July 20, 2004
SUBJECT: SALARY RESOLUTION – FISCAL YEAR 2004-2005
REPORT IN BRIEF
This report recommends that the Salary Resolution be adopted to include updates and revisions which have occurred during the fiscal year, and to include revisions that have occurred in previous years which were inadvertently left out of prior Salary Resolution updates. All of these updates and revisions have previously been adopted by City Council. In addition, related legislation that has taken effect or that is necessary for the City to implement is also included in order to maintain current information in a single document.
BACKGROUND
Each fiscal year, the City Council adopts a Salary Resolution which includes provisions of Memoranda of Understanding/Agreement scheduled to occur during the fiscal year and incorporates actions that have been adopted in previous amendments so that updated and current information is maintained in a single document.
DISCUSSION
A general summary of the revisions included in this Salary Resolution update are as follows:
1. Section 1.000, Pay Plan Schedules-Reduced Time Job Status Program – The City Council adopted a Reduced Time Job Status Program (RTJS) for Confidential employees (RTC 02-453 adopted on 11/12/02). This program allows Confidential employees to work a reduced schedule at the discretion of a Department Director. The RTJS program provides for a partial schedule, prorated compensation and prorated benefits for the participating employee.
2. Section 3.550, Military Reservists: Extension of Benefits and Supplemental Salary - Amendment providing an additional extension of benefits and supplemental salary for Military Reservists, consistent with the action taken by Council (RTC 04-155 adopted on 5/4/04). By increasing the eligibility period to a maximum of 52 pay periods, but not beyond June 30, 2005. In addition, the City Council modified the Basic Allowance for Housing (BAH) received by the employee making it reimbursable to the City.
3. Section 3.625, State Disability Insurance (SDI) – Paid Family Leave Insurance. These provisions are only applicable to regular Part-Time employees (SEIU) who are covered by State Disability Insurance (SDI) and premiums are paid by the employee, this State law became effective January 1, 2004. Paid Family Leave Insurance provides compensation commensurate with past quarterly earnings and range from a minimum of $50.00 to a maximum of $728 per week for up to six weeks effective July 1, 2004. This benefit is available to an employee who needs to care for a parent, child, spouse or domestic partner who is seriously ill or unable to care for themselves. There are some requirements the employee needs to meet before being eligible which include the following:
1) Must be covered by State Disability Insurance and earn wages
from which deductions were withheld.
2) File a claim and supply medical information that supports
claim.
3) Use up to two (2) weeks of vacation, if required by employer.
4) Serve the 7 day unpaid waiting period.
4. Section 6.410, Addition of Youth Participation Incentives in accordance with public law to recognize achievements from Youth Programs participants in the Department of Employment Development. This recognition is achieved through monetary awards funded by state/federal grants. The inclusion of this language is necessary to give authorization to the City to process awards payments for participants.
No salary adjustments are proposed at this time for SEA, Confidential, PSOA, COA or Management classifications. Proposed salary adjustments for SEIU are listed below.
Bargaining Unit #4, Service Employees International Union, Local 715 (SEIU)
The current labor agreement with SEIU provides for a series of salary increases over the life of the contract so that SEIU salaries will reach parity with full-time classifications by the pay period that includes July 1, 2004 and maintain them in the future. Specifically, the Memorandum of Agreement (MOA) provides that over the life of the contract, members of the unit will move toward their respective target salaries through a combination of “market” adjustments and “across-the-board” adjustments, as follows:
· February 1, 2001 - all members of the unit will receive a five percent (5%) across-the-board increase.
· July 1, 2001 - all members of the unit will receive a five percent (5%) across-the-board increase.
· July 1, 2002 - all members will receive a market adjustment increase equal to thirty-five percent (35%) of the difference between the salary of the classification and the target salary. The pay increase for each classification will be at least three percent (3%).
· July 1, 2002 - the Part-Time Librarian will be paid the same salary as the Full-Time Librarian.
· July 1, 2003 - all members will receive a market adjustment increase equal to fifty percent (50%) of the difference between the salary of the classification and the target salary. The pay increase for each classification will be at least three percent (3%).
· July 1, 2004 - all members will receive a market adjustment increase based on the comparisons and criteria established in the MOA. The amount of this market adjustment increase will be such that one hundred percent (100%) of the difference remaining between the salary of the classification and the target salary will be paid.
· In addition, the MOA provides that at no time will the salary of any Regular Part-Time classification exceed the salary of the target classification.
The following increases represent the final incremental adjustment necessary for Regular Part-Time classifications to reach target salaries. No adjustments are proposed for Regular Part-Time classifications for which the salary is equivalent to full-time. Of the twenty-eight (28) classifications included in the bargaining unit, eleven (11) classifications are scheduled to receive an increase; however, there are no incumbents in the following classifications: Building Services Worker, Custodian, Library Specialist II, Part-Time Administrative Aide, and Part-Time Principal Office Assistant..
The increases range from 10.96% to 22.91%:
|
Classification |
Percent Increase |
Number of
Employees |
|
Building Services Worker |
22.91% |
0 |
|
Custodian |
12.29% |
0 |
|
Library Specialist I |
14.15% |
5 |
|
Library Specialist II |
14.15% |
0 |
|
Library Specialist III |
14.15% |
21 |
|
Nuisance Vehicle Inspector |
19.37% |
2 |
|
Part-Time Administrative Aide |
10.96% |
0 |
|
Part-Time Office Assistant |
12.03% |
5 |
|
Part-Time Principal Office Assistant |
12.03% |
0 |
|
Part-Time Staff Office Assistant |
12.03% |
6 |
|
Part-Time Senior Office Assistant |
12.03% |
2 |
|
|
|
43 |
Casual Classifications
In order to maintain the previously established internal ties to the Regular Part-Time Library classifications, the following salary changes are recommended to be effective with the first full pay period following City Council approval:
Casual Library Specialist I, II, III 14.15%
All other provisions of the Salary Resolution remain unchanged.
FISCAL IMPACT
The cost of implementing these salary range adjustments for Regular Part-Time and Casual classifications is included in the Fiscal Year 2004/2005 budget of approximately $195,000.
PUBLIC CONTACT
Public Contact was made through posting of the Council agenda on the City’s official notice bulletin board, posting of the agenda and report on the City’s web page, and the availability of the report in the Library and the City Clerk’s Office.
ALTERNATIVES
1. Adopt the Salary Resolution for Fiscal Year 2004–2005 to incorporate updates and corrections necessary to maintain current information in this document.
2. Adopt selected updates and/or corrections to the Salary Resolution for Fiscal Year 2004–2005.
3. Do not adopt the Salary Resolution for Fiscal Year 2004–2005.
RECOMMENDATION
Staff recommends adoption of Alternative #1; Adopt the Salary Resolution for Fiscal Year 2004-2005 to incorporate updates and corrections necessary to maintain current information in this document.
Prepared by:
Myriam Castaneda
Human Resources Supervisor
Reviewed by:
Grace Kim
Finance Manager
Reviewed by:
Mark Gregersen
Director of Human Resources
Reviewed by:
Mary Bradley
Director of Finance
Approved by:
Amy Chan
City Manager
Attachments
A. Salary Resolution Fiscal Year 2004- 2005 with Exhibit A