R 3875
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RESOLUTION NO. 3875
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 RESOLUTION NO. 3695 ADOPTED ON JULY 8,
2003 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, 2005.
BE IT FURTHER RESOLVED that this Resolution shall repeal those sections of
Resolution No. 3695 which established salary and benefits for full-time employees
represented by the Service Employees International Union, Local 620.
On motion of Council Member Arnold, seconded by Council Member Dickens, and on
the following roll call vote, to wit:
AYES: Council Members Arnold, Dickens, Guthrie, Costello, and Mayor Ferrara
NOES: None
ABSENT: None
the foregoing Resolution was passed and adopted this 13th day of September, 2005.
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RESOLUTION NO.
PAGE 2
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TONY FE , MAYOR
ATTEST:
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KELLY WETM'ORE, CITY CLERK
APPROVED AS TO CONTENT:
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STEVEN ADAMS;CITY MANAGER
APPROVED TO AS FORM:
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TIM
EXHIBIT "A"
CITY OF
2005/2006 - 2008/2009
(Four Year)
MEMORANDUM OF UNDERSTANDING
BETWEEN
SERVICE EMPLOYEES
INTERNATIONAL UNION
LOCAL 620
Arroyo Grande Chapter
AND
CITY OF ARROYO GRANDE
2005/2006 - 2008/2009
MEMORANDUM OF UNDERSTANDING
SERVICE EMPLOYEES INTERNATIONAL UNION
LOCAL 620
ARROYO GRANDE CHAPTER
TABLE OF CONTENTS
ARTICLE 1 : TERM OF MEMORANDUM ........................................ 1
ARTICLE 2: RECOGNITION .... ...... ,............................................. 1
ARTICLE 3: NONDISCRIMINATION. .............. ........................... ..... 1
ARTICLE 4: UNION RIGHTS ........................................................ 2
4.1 Representation ............ ..... ......... .......... ........... 2
4.2 Bulletin Board ................................................ 2
4.3 Union Stewards .............................................. 3
4.4 Dues Deduction ............................................. 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 /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 / NO LOCKOUT ....................................... 16
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 Bilinguill Pay.................................................. 18
SEIU MOU
I SEIU MOU - TABLE OF CONTENTS
(continued)
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 ..................................................... 21
ARTICLE 12: VACATION 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 .u.:............................................ 25
i 14.2 Emergency Leave ........................................... 25
I
14.3 Jury Duty....................................................... 25
14.4 Military Leave ................................................. 25
ARTICLE 15: UNIFORM ALLOWANCE ........................................... 26
15.1 Safety Shoes .................................................. 26
15.2 Safety Glasses ................................................ 26
ARTICLE 16: RETIREMENT .......................................... ................ 27
16.1 PERS Retirement Contributions ...........;............ 27
16.2 Retirement Defined ..........................................28
16.3 Retiree Medical................................................ 28 .
ARTICLE 17: PROBATIONARY PERIOD ...;.............;...................... 28
ARTICLE 18: PROMOTION .......................................................... 28
ARTICLE 19: PROMOTIONAL OPPORTUNITIES ............................. 29
,
ARTICLE 20: MAINTENANCE WORKER JOB SERIES....................... 30
ARTICLE 21: ENGINEER JOB SERIES............................................. 30
SEIU MOU
SEIU MOU - TABLE OF CONTENTS
(continued)
ARTICLE 22: TRANSFERS ............ ........ ....... .................. ............. 31
ARTICLE 23: DEMOTION ..................... ................ ......... .............. 31
ARTICLE 24: LAYOFFS AND DISPLACEMENT .............................. 31
ARTICLE 25: PERSONNEL RECORDS .......................................... 33
ARTICLE 26: RESIGNATION .................. ....... .......... ..................... 33
ARTICLE 27: OUTSIDE EMPLOYMENT .......................................... 33
ARTICLE 28: POSITION VACANCIES ............................................. 33
ARTICLE 29: POSITION CLASSIFICATION ..................................... 34
ARTICLE 30: PROFESSIONAL DEVELOPMENT .............................. 34
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ARTICLE' 31: UNIT ASSIGNMENTS .................................~.............. 35
ARTICLE 32: MAINTENANCE OF BENEFITS AND TERMS AND
CONDITIONS ...... ...... ..................... ...................... .... 35
ARTICLE 33: M.O.U. IMPLEMENTATION ........................................ 35
ARTICLE 34: OBLIGATION TO MEET AND WAIVER CLAUSE ........... 35
ARTICLE 35: SAVINGS CLAUSE ................................................... 35
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SEIU MOU
2005/2006 - 2008/2009
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
I ADDITIONAL ACTIONS AS MAY BE ,NECESSARY TO IMPLEMENT ITS
PROVISIONS.
ARTICLE 1. TERM OF MEMORANDUM OF UNDERSTANDING
The term of Memorandum of Understanding shall be from July 1, 2005 until June 30,
2009, and thereafter shall continue from year to year. Either party may request
I modification by March 15, 2009, in which event, meeting and conferring shall begin no
I
I later than April 15, 2009.
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.
4.2 Bulletin Board
The City will furnish, for the use of the Union, reasonable bulletin board space at
reasonable locations. Such bulletin board space shall be used only for the
following subjects:
- Union recreational, social, and related news bulletins;
- Scheduled Union meetings;
- Information concerning Union elections or the results thereof; ,
- Reports of official business of Union, including reports of
committees or the Board of Directors; and
- All material shall clearly state that it is prepared and authorized by
the Union.
Union, agrees that notices posted on City bulletin boards shall not contain
anything that may reasonably be construed as maligning the City or, its
representatives.
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 Tepresent 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
J notification and approval of the immediate supervisor or his/her
designee.
D. The City Manager will approve employee and/or Union Steward
taking official City time to investigate and process a grievance,
when and to the extent necessary, and only if it will in no event
adversely affect the operational, security, or safety requirements of
the City.
E. It is understood that the employee and/or Union Steward shall
make every reasonable effort to perform any of the above activities
on off-duty time.
4.4 Dues Deduction
A. The City agrees to deduct dues twice monthly and remit them to the
Union, as approved by the Union Board of Directors and authorized
in writing by the individual employees concerned; on forms
currently accepted by the City for such deductions.
B. For the employees in the unit who authorize Union dues
deductions, the City shall automatically continue such due~
deduction.
C. The City agrees to provide the Union the name and deduction
status of all unit employees each pay period for which deductions
are made. The report shall include employees hired/transferred
into or out of the unit, as well as all those on leaves of absence.
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 c;ertifying that person's membership in such a
religion, body, or sect, signed by an official of the bona-fide religion,
body, or sect.
If an employee fails to authorize one of the above deductions within
the thirty (30) day authorization period, the City shall notify the
employee, in writing, of his/her contractual obligation to authorize
one of the payroll deductions.
If an employee fails to authorize one of the deductions, the Union
may seek enforcement through the courts.
E. Service Fee as Condition of Emplovment. After July 1, 1995,' all
employees hired into the units who fail to authorize a Union dues
deduction or service fee dedudion 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.
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SEIU MOU .4
ARTICLE 4. UNION RIGHTS (continued)
4.4 Dues Deduction (continued)
F. Financial Docu mentation. 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 Challenqe. 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,
lOut 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/Severabilitv. In the event the Service Fee provision of
the Article is declared by a court of competent jurisdiction to be
illegal or unenforceable, the parties agree to reopen this Article of
the Agreement for the purposes of implementing modified agency
shop provisions.
4.5 Use ofCitv 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.
4.6 Contractinq 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.
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SEIU MOU 5
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 maybe
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 his/her immediate supervisor. Within seven (7)
working days the immediate supervisor shall give his/her decision
or response. The grievant may request this decision or response in
writing.
Step 2:
A. If the grievance is not informally resolved to the satisfaction
of the grievant in Step 1 a formal grievance may be initiated.
