CITY OF POMONA
COUNCIL REPORT
December 11, 2023
To: Honorable Mayor and Members of the City Council
From: James Makshanoff, City Manager
Submitted By: René Anderson, Human Resources/Risk Management Director SUBJECT: Adoption of Resolutions Approving a FOUR (4) YEAR Memorandum of Understanding Between the City of Pomona and the pomona city employees’ chapter of the teamsters local 1932, the pomona part-time general unit teamsters local 1932, AND AMENDING THE FISCAL YEAR 2023-24 OPERATING BUDGET TO IMPLEMENT FINANCIAL IMPACTS AS A RESULT OF LABOR NEGOTIATIONS RECOMMENDATION:
It is recommended that the City Council adopt the following resolutions:
RESOLUTION NO. 2023-244 – A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF POMONA, CALIFORNIA, APPROVING A FOUR (4) YEAR MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF POMONA AND the pomona city employees’ chapter OF THE teamsters local 1932 FROM OCTOBER 1, 2023 THROUGH SEPTMEBER 30, 2027 RESOLUTION NO. 2023-245 – A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF POMONA, CALIFORNIA, APPROVING A FOUR (4) YEAR MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF POMONA AND the pomona PART-TIME GENERAL UNIT teamsters local 1932 FROM OCTOBER 1, 2023 THROUGH SEPTMEBER 30, 2027 RESOLUTION NO. 2023-246 – A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF POMONA, CALIFORNIA, AMENDING THE FISCAL YEAR 2023-24 OPERATING BUDGET BY APPROPRIATING $853,644 FROM GENERAL FUND RESERVES AND APPROPRIATING $704,689 FROM NON-GENERAL FUND BUDGETS TO IMPLEMENT FINANCIAL IMPACTS AS A RESULT OF LABOR NEGOTIATION EXECUTIVE SUMMARY: Approval of the attached resolutions (Attachments 1 and 2) will authorize four-year successor Memorandum of Understandings (MOU) with Pomona City Employees Chapter of the Teamsters Local 1932 (PCEA/Teamsters) and the Part-Time General Unit Teamsters Local 1932 (PTG) from October 1, 2023 through September 30, 2027. Said terms and conditions are described herein. Additionally, approval of the attached resolution (Attachment 3) will amend the FY 2023-24 Operating Budget to account for improved benefits and salary increases as a result of labor negotiations.
FISCAL IMPACT: The estimated on-going incremental annualized cost for the new terms of the agreement with Teamsters’ for full-time employees only is $1.6M for the first year of the agreement and $3.7M for the for the second, third and fourth years of the agreement. Of these amounts, $854k is from the General Fund for the first year of the agreement. A budget amendment (Attachment No. 3) is included with this action to appropriate $854k from the General Fund and $705k from the respective Non- General Funds. Future costs for this agreement will be budgeted for in the appropriate fiscal year.
DISCUSSION:
MOU with Pomona City Employees’ Chapter of the Teamsters Local 1932 The Pomona City Employees’ Chapter of the Teamsters Local 1932 (PCEA/Teamsters) includes more than 259 City employees in a variety of classifications. The current MOU with PCEA/Teamsters expired September 30, 2023. The City met and conferred with PCEA/Teamsters regarding terms and conditions of employment. These negotiations resulted in a tentative agreement, which was ratified by the employees and is being presented to the City Council for approval in Attachment 1. The key terms of the MOU are described below.
Term - The Term will be for four (4) years from October 1, 2023 to September 30, 2027.
Salary Increase – 7% salary increase effective October 8, 2023, 4% increase effective October 1, 2024, 4% increase effective October 1, 2025, and 5% increase effective October 1, 2026.
Medical Premiums and Section 125 Cafeteria Plan Contributions - Section 125 Benefit Plan contribution be used to pay for medical, dental or vision insurance premiums. The Cafeteria Plan contribution for Single coverage will increase by $100 per month in December 2023 and by $20 in December 2024-26. The Cafeteria Plan contribution for Two-Party coverage will increase by $250 per month in December 2023 and by $100 in December 2024-26. The Cafeteria Plan contributions for Family coverage will increase by $350 per month in December 2023 and by $200 in December 2024-26. Said increases will help offset the increasing costs of medical premiums, while still lowering the employees’ contribution toward two-party or family coverage for most medical plans. Effective December 2024, any cash remaining after being applied to medical, dental and or vision premiums will no longer be available as taxable cash to employees.
Bilingual Pay – Increase Bilingual Pay by $25/month.
Tuition Reimbursement – Increase tuition reimbursement program from $1,500 to $3,500 per fiscal year for job-related college or university courses, in conjunction with a three-year retention commitment.
Boot Reimbursement – Effective FY 2023-24, employees can use, via the existing Boot Voucher Program, any remaining balance of the $250 boot reimbursement allowance to purchase related footwear items, such as socks, laces, insoles, or shoe treatment.
Deferred Compensation – Effective January 2024, CalPERS PEPRA members who contribute at least $25 per month towards deferred compensation will receive a $25 monthly deferred compensation contribution from the City.
Short-Term Disability – Effective January 2024, the elimination period is being reduced from sixty (60) calendar days to thirty (30) calendar days.
