HomeMy WebLinkAboutStaff Report 4.B 09/19/2016DATE:
September 19, 2016
Agenda Item #4.B
TO: Honorable Mayor and Members of the City Council through City Manager
FROM: Dianne Dinsmore, Human Resources Director
SUBJECT: Resolution Ratifying The Memoranda Of Understanding Executed By The Duly
Authorized Representatives Of The City Of Petaluma And The Petaluma
Professional And Mid - Managers Association For Employees Of Unit 4
(Professional), Unit 9 (Mid- Managers), And Unit 11 (Confidential)
RECOMMENDATION
It is recommended that the City Council adopt the attached Resolution Ratifying The
Memoranda Of Understanding Executed By The Duly Authorized Representatives Of The City
Of Petaluma And The Petaluma Professional And Mid - Managers Association For Employees Of
Unit 4 (Professional), Unit 9 (Mid - Managers), And Unit 11 (Confidential).
BACKGROUND
The Petaluma Professional and Mid - Managers Association's (PPMMA) Memorandums of
Understanding (MOUs) for Unit 4 (Professional), Unit 9 (Mid - Managers), and Unit 11
(Confidential) expired on June 30, 2016. The City has met and conferred with Association
representatives and has reached a three year agreement with the Association over the terms and
conditions of employment for the contract period of July 1, 2016 through June 30, 2019. The
Tentative Agreement can be found at Attachment 1.
DISCUSSION
The City and the Association met over a period of three months. Prior to commencement of
negotiations, the parties agreed to comparator agencies and jointly conducted a compensation
survey as stipulated in the expired MOUs, which provided that "The parties agree that the
completion of the study in no way obligates the City to a pre - determined level of pay. Rather the City
and the Association agree that review of compensation and benefits packages of comparator agencies
is a valuable exercise when developing salary and benefits recommendations for Petaluma
employees." The study found the majority of professionals and mid - managers were more than 5%
below the average of the comparator agencies, with a significant number more than 10% below. For
a summary of the results of the compensation study, see Attachment A to the Tentative Agreement.
The primary elements of the Agreement follow:
Compensation
The results of this study were given particular weight in the compensation agreement reached by
the parties. No Cost of Living Adjustment was included in the Agreement. The shared goal of the
parties was to focus on equity and move toward average, even if average was not attainable
given the City's financial resources. The Agreement takes the first step toward this goal, granting
equity adjustments of 7 %, 5 %, 3 %, or 1% depending on a classification's position with respect to
the average of the surveyed agencies.
Category (Range)
% Increase
15% or >
7%
10% or > to 14.99%
5%
5% or > to 9.99%
3%
1% or > to 4.99%
1 %
At or above average
0%
In addition, the parties recognized living expenses are rising. Therefore, employees at or above
the average of the comparators were granted a $3,162 one -time, non - PERSable signing bonus.
Employees who received an equity adjustment were granted a $1,162 one -time, non - PERSable
signing bonus.
The parties agreed to a re- opener for the sole purpose of discussing whether a potential wage
adjustment will take place in Years 2 and /or 3 of the Agreement.
Retirement
PPMMA also agreed to pay an additional 3% toward PERS retirement starting in Year 1 of the
Agreement and an additional 1% in Year 3. Concurrent with employees increasing their
contribution to PERS, the salary range of all PPMMA- represented classifications will be raised
by 3% in Year 1 and 0.75% in Year 3.
Health Benefits
The City contribution for medical insurance remains the same as in the expired Agreement:
Level
City Contribution
Employee Only
$700.95
Employee + 1
$1,389.95
Employee + 2 or more
$1,803.34
The parties agreed to a re- opener for the sole purpose of discussing whether a potential change in
the City contribution will take place in calendar years 2018 and /or 2019 if the Kaiser premium
increases more than 5% over the prior year.
Dental and Vision
The maximum lifetime benefit for orthodontia was increased from $1,000 to $2,000. The
maximum benefit for flames was increased from $120 to $180 and lenses from $200 to $300.
Holidays
Most City employees not in 24/7 operations like Police and Fire work a regular schedule of ten
hours a day, four days a week, or nine hours a day five days a week, with every other Friday off.
Holiday pay was eight hours, meaning an employee was required to use two hours of leave for
every holiday if s/he worked a 4/10 schedule. The Agreement provides that fixed holidays will
now be paid based on the employee's regular work shift rather than a flat eight hours.
I
Cost Saving Agreements
Medical Cash Back
Currently employees receive half of the City contribution for medical and /or dental insurance at
the level s /he is eligible if the employee waives his /her coverage under the City's health and /or
dental benefits and provides written verification of health and /or dental benefits insurance coverage
from another source.
The parties agreed that medical cash back for all employees hired on or after October 1, 2016
shall be a flat amount of $400 and cash back for dental was discontinued.
Administrative Leave Payout
PPMMA agreed to reduce the number of hours of Administrative Leave mid - managers may cash
out at the end of each fiscal year from 40 hours to 20 hours.
FINANCIAL IMPACTS
The estimated net cost of the Agreement is $62,575 in the General Fund (GF) and $108,800 non-
General Fund (NGF) in Year 1, $37,233 GF and $74,579 NGF in Year 2, and $37,761 GF and
$75,616 NGF in Year 3. Ongoing resources related to fee updates, along with one -time revenues
received related to real property transfer taxes and mandated cost reimbursements have been
identified to fund the recommended costs.
The cost for the equity adjustments is estimated to be $39,750 annually in the GF and $78,000
NGF. The cost of the one -time non- PERSable signing bonuses is $25,850 GF and $35,150 NGF.
The City is self - funded for dental and vision. Costs associated with improvements in the
orthodontia and vision benefits are negligible.
Savings from the reduction in Administrative Leave cash out is estimated to be $3,025 GF and
$4,350 NGF. Savings from Medical Cash Back will occur as employees retire and new
employees are hired. To give an idea of the scale of savings, consider that if all employees
currently receiving Medical Cash Back were to receive the new benefit of a flat $400, the all
funds savings would be approximately $32,000 per year.
ATTACHMENTS
1. Tentative Agreement between the City of Petaluma and Petaluma Professional and Mid -
Managers Association, Unit 4, 9 and 11
3. Resolution
M Items listed below are large in volume and are not attached to this report, but may be viewed
in the City Clerk's office.
• Exhibit A, MOUs for Units 4, 9 and 11 for FY 2014 -2016
3
ATTACHMENT 1
PPMMA TENTATIVE AGREEMENT
August 17, 2016
Item
Tentative Agreement
Term
3 year term, July 1, 2016 through June 30, 2019
Annual Actuarial
Valuation
The City will provide PPMMA with a copy of the annual actuarial
valuation provided by Ca1PERS and other relevant correspondence from
CalPERS directly relating to o the Ca1PERS contract covering members
within ten (10) business days of receipt.
Salaries
Effective September 12 2016, those classifications currently filled, who
receive an equity adjustment for FY 2016 -2017, shall receive a one -time
non - PERSable signing bonus of $1,162.00, payable the first full pay
period following approval by the City Council.
Those classifications currently filled who did NOT receive an equity
adjustment for FY 2016 -2017 shall receive a one -time non - PERSable
signing bonus of $3,162.00, effective the first full pay period following
approval by the City Council.
Note: if authority is granted to City negotiators by Council on 9/12/16, signing
bonuses shall be $3,162 and $1,162, respectively. This additional $162 per person is
not a formal tentative agreement at this time (8/17/16).
Effective September 12 2016 and concurrent with all members pang an
additional three percent 3 %) towards PERS retirement, for a total
contribution of ten percent (10 %) all unit members shall receive a 3%
base wage increase.
Effective the first full pay period in July 2018, and concurrent with all
members paying an additional one percent (I%) towards PERS
retirement for a total contribution of eleven percent (11%), all unit
members shall receive a point seven -five percent 0.75 %) base wage
increase.
Note: if authority is granted to City negotiators by Council on 9/12/16, concurrent
with the employee paying an additional one percent (1 %) of the employer's share
of PERS, for a total employee contribution of eleven percent (11 %), employee shall
receive a point seventy -five percent (0.75 %) base wage increase. This additional
0.75% employee base wage increase is not a formal tentative agreement at this
time (8/17/16).
Parties agree to re -open negotiations in April 2017 and April 2018 for the
sole purpose of discussing whether a potential wage adjustment will take
place for Fiscal Year 17/18 and /or Fiscal Year 18/19 (specifically for
increase wage only). Wage increase can take the form of a COLA, equity
adjustment based on a total compensation survey, or other financial
payment.
