HomeMy WebLinkAboutResolution No. 94-C2RESOLUTION NO. 94-C2
1993.
THE CITY COUNCIL OF THE CITY OF AZUSA DOES RESOLVE AS
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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 City Employees
Association as the recognized employee organization representing those personnel
employedby 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 City Employees Association (ACEA), and
WHEREAS, the City of Azusa and representatives of ACEA 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 ACEA 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 City Employees 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, and
BE IT FURTHER RESOLVED that the followingg ppersonnel shall be
reclassified as listed below, effective retroactively to July 1, TV31 :
Person: From: To: Ran a Ste :
R—.Miller secretary ATministrative Secretary
D. Linde Accounts Specialist II Accounts Specialist III 4174/5
M. Gutierrez Library Assistant Library Assistant III 4150/3
S. Brisco Accountant Senior Accountant 4211/3
R. Lemon Engineering Aide Engineering Technician 4186/3
L. Miller Engineering Assistant Engineering Associate 4222/2
The City Clerk shall certify the passage of this Resolution.
APPROVED AND PASSED this 4th day of January, 1994
I HEREBY CERTIFY that the foregoing Resolution was dulypassed 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: 'COUNCILMEMBERy:NONE
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MEMORANDUM OF UNDERSTANDING
BETWEEN THE CITY OF AZUSA
AND THE
AZUSA CITY EMPLOYEES ASSOCIATION
EFFECTIVE 7-1-93
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TABLE OF CONTENTS
1.
TERM OF MEMORANDUM OF UNDERSTANDING ...............
1
2.
SAVINGS CLAUSE .....................................
2
3.
REOPENER..........................................
2
4.
SALARY ............................................
2
4.1. Bilingual Pay ....................................
2
5.
RETIREMENT ........................................
3
6.
TOTAL COMPENSATION ................................
3
7.
NON-DISCRIMINATION .................................
3
7.1. Protection of Rights ................................
3
7.2. Anti -Discrimination ................................
4
8.
CITY RIGHTS ........................................
4
8.1. Management Rights ...............................
4
8.2. Conformance with Rules ............................
6
8.3. Meet and Confer .................................
6
9.
SEPARABILITY .......................................
6
10.
MAINTENANCE OF EXISTING BENEFITS ......................
6
11.
FLEXIBLE BENEFIT PLAN ................................
6
11.1. Definition ......................................
6
11.2. Amount of Monthly Benefit ..........................
7
11.3. Eligibility .......................................
7
11.4. Termination .....................................
8
12.
HEALTH INSURANCE DURING RETIREMENT ...................
8
13.
EMPLOYEE ASSISTANCE PLAN ............................
8
14.
LIFE INSURANCE ......................................
B
15.
CAR ALLOWANCE .....................................
9
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16. EQUIPMENT ALLOWANCE ............................... 9
17. UNIFORM ALLOWANCE ................................. 9
18. STANDBY .......................................... 9
19. CALLBACK .......................................... 10
19.1. Appropriate Rate of Pay for Callback .................... 10
20. WORKWEEK AND TIMEKEEPING INTERVAL ................... 10
20.1. Workweek ...................................... 10
20.2. Workday ....................................... 10
20.3. Timekeeping Interval ............................... 11
21. PREMIUM PAY ....................................... 11
21.1. Longevity Premium ................................ 11
21.2. Paint Crew ..................................... 11
22. OVERTIME/COMPENSATORY TIME ......................... 11
23. OVERTIME MEAL POLICY ................................ 12
23.1. Beyond Regular Shift ............................... 12
23.2. Outside of Regular Shift ............................ 12
23.3. Before 5 a.m..................................... 12
24. DAMAGE TO PERSONAL EFFECTS ......................... 12
25. TUITION REIMBURSEMENT ............................... 13
25.1. Objective ....................................... 13
25.2. Eligibility ....................................... 13
25.3. Courses may be eligible if they: ....................... 14
25.4. Reimbursement .................................. 15
26. COMPUTER LOAN PROGRAM ............................. 16
27. LICENSE RENEWAL .................................... 17
28. SICK LEAVE ......................................... 17
28.1. Reasons for Use of Sick Leave ........................ 17
28.2. Restrictions on Sick Leave ........................... 18
28.3. Accrual and Use .................................. 18
28.4. Advance Sick Leave ............................... 18
28.5. Sick Leave During Vacation .......................... 18
28.6. One -Fourth Conversion ............................. 19
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28.7. One -Third Conversion .............................. 19
28.8. Conversion to Cash upon Retirement or Separation .......... 19
28.9. Conversion Deadline ............................... 20
29. BEREAVEMENT LEAVE .................................. 20
30. VACATION .......................................... 20
30.1. Required Usage and Carryover ........................ 20
30.2. Cash -In Policy ................................... 20
30.3. Accrual ........................................ 21
31. HOLIDAYS .......................................... 22
31.1. Designated Holidays ............................... 22
31.2. Floating Holidays ................................. 22
32. LAY OFF ........................................... 22
33. INDUSTRIAL LEAVE .................................... 23
34. LONG TERM DISABILITY INSURANCE ....................... 24
35. IMPLEMENTATION .................................... 25
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MEMORANDUM OF UNDERSTANDING
BETWEEN THE CITY OF AZUSA AND THE
AZUSA CITY EMPLOYEES ASSOCIATION
JULY 1, 1993
This Memorandum of Understanding is entered into with reference to the following
facts:
(1) the Azusa City Employees Association (ACEA) (hereinafter referred to as
"Association") is the recognized employee organization representing
those personnel (hereinafter referred to as "employees") employed by the
various departments of the City of Azusa (hereinafter referred to as
"City"), and occupying the classifications as listed in Exhibits "A," "B"
and "C" attached hereto;
(2) in the interest of maintaining harmonious relations between the City and
those employees represented by the Association, authorized
representatives of the City and the Association have met and conferred
in good faith, exchanging various proposals concerning wages, hours and
other terms and conditions of employment to affected employees; and
(3) the authorized representatives of the City and the Association have
reached an understanding and agreement as to certain changes in
wages, hours and other terms and conditions of employment of the
affected employees which shall be submitted to the City Council of the
City for approval and implementation of these changes by appropriate
ordinance, resolution, or other lawful action.
