REPORT TO THE CITY COUNCIL FROM: SUMEET MALHI, Director Personnel Services Department BY: JENNIFER MISNER, Assistant Director Personnel Services Department STEPHANIE FOGLIO, Senior Human Resources Analyst Personnel Services Department SUBJECT ..Title Actions pertaining to the Non-Supervisory Groups and Crafts, IBEW for Unit 7 1. ***Adopt a successor Memorandum of Understanding between the City of Fresno and the International Brotherhood of Electrical Workers (Non-Supervisory Groups and Crafts - Unit 7) (Subject to Mayor's veto) 2. ***RESOLUTION: Adopt the Fourteenth Amendment to FY 2025 Salary Resolution No. 2024-120, amending Exhibit 7, Unit 7 - Non-Supervisory Groups and Crafts (IBEW), to provide a salary increase for respective classes as required by the Memorandum of Understanding between the City of Fresno and the International Brotherhood of Electrical Workers (Non-Supervisory Groups and Crafts - Unit 7) (Subject to Mayor's veto) ..Body RECOMMENDATION It is recommended Council (1) approve the attached successor Memorandum of Understanding (MOU) to implement wages, hours and other terms and conditions of employment for City employees in Unit 7 - Non-Supervisory Groups and Crafts, represented by IBEW; and (2) adopt the Fourteenth Amendment to FY 2025 Salary Resolution No. 2024-120 to amend Exhibit 7. EXECUTIVE SUMMARY The City and the International Brotherhood of Electrical Workers (Non-Supervisory Groups and Crafts - Unit 7) reached a tentative agreement on a successor MOU which will replace the MOU that expired on June 16, 2024. The MOU provides for an agreement from June 17, 2024 through June 15, 2025, increases to wages, and other changes in terms or conditions of employment. Upon Council approval of the Fourteenth Amendment to the FY25 Salary Resolution, Exhibit 7 of the FY25 Salary Resolution will be updated to reflect the amended Exhibit 7 as approved by Council. BACKGROUND The City and the International Brotherhood of Electrical Workers, IBEW (Non-Supervisory Groups and Crafts - Unit 7) started meeting in April 2024 to work towards reaching agreement on a successor MOU. The parties reached a tentative agreement on January 17, 2025. Significant changes to the MOU are summarized below. * Term: June 17, 2024, through June 15, 2025. * Salaries: FY25: 2% wage increase, retroactively effective June 17, 2024, and an 8% classification and compensation study salary restructure, retroactively effective June 17, 2024. * Safety Shoes & Safety Glasses: Increase safety shoes voucher amount from $200 to $250 and from $250 to $300 for Electrical Hazard or Chemical Resistant rated shoes. Add safety glasses reimbursement of up to $125 annually or upon review of damaged safety glasses. * Compensatory Time Off: Clarify that call back overtime can be included in CTO. * Holidays: Add language to observe a Sunday holiday on Sunday for employees whose regular work day is on Sunday. Add provision to include Holiday and Special Holiday Leave in employee's HRA at retirement at the employee's option. Clarify how holidays are paid and credited for employees who work on a holiday. * Sick Leave: Addition of Labor Code Section and addition of designated person to list of people who are covered under protected leave, consistent with California Labor Code. * Vacation Leave: Increase Vacation Leave accrual rates for employees with fourteen to nineteen years of continuous employment and twenty or more years of continuous employment. Increase Vacation Leave bank maximum for employees with twenty or more years of continuous employment. * Standby Pay: Increase Standby premium pay from $1.65 an hour to $1.90 an hour. * Standby Equipment: Establish mileage reimbursement for employees not assigned a City vehicle, who receive a call back assignment, to travel to and from the call back location. * Confined Space Premium Pay: Extend Confined Space premium pay to support employees working on the permit-required confined space project. * Bilingual Pay: Increase Bilingual premium pay from $50 per month to $100 per month. * Health Reimbursement Arrangement: Modify language to refer to the HRA Plan Document. * Workers' Compensation: Modify language to refer to the California Labor Code and add a section for employees on light duty as a result of an injury or illness suffered in the course and scope of City employment. * Compensatory Time Off: Add language to allow overtime/shift replacement Compensatory Time Off to be accrued in any increments. * Stewards: Add provision to appoint union stewards to divisions within the City. Codify additional guidelines regarding union stewards. * Notice: Add language regarding meet and confer obligations under the Meyers-Milias-Brown Act. * Federal Drug Policy: Remove obsolete sections. * Attendance Policy: Add language to define absences and tardies. * Grievance Procedure: Clean up and clarification. * Classification and Compensation Study: Remove obsolete language from prior agreement. Add provision to meet and confer to review job specifications resulting from the 2024 classification and compensation study. * Overtime & Premium Pay: Add guidelines for premium pay renewals to become effective on the first day of the pay period in which the employee submits the new or renewal certificate or the effective date of the new or renewal certificate, whichever is later. * Union Recognition: Modify timeline for City to accept proposals from IBEW for successor MOU negotiations to as early as five months preceding the expiration of the MOU. * Employee Information: Reference applicable Government Code Sections and remove language regarding Dues Deduction Authorization opt out as it no longer applies. * Health and Welfare Trust: Remove outdated language and clean up language. In addition to the above, there was language clean up throughout the MOU. The City Attorney's Office has approved the new MOU and Salary Resolution Amendment as to form. ENVIRONMENTAL FINDINGS By the definition provided in the California Environmental Quality Act Guidelines Section 15378 this item does not qualify as a "project" and is therefore exempt from the California Environmental Quality Act requirements. LOCAL PREFERENCE Local preference is not implicated because this item does not involve public contracting or bidding with the City of Fresno. FISCAL IMPACT Approval of the MOU and Salary Resolution Amendment will result in estimated additional salary and benefit expenses of $27,844 to the General Fund and $771,277 to All Funds in FY25 for the term of the MOU, which expires June 15, 2025. Attachments: City of Fresno and IBEW MOU - Redline City of Fresno and IBEW MOU - Final Costing for Proposed IBEW MOU Resolution - Fourteenth Amendment to FY 2025 Salary Resolution No. 2024-120 Salary Tables - Fourteenth Amendment to FY 2025 Salary Resolution No. 2024-120 - Redline Salary Tables - Fourteenth Amendment to FY 2025 Salary Resolution No. 2024-120 - Final