R 1777
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RESOLUTION NO. 1777
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF ARROYO
GRANDE ADOPTING A MEMORANDUM OF UNDERSTANDING WITH THE
S.E.I.U WHICH CONTAINS A SALARY SCHEDULE AND POSITION
CLASSIFICATIONS AND SALARY STEPS WITHIN THE RESPECTIVE
RANGES OF THE SALARY SCHEDULE FOR 1984/85 and 1985/86
AND REPEALING RESOLUTION 1712 ON JULY 1, 1984.
THE CITY COUNCIL OF THE CITY OF ARROYO GRANDE DOES RESOLVE AS FOLLOWS:
WHEREAS, this City Council has met and conferred with duly elected
[ representatives of employees of the City of Arroyo Grande; and
WHEREAS, this Council deems it to be the best interests of the City of
Arroyo Grande and its various employees that minimum and maximum compensation be
fixed for various classifications of employment in the various departments of
the City of Arroyo Grande as hereinafter provided,
NOW, THEREFORE, BE IT RESOLVED that a Memorandum of Understanding is agreed
upon with S.E.I.U. and adopted for fiscal years 1984/85 and 1985/86. Tenns
contained within such Memorandum of Understanding are effective July 1, 1984.
BE IT FURTHER RESOLVED this resolution shall supercede and repeal
Resolution No. 1712 which previously established salary schedule and position
classifications effective July 1, 1984.
BE IT FURTHER RESOLVED, that the minimum compensation as of date of
employment and the intermediate and maximum compensation for such employment
soall be as hereinafter enumerated, effective July 1, 1984, and that said
employees shall be assigned to salary steps within the respective pay range of
the position classification as set forth in the adopted Memorandum of
Understandin~. and further~ that the adapted Memorandum of Understanding
attached hereto is made a part hereof by reference. all of which are hereby,
adopted as follows:
ADMINISTRATION OF THE COMPENSATION PLAN
All employees entering the employ of the City shall be paid at the first
step of the salary range established for their classification. 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:
1- Employees may qualify for advancement to the second step after
completion of six months' service, upon the recommendation of the
department head and approval by the City Manager.
2. Employees may qualify for advancement to the third step, after the
[ completion of one year of service in step two, upon recommendation of
the department head and approval by the City Manager.
3. Employees may qualify for advancement to the fourth step, after the
completion of one year of service at the third step, upon
recommendation of the department head and approval by the City Manager.
4. Employees may qualify for advancement to the fifth step, after
completion of one year of service in step four, upon recommendation of
the department head and approval by the City Manager.
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5. a. Employees may qualify for advancement of one salary range above
their position classified range upon receipt of an Associated Arts
Degree in a field relative to their job classification, from an
accredited Junior College or College, or upon earning a special
license or certificate, deemed to be equivalent to an AA degree in
value to the City and an enhancement to the productivity of an
employee in his/her job, upon recowmendation of the department head
and approvd 1 by the City f1anager.
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362 Resolution No. 1777 Page Two.
b. 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 head and approval by the City Manager.
c. Exceptions: Where job classifications or requirements include an
Associated Arts or Bachelor of Science/Bachelor of Arts Degree,
Section Sa. and Section 5b. above will not apply.
6. A performance report on each employee recommended for advancement shall be
submitted to the City Manager prior to final action on such recommendation.
. On motion of Council Member Vandev..er, seconded by Council Member Hogan ,
and on the following roll call vote, to wH: I
AYES: Councilmen Hogan, Millis, Vandeveer and Mayor Smith
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NOES: None
ABSENT: Councilman Gallagher
the foregoing Resolution was passed and adopted this 26th day of June, 1!JS4. -,--
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MAYOR
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ATTEST:
CITY CLERK .
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I, Virginia L. Culp, Deputy City Clerk of the City of Arroyo Grande. County I
of'San Luis Obispo, State of Cal ifornia, do hereby certify that the foregoing ,
Resolution ~No. 1777 is a true, full and correct copy of said Resolution passed
and adopted at a regular meeting of said Council on the 26th day of June 1984.
