HomeMy WebLinkAboutResolution No. 8450RESOLUTION NO. 8450 •
A RESOLUTION OF THE CITY COUNCIL OF THE
CITY OF AZUSA ADOPTING THE MEMORANDUM
OF UNDERSTANDING BETWEEN THE CITY AND
THE AZUSA CITY EMPLOYEES ASSOCIATION
EFFECTIVE JULY 1, 1988.
THE CITY COUNCIL OF THE CITY OF AZUSA DOES RESOLVE
AS FOLLOWS:
Whereas, the City Council, at their regular meeting of
July 5, 1988, approved the Memorandum of Understanding between
the City of Azusa and the Azusa City Employees Association, terms
and conditions to be effective July 1, 1988:
Now, therefore, be it resolved by the City Council of
the City of Azusa that the Memorandum of Understanding attached
hereto is hereby adopted by resolution.
ADOPTED AND APPROVED this 5th day of July, 1988.
MAYOR
I HEREBY CERTIFY that the foregoing Resolution was duly
adopted by the City Council of the City of Azusa at a regular
meeting thereof held on the 5th day of July, 1888.
AYES: COUNCILMEMBERS: AVILA, STEMRICH, NARANJO,
LATTA, POSES
NOES: COUNCILMEMBERS: NONE
ABSENT: COUNCILMEMBERS: NONE
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T A B L E O F C O N T E N T S
1. TERM OF MEMORANDUM OF UNDERSTANDING ........................1
2. SAVINGS CLAUSE.............................................1
3. REOPENER...................................................2
4. SALARY.....................................................2
5. RETIREMENT.................................................2
6. TOTAL COMPENSATION.........................................2
7. NON-DISCRIMINATION.......................................2
7.A. Protection of Rights..................................2
7.8. Anti-Discrimination...................................2
S. CITY RIGHTS... • ........................................3
B.A. ManagementRights...................................3
B.B. Conformance With Rules................................4
S.C. Meet and Confer.......................................4
9. SEPARABILITY...............................................5
10. MAINTENANCE OF EXISTING BENEFITS ...........................5
11. CAFETERIA BENEFIT PLAN...... ............................5
11.A. Amount of Monthly Benefit ............................5
11.B. Eligibility..........................................5
11.C. Termination..........................................6
12. HEALTH INSURANCE DURING RETIREMENT .........................6
13. EMPLOYEE ASSISTANCE PLAN...................................6
14. LIFE INSURANCE.............................................6
15. CAR ALLOWANCE..............................................6
16. EQUIPMENT ALLOWANCE........................................7
17. STANDBY...................................................7
18. CALLBACK.... • .. .. •.................................7
18.A. AppropriateRate of Pay for Callback.................7
19. WORK WEEK AND TIMEKEEPING INTERVAL .........................8
19.A. Work Week...........................................8
19.B. Timekeeping Interval.................................8
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20. PREMIUM PAY (Paint Crew)...................................8
21. OVERTIME/COMPENSATORY TIME.................................8
22. OVERTIME MEAL POLICY..................................9
22.A. Beyond Regular Shift.. ............................9
22.B. Outside of Regular Shift .............................9
22.C. Before 5 a.m.........................................9
23. DAMAGE TO PERSONAL EFFECTS.................................9
24. TUITION REIMBURSEMENT.....................................10
25. LICENSE RENEWAL...........................................10
26. SICK LEAVE.............................................10
26.A. One -Fourth Conversion...............................10
26.B. One -Third Conversion .. ............................11
26.C. For Employees Hired Prior to December 31, 1985......11
26.D. Conversion Deadline.................................11
27. BEREAVEMENT LEAVE.........................................11
28. VACATION .. .. ...........................................12
28.A. Required usage and Carryover ........................12
28.B. Cash -In Policy......................................12
28.C. Accrual.............................................12
29. HOLIDAYS.. • ....................................13
29.A. Designated Holidays .................................13
29.B. Floating Holidays...................................13
30. LAY OFF...................................................13
31. INDUSTRIAL LEAVE..........................................13
32. IMPLEMENTATION............................................15
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MEMORANDUM OF UNDERSTANDING
BETWEEN THE CITY OF AZUSA AND THE
AZUSA CITY EMPLOYEES ASSOCIATION
JULY 1, 1988
This Memorandum of Understanding is entered into with
reference to the following facts:
(1) the Azusa City Employees Association (ACEA) (hereinafter
referred to as "Association") is the recognized employee
organization representing those personnel (hereinafter referred
to as "employees") employed by the various departments of the
City of Azusa (hereinafter referred to as "City"), and occupying
the classifications as listed in Exhibit "A" attached hereto;
(2) in the interest of maintaining harmonious relations
between the City and those employees represented by the
Association, authorized representatives of the City and the
Association have met and conferred in good faith, exchanging
various proposals concerning wages, hours, and other terms and
conditions of employment to affected employees; and
(3) the authorized representatives of the City and the
Association have reached an understanding and agreement as to
certain changes in wages, hours, and other terms and conditions
of employment of the affected employees which shall be submitted
to the City Council of the City for approval and implementation
of these changes by appropriate ordinance, resolution, or other
lawful action.
Therefore, the City and the Association agree that, subject
to approval and implementation by the City Council of the City,
the wages, hours, and other terms and conditions of employment
for all affected employees shall be altered as follows:
1. TERM OF MEMORANDUM OF
The term of this Memorandum of Understanding shall commence
on July 1, 1988, and shall continue through and including
June 30, 1989.
2. SAVINGS CLAUSE
Should any State or Federal law mandate the loss of revenue
to the City as a result of the implementation of any clause
of this Memorandum of Understanding, or should any State or
Federal law render a clause(s) of this Memorandum of Under-
standing invalid, then those changes alone shall not be
given effect and the remainder of this Memorandum of Under-
standing shall be unaffected and shall remain in full force
and effect.
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MEMORANDUM OF UPERSTANDING, ACEA, JULY 1, 1988
3. REOPENER
Should No. 2 render invalid any provision of this
Memorandum of Understanding, then meet -and -confer session(s)
shall immediately commence in the effort to agree upon
replacement(s) for such invalidated provisions (s).
4. SALARY
5.
Effective July 1, 1988, the base monthly salary of each
employee shall be increased according to the information
contained in Exhibit "A" of this document. If the Survivor
Benefit Amendment indicated in Section 5 results in a suf-
ficient savings to the City, as expected, the City will grant
an additional 1% salary increase effective January 1, 1989.
The City shall continue its contract with the Public
Employees' Retirement System (PERS) under the "2% @ 60 full
formula" plan.
The City agrees to amend its contract with PERS to upgrade
to the increased level of the 1959 Survivor Benefit. The
City will expeditiously proceed with the amendment, and it
shall be implemented according to the rules of the Retirement
System. The City shall continue to pay both the "employee"
and "employer" share of the cost of this benefit.
6. TOTAL COMPENSATION
As a matter of philosophy, the Association and the City
recognize that compensation consists of terms and conditions
of employment other than those represented solely by salary.
Further, the City and the Association recognize that the
changes in wages, hours, and other terms and conditions of
employment as set forth in this Memorandum of Understanding
constitute additions to the total compensation received by
affected employees.
7. NON-DISCRIMINATION
7.A. Protection of Rights
The parties mutually recognize and agree to protect the
rights of all employees hereby to join and/or participate
in protected Association activities or to refrain from
joining or participating in protected activities in
accordance with Government Code Section 3500, et sea.
7.B. Anti -Discrimination
The City and the Association agree that they shall not
discriminate against any employee because of race, color,
sex, age, national origin, political or religious
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MEMORANDUM OF PERSTANDING, ACEA, JULY 1, 7988
opinions or affiliations. The City and the Association
shall reopen any provisions 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.
S. CITY RIGHTS
B.A. Management Rights
The City reserves, retains and is vested with, solely
and exclusively, all rights of Management which have not
been expressly abridged by specific provision(s) of this
Memorandum of Understanding or by law to manage the City,
as such rights existed prior to the execution of this Memo-
randum of Understanding. The sole and exclusive rights of
Management, as they are not abridged by this Agreement or
by law, shall include, but not be limited to, the following:
(1) To manage the City generally and to determine the
issues of policy.
(2) To determine the existence or nonexistence of
facts which are the basis of the Management decision.
(3) To determine the necessity and organization of any
service or activity conducted by the City and expand
or diminish services.
(4) To determine the nature, manner, means, and technology,
and extent of services to be provided to the public.
(5) To determine methods of financing.
(6) To determine types of equipment or technology to
be used.
(7) To determine and/or change the facilities, methods,
technology, means, and size of the work force by
which the City operations are to be conducted.
