Labor Relations

Memoranda of Understanding (MOU)

The Rancho Palos Verdes Employees Association (Association) filed a petition, dated October 4, 2011, requesting recognition as an employee organization representing the City's approximately 40 non-management, full-time employees. On October 18, 2011, the City Council adopted Resolution Number 2011-85, formally recognizing the Association. Subsequently, on February 21, 2012, the City Council adopted Resolution Number 2012-14, approving an agency shop agreement between the City and the Association. California public sector labor law, as applicable to cities, expressly provides for the establishment of an agency shop in a bargaining unit represented by a union recognized as the exclusive representative. The exclusive representative has an obligation to represent all employees in the unit. An agency shop requires unit employees to either join the union or to pay a service fee for representation.  The latest MOU and all subsequent amendments are available below.

On April 28, 2022, a recognition petition was filed by AFSCME DC 36 to form a new labor unit for part-time employees (excluding temporary and internship positions) to be formally represented.  On August 4, 2022, the City officially recognized AFSCME DC36 as the recognized employee organization for the part-time employees (excluding temporary and internship positions).  AFSCME's first MOU was approved and adopted on September 19, 2023 and runs through June 30, 2025.  The MOU and all subsequent amendments are below.

"Open" Labor Negotiations

The City Council adopted the Open Public Employee Negotiations ("Open") Ordinance on May 6, 2014. The Ordinance, which went into effect on June 7, 2014, required transparent negotiations between the City and any employee labor organization. Modeled in part after ordinances previously adopted by the Cities of Beverly Hills and Costa Mesa, the Open Ordinance was intended to increase transparency through the following provisions:

• A fiscal impact analysis by the City's Department of Finance of all written proposals, made either by the City or the labor organization, which would then be reviewed by an independent certified public accountant.
• The City's lead negotiator will not be a City employee.
• Written "meet and confer" proposals that have been rejected by either side and are no longer being considered will be posted on the City's website along with their corresponding fiscal analyses.
• A decision to adopt or amend a memorandum of understanding (MOU) with a labor organization will be placed on 2 City Council meeting agendas at least 2 weeks apart and cannot be adopted on the consent calendar.
• Any proposed MOU or subsequent amendment will be posted on the City's website at least 72 hours in advance of the City Council meeting at which it will be considered.

City Council rescinded the "Open" Ordinance on August 2, 2016 and replaced with an "Open" labor relations policy (Administrative Instruction Number 2-20). The policy shall apply when the City negotiates a Tentative Agreement, a Memorandum of Understanding, or an amendment to a Memorandum of Understanding with a recognized employee organization. The policy addresses the following: 1) Negotiations Team; 2) Fiscal Analysis; 3) Publication of Accepted Meet and Confer Proposals; 4) Action on Tentative Agreement; and 5) Agenda Posting.

Employee Classification & Compensation Study

On May 18, 2021, the City Council authorized Staff to initiate the process to undergo a comprehensive classification and compensation study and an organizational review for all full-time and part-time City-employed personnel. This was done in conjunction with ongoing and pending labor negotiations.  On September 7, 2021, the City Council awarded a professional services agreement (PSA) with PSPC to complete the City’s classification and compensation study. According to the PSA, the first part of the study was to study full-time and part-time positions and classifications. The second part of the study was to address compensation based on the level and scope of work performed by Staff, internal equity, and ensuring that the City’s workforce maintains a competitive edge by recruiting and retaining qualified employees.   The Study was presented and also received and filed by the City Council on March 19, 2024.  A complete record of the Study is available HERE.