WITNESS,~y, hand and the Seal of the City of 'Arroyo Grande affixed this
28th day of 'June)198 .
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ftEr'10RANDUM OF UNDERSTANDING BETHEEN THE REPRESENTATIVES OF THE CITY OF
I'.RROYO GRANDE AND THE ARROYO GRANDE CHAPTER OF LOCAL 660, SERVICE Er4PLOYEES
IIHERN{ITIONAL UNION, AFL-CIO, FOR THE EMPLOYEES C0i'1PRISfNG THE RECOGNIZED
El-IPLOYEE ORGANI;ZATION FOR THE GENERAL SERVICES UNIT ,AND SUPERVISORS UNIT,
STATING IN ~I.RITING A MEMORANDUM OF UNDERSTANDING.
ARTICLE I. TERM OF MEMORANDUM OF UNDERSTANDING
( The term'of the Memorandum of Understanding shall be from July 1, 1984
until June 30. 1986, and thereafter shall continue from year to year until
either party requests modification by March 15. 1986, or any year thereafter, in
which event. meeting and conferring shall commence no later than April 15. 1986.
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ARTICLE 2. SALARY SCHEDULES '
The C,ty and'the Union agree that all classifications represented by the'
Union shall receive salaries as represented in Exhibits to this M.O.U. '
ARTICLE 3. INSURANCE PROGRAMS
During the term of this agreement, the City will ,maintain existing medical
insurance benefits. and continue to pay employee premiums. The City ~/il1 '
contribute $75.00 towards family coverage for those employees who have
dependents. ' In the event premiums increase fo~ dependents. the City ~lnl
contribute 20% of that increase commencing July 1, 1985.,
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ARTICLE 4. 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 year of continuous service in the City in order to be eligible for
his/her full annual vacation leave. HOI'iever. in the event an employee so
chooses, she/he may. after six continuous months of service, take vacation leave
not to exceed five (5) working days with the Supervisor's approval.
C. Employees who terminate employment 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 in accordance with the
[ following schedule:
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VACATION SCHEDULE
After: 1 year 10 days 6~67 hours per month
2 12 8.00
3 13 8.67
4 14 9.34
5 15 10.00
6 15 10.00 I
7 16 10.67
8 ,16 10.67
9 17 11.34
10 17 11.34
.11 18 12.00
12 18 12.00 '
13 19 12.67
14 19 '12.67
15 20 ',13.34
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E. If for any reason an employee becomes sick 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
time. The vacation period may be appropriately extended upon approval of the
immediate Supervisor. ': ' ' ,'. '.',' "
F. Vacation leave may be taken as it accrues~ . Vacation shall be scheduled
at the discretion and convenience of each individual employee ~/ith the consent
of the immediate 5upervisor within the lfmftatfdns necessitated by tfie
legitimate operational'needs of the City. '
G. In the event that the seheduling preferences of two'(2) or more i
employees conflict, the preferences of the more senior employee (time in .
service) shall g?vern, barring any unusual circumstances~' '
H. An employee must use a minimum of 50% of vacation, leave earned during ,
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 ,
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is made to this paragraph for all new employees commencing City employment after !
January 1st of each year so that there is no requirement upon a new employee to i
use a minimum of 50% of vacation leave earned by the first January 1 after
employment commences.
I. Employees may accrue vacation leave up to the maximum hours listed j
below, dependent upon years of service as a regular full-time employee: ,
Years of Service Maximum Vacation Hours Which ~
on January 1 Can be Accrued on January 1
1 - 2 80
3+ - 4 100
5+ - 7 120
8+ - 9 140
10+ - 14 160
15'~ 200
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J. In the event an etnployee's accrued vacation leave exceeds the maximum
allowable in Paragraph 1, the employee shall be paid at his/her January 1st
hourly \'sage rate for those hours accrued in excess of the maximum allowable.
ARTICLE 5. HOLIDAYS
The following days shall be paid holidays for employees.
