Interest Arbitration

Where do we begin on the last couple weeks. FOP negotiated and advocated for all of the priorities that our members expressed during the input sessions held at the beginning of the year. Our negotiation teams drafted, edited, and strategized in the months leading up to the meetings, then in between each session as well. The state in their infinite wisdom said NO over the entire course of the negotiation process. Then just before the Interest Arbitrations, the state all of a sudden wanted to work with us on smaller issues. So I am going to outline where we are at while we await the decision on the big ticket items like compensation and sick leave cash out. This means there are items that will be changing in the CBA regardless of which offer the Arbitrator selects or the Legislature funds.

Unit N Supervisors

Both sides agreed to:

education bonus of $500 per year for Bachelors and $750 for Masters.

2 personal days and they are interchangeable with approved annual leave

seniority change to reflect date of promotion into Bargaining Unit N

2 IDs to be issued by the state, 1 for the uniform and the other for your wallet

Differences in Final Offers to be decided by the arbitrator:

State offered a 1 grade increase the first year and 1% cost of living increase each year of the CBA (7% total)/FOP offer was 20% spread language between C/O or FS 3 and SGT/FS4 and 20% between SGT/FS4 and LT. This means that the respective position would make 20% more than the lower rank listed.

Acting pay time frame, FOP offer is to reduce it from 16 days in a 30 day period to 5 days in a 30 day period, in order to receive acting pay/state offer to leave it at 16 days.

Rural differential pay state offer $2500 per year for all of those employees who are not currently entitled to 5%/FOP offer is 5% for all employees working at ESP and LCC. To be clear this would not add another 5% to ESP staff who already receive it, but like muster pay memorialize this in the CBA to confirm that you continue to get this pay.

Retention Pay state offer $1000 per year/FOP $2000 per year.

Sick Leave cashout state and FOP offer is the same for the limits and years of service, which increases the amounts currently paid out either way, but the difference is the FOP offer eliminates the need to forfeit 240 hours of sick leave before any pay is received.

Uniform Allowance to be on the final paycheck in the respective months (this may be agreed to by the state)

All other language is set to remain the same as the current CBA. No change to muster, special pay, etc.

Unit I Officers/Forensic Specialists

Both sides agreed to:

 education bonus of $500 per year for Bachelors and $750 for Masters.

 personal days are interchangeable with approved annual leave

 seniority change to reflect date of promotion for those promoted to SCO after July 1, 2027

monthly meetings with FOP at all 8 major facilities

added the definition of Just Cause from Unit N CBA

removed penalties from Prohibitions and Penalties

rehires and reinstatements after 180 days will not receive their seniority back, disciplinary reinstatements do not apply to this rule

disciplinary of suspension or higher start at arbitration

2 IDs to be issued by the state, 1 for the uniform and the other for your wallet

Differences in Final Offers to be decided by the arbitrator:

 State offered 1% each year of the CBA (total of 2%)/FOP offer was 1 grade and 2% per year of the CBA (total increase of 14%)

 Acting pay time frame, FOP offer is to reduce it from 16 days every 30 day period to 5 days, in order to receive acting pay/state offer to leave it at 16 days.

 Rural differential pay state offer $2500 per year for all of those employees who are not currently entitled to 5%/FOP offer is 5% for all employees working at ESP and LCC.  To be clear this would not add another 5% to ESP staff who already receive it, but like muster pay memorialize this in the CBA to confirm that you continue to get this pay.

 Retention Pay state offer $1000 per year/FOP $2000 per year.

 Sick Leave cashout state and FOP offer is the same for the limits and years of service, which increases the amounts currently paid out either way, but the difference is the FOP offer eliminates the need to forfeit 240 hours of sick leave before any pay is received.

Clarifying language on overtime hiring from the volunteer list proposed by FOP

Uniform Allowance to be on the final paycheck in the respective months (this may be agreed to by the state)

All other language is set to remain the same as the current CBA. No change to muster, special pay, etc.

There may be more differences that elude me right now, but the above covers the substantial changes. We feel that we put on a strong case with more comprehensive comparable pay numbers than the state submitted. Unfortunately, the risk of losing the entire arbitration was too great to include mandatory 12's, equipment/training for Forensics, and any references to PERS or Insurance benefits. We did make offers for all of these items. We provided compelling arguments as to why the state should agree to these win-win proposals. At one point we offered a one third reduction in muster pay for 12's, but at every step of the way the state wanted unreasonable returns or would not entertain the offer at all.

Some of you may understand the full picture of what the collective bargaining process is like. Most have not dealt with the ups and downs we go through, while fighting to get you the best contract possible. Many of you have offered your personal gratitude and for that we are grateful. If you are among those who choose to dwell in the negativity, I understand because I did the job for 21 years. The only thing we ask is that you look back 3 years, 6 years, and 15 years to reflect on where we have been and how far we have come. We do not take for granted your service, your input, or your concerns. We also know we have a long way to go before we obtain what you all deserve. Thank you for the support and as always be safe.