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Resolution No. 00-C144
1 • • WARRANT REGISTER#9 FISCAL YEAR 2000-01 WARRANTS 11/16/00 THRU 11/29/00 RESOLUTION NO. 0 0—C 14 4 COUNCIL MEETING OF 12-04-00 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF AZUSA ALLOWING CERTAIN CLAIMS AND DEMANDS AND SPECIFYING THE FUNDS OUT OF WHICH THE SAME ARE TO BE PAID THE CITY COUNCIL OF THE CITY OF AZUSA does resolve as follows: SECTION 1. That the following claims and demands have been audited as required by law and that the same are hereby allowed in the amounts and ordered paid out of the respective Funds as hereinafter set forth: 00 Pooled Cash $ 452,894.38 10 General Fund 422,042.56 15 Transportation/Proposition A Fund 3,075.95 17 Transportation/Proposition C Fund 14,775.57 18 Community Development Block Grant Fund 20,429.16 19 Dwelling Tax Fund (Quimby Act) 0.00 21 Senior Nutrition Fund 1,389.27 22 Capital Projects Fund 86,370.26 25 Headstart Fund 20,355.92 26 Supplemental Law Enforcement Fund 0.00 27 Air Quality Improvement Fund 5,840.25 28 State Grants & Seizures 5,452.06 29 Fire Safety Fund 175,138.00 31 Consumer Services Fund 51,255.90 32 Water Fund 74,581.97 33 Light Fund 741,111.99 34 Sewer Fund 4,452.63 35 Azusa Valley Water Fund 110,836.21 42 Self Insurance Fund 12,223.47 43 Central Services Fund 62,232.93 50 Special Deposits Fund 14,706.98 Total $ 2,279,165.46 V1W/.pAM.W1O 0 • SECTION 2. That the City Clerk shall certify to the adoption of this resolution and shall deliver a certified copy thereof to the City Treasurer and shall retain a certified copy thereof in his own records. ADOPTED A ROVED this 4th ay of December 2000. A I hereby certify that the foregoing resolution was duly adopted by the City Council of the City of Azusa at a regular meeting thereof held on the 4th day of De .amh r 2000 by the following vote of the Council: AYES: COUNCILMEMBERS: HARDISON, STANFORD, ROCHA, BEEBE, MADRID NOES: COUNCILMEMBERS: NONE ABSENT: COUNCILMEMBERS: NONE Q� ASSISTANT CITYCLERK WARRANTS# NONE PRE-DATED WARRANTS# NONE SPOILED DOCUMENTS WARRANTS# 25576 - 26047 COMPUTER-WRITTEN WIRES 99552 - 99559 wWnunnn vm 0 0 HN IIMryHNMHON01N OlOrO omm rM o0o min�mmmmmmmmmm�Inm O 11 Il . . .OI IDHOHOrMCNO. 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'd'0 'O•d rl C1 n-.1 ro oo -.I-H ro o -H-H ro -H-H it 4) I1 roll prop,,(d it IT; It ll proa ro it miiaH ]aFaH � F LM II H H J1H a a �o Ov ii �S Nx II W L" �O sit &2 R u > zHn W a aii QQ �J N II H I I E ONl II Nm II m I I H G I I U IIO o N n aS I H II I q� II II W I I q C0 II a •• n U 00 II xI KII I u u II II a �n m h II m n O o ii m m � a u Ina V In � N II 00 O N II mw ul as O � II rl` r vv O O O O o Po a mm a \FJ a I mm M oI u II m 5 ii E O roN a 11 En U) 3 F N U N�O II a> ii q o m a > W H II N N O a U m a II 77 C7 I RESOLUTION N0. 00-C143 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF AZUSA APPROVING THEM EMORANDUM OF UNDERSTANDING BETWEEN THE CITY AND THE AZUSA LABORERS INTERNATIONAL UNION OF NORTH AMERICA, LOCAL,1082 EFFECTIVE AUGUST 1, 2000, THROUGH JULY 31, 2004 WHEREAS, the City Council acknowledges the Laborers International Union of North America,Local,1082 as the recognized employee organization representing those personnel occupying the positions identified in the attached Memorandum of Understanding between the City and the Laborers International Union of North America, Local,1082, and WHEREAS, the representatives of management and representatives of Laborers International Union of North America, Local,1082 have met on numerous occasions during the last 6 months and have discussed the Issues between them and have bargained in good faith, and WHEREAS, management and Laborers International Union of North America, Local,1082, have come to an agreement with regard to every issue, and WHEREAS,the Memorandum of Understanding between the City of Azusa and the Laborers International Union of North America, Local,1082 covering the period of August 1, 2000 through July 31, 2004, is attached. NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Azusa does hereby approve the Memorandum of Understanding attached hereto and does direct the representatives of management to affix their signatures thereon. The ity Clerk shall certify passage of this Resolution. VED AND PAS D is 4th day of December, 2000. MAYOR I 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 4`h day of December, 2000. AYES: COUNCILMEMBERS: HARDISON, STANFORD:, ROCHA, BEEBE, MADRID NOES: COUNCILMEMBERS: NONE ABSENT: COUNCILMEMBERS: NONE Assistant i 3 i ifTO NO; i. i3Al : s S - TV a s i:� ; XIA v`$ k, 1 I it S;' ' �dRt � � AUL ck� r x Am '.�il'A ung er .k MW {� MREMORANDUM 'OF UNDERSTANDINGO §. ¢� y BETWEEN 0 two, : THE CITTY ,ON AZVSA E �� IZI f -01 AND THE ABORERS, INTERNATIONALm`UNIONOF s s z5a -1 v rWO �� l- N O R�T�H � � `AMERICA, LOCAL 1tr082�� p E , Eti � Rol TI�VE 8 1 2000 thiru�7 31 2004�� 11 4jji t NiT^ Y .x' h its �` t �y d4 � 'rq�.S,iS�' i'�".y5i�"l , Vii. L�"'N"''�4? � —•�'. 3. ' x i £ s q QQa jn r 3 Won 11 AV ` K ... Y -.� r.. . ._ ..,..x .U.. p . • TABLE OF CONTENTS • 1. TERM OF MEMORANDUM OF UNDERSTANDING . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2 2. IMPLEMENTATION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2 3. SAVINGS CLAUSE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2 4. TOTAL COMPENSATION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2 5. NON-DISCRIMINATION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3 6. DUES DEDUCTIONS& MAINTENANCE OF MEMBERSHIP . . . . . . . . . . . . . . . . . . . . . . . . . . . . . I . . . . . . . . 3 7. CITY RIGHTS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3 8. SEPARABILITY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5 9. MAINTENANCE OF EXISTING BENEFITS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5 10. WORKWEEK AND TIMEKEEPING INTERVAL . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5 11. SALARY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6 12. ADDITIONAL COMPENSATION/PREMIUM PAY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6 12.1. Acting Pay . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6 12.2. Bilingual Pay . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7 12.3. Callback . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7 12.4. Deferred Compensation (Employer Paid) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8 12.5. Equipment Allowance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . ... . . . . . . . . . . . . . . . 8 12.6. Longevity Premium . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8 12.7. Overtime/Compensatory Time . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8 12.7.1 Overtime Meal Policy . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9 12.8. Night Shift Differential . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9 12.9. Paint Crew . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9 12.10. Standby . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9 12.11. Uniform Allowance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10 12.12. Weekend Assignment . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10 13. COMPUTER LOAN PROGRAM . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10 14. DAMAGE TO PERSONAL EFFECTS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10 15. EMPLOYEE ASSISTANCE PLAN . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11 16. FLEXIBLE BENEFIT PLAN . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11 17.LEAVE TYPES . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12 17.1. Bereavement Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12 17.2. Holidays . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12 17.3. Industrial Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13 17.4. Sick Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14 17.5. Vacation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16 18. LICENSE RENEWAL . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16 19. LIFE INSURANCE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16 20. LONG TERM DISABILITY INSURANCE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17 21. RETIREMENT . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17 22. TUITION REIMBURSEMENT . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18 23. FLEXIBLE STAFFING POSITIONS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20 24. POLICIES . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20 25. LAY OFF . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20 OEMORANDUM OF UNDERSTANDING • BETWEEN THE CITY OF AZUSA AND THE LABORERS INTERNATIONAL UNION OF NORTH AMERICA, LOCAL 1082 AUGUST 1, 2000 THROUGH JULY 31, 2004 This Memorandum of Understanding is entered into with reference to the following facts: (1) the Laborers International Union of North America, Local 1082 (hereinafter referred to as Union) is the recognized employee organization representing those personnel (hereinafter referred to as "employees") employed bythe various departments of the City of Azusa(hereinafter referred to as"City"),and occupying the classifications as listed in Exhibit"A," attached hereto; (2) in the interest of maintaining harmonious relations between the City and those employees represented by the Union, authorized representatives of the City and the Union 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 Union 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 Union 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 August 1, 2000, and shall continue in full force and effect until July 31, 2004. 2. IMPLEMENTATION This MOU 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. 3. 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. 4. TOTAL COMPENSATION As a matter of philosophy,the Union 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 Union 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. 2 0 0 LABORERS INTERNATIONAL UNION OF NORTH AMERICA, LOCAL 1082 5. NON-DISCRIMINATION 5.1. Protection of Rights The parties mutually recognize and agree to protect the rights of all employees hereby to join and/or participate in protected Union activities or to refrain from joining or participating in protected activities in accordance with Government Code Section 3500, et seg. 5.2. Anti-Discrimination The City and the Union 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 Union 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. 6. DUES DEDUCTIONS & MAINTENANCE OF MEMBERSHIP 6.1 The City shall deduct for dues and Union benefits on a regular basis from the pay of all employees in the classifications and positions recognized to be represented by the Union who voluntarily authorizes such deduction, in writing, on a mutually agreed-upon form to be provided for this purpose. The City shall remit such funds to the Union within thirty days following their deduction. 6.1.1 Indemnification The Union agrees to hold the City harmless and indemnify the City against claims, causes of action or lawsuits arising out of the deductions or transmittal of such funds to the Union,except for the intentional failure of the City to transmit to the Union monies deducted from the employees pursuant to this Article. 6.2. Maintenance of Membership 6.2.1 All unit members who, on August 1, 2000, or thereafter are members of the Union in good standing,shall maintain membership in the Union for the term of this MOU,except as otherwise provided below. 6.2.2 The Union hereby agrees to hold harmless the City of Azusa and its officers and employees from any claim loss or liability or cause of action of any nature whatsoever arising out of the implementation of this article. 6.2.3 Every employee who is a member of the Union shall have the right to withdraw from membership between June 1 and June 15 of each year. 7. CITY RIGHTS 7.1. 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: 3 • LABORERS INTERNATIONAL UNION OF NORTH AMERICA, LOCAL 1082 7.1.1 To manage the City generally and to determine the issues of policy. 7.1.2 To determine the existence or nonexistence of facts which are the basis of the Management decision. 7.1.3 To determine the necessity and organization of any service or activity conducted by the City and expand or diminish services. 7.1.4 To determine the nature, manner, means and technology, and extent of services to be provided to the public. 7.1.5 To determine methods of financing. 7.1.6 To determine types of equipment or technology to be used. 7.1.7 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. 7.1.8 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; provided, however: 7.1.8.1 City will bargain about effects of any decision to contract out work historically performed by unit members. 7.1.8.2 Except in the case of a bona fide emergency, City will provide a minimum 90- day advance notice on any proposed contracting out of work historically performed by unit members and will commence meeting and conferring over the effects within ten days of said notice. 7.1.8.3 If a proposed contractor pays less than the economic value of City employees wages and economic benefits, the City will notify the Union and, at a time when such discussions would be meaningful, informally discuss alternatives to contracting out with the Union. The parties agree to conduct discussions in good faith, but acknowledge that this is not bargaining (meet and confer). 7.1.9 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. 7.1.10 To relieve employees from duties for lack of funds or lack of work or similar non- disciplinary reasons. 7.1.11 To establish and modify productivity and performance programs and standards. 7.1.12 To discharge, suspend, demote or otherwise discipline employees for proper cause. 7.1.13 To determine job classification and to reclassify employees. 7.1.14 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. 4 0 0 LABORERS INTERNATIONAL UNION OF NORTH AMERICA, LOCAL 1082 7.1.15 To determine policies, procedures and standards for selection,training and promotion of employees. 7.1.16 To establish employee performance standards including,but not limited to,quality and quantity standards and to require compliance therewith. 7.1.17 To maintain order and efficiency in its facilities and operation. 7.1.18 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. 7.1.19 To take any and all necessary action to carry out the mission of the City in emergencies. 7.2. Conformance with Rules The City shall have the right to exercise the rights provided in sections 7.1.9 through 7.1.16 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. 7.3. 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 Union 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 Union 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. 8. 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. 9. 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. 10. WORKWEEK AND TIMEKEEPING INTERVAL 10.1. Workweek The regular workweek for all employees covered by this Memorandum of Understanding 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)consecutive days a week and ten(10)hours per day. Within certain departments there exists a compelling need for certain employees to work a five (5) day forty (40) hour week. Upon a clear showing of need and with the affected employees consent,the department head may schedule employees accordingly. Daily hours of work or shifts 5 0 0 LABORERS INTERNATIONAL UNION OF NORTH AMERICA, LOCAL 1082 for employees within departments shall be assigned by the department head, as required to meet the needs of the department. 10.1.1 Notwithstanding 10.1, the City may maintain a five, eight-hour days per week schedule for employees currently assigned to such a schedule. Further, the City may assign a five, eight- hour per week schedule to employees preferring to work such a schedule. 10.1.2 During the first year of the agreement, the parties agree to discuss additional work week alternatives that will enable the City to provide services on an expanded basis to best meet the public's needs 10.2. Workday Except as provided in 10.1.1 and 10.1.2,the workday will consist of ten and one half(10Y2)hours with one-half (Y2) hour for lunch and 40 minutes of breaks to be scheduled in light of the departmental policy. The City reserves the right to determine the beginning and ending times of the workday. 10.3. 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 (6) minutes or more shall be rounded up. 11. SALARY The current base monthly salaries of employees in the unit covered by this MOU are set forth in "Exhibit A." 11.1 Cost of Living Increases 11.1.1 Effective July 1,2001,each employee shall receive a cost of living increase in the base monthly salary based on the March to March change in the Consumer Price index(as measured by the Los Angeles- Riverside-Orange County CA, CPI-U, All items)to a maximum of 4%. 11.1.2 Effective July 1, 2002, each employee shall receive a cost of living increase in the base monthly salary based on the March to March change in the Consumer Price index(as measured by the Los Angeles - Riverside-Orange County CA, CPI-U, All items)to a maximum of 5%. 11.1.3 Effective July 1, 2003, each employee shall receive a cost of living increase in the base monthly salary based on the March to March change in the Consumer Price index(as measured by the Los Angeles - Riverside-Orange County CA, CPI-U, All items) to a maximum of 6%. 11.2. Automatic Payroll Deposit The Citywill continue to offerAutomatic Payroll Deposit in cooperation with any bank that utilizes the Automated Clearing House service. 12. ADDITIONAL COMPENSATION/PREMIUM PAY 12.1. Acting Pay An employee who is temporarily assigned with prior approval of the department head the duties of a position in a higher class for a period of more than 40 consecutive working hours shall be paid at the lowest range for 6 LABORERS INTERNATIONAL UNION OF NORTH AMERICA, LOCAL 1082 the higher level class which provides at least a 5% increase but which does not exceed the top step of the range for the higher class. An employee who meets the forty hour requirement shall be paid at the higher rate from the first day of the temporary assignment. An employee shall not continue acting in a temporary assignment for more than 90 working days in any fiscal year. An employee otherwise eligible for acting pay shall not be eligible during scheduled periods of Vacation Leave or when on Sick Leave. The City shall not repeatedly assign employees to a position in a higher class for periods less than 40 consecutive working hours in a manner which,as a practical matter, precludes employees from being paid at a higher rate. Moreover, the City affirms that it shall not use the repeated scheduling of employees to work in a position in a higher class for less than 40 consecutive working hours principally as a cost-saving measure. 12.2. Bilingual Pay The City shall pay an additional $100 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$100 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 Union. Employees may apply for bilingual pay at any time;however, examinations shall be conducted semi-annually. 12.3. 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. 