[ 1985/86 1984/85 '
Observed Observed'
a. Ne\~ Year's Day Wed. ,Jan. 1, 1986 Tues., Jan 1, 1985
b. Lincoln's Birthday Mon., Feb. 10, 1986 Mon., Feb. 11, 1985
c. Washington's Birthday Mon., Feb., 17, 1986 ,Mon., Feb. 18, 1985
d. l'lemorial Day Mon., May 26, 1986 Mon., ~lay27, 1985
e. Independence Day Thurs., July 4, 1985 Wed., Jul. 4, 1984
f. Labor Day Mon., Sept., 2, 1985 Mon., Sept. 3, 1984
g. Columbus Day Mon., Oct. 14, 1985 Mon., Oct. 8, 1984
h. Veteran's Day Mon., Nov. 11, 1985 Mon., Nov. 12, 1984
i. Thanksgiving Thurs, Nov., 28, 1985 'Thurs., Nov. 22, 1984
j. Day Following
Thanksgiving Fri", Nov., 29, 1985 Fri., Nov. 23, 1984
k. One-ha If day , Tues" Dec., 24, 1985 Man" Dec. 24, 1984
1. Christmas Wed., Dee., 25,1985 . Tues., Dec. 25, 1984
M. One-half day Tues., Dec. 31, 1985 14011., Dec. 31, 1984,
n~. Two hours ollly Desig- ' -.-. . .'
nated by $upervisor Good Friday ,. Good Fri day
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D. One day at Employee
Choice with Super-
visor approval Floating Floating
p. Every day appointed by the President or Governor or Mayor for public fast,
thanksgiving holiday. ' '
Wh~n 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, then the
holiday will be specified by the above-listed dates. In the case that 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 Head.
ARTICLE 6. SICK LEAVE
All el igible employees shall accrue one (1) ~lOrking day of sick leave \'lith
l pay for each month of service ~Iith unlimited accumulation. Upon retirement, an
employee ~ay choose to be paid for 50% of unused sick leave to a maximum of 360
hours at his/her current rate of pay. At the end of each year an employee has
the option of being paid straight time for 25% of their unused sick leave of
that jear, transferring it to vacation or leaving it in sick leave.
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j,RTICLE 7. HOURS OF HORK AND OVERTH-1E
The normill ~lOrking schedule of full-time employees shall be eight (8) hours
per day at' forty (40) hours per l'ieek. All authorized time l'/orked in excess of
forty (40) hours per week or a holiday recognized in this Memorandum of
Understanding, shall be compensated for at the rate of one and one-half on
times the employee's regular base hourly rate of pay. Time \'iorked 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 half (t) hour. At I
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 (It) hours for each
hour of overtime worked. Compensatory time off shall be taken at the option of
the employee with the consent of the immediate supervisor.
ARTICLE 8. STANDBY PAY'
Standby duty is defi~ed as that ,circumstance which requires an employee so
assigned to:
1- Perform routine inspections. '
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2. Be ready to respond immediately to a call for service. i
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3. Be readily available at all hours by telephone. ,
An employee so assigned to stand-by duty shall receive $1.00 per hour to begin i
at the end 'of the regularly scheduled workday or work week, or other employee's
s.tand-by ti.me.~ and,e.nd. a.t the start ~f the next regularly 'schedu1ed work day or
the beginning of another empJoyee's stand-by time.
ARTICLE 9. CALL BACK PAY
Call back is defined as that circumstance which requires 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 hislher
work shift vlithout prior reasonable notice will also receive time and one-half
(1-1/2) overtime pay for all extra hours worked, with a minimum callout of two
(2) hours.
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ARTICLE 10. UNIEORM RENTAL
The City agrees to furnish three (3) shirts and two '(2) pairs of pants per
week for employees in , the following classifications:
Par'ks Foreman
Public Works ,Foreman
Public Works Superintendent,
[ Public Works Leadman
Building Maintenance Man
Custodian
Equipment Operator
Maintenance Worker I, II
Mechanic I, II
Construction Inspector ,-
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 tQ and
from ~lOrk.
