HomeMy WebLinkAboutAgenda Statement 1987/07/14 Item 30b COUNCIL AGENDA STATEMENT
Item 30b
Meeting Date 7/14/87
ITEM TITLE: Resolution /`3/57) Approving MOU concerning wages and
other terms and conditions of employment with the
International Association of Fire Fighters, Local 2180, for
Fiscal Years 1987-88 though 1989-90
SUBMITTED BY: Deputy City Manager JJ
REVIEWED BY: City Manager (4/5ths Vote: Yes No X )
Negotiating teams representing the City and IAFF Local 2180 have reached
agreement on a Memorandum of Understanding (MOU) which has been ratified by
Local 2180's membership. This MOU, which is the first since the four-year
agreement adopted in 1983, will be for three fiscal years: 1987-88, 1988-89,
and 1989-90. Major changes to the existing MOU are indicated below.
RECOMMENDATION: That Council adopt the resolution approving the MOU.
BOARDS/COMMISSIONS RECOMMENDATION: Not applicable.
DISCUSSION:
The 1987-90 MOU with Local 2180 of IAFF includes the following major changes:
1 . Wages - Wages for all represented employees will increase as follows:
Year 1 First pay period in July 1987 - 5%
First pay period in January 1988 - 3%
Year 2 First pay period in July 1988 - 3-1 /2%
First pay period in January 1989- 3-1/2%
Year 3 First pay period in July 1989 - 4%
First pay period in January 1990 - 2%
As a safety net, a survey of all cities over 50,000 population in San Diego
County will be conducted in September 1989. There are currently 10 cities of
this size in the County. This survey will include wages for a Fire Fighter at
top step and the cities' payments of employees' PERS contributions. If Chula
Vista's salary for the Fire Fighter classification is less than the mean of
the cities surveyed, then the pay for all represented classifications will be
adjusted accordingly in October 1989.
In addition to the increases noted above, special adjustments in the first pay
period in January 1988 will be made as follows: Captains - 4%; Engineers - 2%.
Page 2, Item
Meeting Date
2. Differentials
a. Bilingual - Effective in January 1988 a bilingual differential will
be established at $50 per month.
b. A special differential for employees serving in Fire Prevention or
Fire Training of 7-1/2% will become effective in July 1987.
3. Health Plan
Year 1 Effective in January 1988, the City will provide the cost of an
improved Kaiser Plan (identical to the current Kaiser plan of
mid-management and executive employees) or at the employee's
option, the City will pay an equivalent cost toward the City's
indemnity plan (MONY) and a dental plan.
Year 2 No change, except that increases in the cost of the Kaiser plan
will be evenly divided between the City and the employee.
Year 3 No change, except that increases in the cost of the Kaiser plan
will be evenly divided between the City and the employee.
4. Life Insurance - The life insurance policy will be increased from $3,000
to $10,000 in August 1987.
5. Hard Holiday Pay
Effective with the payment in December 1989, the hours of hard holiday pay
will increase by 8 hours from 88 to 96 hours for all Suppression employees.
6. Standby Pay - Standby pay will be reduced from $17 to $13 per shift for
Fire Suppression personnel and from $105 to $70 per week for
Non-Suppression personnel .
7. Callback - Employees will be paid for a minimum of two hours overtime work
in lieu of the current $20 callback bonus when they are called back to
work before the start of their next scheduled shift.
8. Uniforms
Each represented employee will receive $100 per year (payable in December)
for uniform cleaning and maintenance.
9. Retirement
Year 1 The City will pay the cost of the current 1959 Survivor' s
Benefit for each employee ($2.00 per month per employee).
Page 3, Item 30b
Meeting Date 7/14/87
Year 2 Effective January 1989, the City will pay the cost of the third
level of benefits of the 1959 Survivor's Benefit ($3.50 per
month per employee).
Year 3 The City and Local 2180 will share the cost of an actuarial to
determine the cost of the highest year retirement benefit. That
information would be considered in the FY 1990-91 negotiations.
10. Work Period/Duty Cycle - In an attempt to help alleviate parking problems
in the Civic Center area, Local 2180 has agreed to revise its shift change
time from 8:00 a.m. to 7:30 a.m.
11 . Sick Leave Reimbursement - Beginning with the first year of the agreement,
represented employees will be eligible for the same sick leave
reimbursement program as most other City employees.
12. Health Fitness Program - Local 2180 has agreed to assist in devising a
health fitness program that will include establishment of relevant
physical fitness performance standards and tests. The actual testing will
begin January 1989.
13. Substance Abuse - Local 2180 has agreed to meet and confer in an effort to
develop a mutually agreeable substance abuse program. This agreement is
similar to that already incorporated in other associations' MOU's.
14. Grievance Procedure - The MOU includes a grievance procedure which will be
limited only to items concerning the MOU, will change the final step in
the grievance process to the City Manager and will include advisory
arbitration.
FISCAL IMPACT: The approximate increased budget costs for the three-year
compensation package are $866,900. The actual appropriating resolution for
FY 1987-88 will be forwarded to Council once wage increases have been
determined for all City employees and Finance has determined the exact dollar
amount required.
