Tentative Agreement
Provided to:
TEAMSTER L350
Management
Date: June 21,2023
Tentative Agreement Between City of Pacifica and Teamsters Local 350 The City’s Financial Outlook forecasts expenditures to continue outpacing growth in revenues in FY 2024 through FY 2025. This is particularly clear given the projected growth in expenditures needed to maintain the City’s basic services levels without the aid of one-time sources (i.e American Rescue Plan Act (“ARPA”).
Despite these fiscal challenges, the City continues working toward eventually bringing total compensation for employees to market median in comparison to comparable agencies within the state of California and County of San Mateo.
For these reasons, the City and Teamsters 350 have tentatively agreed to the following terms:
Principal Terms:
1. Two-year term.
2. 2 % general wage increase each year for the term of the proposed MOU.
3. Equity Adjustments in Year One and Year Two
4. 1% Deferred Compensation
5. Increase in Administrative Leave Days
6. Enhanced Fringe Contributions…..and others
Item
#
Article Proposal
1. Term of Agreement July 1, 2023-June 30, 2025
2. Section 6.1 Pay Plan
Wage Adjustments and
Equity Increases
Strike Section 6.1-6.2 then replace with:
6.1 2023-2024 Salary
Effective the first full pay period following City Council approval of this MOU, the City shall improve the salary schedule for all bargaining unit classifications by two percent (2%).
Effective the first full pay period in July 2024, the City shall improve the salary schedule for all bargaining unit classifications by two percent (2%).
6.2 One Time Lump Sum Payment Equity Adjustments
Effective the first full pay period following City Council approval of this MOU, the City shall provide the equity adjustments to the following classifications:
Tentative Agreement
Provided to:
TEAMSTER L350
Management
Date: June 21,2023
Below
Market
Classification Equity
Adjustment
5-10% Associate Planner
Associate Civil Engineer
1%
10-15% PW Superintendent
Field Services Manager
IT Manager
Recreation Supervisor
Senior Planner
WWTP Plant Manager
WWTP Collection System
Manager
2%
15-20% Senior Civil Engineer
Recreation Manager
Engineering Manager
Deputy Fire Chief
Fire Paramedic
Coordinator
3%
+20% 4%
Effective July 1, 2024 the City shall provide the equity adjustments to the following classifications:
Below
Market
Classification Equity
Adjustment
5-10% Associate Planner
Associate Civil Engineer
1%
10-15% PW Superintendent
Field Services Manager
IT Manager
Recreation Supervisor
Senior Planner
WWTP Plant Manager
WWTP Collection System
Manager
2%
15-20% Senior Civil Engineer
Recreation Manager
Engineering Manager
3%
Tentative Agreement
Provided to:
TEAMSTER L350
Management
Date: June 21,2023
Deputy Fire Chief
Fire Paramedic
Coordinator
+20% 4%
3. 14.10
Deferred Compensation
Effective the first full pay period after City Council ratification of the MOU, the City shall continue contributing up to one percent (1%) of each bargaining unit represented employee’s base pay matching contribution to each bargaining unit represented employee’s selected 457 Deferred Compensation account.
The City’s 1% matching contribution to the employees 457 Deferred Compensation account ceases as of the last pay period in June 2025.
4. Section 14.1.1 Health and
Welfare Parties agree to finalize language. However, the intent is that City will continue Fringe Benchmark with Kaiser in 2024 and 2025. The cost of employee contribution to Kaiser Family Plan will not increase unless a rate increase of 6% occurs in a calendar year.
5. Administrative Leave
(Section 13.10)
Unit represented employees will receive administrative leave at the rate of seventy-two (72) hours per fiscal year. The administrative leave is in lieu of compensatory time, must be used during the fiscal year in which it is received, has no cash value, and does not accumulate from year to year. Strike: After the expiration of the MOU, unit represented employees will receive administrative leave at the
prior rate of sixty ( 60) hours per fiscal year.
