City of Oakland/IFPTE Local 21 2022
Total Tentative Agreement
Below are the terms of a total tentative agreement on a successor contract between the City of Oakland and IFPTE Local 21 as agreed upon during the parties’ bargaining session on July 12, 2022
1. Term of Agreement
• July 1, 2022 to June 30, 2025
2. Salary Increase [MOU Sec. 5.1]
City 7/12/22 Response to UP #7 – Salary increases totaling 14.00%, implemented as set forth below
• First full pay period following later of July 1, 2022 or Council adoption: 5.0% • First full pay period following July 1, 2023: 2.5%
• First full pay period following January 1, 2024: 2.5% • First full pay period following July 1, 2024: 2.0%
• First full pay period following March 1, 2025: 2.0%
3. Management Leave [MOU Sec. 9.13]
• City Response to UP #5 (7/12/22)
4. Dental Insurance [MOU Sec. 8.6]
• City Response to UP #10 (6/20/22)
Tentative Agreements
The City and Union agree to include all tentative agreements reached by the parties as of July 11, 2022.
• Equity Adjustments: Union Response to City Counter to UP#2 (7/12/22) • UM2/UM1: Union Response to City Proposal # 19 (7/12/22) • Pandemic Service Stipend (City proposal as presented on 7/6/22) • FMLA/CFRA, Pregnancy Disability, Paid Family Leave For Baby Bonding, and Unpaid Family Leave (UFL) [MOU Sec. 9.8]: City agrees to UP #9 as presented on 6/29/22
• Union Response to City Proposal # 15 (Certification of Eli gibles to Fill Vacancies) (6/27/22)
• Union Response to City Proposal # 16 (Certification of Eligibles to Fill Vacancies) (6/27/22)
• Telecommute Policy [MOU Sec. 13.9]: City Response to UP #3 (6/30/22) • City Response to UP #4 (COVID Health & Safety) (6/27/22) • City Response to UP #8 (Planner Parity) (6/24/22)
City of Oakland/IFPTE Local 21 2022
Total Tentative Agreement
• City #8 – Holidays (Sec. 11.1) (6/20/22)
• City # 2 – Salary Steps (Sec. 5.4.3.)
• City # 13 – Announcement of Examination (Sec. 14.4.1) • City #14 – Management Employees (Sec. 14.7.4)
• City #20 – Pronoun Updates (Multiple articles)
• City #21 – Side letter on Uniform Allowance and Holiday RDOs (Secs. 5.7.3 and 11/1/15)
• City # X – Transit Pass (Sec. 5.8)
• Union # 6 – Bilingual Pay (Sec. 5.6.5)
The City and the Union both agree to withdraw all other proposals and counter-proposals not previously tentatively agreed to or specifically addressed in this settlement offer.
For IFPTE Local 21 For the City of Oakland
___________________________________________
Jesse Kadjo
___________________________________________
Burke Dunphy
___________________________________________
Julian Ware
___________________________________________
Mark Love
___________________________________________
Jennifer Foster
___________________________________________
Cheryl Dunaway
___________________________________________
Julia Heath
___________________________________________
Michele Morris
___________________________________________
Jack Steverson
___________________________________________
Tony Daquipa
Amlan Jesse Kadjo (Jul 13, 2022 11:37 PDT)
Amlan Jesse Kadjo
Jul 13, 2022
Cheryl Dunaway (Jul 13, 2022 11:49 PDT)
Cheryl Dunaway
Jul 13, 2022
Burke A Dunphy (Jul 13, 2022 11:49 PDT)
Burke A Dunphy
Jul 13, 2022
Jul 13, 2022
Jul 13, 2022
Jack Steverson, Jr (Jul 13, 2022 13:03 PDT)
Jack Steverson, Jr
Jul 13, 2022
Mark Love (Jul 13, 2022 13:38 PDT)
Mark Love
Jul 13, 2022
Tony Daquipa (Jul 13, 2022 14:02 PDT)
Tony Daquipa
Jul 13, 2022
Jennifer Foster (Jul 13, 2022 15:03 PDT)
Jennifer Foster
Jul 13, 2022
Julia Heath (Jul 13, 2022 18:44 PDT)
Jul 13, 2022
City of Oakland/IFPTE Local 21 2022
Total Tentative Agreement
___________________________________________
Teresa Peterson
___________________________________________
Jessie Wang
___________________________________________
Cody Meshberger
___________________________________________
Calvin Hao
___________________________________________
Shahla Azimi
___________________________________________
Sarah Fine
___________________________________________
Rachel Brown
___________________________________________
Danita Lee
___________________________________________
Nicole Welch
___________________________________________
Michael Branson
___________________________________________
Selia Warren
___________________________________________
Jordan Flanders
___________________________________________
Kent Qian
Jul 13, 2022
Jordan Flanders (Jul 13, 2022 11:32 PDT)
Jordan Flanders
Jul 13, 2022
Jul 13, 2022
Jul 13, 2022
Danita Lee (Jul 13, 2022 11:46 PDT)
Jul 13, 2022
Kent Qian (Jul 13, 2022 11:51 PDT)
Kent Qian
Jul 13, 2022
Jul 13, 2022
Jul 13, 2022
Shahla Azimi (Jul 13, 2022 12:00 PDT)
Shahla Azimi
Jul 13, 2022
Selia Warren (Jul 13, 2022 12:11 PDT)
Jul 13, 2022
Jul 13, 2022
Jul 13, 2022
Rachel Brown (Jul 13, 2022 16:55 PDT)
Jul 13, 2022
City of Oakland/IFPTE Local 21 2022
City of Oakland to IFPTE, Local 21
City Proposal Counter Proposal to Union Proposal #7
Distributed on July 12, 2022
5.1 Salary Schedule
Wages for represented employees covered by this Agreement shall be increased as follows, effective:
First full pay period after Union ratifi cation and City Council approval of this Agreement on its regular agenda in accordance with the Brown Act but no sooner than the first full pay period after July 1, 2022: 5%
First full pay period following July 1, 2019: 1%
[To be eligible, a unit member must be a current employee in active status upon City Council adoption of the 2019 – 2020successor MOU.]