(8) To determine and change the number of locations,
relocations, and types of operations, processes and
materials to be used in carrying out all City functions
including, but not limited to, the right to contract
for or subcontract any work or operations of the City.
(9) To assign work to and schedule employees in
accordance with requirements as determined by the
City and to establish and change work schedules and
assignments.
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MEMORANDUM OF UPERSTANDING, ACEA, JULY 1,4P988
(10) To relieve employees from duties for lack of funds
or lack of work or similar nondisciplinary reasons
(11) To establish and modify productivity and performance
programs and standards.
(12) To discharge, suspend, demote or otherwise discipline
employees for proper cause.
(13) To determine job classification and to reclassify
employees.
(14) To hire, transfer, promote or demote employees for
nondisciplinary reasons in accordance with this
Memorandum of Understanding and applicable Resolutions
and Codes of the City.
(15) To determine policies, procedures and standards for
selection, training and promotion of employees.
(16) To establish employee performance standards
including, but not limited to, quality and quantity
standards and to require compliance therewith.
(17) To maintain order and efficiency in its facilities
and operation.
(18) To establish and promulgate and/or modify rules
and regulations to maintain order and safety in the
City which are not in contravention with this Agreement.
(19) To take any and all necessary action to carry out
the mission of the City in emergencies.
B.B. Conformance With Rules
The City shall have the right to exercise the rights
provided in sections 119" through 1116" of the Management
rights clause, in accordance with the Personnel Rules
and Regulations as they exist as of May 16, 1988, and
shall exercise these rights in conformance with the
Personnel Rules and Regulations.
B.C. Meet and Confer
Except in emergencies, or where the City is required
to make changes in its operations because of the
requirements of law, whenever the exercise of
Management's rights shall impact on employees of the
bargaining unit, the City agrees to meet and confer
with representatives of the Association regarding the
impact of the exercise of such rights, unless that
matter of the exercise of such rights is provided for
4
MEMORANDUM OF UVERSTANDING, ACEA, JULY 1, f988
in this Memorandum of Understanding, or in Personnel
Rules and Salary Resolutions and Administrative Code(s)
which are incorporated in this Agreement. By agreeing
to meet and confer with the Association as to the
impact and the exercise of any of the foregoing City
Rights, Management's discretion in the exercise of
these rights shall not be diminished.
9. SEPARABILITY
Should any provisions of this Memorandum of Understanding be
found to be inoperative, void, or invalid by a court of
competent jurisdiction, all other provisions of this
Memorandum of Understanding shall remain in full force and
effect for the duration of this Memorandum of Understanding.
10. MAINTENANCE OF EXISTING BENEFITS
Except as provided herein, all wages, hours and economic
terms and conditions of employment presently enjoyed by
employees shall remain in full force and effect during the
entire term of this Memorandum of Understanding unless
mutually agreed to the contrary by both parties hereto.
11. CAFETERIA BENEFIT PLAN
11.A. Amount of Monthly Benefit
The City will maintain the Cafeteria Benefit Plan (CBP) at
three hundred thirty-seven ($337) dollars per month for each
employee. This plan may be used by the employee to pay, to
the extent available, for individual or dependent health
coverage, dental plan, life insurance, up to fifty percent
(50%) of membership fees for a health club or similar organi-
zation, deferred compensation, or other available group
insurance, or any combination of these items. The employee
understands that in the event the total premiums and/or
expense for options selected by him/her exceeds the amount of
the City's contribution of three hundred thirty-seven ($337)
dollars per month, the excess shall be deducted from gross
wages of the employee.
11.B. Eligibility
In order for an employee to be eligible for the CBP in any
given month, he/she must be on payroll for fifteen days
within that month.
If an employee does not meet the qualifying work time,
arrangements must be made with the Finance Department to
reimburse the City for any benefits that have already been
paid out on the employee's behalf for that month. The
Finance Department will notify the employee if he/she has
not worked sufficient days to qualify for the CBP.
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MEMORANDUM OF U• RSTANDING, ACEA, JULY 1, I988
New employees will be eligible for the full CBP Plan applicable
to their particular bargaining unit if they begin work prior to
the 16th of the month. Employees whose date of hire is on the
16th or thereafter will not be eligible for CBP for that month.
11.C. Termination
It is agreed that the City will not be responsible for
payment of any insurance premium(s) on behalf of an
employee represented by the Association following the
month of termination. If an employee represented by the
Association wishes to continue his or her benefits,
advance payment for such premium(s) will be deducted
from this plan for the employee, or if he or she is not
eligible for this plan, then the deduction shall be made
from the employee's final paycheck.