12.3.1 Appropriate Rate of Pay for Callback The rate of pay for the first Callback during a twenty-four(24) hour period (defined for this section only as 4:00 p.m.to 4:00 p.m.the next calendar day)shall be at one and one-half(1 Y2)times the normal rate of pay,except between 12 midnight and 5 a.m.,when the first call shall be compensated at double-time (2) rate. All other Call backs during the same twenty-four (24) hour period as defined above shall be compensated at the double-time (2) rate. Call backs may be entered as overtime or as compensatory time off within applicable limits. In the event that an employee is summoned to work before four o'clock ( 4 a.m.) in the morning he or she shall be compensated at two (2) times the normal rate of pay until either he or she has a six hour rest period. In the event that an employee is summoned to work between 4 a.m. and 5 a.m. and is required to continue to work, he or she shall be compensated one and one-half(1 1/2)times the regular rate of pay for all work performed after 5 a.m. until he or she has a six (6) hour rest period. 7 0 0 LABORERS INTERNATIONAL UNION OF NORTH AMERICA, LOCAL 1082 All hours worked in excess of twelve(12)consecutive hours shall be compensated at two(2)times the normal rate until the employee has a six (6)-hour break. 12.4. Deferred Compensation (Employer Paid) The City shall provide $45 per month in deferred compensation to each employee. The employee may opt, once annually on January 1, as to the investment option to be credited. 12.5. Equipment Allowance The City agrees to provide a personal equipment allowance of one hundred eight-five dollars ($185) per authorized employee in the classifications listed below for up to two(2)pairs of safety shoes/boots or garments per year as required by the department head. Those members of the bargaining unit who are employed less than the fiscal year shall have their boot allowance prorated: Facilities Maintenance Supervisor Facilities Maintenance Worker I Facilities Maintenance Worker II Facilities Maintenance Worker III Street Maintenance Crew Supervisor Street Maintenance Supervisor Street Maintenance Worker I Street Maintenance Worker II Street Maintenance Worker III 12.6. Longevity Premium The monthly longevity pay for employees shall be in accordance with the following schedule. 10 yrs=$85 15 yrs=$175 20 yrs=$250 Notwithstanding the foregoing,employees currently receiving a higher dollar amount of longevity pay than the amount provided for above shall continue to receive the higher dollar amount until eligible for an increase based on the schedule set forth above. 12.7. 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. Subject to section 10.3, when an employee works less than fifteen minutes per day of overtime, the employee shall not receive compensatory time for such overtime. In order to be entitled to any compensation for overtime hours worked, such overtime work must have been authorized by the department head or the City Manager. Accumulated compensatory time not taken off in the pay period in which it was earned,may be carried over to a maximum of one hundred sixty(160)hours(106.66 hours worked at time-and-one-half would equal 160 hours). 8 0 0 LABORERS INTERNATIONAL UNION OF NORTH AMERICA, LOCAL 1082 12.7.1 Overtime Meal Policy 12.7.1.1. 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. 12.7.1.2. 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. 12.7.1.3. 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, he or she shall be provided with a meal and time to eat the meal no less frequently than every four(4) hours ora meal reimbursement of nine dollars($9)for each such four(4) hour period. 12.8. Night Shift Differential An employee whose regular shift commences between the hours of 9 p.m. and 2 a.m. shall receive an additional $1 per hour for hours worked on that shift 12.8. 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. 12.10. Standby 12.10.1. Definition An employee shall receive Standby Pay when he or she is required to be available for work for twenty- four(24) hours a day on seven (7) consecutive days. 12.10.2. Standby Pay The City agrees to pay time and one-half (11/2) for Standby time with a minimum of two (2) hours per day, which will result in three (3) hours of regular pay. The hours shall be entered on time sheets as Premium Standby. 12.10.3, Qualifications The Department Head shall determine which employees are qualified for Standby assignment. If an Employee cannot serve on Standby due to insufficient practical knowledge,the Department Head shall make an alternate assignment. 9 0 0 LABORERS INTERNATIONAL UNION OF NORTH AMERICA, LOCAL 1082 Standby assignment shall apply to those employees whose domicile is close enough to Azusa to permit them to respond to a call out in one-half (Y2) hour or less. Employees shall serve on a rotating basis. 12.10.4. Vehicle Assignment The City agrees to provide a City vehicle to each employee on Standby. The assigned Standbyvehicle shall not be used for personal business. 12.11. Uniform Allowance Unit employees that are permanently assigned to work in departments wherein employees typically receive a uniform allowance shall receive a uniform allowance commensurate with that of their respective work groups. 12.12. Weekend Assignment Within certain departments there may exist a need for certain employees to work a scheduled four (4) consecutive day forty (40) hour workweek which includes Saturday and/or Sunday. Any employees so assigned shall receive an additional One Dollar($1.00)per hour for those hours worked on Saturday or Sunday or both if included within their forty(40) hour work week. This additional pay constitutes premium pay,and is not to be considered as part of the employee's base salary. 13. COMPUTER LOAN PROGRAM 13.1. 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. 13.2. The equipment configuration shall be appropriate to the employee's position and career with the City. 13.3. 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 approvalrp for to purchase. 13.4. 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, the employee must certify that he/she already owns the remaining components required to constitute a computer system. 13.5. 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. 14. DAMAGE TO PERSONAL EFFECTS If,in the course of business,personal clothing or effects of employees who are regularly assigned to work in an office is accidentally damaged or destroyed, the employee may submit a claim for reimbursement up to one hundred dollars ($100)to the department head or his/her designee. The committee shall have the authority to investigate the claim and recommend to the City Manager, or his/her designee, to pay the full amount of the claim, deny the claim, or apportion the claim based on normal wear and tear of the item and/or the extent of the employee's negligence in following proper safety procedures. It is expressly understood that stockings and socks are exempt from this procedure. It is further expressly understood that prescription eye glasses or contact lenses and hearing aid devices are exempt from the one hundred dollar ($100) limit. 10 0 0 LABORERS INTERNATIONAL UNION OF NORTH AMERICA, LOCAL 1082 15. EMPLOYEE ASSISTANCE PLAN The City will continue to maintain the Employee Assistance Plan. 16. FLEXIBLE BENEFIT PLAN 16.1. Definition Effective August 1, 1993,the City's existing Cafeteria Benefit Plan(CBP)was converted to an IRS Section 125 Flexible Benefit Plan (FBP) administered by either the City or its designee. 16.2. Amount of Monthly Benefit Effective January 1, 2001, the City will maintain the Flexible Benefit Plan at seven hundred thirty-one ($731) 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. 16.2.1. Increases 16.2.1.1 Effective January 1, 2002, the City will increase the Flexible Plan contribution in an amount equal to the average percentage increase for the basic plan premium for Health Maintenance Organizations(HMOs)under the CalPERS insurance program, not to exceed 8 percent. 16.2.1.2 Effective January 1, 2003, the City will increase the Flexible Plan contribution in an amount equal to the average percentage increase for the basic plan premium for Health Maintenance Organizations(HMOs) under the CaIPERS insurance program, not to exceed 8 percent. 16.2.1.3 Effective January 1, 2004, the City will increase the Flexible Plan contribution in an amount equal to the average percentage increase for the basic plan premium for Health Maintenance Organizations(HMOs)under the CalPERS insurance program, not to exceed 8 percent. 16.3. 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. 16.4. 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 Union wishes to continue his/her qualified benefits, advance payment for such qualified benefits will be deducted from the employee's final pay. 11 0 0 LABORERS INTERNATIONAL UNION OF NORTH AMERICA, LOCAL 1082 17. LEAVE TYPES 17.1. 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 foco parentis may also be considered under certain circumstances. Such leave shall not be charged against the employee's Sick Leave or Vacation Leave. 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. Bereavement Leave for close personal relationships other than listed relationships may be approved by Department Head and Director of Human Resources. 17.2. Holidays 17.2.1. 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 2000- 2001- 2002- 2003- 2004- 2001 2002 2003 2004 2005 Independence Day July 4 4 7* 5* Labor Day Sept 4* 3* 2* 1* Columbus Day Oct 9* 8' 14* 13* Veteran's Day Nov 13* 12' 11* 11 Thanksgiving Day Nov 23 22 28 27 Christmas Day Dec 25* 25 25 25 New Year's Day Jan 1. 1 1 1 Martin Luther King Day Jan 15* 21* 20* 19 President's Day Feb 1918* 17* 16 Memorial Day May 28* 27* 26* 31 = Monday 17.2.2. Floating Holidays The City and the Union 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. 12 LABORERS INTERNATIONAL UNION OF NORTH AMERICA, LOCAL 1082 17.3. 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: 17.3.1 An employee granted industrial leave shall continue to be compensated at the employee's regular rate of pay in lieu of temporary disability payments. 17.3.2 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 Section 17.3.1. above. 17.3.3 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 six (6) months. Supporting medical documentation must accompany such requests for leave and be submitted thirty (30) days prior to expiration date. 17.3.4 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 Leave and Sick Leave shall accrue, and the City shall continue to pay benefits under the City's Flexible Benefit Plan and CalPERS 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. 17.3.5 Except as provided in 17.3.1. above, no employee shall have accrued Sick Leave deducted while on industrial leave. Vacation Leave and Sick Leave shall accrue for an employee on industrial leave. 17.3.6 Industrial leave shall expire when one of the following conditions occurs: 17.3.6.1 Employee is able to return to work to his/her regular position. 17.3.6.2 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: 17.3.6.2.1 The employee's condition is determined to be permanent or of an extended duration. 17.3.6.2.2 The degree of disability precludes continued employment by the employee in his/her present position. 17.3.6.3 After twenty-six (26) weeks of industrial disability payments. 17.3.7 Physicians maybe assigned in compliance with the Health and Safety Code and the Workers' Compensation Laws of the State of California (Ref.: Section 4600 - Labor Code.) 13 0 0 LABORERS INTERNATIONAL UNION OF NORTH AMERICA, LOCAL 1082 17.4. Sick Leave Sick Leave shall not be construed as a right which an employee may use at his or her discretion, but shall be allowed only in case of necessity or actual sickness or disability. Sick Leave must be exhausted before compensatory time off or Vacation Leave may be used for Sick Leave reasons. A yearly evaluation period for the use of Sick Leave was established beginning on the first payday on or after January. 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. 17.4.1. Reasons for Use of Sick Leave Sick Leave shall be granted for the following reasons: 17.4.1.1 Personal illness or physical incapacity. 17.4.1.2 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. 17.4.1.3 Enforced quarantine of the employee in accordance with Health Department regulations. 17.4.1.4 Medical, dental, and optical appointments. 17.4.1.5 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. Employees must provide advance notice for Personal Business Leave whenever possible. Personal Business Leave shall be approved or disapproved by the department head in accordance with this section. Departments are to use the earning code PB for this purpose. Personal Business Leave shall be debited against the employee's Sick Leave balance but Sick Leave taken as Personal Business Leave shall not be taken into consideration for the purposesofthe Sick Leave cash-In program or with regard to employee performance evaluations. 17.4.2. Restrictions on Sick Leave 17.4.2.1 Disability arising from any sickness or injury purposely self-inflicted. 17.4.22 Sickness or disability sustained while on leave of absence, other than regular Vacation Leave. 17.4.2.3 Disability or illness arising from compensated employment other than with the City. 17.4.2.4 Sick Leave use under Section 17.1.2.shall be limited to twelve days per year;except that up to twelve weeks per year (running concurrently with Family Medical/CFRA Leave) may be approved by the department head when treatment of a relative covered under Section 17.1.2 has an illness, injury, or condition, which may be expected to be of long duration, has no reasonably date of termination and requires continuous or intermittent care by the employee. 14 LABORERS INTERNATIONAL UNION OF NORTH AMERICA, LOCAL 1082 17.4.3. 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 betaken in units of less than one-half hour. 17.4.4. Probationary Employee Sick Leave Usage 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. 17.4.5. 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. 17.4.6. One-Fourth Conversion If the employee has used more than three,but not more than six, days of Sick Leave,not including time spent on personal business or bereavement, he or she will have the following options: 17.4.6.1 Carry over the accrual and add it to his or her Sick Leave balance. 17.4.6.2 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. 17.4.7. One-Third Conversion If the employee has used no more than three days of Sick Leave, not including time spent on personal business or bereavement, he or she will have the following options: 17.4.7.1 Carry over the accrual and add it to his or her Sick Leave balance. 17.4.7.2 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. 17.4.8. 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. 17.4.9. Conversion to Service Credit Upon Retirement Pursuant to the terms of the City's contract, as amended, with the Public Employees' Retirement System, upon voluntary retirement the employee may convert 100%of his or her accrued Sick Leave 15 0 0 LABORERS INTERNATIONAL UNION OF NORTH AMERICA, LOCAL 1082 balance,less any amount converted to cash under the provisions of Section 17.4.8 to retirement service credit. 17.4.10. Conversion Deadline A decision to convert Sick Leave according to the policies stated shall be made by March 31 each calendar year. 17.5. Vacation 17.5.1. 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(Yz)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. Vacation accrual in excess of the aforementioned maximum shall be paid off in four equal annual payments during the term of the MOU; and future accrual which exceeds the aforementioned maximum, shall be paid to the employee as it is accrued. In special cases where it has not been possible,due to workload 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. The employee may direct the payoff amount to his or her deferred compensation plan within applicable legal limits. 17.5.2. Cash-In Policy With the approval of the Department Head or City Manager,an employee may convert into pay accrued vacation in excess of 50%of his or her annual accrual. 17.5.3 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 11 th 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 18. 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. 19. LIFE INSURANCE The City shall provide term life insurance equal to eighteen months of salary or $30,000, whichever is greater, excluding overtime, standby, callback and other forms of supplemental compensation, for each employee. 16 0 0 LABORERS INTERNATIONAL UNION OF NORTH AMERICA, LOCAL 1082 20. LONG TERM DISABILITY INSURANCE 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. The LTD plan includes the following: 20.1. Provides 66.67% of the employee's monthly salary; 20.2. Commences after a 30 calendar day waiting period and provides a benefit to age 65; 20.3. For the first 30 days of non-job related illness or injury, the employee will use accrued Sick Leave, compensatory time or Vacation Leave•, 20.4 The employee will be allowed to use accrued Sick Leave in conjunction with the longterm disability plan to provide for a full pay check; 20.5 At no time will an employee receive more than 100% of his or her base pay; 20.6 The premium will be added to the employee's gross pay and deducted from the net pay so as to make the benefits exempt from further taxation. 21. RETIREMENT The City shall continue its contract with the California Public Employees'Retirement System (CaIPERS)for the 2% @ 55 full formula plan. The City shall also maintain the increased level of the 1959 Survivor Benefit. The City shall continue to pay both the "employee" and "employer" share of the cost. 21.1 Optional Benefits 21.1.1 The optional benefit of Two Year Additional Service Credit shall be discretionary with Council in accordance with Government Code Section 20903. 21.1.2 The City's contract with the CaIPERS includes the optional benefit of Employer-paid Member Contribution in Base Pay During the Final Compensation Period. 21.1.3 The City's contract with CaIPERS includes the optional benefit of Service Credit for Unused Sick Leave. 21.1.4. CaIPERS Service Credit for Military Service. The CaIPERS Military Service Credit Purchase Assistance Plan described below shall be made available to full time regular employees who have completed his or her initial probation period with the City. The City's contract with CaIPERS includes the provisions of Section 21024,MilitaryService Credit as Public Service. Accordingly, eligible employees with qualifying military service can contact CaIPERS and arrange to be billed for the service credit. The City shall reimburse the employee for 25% of the amount of the bill. Eligibility for the 25% reimbursement is limited to employees who are on the payroll on 7/1/95. If desired,the employee may apply fora loan from the City for the remaining 75%. The employee shall apply for the loan 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 six years. The City may require collateral. 17 LABORERS INTERNATIONAL UNION OF NORTH AMERICA, LOCAL 1082 Any remaining loan balance must be paid in full at the 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. 