R 3695
RESOLUTION NO. 3695
A RESOLUTION OF THE CITY COUNCIL OF THE CITY
OF ARROYO GRANDE ADOPTING A SALARY AND
BENEFIT PROGRAM FOR EMPLOYEES REPRESENTED
BY THE SERVICE EMPLOYEES INTERNATIONAL
UNION, LOCAL 620, ARROYO GRANDE CHAPTER, AND
REPEALING THOSE SECTIONS OF RESOLlTION NO.
3384 ADOPTED ON AUGUST 10, 1999 IMPACTING SAID
EMPLOYEES
WHEREAS, the City Council deems it to be in the best interest of the City of Arroyo
Grande and its employees represented by the Service Employees International Union,
Local 620 that compensation be fixed for all full-time non-management employees as
herein provided; and
WHEREAS, the City has established compensation and working conditions through the
meet and confer process with the designated employee representatives as depicted in
Exhibit "A", entitled Memorandum of Understanding between the City of Arroyo Grande
and the Service Employees International Union, Local 620, a copy of which is attached
hereto and incorporated herein by this reference.
NOW, THEREFORE BE IT RESOLVED by the City Council of the City of Arroyo
Grande that the terms of this Resolution as contained in Exhibit "A" attached hereto and
incorporated herein shall become effective July 1, 2003.
BE IT FURTHER RESOLVED that this Resolution shall repeal those sections of
Resolution No. 3384 which established salary and benefits for full-time employees
represented by the Service Employees International Union, Local 620.
On motion by Council Member Runels, seconded by Council Member Dickens, and by the
following roll call vote to wit:
AYES: Council Members Runels, Dickens, and Mayor Ferrara
NOES: None
ABSENT: Council Members Lubin, Costello
the foregoing resolution was passed and adopted this 8th day of July, 2003.
-_._.~ _..~-~.._.__.-.-....,_._.,~-
RESOLUTION NO. 3695
PAGE 2
ATTEST:
APPROVED AS TO CONTENT:
&~S)ITY MANAGER ---
APPROVED AS TO FORM:
ORNEY
---,.- .,---~....'.'.-
EXHIBIT "A"
2003/2004 - 2004/2005
(Two Years)
)
MEMORANDUM OF UNDERSTANDING
BETWEEN
SERVICE EMPLOYEES
INTERNATIONAL UNION
LOCAL 620
Arroyo Grande Chapter
AND
CITY OF ARROYO GRANDE
--------.......---
MEMORANDUM OF UNDERSTANDING
SERVICE EMPLOYEES INTERNATIONAL UNION
LOCAL 620
ARROYO GRANDE CHAPTER
TABLE OF CONTENTS
ARTICLE 1: TERM OF MEMORANDUM ................................ ........ 1
ARTICLE 2: RECOGNITION .. ...................................................... 1
ARTICLE 3: NONDISCRIMINATION ............. ......... ..... ............... .... 1
ARTICLE 4: UNION RIGHTS ................................................. ....... 2
4.1 Repr.s.nt:ation ...... .................................... ..... 2
4.2 Bulletin Board .......................................... ...... 2
4.3 Union Stewards ............. ......... ...... ...... ........ .... 3
4.4 Dues Ded uction . . . . . . . . . . . . . . . . . . . . .. . . . . .. . . . . . . . . . . . . . .. . . 3
4.5 Use of City Facilities ....................................... 6
4.6 Contracting Out .................. ...... ...... .... ......... ... 6
ARTICLE 5: GRIEVANCE PROCEDURE ........................................ 6
ARTICLE 5.5: DISCIPLINARY APPEAL PROCEDURE ........................ 10
ARTICLE 6: MANAGEMENT RIGHTS ............................................ 12
ARTICLE 7: WAGES I INCREASES .... ..... ............ .......... ........ ........ 13
7.1 Advancement in Salary .......... ...... ........... ......... 14
7.2 Paychecks ......... ....~.. ............ ..... ~ ..... ......... ..... 15
7.3 Educational Pay..... ~.................................... ... 15
7.4 Shift Differential .............................................. 16
ARTICLE 8: NO STRIKE I NO LOCKOUT ....................................... 16
._..._--_._--,.,-_._.._-~---_.----._--_..._.- --~~,,- -
-----~ ~
SEIU MOU
SEIU MOU - TABLE OF CONTENTS
(continued)
ARTICLE 9: SPECIAL PAY PRACTICES ....................................... 17
9.1 Flex-Time Schedules ...................................... 17
9.2 Use of Private Vehicle/Mileage Rate .. ............ .... 17
9.3 Callback Pay .................................................. 17
9.4 Hours of Work and Overtime ............................ 17
9.5 Standby Pay ................................................... 18
9.6 Rest Periods and Breaks ................................. 18
9.7 Alternate Work Schedules ............................... 18
9.8 Bilingual Pay .................................................. 18
ARTICLE 10: INSURANCE ............................................................ 19
10.1 Medical Insurance Benefits .............................. 19
10.2 Vision Insurance ............................................. 20
10.3 Life Insurance Plan ......................................... 20
10.4 State Disability Insurance ................................ 20
10.5 Dental Insurance Plan ..................................... 20
ARTICLE 11 : HOLIDAY LEAVE ..................................................... 20
ARTICLE 12: V ACA TION LEAVE ................................................... 21
ARTICLE 13: SICK LEAVE ........................................................... 23
13.1 Bereavement Leave ........................................ 24
13.2 Family Leave ................................................. 24
ARTICLE 14: LEAVES OF ABSENCE ............................................. 25
14.1 Medical Leave ................................................ 25
14.2 Emergency Leave ........................................... 25
14.3 Jury Duty ....................................................... 25
14.4 Military Leave ................................................. 26
ARTICLE 15: UNIFORM ALLOWANCE ............................................ 26
15.1 Safety Shoes .................................................. 26
15.2 Safety Glasses ..........~..................................... :lEt
ARTICLE 16: RETIREMENT .......................................................... 27
16.1 PERS Retirement Contributions ........................ :Z~
16.2 Retirement Defined . . . . . .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. 2~
16.3 Retiree Medical ............................................... 28
--->-'-----
SEIU MOU
SEIU MOU - TABLE OF CONTENTS
(continued)
ARTICLE 17: PROBATIONARY PERIOD ........................................ 28
ARTICLE 18: PROMOTION . . . . . . . . . . . . . . . . . . . . . . . .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. 28
ARTICLE 19: PROMOTIONAL OPPORTUNITIES ..... .................. ...... 29
ARTICLE 20: MAINTENANCE WORKER JOB SERIES....................... 30
ARTICLE 21: TRANSFERS .. ........................................................ 30
ARTICLE 22: [)E:IWIOTION ............................................................ 30
ARTICLE 23: LAYOFFS AND DISPLACEMENT .............................. 31
ARTICLE 24: PERSONNEL RECORDS .......................................... 32
ARTICLE 25: RESIGNATION ..................................................... ... 32
ARTICLE 26: ()lJlr!tIDE: E:Mf)L())rME:Nlr .......................................... :S:Z
ARTICLE: 27: POSITION V ACANCIE:S ....... .... .................................. 33
ARTICLE 28: POSITION CLASSIFICATION ....... .................. ............ 33
ARTICLE 29: PROFESSIONAL DEVELOPMENT .... ....... ... ......... ....... 33
ARTICLE 30: UNIT ASSIGNMENTS ................................................ 34
ARTICLE 31: MAINTENANCE OF BENEFITS AND TERMS AND
C:()N[)ITI()NS ........................................................... ~
ARTICLE 32: M.O.U. IMPLEMENTATION ........................................ ~
. ARTICLE 33: OBLIGATION TO MEET AND WAIVER CLAUSE ........... 34
ARTICLE 34: SAVINGS C:LAUSE ...................... ............................. 35
---_..._-~-_.__.,......_._.---_.._-
SEIU MOU
MEMORANDUM OF UNDERSTANDING
BETWEEN
CITY OF ARROYO GRANDE
AND
LOCAL 620, SERVICE EMPLOYEES INTERNATIONAL UNION,
ARROYO GRANDE CHAPTER
THE PARTIES HAVE MET AND CONFERRED IN GOOD FAITH REGARDING
EMPLOYMENT TERMS AND CONDITIONS FOR THE EMPLOYEES COMPRISING
THE ABOVE RECOGNIZED EMPLOYEE ORGANIZATION FOR THE GENERAL
SERVICES UNIT AND SUPERVISORS UNIT AND, HAVING REACHED
AGREEMENT, AS HEREIN SET FORTH, SUBMIT THIS MEMORANDUM OF
UNDERSTANDING TO THE CITY COUNCIL, WITH JOINT RECOMMENDATION
THAT COUNCIL ADOPT THE TERMS AND CONDITIONS AND TAKE SUCH OTHER
ADDITIONAL ACTIONS AS MAY BE NECESSARY TO IMPLEMENT ITS
PROVISIONS.
ARTICLE 1. TERM OF MEMORANDUM OF UNDERSTANDING
The term of Memorandum of Understanding shall be from the date this M.O.U. is signed
by the Negotiations Committee Members of S.E.I.U., until June 30, _ and thereafter
shall continue from year to year. Either party may request modification by March 15,
... in which event, meeting and conferring shall begin no later than April 15, ...
ARTICLE 2. RECOGNITION
The City recognizes the Union as the sole and exclusive bargaining agent for all
permanent classifications in the Supervisory Employees' representation unit and
General Services unit.
ARTICLE 3. NONDISCRIMINATION
The provisions of this Memorandum of Understanding shall be applied equally to all
employees covered hereby without discrimination because of race, color, sex, physical
disability, age, national origin, religious affiliation. or Union membership.
Employees may elect to exercise their right to join and participate in the activities of the
Union for the purposes of representation in all matters of their working conditions and
employer-employee relations. The parties agree that there shall be no restraint,
coercion, or interference with any employee with respect to or because of the
employee's membership in said Union. The City and the Union agree that each
employee shall be treated equally, fairly, and with dignity and respect.
SEIU MOU 1
--.--.... ---
ARTICLE 3. NONDISCRIMINATION (continued)
The Union and the City agree to support the Affirmative Action Program established by
the City and that there shall be no discrimination within their respective organizations
because of race, creed, sex preference, color, national origin, age, disability, or political
belief.
Any party alleging a violation of this article shall have the burden of providing the
existence of a discriminatory act or acts and/or proving that, but for such act or acts, the
alleged injury or damage to the grievant would not have occurred.
Discrimination complaints based on Union membership and/or activity shall continue to
be subject to the grievance procedure and arbitration.