ARTICLE II. SAFETY SHOES
During the term of this Agreement, the City shall pay to all unit
employees, as listed in Section 10, $50.00 per year toward each pair of safety
shoes purchased. ' The safety shoes must then bl?; worn during al1 ~/orking hours
where there is a need' for safety shoes. '
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ARTICLE 12. PAYCHECKS
During the term of this Memorandum of Understanding, the City will pay
regular checks on a bi-weekly basis, and continue payroll deductions for the
County/City Employee Credit Union when'so desired by employees.
ARTICLE 13. BEREAVEMENT LEAVE
A three (3) day leave with pay shall be available to employees who suffer
the death of a relative (defined as:' spouse, parent, child,' sister, brother,
grandparent or grandchild, and the corresponding relative by marriage) for the
purpose of attending the funeral and making other arrangements at the time the
loss occurs. This leave is not chargeable against accrued sick leave.
[ ARTICLE 14. FAr1IL Y LEAVE
An er-Iployee may take an unlimited amount of sick leave if required to be
away fro/1 the job to personally care for a member of his/her immediate family as
defined ill Article 13, Bereavement Leave, subject to approval of the immediate
supervisal' and verification of need.
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ARTICLE 15. EDUCATIONAL PAY
.The City and the Union agree to continue the City's educational program for
the lmprovement of employee efficiency. Both parties recognize that the
~dvancement of employees to positions of higher skil1s are matters of great
lmportance. If approved by Department Head, the CitY~lill allow five (5) "
"""" ,do,,""'] ,'y fo, ,11 '"h']"', d,,"'" "d two "d o",-h,lf '2i I
percent for all AA degrees) and applicable certificates that employees receive ...
to improve his/her performance. No additional educational pay shall be made for:
duplicate or more than one AA degree, BA degree or applicable certificates. '
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ARTICLE 16. LEAVES OF ABSENCE ",."
Nedical leave I
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Medical-leave without pay may be granted for the purpose of recove~
from prolonged illness or inju~ or to restore health or for pregnancy, upon
employee's written request to the City Manager, subject to submission of medical
evidence satisfacto~ as establishing the employee's medical need.
B. Emergency Leave
Emergency leave without pay maybe granted to any' permanent employee
who upon written request to the City Manager demonstrates that the leave is
necessary for- persorral reasorrbeyorrct his/her-co.ntrolor will' serve to improve" .. .
his/her ability as an employee of the City. Emergency 1 eaves"may be granted 'up
ta a maximum of one <r} year. Upon expiration of an approved Emergency leave
the employee shall be reinstated .in'the position held at the time leave was,
granted. Failure on the part of the employee on leave to report promptly at the
leave's expiration, shall be cause for discharge.
ARTICLE 17. JURY DUTY
Employees shall be granted leave with full pay and no loss in benefits when
called for jury duty if the employee remits any jury fee for such jury duty. It
is understood that the employee may retain any travel payor subsistence pay
granted by the court because of the employee's participation in jury duty. The
employee shall be responsible for notifying his/her supervisor as soon as
possible upon receiving noti,ce 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 immediate1y following the end of jury duty service.
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ARTICLE 18. DUES DEDUCTION
The City and Union agree that requests for changes in and cancellations of
union dues and other deductions shall be promptly processed through the Union
and put into effect at the employee's request. Deductions shal~ be made tl-lice
, monthly and remitted to the Union monthly. Requests for deduct10ns shall be
made by City-approved au thori zation ca rds in accordance \'Iith app 1 i cab le state
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The Union Agrees to indemnify and hold the City harmless fl'om any
liabilities which may arise as a result of the application of this Article.
J\RTICl.E 19. 'UNION STE\4ARDS
A, The City does authorize the Arroyo Grande Chapter of the Service
Employees International Union to appoint three (3) "Union Ste~lards" and one (1)
[ aHernate. either of which, may represent an employee ,subj,ect to the City's,
grievance procedure (Article 23). .
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 0 --,-
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 23, upon notification and approval of the immediate
supervisor or his designee.
D. The City manager will approve employee and/or Union Steward taking
official City time to investigate arid 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 UlTiolT Ste\1ard shall-make
every reasonable'effort to perform any of the above activities on off-duty'time.
