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HomeMy WebLinkAboutResolution No. 07-7028 - Approve MOU w/Downey Fire Management AssociationRESOLUTION NO. 07-7028 { A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF DOWNEY ADOPTING THE MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF DOWNEY AND THE DOWNEY FIRE MANAGEMENT ASSOCIATION (JUNE 1, 2006 – JUNE 30, 2010) WHEREAS, the City has met its obligation to meet and confer pursuant to the Myers- Milias-Brown Act and Employee Relations Ordinance No. 1118; and WHEREAS, the City and the Association have reached agreement; and WHEREAS, the City and the Association have memorialized the agreement in a written Memorandum of Understanding; NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF DOWNEY DOES RESOLVE AS FOLLOWS: SECTION 1. The Memorandum of Understanding between the City of Downey and the Downey Fire Management Association, attached hereto, is hereby approved in substantially the form thereof, together with any additions thereto or changes therein deemed necessary or advisable by the City Manager. The term of this agreement is from July 1 , 2006 to June 30, 2010 [SECTION 2. The City Clerk shall certify to the adoption of this resolution and provide forthe distribution thereof. APPROVED AND ADOPTED this 11 th day of September, 2007 /J RlbT<’TRo h ATTEST: gMbh.M. KATHLEeN L. MIDSTOKKE, City Clerk 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 11 TH day of September, 2007, by the following vote, to wit: AYES: NOES: ABSENT: ABSTAIN : 5 Council Members: Bayer, Cartozian, Gafin, Guerra, Mayor Trejo0 Council Member: None 0 Council Member: None 0 Council Member: NoneI KATHLEEN L. MIDSTOKKE, City Clerk Adopted by Resolution No 07-7028 September 1 1, 2007 MEMORANDUM OF UNDERSTANDING BETWEEN CITY OF DOWNEY AND THE DOWNEY FIRE MANAGEMENT ASSOCIATION JULY 1, 2006 – JUNE 30, 2010 MEMORANDUM OF UNDERSTANDING BETWEEN CITY OF DOWNEY AND THE DOWNEY FIRE MANAGEMENT ASSOCIATION ARTICLE NO. RECOGNITION TITLE OF ARTICLE PAGE NO. 11 11 NON-DISCRIMINATION BASIC COMPENSATION PLAN 2 2 2 2 3 3 4 4 4 4 5 5 5 5 5 5 5 6 7 8 Sec Sec Sec Sec Sec Sec Sec Sec Sec Sec Sec. 1 – Salary Adjustments 2 – Plan of Salary Ranges 3 – Eligibility for Merit Salary Advancement 4 – Merit Longevity 5 – Education Incentive Pay 6 – Pay for Testifying as a Civil Witness (line of duty) 7 – Uniform Allowance 8 – Class B Allowance 9 – Bilingual Pay 10 –Assistant Fire Chief Assignment 11 -EMT Certificate Pay IV WORK WEEK Sec. 1 – Regular Work Week Sec. 2 – Authority to Change Work Week Schedule Sec. 3 – Changes in Normal Work Week Schedule V VI VII VIII OVERTIME (COMPENSATORY TIME) HOLIDAYS VACATION LEAVES OF ABSENCE Sec. 1 – Leaves of Absence Without Pay Sec. 2 – Written Notice of Return to Work Sec. 3 – Outside Employment While on Duty Sec. 4 – Sick Leave Sec. 5 – Emergency Leave Sec. 6 – Workers’ Compensation Injury on Duty Sec. 7 – Employee Disability Leave Sec. 8 – Military Leave Sec. 9 – Jury Duty Sec 10 –Executive Leave 8 8 8 8 10 10 10 11 11 12 IX X FRINGE BENEFIT ADMINISTRATION HEALTH, DENTAL AND LIFE INSURANCE Sec. 1 - Medical Insurance Sec. 2 – Employee Withdrawal from Medical Insurance Sec. 3 - Dental Insurance Sec. 4 - Life Insurance Sec. 5 - Long Term Disability Insurance Sec. 6 – Citywide Medical Committee RETIREMENT 12 12 12 13 13 14 14 14 14 14 14 14 15 15 15 16 16 16 16 16 16 XI Sec. 1 – PERS Coverage Sec. 2 – Employee’s PERS Contribution Sec. 3 – Retiree Medical Annuity Sec. 4 – 3% at age 50 Sec. 5 – Optional PERS Plan TUITION REIMBURSEMENTXII XIII XIV PROBATIONARY PERIOD SENIORITY Sec. 1 – Definition Sec. 2 – Probationary Employees Sec. 3 – Layoff and Recall Sec. 4 – Bumping Rights XV XVI CITY RIGHTS 17 EMPLOYEE ORGANIZATION RIGHTS AND RESPONSIBILITIES Sec. 1 – Dues Deductions Sec. 2 – Indemnification NO STRIKE – NO LOCKOUT GRIEVANCE PROCEDURE Sec. 1 – Grievance Sec. 2 – Conduct of the Grievance Procedure Sec. 3 – Grievance Steps 18 18 18 18 19 19 19 19 21 21 21 XVII XVIII XIX MISCELLANEOUS Sec. 1 – Third Party Legal Actions Against Employees Sec. 2 – Substance Abuse Policy XX XXI SOLE AND ENTIRE MEMORADUM OF UNDERSTANDING WAIVER OF BARGAINING DURING TERM OF THIS AGREEMENt EMERGENCY WAIVER PROVISION SEPARABILTY TERM OF MEMORANDUM OF UNDERSTANDING RATIFICATION AND EXECUTION 23 23 23 24 24 24 XXII XXIII XXIV XXV MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF DOWNEY AND THE DOWNEY FIRE MANAGEMENT ASSOCIATION ARTICLE 1 RECOGNITION Pursuant to the provisions of the Employee Relations Ordinance of the City of Downey, the City of Downey (hereinafter called the “City”) has recognized the Downey Fire Management Association (hereinafter called the “Association”) as the majority representative of sworn personnel members of the Downey Fire Management Association including all employees in classifications listed on Exhibit A, excluding all other personnel of the Fire Department. The City has recognized the Downey Fire Management Association for the purpose of meeting its obligations under the Meyers-Milias-Brown Act, Government Code Section 3500 et seq, and the Employee Relations Ordinance of the City when City rules, regulations or laws affecting wages, hours or other terms and conditions of employment are amended or changed. ARTICLE II NON-DISCRIMINATION Section 1. The parties mutually recognize and agree to protect the rights of all employees hereby to join and/or participate in protected Association activities or to refrain from joining or participating in protected activities in accordance with the Employee Relations Ordinance and Government Code Sections 3500 to 3511. Section 2. The City and the Association agree that they shall not discriminate against any employee because of race, color, sex, age, national origin, political or religious opinions or affiliations. The City and the Association shall reopen any provisions of this Agreement for the purpose of complying with any final order of a federal or state agency or court of competent jurisdiction requiring a modification or change in any provision or provisions of this Agreement in compliance with State or Federal anti-discrimination laws. Section 3. Whenever the masculine gender is used in this Memorandum of Understanding, it shall be understood to include the feminine gender. Section 4. The City and Association agree to comply with applicable State and Federal laws and regulations regarding employment of the handicapped. ARTICLE III BASIC COMPENSATION PLAN Section 1. Salary Increases/Adjustments/Retroactive Pay. A. All employees covered by this Memorandum of Understanding shall receive the following salary increases: 1. Effective June 19, 2006 - five per cent (5%). Only employees who are on payroll the date of the adoption of the agreement or retired after July 1 , 2006 shall be eligible for the retroactive adjustment. 2. Effective July 2, 2007 - four per cent (4%). 3. Effective June 30, 2008 – four per cent (4%) 4. Effective June 29, 2009 – four and one half per cent (4.5%) Section 2. Plan of Salary Ranges. Salary ranges shall be established to reflect the relative value of classifications covered by this Memorandum of Understanding. The salary ranges will have a spread of approximately 22% from the minimum to maximum figures with no set steps in between. [ A. Description of Schedules. The Pay Plan consists of a set of monthly salary schedules. Each schedule is designated by a schedule number, as approved by Council resolution. B. Hourly Equivalent Calculation 40 hour schedule. For payroll purposes, the hourly equivalent of a rate which includes all forms of pay shall be computed by dividing twelve (12) times the monthly rate by fifty-two (52) times the number of working hours per week. C. Hourly Equivalent Calculation 56 hour schedule. For payroll purposes, the hourly equivalent of a monthly rate shall be computed by multiplying 56 hours per week by 52 which results in an annual figure, 2912 hours. The monthly rate shall be multiplied by 12 and divided by 2912 to arrive at an hourly rate. Section 3. Eligibility for Merit Salary Advancement. A. Progression Within the Salary Ranqe. The minimum salary in the range would be appropriate for a new employee who minimally satisfied job requirements. The top of the range is reserved for employees who perform at the highest level of proficiency expected. In a promotional situation, the employee will receive a salary at least equivalent to his prior rate. I Employees, both upon appointment and during the course of their employment, may receive any salary amount not to exceed the maximum of their range. Generally, a new employee is not considered for a merit increase before twelve (12) months of employment. Thereafter, employees will be reviewed for merit salary increases annually in conjunction with the employee’s anniversary date. However, employees will not be considered for merit increases after reaching the end' of the respective salary range. Employees may be granted merit salary adjustments more frequently than every twelve months with prior City Manager approval The sole consideration in the granting of merit increases shall be job performance, as indicated in a detailed corresponding Management Performance Evaluation Report. The following shall apply in the granting of such merit salary increases. 