CONTRACT 3412 - PERM Memorandum of Understanding CLOSEDA F
3412.
MEMORANDUM OF UNDERSTANDING
BETWEEN
CITY OF EL SEGUNDO
AND
EL SEGUNDO POLICE SUPPORT SERVICES EMPLOYEES ASSOCIATION
ARTICLE / SECTION NUMBER ............................................ ............................... PAGE
Article 1 - General Provisions
1.01
Preamble .........................................................................
...............................
3
3
1.02
Conclusions and Term of Agreement ...............................
...............................
Uniform Allowance and Replacement ............................... .............................12
1.03
Implementation of Agreement ..........................................
...............................
3
1.04
Recognition .....................................................................
...............................
3
4
1.05
Management Rights ........................................................
...............................
Differential Pa
1.06
Union Membership
Computer Purchase Program ........................................ ...............................
4
1.07
Organizational Security
16
17
2.11
1.08
Savings ...........................................................................
...............................
5
5
1.09
No Strike .........................................................................
...............................
5
1.10
Non - Discrimination ..........................................................
...............................
5
1.11
Steward's Time ...............................................................
...............................
5
1.12
Union Administrative Time ..............................................
...............................
1.13
Grievance Procedure ......................................................
...............................
6
1.14
Layoff Procedure ............................................................
...............................
8
10
1.15
Personnel Policies ..........................................................
...............................
1.16
Union Hearing Cost Contribution ....................................
...............................
11
Article 2 - Salaries and Benefits
2.01
Salary Increase .............................................................. ...............................
11
2.02
2.03
Overtime /Compensatory Time .......................................... .............................11
Family Emergency Care Sick Leave Utilization ................. .............................12
2.04
Uniform Allowance and Replacement ............................... .............................12
2.05
Wellness Program .......................................................... ...............................
12
2.06
Employee Group Insurance Program ............................. ...............................
13
2.07
Retirement ..................................................................... ...............................
15
15
2.08
Differential Pa
16
2.09
Computer Purchase Program ........................................ ...............................
2.10
Sick Leave...... ................................................... ...............................
............
16
17
2.11
Flexible Spending Account ............................................. ...............................
2.12
Bereavement Leave /Emergency Leave ......................... ...............................
17
2.13
Step Advancement ........................................................ ...............................
18
2.14
Minimum Service with City of El Segundo to Receive
Pay for a Designated Percentage of Accumulated Sick Leave
......................21
2.15
Worker's Compensation Provisions ............................... ...............................
21
2.16
Holidays ........................................................................... .............................22
1
34 12
Article 3 - Other Provisions
3.01
Drug Free Workplace Statement and Substance Abuse Policy ....................
22
2.17
Life Insurance ................................................................ ...............................
22
2.18
2.19
Vacation ........................................................................ ...............................
Vacation Time Accumulation and Sale ........................... ...............................
23
2.20
Vacation Time Accrual - For Temporary Industrial Disability .........................
2
2.21
Long Term Disability Plan ................................................. .............................24
24
2.22
Direct Deposit ................................................................ ...............................
2.23
Promotional Examinations ................................................ .............................24
28
2.24
Standby Duty
...24
25
2.25
Educational Incentive Pa
2.26
Longevity Pay ..................................................... .............................25
28
2.27
Training Pay ....................................................... .............................26
28
Article 3 - Other Provisions
3.01
Drug Free Workplace Statement and Substance Abuse Policy ....................
26
26
3.02
Smoking Policy
26
3.03
Education Reimbursement ............................................ ...............................
26
3.04
Catastrophic Leave Bank .............................................. ...............................
3.05
Temporary Service in Higher Classification ................... ...............................
28
28
3.06
Promotions .................................................................... ...............................
28
3.07
Termination Pa
28
3.08
Jury Duty
29
3.09
Physical Examinations ................................................... ...............................
3.10
Joint Labor Management Team ..................................... ...............................
29
3.11
Disciplinary Action - Authority to Take ........................... ...............................
29
3.12
Policies ............................................................. .............................29
Appendix A - Bargaining Unit Classifications
Appendix B - Smoking Policy
Appendix C - Drug Free Workplace Statement and Substance Abuse Policy
Appendix D - Catastrophic Leave Bank Policy
f
MEMORANDUM OF UNDERSTANDING T
BETWEEN
CITY OF EL SEGUNDO
AND
EL SEGUNDO POLICE SUPPORT SERVICES EMPLOYEES ASSOCIATION
ARTICLE 1 - GENERAL PROVISIONS
Article 1.01 Preamble
This Memorandum of Understanding (hereinafter "MOU" or "Agreement ") is made and
entered into between the EL SEGUNDO POLICE SUPPORT SERVICES EMPLOYEES
ASSOCIATION, hereinafter referred to as "Union ", and the management
representatives of the El Segundo City Council, hereinafter referred to as the "City ",
pursuant to the California Government Code Section 3500 et. seq.
Article 1.02 Conclusions and Term of Aareement
The parties have met and conferred in good faith regarding wages, hours and other
terms and conditions of employment and the benefits contained herein are given in
consideration for the various provisions contained herein which may be a change in the
prior employment practices of the City. Further, it is mutually agreed that this MOU
shall be effective through and including September 30, 2007.
This Memorandum of Understanding contains all of the covenants, stipulations and
provisions agreed upon by the parties regarding terms and conditions of employment.
Therefore, for the life of this Agreement, neither party shall be compelled to meet and
confer with the other party concerning any mandatory meet and confer issue which is
covered by this Agreement.
Article 1.03 Implementation of Agreement
This MOU shall be jointly presented to the El Segundo City Council for implementation
along with all the ordinances, resolutions and such other additional actions as may be
necessary to implement the provisions of this MOU. If the City Council fails to adopt
the necessary ordinances and resolutions to implement the provisions of this MOU, the
parties agree to meet and confer.
Article 1.04 Recognition
The City hereby confirms its recognition of the Union as the exclusive representative of
employees in the Police Department Support Services representation unit, and agrees
to meet and confer with the Union on all matters relating to the scope of representation
pertaining to the said employees as authorized by the law. The appropriate unit
represented by the Union is generally described as all full time permanent Police
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Department Support Services non -sworn shift schedule employees. This recognition of
the Union shall not be subject to challenge except as provided under the provisions of
the City's Employer - Employee Organization Relations Resolution #3208. The list of
classes within the bargaining unit is attached to this MOU as Appendix A.
Article 1.05 Management Rights
Except as limited by the specific and express terms of this MOU, the City hereby retains
and reserves unto itself all rights, powers, authority, duties and responsibilities
confirmed on and vested in it by the laws and the Constitution of the State of California
and /or United States of America.
