CONTRACT 2804 - PERM Memorandum of Understanding CLOSED2804
COMPREHENSIVE MEMORANDUM
�T
UNDERSTANDING
JULY 1, 2000 - JUNE 30, 2003
THE EL SEGUNDO
FIREFIGHTER'S ASSOCIATION,
I.A. F. F., LOCAL 3682
• . i
2804
JULY 1, 2000 THROUGH JUNE 30, 2003
MEMORANDUM OF UNDERSTANDING
BETWEEN
CITY OF EL SEGUNDO
AND
EL SEGUNDO FIREFIGHTERS' ASSOCIATION, I.A.F.F., LOCAL 3682
ARTICLE 1 - G NERAL PROVISIONS
Article 1.01 PREAMBLE
Article 1.02 RECOGNITION
Article 1.03 MANAGEMENT RIGHTS
Article 1.04 SAVINGS CLAUSE
Article 1.05 NO STRIKE
Article 1.06 MAINTENANCE OF EXISTING BENEFITS
Article 1.07 NON - DISCRIMINATION CLAUSE
Article 1.08 TERM
Article 1.09 CONDUCT OF ASSOCIATION BUSINESS
Article 1.10 GRIEVANCE PROCEDURE
Article 1.11 LAYOFF AND RECALL
Article 1.12 NOTICE TO MEET AND CONFER
ARTICLE 2 - SALARIES AND BENEFITS
Article 2.01 SALARY
Article 2.02 INS mAN • - ACTIVE EMPLOYERS
Article 2.03 TNSURANCE - RETIRED EMPLOYEEg
Article 2.04 PAYMENT OF ACCRUED STrK LEAVE UPON SERVI V.
RETIREMENT /DEATH
Article 2.05 UNIFORM AND SAFETY EQUIPMENT ALLOWANCE
Article 2.06 VACATION
Article 2.07 OVERTIME
Article 2.08 QARNTISHMENTA
Article 2.09 FLEXIBLE SPENDING ACCOUNT
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Article 2.11 ANNUAL CHECK FOR HOLIDAY PAY AND SICK LEAVE PAY
Article 2.12 COMPUTER LOAN PROGRAM
Article 2.13 DEFERRED COMPENSATION
Article 2.14 PERS
Article 2.15 SICK LEAVE
ARTICLE 3 - OTHER PROVISIONS
Article 3.01 JURY DL7TY LEAVE
Article 3.02 NO- SMOKING POLICY
Article 3.03 RTTT-T-PTIN BO RD
Article 3.04 tSAFETY COMMITTEE
Article 3.05 DRUG -FREE WORKPLACE
Article 3.06 DEPARTMENT UNIFORM OFFICER
Article 3.07 UNION MEETINGS
Article 3.08 PROMOTIONAL EXAMINATION REQUIREMENTS
Article 3.09 OPPORTUNITY TO REVIEW MATERIALS
Article 3.10 PARAMEDIC TRAINING REIMBURSEMENT
Article 3.11 DEPARTMENT INSTRUCTOR TRAINING REIMBURSEMENT
Article 3.12 TEMPORARY APPOINTMENTS
Article 3.13 REHIRES AND RANK FOR RANK REPLACEMENT
Article 3.14 WORKWEEK
Article 3.15 EDUCATIONAL REIMBURSEMENT
Article 3.16 MAINTENANCE AND REPAIR
Article 3.17 SHIFT TRADES
Article 3.18 MILITARY LEAVE
Article 3.19 MEDICAL EXAMINATIONS
Article 3.20 ELECTION DAY VOTING PRIVILEGES
Article 3.21 FUTURE NEGOTIATIONS - DOWNSTREAM COSTS
F,
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2804...
JULY 1, 2000 THROUGH JUNE 30, 2003
MEMORANDUM OF UNDERSTANDING
BETWEEN
CITY OF EL SEGUNDO
AND
EL SEGUNDO FIREFIGHTERS' ASSOCIATION, I.A.F.F., LOCAL 3682
ARTICLE 1 - GENERAL PROVISIONS
Article 1.01
This Memorandum of Understanding is made and entered into between the
El Segundo Firefighters' Association, affiliated with the International
Association of Firefighters, hereinafter, referred to as "Union ", and the
management representatives of the City of E1 Segundo, hereinafter referred
to as the "City ", pursuant to the California Government Code Section 3500 et
seq.
The parties have met and conferred in good faith regarding employment
conditions and it is mutually agreed that this Memorandum of Understanding
shall be effective as described in Article 1.08, below. It is further
agreed that except as provided herein, there will be no other negotiations
for salaries, benefits, and working conditions for the term covered by this
Memorandum unless both parties agree otherwise; and the parties shall submit
this Memorandum to the City Council with a joint recommendation that the
body resolves to adopt appropriate motions and resolutions to implement the
provisions of this Memorandum. Nothing herein prevents the City from
meeting and conferring with the Union on proposed changes to the City's
Personnel Rules and Regulations which are within the scope of
representation.
Any and all prior or existing Memoranda of Understanding, Letters of
Agreement, Addendums, Side Letters, and other such documents between the
parties are hereby superseded and terminated in their entirety, whether or
not the specific subject matter of any such document is addressed herein.
Article 1.02 RECOGNITION
The City hereby confirms its recognition of the Union as
representative of the employees in the representation unit containing
positions specifically set forth below, and has agreed to meet and confer
with the Union on all matters relating to the scope of representation
pertaining to the said employees as authorized by law. For representation
purpose, the unit shall consist of the following positions: Firefighter,
Firefighter - Special Assignment Paramedic, Fire Engineer, and Fire Captain.
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Article 1.03 MANAGEMENT RIGHTS
Except as limited by specific and express terms of this agreement, the
City hereby retains and reserves unto itself all rights, powers, authority,
duty and responsibilities conferred on and vested in it by the laws and the
Constitution of the State of California and /or the United States of America.
The management and the direction of the work force of the City is
vested exclusively in the City, and nothing in the agreement is intended to
circumscribe or modify the existing rights of the City to direct the work of
its employees; hire, promote, demote, transfer, assign and retain employees
in positions within the City, subject to the rules and regulations of the
City; suspend or discharge employees for proper cause; maintain the
efficiency of governmental operations; relieve employees for lack of work;
take action as may be necessary to carry out the City's mission and services
in emergencies; and to determine the methods, means and personnel by which
the operations are to be carried out within the scope of representation.
Article 1.04 SAVINGS CLAUSE
If any provision or the application of any provision of this
Memorandum as implemented should be rendered or declared invalid by any
final court action or decree, or by reason of any preemptive legislation,
the remaining sections of this Memorandum shall remain in force and effect
for the duration of said Memorandum.
Article 1.05 NO STRIKE
California Labor Code Section 1962 provides that firefighters shall
not have the right to strike, or to recognize a picket line of a labor
organization while in the course of the performance of their official
duties. Therefore, and irrespective of the term or existence of any
Memorandum of Understanding or other rule or regulations, the parties
acknowledge that such activity is unlawful.
Additionally, any other job action, including but not limited to slow
downs, speed ups, "sick outs" and other activity actually or potentially
having a negative impact upon the public health and welfare, is deemed
illegal and is prohibited, irrespective of the term or existence of any
Memorandum of Understanding e.g. see City of Santa Ana v. Santa Ana Police
Benevolent Association (1989) 207 Cal.App.3rd 1568, 255 Cal.Rptr. 688
regarding public safety organization "sick outs ").
Article 1.06 MATNTRNANrR OF EXISTING B NEFITS
The Memorandum of Understanding contains all of the covenants, stipulations
and provisions agreed upon by the parties. It is understood that all items
relating to employee wages, hours and other terms and conditions of
employment not covered in this Memorandum of Understanding are covered by
existing ordinances, resolutions, policies, and practices of the City, as
well as the Personnel Rules and Regulations presently in effect. Therefore,
for the life of this agreement, neither party shall be compelled to meet and
confer with the other concerning any mandatory meet and confer issues
whether specifically discussed prior to the execution of this agreement or
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2804 . .
which may have been omitted in the discussions which led up to the execution
of this agreement, except as provided in this agreement or by mutual
agreement of parties.
Nothing herein prevents the City and Union from meeting and consulting
on the City's Personnel Rules and Regulations which are within the scope of
representation. However, the mutual agreement of both the City and Union
are required to effect any change.
Article 1.07 NON - DISCRIMINATION CLAUSE
The Union and the City recognize and agree to protect the rights of
all employees to join and /or participate in the protected Union activities
or to refrain from joining or participating in protected activities in
accordance with Government Code Sections 3500 through 3510.
The City and the Union agree that they shall not illegally
discriminate against any employee because of race, color, sex, age, national
origin, political or religious opinions or affiliations and shall act
affirmatively to accomplish equal employee opportunities for all employees.
The City and the Union shall reopen any provision of this agreement for the
purpose of complying with any final order of a Federal or State agency or
court of competent jurisdiction requiring a modification or change in any
provision or provisions of this agreement dealing with State or Federal
anti - discrimination laws.
Article 1.08 TERM
The term of this MOU shall commence on July 1, 2000 and end on June
30, 2003.
This Agreement shall remain in effect during any negotiations and
shall continue to remain in full force and effect until such time as a new
agreement is reached.
Article 1.09 CONDUCT OF ASSOCIATION BUSINESS
Effective July 1, 2000, each fiscal year representatives designated by
the Union shall be entitled to seven (7) twenty -four (24) hour shifts of
time with pay in order to attend related conferences, seminars, workshops,
meetings, etc. No more than four (4) shifts, or the equivalent number of
hours may be taken by any one representative on any one occasion. Time used
to participate in the processing of grievances or during the formal "Meet
and Confer" process shall be in addition to, and shall not count against,
the time off with pay granted above. A maximum of four (4) of these shifts
not used during a calendar year may be carried over into the next year,
however, in no circumstance shall the Union or its representatives be
entitled to more than eleven (11) shifts per fiscal year. Employees
requesting to utilize this paid leave shall secure approval from the
President of the Association and submit the request to the Fire Chief ten
(10) days in advance of the requested time off. Employees shall not be
penalized any hours for utilizing this time, for the purpose of calculating
FLSA compensation.
