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Home My WebLink AboutM-03-0817Jun-24-03 02:24i= Frw 71 STR1 CT 4 MY OF MWM1, FI,ORiDA A IWE"FFICE MEMORANDUM COMMISSIONER REGALADO TO: Joe Arriola DATE; June 24, 2003 City Manager - f, 444a suwew : Discussion Item FROM: Tomas RegaIado RMF9eI = Commissionac ENCLOSURES - Please place the following item on the agenda of the City Commission meeting to be held on July 17, 2003. • A report from the working group that analyzed the economic impact of a living wage increase on the 2003-2004 fiscal year budget. Cc: Agenda Office 03-- 817 CITY OF MIAMI, FLORIDA INTER -OFFICE MEMORANDUM TO: The Honorable Mayor and DATE: July 16, 2003 FILE Members of the City Commission SUBJECT: Living Wage Working Group Status Report FROM: Living Wage Working Group REFERENCES: ENCLOSURES: Overview At the March 27th, 2003 commission meeting, the City of Miami Commission passed a resolution establishing a working group that would consider the impact of implementing a living wage pay scale for the temporary employees. The initial participants which included Rosalie Mark, Director of Employee Relations, Larry Spring, Chief of Strategic Planning, Budgeting and Performance and Bruce Nissen, FN Professor, convened on April9t', 2003, to consider the matter. As a result of the discussion and deliberation, we were able to focus our work on addressing the issue of how the City can better support the temporary/part-time employees, many of whom have worked for three or more years. As will be discussed below, we are making the following recommendations: 1. The City of Miami should offer current temporary employees, and regular part- time employees who have been with the City for 90 consecutive work days a medical benefit package. 2. The City of Miami should establish a policy change that will promote the transitioning of temporary employees to permanent classified jobs. 3. The City of Miami should establish policies that will set compensation rules for Part-time employees. Temporarv/Permanent Part -Time Employee Benefit Package Recommendation We are recommending that the City of Miami provide a medical benefits package to all existing temporary employees and all existing permanent part-time employees who have worked for at least 90 days. This plan would be different from the plan offered to permanent City employees. The financial impact of this offering would be approximately $110,000 to $125,000 annually (based on the plan rates discussed below). Going forward, the City would implement a policy to provide this same coverage to all permanent part- time employees after 90 days. Temporary employees would not be offered this benefit; however, they could elect to pay out of pocket for the coverage. SUBMITTED INTO THE PUBLIC RECORD FOR ITEMD - �- ON 7-17-63 The Honorable Mayor and Members of the City Commission Page 2 The plan we are recommending that the City offer would be a limited medical benefits plan different from the plan offered to permanent City employees. We researched several companies and identified a plan that would suite the City's needs. This plan offers coverage of doctor's visits (with a $15 co -payment), hospitalization, and prescription discounts for a weekly premium of $6.95. The employee could opt for additional family member coverage and a better benefit plan; however, we are recommending the additional expense be covered by an employee contribution. Policy Change Recommendation The City acknowledges that many of the temporary/part-time employees were hired for specific projects/time, and through the years as the needs of the City changed so did the need to retain these employees. So, what steps has the City undertaken thus far? 1o, Recognizing that the City is bound by the Civil Service Rules and as such, temporary/part-time employees must compete for classified positions. In order to compete, the employee must complete at a minimum the following: an employment application; meet the minimum eligibility requirements of the vacant position (which could include an exam); once minimum(s) are met then employee is placed on an eligibility register; and may be interviewed by the hiring department. 0► Over the course of the past year, the City has taken the following proactive steps: o In October/November 2002 the Employee Relations department held ten 2 hour workshops in English, Spanish and Creole on various days and times on "HOW TO COMPETE IN THE CLASSIFIED HIRING PROCESS" o Approximately 400 written invitations were sent to the homes of temporary/part-time employees encouraging them to attend. o Those attending were permitted to do so on City time and not lose any pay. o Department Directors were advised to allow participation of temporary/part-time employees while on City time. o Of the 400 invitations, only 89 actually attended. Attendees were from Parks, Solid Waste, GSA, Police, Public Facilities & NET. Submitted Into the public record in connectio �N'th item 9 �/� AOn 7 /7 Os Prisciila A. Thompson City Clerk 03- 817 The Honorable Mayor and Members of the City Commission Page 3 W Comments & Recommendations received from employees attending the training: o Training helpful and should be offered annually. o GED classes would be helpful. o Most asked about benefits. o Many temporary/part-time employees do not have access to City computers to access information; they would like to be able to access information like other City employees. o Permit temporary/part-time employees to participate in City training in order to improve skills, i.e., typing, computer courses, interviewing techniques. o Use past performance as a means by which to determine the worthiness of an employee for full-time position/promotion. o Appreciative that the training was offered. They never had the application process explained in such an in depth manner. Where do we go from here? 0 Based on input received from the previous trainings, the City will: o Train and instruct City employees on "How to Compete in the Classified Hiring Process", which will provide group career counseling sessions as well as training on how to properly complete an application and explain in detail the process and the steps that need to be undertaken in order to compete for a classified position. These sessions will initially be offered once a month, and will be mandatory for temporary/part-time employees; however it will also be made available for all employees. (These sessions will be held in English, Spanish, and Creole). o By offering to facilitate completion of an employment application, the City accomplishes two goals: 1. We will be able to assess the employees skill level; and 2. Provide training that will assist in developing the skills of an employee, so that more job opportunities can be available to them. ❖ Other plans include, but are not limited to: training in writing and grammar skills, clerical and administrative skills, customer service skills. Submitted Into the public record in connectan with V-4 item .D- teon 7 17-03 Priscilla A. Thompson 03- 817 City Clerk The Honorable Mayor and Members of the City Commission Page 4 To prevent this situation from occurring in the future, the following policy is recommended for every employee hired after the policy is implemented: Submitted Into the public record in connec io h item P-1-4 on 7T1 -14o.3 Priscilla A. Thompson 03- - C78(�1.7 City Clerk CURRENT POLICY PROPOSED POLICY Temporary ► Special Project, no 0- Term of employment will be for no more than 12 month period. Employees time limitation W Provide letter to employee at time of hire with an ending date of i 40 hrs per week employment, which will be signed by employee acknowledging acceptance. 0- Establish controls that will flag at 6mos, 9mos and then on date of termination. b- Temporaries that complete 12 months of consecutive employment, once terminated will not be permitted to be rehired until 6 months ► No benefits have passed. 0- No benefits; can purchase health on their own and continue beyond employment. W For those employees on payroll today, the City will pay for employee's health premium. (As stipulated by Mr. Spring). Part time ii~ No more than 35 r► Reduce # of hours to no more than 30 hrs per week. Employees hours per week 0 No benefits fir► Prior to 90 consecutive working days can purchase health on their own until City picks -up cost. I[k After 90 days City pays for employee health premium. 1► For those employees on payroll today, with 90 consecutive work days, the City will pay for employee's health premium. (As sti elated by Mr. Spring). Seasonal or W Very specific Event timelproject Workers i- No Benefits k► No benefits: employee can purchase health on their own and continue beyond employment. Submitted Into the public record in connec io h item P-1-4 on 7T1 -14o.3 Priscilla A. Thompson 03- - C78(�1.7 City Clerk