CONTRACT 2521 - PERM Memorandum of Understanding CLOSEDMEMORANDUM OF UNDERSTANDING
BETWEEN
CITY OF EL SEGUNDO
AND
EL SEGUNDO EMPLOYEES/SEIU
LOCAL 347, AFL-CIO
7/1/95 - 6/30/98
ARTICLE / SECTION NUMBER ...................................... PAGE
Article 1 - General Provisions
1,01 Preamble ..................................................... 1
1.02 Conclusions and Term of Agreement ....... 1
1,03 Implementation of Agreement ...... . ......... ......... , 1
1.04 Recognition.................................................... 2
1,05 Management Rights ........ ...... . . . ........ ........... . .... . . 2
1,06 Union Membership ............ . ............. . .. . ................. 2
1.07 Maintenance of Membership ....... . .......... . . . . .. . ... . ........ . . 2
1.08 Savings ................. .................... ......... 3
1.09 No Strike ....................... .............................. 3
1.10 Non -Discrimination ...... . ........ . . .................. . . .......... 3
1.11 Steward's Time ................................................. 3
112 Union Administrative Time ..... .. , , . 4
1.13 Grievance Procedure ............ .................... 4
1.14 Layoff Procedure ................. .............................. 6
1.15 Personnel Policies ............................................... 9
Article 2 - Salaries and Benefits
2.01 Salary Increase ................................................. 9
2.02 Overtime/Compensatory Time .............. . . . ............. .... , . 9
2.03 Family Emergency Care Sick Leave Utilization .... . ..... .......... . . . 10
2.04 Uniform Allowance and Replacement .......... ... , .... ... , 10
2.05 Wellness Program .......................................... 11
2.06 Employee Group Insurance Program ........ . . . .... . . . .. ........
2.07 Retirement.................................................... 12
2.08 Differential Pay .......... . .. . ... ....... . ...................... 12
2.09 Computer Purchase Program ........ . ..... . ... . . . ........... 12
2.10 Sick Leave ................................. . .................. 13
2.11 Flexible Spending Account ....................... 14
2.12 Bereavement Leave/Emergency Leave ..... , . .. . . . . . . . .. . ... . . . 14
2.13 Step Advancement ................................... ......... 14
2.14
Minimum Service with City of EI Segundo to Receive
Pay for a Designated Percentage of Accumulated Sick Leave , .... , , .....
17
2.15
Worker's Compensation Provisions ............... . .. . ..............
18
2.16
Holidays ......................... .....,,,...............
18
2.17
Life Insurance ...... ................... ........
19
2.18
-- ,...
Vacation ................ ............. ,.......... ....,.,.,..
19
2.19
Vacation Time Accumulated .......................... . . . ........ .
20
2.20
Vacation Time Accrual - For Temporary Industrial Disability ......... . .. . .
20
Article 3 - Other Provisions
3.01 Drug Free Workplace Statement and Substance Abuse Policy . , .. , 20
3.02 Smoking Policy ................................... . . , .. 20
3.03 Break Policy ...................... ............... 20
3.04 Alternative Work Schedules ..... . . . ... . . ........... ............. . 21
3.05 Education Reimbursement ........ , .... . . . ... . . . . . . . ..... . . . . . 21
3.06 Catastrophic Leave Bank ....................... . . . . . ... . . . . .. . ... 22
3.07 Temporary Service in Higher Classification ... . . . . . .. . .. . . . .. . . . .. . . . . 22
3.08 Promotions.................................................... 23
3.09 Termination Pay......... ...................... 23
3.10 Jury Duty ............... ........ ........... 23
3.11 Physical Examinations ........................................... 23
Appendix A - Bargaining Unit Classifications
Appendix B - Smoking Policy
Appendix C - Drug Free Workplace Statement and Substance Abuse Policy
Appendix D - Department of Transportation Drug Testing Guidelines
Appendix E - Catastrophic Leave Bank Policy
mouindex wpd
MEMORANDUM OF UNDERSTANDING
BETWEEN
CITY OF EL SEGUNDO
AND
EL SEGUNDO EMPLOYEES/SEIU, LOCAL 347, AFL-CIO
ARTICLE 1 - GENERAL PROVISIONS
Article 1.01 Preamble [Source: 94-95 MOU]
This Memorandum of Understanding (hereinafter "MOU" or "Agreement") is made and
entered into between the Service Employees International Union, Local 347 (AFL-CIO),
hereinafter referred to as "Union", and the management representatives of the EI Segundo
City Council, hereinafter referred to as the "City", pursuant to the California Government
Code Section 3500 et. sea.
