by J. Brooks Terry
Staff Writer
Two years ago, City Council member Pat Lockett-Felder proposed a flat wage increase for all City employees, including service contractors and economic assistance recipients. Several meetings and multiple drafts later, a substitute ordinance with a narrowed focus may soon be up for a Council vote.
Penned by Council member Kevin Hyde, who has been spearheading living wage efforts since his term began last July, the substitute already has Lockett-Felder’s support.
The two met recently, and Hyde said a “common ground” was established.
In a letter addressed to the Council, Hyde wrote, “I have discussed this proposed substitute with with Pat Lockett-Felder, the sponsor of the Living Wage ordinance. I am pleased to report she supports the principles of the substitute and is co-sponsoring the substitute with me.”
Now focused exclusively on City employees, Hyde said the substitute will likely have a majority, if not unanimous, base of support from the full Council.
“What we’ve done with the substitute is look at some of the long-term issues as opposed to mandating a wage increase,” he said. “We’re looking at better training and education and, ultimately, raising the level of skill for City employees. That’s fundamentally different from the original proposal.”
Hyde added there should be “few surprises” in the substitute because it is based largely on Council questions and concerns. Hyde also met with Chief of Human Resources Adrienne Trott to determine what was “workable” before circulating the proposal.
As outlined in the new ordinance, any full-time City employee who has worked two years or more in a temporary position will be eligible for advancement into a regular full-time job. Upon advancing, they will be eligible to receive benefits, including civil service protection, health insurance and the wage “collectively bargained for the position into which they move.”
However, beyond a minimum two years of service, career advancement will be contingent on a “satisfactory” performance evaluation and full-time position availability. Additionally, the employee must have undergone at least 50 percent of available training within 24 months.
“This allows employees in their first year or two with the City to set their own expectations for advancement, based on their individual job performance and level of training,” said Hyde. “This way, we can start moving people out of those temporary jobs.”
According to a recent City payroll, there are 449 “temporary employees” who work a 40-hour week and earn less than the proposed $10.19 minimum.
Those employees would be phased into regular full time positions over a three-year period, beginning Oct. 1, 2005.
“I’ve looked at this issue, and it really is a community issue, a lot and I’m pleased with what we have outlined in the substitute,” said Hyde. “What it says to the City as an employer, is that we need to provide better options and equal opportunities for our employees so they can advance.”
“Beyond that, it enables us to provide better services to the entire city from a potentially more qualified, better trained work force.”
The substitute ordinance will be reviewed Monday at a joint meeting between the Council’s Finance, Rules and Recreation, Community Development and Education committees.