A formal grievance must be initiated. A formal grievance
must be initiated no later than:
,
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" 1. Thirty (30) working days after the event . of
I
circumstances occasioning the grievance; or
:
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2. Within seven (7) working calendar days of the Step 1
Ii 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
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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
I' 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 with;n 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
I seven (7) working days to the grievant. If the designated
: representative determines it is desirable, he/she shall hold a
conference(s) or otherwise investigate the matter.
Step 4:
A. If a designated representative was used in Step 3 above or
none was designated and the grievant is not satisfied with
the decision rendered pursuant to Step 2 or 3 as applicable,
he/she may appeal the decision within seven (7) working
days to the City Manager. The employee may be
represented by a representative of his/her choice.
SEIU MOU II
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.
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) ~orking days after completion of the
, hearing, the arbitrator shall render the decision in writing and
I
, shall set forth his/her findings of fact, reasoning, and
I conclusions on the issues submitted.
I
,
I The arbitrator shall be without power or authority to make
I 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
i 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
I
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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 th is
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
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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 (S) 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 te'n (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 thedate, time, and place
of hearing. The City Manager will also select a Hearing Officer from either
the State Mediation and Conciliation Service (SMCS) or another individual
selected from a list provided by the SMCS, provided that the person
selected to be the Hearing Officer has experience adjudicating Disciplinary
Hearings.
Section E: Hearing: No Change to City Personnel Regulations Manual.
Section F: Findings of the Hearing Officer: ,No Change to City Pers')nnel
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.
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SEIU MOU 12
ARTICLE 7, WAGES I INCREASES
A. The S.E.I.U. represents the following employee classifications:
JULY 1, 2005 JANUARY 1, 2006
CLERICAL AND FISCAL SALARY RANGE SALARY RANGE
Administrative Secretary 24 25
Senior Accounting Clerk 23 24
Accounting Clerk II 19 21
Office Assistant II 17 18
Accounting Clerk I 15 15
Office Assistant I 13 14
PUBLIC WORKS, PARKS & RECREATION. COMMUNITY DEVELOPMENT,
AND BUILDING
Senior Engineer 46 46
Associate Engineer 43 43
Assistant Engineer 36 36
Public Works/Parks Supervisor 35 36
Recreation Supervisor 34 34
Public Works Inspector 32 34
Building Inspector 32 33
I Fleet Maintenance Coordinator 30 30
Public Works/Parks Leadperson 29 30
Engineering Assistant 29 29
Water Services Worker 27 27
Engineering Technician 26 26
Public Works/Parks Maint. Worker III 25 25
Sports Facilities Coordinator 25 25
Building Permit Technician 22 24
Child Care Coordinator 19 20
Public Works/Parks Maint. Worker II 19 20
Public Works/Parks Maint. Worker I 16 16
Facility Coordinator 15 15
B. FISCAL YEAR 2005-2006
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 period of July 1, 2005 through June 30, 2006.
This Agreement represents a 3.5% "Cost of Living Adjustment" for all represented
classifications, effective July 1, 2005.
C. FISCAL YEAR 2006-2007 (YEAR 2)
Exhibit "B" shall be adjusted to represent a 3.5% "Cost of Living Adjustment" for
all represented classifications, effective July 1, 2006 as represented in Exhibit
"C".
SEIU MOU 13
ARTICLE 7. WAGES /INCREASES (continued)
D. FISCAL YEAR 2007-2008 (YEAR 3)
Exhibit "C" shall be adjusted to represent a 2.0% "Cost of Living Adjustment", for
all represented classifications, effective July 1,2007 as represented in Exhibit "D".
E. FISCAL YEAR 2007-2008 (YEAR 3)
Exhibit "D" shall be adjusted to represent a 2.0% "Cost of Living Adjustment", for
all represented classifications, effective January 1, 2008 as represented in Exhibit
"E".
F. FISCAL YEAR 2007-2008 (YEAR 4)
Exhibit "E" shall be adjusted to represent a 4.0% "Cost of Living Adjustment", for
all represented classifications, effective July 1 , 2008 as represented in Exhibit "F".
G. EQUITY INCREASES
Equity increases shall take place on January 1 , 2006 for the positions listed in
Section "A" of this article that indicate an increase in salary range. Affected
employees will move into their respective step in the new range as represented in
Exhibit "B".
7.1 Advancement in Salarv
The salary range as set forth for each classification is divided into five (S) steps
that shall be interpreted and applied as outlined in this Article. Salary step
increases as provided herein are not automatic but based on performance and
merit. Employees shall be placed on the step and qualify for increase in
compensation for advancement to the next higher step of the pay ranges in the
manner following:
A. The first step is the minimum rate and normally shall be the hiring
rate.
B. The second step is granted to employees who are eligible for this
adjustment, after completion of the probationary period. The
adjustment shall be made only if granted by the Department
Director and subject to the approval of the City Manager or his/her
designee.
C. The third step shall be granted to an employee who has proven
fully qualified in a given classification for one (1) full additional year
from granting of previous step increase only if granted' by the
Department Director and subject to the approval of the City
Manager or his/her designee.
---~
SEIU MOU 14 i
ARTICLE 7. WAGES /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 his/her 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 desin~d by
employees.
7.3 Educational Pav
A. The Educational Pay Program is intended to promote the
improvement of employee efficiency and the advancement of
employees to positions of higher skills.
B. Employees may qualify for advancement of one salary range above
their position classified range upon receipt of an Associated Arts
Degree, in a field relative to their job classification, from an
accredited junior college, or upon earning. a special license' or
certificate, deemed to be equivalent to an M 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 (includin9 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 M degree.
SEIU MOU 15
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 Yz) 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 / 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
U Flex-Time Schedules
Employees for whom necessity requires a different schedule than that generally
applied shall work according to regulations prepa red 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 / Mileaqe 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
establ,ished 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 Y:z) 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 em'ployees 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 Y:z) 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 Y:z) hours for each hour of overtime worked.
Compensatory time off shall be taken at the option of the employee, with the
consent of the supervisor. The limit for accrued compensatory time off is 150
hours per employee. Upon separation from employment, an employee is entitled
to receive cash compensation for any unused compensatory time.
SEIU MOU. 17
ARTICLE 9. SPECIAL PAY PRACTICES (continued)
9.5 Standbv Pav
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 regularly scheduled work day or the
beginning of another employee's standby time. When an employee is called in
and is being paid at his/her normal rate of pay (including overtime), standby pay
will not apply.
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.
9.7 Alternate Work Schedules
The City and the Union agree that under some circumstances alternate work
schedules may be beneficial to both employees and the City. Accordingly,
employees may request to work an alternative work schedule. Such requests
shall be subject to approval by the Department Director and the City Manager.
City management reserves the right to remove employees from alternative work
schedules.
9.8 BilinQual Pav
A. An employee fluent in Spanish or other language, the use of which
has been determined by the City Manager to be of benefit to the
City, shall be paid $50.00 per month. Fluency shall be certified by a
test administered through the City Manager's Office. A certified
employee shall request bilingual pay on a form approved by the City
Manager. No more than six employees fluent in one of the identified
languages shall be eligible for bilingual pay at anyone time. ,m_
SEIU MOU 18
ARTICLE 9. SPECIAL PAY PRACTICES (continued)
9.8 BilinQual Pay (continued)
B. The City Manager shall determine which employees, what mix of
languages, and which job functions may be eligible for bilingual pay
based upon accessibility of the employee to the public,
representation in departments, or other factors that could affect the
use of theses skills for public benefit. Nothing in this section shall
preclude the use by an employee of foreign language skills in the
work place for the public benefit even if the employee is not
receiving bilingual pay.
ARTICLE 10. INSURANCE
10.1 Medical Insurance Benefits
A. The base medical plan shall be defined as the Health Maintenance Organization
(HMO) program available to the City. If availability of an HMO to the City is
discontinued by the medical plan provider, the base plan will become the basic
PPO plan available to the City by the existing. medical plan provider.
