Posted on the ATU Local 689 website is a concise, informative history of the union and its benchmark achievements. The timeline begins in 1919 and leaves off at 1989. It's of interest because it documents with clarity how Local 689 systematically, contract by contract, extracted ever greater wage and benefit concessions from WMATA management during the 1970s and 80s.
Since Washington Metro didn't start operations until 1976, I'll post verbatim only the latter parts of the text:
ATU Local 689
A member of Amalgamated Transit Union AFL-CIO/CLC
Representing the operators, clerical, paratransit and maintenance workers of Washington DC Area Transit
1970s
• 1973 - Agreement effective 11/1/72-4/30/74, signed in January, re-established full percentage cost-of-living clause and provided for 9th and 10th holidays (Columbus Day and a floating holiday). The sick leave waiting period was reduced to 2 days, unused sick leave could be credited as service for pension purposes and bereavement leave was no longer charged to sick leave.
Also in 1973:
WMATA took over DC Transit and WV & M in January and completed final takeover of private properties (AB & W and UMA) in February. Entire system now publicly owned.
• 1974 - First black full time elected officer. 1974-1979, Rodney Richmond. Secretary-treasurer, assist. B.A.
Also in 1974:
The agreement effective 3/1/74 - 4/30/76 continued the full percentage cost-of-living clause in addition to basic rate increases and provided for normal pensions for employees retiring at age 58 with at least 27 years' of service, i.e., sum of age and service = 85 (first time one could retire under the age of 60 with a full pension benefit). Martin Luther King Day added as holiday if Authority operates a holiday schedule. There were also improvements in life insurance, sickness and accident insurance, vacation, and provisions relating to operators such as spread pay and percentages of straight runs.
• 1975 - Supplementary rail agreement signed, establishing wage rates and other provisions applicable to operating and maintenance employees in the rail system and providing for inclusion of rail system employees under the terms of the basic collective bargaining agreement.
• 1976 - First segment of MetroRail opened in March.
An arbitration award continued the percentage cost-of-living clause (which WMATA had sought to modify drastically), established a dental plan with the Authority paying 50% of the cost and provided other improvements in Health and Welfare and pensions.
• 1977 - First black recording-secretary--James "Tommy" Thomas, 1977-1982.
• 197 [sic] - Wildcat strike halted bus and rail service for a week over Metro's failure to pay COLA under rollover provision. Arbitration panel ordered Metro to pay the disputed COLA.
• 1979 - Local 689 and WMATA selected Richard Bloch as permanent grievance arbitrator.
1980s
• 1980 - The Gill Award for the contract effective 5/1/80-4/30/83 provided for many improvements including:
1) Pensions - reduced employee contributions by from 7% of pay to 5.5% by 5/1/82; lowered normal retirement age to age 55 for employees whose age and service add up to 85; provided for 100% vesting after 15 years' service (50% after 10 years increasing 10% for each year of service between 10 and 15); added survivor benefit for employees who die prior to retirement.
2) Health and Welfare - Improved dental and basic health insurance benefits; increased life insurance by $3,000 for active employees and $1,500 for retirees; increased sickness and accident insurance by $10 per week (to $65).
3) Vacations - 4 wks after 10 years (was 11); 5 weeks after 20 years (was 24); 6 weeks after 30 years (was 33) plus 1 additional day for each year of service after 30.
4) Other - increased uniform allowance to $100 eff. 7/81; provided for 3 sets of workclothes per week (was 2 sets); increased tool allowance to $80 eff. 5/81; added 3 days bereavement leave for grandparent's death; voluntary COPE checkoff provision added.
• 1983 - First black president - James "Tommy" Thomas.
The agreement effective 5/1/83-4/30/86 included the following improvements:
1) Pensions - The employee contribution of 5.5% was eliminated effective 7/1/83 and the survivor "baloon" provision was establiched. Former AB&W employee benefits were increased.
2) Wages and COLA - COLA was incorporated and base rates were increased by 6.5% on 5/1/84 and 5/1/85 and by 80% of the increase in the CPI above 6.5% in the preceding year with adjustments effective on 4/30/86.