6 Drive Act
(New Section)
City will agree to DRIVE Deduction contingent on new pay roll provider being able to administer without significant cost.
7. Tuition
(Section 18)
Inserting language that states: “course” includes trainings related to job related certificates and licenses including reimbursement for costs incurred to take approved examinations for professional licenses or certifications.
8. Promotions
20.6 Add language to Section 20.6 stating “An employee rejected during the probationary period from a position to which the employee has been promoted (“promotional probation”) shall be reinstated to the position from which employee was promoted if such position remains available. If position has been filled employee shall be considered for any open positions in which employee is qualified.”
9 Grievance Procedure New Language to Be Inserted:
Step 1. Immediate Supervisor. A grievance may be filed by a unit Tentative Agreement
Provided to:
TEAMSTER L350
Management
Date: June 21,2023
member in his/her own behalf, or jointly by a group of unit represented employees, or by the Association.
Within fourteen (14) calendar days of the event giving rise to a grievance, the aggrieved shall present the grievance in writing to his/her immediate Supervisor. Grievances not presented within the time period shall be considered resolved. The grievance shall state the particulars of the grievance, including the specific provision of this Memorandum of Understanding allegedly violated, and the desired remedy.
The Supervisor shall meet with the grievant to attempt to settle the grievance and give a written answer to the aggrieved within seven (7) calendar days from the receipt of the grievance by the Supervisor.
Step 2. Department Director. If the grievance is not resolved in Step 1, the aggrieved may, within fourteen (14) calendar days from receipt of the Supervisor's written answer, present the grievance in writing to the department director for consideration.
The department director shall investigate the issues, meet with the grievant and attempt to reach a satisfactory resolution of the problem. Answer to the grievance shall be made in writing by the department director within fourteen (14) calendar days from receipt of the grievance.
Step 3. City Manager. If the grievance is not resolved in Step 2, the aggrieved may, within five (5) calendar days from receipt of the department director's answer, present the grievance in writing to the City Manager for consideration. The City Manager shall designate the Assistant City Manager or other
representative to investigate the merits of the grievance, to meet with the grievant, and to attempt to settle the grievance or to make recommendations to the City Manager. The City Manager shall respond in writing within ten (10) calendar days from receipt of the grievance. No grievance may be further processed under Section 20 unless it has been filed in accordance with Sections 21.3.1 through 21.3.3.
Step 4. Arbitration. In the event the City Manager is unable to resolve the Grievance, either the Union or the City may require that the grievance be referred to an impartial arbitrator who shall be designated by mutual agreement between the Union and the City Manager. Notice of arbitration must be received within 10 calendar days after receipt of the City Managers decision in 21.3.3.
The fees and expenses of the arbitrator and of a court reporter shall be shared equally by the Union and the City. Each party, however, shall bear the cost of its own representation, including preparation and post-hearing briefs, if any. Decisions of arbitrators on matters properly before them shall be final and binding on the parties hereto, to the extent permitted by the laws governing General Law Cities in the State of California. Prior to Tentative Agreement
Provided to:
TEAMSTER L350
Management
Date: June 21,2023
arbitration, the City and Union may mutually request the assistance of a Mediator to attempt to settle the grievance.
The arbitrator or mediator may be selected by mutual agreement between the Union and the City. Should the parties fail to mutually agree on an arbitrator/mediator, they shall make a joint request to the State Mediation and Conciliation Service for a list of five (5) qualified arbitrators/mediators.. The Parties shall each strike two (2) names from the list and the remaining person shall be accepted as the arbitrator. The first party to strike will be determined by the flip of a coin.
10. Non-Economics
The City will provide a red-lined version of the MOU to illustrate proposed clean-up language and technical corrections.
The City reserves the right to add additional proposals if authorized by the Mayor and City Council.
For the City:_______________________________
Yulia Carter
For Teamsters 350______________________________
Juan Coca