How Will The Next Mayor Approach Labor Relations?
We continue with the fifth of our six part series of questions for the Superior mayoral candidates. This series will continue through Monday, February 16th in anticipation of the upcoming primary election on Tuesday, February 17th.
We’ve previously published the candidates’ answers to three other questions:
1. “Why are you the best candidate for Mayor of Superior?” see answers HERE.
2. “What are the three biggest economic issues facing the City today?” see answers HERE.
3. “How will you encourage continued economic development in Superior?” see answers HERE.
4. “Do you believe that Superior has a crime problem, and if so, what will you do to confront it?” HERE.
Today’s Question: #5
What is your view of labor relations between the City and its employees?
Jim Paine
Jim Paine
The State has dramatically attacked the rights of workers at every level but I will not allow Act 10 to undercut our culture of respect and fair treatment for our employees. Furthermore, we need to reestablish some key protections for employees at the local level. Workers have a right to a voice in policies that affect their livelihood and I will build this right into our personnel policies.
This is an economic issue as well. The City of Superior is one of the region’s largest employers. Fair, competitive wages, benefits and working environment force other major employers to raise their standards to keep up and can improve wages and the economy of our entire region.
Bruce Hagen
Mayor Bruce Hagen
Glad you asked this question.
I don’t like to use the word “I” but it must be said. The City of Superior employees have not been more appreciated by any administration that “I” am aware of. In these very tough times, communities across Wisconsin and the nation are laying off employees, eliminating services and cutting wages and benefits. Not in this community. And not under my watch. Why? Because over the years, staffing was allowed to be reduced. We are at a minimum and what our employees provide in service is amazing with what has to be done.
Let’s talk about services in compared to other communities. Here is a sample of what we provide that most don’t.
Brush pick-up, leave pick-up, street sweeping, garbage removal, toxic removal, spring household refuse removal, more parks on average than most communities, same for skating rinks and playgrounds and ZERO assessments for infrastructure improvements. As for this, Superior is the only municipality in all of Wisconsin that does not have special assessments.
Back to employee relationships. In 2014 “I” reclassified 29 represented classifications with substantial adjustments so as to be market competitive. Every employee received a 2% wage increase on top of adjustments. And it must be said that the former unions (they did not recertify) were outraged that “I” also gave salary adjustments to several professional positions in an effort to also make them comparable to the market. This was what “I” developed as Phase I of bringing all employees to the fair market level.
For all employees, we provide the best equipment, technology and working conditions of any employer.
Moving to 2015, this will shock those that may have not seen solid movement in their own respective wages. And I believe this is why this question is being asked.
We have some, but very few, city employees that are angered by “My” proposal for Phase II in bringing city employees into market range for pay and benefits because “it isn’t fair”. And at least two of my opponents in the race for Mayor, who pass themselves off as pro-labor and progressive, are also proclaiming that this wage/benefit plan is not “labor fair”. Here goes. You tell me if it is fair.
The following is budgeted, without a tax increase and is sustainable. We are losing valued employees in all ranks and “I” believe we must promote and support our employees. The following recommendations are currently before the Common Council.
- 2% wage increase for all employees
- Implementation of a new wage scale moving employees to the new wage scale ‘next step’ after the inclusion of the 2% raise for 2015
- New and enhanced Longevity increases
- City providing one-half of employee deductable for their respective Heath Savings Account (HSA)
Proposed wage increases for labor/management employees including the across the board 2%
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As I stated, this is being termed as “unfair” by some formerly represented AFSCME employees. You be the judge.
Kalee Hermanson
Kalee Hermanson
This question is tough to answer. I have talked with many employees from the City and some feel that the issues between employees and the City are minimal, and some feel they need big improvements. As an outsider looking in, my biggest issue is the fair wages. I have been told of a large amount of raises going to the department heads, while the City is only implementing small increases to the average City employee. Most, if not all the department heads make well over the fair market wage while many of the City employees are under. Employees need to be heard and respected and if we want to attract and retain good employees, we need to make sure that we are respecting them and their wishes first and foremost.
Mike Herrick
Mike Herrick
My view of labor relations between the City and its employees is good. The issue of city workers being treated fairly came to the Human resource committee, which I currently serve on, when the Hand Book was introduced to the employees after the passage of Act 10. One of the items that I stressed when it came to any type of grievance by a worker, was that person should be able to have representation and that the issue could be brought to the Civil Service Commission and or the Human Resource Committee for review. There has been a wage study done on the compensation employees receive. I believe we can continue to look at the compensation of employees without paying a huge consulting fee.
Greg Mertzig
Greg Mertzig
As Mayor I will conduct labor relations fairly and consistently. Act 10 did not dissolve the right to organize. As Mayor I will negotiate compensation with organized labor as if collective bargaining was still intact. I will not require a third party private consultation firm to conduct a costly wage study to determine employee compensation.
Tomorrow’s question for the candidates:
What is the one major accomplishment that you hope to achieve if you are elected Mayor?
