CC 2021-06-22_08e MOU with SEIUMEMORANDUM
TO: CITY COUNCIL
FROM: NICOLE VALENTINE, ADMINISTRATIVE SERVICES DIRECTOR
TASHINA URENO, HUMAN RESOURCES OFFICER
SUBJECT: CONSIDERATION OF A RESOLUTION APPROVING A MEMORANDUM
OF UNDERSTANDING WITH THE SERVICE EMPLOYEES
INTERNATIONAL UNION LOCAL 620
D ATE: JUNE 22, 2021
SUMMARY OF ACTION:
Entering into a new Memorandum of Understanding (MOU) with the Service Employees
International Union (SEIU) Local 620 will establish the wages, hours and other working
conditions for employees represented by the bargaining group for Fiscal Years 2021-22
through 2023-24 (3 years).
IMPACT ON FINANCIAL AND PERSONNEL RESOURCES:
Total costs over the three-year contract period are approximately $255,000 or 10.5% of
total compensation for the represented group. Of these costs, $169,500 will be paid by
the General Fund, $27,900 by the Streets Fund, $46,500 by the Water Fund and $11,100
by the Sewer Fund. The FY 2021-22 budget included a total of $72,800 and needs to
appropriate an additional $12,200 to reflect the change. The FY 2022-23 budget will be
amended to reflect the additional change during the mid-cycle budget review in June
2022.
Approval of the three-year MOU will result in a significant savings in staff time and
consultant services compared with negotiating annually.
RECOMMENDATION:
It is recommended the City Council adopt a Resolution approving the proposed MOU with
the SEIU Local 620 for Fiscal Years 2021-22 through 2023-24.
BACKGROUND:
The prior SEIU contract was for the period July 1, 2017 through June 30, 2020. Due to
the going concern of the Coronavirus Pandemic, on July 14, 2020, the City and SEIU
agreed to the terms of a one-year Side Letter that maintained the current level of salaries
for FY 2020-21. The existing SEIU MOU will expire on June 30, 2021. Negotiations have
been under way for the past several months for a successor MOU. The terms of the
proposed MOU were voted on and approved by the SEIU’s membership on June 15,
2021. Salary and other compensation adjustments will become effective on July 9, 2021,
which is the first day of the first full pay period after July 1, 2021.
Item 8.e. - Page 1
CITY COUNCIL
CONSIDERATION OF A RESOLUTION APPROVING A MEMORANDUM OF
UNDERSTANDING WITH THE SERVICE EMPLOYEES INTERNATIONAL UNION
LOCAL 620
JUNE 22, 2021
PAGE 2
ANALYSIS OF ISSUES:
Substantive changes to the SEIU salary and benefits recommended in the successor
MOU include the following:
• All employees will receive a 3.5% salary increase effective the first full pay
period after July 1, 2021, a 3.5% salary increase in July 2022, and a 3.5%
salary increase in July 2023.
• The City will adjust the cafeteria plan amount to pay 50% of the increase in the
cost of the lowest cost HMO medical plan available to the City up to a maximum
of an 8% increase in the City's contribution each year.
• Pay for certain Class A or B Licenses. The City shall provide a 1.5% base
salary increase if an employee maintains a Class B CA Driver’s License. The
City shall provide a 3.0% base salary increase if they maintain a Class A CA
Driver’s License.
• The City will adjust the maximum accrued vacation leave limit by an additional
25 hours to accrue and cash out each January.
ALTERNATIVES:
The following alternatives are presented for the City Council’s consideration:
1. Adopt the Resolution approving the proposed MOU;
2. Do not adopt the Resolution;
3. Provide other direction to staff.
ADVANTAGES:
Approval of the MOU will help maintain competitive salaries and benefits for employees.
DISADVANTAGES:
The recommendation will increase costs to current and future budgets.
ENVIRONMENTAL REVIEW:
No environmental review is required for this item.
PUBLIC NOTIFICATION AND COMMENTS:
The Agenda was posted at City Hall and on the City’s website in accordance with
Government Code Section 54954.2.
Item 8.e. - Page 2
CITY COUNCIL
CONSIDERATION OF A RESOLUTION APPROVING A MEMORANDUM OF
UNDERSTANDING WITH THE SERVICE EMPLOYEES INTERNATIONAL UNION
LOCAL 620
JUNE 22, 2021
PAGE 2
Attachments:
1. Proposed Resolution - Memorandum of Understanding between Service
Employees International Union Local 620 Arroyo Grande Chapter and City of
Arroyo Grande
Item 8.e. - Page 3
RESOLUTION NO.
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
ARROYO GRANDE APPROVING A MEMORANDUM OF
UNDERSTANDING FOR EMPLOYEES REPRESENTED BY
THE SERVICE EMPLOYEES INTERNATIONAL UNION
LOCAL 620
WHEREAS, the City Council deems it to be in the best interest of the City of Arroyo
Grande and its employees represented by the Service Employees International
Union Local 620 that compensation be fixed for all full-time non-management
employees as herein provided; and
WHEREAS, the City has established compensation and working conditions
through the meet and confer process with the designated employee
representatives as set forth in Exhibit “A”; entitled Memorandum of Understanding
between the City of Arroyo Grande and the Service Employees International Union
Local 620 (“SEIU MOU”), a copy of which is attached hereto and incorporated
herein by this reference.
NOW, THEREFORE BE IT RESOLVED by the City Council of the City of Arroyo
Grande that the SEIU MOU is hereby approved. This Resolution shall be effective
as of July 1, 2021.
BE IT FURTHER RESOLVED that this Resolution shall repeal those sections of
Resolution No. 5016, which established salary and benefits for full-time employees
represented by the Service Employees International Union Local 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 22nd day of June, 2021.
Attachment 1
Item 8.e. - Page 4
RESOLUTION NO.
PAGE 2
______________________________________
CAREN RAY RUSSOM, MAYOR
ATTEST:
______________________________________
JESSICA MATSON, CITY CLERK
APPROVED AS TO CONTENT:
_______________________________________
WHITNEY MCDONALD, CITY MANAGER
APPROVED TO AS FORM:
_______________________________________
TIMOTHY J. CARMEL, CITY ATTORNEY
Item 8.e. - Page 5
2021/22 – 2023/24(Three Year)
MEMORANDUM OF UNDERSTANDING
BETWEEN
SERVICE EMPLOYEES
INTERNATIONAL UNION
LOCAL 620
Arroyo Grande Chapter
AND
CITY OF ARROYO GRANDE
EXHIBIT A
Item 8.e. - Page 6
2021/22 – 2023/24 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 ..…………………………………….. 2
4.4 Dues Deduction ……………………………………… 3
4.5 Use of City Facilities ……..…………………………. 5
4.6 Contracting Out …..………………………………….. 6
ARTICLE 5: GRIEVANCE PROCEDURE ..………..……………………… 6
ARTICLE 6: DISCIPLINARY APPEAL PROCEDURE ....……………….. 10
ARTICLE 7: MANAGEMENT RIGHTS ..…………………………………… 11
ARTICLE 8: WAGES / INCREASES ..……………………………………… 12
8.1 Advancement in Salary ..……………………………. 13
8.2 Paychecks ..…………………………………………… 14
8.3 Educational Pay .…………………………………….. 14
8.4 Shift Differential …………………………………..….. 15
8.5 Merit Increases ……………………………………….. 15
ARTICLE 9: NO STRIKE / NO LOCKOUT ..………………………………. 15
ARTICLE 10: SPECIAL PAY PRACTICES ………………………………… 15
10.1 Flex-Time Schedules ……………………………….. 15
10.2 Use of Private Vehicle/Mileage Rate ……………... 16
10.3 Callback Pay ………………………………………….. 16
10.4 Hours of Work and Overtime ………………………. 16
10.5 Standby Pay …………………………………………... 16
10.6 Rest Periods and Breaks …………………………… 17
10.7 Alternate Work Schedules .………………………… 17
10.8 Bilingual Pay ..…………….………………………….. 17
10.9 Water Treatment and Distribution Cert. Pay.......... 18
10.10 Class A and B Licenses ……………………………. 18
Item 8.e. - Page 7
SEIU MOU – 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 ………………………….. 20
11.6 Dental Insurance Plan ………………………………. 21
ARTICLE 12: HOLIDAY LEAVE …………………………………………….. 21
ARTICLE 13: VACATION LEAVE …………………………………………… 22
ARTICLE 14: SICK LEAVE ………………………………………………….. 23
ARTICLE 15: LEAVES OF ABSENCE ……………………………………… 24
15.1 Bereavement Leave …………………………………. 24
15.2 Family Leave …………………………………………. 24
15.3 Medical Leave ………………………………………… 25
15.4 Emergency Leave ……………………………………. 25
15.5 Jury Duty ………………………………………………. 26
15.6 Military Leave …………………………………………. 26
ARTICLE 16: UNIFORM ALLOWANCE ……………………………………. 26
16.1 Safety Shoes ………………………………………….. 26
16.2 Safety Glasses ………………………………………… 27
ARTICLE 17: RETIREMENT …………………………………………………. 27
17.1 PERS Retirement Contributions …………………… 27
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.e. - Page 8
SEIU MOU – TABLE OF CONTENTS
(continued)
ARTICLE 21: MAINTENAN CE 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 ……………………………………………….. 34
ARTICLE 28: OUTSIDE EMPLOYMENT …………………………………… 34
ARTICLE 29: POSITION VACANCIES ……………………………………… 34
ARTICLE 30: POSITION CLASSIFICATION ………………………………. 34
ARTICLE 31: PROFESSIONAL DEVELOPMENT ………………………… 35
ARTICLE 32: UNIT ASSIGNMENTS ………………………………………… 35
ARTICLE 33: MAINTENANCE OF BENEFITS AND TERMS AND
CONDITIONS ………………………………………………….. 36
ARTICLE 34: M.O.U. IMPLEMENTATION …………………………………. 36
ARTICLE 35: OBLIGATION TO MEET AND WAIVER CLAUSE ……….. 36
ARTICLE 36: SAVINGS CLAUSE …………………………………………… 36
ARTICLE 37: POLICY CONFLICTS…………………………………………… 36
Item 8.e. - Page 9
1
2021/22 – 2023/24
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 OF UNDERSTANDING TO
THE CITY COUNCIL, WITH JOINT RECOMMENDATION THAT COUNCIL ADOPT THE
TERMS AND CONDITIONS AND TAKE SUCH OTHER ADDITIONAL ACTIONS AS
MAY BE NECESSARY TO IMPLEMENT ITS PROVISIONS.
