Attachment 4
SUMMARY OF BMA CONTRACT CHANGES
Term of Agreement: July 1, 2022 through June 30, 2025
FIRST YEAR
FY 2022-2023
Salary: Effective July 1, 2022, provide an in-pocket salary increase t hat is 100% of the increase needed to bring the salary ranges to the 2022 surv ey average (average increase of 6.39%).
Medical Contribution: Effective December 1, 2022, increase the monthly Total Potential Allowance for medical premium costs only.
Full-Time Employees
1 Party: up to $662
2 Party: up to $1,324
F a m i l
y: up to $1,720
Part-Time Employees
1 Party: up to $331
2 Party: up to $662
Family: up to $860
Parental Leave: Effective no later than the beginning of the third full pay pe riod following Council adoption, provide six weeks of paid parental leave.
Juneteenth: Add Juneteenth as a paid, City observed holiday beginning in 2023.
Professional Development: Effective July 1, 2022, increase the Professional Development pay from $43.78/month to $55/month.
Retention Pay: Effective July 1, 2022, the maximum Retention Pay will be increased from 5.25% of base salary to 8% of base salary for any classifi cation the City is experiencing difficulty in recruiting or retaining. Anyone curr ently receiving retention pay will remain at their current amount. An increase to the new maximum or any amount beyond their current amount will need to be authorized by the department.
Deferred Compensation: Effective the beginning of the pay period following Council adoption, match contributions to the City’s 457 Deferred Compensation Plan up to 1.53% of base salary for employees who are New Members of the Public Employee Retirement System; the match replaces the current 457 match from the City of up to $75/month for New Members. Classic Members will continue to receive the current 457 match from the City of up to $75/month
Universal Leave Accrual: Effective the beginning of the pay period following Council adoption, increase the biweekly Universal Leave accrual rate as follows:
o For employees with 15-29 years of service: 9.19 hours per pay period (increased from 9 hours)
o For employees with 30+ years of service: 9.92 hours per pay period
Attachment 4
Collection System Maintenance Certificate Differential: Effective the beginning of the pay period following Council adoption, establish a new diff erential for the Collection System Supervisor title to receive 1% for each Calif ornia Water Environmental Association (CW EA) grade level obtained above the first level in the Collection System Maintenance certificate program, not to exceed 3% of base salary.
Certified Public Accountant (CPA) Differential: Effective the beginning of the pay period following Counc il adoption, establish a new differential for employees in the following titles who possess and maintain a current CPA license to receive 5% of base salary: Principal Accountant, Accounting and Audit Manager, Senior Utility Accounting Analyst, Financial Accounting M anager, Financial Planning and R isk Manager, Principal Utility Accounting Analyst, and Financial Analyst.
Professional Certificate Differentials: E f f e c t i v e the beginning of the pay period following Council adoption, increase the maximum potential differential to 7.875% for any combination of the following:
o Professional Engineer (PE): expand eligibility for the 2.625% differential to all Burbank Water and Power (BWP) and Public Works (PW) employees. o Project Management Professional (PMP): expand eligibility for the 2.625% differential to all BWP and PW employees.
o Lean Six Sigma Black Belt : establish a 2.625% differential; all BWP and Information Technology (IT) employees are eligible.
o Lean Six Sigma Green Belt: establish a 1.3125% differential; all IT employees are eligible.
o SAFe Program Consultant or A gile Certified Practitioner: establish a
2.625% differential for each; all IT employees are eligible.
Note: except for the PE differential, departments would have discre tion to grant or remove the Professional Certifica te differentials based on whet her employees are actually using the certificates in their work.
Overtime Pay for Assistant Fire Marshal: Effective the beginning of the pay period following Council adoption, at th e discretion of the Fire Chief , the Assistant Fire Marshal may be eligible for the overtime rate of one and one-ha lf (1½) times their regular base compensation when it is reimbursable to the City from an outside source and/or under extraordinary operational circumstances.
Premium Pay for BWP Electrical Engineers: Effective the beginning of the pay period following Council adoption, allow BWP employees in the c lassification of Electrical Engineer to earn extra regular base pay for each hour worked over 40 hours per week.
Remove the Merit Pay Plan from the MOU.
Attachment 4
Other cleanup language including incorporation of side letters into the MOU has been made throughout the MOU.
SECOND YEAR
FY 2023-2024
Salary: Effective July 1, 2023, provide a flat 3% in-pocket salary inc rease to all incumbent employees and the range for all classifications.
Medical Contribution: Effective December 1, 2023, increase the monthly Total Potential Allowance for medical premium costs only.
Full-Time Employees
1 Party: up to $695
2 Party: up to $1,390
F a m i l
y: up to $1,805
Part-Time Employees
1 Party: up to $347.50
2 Party: up to $695.00
Family: up to $902.50
THIRD YEAR
FY 2024-2025
Salary: Effective July 1, 2024, provide a flat 3% in-pocket salary inc rease to all incumbent employees and the range for all classifications.
Medical Contribution: Effective December 1, 2024, increase the monthly Total Potential Allowance for medical premium costs only.
Full-Time Employees
1 Party: up to $730
2 Party: up to $1,459
Family: up to $1,895
Part-Time Employees
1 Party: up to $365
2 Party: up to $729.50
Family: up to $947.50