HomeMy WebLinkAbout06. Fire Management MOU
AGENDA MEMO
DATE
2011
:
August 9,
TO:
Mayor and Members of the City Council
FROM:
Office of the City Manager
By: Irma Youssefieh, Human Resources Director
SUBJECT: ADOPTION OF MEMORANDUM OF UNDERSTANDING BETWEEN
THE CITY OF DOWNEY AND THE DOWNEY FIRE MANAGEMENT
ASSOCIATION
RECOMMENDATION
That the City Council adopt the attached Resolution:
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF DOWNEY ADOPTING THE
MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF DOWNEY AND THE
DOWNEY FIRE MANAGEMENT ASSOCIATION (July 1, 2010 – December 31, 2012).
DISCUSSION
Staff has reached agreement with the Downey Fire Management Association. This
Association represents the classification of Fire Battalion Chief totaling 4 employees. The
term of Agreement is from July 1, 2010 to December 31, 2012.
The negotiated Memorandum of Understanding (MOU) contains no salary increases or
benefit enhancements. In addition to the contract term that aligns with the Downey
Firemen’s Association MOU through December 31, 2012, the MOU contains the following
provisions:
1. Implementation of an 18-month trial period on a new work schedule referred to as
the “48/96 Schedule” as a result of a negotiated provision with the Downey
Firemen’s Association.
2. Agreement to amend the City’s CalPERS retirement contract for sworn fire safety
employees to implement the 3% @ 55 second tier retirement formula for newly
hired employees and the new employee paying the full nine percent (9%)
member contribution.
3. Agreement to increase the Kaiser Permanente HMO medical plan co-pay from
$5 to $10.
4. Agreement to limit the medical insurance coverage election for newly hired
employees to the Kaiser Permanente HMO medical plan only.
Item #2 and #3 shall take effect as soon as practicable once the City has reached
agreement with all affected bargaining units to implement these benefit changes.
The 30-month contract has been ratified by the Association membership. The negotiated
provisions are consistent with the City’s initiative to reduce personnel costs during an
uncertain economy.
CITY OF DOWNEY, CALIFORNIA
The new MOU is a product of a labor negotiation process involving the Downey Fire
Management Association and representatives of City management. This process was
completed in accordance with State law and the City’s Personnel Rules and Regulations.
Fiscal Impact:
The City will obtain significant employee cost savings in future years from
implementation of the CalPERS second tier retirement formula and requirement for new
employees to pay the full 9% member contribution.
S:/Agenda Memos.CC.2011-12/08-09-11/DFMA.MOU.2010-2012
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RESOLUTION NO.
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF DOWNEY ADOPTING
THE MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF DOWNEY
AND THE DOWNEY FIRE MANAGEMENT ASSOCIATION (July 1, 2010 – December
31, 2012).
WHEREAS
, the City has met its obligation to meet and confer pursuant to the Myers-
Milias-Brown Act and Employee Relations Ordinance No. 1118; and
WHEREAS
, the City and the Association have reached agreement; and
WHEREAS
, the City and the Association have memorialized the agreement in a written
Memorandum of Understanding.
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF DOWNEY DOES
HEREBY RESOLVE AS FOLLOWS
:
SECTION 1.
The Memorandum of Understanding between the City of Downey and the
Downey Fire Management Association, attached hereto, is hereby approved in substantially the
form thereof together with any additions thereto or changes therein deemed necessary or
advisable by the City Manager.
SECTION 2.
The Human Resources Director is authorized to sign the Memorandum of
Understanding.
SECTION 3.
The City Clerk shall certify to the adoption of this Resolution.
th
APPROVED AND ADOPTED
this 9 day of August, 2011.
________
LUIS H. MARQUEZ, Mayor
ATTEST:
JOYCE E. DOYLE, Interim City Clerk
I HEREBY CERTIFY
that the foregoing Resolution was adopted by the City Council of the
th
City of Downey at a regular meeting held on the 9 day of August, 2011 by the following vote,
to wit:
AYES: Council Members:
NOES: Council Member:
ABSENT: Council Member:
ABSTAIN: Council Member:
________________________
JOYCE E. DOYLE, Interim City Clerk
MEMORANDUM OF UNDERSTANDING BETWEEN
CITY OF DOWNEY
AND
THE DOWNEY FIRE MANAGEMENT ASSOCIATION
July 1, 2010 – December 31, 2012
MEMORANDUM OF UNDERSTANDING BETWEEN
CITY OF DOWNEY
AND
THE DOWNEY FIRE MANAGEMENT ASSOCIATION
ARTICLE NO. TITLE OF ARTICLE PAGE NO.
I RECOGNITION 1
II NON-DISCRIMINATION 1
III BASIC COMPENSATION PLAN 1
Section 1. Salary Increases 1
Section 2. Salary Ranges 2
Section 3. Eligibility for Merit Salary Advancement 2
Section 4. Merit Longevity 3
Section 5. Education Incentive Pay 3
Section 6. Pay for Testifying as a Civil Witness 3
(in line of duty)
Section 7. Uniform Allowance 4
Section 8. Class B Allowance 4
Section 9. Bilingual Pay 4
Section 10. Assistant Fire Chief Assignment 4
Section 11. Emergency Medical Technician (EMT) Cert. Pay 4
IV WORK SCHEDULE 5
Section 1. Hours of Work – Suppression Personnel 5
Section 2. 48/96 Work Schedule 5
Section 3. Kelly Schedule 6
Section 4. Authority to Change Work Week Schedule 6
Section 5. Changes in the Regular Work Schedule 6
V OVERTIME (COMPENSATORY TIME) 7
Section 1. Compensation for Overtime 7
Section 2. Overtime Policy 7
Section 3. Emergency Service Condition 7
Section 4. Compensatory Time Off 7
VI HOLIDAYS 7
Section 1. Holidays 7
VII VACATION 8
Section 1. Accruals 8
Section 2. Accrual Limits 8
Section 3. Eligibility for Vacation Payoff 9
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VIII LEAVES OF ABSENCE 9
Section 1. Leaves of Absence Without Pay 9
Section 2. Notice of Return to Work 9
Section 3. Outside Employment While on Leave 9
Section 4. Sick Leave 9
Section 5. Emergency Leave 11
Section 6. Workers’ Compensation Injury on Duty 11
Section 7. Employee Disability Leave 11
Section 8. Military Leave 12
Section 9. Jury Duty 13
Section 10. Executive Leave 13
IX FRINGE BENEFIT ADMINISTRATION 13
Section 1. Administration 13
Section 2. Selection and Funding 13
Section 3. Changes 13
X MEDICAL, DENTAL, AND LIFE INSURANCE 14
Section 1. Medical Insurance 14
Section 2. Employee Waiver of Medical Coverage 14
Section 3. Dental Insurance 15
Section 4. Life Insurance 16
Section 5. Long-Term Disability Insurance 16
Section 6. Citywide Medical Committee 16
XI RETIREMENT 17
Section 1. CalPERS Coverage 17
Section 2. First Tier Retirement Formula 17
Section 3. Employee CalPERS Contribution – First Tier 17
Section 4. Second Tier Retirement Formula 17
Section 5. Employee CalPERS Contribution – Second Tier 17
Section 6. Retiree Medical Annuity 17
Section 7. Optional CalPERS Plans 18
XII TUITION REIMBURSEMENT 18
Section 1. Reimbursement Rates 18
XIII PROBATIONARY PERIOD 19
Section 1. Length of Probation/Extensions 19
Section 2. Process for Retention/Termination 19
Section 3. First of the Month 19
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XIV SENIORITY 19
Section 1. Definition 19
Section 2. Probationary Employees Excluded 19
Section 3. Layoff and Recall 19
Section 4. Bumping Rights 20
XV CITY RIGHTS 20
Section 1. Management Rights 20
Section 2. Impact of Management Rights 21
Section 3. Health and Safety 21
XVI EMPLOYEE ORGANIZATION RIGHTS AND 21
RESPONSIBILITIES
Section 1. Dues Deductions 21
Section 2. Indemnification 21
XVII NO STRIKE – NO LOCKOUT 21
Section 1. No Job Action 21
Section 2. No Lockout 22
Section 3. Consequence for Prohibited Conduct 22
Section 4. Suspension of Employee Organization Rights 22
Section 5. Association Responsibility 22
Section 6. Hold Harmless 22
XVIII GRIEVANCE PROCEDURE 22
Section 1. Grievance 22
Section 2. Conduct of the Grievance Procedure 22
Section 3. Grievance Steps 23
XIX MISCELLANEOUS 24
Section 1. Third Party Legal Actions 24
Section 2. Substance Abuse Policy 24
XX SOLE AND ENTIRE MEMORANDUM OF UNDERSTANDING 26
Section 1. Sole Source 26
Section 2. Inclusion of Other Rules and Regulations 26
XXI WAIVER OF BARGAINING DURING TERM OF THIS 26
AGREEMENT
XXII EMERGENCY WAIVER PROVISION 27
XXIII SEPARABILITY 27
iii
XXIV TERM OF MEMORANDUM OF UNDERSTANDING 27
XXV RATIFICATION AND EXECUTION 28
EXHIBIT A 29
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MEMORANDUM OF UNDERSTANDING BETWEEN
THE CITY OF DOWNEY AND
THE DOWNEY FIRE MANAGEMENT ASSOCIATION
ARTICLE I
RECOGNITION
Pursuant to the provisions of the Employee Relations Ordinance of the City of Downey,
the City of Downey (hereinafter called the “City”) has recognized the Downey Fire Management
Association (hereinafter called the “Association”) as the majority representative of sworn
personnel members of the Downey Fire Management Association including all employees in
classifications listed on Exhibit A, excluding all other personnel of the Fire Department. The City
has recognized the Downey Fire Management Association for the purpose of meeting its
obligations under the Meyers-Milias-Brown Act, Government Code Section 3500 et seq, and the
Employee Relations Ordinance of the City when City rules, regulations or laws affecting wages,
hours or other terms and conditions of employment are amended or changed.
