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HomeMy WebLinkAboutReso - CC - 082-2007RESOLUTION NO. 82-2007 RESOLUTION OF THE CITY COUNCIL OF THE CITY OF BURLINGAME APPROVING CHANGES TO THE MEMORANDA OF UNDERSTANDING BETWEEN THE CITY OF BURLINGAME AND THE BURLINGAME ASSOCIATION OF MIDDLE MANAGERS 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 Burlingame Association of Middle Managers (BAMM) have met and conferred in good faith on the terms and conditions of employment as provided by State law; and WHEREAS, the City and BAMM 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 BAMM; and WHEREAS, the proposed changes are fair and in the best interest of the public and the employees represented by BAMM; NOW, THEREFORE, IT IS RESOLVED AND ORDERED: 1. The changes in existing salary of the employees represented by BAMM 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 BAMM and the City of Burlingame. 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 5a' day of November, 2007, and was adopted thereafter by the following vote: AYES: COUNCIL MEMBERS: BAYLOCK, COHEN, KEIGHEAN, NAGEL, O'MAHONY NOES: COUNCIL MEMBERS: NONE ABSENT: COUNCIL MEMBERS: NONE ITY CLERK Exhibit A Tentative Agreement BAMM Negotiations October 9, 2007 1. Term: 4 years (December 24, 2007 through December 31, 2011) 2. Salary: Effective December 24, 2007: 2.0% increase Effective the last pay period in December, 2008: 2.0% increase Effective the last pay period in December, 2009: 3.0% increase Effective the last pay period in December, 2010: 3.0% increase The concept to pay to 37d in the survey market will be eliminated. 3. Certification/Premium Pay and Equity Adjustments: Current certification and/or premium pay will be either added to base pay or eliminated, and equity pay granted as follows: Classification Proposed Change Assistant Public Works Eliminate 5 % premium pay for State registration as an Engineer Director Monthly Base Pay Senior Civil Engineer Eliminate 5% premium pay for State registration as an Engineer, Prior to December 24, 2007 and increase base pay by 5% Public Works Superintendent Eliminate 5% premium pay; eliminate certification pay; increase Assistant Public Works base pay by $200 Assistant Water Eliminate certification pay for Water Distribution Operator Grade Superintendent D3 and D4; increase base pay by $300 Assistant Street and Sewer Eliminate certification pay for Class B Drivers' license; increase Superintendent base pay by $300 Assistant Facilities Superintendent Increase base pay by $300 Fleet Manager Eliminate certification pay for Class B Drivers' license and Underground Storage Tank; increase base pay by $300 Water Supervisor, Water Eliminate certification pay for Waxer certifications; increase base Quality Supervisor pay by $300; adjust base pay toequal Recreation Supervisor Street and Sewer Supervisor Eliminate certification pay for Class B Drivers' license and increase base pay by $300; adjust base pay to equal Recreation Supervisor 4. Based on the above, Public Works management and supervisory compensation will be adjusted as follows: Position Current Top Step New Top Step Monthly Base Pay Monthly Base Pay Prior to December 24, 2007 2% General Wage Increase Assistant Public Works $12,150 $12,150 Director Exhibit A Senior Civil Engineer $10,024 $10,526 Public Works Superintendent $10,398 $10,598 Assistant Water Superintendent $8,040 $8,340 Assistant Street and Sewer Superintendent $8,040 $8,340 Assistant Facilities Superintendent $8,040 $8,340 Fleet Manager $7,852 $8,152 Water Supervisor, Water Quality Supervisor $6,936 $7,379 Street and Sewer Supervisor $6,936 $7,379 5. 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. 6. Medical: The City maintains the ability to modify the language in this section in order to coordinate with the changes in the retiree medical benefit. 7. 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 9h year Minimum monthly amount as governed by the Ca1PERS of service Health System. 10 years to the end 100% of the lowest medical premium provided through of the 14ei year of CaIPERS approved medical providers for employee only. service 15 years to the end 75 % of the lowest medical premium provided through of the 19`h year of Ca1PERS approved medical providers for employee +1 service dependent. 20 years of service 100% of the lowest medical premium provided through or more CalPERS approved medical providers for employee +1 dependent. 2 Exhibit A 8. Administrative Leave: Administrative leave time for the Senior Planner will be increased to 80 hours per fiscal year. With the consent of the department head an employee may request that the City Manager authorize additional administrative leave, up to a maximum of sixteen (16) hours per year. This additional leave may be granted based on (1) excessive hours, (2) the value of the extraordinary effort, and (3) the performance of the employee. The City Manager has full discretion in deciding whether to grant additional leave. This provision does not increase the amount of administrative leave time that may be paid out. 9. Dental Plan: Eliminate reference to AFSCME plan. 10. Vision Plan: The cost of repair of glasses will be included as a covered item. 11. Vacation: The vacation accrual rate at 25 years of service will increase to 24 days per year (addition of 1 day). 12. Family Medical Leave Act: Administrative Policy will be revised to provide more information on employee leave rights. 13. Reclassification policy: Administrative Policy will be revised to insure employee receives timely notification of status of request. 14. Letter of Agreement: Following the 3% general wage increase granted to the unit in December 2009, the City will do a salary survey for all of the benchmark classifications (to be completed no later than March 31, 2010). If any of the benchmark classifications have fallen more than 3% below median in relation to the cities in the San Mateo County survey market, the City will meet and confer with the unit to review compensation for those positions. For City of Burlingame: Barry Mills, BAMM President Deirdre Dolan, BR Director Dated: