BLUE FOLDER ITEM
Blue folder items are additional back up material to administrative reports and/or public comments received after the printing and distribution of the agenda packet for receive and file.
CITY COUNCIL MEETING
SEPTEMBER 5, 2023
R.1 CONFERENCE WITH LEGAL COUNSEL AND LABOR NEGOTIATOR - The Closed Session is authorized by the Government Code Sec. 54957.6.
AGENCY NEGOTIATOR:
Mike Witzansky, City Manager
Diane Strickfaden, Director of Human Resources
EMPLOYEE ORGANIZATIONS:
Redondo Beach Professional and Supervisory Association, Redondo Beach City Employees Association, Teamsters, and Management & Confidential Employees RBPSA COUNTER PROPOSAL LETTER SEPT 5 2023
From: Lina Carrillo
To: CityClerk
Subject: Blue Folder Closed Session Item R.1.
Date: Tuesday, September 5, 2023 12:26:16 PM
Attachments: image001.png
RBPSA Counter Proposal Letter Sept 5 2023.pdf
City Clerk,
Please see attached to be submitted as Blue Folder for Closed Session Item R.1. on the City Council agenda tonight.
Blind Copy to Mayor, City Councilmembers, City Manager, HR Director, RBPSA EBoard, RBPSA Labor Representative.
Thank you.
Lina Carrillo | Senior Management Analyst – RBPSA President City of Redondo Beach
Police Department
401 Diamond Street, Redondo Beach, CA 90277
[email protected] | Direct: 310.697.3461| Office: 310.379.2477 We Are the Community – Leading the Way in Law Enforcement
September 5, 2023
Councilmembers,
The Executive Board would like to address PSA’s counter to the City’s opening proposal provided to the City’s Labor Negotiator, Laura Kalty, on August 24, 2023.
PSA is appreciative of the fact that the City’s first proposal incorporated base salary increases, a positive starting point from past negotiations. However, PSA asserts that the City’s proposed increases are in line with basic cost of living adjustments, similarly seen across most public agencies in past years, if Redondo Beach’s base salaries were competitive. But they are not.
The fact is Redondo Beach base salaries for the majority of its employees are the lowest among the comparable public agencies, with PSA being -17.2%, RBCEA being -24.2%, and Teamsters -24.5% of the market average. Cost of living alone cannot be the focus until such time as the overall base salary disparity is addressed.
With the City’s opening proposal, it appears the Council does recognize the issue because it includes a section for the market survey response which targets three specific PSA positions for additional salary adjustments.
However, only one of the City’s proposed positions was studied in the survey, so PSA is unclear on Council’s basis for the additional salary adjustments on just those three positions, when there are clearly several other PSA classifications which were actually studied and shown to be drastically under market, such as Public Works Manager (-41.2%), Public Works Supervisor (-19.2%), and GIS Analyst (-57.8%), among others.
PSA’s counter seeks to bring all base salaries closer to market immediately, with further increases in year two and three which incorporate both market and CPI adjustments equivalent to what Council recently gave to POA.
Additionally, PSA concurs with the City’s proposal on the additional market study adjustments for the three positions, and our counter includes those additional positions which were shown to be most under market in the study.
We believe this to be a fair counter to the City proposed positions which were not studied.
In response to the bonus pay for Communications Supervisors which hold a certification in emergency medical dispatch, PSA believes Supervisors should be required to hold the certification if they are expected to supervise dispatchers conducting medical dispatching. The Police Department operating manual requires only one (1) Communications Supervisor on duty at all times in the dispatch center. Therefore, it is critical that each supervisory employee be certified if there is only one present at any given time. PSA proposes adding the requirement to the job specification and incorporating the additional pay into base salary.
