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A. The total compensation for 2008-2009 will be 1.8% and will be allocated as follows:
First, the combined changes in health, dental and life insurance result in a change of .3% in total compensation. This amount continues the $150 monthly allowance for Post Employment Health Plan accounts (PEHP) for all qualifying employees eligible to retire after August 1, 2022. (The date of an individual’s retirement eligibility was determined on August 1, 2007).
Second, the existing death in line of duty insurance policy benefit increases from $30,000 to $75,000.
Third, increase the maximum annual longevity paid to unit members who have completed more than 20 years of service from $5,000 to $6,000 per year.
Fourth, changes to the uniform allowance as follows:
- Increase the uniform allowance for Fire Prevention Specialists and Fire Prevention Specialist Trainee job classifications to $725 per annum, from $645.
- Include Police Assistants and Municipal Security Guards in Police Transit in the one time $200 winter uniform jacket allowance.
- Provide no less than 80% of the full uniform allowance to part-time Municipal Security Guards in the Library Department.
Fifth, effective January 1, 2009, $6 per month, per employee (based on 3043 full-time employees) will be contributed to the union to establish a life/long term care insurance program administered by the union.
Sixth, union release hours will increase by 275 hours and increase over time hours for the president by 48 hours and full-time release positions by 40 hours.
Finally, an across the board wage increase of 1.7%
B. The total compensation for 2009-2010 will be 2.3% and will be allocated as follows:
First, the unit will be charged no more than the current estimate of .3% in total compensation for health, dental and life insurance cost increases. The actual increases will be converted to a total compensation equivalent, assuming continuation of already agreed to cost-sharing, and will be calculated in the way it has been historically. This calculation will occur once the recommendations of the Health Care Task Force are approved, and will continue the $150 monthly allowance for Post Employment Health Plan Accounts (PEHP) for all qualifying employees eligible to retire after August 1, 2022. (The date of an individual’s retirement eligibility was determined on August 1, 2007). If the actual total compensation equivalent is less than .3%, then the second year wage increase described above will be adjusted upward. In no event will a unit member receive less than a 2.05% base wage increase on July 13, 2009.
Second, unit members retiring on or after July 1, 2009 and choosing either single or family City health insurance will receive an additional $100 in Medical Expense Reimbursement Plan (MERP) per month until age 65.
Third, semi-annual longevity payments for unit employees with up to nineteen (19) years of service will increase from $96.25 to $100 per qualifying year.
Fourth, union release hours will increase by 525 hours.
Finally, unit members will receive a 2.05% across the board wage increase effective July 13, 2009.
C. It is understood that for implementation purposes, the practice of rounding of fractional cents shall be done in accordance with accepted mathematical and accounting principles.
D. Notwithstanding the rates of pay set forth in any appendix or attachment to the agreement for reference, the term “pay schedule” shall mean the schedule computed and published by the Personnel Department for payroll purposes pursuant to Council action in the pay and compensation ordinance.
E. If fiscal year 2008-2009 General Fund revenue growth over the prior 2007-2008 fiscal year, as described in Attachment “B”, is 7.5 % or more an additional across the board wage increase of 0.5% will be effective on the pay period beginning October 19, 2009.
If fiscal year 2008-2009 General Fund revenue growth over the prior year 2007-2008 fiscal year as described in Attachment “B” is 10.5% or more an additional across-the-board wage increase of 1.0 % will be effective on the pay period beginning October 19, 2009.
By September 14, 2009, a report will be submitted to the City Manager by the Budget and Research Director detailing 2008-2009 actual General Fund revenues. This report shall provide revenue amounts and rates of growth over the prior 2007-2008 year. This report shall be used to determine, if any, additional wage increase is due.
F. Longevity Pay
In recognition of continuous service and overall performance, the City agrees to implement effective January 1987, the following Longevity-Performance pay formula for unit members:
1) Pay Benefits:
On June 30, 2008 (paid July 18, 2008) and November 17, 2008 (paid December 5, 2008), unit members who have completed at least six years (6) but no more than nineteen (19) years of continuous full-time service and who meet the additional qualifications specified in this section shall qualify for ninety-six dollars and twenty five cents ($96.25) for the completion of each year of continuous full-time service in excess of five (5) years.
On June 30, 2008 (paid July 18, 2008) and November 17, 2008 (paid December 5, 2008) and June 29, 2009 (paid July 17, 2009) and November 16, 2009 (paid December 4, 2009), unit employees who have completed twenty (20) years or more of continuous full-time service and who meet the additional qualifications specified in this section shall qualify for one hundred twenty five dollars ($125) for the completion of each year of continuous full time service in excess of five years, up to an annual maximum of $6,000 at the completion of twenty-nine (29) years of continuous full time service.
Effective the second year of this M.O.U., On June 29, 2009 (paid July 17, 2009) and November 16, 2009 (paid December 4, 2009), unit members who have completed at least six years (6) but no more than nineteen (19) years of continuous full-time service and who meet the additional qualifications specified in this section shall qualify for one hundred ($100) for the completion of each year of continuous full-time service in excess of five (5) years, up to an annual maximum of $2,800 at the completion of nineteen (19) years of continuous full time service.
2) Qualifications:
a) An employee must have completed at least one year of continuous full-time service at the top step in his pay range. Qualifications for longevity pay are made in the base class and will not be affected by movement into or out of assignment positions. Longevity will not be affected by movements to positions within the same pay range.
When a position is reclassified to a higher classification, or when a classification is assigned to a higher pay range, incumbents who are receiving longevity pay shall be moved to that step of the new range which corresponds the closest to their combined base pay and previous longevity amount (incumbent’s last semi-annual payment times two), and which does not result in a decrease from that combined amount. The placement in the new range will be limited to the maximum step in the range. If the reclassification or pay range change only results in a maximum possible one-range increase, and the incumbent is receiving longevity pay, he/she will be moved to the top step and continue to be eligible for longevity pay.
b) An employee must have completed six (6) years of continuous full-time service.
c) An employee must have achieved the overall performance rating of “meets standards” or better on his latest scheduled performance evaluation on file in the Personnel Department.
d) An employee must be on full time active status. Employees on industrial leave shall qualify for this payment for only the first year of the industrial leave. However, the entire period of industrial leave shall qualify as continuous service when the employee returns to active employment.
e) For those employees who are otherwise eligible for longevity, an employee who receives a below “meets standards” evaluation shall receive another evaluation within ninety (90) days to one hundred twenty (120) days, and if that evaluation is “meets standards” or better, he will be eligible to receive the next scheduled longevity payment.
3) Terms of Payment:
a) Payments will be made within thirty (30) days of the qualifying date.
b) Employees who separate from City employment after the qualifying date, but prior to the payment day, shall receive the payment in their termination check.
c) The longevity payment will be included in the regular paycheck instead of being paid in a separate warrant.
G. Linguistic Pay
This provision is written to provide guidelines for paying Unit 3 members who are authorized, certified, and required by management to utilize a language other than English to conduct official City business.
1) Pay Benefits:
Effective July 5, 2004, a unit member who meets the linguistic skills qualification as determined by a management review panel and becomes certified shall be paid a premium of fifty dollars ($50) per month.