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Home My WebLink AboutReso 1980-10182 RESOLUTION NO. 10182 RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CHULA VISTA APPROVING THAT CERTAIN MEMORANDUM OF UNDER- STANDING CONCERNING WAGES AND OTHER TERMS AND CONDITIONS OF EMPLOYMENT BETWEEN THE CITY OF CHULA VISTA AND THE CHULA VISTA EMPLOYEES ASSOCIATION FOR FISCAL YEAR 1980-81 The City Council of the City of Chula Vista does hereby resolve as follows: WHEREAS, the Management Negotiation Team representing the City Manager of the City of Chula Vista, acting for and on behalf of the City Council of the City of Chula Vista, have hereto- fore met and conferred with the Chula Vista Employees Association, an organization representing certain members of classified employees in the City of Chula Vista, in accordance with the provisions of Section 3500 et seq. of the Government Code of the State of California, and WHEREAS, the Memorandum of Understanding jointly pre- pared by said parties as a result of meeting and conferring in good faith has been presented to the City Council and is contained in Exhibit "A", attached hereto and incorporated herein by refer- ence as if set forth in full. NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Chula Vista does hereby approve and accept said Memo- randum of Understanding as contained in Exhibit "A" for fiscal year 1980-81. Presented by /. ..??; //'.,.....-./ -.,/ ~~' ;~~_/G. Lane F. Cole, City Manager Approved as to form by ~~ (/'-'j/~\~ /~ ' /' I / /' _\,...;,--<~ ,,-" / / ' __ i ~5);:~./ /L/ '------- CC/i/~v-r/C/ i-c? / d (-~ GeorgEf"D. Lindberg, City At torney ADOPTED AND APPROVED BY THE CITY COUNCIL OF THE CITY OF CHULA VISTA, CALIFORNIA, this 10th day of July 19'( 0 , by the following vote, to-wit: AYES: Councilmen Gillow, Hyde, Cox, McCandliss, Scott NAYES: Councilmen None ABSTAIN: Councilmen None ABSENT: Councilmen None fA)~ ~(~ Mayor of the City of Chula Vista ()'~i ,~ ~U -,,~ Deputy City Clerk STATE OF CALIFORNIA COUNTY OF SAN DIEGO CITY OF CHULA VISTA ) ) ) ss. I~ JANE A. DIEDRICHS~ DEPUTY CITY CLERK of the City of Chula Vista~ California~ DO HEREBY CERTIFY that the above and foregoing is a full~ true and correct copy of RESOLUTION NO. 10182 and that the same has not been amended or repealed. DATED Deputy City Clerk (SEAL) :C-660 (a) I(){~Z- .. () <' MEMORANDUM OF UNDERSTANDING CONCERNING WAGES AND OTHER TERMS AND CONDITIONS OF EMPLOYMENT BETWEEN THE CITY OF CHULA VISTA AND THE CHULA VISTA EMPLOYEES ASSOCIATION FOR FISCAL YEAR 1980-81 1. 01 PREAMBLE 1.02 RECOGNITION 1.03 CITY RIGHTS 1.04 CVEA RIGHTS 2.01 2.02 2.03 2.04 2.05 2.06 2.07 2.08 2.09 2.10 2.11 2.12 2.13 2.14 2.15 2.16 2.17 2.).8 2.19 2.20 ~vAGES SHIFT DIFFERENTIALS PROTECTIVE CLOTHING AND TOOL ALLOWANCE MILEAGE REIMBURSEMENT TUITION REIMBURSEMENT WORK WEEK OVERTIME CALL BACK STANDBY BI LINGUAL PAY HEALTH AND WELFARE RETIREMENT HOLIDAYS VACATION AND SICK LEAVE LEAVE OF ABSENCE MILITARY LEAVE JURY DUTY DEFERRED COMPENSATION INCENTIVE BONUS PROGRAM UNIFORMS 3.01 PROHIBITED PRACTICES 3.02 TERM AND EFFECT OF MEMORAND~1 OF UNDERSTANDING 3.03 SAVINGS CLAUSE ~- //)I?~ (' '1. 01 PREA11BLE This Memorandum of Understanding is entered into by the City Manager of the the City of Chula Vista, hereinafter referred to as "City", and the Chula Vista Employees Association, hereinafter referred to as CVEA". 1.02 RECOGNITION The City recognizes CVEA as representative for the employees in the City of Chula Vista who are employed in the following classifications: Accoun tan t Account Clerk Administrative Aid Administrative Analyst I Administrative Analyst II Animal Control Officer Aquatic Coordinator Assistant Planner Associate Planner Building/Housing Inspector I Building Inspector II Business License Inspector Business Office Manager Clerk I Clerk II Clerk III Communications Operator Communications Technician Community Service Officer Compu~er Operator Computer Programmer Computer Programmer/Operator Construction Specialist I Construction Specialist II Custodian Engineering Aid Engineering Technician I Engineering Technician II Engineering Technician III Equipment Mechanic Equipment Mechanic Helper Equipment Operator Evidence Technician Fire Inspector Housing Inspector II Housing Rehabilitation Specialist Junior Accountant Junior Buyer Junior Planner I O(t ~- , (,' Kennel Attendant Key Punch Operator Landscape Architect Landscape Planner Librarian Library Page Senior Lifeguard Library Technician Maintenance Gardener I Maintenance Gardener II Maintenance Worker I Maintenance Worker II Offset Duplicating Operator I Offset Duplicating Operator II Park Maintenance Supervisor I Park Warden Parking Control Officer Parking Meter Attendant Plan Checker I Planning Technician I Planning Technician II Planning Technician III Pool Manager Programmer/Analyst Property Clerk Public Works Supervisor I Pump Maintenance Mechanic Recreation Supervisor Secretary I Secretary II S~nior Account Clerk Senior Animal Control Officer Senior Communications Technician Senior Equipment Mechanic Senior Librarian Senior Maintenance Gardener Senior Maintenance Worker Senior Recreation Leader Senior Pump Maintenance Mechanic Senior Tree Trimmer Storekeeper Supervising Custodian Survey