HomeMy WebLinkAbout05082023 City Council Laydown - Sayler 3 506 & - u
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Section P-between the word "position" and "means"there is a 11_".
Page 5
3.05.015 Section F, 2 -"The interview panel will be discussed with the human resources manager and the
department head responsible for the position the individual is applying for." I am confused as to what
this is saying.
Page 6
Section E-"the" or"an" needs be removed after the underlined changed of"on behalf of."
Page 7
Under number 2 there is an "F" -Should that be a "3" or formatting change needed?
Page 12
3.15.075 Call-out compensation Section G, (2) -The word "schedule" needs to be changed to
"scheduled."
Page 13
3.15.100 Annual bonus. "Longevity pay" needs to be changed to "annual bonus" throughout the
paragraph.
Section D the word "a" needs to be added after the word "as."
Page 24
3.40.030 Grievance procedure steps
I would like to respectfully advise that imposing a 15-day deadline for filing a grievance by the
employees may result in limiting their options for addressing workplace concerns. In such
circumstances, it is possible that the employees may feel compelled to initiate a complaint with the
Equal Employment Opportunity Commission (EEOC).Therefore, it may be prudent to consider extending
the grievance filing deadline to ensure that employees have sufficient time and avenues to address their
grievances internally.
Page 25
4.Step 4-Arbitration, section iv-the sentence does not make sense.
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J Section B, a. -the word "seven" needs to be changed to number"7" to stay consistent with the rest of.'
the section.
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H -Making employees pay half of arbitration costs seems excessive since it is a grievance.
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section C-the word grievance needs to be changed to "grievant."
3.40.060-Why is the last sentence removed?Staff would like to know is this moved elsewhere?Seems
like it now leaves room for employees to be retailed against.
Page 44
3. 75.010 Sexual harassment
2. -Current wording of"objectively severe and pervasive" is unacceptable and does not fall in the
EEOC's definition. Who decides objectively?As you read further the code language contradicts the
stated objectivity.
"Sexual Harassment
It is unlawful to harass a person (an applicant or employee) because of that person's sex. Harassment
can include "sexual harassment" or unwelcome sexual advances, requests for sexual favors, and other
verbal or physical harassment of a sexual nature.
Harassment does not have to be of a sexual nature, however, and can include offensive remarks about a
person's sex. For example, it is illegal to harass a woman by making offensive comments about women
in general.
Both victim and the harasser can be either a woman or a man, and the victim and harasser can be the
same sex.
Although the law doesn't prohibit simple teasing, offhand comments, or isolated incidents that are not
very serious, harassment is illegal when it is so frequent or severe that it creates a hostile or offensive
work environment or when it results in an adverse employment decision (such as the victim being fired
or demoted).
The harasser can be the victim's supervisor, a supervisor in another area, a co-worker, or someone who
is not an employee of the employer, such as a client or customer."
https://www.eeoc.gov/sexua I-harassment
3.80 Worker's Compensation
Eliminating the indemnity pay benefit appears to potentially be in violation of the Union contract in
which it is explicitly outlined. According to AMUIA, policy regarding indemnity pay is left to the
discretion of the employer, and it is ultimately their decision as to whether they will provide such
compensation to their employees, and if so,the amount thereof.
Ggal!
FW: Recap
message,
Bailey Sayler<bsayler@cityofseward.net> Mon, May 8, 2023 at 11:04 AM
From: Benita Labrada<benital@amljia.org>
Sent:Thursday, December 8, 2022 4:44 PM
To: Bailey Sayler<bsayler@cityofseward.net>
Subject: RE: Recap
External Shia l:This email originated from outside of the organization. Do not click links or open attachments unless you
recognize the sender and know the content is safe.
Hi Bailey,
The AMUTA does not control or dictate city policies. Those policies are set by whatever method is dictated in that
municipality.
Every employer has different policies regarding their payroll when an employee is receiving indemnity pay.The
majority of employers that I work with do not pay anything to their employees for benefit dates that they receive
indemnity.
Indemnity is paid out to help make up for an employee's lost wages, but is never the same as what an employee
actually makes. There are several different types of indemnity and the one an employee received is dictated by
specific circumstances.
Please let me know if you have any other questions or concerns.
Sincerely,
Beni Labrada
Workers' Compensation Claims Adjuster
From: Bailey Sayler<bsayler@cityofseward.net>
Sent:Saturday, November 19, 2022 11:37 AM
To: Benita Labrada <benital@amljia.org>
Subject: Recap
CAUTION:This eriail originated from outside of the organization. Do not click links or open attachments unless you recognize
the sender and know the content is safe.
Hi Beni,
Thank you again for reaching out to answer my questions I appreciate it so much.
I just wanted to double check to make sure I heard you correctly. Workcomp does not control or tell the city how much
they pay out(separate from workcomp checks)to make up lost wages right? AMLJIA sends a lost wages check seperate
from employer and the employer determines if they pay more or not to make up for the difference of the employees lost
wages? •
Also AMLJIA does not tell the city to either use our leave or leave without pay to cover the difference right? That's all city
and not AMLJIA?
Thank you again,
Bailey Sayler
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