City Council
Report
City Council Meeting: November 14, 2023
Agenda Item: 5.P
1 of 3
To: Mayor and City Council
From: Oles Gordeev, Acting Director of Human Resources, Human Resources Department
Subject: Adoption of a Resolution to Accept Tentative Agreement and Authorize Execution of MOU with AFSCME Local 4819
Recommended Action
Staff recommends that the City Council:
1. Adopt a finding of categorical exemption pursuant to Section 15324 (Class 24 Regulations of Working Conditions) of the California Environmental Quality Act (CEQA) Guidelines;
2. Adopt the proposed Resolution (Attachment A) accepting the Tentative Agreement (TA) and authorizing the City Manager to execute a Memorandum of Understanding (MOU) with the AFSCME Local 4819, Management Team Association (AFSCME);
3. Adopt the salary schedule (Attachment B); and
4. 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 AFSCME Local 4819, Management Team Association (AFSCME) have resulted in a tentative agreement (TA) for a successor MOU. Staff seeks Council authorization to enter into this agreement with this bargaining unit. AFSCME has authorized and approved the terms of the TA. City staff recommend that Council approve the TA to establish a successor agreement between the City and AFSCME.
Discussion
The MOU between the City and AFSCME establishes wages, hours, and other terms 2 of 3
and conditions of employment. Under the MMBA in California, local public agencies negotiate with exclusively recognized employee organizations on wages, hours, and working conditions.
The overall policy of the City has been to maintain competitive benefits and working conditions in a high-cost geographic labor market to attract and retain a high-quality workforce to serve our community across a wide range of specialized services. Since most, though not all, City jobs are 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 this TA maintain alignment with our 11 comparable peer cities while simultaneously preserving a level of benefits that will keep the City 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 AFSCME are outlined below:
• Term of agreement: July 1, 2023, through June 30, 2025. • 3% Salary increase: July 1, 2023
• 2% Salary increase: July 1, 2024
• One-time signing bonus: $1,650 per employee employed as of July 1, 2023. • State disability insurance will be at no cost to the employee effective January 1, 2024.
• One additional cashable management leave day effective July 1, 2024 • Employees with 15+ years of service will receive 8 hours of cashable leave per fiscal year effective July 1, 2024
• Restoration of annual option to cash out sick leave effective July 1, 2024:
Less than 10 years of service=6 sick leave days, 10+ years of service=12 sick leave days. Additional one-time option to cash out sick leave for employees 3 of 3
employed as of July 1, 2023, in accordance with the same criteria.
Environmental Review
The negotiated changes to staff wages are categorically exempt pursuant to Section 15324 (Class 24 Regulations of Working Conditions) of the California Environmental Quality Act (CEQA) Guidelines. Class 24 consists of actions taken by regulatory agencies to regulate employee wages, hours of work or working conditions where there will be no demonstrable physical changes outside the place of work.
Financial Impacts and Budget Actions
The total cost of the negotiated changes contained in the TA presented in this report is approximately $984,000 for FY 2023-2024 and $940,000 for FY 2024-2025 will be paid from various City funds. The budget impact of the salary increases was included in the FY 2023-25 Adopted Budget. If the changes are approved, staff will appropriate the additional amounts for the other changes during the FY 2023-24 midyear budget.
Prepared By: Robert Scalise, Human Resources Manager
Approved Forwarded to Council
Attachments:
A. COLA FY22-23 MTA Salary Schedule 3.0% 7.1.23
B. AFSCME-MTA TA RESO 11.14.23