CC 2018-04-24 Items Rec'd at Mtg. e;V'1.
Cc kvt.41
Local 620
`IT April 24th, 2018
Hand-delivered
SEluMayor and City Councilors of the City of Arroyo Grande
Stronger Together RE: Possibility of Layoffs/Displacement
BOARD OF DIRECTORS Dear Mayor Hill and City Councilors,
THOMAS WELCHE
President Per the City Council's Agenda of April 24th, 2018, one of the options
DANIEL VEGEZZI being looked at is to reduce employees, one or more of which may be
Vice President represented by our Union. Please see attached a letter from a
potentially affected employee and the actual layoff and displacement
BILLY MANN language from our Memorandum of Understanding.
rer
LAURA ROBINSON Our group's layoff language does include a displacement clause which
Secretary may result in more movement of employees than simply laying off the
employees in targeted areas. Typically this would mean the creation of
a layoff abstract which would contain not only the proposed layoff
positions, but also the "bumping rights" that individuals have to other
positions at the City.
Bruce Corsaw
Executive Director We hope the City will be able to avoid layoffs. We understand there
are many fiscal priorities for the City and hope our Members remain a
priority with the Council.
SERVICE EMPLOYEES Sincerely,
INTERNATIONAL UNION
1444_,
Darryl Scheck
SANTA BARBARA OFFICE Field Representative
350 S HOPE AVE#A-103 SEIU Local 620
SANTA BARBARA,CA 93105 114 Vine Street
Phone:(805)963-0601 Santa Maria, CA 93454
Fax:(805)963-8341
(805) 963-0601 x15
SANTA MARIA OFFICE darryl@seiulocal620.org
114 VINE STREET
SANTA MARIA,CA 93454
Phone:(805)963-0601
Fax(805)614-7620
April 20,2018
Honorable Mayor and City Council:
On April 17'2018 at approx. 11:30 AM I was called into City Manager's Office,Jim Bergman along with
Planning Director Teresa McClish; Mr. Bergman stated that the City budget will be short plus or minus
$957,000. and stated to me that my position of Executive Secretary was to be eliminated due to
eliminating the City Commission and Committees,therefore agenda packets will no longer be necessary
for me to do, he said that eliminating my position will save the City money. After referring to me as
Executive Secretary a few times, I informed Mr. Bergman that I was Administrative Secretary and not
Executive Secretary thinking maybe he had the wrong person and salary. I suggested to Mr. Bergman in
order to be cost effective maybe he should consider reducing upper management positions,he then told
me his recommendation still has to go before the City Council and I could review the staff report on
Thursday, I asked him who is going to do my work and Mr. Bergman indicated it will be distributed
among the other clerical staff. Mr. Bergman really caught me off guard with this announcement. Last
week I was asked to voluntarily retire by Lisa Christensen and Debbie Malicoat, I told Lisa Christensen
and Debbie Malicoat I could not afford medical,dental and vision insurance if I were not employed with
the City based on what I presently pay for insurance now and I would not be able to make up the
difference if I were to retire. Therefore, I declined when retirement was presented to me because
when I looked at the entire picture of my career, my benefits and my service to the City this would not
be the best decision at this time.
This week I was told my position is being eliminated even before City Council approval. I asked Mr.
Bergman if the Union was aware of his recommendation, he said no,and he is not obligated to tell the
Union, but he may do so out of courtesy. I also question now if there is age discrimination because I am
three years away from retirement and there has been no discussion about reassignment,relocation or
reclassification to take advantage of my many years of experience and service with the City.
I want to share with you some of my duties as Planning Division Administrative Secretary:
• Prepare agenda packets for Commissions/Committees/Board.
• Attend meetings, prepare minutes,and prepare and archive follow-up minutes and resolutions
and upload videos to the City's website.
• Prepare Annotated Planning Commission agenda.
• Posting agendas and related documents on the City's website.
• Post final Planning Commission,Architectural Review Committee, Historical Resources
Committee and Downtown Parking Advisory Board minutes on the City's website.