WPC 1681A
,bylt c City Council of
Chula Vista, California
Dated -�/'
COUNCIL AGENDA STATEMENT
Item No. 30c
Meeting Date: July 14, 1987
I ON
ITEM TITLE: Resolution - Approving the Memorandum of Understanding
Concerning Wages and Other Terms and
Conditions of Employment with the Chula
Vista Police Officers Association for the
Three Fiscal Years 1987/1988 - 1989/90
SUBMITTED BY: Assistant City Manager C
REVIEWED BY: City Manage' 4/5 4/5 Vote: Yes No X
Negotiating teams representing the City and the Chula Vista Police
Officers Association (POA) have reached agreement on a three (3) year
Memorandum of Understanding (MOU) , which has been ratified by POA's
membership. Major changes to the existing MOU are described below.
OMMENDATION: That Council adopt the resolution ratifying the MOU
BOARDS/COMMISSIONS: N/A
DESCRIPTION:
The new MOU covers the three fiscal years 1987/88 through 1989/90. The
major components of the three year agreement are highlighted below.
1. WAGES
--YEAR 1: Association members will receive a 6% wage increase in
July, 1987 and a 2 . 5% wage increase in January, 1988.
--YEAR 2 : Association members will receive a 3 . 5% wage
increase in July, 1988 and a 3 . 5% wage increase in January, 1989.
--YEAR 3 : Association members will receive a 4% wage
increase in July, 1989 .
In order to provide a "safety net" for Association members, the City
will conduct a survey of Peace Officer base wages for jurisdictions
within the County during the third year. (All jurisdictions within the
County who currently have police/sheriff departments will be included in
Item # 30
Page 2
survey except for the City of Coronado, which was excluded on the
basis of population. ) The survey will include salary and members' PERS
contributions paid for by jurisdictions. Association members will be
granted any percentage increase necessary to bring the City up to the
average base wage rate for the surveyed jurisdictions.
2 . WAGE SPREAD BETWEEN RANKS
--YEAR 1: In January, 1988 the wage spread between the positions of
Peace Officer and Police Agent will be increased from 5% to 6%; the wage
spread between the positions of Police Agent and Sergeant will be
increased from 12 . 85% to 15%; and the wage spread between the positions
of Police Sergeant and Lieutenant will be increased from 13% to 15%.
--YEAR 2 : No change
--YEAR 3 : In January, 1990 the wage spread between the positions of
Police Sergeant and Lieutenant will be increased from 15% to 17. 5%.
In general, the changes will bring the wage spread for these
classifications up to the average for cities within San Diego County.
3 . HEALTH INSURANCE
--The City will pay the current (July, 1987) cost of Kaiser and
1 split any Kaiser cost increases with the Association during the
of the agreement.
--In the first year, the City will undertake a review of retiree
health plan options available through the Public Employees Retirement
System (PERS) or other providers. Prior to July 1, 1988 the City will
reopen the MOU to discuss the possibility of enrolling in a retiree
health plan. The City is, however, under no obligation to reach an
agreement with the Association on this issue.
4 . STANDBY
--YEAR 1: Officers assigned to standby duty and available for
immediate recall will receive $50 additional compensation per biweekly
pay period.
--YEAR 2 : No change
--YEAR 3 : The standby pay will be increased to $75 per biweekly pay
period.
The Police Department anticipates that approximately 5 officers would be
assigned to standby duty in any given period.
item # 30c
page 3
UNIFORM CLEANING ALLOWANCE
--YEAR 1: Officers required to be in uniform more than 50% of
their working hours will receive a uniform cleaning allowance of $75 per
year; officers required to be in uniform less than 50% of their working
hours will receive a cleaning allowance of $25 per year.
--YEAR 2 : No change
--YEAR 3 : Cleaning allowances will be increased from $75 and $25 to
$100 and $50 respectively.
6. EDUCATIONAL INCENTIVE PROGRAM
The primary intent of the Educational Incentive Program is to
encourage officers to attain college level education. The main
programmatic changes contained in the MOU will (a) provide for incentive
payments to officers while they are seeking their degrees and (b)
increase the level of payment to officers who attain degrees and meet
continuing education requirements.
--YEAR 1: Officers completing college credits pursuant to a degree
will be eligible to receive $75 per semester.
--YEAR 2 : No change
--YEAR 3 : Biweekly educational incentive payments will be increased
from $30 (AA degree) and $60 (BA degree) to $40 and $80 respectively.
7. PHYSICAL FITNESS PROGRAM
--YEAR 1: A joint City/Association commitee will establish a health
fitness program which will include job related physical fitness
performance standards and tests.
--YEAR 2 : Association members will take an annual physical fitness
test.
8 . GRIEVANCE PROCEDURE
--The grievance procedure has been revised. The major changes
include (a) having the City Manager as the final step in the formal
grievance procedure (formerly appeals could be carried to the City
Council) and (b) providing for advisory arbitration for disputes not
resolved by the grievance procedure.
/
Item # 30c
page 4
.CAL IMPACT:
The increase in budget costs over the three years covered by this
agreement totals $1, 432 , 468 and is within the established guidelines.
The costs do not include any wage increases which may result from the
salary survey to be conducted in the third year.
Additional funding for FY 1987/88 will be requested in a single
appropriating resolution, once wage increases have been determined for
all City employees.
by the City Council of
Chula Vista, California
Dated `