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HomeMy WebLinkAboutReso - CC - 002-2008RESOLUTION NO. 2-2008 RESOLUTION OF THE CITY COUNCIL OF THE CITY OF BURLINGAME APPROVING CHANGES TO THE MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF BURLINGAME AND TEAMSTERS LOCAL 856 AND AUTHORIZING THE CITY MANAGER TO EXECUTE THE MEMORANDUM OF UNDERSTANDING ON BEHALF OF THE CITY RESOLVED, by the City Council of the City of Burlingame: WHEREAS, the City of Burlingame and the Teamsters Local $56 have met and conferred in good faith on the terms and conditions of employment as provided by State law; and WHEREAS, the City and Teamsters have reached agreement on certain changes to be made to the existing terms and conditions of employment and Memorandum of Understanding between the City and Teamsters; and WHEREAS, the proposed changes are fair and in the best interest of the public and the employees represented by Teamsters; NOW, THEREFORE, IT IS RESOLVED AND ORDERED: 1. The changes in existing salary of the employees represented by Teamsters as contained in Exhibit A hereto are approved. 2. The City Manager is authorized and directed to execute the terms contained in Exhibit A and incorporate them into the Memorandum of Understanding between Teamsters Local $56 and the City of Burlingame. ick � Yi MAYOR I, DORIS MORTENSEN, City Clerk of the City of Burlingame, do hereby certify that the foregoing resolution was introduced at a special meeting of the City Council held on the 7a` day of January, 2008, and was adopted thereafter by the following vote: AYES: COUNCIL.MEMBERS: BAYLocK, DEAL, EEiGmun, NAGEL, olmAHoNY NOES: COUNCIL MEMBERS: NONE ABSENT: COUNCIL MEMBERS: NONE CITY CLERK Exhibit A Tentative Agreement Teamsters Local 856 Negotiations December 10, 2007 Maior Economic Items 1. Terni: 4 years (December 1, 2007 through November 30, 2011) 2. Salary: Monthly Contribution Effective the first pay period in December, 2007: 2.0% increase Effective the first pay period in December, 2008: 2.0% increase Effective the first pay period in December, 2009: 3.0% increase Effective the first pay period in December, 2010: 3.0% increase The concept to pay to 3'a in the survey market will be eliminated. Retirement: 2.5% at 55 formula will be implemented effective no later than March 31, 2008. The City agrees to reopen the MOU if the 2.5% at 55 formula does not become effective by March 31, 2008 due to failure to reach agreement with all miscellaneous employee labor organizations. 4. Medical: For the term of this agreement, the City's contribution for medical insurance will be up to a maximum of the Kaiser family premium rate. The City maintains the ability to modem the technical language in this section in order to coordinate with the changes in the retiree medical benefit. The benefit level will remain the same. 5. Retiree Medical: Current emplo +Lees: Employees hired prior to the effective date of the 2.5% at 55 retirement formula who retire with a minimum of five years of service with the City will receive the current retiree medical benefit, up to a maximum of the Kaiser family premium rate. New employees hired on or after the effective date of 2.5% at 55: Years of Service Monthly Contribution 0 -end of 9h year Minimum monthly amount as governed by the Ca1PERS of service Health System. 10 years to the 100% of the lowest medical premium provided through end of the 14a` CalPERS approved medical providers for employee only. year of service Exhibit A Years of Service Monthly Contribution 15 years to the 75% of the lowest medical premium provided through end of the 19s` Ca1PERS approved medical providers for employee +1 year of service de endent. 20 years of 100% of the lowest medical premium provided through service or more Ca1PERS approved medical providers for employee +1 dependent. Other Economic Items 6. Vision Plan: The cost of repair of glasses will be included as a covered item. Vacation: The vacation accrual rate at 25 years of service will increase to 24 days per year (addition of 1 day). 8. Sick leave accrual: Maximum sick leave accrual will increase to 2,000 hours. 9. Training Differential: Employees assigned to train new dispatchers will receive an 18.75% pay differential during the period of active assignment to this duty. 10. POST Certification Differential: If during the term of this agreement POST establishes Intermediate and Advanced certifications for Public Safety Dispatchers, the City will provide a 5% premium pay differential to an employee who earns an Intermediate POST certificate and a 7% premium differential to an employee who earns an Advanced POST certificate. 11. Call Back pay: An employee recalled to work outside of and not continuous with regularly scheduled hours shall be paid a minimum of four (4) hours at the rate of one and one-half (1-1/2) times the employees regular rate of pay. Work maybe provided for the employee during this time. 12. Deferred Compensation: The City will provide a contribution to an employee's deferred compensation account in an amount equal to the employee's contribution up to a maximum of forty five dollars ($45) per biweekly pay period. 13. Bilingual Pay: The City will provide a 5% differential for employees designated as bilingual service providers. 14. Employees are eligible to receive double time when working alone for more than 30 minutes, excluding breaks and meal periods. Non -Economic Items 15. Seniority: Seniority begins on the first day of permanent employment with the City of Burlingame. Seniority will be used to determine shift bid assignments, overtime coverage, days off and vacations. Exhibit A If an employee is rehired after separating service for more than six (6) months, the prior employment shall not be attributed for seniority purposes for shift bidding, overtime coverage, and time off scheduling. The rehired employee's seniority date for shift bidding, overtime coverage, and time off scheduling will be the date of rehire. 16. Shift Bid: The full time Dispatcher with the most seniority will bid first and this will continue until the least senior full time Dispatcher has completed their bid. Shift bids will be posted twice per year, no later than May 1 and November 1 of each year. 17. Work Schedule: Dispatchers are assigned to work a schedule of 8, 10, or 12 hours shifts. Monthly dispatch schedules will be posted one (1) month in advance, between the first and the fifth day of the designated posting month. 18. Overtime: Overtime is authorized time worked in excess of an employee's normal daily work schedule. Overtime shall be compensated at one and one half times the employee's regular rate of pay for every hour of overtime worked. Overtime will be offered in order from the most senior dispatcher to the least senior dispatcher. Per Diem dispatchers will be assigned remaining overtime slots only after this process has been completed. If necessary to mandate overtime, such overtime will be assigned in order from the least senior dispatcher to the most senior dispatcher. 19. Vacation Scheduling: Vacations will be scheduled once per year. The vacation bid for the following calendar year will be posted no later than November 1 of the prior year. Vacation bidding shall be conducted in the order of seniority with the full-time dispatcher with the most seniority bidding first and will continue until the least senior full-time dispatcher has completed their vacation bid. Dispatchers will be allowed to modify scheduled vacation days if an opening exists on the vacation schedule, provided that the Administrative Sergeant is given notice at least seventy two (72) hours in advance of such proposed change. 20. Family Medical Leave Act: Administrative Policy will be revised to provide more information on employee leave rights. 21. Reclassification policy: Administrative Policy will be revised to insure employee receives timely notification of status of request.