Therefore, the City and the Association agree that, subject to approval and
implementation by the City Council of the City, the wages, hours and other terms and
conditions of employment for all affected employees shall be altered as follows:
1. TERM OF MEMORANDUM OF 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.
In the event that the cost -of -living for March 1993 to March 1994, or March 1994
to March 1995, (as measured by the All Urban Wage Earners Index, Los Angeles -
Anaheim -Riverside Metropolitan Areal exceeds six percent (6%), ACEA may, at its
option, request the City to reopen the Memorandum of Understanding as to Section
4. - SALARY only. Nothing herein shall obligate the City to grant any salary increase
in excess of that as set forth in Section 4.
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MEMORANDUM OF UNDERSTANDING, ACEA, JULY 1, 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 Memorandum of Understanding, or should
any State or Federal law render a clause(s) of this Memorandum of Understanding
invalid, then those changes alone shall not be given effect and the remainder of this
Memorandum of Understanding shall be unaffected and shall remain in full force and
effect.
3. REOPENER
Should No. 2 render invalid any provision of this Memorandum of Understanding, then
meet -and -confer session(s) shall immediately commence in the effort to agree upon
replacement(s) for such invalidated provisions(s).
4. SALARY
Effective July 1, 1993, the base monthly salary of each employee shall be according
to the information contained in Exhibit "A" of this MOU.
Effective July 1, 1994, the base monthly salary of each employee shall be according
to the information contained in Exhibit "B" of this MOU.
Effective July 1, 1995, the base monthly salary of each employee shall be according
to the information contained in Exhibit "C" of this MOU.
4.1. Bilingual Pay
Effective 7-1-93 the City shall pay an additional $50 per month to personnel
demonstrating a proficiency in the Spanish language if they are assigned and
required to speak and translate the Spanish language in performance of their
duties.
An additional payment of $25 per month shall be paid to those who are
proficient in written Spanish as well. Such payment is conditional upon
demonstration of Spanish language proficiency by a qualified third -party
examiner mutually agreed upon by both the City and the Association.
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MEMORANDUM OF UNDERSTANDING, ACEA, JULY 1, 1993
5. RETIREMENT
The City shall continue its contract with the Public Employees' Retirement System
(PERS) under the "2% @ 60 full formula" plan and the increased level of the 1959
Survivor Benefit. The City shall continue to pay both the "employee" and "employer"
share of the cost.
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.
6. TOTAL COMPENSATION
As a matter of philosophy, the Association and the City recognize that compensation
consists of terms and conditions of employment other than those represented solely
by salary. Further, the City and the Association recognize that the changes in wages,
hours and other terms and conditions of employment as set forth in this Memorandum
of Understanding constitute additions to the total compensation received by affected
employees.
7. NON-DISCRIMINATION
7.1. 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.
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MEMORANDUM OF UNDERSTANDING, ACEA, JULY 1, 1993
7.2. 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.
S. CITY RIGHTS
8.1. 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:
(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.
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(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.
(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.
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8.2. 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
Personnel Rules and Regulations as they exist as of May 16, 1988, and shall
exercise these rights in conformance with the Personnel Rules and Regulations.
8.3. 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.
9. SEPARABILITY
Should any provisions of this Memorandum of Understanding be found to be
inoperative, void, or invalid by a court of competent jurisdiction, all other provisions
of this Memorandum of Understanding shall remain in full force and effect for the
duration of this Memorandum of Understanding.
10. MAINTENANCE OF EXISTING BENEFITS
Except as provided herein, all wages, hours and economic terms and conditions of
employment presently enjoyed by employees shall remain in full force and effect
during the entire term of this Memorandum of Understanding unless mutually agreed
to the contrary by both parties hereto.
11. FLEXIBLE BENEFIT PLAN
11.1. 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.
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MEMORANDUM OF UNDERSTANDING, ACEA, JULY 1, 1993
11.2. 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.
11.2.1. 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.
11.3. 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.
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.
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11.4. 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.
12. HEALTH INSURANCE DURING RETIREMENT
Effective July 1, 1993, the City has established 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 had at least twenty (20)
years of service with the City of Azusa, and who enroll or continue in the City's health
insurance program, the City will contribute monthly to the employee's MPRBP, the
amount of one-half (1 /2) of the premiums for such health insurance, regardless of how
many family members are enrolled. In the event that the employee is single or
widowed, and has no dependents, the City's contribution shall be equal to 100% of
such premium. In the event that the employee passes away and is survived by an
eligible spouse, the benefit shall continue. But, if the employee passes away and has
no surviving spouse the benefit shall not carryover to the surviving dependents. This
plan shall remain in effect until the retiree, or eligible spouse, passes away, whichever
occurs later. Otherwise the benefit shall terminate. Once an individual has qualified
for this provision, he or she shall retain this eligibility. The minimum contribution
(currently $16 per month) that the City pays directly to PERS shall be considered to
be part of the portion paid by the City.
13. EMPLOYEE ASSISTANCE PLAN
The City will continue to maintain the Employee Assistance Plan.
14. LIFE INSURANCE
The City shall provide term life insurance equal to twelve months of salary or
$30,000, whichever is greater, excluding overtime, standby, callback and other forms
of supplemental compensation, for each employee.
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MEMORANDUM OF UNDERSTANDING, ACEA, JULY 1, 1993
15. CAR ALLOWANCE
Those individuals who on June 30, 1988, occupy the classification of Recreation
Supervisor and as long as they are 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 Exhibits "A," "B" and "C," in lieu of a car allowance. This special
compensation shall be eliminated when the employee for any reason permanently
vacates his/her position.