First full pay period following November 1, 2019: 1%July 1, 2023: 2.5% [To be eligible, a unit member must be a current employee in active status upon City Council adoption of the 2019 – 2020 MOU July 1, 2023.]
First full pay period following January 1, 2020: 1% January 1, 2024: 2.5 % [To be eligible, a unit member must be a current employee in active status on January 1, 20202024.]
First full pay period following July 1, 2020: 1%July 1, 2024: 2% [To be eligible, a unit member must be a current employee in active status on July 1, 20202024.]
First full pay period following January 1, 2021: 1 %March 1, 2025: 2% [To be eligible, a unit member must be a current employee in active status on March 1, 2021 2025.]
City of Oakland/IFPTE Local 21 2022
City of Oakland to IFPTE, Local 21
City Counter Proposal (CCP) to Union Proposal # 05
Distributed on July 12, 2022
Management/Professional Leave
Interest: City Intends to address mana gement/professional leave sell back terms and the Union’s Proposal on Management Leave. The following proposal adds the constructive receipt terms to this type of leave.
9.13 Management/Professional Leave (Units TM1, TM2, U41, UM1 And UM2) Represented employees in Units TM1, TM2, U41, UM1 and UM2 shall be awarded five (5) days of Management Leave or Professional Leave July 1st of each year. These days shall not be prorated based on start date; as long as a represented employee in Units TM1 and U41 is employed in one of these units as of June 30, the last day of the fiscal year prior to the award, that employee shall receive all five days.
Additionally, represented employees in Units TM1, TM2, U41, UM1 and UM2 who work irregular work hours or who demonstrate superior performance during the eligibility period of July 1 through June 30 of each fiscal year may also be awarded an additional zero (0) to five (5) days of management l eave or professional leave. Su ch leave shall be awarded at the recommendation of the department/agency h ead and with final approval of the City Administrator. For employees in Units TM1 and U41, such leave shall be awarded at the sole discretion of the City Attorney.
Represented employees may take accrued Management Leave/Professional Leave with the prior scheduling approval of the department head or his/her designee.
Up to ten (10) days of Management Leave/ Professional Leave may be cashed out each fiscal year at the discretion of the represented employee. Management Leave/Professional Leave not used or cashed out will be carried forward to the next fiscal year. The maximum amount of Management Leave/Professional Leave that may be carried forward is ten (10) days.
Represented employees who separate from C ity employment shall be paid any unused management leave/professional leave, upon separation.
For the purpose of this section, a day shall be defined as the number of hours in the represented employee’s regularly scheduled work day.
City of Oakland/IFPTE Local 21 2022
City of Oakland to IFPTE, Local 21
City Counter Proposal (CCP) to Union Proposal # 05
Distributed on July 12, 2022
These provisions shall also apply to “special leave” for represented employees in the Offices of the Mayor and the City Council, as provided for in Article 17.
9.X Management/Professional Leave Sell Back and Carryover (Units TM1, TM2, U41, UM1 And UM2)
a) Up to ten (10) days of Management L eave/Professional Leave may be cashed out sold back each fiscal calendar year at the discretion of the represented employee.
