City Total Ten
tative Agreement Package Proposal
For AMP
MOU Negotiations
Decembe
r 7, 2022
The pa
rties agree that a total tentative agreement for a successor Memorandum of Understanding (MOU) has been reached on the below items. This total tentative agreement is contingent upon ratification by the bargaining unit and approval by the City Council. All items in the current MOU not identified in this total tentative agreement shall remain the same.
There shall be no retroactivity for any proposed enhancement in this total tentative agreement. The effective date of any proposed enhancement in this total tentative agreement shall be the date identified in the tentative agreement, or the date the City Council approves the enhancement in a successor MOU, whichever is later. Accordingly, to the extent this total tentative agreement identifies a date that is prior to the Council’s approval of a successor MOU, those dates shall be revised to the effective date of the successor MOU.
Section 2. Term
The term
of this MOU shall be January 1, 20203 – December 31, 20224.
Section
3. Compensation
3.1 The City
hereby approves the salary increase for each position identified in Exhibit “A” in the percentag
e amounts of 35.0% (effective with the pay period that begins January 25December 24, 2020
2), and 3.0% (effective the pay period that begins on December 2 63, 202 03) and 3.0% (effective
the pay period that begins on December 25, 2021). After these salary increases are implement
ed on their respective effective date (January 25, 2020, December 26, 2020 and Decemb
er 25, 2021), the top of the salary range for each position is as identified in Exhibit “A,” attached h
ereto and incorporated herein by reference.
3.23.1 Members
will receive a one-time lump sum payment of $ 2653,500.00, to be issued on their paycheck
dated January 3127, 20203.
3.33.2 S
urvey Cities. It is the desire of the City to have a competitive compensation plan to maintain salaries and
benefits at a level that attracts and retains quality employees. The Parties agree that surveys of the salaries and benefits of employees performing comparable work for comparable agencies provide information useful in ensuring that the City continues to meet this goal.
Historically, the survey universe included the following cities: Brentwood, Concord, Fairfield, Hayward
, Livermore-Pleasanton, NewarkMartinez, Napa County, Petaluma, Pleasanton, Richmond, Santa
Rosa, Vacaville, and Vallejo , and in the event both Livermore and Pleasanton did not have ATTACHMENT 1
the classi
fication to be surveyed, the jurisdiction that had the comparable classification was the one
surveyed. The listed survey cities may also be used for preparing recommendations on setting salaries
for AMP reclassifications or the creation of new AMP classifications. Benchmark classifications and internal relationships are noted in Exhibit B. The historical benchmarks (Exhibit B) and any surveys performed by the Parties will be informational only.
3.43.3 Employment transactions which effect a Member’s pay or retirement contributions (such as merit in
creases, promotions, transfers, reclassifications, starting and ending specialty pays, and acting assignments) shall be effective the beginning of the pay period in which the transaction occurs.
3.4 Compensation Survey. The parties agree that surveys of wages and benefits of employees perfor
ming comparable work for comparable agencies provide information useful in evaluating whether salaries and benefits are at a level that attracts and retains quality employees. The City agrees
to conduct an external compensation study, which includes retiree medical, using benchmar
k classifications. The parties will meet on or before March 1, 2022 to determine benchmar
k classifications to be surveyed along with the process and methodology for gathering data
for the survey classifications. A report will be issued no later than September 1, 2022. The surve
y results will be informational only. The City conducted a survey in 2022, and based upon the results
of that survey, recommends salary equity adjustments, as identified in Exhibit B, and are effective
the pay period beginning December 24, 2022. These adjustments align the benchmark classificati
on to within 5% of the market median, after the 5.0% salary increase in section 3.1 is appl
ied. Additionally, the classifications tied to that benchmark are adjusted accordingly.
3.5 The pa
rties agree that, within twelve (12) months of City Council adoption of the MOU, the parties will meet to
confer over the issue of benchmark Compensation Survey with the goal of addressing any
inaccuracies or deficiencies in the 2019 survey. Any changes to compensation will be by mutual agree
ment only.
3.5 The pa
rties agree to meet and discuss in good faith potential changes to the engineering series classificati
ons and salaries. The parties agree that if no resolution to these discussions is reached by Ju
ne 30, 2023, theall obligations under this section shall cease, unless extended by mutual agree
ment prior to this date.
Section
4. Health and Welfare
4. 1 During the term of this MOU, the City will continue to offer the Kaiser HMO, Deductible HMO and Hi
gh Deductible Health Plan and Western Health Advantage HMO and High Deductible Health Plan me
dical plans.