The management and direction of the work force of the City is vested exclusively in the
City and nothing in this MOU 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, discipline employees for proper cause; maintain the efficiency of governmental
operations; relieve employees from duties because of 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, including the right to contract or subcontract any services performed by the City
and require overtime work by City employees.
Article 1.06 Union Membership
The City agrees to:
1. Provide official dues deductions for all employees who subscribe to Union
membership;
2. Provide official payroll deductions for approved Union insurance and
welfare plans, not to exceed five programs;
3. Provide the Union with a list of newly hired employees in the
representation unit monthly.
Article 1.07 Organizational Security
Upon approval of this Agreement by the El Segundo City Council, all unit employees
who voluntarily became members of Union and those unit employees who voluntarily
become members of Union during the term of this agreement shall remain members
until the expiration of the agreement. Notwithstanding the above, employees may
terminate their Union membership within forty -five (45) calendar days prior to the
agreement expiration date. Effective May 1, 2003, a Letter of Agreement between the
California Teamsters Local 911 /Police Support Services Employees Association and
the City of El Segundo regarding implementation of Agency Shop provisions was
signed by representatives of the City and the Union. The Union shall indemnify and
hold harmless the City and its Council individually and collectively from any legal costs
and /or damages arising from claims, demands, or liability by reason of litigation arising
from this article. The Union agrees to pay the City all legal fees and legal costs
incurred in defending the City or its officers, employers, or agents against any court
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action or administrative action challenging the legality or constitutionality of the
provisions of this article or its implementation.
Article 1.08 Savings
If any provision or the application of any provision of this MOU as implemented should
be rendered or declared invalid by a final court action or decree or preemptive
legislation, the remaining sections of this MOU shall remain in full force and effect for
the duration of said MOU.
Article 1.09 No- Strike
The Union agrees that during the term of this MOU their members employed by the City
of El Segundo will not strike, or engage in any work stoppage or slow down, engage in
a concerted failure to report for duty, or fail to perform their duties in whole or in part for
the purposes of inducing, influencing or coercing a change in conditions, or
compensation, or the rights privileges or obligations of employment.
The Union also agrees that their members employed by the City of El Segundo will not
refuse to cross a picket line in the performance of their normal and customary duties
nor attempt to influence, either directly, or indirectly, the employees to honor an existing
picket line in the performance of their normal and customary duties as employees.
Article 1.10 Non - Discrimination
The Union and the City recognize and agree to protect the rights of all employees to
join and /or participate in protected Union activities or to refrain from joining or
participating in protected activities in accordance with Government Code Sections 3550
and 3511.
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 employment 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 the Federal or State agency or court
of competent jurisdiction requiring a modification or change in any provision or
provisions of this Agreement in compliance with State or Federal anti - discrimination
laws.
Article 1.11 Steward's Time
Upon timely request and for suitable reasons, the City Manager may authorize release
of the Union President or his /her authorized representative from normal duties to assist
in personnel matters involving Union members.
Article 1.12 Union Administrative Time
Union officers and board members will be allowed up to a total of 72 hours as a group
per year of administrative leave to attend Union and labor relations seminars. All or
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3412.
part of these hours may be used for other conferences or seminars with the approval of
the City Manager.
Article 1.13 Grievance Procedure
The Union may grieve on behalf of an individual, group of employees or the Union as a
whole.
DEFINITION OF TERMS
A. Grievance - A grievance is an allegation of a violation,
misinterpretation or misapplication of a specific written
departmental or agency rule or regulation or a specific provision of
this MOU. A grievance is distinct from an appeal of discipline
which is covered by the Personnel Rules and Regulations (Rule 15
and 16).
B. Grievant - A grievant is an employee or group of employees
adversely affected by an act of omission of the agency.
b. Steps within the Grievance Procedures will be completed
within (10) ten working days.
C. Day - A day is a working day.
D. Immediate Supervisor - The first level supervisor of the grievant.
2. TIME LIMITS
A. Compliance and Flexibility - With the written consent of both
parties, the time limitation for any step may be extended or
shortened.
B. Calculation of Time Limits - Time limits for the appeal provided at
each level shall begin the day following receipt of a written decision
or appeal by the parties.
C. Failure to Meet Timeliness - Failure at any level of this procedure to
communicate the decision on a grievance by the City within the
specified time limits shall permit lodging an appeal at the next level
of the procedure within the time allotted had the decision been
given. If the grievance is not processed by the grievant or grievant
in accordance with the time limits, the decision last made by the
City shall be deemed final.
3. PROCEDURE
Grievances will be processed following the procedures set forth below.
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A. Level I - Within ten (10) days of the date the employee reasonably
knew or should have known of the incident giving rise to the
grievance, the employee should make an effort to resolve the
grievance with the employee's immediate supervisor. The
supervisor shall hold discussions and attempt to resolve the
grievance within ten (10) days.
B. Level II - In the event such efforts do not produce a mutually
satisfactory resolution, the employee or employees aggrieved must
reduce their grievance to writing and file it with the immediate
supervisor. Under no circumstances shall the formal written
grievance be filed more than ten (10) days from the date the
employee knew or should have known of the incident giving rise to
the grievance.
Procedure for Filing a Grievance
In filing a grievance, the employee should set forth the following
information:
a. The specific section of the Memorandum of Understanding,
departmental or agency rules or regulations allegedly
violated, misinterpreted or misapplied.
b. The specific act or omission which gave rise to the alleged
violation, misinterpretation or misapplication.
C. The date or dates on which the violation, misinterpretation or
misapplication occurred.
d. What documents, witnesses or other evidence supports the
grievant's position.
e. The remedy requested.
C. Level III - If the grievance is not resolved by the immediate
supervisor, the grievant may present the grievance in writing to the
department head within ten (10) days. The department head will
respond in writing within ten (10) days.
D. Level IV - If the grievance is not resolved by the department head,
the grievant may present the grievance in writing to the City
Manager within ten (10) days. The City Manager or designee will
conduct an informal hearing and render a decision. Each party
shall have the right to present witnesses and evidence at the
hearing. The conclusions and findings of this hearing shall be final.
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4. MATTERS EXCLUDED FROM THE GRIEVANCE PROCEDURE
A. The grievance procedure is not intended to be used for the purpose
of resolving complaints, requests or changes in wages, hours or
working conditions.
B. The procedure is not intended to be used to challenge the content
of employee evaluations or performance reviews.
C. The procedure is not intended to be used to challenge the merits of
a reclassification, lay -off, transfer, denial of reinstatement, or denial
of a step or merit increase.
D. The procedure is not intended to be used in cases of reduction in
pay, demotion, suspensions or a termination which are subject to
the formal appeal process outlined in Ordinance 586 and the
Personnel Rules and Regulations.
