HomeMy WebLinkAboutE-4 Staff Report - Restated MOUs for AMMA CONSENT ITEM
E-4
TO: HONORABLE MAYOR AND MEMBERS OF THE CITY COUNCIL
VIA: SERGIO GONZALEZ, CITY MANAGER
FROM: TALIKA M. JOHNSON, DIRECTOR OF ADMINISTRATIVE SERVICES
DATE: OCTOBER 5, 2020
SUBJECT: APPROVAL OF AMENDED AND RESTATED MEMORANDUM OF
UNDERSTANDING BETWEEN THE CITY OF AZUSA AND THE AZUSA MID
MANAGEMENT ASSOCIATION (AMMA)
BACKGROUND:
The City’s Negotiation Team consisting of Talika Johnson, Director of Administrative Services, and
Kelsey Kenz, former Human Resources Manager, has been in Negotiations with the Azusa Mid-
Management Association (AMMA). The City’s Memorandum of Understanding (MOU) with AMMA
expired on June 30, 2020. Both parties have reached an agreement on an amended MOU. The proposed
MOU provides for a cost of living adjustment and makes other substantive changes to the terms and
conditions of employment with the AMMA. This action approves a restated and amended MOU with the
ACEA with a contract term through June 30, 2024.
RECOMMENDATION:
Staff recommends that the City Council take the following action:
1)Approval of amended and restated Memorandum of Understanding between the City of
Azusa and the Azusa Mid-Management Association for the term of July 1, 2020 through
June 30, 2024.
ANALYSIS:
The MOU between the City of Azusa and AMMA expired on June 30, 2020. Negotiations with AMMA
commenced in August 2020. Sessions consisted of several discussions of the City’s current financial
position, future projections, and caution due to growing concern related to the Coronavirus (COVID-19)
Pandemic and potential impacts to the City’s revenues during the pandemic. The City’s current reserve
position is strong, and although some level of expectation of reduced revenues exists over the next
couple of years while recovering from the pandemic, the City has taken many positive steps to create
operational efficiencies and reduce costs, and to increase its revenue base by renegotiating contracts and
APPROVED
CITY COUNCIL
10/5/2020
AMMA MOU July 1, 2020 – June 30, 2024
October 5, 2020
Page 2
passing special revenue measures. Therefore, Staff recommends the Council consider the amended and
restated MOU as proposed.
Amongst several mutually agreed upon concessions, the provisions of the proposed MOU include the
following compensation and benefit adjustments:
1. Contract Term: July 1, 2020 through June 30, 2024
2. Cost of Living Adjustment: Fiscal Year 2020-2021: $500 single lump sum payment
Fiscal Year 2021-2022: 4%
Fiscal Year 2022-2023: 3%
Fiscal Year 2023-2024: 3%
3. Educational Incentive: Increase City’s contribution from $121 to $250 per month
4. Deferred Compensation: Increase City’s contribution from $150 to $250 per month
5. Longevity Premium: Increase Longevity Pay as follows:
10 years - $150 to $200
15 years - $250 to $300
20 years - $350 to $400
6. Compensatory Time: Increase the cap on comp time from 160 to 240 hours to
match other bargaining groups. Allow employees to cash
out comp time twice a year in June and November.
7. Bilingual Pay: Increase from $100 to $125 for oral
8. Flexible Benefit Plan: Increase to max cap for FBP for all members:
Effective upon ratification of MOU, FBP will increase to
$1,500/mo.
Effective January 1, 2021, employees whose premiums exceed their FBP contribution amount
can elect to redirect of City paid deferred comp during open enrollment period and place what
would otherwise be contributed to deferred comp to FBP contribution.
Effective July 1, 2021 employees hired before January 1, 2016 agreed to reduce the amount of
the cash-out option from $1,346 to a cap of up to $1,000 (this helps to maintain the City’s pre-tax
medical program).
9. Health Reimbursement Account Establish HRA’s or RT Account for employees
Retirement Trust Account: hired on or after July 1, 2020 (in-lieu of lifetime medical),
with the city’s contribution as follows:
• $150/mo. for 1-5 years of continuous City
Service
AMMA MOU July 1, 2020 – June 30, 2024
October 5, 2020
Page 3
• $250/mo. for 5+ years of services until employee
retires or separates from employment
Other substantive language added to the MOU, include, but not limited to: applying a fairness agreement
for any Cost of Living Adjustments (COLA) increases issued in FY2020/21for all groups, adding a
reopener option to discuss the Flexible Benefit Plan (FBP) in Fiscal Year 2023/24, and adding step
parents, step siblings, grandparents in-law and grandchildren to the definition of immediate family as it
relates to bereavement leave.
The attached MOU is in draft format pending non-substantive language clean-up throughout MOU.
FISCAL IMPACT:
The cost of the aforementioned AMMA benefit adjustments impacting 25 employees is estimated at
$766,390 for the four-year term of this contract, of which approximately 45% (or $344,875) is allocated
to the General Fund. Of the total estimated contract cost of $766,390, a portion of that total is cost,
$12,500, is for a one-time only payment. The first year cost has already been included in the Fiscal Year
2020/21 Adopted Budget, and subsequent year’s costs will be programmed in the annual budgets as
applicable.
Prepared by: Reviewed and Approved:
Talika M. Johnson Sergio Gonzalez
Director of Administrative Services City Manager
Attachment:
1) Amended and Restated Memorandum of Understanding between the City of Azusa and the
Azusa Mid-Management Association
MEMORANDUM OF UNDERSTANDING
BETWEEN
THE CITY OF AZUSA
AND
THE AZUSA MID-MANAGEMENT ASSOCIATION
JULY 1, 2020 THROUGH JUNE 30, 2024
DRAFT
1
Attachment 1
Azusa Mid-Management Association MOU July 1, 2020 through June 30, 2024
TABLE OF
CONTENTS
Page
1.TERM OF MEMORANDUM OF UNDERSTANDING .................................... 1
2.TOTAL COMPENSATION ............................................................................. 1
3.NON-DISCRIMINATION ................................................................................ 1
3.1 Protection of Rights ..................................................................... 1
3.2 Anti-Discrimination ....................................................................... 1
4.SEPARABILITY .............................................................................................. 2
5.MAINTENANCE OF EXISTING BENEFITS .................................................. 2
6.CITY RIGHTS ................................................................................................ 2
6.1 Management Rights......................................................................... 2
6.2 Conformance with Rules ................................................................. 3
6.3 Meet and Confer .............................................................................. 3
7.WORKWEEK AND TIMEKEEPING INTERVAL ............................................ 3
7.1 Workweek ............................................................................................ 3
7.2 Workday ........................................................................................... 4
7.3 Timekeeping Interval ....................................................................... 4
8.SALARY ......................................................................................................... 4
8.1 Salaries Effective July 1, 2014 ......................................................... 4
8.2 Cost of Living lncrease .................................................................... 4
8.3 Automatic Payroll Deposit ............................................................... 4
8.4 Compensation Survey ..................................................................... 4
9.ADDITIONAL COMPENSATION ................................................................... 5
9.1 Acting Pay ........................................................................................ 5
9.2 Automobiles ..................................................................................... 5
9.3 Bilingual Pay .................................................................................... 5
9.4 Deferred Compensation (City-paid)................................................. 5
9.5 Educational Incentive Pay ............................................................... 5
9.6 Longevity Pay .................................................................................. 6
10.FLEXIBLE BENEFIT PLAN ............................................................................ 6
10.1 Definition ...................................................................................... 6
10.2 Amount of Monthly Benefit .............................................................. 6
10.3 Eligibility ....................................................................................... 6
10.4 Termination ...................................................................................... 7
11.LEAVETYPES/DAYSOFF ..................................................................... 7
11.1 Administrative Leave ................................................................... 7
11.2 Bereavement Leave ........................................................................ 7
11.3 Holidays ........................................................................................... 7
11.4 Industrial Leave ................................................................................ 8
11.5 Sick Leave ....................................................................................... 9
11.6 Vacation Leave .............................................................................. 11
12.COMPUTER LOAN PROGRAM .................................................................. 12
13.DAMAGE TO PERSONAL EFFECTS ......................................................... 12
14.EMPLOYEE ASSISTANCE PLAN ............................................................... 12
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Azusa Mid-Management Association MOU July 1, 2020 through June 30, 2024
15.LAYOFF OR RECLASSIFICATION ............................................................. 12
16.LICENSE RENEWAL ................................................................................... 12
17.LIFE INSURANCE ........................................................................................ 12
18.PROPRIETARY INFORMATION AGREEMENT ......................................... 13
19.RETIREMENT .............................................................................................. 13
19.1 Optional Benefits ............................................................................ 13
19.2 PARS Retirement Enhancement ................................................... 14
19.3 Health Insurance During Retirement ............................................. 15
19.4 Monthly Cash Payout Option Equivalent to Health Insurance
Benefit Upon Retirement ............................................................... 15
19.5 Retirement Medical Trust Policy and Planning Committee .......... 15
20.TUITION REIMBURSEMENT ...................................................................... 16
21.UNIFORM ALLOWANCE ............................................................................. 16
22.REOPEN OF NEGOTIATIONS DURING TERM OF AGREEMENT ........... 16
23.EXHIBIT A - AMENDMENT ......................................................................... 16
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Azusa Mid-Management Association MOU July 1, 2020 through June 30, 2024
CITY OF AZUSA
AZUSA MID-MANAGEMENT
ASSOCIATION MEMORANDUM OF
UNDERSTANDING
July 1, 2020 through June 30, 2024
This Memorandum of Understanding is entered into with reference to the following
facts:
(1)The Azusa Mid-Management Association (AMMA) (hereinafter referred to
as "Association") is the recognized employee organization representing those personnel
(hereinafter referred to as "employees") employed by the City of Azusa (hereinafter referred
to as "City"), and occupying classifications in Exhibits A.
