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Resolution No. 00-C137
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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W H II 10 N OO N H . 0OOH L a 1110 N NN O o00 rioo .i W W II O O 00 O >aoo >>> 000 O HH . I1o0�0� ' O L IIOO\O\ II Wx iii o0 O U II NN .i II r r Q II v II N u ♦J N uu � O dF a�O.O ti yE v II N 111 L N 11 u II aW F1 z 1 N 11 Q A NII �M Q II 1J M II r1 II L H V N II \O Co II Oc n Nx II No II v II W G II ro� 0 Q4 0411 N II 1 la n 1 u u 1 N 11 N I I Oo II N zh 11 3k H II H II N II UI M II to II H v 11 U 11 ii (: it H II CQ 1 W II 1 II Qm II a •• ii U 00 II f-I II x �7 u n II aC71 uNi O0 N N O� O \ II 1 O II 1 O C' II I W II 1 II I 1 II (aA N �1 II Lt' N F II O a II ob' Wo � 1 \ m n SA 11 H � u u �r n in u o N � iiF o Q w ii o �N X W IIF N� C 11 V IIQ w� 117. O ii a u vwi a ii C7 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 APPROVED this 2 0th day of November 2000. ` YOR I reby 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 20th day of November 2000 by the following vote of the Council: AYES: COUNCILMEMBERS: HARDISON, STANFORD, ROCHA, BEEBE, MADIRD NOES: COUNCILMEMBERS: NONE ABSENT: COUNCILMEMBERS: NONE --DEPUTY CITY CLERK WARRANTS# NONE PRE-DATED WARRANTS# NONE SPOILED DOCUMENTS WARRANTS# 25080-25575 COMPUTER-WRITTEN urv.wunxTu 0 RESOLUTION NO. 00—C136 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF AZUSA ADOPTING CLASS SPECIFICATIONS FOR ADULT EDUCATION AND LITERACY COORDINATOR AND LITERACY PROGRAM ASSISTANT AND ESTABLISHING SALARIES THEREFOR WHEREAS, the City of Azusa Rules of the Civil Service System, Section 3.3 Position Classifications, Preparation and Content of Class Specifications, states that the designation of a title for each class together with specification for each class shall be reviewed by the Personnel Board and approved by the City Council and that amendments or revisions to the Classification Plan, shall be submitted to the Personnel Board for review and to the City Council for approval; and WHEREAS, the Azusa Municipal Code, Chapter 2-Administration, Article V-Boards and Commissions, Division 4-Personnel Board, Section 2-411-Dudes states that"The Power and the Functions of the Board shall be to . . . recommend all salaries to the Council; and WHEREAS, on October 24, 2000, Personnel Board members reviewed the request of Director of Library and Community Services Paymaneh Maghsoudi to adopt the class specifications for Adult Education and Literacy Coordinator and Literacy Program Assistant and establish salaries therefor and recommended approval of the request. NOW, THEREFORE, BE IT RESOLVED THAT THE CITY COUNCIL OF THE CITY OF AZUSA DOES HEREBY: • Adopt the classification specifications attached hereto as ErhibitA for Adult Education and Literacy Coordinator and establish the salary therefor as follows: Range Step 1Step 2 1 Step 3 Step 4 Step 5 4321 $3,016.67 1 $3,167.50 1 $3,325.85 1 $3,492.16 $3,666.76 • Adopt the classification specifications attached hereto as EYhibitB for Literacy Program Assistant and establish the salary therefor as follows: Range Step 1 Step 2 Step 3 Step 4 Step 5 4320 $1 ,983.80 $2,082.99 $2,187.12 $2,296.49 $2,411.32 • Amend Exhibit A of the Memorandum of Understanding between the City of Azusa and the Azusa A OP') City Employees Association (Resolution 00-C 130) to set forth salaries for the classifications as I icated in Exhibit Cattached hereto. EA P VE TH 0th ovember, 2000 R HEREBY CERTIFY that the foregoing resolution was duly adopted by the City Council of the City of Azusa at a regular meeting thereof on the 20" Day of November, 2000, by the following vote of the Council; AYES: COUNCIL MEMBERS: HARDISON, STANFORD, ROCHA, BEEBE, MADRID NOES: COUNCIL MEMBERS: NONE ABSENT: �CO/UNCIL M BSE/RS:: ,)NONE Deputy-City Clerk EXHIBIT A Date Adopted: November 20, 2000 CITY OF AZUSA ADULT EDUCATION AND LITERACY SERVICES COORDINATOR DEFINITION Under limited supervision, plans, organizes and administers the Literacy Program established by the California Library Literacy Services Program responsive to the needs of adult new readers; performs related duties as required. CLASS CHARACTERISTICS This single position class reports directly to the Library Director and is responsible for administering the Literacy Program . ESSENTIAL FUNCTIONS These functions may not be present in all positions in this class. When a position is to be filled, the essential functions will be noted in the announcement of position availability. Letters in parenthesis at the end of each functions statement represent the abilities required to perform that function. 1. Plans, organizes, and supervises the Literacy Program. (a, b, c, d, e, f, g, h, i, j, k, I, m, n, o) 2. Prepares grant applications and administers grant reporting requirements. (a, b,j) 3. Prepares program budget. (a, b, c, f, g, i, j, k, n) 4. Establishes and evaluates procedures to carry out program objective. (a, b, c, d, e, f, g, i, j, 1) 5. Represents and promotes the program to community organizations, city government, and other associations. (a, d, In, m) 6. Coordinates promotional materials to recruit both tutors and students for the program. (a, d,g, h, m) 7. Coordinates or supports fund raising and public relations events. (a, d, e, 1, g, h) 8. Communicates regularly with the State Library representatives, other literacy providers and networks and literacy volunteers, as well as City and library staff. (a, b, d, e, f,j) 9. Selects and purchases books and materials for tutor training classes and resource collection for tutors and students. (b, c, f, g, n) 10. Arranges and coordinates tutor training classes. (d, e, g, j, m) 11. Coordinates tutor support meetings. (d, e, f, j, m) 12. Coordinates program activities. (a, b, c, d, e, f, g,In, i, j, k, 1, m, n) 13. Supervises volunteers, literacy assistance and other staff. (a, d, e, f, g. m) 14. Plans ongoing development of program. (a, b, c, d, g, h, i,j, k, I, n) 15. Provide technology instruction to the community and Literacy Program participants (d,e,g,i,m) Page 1 of 2 CITY OF AZUSA,ADULT EDUCATION AND LITERACY SERVICES COORDINATOR(continued) REQUISITE ABILITIES a. Communicate clearly and concisely, both orally and in writing. b. Analyze data and information and draw logical conclusions. c. Choose among alternatives to resolve problems. d. Establish and maintain harmonious relationships with city officials, community organizations, tutors, students and co-workers. e. Explain and apply policies and procedures. I. Interpret and apply rules, regulations, procedures and policies. g. Work independently. h. Promote community interest in the literacy program and make public presentations. i. Operate a computer and use a variety of computer software. j. Keep accurate records. k. Evaluate and plan for future community needs. I. Plan, organize, and coordinate literacy programs. m. Recruit and train volunteers. n. Establish budget and operate program within allocated amounts. MARGINAL FUNCTIONS These are position functions which may be changed, deleted or reassigned to accommodate an individual with a disability. QUALIFICATIONS GUIDELINES Education and/or Experience: Any combination equivalent to experience and education that could likely provide the require knowledge and abilities would be qualifying. A typical way to obtain the knowledge and abilities would be: Master's Degree in Library Science, Education, Human Services or related field and three years of professional experience in teaching, librarianship, public relations, community outreach, grant writing and/or fund raising or related field at least one (1) year of which shall be in a supervisory capacity. Previous experience with the literacy program is highly desirable. Knowledge and Skills Levels: Thorough knowledge of principle and practices of administration and management of a volunteer based program; principle and practices of librarianship; principles and practices of budget preparation; principles and practices of establishing and maintaining community programs. Page 2 of 2 EXHIBIT B Date Adopted: November 20, 2000 CITY OF AZUSA LITERACY PROGRAM ASSISTANT DEFINITION Under direct supervision, assists program coordinator in day-to-day activities related to recruitment, retention, and record keeping requirements of literacy tutors and students,and other program volunteers; performs related duties as required. ESSENTIAL FUNCTIONS These functions may not be present in all positions in this class. When a position is to be filled, the essential functions will be noted in the announcement of position availability. Letters in parenthesis at the end of each functions statement represent the abilities required to perform that function. 1. Initial contact point for individuals wishing to volunteer as tutors, as well as those desiring to be students. (abdefgimo) 2. Compiles statistical data pertaining to library monthly reports and other reporting requirements for the program. (b d h i j k l m n o) 3. Coordinates scheduling of tutors and students. (a b c e f g i) 4. Handles correspondence for fund raising, literacy activities, and general administration. (a b c dafgikImno) 5. Develops forms and documents. (a b d h i j k I m) 6. Interfaces with other city staff and outside agencies in coordinating program activities. (a e f g i m) 7. Operates office machines and equipment including word processing or other automated systems. (d k 1) 8. Supervises work of literacy volunteers. (a c e f g i m) REQUISITE ABILITIES a. Communicate clearly and concisely, both orally and in writing. b. Prepare reports and keep accurate records. c. Choose among alternatives to resolve problems. d. Perform routine clerical work. e. Communicate effectively with a variety of personnel and establish/maintain effective working relationships. f. Explain and apply policies and procedures. g. Interpret and apply rules, regulations, procedures and policies. h. Understand and follow verbal and written directions. Page 1 of 2 0 0 CITY OF AZUSA, LITERACY PROGRAM ASSISTANT(continued) i. Work independently. j. Perform mathematical computations including adding, subtracting, multiplying and dividing accurately. k. Operate a computer and use a variety of computer software. I. Learn office methods and procedures. m. Use correct English grammar, punctuation and spelling. n. Alphabetize or numerically/chronologically sort materials. o. Maintain records and perform specific program activities. MARGINAL FUNCTIONS These are position functions which may be changed, deleted or reassigned to accommodate an individual with a disability. QUALIFICATIONS GUIDELINES Education and/or Experience: Any combination of education and/or experience that has provided the knowledge,skills and abilities to perform the duties of this classification. Examples of combinations may include graduation from high school, some college course work, three years of increasingly responsible supervisory office work, and some community outreach. Knowledge and Skills Levels: Must have excellent inter-personal skills and the ability to promote a positive public image on the phone and in person; be familiar with procedures and methods of office management;able to coordinate work of volunteers;have effective oral and written communication skills;ability to compose letters and other written correspondence;ability to maintain accurate records. Skill in the operation of a variety of office equipment, including typewriter operation at a rate of 25 net wpm. Page 2of2 EXHIBIT C ACEA MONTHLY SALARY 7-1-1999 throu h 6-30-2001 CLASSIFICATION Ran a Ste 1 Step 2 Ste 3 Ste 4 Ste 5 Accountant 4189 $3,444.39 $3,608.84 $3,781.52 $3,962.85 $4,153.25 Account Specialist 1 4150 $2,386.46 $2,498.01 $2,615.15 $2,738.17 $2,867.32 Account Specialist 11 4164 $2,719.98 $2,848.23 $2,982.89 $3,124.26 $3,272.73 Account Specialist 111 4174 $2,988.31 $3,129.98 $3,278.72 $3,434.91 $3,598.90 Administrative Secreta 4169 $2,850.81 $2,985.58 $3,127.13 $3,275.72 $3,431.75 Administrative Technician 4174 $2,988.31 $3,129.98 $3,278.72 $3,434.91 $3,598.90 Adult Education & Literacy Coordinator 4321 $3,016.67 $3,167.50 $3,325.85 $3,492.16 $3,666.76 Assistant Planner 4190 $3,477.28 $3,643.38 $3,817.79 $4,000.93 $4,193.23 Associate Planner 4201 $3,861.55 $4,046.88 $4,241.46 $4,445.76 $4,660.31 Building Inspector 4199 $3,788.51 $3,970.19 $4,160.93 $4,361.22 $4,571.54 Building Technician 4169 $2,850.81 $2,985.58 $3,127.13 $3,275.72 $3,431.75 Bus Driver 4158 $2,571.33 $2,692.15 $2,818.99 $2,952.19 $3,092.03 Business Resource Officer 4174 $2,988.31 $3,129.98 $3,278.72 $3,434.91 $3,598.90 Community Im rovement Inspector 4171 $2,954.03 $3,093.63 $3,240.20 $3,394.09 $3,555.68 Computer Oerator 4174 $2,988.31 $3,129.98 $3,278.72 $3,434.91 $3,598.90 Development Services Assistant 4169 $2,850.81 $2,985.58 $3,127.13 $3,275.72 $3,431.75 Engineering Assistant 4186 $3,347.64 $3,507.27 $3,674.88 $3,850.86 $4,035.65 Engineering Associate 4222 $4,722.91 $4,951.27 $5,191.07 $5,442.89 $5,707.26 Executive Assistant to the City Manager 4179 $3,132.85 $3,281.74 $3,438.07 $3,602.22 $3,774.57 Engineering Technician 4165 $2,745.62 $2,875.15 $3,011.15 $3,153.95 $3,303.90 Geographic Information Systems Technician 4181 $3,170.47 $3,323.90 $3,485.01 $3,654.21 $3,831.00 Junior Accountant 4179 $3,132.85 $3,281.74 $3,438.07 $3,602.22 $3,774.57 Librarian 4175 $3,016.67 $3,159.73 $3,309.95 $3,467.71 $3,633.32 Library Assistant 1 4130 $1,983.80 $2,075.22 $2,171.24 $2,272.03 $2,377.89 LibraryAssistant II 4140 $2,175.12 $2,276.12 $2,382.16 $2,493.52 $2,610.44 Library Assistant III 4150 $2,386.46 $2,498.01 $2,615.15 $2,738.17 $2,867.32 Office Specialist 1 4133 $2,039.20 $2,133.42 $2,232.33 $2,336.19 $2,445.24 " Literacy Program Assistant 4320 $1,983.80 $2,082.99 $2,187.12 $2,296.49 $2,411.32 Office Specialist II 4143 $2,236.32 $2,340.38 $2,449.64 $2,564.36 $2,684.84 Park Maintenance Crew Supervisor 4184 $3,284.73 $3,441.23 $3,605.52 $3,778.03 $3,959.20 Park Maintenance Supervisor 4196 $3,681.66 $3,857.98 $4,043.12 $4,237.53 $4,441.66 Park Maintenance Worker 1 4153 $2,454.06 $2,569.02 $2,689.72 $2,816.44 $2,949.50 Park Maintenance Worker 11 4163 $2,694.59 $2,821.56 $2,954.88 $3,094.87 $3,241.86 Park Maintenance Worker III 4174 $2,988.31 $3,129.98 $3,278.72 $3,434.91 $3,598.90 Planninq Technician 4165 $2,745.62 M$2,875.15 $3.011.15$3,011.15 $3,153.95 $3,303.90 Purchasin Assistant 4174 $2,988.31 $3,278.72 $3,434.91 $3,598.90 Risk Mana ement Coord/Human Resources S e 4169 $2,850.81 $3,127.13 $3,275.72 $3,431.75 Recreation Coordinator 4133 $2,039.20 $2,232.33 $2,336.19 $2,445.24 Secreta 4158 $2,571.33 $2,818.99 $2,952.19 $3,092.03 Senior Accountant 4211 $4,249.31 $4,668.97 $4,894.66 $5,131.65 Senior Librarian 4185 $3,316.04 $3,640.03 $3,814.27 $3,997.23 Senior Office Specialist 4158 $2,571.33 $2,692.15 $2,818.99 $2,952.19 $3,092.03 Senior Plans Examiner 4205 $4,012.04 $4,204.88 $4,407.36 $4,619.98 $4,843.22 Senior Tree Trimmer 4184 $3,284.73 $3,441.23 $3,605.52 $3,778.03 $3,959.20 Transportation Dispatcher 4163 $2,694.59 $2,821.56 $2,954.88 $3,094.87 $3,241.86 Tree Trimmer 4170 $2,877.77 $3,013.91 $3,156.83 $3,306.93 $3,464.52 Council Approval 11-6-2000 Council Approval 11-20-2000 II • RESOLUTION NO. 00-C135 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF AZUSA APPROVING THE MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY AND THE INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS, LOCAL 18, EFFECTIVE AUGUST 1, 2000, THROUGH JULY 31, 2004 WHEREAS, the City Council acknowledges the International Brotherhood of Electrical Workers, Local 18 as the recognized employee organization representing those personnel occupying the positions identified in the attached Memorandum of Understanding between the City and the International Brotherhood of Electrical Workers, Local 18 (IBEW), and WHEREAS,the Memorandum between the City of Azusa and the IBEW 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 IBEW 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 IBEW have come to an agreement with regard to every issue, and WHEREAS,the new Memorandum of Understanding between the City of Azusa and the IBEW 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 h approve the Memorandum of derstanding attached hereto and does direct the repres v s of management to affix th r s natures thereon. City Clerk shall rtif t passage of this Resolution. P VED D A this 20'b day of November, 2000. 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 20'"day of November, 2000. AYES: COUNCILMEMBERS: HARDISON, STANFORD, ROCHA, MADRID NOES: COUNCILMEMBERS: NONE ABSTAIN: COUNCILMEMBERS: BEEBE ABSENT: COUNCILMEMBERS: NONE DEPUTY CITY CLERK 3 Y ? v4 4 ( Y S F _ •a�. "e, � r x N". �� .. tai' y" PI"r� v Ati 2.: IZ MEM RANDUM O,F UND.E�RSTANDING t. k BETWEEN "THEhCI -14 TY 3fr :F AZUSA, ` ASND < •�-.''�.�* .; �4,"^ "-'.. i� , :#'8.a`M1 n1 ;�� r� :3 a �Y�,".,a >�° i zi�.�,'�' '3 ��LOy AL xld8 OF THE INTERNATI NAqL BROTHERHOOD sOF ELECTRICAL #T d �� L � WORKERS y -x EFFFECTIV°E8 .1X° 2000 thru 7=3'1 200'4 t 'k 7 , 4 $.r'! tY"� �✓4' �s 'eoyy�� u`�'+�*x,.v.��"..S d3i2v q-.... 1 "ra � � Y'.••Sl � 4�� �' � t )} i p S i x Y M �#�� >i•. ij y h .1 C, k - 0 TABLE OF CONTENTS 1. RECOGNITION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 2. CITY RIGHTS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 3. EMPLOYEE ORGANIZATIONAL RIGHTS AND RESPONSIBILITIES . . . . . . . . . . . . . . . . . . . . . . . 2 4. NONDISCRIMINATION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4 5. SAFETY AND HEALTH . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4 6. GRIEVANCE AND APPEALS PROCEDURE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5 7. PROBATIONARY EMPLOYEES . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8 8. REINSTATEMENT . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8 9. NO STRIKE - NO LOCKOUT . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9 10. HOURS OF WORK . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9 11. OVERTIME . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10 12. STANDBY AND CALLBACK . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12 13. WORKING OUT OF CLASSIFICATION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13 14. SALARY AND COMPENSATION AND RETIREMENT . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14 14.1. Pay Increases . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14 14.2 Study of Water Division Salary Relationships . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14 14.3. Flex Staffing . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14 14.4. Apprentice Line Mechanic and Line Mechanic Helper . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14 14.5. Customer Service Representatives . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15 14.6. Water Utility Workers and Operators . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15 14.7. Meter Test Series . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15 14.8. Retirement . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16 14.9. Longevity Premium . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16 14.10. Bilingual Premium . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16 14.11 Education Incentive Premium . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16 14.12. Automatic Payroll Deposit . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . W 14.13. Job Security . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17 15. HOLIDAYS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17 15.1. Designated Holidays . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17 15.2. Applicable Overtime Rates . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17 15.3. Floating Holidays . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18 15.4. Observation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18 16. VACATION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18 16.1. Computation and Accrual of Vacation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18 16.2. Termination . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19 16.3. Conversion . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19 16.4. One-time Bonus . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19 17. LEAVE OF ABSENCE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19 18. JURY DUTY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20 19. MILITARY LEAVE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20 20, SICK LEAVE, INDUSTRIAL LEAVE, AND BEREAVEMENT LEAVE . . . . . . . . . . . . . . . . . . . . . . . 20 20.1. Sick Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20 20.2. Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21 20.3. Probationary Period . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22 20.4. Reasons for Use of Sick Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22 20.5. Restrictions on Sick Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22 20.6. Accrual and Use . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23 20.7. Payment for Accumulated Sick Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23 20.8. Sick Leave During Vacation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23 20.9. Industrial Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24 20.10. Bereavement Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25 21. FRINGE BENEFIT ADMINISTRATION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25 21.1. Administration . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25 21.2. Selection of Funding Method . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25 21.3. Changes . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25 21.4. Deferred Compensation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25 22. LIFE INSURANCE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26 23. HEALTH BENEFITS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26 23.1. Flexible Benefit Plan . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26 23.2. Retirement . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27 24. EDUCATIONAL REIMBURSEMENT AND LICENSES, COMPUTER LOAN . . . . . . . . . . . . . . . . . 27 24.1. Tuition Reimbursement . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27 24.1.1. Objective . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27 24.2. Computer Loan Program . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29 25. UNIFORM STANDARDS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29 25.1. Presentability . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29 25.2. Warm Weather . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30 25.3. Shirts . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30 25.4. Meter Readers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30 26. SOLE AND ENTIRE MEMORANDUM OF UNDERSTANDING . . . . . . . . . . . . . . . . . . . . . . . . . . . 30 27. WAIVER OF BARGAINING DURING TERM OF THIS AGREEMENT . . . . . . . . . . . . . . . . . . . . . . 30 28. SEPARABILITY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30 29. MAINTENANCE OF EXISTING BENEFITS AND CONDITIONS . . . . . . . . . . . . . . . . . . . . . . . . . . 31 30. LONG TERM DISABILITY INSURANCE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31 31. POLICIES . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31 32. TERM OF MEMORANDUM OF UNDERSTANDING . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31 33. RATIFICATION AND EXECUTION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31 MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF AZUSA AND LOCAL 18 OF THE INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS Effective August 1, 2000 thru July 31, 2004 1. RECOGNITION Pursuant to the policy of the City of Azusa(hereinafter referred to as the City),the City has recognized Local 18 of the International Brotherhood of Electrical Workers (hereinafter referred to as the Union) as the sole bargaining representative for those Employees (hereinafter referred to as employee(s)working for the City who are enumerated in Exhibit"A." -2. CITY RIGHTS 2.1. Management Rights The City reserves,retains and is vested with,solely and exclusively,all rights of managementwhich have not been expressly abridged by specific provisions of this Memorandum of Understanding or by law to manage the CITY, as such rights existed prior to the execution of this Memorandum of Understanding. The sole and exclusive rights of management, as they are not abridged by this Agreement or by law, shall include, but not be limited to, the following rights: 2.1.1. To manage the City generally and to determine the issues of policy. 2.1.2. To determine the existence or non-existence of facts which are the basis of the Management decision. 2.1.3. To determine the necessity and organization of any service or activity conducted by the CITY and expand or diminish services. 2.1.4. To determine the nature, manner, means, and technology, and extent of services to be provided to the public. 2.1.5. Methods of financing. 2.1.6. Types of equipment or technology to be used. 2.1.7. To determine and change the facilities,methods,technology,means,and size of the work force by which the City operations are to be conducted. 2.1.8. 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, the right to contract for or subcontract any work or operation of the City. 2.1.9. 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. 2.1.10. To relieve employees from duties for lack of work or similar nondisciplinary reasons. 2.1.11. To establish and modify productivity and performance programs and standards. 2.1.12. To discharge, suspend, demote or otherwise discipline employees for proper cause. 2.1.13. To determine job classifications and to reclassify employees. 1 MEMORANDUM OF UNDERSTANDING, LOCAL 18 OF THE IBEW,AUGUST 1, 2000 to July 31, 2004 2.1.14. To hire,transfer, promote and demote employees for nondisciplinary reasons in accordance with this Memorandum of Understanding and applicable Resolutions and Codes of the City. 2.1.15. To determine policies, procedures and standards for selection, training and promotion of employees. 2.1.16. To establish employee performance standards including, but not limited to, quality and quantity standards and to require compliance therewith. 2.1.17. To maintain order and efficiency in its facilities and operations. 2.1.18. To establish, promulgate and modify rules and regulations to maintain order and safety in the City which are not in contravention with this agreement. 2.1.19. To take any and all necessary action to carry out the mission of the City in emergencies not contrary to this Agreement. 3. EMPLOYEE ORGANIZATIONAL RIGHTS AND RESPONSIBILITIES 3.1. Dues Deductions The City shall deduct for dues and Union benefits on 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 ten (10) days following their deduction. 3.2. 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 the intentional failure of the City to transmit to the Union monies deducted from the employees pursuant to this Article. 3.3. Newly Hired Employees The Union shall be provided with a list of the names and departments of newly hired employees in the representation unit on a monthly basis. 3.4. Maintenance of Membership 3.4.1. All unit members who, on January 1, 1994, or thereafter are members of IBEW, Local 18 shall maintain membership in IBEW, Local 18 for the term of this MOU, except as otherwise provided below. 3.4.2. IBEW, Local 18 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. 3.4.3. Every employee who is a member of IBEW, Local 18 shall have the right to withdraw from membership between June 1 and June 15 of each year. 3.5. Bulletin Boards The Union shall have the right to use adequate space on the bulletin boards on City premises for the purpose of posting announcements and Union information. The bulletin board space shall be used for the following subjects only: 2 0 0 MEMORANDUM OF UNDERSTANDING, LOCAL 18 OF THE IBEW, AUGUST 1, 2000 to July 31,2004 3.5.1. Union recreational, social and related Union news bulletins. 3.5.2. Scheduled Union meetings. 3.5.3. Information concerning Union elections and the results thereof. 3.5.4. Reports of official Union business, including Union newsletters, reports of committees, or the Board of Directors. 3.5.5. Any other written material which first has been approved and initiated by the designated CITY representatives appointed by the City Administrator. The designated City representatives must either approve or disapprove a request for posting within twenty-four (24) hours, excluding Saturday, Sunday and legal holidays, from the receipt of the material and request to post it. The designated City representatives shall not unreasonably withhold permission to post. 3.6. Rights, Powers and Authority Except as limited by specific and express terms of this Memorandum of Understanding,the Union hereby retains and reserves unto itself all rights,powers and authority,confirmed on and vested in it by the laws and Constitution of the State of California or United States of America. 3.7. Union Organization 3.7.1. The Union representatives are those elected or appointed in accordance with the constitution and bylaws of the Union. Azusa recognizes the Union's right to appoint shop stewards. 3.7.1.1. The Union shall notify the Azusa City Management Representative, in writing, of the names and job class titles of its officers,shop stewards and other representatives each time an election is held or new appointments are made. 3.7.1.2. An employee elected or appointed as an officer or shop steward of the Union shall be required to work full time in his respective job class and shall not interrupt the work of other employees. 3.7.2. Officers and representatives (subject to the provisions of Paragraph 3.7.1.2.)of the Union shall be permitted to visit employee work locations for the purpose of observing conditions underwhich employees are working, provided such visit shall not interrupt the work of such employees, interfere with the normal operations of the department or with established safety requirements. 3.7.2.1. Such officers and representatives shall not enter any work location without the knowledge of the department head, division head, or other appropriate supervisor. 3.7.2.2. Solicitation of membership and all activities concerned with the internal management of the Union, such as collecting dues, holding membership meetings, preparation of petitions or grievance material, preparation of proposals, campaigning for office, conducting elections and distributing literature, shall not be conducted during working hours. 3.7.2.3. Such officers and representatives shall not use City vehicles while conducting activities as stated in 3.7.2.2. 3.7.3. In the event that the Union is formally meeting and conferring with representatives of Azusa on matters within the scope of representation during regular Azusa business hours, a reasonable number of officers, shop stewards or other representatives of the Union shall be allowed reasonable time off without loss of compensation or other benefits. 3 0 0 MEMORANDUM OF UNDERSTANDING, LOCAL 18 OF THE IBEW, AUGUST 1, 2000 to July 31, 2004 3.7.4. Such officers, shop stewards and representatives shall not leave their duty or work station or assignment without the knowledge of the department head, division head or other appropriate supervisor. 3.7.4.1. Such meetings are subject to scheduling in a manner consistent with operating needs and work schedules. 3.7.5. Officers and shop stewards or representatives (subject to the provisions of Paragraph 3.7.1.2.) of the Union shall be permitted, if requested by the Union employee, to attend the employee counseling session which could result in disciplinary action. Such officers shall also be permitted, if requested by the Union employee,to be present at employee disciplinary session. 3.7.5.1. Such officers shall not leave their duty or work station without the knowledge of the department head, division manager or other appropriate supervisor. 3.7.6. Officers, shop stewards or representatives of the Union, when requested of their respective division manager,shall be given reasonable time during work hours to investigate and process specified grievances or complaints arising out of the application of MOU or personnel rules. 4. NONDISCRIMINATION 4.1. Protection of Rights The parties recognize and agree to protect the rights of all employees to join and participate in protected Union activities or to refrain from joining or participating in such activities. 4.2. 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 affiliation. The parties 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. 4.3. Gender Whenever a word of the masculine or feminine gender is used in this Memorandum of Understanding, it shall be construed to include the other gender. 5. SAFETY AND HEALTH 5.1. Federal and State Laws The City and the employees of the City agree to comply with all applicable federal and state laws which relate to health and safety. In addition,the City and the Union agree to actively pursue the continuance of safe working procedures and environment. 5.2. Footwear Employees who are required to wear specified footwear(safety shoes or boots,heavy-duty walking shoes)shall receive an allowance of one hundred-ninety dollars $190 per year,except for those employees who are required to wear Lineman's boots shall receive an allowance of up to the equivalent of one pair of lineman's boots peryear An employee who fails to outfit him/herself with proper footwear when reporting to work shall be asked to leave without pay until the proper footwear requirement is met. Management and employees shall determine jointly 4 MEMORANDUM OF UNDERSTANDING, LOCAL 18 OF THE IBEW,AUGUST 1, 2000 to July 31, 2004 acceptable footwear at the beginning of each fiscal year. Employees working less than one (1) year shall be entitled to the appropriate allowance under this section on a prorata basis. 5.2.1 Future Increases: Effective 7-1-2001 $195 Effective 7-1-2002 $200 Effective 7-1-2003 $205 Effective 7-1-2004 $210 5.3. Weather and Air Quality The department head or his/her division manager shall determine what constitutes inclement weather or unhealthful air quality with due regard to the nature of the work to be performed and the needs of the CITY. If the Southern California Air Quality Management District(SCAQMD)declares a Stage 3 alert,then all work in the field shall cease until such alert is canceled. If the department head or his/her division manager declares that a condition of inclement weather or air quality exists,then all field employees shall return to the corporation yard for the duration of the assigned shift. The employees may be assigned light duty work which does not involve heavy and constant exposure to such weather or unhealthful air quality conditions. 6. GRIEVANCE AND APPEALS PROCEDURE 6.1. Resolution and Complaints In any instance of grievance,the employee shall first make an effortto resolve such grievance with his immediate supervisor. In the event such efforts are not mutually satisfactory, the employee aggrieved shall within five (5) working days, reduce his complaint to writing. The complaint shall set forth all the facts necessary to understand the issues involved. It shall be submitted in writing to the employee's immediate supervisor who shall transmit it to the department head. 6.2. Investigation The department head shall investigate the facts and issues involved and respond in writing within five(5)working days, stating the department's view on the issue involved, with a copy to the employee. 6.3. Further Discussion If the employee wishes to discuss the grievance further, he shall, within ten (10)working days of receipt of the department head's reply, appeal the department head's decision in accordance with Section 6.4.or Section 6.5.. 6.4. Appeal of Disciplinary Action Any employee in the classified service shall have the right to appeal to the Personnel Board regarding any discipline. The appeal shall contain a written narrative by the employee of the discipline imposed, giving dates of occurrences or conditions, as applicable. The department head shall prepare a written answer to the allegations and transmit it to the Personnel Board with a copy to the employee. 6.4.1. Hearings The Personnel Board shall set the matter for hearing and give the appellant and the department head at least five (5) business days notice in writing of the date and place of such hearing. The appellant shall attend, unless excused by the Personnel Board, and shall be entitled to: 5 0 0 MEMORANDUM OF UNDERSTANDING, LOCAL 18 OF THE IBEW, AUGUST 1, 2000 to July 31, 2004 6.4.1.1. Be represented by counsel or other representative of his choice; 6.4.1.2. Testify under oath or affirmation; 6.4.1.3. Subpoena witnesses; 6.4.1.4. Cross-examine all witnesses; 6.4.1.5. Present such affidavits, exhibits and other evidence deemed pertinent to the hearing. 6.4.2. Unexcused Absences Unexcused absences of the appellant at such hearing shall be deemed a withdrawal of the petition and consent to the action from which the appeal was taken. 6.4.3. Power to Examine In any investigation or hearing conducted by the Personnel Board, the Board shall have the power to examine witnesses under oath and compel their attendance or the production of evidence before it by subpoena issued in the name of the City and attested by the City Clerk. It shall be the duty of the Chief of Police to cause all such subpoenas to be served and refusal of a person to attend or testify in answer to such subpoena shall subject said person to prosecution in the same manner set forth by law for failure to appear before the City Council in response to a subpoena issued by the City Council. Each member of the Personnel Board shall have power to administer oaths to witnesses. The Personnel Board may exclude from any public or private hearing during the examination of a witness any or all other witnesses in the matter being investigated by the Personnel Board. 6.4.4. Burden of Proof The burden of proof shall be on the department head. 6.4.5. Informality Hearings shall be informal. The Personnel Board may receive and consider such oral,written and physical evidence as it deems pertinent, and may receive it in such order and manner as in the judgment of the Personnel Board is fair and equitable in each case. Parties to any matter before the Personnel Board may be represented by counsel,butthe right of such representation shall not be construed to require observance of the formal rules of evidence,or other formality, in the conduct of a hearing; nor shall such formality in the proceedings invalidate any decision rendered by the Personnel Board. 6.4.6. Findings of the Personnel Board. 6.4.6.1. Within ten (10)days after concluding the hearing, the Personnel Board shall certify its findings, in writing,to the City Council,that the accused was exonerated,reprimanded, fined,demoted, removed,dismissed,reduced in compensation or otherwise penalized. 6.4.6.2. Should the Personnel Board find the accused was suspended, demoted, or removed without sufficient cause, said Personnel Board shall order the accused reinstated forthwith to the position from which he was suspended,demoted, or removed and shall order paid to him the salary to which he would have been entitled had he not been suspended, demoted or removed. 6.4.6.3. After the Personnel Board has made its decision, the employee shall have no right to grieve the disciplinary action with the exception of Section 6.4.6.4. (Rev 7-30-90) 6 0 0 MEMORANDUM OF UNDERSTANDING, LOCAL 18 OF THE IBEW,AUGUST 1, 2000 to July 31, 2004 6.4.6.4. Except for bad faith or lack of evidence, such findings of the Personnel Board shall certify to the City Council shall be final. In such an event of bad faith or lack of evidence, the City Council shall be the final review board to which an employee may appeal. 6.4.6.5. The findings of the Personnel Board shall be fled as permanent record by the Personnel Officer, who shall deliver a certified copy to any employee, officer or other persons affected by such findings. 6.4.6.6. Any member of the Personnel Board may submit a minority or supplemental report which shall be filed as a permanent record by the Personnel Officer. 6.4.7. Joint Accusations Any person who is accused jointly with one or more Employees shall have the right to appear before the Personnel Board and request that his appeal be heard separately. 6.4.8. Continuance The Personnel Board may grant a continuance of any hearing for good cause. 6.5. Advisory Arbitration Advisory arbitration is for grievances relating solely to contract/MOU interpretation and where the employee elects to be represented by IBEW. Where the employee elects not to be represented by IBEW, such grievances shall be heard by the Personnel Board 6.5.1. The arbitrator shall be selected by mutual agreement of both parties from a list of seven (7) arbitrators submitted by the American Arbitration Association. The selection shall be made by alternatively striking the list with the first strike determined by lot. 6.5.2. Where practicable,the date for a hearing shall not be less than 20 calendar days, nor more than 60 calendar days,from the date of the filing of the appeal with the Personnel Director. The parties may stipulate to a longer or shorter period of time in which to hear the appeal. All interested parties shall be notified in writing of the date, time, and place of hearing. 6.5.3. All hearings shall be conducted according to the procedures of the American Arbitration Association. 6.5.4. Arbitration of a grievance under this provision shall be limited to the issues submitted. The Arbitrator's decision shall not add to,subtract from, or otherwise modify the terms and conditions of this agreement. 6.5.5. The Arbitrator shall submit his/her written decision within thirty(30)calendardaysfollowing the close of hearing, unless the parties agree to an extension. The decision shall set forth findings of fact and conclusions. 6.5.6. The Arbitrator's decision shall be filed with the City Administrator, with a copy sent to the grievant and a copy to the Human Resources Director. 6.5.7. The Arbitrator's decision shall be subject to the approval of the City Council. Either party shall have the opportunity to submit their arguments to the City Council with regard to the Arbitrator's findings of fact and conclusions. 6.5.8. The decision of the City Council shall be final and conclusive. Copies of the City Council's decision, including the Arbitrator's recommendation(s) shall be filed where appropriate. 7 MEMORANDUM OF UNDERSTANDING, LOCAL 18 OF THE IBEW, AUGUST 1, 2000 to July 31, 2004 6.5.9. Each party shall bear equally the cost of facilities,fees and expenses of the Arbitrator,including any court reporter and transcripts. Each party shall bear its own witness and attorney fees. If either party unilaterally cancels or postpones a scheduled hearing, thereby resulting in a fee charged by the Arbitrator or court reporter,then the party responsible for the cancellation or postponement shall be solely responsible for payment of that fee. This process shall not apply to mutual settlements by the parties which result in an arbitration fee. 6.5.10. The provisions of Section 1094.6 of the Code of Civil Procedure shall be applicable to proceedings under this Section. 7. PROBATIONARY EMPLOYEES 7.1. Probationary Basis All appointments in the classified service, including promotional appointments, shall be made on a probationary basis. All appointments, whether initial or promotional, shall be for a six (6) month probationary period, and customary evaluations of the progress and desirability of the appointee as a permanent employee shall be made. 7.2. Discharge Subject to Section 7.3., an employee may be discharged at any time during his probationary period without the right of appeal or hearing. 7.3. Probationary Reinstatement An employee serving a probationary period in a promotional position whose job performance is unsatisfactory shall be reinstated to the position from which he was promoted,unless charges are filed and he is discharged in a lawful manner. 8. REINSTATEMENT 8.1. Recommendation of Department Head Upon recommendation of the department head and the City Manager, an employee, who resigned in good standing, may within one (1)year of the effective date of such resignation, be reinstated without an examination to a position in the same class in which he previously served, providing a vacancy exists. Reinstatement will be made to the step and salary range which was received by the employee at the time of resignation. 8.2. Previous Service Credit An employee reinstated after resignation in accordancewith Section 8.1.shall be credited with his previous service for computation of vacation, but shall not retain any sick leave accumulated prior to resignation. 8.3. Probationary Period An employee,so reinstated,shall serve a probationary period of six(6)months and be subject to termination upon unsatisfactory service during the probationary period. The employee shall not be eligible for vacation benefits until he achieves permanent status;at which time,he or she shall be eligible for benefits earned following reinstatement and credited with previous service for computation of vacation leave. 8 0 0 MEMORANDUM OF UNDERSTANDING, LOCAL 18 OF THE IBEW,AUGUST 1, 2000 to July 31, 2004 9. NO STRIKE -NO LOCKOUT PROHIBITED CONDUCT 9.1. No Cause Agreement The union, its officers, agents, representatives and members agree that during the term of this Agreement, they will not cause or condone any strike,walkout,slowdown,sickout,or any otherjob action by withholding or refusing to perform services. 9.2. Lockout The city agrees that it shall not lock out its employees during the term of this Agreement. The term "lockout" is hereby defined so as not to include the discharge, suspension, termination, layoff, failure to recall, or failure to return to work of employees of the City in the exercise of its rights to do so as set forth in any of the provisions of this Agreement or applicable ordinance or law. 9.3. Termination Any employee who participates in any conduct prohibited in Section 9.1. of the above may be subject to termination by the City. 9.4. Suspension In addition to any other lawful remedies or disciplinary actions available to the City,if the Union fails, in good faith, to perform all responsibilities listed below in Section 9.5.,"Union Responsibility- Instruction to Cease",the City may suspend any and all rights, privileges, accorded to the union under this Memorandum of Understanding, including but not limited to suspension of recognition of the Union,grievance procedure,right of access,check-off, the use of the City's bulletin boards and facilities. UNION RESPONSIBILITY 9.5. Instruction to Cease In the event that the Union, its officers, agents, representatives or members engage in any of the conduct prohibited in Section 9.1 above, "Prohibited Conduct- No Cause Agreement", the Union or its duly authorized representatives shall immediately instruct any persons engaging in such conduct that their conduct is in violation of this Memorandum of Understanding and unlawful and they should immediately cease engaging in conduct prohibited in Section 9.1 above, "Prohibited Conduct - No Cause Agreement," and return to work. 9.6. Non-Liability If the Union performs all of the responsibilities set forth in Section 9.5. above, its officers, agents and representatives shall not be liable or damages for prohibited conduct performed by employees who are covered by this Agreement in violation of Section 9.1 above, "Prohibited Conduct - No Cause Agreement". 10. HOURS OF WORK 10.1. Intent of Article This article is intended to define the normal hours of work per day or per week in effect at the time of execution of this MOU. 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. 9 0 0 MEMORANDUM OF UNDERSTANDING, LOCAL 18 OF THE IBEW,AUGUST 1, 2000 to July 31, 2004 10.2. Workweek/Workday 10.2.1. The regular workweek for all employees covered by this MOU shall not exceed forty (40) hours for four (4) consecutive days, commencing at 12:01 a.m. Sunday and ending at Midnight Saturday. The workweek for all employees shall be either Monday through Thursday or Tuesday through Friday. The City reserves the right to determine which of the four(4)consecutive workdays(as defined above)for any employee affected by this MOU as required to meet the needs of the department. 10.2.2. Except as provided for in 10.2.4 and 10.2.5, the workday will be ten and one-half (10 112) hours with forty(40)minutes for lunch and two(2)fifteen(15)minute breaks to be scheduled with the approval of a supervisor or department head. The City reserves the right to determine the beginning and ending times of the ten (10)hour workday. The City and Union agree to establish a committee of their respective representatives in an effort to establish guidelines for combining breaks and lunch periods. 10.2.3. Notwithstanding the above,Water Utility Operators shall work a schedule within the following 14 day cycle: 8 consecutive work days (Wednesday to Wednesday) 6 consecutive off days (Thursday to Tuesday) For purposes of section 11.4.6, the Saturday and Sunday falling during the 6 consecutive days off shall be treated as a"Sunday." 10.2.4 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 days per week schedule to employees preferring to work such a schedule. 10.2.5 Commencing no later than the first year of the agreement, the parties agree to meet & discuss additional alternatives that will enable the City to provide services on an expanded basis to best meet the public's needs 10.3. Timekeeping Interval In compliance with the Fair Labor Standards Act(FLSA), the minimum time keeping 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. 11. OVERTIME 11.1. Premium Pay All employees shall be entitled to premium 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 Article holiday pay, sick leave, and other compensated time off shall count for the hours. 11.2. Compensatory Time Off 11.2.1. Compensatory time shall be accumulated at the appropriate rate for each hour of overtime worked. Only time actually worked shall count in the computation of premium pay or compensatory time off. 11.2.2. Compensatory time shall be paid either in the form of pay at the employee's regular hourly rate at the time the overtime was worked or equal time off and shall be decided at the time 10 0 0 MEMORANDUM OF UNDERSTANDING, LOCAL 18 OF THE IBEW,AUGUST 1, 2000 to July 31, 2004 the overtime is worked. The method of payment of compensatory time, either in cash or equivalent time off, must be authorized and approved by the department head. 11.2.3. Accumulated compensatory time not used in the pay period in which it was earned may be carried over to a maximum of one hundred sixty (160) hours. Employees who, at the time of ratification of this MOU by the City Council, have an excess of one hundred sixty (160) hours of accumulated compensatory time shall have one(1)year to reduce their balance of accrued compensatory time by either cash payment or actual use, subject to the approval of the department head. 11.2.4. Accumulated compensatory time off may be taken by an employee upon reasonable notice and prior approval of the department head. In approving compensatory time off, the department head will,as far as practicable,attempt to accommodate employee convenience to the degree possible in light of the operational requirements of the department. 11.3. Overtime Timekeeping Interval All overtime shall be accumulated in increments of no less than fifteen(15)minutes per day. When an employee works less than fifteen (15) minutes per day of overtime, the employee shall not receive compensatory time for increments of less than fifteen (15) minutes per day. 11.4. Rate of Compensation 11.4.1. Except as provided elsewhere, all overtime work shall be compensated at one and one-half (1'/2)times the number of hours worked. 11.4.2. All work done between the hours of midnight(12 midnight)and five o'clock in the morning (5 a.m.) shall be compensated at two (2)times the usual rate of pay. 11.4.3. In the event that an employee is summoned to work before four o'clock in the morning (4 a.m.)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. 11.4.4. 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(1 112)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. 11.4.5. 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. 11.4.6. All hours worked during holidays (except for Floating holidays) and Sundays shall be compensated at premium overtime rate of two(2)times the normal rate,which may be taken in pay or equivalent compensatory time off. 11.5. Overtime Meal Policy 11.5.1. 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(2)hours after the commencement of such work and no less frequently than every four (4)hours actually worked thereafter or he or she shall receive a meal reimbursement of nine dollars ($9)for each such period. 11.5.2. When an employee is required to perform scheduled or unscheduled work outside of his or her regular work hours, he or she shall be provided with a meal and the time to eat the meal 11 MEMORANDUM OF UNDERSTANDING, LOCAL 18 OF THE IBEW,AUGUST 1, 2000 to July 31, 2004 no less frequently than every four(4)hours or a meal reimbursement of nine dollars($9)for each such four (4) hour period. 11.5.3. In the event that an employee is summoned to work before five o'clock in the morning (5 a.m.)and is required to continue to work into his or her regular shift on the same task that he or she was summoned for shall be provided with a meal and time to eat the meal no less frequently than every four (4) hours or a meal reimbursement of nine dollars ($9)for each such four(4) hour period. 11.5.4. When an employee is required to report to work one (1) hour prior to his/her normal shift, he/she shall be provided a meal and the time to eat the meal,or a meal reimbursement of not more than nine dollars ($9). 11.6. Limitation of Authority Nothing herein is intended to limit or restrict the authority of the City to require any employee to perform overtime work. 11.7. Priority Permanent employees will be given priority to receive after-hours work assignments. However, management reserves the discretion to assign after-hours work to temporary/part-time employees as long as the temporary/part-time employee, by performing an after-hours work assignment, will not exceed thirty-two (32) hours worked during the week. 12. STANDBY AND CALLBACK 12.1. Standby Pay The City agrees to pay time and one-half(1 1/2)for standby time with a minimum of two (2) hours, which will result in three (3) hours of regular pay. In the event the employee notifies the department that he/she will be using sick leave while on standby duty, he/she will not be entitled to standby pay. 12.2. Callback Pay 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 two (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 employees although the employee's regular work week is not completed but shall not apply to employees who are continuing on duty for their normal work shift. In accordance with prior practice, the time starts when the callback call is received by the employee. 12.3. Appropriate Rate of Pay for Callback 12.3.1. The rate of pay for the first callback during a twenty-four (24) hour period as defined in Section 12.3.3. shall be one and one-half (1 1/2) times the normal rate of pay, except between 12 midnight and 5 a.m., the first call shall be compensated at double-time (2)rate. 12.3.2. All other callbacks during the same twenty-four(24)hour period as defined in Section 12.3.3. shall be compensated at the double-time (2) rate. 12.3.3. The time period to be used to compute whether a callback is the first callback shall be from the end of the normal workday for a period of twenty-four(24)hours, beginning on Thursday, when the regular standby duty begins. 12 0 0 MEMORANDUM OF UNDERSTANDING, LOCAL 18 OF THE IBEW, AUGUST 1, 2000 to July 31, 2004 12.3.4. The department head or his/her designee may at his/her discretion, direct an employee to leave work and require that the employee have a six (6) hour rest period whenever the employee has been called back. In the case where an employee is sent home during his/her regular shift, the employee will be paid at the regular rate of pay until the end of the normal shift. The employee may be called back prior to the end of his/her normal shift and be compensated at the appropriate rate of pay. 12.3.5. Regardless of the twenty four (24) hour period defined in Section 12.3.3., all callbacks occurring within a six(6)hour period from a previous callback shall be paid at the double time (2) rate. 13. WORKING OUT OF CLASSIFICATION 13.1. Special Acting Pay On an inadvertent and occasional basis,employees assume the responsibilities of and perform the duties of their respective supervisors who are away from the City for the purposes of scheduled or unscheduled events such as training, illness,bereavement,emergency,etc. Finance will create a special pay code entitled"Special Acting Pay,'not reportable to CalPERS, under which the employee who is requested by supervisor or management to act in the place of another shall receive additional compensation of 5% of his or her base pay for the hours in which he or she is in acting capaCity, including hours compensated at premium rates. The minimum number of hours that must be worked for"Special Acting Pay"to be applicable(from the first hour)shall be ten and a quarter (10.25)hours. The maximum number of hours for which"Special Acting Pay"shall be applicable shall be thirty- nine and three-quarters(39.75)hours. If an employee is called upon to act in a higher capacity for forty(40)or more hours, the provisions of the paragraph below shall apply. 13.2. Pay Range An employee who works more than thirty-nine and three-quarters (39.75) consecutive working hours out of classification shall receive an upgrade equal to the lowest step of the pay range for the higher class which provides at least a 5% increase (or a 5% increase if the top step for the pay range does not provide at least a 5%increase),commencing the first hour of working out of classification and for each consecutive hour thereafter. Working in a higher classification must be approved by the department head in advance. 13.3. Restriction An employee shall not continue acting in a higher classification, while retaining his existing classification, for more than ninety (90)calendar days except on authorization of the City Council. 13.4. Absence During the forty(40)consecutive working hour eligibility period before an employee is entitled to receive premium pay for working out of class, absence for any reason, except absence due to a regularly scheduled holiday or a regularly scheduled day off, shall break consecutiveness and cause an employee to be ineligible to receive premium pay. 13.5. Lead Meter Reader The lead Meter Reader,who is either having the most senior status among Meter Readers or being chosen to be the lead Meter Reader by the Meter Readers,shall receive a premium pay equal to two and one-half percent (2.5%)of his or her regular rate of pay. This premium shall be paid biweekly. The purpose of this premium pay is to compensate the lead Meter Reader for performing Field Service Representative duties on occasion as the need arises. 13 MEMORANDUM OF UNDERSTANDING,LOCAL 18 OF THE IBEW, AUGUST 1, 2000 to July 31, 2004 13.6 Lead Line Mechanic The Line Mechanic who is assigned the duties of running the Service Crew (Truck 205) shall receive, in addition to the base salary,pay equal to five percent(5%)percent of his or her base salary. This assignment shall be made in writing. This special compensation shall be paid along with the regular pay for the pay period and shall be included in compensation reportable for the purposes of retirement. The purpose of this pay is to compensate the Line Mechanic for performing Lead Line Mechanic duties. 13.7 An employee otherwise eligible for acting pay shall not be eligible during scheduled periods of vacation or when on sick leave. 14. SALARY AND COMPENSATION AND RETIREMENT 14.1. Pay Increases Employees covered bythis Agreement who are on the payroll on the following dates shall receive pay increases as shown. The salary ranges currently in effect are reflected in Exhibit "A.." 14.1.1 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%. 14.1.2 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%. 14.1.3 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%. 14.2 Study of Water Division Salary Relationships The City and Union agree to study the relationship of the salaries between non-supervisory and supervisory employees in the Water Division and to meet and discuss the results of such study 14.3. Flex Staffing Nothing in this article shall preclude management from promoting a qualified employee to a higher step/classification in their flex series. 14.4. Apprentice Line Mechanic and Line Mechanic Helper The classification of Apprentice Line Mechanic shall be assigned a salary range which is fifteen percent(15%) less than that of the classification of Line Mechanic. The salary relationship between classification of Apprentice Line Mechanic and Line Mechanic Helper shall be maintained as it existed on June 27, 1987. This salary range assignment is enumerated in Exhibit"A." 14.4.1. The classification of Apprentice Line Mechanic shall be incorporated into a"flexible"staffing pattern. Employee(s) in the Apprentice Line Mechanic classification shall be promoted to Line Mechanic classification (under probationary status) when the employee(s) has completed the fifth (5th) step as an Apprentice Line Mechanic and, in the opinion of 14 MEMORANDUM OF UNDERSTANDING, LOCAL 18 OF THE IBEW,AUGUST 1, 2000 to July 31, 2004 management,has obtained the practical knowledge of performing all facets of duties required of the Line Mechanic. 14.4.2. If, in the event that the Apprentice Line Mechanic is not promoted within one (1) year after attaining the fifth (5th)step, he shall be presented, in writing, the reason(s)for the denial of the promotion,and a list of area(s)where the candidate has insufficient knowledge to achieve the promotion. 14.5. Customer Service Representatives 14.5.1. The classification of Customer Service Representative I, ll, and III, hereinafter referred to as CSR 1, II, and III, shall be incorporated into the "flexible" staffing pattern. Employee(s) in either the CSR I or CSR II classifications shall be promoted to CSR II or CSR III classification,respectively,(under probationary status)when the employee(s)has completed the fifth (5th) step and in the opinion of management, has obtained the practical knowledge of performing all facets and duties of CSR II or CSR III, respectively. 14.5.2. In the event that the CSR I or CSR 11, is not promoted within one (1)year after attaining the fifth (5th) step, he/she will be presented, in writing, the reason(s) for the denial of the promotion, and a list of the area(s) and duty(ies) of which the candidate has insufficient knowledge and/or experience to achieve the promotion. 14.6. Water Utility Workers and Operators 14.6.1. The classification of Water Utility Worker 1/II and Water Utility Operator 1/II shall be incorporated into the"flexible"staffing pattern. Employee(s)in either the Water Utility Worker I or Water Utility Operator I classifications shall be promoted to the respective"ll"level(under probationary status) when the employee(s) has completed the fifth (5th) step and in the opinion of management, has obtained the practical knowledge to perform all facets and duties of the respective"I I" level. 14.6.2. In the event that the "I" level of either position is not promoted within one (1) year after attaining the fifth (5th)step, he/she will be presented, in writing, the reason(s)for the denial of the promotion,and a list of the area(s)and duty(ies)of which the candidate has insufficient knowledge and/or experience to achieve the promotion. 14.7. Meter Test Series 14.7.1. The classification of Apprentice Electrical Test Technician shall be incorporated into the "flexible"staffing pattern. Employee(s)in Apprentice Electrical Test Technician classification shall be promoted to Electrical Test Technician classification (under probationary status) when the employee(s)has completed the fifth(5th)step and, in the opinion of management, has obtained the practical knowledge to perform all facets and duties of the Electrical Test Technician. 14.7.2. If, in the event that the Apprentice Electrical Test Technician is not promoted within one (1) year after attaining the fifth (5th)step, he shall be presented, in writing,the reason(s)for the denial of the promotion,and a list of area(s)where the candidate has insufficient knowledge to achieve the promotion. 15 MEMORANDUM OF UNDERSTANDING, LOCAL 18 OF THE IBEW, AUGUST 1, 2000 to July 31, 2004 14.8. Retirement 14.8.1. California Public Employees' Retirement System The City shall continue its contract with the California Public Employees'Retirement System (CalPERS), "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. 14.8.2 The City's contract with CalPERS includes the optional benefit of Service Credit for Unused Sick Leave 14.8.3 The City's contract with CalPERS includes the optional benefit Employer Paid Member Contributions 14.8.4 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. 14.8.5 The optional benefit of Two YearAdditional Service Creditshall be discretionary ith Council in accordance with Government Code Section 20903. 14.9. Longevity Premium The monthly longevity pay for employees shall be in accordance with the following schedule: 10 yrs = $75 15 yrs = $150 20 yrs= $225 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. 14.10. Bilingual Premium An employee shall be eligible to receive up to $200 per month if the following conditions are met: 14.10.1. The employee must on a frequent and recurring basis speak and/or translate by reading/writing one or more languages other than English in the performance of his/her public contact duties with the City. An employee is eligible for$100 per month for verbal skills and an additional $100 per month for written skills. 14.10.2. The employee must pass a language skills test approved or administered by the City. 14.11 Education Incentive Premium 14.11.1 Employees awarded an Associate of Arts or Science degree from an accredited college or any of the following certificates or other certificates related to the employee's job mutually agreed to by the Union and the City, shall receive $25 per month. State of California Department of Health Services Water Treatment Operator Grade 5 State of California Department of Health Services Water Treatment Operator Grade 4 16 MEMORANDUM OF UNDERSTANDING, LOCAL 18 OF THE IBEW, AUGUST 1, 2000 to July 31, 2004 Sate of California Department of Health Service Water Distribution Operator Grade 4 State of California Department of Health Service Water Distribution Operator Grade 5 American Water Works Association California/Nevada Water Distribution Operator Grade 4 14.11.2 Employees awarded a Bachelor of Arts or Science degree from an accredited college shall receive $50 per month. Neither of the above shall apply to any employee whose job description has an equivalency requirement for either an Associate in Arts or Science degree or specific certifications; or a Bachelor of Arts or Science degree. 14.12. Automatic Payroll Deposit The City will continue to offer Automatic Payroll Deposit in cooperation with any bank that utilizes the Automated Clearing House service. 14.13. Job Security The City shall provide twelve months advance notice to any IBEW-represented employee who is targeted for layoff due to technological change. Wherever possible,the City shall provide appropriate career counseling and training and shall make every effort to reclassify such employee into an IBEW-represented position. 14.13.1. Every employee shall receive at least fifteen (15) hours training per year. 15. HOLIDAYS 15.1. Designated Holidays Employees covered by this agreement 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. All holidays shall be paid at a rate of ten (10) hours, consistent with the four 4 day, ten 10 hour workweek schedule. Holiday Schedule 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 Day Jan 15' 21' 20' 19 President's Day Feb 19' 18' 17' 16 Memorial Day May 28' 27' 26' 31 `=Monday 17 0 0 MEMORANDUM OF UNDERSTANDING, LOCAL 18 OF THE IBEW, AUGUST 1, 2000 to July 31, 2004 15.2. Applicable Overtime Rates Should employees be required by their supervisor or department head to work on a holiday listed above, the employees shall receive regular pay plus the appropriate premium pay or compensatory time off for the hours worked on the holiday. Such employees shall receive no other compensation for working on the holiday. The Water Utility Operators whose holiday falls on one of their 6 consecutive off days shall observe the holiday on the following Wednesday. 15.3. Floating Holidays 15.3.1. The parties agree to two (2) additional holidays designated as floating holidays for Employees to take at their convenience with the prior approval of the department head. 15.3.2. All"floating"holidays shall be requested in advance from the appropriate department head or division manager. Enough employees shall remain at work during "floating"holidays so that the City's business may be conducted. 