07-05-2011 - FY 2011/2012 Community Development Block Grant (CD - Item 10 attach 1 (2).pdfAttachment #1
(A) (B) (C) (D) (E) (F) (G) (H)
Amount Amount Amount CS SC
Applicant/Project Service Awarded Awarded Requested Commission Commission Staff
FY 2009-2010 FY 2010-2011 FY 2011-2012 Recommend Recommend Recommend
Services for Seniors
1.Senior Meals Program *Nutrition Program
for Seniors
2.YWCA of San Gabriel Valley -Social Services
Sr. Citizens Assistance Prog for Seniors
3.Center for Aging Resources Adult Day Care
for Seniors
Services for Youth
4.Careship *Daycare Subsidy
for Youth
5.Youth Assistance Program *Recreation Subsidy
for Youth
6.Assist League of Covina Valley School Clothes
for Youth
Services for the Homeless
7.ESGV Coalition for Homeless Emerg. Food/Shelter
for Homeless
8.Volunteers of America - WC Case Management
Community Service Center for Homeless
Fair Housing Serivces
9.Housing Rights Center Fair Housing
Services
Food Services
10.Action Food Pantry Food Bank
11.YWCA of San Gabriel Valley - Delivered Meals
Meals on Wheels for Homebound
12.Cory's Kitchen Food Bank
13.Love Inc Food Voucher
Services for Crime Victims
14.Domestic Violence Serves Domestic
Victim Advocate *Violence Victims
* City of West Covina Programs 279,824$ 192,296$ 192,296$ 192,296$
198,240$
81,584$
20,140
5,170
10,340
-
11,848
9,478
3,000
12,156
10,000
60,000$
-
25,000
1,723
8,000
30,000 20,140 20,140
10,000
- - 3,000
15,000
6,000 6,000
13,000
14,000 14,000 12,709
60,000$
10,000
25,000
10,000 14,750
13,750 13,000
6,000
15,000
1,000
58,000$
-
60,000$
5,000
25,000
19,000
15,000
24,200
13,000
10,000
60,000$
-
23,156
19,000
Difference
20,140
FY 2011-2012 CDBG Public Service Project Applicants and Funding Recommendations
5,000
26,624
25,000 40,000
56,000$
5,000
3,000
5,805
Total Request
Total Anticipated Available
19,600
New New
15,000
11,000
15,000
15,000
6,000
6,000 12,000
6,000
15,000
20,000
10,000
2,000
16,888
4,000 4,000 5,000 4,000 4,000 4,000
New
Attachment #2
Page 1 of 4
FY 2011-2012 CDBG PUBLIC SERVICE PROJECT APPLICANTS
Note: Descriptions shown in italics were taken directly from the applications of the
respective service providers in which they respond to the question, “Describe your
program (purpose, goal, etc.).”
Services for Seniors
• Senior Meals Program - City of West Covina: The Senior Meals program meal
is a congregate setting at the West Covina Senior Center. Meals served under the
program must provide at least 1/3 of the recommended dietary allowances. In
practice, the Senior Meals Program’s participants are receiving an estimated 40-
50% of required nutrients from the meals provided by the program.
• YWCA of San Gabriel Valley - Senior Citizens Assistance Program (SCAP):
The goal of the YWCA SCAP (Case Management and Information &
Referral/Assistance Services) is to connect seniors with a broad array of services
that enable them to remain in their homes for as long as possible. These services
include but are not limited to: Access to services such as transportation, case
management, information and assistance; and in-home services such as personal
care, chore, and homemaker assistance; Community services such as legal
services, mental health services, and adult day care; Community education and
related programming that help to coordinate and integrate services for seniors
such as health screening, exercise/health programs, etc. BSW Case Managers
will provide 8 hours of on-site service at the West Covina Senior Center and an
average of 7 hours services off-site in clients' homes. The YWCA San Gabriel
Valley Senior Services' model of providing effective Case Management and
Information and Referral/Assistance (I & RIA) Services is based on the concept of
linking clients to a culturally competent, locally accessible and cost-effective
integrated continuum of supportive services. In addition, our agency has proven
its ability to respond in a timely manner to client's requests for service, and within
several hours if the request is urgent.
• Center for Aging Resources - Adult Day Care: The purpose of the Community
Assistance Program for Seniors is to enhance the quality of life of cognitively
impaired elders who reside in the West Covina area and their families, especially
those who would not typically access needed services due to financial barriers.
To achieve its objective, the program personalizes services to maximize individual
functioning based on careful assessment of strengths and impairments. Day-care
at the program is comprehensive, addressing the full range of physical, social and
intellectual needs. The program emphasizes participants’ human spirit and its
protective environment helps elders remain in their community, thereby avoiding
isolation and premature institutionalization. For families and caregivers of
persons with dementia, the program offers a support group, links to supportive
services, and training to enhance communication with, manage the challenging
behaviors of and enliven the existence of their impaired loved ones. The program
is the sole social-based day program in West Covina.
Services for Youth
• Careship - City of West Covina: The program offers subsidy to a limited
number of low to moderate income residents for the purpose of offsetting the cost
of child-care, which they otherwise may not be able to afford.
• Youth Assistance Program (YAP) - City of West Covina: The Youth
Assistance Program assists low-income West Covina residents with the fees
associated with recreational, educational and cultural activities offered to youths.
The program assists the applicant with fifty percent of the cost of an eligible
program, up to $100 per child, per fiscal year. The purpose of the program is to
provide funding for West Covina youth programs; so all children in the
Community have an opportunity to make positive choices with how to spend their
leisure time. The program helps provide needed after school activities for youth.
Attachment #2
Page 2 of 4
2
Positive programs provide a safe place for children to socialize, learn and grow,
while increasing their health and esteem.
• Assistance League of Covina Valley: Our OPERATION SCHOOL Bell is a
component of National Assistance League; however, each chapter is totally
responsible for funding and implementing its own program, following the
guidelines of the national organization. Basically, the purpose is to help needy
children by supplying them with school clothing. The children are referred to us
by principals in West Covina, Covina, Azusa, and Charter Oak. Families come to
our facility at appointed times to receive our services, or we send our fully-
outfitted van to schools in cases where no transportation is available. We outfit
each child with good-quality new clothing: two school uniforms, underwear,
shoes, socks a backpack and items for personal care. We also maintain a supply
of clothing mostly (jackets and sweaters) collected from Lost and Founds at local
schools at the end of the school year. In addition to the new clothes they receive,
each child selects three items from this supply. Our volunteers collect these
items, wash and sort them during the summer. Our organization feels that
appropriate clothing and can remove reasons for absenteeism, can promote self-
esteem, and thus helps children to want to attend school and benefit education.
Our program helps the low-income family meet clothing needs thus freeing more
funds for the basic costs of housing and food. While the entire focus of the
program is directed exclusively to low-income families, because of our proximity
to the YWCA-sponsored WINGS home for abused families (women and children),
several dozen children are referred to us each year to provide clothing since
many times, victims have fled their homes with only the clothes they are wearing.
Services for the Homeless
• ESGV Coalition for the Homeless - Emergency Food and Shelter: Since 1992
we at the Emergency Assistance Center strive to ease the burden of being
homeless or needy by providing advocacy, motel vouchers, gas vouchers, hot
meals, showers, lunches, clothing, travel needs, re-hab and mental placements,
Winter Shelter, transitional housing, mail and message service and referring our
clients to our partners agencies for further assistance.
• West Covina Community Services Center – Volunteers of America: WCCSC
provides case management services to the homeless population of West Covina
and the surrounding areas of SPA 3. A primary goal of WCCSC is to identify the
homeless population and assist them in accessing services such as; medical,
dental, and psychiatric referrals. Assistance is also provided to access
emergency shelter, transitional housing, job training and placement, substance
abuse treatment, HIV testing/counseling, and continuous case management to
address the issues that affects the homeless population. Access to these services
is achieved by utilizing the existing human services resource network of Los
Angeles County. WCCSC’s staff is composed of a program manager who directly
supervises three general clinical case managers. The Center’s services originate
with a comprehensive intake procedure designed to assess both the immediate
and long-term needs of the client and/or family. A specific service plan is
developed to address that individual’s plight with the sole purpose of mitigating
or removing the circumstances causing the client’s homelessness.
Fair Housing Services
• Housing Rights Center: Since the establishment of the Federal Fair Housing
Act in 1968, promoting equal access to housing has been a priority for the
federal, state, and local governments. The Housing Rights Center ("HRC")
proposes to further these interests by providing the City of West Covina with fair
housing and landlord/tenant services. Through the Fair Housing Program, we
will actively support and promote freedom of residence to the end that all West
Covina residents have the opportunity to secure the housing they desire and can
afford, without discrimination based on their race, color, religion, gender, sexual
orientation, national origin, familial status, marital status, disability, ancestry,
age, source of income or other characteristics protected by law. A component of
this program includes addressing problems that arise between landlords and
tenants, (e.g., payment of rent, lease agreements, and habitability), which are
Attachment #2
Page 3 of 4
3
often intertwined with issues of discrimination. HRC will offer West Covina
residents services from our four program areas, (1) Discrimination Complaint
Investigation, (2) Landlord Tenant Counseling, (3) Education and Outreach, and
(4) Legal Services
Food Services
• Action Food Pantry: ACTION Food Pantry feeds low income people. The
Pantry provides groceries which are both purchased and donated. Volunteers
pick up, unload, and sort the food into nutritionally balanced packages. 75-100
families are served each week, and the need is steadily increasing. Proof of
income and residency is requested. Clients are register and the number of visits
is monitored. With the resources we have available, we provide enough groceries
for about 3 days for people to take home and prepare. Seniors receive food twice
a month, the homeless once a week, and other families once a month. Unlike
some organizations which have time limits, we allow clients as many years as they
need to participate in the program. ACTION actively seeks monetary and food
donations to supplement grant funds. Next year we would like to be able to serve
seniors once a week. The primary purpose of the Pantry is to provide food for the
low income families in West Covina and nearby ACTION provides only food and
not other types of services in order to be able to concentrate our efforts and
limited resources in one important area.
• YWCA of San Gabriel Valley - Meals on Wheels: The Meals on Wheels
program provides elderly and/or disabled homebound residents of the City of
West Covina with two nutritious meals Monday through Friday, excluding
holidays. The service allows our clients, all of whom are unable to purchase
groceries and/or prepare meals, to continue to enrich their lives and live in their
own homes with independence, quality of life and dignity. A major issue faced by
the elderly and/or disable in our communities is the need for supportive services
that help them maintain a stable or thriving level of living. Services such as
Meals on Wheels function as a safety net for people living in precarious situations
because of poverty and declining health. The value of proactive support services
like Meals on Wheels is that they prevent or significantly delay the
institutionalization that the vast majority of disabled and/or older people fear and
emphatically do not want.
• Cory’s Kitchen: The purpose of providing free food & clothing is to benefit the
low and moderate income people. These families struggle to pay their bills due to
the high cost of food & clothing. The purpose of limiting the number of times a
guest can use this program is to break the cycle of dependence by providing
resource s for individuals to get back onto their feet. During the 6 months of
counseling, our goal is to encourage our guests to take advantage of the Adult
School and free job placement opportunities we offer. This aids in the prevention
or elimination of slums and blight. Our purpose in providing free, fresh and
healthy food from the 4 basic food groups is to meet an urgent need that poses a
threat to the public health and welfare. That threat is malnutrition, obesity and
diabetes. Our goal is to see healthier families which will lower health care cost.
• Love Inc: The present economy has created a class of people that never thought
they would find themselves looking for financial help to make ends meet. They
waited till the last minute before asking for help. This class of people never had to
ask for help before and they don't know where to start. They are too embarrassed
to ask for help and they end up in desperate need of the basic essentials. Our
studies show that the basic essentials are as simple as milk, cereal, bread, and
baby diapers. To parents these are important items that they desperately need
now. The local Food Banks are available but their hours may not meet the
immediate emergency needs of the individual family. That is why Love INC of the
Northeast San Gabriel Valley has partnered with over 300 non-profit
organizations to meet the needs of families for the past 20 years. Together with
private donations we have purchased Food Cards from Stater Brothers, Vons,
and Albertsons. After carefully evaluating the need of the family, we research our
data bank and Emergency Research Book to try to meet the families need. Some
families can wait till a local resource is open. Others, after careful evaluation,
Attachment #2
Page 4 of 4
4
find that they need the Short Term Emergency Provisions desperately. We can
provide these Short Term Emergency Provision cards in $20 increments. We are
asking the City of West Covina to partner with us by providing the funding to
purchase these Food Cards for the families of West Covina.
Services for Crime Victims
• Domestic Violence Advocate – West Covina Police Department: The City’s
Victim Advocate is partially funded from CDBG, and is responsible for all
domestic violence cases that occur in West Covina, as well as some other crimes
involving children and domestic situations. The Victim Advocate guides domestic
violence victims through the criminal justice and social networks. An
independent evaluation conducted by Cal State Los Angeles validated the
program’s work. The Advocate serves as the liaison to County Adult Protective
Services, the Domestic Violence Council, and other agencies and services
networks.
