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RESOLUTION APPROVING MODIFICATIONS TO THE UNREPRESENTED MANAGEMENT/CONFIDENTIAL AND LAW EMPLOYEES’ COMPENSATION PLAN
recommended action
RECOMMENDATION
It is recommended that the City Council adopt by resolution the attached modifications to the Unrepresented Management/Confidential and Law Employees’ Compensation Plan. The City Council adoption will authorize the City Manager to execute the compensation plan modifications, amend the Fiscal Year (FY) 2015-16 annual budget to appropriate additional funds and authorize the City Manager to take actions appropriate to carry out the implementation of the Compensation Plan.
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Summary
On June 23, 2015, City Council approved a successor Memorandum of Understanding (MOU) for the Stockton Police Officers’ Association (SPOA), which included 27 hours of leave as a retention bonus for members that were continuously employed by the City from July 1, 2014 through the first full pay period following Council approval. Tonight, a successor MOU for the Stockton Police Management Association (SPMA) is also before Council for approval, which also includes the same retention bonus leave hours. On July 21, 2015, City Council approved a successor MOU for the Fire Unit which included an additional $100 towards uniform allowance.
Staff is recommending that the City Council also authorize the City Manager to implement the same 27 hours of leave as a retention bonus for the unrepresented Chief of Police and Deputy Chiefs of Police to be consistent with the represented employees of the SPOA and SPMA. In addition, staff is recommending that the Fire Chief and Deputy Fire Chief also receive an additional $100 towards uniform allowance (from $625 to $725 per year) to be consistent with the represented Fire Unit employees. The modified Unrepresented Compensation Plan is attached in red-lined format as Attachment A.
DISCUSSION
Background
On May 5, 2015, the City Council approved an amended Unrepresented Employee Compensation Plan, which included similar terms as the Mid-Management/Supervisory Level Unit (B&C) who had a successor MOU approved by Council on January 27, 2015; these terms included a 2% cost of living adjustment (COLA) base pay increase effective July 1, 2015, and an additional increase of City contribution towards health insurance. On June 23, 2015, the City Council approved a successor MOU for the SPOA which included the same 2% COLA and health contribution increase terms, with an additional benefit of 27 hours of leave as a retention bonus. On July 15, 2015, the SPMA ratified a successor MOU with their members, which is before your Council tonight which includes the same 2% COLA, health contribution increase terms, and retention bonus leave hours. On July 21, 2015, City Council also approved a successor MOU for the Fire Unit which included the 2% COLA and health contribution increase terms, and an additional $100 towards uniform allowance.
Present Situation
The amended Unrepresented Employee Compensation Plan is presented in accordance with the Council’s adopted action plan for following the principles of fairness and parity across the organization. To provide similar benefits for all Police Safety personnel, the City proposes that the unrepresented Police Chief and Deputy Police Chiefs also receive the same 27 hours of leave as a retention bonus. To receive the 27 hours of leave, the unrepresented Police personnel must have been continuously employed by the City from July 1, 2014 through the first full pay period following Council approval of the amended unrepresented compensation plan; leave time has no cash value until the last pay period ending June 30, 2016, at such time unused hours will be cashed out, but will have no cash value for any eligible employees separating prior to the last pay period of the contract term (Section 10.5). To provide similar benefits for all Fire Safety personnel, the City proposes that the unrepresented Fire Chief and Deputy Fire Chief also receive an additional $100 towards uniform allowance (Section 13.8).
FINANCIAL SUMMARY
The cost to the General Fund for the retention incentive leave hours is $7,843, in the event the three (3) current unrepresented Police personnel (1 Chief of Police and 2 Deputy Chiefs of Police) were to cash out the hours June 30, 2016. Vacancy savings within the Police Department during FY 2014-15 will be appropriated from fund balance in FY 2015-16 to cover the cost for this retention incentive.
The total cost for increasing the uniform allowance for the Fire Chief and Deputy Fire Chief is $338 of which $313 is General Fund cost.
The recommendation authorizes the City Manager to appropriate these funds in the Police and Fire employee services accounts in the respective funds.
Attachment A - Unrep Comp Plan-redlined