HomeMy WebLinkAboutResolution No. 94-C7• RESOLUTION NO. 94-C7 •
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
AZUSA APPROVING THE MEMORANDUM OF
UNDERSTANDING BETWEEN THE CITY AND THE AZUSA
MIDDLE MANAGEMENT ASSOCIATION EFFECTIVE JULY
1, 1993.
THE CITY COUNCIL OF THE CITY OF AZUSA DOES RESOLVE AS
FOLLOWS:
WHEREAS, it is customary for the Management of the City of Azusa to
receive, on a periodic basis, proposals for amendments to the memoranda and/or
Resolutions that govern the compensation, benefits and working conditions of City
employees, based upon changes in the consumer price index and other factors, and
WHEREAS, the City Council acknowledged the Azusa Middle
Management Association as the recognized employee organization representing those
personnel employed by the various departments of the City of Azusa, and occupying
the classifications as listed in Exhibits "A," "B" and "C" attached hereto; and
WHEREAS, the City of Azusa has received the proposals for amendment
and updating of compensation and benefits for the upcoming 3 fiscal years for the
Azusa Middle Management Association (MMA), and
WHEREAS, the City of Azusa and representatives of MMA have met on
numerous occasions during the last 3 months and have discussed the issues between
them and have bargained in good faith, and
WHEREAS, the City and MMA have come to an agreement with regard
to every issue, and
WHEREAS, the new Memorandum of Understanding between the City
of Azusa and the Azusa Middle Management Association covering the period of July
1, 1993 through July 31, 1996, is attached hereto,
NOW, THEREFORE, BE IT RESOLVED that the City Council of the City
of Azusa does hereby approve the Memorandum of Understanding attached hereto,
and directs the representatives of Management to affix their signatures theron.
The City Clerk shall certify the passage of this Resolution.
APPROVED AND PASSED this 4th day of January, 1994.
MAYOR
1 HEREBY CERTIFY that the foregoing Resolution was duly passed by the
City Council of the City of Azusa at a regular meeting thereof held on the 4th day of
January, 1994.
AYES: COUNCILMEMBERS: DANGLEIS, MADRID, NARANJO, ALEXANDER,
MOSES
NOES: COUNCILMEMBERS: NONE
ABSENT: COUNCILMEMBE": NONE
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MEMORANDUM OF UNDERSTANDING
BETWEEN THE CITY OF AZUSA
AND THE
MIDDLE MANAGEMENT ASSOCIATION
7-1-93
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TABLE OF CONTENTS
1. TERM OF MEMORANDUM OF UNDERSTANDING ............... 1
2. TOTAL COMPENSATION ................................ 2
3. NON-DISCRIMINATION ................................. 2
3.1. Protection of Rights 2
3.2. Anti -Discrimination ................................ 2
4. CITY RIGHTS ........................................ 2
4.1. Management Rights ............................... 2
4.2. Conformance with Rules ............................ 4
4.3. Meet and Confer ................................. 4
5. SEPARABILITY ....................................... 5
6. MAINTENANCE OF EXISTING BENEFITS ...................... 5
7. WORKWEEK AND TIMEKEEPING INTERVAL ................... 5
7.1. Workweek ...................................... 5
7.2. Workday ....................................... 5
7.3. Timekeeping Interval 5
8. SALARY ............................................ 5
9. ADDITIONAL COMPENSATION ............................ 6
9.1. Automobiles .................................... 6
9.2. Educational Incentive Pay ........................... 6
9.3. Retirement ...................................... 6
9.4. Longevity Pay ................................... 7
10. FLEXIBLE BENEFIT PLAN ................................ 7
10.1. Definition ...................................... 7
10.2. Amount of Monthly Benefit .......................... 7
10.2.1. Yearly Increase ..................... 7
10.3. Eligibility ....................................... 7
10.4. Termination ..................................... 8
11. TYPES OF LEAVE/DAYS OFF ............................. 8
11.1. Administrative Leave ............................... 8
11.2. Bereavement Leave ................................ 9
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11.3.
Holidays .......................................
9
11.3.1.
Designated Holidays ..................
9
11.3.2.
Floating Holidays ....................
10
11.4.
Industrial Leave
..................................
10
11.5.
Sick Leave ......................................
11
11.5.1.
Accrual and Use ....................
11
11.5.2.
One -Fourth Conversion ................
11
11.5.3.
