia t io n s fo r the p u r p o s e o f arriving at a m u tu a lly s a tis fa cto r y re p la ce m e n t fo r su ch a rticle or s e c tio n . Table 7. U nion security, dues checkoff, and management rights provisions in m unicipal agreements in cities w ith populations o f 250,000 and over, by region, 19701 Region All agreements Agree ments Workers Union security Agree ments Workers Dues checkoff With reimbursement Total of costs to the city Management rights Agree Agree Agree ments Workers ments Workers ments Workers Total ............................. 286 613,490 92 103,276 220 538,410 New England........................ Middle A tla n tic ................... East North Central ............ West North C e n tra l............ South Atlantic ................... East South Central ............ West South C e n tra l............ Mountain ............................ Pacific................................... 24 71 82 7 24 20 3 13 42 22.630 342,800 137,849 6,750 48,612 8,690 3,960 10,478 31,721 21 13 32 1 2 10 1 2 10 22,001 15,946 53,379 650 2,550 981 60 178 7,531 21 55 71 6 20 20 2 8 17 20,001 304,652 134,366 4,050 38,612 8,690 760 8,828 18,451 1See table 1, fo o tn o te 1. NO TE: 19 18,785 4 7 7,050 3,685 1 1 350 100 5 1 7,350 250 169 249,180 21 22 72 5 20 9 1 4 15 1 7,716 54,246 101,191 3,650 37,262 7,635 60 8,100 19,320 Data are nonadditive. 41 Table 8. U n io n security, dues checkoff, and management rights provisions in m unicipal agreements in cities w ith populations o f 250,000 and over, by occupational group and government activity, 19701 Occupational group and government activity All agreements Agree ments Workers Union security Agree ments Workers Dues checkoff With reimbursement Total of costs to city Agree Agree ments Workers ments Workers Manacjement rigihts Agree ments Workers O C C U P A T IO N A L G R O U P Total .......................... Blue-collar or manual crafts Professional or technical . . C le ric a l................................. Police or f i r e ........................ Blue-collar and clerical2 . . Professional and clerical . . Blue-collar and professional Blue-collar, clerical, professional, or technical Occupation not given . . . . 286 613,490 92 103,276 220 538,410 19 18,785 169 249,180 119 68 11 46 8 5 3 133,668 210,889 10,850 57,424 5,016 14,200 2,200 48 14 4 9 3 1 2 34,880 17,796 3,600 12,200 3,050 600 1,750 91 54 10 32 6 4 2 102,484 194,726 10,250 38,264 3,316 12,300 1,750 10 4 1 1 9,850 4,915 150 450 73 34 7 25 5 3 2 92,848 61,623 5,250 22,674 3,242 8,300 1,750 15 11 20,170 159,073 8 3 10,700 18,700 14 7 19,270 156,050 2 1 1,420 2,000 14 6 19,070 34,423 286 613,490 92 103,276 220 538,410 19 18,785 169 249,180 22 25 79 1 26,674 30,824 246,700 350 4 5 9 7,100 5,100 21,100 15 18 63 1 15,174 23,164 227,100 350 1 450 6 6,835 12 13 33 1 13,250 9,424 74,790 350 28 14 13 7,884 18,080 7,092 12 4 6 2,931 210 1,100 25 12 11 7,419 5,230 1,992 3 1,600 3 700 20 7 9 7,198 2,520 1,564 22 3 65,441 629 14 1 23,691 29 15 2 56,991 179 3 5,500 20 1 64,410 29 1 100 1 100 1 100 1 100 11 2 2,266 650 2 175 6 2 1,921 650 3 1 375 550 19 9 7,946 5,136 10 4 2,516 584 15 6 6,316 2,284 2 1,700 18 5 7,858 2,870 7 30 8,131 185,587 3 17 140 38,500 4 24 6,640 182,900 1 2,000 4 21 6,640 57,252 GOVERNMENT A C T IV IT Y Total .......................... Police2 ................................. F ir e ......................................... E d u c a tio n ............................. Public w e lfa re ...................... Public works-maintenance of buildings and roads . . S a n ita tio n ............................. Housing a u th o rity .............. Transit systems and a u th o ritie s ........................ Port a u th o ritie s .................... Turnpike and tollbridge a u th o ritie s ........................ Public utilities: water, electric, gas ..................... Recreation facilities .......... Public health: hospitals and clinics ........................ L ib ra rie s ............................... Legislative, judicial, and administrative activities . City wide activities.............. 1 See table 1, fo o tn o te 1. 2 Includes one police agreement covering civilian, blue-collar, and clerical employees. 42 N O T E : Data are nonadditive. Table 9. Types o f union security provisions in municipal agreements in cities w ith populations o f 250,000 and over, by city size, 1970 Provisions All agreements Agreements Workers T o ta l........................................ Total with union security ............ Union shop ............................... Modified union s h o p .............. Agency shop ............................. Maintenance of membership . No reference to union security . . 1,000,000 and over Agreements Workers City size1 500,000-999,999 Agreements Workers 250,000-499,999 Agreements Workers ,286 613,490 69 386,277 129 156,552 88 70,661 92 23 10 39 20 194 103,276 15,500 8,810 59,147 19,819 510,214 28 3 6 8 11 41 54,790 10,950 6,150 29,350 8,340 331,487 37 8 36,508 3,878 27 12 4 10 1 61 11,978 672 2,660 7,796 850 58,683 1 C ity size is based on the 1 9 7 0 Census o f Population, U.S. Departm ent of Commerce, Bureau o f the Census. Tables cover - 21 8 92 - 22,001 10,629 120,044 all cities o f 2 5 0 ,0 0 0 inhabitants or m ore which had w ritte n agreements and which made these agreements available. Table 10. A n tid iscrim in a tio n provisions in m unicipal agreements in cities w ith populations o f 250,000 and over by region, 1970 1 Having an antidis crimination provision All agreements Agree Agree Workers ments ments Workers Region Total ................. 286 613,490 183 335,312 New England.............. Middle A tla n tic .......... East North Central . . West North Central . . South Atlantic .......... East South Central . . West South Central . . Mountain ................... P acific.......................... 24 71 82 7 24 20 3 13 42 22,630 342,800 137,849 6,750 48,612 8,690 3,960 10,478 31,721 24 46 44 5 18 19 2 11 14 22,630 135,156 101,175 3,400 35,562 8,616 3,900 9,928 14,945 1 See table 1, fo o tn o te 1. Table 11. Selected provisions governing activities o f em ployee organizations in m unicipal agreements in cities w ith populations o f 250,000 and over, by c ity size, 1970 Provisions T o t a l........................................ Meetings on company time or premises.................................... Bulletin boards ............................... Visitation rig hts............................... Rights and duties of employee organization personnel Representative.......................... S te w a rd ...................................... All agreements Agreements Workers 1,000,000 and over Agreements Workers 250,000-499,999 Agreements Workers 286 613,490 69 386,277 129 156,552 88 70,661 58 155 105 220,153 332,619 225,838 19 34 25 134,715 162,655 89,975 30 82 54 63,938 128,814 102,694 9 39 26 21,500 41,150 33,169 70 68 124,541 74,593 19 17 50,000 22,080 25 28 43,005 36,026 26 23 31,536 16,487 1City size is based on the 1970 Census of Population, U.S. Department of Commerce, Bureau of the Census. Tables cover all cities of 250,000 inhabitants or more which had written City Size1 500,000-999,999 Agreements Workers agreements and which made these agreements available. NOTE: Data are nonadditive. Agreements may have more than one provision. 43 Table 12. Labor-management committees in municipal agreements in cities w ith populations of 250,000 and over, by city size, 1970 Committees A ll agreements Agreement Workers 1,000,000 and over Agreements Workers C ity size1 500,000-999,999 Agreements Workers 250,000-499,999 Agreements Workers Total . ................. .. ................. 286 613,490 69 386,277 129 156,552 88 70,661 Joint conference (consultation, c o o p e ra tio n )................................. Safety ................................................ Apprenticeship t r a in in g ................ Professional is s u e s .......................... Industrial relations issues.............. 55 33 11 17 15 119,680 38,840 18,331 94,100 54,250 20 5 4 5 5 73,615 7,490 9,850 66,100 33,200 23 22 6 8 5 25,355 23,900 8,450 19,800 12,200 12 6 1 4 5 20,710 7,450 31 8,200 8,850 1 C ity size is based upon th e 1 9 7 0 Census o f P o p u la tio n , U .S . D e p a rtm e n t o f C o m m e rc e , B ureau o f th e Census. Tables cover all cities o f 2 5 0 ,0 0 0 in h a b ita n ts o r m o re w h ic h had w r itte n agreem ents and w h ic h m ade these agreem ents available. N O T E : D ata are n o n a d d itiv e , Table 13. Prom otion and dem otion procedures in municipal agreements in cities w ith populations o f 250,000 and over, 19701 Procedures T o t a l.................................... Prom otion procedures specified . . . Rules governing job p o s tin g ............ Rate o f pay fo r tem porary transfers stipulated ........................................ Flutes governing d e m o tio n s .............. Dem otion in lieu of la y o ff specified 1 See ta b le NOTE: 1, fo o tn o te Agreements Workers 286 613,490 151 118 352,423 313,572 93 36 23 114,531 46,205 30,031 1. D ata are n o n a d d itiv e . Table 14. Selected reduction-in-force procedures in m unicipal agreements in cities w ith populations o f 250,000 and over, by c ity size, 1970 Procedures A ll agreements Agreement Workers 1,000,000 and over Agreements Workers C ity size1 500,000-999,999 Agreements Workers 250,000-499,999 Agreements Workers T o ta l........................................ 286 613,490 69 386,277 129 156,552 88 70,661 Advance notice of l a y o f f .............. Role of employee organization in R I F ............................................. Bumping procedures ...................... Recall rig h ts ...................................... 34 28,648 10 8,780 20 15,777 4 4,091 11 34 79 10,480 39,150 114,099 4 13 19 2,330 15,330 49,480 6 8 29 8,000 14,100 43,867 1 13 31 150 9,720 20,752 1 C ity size is based on th e 1 9 7 0 Census o f P o p u la tio n , U .S . D e p a rtm e n t o f C o m m e rc e , Bureau o f th e Census. Tables cover all cities o f 2 5 0 ,0 0 0 in h a b ita n ts or m o re w h ic h had w r itte n 44 agreem ents and w h ic h m ade these agreem ents available. N O T E : D ata are n o n a d d itiv e Table 15. Miscellaneous job security provisions in municipal agreements in cities w ith populations of 250,000 and over, 19701 Provisions Agreements Workers T o t a l.................................... 286 613,490 Training and re tra in in g ...................... Subcontracting provisions ................. Advance notice of technological change ............................................... Attrition arrangements........................ 30 8 154,464 14,924 3 1 2,329 450 ^ e e table 1, fo o tn o te 1. N O TE : Data are nonadditive. Table 16. Hours and overtim e provisions in m unicipal agreements in cities w ith populations o f 25 0,000 and over, by c ity size, 1970 Provisions T o ta l........................................ Provisions governing: Scheduled daily or weekly hours ...................................... Daily o ve rtim e .......................... Weekly overtime ...................... Equal distribution of o v e rtim e .................................. Right to refuse overtime . . . . Compensatory time or overtim e p a y .......................... Compensatory time banned . . All agreements Agreements Workers 1,000,000 and over Agreements Workers City size1 500,000-999,999 Agreements Workers 250,000-499,999 Agreements Workers 286 • 613,490 69 386,277 129 156,552 88 70,661 186 110 107 480,723 108,934 223,023 48 27 24 323,805 47,090 163,305 90 54 56 114,123 40,151 42,193 48 29 27 42,795 21,693 17,525 77 47 89,371 64,457 14 8 24,850 8,350 33 26 48,913 45,801 30 13 15,608 10,306 10 52 14,281 190,903 18 164,355 9 26 14,235 19,263 1 8 46 7,285 ^ i t y size is based on the 19 70 Census of Population, U.S. Departm ent o f Commerce, Bureau o f the Census. Tables cover all cities of 2 5 0 ,0 0 0 inhabitants or more which had w ritte n agreements and which made these agreements available. N O T E : Data are nonadditive. Agreements may contain more than one overtim e provision. Table 17. Prem ium pay fo r weekend and holiday w o rk in m unicipal agreements in cities w ith populations o f 250,000 and over, by c ity size, 1970 Provision All agreements Agreements Workers 1,000,000 and over Agreements Workers City size1 500,000-9 99,999 Agreements Workers 250,000-499,999 Agreements Workers T o t a l......................................... 286 613,490 69 386,277 129 156,552 88 70,661 Premium pay provision for: Saturday/Sunday...................... Sixth and seventh d a y ............ Holidays .................................... 