(2)In the interest of maintaining harmonious relations between the City and
those employees represented by the Association, authorized representatives of the City and
the Association have met and conferred in good faith, exchanging various proposals
concerning wages, hours and other terms and conditions of employment to affected
employees.
(3)The authorized representatives of the City and the Association have reached
an understanding and agreement as to certain changes in wages, hours and other terms and
conditions of employment of the affected employees which shall be submitted to the City
Council of the City of Azusa for approval and implementation of these changes by
appropriate ordinance, resolution, or other lawful action.
Therefore, the City and the Association agree that, subject to the approval and
implementation by the City Council of the City, the wages, hours, and other terms and
conditions of employment for all affected employees shall be as follows:
1.TERM OF MEMORANDUM OF UNDERSTANDING
The term of this Memorandum of Understanding (MOU) shall commence July 1, 2020 and
shall continue in full force and effect until June 30, 2024.
2.TOTAL COMPENSATION
As a matter of philosophy, the Association and the City recognize that compensation
consists of terms and conditions of employment other than those represented solely by
salary. Further, the City and the Association recognize that the changes in wages, hours and
other terms and conditions of employment as set forth in this Memorandum of
Understanding constitute additions to the total compensation received by affected
employees.
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Azusa Mid-Management Association MOU July 1, 2020 through June 30, 2024
3. NON-DISCRIMINATION
3.1 Protection of Rights
The parties mutually recognize and agree to protect the rights of all employees
hereby to join and/or participate in protected Association activities or to refrain from
joining or participating in protected activities in accordance with Government Code
Section 3500, et seq.
3.2 Anti-Discrimination
The City and the Association agree that they shall not discriminate against any
employee because of race, color, sex, age, national origin, political or religious
opinions or affiliations. The City and the Association shall reopen any provisions of
this Agreement for the purpose of complying with any final order of the federal or
state agency or court of competent jurisdiction requiring a modification or change in
any provision or provisions of this Agreement in compliance with state or federal
anti-discrimination laws.
4. SEPARABILITY
Should any provisions of this Memorandum of Understanding be found to be inoperative,
void, or invalid by a court of competent jurisdiction, all other provisions of this
Memorandum of Understanding shall remain in full force and effect for the duration of this
Memorandum of Understanding.
5. MAINTENANCE OF EXISTING BENEFITS
Except as provided herein, all wages, hours and economic terms and conditions of
employment presently enjoyed by employees shall remain in full force and effect during the
entire term of this Memorandum of Understanding unless mutually agreed to the contrary
by both parties hereto.
6. CITY RIGHTS
6.1 Management Rights
The City reserves, retains and is vested with, solely and exclusively, all rights of
Management which have not been expressly abridged by specific provision(s) of this
Memorandum of Understanding or by law to manage the City, as such rights existed
prior to the execution of this Memorandum of Understanding. The sole and exclusive
rights of Management, as they are not abridged by this Memorandum of
Understanding or by law, shall include, but not be limited to, the following:
6.1.1 To manage the City generally and to determine the issues of policy.
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Azusa Mid-Management Association MOU July 1, 2020 through June 30, 2024
6.1.2 To determine the existence or nonexistence of facts, which is the basis
of the Management decision.
6.1.3 To determine the necessity and organization of any service or activity
conducted by the City and expand or diminish services.
6.1.4 To determine the nature, manner, means, and technology, and extent
of services to be provided to the public.
6.1.5 To determine methods of financing.
6.1.6 To determine types of equipment or technology to be used.
6.1.7 To determine and/or change the facilities, methods, technology,
means, and size of the work force by which the City operations are to
be conducted.
6.1.8 To determine and change the number of locations, relocations, and
types of operations, processes and materials to be used in carrying out
all City functions including, but not limited to, the right to contract for
or subcontract any work or operations of the City.
6.1.9 To assign work to and schedule employees in accordance with
requirements as determined by the City and to establish and change
work schedules and assignments.
6.1.10 To relieve employees from duties for lack of funds or lack of work or
similar nondisciplinary reasons.
6.1.11 To establish and modify productivity and performance programs and
standards.
6.1.12 To discharge, suspend, demote or otherwise discipline employees
for proper cause.
6.1.13 To determine job classification and to reclassify employees.
6.1.14 To hire, transfer, promote or demote employees for nondisciplinary
reasons in accordance with this Memorandum of Understanding and
applicable Resolutions and Codes of the City.
6.1.15 To determine policies, procedures and standards for selection, training
and promotion of employees.
6.1.16 To establish employee performance standards including, but not
limited to, quality and quantity standards and to require compliance
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Azusa Mid-Management Association MOU July 1, 2020 through June 30, 2024
therewith.
6.1.17 To maintain order and efficiency in its facilities and operation.
6.1.18 To establish and promulgate and/or modify rules and regulations to
maintain order and safety in the City, which are not in contravention
with this Agreement.
6.1.19 To take any and all necessary action to carry out the mission of the
City in emergencies.
6.2 Conformance with Rules
The City shall have the right to exercise the rights provided in sections 6.1.9 through
6.1.16 of the Management rights clause, in accordance with the City of Azusa Rules
of the Civil Service System and exercise these rights in conformance with the Civil
Service rules.
6.3 Meet and Confer
Except in emergencies, or where the City is required to make changes in its
operations because of the requirements of law, whenever the exercise of
Management's rights shall impact on employees of the bargaining unit, the City
agrees to meet and confer with representatives of the Association regarding the
impact of the exercise of such rights, unless that matter of the exercise of such rights
is provided for in this Memorandum of Understanding, or in Personnel Rules and
Salary Resolutions and Administrative Code(s) which are incorporated in this
Agreement. By agreeing to meet and confer with the Association as to the impact
and the exercise of any of the foregoing City Rights, Management's discretion in the
exercise of these rights shall not be diminished.
7. WORKWEEK AND TIMEKEEPING INTERVAL
7.1 Workweek
The regular workweek for all employees covered by this agreement shall be forty
(40) hours for a seven (7) day period beginning at 12:01 a.m. each Sunday and shall
consist of four (4) days a week and ten (10) hours per day Monday through
Thursday. Daily hours of work or shifts for employees within departments shall be
assigned by the department head, as required to meet the needs of the department.
7.1.1 Notwithstanding 7.1, the City may maintain a five, eight-hour days
per week schedule for employees currently assigned to such a
schedule. Further, the City may assign a five, eight-hour per week
schedule to employees preferring to work such a schedule.
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Azusa Mid-Management Association MOU July 1, 2020 through June 30, 2024
7.2 Workday
The workday will consist of ten and one half (10½) hours with lunch and breaks to
be scheduled in light of the departmental policy. The City reserves the right to
determine the beginning and ending times of the work day.
7.3 Timekeeping Interval
In compliance with FLSA, the minimum timekeeping interval shall be one (1) ten
(10) hour day.