One -Third Conversion .................
12
11.5.4.
Conversion to Cash upon Retirement or
Separation
.................................
12
11.6.
Vacation Leave
..................................
13
11.6.1.
Required Usage and Carryover ...........
13
11.6.2.
Cash -In Policy ......................
13
11.6.3.
Accrual ..........................
13
12. DAMAGE TO PERSONAL EFFECTS ......................... 14
13. EMPLOYEE ASSISTANCE PLAN ............................ 14
14. HEALTH INSURANCE DURING RETIREMENT ................... 14
15. LAYOFF OR RECLASSIFICATION ........................... 15
16. LICENSE RENEWAL .................................... 15
17. LIFE INSURANCE ...................................... 15
18. TUITION REIMBURSEMENT ............................... 15
18.1. Objective ....................................... 15
18.2. Eligibility ....................................... 15
18.3. Courses may be eligible if they: 16
18.4. Reimbursement .................................. 17
19. COMPUTER LOAN PROGRAM ............................. 18
20. CITY -PAID DEFERRED COMPENSATION ...................... 19
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CITY OF AZUSA
AZUSA MIDDLE MANAGEMENT ASSOCIATION
MEMORANDUM OF UNDERSTANDING
JULY 1, 1993
This Memorandum of Understanding is entered into with reference to the
following facts:
(1) The Azusa Middle Management Association (MMA) (hereinafter
referred to as "Association") is the recognized employee organization representing
those personnel (hereinafter referred to as "employees") employed by the City of
Azusa (hereinafter referred to as "City"), and occupying classifications in Exhibits "A,"
"8" and "C."
(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.
(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 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 (MOU) shall commence July 1, 1993
and shall continue in full force and effect until July.31, 1996 with one reopener per
year however, management will not discuss salary unless the March to March increase
in cost of living is more than 6%. Management agrees to commence negotiations no
later than April 1 of each year.
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2. 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.
3. NON-DISCRIMINATION
3.1. 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.
3.2. 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
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.
4. CITY RIGHTS
4.1. 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 Memorandum of Understanding.
The sole and exclusive rights of Management, as they are not abridged by this
Memorandum of Understanding or by law, shall include, but not be limited to,
the following:
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(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.
(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.
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AZUSA MIDDLE MANAGEMENT ASSOCIATION, MEMORANDUM OF UNDERSTANDING 7-1-93
(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.
4.2. Conformance with Rules
The City shall have the right to exercise the rights provided in sections "9" through
"16" of the Management rights clause, in accordance with the City of Azusa Rules
of the Civil Service System and exercise these rights in conformance with the Civil
Service rules.
4.3. 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.
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5. 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.
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
7.1. 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 shall
consist 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.
7.2. Workday
The workday will consist of ten and one half (10 1/2) hours with 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.
7.3. Timekeeping Interval
In compliance with FLSA, the minimum timekeeping interval shall be one (1) ten (10)
hour day.
8. SALARY
The base monthly salary of each employee shall be according to the information contained
in Exhibits "A," "B" and "C" of this Memorandum of Understanding.
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AZUSA MIDDLE MANAGEMENT ASSOCIATION, MEMORANDUM OF UNDERSTANDING 7-1-93
9. ADDITIONAL COMPENSATION
9.1. Automobiles
The City shall provide automobiles for the employees occupying the following
positions:
Electric Operations Superintendent
Water Utility Superintendent
Other employees can take a City vehicle home when it must be used either before or
after the commute for attendance at a meeting or other City -related function. No
personal trips are allowed in any case.
9.2. Educational Incentive Pay
All employees who possess a master's degree from an accredited college or university
in an academic subject, or a numbered certificate issued by a State or professional
organization, appropriate to his/her job description, and not a simple membership in
a professional organization, shall receive one -hundred dollars ($100) per month
effective July 1, 1993; one -hundred four dollars ($104) per month effective July 1,
1994 and one -hundred nine dollars ($109) per month effective July 1, 1995 as
education incentive pay.
9.3. 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 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.
The City shall amend its contract with the Public Employees' Retirement System
(PERS) to add an additional benefit of Service Credit for Unused Sick Leave.
The City shall also amend its contract with the Public Employees' Retirement System
(PERS) to participate in the two-year Golden Handshake program as authorized by the
State Legislature.
