HomeMy WebLinkAboutReso 73-2002RES()LI ITI()N NO. 73-2()()2
CITY COl INCIL, CITY OF S(){ lTH SAN FRANCISCO, STATE OF CALIFORNIA
A RESOI2(TION AIITHORIZING AN A(;REEMENT BETWEEN
THE CIq-~f OF S()I~TH SAN FRANCISCO AND THE PUBLIC
SAFETY MANAGERS UNIT
WHEREAS, the City desires to enter into an agreement with the Public Safety Managers
Unit; and
WHEREAS, the attached Exhibit A summarizes the proposed salary and benefit changes.
NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of South San
Francisco that the City Council hereby authorizes an agreement between the City of South San
Francisco and the Public Safety Managers Unit.
BE IT, FURTHER RESOLVED that the City Manager is hereby authorized to execute
the agreement on behalf of the City of South San Francisco.
I hereby certify that the foregoing Resolution was regularly introduced and adopted by
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the City Council of the City of South San Francisco at a regular meeting held on the 14 day of
August 2002 by the following vote:
AYES:
Councilmembers Joseph A. Fernekes, Raymond L. Green and Karyl Matsumoto,
Mayor Pro Tem Pedro Gonzalez and Mayor Eugene R. Mullin
NOES: None.
ABSTAIN: None.
ABSENT: None.
ATTEST:
City Clerk
Exhibit A
Public Safety Managers Unit Salary and Benefits
1. Agreement - Three-year agreement from 1/1/02 through 12/31/04 with a possible 3-year extension if
retiree spouse medical is added during the life of the agreement.
2. PERS Retirement enhancement - Include any retirement enhancements per for their respective public
safety units: implement Pre-retirement Optional Settlement 2 Death Benefit by 12/1/02 for fire members.
Provide 3% at age 50 retirement benefit as per their respective public safety units: Police by the payperiod
including 1/1/03 and for fire by the payperiod including 12/1/02.
3. Compensation - Adjust salaries main for respective public safety units, effective 7/1 of each year for
COLAs and retroactive to 7/1 or 1/i of each year depending on respecting public safety unit (police
normally 1/1; fire normally 7/I) for surveys. To ensure an adequate salary spread, the top step of the salary
schedule for the Police Lieutenant classification, including all incentives, shall be no less than 15% above
the top step of the Police Sergeant classification, including all incentives. The Police Lieutenant and the
Police Captain classifications shall maintain the same salary spread as in place now.
4. Paid Family Care Leave - Reduce paid family care leave for 56-hour employees to 24 hours beginning the
payperiod including 9/1/02, and eliminating all paid family care leave with the payperiod beginning
1/1/03. 40-hour employees leaves are 16 hours beginning 9/1/02 and all are eliminated by 1/1/03.
5. Specialty Pay Program - establish a specialty pay program with specific criteria for Battalion Chiefs and
Police Lieutenants positions in which they may work extra shifts and be compensated at 1.5 times their
actual hourly rate of pay for those shifts. The respective department head will determine specific shifts
that qualify for this program.
6. Holiday Compensation - Monday through Friday Police Lieutenants and Battalion Chiefs, who would
normally not work holidays, may actually work additional 8-hour holidays each year for straight time
compensation as determined by their respective chiefs.
7. Domestic Partner Benefits - By 9/1/02, if there are no increases in direct costs and as provided by law, the
City will provide domestic partner benefits to this Unit.
8. Dental - provide for Side Letter to allow members to explore by 1/1/03 the possibility of modifying dental
benefits to that afforded IAFF members. In order to adjust for the costs of an enhanced dental program,
the entire unit must exchange short-term and long-term disability providers to the same provider as IAFF,
and must reduce or eliminate City-offered life insurance.
9. Vision Insurance - By 9/1, adjust vision benefits to provide for tint lenses.
10. Provide for Side Letter to add retiree spouse medical benefit. In the event the City institutes a retiree
spouse medical plan for any other City unit, such plan will also be available for the PSM unit. The City
and the PSM Unit will met to discuss the components of the plan, and if the PSM unit wishes to participate
in the program under the same terms as the other unit, the PSM MOU will then expire 3 years after its
original expiration date.
11. 2/4 Work Schedule -consistent with their direct reports for fire members.
12. Continue Uniform Allowance with adjustments as for their respective public safety units.
13. Language - modify language in the following areas:
· Add Sick Leave as Family Care Leave as required by law.
· Adjust Pregnancy Disability Leave and Childcare Leave to be consistent with law.
· Modify Sick Leave Management Plan.
· Modify Sick Leave Conversion, Vacation Conversion, and Sick Leave Charged.
· Adjust Bereavement Leave for consistency with respective units.
· Adjust MOU format, such as grouping like sections together.
JAB-08/08/02
F:~File Cabinet~EERelationsXPSM~01 Negotiatons\CouncilhUinal Resolution.doc