1. Merit salary adjustments for members of this Association shall be made with the recommendation and approval of the Fire Chief, 2. Merit adjustments must be approved by the City Manager. The Fire Chief will provide the evaluation and proposed merit adjustment to the City Manager prior to giving it to the employee. 3 The amount of merit salary adjustment shall be directly related to the employee’s progress in satisfying performance expectations. Generally employees, rated as having satisfactory performance, will receive a minimum increase of 5.5%. Adjustments up to 10% within the salary range are permitted. Also, while salary adjustments will normally involve increases, reductions may be made in instances of unsatisfactory performance. 4 After an employee reaches the top of the salary range, the level of proficiency appropriate to that salary rate must be maintained or the employee’s salary may drop below the maximum. This may occur through a direct salary reduction or the employee may not be granted increases which may be possible due to adjustments in the range. 5.Salary ranges for Assistant Chief and Battalion Chief shall be adjusted at such time as the City grants cost-of-living adjustments to the rank-andHfile employees unless the City Council directs to the contrary. The amount of such cost-of-living adjustments granted to the management classifications will be no less than that granted to the Firemen’s Association. In such instances where salary ranges are increased for cost-of-living purposes, the individual employee salaries will be increased in proportion to the amount of the range adjustment, provided that for reasons of unsatisfactory performance an individual employee may be denied such an adjustment. All salary range adjustments shall require the adoption of a resolution by the City Council. Section 4. Merit Longevity. The City agrees to provide Merit Longevity Pay to employees covered by this agreement should such a plan be provided to other City management employees during the term of this Agreement. I 3 [ Section 5. Education Incentive Pay. Employees covered by this Agreement shall receive additional compensation at the following rates upon attainment of the applicable educational/technical level. Employees are eligible to receive only one level of education pay. A. Education Pay One - 2.75% (effective July 2, 2007, this salary additive percentage will become 4%) per month for 'Associate in Arts Degree OR a combination of California State Fire Officer Certificate AND completed 15 units of fire technology, fire science, fire administration or fire engineering courses from an accredited college or university. General Education units may be substituted for fire related units on a two for one basis. Twenty years (20 yrs.) of experience with the City may be substituted for four technology courses. B. Education Pay Two - 5.5% (effective July 2, 2007, this salary additive percentage will become 7.5%) per month for Bachelor’s Degree OR a combination of meeting the criteria for Education Pay One AND completion of the curriculum for California State Chief Officer Certificate or the equivalent national executive fire officer program. Section 6. Pay for Testifying as a Civil Witness (in line of duty). An employee shall receive his normal salary (and expenses, if any) for time at court and to and from court, while testifying in any civil case on behalf of the City outside his regularly scheduled shift. Payments under this Section shall be reported on the time card. The employee may submit reimbursement for expenses to the Finance Director. Section 7. Uniform Allowance. Required uniforms of Fire Management personnel that become worn may, at the discretion of the Fire Chief, be surveyed and replaced as necessary. The Fire Chief shall permit maximum discretion of the employees in the selection of items of the uniform provided, however, that the officer shall meet uniform standards within ten (10) working days after notice. Members promoting to the rank of Battalion Chief will be provided with the appropriate dress uniform as well as all “safety gear” as required by OSHA.. I A. Uniform Maintenance and Supplemental purchases. 1 2- 3 4. 5. Assistant Chief will receive $200.00 per year for supplemental purchases. Assistant Chief will receive $20.00 per month for uniform and accessory maintenance Battalion Chiefs will receive $175.00 per year for supplement purchases. Battalion Chiefs shall receive $15.00 per month for uniform and accessory maintenance. Uniform purchase and maintenance checks will be issued in December of each year. Section 8. Class B Allowance. Effective July 1, 1999, covered employees who hold a Class B or Class A Driver License, issued by the California Department of Motor Vehicles shall receive a monthly allowance of $75.00. 1n order to be eligible for this allowance, employees must maintain any license requirements and show their driver's license during their evaluation review. Employees shall notify their supervisor should their Class B or Class A license lapse, become suspended, revoked, or restricted and impacted job duties for any reason. Effective June 23, 2003, Class B Allowance will be discontinued in lieu of an increase in EMT Certificate pay Section 9. Bilingual Pay. Employees required to speak or translate Spanish as part of their regular duties will be compensated $23.08 per biweekly pay period in addition to their 4 regular salary. The Fire Chief has the authority and discretion to assign and/or remove this bonus up to budget authority. To be eligible for this assignment, the employee must pass a conversational examination administered by a court certified interpreter, or an employee who has been certified by the Personnel Director to administer such examination. Employee must re-certify at least every eighteen months (18 mos.) to maintain the eligibility. Effective April 30, 2000, bilingual pay will be compe'nsated at $46.15 per biweekly pay period. Section 10. Assistant Fire Chief Assignment. The appointment of the Assistant Fire Chief will be at the Fire Chiefs discretion. The Assistant Chief will be compensated at a rate of five and one-half per cent (5.5%) above that of the Battalion Chiefs. Section 11. EMT Certificate Pay. Employees covered by this agreement shall receive additional compensation at the following rate upon attainment of an EMT Certificate. Effective June 24, 2002, EMT certificate pay shall be two per cent (2%). Effective June 23, 2003, an additional 2% shall be paid (for a total of 4%). Effective June 21, 2004, an additional 1% shall be paid (for a total of 5%). In order to be eligible for this pay, employees must maintain their certificate as required. Employees shall notify their supervisor should their certificate lapse, become suspended, revoked, or restricted for any reason. ARTICLE IV WORK WEEK Section 1. Regular Work Week. The regular work week for suppression personnel covered by this Agreement shall be an average of fifty-six (56) hours per week under a three (3) platoon 24-hour shift schedule as now exists. The Assistant Fire Chief assignment shall work a 9/80 work schedule. Section 2. Authority to change Workweek Schedule. In order to provide for the public safety and efficiency of operations, the Fire Chief shall have the authority to allocate resources and establish work schedules of employees in work periods of five (5) or four (4) days. If, in the opinion of the Fire Chief, restructuring of the normal workday or work week becomes necessary for the purpose of promoting efficiency, nothing herein shall be construed as preventing the Fire Chief from restructuring the normal work day or week of individual employees. Section 3. Changes in Normal Workweek Schedule. If, in the opinion of the Fire Chief, it should become necessary to establish schedules departing from the normal work day or work week, the Fire Chief shall give written notice of such change as far in advance as is reasonably practical. If the change is other than on an individual basis, the City shall meet and confer with the Association regarding the impact of the decision prior to implementing a general change ARTICLE V OVERTIME (COMPENSATORY TIME) 5 Section 1. Compensation for Overtime. All authorized overtime for Battalion Chiefs shall be paid at straight time. Employees may elect to accumulate compensatory time in lieu of taking overtime pay. Hours worked in shift trade shall be excluded as hours worked. Section 2. Overtime