5. CONFERENCES
Grievant(s) and City representatives, upon request, shall have the right to
a conference at any level of the grievance procedure.
6. WRITTEN MATERIAL
Copies of written material which may be used for disciplinary purposes
shall be provided to the employee prior to placement in their official
personnel file. The employee shall have the right to rebut any such
document and have the rebuttal attached to the document prior to it
becoming a permanent part of the employee's personnel file.
Article 1.14 Layoff Procedure
Grounds for Layoff - Whenever, in the judgment of the City Council, it
becomes necessary to reduce the workforce because of a lack of funds,
lack of work or reorganization, an employee may be laid off, reduced in
classification or displaced by another employee. Such layoff, reduction or
displacement shall result from action of the City Manager or his designee.
Such action shall not entitle the laid off, reduced or displaced employee
to a right of appeal. The City Manager shall recommend to the City
Council each classification to be affected by any such change.
2. Notice to Employees - The City shall notify the Union thirty (30) days prior
to the implementation of layoffs, to provide for adequate time to meet and
confer regarding the impact. An employee filling a full time position shall
be given fourteen (14) calendar days prior notice of lay off. Employees
transferred, reduced or displaced shall be given five (5) calendar days
notice. The City Council may approve a reduction in the notice
requirements, if so recommended by the City Manager.
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3. At -Will Employees - 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 as at -will.
The promotional probationary employee shall revert to his /her previously
held classification and position without loss of seniority.
4. Procedures for Layoff - A permanent employee in a classification affected
by a reduction in force shall be laid off based on 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 City service, etc.
Seniority shall be determined by hire date.
5. Breaking Ties - In cases where two or more employees have the same
date of hire (i.e. equal seniority), retention points for job performance shall
be credited on the basis of the average of the overall evaluation ratings for
the last three (3) years in a classification, provided the last rating had
been filed at least thirty (30) days prior to the date of the layoff notice.
Retention points are as follows:
"Unsatisfactory" Rating - 0 points
"Improvement needed" Rating - 6 points
"Satisfactory" Rating - 12 points
"Exceeds expectations" Rating - 18 points
"Outstanding" Rating - 24 points
In the event of a tie in seniority, the employee with the lowest average of
retention points shall be laid off first. In the event that one or more of the
affected employees do not have a sufficient number of performance
evaluations on file, ties shall be broken by a coin toss.
6. Reduction to a Vacant Position - An employee designated for layoff as a
result of abolition of a position or classification may be offered
appointment to a vacant position in a lower classification, if the employee
is qualified by education and /or experience for such position. If there is
more than one qualified employee to be offered such appointment(s), the
offer(s) shall be based on seniority, with the employee with the highest
seniority offered the position first, then the next highest, etc. If the
employees have the same seniority, then the procedure for breaking ties
set forth above shall apply. An employee accepting such appointment
shall be placed on the step for the lower classification most closely
corresponding, but in no case higher, than the salary step of his /her
previously held position, and the employee will be assigned a new salary
anniversary date on the effective date of the appointment.
7. Displacement Rights - An employee designated for layoff as a result of
abolition of a position or classification may displace ( "bump ") an employee
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in a lower classification in which the employee has prior service, provided
the laid off person has greater seniority than the employee in the lower
classification
An employee who is bumped shall be laid off in the same manner as
employee whose position or classification is abolished.
8. 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 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 reemployment list or lists.
9. Re- Employment 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 individual selected from
the list to fill the vacancy who refuses the re- employment offer shall be
permanently removed from the re- employment list without right of appeal.
Laid -off employees do not earn seniority credit or benefits while on the re-
employment list.
10. Rights on Re- Employment - 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 lay off. Upon
reemployment, employees will be placed on the same salary step held at
the time of lay off.
Article 1.15 Personnel Policies
Overtime Distribution - The City shall assign overtime work as equitably as
possible among all qualified employees in the same classification in the
same organizational unit. Such overtime work shall to the extent possible
be assigned on the basis of volunteers. In the assignment of overtime
under this provision, however, management may consider special skills
required to perform particular work.
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2. Good Friday - Employees shall be entitled to use vacation time for leaves
with pay on Good Friday provided such absences are scheduled and
approved by the City.
Article 1.16 Union Hearing Cost Contribution
Commencing on October 15, 2000, the Union will pay for one -half the costs incurred by
the City as a result of any Los Angeles County Civil Service Commission hearings
involving unit members covered by this MOU, up to a maximum of one thousand five
hundred dollars ($1,500.00) per fiscal year.
ARTICLE 2 - SALARIES AND BENEFITS
Article 2.01 Salary Increase
1. Effective on the first day of the pay period in which ratification occurs the
base salary set forth within each step of the salary ranges set forth in the
City's Salary Table (Attachment A hereto) shall be increased by two and
forty -seven hundreds percent (2.47 %)
2. Effective on October 1, 2005, the base salary set forth within each step of
the salary ranges shall be increased by three and twelve hundreds
percent (3.12 %).
3. Effective on September 30, 2006, the base salary set forth within each
step of the salary ranges shall be increased by two percent less than
100% of the increase to the CPI — U (Los Angeles- Anaheim - Riverside)
August to August data, provided however, that the salary increase for
employees shall be no more than 2 %.
Article 2.02 Overtime /Compensatory Time
Overtime Calculation - An employee who is required to work more than
forty (40) hours during any given work week shall be compensated at the
rate of one and one -half times his /her regular rate of pay. The City, for
purposes of calculating overtime pay, will include holiday, sick leave,
compensatory time, and pre- approved vacation leave, as time worked.
2. Compensatory Time - Employees may substitute compensatory time for
overtime pay if approved by their Department Head as follows:
A. The employee can maintain up to eighty (80) hours of accrued
compensatory overtime at any one time, and carry over unused
time from year to year.
B. The employee may use compensatory time in conjunction with
normal vacation time with prior approval of their Department Head.
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3412.
C. The employee can use up to forty (40) hours of compensatory time `
at any one time.
3. Recall Minimum Hours - Employees who are required to return to work at
a time other than their scheduled work day shall be compensated for a
minimum of four (4) hours work.
Article 2.03 Family Emergency Care Sick Leave Utilization
The City shall comply with the Federal and State regulations of the Family and Medical
Leave Act. Affected employees shall be entitled to utilize six (6) days of accumulated
sick leave per calendar year for providing immediate family medical necessity - related
care. "Immediate family" shall be defined as including children, parents, siblings,
grandparents of the employee, the employee's spouse or significant other. Utilization of
said sick leave shall be contingent upon the employee making application for sick leave
use and providing his /her department head with documentation evidencing that the sick
leave is to be distributed because of an immediate family member receiving medical
attention by any type of health care provider.