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Article 1.10 GRIEVANCE PROCEDURE
A. Purpose
1. To promote improved employer - employee relations by establishing
procedures for the fair and orderly resolution of disputes
between the City and the Union and /or the City and employees
represented by the Union.
2. To provide that grievances shall be settled as near as possible
to the point of origin.
3. To provide that the grievance procedures shall be as informal as
possible.
A "Grievance" shall be defined as a controversy between the City and
the Union or an employee or employees covered by this agreement. Such
controversy must pertain to any of the following:
1. Any matter involving the application of any provision of this
agreement; or
2. Any matter involving the violation(s) of any provision or intent
of this agreement; or
3. Any matter that affects the working conditions of the employee or
the application of all rules, regulations, policies and /or laws
affecting the employees covered by this agreement; or
4. Any protests of ratings or performance evaluations.
C. Eval ua inns
If an employee disagrees with their performance evaluation, Steps 1
and 2 of the grievance procedure shall apply to challenge the content
of the employee's evaluation or performance review. If the grievance
is not resolved at Step 2, the issue may be presented to the Director
of Human Resources within five (5) calendar days after termination of
Step 2. A meeting with the employee, Union representative and the
Director of Human Resources will be arranged at a mutually agreeable
location and time to review and discuss the grievance. Such meeting
will take place within ten (10) calendar days from the date the
grievance is received by the Director of Human Resources. The
Director of Human Resources may invite other members of management to
be present at such meeting. The Director of Human Resources will give
a written reply by the end of the seventh (7th) calendar day following
the date of the meeting. The findings of the Director of Human
Resources shall be final.
W •-
An appeal of discipline is not subject to the grievance procedure. An
appeal of discipline is distinct from a grievance in that it is an
action taken by an employee to request an administrative review of
disciplinary action initiated against him or her and is subject to the
City's Disciplinary Appeal Procedure (Resolution 586).
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There shall be an earnest effort on the part of both parties to settle
grievances promptly through the steps listed below.
Step 1 - An employee's grievance must be submitted in writing by the
employee, fully stating the facts surrounding the grievance and
detailing the specific provisions of this agreement alleged to have
been violated within fifteen (15) calendar days after the employee
could have been reasonably expected to have had knowledge of the
circumstance(s) giving rise to the grievance. The supervisor or
management representative shall reply in writing to the employee by
the end of the fifteenth (15th) calendar day following the
presentation of the grievance and giving of such answer will terminate
Step 1.
Step - If the grievance is not settled in Step 1, the grievance will
be presented to the Fire Chief within ten (10) calendar days after
termination of Step 1. A meeting with the employee, Union
representative and Fire Chief will be arranged at a mutually agreeable
location and time to review and discuss the grievance.
Such meeting will take place within ten (10) calendar days from the
date the grievance is received by the Fire Chief. The Fire Chief may
invite other members of management to be present at such meeting. The
Fire Chief will give a written reply by the end of the seventh (7th)
calendar day following the date of the meeting, and the giving of such
reply will terminate Step 2.
Step - If the grievance is not settled in Step 2, the grievance will
be presented to the City Manager within five (5) calendar days after
termination of Step 2. The Grievant(s) or Union Representative and
the City Manager shall, within seven (7) calendar days after receipt
of a grievance initiated at this Step, arrange a meeting to be held at
a mutually agreeable location and time to review and discuss the
grievance. Such meeting will take place within ten (10) calendar days
from the date the grievance is referred to Step 3. The City Manager
will give a written reply by the end of the seventh (7th) calendar day
following the date of the meeting, and the giving of such reply will
terminate Step 3. The findings of the City Manager shall be final and
binding except as provided in Step 4 below.
Stems - In cases, and only in such cases, which involve the alleged
violation of the Personnel Ordinance, the Classification and Salary
Resolution, the Personnel Rules or a Memorandum of Understanding, the
employee may, by written notification to the Director of Human
Resources within two (2) working days, request submission of the issue
to the Los Angeles County Civil Service Commission, stating
specifically the paragraphs of the Ordinance, Resolution, Rules or
Memorandum of Understanding which the Grievant(s) alleges are being
violated. The Director of Human Resources shall then submit said
request, together with copies of all the pertinent forms, documents,
and materials concerned, to the Los Angeles County Civil Service
Commission, to review all such evidence and information as it relates
to the specific violation alleged by the employee(s).
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Employees may be represented by persons of their choice at meetings
with the Fire Chief, Director of Human Resources, City Manager or Los
Angeles County Civil Service Commission. When the grievance is
processed with Union participation, the Union agrees to pay half of
the cost of hearings conducted by the Los Angeles County Civil Service
Commission, to a maximum annual (fiscal year) amount of three - thousand
dollars ($3,000) . In such a case where a grievance is processed
without the Union's approval or participation, the individual(s) shall
incur the same cost.
G. witnesses
In the event an employee represented by the Union is required by any
party to appear at any meeting in any Step in this Procedure while
otherwise in a paid status, the employee shall not suffer any loss of
pay as a result of that appearance.
H. Time Limits
Time limits and procedures, as set forth above for each of the Steps,
may be extended or waived by mutual agreement between the parties, but
neither party shall be required to so agree. The parties agree that
in the event the Union or any member should fail to comply with any of
the time limitations set forth in this Procedure, such failure shall
constitute a waiver of its right to prosecute the grievance further,
unless good cause exists for the failure and the City has suffered no
prejudice as a result. In the event the City or any of its
representatives should fail to comply with any of the time limits
prescribed in this Procedure, such failure shall compel the City to
grant the remedy requested in the grievance.
Article 1.11 LAYOFF AND RECALL
A. De ini ions
1. Layoff - A reduction in the workforce, resulting in temporary
or permanent unemployment, of one or more employees.
2. Bumping - Moving to a lower classification or special assignment
in which there is no vacancy and displacing an
employee who has less seniority in that classification
or special assignment as determined by appointment
date to the affected classification.
Whenever, in the judgment of the City Council, it becomes necessary to
reduce the workforce, an employee may be laid off, reduced in
classification or displaced (bumped) by another employee. Such
layoff, reduction or displacement shall result from action of the City
Manager or his /her designee. The City Manager shall recommend to the
City Council each classification to be affected by any such change.
Employees of the Fire Department shall be laid off in the following
order:
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1. Temporary, part -time and seasonal employees;
2. Probationary employees;
3. Employees who have finished their probationary period.
An Employee filling a full time position shall be given fourteen (14)
calendar days notice of layoff, seventeen (17) calendar days if by
certified mail, indicating the circumstances which made the layoff
necessary. Employees reduced or displaced (bumped) shall be given
five (5) calendar days notice, eight (8) calendar days if by certified
mail, indicating the circumstances which made the change necessary.
In the event of an emergency, the City Council may approve a reduction
in the notice requirements, if so recommended by the City Manager.
The City Manager retains the right to layoff or alter the work
assignment of the following employees at any time without notice or
right of appeal: Emergency Employees, temporary or seasonal employees,
part -time employees, original probationary employees, promotional
probationary employees and employees designated at -will. The
promotional probationary employee shall revert to his /her previously
held classification and position without loss of seniority.
In the event an employee is laid off, he /she shall receive payment, at
the employee's request, for any earned unused sick leave (in
accordance with the M.O.U.), prorated vacation or holiday time as
quickly as possible but not later than fourteen (14) days after the
layoff.
Permanent employees shall be laid off in order of seniority in City
service, that is the employee with the least City service shall be
laid off first, followed by the employee with the second least
seniority in City service, etc. Seniority shall be determined by hire
date.
• -• - • : -. •. • . zT4 -.
Employees shall be reduced or displaced (bumped) in order of their
seniority in the affected classification or special assignment, that
is the employee with the least seniority in the classification or
special assignment shall be reduced or displaced (bumped) first,
followed by the employee with the second least seniority in rank, etc.
Seniority shall be determined by promotion or assignment date.
Temporary appointments or "Acting" assignment dates shall not be used
for the purpose of calculating seniority in rank. For the purpose of
this section Paramedic Assignment shall be considered below Fire
Engineer and above firefighter.
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H. Bumping Rights 4 �
Employees shall have the right to bump down to a lower classification
or special assignment to which they were previously assigned, provided
that the employee has greater seniority in that assignment, thus
bumping an employee in that classification or special assignment with
the least seniority to a lower classification or special assignment.
To bump down into a lower classification or special assignment the
employee must qualify for the position including any required
certifications or licenses. Employees properly laid off in the
bargaining unit shall not have bumping rights to any other City
departments. Employees laid off from other departments of the
Employer shall not have any bumping rights to positions within Fire
Department Suppression Division.
I. Breaking Ties
In cases where employees have the same date of hire (i.e. equal
seniority), seniority shall be granted to the employee with the
highest score on the examination in which the employee participated
and received the appointment. The following criteria shall be used to
determine seniority (in case of a tie or the testing process is not
applicable, the next criteria shall be used).
1. Overall raw score.
2. Raw score of the oral interview.
3. Raw score of the Practical (Engineers).
4. Raw score of the written examination.
S. The earliest date and time of application.
J. Salary Placement
An employee who is assigned to a lower classification as a result of a
displacement (bump) shall be placed on the step of the salary range of
the new classification, which is the closest to the compensation of
the employee in the previous classification, but in no case higher,
and the employee will be assigned a new salary anniversary date on the
effective date of the appointment. The employee shall, however,
retain seniority while his /her name remains on the reemployment list
or lists.