ARTICLE 4. UNION RIGHTS
4.1 Representation
With respect to the meet-and-confer process, three (3) Union representatives
shall be the maximum number of employees allowed to meet with City
representatives on City time during their normal working hours for the purpose of
meeting and conferring in good faith without loss of payor any benefits.
~ Bulletin Board
The City will furnish, for the use of the Union, reasonable bulletin board space at
reasonable locations. Such bulletin board space shall be used only for the
following subjects:
- Union recreational, social, and related news bulletins;
- Scheduled Union meetings;
- Information concerning Union elections or the results thereof;
- Reports of official business of Union, including reports of
committees or the Board of Directors; and
- All material shall clearly state that it is prepared and authorized by
the Union.
Union agrees that notices posted on City bulletin boards shall not contain
anything that may reasonably be construed as maligning the City or its
representatives.
SEIU MOU 2
-_....~-_.._--_...."._- -------..._---- -
ARTICLE 4. UNION RIGHTS (continued)
4.3 Union Stewards
A. The City authorizes the Arroyo Grande Chapter of the Service
Employees International Union to appoint three (3) "Union
Stewards" and one (1) alternate, any of which may represent an
employee subject to the City's grievance procedure (Article 5).
B. The Union shall provide the City Manager with a list of all
authorized Union stewards, and the list shall be kept current.
C. An employee and/or his/her "Union Steward" representative may,
when and to the extent necessary, take official City time, without
loss of compensation, in order to participate in the investigation and
processing of a" grievance as provided for in Article 5, upon
notification and approval of the immediate supervisor or his/her
designee.
D. The City Manager will approve employee and/or Union Steward
taking official City time to investigate and process a grievance,
when and to the extent necessary, and only if it will in no event
adversely affect the operational, security, or safety requirements of
the City.
E. It is understood that the employee and/or Union Steward shall
make every reasonable effort to perform any of the above activities
on off-duty time.
~ Dues Deduction
A. The City agrees to deduct dues twice monthly and remit them to the
Union, as approved by the Union Board of Directors and authorized
in writing by the individual employees concerned, on forms
currently accepted by the City for such deductions.
B. For the employees in the unit who authorize Union dues
deductions, the City shall automatically continue such dues
deduction.
C. The City agrees to provide the Union the name and deduction
status of all unit employees each pay period for which deductions
are made. The report shall include employees hiredltransferred
into or out of the unit, as well as all those on leaves of absence.
SEIU MOU 3
---',-,--.
ARTICLE 4. UNION RIGHTS (continued)
4.4 Dues Deductions (continued)
D. Deductions. All employees in the unit who have not authorized a
Union dues deduction shall, within the thirty (30) day period
following notification of their obligation under this agreement,
execute an authorization for the payroll deduction of one of the
following: 1) Union dues; 2) a service fee, equal to the percentage
of the regular dues, that is used for legally permissible
representation costs; or 3) if he/she qualifies, a charity fee, equal
to the service fee, to the tax-exempt charitable organization that
has been agreed to by the employee and the Union.
To qualify for the designated charity fee deduction, an employee
must certify to the Union that he/she is a member of a bona-fide
religion, body, or sect that has historically held conscientious
objections to joining or financially supporting public employee
organizations.
Such exempt unit employees will be required to submit to the Union
a notarized letter certifying that person's membership in such a
religion, body, or sect, signed by an official of the bona-fide religion,
body, or sect.
If an employee fails to authorize one of the above deductions within
the thirty (30) day authorization period, the City shall notify the
employee, in writing, of hislher contractual obligation to authorize
one of the payroll deductions.
If an employee fails to authorize one of the deductions, the Union
may seek enforcement through the. courts.
E. Service Fee as Condition of EmDlovment. After July 1, 1995, all
employees hired into the units who fail to authorize a Union dues
deduction or service fee deduction must, as a condition of their
continued employment, authorize a service fee deduction within
thirty (30) days following the beginning of their employment. The
employee may avail his/herself of the options set forth in "D" above.
If an employee fails to meet this obligation, the Union will make a
written request to the City to take the necessary steps to separate
that employee from City service. The City will inform the Union of
all new hires.
SEIU MOU 4
~~-"-_.-
ARTICLE 4. UNION RIGHTS (continued)
4.4 Dues Deduction (continued)
F. Financial Documentation. The Union has presented a
demonstration that the legally permissible costs that may be
charged as a service fee to a nonmember equals somewhat more
than ninety-five percent (95%) of dues.
The City has not challenged that demonstration and agrees to
deduct a service fee equal to ninety-five percent (95%) of dues.
The Union shall, within ninety (90) days after the end of each fiscal
year, make available to the City financial documentation that shall
meet the requirements of Government Code Section 3502.2.
The City agrees to provide the Union the name, department, class,
and payroll deduction of all unit employees upon request.
G. Petition. Election. and Challenae. If a petition is filed with the City
that requests an election rescinding agency shop, and such petition
contains signatures collected within a forty-five (45) day period of at
least thirty percent (30%) of the employees in the bargaining unit,
an election will be held. Such election may only be held once
during the term of the Agreement. The verification of the petition
and the election shall be conducted by the State Conciliation
Service, voting shall be by secret ballot, and a majority vote of all
employees in the bargaining unit shall be required to rescind
agency shop.
A unit employee, who is subject to the payment of a representation
service fee hereunder, has certain legal rights to object to that part
of the fee payable to him or her, which represents the employee's
additional pro-rata share of expenditures by the Union that is
utilized for expenditures not incurred for the purpose of performing
the duties incident to effective representation in employer-employee
relations. An employee wishing to exercise these rights must
contact the Union office.
H. Hold Harmless. The Union agrees to indemnify, defend, and hold
harmless the City and its officers, employees, and agents against .
all claims, proceedings, and liabilities arising, directly or indirectly,
out of any actions taken or not taken by or on behalf of the City
under this Article.
SEIU MOU 5
._~----,..,..-
ARTICLE 4. UNION RIGHTS (continued)
4.4 Dues Deduction (continued)
I. Enforcement/Severability. In the event the Service Fee provision af
the Article is declared by a court of competent jurisdiction to be
illegal or unenforceable, the parties agree to reopen this Article of
the Agreement for the purposes of implementing modified agency
shop provisions.
~ Use of City Facilities
A. The Union may, with prior approval of the City Manager, be granted
the use of City facilities for Union business meetings of City
employees, provided space is available. No use fee will be
charged.
B. The City shall provide, at no cost to the Union, a copy of each City
Council agenda (Summary Form). By being provided the agenda,
the Union acknowledges the City has met its obligation of
notification of matters or issues within the scope of representation
on the Council Agenda.
~ Contractina Out
The City agrees to communicate with the Union upon request in regard to the
following matters:
1. Any proposed subcontracting of services that would result in the
elimination of unit member's job.
2. Changes in services that would result in the elimination of unit
member's job.
ARTICLE 5. GRIEVANCE PROCEDURE
Purpose:
A. This grievance procedure shall be the exclusive process to resolve
grievances as the term is defined below:
1. To resolve grievances informally at the lowest level.
2. To provide an orderly procedure for reviewing and resolving
grievances promptly.
SEIU MOU 6
-~_._,-'" --
ARTICLE 5. GRIEVANCE PROCEDURE (continued)
Definitions:
A. Grievance means a complaint by an employee concerning the
interpretation or application of the provisions of this M.O.U. or of
rules or regulations governing personnel practices or conditions,
which complaint has not been resolved satisfactorily in an informal
manner between the employee and his/her immediate supervisor.
B. As used in this procedure, the term "immediate supervisor" means
the individual so designated by City management who assigns,
reviews, and directs the work of an employee at the first level.
Time Limits:
Each party involved in a grievance shall act quickly so that the grievance may be
resolved promptly. Every effort should be made to complete action within the time
limits contained in the grievance procedure; however, with the written consent of
all parties, the time limitation for any step may be extended.
Step 1:
The grievance initially shall be personally discussed between the
employee and hislher immediate supervisor. Within seven (7)
working days the immediate supervisor shall give his/her decision
or response. The grievant may request this decision or response in
writing.
Step 2:
A. If the grievance is not informally resolved to the satisfaction
of the grievant in Step 1 a formal grievance may be initiated.
A formal grievance must be initiated. A formal grievance
must be initiated no later than:
1. Thirty (30) working days after the event of
circumstances occasioning the grievance; or
2. Within seven (7) working calendar days of the Step 1
decision rendered in the informal grievance
procedure, whichever is later.
B. However, if the Step 1 informal grievance procedure is not
initiated within the period specified in subsection (1) above,
the period in which to bring the grievance shall not be
extended by subsection (2) above.
SEIU MOU 7
-_..,.,----,,- --- ----~-,-,,-
ARTICLE 5. GRIEVANCE PROCEDURE (continued)
Step 2: (continued)
C. A Step 2 grievance shall be initiated in writing on a form
prescribed by the City and shall be filed with the person (2)
designated by City management who has the responsibility
of the next level of supervision within the department. The
employee may be represented by a representative of his/her
choice.
D. The grievant shall cite the specific provision(s) of the
Memorandum of Understanding, ordinance, resolution, or
written rule claimed to have been violated in effect at such
time the alleged incident(s) occurred, set forth the facts that
purportedly constitute such violation, and the specific
remedy sought.
E. Within seven (7) working days after the initiation of the Step
2 grievance, the City's designated representative for this
step shall investigate the grievance and give his/her decision
in writing to the grievant.
Step 3:
A. If the grievant is not satisfied with the decision rendered
pursuant to Step 2, he/she may appeal the decision within
seven (7) working days to the person designated by the City
Manager who has the next level of supervision within the
department, if any. The employee may be represented by a
representative of his/her choice.
B. The designated representative shall respond in writing within
seven (7) working days to the grievant. If the designated
representative determines it is desirable, he/she shall hold a
conference(s) or otherwise investigate the matter.
Step 4:
A. If a designated representative was used in Step 3 above or
none was designated and the grievant is not satisfied with
the decision rendered pursuant to Step 2 or 3 as applicable,
he/she may appeal the decision within seven (7) working
days to the City Manager. The employee may be
represented by a representative of hislher choice.
SEIU MOU 8
_.....~...__..._-.-. ._n~____"_ ------ -- ._~."....
