TO:
Honorable Mayor and Members of the City Council
THROUGH:
Bruce Moe, City Manager
FROM:
Lisa Jenkins, Human Resources Director
SUBJECT:Title
Consideration of a Resolution Approving a Memorandum of Understanding Between the City of Manhattan Beach and the Manhattan Beach Mid-Management Employees Association (MBMEA) (Human Resources Director Jenkins).
ADOPT RESOLUTION NO. 22-0016
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Recommended Action
RECOMMENDATION:
Staff recommends that the City Council adopt Resolution No. 22-0016 Approving a Memorandum of Understanding (MOU) between the City of Manhattan Beach and the Manhattan Beach Mid-Management Employees Association (MBMEA).
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FISCAL IMPLICATIONS:
The total cost of the MOU is approximately $27,878,031 over the term of the three and one half year MOU. This cost includes a total increase of $1,596,965 over the course of the three and a half years due primarily to cost of living salary increases of 3% annually.
BACKGROUND:
The Meyers-Milias-Brown Act (MMBA) governs labor-management relations and collective bargaining for many public agencies in California, including for the City of Manhattan Beach. In compliance with the MMBA, the City Council has provided authority and direction to its negotiators who have met and conferred with representatives from the Manhattan Beach Mid-Management Employees Association (MBMEA) in reaching the terms of this proposed agreement. The MBMEA represents professional, supervisory and management classifications, which the exception of those that are designated as confidential and therefore unrepresented. There are currently 48 authorized positions represented by the MBMEA. The last MOU with the MBMEA expired on December 31, 2021.
DISCUSSION:
The following summarizes the significant terms of the negotiated MOU recommended for City Council approval:
1. Term of Agreement:
January 1, 2022 - June 30, 2025
2. Cost of Living Salary Increases:
• Effective the pay period following January 1, 2022: 3%
• Effective the pay period following January 1, 2023: 3%
• Effective the pay period following January 1, 2024: 3%
• Effective the pay period following January 1, 2025: 1.5%
3. Specialty Assignment and Certification Pay:
• Add a certification pay of 5% for employees in the classification of Senior Plan Check Engineer who have attained a Certified Disability Access Specialist (CASp) designation.
4. Miscellaneous:
• Provide an annual safety shoe allowance (vs. biennial) for employees in working supervisor positions in Public Works.
• Annual reopener regarding the City’s contribution to medical insurance.
• Provide pay on City designated holidays equivalent to each employee’s work schedule (rather than requiring employees supplement one or two hours of leave time).
MOU language has also been updated in order to memorialize practices not previously included and clarify language for ease of comprehension and administration.
PUBLIC OUTREACH:
Staff has determined that public outreach was not required for this issue.
LEGAL REVIEW:
The City Attorney has reviewed this report and determined that no additional legal analysis is necessary.
Special Counsel has approved the MOU as to form.
ATTACHMENTS:
1. Resolution No. 22-0016
2. Memorandum of Understanding - MBMEA (Final Version)
3. Memorandum of Understanding - MBMEA (Strikethrough Version)