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HomeMy WebLinkAboutReso - CC - 032-2008RESOLUTION NO. 32-2008 RESOLUTION OF THE CITY COUNCIL OF THE CITY OF BURLINGAME APPROVING THE TENTATIVE AGREEMENT BETWEEN THE CITY OF BURLINGAME AND THE TOWN OF HILLSBOROUGH, through THE CENTRAL COUNTY FIRE DEPARTMENT AND THE INTERNATIONAL ASSOCIATION OF FIREFIGHTERS (IAFF) AND AUTHORIZING THE CITY MANAGER TO EXECUTE THE MEMORANDUM ON BEHALF OF THE CITY RESOLVED, by the City Council of the City of Burlingame: WHEREAS, the City of Burlingame and Town of Hillsborough, through their joint powers agency, the Central County Fire Department, and the International Association of Firefighters Local 2400 (IAFF) have met and conferred in good faith on the terms and conditions of employment as provided by State law; and WHEREAS, the City and the IAFF 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 the IAFF; and WHEREAS, the proposed changes are fair and in the best interests of the public and the employees represented by the IAFF and is consistent with the changes made to the understandings between the Town and the IAFF; and WHEREAS, these changes will be reflected in a single memorandum of understanding between the City, the Town, and the IAFF, NOW, THEREFORE, IT IS RESOLVED AND ORDERED: 1. The changes in existing salary of the employees represented by the International Association of Firefighters (IAFF) 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 the City of Burlingame, the Town of Hillsborough, Central County Fire Department, and the International Association of Firefighters (IAFF). o� o, MAYOR 1, DORIS MORTENSEN, City Clerk of the City of Burlingame, do hereby certify that the foregoing resolution was introduced at a regular meeting of the City Council held on the 7th day of April, 2008, and was adopted thereafter by the following vote: AYES: COUNCIL MEMBERS: BAYLOCK, DEAL, KEIGMIAN, NAGEL, O'MAHONY NOES: COUNCIL MEMBERS: NONE ABSENT: COUNCIL MEMBERS: NONE T CLERK EXHIBIT A Tentative Agreement between City/Town and IAFF Local 2400 February 22, 2008 Term - January 1, 2008 - December 31, 2012 6.1 Salary Increases Effective: Year 1 6.0% effective December 24, 2007 2.5% effective April 14, 2008 Year 2 Effective the first pay period including January 1, 2009, the salary will be increased to 4th in the market place (using survey in Section 6.1 of the MOU). Year 3 Effective the first pay period including January 1, 2010, the salary will be increased to 41h in the market place (using survey in Section 6.1 of the MOU). Year Effective the first pay period including January 1, 2011, the salary will be increased to 4th in the market place (using survey in Section 6.1 of the MOU). Year 5 Effective the first pay period including January 1, 2012, the salary will be increased to 4th in the market place (using survey in Section 6.1 of the MOU). The minimum increase shall be 2.0%, the maximum increase shall be 5.0%. This shall apply to each year a salary survey is conducted Survey Language: Classification to be surveyed - Firefighter/Engineer or equivalent Survey Agencies: ■ Palo Alto ■ Foster City ■ San Bruno ■ Redwood City ■ San Mateo ■ Menlo Park Fire District • South San Francisco ■ Daly City ■ South County Fire Dept ■ Millbrae 1 UAFire12007 Fire NegotiatiansTF Mediation 022208.doc Survey Items: ■ Top Step Salary ■ Employer Paid deferred Comp ■ Employer Paid Employee's PERS contribution ■ Maximum Education Incentive ■ Maximum Longevity Pay ■ EMT Incentive ■ ALS Support Pay ■ Holiday Pay shall be calculated as: o (56/wk x 52 wks = 2912 hrs/yr divided by 12 mo = 243 hrs mo. (Top step salary + EMT + Ed Incentive)/243 hrs/mo = hrly rate x # of holiday hrs paid)/12 mo. For. • San Mateo ■ Redwood City • San Bruno ■ Menlo Park ■ Belmont/San Carlos ■ Millbrae ■ Palo Alto o Daly City= (Top step salary + EMT + Ed Incentive) x.075 o Foster City= (Top step salary + EMT + Ed Incentive) x.045 o South San Francisco= ((((Top step salary x 12)/26)x. 017)x 13)/12 6.2 Ability to Pay Eliminated. 6.10.5 Head Mechanics Special Pay for Outside Work Add: The Department and the Association shall re -open Section 6.10.5, upon written notice from either party for the sole purpose to discuss the implementation of a 40 hour workweek for the Head Mechanic. ■ If the Head Mechanic position is vacant, the parties shall meet and confer regarding the implementation of a 40 hour work week for the Head Mechanic position. ■ If the Head Mechanic position is filled, the parties shall meet; however, any modifications must be mutually agreed upon. (Meet and Confer = Meet and confer for a reasonable period of time to allow for the free exchange of information, opinions and proposals. Each party should endeavor to reach agreement on matters within the scope of representation. Meet and confer allows for the appropriate time to utilize the Agency impasse procedure.) 6.10 SCBA Technician • 1 per shift (3 maximum) • 3.5% of base salary special assignment pay UAFire12007 Fire NegotiationslFF Mediation 022208.doc 11. New During the term of the Agreement, the Department may notify the Association in writing to meet and confer regarding vacation scheduling (Sections 11.3.1, 11.3.2, 11.6 and any other appropriate sections). The Department may only exercise this re - opener when it is in the process of increasing staffing levels to 22 per shift online not including the B/C. 11.3 56 Hour Emplovee Vacation Schedule Will be modified to reflect the elimination of annual pre -scheduled vacation allotment. 11.3.1 Eliminate 11.3.2 Modify to reflect the new vacation accrual amount. 