B. For the period of July 1, 2005 through December 31; 2005, the City shall pay the
monthly medical plan insurance premiums for each employee and all of his/her
eligible dependents participating in the plan to a maximum of $322.25 with
respect to an employee enrplled for self alone, $644.50 for an employee enrolled
for self and one family member, and $837.84 for an employee enrolled for self
and two or more family members.
C. For the period of January 1,2006 through December 31, 2006, the City shall pay
the monthly medical plan insurance premiums for each employee and all of
his/her eligible dependents participating in the plan to a maximum of $352.37
with respect to an employee enrolled for self alone, $704.73 for an employee
enrolled for self and one family member, and $916.14 for an employee enrolled
for self and two or more family members.
D. For the period of January 1,2007 through December 31,2007, the City shall pay
the amount in effect on December 31, 2006, plus 87.5% of any increase to the
premium for the base plan available to the City.
E. For the period of January 1, 2008 through December 30, 2008, the City shall pay
the amount in effect on December 31, 2007", plus 75.0% of any increase to the
premium for the base plan available to the City.
F. For the period of January 1, 2009 through June 30, 2009, the City shall pay the
amount in effect on December 31, 2008, plus 75.0% of any increase to the,
premium for the base plan available to the City.
G. In no event shall the amount of the City's contribution to medical care premiums
exceed 100% of the cost of providing the insurance coverage.
SEIU MOU 19
, .
ARTICLE 10. INSURANCE (continued)
H. Upon providing the City written proof that medical insurance coverage is in force
through coverage provided by another source, an employee may opt out of the
City's medical insurance plan and receive payment\at the employee only level
consistent with any rules or restrictions on the City by the medical plan provider.
I. Medical insurance is available for retirees through the City at the retiree's own
expense until the retiree is eligible for Medicare.
J. The City will maintain health benefits through CalPERS for calendar year 2006.
K. Employees may choose to enroll in the Section 125 plan to have their payroll
premium deductions taken out pre-tax, providing the Section 125 plan is offered.
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 a'dvanced notice of plan changes are
provided to the Union.
10.3 Life Insurance Plan
City shall provide group term life insurance benefit plan for bargaining unit
members, which shall provide for forty thousand dollars ($40,000) life coverage
for employees only during the term of their employment.
A. The City shall make available additional voluntary life insurance
coverage, at the employee's expense, as long as the minimum
participation requirements of the insurance provider are met.
10.4 State Disability Insurance
The City shall provide and pay the premiums for State Disability Insurance,
integrated with sick leave. Effective January 1, 2004, the City will pay the
premiums for the new Family Temporary Disability Insurance. Should there be
any future rate increases to State Disability Insurance and/or Family Temporary
Disability Insurance plans after January 1, 2004, the City and SEIU Local 620
agree to meet and confer to discuss responsibility for payment of such increases.
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
ou__
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. Day following Thanksgiving
f. Christmas Eve
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. VACATION LEAVE
A. The purpose ot'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) ye'ar of continuous service in the City in order to be eligible for
his/her full annual vacation leave. However, in the event an employee so
chooses, he/she may, after six (6) continuous months of service, take,
vacation leave not to exceed five (5) working days, with the Supervisor's
approval.
C. Employees who terminate employment and upon return of all City-owned
property in good condition, shall be paid in a lump sum for all accrued
vacation leave earned prior to the date of termination.
SEIU MOU 21
I
ARTICLE 12. VACATION LEAVE (continued)
D. Vacation leave with pay shall be earned by employees in accordance with
the following schedule:
AFTER: YEARS DAYS = HOURS PER MONTH
01 10 6.67
02 12 8.00
03 13 8.67
04 14 9.34
05 15 10.00
06 15 10.00
07 16 10.67
08 16 10.67
09 17 11.34
10 17 11.34
11 18 12.00
12 18 12.00
13 19 12.67
14 19 12.67
15 20 13.34
E. If for any reason an employee becomes ill during a vacation, or in the case
where a holiday falls during a vacation period, the affected employee shall
be entitled to utilize such available sick or holiday leave in lieu of vacation
leave. The vacation period may be appropriately extended upon approval of
the Supervisor.
F. Vacation leave may be taken as it accrues. Vacation shall be scheduled at
the discretion and convenience of each individual employee, with the
consent of the Supervisor, within the limitations necessitated by the
legitimate operational needs of the City.
G. In the event the scheduling preferences of two (2) or more employees
conflict, the preferences of the more senior employee from date of hire. shall
govern, barring any unusual circumstances.
H. An employee must use a minimum of 50% ,vacation leave earned each
calendar year during that same calendar year. The balance of the vacation
leave remaining unused during that same calendar year may be accrued.
Exception is made to this paragraph for all new employees commencing
City employment after December 31st of each year so that there is no
requirement upon a new employee, to use a minimum of 50% of vacation
leave earned by the first December 31st after employment commences.
..'-'.
SEIU MOU 22
ARTICLE 12. VACATION LEAVE (continued)
I. 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. The maximum
accumulation of earned sick leave shall be 1,200 hours. An employee will
not accumulate any additional sick leave until such time as his/her
accumulated balance falls below 1,200 hours. Upon retirement an
employee may choose to be paid 50% of his/her unused sick leave, to a
maximum of 480 hours at his/her current rate of pay. Upon retirement,
unused accumulated sick leave may be converted to PERS retirement
credit per the City's contract with PERS. At the end of each calendar
year, each employee has the option of being paid straight time for 25% of
his/her unused sick leave of that year, transferring it to vacation, or leaving
it in sick leave.
B. Employees may transfer sick leave on a voluntary basis to a fellow
employee who has exhausted all his/her sick leave and vacation leave
due to an extended illness or injury. The transfer shall be based on each
employee's hourly rate of pay and shall not exceed twenty-four (24) hours
of sick leave based on the hourly rate of pay of the receiving employee.
The 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
I
ARTICLE 13. SICK LEAVE (continued)
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.
13.2 Family Leave
A. An employee may take an unlimited amount of sick leave if required
to be away from the job to personally care for a member of his/her
immediate family, as defined in Article 13.2, Bereavement Leave,
subject to approval of the supervisor and verification of need.
B. Pursuant to the State and Federal Leave Acts, the following is
provided for all employees who have been employed a minimum ,of
twelve (12) months and have worked at least 1,250 hours during
the 12-month period preceding leave:
1. Up to twelve weeks (60 workdays) unpaid leave in a twelve
(12) month period. Intermittent leave is allowed.
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.
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.
SEIU MOU 24
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 Emerqency Leave
Emergency leave without pay may be granted to any permanent employee who,
upon written request to and approved by the Department Director and City
Manager, demonstrates that the leave is necessary for personal reasons beyond
his/her control or will serve to improve his/her ability as an employee of the City.
Emergency leaves may be granted up to a maximum of one (1) year. Upon
expiration of an approved emergency leave, the employee shall be reinstated in
the position held at the time leave was granted. The leave period shall not be
credited to employee seniority or credited toward time served with the City.
Failure on the part of the employee on leave to report promptly at the leave's
expiration shall be cause for discharge. During the leave period the City will not
pay employee 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 Duty
Employees shall be granted leave, with full pay and no loss in benefits, when
called for jury duty, if the employee remits jury fees received for such jury duty.
The employee may retain all travel 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
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.
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.
SEllJ MOU 25
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 employees, as
listed in Article 15, and to the classification of Building Inspector, Assistant
Engineer, Associate Engineer, and Senior Engineer, $150 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.
,-
SEIUMOU 26
,
I
ARTICLE 16. RETIREMENT
16.1 PERS Retirement Contributions
A. 1. G.C. Section 21354. 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.
2. G.C. Section 21354.4. effective July 1, 2008, the City shall provide the
2.5% @ 55 Miscellaneous Retirement Plan for non-safety employees,
provided that: 1) the specified plan is still available on the implementation
date; 2) there is no requirement for the City to establish and maintain a
two-tier retirement program a~ a' result of State legislative or initiative
action which had been approved by the effective date of the
implementation of this plan, which would require the City in the future to
maintain separate retirement plans for non-safety employees by providing
a plan to existing employees that will no longer be available for future
newly hired employees; and 3) non-safety management employees and
non-safety members of other bargaining units within the City who will
benefit under this retirement plan will contribute an amount equal to that
contributed by the members of the SEIU Local 620 bargaining unit.
