TO: HONORABLE MAYOR AND MEMBERS OF THE CITY COUNCIL
FROM: Diego Chavez, Administrative Services Director
PREPARED BY: Diego Chavez, Administrative Services Director
SUBJECT:
title
Approving a Tentative Agreement for a Successor Memorandum of Understanding between the City of Murrieta and the Murrieta Supervisors’ Association for the Period July 1, 2024 through June 30, 2027
end
RECOMMENDATION
recommendation
Adopt Resolution No. 24-4784, entitled: A Resolution of the City Council of the City of Murrieta, California, Approving a Tentative Agreement for a Successor Memorandum of Understanding between the City of Murrieta and the Murrieta Supervisors’ Association for the Period July 1, 2024 through June 30, 2027.
body
PRIOR ACTION/VOTE
On October 3, 2023, the City Council adopted Resolution No. 23-4706, approving, adopting, and implementing a successor Memorandum of Understanding between the City of Murrieta and the Murrieta Supervisors’ Association for the period July 1, 2022, through June 30, 2024. (Vote: 5-0)
CITY COUNCIL GOAL
Maintain a high performing organization that values fiscal sustainability, transparency, accountability and organizational efficiency.
BACKGROUND
Through the process of collective bargaining, the City of Murrieta periodically negotiates with the respective employee organizations for the purpose of establishing and/or updating compensation, benefits, and other terms and conditions of employment for their represented employees, including tentative agreements for successor Memoranda of Understanding (MOU) affecting compensation and benefits. All such agreements must be voted on and passed by a majority of each affected employee organization’s membership, known as ratification, and subsequently approved by the City Council before becoming effective. Once approved by the City Council, the terms of tentative agreements for successor MOUs are immediately effective but also then memorialized in the successor MOU or through MOU amendments and brought back to the City Council for final approval.
The MOU between the City and the Murrieta Supervisors’ Association (MSA), adopted by City Council Resolution No. 23-4706 covering the period July 1, 2022, through June 30, 2024 (MSA MOU 2022-24) expired June 30, 2024. MSA currently represents 33 non-sworn City employees, including 26 different lead and supervisory classifications across the organization.
The labor representatives of the City and MSA commenced labor negotiations for a successor MOU with their first meeting on February 29, 2024. The labor representatives met again on March 21, 2024; April 4, 2024; April 10, 2024; April 18, 2024; May 1, 2024; May 9, 2024; June 11, 2024; June 20, 2024; and July 1, 2024. The labor representatives of the City and MSA have met and conferred in good faith and have come to a ratified Tentative Agreement on a fair and equitable package of compensation and benefits for a successor MSA MOU covering the period July 1, 2024, through June 30, 2027, pursuant to the Meyers-Milias-Brown Act (MMBA) (Government Code sections 3500-3511) and the City's Employer-Employee Relations Resolution No. 93-214.
The members of the MSA have voted to ratify the Tentative Agreement, and the labor representatives of the City and the MSA have executed the Tentative Agreement subject to City Council final approval. Staff has prepared a Resolution (Attachment 1) for the City Council to consider approving the executed Tentative Agreement for a successor MSA MOU for the period July 1, 2024, through June 30, 2027.
As negotiated, the proposed Tentative Agreement for a successor MOU includes the following significant compensation and benefits terms:
• Four percent (4%) base salary Cost of Living Adjustment (COLA), effective the first pay period after City Council approval of the Tentative Agreement.
• An additional one percent (1%) base salary equity adjustment for Public Safety Dispatch Supervisor classifications, equaling 5% total, not to be compounded, effective the first pay period after City Council approval of the Tentative Agreement.
• Effective the first full pay period in Fiscal Year (FY) 2025/26, a COLA increase in base salary equivalent to the lesser of either four percent (4%) or the percentage change of the 2024 Annual Consumer Price Index (CPI). If the CPI percentage change is negative, then the COLA shall be zero percent (0%).
• Effective the first pay period in FY 2026/27, a COLA increase in base salary equivalent to the lesser of either the percentage change of the 2025 Annual CPI, or the percentage change, year-over-year between audited fiscal years 2023/24 and 2024/25, in Recurring Revenue of the City’s primary Operating Funds, but not to be less than two (2%) nor exceed four percent (4%). If the CPI percentage change is negative or the change in Recurring Revenue is below zero percent (0%), then the COLA shall still be two percent (2%).
• Up to $300 in reimbursement per FY for the purchase of compliant work boots for the classifications of Maintenance Manager, Maintenance Supervisor, Public Works Inspection Supervisor, and Parks Maintenance Superintendent.
• $50 for each day a Dispatch Supervisor is assigned to on-call and an additional $35 if the on-call assignment is a city holiday.
• Dispatch Supervisors assigned to the positions of Emergency Medical Dispatch Coordinator and Communications Training Officer Supervisor shall receive a five percent (5%) base salary increase during the period of such assignment.
• Dispatch Supervisors shall receive $75 per month if they prove possession of an intermediate P.O.S.T. certificate, $150 per month if they prove possession of an advanced P.O.S.T. certificate, and $175 per month if they prove possession of a supervisory P.O.S.T. certificate. These are an either/or non-stackable benefit.
• The New Year’s Eve Day holiday shall be increased from a half-day to a full-day holiday.
• Effective January 1, 2025, the city shall increase the monthly health contribution from $1,747.83 to $1,891.28, with reopeners for when the new 2026 and 2027 health premium rates are published by CalPERS to discuss increases in City contribution for January 1, 2026, and January 1, 2027.
• Increase the City’s deferred compensation plan matching amount from $2,200 to $2,400 per year.
• Increase the City’s tuition reimbursement maximum reimbursable amount from $1,500 to $3,500 per employee per fiscal year but implement a lifetime cap of $14,000.
A fully executed copy of the Tentative Agreement is attached to Resolution No. 24-4784 as Exhibit A.
FISCAL IMPACT
The projected fiscal impact of implementing the MSA MOU for the period July 1, 2024, through June 30, 2027, is $1,833,184. This includes vacant positions authorized in the current budget. A budget adjustment for FY 2024/25 was included in the FY 2024/25 Budget Update approved by the City Council on August 20, 2024. The fiscal impact for FY 2025/26 and 2026/27 will be included in the next proposed biennial budget.
|
FY 2024/25 |
$297,755 |
|
FY 2025/26 |
$636,992 |
|
FY 2026/27 |
$898,437 |
|
Total |
$1,833,184 |
ATTACHMENTS
1. Resolution No. 24-4784