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Home My WebLink About28-City Administrator - " ,...~ .v ~ . .~, ~~''".:..-r:;;.:~ - - Gordon Johnson Director of Personnel 300 North "Dn Street San Bernardino, CA. 92418-0001 '," '-i""~:':~~~~:::}"':_"''-:' ':'>:'''~'\'?<r-._,. ." , ~~i!4~~~":;~:'f~:_~--;'(__:-,; """"'."':"',.,:',:",:.' " S! .m . .' . == 15~ ....~ ~ '"' -::00 ,-, _-'0. :.....>~..~ __II:)- ___ ..... '. ...;~O'..~. !;:~'2 ..~. ~~' ...:~.. .. _... CIII..CJ .. i...~~r'5;:: . :~:..",-.;,;~2~~:~: ";']~:~~t~ i~. ~. July 19, 19!}0 Dear GordCln: ',' ~-'...;..~-':.;..,. 1\s I stated at the conclusion of our bargaining session on July 17, 1990, we have declared impasse .on contract . . .-:;" negotiations for the City's Mid-Management berg_in'I\g 1iD1t~" We therefore request to initiate impasse procec11ires'in an" effort to mediate this dispute and settle it at;. ';the. earliest possible date. III accordance with the Meyers-Milias Brown Act, and 1n the interest of arriving at a fair settlement, we request that the State Mediation and Conciliation Service be utili&ed to. IlIediate this dispute. .,..... Tbe following is a summary of those issues which. zo-a'" in' di t . .~.,..' H::..... ~ . spu e: . ....; .... '.. .......: ,,' ~:~~~~-"l~~~i..;; . increase effective July ,1, 1990, wit~ !"~~~~~.~,i.i':i~i'ii:::~::L. increases.. ......i.. ..... :'A-:.. ..... .dlf.W~~i~5r,~~iitj:~ij$.;~;~:::;.;.,;. 3. Bquity,.Mjusaents: Webave a tenta1;1:~,a!F.~...Bil~'.OD.;'~!;2~;"'#\' the. Ci~.',,~ge . Proposed OD. June. 16:''''. '~'':- . . "{"':~';;"'ii;"'~'il'i:":': statut'):;'~'emP'loyee'~l'y,ncttlve.t.,.,." r. ." "., """ . ';"{\';. the Mgbest range wh1cb~".$~~l.".'" " 'f;' aboye)1i.,. ~.f~:bigh~.t, . ;:iusi(':r: . . 4...,~... .,.':.--~':;~-~~:~~:i~ . .~p.,t ii,,:::.;, ;'>4., Salary' . ..~..~f . .' "'.thE(lal'ioWloe: "!b1i~'" ....8W:VeJ'. would'set.,. first CouDcil meet:1il9:,J,1j. 'J., , ~~..~J:~j~~" ,- . ,~',-~,,"'c - ," -'" .' . .....~.:J:(r~ ~......,'4- -" ""'~~'__~ _.~'">I~ - . ,~... '~~~~:~:~::'~L~:~.~_.",~, '. _.:~:'~i2T:I':.~ m;"~-' 7 . -~".'-7if:~ --' ~~~ . ',.' '~."_:;~~r~_' ,~~t~~'E:> 433 Nall!l Sieno Way -PO. Bar 308. 5a:',~~tcio~.~.9192<<ll!.o!Gis'.'~: . ',. .o'. . '" -"..~....,. 1 c.l\Ni!......." .~;.' '. .._; .; - . ..' :';:-::::"::....-~~'~~ ~.. ." -. ;.:'!~~~~.:::~.:~~- '"'" r:'f; A .- '., ;"'" '. o o ~ . , '. . - :'.;'-.,.... ..,' .~i.:,:';.-.;i.:0'';'' , -'. ~~~. '" -;-,..-;k.""::',~'~'''''': :--'," " . ,:-:'elfective the first pay period in October 1!)90,witb_a:..:t;2:,{~~):r} _ III1nimwli increase for all unit members of tWo (2) 'per~f!~!,,\;~i~~ti':':: '_;,' ,'. ";{._,~_,<-:C'-'.1;.,,-:,:,, . ~._'_Benefit Plan: We bave asked for a fi~ed,do.U~ lIIIIOUDt;::g!~~:;,-_;_- fot"entployees Mdical and dental contribUtions to equal"""it:,~","'-}f;'i . . _-,:'l~~~~ii~~i~tg~~~,:_., .', :-:-' ,~.~;~. >'::,:<, ;;~,~~r~.- 6: OVertime: In accordance witb the lan9Wlge We provided, '" - alY1Diui&gers Would be 'granted 'forty- nO) bours' of - ,i"'j,I,;;;.bt',..> contpensation tiIlIe on July 1, 1990, and for overtime worked in excess of forty hours in the year, employees would be paid ata straigbt time hourly rate. Payment would be either 'accrUed campensation time or cash payment at the emp1.oyees "option~ - 7. Maintain'existing uniform allowance provisions. , 8. 'Upon resignation employees would be able to cash out fifty percent of their unused sick leave balances, with no cap. 9. Maintenance of membership witb a window period in April.. 10. Change to the five-step plan prior to the implementation of the salary survey. Please call me at your earliest convenience so that we can set up an impasse meeting to discuss those issues frCIIII each parties perspective, to determine which issues are at impasse. Sincerely, .~ \.oW. ~ Susan Tarvin Labor Relations Representative cc: John Tucker Anne Larson-Perbix DaD ThCllllaS Burt Murphy '"'":-":";"',; . \~.