Local 3005’s Ten Unit Contract Proposals

Here is a summary of our proposals for the Unit Contract. We know what working conditions need to be addressed; we know what we need to do our jobs!

1. Flexible Work Pilot: Includes 3 days remote work, compressed schedules, or a 10% shift differential (extra pay) for members who aren’t eligible for either. This would put flexible work into a contract, allowing enforcement of rules evenly across the membership and improving opportunities for work-life balance!
2. Addressing Understaffing: Hiring timelines are a major impediment to hiring and onboarding new staff, contributing to understaffing issues. 76% of members who responded to our survey indicated that they had lost a candidate due to the slow hiring process; over a quarter were concerned about their workload. This proposal seeks to disincentivize understaffing and provide transparency into vacancies and hiring timelines.
3. Exemption for OCME OT Cap Waiver: Addresses an overtime cash cap policy implemented by OCME which prohibits members earning over a threshold amount from earning cash overtime despite case backlogs and dedicated federal funding.
4. Accommodations for extreme temperature: For both indoor and outdoor workers, this proposal requires that measures be taken to ensure members work in safe and reasonable temperatures indoors and with appropriate and adequate PPE to mitigate the effects of outdoor conditions.
5. Business travel and reasonable assignments: Some Local 3005 members must travel long distances across boroughs from work locations to field assignments and then return before going home. This proposal seeks to create more reasonable boundaries for these distances, and offers compensatory time and options for flexibility with work schedules.
6. Modernization of bulletin boards: This proposal seeks to update and strengthen existing contract language to modernize the way we are able to reach membership in the workplace and communicate more effectively.
7. Privatization and contracting out: These practices weaken our unit and erode the value of a public health workforce. This proposal would implement limitations on how contract positions can be used, favoring permanent lines that are part of the bargaining unit.
8. Know Your Rights Grievance Procedure: Many members are not familiar with their rights or the grievance process. This would provide members the relevant section of the contract upon initiating a grievance, for their full awareness and understanding.
9. Expanding Labor Management Meetings: Under current practices, it is difficult for members to directly participate in labor management meetings. This proposal seeks to expand the number of members who work at the affected agency to participate in these meetings to at least three for better participation and transparency.
10. Crediting experience for CRS Level regardless of timing: Allows for work experience for City Research Scientist positions to have occurred before or after a masters and would allow for adjustment of assignment levels for members already in the title.