Item 21 - Tentative Agmt for a Successor MOU between the Poway and the Non-Safety Employees, CA Teamsters Local 911 and Changes to the Salary and Benefit Plan for the Mgmt. Conf. GroupJuly 20, 2021, Item #21DATE: TO: FROM: CONTACT: SUBJECT: Summary: AGENDA REPORT CityofPoway CITY COUNCIL July 20, 2021 Honorable Mayor and Members of the City Council Jodene Dunphy, Human Resources & Risk Management Director f Aaron Beanan, Director of Finance ~ Jodene Dunphy, Human Resources & Risk Management Director (858) 668-4413 or jdunphy@poway.org Aaron Beanan, Director of Finance (858) 668-4411 or abeanan@poway.org Tentative Agreement for a Successor Memorandum of Understanding between the City of Poway and the Non-Safety Employees, California Teamsters Local 911, and Changes to the Salary and Benefit Plan for the Management/Confidential Group The existing Memorandum of Understanding (MOU) between the City of Poway (City) and the Non-Safety Employee Bargaining Unit, California Teamsters Local 911 (Teamsters) expired on June 30, 2021. Staff has reached a Tentative Agreement (Exhibit A of Attachment A) with Teamsters on a six-year term for the new MOU effective July 1, 2021 through June 30, 2027 and staff is recommending approval. This staff report also includes recommended changes to the Salary and Benefit Plan for the Management/Confidential Group. The MOU between the City and the Poway Firefighters' Association (PFA) expired on June 30, 2021. The City and PFA are still currently negotiating, therefore this staff report does not include salary and benefit provisions or changes for the PFA. Recommended Action: It is recommended that the City Council: 1) Adopt Resolution authorizing the City Manager to execute, on behalf of the City of Poway, a Memorandum of Understanding between the City and the Non-Safety Employees Bargaining Group, California Teamsters Local 911, incorporating the terms of the Tentative Agreement, which has been ratified by Teamsters, without further specific actions by the City Council; 2) Adopt Resolution approving changes to Salary and Benefit Plan and Salary Schedule for the Management/Confidential Group; 3) Adopt Resolution appropriating funds in FY 2021-22 to implement the financial terms of the Tentative Agreement with Teamsters and the Salary and Benefit Plan for the Management/Confidential Group; and 4) Adopt Resolution approving the Salary Schedule for the City of Poway Non-Safety Employees Bargaining Group, California Teamsters Local 911. Discussion: California law provides for the determination of public employee wages, hours and other terms and conditions of employment through a process of meeting and conferring between public agency representatives and employee bargaining unit representatives. Negotiations between the City of 1 of 30
July 20, 2021, Item #21Poway and Teamsters, representing 97.62 non-safety full-time equivalent (FTE) positions, began in March 2021. After five meet and confer sessions, a Tentative Agreement (TA) was reached. The Non-Safety Bargaining Unit (Teamsters) ratified the TA on June 21, 2021. Once ratified by Teamsters, the TA requires approval in open session by the City Council. The current MOU expired on June 30, 2021. A new MOU will be generated, finalized and executed based on the City Council's approval of the attached Resolution. The MOU will be effective July 1, 2021 through June 30, 2027 and will incorporate the items in the TA included as Exhibit A of Attachment A. The financial terms incorporated in the MOU will not extend beyond those outlined in the attached TA. The City also has a Salary and Benefits Plan (Plan) for the 82.75 Management and Confidential FTEs, which includes the salary and benefits for the City Manager. Financial changes to the Plan are outlined in Attachment B. A new Plan document will reflect the terms in the attached resolution with City Council approval. The financial terms incorporated into the Plan will not extend beyond those included in the attached Resolution. Non-Safety Employee Bargaining Unit (Teamsters Local 911) The TA with Teamsters demonstrates a commitment to prioritize the workforce and invest in critical front-line employees who provide essential services to the Poway community. The six-year term balances the City's goals of remaining competitive for recruitment and retention purposes in the San Diego market and ensuring financial sustainability within the long-range forecast. Poway employees did not receive across the board salary increases the last two fiscal years, and the six-year contract defers pay increases another two years. Undesignated one-time funds will be used to provide one-time stipends in each of the next two fiscal years. The TA provides for salary increases beginning in 2023, but also requires employees to contribute more toward medical benefits beginning in 2023 and the City's CalPERS retirement plan beginning in 2024. The TA is an example of collaboration between the employees and the City to maintain competitive salaries and benefits while allowing time for the City to implement financial management strategies to ensure high quality services and programs continue being provided without service reductions. Key economic provisions of the Tentative Agreement with Teamsters include the following: 1. Stipends Teamsters employees will receive a one-time cash stipend in the amount of $7,500 in the first and second years of the agreement. Employees will have the choice to take the stipend as a cash payment or to deposit the stipend into the employee's ICMA 457 account, up to the IRS allowable maximum. Up to 6% of the stipends will be reported to CalPERS for employees considered CalPERS "classic" employees in the City's Tier 1 and Tier 2 retirement groups. Pursuant to the California Code of Regulations section 571.1, the stipends are not reportable as compensation for employees in Tier 3, commonly referred to as "PEPRA" employees hired after January 1, 2013, when the Public Employees' Pension Reform Act (PEPRA) took effect. Employees must be employed on the last day of the pay period prior to date the one-time stipend is distributed. The stipends shall be pro-rated for part-time, regular employees based on their FTE status. New employees hired within the first two years of the contract will receive a pro-rated stipend based on their hire date. 2 of30
July 20, 2021, Item #212. Salary Increases & Employee Cost Sharing of Medical and Retirement Effective at the beginning of the first full pay period in July 2023, an across the board salary increase of 3% will be provided to all employees represented by Teamsters. Beginning with new medical plan year in December 2023, the City will pay the same amount for the CIGNA PPO plan at all coverage levels as it does for the CIGNA HMO plan. Beginning August 1, 2021, regular part-time employees represented by Teamsters who are in the 24-month waiting period after hire to be eligible for health insurance may elect coverage under the City's medical, dental and/or plans. Effective at the beginning of the first full pay period in July 2024, 2025 and 2026, an across the board salary increase of 5% will be provided to all employees represented by Teamsters. The salary increases over the term of the agreement reflect median market increases during the years Poway employees did not receive salary increases as well as projected future market and CPI increases. Beginning the first full pay period in July 2024, employees considered "classic" members in the California Public Employees Retirement System (CalPERS) will contribute an additional one percent (1 %) toward the cost of the Cal PERS retirement plan. The total employee contribution will be 9%, which is 2% higher than the required employee rate of 7%. 3. Sick Leave Cash Out to Retirement Health Savings Account Effective July 1, 2021, the cap for sick leave cash out upon retirement deposited in employees' Retirement Health Savings Accounts will be increased to 6% for each of the respective tiers and 2% effective July 1, 2022 for each of the respective tiers. An additional tier for employees who retire after 20 or more years of service to the City of Poway will also be established effective July 1, 2021, with a cap that is 5% above the tier for employees who retire after 15-19 years of service. 4. Holidays The following holidays will be observed as additional one-time designated holidays during the six-year contract: • Thursday, December 23, 2021 (in lieu of the 8 hours of flex credit from the observed holiday on 12/24/21) • Monday and Tuesday, December 23 & 24, 2024 • Friday, December 26, 2025 Regular part-time employees represented by Teamsters will qualify for holiday pay from their first date of employment. The wait period of 18 months for three-quarter FTEs or 24 months for half-time FTEs before receiving holiday pay is eliminated. 5. ICMA457 The City will increase the dollar for dollar match to employees' 457 plan by an additional $50, beginning with the pay period that includes July 1, 2021, and an additional $50 beginning with the pay period that includes July 1, 2024. 3 of 30