11.3.3 Modify to reflect the deletion of annual pre -scheduled vacation. 11.6 Vacation Scheduling Modify to reflect the deletion of annual pre -scheduled vacation. 12.3 EMT Firefighters and Fire Captains shall maintain certification as EMT. The base salary range as indicated in Appendix A-1 is stipulated to include 3.5% differential for EMT certification. Fire Inspectors have the option to not maintain certification as an EMT. If a Fire Inspector chooses not to maintain an EMT, he/she will not be eligible to receive the 3.5% salary differential. The EMT requirement in 12.5 will not apply to Fire Inspectors and will not exclude them from receiving full educational pay. If a Fire Inspector chooses to maintain an EMT, he/she will receive the 3.5% and will be eligible for all benefits given to other department EMTs. If choosing not to maintain EMT, Fire Inspectors must maintain CPR, First Aid, and AED certifications. 13.3.2 Sick Leave Incentive Plan The Sick Leave Incentive Plan in Section 13.3.2 shall be implemented when the average sick leave usage for the bargaining unit is equal to or less than 2.4 shifts per employee. If the average sick leave usage is more than 2.4 shifts then the Sick Leave Incentive Plan in Section 13.3.2 will not be implemented for that calendar year. Long term sick leave (6 or more shifts for the same illness or injury) will be excluded from the calculation of the average. 13.4 Sick Leave for Care of Family Maintain current language. 3 U:Tire'M Fire NegotiationsT T Mediation 022208_doc 16.1 Medical Modify to a Flexible benefit language to allow for the 5 years vesting on the retiree medical) 16.2 Dental City will administer the IAFF Dental Plan not later than July 1, 2008. 16.3 Vision TA City's Proposal (1117107). Effective January 1, 2004, employees shall be covered by the City of Burlingame Vision Care Reimbursement Plan. The D9^^"+n 8Rf will ^tint^F to 1$10.00 MeRthly fGF each leyeo 17.0 Uniform Allowance Effective July 1, 2011, the uniform allowance will increase to $850.00. 32.14 3% @50 Benefit Once during the term of the MOU, at the written request of Local 2400, the MOU will be reopened to discuss the possible implementation of the 3% @ 50 retirement benefit. (See attached language) 32.16 Maintain current language. Add Vesting for the retiree medical benefit shall be 5 years service with the Department. (The implementation of this provision will require the modification of the current health insurance language.) 33.2 Maintain current language with the following exception; new fiscal year should be. 2012-2013. For the City: u :X 11 ofGlenn Berkheimer WFW2007 Fire NegotiationsTF Mediation 022208.doc W 32.14 3% @a, 50 Benefit Enhancement As seen as aetuafial data is ,ailR .t, can; n—FUER a for r t t 2007 retifeme benefits, One time during the term of this agreement, the DepaAnent ..:11 crd.,z union may request that the City order an actuarial evaluation for the 3% @ 50 benefit. If the 'Base Retirement Rate" of the 3% @ 50 benefit is equal to or less than the 'Base Retirement Rate" as defined below, the agencies will implement the 3% @ 50 benefit e:? eefive ul t '0W. The 'Base Retirement Rate" is calculated by adding the July 1, 2007 rate of the 3% @ 55 benefit for the City of Burlingame and Town of Hillsborough. The "Base Retirement Rate" is as follows: ➢ City of Burlingame 3% @ 55 rate = 16.122% ➢ Town of Hillsborough 3% @ 55 rate= 28.427% ➢ Base Retirement Rate: (16.122%+28.427%)=44.549% The 'Base Retirement Rate for the 3% @ 50 benefit will be determined by adding the rate of the 3% @ 50 benefit for the City of Burlingame and Town of Hillsborough. — • =�iizi the eentraet. If these evahiations show the rate te be less than 0 , ihe City a Toy,% will amend far the M4 @ cn benefit cr t, fellEming July t Th Union will hat,.,.1,.,.., e benefiteach- Y n t Y th__- as outlined Unien Benefit D i.., e Opti 1' d below-. If the City and Town merge their respective CalPERS fire retirement accounts into one retirement contract with Ca1PERS, the parties will meet and confer on the impact such a retirement plan merger may have on the base retirement rate of future benefits and modify the formula accordingly. 32.15 Union Benefit Purchase Option When the actuarial evaluations are received from CalPERS, the City and Town will meet with the Union and review the cost data. If the 3% @ 50 base retirement rate is no more than 5% higher than the 3% @ 55 "base retirement rate" the Union can elect to pay for one-half of the difference. Such payment will be deducted from salary and will be effective anuary 1—pfeeed a hr ty t commensurate with the implementation date of the 3% @ 50 benefit. The following table illustrates the Union Benefit Purchase Option: 3% @ 55 Base Retirement Rata 3% @ 50 BaseRetiremerd Rate Increase in Base RNlrement Rate Union Benefit Purchase Cost (salary deduction 44.549% 45.549% 1% .5% 44.549% 46.549% 2% 1% 44.5491/o 47.549% 3% 1.5% 44.549% 48.549% 4% 2% 44.549% 49.549% 5% 2.5% The percentage paid by the membership under the Union Benefit Purchase option will remain fixed and unchanged for a period of 3 years (36 months). Unless the Department determines otherwise, the payment will be made on an after-tax payroll deduction. At the end of the 3 years (36 months), the City and Town will pay for the employer cost of the retirement plan. Any percentage of salary paid by the membership for the 3% @ 50 benefit will be added back to base salary when performing salary surveys per section 6 of this agreement. The deduction will be on an after-tax basis.