Employees will pay 2.5 percentage points of the employee's 8% PERS
contribution and the City will pay the remaining 5.5 percentage points.
a. If, due to one of the three provisos stated above, the 2.5% @ 55
Miscellaneous Retirement Plan is not implemented, there will be a
reopener on or about April, 2008 between the City and SEIU Local
620 to negotiate a possible increase in base salary in' lieu of the
implementation of the plan. Any such salary increase sha!1 not
exceed the City's anticipated costs based upon the PERS actuarial
study dated April 13, 2005 (said costs being a maximum of 2.4%).
B. G.C. Section 20636 (c)(4) pursuant to Section 20691. 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.
C. G.C. Section 21024 and 21027. Employees may buy back, at their
expense, retirement service credit for prior military service as permitted by
PERS.
D. GC Section 20042. Retirement benefits are based on the highest single
year compensation.
E. GC Section 20965. Employees will receive credit for unused sick leave.
F. GC Section 21548. The spouse of a deceased member, who was eligible
to retire for service at the time of death, may elect to receive the Pre-
Retirement Optional Settlement 2 Death Benefit. This provision will go
effective January 1, 2005.
SEIU MOU 27
ARTICLE 16. RETIREMENT (continued)
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.
16.3 Retiree Medical
A. Employees who retire from City service will be allowed to purchase medical
insurance coverage through the City.
B. The City has elected to participate in the PERS Health Benefit Program with the
unequal contribution option. The City's contribution towards retirees started at
$1.00 per year in 2000. The contribution shall increase 5% per year of the City's
contribution for active employees until such time that the contributions for retirees
and active employees are equal, providing that the City is participating in the
CalPERS Health Plan.
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.
~'
i, The probationary period shall be regarded as a part of a continuing testing process and
i
"
shall be utilized for closely observing the employee's work, for securing the most
effective adjustment of an employee to his/her newly appointed position, and for
rejecting any probationary employee whose performance does not meet the required
standards of work.
The Department Director, with the consent of the City Manager, may release a newly
hired probationary employee from City employment without cause at any time during the
probationary period.
The Department Director, with the consent of the City Manager, may remove a
transferred or promoted employee from the position to which promoted without cause at
any time during the probationary period; in which event, that employee shall be
reinstated to his/her original position from which originally transferred or promoted.
ARTICLE 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
'---
SEIU MOU 28
I
ARTICLE 18. PROMOTION (continued)
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.
ARTICLE 19. PROMOTIONAL OPPORTUNITIES
A. Postinq
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
I information will be attached or incorporated into the job-posting notice at
i' the time of posting. Efforts will be made to standardize tests and
i: 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
Ii , affiliation, color, national origin, ancestry, or age. Selection procedures
~ may include any or all of the following phases:
Ii 1. Application: Both inside and outside candidates will make
i 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'. Pass/fail points will
be announced in advance for qualifying tests.
S~UMOU ~
I
I
I
ARTICLE 19. PROMOTIONAL OPPORTUNITIES (continued)
4. Written Tests: Written achievement or aptitude tests will be
qualifying. Pass/fail points will be announced in advance for
qualifying tests.
5. Interviews/Appraisals: Interviews may be conducted
individually or by interview boards and will bf3 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.
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.
'I ARTICLE 20. MAINTENANCE WORKER JOB SERIES
i
,
, The Maintenance Worker job series shall be a flexibly staffed classification. Movement
! within the series shall not require an examination or certification to a list of eligibles.
Movement within the Maintenance Worker series shall be as follows:
1. Employees shall be flexed to Maintenance Worker II after one (1)
year of service as a Maintenance Worker I, contingent upon
satisfactory performance.
2. Employees shall be flexed to Maintenance Worker III after no less
than three (3) years but no more than four (4) years of service as a
Maintenance Worker II. contingent upon satisfactory performance.
3. Satisfactory performance shall mean the employee's annual
Performance Review is sufficient to allow the employee a merit
salary increase.
..-
SEIU MOU 311
,
I
ARTICLE 21. ENGINEER JOB SERIES
The Engineer job series shall be a flexibly staffed classification. Movement within the
series shall not require an examination or certification to a list of eligibles. Movement
within the Engineer series shall be as follows:
1. Employees shall be flexed to an Associate Engineer after
completion of Step E of the Assistant Engineer salary range.
contingent upon satisfactory performance and meeting the job
requirements for an Associate Engineer.
2. Employees shall be flexed to a Senior Engineer after completion of
Step E of the Associate Engineer salary, range, contingent upon
satisfactory performance and meeting the job requirements for a
Senior Engineer.
3. Satisfactory performance shall mean the employee's annual
Performance Review is sufficient to allow the employee a merit
salary increase.
ARTICLE 22. 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 23. DEMOTION
,I Transfer of an employee to a lower class shall result in reduction of salary. The
I' 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.
I Cause shall be provided to the employee in writing by the Department Director prior to
, any action taking place. Demotion for disciplinary reasons may be appealed through
,
the grievance procedure by the demoted employee. Demotion for other reasons is not
appealable.
ARTICLE 24. LAYOFFS AND DISPLACEMENT
Lavoffs:
I 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.
SEIU MOU 31
I
ARTICLE 24. LAYOFFS AND DISPLACEMENT (continued)
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
tl satisfactory in inverse order of seniority; and
Ii
'j 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.
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 of the City.
If a position in the laid-off employee's classification, or a similar position in, a
classification for which the City determines the former employee is suited, becomes
available within twenty-four (24) months of layoff, said former employee shall be --
SEIU MOU 32
ARTICLE 24. LAYOFFS ANDOISPLACEMENT (continued)
recalled and offered the position in the inverse order of layoff. If a job in a lower paid
classification becomes available within twenty-four (24) months, the City shall review
the previously laid-off employees' qualifications. If such laid-off former employees are
qualified in the judgment of the City, he/she may fill the slot(s) until his/her former
position becomes available, if ever.
ARTICLE 25. PERSONNEL RECORDS
An employee or his/her designee may inspect his/her personnel file and obtain copies of
any and all items in that file at employee expense. An employee may have placed in
his/her personnel file any signed and dated statement of clarification or disagreement to
any item or article contained within her/her personnel file.
Personnel files include those files maintained by the immediate supervisor or other
administrators/supervisors involved in employee evaluations, as well as ,the central
personnel file.
A supervisor's personal notes shall not be considered a part of the personnel file. '
ARTICLE 26. RESIGNATION
i An employee wishing to leave his/her employment with the City in good standing shall
file with' his/her supervisor a written resignation stating the effective date of his/her
resignation and the reasons for leaving.
The resigning individual shall file such written resignation at least two (2) weeks in
I advance of the effective termination date and participate in an exit interview cond'Jcted
:1 by the City prior to issuance of the final paycheck.
il
ARTICLE 27. OUTSIDE EMPLOYMENT
No full-time employee shall engage in outside employment or an enterprise that his/her
Department Director and/or the City Manager may find unsuitable and in conflict with
their municipal duties or responsibilities or that lessens their effectiveness as a City
employee.
ARTICLE 28. 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.
SEIU MOU 33
i
ARTICLE 29. 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 30. 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.
I: 1. This section does not apply to training courses and/or certifications
,I required for advancement/promotion to a new position.
"
B. For that training or certification which is encouraged by the City in support
of identified programs, the City will provide for such training and/or
certification, including providing City time to attend the training and to pay
for costs associated with attending the training, provided that the program
for which the training and/or certification is related remains in operation
I and that funds for such training are included in the current City Budget.