Article 1.02 Conclusions and Term of Agreement [Source: 94-95 MOU]
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 for the
period beginning July 1, 1995 through June 30, 1998.
This MOU 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 the MOU are covered by existing
ordinances, resolutions, policies and practices of the City. 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 met and conferred about prior
to the execution of this agreement or which may have been omitted in the discussions
which led up to the execution of this MOU except by mutual agreement of the parties.
Notwithstanding any provisions of this MOU, the City can meet and consult with the Union
on the City's Personnel Rules and Regulations which are within the scope of
representation.
Article 1.03 ImMementation of Aareement [Source: 94-95 MOU]
This MOU shall be jointly presented to the EI 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.
1
Article 1.04 Recocinition [Source: 94-95 MOU]
The City hereby confirms its recognition of the Union as the exclusive representative of
employees in the general employees 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 and part-time permanent non -safety
employees in the City's "classified service," except those classes defined as
management/confidential or supervisory/professional. 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. [This list of classes within the
bargaining unit is attached to this MOU as Appendix A.]
Article 1.05 Management Fid [Source: 94-95 MOU]
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,
suspend or discharge 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 [Source: 94-95 MOU]
The City agrees to:
(A) Provide official dues deductions for all employees who subscribe to Union
membership;
(B) Provide official payroll deductions for approved Union insurance and welfare
plans, not to exceed five programs;
(C) Provide the Union with a list of newly hired employees in the representation
unit monthly.
Article 1.07 Maintenance of Membership [Source: 94-95 MOU]
Upon approval of this Agreement by the EI 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. In addition, employees who are currently Union members shall have forty-five (45)
calendar days to terminate their Union membership from the date that the City Council
approves this agreement. Membership in an employee organization shall continue to be
voluntary on the part of the employees.
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The Union shall indemnify and hold harmless the City and its Council individually and
collectively from any legal costs an/or damages arising from claims, demands, or liability
by reason of litigation arising from this article. The Union agrees to pay to the City all legal
fees and legal costs incurred in defending the City or its officers, employees, or agents
against any court action or administrative action challenging the legality or constitutionality
of the provisions of this article or its implementation.
Article 1.08 Savings [Source: 94-95 MOU]
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 [Source: 94-95 MOU]
The Union agrees that during the term of this MOU their members employed by the City
of EI 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 EI 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 [Source: 94-95 MOU]
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 [Source: 94-95 MOU]
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.
3
Article 1.12 Union Administrative Time [Source: 94-95 MOU]
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 part of
these hours may be used for other conferences or seminars with the approval of the City
Manager.
Article 1.13 Grievance Procedure [Source: 95-98 MOU]
I. 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). A grievance
also includes discipline ranging from one (1) through (5) days of
suspension. (The procedure for handling a grievance over a
suspension from one (1) through five (5) days is set forth under
Section III -E.
B. Grievant - A grievant is an employee or group of employees adversely
affected by an act of omission of the agency.
C. Day - A day is a calendar day.
D. Immediate Supervisor - The first level supervisor of the grievant.
Il. 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.
Grievances will be processed following the procedures set forth below.
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
4
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 five
(5) 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 fifteen (15) days from the date the
employee knew or should have known of the incident giving rise to the
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 five (5) 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 five (5) working 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.
E. Mediation - If an employee is suspended for one(1) through five(5)
working days, the employee may within ten (10) working days of
receipt of notice of suspension request mediation. The City shall
contact the State Mediation and Conciliation Service for appointment
of a mediator. The mediator shall attempt to resolve the dispute. If
the mediator is unsuccessful he/she will render an informal opinion to
5
the City Manager. The City Manager shall issue a final and binding
decision regarding the suspension.
IV. 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.
V. CONFERENCES
Grievant(s) and City representatives, upon request, shall have the right to a
conference at any level of the grievance procedure.