15.3.3. "Floating"holidays shall accrue on July 1 and must be taken by the following June 30 or the hours will be forfeited. 15.4. Observation The workweek for Thanksgiving week for all employees (with the exception of Water Utility Operators) shall be Monday through Thursday. 16. VACATION 16.1. Computation and Accrual of Vacation 16.1.1. Accrual Schedule Vacation leave shall accrue as follows: Through the 4th year of employment 90 hours Through the 5th year of employment 120 hours Through the 6th year of employment 128 hours Through the 7th year of employment 136 hours Through the 8th year of employment 144 hours Through the 9th year of employment 152 hours Through the 10th year of employment 160 hours Through the 11th year of employment 168 hours Through the 12th year of employment 176 hours Through the 13th year of employment 184 hours Through the 14th year of employment 192 hours Through the 15th year of employment 200 hours Through the 16th year of employment 210 hours 16.1.2. Accrual Rate Employees shall accrue paid vacation leave at periodic rates equivalent to the annual schedule above. 16.1.3. Vacation Credit Accrued vacation time shall be credited to each employee's account during the pay period in which it accrues. Vacation leave for new employees will be granted no earlier than six(6)months after the day of employment, or the end of probation, whichever is the later date. 18 0 0 MEMORANDUM OF UNDERSTANDING, LOCAL 18 OF THE IBEW, AUGUST 1, 2000 to July 31, 2004 Vacation shall be taken at the convenience of the City with the approval of the department head. Where possible, such vacations should be taken annually and not accumulated from year to year. 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. 16.2. Termination Employees who terminate their employment with the City after six(6) months of full time employment shall be paid for all accrued vacation, if any, and the prorated portion of their unused vacation. 16.3. Conversion An employee may convert any accrued vacation into pay with the approval of the Department Head or City Manager. 16.4. One-time Bonus Effective September 1, 2000, each employee will be given a one-time bonus of ten (10) vacation hours. 17. LEAVE OF ABSENCE 17.1. Leave of Absence Without Pay 17.1.1. Conditions After all available leave benefits,including vacation,sick leave,compensatory time and anyother leave benefits have been completely used,a regular employee,not under suspension,may make application for leave without pay. An employee requesting leave of absence without pay must do so in writing stating specifically his or her reason for the request,the date when it is desired to begin the leave and the probable date of return. 17.1.2. Merit and Extent If the department head and the City Manager agree that such leave is merited and in the interests of the City, leave may be granted by the City Council for a period not to exceed one (1) year following the date of expiration of all other leave benefits. No employment service credits or fringe benefits such as sick leave,vacation,health insurance,retirement or any other benefits shall accrue to any employee on leave of absence without pay. 17.1.3. Extension At the end of such leave, if the employee desires additional leave, written application must be made to the City Manager's stating the reasons why the additional leave is required and why it would be in the best interests of the City to grant such leave of absence. If in the City Manager's opinion, such additional leave is merited and would still preserve the best interests of the City,the City Council may approve such extensions of the leave of absence for a period not to exceed an additional six (6) months. 19 0 0 MEMORANDUM OF UNDERSTANDING, LOCAL 18 OF THE IBEW,AUGUST 1, 2000 to July 31, 2004 17.1.4. Failure to Return If the employee does not return to work prior to or at the end of such leave of absence or extension of leave of absence,the City shall consider that the employee has terminated his employmentwith the City. Such an employee shall not accrue any vacation benefits,either in cash reimbursement or time off, and shall not be entitled to any compensation upon termination. 17.1.5. Violation Any employee who engages in outside employment during said leave of absence, without prior notification and approval of the employee's department head and the City Manager's, shall be subject to immediate termination. Likewise, and employee who falsifies the reason for the request for the leave of absence shall be immediately terminated. 17.1.6. Notice of Return Any employee on leave of absence must give the City at least seven (7) days written notice of the employee's intent to return to work. 18. JURY DUTY 18.1. Notification An employee required for jury duty shall immediately notify his supervisor or department head. 18.2. Time Off When required to serve on a jury,all employees shall have time off for a period of actual service required on the jury. Employees shall receive the regular pay while serving on jury duty, provided all jury fees paid to the individual employee, less allowed automobile expenses, are deducted from his normal salary. 19. MILITARY LEAVE 19.1. Section 395 Military leave with pay shall be granted in accordance with Section 395 of the Military and Veterans code. 19.2. Salary An employee who has been in the City employment for a period of not less than one(1)year, upon, being called for temporary military duty, shall receive full salary for period not to exceed thirty (30) calendar days in a calendar year. Time spent in military service shall be considered City employment for computation of employment related benefits. 20. SICK LEAVE, INDUSTRIAL LEAVE,AND BEREAVEMENT LEAVE 20.1. 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. 20.1.1. A yearly evaluation period for the use of sick leave begins on the first payday on or after January 1 of each year .At the end of each evaluation 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.The parties agree that sick leave 20 MEMORANDUM OF UNDERSTANDING, LOCAL 18 OF THE IBEW,AUGUST 1, 2000 to July 31, 2004 taken as Personal Business Leave shall not be considered as part of the amount used for these purposes. 20.1.2. A decision to convert sick leave according to the policy below shall be made by March 31: 20.1.2.1. If the employee has used more than three, but not more than six days of sick leave,excluding time spent on bereavement,he or she would have the following options: 20.1.2.1.1. Carry over the accrual and add it to his or her sick leave balance. 20.1.2.1.2. 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. 20.1.2.2. If the employee has used no more than three days of sick leave, including time spent on bereavement, he or she would have the following options: 20.1.2.2.1. Carry over the accrual and add it to his or her sick leave balance. 20.1.2.2.2. Convert, only to the extent that his/her balance is more than zero at the beginning of the 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. 20.2. Procedure 20.2.1. Notification As soon as an employee is aware he will be unable to report for work at the assigned time due to illness or disability, he shall notify his immediate supervisor or department head. 20.2.2. Authorization Process In order to receive pay for sick leave,the employee, upon returning to work, must immediately complete a Leave Request form indicating the nature of the illness or disability. The form must be signed by the employee, his immediate supervisor and department head and forwarded to Finance for processing. 20.2.3. Daily Notification An employee is required to notify his immediate supervisor or department head each day of his absence unless otherwise directed by his department head. 20.2.4. Doctor's Verification A doctor's certificate shall automatically be required for sick leave requested because of illness of more than three (3)days duration. 21 10 0 MEMORANDUM OF UNDERSTANDING, LOCAL 18 OF THE IBEW,AUGUST 1, 2000 to July 31, 2004 20.3. Probationary Period Sick leave may be taken during the probationary period but only in such amount as an employee would have earned if on permanent status. If the employee does not become permanent, all paid sick leave must be reimbursed to the City at the time of termination of employment or it shall be deducted from the employee's final paycheck. In the event no sick leave is taken during the probationary period, a credit of six (6)days leave or more, as accrued, will be credited to the employee when he attains permanent status. 20.4. Reasons for Use of Sick Leave Sick leave shall be granted for the following reasons: 20.4.1. Personal Personal illness or physical incapacity resulting from causes beyond the employee's control. 20.4.2. Non-Personal Up to 12 weeks 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 employee's personal care and attention. 20.4.3. Quarantine Enforced quarantine of the employee in accordance with the Health Department regulations. 20.4.4. Doctors'Appointments Medical, dental, and optical appointments. 20.4.5. Personal Business 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 regularworking hours of the employee. Personal business leave shall be approved or disapproved by the department head only in case of necessity. Employees must provide advance notice for Personal Business Leave whenever possible. Departments are to use the earning code PB for this purpose. Sick Leave taken as Personal Business Leave shall not be taken into consideration in employee performance evaluations. 20.5. Restrictions on Sick Leave An employee shall not be granted sick leave for the following reasons: 20.5.1. Self-Inflicted Disability arising from any sickness or injury purposely self-inflicted,or caused by his or her own willful misconduct. 20.5.2. Leave of Absence Sickness or disability sustained while on leave of absence, other than regular vacation leave. 20.5.3. Non-City Employment Disability or illness arising from compensated employment other than with the City. 22 MEMORANDUM OF UNDERSTANDING, LOCAL 18 OF THE IBEW,AUGUST 1, 2000 to July 31,2004 20.6. Accrual and Use Sick leave with pay shall accrue to Employees at the rate of one (1) working day (ten (10) hours) for each calendar month of paid employment,with unlimited accumulation. Sick leave shall not be taken in units of less than one-half(1/2) hour. 20.7. Payment for Accumulated Sick Leave 20.7.1. Entitlement An employee shall be entitled to payment at his or her current rate of salary upon death or retirement for fifty percent (50%)of accumulated sick leave, provided: 20.7.1.1. Requirement In the case of retirement for disability arising out of and in the course of employment, the employee shall have been employed by the City for at least five (5) consecutive years of service. 20.7.1.2. Voluntary Retirement In the case of voluntary retirement for any other cause, such employee shall have been employed by the.City for at least ten (10) consecutive years of service. 20.7.1.3. Death In the case of death, the employee has attained permanent status. 20.7.2. Conversion of Accrued Sick Leave 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. 20.7.3. Conversion to Service Credit Upon Retirement. Pursuant to the terms of the City's contract, as amended,with 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 provisions of Section 20.7.2., to retirement service credit. 20.7.4. Termination An employee upon terminating City employment for reasons other than death or retirement shall be entitled to payment at his current rate of salary for fifty percent (50%) of accrued sick leave in excess of three hundred and twenty(320)hours, up to and including eight hundred(800)hours, not to exceed, in any case, a maximum of thirty(30) days pay. 20.8. 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. 23 0 0 MEMORANDUM OF UNDERSTANDING, LOCAL 18 OF THE IBEW, AUGUST 1, 2000 to July 31, 2004 20.9. 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: 20.9.1. Rate of Pay An Employee granted industrial leave shall continue to be compensated at his regular rate of pay in lieu of temporary disability payments. 20.9.2. Restrictions 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 20.10.1. above. 20.9.3. Duration 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. 20.9.4. Conversion to LTD Priorto the end of the six(6)months of paid leave pursuantto section 20.10.3.,the employee may apply for benefits under the City's long-term disability plan. If the employee is qualified to receive benefits underthe disability plan,vacation 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 allowed by law for such employee for an additional six (6) month period. An employee receiving long-term disability can 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. 20.9.5. Vacation and Sick Leave Except as provided in 20.10.2. 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. 20.9.6. Expiration Industrial leave shall expire when one of the following conditions occurs: 20.9.6.1. Employee is able to return to work to his regular position. 20.9.6.2. 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 CaIPERS: 20.9.6.2.1. The employee's condition is determined to be permanent or of an extended duration. 24 MEMORANDUM OF UNDERSTANDING, LOCAL 18 OF THE IBEW,AUGUST 1, 2000 to July 31, 2004 20.9.6.2.2. The degree of disability precludes continued employment by the employee in his/her present position. 20.9.6.3. After twenty-six (26)weeks of industrial disability payments. 20.9.7. Physician Assignment 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.) 20.10. Bereavement Leave An employee may be permitted to take up to three(3)ten(10)hour days of Bereavement Leave in the event of the death of a member of his or her immediate family. "Immediate family" member is herewith defined as a mother, father, brother, sister, spouse, child, mother-in-law,father-in-law, grandparents, or relative living within the employee's household. Persons in loco parentis may also be considered under certain circumstances. Such leave shall not be charged against the employee's sick leave or vacation. In addition to bereavement leave, an employee may request up to two(2)ten (10)hour 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. 21. FRINGE BENEFIT ADMINISTRATION 21.1. Administration The City reserves the right to select the insurance carrier or administer any fringe benefit program that now exists or may exist in the future during the term of this Memorandum of Understanding. 21.2. Selection of Funding Method In the administration of the fringe benefit program, the City shall have the}fight to select any insurance carrier or other method of providing coverage to fund the benefits included under the terms of this Memorandum of Understanding, provided that the benefits of the employees shall be no less than those in existence as of the implementation of this agreement. 21.3. Changes If,during the term of this Memorandum of Understanding, any changes of insurance carrier or method of funding for any benefit provided hereunder occurs,the City shall notify the Union prior to any change of insurance carrier or method of funding the coverage. 21.4. Deferred Compensation The City shall provide$90 per month in deferred compensation to each employee, effective August 1, 2000. The City acknowledges that employees would like to be involved in the decision-making process in regard to changes in the deferred compensation benefit program. This would include the designation of the institution which will be responsible for the administration of the program, as well as the rate(s) of return on the various forms of deferred compensation investment vehicles. It is expressly understood that the: allocation of an individual employee's deferred compensation to (a) specific investment(s)shall remain the prerogative of that employee. 25 0 0 MEMORANDUM OF UNDERSTANDING, LOCAL 18 OF THE IBEW, AUGUST 1, 2000 to July 31, 2004 22. LIFE INSURANCE 22.1. Coverage The City shall maintain in effect for the term of this agreement a life insurance plan(s) covering employees covered by this agreement. The coverage provided by the City for the employee shall be equal to eighteen (18) months of the employee's monthly base salary. 23. HEALTH BENEFITS 23.1. Flexible Benefit Plan 23.1.1. 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. 23.1.2. 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). 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. 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 CalPERS insurance program, not to exceed 8 percent. 23.1.3. 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. 26 0 0 MEMORANDUM OF UNDERSTANDING, LOCAL 18 OF THE IBEW, AUGUST 1, 2000 to July 31,2004 23.1.4. Termination The City will not be responsible for payment of any qualified benefits on behalf of an employee following the month of termination. If an employee represented by the IBEW wishes to continue his/her qualified benefits, advance payment for such qualified benefits will be deducted from the employee's final pay. . 23.2. Retirement Employees who, at the time of retirement from the City of Azusa, have at least twenty (20)cumulative years of service with the City of Azusa,shall have the opportunity to choose one of the following options. The employee must indicate his or her choice within 30 days of retirement from the City of Azusa and such choice shall be considered irrevocable: 23.2.0.1 City-Paid Health Insurance. Beginning with the first month after retirement, the City will reimburse monthly to the employee, until the employee passes away, an amount equal to the single-coverage premium in the health insurance program of the employee's choice, in the CaIPERS health plans. The amount of the City's contribution shall vary, up or down, depending on periodic changes in rates. The minimum contribution (currently $16 per month)that the City pays directly to CaIPERS shall be considered to be part of the portion paid by the City. 23.2.0.2 City-Paid Annuity. The City will purchase, in the employee's behalf, a paid-up annuity income policy with benefits paid monthly, in an initial amount equal to the monthly single- coverage premium in the PERSCare health plan. The annuity shall include an allowance for increases due to inflation. 24. EDUCATIONAL REIMBURSEMENT AND LICENSES, COMPUTER LOAN 24.1. Tuition Reimbursement 24.1.1. Objective The tuition reimbursement program is designed to encourage employees to continue their self- development by enrolling in approved classroom courses which will: 24.1.1.1. Educate them in new concepts and methods in their occupational field and prepare them to meet the changing demands of their job. 24.1.1.2. Help prepare them for advancement to positions of greater responsibility in the City of Azusa. 24.1.2. Eligibility 24.1.2.1. 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. 24.1.2.2. Courses must be (except where noted below in paragraphs 24.1.3.2. and 24.1.3.3.) 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. 27 0 0 MEMORANDUM OF UNDERSTANDING, LOCAL 18 OF THE IBEW,AUGUST 1, 2000 to July 31, 2004 24.1.2.3. 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. 24.1.3. Courses may be eligible if they: 24.1.3.1. 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 to the position. 24.1.3.2. Do not duplicate training which the employee has already had or which is to be provided in-house. 24.1.3.3. Do not duplicate previously taken courses unless special approval has been granted by the department head and Human Resources. 24.1.3.4. 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. 24.1.3.5. 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 fora maximum of 2 courses per certificate, license or registration. 24.1.3.6. 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. 24.1.3.7. Are not taken on City time and must be certified that they are taken on the employee's off-duty time. 24.1.3.8. Have been approved by the Department Head and the City Administrator or his/her designee before commencement of the class. 24.1.4. Reimbursement 24.1.4.1. 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. 24.1.4.2. Employees shall be reimbursed up to the dollar amount charged for the same number of units per term by California State University system. 24.1.4.3. 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. 24.1.4.4. 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 28 0 0 MEMORANDUM OF UNDERSTANDING, LOCAL 18 OF THE IBEW,AUGUST 1, 2000 to July 31, 2004 considered equivalent to a"C." No reimbursement shall be made for audited or incomplete courses. 24.1.4.5. Employees must submit from the attendant institution an original certification of fees paid and grade achieved in order to have their application considered for reimbursement. These documents must accompany the reimbursement application form in order to be processed. 24.1.4.6. Application for reimbursement must be submitted within three months of the completion of the approved course in order to be considered for reimbursement. 24.1.4.7. 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 orwho separate as a result of a City/departmental reorganization. 24.2. Computer Loan Program 24.2.1. 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. 24.2.2. The equipment configuration shall be appropriate to the employee's position and career with the City. 24.2.3. The City will recommend a vendor who has agreed to provide discount pricing. 24.2.4. It is the employee's responsibility to negotiate the price for the equipment and to bring a copy of the order/quote to the City for approval prior to purchase. 24.2.5. The employee shall apply for a loan with the City on a City provided loan application. If the employee qualifies,the City will fund the loan on an interest free basis. Loan payments must be by payroll deduction. Each loan payment period shall not exceed two years and the aggregate value of all loan(s)shall not exceed$5,000 per employee. In order for an employee to receive a loan under the Plan for equipment upgrades for purchase of equipment components which are part of the City approved minimum configuration,the employee must certify that he/she already owns the remaining components required to meet the minimum equipment configuration. 24.2.6. 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. 25. UNIFORM STANDARDS The following standards shall apply to employees as determined by the appropriate management persons: 25.1. Presentability An employee may be permitted to wear denim("Levi")pants if he or she returns the standard issue pants to the department. The presentability of such clothing will be determined by management. 29 0 0 MEMORANDUM OF UNDERSTANDING, LOCAL 18 OF THE IBEW,AUGUST 1, 2000 to July 31,2004 25.2. Warm Weather During the summer months and/or extremely warm weather, the field crew employees may wear T-shirts (but not tank tops) while working underground or on the ground. The color of the T-shirt shall be a solid pattern without logos of any type. The presentability of such clothing will be determined by management. 25.3. Shirts Shirts will be standard issue uniforms with the appropriate City logo and employee's name. The fabric of these shirts may be cotton. 25.4. Meter Readers Meter Readers may wear shorts and stockings similar in design to those worn by the U.S. Postal Service employees. The color shall be a solid pattern. The presentability of such clothing will be determined by management. 26. SOLE AND ENTIRE MEMORANDUM OF UNDERSTANDING 26.1. Intent It is the intent of the parties hereto that the provisions of this Memorandum of Understanding shall supersede all prior agreements and Memoranda of Agreement,Memoranda of Understanding or contrary salary and personnel resolutions or administrative code, provisions of the City, oral or written, expressed or implied, between the parties, and shall govern the entire relationship and shall be the sole source of any and all rights which may be asserted hereunder. This Memorandum of Understanding is not intended to conflict with federal or state law. 26.2. City Rules and Regulations Notwithstanding the provisions of section 26.1,there exists with in the City certain personnel rules and regulations and departmental rules and regulations. To the extent that this agreement does not specifically contradict these personnel rules and regulations or departmental rules and regulations or City ordinances,they shall continue, subject to being changed by the City in accordance with the exercise of City rights under this agreement and applicable state law. 27. WAIVER OF BARGAINING DURING TERM OF THIS AGREEMENT 27.1. Agreement Not To Negotiate During the term of this Memorandum of Understanding, the parties mutually agree that they will not seek to negotiate or bargain with regard to wages, hours and terms and conditions of employment, whether or not covered by this Memorandum of Understanding or in the negotiations leading thereto,and irrespective of whether or not such matters were discussed or were even within the contemplation of the parties hereto during the negotiations leading to this Memorandum. Regardless of the waiver contained in this Article, the parties, may, however, by mutual agreement, in writing, agree to meet and confer about any matter during the term of this Memorandum. 28. 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. Should this language render invalid any provisions of this Agreement,then meet and confer sessions shall immediately commence in efforts to agree upon replacements for such invalidated provisions. 30 MEMORANDUM OF UNDERSTANDING, LOCAL 18 OF THE IBEW,AUGUST 1, 2000 to July 31, 2004 29. MAINTENANCE OF EXISTING BENEFITS AND CONDITIONS 29.1. Remain In Force Except as provided herein, all wages, hours, and economic terms and conditions of employment presently enjoyed by affected 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. 29.2. 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. 30. LONG TERM DISABILITY INSURANCE 30.1. The City shall maintain in effect for the term of this agreement a long-term disability plan covering employees set forth herein. Said plan shall provide an employee with a maximum of two-thirds (2/3)of his/her base salary. An employee may utilize his/her accrued sick leave,vacation,and/or compensatory time to supplement the LTD payment so as to receive 100% of his/her base salary. 30.2. The LTD plan shall: 30.2.1. Provide 66.67% of the employee's monthly salary; 30.2.2. Commence after a 30 calendar day waiting period and provide a benefit to age 65. 30.3. For the first 30 days of non-job related illness or injury, the employee will use accrued sick leave, compensatory time or vacation leave; At no time will an employee receive more than 100%of their base pay. 30.3.1. 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. 31. 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 32. 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. 33. RATIFICATION AND EXECUTION The City and the Union acknowledge that this Memorandum shall not be in full force and effect until ratified by the Union membership and adopted by the City Council of the City of Azusa. Subject to the foregoing, this Memorandum of Understanding is hereby executed by the authorized representatives of the City and the Union. 31 EXHIBIT A CITY OF AZUSA INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS MONTHLY SALARIES 7-1-1999 through 6-30-2001 CLASSIFICATION Ran a Ste 1 Ste 2 Ste 3 Ste 4 Ste 5 Apprentice Electrical Test Technician 5198 $3,809.13 $3,994.53 $4,189.17 $4,393.58 $4,608.17 Apprentice Line Mechanic 5204 $4,037.26 $4,234.05 $4,440.67 $4,657.62 $4,885.44 Buyer 5179 $3,170.46 $3,323.90 $3,485.01 $3,654.21 $3,831.85 Customer Service Representative 1 5154 $2,494.57 $2,614.23 $2,739.86 $2,871.77 $3,010.31 Customer Service Representative II 5164 $2,744.93 $2,877.11 $3,015.88 $3,161.61 $3,314.61 Customer Service Representative III 5174 $3,021.48 $3,167.48 $3,320.81 $3,481.79 $3,650.78 Customer Service Supervisor 5184 $3,327.00 $3,488.30 $3,657.62 $3,835.43 $44022.12 Electric Crew Supervisor 5228 $5,098.88 $5,348.75 $5,611.08 $5,886.59 $6,175.85 Electric Distribution Supervisor 5243 $5,903.32 $6,193.40 $6,498.00 $6,817.82 $7,153.64 Electrical Engineering Aide 5162 $2,673.20 $2,806.88 $2,947.22 $3,094.58 $3,249.30 Electrical Test Technician 5213 $4,405.98 $4,621.19 $4,847.21 $5,084.49 $5,333.61 Equipment Mechanic 5181 $3,232.14 $3,388.67 $3,553.03 $3,725.61 $3,906.84 Equipment Mechanic Supervisor 8195 $3,748.86 $3,931.21 $4,122.70 $4,323.73 $4,534.89 Field Service Representative 5184 $3,327.00 $3,488.30 $3,657.62 $3,835.43 $4,022.12 Field Service Supervisor 5194 $3,664.48 $3,842.63 $4,029.68 $4,226.09 $4,432.33 Line Mechanic 5218 $4,625.56 $4,851.77 $5,089.24 $5,338.67 $5,600.53 Line Mechanic Helper 5188 $3,457.95 $3,625.81 $3,802.01 $3,986.91 $4,181.21 Meter Reader 5179 $3,170.46 $3,323.90 $3,485.01 $3,654.21 $3,831.85 Senior Electrical Test Technician 5223 $4,837.95 $5,079.86 $5,333.82 $5,600.53 $5,880.56 Storekeeper 5172 $2,963.96 $3,107.09 $3,257.35 $3,415.16 $3,580.86 UtilityYard Office/Meter Test Technician 5181 $3,232.14 $3,388.67 $3,553.03 $3,725.61 $3,906.84 Water UtilityEquipment 0 erator 5188 $3,457.95 $3,625.81 $3,802.01 $3,986.91 $4,181.21 Water UtilityCrew Supervisor 5200 $3,883.67 $4,072.78 $4,271.36 $4,479.81 $4,698.91 Water UtilityMaintenance Mechanic 5186 $3,391.86 $3,556.36 $3,729.11 $3,910.47 $4,100.95 Water Utility Operator 1 5178 $3,140.06 $3,292.01 $3,451.52 $3,619.01 $3,794.90 Water Utility Operator II 5186 $3,391.86 $3,556.36 $3,729.11 $3,910.47 $4,100.95 Water Utility Operator Suervisor 5196 $3,736.08 $3,917.80 $4,108.62 $4,308.99 $4,519.36 Water Utility Services Specialist 5186 $3,391.86 $3,556.36 $3,729.11 $3,910.47 $4,100.95 Water Utility Supervisor 5225 $4,949.33 $5,196.78 $5,456.64 $5,729.47 $6,015.96 Water Utility Worker 1 5167 $2,824.95 $2,961.16 $3,104.15 $3,254.26 $3,411.89 Water Utili Worker II 5178 $3,140.06 $3,292.01 $3,451.52 $3,619.01 $3,794.90 Welder 5190 $3,525.43 $3,696.64 $3,876.40 $4,065.15 $4,263.34 • • MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF AZUSA AND THE INTERNATIONAL BROTHERHOOD F ELECTRICAL WORKERS AND AUGUST 1, 2000 THROUGH JULY 31,-200141- - FOR THE IN RNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS LOCAL 18, UNIT 64 By. Date: •LrrB'Arcy, Business Manager By: �r33�� pprrat Date: 11-13—,04v Reuben Espi a, Business Representative By: &� Date: ll—/3- U Bill L is,, B iiinessRepresentative L nn Dent, Chair By: Date: Lam t King , Vice C a rman By: Date: auull BBranc ier, Shop Steward - BDate: Jo n Lyda, Shop Steward By: Date: Rachel Tapia, S t and By: Date: /q- Mozbo, Steward By: Date: '0 Dave Patterson, Shop Steward FOR TH Y OF AZ C��' l.Ci �' ,/ .1 By: Date: I ck Cole, City Manager By: Date: Bill Floyd, Chief Negotiator t Best& Kriegee�,.,, ((��,, By: �k -Qb Date: —�d�-a� D tie Wallace, Human Resources Manager By: e22�% Date: � Dave Ramirez, AssistAnt Director of Electric Operations 33 INDEX Advisory Arbitration (7) Automatic Payroll Deposit (17) Bereavement Leave (25) Bilingual Premium (16) Callback Pay(12) City Rights (1) Compensatory Time off(10) Computer Loan Program (29) Deferred Compensation (25) Disability Insurance (31) Dues Deductions (2) Education Incentive Premium (16) Employee Organizational Rights and Responsibilities (2) Bulletin Boards (2) Dues Deductions (2) Indemnification (2) Maintenance of Membership (2) Newly Hired Employees (2) Rights, Powers and Authority (3) Union Organization (3) Flex Staffing (14) Apprentice Line Mechanic and Line Mechanic Helper (14) Customer Service Representatives (15) Meter Test Series (15) Water Utility Workers and Operators (15) Flexible Benefit Plan (26) Amount of Monthly Benefit(26) Definition (26) Floating Holidays (18) Footwear(4) Fringe Benefit Administration(25) Changes (25) Deferred Compensation (25) Selection of Funding Method (25) Grievance and Appeals Procedure (5) Advisory Arbitration (7) Appeal of Disciplinary Action (5) Burden of Proof(6) Continuance (7) Findings of the Personnel Board (6) Further Discussion (5) Hearings (5) Informality(6) Investigation (5) Joint Accusations (7) Power to Examine (6) Resolution and Complaints (5) Unexcused Absences (6) Health Benefits (26) Retirement (27) Holidays (17) Applicable Overtime Rates (17) Designated Holidays (17) Thanksgiving Week (18) Hours of Work (9) Intent of Article (9) Timekeeping Interval (10) Water Utility Operators (10) Workweek)workda (10) Industrial Leave (24) Conversion to Ltd (24) Duration (24) Expiration (24) Rate of Pay (24) Restrictions (24) Job Security (17) Jury Duty (20) Lead Meter Reader(13) Leave of Absence (19) Notice of Return (20) Outside Employment During (20) Life Insurance (26) Long Term Disability Insurance (31) Longevity Premium (16) Maintenance of Existing Benefits and Conditions (31) Military Leave (20) No Strike- No Lockout(9) Prohibited Conduct(9) Union Resposibility (9) Nondiscrimination (4) Anti-discrimination (4) Gender (4) Protection of Rights (4) Overtime (10) Compensatory Time off(10) Limitation of Authority (12) Priority (12) Rate of Compensation (11) Timekeeping Interval (11) Overtime Meal Policy (11) Policies (31) Probationary Employees (8) Discharge (8) Probationary Basis (8) Probationary Reinstatement (8) Ratification and Execution (31) Recognition (1) Reinstatement(8) Previous Service Credit (8) Probationary Period (8) Recommendation of Department Head (8) Retirement (16) Employer Paid Member Contributions (16) Service Credit for Unused Sick Leave (16) Two Year Additional Service Credit (16) Safety and Health (4) Federal and State Laws (4) Footwear (4) Weather and Air Quality (5) Salary and Compensation and Retirement (14) Apprentice Line Mechanic and Line Mechanic Helper (14) Bilingual Premium (16) Education Incentive Premium (16) Job Security(17) Longevity Premium (16) Meter Test Series (15) Pay Increases (14) Retirement(16) Study of Water Division Salary Relationships (14) Separability (30) Shop Stewards. (3) Sick Leave (20) Accrual and Use (23) Authorization Process (21) Conversion of Accrued Sick Leave to Cash (23) Conversion to Service Credit upon Retirement(23) Daily Notification (21) Doctor's Verification (2 1) Notification (21) One-fourth Conversion (21) One-third Conversion (21) Payment for Accumulated Sick Leave (23) Personal Business(22) Probationary Period (22) Reasons for Use (22) Termination (23) Vacation, Use of Sick Leave During (23) Sole and Entire Memorandum of Understanding (30) City Rules and Regulations(30) Intent(30) Standby Pay (12) Term of Memorandum of Understanding (31) Tuition Reimbursement (27) Eligibility (27) Eligible Courses (28) Objective (27) Reimbursement (28) Uniform Standards (29) Meter Readers (30) Presentability (29) Shirts (30) Warm Weather(30) Vacation (18) Accrual Rate (18) Accrual Schedule (18) Conversion (19) One-time Bonus (19) Termination (19) Vacation Credit(18) Waiver of Bargaining During Term of this Agreement (30) Working out of Classification (13) Absence (13) Lead Line Mechanic (14) Pay Range(13) Restriction (13) Special Acting Pay (13) Workweek/workday (10) 0 RESOLUTION N0. 00-C134 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF AZUSA APPROVING THE MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY AND THE CIVILIAN ASSOCIATION OF POLICE PERSONNEL EFFECTIVE AUGUST 1, 2000, THROUGH JULY 31, 2004 WHEREAS, the City Council acknowledges the Civilian Association of Police Personnel as the recognized employee organization representing those personnel occupying the positions identified in the attached Memorandum of Understanding between the City and the Civilian Association of Police Personnel (CAPP), and WHEREAS, the Memorandum between the City of Azusa and the CAPP 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 CAPP 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 CAPP have come to an agreement with regard to every issue, and WHEREAS,the new Memorandum of Understanding between the City of Azusa and the CAPP 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 repre tatives of management to affix their signatures thereon. The City Clerk shall certify the passage of this Resolution. AP V PASS �tl5is 201h day of November, 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 20'h day of November, 2000. AYES:. COUNCILMEMBERS: HARDISON, STANFORD, ROCHA, NIADRID NOES: COUNCILMEMBERS: NONE ABSTAIN: COUNCILMEMBERS: BEEBE ABSENT: COUNCILMEMBERS: NONE �L/7/itl�L DEPUTY CITY CLERK � t = s�"sn*r } x Or AS � N!°E-MO_RANDUM OF UNDERSTANDI°NG A BETWEEN � �� � H �, C � QX NT '-"'C I-4YOOF AZUSA;i � x SAND THE C7IVILIAN$ASS01CIATION , p OFTOLICE""PERSONNEL �r� EFFECTIVE 8 °1 200:0 thru7 .311 200Msk4 r.. i. x , N =s r h f i M • TABLE OF CONTENTS • 1. TERM . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 2. IMPLEMENTATION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . ... . . . . . 1 3. MAINTENANCE OF EXISTING BENEFITS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 4. NON-DISCRIMINATION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 5. REOPENER . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2 6. SAVINGS CLAUSE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2 7. SEPARABILITY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2 8. TOTAL COMPENSATION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2 9. CIN RIGHTS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2 10. WORKWEEK AND TIMEKEEPING INTERVAL . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3 11. SALARY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4 12. ADDITIONAL COMPENSATION/PREMIUM PAY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4 12.1. Bilingual Pay. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4 12.2. Callback . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5 12.3. Court Time . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5 12.4. Deferred Compensation(Employer Paid) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5 12.5. Longevity Pay . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5 12.6, Overtime/Compensatory Time . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5 12.7. Shift Differential . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6 12.8. Training Pay . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6 12.9. Uniform Allowance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6 13. COMPUTER AND HOME EXERCISE EQUIPMENT LOAN PROGRAM . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7 14. DAMAGE TO PERSONAL EFFECTS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7 15. EMPLOYEE ASSISTANCE PLAN . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7 16. FLEXIBLE BENEFIT PLAN . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7 16.1. Definition . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7 16.2. Amount of Monthly Benefit . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7 16.3 Yearly Increase . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8 16.4. Eligibility . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8 16.5. Termination . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8 17. LEAVE TYPES . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8 17.1. Bereavement Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8 17.2. Holidays . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9 17.3. Industrial Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9 17.4. Sick Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10 17.5. Vacation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13 18. LICENSE RENEWAL . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13 19. LIFE INSURANCE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13 20. LONG TERM DISABILITY INSURANCE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13 21. RETIREMENT . . . . . . . . . . . . . . . . . . . . .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14 22. TUITION REIMBURSEMENT . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14 23. FLEXIBLE STAFFING POSITIONS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16 24. JOB SHARING . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16 25. POLICIES . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17 26. LAYOFF . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17 MEMORANDUM OF UNDERSTANDING between THE CITY OF AZUSA and THE CIVILIAN ASSOCIATION OF POLICE PERSONNEL August 1, 2000 through July 31, 2004 This Memorandum of Understanding is entered into with reference to the following facts: (1) the Civilian Association of Police Personnel (CAPP) (hereinafter referred to as "Association") is the recognized employee organization representing those personnel (hereinafter referred to as "employees") employed by the various departments of the City of Azusa(hereinafter referred to as"City"),and occupying the classifications as listed in Exhibit "A" attached hereto; (2) in the interest of maintaining harmonious relations between the City and those employees represented by the Association,authorized representatives of the City and the Association have met and conferred in good faith,exchanging various proposals concerning wages,hours and other terms and conditions of employment to affected employees; and (3) the authorized representatives of the City and the Association have reached an understanding and agreement as to certain changes in wages, hours and other terms and conditions of employment of the affected employees which shall be submitted to the City Council of the City for approval and implementation of these changes by appropriate ordinance, resolution, or other lawful action. Therefore, the City and the Association agree that, subject to approval and implementation by the City Council of the City,the wages, hours and other terms and conditions of employment for all affected employees shall be altered as follows: 1. TERM 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 document is subject to approval of the City Council of the City of Azusa, and following such approval shall be implemented by appropriate resolution(s) or ordinance(s) of the City Council. 3. MAINTENANCE OF EXISTING BENEFITS Except as provided herein, all wages, hours and economic terms and conditions of employment presently enjoyed by employees shall remain in full force and effect during the entire term of this document unless mutually agreed to the contrary by both parties hereto. 4. NON-DISCRIMINATION 4.1. Protection of Rights The City and the Association shall recognize and protect the rights of all employees hereby to join and/or participate in protected Association activities or to refrain from joining or participating in protected activities in accordance with Government Code Section 3500, et sea. 4.2. Anti-Discrimination The City and the Association shall not discriminate against any employee because of race, color, sex, age, national origin, political or religious opinions or affiliations. The City and the Association shall reopen any provisions of this Agreement for the purpose of complying with any final order of the federal or state agency 1 MEMORANDUM OF UNDERSTANDING, CAPP, AUGUST 1, 2000 THROUGH JULY 31, 2004 or court of competent jurisdiction requiring a modification or change in any provision or provisions of this document in compliance with state or federal anti-discrimination laws. 5. REOPENER Should No. 6 render invalid any provision of this document, then meet-and-confer session(s) shall immediately commence in the effort to agree upon replacement(s) for such invalidated provisions(s). 6. SAVINGS CLAUSE Should any State or Federal law mandate the loss of revenue to the City as a result of the implementation of any clause of this document,or should any State or Federal law render a clause(s)of this document invalid, then those changes alone shall not be given effect and the remainder of this document standing shall be unaffected and shall remain in full force and effect. 7. SEPARABILITY Should any provisions of this document be found to be inoperative,void,or invalid by a court of competent jurisdiction, all other provisions of this document shall remain in full force and effect for the duration of this document. 8. TOTAL COMPENSATION As a matter of philosophy, the City recognizes that compensation consists of terms and conditions of employment other than those represented solely by salary. Further, the City recognizes that the changes in wages, hours and otherterms and conditions of employment as set forth in this document constitute additions to the total compensation received by affected employees. 9. CITY RIGHTS 9.1. 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 document or by law to manage the City, as such rights existed prior to the execution of this document. The sole and exclusive rights of Management, as they are not abridged by this document or by law, shall include, but not be limited to, the following: 9.1.1. To manage the City generally and to determine the issues of policy. 9.1.2. To determine the existence or non-existence of facts which are the basis of the Management decision. 9.1.3. To determine the necessity and organization of any service or activity conducted bythe City and expand or diminish services. 9.1.4. To determine the nature, manner,means and technology and extent of services to be provided to the public. 9.1.5. To determine methods of financing. 9.1.6. To determine types of equipment or technology to be used. 9.1.7. 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. 2 0 MEMORANDUM OF UNDERSTANDING, CAPP, AUGUST 1, 2000 THROUGH JULY 31, 2004 9.1.8. 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. 9.1.9. 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. 9.1.10. To relieve employees from duties for lack of funds or lack of work or similar non-disciplinary reasons. 9.1.11. To establish and modify productivity and performance programs and standards. 9.1.12. To discharge, suspend, demote or otherwise discipline employees for proper cause. 9.1.13. To determine job classification and to reclassify employees. 9.1.14. To hire,transfer,promote or demote employees for non-disciplinaryreasons in accordancewith this document and applicable Resolutions and Codes of the City. 9.1.15. To determine policies, procedures and standards for selection, training and promotion of employees. 9.1.16. To establish employee performance standards including,but not limited to,quality and quantity standards and to require compliance therewith. 