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AZUSA MIDDLE MANAGEMENT ASSOCIATION, MEMORANDUM OF UNDERSTANDING 7-1-93
9.4. Longevity Pay
Employees shall receive Longevity Pay as follows:
After 15 years of continuous Azusa service,
3% of base salary
After 20 years of continuous Azusa service,
5% of base salary
10. FLEXIBLE BENEFIT PLAN
10.1. Definition
Effective August 1, 1993, the City's existing Cafeteria Benefit Plan (CBP) shall be
converted to an IRS Section 125 Flexible Benefit Plan (FBP) administered by either the
City or its designee.
10.2. Amount of Monthly Benefit
Effective August 1, 1993, the City will maintain the Flexible Benefit Plan at five
hundred forty-five dollars ($545.00) per month for each employee. This plan can be
used by the employee to pay, to the extent available, for qualified benefits as
determined by the IRS. The employee understands that, in the event the total
premiums and/or expenses for qualified benefits selected by him/her exceed the
amount of the FBP, the excess shall be deducted from pre-tax wages of the employee.
10.2.1. Yearly Increase
Effective August 1, 1994, the City will maintain the Flexible Benefit Plan at five
hundred seventy dollars ($570.00) per month for each employee.
Effective August 1, 1995, the City will maintain the Flexible Benefit Plan at five
hundred ninety-five dollars ($595.00) per month for each employee.
10.3. Eligibility
In order for an employee to be eligible for the FBP in any given month, he/she must
be on payroll on the first work day (excluding recognized paid City holidays) of that
month.
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AZUSA MIDDLE MANAGEMENT ASSOCIATION, MEMORANDUM OF UNDERSTANDING 7-1-93
A new employee will be eligible for the full FBP applicable to his/her bargaining unit
if he/she begins work on the first work day (excluding recognized paid City holidays)
of the month. An employee whose date of hire is on the second work day (excluding
recognized paid City holidays) of the month or thereafter will not be eligible for the
FBP for that month.
If an employee does not meet the qualifying work time in any given month,
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 met the qualifying
work time for eligibility for the FBP.
10.4. Termination
The City will not be responsible for payment of any qualified benefits on behalf of the
employee following the month of termination. If an employee represented by the
Association wishes to continue his/her qualified benefits, advance payment for such
qualified benefits will be deducted from the employee's final pay.
11. TYPES OF LEAVE/DAYS OFF
11.1. Administrative Leave
Employees shall receive fifty (50) hours per year of Administrative 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 any time before June 15 of the desired conversion.
For the 1993-94 fiscal year only, unused Administrative Leave accrued in the
1992-93 fiscal year will be carried over to the 1993-94 fiscal year.
Administrative leave shall be granted with due regard for the employee's wishes and
the operational needs of the department.
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11.2. 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.
11.3. Holidays
11.3.1. 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.
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 are listed below:
Holiday Schedule:
Month
93-94
94-95
95-96 96
Independence Day
July
5
4
4 4
Labor Day
September
6
5
4
Columbus Day
October
11
10
9
Veteran's Day
November
11
14
13
Thanksgiving Day
November
25
24
23
Christmas Day
December
27
26
25
New Year's Day
January
3
2
1
Martin Luther King Day
January
17
16
15
President's Day
February
21
20
19
Memorial Day
May
30
29
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AZUSA MIDDLE MANAGEMENT ASSOCIATION, MEMORANDUM OF UNDERSTANDING 7-1-93
11.3.2. Floating Holidays
The City and the Association agree to two floating holidays of ten (10) hours
each. 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.
11.4. 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:
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 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 (1) 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 (2) 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.
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AZUSA MIDDLE MANAGEMENT ASSOCIATION, MEMORANDUM OF UNDERSTANDING 7-1-93
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 by the
employee in his present position.
C. After fifty-two (52) weeks of industrial disability 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.)
11.5. Sick Leave
11.5.1. Accrual and Use
Employees shall accrue sick leave 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 day. Sick leave taken as personal
business is not to exceed a maximum of forty (40) 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.
11.5.2. 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,
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AZUSA MIDDLE MANAGEMENT ASSOCIATION, MEMORANDUM OF UNDERSTANDING 7-1-93
unconverted leave would then be added to the employee's sick leave
balance.
11.5.3. 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:
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 unconverted 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.
11.5.4. Conversion to Cash upon Retirement or Separation
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 a 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.
