REPORT TO THE CITY COUNCIL
FROM: SUMEET MALHI, Director
Personnel Services Department
BY: JENNIFER MISNER, Assistant Director
Personnel Services Department
STEPHANIE FOGLIO, Senior Human Resources Analyst
Personnel Services Department
SUBJECT
Title
Actions pertaining to the Fresno City Employees Association, FCEA for Unit 3
1. ***Adopt a Successor Memorandum of Understanding between the City of Fresno and the Fresno City Employees Association (Non-Supervisory White Collar - Unit 3) (Subject to Mayor’s veto)
2. ***RESOLUTION: Adopt the Fourth Amendment to FY 2025 Salary Resolution No. 2024-120, amending Exhibit 3, Unit 3 - Non-Supervisory White Collar (FCEA), to provide a salary increase for respective classes as required by the Memorandum of Understanding between the City of Fresno and the Fresno City Employees Association (Non-Supervisory White Collar - Unit 3) (Subject to Mayor’s veto)
Body
RECOMMENDATION
It is recommended Council (1) approve the attached Successor Memorandum of Understanding (MOU) to implement wages, hours and other terms and conditions of employment for City employees in Unit 3, Non-Supervisory White Collar, represented by FCEA; and (2) adopt the Fourth Amendment to FY 2025 Salary Resolution No. 2024-120 to amend Exhibit 3.
EXECUTIVE SUMMARY
The City and the Fresno City Employees Association (Non-Supervisory White Collar - Unit 3) reached a tentative agreement on a successor MOU which will replace the MOU that expired on June 16, 2024. The MOU provides for an agreement from June 17, 2024 through June 15, 2025, increases to wages, and other changes in terms or conditions of employment.
Upon Council approval of the Fourth Amendment to the FY25 Salary Resolution, Exhibit 3 of the FY25 Salary Resolution will be updated to reflect the amended Exhibit 3 as approved by Council.
BACKGROUND
The City and the Fresno City Employees Association (Non-Supervisory White Collar - Unit 3) started meeting in January 2024 to work towards reaching agreement on a successor MOU. The parties reached a tentative agreement on September 30, 2024. Members of the Unit ratified on October 7, 2024.
Significant changes to the MOU are summarized below.
• Term: June 17, 2024 through June 15, 2025.
• Salaries: FY25: Realize the remaining equity increases to the class and comp study completed in 2018, retroactively effective June 17, 2024; a 2% wage increase, effective December 30, 2024; and a one-time lump sum payment equivalent to 1% of annual base wages.
• Work Schedules: Amend title to include all work schedules, codify current process of the payment of overtime when shifts continue after midnight, and add clarifying language throughout section.
• Bereavement Leave: Site Government Code Section and amend to allow five days of leave pursuant to Government Code.
• PD Vacation Selection: Revise language to include additional rounds of vacation selection in less than one-week intervals.
• Voluntary Leave Time Program: Add new provision for a Voluntary Leave program.
• Workers Comp Sections: Clarify Workers’ Compensation language and reference Labor Code.
• Grievance Procedure / Dispute Resolution: Clean up language.
• Movement Between Steps & Employee Performance Evaluations: Integrate Salary Resolution language, add section to include supervisor comments to overcome deficiency for ratings of “improvement needed”.
• Representation of Employees: Codify current practice of including union bank deductions of Vacation Leave regardless of the employee’s current balance and cleanup language throughout the section.
• Holiday Leave: Add provision to observe a holiday on Sunday for employees whose regular workday is Sunday and cleanup language throughout the section.
• Sick Leave & PPT Sick Leave: Amend sections to be consistent with California Labor Code.
• Vacation Leave: Increase Vacation Leave accrual rates and increase cap for employees with twenty or more years of continuous employment.
• Employee Incentive Time Off: Remove section as it is no longer applicable.
• Certificate Premium Pay: Add section regarding the effective date of new and renewal premium pay certificates and the discontinuance of premium pay for expired certificates/licenses/registration. Incorporate Side Letter of Agreement, clarify that all premium pays in Section G are pensionable.
• Uniform Allowance, Safety Shoes, & Safety Glasses: Increase safety shoe premium pay, incorporate Park Ranger Side Letter of Agreement, add new classification series to qualifying list, and add an option for prescription safety glasses reimbursement.
• Night-Shift Differential: Increase swing and night shift rates.
• Family Events: Increase to three family events per fiscal year, effective January 1, 2025.
• Standby Duty Pay: Increase Standby Duty premium pay.
• Attendance Policy Addendums: Define excessive absenteeism, add language regarding discipline for abuse or misuse of Sick Leave.
In addition to the above, there was language clean up throughout the MOU.
The City Attorney’s Office has approved the new MOU and Salary Resolution Amendment as to form.
ENVIRONMENTAL FINDINGS
By the definition provided in the California Environmental Quality Act Guidelines Section 15378 this item does not qualify as a “project” and is therefore exempt from the California Environmental Quality Act requirements.
LOCAL PREFERENCE
Local preference is not implicated because this item does not involve public contracting or bidding with the City of Fresno.
FISCAL IMPACT
Approval of the MOU and Salary Resolution Amendment will result in estimated additional salary and benefit expenses of $1,805,885 to the General Fund and $2,824,771 to All Funds in FY25 for the term of the MOU, which expires June 15, 2025, and an additional cost of $2,150,212 in deferred liabilities in future years.
Attachments:
City of Fresno and FCEA MOU - Redline
City of Fresno and FCEA MOU - Final
Costing for Proposed FCEA MOU
Resolution - Fourth Amendment to FY 2025 Salary Resolution No. 2024-120
Salary Tables - Fourth Amendment to FY 2025 Salary Resolution No. 2024-120 - Redline
Salary Tables - Fourth Amendment to FY 2025 Salary Resolution No. 2024-120 - Final