R 3269
t.
RESOLUTION NO. 3269
A RESOLUTION OF THE CITY COUNCIL OF THE CITY
OF ARROYO GRANDE ADOPTING A SALARY AND
BENEFIT PROGRAM FOR EMPLOYEES REPRESENTED
BY LOCAL 620, SERVICE EMPLOYEES INTERNATIONAL
UNION, ARROYO GRANDE CHAPTER, AND REPEALING
THOSE SECTIONS OF RESOLUTION NO. 3105 ON
NOVEMBER 14, 1995 IMPACTING SAID EMPLOYEES
WHEREAS, the City Council deems it to be in the best interest of the City of Arroyo
Grande and its employees represented by Local 620, Service Employees International
Union, that compensation be fixed for all full-time employees as herein provided; and
WHEREAS, the City Council has established compensation and working conditions
through the meet and confer process with the designated employee representatives
as depicted in Exhibit II A II, entitled Memorandum of Understanding between the City
of Arroyo Grande and Local 620, Service Employees International Union, a copy of
which is attached hereto and incorporated herein by this reference.
NOW, THEREFORE, BE IT RESOLVED that the terms of this Resolution as contained
in Exhibit IIAII shall become effective July 1, 1997, and shall apply to Fiscal Year
1997-98 and Fiscal Year 1998-99.
BE IT FURTHER RESOLVED that this Resolution shall repeal those sections of
Resolution No. 3105 which established salary and benefits for full-time employees
represented by Local 620, Service Employees International Union.
On motion of Council Member Runels , seconded by Council Member
Tolley , and on the following roll call vote, to wit:
AYES:Council Members Runels, Tolley, Fuller, Lady, and Mayor Dougall
NOES: None
ABSENT:None
the foregoing Resolution was passed and adopted this 13th day of January ,
1998.
RESOLUTION NO. 3269
ATTEST:
a.~
VIS, CITY CLERK
APPROVED AS TO CONTENT:
~1Lo- L. tt~
ROBERT L. HUNT, CITY MANAGER
APPROVED AS TO FORM:
I, NANCY A. DAVIS, City Clerk of the City of Arroyo Grande, County of San Luis
Obispo, State of California, do hereby certify that the following Resolution No.3 269
is a true, full and correct copy of said Resolution passed and adopted at a regular
meeting of said Council on the 13 tfi day of J an uary , 1998.
WITNESS my hand and the seal of the City of Arroyo Grande affixed this 26th day
of January , 1998.
tl a~
NANC~VIS, CITY CLERK
1997/98 - 1998/99
(Two Year)
MEMORANDUM OF UNDERSTANDING
BETWEEN
SERVICE EMPLOYEES
INTERNATIONAL UNION
LOCAL. 620
Arroyo Grande Chapter
AND
CITY OF ARROYO GRANDE
1997/98 - 1998/99
MEMORANDUM OF UNDERSTANDING
SERVICE EMPLOYEES INTERNATIONAL UNION
LOCAL 620
ARROYO GRANDE 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 .... II .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. 2
4.4 Dues Deduction ...... ~ .. .. .. .. .. .. .. .. .. .. . .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. 3
4.5 Use of City Facilities ........................... 5
4.6 Contracting .Out .............................................................. 5
ARTICLE 5: GRIEVANCE PROCEDURE ....................... 6
ARTICLE 6: MANAGEMENT RIGHTS ......................... 9
ARTICLE 7: WAGES/INCREASES. .. . . . . . .. . . . . . . . . . . . . . . . . . . . 10
7.1 Advancement in Salary . . . . . . . . . . . . . . . . . . . . . . . . . . . 11
7.2 Paychecks .........................................."............................. 12
7.3 Educational Pay .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. 12
7.4 Shift Differential ................................................................ 13
ARTICLE 8: NO STRIKE/NO LOCKOUT ........................ 13
ARTICLE 9: SPECIAL PAY PRACTICES ........................ 13
9.1 Flex-Time Schedules .............................. 13
9.2 Use of Private Vehicle/Mileage Rate . . . . . . . . . . . . . . . . . 13
9.3 Callback Pay ........................ ~ .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. . . . . 13
9.4 Hours of Work and Overtime . . . . . . . . . . . . . . . . . . . . . . . 14
9.5 Standby Pay . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14
9.6 Rest Periods and Breaks ......................... 14
SEIU MOU - TABLE OF CONTENTS
(continued)
ARTICLE 10: INSURANCE . . . . . . . . . . . .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. 15
10.1 Medical Insurance Benefits ....................... 15
10.2 Vision Insurance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15
10.3 Life Insurance Plan. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15
10.4. State Disability Insurance . . . . . . . . . . . . . . . . . . . . . . . . . 15
10.5 Dental Insurance Plan ........................... 16
ARTICLE 11 : HOLIDAY LEAVE. . . . . .. . . . . . . . . . . . . . . . . . . . . . . . . . 16
ARTICLE 12: VACATION LEAVE ......................................................... 16
ARTICLE 13: SICK LEAVE .......... '. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. 18
13.1 Transfers ................................................................. _. .. .. .. 18
13.2 Bereavement Leave ..................... ~ . . . . . . . 19
13.3 Family Leave .................................................................. 19
ARTICLE 14: LEAVES OF ABSENCE ........................... 20
14.1 Medical Leave ................................................................ 20
14.2 Emergency Leave .. .. .. . .. . . .. .. .. .. .. .. .. .. .. .. .. .. . .. .. .. .. .. . .. .. .. .... 20
14.3 Jury Duty . -. .. .. .. .. .. .. ~ .. .. .. .. .. .. .. .. ..... .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. .. 20
14.4 Military- Leave .. .. .. .. .. .. .. .. .. .. . .. .. .. .. .. .. .. .. . . .. .. .. .. ., .. .. .. .. .. .. . .. 21
ARTICLE 15: UNIFORM ALLOWANCE .......................... 21
15.1 Safety Shoes .................................................................. 21
15.2 Safety Glasses .................. . . .. .. .. .. .. .. '. .. .. .. . .. . .. .. .. .. .. .. .. .. 21
ARTICLE 16: RETIREM ENT .. .. . .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22
16.1 P.E.R.S. Retirement Contributions .................. 22
16.2 Retirement Defined ............................. 22
ARTICLE 17: PROBATIONARY PERIOD . . . . . . . . . . . . . . . . . . . . . . . . .22
ARTICLE 18: PROMOTION .................................. 22
ARTICLE 19: PROMOTIONAL OPPORTUNITIES. . . . . . . . . . . . . . . . . . . 23
ARTICLE 20: DEMOTION . . . . . . . . . . . . . . . . . . . . . .. . . . . .. . . . . . . .. . 24
ARTICLE 21: LAYOFFS ....................................... 24
SEIU MOU - TABLE OF CONTENTS
(continued)
ARTICLE 22: PERSONNEL RECORDS . . . . . . . . . . . . . . . . . . . . . . . . .. 25
ARTICLE 23: RESIGNATION ...............11I.. '. . . .. . . . . . . . . . . .. 25
ARTICLE 24: OUTSIDE EMPLOYMENT ......................... 26
ARTICLE 25: POSITION VACANCIES . . . . . . . . . ~ . . . . . . . . . . . . . . . .. 26
ARTICLE 26: POSITION CLASSIFICATION . . . . . . . . . . . . . . . . . . . . . .. 26
.