ARTICLE 5. GRIEVANCE PROCEDURE (continued)
Step 4: (continued)
B. The City Manager shall respond in writing within seven (7)
working days to the grievant. If the City Manager determines
it is desirable, he/she shall hold a conference(s) or otherwise
investigate the matter. j
Step 5:
If the grievance is not resolved satisfactorily at the above Step(s),
the grievant, with the written concurrence of the Union, within ten
(10) days, excluding holidays, may submit the grievance to binding
arbitration. Upon mutual agreement of both parties, the time
deadline may be extended for a specified number of days. If any
question arises as to the arbitrability of the grievance, such
question shall be ruled upon by the arbitrator only after he/she has
had an opportunity to hear the merits of the grievance.
A. The arbitration proceeding shall be conducted by an
arbitrator to be selected by the two parties within ten (10)
working days after said notice is given. If the two parties fail
to reach agreement on an arbitrator within five (5) days, the
State Conciliation Service will be requested to supply a list of
five (5) names. Each party will alternately strike from the list
until only one (1) name remains. The order of striking will be
determined by lot.
B. The arbitrator shall hold a hearing within ten (10) working
days of his/her appointment. Five (5) working days' notice
will be given to all parties of the time and place of the
hearing. Within ten (10) working days after completion of the
hearing, the arbitrator shall render the decision in writing and
shall set forth his/her findings of fact, reasoning, and
conclusions on the issues submitted.
The arbitrator shall be without power or authority to make
any decision that requires the commission of an act
prohibited by law or violates the terms of this Agreement.
However, it is agreed that the arbitrator is empowered to
include a decision for reimbursement for financial loss of
wages or fringe benefits or other non-financial remedies. as
judged to be proper. The arbitrator shall submit to all parties
his/her findings that shall be binding and final on both
parties.
SEIU MOU 9
~._..~ --
ARTICLE 5. GRIEVANCE PROCEDURE (continued)
Step 5: (continued)
C. Nothing in the foregoing shall be construed to empower the
arbitrator to make any decision amending, changing,
subtracting from, or adding to, the provisions of this
Agreement.
D. The fees and expenses of the arbitrator shall not be the
responsibility of the prevailing party. All other expenses
shall be borne by the party incurring them, and neither party
shall be responsible for the expense of the witnesses of the
other. If any grievance meeting or hearing shall be
scheduled during the work day, any worker required by
either party to participate as a witness or grievant in such
meeting or hearing shall be released from regular duties
without loss of payor benefits for a reasonable amount of
time.
E. Either party may request an individual to make a written
record of the entire arbitration hearing. The cost of the
services and expense of such individual shall be paid by the
requesting parties upon mutual agreement.
F. All documents dealing with the processing of a grievance
shall be filed separately from the personnel files of the
participants as designated in this Agreement.
ARTICLE 5.5 DISCIPLINARY APPEAL PROCEDURE
Effective for discipline initiated after the date of ratification of this M.O.U., appeals from
discipline and discharge of unit employees represented by S.E.I.U. Local 620 only, shall
be processed exclusively in accordance with this modified appeal procedure. The
provisions of this Article apply only to employees represented by S.E.I.U. Local 620 and
supersede any conflicting provisions contained in the Personnel Regulations of the City
of Arroyo Grande, Section VIII.D - G inclusive for S.E.I.U. represented employees.
Employees represented by Local 620 receiving a "Notice of Recommended Disciplinary
Action" under Section VIII A. of the Personnel Regulations shall have the right to Union
representation if he/she so chooses. The City agrees to send copies of all disciplinary
notices for represented employees to the Union by Facsimile (FAX) and U.S. Mail at:
(805) 963-8341 (FAX)
Local 620, Service Employees' International Union, AFL, CIO, CLC
933 Castillo Street
Santa Barbara, CA 93101
SEIU MOU 10
-----.-
ARTICLE 5.5 DISCIPLINARY APPEAL PROCEDURE (continued)
Nothing in this Article shall preclude an employee and the City Manager from informal
discussions and/or settlements prior to the date of the hearing.
For the purpose of this M.O.U. and as applied to S.E.I.U. represented employees only;
the City's Disciplinary Action procedure is hereby modified as follows:
Section D-1: Method of Appeal (S.E.I.U. Only):
Appeals shall be in writing and contain a brief statement about the action
being appealed and the reason(s) the employee believes the disciplinary
action is not appropriate. The letter of appeal shall be filed with the City
Manager within five (5) business days of receiving the notice of
disciplinary action.
Upon the filing of an appeal, the City Manager shall set a date for a
hearing on the appeal not less than ten (10) days nor more than sixty (60)
days from the date of filing. The City Manager or designated
representative shall notify all interested parties of the date, time, and place
of hearing. T~e City Manager will also select a Hearing Officer from either
the State Mediation and Conciliation Service (SMCS) or another individual
selected from a list provided by the SMCS, provided that the person
selected to be the Hearing Officer has experience adjudicating Disciplinary
Hearings.
Section E: Hearing: No Change to City Personnel Regulations Manual.
Section F: Findings of the Hearing Officer: No Change to City Personnel
Regulations Manual.
Section G: Appeal Procedures:
1. Appeal of Findings by Hearing Officer Other Than City
Manager - a., b., c.: No Change to City Personnel
Regulations Manual.
2. Appeal of Findings by the City Manager:
An employee who believes the City Manager's Final
Decision contains findings of fact that are erroneous or legal
conclusions which are arbitrary and/or capricious may
appeal such findings and resulting proposed disciplinary
action(s).
SEIU MOU 11
..,....-...-...-...--
ARTICLE 5.5 DISCIPLINARY APPEAL PROCEDURE (continued)
Section G: Appeal Procedures: (continued)
2. Appeal of Findings by the City Manager: (continued)
Such appeals shall be made to the City Council as provided
in Section 2-3.14 of the Arroyo Grande Municipal Code.
Such appeal shall be filed within twenty (20) working days of
receiving the Notice of Disciplinary Action from the City
Manager.
ARTICLE 6. MANAGEMENT RIGHTS
The City retains all its exclusive rights and authority under federal, state, and municipal
law and expressly and exclusively retains its management rights, which include, but are
not limited to:
. the exclusive right to determine the mission of its constituent departments,
commissions, boards;
. set standards and levels of service;
. determine the procedures and standards of selection for employment and
promotions;
. direct its employees;
. determine the methods and means to relieve its employees from duty because
of lack of work or other lawful reasons;
. maintain the efficiency of governmental operations;
. determine the methods, means and numbers and kinds of persons by which
government operations are to be conducted;
. determine methods of financing;
. determine styles and/or types of City-issued equipment to be used;
. determine and/or change the facilities, methods, technology, means,
organizational structure, and composition of the work force and allocate and
assign work by which the City operations are to be conducted;
. determine and change the number of locations, relocations, and types of
operations, processes, and materials to be used in carrying out all City
functions, including but not limited to, the right to contract for or subcontract
any work or operations of the City.
SEIU MOU 12
"
ARTICLE 7. WAGES /INCREASES
A. The S.E.I.U. represents the following employee classifications:
CLERICAL AND FISCAL SALARY RANGE SALARY RANGE SALARY RANGE
Administrative Secretary 21 . .
Office Assistant II 17 17 17
Office Assistant I 13 13 13
Accounting Supervisor 33 . 34
Senior Accounting Clerk 23 23 23
Accounting Clerk II 19 19 19
Accounting Clerk I 15 15 15
PUBLIC WORKS. PARKS & RECREATION. COMMUNITY DEVELOPMENT.
AND BUILDING
45 . 46
39 . .
35 35 35
35 . 36
Fife EngiAeer
Recreation Supervisor 34 34 34
Complolter Support TeGh.
Building Inspector 32 32 32
Fleet Maintenance Coordinator 30 30 30
Public Works Inspector 29 . .
Engineering Assistant 29 29 29
Code Enforcement Officer 27 I 28
Public Works/Parks Leadperson 26 .
Engineering Technician 26 26 26
Water Services Worker 24 . .
22 22
Public Works/Parks Maint. Worker III 22 . .
Sports Facilities Coordinator 22 22 22
Child Care Coordinator 19 19 19
Public Works/Parks Maint. Worker II 18 . 19
Public Works/Parks Maint. Worker I 16 16 16
Facility Coordinator 15 15 15
SEIU MOU 13
~_....,.-
ARTICLE 7. WAGES I INCREASES (continued)
B. FISCAL YEAR_
The City and the S.E.I.U. agree that all position classifications represented by the
Union as depicted in Section "A" of this Article shall receive salaries as
represented in Exhibit "A" for the eriod of through
This Agreement represents a % "Cost of Living Adjustment" for all
represented classifications, effective
C. FISCAL YEAR _(YEAR 2)
Exhibit "A" shall be adjusted to represelaicost of Living Adjustment", for
all represented classifications, effective .
7.1 Advancement in Salary
The salary range as set forth for each classification is divided into five (5) steps
that shall be interpreted and applied as outlined in this Article. Salary step
increases as provided herein are not automatic but based on performance and
merit. Employees shall be placed on the step and qualify for increase in
compensation for advancement to the next higher step of the pay ranges in the
manner following:
A. The first step is the minimum rate and normally shall be the hiring
rate.
B. The second step is granted to employees who are eligible for this
adjustment, after completion of the probationary period. The
adjustment shall be made only if granted by the Department
Director and subject to the approval of the City Manager or his/her
designee.
C. The third step shall be granted to an employee_ who has proven
fully qualified in a given classification for one (1) full additional year
from granting of previous step increase only if granted by the
Department Director and subject to the approval of the City
Manager or hislher designee.
SEIU MOU 14
.--_.._.__.~
ARTICLE 7. WAGES I INCREASES (continued)
7.1 Advancement in Salary (continued)
D. The fourth step shall be granted to an employee who has proven
above average in a given classification for one (1) full additional
year by the Department Director and with the approval of the City
Manager or his/her designee.
E. The fifth step shall be granted to an employee who has continued
to demonstrate above average performance and has demonstrated
continued growth in a given classification for one (1) full additional
year by the Department Director and with the approval of the City
Manager or his/her designee.
F. A performance report on each employee recommended for salary
advancement shall be prepared and submitted by the Department
Director to the City Manager prior to final action on such
recommendation at each step.
G. An employee must always continue to maintain an acceptable level
of performance and shall be evaluated annually by his/her
Department Director. If the written evaluation by the Department
Director does not support a continued acceptable effort, an
individual may be reduced in salary by the Department Director,
with the approval of the City Manager or hislher designee.
7.2 Paychecks
The City will pay regular checks on a biweekly basis and continue payroll
deductions for the County-City Employee Credit Union, when so desired by
employees.
7.3 Educational Pay
A. The Educational Pay Program is intended to promote the
improvement of employee' efficiency and the advancement of
employees to positions of higher skills.