Policy. It is the policy of the City that overtime work is to be discouraged. However, in cases of emergency or whenever public interest or necessity requires, any department or division head may require any employee in such department or division to perform overtime work. The projects and types of work for which overtime may be authorized shall be approved in advance by the City Manager; except, in the event of emergency, overtime may be authorized by the department head or his designate. Section 3. Emergency Service Condition. In the event of a declared emergency or national or State disaster in the City of Downey, the City shall not be required to pay overtime. Regardless of any of the provisions of this Memorandum of Understanding, employees shall not be entitled to receive overtime during the first seven (7) calendar days of the severe emergency or disaster Section 4. Compensatory Time Off. A. Compensatory time may be granted to employees in lieu of overtime pay in accordance with, Fire Department Administrative Policy, volume 1, chapter 3, section 5 dated December 4, 2002 that is hereby incorporated as though fully set forth herein. An employee wishing to take compensatory time off must obtain the prior approval of his supervisor. When a supervisor requests that an employee take compensatory time off, employee needs must be considered and reasonable notice given by the supervisor to the employee. The need for calling in personnel for minimum manning shall not alone justify disapproval of the employee's compensatory time off. B. Upon retirement, an employee may request that unused accumulated compensatory time be applied to pay premiums for employee and dependent City health insurance coverage. C. Compensatory hours may be accumulated without limit. Employees may cash in their compensatory hours by giving sufficient notice to the Fire Chief and Finance Department. The City-shall pay off all CTO hours in excess of 300 hours (480 hours for 56-hour employees) as of December 1 , 2005. The excess hours will be paid off the following January. ARTICLE VI HOLIDAYS Section 1. Holidays. Eleven (11) holidays are provided as follows: 1 2 3 4 5 6 7 New Year’s Day Martin Luther King Birthday Washington’s Birthday (President’s Day) Memorial Day Independence Day Labor Day Veteran’s Day 6 8. Thanksgiving Day 9. Day After Thanksgiving 10. Day Before Christmas 11 . Christmas Day Employees covered by this Agreement shall be compensated for holidays as follows: PERSONNEL ON A 9/80 WORK WEEK A. Employees shall receive eight hours of pay for each holiday. When a holiday falls on a day an employee is scheduled to work nine hours, and the employee takes the day off, the employee shall be able to add one hour by choosing vacation, compensatory time, personal leave (deducted from sick leave), or time without pay. Sick leave other than personal leave may not be used to supplement the holiday hours. A. If an employee is required to work on a scheduled holiday, he will receive the eight (8) hours of holiday pay. In addition, the employee will receive straight time for each hour worked on the holiday. The additional hours may be taken in the form of compensatory time off. B. If a scheduled holiday falls on an employee’s regular day off, he will receive eight (8) hours of compensatory time off. No additional holiday compensation will be provided. PERSONNEL ON A 56-HOUR WORK WEEK A. In lieu of receiving holidays off, each 56-hour employee covered by this Agreement, shall receive 132 hours off with pay each year that shall be scheduled in accordance with Fire Department Administrative Policy, volume 1, Chapter 3, section 9 dated May 1, 2002. Holiday hours may be accumulated. As an option to using their holiday time, employees may cash in their holiday time by giving sufficient notice to the Fire Chief and Finance Department. ARTICLE VII VACATION Section 1. Accruals. Fire management employees covered by this Agreement shall accrue vacation leave with pay on the following monthly basis: Years of Service 0-5 6-10 11 + 40-hour Work Week 10 11.3 13.4 56-hour Work Week 15 17 20 Section 2. Accrual Limits. Vacation shall be taken as per Fire Department Administrative Policy volume 1, chapter 3, section 10 dated June 28, 2002. All eligible employees, however, shall be allowed to accumulate two (2) years allowance of vacation with written prior approval of the Fire Chief. If an employee is prohibited by the supervisor from taking vacation because of manpower shortages or operational needs, the employee shall be 7 paid all scheduled vacation hours cancelled at the rate in effect at the time the employee would have taken his or her vacation. All accumulated vacation in excess of two (2) years shall be taken off within ninety (90) days, at a time mutually agreeable to both the supervisor and the employee. If at all possible the supervisor shall accommodate the employee’s desires as to the taking of vacation. If the employbe does not take the excess time off within the ninety (90) days, the employee will not accrue additional vacation time until the accumulation drops below the two-year cap. Section 3. Vacation Payoff. When an employee who has become entitled to receive vacation under this Article separates from City service, either by retirement, permanent layoff or termination, the employee shall be entitled to be paid for unused earned vacation at the rate of pay in effect at the time of separation. Section 4. Eligibility for Payoff. Employees who are separated from their employment with the City after completion of the probationary period, shall be paid all accrued vacation at the employee’s current vacation schedule and hourly rate. The employee shall be entitled to be paid for accrued vacation for each full month of service worked by the employee during the employee's employment with the City. Section 5. Prorated Accrual. In the event any employee is on payro11 15 days or more but less than a full month, he shall be entitled to receive one-half (%) of his monthly vacation accrual. An employee who is on payroll less than 15 days shall not be entitled to receive any vacation accrual prorated for the last month worked. [ARTICLE VIII LEAVES OF ABSENCE Section 1. Leaves of Absence Without Pay. The City Manager and/or the City Council may grant a permanent employee a leave of absence for a specific purpose without pay for a period not to exceed up to one (1) year. No such leave shall be granted except upon written request of the employee. Approval shall be in writing and a copy filed with the Personnel Office of the City. Upon expiration of a regularly approved leave, the employee shall be reinstated in the position held at the time the leave was granted. The employee shall report promptly upon the expiration of any leave granted. Failure to report within a twenty-four (24) hour period after expiration of the leave shall be considered a voluntary resignation, provided that the employee may appeal this automatic termination through the grievance procedure as though it were a non-voluntary termination. No employment or fringe benefits such as, but not limited to, sick leave, vacation, health insurance, retirement or any other benefit shall accrue to any employee during leave of absence without pay. Section 2. Notice of Return to Work. An employee on leave of absence must give the City at least seven (7) days written notice of the employee’s intent to return to work. Section 3. Outside Employment While on Leave. An employee who engages in outside employment during said leave of absence without prior approval of the City Manager shall be subject to termination. Any employee who falsified a reason for the request for said leave of absence or any extension of such leave of absence may be terminated for falsifying such request 8 Section 4. Sick Leave. A. Sick leave shall be defined as absence from duty because of illness or off-the-job injury, or exposure to contagious diseases as evidenced by certification from an accepted medical authority. B. Sick leave shall be accrued at the rate of eight (8) hours per month for 40-hour per week employees or twelve (12) hours per month (for 56-hour per week employees). Sick leave shall not be considered as a privilege that an employee may use at his discretion but shall be allowed only in case of necessity and actual sickness or disability. Unused sick leave shall be accrued without limit on accumulation. C. In order to receive compensation while absent on sick leave, the employee shall notify a designated supervisor at least thirty minutes prior to the start of designated duty. In all instances, if an employee is incapacitated, notification shall be waived until a reasonable period has elapsed. For any such absence, the employee shall file a written statement with the City Manager stating the cause of the absence. When the absence is for three (3) work days or more, the