FY 2011-2012 CDBG Public Service ApplicantsSummary of Past and Proposed PerformanceAttachment #3Page 1 of 2(A) (B) (C) (D) (E) (F) (G) (H) (I) (J) (K) (L) (M) (N) (O) (P) (Q)Amount Amount No. Amount Amount Amount No. Served Amount Amount Est. Total Est. WC Est. WC Total WC % Budget WC % ServedApplicant/Project Service Requested Awarded Served Expended Requested Awarded Mid-Year Expended Requested to Serve to Serve Unit Cost Project=(K/O)*100% =(M/L)*100%FY 2009-2010 FY 2009-2010 FY 2009-2010 FY 2009-2010 FY 2010-2011 FY 2010-2011 FY 2010-2011 FY 2010-2011 FY 2011-2012 FY 2011-2012 FY 2011-2012 FY 2011-2012 Budget1.Senior Meals Program *Nutrition Program for Seniors2.YWCA of SGV - Senior CitizensSocial ServicesAssistance Programfor Seniors3.Center for Aging ResourcesAdult Day Care for Seniors4.Careship *Daycare Subsidy for Youth5.Youth Assistance Program *Recreation Subsidy for Youth6.Assist. League of Covina ValleySchool Clothes for Youth7.ESGV Coalition for HomelessEmerg. Food/Shelter for Homeless8.Volunteers of America, West Case ManagementCovina Comm. Serv Center 9.Housing Rights CenterFair Housing Services10.Action Food PantryFood Bank 11.YWCA of SGV - Meals on WheelsDelivered Meals for Homebound12.Cory's KitchenFood Bank 13.Love INCFood Voucher 14.Domestic Violence Advocate *Serves Domestic Violence Victims* City-Administered ProjectsTOTAL REQUEST 279,824$ 192,296$ DIFFERENCE 87,528$ TOTAL ANTICIPATED AVAILABLE60,000 56,000 825 54,154 60,000 60,000 730 26,758 60,000 1,314 825 73 516,505 11.6% 62.8%New New New New 24,200 19,600 54 9,800 24,200 1,000 240 101 81,080 29.8% 24.0%15,000 5,000 22 5,000 15,000 10,000 24 5,000 15,000 45 23 652 218,010 6.9% 51.1%40,000 25,000 72 27,438 40,000 25,000 32 6,270 40,000 32 32 1,250 40,000 100.0% 100.0%4,000 4,000 67 3,502 4,000 4,000 51 1,894 5,000 85 85 59 11,845 42.2% 100.0%2,000 1,000 213 1,000 2,000 2,000 692 2,000 5,000 1,200 348 14 94,716 5.3% 29.0%15,000 13,000 1,311 11,915 15,000 13,750 661 5,725 15,000 425 125 120 91,000 16.5% 29.4%17,000 6,000 370 6,000 17,000 11,000 59 3,359 26,624 600 200 133 301,702 8.8% 33.3%15,000 15,000 215 15,000 15,000 15,000 97 9,001 15,000 20,000 200 75 2,480,500 0.6% 1.0%20,000 10,000 507 10,000 20,000 14,750 1,449 - 20,000 2,800 800 25 36,000 55.6% 28.6%6,000 5,000 37 5,000 6,000 6,000 24 3,000 6,000 100 40 150 122,419 4.9% 40.0%17,000 6,000 24,012 6,000 15,000 12,000 - 7,500 15,000 22,752 3,000 5 1,625,000 0.9% 13.2%New New New New New New New New 3,000 2,824 389 8 5,000 60.0% 13.8%15,000$ 5,805$ 1,687 5,564$ 30,000$ 20,140$ 971 11,002$ 30,000$ 1,800 1,800 17 66,345$ 45.2% 100.0%
FY 2011-2012 CDBG Public Service ApplicantsSummary of Past and Proposed PerformanceAttachment #3Page 2 of 2Notes 1.(N): The Unit Cost represents the cost per West Covina resident served, based onfunding request from West Covina (K) and Estimated West Covina residents to beserved (M).2.(P): The percentage represents the amount the funding requested from West Covina (K)relative to the total proposed budget for the project (O).3.(Q): The percentage represents the number of people to be served from West Covina(M) relative to the total number of people to be served by the project (L).
City of West Covina
Memorandum
Item No.: 11
Date: July 5, 2011
0: Andrew G. Pasmant, City Manager
and City Council
FROM: Michele L. McNeill, Acting Human Resources Director
SUBJECT: MEET AND CONFER IMPASSE
WEST COVINA MID-MANAGEMENT EMPLOYEES
ASSOCIATION
WEST COVINA CONFIDENTIAL'EMPLOYEES ASSOCIATION
WEST COVINA MAINTENANCE AND CRAFTS EMPLOYEES
ASSOCIATION
RECOMMENDATION:
is recommended that the City Council take the following actions:
Acknowledge receipt of the letters from the City Manager declaring impasse with Mid-
Management, Confidential, and the Maintenance & Crafts Employees' Association.
Call for any such additional information each Association wishes to present either orally
or in writing.
Barring the receipt of any new information that the City Counc
further discuss With staff in closed session, (pursuant to Gc
54597.6 — CONFERENCE WITH LABOR NEGOTIATOR; Ci
Bachman; Employee Organizations: Mid-Management, Confider
Crafts Employees' Association), that the City Council determi
process is concluded and direct staff to implement the City's last,
wishes to consider or
rnment Code Section
negotiators: PasmAnt,
1, and Maintenance &
the meet and confer
,st, and final offer.
4. If the debision by the City Council is to implement the City's last, best, and final offer,
is recominencled that the City Council adopt the following resolutions:
RESOLUTION NO. - A RESOLUTION OF THE CITY COUNCIL OF
THE CITY OF WEST COVINA, CALIFORNIA, IMPOSING CHANGES TO THE
TERMS AND CONDITIONS OF EMPLOYMENT FOR THE PERIOD OF JULY 1, 2011 THROUGH JUNE 30, 2012, ON EMPLOYEES REPRESENTED BY
THE MID-MANAGEMENT EMPLOYEES' ASSOCIATION.
RESOLUTION NO. A RESOLUTION OF 'THE! CITY. COUNCIL OF
THE CITY OF WEST COVINA, CALIFORNIA, IMPOSING CHANGES TO THE
TERMS AND CONDITIONS OF EMPLOYMENT FOR THE PERIOD OF
JULY 1,- 2011 THROUGH JUNE 30, 2012, ON EMPLOYEES REPRESENTED BY
THE CONFIDENTIAL EMPLOYEES' ASSOCIATION.
RESOLUTION NO - A RESOLUTION OF THE1CITY COUNCIL OF
THE CITY OF WEST COVINA, CALIFORNIA, IMPOSING CHANGES TO THE
TERMS AND CONDITIONS OF EMPLOYMENT FOR THE PERIOD OF
JULY 1, 2011 THROUGH JUNE 30, 2012, ON EMPLOYEES REPRESENTED BY
THE WEST COVINA MAINTENANCE & CRAFTS EMPLOYEES'
ASSOCIATION.
Andrew G. Pasmant, City Manager
and City Council
July 5,2011
DISCUSSION:
Staff has engaged in the formal meet and confer process with all five of the miscellaneous
bargaining units to negotiate successor Memorandums of Understanding (MOU's), as the prior
MOU's expire on June 30, 2011. Due to the severe economic downturn, the City has been facing
continual budget deficits over the last several years. These deficits, which are projected to grow
over the next three years, are due in large part to increases in the City's pension costs. These
growing deficits will result in lower staffing levels and reduced services. In an effort to mitigate
the impact on services to the community, the City focused its negotiations on ways to offset the
rising pension costs, controlling employee leaves and discontinuing the furlough programs, and
limiting programs that caused administrative burdens on an already reduced staff. While
attempting to address the City's short-term cash flow issues, the goal of negotiations was to also
implement long-term strategies that address some of the structural issues contained in the City's
budget, while preserving employee jobs and benefits to the extent possible.
The City adopted a General Fund budget on June 7, 2011 that contained a $1.8 million deficit,
down from an initial deficit of $7.3 million. Also contained in that adopted budget was $625,000
in miscellaneous employee concessions.
Throughout these discussions, the units and the City placed a number of negotiable items on the
table, however we were ultimately unable to reach agreement. The City submitted its last, best,
and final (LBF) offer (Attachments 1-3) to each of the three groups represented by John Adams
and Associates (Mid-Management, Confidential, and Maintenance & Crafts) on May 17, 2011.
Additionally, the City submitted its LBF offer to the two groups represented by the San
Bernardino Public Employees Association (Non Sworn Safety Support Employees Association
and the General Bargaining Unit) on May 12 and 26 respectively. All five units voted down the
City's final offer and requested mediation. The General and Non-Sworn units also requested
additional time to prepare their position. Those groups will be heard before the City Council
during the July 19 regularly scheduled meeting.
Three groups are before the City Council this evening—Mid-Management, Confidential, and
Maintenance & Crafts. The City has declared impasse with these units via letter to 'the City
Council dated June 23, 2011, (Attachments 4-6). The City asked that the groups respond to the
Declaration of Impasse by submitting written documents in support of their position to the City
by June 29, 2011 for inclusion into the City Council agenda packet. In addition, the units were
invited to provide an oral presentation during the July 5, 2011 City Council meeting. Subsequent
to the City's issuance of the Declaration of Impasse, the City received letters via mail on June
28, 2011 from the Mid-Management, Confidential, and Maintenance & Crafts units stating that
they also believed we were at impasse and requested mediation (Attachments 7-9). Per the
City's Personnel Rules XVI Employer/Employee Relations, when either side declares impasse,
the matter is referred to the City Council.
The Mid-Management, Confidential, and Maintenance & "Crafts units, all represented by John
Adams and Associates, have a keen awareness of the significant financial issues facing the City;
throughout negotiations they expressed a willingness to be part of the solution by making
concessions, including paying their share of the pension contributions. While the specific items
of agreement and non-agreement are presented below for each group, the main issues that led to
impasse are those related to equity and having all employees share in the burden of
compensation reductions to help address the City's budget deficit. Miscellaneous employees are
being asked to pay their employee share of pension costs, which constitutes the third year in a
row they have taken compensation reductions, while public safety units are receiving raises and
increased benefits in the upcoming year. While the units acknowledge the existence of contracts
with the public safety units that do not expire until June 30, 2012, they requested "me-too"
language that would have all employees, miscellaneous and safety alike, paying the same level of
pension costs in 2012-13. The units also requested no layoff/no furlough guarantees throughout
the term of the MOUs.
City's Last, Best, and Final Offer
The City's Last, Best, and Final Offers ("LBF") for all three units contained the following main
components:
Andrew G. Pasmant, City Manager
and City Council
July 5, 2011
Term of Agreement: One-year term ending June 30, 2012.
Salary Increases: No salary increases unless merit-based; furlough program and salary
reductions from previous year terminates 7/9/11.
Benefits: Maintain current level of health benefits and other benefits.
Retirement Benefits: All current unit employees enrolled in the 2.5% @ 55 PERS
formula would pay their 8%r PERS EPMC (either staggered or in full as of 7/9/11
depending on the group's benefit structure). In addition the City will grant 30 hours of
paid leave for employees from Christmas to New Years in FY 11/12.
Vacation Buyback/Maximum Accrual: Employees with vacation buyback options may
cash out 40-120 hours based on years of service and a vacation floor of 160 hours that is
required to participate; maximum vacation accruals would be capped• at twice the annual
accrual rate.
Administrative Leave: Department Heads may grant up to 25% of an eligible employee's
vacation accrual to provide additional administrative leave when deemed ,appropriate.
PARS EPMC: Employees with less than $5,000 in the PARS EPMC Supplemental
Retirement Plan will receive a lump sum at retirement—those with more than $5000
would receive an annuity. Employees hired after 7/1/11 would not be eligible to
participate.
Lump Sum Payout of Leave Benefits: This would no longer be grossed up at the 1.08%
rate.
9. RHS: City will continue its contribution into the Retiree Health Savings (RHS) plan,
providing $75 per month with each employee providing $25 per month.
10. Rideshare: Program would be discontinued as of 7/1/11.
11. Advance Payment for Vacation: Provisions of Article Five, Section II.G of the existing
MOUs providing advance payment of salary during the employee's authorized vacation
shall be deleted.
Impasse Issues by Bargaining Unit
The areas of agreement and impasse at the time of the City's LBF can be reviewed below. In
addition, each group's response to the City's LBF can be viewed in Attachments No.'s 7-9.
