HomeMy WebLinkAboutResolution No. 92-C139RESOLUTION NO. 92-C139
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
AZUSA ADOPTING MEMORANDUM OF UNDERSTANDING
BETWEEN THE CITY AND THE MIDDLE MANAGEMENT
ASSOCIATION EFFECTIVE JULY 1, 1992
THE CITY COUNCIL OF THE CITY OF AZUSA DOES RESOLVE AS FOLLOWS:
SECTION 1. Whereas, The City Council acknowledged the Middle
Management Association as the recognized employee organization for middle
management employees of the City of Azusa, and
SECTION 2. Whereas, the City Council, at its regular meeting of October
19, 1992, approved the Memorandum of Understanding between the City of
Azusa and the Middle Management Association terms and conditions to be
effective July 1, 1992:
SECTION 3. 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.
The City Clerk shall certify to the adoption of this resolution.
ADOPTED AND APPROVED this 19th day of October, 1992.
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 19th day of
October, 1992.
AYES: COUNCILMEMBERS: DANGLEIS, MADRID, NARANJO, ALEXANDER,
MOSES
NOES: COUNCILMEMBERS:
NONE
NONE
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MEMORANDUM OF UNDERSTANDING
BETWEEN THE CITY OF AZUSA
AND THE
MIDDLE MANAGEMENT ASSOCIATION
7-1-92
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0
T A B L E_ O F C O N T E N T S
1. TERM OF MEMORANDUM OF UNDERSTANDING .......................1
2. TOTAL COMPENSATION.........................................1
3. NON-DISCRIMINATION.........................................2
3.A. Protection of Rights..................................2
3.B. Anti-Discrimination...................................2
4. CITY RIGHTS................................................2
4.A. Management Rights.....................................2
4.B. Conformance With Rules................................3
4.C. Meet and Confer.......................................4
S. SEPARABILITY...............................................4
6. MAINTENANCE OF EXISTING BENEFITS ...........................4
7. WORKWEEK AND TIMEKEEPING INTERVAL ..........................4
7.A. Workweek.............................................4
7.B. Workday...............................................4
7.C. Timekeeping Interval..................................5
S. SALARY.....................................................5
9. ADDITIONAL COMPENSATION....................................5
9.A. Car Allowance.........................................5
9.B. Educational Incentive Pay .............................5
9.C. Retirement............................................5
10. CAFETERIA BENEFIT PLAN(CBP)...............................6
10.A. Eligibility..........................................6
10.B. Amount...............................................6
10.C. Termination..........................................6
11. TYPES OF LEAVE/DAYS OFF....................................6
11.A. Administrative Leave.................................6
11.B. Bereavement Leave....................................7
11.C. Holidays.............................................7
11.C.1. Designated Holidays ...... ...............7
11.C.2. Floating Holidays ............................8
11.D. Industrial Leave.....................................8
11.E. Sick Leave...........................................9
11.E.1. Accrual and Use.. .........................9
11.E.2. One -Fourth Conversion ........................9
11.E.3. One -Third Conversion.. ................9
ll.E.4. For Employees Hired Prior toDecember 31, 1.10
ii.F. Vacation Leave......................................10
11.F.1. Required Usage and Carryover ..............10
ll.F.2. Cash -In Policy .............................10
11.F.3. Accrual.....................................11
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12. DAMAGE TO PERSONAL EFFECTS................................11
13. EMPLOYEE ASSISTANCE PLAN..................................11
14. HEALTH INSURANCE DURING RETIREMENT ........................11
15. LAYOFF OR RECLASSIFICATION................................11
16. LICENSE RENEWAL...........................................11
17. LIFE INSURANCE............................................12
18. REIMBURSEMENT FUND........................................12
18.A. Tuition Reimbursement:..............................12
18.B. Dependent Care Reimbursement ........................12
18.C. Additional Categories...............................12
18.D. Taxable Income......................................12
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CITY OF AZUSA
AZUSA MIDDLE MANAGEMENT ASSOCIATION
MEMORANDUM OF UNDERSTANDING
JULY 1, 1992
This Memorandum of Understanding is entered into with
reference to the following facts:
(1) The Azusa Middle Management Association (MMA) (herein-
after referred to as "Association") is the recognized employee organi-
zation representing those personnel (hereinafter referred to as
"employees") employed by the City of Azusa (hereinafter referred to as
"City"), and occupying classifications in "Exhibit A."
(2) In the interest of maintaining harmonious relations bet-
ween 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.
(3) The authorized representatives of the City and the Asso-
ciation 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 of Azusa 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
the 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 as follows:
1. TERM OF MEMORANDUM OF UNDERSTANDING
The term of this Memorandum of Understanding shall commence on July 1,
1992, and shall continue through and including June 30, 1993.
2. TOTAL
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 Asso-
ciation recognize that the changes in wages, hours, and other terms
and conditions of employment as set forth in this Memorandum of Under-
standing constitute additions to the total compensation received by
affected employees.
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AZUSA MIDDLE MANAGEMA ASSOCIATION, MEMORANDUM IN UNDERSTANDING 7-1-92
3. NON-DISCRIMINATION
3.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 participa-
ting in protected activities in accordance with Government Code
Section 3500, et sea.
3.B. Anti -Discrimination
The City and the Association agree that they shall not discrimi-
nate against any employee because of- race, color, sex, age,
national origin, political or religious opinions or affilia-
tions. 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 juris-
diction requiring a modification or change in any provision or
provisions of this Agreement in compliance with state or federal
anti -discrimination laws.
4. CITY RIGHTS
4.A. Management Rights
The City reserves, retains and is vested with, solely and exclu-
sively, 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 Memorandum 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.
A2USA MIDDLE MANAGE& ASSOCIATION, MEMORANDUM 9 UNDERSTANDING 7-1-92
(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.
(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 perfor-
mance 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 includ-
ing, 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.
4.8. 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
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AZUSA MIDDLE MANAGE& ASSOCIATION, MEMORANDUM IN UNDERSTANDING 7-1-92
accordance with the City of Azusa Rules of the Civil Service
System and exercise these rights in conformance with the
Civil Service rules.
4.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 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.
S. 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 Under-
standing.
6. 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.
7. WORKWEEK AND TIMEKEEPING INTERVAL
7.A. Workweek
The regular workweek 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 four (4) days a week and
ten (10) hours per day Monday through Thursday. 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.
7.B. Workday
The workday will consist of ten and one half (10 1/2) hours with
one-half (1/2) hour for lunch and 40 minutes of breaks to be
scheduled in light of the departmental policy. The City reserves
the right to determine the beginning and ending times of the work
day.