Party Chief Traffic Devices Helper Traffic Devices Technician Traffic Painter 'I'ree Trimmer We Ide r" I h'elder II Youth Counselor Zoning Enforcement Officer (Q I ~ <- (' 1.03 CITY RIGHTS Nothing contained herein shall be construed to restrict any legal or inherent exclusive City rights with respect to matters of legis- lative or managerial policy. The exclusive rights of the City shall include, but not be limited to, the right to: Establish, plan for, and direct the work force toward the organizational goals of the City government. Determine the organization, and the merits, necessity and level of activity or service provided to the public. Determine the City budget. Establish, regulate and administer a merit or civil service system which provides for all types of personnel transactions, including, but not limited to, determining the procedures and standards for the hiring, promotion, transfer, assignment, layoff, retention, and classifi- cation of positions in accordance with the City Charter, Civil Service Rules, and established personnel practices. Discipline or discharge employees. Determine the methods, means, numbers, and kinds of personnel, and the job or position content required to accomplish the objectives and goals of the City. Subcontract out various services currently performed by City work force when such actions will result in cost savings to the City. Effect a reduction in authorized positions. Take actions necessary to carry out the mission of the City in emergencies and in other situations of unusual or temporary circumstances. Continue to exercise efficient and productive management practices consistent with Federal and State laws and in compliance with the City Charter and City ordinances. 1.04 CVEA RIGHTS I. Authorized representatives of the CVEA may be allowed reasonable access to unit employees during working hours for the purpose of consulting regarding the employer- employee relationship, provided that the work operation and service to the public are not impaired and the ! ot 't c .' authorized representatives shall have given advance notice to, and been granted authorization by, the department head or his designated representative when contacting unit employees during the duty period of the employees. The department head or his designee shall determine the appropriate time for such access. II. The Association may be granted use of City facilities by the appropriate appointing authority for meetings com- posed of unit employees, provided such meetings are held outside regularly scheduled working hours for the group which is meeting, and provided space can be made available without interfering with the City needs. III. A reasonable amount of space shall be provided to the Association on City bulletin boards for legitimate com- munications with members. Copies of such communications shall be furnished to the City Manager's Office. IV. The City of Chula Vista will bill CVEA $.05 per member per pay period for the actual costs incurred for dues deduction on behalf of CVEA. 2.01 WAGES I. Effective the first pay period commencing in July 1980, (July 11, 1980) classifications represented by CVEA will be granted a salary increase of eight and one half percent (8.5%) II. Al~ other payroll and wage changes, SJch as merit increases, shall be made effective at the beginning of the regular pay period closest to the date of change. III. Distribution of paychecks shall be done only on regular paydays with the following exceptions: (a) employees whose names appear on the "early list" maintained by the Finance Department may receive their checks on Thursday due to the uniqueness of their normal work schedule; and (b) in an emergency, employees may receive their check on a day other than a regular payday if a memo is directed from the Department Head to the Finance Officer justifying the request. IV. All classifications represented by CVEA may receive a maximum of two weeks vacation pay in advance. Vacation pay in advance will be made on a regular payday provided the employee notifies the Finance Department ten working days prior to the payday on which payment is desired. (Ot ~2/ , 2.02 SHIFT DIFFERENTIALS I. In addition to his/her regular salary, unit employees shall receive extra compensation of $25.00 per biweekly pay period under the following conditions: (A) hlhen scheduled to work a majority of his/her shift after 5:00 p.m. or before 8:00 a.m. for a majority of a pay period. (B) ~~en regularly scheduled daily work shifts are regularly split by two or more consecutive hours for a majority of a pay period. (C) When regularly scheduled shifts result in split weekend shifts which do not allow for two consecutive days off. (D) For an approved long-term work schedule of regular rotation through all work shifts in a twenty-four hour operational activity. II. A night shift differential shall not be paid for standby duty. Occupations in the professional fields are not eligible for shift differentials. 