HomeMy WebLinkAboutReso - CC - 063-2004RESOLUTION NO. 63-2004
RESOLUTION OF THE CITY COUNCIL OF THE CITY
OF BURLINGAME APPROVING CHANGES TO THE MEMORANDA OF
UNDERSTANDING BETWEEN THE CITY OF BURLINGAME
AND THE AMERICAN FEDERATION OF STATE, COUNTY AND MUNCIPAL
EMPLOYEES, LOCAL 829 AND 2190
AND AUTHORIZING THE
CITY MANAGER TO
EXECUTE THE
MEMORANDA OF UNDERSTANDING FOR BOTH UNITS
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 829 and 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 the 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 the Association; and
WHEREAS, the proposed changes are fair and in the best interests 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 Memoranda of Understanding between
AFSCME Local 829 and AFSCME Local 2190 and the' y of Burlingame.
f 4. , yu,
MAYOR
I, ANN MUSSO, 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 19's
day of July, 2004, and was adopted thereafter by the following vote:
AYES: COUNCIL MEMBERS: BAYLOCK, COFFEY. GALLIGAN, NAGEL, O'NAHONY
NOES: COUNCIL MEMBERS: NONE
ABSENT: COUNCIL MEMBERS: NONE k-
MY CLERK
Appendix A
AFSCME - City of Burlingame
2004 Negotiations - Tentative Aereement
1) Contract Term: 1 year, effective 07/01/04 - 06/30/05
2) Wages: The City will maintain the "3' In the Market" compensation
philosophy. However, in light of the City's current financial
situation, the parties agree to place the unit to market median by
adjusting all classifications by 4% effective June 28, 2004-
3) Insurances:
Medical: Effective January 1, 2005, the City's tiered medical contribution
plan will be implemented. The City's contributions will be as
follows:
1. No Plan - Any employee that demonstrates they have medical
insurance through another source, will receive $200 per month in
lieu of medical benefits. The $200 month may be put in deferred
compensation, section 125 plans or taken in cash. Any cash payout
is subject to normal taxation.
2. Employee Only - The City will contribute $389.96 per month
towards employee only medical coverage. This amount is equal to
the 2005 Blue Shield HMO rate for employee only.
3. Employee Plus One - The City will contribute $779.92 per
month towards employee plus one medical coverage. This amount
is equal to the 2005 Blue Shield HMO rate for employee plus one.
4. Employee Plus Two or more - The City will contribute $922.19
per month towards employee plus two or more for medical
coverage. This amount is equal to the 2005 Kaiser Rate for
employee plus two or more.
An employee that enrolls in a medical plan that has a higher
premium than the City's contribution as stated above, will pay the
difference via pre-tax payroll deductions.
The City's maximum retiree medical contribution will be $922.19
per month, which is equal to the 2005 Kaiser Family rate.
Dental: Effective January 1, 2005, the City will reimburse up to $1700 per
year per employee for dental expenses and a cumulative amount of
$1800 per year for all eligible dependents.
Appendix A
4. Wellness: No later than September 1, 2004, the City will develop a program
to allow employees of the unit to utilize the fitness center located
at the City's Corporation Yard facility. Use of other fitness rooms
at City facilities will be explored.
5. Sick Leave: Upon ratification and council approval of this agreement, the
following changes will be made to the sick leave program:
Sick Leave Payout Upon Retirement:
o All hours between 0 and 600 hours = 25% will be paid out
o All hours between 601 and 1200 hours = 35% will be paid out
o All hours between 1201 through 1560 hours = 50% will be paid
out.
o Under this program the maximum amount of hours that will be
paid out is 539.15 hours.
Maximum Sick Leave Accrual:
Sick Leave Incentive:
The maximum sick leave accrual is 1560 hours.
Upon ratification and council approval of this agreement, the Unit
members will no longer be eligible for the City's sick leave
incentive program.
6. Voluntary Time Off Program
The City agrees to incorporate the Voluntary Time Off Program
into the City's Administrative Procedures. The Voluntary Time
Off Program is attached as Exhibit A.
