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.