Attachment 4-1
SUMMARY OF BCEA CONTRACT CHANGES
Term of Agreement: July 1, 2024 through June 30, 2026
FIRST YEAR
FY 2024-2025
• Salary: Effective May 25, 2025, provide an in-pocket salary increase that is 100% of the increase needed to bring the salary ranges to the FY 2024/25 survey average.
• Medical Contribution: Effective December 1, 2024 , increase the monthly Total Potential Allowance for medical premium costs only.
• Holiday Pay : Effective May 25, 2025, i ncrease compensation for current eligible classifications from 6% to 10% for working on 12.5 City-observed holidays.
• Refuse Collection Assignment: Effective May 25, 2025, increase compensation for current eligible classifications from 5% to 7.5%.
• Hazard Pay: Effective May 25, 2025, e mployees in the titles of Landscape Services Supervisor, Senior Groundskeeper, Groundskeeper, Groundskeeper Helper, and Utility Worker, are eligible to receive 5% Hazard Pay for cleaning up urgent hazards when assigned to perform landscape maintenance of parks and other municipal properties.
• Stand-By/Call-Out Pay:
o Effective May 25, 2025, increase compensation for BCEA employees who are currently eligible for standby/call -out pay from 3 hours to 4 hours of straight time when they are assigned to standby on Sunday.
o Effective May 25, 2025, provide compensation for e mployees assigned to standby/call-out duty for travel time up to one hour from when they receive the call to when they arrive to the worksite.
• Retention Pay: Effective May 25, 2025, the City may provide up to 8%, instead of up to 5.25%, to specific BCEA classifications for retention purposes.
• International Municipal Signal Association (IMSA) Certification Differential :
Effective May 25, 2025, provide 2% of base pay per certification listed as follows, not to exceed 6% for employees in the Traffic Control Journeyman classification: 1) IMSA Work Zone Temporary Traffic Control Technician; 2) IMSA Signs & Pavement Markings Technician I; 3) IMSA Signs & Pavement Markings Technician II.
Full-Time Employees
o 1 Party: up to $730
o 2 Party: up to $1,459
o Family: up to $1,895
Part-Time Employees
o 1 Party: up to $365
o 2 Party: up to $730
o Family: up to $948
Attachment 4-2
• Certified Public Accountant (CPA) Differential: Effective May 25, 2025, provide 5% of base pay for employees in the classifications of Accountant, Sr. Accountant, and BWP Utility Accounting Analyst, who maintain a current CPA license.
• American Institute of Certified Planners Certification (AICP) : Effective May 25, 2025, provide 2.5% of base pay for employees in the classifications of Assistant Planner, Associate Planner, Planning Technician, Assistant Transportation Planner, Associate Transportation Planner, who maintain a current AICP certification.
• Institute of Transportation Engineers (ITE) Professional Transportation Planner certification (PTP): Effective May 25, 2025, provide 2.5% of base pay for employees in the classifications of Assistant Planner, Associate Planner, Planning Technician, Assistant Transportation Planner, Associate Transportation Planner, who maintain a current PTP certification.
• International Code Council (ICC) Certification: Effective May 25, 2025, provide 2% of base pay per certification, not to exceed 6%, for employees in the classification of Building Inspector I, who have obtained International Code Council (ICC) certification as a Residential Building Inspector, Zoning Inspector, Property Maintenance Inspector or equivalent per state requirements and who obtain the following certifications: 1) ICC California Commercial Electrical Inspector; 2) ICC California Commercial Mechanical Inspector; 3) ICC California Commercial Plumbing Inspector
• Underground Storage Tank Inspector Certification: Effective May 25, 2025, provide 2.5% of base pay for employees in the classifications of Fire Inspector I and Fire Inspector II who have obtained the ICC c ertification as an Underground Storage Tank inspector.
• Water Truck Assignment: Effective May 25, 2025, provide 2.5% of base pay to non- supervisory employees in the Forestry and Landscape divisions of Parks and Recreation while assigned to water trees using a water truck and who have a Class A Driver’s License with a Tanker Endorsement.
• Tool Allowance: Effective May 25, 2025, increase Tool Allowance for classifications who currently receive $500 per year to $805 per year.
• 457 Contribution (Deferred Compensation)
o Effective May 25, 2025, i ncrease the biweekly City -match for “Classic” employees from $25 to $30 biweekly.
o Effective May 25, 2025, r eplace the current $25 biweekly City -match for “PEPRA” employees with a percentage-based City-match of up to 2% of base pay, or $30/pay period, whichever is greater.
• Other cleanup language including incorporation of side letters into the MOU has been made throughout the MOU.
Attachment 4-3
SECOND YEAR
FY 2025-2026
• Salary:
o Effective June 22, 202 5, provide a flat 4 % in -pocket salary increase to all incumbent employees and the range for all classifications , with exceptions for certain classifications (see chart).
o Effective December 21, 2025, provide additional in- pocket salary increase to incumbent employees and ranges for certain classifications (see chart).
• Medical Contribution: Effective December 1, 2025 , increase the monthly Total Potential Allowance for medical premium costs only.
• 457 Contribution (Deferred Compensation): Effective June 22, 2025, Increase the City-match for “PEPRA” employees from up to 2% of base pay to up to 3% of base pay, or $30/pay period, whichever is greater.
Full-Time Employees
o 1 Party: up to $767
o 2 Party: up to $1,532
o Family: up to $1,990
Part-Time Employees
o 1 Party: up to $384.00
o 2 Party: up to $766.00
o Family: up to $995.00