Title
Adoption of Resolution Approving a Memorandum of Understanding (MOU) Between the International Brotherhood of Electrical Workers, Local 1245 (IBEW) and the City of Alameda for a Twenty-Four Month Term Commencing July 1, 2025 and Ending June 30, 2027. (Human Resources 10025060)
Body
To: Honorable Mayor and Members of the City Council
From: Jennifer Ott, City Manager
EXECUTIVE SUMMARY
The prior agreement with the International Brotherhood of Electrical Workers, Local 1245 (IBEW), representing approximately 30 City of Alameda (City) employees, expired on June 30, 2025. Negotiations between the City and IBEW commenced in January of 2025.
The revised Memorandum of Understanding (MOU) submitted for approval represents a twenty-four month agreement, commencing July 1, 2025, and ending June 30, 2027, and includes equity adjustments and increases to base salary, one-time lump sum payment to address retention issues, and increases to safety boots and shoes reimbursement and Class A/B license pay. Additionally, the agreement expands funeral leave and provides a total compensation survey to be conducted for all IBEW classification in May 2026 and 2027, providing equity adjustments to classifications found to be below market median.
IBEW members have ratified this agreement.
BACKGROUND
The City has nine labor groups and administers two compensation plans. This includes four Public Safety groups and five miscellaneous groups.
The agreements with the five miscellaneous groups and the two Compensation Plans expired in June of 2025. The City has now reached agreement with the Alameda Police Officers Association (APOA), Alameda Police Managers Association (APMA), Alameda Police Officers Association: Non-Sworn (PANS), Management and Confidential Employees Association (MCEA), the Alameda City Employees Association (ACEA), Electric Utility Professionals of Alameda (EUPA), and IBEW.
DISCUSSION
Proposed MOU wage increases for the term of the MOU will be based on the Base Revenue Index (BRI), defined as one-half (i.e., 50%) of the year-over-year growth measured between successive fiscal years of the combined dollar amount of the following four (4) Alameda taxes: Property tax, 1% Bradley-Burns Sales Tax, Utility Users Tax, and Transient Occupancy Tax. The minimum base wage increases will be 1% and the maximum will be 5%. The MOU provides base wage increases as follows:
• Wage increase for 2025 will be based on BRI from fiscal year 2023-24 and 2024-25, with the minimum increase of 1% to base wages taking effect the first full pay period following City Council approval. Upon finalization of the BRI calculation, any additional increase to base wages will be implemented retroactively to the first full pay period following July 1, 2025.
• Wage increase for 2026 will be based on BRI from fiscal year 2024-25 and 2025-26, with the minimum increase of 1% to base wages taking effect the first full pay period following July 1, 2026. Upon finalization of the BRI calculation, any additional increase to base wages will be implemented retroactively to the first full pay period following July 1, 2026.
The proposed MOU provides equity adjustments to base wages for fourteen (14) IBEW classifications ranging from 1.65% to 10.14%. The equity adjustments will be applied to the following classifications the first pay period following City Council approval:
• System Operator Trainee (7761), System Operator (7760) and Chief System Operator (7718), shall receive an equity salary increase of 14.50% of base pay.
• Apprentice Lineworker (7785), Journey Lineworker (7775), Service Lineworker (7765), and Line Working Supervisor (7745), shall receive an equity salary increase of 6.98% of base pay.
• Apprentice Electrical Maintenance Technician (7790), and Electrical Maintenance Technician (7770), shall receive an equity salary increase of 2.15% of base pay.
• Substation & Meter Supervisor (7750) shall receive an equity salary increase of 6.68% of base pay.
• Stock Clerk (7750) and Storekeeper (7140) shall receive an equity salary increase of 4.03% of base pay.
• Facilities Maintenance Worker (7133) shall receive an equity salary increase of 2.94% of base pay.
• Utility Construction Compliance Specialist (7791) shall receive an equity salary increase of 1.65% of base pay.
• Electrical Utility Drafter (7270) shall receive an equity salary increase of 10.14% of base pay
The proposed MOU provides that the City will conduct total compensation surveys for all IBEW classifications in May 2026 and January 2027. Any classifications found below the median will be provided salary adjustments to the median effective January 1, 2026, and January 1, 2027.
The MOU provides one-time lump sum Retention/Longevity payments during the term of the MOU to be distributed the first full pay period following City Council approval in 2025 and first full pay period following July 1, 2026. These bonuses will range from $4,500 to $15,000 based on years of service.
The Funeral Leave provision, as proposed in the MOU, expands eligible immediate family members and codifies City practice to allow use of other accrued leaves for persons not listed as an immediate family member, as provided to all other labor groups.
The proposed MOU also provides removing the Christmas Eve or New Years Eve “holi-eve” and increasing the floating holiday benefit to four days to be used during the fiscal year in which the floating holiday is granted. Language for this provision was also revised to move the floating holiday load date to the first pay date of the fiscal year and the expiration date to the last pay date of the fiscal year. The changes to the floating holiday provision were also provided to other miscellaneous bargaining groups.
Additionally, the proposed MOU increases Class A/B license pay to $200 per month; aligns meal reimbursements to the U.S. Generals Services Administration (GSA) per diem rate which is currently $23.00 for breakfast, $26.00 for lunch, and $32.00 of dinner and lowers the eligibility for said meals to four (4) of continuous overtime; allows members to provide a written response to written reprimands within ten (10) days; and increases to safety boots and shoes reimbursements to $450 for climbing boots, $250 for non-climbing boots with six (6) inch heel, and $250 for non-climbing work boot.
ALTERNATIVES
City Council may consider a number of alternatives, including:
• Approve the resolution as recommended. The City has bargained in good faith with IBEW and reached a successor agreement that provides equity adjustments to the median, modest wage increases, and workplace improvements.
• Deny the resolution. Staff does not recommend this alternative as it would trigger a delay in implementing a successor MOU that has been ratified by the bargaining unit.
FINANCIAL IMPACT
The financial impact of implementing salary and other special pay changes agreed to in the IBEW MOU as shown in Table 1 below.
Table 1
The alignment of meal reimbursement to the GSA per diem rate lowering the contiguous OT threshold to four (4) hours will cost approximately $26,000 annually. Additionally, the cost of the increased Class A/B license pay and Safety Boots and Shoes reimbursement cash out is expected to be approximately $28,000 annually. It is anticipated that additional fiscal year costs will be included in future fiscal year budgets.
MUNICIPAL CODE/POLICY DOCUMENT CROSS REFERENCE
This action is in conformance with the Alameda Municipal Code and all policy documents.
ENVIRONMENTAL REVIEW
This action does not constitute a “project” as defined in California Environmental Quality Act (CEQA) Guidelines Section 15378 and therefore no further CEQA analysis is required.
CLIMATE IMPACT
There are no identifiable climate impacts or climate action opportunities associated with the subject of this report.
RECOMMENDATION
Adopt a resolution approving an MOU between IBEW and the City for a twenty-four month term commencing July 1, 2025 and ending June 30, 2027.
Respectfully submitted,
Noelle White, Human Resources Director
Financial Impact section reviewed,
Ross McCarthy, Finance Director
Exhibits:
1. Memorandum of Understanding between IBEW and the City of Alameda, July 1, 2025 through June 30, 2027 - Redline
2. Memorandum of Understanding between IBEW and the City of Alameda, July 1, 2025 through June 30, 2027 - Clean
3. IBEW Salary Schedule, Effective October 19, 2025