R 2328
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RESOLUTION NO. -il,28
A RESOLUTION OF THE CITY OOUNCIL OF THE CITY OF
ARROYO GRANDE AMENDING RESOLUTION NO. 2324, WHICH
ADOPI'ED A MEMORANDUM OF UNDERSTANDING BETWEEN
THE CITY AND THE s.E.I.U. GROUP, FOR THE YEARS 1989-90
AND 1990-91
THE CITY OOUNCIL OF THE CITY OF ARROYO GRANDE DO~ RESOLVE AS FOLLOWS:
W HBREAS, certain dollar-velue benefits have been provided to efIt)loyees ~ted by the
Arroyo Grande Police Officers AssocIation, and it Is the desire of the Qty Cow\cll to provide
equivalent dollar-veluebenefits to other City efIt)loyees.
NOW THEREFORE, BE IT RESOLVED that Article 2 ot the Memorandun ot Understanding
between the City and the s.E.I.U. group-represented efIt)loyees Is amended by increaslqt the amounts
In rqes and step! 88 follows:
1. Effective.My 1, 1989, the 1989-90 ExhIbit "B" amounts are increased by an additional 1. 75%
(8.75% rather than 7.00%) over wages peid In 1988-89. See revised Exhibit "B" attached.
2. Effective July 1,1990, the 1990-91 ExhIbit "C" amounts are increased by an additional 0.25%
(5.25% rather than 5.00%) over wages paid In 1989-90. See revised Exhibit "C" attached.
All ot the other termI and COnditiOlll ot the recently adopted 1989-90 MeIJI)I'nndtIn of
Und~, via Resolution No. 2324, remain In effect.
On motion ot Q)uncJl MEnDer Olsen , seconded by Q)uncJl MentJer Dougall , and on
the roll~ roll csll vote, to wit:
AY~I Council M:!mbers Olsen, Dougall, Smith, ~ts, and Mayor Millis
NO~I None ,
ABSENT: None
the forego~ Resolution was passed and adopted !his ~ day of July, 1989.
- ;M::Vc ~~, hd)~ ....
MAYOR
APPROVED AS TO FORM:
ATrESrI tjJ ~ a. ~~
CITY CLERK
- I, NANCY A. DAVIS, City Clerk of the City of Arroyo Grande, County
of San Luis Obispo, State of California, do hereby certify under penalty
of perjury that the foregoing Resolution No. 2328 is a true, full and
correct copy of said Resolution passed and adopted at a regular rreeting
of said Council on the 18th day of July, 1989.
WITNESS my hand and the Seal of the City of Arroyo. Grande affixed
this 20th day of July, 1989.
I..()~ a, ~
CITY CLERK
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eity of
c:/f't'to!Jo g'tande Phone 805-489-1303
214 East Branch Street
P. O. Box 550
Arroyo Grande, CA 93420
1989/90 & 1990/91
MEMORANDUM OF UNDERSTANDING
Between
SERVICE EMPLOYEES INTERNATIONAL UNION
and
CITY OF ARROYO GRANDE
General & Supervisory Units
Local 817, SEIU
11555 Los Osos Valley Road
San Luis Obispo, CA 93401
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1989/90 and 1990/91
S.E.I.U./CITY OF ARROYO GRANDE
MEMORANDUM OF UNDERSTANDING
TABLE OF CONTENTS
ARI!QLE ~JlI3JlliQI ~6QE ARTlQl& ~!.!IbmQI fAQE
1. Term of M.O.U. 1 30. Use of Private Vehicle/Mileage 13
2. Salary Schedules 1 31. Nondiscrimination 13
3. Vacation Leave 1 32. Personnel Files 13
4. Holiday Leave 3 33. Resignation 14
5. Sick Leave 3 34. Outside Employment 14
6. Hours of Work and Overtime 4 35. Position Vacancies 14
7. Standby Pay 4 36. Position Classification 14
8. Call Back Pay 4 37. Probationary Period 15
9. Uniform Rental 5 38. Transfers 15
10. Sa! ety Shoes 5 39. Promotion 15
11. Paychecks 5 40. Promotional Opportunities 15
12. Bereavement Leave 5 41. Demotion 16
13. Family Leave 5 42. Layoffs 16
14. Educational Pay 5 43. Flex Time Schedules 17
15. Leaves of Absence 6 44. M.O.U. Implementation 17
16. Jury Duty 6 45. New Positions 17
17. Dues Deduction 6 46. Medical Insurance Benefits 17
18. Union Stewards 8 47. Vision Insurance 17
19. Union Access to Work Locations 8 48. Life Insurance Plan 18
20. Use of City Facilities 9 49. State Disability Insurance 18
21. Representation 9 50. Dental Insurance Plan 18
22. P.E.R.S. Retirement Contributions 9 51. Health Committee 18
23. Grievance Procedure 9 52. Definition 18
24. Advancement in Salary 11 53. Classification (Job Audit) and
25. Commuting Reimbursement 12 Salary Study 18
26. Contracting Out 12 54. City Policies, Procedures and
27. Management Rights 12 Rules Booklet 19
28. No Strike/No Lockout 13 55. Budget Comnrlttee 19
29. Retirement 13 56. Special Adjustments 19
57. Maintenance Person I 19
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1989/90 and 1990/91
MEMORANDUM OF UNDERSTANDING
BETWEEN
CITY OF ARROYO GRANDE
AND
LOCAL 817, 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
SUPER VISORS UNIT AND, HAVING REACHED AGREEMENT, AS HEREIN SET FORTH, SUBMIT
THIS MEMORANDUM TO THE CITY OOUNCIL, WITH JOINT RECOMMENDATION THAT
COUNCIL AOOPr 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 tenn of the Mermrandtun of Understanclirg shall be fran the date this M.O.U. is signed by the
Negotiations Coomittee Menbers of S.E.I.U. until June 30, 1991, and thereafter shall continue from
year to year. Either party may request roodification by March 15, 1991, in which event, meeting and
confer~ shall begin no later than April 15, 1991.
ARTICLE 2. SALARY ~EDULES
The aty and the Union agree that all classifications represented by the Union, in Exhibit A
(Salary <:::l.B$ification) of the current M.O.U., shall receive salary incressesot seven (7) percent,
effective July 1, 1989, per Exhibit B (1989/90 Sal8ry Schedule) attached. It is further understood
that effective July 1, 1990, the salaries in effect June 30, 1990, as lOOdified above, shall be increased by
five (5) percent, effective July 1, 1990, per Exhibit C (1990/91 Salary Schedule) attached.
ARTICLE 3. V ACA TION LEAVE
A. The purpose of annual vacation leave is to enable each eligible employee to annually
return to his work mentally and physically refreshed.
B. Each eligible el1'\>loyee shall be required to have served the equivalent of one year of
continuot.6service in the aty in order to be eligible for his/her full annual vacation leave. However,
in the event an E!I1'ployee so chooses, she/he may, after six continuoUCJ roonth; of service, take vacation
leave not to exceed five (5) working days with the SUpervisor's approval.
C. Employees who terminate er11>loyment, and upon retum of all City-owned property in good
condition, shall be paid in a 1\JYt) sun for aU accrued vacation leave eamed prior to the date of
tennination.
SEIU MOU
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D. Vacation leave with pay shall be earned by ~yees in accordance with the following
schedule:
After: 1 year 10 days 6.67 hours per J1X)nth
2 12 8.00
3 13 8.67
4 14 9.34
5 15 10.00
6 15 10.00
7 16 10.67
8 16 10.6'1
9 17 11.34
10 17 11.34
11 18 12.00
12 18 12.00
13 19 12.67
14 19 12.6'1
15 20 13.34
E. If for any reason an employee becomes sick during a vacation, or in the case where a
ooliday falls during a vacation period, the affected envloyee shall be entitled to utilize such available
sick or holiday leave in lieu of vacation leave. The vacation pericxJ 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 aty.
G. In the event that the scheduling preferences of two (2) or J1X)re employees conflict, the
preferences of the J1X)re senior employee fran date of hire shall govern, barring any unusual
circumrt.ances.
H. An esrployee IJ1L5t use a mininun of 50% vacation leave eamed duri.rg each calendar year
during that same calendar year. The balance of the vacation leave remaining unU5ed during that same
calendar year may be accrued. Exception is made to this paragraph for all new employees conmenci~
Qty employrrent after December 31st of each year so that there is no requirement upon a new employee
to use a minimlIn of 50% of vacation leave earned by the first December 31st after employment
conmences.
I. Employees may aCCNe vacation leave up to the maximum hours listed below, dependent
upon years of service as a regular full-time employee:
Years of Service Maxinun Vacation Hours 'That
on any December 31st Can be ACCNed on January 1
1 - 2 80
3+ - 4 100
5+ - 7 120
8+ - 9 140
10+ - 14 160
15+ 200
SEIU MOU 2
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J. In the event an ent>loyee's accrued vacation leave exceeds the maxinun allowable in
Paragraph 1, the employee shall be paid at his/her December 31st hourly wage rate for those hours
accnJed in exces9 of the maxinun allowable.
ARTICLE 4. HOLJDA Y LEAVE
The fo~ days shall be paid holidays for employees.
1989/90 Dmerved 1990/91 0bgened
a. Independence Day Tues., July 4, 1989 Wed., July 4, 1990
b. Labor Day Mon., Sept. 4, 1989 Mon., Sept. 3, 1990
c. Columbus Day Mon., Oct. 9, 1989 Mon., Oct. 8, 1990
d. Veterans' Day Fri., Nov. 10, 1989 Mon., Nov. 12, 1990
e. Thanksgiving Thurs., Nov. 23, 1989 Thurs., Nov. 22, 1990
f. Day followiq?;
Thanksgiving Fri., Nov. 24, 1989 Fri., Nov. 23, 1990
g. Ouistmas Eve
One-half day Fri., Dec. 22, 1989 Mon., Dec. 24, 1990
h. Ouistmas Mon., Dec. 25, 1989 Tues., Dec. 25, 1990
i. New Year's Eve
One-half day Fri., Dec. 29, 1989 Mon., Dec. 31, 1990
j. New Years's Day Mon., Jan. 1, 1989 Tues., Jan. 1, 1991
.k. Lincoln's Birthday Mon., Fet>. 12, 1990 Mon., Feb. 11, 1991
1. Washington's Birthday Mon., Pet>. 19, 1990 Mon., Feb. 18, 1991
m. Maoorial Day Mon. May 28, 1990 Mon., May 27, 1991
n. One day at F.rrp1oyee O1oioo
with Supervisor approval in
lieu of misc. religiO\.5
celebratiom or holidays such as
Martin Luther K~ Day--Floating Floating
o. Every day designated by the President, Governor <r Mayor for public cb;ervance as a special
nonrecurri~ 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
errployee's regularly scheduled day off, he/she shall have the option to take such a holiday on an
alternate day, as selected by the employee and approved by the Department Director.
ARTICLE 5. SICK LEAVE
A. All full-time, permanent employees shall accrue one wor~ day of sick leave with pay
for each rronth of service with unlimited accurnu1ation. Upon retirement, an employee may choose to
be paid for 50% of unused sick leave to a maxinun of 360 hours at his/her current rate of payor all <r a
portion of the foregoing entitlement to his/her P .E.R.s. retirement program. At the end ot each year
an Ef1l)loyee has the option of be~ paid straight time for 25% of their unused sick leave of that year,
transferring it to vacation or leaving it in sick leave.
SEIU MOU 3
B. Fn'ployees may transfer sick leave on a VOIWltary basis to a fellow employee who hBs
exhausted all his/her sick leave and vacation leave, due to an extended DlnE!S9 or injury. The transfer
shall be based on each esrployee's hourly rate ot pay and shall not exceed twenty-four (24) hours of sick
leave, based on the hourly rate of pay of the receiving Employee. The transfer shall be requested on a
fonn provided by the City, to be canpleted by both erJI>loyees who IYUtually request such transfer, and
sutrnitted for approval to his/her department head and the City Manager for final approval. The
receiving erq>loyee shall not be obligated to repay any trarsferred 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.
ARTICLE 6. HOURS OF WORK AND OVERTIME
The nonnal 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 a holiday
recognized in this Mesrorandum of Unde~, shall be COIJt)ensated for at the rate of one and one-
half (1- 1/2) times the employee's regular base hourly rate of pay. Time worked for computation of
overtirre shall include holidays, jury duty, sick leave, bereavement leave end previously scheduled
vacation and canpensatory tirre off, for purposes of this paragraph, and shall be calculated at a
maximJrn of eight (8) hours per day. Overtime shall be canputed at the nearest halt (1/2) hour. At
the request of any employee eligible for overtime pay, his/her supervisor will provide that, in lieu of
cash payment for any overtime, he/she may have the choice of time off with pay at the rate of one and
one-half (1-1/2) hours for each hour of overtime worked. Canpensatory time off shall be taken at the
option of the eI11?loyee, with the consent of the supervisor.