Management Leave/Professional Leave not used or cashed out sold back will be carried forward to the next fiscal year. The maximum amount of Management Leave/Professional Leave that may be carried forward is ten (10) days.
b) Unit members who wish to sell back Man agement leave must file an irrevocable election identifying the number of Manageme nt Leave days they will sell back in December of the tax year preced ing the sell back. The elec tion will apply only to Management Leave days accrued in the following tax year.
c) Employees who do not pre-designate a sell back amount by the annual deadline will be deemed to have waived the right to sell back any Management Leave in the following tax year and will not be eligible to sell back Management Leave in that year.
d) In the event of financial ha rdship, an employee may, at any time, sell back unused Management Leave, even if they have no t filed a timely irrevocable election.
Financial hardship will be determined in accordance with nondiscriminatory and objective standards, and is defined as a situation where (1) the sellback is needed to address an immediate and heavy financial need, and (2) the sellback is limited to the amount necessary to satisfy that financial need. Financial hardship includes, but is not limited to: medical or other expenses related to the illness, injury or death of the employee or the employee’s immediate family; loss of the employee’s property due to casualty, or repair expenses for damage to the employee’s principal residence; or payments necessary to prevent eviction of the employee from the employee’s principal residence or foreclosure of the mo rtgage of that residence. The sell-back shall be limited to the amount necessary to meet the financial hardship, including any amounts necessary to pay federal, st ate, or local income taxes reasonably anticipated to result from the sell-back. However, the total amount of Management Leave sold back (including both pre-el ection and hardship withdrawal) shall not exceed ten (days) per year.
To sell back unused Management Leave in the event of fina ncial hardship, the employee must provide a signed affidavit de scribing the type of hardship and the City of Oakland/IFPTE Local 21 2022
City of Oakland to IFPTE, Local 21
City Counter Proposal (CCP) to Union Proposal # 05
Distributed on July 12, 2022
amount of the requested sell-back. The employee shall not be required to produce financial or other private information to support the affidavit. The City shall develop a form which shall be used and which will contain the following statement: “I declare under penalty of perjury of the laws of the state of California that the foregoing is true and correct and that the amount of Ma nagement Leave I am requesting to sell- back is limited to the amount necessary to meet the financial hardship, including any amounts necessary to pay federal, state, or local income taxes reasonably anticipated to result from the sell-back. By signing below, I accept full liability for all tax or other financial consequences in the event that a taxing authority la ter finds any of the information provided in this affidavit to be inaccurate.”
City of Oakland/IFPTE Local 21 2022
City of Oakland to IFPTE, Local 21
City Counter Proposal (CCP) to Union Proposal # 10
Distributed on June 20, 2022
Article 8: Insurance Programs
Interest: City Intends to address th e Union’s Proposal on Dental Insurance
8.6 Dental
The City agrees to contribute an amount equal to one hundred percent (100%) of the cost of employee and dependent coverage in the City dental plans, which include orthodontia, implants and a preferred provider option. For the purpose of this provision, dependents shall include domestic partners of represented employees who have filed a Declaration of Domestic Partnership in accordance with established City policy. The City shall meet and confer regarding any reduction in benefits to the extent it is within the mandatory scope of bargaining required by state law.
Effective July 1, 2022 January 1, 2023 , the City shall provide at least one dental plan with annual coverage of no less than $2,000 and with rollover of the unused amount to the next year.
2022 Successor Negotiations
IFPTE Local 21 Proposal to City of Oakland
UP 2: 04-01-2022
CCP to UP 2: 6-24-2022
UP2-2: 6-27-2022
CCP to UP 2-2: 6-27-2022
UP 3: 6-29-2022
CCP to UP 2-3: 7-11-2022
UP 4: 7-12-22
Union Proposal 2-4
5.2 Special Market Equities
Classification Wage Increase first full pay period
after October 1, 2022
Assistant Engineer I (Field) 7.5%
Assistant Engineer I (Office) 7.5%
Assistant Engineer II (Field) 7.5%
Assistant Engineer II (Office) 7.5%
Civil Engineer (Field) 7.5%
Civil Engineer (Office) 7.5%
Supervising Civil Engineer (Field) 5%
Supervising Civil Engineer (Office) 5%
Principal Civil Engineer 5%
Assistant Transportation Engineer 7.5%
Transportation Engineer 7.5%
Supervising Transportation Engineer 5%
Fire Protection Engineer 7.5%
Criminalist I 2.5%
2022 Successor Negotiations
IFPTE Local 21 Proposal to City of Oakland
UP 2: 04-01-2022
CCP to UP 2: 6-24-2022
UP2-2: 6-27-2022
CCP to UP 2-2: 6-27-2022
UP 3: 6-29-2022
CCP to UP 2-3: 7-11-2022
UP 4: 7-12-22
Union Proposal 2-4
Criminalist II 2.5%
Senior Center Directors 5%
Human Resource Analyst 7.5%
Human Resource Analyst (CONF) 7.5%
Assistant Human Resource Analyst 7.5%
Chief of Party 5%
City of Oakland/IFPTE Local 21 2022
City of Oakland to IFPTE, Local 21
City Proposal (CP‐1) # 19, Amended
Distributed on July 11, 2022
Appendix TBD: Move Classifications From UM2 To UM1
Interest: City’s interest is to bett er align representation units by moving classifications in the UM2 rep unit to UM1 that are in a pay grade 22 ($185,039/year).