• Prepare consultant contracts,track and administer timely financial payments.
• Prepare purchase orders.
• Assist in gathering material for staff reports.
• Notarize various City documents.
• Assist Engineering on various tasks.
• Assist Public Works on various tasks.
• Assist other staff members/public on their requests for information (Laserfiche).
• Prepare the IOI's with little assistance.
• Quality control on staff reports and correspondence.
• Coordinate the timely advertising for public hearings and mailing of notices.
• Assist the Community Development Director in meeting scheduling on outlook calendar.
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i
• Log development projects into CitizenServe.
• Schedule meetings and verified attendee participation. Set up meeting venue,supplies and
perform clean up upon conclusion.
• Scan completed planning projects into Laserfiche.
• Assist staff of upcoming meetings and due dates on projects.
• Prepare and gather timesheets/slips.
• Supporting staff on many,many tasks(i.e. polling for meetings).
• Help in training interns.
Eliminating this position is not cost effective based on a comparison of the cost to keep me on as an
employee compared to transferring my work responsibilities to a part time or new hire to do the same
work. I have had a distinguished career with the City of Arroyo Grande based on my evaluations which
have always come in above average.
To find a position equivalent to this position at my age would be very difficult,and my hope was to
retire at 65 and complete my career with the City. In my tenure with the City I have weathered many
storms with the City through budget cuts, and reorganizations.
My hope is that with my years of training and experience,the City can find a suitable position for me so
that I can finish my career working for the City of Arroyo Grande where I have started my career and
have always enjoyed working.
Sincerely,
Deborah L.Weichinger
SEIU
Local 620
ARTICLE 25. LAYOFFS AND DISPLACEMENT
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.
Layoffs shall be made by classification and may be department-wide or by division,
program, or function.
Workers subject 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"of the Personnel Regulations.
The Union shall 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 against either full-time or part-time
permanent employees in the order of layoff.
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 annual evaluation and seniority shall be
used to determine the order of layoff pursuant to the following procedures:
The order of layoff shall be as follows:
A. Temporary workers in inverse order 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.
"Seniority" for the purposes of this Article shall be 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 employees subject to layoff shall have the 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 salary range provided, however, that:
A. The employee subject to layoff has greater seniority than the employee
being displaced and was rated at a minimum of competent/satisfactory in
his/her latest evaluation.
33
ARTICLE 25. LAYOFFS AND DISPLACEMENT (continued)
B. If the displacement is to a different class, it must be a class in the same
occupational series as determined by the City with the concurrence of the
Union or, to a class previously held by the employee as a permanent full-
time employee of the 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
available within 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 becomes available within twenty-four (24) months, the City shall review
the previously laid-off employees' qualifications. If such laid-off former employees are
qualified in the judgment of the City, he/she may fill the slot(s) until his/her former
position becomes available, if ever.
ARTICLE 26. 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 her/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 27. 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.
ARTICLE 28. 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.