9.1.17. To maintain order and efficiency in its facilities and operation. 9.1.18. 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. 9.1.19. To take any and all necessary action to carry out the mission of the City in emergencies. 9.2. Conformance with Rules The City shall have the right to exercise the rights provided in sections 9.1.8 through 9.1.16.of the Management rights clause, in accordance with the Personnel Rules and Regulations and shall exercise these rights in conformance with the Personnel Rules and Regulations. 9.3. 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 document, or in Personnel Rules and Salary Resolutions and Administrative Code(s) which are incorporated in this document. By agreeing to meet and confer with the Association as to the impact and the exercise of any of the foregoing City Rights, Management's discretion in the exercise of these rights shall not be diminished. 10. WORKWEEK AND TIMEKEEPING INTERVAL 10.1. Workweek The regular workweek for all employees covered by this document shall be forty(40) hours for a seven (7) day period beginning at 12:01 a.m. each Sunday and consists of four (4) days a week and ten (10) hours per day. 3 MEMORANDUM OF UNDERSTANDING, CAPP, AUGUST 1, 2000 THROUGH JULY 31, 2004 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. 10.2. Workday The workday will consist often (10) hours with fifty (50) minutes for lunch and breaks to be scheduled in light of the departmental policy. The City reserves the right to determine the beginning and ending times of the work day. 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 (8) minutes or more shall be rounded up. 11. SALARY 11.1 Salaries Effective 8-1-2000 The current base monthly salary of employees in the unit covered by this MOU are set forth in"Exhibit A" 11.2 Cost of Living Increases 11.2.1 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%. 11.2.2 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%. 11.2.3 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%. 11.3. Automatic Payroll Deposit The City will continue to offer Automatic Payroll Deposit in cooperation with any bank that utilizes the Automated Clearing House service. 12. ADDITIONAL COMPENSATION/PREMIUM PAY 12.1. 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 Association. 4 MEMORANDUM OF UNDERSTANDING, CAPP, AUGUST 1, 2000 THROUGH JULY 31, 2004 Employees may apply for bilingual pay at any time;however, examinations shall be conducted semi-annually. 12.2. Callback Pay 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. 12.2.1. Appropriate Rate of Pay for Callback The rate of pay for Callback shall be at one and one-half (11/2) times the normal rate of pay, except between 12 midnight and 5 a.m., the first call shall be compensated at double-time (2) rate. For the purposes of this section only, the time period to be used in computing whether a callback is the first callback shall be from 4:00 p.m.to 4:00 p.m.the next calendar day. All other callbacks during the same twenty-four(24) hour period shall be compensated at the double-time (2) rate. 12.3. Court Time The minimum court appearance time shall be four (4) hours per day. Court time is applicable only for court appearances scheduled during off-duty hours. 12.4. Deferred Compensation (Employer Paid) The City shall provide $45 per month in deferred compensation to each employee, 12.5. Longevity Pay The monthly longevity pay for employees who have completed the specified years of full-time City service shall be in accordance with the following schedule. 7 yrs = $80 10 yrs = $100 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. 12.6. Overtime/Compensatory Time Employees shall be entitled to Overtime Pay or Compensatory Time off for all hours worked in excess often (10) hours in one work day or forty (40) hours within the employee's regular work week. For the purposes of this document, Holiday Pay, Sick Leave, and other Compensated Time off shall count for the hours. Compensatory Time may be accumulated at the appropriate rate for each hour of overtime worked to a maximum accrual of two hundred forty (240) hours. Overtime Payor CompensatoryTimeoff for Overtime Payshall 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. 5 MEMORANDUM OF UNDERSTANDING, CAPP, AUGUST 1, 2000 THROUGH JULY 31, 2004 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 two hundred forty(240) hours. 12.6.1 Overtime Meal Policy 12.6.1.1 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 everyfour hours actually worked thereafter or he or she shall receive a meal reimbursement of nine dollars ($9)for each such period. 12.6.1.2 Outside of Regular Shift When an employee is required to perform scheduled or unscheduled work outside of his or her regularwork 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. 12.6.1.3 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 shifton 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 or a meal reimbursement of nine dollars ($9) for each such four(4) hour period. 12.7. Shift Differential Persons assigned to work the following shifts will be compensated as follows: Swing Shift: additional $.52 per hour Morning Shift: additional $1.04 per hour Swing Shift is generally considered to be 1500 to 0100; Early Morning Shift is generally considered to be 2200 to 0800; any shift that includes at least one-half of either of these shifts shall receive shift differential for the entire shift. Shift differential pay will not apply to individuals who are working either of the above shifts on an overtime basis, on a shift exchange or when called out due to an emergency. 12.8. Training Pay Association employees shall receive Training Payat the rate of five percent(5%)in addition to base salarywhile assigned to train a person to perform the functions of their respective divisions. 12.9. Uniform Allowance The City agrees to provide a Uniform Allowance of seven hundred sixty dollars per year ($760), which shall be paid in November, for all employees who are required to wear or maintain a uniform. 6 i • MEMORANDUM OF UNDERSTANDING, CAPP, AUGUST 1, 2000 THROUGH JULY 31, 2004 13. COMPUTER AND HOME EXERCISE EQUIPMENT LOAN PROGRAM 13.1. 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. 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 approval prior to purchase. 13.4. The employee shall complete a Promissory Note provided by Finance. 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,an office employee's personal clothing or effects is accidentally damaged or destroyed, the employee may submit a claim for reimbursement up to one hundred dollars($100)to the department head or his or her designee. The department head or his or her designee shall have the authority to investigate the claim and recommend to the City Manager, or his or 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 eyeglasses or contact lenses and hearing aid devices are exempt from the one hundred dollar ($100) limit. 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 FBP at seven hundred thirty-one dollars ($731.00) per month for each employee. This plan can be used by the employee to pay,to the extent available,for qualified benefits as determined by the IRS. The employee understands that, in the event the total premiums and/or expenses for qualified benefits selected by him/her exceed the amount of the FBP,the excess shall be deducted from pre-tax wages of the employee. 7 MEMORANDUM OF UNDERSTANDING, CAPP, AUGUST 1, 2000 THROUGH JULY 31, 2004 16.3 Yearly Increase 16.3.0.1 Effective January 1, 2002, the City will increase the FBP contribution in an amount equal to the average percentage increase for the basic plan premium for Health Maintenance Organizations(HMOs)under the California Public Employees Retirement System(CaIPERS) insurance program, not to exceed 8 percent 16.3.0.2 Effective January 1, 2003, the City will increase the FBP 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 16.3.0.3 Effective January 1, 2004, the City will increase the FBP 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 16.4. 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. 16.5. 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. For the purposes of clarification, this language means that existing employees will receive FBP for their last month of employment even if they work just one work day into that last month. 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, domestic partner, child, mother-in-law, father-in-law, grandparents or relative living within the employee's household. Person in loco 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 twenty(20)hours of Sick Leave in the event of the death of an immediate family member. Such leave shall not be charged against the employee's accrued Sick Leave balance and shall be considered in calculating his or her ability to convert the balance. 8 MEMORANDUM OF UNDERSTANDING, CAPP, AUGUST 1, 2000 THROUGH JULY 31, 2004 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 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 19' 18' 17' 16 Memorial Day May 28' 27' 26' 31 `=Mondays 17.2.2. 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 maybe conducted. Floating holidays shall accrue on July 1 and must be taken by the following June 30, or the hours will be forfeited. 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 his 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 17.3.1 above. 9 MEMORANDUM OF UNDERSTANDING, CAPP, AUGUST 1, 2000 THROUGH JULY 31, 2004 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 nine (9) 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 nine (9) months of paid leave pursuant to this section, the employee may apply for benefits under the City's long-term disability plan. If the employee is qualified to receive benefits under the disability plan, Vacation and Sick Leave shall accrue, and the City shall continue to pay benefits under the City's Flexible Benefit Plan and CalPERS so far as required by law for such employee for an additional three (3)month period. An employee receiving long-term disability may be eligible to return to work on or before three (3) months from the time employee began receiving long-term disability benefits. The employee shall notify the department head as soon as practicable as to whether he or she will be returning to work prior to the expiration of the three-month period in which the employee has been on long term disability. 17.3.5 Except as provided in 17.3.2, no employee shall have accrued sick leave deducted while on industrial leave. Vacation 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 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: 17.3.6.3 The employee's condition is determined to be permanent or of an extended duration. 17.3.6.4 The degree of disability precludes continued employment by the employee in his/her present position. 17.3.6.5 After thirty-nine (39) weeks of industrial disability payments. 17.3.7 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.) 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. Sick Leave may be taken during the probationary period but only in such amount as the employee would have earned if on permanent status. If the employee does not become permanent,all paid sick leave must be reimbursed to the City at the time of termination of employment or it shall be deducted from the employee's final paycheck. 10 0 0 MEMORANDUM OF UNDERSTANDING, CAPP, AUGUST 1, 2000 THROUGH JULY 31, 2004 The Finance Department will analyze and report to the employees the amount of :lick 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 employees' 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 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 purposes of the 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. 17.4.2.2 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 17.4.1.2 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 treatment of a relative covered under Section 17.4.1.2 has an illness, injury,orcondition,which maybe expected to be of long duration, has no reasonably date of termination and requires continuous or intermittent care by the employee. 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 be taken in units of less than one-half hour. 11 • i MEMORANDUM OF UNDERSTANDING, CAPP, AUGUST 1, 2000 THROUGH JULY 31, 2004 17.4.4. 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. 17.4.5. 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 would have the following options: 17.4.5.1 Carry over the accrual and add it to his or her sick leave balance. 17.4.5.2 Convert,onlyto 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. 17.4.6. 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 would 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 atthe 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. 17.4.7. 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 (provided he or she has attained permanent status);disability retirement(provided he or she has been employed by the City a minimum of five(5)years);or voluntary retirement(provided 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. 17.4.8. 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 balance, less any amount converted to cash under the provisions of Section 17.4.7., to retirement service credit. 17.4.9. Conversion Deadline A decision to convert Sick Leave according to the policies stated shall be made by March 31. 12 MEMORANDUM OF UNDERSTANDING, CAPP, AUGUST 1, 2000 THROUGH JULY 31, 2004 17.5. Vacation Leave 17.5.1. Required Usage and Carryover An employee shall be required to use one half (14) of his/her annual vacation accrual yearly and shall be able to carry over one half(/2)of one year's vacation accrual from one year to the next,cumulatively, up to a maximum of fifty two (52) times the then-current pay period rate of vacation accrual. Vacation accrual in excess of the aforementioned maximum shall be paid off in four equal annual payments during the term of this 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. 17.5.2. Cash-In Policy All employees shall be allowed to cash in one-half (/2) of the annual vacation accrual per year in lieu of carrying it over. 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 11th year of employment......168 hours per year Through the 12th year of employment......176 hours per year Through the 13th year of employment......184 hours per year Through the 14th year of employment......192 hours per year Through the 15th year of employment......200 hours per year Through the 16th year of employment......210 hours per year 18. LICENSE RENEWAL The City agrees to pay the cost of maintaining certifications and licenses that are within the minimum requirements for the licensee's job. 19. LIFE INSURANCE The City shall provide term life insurance equal to twelve months of salary or$30,000,whichever is greater,excluding overtime, standby, callback and other forms of supplemental compensation, for each employee. 20. LONG TERM DISABILITY INSURANCE 20.1. The City shall maintain in effect for the term of this agreement a long-term disability plan covering employees set forth herein. Said plan shall provide an employee with a maximum of two-thirds (2/3) of his/her base salary. An employee may utilize his/her accrued sick leave, vacation, and/or compensatory time to supplement the LTD payment so as to receive 100%of his/her base salary. The LTD plan includes the following: 13 0 0 MEMORANDUM OF UNDERSTANDING, CAPP, AUGUST 1, 2000 THROUGH JULY 31, 2004 20.1.1 Provides 66.67% of the employee's monthly salary; 20.1.2 Commences after a 30 calendar day waiting period and provides a benefit to age 65; 20.1.3 For the first 30 days of non-job related illness or injury, the employee will use accrued Sick Leave, Compensatory Time or Vacation Leave; 20.1.4 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; 20.1.5 At no time will an employee receive more than 100% of their base pay; 20.1.6 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), and 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 CaIPERS Optional Benefits 21.1.1 The City's contract with the CaIPERS includes the additional benefit of Service Credit for Unused Sick Leave. 21.1.2 The optional benefit of Two Year Additional Service Credit shall be discretionary with the Council in accordance with Government Code Section 20903. 21.1.3 The City's contract with CaIPERS shall include the Emptoyer-Paid Member Contribution in base pay during the final compensation period. 21.2. Health Insurance During Retirement Beginning with the first month after retirement, for Association employees who had at least twenty(20) years of service with the City of Azusa,and who enroll or continue in the City's health insurance program,the City will reimburse monthly the amount of one-half (/2) of the premiums for such health insurance, regardless of how many family members are enrolled. In the event that the employee is single or widowed, and has no dependents, the City's contribution shall be equal to 100% of such premium. In the event that the employee passes away and is survived by an eligible spouse,the benefit shall continue. But,if the employee passes away and has no surviving spouse the benefit shall not carryover to the surviving dependents. This plan shall remain in effect until the retiree, or eligible spouse, passes away, whichever occurs later. Otherwise the benefit shall terminate. Once an individual has qualified for this provision,he or she shall retain this eligibility. The minimum contribution (currently$16 per month) that the City pays directly to 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 their self-development by enrolling in approved classroom courses which will: 22.1.1 Educate them in new concepts and methods in their occupational field and prepare them to meet the changing demands of their job. 14 i • MEMORANDUM OF UNDERSTANDING, CAPP, AUGUST 1, 2000 THROUGH JULY 31, 2004 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 21.3.3. and 21.3.4.) traditional classroom courses taken at col leges 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. 22.2.3. Coursework must be related to the employee's current occupation or to a City classification to which the employee may reasonably expect promotion. 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. Are not taken on City time and must be certified that they are taken on the employee's off-duty time. 22.3.6. Are part of a bona-fide curriculum of the study of the Spanish language. 22.3.7. Have been approved by the Department Head 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 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. 15 MEMORANDUM OF UNDERSTANDING, CAPP, AUGUST 1, 2000 THROUGH JULY 31, 2004 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 their 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 Cityforany funds received under this program for courses completed during the last twenty-four 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. Police Records Specialist I, II & III The "I" classification is an apprentice classification. Employees in this classification shall be promoted (on probationary status) to the "II" classification upon successful completion of one (1) year of service at the fifth (5th) salary step, Employees in the "ll" classifications shall be promoted (on probationary status) to the "III" classifications 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 'III" 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 a qualified employee to a higher step/classification in their flex series. 24. JOB SHARING 24.1 Job Sharing Definition: Bifurcation of the job duties(essential functions)of a full-time classification into two equal Y2-time jobs that total full-time work, generally 40 hours per week, 52 weeks per year. 24.2 Benefits: A Job Sharing Employee shall receive,as applicable,benefits on the basis of one-half the rate accorded to comparable full-time employees. No other method of pro-ration shall apply. For benefits that have a time or service requirement to qualify to receive them,a year shall be defined as successful completion of 2080 hours of service. Under Job Sharing, this will generally be 104 weeks at 20 hours per week. 24.3 Job Sharing Employee: One of a pair of employees, each of whom job shares by performing one-half of the essential functions of a full-time classification and who works Y2 of the hours of the full-time class, generally 20 hours per week, 52 weeks per year. 24.4 Layoff. In case of layoff under Rule 13.2.2, of the Rules of the Civil Service System, Job Sharing Employees would be considered for layoff after permanent part-time but before permanent full-time employees. 24.5 If one of the counterparts of a shared job leaves his or her position,the City shall offer to the remaining counterpart the opportunity to attain full-time status as a probationer. If declined, the City shall recruit for another counterpart. One counterpart shall not be laid off solely due to the departure of the other. 16 0 0 MEMORANDUM OF UNDERSTANDING, CAPP, AUGUST 1, 2000 THROUGH JULY 31, 2004 24.6 Resumption of Full-Time Status. If a Job Sharing Employee wishes to resume full-time work with the City, he or she shall seek reassignment or transfer to a full-time position. Should the employee's department be unable to effect such reassignment, the employee shall seek a transfer as prescribed under the Civil Service Rules. 24.7 Involuntary Conversion to or from Job Sharing Status. Neither Management nor Employees shall convert full-time positions to job-sharing positions,or the converse,without first consulting with the other party. If both parties are in agreement, as well as the affected employees, the decision shall be memorialized via Personnel Action Request forms. 24.8 Salary Anniversary Date. If an employee's appointment to a Job Sharing position is father as anew hire or by promotion,the salary anniversary date shall be defined as that date which occurs upon successful completion of 2080 hours of service, generally 104 weeks at 20 hours per week. Such employees may be considered for a merit increase after successful completion of 1040 hours of service, generally 52 weeks at 20 hours per week. Subsequent salary anniversary dates shall be defined as those dates which occur upon completion of 2080 hours of service, generally 104 weeks at 20 hours per week. If an employee's appointment to a Job Sharing position is not a new hire or promotion, the salary anniversary date shall be based on his or her prior service, in accordance with the Civil Service Rules. 25. 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 26. LAYOFF The City agrees that in the event employees represented by the Association are laid off from their employment, a minimum of forty-five (45)calendar days notice will be given to each individual affected employee. Such notice shall be in writing and signed by an appropriate management employee. 