SR Holguin, PC is a union-side labor and employment law firm with nearly four decades of experience representing private sector unions, public sector unions, and multi-employer trust funds. SR Holguin, PC is committed to providing full-service legal representation to each of our clients.
One way in which SR Holguin, PC ensures our clients and their members stay informed is by keeping you updated on recent developments relating to workers’ rights. Today’s updates come following the release of the February 9, 2021 LA City Council special meeting revised agenda. There are 11 items in particular that could impact you.
1. Workers Who Could be Impacted: City of LA Non-Represented Classifications and General Managers
On January 28, 2021, the City Administrative Officer (CAO) sent a Report to the City Council entitled “Postponement of Salary Increases for Non-Represented Employees and General Managers.”
The Report provided in part “[c]onsistent with pre-existing City Council policy…salary adjustments approved for employees represented by the Engineers and Architects Association (EAA) shall be applied to non-represented employees in commensurate classes. Recently, the City and the EAA reached agreement to postpone future scheduled salary increases in recognition of the City’s financial situation stemming from the COVID-19 pandemic’s induced economic downturn. In addition, on January 8, 2021, the Executive Employee Relations Committee (EERC) directed that the same postponed salary adjustment schedule apply to the City’s non-represented general managers.”
Therefore, the Report recommended “1. [t]hat the City Council, subject to the approval of the Mayor, adopt the attached ordinance…to postpone previously scheduled salary increases for non-represented employees and general managers; and 2. That the City Council authorize the Controller and the City Administrative Officer to correct any clerical errors, or, if approved by the City Attorney, any technical errors in the above ordinances.”
On February 1, 2021, the Los Angeles City Attorney sent a Letter to the City Council. The Letter provided in part, “[t]his Office has prepared…[a] draft ordinance [that] would amend…the Los Angeles Administrative Code, to postpone salary increases of non-represented classifications scheduled for January 31, 2021, January 30, 2022, and June 19, 2022, to the dates of June 19, 2022, January 29, 2023, and June 18, 2023, respectively….the draft ordinance was sent…to the City Administrative Officer (CAO). The CAO recommends adoption of the draft ordinance.”
On February 3, 2021, the City Council’s Personnel, Audits, and Animal Welfare Committee considered the Report and Ordinance. The Committee’s Report provided in part “[a]fter consideration and having provided an opportunity for public comment, the Committee moved to recommend approval of the Ordinance…This matter is now submitted to Council for its consideration.”
Now, agenda item 3 of the February 9, 2021 Los Angeles City Council special meeting calls for the Council to consider the Report and Ordinance.
2. Workers Who Could be Impacted: Engineers and Architects Association (EAA) Memoranda of Understanding 1, 19, 20, and 21
On January 29, 2021, the CAO sent a Report to the City Council entitled “2019-2023 Amendment to Memoranda Of Understanding (MOUs) for the Engineers And Architects Association – MOUs 1, 19, 20, and 21.”
The Report provided in part “[i]n accordance with Executive Employee Relations Committee instructions, agreement has been reached with the Engineers and Architects Association (EAA) on an extension to the 2019-2022 MOUs for the bargaining units…: MOU 1 – Administrative Unit, MOU 19 – Supervisory Technical Unit, MOU 20 – Supervisory Administrative Unit, MOU 21 – Technical Unit. All of the MOUs were ratified by the bargaining unit members. The…MOUs include an 18-month extension of the expiration date from June 30, 2022 to December 31, 2023.”
The key provisions of the agreement include:
“Salary Deferrals: The 2% salary adjustment scheduled for January 31, 2021, shall be deferred to June 19, 2022. The 2% salary adjustment scheduled for January 30, 2022, shall be deferred to January 29, 2023. The 1.5% salary adjustment scheduled for June 19, 2022, shall be deferred to June 18, 2023.
Unpaid Days – In addition to the two previously agreed upon unpaid days (November 3, 2020 and April 2, 2021), two (2) additional unpaid days in Fiscal Year 2020/2021 shall be taken on February 12, 2021 and May 28, 2021.
Furloughs – No furloughs will be implemented during Fiscal Year 2020/2021. Further, the parties agree to meet and confer on furloughs before implementation of furloughs in any other years during the term of this MOU.
Layoffs – No layoffs will be implemented during Fiscal Year 2020/2021.
Salary Reopener – Parties agree to reopen on salaries only no earlier than January 1, 2022.
Maximum Accumulation of Overtime – During the term of this MOU, the maximum accumulation of overtime is increased to 240 hours.