1997/98 - 1998/99
MEMORANDUM OF UNDERSTANDING
BETWEEN CITY OF ARROYO GRANDE
AND
LOCAL 620, SERVICE EMPLOYEES INTERNATIONAL UNION,
ARROYO GRANDE CHAPTER
THE PARTIES HAVE MET AND CONFERRED IN GOOD FAITH REGARDING
EMPLOYMENT TERMS AND CONDITIONS FOR THE EMPLOYEES COMPRISING THE ABOVE
RECOGNIZED EMPLOYEE ORGANIZATION FOR THE GENERAL SERVICES UNIT AND
SUPERVISORS UNIT AND, HAVING REACHED AGREEMENT, AS HEREIN SET FORTH,
SUBMIT THIS MEMORANDUM TO THE CITY COUNCIL, WITH JOINT RECOMMENDATION
THAT COUNCIL ADOPT THE TERMS AND CONDITIONS AND TAKE SUCH OTHER
ADDITIONAL ACTIONS AS MAYBE NECESSARY TO IMPLEMENT ITS PROVISIONS.
ARTICLE 1. TERM OF MEMORANDUM OF UNDERSTANDING
The term of Memorandum of Understanding shall be from the date this M.O.U. is signed by the
Negotiations Committee Members of S.E.I.U., until June 30, 1999, and thereafter shall continue
from year to year. Either party may request modification by March 15, 1999, in which event,
meeting and conferring shall begin no later than April 15, 1999.
ARTICLE 2. RECOGNITION
The City recognizes the Union as the sole and exclusive bargaining agent for all permanent
classifications in the Supervisory Employees' representation unit and General Services unit.
. ARTICLE 3. NONDISCRIMINATION
The provisions of this Memorandum of Understanding shall be applied equally' to all employees
covered hereby without discrimination because of race, color, sex, physical disability, age, national
origin, religious affiliation, or Union membership.
Employees may elect to exercise their right to join and participate in the activities of the Union for
the purposes of representation in all matters of their working conditions and employer-employee
relations. The parties agree that th~re shall be no restraint, coercion, or interference with any
employee with respect to or because of the employee's member.ship in said Union. The City and
the Union agree that each employee shall be treated equally, fairly, and with dignity and respect.
SEIU MOU 1
ARTICLE 3. NONDISCRIMINATION (continued)
The Union and the City agree to support the Affirmative Action Program established by the City
and that there shall be no discrimination within their respective organizations because of race,
creed, sex, sex preference, color, national origin, age, disability, or political belief.
Any party alleging a violation of this article shall have the burden of providing the existence of a
discriminatory act or acts and/or proving that, but for such act or acts, the alleged injury or damage
to the grievant would not have occLirred.
Discrimination complaints based on Union membership and/or activity shall continue to be subject
to the grievance procedure and arbitration.
ARTICLE 4. ' UNION RIGHTS
4. 1 Representation
With respect to the meet-and-confer process, three (3)' Union representatives shall be the
maximum number of employees allowed to meet with City representatives on City time
during their normal working hours for the purpose of meeting and conferring in good faith
without loss of payor any benefits.
4.2 Bulletin Board
The City will furnish, for the use of the Union, reasonable bulletin board space at reasonable
locations. Such bulletin 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 City bulletin boards shall not contain anything which
may reasonably be construed as maligning the City or its representatives..
~ Union Stewards
A. The City authorizes the Arroyo Grande Chapter of the Service Employees
International Union to "appoint three (3) "Union Stewards" and one (1)
alternate, any of which may represent an employee subject to the City's
grievance procedure (Article 5).
SEIU MOU 2
ARTICLE 4. UNION RIGHTS (continued)
~ Union Stewards (continued)
B. The Union shall provide the City Manager with a list of all authorized Union
stewards, and the list shall be kept current.
C. An employee and/or his/her "Union Steward" representative may, when and to
the 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 taking official
City time to investigate and process a grievance, when and to the extent
necessary, and only if it will in no event adversely affect the operational,
security, or safety requirements of the City.
E. It is understood that the employee and/or Union Steward shall make every
reasonable effort to perform any of the above activities 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 Union Board of Directors and authorized in writing by the
individual employees concerned, on forms currently accepted by the City for
such deductions. J
B. For the employees in the unit who authorize Union dues deductions, the City
shall automatically continue such dues deduction.
C. The City agrees to provide the Union the name and deduction status of all unit
employees on a monthly basis.
D. Deductions. All employees in the unit who have not authorized a Union dues
deduction shall, within the thirty (30) day period following notification of their
, obligation under 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
representation costs; or 3) if he/she qualifies, a charity fee, equal to the service
fee, to the tax-exempt charitable organization that has been agreed to.
To qualify for the designated charity fee deduction, an employee must certify
to the 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.
SEIU MOU 3
ARTICLE 4. UNION RIGHTS (continued)
4.4 Dues Deduction (continued)
Such exempt unit employees will be required to submit to the Union a notarized
letter certifying that person's memb~rship in such a religion, body, or sect,
signed by an official of the bona fide religion, body, or sect.
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 of the payroll deductions.