MID-MANAGEMENT EMPLOYEES' ASSOCIATION
Areas of Agreement:
1. Term of Agreement
2. Salary Increase
3. Benefits
5. Vacation Buyback/Maximum Accrual
6. Administrative Leave
11. Advance Payment for Vacation
B. Areas of Impasse:
4. Retirement Benefits
Mid-Management proposed that current employees pay 0% of the PERS EPMC
and take 80 hours of unpaid furlough effective 7/1/11.
PARS EPMC
Unit proposed that the City leaves the PARS EPMC unchanged until the phase
out of PARS is officially negotiated With all groups. ,(The City placed a verbal
request on the table to eventually—and under a separate discussion—seek the
phase out of the employees' PARS plan and transfer those dollars into the RHS
plan exclusively).
8. Lump Sum Payout of Leave Benefits
Unit proposed that the City continues to gross up leave payoffs in an amount
equivalent to the employees' contribution toward PERS EPMC, at the time of
payment.
RHS
Unit _ agreed to language deletion but proposed that effective 7/1/11, the City
increase its contribution from $75 per month to $100 per month.
Andrew G. Pasmant, City Manager
and City Council
July 5,2011
10. Rideshare
Unit proposed that the group receive the same benefit that Safety does in regard to
Rideshare.
Additional Proposals from Mid-Management:
• Re-open negotiations if new legislation affects the employee's income or
benefits. This offer would be made reciprocal for the City if its revenues were
affected by legislation as well.
• Continue to discuss retirement incentives.
II. CONFIDENTIAL EMPLOYEES' ASSOCIATION
A. Areas of Agreement
1. Term of Agreement
2. Salary Increase
3. Benefits
5. Vacation Buyback/Maximum Accrual
6. Administrative Leave -Not applicable to this group
8. Lump Sum Payout of Leave Benefits
9. RHS
11. Advance Payment for Vacation
B. Areas of Impasse
4. Retirement Benefits
Confidential agreed to the City's Retirement Benefit terms, with the exception of
the PERS EPMC for current employees.
Unit proposed that current employees pay 5% of the PERS EPMC beginning FY
11/12 OR the equivalent to other non-sworn groups, whichever is less. As of FY
12/13 employees would pay the PERS EPMC equal to the net amount paid by
sworn personnel, not to exceed 8%.
PARS EPMC
Unit proposed that the City leave the PARS EPMC unchanged until the phase out
of PARS is officially negotiated with all groups. (The City placed a verbal request
on the table to eventually—and under a separate discussion—seek the phase out
of the employees' PARS plan and transfer those dollars into the RES plan
exclusively).
10. Rideshare
Unit proposed that the group receive the same benefit that Safety does in regard to
Rideshare.
Additional Proposals from Confidential
• Re-open negotiations if new legislation affects the employee's income or
benefits. This offer would be made reciprocal for the City if its revenues were
affected by legislation as well.
III. MAINTENANCE & CRAFT EMPLOYEES' ASSOCIATION
A. Areas of Agreement
1. Term of Agreement
2. Salary Increase
3. Benefits
5. Vacation Buyback/Maximum Accrual
6. Administrative Leave-Not applicable to this group
8. Lump Sum Payout of Leave Benefits
9. RHS
10. Rideshare Program
11. Advance Payment for Vacation
Andrew G. Pasmant, City Manager
and City Council
July 5,2011
12. Paid Holidays-Applicable only to this group: Effective 1/1/12, employees will
receive 8 hours of holiday pay for the eight fixed holidays and 40 hours of floating
holidays each year.
Areas of Impasse
4. Retirement Benefits
Maintenance & Crafts agreed to the City's Retirement Benefit terms, however the
unit requested a Me-Too Clause with Public Safety that protected the unit from
paying any more than Safety pays for their PERS EPMC in the next contract (not
to exceed 8%). In addition to the 30 hours of Holiday Closure leave time that the
City agreed to grant between Christmas and New Years, the unit also requested an
additional 40 hours of furlough time.
PARS EPMC
Unit proposed that the City replace the PARS EPMC Supplemental Retirement
Plan with an additional $50 monthly contribution to the RHS Plan.
Impasse Process
Section 16.8 of the City's Personnel Rules outlines the process for resolving the impasse that
occurs when both sides cannot reach agreement on a successor MOU. Either party can declare
impasse. Once impasse has been declared, the City Council will allow both sides to present
additional pertinent information to it in an open session. After hearing the presentations, the
Council may make a determination or recess into closed session to deliberate on the matter. The
City Council has several options in making its final determination. Those options are:
1. Impose the City's last, best and final offer. (Attachments 1-3)
2. Agree with the Association's last offer. (Attachments 10-12)
3. Refer the rriatter back to the City Manager for mediation.
4. Grant the City's bargaining team additional authority and go back to the bargaining table.
5. Do nothing and allow the status quo to continue.
Staff recommends imposing the City's last, best, and final offer. Staff does not redommend
agreeing with the unit's last offer, as it would result in either additional costs to the City or
hinder its ability to meet necessary cost reductions in order to achieve a balanced budget in the
years ahead.
FISCAL IMPACT:
Total savings in the current fiscal year as a result of implementing the City's last, best, and final
offer is estimated at $1.15 million, with $625,000 of that amount in the General Fund. These
savings are already included in the adopted 2011-12 budget.
-)7\ ichele McNeill
Acting Human,Resources Director
Attachments
Attachment No's. 1-3: City's Last, Best, and Final Offers
Attachment No's. 4-6: Declarations of Impasse
Attachment No's. 7-9: Letters from Adams and Associates dated June 22, 2011
Attachment No' s. 10-12: Bargaining Groups' Last Response to City's LBF
Andrew G. Pasmant, City Manager
and City Council
July 5, 2011
RESOLUTION NO.
RESOLUTION NO. - A RESOLUTION OF THE CITY COUNCIL OF
THE CITY OF WEST COVINA, CALIFORNIA, IMPOSING CHANGES TO THE
TERMS AND CONDITIONS OF EMPLOYMENT FOR THE PERIOD OF
JULY 1,2011 THROUGH JUNE 30, 2012, ON EMPLOYEES REPRESENTED BY
THE MID-MANAGEMENT EMPLOYEES' ASSOCIATION
WHEREAS, the City of West Covina has met and conferred with the Mid-Management
Employees' Association represented by Adams and Associates; and
WHEREAS, the City and the Mid-Management Employees' Association have met their
obligation to meet and confer in good faith in an effort to reach agreement; and
WHEREAS, such discussions have failed to result in an agreement between the parties;
and
WHEREAS, the City has declared impasse with the Mid-Management Employees'
Association; and
WHEREAS, the City Council has considered such written and verbal submissions by the
parties as are pertinent to arriving at a course of action and have made a determination to
implement the City's last, best, and final offer, which shall modify terms and conditions of
employment in the City's Memorandum of Understanding (MOU) with the Mid-Management
Employees' Association for the period of July 1, 2011 through June 30, 2012.
NOW, THEREFORE, the City Council of the City of West Covina does hereby resolve
as follows:
SECTION 1. Term of Agreement: One-year agreement commencing July 1, 2011 and
ending midnight June 30, 2012.
SECTION 2. Salary Increase: The City proposes no salary increase or other increase
in compensation during the term of this agreement. The following adjustments to salaries
are proposed in the 2011-12 fiscal year:
• Salary ranges will remain at current levels.
• The 5.0% salary reduction received by employees in 2010-11 will terminate
effective July 9,2011.
Merit increases shall continue as scheduled for eligible employees
SECTION 3. Benefits: The City will maintain the current level of health benefits and
other benefits during the term of this MOU except as noted elsewhere in this MOU.
SECTION 4. Retirement Benefits:
Employees hired by the City after January 1, 2011 shall be placed into the 2% @ age 60
benefit formula. The City shall pay 100% of the PERS employer cost for such employees
and the employees will pay 100% of the employee costs (7%).
Effective July 9, 2011, all unit employees currently enrolled in the 2.5% @ age 55 benefit
formula shall pay the entire PERS employee contribution (8%). Such employee
contribution shall be made on a pre-tax basis. The City shall continue to pay 100% of the
PERS employer contribution for such employees.
City Hall will be closed the period of December 26 — 29, 2011. Employees will be
granted this time off (30 hours) and not be required to use their leave banks. Unit
employees required to work during this period, due to work necessity as determined by
management, shall be granted a one-time 30 hours of comp time.
Andrew G. Pasmant, City Manager
and City Council
July 5, 2011
SECTION 5. PARS EPMC Supplemental Retirement Plan:
• The City acknowledges the existence of the PARS EPMC Supplemental
Retirement Plan (the "Plan") and will include language stating this in MOU.
• Unit employees currently enrolled in the Plan shall receive a lump sum
payment of benefit, if the present value of the lifetime annuity is less than
$5,000.
• Effective January 1, 2012, unit employees currently enrolled in the Plan shall
receive their benefit under this plan in monthly payments over their lifetime,
if the present value of the lifetime annuity is equal to or greater than $5,000.
Unit employees hired after January 1, 2012 will not be eligible to participate in the PARS
EPMC Supplemental Retirement Plan. City will discuss with the Unit replacing the
PARS EPMC Supplemental Retirement Plan with additional contributions to the RHS
plan.
SECTION 6. Vacation Buyback/Maximum Accrual
• Unit employees with five or more years of service with the City shall be able
• to cash out up to 120 hours of vacation time during any fiscal year.
• Unit employees with less than five years of service with the City shall be able
to cash out up to 80 hours of vacation time during any fiscal year.
• Maximum vacation accrual caps will revert to previous levels established in
the July 1, 2006 — June 30, 2009 MOU with the maximum cap at 320 hours.
The following provisions remain in effect and are intended to be ongoing provisions:
• Unit employees must have a minimum of 160 hours of accumulated vacation
hours in order to buy back vacation leave.
Vacation buyback may occur twice annually in the fiscal year.
Administrative Leave: Unit employees, except for Communications
Supervisors, shall be eligible for 60 hours of administrative leave per calendar
year.
Effective January 1, 2012, the provision to grant additional administrative
leave shall be modified so that the department may grant leave in an amount
up to 25% of the employees annual vacation accrual.
SECTION 7. Lump Sum Payout of Leave Benefits
• Effective January 1, 2012, all lump sum payouts of leave benefits will no
longer be paid at the grossed-up amount (x 1.08), but rather will be paid at the
employees' current hourly rate of pay. This provision will apply to annual
buyback programs and payoffs upon termination.
SECTION 8. Retiree Health Savings Plan
• The City will contribute $75 per month into the Retiree Health Savings Plan
(RHSP).
• The employee will contribute $25 per month into the RHSP.
• The language in Article Four Section VII. 3. — 6. of the existing MOU
pertaining to contributions into the RHSP shall be deleted.
SECTION 9. Advance Payment for Vacation
The provisions of Article Five Section II. G. of the existing MOU providing advance
payment of salary during the employee's authorized vacation shall be deleted.
SECTION 10. Rideshare Program
Effective July 1, 2011 the rideshare program resulting in additional leave hours and
monthly raffles will no longer be available.
SECTION 11. All other provisions of the existing MOU not changed by this agreement
shall remain in full force and will be incorporated along with the provisions contained
herein in a successor agreement.
APPROVED and ADOPTED this 5th day of July 2011.
Andrew G. Pasmant, City Manager
and City Council
July 5, 2011
Mayor Steve Herfert
ATTEST:
City Clerk Laurie Carrico
I, LAURIE CARRICO, CITY CLERK of the City of West Covina, California do hereby certify
that the foregoing resolution was duly adopted by the City Council of the City of West Covina,
California, at a regular meeting held thereof on the 5th day of July 2011, by the following vote of
the City Council:
AYES:
NOES:
ABSENT:
ABSTAIN:
City Clerk
APPROVED AS TO FORM:
City Attorney Arnold Alvarez-Glasman
Andrew G. Pasmant, City Manager
and City Council
July 5, 2011
RESOLUTION NO. • - A' RESOLUTION OF THE CITY COUNCIL OF
THE CITY OF WEST COVINA, CALIFORNIA; IMPOSING CHANGES TO THE
TERMS AND CONDITIONS OF EMPLOYMENT FOR THE PERIOD OF
JULY1, 2011 THROUGH JUNE 30, 2012, ON EMPLOYEES REPRESENTED BY
THE CONFIDENTIAL EMPLOYEES' ASSOCIATION
WHEREAS, the City of West Covina has met and conferred with the Confidential
Employees' Association represented by Adams and Associates; and
WHEREAS, the City and the Confidential Employees' Association have met their
obligation to meet and confer in good faith in an effort to reach agreement; and
WHEREAS, such discussions have failed to result in an agreement between the parties;
and
• WHEREAS, the City has declared impasse with the Confidential Employees'
Association; and
WHEREAS, the City Council has considered such written and verbal submissions by the
parties as are pertinent to arriving at a course of action and have made a determination to
implement the City's last, best, and final offer, which shall modify terms and conditions of
employment in the City's Memorandum of Understanding (MOU) with the Confidential
Employees' Association for the period of July 1, 2011 through June 30, 2012.