ARTICLE II
NON-DISCRIMINATION
Section 1. 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 the Employee Relations
Ordinance and Government Code Sections 3500 to 3511.
Section 2. 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 a 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.
Section 3. Whenever the masculine gender is used in this Memorandum of
Understanding, it shall be understood to include the feminine gender.
Section 4. The City and Association agree to comply with applicable State and Federal
laws and regulations regarding employment of the handicapped.
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ARTICLE III
BASIC COMPENSATION PLAN
Section 1. Salary Increases.
A. There are no salary increases scheduled during the term of this Memorandum of
Understanding.
Section 2. Salary Ranges. Salary ranges shall be established to reflect the relative
value of classifications covered by this Memorandum of Understanding. The salary ranges will
have a spread of approximately twenty-two percent (22%) from the minimum to maximum
figures with no set steps in between.
A. Description of Schedules. The Pay Plan consists of a set of monthly salary
schedules. Each schedule is designated by a schedule number, as approved by Council
resolution.
B. Hourly Equivalent Calculation Forty (40) Hour Schedule. For payroll purposes, the
hourly equivalent of annual compensation which includes all forms of pay shall be computed by
multiplying the monthly rate by twelve (12) months in a year divided by the total number of hours
worked in a year which is based on forty (40) hours per week times fifty-two (52) weeks in a
year totaling two thousand eighty (2,080) hours.
C. Hourly Equivalent Calculation Fifty-Six (56) Hour Schedule. For payroll purposes,
the hourly equivalent of annual compensation which includes all forms of pay shall be computed
by multiplying the monthly rate by twelve (12) months in a year divided by the total number of
hours worked in a year based on fifty-six (56) hours per week times fifty-two (52) weeks in a
year totaling two thousand nine hundred twelve (2,912) hours. .
Section 3
. Eligibility for Merit Salary Advancement.
A. Progression Within the Salary Range. The minimum salary in the range would be
appropriate for a new employee who minimally satisfied job requirements. The top of the range
is reserved for employees who perform at the highest level of proficiency expected. In a
promotional situation, the employee will receive a salary at least equivalent to his prior rate.
Employees, both upon appointment and during the course of their employment, may
receive any salary amount not to exceed the maximum of their range. Generally, a new
employee is not considered for a merit increase before twelve (12) months of employment.
Thereafter, employees will be reviewed for merit salary increases annually in conjunction with
the employee’s anniversary date. However, employees will not be considered for merit
increases after reaching the end of the respective salary range. Employees may be granted
merit salary adjustments more frequently than every twelve months with prior City Manager
approval.
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The sole consideration in the granting of merit increases shall be job performance, as
indicated in a detailed corresponding Management Performance Evaluation Report. The
following shall apply in the granting of such merit salary increases.
1. Merit salary adjustments for members of this Association shall be made with the
recommendation and approval of the Fire Chief.
2. Merit adjustments must be approved by the City Manager. The Fire Chief will
provide the evaluation and proposed merit adjustment to the City Manager prior
to giving it to the employee.
3. The amount of merit salary adjustment shall be directly related to the employee’s
progress in satisfying performance expectations. Generally employees, rated as
having satisfactory performance, will receive a minimum increase of five and
one-half percent (5.5%). Adjustments up to ten percent (10%) within the salary
range are permitted. Also, while salary adjustments will normally involve
increases, reductions may be made in instances of unsatisfactory performance.
4. After an employee reaches the top of the salary range, the level of proficiency
appropriate to that salary rate must be maintained or the employee’s salary may
drop below the maximum. This may occur through a direct salary reduction or
the employee may not be granted increases which may be possible due to
adjustments in the range.
5. Salary ranges for Assistant Chief and Battalion Chief shall be adjusted at such
time as the City grants cost-of-living adjustments to the rank-and-file employees
unless the City Council directs to the contrary. The amount of such cost-of-living
adjustments granted to the management classifications will be no less than that
granted to the Firemen’s Association. In such instances where salary ranges are
increased for cost-of-living purposes, the individual employee salaries will be
increased in proportion to the amount of the range adjustment, provided that for
reasons of unsatisfactory performance an individual employee may be denied
such an adjustment. All salary range adjustments shall require the adoption of a
resolution by the City Council.
Section 4. Merit Longevity. The City agrees to provide Merit Longevity Pay to
employees covered by this agreement should such a plan be provided to other City
management employees during the term of this Agreement.
Section 5. Education Incentive Pay. Employees covered by this Agreement shall
receive additional compensation at the following rates upon attainment of the applicable
educational/technical level. Employees are eligible to receive only one level of education pay.
A. Education Pay One - Effective July 2, 2007, an employee shall receive four percent
(4%) of additional compensation per month for an Associate in Arts degree OR a combination of
a California State Fire Officer Certificate AND completed fifteen (15) units of fire technology, fire
science, fire administration, or fire engineering courses from an accredited college or university.
General Education units may be substituted for fire related units on a two (2) for one (1) basis.
Twenty (20) years of experience with the City may be substituted for four (4) technology
courses.
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B. Education Pay Two - Effective July 2, 2007, an employee shall receive seven and
one-half percent (7.5%) additional compensation per month for a Bachelor’s degree OR a
combination of meeting the criteria for Education Pay One AND completion of the curriculum for
California State Chief Officer Certificate or the equivalent National Executive Fire Officer
Program.
Section 6. Pay for Testifying as a Civil Witness (in line of duty). An employee shall
receive his regular salary (and expenses, if any) for time at court and to and from court, while
testifying in any civil case on behalf of the City outside his regularly scheduled shift. Payments
under this Section shall be reported on the time card. The employee may submit
reimbursement for expenses to the Finance Director.
Section 7. Uniform Allowance. Required uniforms of Fire Management personnel that
become worn may, at the discretion of the Fire Chief, be surveyed and replaced as necessary.
The Fire Chief shall permit maximum discretion of the employees in the selection of items of the
uniform provided, however, that the officer shall meet uniform standards within ten (10) working
days after notice. Members promoting to the rank of Battalion Chief will be provided with the
appropriate dress uniform as well as all “safety gear” as required by OSHA.
A. Uniform Maintenance and Supplemental purchases.
1. Assistant Chief will receive two hundred dollars ($200.00) per year for
supplemental purchases.
2. Assistant Chief will receive twenty dollars ($20.00) per month for uniform and
accessory maintenance.
3. Battalion Chiefs will receive one hundred seventy-five dollars ($175.00) per year
for supplement purchases.
4. Battalion Chiefs shall receive fifteen dollars ($15.00) per month for uniform and
accessory maintenance.
5. Uniform purchase and maintenance checks will be issued in December of each
year.
Section 8. Class B Allowance. Effective June 23, 2003, Class B Allowance will be
discontinued in lieu of an increase in EMT Certificate pay.
Section 9. Bilingual Pay. Effective April 30, 2000, employees required to speak or
translate Spanish as part of their regular duties will be compensated forty-six dollars and fifteen
cents ($46.15) per biweekly pay period in addition to their regular salary. The Fire Chief has the
authority and discretion to assign and/or remove this bonus up to budget authority. To be
eligible for this assignment, the employee must pass a conversational examination administered
by a certified interpreter, or an employee who has been certified by the Human Resources
Director to administer such examination. An employee must re-certify at least every eighteen
(18) months to maintain the eligibility.