Redondo Beach
Professional &
Supervisory
Association
RBPSA
Lina Carrillo
President
Joyce Rooney
1 st Vice-President
Lauren Sablan
2 nd Vice President
Ruby Takahama
Secretary
Jesse Reyes
Treasurer
Representatives
Antonio Gardea
Jason Kilpatrick
Robert Rivera
RBPSA Counter Proposal Letter
Further, PSA’s proposal seeks other modifications to areas of the MOU related to certain working conditions and leave options. Some are in response to the City’s opening proposal, such as both Standby Pay and Callback Pay related to the proposed residency requirement for Communications Supervisors to report back to work within 4 hours only, where this time requirement is not expressly stated in the current job specification, and where these positions are in-fact subject to overtime compensation as well.
Other modifications are related to legislative changes (i.e. Bereavement Leave increases) or job class additions approved by City Council recently, such as the new Public Safety Communications Manager position, which should now be added to PSA’s MOU section related to overtime for PSA positions working in the Communications Center. A Manager in this unit had not existed for many years, and therefore the MOU needs to be updated to reflect this added staffing.
PSA also seeks Standby Pay for any positions which are typically expected to be available by phone during regularly scheduled time off such as weekends, holidays, or after leaving work during regular work days. The positions are usually Public Works and Information Technology managers and supervisors, but could include more if Department Heads have necessity. This is fair consideration when asking these employees to be available, as there is no stated requirement of irregular work hours in those particular job specifications, such as exists in other PSA classifications. Having these positions on standby is a benefit to the City in event of emergencies, such as the recent response to Tropical Storm Hillary, or special events such as Beachlife Festival. The managers and supervisors are contacted during these instances on a regular basis. With no clear language in the job specification requiring a response during irregular work hours, it’s a benefit for the City to have a provision in the MOU that ensures the availability of an employee to respond. Our manager and supervisors are willing and able to respond during off-work hours, and clear Standby Pay language in the MOU will set a structure, ensuring consist and effective response times. Further, the majority of the agencies included in the survey provide either Standby or On-Call Pay for their professional and supervisory level staff.
PSA further seeks Bilingual Pay, Certification Pays and Master’s Degree Incentive Pay. These types of pays were not included in the City’s market study, although more than half of the agencies surveyed do provide them to supervisory level employees when the PSA Negotiations Team reviewed those comparative MOUs. Therefore, it stands to reason that it drives the total compensation column further below market for PSA.
In closing, since 2009, PSA employees have received an average net of only ½ a percent a year increase, in no manner keeping up with any realistic rate of annual inflation for 14 years. This has resulted in our employees being the lowest paid across all job specifications, and now the time has come to address it. Redondo Beach is an affluent community with tax bases as strong as surrounding cities. Your employees seek to be compensated in line with other comparable agencies, and we look forward to meaningful progress towards this goal.
Lina Carrillo
RPSA President
Attachments: PSA Counter Proposal
PSA Salary Schedule Comparison 2009 vs 2023
City of Redondo Beach and PSA
2023 Labor Negotiations
PSA Counter to City’s Opening Proposal dated 8/17/2023
1) Term:
a. 3 Years – January 1, 2024 through December 31, 2026 – PSA concurs 2) Compensation: - PSA Counter in underline
a. Effective first full pay period in which ratification occurs, employees shall receive an increase of 10% of Base Pay
b. Effective January 1, 2025 employees shall receive an increase of 9% of Base Pay c. Effective January 1, 2026 employees shall receive an increase of 9% of Base Pay 3) Market Survey Response: - PSA counter in underline.
a. Effective the first full pay period of January, 2024 – the following designated positions shall receive additional salary range adjustments:
i. Crime Analyst – 5% range adjustment to top end of the range increase.
Incumbent employees shall have their salary automatically adjusted up 5%. ii. Public Safety Communications Manager – 10% range adjustment to top end of the range increase and revision of the job specification to include required certification in emergency medical dispatch. Incumbent employee shall have their salary automatically adjusted up 10% upon successful completion of EMD certification.
iii. Police Records Manager – 10% range adjustment to top end of the range increase. Incumbent employee shall have their salary automatically adjusted up 10%.
b. Effective the first full pay period of January, 2024, 10% bonus pay to be available to Communications Supervisors upon completion of emergency medical dispatch training and receipt of certification
i. PSA counter - Communications Supervisor - 10% range adjustment to top end of the range and revision of the job specification to include required certification in emergency medical dispatch. Incumbent employees shall have their salary automatically adjusted up 10% upon successful completion of EMD certification. c. Effective the first full pay period of January, 2024 – the following designated positions shall also receive additional salary range adjustments. i. All Public Works Manager Classifications - 15% range adjustment increase.
