CC 2018-10-09_09c SEIU Side LetterMEMORANDUM
TO: CITY COUNCIL
FROM: DEBBIE MALICOAT, DIRECTOR OF ADMINISTRATIVE SERVICES
SUBJECT: CONSIDERATION OF A SIDE LETTER OF AGREEMENT TO THE
SERVICE EMPLOYEES INTERNATIONAL UNION LOCAL 620
MEMORANDUM OF UNDERSTANDING
DATE: OCTOBER 9, 2018
SUMMARY OF ACTION:
Approving the Side Letter of Agreement with the Service Employees International Union
Local 620 (SEIU) will provide an updated list of classifications represented by the SEIU.
IMPACT ON FINANCIAL AND PERSONNEL RESOURCES:
Eliminating the Administrative Secretary position and reclassifying the existing part time
Senior Office Assistant position to a full time Permit Technician will save $69,000
annually. Reclassifying the existing Geographic Information Systems Technician will cost
$8,200 annually, which was included in the current budget. Creating the Citywide Fleet
Coordinator position and eliminating the part-time Fleet & Equipment Technician in the
Police Department will be cost-neutral.
RECOMMENDATION:
It is recommended the City Council adopt a Resolution approving a side letter of
agreement to the Memorandum of Understanding between Service Employees
International Union Local 620 Arroyo Grande Chapter and City of Arroyo Grande.
BACKGROUND:
As part of the FY 2018-20 Biennial Budget, the City eliminated several positions in the
Community Development Department. The budget proposed eliminating the
Administrative Secretary position and reclassifying the existing part time Senior Office
Assistant position to a full time Permit Technician. The City’s existing full time Building
Permit Technician classification was the basis for creating the new Planning/Engineering
Permit Technician classification, as the duties, experience and abilities are similar.
The City currently has a Geographic Information Systems (GIS) Technician position,
which was established in 2015. With the incorporation of GIS data usage Citywide over
Item 9.c. - Page 1
CITY COUNCIL
CONSIDERATION OF A SIDE LETTER OF AGREEMENT TO THE SERVICE
EMPLOYEES INTERNATIONAL UNION LOCAL 620 MEMORANDUM OF
UNDERSTANDING
OCTOBER 9, 2018
PAGE 2
the last 3 years, the GIS Technician position has matured and the City’s need for data
and analysis has evolved. In turn, the essential functions of this position have also
evolved. The position has transformed from that of a technician responsible for creating
and maintaining a database to using geographically based information as one of many
data sets and tools to provide analysis of a wide variety of topics. While the position must
still maintain the City’s GIS database, it is also imperative that the incumbent be able to
draw conclusions and communicate the meaning behind the data. The ability to analyze
geographic information along with other data (financial, demographic, etc.) is essential in
assisting with sound decision making throughout the City. The position is proposed to be
reclassified to a Program Analyst, which is more reflective of the actual day-to-day
functions that are needed. The reclassification will result in increasing the salary range
from 34 to 38 on the schedule of salary ranges. The additional cost of $8,000 annually
was considered when developing the Biennial Budget and no further appropriation is
needed.
Currently, the City has a part-time Fleet and Equipment Technician in the Police
Department as well as a full-time Fleet Maintenance Coordinator in Public Works. The
part-time position will become vacant and a recent recruitment did not result in any
qualified candidates. Staff proposes to create a one-year pilot program in which the Fleet
Maintenance Coordinator in the Public Works department will absorb fleet related duties
from the Police Department, and the other equipment maintenance and certain equipment
repair and maintenance duties will be accomplished through contractual services or with
other existing staff.
The purpose of the pilot program is to assess whether reassigning the fleet related
activities are operationally feasible for both the Public Works and Police Departments,
when considering that this proposal reduces the number of staff providing the services.
If successful, this arrangement will save $3,000 to $5,000 annually; however one reason
staff believes this could be successful is the fact that the Police fleet is new and is not
anticipated to require extensive maintenance. If that assumption turns out to be incorrect
or if other unanticipated factors arise, the additional volume for the Public Works
Department may not be feasible.
The proposal includes the creation of a Citywide Fleet Coordinator position with an
increase in salary range from range 30 to 36 on the schedule of salary ranges, an increase
of $10,481 annually. With retirement and other benefits included, the total additional cost
of the Citywide Fleet Coordinator position is $17,500 annually. The current budget for the
part-time Fleet and Equipment Technician is $30,300, which will provide for the increased
costs for the Citywide Fleet Coordinator as well as the required contractual services for
the maintenance of other equipment in the Police Department that will not be reassigned
to Public Works. Staff will continually monitor the outcomes of this pilot program during
the course of the year.
Item 9.c. - Page 2
CITY COUNCIL
CONSIDERATION OF A SIDE LETTER OF AGREEMENT TO THE SERVICE
EMPLOYEES INTERNATIONAL UNION LOCAL 620 MEMORANDUM OF
UNDERSTANDING
OCTOBER 9, 2018
PAGE 3
ANALYSIS OF ISSUES:
The City’s Administrative Services Director and Human Resources Manager met and
conferred with the SEIU, which represents the affected classifications. Those discussions
resulted in agreement on the new job descriptions and salary ranges for the
Planning/Engineering Permit Technician, Program Analyst and Citywide Fleet
Coordinator classifications.
In addition, subsequent to printing the current MOU, it was discovered that the list of
classifications in Article 8 inadvertently omitted the Engineering Inspector classification.
Staff would like to take the opportunity presented with this side letter to correct the
omission. This does not represent a change to represented positions, salary ranges or
current practice; it simply corrects the clerical error.
City staff and SEIU have agreed that the current Memorandum of Understanding (MOU),
which expires June 30, 2020, should be modified to reflect the following changes:
1. Adding the Planning/Engineering Permit Technician classification to the list of
positions represented by SEIU with salary schedule 26.