department head may require a physician’s certificate stating the cause of absence before said leave shall be approved by the City Manager. D. The right to benefits under the sick leave plan shall continue only during the period that the employee is employed by the City. This plan shall not give any employee the right to be retained in the service of the City, or any right of claim to sickness disability benefits after separation from the service of the City E. Notwithstanding anything contained in this Section, no employee shall be entitled to receive any payment or other compensation from the City while absent from duty by reason of injuries or disability received as a result of engaging in employment other than employment by the City for monetary gain or other compensation, or by reason of engaging in business or activity for monetary gain or other compensation other than business or activity connected with City employment. F. At the written request of the appointing authority, the City Manager may require an employee to submit to an examination by the City’s physician. If the results of the examination indicate the employee is unable to perform his duties, or in the performance of his duties exposes others to infection, the employee shall be placed on sick leave without privilege of reinstatement until adequate medical evidence is submitted that the employee is competent to perform his duties or will not subject others to infection. Any employee so examined shall have the right to submit the reports of a competent medical authority of his own selection, and at his own expense, in addition to the report submitted by the City physician. In the event of a conflict of opinion and/or recommendation of the two physicians, a third physician shall be selected by the first two physicians and the final decision shall be made by the City Manager based upon the medical evidence submitted to him. G. Sick Leave Payoff on Retirement or Death Upon retirement of an eligible employee, 90% of the employee’s unused accumulated sick leave shall be deposited into the City Retirement Health Savings Plan to be used for eligible medical expenses. The maximum number of hours that will be deposited is, for a 56-hour per 9 week employee 1,844 2,363 hours (90% of 2,160 2,625) or, for a 40-hour per week employee, 1,296 1,575 hours (90% of 1,'140 1,750). H. Accrued sick leave shall be valued for the purpose of Section G above for employees hired on or after June 30, 1974, Qnly on the following basis: 1. Sick leave earned on or after July 1 ,1974, shall be costed at the rate prevailing at the end of the fiscal year in which it was earned. 2. Sick leave taken shall be deducted from the oldest, lowest value accrued sick leave first, provided, however, when an employee takes sick leave, the employee shall receive for each day of sick leave one (1) day’s pay at the employee’s rate of pay in effect at the time of taking sick leave. For covered employees hired prior to June 30, 1974, sick leave shall be costed at the rate earned at retirement. I. Employees who have accrued three-hundred sixty (360) hours of sick leave (or 540 hours of sick leave for 56-hour per week employees), may convert each two (2) hours of accumulated sick leave to one (1) additional hour of vacation, providing that not more than eighty (80) hours (120 hours for 56 hour per week employees) of additional vacation days may be so converted in any one (1 ) fiscal year. J. Sick Leave Payoff Upon Layoff. In the event of a permanent or indefinite layoff, an employee with ten (10) years of contInuous service with the City shall be entitled to the above benefit. If such employee resigns after receiving official notification of his impending layoff, he shall be eligible for the above benefit. [Section 5. Emergency Leave. A. Any employee who is absent from work by reason of attendance upon members of the immediate family, whose incapacitation requires the care of such employee, or death in the immediate family of the employee, may be allowed emergency leave with pay not to exceed six (6) work days or three (3) 24-hour shifts per incident on the basis of one-half (1/2) work day for each month of regular employment, which is deducted from accumulated sick leave. Immediate family shall include and be limited to mother, father, brother, sister, spouse, child, current in- laws, and grandparents of any eligible employee of the City. B. For absences under this Section exceeding a total of three (3) working days for 40-hour per week employees and three (3) 24-hour shifts for 56-hour per week employees in any six- month (6 mo.) period, a physician’s certificate verifying the leave basis may be required by the City Manager or department head. C. All such cXaims for emergency leave are subject to verification by the City Manager. Section 6. Workers’ Compensation Injury on Duty. Employees covered by this Agreement shall be entitled to all rights provided under State Law. Section 7. Employee Disability Leave. A. This Section establishes a disability leave plan at seventy-five percent (75%) of the base salary for employees having more than one (1) year continuous service with the City and who 10 have exhausted all accumulated sick leave, vacation and compensatory time due to non- industrial illness or injury under the following eligibility schedule: Maximum Time Allowance (Workinq Hours) Years of Service Before Reimbursement 40 hr 56-hr Additional After Reimb 40-hr. 56-hr Total 40-hr 56-hr 1 through 5 240 6 through 10 360 Over 10 480 360 540 720 120 180 240 180 270 360 360 540 720 540 810 1080 B. Application for disability leave shall be made by the employee to the City Manager through the department head, accompanied by full medical justification from a physician chosen by the City at the direction of the City. Failure to submit to such an examination shall be a basis for terminating disability leave. If the City Manager approves the application, he shall notify the employee of such approval in writing. C. After the employee returns to work, the employee shall reimburse the City one-half (%) of the time used for such employee disability leave at a minimum rate of one-half (%) day of sick leave per month or may contribute vacation to accelerate employee's reimbursement to the City for providing the benefits under this Article. D. When the “maximum time allowance" has been reimbursed as set forth above, the employee shall be eligible to apply for additional disability leave on the basis of one (1) day’s leave for each half (1/,) day reimbursed to the City; provided that no employee shall receive more than the “total" set forth above for his length of service, during his entire employment with the City E. Disability leave shall not deprive an employee of his rights to vacation and sick leave accumulation during such leave. F. Grounds for termination of disability leave by the City Manager shall include, but not be limited to, the following reasons: 1. The employee has recovered from his illness or injury. 2. The leave is being used as a pre-retirement leave for purpose of postponing retirement or pension. 3. The disability leave was procured by fraud, misrepresentation or mistake. 4, The employee has not cooperated fully in supplying all information and submitting to any examInation requested by the City to determine the existence or continuing nature of the employee's disability. Section 8. Military Leave. Military Leave shall be granted in accordance with the provisions of state and/or federal law. All employees entitled to military leave shall give the 11 appointing power an opportunity, within the limits of military regulations to determine when such leave shall be taken. Section 9. Jury Duty. The City will not provide release time for jury duty to employees covered by this Agreement. If the State and/or Federal Court Jury Commissioners rescind their present policy of granting exemptions from jury service to persons who do not receive paid release time for jury duty from their employers, so as to require jury duty service despite the absence of such pay from their employer, then the City’s practice of providing paid leave time to employees for jury duty shall be reinstated immediately upon the effective date of such change for the applicable State and/or Federal Court. A. In the event that an employee is called for jury duty and wishes to serve, accrued vacation leave, compensatory time or a leave of absence without pay shall be granted subject to the scheduling requirements of the City. B. In the event that the court fully reimburses the City for the full salary of an employee on jury duty, the City will immediately reinstate the practice of providing paid release time to employees for jury duty. C. In the event that an employee is called for jury duty and the court does not excuse jury service based on the non-payment of salary by