If an employee fails to authorize one of the deductions, 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 deduction or service fee
deduction must, as a condition of their continued employment, authorize a
service fee deduction within thirty (30) days following the beginning of their
employment. The employee may avail his/herself of the options set forth in
"D" above. If an employee fails to meet this obligation, the Union will make a
written request to the City to take the necessary steps to separate that
employee from City service. The City will inform the Union of all new hires.
F. , Financial Documentation. The Union has presented a demonstration that the
legally permissible costs that may be charged as a service fee to a nonmember
equals somewhat more than ninety-five percent (95%) of dues.
The City has not challenged that demonstration and agrees to deduct a service
fee equal to ninety-five percent (95%) of dues.
The Union shall, within ninety (90) days after the end of each fiscal year, make
available to the City financial documentation that shall meet the requirements
of Government Code Section 3502.2.
The City agrees to provide the 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 agency shop, and such petition contains
signatures collected 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
election may only be held once during the term of the Agreement. The
verification of the petition and the election shall be conducted by the State
Conciliation Service; voting shall be by secret ballot, and a majority vote of all
SEIU MOU 4
ARTICLE 4. UNION RIGHTS (continued)
4.4 Dues Deduction (continued)
employees in the bargaining unit shall be required to rescind agency shop.
A unit employee, who is subject to the payment of a representation service fee
hereunder, has certain legal rights to object to that part of the fee payable to
him or her, which represents the employee's additional pro-rata share of
expenditures by the Union that is utilized for expenditures not incurred for the
purpose of performing the duties incident to effective representation in
employer-employee relations. An employee wishing to exercise these rights
must contact the Union office.
H. Hold Harmless. The Union agrees to indemnify, defend, and hold harmless the
City and its officers, employees, and agents against all claims, proceedings,
and liabilities arising, directly or indirectly, out of any actions taken or not taken
by or on behalf of the City under this Article.
I. Enforcement/Severability. In the event the Service Fee provision of the Article
is declared by a court of competent jurisdiction to be illegal or unenforceable,
the parties agree to reopen this Article of the Agreement for the purposes of
implementing modified agency shop provisions.
4.5 Use of City Facilities
A. The Union may, with prior approval of the 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 shall provide, at no cost to the Union, a copy of each City Council
agenda (Summary Form). By being provided the agenda, the Union
acknowledges the City has met its obligation of notification of matters or issues
within the scope of representation on the Council agenda.
~ Contracting Out
The City agrees to communicate with the Union upon request in regard to the following
matters:
1. Any proposed subcontracting of services that would result in the elimination
of unit member's job.
2. Changes in services that would result in the elimination of unit member's job.
SEIU MOU 5
ARTICLE 5. GRIEV ANCE PROCEDURE
Purpose:
A. This grievance procedure shall be the exclusive process to resolve grievances as the
term is defined below:
1. To resolve grievances informally at the lowest level.
2. To provide an orderly procedure for reviewing and resolving grievances promptly.
Definitions:
A. Grievance means a complaint by an employee concerning the interpretation or
application of the provisions of this M.O.U. or of rules or regulations governing
personnel practices or conditions, which complaint has not been resolved
satisfactorily in an informal manner between the employee and his/her immediate
supervisor .
B. As used in this procedure, the term "immediate supervisor" means the individual so
designated by City management who assigns, 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 made to complete action within the time limits contained in the
grievance procedure; however, with the written consent of all parties, the time limitation for any
step may be extended.
Step 1:
The grievance initially shall be personally discussed between the 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 or response in writing.
Step 2:
A. If the grievance is not informally resolved to the satisfaction of the grievant in
Step 1, a formal grievance may be initiated. A formal grievance must be
initiated no later than:
1. Thirty (30) working days after the event of circumstances occasioning
the grievance; or
SEIU MOU 6
ARTICLE 5. GRIEV ANCE PROCEDURE (continued)
2. Within seven (7) working calendar days of the Step 1 decision rendered
in the informal'grievance procedure, whichever is later.
B. However, if the Step 1 informal grievance procedure is not initiated within the
period specified in subsection (1) above, the period in which to bring the
grievance shall not be extended by subsection (2) above.
C. A Step 2 grievance shall be.initiated in writing on a form prescribed by the City
and shall be filed with the person(s} designated by City management who has
the responsibility of the next level of supervision within the department. The
employee may be represented by a representative of his/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 alleged incident(s} occurred, set forth the
facts that purportedly constitute such violati.on, and the specific remedy
sought.
E. Within seven (7) working days 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. If the grievant is not satisfied with the decision rendered pursuant to Step 2,
he/she may appeal the decision within seven (7) working days to the person
designated by the City Manager who has the next level 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 writing within seven (7) working
days to the grievant. If the designated representative determines it is desirable,
he/she shall hold a conference(s} or otherwise investigate the matter.
Step 4:
A. If a designated representative was 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 to the City Manager. The employee may be represented by a
representative of his/her choice.
SEIU MOU 7
ARTICLE 5. GRIEVANCE PROCEDURE (continued)
B. The City Manager shall respond in writing within seven (7) working days to the
grievant. If the City Manager "determines it is desirable, he/she shall hold a
conference(s) or otherwise investigate the matter.
Step 5:
If the grievance is not resolved satisfactorily at the above Step(s), the grievant, with the.
written concurrence 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 as to
the arbitrability of the grievance, such question shall be ruled upon by the arbitrator only
after he/she has had an opportunity to hear the merits of the grievance.
A. The arbitration proceeding shall be conducted by an arbitrator to be selected
by the two parties within ten (10) working days after said notice is given. If
the two parties fail to reach agreement on an arbitrator within five (5) days, the
State Conciliation Service will be requested to supply a list of five (5) names.
Each party will alternately strike from the list until only one name remains. The
order of striking will be determined by lot.
B. The arbitrator shall hold a hearing within ten (10) working days of his/her
appointment. Five (5) working days' notice will be given to all parties of the
time and place of the hearing. Within ten (10) working days after completion
of the hearing, the arbitrator shall render the decision in writing and shall set
forth his/her findings of fact, reasoning, and conclusions on the issues
submitted.
