SR 08-08-2017 3N
City Council Report
City Council Meeting: August 8, 2017
Agenda Item: 3.N
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To: Mayor and City Council
From: Donna Peter, Director, Human Resources Department
Subject: Resolution Authorizing the City Manager to Execute Memoranda of
Understanding with the Administrative Team Associates (ATA), Municipal
Employees Association (MEA), the Public Attorneys Union (PAU), the Santa
Monica Firefighters Local 1109 IAFF, Supervisory Team Association (STA),
the Management Team Associates (MTA), and Confidential Unrepresented
Employees (CUE) pay plan.
Recommended Action
Staff recommends that the City Council:
1. Adopt the attached Resolution authorizing the City Manager to execute a
Memorandum of Understanding (MOU) between the City of Santa Monica and
the Administrative Team Associates (ATA), Municipal Employees Association
(MEA), the Public Attorneys Union (PAU), the Santa Monica Firefighters Local
1109 IAFF, Supervisory Team Association (STA), the Management Team
Associates (MTA), and the Confidential Unrepresented Employees (CUE) pay
plan.
2. Approve the attached revised salary schedule effective as a result of the
agreement reached for the classifications represented by the Administrative
Team Associates (ATA), Municipal Employees Association (MEA), the Public
Attorneys Union (PAU), the Santa Monica Firefighters Local 1109 IAFF,
Supervisory Team Association (STA), the Management Team Associates (MTA),
and the Confidential Unrepresented Employees (CUE) pay plan.
Executive Summary
Agreements with all but one of the City’s bargaining units expired on June 30, the
end of the fiscal year. With direction from City Council to continue Santa Monica’s
commitment to competitive compensation for our workforce while keeping costs
within the City’s Five Year financial forecast, the City and the groups have met and
conferred in accordance with the Meyers-Millias Brown Act (MMBA). These
negotiations resulted in previous public ratification of agreements covering sworn
Police Officers, the Executive Pay Plan and benefits for non-sworn City workers.
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Negotiations have continued for a successor to the Memorandum of Understanding
(MOU) between the City and the Administrative Team Associates (ATA), Municipal
Employees Association (MEA), the Public Attorneys Union (PAU), the Santa
Monica Firefighters Local 1109 IAFF, Supervisory Team Association (STA), the
Management Team Associates (MTA) and the Confidential Unrepresented
Employees (CUE) pay plan that have now resulted in tentative agreements. The
terms of the tentative agreements are summarized below. In general, they seek to
contain the cost of net annual salary increases within the most recent annual rise
in the cost of living of 1.7%; to minimize increases in pension obligations; and seek
trade-offs that equitably share the rising costs of pension and medical benefits
between the City and employees. The purpose of the Memorandum of
Understanding is to promote and provide harmonious relations, cooperation, and
understanding between the City and the various bargaining units. The total cost of
the negotiated changes is approximately $2,842,088 for FY 2017-18. The budget
impact of these changes was included in the General Fund FY 2017-18 through
FY 2021-22 Five-Year Financial Forecast.
Background
The Meyers-Milias Brown Act requires that local public agencies negotiate with their
respective bargaining units regarding wages, hours and working conditions. Agreements
with ten of the City’s eleven bargaining units expired at the end of June and, under
direction from the City Council, staff has been in negotiations for new terms.
On June 27, 2017, Council approved agreements with the Executive Pay Plan (EPP)
and set the terms and conditions for medical insurance for most City employees
(Attachment A). On July 11, 2017, Council approved the terms for the agreements with
the Police Officers Association (POA) (Attachment B)
The MOU's with Administrative Team Associates (ATA), Municipal Employees
Association (MEA), the Public Attorneys Union (PAU), the Santa Monica Firefighters
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Local 1109 IAFF, Supervisory Team Association (STA), the Management Team
Associates (MTA) and the Confidential Unrepresented Employees (CUE) pay plan
expired June 30, 2017. Per the terms and conditions of the MOU’s, negotiations with
ATA, MEA, MTA, STA, Local 1109 and the PAU for successor MOU’s have resulted in
tentative agreements on the terms for new MOU’s. The CUE Pay Plan establishes the
salary, benefit and additional terms and conditions of employment for employees in
classifications not represented by a bargaining unit, covered by the EPP, or covered
by separate employment agreements. The City Council approved resolutions for the
City Manager to execute the current MOU’s between the 2014-2016 fiscal years.