The parties agree to move the following classifications in the UM2 bargaining group to UM1 that are in paygrade 22: Project Manager II, Rent Adjustment Program Manager, Technology Program Manager, and Oracle Operations Manager. The parties shall jointly initiate those steps that may be necessary to implement this change, including any action before the City Council and the Civil Service Board within 60 days of ratification of this agreement. Represented employees in the above classifications that were hired before July 1, 2022, will maintain their civil service status, including property rights, that they had while in the UM2 representation unit for the duration of their employment in the above classifications.
The City and the Union agree to commence a meet and confer process by December 31, 2022 on the subject of moving the following classifications in the UM2 bargaining group to UM1 that are in paygrade 22: Project Mana ger II, Rent Adjustment Program Manager, Technology Program Manager and Oracle Operations Ma nager. This meet and confer process is subject to the City’s Employee Relations Rules and provisions of the Meyers -Milias-Brown Act (MMBA) concerning any proposed changes, including impasse.
City of Oakland/IFPTE Local 21 2022
City of Oakland to IFPTE, Local 21
City Proposal
Distributed on July 6, 2022
ARTICLE 10: VACATION LEAVE
10.1 Entitlement
A represented employee shall accrue vaca tion leave, from the date of the represented employee’s regular appointment by the City, on a biweekly basis at the rates enumerated below. For the pur pose of determining the amount of vacation entitlement, an employment year is defined as the period of one (1) year from the anniversary date of such appoint ment by the City. Vacation rate increases will become effective at the beginning of the pay period that includes the represented employee’s anniversary date. Vacation entitlement rates are as follows:
Date of hire to 4 years: Ten (10) days per year
4th anniversary to 13 years: Fifteen (15) days per year 13th anniversary to 16 years: Eighteen (18) days per year 16th anniversary to 20 years: Nineteen (19) days per year 20th anniversary to 26 years: Twenty (20) days per year 26th anniversary to 30 years: Twenty-five (25) days per year 30th anniversary: Thirty (30) days per year
10.1.1 Extra Vacation Days
A represented employee shall be granted an Extra Vacation Day on the fourth (4th), ninth (9th), fourteenth (14th), nineteenth (19th), twenty-fourth (24th), and twenty-ninth (29th) anniversary date of her/his regular appointment by the City and every fifth (5th) anniversary date thereafter.
10.1.2 Additional Vacation Accrual
Instances where a new employee has had re levant years of service with a prior public sector employer, t he City Administrator may aut horize that new employee to accrue vacation at a higher rate other than the initial rate but not to exceed fifteen (15) days per year.
10.1.3 Pandemic Service Stipend
Effective first full pay period following City Council adoption, each full-time bargaining unit member will receive a o ne-time benefit of five (5) days (1 workweek) of Extra Vacation Leave.
Part Time employees in paid status on adoption will receive vacation time pro- rated based on their schedule.
City of Oakland/IFPTE Local 21 2022
City of Oakland to IFPTE, Local 21
City Proposal
Distributed on July 6, 2022
This provision will expire on June 30, 2025.
IFPTE LOCAL 21
2022 Successor NegotiationsIFPTE Local 21 Proposal to City of OaklandUP 9: 05-16-22CCP 1 to UP 9: 6-20-22UP 9-2: 6-27-22City maintained 6-20-22 proposal in 6-27-22 Package ResponseUP 9-3: 6-29-22 Union Proposal 9-3
9.8 FMLA/CFRA, Pregnancy Disability, Paid Family LeaveFor BabyBonding, And Unpaid Family Leave (UFL) Represented employees are eligible for protected leave under theCalifornia Family Rights Act (“CFRA”), the Federal Family and MedicalLeave Act (“FMLA”), and the California Pregnancy Disability Leave Act(“PDLA”). The provisions of this Agreement and City policies shall beapplied consistent with applicable state and federal law and inaccordance with Administrative Instruction 567 as it may be amendedfrom time to time.
Local 21 members are not eligible for California’s Paid Family Leave(PFL), a State Disability Insurance (SDI) benefit because Local 21 hasopted out of SDI.
Unpaid Family Leave (UFL)It is the intent of this section to provide Local 21 members with up to sixweeks of unpaid family leave (UFL) to care for a seriously ill child,parent, parent-in-law, grandparent, grandchild, sibling, spouse, orregistered domestic partner under the same terms as California’s PFL,as administered by SDI. To receive UFL, a unit member must be eligiblefor leave under California’s Family Rights Act and/or the Family MedicalLeave Act.