July 20, 2021, Item #216. Recuperation Time The number of hours of recuperation time will be increased from four hours up to a maximum of nine hours for Teamsters employees to allow for a rest and recovery period after working extended work hours during the night responding to emergencies. 7. Shift Differential Shift differential pay will be 7.5% per hour for all employees represented by Teamsters. 8. Safety Shoe Reimbursement Employees may receive one additional pair of safety shoes per year up to a maximum of $125 at the supervisor's discretion if an employee's boots are damaged due to accidental circumstances in the course of work, and the employee has used their maximum allowance. Other items in the TA include increasing the amount of tuition reimbursement for Teamsters employees from $1,500 per fiscal year to $2,000 per fiscal year and reimbursing employees required to have a Class A license for a DMV certified medical evaluation with a DMV certified provider of their choice, up to a maximum of $150, instead of using the City's occupational health provider. Funds have been and continue to be budgeted for these items and no increase to budgeted amounts are anticipated for these items. The MOU with Teamsters will be revised to reflect other non-substantive clean-up revisions along with the changes listed above, which have been incorporated in the Resolution (Attachment A). The financial terms incorporated into the MOU will not extend beyond those included in the Resolution and Tentative Agreement (Exhibit A of Attachment A). A new MOU will be generated, finalized and executed with the City Council's approval of the attached Resolution (Attachment A). The MOU will be effective to July 1, 2021 through June 30, 2027, incorporating the terms listed in the TA attached to the Resolution (Exhibit A of Attachment A). Management/Confidential Employee Group Employees in the Management/Confidential Employee group will receive many of the same economic items as the Teamsters employees including: 1) $7,500 stipends in each of the next two fiscal years; 2) the same salary increases as Teamsters on the same schedule; 3) adjustments to the sick leave cash out caps rolled into Retirement Health Savings Accounts; 4) an increase in tuition reimbursement from $1,500 to $2,000 per employee per fiscal year; and 5) the same one-time, designated holidays as Teamsters. In addition, Fire Battalion Chiefs included in the Management/Confidential Employee Group will be eligible for 32 hours of executive leave per fiscal year, a one-time education stipend in the amount of either $250 for an Associate's degree or $500 for a Bachelor's degree, and $1,800 per fiscal year for maintaining a paramedic license in San Diego County. The Fire Battalion Chiefs will also receive the same eighteen (18) benefit hours as all other employees in the Management/Confidential group along with an increase in the maximum use of sick leave to be eligible for sick leave conversion from 45 hours to 48 hours. Management/Confidential employees will be required to participate in increased employee cost sharing similar to the agreement with Teamsters. Beginning in December 2023 with the new medical 4of30
July 20, 2021, Item #21plan year, the City will pay the same amount for the CIGNA PPO plan at all coverage levels as it does for the CIGNA HMO plan for Management/Confidential employees. In addition, beginning in July 2024, Management/Confidential employees considered "classic" members in the California Public Employees Retirement System (Cal PERS) will contribute an additional one percent (1 %) toward the cost of the Cal PERS retirement plan. The total employee contribution will be 9%, which is 2% higher than the required employee rate of 7%. Special salary grade adjustments are needed to maintain market competitiveness for certain Management/Confidential positions that are more than 10% below the median market in San Diego County. The following special salary grade adjustments will be effective the first pay period following City Council approval in an effort to bring certain positions closer to median, but not to median due salary compression (maintaining separation of salary grades between positions based on classifications) within the City's salary plan structure: Group 1 Management/Confidential Director of Development Services Fire Chief Group 2A Management/Confidential City Engineer Deputy Fire Chief Fire Battalion Chief (3.0 FTEs) Group 4 Management/Confidential Accounting Technician II 7.18% 7.18% 6.73% 6.73% 5.78% 6.13% The six-year agreement with Teamsters and the six-year salary and benefits plan for Management/Confidential employees is an investment in the City's high performing, highly valued employees and will provide for the continuation of harmonious relationships, which is in the best interest of the public. Environmental Review: This action is not subject to review under the California Environmental Quality Act (CEQA). Fiscal Impact: As discussed in the staff report above, the collaborative nature of a six-year term allows the City to use one-time funds in the near-term and offer salary increases in the latter part of the agreement. This helps ensure the financial sustainability of the City by delaying ongoing cost increases to later in the forecast period while also providing increases to invest in front-line workers and maintain competitiveness with salary and benefits. Balancing these two goals helps ensure the City can continue to ensure high quality services and programs are provided without service reductions. The estimated fiscal impact of the Tentative Agreement (TA) with Teamsters is outlined by fiscal year in Table 1.0 on the next page. 5 of30
July 20, 2021, Item #21Table 1.0 Agreement for Six-Year Successor Agreement with Teamsters Fiscal Estimated Cost Increase Estimated Cost Increase Year All Funds General Fund 2021-22 $852,383 $397,318 2022-23 $848,835 $393,635 2023-24 $210,269 $79,880 2024-25 $620,082 $238,866 2025-26 $1,068,223 $412,496 2026-27 $1,538,140 $594,423 Totals $5,137,932 $2,116,618 The totals shown in Table 1.0 above include roll-up costs and funds in the first and second year of the contract will be allocated primarily from the City's one-time fund balance. A combination of different funds will be used for years 3 through 6 of the agreement and will be included in future proposed and adopted fiscal year budgets. The total fiscal impact of the salary and benefit adjustments over the next six years for the Management/Confidential group of employees is outlined in Table 2.0 below: Fiscal Year 2021-22 2022-23 2023-24 2024-25 2025-26 2026-27 Totals Table 2.0 Salary and Benefit Plan Changes Management/Confidential Employees Estimated Cost Increase Estimated Cost Increase All Funds General Fund $892,176 $616,441 $891,507 $616,281 $462,153 $334,276 $1,051,883 $705,800 $1,724,871 $1,130,649 $2,431,504 $1,576,734 $7,454,094 $4,980,181 The totals shown in Table 2.0 above include roll-up costs and funds in the first and second year of the plan will be allocated primarily from the City's one-time fund balance. A combination of different funds will be used for years 3 through 6 of the agreement and will be included in future proposed and adopted fiscal year budgets. The Resolution attached as Attachment C includes the appropriations necessary to adjust the Fiscal Year 2021-22 budget to implement the provisions of the TA with Teamsters as well as the salary and benefit adjustments for the Management/Confidential Employee Group. Public Notification: Neil Sholander, Business Representative/President of Teamsters Local 911, 9900 Flower Street, Bellflower, CA 90706, was provided a copy of this report. 6 of30