Section 10. Assistant Fire Chief Assignment. The appointment of the Assistant Fire
Chief will be at the discretion of the Fire Chief. The Assistant Chief will be compensated at a
rate of five and one-half percent (5.5%) above the rank of Fire Battalion Chief.
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Section 11. Emergency Medical Technician (EMT) Certificate Pay. Employees covered
by this agreement shall receive additional compensation at the following rate upon attainment of
an EMT Certificate. Effective June 21, 2004, EMT certificate pay shall be shall be five percent
(5%). In order to be eligible for this pay, employees must maintain their certificate as required.
Employees shall notify their supervisor should their certificate lapse, become suspended,
revoked, or restricted for any reason.
ARTICLE IV
WORK SCHEDULE
Section 1. Hours of Work – Suppression Personnel. Suppression personnel covered by
this Agreement shall work an average of fifty-six (56) hours per work week under a three (3)
platoon twenty-four (24) hour shift basis.
A. The Assistant Fire Chief assignment shall work a forty (40) hour work week under a
4/10, 5/40, or a 9/80 work schedule
1. “4/10 Work Schedule” – The “4/10 Work Schedule” consists of four (4)
consecutive work days of ten (10) working hours each, followed by three (3)
consecutive days off in a seven (7) work period. At the discretion of the Fire
Chief and if the employee so requests, he may be permitted to work either a
“5/40 Work Schedule” or a “9/80 Work Schedule.”
2. “5/40 Work Schedule” – The “5/40 Work Schedule” consists of five (5)
consecutive work days of eight (8) working hours each, followed by two
consecutive days off in a seven (7) day work period.
3. The seven (7) day Federal Labor Standards Act (FLSA) work period for the “4/10
Work Schedule” and the “5/40 Work Schedule” begins at 12:00 a.m. on Monday
and ends at 11:59 p.m. the following Sunday.
4. “9/80 Work Schedule” – The “9/80 Work Schedule” consists of alternating weekly
schedules in a two (2) week pay period, one of which consists of four (4)
consecutive work days of nine (9) working hours each, followed by three (3)
consecutive days off, and the other weekly schedule consists of five (5)
consecutive work days of which four (4) days consist of nine (9) working hours
each and one (1) work day consists of eight (8) working hours followed by two (2)
consecutive days off. The FLSA work period for this work schedule is seven (7)
days and shall begin four (4) hours into the eight (8) hour scheduled work day.
Section 2. “48/96 Work Schedule” – The City and the Association agree and understand
that effective June 29, 2011, a work schedule change for Battalion Chiefs will begin as a result
of an agreement between the City and the Downey Firemen’s Association for an eighteen (18)
month trial period for fire suppression personnel to work the schedule known as the “48/96 Work
Schedule.” The “48/96 Work Schedule” consists of two twenty-four (24) hour consecutive days
of scheduled work followed by ninety-six (96) hours of consecutive time off duty. The “48/96
Work Schedule“ will follow a twenty-four (24) day FLSA work period that is subject to the partial
overtime pay exemption for non-exempt sworn fire personnel as set forth in Section 7(k) of the
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FLSA. Components of the work schedule are as follows and shall apply to Battalion Chiefs
accordingly:
A. There is no change to overtime pay practices as described in Article V of this
Memorandum of Understanding.
B. From the start date of the trial period, a Committee consisting of designated
Association and representatives of the Downey Firemen’s Association shall meet at
the end of the six (6), twelve (12), and eighteen (18) month marks to assess the
impact to department efficiency; logistics; training; employee performance, safety,
morale, retention/recruitment, overtime, fatigue, and sick leave usage.
C. The trial period may be terminated by the City or the Downey Firemen’s Association
at the conclusion of eighteen (18) months if either party provides the other party with
written notice by 5:00 p.m. on December 27, 2012. If such notice is not made timely
by either party to terminate the work schedule, then the “48/96 Work Schedule” shall
become the regular work schedule for fire suppression personnel, including Fire
Battalion Chiefs.
D. In the event the “48/96 Work Schedule” is terminated following the trial period, the
fifty-six (56) hour “Kelly Schedule” described in Section 2 below shall be re-
implemented as soon as practicable, but by no later than March 4, 2013, and shall
apply to fire suppression personnel, including Fire Battalion Chiefs and excludes the
Assistant Fire Chief assignment.
E. The daily work activity schedule for the “48/96 Work Schedule” shall be included in
Fire Department Administrative Policy, Volume 1, Chapter 8, Section 1, which is
hereby incorporated by reference. The policy shall provide the start and end times of
the daily work activity schedule, the list of assigned duties, their allocated times, and
the order of performance of said duties which may be changed only pursuant to the
meet and confer process between the City and the Downey Firemen’s Association.
Section 3. “Kelly Schedule” – Pursuant to the terms of Section 2(d) above, fire
suppression personnel shall work the “Kelly Schedule,” represented by one twenty-four (24)
hour shift of scheduled work, followed by twenty-four (24) hours off duty, followed by another
twenty-four (24) shift of scheduled work, followed by another twenty-four (24) hours off duty,
followed by another twenty-four (24) hours shift of scheduled work, followed by ninety-six (96)
hours off duty. The “Kelly Schedule” follows a twenty-seven (27) day FLSA work period that is
subject to the partial overtime pay exemption set forth in section 7(k) of the FLSA for non-
exempt sworn fire personnel.
Section 4. Authority to Change Work Week Schedule. In order to provide for the public
safety and efficiency of operations, the Fire Chief shall have the authority to allocate resources
and establish work schedules of employees in work periods of five (5) or four (4) days per week.
If, in the opinion of the Fire Chief, restructuring of the regular l work day or work week becomes
necessary for the purpose of promoting efficiency, nothing herein shall be construed as
preventing the Fire Chief from restructuring the regular work day or week of individual
employees.
Section 5. Changes in the Regular Work Schedule. If, in the opinion of the Fire Chief,
it should become necessary to establish schedules departing from the regular work day or work
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week, the Fire Chief shall give written notice of such change as far in advance as is reasonably
practical. Excluding a change as described in Section 2(d) above, if the change is other than on
an individual basis, the City shall meet and confer with the Association regarding the impact of
the decision prior to implementing a general change.
ARTICLE V
OVERTIME (COMPENSATORY TIME)
Section 1. Compensation for Overtime. All authorized overtime for a Battalion Chief
shall be paid at straight time. An employee may elect to accumulate compensatory time in lieu
of taking overtime pay. Hours worked in shift trade shall be excluded as hours worked.
Section 2. Overtime Policy. It is the policy of the City that overtime work is to be
discouraged. However, in cases of emergency or whenever public interest or necessity
requires, any department or division head may require any employee in such department or
division to perform overtime work. The projects and types of work for which overtime may be
authorized shall be approved in advance by the City Manager; except, in the event of
emergency, overtime may be authorized by the Fire Chief or his designee.
Section 3. Emergency Service Condition. In the event of a declared emergency or
national or State disaster in the City of Downey, the City shall not be required to pay overtime.
Regardless of any of the provisions of this Memorandum of Understanding, employees shall not
be entitled to receive overtime during the first seven (7) calendar days of the severe emergency
or disaster.
Section 4. Compensatory Time Off .
A. Compensatory time may be granted to employees in lieu of overtime pay in
accordance with Fire Department Administrative Policy that is hereby incorporated by reference.
An employee wishing to take compensatory time off must obtain the prior approval of his
supervisor. When a supervisor requests that an employee take compensatory time off,
employee needs must be considered and reasonable notice given by the supervisor to the
employee. The need for calling in personnel for minimum manning shall not alone justify
disapproval of the employee's compensatory time off.
B. Employees may cash in compensatory hours by giving sufficient notice to the Fire
Chief and Finance Department. The City shall pay off all compensatory hours in excess of three
hundred (300) hours (four hundred eighty (480) hours for 56-hour employees). The excess
hours will be paid off the following January.