16. EQUIPMENT ALLOWANCE
The City agrees to provide a personal equipment allowance of one hundred sixty
dollars ($160) per authorized employee for up to two (2) pairs of safety shoes/boots
or garments per year required by the department head. Those members of the
Association who are employed for less than the fiscal year shall have their boot
allowances prorated.
17. UNIFORM ALLOWANCE
The City agrees to provide a uniform allowance of five hundred dollars ($500) per year
for all employees who are permanently assigned to work in the Police Department and
are required to wear or maintain a uniform. At this time it is not subject to income tax
withholding.
18. STANDBY
The City agrees to pay time and one-half (1 1/2) for standby time with a minimum of
two (2) hours, which will result in three (3)' hours of regular time. The City also
agrees to provide a vehicle to one employee only while on standby time. If more than
one employee is on standby at the same time, then the vehicle shall be assigned to
the employee whose legal residence is geographically closest to the City's Corporation
Yard.
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19. CALLBACK
If an employee is required to be called back to work after completing his or her normal
shift or after having left City premises or the employee's work location, the employee
shall be compensated at the appropriate rate for each hour worked on callback with
a minimum of (2) hours callback compensation at the appropriate rate, regardless of
whether the employee actually works less than two (2) hours. This provision shall be
applicable to an employee even though the employee's regular work week is not
complete but shall not apply to an employee who is continuing on duty for his/her
normal work shift. For the purposes of this section only, the time starts when the
callback call is received by the employee.
19.1. Appropriate Rate of Pay for Callback
The rate of pay for the first callback during a twenty-four (24) hour period shall
be at one (1) times the normal rate of pay. All other callback during the same
twenty-four (24) hour period shall be at one and one-half (1 1/2) times the
normal rate of pay, except between 12 midnight and 5 a.m., the first call shall
be compensated at double-time (2) rate. For the purposes of this section only,
the time period to be used in computing whether a callback is the first callback
shall be from 4:00 p.m. to 4:00 p.m. the next calendar day. All other callback
during the same twenty-four (24) hour period shall be compensated at the
double-time (2) rate.
20. WORKWEEK AND TIMEKEEPING INTERVAL
20.1. Workweek
Beginning August 5, 1990, 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.
20.2. 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.
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The City reserves the right to determine the beginning and ending times of the
workday.
20.3. 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.
21. PREMIUM PAY
21.1. Longevity Premium
After completion of fifteen (15) years of service as a full-time benefited
employee, the employee shall receive a premium of 3% above base salary.
After completion of twenty (20) years of such service, the employee shall
receive a premium of 5% above base salary.
21.2. Paint Crew
Any employee assigned to the paint crew in the Street Maintenance Division
of Public Works who is scheduled to work after 12 o'clock midnight will receive
an additional twenty-five cents ($0.25) per hour for each hour worked after
that time. This additional pay constitutes premium pay and is not to be
considered as a part of the employee's base salary.
22. OVERTIME/COMPENSATORY TIME
Employees shall be entitled to overtime pay or compensatory 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 agreement, holiday pay, sick
leave, and other compensated time off shall count for the hours. Compensatory time
may be accumulated at the appropriate rate for each hour of overtime worked to the
maximum accrual rate set by Federal law.
Overtime pay or compensatory time off for overtime pay shall be accumulated in no
less than fifteen minutes per day increments. When an employee works less than
fifteen minutes per day of overtime, the employee shall not receive compensatory time
for such overtime.
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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 eighty (80) hours (53.33 hours worked
at time -and -one-half would equal 80 hours).
23. OVERTIME MEAL POLICY
23.1. 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 nine dollars for each such period.
23.2. 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 nine dollars
($9) for each such four (4) hour period.
23.3. 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 nine dollars ($9) for each such four (4) hour period.
24. DAMAGE TO PERSONAL EFFECTS
If, in the course of business, an office employee's personal clothing or effects is
accidentally damaged or destroyed, the employee may submit a claim for
reimbursement up to one hundred dollars ($100) to the City's Safety Committee. The
committee shall have the authority to investigate the claim and recommend to the City
Administrator, or his designee, to pay the full amount of the claim, deny the claim, or
apportion the claim based on normal wear and tear of the item and/or the extent of
the employee's negligence in following proper safety procedures. It is expressly
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MEMORANDUM OF UNDERSTANDING, ACEA, JULY 1, 1993
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.
25. TUITION REIMBURSEMENT
25.1. Objective
The tuition reimbursement program is designed to encourage employees to
continue their self -development by enrolling in approved classroom courses
which will:
25.1.1. Educate them in new concepts and methods in their
occupational field and prepare them to meet the changing
demands of their job.
25.1.2. Help prepare them for advancement to positions of greater
responsibility in the City of Azusa.
25.2. Eligibility
Tuition Reimbursement
25.2.1. 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.
25.2.2. Courses must be (except where noted below in paragraphs
24.3.3. and 24.3.4.) 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.
25.2.3. 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.
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25.3. Courses may be eligible if they:
25.3.1. 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.
25.3.2. Do not duplicate training which the employee has already
had or which is to be provided in-house.
25.3.3. Do not duplicate previously taken courses unless special
approval has been granted by the department head and the
Human Resources Division.
25.3.4. 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.
25.3.5. 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
Professioinal 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.
25.3.6. 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.
25.3.7. Are not taken on City time and must be certified that they
are taken on the employee's off-duty time.
14
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0
MEMORANDUM OF UNDERSTANDING, ACEA, JULY 1, 1993
25.3.8. Have been approved by the Department Head and the City
Administrator or his/her designee before commencement of
the class.
25.4. Reimbursement
25.4.1. 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.
25.4.2. Employees shall be reimbursed up to the dollar amount
charged for the same number of units per term by California
State University system.
25.4.3. 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.
25.4.4. 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.
25.4.5. 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 accompany the
reimbursement application formin order to be processed.