8. SALARY
8.1 Salaries Effective July 1, 2020
The current base monthly salaries of employees in the unit covered by this MOU are
set forth in "Exhibit A." Effective July 1, 2020 all unit members covered by this MOU
active on payroll on pay date October 22, 2020, will receive a $500.00 one-time stipend.
This one-time lump sum stipend will cover July 1, 2020 through June 30, 2021 of this
contract.
8.2 Cost of Living Increase
The following Cost of Living Adjustments (COLA) shall be implemented as set forth
below:
a. Effective July 1, 2021, the base salary range of each classification in the
bargaining unit shall be increased by four percent (4%).
b. Effective July 1, 2022, the base salary range of each classification in the
bargaining unit shall be increased by three percent (3%).
c. Effective July 1, 2023, the base salary range of each classification in the
bargaining unit shall be increased by three percent (3%).
8.3 Automatic Payroll Deposit
The City will continue to offer Automatic Payroll Deposit in cooperation with any
bank that utilizes the Automated Clearing House service.
9. ADDITIONAL COMPENSATION
9.1 Acting Pay
An employee, assigned the full responsibility and decision making authority of a
higher classification shall be paid (from the first day of the assignment), at the
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Azusa Mid-Management Association MOU July 1, 2020 through June 30, 2024
lowest step of the pay range for the higher classification that provides at least a 5%
increase but does not exceed the top step of the range for the higher classification.
An employee assigned the majority of the work for a higher classification for a
period in excess of 80 consecutive work hours shall be paid, following the 80th hour
of the assignment, at the lowest step of the pay range for the higher classification
that provides at least a 5% increase but does not exceed the top step of the range for
the higher classification.
An employee otherwise eligible for acting pay shall not be eligible during scheduled
periods of vacation or when on Sick Leave.
9.2 Automobiles
The City shall provide automobiles for the employees occupying the following
positions:
Assistant Director of Electric Operations
Assistant Director of Water Operations
Other employees may take a City vehicle home when it must be used either before or
after the commute for attendance at a meeting or other City-related function, or for
the purpose of making the employee available for emergency response.
9.3 Bilingual Pay
Effective July 1, 2020, the City shall pay an additional $125 per month to personnel
demonstrating a proficiency in a foreign language if they are assigned and required
to speak and translate the foreign language in performance of their duties.
An additional payment of $100 per month shall be paid to those who are proficient
in writing a foreign as well. Such payment is conditional upon demonstration of the
foreign language proficiency by a qualified third-party examiner mutually agreed
upon by both the City and the Association.
Employees may apply for bilingual pay at any time; however, examinations shall be
conducted semi-annually.
9.4 Deferred Compensation (City-paid)
The City shall provide $150 per month in deferred compensation.
Effective July 1, 2020, the City shall provide $250 per month in deferred
compensation.
Effective January 1, 2021 and each year during the open enrollment period employees
whose premiums exceed their FBP contribution amount have the option to redirect the
City paid deferred compensation contribution of $250.00 and have that amount added to
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Azusa Mid-Management Association MOU July 1, 2020 through June 30, 2024
their FBP.
9.5 Educational Incentive Pay
Effective July 1, 2020 all employees covered under this MOU who possess a
master's degree from an accredited college or university in an academic subject, or a
numbered certificate issued by a State or professional organization, appropriate to
his/her job description, and not a simple membership in a professional organization,
shall receive education incentive pay in the amount of $250 per month.
9.6 Longevity Pay
Employees shall receive Longevity Pay as follows:
Effective July 1, 2020, the monthly Longevity Pay for employees shall be in
accordance with the following schedule:
10 yrs= $200
15 yrs= $300
20 yrs= $400
Notwithstanding the foregoing, employees currently receiving a higher dollar
amount of longevity pay than the amount provided for above shall continue to
receive the higher dollar amount until eligible for an increase based on the schedule
set forth above.
10. FLEXIBLE BENEFIT PLAN
10.1 Definition
Effective August 1, 1993, the City's existing Cafeteria Benefit Plan (CBP) was
converted to an IRS Section 125 Flexible Benefit Plan (FBP) administered by either
the City or its designee. This plan can be used by the employee to pay, to the extent
available, for qualified benefits as determined by the IRS. The employee understands
that, in the event the total premiums and/or expenses for qualified benefits selected
by him/her exceed the amount of the FBP; the excess shall be deducted from pre-tax
wages of the employee. Effective March 21, 2016, the City added a voluntary vision
plan applicability to the FBP with no city contribution.
10.2 Amount of Monthly Benefit
Currently, the City maintains and will continue to maintain during the term of this
MOU, a Flexible Benefit Plan (FBP) contribution.
In 2016 the City maintained a flexible Benefit Plan contribution in the amount equal to
the CalPERS, Los Angeles County, Kaiser Family Plan Rate plus the 2016 Delta Dental
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Azusa Mid-Management Association MOU July 1, 2020 through June 30, 2024
PPO Family Plan Rate, for a total Flexible Benefit Plan contribution of one thousand
three hundred forty six dollars ($1346).
Effective July 1, 2020, the Flexible Benefit Plan will increase to one thousand five
hundred dollars ($1,500) per month for each employee. This plan is voluntary and 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.
Effective January 1, 2021 and each year during the open enrollment period employees
whose premiums exceed their FBP contribution amount have the option to redirect the
City paid deferred compensation contribution and have that amount added to their FBP
(see section 9.4).
The City - agrees to a limited reopener to discuss a potential increase to the FBP in the
final year 2024 of this MOU. Any increase negotiated would be effective January 1,
2024. The bargaining group must approach the Human Resources Division to request a
reopener if it is desired at that time. The mutual agreement of the parties is required for
any change.
10.3 Opt Out or Opt for Less Coverage
Effective July 1, 2020, for those employees hired before January 1, 2016, the City will
continue to provide a cash-out option up to a cap of $1,346 for any employee who
provides proof of other coverage for themselves and their dependents or otherwise does
not use the entire FBP amount. This amount may be used to purchase other benefits or
paid out in cash, at the employee’s option. The remaining $154 of the FBP contribution
may be used to purchase any eligible benefit.
Effective July 1, 2021, for those employees hired before January 1, 2016, the City will
reduce the amount of the cash-out option from $1,346 to a cap of up to $1,000 for any
employee who provides proof of other coverage for themselves and their dependents or
otherwise does not use the entire FBP amount. This amount may be used to purchase other
benefits or paid out in cash, at the employee’s option. The remaining $500 of the FBP
contribution may be used to purchase any eligible benefit.
For those employees hired on or after January 1, 2016, the City will provide a medical
opt-out program for employees who provide proof of other coverage for themselves and
their dependents. Employees waiving coverage for themselves and their dependents will
receive three hundred dollars ($300.00) per month in lieu of such coverage.
10.4 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.
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Azusa Mid-Management Association MOU July 1, 2020 through June 30, 2024
A new employee will be eligible for the full FBP applicable to his/her bargaining
unit if he/she begins work on the first work day (excluding recognized paid City
holidays) of the month. An employee whose date of hire is on the second work day
(excluding recognized paid City holidays) of the month or thereafter will not be
eligible for the FBP for that month.
If an employee does not meet the qualifying work time in any given month,
arrangements must be made with the Finance Department to reimburse the City for
any benefits that have already been paid out on the employee's behalf for that month.
The Finance Department will notify the employee if he/she has not met the
qualifying work time for eligibility for the FBP.
10.5 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.
11. LEAVE TYPES/ DAYS OFF
11.1 Administrative Leave
Employees shall receive fifty (50) hours per year of Administrative Leave beginning
on July 1, 2006.
An Employee Leave Request must be approved by the appropriate department head
prior to the use of Administrative Leave and such leave may not be carried over into
the next fiscal year or cashed in if not used. Unused Administrative Leave may,
however, be converted to Vacation Leave. An employee who wishes to convert
accrued unused Administrative Leave to Vacation Leave shall notify the Finance
Department any time before June 15 of the desired conversion. It is the responsibility
of the employee to request conversion.
Administrative Leave shall be granted with due regard for the employee's wishes and
the operational needs of the department.
11.2 Bereavement leave
An employee may be permitted to take up to forty (40) hours of Bereavement Leave
in the event of the death of a member of his or her immediate family. "Immediate
family" member is herewith defined as a mother; father, step-mother, step-father,
brother, sister, spouse, child, step-child, mother-in-law, father-in-law, grandparents
or grandchildren 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.