the employer, the City shall grant said employee paid release time for the required jury duty. Section 10. Executive Leave. The Assistant Fire Chief and Battalion Chiefs are eligible for one (1 ) day/shift of Executive Leave each four months. Leave time is not cumulative and time off is discretionary with Fire Chief approval).I ARTICLE IX FRINGE BENEFIT ADMINISTRATION Section 1. Administration. The City reserves the right to select the insurance carrier or administer any fringe benefit programs that exist during the term of this Memorandum of Understanding except dental insurance. Section 2. Selection and Funding. In the administration of the fringe benefit programs, the City shall have the right to select any insurance carrier or other method of providing coverage to fund the benefits included under the terms of this Memorandum of Understanding, provided that the benefits of the employees shall be no less than those in existence as of the implementation of this Agreement. Section 3. Changes, if, during the term of this Memorandum of Understanding, any change of insurance carrier or method of funding for any benefit provided hereunder occurs, the City shall meet with and discuss the matter prior to any change of insurance carrier or method of funding the coverage. ARTICLE X 12 HEALTH, DENTAL AND LIFE INSURANCE Section 1. Medical Insurance. The City shall continue to contribute to a medical benefit package for the employees at 100% of the premium specified by the carrier during the life of this Agreement. If an employee dies in the line of duty, the surviving spouse and eligible dependents shall be able to continue coverage by paying the appropriate premium. Effective November 1, 2000, the City agrees to add to the Kaiser Plan the benefit of eyeglass lenses every twenty-four months with a $70 frame allowance. Section 2. Employee Withdrawal from City Health Plans. The City agrees to permit an employee to withdraw from the City health plan as follows: 1.The employee is either enrolled in the Kaiser Plan, or 2. The employee had claims for the year prior to the open enrollment in an amount equal to or greater than the employee premium rate, and 3. The employee presents written proof that the employee is covered by another health plan, and 4 The employee notified the City during the open enrollment period. The City agrees that an employee who opts-out of the City provided medical insurance plan and whose medical insurance is through someone other than another City employee, shall receive $81.00 per month if the employee had “employee only” coverage, $162.00 per month if the employee had “employee plus one” coverage, or $229.00 per month if the employee had “family coverage”. The employee may elect to have the appropriate opt-out amount added to the employee's paycheck or to be applied to the City's deferred compensation plan. If an employee opts-out of a City provided medical insurance plan, but that employee’s medical insurance is through another City employee’s insurance plan, the withdrawing employee shall be compensated as follows: a) if the withdrawing employee is covered by a relative who is enrolled in the City Plan health insurance, the employee shall receive $81.00 per month, regardless of his or her level of coverage (single, two-party or family) prior to withdrawal; b) if the withdrawing employee is covered by a relative who is enrolled in the City’s Kaiser health plan, the withdrawing employee shall be paid accordIng to the following table: Employee A Single Single Single Emp + 1 Emp + 1 Emp + 2 or more Employee B Single Emp + 1 Emp + 2 Emp + 1 Emp + 2 or more Emp + 2 or more Opt out per month $ 81.00 81.00 81.00 162.00 162.00 229.00 13 Section 3. Dental Insurance. The City will continue to make a maximum contribution of $31.95 per month per employee for dental insurance coverage. Effective upon the execution of this agreement (benefit year 2007), the City agrees to increase the maximum benefit under the Delta Dental coverage from $1,000 to $2,000 for each enrollee per calendar year. The City agrees to absorb any increase in cost and the association agrees that the employee’s contribution will continue to be $31.95 per month. The City and Association agree that the City’s contribution amount will be capped at the amount equal to the premium to be effective July 1 , 2008 minus the employee contribution of $31.96. Section 4. Life Insurance. Assistant Fire Chiefs and Battalion Chiefs shall be provided with group term life insurance in an amount equal to the nearest $1,000 figure below full annual salary Section 5. Long-Term Disability Insurance (LTD). The City shall provide employees covered by this Agreement with group LTD insurance coverage. Section 6. Citywide Medical Committee - A Committee, consisting of one representative appointed from each Employee Association, will be created for the purpose of studying the City Medical plans with the goal of reducing the cost of the plans and developing improved retiree medical benefits. No changes to the existing health benefits will be made without written approval of both parties. ARTICLE XI i RETIREMENT Section 1. PERS Coverage. Employees covered by this Agreement participate in the Public Employees' Retirement System. Employee options are described in a contract between the City of Downey and the Public Employees’ Retirement System. Section 2. Employee’s PERS Contribution. 9% of base salary shall be applied to the employees’ contribution towards retirement. Section 3. Retiree Medical Annuity. An employee who retires from the City of Downey shall be entitled to participate in the City sponsored medical plans; for employees who retire after July 1, 1987, the City shall contribute up to a maximum of $98.00 per month toward the premium for employee only coverage under the City sponsored medical plans; and for employees who retire after July 1, 2002, the City shall contribute up to a maximum of $200.00 per month toward the premium for employee and dependents; and for employees who retire after July 1, 2003, the City shall contribute up to a maximum of $235.00 per month toward the premium for employee and dependent; and for employees who retire after July 1 , 2004, the City shall contribute up to a maximum of $270.00 per month toward the premium for employee and dependents provided: A. At the time of retirement the employee has a minimum of ten (10) years of service, or is granted a service-connected disability retirement; and B At the time of retirement the employee is employed by the City; and 14 C. Effective the day after official separation from the City the employee has been granted a retirement allowance by the California Public Employees' Retirement System. D. The City’s obligation to pay said monthly contributions shall be modified downward or cease during the lifetime of the retiree upon the happening of any one of the following: 1. During any period the retired employee is eligible to receive or receives health insurance coverage at the expense of another employer the payment will be suspended. "Another employer" as used herein means private employer or public employer or setf- employed or the employer of a spouse. As a condition of being eligible to receive the premium contribution set forth above, the City shall have the right to require any retiree to annually certify that the retiree is not receiving any such paid health insurance benefits from another employer. If it is later discovered that misrepresentation has occurred, the retiree will be responsible for reimbursement of those amounts inappropriately expended and the retiree's eligibility to receive benefits will cease. 2. If the retired employee becomes eligible to enroll, automatically or voluntarily, in Medical or Medicare, the City's plan shall provide secondary coverage only and the City's contribution rate set forth above shall be adjusted downward accordingly. 3. In the event the Federal government or State government mandates an employer funded health plan or program for retirees, or mandates that the City make contributions toward a health plan (either private or public plan) for retirees, the City’s contribution rate set forth above shall be first applied to that plan. If there is any excess, that excess may be applied toward the City medical plan as supplemental coverage provided the retired employee pays the balance owing for such coverage if any. 4. Upon the death of the retired employee, the monthly contributions shall cease. The surviving spouse shall be able to continue coverage by paying the appropriate prernlurn. It is understood and agreed that the annual amount contributed by the City to fund the Retiree Medical Annuity on behalf of the employees, shall be included as an item of compensation in total compensation survey comparisons. Section 4. 