B. Employees may qualify for advancement of one salary range above
their position classified range upon receipt of an Associated Arts
Degree, ina field relative to their job classification, from an
accredited junior college, or upon earning a special license or
certificate, deemed to be equivalent to an AA degree and is related
to the performance of the employee's duties and/or assignment,
upon recommendation of the Department Director and approval by
the City Manager. For purposes of completion of certificated
courses related to an employee's duties and/or assignment
equivalency (including those programs resulting in a special license
or certificate), or an aggregate of the same which equals or
exceeds 720 instructional hours, will be deemed to be equivalent to
an AA degree.
SEIU MOU 15
-----~-,,_._-_._._..,_._~_.- ------
____._____"T_. _.__._...____. -. .
ARTICLE 7. WAGES I INCREASES (continued)
7.3 Educational Pay (continued)
Any employee who is receiving educational pay for any license or
certificate as of July 1, 1999, will continue to receive such pay.
C. Employees who possess licenses or certificates as specified in
Section B of this Article, totaling less than 720 hours and more than
300 hours, shall qualify for an advancement in salary of $20 per
pay period upon recommendation of the Department Director and
approval by the City Manager.
D. Employees may qualify for advancement of two salary ranges
above their position classified range upon receipt of a Bachelor of
Science/Bachelor of Arts Degree in a field relative to their job
classification, from an accredited college, upon recommendation of
the Department Director and approval of the City Manager.
E. Exception: Where job classifications or requirements include an
Associated Arts or Bachelor of Science/Bachelor of Arts degree,
Section B and Section C, will not apply.
F. No additional educational pay shall be made for duplicate, or more
than one, AA degree, BA degree, or applicable certificates.
7.4 Shift Differential
The City shall pay $.50 (fifty cents) per hour additional wages for each hour
worked when at least four and one-half (4 %) hours are worked between 5:30
P.M. and 7:30 A.M., providing such working assignment has been
assigned/approved by the Department Director with the concurrence of the City
Manager. Exception to the prior approval provisions shall be granted for
emergency call-outs.
ARTICLE 8. NO STRIKE I NO LOCKOUT
The Union agrees that during the term of this Memorandum of Understanding, neither
the Union or the employees it represents will engage in, encourage, sanction, support,
or suggest any strikes. The employer agrees that it will not lock out any of its
employees during the term of this Memorandum of Understanding.
SEIU MOU 16
ARTICLE 9. SPECIAL PAY PRACTICES
9.1 Flex-Time Schedules
Employees for whom necessity requires a different schedule than that generally
applied shall work according to regulations prepared by the respective
supervising officials and approved by the City Manager. The City shall specify in
writing all 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.
9.2 Use of Private Vehicle I MileaGe Rate
An employee who is required to operate his or her own privately-owned
automobile for the performance of official duties shall be reimbursed at the rate
established by the City Council for each mile necessarily traveled. Such
reimbursement shall be paid monthly.
9.3 Callback Pay
Callback is defined as that circumstance requiring an employee to unexpectedly
return to work after the employee has left work at the end of the employee's work
day or work week.
An employee called in early to start his/her work shift, without prior reasonable
notice, will also receive time and one-half (1 %) overtime pay for all extra hours
worked, with a minimum call-out of two (2) hours.
9.4 Hours of Work and Overtime
The normal working schedule of full-time employees shall be eight (8) hours pay
or forty (40) hours per week. All authorized time worked in excess of forty (40)
hours per week, or on a holiday recognized in this Memorandum of
Understanding, shall be compensated at the rate of one and one-half (1 %) times
the employee's regular base hourly rate of pay. Time worked for computation of
overtime shall include holidays, jury duty, sick leave, bereavement leave, and
previously scheduled vacation and compensatory time off, for purposes of this
paragraph, and shall be calculated at a maximum of eight (8) hours per day.
Overtime shall be computed at the nearest quarter (1/4) hour. At the request of
any employee eligible for overtime pay, his/her supervisor will provide that, in lieu
of cash payment for any overtime, he/she may have the choice of time off with
pay at the rate of one and one-half (1 %) hours for each hour of overtime worked.
Compensatory time off shall be taken at the option of the employee, with the
consent of the supervisor. The limit for accrued compensatory time off is 4+e
. hours per employee. Upon separation from employment, an employee is
entitled to receive cash compensation for any unused compensatory time.
SEIU MOU 17
-....,--.---.-- -_..~---_._.- -- '.__m____
ARTICLE 9. SPECIAL PAY PRACTICES (continued)
9.5 Standby Pay
Standby duty is defined as that circumstance which requires an employee so
assigned to:
1. Be ready to respond immediately to a call for service; and
2. Be readily available at all hours by telephone.
An employee so "assigned to standby duty shall receive $1.50 per hour, to begin
at the end of the regularly scheduled work day or work week, or other employee's
standby time, and end at the start of the next regularl scheduled work da or the
be innin of another em 10 ee's standb time.
9.6 Rest Periods and Breaks
Employees in all bargaining unit classes are entitled to a fifteen (15) minute duty-
free rest period during each four (4) hours of continuous work.
A rest period shall count as fifteen (15) minutes of time worked for calculation of
pay.
Rest periods may be suspended when unusual emergency conditions require
continuous performance of duties in order to protect or preserve life or property.
SEIU MOU 18
_.~......._.~,,---_.- ._"~_.._.-
.
. .
!
.
ARTICLE 10. INSURANCE (continued)
10.2 Vision Insurance
The City shall provide a Vision Care Plan for bargaining unit members. The City
shall contribute the full family premium. The City may select an alternate vision
care provider during the term of the M.O.U. providing that:
1. Any new plan maintains equivalent benefits to the employees; and
2. At least twenty-one (21) days advanced notice of plan changes are
provided to the Union.
10.3 Life Insurance Plan
City shall provide group term life insurance benefrt plan for bargaining unit
members, which shall provide for .. W.'eAty thousand dolla-rs ($40,000) life
coverage for employees only during the term of their employment.
10.4 State Disability Insurance
EffeGtive July 1, 1999 The City shall provide and
Disabili Insurance, int rated with sick leave.
10.5 Dental Insurance Plan
The City shall provide for all employees in classifications represented in this
Memorandum of Understanding a dental plan of the City's choice. The City shall
pay up to the full family premium. The City may select an alternate dental
insurance plan provider during the term of this M.O.U. providing that:
1. Any new plan maintains equivalent benefits to the employees; and
2. At least twenty-one (21) days advanced notice of plan changes are
provided to the Union.
SEIU MOU 20
.-." - ------~ -,,--,- .--..-,
ARTICLE 11. HOLIDAY LEAVE
The following days shall be paid holidays for employees:
a. Independence Day
b. Labor Day
c. Veterans' Day
d. Thanksgiving Day
e. IiIIiIiIiIIhankSgiVing
f. (112 day)
g. Christmas Day
h. . New Year's Eve (1/2 day)
i. New Year's Day
j. Martin Luther King Day
k. Lincoln's Birthday
I. President's Day
m. Memorial Day
n. One day of Employee choice with Supervisor approval (Floating Holiday)
o. Every day designated by the President, Governor, or Mayor for public
observance as a special, nonrecurring single event, such as the death of a
national leader or end of a war.
When any of the above-listed holidays fall on Saturday, it will be recognized on Friday.
If it falls on Sunday, it will be recognized on Monday. For all employees who regularly
worked on Saturday and/or Sunday, the holiday will be specified by the above-listed
dates. In case a holiday falls on an employee's regularly scheduled day off, he/she
shall have the option to take such a holiday on an alternate day, as selected by the
employee and approved by the Department Director.
ARTICLE 12. V ACA TION LEAVE
A. The purpose of annual vacation leave is to enable each eligible employee
to annually return to his work mentally and physically refreshed.
B. Each eligible employee shall be required to have served the equivalent of
one (1) year of continuous service in the City in order to be eligible for
his/her full annual vacation leave. However, in the event an employee so
chooses, he/she may, after six (6) continuous months of service, take
vacation leave not to exceed five (5) working days, with the Supervisor's
approval.
A. Employees who terminate employment and upon return of all City-owned
property in good condition, shall be paid in a lump sum for all accrued
vacation leave earned prior to the date of termination.
SEIU MOU 21
--.... '.__._"-~'-- - -----.-- ,-.--..--...-
ARTICLE 12. VACATION LEAVE (continued)
B. Vacation leave with pay shall be earned by employees in accordance with
the following schedule:
AFTER: YEARS DAYS - HOURS PER MONTH
-
01 10 6.67
02 12 8.00
03 13 8.67
04 14 9.34
05 15 10.00
06 15 10.00
07 16 10.67
08 16 10.67
09 17 11.34
10 17 11.34
11 18 12.00
12 18 12.00
13 19 12.67
14 19 12.67
15 20 13.34
C. If for any reason an employee becomes ill during a vacation, or in the case
where a holiday falls during a vacation period, the affected employee shall
be entitled to utilize such available sick or holiday leave in lieu of vacation
leave. The vacation period may be appropriately extended upon approval of
the Supervisor.
D. Vacation leave may be taken as it accrues. Vacation shall be scheduled at
the discretion and convenience of each individual employee, with the
consent of the Supervisor, within the limitations necessitated by the
legitimate operational needs of the City.
E. In the event the scheduling preferences of two (2) or more employees
conflict, the preferences of the more senior employee from date of hire shall
govern, barring any unusual circumstances.
F. An employee must use a minimum of 50% vacation leave earned each
calendar year during that same calendar year. The balance of the vacation
leave remaining unused during that same calendar year may be accrued.
Exception is made to this paragraph for all new employees commencing
City employment after December 31 st of each year so that there is no
requirement upon a new employee to use a minimum of 50% of vacation
leave earned by the first December 31st after employment commences.
SEIU MOU 22
ARTICLE 12. VACATION LEAVE (continued)
G. Employees may accrue vacation leave up to a maximum of 225 hours. In
the event an employee's accrued vacation leave exceeds the maximum
allowable on January 1, the employee shall be paid at his/her January 1
hourly wage rate for those hours accrued in excess of the maximum
allowable. Upon request of an employee, an exception to the accrual limit
may be made upon recommendation by the Department Director and
approval by the City Manager.
ARTICLE 13. SICK LEAVE
A. All full-time, permanent employees shall accrue one (1) working day of
sick leave with pay for each month of service. Effesti'le July 1, 2001, The
maximum accumulation of earned sick leave shall be 1,200 hou
Upon retirement an
employee may choose to be paid 50% of hislher unused sick leave, to a
maximum of 480 hours at hislher current rate of pay. Upon retirement,
unused accumulated sick leave may be converted to PERS retirement
credit per the City's contract with PERS. At the end of each calendar
year, each empJoyee has the option of being paid straight time for 25% of
his/her unused sick leave of that year, transferring it to vacation, or leaving
it in sick leave.