July 20, 2021, Item #21Attachments: A. Resolution authorizing the execution of a six-year Memorandum of Understanding between the City and the Non-Safety Employees Bargaining Group, California Teamsters Local 911 for the period of July 1, 2021 through June 30, 2027 B. Resolution approving changes to the Management/Confidential Salary and Benefits Plan, approving Special Salary Adjustments and the Management/Confidential Salary Schedule C. Resolution appropriating funds in FY 2021-22 to implement the financial terms of the Tentative Agreement with the Non-Safety Employees Bargaining Unit, California Teamsters Local 911 and the Salary and Benefit Plan for the Management/Confidential Employee Group D. Resolution approving the Salary Schedule for the Non-Safety Employees effective July 20, 2021 Reviewed/ Approved By: Wendaserman Assistant City Manager 7 of30 Reviewed By: Alan Fenstermacher City Attorney Approved By: Ch"'2 City Manager
July 20, 2021, Item #21RESOLUTION NO. 21-xx A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF POWAY AUTHORIZING THE EXECUTION OF A SIX-YEAR MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF POWAY AND THE NON-SAFETY BARGAINING UNIT EMPLOYEES, CALIFORNIA TEAMSTERS LOCAL 911 FOR THE PERIOD OF JULY 1, 2021, THROUGH JUNE 30, 2027 WHEREAS, the City of Poway ("City"), through its management representatives, has met and conferred in good faith with the Non-Safety Bargaining Unit Employees, California Teamsters Local 911 ("Teamsters"); WHEREAS, the representatives of the City and Teamsters each have exchanged freely information, opinions and proposals on matters regarding wages, hours and other terms and conditions of employment for Teamsters employees; WHEREAS, the City and Teamsters representatives have agreed on the term of a new Memorandum of Understanding to be July 1, 2021 through June 30, 2027; WHEREAS, the City and Non-Safety Bargaining Unit representatives have agreed upon the items as contained in the attached Tentative Agreement (Exhibit A) to this Resolution; and WHEREAS, Teamsters has ratified the Tentative Agreement for the period of July 1, 2021 through June 30, 2027. NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Poway as follows: Section 1: That the items in the Tentative Agreement (Exhibit A) be incorporated into the Memorandum of Understanding and adopted for implementation effective July 1, 2021. Section 2: That the City Manager is hereby directed and authorized to implement all provisions of the adopted Tentative Agreement which are to be incorporated into the Memorandum of Understanding without further specific actions by the City Council. No additional financial terms will be assumed beyond the terms of the approved Tentative Agreement when finalizing and executing the Memorandum of Understanding. II II II II II II 8 of 30 ATTACHMENT A
July 20, 2021, Item #21Resolution No. 21-Page 2 PASSED, ADOPTED AND APPROVED at a Regular Meeting of the City Council of the City of Poway, California on the 20th day of July, 2021, by the following vote, to wit: AYES: NOES: ABSENT: DISQUALIFIED: Steve Vaus, Mayor ATTEST: Deborah Harrington, Interim City Clerk 9 of30
July 20, 2021, Item #21EXHIBIT A City of Poway & Teamsters, Local 911 Tentative Agreement Resolution No. 21-Page Date: June 16, 2021 1. Term: 6 Years 2. Article 4. Duration of Agreement This entire Agreement shall commence at 12:00 a.m. on July 1, 2021 and terminate at 11 :59 p.m. on June 30, 2027. Wages: Year 1: $7,500 Stipend Year 2: $7,500 Stipend Year 3: 3.0% Salary Increase Year 4: 5.0% Salary Increase Year 5: 5.0% Salary Increase Year 6: 5.0% Salary Increase Article 5. Wages Year 1 A cash stipend in the amount of Seven Thousand Five Hundred Dollars ($7,500) shall be paid in one payment in the first full pay period after ratification of the terms of a successor MOU by Teamsters and approval by the City Council. In order to receive the one-time payment, the employee must be employed on the last day of the first full pay period after ratification of the terms of a successor MOU by Teamsters and approval by the City Council. The stipend shall be pro-rated for part-time, regular employees based on their FTE. For example, a part-time, regular employee with . 50 FTE will receive 50% of the stipend payments at the same time as full-time regular employees. Any part of the stipends which equates to six percent (6%) or less of the employee's salary paid to Classic employees of Tier 1 & 2 will be reported to Ca/PERS. This stipend is not reportable to Ca/PERS for PEPRA employees. Employees who are hired after the first stipend payment will receive a pro-rated portion of the stipend payment based on the remaining pay periods in the fiscal year. Employees may have all or a portion of the stipend deposited to their ICMA 457 account upon following proper notification guidelines provided by the Human Resources or Finance departments, up to the maximum IRS allowable amount. Year 2 A cash stipend in the amount of Seven Thousand Five Hundred Dollars ($7,500) shall be paid in one payment in the first full pay period in July 2022. In order to receive the one-time payment, the employee must be employed on the last day of the first full pay period after ratification of the 1 10 of 30
July 20, 2021, Item #21Resolution No. 21-Page Date: June 16, 2021 terms of a successor MOU by Teamsters and approval by the City Council. The stipend shall be pro-rated for part-time, regular employees based on their FTE. For example, a part-time, regular employee with . 50 FTE will receive 50% of the stipend payments at the same time as full-time regular employees. Any part of the stipends which equates to six percent (6%) or less of the employee's salary paid to Classic employees of Tier 1 & 2 will be reported to Ca/PERS. This stipend is not reportable to Ca/PERS for PEPRA employees. Employees who are hired after the Year 2 stipend payment is made will receive a pro-rated portion of the stipend payment based on the remaining pay periods in the fiscal year. Employees may have all or a portion of the stipend deposited to their ICMA 457 account upon following proper notification guidelines provided by the Human Resources or Finance departments, up to the maximum IRS allowable amount. Year 3 Effective at the beginning of the first full pay period in July 2023, an across the board salary increase of 3% will be provided to all employees of the bargaining unit. Year4 Effective at the beginning of the first full pay period in July 2024, an across the board salary increase of 5% will be provided to all employees of the bargaining unit. Year 5 Effective at the beginning of the first full pay period in July 2025, an across the board salary increase of 5% will be provided to all employees of the bargaining unit. Year 6 Effective at the beginning of the first full pay period in July 2026, an across the board salary increase of 5% will be provided to all employees of the bargaining unit. 3. Sick Leave The City will increase the cap on cashing out accumulated sick leave upon retirement to 6% effective July 1, 2021 for each of the respective tiers and 2% effective July 1, 2022 for each of the respective tiers. The 6% reflects cumulative median increases in the San Diego market for the last two years and the next fiscal year. The 2% for July 1, 2022 reflects projected median increases for San Diego Market. The City also agrees to establish an additional tier for employees who retire after 20 or more years of service to the City of Poway to receive 50% of sick leave cash out with a cap that is 5% above the tier for employees who retire after 15 years of service. 2 11 of 30
