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CITY OF SAN BERt<)RbINO - REQUEST OR COUNCIL ACTION
From:
BARBARA DILLON
Subject:
MID-MANAGEMENT
NEGOTIATIONS - IMPASSE
HEARING
.
Dept:
PERSONNEL
Date:
.
JUNE 4, 1992
Synopsis of Previous Council ection:
8/19/91 - Mayor and Common Council (Workshop)
11/14/92 Council Personnel Committee (Closed Session)
3/2/92 - Mayor and Common Council (Closed Session)
Recommended motion:
That the hearing be opened; close hearing.
~~~hhJ ..?'li.//~'7}
Signature
Contact person:
Barbara Dillon
Phone:
384-5161
Supporting data attached:
Yes
Ward:
FUNDING REQUIREMENTS:
Amount: N/A
Source: IAcct. No.1
IAcct. DescriDtionl
Finance:
Council Notes:
75-0262
Agenda Item No
33
CITY OF SAN BEROlRDINO - REQUESTOOR COUNCIL ACTION
STAFF REPORT
.
Introduction
On December 31, 1991, the contract with the Middle Management
Employees expired. Their previous contract was for an eighteen-
month period, July 1, 1990 to December 31, 1991. Under that
contract, the Middle Management Employees received compensation and
benefits including, but not limited to, the following:
o 4' across-the-board salary increase as of 7/1/91; plus,
o Salary increases resulting from a Salary Survey (2-22'
salary increases, implemented on 1/14/91 and 7/1/91);
o City contribution towards employee health premiums of
$353.40/month (the rate equivalent to the Kaiser premium
and the Mission Dental high option plans, for the
employee plus one dependent).
Seventy-seven of the authorized 84 positions in the unit were
filled and received raises. The cost of implementing the salary
increases was an additional $424,422 per year, or an average of
$5,512 per employee.
statu. of ..gotiation.
We made significant progress during the 13 negotiating sessions
held between OCtober, 1991 and March, 1992.
on April 24, 1992, the City received a letter from the San
Bernardino Public Employees Association (SBPEA) declaring impasse
and requesting to initiate impasse procedures. An impasse meeting
was held on May 11, 1992.
Both the SBPEA and the City Team decided to follow Option (B) of
the impasse procedures from Resolution. 10584:
(B) A DETERMINATION BY THE MAYOR AND COMMON COUNCIL,
after a hearing on the merits of the dispute.
The Mayor and Council set 10:00 AM, Monday, June 15, 1992, as the
time for an impasse hearing.
Highlight. of city '.r... propo.al
Attachment 1 of the summarizes Economic Items offered to SBPEA as
of February 28, 1992.
Attachment 2 summarizes Features of the City Team Proposal over and
above the terms of the current contract.
Page 1 of 19
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Attachment 3 is a copy of the City Team's Last, Best and Final
Offer, dated February 28, 1992.
Attachment 4 is a copy of SBPEA's "Best, Last and Final Offer"
received by the City Team on March 9, 1992.
I:e]' Issues
SBPEA listed five (5) areas of disaqreement, in its letter received
on April 24, 1992 (Attachment 5):
1. Contract Term. The City Team proposed two (2) years.
SBPEA proposed 18 months in its March 9, 1992 offer, and
revised this to one year in its impasse letter received
on April 24, 1992.
2. Reonener on SalarY 'Benefits. SBPEA has requested that
the City "reopen" salaries and benefits of Mid-Manaqement
employees, if any other unit receives an increase.
SBPEA clarified this to exclude Police and Fire Safety.
When SBPEA received raises in 1991, other barCIaininq
units did not qet reopeners. Reopeninq the contract
when the City has little or no money raises false hopes
for employees.
3. Lona-Term Disabilitv. The current MOU requires all
Mid-Manaqement Employees to participate in the City-
sponsored lonq-term diSability (LTD) insurance plan.
Now, employees pay the premium for this insurance.
City Team has offered 50t paJllent versus SBPEA's
proposal of lOOt payment. The effective date of payment
will be based on approval by the Mayor and Common
Council.