The arbitrator shall be without power or authority to make any decision that
requires the commission of an act prohibited by law or violates the terms of
this agreement. However, it is agreed that the arbitrator is empowered to
include a decision for reimbursement for financial loss of wages or fringe
benefits or other non-financial remedies as judged to be proper. The arbitrator
shall submit to all parties his/her findings that shall be binding and final on both
parties.
C. Nothing in the foregoing shall be construed to empower the arbitrator to make
any decision amending, changing, subtracting from, or adding to, the
provisions of this Agreement.
D. The fees and expenses of the arbitrator shall not be the responsibility of the
prevailing party. All other expenses shall be borne by the party incurring
them, and neither party shall be responsible for the expense of the .witnesses
the other. If any grievance meeting or hearing shall be scheduled during the
SEIU MOU 8
ARTICLE 5. GRIEVANCE PROCEDURE (continued)
work day, any worker required by either party to participate as a witness or
grievant in such meeting or hearing shall be released from regular duties
without loss of payor benefits for a reasonable amount of time.
E. Either party may request an individual to make a written record of the entire
arbitration hearing. The cost of the services and expense of such individual
shall be paid by the requesting parties upon mutual agreement.
F. All documents dealing with the processing of a grievance shall be filed
separately from the personnel files of the participants as designated in this
Agreement.
ARTICLE 6. MANAGEMENT RIGHTS
The City retains all its exclusive rights and authority under federal, state, and municipal law and
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;
- determine the procedures and standards of selection for employment and promotions;
- direct its employees;
- determine the methods and means to relieve its employees from duty because of lack
of work or other lawful reasons;
- maintain the efficiency of governmental operations;
- determine the methods, means and numbers and kinds of persons by which
government operations are to be conducted;
- determine methods of financing;
- determine styles and/or types of City-issued equipment to be used;
- determine and/or change the facilities, methods, technology, means, organizational
structure, and composition of the work force and allocate and assign work by which
the City operations are to be conducted;
SEIU MOU 9
ARTICLE 6. MANAGEMENT RIGHTS (continued)
- determine and change the number of locations, relocations, and types of operations,
processes, and materials to be used in carrying out all. City functions, including but
not limited to the right to contract for or subcontract any work or operations of the
City.
ARTICLE 7. WAGES/INCREASES
A. The S.E.LU. represents the following employee classifications:
July 1, 1997
CLERICAL AND FISCAL SALARY RANGE
Accounting Supervisor 38
Administrative Secretary 25
Account Clerk " 23
Senior Clerk Typist 23
Account Clerk I 20
Intermediate Clerk Typist 19
Clerk Typist 17
PUBLIC WORKS. PARKS & RECREATION. AND COMMUNITY DEVELOPMENT
Associate Planner (Current/Long Range) 41
Public Works Supervisor 39
Engineering Assistant 36
Recreation Supervisor \I 40
Park Maintenance Supervisor 39
Public Works Construction Inspector 34.
Public Works Technician I. 29
Supervisory Mechanic 35
Public Works/Parks Maintenance Lead Worker 31
Recreation Supervisor I 29
Mechanic 29
Public Works/Parks Maintenance Worker III 28
Public Works/Parks Maintenance Worker \I 25
Sports Facilities Maintenance Worker 25
Public Works/Parks Maintenance Worker I 23
Probation Worker 23
Building Maintenance Worker 21
SEIU MOU 10
ARTICLE 7. W AGES/lNCREASES (continued)
B. Fiscal Year 1997-98
The City and the S.E.I.U. agree that all position classifications represented by the Union as
depicted in Section "A" of this Article shall receive salaries as represented in the attached
Exhibit "A" for the period of July 1,1997 through June 30,1998.
This Agreement represents a 2.0% "Cost of Living Adjustment" for all represented
classifications effective September 1, 1997.
C. Fiscal Year 1998-99
Exhibit "A" shall be adjusted to represent a "Cost of Living Adjustment" beginning July 1,
1998. The Cost of Living Adjustment shall be based upon the Los Angeles Area Consumer
Price Index (CPO as calculated between May 1, 1997 and April 30, 1998. The minimum
Cost of Living Adjustment to be paid is 2% and the maximum to be paid is 3.4%.
7.1 Advancement in Salary
The salary range as set forth for each classification is divided into five (5) steps, which shall
be interpreted and applied as outlined in this Article. Salary step increases as provided
herein are not automatic but based on 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. The second step is granted to employees who are eligible for this adjustment, after
completion of six (6) full calendar months of satisfactory service in a classification,
or at the completion of the probationary period. The adjustment shall be made only
if granted by the Department Director and subject to the approval of the City
Manager or his/her designee.
C. The third step shall be granted to an employee who has proven fully qualified in a
given classification for one (1) full additional year from granting of previous step
increase only if granted by the Department Director and subject to the approval of
the City Manager or his/her designee.
D. The fourth step shall be granted to an employee who has proven above average in
a given classification for one (1) full additional year by the Department Director and
with the approval of the City Manager or his/her designee.
SEIU MOU 11
ARTICLE 7. WAGES/INCREASES (continued)
E. The fifth step 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 Department Director and with
the approval of the City Manager or his/her designee.
F. A performance report on each employee recommended for 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 by his/her Department Director. If the written
evaluation by the Department Director does not support a continued acceptable
effort, an individual may be reduced in salary by the Department Director, with the
approval of the City Manager or his/her designee.
LZ 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.
1..& Educational Pay
A. The Educational Pay Program is intended to promote the improvement of employee
efficiency and the advancement of employees to positions of higher skills.
B. Employees may qualify for advancement of one salary range above their position
classified range upon receipt of an Associated Arts Degree, in a field relative to
their job classification, from an accredited junior college or college or upon earning
a special license or certificate, deemed to be equivalent to an AA degree in value
to the City and an enhancement to the productivity of an employee in his/her job,
upon recommendation of the Department Director and approval by the City
Manager. A "Sidebar" Agreement shall be established to identify those licenses and
certificates which would be eligible for incentive pay under this provision. Such
"Sidebar" Agreement shall be completed within ninety (90) days of the effective
date of this contract.
.,
C. 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 field relative to their job classification, from an accredited college, upon
recommendation of the Department Dir~ctor and approval of the City Manager.
SEIU MOU 12
ARTICLE 7. WAGES/INCREASES (continued)
L..3. Educational Pay (continued)
D. Exception: Where job classifications' or requirements include an Associated Arts or
Bachelor of Science/Bachelor of Arts degree, Section B and Section C, will not
apply.