12. HEALTH INSURANCE DURING
All of the above notwithstanding, the City shall continue to
pay during retirement the Cafeteria Benefit Plan (CBP) for those
Association employees who have, at the time of retirement, at
least twenty (20) years of service with the City of Azusa, and
who enroll or continue in the City's health insurance program.
The monthly amount of the CBP shall be equal to one-half
(1/2) of the premiums for such health insurance regardless
of how many family members are enrolled. This CBP plan
shall remain in effect until the retiree, or eligible
survivor is covered by Medicare, reaches 65 years of age, or
passes away, whichever occurs first. Once an individual has
qualified for this provision, he or she shall retain this
eligibility even if this provision is terminated at a later
date.
13. EMPLOYEE ASSISTANCE PLAN
The City shall make a concerted effort to establish an
Employee Assistance Plan as soon as possible.
14. LIFE INSURANCE
The City shall provide term life insurance equal to twelve
months of salary or $30,000, whichever is greater, excluding
overtime, standby, callback, and other forms of supplemental
compensation, for each employee.
15. CAR ALLOWANCE
Those individuals who on June 30, 1988, occupy the
classifications of Recreation Supervisor and Senior
Citizens Program Supervisor, and as long as they are
employed in these classifications, respectively, shall
receive the sum of one hundred sixty-five dollars
($165.00) as monthly base pay, in addition to the
amount listed on "Exhibit All, in lieu of a car allowance.
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MEMORANDUM OF UNDERSTANDING, ACEA, JULY 1, 988
This special compensation shall be eliminated when the
employee for any reason permanently vacates his/her position.
16. EQUIPMENT ALLOWANCE
The City agrees to provide a personal equipment allowance
of one hundred thirty-five dollars ($135) per employee
for up to two (2) pairs of safety shoes/boots or
garments per year required by the department head.
17. STANDBY
The City agrees to pay time and one-half (1 1/2) for
standby time with a minimum of two (2) hours, which will
result in three (3) hours of regular time. The City
also agrees to provide a vehicle to one employee only
while on standby time. If more than one employee is on
standby at the same time, then the vehicle shall be
assigned to the employee whose legal residence is
geographically closest to the City's Corporation Yard.
18. CALLBACK
If an employee is required to be called back to work
after completing his or her normal shift or after having
left City premises or the employee's work location,
the employee shall be compensated at the appropriate rate
for each hour worked on callback with a minimum of (2) hours
callback compensation at the appropriate rate, regardless of
whether the employee actually works less than two (2) hours.
This provision shall be applicable to an employee even
though the employee's regular work week is not complete but
shall not apply to an employee who is continuing on duty for
his/her normal work shift. For the purposes of this
section only, the time starts when the callback call is
received by the employee.
18.A. Appropriate Rate of Pay for Callback
The rate of pay for the first callback during a twenty-
four (24) hour period shall be at one (1) times the
normal rate of pay. All other callback during the same
twenty-four (24) hour period shall be at one and one-
half (1 1/2) times the normal rate of pay, except between 12
midnight and 5 a.m., the first call shall be compensated at
double-time (2) rate. For the purposes of this section
only, the time period to be used in computing whether a
callback is the first callback shall be from 4:00 p.m. to
4:00 p.m. the next calendar day. All other callbacks during
the same twenty-four (24) hour period shall be compensated
at the double-time (2) rate.
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MEMORANDUM OF U• RSTANDING, ACEA, JULY 1, 1988
19. WORK WEER AND TIMEKEEPING INTERVAL
19.A. Work Week
The regular work week for all employees covered by this
agreement shall be forty (40) hours for a seven (7) day
period beginning at 12:01 a.m. each Sunday and consists of
five (5) days a week and eight (8) hours per day. Daily
hours of work or shifts for employees within departments
shall be assigned by the department head, as required to
meet the needs of the department.
19.B. Timekeeping Interval
In compliance with FLSA, the minimum timekeeping interval
shall be fifteen (15) minutes. Periods of time of seven (7)
minutes or less shall be rounded down and periods of time of
eight (8) minutes or more shall be rounded up.
20. PREMIUM PAY (Paint Crew)
Any employee assigned to the paint crew in the Street
Maintenance division of the Community Development
Department who is scheduled to work after 12 o'clock
midnight will receive an additional twenty-five cents
($0.25) per hour for each hour worked after that time.