4. OVertimA. The City Team did propose a comprehensive
overtime article, which SBPEA rejected. The City Team
then presented the proposal included in its Last, Best
and Final Offer, affectin9 thr.e (3) positions, who
would be transferred from the Group II Classification
(Compensatory Time Off) to other OVertime cateqories.
5. Sick Leave Conversion. SBPEA proposed that, effective
July 1 of each fiscal year, the City convert for
each employee in this unit all sick leave hours in
excess of 266 hours into dollars at the employees'
current rate. SBPEA stated that its proposal would
benefit both the City and the employees, and may
qenerate new monies for the City.
Page 2 of 19
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,
The City Team disagrees that this proposal would
result in cost savings to the City. Additionally,
the city Team believes that this type of program, if
implemented, should be done on a City-wide basis, not
just for one unit.
Attacbaenta.
'1 City Team Proposal - Economic Items
'2 Features of city Team Proposal
'3 City Team's Last, Best and Final Offer
'4 SBPEA's "Best, Last and Final Offer"
'5 Impasse Letter Received April 24, 1992 from SBPEA
Page 3 of 19
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JaD-DDGBIIBIl'.r IIBGOTIATIONS
CITY TBU PItOposu.
BCOBOJaC IH118
AS 01' 2/28/'2
BIll
COIIVBRT TO A 5-STBP SALUlY SCALB
$.10/BOUR DCIUWIB I'OR nxNG SBIn ,
GRAVlYUtD/BIGBT SBIn BKPLOYBBS
I'IftY (50) nRCBBT 01' LONG-TBRII DISUILITY
(LTD) INSURUICB PItJDII1lJl
TOTAL
NOTE: CITY TEAM HAS PROPOSED A TWO (2) YEAR CONTRACT
AttachEnt 1
111Um1.T.C08'1'
$ 8,""
758
12,000
$ 21,224
Page 4 of 19
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AttacMlent 2
KID-DDGBllBD DGO'1'XATXOITS
FD'1'1JUS 01' exTY '1'BaII PROPOSAL
,
These items are above and beyond the terms of the current
M_orandum of Understanding with the San Bernardino Public
Employees' Association (SBPEA).
ECONOMIC ITEMS
o CHANGE FROM A 7-STEP SALARY SCALE TO A 5-STEP SALARY SCALE
o $.lO/HOUR INCREASE FOR SWING SHIFT & GRAVEYARD/NIGHT SHIFT
EMPLOYEES
o FIFTY (50) PERCENT OF LONG-TERM DISABILITY (LTD) PREMIUM PAID
BY CITY
NON-ECONOMIC ITEMS
o TWO (2) YEAR CONTRACT
o STANDARDIZED GRIEVANCE AND TUITION REIMBURSEMENT PROCEDURES
o ELIMINATION OF COMPENSATORY TIME CATEGORY
o PROVISION TO MEET , CONFER ON WORK RULES
o NON-DISCRIMINATION LANGUAGE ON AMERICANS WITH DISABILITIES ACT
(ADA)
o .CLEAN-Up. LANGUAGE ON VARIOUS PERSONNEL PRACTICES
Page 5 of 19
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Attachnlent 3
MID-MANAGEMENT NEGOTIATIONS
CITY OF SAN BERNARDINO
AND
SAN BERNARDINO PUBLIC EMPLOYEES' ASSOCIATION (SBPEA)
,
The following is a proposal prepared by the negotiating
(Barbara Dillon, Andy Green, Jr. Moreno, Fred wilson) .
proposal is subj ect to review and approval by the Mayor
Council, and is dated 2/28/92.
team
This
and
1. GRIEVANCE PROCEDURE
Replace existing Mid-Management contract language on the
grievance procedure with language from the General Unit
contract, with the following modifications:
Definition of a Grievance
Revise second and third sentences as follows: "If the
employee chooses to appeal disciplinary action to the
Civil Service Board, he/she shall be precluded from
filing a grievance. The remedy selected shall be the
exclusive remedy pursued, either through the grievance
procedure used under this MOU, or through the appeals to the
civil Service Board."
"Additionally, allegations of discrimination or harassment may
be submitted to the Affirmative Action Officer."
Revise the'.next portion toread=-"As-used--i~~i'-'proCedure,
the term illmediate supervisor means the lowest level of
supervisor not within the mid-management representation unit."
stens in the Grievance Procedure
Add to Step A (Informal Step): "The date and the subject of
the incident should be provided with the request for the
informal meetinq."