July 20, 2021, Item #21Article 6. Leaves H. Payout of Sick Leave Resolution No. 21-Page Date: June 16, 2021 After five years of continuous employment with the City and upon retirement, an employee will receive compensation for unused sick leave as follows: 1. Upon retirement, an employee will receive 50% of all sick leave hours accrued and not used in the form of a deposit to their Retirement Health Savings Plan account. Payout of sick leave shall be provided on a graduated scale for employees who retire, based on years of service as follows: a. An employee who retires after 5-9 years of service will receive 50% cash-out, with a cap of $6,915.84 beginning July 1, 2021 and $7,054. 15 beginning July 1, 2022. b. An employee who retires after 10-14 years of service will receive 50% cash-out, with a cap of $9,221.13 beginning July 1, 2021 and $9,405.55 beginning July 1, 2022. c. An employee who retires after 15-19 years of service will receive 50% cash-out with a cap of $11,526.40 beginning July 1, 2021 and $11,756.94 beginning July 1, 2022. d. An employee who retires after 20 or more years of service will receive 50% cash-out with a cap of $12,102.73 beginning July 1, 2021 and $12,344.78 beginning July 1, 2022. e. Each cap will increase by the same percentage as across-the-board wage increases, beginning with the July 1, 2023 wage increase and as outlined in the table below: 7/1/2023 7/1/2024 7/1/2025 7/1/2026 3.0% 5.0% 5.0% 5.0% 5-9 years $ 7,265.78 $ 7,629.07 $ 8,010.53 $ 8,411.05 10-14 years $ 9,687.72 $ 10,172.11 $ 10,680.71 $ 11,214.75 15-19 years $ 12,109.64 $ 12,715.13 $ 13,350.88 $ 14,018.43 20+ years $ 12,715.13 $ 13,350.88 $ 14,018.43 $ 14,719.35 3 12 of 30
July 20, 2021, Item #21Resolution No. 21-Page Date: June 16, 2021 4. Holidays Article 6. Leaves B. Additional One-Time Designated Holidays The following holidays will be observed as additional one-time designated holidays: Year 1: Year 2: Year 3: Year 4: Year 5: Year 6: Thursday, December 23, 2021 (in exchange for the 8 hours of flex credit from Friday, December 24, 2021 which is a dark Friday) No additional one-time, designated holidays (Christmas is on Sunday-observed on Monday, December 26, 2022; New Year's Day is on Sunday -observed on Monday, January 2, 2023) No additional one-time, designated holidays (Christmas is on a Monday-City Hall will be closed; New Year's Day is also on a Monday-City Hall will be closed) Monday, December 23, 2024, and Tuesday, December 24, 2024 (City Hall is closed Friday, December 20, 2024.) Frida½ December 26, 2025 No additional one-time, designated holidays (Christmas is on a Friday and New Year's Day is on a Friday) 5. Holidays (Regular Part-Time Employees) Regular part-time employees represented by the Teamsters bargaining unit will qualify for holiday pay from their first date of employment. The wait period of 18 or 24 months before receiving holiday pay is eliminated. Article 7. Leaves C. Holiday Pay 13 of 30 1. Regular half-time employees shall receive regular pay for hours worked on a Designated Holiday. a. To be eligible for holiday pay, an employee must be in paid status in the pay period that includes the Designated Holiday. b. Half-time employees shall receive four hours holiday pay, whether on or off duty, on a Designated Holiday. 4
July 20, 2021, Item #21Resolution No. 21-Page Date: June 16, 2021 2. Regular three quarter-time employees shall receive regular pay for hours worked on a Designated Holiday. a. To be eligible for holiday pay, an employee must be in paid status in the pay period that includes the Designated Holiday. b. Three quarter-time employees shall receive six hours holiday pay, whether on or off duty, on a Designated Holiday. c. Three quarter-time employees shall receive double time for hours worked on a Designated Holiday. 6. ICMA 457 PLAN MATCH Year1 The City will increase the dollar for dollar match to employees' 457 plan by an additional $50, beginning with the pay period that includes July 1, 2021. The total dollar for dollar contribution will be a total of $850 per fiscal year. Year4 The City will increase the dollar for dollar match to employees' 457 plan by an additional $50, beginning with the pay period that includes July 1, 2024. The total dollar for dollar contribution will be a total of $900 per fiscal year. Article 8. Benefits A. 457 Plan 1. Beginning with the pay period that includes July 1, 2021, the City will provide a dollar-for-dollar match, of up to $850, for each employee's contributions to the 457 deferred compensation plan each fiscal year. Beginning with the pay period that includes July 1, 2024, the City will provide a dollar-for-dollar match, of up to $900, for each employee's contributions to the 457 deferred compensation plan each fiscal year. 7. Reimbursement for DMV Certified Medical Exam The City will reimburse employees required to undergo a OMV certified medical evaluation for a Class A license required by the job description for the cost of the medical evaluation if it is not through the City's occupational health provider, up to a maximum of $150 per required exam by a OMV certified medical provider. 5 14 of 30
July 20, 2021, Item #21Article 9. Special Pay Resolution No. 21-Page Date: June 16, 2021 Section 11 -Reimbursement for OMV Certified Medical Exam for Class A License Renewal The City will reimburse employees required to undergo a OMV certified medical evaluation for a Class A license for the cost of the medical evaluation if it is not through the City's occupational health provider, up to a maximum of $150 per required exam by a OMV certified medical provider. 8. Tuition Reimbursement Effective July 1, 2021, the City will increase the tuition reimbursement, under the guidelines of the current City policy, to $2,000 per fiscal year per employee. section t -Tuition Reimbursement A. The actual cost paid for tuition, books and required technical supplies and equipment, to a maximum of $2,000 per fiscal year per employee, will be reimbursed to all regular City employees for professional and technical courses in accredited educational institutions provided that: B. Regular City employees may also request reimbursement for actual cost paid for tuition, books and required technical supplies and equipment, to a maximum of $2,000 per fiscal year per employee, for courses that result in the issuance of Continuing Education Units (CEUs) or Continuing Education contact hours required for certification renewal, so long as: 9. Recuperation time The City agrees to providing recuperation pay up to a maximum of 9 hours or until the end of the employee's regular shift, whichever is less. Article 9. Special Pays D. Recuperation Time An employee who has been on duty for 16 or more hours within a 24-hour period shall be required to take a minimum of nine (9) consecutive hours off for rest and recovery prior to returning to work. If any portion of the required rest period extends into the employee's next scheduled work shift, the City shall pay the employee's regular base pay, hour for hour, up to a maximum of nine (9) hours for and through the end of the employee's next scheduled shift, if the employee is normally scheduled to work within the 9 hours of recuperation/rest time. Time from one (1) to seven (7) minutes shall be rounded down, and time from eight (8) to 14 minutes must be rounded up and counted as a quarter hour. Employees who are on recuperation time will still be required to respond to and work emergency situations when directed by their supervisors. 6 15 of 30
July 20, 2021, Item #2110. Shift Differential Shift differential pay will be 7.5% per hour. Section 6 -Shift Differential Resolution No. 21-Page Date: June 16, 2021 Shift differential refers to extra pay received by employees for working a less than desirable shift (late nights, evenings). Shift differential is additional compensation intended to recognize time worked outside of regular day shifts. Shift differential does not apply for emergency responses where overtime, call back pay or recuperation time applies, or if an employee requests a temporary adjustment to their schedule. It is meant for regular schedules that are outside of regular or typical day shifts or a temporary change in schedule required to complete a project outside of normal business hours whereby the employees' hours or regular schedule are flexed in order to complete the project. A. Filtration Plant Employees Filtration Plant employees required to work the afternoon and evening shift (3:00 p.m. to 11:00 p.m.) and the night shift (11:00 p.m. to 7:00 a.m.) shall be entitled to receive shift differential pay of 7. 5% in addition to their regular rate of pay. Filtration Plant employees assigned to work the forty-eight (48) hour weekend shift shall receive shift differential while working from 7:00 a.m. to 3:00 p.m. or 3:00 p.m. to 11 :00 p.m. on Saturday and Sunday and while working from 11 :00 p.m. to 7:00 a.m. on Saturday night and Sunday night. B. Public Works Employees Public Works employees in the Park Maintenance Worker classification who are assigned a work schedule beginning at or after 11 :30 a.m. which requires them to work a shift that ends between the hours of 3:30 p.m. and 5:00 a.m. shall be entitled to shift differential pay of 7. 5% of base pay in addition to their regular hourly rate of pay regardless of when the employee's meal period is scheduled. However, if the meal period is scheduled outside these hours, the employee will be paid shift differential only for the hours actually worked. Public Works employees who are required to work outside of their regular work schedule shall receive shift differential pay of 7. 5% of base pay. C. Community Services Employees Community Services employees in the Park Ranger classifications who are assigned a work schedule beginning at or after 11 :30 a.m. which requires them to work a shift that ends between 3:30 p.m. and 5:00 a.m. shall be entitled to shift differential pay of 7. 5% of base pay in addition to their regular hourly rate of pay regardless of when the employee's meal period is scheduled. However, if the meal period is scheduled outside these hours, the employee will be paid shift differential only for the hours actually worked. 7 16 of 30