NOW, THEREFORE, the City Council of the City of West Covina does hereby resolve
as follows:
SECTION 1. Term of Agreement: One-year agreement commencing July 1, 2011 and
ending midnight June 30, 2012.
SECTION 2. Salary Increase: The City proposes no salary ,increase or other increase
in compensation during the term of this agreement. The following adjustments to salaries
are proposed in the 2011-12 fiscal year:
• Salary ranges will remain at current levels.
• The 5.0% salary reduction received by employees in 2010-11 will terminate
effective July 9,2011.
• Merit increases shall continue as scheduled for eligible employees
•
SECTION 3. Benefits: The •City will maintain the current level of health benefits and
other benefits during the term of this MOU except as noted elsewhere in this MOU.
SECTION 4. Retirement Benefits:
Employees hired by the City after January 1, 2011 shall be placed into the 2% @ age 60
benefit formula. The City shall pay 100% of the PERS employer cost for such employees
and the employees will pay 100% of the employee costs (7%).
Effective July 9, 2011, all unit employees currently enrolled in the 2.5% @ age 55 benefit
formula shall pay the entire PERS employee contribution (8%). Such employee
contribution shall be made on a pre-tax basis. The City shall continue to pay 100% of the
PERS employer contribution for such employees..
City Hall will be closed the period of December 26 — 29, 2011. Employees will be
granted this time off (30 hours) and not be required to use their leave banks. Unit
employees required to work during this period, due to work necessity as determined by
management, shall be granted a one-time 30 hours of comp time.
Andrew G. Pasmant, City Manager
and City Council
July 5, 2011
SECTION 5. PARS EPMC Supplemental Retirement Plan:
• The City acknowledges the existence of the PARS EPMC Supplemental
Retirement Plan (the "Plan") and will include language stating this in MOU.
• Unit employees currently enrolled in the Plan shall receive a lump sum
payment of benefit, if the present value of the lifetime annuity is less than
$5,000.
• Effective January 1, 2012, unit employees currently enrolled in the Plan shall
receive their benefit under this plan in monthly payments over their lifetime, if
the present value of the lifetime annuity is equal to or greater than $5,000.
Unit employees hired after January 1, 2012 will not be eligible to participate in the
PARS EPMC Supplemental Retirement Plan.
SECTION 6. Vacation Buyback/Maximum Accrual
• Unit employees with five or more years of service with the City shall be able to
cash out up to 80 hours of vacation time during any fiscal year.
• • Unit employees with less than five years of service with the City shall be able
to cash out up to 40 hours of vacation time during any fiscal year.
• Maximum vacation accrual caps will revert to previous levels established in the
July 1, 2006 — June 30, 2009 MOU with the maximum cap at 320 hours.
The following provisions remain in effect and are intended to be ongoing provisions:
• Unit employees must have a minimum of 160 hours of accumulated vacation
hours in order to buy back vacation leave.
Vacation buyback may occur twice annually in the fiscal year.
SECTION 7. Lump Sum Payout of Leave Benefits
• Effective January 1, 2012, all lump sum payouts of leave benefits will no
longer be paid at the grossed-up amount (x 1.08), but rather will be paid at the
employees' current hourly rate of pay. This provision will apply to annual
buyback programs and payoffs upon termination.
SECTION 8. Retiree Health Savings Plan
• The City will contribute $75 per month into the Retiree Health Savings Plan
(RHSP).
• The employee will contribute $25 per month into the RHSP.
• The language in Article Four Section VII. 3. — 6. of the existing MOU
pertaining to contributions into the RHSP shall be deleted.
SECTION 9. Advance Payment for Vacation
The provisions of Article Five Section II. G. of the existing MOU providing advance
payment of salary during the employee's authorized vacation shall be deleted.
SECTION 10. Rideshare Program
Effective July 1, 2011 the rideshare program resulting in additional leave hours and
monthly raffles will no longer be available.
SECTION 11. All other provisions of the existing MOU not changed by this agreement
shall remain in full force and will be incorporated along with the provisions contained
herein in a successor agreement.
APPROVED and ADOPTED this 5th day of July 201
Mayor Steve Herfert ATTEST:
City Clerk Laurie Carrico
Andrew G. Pasmant, City Manager
and City Council
July 5, 2011
I, LAURIE CARRICO, CITY CLERK of the 'City of West Covina, California do hereby certify
that the foregoing ,resolution was duly adopted by the 'City .Council of the City' Of 'West Covina,
California, at a regular meeting held thereof on the 5th day of July 2011, by the following vote of ? the City Council:
AYES:
NOES:
ABSENT:
ABSTAIN
City Clerk
APPROVED AS TO FORM:
City Attorney Arnold Alifare'Z-U-lasman
Andrew G. Pasmant, City Manager 12
and City Council
July 5, 2011
RESOLUTION NO. - A RESOLUTION OF THE CITY COUNCIL OF
THE CITY OF WEST COVINA, CALIFORNIA, IMPOSING CHANGES TO THE
TERMS AND CONDITIONS OF EMPLOYMENT FOR THE PERIOD OF
JULY 1, 2011 THROUGH SINE 30, 2012, ON EMPLOYEES REPRESENTED BY
THE WEST COVINA MAINTENANCE & CRAFTS EMPLOYEES'
ASSOCIATION.
WHEREAS, the City of West Covina has met and conferred with the Maintenance &
Crafts Employees' Association represented by Adams and Associates; and
WHEREAS, the City and the Maintenance & Crafts Employees' Association have met
their obligation to meet and confer in good faith in an effort to reach agreement; and
WHEREAS, such discussions have failed to result in an agreement between the parties;
and
WHEREAS, the City has declared impasse with the Maintenance & Crafts Employees'
Association; and
WHEREAS, the City Council has considered such written and verbal submissions by the
parties as are pertinent to arriving at a course of action and have made a determination to
implement the City's last, best, and final offer, which shall modify terms and conditions of
employment in the City's Memorandum of Understanding (MOU) with the Maintenance &
Crafts Employees' Association for the period of July 1, 2011 through June 30, 2012.
NOW, THEREFORE, the City Council of the City of West Covina does hereby resolve
as follows:
SECTION 1. Term of Agreement: One-year agreement commencing July 1, 2011 and
ending midnight June 30, 2012.
SECTION 2. Salary Increase: The City proposes no salary increase or other increase
in compensation during the term of this agreement. The following adjustments to salaries
are proposed in the 2011-12 fiscal year:
• Salary ranges will remain at current levels.
• The 5.0% salary reduction received by employees in 2010-11 will terminate
effective July 9, 2011.
• Merit increases shall continue as scheduled for eligible employees.
SECTION 3. Benefits: The City will maintain the current level of health benefits and
other benefits during the term of this MOU except as noted elsewhere in this MOU.
SECTION 4. Retirement Benefits:
• Employees hired by the City after January 1, 2011 shall be placed into the 2%
@ age 60 benefit formula. The City shall pay 100% of the PERS employer
cost for such employees and the employees will pay 100% of the employee
costs (7%).
• Effective July 9, 2011, all unit employees currently enrolled in the 2.5% @ age
55 benefit formula shall pay 6% of the PERS employee contribution. Effective
January X, 2012, unit employees will pay the entire PERS employee
contribution (8%). Such employee contribution shall be made on a pre-tax
basis. The City shall continue to pay 100% of the PERS employer contribution
for such employees.
• City Hall will be closed the period of December 26 — 29, 2011. Employees will
be granted this time off (30 hours) and not be required to use their leave banks.
Unit employees required to work during this period, due to work necessity as
determined by management, shall be granted a one-time 30 hours of comp time.
Andrew G. Pasmant, City Manager 13 and City Council
July 5,2011
SECTION 5. PARS EPMC Supplemental Retirement Plan:
• The City acknowledges the existence of the PARS EPMC Supplemental
Retirement Plan (the "Plan") and will include language stating this in MOU.
• Unit employees currently enrolled in the Plan shall receive a lump sum
payment of benefit, if the present value of the lifetime annuity is less than
$5,000.
• Effective July 1, 2011, unit employees currently enrolled in the Plan shall
receive their benefit under this plan in monthly payments over their lifetime, if
the present value of the lifetime annuity is equal to or greater than $5,000.
• Unit employees hired after January 1, 2012 will not be eligible to participate in
the PARS EPMC Supplemental Retirement Plan. City will discuss with the
Unit replacing the PARS EPMC Supplemental Retirement Plan with additional
contributions to the RHS plan.
SECTION 6. Lump Sum Payout of Leave Benefits
Effective January 1, 2012, all lump sum payouts of leave benefits will no longer be
paid at the grossed-up amount (x 1.08), but rather will be paid at the employees'
current hourly rate of pay. This provision will apply to annual buyback programs and
payoffs upon termination.
SECTION 7. Retiree Health Savings Plan
• The City will contribute $75 per month into the Retiree Health Savings Plan
(RHSP). The employee will contribute $25 per month into the RHSP.
• The language in Article Four Section VII. 3. — 6. of the existing MOU pertaining
to contributions into the RHSP shall be deleted.
SECTION 8. Vacation — Maximum Accrual
Maximum vacation accrual caps will revert to previous levels established in the July
1, 2006 — June 30, 2009 MOU with the maximum cap at 320 hours.
SECTION 9. Advance Payment for Vacation
The provisions of Article Five Section II. G. of the existing MOU providing advance
payment of salary during the employee's authorized vacation shall be deleted.
SECTION 10. Rideshare Program
Effective July 1, 2011 the rideshare program resulting in additional leave hours and
monthly raffles will no longer be available.
SECTION 11. Paid Holidays
Effective January 1, 2012, Unit employees will receive 8 hours of holiday pay for the
eight fixed holidays and 40 hours of floating holiday leave each year.
SECTION 12. All other provisions of the existing MOU not changed by this agreement
shall remain in full force and will be incorporated along with the provisions contained
herein in a successor agreement.
APPROVED and ADOPTED this 5th day of July 2011.
Mayor Steve Herfert
ATTEST:
City Clerk Laurie Carrico
I, LAURIE CARRICO, CITY CLERK of the City of West Covina, California do hereby certify
that the foregoing resolution was duly adopted by the City Council of the City of West Covina,
California, at a regular meeting held thereof on the 5th day of July 2011, by the following vote of
the City Council:
Andrew G. Pasmant, City Manager 14
and City Council
July 5,2011
AYES:
NOES:
ABSENT:
ABSTAIN:
City Clerk
APPROVED AS TO FORM:
City Attorney Arnold Alvarez-Glasman
Attachment #1
CITY OF WEST COVINA
CITY'S LAST; BEST AND FINAL OFFER
One (1) -Year Agreement
May 17; 2011
MID-MANAGEMENT EMPLOYEES ASSOCL4TION
The City faces significant financial challenges that have previously resulted in service
level cuts, taffing reductions and large draw-downs of reserves. This situation worsens
over the next three years as the City deals with reduced revenues as a result of the
recession and increased retirement costs, which ocourred following investment losses in
the CalPERS pension fund. The City enters this upcoming fiscal year with a projected
budget deficit of $7.3 million and projected cash reserves of $6 - $7 million. As this
deficit is projected to grow in future years for the reasons mentioned above, the City must
take immediate action to deal with the impending cash crisis and begin restruCturing its
cost structure and service models to establish a sustainable level of -service for the long-
term. This proposal attempts to provide immediate relief to the City's budgetary 'sittiation
and address some long-term financial issues, while preserving to the extent possible
employee jobs and benefits.
Term of Agreement: One-year agreement commencing July 1, 2011 and ending
midnight June 30, 2012.
Salary Increase: The City proposes no salaiy increase or other increase in
compensation during the term of this agreement. The following adjustments to
salaries are proposed in the 2011-12 fiscal year:
Salary ranges will remain at current levels.
The 5.0% salary reduction received by employees in 2010-11 will terminate
effective July 9, 2011.
Merit increases shall continue as scheduled for eligible employees
Benefits: The City will maintain the current level of health benefits and other
benefits during the term of this MOU except as noted elsewhere in this MOU.
4. Retirement ,Benefits:
Employees hired by the City after January 1, 2011 shall be placed into the 2% @ age
60 benefit formula. The City shall pay 100% of the PERS employer cost for such
employees and the employees will pay 100% of the employee costs (7%).
Effective July 9, 2011, all unit employees currently enrolled in the 2.5% @ age 55
benefit fommla shall pay the entire PERS employee contribution (8%). Such
employee contribution shall be made on a pre-tax basis. The City shall continue to
pay 100% of the PERS employer contribution for such employees.
City Hall will be closed the period of December 26 — 29, 2011. Employees will be
granted this time off (30 hours) and not be required to use their leave banks. Unit
employees required to work during this period, due to work necessity as determined
by management, shall be granted a one-time 30 hours of comp time.
