A. The total negotiated compensation for the contract year 2010-11 will be an economic concession valued at 3.2%. These concessions will be effective July 12, 2010 and allocated as follows:
First, the combined increases in health, dental and life insurance result in a credit to the unit of .4% in total compensation. This amount continues the $150 monthly allowance for Post Employment Health Plan accounts (PEHP) for all qualif ying employees eligible to retire after August 1, 2022. (The date of an individual’s retirement eligibility was determined on August 1, 2007). Second, employee wages are reduced by 1%. Third, the employer deferred compensation contribution is suspended. Fourth, unit members have agreed through the Meet and Confer process to take 6 (six) 8-hour unpaid furlough days (total of 48 hours). The furlough days are at the initiation of the Union in lieu of additional wage reductions. Fifth, all vacation buyback is suspended. Sixth, all compensatory time conversion is suspended. Seventh, “12-hour rule” overtime benefits are suspended. Finally, linguistics pay is reduced by 50%.
B. For the contract year 2011-2012, the 2010-2011 economic concessions will continue up to June 30, 2012 (for purposes of Meet and Confer for the 2012 –2014 contract), unless one of the following triggers are met:
Revenue estimates for 2009-2010 and 2010-2011 shown in Attachment B assume the recently adopted food tax begins on April 1, 2010 and remains in effect throughout the 2010-2012 contract period.
If fiscal year 2010-2011 General Fund revenue growth over the prior 2009-2010 fiscal year, as described in Attachment B, is 6.0% or more, then 2.0% Total Compensation will be restored to Employees retroactive to the first full pay period in July 2011. If fiscal year 2010-2011 General Fund revenue growth over the prior 2009-2010 fiscal year, as described in Attachment B, is 9.0% or more, then 3.2% Total Compensation will be restored to Employees retroactive to the first full pay period in July 2011.
By September 14, 2011, the Budget and Research Director will submit a report to the City Manager detailing 2010-2011 actual General Fund revenues. This report shall provide revenue amounts and rates of growth over the prior 2009-2010 year. This report shall be used to determine if any Total Compensation restoration is due to employees. In addition, the unit will be credited with no more than .4% 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 E mployment 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 more than .4%, then wages in effect July 11, 2011 will be adjusted downward to account for the difference.
Economic concessions will be restored to the levels in effect as of June 30, 2010 on June 30, 2012 (for purposes of Meet and Confer for the 2012 – 2014 contract), except for any wage reduction attributed to health, dental, and life insurance cost increases described above.
C. It is understood that for implementation purposes, the practice of rounding of fractional cents shall be done in accordance with accepted m athematical 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 Human Resources Department for payroll purposes pursuant to Council action in the pay and com pensation ordinance.
E. 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 28, 2010 (paid July 16, 2010 ) and November 15, 2010 (paid December 3, 2010 ), and June 27, 2011 (paid July 15, 2011) and November 14, 2011 (paid December 2, 2011 ), 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.
On June 28, 2010 (paid July 16, 2010 ) and November 15, 2010 (paid December 3, 2010 ), and June 27, 2011 (paid July 15, 2011 ) and November 14, 2011 (paid December 2, 2011 ), unit employees who have completed twenty (20) years or more of continuous full-tim e 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.
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 lim ited 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 Human Resources 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.
For the 2010-2012 contract, the pay benefit for linguistic skills will be reduced by 50% to twenty-five dollars ($25) per month. The full benefit will be restored as of June 30, 2012 (for purposes of Meet and Confer for the 2012-2014 contract).
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