To: Contra Costa County Housing Authority Board of Commissioners
From: Joseph Villarreal, Executive Director
Report Title: APPROVE MEMORANDUM OF UNDERSTANDING WITH PUBLIC EMPLOYEES’ UNION, LOCAL #1/AFSCME AND ESTABLISH WAGE AND NON-HEALTHCARE BENEFIT ENHANCEMENTS FOR REPRESENTED EMPLOYEES
☐Recommendation of the County Administrator ☐ Recommendation of Board Committee
RECOMMENDATIONS:
ADPOT Resolution No. 5260 approving the Successor Memorandum of Understanding (MOU) with Public Employees Union, Local #1/AFSCME, providing for wages, non-healthcare benefits, and other employment conditions for the term of July 1, 2024, through June 30, 2027.
BACKGROUND:
Negotiations with Public Employees Union, Local #1/AFSME (Union) for a successor MOU began on April 15, 2024. On June 26, 2024, the parties reached a tentative agreement for a Memorandum of Understanding (MOU) for the period July 1, 2024, through June 30, 2027. The new MOU provides for the following:
• A one-time lump sum ratification payment of Two Thousand Five Hundred Dollars ($2,500) for each member of the bargaining unit effective upon Board ratification.
• A one-time, five and one-half percent (5.5%) market equity adjustment for all classifications effective upon Board ratification.
• A five percent (5%) cost of living adjustment effective upon Board ratification; a five percent (5%) cost of living adjustment effective the first full pay period including July 1, 2025, and a five percent (5%) cost of living adjustment effective first full pay period including July 1, 2026.
• Increase vision reimbursement to Six Hundred Dollars ($600.00) for the 3-year term of the MOU and update in MOU Section 25.8.
• Effective January 1, 2025, increase of annual Personal Holiday Leave to 40 hours and update in MOU Section 9.1.
• Effective upon Board ratification, a salary differential of One Hundred Dollars ($100.00) per month paid to employees utilizing verbal bilingual proficiency or Two Hundred Dollars ($200.00) per month paid to employees utilizing bilingual verbal and written proficiency and update in MOU Section 30.1.
• Update language throughout MOU to reflect gender neutrality.
• Update Preamble Section MOU made and entered into as of the 1st day of July 2024. Update language throughout MOU where Local #1/AFSCME is referenced to “Union”. Update language throughout MOU where Housing Authority is referenced to “Authority”.
• Update Section 1 Recognition to state “Public Employees’ Union”, Local #1/AFSCME.
• Amends definition of harassment and discrimination in MOU Section 4.
• Update language in MOU Section 6.4 on Unit Authorized Leave to include “to attend training related to Authority related Union issues”.
• Move “Seniority shall not accrue during periods of leave without pay after an absence of six months” from Section 7.1 to 7.2.
• Under Section 9 Holidays Observed add “Juneteeth” and remove “floating”.
• Update “property” to “Asset Management Project (AMP)” in Section 10.5.
• Edit “pay off” to read as “payoff” in Section 10.6 Vacation Pay Option.
• Update department to “reporting Supervisor or Department Director” in Section 11.3.
• Reorganize paragraphs in Section 11.3 Sick Leave Use for clarity.
• Remove Section 11.6, information available in 11.3 Sick Leave Use.
• Remove “off” and add “vacation” in Section 12 Workers’ Compensation.
• Remove “floating” and update with “personal” in Section 13.1.
• Update department to “manager or director” under Section 13.2 Witness Duty.
• Update Section 14.1 Leaves of Absence without Pay and add “in writing” to “Human Resources”, “The Request”, “submitted” and “, or upon receipt of knowledge of extended leave date, whichever is sooner”.
• Update 14.2 and add “Extended”, “that are not otherwise covered by FMLA, CFRA, and PDL”.
• Add Section 14.3 “Leave of Absence Ongoing and Return to Work Status”.
• Add Section 14.4 “Accruals During Leave Without Pay”.
• Under Section 15.7 add return-to-work note requirement.
• Update Section 16 Bereavement Leave add covered immediate family members and update to reflect 90-day utilization requirement per CA labor law.
• Update Section 23.5 to update Life and Accidental Death & Dismemberment Plan benefit.
• Update Section 24 Overtime to include “based on qualifications”.
• Update Section 25.3 to include “The grievance may be submitted verbally” and “the requirements of the Formal Presentation”.
• Add “Full Disclosure” to Section 25.4.
• Update Section 26.4 to reflect current practice, employees shall be provided with written notice.
• Add “or Asset Management Project (AMP)” in Section 27.
• Update Section 27.6 to include “involuntary” throughout the section to clarify procedure.
• Update Section 29.1 to replace “the Executive Director or his/her designated representative” with “Human Resources”.
• Update Section 30.5 On-Call to state “straight time” pay.
• Update Section 31 to include “Section 7.3 of” and “nine (9) months in accordance with Section 7.4 of this MOU”.
• Add Section 32.4 on Voluntary Demotions Provision.
• Update Section 33. Clothing. For maintenance unit - annually increase shirts to 10 and work pants to 5, increase boot allowance to $500, and receive 2 collared shirts every other year effective 2025. For clerical unit - move to section 33.2 and provide 2 collared shirts to other eligible clerical staff every other year effective 2025 and include language on safety footwear and protective clothing suitable for assignment. Add reference to Authority Professional Appearance Standards Policy.
• Update Section 37.1 Saving Clause to “meet and confer process” from “meeting and conferring”.
• Remove Exhibit C Modified Work/Limited Duty Program from the MOU.
• Update Exhibit “D” to “C” Maintenance Division On-Call Procedures to include reflect current on-call procedure. Add “and approve back-to-back scheduling of On-Call assignment” and Sections on “On-Call Pay”, and “Call Back Pay”. Add section on “Tools”. Add “emergency” under Ensuring Safety.
FISCAL IMPACT:
The Housing Authority’s current budget provides for the changes in the economic terms of the proposed MOU. Assuming current HUD funding levels, staff project that HACCC’s reserve levels will not be decreased by the proposed salary and benefit modifications for represented and unrepresented employees.
CONSEQUENCE OF NEGATIVE ACTION:
Should the Board elect not to adopt these actions, HACCC would not have an agreement with Public Employees Union, Local #1/AFSCME and negotiations would resume.