I
,--
SEIU MOU 34
1
ARTICLE 30. PROFESSIONAL DEVELOPMENT (continued) ,
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 31. 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 32. MAINTENANCE OF BENEFITS AND TERMS AND CONDITIONS
All benefits, terms and conditions of employment enjoyed by unit employees as of July
1, 2005, 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 33. 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
,I of the City that conflict with provisions of this Agreement.
!I
ARTICLE 34. OBLIGATION TO MEET AND WAIVER CLAUSE
i
I Except as otherwise expressly provided in this Agreement or, where the parties
!I
!I mutually agree to meet and confer on a matter, the City and the Union expressly waive
I' 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
I
negotiation, whether or not referred to in this Agreement.
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.
SEIU MOU 35
,
i
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 GREG GARDNER
CITY NEGOTIATOR SEIU NEGOTIATOR
PETER McCLURE
SEIU NEGOTIATOR
"---
SEIU MOU 35
CITY OF ARROYO GRANDE EXHIBIT "A"
SCHEDULE OF SALARY RANGES-SEIU
07/01/05 3.50% 3.50% 3.50% 3.50% 3.50%
RANGE A B C 0 E
37 3937 4134 4340 4558 4786
New 4075 4279 4492 4718 4954
38 4036 4238 4449 4671 4905
New 4177 4386 4605 4834 5077
39 4136 4342 4561 4788 5028
New 4281 4494 4721 4956 5204
40 4239 4451 4673 4907 5154
New 4387 4607 4837 5079 5334
41 4345 4563 4790 503.1 5283
New 4497 4723 4958 5207 5468
42 4454 4676 4910 5157 5413
New 4610 4840 5082 5337 5602
43 4566 4795 5034 5286 5549 Associate Engineer
New 4726 4963 5210 5471 5743
44 4680 4915 5160 5417 5689
New 4844 5087 5341 5607 5888
45 4799 5039 5291 5554 5831
New 4967 5215 5476 5748 6035
46 4919 5165 5422 5693 ' 5979
New 5091 5346 5612 ' 5892 6188 Senior Engineer
,
I 47 5041 5293 5559 5836 6128
New 5217 5478 5754 6040 6342
48 5169 5427 5699 5984 6282
New 5350 5617 5898 6193 6502
49 5296 5563 5840 6131 6438
New 5481 5758 6044 6346 6663
CITY OF ARROYO GRANDE EXHIBIT "A"
SCHEDULE OF SALARY RANGES-SEIU
07/01/05 3.50% 3.50% 3.50% 3.50% 3.50%
RANGE A B C D E
50 5430 5701 5987 6285 6599
New 5620 5901 6197 6505 6830
Y25 MWIII 3606
New 3732
.
Y29 PaulM. 4070
New 4212
Y34 Doug P. 4487
New 4644
[,
--.--'
CITY OF ARROYO GRANDE EXHIBIT "A"
SCHEDULE OF SALARY RANGES-SEIU
07/01/05 3.50% 3.50% 3.50% 3.50% ' 3.50%
RANGE A B C D E
11 2072 2175 2285 2398 2519
New 2145 2251 2365 2482 2607
12 2123 2229 2341 2458 2581
New 2197 2307 2423 2544 2671
13 2176 2286 2400 2520 2645
/New 2252 2366 2484 2608 2738 Office Assistant I
14 2230 2342 2459 2582 2711
New 2308 2424 2545 2672 2806
15 2288 2402 2522 2647 2779 Account Clerk I
New 2368 2486 2610 2740 2876 Facility Coordinator
16 2343 2460 2584 ' 2713 2849
New 2425 2546 2674 2808 2949 Maintenance Worker I
17 2403 2523 2648 2780 2920'
New 2487 2611 2741 2877 3022 Office Assistant II
18 2461 2585 2714 2851 2993
New 2547 2675 2809 2951 3098
19 2524 2649 2781 2921 3068 Account Clerk II
New 2612 2742 2878 3023 3175 Child Care Coordinator
Maintenance Worker II
20 2586 2716 2853 2995 3143
New 2677 2811 2953 3100 3253
21 2650 2783 2924 3070 3224
New 2743 2880 3026 3177 3337
22 2718 2855 2997 3146 3304
New 2813 2955 3102 3256 3420 Bldg. Permit Tech.
23 2785 2926 3072 3226 3386
New 2882 3028 3180 3339 3505 Senior Accounting Clerk
CITY OF ARROYO GRANDE EXHIBIT "A"
SCHEDULE OF SALARY RANGES-SEIU
07/01/05 3.50% 3.50% 3.50% 3.50% 3.50%
RANGE A B C D E
24 2857 2999 3150 3306 ' 3472
New 2957 3104 3260 3422 3594 Admin Secretary
25 2927 3073 3227 3391 3558 Sports Facilities Coord.
New 3029 3181 3340 3510 3683 Main!. Worker III
26 3000. 3151 3307 3473 3647
New 3105 3261 3423 3595 3775 Engineering Tech.
27 3076 3230 3393 3560 3738
New 3184 3343 3512 .3685 3869 Water Services Worker
28 3153 3310 3475 3649 3832
New 3263 3426 3597 ,3777 3966
29 3232 3395 3563 3740 3927 Engineering Ass!.
New 3345 3514 3688 ' 3871 4064 PW & Parks Lead Person
30 3312 3477 3652 3834 4025
New 3428 3599 3780 3968 4166 Fleet Main!. Coordinator
31 3396 ' 3564 3743 3931 4126
New 3515 3689 3874 4069 4270
32 3479 3654 3836 4028 4231 Building Inspector
New 3601 3782 3970 4169 4379 Public Works Inspector
33 3566 3745 3933 4130 4336
New 3691 3876 4071 4275 ' 4488
I
34 3656 3838 4031 4233 4444 Recreation Supervisor
New 3784 3972 4172 4381 4600 Accounting Supervisor
35 3747 3935 4132 4338 4555
New 3878 4073 4277 4490 4714 PW & Parks Supervisor
36 3841 4033 4235 4447 4669
New 3975 4174 4383 4603 4832 Assistant Engineer
"..--
1
I
, CITY OF ARROYO GRANDE EXHIBIT "B"
,
SCHEDULE OF SALARY RANGES-SEIU
1/1/2006
RANGE A B C '0 E
11 2072 2175 2285 2398 2519
New 2145 2251 2365 2482 2607
12 2123 2229 2341 2458 2581
New 2197 2307 2423 2544 2671
13 2176 2286 2400 2520 2645
New 2252 2366 2484 2608 2738,
. 2459 2582 2711
14 2230 2342
New 2308 2424 2545 2672 , 2806 Office Assistant I
15 2288 2402 2522 2647 2779 Account Clerk I
New 2368 2486 2610 2740 2876 Facility Coordinator
16 2343 2460 2584 2713 ,2849
New 2425 2546 2674 ,2808 2949 Maintenance Worker I
17 2403 2523 ' 2648 2780 2920
New 2487 2611 ' 2741 2877 3022
18 2461 2585 2714 2851 2993
New 2547 2675 2809 ' 2951 3098 Office Assistant II
19 2524 ,2649 2781 2921 3068
New 2612 2742 2878 3023 3175
20 2586 2716 2853 2995 3143 Maintenance Worker II
New 2677 2811 2953 3100 3253 Child Care Coordinator
21 2650 2783 2924 3070 3224 Account Clerk II
New 2743 2880 3026 3177 3337
22 2718 2855 2997 3146 3304
New 2813 2955 3102 3256 ' 3420
23 2785 2926 3072 3226 3386
New 2882 3028 3180 3339 3505
.'
CITY OF ARROYO GRANDE EXHIBIT "B"
SCHEDULE OF SALARY RANGES-SEIU
1/1/2006
RANGE A B C D E
24 2857 2999 3150 3306 3472 Bldg. PermitTech.
New 2957 3104 3260 3422 3594 Senior Accounting Clerk
25 2927 3073 3227 3391 3558 Admin. Secretary
New: 3029 3181, 3340 3510 3683 Maint. Worker III
Sports Facilities Coord.
