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.