2. Adding the Citywide Fleet Coordinator classification to the list of positions
represented by SEIU with salary schedule 36.
3. Adding the Program Analyst classification to the list of positions represented by
SEIU with salary schedule 38.
4. Adding the Engineering Inspector classification to the list of positions represented
by SEIU with salary schedule 38.
5. Updating the salary schedules at the back of the MOU with these changes.
The mechanism to affect a Memorandum of Understanding before it is expired is a “side
letter agreement” to the MOU, which is attached as Exhibit A to the accompanying
Resolution. Staff proposes that the Resolution become effective retroactively to October 5,
2018 (4 days) so as to coincide with the first day of a payroll period.
ALTERNATIVES:
The following action is provided for City Council consideration:
1. Adopt a Resolution approving a side letter of agreement to the SEIU Memorandum
of Understanding.
2. Revise and adopt a Resolution approving a side letter of agreement to the SEIU
Memorandum of Understanding.
3. Provide further direction to staff.
Item 9.c. - Page 3
CITY COUNCIL
CONSIDERATION OF A SIDE LETTER OF AGREEMENT TO THE SERVICE
EMPLOYEES INTERNATIONAL UNION LOCAL 620 MEMORANDUM OF
UNDERSTANDING
OCTOBER 9, 2018
PAGE 4
ADVANTAGES:
The recommendation will provide a Memorandum of Understanding that reflects the most
current job classifications and salary ranges for all positions represented by the SEIU.
DISADVANTAGES:
There are no significant disadvantages to the recommended action.
ENVIROMENTAL REVIEW:
No environmental review is required for this item.
PUBLIC NOTIFICATION AND COMMENTS:
The Agenda was posted at City Hall and on the City’s website in accordance with
Government Code Section 54954.2.
Item 9.c. - Page 4
RESOLUTION NO.
A RESOLUTION OF THE CITY OF ARROYO GRANDE APPROVING
A SIDE LETTER OF AGREEMENT TO THE MEMORANDUM OF
UNDERSTANDING BETWEEN SERVICE EMPLOYEES
INTERNATIONAL UNION LOCAL 620 AND CITY OF ARROYO
GRANDE
WHEREAS, the City Council of the City of Arroyo Grande (“City”) deems it in the best
interest of the City to approve a side letter of agreement amending the current
Memorandum of Understanding between Service Employees International Union
Local 620 Arroyo Grande Chapter and City, which includes modifications to
represented classifications, as hereinafter provided.
NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Arroyo
Grande that:
1.An amendment to the Memorandum of Understanding (“MOU”) with Service
Employees International Union Local 620 Arroyo Grande Chapter (“SEIU”) is
hereby approved, a copy of said amendment entitled “Side Letter of
Agreement, Modification to Memorandum of Understanding” is attached
hereto, marked Exhibit “A”, and incorporated herein by this reference.
2. This Resolution shall become effective October 5, 2018.
On motion of Council Member , seconded by Council Member , and on the
following roll call vote, to wit:
AYES:
NOES:
ABSENT:
the foregoing Resolution was passed and adopted this 9th day of October, 2018.
Item 9.c. - Page 5
RESOLUTION NO.
PAGE 2
JIM HILL, MAYOR
ATTEST:
KELLY WETMORE, CITY CLERK
APPROVED AS TO CONTENT:
JAMES A. BERGMAN, CITY MANAGER
APPROVED AS TO FORM:
HEATHER K. WHITHAM, CITY ATTORNEY
Item 9.c. - Page 6
EXHIBIT A
SIDE LETTER OF AGREEMENT
MODIFICATION TO MEMORANDUM OF UNDERSTANDING
For valuable consideration, the receipt and sufficiency of which is hereby
acknowledged, the City of Arroyo Grande (“City”) and the Service Employees
International Union Local 620 Arroyo Grande Chapter (“SEIU”) do hereby agree to
modify the current Memorandum of Understanding (“MOU”) between the City and
SEIU as follows:
ARTICLE 8. WAGES/INCREASES
The City and SEIU agree to modify the classifications and salary ranges to read:
CLASSIFICATION SALARY RANGE
Senior Engineer 46
Associate Engineer 43
Assistant Engineer 38
Engineering Inspector 38
Information Technology Specialist 38
Program Analyst 38
Citywide Fleet Coordinator 36
Recreation Supervisor 35
Geographic Information Systems Technician 34
Public Works Lead Person 31
Fleet Maintenance Coordinator 30
Water Services Worker 28
Building Permit Technician 26
Maintenance Worker III 26
Planning/Engineering Permit Technician 26
Recreation Coordinator 26
Senior Accounting Clerk 26
Sports Facility Coordinator 26
Administrative Secretary 25
Accounting Clerk II 21
Maintenance Worker II 21
Office Assistant II 18
Maintenance Worker I 17
Accounting Clerk I 15
Office Assistant I 14
Exhibit “B” and Exhibit “C” to the MOU shall be modified to include the Citywide
Fleet Coordinator, Engineering Inspector, Planning/Engineering Permit
Technician, and Program Analyst classifications.
Item 9.c. - Page 7
RESOLUTION NO.
PAGE 4
REPRESENTATIVES OF REPRESENTATIVES OF SEIU
CITY OF ARROYO GRANDE
DATE: DATE:
DEBORAH MALICOAT DARRYL SCHECK
CITY REPRESENTATIVE SEIU REPRESENTATIVE
LISA CHRISTENSEN CHRIS RIGONI
CITY REPRESENTATIVE SEIU REPRESENTATIVE
PETER McCLURE
SEIU REPRESENTATIVE
CAMELA SCHAAF
SEIU REPRESENTATIVE
Item 9.c. - Page 8