CONTRACT 2612 - PERM Memorandum of Understanding CLOSEDAGREEMENT BETWEEN THE CITY OF EL SEGUNDO
AND THE EL SEGUNDO SUPERVISORY AND PROFESSIONAL
EMPLOYEES ASSOCIATION
The term of this Memorandum of Understanding (MOU) shall commence on July 1, 1998
and end on September 30, 2001.
2. The City and the Association shall incorporate the terms of this MOU into the existing
comprehensive MOU such that it shall contain all currently effective agreements between
the City and the Association.
3. The City shall increase salaries by 5% effective July 4, 1998.
4. The City shall implement the results of a classification and compensation study for unit
members on or before July 1, 1999, in accordance with Attachment "A ".
5. The City shall increase salaries by 2% or by the Consumer Price Index Percent change for
the year ending May 2000, "Los Angeles - Riverside - Orange Area, All Urban Consumers ",
whichever increase is greater. The salary increase shall be effective July 2, 2000.
6. The City shall pay the employee 7% PERS contribution on the unit members' $500
additional pay amount, effective July 4, 1998.
7. The City shall increase the amount of yearly maximum tuition reimbursement from $1250
to $1750, effective July 1, 1998.
8. The City shall add holidays and pre- approved vacation leave to the definition of time worked
for purposes of calculating overtime, effective July 1, 1998.
9. The Association agrees to reduce the maximum allowable amount of accumulated sick
leave from 1056 hours to 600 hours, effective July 1, 1998, in accordance with Attachment
"B"
10. Commencing on July 1, 1998 the Association will pay for one -half of the costs incurred in
connection with Los Angeles County Civil Service Commission hearings, to a maximum of
$3000 per fiscal year.
11. The City's aggregate contribution toward dental, optical and life insurance coverage shall
be capped at $135 per employee per month, in accordance with Attachment "C ".
12. The City shall equalize sick leave payoffs upon retirement, in accordance with Attachment
"ID"
13. The City shall modify the Computer Loan Program, in accordance with Attachment "E
14. The City shall modify its policy relative to the direct deposit of paychecks, in accordance
with Attachment "F".
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15. The City shall modify Personnel Rule 14.4 in order to provide a pre - disciplinary hearing
process for all suspensions without pay, in accordance with Attachment "G ".
16. The City shall allow unit members until September 11, 1998 to advise the Finance
Department, in writing, of their desire to participate in the "alternative" vacation accrual
schedule.
17. The City and the Association agree to change all MOU references to a "Cafeteria Plan" to
read "Additional Pay ".
18. During the third year of this MOU, the City and the Association shall meet with the intent
of discussing the 2% at 55 PERS Retirement Plan.
19. During the first year of this MOU, the City shall convene its Insurance Committee for
purposes of determining the feasibility of retiree participation in the City's Dental and Optical
insurance plans.
20. The City shall institute a Standby Duty Policy, in accordance with Attachment "H ".
FOR THE: FOR THE:
CALIFORNIA TEAMSTERS PUBLIC,
PROFESSIONAL & MEDICAL EMPLOYEES
UN'I , LOCAL 911
Chester Mordasini,
Business Representative
Gary Gan bi,
President
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Date
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CITY OF EL SEGUNDO
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.ity Manager
Bob Hyland,
Director of Human Resources/
Risk Management
Date
00226
SUPERVISORY AND PROFESSIONAL
EMPLOYEES ASSOCIATION
ATTACHMENT A
CLASSIFICATION AND COMPENSATION STUDY
The City and the Association agree that wage increases effective July 1, 1999 shall be determined
in accordance with a classification and compensation study ( "study ") to be conducted by a
recognized third part consultant, at City expense, chosen after consultation with the Association.
