MPSEA Members,

The MPSEA Board - in Coalition with our partners at Local 6000, Local 236, and the MCAA - continues working to close the 6% pay gap between our members and sworn MFD / MPD Staff.  We are asking all members to register at tonight's Finance Committee meeting as being in support of Item #20, which contains the proposed Operating Budget Amendment #22that helps to close HALF of this gap by the end of 2023.

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As proposed, the Mayor's Operating Budget closes 1% of this 6% pay gap in January of 2023.  Finance Committee Operating Budget Amendment #22 modifies the Mayor's proposal as follows:

• Changes the Mayor's proposed 1% pay parity increase in January to a 2% pay parity increase in July

• Adds an additional 1% pay parity increase in late October 2023

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This proposed amendment to the Mayor's Operating Budget closes half of the pay parity gap between MPD / MFD Staff and the Comp Groups 18, 43, and 44 (along with all other General Municipal Employees).

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CLICK HERE TO REGISTER IN SUPPORT

NOTES:

• When you register in support, please do so from your personal computer or phone; do NOT use your City computer to register.

• Under "Agenda Item #" enter "20" (2023 Executive Operating Budget)

• You do NOT need to sign up to speak at the meeting in order to register your support!

• Under the "Representation & Lobbying" section, simply select "Yes" for the first question and enter only "MPSEA" in the field that follows.  MPSEA representatives are prepared to speak tonight in order to make clear that our support of the proposed Operating Budget is contingent on the approval of this wage parity amendment.

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If you wish to read tonight's full Finance Committee agenda or the Amendments in their entirety, they are also linked below:

• Full Agenda

• Amdendments

• 2023 Executive Operating Budget (Legislative Entry)

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Note that these additional proposed pay parity increases are separate and distinct from the previously agreed to (and currently budgeted for) 2% COLA that will occur in January 2023; the COLA amounts do not by themselves close the pay parity gaps.

If you have any questions, please reach out to any MPSEA Board member. 

Solidarity,

The MPSEA Board

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*Updated to include additional details due to the registration website limitations.

COVID Booster Updates

September 19, 2022

The CDC has recently approved a second booster shot for the Covid 19 virus.  This second booster shot is targeted towards protection against the most recent variant of Covid.  Most people ages 18 and up are now eligible for this second booster. Getting this second booster is a great way to help protect yourself, your family, and our community against further Covid outbreaks / surges this fall and winter.  Public Health Madison and Dane County have opportunities for vaccinations at no charge, which can be found here.  The MPSEA Board strongly encourages all folks who are eligible to stay up to date with all vaccination requirements, including Covid. 

Additional information for those who are immuno-compromised can be found here.  Children from ages 6 months to 4 years are eligible for their primary series of vaccinations.  Children 5 to 11 years of age are recommended to get their primary vaccine series, and the original booster.  Children 12 to 17 years of age can receive the updated Pfizer bivalent booster.  More information regarding vaccines for children under 18 years of age can be found here. 

The MPSEA Board hopes that everyone who is eligible stays up to date on their vaccines so you, your family, and friends are as protected as possible. 

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Solidarity,

The MPSEA Board

Many MPSEA members have student loans.  If you have student loans and work for a public institution such as the City of Madison, you may be eligible for the Public Student Loan Forgiveness (PSLF) program.  The PSLF program forgives the remaining balance tax-free on Direct Loans after 120 qualifying monthly payments have been made under a qualifying repayment plan while working full-time for a qualifying employer such as the City of Madison.  Private loans do not qualify for the PSLF program.

The limited-time waiver, set to currently expire on Oct 31, 2022, allows borrowers to receive credit for past periods of repayment that would otherwise not qualify for PSLF.  Borrowers may also benefit from consolidating other federal student loans in a single Direct Loan by the October 31 deadline.

Additional details, tools, and a video overview provided by UW-Madison can be found through the links below:

• https://www.youtube.com/watch?v=YAvxb8KJaWc

• https://financialaid.wisc.edu/leaving-uw/pslf/

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Solidarity,

The MPSEA Board

MPSEA Board Members and the Department of Human Resources have been working together to update internal websites to help provide resources regarding accommodations during pregnancy. City staff may request to work from home as a reasonable accommodation during pregnancy through the City of Madison's workplace accommodation policy when applicable.

Please refer to the below website links for additional information:

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1. HR Employeenet page, under the "Telework Resources" and "Accommodations" sub-headers.

2. Policies & Procedures page, under the "Employees" and "Accommodations" sub-headers.

3. COVID-19 FAQ page, under the "Telework" sub-header.

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Solidarity,

The MPSEA Board

Last week, all members of Comp Groups 18, 43, and 44 had two positive changes take effect on their paychecks.  They were:

1. Retro Pay - What was termed "Retro Pay" on the most recent paychecks comes from the approved 0.5% increase in wages for General Municipal Employees (including CG 18, 43, and 44).  This increase was backdated to the beginning of 2022, so the Retro Pay fills the gap of what employees were therefore additionally owed between then and now.  For that reason, the Retro Pay is a one-time payment on paychecks, however there was also...

2. A permanent 0.5% wage increase - As part of our work with the Coalition of General Municipal Employees (including Local 6000, the MCAA, and Local 236), MPSEA helped to ensure that a so-called "Me Too" clause was included in any cost of living adjustments.  What this meant is if any other group achieved a higher rate of wage increase than the Council previously approved for us, we would all then receive a similar additional increase.  This would help to ensure that the existing pay inequity of 6% between employees represented by our Coalition and protective services (sworn MFD / MPD employees) does not increase.

Moving forward, MPSEA and our partners continue to work to close this 6% pay gap altogether.  To succeed in this ongoing endeavor, we will need the help of our members; watch this space for future updates as we continue to work on your behalf to ensure that we all have solid pay and benefits for the good work that we do for the City.

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Solidarity,

The MPSEA Board