UGSOA Local 223

Serving Security Professionals in Northern and Central California Since 2004

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Union vs. Non-Union Wages


 

Just thought we would do a little comparison of wages with and without the union

to see which is better, look at the results and you be the judge.  Yes your union got you better wages....Think of all the benfits that could be better if the members were move involved....

Sacramento wage determination still shows guard II at $21.22 hasn’t changed in 5 years. Granted not everyone is working a 40 hour week, but still better than the $21.22

Health & Welfare went from $3.91 to $4.01 effective 04/01/2014

As of 04/01/2014 the wages are for new hires $23.07, that’s $1.85 higher

For PSO’s with 1 and less than 5 years is $27.45 that’s $6.23 higher

For PSO’s with 5 years or more is $27.81 that’s $6.59 higher

Yearly difference

$1.85 increase = $3552.00 per year increase

$6.23 increase = $11961.60 per year increase

$6.59 increase = $12652.80 per year increase

 

Santa Rosa, Napa area wage determination is still at $17.15

As of 04/01/2014 PSO’s with a year or less will receive $20.06

1 year or more of service will receive $25.34

Yearly difference

$2.91 increase = $5587.20

$8.19 increase = $15724.80

 

The above calculations are based on 160 hours per month 1920 hours a year

Also I have attached links to wage determinations for your area

Any comments or questions please go to the contact us page.

 

Wage Determination Sacramento, Click here

Wage Determination Santa Rosa, Click here 

 


How wage determinations are done

II. Wage Determinations

How are prevailing wage determinations developed?

Wage determinations are developed based on available data showing the rates that are prevailing in a specific locality. Where a single rate is paid to a majority (more than 50%) of the workers in a classification of service employees engaged in similar work in a particular locality, that rate is determined to prevail. When information is used from the Bureau of Labor Statistics (BLS) or other surveys, statistical measurements of central tendency (median) and the average (mean) are considered reliable indicators of the prevailing rate. Which of these statistical measurements will be applied in a given case will be determined after a careful analysis of the overall survey, separate classification data, patterns existing between survey periods, and the way separate classification data interrelate. Use of the median is the general rule. However, the mean may be used in situations where, after analysis, it is determined that the median is not a reliable indicator.

In addition, some occupational rates on the wage determination may be taken directly from the Non-Appropriated Fund schedule, Federal Wage System schedule, or the General Schedule "white collar" pay scales. Finally, several methodologies were developed to aid the analyst in developing rates for classes where no survey data exists.

How often do you update wage determinations?

Wage Determinations are reviewed periodically, as new data become available. Most wage determinations are updated once a year.

Must a wage determination be requested if the contract requires less than five employees?

Yes. The contracting agency must request a wage determination for every covered contract in excess of $2,500 regardless of the number of employees expected to be employed on the contract. If the contract involves more than five service employees, the Department of Labor must issue a wage determination; however, this does not limit the contracting agency's obligation to request a wage determination for all contracts in excess of $2,500.

In an emergency, how do you obtain a wage determination?

You may call the Wage and Hour Division, Branch of Service Contract Wage Determinations, and speak with a supervisor at (202) 693-0073.