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ARTICLE 20. UNION ACCESS TO HORK 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 (Article 23), or to observe working
conditions, upon'approval of the City Manager when and to the extent necessary.
B. The Union shall provide the City Nanager 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 ~uthorized union staff member is permitted to communicate with employee(s) !
and/or union steward(s) on official city time \,lithout said employee(s), and/or
union steward(s)' loss of compensation. It is not the intent of this section to
allow general union meetings on City time; but rather to allow investigation and
discussion of ~lOrkil1g conditions, grievances and safety issues.
[ D. It is understood that every reasonable effort shall be made to perfcr~
the above activities on offTduty time.
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ARTICLE 2l. USE OF CITY FACILITIES
A. .The Un!o~ ~ay> with pr!or appro~al of the City Manager, be granted the
use of Clty facllltles for meetlngs of Clty employees provided space is
availab1e. No use fee will be charged. .
. . B. Th, City.,,,", to fo,,"h bollot'o b",d 'p'" of ,,",oo.b1, ,'" foc I
postmg of umon materlals. ' " ,
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ARTICLE 22. 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 nOlilJal working hours for the
purpose of meeting and conferring in good faith without Joss of payor any
benefits. ' , I
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ARTICLE 23. GRIEVANCE PROCEDURE
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Purpose: I
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A. This grievance procedure shall be the exclusive process to resolve I
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grievances as the term is defined herein below.
B. ,The purposes of this procedure 'are: u _. -. ''':1
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l. To resolve grievances informally at the lowest level.
2. To provide an orderly procedure for reviewing and resolving I
grievances promptly.
Definitions:
A. Grievance means a complaint by an employee concerning the
interpretation or application of the provisions of this Agreement or of rules or
regu1ations governing personnel practices,or conditions \~hich 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 Nanagement who assigns, revie\~s and dlrects the
work of an employee. !
Time Limits:
E.:Ich 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 1 imits contained in the grievance procedure. but with the written
consent of all parties. the time limitation for any step may be extended.
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Step 1:
The grievance i niti ally shall be personally di scussed between the employee
and his/her immediate supervisor. Hithin seven (7) days, the immediate
supervisor shall give his/her decision or response.
Step 2:
[ A. If the grievance is not informally resohied to the satisfaction of the
grievant in Step I, a formal grievance may be initiated. A formal grievance
must be initiated no later than:
1. Thirty (30) days after 'the event of circumstances occasioning the
grievance; or
I 2. "~lithin seven (7) calendar days of the Step 1 decision rendered in
I the informal-grievance procedure, whichever is latter. " '
B. However, if the Step ,1 informal grievance procedure is not initiated
\1ithin 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 form prescribed
by the City and shall be filed with the per.sons designated by Cityl1anagement as
the first level of appeal. The employee may be represented by a representative
of his/her choice. .
D. The grievant shall cite the specific provision(s) of the then currently
effecttve Memcrrandum of Unaerstandfng, ordinance, resolution or written rule
claimed to have been violated, ,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 decision in
~/riting to the grievant.
Step 3:
A. If the grievant is not satisfied with the decision rendered pursuant to '
Step 2, he/she may appeal the decision within seven (7) days to the City Manager
or his/her designated representative. The employee may be represented by a
representative of his/her choice.
B. The City Manager or his designated representative shall respond in
writing within seven (7) days to the grievant. If the City Manager or his/her
[ designated representative determines it, is desirable, he/she shaH hold
conference(s) or othe~/ise investigate the matter.
Step 4:
A. If the grievant is not satisfied I~ith the decision rendered pursuant to
Step 3 he/she may appeal the decision within seven (7) days to the City
Councii. The employee may be represented by a representative of his/her choice.
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B. The ddennination of the City Council shall be final and binding step
of the gdevance procedure.
ARTICLE 24. ADVANCEMENT IN SALARY
The salary range as set forth for each classification is divided into five
(5) steps which shall be interpreted and ,applied as follpws: ' I
A. The first step is the minilT!um rate and nor:ma.lly shaH be the hiring
rate.