1. Any employee(s) who, OR JYly 1, 2001, e)(OOedS 1,200 ReyFSof sick
lea~1O shall Aot 1996e any sick leave aooumulateQ prier to that date.
Ho~."Je~.(er, the affested employee(s) will not aeeymy!ate any
additieAal siok leave YAtil sych time as hi&Jher aosymylateQ balance
falls bel~.v 1,200 hours.
B. Employees may transfer sick leave on a voluntary basis to a fellow
employee who has exhausted all hislher sick leave and vacation leave
due to an extended illness or injury. The transfer shall be based on each
employee's hourly rate of pay and shall not exceed twenty-four (24) hours
of sick leave based on the hourly rate of pay of the receiving employee.
The transfer shall be requested on a form provided by the City, be
completed by both employees who mutually request such transfer, and
submitted for approval to their Department Directors and the City Manager
for final approval. The receiving employee shall not be obligated to repay
any transferred leave to the contributing employee, and contributing
employee understands that such transfer shall be deemed as if used and
will be subject to all other provisions applicable.
SEIU MOU 23
~-- --.--
----
13.1 Bereavement Leave
Permanent employees shall be granted leave by their Department Director
whenever the affected employee has experienced a death in the immediate
family, defined as the spouse, the employee's or employee's spouse's father,
mother, brother or sister, child or stepchild, grandparents, grandchildren, son-in-
law, daughter-in-law, "step" relatives as described above, aunt or uncle, or any
other person residing in the same household where attendance to the funeral is
necessary.
Such absence by the employee shall be limited to five (5) working days per
occurrence of paid leave. Such leave is not chargeable against sick or vacation
leave. As a condition of granting leave for bereavement purposes, the appointing
authority may request verification of the loss. At the dissretioA of the appoiAting
authority, sush lea~ may be gr-aAted ~esause of the death of a mother iA law
and/or father in law.
13.2 Familv Leave
A. An employee may take an unlimited amount of sick leave if required
to be away from the job to personally care for a member of his/her
immediate family, as defined in Article 13.2, Bereavement Leave,
subject to approval of the supervisor and verification of need.
A. Pursuant to the State and Federal Leave Acts, the following is
provided for all employees who have been employed a minimum of
twelve (12) months and have worked at least 1,250 hours during
the 12-month period preceding leave:
1. ......r
unpaid leave in a ~
Intermittent leave is allowed.
2. Leave may be taken for: (1) birth of an care of newborn
child; (2) placement of child with employee for adoption or
foster care; (3) to care for spouse, child, or parent having
serious health condition; (4) employee's own serious health
condition.
3. The employee's insurance, including medical, dental, vision,
and life insurance will be maintained under the same
conditions as if the employee were still working.
4. Request for leave must be made 30 days prior to leave, if
foreseeable.
5. Employee may use accrued vacation, holiday, or personal
leave during family leave. Sick leave may be used for
employee and/or immediate family illness or disability.
SEIU MOU 24
--.--"-
ARTICLE 13. SICK LEAVE (continued)
13.3 Family Leave (continued)
6. Upon return to work, employee will be restored to same or
equivalent position with equivalent benefits.
All other provisions of the State FCLA and Federal FMLA apply.
ARTICLE 14. LEAVES OF ABSENCE
14.1 Medical Leave
Medical leave without pay may be granted for the purpose of recovery from
prolonged illness or injury or to restore health or for pregnancy upon employee's
written request to and approved by the Department Director and City Manager,
subject to submission of medical evidence satisfactory as establishing the
employee's medical need. During the approved leave period, the City will not
pay employee benefits; however, the employee may elect to maintain City
medical insurance coverage for employee and dependents at employee's sole
cost if such coverage of all individuals is in effect sixty (60) days prior to leave
application to the City Manager.
14.2 Emergency Leave
Emergency leave without pay may be granted to any permanent employee who,
upon written request to and approved by the Department Director and City
Manager, demonstrates that the leave is necessary for personal reasons beyond
his/her control or will serve to improve hislher ability as an employee of the City.
Emergency leaves may be granted up to a maximum of one (1) year. Upon
expiration of an approved emergency leave, the employee shall be reinstated in
the position held at the time leave was granted. The leave period shall not be
credited to employee seniority or credited toward time served with the City.
Failure on the part of the employee on leave to report promptly at the leave's
expiration shall be cause for discharge. During the leave period the City will not
pay employee benefits; however, the employee may elect to maintain City
medical insurance coverage for employee and dependents at employee's sole
expense if such coverage of all individuals is in effect sixty (60) days prior to
leave application to the City Manager.
14.3 JUry Dutv
Employees shall be granted leave, with full pay and no loss in benefits, when
called for jury duty, if the employee remits jury fees received for such jury duty.
The employee may retain all travel payor subsistence pay granted by the court
because of the employee's participation in jury duty. The employee shall be
responsible for notifying hislher supervisor as soon as possible upon receiving
notice to appear for jury duty, make every reasonable effort to keep his/her
supervisor advised as to the anticipated length of service, and return to work
immediately following the end of jury duty service.
SEIU MOU 25
- --
ARTICLE 14. LEAVES OF ABSENCE (continued)
14.4 Military Leave
Every employee of the City shall be granted military leaves of absence and other
benefits as provided in Division II, Part I, Chapter VII of the Military and Veteran's
Code of the state of California.
ARTICLE 15. UNIFORM ALLOWANCE
The City agrees to furnish five (5) shirts and five (5) pairs of pants per week for
employees in the following classifications:
Public Works Inspector Maintenance Worker I, II, III
Public Works and Parks Supervisor Fleet Maintenance Coordinator
Public Works and Parks Leadperson Building Maintenance Person
Sports Facilities Maintenance Worker
Employees hired to fill newly-created classifications will also receive uniforms under this
section if the wearing of a uniform is required. Uniforms for the above-listed field
personnel are to be worn during work and may be worn to and from work.
15.1 Safety Shoes
During the term of this Agreement, the City shall pay to all unit emPloiii' as
listed in Article 15, and to the classification of Building Inspector, ~ per
year toward the purchase of safety shoes. Employees working less than one (1)
year will receive a prorated safety shoe allowance based upon time worked. The
safety shoes must be worn during all hours where there is a need for such shoes
or as required by the Department Director.
15.2 Safety Glasses
The City will provide safety prescription glasses and lens for those employees
who need them to carry out their tasks. The glasses will comply with OSHA
standards.
SEIU MOU 26
ARTICLE 16. RETIREMENT
16.1 PERS Retirement Contributions
A. The PERS 2% at Age 55 Retirement Plan is
provided for non-sworn personnel, with the City paying back to each non-
safety employee an amount equal to the 7% deduction from the non-
safety employee's paycheck for PERS retirement.
B. . Beginning in FY
2002-2003 the City agrees that the employee portion of the PERS
contribution, made by the City, shall be reported to PERS as income. The
City will be responsible for the increased PERS contribution as a result of
the reporting change.
/! The PERS Publio Safety Offioer 2% @ P-.ge 50 Retirement PlaA is
. ....
pr{)vided for safety peFSonAel. '.\fith the Cit}' paying oaak te eaGA &wern
employee an amount eEtual te the 9% dedyotion from the G\4Jorn
employee's payoheok for PiRS FetiFemEJF1t.
D. The parties agFee te meet and confer on the 2% @ 55 AeA safety
employee plan, upon the Fequest of either party, after SeptemBer, 2000.
The City agrees to pFo\.~ide the Union ':Jith ourrent actuarial data at that
tiffie.:.
16.2 Retirement Defined
Retirement is defined as the termination of employment at an age when the
employee would qualify for an allowance under the Public Employees Retirement
System (PERS) and the City's Personnel Regulations.
SEIU MOU 27
-
ARTICLE 16. RETIREMENT (continued)
ARTICLE 17. PROBATIONARY PERIOD
All appointments, original and promotional, shall be tentative and subject to a
probationary period of twelve (12) months. The Department Director, with consent of
the City Manager, may extend the probationary period for specified cause(s), which
shall be provided in writing to the employee.
The probationary period shall be regarded a$ a part of a continuing testing process and
shall be utilized for closely observing the employee's work, for securing the most
effective adjustment of an employee to his/her newly appointed position, and for
rejecting any probationary employee whose performance does not meet the required
standards of work.
The Department Director, with the consent of the City Manager, may release a newly
hired probationary employee from City employment without cause at any time during the
probationary period.
The Department Director, with the consent of the City Manager, may remove a
transferred or promoted employee from the position to which promoted without cause at
any time during the probationary period; in which event, that employee shall be
reinstated to hislher original position from which originally transferred or promoted.
ARTICLE 18. PROMOTION
Promotion of an employee to a higher range shall result in an increase in salary. The
employee's salary shall be placed in the salary range of the new position which would
result in at least a five percent (5%) increase in salary compared to the employee's
existing salary position. Promotion of the employee may be made. with the consent of
the City Manager without testing or opening the position for consideration of all non-
employees. All current employees shall be given consideration for a position opening
that will be filled by promotion. An employee promoted to a new position shall serve a
twelve (12) month probationary period in that position. In the event the promoted party
is removed from the position to which promoted, the employee shall be considered
demoted but shall be returned to the range 'from which promoted. No change in step
shall occur as a result of an employee passing the promoted position probationary
period. A promoted employee shall retain his or her salary anniversary date held prior
to promotion.
SEIU MOU 28
-----~---~.- - ~._-_.,....._.- --
"-"..~,.."- -_.~-"..,-,....~--_..--"----,."---
ARTICLE 19. PROMOTIONAL OPPORTUNITIES
A. Postina
Promotional opportunities for classifications within the representation unit
will be posted for at least ten (10) working days (Monday through Friday)
prior to selection.
B. Selection
The selection procedure for each promotional opening will be determined
and administered by the employing department in consultation with the
requesting department. Selection procedure and job description
information will be attached or incorporated into the job-posting notice at
the time of posting. Efforts will be made to standardize tests and
procedures where standardization is feasible and appropriate. Any tests
used shall be reasonably predictive of success in the classification; and
tests may not be biased with respect to race, sex, religion, creed, political
affiliation, color, national origin, ancestry, or age. Selection procedures
may include any or all of the following. phases:
1. Application: Both inside and outside candidates will make
applications on forms specified by the employing
department. Applications must be submitted to the
employing department.
