Mayor's Employee Council
August 11, 2008
Meeting Summary
 

Members Attending:  Carol Boyd, Jamaal Ray (Substituting for Tarrus Crews), Beverly Crockett, Sam Murrell (Substituting for Errol Edingbourgh), Debra Louis, Minnie McCray, Bill Robillo, Della Sheffield, Anthony Smith, Stacy Taylor, David Thorpe

Members Absent:  Ron Benson, Taft Bradley, David Cowan, Deborah Davis-Williamson, Donna Henderson-Braden, Tonia Wilks

Staff Attending:   Mayor A C Wharton, Jr., Jim Huntzicker, CAO, Marcia Boyd, CAO Staff
 

Substitutes, Jamaal Ray and Sam Murrell were welcomed to the meeting.

The Council received a handout describing the revised Suggestion Program that had been emailed to employees.  It was reported that the response had been low. 
 

New Issues/Concerns:

• Jim Huntzicker discussed the progress of implementing the 4-day work week in areas of the County.  Most areas are looking at splitting schedules with employees off either Mondays and/or Fridays and having extended hours throughout the week.  In most areas managers are not eligible to participate. 
  
  A Council member wanted to know if the Mayor was encouraging participation.  There were concerns that in some areas the employees want the 4-day work week, but management is opposed to the concept.  In other areas employees did not want to be working in unsafe neighborhoods in early morning and late afternoon when it is dark.  A Council member wanted to know if it would be mandatory for all employees in an area and another employee wanted to know how holidays are handled.  . 
  Response: The Mayor explained that he encourages the concept as long as the public is not adversely affected.  In most cases, the extended hours offer improved customer service.  It should be understood that "one size does not fit all" and in some areas a 4-day work week is not feasible because of the nature of the job or because of having too few employees in the section.  The process should not be mandatory for all employees in a section.  During a holiday week, the work area reverts back to regular hours.  It was suggested that employees meet with their managers to determine the feasibility of implementation in their work area.  In addition to better serving the customer and employee, fewer automobiles on the road result in decreased air pollution which is important for the region to be compliant with EPA standards. 
   
• A Council member wanted to know if an employee's leave balance could be posted on the paycheck. 
  Response:  This will be investigated and will be reported back to the Council. 
    
• Employees wanted to know the status of the Flex Leave policy.  Concerns about the policy included: requirement of taking 5 consecutive days before going into the leave bank; policy being biased against older employees; policy being more detrimental to good employees who have utilized their time wisely; and employees with longer length of service losing annual days.   
  Response: Employee comments are currently being reviewed and categorized to determine how the policy should be revised.  It is anticipated that several changes will be offered to make it more employee-friendly.  Once revised, it will be widely distributed to employees and elected officials and will be submitted for approval to the UPPC before going to the Commission.  If employees had not responded to the original proposal, they can still send their comments to Mike Lewis, Human Resources Administrator.  No deadline for implementation has been identified.
    
• A Council member commented that employees are concerned that higher level employees get raises and other employees do not.  The example of the Shelby County School Superintendent was given.   
  Response:  In the last budget Administration had recommended a raise for employees, but the Commission opposed it.  In the upcoming biannual budget it is anticipated that a 5% raise will be recommended.  The Council was reminded that the Commission approves the budget.  Any vacant jobs that had not been filled in the past 2 years were eliminated.  Additionally, a committee has been established to review any vacated jobs to determine the necessity for refilling the position.  Currently the Deputy Sheriffs have made a case to the Commissioners that because of problems filling positions, they should be given an increase this year.  However out of 25 positions for a new class this year there were 800 applicants, so finding and hiring qualified applicants has not been difficult.  Administration believes that any salary increases should be county-wide for all employees.  It is possible that after 6-9 months into the budget if a surplus is evident, salary adjustments may be made.
   
• A Council member commented that some clerical specialists B's were elevated to clerical specialists A's and others were not and they want to know if they will be reevaluated. 
  Response:  Currently there are no job reclassifications being considered.
   
• A Council member asked if the rumor that Information Technology would be outsourced was true.   
  Response:  The rumor is not true.  The Technical Coordinating group is looking at overall technological needs.  Engineering is being transferred to City of Memphis Engineering, several parks have been transferred to municipalities, and other areas may be considered for transfer in the future.  There is currently a resolution to outsource Correctional Center Food Services to Aramark (the company that services the Jail).  The cost of food at Corrections has increased and contracting with Aramark will result in decreased costs and new equipment.  Additionally, Aramark and will hire 10-11 employees at a lower salary.  Other employees will be offered jobs as correctional officers or counselors.  All Food Service employees should be placed in other county positions.