Holidays
Fixed holidays currently provided for in the MOU will be based on the
employee's regular work shift. For example, if an employee works a
4/10 schedule, s /he shall receive ten (10) hours of pay for the holiday. If
an employee works a 9/80 schedule, s /he shall receive nine (9) hours of
pay for the holidU, or eight (8) hours pay if the holiday falls on their
regularly scheduled eight (8) hour workday as part of their 9/80 schedule.
If an employee works a 5/8 schedule (five days /week, eight hours /day.
s/he shall receive eight (8 ) hours of pay for the holiday. The same shall
be true for any employee whose regular work week is fewer than forty
(40) hours per week, except that no such employee shall receive more
than eight (8) hours of pay for the holiday.
Personal Leave
(formerly Floating
Holiday)
During the fiscal year, the City will authorize one (1` "Floating 14 liday»
eight (8) hours of Personal Leave per employee, which may be taken by
the employee at a time selected by the employee, subject to operational
requirements and approval as determined by the City. Employees hired
between July 1 and December 31 will be eligible for a "Fleatin g
I " Personal Leave during the course of the fiscal year. Personal
Leave is limited to eight (8) hours and may not be carried over to the next
fiscal year.
Personal Leave After
20 Years of Service
After completion of twenty years of service, an employee shall
_(20)
receive an additional eight (8) hours of Personal Leave per fiscal year,
which may be taken by the employee at a time selected by the employee,
subject to operational requirements and approval as determined by the
City. The additional eight (8) hours of Personal Leave may not be carried
over to the next fiscal .year.
Administrative Leave
Payout
(exempt members only)
Annual Payment for Unused Leave. Employees shall receive payment
for up to twenty (20) -off (40) hours of unused administrative leave at
the end of the fiscal year. Payment shall be at the employee's base pay
rate as of June 30. Payment shall be made on the last pay period of the
fiscal year.
Health Benefits —
Active Employees
Employee Contribution.
Employees shall contribute to his/her Ca1PERS Health Premium in the
amounts less the City's PEMHCA contribution and less the additional
benefit paid by the City.
If the Kaiser premium increases more than five percent (5 %) over the
2017 rate, there shall be a re- opener in July 2017, but no later than
October 2017, for the sole purpose of discussing whether a potential
change in n City Additional Contribution will take place for Benefit Year
beginning January anuary 1, 2018.
If the Kaiser premium increases more than five percent (5 %) over the
2018 rate there shall be a re- opener in July 2018, but no later than
October 2018 for the sole purpose of discussing whether a potential
change in City Additional Contribution will take place for Benefit Year
beginning January anuary 1, 2019.
PEMHCA
Contribution Chart
Calendar
Year
City Monthly
PEMHCA
Contribution
City Cash Retiree Benefit
Total
Benefit
Amount
2015
$122.00
$18.00
$140.00
2016
$125.00
$15.00
$140.00
2017
v GaIPERS
$128.00
$140.00
PE-A414 GA minus
n oenfttibution
$12.00
2018
Minimum PEMHCA
Total benefit amount of $140.00
$140.00
contribution as set by
minus the City monthly PEMHC
Ca1PERS.
contribution
2019
Minimum PEMHCA
Total benefit amount of $140.00
$140.00
contribution as set by
minus the City monUhly PEMHCJ
Ca1PERS.
contribution
CalPERS System
Effective September 12, 2016, all employees shall pay an additional three
percent (3 %) towards PERS retirement. For Classic members, this three
percent (3 %) is added to the current seven percent 7 %) employee
contribution for a total employee contribution of ten percent (10 %).
Employees subject to the PEPRA formula shall also pay an additional
three percent (3 %) on top of their required employee contribution, which
is currently 6.25% but is subject to change by PERS.
Effective the first full pay period in July 2018, all employees shall pay an
additional one percent 1 %) toward PERS retirement. For Classic
members this one percent (1 %) added to the current ten percent (10 %)
employee contribution for a total employee contribution of eleven
percent (11 %). Employees subject to the PEPRA formula shall also paY
an additional one percent (1 %) on top of their required employee
contribution which is currently 6.25% but is subject to change by PERS.
Note: if authority granted to City negotiators by City Council on 9/12/16,
employees shall pay an additional one percent (1 %) of the employer's share of
PERS, for a total employee contribution of eleven percent (11 %). This additional
1% employee contribution is not a formal tentative agreement at this time
(8/17/16).
The parties shall work collaboratively to Medite formal adoption of a
contract amendment with CaIPERS to reflect this cost - sharing agreement
under which the employee is pang a portion of the employer
contribution to PERS.