34
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;- Arroyo Grande Police Department
Individual Training Activity
John AM rs
04/18/2018 Page 25 of 37 pages
Person: .Mers'hon, John. -
1Personal::
Agency: Arroyo Grande Police Department
ID#: C042
Employment
Property Value From Through
Active Status: Active 11/28/1997 / /
Duty Status: Full Duty-No Restrictions 11/28/1997 / /
Time Status: Part-time 11/28/1997 / /
Rank: Property&Evidence Technician 11/28/1997 / /
Work Unit: Support 11/28/1997 / /
Station: Arroyo Grande Police Station 11/28/1997 / /
Division: Support 11/28/1997 / /
Scheduled Training In: 2018
TMS# Ended Subject Certification Compl.Grade Score Tng.Time
- - 24 03/01/2018 CLETS-Full Access Operator ***None*** V 02:00
- - 31 02/23/2018 CAPE Conference 2018 *** None*** V 40:00
Totals For Training Completed in: 2018 ' Completed 2 of 2 Modules 42:00
Scheduled Training In: 2017
TMS# Ended Subject Certification Comp!.Grade Score Tng.Time
- - 51 12/18/2017 SLO CO Mug Shot System *** None'""'` I 00:30
- - 11 05/03/2017 Preventing *** None*** f 03:00
Discrimination/Harassment
Supervisors
Totals For Training Completed in:2017 Completed 2 of 2 Modules 03:30
Scheduled Training In: 2016
TMS# Ended Subject Certification Compl.Grade Score Tng.Time
- - 24 04/13/2016 CLETS-Full Access Operator ***None*** f 08:00
- - 31 03/18/2016 CAPE Conference ***None***
V 40:00
Totals For Training Completed in: 2016 Completed 2 of 2 Modules 48:00
Scheduled Training In: 2015
TMS# Ended Subject Certification Compl.Grade Score Tng.Time
- - 38 10/28/2015 Advanced Field Evidence ***None*** V 24:00
Technician
. - - 42 02/06/2015 Documentation, Collection & ***None*** '/ 40:00
Preservation of Evidence
Totals For Training Completed in: 2015 Completed 2.of 2 Modules 64:00
Arroyo Grande Police Department
Individual Training Activity
04/18/2018 Page 26 of 37 pages
Person: . Mershon., John - (Continued)
Scheduled Training In: 2014 . ,
TMS# Ended Subject Certification Comp!.Grade Score Tng.Time
- - 39 11/05/2014 Crime Scene& Forensic ***None*** 1/ 24:00
Photography
- - 31 09/18/2014 CAPE Conference ***None*** e/ 40:00
- - 31 09/18/2014 Central Coast CAPE Training ***None*** 1/ 06:00
Seminar
Totals For Training Completed in .2014 Completed 3 of 3 Modules 70:00
Scheduled Training In: 2013
TMS# Ended Subject Certification Comp!.Grade Score Tng.Time
- - 43 07/19/2013 Fundamentals of Latent Print ***None*** Q/ 40:00
Examination
- -- 43 06/05/2013 Advanced Palm Print Comparison ***None*** 1/ 24:00
Techniques
Totals For Training Completed in:2013 Completed 2 of 2 Modules 64:00
Scheduled Training In: 2012
TMS# Ended Subject Certification Compl.Grade Score Tng.Time
- - 31 04/06/2012 CAPE Conference ***None*** ✓ 40:00
Totals For Training Completed in:2012 Completed 1 of 1 Modules 40:00
Scheduled Training In: 2011
TMS# Ended Subject Certification Compl.Grade Score Tng.Time
- - 31 10/13/2011 Central Coast CAPE Training ***None*** ✓ 06:00
Seminar
- - 39 05/06/2011 Crime Scene Investigator ***None*** 1/ 40:00
- - 31 04/22/2011 CAPE Conference ***None*** 1/ 40:00
Totals For Training Completed in:2011 Completed 3 of 3 Modules86:00
Scheduled Training In: 2010
TMS# Ended Subject Certification Compl.Grade Score Tng.Time
- - 30 11/12/2010 Evidence& Property Room ***None*** 24:00
Management
Totals for Training,Completed in 2010 Completed.0 of 1 Modules - 24:00
Arroyo Grande Police Department
Individual Training Activity
04/18/2018 Page 27 of 37 pages
Person: .. . Mershon, John (Continued).
Scheduled Training In: 2009 •
TMS# Ended Subject Certification Compl.Grade Score Tng.Time
- - 29 09/10/2009 Managing Property&Evidence in ***None*** ✓ 16:00
Law Enforcement Agencies
Totals For•Training Completed in9 Completed 1 of 1 Modules 16:00
: 200
Scheduled Training In: 200$
TMS# Ended Subject Certification Compl.Grade Score Tng.Time
- - 29 08/06/2008 Managing Property& Evidence in ***None*** vi 16:00
Law Enforcement Agencies
- - 22 01/30/2008 Public Records Act ***None*** ✓ 16:00
Totals For Training Completed in: 2008 Completed 2 of 2 Modules 32:00
Totals For: Mershon,John .Completed 20,of;21.Modules 489:30