21.1.5 If the CalPERS law is amended to allow a 2% @ 50 or 2Yz% @ 55 formula for Miscellaneous employees,the City agrees to meet and confer with the Union. The City's agreement to meet and confer under this provision is only an agreement to explore the possibility of adoption of said formulas and does not constitute an agreement or commitment to adopt said formulas. City also agrees to purchase an actuarial study to determine the cost of providing miscellaneous employees with the optional benefits of One-Year Final Compensation (Government Code Section 20042) and Annual Cost-of-Living Allowances Increase (Government Code Section 21335). Upon receipt of such actuarial study, City agrees to meet and confer with the Union in good faith with no commitment or obligation on City's part to implement these optional benefits. 21.2. Health Insurance During Retirement Beginning with the first month after retirement, for Union 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 reimburse monthly to the employee the amount of one-half (Yz) 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 CalPERS shall be considered to be part of the portion paid by the City. 22. TUITION REIMBURSEMENT 22.1. Objective The tuition reimbursement program is designed to encourage employees to continue his or her self- development by enrolling in approved classroom courses which will: 22.1.1. Educate them in new concepts and methods in his or her occupational field and prepare them to meet the changing demands of his or her job. 22.1.2. Help prepare them for advancement to positions of greater responsibility in the City of Azusa. 22.2. Eligibility 22.2.1. 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. 22.2.2. Courses must be (except where noted below in paragraphs 22.3.3. and 22.3.4.) traditional classroom courses taken at colleges or universities and approved by the Western Association of Schools and Colleges. Distance learning classes offered by such colleges and universities 18 LABORERS INTERNATIONAL UNION OF NORTH AMERICA, LOCAL 1082 shall be covered by this provision. Credits given for non-classroom assignments such as life experience, military training, and professional training are not reimbursable. 22.2.3. Course work must be related to the employee's current occupation or to a City classification to which the employee may reasonably expect promotion within the next five years. 22.3. Courses may be eligible if they: 22.3.1. 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. 22.3.2. Do not duplicate training which the employee has already had or which is to be provided in- house. 22.3.3. Do not duplicate previously taken courses unless special approval has been granted by the department head and the Human Resources Division. 22.3.4. 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 not be eligible. 22.3.5. 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. 22.3.6. Lead to a City-approved certificate, license or registration. Reimbursement may be made for any examination fees required to successfully obtain the certificate, license or registration. Reimbursement for eligible expenses will be made after obtaining the license, certificate or registration. 22.3.7. Are not taken on City time and must be certified that they are taken on the employee's off-duty time. 22.3.8. Have been approved by the Department Head and the City Manager or his/her designee before commencement of the class. 22.4. Reimbursement 22.4.1. 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. 22.4.2. Employees shall be reimbursed up to the dollar amount charged for the same number of units per term by California State University system. 22.4.3. In order to be reviewed,each application must state exactlywhich units or credits the employee is applying for and whether the courses submitted are core courses or recommended electives for the approved major. 19 0 0 LABORERS INTERNATIONAL UNION OF NORTH AMERICA, LOCAL 1082 22.4.4. 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. 22.4.5. Employees must submit from the attendant institution an original certification of fees paid and grade achieved in order to have his or her application considered for reimbursement. These documents must accompany the reimbursement application form in order to be processed. 22.4.6. Application for reimbursement must be submitted within three months of the completion of the approved course in order to be considered for reimbursement. 22.4.7. 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 24 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. 23. FLEXIBLE STAFFING POSITIONS The following classifications shall be incorporated into a "Flexible Staffing" pattern. Facilities Maintenance Worker I, Il, III Street Maintenance Worker I, II, III The first level classifications are apprentice classifications. Employees in these classifications shall be promoted (on probationary status)to the second level classifications,respectively,upon successful completion of one(1)year of service at the fifth (5th) salary step. If the series includes a third level, the second level classifications shall be promoted (on probationary status)to the third level classifications, respectively, upon successful completion of one (1)year of service at the fifth (5th)salary step and when, in the opinion of the Department Head,the employee has retained the practical knowledge of the performance of all facets of the duties required of the third level classification. In the event that the employee is not promoted as described above, he or she shall be presented in writing the reason(s)for the denial of the promotion, and a list of the area(s)of which the employee has insufficient knowledge to achieve the promotion. Nothing in this article shall preclude management from promoting qualified employees to a higher step/classification in his or her flex series. 24. POLICIES The City shall establish an ad hoc committee consisting of management representatives and a representative of each employee organization to discuss and develop the following policies: Donation of Sick Leave Reasonable Suspicion Drug and Alcohol Testing Attendance Family Medical Leave Pregnancy Disability Leave 25. LAY OFF The City agrees that in the event employees represented by the Union are laid off from his or her 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. 20 EXHIBIT A LABORERS INTERNATIONAL UNION OF NORTH AMERICA, LOCAL 1082 MONTHLY SALARY 7-1-1999 through 6-30-2001 CLASSIFICATION Range Step 1 Step 2 Step 3 Ste 4 Ste 5 Facilities Maintenance Supervisor 4196 $3,681.66 $3,857.98 $4,043.12 $4,237.53 $4,441.66 Facilities Maintenance Worker 1 4153 $2,454.06 $2,569.02 $2,689.72 $2,816.44 $2,949.50 Facilities Maintenance Worker 11 4163 $2,694.59 $2,821.56 $2,954.88 $3,094.87 $3,241.86 Facilities Maintenance Worker 111 4174 $2,988.31 $3,129.98 $3,278.72 $3,434.91 $3,598.90 Street Maintenance Crew Supervisor 4184 $3,284.73 $3,441.23 $3,605.52 $3,778.03 $3,959.20 Street Maintenance Supervisor 4196 $3,681.66 $3,857.98 $4,043.12 $4,237.53 $4,441.66 Street Maintenance Worker 1 4153 $2,454.06 $2,569.02 $2,689.72 $2,816.44 $2,949.50 Street Maintenance Worker II 4163 $2,694.59 $2,821.56 $2,954.88 $3,094.87 $3,241.86 Street Maintenance Worker III 4174 $2,988.31 $3,129.98 $3,278.72 $3,434.91 $3,598.90 Street Sweeper Operator 4174 $2,988.31 $3,129.98 $3,278.72 $3,434.91 $3,598.90 'Due to rounding of figures, they may vary slightly from payroll computer figures,which are carried to 4 decimal places. i • INDEX Acting Pay (5) Additional Compensation/premium Pay (5) Automatic Payroll Deposit (5) Bereavement Leave (11) Bilingual Pay (6) Callback(6) City Rights (2) Conformance with Rules (4) Meet and Confer(4) Compensatory Time (7) Computer Loan Program (9) Cost of Living Increases (5) Damage to Personal Effects (9) Deferred Compensation (Employer Paid) (7) Dues Deductions & Maintenance of Membership (2) Indemnification (2) Employee Assistance Plan (10) Equipment Allowance (7) Flexible Benefit Plan (10) Amount of Monthly Benefit (10) Eligibility(10) Increases (10) Termination (10) Flexible Staffing Positions (19) Floating Holidays (11) Health Insurance During Retirement(17) Holidays (11) Implementation (1) Industrial Leave (12) Lay off (19) Leave Types (11) License Renewal (15) Life Insurance (15) Long Term Disability Insurance (16) Longevity Premium (7) Maintenance of Existing Benefits (4) Maintenance of Membership (2) Night Shift Differential (8) Non-discrimination (2) Anti-discrimination (2) Protection of Rights (2) Overtime Meal Policy(8) Overtime/compensatory Time (7) Paint Crew (8) Retirement (16) Health Insurance During Retirement(17) Optional Benefits (16) Salary (5) Cost of Living Increases (5) Savings Clause (1) Separability (4) Sick Leave (13) Accrual and Use (14) Conversion Deadline (15) Conversion to Cash upon Retirement or Separation (14) Conversion to Service Credit upon Retirement (14) One-fourth Conversion (14) One-third Conversion (14) Probationary Employee Sick Leave Usage (14) Reasons for Use of Sick Leave (13) Restrictions on Sick Leave (13) Sick Leave During Vacation (14) Standby(8) Term of Memorandum of Understanding (1) Timekeeping Interval (5) Total Compensation (1) Tuition Reimbursement (17) Eligibility(17) Eligible Courses (18) Objective (17) Reimbursement (18) Uniform Allowance (9) Vacation (15) Cash-in Policy (15) Required Usage and Carryover (15) Weekend Assignment (9) Workday (5) Workweek (4) Workweek and Timekeeping Interval (4) I I 0 0 MEMORANDUM OF UNDERSTANDING LABORERS INTERNATIONAL UNION OF NORTH AMERICA, LOCAL 1082 AUGUST 1,2000 THROUGH JULY 31, 2004 LABORERS INTERNATIONAL UNION OF NORTH AMERICA, LOCAL 1082 ia-is-aoo 0 Rocha, Business Manager, Laborers International Union, Local 1082 Date — aD0 Rudy si ess Rep a ative, Laborers International Union, Local 1082Date Anthony t via, Street Maintenance Worker III Date CIT AZI�A G� O0 R�k CoG�I City Man e atb Bi Flo d, Best B st Krieg Date lv -ate Dottie Wallace, Human Resources Manager Date RESOLUTION NO. 00-C142 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 AUGUST 1, 2000, THROUGH JULY . 31, 2004 WHEREAS, the City Council acknowledges the middle-management Association as the recognized employee organization representing those personnel occupying the positions identified in the attached Memorandum of Understanding between the City and the Azusa Middle Management Association (AMMA), and WHEREAS, the Memorandum between the City of Azusa and the AMMA expired July 31,2000,and it is appropriate for the management of the City to receive proposals that govern the compensation, benefits and working conditions of City employees, and WHEREAS,the representatives of management and representatives of AMMA have met on numerous occasions during the last 6 months and have discussed the issues between them and have bargained in good faith, and WHEREAS, management and AMMA have come to an agreement with regard to every issue, and WHEREAS,the new Memorandum of Understanding between the City of Azusa and the AMMA covering the period of August 1, 2000 through July 31, 2004, is attached. NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Azusa does hereby approve the Memorandum of Understanding attached hereto and does direct the representatives of management to affix their signatures thereon. The City Clerk shall certify the passage of this Resolution. P VED AND PAS ED is 4'" day of December, 2000. AYOR I 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 41h day of December, 2000. AYES: COUNCILMEMBERS: HARDISON, STANFORD, ROCHA, BEEBE, MADRID NOES: COUNCILMEMBERS: NONE ABSENT: COUNCILMEMBERS: NONE Assistant MEMORANDUM OF UNDERSTANDING BETWEEN THE. CITY OF AZUSA AND. THE AZUSA MIDDLE MANAGEMENT ASSOCIATION EFFECTIVE 8-1-2000 thru 7-31-2004 .r • TABLE OF CONTENTS • 1. TERM OF MEMORANDUM OF UNDERSTANDING . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 2. TOTAL COMPENSATION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 3. NON-DISCRIMINATION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . I . . . . . . . . . . . . . . . . . . . . . . . . 1 4. SEPARABILITY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 5. MAINTENANCE OF EXISTING BENEFITS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2 6. CITY RIGHTS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2 7. WORKWEEK AND TIMEKEEPING INTERVAL . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3 8. SALARY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4 9. ADDITIONAL COMPENSATION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4 9.1 Acting Pay . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4 9.2. Automobiles . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4 9.3 Bilingual Pay . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5 9.4 Deferred Compensation (City-paid) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5 9.5. Educational Incentive Pay . . . . . . . . . . . . . .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5 9.6. Longevity Pay . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5 10. FLEXIBLE BENEFIT PLAN . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5 11. LEAVE TYPES I DAYS OFF . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6 11.1. Administrative Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6 11.2. Bereavement Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6 11.3. Holidays . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7 11.4. Industrial Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7 11.5. Sick Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8 11.6. Vacation Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10 12. COMPUTER LOAN PROGRAM . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11 13. DAMAGE TO PERSONAL EFFECTS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11 14. EMPLOYEE ASSISTANCE PLAN . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11 15. LAYOFF OR RECLASSIFICATION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12 16. LICENSE RENEWAL . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12 17. LIFE INSURANCE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12 18. PROPRIETARY INFORMATION AGREEMENT . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12 19. RETIREMENT . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12 19.1 Optional Benefits . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12 19.2. Health Insurance During Retirement . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13 19.3. Lump Sum Option for Health Insurance During Retirement . . . . . . . . . . . . . . . . . . . . . . . . . . 13 19.4 Actuarial - One-Year Final Compensation and Cost of Living Allowances Increase . . . . . . . 13 20. TUITION REIMBURSEMENT . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13 21. UNIFORM ALLOWANCE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15 22. POLICIES . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15 CITY OF AZUSA AZUSA MIDDLE MANAGEMENT ASSOCIATION MEMORANDUM OF UNDERSTANDING August 1, 2000, through July 31, 2004 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." (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 otherterms 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 August 1, 2000 and shall continue in full force and effect until July 31, 2004. 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 herebytojoin and/or participate in protected Association activities or to refrain from joining or participating in protected activities in accordance with Government Code Section 3500, at seg. 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. 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. 1 0 0 MEMORANDUM OF UNDERSTANDING, AMMA,AUGUST 1,2000,THROUGH JULY 31, 2004 5. 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. 6. CITY RIGHTS 6.1. 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: 6.1.1 To manage the City generally and to determine the issues of policy. 6.1.2 To determine the existence or nonexistence of facts which are the basis of the Management decision. 6.1.3 To determine the necessity and organization of any service or activity conducted bythe City and expand or diminish services. 6.1.4 To determinethe nature,manner,means,and technology,and extent of services to be provided to the public. 6.1.5 To determine methods of financing. 6.1.6 To determine types of equipment or technology to be used. 6.1.7 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. 6.1.8 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. 6.1.9 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. 6.1.10 To relieve employees from duties for lack of funds or lack of work or similar nondisciplinary reasons 6.1.11 To establish and modify productivity and performance programs and standards. 6.1.12 To discharge, suspend, demote or otherwise discipline employees for proper cause. 6.1.13 To determine job classification and to reclassify employees. 6.1.14 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. 2 9 0 MEMORANDUM OF UNDERSTANDING,AMMA,AUGUST 1, 2000,THROUGH JULY 31,2004 6.1.15 To determine policies, procedures and standards for selection, training and promotion of employees. 6.1.16 To establish employee performance standards including,but not limited to,quality and quantity standards and to require compliance therewith. 6.1.17 To maintain order and efficiency in its facilities and operation. 6.1.18 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. 6.1.19 To take any and all necessary action to carry out the mission of the City in emergencies. 6.2. Conformance with Rules The City shall have the right to exercise the rights provided in sections 6.1.9 through 6.1.16 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. 6.3. 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. 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. 7.1.1 Notwithstanding 7.1, the City may maintain a five, eight-hour days per week schedule for employees currently assigned to such a schedule. Further, the City may assign a five, eight- hour per week schedule to employees preferring to work such a schedule. 7.1.2 During the first year of the agreement, the parties agree to discuss additional work week alternatives that will enable the City to provide services on an expanded basis to best meet the public's needs 7.2. Workday The workday will consist of ten and one half (101/2) 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. 3 MEMORANDUM OF UNDERSTANDING,AMMA,AUGUST 1,2000,THROUGH JULY 31, 2004 B. SALARY 8.1 Salaries Effective 8-1-2000 The current base monthly salaries of employees in the-unit covered by this MOU are set forth in "Exhibit A." 8.2 Cost of Living Increases 8.2.1 Effective July 1,2001,each employee shall receive a cost of living increase in the base monthly salary based on the March to March change in the Consumer Price index (as measured by the Los Angeles - Riverside-Orange County CA, CPI-U, All items) to a maximum of 4%. 8.2.2 Effective July 1, 2002, each employee shall receive a cost of living increase in the base monthlysalary based on the March to March change in the Consumer Price index(as measured by the Los Angeles- Riverside-Orange County CA, CPI-U, All items) to a maximum of 5%. 8.2.3 Effective July 1, 2003, each employee shall receive a cost of living increase in the base monthly salary based on the March to March change in the Consumer Price index(as measured by the Los Angeles - Riverside-Orange County CA, CPI-U, All items) to a maximum of 6%. 