AZUSA MIDDLE MANAGEMA ASSOCIATION,
tUNDERSTANDING 7-1-92
7.C. Timekeeping Interval
In keeping with FLSA, the minimum timekeeping interval shall be
one (1) ten (10) hour day.
S. SALARY
The base monthly salary of each employee shall be according to the
information contained, in Exhibit A of this Memorandum of
Understanding. No increase is reflected -over the salaries that were
in effect for the 1991-92 fiscal year.
The City agrees, however, to conduct a salary survey of cities
mutually agreed upon and reopen negotiations for the -fiscal year 1993-
1994 in an effort to implement the survey results.
9. ADDITIONAL COMPENSATION
9.A. Car Allowance
9.A.1.
Employees occupying the following positions on June 30, 1988, and
as long as they are employed in these classifications,
respectively, shall receive the sum of one -hundred seventy-three
dollars ($173) as monthly base pay, in addition to the amount
listed on "Exhibit All, in lieu of a car allowance. This special
compensation shall be eliminated when the employee for any reason
permanently vacates his or her position, respectively:
Consumer Services Manager
Utilities Engineer
All of the above notwithstanding, City business trips of fifty
(50) miles or more, round-trip, may be made in a City vehicle at
City expense or may be claimed for mileage reimbursement if
employee uses his or her own transportation, pursuant to the
City's travel and meetings policy.
9.H. Educational Incentive Pay
An employee who possesses a master's degree from an accredited
college or university in an academic subject appropriate to
his/her job description, and not a simple membership in a profes-
sional organization, shall receive one -hundred dollars ($100) per
montb as education incentive pay.
9.C. Retirement
The City shall continue its contract with the Public Employees
Retirement System (PERS) under the "two percent (2$) at age 60
full formula" and to continue the highest level of the 1959
survivor benefit. The City shall continue to pay both the
employee's and employer's share of the cost of this benefit.
AZUSA MIDDLE MANAGEMA ASSOCIATION, MEMORANDUM IN UNDERSTANDING 7-1-92
10. CAFETERIA BENEFIT PLAN (CBP)
10.A. 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, arrange-
ments 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.
New employees will be eligible for the full CBP Plan if they
begin work prior to the 16th of the month. Employees whose date
of hire is on or after the 16th will not be eligible for CBP.
10.8. Amount
Effective 8-1-92 the CBP shall be provided by the City for each
employee at the rate of five hundred and sixteen dollars ($516)
per month.
The employee will be permitted to use this plan and expend it for
deductibles for medical insurance plans, actual cost of dental
work or for the medical portion of car insurance; for bona fide
expenses of education and/or training seminars and the like; or
receive these funds as taxable income. This is an addition to
the uses of this plan prior to June 28, 1987.
10.C. Termination
It is agreed that the City will not be responsible for payment of
any insurance premium(s) on behalf of an employee following the
month of termination. If an employee 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.
11. TYPES OF LEAVE/DAYS OFF
ii.A. Administrative Leave
Employees shall receive fifty (50) hours per year of Administra-
tive Leave beginning on July 1.
An Employee Leave Request must be approved by the appropriate
department head prior to the use of administrative leave and such
leave may not be carried over into the next fiscal year or cashed
in if not used. Unused Administrative Leave may, however, be
converted to vacation leave. An employee who wishes to convert
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AZUSA MIDDLE MANAGEt,T
, MEMORANDUMS UNDERSTANDING 7-1-92
accrued unused Administrative Leave to Vacation Leave shall
notify the Finance Department any time before June 15 of the
desired conversion.
For the 1992-93 fiscal year only, unused Administrative Leave
accrued in the 1991-92 fiscal year will be carried over to the
1992-93 fiscal year.
Administrative leave shall be granted with due regard for the
employee's wishes and the operational needs of the department.
11.B. Bereavement Leave
An employee may be permitted to take up to forty (40) hours 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 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
twenty (20) hours 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.
11.C. Holidays
11.0.1. Designated Holidays
The employee shall receive time off with pay for the
following but only if the employee is paid for the workday
that precedes or follows the holiday.
If a holiday falls on an employee's scheduled day off, the
employee shall receive the holiday on the next scheduled
business day.
July 6, 1992
September 7, 1992
October 12, 1992
November 11, 1992
November 26, 1992
December 24, 1992
December 31, 1992
February 11, 1993
February 22, 1993
May 31, 1993
Independence Day
Labor Day
Columbus Day
Veteran's Day
Thanksgiving Day
Day before Christmas
Day before New Year's Day
Lincoln's Birthday
Washington's Birthday
Memorial Day
AZUSA MIDDLE MANAGER ASSOCIATION, MEMORANDA 'UNDERSTANDING 7-1-92
11.C.2. Floating Holidays
The employee is entitled to two ten (10) hour floating
holidays, including one in lieu of Martin Luther King, Jr.,
day.
All floating holidays shall be requested in advance from
the appropriate administrative authority or department
head. 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 if not taken
by June 30, may be converted to vacation days. An employee
who wishes to convert accrued unused Floating Holidays to
Vacation Leave shall notify the Finance Department by June
15 of the desired conversion.
The parties further agree, that unused floating holidays
accrued in the 1991-92 fiscal year will be carried over to
the 1992-93 fiscal year.
11.D. Industrial Leave
A regular employee who is temporarily or permanently incapaci-
tated as a result of injury or illness determined to be compen-
sable under the Workers' Compensation Act shall be granted indus-
trial leave under the following terms and conditions:
1. An employee granted industrial leave shall continue to be
compensated at his regular rate of pay in lieu of temporary
disability payments.
2. Should it be determined that and employee's illness or
injury did not arise in the course of the employee's employ-
ment 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 insuf-
ficient, future sick leave shall be charged to reimburse the
City for any payments made to the employee pursuant to (A)
above.
3. 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.
4. 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.
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AZUSA MIDDLE MANAGEOT ASSOCIATION, MEMORANDM& UNDERSTANDING 7-1-92
S. Industrial leave shall expire when one of the following
conditions occurs:
a. Employee is able to return to work to his/her regular
position.
b. 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:
(1) The employee's condition is determined to be
permanent or of an extended duration.
(2) The degree of disability precludes continued
employment of the employee in his present
position.
C. After fifty-two (52) weeks of industrial disabil-
ity payments.
6. 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.)
11.E. Sick Leave
11.E.1. Accrual and Use
Sick leave with pay shall accrue to employees at the rate of
ten hours per month for each calendar month of paid employ-
ment, with unlimited accumulation. Sick leave shall not be
taken in units of less than one-half hour.
11.E.2. 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:
a. Carry over the accrual and add it to his or her sick
leave balance.
b. 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.