ARTICLE 7. STANDBY PAY
Standby duty is defined as that cirCtmlUmce which requires an employee so ~gned to:
1. Be ready to respond imnediately to a can for service.
2. Be readily available at all hours by telephone.
An employee so 8$igned to stand-by duty shall receive $1.50 per hour, to begin at the end of the
regularly scheduled work day or work week, or other erq;>loyee's stand-by time, and end at the start ot
the next regularly scheduled work day or the beginni~ of another employee's stand-by time.
ARTICLE 8. CALL BACK PAY
Call back is defined as that circumUmce which requires an employee to Wlexpectedly return
to work after the employee has left work at the end of the Employee's work day or work week. An
errployee called in early to start his/her work shift, without prior reasonable notice, will a1so receive
time and one-half (1-1/2) overtime pay for all extra hours worked, with a rninirm.m call out of two (2)
hours.
SEIU MOU 4
ARTICLE 9. UNIFORM RENTAL
The aty agrees to furnish five (5) shirts and five (5) pairs of pants per week for employees in
the following cl8ssifica.tions:
Buil~ Maintenance Person Mechanic
Constntction Inspector Parks Foreperson
<l5todian Public Works Supervisor
Equipment Operator Leadperson
Maintenance Worker I, II Sports Facilities Maintenance Person
Equipment Technician Water Custaner Services Person
En'ployees hired to fill newly-created classificatiom will aJso receive wUtOmB under this section, if the
we~ of a unIfoma is required. UnitOnnil for the above-listed field persoMel are to be worn during
work and rmy be worn to and from work.
ARTICLE 10. SAFETY SHOES
During the tenn of this Agreement, the City shall pay to all unit employees, as listed in Article
9, and to the cls$ification of Buil~ Inspector, $100.00 per year toward a pair of safety shoes
purchased. The safety shoes must be 1I\Om during all hours where there is a need for safety shoes or
required by the department head or the City Safety Cornnittee.
ARTICLE 11. PAYCHECKS
The City will pay regular checks on a bi-weekly basis and continue payroll deductiom for the
County-City Fnployee Qedit Union, when so desired by employees.
ARTICLE 12. BEREAVEMENT LEAVE
A three (3) day leave, with pay, shall be available to ~yees who sutfer the death of a
relative (defined ast spo1.Se, parent, child, sJster, brother, grandparent or grandchild, aunt, uncle and
the correspondingre1ative by marriage), for the purpooe of atte~ the funeral and making other
arrangements at the time the lass occurs. 'This leave is not chargeable agairl;t accrued sick leave.
ARTICLE 13. F AMIL Y LEAVE
An mployee may take an unlimited 8J00Unt of sick leave, if required to be away from the job to
personally care for a nenber of his/her imnediate family, as defined in Article 12, Bereavement Leave,
subject to approval of the supervisor and verification of need.
ARTICLE 14. EDUCATIONAL PAY
A. The Educational Pay Program is intended to prorrote the ~vement of employee
efficiency and the advancement of ~oyees to positions of higher skills.
B. Fnt>Ioyees rmy qualify for advancement of one salary range above their position
cla$ified rarge upon receipt of an Associated Arts Degree, in a field relative to their job
cla$ification, fran an accredited junior college 01' college or upon earning a special liceme or
certificate, deemed to be equivalent to an AA degree in value to the City and an enhancement to the
productivity of an erttUoyee in his/her job, upon recannendation of the department head and approval
by the City Manager.
SHIU MOU 5
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c. E'.n1>loyees may qualify for advancenent of two salary ranges above their position
classified range upon receipt ot a Bachelor of Science/Bachelor ot Arts Degree in a field relative to
their job classification, fran an accredited College, upon recorrmendation of the department head and
approval of the City Manager.
D. Exception : Where job classifications or requirements include an Associated Arts or
Bachelor of Science/Bachelor of Arts Degree, Section B and Section C, above, will not apply.
E. No additional educational pay shall be made for duplicate, or IOOre than one, AA degree,
BA degree or applicable certificates.
ARTICLE 15. LEAVES OF ABSENCE
A. Medical Leave
Medical leave, without pay may be grsnted for the purpose of recovery fran prolonged illness
or injury or to restore health or for pregnancy, upon employee's written request to, and approved by,
the City Manager, subject to S\.II:xni$ion 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
erployee may elect to maintain City medical insurance coverage for employee and dependents, at
employee's sole oo>t, if such coverage ot all individua1s is in effect sixty (60) days prior to leave
application to the City Manager.
B. Emergency Leave
Errergency leave, without pay, may be granted to any permanent employee who, upon written
request to, and approved by, the City Manager derronstrates that the leave is necessary for personal
reasons beyond his/her control or will serve to ~ve his/her ability as an employee of the City.
:J:mergency leaves may be grsnted up to a maxinun ot one (1) year. Upon expiration of an approved
Emergency Leave, the CIT{>loyee shall be reimtated 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 ot the employee on leave to report promptly at the leave's expiration shall be
ca~ for discharge. During the leave period the City will not pay employee benefits; however, the
erployee may elect to maintain City medical insurance coverage for employee and dependents at
employee's sole expense, if such coverage of all individua1s is in effect sixty (60) days prior to leave
application to the City Manager.
ARTICLE 16. JURY DUTY
Fmployees shall be granted leave, with full pay and no loss in benefits, when called for jury
duty, if the employee remits jury fees received for such jury duty. The employee may retain all travel
payor suOOistence pay granted by the court became of the errvIoyees' 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 le~h of service, and return to work inmediately following the end of jury duty service.
ARTICLE 17. DUES DEDUCfION
A. The aty agrees to deduct dues twice IOOnthly and remit them to the Union, as approved
by the Union Board of Directors and authorized in writing by the individual employees concerned, on
fonTIS currently accepted by the City for such deductions.
B. For the employees in the unit who authorize union dues deductions, the Qty shall
SEIU MOU 6
autanatically continue such dues deduction.
C. The City agrees to provide the Union the name and deduction status of all unit eII\>loyees
on a ITalthly basis.