Article 2.04 Uniform Allowance and Replacement
The City shall pay uniform, clothing, safety and personnel equipment allowance as
follows:
A. Police Service Officer, Police Assistants 1 /11, Supervising Dispatchers,
Communications Dispatcher 1 /II, $240 per year or equivalent per month of
active duty.
B. Newly appointed Police Service Officers shall be provided with a uniform
advance of $110, at the time of appointment.
C. The City reserves the right to provide uniforms in lieu of the allowances
provided for herein.
Affected employees occupying the classifications of Police Service Officer, Police
Assistant 1/11, Communications Dispatcher 1/11, Supervising Dispatcher, shall have
unserviceable uniforms replaced by the City by means of the replacement policies and
procedures applicable to sworn uniformed City police personnel. Said replacement
policy shall be in addition to any uniform maintenance allowance paid to affected
employees.
Article 2.05 Wellness Program
The parties shall create during the term of this Agreement a joint labor- management
mwellness committee", the purpose of which shall be to inform and educate unit
embers as to manners in which individual lifestyles can be adjusted to promote health
and fitness. Any and all recommendations of the committee shall be advisory only and
the composition of the committee shall be as agreed upon by the parties in accord with
future organizational meetings to be coordinated by representatives of management
and labor.
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Article 2.06 Employee Group Insurance Programs
Medical
A. Effective January 1991, the City will contract with the California
PERS for the Public Employees' Medical and Hospital Care
Program for medical insurance.
B. Effective January 1, 2005 the City's contribution for medical and
mental health_ insurance will be equal to the premium cost of full
family coverage for the average of the HMO's available to all PERS
covered employees in Los Angeles County or $807 /month,
whichever is higher. (This amount will be known as the "2005
formula ".) Effective January 1, 2006, the City shall pay for 80% of
the increased premium which exceeds the formula set forth above.
Employees shall be responsible for the remaining 20 %.
(For example, if the premium increase for the average cost of the
HMO plans increases by 10% over the anticipated 2005 average
premium of $757.29 /month (ie., an increase of $75.73 /month to
$833.02 /month), the City would pay up to $827.82 /month ($807 plus
80% of the increase above $807) and the employee would pay the
remaining $5.20 /month).
Effective January 1, 2007, the City's maximum contribution shall be
the 2005 formula, the 80% contribution for 2006, plus 80% of the
increased premium which exceeds the 2005 contribution.
For example, if the premium increase for the average cost of the HMO
plans increases by another 10% over the hypothetical 2005 rate of
$833.02 /month (ie, an increase of $83.30 /month to $916.32 /month), the
City would pay up to $894.46 /month ($807 + $20.82 + $66.84) and the
employee would pay the remaining $21.86 /month,
Effective January 1, 2005, employees may opt out of insurance and
receive $250 /month in cash. The opt out benefit is only available
so long as the city's insurance rate is not adversely affected by the
"opt out ". The employee must provide verification of alternative
coverage in order to opt out and is responsible for the tax
consequences of the cash payment. The cash benefit is not
subject to PERS retirement credit.
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C. Effective upon City participation in the Public Employees' Medical
and Hospital Care Program the City will initiate a future retiree
health insurance contribution program for retirees who participate
in the Public Employees' Medical and Hospital; Care Program. The
program will provide for the following maximum contributions:
Year of Retirement Amount of Monthly. Contribution
1991
* $16.00
1992
* 25% of City Contribution made for
employee with coverage which is the
same as that of the retiree.
1993
* 50% "
1994
* 75% "
1995
* 100% "
*Should the contribution listed be less than $75.00 the retiree shall
receive $75.00.
Employees must have a minimum of five (5) years of service with
the City in order to be eligible for paid retiree medical insurance.
D. Alternative Medical Plans - During the term of this agreement, the
City may reopen the contract in order to consider alternatives to the
PERS medical plans. The City agrees that it will only propose
plans that provide for a cost - effective, comprehensive medical
package for employees and their families (ie., provides comparable
benefits to current plans, including portability (ie., benefits for
retirees)). There will be no change in insurance plans prior to
January 2006 without agreement of the parties.
Dental
During the term of this agreement, the City will pay the premium for City
contracted dental insurance for employees and eligible dependents. The
City's aggregate contribution for current dental, optical and life insurance
shall be capped at $135.00 per employee per month.
Optical
During the term of this agreement, the City will pay the premium for City
contracted optical insurance for employees and eligible dependents. The
City's aggregate contribution for current dental, optical and life insurance
shall be capped at $135.00 per employee per month.
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Article 2.07 Retirement
w
1. The City shall provide as deferred compensation a set dollar amount to be
paid toward the employee's contribution to the Public Employees'
Retirement System. The dollar amount to be paid as deferred
compensation for the term of this agreement shall be an amount equal to
seven percent (7 %) of the sum of the Total earnings less than $133.33
per month. Total earnings less deferred pay equals base pay. The City
agrees to pay on behalf of the employees covered under this agreement
the member contribution on shift differential, uniform allowance and
uniform replacement when such benefits are includable as additional
compensation for PERS purposes.
2. Effective January 1, 1992 the City's contract with the California Public
Employees' Retirement System was amended to add Section 20024.2,
One -Year Final Compensation.
3. The City has amended its contract with the Public Employees' Retirement
System (PERS) to provide eligible employees with the benefits of the 2%
at age 55 (Modified) retirement plan in accordance with Government Code
Section 21354.
Article 2.08 Differential Pay
Shift Differential — Effective on the first day of the pay period in which
ratification occurs, employees shall be entitled to shift differential pay of
5% for swing shift and 8% for graveyard for the total number of hours
worked during their scheduled shift when a minimum of four (4) hours of
an employee's scheduled shift occurs during the swing shift (shift begins
on or after 1000 hrs.) or graveyard shift(shift begins on or after 1800 hrs.),
as applicable. Effective January 1, 2005, employees may not work the
same bid shift for more than 18 months.
Animal Control Differential - Effective October 15, 2000, Police Service
Officers who are specifically assigned to perform "animal control" duties
during a shift, who perform "animal control" duties on an emergency basis
during a specific shift, or who perform "animal control" duties during a
specific shift when no employee is specifically assigned to perform
"animal control" duties shall receive differential pay in the amount of
twenty dollars and twenty -six cents ($20.26) for each specific shift in
which they meet any of these qualifications.
Female Inmate Differential — Effective September 9, 2000, female Police
Assistant 1/11 who perform jailer duties for female inmates during a specific
shift shall receive differential pay of seventeen dollars and ninety cents
($17.90) for each such specific shift. Jailer duties shall be defined as
follows: pat down of female inmates booked into the City's jail facility;
serving meals to inmates at appropriate times; performing inmate well-
being checks, as directed by the employee's supervisor; escorting inmate
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out of their cell, as directed by employee's supervisor. In all cases, the
employee's supervisor shall determine whether or not Police Assistant 1 /II
employees will perform jailer duties.
