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MEMORANDUM
44 F o ts'1
TO: CITY COUNCIL
FROM: STEVEN ADAMS, CITY MANAGER ak
SUBJECT: CONSIDERATION OF MEMORANDUM OF UNDERSTANDING WITH
THE SERVICE EMPLOYEES INTERNATIONAL UNION LOCAL 620
DATE: SEPTEMBER 24, 2013
RECOMMENDATION:
It is recommended the City Council adopt a Resolution approving a Memorandum of
Understanding (MOU) with ServiceEmployeesInternational Union Local 620 (SEW) for
FY 2013-14.
IMPACT ON FINANCIAL ANDPERSONNEL RESOURCES:
The proposed changes will result in a one-time net increase to the FY 2013-14 General
Fund Budget of approximately $23,000 and a total increase of approximately $29,000.
However, there is a projectedongoingsavings in future years of approximately $10,000
to the General Fund and $20,000 in the enterprise funds. Thebudget will be amended
to reflect thechange during the mid-year budgetreview.
BACKGROUND:
City's current salary and classification system wasstructured based on a compensation
and classification study completed by Ralph Andersen & Associates in September
1997. As noted in the study, the goals ofthe City's compensation planare to:
Ensure thatthe City has theability to attract and retainwell-qualified personnel for
all job classes;
Ensure that theCity's compensation practices are competitive with those of
comparable employers;
Provide defensibility to City salaryranges based on the pay practices of similar
employers; and
Item 8.d. - Page 1
CITY COUNCIL
CONSIDERATION OF MEMORANDUM OF UNDERSTANDINGWITH THE SERVICE
EMPLOYEES INTERNATIONAL UNION LOCAL 620
SEPTEMBER 24, 2013
PAGE 2
Ensure pay consistency and equityamong related classes based on the duties and
responsibilitiesassumed.
The existing MOUwith employees represented by SEIU Local 620 expired on June 30,
2013. Negotiations havebeen underway for the pastseveralmonths to agree ona
new MOU. The proposed MOU was voted on and approved by the Union's
membership on September 11, 2013.
ANALYSIS OF ISSUES:
Changes to SEIU salary and benefits fromtheprior year recommended in the MOU
include the following:
The cafeteria plan amount is reduced. The amount is equal to 100% ofthe cost for
vision, dental and the lowest cost HMO plan.
Non-paid furloughdays are eliminated.
Employees will receive a one-time payment in December 2013 equal to 3.5% of
their annual base salary.
SEIU has accepted a number of salary and benefit concessionsover the past several
years due to ongoing budget shortfalls, including this past year. No ongoing Cost of Living
Adjustment (COLA) is recommended again this year due to the projected budget shortfall.
However, there was significant one-time budgetsavings in FY 2012-13. Therefore, it is
recommended that a portion of this savings be used to increase compensation for SEIU
employees through a one-time payment in order to avoidany impact on ongoing
expenditures. It will alsohelp address inequities created by concessions that were applied
to some employees duringthe past year and not others.
ALTERNATIVES:
The following alternatives areprovided for the Council's consideration:
Adopt Resolution approving the proposed MOU;
Modifyas appropriate and adopt theResolution;
Do not adopt the Resolution;
Provide direction to staff.
ADVANTAGES:
Approval of theproposed MOU will help address SEIU compensation needs and
inequities without significantly impacting ongoing expenditure commitments. Staff
believes this is a responsible approach at this timegiven uncertainties in the economy
and the City's finances. It also reduces ongoing employee medical costs.
Item 8.d. - Page 2
CITY COUNCIL
CONSIDERATION OF MEMORANDUM OF UNDERSTANDING WITHTHESERVICE
EMPLOYEES INTERNATIONAL UNION LOCAL 620
SEPTEMBER 24, 2013
PAGE 3
DISADVANTAGES:
The recommendations will increase costs to the current budget, along with a minor
ongoing future costincrease.
ENVIRONMENTAL REVIEW:
No environmental review is required for this item.
PUBLIC NOTIFICATION AND COMMENTS:
The Agendawas posted in frontof City Hall on Thursday, September 19, 2013 and on
the City's website on Friday, September 20, 2013. No comments werereceived.
Item 8.d. - Page 3
RESOLUTION NO.
A RESOLUTION OFTHE CITY COUNCIL OFTHECITY
OF ARROYO GRANDE ADOPTING A MEMORANDUM OF
UNDERSTANDING FOR EMPLOYEESREPRESENTED
BY THESERVICE EMPLOYEES INTERNATIONAL UNION
LOCAL 620
WHEREAS, theCity Councildeems it to be in the bestinterest oftheCity of
Arroyo Grande and its employees represented by ServiceEmployees
International UnionLocal 620 thatcompensation be fixed for all full-time non-
management employees as herein provided; and
WHEREAS, the City has establishedcompensation and working conditions
through themeet and confer processwith the designated employee
representatives asset forth in Exhibit "A"; entitled Memorandum of
Understanding betweenthe City of Arroyo Grande and the ServiceEmployees
International Union Local 620 ("SEIU MOU"), a copy of which is attached hereto
and incorporated herein by this reference.
NOW, THEREFORE BEIT RESOLVED by the City Council ofthe City of Arroyo
Grande that the SEIUMOU is hereby approved. This Resolution shall become
effective as of July 1, 2013.
BE ITFURTHER RESOLVED thatthis Resolution shall repeal thosesections of
Resolution No.4477 whichestablished salary and benefits for full-time employees
represented by theService EmployeesInternational UnionLocal 620.
On motion of Council Member seconded by Council Member
and on the following roll call vote, to wit:
AYES:
NOES:
ABSENT:
the foregoing Resolution was passed and adopted this day of
2013.
Item 8.d. - Page 4
RESOLUTION NO.
PAGE 2
TONY FERRARA, MAYOR
ATTEST:
KITTY NORTON, DEPUTY CITY CLERK
APPROVED AS TO CONTENT:
STEVEN ADAMS, CITY MANAGER
APPROVED TO AS FORM:
TIMOTHY J. CARMEL, CITY ATTORNEY
Item 8.d. - Page 5
Exhibit °A°
CITY OF
GRANO
CALIFORNIA/
2013/2014
One Year)
MEMORANDUM OF UNDERSTANDING
BETWEEN
SERVICE EMPLOYEES
INTERNATIONAL UNION
LOCAL 620
Arroyo Grande Chapter
AND
CITY OF ARROYO GRANDE
Item 8.d. - Page 6
2013/2014
MEMORANDUM OF UNDERSTANDING
SERVICEEMPLOYEES INTERNATIONAL UNION
LOCAL 620
ARROYOGRANDE CHAPTER
TABLE OF CONTENTS
ARTICLE 1: TERM OF MEMORANDUM 1
ARTICLE 2: RECOGNITION 1
ARTICLE 3: NONDISCRIMINATION 1
ARTICLE 4: UNION RIGHTS 2
4.1 Representation 2
4.2 Bulletin Board 2
4.3 Union Stewards 3
4.4 Dues Deduction 3
4.5 Use of City Facilities 6
4.6 Contracting Out 6
ARTICLE 5: GRIEVANCE PROCEDURE 6
ARTICLE 6: DISCIPLINARY APPEAL PROCEDURE 10
ARTICLE 7: MANAGEMENT RIGHTS 12
ARTICLE 8: WAGES / INCREASES 13
8.1 Advancement in Salary 14
8.2 Paychecks 15
8.3 Educational Pay 15
8.4 Shift Differential 16
ARTICLE 9: NO STRIKE / NO LOCKOUT 16
ARTICLE 10: SPECIAL PAY PRACTICES 16
10.1 Flex-Time Schedules 16
10.2 Use of Private Vehicle/Mileage Rate 16
10.3 Callback Pay 16
10.4 Hours of Work and Overtime 17
10.5 Standby Pay 17
10.6 Rest Periods and Breaks 17
10.7 Alternate Work Schedules 18
10.8 Bilingual Pay 18
10.9 Water Treatment and Distribution Cert. Pay 18
Item 8.d. - Page 7
SEIUMOU — TABLE OF CONTENTS
continued)
ARTICLE 11: INSURANCE 19
11.1 Medical Insurance Benefits 19
11.2 Cafeteria Plan 19
11.3 Vision Insurance 20
11.4 Life Insurance Plan 20
11.5 State Disability Insurance 21
11.6 Dental Insurance Plan 21
ARTICLE 12: HOLIDAY LEAVE 21
ARTICLE 13: VACATIONLEAVE 22
ARTICLE 14: SICKLEAVE 23
ARTICLE 15: LEAVES OF ABSENCE 24
15.1 Bereavement Leave 24
15.2 Family Leave 25
15.3 Medical Leave 25
15.4 Emergency Leave 26
15.5 Jury Duty 26
15.6 Military Leave 26
ARTICLE 16: UNIFORM ALLOWANCE 26
16.1 Safety Shoes 27
16.2 Safety Glasses 27
ARTICLE 17: RETIREMENT 28
17.1 PERS Retirement Contributions 28
17.2 Retirement Defined 28
17.3 Retiree Medical 28
ARTICLE 18: PROBATIONARY PERIOD 29
ARTICLE 19: PROMOTION 29
ARTICLE 20: PROMOTIONAL OPPORTUNITIES 30
20.1 Posting 30
20.2 Selection 30
20.3 Recommended Candidates 31
20.3 Appointment 31
Item 8.d. - Page 8
SEIUMOU — TABLE OF CONTENTS
continued)
ARTICLE 21: MAINTENANCE WORKER JOB SERIES 31
ARTICLE 22: ENGINEER JOB SERIES 31
ARTICLE 23: TRANSFERS 32
ARTICLE 24: DEMOTION 32
ARTICLE 25: LAYOFFS AND DISPLACEMENT 32
ARTICLE 26: PERSONNEL RECORDS 33
ARTICLE 27: RESIGNATION 33
ARTICLE 28: OUTSIDE EMPLOYMENT 34
ARTICLE 29: POSITION VACANCIES 34
ARTICLE 30: POSITION CLASSIFICATION 34
ARTICLE 31: PROFESSIONALDEVELOPMENT 35
ARTICLE 32: UNIT ASSIGNMENTS 35
ARTICLE 33: MAINTENANCE OF BENEFITS AND TERMS AND
CONDITIONS 35
ARTICLE 34: M.O.U. IMPLEMENTATION 35
ARTICLE 35: OBLIGATION TO MEET AND WAIVER CLAUSE 36
ARTICLE 36: SAVINGSCLAUSE 36
ARTICLE 37: POLICY CONFLICTS 36
Item 8.d. - Page 9
2013/2014
MEMORANDUM OF UNDERSTANDING
BETWEEN
CITY OF ARROYO GRANDE
AND
LOCAL 620, SERVICEEMPLOYEES INTERNATIONAL UNION,
ARROYOGRANDECHAPTER
THE PARTIESHAVE MET ANDCONFERRED IN GOOD FAITH REGARDING
EMPLOYMENT TERMS ANDCONDITIONS FOR THE EMPLOYEES COMPRISING
THE ABOVE RECOGNIZED EMPLOYEEORGANIZATION FOR THE GENERAL
SERVICES UNIT AND SUPERVISORS UNIT AND, HAVING REACHED
AGREEMENT, AS HEREIN SET FORTH, SUBMIT THIS MEMORANDUM OF
UNDERSTANDING TOTHE CITY COUNCIL, WITH JOINT RECOMMENDATION
THAT COUNCIL ADOPT THE TERMS AND CONDITIONS AND TAKE SUCH OTHER
ADDITIONAL ACTIONSAS MAY BE NECESSARY TO IMPLEMENT ITS
PROVISIONS.