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ARTICLE VI
HOLIDAYS
Section 1. Holidays. Eleven (11) holidays are provided as follows:
1. New Year’s Day
2. Martin Luther King Birthday
3. Washington’s Birthday (President’s Day)
4. Memorial Day
5. Independence Day
6. Labor Day
7. Veteran’s Day
8. Thanksgiving Day
9. Day After Thanksgiving
10. Day Before Christmas
11. Christmas Day
Employees covered by this Agreement shall be compensated for holidays as follows:
PERSONNEL ON A 4/10, 5/40, or 9/80 WORK WEEK
A. Employees shall receive eight (8) hours of pay for each holiday. When a holiday falls
on a day the employee is scheduled to regularly work nine (9) or ten (10) hours, and the
employee takes the day off, the employee shall add the one (1) or two (2) hours to total the
number of hours in the regularly scheduled work day by choosing vacation, compensatory time,
personal leave (deducted from sick leave), or time without pay. Sick leave other than personal
leave may not be used to supplement the holiday hours.
B. If an employee is required to work on a scheduled holiday, he will receive the eight
(8) hours of holiday pay. In addition, the employee will receive straight time for each hour
worked on the holiday. The additional hours may be taken in the form of compensatory time off.
C. If a scheduled holiday falls on an employee’s regular day off, he will receive eight (8)
hours of compensatory time off. No additional holiday compensation will be provided.
PERSONNEL ON A 56-HOUR WORK WEEK
A. In lieu of receiving holidays off, each 56-hour employee covered by this Agreement
shall receive one hundred thirty-two (132) hours off with pay each year that shall be scheduled
in accordance with Fire Department Administrative Policy, Volume 1, Chapter 3, Section 9,
herein incorporated by reference. Holiday hours may be accumulated. As an option to using
their holiday time, employees may cash in their holiday time by giving sufficient notice to the
Fire Chief and Finance Department.
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ARTICLE VII
VACATION
Section 1. Accruals. Employees covered by this Agreement shall accrue vacation leave
with pay on the following monthly basis:
Years of Service 40-hour Work Week 56-hour Work Week
0-5 10 15
6-10 11.3 17
11+ 13.4 20
that is hereby incorporated by reference.
Section 2. Accrual Limits. Vacation shall be taken as per Fire Department Administrative
Policy Volume 1, Chapter 3, Section 10, herein incorporated by reference. All eligible
employees, however, shall be allowed to accumulate two (2) years allowance of vacation. If an
employee’s vacation request is denied by the Fire Chief because of manpower shortages or
operational needs, the employee shall be permitted to accumulate vacation in excess of two (2)
years, which must be scheduled to be taken off within ninety (90) days, at a time mutually
agreeable to both the supervisor and the employee or paid to the employee at the rate in effect
at the time the employee would have taken his or her requested vacation. If at all possible the
supervisor shall accommodate the employee’s desires as to the taking of vacation. If the
employee does not take the excess time off within the ninety (90) days, the employee shall not
accrue additional vacation time until the accumulation drops below the two-year cap.
Section 3. Eligibility for Vacation Payoff. When an employee who has become entitled
to receive vacation under this Article separates from City service, either by retirement,
permanent layoff or termination, the employee shall be entitled to be paid for unused earned
vacation at the rate of pay in effect at the time of separation. An employee must work the last
full pay period of the month in which they separate employment to receive the accrual for that
month.
ARTICLE VIII
LEAVES OF ABSENCE
Section 1. Leaves of Absence Without Pay. The City Manager and/or the City Council
may grant a permanent employee a leave of absence for a specific purpose without pay for a
period not to exceed up to one (1) year. No such leave shall be granted except upon written
request of the employee. Approval shall be in writing and a copy filed with the Personnel Office
of the City. Upon expiration of a regularly approved leave, the employee shall be reinstated in
the position held at the time the leave was granted. The employee shall report promptly upon
the expiration of any leave granted. Failure to report within a twenty-four (24) hour period after
expiration of the leave shall be considered a voluntary resignation, provided that the employee
may appeal this automatic termination through the grievance procedure as though it were a
non-voluntary termination. Except as may be provided by law, no employment or fringe benefits
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such as, but not limited to, sick leave, vacation, health insurance, retirement or any other benefit
shall accrue to any employee during leave of absence without pay.
Section 2. Notice of Return to Work. An 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.
Section 3. Outside Employment While on Leave. An employee who engages in outside
employment during said leave of absence without prior approval of the City Manager shall be
subject to termination. Any employee who falsified a reason for the request for said leave of
absence or any extension of such leave of absence may be terminated for falsifying such
request.
Section 4. Sick Leave.
A. Sick leave shall be defined as absence from duty because of illness or off-the-job
injury, or exposure to contagious diseases as evidenced by certification from an accepted
medical authority.
B. Sick leave shall be accrued at the rate of eight (8) hours per month for forty (40) hour
per week employees or twelve (12) hours per month (for fifty-six (56) hour per week
employees). Sick leave shall not be considered as a privilege that an employee may use at his
discretion but shall be allowed only in case of necessity and actual sickness or disability.
Unused sick leave shall be accrued without limit on accumulation.
C. In order to receive compensation while absent on sick leave, the employee shall
notify a designated supervisor at least thirty (30) minutes prior to the start of designated duty. In
all instances, if an employee is incapacitated, notification shall be waived until a reasonable
period has elapsed. For any such absence, the employee shall file a written statement with the
City Manager stating the cause of the absence. When the absence is for three (3) work days or
more, the Fire Chief may require a physician’s certificate stating the cause of absence before
said leave shall be approved by the City Manager.
D. The right to benefits under the sick leave plan shall continue only during the period
that the employee is employed by the City. This plan shall not give any employee the right to be
retained in the service of the City, or any right of claim to sickness disability benefits after
separation from the service of the City.
E. Notwithstanding anything contained in this Section, no employee shall be entitled to
receive any payment or other compensation from the City while absent from duty by reason of
injuries or disability received as a result of engaging in employment other than employment by
the City for monetary gain or other compensation, or by reason of engaging in business or
activity for monetary gain or other compensation other than business or activity connected with
City employment.
F. At the written request of the appointing authority, the City Manager may require an
employee to submit to an examination by the City’s physician. If the results of the examination
indicate the employee is unable to perform his duties, or in the performance of his duties
exposes others to infection, the employee shall be placed on sick leave without privilege of
reinstatement until adequate medical evidence is submitted that the employee is competent to
perform his duties or will not subject others to infection. Any employee so examined shall have
the right to submit the reports of a competent medical authority of his own selection, and at his
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own expense, in addition to the report submitted by the City physician. In the event of a conflict
of opinion and/or recommendation of the two physicians, a third physician shall be selected by
the first two physicians and the final decision shall be made by the City Manager based upon
the medical evidence submitted to him.
Sick Leave Conversion at Retirement. Upon retirement of an eligible employee, one
hundred percent (100%) of the employee’s unused accumulated sick leave up to the maximum
amount of one thousand five hundred seventy-five (1,575) hours for forty (40) hour per week
employees and two thousand three hundred sixty-three (2,363) hours for fifty-six (56) hour per
week employees shall be deposited into the City Retirement Health Savings Plan to be used for
eligible medical expenses.
G. Accrued sick leave shall be valued for the purpose of Section G above for employees
hired on or after June 30, 1974, only on the following basis:
1. Sick leave earned on or after July 1,1974, shall be costed at the rate prevailing at
the end of the fiscal year in which it was earned.
2. Sick leave taken shall be deducted from the oldest, lowest value accrued sick
leave first, provided, however, when an employee takes sick leave, the employee shall receive
for each day of sick leave one (1) day’s pay at the employee’s rate of pay in effect at the time of
taking sick leave. For covered employees hired prior to June 30, 1974, sick leave shall be
costed at the rate earned at retirement.
H. Forty (40) hour per week employees who have accrued three hundred sixty (360)
hours of sick leave or five hundred forty (540) hours of sick leave for 56-hour per week
employees, may convert each two (2) hours of accumulated sick leave to one (1) additional hour
of vacation, providing that not more than eighty (80) hours for forty (40) hour per week
employees or one hundred twenty (120) hours for fifty-six (56) hour per week employees of
additional vacation days may be so converted in any one (1) fiscal year.
I. Sick Leave Conversion Upon Layoff. In the event of a permanent or indefinite layoff,
an employee with ten (10) years of continuous service with the City shall be entitled to the sick
leave deposit benefit above. If such employee resigns after receiving official notification of his
impending layoff, he shall be eligible for the above benefit.
Section 5. Emergency Leave.
A. Any employee who is absent from work by reason of attendance upon members of
the immediate family, whose incapacitation requires the care of such employee, or death in the
immediate family of the employee, may be allowed emergency leave with pay not to exceed six
(6) work days or three (3) twenty-four (24) hour shifts per incident on the basis of one-half (.5)
work day for each month of regular employment, which is deducted from accumulated sick
leave. Immediate family shall include and be limited to mother, father, brother, sister, spouse,
child, current in-laws, and grandparents of any eligible employee of the City.