E. No additional educational pay shall be made for duplicate, or more than one, AA
degree, BA degree, or applicable certificates.
7.4 Shift Differential
The City shall pay $.50 (fifty cents) per hour additional wages for each hour worked when
at least four and one half (4 1/2) hours are worked between 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 shall
be granted for emergency call-outs.
ARTICLE 8. NO STRIKE/NO LOCKOUT
The Union agrees that during the term of this Memorandum of Understanding, neither the Union
or the employees it represents will engage in, encouragel sanctionl supportl or suggest any strikes.
The employer agrees that it will not lock out any of its employees during the term of this
Memorandum of Understanding.
ARTICLE 9. SPECIAL PAY PRACTICES
~ Flex-Time Schedules
Employees for whom necessity requires a different schedule than that generally applied shall
work according to regulations prepared by the respective supervising officials and approved
by the City Manager. The City shall specify in writing all changes in work place and hours
and provide the affected employees with reasonable notice of these changes. Hours may be
altered to permit flex time.
.a..z Use of Private Vehicle/Mileage Rate
An employee who is required to operate his or her own privately-owned automobile for the
performance of official duties shall be reimbursed at the rate established by the City Council
. for each mile necessarily traveled. Such reimbursement shall be paid monthly.
U Callback Pay
Callback is defined as that circumstance requiring an employee to unexpectedly return to
work after the employee has left work at the end of the employee's work day or work week.
SEIU MOU 13
ARTICLE 9. SPECIAL PAY PRACTICES (continued)
~ Callback Pay (continued)
An employee called in early to start his/her work shift, without prior reasonable notice, will
also receive time and one-half (1-1/2) overtime pay for all extra hours worked, with a
minimum call-out of two (2) hours.
M Hours of Work and Overtime
The normal working schedule of full-time employees shall be eight (8) hours per day or forty
(40) hours per week. All authorized time worked in excess of forty (40) hours per week, or
on a holiday recognized in this Memorandum of Understanding, shall be compensated at the
rate of one and one-half (1 1/2) times the employee's regular base hourly rate of pay. Time
worked for computation of overtime shall include holidays, jury duty, sick leave, bereavement
leave, and previously scheduled vacation and compensatory time off, for purposes of this
paragraph, and shall be calculated at a maximum of eight (8) hours per day. Overtime shall
be computed at the nearest quarter (1/4) hour. At the request of any employee eligible for
overtime pay, his/her supervisor will provide that, in lieu of cash payment for any overtime,
he/she may have the choice of time off with pay at the rate of one and one-half (1 1/2) hours
for each hour of overtime worked. 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 175 hours per employee. Upon separation from employment, an employee is entitled to
. receive cash compensation for any unused compensatory time.
.9.J2 Standby Pay
Standby duty is defined as that circumstance which requires an employee so assigned to:
1. Be ready to respond immediately to a call for service; and
2. Be readily available at all hours by telephone.
An employee so assigned to standby duty shall receive $1.50 per hour, to begin at the end
of the regularly scheduled work day or work week, or other employee's standby time, and
end at the start of the next regularly scheduled work day or the beginning of another
employee's standby time.
.~
~ Rest Periods and Breaks
Employees in all bargaining unit classes are entitled to a fifteen (15) minute duty-free rest
period during each four (4) hours of continuous work.
A rest period shall count as fifteen (15) minutes of time worked for calculation of pay.
SEIU MOU 14
ARTICLE 9. SPECIAL PAY PRACTICES (continued)
.9...6 Rest Periods and Break.s (continued)
Rest periods may be suspended when unusual emergency conditions require continuous
performance of duties in order to protect or preserve life or property.
ARTICLE 10. INSURANCE
~ Medical Insurance Benefits
For the term of the Agreement, the City agrees to make available a choice between two (2)
insurance programs:
A. The type of fee for service health insurance program in effect upon date of this
Agreement; or
B. Health Maintenance Organization (HMO) program, to include dependent coverage.
The City agrees to provide full insurance premium equal to the composite rate of the HMO
(Health Maintenance Organization).
l..!LZ Vision Insurance
The City shall provide a Vision Care Plan for bargaining unit members. The City shall
contribute up to fifteen dollars ($15) per employee per month toward. the employee-only
premium, and any additional cost will be the responsibility of the employee.
1.0....3. Life Insurance Plan
City shall provide a group term life insurance benefit plan for bargaining unit members, which
shall provide for twenty thousand dollars ($20,000) life coverage for employees only during
the term of their employment. .
.1Q....4 State Disability Insurance
The City shall provide State Disability Insurance, integrated with sick leave. Premiums will
be paid by employees for the program's first five (5) years.
SEIU MOU 15
ARTICLE 10. INSURANCE (continued)
1.0.....5. Dental Insurance Plan
A. The City shall provide for all employees in classifications represented in this
Memorandum of Understanding a dental plan of the City's choice. Effective July 1,
1990, the City shall increase its contribution to"pay one hundred percent (100%) of the
cost of the plan in effect at that time for the employee and his/her dependents. (Current
dental plan is Delta Dental.)
ARTICLE 11. HOLIDAY LEAVE
The following days shall be paid holidays for employees:
a. Independence Day
b. Labor Day
c. Veterans' Day
d. Thanksgiving
e. Day following Thanksgiving
f. Christmas Eve, 1/2 day
g. Christmas
h. New Year's Eve, 1/2 day
i. New Year's Day
j. Martin Luther King Day
k. Lincoln's Birthday
I. President's Day
m. Memorial Day
n. One day of Employee choice with Supervisor approval (Floating Holiday).
o. Every day designated by the President, Governor, or Mayor for public observance as a
special, nonrecurring single event, such as the death of a national leader or end of a
war.
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, the holiday will be specified by the above-listed dates. In case a holiday falls on
an employee's regularly scheduled day off, he/she shall have "the option to take such a holiday on
an alternate day, as selected by the employee and approved by the Department Director.
ARTICLE 12. V ACA TION LEAVE
A. The purpose of annual vacation leave is to enable each eligible employee to annually
return to his work mentally and physically refreshed.