Personal Leave – Effective February 28, 2021, each unit member shall, in addition to all other compensatory time, receive 40 hours per calendar year as personal leave.”
The agreement also includes “a special adjustment for the Paralegal classification as well as an amendment to the salary notes to address salary compaction and overtime issues.”
Therefore, the Report recommended “that the City Council: 1. Approve the attached 2019-2023 MOUs for bargaining units 1,19, 20, and 21; and 2. Authorize the Controller and the CAO to correct any clerical errors in the MOU, or make necessary technical corrections subsequent to City Council approval.”
On February 3, 2021, the City Council’s Personnel, Audits, and Animal Welfare Committee considered the Report. The Committee’s Report provided in part “[a]fter further consideration and having provided an opportunity for public comment, the Committee moved to recommend approval of the MOUs as detailed in the CAO report and the above recommendations. This matter is now submitted to Council for its consideration.”
Now, agenda item 18 of the February 9, 2021 Los Angeles City Council special meeting calls for the Council to consider the agreement.
3. Workers Who Could be Impacted: City of LA Management Employees Representation Unit (MOU 36)
On December 18, 2020, the CAO sent a Report to the City Council entitled “Amendment No. 1 to the Memorandum of Understanding for the Management Employees Unit (MOU No. 36).”
The Report provided in part “[a]t its meeting on October 28, 2020, the Executive Employee Relations Committee recommended City Council approval of an Amendment to MOU 36 which would create two pay grades for the Airport Labor Relations Advocate…classification. Airport Labor Relations Advocate I and II…would be created and Airport Labor Relations Advocate…would be eliminated. The establishment of the additional pay grade will provide oversight and supervision to the existing level of this classification.”
Therefore, the report recommended “[t]hat the City Council: 1. Approve…Amendment No. 1 to the Memorandum of Understanding (MOU) for the Management Employees Unit (MOU No. 36) between the City of Los Angeles and the Los Angeles Professional Managers’ Association; and 2. Authorize the City Administrative Officer and the Controller to make clerical or technical corrections to the MOU, as may be necessary.”
On February 3, 2021, the City Council’s Personnel, Audits, and Animal Welfare Committee considered the Report. The Committee’s Report provided in part “[a]fter further consideration and having provided an opportunity for public comment, the Committee moved to recommend approval of the MOUs as detailed in the CAO report…This matter is now submitted to Council for its consideration.”
Now, agenda item 19 of the February 9, 2021 Los Angeles City Council special meeting calls for the Council to consider the agreement.
4. Workers Who Could be Impacted: City of LA Bargaining Units 4, 8, 14, 15, 17 and 18
On January 29, 2021, the CAO send the Report to the City Council entitled “2018-2022 Memoranda of Understanding (MOUs) Amendments for Service Employees International Union (SEIU) – MOUs 4, 8, 14, 15, 17 and 18.”
The Report provided in part “[i]n accordance with Executive Employee Relations Committee instructions, agreement has been reached with the Coalition of Los Angeles City Unions (Coalition) on an extension to the 2018-2021 MOUs. The units represented by SEIU are a part of this tentative agreement….All of the MOU amendments were ratified by the bargaining unit members. The…amendments include an 18-month extension of the MOU expiration date from June 30, 2021 to December 31, 2022. In addition to the key provisions listed below, these amendments include some unique terms for MOUs 4 and 8 to address salary compaction issues.”
The key provisions of the agreements include:
“Term- July 1, 2018, through December 31, 2022.
Salary Deferrals- The 2% salary adjustment scheduled for January 31, 2021, shall be deferred to June 19, 2022. The 2% salary adjustment scheduled for June 20, 2021, shall be deferred to June 19, 2022.
Unpaid Days – In addition to the two previously agreed upon unpaid days (November 3, 2020 and April 2, 2021), two (2) additional unpaid days in Fiscal Year 2020/2021 shall be taken on February 12, 2021 and May 28, 2021.
Furloughs – No furloughs will be implemented during Fiscal Year 2020/2021. Further, the parties agree to meet and confer on furloughs before implementation of furloughs in any other years during the term of this MOU.
Layoffs – No layoffs will be implemented during Fiscal Year 2020/2021.
Salary Reopener – Parties agree to reopen on salaries only no earlier than January 1, 2022.
Maximum Accumulation of Overtime – During the term of this MOU, the maximum accumulation of overtime is increased to 240 hours.
