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Q&A
Equity considerations in collective bargaining negotiations
1:02:44
·
117 sec
Council Member de la Rosa inquires about the incorporation of equitable representation and workforce diversity considerations in OLR's collective bargaining negotiations. Daniel Pollock explains OLR's approach and provides examples of equity-focused initiatives.
- OLR listens to unions about their needs, especially related to recruitment and retention
- Examples include establishing a childcare fund with DC37 and focusing on groups with higher proportions of women, such as 911 operators
- A bonus program for 911 operators was collectively bargained, based on attendance thresholds
Carmen de la Rosa
1:02:44
Great.
1:02:45
When OLR enters into collective bargaining negotiations, to what extent are equitable representation and workforce diversity considerations incorporated?
1:02:55
Specifically, do any contract provisions support equitable hiring, advancement, or retention of women or minority employees?
Daniel Pollock
1:03:04
So I would say it depends on the unit obviously.
1:03:07
You know, we always, first and foremost, we listen to the union representing the workers about what they may need and what they're looking for.
1:03:13
If issues come up, especially related to recruitment and retention, you know, try to work with those unions to kind of deal with those issues.
1:03:22
A few examples in the District Council 37 Agreement, we established with them for the first time an annual contribution to a childcare fund, which obviously, you know, the nature of it, would benefit often women.
1:03:38
In addition, we have focused a lot on some groups which tend to have more women than men, including nine eleven operators, the police communication technicians.
1:03:47
We've been OLR has been engaged for about a decade I would say.
1:03:51
Very closely working with that union, with DC thirty seven and the police department to try to have enhanced recruitment and retention.
1:04:00
We've worked with them on a pilot program for compressed tours, twelve hour tours which allows fewer appearances and given kind of the location where they work can really benefit the workers by having fewer commutes to work.
1:04:13
We meet frequently with them about that pilot.
1:04:16
We also have established a bonus program for nine eleven operators which started last year and will continue into the future.
Carmen de la Rosa
1:04:25
How does that program work by any chance?
Daniel Pollock
1:04:28
So there's attendance threshold where as long as you meet a certain attendance threshold over a six month period, you are eligible for the bonus for that period.
Carmen de la Rosa
1:04:39
And that was collectively bargained, right?
Elijah Diaz
1:04:41
Yes.
Andy Waldron
1:04:41
The