8.3. Automatic Payroll Deposit The City will continue to offer Automatic Payroll Deposit in cooperation with any bank that utilizes the Automated Clearing House service. 8.4 Compensation Survey Prior to March 3 1, 2001, the City shall conduct a compensation survey of all unit positions. The survey shall be conducted using the salary and benefit components and methodology used in the compensation survey conducted by the City in 2000. In addition, the survey shall evaluate the relationship between unit positions' salaries and salaries of subordinate positions. A copy of the survey results shall be provided to AMMA. The City agrees to meet with AMMA to discuss the results of the survey, but it is agreed by the parties that the City is under no obligation to make compensation adjustments as the result of the survey. 9. ADDITIONAL COMPENSATION 9.1 Acting Pay An employee otherwise eligible for acting pay shall not be eligible during scheduled periods of vacation or when on Sick Leave. 9.2. Automobiles The City shall provide automobiles for the employees occupying the following positions: Assistant Director of Electric Operations Assistant Director of Water Operations 4 MEMORANDUM OF UNDERSTANDING,AMMA, AUGUST 1, 2000,THROUGH JULY 31, 2004 Other employees may 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, or for the purpose of making the employee available for emergency response. 9.3 Bilingual Pay The City shall pay an additional $100 per month to personnel demonstrating a proficiency in the Spanish language if theyare assigned and required to speak and translate the Spanish language in performance of their duties. An additional payment of$100 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. Employees may apply for bilingual pay at anytime; however, examinations shall be conducted semi-annually 9.4 Deferred Compensation (City-paid) The City shall provide$90 per month in deferred compensation. 9.5. 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 education incentive pay in the amount of $121 per month. 9.6. Longevity Pay Employees shall receive Longevity Pay as follows: The monthly Longevity Payfor employees shall be in accordance with the following schedule: 10 yrs=$150 15 yrs=$250 20 yrs=$350 Notwithstanding the foregoing, employees currently receiving a higher dollar amount of longevity pay than the amount provided for above shall continue to receive the higher dollar amount until eligible for an increase based on the schedule set forth above. 10. FLEXIBLE BENEFIT PLAN 10.1. Definition Effective August 1, 1993,the City's existing Cafeteria Benefit Plan (CBP)was converted to an IRS Section 125 Flexible Benefit Plan (FBP) administered by either the City or its designee. 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. Amount of Monthly Benefit Effective January 1,2001,the City will maintain the Flexible Plan contribution in an amount equal to seven- hundred and thirty-one dollars ($731). 5 0 0 MEMORANDUM OF UNDERSTANDING,AMMA,AUGUST 1, 2000,THROUGH JULY 31,2004 Effective January 1, 2002, the City will increase the Flexible Plan contribution in an amount equal to the average percentage increase for the basic plan premium for Health Maintenance Organizations (HMOs) under the CaIPERS insurance program, not to exceed 8 percent Effective January 1, 2003, the City will increase the Flexible Plan contribution in an amount equal to the average percentage increase for the basic plan premium for Health Maintenance Organizations (HMOs) under the CaIPERS insurance program, not to exceed 8 percent Effective January 1, 2004, the City will increase the Flexible Plan contribution in an amount equal to the average percentage increase for the basic plan premium for Health Maintenance Organizations (HMOs) under the CaIPERS insurance program, not to exceed 8 percent 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. 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. LEAVE TYPES/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 Leaveto Vacation Leave shall notify the Finance Department anytime before June 15 of the desired conversion. It is the responsibility of the employee to request conversion. Administrative Leave shall be granted with due regard for the employee's wishes and the operational needs of the department. 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 6 • • MEMORANDUM OF UNDERSTANDING,AMMA,AUGUST 1, 2000,THROUGH JULY 31,2004 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 holida s shall be observed are listed below: Holiday Schedule Month 2000- 2001- 2002- 2003- 2004- 2001 2002 2003 2004 2005 Independence Day July 4 4 7* 5' Labor Day Sept 4* 3* 2* 1* Columbus Day Oct r 9* 8* 14* 13* Veteran's Day Nov 13* 12* 11* 11 Thanksgiving Day Nov 23 22 28 27 Christmas Day Dec 25* 25 25 25 New Year's Day Jan 1* 1 1 1 Martin Luther King Day Jan 15* 21* 20* 19 President's Day Feb 19* 18* 17* 16 Memorial Day May 28* 27* 26' 31 *= Monday 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. Effective August 1, 2000, each employee will be given a one-time bonus of one floating holiday. 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 underthe following terms and conditions: 7 0 0 MEMORANDUM OF UNDERSTANDING,AMMA,AUGUST 1,2000,THROUGH JULY 31,2004 11.4.1 An employee granted Industrial Leave shall continue to be compensated at his regular rate of pay in lieu of temporary disability payments. 11.4.2 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. 11.4.3 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. 11.4.4 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. 11.4.5 Industrial Leave shall expire when one of the following conditions occurs: 11.4.5.1 Employee is able to return to work to his/her regular position. 11.4.5.2 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 California Public Employees' Retirement System: 11.4.5.2.1 The employee's condition is determined to be permanent or of an extended duration. 11.4.5.2.2 The degree of disability precludes continued employment by the employee in his present position. 11.4.5.2.3 After fifty-two (52) weeks of industrial disability payments. 11.4.6 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 Sick Leave shall not be construed as a right which an employee may use at his or her discretion, but shall be allowed only in case of necessity or actual sickness or disability. Sick Leave must be exhausted before compensatory time off or Vacation Leave may be used for Sick Leave reasons. 11.5.1. Reasons for Use of Sick Leave Sick Leave shall be granted for the following reasons: 11.5.1.1 Personal illness or physical incapacity. 11.5.1.2 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. 8 0 0 MEMORANDUM OF UNDERSTANDING,AMMA,AUGUST 1,2000,THROUGH JULY 31,2004 Sick Leave use under Section 11.5.1.2 shall be limited to twelve days per year; except that up to twelve weeks per year (running concurrently with family medical leave) may be approved by the department head when a relative covered under Section 11.5.1.2 has an illness, injury,or condition,which may be expected to be of long duration,has no reasonable date of termination and requires continuous or intermittent care by the employee. 11.5.1.3 Enforced quarantine of the employee in accordance with Health Department regulations. 11.5.1.4 Medical, dental, and optical appointments. 11.5.2. 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 taken as personal business is not to exceed a maximum of forty(40) hours during any one(1)year. Personal business'tneans those items of Personal Business that can only betaken 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. Departments are to use the earning code PB for this purpose. Personal Business shall be debited against the employee's Sick Leave balance but Sick Leave taken as Personal Business Leave shall not betaken into consideration for the purposes of the Sick Leave Cash-In program or with regard to employee performance evaluations. Employees must provide advance notice for Personal Business Leave whenever possible 11.5.3. One-Fourth Conversion If the employee has used more than three,but not more than six days of Sick Leave,excluding time spent on personal business or bereavement, he or she would have the following options: 11.5.3.1 Carry over the accrual and add it to his or her Sick Leave balance. 11.5.3.2 Convert, only to the extent that his/her balance is more than zero at the beginning of the new year, one-fourth of the accrual to vacation or convert one-fourth to cash (but no combination of these two); unused, unconverted leave would then be added to the employee's Sick Leave balance. 11.5.4. One-Third Conversion If the employee has used no more than three days of Sick Leave, excluding time spent on personal business or bereavement, he or she would have the following options: 11.5.4.1 Carry over the accrual and add it to his or her Sick Leave balance. 11.5.4.2 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. A decision to convert Sick Leave according to the policies stated shall be made by March 31. 9 MEMORANDUM OF UNDERSTANDING,AMMA,AUGUST 1, 2000,THROUGH JULY 31,2004 11.5.5. 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. Upon voluntary separation with at least twenty five (25) years of service with the City, employee may convert one hundred percent (100°/x) of his or her accrued Sick Leave balance to cash. In case of layoff,the employee shall be allowed to convert 100%of his or her accrued Sick Leave balance to cash. 11.5.6. Conversion to Service Credit Upon Retirement Pursuant to the terms of the City's contract,as amended,with the California Public Employees'Retirement System, upon voluntary retirement the employee may convert 100% of his or her accrued Sick Leave balance, less any amount converted to cash under the provisions of Section 11.5.4,to retirement service credit. 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 ('h) of their annual vacation accrual yearly. Employees shall be able to carry over vacation accrual from one year to the next, cumulatively, up to a maximum of seventy-eight (78) times the then-current pay period rate of vacation accrual. This maximum is waived, however, until July 31,2004. At that time, if the employee has vacation accrual at, or in excess of, the cap, the employee's vacation accrual balance shall be paid down to 52 times the then-current pay period rate of vacation accrual. Commencing on July 31,2004, if the employee's balance is at or above the 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 or other factors,for the employee to use his or her vacation before reaching a maximum,it shall be within the department head's authority to authorize cash payment in lieu of time off. 11.6.2. Cash-in Policy Employees covered by this Memorandum of Understanding may convert vacation time to cash with administrative approval. 10 MEMORANDUM OF UNDERSTANDING,AMMA,AUGUST 1, 2000,THROUGH JULY 31, 2004 11.6.3. Accrual Vacation Leave shall accrue as follows: Through the 5th year of employment 120 hours Through the 6th year of employment 128 hours Through the 7th year of employment 136 hours Through the 8th year of employment 144 hours Through the 9th year of employment 152 hours Through the 1 Oth year of employment 160 hours Through the 11th year of employment 168 hours Through the 12th year of employment 176 hours Through the 13th year of employment 184 hours Through the 14th year of employment 192 hours Through the 15th year of employment 200 hours Through the 16th year of employment 210 hours 12. COMPUTER LOAN PROGRAM 12.1. 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. 12.2. The equipment configuration shall be appropriate to the employee's position and career with the City. 12.3. 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 g[[2[to purchase. 12.4. 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, the employee must certify that he/she already owns the remaining components required to constitute a computer system. 12.5. 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. 13. 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. 14. EMPLOYEE ASSISTANCE PLAN The City will continue to maintain the Employee Assistance Plan. 11 0 0 MEMORANDUM OF UNDERSTANDING,AMMA,AUGUST 1, 2000,THROUGH JULY 31, 2004 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 (13'2) times annual salary. 18. PROPRIETARY INFORMATION AGREEMENT All unit employees will be subject to state and federal laws prohibiting the disclosure of confidential business information, trade secrets and other proprietary information. The City will provide orientation on employee obligations under such laws for existing and new employees. 19. RETIREMENT The City shall continue its contract with the California Public Employees' Retirement System (CaIPERS), at the"2% @ 55 full formula"plan. The City shall also maintain the increased level of the 1959 Survivor Benefit. The City shall continue to pay both the "employee" and "employer" share of the cost. 19.1 Optional Benefits 19.1.1 The City's contract with the CaIPERS includes the additional benefit of Service Credit for Unused Sick Leave. 19.1.2 The City's contract with the CaIPERS includes participation in the Two Years Additional Service Credit as authorized by the State Legislature. 19.1.3 The City's contract with CaIPERS includes Employer-Paid Member Contribution as Compensation in base pay during the final compensation period. 19.1.4. CalPERS Service Credit for Military Service The CalPERS Service Credit for Military Service Credit Purchase Assistance Plan described below shall be made available to full-time regular employees who have completed their initial probation period with the City. The City's contract with CaIPERS includes the provisions of Section 21024, Military Service Credit as Public Service. Eligible employees with qualifying military service can contact CalPERS and arrange to be billed for the service credit (CaIPERS' estimate is $5,000 per year of service). The City shall reimburse the employee for 25% of the amount of the bill. If desired,the employee may apply for a loan from the City for the remaining 75%. The employee shall apply for the loan 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 six years. The City may require collateral. 12 0 0 MEMORANDUM OF UNDERSTANDING,AMMA,AUGUST 1, 2000,THROUGH JULY 31, 2004 Any remaining loan balance must be paid in full at the 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 attorney's fees in any restitution process. 19.2. Health Insurance During Retirement 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 It 5)cumulative years of service with the City of Azusa, the City will reimburse monthly to the employee, until the employee passes away, an amount equal to thirty three and one-third percent (331/3%) 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 will reimburse the employee an amount equal to seventy five percent(75%)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 will reimburse the employee an amount equal to one hundred percent (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 CalPERS shall be considered to be part of that portion paid by the City. If a retired employee maintains health insurance other than a CaIPERS plan, the maximum amount the City will pay for the insurance premium will not exceed the single premium for the CalPERS Care plan. 19.3. Lump Sum Option for Health Insurance During Retirement As an irrevocable option, not later than 30 days after separation from employment with the City of Azusa, an employee may choose to receive in a lump sum the present value of his or her Health Insurance During Retirement,to the extent that he or she is so entitled(amount to be determined by actuarial tables and will vary with age, years of service and other factors). The present value calculation shall be based upon the monthly premium for CalPERS-Care insurance or for the plan in which the employee is actually enrolled,whichever is higher. 19.4 Actuarial- One-Year Final Compensation and Cost of Living Allowances Increase City agrees to purchase an actuarial study to determine the cost of providing miscellaneous employees with the optional benefits of One-Year Final Compensation(Government Code Section 20042)and Annual Cost-of- Living Allowances Increase (Government Code Section 21335). Upon receipt of such actuarial study, City agrees to meet and confer with the Union in good faith with no commitment or obligation on City's part to implement these optional benefits. 20. TUITION REIMBURSEMENT 20.1. Objective The tuition reimbursement program is designed to encourage employees to continue their self-development by enrolling in approved classroom courses which will: 13 0 0 MEMORANDUM OF UNDERSTANDING,AMMA, AUGUST 1, 2000,THROUGH JULY 31, 2004 20.1.1. Educate them in new concepts and methods in their occupational field and prepare them to meet the changing demands of their job. 20.1.2. Help prepare them for advancement to positions of greater responsibility in the City of Azusa. 20.2. Eligibility 20.2.1. 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 bejob-related college or university courses when the specification for the classification calls for high school graduation. 20.2.2. Courses must be (except where noted below in paragraphs 19.3.3. and 19.3.4.) traditional classroom courses taken at colleges or universities and approved by the Western Association of Schools and Colleges. Distance learning classes offered by such colleges and universities shall be covered by this provision. Credits given for non-classroom assignments such as life experience, military training, and professional training are not reimbursable. 20.2.3. Coursework must be related to the employee's current occupation or to a City classification to which the employee may reasonably expect promotion within the next five years. 20.3. Courses may be eligible if they: 20.3.1. 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. 20.3.2. Do not duplicate training which the employee has already had or which is to be provided in- house. 20.3.3. Do not duplicate previously taken courses unless special approval has been granted by the department head and the Human Resources Division. 20.3.4. 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 not be eligible. 20.3.5. 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 fora 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. 20.3.6. 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. 20.3.7. Are not taken on City time and must be certified that they are taken on the employee's off-duty time. 20.3.8. Are part of a bona-fide curriculum of the study of the Spanish language. 14 MEMORANDUM OF UNDERSTANDING, AMMA,AUGUST 1, 2000,THROUGH JULY 31,2004 20.3.9. Have been approved by the Department Head and the City Administrator or his/her designee before commencement of the class. 20.4. Reimbursement 20.4.1. 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. 20.4.2. Employees shall be reimbursed up to the dollar amount charged for the same number of units per term by California State University system. 20.43. 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. 20.4.4. 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. 20.4.5. 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 form in order to be processed. 20.4.6. Application for reimbursement must be submitted within three months of the completion of the approved course in order to be considered for reimbursement. 