K. Reemployment List
The names of permanent employees who have been laid off under this
section (including employees who have bumped down) shall be placed, in
order of seniority from highest to lowest, on a reemployment list for
their classification or any lower classification for which the
employee is qualified by education and /or experience. Persons on such
lists shall retain eligibility for appointment therefrom for a period
of three years from the date their names were placed on the list. As
a vacancy within a classification or lower related classification
becomes available, the name appearing at the top of the list shall be
offered the opportunity to fill the vacancy. The name of an
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individual selected from the list to fill the vacancy who refused the
reemployment offer shall be permanently removed from the reemployment
list without right of appeal. Laid -off employees do not earn
seniority credit or benefits while on the reemployment list.
The City shall provide all employees who were laid off from the City a
service letter setting forth that the employee was laid off and is
eligible for reemployment. Those employees who were displaced to
lower positions will be granted, upon the employee's request, a letter
from the City stating the employee was reduced in status as a result
of a layoff and is eligible for reemployment to the higher level
position.
If a person is reemployed by the City within three years, the
employee's seniority, sick leave and vacation accrual rates shall be
reinstated. Any accumulated sick leave and /or vacation earnings shall
also be reinstated to the extent that the employee did not receive
compensation for such earnings at the time of layoff. Upon
reemployment, employees will be placed on the same salary step held at
the time of layoff.
�{_f:T�1q
If the above procedures, except for Section B - Grounds for Laynff and
Section D - At -Will Employees, are misapplied and adversely affect a
laid -off or displaced employee, the adversely affected employee may
file an appeal, setting forth what sections of this article were
violated, to the City Manager.
Article 1.12 NOTICE TO MEET AND CONFER
Except in cases of emergency as provided in Government Code Section
3504.5, the governing body of a public agency, and boards and commissions
designated by law or by such governing body, shall give reasonable written
notice to each recognized employee organization affected of any ordinance,
rule, resolution, or regulation directly relating to matters within the
scope of representation proposed to be adopted by the governing body or
such boards and commissions and shall give such recognized employee
organization the opportunity to meet with the governing body or such boards
and commissions.
In cases of emergency when the governing body or such boards or
commissions determine that an ordinance, rule, resolution or regulation
must be adopted immediately without prior notice or meeting with a
recognized employee organization, the governing body or such boards, and
commissions shall provide such notice and opportunity to meet at the
earliest practicable time following the adoption of such ordinance, rule,
resolution, or regulation.
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ARTICLE 2 - SALARIES AND BENEFITS
• . •
The following respective range numbers are hereby allocated and assigned to
the following respective positions in the service of the City, hereinafter
set forth:
Positions
Firefighter
Firefighter -
Firefighter -
Firefighter -
Firefighter -
FF /Paramedic -
FF /Paramedic -
FF /Paramedic -
FF /Paramedic -
FF /Paramedic -
FF /Paramedic -
FF /Paramedic -
FF /Paramedic -
FF /Paramedic -
FF /Paramedic -
Fire Engineer
Fire Engineer
Fire Engineer
Fire Engineer
Fire Engineer
Fire Captain
Fire Captain -
Fire Captain -
Fire Captain -
Fire Captain -
20 Units
AA /AS
BA /BS
Master
1St Yr.
1st Yr.
1St Yr.
1St Yr.
1St Yr.
2nd Yr.
2"d Yr.
2nd Yr.
2nd Yr.
2nd Yr.
20 Units
AA /AS
BA /BS
Master
20 Units
AA /AS
BA /BS
Master
- 20 Units
- AA /AS
- BA /BS
- Master
20 Units
AA /AS
BA /BS
Master
Range Number
483
483 -6
483 -7
483 -8
483 -9
483 -P1
483 -6 -P1
483 -7 -P1
483 -8 -P1
483 -9 -P1
483 -P2
483 -6 -P2
483 -7 -P2
483 -8 -P2
483 -9 -P2
497
497 -6
497 -7
497 -8
497 -9
510
510 -6
510 -7
510 -8
510 -9
The methodology used in computing adjustments in monthly salary shall be as
follows:
Adjustments are to be computed from the amount shown in the box located at
Step F of Level 0 of Range 483, and Step E of Level 0 of Ranges 497 and 510
of the Basic Total Salary Schedule, which shall be multiplied by the percent
of the adjustment, e.g. 5% increase = F x 1.05 (Range 483) or E x 1.05
(Ranges 497 and 510) using a 12 -digit calculator. All other calculations
shall be based on this new amount. Each salary step shall be calculated by
using the raw unrounded figure in the calculator for the previous salary
step. Once all of the salary steps have been computed, each salary figure
shall be rounded off to two (2) decimal places (i.e. if the third decimal
place is 5 or greater, the second digit is rounded up 1 cent; if 4 or lower
the second digit would remain unchanged) which then shall comprise the new
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basic total salary schedule. Other steps within the various ranges shall be
calculated by multiplying or dividing the appropriate step by the one being
calculated as indicated below. Base taxable pay will be calculated by
subtracting the Public Employee Retirement System (PERS) employer paid
member contribution picked up by the employer in accordance with Internal
Revenue Code Section 414(h)(2), (which is calculated at 9% of the resulting
unrounded total salary step) from the resulting unrounded total salary step.
Hourly rates for each step, base taxable and base total salary, may then be
calculated by multiplying the respective unrounded salary step, taxable or
total, by twelve (12) and then dividing by two thousand nine hundred twelve
(2,912) and rounding off the result to the nearest four (4) decimal places
as described above.
BAST RASTC TOTA , SA ,ARV SCHEDULE ( Ranee 4 8 3 )
Level I Steps
A B C D E F W X Y Z
0 B /1.05 C /1.05 D /1.05 E /1.05 F /1.05 CNTRL Fxl.06 Wx1.06 Xx1.06 Yx1.06
A -6 B -6 C -6 D -6 E -6 F -6 W -6 X -6 Y -6 Z -6
6 Ax1.00 Bx1.02 Cx1.02 Dx1.02 Ex1.02 Fx1.02 Wx1.02 Xx1.02 Yx1.02 Zx1.02
A -7 B -7
7 Ax1.00 Bx1.00
A -8 B -8
8 Ax1.00 Bx1.00
A -9 B -9
9 Axl.00 Bx1.00
BASIC TOTAL
Level ISteDS
C -7
Cx1.00
C -8
Cx1.00
C -9
Cx1.00
D -7
Dx1.00
D -8
Dx1.00
D -9
Dx1.00
E -7 F -7
Ex1.00 Fx1.00
E -8 F -8
Ex1.00 Fx1.00
E -9 F -9
Ex1.00 Fx1.00
W -7
Wx1.06
W -8
Wx1.10
W -9
Wx1.15
X -7
Xx1.06
X -8
Xx1.10
X -9
Xx1.15
Y -7 Z -7
Yx1.06 Zx1.06
Y -8 Z -8
Yx1.10 Zx1.1C
Y -9 Z -9
Yx1.15 Zx1.15
A
B
C
D
E
W
X
Y
Z
0 B /1.05
C /1.05
D /1.05
E /1.05
CNTRL
Ex1.06
Wx1.06
Xx1.06
Yx1.06
A -6
B -6
C -6
D -6
E -6
W -6
X -6
Y -6
Z -6
6 Axl.02
Bx1.02
Cx1.02
Dx1.02
Ex1.02
Wx1.02
Xx1.02
Yx1.02
Zx1.02
A -7
B -7
C -7
D -7
E -7
W -7
X -7
Y -7
Z -7
7 Ax1.06
Bx1.06
Cx1.06
Dx1.06
Ex1.06
Wx1.06
Xx1.06
x1.06
Zx1.06
A -8
B -8
C -8
D -8
E -8
W -8
X -8
Y -8
Z -8
8 Axl.10
Bx1.10
Cx1.10
Dx1.10
Ex1.10
Wx1.10
Xx1.10
Yx1.10
Zx1.10
A -9
B -9
C -9
D -9
E -9
W -9
X -9
Y -9
Z -9
9 Axl.15
Bx1.15
Cx1.15
Dx1.15
Ex1.15
Wx1.15
Xx1.15
Yx1.15
Zx1.15
13
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Amended 7/1/00:
2804 . . , .l
Position
Firefighter
Starting Hourly Rate
$14.7028
Maximum Hourly Rate
$18.7513
Paramedic
$16.6142
$21.7514
Engineer
$17.8973
$21.7436
Captain
$20.7529
$25.2146
Effective July 1, 2002, the base salaries of employees covered herein shall
be increased by 1.71 %.
1. The advancement of a new employee from Step A shall be on the new
employee's anniversary date which is established as the day immediately
following satisfactory completion of his /her first six months' service;
Steps B, C, and D (E for Firefighters only) contemplate one year's service
in each of such classification subject to the limitations of the paragraph
below and the advancements there from shall be on the anniversary date of
the employee; Step E (F for Firefighters only) contemplates continued
service in such step until further advancement is indicated by reason of
longevity.
2. If the employee's anniversary date falls in the first week of the pay
period, the effective date of the increase will be the first day of that pay
period; if the anniversary date falls in the second week of the pay period,
the effective date of the increase will be the first day of the following
pay period. An employee in the fire service shall be presumed to merit an
increase in pay unless his or her current performance evaluation on file
rates him or her below standard or unsatisfactory and the Fire Chief
notifies the Personnel Officer and employee in writing at least ten days in
advance of the scheduled increase that the increase in pay should be
withheld, stating reasons. If employee's performance subsequently improves
to a satisfactory level, the pay will be granted upon the issuance of a
satisfactory performance report.
Fire service employees shall be appointed to the position of Firefighter
and compensated at Step A of the range assigned to Firefighter in the Basic
Total Salary Schedule for the first six months from their date of hire.
They shall be on probation during the first twelve months from their date
of hire.
