| LAS Compensation Offer—June 26, 2001 |
|
Item |
Year 1 (10/1/00) |
Year 2 (10/1/01) |
% |
|
Salary & Pension |
|||
|
Across-the-board salary[1] |
3% |
3% |
6.00 |
|
New senior steps |
|
New salary steps 14, 16, 18, 19, 21, 23, 24 (Appendix 1) |
0.38 |
|
LG-3 increases |
|
For recruitment and anti-compression (Appendix 1) |
0.42 |
|
Comparability |
|
Appendix 2 |
.UK |
|
TransitCheks |
10/1/01-3/31/01[2], 7/1/01-9/30/01 |
Guaranteed thru 9/30/02 |
2.10 |
|
Pension |
Semi-annual contributions due no later than 7 mos. from relevant payroll period |
|
|
|
Raise max annual cap for plan legal expenses from $25k to $40 (previously agreed by ALAA) |
|
||
|
Part-time salary steps accrual |
Prospective change from bi-annual to annual step increases (eff. 9/1/01) |
0.12 |
|
|
Other Compensation |
|||
|
Cab allowance (all divisions) |
No cap, except outside NYC (where current policy allows for case-by-case adjustment) |
|
|
|
Meal allowance (all divisions) |
NYC rate of $8.75 for 5+ hrs of mandatory work assignment (effective on ratification, i.e., not retro) |
.UK |
|
|
Tuition |
$25k fund; up to $500/yr individual reimbursement for foreign language classes |
0.12 |
|
|
Insurance Benefits |
|||
|
Medical |
Current benefits: Guaranteed |
2.00 |
|
|
Retiree benefits: Medicare supplement w/ Rx rider for those 65 years+ who have 25yrs+ LAS service (eff. 7/1/02) |
.UK |
||
|
Oral contraceptives (eff. 1/1/02) |
0.02 |
||
|
|
Dental: Increased annual max to $1500 (from $1250), eff 1/1/02 |
0.02 |
|
|
Vision upgrade (eff. 1/1/02)(see Appendix. 4) |
0.25 |
||
|
Long-Term Disability (LTD) |
Increase max. to 60% of top salary (rather than $60k) (eff. 1/1/02)(n/a for those already on LTD) |
0.09 |
|
|
Supplemental life |
Individual option takes effect at group rates (Appendix 3) |
|
|
|
Time-Off |
|
|
|
|
Comp time—CDD trial offices |
Eff. 7/1/02: Sell, use it, or lose it •Annual option to use or sell all new comp days for cash at flat rate (M-F nights: $200; Sat., Sun., holidays: $300) •No permanent banking of new comp days (use by end of FY) •Buy-back: Annual max of 5 old days (current); unlimited for new days (when earned), and additional max of 5 unsold new days |
.UK |
|
|
Comp time—all other units |
Increased buy-back option to 5 (from current 3) continuous vacation days/yr |
0.40 |
|
|
Paid parental leave |
Birth mothers: 6 wks normal delivery; 8 wks Caesarian |
-.25 |
|
|
Others: 2 wks |
|||
|
Total value (very approximate) (doesn’t include compounding; or comparability, retirees, etc., i.e., unknown amounts) |
11.67 |
||
|
Quality of Representation |
|
|
Standardize CDD felony certification |
Where the felony certification process includes self-evaluation, supervisors will provide an outline of issues to which attorneys should address themselves; felony-certification will not be revoked because of an attorney’s transfer to another office or boro |
|
Attorney:support staff ratios |
Sufficient language in current contract |
|
Stronger workload protection |
Within three (X) months of this agreement, standing joint Union-Management workload committees in each division [?] will set formulas, subject to ongoing revision and refinement, that accurately measure, and fix maximum caps for, individual attorney workload; the trigger point for such caps may vary due to differences between conditions in offices and/or boros |
|
Union input on responses to oversight committee reports |
Management will solicit the Union’s views prior to submitting narrative reports to funders or other oversight bodies concerning Legal Aid representation |
Appendix 1: Salary Chart
Appendix 2: ADA Comparability
1. Both ALAA and the LAS recognize and support a goal that staff attorneys receive total compensation which is comparable to that received by ADAs in Bronx, Brooklyn, New York and Queens Counties and that, due to the lack of sufficient funding, the economic terms contained herein narrows, but does not close, the comparability gap between the two groups. It is also recognized that the next opportunity for LAS to receive a substantial funding increase which would allow it to close this gap would be in the fiscal year commencing July 1, 2002 (FY’2003).
2. To that end, the parties agree that should the LAS receive a substantial funding increase sufficient to further narrow or close the comparability gap in the FY commencing July 1, 2002, the parties will, immediately upon learning of such increase, undertake to ascertain the four-boro average of total compensation received by non-managerial ADAs. After ascertaining such ADA compensation, the LAS agrees to pay staff attorneys as close to comparable total compensation as such additional funding allows, consistent with staffing needs and other priorities jointly agreed to by the parties. Such compensation increases shall be effective July 1, 2002.
Appendix 3: Supplemental Life Insurance Rates
Appendix 4: Vision Benefits
ALAA Roots -- An Unofficial Site 