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: