HomeMy WebLinkAboutResolution No. 21-8010 - Adopting MOU between the City of Downey and the Downey City Employees' Association Miscellaneous UnitWHEREAS, the City of Downey, hereinafter referred to as "City," and the Downey City
Employees' Association- Miscellaneous Unit hereinafter referred to as "MISC" have met and
conferred in accordance with the requirements of the Meyers-Milias-Brown Act and Employee
Relations Ordinance 1118; and
WHEREAS, the City and the MISC have memorialized the Agreement in a writter
Memorandum of Understanding.
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SECTION 2. The Assistant City Manager and Director of Human Resources are
authorized to sign the Memorandum of Understanding.
March,
APPROVED AND ADOPTED this 23rd day of M 7 , 2021
CLAUDIA M. FROM ffA—,-Mayor
I HEREBY CERTIFY that the foregoing Resolution was adopted by the City Council of
the City of Downey at a Regular meeting held on the 23rd day of March, 2021 by the following
vote to wit:
AYES:
Council Members:
Alvarez, Ashton, Trujillo, Pacheco, Mayor Frometa.
NOES:
Council Member:
None.
ABSENT:
Council Member:
None.
ABSTAK
Council Member:
None.
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THE DOWNEY CITY EMPLOYE•
MISCELLANEOUS
ARTICLEI...................................................................................................
........,a
RECOGNITION.......................................................................................
.......... ......w.,, ..,,...,.. 1
ARTICLEII..................................................................................................
.......:.........._....... 1
NON-DISCRIMINATION.........................................................................
........ .................,,1
ARTICLEIII............................................................................................................
......... .....,... 1
BASIC COMPENSATION PLAN.............................................................
.......a:.,.,....,.
Section 1. Salary Increases.................................................................
......... .......a, ......,.. 1
Section 2. The Plan of Salary Schedules .............................................
........ .................. 2
Section 3. Eligibility for Merit Salary Advancement ........................................
......... ........ 2
Section 4. Salary Schedule Step Reduction..............................................H,,,
,.„.A..., ,.,,.,.. 3
Section5. Longevity Pay...............................................................................
......w,., ....,,.,. 3
Section 6. Eligibility for Promotion Increases .................................................
„H..a,.,., ........ 3
Section7. Acting Pay.......................................................................................................
3
Section 8. Out -Of -Class Pay............................................................................................
4
Section9. Bilingual Pay........................................................................................
. .,....,,,,,4
Section 10. Supervising Librarian Assignment Pay (Supervisory Premium) ..........:......... 4
Section 11. Water System Operator Certificate Pay....................................e.,
,.,w. ,..,.,..,.,, 4
Section 12. Hazardous Material/Fire Inspector ............................................:
...... 5
Section 13. Fire Mechanic Pay (Education Incentive) ...................................,
....._...........,_5
Section 14. Pesticide Applicator's License Pay ....................................
........ ...... e.....,.,,. 5
Section 15. Commercial Licensed Driver Pay ...............................................
................. 5
Section 16. Safety Shoe Allowance...............................................................
..,,,.,. 6
Section 17. Calculating the Value of Special Compensation ..........................
a...,..........,.. 6
Section18. Uniforms...................................................................................
..........e,.,, a 6
ARTICLEIV.........................................................................................................
.................. 7
WORKWEEK ............................ ..........-......................... , .....................
--- .............. ......- 7
Section1. Work Week..........................................................................
7
Section 2. 4/10 Work Schedule.................................................................A,.,
......,.........;. 7
Section 3. Voluntary Reduction of Full Time Hours .......................................
7
ARTICLEV............................................................................................................
,.k.,.,-....,...,-8
OVERTIME....................................................................................................................ar....,.
8
Section 1. Compensation for Overtime .................................................
..............m,.........,,. 8
Section2. No Pyramiding.....................................................................
...............n...,... .. 8
Section 3. Discouragement of Overtime.......................................................
........:....w...; 8
Section 4.When Absent From Duty ......................................... _^.......... ... _... ,... ....... 9
ARTICLEV1...................................................................................... .='9
COMPENSATION FOR SPECIAL CALL-BACK DUTY ................. ���____�9
ARTICLE\4|...................................................................................... _°....... _._=_,,___`___'S
HOLIDAYS.......................................................................................
S
ARTICLEV1U...................................................................................... .YO
VACATION..................................................................................... ~w°~--°--_,............. ,.1O
Section 1.Accruals ................................................................... _.
1O
Section 2.Accrual Limits ........................................................... ~...... ~__._____~,.____1O
Section 3.Vacation Approval ................................................... ~~__,~^.~__~~"_._~...........
1O
Section 4.Vacation Pay -out ..................................................... ^.......... _......... ,1Q
Section 5.Accrual Calculation .................................................. ~°_,~~~
11
ARTICLED{.....................................................................................
11
NON -PAID LEAVE DFABSENCE .................................................... `._,__
1
Section 1.Leave 0fAbsence .................................................... _~.-,
Section 2. Written Notice ofIntent to Return ............................... ...... _^_'_,^___~,_~~.,_,11
Section 3.Outside Employment While OnLeave ...................... ....... _-...... ,_...... ,~_~_`°11
ART|CLEX----------------------------' .~~.~11
_ _ _
SICKLEAVE ............................................................................................
1
Section 1. Sick Leave Accruals . ................................................ ............
1
Section 2. Use of Protected Sick Leave ........................................
Section 3. Accrued Sick Leave Benefit ..................................... ~_~.^_.=-°~.~^-"~-....
12
Section 4. Fitness for Duty .........................................................�,���^�_^;�e��_��_-�-13
ARTICLEX| ..................................................................................... .......
13
OTHER USES OF SICK LEAVE ----------------'
Section 1. Sick Leave Conversion on Retirement or Oeath. ....... ...... ........ ...
13
Section 2. S|d« Leave Conversion to Vacation ......................... ~_.~.__°`~^°.^-._,_... .
3
Section 3. Bereavement Le8Ve'-''''--'-.'-''-..-.-'___,___��`�v_r������,�~"�4
Section 4. Personal Leave ............................................................. _____~`~,~~^_=~~ ~^_.
14
Section 5. Employee O|mabi|Uv Leave Benefit .............................. .........
ARTICLE XU ----------------------------_,
15
OTHER LEAVES ...................................................................................
Section 1. Workers' Compensation Injury On Duty UD[8
5
GeCUOn 2. Military Leave .......................................................... .,^_~_^°_~.__15
Section 3. Jury Duty ---------------------'^...
16
Section5.Family Leave .....................................................................................
_...... ,_~16
SeCtion0. "Child-RelmtedActivities" Leave .............................................................
Section 7. Consultation ofHuman Resources .................................................
��__,
ARTICLEXIU............................................................................................................
^-°~-......
FRINGE BENEFIT ADMINISTRATION ......................................................................
._=._~.16
Section 1.Administration .................................................................................
_^~.__,_,,��
Section 2.Selection and Funding ....................................................................
Section3. Changes ...............................................................................................
_ 7
ARTICLEX|V............................................................................................................
_~~
HEALTH, DENTAL AND OTHER COVERAGE .....................................................
...~_~~~.17,
Section 1.Medical Insurance ..........................................................................
_,_~_.
Section 2.Dental Insurance ............................................................................
19
Section 3.Life Insurance .................................................................................
Section 4.Long Term Disability Insurance .........................................................
........ °
Section 5.Employee Assistance Program (EAF)...............................................
ARTICLEXV............................................................................................................
___^,~,-.1�
RETIREMENT......................................................................................................
_..-~.~._~19
Section 1. Cm|PERSRetirement Plan ...............................................................
,��,�__�����
Section 2.First Tier Retirement Formula ...........................................................................
_--19
Section 3. Second Tier Retirement Formula ......................................................
~=.-..~..... 20
Section 4.Third Tier ("PEPRA"Tier) Retirement Formula ..................................
'~21
Section 5.Survivor/Death Benefits ..................................................................
'_-.-.~.~^��1
Section6. City Contribution to Retiree Retirement Health Savings(RHS) Plan
ARTICLEXV|............................................................................................................
=-_......... °23�
TUITION REIMBURSEMENT ......................................................................................
ARTICLEXV||...........................................................................................................
__
PROBATIONARY PERIOD ...................................................................................
~
Section 1 A000in�nl�rd
� -' ---------------------------''^��u���
J23
,
Section 2.Status ofProbation ...........................................................................
Section 3. End ofProbation .................................................................................
-^_-_..... 23
Section 4. Rejection Following Promotion .........................................................
____ .... -23�
ARTICLEXV|U..............................................................................................................
SENIORITY...............................................................................................................
_,^^.~24'
Section 1. DefnUUon-----------------------------'
Section 2. Layoffs ------------------------------'
Section 3.Loss ofSeniority Rights ----------------------.__,
Section4. Re -Employment List ......................................................................................... 24
Section 5.Layoff Notice and Severance Pay .....................................................................
24
ARTICLEXD<............................................................................................................................
25
CITYRIGHTS .......................................................................................................................
25
ARTICLEXX.............................................................................................................................
2O
EMPLOYEE ORGANIZATION RIGHTS AND RESPONSIBILITIES ......................................
2O
Section 1. New Employee Orientation ...............................................................................
26
Section 2. Dues Deduo1ions-------------------------------.
26
Section 3. Release Time for Meet and Confer ...................................................................
28
Section 4.Maintenance ofMembership .............................................................................
26
Section 5. |ndennnifioaton--------------------------------.
27
ARTiCLEXX|-----------------------------------------.
27
NO STRIKE -NC)LOCKOUT ................................................................................................
27
ARTICLEXX||...........................................................................................................................
28
GRIEVANCE PROCEDURE .................................................................................................
28
Section1.Grievance .........................................................................................................
2M
Section 2. CmnductoftheGrievenoepnooedune---------------------.
20
Section 3.Grievance Procedure Steps ..............................................................................
2O
ARTICLEXXU|..........................................................................................................................
3O
MISCELLANEOUS ................................................................................................................
3Q
Section 1. Substance Abuse Policy
30
Section 2. Department ofTransportation /D{]T\ Controlled Substance and Alcohol Testing
Program............................................................................................................................
31
Section 3. Labor -Management Committee ........................................................................
32
Section4.Transfer Rights .................................................................................................
32
Section 5. Rest Periods/Breaks .........................................................................................
32
ARTICLEXX|\..........................................................................................................................
33
SOLE AND ENTIRE MEMORANDUM OFUNDERSTANDING .............................................
33
ARTICLEXXV...........................................................................................................................
33
WAIVER OF BARGAINING DURING TERM OF THIS AGREEMENT ...................................
33
ARTICLEXXV|..........................................................................................................................
33
RE -OPENER .........................................................................................................................
33
ARTICLE XXV|L---------------------------------------'34
EMERGENCY WAIVER PROVISION ...................................................................................
34
ARTICLEXXV!U........................................................................................................................
34
SEPARABILITY.....................................................................................................................
34
ARTICLEXX|X..........................................................................................................................
34
1"T
TERM {}FTHIS MEMORANDUM [)FUNDERSTANDING .................................................... 34
ARTICLEXXX........................................................................................................................... 35
RATIFICATION AND EXECUTION ....................................................................................... 35
EXHIBITA................................................................................................................................ 3O
CLASSIFICATIONS REPRESENTED BY THE DOWNEY CITY EMPLOYEES ASSOCIATION
- MISCELLANEOUS UNIT .................................................................................................... 3O
EXHIBITB................................................................................................................................ 38
JOBFAMILIES ...................................................................................................................... 38
EXHIBITC................................................................................................................................ 40
PAY SCHEDULE EFFECTIVE MARCH 22.2021................................................................. 40
PAY SCHEDULE EFFECTIVE MARCH 21.2O22................................................................ 41
w
MEMORANDUM OF UNDERSTANDING BETWEEN
THE CITY OF DOWNEY AND
THE DOWNEY CITY EMPLOYEEVASSOCIATION - MISCELLANEOUS UNIT
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 City Employees'
full-time employees and one "grandfathered" part-time employee (who worked an average of 30
hours per week for a period of time) covered in a classification listed on Exhibit A. The City has
recognized the Association for the purpose of meeting its obligations under the Meyers-Milias-
Brown Act, Government Code Section 3500 etc. 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.
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 and 3511.