For Members enrolled in a City medical plan, the City will contribute either eighty-five percent (85%) ATTACHMENT 1
of
the Kaiser HMO monthly premium, or the following amounts, whichever is greater, based on the Member’s enrollment status:
Employee only $ 675.00
Employee plus one $1,350.00
Family $1,795.00
For employees participating in an optional health care plan that includes a Health Savings Account (H
SA), any premium savings between the above described City contribution and the premium for th
e selected HSA compliant plan will be contributed into the employees’ HSA account. This em
ployer HSA contribution will be based on the member’s enrollment status (i.e. employee only, em
ployee plus one, family).
4. 2 The City will contribute the following amounts for dental benefits:
Employee only $ 53.00
Employee plus one $ 90.00
Family $138.00
In the event, the City participates in an optional health care plan that includes a Health Saving Account (H
SA), premium savings between the City Kaiser HMO contribution and the optional HSA compliant pl
an, will be contributed into the employee HSA account.
Th
e City will continue to provide the plan known as "Delta Care" as an alternative dental plan. In the event that there are rate increases during the term of this MOU, Members will contribute through payroll deduction the amount of the premium, if any, which exceeds the City's contributions.
Section 5. Tuition Reimbursement
Me
mbers shall be eligible for tuition reimbursement as provided in Policy Resolution 26. The maximum reimbursement that may be received by a Member in one fiscal year shall be $ 1,2,000.
Pa
yment will be made in the fiscal year that the course is completed.
Section 7. Safety Shoe Allowance
The Cit
y will provide an annual allowance of one hundred ninety dollarstwo hundred and ten dollars ($190
210) for purchase of safety footwear to members identified by the City’s Safety Program Manager
. The allowance will be provided annually in March through a voucher system. Newly hired Members will receive a pro-rated amount based on hire date (for example, an employee hired on ATTACHMENT 1
Septe
mber 1 would receive 50% of the allowance ($95).
Section 11. Vacation
Vacation
shall be accrued as follows:
Ye
ars of
Se
rvice
Ac
crual Hours/Year
0-4 12
0.00 5-9 1387.
14 10-12 1554.
28 13-16 1721.
43 17-19 1898.
57 20
+ 2065.
71 Ac
crual hours will be proportionally applied for work schedules other than forty (40) hours a week.
Effective April 2, 2022, City may utilize the Recruitment and Hiring Incentives Program for vacation ac
crual credit, at the sole discretion of the City, as implemented by the City Manager, as a hiring in
centive when needed to attract candidates for hard to fill positions. This incentive will be offered in ac
cordance with the approved Program, at the time of hire. Qualifying candidates’ previous years of ex
perience as defined in the approved Program will be incorporated into the chart in section 11 for va
cation accrual as if those years were in service with the City of Napa.
11 .1 Vacation Accrual Cap
a. The maximum annual carry-over of accrued vacation will be two hundred eighty (280)three hu
ndred and twenty (320) hours (as of the last day of the pay period containing December 31 of
each year).
i. Bargaining unit employees may accrue more than two hundred eighty (280)three hu
ndred and twenty (320) hours of vacation during the calendar year, but vacation hours in
excess of 280 320 (“excess hours”) are not vested and may not be carried over into su
bsequent years.
ii. During the month of December, bargaining unit members will have the opportunity to donate any excess hours to the City’s catastrophic leave bank.
ATTACHMENT 1
ii
i. Except as provided in 11.1(b), below, all bargaining unit members with excess hours as of the last day of the pay period containing December 31 will have their accruals adjusted to 280 320 hours.
b. T
he City Manager may approve an additional forty (40) hours of carryover accrued vacation hours for special purposes.
Section 13. Bereavement Leave
In
the event of a death in the immediate family of a Member, the Member shall, upon request, be granted such time off with pay as is necessary to make arrangements for the funeral and attend same, not to exceed three five (35) regularly scheduled work days per occurrence. Such bereav
ement leave shall not be deducted from any accrued leaves including vacation, management leave, and/or sick leave. The member may use five (5) days of sick leave in addition to bereavement leave, consistent with the time limitations for sick leave in the event of the death of an immediate family member.
Section 15. Deferred Compensation
15 .1 A 457 Deferred Compensation Plan is available to all Members of AMP. The City of Napa will also make available a 401(a) Plan for AMP Members.