Article 2.09 Computer Purchase Program
Contingent upon the City determining that sufficient funds exist for said
purpose, provision to each affected employee of a maximum $4000.00
cumulative interest free loan for an initial purchase of personal computer
hardware, software and ergonomic - related furniture and equipment. An
employee with an outstanding balance on a prior computer loan as of July
1, 1998 will have that amount currently due from the previous loan
subtracted from the amount the employee can borrow interest free under
this program.
2. 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 35-
month repayment term.
3. Anti -virus software shall be required as a prerequisite in granting
requested loans
4. 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
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.
5. The City would 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. The City is to be notified of any exchange or updating of
equipment.
Article 2.10 Sick Leave
Sick Leave Accumulation - Employees shall receive one (1) eight (8) hour
day accumulation for each month's service not to exceed a maximum of
600 hours. Current employees with more than 600 hours of accumulated
sick leave will be allowed to utilize that amount as their personal sick
leave cap throughout the remainder of their service with the City.
2. Sick Leave Payment Upon Separation - Affected employees having a
minimum of 5 years of service will be paid for 50% of their unused sick
leave upon death or termination. Employees shall receive 80% of their
unused sick leave upon a service or disability retirement.
3. Sick Leave - Payment of One -Half of Accrual - On the first day of
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December of each year, employees who maintain a balance of 600 hours
of sick leave accrual shall be paid for seventy percent (70 %) of sick leave
accumulated and not used during the preceding twelve -month period.
Payment shall be made on or before December 10th.
4. Sick Leave Accrued - Payment on Termination Prior to December 1 st -
Employees who terminate prior to the first day of December while
maintaining a balance of more than 600 hours of sick leave shall also be
paid seventy percent (70 %) of their unused accrued sick leave
accumulated since the preceding December 1 st.
5. Sick Leave Certification - Any employee taking sick leave shall, upon his
or her return to work, sign a statement certifying the reasons for such sick
leave. Employees absent five or more consecutive working days, or four
consecutive working days for employees assigned to a four -day ten -hour
working schedule must submit a statement from a doctor that the
employee was under his care and is able to return to work. The City
Manager may, before allowing such leave or before permitting an
employee to return to work, require submission of a doctor's certificate for
any absence. Any employee who makes a false claim to sick leave or
who refuses to cooperate in an investigation by the City of his or her claim
shall be subject to disciplinary action.
In addition to the above, effective January 1, 2001, after an employee has
used seventy -two (72) hours or more of sick leave during the employee's
12 -month annual performance evaluation period, the employee's
department head may require, for each sick leave absence thereafter
during the year, that the employee provide a statement from a doctor
verifying that the employee was under a doctor's care during the absence
and that the employee is now able to return to work. In accordance with
Labor Code Section 234 use of family sick leave will not be included when
determining whether an employee has exceeded the 72 hour threshold
set forth above.
6. Sick Leave Requests - Requests for sick leave benefits will not
unreasonably be denied. Employees agree not to abuse the use of sick
leave.
Article 2.11 Flexible Spending Account
The City will implement a Flexible Spending Account pursuant to the terms and
conditions of this plan no later than January 31, 1989.
Article 2.12 Bereavement Leave /Emergency Leave
A. Bereavement Leave - Employees shall be entitled to twenty -four (24)
hours of bereavement leave with pay per incident which shall be
increased to forty (40) hours per incident in those circumstances where
travel to a funeral or other memorial proceeding is 500 or more miles one
17
way as measured from the El Segundo City Hall. Additionally, the
definition of the " immediate family" whose funeral or memorial proceeding
qualifies for the use of bereavement leave, shall include the children,
parents, siblings, grandparents of the employee, the employee's spouse
or significant other.
2. Personal Emergencies - Employees, upon request, shall be entitled to
utilize vacation, Personal Leave Day /Floating Holiday or accumulated
compensatory time off for bona fide and substantiated personal
emergencies, i.e. serious illness of immediate family members, and cases
of extreme and unusual hardships of an emergency nature. In certain
circumstances, notification requirements may be waived.
Article 2.13 Step Advancement
1. Step Advancement Basic Salary Schedule - 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 or her first six months' service; Steps B, C, and D
contemplate one year's service in each of such classification subject to
the limitation of Section F below and the advancements therefrom shall be
on the anniversary date of the employee; Step E contemplates continued
service in such classification until further advancement is indicated by
reason of longevity.
Notwithstanding the above, a supervisor may recommend to the
department head that an employee receive an accelerated advancement
of part or all of the next salary step B, C, D, or E (excluding Longevity Pay
Steps), based on exemplary job performance. If the department head
concurs, he /she shall submit a written report on the prescribed form to the
Director of Administrative Services citing specific examples of work
performed by the employee that consistently exceeds expectations and
warrants approval of part or all of the next salary step prior to the
employee's anniversary date. The Director of Administrative Services
shall submit the request along with a recommendation for action by the
City Manager. Recommended accelerated salary increases shall be in
whole percentages ranging from 1 -5 %. An employee may receive more
than one salary step advancement, but in most cases the total granted
shall not exceed 5% in a twelve (12) month period. The accelerated
salary advancement(s) shall not change the affected employee's
anniversary date. In no case shall an employee receive compensation
that exceeds the E -step of their respective salary range.
2. Class Series Classifications - Notwithstanding the provisions of Section A,
the following classes:
Police Assistant I/II
Communications Dispatcher 1 /11
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3412.
The classifications listed above shall be described as class series
classifications and shall be paid at either of two different salary range
levels assigned to each class.
In each of these classes, entry level may be made at two different work
performance, skill, and assigned responsibility levels corresponding to the
two different salary range levels. When entry is made at Level I, the
employee shall progress through steps of the range assigned to that level
in the manner described in Section 1, except as noted below. When entry
is made at Level II, the employee shall advance through the steps of the
range assigned to that level in the same manner as described in Section
1.
Every person employed at Level I shall be eligible to advance to Level II
without regard to the number of other employees at either of the levels or
budget limitations. To assure the latter, class series positions shall be
budgeted at Level II in all cases. Merit considerations, as clarified by the
factors listed below, shall be the exclusive basis for advancement to Level
II.
When a person is employed at Level I, such employee may be advanced
to Level II upon a determination by the Department Head & approval of
the Director of Administrative Services that the employee's work
performance, skill development, & demonstrated ability to perform higher
level duties causes his /her assignment to Level II to be appropriate. No
employee shall be advanced to Level II without such an evaluation.