51 31 128 47,662 52,576 274,456 7 15 29 17,300 33,240 182,805 32 10 62 22,351 12,185 65,196 12 6 37 8,011 7,151 26,455 1City size is based on the 1970 Census of Population, U.S. Department of Commerce, Bureau of the Census. Tables cover all cities of 250,000 inhabitants or more which had written agreements and which made these agreements available. NOTE: Data are nonadditive, 45 Table 18. Wage adjustment provisions in municipal agreements in cities w ith populations of 250,000 and over, by contract duration, 19701 Contract duration All agreements Agree Workers ments Total .......................... Deferred wage increase Agree ments Workers Wage adjustment provisions Provision for area wage survey Escalator clause Agree Agree ments Workers ments Workers Contract reopeners2 Agree ments Workers 286 613,490 148 334,016 49 62,686 13 18,320 68 226,806 20 64 25 78 29 53 5 12 23,514 106,112 25,212 139,329 55,740 239,448 5,450 18,685 4 15 11 56 15 43 2 2 2,350 55,230 12,110 105,647 32,880 115,649 2,550 7,600 1 5 1 22 6 14 9,000 1,942 1,100 22,199 6,800 21,645 1 3 1 2 2 3 1 9,000 4,150 350 1,920 2,150 550 200 4 14 7 22 8 11 1 1 14,100 47,750 8,996 23,275 4,775 126,060 700 1,150 Less than 1 2 m o n th s.......... 1 2 m onths............................. 13 through 23 months . . . 2 4 m onths............................. 2 5 through 35 months . . . 3 6 m onths............................ More than 36 months . . . . Duration undetermined . . . ! See table 1, fo o tn o te 1. 2 Includes 11 contracts covering 16 ,459 workers, perm it reopening the contract on nonwage matters only. which N O T E : Data are nonadditive. Agreements m ay contain more than one provision, Table 19. Wage adjustm ent and contract reopener provisions in m unicipal agreements in cities w ith populations o f 250,000 and over, by c ity size, 1970 Provisions All agreements Agreements Workers 1,000,000 and over Agreements Workers City size1 500,000-999,999 Agreements Workers 250,000-499,999 Agreements Workers T o ta l........................................ 286 613,490 69 386,277 129 156,552 88 70,661 Deferred wage increase ................. Escalator clause............................... Provision for area wage survey . . . Contract reopeners2 ...................... 148 49 13 68 334,016 62,686 18,320 226,806 47 10 7 20 219,095 25,050 11,900 168,430 69 25 3 27 88,848 26,680 750 37,305 32 14 3 21 26,073 10,956 5,670 21,071 1 C ity size is based on the 1 9 7 0 Census of Population, U.S. D epartm ent o f Commerce, Bureau o f the Census. Tables cover all cities o f 2 5 0 ,0 0 0 inhabitants or more which had w ritte n agreements and which made these agreements available. 46 2 Includes all provisions, covering 16 ,4 5 9 reopen the contract fo r non wage matters only. workers, which N O T E : Data are nonadditive. Agreements may have more than one provision. Table 20. Role o f employee organization in job classification in municipal agreements in cities w ith populations o f 250,000 and over by occupation, 1970 1 Employee organization role in job classification All agreements Agree ments Workers Total .......................... 286 Referring to job classification and reclassification.......... 64 Unilateral management determination .......................... 48 Organizations right to appeal ........................ 29 No reference to appeal r ig h t............................. 19 Union participation............ 16 No reference to job classification and reclassification.......... 222 Referring to job classification and reclassification.......... Unilateral management deter mination .......................... Organizations right to appeal ........................ No reference to appeal rig h t............................. Union participation...................... No reference to job classification and reclassification.......... Occupational group Professional or technical Clerical Agree Agree Workers ments Workers ments Police or fire Agree ments Workers 613,490 119 133,668 68 210,889 11 10,850 46 57,424 67,374 24 25,334 14 4,364 2 1,600 6 5,260 44,556 18 11,762 12 4,118 1 100 6 5,260 35,068 14 9,684 6 3,360 9,488 22,818 4 6 2,078 13,572 6 2 758 246 1 1 100 1,500 6 5,260 546,116 95 108,334 54 206,525 9 9,250 40 52,164 Blue-collar and clerical Agree Workers ments Total .......................... Blue-collar and manual crafts Agree ments Workers Professional and clerical Agree ments Workers Blue-collar and professional Agree Workers ments Blue collar, cleri cal, professional and technical Agree ments Workers Occupation not jiven Agree ments Workers 8 5,016 5 14,200 3 2,200 15 20,170 11 159,073 5 1,266 1 1,200 1 1,400 8 8,250 3 18,700 5 1,266 1 1,200 3 3,850 2 17,000 4 1,174 3 3,850 2 17,000 1 92 3 3,750 1 4 1,200 13,000 1 1,400 5 4,400 1 1,700 2 800 7 11,920 8 140,373 *See table 1, fo o tn o te 1. Table 21. Travel tim e pay, mileage allowance, and special clothing allow ance or m aintenance in m unicipal agree ments in cities w ith populations o f 250,000 and over, by occupation, 19701 Pay allowance for Occupation All agreements Agreements Workers Travel time Agreements Workers Mileage Agreements Workers Clothing allowance or maintenance Agreements Workers T o t a l......................................... 286 613,490 16 64,331 71 309,354 111 213,613 Blue-collar or manual c ra fts ......... Professional and te c h n ic a l............ Clerical ............................................. Police and f i r e ................................. Blue-collar and clerical................... Professional and clerical................. Blue-collar and professional.......... Blue-collar, clerical, professional and technical ............................... Occupation not given...................... 119 68 11 46 8 5 3 133,668 210,889 10,850 57,424 5,016 14,200 2,200 9 3 51,981 7,100 2 1 1 3,400 650 1,200 20 20 2 10 1 1 2 24,889 93,673 950 23,000 92 6,500 1,750 50 8 1 35 5 1 1 104,213 29,148 700 50,410 2,192 600 450 15 11 20,170 159,073 9 6 13,650 144,850 7 3 6,650 19,250 l See table 1, fo o tn o te 1. N O TE : Data are nonadditive. 47 Table 22. Selected payments fo r tim e not worked in municipal agreements in cities w ith populations o f 250,000 and over, by occupational group, 19701 Selected payments All agreements Agree ments Workers Blue-collar or manual crafts Agree ments Workers Occupational group Professional or technical Clerical Agree Agree ments Workers ments Workers Police or fire Agree ments Workers Total .......................... 286 613,490 119 133,668 68 210,889 11 10,850 46 57,424 Funeral leave........................ Jury duty or court witness Sick leave ............................. Rest periods ........................ Paid meal periods .............. W ash-up/clean-up.............. Call-in/callback................... Reporting p a y ..................... Military service-reserve d u t y .................................... 173 166 221 53 15 27 116 48 282,570 300,405 544,595 65,958 19,748 35,287 254^542 49,003 72 77 91 26 7 19 49 30 92,579 85,342 111,942 15,243 10,424 21,367 45,847 22,538 39 39 56 11 1 4 14 6 94,308 126,122 189,020 13,115 4,500 2,870 4,342 3,442 6 5 6 2 4,400 4,800 5,850 5,650 3 1 1,300 100 24 18 30 1 5 1 21 1 20,624 18,174 42,824 700 3,074 550 17,860 1,200 113 211,567 42 26,542 35 119,558 4 4,900 12 8,724 Blue-collar and clerical Agree ments Workers Professional and clerical Agree ments Workers Blue-collar and professional Agree ments Workers Blue-collar, cleri cal, professional, or technical Agree ments Workers Occupation not given Agree ments Workers Total .......................... 8 5,016 5 14,200 3 2,200 15 20,170 11 159,073 Funeral leave........................ Jury duty or court witness Sick leave ............................. Rest periods ........................ Paid meal periods .............. W ash-up/clean-up.............. C all-in/callback................... Reporting p a y ..................... Military service-reserve d u t y .................................... 6 4 7 1 3,316 1,174 4,016 350 4 3 5 1 12,300 11,700 14,200 1,200 3 2 3 2 2 2,200 1,750 2,200 1,750 1,750 13 13 15 6 16,520 16,720 20,170 8,650 6 5 8 3 36,323 34,623 154,373 19,300 2 1 1,350 650 3 1 8,300 1,200 2 1,750 2 14 5 2,500 19,420 7,450 1 8 3 8,000 154,373 12,423 3 1,700 4 12,300 10 14,520 3 23,323 ‘ See table 1, fo o tn o te 1. NOTE: Data are nonadditive. Agreements may have m ore th a n o n e p r o v is io n . 48 Table 23. size,w 1970 Maximum paid vacation in municipal agreements in cities with populations o f 250.00C am ■•; - i A ll agreements Agreements Workers M axim um vacation allowed 1 , 0 0 0 , 0 0 0 and over Agreements Workers C ity size 1 500,000-999,999 Agreements | Workers 250,003 Agree me 99 999 • kers ? T o t a l........................................ Agreements w ith vacation p ro v is io n s ...................................... M aximum vacation provisions s p e c ifie d ................................. O iaip p Uc^ 0-11//O i /wpp!\o U'C Z Z WcC • ......................... 286 613,490 69 386,277 129 I 156,552 88 201 399,594 53 281,255 98 I 85 368 50 160 7 244,867 39,250 44 5 142,705 37,950 79 77,397 1,300 37 1 100 1 100 3,340 7 5,450 2 110 weeks ............................... w e e k s ........................ w e e k s ............................... 17 5 50 3 67 5 5 8,893 1,960 75,029 1,993 112,497 1,780 3,365 M axim um cannot be d e te rm in e d ............................. No reference to v a c a tio n .............. 41 85 154,727 213,896 3 weeks ............................... T -1 /0 lAfPP 4 w e e k s ............................... A. 1 •-T 1//04. \A/ppk«; VVCCIXO 5 5 -1 / 2 6 8 12 2 43,934 93 26,330 30 27 2 2 ,0 0 0 2 37 5 75,650 400 3,365 9 16 138,550 105,022 19 31 12 2 1C ity size is based on th e 1 9 7 0 Census o f P o p u la tio n , U .S . D e p a rtm e n t of C o m m e rc e, B ureau o f th e Census. Tables cover all cities o f 2 5 0 ,0 0 0 in h a b ita n ts or m ore w h ic h had w r itte n 1 ; 0 ,6 6 1 32,971 24,765 . . ■ 3 3: 103 11850 2 3 1 9,045 1,900 10,517 1,350 1 1 18 2 i' 7,971 71,184 8,206 37,690 13 38 agreem ents and w h ic h m ade these nc a m e n ts available. 2 In cludes one a g reem en t covering 8 0 0 p a rt-tim e crossing guards w h o receive 7 da' school Table 24. Number of paid holidays in municipal agreements in cities with populations of 250,000 and ove^ by region, 19701 Number o f paid holidays Total .......................... Agreements w ith paid h o lid a y s ............................. Less than 5 d a y s ......... 5 days ............................. 6 days 2 .......................... 6 days plus 1 or more half days ................... 7 days ............................. 7 days plus 1 or more half days ................... 8 days ..................... 8 days plus 1 or more half days ................... 9 days ............................. 9 days plus 1 or more half days ................... 1 0 d a y s .......................... 1 0 days plus 1 or more half days ................... 1 1 d a y s .......................... 1 1 days plus 1 or more half days ................... 1 2 d a y s .......................... 12 days plus 1 or more half days ................... A ll agreements Agree Workers ments New England Agree Workers ments Regions East N orth Central West N orth Central M iddle A tla n tic Agree Agree Agree Workers ments Workers ments Workers ments 7 6,750 72,897 500 6 4,050 6 8,766 1 650 1 35 2,350 4 3,000 1 400 286 613,490 24 22,630 71 342,800 82 137,849 2 00 361,303 1,040 3,100 9,816 19 17,116 48 207,392 540 63 1 3 1 g 1 9 3 27 6 13 11 23 1 35 2 35 9,535 1 3 400 34,284 6 2,450 6 5 6,035 9,894 8 400 14,810 5,635 8,563 1,344 20,357 1,422 30,382 4 6,500 12 4,000 180,096 14 151,696 2 4,000 1,700 2 1,750 10 1 1 1 1 ,2 0 0 1 1 1 ,2 0 0 26 22,577 17 16,566 7 4,261 5 1,050 2 550 1 150 49 Table 24. Number of paid holidays in municipal agreements in cities with populations of 250,000 and over, by region, 19701—Continued Number of paid holidays All agreements Agree ments Workers New England Agree ments Workers Regions Middle Atlantic East North Central Agree Agree ments Workers ments Workers 13 days or more3 .,. All recognized holidays All local holidays . . . . Reference to holidays, no details given . . . . 5 3 1 13,564 4,350 3,000 4 2 1 13,550 4,150 3,000 1 14 17 15,523 6 9,895 4 2,673 No reference to paid h olidays............................. 86 252,187 23 135,408 19 64,952 South Atlantic Agreements Workers Total .......................... Agreements with paid h o lid ays............................. Less than 5 d a y s .......... 5 days ............................. 6 days2 .......................... 6 days plus 1 or more half days ................... 7 days ............................. 7 days plus 1 or more half days ................... 8 days ............................. 8 days plus 1 or more half days ................... 9 days ............................. 9 days plus 1 or more half days ............ 10 days .......................... 10 days plus 1 or more half days ................... 11 days .......................... 11 days plus 1 or more half days ................... 12 d a y s .......................... 12 days plus 1 or more half days ................... 