26 3000 3151 3307 3473 3647
New 3105 3261 3423 3595 3775 Engineering Tech.
27 3076 3230 3393 3560 3738
New 3184 3343 3512 3685 3869 Water Services Worker
28 3153 3310 3475 3649 3832
I New 3263 3426 3597 3777 ' 3966
!
"
~, 29 3232 3395 3563 3740 3927 Engineering Asst.
New 3345 ,3514 3688 3871 4064
30 3312 3477 3652 3834 4025 PW & Parks Lead Person
New 3428 3599 3780 3968 4166 Fleet Maint. Coordinator
31 3396 3564 3743 3931 ,4126
New 3515 3689 3874 .4069 4270
32 3479 3654 3836 4028 4231
New 3601 3782 3970 4169 4379
I 33 3566 3745 3933 4130 4336
New 3691 3876 4071 4275 4488 Building Inspector
34 3656 3838 4031 4233 4444 Recreation Supervisor
New 3784 3972 4172 4381 4600 Public Works Inspector
35 3747 3935 4132 4338 4555
New 3878 4073 4277 4490 4714
36 3841 4033 4235 4447 4669 PW & Parks Supervisor
New 3975 4174 4383 4603 4832 Assistant Engineer
"---
CITY OF ARROYO GRANDE EXHIBIT "B"
SCHEDULE OF SALARY RANGES-SEIU
1/1/2006
RANGE A B C D E
I
37 3937 4134 4340 4558 4786
New 4075 4279 4492 4718 4954
38 4036 4238 4449 4671 4905
New 4177 4386 4605 4834 5077
39 4136 4342 4561 4788 5028
New 4281 4494 4721 4956 5204
40 4239 4451 4673 4907 5154
New 4387 4607 4837 5079 5334
41 4345 4563 4790 ' 5031 5283
New 4497 4723 4958 5207 5468
42 4454 4676 4910 5157 5413
New 4610 4840 5082 5337 5602
43 4566 4795 5034 5286 5549 Associate Engineer
New 4726 4963 5210 5471 5743
44 4680 4915 5160 5417 5689
New 4844 5087 5341 5607 5888
45 4799 5039 5291 5554 5831
New 4967 5215 5476 5748 6035
I 46 4919 5165 5422 5693 5979
New 5091 5346 5612 5892 6188 Senior Engineer
47 5041 5293 5559 5836 6128
New 5217 5478 5754 6040 6342
48 5169 5427 5699 5984 6282
New 5350 5617 5898 6193 6502
49 5296 5563 5840 6131 6438
New 5481 5758 6044 6346 6663
CITY OF ARROYO GRANDE EXHIBIT "B"
SCHEDULE OF SALARY RANGES-SEIU
1/1/2006
RANGE A B C D E
50 5430 5701 5987 6285 6599
New 5620 5901 6197 6505 6830
Y25 MWIII 3606
New 3732
Y29 PaulM. 4070
New 4212
Y34 Doug P. 4487
New 4644
..-
,
I CITY OF ARROYO GRANDE EXHIBIT "C"
SCHEDULE OF SALARY RANGES-SEIU
7/1/2006
3.50% 3.50% 3.50% 3.50% 3.50%
RANGE A B C D E
37 4075 4279 4492 4718 4954
New 4218 4429 4649 4883 5127
38 4177 4386 4605 4834 5077
New 4323 4540 4766 5003 5255
39 4281 4494 4721 4956 5204
New 4431 4651 4886 5129 5386
40 4387 4607 4837 5079 5334
New 4541 4768 5006 5257 5521
41 4497 4723 4958 5207 5468
New 4654 4888 5132 5389 5659
42 4610 4840 5082 5337 5602
New 4771 5009 5260 5524 ' ,5798
43 4726 4963 5210 5471 5743 Associate Engineer
New 4891 5137 5392 5662 5944
44 4844 5087 5341 5607 5888.
New . 5014 5265 5528 5803 6094
, 45 4967 5215 5476 5748 6035
, New 5141 5398 5668 5949 '6246
I
,
,
46 5091 5346 5612 5892 6188
New 5269 5533 5808 6098 6405 Senior Engineer
I 47 5217 5478 5754 6040 6342
New 5400 5670 5955 6251 6564
48 5350 5617 5898 6193 6502
New 5537 5814 6104 6410 6730
49 5481 5758 6044 " 6346 6663
New 5673 5960 6256 6568 6896
I
I
CITY OF ARROYO GRANDE EXHIBIT "C"
SCHEDULE OF SALARY RANGES-SEIU
7/1/2006
3.50% 3.50% 3.50% 3.50% 3.50%
RANGE A B C D E
50 5620 5901 6197 6505 6830
New 5817 6108 6414 6733 7069
Y25 MWIII 3732
New 3863
Y29 PaulM. 4212
New 4359
Y34 Doug P. 4644
New 4807
CITY OF ARROYO GRANDE EXHIBIT "G"
SCHEDULE OF SALARY RANGES-SEIU
7/1/2006
3.50% 3.50% 3.50% 3.50% 3.50%
RANGE A B C D E
11 2145 2251 2365 2482 2607
New 2220 2330 2448 2569 2698
12 2197 2307 2423 2544 2671
New 2274 2388 2508 2633 2764
13 2252 2366 2484 2608 2738
New 2331 2449 2571 2699 2834
14 2308 2424 2545 2672 ,2806
New 2389 2509 2634 2766 2904 Office Assistant I
15 2368 2486 2610 2740 2876 Account Clerk I
New 2451 2573 2701 2836 2977 Facility Coordinator
16 2425 2546 2674 2808 2949
New 2510 2635 2768 2906 ' 3052 Maintenance Worker I
17 2487 2611 2741 2877 3022
New 2574 2702 2837 2978 3128
18 2547 2675 2809 2951 3098
New 2636 2769 2907 3054 3206 Office Assistant II
, 19 2612 2742 2878 3023 3175
,
New 2703 2838 2979 3129 3286
,
! 20 2677 2811 2953 3100 3253 Maintenance Worker II
New 2771 2909 3056 3209 . 3367 Child Care Coordinator
21 2743 2880 3026 3177 3337 Account Clerk II
New 2839 2981 3132 3288 3454
22 2813 2955 3102 3256 3420
New 2911 3058 3211 3370 3540
23 2882 3028 3180 3339 3505
New 2983 3134 3291 3456 3628
CITY OF ARROYO GRANDE EXHIBIT "C"
SCHEDULE OF SALARY RANGES-SEIU
7/1/2006
3.50% 3.50% 3.50% 3.50% 3.50% !
RANGE A B C 0 E
24 2957 3104 3260 3422 3594 Bldg. Permit Tech.
New 3060 3213 3374 3542 3720 Senior Accounting Clerk
25 3029 3181 3340 3510 3683 Admin. Secretary
New 3135 3292 3457 3633 3812 Main!. Worker III
Sports Facilities Coord.
26 3105 3261 3423 3595 3775
New 3214 3375 3543 3721 ' 3907 Engineering Tech.
27 3184 3343 3512 3685 3869
New 3295 3460 3635 3814 4004 Water Services Worker
28 3263 3426 3597 3777 3966
New 3377 3546 3723 3909 4105
29 3345 3514 3688 3871 , 4064 Engineering Ass!.
