HomeMy WebLinkAboutHR Bargaining Unit Side Letter Extending Current Agreement with SEIU Local 1021SIDE LETTER AGREEMENT
BETWEEN SEIU LOCAL 1021
AND
THE CITY OF SAN RAFAEL
The City of San Rafael (hereinafter referred to as "City") and SEIU Local 1021 (hereinafter
referred to as the "Local 1021 ") entered into a Memorandum of Understanding ("MOU") with
a term beginning on July 1, 2018 and terminating on June 30, 2020. The City and the
Association are collectively referred to herein as the "Parties." The Parties now wish to extend
this MOU one year and pro~ wage increase.
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Effective i th Parties mutually agree to extend the MOU one year to end on June 30,
2021 and to provide bargaining unit members a 2% salary increase in the first pay period after
July 1, 2020 and a 1 % equity adjustment in the first pay period after January 1, 2021. The two
step increases over the final year of this extended MOU is equivalent to 2.5% increase and is
consistent with the Bay Area December 2019 CPI index.
The specific provisions contained in this Agreement are intended to supersede any previous
agreements, whether oral or written, regarding the matters contained in this Agreement.
Except as provided here, all wages, hours, and other terms and conditions of employment
presently Association in the MOU remain in full force and effect.
The Parties have satisfied their obligations to meet and confer in good faith in accordance
with the Meyers-Milias-Brown Act ("MMBA") concerning the terms and conditions of this
Agreement and its implementation.
Thus, the Parties mutually agree to make the following changes to the MOU to read as
follows:
Paragraph 3 of the MOU
This Memorandum of Understanding shall be presented to the City Council of the City of San
Rafael as the joint recommendation of the undersigned for salary and employee benefit
adjustment for the period commencing July 1, 2018 and ending June 30, 2020!. When ratified
by the Local 1021 Bargaining Unit membership and approved by City Council, this
Memorandum of Understanding shall be binding upon the SEIU LocaJ 1021, the employees
it represents, and the City of San Rafael.
This Memorandum of Understanding shall be presented to the City Council of the City of San
Rafael as the joint recommendation of the undersigned parties for salary and employee benefit
adjustments for the period commencing July 1, 2018 and ending June 30, 2020.
1.1 .2 Term of MOU
This Agreement will be in effect from July 1, 2018 through June 30, 2020!,
3.1.2 General Wage Increase
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Effective the first full pay period including in July 2018 or upon approval of the City Council,
whichever is latest, salary ranges for classifications in this unit shall be increased by 2%.
Effective the first full pay period in July 2019, salary ranges for classifications in this unit shall
be increased by 2%.
Effective the first pay period after July 1, 2020 2 salary ranges for classifications in this unit
shall be increased by 2.0%.
Effective the first pay period after January I, 2021, alary ranges for classifications in this
unit shall be increased bv 1.0%.
Salary rates for all bargaining unit positions are shown in the salary table attached as Exhibit
"A".
4.2.2 Retirees Health Insurance
Employees represented by SEIU who retire from the Marin County Employees' Retirement
Association (MCERA) within 120 days of leaving their City of San Rafael position (and who
comply with the appropriate retirement provisions under the MCERA laws and regulations) are
eligible to continue in the City's retiree group health insurance program offered through
PEMHCA. The City's contribution towards retiree coverage shall be the PEMHCA minimum
contribution as determined by CalPERS on an annual basis.
a. Employees hired on or before January 1, 2010
The City shall make a monthly retiree health insurance contribution on behalf of
employees hired before January 1, 2010 and who retire from the City of San Rafael
as described in this Section. The City's total monthly contribution, which includes the
PEMHCA minimum contribution, shall not exceed $752 per month. The City's retiree
health contribution shall continue for the lifetime of the retiree and retiree's spouse, in
accordance with PEMHCA eligibility provisions for coverage.
b. Employees hired on or after January 1, 2010, and who meet the eligibility
requirements for retiree health insurance, are eligible to continue in the City's group
health insurance program. The City's maximum contribution towards retiree
coverage under this subsection, 4.2.5b, shall be the PEMHCA minimum contribution
as determined by CalPERS on an annual basis. The City shall not be responsible for
making any contributions towards the cost of coverage of the retiree's spouse,
registered domestic partner, or dependents upon the employee's retirement from the
City in excess of the PEMHCA minimum contribution as required by CalPERS.
The City shall additionally make available a retiree health care trust to enable these
employees to prefund retiree health care premiums while employed by the City. The
retiree health care trust shall be funded by annual conversion of 50 hours of sick time
in service on July 1 of each year, provided an employee has a remaining balance of
~ 125 hours of sick leave after the conversion.
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5.4.10 Emergency/Smoke Leave
In the event that an emergency is declared that impacts City facilities or operations and
results in the closure of any facilities, employees regularly assigned to work in a closed
work.site may be required to report to a worksite other than their regular worksite to
assist in emergency duties or to a non-impacted worksite for regular duties at the
discretion of the City.
If employees are not assigned to a non-impacted worksite or assigned to assist in
emergency duties, they shall be granted leave up to 10 days in any calendar and
compensated for their regularly scheduled work day with no adverse effect to the
employee.
This provision applies to Federal, State, County, or City declared emergencies or to other
non-declared circumstances that result in the closure of City facilities.
CITY OF SAN RAFAEL:
/SEIU LOCAL 1021
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