13 days or more3 . . . . All recognized holidays All local holidays . . . . Reference to holidays, no details given . . . . No reference to paid holidays 5 5,514 East South Central West South Central Agree Agreements ments Workers Workers 24 48,612 20 8,690 14 ............ 25,712 13 8,317 1 150 1 350 6 6,735 2 4,700 2 143 3 1,242 2 89 1 350 2 1,200 4 18,200 1 200 2 670 10 22,900 3,960 1 7 373 13 10,478 42 31,721 7 1,828 30 23,991 1 1 3,100 250 7 9,181 1 3 3,960 2,700 Pacific Agree Workers ments 100 1 1 78 450 3 1,525 4 1,200 11 7,300 2 350 2,285 5 1See table 1, footnote 1. 2 Includes one agreement covering 4,200 workers, which provides 6 paid holidays in addition to regular school vacations. 50 3 Mountain Agree ments Workers West North Central Agree Workers ments 6 8,650 12 7,730 3 Includes one agreement covering 1,700 workers, which provides 13 paid holidays in addition to regular school vacations, Table 25. Leave of absence provisions in municipal agreements in cities with populations of 250,000 and over, 19701 All agreements Agreements Workers Provision Total ............................................. 286 613,490 Referring to leave of absence ............ Personal reasons ............................. Union business ............................... E d u c a tio n ........................................ Maternity ........................................ M ilita ry ............................................. 212 109 120 85 107 121 538,537 260,397 316,632 381,292 417,663 226,101 No reference to leave of absence . . . . 74 74,953 1See table 1, footnote 1. NOTE: Data are nonadditive. Agreements may contain more than one leave of absence provision. Table 26. Negotiated and agency grievance procedures in m unicipal agreements in cities w ith populations o f 250,000 and over, by c ity size, 1970 Grievance procedures T o ta l......................................... Reference to negotiated or agency grievance procedure ................... Negotiated procedure only Agency established procedure only ......................................... Negotiated and agency established p rocedure.......... No reference to negotiated or agency p ro ced ure........................ All agreements Agreements Workers 1,000,000 and over Agreements Workers City size1 500,000-999,999 Agreements Workers 250,000-499,999 Agreements Workers 286 613,490 69 386,277 129 156,552 88 70,661 249 216 574,157 431,650 63 60 365,507 245,307 118 98 149,499 132,988 68 58 59,151 53,355 1 120,000 1 120,000 32 22,507 2 200 20 16,511 10 5,796 37 39,333 6 20,770 11 7,053 20 11,510 1City size is based on the 1970 Census of Population, U.S. Department of Commerce, Bureau of the Census. Tables cover all cities of 250,000 inhabitants or more which had written agreements and which made these agreements available. Table 27. Negotiated grievance procedures in m unicipal agreements in cities w ith populations o f 250,000 and over, by c ity size, 1970 Grievance procedures T o t a l........................................ Reference to negotiated grievance procedures .................................... Notice to employee organization of grievances................................. Scope of procedure d e fin e d .......... Any and all m a tte rs ................. Interpretation and application of agreement.......................... Exclusions from procedure specified ......................................... All agreements Agreements Workers 1,000,000 and over Agreements Workers 250,000-499,999 Agreements Workers 286 613,490 69 386,277 129 156,552 88 70,661 248 454,157 63 245,517 117 149,489 68 59,151 101 215 113 250,017 408,664 301,898 31 52 30 161,060 228,057 186,265 40 105 39 70,322 133,069 82,065 30 58 44 18,635 47,538 33,568 102 106,766 22 41,792 66 51,004 14 13,970 72 114,522 14 60,095 56 52,727 2 1,700 *C ity size is based on the 1970 Census of Population, U.S. Department of Commerce, Bureau of the Census. Tables cover all cities of 250,000 inhabitants or more which had written City size1 500,000-999,999 Agreements Workers agreements and which made these agreements available. NOTE: Data are nonadditive, 51 Table 28. Selected arbitration procedures in municipal agreements in cities with populations of 250,000 and over, by city size, 1970 Procedures T o t a l......................................... Reference to arbitration procedures .................................... Status of arbitrators decision specified ......................................... Binding arbitration ................. Advisory arbitration .............. Varies2 ...................................... Cost of arbitration s h a re d ............ All agreements Agreements Workers 1,000,000 and over Agreements Workers City size1 500,000-999,999 Agreements Workers 250,000-499,999 Agreements Workers 286 613,490 69 386,277 129 156,552 88 70,661 203 402,060 53 239,105 97 122,071 53 40,884 188 147 32 9 185 384,122 334,828 48,370 924 374,160 50 48 2 226,755 226,290 465 37,196 33,946 3,250 220,055 120,171 74,592 44,655 924 117,971 43 40 3 47 95 59 27 9 88 50 36,134 1City size is based on the 1970 Census of Population, U.S. Department of Commerce, Bureau of the Census. Tables cover all cities of 250,000 inhabitants or more which had written agreements and which made these agreements available. 2 Includes eight agreements in which the status of the arbitrator's decision varies with the subject matter, and one agreement which provides that the decision will be binding if it favors the employer and advisory if it favors the employee or union. NOTE: Data are nonadditive. Agreements may contain more than one provision. Table 29. Selected d iscip lin a ry procedures in m unicipal agreements in cities w ith populations o f 2 5 0,000 and over, by c ity size, 1970 Procedures T o t a l......................................... Reference to selected disciplinary procedures2 .................................. Union notified of discipli nary a c tio n ............................. Disciplinary action subject to grievance procedure . . . . No reference to selected discipli nary a c tio n .................................... All agreements Agreements Workers 1,000,000 and over Agreements Workers 250,000-499,999 Agreements Workers 286 613,490 69 386,277 129 156,552 88 70,661 113 126,052 28 47,390 48 52,700 37 25,962 67 64,974 15 24,240 25 26,710 27 14,024 89 107,778 27 43,590 42 43,430 20 20,758 173 487,438 41 338,887 81 103,852 51 44,699 *C ity size is based on the 1970 Census of Population, U.S. Department of Commerce, Bureau of the Census. Tables cover all cities of 250,000 inhabitants or more which had written 52 City size1 500,000-999,999 Agreements Workers agreements and which made these agreements available. 2 Data are nonadditive. Agreements notification and the right to grieve. may contain both Table 30. O fficia l tim e allowances fo r em ployee organization business in m unicipal agreements in cities w ith populations o f 250,000 and over, by c ity size, 1970 Allowances T o t a l......................................... Referring to official time allow* ances for employee organization business2 ...................................... Grievance p re p a ra tio n ............ Grievance hearings................... Contract negotiations ............ No reference to official time allow ances for employee organization business ........................................ All agreements Agreements Workers 1,000,000 and over Agreements Workers 250,000-499,999 Agreements Workers 286 613,490 69 386,277 129 156,552 88 70,661 177 81 125 98 334,232 176,703 254,820 227,737 38 24 31 22 162,255 114,155 145,905 135,825 91 30 65 48 120,868 39,884 78,711 57,021 48 27 29 28 51,109 22,664 30,204 34,891 109 279,258 31 224,022 38 35,684 40 19,552 1 City size is based on the 1970 Census of Population, U.S. Department of Commerce, Bureau of the Census. Tables cover all cities of 250,000 inhabitants or more which had written Table 31. City size1 500,000-9 99,999 Agreements Workers agreements and which made these agreements available. 2Data are nonadditive. Agreements may contain allowances pertaining to more than one area. time Negotiation impasse procedures in m unicipal agreements in cities w ith populations of 250,000 and over, by city size, 1970 Procedures All agreements Agreements Workers 1,000,000 and over Agreements Workers City size1 500,000-999,999 Agreements Workers 250,000-4159)999 Agreements Workers 286 613,490 69 386,277 129 156,552 88 70,661 62 6 16 5 30 1 3 61,284 7,000 19,400 5,570 23,814 3,800 1,100 3 4,260 2 1 310 3,950 47 4 8 4 27 37,809 3,300 8,670 1,620 22,519 12 2 6 19,215 3,700 10,420 3 1 1,295 3,800 3 1,100 1 600 1 600 No reference to impasse procedures .................................... 224 552,206 66 382,017 82 118,743 76 51,446 Impasse procedures specified2 . . . Factfinding ............................... Mediation ................................. Arbitration ............................... 62 38 50 10 61,284 35,214 44,914 11,070 3 4,260 2 1 310 3,950 47 32 39 8 37,809 26,419 32,889 3,320 12 6 9 1 19,215 8,795 11,715 3,800 T o t a l......................................... Agreements with impasse procedures .................................... Factfinding only ...................... Mediation only ........................ Arbitration only ..................... Factfinding and mediation . . . Factfinding and arbitration . . Mediation and arbitration . . . Factfinding, mediation and arbitration ............................. *C ity size is based on the 1970 Census of Population, U.S. Department of Commerce, Bureau of the Census. Tables cover all cities of 250,000 inhabitants or more which had written agreements and which made these agreements available. 2 Data are nonadditive. Each agreement may have one or more impasse procedures. 53 Chapter 4. Teacher Provisions in Municipal Collective Bargaining Agreements Among the agreements in this study were 34 covering 195,000 teachers. In most respects these contracts are similar to other public employee agreements and they have been analyzed for all o f the provisions discussed so far. In other respects, however, teacher agreements differ in that they address themselves to matters o f particular concern to educators, such as academic freedom, professional behavior, teacher development, evaluations, etc. Consequently, without reference to prevalence, a number of provisions pertaining to these aspects of teaching are cited for illustrative purposes. (9 1 ) W H E R E A S , th e B o a r d a n d th e u n io n su b s c rib e t o the c o n c e p t s o f A c a d e m ic F r e e d o m as e x p r e s s e d b y th e A A U P as f o llo w s : (a ) T h e te a c h e r is resea rch and th e in e n t it le d to fu ll f r e e d o m p u b lic a t io n of th e in re su lts, s u b je c t t o th e a d e q u a te p e r fo r m a n c e o f his o t h e r a c a d e m ic d u tie s ; b u t resea rch f o r p e cu n ia r y retu rn s h o u ld b e b a se d u p o n an u n d e rsta n d in g w it h th e a u th o ritie s o f th e in s tit u t io n . (b ) T he te a ch e r is e n t it le d to fr e e d o m in th e c la s s r o o m in d iscu ssin g h is s u b je c t , b u t h e s h o u ld be c a r e fu l not to in t r o d u c e in t o his te a ch in g c o n tro v e r s ia l m a tte r w h ic h has n o re la tio n t o his Academic freedom . An issue o f major importance to s u b je c t . teachers is the protection o f academic freedom. Contract clauses on this subject usually grant the teacher a great deal o f latitude in preparing and presenting subject material, within the framework o f policies established by the Board o f Education: (1 1 9 ) In our rep re se n ta tiv e dem ocracy, in ( c ) T h e c o lle g e o r u n iv e rsity te a c h e r is a c itiz e n , a m e m b e r o f a le a rn e d p r o f e s s io n , a n d an o f f i c e r o f an e d u c a t io n a l w rite s as a in s titu tio n a l in s tit u t io n . c itiz e n , he c e n s o r s h ip W h en s h o u ld or he be sp eak s fr e e d is c ip lin e , or fr o m but his s p e cia l p o s it io n in th e c o m m u n it y im p o s e s sp e cia l o b lig a t io n s . w h ic h As a m an of le a rn in g and an e d u c a t io n a l o f f i c e r , h e s h o u ld r e m e m b e r th a t th e u ltim a te p o w e r is r e ta in e d b y th e p e o p le a n d e x e r cis e d th e p u b lic m a y ju d g e his p r o fe s s io n a n d his in s tit u t io n A s s o c ia t io n a d v o c a te th e r e a liz a tio n o f th e fu ll p o te n tia l b y h is u tte ra n ce s. H e n c e h e s h o u ld at all tim e s b e th rou g h d e le g a tio n of a u t h o r it y , th e B oard and accurate, should exercise appropriate restraint, o f e a c h in d iv id u a l b y r e c o g n it io n o f an d r e s p e ct f o r his s h o u ld s h o w r e s p e ct f o r th e o p in io n o f o t h e r s , a n d d ig n ity . It t h e r e fo r e a llo w s th a t th e e d u c a t io n o f e a c h in d iv id u a l m ust d e v e lo p th e essen tia l s h o u ld m a k e e v e r y e f f o r t t o in d ic a t e th a t h e is n o t fu n d a m e n ta l an in s titu tio n a l s p o k e s m a n .. . . p ro ce s