ARTICLE 1. TERMOF MEMORANDUM OF UNDERSTANDING
Theterm of Memorandum of Understanding shallbe from July 1, 2013 until June 30,
2014, and thereafter shall continue from year to year. Either party may request
modification by March 15, 2014, in which event, meeting and conferringshall begin no
later than April 15, 2014.
ARTICLE 2. RECOGNITION
TheCity recognizes the Union as the sole and exclusive bargainingagent for all
permanentclassifications in the Supervisory Employees' representation unit and
General Services unit.
ARTICLE 3. NONDISCRIMINATION
The provisions of this Memorandum of Understanding shall be appliedequally to all
employees covered hereby without discrimination because ofrace, color, sex, physical
disability, age, national origin, religious affiliation, or Union membership.
Employees may elect to exercise their rightto join and participate in theactivitiesofthe
Union for the purposes of representation in all matters of their working conditions and
employer-employee relations. Theparties agreethatthere shall beno restraint,
coercion, or interference with any employee with respect to or because of the
employee's membership in said Union. The City and the Union agree that each
employee shall be treated equally, fairly, and with dignity and respect.
1
Item 8.d. - Page 10
ARTICLE 3. NONDISCRIMINATION (continued)
TheUnion and the City agree to support the AffirmativeAction Program established by
the City and thatthere shallbe no discrimination within their respective organizations
becauseof race, creed, sex preference, color, national origin, age, disability, or political
belief.
Any party alleging a violation of thisarticle shall have the burden of providing the
existence of a discriminatoryact or acts and/or proving that, but for such act or acts, the
alleged injuryor damage tothe grievant would not have occurred.
Discriminationcomplaints based on Union membership and/or activity shall continue to
be subject to the grievanceprocedure and arbitration.
ARTICLE 4. UNION RIGHTS
4.1 Representation
With respect to the meet-and-confer process, three (3) Union representatives
shallbe the maximum number of employees allowed to meet withCity
representatives on City time during their normal working hours for thepurpose of
meeting and conferring in good faith without loss of pay or any benefits.
4.2 Bulletin Board
The City will furnish, for the use ofthe Union, reasonable bulletin board space at
reasonable locations. Suchbulletin board space shall be used only for the
following subjects:
Union recreational, social, and related news bulletins;
Scheduled Union meetings;
Information concerning Union elections or the results thereof;
Reports of official business of Union, including reports of
committees or the Board of Directors; and
All material shall clearly state that it is prepared and authorized by
the Union.
Union agrees that notices posted on Citybulletin boards shall not contain
anything that may reasonably be construed as maligning the City or its
representatives.
2
Item 8.d. - Page 11
ARTICLE 4. UNION RIGHTS (continued)
4.3 Union Stewards
A. The City authorizes the ArroyoGrandeChapter of the Service
Employees International Union to appoint three (3) "Union
Stewards" and one (1) alternate, any of which may represent an
employee subject tothe City's grievanceprocedure (Article 5).
B. The Union shall provide the City Manager with a list of all
authorized Union stewards, and the list shallbe kept current.
C. An employee and/or his/her "Union Steward" representative may,
when and tothe extent necessary, take official City time, without
loss of compensation, in order to participate in the investigation and
processing of a grievance as provided for in Article 5, upon
notification and approval of the immediate supervisor or his/her
designee.
D. The City Manager will approve employee and/or Union Steward
takingofficial City time to investigate and process a grievance,
when and to the extentnecessary, and only ifit will in no event
adverselyaffect the operational, security, orsafety requirements of
the City.
E. It is understoodthat the employee and/or Union Steward shall
makeevery reasonableeffort toperformanyofthe aboveactivities
on off-duty time.
4.4 Dues Deduction
A. The City agrees to deduct dues twice monthly and remit them to the
Union, as approved by the UnionBoard of Directors and authorized
in writing by theindividual employeesconcerned, on forms
currently accepted by theCity forsuch deductions.
B. For the employees in the unit whoauthorize Union dues
deductions, theCityshall automatically continue such dues
deduction.
C. The City agrees to providethe Union the nameand deduction
status of all unit employees each pay period for whichdeductions
are made. Thereport shall include employees hired/transferred
into or out of the unit, as well as all those on leaves of absence.
3
Item 8.d. - Page 12
ARTICLE 4. UNION RIGHTS (continued)
4.4 Dues Deductions (continued)
D. Deductions. All employees in the unit who have not authorized a
Union dues deduction shall, within the thirty (30) day period
followingnotification oftheir obligationunder this agreement,
execute an authorization for the payroll deduction of one of the
following: 1) Union dues; 2) a service fee, equal to the percentage
of the regular dues, that is used for legally permissible
representationcosts; or 3) if he/she qualifies, a charityfee, equal
tothe service fee, tothe tax-exemptcharitable organization that
has been agreed to by the employee and the Union.
To qualify for the designated charity fee deduction, an employee
must certify tothe Union that he/she is a member of a bona-fide
religion, body, or sect that has historically held conscientious
objections to joining or financially supporting public employee
organizations.
Such exempt unit employees will be required to submit to the Union
a notarized lettercertifying that person's membership in such a
religion, body, or sect, signed by an official ofthebona-fide religion,
body, orsect.
If an employee fails to authorize one of the above deductions within
the thirty (30) day authorization period, the City shall notify the
employee, in writing, of his/her contractual obligation to authorize
one ofthe payroll deductions.
If an employee fails to authorize one of thedeductions, the Union
may seek enforcement through the courts.
E. Service Fee as Condition of Employment. After July 1, 1995, all
employees hired into the units who fail to authorize a Union dues
deductionor service fee deduction must, as a condition of their
continued employment, authorize a service fee deduction within
thirty (30) days following thebeginning of their employment. The
employee mayavail his/herself oftheoptions set forth in "D" above.
If an employee fails tomeet this obligation, the Union will make a
written request to theCity to take the necessary stepstoseparate
thatemployee from City service. The City will inform the Union of
all new hires.
4
Item 8.d. - Page 13
ARTICLE 4. UNION RIGHTS (continued)
4.4 Dues Deduction (continued)
F. Financial Documentation.The Union has presented a
demonstration that the legally permissible costs that may be
charged as a servicefee to a nonmember equalssomewhat more
than ninety-five percent (95%) of dues.
TheCity has not challenged thatdemonstration and agrees to
deduct a service fee equal to ninety-five percent (95%) ofdues.
The Union shall, within ninety (90) days after the end of each fiscal
year, make available to the City financial documentationthat shall
meet the requirements of Government Code Section 3502.2.
The City agrees toprovidethe Union the name, department, class,
and payroll deduction of all unit employees upon request.
G. Petition, Election, and Challenge. If a petition is filed with the City
that requests an election rescinding agencyshop, and suchpetition
containssignaturescollected within a forty-five (45) day period of at
least thirty percent (30%) of the employees in the bargaining unit,
an election will be held. Such electionmayonly be held once
during the term of the Agreement. The verification ofthe petition
and the election shall be conducted by the State Conciliation
Service, votingshall be by secret ballot, and a majorityvote of all
employees in thebargaining unitshall be required to rescind
agency shop.
A unit employee, who is subject tothe payment of a representation
service fee hereunder, has certain legal rights to object to that part
of thefee payable to him or her, whichrepresents the employee's
additional pro-rata share of expenditures by the Union that is
utilized for expenditures notincurred for the purpose ofperforming
the duties incident to effective representation in employer-employee
relations. An employee wishing to exercise these rightsmust
contact the Union office.
H. Hold Harmless. TheUnion agrees to indemnify, defend, and hold
harmless theCity and its officers, employees, and agents against
all claims, proceedings, and liabilities arising, directly orindirectly,
outof anyactionstaken or not taken by or on behalf ofthe City
under this Article.
5
Item 8.d. - Page 14
ARTICLE 4. UNION RIGHTS (continued)
4.4 Dues Deduction (continued)
Enforcement/Severability. In the event theService Fee provision of
the Article is declared by a court of competentjurisdiction to be
illegal or unenforceable, the parties agree to reopenthis Article of
the Agreement for the purposes of implementing modified agency
shop provisions.
4.5 Use of City Facilities
A. The Unionmay, with priorapprovalofthe City Manager, be granted
the use of City facilities for Union business meetings of City
employees, provided space is available. No use fee will be
charged.
