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Adopt a resolution approving a successor collective bargaining agreement between Solano County and Unit 10 - Skilled Craft and Service Maintenance, represented by Stationary Engineers, Local 39
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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 10 - Skilled Craft and Service Maintenance represented by Stationary Engineers, Local 39.
SUMMARY:
The County and Local 39 have an existing collective bargaining agreement which expires on October 23, 2019. Representatives from the County and Local 39 have met and conferred in good faith regarding the terms for the successor collective bargaining agreement. The County and Local 39 reached a total tentative agreement for the successor collective bargaining agreement for a term through October 21, 2022. The employees represented by Local 39 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 Local 39 is projected to increase payroll costs by a total of $2,495,048 during the term of the agreement (effective October 24, 2019 through October 21, 2022). Of this total cost, $335,141 is during Fiscal Year 2019/20, $497,010 is during Fiscal Year 2020/21, $722,286 is during Fiscal Year 2021/22, and $940,611 is during Fiscal Year 2022/23 (through October 21, 2022).
DISCUSSION:
Representatives of the County and Local 39 have met and conferred in good faith on the changes to the collective bargaining agreement 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 agreements will be effective October 24, 2019 through October 21, 2022.
2. WAGES: During Fiscal Year 2019/20 employees receive a three percent (3%) wage increase effective November 3, 2019.
During Fiscal Year 2020/21 employees receive a three percent (3%) wage increase effective November 1, 2020.
During Fiscal Year 2021/22 employees receive a two percent (2%) wage increase effective October 31, 2021, a one percent (1%) wage increase effective May 1, 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 this bargaining unit 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. In addition, employees who elect employee plus two or more dependents coverage receive an additional $50 per month, or, an employee in a job classification with a maximum salary of six thousand six hundred eighty-two dollars ($6,682.00) or less per month, receives a County contribution of eighty dollars ($80.00) per month. The maximum salary limit for employees to receive the County contribution of eighty dollars ($80.00) is increased by the same percentage increase of the scheduled wage increases.
4. OTHER PAID HOLIDAYS: Effective January 1, 2020 employees in Bargaining Unit 10 Local 39 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 $400 to $2,000 per year.
• Uniform allowance will increase by $100 annually for Park Rangers and Park Ranger Assistants.
• A Park Ranger or Park Ranger Assistant who possess a State of California Qualified Applicators Certificate will receive 1.5% pay differential.
• The Building Trades Mechanic series and Stationary Engineer series assigned to a County adult detention facility/jail will receive a 2.5% pay differential for each hour worked in such facility.
• Added additional certification to qualify for the Equipment Mechanic’s incentive pay.
• Incorporated into the Memorandum of Understanding existing side letters on Standby, New Employee Orientation, Other Paid Holidays, Fire Light Safety Certificate, and Prescription Safety Glasses.
A copy of the collective bargaining agreement is attached. Some minor, non-substantive corrections were made to the collective bargaining agreement by the County and Local 39.
ALTERNATIVES:
The Board of Supervisors could elect to not adopt the collective bargaining agreement between the County and Local 39. 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 Local 39 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 Local 39.
CAO RECOMMENDATION:
APPROVE DEPARTMENTAL RECOMMENDATION