D. DEDUCfIONS
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All employees in the unit who have not authorized a Union dues deduction shall, within
the thirty (30) day period toU~ notification of their obligation under this agreement, execute an
authorization for the payroll deduction of one of the fo~: 1) union dues; 2) a service fee, equal
to the percentage of the regular dues, that is used for legally pennissible representation costs; or 3), if
he/she qualifies, a charity fee, equal to the service fee, to a tax-exempt charitable organization that
has been agreed to.
To qualify for the designated charity fee deduction, 8Jl:.emp1oyee roost certify to the
Union that he/she is a member of a bonafide religion, body or sect. that has historically held
conscientiolB objections to jo~ or financially supporting public eJ\)loyee organizations.
Such eXeJq>t unit eJ1t>loyees will be required to suDnit to the Union a notarized letter
certif~ that person's membership in such a religion, body or sect, signed by an official of the bonafide
religion, body or sect.
If an envloyee fails to authorize one ot the above deductions within the thirty (30) day
authorization period, the City shall notify the erq>loyee, in writ~, of hfs/her contractual obligation to
authorize one of the payroll deductions..
If an envloyee fails to authorize one of the deductions, the Union may seek enforcement
through the courts.
E. SERVICE FEE AS OONDITION OF EMPLOYMENT
Mter July 1, 1989, all errployees hired into the units who fail to authorize a Union dues
deduction or service fee deduction, nu;t, as a condition of their continued employment, authorize a
service fee deduction within thirty (30) days fon~ the ~ of their employment. The
errployee 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 aty to take the neces58ry ste~ to separate
that erf\)loyee fran City service. The City wiD. infonn the Union of all new hires.
F. FINANCIAL DOCUMENTATION
The Union has presented a deroonstration that the legally pennissible costs that may be
charged as a service fee to a nonmenber equa1s somewhat roore than ninety-five percent (95%) or dues.
The City has not challqed that d8OOl1Stration and agrees to deduct a service fee equal
to ninety-five percent (95%) of dues.
The Union shall, within ninety (90) de}'! after the end of each fiscal year, make available
to the City, financial documentation that shall meet the ~ts of Govemment Code Section
3502.2.
The City agrees to provide the Union the name, department, CM and payroll deduction
of all unit erJ'{)1oyees upon request.
SEIU MOU 7
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G. PETITION, ELECfION AND CHALLENGE
If a petition is filed with the Cty 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 errt>Ioyees in the bargaining unit, an election will be held. Such election may only be held
once during the tenn ot the Agreement. The verification of the petition and the election shall be
conducted by the State Conciliation Service; vo~ shall be by secret ballot, and a majority vote of all
enployees 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 errp1oyee's additional pro-rata share of expenditures by the Union that is utilized for
expenditures not incurred for the purpose of perf~ the duties incident to effective representation
in employer-emp1oyee relations. An employee wis~ to exercise these rights ITIlSt contact the Union
office.
H. HOLD HARMLESS
The Union agrees to indermify, defend and hold harmless the City and its officers,
employees and agents against all clairrB, proceedings and liabilities arising, directly or indirectly, out of
any actions taken or not taken by or on behalf of the City tmder 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 lU1enforceable, the parties agree to reopen this Article of this Agreement
for the pl.ll'p0ge8 of in1?1e.men~ roodified agency shop provisiors.
ARTICLE 18. UNION STEWARDS
A. The City authorizes the Arroyo Grande C1apter of the Service Employees International
Union to appoint three (3) "Union Stew&1'd9" and one (1) alternate, either of which may represent an
E!I1{)loyee subject to the City's grievance procedure (Article 23).
B. The Union shall provide the City Manager with a list of all authorized union steward:l, and
the list shall be kept cw-rent.
C- An en-ployee and/or his/her "Union Steward" representative may, when and to the extent
n~, take official Qty time, without lee of canpensation, in order to participate in the
investigation and ~ of a grievance as provided for in Article 23, upon notification and
approval of the inmediate supervisor or his/her designee.
D. The City Manager will approve enployee and/or Union Steward ~ official Qty 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 enp10yee and/or Union Steward shall make every reasonable
effort to perfonn any ot the above activities on otf-duty time.
ARTICLE 19. UNION ACQ'.SS TO WORK LOCATIONS
A. The City agrees that an authorized union staff member shall be granted access to work
location to participate in investigation and processing of grievances, per the grievance procedure
SEIU MOU 8
(Article 23), or to ob;erve workirg conditiom, upon approval of the City Manager when and to the
extent necessary.
B. The Union shall provide the City Manager with a list of all authorized staff
representatives and the list shall be kept current by the Union.
C. Upon notification and approval of the City Manager of his/her designee, an authorized
tmion staff member is pennitted to coommicate with employees and/or union stewards on official city
tirre without said en:ployee(s)' and/or union stewards' m of canpensation. It is not the intent of this
section to allow general tmion meetings on City tirre; but rather to allow investigation and discussion of
wor~ conditiom, grievances and safety issues.
D. It is understocx:1 that every reasonable effort shall be made to perfonn the above
activities on off-duty time.
ARTICLE 20. USE OF CITY FACILITIES
A. The Union may, with prior approval of the City Manager, be granted the use of City
facilities for meetings of City employees, provided space is available. No use fee will be charged.
B. The City agrees to furnish bulletin board space of reasonable size for ~ting of union
materials.
C. The City shall provide, at no cost to the Union, a copy of each City Council agenda
(Sunrnary Fonn). By bei~ provided the agenda, the Union acknowledges the City has met its
obligation of notification of matters or i$ues within the scope of representation on the Council agenda.
ARTICLE 21. REPRESENTATION
With respect to the meet and confer process, three (3) tmion representatives shall be the
maximum nt.rber of employees allowed to meet with Qty representatives on Qty time during their
nonnal working hours for the purpose of meet~ and conferring in good faith without less of payor any
benefits.
ARTICLE 22. P.E.R.s. RETIREMENT OONTRIBUTIONS
The Qty shall pay, on behalf of each ~oyee, an amount equal to seven percent (7%) of that
employee's wages currently paid by the erq;>loyer to his/her P.E.R.8. retirement program.
ARTICLE 23. GRIEVANCE PROCEDURE
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A. This grievance procedure shall be the exclusive process to resolve grievances as the tenn
is defined herein below.
B. The purposes of this procedure are:
1. To resolve grievances infonnally at the lowest level.
2. To provide an orderly procedure for reviewiqt and resolving grievances promptly.
SEIU MOU 9
Definitions:
A. Grievance means a ~t by an employee concerning the interpretation or
application of the provisions of this M.O.U. or of rules or regu1ations goveming personnel practices or
conditiom which OO1t>1aint has not been resolved satisfactorily in an infonnal mlUmer between the
employee and his/her inmediate supervisor.