B. For absences under this Section exceeding a total of three (3) working days for forty
(40) hour per week employees and three (3) twenty-four (24) hour shifts for fifty-six (56) hour
per week employees in any six (6) month period, a physician’s certificate verifying the leave
basis may be required by the Fire Chief or the City Manager.
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C. All such claims for emergency leave are subject to verification by the City Manager.
Section 6. Workers’ Compensation Injury on Duty. Employees covered by this
Agreement shall be entitled to all rights provided under State Law.
Section 7. Employee Disability Leave.
A. This Section establishes a disability leave plan at seventy-five percent (75%) of the
base salary for employees having more than one (1) year continuous service with the City and
who have exhausted all accumulated sick leave, vacation, and compensatory time due to non-
industrial illness or injury under the following eligibility schedule:
Maximum Time Allowance (Working Hours)
Years of Before Reimbursement Additional After Reimb. Total
Service_ 40 hr 56-hr. 40-hr. 56-hr. 40-hr 56-hr.
1 through 5 240 360 120 180 360 540
6 through 10 360 540 180 270 540 810
Over 10 480 720 240 360 720 1080
B. Application for disability leave shall be made by the employee to the City Manager
through the department head, accompanied by full medical justification from a physician chosen
by the City at the direction of the City. Failure to submit to such an examination shall be a basis
for terminating disability leave. If the City Manager approves the application, he shall notify the
employee of such approval in writing.
C. After the employee returns to work from disability leave, the employee’s sick leave
accrual shall be reduced to four (4) hours per month for forty (40) hour per week employees and
six (6) hours per month for fifty-six (56) hour per week employees and placed on a
reimbursement schedule with the Payroll Office to reimburse the City the value of the time used
for such employee disability leave. The employee may contribute vacation to accelerate
employee’s reimbursement to the City for providing the benefits under this Article.
D. No employee shall receive more than the “Total” set forth above for his length of
service, during his entire employment with the City.
E. Grounds for termination of disability leave by the City Manager shall include, but not
be limited to, the following reasons:
1. The employee has recovered from his illness or injury.
2. The leave is being used as a pre-retirement leave for purpose of postponing
retirement or pension.
3. The disability leave was procured by fraud, misrepresentation or mistake.
4. The employee has not cooperated fully in supplying all information and
submitting to any examination requested by the City to determine the existence
or continuing nature of the employee’s disability.
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F. In the event an employee becomes ineligible to accrue sick leave or is scheduled to
end employment with the City and has not completed the reimbursement schedule for this
benefit, the balance due shall be handled by payroll deduction or accounts receivable as
appropriate.
Section 8. Military Leave. Military Leave shall be granted in accordance with the
provisions of state and/or federal law. All employees entitled to military leave shall give the
appointing power an opportunity, within the limits of military regulations to determine when such
leave shall be taken.
Section 9. Jury Duty. The City will not provide release time for jury duty to employees
covered by this Agreement. If the State and/or Federal Court Jury Commissioners rescind their
present policy of granting exemptions from jury service to persons who do not receive paid
release time for jury duty from their employers, so as to require jury duty service despite the
absence of such pay from their employer, then the City’s practice of providing paid leave time to
employees for jury duty shall be reinstated immediately upon the effective date of such change
for the applicable State and/or Federal Court.
A. In the event that an employee is called for jury duty and wishes to serve, accrued
vacation leave, compensatory time or a leave of absence without pay shall be granted subject to
the scheduling requirements of the City.
B. In the event that the court fully reimburses the City for the full salary of an employee
on jury duty, the City will immediately reinstate the practice of providing paid release time to
employees for jury duty.
C. In the event that an employee is called for jury duty and the court does not excuse
jury service based on the non-payment of salary by the employer, the City shall grant said
employee paid release time for the required jury duty.
Section 10. Executive Leave. The Assistant Fire Chief and Battalion Chiefs are eligible
for one (1) day/shift of Executive Leave each four (4) months. Leave time is not cumulative and
time off is discretionary with Fire Chief approval.
ARTICLE IX
FRINGE BENEFIT ADMINISTRATION
Section 1. Administration. The City reserves the right to select the insurance carrier or
administer any fringe benefit programs that exist during the term of this Memorandum of
Understanding except dental insurance.
Section 2. Selection and Funding. In the administration of the fringe benefit programs,
the City shall have the right 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.
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Section 3. Changes. If, during the term of this Memorandum of Understanding, any
change of insurance carrier or method of funding for any benefit provided hereunder occurs, the
City shall meet with and discuss the matter prior to any change of insurance carrier or method of
funding the coverage.
ARTICLE X
HEALTH, DENTAL AND LIFE INSURANCE
Section 1. Medical Insurance.
A. The City shall continue to contribute to a medical benefit package for the employees
at 100% of the premium specified by the carrier during the life of this Agreement.
1. If an employee dies in the line of duty, the surviving spouse and eligible
dependents shall be able to continue coverage by paying the appropriate
premium.
2. Effective November 1, 2000, the City added to the Kaiser Plan the benefit of
eyeglass lenses every twenty-four (24) months with a seventy dollar ($70.00)
frame allowance.
3. An employee hired on or after July 28, 2011 shall have the election to enroll
himself and his eligible dependent(s) in the Kaiser Plan only.
4. The City and the Association agree that once an agreement is reached with all
affected bargaining units to change the Kaiser Plan co-pay from five dollars
($5.00) to ten dollars ($10.00), such change shall be implemented on the first of
the month following authorization by Kaiser Permanente.
Section 2. Employee Waiver of Medical Coverage. TheCity agrees to permit an employee
to waive City-sponsored medical coverage as follows:
A. The employee presents written proof to the Human Resources Office that he and
his qualified dependent(s) is covered by another non City-sponsored medical
plan; and
B. The employee notifies on his election to waive medical coverage upon hire or
during the open enrollment period.
The City agrees that an employee who is qualified to waive coverage, shall receive
eighty-one dollars ($81.00) per month if waiver eligibility is for “employee only” coverage, one
hundred sixty-two dollars ($162.00) per month if waiver eligibility is for “employee plus one”
coverage, or two hundred twenty-nine dollars ($229.00) per month if waiver eligibility is for
“employee plus family” coverage. The employee may elect to have the eligible amount added to
the employee's paycheck or be applied to the City's deferred compensation plan.
If an employee waives City-sponsored medical coverage, but that employee’s medical
insurance is through another City employee’s insurance plan, the waiving employee shall be
compensated as follows:
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1. If the waiving employee is covered by a relative who is enrolled in the City Plan
health insurance, the employee shall receive eighty one dollars ($81.00) per
month, regardless of his or her level of coverage (single, two-party or family) prior
to waiving coverage
2. If the waiving employee is covered by a relative who is enrolled in the City’s
Kaiser Permanente HMO medical plan, the waiving employee shall be paid
according to the following table:
Employee A Employee B Monthly Waiver
Single Single $ 81.00
Single Emp + 1 81.00
Single Emp + 2 81.00
Emp + 1 Emp + 1 162.00
Emp + 1 Emp + 2 or more 162.00
Emp + 2 or more Emp + 2 or more 229.00
Section 3. Dental Insurance. The City will continue to make a maximum contribution of
thirty one dollars and ninety-five cents ($31.95) per month per employee for Safeguard dental
insurance coverage. Effective benefit year 2007, the City agrees to increase the maximum
benefit under the Delta Dental coverage from one thousand dollars ($1,000.00) to two thousand
dollars ($2,000.00) for each enrollee per calendar year. The City agrees to absorb any increase
in cost and the association agrees that the employee’s contribution will continue to be forty-four
dollars and forty-five cents ($44.45) per month. The City and Association agree that the City’s
contribution amount will be capped at the amount equal to the premium to be effective July 1,
2008 minus the employee contribution of forty-four dollars and forty-five cents ($44.45).
For the Delta Dental rate that will be effective July 1, 2008 and each year thereafter, the
City shall calculate the City and employee contribution as follows: In May of each year, the City
shall calculate the overall premium increase based on claims experience, administrative fees
and an industry trending projection. The difference between the City contribution in effect at the
time of the rate calculation and thirty-one dollars and ninety-five cents ($31.95) will be multiplied
by the percent of the overall premium rate increase from the year before. The number will then
be added to the previous City contribution to become the new City contribution. The new
amount will be communicated to all employees during the open enrollment period in the month
of June.