2.03 PROTECTIVE CLOTHING AND TOOL ALLOWANCE I. Protective Clothing Protective clothing will be available for use to all employees where required by the City. II. Tool Allowance Employees in the classifications of Equipment Mechanic, Equipment Mechanic Helper, and Senior Equipment Mechanic are eligible to receive reimbursement for initial purchase or replacement of approved tools up to an average of $135 per fiscal year per employee. Reimbursement for such tools shall only be made for tools directly determined to be related to the employee's job responsibilities by the Equipment Maintenance Superintendent. Employees must receive prior approval of the Equipment Maintenance Super- intendent before making purchases of tools and equipment deemed necessary. All tools purchased under this provision become the sole property of the employee. Based on this concept, it is possible that one employee may receive $150 and another $120, depending on individual need. 10 I f 7- t' 2.04 MILEAGE REIMBURSEMENT Employees in this unit shall be subject to the City's mileage reimbursement program when required to use their private auto- mobile for authorized City business. 26c per mile - firs t 200 miles 24<: per mile - next 300 miles 22<: per mile - over 500 miles 2.05 TUITION REIMBURSEMENT Employees shall be reimbursed for up to $100 per individual per fiscal year for the cost of tuition and books for courses directly related to the employee's job responsibilities. Employees must obtain approval of the department head and the Training Advisory Committee prior to enrollment in the desired course. 2.06 WORK WEEK The normal work week shall consist of 80 hours during each 14 calendar days coinciding with the City pay period. 2.07 OVERTIME I. Definition - Whenever an employee is ordered, because of an emergency or in the interest of the efficiency of his/her department, to render overtime service beyond the normal work week delineated for his/her classi- fication, he/she shall be granted compensatory time or overtime pay at the rate of one and one half times his/her regular hourly rate or one and one half times the number of hours worked, in accordance with this section. Such overtime work shall be only at the direction of, and first approved by, the employee's immediate supervisor. Compensatory overtime may not be accrued to an employee's credit for any time in excess of forty hours. Such compensatory time for overtime shall be approved by the employee's supervisor in advance and a record of same shall be maintained in the same manner as overtime pay, and its utilization shall be recorded on the biweekly pay records. II. Administration of Overtime (A) Employees who are held over their normal daily work shift because of an emergency shall be paid or receive compensatory time at one and one half times the basic rate of pay for the hours worked in excess of one half hour. Time worked over the scheduled shift that is less than one half hour shall be paid, or compensatory time provided, at the employee's regular hourly rate or accum- ulated at regular time, and may not be accumulated day to day for overtime or compensatory purposes. IO/~C---' ~' (B) Employees required to work over 15 minutes beyond their regular shift for reasons not included in (A) above shall be paid or receive compensatory time of at least one hour minimum at one and one half times the basic rate of pay, or the hours actually worked. Time worked over the scheduled shift that is less than 15 minutes shall be disregarded and may not be accumulated for payor compensatory purposes. 2.08 CALLBACK Whenever an employee is called back to work after he/she has left his/her work site and is required to return to work before the scheduled start of the next shift, he/she will receive a $20 bonus in addition to actual overtime worked. However; the callback bonus will only apply when the employee has not been notified of the callback prior to leaving the worksi tee 2.09 STANDBY I. Definition - Standby duty is defined as that period of time assigned by the appointing authority, in addition to the employee's normal work week assignment, during which said employee must remain where he/she can at all times be contacted by telephone, ready for immediate callback to his/her department to perform an essential service. Employees assigned to standby duty are subject to the provisions of Section 2.07. II. Application - In addition to his/her regular salary, an employee shall be compensated at the rate of $45 add i- ti9nal pay for each full biweekly pay period while assigned to standby duties. 2.10 BILINGUAL PAY Those employees who, upon recommendation of the department head, approval of the Personnel Department and City Manager, and suc- cessful completion of a Bilingual Performance Evaluation, are regularly required to use their bilingual skills in the per- formance of their duties will receive $25 a month in addition to their regular pay. 2.11 HEALTH AND WELFARE I. Hospital/Medical Care Benefits - The City will pay the premiums for the designated Travelers Comprehensive Medical Expense Benefit Plan for each eligible employee or contribute a like amount to an approved Kaiser Plan with the employee paying any excess. II. Life InsuLance - The City agrees to contribute the amount necessary to provide each eligible employee with $3,000 group term life insurance. !Ol ~Z-/ III. Long-Term Disability - The City agrees to contrubute the amount necessary to provide long term disability pro- tection for each employee represented by CVEA in accordance with the following: The plan will include a sixty (60) day waiting period, a maximum benefit of 60% of salary up to $2,500/month, and is subject to the provisions of existing applicable insurance and retirement plans. 