Paid Family Leave For Baby Bonding
The City agrees to provide eligible employees up tosixeightweeks ofpaid leave in a twelve (12) month period at the rate of sixty percent(60%) of his/her base wage rate or$1,173.00$1540.00per weekwhichever is lower, less applicable withholdings, for “baby bonding.” Thispartial wage continuation shall be referred to as “Paid Family Leave forBaby Bonding.” The term “Baby Bonding” is defined in accordance withthe California Family Rights Act (“CFRA”) and shall mean bonding with a
IFPTE LOCAL 21
2022 Successor NegotiationsIFPTE Local 21 Proposal to City of OaklandUP 9: 05-16-22CCP 1 to UP 9: 6-20-22UP 9-2: 6-27-22City maintained 6-20-22 proposal in 6-27-22 Package ResponseUP 9-3: 6-29-22 Union Proposal 9-3newborn, adopted child, or child placed for foster care in the first year ofhis/her life or placement. To be eligible for thissix-weekeight-weekpartial wage continuation and protected leave, employees must beeligible for leave under the California Family Rights Act. Employees needto submit all requests for Paid Family Leave for Baby Bonding to the RiskManagement Division of Human Resource Management and may berequired to provide medical documentation supporting the claim.
An employee may use accrued leave balances to bring them up to 100%of their base wage rate or salary while on UFL and Paid Family Leave forBaby Bonding concurrently with leaves taken under those Acts.
The previous paragraphs are not subject to the grievance procedure.This language shall not be construed as a waiver of any right to meetand confer over the changes in Administrative Instruction 567, if suchchanges are within the mandatory scope of bargaining.
IFPTE LOCAL 21
2022 Successor NegotiationsIFPTE Local 21 Proposal to City of OaklandCP 15: 6/20/22UCP1 to CP 15: 6/27/22 UCP 1 to CP 15
14.7.2Certification Of Eligible To Fill VacanciesWhenevera promotionalorrestrictedpositioninthecompetitiveClassifiedCivilServiceis to be filled,forwhichnoreinstatementlistexists,theappointingauthorityshallreceivea listof thetopfour(4)ranks.Inthecaseofmultiplevacancies,theappointingauthorityshallreceivea listofthetopfour(4)ranks,plustwo(2)ranksforeachadditionalvacancytobefilled;provided,however,thatalessernumbermaybecertifiedwhenthereisnottherequirednumberonthe eligible list.Individualsonthepromotionalor restrictedeligiblelistshallbecertifiedandconsideredforappointmentbeforeindividualsontheoriginalentranceeligiblelist(s).ForclassificationsintheUM2bargainingunit,allnamesappearingontheeligiblelistshallbecertifiedforhiringwithoutregardtorankingontheeligible list.
Thepartiesagreethattimelyappointmentsareimportanttoattractandretainhighlyqualifiedrepresentedemployees.TheCitymayrequestthatupto ten(10)ranksforthefirstvacancyandfour(4)ranksforeachadditionalvacancybecertifiedtoa departmentwithUnionapprovalfordifficult-to-recruit classifications or for other operational needs.
IFPTE LOCAL 21
2022 Successor NegotiationsIFPTE Local 21 Proposal to City of OaklandCP 16: 6/20/22UCP 1 to CP 16: 6/27/22 UCP 1 to CP 1614.4.2Certification Of Eligibles To Fill VacanciesWhenevera positionin theclassifiedCivilServiceistobefilled,forwhichnoreinstatementlistexists,theappointingauthorityshallreceivea listoffour(4)ranks.Inthecaseofmultiplevacancies,theappointingauthorityshallreceivealistoffour(4)ranks,plustwo(2)ranksnamesforeachadditionalvacancytobefilled;provided,however, thatalessernumbermaybecertifiedwhenthereisnotthe required number on the eligible list.ForclassificationsintheUM2bargainingunit,allnamesappearingontheeligiblelist shall be certified for hiring without regard to ranking on the eligible list.Thepartiesagreethattimelyappointmentsareimportanttoattractandretainhighlyqualifiedrepresentedemployees.TheCitymayrequestthatuptoten(10)ranksforthefirstvacancyandfour(4)ranksforeachadditionalvacancybecertifiedtoadepartmentwithUnionapprovalfordifficult-to-recruitclassificationsor for other operational needs.
