Memorandum

emorandum

To:            Mike Wildgen, City Manager

From:        Debbie Van Saun, Assistant City Manager  

                 David Corliss, Assistant City Manager

Date:         June 2, 2004

Re:             Memorandum of Understandings (MOU)

                  Lawrence Police Officers Association (LPOA)

                   International Association of Firefighters Local 1596

(IAFF)

Background

The two separate Memorandum of Understandings (MOU) with the IAFF and LPOA both expire at the end of 2004.  City staff has been meeting separately with IAFF and LPOA representatives to discuss possible terms for new  MOUs pursuant to City Resolution No.  5063.  It is our understanding that the proposed MOU with IAFF Local 1596 will be voted on by the membership on Monday, June 7^th, and that the proposed MOU with the LPOA will be voted on by the membership on Friday, June 4^th.

Proposed Terms

The proposed MOUs are presented for Commission review and consideration.  These documents follow earlier year agreements with the following major changes:

° Provide that positions will be reclassified to reflect a current market salary survey in keeping with the Compensation Study adopted by the Commission last year; pursuant to the recommendations of the study the City seeks to pay comparable wages based on market surveys of comparable positions

°Provide for a two (2) percent wage adjustment for positions in 2005

°Provide for a review of paid time-off benefits to be conducted and concluded this year.  If this study results in recommendations for changes in paid time-off benefits the MOUs may be re-opened to reflect these changes

°Provide that if in 2006 the City provides a general wage adjustment to City employees the IAFF and LPOA members will receive that wage adjustment or a higher amount determined by the City

Pursuant to the adopted Compensation Plan it is the staff’s intent to proceed with new market survey studies in 2005 to provide data on market changes and trends.

Recommendation

The proposed MOUs reflect Commission direction pursuant to the adopted Compensation Plan and respond to Commission direction on employee compensation.  Under the proposed 2005 budget in preparation all City employees (including those not governed by the MOUs) will also be reclassified pursuant to the adopted Compensation Plan and, unless an employee’s current salary is above the new Compensation Plan’s maximum salary for that position, will receive a 2% wage adjustment.    Funding these reclassifications and wage adjustments will be a 2005 budget priority.  Staff recommends City Commission approval of these MOU agreements.