B. As used in this proced\nte the tenn "inmediate supervisor" means the individual so
designated by aty Management who as.c;igns, reviews and directs the work of an employee.
Time Limits:
Each party involved in a grievance shall act quickly so that the grievance may be resolved
prcnptly. Every effort should be mde to COfJt)lete action within the time limits contained in the
grievance procedure, but with the written consent of all parties, the time limitation for any step may be
extended.
Step 1:
The grievance initially shall be personally discussed between the employee and his/her
inmediate supervisor. Within seven (7) days, the imnediate supervisor shall give his/her decision or
response.
Step 2:
A. If the grievance is not infonnally resolved to the satisfaction of the grievant in Step 1, a
fonnal grievance may be initiated. A fonnal grievance must be initiated no later than:
1. Thirty (30) days after the event of CirCUlTBtances occasioning the grievance; or
2. Within seven (7) calendar days of the Step 1 decision rendered in the infonnal
grievance procedure, whichever is later.
B. However, if the Step 1 infonnal grievance procedure is not initiated within the period
specified in sub-section (1) above, the period in which to bring the grievance shall not be extended by
sub-section (2) above.
c. A Step 2 grievance shall be initiated in writing on a fonn prescribed by the aty and shall
be filed with the persons designated by Qty Management as the first level of appeal. The employee
may be represented by a representative of 1$/her choice.
D. The grievant shall cite the specific provision(s) of the Memorandum of Understanding,
ordinance, resolution or written nile 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) days after the initiation of the Step 2 grievance, the first level of appeal
shall investigate the grievance, and give his/her decision in writill?; to the grievant.
Step 31
A. If the grievant is not satisfied with the decision rendered pursuant to Step 2, he/she may
appeal the decision within seven (7) days to the aty Manager or his/her designated representative.
The employee may be represented by a representative of his/her choice.
,
SEIU MOU 10
B. TIle Oty Manager or his designated representative shall respond in writing within seven
(7) days to the grievant. If the Oty Manager or his/her designated representative detennines it is
desirable, he/she shall hold conference(s) or otherwise investigate the matter.
Step 4:
A. If the grievant is not satisfied with the decision rendered pursuant to Step 3, he/she may
appeal the decision within seven (7) days to the City Council. The employee may be represented by a
representative of his/her choice.
B. The detennination of the Oty CoWlcil shall be the final and binding step of the grievance
procedure. ARTICLE 24. ADVANCEMENT IN SALARY
The salary r~e as set forth for each clBssification is divided into five (5) steps, which shall
be interpreted and applied as outlined in this article. Salary step increases, as provided herein, are
not autanatic, but based on perfonmnce and merit. Frnployees shall be placed on the step and qualify
for increase in canpensation for advanCEment to the next higher step of the pay ranges in the nmmer
following:
A. The first step is the minirrun rate and normally shall be the hiring rate.
B. The second step is granted to employees who are eligible for this adjustment, after
canpletion of six (6) full calendar roonths of satisfactory service in a classification, or at the
completion of the probationary period. The adjustment shall be made only if granted by the
Departlrent Head and subject to the approval of the Oty 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 fran granti~ of previous step increase, only if granted by
the department head and subject to the approval of the Oty Manager or his/her designee.
D. The fourth step shall be granted to an errployee who has proven above average in a given
classification for one (1) full additional year by the department head and with the approval of the Oty
Manager or his/her designee.
E. The fifth step shall be granted to an errployee who has continued to deroonstrate above
average perfonnance and has dem:>nstrated 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 perfonnance report on each errployee recarmended for sal8ry advancement, shall be
prepared and sutmitted by the department head to the City Manager, prior to final action on such
recarmendation at each step.
G. An errployee nurt always continue to maintain an acceptable level of perfonnance and
shall be evaluated by his/her depar1:lOOnt head annually. If the written evaluation by the department
head does not support a continued acceptable effort, an individual may be reduced by the department
head, with the approval of the aty Manager of his/her designee.
SEIU MOU 11
ARTICLE 25. COMMUTING REIMBURSEMENT
The City shall deduct efi{>loyee payroll taxes, as required by the United States of America and
the State of Califomia, for use of certain Oty vehicles in travel to and from employee residences. The
City shall provide toms to aU ent>1oyees to docll1'lent such camuting use in City specified autom:>biles
and pick-up trucks. Upon documentation by an enployee, and confinnation that such use occurred for
the enployer-required purposes, such as standby duty, the City shall reimburse the employee $2.00 per
corrmute for errt>loyee "carmuter tax" payments.
ARTICLE 26. CONTRACTING OUT
The City agrees to coom.micate with the Union upon request in regard to the following
matters:
1. Any proposed subcontracting of services that would result in the elimination of unit
member's job.
2. Qumges in services that would result in the elimination of unit member's job.
ARTICLE 27. MANAGEMENT RIGHTS
The City retains all its excl15ive rights and authority under federal, state and municipal law
and expressly and excl15ively retains its lTI8I18gement rights, which include, but are not limited to:
-- the excl15ive right to determine the mis;ion of its constituent departments, coomi$ions,
boards;
-- set standards and levels ot service;
- detennine the procedures and standards of selection for employment and promotions;
- directs its errployees;
-- detennine the methods and means to relieve its employees from duty beca15e of lack of
work or other lawful reasons;
-- maintain the efficiency of governmental operations;
-- detemline the me~, means and numbers and kinc19 of persons by which government
operations are to be conducted;
- detennine methods of financing;
-- detennine style and/or types of City-issued equi[XOOnt to be \.5ed;
-- detennine and/or change the facilities, methods, technology, mean.c;, organizational
structure and COf1Vt6ition of the work force and allocate and 8$ign work by which the City operatiom
are to be conducted;
-- detennine and change the munber of locations, relocatiom and types of operations,
processes and rooteriaJs to be used in carrying out all. City functiom, including, but not limited to, the
right to contract for or subcontract MY work or operatiom of the City;
SEIU MOU 12
-- to assign work to and schedule errployees in accordance with requirements as determined by
the City and to establish and change work schedules and B$ignments upon reasonable notice;
-- establish and rrodify productivity and performance progr8lTS and standard;;
-- discharge, suspend, defOOte, reprimand, withhold salary increases and benefits, or otherwise
discipline erq;>loyees in accordance with applicable law.