17 CAPP EXHIBIT "A" MONTHLY SALARY July 1, 1999 throw Ih June 30, 2001 CLASSIFICATION RANGE Step 1 Step 2 Step 3 Step 4 Ste 5 ,Community Service Officer 9164 $2,712.30 $2,841.70 $2,977.59 $3,120.25 $31270.08 Police Dispatcher 9164 $2,712.30 $2,841.70 $2,977.59 $3,120.25 _$3,270.08 Police Records Specialist I 9140 $2,162.47 $2,264.37 $2,371.42 $2,483.76 $2,601.75 Police Records Specialist II 9150 $2,375.71 $2,488.33 $2,606.52 $2 730.65 $2,860.98 Police Records Specialist III 9160 $2,592.66 $2,722.29 $2,858.40 $3 001.32 $3,151.39 INDEX Additional Compensation/Premium Pay(4) Automatic Payroll Deposit (4) Bereavement Leave (8, 9) Bilingual Pay(4) City Rights (2) Conformance with Rules (3) Meet and Confer(3) Compensatory Time (5) Cost of Living Increases (4) Court Time (5) Damage to Personal Effects (7) Deferred Compensation (5) Employee Assistance Plan (7) Flexible Benefit Plan (7) Flexible Staffing Positions (16) Floating Holidays (9) Holidays (9) Home Exercise Equipment Loan Program (7) Implementation (1) Industrial Leave (9) Job Sharing (16) Leave Types (8) Bereavement Leave (8, 9) Holidays (9) Industrial Leave (9) Sick Leave (10) Vacation Leave (13) License Renewal (13) Life Insurance (13) Long Term Disability Insurance (13) Longevity Pay (5) Maintenance of Existing Benefits (1) Management Rights (2) Non-discrimination (1) Anti-discrimination (1) Protection of Rights (1) Overtime Meal Policy (6) Overtime/compensatory Time (5) Policies (17) Reopener (2) Retirement (14) Health Insurance During Retirement (14) Optional Benefits (14) Salary (4) Cost of Living Increases (4) Salaries Effective 8-1-2000 (4) Savings Clause (2) Shift Differential (6) Sick Leave (10) Accrual and Use (11) Conversion Deadline (12) Conversion to Cash upon Retirement or Separation (12) Conversion to Service Credit upon Retirement (12) One-fourth Conversion (12) One-third Conversion (12) Reasons for Use of Sick Leave (11) Restrictions on Sick Leave (11) Sick Leave During Vacation (12) Term (1) Total Compensation (2) Training Pay (6) Tuition Reimbursement (14) Eligibility (15) Eligible Courses (15) Objective (14) Reimbursement (15) Uniform Allowance (6) Vacation Leave (13) Accrual (13) Cash-in Policy(13) Required Usage and Carryover (13) Workweek and Timekeeping Interval (3) Timekeeping Interval (4) Workday(4) Workweek (3) MEMORANDUM OF UNDERSTANDING CIVILIAN ASSOCIATION OF POLICE PERSONNEL 8-1-2000 through 7-31-2004 CIVILIAN ASSOCIATION OF POLICE PERSONNEL Jerry Lennon DATE L p Bpi Mcma o unService Officer DATE lathytntreras, Community Service Officer DATE 11-02.5-00 Rose Rodriguez olice Dispatc r DATE CIVCo iager DATE Z ZIi B�i"d, Best Best & ri er DATE �n`J ��C0— 1 I - Dottie Wallace, Human Resources Manager DATE 28 tjov 00 00 RESOLUTION NO. 00-C133 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF AZUSA, CALIFORNIA, AMENDING THE SCHEDULE OF CHARGES AND RULES AND REGULATIONS GOVERNING THE ELECTRIC AND WATER SERVICE SUPPLIED BY THE LIGHT AND WATER DEPARTMENT OF THE CITY OF AZUSA WHEREAS, pursuant to Section 78-37 of the Azusa Municipal Code, the City Council may from time to time establish and amend its Schedule of Charges and Rules and Regulations concerning utility services provided by its Light and Water Department; and WHEREAS, the Light &Water Department is introducing new services and policies which require modifications of the Rules and Regulations; and WHEREAS, the Light &Water Department proposed to implement the following changes: 1 . Electric Rule 1, page 23 and Water Rule 1 , page 83: Amendments to the definition of the term "Application". 2. Electric Rule 6, pages 44 - 45 and Water Rule 5, pages 90 - 91 : Establish and Amend Pre-Payment Policies to include billing of pre-payments, refunding of deposits, and waiving of pre-payment for good credit. 3. Electric Rule 8, pages 49 - 51 and Water Rule 7, pages 94 - 96: Establishment of policies regarding Level Pay Plan. 4. Electric Rule 8, pages 51 - 52 and Water Rule 7, pages 96 - 97: Establishment of policies regarding Automatic Payment. 5. Electric Rule 9, page 55 and Water Rule 8, page 99: Amendments to Re- Connection policy. 6. Water Rule 1 1, page 104: Amendments to the Temporary Service policies. ; and WHEREAS, these modifications are intended improve and enhance the service which the Light &Water Department provides to the community and customers and will bring the Department current with industry standards; and WHEREAS, the City Council has determined that the proposed amended Schedule of Charges and Rules and Regulations pertaining to electric and water services is based on utility staff analysis and recommendation. NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF AZUSA, CALIFORNIA, DOES . FIND AND DECLARE THAT: SECTION 1: Adoption of Amendments. The City Council hereby adopts the amendments to the Schedule of Charges and Rules and Regulations set forth in Exhibit "A" which is attached to this Resolution and is incorporated herein as set forth in full. SECTION 2. Effective Date. The amendments to the Charges and Rules and Regulations shall become effective on December I, 2 PASSED, APPROVED AND ADOPTED Ot f November, 2000. Cristina C. Madrid Mayor ATTEST: Candace Toscano Deputy City Clerk STATE OF CALIFORNIA ) COUNTY OF LOS ANGELES ) ss. CITY OF AZUSA ) 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 20th day of November, 2000. AYES: COUNCILMEMBERS: HARDISON, STANFORD, ROCHA, MADRID NOES: COUNCILMEMBERS: NONE ABSTAIN: COUNCILMEMBERS: BEEBE ABSENT: COUNCILMEMBERS: NONE Candace Toscano Deputy City Clerk EXHIBIT "A" Proposed language for: Electric Rules: 1, 6, 8, 9 and Water Rules: 1, 5, 7, 8, 11 ELECTRIC UTILITY RULE NO. 1 DEFINITIONS For the purpose of these tariff schedules, the terms and expressions listed below shall have the meanings set forth opposite them: Additional Responsible Party: Any person inhabiting a domestic service location and benefitting from utility service shall be equally responsible for the payment of bills rendered for utility services at that location. Applicant: A person requesting the Utility to supply electric service. Application: A documented request for service to the Azusa Light& Water Department or other customer account related transactions, as distinguished from an inquiry as to the availability of such services. Applications may be accepted in written,facsimile, electronic or verbal form as determined by procedures set forth by the Director of Utilities; such procedures may be changed at the discretion of the Director of Utilities to better meet changing business or customer requirements. Billing Demand: The load or demand used for computing charges under rate schedules based on the size of the customer's load or demand. It may be the connected load, the measured maximum demand, or a modification of either as provided for by applicable rate schedule. Billing Period: The time interval between two consecutive meter readings that are taken for billing purposes. City: The City of Azusa. City Council: The City Council of the City of Azusa. City's Operating Convenience: The term refers to the utilization, under certain circumstances, of facilities or practices not ordinarily employed which contribute to the overall efficiency of the Utility's operations. It does not refer to customer convenience nor to the use of facilities or adoption of practices required to comply with applicable laws, ordinances, rules or regulations, or similar requirements of public authorities. Connected Load: The sum of the rated capacities of all of the customer's equipment that can be connected to the Utility's fines at any one time, as more completely described in the rate schedules. ISSUED BY: Joseph F. Hsu Effective 4/1/00 Resolution No.00-07 Dated 3/20/00 Director of Utilities 23 ELECTRIC UTILITY RULE NO. 6 PRE-PAYMENTS A. STATEMENT OF PURPOSE. The pre-payment is a guarantee of final payment. B. ESTABLISHMENT OF CREDIT. Customers applying for electric service are required to establish credit with the Azusa Light&Water Department prior to receiving service. Credit may be established by either passing a credit check or paying a pre-payment. C. CREDIT CHECK. Customers applying for service with the Azusa Light & Water Department shall have the option of requesting a Credit Check. Customers requesting a credit check will be required to pay a fee equal to the Department's costs associated with providing the service. Credit Checks will be performed via a nationally recognized credit rating service. . D. WAIVING OF PRE-PAYMENT FOR CAUSE. Customers who choose to have a Credit Check performed may have the pre-payment requirement waived if their credit score meets or exceeds the Department's minimum score. The Director of Utilities shall have authority to set the minimum score. Customers who have had prior service with the Azusa Light & Water Department which was subsequently written off as bad debt will not qualify under this option. E. AMOUNT OF PREPAYMENT. The amount of prepayment required to establish credit is twice the estimated average monthly bill,but in no case may the amount of prepayment be less than $88.00 for domestic service and no less than $275.00 for all other services. F. BILLING OF PREPAYMENT. Customers required to pay a pre-payment may be offered the option of having their pre-payment billed. This service is offered to customers who provide sufficient credit references as required by the Department's application procedure. Customers who have had prior service with the Azusa Light&Water Department which was subsequently written off as bad debt will not qualify under this option. All billed pre- payments are due no later than 10:00 a.m. on the 14'h day after service is established; if the 14' day falls on a weekend or holiday, pre-payment shall be due on the next business day. ISSUED BY: Joseph F. Hsu Effective 4/1/00 Resolution No.00-037 Dated 3/20/00 Director of Utilities 44 Rule No. 6 Continued G. DISCONNECTION FOR FAILURE TO PAY PRE-PAYMENT. A customer will have their services discontinued for failure to pay the pre-payment by the due date. Customers who have had service discontinued will be required to pay a reconnection fee as applied in Rule No. 9 in addition to their pre-payment. H. FORMS OF PRE-PAYMENT. Acceptable forms of pre-payment for Residential accounts include: cash,credit card,debit card,check,or money order. All other types of accounts may provide, in addition to the aforementioned options, a Surety Bond, irrevocable Letter of Credit or Certificate of Deposit, made payable to the Azusa Light & Water Department. I. APPLICATION OF PREPAYMENT. 1. Upon discontinuance of service, the Utility will apply the prepayment to customer's final bill. Any creditor debit balance will be transferred to the customer's same class of service open account. If none exists, any excess balance over $1.00 will be refunded to the customer. 2. Prepayment will not be used as payment for past-due bills to avoid discontinuance of service or reconnection charge or other miscellaneous charges. J. INTEREST ON PREPAYMENT. There shall be no interest paid on prepayments held by the Azusa Light & Water Department. K. REFUNDING OF PRE-PAYMENTS. Customers with a clear payment history (no late notices, returned checks or disconnections for unpaid bills) are eligible after 24 months to have their pre-payment refunded. Pre-payments refunded under this policy will be applied directly to the customers account and refund checks will not be issued under this policy. L. DELINQUENCY REQUIREMENT OF PRE-PAYMENT. Customer accounts that do not have a pre-payment and are subject to Late Payment Charge and discontinuance of service for nonpayment will be required to pay a pre-payment. If services have been discontinued, the pre-payment must be paid prior to services being restored. ISSUED BY: Joseph F. Hsu Effective 4/1/00 Resolution No.00-07 Dated 3/20/00 Director of Utilities 45 Rule No. 8 (continued) E. LATE PAYMENT CHARGE. If an account becomes delinquent and is subject to discontinuance of service for nonpayment, a charge of $7.50 will be imposed at the time the account is scheduled for discontinuance. This charge will apply whether or not the service is discontinued. F. CREDIT CARD CHARGE. If the customer's credit or debit card payment is rejected or payment returned to the Azusa Light& Water Department, there will be a$20.00 return fee added to the customer's account in addition to the original payment. A notice will be mailed to the customer, notifying them to pay the total amount due in cash, cashier's check, or money order by the due date on the notice. If the charges are not paid by the due date, the utility service will be discontinued. In addition, credit card or debit card payments will not be accepted on the customer's account for a period of six months. A second returned credit or debit card payment will result in the account being permanently prohibited from accepting further debit or credit card transactions. When the credit card account number is given over the telephone, it is required to send by facsimile,proof of identification to prevent credit card fraud. G. LEVEL PAY PLAN. This program provides for equal monthly payments for Residential customers with qualifying payment history. 1. Eligibility. Residential customers must have had utility services from the Azusa Light and Water Department for at least 13 months. Customers with a clear payment history(no late notices,returned checks or disconnections for unpaid bills)are eligible for Level Pay Plan A. Customers with a good payment history (no returned checks or disconnections for unpaid bills) are eligible for Level Pay Plan B. Eligible customers who qualify under Plan A or B may join the program at any time; the Azusa Light&Water Department will automatically notify customers of eligibility on or about the anniversary date of the account. The Azusa Light&Water Department will provide an application at the customer's request. 2. Level Pay Plan A: The customer's total Current Charges for the previous 12 months are divided by 12 and rounded to the nearest dollar. This amount will become the monthly payment amount for the next I 1 months. Any adjustments to the account will be in addition to the Level Pay amount and are due in the period in which they are billed. On the 12'month,the difference between the actual monthly utility costs and the amount paid under the Level Pay Plan will be calculated, and a settlement bill generated, showing either payment due or a credit on the account. Customers will automatically continue on Level Pay Plan at the successful completion of the prior 12 month period. At renewal, a new Level Pay amount will be calculated as described in item 4 (Level Pay Amount Adjustment). ISSUED BY: Joseph F.Hsu Effective 4/1/00 Resolution No.00-07 Dated 3/20/00 Director of Utilities 49 Rule No. 8 (continued) 3. Level Pay Plan B: The customer's total utility costs for the previous 12 months are divided by 11 and rounded to the nearest dollar. This amount will become the monthly payment amount for the next 11 months. Any adjustments to the account will be in addition to the Level Pay amount and are due in the period in which they are billed. On the 12'"month,the difference between the actual monthly utility costs and the amount paid under the Level Pay Plan will be calculated, and a settlement bill generated, showing either payment due or a credit on the account. Customers will automatically continue on Level Pay Plan at the successful completion of the prior 12 month period. At renewal, a new Level Pay amount will be calculated as described in item 4 (Level Pay Amount Adjustment). If the customer has a clear payment history after 12 months on Level Pay Plan B, they will be eligible to be enrolled in Level Pay Plan A at renewal. 4. Level Pay Amount Adjustment. Due to yearly fluctuations in usage patterns, the Level Pay amount may require periodic adjustment to avoid unduly large credit or debit settlement charges in the 12"' month. Manual adjustment maybe required in cases where the utility has made changes to the customer's services, such as adding, deleting or adjusting metered or non-metered services. All Level Pay accounts will be automatically analyzed in the 6' and 12'months using the method of calculation described in items 2(Level Pay Plan A)and 3 (Level Pay Plan B). If the new amount is 25% higher than the current Level Pay Amount or if the customer is beginning a new 12 month period, the new amount will prevail. 5. Customer Termination of Level Pay Plan. The customer may choose to terminate participation in either Level Pay Plan A or B by notifying Customer Service in writing. At the next billing cycle the difference between the actual monthly utility costs and the amount paid under the level pay plan will be determined and a settlement bill showing either a payment due or a credit on account will be added to their current charges and will be due and payable with the current charges. If the customer paid more under the level pay plan than the actual utility costs, a credit will be applied to the customer's utility bill. If a customer moves or discontinues utility services with the Azusa Light and Water Department,a closing settlement bill will be produced showing an amount due or a credit. 6. Termination for Cause from Level Pay Plan. A customer will be terminated automatically from Level Pay Plan by the Azusa Light & Water Department if the account becomes delinquent and is subject to Late Payment Charge and discontinuance of service for nonpayment. Customers will be automatically terminated from Level Pay Plan for a returned check unless documented in writing as a bank error. In addition to the aforementioned causes, the Department reserves the right to cancel, at any time, Level Pay Plan in its entirety at its discretion. ISSUED BY: Joseph F. Hsu Effective 4/1/00 Resolution No.00-037 Dated 3/20/00 Director of Utilities 50 Rule No. 8 (continued) 7. Reconnection of Utility Services for Level Pay Plan Customers. If a customer has been on Level Pay Plan, and their services have been discontinued for delinquency or non-payment of a returned check, the difference between the actual monthly utility costs and the amount paid under the Level Pay Plan will be determined and all outstanding charges will be due and payable in addition to any reconnection charges or late fees that are applicable. H. AUTOMATIC PAYMENT. This program provides for the automated monthly payment of customer accounts via the national Automated Clearing House (ACH) system. i. Eligibility. Customers applying for Automatic Payment must have an account with a bank, savings and loan, or credit union that is part of the ACH system. Utility accounts must be current and paid in full at the time of application,in order to qualify for Automatic Payment service. The Azusa Light&Water Department will provide an application at the customer's request. 2. Payment Terms. Accounts on the Automatic Payment Plan will have their checking accounts debited the entire"Please Pay" amount on or after the"Due Date" printed on their statement. Customers will continue to receive a billing statement each month. 3. Termination. Accounts active on the Automatic Pay Plan will remain so until either canceled by the customer or the Azusa Light & Water Department for cause. Customers may cancel the service at any time by notifying the utility in writing or other means provided by the Department. Customers will be automatically terminated from Automatic Payment Plan on the second occurrence of a returned payment unless documented in writing as a bank error. A customer will be permanently prohibited from Automatic Pay Plan by the Azusa Light & Water Department if the account becomes delinquent and is subject to Late Payment Charge and discontinuance of service for nonpayment. In addition to the aforementioned causes, the Department reserves the right to cancel Automatic Payment Plan in its entirety at its discretion. 4. Billing Disputes. Due to the nature of the Automatic Payment Plan customers must notify the Azusa Light& Water Department of all billing disputes at least one week prior to the "Due Date" appearing on their statement. Unresolved disputes will require that the account be temporarily suspended from Automatic Payment Plan until such time as the account returns to the status of"paid in full". ISSUED BY: Joseph F.Hsu Effective 4/1/00 Resolution No.00.037 Dated 3/20/00 Director of Utilities 51 Rule No. 8 (continued) 5. Returned Items. Customers whose Automatic Payments are refused by the bank will be subject to normal delinquent account processes and fees. Automatic Payments that are refused will be automatically resubmitted to the bank one additional time within four business days. Allowances for documented bank errors will be at the discretion of the Azusa Light& Water Department. ISSUED BY: Joseph F. Hsu Effective 4/1/00 Resolution No. 00-037 Dated 3/20/00 Director of Utilities 52 Rule No. 9 (continued) I. RECONNECTION CHARGE. When restoring service that has been discontinued for nonpayment of bills,or for failure to otherwise comply with tariff schedules,the Azusa Light &Water Department will apply the following charges and procedures. Prior to reconnection of service during business hours, but before 5:00 p.m., the customer shall pre-pay a reconnection charge of$20.00 in addition to any delinquent charges. If requested that such service be reconnected after 5:00 p.m., but before 5:30 p.m.,Monday through Thursday,the customer shall pre-pay a reconnection charge of$75.00 in addition to any delinquent charges. Customers requesting reconnection of services after the close of business, but before midnight, will be charged $75.00 in addition to the delinquent amount on their account. Customers who are reconnected during after hours are further required to make payment in full of reconnection charge and any delinquent charges at the Azusa Light and Water Department by 10:00 a.m. the following Monday. Failure to comply will result in services being disconnected again and no reconnection will be provided without receipt of payment. Additionally, no after hours reconnection will be provided for six consecutive months. The reconnection charge will be$125.00 if reconnection is made between 12 o'clock midnight and 7:00 a.m. No after hours reconnection for non-payment will be provided, except on Thursday, Friday, and Saturday; calls to the Azusa Light and Water Department must be received no later than 7:30 p.m. In cases where the customer's service is discontinued for nonpayment of bill for service, or where notice of discontinuance for nonpayment of a bill has been given, the: Utility may require the customer to re-establish his credit by making a cash deposit as provided herein. I. RESTORATION OF SERVICES. In the event the customer has turned on the service after it has been turned off for any of the above reasons, and the Utility has again turned off the service, there shall be a charge of twenty dollars($20.00) in addition to other amounts due from the customer before service is restored. If the meter is removed,the service charge will be fifty dollars($50.00). If service is terminated at the riser or pole, the service charge will be fifty dollars($50.00), and if the service is terminated at the underground areas,the service charge will be fifty dollars ($50.00), in addition to reconnection charge. If it becomes necessary to remove the service drop, there will be an additional amount of one hundred dollars ($100.00) prior