1. Paramedics shall be entitled to receive special assignment pay as
follows:
a. While assigned to the trainee level *, no paramedic special
assignment pay shall be provided;
b. During the first year of paramedic service after accreditation,
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Amended 7/1/00:
special assignment pay equal to thirteen percent (13 %) abOo e the
Basic Total Salary Schedule step in Range 483 to which they are
entitled;
c. During the second year and following years of paramedic service,
paramedic special assignment pay equal to sixteen percent (16 %)
above the Basic Total Salary Schedule step in Range 483 to which
they are entitled.
*Trainee level is completed upon accreditation as a paramedic by the County
of Los Angeles.
2. Uniformed personnel who are assigned Fire Department work outside of
the Suppression Division shall receive special assignment pay equal to ten
percent (10 %) of the Basic Total Salary Schedule step in Range 483, 497 and
510 to which they are entitled.
When an employee is assigned to light duty because of a temporary
physical disability or condition, she /he shall be paid at the rate of
her /his normal duty assignment without regard to the temporary duty
schedule.
1. Levels 6, 7, 8, and 9 of the Basic Total Salary Schedule are
educational incentive provisions and are to be used in applying the
educational incentive pay policy.
2. During the period from July 1, 2000 to May 31, 2002, and only during
that period, employees shall receive a temporary educational incentive
which will compensate them for their services at two percent (2 %) above the
step of level 0 of the applicable Basic Total Salary Schedule to which they
are entitled.
3. During the period June 1, 2002 to June 30, 2005, and only during that
period, employees possessing a valid Class "B" Restricted Driver's License,
or equivalent, possessing a valid EMT -D certification or Los Angeles County
Paramedic Accreditation, and meeting any one of the following educational
requirements shall be compensated for their services at two percent (2 %)
above the step of level 0 of the applicable Basic Total Salary Schedule to
which they are entitled:
a. Fire Science Certificate;
b. Successful completion of twenty units of college level courses
in Fire Science;
c. Associate of Arts Degree with at least twenty units in Fire
Science;
d. California State Fire Marshal, Chief Officer Certificate;
e. Bachelor's Degree in Public Administration, Political Science,
Chemistry or other major course of study approved by the Fire
Chief and City Manager; or
15
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Amended 7/1/00:
2804.,,.]
f. Master's Degree in Public Administration, Political Science,
Chemistry or other major course of study approved by the Fire
Chief and City Manager.
4. Effective July 1, 2005, employees possessing a valid Class "B"
Restricted Driver's License, or equivalent, and possessing a valid EMT -D
certification or Los Angeles County Paramedic Accreditation shall be
compensated for their services at the step of level 0 of the applicable
Basic Total Salary Schedule to which they are entitled plus the applicable
percent of salary shown below upon fulfilling the respective educational
and City fire service longevity requirements:
a. Two percent (2 %) - Fire Science Certificate or successful
completion of twenty units of college level courses in Fire
Science, and two years of service. This level of compensation
is depicted in steps A -6 through Z -6 of the applicable Basic
Total Salary Schedule;
b. Six percent (6 %) - Associate of Arts Degree with at least twenty
units in Fire Science or California State Fire Marshal, Chief
Officer Certificate, and seven and one half years of service.
This level of compensation is depicted in steps A -7 through Z -7
of the applicable Basic Total Salary Schedule;
C. Ten percent (10 %) - Bachelor's Degree in Public Administration,
Political Science, Chemistry or other major course of study
approved by the Fire Chief and City Manager, and ten years
service. This level of compensation is depicted in steps A -8
through Z -8 of the applicable Basic Total Salary Schedule; or
d. Fifteen percent (15 %) - Master's Degree in Public
Administration, Political Science, Chemistry or other major
course of study approved by the Fire Chief and City Manager, and
fifteen years service. This level of compensation is depicted
in steps A -9 through Z -9 of the applicable Basic Total Salary
Schedule.
5. Prior to an employee engaging in a major course of study, he /she must
receive written approval from the Fire Chief for the eligibility of the
specific type of College Degree to guarantee his /her eligibility for
incentive pay as provided herein. Each employee who qualifies for
educational incentive pay shall remain eligible during the course of
his /her employment with the City, with the following exceptions: After
qualifying for educational incentive pay, an employee shall cease to
receive such pay during any time period that: the employee does not meet
the requirements for educational incentive pay; the employee is suspended
without pay; or the employee's most recent performance evaluation is rated
below standard or unsatisfactory. An employee who has lost his /her
eligibility to receive this incentive under the terms stated above shall
have their incentive pay reinstated the first payroll period following
his /her re- qualification.
6. The City currently provides the training and the means to obtain the
EMT -D certification and the Class "B" Restricted Driver's License. In the
event the City elects not to provide the training or means to obtain the
required certification or license, the requirement for the respective
certification or license shall be dropped and otherwise qualified employees
E.
7/1/00 TO 613010
Amended 7/1/00:
L' �e
shall remain eligible for educational incentive pay until such time as the
City again provides the said training and means.
1. Steps W, X, Y and Z of the Basic Total Salary Schedules are longevity
provisions and are to be used in applying the following policy.
2. Effective July 1, 2000, employees shall be compensated for their
services at the step of level 0 of the applicable Basic Total Salary
Schedule to which they are entitled plus the applicable percent of salary
shown below upon fulfilling the respective continuous City fire service
longevity requirements and intermediate step requirements:
a. Upon completion of six and one -half years of service and of one
year in step E of current classification an increase of six
percent (6 %). This level of compensation is depicted in steps W
through W -9 of the applicable Basic Total Salary Schedule;
b. Upon completion of thirteen years of service, of one year in
step E of current classification, and one year in step W of
current classification an additional six percent (6 %). This
level of compensation is depicted in steps X through X -9 of the
applicable Basic Total Salary Schedule;
C. Upon completion of nineteen and one -half
one year in step E of current classificati
of current classification, and one year
classification an additional six percent
compensation is depicted in steps Y
applicable Basic Total Salary Schedule; or
years of service, of
on, one year in step W
in step X of current
(6 %). This level of
through Y -9 of the
d. Upon completion of twenty -six years of service, of one year in
step E of current classification, one year in step W of current
classification, one year in step X of current classification and
one year in step Y of current classification an additional six
percent (6 %). This level of compensation is depicted in steps Z
through Z -9 of the applicable Basic Total Salary Schedule.
3. After qualifying for longevity pay, an employee shall cease to receive
such pay during any time period that: the employee does not meet the
requirements for longevity pay; the employee is suspended without pay;
or the employee's most recent performance evaluation is rated below
standard or unsatisfactory. An employee who has lost his /her
eligibility to receive this incentive under the terms stated above
shall have their incentive pay reinstated the first payroll period
following his /her re- qualification.
4. An employee receiving longevity pay in a particular classification may
not be immediately eligible to receive longevity pay upon promotion to
a higher classification.
5. When necessary to comply with the requirements of the section entitled
"Promotions" herein, the requirements above for employees to have
served a minimum amount of time in an intermediate step may be waived
17
7/1/00 TO 613010
Amended 7/1/00:
4UU4 .
by the City. However, under no circumstances may an employee be
placed in a longevity step for which the employee does not meet the
respective continuous City fire service longevity requirement.
CHANnE IN ANNIVERSARY DATE AND RANGE NUMBER
An employee advanced from Range 483 to Range 497 or 510, or from Range 497
to Range 510, shall receive a new anniversary date, which is the date of
the change. Other changes in salary, unless specifically directed by the
Council or as provided in the second paragraph of the Section herein
entitled "Basic Salary Schedule -Step Advancement" herein shall not change
the anniversary date, except for promotions made in accordance with the
Personnel Merit System ordinance and the Personnel Rules and Regulations.
The City Council reserves the right at any time, and in its sole
discretion, to change the range number assigned to any officer or employee
and to determine the particular step in any range number which is to be
thereafter assigned to any such officer or employee.
PROMOTIONS
1. In all cases where an employee is promoted to a classification for
which a higher rate of compensation is provided, then such employee so
promoted shall enter into such higher classification at the lowest rate of
compensation provided for such higher classification which exceeds by not
less than five percent the base rate of the Basic Total Salary Schedule,
Level 0 salary step to which employee is entitled compensation, not to
exceed Z -Step of Level 0 of the Basic Total Salary Schedule, excluding
special assignment pay received by said employee in such classification at
the time of such promotion, unless otherwise ordered by the City Council.
2. All supervisors shall be paid a base rate not less than the next
higher base rate than any of their subordinates. In the event that a
supervisor is paid a base rate of pay equal to or lower than one of his /her
regularly assigned subordinate's base rate, the supervisor's base rate
shall be advanced to a step in his /her salary range which is next higher
than any subordinate's base pay exclusive of longevity pay, educational
incentive pay, and special assignment pay.
3. Any affected employee assigned to and performing the duties of a
paramedic and who during the term of this agreement is promoted, shall
suffer no decrease in base salary (pre - promotion base salary being measured
by base salary plus any paramedic bonus). This Article shall not apply to
paramedics who suffer a salary decrease because of a reassignment out of
the paramedic program (as opposed to a promotion).
Article MP
The City will consult with employees through the insurance committee
and consider all suggestions and presentations on the types of insurance
plan or plans to be purchased. The City reserves the right to determine
the insurance carrier with whom the City will contract for coverage.
"M
7/1/00 TO 6/30/0
Amended 7/1/00:
2804, .-J
The vision insurance plan to be selected by the City will be the
Teamster's proposed vision plan provided through Vision Care Plan or a plan
with similar benefits.
The monthly City -paid health insurance premium contributions will be
equal to the average dollar cost of the premium for an employee and two
(2) or more dependents under the HMOs available to the employees under the
Public Employees' Medical and Hospital Care Program in the Southern
California area.
The City will pay 100% of premiums for California Association of
Professional Firefighters group Long Term Disability Insurance. These
payments shall be reported to the taxing authorities as ordinary income of
the employees.
