Existing Language
Article 28, Strikes & Lockouts:
During the term of this Agreement, no strikes, walkouts, work stoppages, or slowdowns shall not be called or ordered by the Union, nor shall any lockouts be made by the employers. In the event there is any unauthorized walkouts, work stoppages, or slowdowns by members of the Union, the Union will make every effort to fill vacated positions and to have Union members cease their improper acts.

New Language
Article 28, Strikes & Lockouts:
During the term of this Agreement, strikes, walkouts, work stoppages, or slowdowns shall be called at the discretion of the Union in the event of illegal and or unfair practices by the Employer.

Rationale:
Changes made ensure that the Union has the power to protect its members against illegal and unfair practices by the Employer.

Cost Issues:

Existing Language
Article 4, Health and Welfare/Section 1:
The Employer shall contribute to the presently existing Health & Welfare plan the sums of $37.00 per month per eligible employee effective as of December 1, 1988, and $39.00 per month per eligible employee as of December 1, 1989. And $41.00 per month per eligible employee December 1, 1990.

New Language
Article 4, Health and Welfare/Section 1:
The Employer shall contribute to the presently existing Health & Welfare plan the sums of $41.00 per month per eligible employee effective as of December 1, 1990, and $43.00 per month per eligible employee as of December 1, 1991. And $45.00 per month per eligible employee December 1, 1992.

Rationale:
Changes made provide employees with more financial compensation towards his or her health & welfare plan

Cost Issues:
The increase in Employer compensation for the employee Health & Welfare plan are:
12 (months in a year) X $41 (contribution by Employer) = $492 Year 1
12 (months in a year) X $44 (contribution by Employer) = $528 Year 2
12 (months in a year) X $47 (contribution by Employer) = $564 Year 3
Total cost change per person = $1, 584
Total cost change for all employees = $215, 424

Existing Language
Article 20: Funeral Leave
In the event of the death in the immediate family (current spouse, child, parent, full brother, full sister) of a full time employee who has completed at least one year (1ye.) of service with his/her Employer, such employee will be reimbursed for the pay lost for the day before the funeral, the day of the funeral, and the day after the funeral. Proof if the employee’s attendance at the funeral is to be furnished upon request.

New Language
Article 20: Funeral Leave:
In the event of the death in the immediate family (defined as spouse, child, parent, brother, sister, grandparent, father-in-law or mother-in-law), of a full time employee who has completed at least 30 days of uninterrupted service with his/her Employer, such employee will be reimbursed for the pay lost for up to a maximum of three (3) consecutive business days (the day before the funeral, the day of the funeral, and the day after the funeral). In the case of simultaneous multiple deaths, leave with pay will not exceed six (6) consecutive business. The Employer may require proof of death and/or the relationship to the deceased at its discretion.

Rationale:
Changes made benefit recently hired employees who have full time employee who has completed at least 30 days of uninterrupted service. Immediate family range has been edited to include in-laws for married employees.

Cost Issues:
Changes made add the following cost:
Sr. Housekeeper:
8 (hours in a word day) X $5.02 (wage per hour) X 3 (number of employees per job) X 3 (paid days of work) = $361.44

Housekeep Employees:
8 (hours in a word day) X $4.87 (wage per hour) X 60 (number of employees per job) X 3 (paid days of work) = $7,012.80

Public Safety/Van Drivers:
8 (hours in a word day) X $4.12 (wage per hour) X 20 (number of employees per job) X 3 (paid days of work) = $1,977.60

Breakfast Cooks:
8(hours in a word day) X $5.72 (wage per hour)