B. The City shallprovide, at no cost to the Union, a copy of each City
Council agenda (Summary Form). By being providedtheagenda,
the Union acknowledgesthe City has met its obligation of
notification of mattersor issues withinthe scope of representation
on theCouncil Agenda.
4.6 Contracting Out
TheCity agrees to communicate with the Unionupon request in regard to the
following matters:
A. Any proposed subcontracting of servicesthat would result in the
elimination of unit member's job.
B. Changes in services that wouldresult in the elimination of unit
member's job.
ARTICLE 5. GRIEVANCE PROCEDURE
Purpose:
This grievanceprocedureshall be the exclusiveprocess to resolve grievances as
the term is defined below:
A. To resolve grievances informally at the lowest level.
B. To provide an orderly procedure for reviewing and resolving
grievances promptly.
6
Item 8.d. - Page 15
ARTICLE 5. GRIEVANCE PROCEDURE (continued)
Definitions:
A. Grievancemeans a complaint by an employee concerning the
interpretation or application of theprovisions of this M.O.U. or of
rules or regulations governingpersonnelpractices or conditions,
which complaint has not beenresolved satisfactorily in an informal
manner between the employee and his/her immediate supervisor.
B. As used in this procedure, theterm "immediatesupervisor" means
theindividual so designated by City management whoassigns,
reviews, and directs the work of an employee at the first level.
Time Limits:
Each party involved in a grievance shall act quickly so that the grievance may be
resolved promptly. Every effort should be madeto complete action within the time
limits contained in the grievanceprocedure; however, with the written consent of
all parties, the timelimitation for any step may be extended.
Step 1:
The grievance initiallyshall be personallydiscussed betweenthe
employee and his/her immediate supervisor. Within seven (7)
working days the immediate supervisor shall give his/her decision
or response. The grievant may request this decision orresponse in
writing.
Step 2:
A. If the grievance is not informally resolvedto the satisfaction
ofthe grievant in Step 1 a formal grievance may be initiated.
Aformal grievance must be initiated. A formal grievance
must be initiated no later than: •
1. Thirty (30) working days afterthe event of
circumstancesoccasioning the grievance; or
2. Within seven (7) working calendar days ofthe Step 1
decision rendered in the informal grievance
procedure, whichever is later.
B. However, if theStep 1 informal grievance procedure is not
initiated within the period specified in subsection (1) above,
theperiod in which to bring the grievance shall not be
extended by subsection (2) above.
7
Item 8.d. - Page 16
ARTICLE 5. GRIEVANCE PROCEDURE (continued)
Step 2: (continued)
C. A Step 2 grievance shall be initiated in writing on a form
prescribed by the City and shall be filed with the person (2)
designated by City management who has the responsibility
of the next level of supervisionwithin the department. The
employee may be represented by a representative ofhis/her
choice.
D. The grievant shall cite the specific provision(s) of the
Memorandum of Understanding, ordinance, resolution, or
written rule claimed to have been violated in effect at such
time the allegedincident(s) occurred, set forth the facts that
purportedly constitute such violation, and thespecific
remedy sought.
E. Within seven (7) workingdays after the initiation of the Step
2 grievance, the City's designated representative for this
step shall investigate the grievance and give his/her decision
in writing to the grievant.
Step 3:
A. Ifthe grievant is not satisfied with the decision rendered
pursuant to Step 2, he/she mayappeal the decision within
seven (7) working days totheperson designated by the City
Manager who has the nextlevel of supervision within the
department, if any. The employee may be represented by a
representative of his/her choice.
B. The designated representative shall respond in writingwithin
seven (7) working days tothe grievant. If the designated
representative determines it is desirable, he/sheshall hold a
conference(s) or otherwise investigate the matter.
Step 4:
A. If a designated representativewas used in Step 3 above or
none was designated and the grievant is not satisfied with
the decision rendered pursuant to Step 2 or 3 as applicable,
he/she may appeal the decision within seven (7) working
days tothe City Manager. The employee may be
represented by a representative of his/her choice.
8
Item 8.d. - Page 17
ARTICLE 5. GRIEVANCE PROCEDURE (continued)
Step 4: (continued)
B. The City Manager shall respond in writing within seven (7)
working days tothe grievant. If the City Manager determines
it is desirable, he/she shall hold a conference(s) orotherwise
investigate the matter.
Step 5:
If the grievance is not resolved satisfactorily at the aboveStep(s),
the grievant, with the writtenconcurrence of the Union, within ten
10) days, excluding holidays, may submit the grievance to binding
arbitration. Upon mutual agreement of both parties, the time
deadline may be extended for a specified number of days. If any
question arises astothe arbitrability of the grievance, such
question shall beruledupon by the arbitrator only after he/shehas
had an opportunity to hearthe merits of the grievance.
A. Thearbitration proceeding shall be conducted by an
arbitratorto be selected by the twoparties within ten (10)
working days after said notice is given. If the two parties fail
to reach agreement onan arbitrator within five (5) days, the
State ConciliationService will be requested to supply a list of
five (5) names. Each partywill alternately strike from the list
until only one (1) name remains. Theorder of strikingwill be
determined bylot.
B. The arbitrator shall holda hearing withinten (10) working
days of his/her appointment. Five (5) working days' notice
will be given toall parties of the time and place of the
hearing. Within ten (10) workingdays after completion of the
hearing, the arbitrator shall render the decision in writing and
shall setforth his/her findings of fact, reasoning, and
conclusions on the issuessubmitted.
Thearbitrator shall be withoutpower or authority to make
any decision thatrequires the commission of anact
prohibited by law or violates the terms of this Agreement.
However, it is agreed thatthe arbitrator is empowered to
include a decision for reimbursement for financial loss of
wages or fringe benefits or other non-financialremedies as
judged to be proper. The arbitrator shall submit to all parties
his/herfindings that shallbe binding and final on both
parties.
9
Item 8.d. - Page 18
ARTICLE 5. GRIEVANCEPROCEDURE (continued)
Step 5: (continued)
C. Nothing in theforegoing shall be construed to empower the
arbitrator to make any decision amending, changing,
subtracting from, oradding to, theprovisions of this
Agreement.
D. The fees and expenses of the arbitrator shallnot be the
responsibility of the prevailing party. All other expenses
shallbe borne by the party incurringthem, and neither party
shallbe responsible for the expense of the witnesses of the
other. If any grievance meeting or hearing shall be
scheduledduring the work day, any worker required by
either party to participate as a witness or grievant in such
meetingorhearing shall be releasedfrom regular duties
without loss of pay or benefits for a reasonableamount of
time.
E. Eitherparty may request an individual to make a written
record of the entire arbitration hearing. The cost of the
services and expense of such individual shallbe paid by the
requesting parties upon mutual agreement.
F. All documents dealing with the processing of a grievance
shallbe filedseparately from the personnel files ofthe
participants as designated in this Agreement.
ARTICLE 6. DISCIPLINARY APPEAL PROCEDURE
Effective for discipline initiated afterthe date of ratification of this M.O.U., appeals from
discipline and discharge of unit employees represented by S.E.I.U. Local 620 only, shall
be processed exclusively in accordance with this modified appeal procedure. The
provisionsof this Article applyonly to employees represented by S.E.I.U. Local 620 and
supersede any conflicting provisions contained in the PersonnelRegulations of the City
of ArroyoGrande, Section VIII.D — G inclusivefor S.E.I.U. represented employees.
Employeesrepresented by Local 620receiving a "Notice of Recommended Disciplinary
Action" under Section VIII A. of thePersonnel Regulations shall have the right to Union
representation if he/she so chooses. The City agrees to sendcopiesof all disciplinary
noticesforrepresented employees to the Union by Facsimile (FAX) and U.S. Mail at:
805) 614-7620 (FAX)
Local 620, ServiceEmployees' International Union, AFL, CIO, CLC
2345 S. Broadway #C
Santa Maria, CA93454
10
Item 8.d. - Page 19
ARTICLE 6. DISCIPLINARY APPEAL PROCEDURE (continued)
Nothing in this Article shall preclude an employee and the City Manager from informal
discussions and/or settlements prior to the date of the hearing.
For the purpose of this M.O.U. and as applied to S.E.I.U. represented employees only;
the City's Disciplinary Action procedure is herebymodified as follows:
Section D-1: Method of Appeal (S.E.I.U. Only):
Appeals shall be in writing and contain a briefstatement about the action
beingappealed and the reason(s) the employee believes the disciplinary
action is not appropriate. The letter of appeal shall be filed with the City
Manager within five (5) businessdays of receiving the notice of
disciplinary action.
Upon thefiling of an appeal, the City Manager shall set a date for a
hearing on the appeal not less than ten (10) days nor morethansixty (60)
days from the date of filing. The City Manager or designated
representative shallnotify all interested parties of the date, time, and place
of hearing. The City Manager will also select a Hearing Officer from either
the StateMediation and ConciliationService (SMCS) oranother individual
selected from a list provided by the SMCS; provided that the person
selected to be theHearing Officer has experience adjudicatingDisciplinary
Hearings.
Section E: Hearing:No Change to City Personnel Regulations Manual.
Section F: Findings of the Hearing Officer: No Change to CityPersonnel
Regulations Manual.
Section G: Appeal Procedures:
1. Appeal of Findings by Hearing Officer Other Than City
Manager—a., b., c.: No Change to City Personnel
Regulations Manual.
2. Appeal of Findings by the CityManager:
An employee whobelieves the City Manager's Final
Decision contains findings of fact that are erroneous or legal
conclusions which are arbitrary and/or capricious may
appeal such findings and resulting proposed disciplinary
action(s).
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Item 8.d. - Page 20
ARTICLE 6. DISCIPLINARY APPEAL PROCEDURE (continued)
Section G: Appeal Procedures: (continued)
2. Appeal of Findings by the City Manager: (continued)
Such appeals shall be made tothe City Council. Such
appealshall be filed within twenty (20) working days of
receiving the Notice of Disciplinary Actionfromthe City
Manager.
