Case Summary

• Union Position
• Management Position
• We covered 12 items out of 13.
• We spent too much time on healthcare
• Spent too little time on vacation and retirement
• At the end of the negotiation, overall everyone was satisfied.

Laws/ Regulations/ Agencies Involved:

• WARN Act
• Family Medical Leave Act
• Fair Labor Standards Act
• Minnesota Department of Labor and Industry
• Affordable Care Act
• IRS
• Labor-Management Reporting and Disclosure Act

Management's Position

Probationary Period

• New Hire - 90 Days
• Promotional - 30 Days

Scheduling

• Maximum 2 weeks in advance
• Minimum 1 week in advance

Vacation Time

• Add 5 Days at 5 Years
• Add 5 Days at 15 Years

Overtime

• Overtime Hours will not exceed 52 hours per year, per employee.

Full-Time Classification

• 30 hours/wk

Consecutive Days Off

• 2 Days off for every 5 consecutive Days Worked

Retirement

• Increase Contribution Rate Per Hour by $.05 every year

Healthcare

• Employer Contribution: 60%
• Employee Contribution: 40%
• 3% Annual Wage Increase

Employees'/ Union's Position

• Union wanted 5% wage increase per year
• Health Insurance: Dependents covered, Lower Prescription co-pays, eye care, and dental care.
• Vacation: 2 weeks after 1 year/ 3 weeks after 4/ an additional week for each 4 years of service.
• More holidays
• 7 day posting for work schedules
• Double time for 7th consecutive day of work.
• Day Care
• 6 Months notice for shut down
• No Subcontracting
• Certain amount of days for immigrants to go back to home country and get Visa.

Contract Results

• Wage: 5% increase each year for 3 years
• Probationary Period: 60 days for new hire, 30 days for promotion
• Healthcare: 60% Paid by Employer, 40% paid by employee. While the Employer will now pay for the dependants of 76 employees. 50% of dental paid by company
• Full time work: 30 hours a week, all current employees will keep their same benefits
• Daycare: promise to look into a daycare during contract term (good faith) search for company to fill retail space to provide a daycare
• Maternity: 12 weeks of paid maternity leave at 55% of average pay
• Overtime: There will rarely be O/T because 5 days on and 2 days off scheduling. In the event, on 7th consecutive day there will be double time given out.
• HRIS: Agreed to 5 days on, 2 days off
• Scheduling: 2 weeks notice- reserve right to change schedule 1 week prior
• Notification: 90 day notification of potential shut down
• Retirement: Increase retirement 5% per year
• Holiday: 9 days to choose from out of 15, with a 3 week notification

Conclusion/ Discussion

• Overall both sides were satisfied.
• We can't agree to 50/50 on co-pays
• HRIS implementation should have been an assumption
• "Promise" to look into a Day Care
• 1 time-out was taken
• Better Time-Management was needed
• More research could have been done on other side's potential items and positions
• Grandfathering in employees who were part of previous contract in regards to full time employment