ARTICLE 1. TERM OF MEMORANDUM OF UNDERSTANDING
The term of Memorandum of Understanding shall be from July 1, 2021 until June 30,
2024, and thereafter shall continue from year to year. Either party may request
modification by March 15, 2024, in which event, meeting and conferring shall begin no
later than April 15, 2024.
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 there shall be no 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.
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
Item 8.e. - Page 10
2
ARTICLE 3. NONDISCRIMINATION (continued)
because of race, creed, 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 occurred.
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 pay or 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
that may reasonably be construed as maligning the City or its representatives.
4.3 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).
Item 8.e. - Page 11
3
ARTICLE 4. UNION RIGHTS (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.
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 each pay period for which deductions are made.
The report shall include employees hired/transferred into or out of
the unit, as well as all those on leaves of absence.
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 by the
employee and the Union.
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
Item 8.e. - Page 12
4
ARTICLE 4. UNION RIGHTS (continued)
4.4 Dues Deduction (continued)
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 letter certifying that person’s membership 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.
Item 8.e. - Page 13
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ARTICLE 4. UNION RIGHTS (continued)
4.4 Dues Deduction (continued)
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 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.
Item 8.e. - Page 14
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ARTICLE 4. UNION RIGHTS (continued)
4.6 Contracting Out
The City agrees to communicate with the Union upon request in regard to the
following matters:
A. Any proposed subcontracting of services that would result in the
elimination of unit member’s job.
B. Changes in services that would result in the elimination of unit
member’s job.
ARTICLE 5. GRIEVANCE PROCEDURE
Purpose:
This grievance procedure shall be the exclusive process 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.
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.
Item 8.e. - Page 15
7
ARTICLE 5. GRIEVANCE PROCEDURE (continued)
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. A formal grievance must
be initiated no later than:
1. Thirty (30) working days after the event of
circumstances occasioning the grievance; or
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 (2)
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 violation, 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.
Item 8.e. - Page 16
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ARTICLE 5. GRIEVANCE PROCEDURE (continued)
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.
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.
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
Item 8.e. - Page 17
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ARTICLE 5. GRIEVANCE PROCEDURE (continued)
Step 5: (continued)
A. only one (1) 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 of the other.
If any grievance meeting or hearing shall be scheduled during
the 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 pay or 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.
Item 8.e. - Page 18
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ARTICLE 6. DISCIPLINARY APPEAL PROCEDURE
Effective for discipline initiated after the 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
provisions of this Article apply only to employees represented by S.E.I.U. Local 620 and
supersede any conflicting provisions contained in the Personnel Regulations of the City
of Arroyo Grande, Section VIII.D – G inclusive for S.E.I.U. represented employees.
Employees represented by Local 620 receiving a “Notice of Recommended Disciplinary
Action” under Section VIII A. of the Personnel Regulations shall have the right to Union
representation if he/she so chooses. The City agrees to send copies of all disciplinary
notices for represented employees to the Union by Facsimile (FAX) and U.S. Mail at:
(805) 614-7620 (FAX)
Local 620, Service Employees’ International Union
114 Vine Street
Santa Maria, CA 93454
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 hereby modified as follows:
Section E: Appeal of Disciplinary Action Method of Appeal (S.E.I.U. Only):
Appeals shall be in writing and contain a brief statement about the action
being appealed 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) business days of receiving the notice of disciplinary
action.
Upon the filing of an appeal, the City Manager shall set a date for a hearing
on the appeal not less than ten (10) days nor more than sixty (60) days from
the date of filing. The City Manager or designated representative shall notify
all interested parties of the date, time, and place of hearing. The City
Manager will also select a Hearing Officer from either the State Mediation
and Conciliation Service (SMCS) or another individual selected from a list
provided by the SMCS, provided that the person selected to be the Hearing
Officer has experience adjudicating Disciplinary Hearings.
Section F: Hearing: No Change to City Personnel Regulations Manual.
Section G: Findings of the Hearing Officer: No Change to City Personnel
Regulations Manual.
Item 8.e. - Page 19
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ARTICLE 6. DISCIPLINARY APPEAL PROCEDURE (continued)
Section H: 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 City Manager:
An employee who believes 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).
Section H: Appeal Procedures: (continued)
2. Appeal of Findings by the City Manager: (continued)
Such appeals shall be made to the City Council. Such appeal
shall be filed within twenty (20) working days of receiving the
Notice of Disciplinary Action from the City Manager.
ARTICLE 7. 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;
Item 8.e. - Page 20
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ARTICLE 7. MANAGEMENT RIGHTS (continued)
• 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;
• 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 8. WAGES / INCREASES
The S.E.I.U. represents the following employee classifications:
ADMINISTRATIVE AND FISCAL SALARY RANGE
Information Technology Specialist 38
Geographic Information Systems Technician 34
Senior Accounting Clerk 26
Administrative Secretary 25
Accounting Clerk II 21
Office Assistant II 18
Accounting Clerk I 15
Office Assistant I 14
RECREATION SERVICES, PUBLIC WORKS AND COMMUNITY
DEVELOPMENT
Senior Engineer 46
Associate Engineer 43
Assistant Engineer 38
Recreation Supervisor 35
Public Works Lead Person 31
Fleet Maintenance Coordinator 30
Water Services Worker 28
Building Permit Technician 26
Recreation Coordinator 26
Maintenance Worker III 26
Sports Facility Coordinator 26
Accounting Clerk II 21
Maintenance Worker II 21
Office Assistant II 18
Maintenance Worker I 17
Accounting Clerk I 15
Office Assistant I 14
Item 8.e. - Page 21
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ARTICLE 8. WAGES / INCREASES (continued)
The City and the S.E.I.U. agree that all position classifications represented by the Union
in this Article shall receive salaries as represented in Exhibits “A - C” for the period of July
1, 2021 through June 30, 2024.
A. FISCAL YEAR 2021/2022
The salaries contained in Exhibit “A” shall reflect a 3.5% salary increase effective
July 9, 2021.
B. FISCAL YEAR 2022/2023
For FY 2022/2023 salaries contained in Exhibit “B” shall reflect a 3.5% salary
increase effective the first day of the first full pay period after July 1, 2022.
C. FISCAL YEAR 2023/2024
For FY 2023/2024 salaries contained in Exhibit “C” shall reflect a 3.5% salary
increase effective the first day of the first full pay period after July 1, 2023.
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
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 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.
Item 8.e. - Page 22
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ARTICLE 8. WAGES / INCREASES (continued)
8.1 Advancement in Salary (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.
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 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 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 same which 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 receive such pay.
Item 8.e. - Page 23
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ARTICLE 8. WAGES / INCREASES (continued)
C. Employees who possess licenses or certificates as specified in
Section B of this Article, totaling less than 720 hours and more than
300 hours, shall qualify for an advancement in salary of $20 per pay
period upon recommendation of the Department Director 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 field relative to their job
classification, from an accredited college, upon recommendation of
the Department Director and approval of the City Manager.
E. 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.
F. No additional educational pay shall be made for duplicate, or more
than one, AA degree, BA degree, or applicable certificates.
8.4 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 ½) 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.
8.5 Merit Increases
Merit increases will become effective the first day of the next full pay period
following the evaluation due date.
ARTICLE 9. 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, encourage, sanction, support, 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 10. SPECIAL PAY PRACTICES
10.1 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
Item 8.e. - Page 24
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ARTICLE 10. SPECIAL PAY PRACTICES (continued)
10.1 Flex-Time Schedules (continued)
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.
10.2 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.
10.3 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.
An employee called in early to start his/her work shift, without prior reasonable
notice, will also receive time and one-half (1 ½) overtime pay for all extra hours
worked, with a minimum call-out of two (2) hours. If an employee receives a second
callback within the two-hour window of their first call, then the employee shall only
receive additional pay for the time worked beyond the two hours.
10.4 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 ½) 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 ½) 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 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
Standby duty is defined as that circumstance which requires an employee so
assigned to:
Item 8.e. - Page 25
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ARTICLE 10. SPECIAL PAY PRACTICES (continued)
10.5 Standby Pay (continued)
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 $3.00 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. When an employee is called in and
is being paid at his/her normal rate of pay (including overtime), standby pay will
not apply.
10.6 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.
Rest periods may be suspended when unusual emergency conditions require
continuous performance of duties in order to protect or preserve life or property.