New 3462 3637 3817 4006 4206
30 3428 3599 3780 3968 4166 PW & Parks Lead Person
New 3548 3725 3912 4107 4312 Fleet Main!. Coordinator
31 3515 3689 3874 4069 4270
New 3638 3818 4010 4211 4419
32 3601 3782 3970 4169 4379
New 3727 3914 4109 4315 4532
33 3691 3876 4071 . 4275 4488
New 3820 4012 4213 4425 4645 Building Inspector
34 3784 3972 4172 4381 4600 Recreation Supervisor
New 3916 4111 4318 4534 4761 Public Works Inspector
35 3878 4073 4277 4490 4714
New 4014 4216 4427 4647 4879
36 3975 4174 4383 4603 4832 PW & Parks Supervisor
New 4114 4320 4536 4764 5001 Assistant Engineer \---
CITY OF ARROYO GRANDE EXHIBIT "D"
SCHEDULE OF SALARY RANGES-SEIU
7/1/2007
2.00% 2.00% 2.00% 2.00% 2.00%
RANGE A B C D E
11 2220 2330 2448 2569 2698
New 2264 2377 2497 2620 2752
12 2274 2388 2508 2633 2764
New 2319 2436 2558 2686 2819
13 2331 2449 2571 2699 2834
New 2378 2498 2622 2753 2891
14 2389 2509 2634 2766 2904
New 2437 2559 2687 2821 2962 Office Assistant I
15 2451 2573 2701 2836 2977 Account Clerk I
New 2500 2624 2755 2893 3037 Fac~lity Coordinator
16 2510 2635 ' 2768 2906 3052
New 2560 2688 ' 2823 2964 3113 Maintenance Worker I
17 2574 2702 2837 2978 3128
New 2625 2756 2894 3038 3191
18 2636 2769 2907 ' 3054 3206
New 2689 2824 2965 3115 3270 Office Assistant II
19 2703 2838 2979 3129 3286
New 2757 2895 3039 3192 3352
20 2771 2909 3056 3209 3367 Maintenance Worker II
New 2826 2967 3117 3273 3434 Child Care Coordinator
21 2839 2981 3132 3288 3454 Account Clerk II
New 2896 3041 3195 3354 3523
22 2911 3058 3211 3370 3540
New 2969 3119 3275 3437 3611
23 2983 3134 3291 3456 3628
New 3043 3197 3357 3525 3701
CITY OF ARROYO GRANDE EXHIBIT "D"
SCHEDULE OF SALARY RANGES-SEIU
,7/1/2007
2.00% 2.00% 2.00% 2.00% 2.00%
RANGE A B C D E
24 3060 3213 3374 3542 3720 Bldg. Permit Tech,
New 3121 3277 3441 3613 3794 Senior Accounting Clerk
25 3135 3292 3457 3633 3812 Admin. Secretary
New 3198 3358 3526 3706 3888 Main!. Worker III
Sports Facilities Coord.
26 3214 3375 3543 3721 3907
New 3278 3443 3614 3795 3985 Engineering Tech,
27 3295 3460 3635 3814 4004
New 3361 3529 3708 3890 4084 Water Services Worker
28 3377 3546 3723 3909 4105
New 3445 3617 3797 3987 4187
29 3462 3637 3817 4006 4206 Engineering Ass!'
New 3531 3710 3893 4086 4290
30 3548 3725 3912 ,4107 4312 PW & Parks Lead P~rson
New 3619 3800 3990 4189 4398 Fleet Main!. Coordinator
31 3638 3818 .4010 4211 4419
New 3711 3894 4090 4295 4507
32 3727 3914 4109 4315 4532
New 3802 3992 4191 4401 4623
33 3820 4012 4213 4425 4645
New 3896 4092 4297 4514 4738 Building Inspector
34 3916 4111 4318 4534 4761 Recreation Supervisor
New 3994 4193 4404 4625 4856 Public Works Inspector
35 4014 4216 4427 4647 4879
New 4094 4300 4516 4740 4977
36 4114 4320 4536 4764 5001 PW & Parks Supervisor
New 4196 4406 4627 . 4859 5101 Assistant Engineer .--..~
CITY OF ARROYO GRANDE EXHIBIT "D"
SCHEDULE OF SALARY RANGES-SEIU
7/1/2007
2.00% 2.00% 2.00% 2.00% 2.00%
RANGE A B C D E
37 4218 4429 4649 4883 5127
New 4302 4518 4742 . 4981 5230
38 4323 4540 4766 5003 5255
New 4409 4631 4861 5103 5360
39 443.1 4651 4886 5129 5386
New 4520 4744 4984 5232 5494
40 4541 4768 5006 5257 5521
New 4632 4863 5106 5362 5631
41 4654 4888 5132 5389 56,59
New 4747 4986 5235 5497 5772
42 4771 5009 5260 5524 5798
New 4866 5109 5365 5634 5914
43 4891 5137 5392 5662 . 5944 Associate Engineer
New 4989 5240 5500 ,5775 6063
44 5014 5265 5528 5803 6094
New 5114 5370 5639 5919 6216
45 5141 5398 5668 5949 6246
New 5244 5506 5781 6068 6371
46 5269 5533 5808 6098 6405
New 5374 5644 5924 6220 6533 Senior Engineer
47 5400 5670 5955 6251 6564
New 5508 5783 6074 6376 6695
48 5537 5814 6104 6410 6730
New 5648 5930 6226 6538 6865
49 5673 5960 6256 6568 6896
New 5786 6079 6381 6699 . 7034
CITY OF ARROYO GRANDE EXHIBIT "D"
SCHEDULE OF SALARY RANGES-SEIU
7/1/2007
2.00% 2.00% 2.00% 2.00% 2.00%
RANGE A B C D E
50 5817 6108 6414 6733 7069
New 5933 6230 6542 6868 7210
Y25 MWIII 3863
New 3940
Y29 Paul M. 4359
New 4446
Y34 Doug P. 4807
New 4903
~ -- . -
CITY OF ARROYO GRANDE EXHIBIT "E"
SCHEDULE OF SALARY RANGES-SEIU
1/1/2008
2.00% 2.00% 2.00% 2.00% 2.00%
RANGE A B C D E
11 2264 2377 2497 2620 2752
New 2309 2425 2547 2672 2807
12 2319 2436 2558 2686 2819
New 2365 2485 2609 2740 2875
13 2378 2498 2622 2753 2891
New 2426 2548 2674 2808 2949
14 2437 2559 2687 2821 2962
New 2486 2610 2741 2877 3021 Office Assistant I
15 2500 2624 2755 2893 3037 Account Clerk I
New 2550 2676 2810 2951 3098 Facility Coordinator
1.6 2560 2688 2823 2964. 3113
New 2611 2742 2879 3023 3175 Maintenance Worker I
17 2625 2756 2894 3038 3191
New 2678 2811 2952 3099 3255
18 2689 2824 2965 3115 3270
New 2743 2880 3024 3177 3335 Office Assistant II
19 2757 2895 3039 3192 3352
New 2812 2953 3100 3256 3419
20 2826 2967 3117 3273 3434 Maintenance Worker II
New 2883 3026 3179 3338 3503 Child Care Coordinator
21 2896. 3041 3195 3354 3523 Account Clerk II
New 2954 3102 3259 3421 3593
22 2969 3119 3275 3437 3611
New 3028 3181 3341 3506 3683
23 3043 3197 3357 3525 3701
New 3104 3261 3424 3596 3775
- -~.. --~ --
CITY OF ARROYO GRANDE EXHIBIT "E"
SCHEDULE OF SALARY RANGES-SEIU
1/1/2008
2.00% 2.00% 2.00% 2.00%. 2.00%
RANGE A B C D E
24 3121 3277 3441 3613 3794 Bldg. Permit Tech.
New 3183 3343 3510 3685 3870 Senior Accounting Clerk
25 3198 3358 3526 3706 3888 Admin. Secretary
New 3262 3425 3597 3780 3966 Main!. Worker III
Sports Facilities Coord.
26 3278 3443 3614 3795 3985
New 3344 3512 3686 3871 4065 Engineering Tech.
27 3361 3529 3708 3890 4084
New 3428 3600 3782 3968 4166 Water Services Worker
28 3445 3617 3797 3987 4187
New 3514 3689 3873 4067 4271
29 3531 3710 3893 4086 4290 Engineering Ass!.