2. Screening: Applications will be screened by the employing
department to ascertain whether candidates meet minimum
requirements as outlined in the job description. Applicants
screened out at this level will receive a written response
explaining such action.
3. Performance Testing: Performance tests, such as typing,
machinery or vehicle operation, skills, demonstration,
physical agility, etc., will be qualifying. Passlfail points will
be announced in advance for qualifying tests.
4. Written Tests: Written achievement or aptitude tests will be
qualifying. Passlfail points will be announced in advance for
qualifying tests.
5. Interviews/Appraisals: Interviaws may be conducted
individually or by interview boards and will be qualifying.
Interview boards shall be composed of qualified and
unbiased people. If individual interviews or an interview
board is used, a majority of the individuals or board
members must. recommend a candidate in order for the
candidate to qualify for appointment.
SEIU MOU 29
~--_.,,"--- --
--- ...--.----..-,--- ,...,-
ARTICLE 19. PROMOTIONAL OPPORTUNITIES (continued)
C. Recommended Candidates
Candidates who successfully complete all phases of the selection
procedure will be recommended to the Department Director and/or City
Manager. .
D. Appointment
The Department Director and/or City Manager will make appointments
from among those recommended candidates who are most qualified as
determined by objective review of selection procedure results and
background materials.
ARTICLE 21. TRANSFERS
Transfer of an employee to a position within the employee's current range shall not
affect the employee's salary rate. Transfer of an employee to a position within a higher
range shall be considered a promotion. Transfer of an employee to a lower range shall
be considered a demotion.
ARTICLE 22. DEMOTION
Transfer of an employee to a lower class shall result in reduction of salary. The
employee's salary shall be placed in the identical step in the lower class that the
employee enjoyed in the class from which demotion was made.
Demotion can be made for cause, except for demotions from probationary positions.
Cause shall be provided to the employee in writing by the Department Director prior to
any action taking place. Demotion for disciplinary reasons may be appealed through
the grievance procedure by the demoted employee. Demotion for other reasons is not
appealable.
SEIU MOU 30
--.-.-------......- _..____.M.. -~
ARTICLE 23. LAYOFFS AND DISPLACEMENT
Lavoffs:
Whenever, in the judgment of the City, it becomes necessary to make a reduction in
force, whenever possible, said reduction shall be accomplished through attrition.
Layoffs shall be made by classification and may be department-wide or by division,
program, or function.
Workers subject to a reduction in force shall be given at least forty-five (45) working
days' notice prior to the effective date of the layoff. The notice shall contain the
information required in Section X. "Layoff Procedure" of the Personnel Regulations.
The Union shall receive concurrent notice and shall be granted an opportunity to meet
and consult with the City to discuss proposed alternatives to a reduction in force.
Permanent full-time employees and permanent part-time employees shall be
considered separately when the order of layoff reaches C. and D. below. Nothing
herein is intended to require a preference for or against either full-time or part-time
permanent employees in the order of layoff.
When one or more workers performing in the same class in a City department is to face
a reduction in force, that worker's most recent annual evaluation and seniority shall be
used to determine the order of layoff pursuant to the following procedures:
The order of layoff shall be as follows:
A. Temporary workers in inverse order of seniority (least first);
B. Probationary employees in inverse order of seniority;
C. Permanent employees whose most recent annual evaluations were below
satisfactory in inverse order of seniority; and
D. Permanent employees in inverse order of seniority.
"Seniority" for the purposes of this Article shall be defined as the length of service as a
permanent full-time employee with the City. When determining seniority for permanent
full-time positions within a classification subject to layoff, only permanent full-time
service shall be considered.
Displacement:
Permanent full-time employees subject to layoff shall have the right to displace an
employee in the same classification in any Department of the City or in a different class
within the City with the same or lower salary range provided, however, that:
1. The employee subject to layoff has greater seniority than the employee
being displaced and was rated at a minimum of competent/satisfactory in
his/her latest evaluation.
SEIU MOU 31
-"'-~ -"---~ --'-
-"'-"'"~---~-'--'---
ARTICLE 23. LAYOFFS AND DISPLACEMENT (continued)
2. If the displacement is to a different class, it must be a class in the same
occupational series as determined by the City with the concurrence of the
Union or, to a class previously held by the employee as a permanent full-
time employee ofthe City.
If a position in the laid-off employee's classificatio,n, or a similar position in a
classification for which the City determines the former employee is suited, becomes
available within twenty-four (24) months of layoff, said former employee shall be
recalled and offered the position in the inverse order of layoff. If a job in a lower paid
classification becomes available within twenty-four (24) months, the City shall review
the previously laid-off employees' qualifications. If such laid-off former employees are
qualified in the judgment of the City, he/she may fill the slot(s) until hislher former
position becomes available, if ever.
ARTICLE 24. PERSONNEL RECORDS
An employee or hislher designee may inspect his/her personnel file and obtain copies of
any and all items in that file at employee expense. An employee may have placed in
his/her personnel file any signed and dated statement of clarification or disagreement to
any item or article contained within her/her personnel file.
Personnel files include those files maintained by the immediate supervisor or other
administrators/supervisors involved in employee evaluations, as well as the central
personnel file.
A supervisor's personal notes shall not be considered a part of the personnel file.
ARTICLE 25. RESIGNATION
An employee wishing to leave his/her employment with the City in good standing shall
file with hislher supervisor a written resignation stating the effective date of hislher
resignation and the reasons for leaving.
The resigning individual shall file such written resignation at least two (2) weeks in
advance of the effective termination date and participate in an exit interview conducted
by the City prior to issuance of the final paycheck.
ARTICLE 26. OUTSIDE EMPLOYMENT
No full-time employee shall engage in outside employment or an enterprise that his/her
Department Director and/or the City Manager may find unsuitable and in conflict with
their municipal duties or responsibilities or that lessens their effectiveness as a City
employee.
SEIU MOU 32
- -----,-,-,"
-,.....,...,.,.."~"."""--_..._"'_._.__.,...- -
ARTICLE 27. POSITION VACANCIES
Should the City determine that a vacancy will not be filled, such determination shall be
made within 120 working days of the date .upon which the worker vacated the position.
Upon said determination the City will notify the workers in the affected department and
the Union.
ARTICLE 28. POSITION CLASSIFICATION
Classification Changes: During the course of this M.O.U., the City shall notify the
employee concerned in case of contemplated change in job content as contained in the
classification descriptions that were in effect at the beginning of the agreement.
Working Out of Classification: The term "working out of classification" is defined as a
Management-authorized, full-time assignment to a budgeted position on a temporary
basis, wherein all significant duties are performed by an individual holding a
classification within a lower compensation range. Pay for working out of classification
shall be as follows:
A. Employees appointed to unfilled positions on an "out of classification"
basis will receive acting pay within the range of the higher classification
beginning the first day of the assignment
B. Employees appointed to a position for vacation, sick leave, or other leave
of absence coverage will receive acting pay within the range of the higher
classification after five (5) consecutive work days of assignment in the
acting position.
Such acting pay shall be a minimum of five percent (5%) over the
employee's current salary.
"Out of classification" provisions do not apply to work assignments
performed in connection with specific predetermined apprenticeship or
training programs or declared conditions of emergency and/or disaster.
ARTICLE 29. PROFESSIONAL DEVELOPMENT
A. For that training or certification which is required by job specifications,
legal mandates. and/or which is required by the City, the City will provide
for such training and/or certification, including providing City time to attend
the training and to pay for costs associated with the training.
1. This section does not apply to training courses and/or certifications
required for advancement/promotion to a new position.
SEIU MOU 33
-
,
ARTICLE 29. PROFESSIONAL DEVELOPMENT (continued)
B. For that training or certification which is encouraged by the City in support
of identified programs, the City will provide for such training and/or
certification, including providing City time to attend the training and to pay
for costs associated with attending the training, provided that the program
for which the training and/or certification is related remains in operation
and that funds for such training are included in the current City Budget.
C. The City will maintain training certificates, special licenses, and other
related documentation related to an employee's professional development
in the employee's City personnel file. In addition, an employee may
submit for inclusion into his/her City personnel file documentation for
completion of training related to the employee's duties and responsibilities,
special licenses, or for collegiate courses and/or degrees earned which
the employee completed outside of the workplace. The policy/procedure
for requesting and attending training shall be as provided in Section C-
009, Travel Policy, of the City's Administrative Policy and Procedure
Manual.
ARTICLE 30. UNIT ASSIGNMENTS
Any new permanent full-time job classification which does not fall under the City's
management criteria or who is represented by the Arroyo Grande Police Officers'
Association shall be represented by the S.E.I.U.
ARTICLE 31. MAINTENANCE OF BENEFITS AND TERMS AND CONDITIONS
All benefits, terms and conditions of employment enjoyed by unit employees as of July
1, .., and any side letter agreements reached after that date, shall remain in full
force and effect unless modified by a subsequent Memorandum of Understanding or by
mutual agreement, in writing, of the parties.
ARTICLE 32. M.O.U.IMPLEMENTATION
Both parties agree that the terms of this Memorandum of Understanding supersede
provisions of all other practices, Memorandum of Understanding, resolutions, and rules
of the City that conflict with provisions of this Agreement.
ARTICLE 33. OBLIGATION TO MEET AND WAIVER CLAUSE
Except as .otherwise expressly provided in this Agreement or, where the parties
mutually agree to meet and confer on a matter, the City and the Union expressly waive
and relinquish the right, and each agrees that the other shall not be obligated to meet
and confer with respect to any subject or matter, including mandatory subjects of
negotiation, whether or not referred to in this Agreement.
SEIU MOU 34
ARTICLE 35. SAVINGS CLAUSE
Should any provision of this Agreement be held inoperative, void, or invalid by a Court
of competent jurisdiction, the remaining provisions of this Agreement shall not be
affected thereby, and the parties shall meet and confer for the sole purpose of arriving
at a mutually satisfactory replacement of such provision.
