Attachment 5
SUMMARY OF BCEA CONTRACT CHANGES
Term of Agreement: July 1, 2022 through June 30, 2024
FIRST YEAR
FY 2022-2023
• Salary: Effective July 1, 2022, provide an in-pocket salary increase that is 100 % of the increase needed to bring the salary ranges to the 2022 survey average.
• 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
• Family: up to $1,720
Part-Time Employees
• 1 Party: up to $331
• 2 Party: up to $662
• Family: up to $860
• Juneteenth: Add Juneteenth as a paid, City observed holiday beginning in 2023.
**The following items are effective the beginning of the pay period following Council adoption (or as soon as practical, where noted):
• Parental Leave: Provide six weeks of paid parental leave.
• One-Time Lump Sum Inflation and Retention Payment : $5,000 per employee (prorated for part time employees), paid in two installments: 1) $2,500 as quickly as practical upon Council adoption, 2) the pay date of December 7, 2023.
• Collection System Maintenance Certificate Differential : Establish a new differential of 1% for each California Water Environmental Association (CWEA) grade level starting at the first level in the Collection System Maintenance certificate program.
o Not to exceed 3% of base salary for Collection Systems Journeyman and Collection Systems Worker titles.
o Not to exceed 4% for the Collection Systems Leadworker title.
• Stand-By/Call-Out Pay for BWP Security Guards: Add Security Guard (BWP) and Senior Security Guard (BWP) to the list of titles that are eligible for Stand-by/Call-Out Pay.
• Premium Pay for Carpenters and Carpenter Leadworkers: Provide an additional 5% for being called in to perform, and actually performing, plumbing duties.
• Professional Certificate Differentials: Increase the maximum potential differential to 7.875% for any combination of the following:
Attachment 5
o Professional Engineer (PE): expand eligibility for the 2.625% differential to all employees at Burbank Water and Power (BWP) whose job specifications do not require a PE.
o Project Management Professional (PMP): expand eligibility for the 2.625% differential to all BWP employees.
o Lean Six Sigma Black Belt : establish a 2.625% differential; all BWP employees are eligible.
Note: except for the PE differential, the department will have discretion to grant or remove the Professional Certificate differentials based on whether employees are actually using the certificates in their work.
• Forensic Specialist Certificate Differential: Establish the following differentials, not to exceed 7.5% for both:
o 5% of Forensic Specialist top step salary
Any Forensic Specialist who has been recognized as a court- qualified expert and latent fingerprint examiner, and who has the demonstrated ability to perform complex latent fingerprint comparisons, as determined by the Forensic Supervisor and/or Investigation Division Lieutenant.
o 7.5% of Forensic Specialist top step salary
Any Forensic Specialist and/or Forensic Specialist Supervisor who meets the requirements above and possesses an International Association for Identification certificate for Crime Scene Investigator, Crime Scene Analyst, or Senior Crime Scene Analyst.
Failure to maintain certification will result in reduction of the differential pay to 5% of the top step salary of a Forensic Specialist.
• Peace Officer Standards Training (POST) Certification Pay: Provide POST Pay to Communications Operators and Communications Supervisors in the Police Department as follows (percentages do not compound):
o 3% of base pay for Intermediate POST Certificate
o 4% of base pay for Advanced POST Certificate
o 5% of base pay for Supervisory POST Certificate
• Shift Pay: Increase the second shift assignment differential from an additional $1.05/hour to an additional $1.50/hour. Increase the third shift assignment differential from an additional $1.25/hour to an additional $1.75/hour.
• Life Insurance: Effective as soon as practical following Council adoption, increase the employer-paid life insurance policy from $35,000 to $50,000 and increase the Accidental Death & Dismemberment (AD&D) coverage from $32,000 to $52,000.
Attachment 5
• Educational Tuition Reimbursement : Effective as soon as practical following Council adoption, increase maximum tuition reimbursement from 75% of the cost up to $2,500 per employee per fiscal year to 75% of the cost up to $5,000 per employee per fiscal year; increase the BCEA group annual maximum from $75,000 to $150,000.
• Bereavement Leave: Provide two additional days of unpaid Bereavement Leave.
• Personal Leave: can be taken in increments of no less than one hour instead of no less than two hours.
• 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 increase 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
• Family: up to $1,805
Part-Time Employees
• 1 Party: up to $347.50
• 2 Party: up to $695.00
• Family: up to $902.50
• Water Treatment/Distribution Operator Certificate Differential : Effective July 1, 2023, increase the maximum cumulative differential from 3% to 5% for any combination of additional certificates obtained above the minimum qualifications of an employee’s classification.
• Mobile Crane Differential: Effective July 1, 2023, increase the current differential from 1% to 2%.
• Eve Leave Flexibility : Effective December 1, 2023 , certain departments may authorize employees to use Eve Leave from December 1 through January 31 on a voluntary basis rather than precisely on December 24 or December 31. (Library Services Department; Parks & Recreation Department - Community and Recreation Services only).