25.4.6. Application for reimbursement must be submitted within
three months of the completion of the approved course in
order to be considered for reimbursement.
25.4.7. 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
15
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MEMORANDUM OF UNDERSTANDING, ACEA, JULY 1, 1993
apply to employees laid off by the City or who separate as
a result of a City/departmental reorganization.
26. COMPUTER LOAN PROGRAM
26.1. 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.
26.2. The equipment configuration shall be appropriate to the employee's
position and career with the City.
26.3. The City will recommend a vendor who has agreed to provide discount
pricing.
26.4. 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
DLL [ to purchase.
26.5. 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.
26.6. The plan will not apply to any equipment purchased prior to November
1, 1993.
26.7. 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.
16
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MEMORANDUM OF UNDERSTANDING, ACEA, JULY 1, 1993
27. LICENSE RENEWAL
The City agrees to pay the cost of maintaining certification and licenses that are
within the minimum requirements for the licensee's job.
28. SICK LEAVE
Sick leave shall not be construed as a right which an employee may use at his or her
discretion, but shall be allowed only in case of necessity or actual sickness or
disability.
A yearly evaluation period for the use of sick leave was established beginning on the
first payday on or after January 1, 1986. At the end of the time period, the Finance
Department will analyze and report to the various employees the amount of sick leave
earned, less the amount used, and the net accrued during the calendar year.
28.1. Reasons for Use of 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 employee's
household (husband, wife, and children) that require the
employee's 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.
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0
MEMORANDUM OF UNDERSTANDING, ACEA, JULY 1, 1993
28.2. 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.
(3) Disability or illness arising from compensated employment other
than with the City.
28.3. 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.
28.4. 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 employees does
not become permanent, all paid sick leave must be reimbursed to
the City or deducted from the employee's final paycheck.
28.5. 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.
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MEMORANDUM OF UNDERSTANDING, ACEA, JULY 1, 1993
28.6. 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.
28.7. One -Third Conversion
If the employee has used no more than three days of sick leave, including time
spent on personal business or bereavement, he or she would have the following
options:
(1) Carry over the accrual and add it to his or her sick leave balance.
(2) Convert, only to the extent that his/her balance is more than zero
at the beginning of the new year, one-third of the accrual to
vacation or convert one-third of it to cash (but no combination of
these two); unused or unconverted leave would then be added to
the employee's sick leave balance.
28.8. 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 the employee may convert fifty percent
(50%) of his or her accrued Sick Leave balance to cash for hours in excess of
three hundred twenty (320) hours to a maximum payment of two hundred forty
(240) hours.
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MEMORANDUM OF UNDERSTANDING, ACEA, JULY 1, 1993
28.9. Conversion Deadline
A decision to convert sick leave according to the policies stated shall be made
by March 31.
29. 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 two
(2) days of sick leave in the event of the death of an immediate family member. Such
leave shall be charged against the employee's accrued Sick Leave balance and shall
be considered in calculating his or her ability to convert the balance.
30. VACATION
30.1. 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, 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. 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.
30.2. Cash -In Policy
All employees shall be allowed to cash in one-half (1/2) of the annual vacation
accrual per year in lieu of carrying it over.
4@1
9 0
MEMORANDUM OF UNDERSTANDING, ACEA, JULY 1, 1993
30.3. 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
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MEMORANDUM OF UNDERSTANDING, ACEA, JULY 1, 1993
31. HOLIDAYS
31.1. 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
27
31.2. 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.
32. LAY OFF
The City agrees that in the event employees represented by the Association are laid
off from their employment, a minimum of forty-five (45) calendar days notice will be
given to each individual affected employee. Such notice shall be in writing and signed
by an appropriate management employee.
22
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MEMORANDUM OF UNDERSTANDING, ACEA, JULY 1, 1993
33. INDUSTRIAL LEAVE
A regular employee who is temporarily or permanently incapacitated as a result of
injury or illness determined to be compensable under the Workers' Compensation Act
shall be granted industrial leave under the following terms and conditions:
A. An employee granted industrial leave shall continue to be compensated
at his regular rate of pay in lieu of temporary disability payments.
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 six (6) 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 six (6) 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 six (6) month period. An employee
receiving long-term disability may be eligible to return to work on or
before six (6) 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 six-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.
23
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MEMORANDUM OF UNDERSTANDING, ACEA, JULY 1, 1993
E. Industrial leave shall expire when one of the following conditions occurs:
(1) Employee is able to return to work to his/her regular position.
(2) The day before the employee is retired or separated for disability.
The employee's "retirement date" shall be the first of the month
after all of the following occur and are determined by the Public
Employees' Retirement System:
(a) The employee's condition is determined to be
permanent or of an extended duration.
(b) The degree of disability precludes continued
employment by the employee in his/her present
position.
(3) After twenty-six (26) 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.)
34. LONG TERM DISABILITY INSURANCE
34.1. The CITY shall maintain in effect for the term of this agreement a long-
term disability plan covering EMPLOYEES set forth herein. Said plan
shall provide an employee with a maximum of two-thirds (2/3) of his/her
base salary. An employee may utilize his/her accrued sick leave,
vacation, and/or compensatory time to supplement the LTD payment so
as to receive 100% of his/her base salary.
34.2. Long term disability benefits shall not commence until thirty (30)
calendar days of employment.
10V
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MEMORANDUM OF UNDERSTANDING, ACEA, JULY 1, 1993
34.3. The City shall form a committee composed of one member of each
bargaining unit and members of the management staff to review
alternatives to the current LTD plan, including the plan benefits and the
costs of such benefits. In the event a new LTD plan is implemented, it
shall introduce "offset" from disability pay for sick leave pay but shall
not provide a lesser level of benefits than currently provided, and shall
be based on the following criteria. It may not be possible to meet all of
these criteria:.