10.7 Alternate Work Schedules
The City and the Union agree that under some circumstances alternate work
schedules may be beneficial to both employees and the City. Accordingly,
employees may request to work an alternative work schedule. Such requests shall
be subject to approval by the Department Director and the City Manager. City
management reserves the right to remove employees from alternative work
schedules.
10.8 Bilingual Pay
A. An employee fluent in Spanish or other language, the use of which
has been determined by the City Manager to be of benefit to the City,
shall be paid $50.00 per month. Fluency shall be certified by a test
administered through the City Manager’s Office. A certified employee
shall request bilingual pay on a form approved by the City Manager.
No more than six employees fluent in one of the identified languages
shall be eligible for bilingual pay 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 of the employee to the public,
Item 8.e. - Page 26
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ARTICLE 10. SPECIAL PAY PRACTICES (continued)
10.8 Bilingual Pay (continued)
representation in departments, or other factors that could affect the
use of these skills for public benefit. Nothing in this section shall
preclude the 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 Maintenance Worker I, II, and III, Water
Services Worker, and Public Works Lead Person shall receive special pay
for certifications received and maintained from the California Department of
Public Health. Special pay of 1.25% of base salary shall be available for
each Water Treatment Operator Certification T1 through T3 and Water
Distribution Operator Certification D1 through D4. A maximum of 8.75%
shall be available for employees permanently assigned to the Water
Services Section and a maximum of 2.5% shall be available for employees
assigned to other maintenance operations.
Employees shall receive special pay for each certification obtained only as
long as each individual certification is maintained. Employees may receive
up to a total maximum of 9.25% for Educational Pay and Water Treatment
and Distribution Certification Pay when combined. Employees shall not
receive both Educational Pay and Water Treatment and Distribution
Certification Pay for the same education completed. In such case that
education completed to obtain Water Treatment and Distribution
Certifications qualify an employee to receive Educational Pay, the
employee shall receive whichever is highest between the two special pay
amounts.
10.10 Class A and B Licenses
With prior approval of the City Public Works Director, the City shall provide
employees with a 1.5% base salary increase if they maintain a Class B
California Driver’s License.
With prior approval of the City Public Works Director, the City shall provide
employees with a 3.0% base salary increase if they maintain a Class A
California Driver’s License.
This specialty pay is subject to City operational need and may be stopped
or denied at the discretion of the City Public Works Director. In no event
shall these incentives be combined to exceed 3.0%.
Item 8.e. - Page 27
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ARTICLE 11. INSURANCE
11.1 Medical Insurance Benefits
A. The base medical plan shall be defined as the lowest cost Health
Maintenance Organization (HMO) program available to the City. If
availability of an HMO to the City is discontinued by the medical plan
provider, the base plan will become the basic PPO plan available to
the City by the existing medical plan provider.
C. The City will maintain health benefits through CalPERS through
calendar year 2024.
11.2 Cafeteria Plan
A. The City shall contribute an equal amount towards the cost of
medical coverage under the Public Employee's Medical and Hospital
Care Act (PEMHCA) for both active employees and retirees. The
City’s contribution toward coverage under PEMHCA shall be the
minimum contribution amount established by CalPERS on an annual
basis. This amount shall be adjusted on an annual basis as the
PEMHCA minimum contribution increases.
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 the
period of July 1, 2021 through November 30, 2021, the monthly flex
dollar allowance shall be $741.44 with respect to an employee
enrolled for self alone, $1,396.54 for an employee enrolled for self
and one family member, and $1,798.98 for any employee enrolled
for self and two or more qualified dependents.
C. Effective December 2021, for the January 2022 premium, the City’s
total Cafeteria Plan contribution for the plan shall be enhanced by an
amount equal to one-half of the increase for the lowest cost HMO
plan offered by PERS, up to a maximum of 8% increase in the City’s
contribution. Any increase in premiums above this amount will be the
full responsibility of the employee.
D. Effective December 2022, for the January 2023 premium, the City’s
total Cafeteria Plan contribution for the plan shall be enhanced by an
amount equal to one-half of the increase for the lowest cost HMO
plan offered by PERS, up to a maximum of 8% increase in the City’s
contribution. Any increase in premiums above this amount will be the
full responsibility of the employee.
E. Effective December 2023, for the January 2024 premium, the City’s
total Cafeteria Plan contribution for the plan shall be enhanced by an
amount equal to one-half of the increase for the lowest cost HMO
Item 8.e. - Page 28
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ARTICLE 11. MEDICAL INSURANCE (continued)
plan offered by PERS, up to a maximum of 8% increase in the City’s
contribution. Any increase in premiums above this amount will be the
full responsibility of the employee.
F. Employees who waive medical coverage because he/she provided
the City with written proof that medical insurance coverage is in force
through coverage provided by another source consistent with any
rules or restrictions on the City by the medical plan provider can take
flex dollars for the amount provided to employees enrolled for self
alone, deposit it into their 457 plan or use it to purchase voluntary
products. No remaining flex dollars may be redeemed. The Parties
agree that this section shall not create any liability for additional
overtime compensation under the recent Flores vs. City of San
Gabriel (“Flores”) 9th circuit decision. The Parties agree to modify this
section if any potential Flores liability is identified.
G. The City shall retain any remaining cafeteria flex dollars that are in
excess of what the employee has used for coverage for themselves
and their eligible dependents.
11.3 Vision Insurance
The City shall provide a Vision Care Plan for bargaining unit members. The City
shall contribute up to the full family premium. The City may select an alternate
vision care provider during the term 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 provide group term life insurance benefit plan for
bargaining unit members, which shall provide for forty thousand
dollars ($40,000) life coverage plus accidental death for employees
only during the term of their employment.
B. The City shall make available additional voluntary life insurance
coverage, at the employee’s expense, as long as the minimum
participation requirements of the insurance provider are met.
11.5 State Disability Insurance
The City shall provide and pay the premiums for State Disability Insurance,
integrated with sick leave. Effective January 1, 2004, the City will pay the premiums
for the new Family Temporary Disability Insurance. Should there be any future rate
Item 8.e. - Page 29
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ARTICLE 11. MEDICAL INSURANCE (continued)
11.5 State Disability Insurance (continued)
increases to State Disability Insurance and/or Family Temporary Disability
Insurance plans after January 1, 2004, the City and SEIU Local 620 agree to meet
and 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. The City shall
pay up to the full family premium. The City may select an alternate dental insurance
plan provider during the term of this 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.
ARTICLE 12. HOLIDAY LEAVE
The following days 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
i. New Year’s Day
j. Martin Luther King Day
k. Lincoln’s Birthday
l. 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.
Item 8.e. - Page 30
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ARTICLE 13. VACATION LEAVE
A. The purpose of annual vacation leave is to enable each eligible employee
to annually return to his work mentally and physically refreshed.
B. Each eligible employee 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) 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 Supervisor.
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.
Item 8.e. - Page 31
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ARTICLE 13. VACATION LEAVE (continued)
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.
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 31st 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 31st after employment commences.
I. Employees may accrue vacation leave up to a maximum of 225 hours.
Accrued vacation may exceed the maximum allowable by up to, and no
more than, 50 hours during the calendar year, at which time the employee
shall stop accruing vacation leave above that amount. In the event an
employee’s accrued vacation leave exceeds the maximum allowable of 225
hours 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 of
225 hours up to a maximum of 50 hours. 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 14. SICK LEAVE
A. All full-time, permanent employees shall accrue one (1) working day of sick
leave with pay for each month of service. The maximum accumulation of
earned sick leave shall be 1,000 hours. An employee will not accumulate
any additional sick leave until such time as his/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 be paid 50% of his/her unused sick
leave, to a maximum of 450 hours at his/her current rate of pay. Upon
retirement, unused accumulated sick leave may be converted to PERS
retirement credit per the City’s contract with PERS. At the end of each
calendar year, each employee has the option of being paid straight time for
25% of his/her unused sick leave of that 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
Item 8.e. - Page 32
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ARTICLE 14. SICK LEAVE (continued)
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 requesting employee must indicate how many hours they will
need for their leave. 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. Under no circumstances
may the requesting employee receive more donated hours in their sick bank
than actually used for their leave.
ARTICLE 15. LEAVES OF ABSENCE
15.1 Bereavement Leave
Permanent full-time 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.
In order to receive this benefit, domestic partners must be registered with the
Secretary of State.
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 care for a member of his/her immediate
family, as defined in Article 15.1, 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 twelve (12) months
and have worked at least 1,250 hours during the 12-month period preceding
leave:
1. Up to twelve weeks (60 workdays) unpaid leave in a twelve (12)
month period. Intermittent leave is allowed.
Item 8.e. - Page 33
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ARTICLE 15. LEAVES OF ABSENCE (continued)
15.2 Family Leave (continued)
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 be 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.
6. Upon return to work, employee will be restored to same or equivalent
position with equivalent benefits.
All other provisions of the California Family Rights Act (“CFRA”), Federal Family
Medical Leave Act (“FMLA”) and Pregnancy Disability Leave (“PDL”) apply.
15.3. 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.
15.4 Emergency Leave
Emergency leave without pay may be granted to any permanent employee who,
upon written request to and approved by the Department Director and 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
Item 8.e. - Page 34
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ARTICLE 15. LEAVES OF ABSENCE (continued)
15.4 Emergency Leave (continued)
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 application to
the City Manager.
