HomeMy WebLinkAboutReso - CC - 018-2024RESOLUTION NO. 018-2024
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF BURLINGAME APPROVING
CHANGES TO THE MEMORANDA OF UNDERSTANDING BETWEEN THE CITY OF
BURLINGAME AND THE AFSCME LOCAL 829 ADMINISTRATIVE UNIT, THE CITY OF
BURLINGAME AND THE AFSCME LOCAL 829 MAINTENANCE UNIT, AUTHORIZING THE
CITY MANAGER TO REVISE AND EXECUTE THE MEMORANDA OF UNDERSTANDING,
AND APPROVE AN AMENDED SALARY SCHEDULE FOR MERIT CLASSIFICATIONS
WHEREAS, the City of Burlingame and the AFSCME Local 829 Administrative and
Maintenance Units have met and conferred in good faith on the terms and conditions of
employment as provided by State law; and
WHEREAS, the parties have reached agreements on changes to be made to the existing
terms and conditions of employment and Memoranda of Understanding between the City and the
bargaining units; and
WHEREAS, the proposed changes are fair and in the best interests of the public and the
employees represented by the AFSCME Local 829 Administrative and Maintenance Units; and
WHEREAS, the City of Burlingame Salary Schedule has been amended in accordance with
these agreement terms.
NOW, THEREFORE, BE IT RESOLVED:
1. The changes in terms and conditions of employment for the employees represented by the
AFSCME Local 829 Administrative and Maintenance Units, as contained in the attached
Tentative Agreements between the City and the bargaining units, are approved.
2. The City Manager is authorized and directed to revise and execute the Memoranda of
Understanding as modified between the AFSCME Local 829 Administrative Unit and
Maintenance Units and the City of Burlingame, in the form attached hereto.
3. The City of Burlingame Salary Schedule for Merit Classifications is approved as amended.
Emily Beach, Vice Mayor
I, MEAGHAN HASSEL-SHEARER, City Clerk of the City of Burlingame, certify that the foregoing
resolution was introduced at a regular meeting of the City Council held on the 20th day of
February 2024, and was adopted thereafter by the following vote:
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for Mayor Colson
AYES: COUNCILMEMBERS: BEACH, BROWNRIGG, ORTIZ, STEVENSON
NOES: COUNCILMEMBERS: NONE
ABSENT: COUNCILMEMBERS: COLSON
Meaghan Hassel-Shearer, City Clerk
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AFSC M E 829 - City of Burlingame
Successor M O U Negotiations
Adm inistrative Unit Tentative Agreem ent
February 13, 2024
Page 1 of 4
Administrative Bargaining Unit Tentative Agreement
Pursuant to Ground Rule #11
The City of Burlingame and AFSCME, having met and conferred in good faith, have reached a
Tentative Agreement for a successor labor contract for the Administrative bargaining unit with
the following changes to the parties' existing Memorandum of Understanding (MOU):
1. Compensation
Salary Adiustments
Effective in the first full pay period of February 2024, the City will provide a five percent (5%)
salary increase to all bargaining unit members.
Effective in the first payroll period of July 2024, the City will provide a five percent (5%) salary
increase to all bargaining unit members.
Effective in the first payroll period of July 2025, the City will provide a four percent (4%) salary
increase to all bargaining unit members.
Lump Sum Payment
Effective the first pay period following both Union ratification and City Council approval of the
successor MOU, there will be a one-time lump sum payment equal to one thousand five hundred
dollars ($1,500) for all current bargaining unit employees, who are employed by the City at the
time of the City Council's approval. This payment will be pensionable subject to Cal PERS rules
and the Public Employment Retirement Law (PERL).
Longevity Pay
Effective in the first full pay period of February 2024, all employees in the Administrative
bargaining unit with at least ten (10) years of service with the City, shall receive a longevity pay
premium of two and one-half percent (2.5%) of base pay.
Certification Pav
A new section would be made under Article 7, moving the language currently in Article 13 into
Article 7.
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AFSCME 829 - City of Burlingame
Successor MOU Negotiations
Administrative Unit Tentative Agreement
February 13, 2024
Page 2 of 4
Progressio11 Within Range
The parties agree to the following MOU language:
7.4 Progression Within Range
Except as otherwise provided. progression within salary ranges shall take place under
the provisions of this Section. Each employee shall receive a salary increase to the next
higher step within the range of the assigned classification upon the anniversary of the
individual employees original employment date. A step increase shall only be denied/or
cause. 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
individuals promotion date every year following the promotion, i.e., 12 months after the
individuals promotion date. Each employee who is promoted will not be eligible for a
subsequent step increase within the same year. but may be eligible for a step increase
upon the following anniversary date of the employees promotion date for the next year A
step increase shall only be denied for cause. This Section does not prohibit an employee
and the City from negotiating a different progression within a classifications salary
range for new hires and promotions.' If an employee attempts to negotiate a different
progression within a classifications salary range for new hires and promotions, and this
different progression is denied by the City, such denial shall not be grievable and the
standard progression in this Section will apply.
