City Council
Report
City Council Meeting: September 13, 2022
Agenda Item: 5.C
1 of 4
To: Mayor and City Council
From: Lori Gentles, Chief People Officer, Human Resources Department Subject: Adoption of a Resolution accepting the tentative agreements and authorizing the City Manager to negotiate and execute a Memorandum of Understanding with the Administrative Team Associates (ATA)
Recommended Action
Staff recommends that the City Council:
1. Adopt the proposed Resolution (Attachment A) accepting the tentative agreement and authorizing the City Manager to negotiate and execute a Memorandum of Understanding with the Administrative Team Associates (ATA);
2. Adopt the salary schedule (Attachment B); and
3. Authorize budget changes as outlined in the Financial Impacts & Budget Actions section of this report.
Summary
In accordance with the Meyers-Milias-Brown Act (MMBA), negotiations between the City and the Administrative Team Associates (ATA), have resulted in a Tentative Agreement (TA) regarding a successor Memorandum of Understanding (MOU). Staff seeks Council authorization to enter into this agreement. ATA finalized the ratification voting process, approving the terms of the TA. City staff recommend that the Council approve the ratified TA to establish a successor agreement between the City and this bargaining unit. Staff have ongoing negotiations with one remaining bargaining unit.
Discussion
The MOU between the City and the bargaining unit establishes wages, hours, and other terms and conditions of employment. Under the Meyers-Milias-Brown Act (MMBA) in California, local public agencies negotiate with exclusively recognized employee 2 of 4
organizations on wages, hours, and working conditions. The City is currently still in negotiations with one of these employee organizations (often referred to as bargaining groups or unions) whose contracts with the City expired on June 30, 2022, with the exception of the Teamsters, whose MOU expired in 2020.
The overall policy of the City has been to maintain competitive benefits and working conditions in a high-cost geographic labor market in order to retain and attract a highquality workforce to serve our community across a wide range of specialized services.
Since most, though not all, City jobs are most comparable to those in other (competing) municipal organizations, the City has traditionally looked to full-service cities in our region of similar size and financial strength for labor market comparisons.
The terms of the tentative agreement brings the City closer in alignment with our eleven comparable peer cities while simultaneously preserving a level of benefits that will keep the City of Santa Monica competitive in a tight labor market. Peer cities include Anaheim, Beverly Hills, Burbank, Culver City, El Segundo, Glendale, Inglewood, Pasadena, Redondo Beach, Santa Barbara, and Torrance. The City of Los Angeles and County of Los Angeles may also be included as a comparable agency depending on the classifications being surveyed.
The substantive changes for the TA with ATA are outlined below:
Administrative Team Associates (ATA)
• Term of Agreement: July 1, 2022, through June 30, 2025. • July 1, 2022 = 4.5% salary increase plus a one-time signing bonus of $1,650, effective July 1, 2022,
• July 1, 2023 = 3% salary increase.
• July 1, 2024 = 2% salary increase.
• Add Cesar Chavez and Juneteenth as paid holidays.
• Restoration of Sick Leave Buyback Program.
3 of 4
• City-paid State Disability Insurance effective fiscal year 2024-2025. • ATA employees who are assigned and respond to a mutual aid team shall be compensated for “portal to portal” at the straight-time rate. • Special Event/Operational Emergency Compensation – ATA members in the Police Department due to extraordinary circumstances, may receive extra compensation at their straight time rate of pay for hours worked in excess of their regularly scheduled work week.
• Water Division bonuses: $75 bi-weekly, $125 bi-weekly or $175 bi-weekly bonus for Water Treatment, Wastewater Collection, Water Distribution Certification bonuses, depending on the level of the certification.
Financial Impacts and Budget Actions
The total estimated cost of the negotiated changes contained in the tentative agreement presented in this report is $2,562,647 for FY 2022-23. The budget impact of these changes was included in the FY 2021-22 through FY 2027-28 Five-Year Financial Forecast for the General Fund. If the changes are approved, staff will appropriate the FY 2022-23 changes in Non-Departmental for the General Fund and all other funds as listed in the table below. The budget will be transferred to the relevant funds and department accounts along with the FY 2022-23 Midyear Budget changes being presented to Council in February 2022.
Fund # Fund Name Total
01 General Fund $2,000,143
11 Beach Recreation Fund 27,401
12 Housing Authority Fund 39,857
50 Water Fund 41,374
51 Wastewater Fund 56,199
53 Pier Fund 43,969
54 Resource Recovery & Recycling Fund 103,736
55 Community Broadband Fund 105,842
57 Airport Fund 35,877
59 Cemetery Fund 34,390
60 Big Blue Bus Fund 33,763
70 Vehicle Management Fund 14,673
75 Risk Management Administration Fund 25,422
4 of 4
Total all funds $2,562,647
Prepared By: Ericka Reinke, Senior HR Analyst
Approved Forwarded to Council
Attachments:
A. COLA FY22-23 Step ATA Salary Grades 4.5% 9.13.22
B. ATA TA RESO 9.13.22