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Azusa Mid-Management Association MOU July 1, 2020 through June 30, 2024
Bereavement Leave for close personal relationships other than listed relationships
may be approved by Department Head and Director of Human Resources.
In addition to Bereavement Leave, an employee may request up to twenty (20) hours
of Sick Leave in the event of the death of an immediate family member. Such leave
shall be charged against the employee's accrued Sick Leave balance and shall be
considered in calculating his or her ability to convert the balance.
11.3 Holidays
11.3.1 Designated Holidays
The employee shall receive time off with pay for the following holidays but
only if the employee is paid for the scheduled workday that precedes and the
scheduled workday that 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 as follows:
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Azusa Mid-Management Association MOU July 1, 2020 through June 30, 2024
Holiday Schedule Month FY 2020/2021 FY 2021/2022 FY 2022/2023 FY 2023/2024
Independence Day
July 4th July 6 5* 4* 4*
Labor Day
1st Monday in
September
Sept 7* 6* 5* 4*
Columbus Day
2nd Monday in October Oct 12* 11* 10* 9*
Veteran’s Day
November 11th Nov 11 11 10 13
Thanksgiving Day
4th Thursday in
November
Nov 26 25 24 23
Christmas Day
December 25th Dec 24 27 26 25
New Year’s Day
January 1st Jan Dec 31 3 2* 1*
Martin Luther King
Day
3rd Monday in January
Jan 18* 17* 16* 15*
President’s Day
3rd Monday in
February
Feb 15* 21* 20* 19*
Memorial Day
Last Monday in May May 31* 30* 29* 27*
* = Monday
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Azusa Mid-Management Association MOU July 1, 2020 through June 30, 2024
11.3.2 Floating Holidays
The City and the Association agree to two floating holidays of ten (10) hours
each. All floating holidays shall be requested in advance from the appropriate
department head or division chief. Enough employees shall remain at work
during floating holidays so that the City's business may be conducted.
Floating holidays shall accrue on July 1 and must be taken by the following
June 30, or the hours will be forfeited.
11.4 Industrial Leave
A regular employee who is temporarily or permanently incapacitated as a result of
injury or illness determined to be compensable under the Workers' Compensation
Act shall be granted Industrial Leave under the following terms and conditions:
11.4.1 An employee granted Industrial Leave shall continue to be
compensated at his regular rate of pay in lieu of temporary disability
payments.
11.4.2 Should it be determined that an employee's illness or injury did not
arise in the course of the employee's employment with the City or that
the employee is not temporarily or permanently incapacitated or
disabled as a result of the injury or illness, then the employee's accrued
or, if insufficient, future Sick Leave shall be charged to reimburse the
City for any payments made to the employee pursuant to (1) above.
11.4.3 An Industrial Leave of up to ninety (90) calendar days shall be
authorized for each injury or illness determined to be compensable
under the Workers' Compensation Act. Paid leave may be continued
subject to review by the City Council at the end of such ninety (90)
calendar day period to a maximum of one (1) calendar year.
Supporting medical documentation must accompany such requests
for leave and be submitted thirty (30) days prior to expiration date.
11.4.4 Except as provided in (2) above, no employee shall have accrued Sick
Leave deducted while on Industrial Leave. Vacation and Sick Leave
shall accrue for an employee on Industrial Leave.
11.4.5 Industrial Leave shall expire when one of the following conditions
occurs:
11.4.5.1 Employee is able to return to work to his/her regular position.
11.4.5.2 The day before the employee is retired or separated for
disability. The employee's "retirement date" shall be the
first of the month alter all of the following occur and are
determined by the California Public Employees' Retirement
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Azusa Mid-Management Association MOU July 1, 2020 through June 30, 2024
System:
11.4.5.3 The employee's condition is determined to be permanent or
of an extended duration.
11.4.5.4 The degree of disability precludes continued employment by
the employee in his present position.
11.4.5.5 Alter fifty-two (52) weeks of industrial disability payments.
11.4.6 Physicians may be assigned in compliance with the Health and Safety
Code and the Workers' Compensation Laws of the State of California
(Ref.: Section 4600 - Labor Code.)
11.5 Sick Leave
Sick Leave shall not be construed as a right except where as required by law, but
shall be allowed only in case of necessity or actual sickness, disability, or other
reason for which sick leave may be used under the California Healthy Workplaces,
Healthy Families Act. Sick Leave must be exhausted before compensatory time off
or Vacation Leave may be used for Sick Leave reasons.
11.5.1 Reasons for Use of Sick Leave
Sick Leave shall be granted for the following reasons:
11.5.1.1 Personal illness or physical incapacity.
11.5.1.2 The illness of a member of the employee's immediate
family (as defined pursuant to the Healthy Workplaces,
Healthy Families Act) that require the employee's personal
care and attention.
Sick Leave use under Section 11.5.1.2 shall be limited to
twelve days per year; except that up to twelve weeks per
year (running concurrently with family medical leave) may
be approved by the department head when a relative
covered under Section 11.5.1.2 has an illness, injury, or
condition, which may be expected to be of long duration,
has no reasonable date of termination and requires
continuous or intermittent care by the employee.
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Azusa Mid-Management Association MOU July 1, 2020 through June 30, 2024
11.5.1.3 Enforced quarantine of the employee in accordance with
Health Department regulations.
11.5.1.4 Medical, dental, and optical appointments.
11.5.1.5 Personal Business not to exceed a maximum of forty (40)
hours during any one (1) year. Personal business" means
those items of Personal Business that can only be taken care
of during regular working hours of the employee. Personal
business leave shall be approved or disapproved by the
department head in accordance with this section.
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. Employees must provide advance notice for
Personal Business Leave whenever possible.
11.5.1.6 Any other lawful reason for which paid sick leave must be
allowed pursuant to law, including but not limited to those
reasons articulated in the California Healthy Workplaces,
Healthy Families Act.
11.5.2 Accrual and Use
For employees hired prior to January 1, 2011, Sick Leave shall accrue at the
rate of ten hours per month for each calendar month of paid employment,
with unlimited accumulation.
For employees hired on or after January 1, 2011, Sick Leave shall accrue at
the rate of ten hours per month for each calendar year of paid employment.
No more than 960 hours of sick leave may be accrued. Balances accrued over
960 hours will be paid out annually at a rate of 25% as a wellness bonus. New
City employees that become new unit members, hired on or after February 1,
2016, will not be entitled to any pay out of sick leave; sick leave accruals will
simply stop after accrual of 960 hours.
11.5.3 One-Fourth Conversion
If the employee has used more than three, but not more than six days of Sick
Leave, excluding time spent on personal business or bereavement, he or she
would have the following options:
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Azusa Mid-Management Association MOU July 1, 2020 through June 30, 2024
11.5.3.1 Carry over the accrual and add it to his or her Sick Leave
balance.
11.5.3.2 Convert, only to the extent that his/her balance is more than
zero at the beginning of the new year, one-fourth of the
accrual to Vacation or convert one-fourth to cash (but no
combination of these two); unused, unconverted leave
would then be added to the employee's Sick Leave balance.
11.5.4 One-Third Conversion
If the employee has used no more than three days of Sick Leave, excluding
time spent on personal business or bereavement, he or she would have the
following options:
11.5.4.1 Carry over the accrual and add it to his or her Sick Leave
balance.
11.5.4.2 Convert, only to the extent that his/her balance is more than
zero at the beginning of the new year, one-third of the
accrual to Vacation or convert one-third of it to cash (but no
combination of these two); unused or unconverted leave
would then be added to the employee's Sick Leave balance.
A decision to convert Sick Leave according to the policies stated shall be
made by March 31.
11.5.5 Conversion lo Cash upon Retirement or Separation
The employee may convert fifty percent (50%) of his or her accrued Sick
Leave balance to cash upon disability retirement (if he or she has been
employed by the city a minimum of five (5) years); or voluntary retirement (if
he or she has been employed by the city a minimum of ten (10) years).
Upon death of an employee, who has reached permanent status, the City shall
convert 50% of the deceased employee's accrued sick leave balance to cash.
The cash shall be payable to the deceased employee's beneficiary or estate.
Upon separation for other reasons, employee may convert fifty percent (50%)
of his or her accrued Sick Leave balance to cash for hours in excess of three
hundred twenty
(320) hours to a maximum payment of two hundred forty (240) hours.
Upon voluntary separation with at least twenty five (25) years of service with
the City, employee may convert one hundred percent (100%) of his or her
accrued Sick Leave balance to cash.
