HomeMy WebLinkAboutReso 1979-9661RESOLUTION NO. 9661
RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CHULA
VISTA APPROVING THAT CERTAIN MEMORANDUM OF UNDER-
STANDING CONCERNINGWAGES AND OTHER TERMS AND
CONDITIONS OF EMPLOYMENT BETWEEN THE CITY OF CHULA
VISTA AND THE CHULA~VISTA EMPLOYEES ASSOCIATION FOR
FISCAL YEAR 1979-80 ''
The City Council of ',the City of Chula Vista does hereby
res lve as follows:
WHEREAS, the Management Negotiation Team representing
the City Manager of the City olf Chula Vista, acting for and on
beh if of the City Council of jthe City of Chula Vista, have
her tofore met and conferred wlith the Chula Vista Employees
Ass ciation, an organization representing certain members of
cla sified employees in the Ci y of Chula Vista, in accordance
wit the provisions of Section 3500 et seq. of the Government
Cod of the State of Californi , and
WHEREAS, the Memoranlum of Understanding jointly pre-
par d by said parties as a res~ilt of meeting and conferring in
goo faith has been presented Ito the City Council and is contained
in exhibit "A", attached hereto and incorporated herein by refer-
enc as if set forth in full.
NOW, THEREFORE, BE I~' RESOLVED that the City Council of
the City of Chula Vista does hereby approve and accept said Memo-
ran um of Understanding as conttained in Exhibit "A" for fiscal
yea 1979-80.
Pre~ented by ', Approved as to form by
. Cole, City Mana I George D. indberg, City Attorn
ADOPTED AND APPROVED~by the CITY COUNCIL of the CITY OF
CHU A VISTA, CALIFORNIA, this 28th day of June , 197 9 ,
by he following vote, to-wit:~-
AYE: Councilmen Mayor Hyde,!; Councilmen Gillow, Scott, Cox, Egdahl
NAYS: Councilmen None
AB5~NT: Councilmen None
AT
t
ST
CO
CI
E OF CALIFORNIA)
TY OF SAN DIEGO) ss.
OF CHULA VI5TA)
Cit of
a f 11,
sam has
~,~.Q '~ ~
J'~
Mayor of the City of Chula Vista
I~ ' , City
Chula Vista, Cali orni , DO HEREBY CERTIFY that
true and correct copy cpf Resolution No. ,
not been amended or r~pealed. DATED
Clerk of the
the above is
and that the
City Clerk
MEMORANDUM OF UNDERSTANDING CONCERNING WAGES AND OTHER TERMS AND CONDITIONS
OF EMPLOYMENT BET4JEEN THE CITY OF CHULA VISTA AND THE CHULA VISTA EMPLOYEES
ASSOCIATION FOR FISCAL YEAR 197-80
1.01 PREAMBLE
1.02 RECOGNITION
1.03 CITY RIGHTS
1.04 CVEA RIGHTS
2.01 WAGES
2.02 SHIFT DIFFEREN?fIALS
2.03 PROTECTIVE CLO~fHING AND
2.04 MILEAGE REIMBU~tSEMENT
2.05 TUITION REIMBURSEMENT
2.06 WORKWEEK
2.07 OVERTIME
2.08 CALLBACK
2.09 STANDBY ',
2.10 BILINGUAL PAY;
2.11 HEALTH AND WEhFARE
2.12 RETIREMENT
2.13 HOLIDAYS
2.14 VACATION AND SICK LEAVE
2.15 LEAVE OF ABSENCE
2.16 MILITARY LEAVE
2.17 JURY DUTY
TOOL ALLOWANCE
3.01 PROHIBITED PRI~CTICES
3.02 TERM AND EFFECT OF MEMORANDUM OF UNDERSTANDING
3.03 SAVINGS CLAUS,
0
m~i
1.
1.01
1.02
PREAMBLE
This Memorandum of Understanding is entered into by the City Manager
of the City of Chula Vista, hereinafter referred to as "City", and
the Chula Vista Employee's Association, hereinafter referred to as
"CVEA°.
RECOGNITION
The City recognizes CVEA as representative for the employees in the City of
Chula Vista .who are employed in the following classifications:
Accountant
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
Corr~nunications Operator
Communications Technician
Community Service Officer
Computer 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
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
Senior Account Clerk
Senior Animal Control Officer
Senior Communications Technician
2.
1.03
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
Tree Trimmer
Welder Trainee
Youth Counselor
Zoning Enforcement Officer
CITY RIGHTS
Nothing contained herein shall; be construed to restrict any legal or
inherent exclusive City rights with respect to matters of legislative
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 organizatiorn, and the merits, necessity and level
of activity or service prmvided 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, lay
off, retention, and classification of positions in accordance
with the City Charter, Ciail Service Rules, and established
personnel practices.