SEIU MOU 16
ARTICLE 12. VACATION LEAVE (continued)
B. Each eligible employee shall be required to have served the equivalent of one 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) working days, with the
Supervisor's approval.
C. Employees who terminate employment and upon return of all City-owned property in
good condition, shall be paid in a lump sum for all accrued vacation leave earned prior
to the date of termination.
D. Vacation leave with pay shall be earned by employees in accordance with the following
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
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 entitled to utilize
such available sick or holiday leave in lieu of vacation leave. The vacation period may
be appropriately extended upon approval of the S~pervisor.
F. Vacation leave may be taken as it accrues. Vacation shall be scheduled at the discretion
and convenience of each individual employee, with the consent of the Supervisor, within
the limitations necessitated by the legitimate operational needs of the City.
G. In the event the scheduling preferences of two (2) or more employees conflict, the
preferences of the more senior employee from date of hire shall govern, barring any
unusual circumstances.
SEIU MOU 17
ARTICLE 12. VACATION LEAVE (continued)
H. An employee must use a minimum of 50% vacation leave earned each calendar year
during that same calendar year. The balance of the vacation leave remaining unused
during that same calendar year may be accrued. Exception is made to this paragraph for
all new employees commencing City employment after December 31 st of each year so
that there is no requirement upon a new employee to use a minimum of 50% of vacation
leave earned by the first December 31 st after employment commences.
I. Employees may accrue vacation leave up to a maximum of 225 hours. In the event an
employee's accrued vacation leave exceeds the maximum allowable on January 1, the
employee shall be paid at his/her January 1 hourly wage rate for those hours accrued in
excess of the maximum allowable. Upon request of an employee, an exception to the
accrual limit may be made upon recommendation by the Department Director and
approval by the City Manager.
ARTICLE 13. SICK LEAVE
A. All full-time, permanent employees shall accrue one working day of sick leave with pay
for each month of service, with unlimited accumulation. Upon retirement, an employee
may choose to be paid for 50% of unused sick leave, to a maximum of 440 hours at
his/her current rate of pay, or designate all or a portion of the foregoing entitlement to
his/her P.E.R.S. retirement program. At the end of each year, each employee has the
option of being paid straight time for 25 % of his/her un!jsed sick leave of th(it year,
transferring it to vacation, or leaving it in sick leave.
B. Employees may transfer sick leave on a voluntary basis to a fellow employee who has
exhausted all his/her sick leave and vacation leave due to an extended illness or 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 the hourly rate of pay of the receiving
employee. The transfer shall be requested on a form provided by the City, be
completed by both employees who mutually request such transfer, and submitted for
approval to their Department Directors and the City Manager for final approval. The
receiving employee shall not be obligated to repay any transferred leave to the
contributing employee, and contributing employee understands that such transfer shall
be deemed as if used and will be subject to all other provisions applicable.
~ Transfers
Transfer of an employee to a position within the employee's current range shall not affect the
employee's salary rate. Transfer of. an employee to a position within a higher range shall be
considered a promotion. Transfer of an employee to a lower range shall be considered a
demotion.
SEIU MOU 18
ARTICLE 13. SICK LEAVE (continued)
~ Bereavement Leave
Permanent employees shall be granted leave by their Department Director whenever the
affected employee has experienced a death in the immediate family, 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" relatives as described above,
aunt or uncle, or any other person residing in the same household where attendance to the
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, the appointing authority may request verification
of the loss. At the discretion of the appointing authority, such leave may be granted because
of the death of a mother-in-law and/or father-in-law.
1.3.&. Family Leave
A. An employee may take an unlimited amount of sick leave if required to be away
from the job to personally care for a member of his/her immediate family, as
defined in Article 14.2, Bereavement Leave, subject to approval of the supervisor
and verification of need.
B. Pursuant to the State and Federal leave Acts, the following is provided for all
employees who have been employed a minimum. of 12 months and have worked
at least 1,250 hours during the 12-month period preceding leave:
1. Up to 4 months (88 workdays) unpaid leave in a 24-month period.
Intermittent leave is allowed.
2. leave may be taken for: 1) birth of and care of newborn 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
will be maintained under the same conditions as if the employee were still
working.
4. Request for leave must b,e made 30 days prior to leave, if foreseeable.
5. Employee may use accrued vacation, holiday, or personal leave during family
leave. Sick leave may be used for employee and/or immediate family illness
or disability.
SEIU MOU 19
ARTICLE 13. SICK LEAVE. (continued)
.13....3. Family Leave (continued)
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.
ARTICLE 14. LEAVES OF ABSENCE
14.1 Medical Leave
Medical leave without pay may be granted for the purpose of recovery from prolonged illness
or injury or 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
evidence satisfactory as establishing the employee's medical need. During the approved
leave period, the 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
cost if such coverage of all individuals is in effect sixty (60) days prior to leave application
to the City Manager.
14.2 Emergency Leave
Emergency leave without pay may be granted to any permanent employee who, upon written
request to and approved by the Department Director a~d City Manager, demonstrates that
the leave is necessary for personal reasons beyond his/her control or will serve to improve
his/her ability as an employee of the City. Emergency leaves may be granted up to a
maximum of one (1) year. Upon expiration of an approved emergency leave, the employee
shall be reinstated in the position held at the time leave was granted. The leave period shall
not be credited to employee seniority or credited toward time served with the City. Failure
on the part of the employee on leave to report promptly at the leave's expiration shall be
cause for discharge. During the leave period the 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 expens~ if such coverage of all individuals is in effect
sixty (60) days prior to leave application to the City Manager.
;...
14.3 Jury Duty
Employees shall be granted leave, with full pay and no loss in benefits, when called for jury
duty, if the employee remits jury fees received for such jury duty. The employee may retain
all travel payor subsistence pay granted by the court because of the employee's participation
in jury duty. The employee shall be responsible for notifying his/her supervisor as soon as
SEIU MOU 20
ARTICLE 14. LEAVES OF ABSENCE (continued)
H...3 Jury Duty (continued)
possible upon receiving notice to appear for jury duty, make every reasonable eft"ort to keep
his/her supervisor advised as to the anticipated length of service, and return to work
immediately following the end of jury duty service.
14.4 Military Leave
Every employee of the City shall be granted military leaves of absence and other benefits as
provided in Division II, Part I, Chapter VII of the Military and Veteran's Code of the state of
California.