Personal Leave – Effective July 1, 2021, each unit member shall, in addition to all other compensatory time, receive up to 40 hours per calendar year as personal leave.”
Therefore, the Report “recommends that the City Council: 1 Approve the…2018-2022 MOU amendments for bargaining units 4, 8, 14 15, 17, and 18; and 2. Authorize the Controller and the CAO to correct any clerical errors in the MOU, or make necessary technical corrections subsequent to City Council approval.”
On February 3, 2021, the City Council’s Personnel, Audits, and Animal Welfare Committee considered the Report. The Committee’s Report provided in part “[a]fter further consideration and having provided an opportunity for public comment, the Committee moved to recommend approval of the recommendations contained in the CAO report. This matter is now submitted to Council for its consideration.”
Now, agenda item 20 of the February 9, 2021 Los Angeles City Council special meeting calls for the Council to consider the agreements.
5. Workers Who Could be Impacted: City of LA Bargaining Units 2, 9, 12, 13, 36, 63, and 64
On January 29, 2021, the COA sent a Report to the City Council entitled “2018-2022 Memoranda of Understanding (MOUs) for the Following Bargaining Units of the Coalition of City Unions – MOUs 2, 9, 12,13, 36, 63, and 64.”
The Report provided in part “[i]n accordance with Executive Employee Relations Committee instructions, agreement has been reached with five employee organizations of the Coalition of Los Angeles City Unions (Coalition) on an extension to the 2018-2021 MOUs for the bargaining units…All of the MOUs were ratified by the bargaining unit members. The…MOUs include an 18 month extension of the expiration date from June 30, 2021 to December 31, 2022. In addition to the key provisions listed below, these agreements include some unique terms for MOUs 12, 13, and 36 to address salary compaction issues.”
The key provisions of the agreements include:
“Term – July 1, 2018, through December 31, 2022.
Salary Deferrals- The 2% salary adjustment scheduled for January 31, 2021, shall be deferred to June 19, 2022. The 2% salary adjustment scheduled for June 20, 2021, shall be deferred to June 19, 2022.
Unpaid Days – In addition to the two previously agreed upon unpaid days (November 3, 2020 and April 2, 2021), two (2) additional unpaid days in Fiscal Year 2020/2021 shall be taken on February 12, 2021 and May 28, 2021.
Furloughs – No furloughs will be implemented during Fiscal Year 2020/2021. Further, the parties agree to meet and confer on furloughs before implementation of furloughs in any other years during the term of this MOU.
Layoffs – No layoffs will be implemented during Fiscal Year 2020/2021.
Salary Reopener – Parties agree to reopen on salaries only no earlier than January 1, 2022.
Maximum Accumulation of Overtime – During the term of this MOU, the maximum accumulation of overtime is increased to 240 hours.
Personal Leave – Effective July 1, 2021, each unit member shall, in addition to all other compensatory time, receive up to 40 hours per calendar year as personal leave.”
Therefore, the Report “recommends that the City Council: 1 Approve the…2018-2022 MOUs for bargaining units 2, 9, 12, 13, 36, 63 and 64; and 2. Authorize the Controller and the CAO to correct any clerical errors in the MOU, or make necessary technical corrections subsequent to City Council approval.”
On February 3, 2021, the City Council’s Personnel, Audits, and Animal Welfare Committee considered the Report. The Committee’s Report provided in part “[a]fter further consideration and having provided an opportunity for public comment, the Committee moved to recommend approval of the MOUs…This matter is now submitted to Council for its consideration.”
Now, agenda item 21 of the February 9, 2021 Los Angeles City Council special meeting calls for the Council to consider the agreements.
6. Workers Who Could be Impacted: Management Attorneys Unit (MOU 32)
On February 1, 2021, the CAO sent a Report to the City Council entitled “2019-2023 Memorandum of Understanding (MOU) For the City Attorneys Management Association (MOU 32).”
The Report provided in part “[i]n accordance with Executive Employee Relations Committee instructions, agreement has been reached with the City Attorneys Management Association on an extension to the 2019-2022 MOU. The unit consists of 16 members working exclusively in Office of the City Attorney. The agreement was ratified by the bargaining unit members…The amended MOU includes an 18-month extension of the expiration date from June 30, 2022 to December 31, 2023.”
The key provisions of the agreement include:
“Term – July 1,2019, through December 31, 2023.
Salary Deferrals – The 2% salary adjustment scheduled for January 31, 2021, shall be deferred to June 19, 2022. The 2% salary adjustment scheduled for January 16, 2022, shall be deferred to January 15, 2023.