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11.6. Vacation Leave
11.6.1. 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. Employees may
accrue up to a maximum of fifty two (52) times the current pay period rate of
vacation accrual plus 100 hours. This maximum is waived, however, until June
30, 1996. 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.
11.6.2. Cash -In Policy
Employees covered by this Memorandum of Understanding may convert
vacation time to cash with administrative approval.
11.6.3. Accrual
Vacation leave shall accrue as follows:
Through the 5th year of employment
Through the 6th year of employment
Through the 7th year of employment
Through the 8th year of employment
Through the 9th year of employment
Through the 10th year of employment
Through the 11 th year of employment
Through the 12th year of employment
Through the 13th year of employment
Through the 14th year of employment
Through the 15th year of employment
Through the 16th year of employment
13
120 hours
128 hours
136 hours
144 hours
152 hours
160 hours
168 hours
176 hours
184 hours
192 hours
200 hours
210 hours
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12. DAMAGE TO PERSONAL EFFECTS
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 INSURANCE DURING RETIREMENT
Effective July 1, 1993, the City shall establish a Medical Premium Retirement Benefit Plan
(MPRBP) under the Internal Revenue Code of 1986, as a member of, under the regulations
of, and administered by the Joint Powers Employee Benefit Authority. Association
employees can defer income to this plan. In addition, beginning with the first month after
retirement, for Association employees who, at the time of retirement from the City of Azusa,
have attained the age of fifty (50) and have at least fifteen (15) cumulative years of service
with the City of Azusa, the City will contribute monthly to the Plan, in the employee's
behalf, until the employee passes away, an amount equal to thirty three and one-third
percent (33-1/3%) of the single -coverage premium in the employee's comprehensive health
insurance plan. For Association employees who, at the time of retirement from the City of
Azusa, have attained the age of fifty (50) and have at least twenty (20) cumulative years
of service with the City of Azusa, the City contribution shall be an amount equal to fifty per-
cent (50%) of the single -coverage premium in the employee's comprehensive health
insurance plan. For Association employees who, at the time of retirement from the City of
Azusa, have attained the age of fifty (50) and have at least twenty five (25) cumulative
years of service with the City of Azusa, the City contribution shall be an amount equal to
one hundred per -cent (100%) of the single -coverage premium in the employee's
comprehensive health insurance plan. The amount of the City's contribution shall vary, up
or down, depending upon the employee's choice of health insurance carrier and its periodic
changes in its rates. The minimum contribution (currently $16 per month) that the City pays
directly to PERS shall be considered to be part of that portion paid by the City.
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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.
17. LIFE INSURANCE
The City shall provide term life insurance equal to one and one-half (1 1/2) times annual
salary.
18. TUITION REIMBURSEMENT
18.1. Objective
The tuition reimbursement program is designed to encourage employees to continue
their self -development by enrolling in approved classroom courses which will:
18.1.1. Educate them in new concepts and methods in their occupational
field and prepare them to meet the changing demands of their job.
18.1.2. Help prepare them for advancement to positions of greater
responsibility in the City of Azusa.
18.2. Eligibility
Tuition Reimbursement
18.2.1. All regularly appointed employees are eligible to receive tuition
reimbursement. Courses must commence after appointment and
be in excess of the educational standards for the position. An
example of this would be job-related college or university courses
when the specification for the classification calls for high school
graduation.
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AZUSA MIDDLE MANAGEMENT ASSOCIATION, MEMORANDUM OF UNDERSTANDING 7-1-93
18.2.2. Courses must be (except where noted below in paragraphs
18.3.3. and 18.3.4.) traditional classroom courses taken at
colleges or universities and approved by the Western Association
of Schools and Colleges. Credits given for non -classroom
assignments such as life experience, military training, and
professional training are not reimbursable.
18.2.3. Coursework must be related to the employee's current occupation
or to a City classification to which the employee may resonably
expect promotion within the next five years.
18.3. Courses may be eligible if they:
18.3.1. Are above the educational requirements of the position as noted
in the position specification and are not taken to acquire skills,
knowledge and abilities which the employee was deemed to have
when appointed the position.
18.3.2. Do not duplicate training which the employee has already had or
which is to be provided in-house.
18.3.3. Do not duplicate previously taken courses unless special approval
has been granted by the department head and the Human
Resources Division.
18.3.4. Are required for the completion of the pre -approved job-related
major. An example would be general education or elective
requirements for the major as stated in the school catalog.
