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File #: 2022-2084   
Type: Consent Calendar Item
Body: City Council
On agenda: 7/5/2022
Title: Adoption of Resolution Approving a Memorandum of Understanding (MOU) Between the Alameda Police Management Association (APMA) and the City of Alameda for a Forty-Two Month Term Commencing December 19, 2021 and Ending June 30, 2025. (Human Resources 10025060)
Attachments: 1. Exhibit 1 - APMA MOU - Redline, 2. Exhibit 2 - APMA MOU - Clean, 3. Exhibit 3 - APMA Salary Schedule, 4. Resolution

Title

Adoption of Resolution Approving a Memorandum of Understanding (MOU) Between the Alameda Police Management Association (APMA) and the City of Alameda for a Forty-Two Month Term Commencing December 19, 2021 and Ending June 30, 2025. (Human Resources 10025060)

Body

To: Honorable Mayor and Members of the City Council

 

EXECUTIVE SUMMARY

 

The City of Alameda (City) has nine labor groups and administers two compensation plans. This includes four Public Safety groups and five miscellaneous groups. In 2020, the City reached an agreement on a contract extension with the International Association of Firefighters (IAFF) through December of 2023. This year, the City also reached agreement with the Alameda Police Officers Association (APOA) and Alameda Fire Chiefs Association (AFCA). The Alameda Police Management Association (APMA) contract expired in December 2021 and is the last remaining Public Safety contract outstanding. The agreements with the five miscellaneous groups and the two Compensation Plans expire in June of 2022. The City has been actively negotiating with the five remaining miscellaneous groups for successor agreements. These groups are:

 

                     Alameda City Employees Association (ACEA)

                     Alameda Police Officers Association, Non-Sworn (PANS)

                     Electrical Utility Professionals of Alameda (EUPA)

                     International Brotherhood of Electrical Workers, Local 1245 (IBEW)

                     Management and Confidential Employees Association (MCEA)

 

The City has now reached agreement on a 42-month agreement with APMA and is recommending approval of the new labor agreement. APMA members have ratified this agreement.

 

BACKGROUND

 

The prior agreement with APMA, representing 7 employees currently, expired on December 19, 2021.  Negotiations between the City and APMA commenced in June of 2021. Employee salary and benefits continue until a successor agreement is approved. 

 

During this round of negotiations, the overarching goal in negotiations focused on clarifying and updating outdated provisions in the MOU, vacation accruals, sick leave accruals and preparation for implementation of a new Human Resources Information System. Negotiations also focused on impacts related to increasing the members’ regularly scheduled working hours from 38 to 40 hours per week, providing across the board salary increases in order to keep Alameda competitive in the surrounding labor market, and increasing the city’s healthcare premium contributions.

 

The revised Memorandum of Understanding (MOU) submitted for approval represents a forty-two month agreement, commencing December 19, 2021 and ending June 30, 2025.  Elements of the proposed MOU are summarized below. 

 

DISCUSSION

 

The proposed MOU provides salary increases as follows: four percent (4.0%) effective January 2, 2022 upon City Council approval; 2.5 percent (2.5%) effective the first full pay period following July 1, 2022; three percent (3.0%) effective the first full pay period following July 1, 2023; and three percent (3.0%) effective the first full pay period following July 1, 2024.

 

The City and APMA also agreed to increase regularly scheduled hours from 38 to 40 hours per week in order to provide better command staff coverage.

 

In order to prevent a decrease in Management Incentive Pay as a result of this schedule change and to better clarify the method of calculation, the City agreed to change Management Incentive Pay to a uniform percentage of 4.554% for all members.  This will result in a slight increase for some APMA members, but overall will result in no change to the pay most members receive.

 

The City also agreed to increase the members’ vacation accrual equivalent to the APOA bargaining unit and to provide up to one percent (1%) of the employee’s salary as a matching contribution into APMA members’ 457 deferred compensation plan if the member contributes at least 0.5%.  This contribution is consistent with what has been provided to other bargaining units.

 

The effective date for the deferred compensation contribution, the change in Management Incentive Pay and the increase in vacation accruals will be the pay-period starting July 3, 2022 to coincide with the increase in hours from 38 to 40 a week.

 

The City also agreed to provide one week of vacation sell back for members who have used at least two weeks in the prior year and also allow for an additional 40 hours of vacation sell back for members with over 15 years of service.

 

The City also agreed to increase its monthly contribution for employee medical insurance for eligible employees through a contribution to the Flexible Benefit Amount. The APMA medical contribution amount will increase by 50% of the increased cost of the CalPERS Kaiser Plan. In the 2022 plan year, employees are able to choose from eight health plans, five of which are fully covered by the City’s medical contribution amount.

 

The City and APMA also agreed on language to clarify provisions on the retiree health benefit, and vacation and sick accruals.

 

Other clarifying language changes are included in the proposed MOU. These proposed language changes include updates to comply with state and federal law and to clarify use of City facilities, compliance with anti-harassment and discrimination laws, proof of illness, vacation accumulation, and family illness.

 

A draft MOU is attached.

 

FINANCIAL IMPACT

 

The financial impact of implementing salary and other special pay changes agreed to in the APMA MOU are described in the chart below.

 

 

The cost of increased healthcare premium contributions is expected to be approximately $25,000 annually. It is anticipated that additional fiscal year costs will be included in future fiscal year budgets for the Police Department. Labor costs for the APMA bargaining group are allocated to the General Fund. There are sufficient funds available in the Police Department budget to cover the retroactive costs for the last six months FY 2021-22 that would be incurred by approval of this MOU.

 

MUNICIPAL CODE/POLICY DOCUMENT CROSS REFERENCE

 

This action is consistent with the Alameda Municipal Code.

 

ENVIRONMENTAL REVIEW

 

This action is exempt from the California Environmental Quality Act (CEQA) because it is not a project which has a potential for resulting in either a direct physical change in the environment, pursuant to Guideline section 15378.

 

CLIMATE IMPACT

 

There are no identifiable climate impacts or climate action opportunities associated with the subject of this report.

 

RECOMMENDATION

 

Adopt a Resolution approving a Memorandum of Understanding (MOU) between the Alameda Police Management Association (APMA) and the City of Alameda for a Forty-Two Month Term Commencing December 19, 2021 and Ending June 30, 2025.

 

Respectfully submitted,

Nancy Bronstein, Human Resources Director

 

By,

Steve Woo, Senior Human Resources Analyst

 

Financial Impact section reviewed,

Margaret O’Brien, Finance Director

 

Exhibits:

1.                     Memorandum of Understanding between APMA and the City of Alameda, December 19, 2021 through June 30, 2025 - Redline

2.                     Memorandum of Understanding between APMA) and the City of Alameda, December 19, 2021 through June 30, 2025 - Clean Copy

3.                     APMA Salary Schedule, Effective January 2, 2022