Unpaid Days – In addition to the two previously agreed upon unpaid days, two (2) additional unpaid days in Fiscal Year 2020/2021 shall be taken by all unit members.
Layoffs – No layoffs will be implemented during Fiscal Year 2020/2021.
Salary Reopener – Parties agree to reopen on salaries only no earlier than January 1, 2022.
Personal Leave – Effective February 28, 2021, each unit member shall, in addition to all other compensatory time, receive 40 hours per calendar year as personal leave.”
Therefore, the Report recommended “that the City Council: 1. Approve the…2019-2023 MOU for the City Attorneys Management Association (MOU 32); and 2. Authorize the Controller and the CAO to correct any clerical errors in the MOU, or make necessary technical corrections subsequent to City Council approval.”
On February 3, 2021, the City Council’s Personnel, Audits, and Animal Welfare Committee considered the Report. The Committee’s Report provided in part “[a]fter further consideration and having provided an opportunity for public comment, the Committee moved to recommend approval of the 2019-2023 MOU. This matter is now submitted to Council for its consideration.”
Now, agenda item 22 of the February 9, 2021 Los Angeles City Council special meeting calls for the Council to consider the agreement.
7. Workers Who Could be Impacted: Confidential Attorneys Unit, Bargaining Unit 31
On February 1, 2021, the CAO sent a Report to the City Council entitled “2019-2023 Memorandum of Understanding (MOU) For the International Union Of Operating Engineers, Local 501 (IUOE) – Confidential Attorneys Unit (MOU 31).”
The Report provided in part “[i]n accordance with Executive Employee Relations Committee instructions, agreement has been reached with the IUOE, Local 501 on an extension to the 2019-2022 MOU for the Confidential Attorneys Unit. The unit consists of 33 members working exclusively in Office of the City Attorney. The agreement was ratified by the bargaining unit members…The amended MOU includes an 18-month extension of the expiration date from June 30, 2022 to December 31, 2023.”
The key provisions of the agreement include:
“Term – July 1, 2019, through December 31, 2023.
Salary Deferrals – The 2% salary adjustment scheduled for January 31, 2021, shall be deferred to June 19, 2022. The 2% salary adjustment scheduled for January 16, 2022, shall be deferred to January 15, 2023.
Unpaid Days – In addition to the two previously agreed upon unpaid days, two (2) additional unpaid days in Fiscal Year 2020/2021 shall be taken by all unit members.
Layoffs – No layoffs will be implemented during Fiscal Year 2020/2021.
Salary Reopener – Parties agree to reopen on salaries only no earlier than January 1, 2022.
Personal Leave – Effective February 28, 2021, each unit member shall, in addition to all other compensatory time, receive 40 hours per calendar year as personal leave.”
Therefore, the Report “recommends that the City Council: 1. Approve the…2019-2023 MOU for the International Union of Operating Engineers, Local 501, Confidential Attorneys Unit (MOU 31); and 2. Authorize the Controller and the CAO to correct any clerical errors in the MOU, or make necessary technical corrections subsequent to City Council approval.”
On February 3, 2021, the City Council’s Personnel, Audits, and Animal Welfare Committee considered the Report. The Committee’s Report provided in part “[a]fter further consideration and having provided an opportunity for public comment, the Committee moved to recommend approval of the MOU. This matter is now submitted to Council for its consideration.”
Now, agenda item 23 of the February 9, 2021 Los Angeles City Council special meeting calls for the Council to consider the agreement.
8. Workers Who Could be Impacted: Sr. Administrative Analysts and Administrative Analysts Bargaining Unit (MOU 61)
On January 29, 2021, the CAO sent a Report to the City Council entitled “2019-2023 Amendment to Memorandum Of Understanding (MOU) For The Fiscal Policy Professionals Association – MOU 61.”
The Report provided in part “[i]n accordance with Executive Employee Relations Committee instructions, agreement has been reached with the Fiscal Policy Professionals Association (FPPA) on an extension to the 2019-2022 MOU for the bargaining unit 61. This bargaining unit consists of 42 members who work exclusively in the Office of the City Administrative Officer. The MOU was ratified by the bargaining unit members. The…MOU includes an 18 month extension of the expiration date from June 30, 2022 to December 31, 2023.”
The key provisions of the agreement include:
“Term – June 23, 2019, through December 31, 2023.