ARTICLE 7. MANAGEMENT RIGHTS
The City retains allits exclusive rights and authorityunderfederal, state, and municipal
lawand expressly and exclusively retains its management rights, which include, but are
not limited to:
the exclusive right to determine the mission of its constituent departments,
commissions, boards;
set standards and levels of service;
determinetheprocedures and standards of selection for employment and
promotions;
direct its employees;
determine themethods and means to relieve its employees from dutybecause
of lack of workor other lawful reasons;
maintain the efficiency of governmental operations;
determine themethods, means and numbers and kinds of persons by which
government operations areto be conducted;
determine methods of financing;
determine styles and/or types of City-issued equipment to beused;
determine and/orchange the facilities, methods, technology, means,
organizationalstructure, and composition of the work force and allocate and
assign work by whichthe City operations are to be conducted;
determine and change the number of locations, relocations, and types of
operations, processes, and materials to be used in carryingout all City
functions, including but not limited to, the right to contract for or subcontract
any work or operations ofthe City.
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Item 8.d. - Page 21
ARTICLE 8. WAGES / INCREASES
The S.E.I.U. represents thefollowing employeeclassifications:
CLERICAL AND FISCAL SALARY RANGE
Administrative Secretary 25
Senior Accounting Clerk 24
Accounting Clerk II 21
Office Assistant II 18
Accounting Clerk I 15
Office Assistant I 14
RECREATIONSERVICES, PUBLIC WORKS AND COMMUNITY
DEVELOPMENT
SeniorEngineer 46
Associate Engineer 43
Assistant Engineer 36
Streets and Landscaping Supervisor 36
Utilities Supervisor 36
Recreation Supervisor 34
Fleet Maintenance Coordinator 30
Public Works Lead Person 30
Water Services Worker 27
Maintenance Worker III 25
Accounting Clerk II 21
Recreation Coordinator 20
Maintenance Worker II 20
Office Assistant II 18
Maintenance Worker I 16
Accounting Clerk I 15
Office Assistant I 14
FISCAL YEAR 2013/2014
The City andthe S.E.I.U. agreethat all position classifications represented by the
Unionas depicted in Section "A" of this Article shallreceive salaries as
represented in Exhibit"A"for the period of July 1, 2013 through June 30, 2014.
ONE-TIME PAYMENT
The City will provide a one-timepayment toall full-time employees that are
represented by SEIU in the amount of 3.5% of their annualbase salary. The
payment will be combined with the first paycheck in December, 2013. All
employees represented bySEIU that are employed by the City on a full-time basis
December 1, 2013 will be eligible for the payment.
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Item 8.d. - Page 22
ARTICLE 8. WAGES / INCREASES (continued)
8.1 Advancement in Salary
The salary range as set forth for each classification is divided into five (5) steps
that shall be interpreted and applied as outlined in this Article. Salary step
increases as providedherein are not automatic but basedon performance and
merit. Employees shall be placed on the step and qualify for increase in
compensation for advancement to the next higher step of the pay ranges in the
manner following:
A. The first step is the minimum rate and normally shall be the hiring
rate.
B. Thesecond step is granted to employees who are eligible for this
adjustment, after completion of the probationary period. The
adjustment shallbe made only if granted by theDepartment
Director and subject to the approval of the City Manager or his/her
designee.
C. Thethird step shall be granted to an employeewho has proven
fully qualified in a given classification forone (1) full additionalyear
from granting of previous step increase only if granted by the
Department Director and subject to theapproval of the City
Manager or his/her designee.
D. The fourth step shallbe granted to an employee who has proven
above average ina given classification for one (1) full additional
year by the DepartmentDirector and with theapproval of the City
Manager or his/her designee.
E. Thefifthstep shall be granted to an employee who has continued
to demonstrate above average performance and has demonstrated
continued growth in a given classification for one (1) full additional
year by the DepartmentDirector and with theapproval of the City
Manager or his/her designee.
F. Aperformance report on each employee recommendedfor salary
advancement shall be prepared and submitted by the Department
Director to the City Manager prior to final action on such
recommendation at each step.
G. An employee must always continue to maintain an acceptable level
of performance and shall be evaluated annually byhis/her
Department Director. Ifthe written evaluation by the Department
Director does not support a continued acceptable effort, an
individual may be reduced in salaryby the Department Director,
with the approval ofthe City Manager or his/her designee.
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Item 8.d. - Page 23
ARTICLE 8. WAGES / INCREASES (continued)
8.2 Paychecks
The City will pay regular checks on a biweekly basis and continue payroll
deductions for the County-City Employee Credit Union, when so desired by
employees.
8.3 Educational Pay
A. The Educational Pay Program is intended to promote the
improvement of employeeefficiency .andthe advancement of
employees to positions of higher skills.
B. Employees may qualify for advancement ofone salary range above
their position classified range upon receipt of an Associated Arts
Degree, ina fieldrelative to their job classification, from an
accredited junior college, or upon earning a special license or
certificate, deemed to be equivalent to an AA degree and is related
to the performance of the employee's duties and/or assignment,
upon recommendation of the Department Director and approval by
the City Manager. For purposes of completion of certificated
courses related to an employee's duties and/or assignment
equivalency (including those programs resulting in a special license
or certificate), or an aggregate of the samewhich equals or
exceeds 720 instructional hours, will be deemed to be equivalent to
an AA degree.
Any employee who is receiving educational pay for any license or
certificate as of July 1, 1999, will continue to receivesuch pay.
C. Employees who possesslicenses or certificates as specified in
Section B of this Article, totaling less than720 hoursand more than
300hours, shall qualify for an advancement in salary of $20 per
pay period upon recommendation of the DepartmentDirector and
approval by the City Manager.
D. Employees may qualify for advancement of two salary ranges
above their position classified range upon receipt of a Bachelor of
Science/Bachelor of Arts Degree in a fieldrelative to their job
classification, from an accredited college, upon recommendation of
the Department Director and approval of theCity Manager.
E. Exception: Wherejob classifications or requirements include an
AssociatedArts or Bachelor of Science/Bachelor of Arts degree,
Section B and Section C, will not apply.
F. No additional educational pay shall bemade for duplicate, or more
than one, AA degree, BA degree, or applicablecertificates.
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Item 8.d. - Page 24
ARTICLE 8. WAGES I INCREASES (continued)
8.4 ShiftDifferential
The City shall pay $.50 (fifty cents) per hour additional wages for each hour
worked when at least four and one-half (4 '/2) hours areworkedbetween 5:30
P.M. and 7:30 A.M., providing such working assignment has been
assigned/approved by the Department Director with the concurrence of the City
Manager. Exception to the prior approval provisions shallbe granted for
emergency call-outs.
ARTICLE 9. NO STRIKE I NO LOCKOUT
The Union agrees that duringthe term of this Memorandum of Understanding, neither
the Union or the employees it represents will engage in, encourage, sanction, support,
or suggest any strikes. The employeragreesthat it willnot lock out any of its
employees duringtheterm of this Memorandum of Understanding.
ARTICLE 10. SPECIAL PAY PRACTICES
10.1 Flex-Time Schedules
Employees for whomnecessity requires a different schedule than that generally
applied shall work according to regulations prepared by therespective
supervising officials and approved by the City Manager. TheCity shall specify in
writing all changes in work place andhours and provide theaffected employees
with reasonable notice of thesechanges. Hoursmay be altered to permit flex-
time.
10.2 Use of PrivateVehicle I Mileage Rate
Anemployeewho is required to operate his or her own privately-owned
automobile for the performance of officialdutiesshall be reimbursed at the rate
established by the City Councilfor each mile necessarily traveled. Such
reimbursement shall be paid monthly.
10.3 Callback Pav
Callback is defined as that circumstance requiring an employee to unexpectedly
return to work afterthe employee has left work at theend of the employee's work
day or work week.
An employee called in early tostart his/her workshift, without priorreasonable
notice, will also receive time and one-half (1 1/2) overtime pay for all extra hours
worked, with a minimum call-outof two (2) hours. If an employee receives a
second callback withinthe two hour window of their first call, then the employee
shall only receive additional pay for the time worked beyond the two hours.
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Item 8.d. - Page 25
ARTICLE 10. SPECIAL PAY PRACTICES (continued)
10.4 Hours of Work and Overtime
The normalworking schedule of full-time employees shall be eight (8) hours pay
or forty (40) hoursper week. All authorizedtime worked in excess offorty (40)
hoursper week, or on a holidayrecognized in this Memorandum of
Understanding, shall be compensated atthe rate of one and one-half (1 '4) times
the employee's regular base hourly rate of pay. Time worked for computation of
overtime shall includeholidays, jury duty, sick leave, bereavement leave, and
previouslyscheduledvacation and compensatory time off, for purposes of this
paragraph, and shallbe calculated at a maximum of eight (8) hours per day.
Overtime shallbe computed atthe nearest quarter (1/4) hour. At the request of
anyemployeeeligible for overtime pay, his/her supervisor willprovide that, in lieu
of cash payment for any overtime, he/she mayhave thechoice of time off with
pay at the rate of oneand one-half (1 ''A) hours for eachhour of overtimeworked.
Compensatory time off shall be taken at the option of the employee, with the
consent of the supervisor. The limit for accrued compensatory time off is 150
hours per employee. Upon separation from employment, an employee is entitled
to receive cash compensation for any unused compensatory time.
10.5 Standby Pay
Standbyduty is defined as that circumstance which requires an employee so
assigned to:
A. Be ready to respond immediately to a call for service; and
B. Be readily available at all hours by telephone.
An employee so assigned to standby duty shall receive $1.50 perhour, to begin
at the end ofthe regularly scheduledwork day or work week, or other employee's
standby time, andend atthe start of the next regularlyscheduled work day orthe
beginning of anotheremployee's standby time. When an employee is called in
and is beingpaid at his/her normal rate of pay (including overtime), standby pay
willnot apply.