City of Oakland/IFPTE Local 21 2022
City of Oakland to IFPTE, Local 21
City Proposal Counter Proposal to Union Proposal #3
Distributed on June 30, 2022
Letter of Understanding between International Federation of Professional & Technical Engineers Local 21 (“Local 21”) and the City of Oakland (“Oakland”)
This represents an agreement between Local 21 and the City of Oakland related to telecommuting. The City has an Administrative Instruction 594 Employee Telecommute Program Policy (“AI 594”). The parties intend to modify AI 594 in the following ways understanding it applies Citywide and the City will need to address the matter with other labor groups in the City. Pending formal amendment of AI 594, the provisions of this LOU will apply to Local 21 represented classifications. This LOU is intended to supplement AI 594.
1. A supervisor or Department will have up to thirty (30) working calendar days from receipt of a complete telecommute application to respond to said request. Supervisors may request an extension of this timeframe.
2. If a supervisor or Department does not respond within thirty (30) working days of receipt of a complete telecommute application or the represented employee believes the request was denied for arbitrary or capricious reasons, the request may be elevated to the Department Head or designee for review. An employee may apply to participate in the Telecommuting Program.
Departments shall approve or deny the telecommuting request within thirty (30) calendar days of the employee’s application. Denial of telecommuting requires a written justification of how the employee’s request does not meet with the policy guidelines. If the telecommuting request is not responded to by the department within thirty (30) calendar days, the request shall be forwarded to the City Administrator Human Resources Director or designee within the City Administrator’s Office for consideration. In the event of a dispute regarding requests for telecommuting, the Department Director (or designee), impacted employee, and Union shall meet with the City Administrator Human Resources Director or designee within the City’s Administrator’s Office within thirty (30) calendar days from the day the telecommuting request was forwarded to City Administrator’s Office Human Resources Director to attempt to reach an agreement. Telecommuting arrangements will not be denied or ended for an arbitrary or capricious reason. The decision of the Department Head Human Resources Director or designee is final.
3. Employees may not remotely perform their City job from outside of the State of California. Working remotely from out‐of‐state creates tax and other potential liabilities and operational impacts, including limiting the ability of an employee to timely respond to a requirement to report for on‐site work. There may be limited circumstances where an employee may receive approval to work remotely from out‐of‐ state for a brief, defined period of time; however, such remote out‐of‐state telecommuting requires approval by both the employee’s Department Head or designee and the City’s Human Resources City of Oakland/IFPTE Local 21 2022
City of Oakland to IFPTE, Local 21
City Proposal Counter Proposal to Union Proposal #3
Distributed on June 30, 2022
Director or designee, and the request must be supported by compelling business reasons, an explanation of limited family health circumstances, or other critical need. Any employee currently working remotely from out‐of‐state must return to performing all remote work from within the State of California within ninety (90) days of ratification and adoption of this agreement.
This LOU becomes effective following Council adoption of the successor Memorandum of Understanding. The provisions of this LOU is not subject to the grievance procedure of the MOU. This LOU shall expire with the adoption of the above changes into the AI 594 or June 30, 2025 whichever occurs first.
City of Oakland/IFPTE Local 21 2022
City of Oakland to IFPTE, Local 21
City Counter Proposal (CCP) 3 to Union Proposal (UP) # 4‐3 Distributed on June 27, 2022
Interest: City Intends to address Union Proposal #4-2 in a Letter of Understanding between the Parties.
Local 21 language in green font.
City language in red font.
Letter of Understanding (“LOU”) between the City of Oakland and IFPTE Local 21
The City of Oakland (“City”) and the Intern ational Federation of Pr ofessional & Technical Engineers Local 21 (“Local 21”) (collectively th e “Parties”) recognize the ongoing nature of the COVID-19 pandemic. The Partie s agree to the following pr ovisions regarding COVID-19 exposure notification and employees that are experiencing COVID-19 exposure or symptoms.
COVID-19 Notification
Represented employees will be notified of an exposure to COVID-19 if the exposure has occurred within their department and/or work location floor they are deemed a “close contact” as defined by Cal/OSHA (being within six feet of a COVID-19 case for a cumulative total of 15 minutes or greater in any 24-hour period). If the standard for exposure notification changes or if a different standard applies the City will follow the applicable regulation or order.
COVID-19 and Other Illness Exposure and/or Symptoms
Represented employees who have been notified of an exposure to COVID-19 shall have the option to telecommute upon supervisor approval.
Employees who contact supervisors from home advising that they are experiencing COVID-19-like symptoms, or other illness shall have the option to telecommute, upon supervisor approval.
Represented employees may request to telecommute because of a COVID-19 exposure or if they are experiencing COVID-19-like symp toms but are still able to work. This telecommuting option is subject to approval by the Department Head approval or designee and shall not exceed 10 working days for every instance. Any employee telecommuting arrangement is subject to Administrative Instruction 594. Members may be able to donate sick leave under Administra tive Instruction 537 fo r any employee in a position not eligible for telecommuting for COVID and COVID related illnesses.