2.12 RETIREMENT The City shall continue to contract for the 2% at 60 retirement for miscellaneous employees as provided for under the Public Employees Retirement System. 2.13 HOLIDAYS I. Hard Holidays - During the term of this agreement, the recognized holidays that City offices will be closed are: Independence Day Labor Day Thanksg i ving Ch r i s trnas New Year's Day Hemorial Day July 4,1980 September 1, 1980 November 27, 1980 December 25, 1980 January 1, 1981 May 2 5 , 1 9 81 (A) Holiday Pay - Employees shall receive eight (8) hODrs pay at their regular hourly rate for each hard holiday payable during the pay period in which the regular holiday occurs. (B) Holiday !"Jorked - In those cases where an employee is required to render service on New Year's Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day, or Christmas Day, said employee shall be granted compensation for such overtime at one and one half times his/her regular hourly rate. II. Floating Holidays (A) Amount - Effective the first pay period in July 1980, employees shall be credited with forty (40) hours floating holiday each for Lincoln's Birthday, Hash- ington's Birthday, Admission Day, Columbus Day, and VeteLans Day. Employees may take floating holiday time at theiL discretion, subject to staffing needs and with the approval of their department head. I Ot f ~ (8) Floating Holiday Use - If an employee uses floating holiday time before the holiday passes and sUbsequently leaves the City service, he/she will be charged for such time. If an employee does not use his floating holiday time before June 30 of a fiscal year, he/she will lose such time. The smallest unit of time chargeable to floating holiday time is one half hour. 2.14 VACATION AND SICK LEAVE I. Definition - For the purpose of this section, the following definitions shall apply: (A) "Continuous service" means City service unin- terrupted by separation. (B) "Intennittent service" means City service interrupted by separation. (C) "Time worked" includes actual time worked, holidays with pay, and leave of absence without pay (not to exceed one year) for which Workers Compensation is paid. It shall also include Saturdays, Sundays, or other regular days off which are immediately preceded or immediately followed by another time worked. (D) "Active service" includes time worked, leave of absence without pay not to exceed 14 calendar days and leave of absence not to exceed one year for which Workers Compensation is paid. II. Vacation (A) Vacation Accrual - Continuous service: Each em- ployee paid at a biweekly rate who has had continuous full-time active service throughout the year previous to that in which the vacation is requested shall be entitled to an annual vacation with pay. The following provisions shall apply: (1) Employees will accrue 10 working days during the first year of service. This benefit will be accumulated at the rate of 3.07 working hours for each full biweekly pay period of service performed. Eligibility to apply for accrued vacation will be effective on the employee's one year anniversary date. (2) Employees will accrue and be eligible to receive 10 working days annually (cumulative to a total leave balance of 20 working days) during the second through fourth year of service. This benefit will be accum- ulated at the rate of 3.07 working hours for each full biweekly pay period of service performed. !ot S 2- (3) Employees will accrue and be eligible to receive 15 working days annually (cumulative to a total leave balance of 30 working days) during the fifth through fifteenth year of service. The benefits will be accum- ulated at the rate of 4.60 working hours for each full biweekly pay period of service performed. (4) Employees will accrue and be eligible to receive 20 working days annually (cumulative to a total leave balance of 40 working days) during the sixteenth and succeeding year of service. This benefit will be accum- ulated at the rate of 6.14 working hours for each full biweekly pay period of service performed~ Maximum Vacation Accrual - At no time may an employee have more than two years of vacation leave accumulated. No credits shall be accrued above this limit and any time in excess of the two year limitation will be lost. (8) Each employee who has had continuous part-time active service of 1040 hours or more throughout the year previous to that in which vacation is requested shall be entitled in each year to an annual vacation with pay. The number of working days of such annual vacation shall be computed on the basis set forth in Section (A) (1) and shall be in the proportion that such part-time employment bears to full-time employment. Each employee who has completed twelve months continuous part-time active se~vice of 1040 hours or more, but who has not had continuous part-time active service through- out the year previous to that in which vacation is requested, shall be entitled to a vacation with pay. The number