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Azusa Mid-Management Association MOU July 1, 2020 through June 30, 2024
In case of layoff, the employee shall be allowed to convert 100% of his or her
accrued Sick Leave balance to cash.
11.5.6 Conversion to Service Credit Upon Retirement
Pursuant to the terms of the City's contract, as amended, with the California
Public Employees' Retirement System, upon voluntary retirement the
employee may convert 100% of his or her accrued Sick Leave balance, less
any amount converted to cash under the provisions of Section 11.5.4, to
retirement service credit.
11.6 Vacation Leave
11.6.1 Required Usage and Carryover
Leave will be credited on a "per-pay-period" basis. Employees shall be
required to use one-half (½) of their annual Vacation accrual yearly.
Employees shall be able to carry over Vacation accrual from one year to the
next, cumulatively, up to a maximum of seventy-eight (78) times the then-
current pay period rate of Vacation accrual. New City employees that become
new unit members, hired on or after February 1, 2016, will accrue up to a
maximum of three hundred (300) hours. Future accrual which exceed the
aforementioned maximums, shall be paid to the employee as it is accrued.
Commencing on August 1, 2010, if the employee's balance is at or above the
maximum, any accrual in excess of the maximum shall be paid as earned. In
special cases where it has not been possible, due to work load or other factors,
for the employee to use his or her Vacation before reaching a maximum, it
shall be within the department head's authority to authorize cash payment in
lieu of time off.
11.6.2 Cash-In Policy
Employees covered by this Memorandum of Understanding may convert
Vacation time to cash with administrative approval.
11.6.3 Accrual
Vacation Leave shall accrue as follows:
Through the 5th year of employment 120 hours
Through the 6th year of employment 128 hours
Through the 7th year of employment 136 hours
Through the 8th year of employment 144 hours
Through the 9th year of employment 152 hours
Through the 10th year of employment 160 hours
Through the 11th year of employment 168 hours
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Azusa Mid-Management Association MOU July 1, 2020 through June 30, 2024
Through the 12th year of employment 176 hours
Through the 13th year of employment 184 hours
Through the 14th year of employment 192 hours
Through the 15th year of employment 200 hours
Through the 16th year of employment 210 hours
12. COMPUTER LOAN PROGRAM
Availability of a Computer Loan Program shall cease as of February 1, 2016. While prior
loans will continue to be paid back pursuant to the prior terms, no further loans shall be
issued.
13. DAMAGE TO PERSONAL EFFECTS
If, in the course of business, an employee's personal clothing or effects are accidentally
damaged or destroyed, the employee may submit a claim for reimbursement for up to one
hundred dollars ($100).
Employee will submit claim to their department head for his or her recommendation to the
City Administrator for his or her consideration.
14. EMPLOYEE ASSISTANCE PLAN
The City will continue to maintain the Employee Assistance Plan.
15. LAYOFF OR RECLASSIFICATION
The City agrees that in the event employees represented by the Association are laid off from
their employment or are reclassified to a lesser classification, a minimum of forty-five (45)
calendar days' notice will be given to each individual affected employee. Such notice shall
be in writing and signed by an appropriate management employee.
16. LICENSE RENEWAL
The City agrees to pay the cost of maintaining certifications and licenses that are necessary
to maintain the minimum requirements for the licensee's job.
17. LIFE INSURANCE
The City shall provide term life insurance equal to one and one-half (1½) times annual salary.
18. PROPRIETARY INFORMATION AGREEMENT
All unit employees will be subject to state and federal laws prohibiting the disclosure of
confidential business information, trade secrets and other proprietary information. The City
will provide orientation on employee obligations under such laws for existing and new
employees.
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Azusa Mid-Management Association MOU July 1, 2020 through June 30, 2024
19. RETIREMENT
The City shall continue its contract with the California Public Employee Retirement System
CalPERS, for current members at the "2% @ 55 full formula" plan. The City shall also
maintain the increased level of the 1959 Survivor Benefit. The City shall continue to pay its
portion of the cost except as provided for in this section.
In light of the California Public Employees' Pension Reform Act of 2013 (PEPRA),
effective February 1, 2016, all unit members other than "new members" as defined by
PEPRA and/or California Government Code section 7522.04(1) shall individually pay an
additional 2%, resulting in a total of 7%, of "compensation earnable" as defined in
Government Code section 20636, representing the member employee's contribution to the
CalPERS. These contributions shall, at the time of termination, belong to the employee. All
other required contributions for unit members other than "new members" as defined by the
PEPRA and/or California Government Code section 7522.04(1) shall be made by the City.
The member's contribution shall be made on a "cost sharing" basis and shall be considered a
contribution toward the employer's contribution share.
Unit members who are "new members" as defined by PEPRA and/or California
Government Code section 7522.04(1), shall be required to pay a PERS contribution in an
amount equal to 50% of the normal cost rate, up to a maximum of 8%, for the Defined
Benefit Plan provided for by PEPRA, in which the new member is enrolled, rounded to the
nearest quarter of 1% or the current contribution rate of similarly situated employees,
whichever is greater, pursuant to Government Code section 7522.30.
Those "new members" shall be enrolled in the 2% at 60 Benefit Plan, as provided for in
Government Code section 7522.25(e), with a final compensation measurement period of 36
consecutive months as set forth in Government Code section 7522.32(a), and their
retirement benefits shall be calculated based on "pensionable compensation" (Section
7522.10) rather than compensation earnable (Section 20636).
19.1 Optional Benefits
19.1.1 The City's contract with the CalPERS includes the additional benefit
of Service Credit for Unused Sick Leave.
19.1.2 The City's contract with the CalPERS includes participation in the
Two Years Additional Service Credit as authorized by the State
Legislature.
19.1.3 The City's contract with CalPERS includes Employer-Paid Member
Contribution as Compensation in base pay during the final
compensation period.
19.1.4 CalPERS Service Credit for Military Service
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Azusa Mid-Management Association MOU July 1, 2020 through June 30, 2024
The CalPERS Service Credit for Military Service Credit Purchase Assistance
Plan described below shall be made available to full-time regular employees
who have completed their initial probation period with the City.
The City's contract with CalPERS includes the provisions of Section 21024,
Military Service Credit as Public Service. Eligible employees with qualifying
military service can contact CalPERS and arrange to be billed for the service
credit (CalPERS' estimate is $5,000 per year of service). The City shall
reimburse the employee for 25% of the amount of the bill.
If desired, the employee may apply for a loan from the City for the remaining
75%. The employee shall apply for the loan on a City-provided loan
application. If the employee qualifies, the City will fund the loan on an
interest-free basis. Loan payments must be by payroll deduction. Each loan
payment period shall not exceed six years. The City may require collateral.
Any remaining loan balance must be paid in full at the time of separation of
employment. Payment will be made directly and/or by deduction from the last
paycheck. In the event an outstanding balance remains, the employee is
responsible for making payment arrangements. The failure to make full
payment will obligate the employee to pay the City's attorney's fees in any
restitution process.
19.2 PARS Retirement Enhancement
Beginning July 1, 2007, employees agreed to pay for Public Agency Retirement
Services benefits which add a half percent (0.5%) to the PERS 2% at age 55 formula,
such that at age 55, the benefit factor would equate to 2.5% in total between PERS
and PARS. The PARS program which employees agreed to pay for is commonly
referred to as the "stackable plan" meaning that the half percent (0.5%) benefit factor
is added to the amount provided by the PERS program regardless of the age of the
retiring employee, provided, however, the retiring employee has reached the
qualifying retirement age of 55.
Effective July 1, 2007 through December 31, 2008, the City will contribute the initial
one percent (1%) cost of the PARS program. Up to seven and one half percent
(7.5%) of the remaining cost will come out of the employee's base pay as an
employee contribution payroll deduction administered by the City. The City will
contribute any balance beyond the initial one percent (1%) and the employee
contribution.
Effective January 1, 2009 the City will contribute an additional five percent (5%) of
the employee's contribution. The employee's contribution will cap at two and one
half percent (2.5%). Effectively the City will contribute the first six percent (6%); the
employee will contribute the next two and one half percent (2.5%) and then the City
will contribute any portion beyond the eight and one half percent (8.5%).
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Azusa Mid-Management Association MOU July 1, 2020 through June 30, 2024
19.2.1 All amounts deducted from employees' base pay will be tax deferred.
19.2.2 Retiring employees must be vested 5 consecutive years with the City
of Azusa, and must be age 55 or above to be eligible for PARS
retirement benefits.