15.5 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 pay or 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 possible upon receiving
notice to appear for jury duty, make every reasonable effort 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.
15.6 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 16. UNIFORM ALLOWANCE
The City agrees to furnish five (5) shirts and five (5) pairs of pants per week for employees
in the following classifications:
Maintenance Worker I, II, III
Fleet Maintenance Coordinator
Public Works 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 and may be worn to and from work.
16.1 Safety Shoes
During the term of this Agreement, the City shall provide one pair of safety shoes
to all unit employees that perform field work, as listed in Article 16 as well as the
Geographic Information System Technician, Assistant Engineer, Associate
Engineer and Senior Engineer, per fiscal year to a maximum cost of $200. The
safety shoes shall be purchased during the month of August unless deemed a
necessity to be purchased before the month of August by the Department Director
and approval of the City Manager. The safety shoes must be worn during all hours
where there is a need for such shoes or as required by the Department Director.
Item 8.e. - Page 35
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ARTICLE 16. UNIFORM ALLOWANCE (continued)
16.1 Safety Shoes (continued)
In the event safety shoes are compromised by unusual circumstances, an
additional replacement can be authorized by the Department Director with
approval of the City Manager. A vendor to be used to make purchases of safety
shoes will be mutually agreed upon by the City and Union.
16.2 Safety Glasses
The City will provide safety prescription glasses and lens for those employees who
need them to carry out their tasks. The glasses will comply with OSHA standards.
ARTICLE 17. RETIREMENT
17.1 PERS Retirement Contributions
A. G.C. Section 21354.4. The CalPERS 2.5% at Age 55 Retirement
Plan is provided for employees hired prior to December 21, 2012.
Employees under this plan will pay the full eight percent (8%)
employee share of CalPERS retirement benefit costs.
B. G. C. Section 21354. The CalPERS 2.0% at Age 55 Retirement plan
will be provided for employees hired between December 21, 2012
and December 31, 2012, CalPERS “Classic” members hired on or
after January 1, 2013, and those eligible for reciprocity hired on or
after January 1, 2013. Employees under this plan will pay the full
seven percent (7%) of the employee share of CalPERS.
C. G.C. Section 7522.20. The CalPERS 2% @ 62 Retirement Plan shall
be provided for new employees hired on or after January 1, 2013
who are not CalPERS “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%) of the employee share of
CalPERS.
D. G.C. Section 21024 and 21027. Employees may buy back, at their
expense, retirement service credit for prior military service as
permitted by CalPERS.
E. GC Section 20042. For employees hired prior to December 21, 2012,
retirement benefits are based on the highest single year
compensation.
F. GC Section 20037. For employees hired on or after December 21,
2012, retirement benefits shall be based on the highest average
annual compensation earnable by a member during three
consecutive years of employment.
Item 8.e. - Page 36
28
ARTICLE 17. RETIREMENT (continued)
17.1 PERS Retirement Contributions (continued)
G. GC Section 20965. Employees will receive credit for unused sick
leave per the provisions of Article 14. A of this MOU.
H. GC Section 21548. The spouse of a deceased member, who was
eligible to retire for service 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 Pension Reform
Act of 2013 (PEPRA) will apply to all employees, as well as for
employees transferring from other CalPERS or reciprocal agencies.
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 retire from City service shall be allowed to purchase
medical insurance coverage through the City.
B. GC Section 22892. The City’s contribution shall be an equal amount
for both employees and annuitants, which shall be the minimum
contribution amount established by CalPERS on an annual basis.
That amount shall be $143 per month during calendar year 2021 and
$149 per month during calendar year 2022. The City’s contribution
shall be adjusted annually thereafter by the CalPERS Board to reflect
any change in the medical care component of the Consumer Price
Index, provided that the City is participating in the CalPERS Health
Plan.
C. The City shall provide a supplemental contribution to employees that
are: 1) employed on a full-time basis as of June 30, 2008 and who
have been employed with the City on a full-time basis for five (5)
years or more at the time of retirement; or 2) employed on a full-time
basis after June 30, 2008 and who have been employed by the City
on a full-time basis for ten (10) years or more at the time of
retirement.
Item 8.e. - Page 37
29
ARTICLE 17. RETIREMENT (continued)
17.3 Retiree Medical continued
The supplemental contribution shall be equal to the difference
between the minimum contribution amount established by CalPERS
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 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 19. 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 non-
employees. All current employees shall be given consideration for a position opening that
will be filled by promotion. An employee promoted to a new position shall serve a twelve
(12) 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. An
Item 8.e. - Page 38
30
ARTICLE 19. PROMOTION (continued)
employee’s promotion date will become their anniversary date for the purposes of
performance evaluations and step increases.
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 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:
A. Application: Both inside and outside candidates will make
applications on forms specified by the employing department.
Applications must be submitted to the employing department.
B. 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.
C. 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.
D. Written Tests: Written achievement or aptitude tests will be
qualifying. Pass/fail points will be announced in advance for
qualifying tests.
E. 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
Item 8.e. - Page 39
31
ARTICLE 20. PROMOTIONAL OPPORTUNITIES (continued)
members must recommend a candidate in order for the candidate to
qualify for appointment.
20.3 Recommended Candidates
Candidates who successfully complete all phases of the selection
procedure will be recommended to the Department Director and/or City
Manager.
20.4 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 21. MAINTENANCE WORKER JOB SERIES
The Maintenance Worker job series shall be a flexibly staffed classification. Movement
within the series shall not require an examination or certification to a list of eligibles.
Movement within the Maintenance Worker series shall be 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 annual Performance
Review is sufficient to allow the employee a merit salary increase.
ARTICLE 22. ENGINEER JOB SERIES
The Engineer job series shall be a flexibly staffed classification. Movement within the
series shall not 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 Engineer salary range, contingent upon satisfactory
performance and meeting the job requirements for an Associate Engineer.
B. Employees shall be flexed to a Senior Engineer after completion of Step E
of the Associate Engineer salary range, contingent upon satisfactory
performance and meeting the job requirements for a Senior Engineer.
Item 8.e. - Page 40
32
ARTICLE 22. ENGINEER JOB SERIES (continued)
C. Satisfactory performance shall mean the employee’s annual Performance
Review is sufficient to allow the employee a merit salary increase.
ARTICLE 23. 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.
ARTICLE 24. DEMOTION
Transfer of an employee to a lower class shall result in reduction of salary. The
employee’s salary shall be placed in the identical 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 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:
Item 8.e. - Page 41
33
ARTICLE 25. LAYOFFS AND DISPLACEMENT (continued)
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.
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.
Item 8.e. - Page 42
34
ARTICLE 26. PERSONNEL RECORDS
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.
ARTICLE 29. POSITION VACANCIES
Should the City determine that a vacancy will not be filled such determination shall be
made within 120 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 30. 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
Item 8.e. - Page 43
35
ARTICLE 30. POSITION CLASSIFICATION (continued)
B. Employees appointed to a position for vacation, sick leave, or other leave
of absence coverage will receive acting pay within the range of the higher
classification after five (5) consecutive work days 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 work assignments
performed in connection with specific predetermined apprenticeship or
training programs or declared conditions of emergency and/or disaster.
ARTICLE 31. PROFESSIONAL DEVELOPMENT
A. For that training or certification which is required by job specifications, legal
mandates, and/or which is required by the City, the City will provide for such
training and/or certification, including providing City time to attend the
training and to pay for costs associated with the training.
This section does not apply to training courses and/or certifications required
for advancement/promotion to a new position.
B. For that training 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 attend the training and to pay
for costs associated with attending the training, provided that the program
for which the training and/or certification is related remains in operation and
that funds for such training are included in the current City Budget.
C. The City will maintain training certificates, special licenses, and other
related documentation related to 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 file documentation for completion of
training related to the employee’s duties and responsibilities, special
licenses, or for collegiate courses and/or degrees earned which the
employee completed outside of the workplace. The policy/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 shall be represented by the S.E.I.U.
Item 8.e. - Page 44
36
ARTICLE 33. MAINTENANCE OF BENEFITS AND TERMS AND CONDITIONS
All benefits, terms and conditions of employment enjoyed by unit employees as of July 1,
2021, and any side letter agreements reached after that date, shall remain in full force
and effect unless modified by a subsequent Memorandum of Understanding or by mutual
agreement, in writing, of the parties.
ARTICLE 34. M.O.U. IMPLEMENTATION
Both parties agree that the terms of this Memorandum of Understanding supersede
provisions of all other practices, Memorandum of Understanding, resolutions, and rules
of the City that conflict with provisions of this Agreement.
ARTICLE 35. OBLIGATION TO MEET AND WAIVER CLAUSE
Except as otherwise expressly provided in this Agreement or, where the parties mutually
agree to meet and confer on a matter, the City and the Union expressly waive and
relinquish the right, and each agrees that the other shall not be obligated to meet and
confer with respect to any subject or matter, including mandatory subjects of negotiation,
whether or not referred to in this Agreement.
ARTICLE 36. SAVINGS CLAUSE
Should any provision of this Agreement be held inoperative, void, or invalid by a Court of
competent jurisdiction, the remaining provisions of this Agreement shall not be affected
thereby, and the parties shall meet and confer for the sole purpose of arriving at a mutually
satisfactory replacement of such provision.
ARTICLE 37. POLICY CONFLICTS
The policies and provisions contained herein shall supersede, in all material respects, all
conflicting or inconsistent policies and provisions contained in the City of Arroyo Grande
Personnel Regulations and the City of Arroyo Grande Administrative Policies and
Procedures.