10.6 Rest Periods and Breaks
Employees in all bargaining unit classes are entitled to a fifteen (15) minute duty-
free rest periodduring each four (4) hours of continuous work.
A rest period shall count as fifteen (15) minutes of time worked for calculation of
pay.
Rest periodsmay be suspended when unusual emergency conditions require
continuous performance of duties in order to protect or preserve life or property.
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Item 8.d. - Page 26
ARTICLE 10. SPECIAL PAY PRACTICES (continued)
10.7 Alternate Work Schedules
The City and the Union agree that undersome circumstances alternatework
schedules may be beneficial to both employees and the City. Accordingly,
employees may request to work an alternativeworkschedule. Such requests
shall be subject to approval by the Department Director and the City Manager.
City management reservestherightto remove employees fromalternative work
schedules.
10.8 Bilingual Pay
A. An employeefluent in Spanish or otherlanguage, the use of which
has been determined by the City Manager to be of benefit tothe
City, shallbe paid $50.00 per month. Fluency shallbe certified by
a test administered throughtheCity Manager's Office. A certified
employee shall request bilingual pay on a formapproved by the
City Manager. No morethan six employeesfluent in one of the
identified languages shall be eligible for bilingualpay at any one
time.
B. The City Manager shall determine which employees, what mix of
languages, and which job functions may be eligible for bilingual pay
based upon accessibility ofthe employee to thepublic,
representation in departments, or other factorsthat could affect the
use of theses skills for public benefit. Nothing in this section shall
precludethe use by an employee of foreign language skills in the
work place for the public benefit even if the employee is not
receiving bilingual pay.
10.9 Water Treatment and Distribution Certification Pay
Employees in the classifications of MaintenanceWorker I, II, and III, Water
Services Worker, Public Works Lead Person, Utilities Supervisor and
Streets and Landscaping Supervisor shall receive special pay of 1% of
their base salary for each WaterTreatment Operator Certification fromthe
CaliforniaDepartment ofPublic Health T1 through T3 received and
maintained and Water Distribution Operator Certification D1 through D4
received and maintained up to a maximum of 7% for employees
permanently assigned to the Water ServicesSection and the Streets and
Landscaping Supervisor, and 2% for employees assigned to other
maintenanceoperations.
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Item 8.d. - Page 27
ARTICLE 10. SPECIAL PAY PRACTICES (continued)
10.9 Water Treatment and Distribution Certification Pay (continued)
Employees shallreceivespecial pay for each certification obtained only as
long as each individual certification is maintained. Employees may
receive up to a total maximum of 7.5% for Educational Pay and Water
Treatment and Distribution Certification Pay when combined. Employees
shall notreceive both Educational Payand Water Treatment and
Distribution Certification Pay for the same education completed. In such
case that educationcompleted to obtain WaterTreatment and Distribution
Certifications qualify an employee to receive Educational Pay, the
employee shall receive whichever is highest between the twospecial pay
amounts.
ARTICLE 11. INSURANCE
11.1 Medical Insurance Benefits
A. The base medical planshall be defined as the Health Maintenance
Organization (HMO) program available tothe City. If availability of
an HMO to the City is discontinued by the medical plan provider,
the base plan will become thebasic PPO plan available to the City
by the existingmedical plan provider.
B. The City will maintain health benefits through CaIPERS for calendar
year 2014.
11.2 Cafeteria Plan
A. The Cityshall contribute an equal amount towards the cost of
medicalcoverageunder the PublicEmployee's Medical and
Hospital Care Act (PEMHCA) for both active employees and
retirees. The City's contribution towardcoverage under PEMHCA
shall be theminimum contribution amountestablished by CaIPERS
on an annual basis. The City's contribution underPEMHCA shall
be $115 per monthfrom July 1, 2013throughDecember 31, 2013
and $119 per monthfrom January 1, 2014throughJune 30, 2014.
B. Employees participating in the City's full flex cafeteria plan shall
receive a flex dollar allowance to purchase group health coverage
for medical, dental and vision under the City's Cafeteria Plan. For
theperiod of July 1, 2013throughNovember 30, 2013, the monthly
flex dollarallowance shall be $626.33with respect to an employee
enrolled for self alone, $1,156.61 for an employee enrolled forself
and one family member, and $1,483.43 for any employee enrolled
for self and two or more familymembers.
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Item 8.d. - Page 28
ARTICLE 11. MEDICALINSURANCE (continued)
11.2 Cafeteria Plan (continued)
For theperiodof December '1, 2013 through June 30, 2014, the
monthly flex dollar allowance shall be $558.00 with respect to an
employee enrolled for self alone, $1,019.68 for an employee
enrolled for self and one familymember, and $1,305.77 for any
employee enrolled for self and two or more familymembers.
C. A portion of the flex dollar allowance ($115 per month for 2013 and
119 permonth for 2014) is identified as the City's contribution
towards PEMHCA. Thisamount shall be adjusted on an annual
basis as the PEMHCAminimum contribution increases. Remaining
flex dollars must beused by employees to participate in the City's
health plans. Employeeswhowaive medical coverage under the
Cafeteria Plan because he/she provided the City with written proof
that medical insurance coverage is in force throughcoverage
provided by another source consistent with any rules orrestrictions
on the City by themedical plan provider, can take flex dollars for
the amount provided to employees enrolled for self alone (taxable
income), deposit it into their 457plan, or use it to purchase
voluntary products. No remaining flexdollars may be redeemed.
11.3 Vision Insurance
The City shall provide a VisionCare Plan for bargaining unit members. TheCity
shall contribute the full family premium. The City may select an alternate vision
care provider duringtheterm of the M.O.U. providing that:
A. Any new plan maintains equivalent benefits to the employees; and
B. At least twenty-one (21) days advanced notice of plan changes are
provided to the Union.
11.4 Life Insurance Plan
A. City shall providegroup term life insurancebenefit plan for
bargaining unit members, which shall provide for forty thousand
dollars ($40,000) life coverage plus accidental death for employees
only duringthetermof theiremployment.
B. The Cityshall make available additional voluntary life insurance
coverage, at the employee's expense, as longas the minimum
participation requirements ofthe insurance provider are met.
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Item 8.d. - Page 29
ARTICLE 11. MEDICAL INSURANCE (continued)
11.5 State Disability Insurance
The City shall provide and pay the premiums for State DisabilityInsurance,
integrated with sickleave. Effective January 1, 2004, the Citywill pay the
premiums for the new Family Temporary Disability Insurance. Should there be
any future rate increases to State DisabilityInsurance and/or Family Temporary
Disability Insurance plansafter January 1, 2004, the CityandSEIU Local 620
agree to meetand confer to discuss responsibility for payment of such increases.
11.6 Dental Insurance Plan
The City shall provide for all employees in classifications represented in this
Memorandum of Understanding a dental plan of the City's choice. TheCity shall
pay up tothe full family premium. The Citymay select an alternate dental
insurance plan provider duringthetermof this M.O.U. providing that:
A. Any new plan maintains equivalent benefits to theemployees; and
B. At least twenty-one (21) daysadvanced notice of plan changes are
provided to the Union.
ARTICLE 12. HOLIDAY LEAVE
The followingdays shall be paid holidays for employees:
a.Independence Day
b.Labor Day
c. Veterans' Day
d. Thanksgiving Day
e.Day following Thanksgiving
f.Christmas Eve
g. Christmas Day
h.New Year's Eve
New Year's Day
j. Martin Luther King Day
k.Lincoln's Birthday
President's Day
m. Memorial Day
n. One day of Employee choice with Supervisor approval (Floating Holiday)
o. Every daydesignated by the President, Governor, orMayor for public
observance as a special, nonrecurring single event, such as the death of a
nationalleader or end of a war.
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Item 8.d. - Page 30
ARTICLE 12. HOLIDAYLEAVE (continued)
When any of the above-listed holidays fall on Saturday, it will be recognized on Friday.
If it falls on Sunday, it will be recognized on Monday. For all employees who regularly
worked on Saturday and/or Sunday, theholiday will be specified by the above-listed
dates. In case a holiday falls onan employee's regularly scheduledday off, he/she
shall have the option to take such a holiday onan alternateday, as selected by the
employee and approved by the Department Director.
ARTICLE 13. VACATION LEAVE
A. The purpose of annualvacation leave is to enable each eligible employee
to annually return tohis work mentally and physicallyrefreshed.
B. Each eligibleemployee shall be required to have served the equivalent of
one (1) year of continuous service in the City in order to be eligible for
his/her full annual vacation leave. However, in the event an employee so
chooses, he/she may, after six (6) continuous months of service, take
vacation leave not to exceed five (5) workingdays, withthe Supervisor's
approval.
C. Employeeswho terminateemployment and upon return of all City-owned
property in good condition, shallbe paid in a lump sum for all accrued
vacation leave earned prior tothe date of termination.
D. Vacation leave withpayshallbe earned by employees in accordance with
thefollowing schedule:
AFTER:YEARS DAYS = HOURS PER MONTH
01 10 6.67
02 12 8.00
03 13 8.67
04 14 9.34
05 15 10.00
06 15 10.00
07 16 10.67
08 16 10.67
09 17 11.34
10 17 11.34
11 18 12.00
12 18 12.00
13 19 12.67
14 19 12.67
15 20 13.34
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Item 8.d. - Page 31
ARTICLE 13. VACATIONLEAVE (continued)
E. If for any reason an employee becomes ill during a vacation, or in the case
where a holiday falls during a vacation period, the affected employee shall
be entitledtoutilize such available sick or holiday leave in lieu of vacation
leave. Thevacation periodmay be appropriately extended upon approval
of the Supervisor.
F. Vacation leave may be taken as it accrues. Vacation shall be scheduled
atthe discretion and convenience of each individual employee, with the
consent of the Supervisor, withinthe limitations necessitated by the
legitimateoperational needs of the City.