2. Work on a Holiday
The parties previously were in agreement with the following conceptual change for Article l 0,
Section 5 for the Administrative bargaining unit MOU:
• For holiday dates that actually fall on Saturdays - as opposed to the City's observed
holiday date, which is moved to a Friday of the workweek - Section 5 will be amended
for Parking Enforcement Officers whose regularly scheduled workweek includes
Saturdays, whereby employees in this classification will observe the actual Saturday
holiday date.
1 06/07/2023 Note for the Bargaining Record: An example of this is an employee agreeing to an earlier
step increase, e.g. at six (6) m onths, as well as a subsequent step increase at twelve (12) months, via an
offer letter.
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AFSCME 829 - City of Burlingame
Successor MOU Negotiations
Administrative Unit Tentative Agreement
February 13, 2024
Page 3 of 4
AFSCME proposes the following actual contract language to implement the above concept:
10.5 Work 011 a Holidav
Any employee who is required to work on a holiday specified above shall, in addition to
receiving regular pay for the holiday, be paid one and one-half(l-1/2) times the
employees regular rate of pay for all hours worked on the holiday. For Parking
Enforcement Officers whose regularly schedule workweek includes Saturdays, employees
in this classification will observe the actual Saturday holiday date.
3. Term of Agreement
The Administrative bargaining unit MOU shall remain in effect for the period from July 1, 2023
to June 30, 2026.
4. Withdrawal of Active Unfair Practice Charges
Both the City and the Union agree to withdraw all pending Unfair Practice Charges with the
Public Employment Relations Board (PERB).
5. Other Items
• There shall be housekeeping corrections, including the adoption of gender neutral
language, by mutual agreement.
• All Tentative Agreements previously executed are incorporated into this Tentative
Agreement.
• This Tentative Agreement remains subject to Union ratification and subsequent City
Council approval.
• Existing MOU provisions not addressed I changed by this proposal or by Tentative
Agreements between the parties shall remain status quo for the term of the Successor
Agreement.
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AFSCME 829 - City of Burlingame
Successor MOU Negotiations
Administrative Unit Tentative Agreement
February 13, 2024
Page 4 of 4
SO AGREED.
for the Union: For the Employer:
.~
Rod Palriiquist, Union Representative
--------------
Tim Davis, Chief Spokesperson
Lisa Goldman, City of Burlingame City Manager
Maria Saguisag-Sid, City of Burlingame Human
Resources Director
.------· --
<- \ - --- _- - -~;:;.c:;=~)=-=· ===---
Donald Le, Attorney for City
I I 202A
62,, I ' -:; ~
Date
2/13/2024
Date
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AFSCME 829 - City of Burlingame
Successor MOU Negotiations
Maintenance Unit Tentative Agreement
February 13, 2024
Page 1 of 8
Maintenance Bargaining Unit Tentative Agreement
Pursuant to Ground Rule #U
The City of Burlingame and AFSCME, having met and conferred in good faith, have reached a
Tentative Agreement for a successor labor contract for the Maintenance bargaining unit, with the
following changes to the parties' existing Memorandum of Understanding (MOU):
1. Compensation
Salary Adiustments
Effective in the first full pay period of February 2024, the City will provide a five percent (5%)
salary increase to all bargaining unit members.
Effective in the first payroll period of July 2024, the City will provide a five percent (5%) salary
increase to all bargaining unit members.
Effective in the first payroll period of July 2025, the City will provide a four percent (4%) salary
increase to all bargaining unit members.
Lump Sum Payment
Effective the first pay period following both Union ratification and City Council approval of the
successor MOU, there will be a one-time lump sum payment equal to one thousand five hundred
dollars ($1,500) for all current bargaining unit employees, who are employed by the City at the
time of the City Council's approval. This payment will be pensionable subject to CalPERS rules
and the Public Employment Retirement Law (PERL).
Certification Pay
Effective in the first full pay period following both the Union's ratification and City Council's
approval of this Tentative Agreement, all bargaining unit employees will receive certification pay
based on the following terms:
• A new section would be made under Article 7, moving the language currently in
Article 13 into Article 7.