In making the determination to advance to Level II according to the above -
noted factors, such determination shall not be made simply by subjective
evaluation but shall be upon a finding that the employee's work
performance meets specific criteria developing from the following factors,
among others deemed appropriate:
Length of service at Level I;
Acquisition of specialized skills required of the position;
Achievement of specific job - related goals and objectives during a
specified period of time;
Increased ability to work without close supervision;
Ability to exercise increased individual judgment;
Ability to provide leadership and guidance to less experienced
employees;
Ability to understand and properly apply departmental rules;
Ability to produce work which is acceptable both in terms of quality
and quantity and which represents at least the average level of
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work produced by other Level II employees.
Specific criteria for advancement within a class series shall be prepared
jointly by each Department Head and the Director of Administrative
Services. Such criteria shall be approved by the City Manager. No
employee shall be advanced form Level I to Level II except upon
recommendation of the Department Head and approval of the City
Manager.
Whenever an employee is moved from Level I to Level II, such employee
shall be compensated at the lowest rate of compensation provided for in
the higher Level II salary range which exceeds by not less than five
percent the rate of compensation received by said employee at the time of
assignment to Level II, unless otherwise ordered by the City Council.
While occupying a position assigned to a class series classification, an
employee shall serve only one probation period.
3. Longevity Achievement - Steps X, Y and Z of the Basic Salary Schedule
are longevity provisions and are to be used in applying the following
policy: Upon attaining seven years of continuous service with the City, an
employee shall be compensated at Step X; upon attaining fourteen years
of continuous service with the City, an employee shall be compensated at
Step Y; and upon attaining twenty -one years of continuous service with
the City, an employee shall be compensated at Step Z; provided,
however, that employees may be paid at a higher level than the foregoing
schedule when necessary to comply with the requirements of Section
1A6.090. Employees employed on and after July 16, 1974 shall not be
eligible to receive these longevity benefits. (For reference, see Article
2.26).
4. Longevity Achievement on Merit - Employees to whom this Chapter
applies who are eligible to receive longevity pay shall advance to Steps X,
Y, and Z based upon an overall rating of "standard" or higher as
determined by the employee's performance evaluation. If the employee
fails to qualify for Steps X, Y or Z because of failure to have attained a
"standard" or higher rating, and the employee's overall performance
subsequently improves to at least a "standard" level, the longevity pay
increase shall be granted upon the issuance of a satisfactory performance
report.
5. Step Advancement - Anniversary Date - An employee advanced from any
range to another range of the Basic Salary Schedule shall receive a new
anniversary date which is the date of the change. If the employees
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 effective date
falls on the second week of the pay period, the effective date of the
increase will be the first day of the following pay period. Other changes in
salary, unless specifically directed by the Council or as provided in
Section F shall not change the anniversary date, except for promotions
made in accordance with the Personnel Merit System Ordinance or the
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3412.
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, subject to meet and confer with the Union. Notwithstanding the
above, an employee in a classification under Section B shall not be
assigned a new anniversary date when he /she is advanced from Level I to
Level II in that same classification.
6. Increases on Merit - Basic Salary Schedule - An employee shall be
eligible for advancement to a higher step on the basis of service time as
described in Section A and satisfactory performance of duties. An
employee will be presumed to merit an increase unless his or her
Department Head, with the concurrence of the Director of Administrative
Services notifies the employee in writing no later than the end of the pay
period which begins after said employee's anniversary date that the
increase should be withheld, stating reasons. The reasons shall be
provided to the employee in writing. If the employee's performance
subsequently improves to a satisfactory level, the step increase will be
granted and the date of increase will become the employee's anniversary
date.
Article 2.14 Minimum Service with City of El Segundo to Receive Pay for a
Designated Percentage of Accumulated Sick Leave
Employees who retire must have been employed for a minimum of five (5) years with
the City of El Segundo in a classification covered by this Agreement in order to receive
pay for unused sick leave balance.
Article 2.15 Workers' Compensation Provisions
Permanent employees who are members of the Public Employees' Retirement System
and who receive injuries that are compensable under the California Workers'
Compensation Laws (other than those to whom the provisions of Section 4850 of the
Labor Code apply) shall be entitled to receive:
1. Seventy -five percent of the employee's regular salary for any so- called
waiting period provided for in the Workers' Compensation Laws.
2. Thereafter, for a period of up to one year, or until earlier retirement on
disability pension or a finding of permanent and stationary disability by a
medical doctor, the difference between seventy -five percent of the
employee's regular monthly salary and the amount of any temporary
disability payments under the California Workers' Compensation Laws.
Such payment shall cease when the employee receives a permanent
disability award or is physically able to return to work.
3. These payments shall be provided without deductions for State or Federal
Income Taxes, to the extent allowable by the Internal Revenue Service.
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Article 2.16 Holidays
Holiday Schedule -
City employees:
January 1st
The following Days shall be considered as holidays for
The third Monday in February (President's Day)
The last Monday in May (Memorial Day)
July 4th
The first Monday in September (Labor Day)
November 11th (Veteran's Day)
Thanksgiving Day
The Friday after Thanksgiving
December 24th
December 25th
December 31 st
In the event any of the above Holidays falls on the first day an employee
is regularly scheduled to be off duty, the Holiday shall be observed on the
previous working day. If the Holiday falls on the second day an employee
is regularly scheduled to be off duty.. the Holiday shall be observed on the
following work day.
2. Holiday Pay - If an employee is required to work upon a City Holiday, he
or she shall be entitled to time and one -half for such work in addition to
the straight time holiday pay of eight (8) hours. Police Service Officers
Supervising Dispatchers and Communications Dispatchers 1 /II who
regularly are required to work on Holidays, shall be paid for ninety -six
hours in lieu of holidays on or about the 10th of December.
3. Personal Leave /Floating Holiday - In addition to the holidays enumerated
in Article 2.18, each employee who has completed six months of service
shall be entitled to select one day per calendar year as a Personal Leave
Day /Floating Holiday with the approval of the employee's supervisor after
a minimum of seven days prior notice.
Article 2.17 Life Insurance
The City will provide a $20,000 Life Insurance policy for each employee.
Article 2.18 Vacation
Employees shall receive either:
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2
ORIGINAL ACCRUAL SCHEDULE
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.
OR
ALTERNATIVE ACCRUAL SCHEDULE
Twelve days per year from commencement of the first year of service t
through and including completion of the fifth year of service.
2. Fifteen days per year upon commencement of the sixth year of service
through and including completion of the tenth year of service.
3. Eighteen days per year upon commencement of the eleventh year of
service through and including completion of the fifteenth year of service.
4. Twenty -two days per year upon commencement of the sixteenth year of
service and for all years of service thereafter.