City of Oakland/IFPTE Local 21 2022
City of Oakland to IFPTE, Local 21
City Counter Proposal (CCP) 3 to Union Proposal (UP) # 4‐3 Distributed on June 27, 2022
This LOU will expire on June 30, 2025 or when the Cal/OSHA COVID-19 Prevention Emergency Temporary Standards are no longer in effect, whichever occurs first.
This LOU is not intended to limit the City’s right to take action to ensure the health and safety of employees and is not subject to the grievance process.
City of Oakland/IFPTE Local 21 2022
City of Oakland to IFPTE, Local 21
City Proposal Counter Proposal to Union Proposal #8‐2
Received: May 12, 2022
Counter Proposal: June 24, 2022
Article 5: Compensation 5.3
Salary Adjustments/Deductions
5.3.5 Internal Parity Adjustments for the Planner and Transportation Planner Series in the Departments of at the Planning & Building and TransportationDepartment
The wage for the classification of annual salary for the AP269 Planner I (AP269) in representation unit TW1 shall be increased to the same level as the classification of Transportation Planner I (AP453) and remain in representation unit TW1. Transportation Planner I.
The wage for the classification of Planner II annual salary for the (AP272) Planner II in representation unit TW1 shall be increased to the same level as the classification of Transportation Planner II ( AP454) and remain in representation unit TW1. Transportation Planner II.
The wage for the classification of Planner III annual salary for the (AP274) in representation unit TW1 Planner III shall be increased to the same level as the classification of Transportation Planner III (AP455) and shall remain in representation unit TW1. Transportation Planner III.
The wage for the classification of Planner IV annual salary for the (AP277) in representation unit TW1 Planner IV shall be increased to the same level as the classification of Senior Transportation Planner (TR187) and be re-designated to representation unit UM2. Senior Transportation Planner.
The wage for the classification of Planner V annual salary for the (AP279) Planner V shall be increased to the same level as the Manager, Transportation (MA164) and be re-titled to Manager, Planning and be re-designated to representation unit UM1. Manager, Transportation.
The wage for classification of Manager, Zoning (EM208) shall be increased to the same level as the Manager, Transportation (MA164) and be re-designated to representation unit UM1.
The City is required to make the necessary classification changes, which requires updating the classifications, noticing the union of the classification City of Oakland/IFPTE Local 21 2022
City of Oakland to IFPTE, Local 21
City Proposal Counter Proposal to Union Proposal #8‐2
Received: May 12, 2022
Counter Proposal: June 24, 2022
changes, adopting the changes through the required Civil Service Board process, and adopting the changes through the required City Council process.
Incumbents will change representation and Civil Service status to align with the above designations when the above processes are complete but no later than the first full pay period of January 2023.
City of Oakland/IFPTE Local 21 2022
City of Oakland to IFPTE, Local 21
City Proposal (CP) # 08.2
Distributed on June 20, 2022
11.1 Designated Holidays
Interest: City Intends to delete “Linco ln Day” and add “Cesar Chavez Day” and “Juneteenth National Independence Day”
11.1 Designated Holidays
The following days of each year are designated holidays:
11.1.1 January 1st.
11.1.2 The third Monday in January, known as “Martin Luther King Day.”
11.1.3 February 12th, know n as “Lincoln Day.”
11.1.4 The third Monday in February, known as “Presidents’ Day.”
11.1.411.1.5 March 31st, known as “Cesar Chavez Day.”
11.1.511.1.6 The last Monday in May known as “Memorial Day.”
11.1.7 June 19 th, known as “Juneteenth National Independence Day”
11.1.611.1.8 July 4th.
11.1.711.1.9 The first Monday in September, known as “Labor Day.”
11.1.811.1.10 September 9th, known as “Admission Day.”
11.1.911.1.11 November 11th, known as “Veterans’ Day.”
11.1.1011.1.12 The Thursday in November appointed as “Thanksgiving Day.”
11.1.1111.1.13 The Friday after “Thanksgiving Day.”
11.1.1211.1.14 December 25th.
11.1.1311.1.15 Floating holiday, subject to pr ior approval of the department head.
City of Oakland/IFPTE Local 21 2022
City of Oakland to IFPTE, Local 21
City Proposal (CP) # 08.2
Distributed on June 20, 2022
Holiday must be taken during the fiscal year in which it is earned. The floating holiday shall be credited at the beginning of the pay period that includes July 1.
In order to qualify for receipt of co mpensation for a designated holiday, an employee must be in paid status the wo rk day before and the workday after the designated holiday.
2022 Successor Negotiations
IFPTE Local 21 / City of Oakland
Tentative Agreement – June 13, 2022
UCP 1 to CP 2
5.4.3 Salary Step Advancement
The Deputy City Attorney I, is the only classification in Unit TM1 or Unit U41 that is assigned to a salary step plan. The provisions applicable to the Deputy City Attorney I are included in Article 18.