• Except as otherwise provided, all employees in the Maintenance bargaining unit shall
receive two percent (2%) per certification.
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AFSC M E 829 - City of Burlingame
Successor M O U Negotiations
M aintenance U nit Tentative Agreement
February 13, 2024
Page 2 of 8
• In the event that a certification currently exists for employees in the Maintenance
bargaining unit that is more than two percent (2%), the City will pay employees the
higher percentage rate.
• There shall be a six percent (6%) maximum per employee for all certification pay in
the Maintenance bargaining unit.
• The following list applies to certifications in the Maintenance bargaining unit:
List of Certificat ions
Division & Certification Amount
Fleet Division
Class B Drivers License 2% of base pay per month
Automotive Service Excellence 2% of base pay per month, per
(ASE) Certificate Al -A9 certificate
Facilities Division
Boiler Operator Certificate 2% of base pay per month
Certified Building Operator (CBO) 2% of base pay per month
HVAC Certification Type I & II 2% of base pay per month
National Fire Protection
Association Certified Electrical 2% of base pay per month
Safety Technician (CEST)
Parks Division
Backjlow Prevention Device 5% of base pay per month Certification
Qualified Applicator 2% of base pay per month License/Certificate
Line Clearance Arborist 2% of base pay per month
Agricultural Pest Control Advisor 2% of base pay per month Certification
Certified Playground Safety 2% of base pay per month Inspector
ISA Certified Arborist 2% of base pay per month
Automotive Service Excellence 2% of base pay per month, per
(ASE) Certificate Al-A9 certificate
Street & Sewer Division
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AFSCM E 829 - City of Burlingame
Successor M O U Negotiations
M aintenance Unit Tentative Agreement
February 13, 2024
Page 3 of 8
Class B Driver :S· License 2% of base pay per month
Collection System Maintenance 2% of base pay per month (CSM) Grade 2
Collection System Maintenance 4% of base pay per month (CSM) Grade 3
Collection System Maintenance 6% of base pay per month (CSM) Grade 4
Sign and Pavement Marking
Technician Level I, II, Ill through 2% of base pay per month the International Municipal Signal
Association (IMSA)
NASSCO PACP Certification 2% of base pay per month
CWEA Mechanical Technologist 2% of base pay per month
CWEA Electrical Instrumentation 2% of base pay per month
Work Zone Temporary Traffic
Control Technician through the 2% of base pay per month International Municipal Signal
Association (IMSA)
Roadway Lighting Technician
through the International 2% of base pay per month Municipal Signal Association
(IMSA)
Journeyman Electrician 2% of base pay per month Certification
Water Distribution Operator 2% of base pay per month Grade 2
Water Distribution Operator 4% of base pay per month Grade 3
Water Distribution Operator 6% of base pay per month Grade 4
Water Distribution Operator 6% of base pay per month Grade 5
Water Treatment Tl Certificate 2% of base pay per month
Water Division
Class B Driver :S· License 2% of base pay per month
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AFSCME 829 - City of Burlingame
Successor MOU Negotiations
Maintenance Unit Tentative Agreement
February 13, 2024
Page 4 of 8
Water Distribution Opera/or 2% of base pay per month Grade 2
Water Distribution Operator 4% of base pay per month Grade 3
Water Distribution Operator 6% of base pay per month Grade 4
Water Distribution Operator 6% of base pay per month Grade 5
Water Treatment Tl Certificate 2% of base pay per month
Bae/glow Prevention Device 5% of base pay per month Certification
Roadway Lighting Technician
through the International 2% of base pay per month Municipal Signal Association
(IMSA)
Journeyman Electrician 2% of base pay per month Certification
Cross Connection Control 5% of base pay per month Specialist
Collection System Maintenance 2% of base pay per month (CSM) Grade 2
Collection System Maintenance 4% of base pay per month (CSM) Grade 3
Collection System Maintenance 6% of base pay per month (CSM) Grade 4
All Divisions
Bilingual Service Certification $107 per month
The City shall provide bilingual certification pay to employees designated as bilingual
service providers. The designated employee must pass afluency certification as a
condition of receiving the certification pay.
Maximum combined compensation for the above listed certifications/premiums shall not
exceed 6% for any individual. The City practice of calculating the certificate pay as an
hourly premium based on scheduled hours (not a.fl.at monthly maximum) will be
maintained for the duration of the MOU.