The Union recognizes that the City has and will continue to retain, whether exercised or not,
the unilateral and exclusive right to operate, ac:tninister and manage its ITI.IJ\icipal services and work
force perf~ those services in all respects subject to this Memorandum, provided, however, that the
exercise of such rights does not preclude eft\)loyees or their representatives from conferring or raising
grievance about the practical consequences that decisions on these matters may have on wages, hours
and other tems and conditions of erq>loyment.
ARTICLE 28. NO STRIKE/NO LOCKOUT
The Union agrees that during the tenn of this MeroorandllJ1 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 lockout any of its Employees during the term of this Memorandum of
Understanding.
ARTICLE 29. RETIREMENT
The City .is a contracting agency with the Public .&q>loyees Retirement System of the State of
California, to which the City and the employee both contribute. This is carried on in conjunction with
Social Security. Participation is mandatory for an full-time City employees. Retirement at age 70 is
required of an employees.
ARTICLE 30. USE OF PRIVATE VEHICLE/MILEAGE RATE
No worker shall be required, as a condition of obtaining or contin~ City employment, to
pca;ess or provide a private vehicle for use in coMcction with his/her City employment. The City shall
reimburse errt>1oyees at a rate of 22.5 cents (twenty-two point five cents) per mile for use of personal
vehicles, when such errp10yees agree to such use upon stated request of the City. Transportation to
and from v.crk shall not be reimbursed.
ARTICLE 31. NONDI&;RIMINATION
The City shall pursue a policy of affinnative action, equal opportunity and equal praootional
opportunity for all workers in accordance with applicable law.
No unit ll'Ie!JJber shall be discriminated against by the City because of his/her efforts in
carrying out this M.a. U. or because of political, religious, Union or Nonunion atfniatfon or belief, race,
color, age, sex, national origin, handicap, marital or military statlS, or sexual preference.
ARTICLE 32. PERSONNEL FILES
An ent>1oyee or his/her designee may impect his/her personnel file and obtBin copies of any
and all iteJT6 in that file at eJlt>loyee expense. An employee may have placed in his/her personnel file
any signed and dated statement of clarification or disagreement to any item or article contained within
his/her personnel file.
SEIU MOU 13
Personnel files include Unge rues IT8intained by the irrmediate supervisor or other
administrators/supervisors involved in employee evaluations, as wen as the central persomel file.
A supervisor's personal notes shall not be considered a part of the personnel file.
ARTICLE 33. RESIGNATION
An errployee wishing to leave his/her enployment with the City in good standing shall file with
his/her supervisor a written resignation stBt~ 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 tennination date and participate in an exit interview conducted by the Qty, prior to
issuance of the final pay check.
ARTICLE 34. OUTSIDE EMPLOYMENT
No full tilre enployee shall engage in outside employnent or an enterprise that his/her
department director may find unsuitable and in conflict with their municipal duties or responsibilities, or
which lessens their effectiveness as a City enp1oyee.
ARTICLE 35. POSITION VACANCIES
Should the City detennine that a vacancy will not be filled, such detennination shall be made
within 45 working days of the date upon which the worker vacated the position. Upon said
determination, the City will notify the workers in the affected department and the Union.
ARTICLE 36. POSITION CLASSIFICATION
Oassification ~ During the course of this MOU, the City shall notify the employee concerned
in csse of contemplated change in job content as contained in the classification descriptions that were
in effect at the beginning of the agreement.
W~ Out of Qassif'lC8tioo. The tenn "wor~ out of classification" is defined as a Management-
authorized full-time ossigrvnent to a budgeted position on a telt'{)Ol'ary basis, wherein all significant
duties are pertonned by an individual holding a classification within a lower compensation range. Pay
for wor~ out of clBssification shall be as follows:
(a) E'.nl?loyees appointed to unfilled positions on an "out of c1Bssification" basis will receive
acting pay within the range of the higher c1Bssification beginning the first day of the 8$ignment.
(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 three consecutive
work days of assigmlent in the acting position.
The step within the range of the higher cl8ssification will be the step at which the en:ployee would be
paid if penTI8J1ently appointed to that cWsification.
Out of classification provisions do not apply to work assignnent perfonned in connection with specific
predetemined apprenticeship or training prograr119 or dec1sred conditions of emergency and/or
disaster.
SEIU MOU 14
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ARTICLE 37. PROBATIONARY PERIOD
All original and prorrotionnl appointments shall be tentative and subject to a probationary
period of six ITDntl'B. The department head, with consent of the Oty 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 continuilf; testing process and shall
be utilized for clC6ely obser~ the erq>1oyee's work, for securing the JOOSt effective adjustment of an
employee to his or her newly appointed position, and for rejecting any probationary employee whose
perfonnance does not meet the required standards of work.
The department head, with the consent of the Oty Manager, may release a newly hired
probationary E!I1\'loyee fran aty ~loyment without cause at any time during the probationary period.
The department head, with the consent of the Oty Manager, may remove a transferred or
pl'Olroted ent>loyee fran the position to which pronx>ted without cause at any time during the
probationary period, in which event, that employee shall be reinstated to his/her original padtion from
which originally transferred or promoted.
ARTICLE 38. TRANSFERS
Transfer of an employee to a position within the erq>loyee's current range shall not affect the
employee's salary rate. Transfer of an ~loyee to a pa;ition within a higher range shall be considered
a prarotion. Transfer of an errployee to a lower range shall be comidered a demotion.
ARTICLE 39. PROMOTION
Transfer of an erq>loyee to a higher range shall result in an increase in salary. The
employee's salary shall be placed in the identical step in the higher range that the employee enjoyed in
the class from which the employee was praroted. Prarotion of an employee may be made with the
consent of the Qty Manager without testing or ~ the paiition for consideration of all non-
errployees. All current E!I1\'loyees shall be given comideration for a position opening that will be filled
by prarotion. An employee prorroted to a new position shall serve a six Ironth probationary period in
that position. In the event the praroted party is rerooved from the pagition to which pramted, the
employee shall not be considered demoted but shall be retumed to the range from which praroted. No
c~e in step shall occur as a result of an eI11?loyee passi~ the promoted pagition probationary period.
A praroted employee shall retain his or her salary amiversary date held prior to prorootion.
ARTICLE 40. PROMOTIONAL OPPORTUNITIES
(a) ~
Praootional opportunities for c1assificatiol'L9 within the representation unit will be
posted for at least ten (10) working days (Monday through Friday) prior to selection.