3% at age 50 Retirement Benefit. Effective July 23, 2001, the City shall amend the contract with the Public Employee’s Retirement System PERS) to implement the benefits of Government Code Section 21362.2, to provide the 3% at 50 retirement formula. Section 5. Optional PERS Plans. The City will agree to meet with the association to consider retirement payment options under the PERS plan should new options be established in the future (e.g. DROP plan) provided that such options are clearly cost neutral. ARTICLE XII TUITION REIMBURSEMENT 15 Section 1. Reimbursement Rates. With prior approval of the City Manager, employees may be reimbursed for tuition and books for courses taken to improve their value to the City. Tuition shall be reimbursed for courses as recommended by the department head with job related justification and approved by the City Manager, with quarterly reports to the City Council including the names of.individuals, their positions and the courses taken. Employees must receive a passing grade in order to be reimbursed for the course. Reimbursement shall be made at the rate of tuition charged at California State University at Los Angeles for courses on the quarter system, and California State University at Long Beach for courses on the semester system. The employee will be reimbursed for required books only. ARTICLE XIII PROBATIONARY PERIOD Section 1. Length of Probation/Extensions. An original appointment will be tentative and subject to a probationary period of not less than eighteen (18) months, except that the City Manager may extend the probationary period for a class up to an additional six (6) months or for a marginal employee for up to an additional three (3) months. The promotional appointment will be tentative and subject to a probationary period of not less than 12 months. Should the appointing authority desire to terminate any probationary employee, the appointing authority shall notify such employee not later than two (2) weeks prior to the end of the probationary period t Section 2. Process for RetentionfTermination. If the service of the probationary employee has been satisfactory to the appointing authority, then the appointing authority shall file with the personnel officer a merit rating including a statement, in writing, to such effect and stating that the retention of such employee in the service of the City is desired. In the case of an original appointment, if such a statement is not filed, the employee will be deemed to be unsatisfactory and his employment terminated at the expiration of the probationary period. In the case of a promotional appointment, the employee shall be reinstated to the position from which he was promoted. Section 3. First of the Month. All probationary periods shall extend to the first day of the month following the period of probation. ARTICLE XIV SENIORITY Section 1. Definition. Seniority is defined as the length of an employee’s continuous service within rank from his last date of promotion, and shall apply in the manner and to the extent set forth in the remainder of the Article. Section 2. Probationary Employees Excluded. Probationary employees shall have no seniority rights, but shall acquire seniority from his last date of hire upon completion of his probationary period. Section 3. Layoff and Recall. Seniority shall apply between employees in a rank for purposes of layoff and recall. 16 Section 4. Bumping Rights. An employee who is subject to layoff pursuant to this Section may exercise his seniority in the next lower rank within the Fire Department provided that the employee has satisfactorily held the same position in the rank in which the employee seeks to exercise seniority. The employee with the earliest promotion date to that rank will be considered to have seniority for that position. ARTICLE XV CITY RIGHTS Section 1. Management Rights. The City reserves, retains, and is vested with, solely and exclusively, all rights of management which have not been expressly abridged by specific provisions of the Memorandum of Understanding or by law to manage the City, as such rights existed prior to the execution of this Memorandum of Understanding. The rights of management, as they are not abridged by this Agreement or by law, shall include, but not be limited to, the following rights: A To manage the City generally and to determine the issues of policy. B. To determine the necessity and organization of any service or activity conducted by the City and expand or diminish services. C. To determine or change the nature, manner, means, and technology, types of equipment and extent of services to be provided to the public. D.To determine or change methods of financing. E. To determine and/or change the facilities and size of the work force by which the City operations are to be conducted. F. To determine and change the number of locations, relocations and types of operations, processes and materials to be used in carrying out all City functions. G. Establish and/or change work schedules and/or work assignments in accordance with this Agreement and existing departmental rules, regulations and procedures. H.To relieve employees from duties for lack of work or lack of funds. I. To establish and modify productivity and performance programs and standards and to require compliance therewith. J. To discharge, suspend, demote or otherwise discipline permanent non- probationary employees for proper cause. K. To hire, transfer, promote and demote employees for non-disciplinary reasons in accordance with this Memorandum of Understanding. L. To determine policies, procedures and standards for selection, training and promotion of employees. 17 M.To maintain order and efficiency in its facilities and operation, N. To establish and promulgate and/or modify rules and regulations to maintain order and safety in the City which are not in contravention with this Agreement. O. To take any and 'all necessary actions to carry out the mission of the Agency in emergencIes. Section 2. Impact of Management Rights. Except in emergencies, or where the City is required to make changes in its operations because of the requirements of law, whenever the exercise of management’s rights shall impact on employees of the bargaining unit, the City agrees to meet and confer with representatives of the Association regarding the impact of the exercise of such rights, unless the matter of the exercise of such rights is specifically provided for in this Memorandum of Understanding or in Personnel or Departmental Rules and Regulations and/or salary resolutions of the City which are incorporated by this reference in this Agreement Section 3. Health and Safety. The City shall not exercise any of the foregoing rights in an arbitrary, capricious or invidiously discriminatory manner as to injure the health and/or safety of the employees. ARTICLE XVI EMPLOYEE ORGANIZATION RIGHTS AND RESPONSIBILITIES [ Section 1. Dues Deductions. The City shall deduct dues on a regular basis from the pay of all employees in the classifications and positions recognized to be represented by the Association who voluntarily authorize such deduction, in writing, on a mutually agreed upon form to be provided for this purpose. The City shall remit such funds to the Association within thirty (30) days following their deduction. Section 2. Indemnification. The Association agrees to hold the City harmless and indemnify the City against any claims, causes of actions or lawsuits arising out of the deduction or transmittal of such funds to the Association, except the intentional failure of the City to transmit to the Association monies deducted for the employees pursuant to this Article. ARTICLE XVII NO STRIKE - NO LOCKOUT PROHIBITED CONDUCT Section 1. No Job Action. The Association, its officers, agents, representatives and/or members agree that during the term of this Agreement they will not cause or condone any strike, walkout, slowdown, sick-out, or any other job action by withholding or refusing to perform services Section 2. No Lockout. The City agrees that it shall not lockout its employees during the term of this Agreement. The term “lockout" is hereby defined so as not to include the 18 discharge, suspension, termination, layoff, failure to recall 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. Consequence for Prohibited Conduct. Any employee who participates in any conduct prohibited in Section 1 above shall be subject to termination by the City. Section 4. Suspension of Employee Organization Rights. In addition to any other lawful remedies or disciplinary actions available to the City, if the Association fails, in good faith, to perform all responsibilities listed below in Association Responsibility, Section 1, the City may suspend any and all of the rights and privileges, accorded to the Association under the Employee Relations Resolution in this Memorandum of Understanding including, but not limited to, suspension of recognition