of working days of such vacation shall be computed on the basis set forth in Section (A) (1) and shall be in the proportion that such part-time employment bears to full-time employment. (C) Payment Upon Separation - At the time an employee who has served continuously for at least twelve months is separated from the City service, whether voluntarily or involuntarily, he/she shall be granted all of the unused vacation to which he/she is entitled based upon his/her active service in prior years, and in addition, he/she shall be granted vacation based upon the length of his/her active service during the year in which the separation occurs and computed on the basis set forth in Section (A) (1). Where the total allowance ends with a fraction of a day, the vacation shall be computed to the nearest whole day, one half day being computed to the next whole day. IO(~ ~ (D) Intermittent Service - After twelve months subse- quent to the date of first employment by the City, each employee who has served intermittently shall be entitled in each year to vacation computed in the manner set forth in Section (A) (1), provided that such employee shall have worked at least 180 days in the preceding year before he/she shall become eligible for such vaca- tion. To receive vacation for intermittent service, the employee must work for the City during the year in which vacation is due, and while so working, must submit the proper request for vacation to the department or depart- ments in which it was earned. Accumulative vacation privileges shall not be allowed for ~ntermittent service. (E) Vacation Use - Vacation leave balances shall be reduced for actual time not worked to the nearest quarter hour for reasons allowable under this section. Absence may not be charged to vacation not already accumulated. III. Sick Leave (A) Accumulated paid sick leave credit is to be used for the sole purpose of protecting the employee's wages in the event absence is made necessary because of dis- ability injury or illness of the employee or members of his/her immediate family. (8) Sick Leave Accrual - Computation of sick leave: Sick leave with pay is cumulative at the rate of 3.68 working hours for each biweekly pay period of service, 96 hours annually, beginning at the time of full-time probationary employment. A person who has held a position with temporary or interim status and is ap- pointed to a position with probationary status, without a break in service, may have such time credited to sick leave upon the recommendation of the department head and Director of Personnel, and the approval of the City Manager. (C) Maximum Sick Leave Accumulation - Unused sick leave may be accumulated in an unlimited amount. (D) Sick Leave Use - Sick leave balances shall be reduced for actual time not worked to the nearest quarter hour- for reasons allowable under this section. Absence for illness may not be charged to sick leave not already accumulated. tOl ~ L E) Sick Leave Verification - The City may, in its dis- cretion, require a doctor's certificate and/or a personal sworn affidavit verifying the nature, severity and cause of the disabling injury or illness of the employee in order to determine eligibility for sick leave. If an employee is to be required to furnish a doctor's certificate, the employee shall be notified by his/her supervisor that a doctor's certificate shall be required when the employee notifies the City that he/she will be absent by reason of illness or disability. (F) Bereavement Leave - When an employee with permanent status is compelled to be absent from work because of the death of an immediate family member,. an immediate family member of the employee's spouse, or any other person defined by the Internal Revenue Service as a dependent, and after such employee makes written request and receives written approval from the department head, such employee may be allowed the privilege to be absent from work with full pay up to three (3) days, plus reasonable travel time. Travel time will be the actual time used not to exceed five (5) calendar days. Paid leave of absence for family death shall be charged to sick leave. (G) Sick Leave Reimbursement - (1) Employees using four (4) days of sick leave, or less, during the fiscal year, shall have the option of converting twenty-five percent (25%) of their remaining yearly sick leave to pay. (2) Pay shall be computed based on the following schedule and all computations shall be rounded to the nearest whole hour: Remaining Yearly Sick Leave Pay Option (25%) 12 days 3 days 11 days 2 days, 6 hrs. 10 days 2 days, 4 hrs. 9 days 2 days, 2 hrs. 8 days 2 days 7 days or less 0 (3) If the pay option 1S selected, the paid sick leave hours shall be subtracted from the employee's accumu- lated yearly sick leave balance. The remaining sick leave hours shall be carried over and accumulated. (Example: Employee uses 4 days sick leave. He/she then elects to receive pay for 25% of remaining days, or 2 days. The 2 days are subtracted from his/her remaining yearly sick leave and the other 6 days are added to the employee's accumulated sick leave balance.) to( g L (4) Payment will be made during the month of July of each year. Pay will be computed based on the employee's salary step on June 30. (5) Payment will be made to an employee hired during the fiscal year provided he/she is on the payroll June 30. Permanent employees who retire during the fiscal year will be compensated under this plan based upon their formal retirement date. Prorated payment will be made to an employee who terminates during the fiscal year. However, in the event of the death of an indi- vidual while employed by the City, 50% of the employee IS unused, accumulated sick leave will be paid to the appropriate beneficiary. 