Remedial courses or those taken as required for a non -approved
major shall be eligible.
18.3.5. Include completed engineering review courses taken at accredited
institutions for which an academic grade or units of academic
credit are not given. These courses must prepare candidates for
a certificate, license or registration issued by the California Board
of Registration for Professional Engineers. The employee must
receive the certificate or license from this Board to be eligible for
reimbursement, which will be granted for a maximum of 2 courses
per certificate, license or registration.
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AZUSA MIDDLE MANAGEMENT ASSOCIATION, MEMORANDUM OF UNDERSTANDING 7-1-93
18.3.6. Lead to a City -approved certificate, license or registration.
Reimbursement may be made for any examination fees required
to seccessfully obtain the certificate, license or registration.
Reimbursement for eligible expenses will be made after obtaining
the license, certificate or registration.
18.3.7. Are not taken on City time and must be certified that they are
taken on the employee's off-duty time.
18.3.8. Are part of a bona -fide curriculum of the study of the Spanish
language.
18.3.9. Have been approved by the Department Head and the City
Administrator or his/her designee before commencement of the
class.
18.4. Reimbursement
18.4.1. The City shall reimburse employees for tuition, registration fees
and texts required for the eligible courses. Expenses for parking,
travel, meals, processing fees, transcript fees, materials and any
other costs are not reimbursable.
18.4.2. Employees shall be reimbursed up to the dollar amount charged
for the same number of units per term by California State
University system.
18.4.3. In order to be reviewed, each application must state exactly which
units or credits the employee is applying for and whether the
courses submitted are core courses or recommended electives for
the approved major.
18.4.4. Reimbursement shall be made upon completion of the course with
a minimum final grade of "C" or its equivalent, i.e., a pass in a
pass/fail course will be considered equivalent to a "C". No
reimbursement shall be made for audited or incomplete courses.
18.4.5. Employees must submit from the attendant institution an original
certification of fees paid and grade acheived in order to have their
application considered for reimbursement. These documents must
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AZUSA MIDDLE MANAGEMENT ASSOCIATION, MEMORANDUM OF UNDERSTANDING 7-1-93
accompany the reimbursement application form in order to be
processed.
18.4.6. Application for reimbursement must be submitted within three
months of the completion of the approved course in order to be
considered for reimbursement.
18.4.7. Upon termination from employment, employees shall be required
to reimburse the City for any funds received under this program
for courses completed during the last 12 months of employment.
This payback provision does not apply to employees laid off by
the City or who separate as a result of a City/departmental
reorganization.
19. COMPUTER LOAN PROGRAM
19.1. The Computer Loan Plan described below shall be made available to full time
regular employees. Eligibility is limited to employees who have completed their
initial probation period with the City.
19.2. The equipment configuration shall be appropriate to the employee's position
and career with the City.
19.3. The City will recommend a vendor who has agreed to provide discount pricing.
19.4. It is the employee's responsibility to negotiate the price for the equipment and
to bring a copy of the order/quote to the City for approval prior to purchase.
19.5. The employee shall apply for a loan with the City on a City provided loan
application. If the employee qualifies, the City will fund the loan on an interest
free basis. Loan payments must be by payroll deduction. Each loan payment
period shall not exceed two years and the aggregate value of all loan(s) shall
not exceed $5,000 per employee. In order for an employee to receive a loan
under the Plan for equipment upgrades for purchase of equipment components
which are part of the City approved minimum configuration, the employee must
certify that he/she already owns the remaining components required to meet
the minimum equipment configuration.
19.6. The plan will not apply to any equipment purchased prior to November 1, 1993.
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AZUSA MIDDLE MANAGEMENT ASSOCIATION, MEMORANDUM OF UNDERSTANDING 7-1-93
19.7. Any remaining loan balance must be paid in full at time of separation of
employment. Payment will be made directly and/or by deduction from the last
paycheck. In the event an outstanding balance remains, the employee is
responsible for making payment arrangements. The failure to make full
payment will obligate the employee to pay the City's attorneys fees in any
restitution process.
20. CITY -PAID DEFERRED COMPENSATION
The City shall provide $80 per month in deferred compensation to each employee. The
employee may opt, once annually on August 1, as to the investment option to be credited.
The Medical Premium Retirement Benefit Plan (MPRBP) shall be considered to be one of the
options.