This additional pay constitutes premium pay and is not
to be considered as a part of the employee's base salary.
21. OVERTIME/COMPENSATORY TIME
Employees shall be entitled to overtime pay or compen-
satory time off for all hours worked in excess of eight
(8) hours in one work day or forty (40) hours within the
employee's regular work week. For the purposes of this
agreement, holiday pay, sick leave, and other compensated
time off shall count for the hours. Compensatory time
may be accumulated at the appropriate rate for each hour
of overtime worked to the maximum accrual rate set by
Federal law.
Overtime pay or compensatory time off for overtime shall be
accumulated in no less than fifteen minutes per day incre-
ments. When an employee works less than fifteen minutes per
day of overtime, the employee shall not receive compensatory
time for such overtime.
In order to be entitled to any compensation for overtime
hours worked, such overtime work must have been authorized
by the department head or the City Administrator. Accumulated
compensatory time not taken off in the pay period in which
it was earned, may be carried over to a maximum of two hundred
forty (240) hours (160 hours worked at time -and -one-half would
equal 240 hours).
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MEMORANDUM OF U• RSTANDING, ACEA, JULY 1, I988
22. OVERTIME MEAL POLICY
22.A. Beyond Regular Shift
when an employee is required to work continuous,
unplanned overtime beyond his or her regular shift,
he or she shall be provided with a meal and time to
eat the meal no more than two hours after the
commencement of such work and no less frequently
than every four hours actually worked thereafter or
he or she shall receive a meal reimbursement of
eight dollars for each such period.
22.B. Outside of Regular Shift
When an employee is required to perform scheduled or un-
scheduled work outside of his or her regular work hours,
as a result of an emergency situation, he or she shall be
provided with a meal and the time to eat the meal no
less frequently than every four (4) hours or a meal reim-
reimbursement of eight dollars ($8) for each such four (4)
hour period.
22.C. Before 5 a.m.
In the event that an employee is summoned to work
before five o'clock in the morning (5 a.m.) and is
required to continue to work into his or her regular
shift on the same task that he or she was summoned
for shall be provided with a meal and time to eat
the meal no less frequently than every four (4)
hours or a meal reimbursement of eight dollars ($8)
for each such four (4) hour period.
23. DAMAGE TO PERSONAL EFFECTS
If, in the course of business, an office employee's
personal clothing or effects is accidentally damaged or
destroyed, the employee may submit a claim for
reimbursement up to one hundred dollars ($100) to
the City's Safety Committee. The committee shall have
the authority to investigate the claim and recommend to
the City Administrator,or his designee, to pay the full
amount of the claim, deny the claim, or apportion the
claim based on normal wear and tear of the item and/or
the extent of the employee's negligence in following
proper safety procedures. It is expressly understood
that stockings and socks are exempt from this procedure.
It is further expressly understood that prescription eye
glasses or contact lenses and hearing aid devices are
exempt from the one hundred dollar ($100) limit.
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MEMORANDUM OF ARSTANDING, ACEA, JULY 1, 88
24. TUITION
The City shall make available to each employee an
amount not to exceed one thousand dollars ($1,000) per
year for Tuition Reimbursement. Included as part of
educational expenses shall be reasonable mileage traveled
for the purposes of taking course work. A Scholarship
Committee shall be established by the City to oversee
this program and to decide whether or not certain course(s)
are job related for an individual employee. All tuition
reimbursement shall be for certificates that are for
items over and above the minimum requirements for the
recipient's job.
Any claim for Tuition Reimbursement may be submitted at
the beginning of course work and must be submitted for
payment no later than thirty (30) calendar days following
the receipt of the official college or university grade(s)
for the preceding semester or quarter. For the purposes of
administration, the annual amount of available Tuition
Reimbursement is based on the fiscal year beginning July 1,
and the course is deemed to fall in the fiscal year in which
the date of the final examination is scheduled.
25. LICENSE RENEWAL
The City agrees to pay the cost of maintaining certification
and licenses that are within the minimum requirements for the
licensee's job. The cost of this reimbursement is not to exceed
thirty dollars ($30).
26. SICK LEAVE
Sick Leave shall not be construed as a right which an employee
may use at his or her discretion, but shall be allowed only
in case of necessity or actual sickness or disability.
A yearly evaluation period for the use of sick leave was
established beginning on the first payday on or after
January 1, 1986. At the end of the time period, the
Finance Department will analyze and report to the various
employees the amount of sick leave earned, less the amount
used, and the net accrued during the calendar year.