Item 8.e. - Page 45
37
REPRESENTATIVES OF REPRESENTATIVES OF
CITY OF ARROYO GRANDE ARROYO GRANDE CHAPTER
SEIU – LOCAL 620
DATE: DATE:
CHE JOHNSON ROBERT MACLEOD
CHIEF NEGOTIATOR SEIU CHIEF NEGOTIATOR
NICOLE VALENTINE TIM SCHMIDT
CITY NEGOTIATOR SEIU NEGOTIATOR
TASHINA URENO VICTOR ROCHA
CITY NEGOTIATOR SEIU NEGOTIATOR
CAMELA SCHAAF
SEIU NEGOTIATOR
Item 8.e. - Page 46
Exhibit "A"
RANGE A B C D E Positions
11 Biweekly 1,371.35 1,439.91 1,511.91 1,587.51 1,666.88
Monthly 2,971.25 3,119.82 3,275.81 3,439.60 3,611.58
Annual 35,655.03 37,437.79 39,309.68 41,275.16 43,338.92
12 Biweekly 1,405.63 1,475.91 1,549.71 1,627.19 1,708.55
Monthly 3,045.53 3,197.81 3,357.70 3,525.59 3,701.87
Annual 36,546.41 38,373.73 40,292.42 42,307.04 44,422.39
13 Biweekly 1,440.77 1,512.81 1,588.45 1,667.87 1,751.27
Monthly 3,121.67 3,277.76 3,441.64 3,613.73 3,794.41
Annual 37,460.07 39,333.07 41,299.73 43,364.71 45,532.95
14 Biweekly 1,476.79 1,550.63 1,628.16 1,709.57 1,795.05 Office Assistant I
Monthly 3,199.71 3,359.70 3,527.69 3,704.07 3,889.27
Annual 38,396.57 40,316.40 42,332.22 44,448.83 46,671.27
15 Biweekly 1,513.71 1,589.40 1,668.87 1,752.31 1,839.93 Accounting Clerk I
Monthly 3,279.71 3,443.69 3,615.88 3,796.67 3,986.50
Annual 39,356.49 41,324.31 43,390.53 45,560.05 47,838.06
16 Biweekly 1,551.55 1,629.13 1,710.59 1,796.12 1,885.92
Monthly 3,361.70 3,529.78 3,706.27 3,891.59 4,086.17
Annual 40,340.40 42,357.42 44,475.29 46,699.05 49,034.01
17 Biweekly 1,590.34 1,669.86 1,753.35 1,841.02 1,933.07 Maintenance Worker I
Monthly 3,445.74 3,618.03 3,798.93 3,988.88 4,188.32
Annual 41,348.91 43,416.35 45,587.17 47,866.53 50,259.86
18 Biweekly 1,630.10 1,711.61 1,797.19 1,887.05 1,981.40 Office Assistant II
Monthly 3,531.89 3,708.48 3,893.90 4,088.60 4,293.03
Annual 42,382.63 44,501.76 46,726.85 49,063.19 51,516.35
19 Biweekly 1,670.85 1,754.40 1,842.12 1,934.22 2,030.93
Monthly 3,620.18 3,801.19 3,991.25 4,190.81 4,400.36
Annual 43,442.20 45,614.31 47,895.02 50,289.77 52,804.26
20 Biweekly 1,712.63 1,798.26 1,888.17 1,982.58 2,081.71
Monthly 3,710.69 3,896.22 4,091.03 4,295.58 4,510.36
Annual 44,528.25 46,754.66 49,092.40 51,547.02 54,124.37
21 Biweekly 1,755.44 1,843.21 1,935.37 2,032.14 2,133.75 Accounting Clerk II
Monthly 3,803.45 3,993.63 4,193.31 4,402.97 4,623.12 Maintenance Worker II
Annual 45,641.46 47,923.53 50,319.71 52,835.69 55,477.48 Neighborhood Services Tech.
CITY OF ARROYO GRANDE
EFFECTIVE 7/9/21
SCHEDULE OF SALARY RANGES
SEIU
Item 8.e. - Page 47
Exhibit "A"
RANGE A B C D E Positions
CITY OF ARROYO GRANDE
EFFECTIVE 7/9/21
SCHEDULE OF SALARY RANGES
SEIU
22 Biweekly 1,799.33 1,889.29 1,983.76 2,082.95 2,187.09
Monthly 3,898.54 4,093.47 4,298.14 4,513.05 4,738.70
Annual 46,782.49 49,121.62 51,577.70 54,156.59 56,864.42
23 Biweekly 1,844.31 1,936.53 2,033.35 2,135.02 2,241.77
Monthly 3,996.00 4,195.81 4,405.60 4,625.88 4,857.17
Annual 47,952.06 50,349.66 52,867.14 55,510.50 58,286.03
24 Biweekly 1,890.42 1,984.94 2,084.19 2,188.39 2,297.81
Monthly 4,095.90 4,300.70 4,515.74 4,741.52 4,978.60
Annual 49,150.86 51,608.40 54,188.82 56,898.26 59,743.18
25 Biweekly 1,937.68 2,034.56 2,136.29 2,243.10 2,355.26 Administrative Secretary
Monthly 4,198.30 4,408.22 4,628.63 4,860.06 5,103.06
Annual 50,379.63 52,898.61 55,543.54 58,320.72 61,236.76
26 Biweekly 1,986.12 2,085.43 2,189.70 2,299.18 2,414.14 Building Permit Tech.
Monthly 4,303.26 4,518.42 4,744.34 4,981.56 5,230.64 Maintenance Worker III
Annual 51,639.12 54,221.08 56,932.13 59,778.74 62,767.67 Recreation Coordinator
Senior Accounting Clerk
Sports Facility Coord.
Plan/Engineer Permit Tech
27 Biweekly 2,035.77 2,137.56 2,244.44 2,356.66 2,474.49
Monthly 4,410.84 4,631.38 4,862.95 5,106.10 5,361.41
Annual 52,930.10 55,576.60 58,355.43 61,273.21 64,336.87
28 Biweekly 2,086.67 2,191.00 2,300.55 2,415.58 2,536.36 Water Services Worker
Monthly 4,521.11 4,747.17 4,984.53 5,233.75 5,495.44
Annual 54,253.35 56,966.02 59,814.32 62,805.04 65,945.29
29 Biweekly 2,138.83 2,245.78 2,358.06 2,475.97 2,599.77
Monthly 4,634.14 4,865.85 5,109.14 5,364.60 5,632.83
Annual 55,609.69 58,390.17 61,309.68 64,375.16 67,593.92
30 Biweekly 2,192.30 2,301.92 2,417.02 2,537.87 2,664.76 Fleet Maint. Coordinator
Monthly 4,749.99 4,987.49 5,236.87 5,498.71 5,773.65
Annual 56,999.93 59,849.92 62,842.42 65,984.54 69,283.77
31 Biweekly 2,247.11 2,359.47 2,477.44 2,601.31 2,731.38 Public Works Lead Person
Monthly 4,868.74 5,112.18 5,367.79 5,636.18 5,917.99 Parks Lead Worker
Annual 58,424.93 61,346.17 64,413.48 67,634.15 71,015.86
32 Biweekly 2,303.29 2,418.45 2,539.38 2,666.35 2,799.66
Monthly 4,990.46 5,239.99 5,501.98 5,777.08 6,065.94
Annual 59,885.55 62,879.83 66,023.82 69,325.01 72,791.26
Item 8.e. - Page 48
Exhibit "A"
RANGE A B C D E Positions
CITY OF ARROYO GRANDE
EFFECTIVE 7/9/21
SCHEDULE OF SALARY RANGES
SEIU
33 Biweekly 2,360.87 2,478.92 2,602.86 2,733.01 2,869.66
Monthly 5,115.22 5,370.99 5,639.53 5,921.51 6,217.59
Annual 61,382.69 64,451.82 67,674.41 71,058.13 74,611.04
34 Biweekly 2,419.89 2,540.89 2,667.93 2,801.33 2,941.40 GIS Technician
Monthly 5,243.10 5,505.26 5,780.52 6,069.55 6,373.03
Annual 62,917.25 66,063.12 69,366.27 72,834.59 76,476.32
35 Biweekly 2,480.39 2,604.41 2,734.63 2,871.36 3,014.93 Parks, Tree & Landscape
Monthly 5,374.18 5,642.89 5,925.04 6,221.29 6,532.35 Supervisor
Annual 64,490.19 67,714.70 71,100.43 74,655.45 78,388.22 Recreation Supervisor
Soto Sports Complex Maint.