The City will pay 100% of the premiums for the agreed upon dental,
optical and life insurance for employees and eligible dependents to the
maximum dollar amount of $100 per month. The City will apply the maximum
dollar amount to the payment of the various premiums in the following order
of precedence: optical insurance first, then life insurance, and finally
dental insurance.
Article 2.03 INSURANCE - RETTREM EMP-LOUI
City ••• • -• Medical Tnslirancp .•
The City will pay 100% of the premium for the agreed upon health
insurance, under the City's insurance plans, for retired employees and
eligible dependents, to the maximum dollar amount being equal to the
contribution made for current employees with coverage which is the same as
that of the retiree.
The City shall contribute up to $120.00 per month to employees who
service retire while under the employ of the City of E1 Segundo toward any
medical insurance coverage which the retiree should select for himself or
herself if the selected medical coverage is not provided under the City's
insurance plans. Retirees with non -City medical coverage shall submit
proof of their annual coverage for medical insurance to the City at any
time during the year and the City will issue them a reimbursement check.
Partial year coverage shall be compensated on a pro -rated basis.
The above limitation shall not apply for retirees who retired before
December 1989 and in December 1989 were not receiving a City contribution
to medical insurance. The monthly limitation for such employees shall be
$75.00.
19
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Amended 7/1/00:
2b04....
Effective July 1, 1989, employees shall have a minimum of five (5)
years of City service as a prerequisite to receive from the City service
retiree medical insurance contributions and continued participation in the
City's group insurance plans except as may be mandated by law (e.g. COBRA).
Upon separation from service of an employee, the city shall pay for
the employee's unused sick leave accumulation according to the following
schedule at the same rate the employee would have received had he /she used
the benefit to receive full pay while absent on the date of the cash -out
payment:
(1) 50% after ten (10) years of service.
(2) 90% after twenty years of service.
Employees separating from service because of a disability retirement,
after five (5) years of service, will be compensated at 90% of the
employee's accumulated, unused sick leave at the same rate the employees
would have received had he /she used the benefits to receive full pay while
absent on the date of the cash -out payment.
Employees who die while under the employ of the City will receive 75%
of their accrued unused sick leave. Benefits shall be paid to employee's
beneficiaries and /or estate.
Article 2.05 UNIFQHM AND SAFETY EQUIPMENT ALLOWANCE
Uniform u_ -n. - Program
Each newly hired employee within a represented classification shall be
provided at City cost, with three (3) complete uniforms. A "complete"
uniform shall be defined as including required badges, patches, shirts,
pants, boots, jackets, jacket liner, belt, tie, tie clip, hat, hat piece,
collar piece, name tags and buckles. Further, the City shall at its own
cost replace items fitting within the aforesaid uniform description where
such items are rendered unserviceable through normal wear and tear. If
boots can be re -soled without negatively impacting integrity of the boot,
then replacement will not occur. The determination of the Fire Chief as to
uniform items being replaced consistent with this section shall be final
and binding and shall not be subject to a grievance procedure or to
judicial review.
Additionally, each member of a represented classification shall be
provided with an annual uniform maintenance allowance of $325, distributed
quarterly on a prorated basis.
we
7/1/00 TO 613010
Amended 7/1/00:
2804
In the event that Cal OSHA, Federal OSHA or an equivalent body changes
the uniform requirements for unit employees, the City shall provide or pay
the cost of the newly mandated item(s) up to 2 uniforms and 1 pair of shoes
per employee.
Article 2.06 VACATION
The vacation accrual for the employees covered by this Agreement is as
follows:
A) Members of the Union who work 40 hours a week shall accumulate
vacation time not to exceed the total aggregate of two years
accumulation in accordance with the following schedule:
1. Twelve working days per year with full salary for the first
seven years of continuous service with the City;
2. Seventeen working days per year with full salary after
seven years and until the completion of fourteen years of
continuous service;
3. Twenty -two working days per year with full salary after
fourteen years of continuous service.
Employees who work on a shift basis shall accumulate vacation time not
to exceed the total aggregate of two years accumulation in accordance with
the following schedule:
A) Six (6) shifts per year with full salary for the first seven (7)
years of continuous service with the City.
B) Eight and one -half (8 1/2) shifts per year with full salary
after seven years and until the completion of fourteen (14) years of
continuous service.
C) Eleven (11) shifts per year with full salary after fourteen (14)
years of continuous service.
One (1) captain, one (1) engineer, one (1) paramedic and one (1)
firefighter per shift shall be granted vacation leave upon approved
application being made and consistent with the needs of the Department.
Vacation leaves may be taken only after an employee has completed one
year's continuous service with the City.
Vacation Buy Back
Each affected employee shall be provided the option of converting
21
7/1/00 TO 6/30/0
Amended 7/1/00:
2804
fifty percent (50 %) of annual accrued vacation leave to cash, at the hou 'rla .
rate existing at the time of distribution, during one (1) calendar year pay
period as selected at the discretion of the employee.
An employee on a City approved industrial disability leave may exceed
his /her maximum vacation accrual by 50% of his /her annual vacation leave
(Example: employee on IOD with 288 hours accrued vacation may accrue an
additional 72 hours, i.e. 50% of his 144 annual accrual).
The following Holidays shall be considered as Primary Holidays for
vacation purposes and are subject to the following rules:
Thanksgiving Day
Christmas Eve
Christmas Day
New Years Eve
New Years Day
In order for an employee to take vacation during the listed Primary
Holidays, the employee shall take the entire segment in which the Primary
Holiday occurs.
The last shift of the segment of all Platoons preceding and the first
shift of the segment following the Holiday shall not be taken as a single
shift vacation.
Vacations - Promotions, Transfprs and Tprminations
Vacations shall be honored with respect to all transfers and
promotions. However, no vacations vacated shall be taken as
additions, unless manpower permits.
Upon termination of employment during a pay period, pay shall be
prorated and paid for each day worked in said pay period and the terminal
salary warrant shall include accrued vacation pay to the time of
termination.
Article 2.07 OVERTIME
All of the members of said Department shall be subject to call for
service at any and all times.
All employees working a 182 hour /24 day work period shall receive
premium overtime compensation at the rate of one and one -half (1.5) times
their regular rate of pay, as defined in the Fair Labor Standards Act
(FLSA), for all time actually worked in excess of 182 hours in a 24 -day
work period.
All employees working a 40 hour /7 day work period shall receive
premium overtime compensation at the rate of one and one -half (1.5) times
their regular rate of pay for all time actually worked in excess of 40
hours in a seven day work period.
22
7/1/00 TO 613010
Amended 7/1/00:
}
The City shall compensate personnel who temporarily work an 8 -hour day
at their normal hourly fire suppression pay rate based on a 56 -hour per
week work schedule. The employee's hourly rate shall be modified to a 40-
hour per week rate if the Fire Chief reassigns the employee to that shift
for an extended term. The time worked on a 40 -hour per week schedule shall
be considered as hours worked within the work period designated by the City
for FLSA overtime calculation purposes.
The purpose of this section is to codify prevailing practice to the
effect that employees subject to recall shall be paid a minimum of four (4)
hours at straight time and employees subject to forced rehire shall be paid
a minimum of four (4) hours at time and one -half (only when recalled for
suppression duties) . The Battalion Chief will release a recalled/ rehired
suppression employee when there is no circumstance justifying a hold -over
of the person or whenever scheduling does not justify a hold -over of the
person.
Article 2.08 S' RXIMMENTS
Effective July 1, 1989, employees whose City paychecks are garnished
shall have caused to be deducted from their paycheck a one time per
occurrence set -up fee of $35 and $10 for every paycheck in which their
wages are garnished.
Article 2.09 FLEXIBLE SPENDING ACCOUNT
Effective July 1, 1989, the City shall continue to allow employees to
participate in the Flexible Spending Account pursuant to the terms and
conditions of the Internal Revenue Code.
Article 2.10 BEREAVEMENT LEAVE
Bereavement Leave /Emergency Leave Effective the date of this
agreement, a maximum of three (3) days (which shall be defined as one and
one -half (1'A) shifts) paid bereavement leave per incident of death in the
immediate family is provided separate and distinct from sick or other leave
benefits. "Immediate family" shall be defined as spouse, child, mother,
father, grandparents or sibling.
No other emergency leave shall
accumulated compensatory time off
substantiated personal emergencies,
family members, and cases of extreme
nature. In such case instances, nc
though prior notice is required.
be provided, except that vacation or
may be used for bona fide and
i.e. serious illness of immediate
and unusual hardships of an emergency
itification requirements may be waived
23
7/1/00 TO 613010
Amended 7/1/00:
I
b04,..
Article 2.11 ANNUAL CHECK FOR HOLIDAY PAY AND SICK LEAVE PAY
Employees who work shifts and are regularly required to work holidays
shall accumulate holiday pay at the rate of one hundred forty -four hours
per year in lieu of holidays. Employees who terminate employment shall be
paid holiday pay on a pro rata basis.
The City shall have the option to issue eligible employees one check
annually inclusive for sick leave pay, and holiday pay in November, but not
later than on or about December 10.
The City will pay 100% of the member contribution on Holiday pay.
Article 2.12 COMPUTER LOAN PROGRAM
Contingent upon the City determining that sufficient funds exist for
said purpose, provision to each affected employee of a maximum of $4000
cumulative interest free loan to purchase personal computer hardware and
software. The City's determination in this regard is not subject to
administrative or judicial appeal. Loans shall be repaid through payroll
deductions over a three -year period. Outstanding loan balances must be
paid off at the time that an employee separates from City service and the
City shall be authorized to recover any loan balance by making deductions
from the employee's final check.
