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Page 2 of 5 <br />City of Redwood City 1017 Middlefield Road, Redwood City, CA. 94063 Tel: 650-780-7000 www.redwoodcity.org <br />Uphold the highest standards of professionalism within City Operations, and encourage fiscal <br />responsibility, innovation, and strategic decision making. <br />In addressing this goal, the City continues to invest in staff leadership, skill development, and other human <br />resources strategies to attract, develop, support, and retain a highly qualified, valued, and diverse <br />municipal workforce. City staff has also worked closely and collaboratively with the City Council and <br />employee groups to develop recommended salary and benefit changes. When considering compensation <br />packages for various employee groups, the City considers multiple factors such as the cost of living, <br />recruitment and retention goals, and compensation survey data from comparable Bay Area cities, as well <br />as the current financial condition of the City and any anticipated fiscal challenges. In addition, in <br />accordance with State law, the City negotiates agreements with recognized bargaining units on any <br />changes that affect hours, wages, or terms and conditions of employment for positions within the <br />respective groups. <br />ANALYSIS <br />In 2024 labor negotiations for successor MOUs, the City agreed with several bargaining units to convene <br />a Citywide committee to review potential dental insurance changes for 2026. <br />Currently, the City has two types of dental insurance plans and three arrangements with employee groups: <br />1. Employees represented by IAFF and COA have a direct Health Reimbursement Account (HRA), in <br />which employees and dependents can go to any provider they choose, pay out-of-pocket, and <br />submit a claim for reimbursement for covered services. Covered services are reimbursed by the <br />plan at 80% of the cost, up to a cap of $2,500 per year for dental services and up to a cap of $3,000 <br />per lifetime of the covered individual for orthodonture. Employees pay 20% of the cost of covered <br />services, and any costs above the caps. The City pays the premium for the plan and employees <br />pay the administrative fee. <br />2. Employees represented by RCMEA, POA, PSA, and unrepresented Executive Management and <br />Confidential employees are enrolled in the Delta Dental PPO plan, in which providers can agree <br />to be part of the Delta Dental network, and the insurance company pays the provider directly. <br />Covered in-network services are reimbursed by the plan at 80% of the cost, up to a cap of between <br />$2,000 and $2,100 per year for dental services and up to a cap of $2,500 per lifetime of the <br />covered individual for orthodonture. Employees pay 20% of the cost of covered services, and any <br />costs above the cap. The City pays 90% of the monthly plan premium for the plan and employees <br />pay 10% of the monthly plan premium. <br />3. Employees represented by SEIU are also enrolled in the Delta Dental PPO plan. Covered in- <br />network services are reimbursed by the plan at 80% of the cost, up to a cap of $2,000 per year for <br />dental services and up to a cap of $2,000 per lifetime of the covered individual for orthodonture. <br />Employees pay 20% of the cost of covered services, and any costs above the cap. The City pays <br />95% of the monthly plan premium for the plan and employees pay 5% of the monthly plan <br />premium. <br />10.A. - Page 2 of 19 <br />366