Revise Section 4, B, (2) to state that: "The Director of
Personnel or his/her designee shall meet with the employee
"
. . .
Add to Section 4, B, (3)
the city AdIIinistrator:
the desired result."
reqardinq filing a written appeal to
"State in writing the complaint and
PurDO..: The purpose of these changes is to. ensure consistency
in the grievance procedure and to clear up ambiguous language.
Page 6 of 19
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2. NON-DISCRIMINATION
Add to the first sentence of Employer-Employee Relations,
Section 5:
,
" . . . Union membership. Further. there shall be no
discrimination aaainst aualified individuals with disabilities.
as defined bv the American with Disabilities Act of 1990. when
those individuals do not DOse a risk to the health or safetv of
themselves or others. The AnA .xnresslv identifies
reassianaent to a vacant DOsition as one form of reasonable
accOlIllDodation.-
PurDO..: The purpose of this change is compliance with ADA
legiSlation. In the event that there is a conflict between a
clause in this MOU and the ADA, the ADA takes precedence. A
provisions of law clause is included in the current contract
under Article I, Section 2, (Page 3).
3. TUITION REIMBURSEMENT
Revise Article IV, Section 3
Eliaibilitv: "Prior to receiving tuition reimbursement,
employees must submit documentary proof of having received a
grade which is consistent with the Citv's affirmative action
nolicv. CUrrentlv. this is a "C" arade."
Revise Subsection F to insert, "may be authorized and funded by
the tuition reimbursement fund. with the .approval of the
department head and the City :Administrator~"
Reimbursement: Add: "for un to six (6) units per quarter
. . . or, for un to one and one-half times that amount, if
based on a semester system."
Procedures: Substitute "thirty days" for "three months," per
Department Director Letter NO. 48. Add: "All approved
reimbursement forms must be returned to Personnel, if the
employ_/student does not complete course."
Fundina: Reference 1/28/92 letter re: City is not
obliqated to fund the tuition reiJlbursement account for the
period January 1-June 30, 1992 (Attachment 11).
Pumo..: Consistent administration of tuition reimbursement
program.
Page 7 of 19
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4.
VACATION
Under Article V, Section 1, clarify that -years of employment-
do not refer to Ilarticillants in federally-funded temporary
programs, e.g., JTPA.
ParDO... Clarify that continuous, full-time employment with
the city begins with an employee's permanent, probationary
status (vs. temporary status).
.
5. SICK T.'Rll.VE
Revise Article V, section 3, to read: -In the event an
employee is comnensated for less than fifty percent (sot) of
the total normal work hours in the pay period . . . -
ParDo... Clarify ambiguous language.
6. WITNESS T.'Rll.VE
In first sentence, change -leave of absence- to -witness
leave.-
Revise Article V, section 7, to read: -... This benefit
shall not apply in any case in which the subpoenaed employee is
a party to the action, unless the action arose in the course
and sCQDe of the eDlI)lovee's eDmlovment with the citv..
Add: -An employee may not be denied leave to appear at a
proceeding subject to a lawful subpoena.-
ParDOB.. Clarify ambiguous language.
7. LENGTH OF CONTRACT - The city team proposes a two (2) year
contract, 1/1/92 - 12/31/93, VB. one (1) year recOllllllended by
SBPEA.
8. AGENCY PERSONNEL RULES
A. SBPEA may meet and confer with the City regarding new Civil
service Rules prior to implementation. (Reference Side
Letter - Attachment 12.)
B. ~ -The city may adopt, change or modify work rules.
Whenever the city changes work rules or issues new work
rules, it will post them on departmental bulletin boards
ten (10) working days prior to their effective date, except
in emergency situations. A copy will be sent to SBPEA at
the beginning of the 10-day period, in order that SBPEA may
meet and confer reaardina such rules with the city before
Page 8 of 19
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they become effective, if SBPEA so requests."