20.4.7. 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 24 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. 21. UNIFORM ALLOWANCE Retroactive to July 1, 1996, Association employees that are permanently assigned to work in departments wherein employees typically receive a uniform allowance shall receive a uniform allowance commensurate with that of their respective work groups. 22. POLICIES The City shall establish an ad hoc committee consisting of management representatives and a representative of each employee organization to discuss and develop the following policies: Donation of Sick Leave Reasonable Suspicion Drug and Alcohol Testing Attendance Family Medical Leave Pregnancy Disability Leave 15 EXHIBIT "A" AMMA MONTHLY SALARY 7-1-1999 throu h 6-30-2001 CLASSIFICATION Range Ste 1 Ste 2 Ste 3 Ste 4 Ste 5 Assistant Ci Clerk 3243 $2,960.33 $3,108.36 $3,263.77 $3,426.96 $3,598.28 Assistant Ci Librarian 3348 $4,239.10 $4,451.06 $4,673.59 $4,907.27 $5,152.63 Assistant Director of CommunityDevelopment 3505 6,027.15 $6,334.11 $6,656.69 $6,995.71 $7,351.99 Assistant Director of Customer Care&Solution 3557 $6,779.00 $7,117.95 $7,473.85 $7,847.54 $8,240.00 Assistant Director of Electrical Operations 3557 $6,779.00 $7,117.95 $7,473.85 $7,847.54 $8,240.00 Assistant Director of Finance 3344 $4,887.10 $5,135.80 $5,397.16 $5,671.82 $5,960.44 Assistant Director of Resource Mana ement 3557 $6,779.00 $7,117.95 $7,473.85 $7,847.54 $8,240.00 Assistant Director of Water Operations 3557 $6,779.00 $7,117.95 $7,473.85 $7,847.54 $8,240.00 Building Official 3365 $4,451.75 $4,674.32 $4,908.02 $5,153.42 $5,411.10 Ci Engineer 3440 $5,365.01 $5,639.34 $5,927.40 $6,229.85 $6,547.43 Community Improvement Manager 3370 $4,774.22 $5,012.93 $5,263.58 $5,526.76 $5,803.09 Electrical Engineer 3448 $5,458.38 $5,731.29 $6,017.86 $6,318.75 $6,634.67 Emergency Services Coordinator 3268 $3,268.61 $3,432.04 $3,603.66 $3,783.85 $3,973.03 Grant Compliance Officer 3341 $4,151.20 $4,364.85 $4,589.18 $4,824.71 $5,072.06 Information Systems Manager 3345 $5,274.90 $5,538.65 $5,815.56 $6,106.37 $6,411.68 Cncl Appn Park Superintendent 3302 $3,861.55 $4,046.88 $4,241.46 $4,445.76 $4,660.31 Public Information Officer 3205 $4,012.04 $4,204.88 $4,407.36 $4,619.97 $4,843.22 Sr Mana ement Analyst/Integrated Waste Man 3213 $4,405.98 $4,621.18 $4,847.21 $5,084.49 $5,333.61 Senior Services Manager 3300 $3,660.69 $3,843.72 $4,035.94 $4,237.72 $4,449.62 Superintendent of Public Works 3401 $4,878.71 $5,122.64 $5,378.79 $5,647.72 $5,930.13 Transportation Manager 3365 $4,451.75 $4,674.32 $4,908.02 $5,153.42 $5,411.10 Utilities Financial Analyst 3427 $5,198.06 $5,457.95 $5,730.84 $6,017.42 $6,318.27 Utility Administrative Services Supervisor 3565 $4,170.29 $4,378.82 $4,597.75 $4,827.65 $5,069.03 i • AMMA INDEX Acting Pay (5) Actuarial- One-year Final Compensation and Cost of Living Al (14) Additional Compensation (5) Automobiles (5) Bilingual Pay (6) Deferred Compensation (City-paid) (6) EducationalIncentive Pay (6) Administrative Leave (7) Automobiles (5) Bereavement Leave (7) Bilingual Pay (6) City Rights (3) Conformance with Rules (4) Management Rights (3) Meet and Confer (4) Computer Loan Program (12) Damage to Personal Effects (12) Deferred Compensation (City-paid) (6) Educational Incentive Pay (6) Employee Assistance Plan (12) Flexible Benefit Plan (6) Amount of Monthly Benefit (6) Definition (6) Eligibility (7) Termination (7) Health Insurance During Retirement (14) Holidays (8) Designated Holidays (8) Floating Holidays (8) Industrial Leave (8) Layoff or Reclassification (13) Leave Types/Days off Administrative Leave (7) Bereavement Leave (7) Holidays (8) Industrial Leave (8) Sick Leave (9) Vacation Leave (11) License Renewal (13) Longevity Pay(6) Lump Sum Option for Health Insurance During Retirement (14) Maintenance of Existing Benefits (3) Management Rights (3) Non-discrimination (2) Anti-discrimination (2) Protection of Rights (2) Policies (16) Proprietary Information Agreement (13) Retirement (13) Actuarial -One-year Final Compensation and Cost of Living At (14) Health Insurance During Retirement (14) 0 0 Lump Sum Option for Health Insurance During Retirement (14) Optional Benefits (13) Salary (5) Automatic Payroll Deposit (5) Compensation Survey(5) Cost of Living Increases (5) Effective 8-1-2000 (5) Separability(2) Sick Leave (9) Accrual and Use (10) Conversion to Cash upon Retirement or Separation (11) One-fourth Conversion (10) One-third Conversion (10) Reasons for Use of Sick Leave (9) Survey, Compensation (5) Term of Memorandum of Understanding (2) Total Compensation (2) Tuition Reimbursement (14) Eligibility (15) Eligible Courses (15) Objective If 4) Reimbursement (16) Vacation Leave (11) Accrual (12) Cash-in Policy (11) Required Usage and Carryover (11) Workweek and Timekeeping Interval (4) Timekeeping Interval (5) Workday (4) Workweek (4) I I AZUSSA�MIDDLEE MANN/Aj/G�EMEENNTT ASSOCIATION David Ram' Assis nt Director of EleGkik Operations Date 12 — Iz —,moo Nas Abb sadeh, Cit Eng! r Date I F erico Langit, Electrical nginee Dat CITY OF SA (: I Ob Rick Co , City Ma ager Date 2 Bi d, Best Be & Kri ger ate Z Dottie Wallace, Human Resources Manager/Personnel Officer Date 17 • RESOLUTION NO. 00-C141 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF AZUSA APPROVING THE MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY AND THE AZUSA POLICE MANAGEMENT ASSOCIATION EFFECTIVE AUGUST 1, 2000, THROUGH JULY 31, 2004 WHEREAS, the City Council acknowledges the Azusa Police Officers Association as the recognized employee organization representing those personnel occup ing the positions identified in the attached Memorandum of Understanding between the City any, Azusa Police Management Association (APMA), and WHEREAS, the Memorandum between the City of Azusa and the APMA expired July 31,2000, and it is appropriate for the management of the City to receive proposals that govern the compensation, benefits and working conditions of City employees, and WHEREAS,the representatives of management and representatives of APMA have met on numerous occasions during the last 6 months and have discussed the issues between them and have bargained in good faith, and . WHEREAS, management and APMA have come to an agreement with regard to every issue, and WHEREAS,the new Memorandum of Understanding between the Cityof Azusa and the APMA covering the period of August 1, 2000 through July 31, 2004, is attached. NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Azusa does hereby approve the Memorandum of-Understanding attached hereto and does direct the representatives of management to affix their signatures thereon. tP ity Clerk shall c 'fy the passage of this Resolution. OV D AND A ED this 4" day of December, 2000. ASS MAYOR I 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 4° day of December, 2000. AYES: COUNCILMEMBERS: HARDISON, STANFORD, ROCHA, BEEBE, MADRID NOES: COUNCILMEMBERS: NONE ABSENT: COUNCILMEMBERS: NONE Assistant CITY CLERK uq...._-_�...�— 4 � r S e x i e 4 � 5 f F m.{y L llt- � * • F} '�' ` Cr _''_5."hs tee' + C`p}?`4Y eta"+' :i} t .`.ydy e k a, e t -• a �w _ t �TM ." !w^c'ti.�v�l7 ss +�- s rY'i.ir—iia' x..�"'1'. Is �£MEDUM OF 3UNDERST MO ANDING z a BETWEEN .y . TvHE }CITYigOF AZUSAjig ear�q AZUSAIP�O ICE MANAGEMENT ASS °;;CIATION 4 'h �#EwFF'EC IVE'8-1 2000 thr i 7131-20 0 4 g � t Is Its INK s.s n x s U �• s k # - � t �J e .. _ �'a 0 0 1. TERM OF MEMORANDUM OF UNDERSTANDING . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 2. TOTAL COMPENSATION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 3. NON-DISCRIMINATION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 4. SEPARABILITY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2 5. MAINTENANCE OF EXISTING BENEFITS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2 6. CITY RIGHTS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2 7. WORKWEEK AND TIMEKEEPING INTERVAL . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3 8. SALARY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4 9. ADDITIONAL COMPENSATION/PREMIUM PAY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4 9.1 Acting Employee . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4 9.2. Bilingual Pay . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5 9.3. Callout . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5 9.4. Deferred Compensation (City-paid) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5 9.5. Educational Incentive Pay . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5 9.6. Longevity Pay . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9.7. Off-Duty Court Appearance Time . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6 9.8. Standby("Court On Call") Pay . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7 9.9. Overtime/Compensatory Time . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7 9.10. Uniform Allowance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7 10. LEAVE/DAYS OFF . . . . . . . . . . :. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7 10.1. Administrative Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7 10.2. Bereavement Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8 10.3. Holidays . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8 10.4. Industrial Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9 10.5. Sick Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10 10.6. Vacation Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12 11. AUTOMOBILES . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13 12. COMPUTER AND HOME EXERCISE EQUIPMENT LOAN PROGRAM . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13 13. DAMAGE TO PERSONAL EFFECTS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13 14. EMPLOYEE ASSISTANCE PLAN . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14 15. FLEXIBLE BENEFIT PLAN . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14 15.1. Definition . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14 15.2. Amount of Monthly Benefit . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14 15.3. Eligibility . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14 15.4. Termination . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14 16. DISABILITY INSURANCE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15 17. LICENSE RENEWAL . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15 18. LIFE INSURANCE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15 19. OUTSIDE EMPLOYMENT . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15 20. PAYROLL DEDUCTION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15 21. PHYSICAL EXAMINATIONS . . . . . . . . . . . . . . . . . . . . . . . ... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . I . . . . . . 16 22. RETIREMENT . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16 22.1 Optional Benefits . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16 22.2. Health Insurance During Retirement . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16 22.3. Retirement Planning Seminar . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17 23. TUITION REIMBURSEMENT . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17 24. POLICIES . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19 CITY OF AZUSA AZUSA POLICE MANAGEMENT ASSOCIATION MEMORANDUM OF UNDERSTANDING August 1, 2000,through July 31,2004 This Memorandum of Understanding is entered into with reference to the following facts: (1) The Azusa Police Mid-Management Association(APMA)(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 of: Police Administrative Services Manager Police Captain Police Lieutenant (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 otherterms 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 shall commence on August 1,2000,and shall continue through and including July 31, 2004. 2. TOTAL COMPENSATION As a matter of philosophy, the Association and the City agree 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 tojoin 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 seq. 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. 1 0 0 APMA MEMORANDUM OF UNDERSTANDING, AUGUST 1, 2000, THROUGH JULY 31, 2004 4. 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. 5. 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. 6. CITY RIGHTS 6.1. 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: 6.1.1 To manage the City generally and to determine the issues of policy. 6.1.2 To determine the existence or nonexistence of facts which are the basis of the Management decision. 6.1.3 To determine the necessity and organization of anyservice or activity conducted bythe City and expand or diminish services. 6.1.4 To determine the nature,manner,means,and technology,and extent of services to be provided to the public. 6.1.5 To determine methods of financing. 6.1.6 To determine types of equipment or technology to be used. 6.1.7 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. 6.1.8 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. 6.1.9 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. 6.1.10 To relieve employees from duties for lack of funds or lack of work or similar nondisciplinary reasons 6.1.11 To establish and modify productivity and performance programs and standards. 6.1.12 To discharge,suspend,demote or otherwise discipline employees for proper cause. 2 0 0 APMA MEMORANDUM OF UNDERSTANDING, AUGUST 1, 2000,THROUGH JULY 31, 2004 6.1.13 To determine job classification and to reclassify employees. 6.1.14 To hire,transfer,promote or demote employees for non disciplinary reasons in accordance with this Memorandum of Understanding and applicable Resolutions and Codes of the City. 6.1.15 To determine policies, procedures and standards for selection, training and promotion of employees. 6.1.16 To establish employee performance standards including, but not limited to,quality and quantity standards and to require compliance therewith. 6.1.17 To maintain order and'efficiency in its facilities and operation. 6.1.18 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. 6.1.19 To take any and all necessary action to carry out the mission of the City in emergencies. 6.2. 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. 6.3. 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 conferwith 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. 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 (101/2) hours with one-half (14) hour for lunch and 40 minutes of breaks to be scheduled in light of the departmental policy. The City reserves the right to determine the beginning and ending times of the work day. 3 0 0 APMA MEMORANDUM OF UNDERSTANDING, AUGUST 1, 2000, THROUGH JULY 31, 2004 7.3. Timekeeping Interval In compliance with FLSA, the minimum timekeeping interval, except for Police Lieutenants, shall be one (1) ten (10) hour day. 8. SALARY 8.1 Effective August 1, 2000, the base monthly salary shall be as follows: Classification Range Step 1 Step 2 Step 3 Step 4 Step 5 Police Administrative 3411 $4,997.15 $5,246.98 $5,509.37 $5,784.82 $6,074.09 Services Manager Police Lieutenant 3423 $5,678.36 $5,951.51 $6,238.32 $6,539.52 $6,855.94 Police Captain 3482 $6,655.46 $6,966.34 1 $7,292.74 1 $7,635.43 1 $7,995.29 'Due to rounding of figures,they may vary slightly from payroll computer figures,which are carried to 4 decimal places. 8.2 Effective July 1, 2002, each employee shall receive a cost of living increase in the base monthly salary based on the March to March change in the Consumer Price index (as measured by the Los Angeles - Riverside-Orange County CA, CPI-U, All items)to a maximum of 3%. 8.3 Using the same cities, wage and benefits components, and methodology as were used in the survey conducted in the year 2000,the City shall conduct a survey,effective July 1,2003,to determine the total compensation rank of the Police Administrative Services Manager, and Police Lieutenant, and Police Captain in the City of Azusa among the survey cities. Based on the survey results, any classification below the rank of number one in total compensation among the survey cities shall be granted an increase in compensation effective July 1, 2003, equal to the amount required to bring said classification to the rank of number one in total compensation among the survey cities. The application of any increase in compensation due under this section shall be subject to the meet and confer process. For example, if based on the survey, Police Lieutenant and Police Administrative Services Manager classifications are ranked number one in total compensation among survey cities,and the Police Captain classification is below the rank of number one,the Police Captain classification would receive an increase in compensation in an amount that brings the Police Captain Classification to number one in total compensation among survey cities. Under this example, the Police Administrative Services Manager and Police Lieutenant classifications would not receive an increase in compensation. 8.4. Automatic Payroll Deposit The City will continue to offer Automatic Payroll Deposit in cooperation with any bank that utilizes the Automated Clearing House service. 9. ADDITIONAL COMPENSATION/PREMIUM PAY 9.1 Acting Employee An employee otherwise eligible for acting pay shall not be eligible during scheduled periods of Vacation or when on Sick Leave. 4 APMA MEMORANDUM OF UNDERSTANDING, AUGUST 1, 2000, THROUGH JULY 31, 2004 9.2. Bilingual Pay In addition to monthly basic pay, the City shall pay an incentive to personnel demonstrating a proficiency in a major foreign language if they are assigned and required to speak and translate the language in performance of their duties. Such additional payment is conditional upon demonstration of language proficiency by a qualified third-party examiner mutually agreed upon by both the City and the Association. The incentive paid shall be $200 per month; provided, however, that employees receiving a greater dollar amount for bilingual pay on the effective date of this MOU shall continue to receive the higher dollar amount. 9.3. Callout If an employee occupying the position of Lieutenant 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 Callout with a minimum of (2) hours Callout compensation,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 Callout call is received by the employee. 9.3.1. Appropriate Rate of Pay for Callout The rate of pay for Callout shall be one and one-half(1 Y2)times the normal rate of pay. Callout maybe entered as Premium Overtime or as Compensatory Time Earned. 9.4. Deferred Compensation (City-paid) The City shall provide $90 per month in deferred compensation to each employee. 9.5. Educational Incentive Pay Employees occupying the position of Captain who possess a master's degree from an accredited college or university in an academic subject appropriate to law enforcement administration,and not a simple membership in a professional organization, shall receive five percent(5%)per month of base salary as education incentive pay, not to exceed $350 per month. Employees occupying the position of Lieutenant and Police Administrative Services Manager who possess a bachelor's degree from an accredited college or university in an academic subject appropriate to law enforcement administration, and not a simple membership in a professional organization, shall receive five percent (5%) per month of base salary as education incentive pay, not to exceed $300 per month An employee shall be entitled to only one (1) increment of education incentive pay regardless of the number of qualifying degrees or certificates he or she possesses. Notwithstanding the foregoing, employees receiving a greater amount for education incentive pay on the effective date of this MOU shall continue to receive the higher dollar amount. 