Discipline or discharge employees.
Determine the methods, means, numbers, and kinds of personnel,
and the job or position cbntent required to accomplish the ob-
jectives and goals of 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 prac-
tices consistent with Fedleral and State laws and in compliance
with the City Charter and City ordinances.
a~
3.
1.04
2.01
2.02
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 thle employer-employee relationship, pro-
vided that the work operation and service to the public are not
impaired and the authorized representatives shall have given
advance notice to, and been granted authorization by, the Depart-
ment Head or his designated representative when contacting unit
employees during the duty period of the employees. The Depart-
ment 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 composed of unit
employees, provided such meetings are held outside regularly
scheduled working hours fqr the group which is meeting, and
provided space can be made available without interfering with
the City needs.
III. A reasonable amount of sp4ce shall be provided to the Association
on City bulletin boards fir legitimate communications with mem-
bers. Copies of such communications shall be furnished to the
Citv Manager's Office.
IV. The City of Chula Vista will bill CVEA for costs incurred for dues
deduction in behalf of CVEA in an amount not to exceed 4~ per member
per pay period. ',
WAGES
I. Effective the first pay period commencing in July, 1979, classi-
fications represented by CVEA will be granted salary increases as
listed on Attachment "A".' Attachment "A" is hereby incorporated
in and made a part of this Memorandum of Understanding.
II. Merit increases will be granted to qualifying unit employees at
the beginning of the payrpll period closest to the employees'
actual qualifying date.
SHIFT DIFFERENTIALS
In addition to his/her regular salary, unit employees shall receive
extra compensation of $18.45 per biweekly pay period under the
following conditions:
When 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.
When regularly scheduled daily work shifts are regularly split
by two or more consecutive hours for a majority of a pay
period.
G~~ When regularly scheduled shifts result in split weekend shifts
4 which do not allow for two consecutive days off.
4.
For an approved long-term !work schedule of regular rotation
through all work shifts in a twenty-four hour operational
activity.
2.03
A night shift differential shall not be paid for standby duty. Occu-
pations in the professional fields are not eligible for shift dif-
ferentials.
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 Senimr Equipment Mechanic are eligible for
an annual tool allowance pf sixty-five ($65) dollars.
2.04
MILEAGE REIMBURSEMENT
Employees in this unit shall be subject to the City's Mileage
Reimbursement Program when required to use their private automobile
for authorized City business.',
2^~ per mile - first 200 miles
15~ per mile - next 300 miles
12¢ per mile - over 500 miles
2.05
2.06
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.
WORKWEEK
The normal workweek shall consist of 80 hours during each 14 calendar
days coinciding with the City pay period.
G~~°
5.
2.07
I
II
2.08
2.09
I.
~~~~
' E.RT I ME
Definition - hlhenever 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 classification,
he/she shall be granted compensatory time or overtime pay at the rate of
one and one half times his/herd regular hourly rate or one and one half times
the number of hours worked, ira 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 bi-weekly pay records.
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, pr compensatory time provided, at the employee's
regular hourly rate or accumulated at regular time, and may not be
accumulated day-to-day for overtime or compensatory purposes.
B. Employees required to work over 15 minutes beyond their regular shift
for reasons not included in "A" above shall be paid or receive compensa-
tory 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 pay or compensatory purposes.
K
enever an employee is called bapk to work after he/she has left his/her
rk site and is required to return to work before the scheduled start
the next shift, he/she will rejceive a $20 bonus in addition to actual
ertime worked.
ANDBY
Definition: Standby duty is 'defined as that period of time assigned by the
appointing authority, in addition to the employees's normal workweek assign-
ment, 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 servi''ce. Employees assigned to standby duty are sub-
ject to the provisions of Section 2.07.
Application: In addition to his/her regular salary, an employee shall be
compensated at the rate of $5.00 additional pay for each full biweekly
pay period while assigned to !standby duties.
6.
2:10
2.11
BILINGUAL PAY
Those employees who, upon recoimmendation of the Department Head, ap-
proval of~the Personnel Departiment and City Manager, and successful
completion of a Bilingual Performance Evaluation, are regularly re-
quired to use their bilingual skills in the performance of their
duties will receive $25 a moni.~h in addition to their regular pay.
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 to contribute alike amount to
an approved Kaiser Plan with the employee paying any excess.
II. Life Insurance - The City ;agrees to contribute the amount necessary
to provide each eligible employee with $3,000 group term life
insurance.
