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Consent
Item No. 5.
| MEETING DATE: 06/20/2022 |
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| TO: | HONORABLE MAYOR AND COUNCILMEMBERS |
| FROM: | JIM SADRO, CITY MANAGER By: Elvie Balderrama, Human Resources Director |
| SUBJECT: | APPROVE A MEMORANDUM OF UNDERSTANDING (MOU) AND A RESOLUTION REPEALING AND REPLACING RESOLUTION NO. 6011 PERTAINING TO A COMPENSATION PLAN FOR THE LA HABRA PROFESSIONAL EMPLOYEES' GROUP
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RECOMMENDATION:
That the City Council:
A. Consider and approve a Memorandum of Understanding (MOU) between the City of La Habra and the La Habra Professional Employees' Group for the period of July 1, 2022, through June 30, 2023; and,
B. APPROVE AND ADOPT RESOLUTION NO. ____ ENTITLED: A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF LA HABRA, CALIFORNIA, REPEALING AND REPLACING RESOLUTION NO. 6011 PERTAINING TO A COMPENSATION PLAN FOR THE LA HABRA PROFESSIONAL EMPLOYEES' GROUP.
DISCUSSION:
Representatives from the La Habra Professional Employees Group and City Management have met and conferred regarding salary, benefits, and other terms and conditions of employment, and have reached tentative agreement for a Memorandum of Understanding (MOU, see Attachment 1) for a one-year term for July 1, 2022 through June 30, 2023, to include the following substantive changes:
The proposed Salary Resolution is included herein as Attachment 2.
| Salary and Benefits | |
| Cost of Living Adjustment | No Cost of Living Adjustment |
| One-Time Lump Sum Payment | The City will provide a one-time lump sum of two thousand five hundred dollars ($2,500) to all active full-time employees payable June 30, 2022. (Employees hired on or after June 17, 2022 will not be eligible for the lump sum payment). |
| Cafeteria Medical Insurance Allowance | Effective July 1, 2022, the City will increase its current insurance contribution by $50 per month to a maximum of $1,500 per month on a use or lose basis. Effective December 1, 2022, the City will increase its current insurance contribution by $50 per month to a maximum of $1,550 per month on a use or lose basis. |
| Opt-Out | Effective July 1, 2022, the City will increase its opt-out by $100 per month to a maximum of $300 per month. |
| State Disability Insurance (SDI) and State Family Leave (PFL) | Effective July 2, 2022, the City agrees to add SDI and PFL programs to all unit employees and the employee shall pay all costs associated with these programs. |
| Addition of top step for Program Specialist position only | Addition of top step of five percent (5%), effective on the first full pay period on July 2, 2022 and elimination of the bottom step. Employees in step B becomes step A, etc. and the current step H becomes step G. |
| Addition of Clerical Classifications | Addition of three clerical classifications that are new to the Professional Group: Food Program Coordinator, Child Development Office Assistant, and Child Development Office Manager. |
| Removal of Employment and Training Program Coordinator position | Remove Employment and Training Program Coordinator position and move to Mid-Managers. |
The proposed Salary Resolution is included herein as Attachment 2.
FISCAL IMPACT/SOURCE OF FUNDING:
If approved, the total cost of this one-year MOU is estimated to be approximately $55,010. Costs associated with salary, benefits, and other terms and conditions of employment with employees in this group are grant-funded, with no costs paid from the General Fund. Of the total estimated new cost for this MOU, $40,932 are for one-time expenses that can be funded from the adopted FY21-22 budget without the need for additional appropriation. New recurring salary and benefit costs charged to the grants will be $14,078 per year, and have been included in the proposed FY22-23 budget.
GENERAL PLAN RELEVANCE/CITY COUNCIL GOALS & OBJECTIVES:
ED 9.1 – Balanced Fiscal Practices