9. EMPLOYER-EMPLOYEE RELATIONS
~
EmD10vee Riahts
Insert the following excerpt from Resolution No. 10584 under
Article II, Employer-Employee Relations:
"1. Employees of the City have the right to form,
join and participate in the activities of employee
organizations of their own choosing for the purpose
of representation on all matters of employer-employee
relations, including, but not limited to: wages,
hours and other terms and conditions of employment.
Employees of this city also shall have the right to
refuse to join or participate in the activities of
employee organizations and shall have the right to
represent themselves individually in their employment
relations with the city. No employee shall be
interfered with, intimidated, restrained, coerced
or discriminated against by the City or by employee
organizations, because of the exercise of these rights."
"2. The City, through its representatives, shall meet
and confer in good faith with representatives of formally
recognized employee organizations regarding matters within
the scope of representation, including wages, hours, and
other terms and conditions of employment."
10. EMPLOYER-EMPLOYEE RELATIONS
Bulletin Boards - New language: "The City will furnish a
reasonable portion of existing bulletin board space in each
departJlent/division for the purpose of SBPEA posting notices of
pertinent SBPEA business. SBPEA agrees that nothing libelous,
obscene, defamatory or of a partisan political nature shall be
posted. In the event that there is a dispute arising out of
the pertinency of any literature posted, the city Administrator
or designee shall _et with the SBPEA labor relations
representative to immediately resolve the problem."
11. SALARY ADJUSTMENT
A. Attach salary charts at the back of MOU reflecting salaries
at the time of settlement. This will be done once only.
B. Change from seven-step scale to five-step scale.
Estimated cost: SS.466
Page 9 of 19
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C. Move anyone in steps 1 and 2 to Step 3: Same response as
It_ B.
ParDO..' Ensure consistency of salary scales used City-wide.
~
12. COMPENSATION - SHIFT DIFFERENTIAL
$.10/hour increase for (A) swing shift and (B) graveyard/night
shift _ployees. Estimated cost: lla.
13. COMPENSATION - OVERTIME
On 2/5/92, City team proposed to delete the Group II
classification (Compensatory tilDe off) and transfer the three
(3) positions in that category as follows:
o Conservation Crew Supervisor - to Group I (Admin. Leave)
o Police Records Manager - to Group I (Admin. Leave)
o senior Planner - to Group III (OVertime at Straight Time)
14. FRINGE RlmEFITS - HEALTH/LIFE
Item "F" in MOU: SBPEA proposes that City pay premium for
long-term disability (LTD) insurance, currently @ $23/mo.
Estimated cost: $24,000.
City team proposes that city pay sot of LTD insurance premium,
or approx~tely $12.000. '
15. FRINGE BENEFITS - UNIFORMS
City team language:
"If an employee is required to w_r uniforms, or any type of
safety or protective devices as a condition of employment,
such unifoDlS or protective devices shall be furnished to the
employee at no cost to the employee. The City will maintain
work clothes that are laundered.
The City reserves the right to determine the manner in which
the work unifoDlS and protective devices are provided, to
select the uniform rental service (as applicable), and to
select the style and color of the uniforms/protective devices."
16. GEHERAL PROVISIONS
"If negotiations regarding a Memorandum of Understanding (MOU)
are in progress at the time the current MOU expires, or if the
parties are at impasse, the current MOU shall remain in
Page 10 of 19
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effect until a successor MOU is adopted by the Mayor and
Council."
-
17. CLASSIFICATION
SBPEA proposed new language on classification review, written
notification on classification and salary changes, and copies
of new/revised class specifications.
city team counter-proposal:
"Classification review is a management tool to ensure the
accurate reflection of tasks and duties in each city position
for the purpose of recruitaent, compensation and orqanization
structuring. The city shall notify SBPEA in writing on all
classification and changes to classifications to this unit
within 10 working days after such changes have been approved
by the Mayor and Council. New and revised classification
specifications shall be sent to SBPEA within the same time
frame."
18. ACCESS TO PERSONNEL RECORDS
SBPEA proposed a new section on Access to Personnel Records.
City team referred to Civil Service Rules goveming access to
such records, and made the following counter-proposal:
"The City's Personnel Department shall keep and maintain an
official personnel file for each employ_. d Personnel files are
confidential.----- ----. -.------.- ----_.-
Employees, or their authorized representatives, shall have the
right, upon request, to review the contents of their official
personnel files. Such review may be made during normal working
hours with no 108. of pay for time spent, and the employee may
be accompanied by his/her authorized representative, if he/she
so wishes. Employees desiring to review such records shall
make their requests in writing through the department head to
the Personnel Department, if it is on City time.