(b) Se1eetion
The selection procedure for each praootional opening will be detennined and
administered by the ef11)loying department in consultation with the requisitioning department.
Selection procedure and job description infonnation will be attached or incorporated into the job
post~ 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
fono~ phases:
SEIU MOU 15
1. AwUcation. Both inside and outside candidates will make applications on foms
specified by the errplo~ department. Applications must be submitted to the employing department.
2. ~ Applications will be screened by the employing department to ascertain
whether candidates meet minirrum requirements as outlined in the job description. Applicants screened
out at this level will receive a written response explaining such action.
3. PerfCJl'lDBDCe Testing. Perfonnance tests, such os typing, machinery, or vehicle
operation, skills demonstration, physical egllity, etc. will be qualifying. Pass/fail points will be
announced in advance for qualifying tests.
4. Written Tests. Written achievement or aptitude tests will be qualifying. Pass/fail
points will be announced in advance for qualifying tests.
5. InUniews, AAnisaJs. Interviews may be conducted individually or by interview boar<:5
and will be qualifying. Interview boards shall be coovosed of qualified and unbiased people. If
individual interviews or an interview board is used, a majority of the individuals or board members must
recomnend a candidate in order for the candidate to qualify for appointment.
(c) ~..lmAlxJed Candidates
Candidates who successfully carplete all phases of the selection procedure will be
reconmended to the appoint~ authority.
(d) Appointment
The appointing authority will make appointments from among those recarmended
candidates who are roost qualified as detennined by objective review of selection procedure results and
background materials.
ARTICLE 41. DEMOTION
Transfer of an errployee to a lower cl8s9 shall result in reduction of salary. The employee's
salary shall be placed in the identical step in the lower. ~ which the employee enjoyed in the class
fran which derrotion was mlde. I
Dem>tion can be made for cause, except for demotions fran probationary positions. Cause
shall be provided the en;>loyee in writ~ by the department director prior to any action taking place.
De1'rotion for disciplinary reasons may be appealed tlrough the grievance procedUre by the cJerooted
ent>loyee. Dem:>tion for other reasons is not appealable.
ARTICLE 42. LAYOFFS
Whenever, in the judgment of the aty, it becomes necessary to make a reduction in force,
whenever pos9ible, said reduction shall. be accanplished through attrition.
Workers subject to a reduction in force shall be given at least thirty (30) v.urking days' notice
prior to the effective date of the Jay off. The Union shall receive concurrent notice, and may be
granted an opportunity to lreet and comult with the City to discuss propased altematives to a reduction
in force.
When one or nD'e workers performing in the same c~ in a City department are to face a
reduction in force, that worker's roost recent annual evaluation and seniority shaU be used to detennine
the order of lay ort.
SEIU MOU 16
The order of layoff shall be as follows:
A. Ten{)OI'8ry workers in inverse order ot seniority (least first).
B. Permanent errployees whaie mJSt recent annual evaluations were below satisfactory in
inverse order of seniority.
C. Pemianent errployees in inverse order of seniority.
If a laid off employee's position, cr a similar position to which the City detemUnes the fozmer
8q)loyee is suited, becomes available within twelve rmntts of layoff, said fonner errployee shall be
recalled in the reverse order of layoff. If a job in a lower clBssification becanes available and a
fonner errployee is qualified in the judgement of the City, he/she may fill the slot until his/her fonner
position becomes available, if ever.
ARTICLE 43. FLEX TIME SCHEDULES
Fnvloyees for whan necessity requires a different schedule than that generally applied shall
work acco~ to regulations prepared by the respective supervising officiaJs and approved by the Oty
Manager. The City shall specify, in writ~, all c~es in work place and hours and provide the
affected ent>loyees with reasonable notice of these changes. Hours may be altered to pennit flex time.
ARTICLE 44. M.O.U. IMPLEMENTATION
Both parties agree that the tenm of this Meroorandum of Understanding supersede provisiom
of all other resolutions and rules of the Oty that conflict with provisions of the Agreement.
ARTICLE 45. NEW POSITIONS
In the event the City creates a new or additional management or clsssitied personnel position,
the aty shall intonn Union, in writing, within 45 days. Union shall have the right to protest the
excllBion of the position fran Union representation.
ARTICLE 46. MEDICAL INSURANCE BENEFITS
For the tenn of the Agreement, the City agrees to make available a choice between two (2)
insurance prcgram;:
A. The type of fee for service health insurance program in effect upon date of this
Agreement.
B. Health Maintenance Organization (HMO) program, to include dependent coverage.
The Oty agrees to provide full insurance premium equal to the caT()OSite rate of the HMO
(Health Maintenance Organization).
ARTICLE 47. VISION INSURANCE
Effective January 1989, the City shall provide a Vision Care Plan for bargaining unit members.
The Oty shall contribute up to six dollars ($6.00) per errployee per rmnth toward the employee only
prenUlITl, and any additional cost will be the responsibility of the ~loyee. The Health Cmmittee
shall study plans and recomnend a plan to the aty.
SEIU MOU 17
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ARTICLE 48. LIFE INSURANCE PLAN
aty shall provide a group tenn life imurance benefit plan for bargaining unit members, which
shall provide for ten thousand dollars ($10,000.00) life coverage for employee only during the tenn of
their errployment.
ARTICLE 49. STATE DISABILITY INSURANCE
The aty shall provide State Disability Insurance, integrated with sick leave. Premiurrs will
be paid by employees for the program's first five (5) years (~ AugtSt 1985), and the aty will
charge ent>loyees .1% (one-tenth of one percent) for program aaninistration.
ARTICLE 50. DENTAL INSURANCE PLAN
A. The aty shall provide for all ent>loyees in clsssification represented in this Meroorandum
of Agreement, a dental plan of the aty's choice. Participants in the plan shall be responsible for all
pranh.rr:s and costs, other than a Fifteen Dollar ($15.00) per eJTployee per roonth City contribution
through June 30, 1990. Effective July 1, 1990, the aty shall increase its contribution to pay one
hundred percent (10096) of the calt of the plan in effect at that time for the employee and his or her
dependents. (July 1, 1990, dental plan is expected to be Delta Dental.)
