DATE: January 23, 2024
TO: Board of Supervisors
SUBMITTED BY: Hollis Magill, Director of Human Resources
SUBJECT: Memorandum of Understanding for Representation Unit 13
RECOMMENDED ACTION(S):
TITLE
1. Approve the successor Memorandum of Understanding for Representation Unit 13, represented by Stationary Engineers Local 39, effective January 22, 2024, through January 18, 2026.; and
2. Approve the related Salary Resolution Amendments as reflected on Appendix “C”.
REPORT
Approval of the recommended actions would effectuate the tentatively agreed upon terms and conditions as delineated herein regarding Unit 13’s successor Memorandum of Understanding (MOU), effective January 22, 2024, through January 18, 2026. The estimated cost for FY 2023-24 is $551,344; $35,008 of which is Net County Cost (NCC). Impacted department appropriations will be monitored, and adjustments will be brought to your Board if needed.
ALTERNATIVE ACTION(S):
If your Board were not to approve the recommended actions, the existing terms and conditions would remain in effect and negotiations with Unit 13 would continue.
FISCAL IMPACT:
The total estimated cost of the negotiated terms and conditions for FY 2023-24 is approximately $551,344; $35,008 of which is NCC and includes related retirement costs. Impacted department appropriations will be monitored and adjustments will be brought your Board if needed. The estimated cost for FY 2024-25 is $914,043; $57,674 of which is NCC. Sufficient appropriations will be included in the County’s FY 2024-25 budget request.
DISCUSSION:
Your Board’s representatives met and conferred with the Stationary Engineers Local 39 representatives on behalf of Representation Unit 13 regarding a successor MOU (latest MOU expired December 10, 2023). A tentative agreement was reached and subsequently ratified by the Unit 13 membership.
The significant components of the agreement are as follows:
Ø MOU Term:
o January 22, 2024, through January 18, 2026
Ø Salary Adjustments:
o 5% increase effective January 22, 2024
o 3% increase effective January 20, 2025
Ø Addition of one additional Step (Step 6) Effective July 8, 2024:
o Add one additional salary step (Step 6) for all classifications
o Effective no sooner than July 8, 2024, modify Salary Resolution 411.2 (Advance from Step 1 to Step 2) from 13 pay periods to 26 pay periods
§ A subsequent item will be brought to your Board at a future date to effectuate the changes to the Salary Resolution.
Ø Health Insurance for Plan Year 2024:
o Increase total County Contributions for Employee Only up to $433 (up to $25 increase per pay period) effective January 22, 2024.
o Increase total County Contributions for Employee plus Child(ren) up to $688 (up to $150 increase per pay period) effective January 22, 2024.
o Increase total County Contributions for Employee plus Spouse up to $688 (up to $150 increase per pay period) effective January 22, 2024.
o Increase total County contributions for Employee plus Family up to $853 (up to $150 increase per pay period) effective January 22, 2024.
Ø Health Insurance MOU Reopener
o Health Insurance MOU Reopener no later than September 1, 2024, for Plan Year 2025.
Ø Bilingual Skill Pay:
o Effective January 22, 2024, add an article allowing Disposal Site Attendants to certify and become eligible for assignment by the Director of Public Works and Planning to designated bilingual positions at a rate of $50 per pay period.
Ø Holidays:
o Add Juneteenth (June 19th) as an official County holiday beginning in 2024.
Ø Lead Worker Allowance:
o Effective January 22, 2024, increase Lead Worker Allowance from $50 to $100 per pay period.
The following items are also included in the Tentative Agreement (TA), but will not be included in the MOU:
Ø Supplemental Retirement Plan Match for Members in Retirement Tiers IV and V:
o Effective March 4, 2024, increase the Deferred Compensation Plan County contribution match from $25 per pay period, to $50 per pay period match for employees enrolled in Retirement Tiers IV or V.
o Employees not contributing to the Deferred Compensation Plan will not be eligible to receive this match.
o The duration of this Deferred Compensation Plan contribution match continues to be at the Board of Supervisors’ discretion and may be eliminated at any time
REFERENCE MATERIAL:
BAI #46, December 13, 2022
BAI #44, December 14, 2021
ATTACHMENTS INCLUDED AND/OR ON FILE:
MOU for Representation Unit 13
Salary Resolution Amendment - Appendix C
CAO ANALYST:
Salvador Espino