Letters of reference and other matters exempted by law shall be
excluded from the right of inspection by the employee."
19. MAINTENANCE OF MEMBERSHIP
City team counter-proposal:
"Dues deduction shall be a specified uniform amount for each
SBPEA member. Any change in the amount of dues deducted shall
be by written authorization from the Union, with thirty (30)
Page 11 of 19
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days' notice to the City Finance Department of any chanqe in
the amount of dues to be deducted.
All unit members who were members of SBPEA on January 1, 1992,
and those _ployees who thereafter become members shall r_ain
as SBPEA members in qood standinq for the duration of this
Memorandum of Understandinq, except as provided herein.
Durinq the first full week of April, members may request in
writinq to the Finance Department, with a copy to SBPEA, to
withdraw their authorization for dues deduction, which shall
become effective at the beqinninq of the first payroll period
in June." (Reference: "Authorization for Checkoff for
Union Dues" - Attachment 13)
20. WAIVER CLAUSE
Delete the followinq lanquaqe from the Waiver Clause: "or with
respect to any subject or matter not specifically referred to
or covered in this MOU, even thouqh such subject or matter may
not have been within the knowledqe or cont_plation of either
or both of the parties at the time they neqotiated or siqned
this MOU. This MOU contains items which fully satiSfy all
claims (alleqed or proven) as a result of the prior
ManaqementjConfidential aqre_ent, of which the Middle
Manaqement Unit was once a part."
Attachments:
1) Side Letter on Tuition Reimbursement
2) Side Letter on Aqency Personnel Rules
3) Authorization for Checkoff for Union Dues
Page 12 of 19
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(Attachllent 11)
CITY OF
San Bernardino
PERSONNEL DEPARTMIlNT
January 28, 1992
Ms. Sue Tarvin
Labor Relations Representative
San Bernardino Public Employees'
Association
P.o. Box 308
San Bernardino, CA 92402-0308
Dear Sue: .,
'1'01'1'10. RBIIIBORBBKEliT'l'
This letter follows-up on our negotiations on the Middle
Management Employees' Memorandum of Understanding (MOU).
Due to budget cutbacks, the Personnel Department does not have
sufficient budgeted funds for tuition reimbursement for the
remainder of.Fiscal Year 1991-92.
I am therefore confirming SBPEA's understanding that the City
will not be obligated to fund the tuition reimbursement account
for the period January 1 to June 30, 1992.
This does not affect any SBPEA member who enrolled in classes
last semester or last quarter. It only affects new applications
for tuition reimbursement for the period indicated.
Thank you for your cooperation on this matter.
Sincerely,
. xiJa~hJn)~
Barbara Dillon
Director of Personnel
cc: Shauna Clark, City Administrator
Brenda Wilder, Personnel Assistant
City Team Members
Page 13 of 19
1/28/92. SBPEA
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PRIDE .f
.. IN PROGRESS
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CIT' OF
San Bernardino
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(Attachment '2)
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CI'IL ".'IC' OFFIC'
H. D 0 U G C H AND LEA
CNIIF IXAMIMI.
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Kovellber 5, 1991
SUsan Tarvin
San Bernardino Public bployee. AII.ociation
433 Korth sierra Way
P.O. Box 308
San Bernardino, CA 92404-0308
Dear Ms. Tarvin:
The functiou of the Civil Service Board are clearly ou~lined in
the City Charter Section. 246 thru 261 and the curren~ Civil
Service Rule. dated January 21, 1983.
The civil Service Rule. are .~ill in co..i~~ee. Af~ they coae
ou~ of co..i~~ee, ..e~ and confer ..e~ing. vill be held vith all
represented group.. Your organi~a~io~ viii be notified when we
reach this poin~.