Section 2. The City and the Association agree that they shall not discriminate against
any employee because of reoe, color, oex, nnorito| otatua, ego, national ohgin, political or
religious opinions or affiliations. The City and the Association Sh@|| reopen any provision of this
Agreement for the purpose of complying with any final order of a federal or state agency or court
of competent jurisdiction requiring e modification or change in any provision or provisions of this
Agreement in compliance with state or federal anti -discrimination |GvvS.
Section 3. Whenever the masculine gender is used in this Agreement, it shall be
understood to include the feminine gender.
Section 4. The City and the Association agree to comply with applicable federal and
state laws and regulations regarding the employment of the disabled.
A. Employees in o|aaeUioedonm covered by this K8ennDnandunn of Understanding as
referenced in Exhibit shall receive the following pay increases based on the following pay
range adjustments:
1. Effective the start ofthe pay period that includes April 1.2O21.etwo percent
(2%)across the board base pay range increase.
2. Effective the start of the pay period that includes April 1. 2022, a two percent
(2%) across the board base pay range increase.
A. Description of Schedules. The pay plan consists of set ofn1onthly/hnudv pay
schedules. Each schedule is designated by schedule number. Each schedule consists uffive
(5) steps of monthly/hourly compensation, each of which is designated by a step letter.
B. Hourly Equivalent Calculation. For payroll purposeo, the hourly equivalent of a
monthly rate shall be computed by dividing the monthly rate by 173.333 hours worked per
month (40 hours per week times 52 weeks in a year divided by 12 months in a year).
1. Salary step increases shall be considered on a merit basis only, and then only at
the following times, and in accordance with subsection B below.
2. All full time appointments ehoU be made at the first step of the salary schedule
assigned that c|aoe, unless prior written approval of the City Manager is obtained
for appointments ata higher step inthe assigned schedule.
3. No ee|ory advancements shall be made so as to exceed the nnoxinnunn rate
established in the ee|ory schedule for the class tnwhich the employee's position
is allocated.
1. Advancement shall not beautomatic but, shall be based upon merit, dependent
upon increased service value of an employee to the City as exemplified by
recommendations of his supervisor, length of aen/ica. performance record,
special training undertaken, and other objective evidence.
2.Dnly employees rated as meeting the standard of work performance expected of
City employees shall be qualified to advance to the salary steps B, C, D and E.
3. If an employee does not receive a merit increase as a result of the performance
1. Every employee shall receive an objective, written job performance rating, no
sooner than three 0 weeks before, no later than five (5) working days before the
date of eligibility for each salary step, merit longevity or hourly increaaa, and
annually thereafter, and upon a change ofemployment status. Nothing in this
Section shall prohibit the department head or authorized supervisor from giving
an additional objective rating to an employee between those periods of time
described inthis Section.
2.Kshall be the duty of the department head to delegate the responsibility of every
employee's rating to that level ofsupervision havingimmediate knowledgeofthe
employee's work. An employee shall be rated by his immediate supervisor and
that rating shall be reviewed by the department head.
Section 4. Salary Schedule Step Reduction. Whenever an employee's work
performance fmUe below the level for vvh|oh a step increase was Qnanted, an onnp|oveee
authorized pay may be reduced to the employee's previous step rate under written procedures
established bythe City for demotions and reduction inpay.
A. Eligibility for Longevity Pay. As early as at least July 1. 2011. regular employees
who have completed ten (10and twenty C20years ofservice with the City ofDowney have and
shall continue to receive longevity pay adjustments as follows:
10yeane 5.500096
Longevity pay is effective the start ufthe pay period that includes the ten (10ortwenty
(20) year anniversary date. Such pay is not cumulative.
Qualification for Merit Longevity Lump Sum Payment Employees covered under
the First
Longevity Pay shall also qualify to receive a one-time annual K8enK Longevity Lump Gunn
Payment in connection with their annual evaluation pursuant to Administrative Regulation 436 in
which their performance evaluation rating |e"meets standards" or above. The Merit Longevity
Lump Sum Payment value imeight hundred seventy dollars ($O70.DO).
A. Any employee receiving g promotion ahmU receive e salary increase equivalent 0o
one pay step (5.5Y6), or shall be placed on the first step of the salary schedule for the daee to
which he is promoted, whichever is greater.
B. Any annobovee receiving e promotion who would otherwise have been eligible to
receive e merit increase within sixty (50) days of the effective dote of such pnonnotion, shall be
granted the merit increase prior to the application of provision A of this Section.
Section 7. Acting Pay. An employee who has been designated by the Department
to fill an authorized budgeted position that is temporarily vacant shall receive Step A of the pay
range for the o|eeodDcaton or five and one-half percent (5.596), whichever is greater. An
employee designated to serve in an acting capacity is deemed qualified to perform the full range
of duties and responsibilities required of the position. Service in on acting capacity shall not be
used aoabasis for, orinsupport of, erequest for reclassification.
Section 8. Out -Of -Class Pay. An employee may be assigned by the department head
to serve temporarily in an out -of -class assignment. An out -of -class assignment iedistinguished
from an acting designation by the performance of limited duties and responsibilities that are
above an employee's regular job duties. The selection of on employee for an out -of -
classification assignment ahe|| be at the discretion of the Department Head or designee. A
temporary out -of -class pay differential of five and one-half percent (5.5Y6) shall be authorized
with advance approval by the Department Head when an employee is designated and
scheduled towork in an out -of -class assignment. Paid holidays shall be considered as days
actually worked. Other forms of authorized leave such as sick leave, emergency |eave, and
vacation shall not beconsidered aodays actually worked.
Section 9' Bilingual Pay. Employees required to spook or translate Spanish as part of
their regular duties will be compensated seventy dollars ($70.00) perbi-xvmek|y pay period. The
Assistant City Manager has the authority and discretion toassign and/or remove this bonus up
tobudget authority. Tobe eligible for this assignment, the employee must pass econversational
examination administered by certified interpreter ormn employee who has been certified by
the Human Resources Director 10administer such examination.
Section 10' Supervising Librarian Assignment Pay (Supervisory Premium). The
Department Head ohm|| have the authority and diocredion, up to budget authority, to designate
and/or remove any Librarian who is routinely and consistently performing supervisory duties am
a "Supervising Librarian". The Department Head will have the authority to establish job
requirements and duties for "Supervising Librarian"A Librarian designated and assigned as a
"Supervising Librarian" ehm|| receive eight and one -quarter percent (0.2596) of their base hourly
rate of pay while assigned as e Supervising Librarian. The Association and its members
underetgnd, agnee, and acknowledge that should a Librarian transfer and discontinue
^euperviaing" that the discontinuance of this assignment pay does not constitute m punitive
action. The City and Association agree that a Librarian who in removed from the supervising
assignment shall be entitled togrieve the nernove|. but. in no instance shall beallowed togrieve
beyond ''Step Three" of the grievance procedure contained in this Memorandum of
Understanding.
Section 11' Water System Operator Certificate Pay' Employees who are assigned to
the Utilities Division ohm|| receive additional compensation at the fn||ovv|ng rates of pay upon
attainment of the following California VVotar Resources Control Board and California Water
Environment Association certificate series:
A. Certificate Level UPay -Anemployee who obtains and maintains avalid Distribution
|. Treatment | or o California VVetar Environment Association (CVVEA) Collection 8vatonm
Maintenance | certificate shall be eligible to receive Certificate Pay at the rote of one hundred
and fifteen dollars ($115.OD)per month.
B. Certificate Level UK Pay - An employee who obtains and maintains a valid
Distribution ||. Treatment ||, or o California Water Environment Association ( Collection
hundred and dollars ($265.0O)per month.
C. Certificate Level N| Pay - An employee who obtains and maintains a valid
Distribution |||. Treatment |||, or o California Water Environment Association (CVVEA) Collection
System Maintenance ||| certificate shall be eligible to receive Certificate Pay at the rate of two
hundred and ninety-five dollars ($295.00) per month.
D. An employee is entitled to receive only one level of Certificate Pay provided under
Sections A, B. and Cobove.
E. An employee who receives Certificate Pay in accordance with eeotioneA-C above
who obtains and maintains an additional valid Oietribubon. Treatment, or CVVEA Grade || or
higher certificate in a series other than the one compensated in A,C mbove, shall receive an
additional thirty dollars ($30.00) per month.
F. No additional compensation shall be granted for higher level certificates not included
above.
G. An employee shall immediately notify their supervisor if they have lost their
certification for any reason. Failure to maintain the appropriate certificate will result in the loss of
certificate pay as well as additional appropriate personnel action.
Section 12. Hazardous KDateriaU/F|neUmspector' Effective July 3. 2DO7.the pay range
for the position is to be adjusted and maintained at m nn|ninnunn of five and one-half percent
(5.5Y6) above top step of the designated pay range for the position of Fine Engineer (40-HVuh.
In addition to regular compensation, an employee in the position ehe|| be eligible to receive the
following special compensation: Two hundred dollars ($200.00) each year for uniform
purchases and twenty dollars ($20.00) per month for uniform and accessory maintenance and
five and one-half percent (5.596) above their regular rate of pay for a valid Fire Inspector
certification Level |or||.
Section 13. Fire Mechanic Pay (Education Incentive). Effective the pay period that
includes August 28. 2001. the Fire Chief has the authority and discretion to designate and/or
remove any covered employee who has obtained the Fire Mechanic || certificate from the
California Fire Mechanic Aogdenny, or equivalent, as a Fire Mechanic ||, up to authorized
budget. Anemployee who iedesignated Fire Mechanic || shall receive five and one-half percent
(5.596) per pay period as additional compensation above their hourly base rote of pay. In order
to maintain eligibility for Fine Mechanic Poy, ennp|oyama must satisfactorily onrnp|eha additional
training as may be required by the Fire Chief.
Section 14. E��otiV�
May 7. 2018. the Public Works Supervisor who is SD assigned and qualified shall
receive
Pesticide Applicator's License Pay of one hundred dollars ($100.00) per month above his
regular reba of pay. This compensation is provided to the Public Works Supervisor who is
required to maintain a Qualified Pesticide Applicator's Certificate.
Section 15'Comnmmercia| Licensed Driver Pay. Effective May 7. 2018, anemployee in
the classification of Public Works Supervisor or Assistant Superintendent who possesses and
maintains m valid Class A or Class B Connnnancia| Driver's License will be compensated as
5
Class A— dollars ($75.O0per month
Class B — Twenty-five dollars ($25.00) per month
It is the responsibility mfthe employee tomaintain ovalid Commercial Driver's License
under this provision to qualify for this pay. Should an employee receiving Connnneroio| Driver's
License pay no longer maintain a valid qualifying |ioenee, he must contact Human Resources
immediately to provide notification.
Section 16. Safety Shoe Allowance. Effective May 7. 2018, those employees who are
required or may on an occasional basis be required to wear foot protection due to the duties or
assignment of his poaiUon, shall be reimbursed based on Department Heed approval for the
purchase of approved eefatv shoes only up to an annual budget ||nnit of two hundred do||ene
($200.00). Any unused amount in one fiscal year shall not be carried over to the next fiscal year.
Such reimbursement shall be made upon presentation by the ennp|mymm of an itemized receipt
describing the safety shoe purchased.
Section 17. Calculating the Value of Special Compensation (Spec Comp).
Beginning orearlier than July 1.2O11.the values mfthe following special connpennationitenna
one calculated using a compounding method that oa|cu|abao them in the following order: (1)
Longevity Pay; (2) Supervising Librarian Pay (Supervisory Pnanniunn); (3) Fire Mechanic Pay
(Education Incentive). Any other special compensation items are not included in the
compounding calculation.
If the employee receives one ormore ofthe special conlpeneebonitenneoubieot to
compounding referenced above, the one that iehighest intheorderabnveinno|cu|atedfirst.eo
the applicable percent of the base hourly rate of pay. For each additional special compensation
item on the list above, the value shall be determined by multiplying the next one received in the
above order as a percentage of the base hourly rate of pay plus the value of the special
compensation items already calculated under this method.
Anexample ofthe calculation method for @ Librarian who works eighty (8O)hounsina
two week pay period is as follows:
Employee Base Hourly Rate $ 34.1997 Reportable Earnings @ 80 Hours $2,735.98
1. Longevity Pav(8/4O2U9Q Spec Comp Earnings $ 228�88
2. Supervising Librarian Pay /8.25%J Spec Comp Earnings $ 244.08
(Supervisory Premium)
Sectimnl8. Uniforms. Departments have established uniform standards for designated
classifications that are required to wear uniforms in the performance of essential job duties.