s e s a n d t h o s e sk ills, u n d e rsta n d in g s , a n d a ttitu d e s w h ic h w ill a f fe c t his h a r m o n io u s d e v e lo p m e n t as a s o c ia l Professional behavior. Occasionally agreements dealt b e in g . I t is r e c o g n iz e d th a t th ese d e m o c r a t ic v a lu es can with professional standards o f conduct and the role o f the organization in maintaining them: sp iritu a l, in te lle c tu a l, p h y s ic a l, e m o t io n a l, and b e st b e tra n s m itte d in an a t m o s p h e r e w h ic h is fr e e fr o m c e n s o r s h ip a n d a r tificia l restrain ts u p o n fr e e in q u ir y an d le a rn in g , an d in w h ic h a c a d e m ic fr e e d o m f o r te a c h e r a n d (1 5 8 ) U n it A c a d e m ic fr e e d o m A lle g e d b r e a c h e s o f p ro fe s s io n a l b e h a v io r shall b e p r o m p t ly r e p o r t e d t o th e o ff e n d in g te a c h e r an d t o th e stu d e n t is e n c o u r a g e d . shall be g u a ra n teed to te a c h e r s , a n d n o sp e c ia l lim it a t io n s sh all b e p la c e d u p o n PR&R R e p re s e n ta tiv e of th e A s s o c ia t io n . The A s s o c ia t io n shall use e v e ry r e a s o n a b le e f f o r t t o c o r r e c t b r e a c h e s o f p ro fe s s io n a l b e h a v io r b y a n y t e a c h e r . s t u d y , in v e s tig a tio n , p res en tin g a n d in te rp re tin g fa cts an d id eas c o n c e r n in g m a n , h u m a n s o c i e t y , th e p h y s ic a l an d The b io lo g ic a l w o r ld , a n d o t h e r b r a n ch e s o f lea rn in g , w h ic h d o r e p e a te d in fr a c t io n s , o r fa ilu re t o p e r f o r m th e d u tie s an d te a c h e r m a y b e s u b je c t t o d is cip lin a ry a c t io n f o r n o t c o n f l i c t w it h th e p h ilo s o p h y , u n d e r ly in g p rin cip le s , r e s p o n s ib ilitie s o u t lin e d in th is A g r e e m e n t . T e a c h e r s are o b je c t iv e s a n d c o n t e n t o f th e c o u r s e s o f s t u d y a d o p t e d b y e n c o u r a g e d t o d is p la y e x e m p la r y c o n d u c t as an e x a m p le th e B o a r d o f E d u c a t io n . t o stu d e n ts a n d t o r e fra in fr o m a c t io n s w h ic h w ill d e tr a c t f r o m th e a p p ro p r ia te im a g e o f th e t e a c h e r . . . A few agreements include policy statements adopted by other organizations concerned with academic freedom. The following statement is an example: 54 Professional development. Nearly all agreements provided opportunities for teachers to develop their skills and increase subject knowledge. The teachers themselves often play an important role in establishing the programs or the criteria for participation. Additional education, often facilitated by liberal leave policies, varied experience, or involvement in other training programs, was a common method o f upgrading professional competence: w ill b e in th e in te re sts o f th e C in cin n a ti P u b lic S c h o o ls . T h e m a x im u m a m o u n t o f partial p a y an e m p lo y e e m a y re ce iv e w h ile on leave under the p ro v is io n s of this p aragra ph shall n o t e x c e e d e ith e r , (1 ) th e d iffe r e n c e b etw een th e p a y t o w h ic h th e e m p lo y e e w o u ld b e e n t it le d i f se rv ice h a d b e e n re n d e re d d u rin g th e p e r io d o f lea v e and th e m in im u m salary o f a class I te a c h e r ( f o r m e r ly (1 5 9 ) 1. T h e c o lle g e s fo r B o a rd an shall e x t e n s io n n e g o t ia t e of w ith lo c a l area in -service tra ining class I I I ), o r in c o o p e r a t io n w it h th e c o lle g e s w h e r e b y su ch co u r s e w o r k w ill b e r e c o g n iz e d (2 ) fo r p u r p o s e s o f te a c h e r c e r t ific a t io n o n e - h a lf o f th e p a y t o w h ic h the e m p lo y e e w o u ld b e e n t it le d i f se rv ice h a d b e e n r e n d e re d d u rin g an d a d v a n ce d d eg rees. th e p e r io d o f le a v e , w h ic h e v e r is less. 2 a . A su m o f $ 6 0 0 ,0 0 0 shall b e a p p ro p r ia te d fo r In d e te r m in in g th e p a rtia l p a y d u rin g th e p e r io d o f leave the su m m e r o f 1 9 6 9 a n d a lik e su m f o r th e su m m er o f a n d t h e salary a fte r re tu rn f r o m 1970 a c c r e d it e d leave shall b e g ra n te d in c r e m e n ts an d a n y o t h e r salary c o lle g e s an d un iversities, u n d e r th e criteria h e r e in a fte r set a d ju stm e n ts as t h o u g h se rv ice ha d n o t b e e n in te r ru p te d fo r t h . T h e in te n t is t o p r o v id e a gran t o f a su m e q u a l t o p r o v id e d th e p ro g r a m o f p r o fe s s io n a l g r o w th is c o m p le t e d 7 0 p e rc e n t o f su m m er s c h o o l te a ch e rs’ sala ry. H o w e v e r , s a tis fa cto r ily . fo r te a c h e r fe llo w s h ip s fo r stu d y in leave, the te a c h e r o n sin ce th e su m m e r s c h o o l session s at th e v a rio u s s c h o o l levels are su b sta n tia lly d iffe r e n t in le n g th , it is b e lie v e d e q u ita b le t o esta b lish a fix e d su m t o b e p a id e a ch te a c h e r p a rticip a tin g in th e p ro g r a m . A p p lic a tio n - A p p l i c a t i o n s shall be m ade to th e S a b b a tica l L e a v e C o m m it t e e . T h e a p p lica n t shall s u b m it plans f o r t h e use o f th e S a b b a tica l leave a n d shall m e e t all o t h e r r e q u ir e m e n ts as e sta b lish e d b y th e c o m m it t e e . T h e 2 b . T o a llo c a te th ese fe llo w s h ip s e q u it a b ly , th e S u p e r in te n d e n t shall in F e b r u a r y o f e a c h y e a r d e te r m in e c o m n it t e e sh all ask th e a p p lic a n t ’ s su p e rv iso r a n d /o r p rin cip a l t o r e a ct t o t h e p r o p o s e d p lan o f s tu d y . th e ra tio o f th e t o ta l p o s s ib le p a rticip a n ts t o th e t o ta l n u m b e r o f a p p o in t e d t e a ch e rs . T h e n u m b e r o f p a r tic i S e le c tio n - T h e a s s o cia tio n sh all a p p o in t th re e te a ch e rs p a n ts t o b e a llo c a te d t o e a c h s c h o o l shall b e d e te r m in e d t o serve w it h t w o a d m in istra to rs o n th e S a b b a tica l L eave b y a p p ly in g th e said ra tio t o all a p p o in t e d tea ch ers o n th e C o m m it t e e . p a y r o ll fo r su ch s c h o o l . . . (1 6 0 ) T h e c o m m it t e e esta b lish e d b y th e term s o f th e S e p te m b e r 1, 1969 A g reem en t, “ fo rm e d of th ree O n e h a lf o f 1 p e r c e n t o f th e te a ch e rs m a y b e g ra n te d S a b b a tica l leaves in a n y 1 s c h o o l y e a r. re p resen ta tiv es o f th e B o a r d a n d th re e rep resen ta tiv es o f th e A s s o c ia t io n to d e v e lo p o n g o in g p roced u res fo r P ro fe s s io n a l S t a ff D e v e lo p m e n t a n d sen sitiv ity tra in in g , a n d an o p tio n a l p ro g ra m o f p r o fe s s io n a l g r o w t h c o u r s e s ,” sh all c o n t in u e u n d er th e term s o f th is A g re e m e n t . Agreements also could provide some form o f sabbatical leave for teachers who wish to attend school full time. A minimum length of service and promise to return to work for the school board are common requirements for eligibility: A ll e lig ib le t e a ch e rs , e x c e p t t h o s e w it h 25 y e a rs or m ore o f fu ll-tim e te a c h in g se rv ice in O h io , sh a ll, as a c o n d it io n o f a p p ro v a l f o r leave o f a b se n ce f o r p ro fe s s io n a l g r o w t h , sign a w r itt e n a g re e m e n t t o re tu rn t o se rv ice im m e d ia t e ly f o llo w in g p ro g ra m p ro fe s s io n a l of s a t is fa c t o r y g r o w th c o m p le t io n w ith in th e of th e s p e c ifie d p e r io d o r t o r e fu n d t o th e B o a rd n o la ter than A u g u st 2 0 next fo llo w in g th e s p e c ifie d p e r io d o f le a v e or any a d d itio n a l le a v e , all o f th e p artial p a y re ce iv e d d u rin g th e p e r io d o f lea v e. R e fu n d o f p a y re ce iv e d w h ile o n leave shall a lso be m ade if th e te a ch e r fails t o c o m p le t e s a tis fa cto r ily th e p ro g r a m o f p r o fe s s io n a l im p r o v e m e n t in (1 6 1 ) S a b b a tica l lea ve P u rp o se- T o im p r o v e m e n t, p r o v id e S a b b a tica l a c c o r d a n c e w it h th e p ro v is io n s o f S e c t io n 3 3 1 9 .1 3 1 , O h io o p p o r t u n it ie s leave shall fo r be p ro fe s s io n a l a v aila ble R e v is e d C o d e . to te a ch ers fo r fu ll-tim e p ro g ra m s o f s t u d y . E lig ib ility - - A n y te a ch e r w h o has c o m p le t e d 5 o r m o re Teacher exchange programs are provided for in a few agreements: years o f serv ice as a m e m b e r o f th e p r o fe s s io n a l s t a ff o f th e C in c in n a ti P u b lic S c h o o ls , e x c lu s iv e o f a n y years o f (1 1 8 ) In a n y 1 y e a r , a re a s o n a b le n u m b e r o f te a ch e rs, s erv ice c o u n t e d f o r o b t a in in g a n y o t h e r leaves o f a b s e n c e , as d e te r m in e d b y th e S u p e r in te n d e n t, m a y b e e x c h a n g e d an d w h o has a tta in e d c o n t in u in g c o n t r a c t sta tu s, m a y b e fo r g ra n ted a lea v e o f a b s e n c e in a c c o r d a n c e w it h S e c tio n d istrict in the U n ite d S ta te s a n d in a fo r e ig n c o u n t r y . 3 3 1 9 .1 3 1 , O h io R e v ise d C o d e , t o in cre a se h is p ro fe s s io n a l S u ch p re p a ra tio n S u p e r in te n d e n t t o th e C o m m it t e e o n A p p o in t m e n t a n d stu d y , if th rou gh in th e a fu ll-tim e ju d g m e n t of a p p rov ed th e p ro g r a m S a b b a tica l of L ea v e C o m m it t e e a n d th e su p e r in te n d e n t s u ch leave o f a b s e n ce te a c h e r s fr o m exchan ge som e oth er sch ool a d m in is tra tio n shall b e in itia lly r e c o m m e n d e d b y the I n s tr u c t io n , w h ic h shall r e c o m m e n d fin a l a c t io n t o th e B oard . 55 In the following illustration, bargaining parties agreed to review the student teaching program and compensation to supervisors of student teachers: (162) Current efforts on the part o f the State Superintendent’s office, colleges of education and professional organizations may result in changes in certification standards. At such a time, a study committee composed of representatives from the Alliance and the District, with consultants from colleges o f education, shall be formed to write further recommendations in the area o f cadet teacher supervision. The District shall promote a closer working relationship between cadet supervising teachers and university faculties. It is recognized that the training o f new members of the profession is o f great valye and importance both to the District and the profession. It is the obligation o f the profession to work toward and assist in the education of new members of the profession. Proper compensation for this work is an important consideration as variations in cadet supervision continue to evolve. The District shall not participate in compensation o f cadet supervising teachers, but will continue to explore with institutions appropriate rates of pay by the institutions. Teacher evaluation. The procedures used to evaluate performance are important to professionals. This concern is shown when teachers have negotiated a voice in establishing the frequency of evaluation and the recourse they will have if a report is unfavorable. As in the following example, an evaluation of a probationary teacher may be made by another teacher assigned by the employee association: (163) The performance o f all teachers shall be evaluated in writing. Probationary teachers shall be evaluated at least two times during the school year: No later than November 1 and December 17. In the event that a “shall not recommend reelection” evaluation is received on the December 17 evaluation, the teacher and/or administrator may request and have conducted an additional evaluation. Tenure teachers shall be evaluated at least once every 5 years, and the evaluation report should be submitted by March 1 o f the year o f evaluation. Criteria for evaluation o f all teachers shall be clearly defined. A copy o f the written evaluation shall be submitted to the teacher at the time of personal conference or within 10 days thereafter; one copy is to be signed and returned to the Administration, the other is to be retained by the teacher. In thfe event that the teacher feels that his evaluation was incomplete or unjust, he may put his objections in writing and have them attached to the evaluation report, to be placed in his personnel file with a copy to the Area Superintendent. In the event the teacher desires to have further relief from such report he shall 56 utilize the grievance procedures described elsewhere in this agreement within 10 days o f such report. Any probationary teacher who shall have received a second evaluation in the school year which he considers substantially negative may, upon request, have his performance evaluated by a tenure teacher assigned