9.6. Longevity Pay 9.6.1 The monthly longevity pay for employees hired on or after August 1, 2000, shall be in accordance with the following schedule: 5 0 0 APMA MEMORANDUM OF UNDERSTANDING, AUGUST 1, 2000, THROUGH JULY 31,2004 7 yrs =$100 10 yrs= $200 15 yrs= $300 20 yrs = $400 9.6.2 The monthly longevity pay for employees hired prior to August 1, 2000,shall be in accordance with the following schedule: POLICE ADMINISTRATIVE SERVICES MANAGER 7 yrs $151.85 10 yrs $303.70 15 yrs $455.56 20 yrs $607.41 POLICE LIEUTENANT 7 yrs $171.40 10 yrs $342.80 15 yrs $514.20 20 yrs $685.59 POLICE CAPTAIN 7 yrs $199.88 10 yrs $399.76 15 yrs $599.65 20 yrs $799.53 9.6.3 Notwithstanding the foregoing, employees currently receiving a higher dollar amount of longevity pay than the amount provided for under Section 9.6.2. shall continue to receive the higher dollar amount until eligible for an increase based on the schedule set forth in Section 9.6.2. 9.7. Off-Duty Court Appearance Time Off-duty Court Appearance Time is applicable only for court appearances scheduled to begin during off-duty hours by employees occupying the position of Lieutenant. Court Time during regularly-scheduled working hours shall be compensated at straight time on an hour-for-hour basis. The City agrees to pay for Off-Duty Court Appearance Time on an hour-for-hour basis with a minimum of four (4) hours of pay at the appropriate rate (currently time and one-half). For example, if an employee's shift , begins at 3 p.m.and the employee's Off Duty CourtAppearance begins at 2 p.m.,the employee will be entitled to a minimum of four hours of Off-Duty CourtAppearance Time pay. Off Duty Court Appearance Time shall begin to accrue as early as 8:30 a.m.or the Court-requested show-up hour,whichever is later. In cases where the appearance is canceled by the Court (either directly or through the Department), the employee must be personally notified of such cancellation by the Department no later than 6:00 p.m. of the previous court day, or a guaranteed minimum of four (4) hours of Off-Duty Court Appearance Time shall apply. "Personal" notification shall be defined as any one of the following (to be agreed upon in advance between the employee and the department Court Officer): • In person, • To a responsible message taker, or • Via an answering machine or voice mail 6 APMA MEMORANDUM OF UNDERSTANDING, AUGUST 1, 2000,THROUGH JULY 31, 2004 If the Court or the Department requires an employee who makes an Off-Duty Court Appearance to also stand by on the same day(for that appearance and/or another one),the employee shall be entitled to receive pay for one of the following, whichever of the above is greater: 1) The actual time in Court (or the four-hour Court Time minimum, whichever is greater), plus the actual time standing by; or 2) The actual time standing by(or the four-hour Standby Time minimum, whichever is greater) plus the actual time in Court; 9.8. Standby("Court On Call") Pay The City agrees to pay for court Standby Time(or other•On Call"time) by employees occupying the position of Lieutenant on an hour-for-hour basis with a minimum of four(4) hours of regular pay. Court Standby Time shall begin to accrue as early as 8:30 a.m.or the court-requested show up hour,which ever is later, and shall continue no later than 5:30 p.m. In cases where the appearance is canceled (either directly by the Court or through the Department), the employee must be personally notified of such cancellation by the Department no later than 6:00 p.m.of the previous court day,or a guaranteed minimum of four(4)hours of Standby Time shall apply. 'Personal'notification shall be defined as any one of the following (to be agreed upon in advance between the employee and the department Court Officer): • In person, • To a responsible message taker, or • Via an answering machine or voice mail 9.9. Overtime/Compensatory Time The classification of Police Lieutenant shall not be exempt from the provisions of 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. Police Lieutenants shall be entitled to Overtime Payor 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. Overtime Pay or Compensatory Time off for overtime 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. 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 Manager. Accumulated Compensatory Time not taken off in the pay period in which it was earned, may be carried over to a maximum of 480 hours (320 hours worked at time-and-one-half would equal 480 hours). 9.10. Uniform Allowance Uniform allowance for employees is$760 per year and will be paid by the City in November.At this time it is not subject to income tax withholding. 10. LEAVE/DAYS OFF 10.1. Administrative Leave Employees shall receive fifty (50) hours per year of Administrative Leave beginning on July 1. 7 APMA MEMORANDUM OF UN•STANDING, AUGUST 1, 2000,THROU H JULY 31,2004 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, Administrative Leave shall be granted with due regard for the employee's wishes and the operational needs of the department. It is the responsibility of the employee to request conversion. 10.1.1. Police Lieutenant Individuals with the classification of Police Lieutenant have the option of receiving Administrative Leave or Overtime Pay/Compensatory Leave in accordance with City policy and the Federal Labor Standards Act (FLSA). (See Overtime/Compensatory Leave Time). 10.2. Bereavement Leave An employee may be permitted to take up to forty(40) hours Bereavement Leave in the event of the death of a member of his/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 Sick Leave balance and shall be considered in calculating his or her ability to convert the balance. 10.3. Holidays 10.3.1. 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 holiday s shall be observed are listed below: Holiday Month 2000- 2001 2002- 2003- 2004- 2001 2002 2003 2004 2005 Independence Day July 4 4 4 7- 5` Labor Day Sept 4- 3" 2" 1" Columbus Day Oct 9' 8' 14" 13' Veteran's Day Nov 13" 12' 11' 11 Thanksgiving Day Nov 23 22 28 27 Christmas Day Dec 25" 25 25 25 New Year's Day Jan 1" 1 1 1 Martin Luther King Jan 15" 21" 20" 19 Day President's Day Feb 19" 18` 17" 16 Memorial Day May 28" 27' 26" 31 '=Mondays 8 0 0 APMA MEMORANDUM OF UNDERSTANDING, AUGUST 1,2000,THROUGH JULY 31, 2004 10.3.2. Floating Holidays The City and the Association agree to three Floating Holidays of ten (10) hours each. All Floating Holidaysshall 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. It is the responsibility of the employee to make use of his or her holidays on a timely basis. 10.4. 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: 10.4.1 An employee granted Industrial Leave shall continue to be compensated at his regular rate of pay in lieu of temporary disability payments. 10.4.2 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 (A) above. 10.4.3 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 atthe 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. 10.4.4 Except as provided in(B)above,no employee shall have accrued Sick Leave deducted while on Industrial Leave. Vacation and Sick Leave shall accrue for an employee on Industrial Leave. 10.4.5 Industrial Leave shall expire when one of the following conditions occurs: 10.4.5.1 Employee is able to return to work to his/her regular position. 10.4.5.2 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 California Public Employees' Retirement System: 10.4.5.2.1 The employee's condition is determined to be permanent or of an extended duration. 10.4.5.2.2 The degree of disability precludes continued employment by the employee in his present position. 10.4.5.3 After fifty-two (52) weeks of industrial disability payments. 10.4.6 Physicians maybe assigned in compliance with the Health and Safety Code and the Workers' Compensation Laws of the State of California (Ref.: Section 4600 - Labor Code.) 9 APMA MEMORANDUM OF UNDERSTANDING, AUGUST 1, 2000, THROUGH JULY 31, 2004 10.5. 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. The Finance Department will analyze and report to the employees the amount of Sick Leave earned, less the amount used, and the net accrued during the calendar year. 10.5.1. Sick Leave During Probation Sick Leave may be taken during the probationary period but only in such amount as the employee would have earned if on permanent status. If the employee does not become permanent, all paid Sick Leave must be reimbursed to the City at the time of employment or it shall be deducted from the employee's final paycheck. 10.5.2. Reasons for Use of Sick Leave Sick Leave shall be granted for the following reasons: 10.5.2.1 Personal illness or physical incapacity. 10.5.2.2 Up to 12 days per year for 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 employees' personal care and attention. Additional time, up to 12 weeks (running concurrently with family medical leave), could be approved by the department head when treatment for an illness, injury or condition which may be expected to be of long duration, has no reasonably predictable date of termination and requires continuous or intermittent care by the employee. 10.5.2.3 Enforced quarantine of the employee in accordance with Health Department regulations. 10.5.2.4 Medical, dental, and optical appointments. 10.5.2.5 Personal Business not to exceed 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. Departments are to use the earning code PB for this purpose. Personal Business Leave shall be debited against the employee's Sick Leave balance but SickLeavetaken as Personal Business Leave shall not be taken into consideration for the purposes of the Sick Leave Cash-In program or with regard to employee performance evaluations. 10.5.2.6 In the foregoing circumstances, Sick Leave must be exhausted before Compensatory Time off or Vacation Leave may be converted to Sick Leave 10.5.3. 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. 10 0 0 APMA MEMORANDUM OF UNDERSTANDING, AUGUST 1, 2000, THROUGH JULY 31, 2004 10.5.4. 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. 10.5.5. One-Fourth Conversion If the employee has used more than three, but not more than six days of Sick Leave, excluding time spent on Personal Business or Bereavement, he or she would have the following options: 10.5.5.1 Carry over the accrual and add it to his or her Sick Leave balance. 10.5.5.2 Convert,onlyto the extentthat 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. 10.5.6. One-Third Conversion If the employee has used no more than three days of Sick Leave, excluding time spent on Personal Business or Bereavement, he or she would have the following options: 10.5.6.1 Carry over the accrual and add it to his or her Sick Leave balance. 10.5.6.2 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. 10.5.7. Conversion to Cash Upon Separation - 10.5.7.1 Upon Death Upon separation due to death (if he or she had attained permanent status) the employee's estate may receive fifty percent (50%) of his or her accrued Sick Leave balance in cash. 10.5.7.2 Upon Disability Retirement Upon disability retirement with at least five (5) years of service with the City of Azusa, the employee may convert fifty percent(50%) of his or her accrued Sick Leave balance to cash. 10.5.7.3 Voluntary Separation - Less than 10 Cumulative Years of City Service Upon voluntary separation with less than ten (10)cumulative years of service with the City of Azusa, 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. 10.5.7.4 Voluntary Separation - 10 Cumulative Years of City Service. Upon voluntary separation with at least ten (10) cumulative years of City service, the employee may convert fifty percent (50%) of his or her accrued Sick Leave balance to cash. 11 0 0 APMA MEMORANDUM OF UNDERSTANDING, AUGUST 1, 2000,THROUGH JULY 31, 2004 10.5.7.5 Voluntary Separation -20 Cumulative Years of City Service. Upon voluntary separation with at least twenty (20) cumulative years of City service, the employee may convert seventy-five percent(75%)of his or her accrued Sick Leave balance to cash. 10.5.7.6 Voluntary Separation - 25 Cumulative Years of City Service. Upon voluntary separation with at least twenty-five(25)cumulative years of City Service,the employee may convert one hundred percent(100°/x)of his orher accrued Sick Leave balance to cash. 10.5.7.7 Layoff In case of layoff, the employee shall be allowed to convert 100% of his or her accrued Sick Leave balance to cash 10.5.8. Conversion to Service Credit Upon Retirement Pursuant to the terms of the City's contract,as amended,with the CalPERS, upon voluntary retirement the employee may convert 100%of his or her accrued Sick Leave balance, less any amount converted to cash under the above provisions. 10.5.9. Conversion Deadline A decision to convert Sick Leave according to the policies stated shall be made by March 31. 10.6. Vacation Leave 10.6.1. Required Usage and Carryover Leave will be credited on a"per-pay-period"basis. Employees shall be required to use one-half (Y2)of their annual Vacation accrual yearly. Employees may accrue up to a maximum of fifty two (52) times the then-current pay period rate of Vacation accrual. Notwithstanding the accrual cap, employees shall continue to accrue Vacation Leave during the term of this MOU; provided that each employee reduces his or her Vacation Leave in excess of the cap over the term of the MOU. Commencing July 31,2004,the cap shall be enforced and any accrual in excess of the cap shall be paid as earned. 10.6.2. Cash-In Policy Employees covered by this Memorandum of Understanding may convert vacation time to cash with administrative approval. 12 APMA MEMORANDUM OF UNDERSTANDING, AUGUST 1, 2000,THROUGH JULY 31,2004 10.6.3. Accrual Vacation Leave shall accrue as follows: Through the 5th year of employment . 120 hours Through the 6th year of employment 128 hours Through the 7th year of employment 136 hours Through the 8th year of employment 144 hours Through the 9th year of employment 152 hours Through the 10th year of employment 160 hours Through the 11th year of employment 168 hours Through the 12th year of employment 176 hours Through the 13th year of employment 184 hours Through the 14th year of employment 192 hours Through the 15th year of employment 200 hours Through the 16th year of employment 218 hours 11. AUTOMOBILES Employees in the classification of Captain may 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, or for the purpose of making the employee available for emergency response. Captains may use a City vehicle to commute to and from work. 12. COMPUTER AND HOME EXERCISE EQUIPMENT LOAN PROGRAM 12.1. The Computer and Home Exercise Equipment 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. 12.2. The equipment configuration shall be appropriate to the employee's position and career with the City. 12.3. 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. 12.4. 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, the employee must certify that he/she already owns the remaining components required to constitute a computer system. 12.5. The plan will not apply to any equipment purchased prior to November 1, 1993. 12.6. 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. 13. 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). 13 APMA MEMORANDUM OF UNDERSTANDING, AUGUST 1, 2000, THROUGH JULY 31, 2004 14. EMPLOYEE ASSISTANCE PLAN The City will continue to maintain the Employee Assistance Plan. 15. FLEXIBLE BENEFIT PLAN 15.1. Definition Effective August 1,1993,the City's existing Cafeteria Benefit Plan(CBP)was converted to an IRS Section 125 Flexible Benefit Plan (FBP) administered by either the City or its designee. 15.2. Amount of Monthly Benefit Effective January 1, 2001 the City will maintain the Flexible Benefit Plan at seven hundred thirty-one dollars ($731) 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. 15.2.1. Yearly Increase Effective January 1,2002,the City will increase the Flexible Plan contribution in an amount equal to the March to March change in the Consumer Price Index (as measured by the Los Angeles - Riverside- Orange County CA, CPI-U, All items) to a maximum of 4%. Effective January 1,2003,the City will increase the Flexible Plan contribution in an amount equal to the March to March change in the Consumer Price Index (as measured by the Los Angeles - Riverside- Orange County CA, CPI-U, All items) to a maximum of 4%. Effective January 1,2004,the City will increase the Flexible Plan contribution in an amount equal to the March to March change in the Consumer Price Index (as measured by the Los Angeles - Riverside- Orange County CA, CPI-U, All items) to a maximum of 4%. 15.3. 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. 15.4. 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. 14 APMA MEMORANDUM OF UNDERSTANDING, AUGUST 1, 2000, THROUGH JULY 31, 2004 16. DISABILITY INSURANCE 16.1. The City shall maintain in effect for the term of this agreement a 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 Timeto supplement the disability payment so as to receive 100%of his/her base salary. The disability plan includes the following: 16.1.1. Provides 66.67% of the employee's monthly salary; 16.1.2. Commences after a 30 calendar day waiting period and provides a benefit to age 65; 16.2. For the first 30 days of non-job related illness or injury, the employee will use accrued Sick Leave, compensatory time or Vacation Leave; 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; At no time will an employee receive more than 100% of their base pay; 16.2.1. The premium will be added to the employee's gross pay and deducted from the net pay so as to make the benefits exempt from further taxation. 17. LICENSE RENEWAL The City agrees to pay the cost of maintaining certifications and licenses that are necessaryto maintain the minimum requirements for the licensee's job. 18. LIFE INSURANCE The City shall provide term life insurance equal to one and one-half (11/2)times annual salary. 19. OUTSIDE EMPLOYMENT Outside employment will be permitted, provided that the outside employment is consistent with moral & ethical guidelines established by the Chief of Police and the Association and that the employee, prior to accepting outside employment, signs an agreement, which: 19.1 Acknowledges that said employment is outside the course and scope of the employee's employment with the City of Azusa and that said employment is not for the benefit of the City of Azusa; and 19.2 Releases, indemnifies, and holds the City of Azusa, its agents and employees harmless for any liability, whatsoever, arising out of said employment, including but not limited to, injury or damage to the employee, and 19.3 Acknowledges that the City will have no responsibility or obligation, whatsoever, to provide a legal defense as a result of any outside employment engaged in by employee. 