HomeMy WebLinkAboutAgenda Statement 1987/08/04 Item 6•
ITEM TITLE:
SUBMITTED BY:
REVIEWED BY:
COUNCIL AGENDA STATEMENT
Item 6
Meeting Date 8/4/87
Resolution /~'J 7 ~ Approving MOU concerning wages and
other terms, and conditions of employment with the Chula Vista
Employees Association for Fiscal Years 1987-88 through 1989-90
Director of Personne~v7~~'y~"'
City Manager r~~ ~ (4/5ths Vote: Yes No X )
The City's negotiating team has concluded a Memorandum of Understanding (MOU)
with the Chula Vista Employees Association (CVEA) which has been ratified by
their membership. Major changes to the existing MOU are indicated below.
RECOMMENDATION: That the Council adopt the resolution approving the
Memorandum of Understanding.
BOARDS/COMMISSIONS RECOMMENDATION: Not applicable.
DISCUSSION:
• The MOU with CVEA is for a three-year period be innin Jul
ending June 30, 1990, and includes the following recommended changes; 1987, and
1. WAGES
a. All represented employees will receive the following wage increases:
Year 1 Pay period beginning July 31, 1987 - 4%
First pay period in January 1988 - 2%
Year 2 First pay period in July 1988 - 3%
First pay period in January 1989- 3%
Year 3 First pay period in July 1989 - 3%
First pay period in January 1990 - 3%
b. Certain classes of employees will receive salary adjustments
effective July 31, 1987 in addition to the above salary increases.
CLASSIFICATION % OF SPECIAL INCREASE
Administrative Secretary 4.0
Administrative Clerk 2.0
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Clerk II
Communications Operator
Computer Operator
Criminal Information Systems Specialist
Data Entry/Word Processing Operator
Equipment Operator
Lead Communications Operator
Legal Secretary
Library Clerk II
Offset Duplicating Operator II
Personnel/Benefit Claims Clerk
Parking Control Officer
Parking Operations Officer
Park Maintenance Supervisor I
Public Works Supervisor I
Secretary II
Secretary II (No Shorthand)
Secretary I
Traffic Painter
Transit Specialist
Word Processing Operator
Word Processing Supervisor
Page 2, Item 6
Meeting Date 8/4/87
2.0
1.5
1.5
2.0
2.0
1.8
1.5
2.0
2.0
2.0
2.0
2.0
2.0
1.4
1.4
4.0
4.0
2.0
1.4
2.0
2.0
4.0
• c. During the life of the agreement, there
and salary studies. The net costs of
will not exceed one-half of one percent
of represented employees.
will be both classification
increased salaries, if any,
of the total yearly payroll
1. Classification studies, with results implemented the first
full pay period in July 1988.
a) Parks and Public Works maintenance series including
maintenance workers, construction specialists and
equipment mechanics;
b) Secretarial, criminal information and data processing
support positions
2. Salary studies:
a) The City and CVEA agree to annually discuss salary
adjustments based on local economic conditions,
recruitment, retention, internal relationships and
other local municipal and County MOUs for up to eight
mutually agreed upon classes. In no case will there
be salary adjustments for more than eight classes
annually.
•
• Page 3, Item 6
Meeting Date /4/8
2. SHIFT DIFFERENTIALS -~
Shift differential pay will increase from the current $25 per biweekly pay
period to the following:
Year 1 - $27.50
Year 2 - $30.00
Year 3 - $32.00
3. CALLBACK
-_____-
The amount for callback is increased from $25 to $35.
4. STANDBY
Standby duty pay is increased from the current $50 per work week to the
following:
Year 1 - $55.00
Year 2 - $62.50
Year 3 - $72.50
5. HEALTH AND WELFARE
• a. The Flexible Benef'
it Plan amount is increased from the current $2,330
to the following:
Year 1 - Effective October 1, 1987 - $2,640
Year 2 - Effective July 1, 1988 - $2,750
Year 3 - Effective July 1, 1989 - $2,900
The City has agreed to increase the market basket if health costs for
full family under the MONY plan exceed the stated amounts. The City
wi 11 i ncrease the market basket amount by one-hal f of the i ncreased
health costs.
b. Under Professional Enrichment, the special fund was increased from
$12,300 to $15,000. The current maximum reimbursement per employee
of $350 per year increases to $500 beginning in Fiscal Year 1988-89.
c. The City also agreed to conduct an election to determine whether or
not employees wish to be covered by State Disability Insurance as an
employee-paid benefit in the second or third year of the agreement.
If the employees agree to install State Disability Insurance, the
current long-term disability benefit will be modified to supplement
SDI when all SDI benefits are exhausted fora savings to the City on
that plan.
•
• Page 4, Item 6
Meeting Date 8/4/87
6. LIBRARY HOLIDAY SCHEDULE
Full-time library staff shall receive the same holiday schedule that the
City observes. If the City desires to have the library remain open on any
days during a holiday weekend, the Library will make every attempt to use
temporary and part-time personnel staffing. If any full-time staff
desires to work during a holiday weekend, they shal 1 receive overtime pay
or compensatory time off. If a full complement of part-time staff is
unavailable, full-time staff will be required to work, receiving overtime
pay or compensatory time off.
7. UNIFORMS
The number of uniform changes was increased from the current three per
week to five per week.
8. OTHER ITEMS
Several new articles were added to this MOU that will benefit the City,
personnel management, and the employees. These additions to the MOU are
as follows:
1. A new section was added on assignment to a vacant higher position.
• The wording places the existing practice in the MOU. Employees
directed to continuously perform duties in a vacant higher level,
regular position shall be entitled to a salary rate increase to the
higher level for the time actually worked in excess of 160 hours.
2. Anew article defining "deep class" was added. "Deep class" allows
for temporary increases in pay beyond that which is normally allowed,
when duties performed support such additional pay for specific
periods of time.
3. An article on job sharing was added. The City will make reasonable
accommodation for employees in regular positions who desire to share
their jobs with other qualified employees or eligible persons.
4. An article on fitness was added, whereby the City, with reasonable
cause, may require medical and psychological assessments of
employees, provided the City pays and provides time off without loss
of pay for such assessments.
5. A new article on career advancement in entry level positions was
added. Employees may be hired for a vacancy in the higher
classification at a lower level classification, but not be required
to undergo a promotional exam to advance to the higher position.
6. 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.
i ~ ~ ~ ~
• Page 5, Item 6
Meeting Date 4 8
7. An article concerning labor management cooperation was also added.
The City and the Association will establish a labor management
productivity enhancement committee that will meet regularly to
discover ways to improve productivity and service effectiveness.
FISCAL IMPACT: The approximate increased budget costs for the three-year
compensation package are X1,560,800. 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 1665A
~~-'~ --
the City Csuncil of
Chula Vista, California
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