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An example of the calculation is shown below:
Current City $31.95
Current Employee $37.52
Total $69.47
As of July 1, 2006
Increase for new cap $10.00
Current
rate Increase New Amts
New City $ 31.95 $ 10.00 $ 41.95
New Employee $ 37.52 $ 37.52
Total $ 79.47
As of July 1, 2007
Increase in costs $ 10.00
New City $ 41.95 $ 10.00 $ 51.95
New Employee $ 37.52 $ 37.52
Total $ 79.47 $ 89.47
As of July 1, 2008 New Amts
% increase 5% $ 93.94
Cap cost Increase
New city $ 51.95 $ 20.00 $ 1.00 $ 52.95
New Employee $ 37.52 $ 40.99
Total $ 93.94
As of July 1, 2009
% increase 5% $ 98.64
New City $ 52.95 $ 21.00 $ 1.05 $ 54.00
New Employee $ 40.99 $ 44.64
Total $ 98.64
Section 4. Life Insurance. The Assistant Fire Chief and Battalion Chiefs shall be
provided with basic group term life insurance in an amount equal to one times annual earnings
up to $100,000.00 full annual salary.
Section 5. Long-Term Disability Insurance (LTD). The City shall provide employees
covered by this Agreement with group LTD insurance coverage.
Section 6. Citywide Medical Committee. A Committee, consisting of one representative
appointed from each Employee Association, will be created for the purpose of studying the City
Medical plans with the goal of reducing the cost of the plans and developing improved retiree
medical benefits. No changes to the existing health benefits will be made without written
approval of both parties.
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ARTICLE XI
RETIREMENT
Section 1. California Public Employees’ Retirement System (CalPERS) Coverage.
Employees covered by this Agreement participate in the California Public Employees'
Retirement System (CalPERS). Employee options are described in a contract between the City
of Downey and CalPERS.
Section 2. First Tier Retirement Formula. Effective July 23, 2001, the City amended the
CalPERS contract for fire safety personnel to provide the benefit known as 3% @ 50 retirement
formula.
Section 3. Employee (Member) CalPERS Contribution – First Tier Formula. In
accordance with existing practice and Government Code Sections 20636 (c)(4), and 20691, the
City will pay the CalPERS member contribution equal to nine percent (9%) for employees
enrolled in the 3% @ 50 first tier formula and report the contribution as compensation earnable
(referred to as reporting the value of Employer Paid Member Contribution (EPMC) as special
compensation) for the entire term of their employment.
Section 4. Second Tier Retirement Formula. Effective on or after June 13, 2011, it is
agreed that the benefit known as 3% @ 55 retirement formula shall apply to employees hired or
who become eligible for enrollment in the CalPERS Retirement Plan on or after the effective
date of the City’s contract amendment with CalPERS to implement this benefit. The City shall
amend its CalPERS contract as soon as practicable after City Council adoption of this
Memorandum of Understanding.
Section 5. Employee (Member) CalPERS Contribution – Second Tier Formula. Upon
the effective date of the amendment to the CalPERS contract to implement the second tier 3%
@ 55 retirement formula, all employees hired on or after the amendment date will pay the full
nine percent (9%) member contribution for the entire term of their employment. Such payment
will be handled on a pre-tax basis by way of a bi-weekly payroll deduction.
Section 6. Retiree Medical Annuity. An employee who retires from the City of Downey
shall be entitled to participate in the City sponsored medical plans; for employees who retire
after July 1, 1987, the City shall contribute up to a maximum of ninety-eight dollars ($98.00) per
month toward the premium for employee only coverage under the City sponsored medical
plans; and for employees who retire after July 1, 2002, the City shall contribute up to a
maximum of two hundred dollars ($200.00) per month toward the premium for employee and
dependents; and for employees who retire after July 1, 2003, the City shall contribute up to a
maximum of two hundred thirty-five dollars ($235.00) per month toward the premium for
employee and dependents; and for employees who retire after July 1, 2004, the City shall
contribute up to a maximum of two hundred seventy dollars ($270.00) per month toward the
premium for employee and dependents provided:
A. At the time of retirement the employee has a minimum of ten (10) years of service, or is
granted a service-connected disability retirement; and
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B. At the time of retirement the employee is employed by the City; and
C. Effective the day after official separation from the City the employee has been
granted a retirement allowance by the California Public Employees' Retirement System.
D. The City's obligation to pay said monthly contributions shall be modified downward or
cease during the lifetime of the retiree upon the happening of any one of the following:
1. During any period the retired employee is eligible to receive or receives health
insurance coverage at the expense of another employer the payment will be
suspended. "Another employer" as used herein means private employer or
public employer or self-employed or the employer of a spouse. As a condition of
being eligible to receive the premium contribution set forth above, the City shall
have the right to require any retiree to annually certify that the retiree is not
receiving any such paid health insurance benefits from another employer. If it is
later discovered that misrepresentation has occurred, the retiree will be
responsible for reimbursement of those amounts inappropriately expended and
the retiree's eligibility to receive benefits will cease.
2. If the retired employee becomes eligible to enroll, automatically or voluntarily, in
Medi-Cal or Medicare, the City's plan shall provide secondary coverage only and
the City's contribution rate set forth above shall be adjusted downward
accordingly.
3. In the event the Federal government or State government mandates an employer
funded health plan or program for retirees, or mandates that the City make
contributions toward a health plan (either private or public plan) for retirees, the
City's contribution rate set forth above shall be first applied to that plan. If there
is any excess, that excess may be applied toward the City medical plan as
supplemental coverage provided the retired employee pays the balance owing
for such coverage if any.
4. Upon the death of the retired employee, the monthly contributions shall cease.
The surviving spouse shall be able to continue coverage by paying the
appropriate premium.
It is understood and agreed that the annual amount contributed by the City to fund the
Retiree Medical Annuity on behalf of the employees, shall be included as an item of
compensation in total compensation survey comparisons.
Section 7. Optional PERS Plans. The City will agree to meet with the association to
consider retirement payment options under the PERS plan should new options be
established in the future (e.g. DROP plan) provided that such options are clearly cost
neutral.
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ARTICLE XII
TUITION REIMBURSEMENT
Section 1. Reimbursement Rates. With prior approval of the City Manager, employees
may be reimbursed for tuition and books for courses taken to improve their value to the City.
Tuition shall be reimbursed for courses as recommended by the department head with job
related justification and approved by the City Manager, with quarterly reports to the City Council
including the names of individuals, their positions and the courses taken. Employees must
receive a passing grade in order to be reimbursed for the course. Reimbursement shall be
made at the rate of tuition charged at California State University at Los Angeles for courses on
the quarter system, and California State University at Long Beach for courses on the semester
system. The employee will be reimbursed for required books only.
ARTICLE XIII
PROBATIONARY PERIOD
Section 1. Length of Probation/Extensions. An original appointment will be tentative
and subject to a probationary period of not less than eighteen (18) months, except that the City
Manager may extend the probationary period for a class up to an additional six (6) months or for
a marginal employee for up to an additional three (3) months. The promotional appointment will
be tentative and subject to a probationary period of not less than twelve (12) months. Should
the appointing authority desire to terminate any probationary employee, the appointing authority
shall notify such employee not later than two (2) weeks prior to the end of the probationary
period.
Section 2. Process for Retention/Termination. If the service of the probationary
employee has been satisfactory to the appointing authority, then the appointing authority shall
file with the personnel officer a merit rating including a statement, in writing, to such effect and
stating that the retention of such employee in the service of the City is desired. In the case of
an original appointment, if such a statement is not filed, the employee will be deemed to be
unsatisfactory and his employment terminated at the expiration of the probationary period. In
the case of a promotional appointment, the employee shall be reinstated to the position from
which he was promoted.
Section 3. First of the Month. All probationary periods shall extend to the first day of the
month following the period of probation.
ARTICLE XIV
SENIORITY
Section 1. Definition. Seniority is defined as the length of an employee’s continuous
service within rank from his last date of promotion, and shall apply in the manner and to the
extent set forth in the remainder of the Article.
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Section 2. Probationary Employees Excluded. Probationary employees shall have no
seniority rights, but shall acquire seniority from date of hire upon completion of his probationary
period.
Section 3. Layoff and Recall. Seniority shall apply between employees in a rank for
purposes of layoff and recall.
Section 4. Bumping Rights. An employee who is subject to layoff pursuant to this
Section may exercise his seniority in the next lower rank within the Fire Department provided
that the employee has satisfactorily held the same position in the rank in which the employee
seeks to exercise seniority. The employee with the earliest promotion date to that rank will be
considered to have seniority for that position.
