City of Richmond and the Richmond Fire Management Association 2022 MOU Negotiations
Date: September 27, 2023
Counter-Proposal: 1 TAjult
MOU Section: 31 10-3-23
Subject: Term
4pm
Counter-Proposal 10/423
The City counter-proposes the following language for the term of the successor MOU.
MOU Language
"This Agreement shall be effective from the date of ratification by the Parties and shall cover the period of July 1, 2022 to and including June 30, 2025." City of Richmond and the Richmond Fire Management Association 2022-2023 MOU Negotiations
Date: September 22, 2023 TA Jutt
Counter-Proposal: 5
10-3-23
MOU Sections: 5(A) & 10(F)
Subjeces: Base Wage and Education Inconive Pay Km
Counter-Proposal 10/4/23
The City counter-proposes the following integration of education incentive pay into the Parties' agreement concerning compensation.
MOU Language
Delete all existing language in Section 5(A) and replace with:
"Effective the first full pay period in January, 2023 the City will increase base wages by 2.0%.
Effective the first full pay period in July, 2023, the City will increase base wages by 2.0%.
Effective the first full pay period in January, 2024, the City will increase base wages by 2.0%.
Effective the first full pay period in July, 2024, the City will increase base wages by 2.0%.
Effective the first full pay period in January, 2025, the City will increase base wages by 5.5%."
Create new Section 10(F) to read as follows:
"Education Incentive
a. An employee will receive 2.5% above regular salary for the following degrees or certifications effective the first full pay period in January, 2023 or 1 the first full pay period following City Council adoption of this Agreement, whichever occurs later:
Associate of Arts Degree
Associate of Science Degree
TA Jutt
Bachelor of Arts Degree
Bachelor of Science Degree 10-3-23
Company Officer Certification
Chief Officer Certification
101412°
Fire Marshal Certification
Degrees must be from an accredited community college, college, or university. An employee is only eligible to receive the incentive for one degree and/or certification. An employee possessing multiple degrees and/or certifications shall only receive a single 2.5% incentive. Employees who become eligible in the future will receive the incentive pay prospectively. b. Effective the first full pay period in January, 2024, the incentive for the following degrees and certification will increase from 2.5% to 5.0% of regular salary:
Bachelor of Arts Degree
Bachelor of Science Degree
Chief Officer Certification
Fire Marshal Certification
An employee will only be eligible to receive one incentive pay up to 5.0%.
An employee possessing multiple degrees and/or certifications will be eligible for the most valuable incentive. For example, an employee possessing a Company Officer Certification and a Bachelor of Arts Degree will receive a 5.0% incentive. Employees who become eligible after January 1, 2024 will receive the incentive pay prospectively.
c. The City will initiate education incentive pay described in paragraphs (a) and (b) above the first full pay period after the Human Resources 2 Department receives an Additional Pay Form and written proof of a qualifying degree or certification."
TA JuH 10-3-23
Kjm 10/4/23
3 City of Richmond and the Richmond Fire Management Association 2022 MOU Negotiations
Date: July 21, 2023
TA
Counter-Proposal: 9
Jutt
MOU Section: 13(D)(6) & (7) 103-23
Subjects: Payment for Unused Sick Leave at Retirement
foon
Counter-Proposal 10/4/23
The City agrees to allow accumulated sick leave that a retiree does not cash-out to be reported to CalPERS for service credit. However, the City would like to retain the current sick leave upon death cash-out provision. The City therefore counter- proposes the following MOU language concerning unused sick leave.
MOU Language
13. LEAVES OF ABSENCE, D. SICK LEAVE
"(6) PAYMENT FOR UNUSED SICK LEAVE (RETIREMENT): Any
bargaining unit member who retires from City service for reasons other than disability shall be entitled to receive pay for 70% of theirhis/her accumulated sick leave at the effective date of theirhis/her retirement. This option is in lieu of the PERS credit option described in Section 19. Any sick leave hours not used for payment of unused sick leave at retirement shall be applied to CaPERS for service credit. This section shall also apply to individuals who are still covered by the City's prior Police and Firefighters retirement plan.
(7) PAYMENT FOR UNUSED SICK LEAVE (DEATH): The spouse of any employee who dies due to a work-related illness shall receive pay for 50% of the accumulated sick leave of the deceased employee."
14. WORKERS COMPENSATION LEAVE
B: During the time the employee is receiving total temporary disability compensation payment, the City shall make payment in accordance with Labor 1 Code Section 4850 as applicable. If after completion of disability leave, it is etermined that a permanent and stationary disability exists, it shall be the City ecision to retire the employee with a 50-70% sick leave cash-out as final tota settlement. Any sick leave hours not used for payment of unused sick leave at retirement shall be applied to CalPERS for service credit. This option is in lieu of the PERS credit option described in Section 21.
21. RETIREMENT PLAN
D. Members of the bargaining unit upon retirement may have their sick leave balance credited towards years of service, unless they choose to exercise the 50% sick leave buy out option.
TA JuH
10-3-23
Khr
10/4/23
2 City of Richmond and the Richmond Fire Management Association 2022 MOU Negotiations
Date: October 5, 2023
Counter-Proposal: Vacation
TAJult
MOU Section: 15(B) 10-5-23
Subject: Vacation and 4850 Leave
K010/6123
Counter-Proposal
The City counter-proposes to mirror the language concerning vacation the vacation accrual cap and Labor Code 4850 leave utilized in the MOU with IAFF Local 188.
MOU Language
The relevant portion of Section 15(B) in the successor RFMA MOU would read as follows. The City's counter-proposal does not seek to change or delete the other components of Section 15(B) that are not restated below. "Vacation Reserve: No employee in the bargaining unit shall accumulate more than the equivalent of three times their annual vacation accrual. At any time during the year when three times the vacation accrual are accrued, the employee Will cease earning vacation until the employee has utilized vacation and their balance has fallen below their maximum accrual. Each time the maximum accrual is reached, the employee shall stop accruing additional vacation. There will be no exceptions or waivers of the vacation accrual limit except as identified in the paragraph below. The Department shall schedule vacation off, on or before an employee reached their vacation accrual maximum.
An employee on 4850 leave may accrue up to one additional year of vacation accrual, for a maximum of four times their annual vacation accrual. months 1) the employee's vacation accrual maximum will be four times their Upon return to work from 4850 leave, for a period of time not to exceed six annual vacation accrual and 2) employee may accrue additional vacation over that cap during that six-month period of time. After that six-month period, the 1 employee shall cease to earn additional vacation if they are above the three annual vacation periods limitation."
TA jult
105-23
Km
10/6/23
2