5. PARS EPMC Supplemental Retirement Plan:
• The City acknowledges the existence of the PARS EPMC Supplemental
Retirement Plan (the "Plan") and will include language stating this in MOU.
• Unit employees currently enrolled in the Plan shall receive a lump sum payment
of benefit, if the present value of the lifetime annuity is less than $5,000.
• Effective January 1, 2012, unit employees currently enrolled in the Plan shall
receive their benefit under this plan in monthly payments over their lifetime, if the
present value of the lifetime annuity is equal to or greater than $5,000.
Unit employees hired after January 1, 2012 will not be eligible to participate in the
PARS EPMC Supplemental Retirement Plan. City will discuss with the Unit
replacing the PARS EPMC Supplemental Retirement Plan with additional
contributions to the RHS plan.
6. Vacation Buyback/Maximum Accrual
• Unit employees with five or more years of service with the City shall be able to
cash out up to 120 hours of vacation time during any fiscal year.
• Unit employees with less than five years of service with the City shall be able to
cash out up to 80 hours of vacation time during any fiscal year.
• Maximum vacation accrual caps will revert to previous levels established in the
July 1, 2006— June 30, 2009 MOU with the maximum cap at 320 hours.
The following provisions remain in effect and are intended to be ongoing provisions:
• Unit employees must have a minimum of 160 hours of accumulated vacation
hours in order to buy back vacation leave.
• Vacation buyback may occur twice annually in the fiscal year.
7. Administrative Leave
• Unit employees, except for Communications Supervisors, shall be eligible for 60
hours of administrative leave per calendar year.
• Effective January 1, 2012, the provision to grant additional administrative leave
shall be modified so that the department may grant leave in an amount up to 25%
of the employees annual vacation accrual.
8. Lump Sum Payout of Leave Benefits
• Effective January 1, 2012, all lump sum payouts of leave benefits will no longer
be paid at the grossed-up amount (x 1.08), but rather will be paid at the
employees' current hourly rate of pay. This provision will apply to annual
buyback programs and payoffs upon termination.
Retiree Health Sayings Plan
• The City will contribute $75 per month intO the Retiree Health Savings Plan
(RHSP).
• The employee will contribute $25 per month into the RHSP.
• The language in Article Four Section VII. 3. — 6. of the existing MOU pertaining
to contributions into the RHSP shall be deleted.
10. Advance Payment for Vacation
The provisions of Article Five' Sectidn II. G. of the existing MOU providing advance
payment of salary during the employee's authorized vacation shall be delethd.
11. Ridesli4e Program
Effective July 1, 2011 the rideshare prograth resulting in additiOnal leave hours and
monthly raffles will no longer be available.
All other provisions of the existing MOU not 'changed by this agreement' shall -rethain in
full force and will be incorporated along with the provisions contained herein in a
successor agreement.
Attachment #2
CITY OF WEST COVINA
CITY'S LAST, BEST AND FINAL OFFER
One (1) -Year Agreement
May 17, 2011
CONFIDENTIAL EMPLOYEES ASSOCIATION
The City faces significant financial challenges that have previously resulted in service
level cuts, staffing reductions and large draw-downs of reserves. This situation worsens
over the next three years as the City deals with reduced revenues as a result of the
recession and increased retirement costs, which occurred following investment losses in
the CalPERS pension fund. The City enters this upcoming fiscal year with a projected
budget deficit of $7.3 million and projected cash reserves of $6 - $7 million. As this
deficit is projected to grow in future years for the reasons mentioned above, the City must
take immediate action to deal with the impending cash crisis and begin restructuring its
cost structure and service models to establish a sustainable level of service for the long-
term. This proposal attempts to provide immediate relief to the City's budgetary situation
and address some long-term financial issues, while preserving to the extent possible
employee jobs and benefits.
1. Term of Agreement: One-year agreement commencing July 1, 2011 and ending
midnight June 30, 2012.
Salary Increase: The City proposes no salary increase or other increase in
compensation during the term of this agreement. The following adjustments to
salaries are proposed in the 2011-12 fiscal year:
Salary ranges will remain at current levels.
The 5.0% salary reduction received by employees in 2010-11 will terminate
effective July 9, 2011.
Merit increases shall continue as scheduled for eligible employees
Benefits: The City will maintain the current level of health benefits and other
benefits during the term of this MOU except as noted elsewhere in this MOU.
Retirement Benefits:
Employees hired by the City after January 1, 2011 shall be placed into the 2% @ age
60 benefit formula. The City shall pay 100% of the PERS employer cost for such
employees and the employees will pay 100% of the employee costs (7%).
Effective July 9, 2011, all unit employees currently enrolled in the 2.5% @ age 55
benefit formula shall pay the entire PERS employee contribution (8%). Such
employee contribution shall be made on a pre-tax basis. The City shall continue to
pay 100% of the PERS employer contribution for such employees.
City Hall will be closed the period of December 26'L 29, 20:11. Employees.rwill be
granted this time off (30 hours) and not be required to use their leave banks. Unit
employees required to work 'during this period, due to work necessity as determined
by management, shall be granted a one-time 30 hours of comp time.
PARS EPMC Supplemental Retirement Plan:
• The City acknowledges the existence of the PARS EPMC Supplemental
Retirement Plan (the "Plan") and will include language stating this in MOU.
• Unit employees currently enrolled in the Plan shall receive a lump sum payment
of benefit,' if the present value of the lifetime annuity is less than $5,000.
• Effective January 1, 2012, unit employees currently enrolled in the Plan shall
receive their benefit under this plan in monthly payments over their lifetime, if the
present value of the lifetime annuity is equal to or greater than $5,000.
Unit employees hired after January 1, 2012 will not be eligible to participate in the
PARS EPMC Supplemental Retirement Plan.
Vacation Buyback/Maximum Accrual
• Unit employees with five or more years of service with the City shall be able to
cash out up to 80 hours of vacation time during any fiscal year.
• Unit employees with less than five years of service with the City shall be able to
cash out up to 40 hours of vacation time during any fiscal year.
• Maximum vacation accrual caps will revert to previous levels established in the
July 1, 2006 — June 30, 2009 MOU with the maximum cap at 320 hours.
The following provisions remain in effect and are intended to be ongoing provisions:
• Unit employees must have a minimum of 160 hours of accumulated vacation
hours in order to buy back vacation leave.
• Vacation buyback may occur twice annually in the fiscal year.
8. Lump Sum Payout of Leave Benefits
• Effective January 1, 2012, all lump sum payouts of leave benefits will no longer
be paid at the grossed-up amount (x 1.08), but rather will be paid at the
employees' current hourly rate of pay. This provision will apply to annual
buyback programs and payoffs upon termination.
Retiree Health Savings Plan
• The City will contribute $75 per month into the Retiree Health Savings Plan
(RHSP).
• The employee will contribute $25 per month into the RHSP.
• The language in Article Four Section VII. 3. — 6. of the existing MOU pertaining
to contributions into the RHSP shall be deleted.
Advance Payment for Vacation
The provisions of Article Five Section II. G. of the existing MOU providing advance
payment of salary during the employee's authorized vacation shall be deleted.
11. Rideshare Program
Effective July 1, 2011 the rideshare program resulting in additional leave hours and
monthly raffles will no longer be available.
All other provisions of the existing MOU not changed by this agreement shall remain in
full force and will be incorporated along with the provisions contained herein in a
successor agreement.
Attachment #
CITY OF WEST COVINA
CITY'S LAST, BEST AND FINAL OFFER
One (1) -Year Agreement
May 17, 2011
MAINTENANCE AND CRAFTS EMPLOYEES ASSOCIATION
The City faces significant financial challenges that have previously resulted in service
level cuts, staffing reductions and large draw-downs of reserves. This situation worsens
over the next three years as the City deals with reduced revenues as a result of the
recession and increased retirement costs, which occurred following investment losses in
the CalPERS pension fund. The City enters this upcoming fiscal year with a projected
budget deficit of $7.3 million and projected cash reserves of $6 - $7 million. As this
deficit is projected to grow in future years for the reasons mentioned above, the City must
take immediate action to deal with the impending cash crisis and begin restructuring its
cost structure and service models to establish a sustainable level of service for the long-
term. This proposal attempts to provide immediate relief to the City's budgetary situation
and address some long-term financial issues, while preserving to the extent possible
employee jobs and benefits.
1. Term of Agreement: One-year agreement commencing July 1, 2011 and ending
midnight June 30, 2012.
Salary Increase: The City proposes no salary increase or other increase in
compensation during the term of this agreement. The following adjustments to
salaries are proposed in the 2011-12 fiscal year:
Salary ranges will remain at current levels.
The 5.0% salary reduction received by employees in 2010-11 will terminate
effective July 9, 2011.
Merit increases shall continue as scheduled for eligible employees.
Benefits: The City will maintain the current level of health benefits and other
benefits during the term of this MOU except as noted elsewhere in this MOU.
Retirement Benefits:
Employees hired by the City after January 1, 2011 shall be placed into the 2% @ age
60 benefit formula. The City shall pay 100% of the PERS employer cost for such
employees and the employees will pay 100% of the employee costs (7%).
Effective July 9, 2011, all unit employees currently enrolled in the 2.5% @ age 55
benefit foimula shall pay 6% of the PERS employee contribution. Effective January
X, 2012, unit employees will pay the entire PERS employee contribution (8%). Such
employee contribution shall be made on a pre-tax basis. The City shall continue to
pay 100% of the PERS employer contribution for such employees.
City Hall will be closed the period of December 26 — 29, 2011. Employees will be
granted this time off (30 hours) and not be required to use their leave banks. Unit
employees required to work during this period, due to work necessity as determined
by management, shall be granted a one-time 30 hours of comp time.
5. PARS EPMC Supplemental Retirement Plan:
• The City acknowledges the existence of the PARS EPMC Supplemental
Retirement Plan (the "Plan") and will include language stating this in MOU.
• Unit employees currently enrolled in the Plan shall receive a lump sum payment
of benefit, if the present value of the lifetime annuity is less than $5,000.
• Effective July 1, 2011, unit employees currently enrolled in the Plan shall receive
their benefit under this plan in monthly payments over their lifetime, if the present
value of the lifetime annuity is equal to or greater than $5,000.
Unit employees hired after January 1, 2012 will not be eligible to participate in the
PARS EPMC Supplemental Retirement Plan. City will discuss with the Unit
replacing the PARS EPMC Supplemental Retirement Plan with additional •
contributions to the RHS plan.
6. Lump Sum Payout of Leave Benefits
• Effective January 1, 2012, all lump sum payouts of leave benefits will no longer
be paid at the grossed-up amount (x 1.08), but rather will be paid at the
employees' current hourly rate of pay. This provision will apply to annual
buyback programs and payoffs upon termination.
7. Retiree Health Savings Plan
• The City will contribute $75 per month into the Retiree Health Savings Plan
(RHSP).
• The employee will contribute $25 per month into the RHSP.
• The language in Article Four Section VII. 3. — 6. of the existing MOU pertaining
to contributions into the RHSP shall be deleted.
8. Vacation — Maximum Accrual
• Maximum vacation accrual caps will revert to previous levels established in the
July 1, 2006— June 30, 2009 MOU with the maximum cap at 320 hours.
9. Advance Payment for Vacation
The provisions of Article Five Section II. G. of the existing MOU providing advance
payment of salary during the employee's authorized vacation shall be deleted.
10. Rideshare Program
Effective July 1, 2011 the rideshare program resulting in additional leave hours and
monthly raffles will no longer be available.
11. Paid Holidays
Effective January 1, 2012, Unit employees will receive 8 hours of holiday payfor the
eight fixed holidays and 40 hours of floating holiday leave each year
All other -pfoyisions of the existing MOU not changed by this agreement shai1remn li
full force dnd will be incorporated along with the provisions contained herein in a
successor agreement.
Attachment #4
("Ar To:
WEST CON Copy:
Office of the City Manager
From:
Date:
West Covina City Council
West Covina Mid-Management Employees'
Association Representative, John Adams
Andrew G. Pasmant, City Manager
June 23, 2011
SUBJECT: DECLARATION OF IMPASSE
WITH THE WEST COVINA
MID-MANAGEMENT EMPLOYEES'
ASSOCIATION
The City faces significant financial challenges that have previously resulted in service level cuts,
staffing reductions and large draw-downs of reserves. This situation worsens over the next three years
as the City deals with reduced revenues as a result of the recession and increased retirement costs,
which occurred following investment losses in the CalPERS pension fund. The City enters the
2011-12 fiscal year with projected cash reserves of approximately $7 million and a recently adopted
budget that contains a deficit of $1.8 million. As this deficit is projected to grow in future years for the
reasons mentioned above, the City must take immediate action to deal with the impending cash crisis
and begin restructuring its cost structure and service models to establish a sustainable level of service
for the long-term.
The City of West Covina's negotiating team met with the Mid-Management Employees' Association
with the goal of reaching agreement on a number of items that would provide relief to the City's
budgetary situation and address long-term financial issues, while preserving employee jobs and
benefits to the extent possible. The following information will detail our progress.