ARTICLE XV
CITY RIGHTS
Section 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
provisions of the Memorandum of Understanding or by law to manage the City, as such rights
existed prior to the execution of this Memorandum of Understanding. The rights of
management, as they are not abridged by this Agreement or by law, shall include, but not be
limited to, the following rights:
A. To manage the City generally and to determine the issues of policy.
B. To determine the necessity and organization of any service or activity conducted by
the City and expand or diminish services.
C. To determine or change the nature, manner, means, and technology, types of
equipment and extent of services to be provided to the public.
D. To determine or change methods of financing.
E. To determine and/or change the facilities and size of the work force by which the City
operations are to be conducted.
F. 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.
G. Establish and/or change work schedules and/or work assignments in accordance
with this Agreement and existing departmental rules, regulations and procedures.
H. To relieve employees from duties for lack of work or lack of funds.
I. To establish and modify productivity and performance programs and standards and
to require compliance therewith.
J. To discharge, suspend, demote or otherwise discipline permanent non-probationary
employees for proper cause.
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K. To hire, transfer, promote and demote employees for non-disciplinary reasons in
accordance with this Memorandum of Understanding.
L. To determine policies, procedures and standards for selection, training and
promotion of employees.
M. To maintain order and efficiency in its facilities and operation.
N. 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.
O. To take any and all necessary actions to carry out the mission of the Agency in
emergencies.
Section 2. Impact of Management Rights. 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 the matter of the exercise of such rights is specifically provided
for in this Memorandum of Understanding or in Personnel or Departmental Rules and
Regulations and/or salary resolutions of the City which are incorporated by this reference in this
Agreement.
Section 3. Health and Safety. The City shall not exercise any of the foregoing rights in
an arbitrary, capricious or invidiously discriminatory manner as to injure the health and/or safety
of the employees.
ARTICLE XVI
EMPLOYEE ORGANIZATION RIGHTS AND RESPONSIBILITIES
Section 1. Dues Deductions. The City shall deduct dues on a regular basis from the
pay of all employees in the classifications and positions recognized to be represented by the
Association who voluntarily authorize such deduction, in writing, on a mutually agreed upon
form to be provided for this purpose. The City shall remit such funds to the Association within
thirty (30) days following their deduction.
Section 2. Indemnification. The Association agrees to hold the City harmless and
indemnify the City against any claims, causes of actions or lawsuits arising out of the deduction
or transmittal of such funds to the Association, except the intentional failure of the City to
transmit to the Association monies deducted for the employees pursuant to this Article.
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ARTICLE XVII
NO STRIKE - NO LOCKOUT
PROHIBITED CONDUCT
Section 1. No Job Action. The Association, its officers, agents, representatives and/or
members agree that during the term of this Agreement they will not cause or condone any
strike, walkout, slowdown, sick-out, or any other job action by withholding or refusing to perform
services.
Section 2. No Lockout. The City agrees that it shall not lockout 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 employees of the City
in the exercise of its rights as set forth in any of the provisions of this Agreement or applicable
ordinance or law.
Section 3. Consequence for Prohibited Conduct. Any employee who participates in any
conduct prohibited in Section l above shall be subject to termination by the City.
Section 4. Suspension of Employee Organization Rights. In addition to any other lawful
remedies or disciplinary actions available to the City, if the Association fails, in good faith, to
perform all responsibilities listed below in Association Responsibility, Section l, the City may
suspend any and all of the rights and privileges, accorded to the Association under the
Employee Relations Resolution in this Memorandum of Understanding including, but not limited
to, suspension of recognition of the Association, grievance procedure, right of access, check-off,
the use of the City’s bulletin boards and facilities.
Section 5. Association Responsibility. In the event that the Association, its officers,
agents, representatives, or members engage in any of the conduct prohibited in Section l above,
the Association shall immediately instruct any persons engaging in such conduct that their
conduct is in violation of this Memorandum of Understanding and unlawful, and they must
immediately cease engaging in conduct prohibited in Section l above and return to work.
Section 6. Hold Harmless. If the Association performs all of the responsibilities set forth
in Section l above, its officers, agents, representatives or members shall not be liable for
damages for prohibited conduct performed by employees who are covered by this Agreement in
violation of Section l above.
ARTICLE XVIII
GRIEVANCE PROCEDURE
Section 1. Grievance. Grievance shall be defined as a dispute between the Association,
employee or employees and the City, regarding interpretation or application of specific
provisions of this Memorandum of Understanding and departmental rules and regulations or as
an appeal of a disciplinary action.
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A. Procedural Due Process Rights. Appeals of punitive action pursuant to Government
Code §3254.4 (the Firefighters Procedural Bill of Rights Act) shall be conducted pursuant to the
procedures set forth in Government Code Sections 11512-11519.
Section 2. Conduct of the Grievance Procedure. An employee may request the
assistance of another person of his own choosing in preparing and presenting his grievance at
any level of review, or may be represented by a recognized employee organization or may
represent himself/herself.
A. Any retroactivity on monetary grievances shall be limited to ninety (90) days prior to
the date that the grievance was filed, in writing, except in cases where it was impossible for the
employee to have had prior knowledge of an accounting error.
B. All time limits specified may be extended to a definite date by mutual agreement of
the employee or his Association representative, and the decision-making management
representative involved at each step of the grievance procedure. Such mutual agreement shall
be evidenced in writing and signed by the employee or Association representative and
management representative.
Section 3. Grievance Steps. Grievance procedure shall provide for the following steps:
Step One. Informal Procedure. An employee must first attempt to resolve a grievance without
delay through discussion with a supervisor on an informal basis. The grievance shall begin at
the level of supervision that ultimately took the action that resulted in the grievance. If, after
such discussion, the employee does not believe the problem has been satisfactorily resolved,
he shall have the right and obligation to discuss it with his supervisor’s immediate superior, if
any, and through the chain of command to the Fire Chief if necessary. Every effort shall be
made to find an acceptable solution by these informal means at the most immediate level of
supervision. At no time may an informal process go beyond the Fire Chief. In order that this
informal procedure may be responsive, all parties involved shall expedite this process.
In no case may more than fourteen (14) calendar days elapse from the date of the
alleged incident or action giving use to the grievance or fourteen (14) calendar days from the
date the employee should have reasonably known about the alleged incident and the first
meeting with the supervisor discussed in this section. The employee shall have up to seven (7)
additional days for each level of supervision; however, the time shall not be cumulative. Failure
to meet any of these time lines shall mean that the grievance shall be barred and waived.
Appeals of disciplinary action begin one level of supervision above the supervisor taking
the disciplinary action. Terminations are appealed in accordance with Step Four.
Step Two. Formal Procedure. If the grievance is not resolved through the informal
process and the employee has complied with all time limits, then the employee shall have the
right to file the grievance in written form and present it to the Fire Chief within ten (10) calendar
days from the decision or completion of the informal process. The written grievance shall state
all facts plus the specifics of the alleged dispute. Failure of the employee to take action within
the time limit set forth above will constitute termination of the grievance.
The Fire Chief shall review the written material submitted by the employee and may
require the employee’s supervisor and/or superior officers to submit written material regarding
this grievance. Copies of these materials will be given to the employee prior to meeting with the
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Fire Chief. The department head shall render a decision and comments in writing which shall
be given to the employee within ten (10) calendar days of the meeting between the employee
and the department head.
Step Three. Employee Relations/ Human Resources Director. If the grievance is not
resolved in Step Two, the employee may, within ten (10) calendar days present the grievance in
writing to the Employee Relations/ Human Resources Director for processing. Failure of the
employee to take this action will constitute termination of the grievance. In the event the
employee is not being represented by a recognized employee organization, the Employee
Relations/ Human Resources Director shall forward the grievance to the designated
management representative who shall attempt to resolve the grievance with the employee. If
the employee is being represented by a recognized employee organization, the Employee
Relations/ Human Resources Director shall convene a joint meeting of the recognized employee
organization and management representative who shall attempt to resolve the grievance. In the
event the grievance is not satisfactorily adjusted or settled through discussion at this level, both
parties shall advise each other, in writing, as to their respective positions.
Step Four. Grievance Hearing. If the grievance is not resolved in Step Three, the
employee may, within ten (10) calendar days of the receipt of the written position from
management representatives, present a “request for hearing” in writing to the Human
Resources Director. Failure of the employee to take this action will constitute termination of the
grievance. The Human Resources Director shall request from the State Mediation and
Conciliation Service, or mutually agreed upon alternative organization, a list of seven (7) neutral
hearing officers. In the event that the parties cannot agree upon a mutually acceptable hearing
officer from the list of seven (7), the parties shall alternately strike names from the list, with the
City striking the first name. The identity of the last remaining individual on the list will be
selected as the hearing officer.