19.2.3 Employees must pay into the PARS program for one year before they
can be eligible to retire.
19.2.4 Prior years served in other Cities under the PERS program will be
counted toward service credit when the PARS benefit is calculated
and made part of benefit upon retirement.
19.2.5 Like PERS, the employee can take their contribution out of PARS in
cash when separated from the City, plus interest accrued @ 4% per
year.
19.2.6 Basis for PARS portion of retirement calculation is single highest
year of salary.
19.2.7 For purposes of PERS benefit calculation, the employee's contribution
to PARS is considered as a part of base salary; hence it does not affect
PERS retirement calculation.
19.2.8 No Association employee may opt out of participation in the PARS
program.
19.2.9 The cost to participate in PARS is not fixed and may be changed
depending on future cost studies for bargaining group.
19.3 Health Insurance During Retirement
Beginning with the first month after retirement, for employees who, at the time of
retirement from the City of Azusa, have attained the age of fifty (50) and have at
least fifteen (15) cumulative years of service with the City of Azusa, the City will
reimburse monthly to the employee, until the employee passes away, an amount
equal to seventy five percent (75%) of the single-coverage premium in the
employee's comprehensive health insurance plan. For employees who, at the time of
retirement from the City of Azusa, have attained the age of fifty (50) and have at
least twenty (20) cumulative years of service with the City of Azusa, the City will
reimburse the employee an amount equal to one hundred percent (100%) of the
single-coverage premium in the employee's comprehensive health insurance plan, or
one hundred percent (100%) of the coverage premium for the retiring employee and
their spouse (at the time of retirement) at the lowest available health maintenance
organization (HMO) premium; in the event that the employee passes away and is
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Azusa Mid-Management Association MOU July 1, 2020 through June 30, 2024
survived by an eligible spouse, the coverage for the surviving spouse shall continue
until he or she passes away. The amount of the City's contribution shall vary, up or
down, depending upon the employee's choice of health insurance carrier and its
periodic changes in its rates. The minimum contribution (currently $139 per month)
that the City pays directly to CalPERS for PEMCHA shall be considered to be part
of that portion paid by the City. If a retired employee maintains health insurance
other than a CalPERS plan, the maximum amount the City will pay for the insurance
premium will not exceed the single premium for the CalPERS Care plan.
19.4 Monthly Cash Payout Option Equivalent to Health Insurance Benefit
Upon Retirement
Employees with qualified medical retirement benefits as defined in section 19.3, and
who retire under PERS from the City of Azusa, may elect to be paid a Cash
Equivalent amount on a monthly basis regardless of whether they are paying a health
insurance premium. The employee must indicate his or her choice of this option
within 30 days of retirement from the City of Azusa of his or her interest in being
paid a Cash Equivalent amount. If employee elects to choose a Cash Equivalent
payment, the City will pay monthly to retired employee until the retired employee
passes away, a cash amount equivalent to the single-coverage premium in the Cal
PERS Care health plan based on the percentage benefit the retired employee is
eligible to receive as defined in section 19.3. For example, an employee at age 50
with 15 years with the City would be eligible to receive a cash equivalent payment
on a monthly basis equal to 75% of this cost as set forth by the CalPERS Care plan,
including monthly adjustments to account for increases in the premium amounts as
set forth by CalPERS Care.
19.5 Health Reimbursement Account (HRA)
For employees hired in full-time status on or after July 1, 2020:
RHI Tier II: Unit members hired after the ratification of this agreement will be
enrolled in the PORAC Retiree Medical Trust plan. The City will make monthly
contributions to the PORAC retiree medical trust in lieu of lifetime medical with
the City’s monthly contribution as follows:
Years of Continuous Service City Contribution
1-5 Years of Continuous Service* $150/month
5+ Years of Continuous Service* $250/month
*Until the employee retires or separates from employment
Contribution to the Trust of these funds will follow the agreement guidelines
between AMMA and PORAC.
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Azusa Mid-Management Association MOU July 1, 2020 through June 30, 2024
20. TUITION REIMBURSEMENT
The City's Tuition Reimbursement Administrative Policy, as of the adoption of this MOU,
is incorporated herein and applied to unit members for tuition reimbursement.
21. UNIFORM ALLOWANCE
Retroactive to July 1, 1996, employees that are permanently assigned to work in
departments wherein employees typically receive a uniform allowance shall receive a
uniform allowance commensurate with that of their respective work groups.
22. REOPEN OF NEGOTIATIONS DURING TERM OF AGREEMENT
The City agrees to a limited reopener to discuss a potential increase to the FBP in the final year
2024 of this MOU. Any increase negotiated would be effective January 1, 2024. The bargaining
group must approach the Human Resources Division to request a reopener if it is desired at that
time. The mutual agreement of the parties is required for any change.
23. FAIRNESS AGREEMENT
If the City gives any other bargaining unit(s) a higher amount or higher value of a benefit (from
that which was not already in effect or negotiated as of June 30, 2020) than that which was given to
employees in this MOU, employees in this unit shall be given the same higher amounts or higher
value of benefits, for the following provisions and terms, as those given to the other bargaining
unit(s):
• Salary increases – (1) for the period of July 1, 2020 through June 30, 2021, if City grants
any other bargaining unit(s) a salary increase over than that stated for the same period in
Section 8.2, the City will grant employee(s) in this unit the same salary increase for the
period of July 1, 2020 through June 30, 2021 with the understanding that any salary
increase given will be deducted from the salary increase to be effective July 1, 2021 as
stated in Section 8.2. The total salary increase for this bargaining unit will not exceed the
sum total salary increase(s) stated in Section 8.2 of this contract for the entire term of this
contract and (2) if the City grants the Police Management group with salary increases over
thirteen percent (13%) for the period of January 1, 2021 through December 31, 2024, the
City will grant employee(s) in this unit the additional salary increase for the difference
between 10% and 13% in the final year of this MOU. For example, if the Police
Management group receives a 16% salary increase over their contract term, employee(s) in
this unit will receive an additional 3% effective July 1, 2023 (difference of 16% minus 13%
= 3%).
• Flexible benefit plan (FBP) contributions – for the entire term of this contract, if the City
grants any other bargaining unit(s) a higher FBP contribution over than what is already in
effect or negotiated as of June 30, 2020 and in prior MOU’S, the City will grant
employee(s) in this unit the same higher amount to be effective on the same date(s) given to
other bargaining unit(s).