to restoring service. If service(s) have been restored illegally or damaged due to tampering,the customer must pay all damage charges prior to reconnection. The customer and/or beneficiary of service is responsible for all damage charges whether or not service is reconnected. ISSUED BY: Joseph F.Hsu Effective 4/1/00 Resolution No. 00-07 Dated 3/20/00 Director of Utilities 55 WATER UTIIdTY RULE NO. 1 DEFINITIONS For the purpose ofthese tariff schedules,the terms and expressions listed below shall have the meanings set forth opposite them: Additional Responsible Party:Any person inhabiting a domestic service location and benefitting from utility service shall be equally responsible for the payment of bills rendered for utility services at that location. Applicant: A person requesting the Utility to supply water service. Application: A documented request for service to the Azusa Light & Water Department or other customer account related transactions, as distinguished from an inquiry as to the availability of such services. Applications may be accepted in written, facsimile, electronic or verbal form as determined by procedures set forth by the Director of Utilities; such procedures may be changed at the discretion of the Director of Utilities to better meet changing business or customer requirements. Billing Period: The time interval between two consecutive meter readings that are taken for billing purposes. City: The City of Azusa. City Council: The City Council of the City of Azusa. City's Operating Convenience: The term refers to the utilization, under certain circumstances, of facilities or practices not ordinarily employed which contribute to the over-all efficiency of the Utility's operations; it does not refer to customer convenience nor the use of facilities or adoption of practices required to comply with applicable laws, ordinances, rules or regulations, or similar requirements of public authorities. Customer: The person in whose name service is rendered as evidenced by the signature on the application, contract, or agreement for that service, or in the absence of a signed instrument, by the receipt and payment of bills regularly issued in his name regardless of the identity of the actual user of the service. A customer may also be a party with whom the City of Azusa is doing business with or without a billing relationship or who is receiving benefit of utility service under another party's name. ISSUED BY: Joseph F. Hsu Effective 4/1/00 Resolution No.00-037 Dated 3/20/00 Director of Utilities 83 WATER UTILITY RULE NO. 5 PREPAYMENTS A. STATEMENT OF PURPOSE. The pre-payment is a guarantee of final payment. B. ESTABLISHMENT OF CREDIT. Customers applying for water service are required to establish credit with the Azusa Light&Water Department prior to receiving service. Credit may be established by either passing a credit check or paying a pre-payment. C. CREDIT CHECK Customers applying for service with the Azusa Light&Water Department shall have the option of requesting a Credit Check. Customers requesting a credit check will be required to pay a fee equal to the Department's costs associated with providing the service. Credit Checks will be performed via a nationally recognized credit rating service. D. WAIVING OF PRE-PAYMENT FOR CAUSE. Customers who choose to have a Credit Check performed may have the pre-payment requirement waived if their credit score meets or exceeds the Department's minimum score. The Director of Utilities shall have authority to set the minimum score. Customers who have had prior service with the Azusa Light & Water Department which was subsequently written off as bad debt will not qualify under this option. E. Amount of prepayment. The amount of prepayment required to establish or re-establish credit is twice the estimated average monthly bill, but in no case may the amount of prepayment be less than $40.00. F. BILLING OF PREPAYMENT. Customers required to pay a pre-payment may be offered the option of having their pre-payment billed. This service is offered to customers who provide sufficient credit references as required by the Department's application procedure. Customers who have had prior service with the Azusa Light&Water Department which was subsequently written off as bad debt will not qualify under this option. All billed pre-payments are due no later than 10:00 a.m. on the 14' day after service is established; if the 14' day falls on a weekend or holiday, pre-payment shall be due on the next business day. ISSUED BY: Joseph F. Hsu Effective 4/1/00 Resolution No.00-07 Dated 3/20/00 Director of Utilities 90 Rule No. 5 Continued G. DISCONNECTION FOR FAILURE TO PAY PRE-PAYMENT. A customer will have their services discontinued for failure to pay the pre-payment by the due date. Customers who have had service discontinued will be required to pay a reconnection fee as applied in Rule No. 8 in addition to their pre-payment. H. FORMS OF PRE-PAYMENT. Acceptable forms of pre-payment for Residential accounts include: cash, credit card, debit card, check, or money order. All other types of accounts may provide,in addition to the aforementioned options, a Surety Bond, irrevocable Letter of Credit or Certificate of Deposit, made payable to the Azusa Light &Water Department. I. APPLICATION OF PREPAYMENT. I. Upon discontinuance of service, the Utility will apply the prepayment to customer's final bill. Any credit or debit balance will be transferred to the customer's same class of service open account. If non exists, any excess balance over$1.00 will be refunded to the customer. 2. Prepayment will not be used as payment for past-due bills to avoid discontinuance of service or reconnection charge or other miscellaneous charges. J. INTEREST ON PREPAYMENT. There shall be no interest paid on prepayments held by the Azusa Light and Water Department. K. REFUNDING OF PRE-PAYMENTS. Customers with a clear payment history (no late notices, returned checks or disconnections for unpaid bills)are eligible after 24 months to have their pre-payment refunded. Pre-payments refunded under this policy will be applied directly to the customers account and refund checks will not be issued under this policy. L. DELINQUENCY REQUIREMENT OF PRE-PAYMENT. Customer accounts that do not have a pre-payment and are subject to Late Payment Charge and discontinuance of service for nonpayment will be required to pay a pre-payment. If services have been discontinued,the pre- payment must be paid prior to services being restored. ISSUED BY: Joseph F. Hsu Effective 4/1/00 Resolution No.00-07 Dated 3/20/00 Director of Utilities 91 Rule No. 7 (continued) E. CREDIT CARD CHARGE. If the customer's credit or debit card payment is rejected or payment returned to the Azusa Light & Water Department, there will be a $20.00 return fee added to the customer's account in addition to the original payment. A notice will be mailed to the customer, notifying them to pay the total amount due in cash, cashier's check, or money order by the due date on the notice. If the charges are not paid by the due date, the utility service will be discontinued. In addition, credit card or debit card payments will not be accepted on the customer's account for a period of six months. A second returned credit or debit card payment will result in the account being permanently prohibited from accepting further debit or credit card transactions. When the credit card account number is given over the telephone,it is required to send by facsimile, proof of identification to prevent credit card fraud. F. LEVEL PAY PLAN. This program provides for equal monthly payments for Residential customers with qualifying payment history. 1. Eligibility. Residential customers must have had utility services from the Azusa Light and Water Department for at least 13 months. Customers with a clear payment history (no late notices,returned checks or disconnections for unpaid bills)are eligible for Level Pay Plan A. Customers with a good payment history (no returned checks or disconnections for unpaid bills) are eligible for Level Pay Plan B. Eligible customers who qualify under Plan A or B may join the program at any time; the Azusa Light & Water Department will automatically notify customers of eligibility on or about the anniversary date of the account. The Azusa Light&Water Department will provide an application at the customer's request. 2. Level Pay Plan A: The customer's total Current Charges for the previous 12 months are divided by 12 and rounded to the nearest dollar. This amount will become the monthly payment amount for the next 11 months. Any adjustments to the account will be in addition to the Level Pay amount and are due in the period in which they are billed. On the 12th month, the difference between the actual monthly utility costs and the amount paid under the Level Pay Plan will be calculated, and a settlement bill generated, showing either payment due or a credit on the account. Customers will automatically continue on Level Pay Plan at the successful completion of the prior 12 month period. At renewal, a new Level Pay amount will be calculated as described in item 4(Level Pay Amount Adjustment). ISSUED BY: Joseph F.Hsu Effective 4/1/00 Resolution No.00-07 Dated 3/20/00 Director of Utilities 94 Rule No. 7 (continued) 3. Level Pay Plan B: The customer's total utility costs for the previous 12 months are divided by 1 I and rounded to the nearest dollar. This amount will become the monthly payment amount for the next 11 months. Any adjustments to the account will be in addition to the Level Pay amount and are due in the period in which they are billed. On the 12`s month, the difference between the actual monthly utility costs and the amount paid under the Level Pay Plan will be calculated,and a settlement bill generated,showing either payment due or a credit on the account. Customers will automatically continue on Level Pay Plan at the successful completion of the prior 12 month period. At renewal, a new Level Pay amount will be calculated as described in item 4 (Level Pay Amount Adjustment). If the customer has a clear payment history after 12 months on Level Pay Plan B, they will be eligible to be enrolled in Level Pay Plan A at renewal. 4. Level Pay Amount Adjustment. Due to yearly fluctuations in usage patterns,the Level Pay amount may require periodic adjustment to avoid unduly large credit or debit settlement charges in the 12°i month. Manual adjustment may be required in cases where the utility has made changes to the customer's services, such as adding, deleting or adjusting metered or non-metered services. All Level Pay accounts will be automatically analyzed in the 6d' and 12'h months using the method of calculation described in items 2 (Level Pay Plan A) and 3 (Level Pay Plan B). If the new amount is 25%higher than the current Level Pay Amount or if the customer is beginning a new 12 month period, the new amount will prevail. 5. Customer Termination of Level Pay Plan. The customer may choose to terminate participation in either Level Pay Plan A or B by notifying Customer Service in writing. At the next billing cycle the difference between the actual monthly utility costs and the amount paid under the level pay plan will be determined and a settlement bill showing either a payment due or a credit on account will be added to their current charges and will be due and payable with the current charges. If the customer paid more under the level pay plan than the actual utility costs, a credit will be applied to the customer's utility bill. If a customer moves or discontinues utility services with the Azusa Light and Water Department,a closing settlement bill will be produced showing an amount due or a credit. 6. Termination for Cause from Level Pay Plan. A customer will be terminated automatically from Level Pay Plan by the Azusa Light & Water Department if the account becomes delinquent and is subject to Late Payment Charge and discontinuance of service for nonpayment. Customers will be automatically terminated from Level Pay Plan for a returned check unless documented in writing as a bank error. In addition to the aforementioned causes, the Department reserves the right to cancel, at any time, Level Pay Plan in its entirety at its discretion. ISSUED BY: Joseph F.Hsu Effective 4/1/00 Resolution No. 00-037 Dated 3/20/00 Director of Utilities 95 I Rule No. 7 (continued) 7. Reconnection of Utility Services for Level Pay Plan Customers. If a customer has been on Level Pay Plan, and their services have been discontinued for delinquency or non-payment of a returned check,the difference between the actual monthly utility costs and the amount paid under the Level Pay Plan will be determined and all outstanding charges will be due and payable in addition to any reconnection charges or late fees that are applicable. H. AUTOMATIC PAYMENT. This program provides for the automated monthly payment of customer accounts via the national Automated Clearing House (ACH) system. 1. Eligibility. Customers applying for Automatic Payment must have an account with a bank, savings and loan, or credit union that is part of the ACH system. Utility accounts must be current and paid in full at the time of application, in order to qualify for Automatic Payment service. The Azusa Light & Water Department will provide an application at the customer's request. 2. Payment Terms. Accounts on the Automatic Payment Plan will have their checking accounts debited the entire"Please Pay" amount on or after the"Due Date" printed on their statement. Customers will continue to receive a billing statement each month. 3. Termination. Accounts active on the Automatic Pay Plan will remain so until either canceled by the customer or the Azusa Light&Water Department for cause. Customers may cancel the service at any time by notifying the utility in writing or other means provided by the Department. Customers will be automatically terminated from Automatic Payment Plan on the second occurrence of a returned payment unless documented in writing as a bank error. A customer will be permanently prohibited from Automatic Pay Plan by the Azusa Light& Water Department if the account becomes delinquent and is subject to Late Payment Charge and discontinuance of service for nonpayment. In addition to the aforementioned causes, the Department reserves the right to cancel Automatic Payment Plan in its entirety at its discretion. 4. Billing Disputes. Due to the nature of the Automatic Payment Plan customers must notify the Azusa Light&Water Department of all billing disputes at least one week prior to the"Due Date" appearing on their statement. Unresolved disputes will require that the account be temporarily suspended from Automatic Payment Plan until such time as the account returns to the status of"paid in full". ISSUED BY: Joseph F.Hsu Effective 4/1/00 Resolution No. 00-037 Dated 3/20/00 Director of Utilities 96 Rule No. 7 (continued) 5. Returned Items. Customers whose Automatic Payments are refused by the bank will be subject to normal delinquent account processes and fees. Automatic Payments that are refused will be automatically resubmitted to the bank one additional time within four business days. Allowances for documented bank errors will be at the discretion of the Azusa Light & Water Department. ISSUED BY: Joseph F. Hsu Effective 4/1/00 Resolution No.00-037 Dated 3/20/00 Director of Utilities 97 0 Rule No. 8 (continued) C. Fraud. The Utility may refuse or discontinue service if the acts of the customer or the conditions upon his premises are such as to indicate an intent to defraud the Utility. D. Failure to Establish or Re-establish Credit. If, for an applicant's convenience,the Utility should provide service before credit is established or should continue service to a customer when credit has not been established in accordance with Rule No. 4, and he fails to establish or re-establish his credit as provided by a written notice of not less than 15 (fifteen) days, the Utility may discontinue service. E. Customer's Request for Service Discontinuance. When a customer desires to terminate his responsibility for service, he shall give the Utility not less than two days' notice of his intention and state the date on which he wishes the termination to become effective. A customer shall be held responsible for all service furnished at the premises until two days after receipt of such notice by the utility or until the date of termination specified in the notice, whichever date is later. F. Reconnection Charge. When restoring service that has been discontinued for nonpayment of bills, or for failure to otherwise comply with tariff schedules, the Azusa Light & Water Department will apply the following charges and procedures. Prior to reconnection of service during business hours, but before 5:00 p.m., the customer shall pre-pay a reconnection charge of$20.00 in addition to any delinquent charges. If requested that such service be reconnected after 5:00 p.m., but before 5:30 p.m., Monday through Thursday, the customer shall pre-pay a reconnection charge of$75.00 in addition to any delinquent charges. Customers requesting reconnection of services after the close of business,but before midnight,will be charged$75.00 in addition to the delinquent amount on their account. Customers who are reconnected during after hours are further required to make payment in full of reconnection charge and any delinquent charges at the Azusa Light & Water Department by 10:00 a.m. the following Monday. Failure to comply will result in services being disconnected again and no reconnection will be provided without receipt of payment. Additionally, no after hours reconnection will be provided for six consecutive months. The reconnection charge will be$125.00 if reconnection is made between 12 o'clock midnight and 7:00 a.m. No after hours reconnection for non- payment will be provided, except on Thursday, Friday, and Saturday; calls to the Azusa Light &Water Department must be received no later than 7:30 p.m. In cases where the customer's service is discontinued for nonpayment of bill for service, or where notice of discontinuance for nonpayment of a bill has been given, the Utility may require the customer to re-establish his credit by making a cash deposit as provided herein. ISSUED BY: Joseph F. Hsu Effective 4/1/00 Resolution No.00-037 Dated 3/20/10 Director of Utilities 99 WATER UTILITY RULE NO. 11 TEMPORARY SERVICE A. All water services within the system owned and operated by the City of Azusa shall be metered by meters that are owned and issued by the Azusa Light & Water Department. B. Temporary water service refers to metered water service which is subject to removal or relocation in the future. Applications include, but are not limited to construction, street sweeping or other non-permanent service connections. C. The applicant shall establish credit as required by Rule No. 4 except that the amount of prepayment prescribed in Rule No. 5 shall be $1,000.00. D. Use of Temporary Service water meters may be limited to designated connection.points as set forth by representatives of the Azusa Light&Water Department. E. Where it is necessary for the Utility to install a temporary service line and meter, the applicant shall pay in advance the estimated cost to install, plus the estimated cost of removal, less the estimated salvage of the facilities necessary for furnishing service. F. The minimum charge for each such connection or any water supplied shall be not less than the prevailing service charge as set forth in the rate schedule. G. Representatives of the Azusa Light&Water Department shall watch for illegal connections to the City's water system and report information to appropriate City personnel. Violators who make any type of un-metered connection to the system shall be given a one-time warning and an initial charge of$100, and documentation of such fact will be maintained by the Azusa Light &Water Department. Subsequent violations will result in a charge equal to$250 plus two times the estimated amount of water consumed for each violation. Violators may, at the discretion of the City, be back billed for the estimated consumption used during the period that can be reasonably established, not to exceed 36 months. Application of this policy is pursuant to Section 498 of the California Penal Code. H. Temporary meters shall be billed according to rates set forth under the Water Rate Schedule. I. Temporary meters that are designated to a single point of connection shall be secured in place for the purpose of meter reading. Meters with multiple points of designated connection must be brought to the Azusa Light & Water Department office at 729 N. Azusa Avenue during business hours the third week of every month for purpose of meter reading. Damaged meters shall be reported immediately. Failure to comply may result in the loss of temporary water meter privileges. ISSUED BY: Joseph F.Hsu Effective 4/1/00 Resolution No. 00-07 Dated 3/20100 Director of Utilities 104 0 WARRANT REGISTER#7 FISCAL YEAR 2000-01 WARRANTS THRU 10/30/00 RESOLUTION NO. 00—C132 COUNCIL MEETING OF 11-06-00 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF AZUSA ALLOWING CERTAIN CLAIMS AND DEMANDS AND SPECIFYING THE FUNDS OUT OF WHICH THE SADIE 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 S 507,174.87 10 General Fund 522,170.74 15 Transportation/Proposition A Fund 4,665.39 17 Transportation/Proposition C Fund 14,075.08 18 Community Development Block Grant Fund 50,725.36 19 Dwelling Tax Fund (Quimby Act) 0.00 21 Senior Nutrition Fund 9,369.11 22 Capital Projects Fund 328,828.04 25 Headstart Fund 20,544.89 26 Supplemental Law Enforcement Fund 28,510.00 27 Air Quality Improvement Fund 6,187.55 28 State Grants & Seizures 51,862.18 29 Fire Safety Fund 175,138.00 31 Consumer Services Fund 66,079.92 32 Water Fund 144,162.45 33 Light Fund 673,797.26 34 Sewer Fund 4,949.24 35 Azusa Valley Water Fund 109,727.64 42 Self Insurance Fund 60,396.14 43 Central Services Fund 109,444.97 50 Special Deposits Fund 16,918.60 Total S 2,904,727.43 0 0 SECTION 2. That the City Clerk shall certify to the adoption of this resolution and shall deliver Aitied ereof to the City Treasurer and shall re7tain a certified copy thereof in his own records. AND APPROVED s 6th day of November _2000. AYOR 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 6th day of November __' 2000 by the following vote of the Council: AYES: COUNCILMEMBERS: HARDISON, STANFORD, ROCHA, BEEBE, MADRID NOES: COUNCILMEMBERS: NONE ABSENT: COUNCILMEMBERS: NONE K A' Z ITY CLERK WARRANTS# NONE PRE-DATED WARRANTS# NONE SPOILED DOCUMENTS WARRANTS# 24332 - 25079 COMPUTER-WRITTEN uv.uunn..o 0 0 HN II �Om oad� O 000 O 000 O 000 O 000 O 000 O 000 aOa Y II �OC OHH O 000 O 000 0 000 O 000 r Orr O 000 b�IN�l r1 iimm omm In olnln o 000 0 o00 0 000 a 0ac O 000 ObiW II lO r'1 OO N NN H HH H HH w w N N1m N In In O -� 11 p II b n •.I n Y . 1100 O O O 0 O 0 H Y 11 0 0 •• 0 •• 0 •• o •• o •• o •• o •• yEy II00 ro roarom O - Ob 'ddbm O -H- Htlm bmo bm0 - O bbm asFasFasFasHasFasEasEU It Z , a a a a >.rl Oil p p p p p p p 4im II W W W HW�7 W W [aH[a7 W v y fl W P. 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