Discussion
The overall policy of the City of Santa Monica has been to maintain competitive
wages, hours, and working conditions in a high-cost geographic labor market in
order to retain and attract a dedicated, 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 municipalities, the City has
traditionally looked to full-service cities in our region of similar size and financial
strength for labor market comparisons. Market competitiveness in recruitment, the
increase in the Consumer Price Index, internal equity, and offsetting contributions
to pension and medical benefits may also be factors that contribute to the setting
of compensation during the negotiations process.
Generally, the City finds itself in first or second position among comparable cities.
As a result, the City has maintained competitiveness through modest cost of living
adjustments. The Council is undertaking a compensation review overseen by the
City Council Audit Subcommittee that will provide a comprehensive analysis for
future policy direction.
Tentative agreements with the majority of the remaining bargaining units are as
described below. Negotiations with three groups still remain and agreements are
expected to be forthcoming.
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The substantive terms of the tentative agreements are summarized for each
bargaining unit or group below. Various groups have negotiated for increased
vacation cash-out provisions and all have non-substantive language revisions.
Administrative Team Associates
The substantive terms of the tentative agreements are summarized as follows:
The three-year agreement between the City of Santa Monica and the ATA
is effective July 1, 2017, through June 30, 2020.
ATA employees will earn a total of 4.7% salary increase over three years and
the City will begin contributing to a 401(a) account, with a total contribution of
$100 per month at the end of the three-year contract. Contributions to deferred
compensation do not increase the City’s unfunded pension liabilities while still
providing a competitive benefit to staff.
The City and ATA have agreed to delay the implementation of the second and
third year salary increases to January of 2019 and January of 2020,
respectively, which offsets the costs of the deferred compensation over the
course of the contract.
Supervisory Team Associates
The substantive terms of the tentative agreements are summarized as follows:
The three-year agreement between the City of Santa Monica and the STA is
effective July 1, 2017, through June 30, 2020.
STA employees will earn a total of a 4.7% salary increase over the three
year term of the contract and the City will begin contributing to a 457
deferred compensation account, with a total contribution of $84 per month at
by the end of the three-year contract. Deferred compensation contributions
have no financial impact on the City’s unfunded CalPERS pension liabilities.
The City and STA have agreed to delay the implementation of the second
and third year salary increases to January of 2019 and January of 2020,
respectively, which offsets the costs of the deferred compensation over the
course of the contract.
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SM Firefighters Local 1109
The substantive terms of the tentative agreements are summarized as follows:
The three-year agreement between the City of Santa Monica and Local 1109
is effective July 1, 2017, through June 30, 2020.
There is no across the board salary increase during the first year of the
agreement but it does include an equity adjustment for the classification of
Battalion Chief and Fire Marshal which will assist in maintaining appropriate
differentials between promotional ranks. The agreement also includes the
implementation of a Longevity Bonus, effective August 1, 2017. There are two
levels of the longevity bonus; at 10 years of a service, employees earn a 5%
bonus and upon 20 years of service, employees earn a 10% bonus.
The second and third years of the agreement each include a 2.5% salary
increase and an additional 1% each year in contributions toward retirement
benefits. By the third year of the agreement, Local 1109 members will be paying
a total of 15% towards retirement benefits and an additional 3% (11% total)
toward their medical premiums. This will assist in continuing to offset the rising
payroll costs of the City.
The City will contribute $90 per month to a 457 deferred compensation account,
effective August 1, 2017. Again, this is a benefit that does not add to the City’s
pension liabilities with CalPERS.
The agreement also includes the establishment of the Firefighter-Paramedic
classification. This modification to the staffing structure ensures that the Fire
department can continue to meet the high service levels of the community and
will over time assist with reducing costs.
Municipal Employees Association
The substantive terms of the tentative agreements are summarized as follows:
The two-year agreement between the City of Santa Monica and the MEA is
effective July 1, 2017 through June 30, 2019.
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MEA employees will earn a total of a 3.2% salary increase over the two years of
the contract. The City will increase the matching contribution to a 457 deferred
compensation account by $12.50 per month, for a total match of $62.50 per
month. This increase in matching contribution to a 457 deferred compensation
has no impact on the unfunded pension liability but increases the opportunity for
staff to contribute to their retirement savings.