All participants to the loan program will be eligible for an initial,
interest free loan in the amount of $4,000 (four thousand dollars) . An
employee with an outstanding balance on a prior computer loan as of July 1,
1997, will have that amount currently due from the previous loan subtracted
from the amount the employee can borrow interest free under this program.
Subsequent loans or amounts in excess of the above maximum interest free
loan, would be at an interest rate of 3 %. All loans would include a 36-
month repayment term.
Eligible purchases shall be expanded to include ergonomic - related
furniture and equipment and anti -viral software shall be required as a
prerequisite in granting requested loans.
City shall retain title, as security, to any equipment purchased with
funds from the above - described loans, until such time as the loan is fully
paid off. City is to be notified of any exchange or updating of equipment.
"After- the - fact" financing is allowed only with prior approval of the
Director of Finance or his /her designee.
Article 2.13 nv.FVRRED COMPENSATTO
nPfPrrPd Compensation • n• .0
Union members are eligible to
deferred compensation programs. The
shall be borne solely by the employee
event the City contemplates changing
will first consult with the Union.
participate in the City's approved
contributions made to this program
(i.e. no City contributions). In the
the program administrator, the City
24
7/1/00 TO 613010
Amended 7/1/00:
4804
Article 2.14 PEA
All sworn firefighting employees currently represented by the Union
who are safety members of PERS shall have their retirement benefits
calculated pursuant to the two percent (2 %) at age 50 formula set forth in
Section 21362 of the California Government Code. In addition, each such
employee shall be entitled to the Level 3 Survivors' Benefits and entitled
to elect to receive credit for prior military service in accordance with
Section 21024 of the California Government Code.
Effective June 1, 2001, all sworn firefighting employees represented
by the Union who are safety members of PERS shall have their retirement
benefits calculated pursuant to the three percent (3 %) at age 55 formula
set forth in Section 21363.1 of the California Government Code.
Employees shall have their retirement calculated on single highest
year in accordance with Section 20042 of the California Government Code.
The employees shall pay their required nine percent (9 %) contribution
to PERS. The City shall pick -up this nine percent (9 %) contribution. The
contribution, so picked -up, shall be treated as an employer contribution
for purposes of employee federal and state income tax withholding.
The City's pick -up of the contribution shall be limited to the
percentages noted herein. Increases in the City's pick -up percentage shall
not occur without mutual agreement of the parties.
Article 2.15 SICK LEAVE
A. Sick Leave Accrual
Permanent employees shall accumulate sick leave at the rate of one
eight -hour day accumulation for each month's service not to exceed a
maximum of 1056 hours. Members of the Fire Service in the positions of
firefighter, fire engineer, and fire captain who work shifts shall
accumulate sick leave at the rate of one twelve -hour day accumulation for
each month's service, not to exceed a maximum of 1584 hours. Sick leave
shall be available for immediate use beginning from date of hire.
On the first day of December of each year, employees who maintain a
balance of 1056 hours (Fire Fighters assigned to fire suppression, 1584
hours) of Sick Leave accrual shall be paid for one -half the Sick Leave
accumulated and not used during the preceding twelve -month period. Payment
shall be made on or before December 10.
B. Sick Leave Usage for Family Care
Affected employees are eligible to utilize a maximum of six days
(three shifts) of sick leave per calendar year in order that care may be
provided to immediate family members suffering from illness or injury. The
city shall require each affected employee utilizing sick leave for said
purpose to provide in writing a sworn statement evidencing the facts
justifying the use of sick leave in this regard in compliance with the
California Family Rights Act, Labor Code Section 233.
25
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Amended 7/1/00:
2804.., ill
For other types of personal emergencies, that is, a serious illness of
an "immediate family" member of the employee or the employee's spouse and
for cases of extreme and unusual hardship of an emergency nature,
employees, upon request, shall be entitled to utilize accumulated vacation
leave or compensatory time -off, for which prior notification is required;
however, in certain instances notification requirements may be waived.
ARTICLE 3 - OTHER PROVISIONS
Article 3.01
The City will not provide jury duty leave pay to employees. If the
State or Federal Court jury commissioners change, amend, alter or otherwise
rescind the policy of granting exemptions from jury service to persons who
do not receive jury duty pay from their employer, so as to require jury
service despite the absence of jury duty pay from such employer, then the
City's practice of paying the City's full salary, if jury pay is returned to
the City, shall be reinstated effective immediately upon the first
implementation of such changed exemption policy for all classifications
represented by the Union.
In the event an employee is called to jury duty, and wishes to serve
accrued vacation leave time or a leave of absence without pay, his /her
request shall be granted subject to scheduling requirements by the City.
In the event that the City's practice of paying the City's full salary
if jury pay is returned to the City is reinstituted pursuant to the
aforementioned provisions, the provision for unpaid jury duty leave shall be
considered null and void.
Article 3.02 NO- SMOKING POLICY
A. Effective July 1, 1987, unit employees shall not be permitted to smoke
and /or use tobacco products on duty in City facilities at any time.
B. Any unit employees hired after July 1, 1987, shall, as a condition of
initial and continued employment, refrain from smoking and /or using
tobacco products at any time on or off duty.
Article 3.03 BT••TIN SO BDS
The Union shall be provided a bulletin board location at each fire
station for its posting of information concerning official Union business
and activities. All posting shall contain the date of the posting and the
identification of the document as a Union sponsored publication. All
postings shall be done by an authorized Union representative. Management
shall have a right to remove and /or prevent the posting of materials that
contain personal attacks upon the qualifications, skills, credibility,
honesty or character of any City employee of any rank.
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Article 3.04 SAFETY COMMITTEE
A. The Fire Department Safety Committee shall consist of one member from
each suppression position: Battalion Chief, Captain, Engineer,
Firefighter /Paramedic, and Firefighter. Each position shall select
their volunteer representative. If there are no volunteers, the Fire
Chief may appoint a position representative. Review of the
representatives shall be made at approximately 18 -month intervals,
and /or at the request of the committee at any time.
B. The purpose of the committee is as follows:
1. Using a proactive risk management approach, make recommendations
for abating unsafe conditions in order to prevent accidents and
improve safety in all department operations.
2. Review policies and procedures of the department as they pertain
to safety, and make recommendations for correction or change.
3. Review equipment, uniforms, and protective gear to assure their
quality as related to safety considerations.
4. Review accidents related to equipment, apparatus, and
facilities, as well as make recommendations regarding any
corrective measures needed to limit future occurrences.
5. Issue department safety bulletins at the direction and approval
of the Fire Chief.
NOTE: All recommendations will be forwarded to the Fire Chief.
He will take any final actions, ensuring compliance with local
policies or ordinances, and /or any state or federal regulations.
C. The committee shall meet at the discretion of their selected
chairperson.
Article 3.05 DRUG -FREE WORKPLACE
The City of El Segundo Drug -Free Workplace Statement and Substance
Abuse Policy (dated July 25, 1994) is accepted by the Union.
The duties of the Department Uniform Officer may be assigned in the
Firefighters' bargaining unit. The assigned personnel will manage the
purchase, replacement and distribution of uniforms and turnout gear.
Article 3.07 UNION MEETINGS
A. The Union shall be limited to ten (10) meetings per year during
regular business hours. Additional meetings can be held after hours
or on weekends.
B. Meetings held during regular business hours shall begin at 0730 hours
and end at 1130 hours with employees returning to work details by 1145
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Amended 7/1/00:
hours, except that meetings may be longer with approval of the Fire
Chief or his designee.
Article 3.08 PROMOTIONAL EXAMINATION REQUIREMENI
A. RffPrtivP July 1, 1/
Candidates for Fire Captain promotional examinations shall be required
to possess an AA or AS Degree, which includes a curriculum in Fire
Science.
111111
Candidates for Battalion Chief promotional examinations shall be
required to possess a Bachelors Degree.
Article 3.09 OPPORTUNITY TO REVIEW MATERIALS
No employee shall have any comment adverse to his /her interest entered
into the employee's personnel file, or any other file used for any
personnel purposes by the employer, without the employee having first read
and signed the instrument containing the adverse comment indicating the
employee is aware of such comment, except that such entry may be made if
after reading such instrument the employee refused to sign it. The
employee's signature on the instrument indicates notice of the adverse
comment, but does not indicate agreement by the employee with the comment.
Should the employee refuse to sign, that shall be noted on that document,
and signed by a witness, not a party to the issuance of the instrument.
The employee may attach a rebuttal to the instrument containing the adverse
remark to be included in the Human Resources or Fire Department personnel
file.
Article 3.10
A. Employees who participate in the Paramedic Training Program will be
required to reimburse the City, for the cost associated with training
paramedics upon voluntary separation from the City service. The rate
of reimbursement is as follows:
1. Voluntary separation during the Paramedic Training Program -
100% of the City's expended costs for training. Reimbursement
is not required if the City receives credit back from the
training program.
2. Voluntary separation during the first year following state
certification as a paramedic - 100% of the City's expended costs
for training.
3. Voluntary separation during the second year following state
certification as a paramedic - 50% of the City's expended costs
for training.
4. Voluntary separation during the third year, and thereafter,
following state certification as a paramedic - no reimbursement.
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Amended 7/1/00:
6:. 1. �- , . . ` ,
B. The City's costs will be limited to the following:
1. Primary Paramedic Training.
2. State Accreditation Fee.
3. L.A. County Accreditation Fee.
Article 3.11 nEPARTMFNT INSTRUCTOR TRAINING REIMBURSEMENT
A. Employees sent to training at City expense, for the purpose of
training and instructing members of the department in training
disciplines, shall commit to serve as a department instructor for a
minimum of two years. Any member who chooses not to honor this
commitment will be required to reimburse the City for costs associated
with the training according to the following schedule:
1. Voluntary separation during the training program - 100% of the
City's expended costs for the training. Reimbursement is not
required if the City receives credit back from the training
program.
2. Voluntary separation from department instructor during the first
year following the training course(s) - 100% of the City's
expended costs for the training.