20. PAYROLL DEDUCTION Upon written employee authorization and designation of dollar amount, which may be revoked in writing by the employee at any time, the City agrees to establish a payroll deduction account for said employee. The City shall accrue the amount deducted per the employee's authorization on a non-interest bearing basis. Upon thirty days 15 APMA MEMORANDUM OF UNDERSTANDING, AUGUST 1, 2000, THROUGH JULY 31,2004 advance notice to the Finance Department, an employee may request pay off of the accrued amount in his or her account once per year. 21. PHYSICAL EXAMINATIONS The City will continue to provide annual physical examinations, for all sworn officers, on a voluntary basis. 22. RETIREMENT The City shall amend its retirement contract with the California Public Employees Retirement System (CaIPERS) to provide for the "3% ® 50" formula effective no later than 6-30-2001 and shall continue the highest level of the 1959 survivor benefit. The City shall continue to pay both the 'employee" and "employer" share of the cost. If the City's rate for providing the 3% @ 50 benefit is decreased by CaIPERS, the City agrees to reopen discussions with APMA over any savings realized by the City;provided,however,the City is under no obligation,whatsoever,to grant an increase in wages or benefits as the result of reopening under this section. 22.1 Optional Benefits 22.1.1 The City's contract with the CaIPERS includes the additional benefit of Service Credit for Unused Sick Leave. 22.1.2 The City's contract with the CaIPERS includes participation in the two-year Golden Handshake program as authorized by the State Legislature.The availability of this benefit shall be within the discretion of the City Council. 22.1.3 The City's contract with the CaIPERS includes the Employer-Paid Member Contribution in base pay during the final compensation period. 22.1.4. CaIPERS Service Credit for Military Service The CaIPERS Military Service Credit Purchase Assistance Plan described below shall be made available to full time regular employees who have completed their initial probation period with the City. The City's contract with CaIPERS includes the provisions of Section 21024,MilitaryService Credit as Public Service. Eligible employees with qualifying military service can contact CaIPERS and arrange to be billed for the service credit (Cal PERS'estimate is$5,000 per year of service). The City shall reimburse the employee for 25% of the amount of the bill. If desired, the employee may apply for a loan from the City for the remaining 75%. The employee shall apply for the loan 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 six years. The City may require collateral. Any remaining loan balance must be paid in full at the 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 attorney's fees in any restitution process. 22.2. Health Insurance During Retirement 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 twenty (20) cumulative years of City service,the City will reimburse monthly to the employee, until the employee passes away, an amount equal 16 0 0 APMA MEMORANDUM OF UNDERSTANDING, AUGUST 1, 2000, THROUGH JULY 31, 2004 to 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 CalPERS shall be considered to be part of that portion paid by the City. 22.2.1. Lump Sum Option for Health Insurance During Retirement As an irrevocable option, not later than 30 days after separation from employment with the City of Azusa, an employee may choose to receive in a lump sum the present value of his or her Health Insurance During Retirement, to the extent that he or she is so entitled (amount to be determined by actuarial tables and will vary with age, years of service and other factors). The present value calculation shall be based upon the monthly premium for PERSCare insurance or for the plan in which the employee is actually enrolled, whichever is higher. 22.3. Retirement Planning Seminar Employees who are in their"final compensation period"for CaIPERS purposes shall be allowed to attend one nearby CalPERS retirement planning/information seminar at City expense and on City time. Suchattendance shall be considered to be a training expense chargeable to the employee's "home" division. 23. TUITION REIMBURSEMENT 23.1. Objective The tuition reimbursement program is designed to encourage employees to continue their self-development by enrolling in approved classroom courses which will: 23.1.1. Educate them in new concepts and methods in their occupational field and prepare them to meet the changing demands of their job. 23.1.2. Help prepare them for advancement to positions of greater responsibility in the City of Azusa. 23.2. Eligibility 23.2.1. 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. 23.2.2. Courses must be(except where noted below in paragraphs 23.3.3.and 23.3.4.)traditional classroom courses taken at colleges or universities and approved by the Western Association of Schools and Colleges approved mail correspondence or internet courses. Distance learning classes offered by such colleges and universities shall be covered by this provision Credits given for non-classroom assignments such as life experience,military training, and professional training are not reimbursable. 23.2.3. Coursework must be related to the employee's current occupation or to a City classification to which the employee may reasonably expect promotion. 17 0 10 APMA MEMORANDUM OF UNDERSTANDING, AUGUST 1, 2000, THROUGH JULY 31, 2004 23.3. Courses may be eligible if they: 23.3.1. Are abovethe educational requirementsof the positionas noted inthe position specification and are not taken to acquire skills, knowledge and abilities which the employee was deemed to have when appointed the position. 23.3.2. Do not duplicate training which the employee has already had or which is to be provided in-house. 23.3.3. Do not duplicate previously taken courses unless special approval has been granted by the department head and the Human Resources Division. 23.3.4. 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 not be eligible. 23.3.5. Lead to a City-approved certificate, license or registration. Reimbursement may be made for any examination fees required to successfully obtain the certificate, license or registration. Reimbursement for eligible expenses will be made after obtaining the license, certificate or registration. 23.3.6. Are not taken on City time and must be certified that they are taken on the employee's off- duty time. 23.3.7. Are part of a bona-fide curriculum of the study of a foreign language for which the City pays an incentive. 23.3.8. Have been approved by the Department Head and the City Manager or his/her designee before commencement of the class. 23.4. Reimbursement 23.4.1. 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. 23.4.2. Employees shall be reimbursed up to the dollar amount charged for the same number of units per term by California State University system. 23.4.3. 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. 23.4.4. 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. 23.4.5. 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 form in order to be processed. 23.4.6. Application for reimbursement must be submitted within three months of the completion of the approved course in order to be considered for reimbursement. 18 0 0 APMA MEMORANDUM OF UNDERSTANDING, AUGUST 1, 2000, THROUGH JULY 31, 2004 23.4.7. 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 24 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. 24. POLICIES Family Leave, Pregnancy Disability, Attendance, Reasonable Suspicion and Sick Leave Donation Policies will be discussed further in ad hoc committee consisting of management representatives and a representative of each employee organization. 19 INDEX Acting Employee (4) Additional Compensation/premium Pay (4) Acting Employee (4) Bereavement Leave (8) Bilingual Pay (5) ` Callout(5) Deferred Compensation (City-paid) (5) Educational Incentive Pay(5) Holidays (8) Longevity Pay(5) Off-duty Court Appearance Time (6) Overtime/compensatory Time (7) Standby("Court on Call") Pay (7) Uniform Allowance (7) Administrative Leave (7) Automatic Payroll Deposit(4) Automobiles (13) Bereavement Leave (8) Bilingual Pay (5) Callout (5) City Rights (2) Conformance with Rules (3) Meet and Confer (3) Computer and Home Exercise Equipment Loan Program (13) Damage to Personal Effects (13) Deferred Compensation (5) Disability Insurance (15) Educational Incentive Pay (5) Employee Assistance Plan (14) Flexible Benefit Plan (14) Amount of Monthly Benefit (14) Definition (14) Eligibility (14) Termination (14) Yearly Increase (14) Health Insurance During Retirement (16) Holidays (8) Industrial Leave (9) Leave/Days off (7) License Renewal (15) Life Insurance (15) Longevity Pay (5) Lump Sum Option for Health Insurance During Retirement It 7) Maintenance of Existing Benefits (2) Non-discrimination (1) Anti-discrimination (1) Protection of Rights (1) Outside Employment (15) Overtime/compensatory Time (7) Payroll Deduction (15) Physical Examinations (16) Policies (19) I 0 Retirement (16) Optional Benefits (16) Retirement Planning Seminar (17) Salary (4) Automatic Payroll Deposit (4) Effective August 1, 2000 (4) Effective July 1, 2002 (4) Effective July 1, 2003 (4) Separability (2) Sick Leave (10) Accrual and Use (10) Conversion Deadline (12) Conversion to Cash upon Separation (11) Conversion to Service Credit upon Retirement (12) One-fourth Conversion (11) One-third Conversion (11) Personal Business (10) Reasons for Use of Sick Leave (10) Sick Leave During Probation (10) Sick Leave During Vacation (11) Term of Memorandum of Understanding (1) Total Compensation (1) Tuition Reimbursement (17) Eligibility(17) Eligible Courses (18) Objective (17) Reimbursement (18) Uniform Allowance (7) Vacation Leave (12) Accrual (13) Cash-in Policy (12) Required Usage and Carryover (12) Workweek and Timekeeping Interval (3) Timekeeping Interval (4) Workday (3) Workweek (3) I I 0 0 AZUSA POLICE MANAGEMENT ASSOCIATION //— 27 7- CSC) Lieutenant Jef eed, President Date: CITY AZUSA r � 7i 2- aC7 R ck gole, City nage Datb: Z oyd, Best Be" K eger Date. ZR- Dottie Wallace, Human Resources Manager Date: HUMAN Hr:SxU 29 NOV CO 12= t^ 20 RESOLUTION NO. 00-C140 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF AZUSA AMENDING RESOLUTION 99-C101 WHICH SETS FORTH COMPENSATION AND BENEFITS OF NON-CLASSIFIED EMPLOYEES AND ELECTED AND APPOINTED OFFICIALS OF THE CITY OF AZUSA EFFECTIVE JULY 1, 1999 THE CITY COUNCIL OF THE CITY OF AZUSA DOES RESOLVE AS FOLLOWS: WHEREAS, Non-classified employees of the City of Azusa are not covered by a meet- and-confer process,and compensation and benefits covering the Non-Represented, Non-Classified Employees and Elected and Appointed Officials and Assigned Positions are set forth in Resolution 99-C101; and WHEREAS, it is appropriate to amend Resolution No. 99-C101 as follows: 1. Add part-time position of Assistant Bus Driver 2. Add part-time position of Associate Planner 3. Adjust the salary for Police Dispatcher and Police Records Specialist I, II, III; 4. Delete full-time non-represented, non classified positions of Literacy Program Coordinator and Literacy Program Assistant; and 5. Make clerical corrections to the Benefits Section; WHEREAS, Schedule A-5, B-5 and the Benefits Section of the Compensation and Benefits Memorandum covering the City of Azusa Non-classified employees is attached hereto reflecting the additions, changes, and corrections. NOW,THEREFORE, BE IT RESOLVED thatthe City Council of the City of Azusa does hereby approve the amendments attached hereto,and directs the representatives of Management to affix their signatures theron. 5ThCity Clerk shall certify the passage of this resolution. VED ND PASSED t i 4T" day of December, 2000 MAYOR I 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 4T" day of December, 2000 AYES: COUNCILMEMBERS: HARDISON, STANFORD, ROCHA, BEEBE, MADRID NOES: COUNCILMEMBERS: NONE ABSENT: COUNCILMEMBERS: NONE ' 'W"J4 ASSISTANT71CITY CLERK AdIlk NON-REPRESENTED NON-CLASSIFIED POSITIONS Full Time Positions MONTHLY SALARY Schedule A5-- 1999-2000 Classification Range Step 1 Step 2 Step 3 Step 4 Step 5 Computer Programmer 7322 $3,920.44 $4,116.46 $4,322.27 $4,538.38 $4,765.30 The Full Time Positions listed above shall have the same em to ee benefits as qenerall described in the Mem Amended 12-7-2000 NON-REPRESENTED NON-CLASSIFIED PART-TIME POSITIONS 5-STEP MERIT INCREASE HOURLY SALARY STRUCTURE Schedule 85-- 1999-2000 Step 1 Step 2 Step 3 Step 4 Step 5 Position Range 1040 hrs 1040 hrs 1040 hrs 1040 hrs Account Specialist 1 7134 $10.8613 $11.4043 $11.9745 $12.5733 $13.2020 Account Specialist II 7148 $12.4847 $13.1090 $13.7645 $14.4526 $15.1753 Account Specialist III 7158 $13.7910 $14.4805 $15.2045 $15.9647 $16.7630 Administrative Assistant 7166 $14.9336 $15.6803 $16.4643 $17.2876 $18.1519 Administrative Secreta 7153 $13.1216 $13.7777 $14.4666 $15.1899 $15.9494 ' Associate Planner 7200 $21.3900 $22.4100 $23.4900 $24.6200 $25.8100 Bus Driver 7142 $11.7612 $12.3492 $12.9668 $13.6151 $14.2958 ' Bus Driver Assistant 7095 $7.2228 $7.5839 $7.9631 $8.3613 $8.7793 Community Imp. Insector 7152 $12.9917 $13.6413 $14.3233 $15.0395 $15.7915 Computer Operator 7158 $13.7910 $14.4805 $15.2045 $15.9647 $16.7630 Custodian 7120 $9.4489 $9.9213 $10.4174 $10.9383 $11.4852 Customer Service Rep 1 7138 $11.3023 $11.8674 $12.4607 $13.0839 $13.7380 Customer Service Rep II 7148 $12.4847 $13.1090 $13.7645 $14.4526 $15.1753 Department Intern 7104 $8.0582 $8.4612 $8.8842 $9.3284 $9.7948 Engineering Aide 7155 $13.3854 $14.1441 $14.7574 $15.4952 $16.2700 Facilities Maint Worker 1 7137 $11.1904 $11.7499 $12.3374 $12.9542 $13.6020 Librarian 7159 $13.9288 $14.6253 $15.3565 $16.1243 $16.9306 Library Aide 7104 $8.0582 $8.4612 $8.8842 $9.3284 $9.7948 Library Assistant 1 7114 $8.9014 $9.3463 $9.8137 $10.3044 $10.8195 Library Assistant 11 7124 $9.8325 $10.3242 $10.8404 $11.3825 $11.9516 Library Pae 7099 $7.6671 $8.0505 $8.4531 $8.8756 $9.3194 Line Mechanic 7202 $21.3666 $22.4349 $23.5567 $24.7344 $25.9711 Meter Reader 7163 $14.4944 $15.2192 $15.9801 $16.7791 $17.6180 Multilith Operator 7150 $12.7357 $13.3725 $14.0411 $14.7431 $15.4803 Office Aide 7085 $6.6701 $7.0036 $7.3538 $7.7215 $8.1076 Office Specialist 1 7117 $9.1710 $9.6296 $10.1111 $10.6166 $11.1474 Office Specialist II 7127 $10.1306 $10.6370 $11.1689 $11.7273 $12.3137 Park Maint Worker 1 7137 $11.1904 $11.7499 $12.3374 $12.9542 $13.6020 Associate Planner 7200 $21.3900 $22.4100 $23.4900 $24.6200 $25.8100 Police Dispatcher 7164 $15.6479 $16.3944 $17.1784 $18.0014 $18.8658 Police Records Specialist 1 7140 $12.4758 $13.0637 $13.6813 $14.3294 $15.0101 Police Records Specialist 11 7150 $13.7060 $14.3558 $15.0376 $15.7538 $16.5057 Police Records Specialist 111 7160 $14.9577 $15.7055 $16.4908 $17.3153 $18.1811 Public Works Trainee 7063 $5.3588 $5.6267 $5.9080 $6.2034 $6.5136 Secreta 7142 $11.7612 $12.3492 $12.9668 $13.6151 $14.2958 Senior Accountant 7195 $19.9289 $20.9255 $21.9717 $23.0702 $24.2238 Senior Office Specialist 7142 $11.7612 $12.3492 $12.9668 $13.6151 $14.2958 Street Maint Worker 1 7137 $11.1904 $11.7499 $12.3374 $12.9542 $13.6020 Utility& Stores Yard Asst 7136 $11.0796 $11.6336 $12.2152 $12.8260 $13.4673 Water Utility Worker 1 7151 $12.8631 $13.5062 $14.1815 $14.8906 $15.6351 t Approved by City Council 8/2/99 *Approved by City Council 12/4/2000 EXHIBIT C BENEFITS (As Amended 12-4-2000) 1. ELECTED OFFICIALS -- FLEXIBLE BENEFIT PLAN All elected officials shall be entitled to the same flexible benefit plan and insurance coverage as executive management employees (provided that any cash benefit selected does not cause the official's salary to exceed the limitations established by the Government Code). 2. ELECTED OFFICIALS--VEHICLE ALLOWANCE The Mayor and Council Members shall receive three hundred fifty dollars($350.00)per month as a vehicle allowance. 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, or for the purpose of making the employee available for emergency response. 3. PART-TIME ELIGIBILITY FOR PUBLIC EMPLOYEES' RETIREMENT SYSTEM BENEFIT Employees who work less than an average of less than twenty hours per week in a fiscal year shall be enrolled in the Public Agency Retirement System. The City contributes 3.75%of the employee's wages and the employee contributes 3.75% of wages for this plan. Any part-time non-classified employee who works in excess of one thousand(1,000)hours in the fiscal year and who qualifies as defined by the California Public Employees'Retirement System(CaIPERS)shall have his/her contribution to the CaIPERS paid by the City. 4. PART-TIME HOLIDAY PAY Part-time Non-classified employees shall be entitled to time off with pay on holidays as follows: Part-Time Non-classified employees shall be entitled to time off with pay on City-observed holidays. The number of hours of Holiday Pay shall be equal to the employee's average number of hours per day"on the payroll" during the five pay periods that immediately precede the holiday. Holidays observed shall be those Designated Holidays as outlined . in the City's Memoranda of Understanding provided the employee is on the payroll the day before the holiday or the day after. 5. PART-TIME OVERTIME PAY A part-time employee shall be entitled to premium pay for all hours worked in excess of forty (40) hours within the employee's regular work week. Paid holiday hours shall count towards the 40 hours required. In compliance with FLSA, the minimum timekeeping interval shall be fifteen 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. 