G. In the event the scheduling preferences of two (2) or more employees
conflict, the preferences ofthemore senioremployee fromdate of hire
shall govern, barring any unusual circumstances.
H. An employee must use a minimum of 50% vacation leave earned each
calendar year during that same calendaryear. The balance ofthe
vacation leave remaining unused during thatsame calendar year may be
accrued. Exception is made to this paragraph for all new employees
commencing City employment after December 31st of each year so that
there is no requirement upon a new employee to use a minimum of 50%
of vacation leave eamed by the first December 31st after employment
commences.
Employees may accruevacation leave up tory a maximum of 225 hours.
Accrued vacation may exceedthe maximumallowable by up to, and no
morethan, 24 hoursduringthe calendar year, at which time the employee
shall stop accruing vacation leave above thatamount. In the event an
employee's accruedvacation leave exceeds the maximumallowable of
225 hours on January 1, the employee shallbe paid at his/her January 1
hourly wage rate for those hours accrued in excess of the maximum
allowable of 225 hours up to a maximum of 24 hours. Upon request of an
employee, an exception tothe accruallimit may be made upon
recommendation by the Department Director andapproval by the City
Manager.
ARTICLE 14. SICKLEAVE
A. All full-time, permanentemployees shall accrueone (1) working day of
sick leave with pay for each month of service. The maximum
accumulation of earned sickleave shall be 1,000 hours. An employee will
not accumulate any additional sick leave until such time ashis/her
accumulated balance falls below 1,000 hours. If an employee has
accumulated over 1,000 hours of earned sick leave as of July 1, 2012, the
employee may continue to accumulate up to his/her sick leave balance as
of that date. Upon retirement, an employee may choose to bepaid50%
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Item 8.d. - Page 32
ARTICLE 14. SICK LEAVE (continued)
of his/her unused sickleave, to a maximum of 450 hours at his/her current
rate of pay. Upon retirement, unused accumulated sickleavemay be
converted to PERS retirementcredit perthe City's contract with PERS. At
the end ofeach calendaryear, each employee has the option of being
paid straight time for 25% of his/her unused sickleave of thatyear,
transferring it tovacation, or leaving it in sick leave.
B. Employees may transfer sickleave on a voluntary basis to a fellow
employee who has exhausted all his/her sick leaveand vacation leave
due to an extended illnessor injury. The transfer shall be based on each
employee's hourly rate of pay and shall not exceed twenty-four (24) hours
of sick leave based on thehourly rate of pay of thereceiving employee.
The transfer shall be requested on a formprovided by the City, be
completed byboth employees who mutually request such transfer, and
submitted for approval to their Department Directors and the City Manager
for final approval. The requesting employee mustindicate how many
hours they will need fortheir leave. The receiving employee shallnot be
obligatedtd repay anytransferred leave to the contributing employee, and
contributing employee understandsthat such transfer shallbe deemed as
if used and will be subject to all otherprovisions applicable. Under no
circumstances may therequesting employee receivemoredonated hours
in their sick bankthan actually used fortheir leave.
ARTICLE 15. LEAVES OF ABSENCE
15.1 Bereavement Leave
Permanent full-time employees shallbe granted leave by their Department
Director whenever theaffected employee has experienced a death in the
immediatefamily, defined as the spouse, the employee's or employee's spouse's
father, mother, brother or sister, child or stepchild, grandparents, grandchildren,
son-in-law, daughter-in-law, "step" relativesas describedabove, aunt or uncle, or
any other personresiding in the same household where attendance tothe funeral
is necessary.
Such absence by the employee shall be limited to five (5) working days per
occurrence of paid leave. Such leave is not chargeable against sick or vacation
leave. As a condition of granting leave for bereavement purposes, theappointing
authority may request verification ofthe loss.
In order to receive this benefit, domestic partnersmust be registered with the
Secretary of State.
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Item 8.d. - Page 33
ARTICLE 15. LEAVES OF ABSENCE (continued)
15.2 Family Leave
A. An employee may take an unlimited amount of sick leave if required
to be away from the job to personally carefor a member of his/her
immediate family, as defined in Article 15.1, Bereavement Leave,
subject to approval ofthe supervisor and verification of need.
B. Pursuant to the State and Federal Leave Acts, the following is
provided for all employeeswho have been employed a minimum of
twelve (12) months and have worked at least 1,250 hours during
the 12-monthperiod preceding leave:
1.Up to twelve weeks (60 workdays) unpaid leave in a twelve
12) monthperiod. Intermittent leave is allowed.
2.Leave may be taken for: (1) birth of and careofnewborn
child; (2) placement of child with employee for adoption or
foster care; (3) to care for spouse, child, or parent having
serious health condition; (4) employee's own serious health
condition.
3. The employee's insurance, including medical, dental, vision,
and life insurance willbe maintained under the same
conditions as if the employee were still working.
4.Request for leave mustbemade 30 days prior to leave, if
foreseeable.
5.Employeemay use accruedvacation, holiday, orpersonal
leave during family leave. Sick leave may be used for
employee and/or immediate family illness or disability.
6.Upon return to work, employee will be restored to same or
equivalent position with equivalent benefits.
All other provisions of the State FCLA and Federal FMLA apply.
15.3. Medical Leave
Medical leave without pay may be granted for the purpose of recoveryfrom
prolongedillnessorinjuryor to restore health or for pregnancy upon employee's
written request to and approved by the Department Director and City Manager,
subject to submission of medical evidencesatisfactory as establishing the
employee's medical need. During the approved leaveperiod, the City willnot
pay employee benefits; however, the employee may elect to maintain City
medical insurance coverage for employee and dependents at employee's sole
cost if such coverage of all individuals is in effect sixty (60) days priorto leave
application to the City Manager.
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Item 8.d. - Page 34
ARTICLE 15. LEAVES OF ABSENCE (continued)
15.4 Emergency Leave
Emergency leave without paymay be granted to any permanentemployee who,
upon written request to and approved by the Department Director and City
Manager, demonstrates that the leave is necessary for personal reasonsbeyond
his/her control or will serve to improve his/her ability as an employee ofthe City.
Emergency leaves may be granted up to a maximum of one (1) year. Upon
expirationof an approved emergency leave, theemployee shall be reinstated in
the position held atthe time leave was granted. The leaveperiod shallnot be
credited to employeeseniority or creditedtoward time served with the City.
Failure on the part ofthe employee on leave toreportpromptly at the leave's
expiration shall be cause for discharge. During the leave periodthe City will not
pay employee benefits; however, the employee may elect to maintain City
medical insurance coverage for employee and dependents at employee's sole
expense if such coverage of all individuals is in effect sixty (60) days prior to
leave applicationtothe City Manager.
15.5 Jury Duty
Employees shallbe granted leave, with full pay and no loss in benefits, when
called for jury duty, if the employee remitsjury feesreceived for such jury duty.
The employee mayretain all travel pay or subsistence pay granted by thecourt
because of the employee's participation in jury duty. Theemployee shall be
responsible for notifying his/her supervisor assoon as possible upon receiving
notice to appearfor jury duty, makeevery reasonableeffort tokeep his/her
supervisor advised as to the anticipated length of service, and return to work
immediately following the end of jury duty service.
15.6 Military Leave
Every employee of the City shallbe granted military leaves of absence and other
benefits as provided in Division II, Part I, Chapter VII ofthe Military and Veteran's
Code ofthestateof California.
ARTICLE 16. UNIFORM ALLOWANCE
TheCity agrees to furnish five (5) shirts and five (5) pairs of pants per week for
employees in the following classifications:
Maintenance Worker I, II, Ill Utilities Supervisor
Fleet Maintenance Coordinator Streets and Landscaping Supervisor
PublicWorks Lead Person
Employees hired to fill newly-created classifications will also receive uniforms under this
section if the wearing of a uniform is required. Uniforms for the above-listed field
personnel are to be worn during work andmay be worn to and from work.
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Item 8.d. - Page 35
ARTICLE 16. UNIFORM ALLOWANCE (continued)
16.1 Safety Shoes
During thetermof this Agreement, the City shall provide one pair of safety shoes
to all unit employees, as listed in Article 16, per fiscal year to a maximum cost of
150. The safety shoes shallbe purchased duringthemonth of August unless
deemed a necessity to be purchasedbefore the month ofAugust by the
Department Director and approval of the City Manager. The safetyshoes must
be worn during all hours where there is a need for such shoes or as required by
the Department Director. A vendor to be used to makepurchases of safety
shoes will be mutually agreed upon by the City and Union.
16.2 Safety Glasses
TheCity willprovide safety prescription glasses and lens for thoseemployees
who need themto carry out their tasks. The glasses will comply with OSHA
standards.
ARTICLE 17. RETIREMENT
17.1 PERS Retirement Contributions
A. G.C. Section21354.4. The CaIPERS 2.5% at Age 55 Retirement
Plan is provided for employees hired prior to December 21, 2012.
Employees under this planwillpay the full eight percent (8%)
employee share of CaIPERS retirement benefit costs.
B. G. C. Section 21354. The CaIPERS 2.0% at Age 55 Retirement
plan will be provided for employees hired between December 21,
2012 and December 31, 2012, CaIPERS "Classic" members hired
on orafter January 1, 2013, and thoseeligible for reciprocity hired
on or afterJanuary 1, 2013. Employees under this plan will pay the
full seven percent (7%) of the employeeshare of CaIPERS.
C. G.C. Section 7522.20. The CaIPERS 2% @ 62 Retirement Plan
shall be provided for new employees hiredon or after January 1,
2013 who are not CaPERS "Classic" employees and are not
eligible for reciprocity. Employees under this plan shall pay at least
50% of the total normal cost rate (currently 6.25%) ofthe employee
share of CaIPERS.
D. G.C. Section21024 and 21027. Employees may buy back, at their
expense, retirement service credit for priormilitary service as
permitted by CaIPERS.
E. GC Section 20042. For employees hired prior to December 21,
2012, retirement benefits are based on the highest single year
compensation.
