Fluctuation – Downsizing by natural causes such as retirement, voluntary dismissal and death. Among other things, the city uses turnover rates to develop future recruitment and staffing plans and forecast future costs of collective agreements. Compare with layoff. Non-mandatory bargaining topics – topics that the union and employer can bring to the bargaining table, but do not need to negotiate. Both parties may reject the discussion. On the other hand, both parties may voluntarily agree to discuss these issues. For example, assessment criteria and residency requirements are not mandatory subjects of negotiation. The Office of Collective Bargaining (OCB) and the Public Employment Relations Board determine such matters. See also the mandatory topics of the negotiation.
Social Fund – A fund managed by the union, which provides union members with a wide range of benefits, including prescription drug plans, dental, optical, disability, education and legal services. The employer contributes per employee to the fund, negotiated through collective bargaining. Recurring Increment Payment (RIP) – A payment plan that provides for regular increases in dollar lump sums above the base interest rate. The amount of a RIP is usually based on years of service. A RIP does not necessarily bring an employee from minimum wage to maximum wage. PLOs are eligible for retirement after being earned for two years. Not all employees receive a RIP. IFPPs must be negotiated as part of unit contract negotiations.
Check your unit contract to verify the RIP amounts. One-time allowance – A sum of money that is negotiated to allow members to purchase uniforms requested by the employer. Flat allowances will not be part of your base salary. Uniform allowances must be negotiated in the context of collective bargaining on single contracts. An employee must be in an active situation for six months of a financial year (from 1 July to 30 June) to be entitled to a single remuneration. For more information, see your unit contract. Good Faith Negotiations – The duty of a public employer and a union to conduct negotiations with sincere determination to reach an agreement; to have, during negotiations, duly empowered representatives willing to discuss and negotiate all matters in collective bargaining; meet at reasonable times and in appropriate places, without unnecessary delay; to make available to each other the data normally managed as part of the normal activity, in order to have a complete and regular discussion and understanding of the negotiations; and, upon request, to execute a written document containing the agreed terms and to implement the agreed terms in case of agreement. (From Section 1173 – 4.2c of the New York Collective Bargaining Act.) All new York City employees now work under contract.