Advancement within the salary schedules specified fo r a represented employee’s classification assigned to the salary step plan shall be on the basis of one (1) year’s satisfactory service, as evidenced by a Performance Appraisal. A salary step increase for a represented employee who is entitled to such an i ncrease shall be effective at the beginning of the pay period in which the anniversary date of appointment in the classification falls. Represented employees may receive no more than one (1) step increase per year under this section. However, the appointing authority may approve a one-step advancement at a time increment of less than one year if there has been unusual difficulty in retaining competent employees at the lower step or if a unit member has demonstrated outstanding achievement in the public ser vice. Subsequent step advancement shall resume on the incumbent’s anniversary date. The City will provide notice to the Union, which shall include the reason for the increase, prior to providing an off schedule step increase.
City of Oakland/IFPTE Local 21 2022
Tentative Agreement Between City of Oakland and IFPTE, Local 21 June 13, 2022
Article 5: Compensation 5.6.5 Bilingual Pay 5.6.5.1 Level 1 Certification To be eligible for Level 1 Certification, a represented employee must have the ability to effectively communicate with the public in a Department-designated and City-approved non- English language. Represented employees certified with Level 1 skills shall be paid forty-five dollars ($45) per pay period. A represented employee shall be paid for either Level 1 or Level 2 bilingual skills, and the bilingual pay described in this section and Section 5.6.5.2 shall not be pyramided. Represented UH1 members at Oakland Fire Communications and Oakland Police Communications, who are assigned to 7 days a week, twenty four (24) hour operations, with Level 1 skills shall be paid $0.60 per hour for all hours worked. Periods of paid leave will be paid in accordance with Section 5.6.16.
5.6.5.2 Level 2 Certification To be eligible for Level 2 Certification, a represented employee must have the ability to translate conversations and written materials in a Department- designated and City-approved nonEnglish language. Represented employees certified with Level 2 written translation skills shall be paid ninety dollars ($90) per pay period. A represented employee shall be paid for either Level 1 or Level 2 bilingual skills, and the bilingual pay described in this section and Section 5.6.5.1 shall not be pyramided. Represented UH1 members at Oakland Fire Communications and Oakland Police Communications, who are assigned to 7 days a week, twenty four (24) hour operations, with Level 2 skills shall be paid $1.20 per hour for all hours worked. Periods of paid leave will be paid in accordance with Section 5.6.16.
2022-07-13 (2571-093) Total Tentative
Agreement (002)
Final Audit Report 2022-07-14
Created: 2022-07-13
By: Crystal Ramie-Adams ([email protected])
Status: Signed
Transaction ID: CBJCHBCAABAArlKcJuPR9-pHhB5A_Vo7YkrCIT6Wc0Gw "2022-07-13 (2571-093) Total Tentative Agreement (002)" Histor y
Document created by Crystal Ramie-Adams ([email protected]) 2022-07-13 - 6:11:44 PM GMT- IP address: 209.232.103.108 Document emailed to [email protected] for signature
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Document emailed to Julian Ware ([email protected]) for signature 2022-07-13 - 6:27:22 PM GMT
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Document emailed to Michele Morris ([email protected]) for signature 2022-07-13 - 6:27:22 PM GMT
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Document emailed to [email protected] for signature 2022-07-13 - 6:27:25 PM GMT
Document emailed to [email protected] for signature 2022-07-13 - 6:27:25 PM GMT
Document emailed to [email protected] for signature 2022-07-13 - 6:27:25 PM GMT
Document emailed to [email protected] for signature
2022-07-13 - 6:27:25 PM GMT
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Signature Date: 2022-07-13 - 8:38:18 PM GMT - Time Source: server- IP address: 209.232.103.85 Document e-signed by Tony Daquipa ([email protected]) Signature Date: 2022-07-13 - 9:02:13 PM GMT - Time Source: server- IP address: 209.232.103.86 Document e-signed by Cody Meshberger ([email protected]) Signature Date: 2022-07-13 - 9:03:01 PM GMT - Time Source: server- IP address: 8.44.165.136 Document e-signed by Jennifer Foster ([email protected]) Signature Date: 2022-07-13 - 10:03:15 PM GMT - Time Source: server- IP address: 209.232.103.103 Document e-signed by Rachel Brown ([email protected]) Signature Date: 2022-07-13 - 11:55:18 PM GMT - Time Source: server- IP address: 98.47.21.247 Document e-signed by Julia Heath ([email protected]) Signature Date: 2022-07-14 - 1:44:00 AM GMT - Time Source: server- IP address: 98.35.140.97 Agreement completed.
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