Salary Deferrals – The 2% salary adjustment scheduled for January 31, 2021, shall be deferred to June 19, 2022. The 2% salary adjustment scheduled for January 30, 2022, shall be deferred to January 29, 2023. The 1.5% salary adjustment scheduled for June 19, 2022, shall be deferred to June 18, 2023.
Unpaid Days – In addition to the two previously agreed upon unpaid days (November 3, 2020 and April 2, 2021), two (2) additional unpaid days in Fiscal Year 2020/2021.
Furloughs – No furloughs will be implemented during Fiscal Year 2020/2021. Further, the parties agree to meet and confer on furloughs before implementation of furloughs in any other years during the term of this MOU.
Layoffs – No layoffs will be implemented during Fiscal Year 2020/2021.
Salary Reopener – Parties agree to reopen on salaries only no earlier than January 1, 2022.
Maximum Accumulation of Overtime – During the term of this MOU, the maximum accumulation of overtime is increased to 240 hours.
Personal Leave – Effective February 28, 2021, each member shall, in addition to all other compensatory time, receive up to 40 hours per calendar year as personal leave.”
Therefore, the Report “recommends that the City Council: 1. Approve the…2019-2023 MOU for bargaining unit 61; and 2. Authorize the Controller and the CAO to correct any clerical errors in the MOU, or make necessary technical corrections subsequent to City Council approval.”
On February 3, 2021, the City Council’s Personnel, Audits, and Animal Welfare Committee considered the Report. The Committee’s Report provided in part “[a]fter further consideration and having provided an opportunity for public comment, the Committee moved to recommend approval of the 2019-23 MOU for MOU 61. This matter is now submitted to Council for its consideration.”
Now, agenda item 24 of the February 9, 2021 Los Angeles City Council special meeting calls for the Council to consider the agreement.
9. Workers Who Could be Impacted: City Attorneys’ Representation Unit (MOU 29)
On February 1, 2021, the CAO sent a Report to the City Council entitled “2019-2023 Memorandum of Understanding (MOU) For The Los Angeles City Attorneys Association (LACAA) – City Attorneys Representation Unit (MOU 29).”
The Report provided in part “[i]n accordance with Executive Employee Relations Committee instructions, agreement has been reached with the LACAA on an extension to the 2019-2022 MOU for the City Attorneys Representation Unit. The unit consists of 485 members working exclusively in Office of the City Attorney. The agreement was ratified by the bargaining unit members…The amended MOU includes an 18-month extension of the expiration date from June 30, 2022 to December 31, 2023.”
The key provisions of the agreement include:
“Term – July 1, 2019, through December 31, 2023.
Salary Deferrals – The 2% salary adjustment scheduled for January 31, 2021, shall be deferred to June 19, 2022. The 2% salary adjustment scheduled for January 16, 2022, shall be deferred to January 15, 2023.
Unpaid Days – In addition to the two previously agreed upon unpaid days, two (2) additional unpaid days in Fiscal Year 2020/2021 shall be taken by all unit members.
Layoffs – No layoffs will be implemented during Fiscal Year 2020/2021.
Salary Reopener – Parties agree to reopen on salaries only no earlier than January 1, 2022.
Increased cap for Compensated Time Off (CTO) – consistent with other city attorney bargaining units.
Personal Leave – Effective February 28, 2021, each unit member shall, in addition to all other compensatory time, receive 40 hours per calendar year as personal leave.”
Therefore, the Report “recommends that the City Council: 1. Approve the…2019-2023 MOU for the Los Angeles City Attorneys Association, City Attorneys Representation Unit (MOU 29); and 2. Authorize the Controller and the CAO to correct any clerical errors in the MOU, or make necessary technical corrections subsequent to City Council approval.”
On February 3, 2021, the City Council’s Personnel, Audits, and Animal Welfare Committee considered the Report. The Committee’s Report provided in part “[a]fter further consideration and having provided an opportunity for public comment, the Committee moved to recommend approval of the 2019-23 MOU. This matter is now submitted to Council for its consideration.”
Now, agenda item of the February 9, 2021 Los Angeles City Council special meeting calls for the Council to consider the agreement.
10. Workers Who Could be Impacted: Park Rangers Unit (Bargaining Unit 65)
On January 7, 2021, the CAO sent a Report to the City Council entitled “Tentative Agreement for the Park Rangers Unit – 2020-2022 Memorandum of Understanding No. 65 With The Los Angeles Ai[r]port Peace Officers Association, LAAPOA, For The Park Rangers.”
