In this edition: Women Should Continue To Make Less Than Men Because…
“It’s Complicated” This week in bargaining… Gender-based Pay Inequity: Let’s Just Throw Up Our Hands Because We Can’t Figure It Out Exactly This week in bargaining, we learned that something that is not at all complicated is “complicated”-for the City. According to a recent HR study presented to the DCTU bargaining team by co-lead City negotiator Jon Uto, although women in the Police Administrative Support Specialist (PASS) series make much less than men in comparable positions, it’s not only because they’re women. Instead, Jon presented the study’s conclusion: the reasons for this pay inequity, although based on gender, are “complicated”. Therefore, the City doesn’t need to fix the pay inequity gap for this woman-dominated classification. According to the study, one of the City job classifications that is “comparable” to the PASS series is the Greenskeeper series, which is mostly men, involves mowing golf course lawns, and pays more. If you are thinking What The Heck right now, you are thinking the same thing that your bargaining team used to challenge the study at the table.
The Score: DCTU 2, City 25
It became clear this week that the City’s approach to bargaining is extremely passive. They revealed that when they refuse to accept our proposals, or offer counter-proposals, they are assuming that we would go “back to book”, meaning that both sides would agree to keep the current contract language. By the way, although the City is waiting on two counter-proposals from our DCTU team, we are waiting on 25 responses to our proposals from the City. That’s not good.
2 Hours A Week Is Not Going To Get It Done
As we approach the June 30th, 2017 deadline for agreeing to a new contract, the City is not investing the time or effort it will take to reach an agreement. This week, the City’s team left after half the time we agreed to for our weekly bargaining sessions-two out of four hours.