3. Voluntary separation from department instructor during the
second year following the training course(s) - 50% of the City's
expended costs for the training.
4. Voluntary separation during the third year, and thereafter,
following the training course(s) - no reimbursement.
5. Members who voluntarily separate from the City will be exempted
from this provision, unless the member leaves within the first
six (6) months after completion of the training.
B. To determine reimbursement costs, the City's cost will be limited to
the following:
1. Fees for the course(s).
2. Travel, per diem and lodging expense.
Article 3.12 TEMPORARY APPOINTMENTS
Where an employee is qualified for and is required for an appreciable
period of time to serve temporarily in and have the responsibility for work
in a higher class or position, when approved by the City Manager, such
employee, while so assigned, shall receive the entrance salary rate of that
class or whatever step thereof that is not less than five percent above his
or her present rate, whichever is higher. For the purpose of this section,
"appreciable period of time" is defined as ten consecutive working days
(eight working days if on Four /Ten Plan) or longer.
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Amended 7/1/00:
Z- 004 , , ,.,r
A. Rank for rank rehires shall be the standard method used for filling
vacancies with the exception of long term vacancies expected to be
longer than eight (8) weeks.
B. Long term vacancies (more than 8 weeks) may be filled with provisional
appointments made at the direction of the Fire Chief. The following
guidelines shall be used when considering filling a vacancy by
provisional appointment.
1. The Fire Department Personnel Officer (FDPO) shall obtain a
diagnosis in writing from the attending physician.
2. The FDPO will refer to the Medical Disability Advisor, 2nd
Edition, by Presley Reed, M.D., to assist in determining the
duration of the employee's absence. This would be the average
of the minimum and maximum expected length of disability in the
category for very heavy work.
3. The FDPO will confer with the Union to determine whether or not
a provisional appointment should be made. Provisional
appointments will normally be made when each of the following
statements is true.
a. An employee to be provisionally appointed is reasonably
available and has qualified for the position by competitive
examination.
b. The provisional appointment is needed to relieve an over
burden of staffing replacement hours.
C. The provisional appointment will not cause an over burden
of staffing replacement hours.
d. The provisional appointment does not fall 45 days prior to
a promotional examination in the same classification as the
provisional appointment.
e. The provisional appointment can be reasonably justified as
an operational necessity.
4. The FDPO and the Union will reduce to writing a recommendation
to the Fire Chief as to whether or not a provisional appointment
should be made. The recommendation will be made within ten (10)
days of a known vacancy and include the agreed upon answers to
the statements listed above and /or the agreed upon differences
of opinion of the FDPO and the Union. i
5. The Fire Chief will consider the recommendation and make the
final determination. If the recommendation is not made within
ten (10) days, the Fire Chief will make a decision based on the
information available at that time.
6. This policy shall not be abused or used outside the intent of
filling longer term disability positions, except for dynamic
emergency situations that dictate rank for rank rehires.
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Amended 7/1/00:
280,
Article 3.13 REHIRES AND RANK FOR RANK REPLACEMENT
A. The City agrees that when it re -hires employees of the Fire Department
for vacation, sick leave and disability leave replacements, in
accordance with the City's practice current at the time, it will re-
hire in rank if there is available for rehire an employee holding the
same rank as the absent employee.
B. The following shall remain a part of the E1 Segundo Fire Department
Rules and Regulations:
The Fire Department will establish and maintain separate lists for
scheduled and non - scheduled rehires. These lists will be established
and maintained by seniority under the following procedures:
1. Scheduled Rehires - The Scheduled Rehires shall be constituted
by seniority with the most senior person being requested to work
first, and in the event that the employee refuses the rehire, it
is recorded in the same manner as if he /she had worked.
2. Non - scheduled Rehires - Shall be constituted of volunteers
first, without consideration for the geographic location of the
residence.
a. Members' names will be placed on the non - scheduled roster
by his /her voluntary signing of his /her name on his
Company's daily calendar pad five (5) days in advance of
the date he will be available.
b. Members placing their names on the non - scheduled rehire
list will be available by telephone for rehire between the
hours of 6:00 a.m. and 7:00 a.m. If such member is not
available and is on this list, he /she will receive a
penalty of two (2) rehire shifts.
C. If no members are on the non - scheduled list, the person
being released will have the first option to work. If
he /she declines the rehire, the Department shall make an
attempt to find a willing member in rank. If none can be
found, the member being released shall be required to work.
NOTE: None of the members declining the rehire shall be
charged any penalty.
d. The non - scheduled lists shall be established as of May 1st
and November 1st of each year, and seniority shall prevail
at this time.
e. The employee called first for non - scheduled rehire shall be
the employee with the rank necessary and the least number
of rehires for the current non - scheduled list.
3. If two or more persons are otherwise equally qualified for
rehire under the rules stated herein, the person having the most
seniority with the E1 Segundo Fire Department shall be called
first.
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Amended 7/1/00:
C.
2
4. In the event an employee changes rank, he /she shall be assigned
a number of rehires that is equal to the average number of
rehires of the employees holding his /her new rank.
5. New employees shall be placed on the list and shall be assigned
the number of rehires that constitutes the maximum number of any
employee at the time the new employee is placed on the list.
6. Both the scheduled and the non - scheduled lists and records shall
be made available to representatives of the Union upon request
with reasonable notification. The records pertaining to the
lists and the lists themselves shall be maintained for a period
of not less than two (2) years.
Members shall be allowed to trade rehires with other members who are
scheduled for rehire by submitting a request in writing within twenty -
four (24) hours of time of notification of assignment.
In dynamic emergency situations the rank for rank policy may be
avoided.
.• .- .•
Rehires - It is agreed that whenever possible, it shall be the
Department's policy to work employees no longer than 96 hours
duration at one time.
Trades - Trades shall not be a consideration with respect to the
Department rehire procedures.
2. Rehires
Ranks shall include Fire Captain, Fire Engineer, & Firefighter.
UNINIP-M-70197-MOTSIM
Rehire offers will be made in order by the following criteria:
Offers made first to the members that it will cause the least
number of consecutive scheduled hours; 24, 48, 72, etc... and that
have the least number of rehire opportunities (all situations
being equal will be by seniority).
When rehiring or force hiring firefighters, normally no
consideration will be made regarding special assignment to
paramedic duties except when the vacancy to be filled requires
paramedic status. There may be some exceptions to this, i.e.
brush fires, etc.
24 -hour Scheduled rehires, 12 hour Scheduled rehires,
Availability rehires, and force rehires shall be kept on
separate logs.
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Amended 7/1/00:
Rehire offers will be logged in pencil.
Accepted rehires will be logged in black or blue ink including
the month, day, and year.
Rehire offers not accepted (a turndown) will be logged in red
ink including the month, day and year.
Cancellations marked through with one straight line in green
ink.
Article 3.14 WORKWEEK
The work schedule shall be two (2) consecutive twenty -four (24) hour
shifts on duty followed by ninety -six (96) consecutive hours off duty,
based upon a 24 -day work cycle.
A. Rduration Rpimhurspmpnt fnr • -
For unit employees hired after July 5, 1975, the City will pay the
employee $375 for each job related course (3 -unit semester or 4 -unit
quarter system) the employee completes at an accredited college,
university, or California State Fire Academy accredited state or regional
class taken during the employee's non -work hours in which a minimum "C"
grade i6 received in said course. The employee is required to obtain the
prior approval of the Fire Chief. The maximum an employee can receive in
any calendar year period is $1,500.
• ••. ;- u• -u -� • C••. .I• ••
An additional benefit will be offered to employees hired after July 5,
1975. Those employees will have the option of receiving reimbursement for
tuition and books as outlined below. (The employee may select only one
reimbursement option during a calendar year)
1. The employee must submit a memo to the Fire Chief detailing
courses and the time frame required to obtain job - related
Associate or Bachelor degree at an accredited college or
university.
2. The employee must receive approval (prior to enrollment) from
the Fire Chief to receive reimbursement for tuition and books.
3. Tuition and book reimbursement is not to exceed $2,000 for each
affected employee per calendar year.
4. Reimbursement requires obtaining a grade of "C" or higher, and
submission of appropriate receipts to the Fire Chief and the
Director of Human Resources.
5. For the term of this agreement funds for this program and
reimbursement under 1A4.085 of the City's Administrative Code
will be limited to $15,000.
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2804,,,,
6. The Fire Chief or his /her designee shall keep a log of employees
requesting and receiving educational reimbursement. The
employee that has received the least dollar amount and who
qualifies for the benefit shall be offered the reimbursement
first. Qualifying employees being equal shall be determined by
City Seniority.
7. Employees must maintain an overall satisfactory department
evaluation to remain eligible for educational reimbursement.
8. Once approval has been obtained the employee must meet the
criteria outlined above to receive the reimbursement. If they
do not meet the criteria the reimbursement shall be offered to
the next qualifying employee.
rGINININFOMWIVWX1070". ArEve• O -• -
1. Employees who participate in the Educational Reimbursement
Program will be required to sign the following agreement:
Educational Reimbursement - "I certify that I successfully
completed the course(s), receiving at least a grade of "C" or
better." (Attach copy of grade verification) "Further, I agree
to refund the City or have deducted from my final paycheck any
Educational Reimbursement funds received under this program if I
should leave the City's employ, voluntarily or through
termination, with cause, within one year after completion of the
course work for which I am to receive reimbursement, in
accordance with the following schedule."
2. Below is the reimbursement schedule for the full months worked
between course completion and resignation dates and the
percentage of the total reimbursement to be refunded to the
City.
1 100% 7 50%
2 10096 8 40%
3 90% 9 30%
4 80% 10 20%
5 70% 11 10%
6 60% 12 0%
Article 3.16 MATNTENANCE AND REPA"i
A. Limited Maintenance an• RPI)air
.