New 3602 3784 3971 4168 4376
30 3619 3800 3990 4189 4398 PW & Parks Lead Person
New 3691 3876 4070 4273 4486 Fleet Main!. Coordinator
31 3711 3894 4090 4295 4507
New 3785 3972 4172 4381 4597
32 3802 3992 4191 4401 4623
New 3878 4072 4275 4489 4715
33 3896 4092 4297 4514 4738
New 3974 4174 4383 4604 4833 Buiiding Inspector
34 3994 4193 4404 4625 4856 Recreation Supervisor
New 4074 4277 4492 4718 4953 Public Works Inspector
35 4094 4300 4516 4740 4977
New. 4176 4386 4606 4835 5077 PW & Parks Supervisor
36. 4196 4406 4627 4859 5101
New 4280 4494 4720 4956 5203 Assistant Engineer
I.
CITY OF ARROYO GRANDE EXHIBIT "En
SCHEDULE OF SALARY RANGES-SEIU
1/1/2008
2.00% 2.00% 2.00% 2.00% 2.00%
RANGE A B C D E
37 4302 4518 4742 4981 5230
New 4388 4608 4837 5081 5335
38 4409 4631 4861 5103 5360
New 4497 4724 4958 5205 5467
39 4520 4744 4984 5232 5494
New 4610 4839 5084 5337 5604
40 4632 4863 5106 5362 5631
New 4725 4960 5208 5469 5744
41 4747 4986 5235 5497 5772
New 4842 5086 5340 5607 5887
42 4866 5109 . 5365 5634 5914
New 4963 5211 5472 5747 6032
43 4989 5240 5500 5775 6063 Associate Engineer
New 5089 5345 5610 5891 61.84
44 5114 5370 5639 5919 6216
New 5216 5477 5752 6037 6340
45 5244 5506 5781 6068 6371
New 5349 5616 5897 6189 6498
46 .5374 5644 5924 6220 6533
New 5481 5757 6042 6344 6664 Senior Engineer
47 5508 5783 6074 6376 6695
New 5618 5899 6195 6504 6829
48 5648 5930 6226 6538 6865
New 5761 6049 6351 6669 7002
49 5786 6079 6381 6699 7034
New 5902 6201 6509 6833 7175
CITY OF ARROYO GRANDE EXHIBIT "En
SCHEDULE OF SALARY RANGES-SEIU
1/1/2008
2.00% 2.00% 2.00% 2.00% 2.00%
RANGE A B C D E
50 5933 6230 6542 6868 7210
New 6052 6355 6673 7005 7354
Y25 MWIII 3940
New 4019
Y29 Paul M. 4446
New 4535
Y34 Doug P. 4903
New 5001
CITY OF ARROYO GRANDE EXHIBIT "F'
SCHEDULE OF SALARY RANGES-SEIU
7/1/2008
4.00% 4.00% 4.00% 4.00% 4.00%
RANGE A B C D E
11 2309 2425 2547 2672 2807
New 2401 2522 2649 2779 2919
12 2365 2485 2609 2740 2875
New 2460 2584 2713 2850 2990
13 2426 2548 2674 2808 2949
New 2523 2650 2781 2920 3067
14 2486 2610 2741 2877 3021
New 2585 2714 2851 2992 3142 Office Assistant I
15 2550 2676 2810 2951 3098 Account Clerk I
New 2652 2783 2922 3069 3222 Facility Coordinator
16 2611 2742 2879 3023 3175
New 2715 2852 2994 3144 3302 Maintenance Worker I
17 2678 2811 2952 3099 3255
New 2785 2923 3070 3223 3385
18 2743 2880 3024 3177 3335
New 2853 2995 3145 3304 3468 Office Assistant II
19 2812 2953 3100 3256 3419
New 2924 3071 3224 3386 3556
20 2883 3026 3179 3338 3503 Maintenance Worker II
New 2998 3147 3306 3472 3643 Child Care Coordinator.
21 2954 3102 3259 3421 3593 Account Clerk II
New 3072 3226 3389 3558 3737
22 3028 3181 3341 .3506 3683
New . 3149 3308 3475 3646 3830
23 3104 3261 3424 3596 3775
New 3228 3391 3561 3740 3926
CITY OF ARROYO GRANDE EXHIBIT "F'
SCHEDULE OF SALARY RANGES-SEIU
7/1/2008
4.00% 4.00% 4.00% 4.00% 4.00%
RANGE A B C D E
24 3183 3343 3510 3685 3870 Bldg. Permit Tech.
New 3310 3477 3650 3832 4025 Senior Accounting Clerk
25 3262 3425 3597 3780 3966 Admin. Secretary
New 3392 3562 3741 3931 4125 Main!. Worker'lIl
Sports Facilities Coord.
26 3344 3512 3686 3871 4065
New 3478 3652 3833 4026 4228 Engineering Tech.
27 3428 3600 3782 3968' 4166
New 3565 3744 3933 4127 4333 Water Services Worker
28 3514 3689 3873 4067 4271
New .3655 3837 4028 4230 4442
29 3602 3784 3971 4168 4376 Engineering Ass!.
New 3746 3935 4130 4335 4551
30 3691 3876 4070 4273 4486 PW & Parks Lead Person
New 3839 4031 4233 4444 4665 Fleet Main!. Coordinator
31 3785 3972 4172 4381 4597
New 3936 4131 4339 4556 4781
32 3878 4072 4275 4489 4715
New 4033 4235 4446 4669 4904
33 3974 4174 4383 4604 4833
New 4133 4341 4558 4788 5026 Building Inspector
34 4074 4277 4492 4718 4953 Recreation Supervisor
New 4237 4448 4672 4907 5151 Public Works Inspector
35 4176 4386 4606 4835 5077
New 4343 4561 4790 5028 5280 PW & Parks Supervisor
36 4280 . 4494 4720 4956 5203
New 4451 4674 4909 5154 5411 Assistant Engineer
- ~ -~
CITY OF ARROYO GRANDE EXHIBIT "F'
SCHEDULE OF SALARY RANGES-SEIU
7/1/2008
4.00% 4.00% 4.00% 4.00% 4.00%
RANGE A B C D E
37 4388 4608 4837 5081 5335
New 4564 4792 5030, 5284 5548
38 4497 4724 4958 ' 5205 5467
New 4677 4913 5156 5413 5686
39 4610 4839 5084 5337 5604
New 4794 5033 5287 5550 .5828
40 4725 4960 5208 5469 5744
New 4914 5158 5416 5688 5974
41 4842 5086 5340 5607 5887
New 5036' 5289 5554 5831 6122
42 4963 5211 5472 5747 6032
New 5162 5419 5691 5977 6273
43 5089 5345 5610 5891 6184 Associate Engineer
New 5293 5559 5834 6127 6431
44 5216 5477 5752 6037 6340
New 5425 5696 5982 6278 6594
45 5349 5616 5897 6189 6498
New 5563 5841 6133 6437 6758
46 5481 5757 6042 6344 6664
New 5700 5987 6284 6598 6931 Senior Engineer
47 5618 5899 6195 6504 6829
New 5843 6135 6443 6764 7102
48 5761 6049 6351 6669 7002
New 5991' 6291 6605 6936 7282
49 5902 6201 6509 6833 7175
New 6138 6449 6769 7106 7462
CITY OF ARROYO GRANDE EXHIBIT "F'
SCHEDULE OF SALARY RANGES-SEIU
7/1/2008
4.00% 4.00% 4.00% 4.00% 4.00%
RANGE A B C D E
50 6052 6355 6673 7005 7354
New 6294 6609 6940 7285 7648
Y25 MWIII 4019
New 4180
Y29 Paul M. 4535
New 4716
Y34 Doug P. 5001
New 5201
RESOLUTION NO. 3875
OFFICIAL CERTIFICATION
, I, KELLY WETMORE, 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. 3875 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 13th day of September 2005.
WITNESS my hand and the Seal of the City of Arroyo Grande affixed this 14th
day of September 2005.
/
. <.~...~ '" / .I 1/' / i : ,
, /
,
KELLY WET,MORE, CITY CLERK