ARTICLE 15. UNIFORM ALLOWANCE
The City agrees to furnish five (5) shirts and five (5) pairs of pants per week for employees in the
following cla$sifications:
Building Maintenance Person Mechanic
Construction Inspector Parks Foreperson
Public Works Supervisor Sports Facilities Maintenance Person
Leadperson
Maintenance Worker I, II, III
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 and may be worn to and from work.
~ Safety Shoes
During the term of this Agreement, the City shall pay to all unit employees, as listed in Article
16, and to the classification of Building Inspector, $125 per year toward the purchase of
safety shoes. Employees working less than one (1) year will receive a prorated safety shoe
allowance based upon time worked. The safety shoes must,be wornduring all hours where
there is a need for such shoes or as required by the Department Director.
~ Safety Glasses
The City will provide safety prescription glasses and lens for those empioyees who need them
to carry out their tasks. The glasses will comply with OSHA standards.
SEIU MOU 21
ARTICLE 16. RETIREMENT
1.6.....1 P .E.R.S. Retirement Contributions
The City is a contracting agency with the Public Employees Retirement System of the state
of California, to which the City and the employees both contribute. This is carried on in
conjunction with Social Security. Participation is mandatory for all full-time City employees.
The City shall pay on behalf of each employee an amount equal to seven percent (7%) of that
employee's wages currently paid by the employer to his/her P:E.R.S. retirement program.
1.6....Z 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 (P.E.R.S.) and the
City's Personnel Regulations.
ARTICLE 17. PROBATIONARY PERIOD
All original (entry) appointments shall be tentative and subject to a probationary period of twelve
(12) months. All promotional appointments shall be subject to a probationary period of six (6)
months. The Department Director, with consent of the City Manager, may extend the probationary
period for specified cause(s), which shall be provided in writing to the employee.
The probationary period shall be regarded as a part of a continuing testing process and shall be
utilized for closely observing the employee's work, for securing the most effective adjustment of
an employee to his/her newly appointed position, and for rejecting any probationary employee
whose performance does not meet the required standards of work.
The Department Director, with the consent of the City Manager, may release a newly hired
probationary employee from City employment without cause at any time during the probationary
period.
The Department Director, with the consent of the City Manager, may remove a transferred or
promoted employee from the position to which promoted without cause at any time during the
probationary period; in which event, that employee shall be reinstated to his/her original position
from which originally transferred or promoted.
ARTICLE 18. PROMOTION
Promotion of an employee to a higher range shall result in an increase in salary. The employee's
salary shall be placed in the salary range of the new position which would result in at least a five
percent (5%) increase in salary compared to the employee's existing salary position. Promotion
of the employee may be made with the consent of the City Manager without testing or opening
the position for consideration of all nonemployees. All current employees shall be given
consideration for a position opening that will be filled by promotion. An employee promoted to a
SEIU MOU 22
ARTICLE 18. PROMOTION (continued)
new position shall serve a six (6) month probationary period in that position. In the event the
promoted party is removed from the position to which promoted, the employee shall be considered
demoted but shall be returned to the range from which promoted. No change in step shall occur
as a result of an employee passing the promoted position probationary period. A promoted
employee shall retain his or her salary anniversary date held prior to promotion.
ARTICLE 19. PROMOTIONAL OPPORTUNITIES
A. Posting
Promotional opportunities for classifications within the representation unit will be posted
tor at least ten (10) working days (Monday through Friday) prior to selection.
B. Selection
The selection procedure tor each promotional opening 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-posting notice at the time of posting. Efforts will be made to
standardize tests and procedures where standardization is feasible and appropriate. Any
tests used shall be reasonably predictive of success in the classification; and tests may
not be biased with respect to race, sex, religion, creed, political affiliation, color,
national origin, ancestry, or age. Selection procedures may include any or all of the
following phases:
1. Application: Both inside and outside candidates will make applications on
forms specified by the employing department. Applications must be
submitted to the employing department.
2. Screening: Applications will be screened by the employing department to
ascertain whether candidates meet minimum requirements as outlined in the
job description. Applicants screened out at this level will receive a written
response explaining such action. .
3. Performance Testing: Performance tests, such as typing, machinery or
vehicle operation, skills demonstration, physical agility, etc., will be qualifying.
Pass/fail points will be announced in advance for qualifying tests.
4. Written Tests: Written achievement or aptitude tests will be qualifying.
Pass/fail points will be announced in advance for qualifying tests.
SEIU MOU 23
ARTICLE 19. PROMOTIONAL OPPORTUNITIES (continued)
5. Interviews, Appraisals: Interviews may be conducted individually or by
interview boards and will be qualifying. Interview boards shall be composed
of qualified and unbiased people. If individual interviews or an interview board
is used, a majority of the individuals or board members must recommend a
candidate in order for the candidate to qualify for appointment.
C. Recommended Candidates
Candidates who successfully complete all phases of the selection procedure will. be
recommended to the Department Director and/or City Manager.
-.
D. Appointment
The Department Director and/or 'City Manager will make appointments from among
those recommended candidates who are most qualified as determined by objective
review of selection procedure results and background materials.
ARTICLE 20. DEMOTION
Transfer of an employee to a lower class shall result in reduction of salary. The employee's salary
shall be placed in the identiqal step in the lower class 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 shall
be provided to the employee in writing by the Department Director prior to any action taking place.
Demotion for disciplinary reasons may be appealed through the grievance procedure by the
demoted employee. Demotion for other reasons is not appealable.
ARTICLE 21. LAYOFFS
Whenever, in the judgment of the City, it becomes necessary to make a reduction in force,
whenever possible said reduction shall be accomplished through attrition.
Workers subject to a reduction in force shall be given at least thirty (30) working days' notice prior
to the effective date of the layoff. The Union shall receive concurrent notice and may be granted
an opportunity to meet and consult with the City to discuss proposed alternatives to a reduction
in force.
When one or more workers performing in the same class in a City department is to face a reduction
in force, that worker's most recent ~nnual evaluation and seniority shall be used to determine the
order of-layoff.