Optional Settlement 2W and 1959 Survivor Level 4
Actuarials from PERS necessary for evaluating PPMMA's proposal to
add Optional Settlement 2W and 1959 Survivor Level 4 benefits were not
complete at the time a Tentative Agreement was reached. The parties
agree to discuss during the he April 2017 wage reopener whether these
enhancements will be added to the options available to PPMMA
members.
Medical Cash Back
For All Employees Hired On or After October 1, 2016:
For all employees hired on or after October 1, 2016, the cash in -lieu
amount for health benefits shall be $400.00 per month. Employees shall
not be eligible for cash in -lieu for dental benefits.
Upon declining medical insurance, the employee will be required to meet
the terns and conditions regarding the he City's medical plan. If an
employee decides to stop receiving the medical cash back and wishes to
re- enroll into the City's medical plan, then s/he must meet the current
terms and conditions of the City medical plan. The City cannot
guarantee that once the employee leaves a particular medical plan, s/he
may be able to re- enroll in his/her prior plan and under the same terms
and conditions of his/her prior plan.
Dental Insurance
The City shall provide a dental plan for the tern of the Memorandum of
Understanding and pay the total premium costs for the employee and
eligible dependents. The maximum benefit amount is two thousand
dollars ($2,000.00) per person per calendar year. Oi4hodonfi , eover -age
be for dependent the
shall provided ehildreft under-
age of ninetem (19)
$1,000 life4i
you
pef per-son). Orthodontic coverage shall be provided at 50% of
the dentist's allowed fee (subject to a $2,000 lifetime maximum per
person). Dependent children are eligible for dental and orthodontic
coverage from birth to age 19, or to age 23 if enrolled as full -time
students in an accredited school, college or university.
Vision Insurance
The City shall provide a vision plan for employees and eligible
dependents. The cost shall be paid for by the City. Employees are
eligible for eye exams every twelve (12) months with a twenty -five dollar
($25.00) deductible. Frames are available every twelve (12) months with
a maximum benefit of one hundred tweni eighty dollars ($120.00)
($180.00) and lenses are available every twelve (12) months with a
maximum benefit of two three hundred dollars ��. ) ($300.00).
Retiree Health Savings
Remove from MOU; this continues to be unfeasible into the foreseeable
Account
future.
Layoff and Recall
Should the City decide, for labor cost - control reasons, to permanently
eliminate bargaining Unit work by permanently replacing existing
bargaining Unit positions with contract or subcontract employees to do
the same work under similar conditions of employment ( "Work
Elimination "), the City grees to provide PPMMA leadership notice of
potential layoffs no later than 30 days prior to the anticipated effective
date. City will issue notices of layoff to the impacted employees no later
than 21 days prior to the effective date of lames n„+i f . the employees
elimina tion, in
fourteen (1 4) .1.,<.�rto inVlemepAatien the
of work
order to allow the employees to meet and confer with respect to the
effects of the proposed action upon the employees and to propose
effective economical methods, if any, by which such work could continue
to be provided by the City's own employees. The City will encourage
contract firms to provide laid off employees' preference in hiring for
contract work.
Layoff — Employee Notification
Employees to be laid off shall be given at least f tifte °r (14) twenty -one
21) calendar days' prior notice.
Comparator Agencies
Eliminate entire section; it talked about establishing the agencies; replace
with:
On November 2 2015, the City Council approved comparator agencies
for most PPMMA classifications. Criteria used was based on population;
proximity to Petaluma as a direct competitor; median household income
and cost of housing; zip code analysis of City's pplication pool;
agencies PPMMA employees left Petaluma for over the last 3 years;
number of authorized positions in agencies; number of classifications
matching _PPMMA classifications; services provided.
Fairfield Napa Novato
San Rafael Santa Rosa Vacaville
Vallejo Walnut Creek Marin County
Sonoma County
On March 7 2016, the City Council approved comparator agencies for
classifications in Airport, Transit, and Wastewater using the same basic
criteria.