II. Long Term Disability - Thei City agrees to contribute the amount
necessary to provide long 'erm disability protection for each
employee represented by CV',EA in accordance with the following:
The plan will include a sixty (60) day waiting period, a
maximum benefit of 60f of salary up to $2,500/month, and
is subject to the provisions of existing applicable insur-
ance and retirement plans.
2.12
2.13
RETIREMENT
The City shall continue to contract for the 2% @60 retirement for
miscellaneous employees as provided for under the Public Employees'
Retirement System.
HOLIDAYS
I. Hard Holidays - During the term of this agreement, the recognized
holidays that City offices will be closed are:
Independence Day
Labor Day
Thanksgiving
Christmas
New Year's Day
Memorial Day
1. Holiday Pay - Employe s shall receive eight (8) hours pay
at their regular hour~y rate for each hard holiday payable
during the pay period'in which the regular holiday occurs.
lay'
2. Holiday Worked - In hose cases where an employee is required
to render service on I~ew 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
3. If a hard holiday falls on a Saturday, the preceding Friday shall be
observed as the holiday. If a hard holiday falls on a Sunday, the
following Monday shall be observed as the holiday.
II. Floating Holidays
A. Amount - Effective the 1st pay period in July, 1979, employees ~~
shall be credited with forty (40) hours floating holiday each for
Lincoln's Birthday, u!ashington's Birthday, Admission Da
Columbus. Day, and Veteran's Day. Employees may take ~~oating
holiday time at their', discretion, subject to staffing needs and
with the approval of the Department Head.
B. Floating Holiday Use ~ If an employee uses floating holiday
time before the holiday passes and subsequently leaves City
service, he/she will ~e charged for such time. If an employee does
of se h• floatin m liday time before Junk 30 of.a fiscal ye r,
~e/s~e wi~~ lose su~h~~ime.' 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 defini-
tions shall apply:
A. "Continuous service" means City service uninterrupted
by separation.
B. "Intermittent service'" means City service interrupted by
separation. ',
C. "Time worked" included 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, om other regular days off which are im-
mediately preceded or,immediately followed by another time
worked.
D. "Active service" inclwdes time worked, leave of absence without
pay-not to exceed 14 calendar days and leave of absence not to
exceed one (1) year fpr which workers' compensation is paid.
II. Vacation
A. Vacation Accrual - Continuous service: Each employee 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 anniver&ary date.
(2) Employees will aecrue and be eligible to receive 10 work-
ing days annually, (cumulative to a total leave balance
of 20 working days) during the second through fourth year
of service. This benefit will be accumulated at the rate
r U~~ of 3.07 working hours for each full biweekly pay period
G 1Q of service performed.
7.
8.
(3) Employees will accrue and be eligible to receive 15
• working days ann~Ially, (cumulative to a total leave
balance of 30 working days) during the fifth through
fifteenth year oi# service. The benefits will be accumu-
lated 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 years of service. This benefit will be
accumulated at the rate of 6.14 working hours for each
full biweekly paN period of service performed.
Maximum Vacaiyion 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 limjtation will be lost.
B. Each employee who hasIhad 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 ~ay. The number of working days of such
annual vacation shall be computed on the basis set forth in '
Section (A1) and shall be in the proportion that such part-time
employment bears to fill-time employment.
Each employee who hasicompleted twelve months continuous part-
time active service o~ 1040 hours or more, but who has not had
continuous part-time ctive service throughout the year previous
to that in which vaca~ion is requested, shall be entitled to a
vacation with pay. Tlhe number of working days of such vacation
shall be computed on i;he basis set forth in Section (A1) and
shall be in the proportion that such part-time employment bears
to full-time employme~ht.
C. Payment Upon Separati n - At the time an employee who has served
continuously for at last 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 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 (A1). 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',,.
Q~6
9.
D. Intermittent Service -,After twelve months subsequent 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( A1), provided that
such employee shall haute worked at least 180 days in the pre-
ceding year before he/She shall become eligible for such vacation.
To receive vacation fob intermittent service, the employee must
work for the City duriMg the year in which vacation is due, and
while so working, must'submit the proper request for vacation
to the department or departments in which it was earned. Accumu-
lative vacation privileges shall not be allowed for intermittent
service.
E. Vacation Use - The smallest unit of time chargeable to vacation is one-
half (1/2) hour. Absence may not be charged to vacation not
already accumulated.
II. 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 becawse of disability injury or illness of
the employee or members of his/her immediate family.
