ASPTEA started in June 1975 when 20 City employees started meeting to discuss the need for an association to voice their concerns. Prior to this time, the City would negotiate pay raises for Police and Fire, and Unit 7 employees would get whatever was left. Six months later, ASPTEA was sanctioned by City Management and ultimately approved by Ordinance.

We've come a long way since 1975, growing from 20 members to over 1100.  Ever wonder how ASPTEA has influenced your working environment since its inception? 

 

Take a look?..

 

      Then 1975                        2007

 

Bargaining Units	0	7
Accountant II (Top of range 32)	$16,307	$67,642
Number of Steps in PayRange	6	9
Seminar Allowance (Blue Card) Funding	$0	$1000
Paid Holidays	9.5	11.5
Personal Leave	16 hrs/yr	24 hrs/yr
Education Leave	0	14 hrs/yr
Sick Leave	10 hrs/mo	10 hrs/mo
Longevity	0	Up to $5000/yr
Deferred Comp	0	5.85%
Stand By Pay	.50/hr	$3.00/hr
Annual Vacation Buyback	0	76 hrs/yr
Sick Leave Buyout at Retirement	0	25% of eligible sick leave hrs
Bus Pass	None	Free
Retirement	Rule of 85	Rule of 80

 

 

 

But I Don't Have to Join to Get These Benefits ?.

It's true you don't have to join to reap some of the benefits from the hard work of the ASPTEA.   But only members can participate and have a voice in the full range of activities that ASPTEA covers.  These activities include Wage and Benefit Negotiations, Health Care Benefits, Retirement Benefits, Pension Programs, Educational Programs, and the list goes on. 

Accomplishments

Since 1975, ASPTEA has accomplished a wide range of benefits for its members.  ASPTEA is a leading voice in negotiation efforts to improve working conditions and create a better quality of life for all Unit 7 employees.  A few examples include:

 

• Negotiated City contributions to Unit 7 employees? Deferred
  Compensation Accounts

 

• Negotiated a Step 9 in Unit 7 pay ranges
  

 

• Represented Unit 7 employees on the Health Care Task Force

 

• Prevented elimination of retirement health care benefits for employees with more than five years until retirement eligibility.
  

 

• Developed Memorandum of Agreement (MOA)

 

• In 2006, ASPTEA and City management signed the first ASPTEA written agreement. This Agreement marks a milestone in the history of the Association and formalizes our wage & benefit package in one document.

 

• Initiated sick leave buyback for retirement

 

• First employee organization to negotiate sick leave buyback
  

 

• Provides assurance of equity

 

• When there is a change in your work environment, ASPTEA can assist to ensure changes are implemented fairly:  

 

1. Budget Reductions resulting in layoffs
   

2. Employee Bumping Process

3. Reorganizations and Outsourcing