2.15 LEAVE OF ABSENCE An employee who is mentally or physically incapacitated to perform his/her duties, or who desires to engage in a course of study that will, in the judgment of the City, increase his/her usefulness on his/her return to the classified service, or who, for any reason considered to be in the best interest of the City government by the appointing authority and the Director of Personnel, desires to secure leave from his/her regular duties may, on written request, subject to the recommendation of the department head and the Director of Personnel, and with the approval of the City Manager, be granted leav€ of absence without payor benefits for a period not to exceed one year. An employee asking for leave of absence without pay shall submit his/her request in writing stating the reasons why, in his/her opinion, the request should be granted, the date when he/she desires the leave to begin, and the probable date of his/her return. For each leave without pay, the Director of Personnel shall determine whether the employee granted such leave shall be entitled to his/her former position on his/her return from such leave or whether his/her name shall be placed on the reinstatement list for the class as provided for in the Civil Service Rules. If a request for leave is denied, a copy of such request and the reasons for denial shall be sent to the Civil Service Co~nission. 2.16 MILITARY LEAVE Military leave shall be granted in accordance with the provisions of applicable State and Federal laws (California Military and Veterans Code). /O('tL- 2.17 JURY DUTY JULY service or examination leave may be all~led for all full-time probationary or permanent status employees who are required by Court Order to attend court as a prospective juror or serve as a juror, upon immediate presentation of written proof of the exact period of his/her required attendance or service to the department head and the Director of Personnel. The employee shall receive full pay during the period of such leave provided the money, except mileage and subsistence allowance, which he/she receives as a juror is deposited with the Director of Finance for credit to the proper fund. 2.18 DEFERRED COMPENSATION CVEA members shall be eligible to participate in the City's approved deferred compensation plan administered by Great Western. 2.19 INCENTIVE BONUS PROGRAM In an attempt to recognize employee's interest in longevity pay plans as expressed during 1979-80 meet and confer sessions, the City will work to develop an incentive bonus program on or before the start of 1980-81 meet and confer sessions. In general concept, the Bonus Program is an alternative to longevity, intended to recognize not only the long-term employee who is providing "c'onsistently great" service, but also any employee regardless of tenure. ~Ji th the INCENTIVE BONUS PROGRAM, cash bonuses or other economic and non-economic benefits would be made available to employees who provide exceptional or innovative approaches to City operations and/or "consistently great" service. The details and mechanics of the program will be developed during the 1980-81 fiscal year. Represented and unrepresented employees will have every opportunity to provide input. Upon approval by the City Council, the INCENTIVE BONUS PROGRAM will become effective July 1, 1981. 2.20 UHIFORNS The following classifications shall begin wearing uniforms supplied and maintained by the City effective July 1, 1980 or as soon as a vendor can be selected. Three uniform changes will be made available to each employee each week. (or't6 Communications Technician Custodian Equipment Mechanic Equipment Mechanic Helper Equipment Operator Maintenance Gardener I Maintenance Gardener II Maintenance Worker I Naintenance 'i'lorker II Park Maintenance Supervisor I Public Works Supervisor I Pump Maintenance Mechanic Senior Equipment Mechanic Senior Maintenance Worker Senior Pump Maintenance Mechanic Senior Tree Trimmer Traffic Devices Technician Traffic Painter Tree Trimmer Welder I Welder II 3.01 PROHIBITED PRACTICES I. CVEA pledges it shall not cause, condone or counsel its unit members or any of them to strike, fail to fully and faithfully perform duties, slow down, disrupt, impede or otherwise impair the normal functions and procedures of the City. II. Should any unit employees during the term of this M~morandum of Understanding breach the obligations of Paragraph I, the City Manager or his designee shall immediately notify CVEA that an alleged prohibited action is in progress. III. CVEA shall forthwith, and in any event, within eight working hours disavow said strike or other alleged prohibited action, shall advise such members orally