An employee desiring to participate in the "alternative" accrual schedule shall so
advise Human Resources Department in writing of their election, no later than
October 19, 1994. Failure to advise of an election to accrue vacation pursuant to
the alternative schedule shall result in the employee continuing to accrue
vacation on the "original" schedule. An election to accrue vacation on the
alternative schedule or maintenance of accrual pursuant to the original schedule,
shall be irrevocable.
For this article, the term "day" shall be the equivalent of eight hours. Vacation time
shall accrue on a monthly basis. Vacation leaves may be taken only after an employee
has completed one year's continuous service.
Article 2.19 Vacation Time Accumulation and Sale
Vacation time shall be accumulated from date of last continuous permanent
employment. All vacation shall be taken at such times as are agreeable to the head of
the department and approved by the City Manager. Earned vacations shall not be
accumulated for longer period than for two years' service.
Each calendar year, an employee may sell back his /her accumulated vacation up to a
maximum of the annual vacation accrual, to which they are entitled by length of service.
23
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Each employee may sell back vacation once per calendar year and only during the first
two -weeks of December.
Article 2.20 Vacation Time Accrual - For Temporary Industrial Disability
Notwithstanding the provisions of Article 2.21, employees on temporary industrial
disability may accrue vacation time for longer than two years.
Article 2.21 Long Term Disability Plan
The City will add all unit members to its currently existing Long Term Disability Plan.
Article 2.22 Direct Deposit
It is agreed between the City and Union that it is in the mutual interest of the City and its
employees that all covered employees utilize the currently available direct deposit
system. Employees who do not desire to utilize direct deposit shall make their wishes
known in writing to the City's Director of Administrative Services, together with a
statement of their reasons therefore. Exceptions to this direct deposit policy shall not
be denied.
Article 2.23 Promotional Examinations
For the purpose of interpreting Section 2.28.080(B) of the El Segundo Municipal Code,
entitled "Examinations ", the City agrees that a sufficient number" shall be three (3)
eligible, quantified applicants who have indicated an interest in a particular promotion in
writing to the Director of Administrative Services.
Article 2.24 Standby Duty
Standby duty is the time that employees, who have been released from
duty, are specifically required by their supervisor to be available for return
to duty when required by the City. During standby, employees are not
required to remain at their City work station or any other specified location.
Standby duty employees are free to engage in personal business and
activities. However, standby duty requires that employees:
A. Be ready to respond immediately.
B. Be reachable by paging device or telephone. The City may, in its'
discretion, provide a paging device, e.g., a beeper, to an assigned
standby duty employee.
C. Be able to report to work within one (1) hour of notification.
D. Refrain from activities which might impair their ability to perform
assigned duties. This includes, but is not limited to, abstaining
from the consumption of any alcoholic beverage and the use of any
illegal drug or incapacitating medication.
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E. Respond to any call back during the assigned standby duty.
2. As with any City equipment, any paging device assigned to an employee
is the responsibility of the standby employee during standby assignment.
The employee is liable for loss or damage to the paging device, which is
caused by the employee's negligence or intentional acts.
3. Failure of an employee to comply with the provisions of standby duty may
subject the employee to discipline, up to and including termination of
employment with the City.
4. For each assigned period of standby duty employees shall be provided
two (2) hours of pay per day.
5. Employees recalled to duty shall receive a minimum of four (4) hours of
recall pay.
6. An employee who uses sick leave or vacation leave during a standby
period, occurring on or after, October 15, 2000, shall not be provided any
form of compensation for the standby period, unless the employee's
department head approves, in writing, the provision of the normal standby
period compensation.
Article 2.25 Educational Incentive Pav
Eligible employees shall be entitled to receive educational incentive pay. The
educational incentive shall be equal to two and one -half percent (2.5 %) for Associate
degrees and five percent (5 %) for Bachelor's degrees. The incentive is paid on the
employee's base salary and shall be paid at the same times and in the same manner
as base salary. Educational incentive pay is not reported as compensation to PERS.
Eligibility for educational incentive pay is limited to those employees who (a) are
working in a job classification that does not require a bachelor's degree or higher
degree to qualify for the classification and (b) were awarded such degree in one of the
majors which had been approved by the Police Chief, in writing, prior to admission of
the specific employee into that major.
Article 2.26 Longevity Pay
Effective September 30, 2006, employees shall be entitled to the following longevity pay
based on years of service with the City of El Segundo:
a. Completion of 5 years of service - 1.5% above base pay
b. Completion of 10 years of service - 3.0% above base pay
C. Completion of 15 years of service - 5.0% above base pay
d. Completion of 20 years of service - 6.75% above base pay
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3412.
Article 2.27 Training Pay
The Department agrees to use one of three budgeted Communication Training Officer
designations to fund future training pay (4.5% while assigned training responsibilities)
for Police Service Officers and Police Assistants. The Union agrees that
Communication Training Officers will accept additional training related duties and
additional duties in the absence of a Supervising Dispatcher. Training related duties are
limited to updating: the training manual, training forms, training tests, training
guidelines, and training evaluations. Collateral duties will include maintaining the
dispatch center information books; and in the absence of a supervisor: issuing the Daily
Activity Log, and contacting a supervisor when an employee calls in sick or is otherwise
unable to attend their scheduled work assignment.
ARTICLE 3 - OTHER PROVISIONS
Article 3.01 Drug Free Workplace Statement and Substance Abuse Policy
The parties have met and conferred in good faith regarding the adoption of a Drug -Free
Workplace Statement and Substance Abuse Policy and the same shall be implemented
concurrent with the adoption of this MOU.
Article 3.02 Smoking Policy
The parties have met and conferred in good faith regarding the adoption of a non-
smoking policy and the same shall be implemented concurrent with the adoption of this
MOU.
Article 3.03 Education Reimbursement
Reimbursement Procedures - Permanent employees may participate in
the City's Educational Reimbursement Program.
2. Repayment Upon Termination - Employees who participate in the
Educational Reimbursement Program will be required to sign the following
agreement:
"I certify that I have successfully completed the course(s), receiving a
grade of "C" or better. A copy verifying this grade is attached. 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. The amount of refund shall be determined in accordance
with following schedule:
26
When Depart
1 month after course completion
2 months
3 months
4 months
5 months
6 months
7 months
8 months
9 months
10 months
11 months
12 months
3412:',
Percentage
100%
100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
3. Eligible employees may receive no more than one thousand seven
hundred fifty dollars ($1,750.00) per calendar year under this program.
Article 3.04 Catastrophic Leave Bank
The City shall institute a catastrophic leave bank as follows:
1. Purpose - To establish a program whereby City employees may donate
accumulated time to a catastrophic sick leave bank to be used by
permanent, part-time and full -time employees who are incapacitated due
to a catastrophic illness or injury.