34.3.1. Employees will be covered for long term disability benefits
through an Association sponsored LTD Plan;
34.3.2. The Plan should provide 66% of the employees monthly
salary;
34.3.3. There will be a 30 calendar day waiting period and a benefit
to age 65;
34.3.4. For the first 30 days of non -job related illness or injury, the
employee will use accrued sick leave, compensatory time
or vacation leave;
34.3.5. The employee will be allowed to use accrued sick leave in
conjunction with the long term disability plan to provide for
a full pay check;
34.3.6. At no time will an employee receive more than 100% of
their base pay;
34.3.7. Coverage in both of the City's sponsored UNUM plans will
cease;
34.3.8. The new disability plan will be at a rate substantially less
than the current City plan.
35. IMPLEMENTATION
This Memorandum of Understanding is subject to approval of the City Council of the
City of Azusa, and following such approval shall be implemented by appropriate
resolution(s) or ordinance(s) of the City Council.
25
0
0
MEMORANDUM OF UNDERSTANDING
AZUSA CITY EMPLOYEES ASSOCIATION
JULY 1, 1993
AZUSA CITY EMPLOYEES ASSOCIATION
BY
BY
m
CITY OF AZUSA
BY
BY
131
Oil
1 —a, c. — �Vf
W
DATE (- 2" - ,� `l
DATE /'/` 2 6'� j F
DATE
DATE 4 //>� K / %
DATE
1174
MEMORANDUM OF UNDERSTANDING
AZUSA CITY EMPLOYEES ASSOCIATION
JULY 1, 1993
EXHIBIT "A" -- 1993-1994
MONTHLY SALARY
*Due to rounding of figures, they may vary slightly from payroll computer figures, which are carried to 4 decimal places.
27
•
•
REGULAR
STEPS
SPECIAL LONGEVITY STEPS
Classification
Range
1
2
3
4
5
6
7
Accountant
4189
2831.23
2966.41
3108.36
3257.40
3413.90
3516.32
3584.60
Account Specialist 1
4150
1961.63
2053.33
2149.62
2250.73
2356.89
2427.60
2474.73
Account Specialist II
4164
2235.78
2341.19
2451.88
2568.10
2690.13
2770.83
2824.64
Account Specialist III
4174
2456.35
2572.80
2695.06
2823.44
2958.24
3046.99
3106.15
Administrative Secretary
4169
2343.32
2454.11
2570.45
2692.59
2820.85
2905.48
2961.89
Administrative Technician
4174
2456.35
2572.80
2695.06
2823.44
2958.24
3046.99
3106.15
Assistant City Planner
4190
2858.26
2994.80
3138.17
3288.70
3446.76
3550.16
3619.10
Associate City Planner
4201
3174.13
3326.46
3486.41
3654.35
3830.69
3945.61
4022.22
Building Inspector
4199
3114.10
3263.43
3420.22
3584.86
3757.73
3870.46
3945.62
Bus Driver
4158
2113.60
2212.90
2317.17
2426.65
2541.61
2617.86
2668.69
Community Improvement Inspect4168
2321.38
2431.08
2546.26
2667.20
2794.18
2878.01
2933.89
Computer Operator
4174
2456.35
2572.80
2695.06
2823.44
2958.24
3046.99
3106.15
Engineering Technician
4186
2751.71
2882.92
3020.69
3165.35
3317.24
3416.76
3483.10
Engineering Associate
4222
3882.14
4069.87
4266.99
4473.96
4691.29
4832.03
4925.85
Facilities Maintenance Supervisor4196
3026.26
3171.20
3323.38
3483.18
3650.96
3760.49
3833.51
Facilities Maintenance Worker 1
4153
2017.20
2111.69
2210.90
2315.07
2424.44
2497.17
2545.66
Facilities Maintenance Worker II
4163
2214.91
2319.28
2428.87
2543.93
2664.76
2744.70
2797.00
Junior Accountant
4179
2575.15
2697.53
2826.03
2960.96
3102.63
3195.71
3257.76
Librarian
4175
2479.64
2597.25
2720.74
2850.40
2986.54
3076.14
3135.87
Library Assistant 1
4130
1630.65
1705.80
1784.72
1867.58
1954.59
2013.23
2052.32
Library Assistant II
4140
1787.91
1870.93
1958.10
2049.63
2145.74
2210.11
2253.03
Library Assistant 111
4150
1961.63
2053.33
2149.62
2250.73
2356.89
2427.60
2474.73
Office Specialist 1
4133
1676.19
1753.63
1834.94
1920.31
2009.95
2070.25
2110.45
Office Specialist 11
4143
1838.22
1923.76
2013.57
2107.87
2206.89
2273.10
2317.23
Park Maintenance Crew Superv.
4184
2700.00
2828.63
2963.68
3105.49
3254.39
3352.02
3417.11
Park Maintenance Supervisor
4196
3026.26
3171.20
3323.38
3483.18
3650.96
3760.49
3833.51
Park Maintenance Worker 1
4153
2017.20
2111.69
2210.90
2315.07
2424.44
2497.17
2545.66
Park Maintenance Worker 11
4163
2214.91
2319.28
2428.87
2543.93
2664.76
2744.70
2798.00
*Due to rounding of figures, they may vary slightly from payroll computer figures, which are carried to 4 decimal places.