July 20, 2021, Item #21Resolution No. 21-Page Date: June 16, 2021 D. General Employees scheduled to work during the general office hours of 7:30 a.m. to 5:30 p.m. will not receive shift differential pay for hours worked between 3:30 p.m. and 5:30 p.m. 11. Safety Shoes Employees may receive one additional pair of safety shoes per year up to a maximum of $125 at the supervisor1s discretion if an employee's boots are damaged due to accidental circumstances in the course of work, and the employee has used their maximum allowance. Article 9. Special Pay For employees in the Lake Operations, Park and Landscape Maintenance Divisions, and Public Works, the City will provide uniforms that are required by the City in accordance with the following: A. Safety Shoes Safety shoes shall be worn by employees as required by the City. Employees will be provided reimbursement for safety shoes and/or inserts, laces, toe-protectors or resoling of safety shoes up to $ $250 each fiscal year, on as as-needed basis for regular wear and tear. Employees may purchase more than one pair of safety shoes each fiscal year, as needed, within the annual $250 maximum. In order to receive reimbursement, the employee must submit original receipts as proof of purchase to their department. Reimbursement will be made through accounts payable. All other safety clothing required in the performance of duties shall be furnished by the City. If during the course of work, an employee's safety shoes are destroyed due to unforeseen or accidental circumstances while working and the employee has used their maximum allowance, a supervisor may authorize one replacement pair of safety shoes up to $125 per fiscal year. The list of authorized classifications for reimbursement of safety shoes is listed in Part I (Full-Time Employees), Article 9, Section 2. 12. HVAC Pay 17 of 30 Section 8 -HVAC Differential Pav Employee(s) in the classifications of Facilities Technician and/or Senior Facilities Maintenance Technician may be assigned to perform HVAC-related duties. Employee(s) assigned to HVAC-related duties for which the individual is 8
July 20, 2021, Item #2113. 18 of 30 Resolution No. 21-Page Date: June 16, 2021 required to hold an EPA Universal Certificate and the tasks performed are documented in the City's asset management system, shall receive a salary differential of 10% above their salary range and step for the time they spend working on the HVAC systems when the HVAC work is directed by their supervisor. Medical Cost Sharing Beginning with new medical plan year in December 2023, the City proposes to pay the same amount for the CIGNA PPO plan at all coverage levels as it does for the CIGNA HMO plan. See table below based on current monthly medical insurance rates. Article B, Benefits Section 1 -Hospital and Medical Beginning on the date of hire, an employee, upon proper application and acceptance, shall be covered by health and dental benefits with coverage as set forth from time to time in the agreement between the City and the carrier(s). Health benefit premiums for each employee shall be paid in full by the City. Dependents of each employee may also be covered by health benefit coverage, upon proper application and acceptance. The cost of dependent coverage of the medical and dental plan will be shared equally between the City and the employee for any PPO plans. The City contribution for dependent care for HMO medical plans is 60%. The employee contributes 40% of the dependent contribution. The employee's share of the cost will be made through payroll deduction. The parties to this Agreement agree to work with the City Insurance Committee to keep the overall cost of future premium increases to a minimum. Effective with the new plan year December 2023, health benefit premiums for each employee shall be paid as follows: Kaiser HMO Employee Only: Employee Plus One: Family: CIGNA HMO Employee Only: Employee Plus One: Family: CIGNA PPO Employee Only: Employee Plus One: Family: 9 City Paid 100% Employee Only 100% Employee Only + 60% of Dependent 100% Employee Only + 60% of Family City Paid 100% Employee Only 100% Employee Only + 60% of Dependent 100% Employee Only + 60% of Family City Paid Equivalent to the amount paid by the City of CIGNA HMO at the Employee Only coverage level Equivalent to the amount paid by the City of CIGNA HMO at the Employee Plus One coverage level Equivalent to the amount paid by the City of CIGNA HMO at the Family coverage level
July 20, 2021, Item #21Resolution No. 21-Page Date: June 16, 2021 During the term of this MOU, the City reserves the right to make carrier or plan changes if our existing medical coverage requires a change that is outside of the City's control such as but not limited to: required legislative changes, a cost increase that exceeds the City's budgeted amount, the elimination of a current plan offering, or the removal of a major medical group from the carrier's provider network. In the event that this situation arises, the City, at its earliest opportunity will notify employees of the changes taking place. In situations where changes to contributions are required, the City will meet and confer with the Association. 14. Medical -Regular Part-Time Employees Beginning the first day of the month following ratification by Teamsters and approval by the City Council, regular part-time employees represented by the Teamsters bargaining unit who are in the 24 month waiting period after hire to be eligible for medical coverage may elect coverage under the City's medical and/or dental plans. Article 9. Benefits Section 1 -Hospital and Medical The first day of hire, an employee, upon proper application and acceptance, shall be covered by health and dental benefits with coverage as set forth from time to time in the agreement between the City and carrier(s). A. Half-time employees may elect coverage under the City's medical and/or dental insurance to be effective on the first day of employment. 1. The half-time employee shall pay 50%, and the City shall pay 50% of the health benefit premiums for the employee-only coverage. 2. The cost of dependent coverage of the medical and dental plan of the employee's choice will be as follows for half-time employees: the employee will pay seventy-five percent (75%), and the City will pay twenty-five percent (25%). B. Three quarter-time employees may elect coverage under the City's medical and/or dental insurance to be effective on the first day of employment. 1. Three quarter-time employees shall pay 25% and the City shall pay 75% of the health benefit premiums for the employee-only coverage. 2. The cost of dependent coverage of the medical and dental plan of the employee's choice will be as follows for three quarter-time employees: the employee will pay sixty-two and one-half percent (62. 5%), and the City will pay thirty-seven and one-half percent (37.5%). The employee's share of the cost will be made through payroll deduction. 10 19 of 30