Fire Department members shall perform limited maintenance and repair,
such as outlined below:
Carpentry: Members will perform minor, unskilled carpentry
maintenance and repair. Such carpentry responsibilities shall not
include maintenance or repairs requiring special skills, knowledge, or
tools beyond household handyman level.
Painting: Members will perform touch -up painting (small jobs handled
with 1" brush and quart can) . Such touch -up painting shall exclude
painting of entire walls, rooms, or structures.
34
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Amended 7/1/00:
f; r, / I
4 , Ul
The foregoing Limited Maintenance Agreement shall pertain to all Fire
Facilities.
The City will maintain and clean the administrative office area and
greenhouse windows in Fire Station #1 upon the completion of the
remodeling now underway with non -unit employees. For the purpose of
this provision, the administration office area is defined as the
lobby, secretarial area, Fire Chief's Office, Fire Prevention Bureau
offices, and Conference Room. Unit employees shall continue to be
responsible for the maintenance and cleaning of all other areas in
this facility and all areas of Fire Station #2 as presently provided.
Article 3.17
The practice of shift trading between Fire Suppression shift personnel
shall be voluntary on behalf of each employee involved in the trade. The
reason for trading is due to the employee's desire to attend to personal
matters and not for any benefit of the employer. Form F -36 shall be
forwarded through channels for approval (with appropriate signatures)
twenty -four hours prior to the date of Trade. In the event of an
unanticipated personal emergency in which less than 24 hour notice can be
provided, the on duty Platoon commander may grant such shift trade
approval. The Fire Chief shall be notified of such emergency approval
during the next normal business day.
Newly appointed Firefighters may not trade shifts until their first
(12 months) anniversary date. In the event of an unanticipated personal
emergency, the on duty Platoon commander may grant a shift trade. The Fire
Chief shall be notified of the reasons of such emergency approval during
the next business day.
The employee providing the trade shall not have his /her compensable
hours increased as a result of the trade; nor shall the employee receiving
the trade have his /her compensable hours decreased as a result of the
trade. Any premium pay or other extra compensation will be waived for both
individuals during the period they work for the other. Any hours worked
beyond the normal work day will be credited to the individual actually
doing the work.
"Paybacks" of shift trades are the obligation of the two employees
involved in the trade. Paybacks are to be completed within one (1) year of
the date of the initial shift trade. Any dispute as to paybacks is to be
resolved by the involved employees, and under no circumstances will the
Department be obligated for any further compensation whatsoever to any of
the involved employees. The Department is not responsible in any manner
for hours owed to employees by other employees that leave the employment of
the City or are assigned other duties.
A record of all initial shift trades and "paybacks" shall be
maintained by the involved employees. on forms provided by the department
( "Shift Trade Log ").
35
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Amended 7/1/00:
4004,,,
During any calendar year affected by this MOU, subject to approval by
the Battalion Chief and /or immediate supervisor, and subject to the
exception described herein, affected employees shall be authorized to
participate in twenty -four (24) annual shift trades. If the affected
employee agreeing to perform duties via a trade fails to timely appear at
his /her work site, and should this tardiness or absence necessitate
overtime expenditure to secure replacement personnel, then the costs of
said overtime expenditure shall be deducted by the City from the salary of
the employee whose failure to appear via the trade agreement necessitated
the overtime expenditure.
Article 3.18 MILITARY LEAVE
City shall provide military leave in accordance with law.
Article 3.19 MEDICAL EXAMINATIONS
Firefighters shall be annually examined by a local medical doctor
selected by the City, except Fire Fighters under thirty -five years of age,
who shall be examined every two years.
Article 3.20 ELECTION DAY PRIVILEGES
Covered employees who are assigned to work on the day of any Federal,
State or Municipal elections, who desire to vote, shall be obligated to
cast absentee ballots whenever legally available. The parties agree that
this provision is not intended to infringe upon any employee voting rights
set forth in Section 14000 et. seq. of the California Elections Code. If
any portion of this provision is found to violate Section 14000 et. seq.,
as part of a final adjudication by a court of competent jurisdiction, then
the parties agree to discuss alternative voting arrangements for covered
employees forthwith which balances employee voting rights and the
legitimate scheduling needs of the Fire Department.
Article 3.21 FUTURE NECOTIATIONS - DOWNSTREAM COSTS
A. CALPERS
The City and Union agree that the City may incur certain "downstream"
costs in connection with the anticipated 3% at 55 retirement benefit
enhancement to its contract with CALPERS. Specifically, the City's
consultant projected an elevation attributable to the 3% at 55 enhancement
in the City's contribution rate which he estimated would occur beginning
approximately five years after the City formally amends its contract with
PERS.
The City and Union agree that the City will incur certain "downstream"
costs in connection with the anticipated "Educational Incentive"
enhancements to its contract with the Union.
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Amended 7/1/00:
a) The City and the Union hereby agree that the foregoing
"downstream" cost increases (or decreases) resulting from those
anticipated changes shall be subjects of collective bargaining
in negotiations for successor agreements.
b) The City and Union hereby agree to the following:
1)The City holds one contract with CALPERS for all safety
employees, Police and Fire;
2)A March 20, 2000 CALPERS actuarial projected an increase for
Fire Department employees attributable to the 3% at 55
enhancement at 3.18 %;
3)A December 1, 2000 actuarial projected an increase for Police
Department employees attributable to the 3% at 50 enhancement at
10.55 %;
4)A May 20, 2000 CALPERS actuarial projected an increase of 7.24%
for a combination of the two formulas (Fire - 3% at 55 and
Police - 3% at 50);
5)Therefore, in order to give effect to the commitment set forth
above in subparagraph A, the parties shall employ a percentage
difference relative to the actual City Contribution Rate to
account for the different enhancements n their negotiations for
the 2003 Memorandum of Understanding (MOU). The formulas shall
be as follows: City Contribution Rate X 0.439 for Fire
Department employees and City Contribution Rate X 1.457 for
Police Department employees.
c) The City and Union agree that current and anticipated
educational attainments will cause the City to incur
"downstream" costs effective July 1, 2005 in connection with the
educational incentives contained within this MOU. The Union
agrees that its economic package for the anticipated 2003 MOU
shall bear and include these costs.
37
7/1/00 TO 6/30/0
Amended 7/1/00: _
This Memorandum
of thirty -eight
pages, is made
July 1, 2000:
of Understanding, July 1, 2000 to June 30, 2003 consisting
(38) initialed pages, including the index and signature
and entered into between the Union and the City as amended
For the n n:
Kevin Rehm, President
I �_ I A "- ��. , , L 'ele-11
ec Slover, 1 Vice President
Joh Bibee, 2 Vice President
For the City:
Richard W. ope he er
Craig Pe-dkfgo, FireoChief
Je/f/ 6tewart, Assist. City Manager
in
7/1/00 TO 6130103
Amended 7/1/00:
2804•...
`„ Not Contract Language
Tentative Agreement
Between the City of El Segundo ( "City ") and the
International Firefighters' Association, Local 3682 ( "Union ")
1. The term of the Memorandum of Understanding (MOU) shall commence on July 1, 2000
and end on June 30, 2003.
2. The City and Union shall incorporate the terms of this tentative agreement into the draft
comprehensive MOU, attached as Exhibit A (which the parties acknowledge has not yet
received final legal review), and finalize all changes to the draft comprehensive MOU by
September 1, 2000.
3. Effective July 1, 2000, the City shall implement a Longevity Achievement/Educational
Incentive Program, as proposed in Exhibit B. Exhibit B shall be incorporated into the
draft comprehensive MOU.
4. Effective July 1, 2000 City and Union agree to substitute the "Maintenance of Existing
Benefits" clause, as stated in Article 1.08 of the current MOU between the City and the
El Segundo Police Officers' Association, for the current "No Reduction" clause, as
stated in Article 1.06 of the draft comprehensive MOU between the City and the Union,
1,, as reflected on Exhibit C.
5. Effective July 1, 2000, the City shall convert the premium for each employee's Long
Term Disability (LTD) benefits to salary in order that these payments shall be reportable
to the taxing authorities as ordinary income of the employees.
6. Effective July 1, 2000, the City shall increase the salaries for Firefighters assigned to
Paramedic Service from twelve and one -half (12.5 %) percent to thirteen (13 %) percent
during the first year of service and from fifteen and one -half (15.5 %) percent to sixteen
(16 %) percent during the second year and all subsequent years of service.
7. Effective July 1, 2000, the parties shall modify Article 1.09 of the draft comprehensive
MOU as indicated on Exhibit D.
8. Effective July 1, 2000, the Union shall modify Article 3.08 of the draft comprehensive
MOU to allow ten (10) union meetings per year which may be taken between 0730 to
1130.
9. Effective July 1, 2000, covered employees assigned to work on the day of any Federal,
State or Municipal elections and who desire to vote shall be obligated to cast absentee
ballots whenever legally available, as described on Exhibit E.
i
10. The parties agree to implement the provisions of Exhibit B to provide that the
`,W anniversary dates of employees who commenced their service with the City as CETA
employees shall be the dates they commenced their active service with the City, as
opposed to the "Permanent Employment Dates" when their compensation was fully paid
by the City.
11. The City shall amend its current contract with CALPERS in order that the 3 % @55
PERS Retirement Program shall be in place for all affected employees on or before
June 1, 2001. The parties have agreed regarding the treatment of certain "downstream"
costs of this benefit, and of the educational incentive described in paragraph #3, in
Exhibit F.
12. Effective July 1, 2002, the City shall increase salaries for all employees by 1.71 %.
For the IAFF, local 3682:
Kevin Rehm, President
�� A 1--711 ? - 2 A
ti
ck Slover, 1 ice President
Jo ibee, 2 nd Vice President
Mark Lees, 15edr6tary
For the City:
ichar openh er
lmmr.-:�fA i
Jeff wart, Assistant City Manager