Article 1.14 Lavoff Procedure [Source: 95-98 MOU]
Grounds for Lavoff - 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 EmOovees - 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.
1 At -Will EmDloyges - 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.
C1-
4. Procedures for La,toff - 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 Riohts - An employee designated for layoff as a result of
abolition of a position or classification may displace ("bump") an employee
in a lower classification in which the employee has prior service, provided the
laid off has greater seniority than the employee in the lower classification.
In addition, an employee designated for layoff with greater seniority may
displace ("bump") an employee in a lower classification within the same
occupational family. Determination of an occupational family will be made
by the Director of Human Resources/Risk Management and such
determinations shall be made according to the following factors:
1. Similarity of occupational field.
2. Similarity of "Class Characteristics" and "Examples of Duties"
as described in the class specifications.
3. Similarity of "Education and/or Experience," "Knowledge, Skills
and Abilities," and "Special Requirement" as described in the
class specifications.
4. Any additional factors deemed relevant by the Director of
Human Resources/Risk Management.
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-Emnlovment 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. bights on Re-Emolovment - 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 [Source: 88-90 MOU]
Sick Leave - Requests for sick leave benefits will not unreasonably be
denied. Employees agree not to abuse the use of sick leave.
2. 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.
0
I 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 2 - SALARIES AND BENEFITS
Article 2.01 Salary Increase [Source: 95-98 MOU]
1995-96 - Effective August 19, 1995, all employees shall receive a salary
increase of 1.64%.
2. 1996-97 - Effective July 1, 1996, all employees shall receive a salary
increase of 1.64%.
3. 1997-98 Reooener - For the 1997-98 fiscal year, the parties agree to reopen
this MOU for the purpose of meeting and conferring over salaries and one
non -economic item of each parties' choosing.
Pursuant to the meet -and -confer process for 1997-98, it was agreed upon
that effective July 5, 1997, the base. salary set forth within each step of the
salary range applicable to each represented classified position shall be
increased by 3% (see attached Addendum, approved by Resolution
No.4024).
Article 2.02 Overtime/ComDensatory Time [Source: 94-95 MOU & Chapter 1A3]
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 all holiday, vacation leave and sick
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 sixty (60) 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.
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 two hours work.
Article 2.03 lam Emer+ encu Care Siick Lesave Utilization (Source: 94-95 MOU]
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 (Source: 94-95,93-94,95-98 MOU's]
The City shall pay uniform, clothing, safety and personnel equipment allowance as follows:
A. Police Service Officer, Police Cadets - $240 per year or equivalent per month
of active duty.
B. Crime Scene Investigator - $198 per year or equivalent per month of active
duty.
C. Newly appointed Police Service Officers and Police Cadets shall be provided
with a uniform advance of $110 and $75, respectively, at the time of
appointment. If a cadet resigns during the first year of employment, the
employee on termination shall reimburse the City on a pro rata basis one -
twelfth of the advance payment for each full month remaining until the first
anniversary of the employee's employment. The amount shall be deducted
from any pay otherwise due the employee upon termination of City
employment and certification by the Police Chief to the Director of Finance
of the amount to be deducted pursuant to this section.
D. 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 Cadet,
Crime Prevention Specialist, Crime Scene Investigator and Fire Protection Inspectors 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.
Effective September 3, 1994, the City shall provide rain gear for building inspectors and
shall additionally provide safety shoes in an amount not to exceed $100.00 (pre-tax) per
12 month period for those individuals required by the City to wear safety shoes. The City
shall contract with a vendor for provision of said safety shoes and the affected employees
shall be required to obtain the shoes from said vendor unless it can be demonstrated to
the satisfaction of the employee's department head that the vendor does not have footwear
which is usable by the employee. Upon receipt of written authorization from the
department head to do so, the employee may in such case purchase safety shoes at a
location of his/her choice, subject to the maximum $100.00 City contribution.
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Employees occupying the following classifications shall have uniforms and shoes provided:
All Maintenance Worker 1/II and Leadworker Classifications
Custodians and Custodian Leadworker
Meter Reader/Repairer Building Inspectors
Building Systems Mechanic
Pool Maintenance Technician
Equipment Mechanic
Maintenance Craftsworker
Article 2.05 Wellness Prooram [Source: 94-95 MOU]
The parties shall create during the term of this Agreement a joint labor-management
"wellness committee", the purpose of which shall be to inform and educate unit members
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.