July 20, 2021, Item #21Section 2 -Eve care Resolution No. 21-Page Date: June 16, 2021 A. Half-time employees may elect coverage under the City's vision care plan effective on the first day of employment. The City shall pay 50% of the cost of the premium for the coverage of the employee and his/her dependents, and the employee shall pay the remaining 50% of the premium. The employee's share of the cost will be made through payroll deduction. B. Three quarter-time employees may elect to be covered by the City's vision to be effective on the first day of employment. C. The City shall pay seventy-five percent (75%} of the cost of the premium for the coverage of the employee and his/her dependents, and the employee shall pay the remaining twenty-five percent (25%} of the premium. The employee's share of the cost will be made through payroll deduction. 15. Additional PERS Contribution Beginning July 1, 2024 (Year 4 of the proposed contract term) Teamsters employees considered CalPERS "classic" members in Tier 1 and Tier 2, will contribute an additional 1 % towards CalPERS costs for a total of 9%. For those employees hired on or before December 31, 2011, and considered "classic" members as defined above: Employees considered "classic" members will contribute the required member share of seven percent (7%} of his/her compensable earnable salary, on a pre-tax basis, to the extent permitted by the Internal Revenue Code, towards the "member contribution" portion of their Ca/PERS retirement account. In addition, employees considered "classic" members will contribute another one percent (1%} pursuant to Government Code Section 20516 toward the employer's share, on a pre-tax basis to the extent permitted by the Internal Revenue Code. Beginning the first full pay period in July 2024, employees considered "classic" members will contribute an additional one percent (1%} pursuant to Government Code Section 20516 towards the employer's share, on a pre-tax basis to the extent permitted by the Internal Revenue Code. The total employee contribution will be 9%. The City will provide under its contract with Ca/PERS the following provisions for each employee in this first tier: 1. The Indexed Level 1959 Survivors Benefits; 2. The retirement benefit of 2%-at-55 formula; and 3. The One Year Final Compensation option. Upon retirement from the City of Poway following at least 20 years of service, the City also provides a supplemental PARS administered benefit applied to Poway and all prior Ca/PERS service with previous public agencies. When combined with Ca/PERS, this is the equivalent of the 2. 7% @ 55 formula total retirement benefit. 11 20 of 30
July 20, 2021, Item #21Resolution No. 21-Page Date: June 16, 2021 For employees hired after December 31. 2011. and considered "classic" members as defined above: The City will provide under its contract with Ca/PERS the following provisions for each employee in this second tier: 1. The retirement benefit of 2%-at-60 formula; 2. The Indexed Level 1959 Survivors Benefits; and 3. Average of three highest years' compensation. Employees in the second tier and considered "classic" members will contribute the required member share of seven percent (7%) of his/her compensable earnable salary on a pre-tax basis, to the extent permitted by the Internal Revenue Code, towards the "member contribution" portion of their Ca/PERS retirement account. In addition, employees in the second tier considered "classic" members will contribute another one percent (1 %) pursuant to Government Code Section 20516 toward the employer's share, on a pre-tax basis to the extent permitted by the Internal Revenue Code. Beginning the first full pay period in July 2024, employees considered "classic" members will contribute an additional one percent (1%) pursuant to Government Code Section 20516 towards the employer's share, on a pre-tax basis to the extent permitted by the Internal Revenue Code. The total employee contribution will be 9%. Regular full-time employees hired after January 9, 2012 are not eligible for a supplemental PARS benefit. 16. General MOU Language Clean Up 12 21 of 30
July 20, 2021, Item #21ACCEPTED ON _ _..;;J;...;;.;cu.;;..;...ne;;........;....16'-'-. -=-20.;;..;;;2;;;...;.1 __ by: FOR GENERAL EMPLOYEE REPRESENTATIVES Neil Sholander Bryce Greschke ~QR Stephanie Lacombe Jeff Zamora Jesse Gonzales Michael Alcanter 22 of 30 FOR CITY OF POWAY Jodene Dunphy Will Wiley ~ I Resolution No. 21-Page Date: June 16, 2021 zieruh~~
July 20, 2021, Item #21RESOLUTION NO. 21-A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF POWAY, CALIFORNIA, APPROVING CHANGES TO THE MANAGEMENT/CONFIDENTIAL SALARY AND BENEFITS PLAN, APPROVING SPECIAL SALARY ADJUSTMENTS, AND THE MANAGEMENT/CONFIDENTIAL SALARY SCHEDULE WHEREAS, the Management/Confidential Employee Group is unrepresented and the group's benefits are specified in a Salary and Benefits Plan document; WHEREAS, the City Council authorizes adjustments to the Salary and Benefits Plan document for Management/Confidential employees; WHEREAS, the City Manager is hereby directed and authorized to implement all provisions listed below which are to be incorporated into the Salary and Benefit Plan for Management/Confidential employees without further specific actions by the City Council. No additional financial terms will be assumed beyond the terms included herein when finalizing and executing the Salary and Benefits Plan for the Management/Confidential Group effective July 1, 2021 through June 30, 2027: Stipends: II II II 23 of 30 A cash stipend in the amount of Seven Thousand Five Hundred Dollars ($7,500) shall be paid in one payment in the first full pay period after City Council approval. In order to receive the stipend payment, the employee must be employed on the last day of the first full pay period after approval by the City Council. A cash stipend in the amount of Seven Thousand Five Hundred Dollars ($7,500) shall be paid in one payment in the first full pay period in July 2022. In order to receive the stipend payments, the employee must be employed on the last day of the first full pay period in July 2022. The stipend shall be pro-rated for part-time, regular employees based on their FTE. For example, a part-time, regular employee with .50 FTE will receive 50% of the stipend payments at the same time as full-time regular employees. Any part of the stipends which equates to six percent (6%) or less of the employee's salary paid to Classic employees of Tier 1 & 2 will be reported to CalPERS. This stipend is not reportable to CalPERS for PEPRA employees. Employees who are hired after the stipend payment is made will receive a pro-rated portion of the stipend payment for that fiscal year based on the remaining pay periods in the fiscal year. Employees may have all or a portion of the stipend deposited to their ICMA 457 account upon following proper notification guidelines provided by the Human Resources or Finance departments, up to the maximum IRS allowable amount. ATTACHMENT B
July 20, 2021, Item #21Salary Increases: Sick Leave: Holidays: Tuition Reimbursement: Medical Cost Sharing: Additional PERS Contribution: Fire Battalion Chiefs: 24 of 30 Resolution No. 21-Page 2 Employees in the Management/Confidential Group will receive across the board pay increases effective the first full pay period in July as follows: July 2023 3% July 2024 5% July 2025 5% July 2026 5% The cap for depositing unused sick leave upon retirement into an employee's Retirement Health Savings Plan account is increased by 6% effective July 1, 2021, for each of the respective tiers and 2% effective July 1, 2022, for each of the respective tiers. The City also agrees to establish an additional tier for employees who retire after 20 or more years of service with the City of Poway to receive 50% of sick leave hour accrued in the form of a deposit to their Retirement Health Savings Plan account with a cap that is 5% above the tier for employees who retire after 15-19 years of service. Additional one-time designated holidays will be observed on the following dates: • Thursday, December 23, 2021 (in exchange for 8 hours of flex credit from Friday, December 24, 2021, which is a closed Friday) • Monday, December 23, 2024 and Tuesday, December 24, 2024 • Friday, December 26, 2025 The amount of tuition reimbursement for employees will be increased from $1,500 to $2,000 per fiscal year beginning July 1, 2021, under the guidelines of the current City policy. Beginning with the new medical plan year in December 2023, the City will pay the same dollar amount for the CIGNA PPO plan at all coverage levels as it does for the corresponding coverage level of the CIGNA HMO plan. Beginning the first full pay period in July 2024, Management/ Confidential employees considered CalPERS "classic" members in Tier 1 and Tier 2 will contribute an additional 1 % towards CalPERS costs for a total of 9%. Fire Battalion Chiefs will be eligible for 32 hours of executive leave per fiscal year, a one-time education stipend in the amount of either $250 for an Associate's degree or $500 for a Bachelor's degree, and $1,800 per fiscal year for maintaining a paramedic license in San Diego County. The Fire Battalion Chiefs will also receive the same eighteen (18) benefit hours as all other employees in the Management/Confidential group along with an increase in the maximum use of sick leave to be eligible for sick leave conversion from 45 hours to 48 hours.