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AZUSA MIDDLE MANAGEMENT ASSOCIATION, MEMORANDUM OF UNDERSTANDING 7-1-93
CITY OF AZUSA
MIDDLE MANAGEMENT ASSOCIATION
SALARY SCHEDULE EFFECTIVE JULY 1, 1993
EXHIBIT "A" -- 1993-1994
MONTHLY SALARY
Classification Range
1
2
3
4
5
I� 6
7
Business License Officer 3255
2550.46
2677.98
2811.88
2952.48
3100.10
3193.10
3255.11
Business Lic. Officer+Ed. Incent.3265
2650.46
2777.98
2911.88
3052.48
3200.10
1 3293.10
3355.11
Community Improvement Mgr. 3370
3702.20
3887.31
4081.68
4285.76
4500.05
4635.05
4725.05
Comm'ty Improv. Mgr +Ed.Incent3380
3802.20
3987.31
4181.68
4385.76
4600.05
II 4735.05
4825.05
Consumer Services Manager 3318
4318.16
4539.07
4771.02
5014.57
5270.30
5431.41
5538.82
Consumer Serv. Mgr+Ed. Incent3328
4418.16
4639.07
4871.02
5114.57
5370.30
II 5531.41
5638.82
Electric Operations Superinten't 3538
5380.68
5649.71
5932.20
6228.81
6540.25
! 6736.46
6867.26
Elec. Op. Sup't+Ed. Incent. Pay 3548
5480.68
5749.71
6032.20
6328.81
6640.25
II 6836.46
6967.26
Senior Planner 3340
3400.60
3575.63
3759.41
3952.38
4155.00
4367.75
Senior Planner+Ed. Incentive Pa�3350
3500.60
3675.63
3859.41
4052.38
4255.00
II4282.65
4382.65
4467.75
Water Utility Superintendent 3823
4823.78
5064.96
5318.21
5584.12
5863.33
6039.23
6156.50
Water Utility Sup't+Ed. Incent. 3833
4923.78
5164.96
5418.21
5684.12
5963.33
II 6139.23
6256.50
*Due to rounding of figures, they may vary slightly from payroll computer figures, which are carried to 4 decimal places.
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AZUSA MIDDLE MANAGEMENT ASSOCIATION, MEMORANDUM OF UNDERSTANDING 7-1-93
EXHIBIT "B" -- 1994-1995
MONTHLY SALARY
Classification Range
1
2
3
4
5
6
7
Business License Officer 3255
2652.48
2785.10
2924.36
3070.58
3224.10
3320.83
3385.31
Business Lic. Officer+Ed. Incent.3265
2756.48
2889.10
3028.36
3174.58
3328.10
3424.83
3489.31
Community Improvement Mgr. 3370
3850.29
4042.80
4244.95
4457.19
4680.05
I 4820.45
4914.05
Comm'ty Improv. Mgr+Ed.Inceni3380
3954.29
4146.80
4348.95
4561.19
4784.05
I 4924.45
5018.05
Consumer Services Manager 3318
4490.89
4720.63
4961.86
5215.15
5481.11
5760.37
Consumer Serv. Mgr+Ed. Incent3328
4594.89
4824.63
5065.86
5319.15
5585.11
II5648.67
5752.67
5864.37
Electric Operations Superinten't 3538
5595.91
5875.70
6169.49
6477.96
6801.86
7005.92
7141.95
Elec. Op. Sup't+Ed. Incent. Pay 3548
5699.91
5979.70
6273.49
6581.96
6905.86
7109.92
7245.95
Senior Planner 3340
3536.62
3718.65
3909.79
4110.48
4321.20
4453.96
4542.46
Senior Planner+Ed. Incentive Pa18350
3640.62
3822.65
4013.79
4214.48
4425.20
II 4557.96
4646.46
Water Utility Superintendent 3823
5016.73
5267.56
5530.94
5807.49
6097.86
6280.80
6402.76
Water Utility Supt+Ed. Incent. 3833
5120.73
5371.56
5634.94
5911.49
6201.86
6384.80
6506.76
*Due to rounding of figures, they may vary slightly from payroll computer figures, which are carried to 4 decimal places.