2. Definition - A catastrophic illness or injury is a chronic or long term health
condition that is incurable or so serious that, if not treated, it would likely
result in a long period of incapacity.
3. Procedures
A. There is established a joint - employer /employee committee
composed of an individual from each recognized employee
organization and a representative of City Administration charged
with administering the Catastrophic Leave Bank.
B. Employees may transfer sick leave, vacation or compensatory
leave to the Catastrophic Leave Bank to be donated to an
employee who is experiencing catastrophic illness and has
exhausted all personal sick leave. Such a transfer can be made on
July 1 of each year on forms provided by the City of El Segundo.
The employee to receive the donation will sign the "Request to
Receive Donation" form allowing publication and distribution of
information regarding his /her situation.
C. Sick leave, vacation and compensatory time leave donations will be
made in increments of no less than one day. These will be hour for
hour donations.
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D. Employees must hold a minimum of one hundred and twenty (120)
hours of accumulated illness /injury leave after a donation has been
made.
E. The donation of time is irrevocable. Should the recipient employee
not use all of the donated time for the catastrophic illness or injury,
any balance will remain in the Catastrophic Leave Bank to be
administered by the committee and utilized for the next
catastrophic leave situation.
Article 3.05 Temporary Service in a Higher Classification
When 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, "applicable period of time" is defined as ten consecutive working days (eight
working days if on four -ten plan) or longer.
Article 3.06 Promotions
In all cases where an employee promoted to a classification in 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
compensation, excluding special assignment pay, received by said employee is such
given classification at the time of such promotion, unless otherwise ordered by the City
Council. 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 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.
Article 3.07 Termination Pay
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 3.08 Jury Duty
The City will not provide jury duty leave pay to employees effective July 21, 1984. If the
State or Federal Court jury commissioners change, amend, alter, or otherwise rescind
their present 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, than the City's practice of paying the
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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 with
respect to all personnel in classifications in this bargaining unit.
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 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 reinstated pursuant to the aforementioned provisions, the provision for
unpaid jury duty leave shall be considered null and void.
Article 3.09 Physical Examinations
The City will allow up to two (2) days of accumulated sick leave per year to be used for
purposes of physical examinations, subject to submission of a doctor's verification. The
City further agrees that requests for sick leave benefits will not unreasonably be denied.
Article 3.10 Joint Labor Management Team
Pursuant to the meet - and - confer process for 1997 -98, it was agreed upon that
representatives of the City and the Union shall create joint labor management teams to
foster improved communication and productivity.
Article 3.11 Disciplinary Action -Authority to Take
Modify Personnel Rule 14.4 to include the following:
1. Prior to making a final decision to take disciplinary action involving
suspension, demotion, dismissal or reduction in pay, the City Manager
shall give written notice of the proposed action to the concerned
employee. The notice shall include a statement of reasons that a
disciplinary action is being proposed and shall include a copy of the
charges being considered by the City Manager. Except when of a
confidential nature, the supporting documentation will be provided with the
written notice to the employee. A written notice delivered to the
employee's last known address shall constitute adequate notice.
Article 3.12 Policies
The parties have agreed upon the following policies:
1. Occupational Injury and Illness Policy, dated June 23, 2004.
2. Communications Training Officer Program Policy.
3. El Segundo Public Safety Communications Center Overtime Policy
29
For the Police Support Services
Employees' Association:
•.• - •
• •
Dulce Bruner, Steward
Chester Mordasini,
Teamsters' Business Representative
/d - ,�) g - 0`7""
Date
30
For the City:
Bruce Barsook, Chief Negotiator
Bret Plumlee,
Director of Administrative Services
Robert Hyland,
Human Resources Manager
Max P e Lieutenant
Date
APPENDIX A
BARGAINING UNIT CLASSIFICATIONS
Communications Dispatcher 1 /11
Supervising Dispatcher
31
tf O
EL SEGUNDO CITY COUNCIL MEETING DATE: Novemb , 1003 ,
AGENDA HEADING: Consent Calendar
AGENDA ITEM STATEMENT
AGENDA DESCRIPTION:
Consideration and possible action regarding approval of a
Segundo and the El Memorandum
egundo Police
Understanding (labor agreement) between the City of El
Support Services Employees Association. (Fiscal impact FY 2004 — 1005 is $45,000)
RECOMMENDED COUNCIL ACTION:
3yty
1) Adopt Resolution approving the Memorandum of Understanding;
2) Alternatively, discuss and take other action related to this item.
BACKGROUND & DISCUSSION:
es
In June 2004, staff and representatives of the El Segundo
t Sections 3500 et seq of the Cali oenia
Association began meeting and conferring, pursuant
Government Code, for the purpose of obtaining a labor agreement. Agreement was reached
on October 22, 2004.
- continued on next page -
ATTACHED SUPPORTING DOCUMENTS:
1) Resolution approving Memorandum of Understanding
2) Comprehensive Memorandum of Understanding prepared by Bruce Barsook,
Esq., of Liebert Cassidy Whitmore a y staff
FISCAL IMPACT: Fiscal impact FY 2004 — 2005 is $45,000)
Operating Budget:
Amount Requested:
Account Number:
Project Phase: Year 1 of 3 Year MOU
Appropriation Required: _ Yes X No
DATE: 11/3/04
ORIGINATED BY:
E _� M - I " WwWrif �
Bret M. Plumlee, Director Administrative Services DATE:
REVIEWED BY:
0
�ps�
agenda 526
Mary Strenn, City Manager
omm
t�
BACKGROUND & DISCUSSION:
The economic parameters of the new Memorandum of Understanding include:
• Year 1 - 3% salary and benefit increase
• Year 2 - 4.32% salary and benefit increase
• Year 3 - 2% minimum to 4% maximum salary and benefit increase
The Year 1 salary increase will be effective with the beginning of the October 16, 2004 payroll
period.
The City and the Association reached agreement on the following major issues:
• An 80% (City), 20% (Association) sharing of medical cost increases, beginning in
January, 2006.
• The willingness to reopen the agreement to consider alternative medical plans.
• A minimum of 5 years of service with the City of El Segundo in order to be eligible for
paid retiree medical coverage.
• Expansion of the Communication Training Officer Program and inclusion of Police
Service Officers and Police Assistants in the Department's training program.
• A formalized Occupational and Illness Policy.
• Revision of criteria in order to be eligible for overtime pay.
• Clarification of the parties' rights to negotiate matters within the scope of bargaining.
• Employee's ability to opt out of City's medical plan upon providing proof of coverage in
another plan.
The fiscal impact of the three -year Memorandum of Understanding is $139,750 to $169,700
over the 3 years.
The comprehensive Memorandum of Understanding has been signed by all parties and is
attached to this staff report.
076