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Item 8.d. - Page 36
ARTICLE 17. RETIREMENT (continued)
F. GC Section 20037. For employees hired on or afterDecember 21,
2012, retirement benefits shallbebasedon the highestaverage
annual compensationearnable by a member duringthree
consecutive years of employment.
G. GC Section20965. Employees will receive credit for unusedsick
leave per the provisions of Article 14. A of this MOU.
H. GC Section 21548. The spouse of a deceasedmember, who was
eligible to retire forservice at the time of death, may elect to receive
the Pre-Retirement Optional Settlement 2 Death Benefit.
I.Effective January 1, 2013, the Public Employee's PensionReform
Act of 2013 (PEPRA) will apply to all employees, as well as for
employees transferring from other CaIPERSorreciprocalagencies.
17.2 Retirement Defined
Retirement is defined as the termination of employment at an age when the
employee would qualify for an allowance under the Public Employees Retirement
System (PERS) and the City's Personnel Regulations.
17.3 Retiree Medical
A. Employees who retirefrom City service shallbe allowed to
purchase medical insurancecoverage throughthe City.
B. GC Section 22892. The City's contribution shall be an equal
amount for both employees and annuitants, which shall be the
minimum contributionamount established by CaIPERS on an
annual basis. That amount shall be $115 per monthduring
calendar year 2013 and $119 per monthduring calendar year 2014.
The City's contribution shall be adjusted annually thereafter by the
CaIPERS Board to reflect any change in themedical care
component of theConsumer Price Index, provided that the City is
participating in theCaIPERS Health Plan.
C. The City shall provide a supplementalcontribution to employees
that are: 1) employed on a full-time basis as ofJune 30, 2008 and
who have been employed with the City on a full-timebasis for five
5) yearsor moreatthetimeof retirement; or 2) employed on a full-
time basis afterJune 30, 2008 and who have been employed by
the City on a full-time basis for ten (10) yearsor moreatthe time of
retirement.
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Item 8.d. - Page 37
ARTICLE 17. RETIREMENT (continued)
17.3 Retiree Medical (continued)
The supplemental contribution shall be equal to the difference
between the minimum contributionamount established by
CaIPERS as set forth above in Section 17.3., Section B. and the
following amounts:
For single annuitant coverage:170.51
For annuitant + 1 dependent: 301.17
For annuitant + 2 or more dependents: $365.24
ARTICLE 18. PROBATIONARY PERIOD
All appointments, original and promotional, shall be tentative and subject to a
probationary period of twelve (12) months. The Department Director, with consent of
the City Manager, may extend the probationary period for specified cause(s), which
shallbe provided in writing to the employee.
The probationary period shall be regarded as a part of a continuing testing process and
shallbe utilized for closely observing the employee's work, for securingthe most
effectiveadjustment of an employee to his/her newly appointed position, and for
rejecting any probationary employee whoseperformance does not meet the required
standards of work.
The Department Director, with the consent ofthe City Manager, may release a newly
hired probationaryemployee from City employmentwithout cause at any time duringthe
probationary period.
The Department Director, with the consent ofthe City Manager, may remove a
transferred orpromoted employee fromthe position to which promoted without cause at
any time during theprobationary period; in which event, that employee shall be
reinstatedto his/heroriginal position from whichoriginally transferred or promoted.
ARTICLE 19. PROMOTION
Promotion of an employee to a higherrange shall result in an increase in salary. The
employee's salary shall be placed in the salary rangeof the newposition whichwould
result in at least a five percent (5%) increase in salary compared to the employee's
existing salary position. Promotion of theemployee may be made with the consent of
the City Manager without testing or opening the position for consideration of all non-
employees. All current employees shall be given consideration for a positionopening
that will be filledby promotion. An employee promotedto a new position shallserve a
twelve (12) month probationary period in that position. In the event thepromoted party
is removed from the position to which promoted, the employee shall be considered
demoted but shallbe returned to therange fromwhichpromoted. No change in step
shall occur as a resultof an employee passing the promotedpositionprobationary
period. A promoted employee shall retain his or her salary anniversary date held prior
topromotion. An employee's promotion date will become their anniversarydate for the
purposes of performanceevaluations and step increases.
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Item 8.d. - Page 38
ARTICLE 20. PROMOTIONAL OPPORTUNITIES
20.1 Posting
Promotional opportunities for classifications within the representation unit
will be posted for at least ten (10) working days (Monday through Friday)
prior to selection.
20.2 Selection
The selection procedure for each promotionalopening will be determined
and administered by the employing department in consultation with the
requesting department. Selection procedure and job description
information will be attached or incorporated into the job-postingnotice at
the time of posting. Efforts will be madeto standardize tests and
procedureswhere standardization is feasible and appropriate. Any tests
used shall be reasonablypredictive of success in the classification; and
tests may not be biased with respectto race, sex, religion, creed, political
affiliation, color, national origin, ancestry, or age. Selection procedures
may include any or all of thefollowingphases:
A. Application: Both inside and outside candidates will make
applications on formsspecified by the employingdepartment.
Applications must be submittedtothe employing department.
B. Screening: Applications will be screened by theemploying
department to ascertain whether candidates meet minimum
requirements as outlined in the job description. Applicants
screened outat this level will receive a written response explaining
such action.
C. Performance Testing: Performance tests, such as typing,
machinery or vehicle operation, skills, demonstration, physical
agility, etc., will be qualifying. Pass/fail pointswill be announced in
advance for qualifying tests.
D. Written Tests: Written achievement or aptitude tests will be
qualifying. Pass/failpoints will be announced in advance for
qualifying tests.
E. Interviews/Appraisals: Interviews may be conducted individually or
by interview boards andwill be qualifying. Interview boards shall
be composed of qualified and unbiased people. If individual
interviewsor an interview board is used, a majority ofthe
individuals or board membersmust recommend a candidate in
order for the candidate to qualify for appointment.
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Item 8.d. - Page 39
ARTICLE 20. PROMOTIONAL OPPORTUNITIES (continued)
20.3 Recommended Candidates
Candidates who successfullycomplete all phases of the selection
procedure will be recommended tothe DepartmentDirector and/or City
Manager.
20.4 Appointment
The Department Director and/or City Manager will makeappointments
from amongthoserecommended candidates who are most qualified as
determined by objectivereview of selectionprocedure results and
background materials.
ARTICLE 21. MAINTENANCEWORKER JOB SERIES
The Maintenance Workerjob seriesshall be a flexibly staffed classification. Movement
within the series shall notrequire an examination or certification to a list of eligibles.
Movementwithin the Maintenance Worker series shallbe as follows:
A. Employees shall be flexed to Maintenance Worker II after one (1) year of
service as a Maintenance Worker I, contingent upon satisfactory
performance.
B. Employees shall be flexed to Maintenance Worker III after no less than
three (3) years but no more than four (4) years of service as a
Maintenance Worker II, contingent upon satisfactory performance.
C. Satisfactory performance shall mean the employee's annualPerformance
Review is sufficient to allow the employee a meritsalaryincrease.
ARTICLE 22. ENGINEER JOB SERIES
The Engineer job series shall be a flexiblystaffedclassification. Movement withinthe
series shallnot require an examination or certification to a list of eligibles. Movement
within the Engineer series shall be as follows:
A. Employees shall be flexed to an Associate Engineer after completion of
Step E of the Assistant Engineersalary range, contingent upon
satisfactoryperformance and meetingthe job requirements for an
Associate Engineer.
B. Employees shall be flexedto a SeniorEngineer after completion of Step E
of the Associate Engineersalaryrange, contingent upon satisfactory
performance and meetingthe job requirements for a SeniorEngineer.
C. Satisfactory performance shall mean the employee's annual Performance
Review is sufficient to allow the employee a merit salaryincrease.
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Item 8.d. - Page 40
ARTICLE 23. TRANSFERS
Transfer of an employee to a position within the employee's current range shallnot
affect the employee's salary rate. Transfer of an employee to a position within a higher
rangeshall be considered a promotion. Transferof an employee to a lower range shall
be considered a demotion.
ARTICLE 24. DEMOTION
Transfer of an employee to a lower classshall result in reduction of salary. The
employee's salary shallbe placed in the identical step in thelowerclass that the
employee enjoyed in the class from which demotion was made.
Demotion can be made for cause, except for demotions from probationary positions.
Cause shallbe provided to theemployee in writing by the Department Director priorto
any action takingplace. Demotion for disciplinary reasons may be appealed through
the grievanceprocedure by the demotedemployee. Demotion for other reasons is not
appealable.
ARTICLE 25. LAYOFFS AND DISPLACEMENT
Layoffs:
Whenever, in the judgment ofthe City, it becomes necessary to make a reduction in
force, whenever possible, said reduction shall be accomplished through attrition.
Layoffs shall be made by classification and may be department-wide or by division,
program, or function.
Workerssubject to a reduction in force shall be given at least forty-five (45) working
days' notice prior to the effective date of the layoff. The notice shall contain the
information required in Section X. "Layoff Procedure" ofthe Personnel Regulations.
The Unionshall receive concurrent notice and shall be granted an opportunity to meet
and consult with the City to discuss proposed alternatives to a reduction in force.
Permanent full-time employees and permanent part-time employees shall be
considered separately when the order of layoff reaches C. and D. below. Nothing
herein is intended to require a preference for or againsteither full-time or part-time
permanent employees in the order of layoff.
When one or more workersperforming in the same class in a City department is to face
a reduction in force, that worker's mostrecent annual evaluation and seniority shall be
used to determine the order oflayoff pursuant to the following procedures:
Theorder of layoff shall be as follows:
A. Temporaryworkers in inverseorder of seniority (least first);
B. Probationary employees in inverse order of seniority;
C. Permanent employees whose most recent annual evaluations were below
satisfactory in inverse order of seniority; and
D. Permanent employees in inverse order of seniority.
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Item 8.d. - Page 41
ARTICLE 25. LAYOFFSAND DISPLACEMENT (continued)
Seniority" for the purposes of this Article shallbe defined as the length of service as a
permanent full-time employee with the City. When determining seniority for permanent
full-time positions within a classification subject to layoff, only permanent full-time
service shall be considered.