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, B. The second step is granted to employees who are eligible for this
adjustment after completion of six (6) full calendar months of satisfactory ..
service in a classification. or at the 'completion of the probationary period.
The adjustment shall be made only if granted by the Department Head and subject
.to the approval of the City Manager or his designee.,
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C. The third step shall be granted to an employee who has proven 'him/her
fully qualified in a given classification for one (I) full additional year from
granting of previous step increase. only if granted by the Department Head and
subject to the approval of the City Manager or his designee. I
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D. The fourth step shall be granted to an employee who has proven him/her
above average in a given classification for one (I) full additional year by the ,
Department Head and with the approval of the, City Manager or his designee.
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E. The fifth step shall be granted to'ah:employeewho ha'scontinued'to ......"",
~morrstrate above average performance and has demonstrated continued growth in a ,
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given classification for one (11' TUn additional year by the Department He'ad and
with the approval of the City Manager or his designee.
An employee must always continue to maintain an acceptable level of
performance and shall be evaluated by his/her Department 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 City Nanager or his/her designee.
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ARTICLE 25. CLASSIFICATION INEQUITIES
ARTICLE 26. CONTRACTING OUT
The City agrees to communicate with the Union upon request in regard to the !
following matters:
1. Any proposed subcontracting of services which would result in the
eliminJtion of unit member's job.
2. Changes in services which would result in the elimination of unit
r.1ember's job.
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>....--- - ..-----------..__ '". 0.' - ...- - .,--"... . ~ .
.._n ---
.
.
ARTICLE 27. NANAGEr1ENT RIGHTS
The City retains al1 its exclusive rights and authority under state law
(and charter), and expressly and exc1us i ve1y reta ins its management rights
11hich 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,
promotlons; .
-- direct its employees; -
, -- determine the methods and means to relieve its employees from duty
because of lack, of work or other lawful reasons;
-- maintain the efficiency of governmental operations;
-- determine the methods, means and numbers and kinds of persons by which
government operations are to be conducted;
-- determine methods of financing; ,
- '-'
-- determine- stYle 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 operatiQns of the City;
. .
-- to assign work to and schedule employees in accordance with requirements
as determined by the City and to establish 'and change work schedules and
assignments upon reasonable notice;
-- establish and modify productivity and performance programs and
standards;
-- discharge, suspend, demote, reprimand, withhold salary increases and
( benefits, or othel'i'lise discipline employees 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, administer, and
manage its municipal services and ~lOrk force performing those services in all
respects subject to this Memorandum provided, however, that the exercise of such
,.1 rights does not preclude employees or their representatives from conferring or
raisinG grievance about the practical consequences that decisions on these
matters may have on I~ages, hours and other terms and conditions of employment.
11
.
.
~. , 0, I5t tJ, n "" "", ~~.. .._,~.,~~,I.:"-.. ,.,,_,~c N"_."P.:,.,_~". "
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"
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. --.-_.......~.....-_. . __~.. ___.. n" .._ _.-----._- . '--- _. -.." . -.' ..' - --_.-._-_.....
,
.
ARTICLE 28. NO STRIKE/NO LOCKOUT
. The Union. agrees that during t~e term of this Nemorandum of Understanding,
ne1ther the Unlon or the employees 1t represents will engage in encourage
sanction, support, or suggest any strikes. The employer agrees'that it wiil not
lockout any of its employees during the term of this Nemorandumof I:
Understanding.
ARTICLE 29. RETIREMENT
The City is a contracting agency with the Public Employees 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 all full-time City employees. Retirement at age
70 is required of all, employees. '
ARTICLE 30. USE OF PRIVATE VEHICLE/MILEAGE RATE
No worker shall be required as'a condition of obtaining or continuing City
employment, to possess or provide a private vehicle for use in connection with
his/her City employment. The City shall reimburse employees at a rate of 25t
per mile for use of personal vehicles when such employees agree to such use upon
stated request of the. City. Transportation to aJld from work shall not..be-
reimbursed.':,~' =
, . ,"
ARTICLE 3l. NON-DISCRIMINATION
The City shall pursue a policy of affirmative'action. equal opportunity and
equa1 promotional opportunity for all workers in accordance with applicable law.