by the Association. This evaluation shall be made using the same criteria as that which resulted in the original negative evaluation. The Administration may likewise, upon request, have such evaluation by a tenure teacher appointed by the Association in any case in which the probationary teacher shall have filed an objection or instituted a grievance procedure with respect to such second evaluation. In designating such tenure teacher, the Association shall consult and make arrangements therefor through the Area Superintendent or his designee. The tenure teacher shall arrange the times for his absence from regular duties and the times for personal “in the class room” observations of the probationary teacher with their respective principals or other applicable adminis trator. A person serving as such tenure teacher shall be given released time to conduct the evaluation but may be designated in a school year with respect to no more than three probationary teachers and the time devoted with respect to any one evaluation shall not exceed an aggregate of 1/2 day. All such evaluations shall be in addition to evaluations made by the Administration, shall be in writing, shall be filed within 10 days of the original request and shall be furnished the Administration, the Association and the probationary teacher promptly fol lowing their completion. Examination of material from the teacher’s personnel file is usually an integral part of the evaluation process. To prevent abuse, the right to inspect and comment on material in these files is found in nearly every teacher agreement: (164) Official teacher files in a school shall be maintained under the following circumstances: No material derogatory to a teacher’s conduct, service, character or personality shall be placed in the file unless the teacher has had an opportunity to read the material. The teacher shall acknowledge that he has read such material by affixing his signature on the actual copy to be filed, with the understanding that such signature merely signifies that he read the material to be filed, and does not necessarily indicate agreement with its content. The teacher shall have the right to answer any material filed and his answer shall be attached to the file copy. Upon appropriate request by the teacher, he shall be permitted to examine his file. Consultation,. As professionals, teachers often are consulted on policies which affect them and the children they teach. In a number of cases, the teachers’ role has been reduced to contract language. The degree of participation varied from consultation before programs are initiated to an active role in curriculum planning, textbook selection, and other programs of special interest or concern, such as the implementation of integrated education. Usually provisions for consultation are general and offer little in the way of procedural rules or other details: (165) The principal shall consult with the building committee concerning the date of any evening meeting at which the attendance of employes is required. Prior to the initiation o f experimental programs into a school, there shall be consultation with the members o f the staff affected by such programs. In case o f unresolved questions, further consultation shall be held among the District Superintendent, employes and principal. A joint committee o f the Federation and the Board shall be established for the purpose of planning the orientation course which will be offered to all o f the employes. The committee shall present its completed reports as promptly as possible. Substitute service shall be provided when: (1) a Federation representative is absent during working hours because he has been selected to attend a meeting scheduled by the Administration and (2) when an employe is scheduled to attend a meeting sponsored by the Administration that would require an absence o f a half day or more, except for attendance at the orientation program, which will be held after the lunch periods provided for in Section 15 o f this Article III. Provisions which include procedural statements, although they vary in degree, are found most frequently in clauses pertaining to specific issues or to standing committees as the following provisions illustrate: (166) Article 29-Curriculum guide and textbook evalua tion committees. 29-1. On each Curriculum Guide Committee and Textbook Evaluation Committee, the union shall have 1 representative for every 10 committee members or any major fraction thereof. Elementary teachers selected by the union shall have at least 2 years o f experience in the Chicago Public Schools on their certificate and have competence in the subject area of the committee. To serve on a high school Curriculum Committee, the teacher shall have at least 2 years o f experience as a regularly certificated teacher, teaching on his certificate, such certificate 10 be in the subject area o f the committee. (167) There shall be a textbook committee in each subject field. Subject field directors and supervising directors shall serve as general chairman o f the committees for their respective Helds. Teachers shall have a significant role in the selection o f textbooks and related educational materials. Each committee shall consist o f qualified teachers from the committee’s subject field and two representa tives from the School Administration. Each committee shall recommend for approval by the Board basic textbooks, workbooks, supplementary texts and related educational materials (transparencies, duplicating masters, etc.). Workbooks and other supplementary materials (progress tests, practices, teachers* manuals, etc.) shah be listed with basic texts and made available on an expendable basis. Each approved list shall include the reading level o f all basic texts and shall be published by course titles whenever possible for the convenience o f teachers. Teachers shall be free to suggest books and educational materials for consideration by the com mittees. All teachers o f the subject field department in each secondary school shall examine the materials on the approved list and recommend to the School Administra tion the selections best suited for the program o f that school. All teachers o f a grade level or interest group in each elementary school shall examine the materials on the approved list and recommend to the School Adminis tration the selections best suited for the program o f that school.. . Working conditions. School operation and adminis trative regulations and procedures are of constant concern to teachers since they have an important and direct bearing on the effectiveness and efficiency with which their duties in the classroom are performed. Teachers are most competent to teach subjects for which they have been trained specifically or have had adequate experience. Therefore, clauses are common that limit assignments to the teacher’s area or areas of certification: (109) Teachers shall be assigned to teach in their area or areas o f State and [city] certification. Even if a teacher is certified to teach in more than one area o f certification by the State Department o f Education, first consideration in the area o f assignment will be based on the [city] certification o f such a teacher. The preferences o f a teacher with respect to a specific schedule assignment within the area of his certification shall be honored unless circumstances make this prohibited. However, primary consideration in making any assignment shall be based upon the competency, training, and experience o f the teacher for undertaking such an assignment. The number of pupils a teacher is responsible for each period and each day is important, since class size and teaching load often determine the amount of atten tion a teacher can give to each child. Provisions which 57 regulate these areas usually set specific limits, and strive to reduce these figures: (168) The class size figures which are now: 27 in kindergarten through Grade 6; 31 in Grades 7 through 12, shall become, effective September 1, 1970; 26 in kindergarten through Grade 6; 30 in Grade 7 through 12. (26) A. B. C. The weekly teaching load in grades 7 through 12 shall be 25 teaching periods of no more than 45 minutes in the regular schedule. In addition, there shall be at least five unassigned preparation periods (at least one per school day). In the vocational, technical, and comprehensive high schools, each academic teacher shall be assigned no more than five 45 minute teaching periods per day. Of the remaining three periods, no more than two (2) may be assigned to nonteaching activities. The remaining period shall be an un assigned preparation period. Teachers of voca tional subjects shall be assured one unassigned preparation period per day. Exceptions may be agreed upon by the Federation Building Com mittee and the principal. Travel time of teachers of the homebound shall be considered as part of such teacher’s teaching day, except that travel from and to the teacher’s home shall not be considered. Whenever possible, case loads for counselors shall be limited to a 1 to 250 ratio. For the purpose of computing such ratio, only those counselors who are working directly with the children on a full-time basis may be used. Counselors shall not be required to act as Assist ant Principals or Department Chairmen or to perform other noncounseling duties. The Board and the Federation shall jointly study the feasi bility of an 11 month schedule for guidance counselors. D. Teacher assignments outside the scope of his teaching certificate or his major field of study shall be voluntary. E. Split classes shall be eliminated whenever pos sible. F. Every effort shall be made to limit to two the number of different lesson preparations in the secondary schools. (114) The Board and the association recognize that a teacher’s primary responsibility is to teach and that his energies should, to the extent possible, be utilized to this end. Therefore, the Board agrees to make every effort to reduce the following nonteaching duties through the use o f teacher aides and part-time clerical assistants so that teachers will have more time to devote to teaching activities: Nonteaching assignments, including but not limited to, health services, supervision of study halls, corridors, playgrounds, cafeterias, streets and sidewalks, and buses. Collecting money from students, delivering books to classrooms, taking inventories, duplicating instructional and other materials, calculating attendance records, and other similar clerical functions. Teachers shall not be required to transport pupils to activities which take place away from the school building. The Board and association agree that the efficiency and effective use o f teacher aides is an area that needs continuing study and investigation. This will be taken up by the Professional Council. Yearly reports on the status of reducing non-teaching duties with the use o f aides, part-time help and etc., shall be presented to the Association and Professional Council. A few contracts grant teachers a role in the selection, assignment, and evaluation of teacher aides as the following clause illustrates: (169) The Board and the association agree that teacher aides enhance the learning environment by reinforcing instructional skills and by assuming nonteaching school functions where feasible. A. Teachers may assist in screening applicants for teacher aide positions. Teachers desiring to screed applicants or applications o f applicants for teacher aide positions in their classrooms should notify the Administrative Assistant. However, the Administra tive Assistant at each school will have final responsibility for the selection of teacher aides used in that school. B. G. Inequities in assignments shall be proper subjects of grievance. H. A master schedule for each school shall be posted on the teachers’ bulletin board or shall otherwise be made available to all teachers. Many agreements provide for teachers’ aides who reduce the amount of time a teacher must spend on nonteaching duties. 