Honorable Mayor and Members of the Hermosa Beach City Council
Regular Meeting of November 3, 2022
Title
RESOLUTION APPROVING THE 2022-2025 TERMS AND CONDITIONS OF EMPLOYMENT FOR THE UNREPRESENTED EMPLOYEE GROUP
(Human Resources Manager Vanessa Godinez)
Body
Recommended Action:
Recommendation
Staff recommends City Council adopt a Resolution (Attachment 1) approving the terms and conditions of employment outlined in Exhibit A (Attachment 2) for the Unrepresented classifications for the 2022-2025 fiscal years.
Body
Executive Summary:
Negotiations for a successor resolution between the City and the Unrepresented Employee Group have resulted in a tentative agreement. The City and the Unrepresented Employee Group met and conferred in accordance with the Meyers-Milias Brown Act and have reached a tentative agreement on the terms and conditions of employment. The terms of the tentative agreement is summarized below. The total cost of the negotiated changes is $7,248 for FY 2022-2023.
Background:
The Meyers-Milias Brown Act requires that local public agencies negotiate with its respective bargaining units regarding wages, hours, and working conditions. Agreements with the City’s bargaining units expired at the end of June and, under direction from the City Council, the Council approved City negotiating team has been in negotiations with each of the bargaining units for new terms.
The City’s aim through labor negotiations is to maintain competitive wages, hours, and working conditions in a high-cost geographic labor market in order to retain and attract a high-quality workforce to serve our community across a range of services. Most position classifications in the City are comparable to those in other municipalities. The City contracted with Ralph Anderson & Associates to conduct a total compensation study using eleven “like” cities in the region for labor market comparisons.
The City’s negotiating team met and conferred with representatives of the Unrepresented Employee Group to discuss wages, hours, and other terms and conditions of employment
contained in the resolution. This labor group consists of the following classifications: Executive Assistant to the City Manager; Human Resources Analyst; and Risk Management Analyst. The parties have reached a tentative agreement within the authority provided by City Council and on the terms described below. The members of Unrepresented Employee Group have agreed to the terms of the tentative agreement, set forth in the new resolution, hereby submitted to the City Council for approval.
Analysis:
The tentative agreement between the City and the Unrepresented Employee Group includes the following negotiated terms:
1. Term of the agreement to be July 1, 2022-June 30, 2025;
2. Wages: the parties agree to the following salary increases over the next three years:
• Effective July 1, 2022, the salary schedule for all classifications shall be increased by three percent (3%).
• Effective July 1, 2023, the salary schedule for all classifications shall be increased by three percent (3%).
• Effective July 1, 2024, the salary schedule for all classifications shall be increased by three percent (3%).
3. Overtime: the classification of Risk Management Analyst shall be added to the list of classifications eligible for overtime compensation in accordance with the Fair Labor Standards Act (FLSA);
4. Sick Leave: effective July 1, 2022, employees sick leave accrual rate shall increase from eight (8) hours per month to ten (10) hours per month;
5. Holidays: the parties agreed to add Juneteenth (June 19) and Cesar Chavez Day (March 31) to the list of City observed holidays;
6. Health and Welfare: effective January 1, 2023, the parties agree to increase the City’s maximum monthly contribution to medical insurance from $1,786.50 to $1,875.39; and
7. Deferred Compensation: the parties agree the City shall match employee contributions up to $25.00 per month.
General Plan Consistency:
This report and associated recommendation have been evaluated for their consistency with the City’s General Plan. Relevant Policies are listed below:
Governance Element
Goal 1. A high degree of transparency and integrity in the decision-making process.
Policy:
• 1.2: Strategic planning. Regularly discuss and set priorities at the City Council and management level to prioritize work programs and staffing needs.
Fiscal Impact:
The total cost of the negotiated changes is $7,248 for FY 2022-2023, which would be appropriated from the 2020-2021 Unspent Funds assigned fund balance of $2,467,816.
Attachments:
1. Resolution of the City Council of the City of Hermosa Beach, California, Approving Salary and Benefits for Employees in the Unrepresented Classifications.
2. Exhibit A, City of Hermosa Beach Salary and Benefits for Unrepresented Classifications.
3. Redlined-Exhibit A, City of Hermosa Beach Salary and Benefits for Unrepresented Classifications.
Respectfully Submitted by: Vanessa Godinez, Human Resources Manager
Concur: Angela Crespi, Deputy City Manager
Noted for Fiscal Impact: Viki Copeland, Finance Director
Legal Review: Mike Jenkins, City Attorney
Approved: Suja Lowenthal, City Manager