~~~~J~:L}: !~:, ',:c__... .~ '~r':~:.~~ ."' . " -~. ~ .ki;",' .- '''~~' Page - 2 ".~ -' ." .....'.-" . " ..~. '.., .. o o f MID-MANAGEMENT NEGOTIATIONS By Shauna Edwins On July 1, 1990, the contract with the Mid-Management bargaining unit expired. Their previous contract was for a 3 year period. Under that contract, the Mid-Managers received full payment of their retirement contribution, a salary survey averaging 11.2% plus cost of living increases of 4% in January of 1989 and 4% in January of 1990. After 9 negotiating sessions, the Mid-Management Union declared impasse and requested the hiring of a mediator. The Mayor an Council set today as the time and place for an impasse hearing. They chose a hearing in-lieu of the mediator for two reasons: 1. cost savings, and; 2. the opportunity to make the issues known to all Mid-Managers and the public. There are 10 issues over which the City and Mid-Managers have not reached agreement. The 3 major areas of disagreement are: 1. The term of the MOU 2. Increases in medical benefits; and 3. Salary increases. TERM The City has requested that the cycle of the MOU be changed from a fiscal year to a calendar year with a January 1, 1992 expiration. The January expiration was requested for dR budget preparation p~poses. o ; HEALTH BENEFITS The City presently provides a cafeteria plan wherein each Mid-Manager receives $250 per month in health benefits. The City is offering a 13% increase to $283. This $283 provides full coverage for an employee plus one dependent on the high option Kaiser Plan, and a pre-paid dental plan. The City is requesting that if the employee wants a plan more expensive than the high option Kaiser Plan, the employee pay the difference. ,r ~ ~ I SALARY The Mid-Managers received a 4% cost of living in January 1990. They have requested an additional 3% effective ~ July 1, 1990, which would total 7% over 6 months. The City rejected this request and offered to conduct a salary survey in October which would be implemented January 1991. The previous salary study netted an average increase per Mid-Manager of 11.2%. For acceptance of an 18 month contract, the city offered an additional 4~6% (based on the CPI) to be paid automatically on July 1, 1992. There are approximately 84 employees in the Mid-Management bargaining unit. Their salaries range from $25,296 annually for Senior Custodian to $50,568 for Senior Planner. Each receives 13 paid holidays and a minimum of 2 weeks annual vacation. Their benefits average 30% in addition to salary. with benefits, the cost to the City for the Senior Custodian position is $32,884 per year. with benefits, the senior Planner position costs $65,738 per year or $31.60 per hour. o o The City pays 100% of Mid-Management retirement costs and they receive the highest life insurance benefits offered to non-management employees. Their cafeteria plan oresentlv exceeds that given to General, Police Safety and Fire Safety employees. Unfortunately, timing has worked against both the City and the Mid-Managers. The City offered several incentives to Mid-Managers to entice them to settle prior to submission of the budget. One of these was an additional 5% step increase to be given to each Mid-Manager at the time of their regular step increase. In other words, instead of getting a 5% step increase, each would have received 10%. This was immediatelv rejected by the negotiating team. As time went on, the City'S financial position worsened. Please refer to the August 28th article in the Sun. Accordingly . . (I will summarize booking fees, etc.) Again. By rejecting the city's final offer, the Mid-Managers are foregoing: 1. A 4-6% increase of July 1, 1991. 2. 3. A Sa1ary~UrVey with a guaranteed ~lementation date of January 1, 1991 -- which could have raised their pay an average of 11.2% as was our experience in 1987. A 13% increase in health benefits.