City Council on 2025-01-10 10:00 AM - TEST ONLY

meeting

Mountain View City Council 8h 0m 1 speaker 8 agenda items transcribed 1 day ago official recording ↗

▲ 0

Transcript

jump: agenda · speakers · find in transcript

Transcript

Transcript generated automatically by AI and may contain errors.

What are the new AB 2561 obligations for agencies before budget adoption?

Unknown 0:00

Right away, just before you uh adopt your final uh budget for the year, uh you do have an obligation to uh present on the information related to vacancies as well as recruitment and retention uh efforts at your agency. So the bill is currently in effect, it's it's a law now, um but your obligations uh you're not obligated. obligated to uh present until uh prior to the adoption of the budget. So uh if you haven't done anything yet, uh don't despair. Uh you still have time uh to comply. So AB 2561 established a new section uh in the Myers-Millius Brown Act, the MMBA, with which uh you're very familiar at this point. So at 3502.3 is the new uh are the new obligations set forth uh under AB 2561 uh regarding presentation of information about uh vacancies, recruitment, and retention.

Unknown 1:03

Efforts. Uh as with uh other uh components of the MMBA, uh the Public Employment Relations Board is the entity that will administer and enforce obligations thereunder. Uh so if you do not uh comply with the law, uh the MMBA will be the entity uh that will uh enforce compliance. Uh this is a matter of statewide concern is the A B A B twenty five sixty one and the obligation to present information uh related to uh vacancies, recruitment and retention efforts. So uh if you're a charter city or a county, uh you still have an obligation to comply uh with uh the requirements under the government code. Uh one question that we received uh a number of times uh during our December presentation. We've already received one uh question to this effect here this morning is uh whether

Unknown 2:03

Agencies that don't have a represented workforce. In other words, don't have unions or employee organizations or associations have to comply with the law. Yes, you do have uh an obligation to comply with the law, uh, conduct the uh put on the public hearing discussing information related to vacancies, recruitment and retention efforts. Um Uh so uh the the question here is a little bit more specific and relates to the Excel spreadsheet uh and the removal of bargaining unit information from that. Uh so Sonia, uh I I appreciate the question. I think it would be useful if you'd reach out to me and Ian following the presentation and we can work with you to modify the uh Excel workbook uh to change uh that field potentially.

Unknown 2:58

I believe the the Excel workbook is locked. Is that correct, Ian? Uh that that is correct. So Sonia, please do reach out to us and we can uh work with you to uh change those fields.

Unknown 3:19

So we have a question from the County of Los Angeles regarding PERBS jurisdiction. So the County of Los Angeles generally is kind of exempted from PERB jurisdiction, has a independent employee relations uh commission. Uh it is uh our understanding that the County of Los Angeles is subject uh to uh the the requirements under ABC. 2561, uh despite the fact uh that uh the county has its own independent employee relations commission. So Anthony, it is our understanding that the county does have an obligation to comply uh with uh the legal obligations uh here uh related to these uh presentations. So in terms of what the the obligations are under A B twenty five sixty one, uh just to reacquaint you with these obligations, uh again, A B twenty five fixty one is a pretty short uh statute.

Unknown 4:23

Um But what it it what it uh obligates employers to do is um much more extensive uh and ongoing. These are ongoing obligations. So every year uh the public agency must hold a public hearing before the governing body of that public agency uh to present information uh regarding vacancies. uh by bargaining unit as well as uh recruitment and retention efforts by the agency uh to address those vacancies. Um The agency must also discuss any obstacles that it is identified that may contribute uh to uh those vacancies to the extent that they're uh preventing the agency from onboarding uh individuals that they've identified uh as potential uh candidates for employment. Uh in the event that uh the vacancy rate across a whole bargaining unit uh is at least twenty percent, additional obligations may attach.