26.A. One -Fourth Conversion
If the employee has used more than three, but not more than
six days of sick leave, including time spent on personal
business or bereavement, he or she would have the following
options:
(1) Carry over the accrual and add it to his or
her sick leave balance.
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OF UaRSTANDING, ACEA, JULY 1,88
(2) Convert, only to the extent that his/her balance is
more than zero at the beginning of the new year, one-
fourth of the accrual to vacation or convert one-fourth
to cash (but no combination of these two); unused,
unconverted leave would then be added to the
employee's sick leave balance.
26.B. One -Third Conversion
If the employee has used no more than three days of sick
leave, including time spent on personal business or
bereavement, he or she would have the following options:
(1) Carry over the accrual and add it to his or her
sick leave balance.
(2) Convert, only to the extent that his/her balance is
more than zero at the beginning of the new year,
one-third of the accrual to vacation or convert one-
third of it to cash (but no combination of these two);
unused or unconverted leave would then be added to the
employee's sick leave balance.
26.C. For Employees Hired Prior to December 31, 1985
Any employee who began his or her employment with the City
on or before December 31, 1985, would be permitted to be
"grandpersoned" in under the Sick Leave policy heretofore in
effect, which is as follows:
The employee may convert fifty percent (50%) of his or her
accrued Sick Leave balance to cash upon death (if he or she
has attained Permanent status); disability retirement (if he
or she has been employed by the City a minimum of five (5)
years); or voluntary retirement (if he or she has been
employed by the City of minimum of ten (10) years).
The employee may convert fifty percent (50%) of his or her
accrued Sick Leave balance to cash for hours in excess of
three hundred twenty (320) hours to a maximum payment of two
hundred forty (240) hours.
26.D. Conversion Deadline
A decision to convert sick leave according to the policies
stated shall be made by March 31.
27. BEREAVEMENT LEAVE
An employee may be permitted to take up to five (5) days of
Bereavement Leave in the event of the death of a member of
his or her immediate family. "Immediate family" member is
herewith defined as a mother, father, brother, sister, spouse
child, mother-in-law, father-in-law, grandparents, or relative
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MEMORANDUM OF UORSTANDING, ACEA, JULY 1, 088
living within the employee's household. Persons in loco
parentis may also be considered under certain circumstances.
Such leave shall not be charged against the employee's Sick
Leave or Vacation.
In addition to Bereavement Leave, an employee may request up
to two (2) days of Sick Leave in the event of the death of an
immediate family member. Such leave shall be charged against
the employee's accrued Sick Leave balance and shall be considered
in calculating his or her ability to convert the balance.
28. VACATION
28.A. Required Usage and Carryover
An employee shall be required to use one half (1/2) of his/her
annual vacation accrual yearly and shall be able to carry
over one half (1/2) of one year's Vacation accrual from
one year to the next, cumulatively, up to a maximum of fifty
two (52) times the then -current pay period rate of vacation
accrual. This maximum is waived, however, until June 30,
1989, in order to provide a smooth transition to the new
computer system installed in 1987. At that time, if the
employee's balance is at or above its maximum, no further
vacation shall be accrued until the employee's balance drops
below the maximum. In special cases where it has not been
possible, due to work load and other factors, for the
employee to use his/her vacation before reaching the
maximum, it shall be within the department head's authority
to authorize cash payment in lieu of time off.
28.B. Cash -In Policy
The employee shall be authorized to cash in one forth (1/4)
of the annual accrual per year by March 31 in lieu of carrying
it over, if approved by the appropriate department head.
28.C. Accrual
Vacation leave shall accrue as follows:
Through
the
4th
year
of
employment ......
ll/days/year
Through
the
5th
year
of
employment ......
15/days/year
Through
the
6th
year
of
employment ......
16/days/year
Through
the
7th
year
of
employment ......
17/days/year
Through
the
8th
year
of
employment ......
18/days/year
Through
the
9th
year
of
employment ......
19/days/year
Through
the
10th
year
of
employment ......
20/days/year
Through
the
11th
year
of
employment ......
21/days/year
Through
the
12th
year
of
employment ......
22/days/year
Through
the
13th
year
of
employment ......
23/days/year
Through
the
14th
year
of
employment ......
24/days/year
Through
the
15th
year
of
employment ......
25/days/year
Through
the
16th
year
of
employment ......
