RECOMMENDATIONS (CONT'D)
ADOPT Resolution No. 5217 establishing comparable salary modifications for the unrepresented employees of the Housing Authority of the County of Contra Costa to be effective the full pay period of Board approval.
BACKGROUND
Resolution No. 5216 – Proposed Memorandum of Understanding with Public Employees Union, Local #1/AFSCME
Negotiations with Public Employees Union, Local #1/AFSME (Union) have resulted in a tentative agreement for a Memorandum of Understanding (MOU) for the period July 30, 2018 through June 30,
2021. The new MOU provides for a 2.5% cost of living increase effective upon Board approval, a 1.5% cost of living increase effective the first full pay period including July 1, 2019, and a 2.0% cost of living increase effective the first full pay period including July 1, 2020. The MOU also calls for a one-time lump-sum ratification payment of $1000. In addition, salary schedules shall have a 5 step salary range and will be adjusted to achieve no less than 5% between all steps within the salary range of each classification. Market Equity adjustments for classifications which are greater than ten (10) percent below the market average and/or have proven to be essential but hard to recruit at the current salary levels will be adjusted over the term of the agreement.
The other proposed changes to the economic terms of the agreement includes an increase to current medical benefits. HACCC will make the following contributions toward medical insurance:
- Employee Only = $462.00
- Employee +1 = $924.00
- Employee +2 = $1205.00
Each member of the bargaining unit shall receive eight (8) additional hours of personal leave time per year.
The MOU also provides for the following changes:
- Include no discrimination on the basis of Union protected activity.
- Revision of Union Security to reflect statute revoking Agency Shop provisions.
- New employees shall serve a minimum 12 month probationary period.
- An employee promoting to a higher paying classification within the bargaining unit shall serve a probationary period of 9 months.
- Absences of 5 or more days during the probationary periods shall extend the probationary period by the number of days not worked.
- Employees must present a physician’s note for the duration of vacation accrual utilized for sick leave purposes. If employee is unable to provide physician’s note, time will be deemed unpaid.
- Employee is responsible for notifying department supervisor 1 hour prior to the commencement of their work shift.
- Clarify language in regards to Workers Compensation claims and time off from work for appointments.
- Provides duration limits and guidelines for Leaves without Pay requests.
- Clarify language in current MOU granting 40 hours of bereavement versus 5 days of leave.
- Clarify Notification of Absence.
- Include Labor Code language surrounding Meal and Rest breaks.
- Clarification of transfer bid process.
- Remove provision providing for removal of disciplinary actions from Employee Human Resources file.
- Provides 8 shirts, 3 work pants, and $400 boot allowance for Maintenance employees.
- Provides 2 shirts and $200 for Senior Property Assistants, Senior Housing Assistants, and Housing Program Specialists.
- Clarify MOU language for Catastrophic Leave eligibility.
- Updates to Maintenance On-Call procedures to reflect practice and necessary changes.
Resolution No. 5217 – Unrepresented Employee Salary and Benefit Adjustments
The Resolution provides for the following salary and benefit changes for unrepresented employees:
- A 2.5% cost of living increase effective upon Board approval;
- A 1.5% cost of living increase effective the first full pay period including July 1, 2019;
- A 2.0% cost of living increase effective the first full pay period including July 1, 2020;
- A $1000 lump-sum payment;
- Salary schedules shall have a 5 step salary range and will be adjusted to achieve no less than 5% between all steps within the salary range of each classification.
- Market Equity adjustments for classifications which are greater than ten (10) percent below the market average and/or have proven to be essential but hard to recruit at the current salary levels will be adjusted over the term of the agreement.
- An increase to the current medical benefit to be made as follows:
- Employee Only = $462.00
- Employee +1 = $924.00
- Employee +2 = $1205.00
- Eight (8) additional hours of personal leave time per year.
FISCAL IMPACT
The Housing Authority’s current budget provides for the changes in the economic terms of the proposed MOU. Assuming current HUD funding levels, staff project that HACCC’s reserve levels will not be decreased by the proposed salary and benefit modifications for represented and unrepresented employees.
CONSEQUENCE OF NEGATIVE ACTION
Should the Board elect not to adopt these actions, both HACCC’s staff represented by Local #1/AFSCME would be denied wage enhancements negotiated in good faith and calculated to be affordable to the agency and unrepresented staff would be denied similar wage increases. Additionally, HACCC would not have an agreement with Public Employees Union, Local #1/AFSCME and negotiations would resume.