HomeMy WebLinkAboutAB 2561 (McKinnor) Local Public Employees - Vacant Positions - Letter of OPPOSITIONCity of San Luis Obispo, Office of the City Council, 990 Palm Str eet, San Luis Obispo, C A, 93401-3249, 805.781.7114, sloci ty.org
August 12, 2024
The Honorable Senator Anna Caballero
Chair, Senate Appropriations Committee
1021 O Street, Room 7620
Sacramento, CA 95814
RE: AB 2561 (McKinnor) Local Public Employees: Vacant Positions.
Notice of OPPOSE (As Amended 07/03/2024)
Dear Senator Caballero,
The City of San Luis Obispo must respectfully oppose SB 2561 (McKinnor). This measure requires
cities with bargaining unit vacancy rates exceeding 15% for more than 180 days to meet with the
representative of the recognized employee organization within 21 days about strategies to fill
vacancies. The bill requires the public agency to present this plan during a public hearing to the
governing legislative body and to publish the plan on its internet website for public review for at least
one year.
The City of San Luis Obispo recognizes the impact that long-term vacancy rates have, both on current
employees and our residents who receive local services. Many specialty positions like Engineers,
Planners, Police Officers, and Public Safety Dispatchers, to name a few, are experiencing nationwide
workforce shortages and a dwindling pipeline for new entrants, driven by both an expansion of
services and an aging workforce. To further complicate recruitment, local governments are
competing with both the private sector and other local and state government agencies.
Our City is implementing innovative ways to boost recruitment and incentivize retention such as
offering lump sum hiring incentives, relocation reimbursements, accelerated vacation accruals,
referral incentives for existing employees, wellness programs, flexible work schedules, expanded
onboarding programs, internal promotional opportunities, and special pays.
The City of San Luis Obispo is committed to continuing the work happening now between all levels
of government and employees to expand pipeline programs, build pathways into public sector jobs,
modernize the hiring process, and offer competitive compensation. However, we cannot close the
workforce shortages overnight; it will take investment from educational institutions, all levels of
government, and the private sector to meet the workforce demands across the country.
We must use our limited human resources staff to hire employees during this economically
challenging time rather than diverting resources to additional reports.
It is important to note that the new meet and confer requirements are not merely procedural in
nature to facilitate conversations on vacancy rates. The requirements could result in demands to
reopen MOUs, and might even lead to arguments that this bill voids bargained-for no strike and
“entire agreement” (i.e., “zipper”) clauses in existing MOUs, thereby exposing local agencies to
impasse procedures, fact finding, and strikes during the MOU term. Certainly, there will be additional
time and cost pressures for local agencies related to this requirement, potentially leading to
adjudication before the Public Employment Relations Board (PERB).
Local bargaining units have the ability to address workforce concerns and develop hiring retention
strategies at the bargaining table within agreements and compensation studies. The City of San Luis
Obispo welcomes partnering on workforce strategies and believes there is a more feasible solution
than AB 2561. As currently drafted, AB 2561 is the wrong approach.
For those reasons the City of San Luis Obispo respectfully opposes AB 2561 (McKinnor).
Sincerely,
Erica A. Stewart
Mayor, City of San Luis Obispo
cc: The Honorable Tina McKinnor
Members, Senate Appropriations Committee
Senator John Laird
Assemblymember Dawn Addis
Dave Mullinax, League of California Cities
League of California Cities, cityletters@calcities.org