HISTORY OF MEETINGS
The City's negotiating team met and conferred, in good faith, with the West Covina Mid-
Management Employees' Association on the following dates:
2/17/11 4/28/11
3/08/11 5/05/11
3/24/11 5/17/11
4/12/11 6/06/11
II. AREAS OF AGREEMENT
During negotiations both parties reached agreement on the following issues as it relates to
one-year contract:
1. Term of Agreement: One-year agreement commencing July 1, 1011::, and ending ,midnight
June 30, 2012.
2. Salary Increase: The City proposes no salary increase or other increase in compensation during
the term of this agreement. The following adjustments to salaries are proposed in the 2011-12
fiscal year:
• Salary ranges will remain at current levels.
• The 5.96/0 salary reduction received by employees in 2010-11 will 'terminate effective
July 9,2011.
• Merit increases shall continue as scheduled for eligible employees
3. Benefits: The City will maintain the current level of health benefits -end other benefits during
the -Lean of this MOU except as noted elsewhere in this MOU.
4. Vacation Buyback/Maximum Accrual: Unit employees with five or more years of service with
the City shall be able to cash out Up to 120 hours'avacatiOn tirne ,during anyfiscal year.
• Unit employees With less than five years of service with the City shall be able to cash out
up to 80 hours of vacation time during any fiscal year.
• Maximum vacation accrual caps will revert to previous levels established in the
July 1, 2006— June 30, 2009 MOU with the maximum Cap at 320 hours.
• Unit employees must have a minimum of 160 hours of accumulated vacation hours in order
to buy back vacation leave.
• Vacation buyback may occur twice annually in the fiscal year.
5. Administrative Leave: Unit employees, except for Communications Supervisors, shall be
eligible for 60 .hours of administrative leave per calendar year Effective January 1, 2012, the
provision to grant additional administrative leave shall be modified so that the 'department may
grant leave in an amount up to 25% of the employees annual vacation accrual.
6. Advance Payment for Vacation: The provisions of Article Five Section II: 'G. of the existing
MOU providing advance payment of salary during the employee's authorized vacation shall be
deleted.
III. IMPASSE ISSUES
I. Retirement Benefits:
A. CITY'S PROPOSAL
• Effective July 9, 201 1 , all unit ,eMployees currently enrolled in the ,2.5% @ age 55
benefit formula shall - pay the entire 'PERS employee contribution (8%). Such
employee contribution shall be made' on. pre-tax basis. The City shall continue to
pay 100% of the PERS employer contribution for such employees.
• City Hall will be closed the period of December 26 — 29, 2011. Employees will be
granted this time off (30 hours) and not be required to use their leave 'hanks. Unit
employees required to work during this period, due to work necessity as deteimined
by management, shall be granted a One-time 30 hours of comp time.
B. MID-MANAGEMENT'S COUNTER PROPOSAL
• Mid-Management agreed to the City's Retirement Benefit terms, with the exception
of the PERS EPMC for current employees.
• COUNTER: Current employees would pay 0% of the PERS EPMC and take 80
hours of unpaid furlough effective 7/1/11.
PARS EPMC Supplemental Retirement Plan:
A. CITY'S PROPOSAL
The City acknowledges the existence of the PARS EPMC Supplemental Retirement
Plan (the "Plan") and will include language stating this in the MOU.
• Unit employees currently enrolled in the Plan shall receive a lump sum payment of
benefit, if the present value of the lifetime annuity is less than $5,000.
• Effective January 1, 2012, unit employees currently enrolled in the Plan shall
receive their benefit under this plan in monthly payments over their lifetime, if the
present value of the lifetime annuity is equal to or greater than $5,000.
• Unit employees hired after January 1, 2012 will not be eligible to participate in the
PARS EPMC Supplemental Retirement Plan.
B. MID-MANAGEMENT'S COUNTER PROPOSAL
COUNTER: Leave the PARS EPMC unchanged until the phase out of PARS is
officially negotiated with all groups. (The City placed a verbal request on the table to
eventually—and under a separate discussion—seek the phase out of the employees'
PARS plan and transfer those dollars into the RHS plan exclusively).
3. Lump Sum Payout of Leave Benefits:
A. CITY'S PROPOSAL
Effective January 1, 2012, all lump sum payouts of leave benefits will no longer be paid
at the grossed-up amount (x 1.08), but rather will be paid at the employees' current
hourly rate of pay. This provision will apply to annual buyback programs and payoffs
upon termination.
B. MID-MANAGEMENT'S COUNTER PROPOSAL
COUNTER: Continue to allow the gross up of leave payoffs in an amount equivalent to
the employees' contribution toward PERS EPMC, at the time of payment.
4. Retiree Health Savings Plan:
A. CITY'S PROPOSAL
The City will contribute $75 per month into the Retiree Health Savings Plan (RHSP).
The employee will contribute $25 per month into the RHSP.
• The language in Article Four Section VII. 3. – 6. of the existing MOU pertaining to
contributions into the RHSP shall be deleted.
B. MID-MANAGEMENT'S COUNTER PROPOSAL
COUNTER: Agreed to language deletion but countered that effective 7/1/11, increase
City's contribution from $75 per month to $100 per month.
5. Rideshare:
CITY'S PROPOSAL
Effective July 1, 2011 the rideshare program resulting in additional leave hours and
monthly raffles will no longer be available.
MID-MANAGEMENT'S COUNTER PROPOSAL
COUNTER: The group shall receive the same benefit that Safety does in regard to
Rideshare.
6. Other Items:
A. MID-MANAGEMENT'S ADDITIONAL PROPOSALS
Re-open negotiations if new legislation affects the employee's income or benefits.
This offer would be made reciprocal for the City if its revenues were affected by
legislation as well.
Continue to discuss retirement incentives.
IV. DECLARATION OF IMPASSE
The City submitted its Last Best and Final offer to the Mid-Management unit On MaY:17,2011.
Additionally, communication was sent to John Adams and Associates, the representative for the
Mid-Management Employees' Association on June 8 & 13, 2011 by email, stating that a response
from the group was necessary by June 21, 2011. As of June 23, 2011 the group's representative
has not replied to the City's request, therefore the City will move to Impasse based On a lack of
response from the Mid-Management Employees' Association.
Based on,the PersonnetPolicy, Sec. 16.8 B, the City Council must resolve this item by setting
for open session where both parties can present their position:
Personnel Policy, Section 16.8 B.:,Memorandum of Understanding
"If agreement is not reached with respect to any matter, the representatives of the recognized
organization may file with the city Council a written statement of the organization's position
with reference to that matter. The City Manager may also file with the City Council a -written
statement of his/her position with reference to that matter. Before determining the issue, the
City Council shall fix a time and place to receive any additional pertinent information that may
be orally presented to it."
In order toadhere to the Personnel Policy, the matter of Impasse -will be set before the City.
Council on Tuesday, July 5, 2011 at 7:00 p.m. in the City Council Chambers, during the
regularly scheduled City Council meeting. The Mid-Management unit, will be required to
submit any written documents in support of their position to the City by June 29, 2011 at
5:00 p.m. to the City Clerk's Office for inclusion in the City Council agenda packet. In
addition, the unit will have the opportunity to provide an oral presentation on the night of the
meeting.
V. CONCLUSION
The City of West Covina strives to meet the needs of its employees and values , their,work and
skills. The matter of impasse is not a reflection of the City's desire to unneceS§atitYteduce pay
and/or benefits, but rather a necessity in its attempt to achieve a healthy budget that can
withstand the short term and long-term impacts of the economic environment facing the City.
Attachment #5
To: West Covina City Council 4/
eir Copy: West Covina Confidential Employees'
WEST COVINA Association Representative, John Adams
• From: Andrew G. Pasmant, City Manager
Office of the City Manager
Date: June 23, 2011
SUBJECT: DECLARATION OF IMPASSE
WITH THE WEST COVINA
CONFIDENTIAL EMPLOYEES'
ASSOCIATION
The City faces significant financial challenges that have previously resulted in service level cuts,
staffing reductions and large draw-downs of reserves. This situation worsens over the next three years
as the City deals with reduced revenues as a result of the recession and increased retirement costs,
which occurred following investment losses in the CalPERS pension fund. The City enters the
2011-12 fiscal year with projected cash reserves of approximately $7 million and a recently adopted
budget that contains a deficit of $1.8 million. As this deficit is projected to grow in future years for the
reasons mentioned above, the City must take immediate action to deal with the impending cash crisis
and begin restructuring its cost structure and service models to establish a sustainable level of service
for the long-term.
The City of West Covina's negotiating team met with the Confidential Employees' Association with
the goal of reaching agreement on a number of items that would provide relief to the City's budgetary
situation and address long-term financial issues, while preserving employee jobs and benefits to the
extent possible. The following information will detail our progress.
I. HISTORY OF MEETINGS
The City's negotiating team met and conferred, in good faith, with the West Covina Confidential
Employees' Association on the following dates:
2/17/11
3/08/11
•
•
4/28/11
5/05/11
3/24/11 • 5/17/11
4/12/11 • 6/06/11
II. AREAS OF AGREEMENT
During negotiations both parties reached agreement on the following issues as it relates to
one-year contract:
1. Term of Agreement: One-year agreement commencing July 1, 2011 and ending midnight
June 30, 2012.
, ,
Salary Increase: The City proposes no salary increase or 'other iiicteak in 'compensation during
the term of tbis agreement. The following adjustMents to salaries are proposed in the 2011-12
fiscal year:
• Salary ranges will remain at current levels.
• The 5.0% salary reduction received by employees in 201,0-11 will terminate effective
July 9, 2011.
• Merit increases shall continue as scheduled for eligible employees ,
• City Hall will be closed the period of December 26 — 29, 2011. EmplOyees,will be granted
this time off (30 hours) and not be required to use their leave banks. Unit employees
required to work during this period, due to work necessity as deterinined by management,
shall be granted a one-time 30 hours of comp time
Benefits: The city will maintain the current level of health benefits and 'Other benefits during
the term of this MOU except as noted elsewhere in this MOU.
Vacation Buyback/Maximum Accrual: Unit employees With five or more years of service with
the City shall be able to cash out up to 80 hours, of vacation time during any fiscal year Unit
employees with less than five years of service with the City shall be able to cash out up to 40
hours of vacation time during any fiscal year.
• Maximum vacation accrual caps will re -Vert tO Previous levels 'eS'tablished in the
July 1, 2006— June 30, 2009 MOU with the maximum cap at 320 hours.
• Unit employees must have a minimum of 160 hours of accumulated 'vacation hours in order
to buy back vacation leave.
• Vacation buyback may occur twice annually in the fiscal year.
Lump Sum Payout of Leave Benefits: Effective January 1, 2012, all lump sum payouts of leave
benefits will no longer be paid at the grossed-up amount (x 1.08), but rather will be paid at the
employees' current hourly rate of pay. This provision will apply to annual b4back 'programs
and payoffs upon termination.
Retiree Health Savings Plan: The City will contribute $75, per month into the Retiree Health
Savings Plan (RHSP). The employee will contribute $25 per month intO the RHSP.
• The language in Article Four Section VII. 3. — 6. of the existing MOU pertaining to
contributions into the RHSP shall be deleted.
Advance Payment for Vacation: The ,provisions of Article Five Section II. G. of the existing
MOU providing advance payment of salary during the employee's authorized vacation shall be
deleted.
III. IMPASSE ISSUES
1. Retirement Benefits:
A. CITY'S PROPOSAL
:Effective July 9, 2011, all unit employees currently enrolled in,the 2.5% g age 55
: benefit formula shall pay the entire PERS employee contribution : (8%). Such
employee contribution shall be made on a pre-tax basis. The City shall continue to
pay 100% of the PERS employer contribution for such employees.
City Hall will be closed the period of December 26 — 29, 2011. Employees will be
granted this time off (30 hours) and not be required to use their leave banks. Unit
employees required to work during this period, due to work necessity as detellnined
by management, shall be granted a one-time 30 hours of comp time.
B. CONFIDENTIAL'S COUNTER PROPOSAL
• Confidential agreed to the City's Retirement Benefit terms, with the exception of
the PERS EPMC for current employees.
COUNTER: Current employees would pay 5% of the PERS EPMC beginning
FY 11/12 OR the equivalent to other non-sworn groups, whichever is less. As of
FY 12/13 Employees would pay the PERS EPMC equal to the net amount paid by
sworn personnel, not to exceed 8%.
PARS EPMC Supplemental Retirement Plan:
A. CITY'S PROPOSAL
The City acknowledges the existence of the PARS EPMC Supplemental Retirement
Plan (the "Plan") and will include language stating this in the MOU.
• Unit employees currently enrolled in the Plan shall receive a lump sum payment of
benefit, if the present value of the lifetime annuity is less than $5,000.