and in writing to immediately return to work and/or cease the prohibited activity and provide the City Manager wi th a copy of its advi semen t or, al terna tive ly, accept the responsibility for the strike or other prohibited activity. IV. If CVEA disavows the prohibited activity and takes all positive actions hereunder in good faith, the City shall not hold CVCA f inanc ially or 0 therw i se respons ible. rrhe City may impose penalties or sanctions as the City may appropriately assess against the participants. tOl g '" - - V. Should CVEA during the term of this Memorandum of Understanding breach its obligations or any of them under this section, it is agreed that the City shall pursue all legal and administrative remedies available to the City that in its discretion it may elect to pursue. VI. There shall be no lockout by the City during the term of this Memorandum of Understanding. 3.02 TER,".'l AND EFFECT OF MEMORANDUM OF UNDERSTANDING I. This Memorandum of Understanding shall remain in full force and effect from July 1, 1980 up to and including 12:00 midnight of June 30, 1981. This agreement shall continue in effect year by year unless one of the parties notifies the other in writing no later than March 1, 1981 of its desire to commence negotiations on provisions of this agreement. Said notification shall include written proposals for such amended agreement and, upon receipt of such written notice and proposals, the City shall begin negotiations no later than sixty days prior to the expiration of this agreement. II. This MOU fully and completely incorporates the understandings of the parties hereto for the full term of this agreement, constituting the sole and entire understanding between the parties. All previous terms, conditions and understandings and past practices are hereby specifically repealed and rejected unless expl ici tly set forth herein. It is further understood, however, that nothing herein prohibits the parties from changing and amending the terms of this MOU during the period of its effectiveness by further consultations or meet and confer sessions by mutual agreement. For example, matters subject to Meyers-Milias-Brown which are not covered in the MOU, may be acted upon by the City unilaterally after meeting and conferring with affected employee groups. Nothing contained herein shall affect rights and privileges of parties as established by the laws of the State of California, as contained in the Government Code of the State of California under those provisions known as the Meyers-Milias-Brown Act, unless specifically referred to herein. III. The provisions of this Memorandum of Understanding shall be subject to Federal, State and local law. IOI'tL- ~ / IV. If at any time during the term of this agreement, through causes beyond the control of the City, the City does not receive substantial sums of anticipated budgeted revenues by reason of governmental or court action, then, in such event, the City reserves the right, with mutual agreement of CVEA, to reopen this Memorandum of Understanding and to meet and confer on all existing or new employment benefits provided herein. This section, however, in no way affects the existing right of the City to layoff employees. 3.03 SAVINGS CLAUSE If any article or section of this Memorandum of Understanding shall be held invalid by operation of law or by any tribunal or competent jurisdiction or if compliance with or enforcement of any article or section shall be restrained by such tribunal, the remainder of this agreement shall not be affected thereby. The parties shall if possible meet and confer or meet and consult as the case may be for the purpose of arriving at a mutually satisfactory replacement for such article or section. / . - .---- ~) .- .:../ ( ) /// // / 0~cr; y/ rta:~ 'Lane F. ole, City M~i1.ger ) O( <6' ~ EXECUTIVE SALARY SCHEDULE Executive Salary Band Current Minimum Limit Maximum Limit E-4 $ 2,400jmonth $28,800jyear Assigned Positions: $ 3,400jmonth $40,800jyear Assistant City Manager Deputy City ManagerjPublic Services Administrator E-3 $ 2,200jmonth $26,400jyear Assigned Positions: Director of Public Safety E-2 $ 2,OOOjmonth $24,OOOjyear Assigned Positions: Ci ty Engi neer Director of Finance Director of Planning Director of Community Development Director of Building and Housing Director of Parks and Recreation E-l $ 1,800jmonth $2l,600jyear $ 3,lOOjmonth $37,200jyear $ 2,800jmonth $33,600jyear $ 2,500jmonth $30,OOOjyear Assigned Positions: Director of Policy Analysis and Program Evaluation Director of Personnel City Librarian /-/~I F b ! Attachment A Proposed Minimum Limit Maximum Limit $ 2,500jmonth $30,OOOjyear $ 2,300jmonth $27,600jyear $ 2,lOOjmonth $25,200jyear $ 2,OOOjmonth $24,OOOjyear $ 3,900jmonth $46,800jyear $ 3,500jmonth $42,OOOjyear $ 3,lOOjmonth $37,200jyear $ 2,800jmonth $33,600jyear 7-10-80 1<- I~/;'~ CLASSIFICATION Accountant Account Clerk Admin. Aid Admin. Analyst I Admin. Analyst II Administrative Clerk (new classification) Administrative Secretary (new classification) Animal Control Officer Aquatic Coordinator Assistant Planner Associate Planner B1dg./Hsg. Inspector I Bldg./Hsg. Inspector II (formerly Bldg. Insp. II) (formerly Hsg. Insp. II) (formerly