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TENTATIVE AGREEMENT BETWEEN ATTACHMFNT 9 <br /> REDWOOD CITY AND 7.1.A. - Page 28 <br /> REDWOOD CITY MANAGEMENT EMPLOYEES'ASSOCIATION <br /> RE: MOU CHANGES <br /> 1. Term of Agreement: Three years (October 1, 2013—September 30,2016). <br /> 2. Cost of Living Adjustment: <br /> Year 1: Effective the first full pay period on or after bargaining unit ratification and Council adoption of this agreement, <br /> there will be a three percent(3%) cost of living increase for all classifications represented by RCMEA. <br /> Year 2: Effective the first full pay period on or after October 1, 2014, there will be a two and one-half percent (2.5%) <br /> cost of living increase for all classifications represented by RCMEA. <br /> Year 3: Effective the first full pay period on or after October 1, 2015, there will be a two and one-half percent(2,5%) <br /> cost of living increase for all classifications represented by RCMEA. <br /> 3, Eliminate 7% EPMC Over Term of Agreement With Salary Offset <br /> Year 1: Effective the first full pay period on or after July 1, 2014, or upon the 2014 amendment of the City's contract <br /> with CaIPERS to reduce EPMC, whichever is later, the City shall eliminate two percent (2%) of the Employer Paid <br /> Member Contribution (EPMC) for Tier 1 (2.7% at 55) and Tier 2 (2% at 60) employees. The City shall continue to <br /> contribute on behalf of Tier 1 and Tier 2 employees five percent (5%) of the member contribution to the retirement <br /> plan. Each Tier 1 and Tier 2 employee will contribute the remaining member contribution (3% for Tier 1 employees <br /> and 2%for Tier 2 employees), in addition to cost sharing described herein. <br /> Effective the first full pay period on or after July 1, 2014, or upon the 2014 amendment of the City's contract with <br /> CaIPERS to reduce EPMC, whichever is later, the salary schedule for all classifications represented by RCMEA will <br /> be increased by two percent(2%). <br /> Year 2: Effective the first full pay period on or after July 1, 2015, or upon the 2015 amendment of the City's contract <br /> with CaIPERS to reduce EPMC, whichever is later, the City shall eliminate an additional two percent (2%) of the <br /> EPMC for Tier 1 (2.7% at 55) and Tier 2 (2% at 60) employees, The City shall continue to contribute on behalf of Tier <br /> 1 and Tier 2 employees three percent (3%) member contribution to the retirement plan. Each Tier 1 and Tier 2 <br /> employee will contribute the member contribution (5%for Tier 1 employees and 4%for Tier 2 employees), in addition <br /> to cost sharing described herein. <br /> Effective the first full pay period on or after July 1, 2015, or upon the 2015 amendment of the City's contract with <br /> CaIPERS to reduce EPMC, whichever is later, the salary schedule for all classifications represented by RCMEA will <br /> be increased by two percent(2%). <br /> Year 3: Effective the first full pay period on or after July 1, 2016, or upon the 2016 amendment of the City's contract <br /> with CaIPERS to reduce EPMC, whichever is later, the City shall eliminate the final three percent(3%) of the EPMC <br /> for Tier 1 (2.7% at 55) and Tier 2 (2% at 60) employees. Each Tier 1 and Tier 2 employee will contribute the full <br /> member contribution (8% for Tier 1 employees and 7% for Tier 2 employees), in addition to cost sharing described <br /> herein. <br /> Effective the first full pay period on or after July 1, 2016, or upon the 2016 amendment of the City's contract with <br /> CaIPERS to reduce EPMC, whichever is later the salary schedule for all classifications represented by RCMEA will <br /> be increased by three percent(3%). <br /> 4, Employee Cost Sharing of City's Contribution to Pension <br /> Page 2 of 2 <br />