& Coord. Supervisor
Utilities/Water & Sewer
System Supervisor
Streets Maint. Supervisor
36 Biweekly 2,542.40 2,669.52 2,803.00 2,943.15 3,090.30 Citywide Fleet Coordinator
Monthly 5,508.54 5,783.96 6,073.16 6,376.82 6,695.66
Annual 66,102.44 69,407.56 72,877.94 76,521.84 80,347.93
37 Biweekly 2,605.96 2,736.26 2,873.07 3,016.73 3,167.56
Monthly 5,646.25 5,928.56 6,224.99 6,536.24 6,863.05
Annual 67,755.00 71,142.75 74,699.89 78,434.88 82,356.63
38 Biweekly 2,671.11 2,804.67 2,944.90 3,092.14 3,246.75 Assistant Engineer
Monthly 5,787.41 6,076.78 6,380.62 6,699.65 7,034.63 IT Specialist
Annual 69,448.88 72,921.32 76,567.39 80,395.76 84,415.54 Engineering Inspector
Program Analyst
39 Biweekly 2,737.89 2,874.78 3,018.52 3,169.45 3,327.92
Monthly 5,932.09 6,228.70 6,540.13 6,867.14 7,210.49
Annual 71,185.10 74,744.35 78,481.57 82,405.65 86,525.93
40 Biweekly 2,806.34 2,946.65 3,093.99 3,248.68 3,411.12
Monthly 6,080.39 6,384.41 6,703.63 7,038.82 7,390.76
Annual 72,964.73 76,612.96 80,443.61 84,465.79 88,689.08
41 Biweekly 2,876.49 3,020.32 3,171.33 3,329.90 3,496.40
Monthly 6,232.40 6,544.02 6,871.23 7,214.79 7,575.53
Annual 74,788.84 78,528.29 82,454.70 86,577.44 90,906.31
42 Biweekly 2,948.41 3,095.83 3,250.62 3,413.15 3,583.81
Monthly 6,388.21 6,707.62 7,043.01 7,395.16 7,764.91
Annual 76,658.57 80,491.49 84,516.07 88,741.87 93,178.97
Item 8.e. - Page 49
Exhibit "A"
RANGE A B C D E Positions
CITY OF ARROYO GRANDE
EFFECTIVE 7/9/21
SCHEDULE OF SALARY RANGES
SEIU
43 Biweekly 3,022.12 3,173.22 3,331.88 3,498.48 3,673.40 Associate Engineer
Monthly 6,547.92 6,875.32 7,219.08 7,580.03 7,959.04
Annual 78,575.03 82,503.78 86,628.97 90,960.42 95,508.44
44 Biweekly 3,097.67 3,252.55 3,415.18 3,585.94 3,765.24
Monthly 6,711.62 7,047.20 7,399.56 7,769.54 8,158.01
Annual 80,539.41 84,566.38 88,794.69 93,234.43 97,896.15
45 Biweekly 3,175.11 3,333.87 3,500.56 3,675.59 3,859.37
Monthly 6,879.41 7,223.38 7,584.55 7,963.77 8,361.96
Annual 82,552.89 86,680.53 91,014.56 95,565.29 100,343.55
46 Biweekly 3,254.49 3,417.21 3,588.07 3,767.48 3,955.85 Senior Engineer
Monthly 7,051.39 7,403.96 7,774.16 8,162.87 8,571.01
Annual 84,616.71 88,847.55 93,289.93 97,954.42 102,852.14
47 Biweekly 3,335.85 3,502.64 3,677.78 3,861.66 4,054.75
Monthly 7,227.68 7,589.06 7,968.51 8,366.94 8,785.29
Annual 86,732.13 91,068.74 95,622.17 100,403.28 105,423.45
48 Biweekly 3,419.25 3,590.21 3,769.72 3,958.21 4,156.12
Monthly 7,408.37 7,778.79 8,167.73 8,576.11 9,004.92
Annual 88,900.43 93,345.46 98,012.73 102,913.36 108,059.03
49 Biweekly 3,504.73 3,679.97 3,863.96 4,057.16 4,260.02
Monthly 7,593.58 7,973.26 8,371.92 8,790.52 9,230.04
Annual 91,122.94 95,679.09 100,463.05 105,486.20 110,760.51
50 Biweekly 3,592.35 3,771.96 3,960.56 4,158.59 4,366.52
Monthly 7,783.42 8,172.59 8,581.22 9,010.28 9,460.79
Annual 93,401.02 98,071.07 102,974.62 108,123.35 113,529.52
Item 8.e. - Page 50
Exhibit "B"
RANGE A B C D E Positions
11 Biweekly 1,419.34 1,490.31 1,564.83 1,643.07 1,725.22
Monthly 3,075.25 3,229.01 3,390.46 3,559.98 3,737.98
Annual 36,902.96 38,748.11 40,685.51 42,719.79 44,855.78
12 Biweekly 1,454.83 1,527.57 1,603.95 1,684.15 1,768.35
Monthly 3,152.13 3,309.73 3,475.22 3,648.98 3,831.43
Annual 37,825.53 39,716.81 41,702.65 43,787.78 45,977.17
13 Biweekly 1,491.20 1,565.76 1,644.05 1,726.25 1,812.56
Monthly 3,230.93 3,392.48 3,562.10 3,740.21 3,927.22
Annual 38,771.17 40,709.73 42,745.22 44,882.48 47,126.60
14 Biweekly 1,528.48 1,604.90 1,685.15 1,769.41 1,857.88 Office Assistant I
Monthly 3,311.70 3,477.29 3,651.15 3,833.71 4,025.40
Annual 39,740.45 41,727.47 43,813.85 46,004.54 48,304.77
15 Biweekly 1,566.69 1,645.03 1,727.28 1,813.64 1,904.32 Accounting Clerk I
Monthly 3,394.50 3,564.22 3,742.43 3,929.55 4,126.03
Annual 40,733.96 42,770.66 44,909.19 47,154.65 49,512.39
16 Biweekly 1,605.86 1,686.15 1,770.46 1,858.98 1,951.93
Monthly 3,479.36 3,653.33 3,835.99 4,027.79 4,229.18
Annual 41,752.31 43,839.93 46,031.92 48,333.52 50,750.20
17 Biweekly 1,646.00 1,728.30 1,814.72 1,905.46 2,000.73 Maintenance Worker I
Monthly 3,566.34 3,744.66 3,931.89 4,128.49 4,334.91
Annual 42,796.12 44,935.93 47,182.72 49,541.86 52,018.95
18 Biweekly 1,687.15 1,771.51 1,860.09 1,953.09 2,050.75 Office Assistant II
Monthly 3,655.50 3,838.28 4,030.19 4,231.70 4,443.29
Annual 43,866.02 46,059.32 48,362.29 50,780.41 53,319.43
19 Biweekly 1,729.33 1,815.80 1,906.59 2,001.92 2,102.02
Monthly 3,746.89 3,934.23 4,130.95 4,337.49 4,554.37
Annual 44,962.67 47,210.81 49,571.35 52,049.92 54,652.41
20 Biweekly 1,772.57 1,861.20 1,954.26 2,051.97 2,154.57
Monthly 3,840.56 4,032.59 4,234.22 4,445.93 4,668.23
Annual 46,086.74 48,391.08 50,810.63 53,351.16 56,018.72
21 Biweekly 1,816.88 1,907.73 2,003.11 2,103.27 2,208.43 Accounting Clerk II
Monthly 3,936.58 4,133.40 4,340.07 4,557.08 4,784.93 Maintenance Worker II
Annual 47,238.91 49,600.86 52,080.90 54,684.94 57,419.19 Neighborhood Services Tech.
CITY OF ARROYO GRANDE
EFFECTIVE 7/8/22
SCHEDULE OF SALARY RANGES
SEIU
Item 8.e. - Page 51
Exhibit "B"
RANGE A B C D E Positions
CITY OF ARROYO GRANDE
EFFECTIVE 7/8/22
SCHEDULE OF SALARY RANGES
SEIU
22 Biweekly 1,862.30 1,955.42 2,053.19 2,155.85 2,263.64
Monthly 4,034.99 4,236.74 4,448.58 4,671.01 4,904.56
Annual 48,419.88 50,840.88 53,382.92 56,052.07 58,854.67
23 Biweekly 1,908.86 2,004.30 2,104.52 2,209.74 2,320.23
Monthly 4,135.86 4,342.66 4,559.79 4,787.78 5,027.17
Annual 49,630.38 52,111.90 54,717.49 57,453.37 60,326.04
24 Biweekly 1,956.58 2,054.41 2,157.13 2,264.99 2,378.24
Monthly 4,239.26 4,451.22 4,673.79 4,907.48 5,152.85
Annual 50,871.14 53,414.70 56,085.43 58,889.70 61,834.19
25 Biweekly 2,005.50 2,105.77 2,211.06 2,321.61 2,437.69 Administrative Secretary
Monthly 4,345.24 4,562.51 4,790.63 5,030.16 5,281.67
Annual 52,142.92 54,750.06 57,487.57 60,361.94 63,380.04
26 Biweekly 2,055.63 2,158.42 2,266.34 2,379.65 2,498.64 Building Permit Tech.
Monthly 4,453.87 4,676.57 4,910.40 5,155.92 5,413.71 Maintenance Worker III
Annual 53,446.49 56,118.81 58,924.76 61,870.99 64,964.54 Recreation Coordinator
Senior Accounting Clerk
Sports Facility Coord.