15.2 The City shall contribute one hundred dollars ($100.00) per month for each Member to a City- pr
ovided 401(a) Plan. Contributions to a 457 Deferred Compensation Plan are made voluntarily by the Member. Effective the first pay period of each January, the City will make a lump sum payment of $144 to the 401(a) deferred compensation account of each AMP bargaining unit member.
15.215.3 Effective the pay period beginning December 23, 2023, the City shall contribute one hundred an
d forty-two dollars ($142.00) per month for each Member to a City-provided 401(a) Plan.
Co
ntributions to a 457 Deferred Compensation Plan are made voluntarily by the member.
Working hours - Section 16.3
16 .1 The City agrees to consider implementingoffers modified work schedules (i.e., 4-10, 9-80) at the re
quest of Member(s) or at the initiative of the City. Requests made by Members shall not be binding up
on other Members. Flexible or modified work schedules may be piloted on a trial-basis to de
termine workplace impacts, and then implemented as a regular schedule, upon approval of the De
partment Director. Modified work schedules are subject to the approval of the Department Di
rector and the City Manager, with the needs of the City, service to the public and the needs of the Me
mber(s) being consideredModified work schedules are described and administered in accordance ATTACHMENT 1
wi
th City Administrative Regulation 3.06.001- Alternate Workweek Program.
16.4 The pa
rties agree to meet and discuss in good faith potential changes to allow AMP members to receive
Overtime pay during a declared emergency. The parties agree that if no resolution to these discu
ssions is reached by March 31, 2023, theall obligations under this section shall cease, unless extended
by mutual agreement prior to this date.
Section
20. Holidays
20 .1 The recognized holidays for all Members shall be:
Martin Luther King's Birthday
Presidents Day
Veterans Day
Indigenous Peoples Day (previously
Co
lumbus Day)
La
bor Day
New Year's Day
Memorial Day
Independence Day
Cesar Chavez
Th
anksgiving Day
Floating Holiday
Da
y After Thanksgiving
Christmas Eve Day
Christmas Day
Employee's Birthday
2 Floating Holidays (one in honor of Juneteenth
an
d one in honor of employee’s birthday)
and observed with the following provisions:
(1) When a holiday falls on Sunday, the following Monday shall be observed.
(2) When a holiday falls on Saturday, the preceding Friday shall be observed.
(3) When a Member's regular day off falls on the regular day granted as a holiday, another day between the holiday and the end of the year shall be granted on an individual basis.
Department Directors shall have the authority to schedule such "floating" days according to the needs of the service and the wishes of the Member in that order.
(4) The Member Birthday Holidaytwo floating holidays may be taken at a time mutually ag
reeable between the Member and the Member's Department Director at any time during the calendar year . consistent with the provisions for a floating holiday noted below in Se
ction 20.1(5).
ATTACHMENT 1
(5
) In lieu of the Admission Day Holiday, Members will be entitled to a Floating Holiday, sc
heduled by mutual agreement between the Member and the Department Director. The Fl
oating Holiday must be used as a day off with pay, and Members will not be granted a day's pay in lieu of time off. Floating Holidays may not be carried over into a succeeding calendar year.
(6) A holiday is defined as eight hours. Members on an alternative work schedule whose regular scheduled working hours on the date of a holiday exceed eight hours; will take eligible paid leave for the remainder of their shift.
NEW SECTION Commercial License Pay
Californi
a Class A or B Driver’s License. An employee who possesses a valid Class A or Class B driver’s license
and who is in a classification which is periodically assigned to drive vehicles requiring a Class A or Class
B license, but which does not require a Class A or B license as part of its minimum qualifications, will be pa
id a premium of $18.27 per pay period ($475/year) for the possession and use of the license.
Members
shall be enrolled in the City’s DOT Drug and Alcohol Testing Program to be eligible to drive commer
cial vehicles requiring a California Class A license or Class B license.
NEW SE
CTION Service Recognition Program
Effective th
e first full pay period in February 2023 following Council adoption of the MOU, every barg
aining unit member that has reached one of the below service milestones will be given a one-time lump sum
payment in recognition of their service. Then each year thereafter, in the first full pay period followin
g December 31st, the
City will credit bargaining unit members who have reached a milestone identif
ied below in that year with a one-time lump sum payment in recognition of service milestones with the City
of Napa, as follows:
$600
for employees who have completed 10 years of service in the twelve months prior, $1,20
0 for employees who have completed 15 years of service in the twelve months prior, $1,80
0 for employees who have completed 20 years of service in the twelve months prior, and $2,40
0 for employees who have completed 25 years of service in the twelve months prior.
ATTACHMENT 1