11.E.3. One -Third Conversion
If the employee has used no more than three days of sick
leave, including time spent on personal business or bereave-
ment, he or she would have the following options:
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AZUSA MIDDLE MANAGEOT ASSOCIATION, MEMORANDUI& UNDERSTANDING 7-1-92
a. Carry over the accrual and add it to his or her sick
leave balance.
b. 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 uncon-
verted leave would then be added to the employee's sick
leave balance.
A decision to convert sick leave according to the policies stated
shall be made by March 31.
11.E.4. For Employees Hired Prior to December 31, 1985
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).
Upon separation for other reasons, 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.
11.8. vacation Leave
11.F.1. Required Usage and Carryover
Leave will be credited on a "per -pay -period" basis.
Employees shall be required to use one-half (1/2) of their
annual Vacation accrual yearly. Employee may accrue up to
a maximum of fifty-two times (52) the current pay period
rate of vacation accrual plus 100 hours. This maximum is
waived, however, until June 30, 1993. 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.
11.F.2. Cash -In Policy
Employees covered by this Memorandum of Understanding may
convert vacation time to cash with administrative approval.
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AZUSA MIDDLE MANAGE& ASSOCIATION, MEMORANDUA
11.F.3. Accrual
Vacation leave shall accrue as follows:
Through
the
5th
year
of
employment
120
hours
Through
the
6th
year
of
employment
128
hours
Through
the
7th
year
of
employment
136
hours
Through
the
8th
year
of
employment
144
hours
Through
the
9th
year
of
employment
152
hours
Through
the
10th
year
of
employment
160
hours
Through
the
11th
year
of
employment
168
hours
Through
the
12th
year
of
employment
176
hours
Through
the
13th
year
of
employment
184
hours
Through
the
14th
year
of
employment
192
hours
Through
the
15th
year
of
employment
200
hours
Through
the
16th
year
of
employment
210
hours
12. DAMAGE TO PERSONAL EFFECTS
7-1-92
If, in the course of business, an employee's personal clothing or
effects are accidentally damaged or destroyed, the employee may submit
a claim for reimbursement for up to one hundred dollars ($100).
Employee will submit claim to their department head for his or her
recommendation to the City Administrator for his or her consideration.
13. EMPLOYEE ASSISTANCE PLAN
The City will continue to maintain the Employee Assistance Plan.
14. HEALTH
DURING RETIREMENT
The City shall meet during the 1992-93 fiscal year with the
Association to develop and implement effective 7-1-93, a plan to
reimburse employees who have at least twenty (20) years of continuous
service with the City of Azusa at the time of retirement, for fifty
per cent (508) of the employee's health insurance premium (single
coverage only).
15. LAYOFF OR RECLASSIFICATION
The City agrees that in the event employees represented by the
Association are laid off from their employment or'are reclassified to
a lesser classification, 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.
16. LICENSE RENEWAL
The City agrees to pay the cost of maintaining certifications and
licenses that are necessary to maintain the minimum requirements for
the licensee's job.
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AZUSA MIDDLE MANAGEMIT ASSOCIATION. MEMORANDUM OF UNDERSTANDING 7-1-92
17. LIFE INSURANCE
The City shall provide term life insurance equal to one and one-half
(1 1/2 ) times annual salary.
18. REIMBURSEMENT FUND
The City shall make available to each Association employee an amount
not to exceed two thousand dollars ($2,000) per fiscal year which may
be utilized for the following:
18.A. Tuition Reimbursement
A Scholarship'Committee will be established and -appointed -for the
purpose of reviewing all requests for the use of this program.
Additional criteria for this program will also be established by
administrative memorandum.
18.B. Dependent Care Reimbursement
Included as part of the reimbursement fund shall be monies
expended for the purpose of dependent care through any certified
provider. The term "dependent" is defined as in the Bereavement
Leave section of this Memorandum of Understanding.
18.C. Additional Categories
The Finance Department will research additional categories of
the Reimbursement Fund as suggested by employees, shall notify
them of new allowable categories, and shall reimburse employees
for their eligible expenses in the new categories as
expeditiously as possible.
18.D. Taxable Income
An Association employee may elect to receive the funds as taxable
income. '
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MIDDLE MANAGEMENT
-----------------
CITY OF ABUSA
MIDDLE MANAGEMENT ASSOCIATION
SALARY SCEEDULS EFFECTIVE JULY 1, 1992
(EXHIBIT "An)
ELECTRIC OPERATIONS SUPERINTENDENT
WATER UTILITY SUPERINTENDENT
CONSUMER SERVICES MANAGER
COMMUNITY IMPROVEMENT MANAGER
SENIOR PLANNER
BUSINESS LICENSE OFFICER
13
MONTHLYi
SALARY
6,053.73,
4,614.17
4,390.98'
4,035.06
3,904.91,
2,588.47,
AZUSA MIDDLE MANAOENT ASSOCIATION, MEMORAUDS OF UNDERSTANDING 7-1-92
AZUSA MIDDLE MANAGEMENT ASSOCIATION
BY
CITY OF AZUSA
DATE 4`.'G@kn l;i
DATE /y - IS =4Z
DATE-/
DATE
DATE- 1 Z
DATE At
BY DATE
14
0 0
A
Administrative Leave, 6
C
Cafeteria Benefit Plan, 6
amount, 6
eligibility, 6
Termination of, 6
Car Allowance, 5
City Rights, 2
Conformance With Rules, 3
D
Dependent Care, 12
E
Educational Incentive, 5
Educational Incentive Pay, 5
Existing Benefits, 4
F
FLSA, 5
H
Health Insurance During Retirement, 11
Holidays, 7
designated, 7
floating, 8
L
Lay Off, 11
License Renewal, 11
Life Insurance, 12
M
Management Rights, 2
Meet and Confer, 4
N
Non -Discrimination, 2
R
Reclassification, 11
Reimbursement Fund, 12
Additional Categories, 12
Dependent Care, 12
Taxable Income, 12
Tuition Reimbursement, 12
Retirement, 5
n
S
Salaries, 13
Salary, 5
Separability, 4
Sick Leave, 9
Accrual, 9
employees hired before Dec. 31, 1985, 30
One -Fourth Conversion, 9
One -Third Conversion, 9
T
Term of Memorandum of Understanding, 1
Total Compensation, 1
Tuition Reimbursement, 12
V
Vacation
Accrual, 11
Cash -In Policy, 10
Vacation Leave
Required Usage and Carryover, 10
W
Workday, 4
Workweek and Timekeeping Interval, 4
0
0
CITY OF AZUSA
NON -REPRESENTED CLASSIFIED MIDDLE MANAGEMENT
BENEFITS AND COMPENSATION
EFFECTIVE 7-1-92
0
T A B L E O F C O N T E N T S
1. MAINTENANCE OF EXISTING BENEFITS ...........................1
2. WORKWEEK AND TIMEKEEPING INTERVAL ..........................1
2.A. Workweek.............................................1
2.B. Workday..............................................1
2.C. Timekeeping Interval..................................1
3. SALARY.....................................................1
4. ADDITIONAL COMPENSATION....................................2
4.A. Car Allowance......................................2
4.B. Educational Incentive Pay .............................2
4.C. Retirement............................................2