Upon emp|oyment, the City shall provide each employee in e classification that ia required to
wear a uniform (ehirt, ekirt, jacket, or trouser) and other uniform gear as required by
departmental guidelines. Thereafter, uniforms shall be replaced on an as needed basis as
determined byeach ofthe departments.
A. The monetary value for the purchase and/or rental and maintenance of uniforms
through City -contracted uniform providers is reportable to Cu|PER8 as ^apaoia| compensation."
This excludes items that are for personal health and safety such as protective garments and
safety shoes. In accordance with the Public Employees' Pension Reform Act (Government
Code Section 7522 e1 seq.) the reporting of uniform and maintenance value as "special
compensation" for CalPERS members hired on or after January 1, 2013 is prohibited.
B. The parties agree that effective July 1, 2011, the average annual cost incurred by the
City for the purchase and/or rental, and maintenance of employee uniforms will be reported as
special compensation pursuant to Section 571(a)(5) of the Ce|PERS regulations. The amount
reportable for the purchase and/or rental and maintenance ofuniforms is based onthe average
annual cost paid for by the City for each employee over fiscal years: FY2D14-2O15. FY2015-
2016. and FY 2016-2017. and shall not exceed five hundred dollars ($500.00). The annual
amount shall bmreported onoper bi-vveek|ypay period basis.
F-11 :4 NN I =1 LIFA
Section 1. Work Week. The regular work week for all employees covered by this
Agreement shall beforty (40hours per week within adesignated seven day work period.
A. 9/80 Work Schedule. The work schedule provides eighty (80) hours of scheduled
vvodx in e two -week pay period: In one week the employee works four nine -hour days and one
eight -hour day; in the other week, the employee works four nine -hour days with one day off. In
this work schedule, the eight -hour work day and the day off is the same day of the week which
normally is o Friday or Monday. The work week for Federal Labor Standards Act (FLSA)
overtime purposes shall be established an starting four hours into the shift of the eight -hour
work day. Management shall maintain the right to schedule employee's vvorkdaya, start and end
Unnes. establishing FL8Awork weeks, etc.
B. Employees with hardships may request hotheir department head tostay onthe five
eight -hour work days per week schedule. If the request is denied, the Association and City
agree that the only appeal shall be to the Assistant City Manager. The decision of the Assistant
City Manager shall be final with nofurther appeal.
C. Management shall retain the right8J modify the work Scheduka, including but not
limited to, returning to a schedule of five eight -hour xvodx days per week (40 hours per week);
provided that the City provides written notice to the Association and employees at least twx*|wa
(12)weeks prior toimplementing the change.
A. Subject to advance approval by the [|dv yWane0er, certain classifications in the
Police and Fire Departments may be permitted to work a 4/10 work schedule.
1. The 4/10 work schedule consists of four (4) work days of ten M08 hour ahifto,
excluding one hour meal period per shift, within aseven (7) day work periodfor
A. A department head may grant a request from a full time employee to reduce their
work hours below forty (40) hours inG"work week." Employees may request reductions ofupto,
but not to exceed sixteen (18) hours in a two -week pay period. This Section ahoU not apply to
employees who request reductions of more than sixteen (16) hours in a two -week pay period.
B. Employees who participate in this voluntary program shall maintain their status of
"full time" with all the normal rightsandprivi|egeGUhat8t8tushO|deunkeasmoeoifica|k/alteredbv
this Section.
C. Employees who are granted oreduction shall have salary reduced in proportion to
the reduced hours orshall bapaid for the actual hours worked.
D. The City mhGU continue contributions to medical benefits GS outlined in this
Memorandum of Understanding.
E. Leave time benefits such as vacation, sick |eexe, and holidays shall be reduced in
proportion tothe hours worked.
F. All approved programs shall begin onthe first Monday in the month that begins @
two -week pay period. Employees approved for this prmQronn shall be required to nenno|n on the
reduced work schedule for at least two full pay periods. Employees shall only make two
requests/changes per fiscal year.
G. Nothing in this Section Shm|| diminish management rights to schedule working hours,
starting Unnes, the number of hours w/orked, nor right to refuse naquesto, nor other rights as
previously reserved.
Section 1.Compensation fmr Overtime. All approved overtime worked bvonemployee
in excess of forty (40) in the employee's work week shall be paid at the rate of one and one-half
(1.5) the employee's regular hourly rate of pay. All non-statuto[y overtime shall be paid at one
Overtime may be compensated in compensatory time off or money. Employees who are
assigned to work overtime shall have the right to be paid nnoney, un|aoa the form of
compensation has been discussed in advance. Management may inform employees prior 0othe
performance of the work that only compensatory time is available. In this |natonoe, employees
shall have the right torefuse the overtime assignment.
Section 2. No Pyramiding. There shall be no "pyramiding" of overtime, which means
that employees shall not be compensated more than once for the same hours under any
provision of this Agreement.
Section 3. Discouragement of Overtime. It is the policy of the City that overtime work
is to be discouraged. However, in ooaea of emergency or whenever public interests or neonnmhx
requir8n, any department ordivision 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 W1mnager, except in the event of
8
emergency, overtime is authorized by the department head or his designate.
Section 4. When Absent From Duty. In the event an employee is absent from duty
whether for vacation, compensatory time, or sick leave for a period exceeding five (5) work
days, overtime during that work cycle will not be paid.
Section 1. Employees covered by this Agreement who are "called back" to perform work
outside of their regular work schedule as Special Call -Back Pay shall be guaranteed three (3)
hours of pay or pay at the rate of one and one-half (1.5) the regular rate of pay for actual hours
worked, whichever is greater. Special Call Back duty shall be granted following an order by the
immediate supervisor for an employee to report back for work in the event of a staffing
emergency or other immediate operational need. Special Call -Back duty requires the employee
to return to work after completing their regular work shift after he has left City premises and/or
the employee's work location. In accordance with FLSA, actual hours worked shall be counted
toward the computation of overtime pay. Those periods of overtime which had been scheduled
by the immediate supervisor or department head prior to the end of the regular work shift shall
not be considered Special Call -Back duty subject to the compensation provisions of this Article.
Section 1. Effective February 10, 2009, employees covered by this Agreement shall be
compensated for the employee's regularly scheduled work shift by receiving holiday pay for the
following City recognized holidays:
1. New Year's Day
2. Martin Luther King's 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
When a holiday falls on a weekday that is an employee's regular day off, the employee
shall receive eight (8) hours of compensatory time at straight time.
Section 2. When a holiday falls on a Saturday, the Friday preceding will be observed as
the holiday. When a holiday falls on a Sunday, the following Monday shall be observed as the
holiday. When Christmas Day falls on a Saturday, the day before Christmas shall be observed
9
on the previous Thursday. When Christmas Day falls on a Monday, the day before Christmas
shall be observed on the previous Friday.
Section 3. When an employee works on a holiday, the employee shall receive holiday
pay at eight (8) hours of straight time pay at the regular rate of pay together with pay for each
hour worked on the holiday.
Section 4. Should one of the holidays listed above fall during the employee's vacation
period, the employee shall receive holiday pay and no charge shall be made against the
employee's accumulated vacation.
Section 1. Accruals. Full-time employees covered by this Agreement shall accrue paid
vacation leave on the following scheduled basis:
Year of Service
0-3 - -
4-5
6-10
11 — 15
16+
Hours Per Year
80
96
120
136
160
Monthly Accrual
6.7 Hrs.
8.0 Hrs.
10.0 Hrs,
11.3 Hrs;
13.4 Hrs.
Section 2. Accrual Limits. Vacation shall be taken at the convenience of the City with
the approval of the department head. Where possible, such vacation should be taken annually
and not accumulated from year to year. All eligible employees, however, shall only be allowed to
accumulate vacation in an amount equal to two times their annual accrual rate ("Maximum
Accrual"). Once Maximum Accrual is reached, it is intended that employees not be entitled to
accrue additional vacation until the amount of accumulated vacation is reduced to a level below
Maximum Accrual. If the employee is prohibited by the supervisor from taking the employee's
vacation because of staffing shortages or operational need, the employee shall be paid for the
period of advance authorized vacation. Such vacation shall be approved by the Department
Head and paid at the employee's regular hourly rate of pay in effect for the scheduled period of
vacation.
Starting with January 2018 vacation accruals, the balance of vacation leave earned must
not exceed Maximum Accrual. An employee will not be allowed to accrue vacation that exceeds
the Maximum Accrual until the vacation balance falls below the Maximum Accrual.
Section 3. Vacation Approval. The department head shall make every reasonable
effort to accommodate an employee's request to take vacation in order to reduce or avoid
exceeding the vacation Maximum Accrual. Any vacation taken under this Section shall be on a
date mutually agreeable to both the department head and the employee.
When an employee who has become entitled to receive vacation under this Article
10
separates from City service, either by retirement, permanent layoff, or termination, the employee
nheU be entitled to be paid for unused earned vacation at the employee's regular hourly rate of
pay in effect at the time of separation.
Section 5. Accrual Calculation. Vacation shall be accrued on e monthly basis by
dividing twelve M2> into the number of eligible vacation hours per year, GS set forth in Section |
above, to which the employee is eligible to receive based upon the employee's years of service
with the City.
Section 1. Leave of Absence. The City Manager may grant a permanent employee e
leave ofabsence for o specific purpoma, without pay, for period not to exceed up to one (1)
year. The City Council may grant a permanent employee o leave ofabsence for a specific
purpose, with pmy, not to exceed 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 Human
Resources Office of the City. Upon expiration of o regularly approved leave, the employee shall
be reinstated in the position held at the time 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 ofleave shall be considered a voluntary resignation. Except as may
be provided by |Gvv, noemployment orfringe benefits such as, but not limited to, sick leave,
vmoatimn, health ineurance, retirement orany other benefit shall accrue to any employee during
leave ofabsence without pay. An employee on approved leave may elect to pay the premiums
due in order to maintain health insurance benefits during the term of such leave.
Section 2. Written Notice of Intent to Return. 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 shall be subject to termination. Any employee
who Ya|oh5es o reason for the request for said leave of absence or any extension of such leave
ofabsence may baterminated for falsifying such request.
WDONFUTA
A. Sick |eowa shall be accrued at the rate of 3.692 hours per biweekly pay period
(ninety-six [96] hours per year) for full-time employees without limit on accumulation. Sick leave
8h8U not be considered to be 8 privilege which an employee may use at his diaoreton, but
rather shall heallowed only for the purposes specified below.
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A. Effective the start of the pay period which includes July 1. 3015. the first three CB
ehUte or hours equivalent (e.g. twenty-four C24l hours for employees assigned to a 5/8 work
schedule, twenty-seven C27l hours for employees assigned to a 9/80 vvod« schedule, or thirty
[30] hours for an employee on a4/1Owork schedule) of paid a|ch leave taken each twelve (12)
month period, for any authorized purpooe, will be considered sick leave used pursuant tothe
Healthy VVOrhp|oCeo, Healthy Families Act Of 2014. This twelve (12) month period is July 1
through June 30 for employees hired prior to July 1, 2015. For employees hired on or after July
1. 2815, the twelve (12) month period is the twelve (12) nnVn1h period beginning on the
employee's hire dGte, until the fO||Uvving July 1 at which point the employee's tmn*|va (12) month
period will begin the start of the pay period which includes July 1 to the pay period that includes
June3O.
B. Effective January 1. 2016. employees can use up to an additional forty-eight (4E)
hours ofsick leave per year provided bwthe California Kin Care law.
C. An employee can use sick hours as protected sick leave for any ofthe following
reasons: The d|agnoe|s, oere, or treatment of an existing health condition of, or preventative
care for, onemployee orthe employee's family member.
D. For purposes of this maot|on, e family member includes employee's panent, chi|d,
epoume, registered domestic partner, pmrent-in-|avv, grondpanent, grandch||d, and sibling. Only
the first three (3) shifts or hours equivalent plus forty-eight (48) hours of sick leave in a twelve
(12)month period can beused esdescribed above.
E. Employees can use protected sick leave for related purposes if they are victims of
domestic violence, sexual assault orstalking.
F. In order to receive compensation while absent on protected sick leave, the employee
Sho|| notify G designated supervisor within two (2) hours of the time set for beginning duty' if
such notification is physically impractical then Such notification shall be waived until a
reasonable period has elapsed.