110 unit member shall be discriminated against by the City because of
his/her efforts in carrying out this Agreement or because of political,
religious, Union or non-Union affiliation or be1ief, race. color, age, sex,
national origin, handicap, marital or military status, or sexual preference.
ARTICLE 32. PERSONNEL FILES
An employee or their designee may inspect his/her personnel file and obtain
copies of any and all itens in that file at e~ployee expense: ' ~ copy of.all
materials p1aced in an employee's personnel f1le after the 51gn1ng of th1S
Agreement sha11 be provided ~o the employee. The employee ma~ ~ave.placed in
'his/her personnel fi1e any Slgned and dated statement of clarlflcatlon or
disagreement to any item or article contained within his/her personnel fi1e.
Personnel files include those files maintained by the immediate supervisor.
or other administrators/supervisors involved in employee evaluations as well as
the cen t ra 1 personne 1 fiJ e.,
A s!;pervisor's personal otes shall not be cons'idered a part of the
persorr,el fiJe.
.
12
375
.-"---,- - ,.-.-- ,--. n.' .__._. .__~ __.____ ~_ "._ - "-.
.
,
ARTICLE 33. RESIGNATION
. ~n employee ~ishi~g to .leave his/he: employment with the City in good,
standl~g, shall f1l: wlth hls(her :uperv1sor a written resignation stating the
effect1ve date of h1s/her res1gnat1on and the reasons for leaving.
The resigning individual shall file such written resignation at least two
(2) \'Ieeks in advance of the effective termination date and participate in an
[ exit interview conducted by the City prior to issuance of the final pay check.
ARTICLE 34. OUTSIDE EMPLOYMENT
No full time employee shall engage in outside employment or an enterprise
that his/her Department Head may find unsuitable and' in conflict with their --'.-
municipal duties or responsibilities, or which lessens their effectiveness as a
City employee___,~_,__ .
ARTICLE 35. PROBATIONARY PERIOD
All original and promotional appointments shall be tentative and subject to
a probationary period, of six months. The Department Head wi,th 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 6e utilized for closely observing the employee's work, for
securin~ th~most effectiv~adj~stffi~tof anew employee to his or her position,
and for rejecting any probationa~ employee whose performance does not meet the
required standards of work. The Department Head, with the consent of the City
Manager, may release the probationary employee from City employment'without
cause at any time,during the probationary period.
ARTICLE 36. TRANSFERS .
-
Transfer of an employee to a position ,\'lithin 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
emp 1 oyee to a lower range shall be consi dered a demotion.
ARTICLE 37. PROMOTION
Transfer of an employee to a higher range shan result in an increase in
[ salary. The employee's salary shall be placed in the identical step in the
higher range which the employee enjoyed in the cl?ss from which the emplo~ee was
prorr:oted. Promotion of an employee may be made ~Ilth the consent of the C1ty
Manager \'lithout testing or opening the position for consideration of all
non-er.lployees. All current employees shall be given consideration for a
position opening which will ~e filled by pr~motion. ~n e~ployee pro~o~ed to a
new position shall serve a SlX month probat1onary per10d 1n that posltlon. In
the event the promoted party is removed from the position to which promoted, the
13
.
-
376
-..>--------.' --.-.-'..;.."-'--'"----=----.-..~... -'." . "'0 - ."::....------------'..~.... .__..__.__ _ "___"_'_'_--'-~''''_,*"" .~. ,"._.. __ .._...:......" ,,'_. _,_,'n_,
emp 1 oyee sha 11 not be cons i dered demoted. but sha 11 be returned to the range
fro!nyhich promoted. No.c~ange in s~ep shall ?ccur as a result of an employee
passlng the promoted posltwn probatlonary penod. A promoted employee shall
retain his or her anniversary date held prior to promotion.