27
•
•
EXHIBIT "A" -- 1993-1994
'Due to rounding of figures, they may vary slightly from payroll computer figures, which are carried to 4 decimal places.
m
•
•
REGULAR
STEPS
SPECIAL LONGEVITY STEPS
Classification
Range
1
2
3
4
5
6
7
Park Maintenance Worker III
4174
2456.35
2572.80
2695.06
2823.44
2958.24
3046.99
3106.15
Personnel Assistant
4174
2456.35
2572.80
2695.06
2823.44
2958.24
3046.99
3106.15
Planning Technician
4165
2256.86
2363.33
2475.12
2592.50
2715.75
2797.22
2851.54
Purchasing Assistant
4174
2456.35
2572.80
2695.06
2823.44
2958.24
3046.99
3106.15
Recreation Supervisor
4200
3143.96
3294.78
3453.15
3619.43
3794.03
3907.85
3983.73
Secretary
4158
2113.60
2212.90
2317.17
2426.65
2541.61
2617.86
2668.69
Secretary To City Administrator
4179
2575.15
2697.53
2826.03
2960.96
3102.63
3195.71
3257.76
Senior Accountant
4211
3492.87
3661.14
3837.82
4023.34
4218.13
4344.67
4429.04
Senior Librarian
4185
2725.73
2855.64
2992.05
3135.27
3285.66
3384.23
3449.94
Senior Plans Examiner
4206
3329.53
3489.64
3657.74
3834.26
4019.59
4140.18
4220.57
Senior Tree Trimmer
4184
2700.00
2828.63
2963.68
3105.49
3254.39
3352.02
3417.11
Street Maint. Crew Supervisor
4184
2700.00
2828.63
2963.68
3105.49
3254.39
3352.02
3417.11
Street Maintenance Supervisor
4196
3026.26
3171.20
3323.38
3483.18
3650.96
3760.49
3833.51
Street Maintenance Worker 1
4153
2017.20
2111.69
2210.90
2315.07
2424.44
2497.17
2545.66
Street Maintenance Worker II
4163
2214.91
2319.28
2428.87
2543.93
2664.76
2744.70
2798.00
Street Maintenance Worker III
4174
2456.35
2572.80
2695.06
2823.44
2958.24
3046.99
3106.15
Street Sweeper Operator
4174
2456.35
2572.80
2695.06
2823.44
2958.24
3046.99
3106.15
Transportation Dispatcher
4163
2214.91
2319.28
2428.87
2543.93
2664.76
2744.70
2798.00
Transportation Supervisor
4168
2321.38
2431.08
2546.26
2667.20
2794.18
2878.01
2933.89
Tree Trimmer
4170
2365.48
2477.38
2594.87
2718.24
2847.78
2933.21
2990.17
'Due to rounding of figures, they may vary slightly from payroll computer figures, which are carried to 4 decimal places.
m
•
•
EXHIBIT "B" -- 1994-1995
MONTHLY SALARY
Classification
Range
1
2
3
4
5
6
7
Accountant
4189
2944.48
3085.07
3232.69
3387.70
3550.46
3656.97
3727.98
Account Specialist 1
4150
2040.10
2135.46
2235.60
2340.76
2451.17
2524.70
2573.72
Account Specialist II
4164
2325.21
2434.84
2549.96
2670.82
2797.74
2881.66
2937.63
Account Specialist III
4174
2554.60
2675.71
2802.86
2936.38
3076.57
3168.87
3230.40
Administrative Secretary
4169
2437.05
2552.27
2673.27
2800.29
2933.68
3021.70
3080.37
Administrative Technician
4174
2554.60
2675.71
2802.86
2936.38
3076.57
3168.87
3230.40
Assistant City Planner
4190
2972.59
3114.59
3263.70
3420.25
3584.63
3692.17
3763.86
Associate City Planner
4201
3301.10
3459.52
3625.87
3800.52
3983.92
4103.43
4183.11
•
Building Inspector
4199
3238.66
3393.97
3557.03
3728.25
3908.04
4025.28
4103.44
Bus Driver
4158
2198.14
2301.42
2409.86
2523.72
2643.27
2722.57
2775.44
Community Improvement Inspect4168
2414.24
2528.32
2648.11
2773.89
2905.95
2993.13
3051.25
Computer Operator
4174
2554.60
2675.71
2802.86
2936.38
3076.57
3168.87
3230.40
Engineering Technician
4186
2861.78
2998.24
3141.52
3291.96
3449.93
3553.43
3622.42
Engineering Associate
4222
4037.43
4232.66
4437.67
4652.92
4878.94
5024.31
5122.88
Facilities Maintenance Supervisor4196
3147.31
3298.05
3456.32
3622.51
3797.00
3910.91
3986.85
Facilities Maintenance Worker 1
4153
2097.89
2196.16
2299.34
2407.67
2521.42
2597.06
2647.49
Facilities Maintenance Worker II
4163
2303.51
2412.05
2526.02
2645.69
2771.35
2854.49
2909.92
Junior Accountant
4179
2678.16
2805.43
2939.07
3079.40
3226.74
3323.54
3388.07
Librarian
4175
2578.83
2701.14
2829.57
2964.42
3106.00
3199.19
3261.30
Library Assistant 1
4130
1695.88
1774.03
1856.11
1942.28
2032.77
2093.76
2134.41
Library Assistant II
4140
1859.43
1945.77
2036.42
2131.62
2231.57
2298.51
2343.15
Library Assistant 111
4150
2040.10
2135.46
2235.60
2340.76
2451.17
2524.70
2573.72
Office Specialist 1
4133
1743.24
1823.78
1908.34
1997.12
2090.35
2153.06
2194.87
Office Specialist II
4143
1911.75
2000.71
2094.11
2192.18
2295.17
2364.02
2409.92
•
Park Maintenance Crew Superv.
4184
2808.00
2941.78
3082.23
3229.71
3384.57
3486.10
3553.79
Park Maintenance Supervisor
4196
3147.31
3298.05
3456.32
3622.51
3797.00
3910.91
3986.85
Park Maintenance Worker 1
4153
2097.89
2196.16
2299.34
2407.67
2521.42
2597.06
2647.49
Park Maintenance Worker II
4163
2303.51
2412.05
2526.02
2645.69
2771.35
2854.49
2909.92
Park Maintenance Worker III
4174
2554.60
2675.71
2802.86
2936.38
3076.57
3168.87
3230.40
Personnel Assistant
4174
2554.60
2675.71
2802.86
2936.38
3076.57
3168.87
3230.40
Planning Technician
4165
2347.13
2457.86
2574.12
2696.20
2824.38
2909.11
2965.60
Purchasing Assistant
4174
2554.60
2675.71
2802.86
2936.38
3076.57
3168.87
3230.40
'Due to rounding of figures, they may vary slightly from payroll computer figures, which are carried to 4 decimal places
29
EXHIBIT "B" -- 1994-1995
*Due to rounding of figures, they may vary slightly from payroll computer figures, which are carried to 4 decimal places.