Plan/Engineer Permit Tech
27 Biweekly 2,107.03 2,212.38 2,323.00 2,439.14 2,561.10
Monthly 4,565.22 4,793.48 5,033.16 5,284.81 5,549.05
Annual 54,782.65 57,521.79 60,397.87 63,417.77 66,588.66
28 Biweekly 2,159.70 2,267.69 2,381.07 2,500.12 2,625.13 Water Services Worker
Monthly 4,679.35 4,913.32 5,158.99 5,416.93 5,687.78
Annual 56,152.22 58,959.83 61,907.82 65,003.21 68,253.37
29 Biweekly 2,213.69 2,324.38 2,440.60 2,562.63 2,690.76
Monthly 4,796.34 5,036.15 5,287.96 5,552.36 5,829.98
Annual 57,556.02 60,433.83 63,455.52 66,628.29 69,959.71
30 Biweekly 2,269.04 2,382.49 2,501.61 2,626.69 2,758.03 Fleet Maint. Coordinator
Monthly 4,916.24 5,162.06 5,420.16 5,691.17 5,975.72
Annual 58,994.92 61,944.67 65,041.90 68,294.00 71,708.70
31 Biweekly 2,325.76 2,442.05 2,564.15 2,692.36 2,826.98 Public Works Lead Person
Monthly 5,039.15 5,291.11 5,555.66 5,833.45 6,125.12 Parks Lead Worker
Annual 60,469.80 63,493.29 66,667.95 70,001.35 73,501.42
32 Biweekly 2,383.91 2,503.10 2,628.26 2,759.67 2,897.65
Monthly 5,165.13 5,423.39 5,694.55 5,979.28 6,278.25
Annual 61,981.54 65,080.62 68,334.65 71,751.38 75,338.95
Item 8.e. - Page 52
Exhibit "B"
RANGE A B C D E Positions
CITY OF ARROYO GRANDE
EFFECTIVE 7/8/22
SCHEDULE OF SALARY RANGES
SEIU
33 Biweekly 2,443.50 2,565.68 2,693.96 2,828.66 2,970.09
Monthly 5,294.26 5,558.97 5,836.92 6,128.76 6,435.20
Annual 63,531.08 66,707.64 70,043.02 73,545.17 77,222.43
34 Biweekly 2,504.59 2,629.82 2,761.31 2,899.38 3,044.35 GIS Technician
Monthly 5,426.61 5,697.94 5,982.84 6,281.98 6,596.08
Annual 65,119.36 68,375.33 71,794.09 75,383.80 79,152.99
35 Biweekly 2,567.21 2,695.57 2,830.34 2,971.86 3,120.45 Parks, Tree & Landscape
Monthly 5,562.28 5,840.39 6,132.41 6,439.03 6,760.98 Supervisor
Annual 66,747.34 70,084.71 73,588.95 77,268.39 81,131.81 Recreation Supervisor
Soto Sports Complex Maint.
& Coord. Supervisor
Utilities/Water & Sewer
System Supervisor
Streets Maint. Supervisor
36 Biweekly 2,631.39 2,762.95 2,901.10 3,046.16 3,198.47 Citywide Fleet Coordinator
Monthly 5,701.34 5,986.40 6,285.72 6,600.01 6,930.01
Annual 68,416.03 71,836.83 75,428.67 79,200.10 83,160.11
37 Biweekly 2,697.17 2,832.03 2,973.63 3,122.31 3,278.43
Monthly 5,843.87 6,136.06 6,442.87 6,765.01 7,103.26
Annual 70,126.43 73,632.75 77,314.39 81,180.10 85,239.11
38 Biweekly 2,764.60 2,902.83 3,047.97 3,200.37 3,360.39 Assistant Engineer
Monthly 5,989.97 6,289.46 6,603.94 6,934.13 7,280.84 IT Specialist
Annual 71,879.59 75,473.57 79,247.25 83,209.61 87,370.09 Engineering Inspector
Program Analyst
39 Biweekly 2,833.71 2,975.40 3,124.17 3,280.38 3,444.40
Monthly 6,139.71 6,446.70 6,769.04 7,107.49 7,462.86
Annual 73,676.58 77,360.41 81,228.43 85,289.85 89,554.34
40 Biweekly 2,904.56 3,049.79 3,202.27 3,362.39 3,530.51
Monthly 6,293.21 6,607.87 6,938.26 7,285.17 7,649.43
Annual 75,518.49 79,294.42 83,259.14 87,422.09 91,793.20
41 Biweekly 2,977.17 3,126.03 3,282.33 3,446.45 3,618.77
Monthly 6,450.54 6,773.06 7,111.72 7,467.30 7,840.67
Annual 77,406.45 81,276.78 85,340.62 89,607.65 94,088.03
42 Biweekly 3,051.60 3,204.18 3,364.39 3,532.61 3,709.24
Monthly 6,611.80 6,942.39 7,289.51 7,653.99 8,036.69
Annual 79,341.62 83,308.70 87,474.13 91,847.84 96,440.23
Item 8.e. - Page 53
Exhibit "B"
RANGE A B C D E Positions
CITY OF ARROYO GRANDE
EFFECTIVE 7/8/22
SCHEDULE OF SALARY RANGES
SEIU
43 Biweekly 3,127.89 3,284.29 3,448.50 3,620.92 3,801.97 Associate Engineer
Monthly 6,777.10 7,115.95 7,471.75 7,845.34 8,237.60
Annual 81,325.16 85,391.41 89,660.98 94,144.03 98,851.23
44 Biweekly 3,206.09 3,366.39 3,534.71 3,711.45 3,897.02
Monthly 6,946.52 7,293.85 7,658.54 8,041.47 8,443.54
Annual 83,358.28 87,526.20 91,902.51 96,497.63 101,322.52
45 Biweekly 3,286.24 3,450.55 3,623.08 3,804.23 3,994.45
Monthly 7,120.19 7,476.20 7,850.01 8,242.51 8,654.63
Annual 85,442.24 89,714.35 94,200.07 98,910.07 103,855.58
46 Biweekly 3,368.40 3,536.82 3,713.66 3,899.34 4,094.31 Senior Engineer
Monthly 7,298.19 7,663.10 8,046.26 8,448.57 8,871.00
Annual 87,578.30 91,957.21 96,555.07 101,382.83 106,451.97
47 Biweekly 3,452.61 3,625.24 3,806.50 3,996.82 4,196.66
Monthly 7,480.65 7,854.68 8,247.41 8,659.78 9,092.77
Annual 89,767.76 94,256.14 98,968.95 103,917.40 109,113.27
48 Biweekly 3,538.92 3,715.87 3,901.66 4,096.74 4,301.58
Monthly 7,667.66 8,051.05 8,453.60 8,876.28 9,320.09
Annual 92,011.95 96,612.55 101,443.17 106,515.33 111,841.10
49 Biweekly 3,627.39 3,808.76 3,999.20 4,199.16 4,409.12
Monthly 7,859.35 8,252.32 8,664.94 9,098.18 9,553.09
Annual 94,312.25 99,027.86 103,979.25 109,178.22 114,637.13
50 Biweekly 3,718.08 3,903.98 4,099.18 4,304.14 4,519.35
Monthly 8,055.84 8,458.63 8,881.56 9,325.64 9,791.92
Annual 96,670.05 ########106,578.73 111,907.67 117,503.05
Item 8.e. - Page 54
Exhibit "C"
RANGE A B C D E Positions
11 Biweekly 1,469.02 1,542.47 1,619.60 1,700.58 1,785.61
Monthly 3,182.88 3,342.02 3,509.13 3,684.58 3,868.81
Annual 38,194.56 40,104.29 42,109.51 44,214.98 46,425.73
12 Biweekly 1,505.75 1,581.03 1,660.09 1,743.09 1,830.25
Monthly 3,262.45 3,425.57 3,596.85 3,776.70 3,965.53
Annual 39,149.43 41,106.90 43,162.24 45,320.36 47,586.37
13 Biweekly 1,543.39 1,620.56 1,701.59 1,786.67 1,876.00
Monthly 3,344.01 3,511.21 3,686.78 3,871.11 4,064.67
Annual 40,128.16 42,134.57 44,241.30 46,453.37 48,776.03
14 Biweekly 1,581.98 1,661.07 1,744.13 1,831.33 1,922.90 Office Assistant I
Monthly 3,427.61 3,598.99 3,778.94 3,967.89 4,166.29
Annual 41,131.37 43,187.94 45,347.33 47,614.70 49,995.44
15 Biweekly 1,621.53 1,702.60 1,787.73 1,877.12 1,970.97 Accounting Clerk I
Monthly 3,513.30 3,688.97 3,873.42 4,067.09 4,270.44
Annual 42,159.65 44,267.64 46,481.02 48,805.07 51,245.32
16 Biweekly 1,662.06 1,745.17 1,832.42 1,924.05 2,020.25
Monthly 3,601.14 3,781.19 3,970.25 4,168.77 4,377.20
Annual 43,213.64 45,374.33 47,643.04 50,025.19 52,526.45
17 Biweekly 1,703.61 1,788.80 1,878.24 1,972.15 2,070.75 Maintenance Worker I
Monthly 3,691.17 3,875.72 4,069.51 4,272.99 4,486.63
Annual 44,293.98 46,508.68 48,834.12 51,275.82 53,839.62
18 Biweekly 1,746.21 1,833.52 1,925.19 2,021.45 2,122.52 Office Assistant II
Monthly 3,783.44 3,972.62 4,171.25 4,379.81 4,598.80
Annual 45,401.33 47,671.40 50,054.97 52,557.72 55,185.61
19 Biweekly 1,789.86 1,879.35 1,973.32 2,071.99 2,175.59
Monthly 3,878.03 4,071.93 4,275.53 4,489.31 4,713.77
Annual 46,536.37 48,863.19 51,306.35 53,871.66 56,565.25
20 Biweekly 1,834.61 1,926.34 2,022.65 2,123.79 2,229.98
Monthly 3,974.98 4,173.73 4,382.42 4,601.54 4,831.61
Annual 47,699.78 50,084.77 52,589.00 55,218.45 57,979.38
21 Biweekly 1,880.47 1,974.50 2,073.22 2,176.88 2,285.73 Accounting Clerk II
Monthly 4,074.36 4,278.07 4,491.98 4,716.58 4,952.41 Maintenance Worker II
Annual 48,892.27 51,336.88 53,903.73 56,598.92 59,428.86 Neighborhood Services Tech.
