Aim low on raises

As this newspaper has documented several times over recent years, Coeur d'Alene city employees are among the best paid workers around. Add to their ample average earnings a benefits package that exceeds anything the local private sector can offer, and city employees are the envy of many.

We have no desire to unleash another personal attack on city personnel. We've seen and heard enough of that in the wake of the McEuen quake. While most of the thunder behind the recent recall movement rumbled because of the controversial park, a lightning bolt or two was generated by the disparity between what the typical private-sector worker receives and what her or his counterpart at the city receives. With that in mind, we respectfully ask city officials and their employees from three separate unions to consider how short-term gain is likely to increase long-term pain.

On the table right now are both the contractually guaranteed 3 percent per year cost of living adjustments and the size of a pool of money for merit raises. The cost of living increases are completely up to the three unions to adjust; otherwise, the city must pay 3 percent because it agreed to do so years ago when it accepted annual negotiations with unions. The merit raises are completely up to the city to determine how or even if they should be used. In the current draft budget, the city has allocated $230,167 for the merit pool.

Over the past three years the unions have gone from one end of the COLA spectrum to the other. Three years ago, when the recession was in full force, the employees agreed not to take any cost of living increase. The following year they took 1 percent, and last year, they took the full 3 percent.

City Administrator Wendy Gabriel last week described negotiations as "very positive," which we hope means employees are willing to take significantly less than 3 percent across the board. Although the recession is officially over, many local businesses are still struggling. Recent news of a call center's closure is going to cost our area another 100 or so jobs. Appreciation for public employees enjoying even better paydays won't be at an all-time high.

The full 3 percent COLA raise would mean every city employee's pay would have increased at least 7 percent since Oct. 1, 2010. In many cases, that figure is significantly higher because of merit pay increases. Even 7 percent is a far cry from what many private-sector employees have received.

We understand that the city employees, administrators and elected officials comprise a family, one that likely has grown closer because of an assault from an angry crowd. Show strong consideration now for the financial difficulties many citizens are still confronting, and that family-feeling could spread well beyond the walls of City Hall.