The parties agree that all wage increases prescribed by the study shall be implemented on or
before July 1, 1999 and made payable on the first pay period thereafter. The study shall determine
the appropriate compensation for all covered classifications with reference to the median rates then
currently paid at the following cities: Culver City, Gardena, Hawthorne, Hermosa Beach, Inglewood,
Manhattan Beach, Redondo Beach, Santa Monica and Torrance. All covered employees may
provide input to the consultant during the course of the study. The results of the study, shall be
provided to the Association representative when complete. Individual employees may, with
Association representation, appeal the results of the study to the consultant whose determination
of said appeal shall be final and binding on the parties. "Y" rated individuals, as determined by the
study, shall be eligible for "step" increases within classification as prescribed by the MOU, but shall
receive no across the board increase on July 1, 2000, or thereafter, unless and until their particular
"Y" rating is or has been exceeded by the increase or increases.
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SUPERVISORY AND PROFESSIONAL
EMPLOYEES ASSOCIATION
ATTACHMENT B
MAXIMUM AMOUNT OF SICK LEAVE ACCUMULATION
Effective July 1, 1998, the maximum allowable amount of accumulated sick leave for unit members
will be reduced from 1056 hours to 600 hours.
600 hours becomes the cap for all current employees with accumulations less than 600 hours and
for all newly appointed employees.
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 remained of their service with the City
of El Segundo
All other provisions in the current MOU, as regards the accrual, use and distribution of sick leave
shall remain in full force and effect.
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SUPERVISORY AND PROFESSIONAL
EMPLOYEES ASSOCIATION
ATTACHMENT C
INSURANCE CAPPING
The City's aggregate contribution for current dental, optical and life insurance shall be capped at
$135.00 per employee per month.
Current City Maximum Contributions:
Dental $95.80 /month
Optical $13.70 /month
Life $17.00 /month
TOTAL $126.50
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0022
SUPERVISORY AND PROFESSIONAL EMPLOYEES ASSOCIATION
a it a+
SICK LEAVE PAYOFF UPON SEPARATION
Employees separating from service because of a disability retirement, after five (5) years
of service, will be compensated at 80% of the employees' accumulated, unused sick leave
at the employees' current rate.
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SUPERVISORY AND PROFESSIONAL EMPLOYEES ASSOCIATION
ATTACHMENT E
COMPUTER LOAN PROGRAM
A. Eliminate the current practice of "refinancing" to the maximum allowable loan
amount.
B. As of July 1, 1998, 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, 1998, will have
that amount currently due from the previous loan subtracted from the amount the
employee can borrow interest free under this program.
C, 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.
D. Eligible purchases shall be expanded to include ergonomic - related furniture and
equipment.
E. Anti -viral software shall be required as a prerequisite in granting requested loans,.
F. 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. City is to be
notified of any exchange or updating of equipment.
G, "After- the - fact" financing is allowed only with prior approval of the Director of
Finance or his /her designee.
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SUPERVISORY & PROFESSIONAL EMPLOYEES ASSOCIATION
ATTACHMENT F
DIRECT DEPOSIT
It is agreed between the City and the Supervisory & Professional Employees Association
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 Finance,
together with a statement of their reasons therefore. Exceptions to this direct deposit
policy shall not be denied.
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SUPERVISORY & PROFESSIONAL EMPLOYEES ASSOCIATION
ATTACHMENT G
PERSONNEL RULE 14.4
DISCIPLINARY ACTION _ AuthpdjyAg Take
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.
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SUPERVISORY AND PROFESSIONAL EMPLOYEES ASSOCIATION
ATTACHMENT H
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:
1. Be ready to respond immediately.
2. 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.
3. Be able to report to work within one hour of notification.
4. 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.
5. Respond to any call back during the assigned standby period.
As with any City equipment, any paging device assigned to an employee is the
responsibility of the standby employee during the 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.
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.
For each assigned period of standby duty employees shall be provided the choice of one
hour of compensatory time off or one hour of paid time.
Currently existing provisions applicable to call back pay shall remain in full force and effect.
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