Should the County provide employees the option to cash out vacation time when they reach their vacation cap, so employees can continue to accrue vacation hours?
Are there certain duties/hours/licensure/etc that you think should receive a differential?
If you answered 'yes' to the above question, please explain which duties/hours/licensure/etc should receive a differential.
Do you hold an advanced degree and/or state license and/or certification?
Do the majority of your hours fall between?
How often do you work outside your typical shift?
How important are shift differentials to you?
Should the County be required to grant employees at least 8 hours rest between shifts unless the employee voluntarily agrees to a shorter rest period?
On what issues are you most interested in receiving training?
General comments. Please identify any other areas of concern, improvements, or suggestions to assist your bargaining committee.