58 Selection of aides: Distribution o f aide time: An attempt will be made to distribute aide time at each school so that teachers at the same grade level in that school will have approximately the same amount of aide time scheduled per week. However, aide time is not subject to redistribution due to resignation or absence of an aide. Aides who resign will be replaced as soon as a suitable replacement can be employed. The restrictions of Federal and State funded programs will be taken into account in the distribution of aides and the Administrative Assistant at each school will distribute aide time within the scope of these programs. The Administrative Assistant at each school will have final responsibility for the distribution o f aides at that school. C. Orientation: The Administrative d is ta n t at each school will orient newly employed aides to the needs o f the individual school. It will be the responsibility o f the teachers who are using the aide to orient the aide to their specific needs. C. where the pupil is to be sent, which the principal or his designee shall send immediately, may exclude from class a pupil who is causing serious disruption. Evaluation: The teacher or team using an aide will be responsible for the evaluation o f that aide. The performance o f the teacher aide must be satisfactory to the teacher or team using that aide or the aide will be subject to dismissal or reassignment by the Administrative Assistant. When a child is excluded from class, the teacher will confer with the principal, assistant principal, or counselor to provide the necessary information concerning the problem and shall provide a written statement o f the problem within 24 hours. The principal will reinstate the child after advising the teacher that some adjustment has been made or following a conference which includes at least two o f the following persons: a counselor, an administrator, the child, a parent, the school psychologist, or the attendance officer. Prior to the conference, there shall be consultation between the teacher and the principal regarding the teacher’s presence at this conference. The teacher shall be informed as to the results o f the conference and the adjustment made. Nonpaid extra curricular activities often influence the amount of time a teacher can devote to his primary classroom duties. A few contracts make such participa tion purely voluntary and establish procedures to spread such activity equally among all teachers. After three written referrals, the principal shall have the child and a parent attend a conference on school rules. The school shall be represented at this conference by the principal or his designee. If the teacher and the principal agree that a procedure other than a parental conference would be most beneficial to the child, that procedure may be substituted. This shall be a prerequisite to returning the child to class. (16) Participation in extra-curricular activities for which no additional compensation is paid shall be strictly voluntary. If the child continues to cause serious disruption, the principal shall suspend the child for a period not exceeding 1 school month for each offense. (123) Assignment may be made to occasional extra curricular activities for which teachers are not paid. The principal will post a list o f known activities at the beginning o f each school year. Teachers will indicate their choice o f activities at which they prefer to work. When the number o f teachers who have indicated a preference for an activity does not equal the number o f teachers required for that activity, the principal shall make assignments. Teachers and the administration recognize that assignments should be reasonable. Classroom environm ent The learning process is carried on with best results in an environment free from disturbances and interruptions. Most agreements recognize that control o f the classroom is vital to a teacher’s effectiveness and contain provisions which guarantee that the administration will endeavor to avoid classroom interruptions: (170) Classroom interruptions are to be permitted only in the case o f emergency or when no other reasonable alternative is possible. Problems caused by classroom interruptions both by teachers and administrators should be discussed at each building level and effective practices established to overcome said problems. Additional clauses set forth the respective roles of teachers and administrators in maintaining discipline: (166) A teacher, upon written notice to the principal or his designee, and upon receipt o f written instruction of When a child is suspended, the principal will initiate a diagnostic review with the classroom teacher and the adjustment teacher and/or the counselor to attempt to determine the basic cause o f the child’s problem and the corrective measures to be taken. Principals shall notify the police in case o f serious school-related offenses including but not limited to: extortion, possession or use o f narcotics, arson or attempted arson, possession or use o f alcohol, serious theft, serious vandalism, false reports o f fire or bombs, possession or use o f weapons, or assault on an employee. A continuous record o f discipline cases shall be maintained for the use o f the school staff. In the event o f a school-related assault on an employee, the law department o f the Board, when notified, shall inform the employee o f his legal rights, and he shall be assisted by the law department in court appearances. Some school systems still permit corporal punish ment as part of the disciplinary procedure: (164) Teachers are not denied the privilege of exercising corporal punishment, as stated in Section 3319.41 of the Ohio Revised Code, when the nature o f an act on the part o f a pupil demands such disciplinary action. Whenever corporal punishment is administered, it should be done in a calm and deliberate manner with full knowledge on the part o f the pupil why this action is taken. The teacher should take into account any individual handicaps. Corporal punishment should not be administered in the heat o f anger, and striking a pupil about the face or head should be avoided. Almost without exception, as a part of the disciplinary provisions, teachers are supported and protected by the school in instances of assault by students or others. Legal advice and injury compensation are commonly provided for as part of this support: (161) TEACHER PROTECTION Section 1.-Compensation personal injury benefits insurance and Assault on a teacher or injury to a teacher shall be reported immediately to the Board. The Board shall render assistance and advice to the teacher in securing legal redress through law enforcement and judicial authorities. Section 6 . - Emergency When the superintendent determines that weather conditions are such that travel for pupils and teachers is hazardous, schools should commence for pupils one hour later than the regular starting time. Teachers should make an effort to report to school at the regular starting time. Section 1,-Liability The Board and the Association shall cooperate in achieving permissive legislation to provide personal liability, including legal counsel, and personal property damage insurance coverage to each teacher. Costs o f such coverage shall be a matter for future negotiation. A smaller number of agreements provide assistance when complaints or charges are directed against the teacher: (171) 1. The administrator or supervisor involved and the president o f CFPS shall be given full information as to the nature of serious complaints or charges made by parents, students, or any special interest groups which appear to be organized, and be given every opportunity, resource and help to answer or cope with such complaints or harrassment. 2. If complaints or charges are made against any administrator or supervisor, he may have a conference with the Superintendent o f Schools or his designee at the Deputy or Assistant Superintendent level. At such hearing, he may have the assistance of the CFPS. 3. Whenever, in the performance o f his duties as an administrator or supervisor and in carrying out the responsibilities thereof, an administrator or supervisor becomes the object o f legal action directed against him, the Board o f Education will provide the concerned with legal advice. Workmen's compensation is available to cover injuries or death attributable to assigned duties. Section 2.-Civil disturbances In case o f a severe civil disturbance which occurs before the teacher leaves his residence for his assignment, the teacher should make every effort to contact the proper school authorities who will determine whether the teacher will be required to report for work. The intent o f this provision is that no teacher should be required to report to a school where his person might be in danger. Section 3.— Pupils Throughout the years teachers have considered the disruptive pupil to be the greatest deterrent to teaching. Adjustment classes should be established for pupils who are disruptive. The teacher may send pupils who are seriously disturbing the class to the office for the day. The teacher shall furnish the principal with information o f the exclusion from class and the pupil will be readmitted only upon written authority o f the principal, or after a conference between all parties concerned. Disruptive elementary pupils who are excluded from class must be escorted to the office. A pupil expressing flagrant insubordination to a teacher shall be disciplined. A subsequent offense o f the same nature may mean suspension by the principal until a parent comes for a conference. Both the parent and pupil must agree to cooperate before he can be readmitted. All cases o f physical violence to members of the staff shall be reported to the police and teachers should be encouraged to sign warrants. 60 Professional integrity . The professional integrity of the teacher with respect to pupil evaluation is protected in many agreements which state that his judgement in assigning pupil grades will not be reviewed or reversed by others, subject on occasion, to certain restrictions: (167) The grade given to a pupil for the completion o f an assigned task pursuant to the study o f a required or elective subject in the curriculum taught by the teacher or an approved extra-curricular activity under the super vision o f the teacher is the teacher’s indication o f the quality o f performance by the pupil o f this particular task. The teacher shall be considered to be the expert in evaluating the pupil’s work, and the integrity o f the teacher shall be respected in grading the work o f the pupil. The grade given by the teacher shall not be changed by another person. However, in the event that the grade should be challenged by the pupil, his parents, or guardian, and, after appropriate conferences it appears that all factors involved in the performance o f the pupil may not have been known or taken into consideration by the teacher, the teacher has the prerogative and duty to raise or lower such grade in accordance with all factors involved. This provision shall not preclude the principal from questioning a student’s grade with the teacher, where the principal believes an error has been made. No minimum or maximum limitation shall be set on the number who pass or fail, but every teacher will be expected to give all possible assistance and encouragement to pupils whose work may be below passing standards, and to challenge those who may be finding the work too easy. All final failing grades for 6th, 9th and 12th grade students must be submitted to the school office by the date established through agreement of the head of the school and the School Chapter Advisory Committee for such submission. Such date shall be at least 5 school days prior to graduation. Any final grade submitted after such date must be a passing grade. As an important part of pupil evaluation as well as normal school procedures, teachers often are required to inform parents of any special problems. General discussions of pupil performance with parents common ly are required through scheduled conferences: (172) One full school day or two half-days o f each semester shall be designated for parent-teacher confer ences. These conferences shall be held on school time and all regular classes shall be dismissed. The day or half-days shall be established by the school principal and announced to teachers and parents by the end of the fourth week of each semester. In addition to the scheduled conference day or half-days referred to above, teachers shall confer with parents at other times mutually convenient to the teacher and the parent. Special education teachers may, with the approval of the principal, utilize the 1 full day or 2 half-days designated for parent-teacher conferences to make home visits or follow-up calls. In cases of particular urgency, additional time may be granted upon request and with the approval of the principal and the region superintendent. Elementary teachers may, with permission of the principal, utilize the half-day or a part of the day now designated for parent-teacher conferences for home visits. 61 Appendix. Identification of Clauses1 Clause N um ber 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 E m ployer and union Seattle, Wash.; citywide, blue-collar crafts, Joint Crafts Council .......................... Tampa, Fla., Firefighters (IAFF) ............................................................................. Rochester, N.Y., Firefighters ( I A F F ) ........................................................................ Boston, Mass.; power services, Firemen and Oilers ( I B F O ) .................................... District of Columbia, Department of Sanitary Engineering, maintenance and related employees, State, County and Municipal Employees, (AFSCME) . . . Portland, Oreg.; Bureau of Fire (IAFF) ................................................................... Baltimore, Md.; Metropolitan Transit Authority, Transit (ATU) .......................... Louisville, Ky.; Works Department, street maintenance Teamsters (IBT)(Ind.) . Chicago, 111.; Transit Authority, Teamsters (IBT) (Ind.) ....................................... Pittsburgh, Pa.; Board of Public Education, Teachers (AFT) ............................... New York, N.Y.; Public Library, building maintenance, shipping and purchasing, State, County and Municipal Employees (AFSCME) ....................................... Tucson, Ariz., State, County and Municipal Employees (A FSC M E )..................... Boston, Mass.; Police Department, Boston Police Patrolmen’s Association . . . . Greater Indianapolis, Ind.; Department of Public Works, State, County and Municipal Employees (AFSCME) ........................................................................ Baltimore, Md.; Board of School Commissioners, non-teaching aides, Teachers (AFT) ...................................................................................................................... Rochester, N.Y.; Board of Education, teachers, Education Association(NEA) . . Jersey City, N.J.; citywide, clerical, State, County and Municipal Employees (AFSCME) .............................................................................................................. Buffalo, N.Y., Police Benevolent Association ......................................................... Los Angeles, Calif.; Southern California Rapid Transit District, operators, Transportation Union (UTU) ............................................................................... Cleveland, Ohio; State, County and Municipal Employees (AFSCME) ............... Omaha, Nebr.; International Brotherhood of Police Officers ............................... Boston, Mass.; Housing Authority, stationary firemen, Firemen and Oilers (IBFO) .................................................................................................................... Milwaukee, Wis.; Board of School Directors, non-teaching personnel, State, County and Municipal Employees (A FSC M E ).................................................... Baltimore, Md.; white-collar, nonclerical, Classified Municipal Employees Association ............................................................................................................ Buffalo, N.Y.; pipe caulkers and repairmen, Directly affiliated local union . . . . Buffalo, N.Y.; Board of Education, teachers, Education Association (NEA) . . . Milwaukee, Wis.; Department of Public Works, Teamsters (IBT) ( I n d .) ................ 1Employee organization affiliated with the AFL-CIO unless otherwise indicated as independent union or association. 62 Expiration date September 1972 September 1972 June 1973 June 1972 May 1971 June 1971 September 1972 May 31,1971 November 1971 November 1971 June 1973 February 1973 March 1971 December 1971 August 1971 June 1973 December 1970 June 1972 May 1972 July 1972 December 1971 January 1973 December 1972 July 1971 June 1972 June 1972 December 1970 Appendix. Identification of Clauses — Continued 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 54 55 56 57 58 59 District of Columbia; Department of Sanitary Engineering, Water Pollution Control Division, Government Employees (AFGE) ......................................... District of Columbia; Department of Sanitary Engineering, Maintenance Division, shop and office personnel, Government Employees (AFGE) .......... Buffalo, N.Y.; blue-collar occupations, State, County and Municipal Employees (AFSCME) .............................................................................................................. Toledo, Ohio; Toledo Police Command Officers Association, Patrolmen’s Benevolent Association, and Fraternal Order of P o lic e .................................... Boston, Mass.; Youth Activities Commission, Department of Health and Hospitals, and others, Service Employees (SEIU) .............................................. Seattle, Wash.; Department of Lighting, Electrical Workers (IB E W )..................... Sacramento, Calif.; Transit Authority, Electrical Workers (IB E W )....................... Toledo, Ohio; refuse, sanitary landfills and main wastewater treatment plant, Teamsters (IBT) (Ind.) .......................................................................................... Chicago, 111.; Transit Authority, bus operations, Transit (ATU) .......................... Portland, Oreg.; city wide, blue-collar occupations, District Council of Trade Unions ................................................................................................................... Detroit, Mich.; policemen, Detroit Police Officers Association ............................ Detroit, Mich.; Library Commission, Association of Professional Librarians of the Detroit Public Library ..................................................................................... Rochester, N.Y.; citywide, blue-collar and white-collar occupations, State, County and Municipal Employees (A FSC M E )................................................... Cleveland, Ohio; bridge operations, Electrical Workers (IB E W )............................ Boston, Mass.; Public Library, Boston Public Library Professional Staff Association ....................................................................................................... Toledo, Ohio; Firefighters (I A F F )............................................................................. San Jose, Calif.; San Jose Peace Officers Association ............................................ Detroit, Mich., supervisory nurses, Nurses Association (ANA) ............................ Detroit, Mich.; Department of Street Railways, non-operating white-collar occupations, State, County and Municipal Employees (A FSC M E ).................. Baltimore, Md.; Board of Fire Commissioners, firefighters, Firefighters (IAFF) . Seattle, Wash.; Seattle Police Officers’ G u i l d ........................................................... Philadelphia, Pa.; citywide, blue-collar and white-collar occupations, State, County and Municipal Employees (AFSCME) ................................................... Detroit, Mich.; Board of Education, blue-collar occupations Teamsters (IBT) (Ind.) ...................................................................................................................... Toledo, Ohio; citywide blue-collar and white-collar occupations, State, County and Municipal Employees (AFSCME) ................................................................ Memphis, Tenn.; Board of Education, blue-collar occupations, State, County and Municipal Employees (AFSCME) ................................................................ Louisville, Ky.; Works Department, garage, stores, transportation, operations and maintenance, Teamsters (IBT) (Ind.) ................................................................... Boston, Mass.; Housing Authority, Teamster (IBT) (Ind.) .................................... Kansas City, Mo.; Firefighters (IAFF) ..................................................................... Rochester, N.Y., Rochester Police Locust Club ...................................................... Buffalo, N.Y.; Board of Education, blue-collar occupations, State, County and Municipal Employees (AFSCME) ........................................................................ Boston, Mass.; Typographical Union (ITU) .............................................................. Omaha, Neb., Firefighters ( I A F F ) ............................................................................. March 1972 February 1972 June 1973 December 1972 June 1972 March 1972 September 1972 July 1972 November 1971 July 1972 December 1970 July 1971 June 1972 July 1972 June 1971 July 1972 July 1971 August 1971 July 1971 June 1972 December 1971 June 1971 July 1972 July 1972 June 1971 May 1971 January 1972 September 1970 June 1972 June 1973 May 1972 December 1971 63 Appendix. Identification of Clauses — Continued 60 61 62 63 64 65 66 67 68 69 70 71 72 73 74 75 76 77 78 79 80 81 82 83 84 85 86 87 88 89 90 Cleveland, Ohio; Metropolitan General Hospital, non-professional classifications, State, County and Municipal Employees (AFSCME) ....................................... Louisville, Ky.; Sanitation Department, Teamsters (1BT) (Ind.) .......................... Jersey City, N.J.; public health nurses, United Nurses Organization of Jersey City ......................................................................................................................... Boston, Mass.; Administrative Services Department, Printing Pressmen (IPPA) . Jersey City, N.J.; Jersey City Medical Center, white-collar occupations, State, County and Municipal Employees (AFSCME) .................................................... Cincinnati, Ohio; Board of Education, blue-collar occupations, State, County and Municipal Employees (AFSCME) ................................................................ Memphis, Tenn.; Housing Authority, Maintenance Department, State, County and Municipal Employees (AFSCME) ................................................................ Memphis, Tenn.; Automobile Testing Bureau, State, County and Municipal Employees (AFSCME) .......................................................................................... Buffalo, N.Y., The Buffalo Crossing Guards Association ....................................... Jacksonville, Fla.; Housing Authority, Laborers (LIUNA) .................................... Buffalo, N.Y.; Firefighters (IAFF) .......................................................................... Oklahoma City, Okla; Central Oklahoma Transportation and Parking Authority, Transit (A T U )......................................................................................................... Los Angeles, Calif.; Housing Authority, State, County and Municipal Employees (AFSCME) ............................................................................................................... Detroit, Mich.; citywide, operating engineers, Operating Engineers (IUOE) . . . . Cleveland, Ohio; citywide blue-collar occupations, Laborers (LIUNA) ............... Buffalo, N.Y.; white-collar occupations, Civil Service Employees Association (CSEA) .................................................................................................................... Buffalo, N.Y.; Board of Education, Civil Service Employees Association (CSEA) ................................................................................................................. Jersey City, N.J.; Jersey City Medical Center, United Nurses Organization of Jersey City ............................................................................................................... New York, N.Y.; Fire Department, fire officers, Firefighters (IAFF) .................. Buffalo, N.Y., Recreation Society of the City of B u ffa lo ....................................... Detroit, Mich.; Department of Street Railways, operating personnel, Transit (A T U )...................................................................................................................... Denver, Colo.; School District No. 1, Denver Association of Specialized Services Personnel ................................................................................................................. District of Columbia; Department of Sanitary Engineering, Revenue Branch, Government Employees (AFGE) ........................................................................ Atlanta, Ga.; Housing Authority, Service Employees (SEIU) ............................... Akron, Ohio; City Hospital, State, County and Municipal Employees (AFSCME) Sacramento, Calif.; Transit Authority, Transit (ATU) ......................................... New York, N.Y.; Department of Marine and Aviation, Maritime (N M U )............. Denver, Colo.; Metropolitan Denver Sewage Disposal District No. 1, Operating Engineers (IUOE) .................................................................................................. Milwaukee, Wis.; Board of School Directors, school accountants, Education Association (N E A ).................................................................................................. New York, N.Y.; Triborough Bridge and Tunnel Authority, State, County and Municipal Employees (AFSCME) ........................................................................ Omaha, Nebr.; State, County and Municipal Employees (AFSCME) .................. 64 February 1973 May 1971 December 1971 May 1972 December 1970 Open End June 1973 June 1972 June 1972 September 1972 June 1972 August 1973 August 1972 June 1971 July 1972 December 1972 June 1973 December 1971 December 1970 June 1972 June 1974 April 1972 January 1972 December 1971 July 1972 March 1974 June 1970 September 1972 December 1972 June 1972 December 1971 Appendix. Identification of Clauses — Continued 91 92 93 94 95 96 97 98 99 100 101 102 103 104 105 106 107 108 109 110 111 112 113 114 115 116 117 118 119 120 121 122 123 124 New York, N.Y.; Board of Higher Education, Teachers (AFT) ............................ Boston, Mass.; Police Department, Boston Police Collective Bargaining Federation .............................................................................................................. Los Angeles, Calif.; Housing Authority, Los Angeles Building and Construction Trades Council ....................................................................................................... Buffalo, N.Y.; Operating Engineers (IUOE) ........................................................... Cincinnati, Ohio; University of Cincinnati and Cincinnati General Hospital, Operating Engineers (IUOE) ............................................................................... Boston, Mass.; Housing Authority, Boston Building and Construction Trades Council ................................................................................................................... New York, N.Y.; Transit Authority, subway supervisors ...................................... Milwaukee, Wis.; Bureau of Sanitation, Laborers (LIUNA) ................................. New York, N.Y.; Manhattan and Bronx Surface Transit Operating Authority, Transport Workers (TWU) .................................................................................... Milwaukee, Wis.; Board of School Directors, substitute teachers, Education Association (N E A )................................................................................................. Seattle, Wash.; School District No. 1, Teamsters (Ind.) .......................................... Memphis, Tenn.; Division of Hospitals and Health Services, State, County and Municipal Employees (AFSCME) ........................................................................ Akron, Ohio; Board of Education, Firemen and Oilers (IBFO) ............................ Cincinnati, Ohio; University of Cincinnati and 2 hospitals, non professional occupations, State, County and Municipal Employees (A FSC M E ).................. Boston, Mass.; Housing Inspection Department, Boston Environmental Sanitation Inspectors’ Assn..................................................................................... Chicago, 111.; Transit Authority Carpenters (CTA) ................................................. Milwaukee, Wis.; Board of School Directors, custodial employees, Service Employees (SEIU) ................................................................................................. Seattle, Wash.; Nurses Association (ANA) .............................................................. Newark, N.J.; Board of Education, Teachers (AFT) .............................................. Memphis, Tenn.; Park Commission, State, County and Municipal Employees (AFSCME) .............................................................................................................. Cleveland, Ohio; custodial employees, Service Employees (SEIU) ....................... New York, N.Y.; Board of Education, bilingual teachers, Teachers (AFT) . . . . Detroit, Mich.; State, County and Municipal Employees (AFSCME) .................. Denver, Colo.; School District No. 1, teachers, Education Association (NEA) . . Columbus, Ohio; State, County and Municipal Employees (A F S C M E )................ District of Columbia; Department of Sanitary Engineering, Sewer Operations, Pumping Station, Government Employees (AFGE) ......................................... Chicago, 111.; Transit Authority, rapid transit operations, Transit (A T U )............. Milwaukee, Wis.; Board of School Directors, teachers, Education Association (NEA) ...................................................................................................................... Jersey City, N.J.; Board of Education, Education Association (NEA) ................ Cincinnati, Ohio; Parks, Health, Recreation, State, County and Municipal Employees (AFSCME) .......................................................................................... Cleveland, Ohio; Transit System, Transit (ATU) ................................................... Milwaukee, Wis.; Board of School Directors, cafeteria employees, Service Employees (SEIU) ................................................................................................. Indianapolis, Ind.; Public Schools, Education Association (NEA) ....................... Detroit, Mich.; Board of Education, non-teaching blue-collar personnel, State, County and Municipal Employees (AFSCME) ................................................... August 1972 February 1972 July 1972 June 1972 September 1972 December 1972 June 1972 November 1972 December 1971 December 1972 May 1972 June 1972 June 1972 September 1972 June 1972 November 1971 December 1972 September 1972 January 1973 June 1972 July 1972 September 1972 June 1971 April 1972 March 1972 June 1972 November 1971 December 1972 August 1972 ' February 1971 July 1972 December 1972 December 1971 January 1972 65 Appendix. Identification of Clauses — Continued 125 126 127 128 129 130 131 132 133 134 135 136 137 138 139 140 141 142 143 144 145 146 147 148 149 150 151 152 153 154 155 156 157 158 159 New York, N.Y.; Board of Education, school secretaries, Teachers (AFT) . . . . Denver, Colo.; School District No. 1, vocational teachers, Teachers (AFT) . . . . District of Columbia; Department of Highways and Traffic, Government Em ployees (AFGE) .................................................................................................... District of Columbia; Department of Sanitary Engineering, Water Operations Division, Government Employees (AFGE) ......................................................... Milwaukee, Wis.; Professional Policemen’s Protective Association ....................... Denver, Colo.; School District No. 1, Denver Public Schools Association of Buildings and Grounds Service Personnel ........................................................... Louisville, Ky.; Dept, of Public Safety, civilian police employees, State, County and Municipal Employees (AFSCME)................................................................... Chicago, 111.; Transit Authority, Machinists (IAM) ................................................. New York, N.Y.; Board of Education, Guidance Counselors, Teachers (AFT) . . Buffalo, N.Y.; Board of Education, Buffalo Public School Administrators Association ........................................................................................................... Tucson, Ariz.; Fraternal Order of Police (FOP) ...................................................... Baltimore, Md.; Board of Fire Commissioners, fire officers, Firefighters (IAFF) San Francisco, Calif.; Laguna Honda Hospital, Service Employees (SEIU) . . . . Milwaukee, Wis.; Operating Engineers (IUOE) .......................................................... Greater Indianapolis Ind.; Department of Transportation, State, County and Municipal Employees (AFSCME) ........................................................................ Boston, Mass.; Police Department, Boston Police School Traffic Supervisors Assn............................................................................................................................ Milwaukee, Wis.; Technicians, Engineers and Architects of Milwaukee ............... Denver, Colo.; Housing Authority, State, County and Municipal Employees (AFSCME) .............................................................................................................. Akron, Ohio; State, County and Municipal Employees (AFSCME) ..................... New York, N.Y.; Board of Education, school lunch employees, State, County and Municipal Employees (AFSCME) ................................................................ Memphis, Tenn.; Division of Public Works, State, County and Municipal Employees (AFSCME) .......................................................................................... Milwaukee, Wis.; Fire Department, firefighters, Firefighters (IAFF) .................. Boston, Mass.; Housing Authority, Laborers (LIUNA) ......................................... Louisville, Ky.; Traffic Engineering Department, electrical maintenance, Electrical Workers (IB E W ).................................................................................... Chicago, 111.; Board of Education, principals, Chicago Principals Club ................ Jacksonville, Fla.; Firefighters (IAFF) ..................................................................... New York, N.Y.; Board of Education, teachers, Teachers ( A F T ) .......................... Detroit, Mich.; Department of Street Railways, non-operating personnel, State, County and Municipal Employees (AFSCME) ................................................... Kansas City, Mo.; Area Transportation Authority, Transit (ATU) ......................... Columbus, Ohio; Board of Education, nonteaching personnel, Columbus School Employees A ssociation.......................................................................................... Boston, Mass.; Library and Administrative Services, Bookbinders (IBB) ............. Milwaukee, Wis.; Fire Department, marine firemen, Firefighters ( I A F F ) ............. Memphis, Tenn.; Board of Education, Distributive Workers (NCDWA) (Ind.) . . Phoenix, Ariz.; Board of Education, Union High School System, Education Association (N E A )................................................................................................. Philadelphia, Pa.; Board of Education, teachers, Teachers (AFT) ....................... 66 September 1972 April 1972 November 1971 March 1972 November 1972 June 1972 May 1970 November 1971 September 1972 June 1972 August 1973 June 1973 July 1972 November 1972 December 1971 September 1972 December 1971 January 1972 March 1971 June 1971 June 1972 November 1973 September 1971 June 1970 December 1970 September 1971 September 1972 July 1971 October 1971 June 1973 March 1972 December 1971 June 1974 July 1972 August 1972 Appendix. Identification of Clauses — Continued 160 161 162 163 164 165 166 167 168 169 170 171 172 Columbus, Ohio; Board o f Education, teachers, Education Association (NEA) . Cincinnati, Ohio; Board o f Education, Education Association (NEA) ................ Seattle, Wash*; School District No. 1, Education Association (NEA) ................... Portland, Oreg.; School District No. 1, Multanomah County, Education Association ( N E A ) ...................................................................................................... Cleveland, Ohio; Board o f Education, teachers, Teachers (AFT) ........................... Philadelphia, Pa.; Board o f Education, nonteaching assistants, Teachers (AFT) . Chicago, 111.; Board o f Education, teachers, Teachers (AFT) ................................ District o f Columbia; Board of Education, Teachers (AFT) ................................... Boston, Mass.; School Committee, Teachers (AFT) ................................................ Phoenix, Ariz.; Board o f Trustees, Wilson District No. 7, Education Association (NEA) ........................................................................................................................... Baltimore, Md.; Board o f School Commissioners, teachers, Teachers (AFT) . . . Cleveland, Ohio; Board o f Education, administrative and supervisory personnel, Teachers ( A F T ) ........................................................................................................... Detroit, Mich.; Board of Education, teachers, Teachers (AFT) ............................. IJ. S. GOVERNMENT PRINTING Digitized for~ FRASER OFFICE : 1972 O - 512376 (18) August 1973 January 1971 June 1973 June 1973 May 1971 August 1972 December 1970 June 1971 September 1971 July 1973 June 1971 December 1970 July 1971 What Does Productivity Mean? What’s Happening to Productivity? How Can Productivity be Improved? The Meaning and Measurement of Productivity (BLS Bulletin 1714, 30 cents) Tells what pro ductivity is and the different ways it can be measured. Productivity and the Economy (BLS Bulletin 1710, 50 cents) A chartbook that presents recent information on productivity and an alyses it in a framework of related economic trends. Improving Productivity: Labor and Manage ment Approaches (BLS Bulletin 1715,45 cents) Describes formal efforts by labor and manage ment to improve productivity concentrating on plant-level practices that are within the control of management and unions. m a il ORDER FORM To: Superintendent o f D ocum ents, Governm ent Printing Office, W ashingto n, D .C . 20402 Enclosed find $ . . . . . . . (c h e c k , m o n e y order, o r S u pt. o f D o c u m e n t s c o u p o n s ) . 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