To: MAYOR AND CITY COUNCIL
From: DIANE STRICKFADEN, DIRECTOR OF HUMAN RESOURCES
TITLE
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ADOPT BY TITLE ONLY RESOLUTION NO. CC-2403-016, A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF REDONDO BEACH, CALIFORNIA, ADOPTING A MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF REDONDO BEACH AND THE REDONDO BEACH PROFESSIONAL AND SUPERVISORY ASSOCIATION, FROM JANUARY 1, 2024 THROUGH DECEMBER 31, 2026
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EXECUTIVE SUMMARY
City representatives and members of the Redondo Beach Professional and Supervisory Association (RBPSA) have collaboratively met and conferred in good faith, and have reached a three-year agreement for a successor Memorandum of Understanding (MOU), for the period January 1, 2024 through December 31, 2026.
The attached Resolution will provide represented members with the following enhanced terms and conditions of employment:
1) Effective January 27, 2024, a 5.5% increase to base salary
2) In January 2025, an increase of 8% to the top of the pay scale range
3) In January 2026, an increase of 2% to base salary
4) An increase of 5% to the top end of the range for the job classification of Crime Analyst
5) A 5% range adjustment (base salary increase) to address compaction for the classifications of Public Works Supervisor, Superintendent, and Manager
6) An increase of 10% to the top end of the range for the job classification of Police Records Manager
7) A 10% range adjustment for the job classifications of Public Safety Communications Manager and Communications Supervisor, with a requirement that employees in the classifications obtain Emergency Medical Dispatch certification as part of the job
8) Increases to monthly City health insurance contributions in February 2024, January 2025, and January 2026, consistent with other City bargaining units
9) Increases to the ability to cash out General Leave
10) Boot allowances of $250 per year for Public Works employees required to wear boots in the field or required by OSHA
11) Continuation of three December “holiday closures” (additional paid holidays off in December 2024, 2025, and 2026
12) MOU Clean-Up (Insertion of language regarding the previously approved referral bonus program and job classifications; revisions of language regarding evaluations and the usage of holiday time)
The projected cost of the agreement for the current fiscal year is $270,667 and the total ongoing cost, beginning in Year 3, is $1,394,432. The PSA unit has 61 active employees and represents a diverse range of job classifications.
BACKGROUND
City and RBPSA representatives have engaged in good faith negotiations to prepare this successor MOU. The existing MOU between the City and the RBPSA group was a three-year contract which expired on December 31, 2023. The previous Agreement provided a 1% base salary increase in 2022 and a 2% base salary increase in 2023, along with increases to health insurance contributions and continuation of the City’s “holiday closure” (three additional December holidays between Christmas and New Year’s Day during each year of the Agreement).
This successor MOU, if approved, will maintain the existing terms and conditions of employment, with the following changes:
Term: Three years, from January 1, 2024 through December 31, 2026.
Salaries: Represented employees will receive a 5.5% increase to base salary effective January 27, 2024, which was the first day of the pay period in which the agreement was ratified by the membership. Additionally, in the first full pay period of January 2025, all job classifications in the MOU will receive an 8% increase to the top of the salary range. In the first full pay period of January 2026, employees will receive a 2% base salary increase.
Market Adjustments: Effective January 27, 2024, the following job classifications will see market adjustments based on a recently completed classification and compensation survey:
• Crime Analyst (5% adjustment to the top of the range)
• Police Records Manager (10% adjustment to the top of the range)
• Public Safety Communications Manager and Communications Supervisor (10% range adjustments with a requirement for Emergency Medical Dispatch certification as part of the job)
• Public Works Supervisor, Superintendent, and Public Works Manager (5% range adjustments to address compaction following recent increases in the Teamsters bargaining unit)
Health Contributions: In February 2024, represented employees will receive a $50, $100, or $150 per month increase to their monthly health insurance contributions, for employee, employee plus one, and family coverages. In January 2025 and January 2026, employees will receive additional increases in the same amounts, to maintain their coverage at the same level as the City’s other bargaining units.
General Leave Cashout: Employees will be able to increase their general leave cash out from 60 hours to 80 hours per year.
Holiday Closures: Employees will receive three additional paid holidays each December in 2024, 2025, and 2026. City Hall offices will be closed on these days, as has occurred many times over the past several years.
Residency Requirement: Communications Supervisors and Managers must now live within a Southern California County, in order to be available for emergency response, consistent with the POA and PMU MOUs.
MOU Clean-Up: The City Council previously approved programs regarding a Lateral Incentive Bonus for Communications Supervisors and Managers, a referral bonus for PSA employees who refer dispatchers or police officers, along with four new PSA job classifications of Senior Accountant, GIS Analyst, Waterfront and Economic Development Manager, and Technical Theater Specialist. These items are being inserted into the MOU along with other “clean up” language regarding evaluations, paid sick leave, and bereavement leave, in accordance with new California laws.
The provisions in this MOU were approved by the PSA Board and ratified by the bargaining unit on February 7, 2024.
The PSA currently has 61 active employees and represents a wide range of job classifications such as Administrative Analyst, Librarian, Communications Supervisor, Assistant Civil Engineer, and Cultural Arts Manager. The Resolution reflects a significant investment in the City’s professional and supervisory employees and was reached in recognition of the recent salary survey with comparative cities. Approval of this Resolution will make Redondo Beach a more attractive employer and help retain critical service personnel.
COORDINATION
This report was prepared by the Human Resources Department. The Resolution was approved as to form by the City Attorney’s Office.
FISCAL IMPACT
The FY 2023-24 cost of the Agreement is $270,667 and shall be funded from the existing funds set aside in the current budget. The ongoing annual costs beginning in 2026 (Year 3 of the Agreement) total approximately $1,394,432 and will be incorporated in future budgets.
APPROVED BY:
Mike Witzansky, City Manager
ATTACHMENTS
• Reso - No. 2403-016 Adopting a MOU Between the City of Redondo Beach and the Redondo Beach Professional and Supervisory Association
• Memorandum of Understanding - Redondo Beach Professional and Supervisory Association