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AFSCME 829 - City of Burlingame
Successor MOU Negotiations
Maintenance Unit Tentative Agreement
February 13, 2024
Page 5 of 8
Progressio11 Witltiu Ra11ge
The parties agree to the following MOU language:
7.4 Progressiou Within Rllnge
Except as otherwise provided, progression within salary ranges shall take place under
the provisions of this Section. Each employee shall receive a salary increase to the next
higher step within the range of the assigned classification upon the anniversary of the
individual employee '.s- original employment date. A step increase shall only be denied for
cause. 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
individuals promotion date eve1y year following the promotion, i.e., 12 months after the
individuals promotion date. Each employee who is promoted will not be eligible for a
subsequent step increase within the same year, but may be eligible for a step increase
upon the following anniversary date of the employees promotion date for the next year. A
step increase shall only be denied for cause. This Section does not prohibit an employee
and the City from negotiating a different progression within a classifications salary
range for new hires and promotions. 1 {fan employee attempts to negotiate a different
progression within a classifications salary range for new hires and promotions, and this
different progression is denied by the City, such denial shall not be grievable and the
standard progression in this Section will apply.
2. Term of Agreement
The Maintenance bargaining unit MOU shall remain in effect for the period from July l, 2023 to
June 30, 2026.
3. New Exhibit - Job Title Changes
The parties agree to the following new MOU Exhibit for the Maintenance bargaining unit:
1 06/07/2023 Note for the Bargaining Record: An example of this is an employee agreeing to an earlier
step increase, e.g. at six (6) months, as well as a subsequent step increase at twelve (12) months, via an
offer letter.
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AFSCME 829 - City of Burlingame
Successor MOU Negotiations
Maintenance Unit Tentative Agreement
February 13, 2024
Page 6 of 8
Exhibit XX (to be rellumbered)
The parties agree that the following job titles shall be changed:
Existing Job Title New Job Title
Automotive Mechanic Equipment Mechanic
Fleet & Facilities Supervisor Facilities Supervisor
Fleet & Facilities Supervisor Fleet Supervisor
Street Maintenance & Sewer
Maintenance Worker I Collection System Operator
Trainee
Street, Sewer, Downtown Street Maintenance & Sewer
Maintenance Worker 11 Collection System Operator
Street, Sewer, Downtown lead lead Street Maintenance & Sewer
Collection System Operator
Water Maintenance Worker 1 Water System Operator Trainee
Water Maintenance Worker 11 Water System Operator
Water Maintenance lead lead Water System Operator
list ofJob Titles Changes
Job descriptions, responsibilities, and requirements for the above positions will
remain the same, including but not limited to the change in titles will not affect
employees' responsibilities with regard to maintenance, emergency response or
availability for after hours/on call work. If the parties contemplate any changes to job
description, responsibilities, or requirements, the parties agree to meet and confer on any
proposed changes.
4. Vacation Scheduling in Facilities, Fleet, Street & Sewer, and Water
Divisions
The parties will meet and confer regarding this topic, per the Union's email to the City on
January 22, 2024.
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AFSCME 829 - City of Burlingame
Successor MOU Negotiations
Maintenance Unit Tentative Agreement
February 13, 2024
Page 7 of 8
5. Withdrawal of Active Unfair Practice Charges and Bilingual Pay
Grievance
Both the City and the Union agree to withdraw all pending Unfair Practice Charges with the
Public Employment Relations Board (PERB). The Union agrees to withdraw its grievance on
bilingual pay for a former employee in the Maintenance bargaining unit.
6. Other Items
• There shall be housekeeping corrections, including the adoption of gender neutral
language, by mutual agreement.
• All Tentative Agreements previously executed are incorporated into this Tentative
Agreement.
• This Tentative Agreement remains subject to Union ratification and subsequent City
Council approval.
• Existing MOU provisions not addressed / changed by this proposal or by Tentative
Agreements between the parties shall remain status quo for the term of the Successor
Agreement.
SO AGREED.
For the Union: For the Employer:
R~entative Tim Davis, Chief Spokesperson
Lisa Goldman, City of Burlingame City Manager
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AFSCME 829 - City of Burlingame
Successor MOU Negotiations
Maintenance Unit Tentative Agreement
February 13, 2024
Page 8 of8
g~JH L-_____
Rich Stephens, AFSCME
Maintenance Unit Chapter President
Maria Saguisag-Sid, City of Burlingame Human
Resources Director
----··---
\-- ~-
c.:· --- --
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Donald Le, Attorney for City
2/13/2024
Date
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