6. SPECIAL ASSIGNMENT PAY 6.0.1. Reserve Officers When so assigned by the Chief of Police or his designee, a Reserve Officer that works on a special detail, such as the type where the City is reimbursed by an outside organization, shall receive $20.00 per hour in lieu of his or her hourly basic pay. 6.0.2. Motor Officers In addition to hourly basic pay,a part-time employee assigned the duties of motor officer by the Chief of Police or his designee, shall receive five percent (5%) of the base hourly rate of pay. Page 1 of 2 6.1. Bilingual Pay In addition to hourly basic pay, the City shall pay an incentive to personnel demonstrating a proficiency in a major foreign language if they are assigned and required to speak and translate the language in performance of their duties. Such additional payment is conditional upon demonstration of language proficiency by a qualified third-party examiner mutually agreed upon by both the City and the employee unit representing a comparable full-time position. Such additional payment is contingent upon ongoing performance of said duties and shall be discontinued or suspended if the employee is reassigned to duties that do not require foreign language proficiency. The incentive shall be 5% of base hourly rate. 7. PART-TIME LEAVE Qualified Part-Time employees (those who consistently work 32 or more hours per week)shall accrue Part- Time Leave on a pay period by pay period basis. Part-Time Leave shall be identified by the code"PTL"and can be used to receive pay for any bona-fide absence from the work place, be it due to illness, vacation, personal reasons or otherwise. When PTL is used for sick leave purposes, guidelines as outlined in the Memorandum of Understanding between the City and The Azusa City Employees Association will prevail. Requests for all other leave must be pre-approved by the department head (or designee). Employees who are appointed to temporary assignments do not qualify for this benefit. PTL shall not be used for absence due to an injury sustained on the job, either at the City of Azusa or elsewhere. Accrual of PTL shall be predicated upon a 10-week"look back period." To qualify to receive a pay period PTL accrual, the employee must be a part-time employee who has been "on the payroll"for the entire ten (10)weeks in the"look back period,"and must have been paid for at least three-hundred twenty(320)hours during the "look back period." Compensatory Time, PTL, Overtime (at 1.0 times the number of hours worked), and any similar existing or future pay types shall count towards the hours requirement. Accrual of PTL shall not begin before completion of the tenth (10th) week of employment. The amount of PTL accrual per pay period shall be the pro-rata portion of the City's standard sick leave accrual for a full-time employee that the employee's pay period hours represent when compared to full time work. The accrual shall be determined by multiplying 4.6154 hours by a fraction, the numerator of which is the hours during the pay period for which the employee will be paid [Compensatory Time, PTL,Overtime (at 1.0 times the number of hours worked), and any similar existing or future pay types, but not more than 80 hours] and the denominator of which is 80 hours. The accrual of PTL by an employee shall not be construed to enure property rights of any kind, including but not limited to the cash value of the accrued leave. Likewise, employees shall not be eligible to receive any type of intermediate cash-out or payoff of PTL upon termination. If a part-time employee is promoted to a full-time employee,any accrued unused PTL as of the effective date of the promotion will remain "on the books" and will be available for normal use by the full-time employee on an hour-for-hour basis. Page 2 of 2 RESOLUTION NO. 00-C139 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF AZUSA, CALIFORNIA, SETTING PRIORITIES FOR FILING WRITTEN ARGUMENTS REGARDING CITY MEASURES AND DIRECTING THE CITY ATTORNEY TO PREPARE AN IMPARTIAL ANALYSIS. WHEREAS, a General Municipal election is to be held in the City of Azusa, California, on Tuesday, MARCH 6, 2001, at which there will be submitted to the voters the following measures: Measure A: Shall Ordinance No. 2000-13 be adopted which amends the City's business license tax to 1) repeal the exemption that allows some businesses generating gross receipts of less than $5,000 to pay no tax and 2) require out-of-town businesses to pay business license taxes based on a formula to ensure that all gross receipts are counted during a calendar year? Measure B: Shall Ordinance No. 2000-14 be adopted which amends the City's business license tax on rental properties (of four or more units) to charge a flat tax on each unit, indexed to inflation, instead of the current formula based on gross receipts? NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF AZUSA, CALIFORNIA, DOES RESOLVE, DECLARE, DETERMINE AND ORDER AS FOLLOWS: SECTION 1. That the City Council authorizes any and all members of the City Council to file written arguments in Favor or Against City measures, accompanied by the printed names and signatures of the persons submitting it, or if submitted on behalf of an organization, the name of the organization, and the printed names and signature of at least one of its principal officers, in accordance with Article 4, Chapter 3, Division 9 of the Elections Code of the State of California and to change the argument until and including the date fixed by the City Clerk after which no arguments for or against the City measures may be submitted may be submitted to the City Clerk. SECTION 2. That the City Council directs the City Clerk to transmit a copy of the measures to the City Attorney. The City Attorney shall prepare an impartial analysis of the measures showing the effect of the measures on the existing law and the operation of the measures. The impartial analysis shall be filed by the date set by the City Clerk for the filing of primary arguments. SECTION 3. That the City Clerk shall certify to the passage and adoption of this resolution and enter it into the book of original resolutions. PASSED, APPROVED AND ADOPTED this 41" day of December, 2000. MAYOR I HEREBY CERTIFY that the foregoing resolution was duly adopted by the City Council of the City of Azusa at a regular meeting thereof, held on the 4" day of December, 2000, by the following vote of the Council: AYES: COUNCILMEMBERS: HARDISON, STANFORD, ROCHA, BEEBE, MADRID NOES: COUNCILMEMBERS: NONE ABSENT: COUNCILMEMBERS: NONE ASSISTANT CITY CLERK - 2 - • f RESOLUTION NO. 00-C 138 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF AZUSA, CALIFORNIA, ORDERING THE SUBMISSION TO THE QUALIFIED ELECTORS OF THE CITY OF CERTAIN MEASURES RELATING TO AMENDMENTS OF THE CITY'S BUSINESS LICENSE TAX CONCERNING RENTAL PROPERTIES, SMALL BUSINESSES GENERATING UNDER $5,000 IN GROSS RECEIPTS AND OUT-OF-TOWN BUSINESSES AT THE GENERAL MUNICIPAL ELECTION TO BE HELD ON TUESDAY, MARCH 6, 2001, AS CALLED BY RESOLUTION NO. 00-C122. WHEREAS, a General Municipal election on Tuesday,MARCH 6,2001, has been called by Resolution No. 00-C122, adopted on October 16, 2000, and WHEREAS, the City Council also desires to submit to the voters at the election questions relating to amendments of the city's business license tax concerning rental properties, small businesses generating under $5,000 in gross receipts and out-of-town businesses. NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF AZUSA, CALIFORNIA, DOES RESOLVE, DECLARE, DETERMINE AND ORDER AS FOLLOWS: SECTION 1. That the City Council, pursuant to its right and authority, does order submitted to the voters at the General Municipal Election the following questions: Measure A: Shall Ordinance No. 2000-13 be adopted which amends the City's business license tax to 1) repeal the exemption that allows some businesses generating gross receipts of less than $5,000 to pay no tax and 2) require out-of-town businesses to pay business license taxes based on a formula to ensure that all gross receipts are counted during a calendar year? Measure B: Shall Ordinance No. 2000-14 be adopted which amends the City's business license tax on rental properties (of four or more units) to charge a flat tax on each unit, indexed to inflation, instead of the current formula based on gross receipts? SECTION 2. That the proposed measures, in the form of ordinances, to be submitted to the voters are attached as exhibit A and exhibit B. i • SECTION 3. That in all particulars not recited in this resolution, the election shall be held and conduced as provided by law for holding municipal elections. SECTION 4. That notice of the time and place of holding the election is given and the City Clerk is authorized, instructed and directed to give further or additional notice of the election, in time, form and manner as required by law. SECTION 5. That the City Clerk shall certify to the passage and adoption of this resolution and enter it into the book of original resolutions. PASSED, APPROVED AND ADOPTED this 4th day of December, 2000. MA I HEREBY CERTIFY that the foregoing resolution was duly adopted by the City Council of the City of Azusa at a regular meeting thereof, held on the 4th day of December, 2000, by the following vote of the Council: AYES: COUNCILMEMBERS: HARDISON, STANFORD, ROCHA, BEEBE, MADRID NOES: COUNCILMEMBERS: NONE ABSENT: COUNCILMEMBERS: NONE ��if.GL hL1 u-� ASSISTANT CITY CLERK Page Two MEASURE A ORDINANCE NO.O-2000-13 AN ORDINANCE OF THE CITY OF AZUSA, CALIFORNIA, AMENDING SECTIONS 18-17, 18-691 AND 18-693 OF THE AZUSA MUNICIPAL CODE CONCERNING A LICENSE TAX BASED ON NUMBER OF EMPLOYEES AND MISCELLANEOUS BUSINESS LICENSES THE PEOPLE OF THE CITY OF AZUSA, CALIFORNIA DO ORDAIN AS FOLLOWS: SECTION 1. Section 18-17, subsection (d) of the Azusa Municipal Code is hereby deleted in its entirety and restated to read as follows: "(d) Gross receipts calculation. Whenever the license tax is determined or calculated upon a basis of the gross receipts from the conduct of business, the provisions of this subsection shall apply. The license tax for the first year on a new business shall be a flat tax of$90.00 for five employees or less and $150.00 for more than five employees in addition to any gross receipts tax due and payable upon renewal, transfer, or expiration of the business license. Home occupations shall pay a first-year license tax of $50.00 in addition to any gross receipts tax due and payable upon renewal, transfer, or expiration of the business license. Any business for which a previous business license has been issued and which has not been renewed within six months of expiration shall pay a license tax based on a first year license tax. Thereafter, the tax upon every transfer, expiration, and renewal of the business license shall be based on the gross receipts of the business for the immediately preceding year for which the business license was issued. The business license tax is due and payable at the time the first application for a license is filed, upon the application for the transfer of a license, at the time an application is filed for the renewal of the license, or within ten calendar days of the business license expiration,whichever is earlier.Thereafter,each license shall be obtained annually by completing a notice of renewal and submitting the appropriate information and payment of any tax and fees due. Any application for renewal or transfer shall be accompanied by a sworn statement of the amount of gross receipts." SECTION 2. Subsection (1) of Section 18-691 of the Azusa Municipal Code is -1- 0 hereby deleted in its entirety and restated to read as follows: "(1) Group 1: Gross receipts during fiscal year of business between $0.00 and $4,999.00 shall pay a tax of$50.00." SECTION 3. Section 18-693 of the Azusa Municipal Code is hereby deleted in its entirety and restated to read as follows: "Sec. 18-693. Contractors. Every person who is engaged in the business of general or building contractor, as licensed by the state as an engineering, general or subcontractor, shall pay a license tax in accordance with section 18-691, provided that tax shall be owing only on gross receipts from work performed within the city. The Gross Receipts Tax provided for in Section 18-691 shall be paid at the same time an application for any construction permit or work of improvement permit is applied for. Where work is performed not requiring a permit, or performed as a subcontractor under permit(s) obtained by another, the Gross Receipts Tax shall be paid upon application, renewal, transfer, or expiration of the business license. For purposes of this section, the Gross Receipts shall be based upon a signed affidavit provided by the Business License Division. Where subsequent evidence reveals that the Gross Receipts are greater than reported, a penalty as set forth in section 18-28 shall be applied to all gross receipts under reported from the date the tax was due." SECTION 4. The City Council may amend Chapter 18 of the Azusa Municipal Code and this Ordinance of the Azusa Municipal Code without a vote of the people to the extent necessary to implement the procedures for collection of the tax. SECTION 5. This Ordinance, being for the enactment and imposition of a general tax, shall be submitted to a vote of the people at the City's general municipal election scheduled for March 6, 2001. This ordinance shall become valid and binding if a majority of the voters voting thereon vote in its favor at said election. If the provisions of Proposition 218 or Government Code Sections 53720 et seq., are duly repealed or amended, or interpreted by the courts so that a vote of the people is not required for enactment of this Ordinance, then this Ordinance shall take effect as provided for all other City ordinances and may be amended in the same manner as all other City ordinances. SECTION 6. If any section, subsection, part, clause, sentence or phrase of this Ordinance, the application thereof is for any reason held to be invalid or unconstitutional by a decision of any court of competent jurisdiction, the validity of the remaining portions -2- 0 0 of this Ordinance, the application thereof, and the general taxes imposed shall not be effected thereby but shall remain in full force and effect, it being the intention of the voters to adopt each and every section, subsection, part, clause, sentence phrase regardless of whether any other section, subsection, part, clause, sentence or phrase or the application thereof is held to be invalid or unconstitutional. SECTION 7. This Ordinance and the levying of the general taxes described herein shall be effective ten (10) days after the date on which the City Council has declared that the voters of the City of Azusa have approved this Ordinance by a vote of more than 50% of the votes cast by the electors voting on the general tax set forth in this Ordinance. SECTION 8. The City Clerk shall certify the adoption of this Ordinance and shall cause it to be published in the manner required by law. -3- MEASURE B ORDINANCE NO.O-2000-14 AN ORDINANCE OF THE CITY OF AZUSA, CALIFORNIA, AMENDING SECTION 18-703 AND SECTION 18-6 OF THE AZUSA MUNICIPAL CODE CONCERNING A LICENSE TAX FOR RENTAL OF APARTMENTS, ROOMINGHOUSES, SINGLE AND MULTIFAMILY DWELLING UNITS THE PEOPLE OF THE CITY OF AZUSA, CALIFORNIA DO ORDAIN AS FOLLOWS: SECTION 1. Section 18-703 of the Azusa Municipal Code is hereby deleted in its entirety and restated to read as follows: Sec. 18-703. Rental of Apartments, roominghouses, individual homes. Every person engaged in the business of renting or operating rental units such as any apartment house, house court, bungalow court, boardinghouse, rooming house, lodging house, individual home, duplex or triplex whether attached or detached, or other accommodations for dwelling, sleeping, housekeeping or lodging in any place located within the city, regardless of whether the rental is at one location or at various locations, shall pay a license tax of$120.00 per year for each apartment unit, house, dwelling unit, bungalow, mobilehome, or other rented housing within a rooming or lodging house rented or occupied by a person or persons other than the property owner(s) as evidenced by a grant deed of trust; provided, however, that every person engaged in the business of renting or operating only three or fewer of such rental units shall pay a license tax computed on gross rental receipts from those properties as follows: Under $5,000 per year $50.00 $5,000 - $10,000 per year $50.00 plus $1.50 per $1,000 $10,000 - $20,000 per $60.00 plus $2.50 per year $1,000 -1- 0 011 $20,000 and over $70.00 plus $3.50 per 1 $1,000 SECTION 2. Section 18-6 of the Azusa Municipal Code is hereby amended to add the following language to the end of the first sentence of this section to provide for an annual consumer price index increase on the taxation on the rental of four or more units: "and the flat rate business license tax on the rental of four or more units, pursuant to Section 18-703 shall also be increased annually, commencing on January 1, 2002. - SECTION 3. The City Council may amend Chapter 18 of the Azusa Municipal Code and this Ordinance amending Section 18-703 of the Azusa Municipal Code without a vote of the people to the extent necessary to implement the procedures for collection of the tax. SECTION 4. This Ordinance, being for the enactment and imposition of a general tax, shall be submitted to a vote of the people at the City's general muncipal election scheduled for March 6, 2001. This ordinance shall become valid and binding if a majority of the voters voting thereon vote in its favor at said election. If the provisions of Proposition 218 or Government Code Sections 53720 et seq., are duly repealed or amended, or interpreted by a court so that a vote of the people is not required for enactment of this Ordinance, then this Ordinance shall take effect as provided for all other City ordinances and may be amended in the same manner as all other City ordinances. SECTION 5. If any section, subsection, part, clause, sentence or phrase of this Ordinance, the application thereof is for any reason held to be invalid or unconstitutional by a decision of any court of competent jurisdiction, the validity of the remaining portions of this Ordinance, the application thereof, and the general taxes imposed shall not be effected thereby but shall remain in full force and effect, it being the intention of the voters to adopt each and every section, subsection, part, clause, sentence phrase regardless of whether any other section, subsection, part, clause, sentence or phrase or the application thereof is held to be invalid or unconstitutional. SECTION 6. This Ordinance and the levying of the general taxes described herein shall be effective ten (10) days after the date on which the City Council has declared that the voters of the City of Azusa have approved this Ordinance by a vote of more than 50% of the votes cast by the electors voting on the general tax set forth in this Ordinance. SECTION 7. The City Clerk shall certify the adoption of this Ordinance and shall cause it to be published in the manner required by law. -2- WARRANT REGISTER#8 FISCAL YEAR 2000-01 WARRANTS 10/31/00 THRU 11/15/00 RESOLUTION NO. 00—C137 COUNCIL MEETING OF 11-20-00 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF AZUSA ALLOWING CERTAIN CLAIMS AND DEMANDS AND SPECIFYING THE FUNDS OUT OF WHICH THE SAME ARE TO BE PAID THE CITY COUNCIL OF THE CITY OF AZUSA does resolve as follows: SECTION 1. That the following claims and demands have been audited as required by law and that the same are hereby allowed in the amounts and ordered paid out of the respective Funds as hereinafter set forth: 00 Pooled Cash $ 478,564.75 10 General Fund 692,228.75 15 Transportation/Proposition A Fund 6,161.63 17 Transportation/Proposition C Fund 5,289.92 18 Community Development Block Grant Fund 2,037.46 19 Dwelling Tax Fund (Quimby Act) 0.00 21 Senior Nutrition Fund 9,924.21 22 Capital Projects Fund 8,509.08 25 Headstart Fund 33,474.05 26 Supplemental Law Enforcement Fund 117,451.25 27 Air Quality Improvement Fund 0.00 28 State Grants & Seizures 9,509.73 29 Fire Safety Fund 0.00 31 Consumer Services Fund 55,402.67 32 Water Fund 221,301.81 33 Light Fund 615,285.52 34 Sewer Fund 11,876.99 35 Azusa Valley Water Fund 0.00 42 Self Insurance Fund 9,910.85 43 Central Services Fund 133,421.19 50 Special Deposits Fund 0.00 Total $ 2,410,349.86 mo uuan�m �NII0 000 O 000 O 000 00101 MO0 mm Obb M OMM O aOa U IIO 000 O 000 O 000 M OMM NNi-ImM OCd' 10 Ob1U O b1H f[ II Ul O 1(1 M, O 0'0'0' In, O IA 1l1 r O h h 1010 N 1010 010 l0 M, O M til u1 ro IIN NN O 00 N NN 0 mm w rrr mm H N a ulu o 00 + H mr mm mm H Q mil O 00 H HH N d�M rlH H .QN NN N MM q II ro II .i II a, 110 0 0 0 00000 0 0 H yl IIo • o •• •• •• o • o •• •• •• 00000 •• •• •• o •• •• o 11 ovrl • vv� vv � vv H vvr+ • v-ot+ II O r1 .1 N O -M .i f0 O -(d to ro O .1 r1 ro 00000 -.1-r1 N O -.i-ri ro O a) a) 11 N1611 roro0 aA0 N (OL to it�aA0 ro 40 NN uii ,wE 0 E. 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