Management of Emeryville Services Authority
City Council
MEMORANDUM
DATE:
March 5, 2024
TO:
MESA Board of Directors and City Council
FROM:
Paul Buddenhagen, Executive Director/City Manager
SUBJECT:
Update to the Unrepresented Compensation and Benefits Plan Resolution Of The Board Of Directors Of The Management Of Emeryville Services Authority (MESA) Authorizing An Amendment To The MESA Compensation and Benefits Plan for Unrepresented Classifications In Conformance With California Code of Regulations Title 2, Section 570.5 Resolution Of the City Council Of The City of Emeryville Authorizing An Amendment To The MESA Compensation and Benefits Plan for Unrepresented Classifications In Conformance With California Code of Regulations Title 2, Section 570.5
RECOMMENDATION
Staff recommends that the Board of Directors of the Management of Emeryville Services Authority (MESA) and City Council of the City of Emeryville approve the resolutions amending the Compensation and Benefits Plan for Unrepresented positions.
DISCUSSION
The City’s Personnel Rules and Regulations state that Human Resources shall recommend a Compensation and Benefits Plan and that the MESA Board and City Council shall approve amendments to the Plan by resolution.
The unrepresented temporary part-time classifications subject to the following increase are the Pool Manager, Recreation Leader, Intern and Public Service Employee. The range for these classifications will be increased by 5.6%. These temporary positions are part-time, at-will, non-benefited positions that are hired as-needed to provide immediate staffing support to the City and its programs. The salary increase to the range for these classifications is consistent with the City’s minimum wage increase of 5.6% effective July 1, 2023.
The unrepresented classifications subject to the following proposed salary increases are the Assistant City Manager, Director of Human Resources, Human Resources Manager and the Police Officer Trainees. The salary increases are consistent with related classifications to maintain internal relationships and avoid compaction.
Cost of Living Adjustments
3.5% effective the first full pay period following City Council approval of this agreement.
3.5% effective the first full pay period in July 2024
3.5% effective the first full pay period in July 2025
In addition to the salary increase, the City will provide a one-time lump sum payment equivalent to the value of a three and a half percent (3.5%) salary increase (including all premium pays and overtime) for the period of July 1, 2023 through the implementation of the three and a half percent (3.5%) salary increase referenced above.
Recruitment and Retention Adjustments
1.5% effective the first full pay period following City Council approval of this agreement.
1.5% effective the first full pay period in July 2024
1.5% effective the first full pay period in July 2025
Additionally, the regular full-time positions of the Assistant City Manager, Director of Human Resources, and Human Resources Manager are receiving the same increases to benefits consistent with the represented employees as follows:
Medical Benefits and In-Lieu/Alternate Benefit
Effective the first full pay period following the City Council approval, the employer will pay 90% of the medical benefits plan selected by the employee inclusive of the required Public Employees Medical and Hospital Care Act (PEMHCA) amount and the employee will pay 10% of the medical benefits plan selected.
The City shall contribute ninety percent (90%) of the Kaiser - Region 1, single party premium per month for alternate benefits for eligible full-time employees who select medical-in-lieu/alternate benefits.
Bereavement
Effective the first full pay period following the City Council approval, the City shall increase paid bereavement leave from 3 to 5 days.
Holidays
Effective FY 2023-2024, add Juneteenth holiday for a total of 12 holidays. Effective FY 2024-2025, convert floating seasonal holiday to a regular holiday for a total of 3 floating holidays.
Deferred Compensation
Effective the first full pay period following the City Council approval, the City shall deposit a flat amount of twenty-five dollars ($25) in the first full pay period following each full month of employment in the Employer City 457 Deferred Compensation Plan. To be eligible for the City contribution, the employee must be enrolled in the Employer Plan on the date of payment and must have been in a paid status for all of the month prior to the date of payment.
FISCAL IMPACT
The estimated cost of this MOU for the two filled positions Assistant City Manager and Director of Human Resources is projected to cost up to $117,000 over the life of a 3-year contract; an increase of up to $31,000 over the approved budget for Fiscal Years 2024 and 2025. The third-year contract increase of $41,000 will be included in the Fiscal Year 2026 budget.
CONCLUSION
Staff recommends that the Board of Directors and City Council adopt the resolutions approving an amendment to the Compensation and Benefits Plan for unrepresented positions.
PREPARED BY: Lilybell Nakamura, Human Resources Director APPROVED AND FORWARDED TO THE BOARD OF DIRECTORS OF THE MANAGEMENT OF EMERYVILLE SERVICES AUTHORITY AND THE CITY COUNCIL OF THE CITY OF EMERYVILLE BY:
Paul Buddenhagen, Executive Director/City Manager
ATTACHMENTS:
Resolution
Compensation and Benefits Plan tracked changes
Compensation and Benefits Plan clean
Update to the Unrepresented Compensation and Benefits Plan March 5, 2024
City of Emeryville
CALIFORNIA