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Azusa Mid-Management Association MOU July 1, 2020 through June 30, 2024
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Azusa Mid-Management Association MOU July 1, 2020 through June 30, 2024
AZUSA MID-MANAGEMENT ASSOCIATION
Richard Torres, President Date
Mike Guadagnino, Vice President Date
Melissa Barbosa, Secretary Date
_____________________________________________________________________________________
Feliza Sagun, Treasurer Date
Michael McGill, Labor Specialist, Adams, Ferrone & Ferrone Date
CITY OF AZUSA
Sergio Gonzalez, City Manager Date
Talika M. Johnson, Director of Administrative Services Date
ATTEST:
___________________________________
Jeffrey Lawrence Cornejo, Jr., City Clerk
APPROVED AS TO FORM AND CONTENT:
___________________________________
Marco Martinez, Best Best & Krieger
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Azusa Mid Management Association MOU July 1, 2020 through June 30, 2024
EXHIBIT A
AMMA Salary Schedules
Currently in Effect
CLASSIFICATION RANGE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5
ASSISTANT CHIEF DEPUTY CITY CLERK 3243 5,127.65 5,348.30 5,579.92 5,823.16 6,078.49
ASST DIR OF UTL - ELECTRIC OPS 3558 11,149.03 11,706.48 12,291.80 12,906.39 13,551.71
ASST DIR OF UTL - WATER OPS 3557 9,823.23 10,314.37 10,830.09 11,371.72 11,940.31
ASST DIR OF UTL-CUST CARE & SOL 3557 9,823.23 10,314.37 10,830.09 11,371.72 11,940.31
ASST DIR OR UTL- RESOURCE MGMT 3570 11,148.83 11,706.48 12,292.23 12,907.36 13,552.73
ASST DIRECTOR OF PUBLIC WORKS 3531 8,772.49 9,211.13 9,671.68 10,155.27 10,663.02
BUILDING OFFICIAL 3435 7,259.85 7,622.83 8,003.98 8,404.18 8,824.37
COMMUNITY IMPROVEMENT MGR 3370 6,588.72 6,918.15 7,264.07 7,627.29 8,008.64
ELECTRICAL ENGINEER 3448 7,532.91 7,909.54 8,305.03 8,720.28 9,156.28
ENVIRONMENTAL PROGRAMS MANAGER 3213 7,340.28 7,708.03 8,093.18 8,498.35 8,923.28
ENVIRONMENTAL PROGRAMS SPECIALIST 3204 6,481.21 6,804.85 7,144.62 7,500.61 7,874.24
FINANCE MANAGER 3213 7,340.28 7,708.03 8,093.18 8,498.35 8,923.28
INFO TECH SYS & NETWORK MGR 3531 8,772.49 9,211.13 9,671.68 10,155.27 10,663.02
LIBRARY SERVICES MANAGER 3348 6,634.12 6,965.83 7,314.12 7,679.83 8,063.82
NEIGHBORHOOD SVCS COORDINATOR 3210 5,841.62 6,133.20 6,440.95 6,762.13 7,099.42
PLANNING MANAGER 3436 7,622.84 8,003.98 8,404.18 8,824.37 9,265.59
POLICE ADMINISTRATIVE SVC MGR/COR 3412 8,204.39 8,614.61 9,045.34 9,497.61 9,972.49
POLICE DEPT INFO SYS MANAGER 3345 7,279.70 7,643.67 8,025.86 8,427.16 8,848.50
PUBLIC WORKS SUPERINTENDENT 3435 7,259.85 7,622.83 8,003.98 8,404.18 8,824.37
REC SUPER- PARKS OPERATIONS 3365 6,450.85 6,773.38 7,112.05 7,467.66 7,841.04
REC SUPER- PROGRAMS & SVCS 3365 6,450.85 6,773.38 7,112.05 7,467.66 7,841.04
SENIOR ELECTRICAL ENGINEER 3515 8,706.57 9,141.91 9,598.99 10,078.92 10,582.89
SENIOR MGMT ANALYST 3306 5,450.62 5,729.88 6,131.93 6,472.61 6,813.26
SENIOR POWER RESOURCES COORD 3450 7,602.32 7,982.44 8,381.56 8,800.64 9,240.99
SENIOR POWER RESOURCES PLANNER 3460 8,534.32 8,961.05 9,409.10 9,879.18 10,373.14
SENIOR WATER SYSTEM ENGINEER 3515 8,706.57 9,141.91 9,598.99 10,078.92 10,582.89
UTIL ADM & FIN SVC MGR 3213 7,340.28 7,708.03 8,093.18 8,498.35 8,923.28
UTIL FINANCIAL SVCS ANALYST 3306 5,450.62 5,729.88 6,131.93 6,472.61 6,813.26
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Azusa Mid Management Association MOU July 1, 2020 through June 30, 2024
EXHIBIT A
AMMA Salary Schedules
Effective July 1, 2021
CLASSIFICATION RANGE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5
ASSISTANT CHIEF DEPUTY CITY CLERK 3243 5,332.76 5,562.23 5,803.12 6,056.09 6,321.63
ASST DIR OF UTL - ELECTRIC OPS 3558 11,594.99 12,174.74 12,783.47 13,422.65 14,093.78
ASST DIR OF UTL - WATER OPS 3557 10,216.16 10,726.94 11,263.29 11,826.59 12,417.92
ASST DIR OF UTL-CUST CARE & SOL 3557 10,216.16 10,726.94 11,263.29 11,826.59 12,417.92
ASST DIR OR UTL- RESOURCE MGMT 3570 11,594.78 12,174.74 12,783.92 13,423.65 14,094.84
ASST DIRECTOR OF PUBLIC WORKS 3531 9,123.39 9,579.58 10,058.55 10,561.48 11,089.54
BUILDING OFFICIAL 3435 7,550.24 7,927.74 8,324.14 8,740.35 9,177.34
COMMUNITY IMPROVEMENT MGR 3370 6,852.27 7,194.88 7,554.63 7,932.38 8,328.99
ELECTRICAL ENGINEER 3448 7,834.23 8,225.92 8,637.23 9,069.09 9,522.53
ENVIRONMENTAL PROGRAMS MANAGER 3213 7,633.89 8,016.35 8,416.91 8,838.28 9,280.21
ENVIRONMENTAL PROGRAMS SPECIALIST 3204 6,740.46 7,077.04 7,430.40 7,800.63 8,189.21
FINANCE MANAGER 3213 7,633.89 8,016.35 8,416.91 8,838.28 9,280.21
INFO TECH SYS & NETWORK MGR 3531 9,123.39 9,579.58 10,058.55 10,561.48 11,089.54
LIBRARY SERVICES MANAGER 3348 6,899.48 7,244.46 7,606.68 7,987.02 8,386.37
NEIGHBORHOOD SVCS COORDINATOR 3210 6,075.28 6,378.53 6,698.59 7,032.62 7,383.40
PLANNING MANAGER 3436 7,927.75 8,324.14 8,740.35 9,177.34 9,636.21
POLICE ADMINISTRATIVE SVC MGR/COR 3412 8,532.57 8,959.19 9,407.15 9,877.51 10,371.39
POLICE DEPT INFO SYS MANAGER 3345 7,570.89 7,949.42 8,346.89 8,764.25 9,202.44
PUBLIC WORKS SUPERINTENDENT 3435 7,550.24 7,927.74 8,324.14 8,740.35 9,177.34
REC SUPER- PARKS OPERATIONS 3365 6,708.88 7,044.32 7,396.53 7,766.37 8,154.68
REC SUPER- PROGRAMS & SVCS 3365 6,708.88 7,044.32 7,396.53 7,766.37 8,154.68
SENIOR ELECTRICAL ENGINEER 3515 9,054.83 9,507.59 9,982.95 10,482.08 11,006.21
SENIOR MGMT ANALYST 3306 5,668.64 5,959.08 6,377.21 6,731.51 7,085.79
SENIOR POWER RESOURCES COORD 3450 7,906.41 8,301.74 8,716.82 9,152.67 9,610.63
SENIOR POWER RESOURCES PLANNER 3460 8,875.69 9,319.49 9,785.46 10,274.35 10,788.07
SENIOR WATER SYSTEM ENGINEER 3515 9,054.83 9,507.59 9,982.95 10,482.08 11,006.21
UTIL ADM & FIN SVC MGR 3213 7,633.89 8,016.35 8,416.91 8,838.28 9,280.21
UTIL FINANCIAL SVCS ANALYST 3306 5,668.64 5,959.08 6,377.21 6,731.51 7,085.79
29
Azusa Mid Management Association MOU July 1, 2020 through June 30, 2024
EXHIBIT A
AMMA Salary Schedules
Effective July 1, 2022
CLASSIFICATION RANGE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5
ASSISTANT CHIEF DEPUTY CITY CLERK 3243 5,492.74 5,729.10 5,977.21 6,237.77 6,511.28
ASST DIR OF UTL - ELECTRIC OPS 3558 11,942.84 12,539.98 13,166.98 13,825.32 14,516.59
ASST DIR OF UTL - WATER OPS 3557 10,522.64 11,048.75 11,601.19 12,181.39 12,790.46