Ll
REGULAR
STEPS
SPECIAL LONGEVITY STEPS
Classification
Range
1
2
3
4
5
6
7
Recreation Supervisor
4200
3269.72
3426.57
3591.28
3764.21
3945.79
4064.16
4143.08
Secretary
4158
2198.14
2301.42
2409.86
2523.72
2643.27
2722.57
2775.44
Secretary To City Administrator
4179
2678.16
2805.43
2939.07
3079.40
3226.74
3323.54
3388.07
Senior Accountant
4211
3632.58
3807.59
3991.33
4184.27
4386.86
4518.46
4606.20
Senior Librarian
4185
2834.76
2969.87
3111.73
3260.68
3417.09
3519.60
3587.94
Senior Plans Examiner
4205
3429.74
3594.60
3767.70
3949.45
4140.30
4264.51
4347.31
Senior Tree Trimmer
4184
2808.00
2941.78
3082.23
3229.71
3384.57
3486.10
3553.79
Street Maint. Crew Supervisor
4184
2808.00
2941.78
3082.23
3229.71
3384.57
3486.10
3553.79
Street Maintenance Supervisor
4196
3147.31
3298.05
3456.32
3622.51
3797.00
3910.91
3986.85
Street Maintenance Worker 1
4153
2097.89
2196.16
2299.34
2407.67
2521.42
2597.06
2647.49
Street Maintenance Worker II
4163
2303.51
2412.05
2526.02
2645.69
2771.35
2854.49
2909.92 •
Street Maintenance Worker 111
4174
2554.60
2675.71
2802.86
2936.38
3076.57
3168.87
3230.40
Street Sweeper Operator
4174
2554.60
2675.71
2802.86
2936.38
3076.57
3168.87
3230.40
Transportation Dispatcher
4163
2303.51
2412.05
2526.02
2645.69
2771.35
2854.49
2909.92
Transportation Supervisor
4168
2414.24
2528.32
2648.11
2773.89
2905.95
2993.13
3051.25
Tree Trimmer
4170
2460.10
2576.48
2698.66
2826.97
2961.69
3050.54
3109.78
*Due to rounding of figures, they may vary slightly from payroll computer figures, which are carried to 4 decimal places.
Ll
EXHIBIT "C" -- 1995-1996
MONTHLY SALARY
*Due to rounding of figures, they may vary slightly from payroll computer figures, which are carried to 4 decimal places.
31
0
•
REGULAR STEPS
SPECIAL LONGEVITY STEPS
Classification
Range
1
2
3
4
5
6
7
Accountant
4189
3062.26
3208.47
3362.00
3523.21
3692.48
3803.25
3877.10
Account Specialist 1
4150
2121.70
2220.88
2325.02
2434.39
2549.22
2625.69
2676.67
Account Specialist II
4164
2418.22
2532.23
2651.96
2777.65
2909.65
2996.93
3055.14
Account Specialist III
4174
2656.78
2782.74
2914.97
3053.84
3199.63
3295.62
3359.62
Administrative Secretary
4169
2534.53
2654.36
2780.20
2912.30
3051.03
3142.57
3203.58
Administrative Technician
4174
2656.78
2782.74
2914.97
3053.84
3199.63
3295.62
3359.62
Assistant City Planner
4190
3091.49
3239.17
3394.25
3557.06
3728.02
3839.86
3914.41
Associate City Planner
4201
3433.14
3597.90
3770.90
3952.54
4143.28
4267.57
4350.43
Building Inspector
4199
3368.21
3529.73
3699.31
3877.38
4064.36
Q 4186.29
4267.58
Bus Driver
4158
2286.07
2393.48
2506.25
2624.67
2749.00
2831.47
2886.46
Community Improvement Inspect4168
2510.81
2629.45
2754.03
2884.85
3022.19
3112.86
3173.30
Computer Operator
4174
2656.78
2782.74
2914.97
3053.84
3199.63
3295.62
3359.62
Engineering Technician
4186
2976.25
3118.17
3267.18
3423.64
3587.93
3695.57
3767.32
Engineering Associate
4222
4198.93
4401.97
4615.18
4839.04
5074.10
5226.32
5327.80
Facilities Maintenance Supervisor4196
3273.20
3429.97
3594.57
3767.41
3948.88
4067.35
4146.32
Facilities Maintenance Worker 1
4153
2181.81
2284.01
2391.31
2503.98
2622.28
2700.94
2753.39
Facilities Maintenance Worker II
4163
2395.65
2508.53
2627.06
2751.52
2882.20
2968.67
3026.32
Junior Accountant
4179
2785.29
2917.65
3056.63
3202.58
3355.81
3456.48
3523.59
Librarian
4175
2681.98
2809.19
2942.75
3083.00
3230.24
3327.16
3391.75
Library Assistant 1
4130
1763.72
1844.99
1930.35
2019.97
2114.08
2177.51
2219.79
Library Assistant 11
4140
1933.81
2023.60
2117.88
2216.88
2320.83
2390.45
2436.88
Library Assistant III
4150
2121.70
2220.88
2325.02
2434.39
2549.22
2625.69
2676.67
Office Specialist 1
4133
1812.97
1896.73
1984.67
2077.00
2173.96
2239.18
2282.66
Office Specialist II
4143
1988.22
2080.74
2177.87
2279.87
2386.98
2458.58
2506.32
Park Maintenance Crew Superv.