5. CAFETERIA BENEFIT PLAN(CBP)...............................2
5.A. Eligibility...........................................2
5.B. Amount...............................................3
5.C. Termination...........................................3
6. TYPES OF LEAVE/DAYS OFF....................................3
6.A. Administrative Leave..................................3
6.B. Bereavement Leave.....................................3
6.C. Holidays............ ..............................4
6.C.1. Designated Holidays ..........................4
6.C.2. Floating Holidays ..............................4
6.D. Industrial Leave......................................5
6.E. Sick Leave............................................6
6.E.1. Accrual and Use.... .... 0 ..... ... o ............. 6
6.E.2. One -Fourth Conversion ..........................6
6.E.3. One -Third Conversion ...........................6
6.E.4. For Employees Hired Prior to December 31, 1985.7
6.F. Vacation Leave........................................7
6.F.1. Required Usage and Carryover .................7
6.F.2. Cash -In Policy................................7
6.F.3. Accrual..... .............. o .......... o.o ....... 7
7. DAMAGE TO PERSONAL EFFECTS.................................7
8. EMPLOYEE ASSISTANCE PLAN...................................8
9. LAYOFF OR RECLASSIFICATION.................................8
10. LICENSE RENEWAL............................................8
11. LIFE INSURANCE.............................................8
12. REIMBURSEMENT FUND.........................................8
12.A. Tuition Reimbursement................................8
12.B. Dependent Care Reimbursement .........................8
12.C. Additional Categories................................8
12.D. Taxable Income.......................................9
i
0
0
CITY OF AZUSA
NON REPRESENTED MIDDLE MANAGEMENT
BENEFITS AND COMPENSATION
JULY 1, 1992
1. MAINTENANCE OF EXISTING BENEFITS
Any benefits, terms and conditions of employment applicable to Non
Represented Middle Management employees by prior resolution, policies,
or administrative guidelines and procedures not specifically
enumerated or altered by this resolution and its exhibits is
incorporated herein by reference.
2. WORKWEEK AND TIMEKEEPING INTERVAL
2.A. Workweek
The regular workweek 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 four (4) days a week and
ten (10) hours per day Monday through Thursday. 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.
2.B. Workday
The workday will consist of ten and one half (10 1/2) hours with
one-half (1/2) hour for lunch and 40 minutes of breaks to be
scheduled in light of the departmental policy. The City reserves
the right to determine the beginning and ending times of the work
day.
2.C. Timekeeping Interval
In keeping with FLSA, the minimum timekeeping interval shall be
one (1) ten (10) hour day.
3. SALARY
The base monthly salary of each employee shall be according to the
information contained in Exhibit A. No increase is reflected over the
salaries that were in effect for the 1991-92 fiscal year.
The City will, however, conduct a salary survey of cities for the
fiscal year 1992-1993 in an effort to implement the survey results.
FI
NON -REPRESENTED MIDDO MANAGEMENT BENEFITS AND COMPENSATION 7/1/92
4. ADDITIONAL COMPENSATION
4.A. Car Allowance
9.A.1.
The employee occupying the following position on June 30, 1988,
and as long as he or she is employed in this classification 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. This special compensation shall
be eliminated when the employee for any reason permanently
vacates his/her position.
Senior Citizens Program Supervisor
All of the above notwithstanding, City business trips of fifty
(50) miles or more, round-trip, may be made in a City vehicle at
City expense or may be claimed for mileage reimbursement if
employee uses his or her own transportation, pursuant to the
City's travel and meetings policy.
4.B. Educational Incentive Pay
An employee who possesses a master's degree from an accredited
college or university in an academic subject appropriate to
his/her job description, and not a simple membership in a profes-
sional organization, shall receive one -hundred dollars ($100) per
month as education incentive pay.
4.C. Retirement
The City shall continue its contract with the Public Employees
Retirement System (PERS) under the "two percent (2%) at age 60
full formula" and to continue the highest level of the 1959
survivor benefit. The City shall continue to pay both the
employee's and employer's share of the cost of this benefit.
5. CAFETERIA BENEFIT PLAN (CBP)
S.A. 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, arrange-
ments 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.
K
NON -REPRESENTED MIDDR MANAGEMENT BENEFITS AND COMPENSATION 7/1/92
New employees will be eligible for the full CBP Plan if they
begin work prior to the 16th of the month. Employees whose date
of hire is on or after the 16th will not be eligible for CBP.
S.B. Amount
Effective 8-1-92 the CBP shall be provided by the City for each
employee at the rate of five hundred and sixteen dollars ($516)
per month.
The employee
will be permitted to use this plan and expend it
for
deductibles
for medical insurance plans, actual
cost of dental
work or for
the medical portion of car insurance;
for bona
fide
expenses of
education and/or training seminars and
the like;
or
receive these
funds as taxable income. This is
an addition
to
the uses of
this plan prior to June 28, 1987.
S.C. Termination
It is agreed that the City will not be responsible for payment of
any insurance premium(s) on behalf of an employee following the
month of termination. If an employee 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.
6. TYPES OF LEAVE/DAYS OFF
6.A. Administrative Leave
Employees shall receive forty (40) hours per year of Administra-
tive Leave beginning on July 1.
An Employee Leave Request must be approved by the appropriate
department head prior to the use of administrative leave and such
leave may not be carried over into the next fiscal year or cashed
in if not used. Unused Administrative Leave may, however, be
converted to vacation leave. An employee who wishes to convert
accrued unused Administrative Leave to Vacation Leave shall
notify the Finance Department by June 15 of the desired conversion.
For the 1992-93 fiscal year only, unused Administrative Leave
accrued in the 1991-92 fiscal year will be carried over to the
1992-93 fiscal year.
Administrative leave shall be granted with due regard for the
employee's wishes and the operational needs of the department.
6.B. Bereavement Leave
An employee may be permitted to take up to forty (40) hours 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,
3
NON -REPRESENTED MIDDO MANAGEMENT BENEFITS AND COMPENSATION 7/1/92
mother-in-law, father-in-law, grandparents,' or relative 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
twenty (20) hours 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.