July 20, 2021, Item #21Resolution No. 21-Page 3 WHEREAS, the Management/Confidential positions listed below are approved for one-time Special Salary Adjustments in order to bring salary ranges closer to median within the San Diego County market; Group 1 Exempt At-Will: Director of Development Services: Grade 831 to Grade 860 Fire Chief: Grade 831 to Grade 860 Group 2A Exempt At-Will: City Engineer: Grade 751 to Grade 780 Deputy Fire Chief: Grade 751 to 780 Fire Battalion Chief: Grade 542 to Grade 570 Group 4 Non-Exempt: Accounting Technician II: Grade 333 to Grade 360. WHEREAS, there are no across the board changes to the actual salaries incorporated into the attached Salary Schedule for Fiscal Year 2021-22 or Fiscal Year 2022-23; WHEREAS, the Salary Schedule for employees designated as Management/Confidential, attached hereto as Exhibit A, is hereby adopted, effective July 26, 2021. PASSED, ADOPTED AND APPROVED at a Regular Meeting of the City Council of the City of Poway, California at a regular meeting this 20th day of July, 2021, by the following vote, to wit: AYES: NOES: ABSENT: DISQUALIFIED: Steve Vaus, Mayor ATTEST: Deborah Harrington, Interim City Clerk 25 of 30
July 20, 2021, Item #2126 of 30 Classification Title City Manager lr.rr. ,n 1 ICvamnt At-\AJ;!I Assistant City Manager Director of Community Services Director of Development Services Director of Finance Director of Human Resources & Risk Management Director of Public Works Fire Chief Grrnin ?A l=v<>mnt At-Will Assistant Director of Public Works Utilities Assistant Director of Public Works Operations Assistant Director of Finance Operations City Clerk City Engineer City Planner Deputy Fire Chief Finance Manager Fire Battalion Chief (not at-will/2912 hrs/yr) Parks and Trails Area Manager Principal Engineer -Utilities Public Works Operations Manager Recreation Area Manager Recreation Area Manaeer CY-Rated\ Revenue and Operations Manager Water Treatment Plant Manager Group 2B Exempt Accountant Associate Civil Engineer Associate Planner Community Outreach Coordinator Economic Development Administrator GIS Analyst Information Technology Analyst Management Analyst Network & Computer Systems Administrator Senior Accountant Senior Civil Engineer Senior Code Compliance Officer Senior Fire Safety Inspector Senior Human Resources Analyst Senior Management Analyst Senior Planner Special Projects Engineer Utilities Administrator Water Utilities Distribution Supervisor Group 3 Non-Exempt Assistant Engineer Assistant Planner Code Compliance Officer Construction Maintenance Supervisor EXHIBIT A City of Poway Management I Confidential Salary Schedule Effective lulv 26, 2021 I Grade I Approx. Monthly I Step 1 Salarv Range 999 20,604 871 13,981 -16,994 80.6623 791 11,612 · 14,115 66.9951 860 13,572 · 16,497 78.3028 831 12,665 -15,393 73.0694 771 11,060 · 13,443 63.8049 831 12,665 · 15,393 73.0694 860 13,572-16,497 78.3028 731 9,937 -12,080 57.3277 731 9,937 · 12,080 57.3277 731 9,937 · 12,080 57.3277 681 8,778 · 10,670 50.6411 780 11,139 · 13,540 64.2668 731 9,937 -12,080 57.3277 780 11,139 · 13,540 64.2668 681 8,778 · 10,670 50.6411 570 9,285 · 11,286 38.2636 560 6,470 · 7,865 37.3303 731 9,937 · 12,080 57.3277 681 8,778 -10,670 50.6411 560 6,470 -7,865 37.3303 681 8.778 · 10.670 50.6411 681 8,778 · 10,670 50.6411 681 8,778 -10,670 50.6411 481 5,326 -6,475 30.7255 602 7,261 -8,826 41.8893 521 5,902 -7,174 34.0517 571 6,678 -8,117 38.5265 631 7,744 · 9,413 44.6789 531 6,050 · 7,354 34.9030 531 6,050 · 7,354 34.9030 531 6,050 -7,354 34.9030 631 7,744 · 9,413 44.6789 561 6,515-7,919 37.5868 682 8,871 · 10,782 51.1773 501 5,618 · 6,829 32.4109 541 6,201 -7,537 35.7756 571 6,678 -8,117 38.5265 571 6,678 -8,117 38.5265 581 6,845 -8,320 39.4897 571 6,678 -8,117 38.5265 631 7,744-9,413 44.6789 640 7,884 -9,583 45.4833 531 6,050 -7,354 34.9030 491 5,481 -6,662 31.6204 461 5,090 -6,186 29.3627 501 5,618 - 6,829 32.4109 Facilities Maintenance and Special Districts Supervisor 501 5,618-6,829 32.4109 Fire Safety Inspector 461 5,090 -6, 186 29.3627 Fleet Maintenance Supervisor 521 5,902 · 7,174 34.0517 Management Assistant 491 5,481 · 6,662 31.6204 Senior Accounting Technician 460 5,054 · 6,144 29.1623 Senior Parks Maintenance Crew Leader 441 4,844 · 5,888 27.9478 Utility Systems Supervisor 650 8,081 -9,822 46.6204 Wastewater Utilities Supervisor 620 7,504 · 9,121 43.2917 Group 4 Non-Exempt Accounting Technician II 360 3,948 -4,799 22.7815 Administrative Assistant Ill 331 3,692 -4,488 21.3002 Executive Assistant to the City Manager 451 4,965 -6,035 28.6465 Human Resources Technician I 412 4,498 · 5,468 25.9523 Human Resources Technician II 451 4,965 -6,035 28.6465 Senior Administrative Assistant -Confidential 380 4,148 · 5,042 23.9348 I Step 2 I Step 3 I 84.6955 88.9300 70.3449 73.8622 82.2180 86.3289 76.7229 80.5591 66.9951 70.3450 76.7229 80.5591 82.2180 86.3289 60.1939 63.2037 60.1939 63.2037 60.1939 63.2037 53.1732 55.8319 67.4801 70.8541 60.1939 63.2037 67.4801 70.8541 53.1732 55.8319 40.1767 42.1856 39.1968 41.1567 60.1939 63.2037 53.1732 55.8319 39.1968 41.1567 53.1732 55.8319 53.1732 55.8319 53.1732 55.8319 32.2616 33.8747 43.9837 46.1827 35.7528 37.5413 40.4510 42.4745 46.9109 49.2574 36.6466 38.4798 36.6466 38.4798 36.6466 38.4798 46.9109 49.2574 39.4644 41.4385 53.7360 56.4230 34.0300 35.7324 37.5628 39.4418 40.4510 42.4745 40.4510 42.4745 41.4623 43.5364 40.4510 42.4745 46.9109 49.2574 47.7575 50.1454 36.6466 38.4798 33.2000 34.8609 30.8295 32.3718 34.0300 35.7324 34.0300 35.7324 30.8295 32.3718 35.7528 37.5413 33.2000 34.8609 30.6206 32.1520 29.3440 30.8119 48.9514 51.3990 45.4563 47.7291 23.9206 25.1167 22.3643 23.4831 30.0776 31.5822 27.2488 28.6119 30.0776 31.5822 25.1318 26.3887 Step 4 I 93.3767 77.5553 90.6453 84.5869 73.8622 84.5869 90.6453 66.3639 66.3639 66.3639 58.6235 74.3968 66.3639 74.3968 58.6235 44.2948 43.2145 66.3639 58.6235 43.2145 58.6235 58.6235 58.6235 35.5684 48.4920 39.4178 44.5975 51.7195 40.4032 40.4032 40.4032 51.7195 43.5098 59.2440 37.5184 41.4133 44.5975 44.5975 45.7124 44.5975 51.7195 52.6527 40.4032 36.6033 33.9898 37.5184 37.5184 33.9898 39.4178 36.6033 33.7587 32.3520 53.9690 50.1156 26.3725 24.6570 33.1608 30.0420 33.1608 27.7073 Step 5 98.0420 81.4331 95.1776 88.8056 77.5553 88.8056 95.1776 69.6909 69.6909 69.6909 61.5582 78.1167 69.6909 78.1167 61.5582 46.5096 45.3752 69.6909 61.5582 45.3752 61.5582 61.5582 61.5582 37.3547 50.9165 41.3896 46.8285 54.3067 42.4243 42.4243 Resolution No. 21-Page 3 42.4243 54.3067 45.6863 62.2062 39.3952 43.4849 46.8285 46.8285 47.9992 46.8285 54.3067 55.2853 42.4243 38.4343 35.6900 39.3952 39.3952 35.6900 41.3896 38.4343 35.4464 33.9702 56.6674 52.6213 27.6911 25.8903 34.8195 31.5448 34.8195 29.0926 Approved al !he July 20. 202 I Poway Ciry Council Meeling