Airport Transit Wastewater
Ukiah Fairfield City of Santa Rosa
Watsonville Vacaville Vacaville
Marin County Marin Transit Sonoma County Water
AgencX
Napa County Sonoma County Transit Central Marin Sanitation
District
Solano County Vallejo Sanitation District
Yuba County
Compensation Study
Following establishment of comparator agencies, the parties shall form
,l 11 d an
an .onun�# .. and jointly ... ..+ . ..mY°nsat.„n study
update the classification specifications of the classifications represented
by PPMMA. Both parties agree to work jointly to update job
descriptions, with the goal of completion and approval by the Council by
June 30, 2017. City agrees to update the compensation survey by January
31,2019 ' using the same comparator agencies and the same criteria used
in the July 1, 2016 survey. The compensation study will be completed
prior to commencement of negotiations for a successor MOU to this
Agreement. The parties agree that the completion of the study in no way
obligates the City to a pre - determined level of pay. Rather the City and
the Association agree that review of compensation and benefits packages
of comparator agencies is a valuable exercise when developing salary and
benefits recommendations for Petaluma employees.
Attachment A summarizes the positions of PPMMA - represented
classifications against the average of the comparator agencies. Equity
adjustments, effective September 12, 2016, are as follows:
• Classifications that are 15% or more below average shall receive a 7%
equity adjustment
• Classifications that are 10% to 14.99% below average shall receive a
5% equity adjustment.
• Classifications that are 5% to 9.99% below average shall receive a 3%
equity adjustment.
• Classifications that are 1% to 4.99% below average shall receive a 1%
equity adjustment.
• Classifications that are 0% below average or above average shall
receive no equity adjustment.
Note: if authority is granted to City negotiators by Council on 9/12/16,
classifications that are greater than 0% but less than 5% below average shall
receive a 1% equity adjustment. This 1% adjustment is not a formal tentative
agreement at this time (8/17/16).
Flexibly Staffed
Flexibly staffed classifications are those so defined by adopted class
specifications. Advancement from one level of a flexibly staffed
Classifications
classification to the next level of a flexibly staffed classification (e.g.,
from Management Analyst I to Management Analyst II) may occur when
a position is authorized at the higher level but filled at the lower level and
there is a department need. At such time, upon the request of the
Department Director and approval by the City Manager, incumbents may
advance to the higher level upon attainment of the required training,
education, and /or experience, who have demonstrated proficiency in
member's area of assignment. The requirements for advancement within
a flexibly staffed series are those established by the adopted job
specification.
Attachment A to
Attached following signature page
MOUs - Compensation
Chart
Exhibit A to MOUs —
salary charts will be updated with new charts as follows after Council
Salary Charts
approval:
• July 1— September 11, 2016 — existing salaries
• September 12, 2016 through June 30, 2017 — pick up equity
adjustments and 3% base wage increase
• July 1, 2018 through June 30, 2019 — pick up additional 0.75% base
wage increase
Any compensation that may be awarded from re- openers would require
charts to be updated as applicable.
10
Attachment A
July 1, 2016 Compensation Survey
Unit
Classification
Mastagni Survey:
Category
%
Signing
% below avg total
(Range)
Increase
Bonus
compensation
9
Airport Division Manager
- 46.94%
15% or>
7%
$ 1,162.00
9
IT Manager
- 27.98%
15% or >
7%
$ 1,162.00
9
Water Recycling Plant Ops Supv
- 27.69%
15% or>
7%
$ 1,162.00
9
Environmental Services Manager
- 26.64%
15% or >
7%
$ 1,162.00
9
Chief Building Official
- 19.10%
15% or>
7%
$ 1,162.00
4
Accountant Analyst
- 14.04%
10% or> to 1499%
5%
$ 1,162.00
4
Recreation Coordinator