Displacement:
Permanent full-time employeessubject to layoff shall havethe right to displace an
employee in the same classification in any Department of the City or in a different class
within the City with the same or lower salaryrangeprovided, however, that:
A. The employeesubject to layoff has greater seniority than theemployee
being displaced and was rated at a minimum of competent/satisfactory in
his/her latest evaluation.
B. If the displacement is to a different class, it must be a class in the same
occupationalseries as determined by the Citywith the concurrence of the
Union or, to a classpreviously held by the employee as a permanent full-
time employee ofthe City.
If a position in the laid-off employee's classification, or a similar position in a
classification for which the City determines the former employee is suited, becomes
availablewithin twenty-four (24) months of layoff, said former employee shall be
recalled and offered the position in the inverse order of layoff. If a job in a lower paid
classification becomesavailablewithintwenty-four (24) months, the City shall review
the previously laid-off employees' qualifications. If such laid-off former employees are
qualified in the judgment ofthe City, he/she mayfill the slot(s) until his/her former
position becomesavailable, if ever.
ARTICLE 26. PERSONNEL RECORDS
An employee or his/her designee may inspect his/her personnel file and obtaincopies of
anyand all items in that file at employee expense. An employee may haveplaced in
his/her personnelfileany signed and dated statement of clarification or disagreement to
any item or article contained within her/her personnel file.
Personnel files include those files maintained by the immediate supervisor or other
administrators/supervisors involved in employeeevaluations, as well as the central
personnelfile.
A supervisor's personalnotes shall not be considered a part of the personnel file.
ARTICLE 27. RESIGNATION
An employee wishing to leave his/her employment withthe City in good standing shall
file with his/her supervisor a writtenresignation statingthe effective dateof his/her
resignation and the reasons for leaving.
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Item 8.d. - Page 42
ARTICLE 27. RESIGNATION (continued)
The resigning individual shall file such written resignation at least two (2) weeks in
advance ofthe effectivetermination date and participate in an exit interview conducted
by the City prior to issuance ofthe finalpaycheck.
ARTICLE 28. OUTSIDE EMPLOYMENT
No full-time employee shall engage in outside employment or an enterprisethat his/her
DepartmentDirector and/or the City Manager may find unsuitable and in conflict with
their municipal duties or responsibilities or that lessens their effectiveness as a City
employee.
ARTICLE 29. POSITION VACANCIES
Should the City determine that a vacancy will notbe filled, such determination shall be
made within 120 working days ofthe date upon whichthe worker vacated the position.
Upon said determination the City willnotifythe workers in the affected department and
the Union.
ARTICLE 30. POSITION CLASSIFICATION
Classification Changes: During the course of this M.O.U., the City shall notify the
employeeconcerned in case of contemplatedchange in job content as contained in the
classificationdescriptions that were in effect at the beginning of the agreement.
Working Out of Classification: Theterm "workingout of classification" is defined as a
Management-authorized, full-timeassignment to a budgetedposition on a temporary
basis, wherein all significant duties are performed by an individualholding a
classification within a lower compensation range. Pay for working outofclassification
shall be as follows:
A. Employees appointed to unfilled positions onan "outof classification"
basis will receive acting paywithin the range ofthehigherclassification
beginning the first day of the assignment
B. Employees appointed to a position for vacation, sickleave, or other leave
of absence coverage will receive acting pay within the range of thehigher
classification after five (5) consecutive workdays of assignment in the
acting position.
Such acting pay shall be a minimum of five percent (5%) over the
employee's current salary.
Out of classification" provisions do not apply to workassignments
performed in connection with specific predetermined apprenticeship or
training programs or declared conditions of emergency and/or disaster.
34
Item 8.d. - Page 43
ARTICLE 31. PROFESSIONAL DEVELOPMENT
A. For that trainingor certification which is required by job specifications,
legal mandates, and/or which is required by the City, the City willprovide
for such training and/or certification, including providingCity time to attend
the training and to pay for costs associated with thetraining.
This section does not apply to training courses and/or certifications
required for advancement/promotion to a new position.
B. For thattraining or certification which is encouraged by the City in support
of identified programs, the City will provide for such training and/or
certification, including providing City time to attendthe training andto pay
for costs associated with attending thetraining, provided that the program
for whichthe training and/or certification is related remains in operation
and that funds for such training are included in the current City Budget.
C. TheCity will maintain training certificates, speciallicenses, and other
related documentation relatedto an employee's professional development
in the employee's City personnel file. In addition, an employee may
submit for inclusion into his/her City personnel filedocumentation for
completion of trainingrelated to the employee's duties and responsibilities,
special licenses, or for collegiatecourses and/or degrees earned which
the employee completedoutside of the workplace. Thepolicy/procedure
for requesting and attending training shall be as provided in Section C-
009, Travel Policy, of the City's Administrative Policy and Procedure
Manual.
ARTICLE 32. UNIT ASSIGNMENTS
Any new permanent full-time job classification which does not fall under the City's
management criteria or who is represented by the Arroyo Grande Police Officers'
Association shallbe represented by the S.E.I.U.
ARTICLE 33. MAINTENANCE OF BENEFITS ANDTERMSANDCONDITIONS
All benefits, terms and conditions of employment enjoyed by unit employees as of July
1, 2013, and any side letteragreements reached after that date, shallremain in full
force and effect unlessmodified by a subsequent Memorandum of Understanding or by
mutual agreement, in writing, of theparties.
ARTICLE 34. M.O.U. IMPLEMENTATION
Both partiesagree that the terms of this Memorandum of Understandingsupersede
provisions of all otherpractices, Memorandum of Understanding, resolutions, and rules
of the City thatconflict with provisions of this Agreement.
35
Item 8.d. - Page 44
ARTICLE 35. OBLIGATION TO MEET AND WAIVERCLAUSE
Except as otherwise expressly provided in this Agreement or, where theparties
mutually agreetomeet and confer on a matter, the City and the Union expressly waive
and relinquishthe right, and each agrees that the other shall not be obligated to meet
and confer with respect to any subject or matter, including mandatorysubjects of
negotiation, whether or not referred to in this Agreement.
ARTICLE 36. SAVINGS CLAUSE
Should any provisionof this Agreement be held inoperative, void, or invalid by a Court
of competentjurisdiction, theremaining provisions of this Agreement shallnot be
affected thereby, and the parties shall meet and confer for the sole purpose ofarriving
at a mutually satisfactoryreplacement of such provision.
ARTICLE 37. POLICY CONFLICTS
The policies and provisions contained herein shall supersede, in all materialrespects,
all conflicting or inconsistent policies and provisions contained in the City of Arroyo
GrandePersonnelRegulations and the City of Arroyo Grande Administrative Policies
and Procedures.
36
Item 8.d. - Page 45
REPRESENTATIVES OF REPRESENTATIVES OF
CITYOF ARROYO GRANDE ARROYO GRANDE CHAPTER
SEIU — LOCAL 620
DATE:DATE:01111/X13111/X13
71411 -
STEVEN ADAMS DARRYL SCHECK
CITY MANAGER SEIU CHIEF NEGOTIATOR
RYAN CORNELL PETER McCLURE
CITY NEGOTIATOR SEIU NEGOTIATOR
KAREN SISKO CAMEL HAAF
CITY NEGOTIATIOR SEIU NEGOTIATOR
1
TIM SCHMIDT
SEIU NEGOTIATOR
37
Item 8.d. - Page 46
Exhibit°A°
CITY OF ARROYO GRANDE
SCHEDULE OF SALARYRANGES-SEIU
7/1/2013
RANGE A B C D E
11 25242650 27842920 3067
12 2584 2715 2851 2995 3142
13 2651 2785 292230683223
14 2716 2852 2996 3144 3301 Office Assistant I
15 2787 2924 30703225 3385 AccountClerk I
16 2853 29973146 33033469 Maintenance Worker I
17 2927 3071 3226 3386 3557
18 2998 3147 3305 34723644 Office Assistant II
19 3072 3227 3388 3558 3737
20 3150 3307 3474 3647 3828 Maintenance Worker II
RecreationCoordinator
21 3228 3390 3561 37403926 Account Clerk II
22 3310 3477 36513831 4025
23 3392 3564 3743 39294125
24 3479 36543837 4027 4230 Senior Accounting Clerk
25 3565 3744 3930 4131 4334 Admin. Secretary
Maintenance Worker Ill
26 3655 3839 4028 4231 4443
27 3747 3933 4133 4336 4552 Water Services Worker
28 3841 4031 4233 4445 4668
29 3935 4135 4339 4554 4782
30 4033 4236 4448 4670 4903 Public Works Lead Person
Fleet Maintenance Coordinator
Item 8.d. - Page 47
Exhibit"A"
CITY OF ARROYO GRANDE
SCHEDULE OF SALARY RANGES-SEIU
7/1/2013
RANGE A B C D E
31 413643404558 4788 5024
32 4238 445046724906 5152
33 4342 4560 4790 5032 5281
34 44524675 4909 5156 5413 Recreation Supervisor
35 45624793 5034 5283 5548
36 4678 4911 51585416 5686 AssistantEngineer
Streets and Landscaping Supv.
Utilities Supervisor
37 4795 5036 5285 55535830
38 49145163 5418 5688 5975
39 50385287 5556 5832 6124
40 5164 5420 5691 5977 6277
41 5290 5558 5836 6127 6433
42 54245694 5980 6281 6593
43 5561 5842 61306438 6758 Associate Engineer
44 5699 5985 628665986928
45 5846613664446763 7101
46 5989 62926603 6934 7282 SeniorEngineer
47 6138 644667697108 7463
48 6296 6610 6941 72887652
49 645067777114 7467 7841
50 6613 6945 729276558037
Item 8.d. - Page 48