CITY OF ARROYO GRANDE
EFFECTIVE 7/7/23
SCHEDULE OF SALARY RANGES
SEIU
Item 8.e. - Page 55
Exhibit "C"
RANGE A B C D E Positions
CITY OF ARROYO GRANDE
EFFECTIVE 7/7/23
SCHEDULE OF SALARY RANGES
SEIU
22 Biweekly 1,927.48 2,023.86 2,125.05 2,231.30 2,342.87
Monthly 4,176.21 4,385.03 4,604.28 4,834.49 5,076.22
Annual 50,114.58 52,620.31 55,251.32 58,013.89 60,914.58
23 Biweekly 1,975.67 2,074.45 2,178.18 2,287.09 2,401.44
Monthly 4,280.62 4,494.65 4,719.38 4,955.35 5,203.12
Annual 51,367.44 53,935.81 56,632.61 59,464.24 62,437.45
24 Biweekly 2,025.06 2,126.32 2,232.63 2,344.26 2,461.48
Monthly 4,387.64 4,607.02 4,837.37 5,079.24 5,333.20
Annual 52,651.63 55,284.21 58,048.42 60,950.84 63,998.38
25 Biweekly 2,075.69 2,179.47 2,288.45 2,402.87 2,523.01 Administrative Secretary
Monthly 4,497.33 4,722.19 4,958.30 5,206.22 5,466.53
Annual 53,967.92 56,666.32 59,499.63 62,474.61 65,598.34
26 Biweekly 2,127.58 2,233.96 2,345.66 2,462.94 2,586.09 Building Permit Tech.
Monthly 4,609.76 4,840.25 5,082.26 5,336.37 5,603.19 Maintenance Worker III
Annual 55,317.12 58,082.97 60,987.12 64,036.48 67,238.30 Recreation Coordinator
Senior Accounting Clerk
Sports Facility Coord.
Plan/Engineer Permit Tech
27 Biweekly 2,180.77 2,289.81 2,404.30 2,524.51 2,650.74
Monthly 4,725.00 4,961.25 5,209.32 5,469.78 5,743.27
Annual 56,700.05 59,535.05 62,511.80 65,637.39 68,919.26
28 Biweekly 2,235.29 2,347.05 2,464.41 2,587.63 2,717.01 Water Services Worker
Monthly 4,843.13 5,085.29 5,339.55 5,606.53 5,886.85
Annual 58,117.55 61,023.42 64,074.59 67,278.32 70,642.24
29 Biweekly 2,291.17 2,405.73 2,526.02 2,652.32 2,784.93
Monthly 4,964.21 5,212.42 5,473.04 5,746.69 6,034.02
Annual 59,570.49 62,549.01 65,676.46 68,960.28 72,408.30
30 Biweekly 2,348.45 2,465.87 2,589.17 2,718.63 2,854.56 Fleet Maint. Coordinator
Monthly 5,088.31 5,342.73 5,609.86 5,890.36 6,184.88
Annual 61,059.75 64,112.73 67,318.37 70,684.29 74,218.50
31 Biweekly 2,407.16 2,527.52 2,653.90 2,786.59 2,925.92 Public Works Lead Person
Monthly 5,215.52 5,476.30 5,750.11 6,037.62 6,339.50 Parks Lead Worker
Annual 62,586.24 65,715.55 69,001.33 72,451.40 76,073.97
32 Biweekly 2,467.34 2,590.71 2,720.24 2,856.26 2,999.07
Monthly 5,345.91 5,613.20 5,893.86 6,188.56 6,497.98
Annual 64,150.90 67,358.44 70,726.36 74,262.68 77,975.82
Item 8.e. - Page 56
Exhibit "C"
RANGE A B C D E Positions
CITY OF ARROYO GRANDE
EFFECTIVE 7/7/23
SCHEDULE OF SALARY RANGES
SEIU
33 Biweekly 2,529.03 2,655.48 2,788.25 2,927.66 3,074.05
Monthly 5,479.56 5,753.53 6,041.21 6,343.27 6,660.43
Annual 65,754.67 69,042.40 72,494.52 76,119.25 79,925.21
34 Biweekly 2,592.25 2,721.86 2,857.96 3,000.86 3,150.90 GIS Technician
Monthly 5,616.54 5,897.37 6,192.24 6,501.85 6,826.95
Annual 67,398.54 70,768.46 74,306.89 78,022.23 81,923.34
35 Biweekly 2,657.06 2,789.91 2,929.41 3,075.88 3,229.67 Parks, Tree & Landscape
Monthly 5,756.96 6,044.81 6,347.05 6,664.40 6,997.62 Supervisor
Annual 69,083.50 72,537.67 76,164.56 79,972.79 83,971.43 Recreation Supervisor
Soto Sports Complex Maint.
& Coord. Supervisor
Utilities/Water & Sewer
System Supervisor
Streets Maint. Supervisor
36 Biweekly 2,723.48 2,859.66 3,002.64 3,152.77 3,310.41 Citywide Fleet Coordinator
Monthly 5,900.88 6,195.93 6,505.72 6,831.01 7,172.56
Annual 70,810.59 74,351.12 78,068.67 81,972.11 86,070.71
37 Biweekly 2,791.57 2,931.15 3,077.71 3,231.59 3,393.17
Monthly 6,048.40 6,350.82 6,668.37 7,001.78 7,351.87
Annual 72,580.85 76,209.89 80,020.39 84,021.41 88,222.48
38 Biweekly 2,861.36 3,004.43 3,154.65 3,312.38 3,478.00 Assistant Engineer
Monthly 6,199.61 6,509.60 6,835.07 7,176.83 7,535.67 IT Specialist
Annual 74,395.37 78,115.14 82,020.90 86,121.94 90,428.04 Engineering Inspector
Program Analyst
39 Biweekly 2,932.89 3,079.54 3,233.52 3,395.19 3,564.95
Monthly 6,354.60 6,672.34 7,005.95 7,356.25 7,724.06
Annual 76,255.26 80,068.02 84,071.42 88,274.99 92,688.74
40 Biweekly 3,006.22 3,156.53 3,314.35 3,480.07 3,654.08
Monthly 6,513.47 6,839.14 7,181.10 7,540.16 7,917.16
Annual 78,161.64 82,069.72 86,173.21 90,481.87 95,005.96
41 Biweekly 3,081.37 3,235.44 3,397.21 3,567.07 3,745.43
Monthly 6,676.31 7,010.12 7,360.63 7,728.66 8,115.09
Annual 80,115.68 84,121.46 88,327.54 92,743.91 97,381.11
42 Biweekly 3,158.41 3,316.33 3,482.14 3,656.25 3,839.06
Monthly 6,843.21 7,185.38 7,544.64 7,921.88 8,317.97
Annual 82,118.57 86,224.50 90,535.73 95,062.51 99,815.64
Item 8.e. - Page 57
Exhibit "C"
RANGE A B C D E Positions
CITY OF ARROYO GRANDE
EFFECTIVE 7/7/23
SCHEDULE OF SALARY RANGES
SEIU
43 Biweekly 3,237.37 3,399.24 3,569.20 3,747.66 3,935.04 Associate Engineer
Monthly 7,014.29 7,365.01 7,733.26 8,119.92 8,525.92
Annual 84,171.54 88,380.11 92,799.12 97,439.07 102,311.03
44 Biweekly 3,318.30 3,484.22 3,658.43 3,841.35 4,033.42
Monthly 7,189.65 7,549.13 7,926.59 8,322.92 8,739.07
Annual 86,275.82 90,589.62 95,119.10 99,875.05 104,868.80
45 Biweekly 3,401.26 3,571.32 3,749.89 3,937.38 4,134.25
Monthly 7,369.39 7,737.86 8,124.76 8,530.99 8,957.54
Annual 88,432.72 92,854.36 97,497.07 102,371.93 107,490.52
46 Biweekly 3,486.29 3,660.60 3,843.63 4,035.82 4,237.61 Senior Engineer
Monthly 7,553.63 7,931.31 8,327.88 8,744.27 9,181.48
Annual 90,643.54 95,175.71 99,934.50 104,931.23 110,177.79
47 Biweekly 3,573.45 3,752.12 3,939.73 4,136.71 4,343.55
Monthly 7,742.47 8,129.59 8,536.07 8,962.88 9,411.02
Annual 92,909.63 97,555.11 102,432.86 107,554.51 112,932.23
48 Biweekly 3,662.78 3,845.92 4,038.22 4,240.13 4,452.14
Monthly 7,936.03 8,332.83 8,749.47 9,186.95 9,646.29
Annual 95,232.37 99,993.99 104,993.68 110,243.37 115,755.54
49 Biweekly 3,754.35 3,942.07 4,139.17 4,346.13 4,563.44
Monthly 8,134.43 8,541.15 8,968.21 9,416.62 9,887.45
Annual 97,613.18 ########107,618.53 112,999.45 118,649.43
50 Biweekly 3,848.21 4,040.62 4,242.65 4,454.79 4,677.53
Monthly 8,337.79 8,754.68 9,192.42 9,652.04 10,134.64
Annual ################110,308.99 115,824.44 121,615.66
Item 8.e. - Page 58