July 20, 2021, Item #21RESOLUTION NO. 21-A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF POWAY, CALIFORNIA, APPROPRIATING FUNDS IN FISCAL YEAR 2021-22 TO IMPLEMENT THE FINANCIAL TERMS OF THE TENTATIVE AGREEMENT WITH THE NON-SAFETY BARGAINING UNIT, CALIFORNIA TEAMSTERS LOCAL 911 AND THE SALARY AND BENEFIT PLAN FOR MANAGEMENT/CONFIDENTIAL EMPLOYEE GROUP WHEREAS, on July 20, 2021, the City of Poway has reached a Tentative Agreement with the Non-Safety Employee Bargaining Unit, California Teamsters Local 911 and the City Council has authorized the City Manager to execute a successor Memorandum of Understanding with Teamsters with a term of July 1, 2021 through June 30, 2027; WHEREAS, the City Council of the City of Poway has authorized certain salary and benefit changes for employees in the Management/Confidential Employee Group for Fiscal Year 2021-22 through Fiscal Year 2026-27; WHEREAS, an appropriation in Fiscal Year 2021-22 of $852,383 is necessary to implement the year 1 changes to the Memorandum of Understanding document for employees designated as Teamsters; WHEREAS, an appropriation in Fiscal Year 2021-22 of $892,176 is necessary to implement the year 1 changes to the Salary and Benefit Plan document for employees designated as Management/Confidential; WHEREAS, the appropriations for year 1 changes to the successor Memorandum of Understanding with Teamsters and the Salary and Benefits Plan document for Management/Confidential employees will come from unassigned General Fund balance, Gas Tax Fund balance, Road Repair Fund balance, Prop A (70%) Fund balance, Prop A (30%) Fund balance, Drainage Fund balance, LMD Funds fund balance, Water Fund balance, Wastewater Fund balance, and Fleet -Vehicle Maintenance fund balance and sufficient funds are available. NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Poway as follows: 1. That the above recitations are true and correct. 2. That the Director of Finance is authorized to appropriate $1,744,559 from fund balance to cover the Fiscal Year 2021-22 expenses for Teamsters and the Management/Confidential employees. II II II II 27 of 30 ATTACHMENT C
July 20, 2021, Item #21Resolution No. 21-Page 2 3. That the following appropriations by fiscal year will be included in the applicable operating budgets: Fiscal Year Amount Fiscal Year 2022-23 $1,740,342 Fiscal Year 2023-24 672,422 Fiscal Year 2024-25 1,671,965 Fiscal Year 2025-26 2,793,094 Fiscal Year 2026-27 3,969,644 Total $10,847,467 PASSED, ADOPTED AND APPROVED at a Regular Meeting of the City Council of the City of Poway, California on the 20th day of July, 2021, by the following vote, to wit: AYES: NOES: ABSENT: DISQUALIFIED: Steve Vaus, Mayor ATTEST: Debora Harrington, Interim City Clerk 28 of 30
July 20, 2021, Item #21RESOLUTION NO. 21-A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF POWAY, CALIFORNIA, APPROVING THE TEAMSTERS SALARY SCHEDULE EFFECTIVE JULY 20, 2021 WHEREAS, the Facilities Maintenance Crew Leader was retitled to Senior Facilities Technician and approved as part of the City of Poway Position Classification Plan on June 16, 2021; WHEREAS, a Salary Schedule is established for designated Non-Safety Employees represented by Teamsters Local 911; and WHEREAS, there are no across the board changes to the actual salaries incorporated into the Teamsters Salary Schedule for Fiscal Year 2021-22. NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Poway as follows: Section 1 : The above recitals are true and correct; and Section 2: The Salary Schedule for employees designated as Teamsters, attached hereto as Exhibit A, is hereby adopted, effective July 20, 2021. PASSED, ADOPTED AND APPROVED at a Regular Meeting of the City Council of the City of Poway, California at a regular meeting this 20th day of July, 2021, by the following vote, to wit: AYES: NOES: ABSENT: DISQUALIFIED: Steve Vaus, Mayor ATTEST: Deborah Harrington, Interim City Clerk 29 of 30 ATTACHMENT D
July 20, 2021, Item #21Classification Title (In alphabetical order) I Accounting Technician I Administrative Assistant I Administrative Assistant II Administrative Assistant Ill Aquatics Coordinator Box Office Coordinator Construction Maintenance Crew Leader Construction Maintenance Worker I Construction Maintenance Worker II Contract Specialist/Inspector Cross-Connection Specialist Customer Services Field Worker Customer Services Technician I Customer Services Technician II Development Services Aide Engineering Inspector Engineering Technician I Engineering Technician II Equipment Mechanic Facilities Maintenance Technician I Facilities Maintenance Technician II Front of House Coordinator GIS Technician I GIS Technician II Lead Customer Services Field Worker Lead Customer Services Technician Lead Engineering Inspector Park Ranger Parks Maintenance Crew Leader Parks Maintenance Worker I Parks Maintenance Worker II Records Technician Recreation Coordinator Recreation Leader I Senior Administrative Assistant Senior Equipment Mechanic Senior Facilities Maintenance Technician Senior Park Ranger Senior Utility Systems Mechanic Senior Utility Systems Technician Stormwater Maint. & Const. Worker I Stormwater Maint. & Const. Worker II Technical Theater Coordinator Utility Systems Mechanic Utility Systems Technician Warehouse Associate Wastewater Utilities Crew Leader Wastewater Utilities Worker I Wastewater Utilities Worker II Water Meter Reader Water Treatment Plant Operator I Water Treatment Plant Operator II Water Treatment Plant Operator Ill Water Utilities Crew Leader Water Utilities Worker I Water Utilities Worker II 30 of 30 EXHIBIT A City of Poway Non-Safety Salary Schedule Effective July 20, 2021 Grade I Approx. I Step 1 I Salary Range 291 3,326 -4,043 19.1880 240 2,936 -3,569 16.9394 270 3, 162 -3,843 18.2419 330 3,667 -4,457 21.1549 320 3,577 -4,348 20.6389 320 3,577 -4,348 20.6389 390 4,252 -5, 169 24.5332 290 3,322 -4,038 19.1653 330 3,667 -4,457 21.1549 460 5,055 -6, 144 29.1623 500 5,580 -6,782 32.1898 430 4,694 - 5,705 27.0801 291 3,326 -4,043 19.1880 332 3,695 -4,492 21.3201 240 2,936 -3,569 16.9394 470 5,181 -6,298 29.8914 430 4,694 -5,705 27.0801 470 5,181 -6,298 29.8914 400 4,359 -5,298 25.1465 330 3,667 -4,457 21.1549 370 4,048 - 4,920 23.3510 320 3,577 -4,348 20.6389 430 4,694 -5,705 27.0801 470 5,181 -6,298 29.8914 470 5,181 -6,298 29.8914 430 4,693 -5,705 27.0801 550 6,313 -7,673 36.4198 250 3,010 -3,658 17.3629 390 4,252 -5, 169 24.5332 290 3,322 -4,038 19.1653 330 3,667 -4,457 21.1549 350 3,852 -4,683 22.2259 320 3,577 -4,348 20.6389 170 2,470 -3,002 14.2504 370 4,048 - 4,920 23.3510 452 4,980 -6,053 28.7288 430 4,694 -5,705 27.0801 290 3,322 -4,038 19.1653 560 6,471 -7,865 37.3303 580 6,798 -8,263 39.2201 290 3,322 -4,038 19.1653 330 3,667 -4,457 21.1549 320 3,577 -4,348 20.6389 520 5,862 -7,125 33.8194 520 5,862 -7,125 33.8194 370 4,048 -4,920 23.3510 500 5,580 - 6,782 32.1898 390 4,252 -5, 169 24.5332 430 4,694 - 5,705 27.0801 370 4,048 - 4,920 23.3510 420 4,579 -5,566 26.4196 470 5,181 -6,298 29.8914 520 5,862 -7,125 33.8194 520 5,862 - 7,125 33.8194 400 4,359 -5,298 25.1465 430 4,694 -5,705 27.0801 Step 2 I Step 3 20.1477 21.1548 17.7863 18.6759 19.1540 20.1119 22.2129 23.3238 21.6711 22.7549 21.6711 22.7549 25.7601 27.0484 20.1237 21.1301 22.2129 23.3238 30.6206 32.1520 33.7993 35.4892 28.4343 29.8563 20.1477 21.1548 22.3861 23.5055 17.7863 18.6759 31.3861 32.9558 28.4343 29.8563 31.3861 32.9558 26.4041 27.7246 22.2129 23.3238 24.5188 25.7451 21.6711 22.7549 28.4343 29.8563 31.3861 32.9558 31.3861 32.9558 28.4343 29.8563 38.2411 40.1535 18.2310 19.1428 25.7601 27.0484 20.1237 21.1301 22.2129 23.3238 23.3374 24.5046 21.6711 22.7549 14.9631 15.7113 24.5188 25.7451 30.1652 31.6734 28.4343 29.8563 20.1237 21.1301 39.1968 41.1567 41.1811 43.2402 20.1237 21.1301 22.2129 23.3238 21.6711 22.7549 35.5106 37.2864 35.5106 37.2864 24.5188 25.7451 33.7993 35.4892 25.7601 27.0484 28.4343 29.8563 24.5188 25.7451 27.7406 29.1276 31.3861 32.9558 35.5106 37.2864 35.5106 37.2864 26.4041 27.7246 28.4343 29.8563 I Resolution No. 21-Page 2 Step 41 Step 5 22.2126 23.3231 19.6093 20.5896 21.1171 22.1727 24.4893 25.7136 23.8920 25.0864 23.8920 25.0864 28.4000 29.8199 22.1861 23.2952 24.4893 25.7136 33.7587 35.4464 37.2637 39.1269 31.3483 32.9155 22.2126 23.3231 24.6808 25.9147 19.6093 20.5896 34.6027 36.3326 31.3483 32.9155 34.6027 36.3326 29.1100 30.5654 24.4893 25.7136 27.0315 28.3830 23.8920 25.0864 31.3483 32.9155 34.6027 36.3326 34.6027 36.3326 31.3483 32.9155 42.1601 44.2678 20.0995 21.1043 28.4000 29.8199 22.1861 23.2952 24.4893 25.7136 25.7290 27.0153 23.8920 25.0864 16.4967 17.3213 27.0315 28.3830 33.2571 34.9200 31.3483 32.9155 22.1861 23.2952 43.2145 45.3752 45.4022 47.6723 22.1861 23.2952 24.4893 25.7136 23.8920 25.0864 39.1499 41.1070 39.1499 41.1070 27.0315 28.3830 37.2637 39.1269 28.4000 29.8199 31.3483 32.9155 27.0315 28.3830 30.5840 32.1132 34.6027 36.3326 39.1499 41.1070 39.1499 41.1070 29.1100 30.5654 31.3483 32.9155 Approved at the July 20, 20 21 Poway City Council Meeting