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HomeMy WebLinkAboutReso - CC - 059-2007RESOLUTION NO. 59-2007 RESOLUTION OF THE CITY COUNCIL OF THE CITY OF BURLINGAM[E APPROVING CHANGES TO THE MEMORANDA OF UNDERSTANDING BETWEEN THE CITY OF BURLINGAME AND THE AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES LOCAL 2190 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 American Federation of State, County and Municipal Employees (AFSCME) Local 2190 have met and conferred in good faith on the terms and conditions of employment as provided by State law; and WHEREAS, the City and AFSCME 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 AFSCME; and WHEREAS, the proposed changes are fair and in the best interest of the public and the employees represented by AFSCME; NOW, THEREFORE, IT IS RESOLVED AND ORDERED: 1. The changes in existing salary of the employees represented by AFSCME 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 AFSCME Local 2190 and the City of Burlingame. MAYPR 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 20a' day of August, 2007, and was adopted thereafter by the following vote: AYES: COUNCIL MEMBERS: BAYLOCK, COHEN, KEIHMM, NAGEL, o'NAHONY NOES: COUNCIL MEMBERS: NONE q ABSENT: COUNCIL MEMBERS: NONE c7r,0u r f CITY CLERK Exhibit A City of Burlingame and AFSCME 829 and 2190 Comprehensive Tentative Agreement 1. Term: 4 years (July 1, 2007 through June 30, 2011) 2. Salary: Effective the fust pay period in July, 2007: 2.0% increase Effective the first pay period in July, 2008: 2.0% increase Effective the first pay period in July, 2009: 3.0% increase Effective the first pay period in July, 20010: 3.0% increase The concept to pay to 3`a in the survey market will be eliminated when agreement is reached with BAMM and Teamsters Local 856 to eliminate the aforementioned concept. 3. 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. Retiree Medical: Current employees: 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 9 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 14th Ca1PERS approved medical providers for employee only. year of service 15 years to the 75% of the lowest medical premium provided through end of the 19th CalPERS approved medical providers for employee +1 year of service dependent. 20 years of 100% of the lowest medical premium provided through service or more CalpERS approved medical providers for employee +1 dependent. Exhibit A 5. Bilingual Pay: The Human Resources department will investigate and determine the applicability of bilingual pay to Tree Crew, Irrigation Specialist, and Associate Engineer. 6. Vision Plan: The cost of repair of glasses will be included as a covered item. 7. Vacation: The vacation accrual rate at 25 years of service will increase to 24 days per year (addition of 1 day). 8. Contract rights: a. Family Medical Leave Act: Administrative Policy will be revised to provide more information on employee leave rights. b. Sick leave: The Sick Leave Statement form will not require the doctor's name to be reported on the form. c. Dental & Vision Claims: Human Resources will provide employees with a written explanation of any claim denial. d. Budget process: The City will hold a labor briefing regarding the budget process following the initial Council Budget Strategy Setting Session (late February/early March of each year). e. Reclassification policy: Administrative Policy will be revised to insure employee receives timely notification of status of request. f. Fitness Room: Human Resources will meet with individuals regarding their requests to use City fitness room at the Corp Yard. Occupational Proposals — Local 829 1. Effective the first year of the agreement, City will increase the Parking Enforcement Officer, Parking Systems Technician, and Police Records Clerk uniform allowance by $50. 2. Registration, Certification and Premium Pay: a. Bilingual Designation: Human Resources will be responsible for determining the criteria and appropriateness of bilingual service provider designations. b. Building Inspection Certification and Pay — The City shall provide certification pay for building inspection certificates as follows: Building Inspector Certification$100 per month Combination Inspector Certification $100 per month Plans Examiner Certification $100 per month c. Certification Pay Maximum — The maximum combined certification compensation for the bilingual and building inspection certifications listed above shall not exceed $300 per month for any individual. Exhibit A Occupational Proposals — Local 2190 1. Class B Licensure: Accommodation: The City may temporarily reassign an employee to other duties for a maximum of six (6) months if the employee has: 1) not passed a required exam for a Class B license; 2) been unable to maintain or re -qualify for the license due to medical reasons; or 3) temporarily lost use of the license for six (6) months or less. If an employee has been unable to maintain or re -qualify for a Class B license due to medical reasons, accommodation will be in accordance with the requirements of the ADA and/or other applicable leave provisions. 2. Certification Pay Employees who cam and maintain department approved and endorsed certifications, and who are required to use such certifications in the course of business, are eligible for certification/premium pay as follows: Class B Drivers License $100 per month Water Distribution operator, Grade 2 $100 per month Water Distribution Operator, Grade 3 $100 per month Water Treatment Tl Certification $100 per month Collection System Grade II $100 per month Collection System Grade 111 $100 per month HVAC Certification Type I & II $100 per month Qualified Applicator Certification $100 per month Line Clearance Certification $100 per month Bilingual Service Certification* $100 per month Agricultural Pest Control Advisor Certification 5% remium pay Playground hispector Certification 5% premium M Backflow Prevention Device Certification 5% premium pay *The City shall provide bilingual certification pay to employees designated as bilingual service providers. The designated employee must pass a fluency certification as a condition of receiving the certification pay. Maximum combined compensation for the above listed certifications/premiums shall not exceed $300 per month for any individual. Large Crew Premium Pay A lead worker assigned the responsibility of directing large crews working multiple assignments in more than one location shall receive premium pay in the amount of $100 per month. "Large Crew" is defined as six (6) or more permanent workers assigned to the lead worker on a regular basis. 