If you have further que.~ions on this ..~~er pI.... call .e a~
(714) 384-5008.
er
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ice Ioard
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(Attachment 13)
CITY TEAM COtlNTER-PROPOSAL
January 10, 1992
Page 2
,
AUTHORIZATION FOR CHECKOFF FOR UNION DUES
"I hereby authorize the Finance Department of the City of San
Bernardino to deduct frOll my earnings, the regular monthly dues
(uniforll on dollar amount), in the amount certified by the San
Bernardino Public Ellployees' Association (SBPBA), and further
authorize the remittance of such amount(s) to SBPBA in accordance
with the currently effective Agreement between the City and SBPBA.
This authorization is revocable by a notice in writing to the
Finance Department with a copy to SBPBA as described in the current
Agreement. "
"I hereby waive all right and claim for said monies so deducted and
transmitted in accordance with this authorization and, further and
separately, relieve the City, any Department of the City; SBPBA and
all their officers, representatives or agents from liability
therefor."
Print Name
Signature
Date
1/10/92.CP.MEMBERSHIP
Page 15 of 19
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RECEIYm 3/9/92 FROM SUE TARYIN.
BEST, LAST AND FINAL OFFER
SBPEA AND THE
CITY OF SAN BERNARDINO
1992
Attaclllent 4
Our last, best and final offer was communicated to the City
on the afternoon session of February 24, 1992. In attendance
were John Tucker, Steve Bnna, myself, and the City's
negotiating team members: Barbara Dillon, Junior Moreno,
Fred Wilson and Andy Green. We accepted all tentatively
agreed to language and the following pr~visions:
1. An IS-month agreement from Jan. 92 through June 30, 1993.
This 18 month term is something the City proposed in the
previous meet and confer session.
2. A contract re-opener if and only if any other units in
the City are granted a salary or benefit increase, other
than what is provided for by Charter. I explained that this
would mean. that SBPEA would have the option to go back to
the table if, during the term of the contract, any other
unit is given a salary or benefit increase. I said that
because we were agreeing to accept no increases in salary
and medical insurance, we needed reassurance that top
management or other unions would not be given increases. I
s~ated that this shouldn't be a problem for the City to
agree to if in fact it had no funding available for anyone.
The City assured us that it had no present ability to fund
any salary increases.
3. Fully paid long-term diSability insurance effective at
the beginning date of the agreement, and to absorb all
future cost increases. The City questioned when the term
would begin, but no understanding was reached on this point.
4. We also said that the Sick Leave Conversion program,
which we provided in draft form, would also be an element in
this last, best and final package.
5. We rejected the City's overtime proposal, and said we
wanted a wholesale not a piecemeal solution to the overtime
problems. We said we would probably be negotiating this
issue next time.
D. We tentatively agreed to the City's classification
language, and to Doug Chandler's side letter regarding the
personnel rules.
ft~en we returned from the caucus, Barbara Dillon said that
she made an "error on her part," and that the 18 month
contract term was not authorized. She had not been
authorized to make this offer, and following their previous
Page 16 of 19
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offer, they checked and said that the powers can't approve
it.
She said that they will not provide a re-opener on salary or
benefits because this was too costly. I stated that it costs
nothing to re-open the contract, and that no costs are
incurred by having the parties sit down and talk.
Barbara said that she would offer fifty percent payment for
LTD, not fully paid LTD insurance, over a one-year term.
She said that on overtime, they reject our overtime
proposal, and our sick leave conversion program. It would
have to be implemented on a City-wide basis, and they
weren't willing to do that at this time.
(Note: When we returned to the room, from our caucus, on the
board was stated the numbers one through four, with No
stated next to each issue. Following her rejecting of our
last, best and final package, Barbara immediately passed
around the impasse language, and I asked if she obtained a
copy of this during the caucus. She said that she brought it
to the meeting, and she said she brings this language to
every negotiating meeting.
Page 17 of 19
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Attacllnent 5
SAN BERNARDINO PUBLIC
EMPLOYEES ASSOCIATION
April 21, 1992
Ms. Barbara Dillon
Director of Personnel
City of San Bernardino
300 North "D" Street
San Bernardino, CA 92418-0001
Dear Barbara:
As I stated at the conclusion of our final bargaining session, we have
declared impasse on contract negotiations for the Mid-Management
Bargaining Unit. We therefore request to initiate impasse procedures in
an effort to mediate this dispute and settle it at the earliest possible
date.