Leave of Absence for Industrial Injury/Illness – Reduce the salary continuation period on an accepted work-related injury or illness absence from sixty (60) working days to thirty (30) calendar days.
Paid Parental Leave – Effective January 2024, employees will be allowed up to 80 hours per year for the birth, adoption, or foster placement of a child.
Steward Release Time - The City shall provide release time for up to three (3) Union stewards to attend Union related conferences, trainings, and or workshops. Stewards must obtain prior approval from their respective supervisors. Stewards may be released for an aggregate twenty (20) hours per month and unused hours will not be carried forward. Stewards must be identified at the beginning of each year and cannot exceed 80 hours maximum release time per year.
Shift Differential Pay - Effective January 2024, employees regularly assigned to Swing or Graveyard Shifts will receive Shift Differential Pay. The pay is $75/month for the Swing Shift and $100/month for the Graveyard Shift. To be eligible, employees must work 70% of their regularly assigned shift within the defined hours. Shift Differential pay does not apply to overtime work.
Hours of Work - At the discretion of the Police Chief, Police Dispatch Unit employees may work a 12/80 schedule, which includes six 12-hour shifts and one 8-hour shift in an 80-hour pay period. Alternatively, it can consist of three 12-hour shifts plus one 4-hour shift each week. This 12/80 work schedule is intended to remove any mandatory overtime. Dispatchers will remain on a 7-day, 40-hour workweek schedule for overtime calculations and compliance with the Fair Labor Standards Act (FLSA).
Sick leave and floating holiday accruals will be based on 10 hours per day, while holiday pay will be based on 12 hours per day. Overtime is given for hours worked in excess of the normally scheduled work day or 40 hours a week. The normally scheduled work day is 12 hours for 12-hour shifts and 8 hours for 8-hour shifts.
Compensatory Time Off - Effective January 2024, the maximum accrual amount will increase from one hundred twenty (120) hours to two hundred forty (240) hours of compensatory time off.
Rest Period Between Shifts - The Parties agree to meet early 2024 to establish language that provides sufficient rest period between working extending hours and reporting to work the following day.
Water Certification Pay - Water Department employees with Water Distribution and/or Water Treatment certification(s) issued by the California State Water Resources Control Board are eligible for Water Certification Pay. The employee must possess a certificate that exceeds the minimum requirements of their job classification. The amount of pay depends on the certificate grade: Grade II ($600), Grade III ($750), Grade IV ($1,000), and Grade V ($1,250). An employee is only allowed to receive a maximum of two certification pays of varying types.
Canine Assignment - Employees assigned to work with canine detail are entitled to compensation for off-duty care, grooming, feeding, training, and vehicle/unit maintenance. The Parties agree that employees spend approximately 5.25 hours per week performing off-duty work related to canines.
Classification & Compensation Study – During the term of this Agreement (October 1, 2023 through September 30, 2027), the parties agree to meet and confer on the cities to be surveyed for the current Class & Comp Study that is underway. Additionally, the parties will meet and confer regarding the impacts of the City’s implementation of the results and recommendations from the Study.
In addition, a thorough review of the language has been conducted to ensure minor revisions are addressed. Other modifications to language include: a reopener on the Section 125 Cafeteria Plan for year three (December 2025), with the understanding that any changes can only be made by mutual agreement; the Union will request a meeting with the Director of HR/Risk Director and the Chief of Police no later than October 2025 to discuss consideration and possible implementation of POST differential pay. The complete MOU is included in Attachment 1, Exhibit A and shows all of the changes, with new language underlined and old language shown with strikethroughs.
MOU with Part-Time General Unit Represented by Teamsters Local 1932 Teamsters Local 1932 represents the Pomona Part-Time General Unit (PTG Teamsters), which includes approximately 127 part-time City employees in a variety of classifications. The current MOU with PTG Teamsters expired September 30, 2023. The City met and conferred with PTG Teamsters regarding terms and conditions of employment. The negotiations resulted in a tentative agreement, which was ratified by the employees and is being presented to the City Council for approval in Attachment 2. The key terms of the MOU are described below.
Term - The Term will be for four (4) years beginning October 1, 2023 to September 30, 2027.
Salary Increase – 7% salary increase effective October 8, 2023, 4% increase effective October 1, 2024 and 2025, and 5% increase effective October 1, 2026.
Sick Leave Bank Increase - Pursuant to statutory obligation, the maximum accruals for sick leave has been increased from sixty (60) to eighty (80) hours.
The complete MOUs are provided in Attachments 1 and Attachment 2, Exhibit A and shows all of the changes, with new language underlined and old language shown with strikethroughs.
Prepared by: René Anderson, Human Resources/Risk Management Director ATTACHMENT:
Attachment No. 1 – Resolution No. 2023-244
Exhibit A – Memorandum of Understanding with the Pomona City Employees’ Chapter of the Teamsters Local 1932 ATTACHMENT:
Attachment No. 2 – Resolution No. 2023-245
Exhibit A – Memorandum of Understanding with the Pomona Part-Time General Unit Represented by Teamsters Local 1932 ATTACHMENT:
Attachment No. 3 – Resolution No. 2023-246
Exhibit A – FY 2023-24 Budget Appropriations By Fund
Labor Agreements with PCEA/Teamsters