6.C. Holidays
6.C.1. Designated Holidays
The employee shall receive time off;with pay for the
following but only if the employee is paid for the workday
that precedes or follows the holiday.
If a holiday falls on an employee's scheduled day off, the
employee shall receive the holiday on the next scheduled
business day.
July 6,
1992
Independence Day
September 7,
1992
Labor Day
October
12,
1992
Columbus Day
November
11,
1992
Veteran's Day
November
26,
1992
Thanksgiving Day
December
24,
1992
Day before Christmas
December
31,
1992
Day before New Year's Day
February
11,
1993
Lincoln's Birthday
February
22,
1993
Washington's Birthday
May 31,
1993
Memorial Day
6.C.2. Floating Holidays
The employee is entitled to two floating holidays,
of ten (10) hours each including one in lieu of Martin
Luther King, Jr., day.
All floating holidays shall be requested in advance from
the appropriate administrative authority or department
head. 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 if not taken
by June 30, may be converted to vacation days. An employee
who wishes to convert accrued unused Floating Holidays to
Vacation Leave shall notify the Finance Department by June
15 of the desired conversion.
For the 1992-93 fiscal year only, the City shall provide one
additional ten (10) hour floating holiday to be utilized
within the above -listed guidelines. - Further, unused
4
NON -REPRESENTED MIDDO MANAGEMENT BENEFITS AND COMPENSATION 7/1/92
floating holidays accrued in the 1991-92 will be carried
over to the 199=93 fiscal year.
6.D. Industrial Leave
A regular employee who is temporarily or permanently incapaci-
tated as a result of injury or illness determined to be compen-
sable under the Workers' Compensation Act shall be granted indus-
trial leave under the following terms and conditions:
1. An employee granted industrial leave shall continue to be
compensated at his regular rate of pay in lieu of temporary
disability payments.
2. Should it be determined that and employee's illness or
injury did not arise in the course of the employee's employ-
ment 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 insuf-
ficient, future sick leave shall be charged to reimburse the
City for any payments made to the employee pursuant to (A)
above.
3. 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.
4. 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.
5. Industrial leave shall expire when one of the following
conditions occurs:
a. Employee is able to return to work to his/her regular
position.
b. 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:
(1) The employee's condition is determined to be
permanent or of an extended duration.
(2) The degree of disability precludes continued
employment of the employee in his present
position.
5
�I
NON -REPRESENTED MIDDO MANAGEMENT BENEFITS AND COMPENSATION 7/1/92
C. After fifty-two (52) weeks of industrial disabil-
ity payments.
6. 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.)
G.E. Sick Leave
6.E.1. Accrual and Use
Sick leave with pay shall accrue to employees at the rate of
ten hours per month for each calendar month of paid employ-
ment, with unlimited accumulation. Sick leave shall not be
taken in units of less than one-half hour.
6.E.2. One -Fourth Conversion
If the employee has used more than threes 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:
a. Carry over the accrual and add it to his or her sick
leave balance.
b. 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.
6.E.3. One -Third Conversion
If the employee has used no more than three days of sick
leave, including time spent on personal business or bereave-
ment, he or she would have the following options:
a. Carry over the accrual and add it to his or her sick
leave balance. I
b. 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 Ione -third of it to
cash (but no combination of these two); unused or uncon-
verted leave would then be added to the employee's sick
leave balance.
A decision to convert sick leave according to the policies stated
shall be made by March 31.
M
NON -REPRESENTED MIDD9 MANAGEMENT BENEFITS AND COMPENSATION 7/1/92
6.E.4. For Employees Hired Prior to December 31, 1985
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).
Upon separation for other reasons, 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.
6.F. Vacation Leave
6.F.1. Required Usage and Carryover
Leave will be credited on a "per -pay -period" basis.
Employees shall be required to use one-half (1/2) of their
annual Vacation accrual yearly. Employee may accrue up to
a maximum of fifty-two times (52) the current pay period
rate of vacation accrual plus 100 hours. This maximum is
waived, however, until June 30, 1993. 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.
6.F.2. Cash -In Policy
Employees may convert vacation time to
administrative approval.
6.F.3. Accrual
Vacation leave shall accrue as follows:
Through
the
5th
year
of
employment
120
hours
Through
the
6th
year
of
employment
128
hours
Through
the
7th
year
of
employment
136
hours
Through
the
8th
year
of
employment
144
hours
Through
the
9th
year
of
employment
152
hours
Through
the
10th
year
of
employment
160
hours
Through
the
11th
year
of
employment
168
hours
Through
the
12th
year
of
employment
17'6
hours
Through
the
13th
year
of
employment
184
hours
Through
the
14th
year
of
employment
192
hours
Through
the
15th
year
of
employment
200
hours
Through
the
16th
year
of
employment
210
hours
7. DAMAGE TO PERSONAL EFFECTS
cash with
If, in the course of business, an employee's personal clothing or
effects are accidentally damaged or destroyed, the employee may submit
a claim for reimbursement for up to one hundred dollars ($100).
7
NON -REPRESENTED MIDDII MANAGEMENT BENEFITS AND SPENSATION 7/1/92
Employee will submit claim to their department head for his or her
recommendation to the City Administrator for his or her consideration.
S. EMPLOYEE ASSISTANCE PLAN
The City will continue to maintain the Employee Assistance Plan.
9. LAYOFF OR RECLASSIFICATION
The City agrees that in the event employees represented by the
Association are laid off from their employment or are reclassified to
a lesser classification, 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.
10. LICENSE RENEWAL
The City agrees to pay the cost of maintaining certifications and
licenses that are necessary to,maintain the minimum requirements for
the licensee's job.
11. LIFE INSURANCE
The City shall provide term life insurance equal to one and one-half
(1 1/2 ) times annual salary.
12. REIMBURSEMENT FUND
The City shall make available to each employee an amount not to
exceed two thousand dollars ($2,000) per fiscal year which may be
utilized for the following:
12.A. Tuition Reimbursement
A Scholarship Committee will be established and appointed for the
purpose of reviewing all requests for the use of this program.
Additional criteria for this program will also be established by
administrative memorandum.
12.B. Dependent Care Reimbursement
Included as part of the reimbursement fund shall be monies
expended for the purpose of dependent care through any certified
provider. The term "dependent" is defined as in the Bereavement
Leave section.
12.C. Additional Categories
The Finance Department will research additional categories of
the Reimbursement Fund as suggested by employees, shall notify
them of new allowable categories, and shall reimburse employees
for their eligible expenses in the new categories as
expeditiously as possible.
L-'
NON -REPRESENTED MIDDY MANAGEMENT BENEFITS AND COMPENSATION 7/1/92
12.D. Taxable Income
An employee may elect to receive the funds as taxable
income.