Incumbent employees shall have their salary automatically adjusted up 15%. ii. All Public Works Supervisor Classifications - 10% range adjustment increase.
Incumbent employees shall have their salary automatically adjusted up 10%. iii. GIS Analyst - 15% range adjustment increase. Incumbent employees shall have their salary automatically adjusted up 15%.
iv. All Engineer Positions - 5% range adjustment increase. Incumbent employees shall have their salary automatically adjusted up 5%.
v. All other Manager positions – 10% salary adjustment increase. Incumbent employees shall have their salary automatically adjusted up 10%. vi. Executive Assistant classifications – 10% salary adjustment increase. Incumbent employees shall have their salary automatically adjusted up 10%. d. Effective the first full pay period of January, 2024 – PSA will have additional salary range adjustments in light of the market study, based on internal alignment and job families, and to address compaction. This list is still TBD. As with the other range adjustments, incumbent employees shall have their salary automatically adjusted by the same amount as the range adjustment amount for their position. 4) Health Insurance: - PSA concurs
January 2024 January 2025 January 2026
EE only +50, $1300 +50, $1350 +50, $1400
EE+1 +100, $1700 +100, $1800 +100, $1900
Family +150, $2150 +150, $2300 +150, $2450
5) Referral Bonus: $10,000 lateral incentive bonus for lateral Communications Supervisors and lateral Communications Managers; $5,000 referral bonus for existing Communications Supervisors and existing Communications Managers any PSA employee referring dispatchers or police officers, both lateral and entry level.
6) General Leave Cash Out: Increase from 60 hours to 80 hours per year, along with constructive receipt language (i.e. irrevocable election). – PSA concurs, need to review proposed City language
7) Residency Requirement: Consistent with POA and PMU, Communications Supervisors and Communications Managers must live within a Southern California County (Los Angeles, Orange, Riverside, San Bernardino, San Diego, Imperial, Ventura, Santa Barbara, San Luis Obispo, and Kern Counties) with the ability to report back to the City by car/vehicle within four (4) hours.
Communications Supervisors and Managers who currently live outside of this Residency Requirement will be “grandparented” in, meaning they will be allowed to maintain their current residence – PSA concurs with the proposed language, and would like to add language for both Standby Pay and Callback Pay for reporting back to the City. 8) Computer Loan Program: - PSA counter in underline
Revise Article X Section 7 to cease operation of the computer loan program effective January 1, 2025.
9) MOU Clean Up: Add Senior Accountant and Technical Theater Specialist positions; Bereavement Leave and Paid Sick Leave language clean up.
a. PSA concurs and would like to add the following:
i. Paid Bereavement Leave to increase from 27 hours to 44 hours.
ADDITIONAL PSA PROPOSAL:
10) Add Public Safety Communications Manager position to Article 2 Section 10 of the MOU 11) Allow for up to an additional 80 hours of General Leave conversion transferred directly into 457 Deferred Comp
12) Increase General Leave Accrual Limits for each service year category Completed Years of Service Annual Accrual Limit Accrual Limit 1 through 5 years 156 hours 468 624 hours
6 through 14 188 hours 564 752 hours
15 or more 228 hours 684 912 hours
13) Add Standby Pay Language for any PSA employees required to answer their cell phone on weekends, holidays, and after leaving work on regular works days. 14) Remove any language related to expiration of holiday leave banks for employees required to work on holidays, and replace with language cashing out unused holiday leave at the end of the fiscal year.
15) Add paid Jury Duty language. Increase paid Jury Duty to 10 days. 16) Remove “unclassified” category for PSA positions
17) Add a boot allowance of $250 per year for Public Works Department employees required to be in the field, or are required by provisions of OSHA.