- 12.77%
10% or> to 14.99%
5%
$ 1,162.00
4
Recreation Coordinator
- 12.77%
10% or> to 14.99%
5%
$ 1,162.00
4
Recreation Coordinator
- 12.77%
10% or> to 14.99%
5%
$ 1,162.00
9
Parks & Facilities Manager
- 12.54%
10% or> to 14.99%
5%
$ 1,162.00
4
Management Analyst II
- 12.53%
10% or> to 14.99%
5%
$ 1,162.00
9
Operations Manager
- 12.46%
10% or> to 14.99%
5%
$ 1,162.00
11
HR Analyst II vacant
- 11.84% 0
10% or > to 14.99%
5% 0
0
4
Programmer Analyst
- 9.69%
5% or> to 9.99%
3%
$ 1,162.00
9
City Engineer
-9.54%
5% or > to 9.99%
3%
$ 1,162.00
9
Asst Operations Mgr - Utilities
-9.50%
5% or > to 9.99%
3%
$ 1,162.00
4
Asst Engineer vacant
- 8.74%
5% or > to 9.99 %'
` 3%
0
9
Asst Operations Mgr -PW
-7.38%
5% or> to 9.99%
3%
$ 1,162.00
9
Housing Administrator
- 7.37%
5% or> to 9.99%
3%
$ 1,162.00
4
Accountant vacant
- 7.31%
5% or > to 9.991/o
3%
0
11
Accountant
- 7.31%
5% or> to 9.99%
3%
$ 1,162.00
9
Senior Planner
- 6.92%
5% or > to 9.99%
3%
$ 1,162.00
9
Principal Financial Analyst
- 5.79%
5% or > to 9.99%
3%
$ 1,162.00
4
Associate Civil Engineer
- 5.34%
5% or > to 9.99%
3%
$ 1,162.00
4
Associate Civil Engineer
-5.34%
5% or> to 9.99%
3%
$ 1,162.00
9
Senior Civil Engineer
- 4.65%
1% or > to 4.99%
1%
$ 1,162.00
9
Senior Civil Engineer
-4.65%
1 % or > to 4.99%
1%
$ 1,162.00
9
Senior Civil Engineer
- 4.65%
1% or > to 4.99%
1%
$ 1,162.00
9
Commercial Services Mgr
-3.18%
1 % or> to 4.99%
1 %
$ 1,162.00
9
Transit Manager
-2.28%
1 % or> to 4.99%
1 %
$ 1,162.00
11
Exec. Asst to City Manager
- 1.19%
1% or > to 4.99%
1%
$ 1,162.00
9
Econ Development Mgr
0.49%
above avg total comp
0
$ 3,162.00
9
GIS Manager
3.07%
above avg total comp
0
$ 3,162.00
11
Legal Assistant
3.57%
above avg total comp
0
$ 3,162.00
4
Senior Accountant
5.30%
above avg total comp
0
$ 3,162.00
4
Enviro Services Analyst
not studied - 0%
0
$ 3,162.00
4
Neighborhood Presv. Coord.
not studied - 0%
0
$ 3,162.00
9
Enviro Services Supervisor
not studied - 0%
0
$ 3,162.00
9
Recreation Supervisor vacant
not studied - 0%
0
0
9
Deputy Dir. PW &U
not studied - 0%
0
$ 3,162.00
4
Project Manager
not studied - 0%
0
$ 3,162.00
4
Senior Lab Analyst vacant
not studied - 0%
0
0
11
ATTACHMENT 2
RESOLUTION RATIFYING THE MEMORANDA OF UNDERSTANDING EXECUTED
BY THE DULY AUTHORIZED REPRESENTATIVES OF THE CITY OF PETALUMA
AND THE PETALUMA PROFESSIONAL AND MID - MANAGERS ASSOCIATION
FOR EMPLOYEES OF UNIT 4 (PROFESSIONAL),
UNIT 9 (MID - MANAGERS), AND UNIT 11 (CONFIDENTIAL)
WHEREAS, the City of Petaluma, through its duly authorized representatives, and the Petaluma
Professional and Mid - Managers Association ( PPMMA), through its duly authorized representatives, have
concluded their mutual obligation to meet and confer in good faith with respect to terms and conditions of
employment for the employees of Units 4, 9 and 11 in accordance with the Meyers- Milias -Brown Act and
the City's Employer- Employee Relations, Rules and Regulations (Resolution No. 55412 N.C.S.); and
WHEREAS, the duly authorized representatives of the City and the PPMMA have executed
Memoranda of Understanding pursuant to Section 15, Resolution No. 5512 N.C.S. and recommend their
approval by the City Council; and
WHEREAS, the City Manager, pursuant to Section 28 of the Charter of the City of Petaluma,
and as the City's Municipal Employees' Relations Officer (Resolution No. 5375 N.C.S.), is required and
empowered to make a recommendation to the City Council on matters related to employees'
compensation; and
WHEREAS, the City Manager has reviewed and concurs with said Memoranda of
Understanding for Unit 4, 9 and 11 and does recommend that the City Council ratify said Memoranda of
Understanding.
NOW, THEREFORE, BE IT RESOLVED that the Memoranda of Understanding, being in the
best interests of the City of Petaluma, is ratified and the terms and conditions of said Memoranda of
Understanding, attached to and incorporated as Exhibit A, shall be effective July 1, 2016 through
June 30, 2019.
12
IIC
Memoranda of Understanding
Unit 4 — Professional
Unit 9 — Mid - Managers
Unit 11— Confidential
13