4184
2920.32
3059.45
3205.52
3358.90
3519.95
3625.54
3695.94
Park Maintenance Supervisor
4196
3273.20
3429.97
3594.57
3767.41
3948.88
4067.35
4146.32
Park Maintenance Worker 1
4153
2181.81
2284.01
2391.31
2503.98
2622.28
2700.94
2753.39
Park Maintenance Worker II
4163
2395.65
2508.53
2627.06
2751.52
2882.20
2968.67
3026.32
Park Maintenance Worker III
4174
2656.78
2782.74
2914.97
3053.84
3199.63
3295.62
3359.62
Personnel Assistant
4174
2656.78
2782.74
2914.97
3053.84
3199.63
3295.62
3359.62
Planning Technician
4165
2441.02
2556.17
2677.08
2804.05
2937.36
3025.47
3084.22
Purchasing Assistant
4174
2656.78
2782.74
2914.97
3053.84
3199.63
3295.62
3359.62
*Due to rounding of figures, they may vary slightly from payroll computer figures, which are carried to 4 decimal places.
31
0
•
EXHIBIT "C" -- 1995-1996
*Due to rounding of figures, they may vary slightly from payroll computer figures, which are carried to 4 decimal places.
is
32
REGULAR
STEPS
SPECIAL LONGEVITY STEPS
Classification
Range
1
2
3
4
5
6
7
Recreation Supervisor
4200
3400.51
3563.63
3734.93
3914.78
4103.62
4226.73
4308.80
Secretary
4158
2286.07
2393.48
2506.25
2624.67
2749.00
2831.47
2886.46
Secretary To City Administrator
4179
2785.29
2917.65
3056.63
3202.58
3355.81
3456.48
3523.59
Senior Accountant
4211
3777.88
3959.89
4150.98
4351.64
4562.33
4699.20
4790.45
Senior Librarian
4185
2948.15
3088.66
3236.20
3391.11
3553.77
3660.38
3731.46
Senior Plans Examiner
4205
3566.93
3738.38
3918.41
4107.43
4305.91
4435.09
4521.20
Senior Tree Trimmer
4184
2920.32
3059.45
3205.52
3358.90
3519.95
3625.54
3695.94
Street Maint. Crew Supervisor
4184
2920.32
3059.45
3205.52
3358.90
3519.95
3625.54
3695.94
Street Maintenance Supervisor
4196
3273.20
3429.97
3594.57
3767.41
3948.88
4067.35
4146.32
Street Maintenance Worker 1
4153
2181.81
2284.01
2391.31
2503.98
2622.28
2700.94
2753.39
Street Maintenance Worker 11
4163
2395.65
2508.53
2627.06
2751.52
2882.20
2968.67
3026.32 •
Street Maintenance Worker III
4174
2656.78
2782.74
2914.97
3053.84
3199.63
3295.62
3359.62
Street Sweeper Operator
4174
2656.78
2782.74
2914.97
3053.84
3199.63
3295.62
3359.62
Transportation Dispatcher
4163
2395.65
2508.53
2627.06
2751.52
2882.20
2968.67
3026.32
Transportation Supervisor
4168
2510.81
2629.45
2754.03
2884.85
3022.19
3112.86
3173.30
Tree Trimmer
4170
2558.50
2679.54
2806.61
2940.05
3080.16
3172.56
3234.17
*Due to rounding of figures, they may vary slightly from payroll computer figures, which are carried to 4 decimal places.
is
32
INDEX
Accrual 11, 18-21
Accrual and Use 18
Advance Sick Leave 18
Amount of Monthly Benefit 7
Anti -Discrimination 4
Appropriate Rate of Pay for Callback 10
Before 5 a.m. 12
BEREAVEMENT LEAVE 20
Beyond Regular Shift 12
Bilingual Pay 2
CALLBACK 8, 10
CAR ALLOWANCE 9
Cash -In Policy 20
CITY RIGHTS 4, 6
COMPUTER LOAN PROGRAM 16
Conformance with Rules 6
Conversion Deadline 20
Conversion to Cash upon Retirement or Separation 19
Courses may be eligible if they: 14
DAMAGE TO PERSONAL EFFECTS 12
Definition 6
Designated Holidays 22
Eligibility 7, 8, 13, 16
EMPLOYEE ASSISTANCE PLAN 8
EQUIPMENT ALLOWANCE 9
FLEXIBLE BENEFIT PLAN 6, 7
Floating Holidays 22
HEALTH INSURANCE DURING RETIREMENT 8
HOLIDAYS 7, 22
IMPLEMENTATION 1, 2, 25
INDUSTRIAL LEAVE 23, 24
LAY OFF 22
LICENSE RENEWAL 17
LIFE INSURANCE 8
LONG TERM DISABILITY INSURANCE 24
Longevity Premium 11
MAINTENANCE OF EXISTING BENEFITS 6
Management Rights 4, 6
Meet and Confer 6
NON-DISCRIMINATION 3
Objective 13
One -Fourth Conversion 19
One -Third Conversion 19
Outside of Regular Shift 12
OVERTIME MEAL POLICY 12
OVERTIME/COMPENSATORY TIME 11
Paint Crew 11
PREMIUM PAY 11
Protection of Rights 3
Reasons for Use of Sick Leave 17
Reimbursement 12-15
REOPENER 2
Required Usage and Carryover 20
Restrictions on Sick Leave 18
RETIREMENT 3, 8, 19, 23, 24
SALARY 1-3, 6, 8, 11, 24, 25, 27, 29, 31
SAVINGS CLAUSE 2
SEPARABILITY 6
SICK LEAVE 3, 11, 17-20, 23-25
Sick Leave During Vacation 18
STANDBY 8,9
TERM OF MEMORANDUM OF UNDERSTANDING 1
Termination 8, 15
Timekeeping Interval 10; 11
TOTAL COMPENSATION 3
TUITION REIMBURSEMENT 13
UNIFORM ALLOWANCE 9
VACATION 18-21, 23-25
Workday 10, 11, 22
Workweek 10
WORKWEEK AND TIMEKEEPING INTERVAL 10