Article 2.06 Emolovee Grouv Insurance IProarams, [Source: 90-93 & 95-98 MOU]
Medical
A. Effective January 1991, the City will contract with the California PERS
for the Public Employees' Medical and Hospital Care Program.
B. Effective July 1, 1995 the City will contribute a maximum of $422.00
per month per employee towards the payment of health insurance
premiums. Effective with the next premium adjustment after
September, 1995, the City's contribution for medical 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 Southern
California.
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.
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Il. Dental
During the term of this agreement, the City will pay the premium for City
contracted dental insurance for employees and eligible dependents.
HANEKOTO=t
During the term of this agreement, the City will pay the premium for City
contracted optical insurance for employees and eligible dependents.
Article 2.07 Retirement [Source: 90-93 MOU]
A. 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 regular pay rate for each employee integrated with Social Security.
B, Effective January 1, 1992 the City's contract with the California Public
Employees' Retirement System will be amended to add Section 20024.2,
One -Year Final Compensation.
Article 2.08 Differential Pay [Source: 90-93 MOU & Chapter 1A3]
A. Shift Differential - Personnel who work swing and graveyard shifts
shall receive an additional five cents $.05) to forty cents ($.40) per
hour between 5:00 p.m. and 6:00 a.m.
B. Tree Trimmer Differential - A Park Maintenance Worker II who is
assigned to perform tree trimming work on a full-time basis shall
receive a pay differential of five percent (5%) above such employee's
regular rate of pay.
C. Construction Insoector Differential (Supervision) -Construction
Inspectors temporarily assigned the responsibility of personnel
supervision shall be compensated at a range and step equal to ten
percent (10%) above the range and step of the Construction Inspector
classification to which they are entitled by length of service and
performance.
D. Water Leadworker Differential Insoections) - Water Leadworkers who
are assigned inspection work on a regular basis for at least twenty-
five percent (25%) of their regular working hours shall be
compensated at seven percent (7%) above the range and step of the
Water Leadworker classification to which they are entitled by length
of service and performance.
Article 2.09 Commuter Purchase Prociram, [Source: 94-95 MOU]
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 to
12
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 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.
Article 2.10 Sick Leave [Source: 90-93 MOU & Chapter 1A3 & Chapter 1A6.
A. Sick Leave Accumulation - Employees shall receive one (1) eight (8) hour
day accumulation for each month's service not to exceed a maximum of
1056 hours.
B. Sick Leave Pavment Upon Separation - Affected employees having a
minimum of 5 years of service will be paid for 50% of their unused sick leave
upon death, termination or disability retirement. Employees shall receive
80% of their unused sick leave upon a service retirement.
Pursuant to the meet -and -confer process for 1997-98, it was agreed upon
that effective July 5, 1997, 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 (see attached Addendum, approved by Resolution No.4024).
C. Sick Leave - Pavment of One -Half of Accrual
On the first day of December of each year, employees who maintain a
balance of 1056 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 10th.
D. Sick Leave Accrued - Pavment on Termination Prior to
December 1st
Employees who terminate prior to the first day of December while
maintaining a balance of more than 1056 hours of sick leave shall also be
paid one-half of their unused accrued sick leave accumulated since the
preceding December 1st.
E. 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.
13
Article 2.11 Flexible Soend'ina Account [Source: 88-90 MOU]
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/Emeraencv Leave
[Source: 80-82 & 88-90, 94-95 & 95-98 MOUs]
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 way as measured from
the EI 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.
B. Personal Emer encies - 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 [Source: Chapter 1A3]
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. Employees employed on and after July 16, 1974
shall not be eligible to receive longevity benefits.
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 Human Resources
Director 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 Human
Resources Director 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
14
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.
B. Class Series Classifications
Notwithstanding the provisions of Section A, the following classes:
Accounts Specialist 1/11
Building Inspector 1/II
Equipment Mechanic 1/11
Fire Protection Inspector 1/I1
Library Clerk 1/II
Office Specialist 1/II
Park Maintenance Worker 1/11
Police Records Specialist 1/II
Public Works Inspector 1/11
Street Maintenance Worker 1/II
Wastewater Maintenance Worker 1/II
Water Maintenance Worker 1/II
shall be described as class series classifications & 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 A, except as noted below. When entry is
made at Level 11, the employee shall advance through the steps of the range
assigned to that level in the same manner as described in Section A.