0
•
NON -REPRESENTED MIDDLE NN AGE103NT
SALARY SCHEDULE EFFECTIVE JULY 1, 1992
(EXHIBIT A )
MIDDLE
UTILITIES ENGINEER
CITY ENGINEER
ELECTRICAL ENGINEER
SUPERINTENDENT OF PUBLIC WORKS
CIVIL ENGINEERING ASSOCIATE
ACCOUNTING SERVICES SUPERVISOR
COMPUTER SERVICES MANAGER
ASSISTANT CITY LIBRARIAN
BUILDING OFFICIAL
GRANT ACCOUNTING OFFICER
UTILITY CONSERVATION OFFICER
RECORDS SUPERVISOR
SENIOR CITIZENS PROGRAM SUPERVISOR
PURCHASING OFFICER
EMERGENCY SERVICES COORDINATOR
ASSISTANT CITY CLERK
10
4,474.69 to
3,222.78 to
3,066.03 to
MONTHLY
SALARY
5,762.77
5,107.70
5,439.23
4,324.21
4,223.67
4,211.35
4,179.49
3,985.68
3,958.91
3,918.75
3,916.66
3,726.78
3,254.13
3,233.38
3,035.06
2,733.09
0
0
MEMORANDUM OF UNDERSTANDING
BETWEEN THE CITY OF AZUSA
AND THE
CIVILIAN ASSOCIATION OF POLICE PERSONNEL
7-1-92
0 0
T A B L E O F C O N T E N T S
1. TERM.......................................................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.B. Anti-Discrimination...................................2
S. CITY RIGHTS................................................3
B.A. Management Rights.....................................3
B.B. Conformance With Rules................................4
B.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. UNIFORM ALLOWANCE..........................................6
16. WORKWEEK AND TIMEKEEPING INTERVAL ..........................7
16.A. Workweek.............................................7
16.8. Workday..............................................7
16.C. Timekeeping Interval.................................7
17. Court Time.................................................7
18. PREMIUM PAY................................................7
18.A. Training Pay.........................................7
19. OVERTIME/COMPENSATORY TIME.................................7
i
0 0
20. OVERTIME MEAL POLICY.......................................8
20.A. Beyond Regular Shift.................................8
20.B. Outside of Regular Shift .............................8
20.C. Before 5 a.m.........................................8
21. DAMAGE TO PERSONAL EFFECTS.................................8
22. REIMBURSEMENT FUND.........................................9
22.A. Tuition Reimbursement................................9
22.B. Dependent Care Reimbursement .........................9
22.C. Additional Categories................................9
23. LICENSE RENEWAL...........................................10
24. SICK LEAVE................................................10
24.A. Reasons for Sick Leave..............................10
24.B. Restrictions on Sick Leave .......................... 10
24.C. Accrual and Use.....................................11
24.D. Advance Sick Leave..................................11
24.E. Sick Leave During vacation ..........................11
24.F. One -Fourth Conversion...............................11
24.0. One -Third Conversion................................12
24.H. For Employees Hired Prior to December 31, 1985......12
24.1. Conversion Deadline.................................12
25. BEREAVEMENT LEAVE.........................................12
26. VACATION..................................................13
26.A. Required Osage and Carryover ........................13
26.B. Cash -In Policy......................................13
26.C. Accrual.............................................13
27. HOLIDAYS..................................................14
27.A. Designated Holidays.................................14
27.B. Floating Holidays...................................14
28. LAYOFF....................................................14
29. INDUSTRIAL LEAVE..........................................14
30. IMPLEMENTATION............................................16
ii
M
•
MEMORANDUM OF UNDERSTANDING
BETWEEN THE CITY AND THE
CIVILIAN ASSOCIATION OF POLICE PERSONNEL
JULY 1, 1992
(Exhibit A)
This Memorandum of Understanding is entered into with
reference to the following facts:
(1) the Civilian Association of Police Personnel (CAPP)
(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 "B" 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
The provisions of this document shall commence on July 1.
1992_ and shall continue through and including June 30,
1993.
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 document, or should any State or Federal law render
a clause(s) of this document invalid, then those changes
alone shall not be given effect and the remainder of this
document standing shall be unaffected and shall remain in
full force and effect.
1
MEMORANDUM OF UNDERSTANDING, CAPP, JULY 1, 42
3. REOPENER
Should No. 2 render invalid any provision of this document,
then meet -and -confer session(s) shall immediately commence
in the effort to agree upon replacement(s) for such
invalidated provisions (s).
4. SALARY
Effective July 1. 1992, the base monthly salary of each
employee shall be according to the information contained on
Exhibit "A" of this document. No increase is reflected over
the 1991-92 fiscal year salaries.
The City agrees to conduct a survey of benchmark positions
by June 23, 1992.
S. RETIREMENT
The City shall continue its contract with the Public
Employees' Retirement System (PERS) under the 112% @ 60 full
formula" plan.
The City shall continue to pay both the "employee" and
"employer" share of the cost of this benefit, including the
111959 Survivor Benefit."
6. TOTAL
As a matter of philosophy, the
compensation consists of terms and
other than those represented solely
City recognizes that the changes in
terms and conditions of employment
document constitute additions to
received by affected employees.
7. NON -DI
7.A. Protection of Rights
City recognizes that
conditions of employment
by salary. Further, the
wages, hours, and other
as set forth in this
the total compensation
The City and the Association shall recognize and
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.
7.8. Anti -Discrimination
The City and the Association shall not discriminate
against any employee because of race, color, sex, age,
national origin, political or religious opinions or
affiliations. The City and the Association shall reopen
any provisions of this Agreement for the purpose of
OF UNDOSTANDING, CAPP, JULY 11 102
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 document in compliance with state or federal anti-
discrimination laws.
8. 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
document or by law to manage the City, as such rights
existed prior to the execution of this document. The
sole and exclusive rights of Management, as they are not
abridged by this document 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.
3
ANDUM OF UND• TANDING, CAPP, JULY 1, 1992
(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 perfor-
mance 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
document 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 includ-
ing, 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.
S.B. Conformance With Rules
The City shall have the right to exercise the rights
provided in sections 119" through "16" of the Management
rights clause, in accordance with the Personnel Rules
and Regulations 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 in this
document, or in Personnel Rules and Salary Resolutions
4
OF UNDOSTANDING, CAPP, JULY 1, 102
and Administrative Code(s) which are incorporated in
this document. 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 document be found to be
inoperative, void, or invalid by a court of competent
jurisdiction, all other provisions of this document shall
remain in full force and effect for the duration of this
document.
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 document unless mutually agreed to the
contrary by both parties hereto.