• Effective January 1, 2012, unit employees currently enrolled in the Plan shall
receive their benefit under this plan in monthly payments over their lifetime, if the
present value of the lifetime annuity is equal to or greater than $5,000.
• Unit employees hired after January 1, 2012 will not be eligible to participate in the
PARS EPMC Supplemental Retirement Plan.
B. CONFIDENTIAL'S COUNTER PROPOSAL
COUNTER: Leave the PARS EPMC unchanged until the phase out of PARS is
officially negotiated with all groups. (The City placed a verbal request on the table
to eventually—and under a separate discussion—seek the phase out of the
employees' PARS plan and transfer those dollars into the RHS plan exclusively).
3. Rideshare:
CITY'S PROPOSAL
Effective July 1, 2011 the rideshare program resulting in additional leave hours and
monthly raffles will no longer be available.
CONFIDENTIAL'S COUNTER PROPOSAL
COUNTER: The group shall receive the same benefit that Safety does in regard to
Rideshare.
4. Other Items:
A. CONFIDENTIAL'S ADDITIONAL PROPOSALS
Re-open negotiations if new legislation affects the employee's income or benefits.
This offer would be made reciprocal for the City if its revenues were affected by
legislation as well.
IV. DECLARATION OF IMPASSE
The City submitted its Last Best and Final offer to the Confidential unit on May 17, 2011.
Additionally, communication was sent to John Adams and Associates, the representative for the
Confidential Employees' Association on June 8 & 13, 2011 by email, stating that a response from
the group was necessary by June 21, 2011. As of June 23, 2011 the group's representative has not
replied to the City's request, therefore the City will move to Impasse based on a lack of response
from the Confidential Employees' Association.
Based on the Personnel Policy, Sec. 16.8 B, the City Council must resolve this item by setting
for open session where both parties can present their position:
Personnel Policy, Section 16.8 B: Memorandum of Understanding
"If agreement is not reached with respect to any matter, the representatives of the recognized
organization may file with the City Council a written statement of the organization's position
with reference to that matter. The City Manager may also file with the City Council a written
statement of his/her position with reference to that matter. Before determining the issue, the
CM; Council shall fix a time and place to receive any additional pertinent information that may
be orally presented to it."
In order to adhere to the Personnel Policy, the matter of Impasse will be set before the City?'
Council on Tuesday, July 5, 2011 at 7:00 p.m. in the City Council Chambers, antini the
regularly scheduled City Council meeting. The Confidential unit will be required to Submit any
written documents in supPort of their position to the City by June 29, 2011 at 5:00 p.in: to the
City Clerk's Office for inclusion in the City Council agenda packet. In: addition, the unit -will
have the opportunity to provide art oral presentation on the night of the meeting.
V. CONCLUSION
The City of West Covina strives to meet the needs of its employees and values their work and
skills. The, matter of impasse is not a reflection of the City's desire to unnecessarily reduce pay
and/or benefits, but rather a necessity in its attempt to achieve a healthy budget that can
withstand the short term and long-term impacts of the new economic environment the City is
facing.
Attachment #6
N. (AV To: West Covina City Council
WEST CO/IA - Copy: West Covina Maintenance 8z Crafts
Employees' Association Representative, John
Adams
Office of the City Manager
From: Andrew G. Pasmant, City Manager
Date: June 23, 2011
SUBJECT: DECLARATION OF IMPASSE WITH
THE WEST COVINA
MAINTENANCE & CRAFTS
EMPLOYEES' ASSOCIATION
The City faces significant financial challenges that have previously resulted in service level cuts,
staffing reductions and large draw-downs of reserves. This situation worsens over the next three years
as the City deals with reduced revenues as a result of the recession and increased retirement costs,
which occurred following investment losses in the CalPERS pension fund. The City enters the
2011-12 fiscal year with projected cash reserves of approximately $7 million and a recently adopted
budget that contains a deficit of $1.8 million. As this deficit is projected to grow in future years for the
reasons mentioned above, the City must take immediate action to deal with the impending cash crisis
and begin restructuring its cost structure and service models to establish a sustainable level of service
for the long-term.
The City of West Covina's negotiating team met with the Maintenance & Crafts Employees'
Association with the goal of reaching agreement on a number of items that would provide relief to the
City's budgetary situation and address long-term financial issues, while preserving employee jobs and
benefits to the extent possible. The following information will detail our progress.
I. HISTORY OF MEETINGS
The City's negotiating team met and conferred, in good faith, with the West Covina Maintenance
& Crafts Employees' Association on the following dates:
2/17/11
3/08/11
•
•
4/28/11
5/05/11
3/24/11 • 5/17/11
4/12/11 • 6/06/11
II. AREAS OF AGREEMENT
During negotiations both parties reached agreement on the following issues as it relates to
one-year contract:
1. Term of Agreement: One-year agreement commencing July 1, 2011 and ending midnight
June 30, 2012.
2. Salary Increase: The City proposes no salary increase or other increase in compensation during
the term of this agreement. The following adjustments to salaries are proposed in the 2011-12
fiscal year:
• Salary ranges will remain at current levels.
• The 5.0% salary reduction received by employees in 2010-11 will terminate effective
July 9,2011.
• Merit increases shall continue a§ scheduled for eligible employees
3. Benefits: The City will Maintaidthe current level of health benefits and other benefits during
the term of this MOU except as noted elsewhere in this MOU.
4. Lump Suni Payout. of Leave Benefit§: Effective January 1, 2012, all lump suin payouts of
leave benefit's will no longer be paid at the grossed-up amtunt (x 1.08) butrather will be paid at
the employees' current hourly rate of pay. This provision will apply tb ,annual buyback
programs and payoffs upon termination.
5. Retiree Health Savings Plan:
• The City will contribute $75 per month intoAhe Retiree Health-Savings-Plan (RHSP).
• The employee will contribute $25 per month into the R_HSP.
• The language in Article Four Section VII. 3. — 6. of the existing MOU pertaining to
contributions into the RHSP shall be deleted.
6. Vacation — Maximum Accrual: Maximum vacation accrual caps' will reveit tolireviod§tievels
established in the July 1, 2006 — June 30, 2009 MOU with the maximum cap at 320 hours.
7. Advance Payment for Vacation: The provisions of Article Five Section II. G. the 'existing
MOU providing advance payment of salary during the employee's authorized vacation 'shall be
deleted.
8. Rideshare Program: Effective July 1, 2011 the rideshare program re§ulthig hi additional leave
hours and inondify raffles will no longer be available.
9. Paid Holidays: Effective January 1, 2012, employees Will receive 8 hours of holiday'pay for
the eight fixed holidays and 40 hours of floating holiday each year.
III. IMPASSE ISSUES
1. Retirement Benefits:
A. CITY'S 'PROPOSAL
• Effective July '9, 2011, all unit employees currently enrolled in the 2.5% @ age 55
benefit formula shall pay 6% of the PERS employee contribution. ' Effective
January 7, 2012, unit employees will pay the entire PERS employee 'contribution
'(8%). Such erriployee'cOntribution shall be made on a pre-tax basis : The City shall
continue to pay 100% of the PERS employer contribution for such employees.
• ,City Hall will be closed the period of December 26 —29, 2011., Employees will be
granted this time off (30 hours) and not be required to use their ltave banks. Unit
employees required to work during this period, due to work necessity as determined
by management, shall be granted a one-time 30 hours of coinp tithe.
3 B. MAINTENANCE & CRAFTS' COUNTER PROPOSAL
• Maintenance & Crafts agreed to the City's Retirement Benefit terms
• Unit requested a Me-Too Clause with Public Safety that protected the unit frOm
paying any more than Safety pays for their PERS EPMC in the next contract (not to
exceed 8%).
• In addition to the 30 hours of Holiday Closure leave time, the unit also requested an
additional 40 hours of furlough time.
PARS EPMC Supplemental Retirement Plan:
A. CITY'S PROPOSAL
• The City acknowledges the existence of the PARS EPMC Supplemental Retirement
Plan (the "Plan") and will include language stating this in MOU.
• Unit employees currently enrolled in the Plan shall receive a lump sum payment of
benefit, if the present value of the lifetime annuity is less than $5,000.
• Effective July 1, 2011, unit employees currently enrolled in the Plan shall receive
their benefit under this plan in monthly payments over their lifetime, if the present
value of the lifetime annuity is equal to or greater than $5,000.
• Unit employees hired after January 1, 2012 will not be eligible to participate in the
PARS EPMC Supplemental Retirement Plan. City will discuss with the Unit
replacing the PARS EPMC Supplemental Retirement Plan with additional
contributions to the RHS plan.
. MAINTENANCE & CRAFTS' COUNTER PROPOSAL
Replace the PARS EPMC Supplemental Retirement Plan with an additional $50
monthly contribution to the RHS Plan.
IV. DECLARATION OF IMPASSE
The City submitted its Last Best and Final offer to the Maintenance & Crafts unit on
May 17, 2011. Additionally, communication was sent to John Adams and Associates, the
representative for the Maintenance & Crafts Employees' Association on June 8 & 13, 2011 by
email, stating that a response from the group was necessary by June 21, 2011. As of
June 23, 2011 the group's representative has not replied to the City's request, therefore the City
will move to Impasse based on a lack of response from the Maintenance & Crafts Employees'
Association.
Based on the Personnel Policy, Sec. 16.8 B, the City Council must resolve this item by setting
for open session where both parties can present their position:
Personnel Policy, Section 16.8 B: Memorandum of Understanding
"If agreement is not reached with respect to any matter, the representatives of the recognized
organization may file with the City Council a written statement of the organization's position
with reference to that matter. The City Manager may also file with the City Council a written
statement of his/her position with reference to that matter. Before determining the issue, the
City Council shall fix a time and place to receive any additional pertinent information that may
be orally presented to it."
In order to adhere to the Personnel Policy, the matter of Impasse will be set before the City
Council on Tuesday, July 5, 2011 at 7:00 p.m. in the City Council Chambers, during the
regularly scheduled City Council meeting. The Maintenance & Crafts unit will be required to
submit any written documents in support of their position to the City by June 29, 2011 at
5:00 p.m. to the City Clerk's Office for inclusion in the City Council agenda packet. In
addition, the unit will have the opportunity to provide an oral presentation on the night of the
meeting.
V. CONCLUSION
The City of West Covina strives io meet the needs of its eriip1oyees .4.nd 'Valtres their workatid
skills. The matter of impasse is not a reflection of the City's desire td'unnesatily.retincepay .
and/or benefits, but rather .a necessity in its attempt to achieve a healthy budget that can
withstand the short term and long-term impacts of the new economic environment the City is
facing.
Adams & Associates Attachment #7
32385 Windemere Drive, Canyon Nigs, CA. 92532 • (951)244-9919 • Fax(951) 244-9917
E-mail: lohn@ionnAdams-Assoc.com •
June 22, 2011
Thomas Bachman, Assistant City Manager
City of West Covina
1444 W. Garvey Avenue
West Covina, CA 91793
Dear Tom:
The City of West Covina's "best, last, and final" offer for a memorandum of understanding with the
West Covina Mid-Management Employee Association for the fiscal year 2011/12 was presented to the
Association membership on 6/21/11. The membership voted 20 to 4 to reject the offer.
The West Covina Mid-Management Employees Association believes an impasse in the meet and
confer process exists unless City representatives are prepared to improve the City's offer. As an
impasse resolution the Association requests the involvement of a mediator from the California
Mediation and Conciliation Service. Please feel free to contact me to discuss impasse proceedings.
The major areas of impasse from the Association's perspective are as follows:
Unit employees being required to pay the full 8% of employee PERS cost while public safety
employees pay nothing toward their PERS benefit
Tier II PERS level for unit new hires while no tier II PERS requirement implemented for
public safety employees
The City's rejection of contract language that would make 2012/13 employee PERS
payments contingent on public safety employees paying at least an equal payment toward
PERS
Lack of a "no layoff/furlough expansion" guarantee for the term of the MOU
The impact of the third consecutive year of increased compensation reductions for unit
employee while public safety employees continue to receive salary and benefit increases.
The proposed extension of the MOU for a second year with no appreciable advantage or job
security for unit employees.
Please feel free to contact me if there are any questions or if additional input is needed.
Best Regards,
ak, 4
Jolm . Adams, Association Consultant
J41 clams & Associates
Attachment #1
32385 Windemere Drive, Canyon 5-fiffs, CA. 92532 • (951) 244-9919 'n (951) 244-991
E-mail: john@jolinAdams-AssOc.corn . .
June 22, 2.011 •• • . • • .
Thomas Bachman, Assistant City Manager
City of West Covina
1444 W. Garvey Avenue
West Covina, CA 91793
Dear Torn:
The City ofWest'Covina's "best, last; and final" offer for a Memdrandum of understanding"withthe
West CoVina Confidential/Exempt Einployee Association forthe fiseal •yea:r 2011112 waS presented tb
the Association membership on 6/21/11. The membership voted 21 to 1 to reject the offer:
The West avina Confidential/Exempt EMployees
confer process process ekistS unless ;City representatives - areprepared to improyetheCity'sofferl:As .an •
impasse I-esti:hi-6On WCCEEkrequests the involvement of a mediatonfroin'theCaliforniaMediation
and Conciliation Service. Please feel-free to contact me-to dismiss impasse proceedings.