26/days/year
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MEMORANDUM OF UVERSTANDING, ACEA, JULY 1188
29. HOLIDAYS
29.A. Designated Holidays
The employee shall receive time off with pay for the following
holidays but only if the employee is paid for the workday that
precedes or follows the holiday:
July 4
Independence Day
September
5
Labor Day
October
10
Columbus Day
November
11
Veteran's Day
November
24
Thanksgiving Day
November
25
Day after Thanksgiving
December
26
Monday after Christmas
January
2
Monday after New Year's
February
13
Lincoln's Birthday
February
20
Washington's Birthday
May 29
Memorial Day
29.8. Floating Holidays
Day
Day
The City and the Association agree to two additional
floating holidays, including one in lieu of Martin Luther
King, Jr., day. All floating holidays shall be requested in
advance from the appropriate department head or division
chief. Enough employees shall remain at work during
floating holidays so that the City's business may be
conducted.
Floating holidays shall accrue on July 1 and must be
taken by the following June 30, or the hours will be
forfeited.
30. LAY OFF
The City agrees that in the event employees represented
by the Association are laid off from their employment, a
minimum of forty-five (45) calendar days notice will be
given to each individual affected employee. Such notice
shall be in writing and signed by an appropriate
management employee.
31. INDUSTRIAL LEAVE
A regular EMPLOYEE who is temporarily or permanently
incapacitated as a result of injury or illness determined to
be compensable under the Workers' Compensation Act shall be
granted industrial leave under the following terms and
conditions:
A. An employee granted industrial leave shall continue to
be compensated at his regular rate of pay in lieu of
temporary disability payments.
13
MEMORANDUM OF UVERSTANDING, ACEA, JULY 1, 5988
B. Should it be determined that an employee's illness or
injury did not arise in the course of the employee's
employment with the City or that the employee is not
temporarily or permanently incapacitated or disabled as
a result of the injury or illness, then the employee's
accrued or, if insufficient, future sick leave shall be
charged to reimburse the City for any payments made to
the employee pursuant to (A) above.
C. An industrial leave of up to ninety (90) calendar days
shall be authorized for each injury or illness
determined to be compensable under the Workers'
Compensation Act. Paid leave may be continued subject
to review by the City Council at the end of such ninety
(90) calendar day period to a maximum of one (1)
calendar year. Supporting medical documentation must
accompany such requests for leave and be submitted
thirty (30) days prior to expiration date.
D. Except as provided in B above, no employee shall have
accrued sick leave deducted while on industrial leave.
Vacation and sick leave shall accrue for an employee on
industrial leave.
E. Industrial leave shall expire when one of the following
conditions occurs:
(1) Employee is able to return to work to his regular
position.
(2) The day before the employee is retired or
separated for disability. The employee's
"retirement date" shall be the first of the month
after all of the following occur and are determined
by the Public Employees' Retirement System:
(a) The employee's condition is determined to be
permanent or of an extended duration.
(b) The degree of disability precludes continued
employment by the employee in his/her present
position.
(3) After fifty-two (52) weeks of industrial disability
payments.
F. Physicians may be assigned in compliance with the Health
and Safety Code and the Workers' Compensation Laws of
the State of California (Ref.: Section 4600 - Labor
Code.)
14
MEMORANDUM OF UPERSTANDING, ACEA, JULY 1, 1988
32. IMPLEMENTATION
This Memorandum of Understanding is subject to approval of
the City Council of the City of Azusa, and following such
approval shall be implemented by appropriate resolution(s)
or ordinance(s) of the City Council.