7. Alternative Work Schedule/Work Hour Flexibility:
Upon request of the Union, the City agrees to explore options to
expand the Alternative Work Schedule (AWS) to allow more
employees or work units. Any changes to the AWS program that
result from this agreement must be approved by the City Manager.
Upon request of a unit member the City agrees to meet with the
Union and employee to examine flexibility in scheduling work
hours for library staff. Such request must be made by August 31,
2004.
Appendix A
8. Bereavement Leave:
When an employee must travel over 300 miles one-way to attend a
funeral for a family member, the City will allow the employee to
use 2 days of sick leave, vacation leave or other accrued leave.
9. HVAC Differential:
Upon ratification and Council approval of this agreement, an
employee designated by the City to obtain and maintain Type I &
Type 11 Heating, Ventilation, Air Conditioning and Refrigeration
(HVAC/R) certifications will receive a $100 per month
differential.
10. Holiday Week Closure:
11. Promotion:
The parties agree that upon proper notification by the City, the City
may close one or more City Facilities during "Holiday Week."
Proper notice is notification of at least 60 days prior to "Holiday
Week."
Holiday week has been designated as the period between the
observance of the Christmas Holiday and the New Years day
Holiday.
Employees can take no pay time, accrued compensatory time, or
accrued vacation time during this period. If an employee does not
have sufficient accrued leave times to cover the holiday week
closure, the employee can request vacation accrual advancement
for this period. The employee's future vacation accruals will be
used to repay the advanced vacation until such time there is no
negative balance.
The following language will be incorporated into the MOU, section
15. Changes are in bold and italics:
15.1 Filling of Vacancies - The City Manager and/or his/her
designee will determine if higher positions in the classified
service shall be filled by promotion from within. This
determination will be based on the following:
a. It is determined that the best interests of the City will be served
by promoting from within.
12. Vacation Accrual:
Appendix A
b. There is a minimum of one internal person that meets the
minimum qualifications of the promotional position.
15.2 Notice - At least S business days prior to beginning a recruitment
process for a promotional position, the Human Resources
Department will send written notice to the Union of the type of
recruitment process that will be utilized infilling the promotional
vacancy.
15.3 Any promotional examination shall comply with the rules and
regulations governing competitive examinations set forth in the
Civil Service Rules.
The following language will be incorporated into the MOU, section
12 - Vacations. The accrual rates are not being changed, the language is
being changed to accurately reflect how vacation is accrued by Unit
members:
Hire date to 5th Anniversary - 10 days per year or 3.08 hours per pay period
5th Anniversary 15 days per year or 4.62 hours per pay period_
10'h Anniversary 16 days per year or 4.93 hours per pay period.
I I'h Anniversary 17 days per year or 5.24 hours per pay period.
12'h Anniversary 18 days per year or 5.54 hours per pay period.
13th Anniversary 19 days per year 5.85 hours per pay period.
14th Anniversary 20 days per year or 6.16 hours per pay period.
15th Anniversary 21 days per year or 6.47 hours per pay period.
16`h Anniversary 22 days per year or 6.78 hours per pay period.
17'h Anniversary and each year thereafter - 23 days per year or 7.09 hours per pay
period.
13. Salary Increase Upon Promotion:
The following language will be incorporated into the MOU, section
8.4 - Progression within Range_ The language is being changed to reflect
the City's practice of granting step increases following promotions:
Upon Original Appointment
Each employee who is employed shall receive a salary increase to
the next higher step within the range of the assigned classification
upon the anniversary date of the individual employee's original
employment date. A step increase shall only be denied for cause.
Appendix A
Upon Promotion:
Each employee who is promoted shall receive a salary increase to
the next higher step within the range of the assigned classification
upon the anniversary date of the individual employee's promotion.
A step increase shall only be denied for cause.
14. Local 829 Holiday Schedule:
Admissions Day will be removed from the Loca1829 Holiday
Schedule. Admissions Day was not an observed, paid Holiday for
members of Local 829.
One-half day for New Years Eve and Christmas Eve will be added
to the Local 829 Holiday Schedule.