For any such absence in which protected sick leave is ub|ized, the employee shall
submit a written statement with the department head confirming the use of protected sick leave.
A physician's statement verifying the absence from work is not required.
G. When an employee is not utilizing protected sick leave, the department head or his
designee may require physician's certificate stating the cause for any subsequent absence
before said leave shall be approved. Such absence may be more than one (1)work day orif
there ioreasonable cause toindicate abuse ofsick leave.
Section 3' Accrued Sick Leave Benefit. The right of an employee to accrued sick
leave benefits shall continue only during the period that the employee is on paid status. Accrued
sick leave benefits shall not give any employee the right toberetained inthe service ofthe City,
or any right of claim to sickness disability benefits after separation from the services of the City,
except as required by federal or state law.
A. Notwithstanding anything contained inthis Section, nnemployee shall beentitled 0D
12
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 Cih/, 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.
Section 4. Fitness for Duty. Upon the written request of the appointing authority, based
upon job -related grounds and consistent with business necessity, the City Manager may require
an employee to submit to on examination by the Citv'o physician to determine fitness for duty.
Any employee so examined shall have the opportunity to submit the reports of competent
medical authority of his own se|ection, and at his own exponee, in addition to the report
submitted by the Cib/'e physician. In the event of conflict of opinion and/or recommendation of
the two phyeiciene, a third physician shall be selected bythe first two physicians and the final
decision shall be made by the City Manager based upon the medical evidence submitted to him.
A. Effective November 15, 2008, one hundred percent (100%) of an employee's unused
accumulated sick leave shall be deposited into the City Retirement Savings Plan to be used for
eligible nnedioe| expeneae, provided that the nnoxinnunn number cfhours that will be deposited is
nineteen hundred (1.8QO).
B.|nthe event ofapermanent orindefinite layoff, onemployee with ten M0years of
continuous service with the City aheU be entitled to the above benefit. If such employee resigns
after receiving off|oie| notification of his impending |avoff, he ahoU be eligible for the above
C. Accrued sick leave shall be valued for the purposes of this Section on the following
1. Sick leave earned prior to June 30, 1974 shall be calculated at the rate prevailing
at the end of the fiscal year in which it was earned.
2. Giuh leave taken shall be deducted from the oldest, lowest value accrued sick
leave first, prov|ded, however, when an employee takes sick leawe, the employee
ohmU nam*ixe for each day of sick leave one (1) dey's pay at the employee's rate
of pay /n effect at the time of taking sick leave. For covered employees hired prior
to June 30. 1974; and/or retirees with twenty (20) years of City service; or
retirees with n physical disability, or a payoho|ogicgl disability resulting from o
direct consequence of e violent oot. sick leave shall be converted at the
prevailing rate.
Section 2. Sick Leave Conversion bmVacation. Employees who become entitled to
accrue oioh leave allowance which has not been used, may convert each two (2) hours of
accumulated oioh leave to one (1) hour of vacation, after having accumulated six hundred and
13
forty (640) hours of sick leave and providing that not more than forty (40) hours of additional
vacation may be so converted in any one (1) fiscal year.
Section 3. Bereavement Leave
A. Any employee who has suffered a death of an immediate family member, may be
allowed bereavement leave with pay of no more than six (6) work days per incident based on
eligibility. An employee shall be eligible for one half (1/2) work day of Bereavement Leave for
each month of regular employment, up to six (6) days, which is deducted from the employee's
accumulated sick leave. For purposes of this Section, "Immediate family" shall include and be
limited to the employee's mother, father, brother, sister, spouse, child, grandchildren,
grandparents and current parent -in-laws.
B. All such claims for bereavement leave are subject to verification by the department
head or their designee.
Section 4. Personal Leave. With advance approval of the department head, forty-eight
(48) hours per year of an employee's sick leave may be used on personal matters which are of
an unforeseen combination of circumstances which call for immediate action and are not
otherwise covered under protected sick leave. Such matters shall be considered as those
events or occurrences that a reasonable prudent person would not or could not postpone to a
subsequent time. The nature of the matter shall be explained to the immediate supervisor and
shall be granted with his approval. Such personal leave shall not be cumulative from year to
yea r.
A. An employee that has at least one year of continuous service with the City and who
has exhausted all accrued leave (vacation, sick leave, compensatory time) due to non -industrial
illness or injury can be advanced sick leave time at the rate of seventy-five percent (75%) of the
employee's regular salary according to the following table:
Years of Service Total Hours
1 through 5 360
6 through 10 544
Over 10 720
B. An application for disability leave shall be made by the employee to the City Manager
or his designee through the department head, accompanied by medical certification from a
physician verifying the period of medical disability.
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 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.
14
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 or his designee shall
include, but not be limited to, the following:
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.
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
applicable.
l_1:411N4=&A11
a
A. When an employee is absent from work by reason of an injury or illness covered by
Workers' Compensation, the City will pay the difference between the amount granted pursuant
to the Workers' Compensation Act and the employee's regular rate of pay for up to one year.
Employees who are covered by this Agreement and are hired after May 13, 1997 and are
absent from work by reason of an injury or illness covered by Workers' Compensation, the City
will pay the difference between the amount granted pursuant to the Workers' Compensation Act
and eighty-five percent (85%) of the employee's regular rate of pay for up to six months (twenty-
six weeks). Thereafter, the employee will be paid the amount required by the Workers'
Compensation Act.
B. Reclassification of Injured Worker. If in the opinion of the City, an employee has
been found to be permanently physically incapable of performing the duties of the currently held
position, the City may place the employee into another vacant position of equal level or lower
within the Association, provided such placement is approved by the appointing authority.
Nothing herein shall be construed to prevent such employee from applying for and competing
for positions of a higher class or positions represented by other bargaining units.
Section 2. 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.
15
Section 3. Jury Duty. In the event that an anlnhovee is called for jury duty and the court
does not excuse such jury service the City ehe|| grant the employee paid release time for the
required jury duty that is performed within the employee's regular work schedule provided the
employee submits court documentation verifying the date(s) and time served for jury service.
Such verification must accompany the payroll Unneeheetfor the payroll period in which the jury
service was performed. Any fees for jury service that the employee may receive from the court
ehe|| be remitted tothe Qty.
Section 4. Pregnancy Disability Leave. The City shall comply with the State
pregnancy disability leave law. Administrative Regulation No. 410 is incorporated by reference
herein.
Section 5.Family Leave. The City shall comply with all State and Federal family leave
entitlement laws. Administrative Regulation No. 430 is incorporated by reference herein.
A. Effective January 1. 2010, on employee is m||Qib|e for up to up to forty (40) hours per
year (up to eight [8] hours per month) of authorized time off from scheduled mmdv for "child -
related activities" if the employee is o parent with one or more children attending kindergarten,
grades 1 to 12, or is at a licensed child care provider. ^Chi|d-Re|atedActivities" includes finding,
enro||ing, or namnro||inA a child in school or with e licensed child care provider. Such leave also
includes leave to address a child care provider orschool ennergency, including a request that
the child be picked up from school/child oore, behavioral/discipline prob|enno, closure or
unexpected unavailability of the school (excluding planned ho|idayo), or a natural disaster.
Under this Section. ''Peneny' is defined to include o parent, 0uamdian, stepponent, foster parent,
orgrandparent of, oreperson who stands inloco ponanbnto, ochild.
B. Except in the case of the need to address a child care provider or school emergency,
the use oYsuch leave can belimited toeight (E)houropernnonth.Anernp|oyeeoanberequired
to use any earned compensatory time or vacation hours for any such absences related to child -
related activities.
Section 7.Consultation of Human Resources. Toensure the appropriate application
of all compatible statutorily provided protected |eaue, it is advised that the enop|nyem,
department heed, or immediate supervisor consult with the Human Resources Director or
designee inadvance onthe use ofprotected leave.
Section 1.Administration. The City reserves the right hoselect the insurance carrier nr
administer any fringe benefit programs that now exist or may exist in the future during the term
of this Agreement.
Section 2' Selection and Funding. In the administration of the hinge 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 Agreement, provided that the
16
benefits ofthe employees shall be no less than those inexistence aoofthe implementation of
this Agreement.
Section 3. Changes. If, during the term of this Agreement, any change of insurance
carrier ormethod of funding for any benefit provided hereunder occurs, the City shall notify the
Association prior to any change of insurance carrier or health plan administrator or method of
funding the coverage.
Section 1' Medical Insurance. Effective October 1, 2O12.the City contracted with the
California Public Employees' Retirement System (Ca|PERS) to inno|ennert the Ca|PERG nledioe|
benefits program governed by the Public Employees' Medical and Hospital Care Ant
(PEN1HCA). In its implementation, the City and the Association agreed that the mandated
employer contributions for retirees would be structured in m manner to maintain ouot savings.
The City and the Association agreed that any necessary and legal modifications tothe
retiree nned|ma| benefits provisions in this Memorandum ofUnderstanding would be made for
compliance with the Co|PERS PEK8CHA program and to maintain the benefit set forth in Article
XV' Section 6. without an increase to the City'8 nnininnunn mandated contributions for nebn8eS.
Such provisions are updated tninclude:
A. CaKPERS PEMHCA Program. Ernp|oyaaa and retirees have the option of choosing
medical insurance coverage from any of the medical plans offered by CalPERS.
B. City Contribution Amount. The Cib/'a contribution amount will be the monthly
pnanniunn amount of the employee's eligible coverage |axe| for the second highest PPC> plan
offered by CalPERS at the basic premium rates designated for the Los Angeles Area.
During the term of this Memorandum of UnderGt@nding, if an employee enrolls in e plan
with higher premiums than the Cih/'s C0ntributiOn, he will be responsible for the payment of any
premium amount inexcess ofthe City'econtribution.
1. PEMHCA Employer Mandated Contributions. The City shall contribute Onbehalf
of each employee the mandated minimum sum as required per month toward the
payment of premiums for medical insurance under the PEMHCA program. As the
rnondeb*d nnininnunn is increased, the City shall make the appropriate
adjustments.
The City ismandated under PEMHCA tomake ocontribution to retiree medical
premiums. As allowed by the Government Code and the Ca|PERS Board. the
City used the Unequal Contribution Method tomake City contributions nnbehalf
of each retiree or annuitant. The 2012 starting year unequal contribution began at
$1.00 per month. The Citv'S mandated contribution for each annuitant shall be
increased annually in compliance with Government Code section 22892(o). until
the contribution for annuitants equals the contribution paid for employees. A
retiree's right to receive a City cnntributiDn, and the City'e obligation to make a
17
mandatory contribution on behalf of retirees, shall only exist as long as the City
contracts with Ca|PER8 PEK8HCA for medical insurance. In addUUon, while the
C|b/ contracts with Ca|PERS PEN;HCA, its obligation to make mandatory
contributions on behalf 0fretirees Sh8|| be limited tOthe nnininnunn contribution
required by law.
C. IRS Section 125 Benefit (Cafeteria) Plan. The City aheU continue to provide
payment of benefit premiums for employees covered by this Agreement under an |R8 Ganbon
125 Benefit Plan. The current core benefits include medical, dental, |i#*. long-term d|aehi|Ux
insurance, and EAP coverage. Medical insurance is a core benefit which a City employee is
required to be enrolled in unless he is covered by another medical insurance plan with
comparable coverage and/or meets minimum essential coverage as specified by the Affordable
Care Act.
follows -
1.For the term mfthis Agreement, the City'amaximum contribution shall te the sum
of the monthly premiums as designated for each of the following categories:
Employee only (^EE^)
Employee +1 Dependent ("EE+1^)
Employee +2ormore dependents ("EE+2l
The maximum City contribution shall be based onthe employee's enrollment in
each plan. The employer mandated PEK8HCAoonthbutiun is included in the sum
of the Ca|PEF|S nned|ce| pn*nn|unn. If an employee enrolls in a plan wherein the
costs exceed the City's maximum contribution, the employee is responsible for all
additional pnenniunno through pre-tax payroll deductions. An Snnp|QyeS is not
entitled toany excess amount ofpremiums paid bythe City onhis behalf.
2. The City continues to provide other benefits coverage under an Employee
Voluntary Benefits Program fully funded bythe employee on e pre-tax basis in
accordance with IRS regulations.