15
0 0
MEMORANDUM OF UNDERSTANDING
AZUSA CITY EMPLOYEES ASSOCIATION
JULY 1, 1988
AZUSA CITY EMPLOYEES
CITY OF AZUSA
17
DATE
3
DATE �� 3di 19S;P
DATE r
DATE Y�O
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DATE -7-- -If Z -APAP
DATE 3�/v /,?a
BY
CITY OF AZUSA
17
DATE
3
DATE �� 3di 19S;P
DATE r
DATE Y�O
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Ll
B
Bereavement Leave, 11
C
Cafeteria Benefit Plan, 5
Eligibility, 5
Monthly Benefit, 5
Termination of, 6
Callback, 7
Car Allowance, 6
City Rights, 3
Compensatory Time, 8
Authorization, 8
Maximum allowed, 8
Conformance With Rules, 4
D
Damaged personal effects, 9
E
Employee Assistance Plan, 6
Equipment Allowance, 7
Existing Benefits, 5
F
FLSA, 8
H
Health Insurance During Retirement, 6
Holidays, 13
Designated, 13
Floating, 13
I
Implementation, 15
Industrial Leave, 13
L
Lay Off, 13
License Renewal, 30
State Pesticide License, 10
License/Certification
maintenance, 10
Life Insurance, 6
M
Management Rights, 3
Meet and Confer, 4
N
Non -Discrimination, 2
1
0
0
Overtime, 8
Authorization, 8
Overtime Meal Policy, 9
Before 5 a.m., 9
Beyond Regular Shift, 9
Outside of Regular Shift, 9
P
Premium Pay
Paint Crew, 8
R
Reopener, 2
Retirement, 2
0
S
Salaries
listed, 16
Salary, 2
Savings Clause, 1
Separability, 5
Sick Leave, 10
Conversion Deadline, 11
employees hired before Dec. 31, 1985, 11
One -Fourth Conversion, 10
One -Third Conversion, 11
Signature Page, 17
Standby, 7
T
Term of Memorandum of Understanding, 1
Total Compensation, 2
Tuition Reimbursement, 10
V
Vacation, 12
Accrual, 12
Carryover, 12
Cash -In Policy, 12
Required Usage, 12
W
Work Week and Timekeeping Interval, 8
2
0
0
MEMORANDUM OF UNDERSTANDING
AZUSA CITY EMPLOYEES ASSOCIATION
JULY 1, 1988
(Exhibit "A")
16
MONTHLY
CLASSIFICATION RANGE
1ST & 5TH
STEP
Account Clerk
150
$1543.84 -
1876.55
Accountant
189
2275.78 -
2766.24
Accounting Technician
174
1960.23 -
2382.67
Administrative Clerk I
133
1303.60 -
1584.53
Administrative Clerk II
143
1439.97 -
1750.30
Administrative Secretary
169
1865.10 -
2267.04
Assistant City Planner
190
2298.56 -
2793.90
Asst Code Enforcement Officer
168
1846.62 -
2244.61
Associate City Planner
201
2564.39 -
3117.04
Building Maintenance Supervisor
175
1979.84 -
2406.52
Building Maintenance Worker I
150
1543.84 -
1876.55
Building Maintenance Worker II
160
1705.34 -
2072.87
Bus Driver
158
1671.75 -
2032.03
Business License Officer
167
1828.35 -
2222.39
Civil Engineering Assistant
202
2590.05 -
3148.22
Computer Operator
174
1960.23 -
2382.67
Engineering Aide
171
1902.59 -
2312.63
Equipment Maintenance Supervisor
195
2415.80 -
2936.41
Librarian
175
1979.84 -
2406.52
Library Assistant
140
1397.63 -
1698.83
Library Clerk I
130
1265.25 -
1537.91
Library Clerk II
140
1397.63 -
1698.83
Park Maintenance Crew Supervisor
184
2165.33 -
2631.97
Park Maintenance Supervisor
196
2439.95 -
2965.78
Park Maintenance Worker I
153
1590.60 -
1933.41
Park Maintenance Worker II
163
1757.01 -
2135.66
Park Maintenance Worker III
174
1960.23 -
2382.67
Personnel Assistant
174
1960.23 -
2382.67
Purchasing Assistant
174
1960.23 -
2382.67
Recreation Supervisor
190
2298.56 -
2793.90
Secretary
158
1671.75 -
2032.03
Secy to City Administrator
179
2060.23 -
2504.21
Senior Account Clerk
164
1774.59 -
2157.02
Senior Citizens Program Supervisor
190
2298.56 -
2793.90
Senior Librarian
185
2186.98 -
2658.30
Senior Library Clerk
150
1543.84 -
1876.55
Senior Tree Trimmer
184
2165.33 -
2631.97
Street Maintenance Crew Supervisor
184
2165.33 -
2631.97
Street Maintenance Supervisor
196
2439.95 -
2965.78
Street Maintenance Worker I
153
1590.60 -
1933.41
Street Maintenance Worker II
163
1757.01 -
2135.66
Street Maintenance Worker III
174
1960.23 -
2382.67
Street Sweeper Operator
174
1960.23 -
2382.67
Transportation Coordinator
168
1846.62 -
2244.61
Transportation Dispatcher
163
1757.01 -
2135.66
Tree Trimmer
170
1883.75 -
2289.70
16