The hearing officer shall preside over a full and fair evidentiary hearing and, within thirty
(30) calendar days of its conclusion, render a written decision that includes findings of fact and a
recommendation to the City Manager. That decision shall be served jointly upon the grieving
party and the City Manager
Step Five. City Manager’s Decision. Within thirty (30) calendar days of receipt of the
decision of the hearing officer, the City Manager shall, in writing, adopt, modify or reject that
decision. The decision of the City Manager shall be the final administrative decision.
ARTICLE XIX
MISCELLANEOUS
Section 1. Third Party Legal Actions Against Assistant Fire Chief and Battalion Chiefs. If
a determination is made by the department that the employee involved has met the condition
that the action given rise to the legal proceeding was taken by the employee during the course
and scope of the employee’s employment, without malice and in the apparent best interest of
the City, then the City shall afford legal representation to the employee in any civil or criminal
process
Section 2. Substance Abuse Policy. The City of Downey and the Association have a
vital interest in maintaining safe, healthful and efficient working conditions. Being under the
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influence of a drug or alcohol on the job may pose serious safety and health risks not only to the
user but to co-workers and the citizens of Downey. The possession, use or sale of an illegal
drug or of alcohol on the job also poses unacceptable risks for safe, healthful and efficient
operations. “On the job” means while on City premises, at work locations, or while on duty or
being compensated on an “on call status.”
The City of Downey and the Association recognize that their future is dependent on the
physical and psychological well being of all employees. The City and the Association mutually
acknowledge that a drug and alcohol-free work environment benefits Downey’s employees and
citizens.
The purpose of this section is to define the City’s drug and alcohol policy as well as the
possible consequences of policy violation.
A. Possession, sale, use or being under the influence of drugs or alcohol while on the
job is strictly prohibited. This prohibition shall not apply to legitimate undercover activities of
Officers that are undertaken in accordance with the direction of the Police Department.
B. When reasonable suspicion exists, the City may require an employee to submit to a
medical examination, including, but not limited to, a substance screening. Substance screening
means the testing of urine or other body fluids as reasonably deemed necessary by a physician
to determine whether an employee has a restricted substance in their system.
1. Reasonable suspicion is cause based upon objective facts sufficient to lead a
reasonably prudent supervisor to suspect that an employee is under the influence of
drugs or alcohol so that the employee’s ability to perform the functions of the job is
impaired or so that the employee’s ability to perform his/her job safely is reduced.
C. Any manager or supervisor requesting an employee to submit to a substance
screening shall document in writing the facts constituting reasonable suspicion and shall give
the employee a copy. The employee shall be given an opportunity to provide additional facts.
An employee who is then ordered to submit to a substance abuse screening may request to be
represented. Because time is of the essence in drug screening, a representative must be
available within a reasonable time or the employee will then be ordered to submit to substance
screening. An employee who refuses to submit to a substance screening may be considered
insubordinate and shall be subject to disciplinary action up to and including termination.
D. The supervisor, or designee, shall transport the suspected employee to the testing
facility. Testing shall occur on City time and be paid for by the City. Employee urine samples,
or other body fluids, will be collected in a DOX Security Container System or other system which
includes methods or mechanisms designed to assure the integrity of the sample. The facility
used for testing shall be certified by the National Institute on Drug Abuse and comply with
established guidelines for “chain of custody” to insure that identity and integrity of the sample is
preserved throughout the collecting, shipping, testing and storage process.
E. Any positive test for alcohol or drugs will be confirmed by a scientifically sound
method. An employee who tests positive on a confirmatory test will be given the opportunity to
discuss the results with a physician to be designated by the City. The employee should be
prepared at that time to show proof of any valid medical prescription for any detected substance
or to otherwise explain, if he or she so chooses, a positive test result.
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F. While use of medically prescribed medications and drugs is not per se a violation of
this policy, this policy shall establish that no employee shall operate a City vehicle or dangerous
machinery or equipment while taking any kind of medication or drugs which are clearly marked
that they may cause significant drowsiness or impair an employee’s performance. An employee
shall notify his/her supervisor, before beginning work, when taking such medications or drugs.
In the event there is a question regarding an employee’s ability to safely and effectively perform
assigned duties while using such medications or drugs, clearance from a physician designated
by the City may be required. The City reserves the right to send an employee home on sick
leave under these circumstances.
G. Employees with substance abuse problems are encouraged to participate voluntarily
in the City-sponsored Employee Assistance Program (EAP). Assistance through the EAP may
be sought by an employee with complete confidentiality and without adverse consequences to
his/her employment. Employees should be aware, however, that a request for assistance
through the EAP will not insulate the employee from disciplinary action already contemplated.
Depending upon the facts surrounding the reasonable suspicion determination, positive test
result, and/or other violation of this policy or other City/department rules and regulations, the
City may refer an employee to the EAP. Such referral could, at the discretion of the City, be
made available to the employee as an alternative to disciplinary action. Referral would be
subject to agreement by the employee to enroll, participate in and successfully complete a
rehabilitation/counseling program and other terms and conditions in a “Last Chance
Agreement.”
1. It is the City’s intent to use the EAP option for first offenders except the City
reserves the right to discipline for those offenses which are a significant violation
of City/department rules and regulations or where violation did or could have
resulted in serious injury or property damage.
ARTICLE XX
SOLE AND ENTIRE MEMORANDUM OF UNDERSTANDING
Section 1. Sole Source. It is the intent of the parties hereto that the provisions of this
Memorandum of Understanding shall supersede all prior agreements and memorandums of
understanding, or memorandums of agreement, or contrary salary and/or personnel resolutions
and ordinances of the City, oral or written, expressed or implied, agreements between the
parties or understandings between the parties, and shall govern their 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 or City
Charter.
Section 2. Inclusion of Other Rules and Regulations. Notwithstanding the provisions of
Section 1 above, there exists within the City of Downey, certain personnel resolutions,
ordinances, and departmental rules, regulations and procedures. To the extent that this
Memorandum does not specifically contravene provisions of these personnel resolutions,
ordinances, and departmental rules, regulations and procedures; these personnel resolutions,
ordinances, and departmental rules, regulations and procedures are specifically incorporated
herein.
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ARTICLE XXI
WAIVER OF BARGAINING DURING TERM OF THIS AGREEMENT
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 or in the negotiations leading
thereto and irrespective of whether or not such matters were discussed or were 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 matters during the term of this
Memorandum.
ARTICLE XXII
EMERGENCY WAIVER PROVISION
In the event of circumstances beyond the control of the City, such as acts of God, fire,
flood, insurrection, civil disorder, national emergency, or similar circumstances, provisions of
this Memorandum of Understanding or the Personnel Rules or Resolutions of the City, which
restrict the City’s ability to respond to these emergencies, shall be suspended for the duration of
such emergency. After the emergency is over, the Association shall have the right to meet and
confer with the City regarding the impact on employees of the suspension of these provisions in
the Memorandum of Understanding and any Personnel Rules and policies.
ARTICLE XXIII
SEPARABILITY
Should any provision 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.
ARTICLE XXIV
TERM OF MEMORANDUM OF UNDERSTANDING
The term of this Memorandum of Understanding shall commence on July 1, 2010, and
shall continue in full force and effect until December 31, 2012.
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ARTICLE XXV
RATIFICATION AND EXECUTION
The City and the Association acknowledge that this Agreement shall not be in full force
and effect until ratified by the Association and adopted by the City Council of the City of
Downey. Subject to the foregoing, this Agreement is hereby executed by the authorized
th
representatives of the City and the Association and entered into this 9 day of August, 2011.
CITY OF DOWNEY: THE DOWNEY FIRE MANAGEMENT
ASSOCIATION:
By: By:
Irma Youssefieh, Human Resources Director Bruce English, Fire Battalion Chief
By: By:
Lonald Croom, Fire Chief Mark Gillespie Fire Battalion Chief
By:
Ed Haupt, Fire Battalion Chief
By:
Chuck Seely, Assistant Fire Chief
Approved as to form:
______________________________
Yvette M. Abich Garcia, City Attorney
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EXHIBIT A
CLASSIFICATIONS REPRESENTED BY THE DOWNEY FIRE MANAGEMENT ASSOCIATION
FIRE BATTALION CHIEF
ASSISTANT FIRE CHIEF (Assignment)