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Adopt a resolution approving a successor collective bargaining agreement between Solano County and Unit 16 - Mid-Management, represented by the Association of Mid-Management Professionals at Solano County
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Published Notice Required? Yes ____ No _X _
Public Hearing Required? Yes ____ No _X _
DEPARTMENTAL RECOMMENDATION:
The Director of Human Resources recommends that the Board of Supervisors adopt a resolution approving a successor collective bargaining agreement between the County and Unit 16 - Mid-Management, represented by the Association of Mid-Management Professionals at Solano County (AMMPS).
SUMMARY:
The County and AMMPS have an existing collective bargaining agreement which expires on October 5, 2019. Representatives from the County and AMMPS have met and conferred in good faith regarding the terms for the successor collective bargaining agreement. The County and AMMPS reached a total tentative agreement for the successor collective bargaining agreement, for a term through October 21, 2022. The employees represented by AMMPS have ratified the terms of the successor collective bargaining agreement and the final step is the Board of Supervisors’ approval.
FINANCIAL IMPACT:
Adoption of the new collective bargaining agreement for Unit 16 is projected to increase payroll costs by a total of $4,462,040 during the term of the agreement (effective October 6, 2019 through October 21, 2022). Of this total cost, $507,817 is during Fiscal Year 2019/20, $894,400 is during Fiscal Year 2020/21, $1,322,374 is during Fiscal Year 2021/22, and $1,737,449 is during Fiscal Year 2022/23 (through October 21, 2022).
DISCUSSION:
Representatives of the County and AMMPS have met and conferred in good faith on the changes to the collective bargaining agreements on wages, hours and other terms and conditions of employment.
The parties have agreed on the following changes:
1. TERM OF THE AGREEMENT: The collective bargaining agreement will be effective October 6, 2019 through October 21, 2022.
2. WAGES: During Fiscal Year 2019/20 employees receive a three percent (3%) wage increase effective October 6, 2019.
During Fiscal Year 2020/21 employees receive a three percent (3%) wage increase effective October 4, 2020.
During Fiscal Year 2021/22 employees receive a two percent (2%) wage increase effective October 3, 2021, a one percent (1%) wage increase effective April 17, 2022, and a one percent (1%) wage increase effective September 4, 2022.
In addition, payable on January 17, 2020, all active employees as of December 29, 2019 will receive a one-time lump sum payment of nine hundred dollars ($900.00), with said payment not subject to CalPERS reporting of benefits. Part-time employees in these bargaining units receive a pro-rata amount based on his/her full-time equivalence.
3. HEALTH INSURANCE/CAFETERIA PLAN: The County receives health insurance through CalPERS’ Public Employees’ Medical and Hospital Care Act (PEMHCA, or PERS Health Program). The County’s maximum premium contribution for health insurance/cafeteria plan is set at 75% of the PEMHCA Region 1 Kaiser Permanente family rate for benefits effective for 2020, 2021, and 2022.
4. OTHER PAID HOLIDAYS: Effective January 1, 2020 employees in Bargaining Unit 16, will receive the afternoon of December 24th (Christmas Eve Day) and December 31st (New Year’s Eve Day) as paid holidays.
5. OTHER ITEMS:
• Increase the maximum tuition reimbursement from $1,100 to $2,000 per year.
• Increase continuing education payment for classification of Dentist Manager Supervising Psychiatrist and Clinic Physician Supervisor from $1,500 to $2,000 annually and adds professional membership reimbursement of $550 per year.
• Increases the amount of sick leave an employee may use for family sick leave from 80 hours to 100 hours.
• Provides ability for the bargaining unit’s Vice President to receive release time to conduct Association business.
• Establishes a notification process when classification studies are completed.
• Requires County to conduct a classification and compensation study for the classification of Group Counselor (Supervising) and Health Services Manager.
• Requires the County to conduct a classification study for Deputy Agriculture Commissioner/Sealer of Weights & Measures.
A copy of the collective bargaining agreement is attached. Some minor, non-substantive corrections were made to the collective bargaining agreements by the County and AMMPS.
ALTERNATIVES:
The Board of Supervisors could elect to not adopt the collective bargaining agreement between the County and AMMPS. However, this option is not recommended as the parties have met and conferred in good faith pursuant to the Meyers-Milias-Brown Act and have reached agreement, and the new agreement was negotiated within the parameters previously provided by the Board to the County’s negotiation team. Additionally, employees represented by AMMPS have ratified the terms for the collective bargaining agreement.
OTHER AGENCY INVOLVEMENT:
Negotiations of the collective bargaining agreement were through a collaborative effort by the County and AMMPS.
CAO RECOMMENDATION:
APPROVE DEPARTMENTAL RECOMMENDATION