REPRESENTATIVES OF REPRESENTATIVES OF
CITY OF ARROYO GRANDE ARROYO GRANDE CHAPTER
SEIU - LOCAL 620
DATE: DATE:
STEVEN ADAMS BRUCE CORSAW
CITY MANAGER SEIU CHIEF NEGOTIATOR
RICK TerBORCH ROBERTO CRUZ
CITY NEGOTIATOR SEIU NEGOTIATOR
KAREN SISKO THOMAS KORMAN
CITY NEGOTIATOR SEIU NEGOTIATOR
PETER McCLURE
SEIU NEGOTIATOR
SEIU MOU 35
CITY OF ARROYO GRANDE
SCHEDULE OF SALARY RANGES-SEIU
07/01/03 3.25% 3.25% 3.25% 3.25% 3.25%
RANGE A B C D E
11 1945 2041 2144 2251 2364
New 2008 2107 2214 2324 2441
12 1992 2091 2197 2307 2422
New 2057 2159 2268 2382 2501
13 2042 2145 2252 2365 2482
New 2108 2215 2325 2442 2563 Office Assistant I
14 2092 2198 2308 2423 2544
New 2161 2270 2383 2502 2627
15 2147 2254 2367 2484 2608 Account Clerk I
New 2217 2327 2444 2565 2692 Facility Coordinator
16 2199 2309 2425 2546 2674
New 2271 2384 2504 2629 2761 Maintenance Worker I
17 2255 2368 2485 2609 2741
New 2328 2445 2566 2694 2830 Office Assistant II
18 2310 2426 2548 2675 2809
New 2385 2505 2630 2762 2901 Maintenance Worker II
19 2369 2486 2610 2742 2879 Account Clerk II
New 2446 2567 2695 2831 2973 Child Care Coordinator
20 2427 2549 2677 2810 2950
New 2506 2631 2764 2902 3046
21 2487 2612 2744 2881 3026
New 2568 2697 2833 2975 3124 Admin. Secretary
22 2551 2679 2813 2953 3101 Maint. Worker III
New 2634 2767 2904 3049 3202 Sports Facilities Coord.
Bldg. Permit Tech.
23 2614 2746 2883 3028 3178
New 2699 2835 2977 3126 3281 Senior Accounting Clerk
-~-- -~- -------------------. _._----.----
CITY OF ARROYO GRANDE
SCHEDULE OF SALARY RANGES-SEIU
07/01/03 3.25% 3.25% 3.25% 3.25% 3.25%
RANGE A B C D E
24 2682 2815 2956 3103 3258 Water Services Worker
New 2769 2906 3052 3204 3364
25 2747 2884 3029 3182 3339
New 2836 2978 3127 3285 3448
26 2816 2957 3104 3259 3423 Engineering Tech.
New 2907 3053 3205 3365 3534 PW & Parks Lead Person
27 2886 3031 3184 3341 3508
New 2980 3130 3288 3450 3622 Code Enforcement Officer
28 2959 3106 3261 3425 3596
New 3055 3207 3367 3536 3713
29 3033 3186 3344 3510 3686 Engineering Asst.
New 3132 3290 3452 3624 3805 Public Works Inspector
30 3108 3263 3427 3598 3777
New 3209 3369 3538 3715 3900 Fleet Maint. Coordinator
31 3187 3345 3512 3689 3872
New 3291 3453 3627 3809 3998
32 3265 3429 3600 3781 3971
New 3372 3541 3717 3904 4100 Building Inspector
33 3347 3515 3691 3876 4069 Accounting Supervisor
New 3455 3629 3811 4002 4201
34 3431 3602 3783 3973 4170 Recreation Supervisor
New 3543 3719 3906 4102 4306
35 3517 3693 3878 4071 4275 Assistant Engineer
New 3631 3813 4004 4203 4414 PW & Parks Supervisor
36 3604 3785 3975 4173 4381
New 3721 3908 4104 4309 4524
CITY OF ARROYO GRANDE
SCHEDULE OF SALARY RANGES-SEIU
07/01/03 3.25% 3.25% 3.25% 3.25% 3.25%
RANGE A B C D E
37 3695 3880 4073 4278 4491
New 3815 4006 4205 4417 4637
38 3788 3977 4175 4383 4603
New 3911 4106 4311 4526 4753
39 3882 4075 4280 4493 4719
New 4008 4208 4419 4639 4873 Associate Engineer
40 3978 4178 4386 4605 4837
New 4107 4313 4528 4755 4995
41 4077 4282 4495 .4721 4958
New 4210 4421 4641 4875 5119
42 4180 4389 460a 4840 5080
New 4316 4531 4758 4997 5245
43 4285 4500 4724 4961 5208
New 4425 4646 4878 5122 5377
44 4392 4613 4843 5083 5339
New 4535 4762 5000 5249 5512
45 4504 4729 4965 5212 5472
New 4650 4882 5127 5382 5650 Senior Engineer
46 4617 4847 5089 5343 5611
New 4767 5004 5254 5517 5794
47 4731 4967 5218 5477 5751
New 4885 5129 5387 5655 5938
48 4851 5093 5348 5616 5895
New 5009 5258 5522 5798 6087
49 4970 5221 5480 5754 6042
New 5132 5390 5659 5941 6238
"'"---------
CITY OF ARROYO GRANDE
SCHEDULE OF SALARY RANGES-SEIU
07/01/03 3.25% 3.25% 3.25% 3.25% 3.25%
RANGE A B C D E
50 5096 5351 5619 5898 6193
New 5262 5524 5801 6090 6394
Y22 MW III 3144
New 3246
Y27 PaulM. 3549
New 3665
Y34 Doug P. 4211
New 4348
_..___...____.._u____ .
----
CITY OF ARROYO GRANDE
SCHEDULE OF SALARY RANGES-SEIU
01/01/04 3.25% 3.25% 3.25% 3.25% 3.25%
RANGE A B C D E
11 1945 2041 2144 2251 2364
New 2008 2107 2214 2324 2441
12 1992 2091 2197 2307 2422
New 2057 2159 2268 2382 2501
13 2042 2145 2252 2365 2482
New 2108 2215 2325 2442 2563 Office Assistant I
14 2092 2198 2308 2423 2544
New 2161 2270 2383 2502 2627
15 2147 2254 2367 2484 2608 Account Clerk I
New 2217 2327 2444 2565 2692 Facility Coordinator
16 2199 2309 2425 2546 2674
New 2271 2384 2504 2629 2761 Maintenance Worker I
17 2255 2368 2485 2609 2741
New 2328 2445 2566 2694 2830 Office Assistant II
18 2310 2426 2548 2675 2809
New 2385 2505 2630 2762 2901
19 2369 2486 2610 2742 2879 Account Clerk II
New 2446 2567 2695 2831 2973 Child Care Coordinator
Maintenance Worker II
20 2427 2549 2677 2810 2950
New 2506 2631 2764 2902 3046
21 2487 2612 2744 2881 3026
New 2568 2697 2833 2975 3124
22 2551 2679 2813 2953 3101 Sports Facilities Coord.
New 2634 2767 2904 3049 3202 Bldg. Permit Tech.
23 2614 2746 2883 3028 3178 Admin. Secretary
New 2699 2835 2977 3126 3281 Senior Accounting Clerk
____, ~___.___u
--------~-
CITY OF ARROYO GRANDE
SCHEDULE OF SALARY RANGES-SEIU
01/01/04 3.25% 3.25% 3.25% 3.25% 3.25%
RANGE A B C D E
24 2682 2815 2956 3103 3258 Maint. Worker III
New 2769. 2906 3052 3204 3364
25 2747 2884 3029 3182 3339
New 2836 2978 3127 3285 3448
26 2816 2957 3104 3259 3423 Water Services Worker
New 2907 3053 3205 3365 3534 Engineering Tech.
27 2886 3031 3184 3341 3508
New 2980 3130 3288 3450 3622
28 2959 3106 3261 3425 3596 PW & Parks lead Person
New 3055 3207 3367 3536 3713 -Code Enforcement Officer
29 3033 3186 3344 3510 3686 Engineering Asst.
New 3132 3290 3452 3624 3805
30 3108 3263 3427 3598 3777
New 3209 3369 3538 3715 3900 Fleet Maint. Coordinator
31 3187 3345 3512 3689 3872 Public Works Inspector
New 3291 3453 3627 3809 3998
32 3265 3429 3600 3781 3971
New 3372 3541 3717 3904 4100 Building Inspector
33 3347 3515 3691 3876 4069
New 3455 3629 3811 4002 4201
34 3431 3602 3783 3973 4170 Recreation Supervisor
New 3543 3719 3906 4102 4306 Accounting Supervisor
35 3517 3693 3878 4071 4275
New 3631 3813 4004 4203 4414 PW & Parks Supervisor
36 3604 3785 3975 4173 4381 Assistant Engineer
New 3721 3908 4104 4309 4524
---------------.-
--_.._-----~
CITY OF ARROYO GRANDE
SCHEDULE OF SALARY RANGES-SEIU
01/01/04 3.25% 3.25% 3.25% 3.25% 3.25%
RANGE A B C D E
37 3695 3880 4073 4278 4491
New 3815 4006 4205 4417 4637
38 3788 3977 4175 4383 4603
New 3911 4106 4311 4526 4753
39 3882 4075 4280 4493 4719
New 4008 4208 4419 4639 4873
40 3978 4178 4386 4605 4837
New 4107 4313 4528 4755 4995
41 4077 4282 4495 4721 4958 Associate Engineer
New 4210 4421 4641 4875 5119
42 4180 4389 4608 4840 5080
New 4316 4531 4758 4997 5245
43 4285 4500 4724 4961 5208
New 4425 4646 4878 5122 5377
44 4392 4613 4843 5083 5339
New 4535 4762 5000 5249 5512
45 4504 4729 4965 5212 5472
New 4650 4882 5127 5382 5650
46 4617 4847 5089 5343 5611 Senior Engineer
New 4767 5004 5254 5517 5794
47 4731 4967 5218 5477 5751
New 4885 5129 5387 5655 5938
48 4851 5093 5348 5616 5895
New 5009 5258 5522 5798 6087
49 4970 5221 5480 5754 6042
New 5132 5390 5659 5941 6238
-~._.....,._-----~"._---
CITY OF ARROYO GRANDE
SCHEDULE OF SALARY RANGES-SEIU
01/01/04 3.25% 3.25% 3.25% 3.25% 3.25%
RANGE A B C D E
50 5096 5351 5619 5898 6193
New 5262 5524 5801 6090 6394
Y24 MW III 3246
New 3409
Y28 PaulM. 3665
New 3848
Y34 Doug P. 4211
New 4348
----------
CITY OF ARROYO GRANDE
SCHEDULE OF SALARY RANGES-SEIU
07/01/04 3.20% 3.20% 3.20% 3.20% 3.20%
RANGE A B C D E
11 2008 2107 2214 2324 2441
New 2072 2175 2285 2398 2519
12 2057 2159 2268 2382 2501
New 2123 2229 2341 2458 2581
13 2108 2215 2325 2442 2563
New 2176 2286 2400 2520 2645 Office Assistant I
14 2161 2270 2383 2502 2627
New 2230 2342 2459 2582 2711
15 2217 2327 2444 2565 2692 Account Clerk I
New 2288 2402 2522 2647 2779 Facility Coordinator
16 2271 2384 2504 2629 2761
New 2343 2460 2584 2713 2849 Maintenance Worker I
17 2328 2445 2566 2694 2830
New 2403 2523 2648 2780 2920 Office Assistant"
18 2385 2505 2630 2762 2901
New 2461 2585 2714 2851 2993
19 2446 2567 2695 2831 2973 Account Clerk "
New 2524 2649 2781 2921 3068 Child Care Coordinator
Maintenance Worker II
20 2506 2631 2764 2902 3046
New 2586 2716 2853 2995 3143
21 2568 2697 2833 2975 3124
New 2650 2783 2924 3070 3224
22 2634 2767 2904 3049 3202 Sports Facilities Coord.
