Agenda - Council - 12/09/2014 - Laserfiche WebLink

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hours per week or more. Wages Staff recommends, and has accounted for, a 2% cost of living -adjustment (COLA) in the 2015 budget and will account for a 2% COLA in 2016. Staff has reviewed the most recent COLA data and found that cities are coming in at an average COLA of 2%. Staff recommends a 2% COLA be authorized for the AFSCME employee group in 2015 and 2016 in order to maintain a completive compensation package and proactively retain the city's talent. The 2% COLA in 2015 and 2016 is the same amount offered to the other employee groups. Uniforms: Staff recommends the following changes to the previous Memorandum of Understanding (MOU) which allowed for a maximum of a $525.00 stipend annually. The current proposal is to continue the MOU as follows: Increase the clothing stipend (excluding boots) by 5%. Clothing stipend, including logo-ing, will be $375.00 ($525.00 less $150.00/boots) o $375.00 x 5%= $18.75 o The 2015-2016 clothing stipend will be $393.75 (375.00 + $18.75) • The City will include the Building Inspections Technician position and Building Inspectors with the MOU at the amount paid to the Police Department clerical staff. Police Department clerical staff will receive $140.00 via a payroll stipend - annually; new hires will be fronted their stipend upon hire. • City will provide OSHA approved boots for Public Works Maintenance Workers, Engineering Technicians, Building Inspections Technicians, and Building Inspectors- all meeting OSHA standards and Department policy. • City will provide OSHA approved coats for Public Works Maintenance Workers, Engineering Technicians, Building Inspections Technicians, and Building Inspectors. Seasonal Employees Upon proposal by the employer, each division (Parks, Streets, and Utilities), may employ up to two temporary seasonals in each area per calendar year -- (no more than 6 in total) hirable at 80% of step one Public Works Maintenance Worker wage scale, as AFSCME members, with no benefits, no recall rights, and -- if hired as a regular employee, no time credited toward probation. Notification: The City will address the following housekeeping items: 1) The City will provide clarifying / updated language throughout the contract for purposes of increasing readability, including, but not limited to, clarifying the current on -call policy language, 2) the City will research specific AFSCME positions to identify potential gaps in comparable pay, and 3) The City will continue working with the Labor Management Committee to improve the current Sick Leave for Wellness policy and will bring any changes forward to the City Council for their consideration at a futuare meeting. Funding Source: The funding required to settle the first year of a 2-year contract with AFSMCE is included in the 2015 budget. The funding required to settle the second year of the 2-year contract will be accounted for in the 2016 budgeting process. Recommendation: Adopt resolution #14-12-257 to settle a 2-year labor agreement with AFSCME. Action: Motion to adopt resolution #14-12-257 to settle a 2-year labor agreement with AFSCME. Attachments Resolution 14-12-257