The City agrees to permit an employee towaiveCity-sponsored medical coverage as
1. The employee must present written proof to the Human Resources Office that he
and his qualified dependent(s) are covered by another non -City -sponsored
medical plan for the current plan year;
2. The employee must sign a statement acknowledging a waiver of City offered
medical insurance coverage and agreement to hold the City harmless for any
coneequenoem, vvhoteoever, that result from the employee's waiver of City
offered medical insurance coverage for employee and/or qualified dependent(s);
and
3. The anno|oyme must sign a statement acknowledging his understanding that his
qualified dependent(s) are not eligible to re -enroll in City sponsored medical
coverage until the next announced Open Enrollment period or as otherwise
required by law under COBRA provisions.
18
The City agrees that the employee who is qualified to waive coverage shall receive three
hundred dollars ($300.00) per month if waiver eligibility is for "employee only" coverage, four
hundred fifty dollars ($450.00) per month if waiver eligibility is for "employee plus one" coverage,
or six hundred fifty dollars ($650.00) per month if waiver eligibility is for "employee plus two or
more dependents" coverage. The eligible amount will be paid to the employee as taxable
earnings. A medical opt out election may only be made during an announced open enrollment
period for medical insurance changes effective January 1.
A. HMO Dental Coverage. For the term of this Agreement, the City shall contribute
thirty-one dollars and ninety-five cents ($31.95) per month towards a HMO dental benefit plan
for employee and his/her qualified dependent(s). Any amount necessary to cover the monthly
premium in excess of the City's contribution is the responsibility of the employee.
B. Delta Dental Premier Plan. This plan is a self -funded plan administered by Delta
Dental. Premiums are calculated annually based on prior year's claims experience,
administrative fees, and an industry trending projection. For the term of this Agreement, the City
agrees to maintain the employee's contribution rate of fifty-two percent (52%) towards monthly
premium coverage. The City agrees to evaluate other Delta Dental plan options for
implementation to reduce premiums or employee out of pocket costs as a result of changing to
a three-tier rate structure ("Employee only," "Employee plus one dependent," and "Employee
plus two or more dependents").
Section 3. Life Insurance. As soon as practicable but by no later than July 1, 2016, the
City will implement an increase to the current basic life insurance policy coverage. Each
4-1— - =01 Inis P011(ly, uelient PIL),711t5lums are pwyame ana cieterml Me InsTrance
Section 4. Long Term Disability Insurance. Effective January 1, 1990, each employee
covered by this Agreement shall be provided long term disability insurance. Under the terms of
this policy, benefit provisions are payable and determined by the insurance carrier.
Section 5. Employee Assistance Program (EAP). The City provides each employee
an EAP benefit that provides emotional/well-being, work and life counseling services on a toll
free 24 hour/7 days per week.
Section 1. Cm|PERS Retirement Plan. Employees covered by this Agreement
participate in the California Public Employees Retirement System KCa!PERE0. Employee options
are described in a contract between the C|b/ of Downey and the California Public Employees'
Retirement System and are incorporated into this Memorandum of Understanding.
W
amended the CaIPERS contract to provide the benefit known as 2.7% at 55 retirement formula,
aaset forth inCalifornia Government Code Section 21354.5.
A. In accordance with existing practice and Government Code sections 20636(c)(4) and
20691, the City will pay the employee's statutorily required member contribution of eight percent
(896) and report this Employer Paid Member Contribution (''EPK8C^) to Ca|PERS as special
compensation.
B. Effective the pay period that includes July 1. 2012. employees shall begin to have
dmducted, on e pre-tax baeie, two percent (2Y6) nfCe|PERG reportable connpeneaUon, pursuant
toCalifornia Government Code Section 2O518(f).
C. Effective the pay period that includes July 1. 2013. employees shall have deducted
an additional two percent (2%) of CalPERS reportable compensation, for a total of four percent
(496).onapre-tax basis, pursuant toGovernment Code Section 2O516Ul.
D. Effective the pay period that includes July 1. 2015. the four percent(496) employee
cost sharing referenced inC. above shall be reduced tothree percent (396)through the pay
period that includes March 31, 2016; thereafter, the four percent (4%) cost sharing amount shall
apply unless otherwise negotiated sooner in a successor Memorandum of Understanding.
E. Effective K8ay7. 2018. the four percent (496) employee cost sharing referenced in D.
above shall beincreased tofive percent (596).
F. Should an employee be mandated by o change in |ovv or other action to contribute
any portion of the required employee (nnennbmh contribution to Ca|PERG. the City ehe|| take all
action necessary to reduce the deduction {hen being made pursuant to California Government
Code Section 20516(f), above, by the amount of the mandated employee contribution.
G. The City has passed a resolution setting forth that all deductions or contributions
under this Section shall beregarded aaapick-up ofretirement costs pursuant |RC414/h\(2).
H. First tier benefits are available only to "Classic" members (i.e. those members that do
not meet the statutory definition of ^Novv Mennbar" under the California Public Employees'
Pension Reform act (''PEPRA^). specifically Government Code Section 7522.04 Ul and who
were hired prior to October 10. 2012).
Section 3. Second Tier Retirement Formula. Effective January 11. 2012. the City
amended the CaIPERS contract to provide the benefit known as 2% at 60 second tier retirement
fornnu|a, as set forth in Government Code Section 21353. This Second Tier Retirement Formula
will not apply to ''nevv nnennbeno^ as that term in defined by the Public Employees' Pension
Reform Act of2O13.
A. Employees covered hereunder shall poy, on a pre-tax basis, the seven percant(796)
statutorily required member contribution to Ca|PERS.
B. This City has passed oResolution setting forth that all deductions orcontributions
under this Section shall be regarded as a pick-up of retirement costs pursuant to IRC 414(h)(2).
C. Second tier benefits are available only to "classic" nnennbara (i.e. those members that
W
du not meet the statutorily definition of "new member" under the California Public Employees'
Pension Reform Act ("PEPRA^ . specifically Government Code Section 7522.04Ul and hired on
or after October 10, 2012, but before January 1, 2013.
Section 4. Third Tler("PEPRA" Tier) Retirement Formula. Employees who meet the
definition of "new member" set forth in Government Code Section 7522.04(f) shall be eligible for
the benefits provided by PEPRA, which include but are not limited to, the following:
A. Retirement formula of2% @ 62(Govemmant Code Section 7522.25):
B. Employees covered hereunder shall pay amember contribution of fifty percent (50%)
of normal cost ondetermined from time totime bvCo|PERS (employee contribution is six and
C. There shall benoEmployer Paid Member Contribution rEPNC1bwthe City;
D. Retirement benefit calculations shall be based on pensionable compensation, as
defined bvGovernment Code Section 7522.34; and
E. Retirement benefits ohgU be calculated based on the three /3A year highest average
annual pensionable compensation.
Section 5. Survivor/Death Benefits. Effective July 13. 2008. the City implemented the
PER8 contract amendment to include: (a) the Level 1959 PER8 Survivor's Benefit program
(section 21574) and (b) the Pre -Retirement Optional Settlement 2 Death Benefit (section
21540).
A. Based on eligibility at reUnannant the City will contribute $98.00 per month towards a
retiree's RHS account. This contribution is inclusive of the Public Employees' Medical and
Hospital Cans Act (PEW1HCA) statutory nnininnunn employer contribution as specified in Cal.
Government Code §22O92/o\.
As result ofthe City contracting for Ca|PER8medical insurance pursuant UoPEMHCA
provisions effective October 1. 2012. the Cit/eprevious retiree medical contribution is revised
to o City contribution towards FlH8 Plan to avoid an increase cost to the Citv'o mandated
contribution for retirees.
B. Eligibility Requirements. Subject to nlSeUnQ eligibility criteria below, the nnoKnnunn
ninety-eight dollars ($98.00) per month shall be deposited onoquarterly basis to the retiree's
RHS account for the reimbursement of qualified medical expenditures. To be eligible to enroll in
a Ce|PER8 health plan, pursuant to Co|PER8 rules and naQu|oUone, and receive the monthly
City contribution towards RHG Plan specified in A abova, the employee must aebafv the
following eligibility criteria:
At the time of retirement the employee has 8 minimum of ten (10 years of
service, or is granted a service connected disability retirement; and
2. At the time ofretirement the employee ieemployed bvthe City; and
21
3. Effective the day after official separation from the City the employee has been
granted a retirement allowance by the California Public Employees' Retirement
System.
C. TheCity'G obligation to deposit up to o nnmxinnunn cfninety-eight d{H|@rS ($98.00) per
month toward the retiree's RHS account shall be modified downward or mamne during the
lifetime of the retiree upon the occurrence of any one of the following:
During any period the retiree is eligible to receive or receives health insurance
ooxanago at the expense ofanother 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 RHS 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. |fit|slater discovered that
misrepresentation has ucnurnyd, the retiree will be responsible for reimbursement
to the City of those amounts inappropriately deposited and the retiree's eligibility
toreceive future F{HGdeposits will cease.
In the event the Federal government or State government mandates on
employer -funded health plan or program for retireeo, or mandates that the City
make contributions toward a health plan (either private or public plan) for retirees,
the Cib/'erate set forth above shall bmconverted from eRH8deposit and applied
to that plan. If there is any axoeee, that excess may be applied toward the
retiree's RHS account provided the neUnae pays the balance owing for any such
coverage.
3. Upon the death of the retiree, the {ity'eobligation todeposit into the retiree's
RHG account nheU cease. The surviving spouse shall be able to continue
Ce|PER8 medical insurance coverage pursuant to PEW1HCA provisions and
provided the surviving spouse pays the appropriate pranniunne minus the C|ty's
mandated retiree contribution amount.
D. It is understood and agreed that the amount equivalent to the annual amount
contributed by the City to an eligible retiree's RH8 ocoount, shall be included as on hann of total
compensation insurvey comparisons.
E. An eligible retiree covered by this Section who no longer elects coverage under any
City sponsored nnediog/ p|an, effective at the end of any calendar quarter may present the City
with proof ofpayment for alternate health insurance coverage and continue hnreceive the Cib/'s
deposit to the retiree's RHS account on a quarterly basis up to the amount to which the retiree is
entitled per Section A above. Once a retiree elects to withdraw from eligibility to participate in a
City sponsored health plan for coverage under an alternate insurance p/en, the retiree may not
re -enroll in a City sponsored medical plan or otherwise forfeits the City'e RHS contribution
amount permanently.
In addition to the conditions specified above, the City'e deposit to a retirees RHS
account shall cease upon the occurrence of any of the following'.
1. The retiree fails to submit or respond to the City's request (via certified mail to the
|net known mailing address of the retiree) to provide appropriate proof of
22
alternate health insurance coverage at the end of sixty (60) days from the date of
the City's written request.
2. The death of the retiree.
F1:i1[+]4=K14LV1'I
Section 1. Reimbursement Rates. With prior approval of the City Manager, employees
may be reimbursed for tuition and required 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 or their designee. An employee 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, Long Beach for courses on the
semester system. Courses on the quarter system shall be reimbursed at the unit equivalent
California State University, Long Beach tuition amounts.
/_1:40401 � 1
Section 1. Appointment. An original or promotional appointment will be tentative and
subject to a probationary period of not less than six (6) 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 who is on probation for up to an additional three (3) months. During the
probationary period an employee may be terminated at any time because of unsatisfactory
performance. During the probationary period the employee's supervisor shall attempt to counsel
the probationary employee on a periodic basis, prior to the end of the probationary period
regarding his performance.
Section 2. Status of Probation. 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. If the services of the employee are
deemed to be unsatisfactory and his employment is to be terminated at or before the expiration
of the probationary period, the appointing authority shall file with the Personnel Officer, a
statement in writing setting forth this action to be taken.
Section 3. End of Probation. All probationary periods shall extend to the first day of the
month following the period of probation.
Section 4. Rejection Following Promotion. Any employee rejected during the
probationary period following a promotional appointment or at the conclusion of the probationary
period by reason of failure of the appointing power to file a statement that his services have
been satisfactory, or at the discretion of the employee, shall be reinstated to the position from
which he was promoted unless charges are filed and he is discharged in the manner provided in
the Personnel Ordinance and the rules for positions in the classified service. If there are no
23
vacancies in the position from which he was promoted, the provisions of ARTICLE XV|U shall
apply.
IN
Section 1.Definition. Employee seniority |othe length of continuous service of the
employee with the City from his most recent dote of hire or na#in*.
A. No employee shall acquire any seniority until he has completed his probationary
period.
B. When anemployee has completed his probationary period, his seniority shall date
from date of hire.
Section 2.Layoffs.
A. VVhenever, in the judgment of the City Counoi|, it becomes necessary to layoff
employees, the City may abolish any position covered by this Agreement. Any employee
holding an abolished position will be subject to layoff and have no right to demand that written
charges or reasons therefore be filed, and shall have no right of appeal or hearing.
B. Seniority shall be observed in affecting layoffs in personnel. The least senior
employee inaclassification subject tmlayoff will belaid off first.
C. An employee Subject to layoff may BmRrSiSe his seniority (|) within o job family
laterally; (2) within o job family to a lower classification; or. (3) to a classification previously held
by the ennp|oyee, provided that the employee meets the current qualifications and requirements
of the position in which he/she seeks to exercise aeniorih/, and provided further that any such
exercise in seniority shall be subject to a thirty (30) day trial period. An employee subject to
layoff because of such exercise of een|oritv, may, in turn, einn||or|y exercise his/her seniority
subject to the eenne limitations. If an employee does not auocaaafu||y complete the thirty (30)
day trial period, he/she will be laid off, provided that the employee may grieve such a layoff and
beentitled tmSkelly rights.
D. For purpose of this aect|on, job families are established in Exhibit B attached to this
Agreement.
Section 3. Loss of Seniority Rights. A separation from oervioa, other than an
approved leave ofabsence orlayoff, shall cause the employee tolose his seniority rights.
Section 4. Re -Employment List. Names of employees laid off shall be placed on e re-
employment list in order of their seniority and shall remain on such list for a period of two years.
During this time, the City will use this list to rehire 6nnp|oyeae in order 0fseniority, provided that
the employee held the classification being filled or held a classification in the same job family.
Section 5. Layoff Notice and Severance Pay. In the event the City decides to contract
for work provided by an employee covered by this Agreement, the City will provide at least one
,
24
nnonth's notice to the affected employee prior to the efhaoUYe date of the layoff. An employee
|e|d off because the City contracts with a private company to perform his duties will receive a
severance payment upon termination equal to three (3) months of the employee's current salary
amount.
Section 1'The City reserves, retains, and is vested with, solely and exclusively, all
rights of Management which have not been expressly abridged by specific provision of this
Agreement or by law to manage the CKv, as such rights existed prior to the execution of this
Agreement. The sole and exclusive rights of Management, as they are not abridged by this
Agreement or by |avv, ehm|| inc|uda, but not be ||nn|tod to, the following rights:
A. Tomanage the City generally and tndetermine the issues ofpolicy,
B. To determine the existence or non-existence of facts that are the basis of the
Management decision.
C. To determine the necessity and organization ofany service or activity conducted by
the City and expand or diminish services.
D. To determine the nature, manner, nmeane, and teohnokooy, and extent of services to
be provided to the public.
E. Methods offinancing.
F. Types of equipment or technology to be used.
G. To determine and/or change the fao|UUee, nna{hoda, techno|ogy, nneeno, and size of
the work force by which the City operations are to be conducted.
H. To determine and change the number of |onotionn, na|ocetione, and types of
oparedona, processes and materials to be used in carrying out all City functions inc|udinQ, but
not limited to, the right to contract for or subcontract any work or operation of the City.
i To eeai0n work to and schedule employees in accordance with requirements as
determined by the City and to establish and change work schedules and assignments.
J. To relieve employees from duties for lack of work or similar non -disciplinary reasons.
K. To establish and modify productivity and performance programs and standards
including, but not limited to, quality and quantity standards; and to require compliance therewith.
L. To discharge, suspend, demote, or otherwise discipline employees for proper cause.
M. To determine job classifications and Aoreclassify employees.
25
N. To hire, transfer, promote and demote employees for non -disciplinary reasons in
accordance with this Memorandum of Understanding and applicable Resolutions and Codes of
the City.
0. To determine ooichea, procedures and standards for oeb*oton, training and
promotion of employees.
P. To maintain order and efficiency in its facilities and operations.
Q. 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 Memorandum of Understanding.
R. To take any and all necessary action to carry out the mission of the Agency in
emergencies.
Section 2. Except in emergencies, as defined in Article XXV||, or where the City is
required to make changes in its operations because of the requirements of |gvv. whenever the
exercise of Management's rights shall impact 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 righta, unless the matter of the exercise of such rights is provided for in this Agreement
or in the Personnel or departmental rules and regulations and salary resolutions. By agreeing ;o
meet and confer with the Association as to the impact and the exercise of any of the foregoing
City rights, Management's discretion inthe exercise ofthese rights shall not be diminished. The
City shall not exercise the foregoing rights in an arbitrary or capricious or invidiously or
discriminatory manner or in such e manner as to innperil the health and/or safety of the
employees.
Section 1'New Employee Orientation. |naccordance with AB119.the City shall notify the
Board when a new employee is hired into the bargaining unit. The Board will notify the City
when a new employee has signed a membership oopd authorizing membership dues deduction
and when such deductions shall begin. The City shall also upon request provide the Board lists
of employees in the bargaining unit. The City shall also provide reasonable paid release time
for one Board member to meet with o new employee for the purpose of discussing nnennbmnehip
inthe Association.
Section 2.Dues Deductions. The City shall deduct dues onaregular payroll basis from the
pay of all Association members. Such deductions oheU be authorized in xvht|n0 on e honn
approved and provided by the Association for this purpose. The membership cards shall be
retained by the Association. The City shall na|y on e certification from the Association for the
authorizaUon, nnodifioation, or cancellation ofeny/a|| dues deductions. The City shall remit such
funds tnthe Association within thirty (30) days following their deduction.
Section 3. Release Time for Meet and Confer. The Association may select omaximum of
three (3) members to attend scheduled meetings with the Human Resources Director or other
management representatives on subjects within the scope of representation during regular work
26
hours. In oddition, they may meet for a nnexirnunn of one (1) hour per meet and confer session
for the purpose of preparation of such sessions.
Section 4. Maintenance of Membership. Unless prohibited by law, any employee inthe
Association who has authorized Association dues deductions onApril 24.2O18(thaefhacive
date of this Memorandum of Understanding) or at any time subsequent to the effective date of
this Memorandum of Understanding, shall continue to have such dues deductions made by the
City during the term of this Memorandum of Understanding; provided however, that any
employee in the Association may terminate such dues during the period of October 1 through
October 10 of each year of the Memorandum of Understanding by notifying the Association in
writing of his election to terminate dues deduction. Such notification shall be delivered in person
or by U. S. Mail and should be in the form of letter containing the following information:
employee name, employee number, jobclassification, department name, and name uf
Association from which dues deductions are tobecanceled. The Association will provide the
City's Human Resources Office with the appropriate documentation to process dues
cancelations within ten (10) business days after the close of the withdrawal period.
Section 5. Indemnification. In accordance with GB 060. the Association shall
indemnify, defend. and hold the C}dv hGnmkeSS against any |iGbi|dv ehninQ from any dairnn,
dennande, or other action relating to the Cih/'m connpUenoa with the hamne of this Article.
A. PROHIBITED CONDUCT
Section 1. The AoeooiaUon, its officere, ogente, representatives end/or members agree
that during the bymn of this Agreement they will not cause or condone any nthhn, walkout,
a|uvvdowm, oick-out, orany other job action by withholding orrefusing to perform services.
Section 2. 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 dienharge,
suspension, termination, lay of[ failure to renm|| or failure to return to work of 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. Any employee who participates in any conduct prohibited in Section 1 above.
shall be subject to termination by the City.
Section 4L|naddition 1oany other lawful remedies ordisciplinary actions available 1othe
City if the Association fails, in good faith, to perform all responsibilities listed below in B, Section
1. the City may suspend any and all of the rights and privileges accorded to the Association
under the Employee Relations Ordinance and this Agreement inc|ud|ng, but not limited to, right
nfaccess, check-off.the use ofthe City'ebulletin boards and facilities.
B. ASSOCIATION RESPONSIBILITY
Section 1. In the event that the Association, its officers, agents, representatives, or
27
rnennburo engage in any of the conduct prohibited in A. Section 1 ebowa. the Association shall
immediately instruct any persons engaging in such conduct that their conduct is in violation of
this Agreement and unlawful and they must immediately cease engaging in conduct prohibited
in A. Section 1 abovm, and return to work.
Section 2. If the Association oerf»mna all of the responsibilities set forth in A. Section 1
above, its off|cero, agente, representatives shall not be liable for damages for prohibited conduct
performed by employees who are covered by this Agreement in violation of A. Section 1 above.
Section 1. Grievance. Grievance eheU be defined as a dispute between the
Aeeonst|on, employee or employees and the Citv, regarding interpretation or application of
specific provisions of this Agreement, Personnel Rules, or Departmental Rules and Regulations,
or suspensions of one day or more, demotions, or terminations from employment.
Section 2. Conduct of the Grievance Procedure. An employee may request the
assistance of another person ofhis own choosing in preparing and presenting his grievance at
any level of rav|evv, or may be represented by o recognized employee organization or may
represent himself. The employee shall not suffer any reprisal from management for utilizing the
grievance procedure set forth herein. Any pending disciplinary action oho|| not effect the
grievance procedure nor suspend the operation thereof.
A. Any retroactivity on monetary grievances shall belimited to the date that the
grievance was fiked, in vvriting, except in cases where it was impossible for the employee to
have had prior knowledge of an accounting error.
B. All time |inniba specified may be extended to e definite date by mutual agreement of
the employee or his Association napneeentediva, 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.Grievamce Procedure Steps. The grievance procedure shall provide for the
following steps; except for grievances that are a result of,disciplina 11 be �inat
-!y action which
Step Four.
Informal Procedure. An employee must attempt first to resolve m grievance
through discussion with his |nnnnmdiete supervisor within ten (1[) xvOhdng days from
the date of the alleged incident or action giving rise to the grievance on an informal
basis. If, after such dincussion, the employee does not believe the problem has been
satisfactorily naeo|veU, he ahoU have the right and obligation to discuss it with his
supervisor's immediate eupen/isor, if any, and his department head. if necessary.
Every effort eho|| be made to find an acceptable solution by these informal means at
the most immediate level of supervision. At no time may on informal process go
beyond the department head concerned. In order that this informal procedure may
be reeponoive, all parties involved shall expedite this process. In no case may more
28
than thirty (30) days elapse from the date of the alleged incident or action giving rise
to the grievance, and the filing of a written grievance in Step Two, or the grievance
shall be barred and waived.
Department Head Response' If the non -disciplinary grievance is not
resolved in Step One, or if no answer has been received within five (5) working days
from the presentation of the on*| Ar|exanoe. the employee may, within thirty (3[)
working days from the date of the incident giving rise to the grievance, present the
grievance in writing to his department head. Failure of the employee to take this
action will constitute termination of the grievance. The department head shall further
review and discuss the grievance with the employee and ohe|| render its decision
and COnnnnent5, in m/riting, and return them to the employee within ten (10) working
days after receiving the grievance.
§Itp Three. Management Representative. If the grievance is not resolved in Step Two,
orifnoanswer has been received within time limits established in Step Two, the
employee may within ten (10) working days, present the grievance in writing to the
designated management representative 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 or0anizabon, the designated
management representative ahe|| attempt to resolve the grievance. If the employee
is being represented by e recognized employee organization. the designated
management representative shall convene a joint meeting of the recognized
employee organization and himself, within five (5) working days, in an attempt to
resolve the grievance. In the event the grievance is not satisfactorily odiva0gd or
settled through discussion at this |exa|, management ahe|| advise the employee
and/or employee organizadon, in writing, within ten (10) working days as to its
position onthe grievance.
§1V Four. Grievance Hearing. If the grievance is not resolved in Step Three, the
employee may, within ten (10) working days of the receipt of the written position from
management representatives, present a "request for hearing" in writing to the Human
Resources Director. Hovvever, the only grievances which may be submitted for
review are matters which have n5Su|t8d in 8 suspension without pay. reduction in
pay, dennoUon, ternninaUVn, or otherwise have monetary value to the employee.
Failure of the employee to take this action will constitute termination of the grievance.
With the approval of the Personnel Advisory Board. the Human Resources C}in9CtQr
shall request from the State Mediation and Conciliation S8n/iCe. 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, the parties shall alternately strike names from the |!ot, 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) CG|Sndor days of its conclusion, render a written
decision that includes findings of fact and a n8cornnnendGUOn 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 ahG||, in writing, 8doot, modify or
reject that decision. The decision of the City Manager shall be the final administrative
29
decision.