18) Incorporate the Civil Service definition of Reclassification into the MOU 19) Add Bilingual Pay
20) Add Certification Incentive Pay language for any PSA members which hold certifications related to their job duties, but are above and beyond the requirements stated in the job specification. 21) Add Master’s Degree Bonus Pay for positions which require a Bachelor Degree or lower in the job specification.
22) Add Anti-compaction language with positions in CEA and Teamsters. 23) Based on the 9/80 work schedule for City Hall employees, City Hall to close at 4:30 every other Friday.
Redondo Beach Professional & Supervisory Association
Salary Comparison - 2009 to 2023
Salary Range Salary Range
Top Step Top Step Percentage PERS Net 14 YEAR
Position July 2009 July 2023* Increase Reciprocation Increase AVERAGE Principal Civil Engineer $ 9,834 $ 11,291 14.8% -7.0% 7.8% 0.56% Deputy Public Works Director $ 9,365 $ 10,753 14.8% -7.0% 7.8% 0.56% Capital Projects Program Manager $ 8,833 $ 10,141 14.8% -7.0% 7.8% 0.56% Civil Engineer $ 8,833 $ 10,141 14.8% -7.0% 7.8% 0.56%
Senior Plan Check Engineer $ 8,833 $ 10,141 14.8% -7.0% 7.8% 0.56% Transportation Engineer $ 8,833 $ 10,141 14.8% -7.0% 7.8% 0.56% Associate Civil Engineer $ 8,216 $ 9,434 14.8% -7.0% 7.8% 0.56% Deputy City Treasurer $ 8,216 $ 9,434 14.8% -7.0% 7.8% 0.56% Economic Development Manager $ 8,216 $ 9,434 14.8% -7.0% 7.8% 0.56% Information Technology Operations Supervisor $ 8,216 $ 9,434 14.8% -7.0% 7.8% 0.56% Plan Check Engineer $ 8,216 $ 9,434 14.8% -7.0% 7.8% 0.56% Hazardous Materials Specialist $ 8,049 $ 9,241 14.8% -7.0% 7.8% 0.56% Fire Prevention Hazardous Materials Specialist $ 8,049 $ 9,241 14.8% -7.0% 7.8% 0.56% Capital Projects Construction Manager $ 7,997 $ 9,182 14.8% -7.0% 7.8% 0.56% Program Manager- WIA & CDBG $ 7,997 $ 9,182 14.8% -7.0% 7.8% 0.56% Public Works Manager/Building/ Facilities and Pier/Harbor $ 7,997 $ 9,182 14.8% -7.0% 7.8% 0.56% Public Works Manager/Parks and Urban Forestry $ 7,997 $ 9,182 14.8% -7.0% 7.8% 0.56% Public Works Manager/Streets-Sewers $ 7,997 $ 9,182 14.8% -7.0% 7.8% 0.56% Public Works Superintendent $ 7,997 $ 9,182 14.8% -7.0% 7.8% 0.56% Business Systems Analyst $ 7,808 $ 8,965 14.8% -7.0% 7.8% 0.56% Senior Planner $ 7,808 $ 8,965 14.8% -7.0% 7.8% 0.56%
Transit Operations and Transportation Facilities Manager $ 7,808 $ 8,965 14.8% -7.0% 7.8% 0.56% Chief Deputy City Clerk $ 7,808 $ 8,965 14.8% -7.0% 7.8% 0.56% Building Regulations Manager $ 7,701 $ 8,841 14.8% -7.0% 7.8% 0.56% Harbor Facilities Manager $ 7,701 $ 8,841 14.8% -7.0% 7.8% 0.56% Housing Manager $ 7,701 $ 8,841 14.8% -7.0% 7.8% 0.56%
