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HomeMy WebLinkAboutCC Reso 2022-71 - Approving MOU for Police Officers Assoc RESOLUTION NO. 2022-71 RESOLUTION OF THE CITY OF UKIAH APPROVING MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF UKIAH AND UKIAH POLICE OFFICERS ASSOCIATION WHEREAS, the City of Ukiah Employee/Employer Relations Officer and Human Resources Director meet and confer in good faith with the bargaining units on matters including wages, hours, and the terms and conditions of employment for represented employees; and WHEREAS, the City of Ukiah Employee/Employer Relations Officer and Human Resources Director meet and confer in good faith with the bargaining units on matters including wages, hours, and the terms and conditions of employment for represented employees; and WHEREAS, this Memorandum of Understanding (Exhibit A) includes all terms and conditions of employment with respect to wages, hours, and working conditions applicable to the Ukiah Police Officers Association for the period of September 19, 2022 through September 18, 2025. NOW, THEREFORE BE IT RESOLVED, that the Council of the City of Ukiah hereby approves and authorizes the City Manager to execute this Memorandum of Understanding on behalf of the City. PASSED, ADOPTED and APPROVED this 1911 day of October, 2022 by the following vote on roll call vote: AYES: Councilmembers Orozco, Crane, Rodin, Duenas, and Mayor Brown NOES: None ABSTAIN: None ABSENT: None L2-112 2 1 L--' Jirn rown, Mayor ATTEST: K istine Lawler, City Clerk Exhibit A MEMORANDUM OF UNDERSTANDING Between The City of Ukiah And The Ukiah Police Officers Association This Memorandum of Understanding ("MOU") is entered into by and between the City of Ukiah ("City") and the Ukiah Police Officers Association ("Associations") (collectively referred to as "Parties"). Having met and conferred in accordance with Government Code section 3500, et. seq., the City and the Association agrees to amend, add to, and clarify the Parties' current MOU as follows: 1. Article 2. Term The term of this agreement shall be three(3)years, effective September 19, 2022 through September 18, 2025. 2. Article 3. Salary Year 1: Effective retro to the first full pay period in July 2022, all classifications will receive a 5% increase to base salary. Year 2: Effective the first full pay period following September 19,2023,all classifications shall receive a 3%increase to base salary. Year 3: Effective the first#`ull pay period following September 19, 2024, all classifications will receive a 3% salary increase to base salary, unless the local economic benchmark consisting of total revenue collected.for property tax, sales tax and transient occupancy tax --falls below the combined-total for the past audited Fiscal Year of 2022/2023. Should the audited revenues fall below the benchmark, the increase will revert to the CPI calculation of the average of U.S. City and SF-Oakland-Hayward figures for April, to a maximum of 2%. rn no case shall this result in a decrease in compensation. 3. Side Letter Agreement 7.Non-Pensio n able Hybrid Loneevity/Education Incentive for Officers and Sergeants. Effective upon the-ratification of this agreement, the longevity/educations incentive will be eliminated and converted to two (2) extra steps (2.5% each, for a total of 5%) on the salary table for all Association classifications (Community Services Officer, Crime Analyst/Evidence Technician, Dispatcher, Communications Supervisor, Communications/Records Manager, Police Officer, Police Sergeant, Police Lieutenant, and Police Captain). Upon ratification of this agreement, Association members who are currently receiving the longevity/educational incentive will advance to the next Step on the salary table (or Step 7 on the new salary table if already topped out at Step 5 of the current salary table). All other Association members, who are currently topped out at Step 5, will advance to Step 6 or Step 7 based upon years of service and date of last step increase. Page 1 of 2 Exhibit A 4. Side Letter A reement 8. and Section 13 B of the MOU is replaced by the followin : The City will pay compensation to employees who are routinely and consistently assigned to positions requiring communication skills in Spanish and American Sign Language (ASL) as follows: Employees who are designated by the City as fluent in Spanish (includes ability to read and write) or ASL (includes ability to interpret complex conversations) shall receive an additional 5% of their base monthly salary as compensation for the additional responsibilities. Employees who are not fluent, but have been designated by the City as possessing the skill to converse in Spanish or ASL well cnough to communicate during a basic call for service shall receive an additional 3%of base monthly salary as compensation for the additional responsibilities. The 5% pay and 3%pay shall not be combined and 5% is the maximum premium allowed for any combination of the recognized communication skills. The City may use a variety of techniques to test an employee's proficiency in either language, and may require an employee to re-test on occasion. The Parties agree that this bilingual premium is special compensation.per Title 2 of the California Code of Regulations,Section 571 and 57- 1-J. 5. Continuation The City and the Association agree that all conditions of employment established by City policy, including all conditions affecting wages,hours,and working conditions that are not specifically addressed in this MOU, shall continue in effect and shall not be affected by the terms of this MOU. The value.or availability of the benefits provided in the MOU as originally worded or as amended from time to time may depend on their tax treatment by the state or federal government or the decisions of other government agencies or departments, such as,but not limited to, the Public Employees Retirement System. The City will endeavor to obtain the most favorable treatment legally possible from these other governmental entities. However, the City makes no representation concerning the value of such benefits to Association members or how they will be taxed or otherwise treated by other agencies or departments. The City's obligations under this MOU are limited to the direct cost of providing the salary and benefits as described in the MOU. The City shall have no additional financial obligation, even if the tax or other treatment of such salary or benefits by other agencies or departments reduces or eliminates their value to the employee. This Memorandum of Understanding is ratified and adopted pursuant to the recommendations of the following representatives this 14'h day of October 2022. CITY OF UKIAH UKIAH POLICE OFFICERS ASSOCIATION Sage Sangiacomo, City Manager Max Brazill, Police Sergeant Page 2 of 2