BRENTWOOD – If you attend or watch Brentwood City Council meetings, you’ve probably noticed a stream of individuals wearing white T-shirts with the words “Can You See Us” printed on the front walking to the chamber’s podium to talk.
They are members of unions representing around 228 staff and are frustrated by the length of time it’s taking to barter latest contracts. Although negotiations began in January, staff claim they’ve not made much progress, regardless that the present contracts expired in June.
Despite months of negotiations, employees claim they haven't made much progress. Jaylene Walker, president of the Brentwood Employees' Association's miscellaneous division, said her group submitted 20 proposals, withdrew one and received 10 verbal rejections from town. They are at nighttime as to why their proposals were rejected.
“We have asked for clarification on at least four (proposals) and we are still waiting for responses. The proposals were sent to the city all at once in March, as requested, and we did not hear back or receive any responses until May,” Walker said. “In total, I believe there were almost 60 proposals (sent to the city) from the four associations.”
Other unions on the bargaining table include the Brentwood Employees' Association-Public Works Division, the Brentwood Managers and Confidential Employees' Association and the Brentwood Supervisors and Professionals Employees' Association. The unions represent a wide selection of staff, from police dispatchers to park attendants and electricians to garbage collectors.
According to Brentwood City Manager Tim Ogden, it's common for negotiations at public facilities to undergo multiple rounds of backwards and forwards. While he can't reveal details because of the confidential nature of the negotiations, town is optimistic that they may find more “common ground” and reach final agreements “soon,” Ogden said.
“The City Council reiterates that it sees and hears staff and values their insights and feedback throughout this complicated process,” Ogden said, adding that “progress is expected.”
Union officials say they can not give details of their proposals because negotiations are still ongoing. Once an agreement is reached, the terms shall be worked out and reviewed before being formally approved at a council meeting.
Walker said one among the organization's foremost concerns is getting members a good and equitable contract. The city recently conducted a classification and compensation study that may lead to job changes and potentially lead to some employees not receiving a raise until their salary falls inside a certain range.
Walker said the associations had neither requested nor agreed to a comprehensive classification and compensation study.
“Our human resources director found the consultant and hired them with the approval of the city council,” Walker said. “No one ever discussed the impact this would have on employees or met with the associations and discussed the plans for the comprehensive study and the goals it would pursue.”
Walker added that the majority associations feel the study doesn’t accurately reflect the duties or specific job descriptions of every city department.
“The classifications have all been extremely general and cover a broad base. In addition, jobs have been cut and career opportunities have been taken away,” she said.
Debra Galey, president of the Brentwood Supervisors and Professionals Employees' Association, said her group, which represents 40 members, submitted 17 proposals but was frustrated by not receiving any feedback from town.
“I have no idea why we couldn’t reach a solution,” she said.
Galey, who has worked for town for over 20 years, said it is necessary to pay an industry-standard salary to draw and retain qualified employees. She said Brentwood has all the time had a repute for providing quality services and that city employees are conscious of residents.
“If we have constant turnover and vacancies, we cannot provide these services. Competitive wages and benefits are part of attracting and retaining employees,” she said.
Another worker, Sonia Cardinale, said it’s imperative that city employees receive the compensation and advantages they deserve as they proceed to work hard to make sure the welfare of residents, maintain city infrastructure and ensure smooth running of city operations.
“Many are struggling to make ends meet and provide for their families as wages stagnate and the cost of living rises,” she said. “City employees have a right to be able to afford the necessities of life, health care, housing and education for their children. It is sad and unacceptable that some have to worry about these things while continuing to give their all to our community.”
Ogden said town currently has a emptiness rate of about eight percent, including 10 newly authorized positions approved within the budget which might be still within the recruitment process. He said town is “committed” to recruiting and retaining a professional and diverse workforce to support the needs of the community.
He also said town is preparing a 10-year financial forecast to be certain that maintaining services and facilities locally is financially sound.
The forecast takes many variables under consideration, including the rising cost impact of unfunded pension and medical health insurance advantages for retirees, and the prices of providing municipal services and latest amenities. “Costs are in comparison with revenue projections, that are driven primarily by outside consultants' real estate and sales tax forecasts and latest revenues from planned developments.
“Fair remuneration for employees is our top priority and the city council is carefully weighing all options in the negotiations with regard to the ten-year model,” he said.
Originally published:
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