Recreation Facilities Manager $ 7,701 $ 8,841 14.8% -7.0% 7.8% 0.56% Associate Planner $ 7,462 $ 8,567 14.8% -7.0% 7.8% 0.56% Facilities Maintenance Manager $ 7,462 $ 8,567 14.8% -7.0% 7.8% 0.56% Grants Financial Administrator $ 7,462 $ 8,567 14.8% -7.0% 7.8% 0.56% Law Office Manager $ 7,462 $ 8,567 14.8% -7.0% 7.8% 0.56% Litigation Paralegal $ 7,462 $ 8,567 14.8% -7.0% 7.8% 0.56% Municipal Enforcement Manager $ 7,147 $ 8,206 14.8% -7.0% 7.8% 0.56% Senior Management Analyst $ 7,147 $ 8,206 14.8% -7.0% 7.8% 0.56% Position July 2009 July 2023* % Increase PERS NET AVERAGE Community Program Manager $ 7,147 $ 8,206 14.8% -7.0% 7.8% 0.56% Police Records Manager $ 7,147 $ 8,206 14.8% -7.0% 7.8% 0.56% Harbor Projects Analyst $ 7,039 $ 8,082 14.8% -7.0% 7.8% 0.56% Harbor Properties Associate $ 7,039 $ 8,082 14.8% -7.0% 7.8% 0.56% Information Systems Specialist $ 6,806 $ 7,814 14.8% -7.0% 7.8% 0.56% Administrative Analyst $ 6,687 $ 7,678 14.8% -7.0% 7.8% 0.56% Economic Development Associate $ 6,687 $ 7,678 14.8% -7.0% 7.8% 0.56% Public Works Maintenance Supervisor $ 6,687 $ 7,678 14.8% -7.0% 7.8% 0.56% Rehabilitation Inspector/ Estimator $ 6,687 $ 7,678 14.8% -7.0% 7.8% 0.56% Senior Librarian $ 6,687 $ 7,678 14.8% -7.0% 7.8% 0.56% Assistant Civil Engineer $ 6,471 $ 7,430 14.8% -7.0% 7.8% 0.56% Assistant Planner $ 6,471 $ 7,430 14.8% -7.0% 7.8% 0.56% Communications Supervisor $ 6,471 $ 7,430 14.8% -7.0% 7.8% 0.56% Community Resources Supervisor $ 6,471 $ 7,430 14.8% -7.0% 7.8% 0.56% Fire Prevention Officer $ 6,471 $ 7,430 14.8% -7.0% 7.8% 0.56% Fire Prevention Plan Checker $ 6,471 $ 7,430 14.8% -7.0% 7.8% 0.56% Technical Theater Supervisor $ 6,471 $ 7,430 14.8% -7.0% 7.8% 0.56% Recreation Supervisor $ 6,471 $ 7,430 14.8% -7.0% 7.8% 0.56% Municipal Enforcement Supervisor $ 5,874 $ 6,743 14.8% -7.0% 7.8% 0.56% Computer & Telecommunications Specialist $ 5,874 $ 6,743 14.8% -7.0% 7.8% 0.56% Intake Supervisor $ 5,874 $ 6,743 14.8% -7.0% 7.8% 0.56% Librarian $ 5,874 $ 6,743 14.8% -7.0% 7.8% 0.56%
Analyst $ 5,452 $ 6,260 14.8% -7.0% 7.8% 0.56%
Executive Assistant $ 5,452 $ 6,260 14.8% -7.0% 7.8% 0.56% Executive Assistant to the City Prosecutor $ 5,452 $ 6,260 14.8% -7.0% 7.8% 0.56% Executive Assistant to the Police Chief $ 5,452 $ 6,260 14.8% -7.0% 7.8% 0.56% Legal Secretary $ 5,452 $ 6,260 14.8% -7.0% 7.8% 0.56%
Library Circulation Supervisor $ 5,452 $ 6,260 14.8% -7.0% 7.8% 0.56% Printing & Graphics Supervisor $ 5,452 $ 6,260 14.8% -7.0% 7.8% 0.56% * July 2011 - in order to receive 4% salary increase employees had to agree to pay 5.1% towards PERS cost * December 2014 - In order to receive 4% salary increase employees had to agree to pay 1.9% towards PERS cost