Hsg. Rehab. Spec.) Business Office Manager Clerk I Cl erk II Cl erk I II CURRENT MONTHLY 1378- 1673 805-979 932-1132 1190- 1445 1343- 1633 993-1207 11 04- 1343 1378-1673 1633-1985 955-1160 1378-1673 " 1249-1518 1343-1633 637-774 713-866 758-924 Communications Operator 955-1160 Comm. Servo Officer 845-1028 Computer Operator 845-1028 Computer Programmer 1190-1445 Computer Prog./Operator 955-1160 Construction Specialist I 910-1104 Construction Specialist II 1104-1343 Custodian I 748-910 Custodian II 805-979 Data Entry Operator 767-932 (formerly Keypunch Operator) Electronics Technician 1249-1518 (formerly Communications Tech) Engineering Aid Engineering Tech I Engineering Tech II Enaineerina Tech III ~ ~(b \V 979- 1190 1195- 1452 1383- 1682 1539- 1871 ARTHUR YOUNG REG. MONTHLY No change 824-1002 No recomm. 1165-1418 1350-1640 824-1002 979-1190 No change 1254-1525 No change No Change No recomm. 1445-1757 Deleted Deleted Deleted No change 685-833 767-932 Deleted 1052-1278 No recomm. 983-1195 1357-1649 No recomm. 979-1190 1190- 1445 755-918 812-988 805-979 1378-1673 No change No change 1445-1757 1609-1957 EXHIBIT B eVFA MONTHLY SALARY EFFECTIVE JULY 11,1980 (8.5%) 1496-1818 ~- _. 896-1089 1 01 2 - 1 2 30 1266-1539 1466-1783 896-1089 1063-1292 1078- 1311 1364- 1658 1496- 1818 1774-2157 1037-1261 1571-1908 1459-1774 744-904 833-1012 1144- 1 390 918- 1117 1068-1299 1473-1791 1037-1261 1063-1292 1292-1571 821-998 884-1073 875-1063 1496-1818 1063-1292 1299-1578 1571-1908 1748-2125 CLASS I FICATION CURRENT MONTHLY ARTHUR YOUNG REC. MONTHLY 1715-2084 1195-1452 Environmental Rev. Coord. (new) Equipment Mechanic 1190-1445 Equipment Mech. Helper Equipment Operator Evidence Technician Fire Inspector Junior Accountant Junior Buyer Junior Planner Kennel Attendant Landscape Architect Landscape Planner Library Clerk I (new classification) Library Clerk II (new classification) Library Page I (new classification) Library Page II (new classification) Library Technician Librarian Maintenance Gardener I Maintenance Gardener II Maintenance Gardener III (new classification) Maintenance Worker I Maintenance Worker II Offset Dup. Operator I Offset Dup. Operator II Park Maint. Supv. I Park Warden Parking Control Officer Parking Meter Attendant PepsonneZ/Benefits Clms. Clk. Plan Checker Technician (formerly Plan Checker I) Planning Technician I Planning Technician II Planning Technician III 101 81. 910- 11 04 1078-1311 1311- 1593 1378-1673 1190- 1445 941- 11 44 1190- 1445 845-1028 1715-2084 1555-1891 No recommend. 1127-1371 1459-1774 1 383- 1682 1249-1518 No recommend. No recommend. No recommend. 1809-2198 No recommend. 767-932 805-979 522-633 534-649 560-682 932-1132 1132-1378 845-1028 910-1104 No change 1137-1383 910-11 04 979-1190 1078-1311 910-1104 979-1190 845-1028 910-1104 793-964 932-1132 1160-1411 845-1028 866-1052 979-1190 No change No change 1242-1510 No recommend. No recommend. No change 1411-1715 805-979 1539- 1871 1028-1249 1190-1445 1311- 1593 No change No change No change CVEA Page 2 MONTHLY SALARY EFFECTIVE JULY 11, 1980 (3.5%) 1863-2265 1299-1578 988-1200 ~..;._., 1224-1489 1586-1927 , 503-1826 1 357- 1649 1023-1242 1292-1571 918- 1117 1965-2390 1691-2054 833-1012 875-1063 581-706 609-741 1012-1230 1237-1503 988-1200 1063-1292 1172-1424 988-1200 1063- 1292 861-1047 1012-1230 1 350- 1640 918-1117 941 - 11 44 1063- 1292 875-1063 1673-2033 1117-1357 1292-1571 1424-1731 CURRENT CLASSIFICATION MONTHLY ARTHUR YOUNG REC. MONTHLY Pool Manager 805-979 Programmer/Analyst 1311-1593 No recommend. No recommend. Property Clerk 767-932 Pub. Wks. Supervisor I 1160-1411 805-979 1242-1510 1078- 1311 1254-1525 Pump Maintenance Mechanic 1002-1218 Recreation Supervisor 1104-1343 Revenue & Recovery Officer (formerly Bus. Lic. Insp.) 887-1078 Risk Analyst (new classif.) Secretary I 824-1002 Secretary II 932-1132 Sr. Account Clerk 932-1132 Sr. Animal Cant. Officer 1104-1343 1007-1224 Deleted 1165-1418 887-1078 No change 955-1160 1122-1364 1518-1845 Sr. Electronics Technician 1378-1673 (formerly Sr. Commun. Tech.) Sr. Equipment Mechanic 1266-1539 Sr. Librarian 1278-1555 1318-1602 1364- 1658 Sr. Lifeguard 717-870 Sr. Maintenance Gardener 979-1190 No recommend. No recommend. Sr. Maintenance Worker 979-1190 1078-1311 1190-1445 Sr. Pump Maint. Mechanic 1104-1343 Sr. Recreation Leader 805-979 No recommend. Sr. Traffic Devices Tech. 1518-1845 Sr. Tree Trimmer 1078-1311 Storekeeper 777-946 Supervising Custodian 866-1052 Survey Party Chief 1383-1682 Traffic Devices Helper 1002-1218 Traffic Devices Tech. 1378-1673 Traffic Painter 1052-1278 No change 1089-1324 910-1104 896-1089 1503-1826 No recommend. No change 1190- 1445 1012-1230 Tree Trimmer 979-1190 Welder I 979-1190 Welder II 1190-1445 No recommend. 1195- 1452 Youth Counselor 1311-1593 No recommend. Zoning Enforcement Officer 1190-1445 No change /0)81.- ---- CVEA Page 3 MONTHLY SALARY EFFECTIVE JULV'11~1980 (8.5%) 875-1063 1424- 1731 875-1063 1350- 1640 1172-1424 1 364- 1658 1094- 1331 1266-1539 964- 1172 1012-1230 1037-1261 1218-1480 1649-2004 1431-1739 1480-1800 777-946 1063- 1292 1172-1424 1292-1571 875-1063 1649-2004 1183- 1438 988-1200 974-1183 1633-1985 1089-1324 1496-1818 1292-1571 1099-1338 1063-1292 1299-1578 1424- 1731 1292-1571