During the recent City Council meeting, a series of decision were made regarding the between certain City employees and the City of Turlock.
A series of amendments and renewals of contracts, specifically between the City and Turlock Associated Police Officers (TAPO), Turlock City Employees Association (TCEA), Turlock Management Association – Public Safety (TMAPS), that would extend through 2017 were scheduled to be voted on during the most recent City Council meeting.
All were passed, with the exception of TAPO’s, which was taken off the agenda for the Council’s consideration.
TAPO as a union, had previously voted to reject the contract as proposed by the City of Turlock because Wasden had given the members of the police union a raise on their last paycheck, as he believed TAPO would accept the contract.
“The council refused or didn't want to listen…” said Russ Holeman, TAPO President. “We just wanted a chance to sit at the table and negotiate for ourselves, like they told us we were going to be able to do in May.”
Holeman stated that he would have a difficult time as Union President, the negotiator of the group, to get the body to sign off with the constraints and “me-too” clauses the Council has imposed.
“I don’t know that its political or not, I don't know what their reasoning is behind it,” said Holeman. “They told us one thing in the beginning and then turned it into something else, and I wanted to bring this to their attention because they could have approved the contracts without the ‘me-too’ clauses, and they chose not to.”
“It was a negotiated item that they gave to some of the other labor groups and it could have been negotiated out as they chose to,” added Holeman.
Holeman explained that TAPO salaries were 20 to 30 percent behind seven years ago and are still 20 to 30 percent behind today. He noted that TCEA was at or above the median of comparable cities.
According to Holeman, the City’s goal was to be equitable in pay, but did has not followed through.
“We should all be at the same percentage above or below comparable median cities, and then you have some administrators that are well above that median, and other employees that are 20 to 30 percent below, that’s not equitable, and that’s not right,” said Holeman.