of the Association, grievance procedure, right of access, check-off, the use of the City’s bulletin boards and facilities. Section 5. Association Responsibility. In the event that the Association, its officers, agents, representatives, or members engage in any of the conduct prohibited in Section 1 above, the Association shall immediately instruct any persons engaging in such conduct that their conduct is in violation of this Memorandum of Understanding and unlawful, and they must immediately cease engaging in conduct prohibited in Section 1 above and return to work. Section 6. Hold Harmless. If the Association performs all of the responsibilities set forth in Section 1 above, its officers, agents, representatives or members shall not be liable for damages for prohibited conduct performed by employees who are covered by this Agreement in violation of Section 1 above. ARTICLE XVIII GRIEVANCE PROCEDURE Section 1. Grievance. Grievance shall be defined as a dispute between the Association, employee or employees and the City, regarding interpretation or application of specific provisions of this Memorandum of Understanding and departmental rules and regulations or as an appeal of a disciplinary action. Section 2. Conduct of the Grievance Procedure. An employee may request the assistance of another person of his own choosing in preparing and presenting his/her grievance at any level of review, or may be represented by a recognized employee organization or may represent himse Xf/herself. A. Any retroactivity on monetary grievances shall be limited to ninety (90) days prior to the date that the grievance was filed, in writing, except in cases where it was impossible for the employee to have had prior knowledge of an accounting error. B. All time limits specified may be extended to a definite date by mutual agreement of the employee or his Association representative, and the decision-making Management representative involved at each step of the grievance procedure. Such mutual agreement shall be evidenced in writing and signed by the employee or Association representative and management representative. 19 f Section 3. Grievance Steps. Grievance procedure shall provide for the following steps Step One. Informal Procedure. An employee must first attempt to resolve a grievance without delay through discussion with a supervisor on an informal basis. The grievance shall begin at the level of supervision that ultimately took the action that resulted in the grievance. If, after such discussion, the employee does not believe the problem has been satisfactorily resolved, he/she shall have the right and obligation to discuss it with his/her supervisor’s immediate superior, if any, and through the chain of command to the Fire Chief if necessary. Every effort shall be made to find an acceptable solution by these informal means at the most immediate level of supervision. At no time may an informal process go beyond the Fire Chief. In order that this informal procedure may be responsive, all parties involved shall expedite this process. In no case may more than fourteen (14) calendar days elapse from the date of the alleged incident or action giving use to the grievance or fourteen (14) calendar days from the date the employee should have reasonably known about the alleged incident and the first meeting with the supervisor discussed in this section. The employee shall have up to seven (7) additional days for each level of supervision; however, the time shall not be cumulative. Failure to meet any of these time lines shall mean that the grievance shall be barred and waived. Appeals of disciplinary action begin one level of supervision above the supervisor taking the disciplinary action. Terminations are appealed directly to the Personnel Advisory Board (Step Four). (Step Two. Formal Procedure. If the grievance is not resolved through the informal process and the employee has complied with all time limits, then the employee shall have the right to file the grievance in written form and present it to the Fire Chief within ten (10) calendar days from the decision or completion of the informal process. The written grievance shall state all facts plus the specifics of the alleged dispute. Failure of the employee to take action within the time limit set forth above will constitute termination of the grievance. The Fire Chief shall review the written material submitted by the employee and may require the employee’s supervisor and/or superior officers to submit written material regarding this grievance. Copies of these materials will be given to the employee prior to meeting with the Fire Chief. The department head shall render a decision and comments in writing which shall be given to the employee within ten (10) calendar days of the meeting between the employee and the department head. Step Three. Employee Relations - Personnel Director. If the grievance is not resolved in Step Two, the employee may, within ten (10) calendar days present the grievance in writing to the Employee Relations/ Personnel Director for processing. Failure of the employee to take this action will constitute termination of the grievance. In the event the employee is not being represented by a recognized employee organization, the Employee Relations/Personnel Director shall forward the grievance to the designated management representative who shall attempt to resolve the grievance with the employee. If the employee is being represented by a recognized employee organization, the Employee Relations/Personnel Director shall convene a joint meeting of the recognized employee organization and management representative who shall attempt to resolve the grievance. In the event the grievance is not satisfactorily adjustedf 20 or settled through discussion at this level, both parties shall advise each other, in writing, as to their respective positions. Step Four. Grievance Hearing. If the grievance is not resolved in Step Three, the employee may, within ten (10) calendar days of the receipt of the written position from management representatives, present a “request for hearing” in writing to the Personnel Director. Failure of the employee to take this action will constitute termination of the grievance. With the approval of the Personnel Advisory Board, the Personnel Director shall request from the State Mediation and Conciliation Service, or mutually agreed upon alternative organization, a list of seven (7) neutral hearing officers. In the event that the parties cannot agree upon a mutually acceptable hearing officer from the list of seven, the parties shall alternately strike names from the list, with the City striking the first name. The identity of the last remaining individual on the list will be selected as the hearing officer The hearing officer shall preside over a full and fair evidentiary hearing and, within thirty (30) calendar days of its conclusion, render a written decision that includes findings of fact and a recommendation to the City Manager. That decision shall be served jointly upon the grieving party and the City Manager Step Five. City Manager’s Decision. Within thirty (30) calendar days of receipt of the decision of the hearing officer, the City Manager shall, in writing, adopt, modify or reject that decision. The decision of the City Manager shall be the final administrative decision. ARTICLE XIX MISCELLANEOUS Section 1. Third Party Legal Actions Against Assistant Fire Chiefs and Battalion Chiefs. If a determination is made by the department that the employee involved has met the condition that the action given rise to the legal proceeding was taken by the employee during the course and scope of the employee’s employment, without malice and in the apparent best interest of the City, then the City shall afford legal representation to the employee in any civil or criminal process Section 2. Substance Abuse Policy. The City of Downey and the Association have a vital interest in maintaining safe, healthful and efficient working conditions. Being under the influence of a drug or alcohol on the job may pose serious safety and health risks not only to the user but to co-workers and the citizens of Downey. The possession, use or sale of an illegal drug or of alcohol on the job also poses unacceptable risks for safe, healthful and efficient operations. “On the job" means while on City premises, at work locations, or while on duty or being compensated on an “on call status.” The City of Downey and the Association recognize that their future is dependent on the physical and psychological well being of all employees. The City and the Association mutually acknowledge that a drug and alcohol-free work environment benefits Downey's employees and citizens The purpose of this section is to define the City’s drug and alcohol policy as well as the possible consequences of policy violation. 