ARTICLE 38. DEMOTION
Transfer of an employee to a lower class shall result in reduction of 1'1
salary. The e~ployee's sala~v sh~ll be.placed in the identical step in the ~
lower """ wh"h th, "'p 1 "" .."".. '" th, d", fr", w'kh d,.."o, ."',
made.
Demotion can be made for cause which shall be provided the employee in
writing by the Department Head 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 39. LAY OFFS
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: '!
i
Workers subject to a reduction in force shall be given at least thirty (3D) '\
working days' notice prior to the effective- date of the layoff. The Union'
shall receive concurrent'notice. and may be granted an opportunity to meet and '
consult'wttrr ,tne'ctty to dfscuss proposed alternatives to a reduction in force.
Hhen one or more workers performing in the same class in a City department
a~e to face a reduction in force. that worker's most recent annual evaluation
and seniority (defined as total time in current classification plus lower , i
classifications) shall be used to determine the order of layoff.
The order of layoff shall be as follows:
A. Temporary workers in inverse order of seniority (least first).
B. Permanent employees whose most recent annual evaluation was below
satisfactory in inverse order of seniority.
I'
C. Permanent employees in inverse order of seniority.
If a laid off employee's position, or a similar position to which the City ~
determines the former employee is suited, becomes available. within twelve ~.
months of layoff, said former employee shall be recalled in the reverse order i
of layoff. If a job in a lower classification becomes available and a former . I
employee is qualified in .t~e judgment of !he City~ he/she may fill the slot "
until his/her former posltlon becomes avallable. lf ever.
14,
I
,
.... 377
. . ~-_.
.
.'
ARTICLE 40. FLEX TINE SCHEDULES
Emp 1 oyees for \'Ihom necessity requi res a di ffe rent schedu 1 e than that
generally applied, shall \~ork according to regulations prepared by the
respective supervising officials and approved by the City 11anager. The City
shall specify, in writing, all changes in work place and hours and provide the
affected employees with reasonable notice of these changes. Hours may be
altered to permit flex time. '
[ ARTICLE 41. M.O.U" II1PLEI1ENTATION
Both parties agree that the terms of this Memorandum of Understanding
supercede provisions of all other resolutions and rules of the City which
conflict with provisions of this Agree~ent.
Exhibits A, B, C, and D attached and are incorporated as part of this Memorandum
of Understanding.
REPRESENTATIVE OF CITY OF REPRESENTATIVES OF ARROYO GRANDE
ARROY DE CHAPTER SEIU LOCAL 660
J ~../u f.~
y Manager ' ,Vice ,President & Steward)
, . '
Date: .~ zz" /7f1- Date: Q,AAlL;2:( .;9<6'1
p /,
[
15
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378
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EXHIBIT "A"
CLERICAL AND FISCAL SALARY RANGE
19~ ..
Department Secretary
Clerk Typist II 18 I
Accounting Clerk II ' 18
Clerk Typist I 13
Accounting Clerk I 13
Switchboard Operator 13
Clerical Aide 11
PUBLIC WORKS, PARKS, AND RECREATION
Public Works Superintendent 40
, . Associate Engineer 39
Public Works Foreperson 34
Chief Inspector Building &
Construction 34
Park Foreperson 32
BYilding Inspector 30
Construction Inspector 30
~echanic Leadperson 30
l.eadperson 29
PH-Planning .Technician 28 ...-. . ..
Nechanic II 28 -
RecrNt'tarr StJpeTVisur 26
Water Services Person 25
Nechanic I 24
Equipment Operator 24
Carpenter Maintenance Person 24
Draftsperson 24
Haintenance Person II 19
Janitor 18
Maintenance Person I 17
Building ['Iaintenance Person 17 ,
,
J
\
This Exhibit "A" is a listing of certain positions, w/salary ranges,
of City of Arroyo Grande and is a part of 1984/85 and,1985/86, !
Nemorandum of Understanding between Local 660, SEIU, and City of
Arroyo Grande.
Exhibit "A" - Page l,of 1
---_.-.> ,--_.
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SCHEDULE OF SALARY RANGES :"(":iGE 2 ,
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. CI1"Y or" ARROYO Gf~ANI)E
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