COMPENSATION
Department of Defense, Domestic Dependents Elementary and Secondary Schools, Fort Benning Schools, Fort Benning, Georgia and Benning Education Association, Federal Education Association, NEA, Case No. 97 FSIP 103, September 11, 1997 (Release No. 401).
The AGENCY proposed that the School Year 1996-97 salary schedule be increased by two percent for the School Year 1997-98.
The UNION proposed that the salary schedule be increased by nine percent for School Year 1997-98.
The PANEL found the larger increase was unnecessary to maintain the comparability of compensation at Fort Benning in accordance with the requirements of 10 U.S.C. 2164 and ordered a three percent increase to the salary schedule for School Year 1997-98.
Department of Defense, Domestic Dependents Elementary and Secondary Schools, Camp Lejeune Dependents Schools, Camp Lejeune, North Carolina and Lejeune Education Association, Federal Education Association, NEA, Case No. 97 FSIP 104, October 9, 1997 (Release No. 402).
The AGENCY proposed a two percent increase in base pay for the 1997-98 School Year.
The UNION proposed the following:
Beginning with SY 97-98, CLDS unit members with 6 or more years teaching experience will be placed on the Fort Bragg CS [Career Status] II negotiated schedule at their appropriate step. For example, those on salary schedule A will move to the Fort Bragg CS II A salary schedule at the years of experience that they currently hold for SY 96-97, plus one step. Once placed they will comply with the CS II requirement.
Current unit members with less than 6 years teaching experience will remain on the CLDS pay schedule until completion of six years teaching when they will be placed on the Fort Bragg CS II negotiated schedule at their appropriate step. While on the CLDS pay schedule, they will advance one step each year and the schedule shall be increased the same percent as the Fort Bragg scale each year. Once placed, they will comply with the CS II requirements.
As an alternative, the UNION proposed the following:
For SY 97-98, the current salary schedule will be increased on [all] cells 3 percent unless the State of North Carolina offers a percentage rate higher than 3 percent. In that case, CLDS will offer the same percentage increase as the State. Salary raise[s] include bonus[es], if any.
All other CLDS pay practices not negotiated in this agreement will remain the same.
The ARBITRATOR ordered the parties to adopt the following:
- Salary
- The across-the-board pay increase for SY 97-98 will be 3 percent. Teachers with 10 or more years of experience will receive an additional 2 percent longevity increase as proposed by the Union. All other CLDS pay practices not negotiated will remain the same.
- The across-the-board pay increase for SY 97-99 will be 3 percent or the North Carolina State increase, whichever is higher. All other CLDS pay practices not negotiated will remain the same.
- "Make-up Days" in SY 97-98
The Employer shall give teachers additional compensation equal to their daily rate when they are required to provide instruction to students on a day set aside earlier as a non-instructional day (i.e., a staff development or planning day).
Department of Defense, Domestic Dependents Elementary and Secondary Schools, Fort Stewart School System, Fort Stewart, Georgia and Fort Stewart Association of Educators, Federal Education Association, NEA, Case No. 98 FSIP 11, February 5, 1998 (Release No. 406).
The UNION proposed a pay increase of 7.5 percent for the 1997-98 School Year.
The AGENCY proposed a pay increase of three percent.
The ARBITRATOR ordered the parties to adopt the following:
FSSS professional employees and Tas shall receive an across-the-board increase of 3 percent and their appropriate step increase for SY 97-98 retroactive to August 1, 1997.
Department of Justice, Board of Immigration Appeals, Falls Church, Virginia and Local 3525, American Federation of Government Employees, AFL-CIO, Case No. 97 FSIP 143, February 6, 1998 (Release No. 406).
The AGENCY proposed the following:
Overtime for bargaining-unit employees will be distributed by seniority from a pool of eligible employees. Management will determine the qualifications for eligibility for the pool, including considerations of productivity and quality of work product. Management remains free to assign overtime work to nonbargaining-unit employees when it deems it appropriate.
The UNION proposed the following:
If a work unit (Clerk's Office, Paralegals, Board Secretaries, [and] Legal Technicians supporting attorneys) requires overtime, it will be worked by an employee who covers that work unit during the normal tour of duty, except when a qualified employee is not available or in cases of emergency. However, nothing in this section shall be construed as precluding Management from assigning overtime work normally performed by unit employees to supervisors.
The PANEL ordered the parties to adopt the following modified version of the AGENCY's proposal.
Overtime for bargaining-unit employees will be distributed by seniority from a pool of eligible employees. Management will determine the qualifications for eligibility for the pool, including considerations of productivity and quality of work product. Management remains free to assign overtime work to non-bargaining-unit employees when it deems it appropriate. The Employer will announce in writing the qualifications which it relied upon in determining employees' eligibility for the overtime pool. Upon written request from an employee determined to be eligible for the pool, the Employer will identify in writing the qualifications he or she lacks. Management will redetermine eligibility for the pool no less than twice per year.
National Aeronautics and Space Administration, NASA Exchange-Johnson Space Center, Houston, Texas and Local 251, Hotel Employees and Restaurant Employees International Union, AFL-CIO, Case No. 98 FSIP 65, June 30, 1998 (Release No. 410).
The AGENCY proposed that unit employees would receive: (1) a 3-percent pay increase retroactive to January 1, 1998, or the date they were hired, whichever is later; (2) additional 3-percent increases the first full pay period in January 1999 and January 2000; (3) a "one time" cash payment in the amount of 3 percent of the gross wages they earned working in the Exchange cafeterias in 1997, within 30 days of the effective date of the CBA; and (4) the same group bonuses given non-unit employees. Also, it established starting wage rates for each of six job classifications for 1998, 1999, and 2000.
The UNION proposed that unit employees be paid wages set forth in the latest (August 22, 1997) prevailing wage schedule for the Dallas, Texas area established by the Department of Defense (DOD) Wage Fixing Authority (DODWFA) in accordance with 5 C.F.R. Part 532 (1998).
The PANEL ordered the parties to adopt the AGENCY's proposal.
Department of the Air Force, Headquarters, 89th Airlift Wing, Andrews Air Force Base, Maryland and Local 1615, National Federation of Federal Employees, Case No. 98 FSIP 113, August 10, 1998 (Release No. 411).
The AGENCY proposed to impose a 33-percent surcharge on meals purchased at Department of Defense (DoD) appropriated fund dining facilities by civilian firefighters.
The UNION proposed that firefighters should remain exempt from paying any surcharge on meals purchased at DoD appropriated fund dining facilities.
The PANEL ordered the parties to adopt the AGENCY's proposal.