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
Human Resources Director 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.
15
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 & 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 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 Human Resources Director. 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 Il, 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.
C. Loevity 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 longevity benefits.
16
D. 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.
E. Steo Advancement - Anniversa 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 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.
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.
F. 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 Human Resources Director,
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.
with City of El Seaundo to Receive Pav for a
l�+e
Article 2.14 e��cp
ign ted Percen
tecie of Accumulated Sick Leave, [Source: 86-88 MOU]
Employees who retire must have been employed for a minimum of five (5) years with the
City of EI Segundo in a classification covered by this Agreement in order to receive pay for
unused sick leave balance.
17
Article 2.15Workers' Comoensation Provisions [Source: Section 1A6.170].
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:
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.
Article 2.16 Holidays [Source: Chapter 1A3]
A. Holidav Schedule - The following Days shall be considered as holidays for
City employees:
January 1st
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.
B. HolidayPia - 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 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.
18
C. Personal lLeave/Floatino Holidav - 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 $10,000 Life Insurance policy for each employee.
Article 2.18 Vacation [Source: 94-95 MOU]
Employees shall receive either:
"ORIGINAL ACCRUAL SCHEDULE"
[Source: Section 1A3.30]
a. Twelve working days per year with full salary for the first seven years of
continuous service with the City.
b. Seventeen working days per year with full salary after seven years and
until the completion of fourteen years of continuous service.
C. Twenty-two working days per year with full salary after fourteen years of
continuous service.
OR
"ALTERNATIVE ACCRUAL SCHEDULE"
[Source: 94-95 MOU]
a. Twelve days per year from commencement of the first year of service
through and including completion of the fifth year of service.
b. Fifteen days per year upon commencement of the sixth year of service
through and including completion of the tenth year of service.
C. Eighteen days per year upon commencement of the eleventh year of
service through and including completion of the fifteenth year of service.
d. 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.
19
Article 2.19 Vacation Time Accumulated [Source: Section 1A6.220]
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 a
longer period than for two years' service.
�_ Disability
Article 2.20 Vacation Time Accrual - For Tempora Industrial
[Source: Section 1A3.135]
Notwithstanding the provisions of Article 2.21, employees on temporary industrial disability
may accrue vacation time for longer than two years.
ARTICLE 3 - OTHER PROVISIONS
Article 3.01 13ruq-Free Workplace Statement and Substance Abuse Policy
[Source: 94-95 MOU]
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 [Source: 94-95 MOU]
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 Break Policy [Source: 94-95 MOU]
All affected employees performing in classifications traditionally described as "field
classifications" (generally including employees with the Divisions of Parks, Streets, Water
and Wastewater) shall be provided one (1) thirty(30) minute rest -break to be taken near
the mid -point of the first four hours of the employees regularly scheduled work shift.
Included with this break is all time required to secure the work site, to travel to and from
any rest -break location, and to reconvene work at the conclusion of the rest -break.
All remaining employees shall be provided a fifteen (15) minute rest -break near the mid-
point of every fours of scheduled work. In order to ensure that such affected employees
are prepared to reconvene performance of their duties precisely at the conclusion of the
rest -break, such employees are encouraged to take their break within the building where
they are regularly assigned or on the grounds immediately adjacent to the work
assignment.
As regards lunch breaks, all affected employees are scheduled for either a thirty (30) or
sixty (60) minute lunch break depending upon the work assignment. Such scheduling shall
be in accord with pre-existing City practices and procedures.
Failure by any employee to utilize a rest or lunch break shall not result in any accumulation
or other "banking" of said unused time, nor shall such failure result in conclusion of the
employees' regularly scheduled shift at a time earlier than scheduled nor shall any unused
break time be utilized to extend a lunch break. However, in any instance where
management mandates that a rest or lunch break not be taken because of the need to
provide services to the City, then said additional work time shall be compensated in accord
20
with this MOU, City Rules and Regulations and applicable statutory requirements.