Section 1'Substance Abuse Policy. The City of Downey and the Association havem
vital interest in maintaining eefe, healthful and efficient working conditions. Being under the
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 poeoenaion, 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 prennieem, at work |ooetiona, or while on duty or
being compensated onmn"on call atatue."
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 [}oxvney'aennp|oyeea and
citizens.
The purpose of this section is todefine the City'sdrug and alcohol policy as well as the
possible consequences of policy violation.
A. Poaaeamion, ee|e, use or being under the influence of drugs or alcohol while on the
job is strictly prohibited. This prohibition shall not apply to kyoUUnnote undercover activities of
Police Officers which are undertaken in accordance with the direction of the Police Department.
B. When reasonable suspicion exists.the City may require enemployee tosubmit to a
medical examination, |nc|uding, but not limited to, asubstance 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 on employee is under the
influence of drugs or alcohol no 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 ie reduced.
2. testing under this Article shall be conducted based on reasonable
suspicion as defined in this Section and shall not be autonoaUc, unless as
required bvlaw per Department ofTransportation (DOT) Federal Motor Carrier
Safety Administration Regulations (FN1CSA) (refer to City of [}ovvnmy Controlled
Substance and Alcohol Misuse Policy and Procedures K8anue|).
C. Any manager or supervisor requesting an annphxae 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 e substance abuse screening may request to be
represented. Because time is of the essence in substance aureening, a representative must be
available within a reasonable time or the employee will then be ordered to submit to substance
IN
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 tothe testing
facility. Testing ehgU occur on City time and be paid for bvthe City. Employee urine eemples, or
other body fluids, will baby a certified system which includes methods ormechanisms designed
to assure the integrity of the sample. The facility used for testing shall be certified by the
Substance Abuse and Mental Health Services Administration of the Department of Health and
Human Services and comply with established guidelines for "chain of custody" to insure that
identity and integrity of the sample is preserved throughout the cu||eoting, ohippin0, testing and
storage process.
E. Any positive test for alcohol or drugs will be confirmed by a scientifically mound
method. An employee who tests positive on g confirmatory test will be given the opportunity to
discuss the results with a physician to be designated bythe City. The employee should be
prepared etthat time to show proof ofany valid medical prescription for any detected substance
ortootherwise explain, ifheorshe eochooses, opositive test result.
F. While use ofmedically prescribed medications and drugs is not per seeviolation of
this po|icy, this policy shall establish that no employee ehe|| operate a City vehicle or dangerous
machinery orequipment while taking any hind of medication ordrugs which are C|e8dy marked
that they may cause significant drowsiness or impair an employee's performance. An employee
shall notify his/her supervisor, before beginning vvorh, when taking such medications or drugs. In
the event there is a question regarding on employee's ability to safely and effectively perform
assigned duties while using such medications or drugs, clearance from o 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 hoparticipate 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 ennp|uymnmnL Employees should be avvere, however, that e 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 [eo1
nyeu|t, and/or other violation of this policy or other City/department rules and nagu|ebono. the
City may refer an employee to the EAP. Such referral oou|d, at the discretion of the Citv, 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 and/or counseling program and other terms and conditions in a "Last Chance
Agreement."
1.|tis the City's intent to use the EAP option for first offenders except the City
reserves the right tndiscip|ineforthomeofhenaeevvhichaneanignUficartwio|abnn
of City/department rules and regulations or where violation did or could have
resulted |nserious injury orpropadmdannege.
Section 2. Department of Transportation (DOT) Controlled Substance and Alcohol
Testing Program.
1. Administration. In accordance with City of Downey Resolution No. 5934. policy
31
and procedures for compliance with the Federal Motor Carrier Safety
Adnninietnat|on(FK8CSA) Regulations (4SCFR Parts 4Uand 382)shall remain in
effect for those employees who are required to possess and maintain a
commercial driver's license as a condition of employment for the performance of
safety sensitive duties. An applicable, the City'o policy and procedures will be
amended tocomply with changes |nlaw.
2. Unless otherwise designated, the Human Resources Director is the Designated
Employer Representative (DER) and oheU be responsible for overseeing
compliance and implementation of this C|tv'a [}QT Controlled Substance and
Alcohol Testing Program.
3. Consequences of a Positive Controlled Substance and/or Alcohol Teat. A
covered employee who tests positive for a controlled substance and/or alcohol
may be subject to disciplinary oction, up to and including termination from
employment.
4. As a result of a positive controlled substance and/or alcohol random teet, a
temporary non -safety sensitive job assignment for an employee who is removed
from the performance of safety sensitive duties or who is restricted from driving
non-commercial City vehicles, may be approved bythe department head based
onthe availability ofmeaningful work tomeet operational need.
5. An employee must use accrued leave time or request personal leave of absence
without pay if time off from work is necessary for any treatment or rehabilitation
program. The costs of rehabilitation or treatment oen/icee, whether or not
covered by the employee's medical p|en, are the u|bnna8e responsibility of the
employee.
O. The cost of split specimen under random test shall be paid by the City or
reimbursed tothe employee on a negative result only. The cost ofe controlled
substance and/or alcohol test under follow-up testing is the responsibility of the
employee.
Section 3. Labor -Management Committee. Representatives of the Association and
management shall meet on e quarterly basis for purposes of improving communication and
resolving labor relations matters. Agendas shall be agreed upon in advanue, with both parties
having equal opportunity to submit items. Any nno#er agreed upon by both parties may be
discussed; but discussion dome not constitute waiver of access to the grievance process.
Chairmanship ofthe committee shall bealternated among the parties.
Section 4.Transfer Rights. The City agrees that ifonemployee's current supervisor or
department heed does not approve an employee's transfer to another department who has
offered that employee o ponition, the employee may appeal the decision to the Human
Resources Director.
Section 5. Rest Periods/Breaks. The City Manager hereby authorizes department
heads topermit their employees totake brief rest periods during any working day atsuch times
and of such duration as will result in an increase in their work output and thus promote
efficiency. Rest periods shall not exceed fifteen minutes per break and nor shall exceed two
breaks per workday. No such rest period shall be taken during the first or last hour of any
32
employee's working period. The taking of rest periods is hereby declared to be a matter o-1
privilege and not of right. Supervisors shall have the right to schedule rest periods to maximize
the efficiency of their operations. Any rest period not taken at the time permitted shall be
,teemed waived and shall not be accumulated or carried over from one work period to any
subsequent work period, or compensated in any form.
ARTICLE XXIV
PNMA=� � i � 11 � :�� !I' • ;;Iji 11�� 111�ji��li � 11 �i 9 Z
Section 1. It is the intent of the parties hereto that the provisions of this Agreement shall
supersede all prior agreements and Memoranda of Understanding, or memoranda of
agreement, or contrary salary and/or personnel resolutions and ordinances • the City, oral •:
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 Agreement is not intended to conflict with federal
•, state law.
Section 2. Notwithstanding the provisions of Section 1 in this Article, there exists within
the City of Downey, certain personnel resolutions, ordinances and departmental rules and
regulations. To the extent that this Agreement does not specifically contravene provisions of
these personnel resolutions, ordinances, departmental rules and regulations; such personnel
resolutions, ordinances and departmental rules and regulations are specifically incorporated
herein.
F-11 :A 11 N 4 W14114ky1
During the term of this Agreement, 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 Agreement or in the negotiations leading thereto and irrespective
of whether or not such matters were discussed or were even within the contemplation of the
parties hereto during the negotiations leading to this Agreement. Regardless of the waiver
contained in this Article, the parties may:
1. By mutual agreement, in writing, agree to meet and confer about any matter
during the term of this Agreement.
2. Meet and confer in accordance with Article XVI, Section 2.
ARTICLE XXVI
Section 1. The parties agree that the City can re -open negotiations to achieve labor cost
33
savings during the term of this Aoraenlent, hovvover, there ehmU be no changes unless nnutum|k/
agreed to in writing.
ARTICLE XXVII
In the event of circumstances beyond the control of the City, such as acts ofGod, fire,
flood, |neurnaoton, civil dieorder, national mrnerQanoy, orsimilar circumstances, provisions of
this Agreement or the Personnel F{u|ee or Resolutions of the Cib/, which restrict the Citv'e ab|||b/
to respond to these emergencies, shall be suspended for the duration of such emergency. After
the emergency is over. the Association eho|| have the right to nnaot and confer with the City
regarding the impact on employees of the suspension of these provisions in the Agreement and
any Personnel Rules and Policies.
SEPARABILITY
Should any provision of this Agreement be found to be inoperative, void, or invalid by a
court of competent jurisd|cUon, all other provisions of this Agreement shall n9nn@in in full force
and effect for the duration of this Agreement.
ARTICLE XXIX
The term ofthis Agreement shall commence onApril 1.2021 and shall continue infull
force and effect until March 31, 2023.
34
ARTICLE XXX
RATIFICATION AND EXECUTION
The City and the Association acknowledge that this Agreement shall not be in full force and
;5ffect 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 representatives
i,f the City and the Association and entered into this 23rd day of March, 2021.
