ITEM:		CONSENT CALENDAR
5.	CONSIDER ADOPTION OF MEMORANDUM OF UNDERSTANDING WITH THE GENERAL STAFF BARGAINING UNIT
Meeting Date:			October 17, 2016	Budgeted:	Included in FY 2016-2017 Budget
From:			David J. Stoldt,	Program/	Operating Expenses
			General Manager	Line Item No.:
Prepared By:			Cynthia Schmidlin	Cost Estimate:	Up to $80,000 total for all MOU’s; $230,000 for salary survey if and when funds become available
General Counsel Approval: N/A
Committee Recommendation: N/A
CEQA Compliance: N/A

SUMMARY: The General Staff Bargaining Unit, represented by United Public Employees of California, Local 792/Laborers’ International Union of North America, and the Board’s negotiating representatives have agreed to terms for a new 3-year Memorandum of Understanding (MOU), attached as Exhibit 5-A. This agreement achieves the District goals of remaining cost conscious while also being fair and reasonable to employees.

RECOMMENDATION: The General Manager recommends that the Board adopt the General Staff Memorandum of Agreement as it appears in Exhibit 5-A.

DISCUSSION: New bargaining points incorporated into the agreement, as a result of this year’s negotiations, are as follows:

Term

3 year contract

Salary Adjustment

Effective July 1, 2016, there will be a cost-of-living salary increase of 3%. Effective July 1, 2017, there will be a cost-of-living salary increase of 2%. Effective July 1, 2018, there will be a cost-of-living salary increase of 3%.

CalPERS Contribution

Effective July 1, 2018, an additional 2%, for a total of 5%, of each Tier I employee’s salary will also be applied to the Employer Contribution portion of the PERS premium.

Salary Survey Implementation

The compensation study that has been prepared by the District will be implemented upon the reestablishment and collection of the District’s User Fee. All positions that are less than 95% of median will receive a salary adjustment to the level of 95% of median.

At the time the survey is implemented, the salary ranges/steps will be adjusted for uniformity and will look like the Attachment B in the MOUs, titled “Salary Range Adjustments by Position after Salary Survey Adjustment.”

Should the compensation study not be implemented by June 30, 2018, the Union shall have the right to reopen the MOU.

Attachment A is the Salary Chart prior to the Salary Survey Adjustment

Attachment B is the Salary Chart after the Salary Survey Adjustment

Attachment C lists Salary Range Adjustments, by Position, after the Salary Survey Adjustment

Retiree Medical Premiums

Retirees may now be enrolled in the medical plan of their choice, as well as the medical plan in effect for members of the bargaining unit from which they retired. The District reimburses retirees for medical premiums paid, up to the maximum allowed for their vesting group, based upon time at the District. This reimbursement includes Medicare Part B.

Call-Back Time

An employee who has completed a normal work shift, when ordered back to work, shall be credited with a minimum of two (2) hours work time, provided the call back to work is without having been notified prior to completion of the work shift, or the notification is prior to completion of the work shift and the work begins three (3) or more hours after the completion of the work shift.

Holiday Furlough - The Holiday Furlough has been cancelled.

Tuition Reimbursement - A maximum has been set, not to exceed $3,000 per year.

Appendix A - The Job Classifications have been updated.

Appendix B – The Personnel Compensation Policy has been edited to remove outdated information and unused internal relationships.

EXHIBIT

5-A Memorandum of Understanding Between the Monterey Peninsula Water Management District the General Staff Bargaining Unit

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