3. Lead Worker compensation will be adjusted retroactive to the first pay period in July as follows: Exhibit A City Proposals Maintenance of Membership Employees shall be entitled to have dues deducted by filling out, signing and filing with the City an authorization form provided by the City. Any employee who signs such an authorization shall not revoke such authorization except during the following time periods: a) His/her first thirty (30) calendar days of employment; b) The first thirty (30) calendar days following approval of this Memorandum by City Council: c) The thirty (30) calendar day period between ninety (90) calendar days and sixty (60) calendar days preceding the expiration of this Memorandum of Understanding. Revocation during said period shall be by a written, signed statement furnished to the City. 2. Physician's Certificate When absence is for more than four (4) workdays, or whenever management personnel have a bona fide question about the propriety of a request for sick leave, Current Top Step New Top Step Position Monthly Base Pay Monthly Base Pay Prior to July 1, 2007 2% Wage Increase Parks Maintenance Lead 5862 5723 (after incumbent Worker retires) Parks Landscape Lead 5579 5723 Worker Tree Lead Worker 5687 5723 Street & Sewer Lead 5579 5723 Worker CCTV Lead Worker 5579 5723 Traffic Paint Sign Lead 5579 5723 Worker Water Lead Worker 5579 5723 Pump Station Lead 5689 5723 Worker Facilities Lead Worker 5723 5723 City Proposals Maintenance of Membership Employees shall be entitled to have dues deducted by filling out, signing and filing with the City an authorization form provided by the City. Any employee who signs such an authorization shall not revoke such authorization except during the following time periods: a) His/her first thirty (30) calendar days of employment; b) The first thirty (30) calendar days following approval of this Memorandum by City Council: c) The thirty (30) calendar day period between ninety (90) calendar days and sixty (60) calendar days preceding the expiration of this Memorandum of Understanding. Revocation during said period shall be by a written, signed statement furnished to the City. 2. Physician's Certificate When absence is for more than four (4) workdays, or whenever management personnel have a bona fide question about the propriety of a request for sick leave, Exhibit A the employee shall file a physician's certificate with the appropriate management personnel stating the cause and reasons for the absence. 3. Sick Leave Monitoring and Restriction Sick leave monitoring will begin when an employee has used more than one-half C/z) of his/her annual sick leave accrual in a 12 -month period. If an employee has triggered sick leave monitoring and has been counseled regarding inappropriate use of sick leave, the employee will be placed on restricted sick leave for a period of six (6) months. During this period of restricted sick leave, the employee will be required to call in for each day that the employee is expected to report to work. The employee will also be required to submit a physician's certification covering the period of absence. 4. Family Sick Leave An employee shall be able to use up to six (6) days sick leave with pay per calendar year when illness of a member of the employee's immediate family necessitates such absence. The definition of "immediate family" shall be as set forth in Section 13.3 herein. The birth of a baby, hospital visits, bringing the baby home is covered under this section. 5. Family Medical Leave The City will provide Family Medical Leave of up to 12 weeks per 12 -month period in accordance with the Family Medical Leave Act (FMLA) and California Family Rights Act (CFRA) when serious illness of the employee or a member of the employee's immediate family necessitates such absence. The definition of "immediate family" shall be as set forth in Section 13.3 herein. Family Medical Leave will be administered in accordance with Administrative Procedure 4.25.1, attached hereto as Exhibit "F". 6. Modified Duty The City will attempt to provide modified duty assignments for employees who are unable to perform regular job duties due to injury or illness. Modified duty assignments will be determined in accordance with the employee's medical restrictions and the needs of the City. T Bereavement Leave In the event of a death in an employee's immediate family, absence from duty shall be allowed not to exceed three (3) days. In the event of the death of a relative, not a member of the immediate family, absence from duty shall be allowed not to exceed one (1) day. Such absences shall not be charged to sick leave. For the purposes of this Section, "immediate family" means father, mother, step father, step mother, husband, wife, domestic partner, son, daughter, step son, step daughter, sister, brother, grandparent, mother-in-law, or father-in-law of the employee. Exhibit A In addition, upon approval of the department head, the City will allow the employee to use two (2) days of sick leave, vacation leave or other accrued leave. 8. Mileage Reimbursement An employee who is required to provide transportation for the performance of his/her job shall be compensated per IRS mileage reimbursement guidelines. It is understood that such reimbursement does not apply to commuting by employees to or from their residence. 9. Medical Plans The City maintains the ability to modify the language in this section in order to coordinate with the changes in the retiree medical benefit.