SEIU MOU 24
ARTICLE 21. LAYOFFS (continued)
The order of layoff shall be as follows:
A. Temporary workers in inverse order of seniority (least first);
B. Permanent employees whose most recent annual evaluations were below satisfactory
in inverse order of seniority; and
C. Permanent employees in inverse order of seniority.
If a laid-off employee's position, or a. similar position to which the City determines the former
employee"is suited, becomes available within twelve months of layoff, said former employee shall
be recalled in the reverse order of layoff. If a job in a lower classification becomes available and
a former employee is qualified in the judgment of the City, he/she may fill the slot until his/her
former position becomes available, if ever.
ARTICLE 22. PERSONNEL RECORDS
An employee or his/her designee may inspect his/her personnel file and obtain .copies of any and
all items in that file at employee expense. An employee may have placed in his/her personnel file
any signed and dated statement of clarification or disagreement to any item or article contained
within his/her personnel file.
Personnel files include those files maintained by the immediate supervisor or other
administrators/supervisors involved in employee evaluations, as well as the central personnel file.
A supervisor's personal notes shall not be considered a part of the personnel file.
ARTICLE 23. RESIGNATION
An employee wishing to leave his/her employment with the City in good standing shall file with
his/her supervisor a written resignation stating the effective date of his/her resignation and the
reasons for leaving.
The resigning individual shall file such written resignation at least two (2) weeks in advance of the
effective termination date and participate in an exit interview conducted by the City prior to
issuance of the final paycheck.
SEIU MOU 25
ARTICLE 24. OUTSIDE EMPLOYMENT
No full-time employee shall engage in outside employment or an enterprise that his/her Department
Director 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 25. POSITION VACANCIES
Should the City determine that a vacancy will not be filled, such determination shall be made within
45 working days of the date upon which the worker vacated the position. Upon said determination
the City will notify the workers in the affected department and the Union.
ARTICLE 26. .POSITION CLASSIFICATION
Classification Changes: During the course of this M.O.U., the City shall notify the employee
concerned in case of contemplated change in job content as contained in the classification
descriptions that were in effect at the beginning of the agreement.
Working Out of Classification: The term "working out of classification" is defined as a
Management-authorized, full-time assignment to a budgeted position on a temporary basis, wherein
all significant duties are performed by an individual holding a classification within a lower
compensation range. Pay for working out of classification shall be as follows:
A. Employees appointed to unfilled positions on an "out of classification" basis will receive
acting pay within the range of the higher classification beginning the first day of the
assignment.
B. Employees appointed to a position for vacation, sick leave, or other leave of absence
coverage will receive acting pay wit~in the range of the higher classification after five
(5) consecutive work days of assignment in the acting position.
Such acting pay shall be five percent (5%) over the employee's current salary.
"Out of classification" provisions do not apply to work assignments performed in
connection with specific predetermined apprenticeship or training programs or declared
conditions of emergency and/or disaster.
SEIU MOU 26
REPRESENTATIVES OF CITY REPRESENTATIVES OF ARROYO
OF ARROYO GRANDE GRANDE CHAPTER S.E.I.U.
LOCAL 620
DATE: January 13, 1998 DATE: January 13, 1998
~L.~~ IslGeorge Green
ROBERT L. HUNT, CITY MANAGER GEORGE GREEN
S.E.I.U. CHIEF NEGOTIATOR
R6:~~ ~~ ~~O
--
SANDI FORD
S.E.LU. FIELD REPRESENTATIVE
S&;OR~
S.E.LU. NEGOTIATOR
4} J\ "'- --"-
CURTIS JOHNSON
S.E.LU. NEGOTIATOR
SEIU MOU
CITY OF ARROYO GRANDE EXHIBIT" A"
7/1/97 - 6/30/98
SCHEDULE OF SALARY RANGES-SEIU
RANGE A B C D E
11. 1517 1593 1672 1756 1844
12 1555 1632 1714 1800 1890
13 1593 1672 1756 1844 1936
14 1632 1714 1800 . 1890 1984
15 1672 1756 1844 1936 2033
16 1714 1800 1890 1984 2083
17 1756 1844 1936 2033 2134
18 1800 1890 1984 2083 2188
19 1844 1936 2033 2134 2241
20 "1890 1984 2083 2188 2297
21 1936 2033 2134 2241 2353
22 1984 2083 2188 2297 2412
23 2033 2134 2241 2353 2471
24 2083 2188 2297 2412 2532
25 2134 2241 2353 2471 2594.
26 2188 2297 2412 2532 2659
27 2241 2353 2471 . 2594 2724
28 2297 2412 2532 2659 2792
29 2353 2471 2594 2724 2860
30 2412 2532. 2659 2792 2932
31 2471 2594 2724 2860 3003 .
CITY OF ARROYO GRANDE EXHIBIT" A"
. 7/1/97 - 6/30/98
SCHEDULE OF SALARY RANGES-SEIU
RANGE A B C D 'E
32 2532 2659 2792 2932 3078
33 2594 2724 2860 3003 3153
34 2659 2792 2932 3078 3232
35 2724 2860 3003 3153 3311
36 2792 2932 3078 3232 3394
37 2860 3003 3153 3311 3476
38 2932 3078 3232 3394 3563
39 3003 3153 3311 3476 3650
40 3078 3232 3394 3563 3741
41 3153 3311 3476 3650 3833
42_ 3232 3394 3563 3741 3929
43 3311 3476 3650 3833 4024
'44 3394 3563 3741 3929 4125
45 3476 3650 3833 4024 4226
46 3563 3741 3929 4125 4331
47 3650 3833 4024 4226 4437
48 3741 3929 4125 4331 4548
49 3833 4024 4226 4437 . 4659
50 3929 4125 4331 4548 4775
51 4024 4226 4437 4659 4892
EXHIBIT" A"
CITY OF ARROYO GRANDE 7/1/97 - 6/30/98
SCHEDULE OF SALARY RANGES-SEIU
RANGE A B C D 'E
52 4125 4331 4548 4775 5014
53 4226 4437 4659 4892 5136
54 4331 4548 4775 5014 5265
55 .4437 4659 4892 5136 5393
56 4548 4775 5014 5265 5528
57 4659 4892 5136 5393 5663
58 4775 5014 5265 5528 5804
59 4892 5136 5393 5663 5946
60 5014 5265 5528 5804 6094
61 5136 5393 5663 5946 6243
62 5265 5528 5804 6094 6399