We request that we hold a meeting between the parties to see if we can
resolve this between the parties. If that isn't successful, we ask that
the State Mediation and Conciliation Service be utilized, at least on an
advisory basis, in the interest of making an effort to reach a fair and
equitable settlement with an impartial party.
The following is a summary of those issues which remain in dispute. As
you are aware, we have reached tentative agreement on many issues and we
do not declare impasse on already agreed to matters.
The following are issues which remain in dispute and our position on each.
1. ~: We have proposed a one-year agreement. (Note: We
previously accepted an 18 month term with fully paid LTD, among other
terms. This r:ffer W'lS later rescinded.)
2. A reopener on salary and benefits should any other unit receive an
increase in either payment during the term of this agreement.
3. LTD: Full payment of the premium for each unit member, and absorb
all future cost increases.
4. Overtime: We rejected the City's overtime proposal.
Page 18 of 19
433 North 51 en-a Wou . PO Box 308 . Sac Bemod,cQ CR Q9409.!1';OA . (714\ RAQ.R~77
.-...,..,~'-
o
o
Barbara Dillon
April 21, 1992
Page 2
.
5. Sick Leave Conversion: We provided to you a conversion program in
our last, best and final offer.
We believe our last, best and final offer is very reasonable given
the fact that the City has offered us nothing in salary or benefits and
the fact that this package would be very low cost to the city.
Sincerely,
( .. (:
'-U(~
Susan E. Tarvin
u.bOr Reiation~ Representative
SET:blk
cc: Negotiating Team Members
QONOIA
Page 19 of 19
"
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C I T Y 0 F SAN B ERN A R DIN 0
INTEROFFICE MEMORANDUM
TO:
Mayor and Common Council
FROM:
Dennis A. Barlow, Sr. Asst. City Attorney
June 15, 1992
DATE:
RE:
EFFECTIVE DATE OF IMPOSED AGREEMENT
The Mayor and Common Council is considering imposing an agreement
on the mid-management employees following an impasse hearing. The
question has arisen whether the effective date of such an imposed
agreement is the date of action by the Mayor and Common Councilor
the date following the expiration of the previous agreement.
We understand that the previous memorandum of understanding expired
on December 31, 1991.
The Meyers-Milias-Brown Act (Government Code Section 3500 et. seq.)
which regulates local government employer-employee relations,
provides in Section 3506 as follows:
"Public agencies and employee organizations
shall not interfere with, intimidate,
restrain, coerce or discriminate against
public employees because of their exercise of
their rights under Section 3502."
Section 3502 gives employees the right to "form, JOJ.n and
participate in the activities of employee organizations" and to
refuse to do so. Included in these rights is the right to bargain
collectively (Government Code Sections 3503, 3504 and 3505), and to
declare impasse when negotiations are not concluded successfully
(Government Code Section 3505).
Section 3506 quoted above, prohibits a local public agency from
discriminating against an employee organization (and thus its
member employees) because it exercises its statutory rights. To
suddenly refuse to grant economic benefits or other rights
retroactive to the expiration of the previous agreement is to
discriminate against the employees organization for exercising its
right to negotiate on behalf of its employees. In the case of
Campbell Municipal Emplovees Assn. v. City of Campbell (1982) 131
CA3d 416, the City held an impasse hearing and refused to give
retroactive pay and other benefits to the employee organization
which had declared impasse. The stated purpose for this action was
to reward the other City employees who had reached an agreement.
The court concluded that such discrimination was not allowed..
This conclusion is further supported by the decision of the court
in San Joauin County Employees Assn. v. City of Stockton (1984) 161
CA3d 813. In this case during the pendency of negotiations the
#-13
o
o
.
-
James F. Penman
RE: Effective Date of Imposed Agreement
Page 2
City was advised of an increase in health insurance costs. Since
the agreement to pay the increased costs had not been reached the
City advised the employees that they would be required to pay the
extra cost. The court concluded that this disturbed the status quo
and violated the meet and confer requirement.
The conclusion that the imposed agreement must be retroactive to
the expiration of the previous agreement is also supported by the
understanding that if it were otherwise, the City could, to save
money, unreasonably extend the negotiation period. This would run
contrary to Government Code Section 3506, cited above.
J~_/