11. CAFETERIA BENEFIT PLAN
11.A. Amount of Monthly Benefit
Effective August 1, 1992, the City will maintain the
Cafeteria Benefit Plan (CBP) at five hundred sixteen
dollars ($516) 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 organization, deferred
compensation, taxable income (one change per year only),
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 five
hundred sixteen dollars ($516) per month, the excess shall
be deducted from the 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. New
employees will be eligible for the full CBP Plan applicable
5
OF UNDISTANDING, CAPP, JULY 1, 42
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
DURING RETIREMENT
All of the above notwithstanding, the City shall continue to
pay during retirement the Cafeteria Benefit Plan (CBP) for
those Association employees employed on or before June 30,
1989, 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.
Employees hired after June 30, 1989, will not be eligible
for this benefit. 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 will continue to maintain the Employee Assistance
Plan.
14. LIFE
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. UNIFORM ALLOWANCE
The City agrees to provide a uniform allowance of three
hundred twenty-five dollars ($325) per year for all
employees who are required to wear or maintain a uniform.
11
MEMORANDUM OF UNDOSTANDING, CAPP, JULY 11 102
16. WORKWEEK AND TIMEKEEPING INTERVAL
16.A. Workweek
The regular workweek for all employees covered by this
document shall be forty (40) hours for a seven (7) day
period beginning at 12:01 a.m. each Sunday and consists of
four (4) days a week and ten (10) 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.
16.H. Workday
The workday will consist of ten (10) hours with one-half
(1/2) hour for lunch and breaks to be scheduled in light of
the departmental policy.
The City reserves the right to determine the beginning and
ending times of the work day.
16.C. 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.
17. COURT TIME
The minimum court appearance time shall be four (4) hours
per day. Court time is applicable only for court
appearances scheduled during off-duty hours.
18. PREMIUM PAY
18.A. Training Pay
Employees in the classification of Police Dispatcher shall
receive Training Pay at the rate of five percent (5%) in
addition to base salary while assigned to train a person to
perform the functions of dispatcher.
19. OVERTIME/COMPENSATORY TIME
Employees shall be entitled to overtime pay or compensa-
tory time off for all hours worked in excess of ten (10)
hours in one work day or forty (40) hours within the
employee's regular work week. For the purposes of this
document, 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 a maximum accrual of two hundred (200)
hours.
7
MEMORANDUM OF UNDOSTANDING, CAPP, JULY 1, 102
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 (200) hours.
20. OVERTIME MEAL POLICY
20.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.
20.B. Outside of Regular Shift
When an employee is required to perform scheduled or
unscheduled 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 reimbursement of eight dollars ($8) for each such
four (4) hour period.
20.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.
21. 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
8
MEMORANDUM OF UNDOSTANDING, CAPP, JULY 1, 102
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.
22. REIMBURSEMENT FUND
The City shall make available to each Association employee an
amount not to exceed one thousand dollars ($1,000) per fiscal
year which may be utilized for the following:
22.A. 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.
22.8. Dependent Care Reimbursement
Included as part of the reimbursement fund shall be monies
expended for the purpose of dependent care through any
certified provider. The term "dependent" is defined as in
the Bereavement Leave section of this Memorandum of
Understanding.
22.C. Additional Categories
The Finance Department will research additional categories
of the Reimbursement Fund as suggested by employees, shall
notify them of new allowable categories, and shall reimburse
employees for their eligible expenses in the new categories
as expeditiously as possible.
MEMORANDUM OF UNDISTANDING, CAPP, JULY 1, 02
23. LICENSE RENEWAL
The City agrees to pay the cost of maintaining
certifications 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).
24. 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.
Sick leave may be taken during the probationary period but
only in such amount as the employee would have earned if on
permanent status. If the employee does not become
permanent, all paid sick leave must be reimbursed to the
City at the time of termination of employment or it shall be
deducted from he employee's final paycheck.
The Finance Department will analyze and report to the
employees the amount of sick leave earned, less the amount
used, and the net accrued during the calendar year.
24.A. Reasons for Sick Leave
Sick leave shall be granted for the following reasons:
(1) Personal illness or physical incapacity.
(2) The illness of a member of the employee's immediate
family (father, mother, sister or brother), or members
of the employees' household (husband, wife, and
children) that require the employees' personal care and
attention.
(3) Enforced quarantine of the employee in accordance with
Health Department regulations.
(4) Medical, dental, and optical appointments.
(5) Personal business not to exceed a maximum of thirty (30)
hours during any one (1) year. "Personal business"
means those items of personal business that can only
be taken care of during regular working hours of the
employee. Personal business leave shall be approved
or disapproved by the department head in accordance
with this section.
24.B. Restrictions on Sick Leave
(1) Disability arising from any sickness or injury
purposely self-inflicted.
(2) Sickness or disability sustained while on leave of
absence, other than regular vacation leave.
10
MEMORANDUM OF UNASTANDING, CAPP, JULY 1, 102
(3) Disability or illness arising from compensated
employment other than with the City.
24.C. Accrual and Use
Sick leave with pay shall accrue to employees at the rate of
ten hours per month for each calendar month of paid
employment, with unlimited accumulation. Sick leave shall
not be taken in units of less than one-half hour.
24.D. Advance Sick Leave
(1) Permanent employees may be allowed sick leave in
advance of accrual up to a maximum of twelve (12)
working days on approval of the department head and the
City Administrator.
(2) Probationary employees serving in entry-level positions
may be allowed sick leave in advance of accrual up to a
maximum of six (6) working days on approval of the
department head and City Administrator where the
employee has completed at least thirty (30) calendar
days of service with the City. If the employee does
not become permanent, all paid sick leave must be
reimbursed to the City or deducted from the employee's
final paycheck.
24.E. Sick Leave During vacation
If an employee becomes ill or injured while on vacation, he
or she may, by completing a Leave Request Form, use accrued
sick leave time in lieu of vacation time for the period of
disability.
24.F. 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.
(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.
11
MEMORANDUM OF UNDRSTANDING, CAPP,
24.G. One -Third Conversion
JULY 1, IQ
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.
24.H. For Employees Hired Prior to December 31, 1985
An employee shall be entitled to payment at his/her current
rate of salary upon death or retirement for fifty percent
(50%) of accumulated sick leave, provided:
(1) In case of retirement for disability arising out of
and in the course of employment. The employee
shall have been employed for five (5) consecutive
years of service.
(2) Voluntary retirement. Employee shall have been
employed for ten (10) consecutive years of service.
(3) In case of death. Employee shall have attained
permanent status.