21 A. Possession, sale, use or being under the influence of drugs or alcohol while on the job is strictly prohibited. This prohibition shall not apply to legitimate undercover activities of Officers that are undertaken in accordance with the direction of the Police Department. B. When reasonable' suspicion exists, the City may require an employee to submit to a medical examination, including, but not limited to, a substance screening. Substance screening means the testing of urine or other body fluids as reasonably deemed necessary by a physician to determine whether an employee has a restricted substance in their system. 1. Reasonable suspicion is cause based upon objective facts sufficient to lead a reasonably prudent supervisor to suspect that an employee is under the influence of drugs or alcohol so that the employee’s ability to perform the functions of the job is impaired or so that the employee’s ability to perform his/her job safely is reduced C. Any manager or supervisor requesting an employee to submit to a substance screening shall document in writing the facts constituting reasonable suspicion and shall give the employee a copy. The employee shall be given an opportunity to provide additional facts. An employee who is then ordered to submit to a substance abuse screening may request to be represented. Because time is of the essence in drug screening, a representative must be available within a reasonable time or the employee will then be ordered to submit to substance screening. An employee who refuses to submit to a substance screening may be considered insubordinate and shall be subject to disciplinary action up to and including termination. i D. The supervisor, or designee, shall transport the suspected employee to the testing facility. Testing shall occur on City time and be paid for by the City. Employee urine samples, or other body fluids, will be collected in a DOX Security Container System or other system which includes methods or mechanisms designed to assure the integrity of the sample. The facility used for testing shall be certified by the National Institute on Drug Abuse and comply with established guidelines for “chain of custody" to insure that identity and integrity of the sample is preserved throughout the collecting, shipping, testing and storage process. E. Any positive test for alcohol or drugs will be confirmed by a scientifically sound method. An employee who tests positive on a confirmatory test will be given the opportunity to discuss the results with a physician to be designated by the City. The employee should be prepared at that time to show proof of any valid medical prescription for any detected substance or to otherwise explain, if he or she so chooses, a positive test result. F. While use of medically prescribed medications and drugs is not per se a violation of this policy, this policy shall establish that no employee shall operate a City vehicle or dangerous machinery or equipment while taking any kind of medication or drugs which are clearly marked that they may cause significant drowsiness or impair an employee’s performance. An employee shall notify his/her supervisor, before beginning work, when taking such medications or drugs. In the event there is a question regarding an employee’s ability to safely and effectively perform assigned duties while using such medications or drugs, clearance from a physician designated by the City may be required. The City reserves the right to send an employee home on sick leave under these circumstances. ( G. Employees with substance abuse problems are encouraged to participate voluntarily in the City-sponsored Employee Assistance Program (EAP). Assistance through the 22 EAP may be sought by an employee with complete confidentiality and without adverse consequences to his/her employment. Employees should be aware, however, that a request for assistance through the EAP will not insulate the employee from disciplinary action already contemplated. Depending upon the facts surrounding the reasonable suspicion determination, positive test result, and/or other violation of this policy or other City/department rules and regulations, the City may refer an employee to the EAP. Such referral could, at the discretion of the City, be made available to the employee as an alternative to disciplinary action. Referral would be subject to agreement by the employee to enroll, participate in and successfully complete a rehabilitation/counseling program and other terms and conditions in a “Last Chance Agreement.” An example of the type of terms and conditions the City may require is included in Attachments 1 and II 1. It is the City’s intent to use the EAP option for first offenders except the City reserves the right to discipline for those offenses which are a significant violation of City/department rules and regulations or where violation did or could have resulted in serious injury or property damage. ARTICLE XX SOLE AND ENTIRE MEMORANDUM OF UNDERSTANDING Section 1. Sole Source. It is the intent of the parties hereto that the provisions of this Memorandum of Understanding shall supercede all prior agreements and memorandums of understanding, or memorandums of agreement, or contrary salary and/or personnel resolutions and ordinances of the City, oral or written, expressed or implied, agreements between the parties or understandings between the parties, and shall govern their entire relationship and shall be the sole source of any and all rights which may be asserted hereunder. This Memorandum of Understanding is not intended to conflict with Federal or State Law or City Charter Section 2. Inclusion of Other Rules and Regulations. Notwithstanding the provisions of Section 1 above, there exists within the City of Downey, certain personnel resolutions, ordinances, and departmental rules, regulations and procedures. To the extent that this Memorandum does not specifically contravene provisions of these personnel resolutions, ordinances, and departmental rules, regulations and procedures; these personnel resolutions, ordinances, and departmental rules, regulations and procedures are specifically incorporated herein ARTICLE XXI WAIVER OF BARGAINING DURING TERM OF THIS AGREEMENT During the term of this Memorandum of Understanding, the parties mutually agree that they will not seek to negotiate or bargain with regard to wages, hours, and terms and conditions of employment, whether or not covered by this Memorandum or in the negotiations leading thereto and irrespective of whether or not such matters were discussed or were within the contemplation of the parties hereto during the negotiations leading to this Memorandum. Regardless of the waiver contained in this Article, the parties may, however, by mutual 23 ( agreement, in writing, agree to meet and confer about any matters during the term of this Memorandum. ARTICLE XXII EMERGENCY WAIVER PROVISION In the event of circumstances beyond the control of the City, such as acts of God, fire, flood, insurrection, civil disorder, national emergency, or similar circumstances, provisions of this Memorandum of Understanding or the Personnel Rules or Resolutions of the City, which restrict the City’s ability to respond to these emergencies, shall be suspended for the duration of such emergency. After the emergency is over, the Association shall have the right to meet and confer with the City regarding the impact on employees of the suspension of these provisions in the Memorandum of Understanding and any Personnel Rules and policies. ARTICLE XXIII SEPARABILITY Should any provision of this Memorandum of Understanding be found to be inoperative, void, or invalid by a court of competent jurisdiction, all other provisions of this Memorandum of Understanding shall remain in full force and effect for the duration of this Memorandum of Understanding. ARTICLE XXIV TERM OF MEMORANDUM OF UNDERSTANDING The term of this Memorandum of Understanding shall commence on July 1, 2006, and shall continue in full force and effect until June 30, 2010. ARTICLE XXV RATIFICATION AND EXECUTION The City and the Association acknowledge that this Agreement shall not be in full force and effect until ratified by the Association and adopted by the City Council of the City of Downey. Subject to the foregoing, this Agreement is hereby executed by the authorized representatives of the City and the Association and entered into this day of 2007 CITY OF DOWNEY:THE DOWNEY FIRE MANAGEMENT ASSOCIATION: By: Lee Powell, Assistant City Manager By: Chuck Seely, Fire Battalion Chief 24 By: Irma Youssefieh, Human Resources Director By: Mark Sauter, Fire Chief By: Mark Gillaspie, Fire Battalion Chief By: Dave Simmons, Fire Battalion Chief By: Jeff Turner, Assistant Fire Chief 25 EXHIBIT A CLASSIFICATIONS REPRESENTED BY THE DOWNEY FIRE MANAGEMENT ASSOCIATION FIRE BATTALION CHIEF ASSISTANT FIRE CHIEF (Assignment) FIRE MARSHALL 26