ASST DIR OF UTL-CUST CARE & SOL 3557 10,522.64 11,048.75 11,601.19 12,181.39 12,790.46
ASST DIR OR UTL- RESOURCE MGMT 3570 11,942.63 12,539.98 13,167.44 13,826.36 14,517.68
ASST DIRECTOR OF PUBLIC WORKS 3531 9,397.09 9,866.96 10,360.30 10,878.33 11,422.23
BUILDING OFFICIAL 3435 7,776.75 8,165.58 8,573.86 9,002.56 9,452.67
COMMUNITY IMPROVEMENT MGR 3370 7,057.84 7,410.72 7,781.27 8,170.35 8,578.86
ELECTRICAL ENGINEER 3448 8,069.25 8,472.70 8,896.35 9,341.16 9,808.21
ENVIRONMENTAL PROGRAMS MANAGER 3213 7,862.91 8,256.84 8,669.41 9,103.43 9,558.62
ENVIRONMENTAL PROGRAMS SPECIALIST 3204 6,942.67 7,289.36 7,653.32 8,034.65 8,434.89
FINANCE MANAGER 3213 7,862.91 8,256.84 8,669.41 9,103.43 9,558.62
INFO TECH SYS & NETWORK MGR 3531 9,397.09 9,866.96 10,360.30 10,878.33 11,422.23
LIBRARY SERVICES MANAGER 3348 7,106.47 7,461.80 7,834.89 8,226.63 8,637.96
NEIGHBORHOOD SVCS COORDINATOR 3210 6,257.54 6,569.88 6,899.55 7,243.59 7,604.90
PLANNING MANAGER 3436 8,165.59 8,573.86 9,002.56 9,452.67 9,925.30
POLICE ADMINISTRATIVE SVC MGR/COR 3412 8,788.54 9,227.97 9,689.37 10,173.84 10,682.53
POLICE DEPT INFO SYS MANAGER 3345 7,798.01 8,187.90 8,597.30 9,027.17 9,478.51
PUBLIC WORKS SUPERINTENDENT 3435 7,776.75 8,165.58 8,573.86 9,002.56 9,452.67
REC SUPER- PARKS OPERATIONS 3365 6,910.15 7,255.64 7,618.43 7,999.36 8,399.32
REC SUPER- PROGRAMS & SVCS 3365 6,910.15 7,255.64 7,618.43 7,999.36 8,399.32
SENIOR ELECTRICAL ENGINEER 3515 9,326.48 9,792.81 10,282.44 10,796.54 11,336.39
SENIOR MGMT ANALYST 3306 5,838.70 6,137.85 6,568.52 6,933.46 7,298.36
SENIOR POWER RESOURCES COORD 3450 8,143.61 8,550.79 8,978.33 9,427.25 9,898.95
SENIOR POWER RESOURCES PLANNER 3460 9,141.96 9,599.08 10,079.03 10,582.58 11,111.71
SENIOR WATER SYSTEM ENGINEER 3515 9,326.48 9,792.81 10,282.44 10,796.54 11,336.39
UTIL ADM & FIN SVC MGR 3213 7,862.91 8,256.84 8,669.41 9,103.43 9,558.62
UTIL FINANCIAL SVCS ANALYST 3306 5,838.70 6,137.85 6,568.52 6,933.46 7,298.36
30
Azusa Mid Management Association MOU July 1, 2020 through June 30, 2024
EXHIBIT A
AMMA Salary Schedules
Effective July 1, 2023
CLASSIFICATION RANGE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5
ASSISTANT CHIEF DEPUTY CITY CLERK 3243 5,657.52 5,900.97 6,156.53 6,424.90 6,706.62
ASST DIR OF UTL - ELECTRIC OPS 3558 12,301.13 12,916.18 13,561.99 14,240.08 14,952.09
ASST DIR OF UTL - WATER OPS 3557 10,838.32 11,380.22 11,949.23 12,546.83 13,174.17
ASST DIR OF UTL-CUST CARE & SOL 3557 10,838.32 11,380.22 11,949.23 12,546.83 13,174.17
ASST DIR OR UTL- RESOURCE MGMT 3570 12,300.91 12,916.18 13,562.46 14,241.15 14,953.21
ASST DIRECTOR OF PUBLIC WORKS 3531 9,679.00 10,162.97 10,671.11 11,204.67 11,764.89
BUILDING OFFICIAL 3435 8,010.05 8,410.54 8,831.08 9,272.63 9,736.25
COMMUNITY IMPROVEMENT MGR 3370 7,269.57 7,633.04 8,014.71 8,415.46 8,836.22
ELECTRICAL ENGINEER 3448 8,311.33 8,726.88 9,163.24 9,621.40 10,102.45
ENVIRONMENTAL PROGRAMS MANAGER 3213 8,098.80 8,504.55 8,929.50 9,376.54 9,845.38
ENVIRONMENTAL PROGRAMS SPECIALIST 3204 7,150.95 7,508.04 7,882.92 8,275.69 8,687.93
FINANCE MANAGER 3213 8,098.80 8,504.55 8,929.50 9,376.54 9,845.38
INFO TECH SYS & NETWORK MGR 3531 9,679.00 10,162.97 10,671.11 11,204.67 11,764.89
LIBRARY SERVICES MANAGER 3348 7,319.66 7,685.65 8,069.93 8,473.43 8,897.10
NEIGHBORHOOD SVCS COORDINATOR 3210 6,445.27 6,766.98 7,106.53 7,460.90 7,833.05
PLANNING MANAGER 3436 8,410.55 8,831.08 9,272.63 9,736.25 10,223.06
POLICE ADMINISTRATIVE SVC MGR/COR 3412 9,052.20 9,504.81 9,980.05 10,479.06 11,003.01
POLICE DEPT INFO SYS MANAGER 3345 8,031.96 8,433.54 8,855.22 9,297.99 9,762.87
PUBLIC WORKS SUPERINTENDENT 3435 8,010.05 8,410.54 8,831.08 9,272.63 9,736.25
REC SUPER- PARKS OPERATIONS 3365 7,117.46 7,473.31 7,846.98 8,239.34 8,651.30
REC SUPER- PROGRAMS & SVCS 3365 7,117.46 7,473.31 7,846.98 8,239.34 8,651.30
SENIOR ELECTRICAL ENGINEER 3515 9,606.27 10,086.60 10,590.91 11,120.44 11,676.48
SENIOR MGMT ANALYST 3306 6,013.87 6,321.98 6,765.58 7,141.46 7,517.32
SENIOR POWER RESOURCES COORD 3450 8,387.91 8,807.31 9,247.68 9,710.06 10,195.92
SENIOR POWER RESOURCES PLANNER 3460 9,416.22 9,887.05 10,381.40 10,900.05 11,445.06
SENIOR WATER SYSTEM ENGINEER 3515 9,606.27 10,086.60 10,590.91 11,120.44 11,676.48
UTIL ADM & FIN SVC MGR 3213 8,098.80 8,504.55 8,929.50 9,376.54 9,845.38
UTIL FINANCIAL SVCS ANALYST 3306 6,013.87 6,321.98 6,765.58 7,141.46 7,517.32
31
Azusa Mid Management Association MOU July 1, 2020 through June 30, 2024
INDEX
Acting Pay, 5
Additional Compensation, 5
Automobiles, 5
Bilingual Pay, 5
Deferred Compensation (City-
paid), 5 Educational Incentive
Pay, 5
Administrative Leave, 7
Automobiles, 5
Bereavement Leave, 7
Bilingual Pay, 5
City Rights, 2
Conformance with
Rules, 3 Management
Rights, 2 Meet and
Confer.
Computer Loan Program, 12
Damage to Personal Effects, 12
Deferred Compensation (City-
paid), 5 Educational Incentive
Pay, 5 Employee Assistance
Plan, 12 Flexible Benefit Plan, 6
Amount of Monthly Benefit, 6
Definition, 6
Eligibility, 6
Termination, 7
Health Insurance During
Retirement, 15 Holidays, 7
Designated Holidays, 7
Floating Holidays, 8
Industrial Leave, 8
Layoff or
Reclassification, 12
Leave Types / Days Off,
7 Administrative Leave, 7
Bereavement Leave, 7
Holidays, 7
Industrial Leave, 8
Sick Leave. 9
Vacation Leave, 11
32
Azusa Mid Management Association MOU July 1, 2020 through June 30, 2024
License Renewal, 12
Longevity Pay, 6
Maintenance of Existing
Benefits, 2 Management
Rights, 2
Non-discrimination, 1
Anti-
Discrimination, 1
Protection of
Rights. 1
Proprietary Information
Agreement, 13 Retirement, 13
Health Insurance During
Retirement, 15 Optional Benefits,
13
Salary, 4
Automatic Payroll
Deposit, 4
Compensation Survey, 4
Cost of Living Increase,
4
Separability, 2
Sick Leave, 9
33
Azusa Mid Management Association MOU July 1, 2020 through June 30, 2024
INDEX
Accrual and Use, 1O
Conversion to Cash upon Retirement or
Separation, 11 One-Fourth Conversion, 1O
One-Third Conversion, 10
Reasons for Use of Sick
Leave, 9
Survey, Compensation, 4
Term of Memorandum of
Understanding, 1 Total
Compensation, 1
Tuition Reimbursement, 16
Vacation Leave, 11
Accrual, 12
Cash-In Policy, 12
Required Usage and
Carryover, 11 Workweek and
Timekeeping Interval, 3
Timekeeping Interval, 4
Workday, 4
Workweek, 3
34