New 2718 2855 2997 3146 3304 Bldg. Permit Tech.
23 2699 2835 2977 3126 3281 Admin. Secretary
New 2785 2926 3072 3226 3386 Senior Accounting Clerk
CITY OF ARROYO GRANDE
SCHEDULE OF SALARY RANGES-SEIU
07/01/04 3.20% 3.20% 3.20% 3.20% 3.20%
RANGE A B C D E
24 2769 2906 3052 3204 3364
New 2857 2999 3150 3306 3472 Maint. Worker III
25 2836 2978 3127 3285 3448
New 2927 3073 3227 3391 3558
26 2907 3053 3205 3365 3534 Water Services Worker
New 3000 3151 3307 3473 3647 Engineering Tech.
27 2980 3130 3288 3450 3622
New 3076 3230 3393 3560 3738
28 3055 3207 3367 3536 3713 PW & Parks Lead Person
New 3153 3310 3475 3649 3832 Code Enforcement Officer
29 3132 3290 3452 3624 3805 Engineering Asst.
New 3232 3395 3563 3740 3927
30 3209 3369 3538 3715 3900
New 3312 3477 3652 3834 4025 Fleet Maint. Coordinator
31 3291 3453 3627 3809 3998
New 3396 3564 3743 3931 4126 Public Works Inspector
32 3372 3541 3717 3904 4100
New 3479 3654 3836 4028 4231 Building Inspector
33 3455 3629 3811 4002 4201
New 3566 3745 3933 4130 4336
34 3543 3719 3906 4102 4306 Recreation Supervisor
New 3656 3838 4031 4233 4444 Accounting Supervisor
35 3631 3813 4004 4203 4414
New 3747 3935 4132 4338 4555 PW & Parks Supervisor
36 3721 3908 4104 4309 4524
New 3841 4033 4235 4447 4669 Assistant Engineer
-~~---_.._".._---- _.__._-~"~----, "
CITY OF ARROYO GRANDE
SCHEDULE OF SALARY RANGES-SEIU
07/01/04 3.20% 3.20% 3.20% 3.20% 3.20%
RANGE A B C D E
37 3815 4006 4205 4417 4637
New 3937 4134 4340 4558 4786
38 3911 4106 4311 4526 4753
New 4036 4238 4449 4671 4905
39 4008 4208 4419 4639 4873
New 4136 4342 4561 4788 5028
40 4107 4313 4528 4755 4995
New 4239 4451 4673 4907 5154
41 4210 4421 4641 4875 5119 Associate Engineer
New 4345 4563 4790 5031 5283
42 4316 4531 4758 4997 5245
New 4454 4676 4910 5157 5413
43 4425 4646 4878 5122 5377
New 4566 4795 5034 5286 5549
44 4535 4762 5000 5249 5512
New 4680 4915 5160 5417 5689
45 4650 4882 5127 5382 5650
New 4799 5039 5291 5554 5831
46 4767 5004 5254 5517 5794
New 4919 5165 5422 5693 5979 Senior Engineer
47 4885 5129 5387 5655 5938
New 5041 5293 5559 5836 6128
48 5009 5258 5522 5798 6087
New 5169 5427 5699 5984 6282
49 5132 5390 5659 5941 6238
New 5296 5563 5840 6131 6438
-'~----'---'------'....~- - __ _n_____ .__,____-...__~____
- -"'-'-~._---'--
CITY OF ARROYO GRANDE
SCHEDULE OF SALARY RANGES-SEIU
07/01/04 3.20% 3.20% 3.20% 3.20% 3.20%
RANGE A B C D E
50 5262 5524 5801 6090 6394
New 5430 5701 5987 6285 6599
Y24 MW III 3409
New 3518
Y28 PaulM. 3848
New 3971
Y34 Doug P. 4348
New 4487
-.--..-----.-,.-..-"-----
------.-----.-'.-----..---
CITY OF ARROYO GRANDE
SCHEDULE OF SALARY RANGES-SEIU
04/01/05 3.20% 3.20% 3.20% 3.20% 3.20%
RANGE A B C D E
11 2008 2107 2214 2324 2441
New 2072 2175 2285 2398 2519
12 2057 2159 2268 2382 2501
New 2123 2229 2341 2458 2581
13 2108 2215 2325 2442 2563
New 2176 2286 2400 2520 2645 Office Assistant I
14 2161 2270 2383 2502 2627
New 2230 2342 2459 2582 2711
15 2217 2327 2444 2565 2692 Account Clerk I
New 2288 2402 2522 2647 2779 Facility Coordinator
16 2271 2384 2504 2629 2761
New 2343 2460 2584 2713 2849 Maintenance Worker I
17 2328 2445 2566 2694 2830
New 2403 2523 2648 2780 2920 Office Assistant II
18 2385 2505 2630 2762 2901
New 2461 2585 2714 2851 2993
19 2446 2567 2695 2831 2973 Account Clerk II
New 2524 2649 2781 2921 3068 Child Care Coordinator
Maintenance Worker II
20 2506 2631 2764 2902 3046
New 2586 2716 2853 2995 3143
21 2568 2697 2833 2975 3124
New 2650 2783 2924 3070 3224
22 2634 2767 2904 3049 3202 Sports Facilities Coord.
New 2718 2855 2997 3146 3304 Bldg. Permit Tech.
23 2699 2835 2977 3126 3281
New 2785 2926 3072 3226 3386 Senior Accounting Clerk
--- _._.~-,--~.._-"-,_.-......"'....
CITY OF ARROYO GRANDE
SCHEDULE OF SALARY RANGES-SEIU
04/01/05 3.20% 3.20% 3.20% 3.20% 3.20%
RANGE A B C D E
24 2769 2906 3052 3204 3364
New 2857 2999 3150 3306 3472 Admin. Secretary
25 2836 2978 3127 3285 3448
New 2927 3073 3227 3391 3558 Maint. Worker III
26 2907 3053 3205 3365 3534
New 3000 3151 3307 3473 3647 Engineering Tech.
27 2980 3130 3288 3450 3622
New 3076 3230 3393 3560 3738 Water Services Worker
28 3055 3207 3367 3536 3713
New 3153 3310 3475 3649 3832 Code Enforcement Officer
29 3132 3290 3452 3624 3805 Engineering Asst.
New 3232 3395 3563 3740 3927 PW & Parks Lead Person
30 3209 3369 3538 3715 3900
New 3312 3477 3652 3834 4025 Fleet Maint. Coordinator
31 3291 3453 3627 3809 3998
New 3396 3564 3743 3931 4126
32 3372 3541 3717 3904 4100 Building Inspector
New 3479 3654 3836 4028 4231 Public Works Inspector
33 3455 3629 3811 4002 4201
New 3566 3745 3933 4130 4336
34 3543 3719 3906 4102 4306 Recreation Supervisor
New 3656 3838 4031 4233 4444 Accounting Supervisor
35 3631 3813 4004 4203 4414
New 3747 3935 4132 4338 4555 PW & Parks Supervisor
36 3721 3908 4104 4309 4524
New 3841 4033 4235 4447 4669 Assistant Engineer
-~~_..-
CITY OF ARROYO GRANDE
SCHEDULE OF SALARY RANGES-SEIU
04/01/05 3.20% 3.20% 3.20% 3.20% 3.20%
RANGE A B C D E
37 3815 4006 4205 4417 4637
New 3937 4134 4340 4558 4786
38 3911 4106 4311 4526 4753
New 4036 4238 4449 4671 4905
39 4008 4208 4419 4639 4873
New 4136 4342 4561 4788 5028
40 4107 4313 4528 4755 4995
New 4239 4451 4673 4907 5154
41 4210 4421 4641 4875 5119
New 4345 4563 4790 5031 5283
42 4316 4531 4758 4997 5245
New 4454 4676 4910 5157 5413
43 4425 4646 4878 5122 5377 Associate Engineer
New 4566 4795 5034 5286 5549
44 4535 4762 5000 5249 5512
New 4680 4915 5160 5417 5689
45 4650 4882 5127 5382 5650
New 4799 5039 5291 5554 5831
46 4767 5004 5254 5517 5794
New 4919 5165 5422 5693 5979 Senior Engineer
47 4885 5129 5387 5655 5938
New 5041 5293 5559 5836 6128
48 5009 5258 5522 5798 6087
New 5169 5427 5699 5984 6282
49 5132 5390 5659 5941 6238
New 5296 5563 5840 6131 6438
,.... .~.._..._..'._..~~.._.....'__"__,,"...h..~..._.~~. ;,_.,~~._,,"_..__.,_,,__..__....,-,..-~-' ~--,~ _.~~~_.~_. --,--
.
1
..-.---- '. .~.. ~,
------.---' -., -
'h.,."",._",_,~c-,............_.
CITY OF ARROYO GRANDE
SCHEDULE OF SALARY RANGES-SEIU
04/01/05 3.20% 3.20% 3.20% 3.20% 3.20%
RANGE A B C D E
50 5262 5524 5801 6090 6394
New 5430 5701 5987 6285 6599
Y25 MW III 3518
New 3606
Y29 PaulM. 3971
New 4070
Y34 Doug P. 4348
New 4487
-------
RESOLUTION NO. 3695
OFFICIAL CERTIFICATION
I, KELL Y WETMORE, Director of Administrative Services/Deputy City Clerk of
the City of Arroyo Grande, County of San Luis Obispo, State of California, do
hereby certify under penalty of perjury, that Resolution No. 3695 is a true, full,
and correct copy of said Resolution passed and adopted at a regular meeting of
the City Council of the City of Arroyo Grande on the 8th day of July, 2003.
WITNESS my hand and the Seal of the City of Arroyo Grande affixed this 14th
day of July, 2003.
..-
~~
WE MORE, DIRECTOR OF ADMINISTRATIVE SERVICES/
DEPUTY CITY CLERK