DOWNEY CITY EMPLOYEES'
CITY OF DOWNEY ASSOCIATION — MISO LLANEOUS UNIT
By: By:
John,6skou istant City Manager thlee ----an- Raay,p
By: S 6 0 0 ✓
James M66 n Human Resources Director elissa B. ViWaseflor-Gplvan„ Treasurer
By:
J$son Riddle, Secretary
APPROV 6 As TO FORM:7
W
ASSOCIATION - MISCELLANEOUS UNIT I
Accountant
Administrative Aide
Administrative Assistant
Administrative Clerk |
Administrative Clerk ||
Ambulance Operator Coordinator
Assistant Civil Engineer |
Assistant Civil Enginemr||
Assistant Civil Engineer Utilities
Assistant Civil Engineer || - Utilities
Assistant Planner
Assistant Planner ||
Assistant Superintendent ofFacilities 8^
Maintenance
Assistant Superintendent ofUtilities 8yahonn
Associate Civil Engineer
Associate Planner
Associate Utility Engineer
Building Inspector
Building Permit Technician
Center Supervisor
Code Enforcement Supervisor
Executive Secretory
Fire Communications Center Supervisor
Fire Mechanic
Fire Prevention Technician
G|GTeuhnioian
Hazardous Materials/Fire Inspector
Junior Accountant
KDB/Raoyo|ing&Waste Coordinator
W.,
Librarian
Library Administrator
Library Assistant
Neighborhood Watch Coordinator
P|enChacker/|napaotor
Police Records Supervisor
Principal Building Inspector
Principal Planner
Program Coordinator
Program Supervisor
Public Works Supervisor ||
Purchasing Coordinator
Recreation Coordinator
Recreation Supervisor
Secretary
Senior Account Clerk
Senior Building Inspector
Senior Code Enforcement Officer
Senior Librarian
Senior Library Assistant
Senior Planner
Supervising Library Assistant
Transit Coordinator
Utilities Inspector
Water Systems Supervisor ||
Water Quality & Environmental Specialist
MISCELLANEOUS UNIT
Account Clerk
Account ClerkU
Accounting Coordinator
Assistant Civil Engineer
Automation Circulation Systems Operator
Budget Analyst
Civil Engineer
Computer Operator |
Computer Operator ||
Computer Operator |||
Construction Inspector
Data Entry Operator
Engineering Aide
Equipment Maintenance Supervisor
Fire Education Specialist
Fire Network Administrator
Housing Planner
Housing Specialist |
Housing Specialist ||
Human Resources Technician
Integrated Waste Coordinator
Junior Engineering Aide
Junior Civil Engineer
Library Associate
Network Administrator
PABX Operator/Receptionist
Parking Permit Inspector
Personnel Analyst
37
Plan Check Engineer
Plan Checker
Planning Technician
Programmer
Programmer/Analyst ||
Project Assistant
Public Works Supervisor |
Public Works Technician
Real Estate Officer
Reprographics Specialist
Residential Rehabilitation Supervisor |
Residential Rehabilitation Supervisor ||
Revenue Supervisor
Secretary tothe City C|erk/CityAttorney
Senior Accountant
Senior Building Permit Technician
Senior Engineering Aide
Senior Library Associate
8eniorProgramnnner/Ana|yet
Special Program Coordinator
Special Projects Coordinator
Supervising Accountant
Techn|ce|CoordinotonTheater
Theater Supervisor
Water Construction Specialist
Water Systems Technical Supervisor ||
Water Quality Contract Administrator
Account Clerk I/Admin Clerk I
Account Clerk II/Admin Clerk 11
Senior Account Clerk
Junior Accountant
Purchasing Coordinator
Revenue Supervisor
Accountant
Senior Accountant
Supervising Accountant
2. Junior Engineering Aide
Engineering Aide
Senior Engineering Aide
Junior Civil Engineer
Assistant Civil Engineer 1/11
Associate Civil Engineer
Civil Engineer
3. Library Assistant
Senior Library Assistant
Automation Circulation Systems Operator
Library Associate
Senior Library Associate
Librarian
Senior Librarian
Library Administrator
4. Planning Technician
Assistant Planner
Assistant Planner II
Associate Planner
Senior Planner
Principal Planner
5. Building Inspector
Plan Checker
Senior Building Inspector
Plan Checker/ Inspector
Plan Check Engineer
Principal Building Inspector
6. Data Entry Operator
Computer Operator I
Computer Operator II
Computer Operator II I
Programmer
Programmer/Analyst II
Senior Programmer Analyst
38
Network Administrator
7. Administrative Clerk I
Administrative Clerk II
Secretary
Executive Secretary
Secretary to the City Clerk/City Attorney
Administrative Aide
8. Public Works Supervisor I
Public Works Supervisor II
Assistant Superintendent of Facilities &
Maintenance
9. Water Construction Specialist
Water Quality Contract Administrator
Water Quality & Environmental Specialist
Water Systems Supervisor II
Water Systems Technical Supervisor II
Assistant Superintendent of Utilities
10. Building Permit Technician
Senior Building Permit Technician
11. Recreation Coordinator
Recreation Supervisor
12. Housing Specialist I
Housing Specialist II
Housing Planner
13. Program Coordinator
Program Supervisor
Neighborhood Watch Coordinator
14. Center Supervisor
Special Program Coordinator
15. Residential Rehabilitation Supervisor I
Residential Rehabilitation Supervisor II
16. Assistant Civil Engineer 1/11 - Utilities
Associate Utility Engineer
4 in
Administrative Assistant
Budget Analyst
Code Enforcement Supervisor
Construction Inspector
Equipment Maintenance Supervisor
Fire Communications Center Supervisor
Fire Education Specialist
F|m* Mechanic
Fire Network Administrator
Fire Prevention Technician
G|8Tmohnician
Hazardous Material/Fire Inspector
Human Resources Technician
Integrated Waste Coordinator
KOB/Renyc|in0 8Waste Coordinator
PABX Operator/Receptionist
Parking Permit Inspector
Personnel Analyst '
Police Records Supervisor
Project Assistant
Public Works Technician
Real Estate Officer
Reprographics Specialist
Senior Code Enforcement Officer
Special Projects Coordinator
Teohnica|Coordinetor/Thaebar
Theatre Supervisor
Transit Coordinator
Utilities Inspector
F47M ff���
39
EXHIBIT C
MaG #
Accountant
24.5472
25.8973 27.3217
,` 28.8243
30.4095
Administrative Aide
30.1881
31.8484
3 33.6001
35.4482
37.3976
Administrative Assistant
24.0708
25.3949
26.7914
28.2648
29.8198
Administrative Clerk 1
17.0025
17.9378
18.9245
19.9650
21.0628
Administrative Clerk II
18.9245
19.9650
21.0628
22.2220
23.4433
Ambulance Operator Coordinator
30.4000
32.0720
33.8361
35.6970
37.6303
Assistant Civil Engineer 1
33.8289
35.6890
j 37.6523
' 39.7231
41.9081
Assistant Civil Engineer II
36.1632
38.1523
40.2505
' 42.4644
44.8000
Assistant Planner
29.1196E
30.7212
32.4106
34.1934
36.0738
Assistant Planner II
31.1355
32.8478
1 34.6546
' 36.5604
38.5715
Assistant Superintendent of Facilities & Maintenance
37.1013 t
39.1418
41.2944
. 43.5657
45.9616
Assistant Superintendent of Utilities
37.1013
39.1418
', 41.2944
43.5657
45.9616
Associate Civil Engineer
i 38.6759
40.8032
43.0473
45.4149
47.9127
Associate Civil Engineer- Utilities
38.6759
40.8032
43.0473
45.4149
47.9127
Associate Planner
34.2057
36.0870
38.0720
40.1657
42.3738
Building Inspector
28.5761
30.1479
31.8063
33.5557
35.4012
Building Permit Technician
21.0990
22.2595
23.4842
24.7758
26.1383
Center Supervisor
32.1888
33.9592
35.8266
37.7973
39.8758 ;
Code Enforcement Supervisor
34.8117
36.7263
38.7464
1 40.8770
43.1255
Executive Secretary
22.8160
24.0708
25.3949
26.7914
28.2648
Fire Communications Center Supervisor
36.7869
38.8101
40.9448
43.1963
45.5724
Fire Mechanic
29.6462
31.2768
32.9963
34.8117
36.7263
Fire Prevention Technician
21.0990
22.2595
1 23.4842
24.7758
26.1383
GIS Technician
26.4394
27.8935
' 29.4277
31.0463
32.7537
Hazardous Materials/Fire Inspector
43.4015
45.7887
' 48.3072
50.9640
53,7670 r
Junior Accountant
19.8484
20.9404
22,0917
23.3070
24.5888
KDB Recycle & Waste Coordinator
26.5109
27.9689
29.5073
31.1302
32.8424
Librarian
30.1803
31.8400
33.5916
35,4386'
373818
Library Assistant
18.9188
19.9594
21.0574
22.2156
23.4375
Library Administrator
40.0538
42.2569
44.5809
47.0329
49.6196
Neighborhood Watch Coordinator
21.7098
22.9038
24.1635
25.4926
26.8945
Plan Checker/Inspector
33.5664
35.4123
37.3604
39.4143
41.5832
Police Records Supervisor
30.4000
32.0720
33.8361
35.6970
37.6303
Principal Building Inspector
40.2894
42.5053
44.8431
47.3094
49.9003
Principal Planner
41.2478
43.5166
45.9100
48.4350
51.1008
Program Coordinator
20.8890
22.0379
23.2501
24.5291
25.8777
Program Supervisor
34.8117
36.7263
38.7464
, 40.8770
43.1255
Public Works Supervisor II
32.4173
34.2007
36.0814
38.0664
40.1599
Purchasing Coordinator
21.8329
23.0336
24.3005
25.6371
27.0471
Recreation Coordinator
19.3171
20.3794
21.5003
22.6830
23.9303
Recreation Supervisor
32.1368
33.9042
35.7695
37.7357
39.8123
Secretary
19.4304
20.4988
21.6268
22.8160
24.0708
Senior Account Clerk
22.8719
24.1299
25.4572
26.8568
28.3342
Senior Building Inspector
33.5664
35.4123
37,3604
39.4143'
41.5832
Senior Code Enforcement Officer
30.5107
32.1888
33.9592
35.8266
373972
Senior Librarian
35.4365
37.3854
39.4418
41.6111
43,8995 'l
Senior Library Assistant
20.5082
21.6359
22.8266
24.0813
25.4064
Senior Planner
38.0701
40.1641
423730
44,7034
47.1563
Supervising Library Assistant
26.474
27.9346
29.4711
31.0921
32.8018
Utilities Inspector
28.5761
30.1479
31.8063
33.5557
35.4012
Water Systems Supervisor II
32.4173
34,2007
36,0814
38.0664
401599
Water Quality & Environmental Specialist
32.4173
34,2007
36,0814
38.0664
40.1599
m
79TMT4,75, 1371-
Position Title
A°
B
C
D
E
Accountant
25.0381
26.4153
27.8681
c 29.4008
31.0177
Administrative Aide
30.7919
32.4854
34.2721
;' 36.1572
38.1456
Administrative Assistant
24.5522
25.9028
27.3272
28.8301
30.4162
Administrative Clerk 1
17.3426
18.2966
119.3030
20.3643
21.4841
Administrative Clerk II
19.3030
' 20.3643
1 21.4841
22.6664
's 23.9122
Ambulance Operator Coordinator
31.0080
i 32.7134
1 34.5128
36.4109
38.3829
Assistant Civil Engineer 1
34.5055
36.4028
38.4054
...... _ .....
40.5176 42.7463
Assistant Civil Engineer II
36.8865
38.9154
41.0555
43.3137 45.6960 ,
Assistant Planner
29.7020
31.3356
33.0588
34,8773
' 36.7953
Assistant Planner II
31.7582
33.5048
! 35.3477
37.2916
39.3429
Assistant Superintendent of Facilities & Maintenance
37.8433
39.9246
42.1203
44.4370
46.8808
Assistant Superintendent of Utilities
37.8433
39.9246
42.1203
44.4370
46.8808
Associate Civil Engineer
39.4494
41.6193
43.9083
i' 46.3232
48.8710
Associate Civil Engineer - Utilities
39.4494
41.6193
43.9083
? 46.3232
48.8710 "
Associate Planner
34.8898
36.8087
38.8334
40.9690
43.2213
Building Inspector
29.1476
30.7509
: 32.4424
34.2268
36.1092
Building Permit Technician
21.5210
22.7047
23.9539
2S.21713
261.6611
Center Supervisor
32.8326
34.6384
36.5431
38.5533
5 40.6733 ,
Code Enforcement Supervisor
35.5079
37.4608
39.5213
41.6945
43.9880
Executive Secretary
23.2723
24.5522
25,9028
27.3272
28.8301
Fire Communications Center supervisor
37.5226
39.5863
41.7637
44.0602
46.4839
Fire Mechanic
30,2391
31.9023
33,6562
35.5079
37.4608
Fire Prevention Technician
21.5210
22.7047
23.9539
25.2713
26.6611
GIS Technician
26.9682
28.4514
30.0163
31.6672
33.4088
Hazardous Materials/Fire Inspector
44.2695
46.7045 ! 49.2733
51.9833
54.8423 .
Junior Accountant
20.2454
21.3592 1
22.5335
23.7731
25.0806
KDB Recycle & Waste Coordinator
27.0411
28.5283
30.0975
31.7528
33.4993
Librarian
30.7839
32.4768
34.2634
36.1474
38.1294
Library Administrator
40.8549
43.1020
45.4725
47.9736
50.6120
I Library Assistant
19.2972
20.3586
21.4786
22.6599
23.9063
Neighborhood Watch Coordinator
22.1440
23.3619
24.6468
26.0025
27.4324
Plan Checker/Inspector
34.2377
36.1206
38.1076
40.2026
42.4149
Police Records Supervisor
31.0080
32.7134
34.5128
36.4109
38.3829
Principal Building Inspector
41.0952
43.3554
45.7400
48.2556
50.8983
Principal Planner
42.0728
44.3869
46.8282
49.4037
52.1228
Program Coordinator
21.3068
22.4787
23.7151
25.0197
26.3953
Program Supervisor
35.5079
37.4608
39.5213
41.6945
43.9880
Public Works Supervisor II
33.0657
34.8847
36,8030
38.8277
40.9631
Purchasing Coordinator
22.2696
23.4943
243865
26.1498
27.5880
Recreation Coordinator
19.7034
20.7870
21.9303
fi 23.1367
24.4089
Recreation Supervisor
32.7795
34.5823
36.4849
38.4904
40.6086
Secretary
19,8190
20.9088
22.0593
23.2723
24.5522
Senior Account Clerk
23,3293
24.6125
25.9663
27.3939
28.9009
Senior Building Inspector
34.2377
36.1206
38,1076
40.2026
42.4149
Senior Code Enforcement Officer
31.1209
32.8326
34.6384
3&5431
38.5531
Senior Librarian
36.1452
A1331.
40.2306
414433
44.7775
Senior Library Assistant
20.9184
210686
23.2831
24,5629
25.9145
Senior Planner
38,8315
40.9674
412205
45r5975
48.0994
Supervising Library Assistant
27.0080
28,4933
303 0605
31.7139
33.4578
Utilities Inspector
29,1476
30.7509
32,4424
34.2268
36.1092
Water Systems Supervisor II
310657
34,8847
36AO30
381277
40,9631
Water Quality & Environmental Specialist
33.0657
34.8847
36M30
3&8277
40,9631
41