The Report provided in part “[i]n accordance with the instructions of the Executive Employee Relations Committee (EERC), the Los Angeles Airport Peace Officers Association (LAAPOA) and the CAO have reached a tentative agreement on an inaugural MOU 65 for the Park Rangers. The Rangers were first accreted by LAAPOA into MOU 30, where the class was represented for approximately one year. The terms and conditions are patterned after MOU 30, with a few recommended exceptions. The tentative agreement has been ratified by bargaining unit members.”
The recommended exceptions include:
“Healthcare – Continue 10% employee contribution through December 31, 2021. (MOU 30 will continue to make the contribution through the end of calendar 2022.)
No Unpaid Code 7 – Unit members shall not be afforded an unpaid meal break during a regular work shift, but the Chief Park Ranger may, at his discretion, extend a work day to include an unpaid meal break. The policy is in line with MOU 24.
Additional Compensation – Afford Senior Park Rangers the opportunity to earn 2% additional compensation for earning and maintaining a Supervisory POST certificate and 2% for a Management or Records Management POST certificate. Compensate a Unit member 5.5% who is trained and certified as an Engine and/or Water Tender Operator and who is assigned by Management to perform such work. Park Rangers operate a water tender and other fire suppression equipment that is deployed to assist the Los Angeles Fire Department in extinguishing fires in parks.”
Therefore, the Report “recommends that the City Council: 1. Approve the…2020-2022 Memorandum of Understanding (MOU) for Bargaining Unit 65; and 2. Authorize the Controller and the CAO to correct any clerical errors or make necessary technical corrections subsequent to City Council approval.”
On February 3, 2021, the City Council’s Personnel, Audits, and Animal Welfare Committee considered the Report. The Committee’s Report provided in part “[a]fter further consideration and having provided an opportunity for public comment, the Committee moved to recommend approval of the 2020-22 MOU. This matter is now submitted to Council for its consideration.”
Now, agenda item 26 of the February 9, 2021 Los Angeles City Council special meeting calls for the Council to consider the agreement.
11. Workers Who Could be Impacted: City of LA Bargaining Units 3, 6, 7, 10, 11, 16 and 37
On February 5, 2021, the CAO sent a Report to the City Council entitled “2018-2022 Memoranda of Understanding (MOUs) Amendments for the American Federation Of State, County And Municipal Employees (AFSCME) – MOUs 3, 6, 7, 10, 11, 16 and 37.”
The Report provided in part “[i]n accordance with Executive Employee Relations Committee instructions, agreement has been reached with AFSCME consistent with the agreements reached by the other bargaining units in the Coalition of Los Angeles City Unions (Coalition). The AFSCME bargaining unit MOUs have been ratified by the membership…The updated MOUs include an 18-month extension of the expiration date from June 30, 2021 to December 31, 2022.
The key provisions of the agreements include:
“Term – July 1, 2018, through December 31,2022.
Salary Deferrals – The 2% salary adjustment scheduled for January 31, 2021, shall be deferred to June 19, 2022. The 2% salary adjustment scheduled for June 20, 2021, shall be deferred to June 19, 2022.
Unpaid Days – In addition to the two previously agreed upon unpaid days (November 3, 2020 and April 2, 2021), two (2) additional unpaid days in Fiscal Year 2020/2021 shall be taken on February 12, 2021 and May 28, 2021.
Furloughs – No furloughs will be implemented during Fiscal Year 2020/2021. Further, the parties agree to meet and confer on furloughs before implementation of furloughs in any other years during the term of this MOU.
Layoffs – No layoffs will be implemented during Fiscal Year 2020/2021.
Salary Reopener – Parties agree to reopen on salaries only no earlier than January 1, 2022.
Maximum Accumulation of Overtime – During the term of this MOU, the maximum accumulation of overtime is increased to 240 hours.
Personal Leave – Effective July 1,2021, each unit member shall, in addition to all other compensatory time, receive up to 40 hours per calendar year as personal leave.”
Therefore, the Report “recommends that the City Council: 1. Approve the…2018-2022 MOUs for bargaining units 3, 6, 7, 10, 11, 16 and 37; and 2. Authorize the Controller and the CAO to correct any clerical errors in the MOUs, or make necessary technical corrections subsequent to City Council approval.”
The City Council’s Personnel, Audits, and Animal Welfare Committee waived consideration of the Report.
Now, agenda item 41 of the February 9, 2021 Los Angeles City Council special meeting calls for the Council to consider the agreements.
We hope these updates are helpful to you.
Fraternally,
SR Holguin, PC