Management Team Associates
The substantive terms of the tentative agreements are summarized as follows:
The three-year agreement between the City of Santa Monica and the MTA is
effective July 1, 2017, through June 30, 2020.
MTA employees will earn a total of a 4.7% salary increase over the three
year contract. The City and MTA have agreed to delay the implementation of
the second and third year salary increases to January of 2019 and January
of 2020, respectively, which assists in offsetting the cost of a deferred
compensation contribution during the term of the contract.
The City will begin contributing $68 per month to a 457 deferred
compensation account in the third year of the agreement.
MTA employees will receive two management leave days, of which one is
cashable, which will bring them more in line with other management and
supervisory bargaining units.
Public Attorneys Union
The substantive terms of the tentative agreements are summarized as
follows:
The three-year agreement between the City of Santa Monica and the PAU
is effective July 1, 2017, through June 30, 2020.
PAU employees will earn a total of a 4.5% salary increase over the three
year contract. PAU employees will also receive five non-cashable leave
days which brings this group in line with other professional bargaining
units.
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Confidential Unrepresented Employees
While there is no contract expiration for the CUE pay plan, this resolution would
set salaries for CUE employees for a one-year period through June 30, 2018.
Benefits and privileges as set forth in the MOU’s between the City and the
bargaining unit to which the confidential unrepresented classifications are
aligned.
The attached resolution accepts the tentative MOU agreements and CUE pay plan
and authorizes the City Manager to execute the MOU’s.
Financial Impacts and Budget Actions
The total cost of the negotiated changes contained in the new agreements is
approximately $2,842,088 for FY 2017-18. The budget impact of these changes was
included in the FY 2017-18 through FY 2021-22 Five-Year Financial Forecast. The FY
2017-18 Adopted Budget includes General Fund appropriations in the Non-
Departmental section. Funds will be transferred to the relevant accounts in the General
Fund and appropriations for all other funds will be included in the FY 2017-18 Midyear
Budget for Council approval.
Prepared By: Ericka Reinke, Senior HR Analyst
Approved
Forwarded to Council
Attachments:
A. June 27, 2017 Staff Report Authorizing Terms of Agreement with Executive Pay
Plan (Weblink)
B. July 11, 2017 Staff Report Authorizing Terms of Agreement with Police Officers
Association (Weblink)
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C. RESO-Labor MOUS 2017-2018
D. ATA FY17-18 Salary Schedule
E. MEA FY17-18 Salary Schedule
F. PAU FY17-18 Salary Schedule
G. STA FY17-18 Salary Schedule
H. MTA FY17-18 Salary Schedule
I. FIRE FY17-18 Salary Schedule
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3
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0
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4
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3
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0
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4
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8
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6
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0
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4
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8
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3
8
Pr
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u
s
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s
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h
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8
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0
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T
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2
7
7
1
5
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7
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8
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9
6
6
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0
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0
7
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5
9
2
.
0
0
4
,
138.15
2
5
4
.
2
8
9
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4
0
9
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0
0
1
1
2
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9
0
8
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0
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4
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3
4
2
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6
2
3
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7
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4
7
9
,
9
6
2
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0
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1
9
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5
4
4
.
0
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5
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7
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8
5
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6
0
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6
7
1
0
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5
1
6
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0
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1
9
2
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3
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5
4
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1
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0
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2
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8
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1
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.
7
7
Ad
m
i
n
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s
t
r
a
t
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v
e
T
e
a
m
A
s
s
o
c
i
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t
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s
(
A
T
A
)
Sa
l
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c
h
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d
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g
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s
t
8
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2
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1
7
C
i
t
y
C
o
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n
c
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l
M
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e
t
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g
Cl
a
s
s
T
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t
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C
l
a
s
s
C
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e
B
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a
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t
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H
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R
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t
e
M
o
n
t
h
l
y
R
a
t
e
A
n
n
u
a
l
R
ate Bi-Weekly Rate
Pr
C
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v
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l
E
n
g
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r
1
5
8
0
A
T
A
8
2
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9
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6
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0
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3
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2
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0
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5
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0
5
2
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0
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2
6
6
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2
7
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1
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4
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6
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0
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1
3
7
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8
3
2
.