3) Health and Welfare - Dental plan was upgraded by adding periodontics and increasing co-payment to 80% of UCR. Life insurance and sickness and accident insurance were increased; podiatry coverage was added; coverage was continued for the surviving spouse and dependent children of active or retired plan participants for a period of 1 year following the employee's death.
4) Vacations and holidays - 5 days of vacationmay be used single-day increments; Inauguration Day was added as a holiday.
5) Other - there were also improvements in uniform and tool allowances and benefits for part-time operators.
• 1984 - Negotiated employee assistance program.
• 1985 - Negotiated attendance policy.
• 1986 - In June of 1986, Washington operators had the highest wage rate for operators on any transit system in the United States ($14.14). That agreement, effective 5/1/8/6-4/30/89, provided many other improvements including:
Health and Welfare - Established a "flexible benefit" program funded bu Authority contributions of $50/month for family participants and $30 for single members. Employees may select from a list of options in addition to those provided by the current health & welfare plan.
Pension - 100% vesting after 10 years (was 15); full (unreduced) pensionsavailable when the sum of employee's age and service equals 83; Authority continues to pay total cost.
4) Sick Leave - 2 day waiting period eliminated for those with 10 years' service who accrue and maintain 12 or more days of sick leave; attendance bonus established providing one-half day for each calendar quarter of perfect attendance which can be accumulated without limit, added to sick leave, or paid in cash each year (max. 1 day per year paid in cash).
5) Other - Many other improvements in uniform and tool allowances, benefits for part-time operators,no layoff for full-time operators while part-time operators on payroll, pay for physical exams, subcontracting of custodial services, work selection procedures, and more.
• 1989 - The agreement effective 5/1/89-4/30/92 included the following improvements:
1) Wages and COLA - In addition to the 4.5% wage increases each May 1, wage rates were increases by 80% of the increase in the US CPI above 4.5% over the proceding 12 months, effective April 30 of each year.
2) Health and Welfare - No employee contributions between 5/90 and 5/91, then employees pay 1/3 of increase over 12/90 rates; life insurance increased to $20,000 for full time employees and $15,000 for part-time employees (was $12,000 and $9,000); survivor insurance coverage increased to 2 years.
3) Pensions - full (unreduced) benefits after 30 years' service at any age; early reduced retirement possible at age 50 with 20 years' of service; benefit formula increased to 1.5% of high-4 earnings for each year of service (approximately 14% increase in benefit amount); plan continues to be non-contributory for employees.
4) Also improvements in vacation pay, uniform and tool allowances, grievance procedure and meal allowance.
Source:
http://www.atulocal689.org/99-years-of-local-689.html
Note that in the 1970s, Local 689 members contributed to their pensions, but in subsequent contracts, the percentage was first reduced, and then eliminated. At the same, the age an employee could retire at with full benefits, and number of years worked in order to vest the pension, were being tweaked. Health and dental plans also were enhanced with little or no additional contributions. With virtually every new contract, either wages or benefits, or both, were expanded.
In the 1990s, WMATA was in good financial shape as ridership increased significantly, bringing in the additional monies needed to cover these growing cost burdens. As the 21st century dawned, however, the gravy train Local 689 was supping at was becoming more difficult to maintain. Fares were increased, but ridership stagnated. Yet demands for even more expansive benefits continued nearly unabated. When WMATA management began to balk, the negotiating process often devolved to arbitration per the Compact. More often than not, the arbitrator tended to side with the unions, tightening the fiscal screws on WMATA's budget even tighter.
And, now, we are where we are. The system is deep trouble, verging on a fiscal collapse if substantial new monies aren't soon forthcoming. Fares have been jacked up so high, they're among the highest in the world by most any standard. This has led to hundreds, more likely thousands, of users to forgo Metro, and to try alternatives, such as ride sharing, bicycling, or telecommuting. Things are coming to a head. Something has to give. If meaningful benefit reform for WMATA union employees isn't soon enacted, the system may be pushed into insolvency. At this time, the newest contract for Local 689 is in arbitration. It will be bad news, very bad news, if once again, the reality of WMATA's dire fiscal situation is discounted.
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