1 David Yakobson
From: Clerk Mailbox
Sent: Friday, May 23, 2025 12:05 PM
To: councilmtgitems
Subject: FW: Letter to Council - Agenda (5/27)
Attachments: Letter_MEA_STA_ATA.pdf
Follow Up Flag: Follow up
Flag Status: Completed
David Yakobson
Staff Assistant III
(310) 458-8211 x2066
santamonica.gov
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From: Alejandro Mendoza <[email protected]> Sent: Friday, May 23, 2025 11:07 AM
To: councilmtgitems <[email protected]>; Clerk Mailbox <[email protected]> Subject: Letter to Council - Agenda (5/27)
On behalf of Municipal Employees Association, Supervisor Team Associate and Administrative Team Associates, please see the attached letter that is being submitted for public comment for the City Council meeting scheduled for Tuesday (5/27/25).
Regards,
Alex Mendoza
ATA Board Member
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Date: May 21, 2025
To:
Santa Monica City Council
1685 Main Street, Room 209,
Santa Monica, CA 90401
Subject: Request for Additional Authorization for Staff Compensation Increases Dear Honorable Members of the City Council,
On behalf of the three bargaining groups representing Municipal Employees Association (MEA), Supervisor Team Associate (STA) and Administrative Team Associates (ATA), which represent 773 City employees that are a substantial portion of the City’s dedicated workforce, we respectfully submit this letter to request your support in authorizing City management to provide additional compensation in the next labor contract. In addition, we are requesting that the city front-load the larger portion of the compensation in the first year of the contract.
Critically, our requests are driven by a combination of factors that have adversely impacted the ability of the City to retain and attract talented public service employees. We believe that a fair and competitive compensation package is essential to ensure the continued delivery of high-quality services to our residents and businesses.
Justification for the Request:
1. No Cost-of-Living Adjustment in 2020 through 2022:
In 2020, at the onset of the COVID-19 pandemic, all three bargaining groups made a significant concession by foregoing any cost-of-living adjustment (COLA) for two years. This decision was made in good faith and in recognition of the financial uncertainty facing the City at that time.
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2. Below-Inflation Adjustments in the Most Recent Agreement:
In the most recent contract period, our members again demonstrated their commitment to the City by accepting COLA increases that were less than half the rate of inflation as measured by the Consumer Price Index (CPI). This has resulted in real wage losses for our members, diminishing their purchasing power and eroding morale.
3. Compensation Lags Behind Neighboring Jurisdictions:
Comparable cities in our region have taken more proactive steps in adjusting their compensation structures to match market conditions and inflation. As a result, the increases currently offered to our members are significantly lower than those being provided to similar classifications in adjacent jurisdictions.
City Fiscal Year COLA Increase Length of Contract
City of Culver City 2023–2026 13.5% 3 years
City of Los Angeles 2024–2028 22% 4 years
City of Inglewood 2023–2025 16.0% 3 years
City of Beverly Hills 2023-2025 13.44% 3 years
As the table shows, the increases currently being offered to our bargaining group members are substantially lower than those received by employees in comparable cities. The figures shown were provided to public employees who are comparable to the position and services performed by members of our respective bargaining groups.
Impact on Recruitment and Service Delivery:
The cumulative effect of these compensation constraints has been severe. Each of the three bargaining groups is experiencing a notable decline in the number of qualified candidates applying for vacancies. This reduced interest is directly tied to the noncompetitive salary offerings. In some cases, recruitment list are producing a limited number viable candidates.
Moreover, the City is increasingly unable to attract the caliber of professionals it has historically prided itself on hiring. This talent gap is contributing to a strain on existing staff, gaps in service delivery, and an overall reduction in the City’s operational effectiveness.
Next Steps and Consideration
We urge the City Council to recognize the need for prompt and meaningful action.
Authorizing City management to negotiate enhanced compensation packages would not only honor the past sacrifices of these employees but also position the City to better Item 5-B
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compete in today’s labor market and maintain the high standards of public service that our community expects and deserves. Furthermore, in light of the limited compensation previously provided, we are requesting a fair and equitable wage, with the majority of the compensation front-loaded in the contract to begin addressing longstanding disparities.
We respectfully highlight that the members represented within the three bargaining units comprise a diverse and exceptionally skilled group, recognized among the most talented professionals in the public sector. We remain committed to serving the City, its residents, and businesses with the utmost dedication and professionalism.
We appreciate your attention to this matter.
Respectfully,
On behalf of Municipal Employees Association, Supervisor Team Associate and Administrative Team Associates
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