An employee upon terminating City employment for reasons
other than death or retirement shall be entitled to payment
at the current rate of salary for fifty percent (50%) of
accrued sick leave in excess of three hundred twenty (320)
hours to a maximum payment of two hundred forty (240) hours.
24.I. Conversion Deadline
A decision to convert sick leave according to the policies
stated shall be made by March 31.
25. BEREAVEMENT LEAVE
An employee may be permitted to take up to forty (40) hours
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 living within the employee's
household. Persons in loco parentis may also be considered
12
MEMORANDUM OF UNDOSTANDING, CAPP, JULY 1, 102
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
twenty (20) hours 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.
26. VACATION
26.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, 1993. 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.
26.8. Cash -In Policy
The employee shall be authorized to cash in one forth (1/4)
of the annual accrual per year in lieu of carrying it over,
if approved by the appropriate department head.
26.C. Accrual
Vacation leave shall accrue as follows:
Through the 4th year of employment ....... 90 hours per year
Through the 5th year of employment ...... 120 hours per year
Through the 6th year of employment ...... 128 hours per year
Through the 7th year of employment ...... 136 hours per year
Through the 8th year of employment ...... 144 hours per year
Through the 9th year of employment ...... 152 hours per year
Through the 10th year of employment ...... 160 hours per year
Through the 11th year of employment ...... 168 hours per year
Through the 12th year of employment ...... 176 hours per year
Through the 13th year of employment ...... 184 hours per year
Through the 14th year of employment ...... 192 hours per year
Through the 15th year of employment ...... 200 hours per year
Through the 16th year of employment ...... 210 hours per year
13
MEMORANDUM OF UNDISTANDING, CAPP, JULY 1, 02
27. HOLIDAYS
27.A. Designated Holidays
The employee shall receive holiday pay for the following
holidays but only if the employee is paid for the workday
that precedes or follows the holiday.
If a holiday falls on an employee's scheduled day off, the
employee shall receive the holiday on the next scheduled
business day. The dates upon which these holidays shall be
observed will be determined by City Council.
July 6, 1992
September 7, 1992
October 12, 1992
November 11, 1992
November 26, 1992
December 24, 1992
December 31, 1992
February 12, 1993
February 22, 1993
May 25, 1993
Independence Day
Labor Day
Columbus Day
Veteran's Day
Thanksgiving Day
Day before Christmas
Day before New Year's Day
Lincoln's Birthday
Washington's Birthday
Memorial Day
27.B. Floating Holidays
The City and the Association agree to two additional
floating holidays of ten (10) hours each 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.
For the 1992-93 fiscal year only, the City and the
Association agree to one additional ten (10) hour floating
holiday to be utilized within the above -listed guidelines.
Floating holidays shall accrue on July 1 and must be taken
by the following June 30, or the hours will be forfeited.
28. LAYOFF
The City agrees that in the event employees represented by
the Association are laid off from their employment, a mini-
mum 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.
29. 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
14
MEMORANDUM OF UNDISTANDING, CAPP, JULY 1, 42
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.
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 nine (9)
months. Supporting medical documentation must accompany
such requests for leave and be submitted thirty (30)
days prior to expiration date.
Prior to the end of the nine (9) months of paid leave
pursuant to this section, the employee may apply for
benefits under the City's long-term disability plan. If
the employee is qualified to receive benefits under the
disability plan, vacation and sick leave shall accrue,
and the City shall continue to pay benefits under the
City's Cafeteria Benefit Plan and Public Employees'
Retirement System (PERS) so far as required by law for
such employee for an additional three (3) month period.
An employee receiving long-term disability may be
eligible to return to work on or before three (3) months
from the time employee began receiving long-term
disability benefits. The employee shall notify the
department head as soon as practicable as to whether he
or she will be returning to work prior to the expiration
of the three-month period in which the employee has been
on long term disability.
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.
15
30.
OF UNASTANDING, CAPP, JULY 1, 102
(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 thirty-nine (39) 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.)
This document 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.
IM
n
u
MEMORANDUM OF UNDERSTANDING
CIVILIAN ASSOCIATION OF POLICE PERSONNEL
JULY 1,1992
EXHIBIT "A"
SALARY
RANGE
Community Service Officer 9164
Jailer 9164
Police Cadet 9140
Police Dispatcher 9164
Police Records Clerk I 9140
Police Records Clerk II 9150
17
0
MONTHLY
1ST & 5TH STEPS
--------------
2,085.71
- 2,535.16
2,085.71
- 2,535.16
1,642.66
- 1,996.65
2,085.71
- 2,535.16
1,642.66
- 1,996.65
1,814.51
- 2,205.55
0 0
MEMORANDUM OF UNDERSTANDING
CIVILIAN ASSOCIATION OF POLICE PERSONNEL
JULY 1, 1992
AZUSA CITY EMPLOYEES ASSOCIATION
B a`f"DATE
BY DATE 10-19-90
BY DATE
BY DATE
CITY OF AZUSA
BY
18
DATE 10�01/��9Z
DATE /011oA9J-
DATE
B
Bereavement Leave, 12
C
Cafeteria Benefit Plan, 5
Eligibility, 5
Monthly Benefit, 5
Termination of, 6
City Rights, 3
Compensatory Time, 7
Authorization, 7
Maximum allowed, 7
Conformance With Rules, 4
Court Time, 7
D
Damaged personal effects, 0
Dependent Care Reimbursement, 9
E
Employee Assistance Plan, 6
Existing Benefits, 5
F
FLSA, 7
E
Health Insurance
Holidays, 14
Designated, 14
Floating, 14
During Retirement, 6
I
Implementation, 16
Industrial Leave, 14
L
Layoff, 14
License Renewal, 10
State Pesticide License, 10
License/Certification
maintenance, 10
Life Insurance, 6
M
Management Rights, 3
Meet and Confer, 4
N
Non -Discrimination, 2
0
0
Overtime, 7
Authorization, 7
Overtime Meal Policy, 8
Before 5 a.m., 8
Beyond Regular Shift, 8
Outside of Regular Shift, 8
R
Reimbursement Fund, 9
Reopener, 2
Retirement, 2
8
Salaries
listed, 17
Salary, 2
Savings Clause, 1
Separability, 5
Sick Leave, 10
Accrual, 11
Advance, it
Conversion Deadline, 12
during vacation, 11
employees hired before Dec. 31, 1985, 12
One -Fourth Conversion, 11
One -Third Conversion, 12
reasons for, 10
T
Term, 1
Total Compensation, 2
Training Pay, 7
Tuition Reimbursement, 9
U
Uniform Allowance, 6
V
Vacation, 13
Accrual, 13
Carryover, 13
Cash -In Policy, 13
Required Usage, 13
W
Workday, 7
Workweek and Timekeeping Interval, 7