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AZUSA MIDDLE MANAGEMENT ASSOCIATION, MEMORANDUM OF UNDERSTANDING 7-1-93
EXHIBIT "C" - 1995-1996
MONTHLY SALARY
Classification Range 1 2 3 4 5 6 7
Business License Officer 3255 2758.58 2896.51 3041.33 3193.40 3353.07 3453.66 3520.72
Business Lic. Officer+Ed. Incent.3265 2866.74 3004.67 3149.49 3301.56 3461.23 3561.82 3628.88
Community Improvement Mgr. 3370
Comm'ty Improv. Mgr +Ed.Incent3380
Consumer Services Manager 3318
Consumer Serv. Mgr+Ed. Incent3328
Electric Operations Superinten't 3538
Elec. Op. Sup't+Ed. Incent. Pay 3548
Senior Planner 3340
Senior Planner +Ed. Incentive Pay8350
Water Utility Superintendent 3823
Water Utility Sup't+Ed. Incent. 3833
4004.30
4204.52
4414.74
4635.48
4867.25
5013.27
4112.46
4112.46
4312.68
4522.90
4743.64
4975.41
5121.43
4670.52
4909.45
5160.34
5423.76
5700.36
5874.61
4778.68
4778.68
5017.61
5268.50
5531.92
5808.52
5982.77
5819.74
6110.73
6416.27
6737.08
7073.93
7286.15
5927.90
6218.89
6524.43
6845.24
7182.09
II
I 7394.31
3678.09
3867.40
4066.18
4274.90
4494.05
4632.11
3786.25
3975.56
4174.34
4383.06
4602.21
II 4740.27
5217.40
5478.27
5752.18
6039.79
6341.78
6532.03
5325.56
5586.43
5860.34
6147.95
6449.94
I 6640.19
*Due to rounding of figures, they may vary slightly from payroll computer figures, which are carried to 4 decimal places.
22
5110.62
5218.78 •
5990.78
6098.94
7427.63
7535.79
4724.16
4832.32
6658.87
6767.03
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AZUSA MIDDLE MANAGEMENT ASSOCIATION, MEMORANDUM OF UNDERSTANDING 7-1-93
AZUSA MIDDLE MANAGEMENT ASSOCIATION
BY DATE
y
CITY OF AZUSA
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DATE 1 t"lq l I
DATE -q¢
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DATE �C✓ y'r-/
DATE 6�
DATE
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AZUSA MIDDLE MANAGEMENT ASSOCIATION, MEMORANDUM OF UNDERSTANDING 7-1-93
INDEX
Accrual 11-13
Accrual and Use 11
ADDITIONAL COMPENSATION 6
Administrative Leave 8
Amount of Monthly Benefit 7
Anti -Discrimination 2
Automobiles 6
Bereavement Leave 9
Cash -In Policy 13
CITY RIGHTS 2, 4
CITY -PAID DEFERRED COMPENSATION 19
COMPUTER LOAN PROGRAM 18
Conformance with Rules 4
Conversion to Cash upon Retirement or Separation 12
Courses may be eligible if they: 16
DAMAGE TO PERSONAL EFFECTS 14
Definition 7
Designated Holidays 9
Educational Incentive Pay 6
Eligibility 7, 8, 15, 18
EMPLOYEE ASSISTANCE PLAN 14
FLEXIBLE BENEFIT PLAN 7
Floating Holidays 10
HEALTH INSURANCE DURING RETIREMENT 14
Holidays 7-10
Industrial Leave 10
LAYOFF OR RECLASSIFICATION 15
LICENSE RENEWAL 15
LIFE INSURANCE 15
Longevity Pay 7
MAINTENANCE OF EXISTING BENEFITS 5
Management Rights 2, 4
Meet and Confer 4
NON-DISCRIMINATION 2
Objective 15
One -Fourth Conversion 11
One -Third Conversion 12
Protection of Rights 2
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AZUSA MIDDLE MANAGEMENT ASSOCIATION, MEMORANDUM OF UNDERSTANDING 7-1-93
Reimbursement 1418
Required Usage and Carryover 13
Retirement 6, 11, 12, 14, 19
SALARY 1, 2, 4, 5, 7, 15, 20-22
SEPARABILITY 5
Sick Leave 6, 9-12
TERM OF MEMORANDUM OF UNDERSTANDING 1
Termination 8, 18
Timekeeping Interval 5
TOTAL COMPENSATION 2
TUITION REIMBURSEMENT 15
TYPES OF LEAVE/DAYS OFF 8
Vacation Leave 8, 13
Workday 5, 9
Workweek 5
WORKWEEK AND TIMEKEEPING INTERVAL 5
Yearly Increase 7