Devalued Jobs

As recently as 1989 Denver Water's Review of Salaries and Employee benefits for 1990 stated  "The Departments compensation policy is based on pay rates and benefit levels in the Denver Metropolitan area, and not on changes in the CPI..."(consumer Price Index, considered the leading indicator of inflation)"... and the ECI." (employment cost Index)

"However, it is apparent that, on an average basis, the Department's compensation levels compare favorably with changes in both indexes." 

This was the last year such a comparison was made-and with good reason-the next year inflation in the Denver-Metro area rose 3.9% but Employee's of Denver Water received a "Wage Adjustment" of only 1.67%-less than half of inflation. This was the beginning of a downward spiral that hasn't stopped to this very day. 

92% of all jobs at Denver Water have declined in value since 1991, the majority drastically.

In 1998 Denver Water broke down it's work-force into 7 Job Families and all employees were placed into one of these families. The breakdown of these families

                                                                             Approximate % of Employees

                                                                                     in each job family

Legal                                                                                                       1%

IT       (Information Technology)                                                               7%

ESP    (engineering, Scientific  Professional)                                         12%

EMP   (Executive, Management  Professional)                                     11%

EST     (Engineering, Scientific Technical)                                            18%

OT       (Operations Trades)                                                                40%

ATS     (Administrative Technical Support)                                          11% 

Out of the 7 Job Families only 2 have kept up with inflation; Legal I.T., the two smallest groups representing only 8% of Denver Water's workforce. The other 92%, ESP, EMP, EST, OT and ATS have all seen a decrease in the value of their jobs: from -2.59% to a whopping -14.15%. From 1991 through 2006 the cost of living (inflation) in the Denver-Metro area has risen 50.1% yet Denver Water's Wage Adjustments haven't kept pace. The following is a list of the Job Families that have declined and the amount ESP-2.71%, EMP-6.87%, EST -2.59%, OT -13.51%, ATS -14.15%.

DEVALUED SHIFT DIFFERENTIAL

Denver Water's Shift Differential pay hasn't been increased in a decade. The last time the differential pay was increased was in 1997. The current rate is $1.10 for Swing Shift, $1.50 for Night Shift. If these figures were adjusted for inflation they would be $1.39 for Swing Shift, $1.89 for Night Shift. Although this is below what most companies pay for shift work, Denver Water employees don't even see this much-cost of living has gone up 26.1% since 1997 but the differential pay hasn't. What this means is that at today's prices, the differential pay=$0.81 for Swing Shift, $1.11 for Night Shift compared with prices in 1997.

EVER-INCREASING HEALTH CARE COSTS

In addition to reduced wages, Denver Water employees have continued to pay huge increases in health care costs, between 2006 and 2007 alone the cost to employees doubled. Since 2001 the cost has risen 93.7% . And this is only the beginning of the attack on Denver Water's Benefit Program. In the Manager's E-Mail to all Denver Water Employees titled Coming changes to the Denver Water Benefit Program sent out late October, 2006, it states "The most significant chanages 2007 will come in health care...We hope that by phasing in other changes, we will lessen the impact on employees." These other changes include reductions in benefits for Retiree Health Coverage and Retirement Programs.

As you can see, the value of the majority of jobs at Denver Water has been deteriorating for the last 16 years and Denver Water employees have been told more detrimental changes are scheduled to be "phased in."

In the August 2002 edition of Denver Water's Pipeline, in the "Ask the Manager" section, the question was asked "I've spent 24 years of my life at DW, working my way up to more responsible positions. I've been a Step 9 for the last eight years, have had to exist on relatively less money every year. Each year HR decides that I will only get a two or three percent cost-of -living raise, but I still have to provide for my family when the cost of living goes up a lot more than that. What incentive do I have to keep working and doing a good job when there aren't any rewards?"

The Manager's reply; "You have pointed out a situation that some believe to be a problem. Simply stated, the problem is being "topped out" in your career progression...Sometimes as indicated by this question-people feel that it is the employer's responsibility to "fix" the problem...it is not up to the employer to artificially invent a way to create career advancement for everyone in that situation...At least at DW we have reasonably reliable salary adjustments every year, based on the wage and salary survey...My advice to employees who are topped out is to enjoy the work you do and the rewards it brings...If you find those rewards inadequate...then perhaps you should look elsewhere for employment and challenge...thewater department exists to serve customers, not employees"

Reliable salary adjustments? Yes-reliably below the cost of inflation.

Enjoy the work you do? When every year your paid less and less to do it?

Enjoy the rewards it brings? Like being told by the Manager of Denver Water, after 24 years of service, if you don't like it look for employment elsewhere? 

How can the Manager be so insentsitive to the employees of Denver Water? Easy. He can't relate to the problems outlined in this document because he doesn't experience them.

Notice the selection of wording "it is not up to the employer to artificially invent a way to create career advancement for everyone in that situation..."

Until 1999 the Manager's position was at EMP-13 but for the year 2000 tow new grades were created, EMP 14 15 and the Manager was placed in the grade of EMP 15. This raised the position by 19.22% and $34,764 year. Then for 2002 again two new grades were created, EMP 16 17 and again, the manager was placed 2 grades higher- at EMP-17. This raised the position by 18.82% $44,532 a year. So how can the Manager possibly relate? While 92% of the jobs at Denver Water have lost value, the Managers position has gained, by far, more than any other position-26.53% over and above inflation.

WHY HAS THIS HAPPENED AT DW?

Because emplyees of Denver Water have no voice, no say, no rights concerning our wages, benefits or working conditions.

WHAT CAN EMPLOYEES DO?

Currently a group of DW employees have formed The Committee to Organize, with the goal being to create a local branch of Utility Workers Union of America AFL-CIO. This can help us obtain a voice through a collective bargaining agreement. Get involved! Get Informed! Denver Water used to be an excellent place to work and can be again! More information will be sent by mail soon, one meeting a month will be open for all Denver Water employees. Plan to Attend! 

How much longer can you afford to work at Denver Water?

Over the last 16 years the majority of employees of Denver Water have lost spending power, job positions, security, safety, opportunity for advancement, benefits and decent working conditions. But we can regain what we've lost; let's work together to gain a voice that will be heard! Contact or join the COMMITTEE TO ORGANIZE to create a local chapter of the Utility Workers Union of America AFL-CIO. Together we are strong!!