Additionally, in said circumstances, management does have the discretion to allow for early
termination of an employee's regularly scheduled work hours in amounts of time equivalent
to the missed breaks.
The consumption of food or other refreshments at times other than during rest and lunch
breaks is discouraged. This break policy shall be implemented by all Supervisory and
management personnel and shall prevail over any inconsistent City or Department policy,
written or otherwise.
Article 3.04 Alternative Work Schedules [Source 95-98 MOU]
Bargaining Unit employees shall be assigned to a work schedule as determined by the
Department Head. If the employee requests change to the schedule, the Department
Head and employee may mutually agree to the change. If the change proves not to be
operationally sound, the Department Head may reverse the change.
Article 3.05 Education Reimbursement
A. Reimbursement Procedures - Permanent employees may participate in the
City's Educational Reimbursement Program.
B. Re2evment Uoon Vermination - 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":
Depart- ,c
1 month after course completion
100%
2 months
100%
3 months
90%
4 months
80%
5 months
70%
6 months
60%
7 months
50%
8 months
40%
9 months
30%
10 months
20%
11 months
10%
12 months
polo
21
Article 3.06 Catastrophic Leave Bank
The City shall institute a catastrophic leave bank as follows:
I. 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.
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.
III. 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 EI 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.
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 3.07 Temporary Service in a Higher Classification [Source: Section 1A6.080]
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
22
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 3.08 Promotions [Source: Section 1A6.090]
In all cases where an employee regulated by Chapters 1A3 and 1A4 is promoted to a
classification in Chapters 1A3 or 1A4 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 3.09 Termination Pay [Source: Section 1A6.100]
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 3.10 Jury Duty [Source: 84-86 MOU]
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 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 3.11 Phvs,icaI 'Examinations [Source: 75-77 MOU]
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.
23
Article 3.12 Joint Labor Manaaement Team* [Source: 1998 Addendum to MOU,
Resolution No. 4024]
Pursuant to the meet -and -confer process for 1997-98, it was agreed upon that
representatives of the City and the Union shall create join labor management teams to
foster improved communication and productivity.
24
APPENDIX A
BARGAINING UNIT CLASSIFICATIONS
Administrative Secretary
Secretary
Office Specialist II
Office Specialist I
Field Office Coordinator
Receptionist
Counter Plans Examiner
Plans Examiner
Building Inspector II
Building Inspector I
Building Permit Specialist
Civil Engineering Associate
Civil Engineering Assistant
Engineering Technician
Fire Equipment Mechanic
Equipment Mechanic II
Equipment Mechanic I
Equipment Service Worker
Building Systems Mechanic
Lead Custodian
Custodian
25
BUILDING SAFETY
ENGINEERING
PLANNING CLASSIFICATIONS
Assistant Planner
Planning Technician
STREET MAINTENANCE CLASSIFICATIONS
Street Maintenance Leadworker
Traffic Painter Leadworker
Street Maintenance Worker II
Street Maintenance Worker I
Meter Reader/Repairer
Wastewater Maintenance Leadworker
Wastewater Maintenance Worker II
Wastewater Maintenance Worker I
Water Maintenance Leadworker
Water Maintenance Worker II
Water Maintenance Worker I
Accounting Technician
Accounts Specialist III
Accounts Specialist II
Accounts Specialist I
Computer Operator
Fire Inspector 1/II
Fire Protection Inspector II
Fire Protection Inspector I
Fire Protection Analyst (Currently vacant)
WATERIWASTEWATER CLASSIFICATIONS
26
FINANCE CLASSIFICATIONS
FIRE CLASSIFICATIONS
Senior Library Assistant
Library Assistant
Library Clerk II
Library Clerk I
LIBRARY CLASSIFICATIONS
RECREATION AND PARKS CLASSIFICATIONS
Pool Maintenance Technician
Maintenance Craftsworker
Park Maintenance Worker II
Park Maintenance Worker I
Community Cable Production Assistant
Police Records Specialist II
Police Records Specialist I
Crime Prevention Specialist
Crime Scene Investigator
Police Services Officer
Administrative Specialist
Police Cadet (Permanent Part-time)
27
POLICE CLASSIFICATIONS
Dated,
maza6low w
m
f^ THE CITY.
BOR
Dated:
Li