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I'm getting different answers from our union board who are employees in my same union. This is for a public first responder entity.
Our last two contracts have been sub par due to the bad economy which is understandable. Now we want a 3% raise so wouldn't we ask for 4 or 5 % to get 3%?
If we go to arbitration and say we want 5%(but really think 3% is fair) and the city wants 1.5% does the arbitrator legally have to choose one or can he go to the middle and say 3% is fair?
Sad I have to inquire about this but our own union seems to be acting shady and at least one is looking out for his own interest (promotion) and would be screwing over 50+ employees.
It's all going to be controlled by your contract (do you have your booklet?), possibly to some degree whatever entity in your state is given jurisdiction over labor-management disputes, and by whichever arbitration entity your contract specifies (these entities, like AAA, have their own sets of rules). If your contract has Final Offer Arbitration (each side makes its last best offer, negotiates to impasse, default to arbitration), then the arbitrator has to pick one or the other -- no splitting the baby. But this is a very general answer to what is probably a complex question. Keep pushing your union steward and union leadership to get you the answers you want.
Mediation before Arbitration. Need to be reasonable in your request though, believe me, nobody wants to go to Arbitration, it can be very expensive.....settle in Mediation, and I agree, start at 4, maybe 4.5%.....settle at 3%, or as close as you can. Look into First Responder Contracts in surrounding ares in your DRG that recently settled, and use as a guide
Disclaimer: I was in a public safety union but not a leadership role so have limited knowledge of the arbitration process.
Does your state have binding arbitration where both sides had to abide by the decision? My state does not, meaning the city council has the ultimate decision no matter what the arbitrator says.
I can't answer your specific question but my understanding is the arbitrator can decide anything and does not have to pick from specific numbers presented from either side.
I agree with the general strategy to ask for more then settle for less.
Mediation before Arbitration. Need to be reasonable in your request though, believe me, nobody wants to go to Arbitration, it can be very expensive.....settle in Mediation, and I agree, start at 4, maybe 4.5%.....settle at 3%, or as close as you can. Look into First Responder Contracts in surrounding ares in your DRG that recently settled, and use as a guide
Right. Just got some more info.
Negotiations. Mediation. Arbitration. In that order.
Disclaimer: I was in a public safety union but not a leadership role so have limited knowledge of the arbitration process.
Does your state have binding arbitration where both sides had to abide by the decision? My state does not, meaning the city council has the ultimate decision no matter what the arbitrator says.
I can't answer your specific question but my understanding is the arbitrator can decide anything and does not have to pick from specific numbers presented from either side.
I agree with the general strategy to ask for more then settle for less.
Just found out the arbitrator in my state must choose one or the other.
Just found out the arbitrator in my state must choose one or the other.
....and I'm sure there are more differences in either sides version than just pay raises.....you may have a lot more to lose, that's why I recommend being reasonable in Mediation. Been there too many times when members pound thier fist wanting ridiculous pay raises in today's economy, some don't understand it's a negotiation between two parties.
If you are paid lower than peers there is nothing wrong with arbitration. However if you are paid relatively the same you won't get much, if anything, out of it.
The last group that went to mediation in my industry secured about a 30%-35% raise.
Remember, Arbitration you bring to the table, your best, and final offer
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