AgdaPkt 2018-11-05 Joint SA PFA - Laserfiche WebLink

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6.13. - Page 3 of 366 3 years (2018-2021) SALARY 2018: Three percent (3%) cost of living increases for RCMEA, PSA, COA, and Executive Management; two and one-half percent (2.5%) increase for POA. 2019: Three percent (3%) cost of living increases for RCMEA, PSA, COA, POA, and Executive Management. 2020: Two and one-half percent (2.5%) cost of living increases for RCMEA, PSA, COA and Executive Management, plus an additional one percent (1%) increase should sales tax revenue for Fiscal Year 2019- 20 exceed $24.5 million; increase for POA based on market mean/median as determined through a compensation surveyfor comparable cities, with a minimum of a two and one-half percent (2.5%) increase and a maximum of a three and one-half percent (3.5%) increase. Because the specific cost of living increase for Fiscal Year 2019-20 is not known at this time, the City Council will approve resolutions for Fiscal Year 2019-20 that year. PENSION COST SHARE PSA and POA agreed to a continuation of sixteen percent (16%) pension cost share for classic employees, (those hired before January 1, 2012) with four percent (4%) that will sunset at the end of the MOU term. RCMEA and COA agreed to, and Executive Management will continue to pay, an ongoing fourteen to eighteen percent (14-18%) pension cost share for classic employees with no sunset provision. RCMEA, PSA, COA, POA, and Executive Management employees subject to the Public Employees' Pension Reform Act (PEPRA) will continue their current cost share contributions (7.75-19%). RETIREE HEALTH CARE Second Tier Retiree Health: PSA agreed to create a second tier for retiree health care that will apply prospectively to employees hired on or after September 1, 2018, POA to employees hired on or after October 29, 2018, and RCMEA and COA to employees hired on or after October 1, 2018. A second tier for retiree health care has been created for Executive Management for employees hired on or after October 1, 2018. The benefits associated with this second tier are 90% single party coverage capped at the Bay Area Kaiser single party rates, as opposed to the current 100% single party coverage capped at the Bay Area Kaiser family rate. This structural reform to the City's retiree health program will save the City approximately $62,000 during the term of the respective agreements, with an estimated annual savings of $600,000 over the next thirty (30) years as new employees are hired under the second tier of benefits. Retiree Health Care for IDR: PSA and POA agreed to meet to discuss ways to reduce the unfunded liability for retiree health care for officers who are on industrial disability retirement. TEMPORARY UPGRADE PAY RCMEA, PSA, COA and POA each agreed to temporary upgrade pay that will be effective on the eleventh (11th) day of working in the higher classification. In the event the temporary upgrade lasts longer than fifteen (15) work days, the temporary upgrade pay shall be retroactive to the first day of the assignment. COURT PAY, CALL PAY, and POLICE OFFICER STANDARDS AND TRAINING (POST) PAY City of Redwood City 1017 Middlefield Road, Redwood City, CA. 94063 Tel: 650-780-7000 www.redwoodcitV.org 22