The major areas of impasse from the WCCEEA perspective are as follows:
•• .
• Unit employees being requiredito .paythe full 8% of employee 1?ERS osrWhile public safety
employees pay nothing toward their PERS benefit
Tier II PERS level for unit neW.hires while no tier LI PERS requirement implemented for
public safety employees
The City's rejection of contract language thatwouldmake 2012/13 , employeetPERS
payments contingent on public isafety employees paying at least art:equal paymenttoward
PERS
Lack of a "no layoff/furlough expansion" guarantee for the terrn of the'MOU
The impact of the third consecutive .yearl of increased comp engatiOnteductions for unit
employee whilepublic safety employees continue to receilie salary' and 'benefit iffetedses.
The proposed extension of the MOU for a second year with no a.ppreciableadvantage or job
security for unit employees.
Please feel free to contact me if there are , any questions or if additional input is needed..
Best Regards,
C/)
John ip Adams, WCCEEA Consultant
Adams & Associates
Attachment #9
32385 Windemere Drive, Canyon gfira, CA. 92532 • (951) 244-9919 • Tax. (951) 244-9917
E-maili ohn@johnAdams-Assoc.corn
. . .
•
. • . .. June 22, 201i • ' • • •
Thomas Bachman; Assistant City Manager
City of West Covina
1444 W. Garvey Avenue
West Covina, CA 91793
Dear Torn:
The City of West Covina's "best, last, and final" offer for a memorandum of understanding with the
West Covina Maintenance & Crafts Employee Association for the fiscal year 2011/12 was presented
to the Association membership on 6/21/11. The membership voted to reject the offer.
The West Covina Maintenance & Crafts Employees Association believes an impasse in the meet and
confer process exists unless City representatives are prepared to improve the City's offer. As an
impasse resolution the Association requests the involvement of a mediator from the California .
Mediation and Conciliation Service. Please feel free to contact me to discuss impasse proceedings.
The major areas of impasse from the Association's perspective are as follows:
Unit employees being required to pay the full 8% of employee PERS cost while public safety
employees pay nothing toward their PERS benefit
Tier II PERS level for unit new hires while no tier 11 PERS requirement implemented for
public safety employees
The City's rejection of contract language that would make 2012/13 employee PERS
payments contingent on public safety employees paying at least an equal payment toward
PERS
Lack of a "no layoff/furlough expansion" guarantee for the term of the MOU
The impact of the third consecutive year of increased compensation reductions for unit
employee while public safety employees continue to receive salary and benefit increases.
The proposed extension of the MOU for a second year with no appreciable advantage or job
security for unit employees. •
Please feel free to contact me if there are any questions or if additional input is needed.
Best Regards,
I ......../.. . •_4,410 .4111 ..,,,,...„
)
Jo. H. Adams, Association Consultant
WEST COVINA MID-MGT. EMPLOYEES ASSOCIATION
MEET AND CONFER COUNTER-PROPOSAL
MAY 17,2011
1. Term of Agreement One-Year (7/1/11 — 6/30/12)
Furlough — Reduce to 80 hour furlough effective the first pay period of the
2011/12 fiscal year.
3. PERS
A. For the fiscal year 2011/12 employer continue to pay the full employee share
of PERS (8%).
B. Unit employees hired after 1/1/11 shall be under the 2% @ 60 PER S formula
and pay the full 7% employee share in accordance with the 2010/11 MOU
4. Paid Leave — Proposal withdrawn.
5. Holiday Closing
Unit employees will be granted 30 hours of paid holiday leave to cover a
holiday closing between December 26 th — 30th . The 30 hours of paid leave is
in addition to all other paid leave. Unit employees required to work during the
holiday closing shall be allowed to use any hours not taken before the end of
the fiscal year.
6. Retiree Health Savings Plan
Effective 7/1/11 — increase employer contribution to $100 per month.
7. PARS EPMC Supplemental Retirement Plan
Leave as is until an agreement is reached on phase out.
8. Rideshare — Same benefit as sworn.
9. The parties agree to the elimination of the advanced vacation pay provisions.
10. Vacation Buyback/Maximum Accrual
• Unit employees with five or more years of service with the City shall be able to
cash out up to 120 hours of vacation during any fiscal year.
• Unit employees with less than five years Of service with the City shall be able to
cash out up to 80 hours of vacation time during any fiscal year.
• The maximum vacation accrual caps shall remain at 320 hours
• Unit employees must have a minimum of 160 hours of accumulated vacation
hours in order to buy back vacation leave.
• Vacation buyback may occur twice in the fiscal year.
• The gross up of leave payoffs shall be equal to the percentage of the employee
share of PERS being paid by the City at the time of payment.
11. Department Directors will retain additional administrative leave authority up to
25% of the employees annual vacation accrual.
12. Review language under savings/severability clause of MOU.
All other salaries, benefits, and terms and conditions of employment to remain in effect.
Attachment #11
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City of West Covhza
Memorandum
AGENDA
ITEM NO. 12
DATE: July 5, 2011
TO: Andrew G. Pasmant, City Manager
and City Council
FROM:
Thomas Bachman, Assistant City Manager
SUBJECT: DEPARTMENT HEAD AND CITY COUNCIL BENEFITS
RECOMMENDATION:
It is recommended that the City Council amend the related resolutions implementing salary and
benefit adjustments for Department Heads and City Council as follows:
RESOLUTION NO. - A RESOLUTION OF THE CITY
COUNCIL OF THE CITY OF WEST COVINA, CALIFORNIA,
AMENDING RESOLUTION NO. 2007-65 RELATING TO
MANAGEMENT COMPENSATION, BENEFITS AND
CLASSIFICATION OF DEPARTMENT HEADS
DISCUSSION:
The City faces significant financial challenges that have previously resulted in service level cuts,
staffing reductions and large draw-downs of reserves. This situation worsens over the next three
years as the City deals with reduced revenues as a result of the recession and increased retirement
costs, which occurred following investment losses in the CalPERS pension fund. The City enters
the 2011-12 fiscal year with projected cash reserves of approximately $7 million and a recently
adopted budget that contains a deficit of $1.8 million. As this deficit is projected to grow in
future years for the ,reasons mentioned above, the City must take immediate action to deal with
the impending cash crisis and begin restructuring its cost structure and service models to
establish a sustainable level of service for the long-term.
The adopted budget included $625,000 in employee concessions from the miscellaneous
employees as one of the solutions to reduce the budget deficit. The City has presented last best
and final offers to the units, which were rejected, and is now at impasse with all five of the units.
The City Council will address this issue for three of the miscellaneous units in another item on
this agenda tonight.
A major goal of the City's negotiations was to have the employees pay the employee share of the
pension contributions to PERS, as well as other modifications to leave programs and benefits.
Based on prior direction from the City Council, it is requested that the City Council approve the
following modifications to Department Head benefits:
Retirement Contributions — Employees hired by the City after January 1, 2011 shall be
placed into the 2% @ age 60 benefit formula. The City shall pay 100% of the PERS
employer cost for such employees and the employees will pay 100% of the employee
costs (7%).
Effective July 9, 2011, all non-sworn Department Heads currently enrolled in the 2.5% @
age 55 benefit formula shall pay the entire PERS employee pension contribution (8%).
Such employee contributions shall be made on a pre -tax basis. In consideration for
paying their portion of the pension contributions, City Hall will be closed the period of
December 26 — 29, 2011. Department Heads will be granted this time off (30 hours) and
not be required to use their leave banks.
Department Head Benefits
July 5, 2011
2. PARS EPMC Supplemental Retirement Plan — Effective January 1, 2012, Department
Heads shall receive their benefit under this plan in monthly payments over their lifetime,
and will no longer have the option of a lump sum payment, if the present value of the
lifetime annuity is equal to or greater than $5,000.
Depaihnent Heads hired after July 1, 2011 will not be eligible to participate in the PARS
EPMC Supplemental Benefit Retirement Plan.
Vacation Buyback — Department heads must have a minimum of 160 hours of
accumulated vacation hours in order to buy back vacation leave. Such buyback may only
occur twice annually in a fiscal year.
4. Administrative Leave — Effective January 1, 2012 the provision to grant additional
administrative leave shall be modified so that the City Manager may grant leave in an
amount up to 25% of the employees annual vacation accrual.
Lump Sum Leave Payouts — Effective January 1, 2012, all lump sum payouts of leave
benefits for non-sworn Department Heads will no longer be paid at the grossed up
amount (x 1.08), but rather at the employees' current hourly rate of pay.
Advance Payment for Vacation — Department Heads will no longer be able to receive
advance payment of vacation during their authorized vacation.
Rideshare Program — Effective July 1, 2011 the rideshare program which consists of
additional leave hours and monthly raffles will no longer be available.
The changes to employees paying their own retirement contributions and closing off the PARS
EPMC Supplemental Retirement Plan to new members hired after July 1, 2011, also applies to
the City Council and City Manager. As the City Council does not receive any leave benefits, the
other benefit modifications pertaining to leaves do not apply to the City Council.
FISCAL IMPACT:
The Fiscal Year 2011-12 savings from these items are estimated to be $95,926, with $32,256 of
those saving in the General Fund. These savings are already programmed in the 2011-12 adopted
budget.
Prepared by:
Thomas achman
Assistant City Manager
Department Head Benefits
July 5, 2011
RESOLUTION NO.
RESOLUTION NO. - A RESOLUTION OF THE CITY
COUNCIL OF THE CITY OF WEST COVINA, CALIFORNIA,
AMENDING RESOLUTION NO. 2007-65 RELATING TO
MANAGEMENT COMPENSATION, BENEFITS AND
CLASSIFICATION OF DEPARTMENT HEADS
WHEREAS, the City of West Covina is experiencing significant fmancial challenges due
to declining revenues and impacts of the recession as well as continual rising pension costs due
in part to investment losses in the CalPERS retirement system; and
WHEREAS, the City of West Covina has eYaluated it's salary and benefit packages in
response to the financial challenges facing the City.
NOW, THEREFORE, the City Council of the City of West Covina does resolve• that
Resolution No. 2007-65 relating to management (Department Head) salaries is hereby amended
as follows:
SECTION 1. _Retirement Contributions - Employees hired by the City after January 1, 2011
shall be piked into the 2% @ age 60 benefit formula. The City shall pay 100% of
the PERS employer cost for such employees and the 'employees will Pay 100% of
the employee costs (7%).
Effective July 9, 2011, all non-sworn Department Heads currently enrolled in the
2.5% @ age 55 benefit formula shall pay the entire PERS employee pension
contribution (8%). Such employee contributions shall be made on a pre-tax
basis. In consideration for paying their portion of the pension contributions, City
Hall will be closed the period of December 26 — 29, 2011. Department Heads
will be granted this time off (30 hours) and not be required to use their leave
banks.
SECTION 2. PARS EPMC Supplemental Retirement Plan — Effective January 1, 2012,
Department Heads shall receive their benefit under this plan in monthly
payments over their lifetime, and will no longer have the option of a lump sum
payment, if the present value of the lifetime annuity is equal to or greater than
$5,000.
Department Heads hired after July 1, 2011 will not be eligible to participate in
the PARS EPMC Supplemental Benefit Retirement Plan.
SECTION 3. Vacation Buyback — Department heads must have a minimum of 160 hours of
accumulated vacation hours in order to buy back vacation leave. Such buyback
may only occur twice annually in a fiscal year.
SECTION 4. Administrative Leave — Effective January 1, 2012 the provision to grant
additional administrative leave shall be modified so that the City Manager may
grant leave in an amount up to 25% of the employees annual vacation accrual.
SECTION 5. Lump Sum Leave Payouts — Effective January 1, 2012, all lump sum payouts of
leave benefits for non-sworn Department Heads will no longer be paid at the
grossed up amount (x 1.08), but rather at the employees' current hourly rate of
pay.
SECTION 6. Advance Payment for Vacation — Department Heads will no longer be able to
receive advance payment of vacation during their authorized vacation.
SECTION 7. Rideshare Program — Effective July 1, 2011 the rideshare program resulting in
additional leave hours and monthly raffles will no longer be available.
SECTION 8. The City Clerk shall certify to the adoption of this Resolution.
Dept nuent Head Benefits
July 5, 2011
APPROVED AND ADOPTED THIS 5TH day of July 201
Mayor
ATTEST:
City Clerk
I, HEREBY CERTIFY that the foregoing Resolution was duly adopted by the City Council on
the 5th day of July 2011.
AYES:
NOES:
ABSENT:
City Clerk
APPROVED AS TO FORM:
City Attorney