0
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5
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3
0
1
.
2
3
3
7
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1
7
1
2
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1
6
2
.
0
0
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4
5
,
9
4
4
.
0
0
5
,
6
1
3
.
2
3
4
7
4
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0
6
1
2
,
8
3
7
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0
0
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5
4
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0
4
4
.
0
0
5
,
9
2
4
.
7
7
5
7
7
.
9
6
1
3
,
5
1
3
.
0
0
1
6
2
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1
5
6
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0
0
6
,
2
3
6
.
7
7
Pr
C
o
m
m
u
n
i
t
y
S
v
s
S
u
p
-
Y
o
u
t
h
/
F
a
m
4
7
0
0
A
T
A
1
3
3
1
3
9
.
8
4
6
,
9
0
6
.
0
0
8
2
,
8
7
2
.
0
0
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2
4
1
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8
1
7
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2
4
7
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0
0
8
6
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9
6
4
.
0
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3
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3
4
4
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7
7
3
4
4
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2
7
7
,
6
7
3
.
0
0
9
2
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0
7
6
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0
0
3
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5
4
1
.
3
8
4
4
6
.
7
3
8
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1
0
0
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0
0
9
7
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2
0
0
.
0
0
3
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7
3
8
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4
6
5
4
9
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1
9
8
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5
2
6
.
0
0
1
0
2
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3
1
2
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0
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3
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9
3
5
.
0
8
Pr
F
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n
a
n
c
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a
l
S
y
s
t
e
m
s
A
n
a
l
y
s
t
8
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0
A
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A
2
6
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1
4
8
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6
1
8
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4
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6
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1
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2
5
1
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8
4
3
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1
1
6
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3
8
3
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4
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0
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9
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3
6
3
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0
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1
1
2
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3
5
6
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4
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3
2
1
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3
8
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5
7
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8
8
3
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1
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8
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5
9
6
.
0
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4
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5
6
1
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3
8
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6
0
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4
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0
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1
2
4
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8
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6
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4
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8
0
1
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3
8
Pr
N
e
t
w
o
r
k
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n
g
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n
e
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r
1
8
0
4
A
T
A
2
7
5
1
5
0
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8
7
8
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8
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3
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4
8
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2
7
1
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0
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3
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6
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5
3
9
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7
9
8
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0
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1
7
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5
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6
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0
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5
2
2
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1
5
4
5
9
.
6
7
1
0
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3
4
3
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0
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1
1
6
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0
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7
3
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4
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7
7
Pr
P
l
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g
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r
3
1
7
4
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5
Pr
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0
8
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A
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7
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1
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5
4
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9
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1
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3
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3
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5
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4
Ad
m
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T
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m
A
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c
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(
A
T
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)
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l
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8
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2
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C
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t
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C
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c
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M
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t
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Cl
a
s
s
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l
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e
B
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t
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p
H
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t
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M
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t
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t
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A
n
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a
l
R
ate Bi-Weekly Rate
Pr
P
l
a
n
n
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g
&
C
m
t
y
D
e
v
A
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t
1
0
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0
A
T
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4
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8
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0
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1
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3
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3
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4
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3
6
3
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0
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1
1
2
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3
5
6
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3
2
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3
8
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5
7
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9
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8
8
3
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0
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1
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5
9
6
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0
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4
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6
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3
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6
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4
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8
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6
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4
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8
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3
8
Pr
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b
l
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c
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o
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s
A
n
a
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y
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t
0
9
0
5
A
T
A
2
6
2
1
4
8
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6
1
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6
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0
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2
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3
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4
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3
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3
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0
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2
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3
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6
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3
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3
8
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5
7
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3
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6
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3
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4
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8
Pr
S
u
s
t
a
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n
a
b
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l
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t
y
A
n
a
l
y
s
t
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5
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A
T
A
2
6
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6
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3
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4
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3
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2
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6
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8
Pr
T
r
a
f
f
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c
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r
1
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3
A
T
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3
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Pr
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s
p
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4
Pr
T
r
e
a
s
u
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A
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t
1
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2
6
A
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8
REFERENCE:
RESOLUTION NOS. 11071
(CCS)