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<br />Mr. Fialho said the CPI is a continual adjustment over a continual 12-month period of <br /> <br />time. <br /> <br />Ms. McGovern asked if the November 1 Council meeting was the first opportunity for the <br />community to know that Council had negotiated some proposals for compensation for <br />management and confidential employees. <br /> <br />Mr. Fialho said yes. <br /> <br />Ms. McGovern was interested in looking at a public process that was different from the <br />current process to amend compensation for City management and confidential employee <br />representatives. She shared with Council and staff the process the School District undergoes <br />which first began with the employee association sending a message to the District stating which <br />articles of the contract are subject to amendment. The District then sends a response to the <br />employee associations and ultimately, the proposals are sunshined at a public meeting where <br />the item is listed on a regular Board agenda. This process allows the public to be aware that <br />bargaining has begun and allows the public to make comments and ask questions from the <br />beginning of the process. <br /> <br />Mr. Fialho said the most logical way to pursue a process similar to the School District <br />would be with the labor groups. This process could also be followed for the management group <br />and would be less complicated because typically, Council is only dealing with salaries. The only <br />difference between the School District and cities and counties is staff would have to negotiate <br />this concept with the labor groups and the labor groups would have to agree to the sunshine <br />concept. This concept could be offered up for public discussion in terms of the City's <br />perspective and strategy; however, the Unions would be under no obligation to do so unless he <br />was successful in convincing them that this type of process was beneficial to them as well as <br />the community. <br /> <br />Ms. McGovern said her goal was to open the public process from the beginning so that <br />the public is aware that bargaining has begun, which she believed was important for the public <br />to know. <br /> <br />Mr. Sullivan believed what Ms. McGovern was suggesting might be appropriate for <br />Union negotiations. He noted that compensation for management and confidential employees <br />is presented to Council as an analysis and Council agrees to that analysis, which is not a <br />bargaining session. <br /> <br />Ms. McGovern disagreed and reiterated that it is important to inform the public no matter <br />what employee group, that Council is beginning to discuss salaries, benefits or hours of service <br />so that the public is not blind-sited. <br /> <br />Mr. Fialho reiterated it is easier to pursue a process similar to the School District with the <br />management and confidential group because of the reasons stated earlier and because, <br />typically, the issue is pay and not benefit enhancements or modifications. The only obstacle he <br />would have to overcome is with a labor group, as he could not compel a labor group to sunshine <br />its proposal. <br /> <br />Mr. Sullivan asked if any part of the current compensation for management and <br />confidential employees was hidden from public? <br /> <br />Pleasanton City Council <br />Minutes <br /> <br />5 <br /> <br />11/1 5/05 <br />