ARTICLE 51. HEALTH COMMITTEE
A Health Cannittee shall be established for the purpose of education and cOll1Tl.lJ1ication on
benefit issues affect~ aty employees. The conmittee shall be adVisory in nature nod shall not
constitute a part of the fonnal meet and confer process. There shall be no rrore than two (2)
representatives each fran the Union and the aty. 111e parties will encourage other employee
organizations to participate on the conmittee. Initially the conmittee will study the implementation of
a dental plan, a vision care plan and medical coverage for retirees.
ARTICLE 52. DEFINITION
For the purpose of administer~ this agreement, the tenn "department head" shall be the
Public Works Director, ~ Director, Parks and Recreation Director or Finance Director for
E!I1l?loyees under their jurisdiction.
ARTICLE 53. CLASSIFICATION (JOB AUDIT) AND SALARY STUDY
D~ the tenn of this Agreement, the aty shall undertake a ~ification and salary study.
The oork shall be perfonned by a consult~ finn. Draft results of the classification portion of the
study shall be available by March 1, 1990. f)nployees wishing to appeal results of the claR;ification
study shall be allowed to appeal first to the consultant, second to the aty Manager and finally, if the
appeal is unresolved, to a special appeaJs panel. The appeaJs panel shall consist of two appointed by
the aty, two rrsrt>ers appointed by the Union; and a fifth nmber fran the State Mediation and
Conciliation Service. The decision of the appeaJs panel will be final as to ~ification issues.
Follo~ ca11>letion of the classification portion of the study, coovensation data shall be
produced and sutmitted to the Union and aty, for me during an open window period of this Agreement,
between May 15, 1990, and June 30, 1990. The carparable cities to be med for this part of the study
are agreed to be the Oty of Pisroo Beach, Grover Oty and Morro Bay, Califomia. It is understood by
the parties that any adjmtments to the salary pJan, as ctnTently in effect, shall be based upon the
parties' mutual agreement. Any adjl5tments to the salary plan by the Oty shall be based upon the
aty's ability to pay and rrutual agreement of both parties.
SEIU MOU 18
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ARTICLE 54. CITY POLICIES, PROCEDURffi AND RULES BOOKLET
The City shall provide to the Union the results of an effort to produce a booklet covering such
practices not later than April 1, 1990. These policies, procedures and rules shall be considered by the
Union, as allowed under Califomia Law Section 3505. MEET AND CONFER IN GOOD FAITH.
ARTICLE 55. BUDGET COMMITI'EE
The City shell provide to the Union the right to have an cb3erver present during all
departmental budget se.cmons and will provide release time and pay for such duty during nonnal working
hours. The Union ob3erver shall be detemUned by the Union membership and be provided to the City.
ARTICLE 56. SPECIAL ADJUSTMENTS
The Parties agree that the position otaerk Typist I in the Buil~ Division is hereby given a
"one rqe" increase (i.e., 2-1/2 %).
ARTICLE 57. MAINTENANCE PERSON I
F.nvloyees hired tor the position of Maintenance Person I, under the Public Works, Parks and
Recreation Departments, shall be for a probationary time only. Once a new employee has canpleted
such probationary period, he/she shall advance to the Maintenance II classification and be placed on
Step A of the range. Current employees in this positim shall be placed on the same step they currently
hold as a Maintenance I on the Maintenance II range and be subject to tuture step increases without
c~e of time in step.
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REPRESENTATIVE OF CITY REPRESENTATIVES OF ARROYO
OF ARROYO GRANDE GRANDE CHAPTER S.E.I.U.
LOCAL 817
DATE: _~ _ 2. 7 _:.1 ~j.___ DATE: 6 -2 t, -81=/
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SEIU MOU 19
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EXHIBIT "A"
1989/90
g&RICAI.J.MJJ FISCMt MLARX-RMg~
Account~ SUpervisor 28
Department Secretary 19
Cerk Typist II 19
Accounting Oerk II 18
Cerk Typist I - Bui1~ Dept. 16
Cerk Typist I 15
Accountiq; Qerk I 15
Switchboard Operator 15
EYBLIC WQRKS, PABKS...l&.JUf&BEATIOH-AHtt.f1&AtIHlHG
OJrrent Planner 39
Lo~ R8Jl;e Planner 39
A$ociate ~eer 39
Public Works Supervisor 35
Utilities Supervisor 35
Park Foreperson 33
Recreation Supervisor 30
Buildi~ Inspector 30
Public Works Construction Inspector 30
EquitlOOnt Tectmician 30
Leadperson 30
Mechanic 28
Public Works Technician 28
Water Services Person 25
Equipment Operator 24
Maintenance Person II 19
Custodian 18
Maintenance Person I 17
Buil~ Maintenance Person 17
Sports Facilities Maintenance Person 17
Recreation Coordinator 17
This Exhibit "A" is a listing of certain paritions, w/saJary ranges, of Oty of Arroyo Grande and is
incorporated as a part of the Mem>randum of Und~ between Local 817, SoB.I.U. and Qty of
Arroyo Grande.
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CITY OF ARROYO GRANDE
7/~9/8<1 SCHEDULE OF SALARY RANGES PAGE i
RANGE ABC D E
..
...,.~..., ..,~. -- ...... ., .--...........-.....-..-.-..... ..-.-.,.-...-..... -_.,-----_.._.._~-,., ~- , ,... ~ - '.' . ,-, ," .. ,. ".". ,- ~
o 11 1 , 27'7 1 ,341 1,408 1 ,478 1 .=:. .:'r)
, ...J..JA-. 5.E.\,U,
o '-1:!' --,,-- l' ,':':H)9"---"-'1-;374" h-'-1,-443---'''-1-;-~)15' -"'H"-1-;59'1 ...._~---.- . '. .--
\ q ~g -. \ 9 q ()
o 1::~ 1 , 341 1,40B " 4?(-! ,,""0::", . 1_1.62~_._.
.. -- ..-....-- -.--- - .__ WOO _. '..'._ ..____..__....__ .I._~_ .J..I.".. ..___.
" 1SiI
(~ 14 1 , ~~74 1 ,44:.1) 1 ,5f5 1 ,591 1 ,670 8X.~ \ B I -r
....... ...- - -- -....----.-..-- .__..~ -- . ..-.-. "- .- ... _. - ...... -"._.._-- .--'-'-..'-.--- -- ._-".- ----. ...-.-- -.-. '-'
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CITY OF ARROYO GRANDE
. 7/1~/89 SCHEDULE OF SALARY RANGES PAGE 2
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7'"9/D9 SCHEDULE OF SALARY RANGES PAGE 1
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