Sandusky union workers get raises

SANDUSKY — Administrators for Sandusky's government and leaders of the city's non-safety service union recently came to terms on a new collective bargaining agreement. Two local officials, city manager John Orzech and finance director Michelle Reeder, offered up some details on the deal: • Contract length: The three-year deal retroactively began on Jan. 1, 2025, and runs through Dec. 31, 2027. "These discussions and negotiations naturally take time, and there were some gaps between sessions, but the priority was always to get to a good outcome for both the employees and the city." • Contract employees: This deal impacts about 90 employees in various departments. This would include code compliance/building, streets, public realm, grounds, greenhouse, building maintenance, forestry, cemetery, customer accounting, fleet, construction inspection, water and sewer plants along with general maintenance. • Contract raises: Employees can expect to receive three separate 3% raises in each contract year: 3% in 2025, 3% in 2026 and 3% in 2027. • Contract payouts: Just factoring in the raises, local taxpayers can expect to spend about an extra $936,000 during the contract's life. • Contract additions: Here are the most notable additions employees obtained: — Previously, these union employees needed eight continuous service years to reach the top of a city wage scale. This new contract reduced that time frame to six years. — Administrators removed the entry-level wage step. This bumped many employees up one step on the wage scale. — Employees will receive a reimbursement of up to $300 per contract for work boots and $200 for prescription safety glasses. — The mechanics received an additional $200 annually for tools. — Employees who are required to obtain water and/or sewer EPA certifications saw an increase in their education bonus. — Longevity pay for workers employed for at least three years increased by $20 each year. — Workers received a slight increase in vacation time. • Contract concessions: Union members now have 240 work hours, or after 30 eight-hour shifts, to decide if they want to return to a prior position they worked. This is down from 480 work hours, or after 60 eight-hour shifts. And the city manager now has five work days, up from three, to respond to a work grievance. • Contract comments: "This contract agreement is beneficial to the city, as we have to remain competitive with wages and benefits. These employees provide invaluable services to our community."