B. Sick Leave Accrual - Cmmputation of sick leave: Sick leave with
pay is cumulative at tie rate of 3.68 working hours for each bi-
weekly 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 appointed 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 Accwmulation - Unused sick leave may be
accumulated in an unlimited amount.
D. Sick Leave Use - The s allest unit of time chargeable for sick leave
benefits is one-half (~/2) hour. Absence for illness may not
be charged to sick leave not already accumulated.
E. Sick. Leave Verification - The City may, in its discretion, require
a doctor's certificate and/or a personal sworn affidavit verifying
the nature, severity arnd cause of the disabling injury or illness
of the employee in orddr to determine eligibility for sick leave.
If an employee is to b~ 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 ab$ent by reason of illness or disability.
q~bl
' 10.
a66 ~
F. Bereavement Leave - 4~hen 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 al-
lowed the privilege to be absent from work with full pay up to three
(3) days, plus reasonable travel time. Travel time will be 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 flour (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 shalil be rounded to the nearest whole hour:
Remaining YearlySick Leave P~Option (25°0)
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 Mess 0
3. If the pay option is selected, the paid sick leave hours shall
be subtracted frclm the employee's accumulated yearly sick leave
balance. The remaining sick leave hours shall be carried over
and accumulated. (Example: Employee uses 4 days sick leave.
He then elects tq receive pay for 25% of remaining days, or 2
days. The 2 days are subtracted from his remaining yearly sick
leave and the otN~er 6 days are added to the employee's accumu-
lated sick leave '.balance.)
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 shade to an employee hired during the fiscal
year provided he~!she is on the payroll June 30. Permanent
employees who refire during the fiscal year will be compensated
under this plan used upon their formal retirement date. Pro-
rated 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 tie City, 50% of the employee's unused,
accumulated sick leave will be paid to the appropriate beneficiary.
11.
2.15
2.16 I
2.17 I
466/
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 c;ty, 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
leave of absence without pay or'benefits fora period not to exceed one year.
An employee asking for leave of!absence without pay shall submit his/her
request in writing stating the treasons why, in his/her opinfon, 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 ph aced on the reinstatement list for the class
as provided for in these rules., If a request for leave is denied, a copy of
such request and the reasons folr denial shall be sent to the Civil Service
Commission.
MILITARY LEAVE
Military leave shall be granted in accordance with the provisions of applicable
State and Federal laws (California Military and Veteran's Code).
JURY DUTY
Jury service or examination leave may be allowed for all full-time probationary
or permanent status employees wlho 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 fullpay during the period of such leave provided
the money, except mileage or subsistence allowance, which he/she receives as
a juror is deposited with the Director of Finance for credit to the proper
fund.
12.
3.01
3.02
q~bl
HIBITED 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 ar otherwise impair the normal functions
and procedures of the City.'
I. Should any unit employees during the term of this Memorandum of
Understanding breach the obl',igations of Paragraph I, the City
h1anager or his designee shal',1 immediately notify CVEA that an alleged
prohibited action is in progress.
I. 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 t~riting to immediately return to work and/or
cease the prohibited activiiy and provide the City Manager with a copy of
its advisement or, alternatjvely, accept the responsibility for the strike
or other prohibited activit~r.
V. If CVEA disavows the prohibited activity and takes all positive actions
hereunder in good faith, the City shall not hold CVEA financially or
otherwise responsible. The City may impose penalties or sanctions
as the City may appropriately assess against the participants.
V. Should CVEA during the ~~erm ~f this Memorandum o'' Understanding breach
its obligations or any of them under this sectior, 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.
'I. There shall be no lockout b~ the City during the term of this Memorandum
of Understanding.
TERP-1 AND EFFECT OF MEMORANDUM 0~ UNDERSTANDING
I. This Memorandum of Understanding shall remain in full force and effect
from July 1, 1979 up to andjincluding 12:00 midnight of June 30 1980.
This agreement shall continyae in effect year by year unless one of the
parties notifies the other ~n writing no later than March 1, 1980
of its desire to commence negotiations on provisions of this agreement.
Said notification shall include written proposals for such amended agree-
ment and, upon receipt of sWch written notice and proposals, the City
shall begin negotiations no'later than sixty days prior to the expiration
of this agreement.
I. It is understood and agreed',that employment benefits and the terms and
conditions specified in thi$ agreement or other published City documents
presently in effect shall remain unchanged unless said terms and conditions
are modified after meeting end conferring in good faith between the City of
Chula Vista and CVEA as required pursuant to the provision of Section 3500
of the Government Code of the State o~ California.
13.
IIII
3.03
The provisions of this Memorandum of Understanding shall be subject to
Federal, State and local law.'
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 lay off employees.
WINGS CLAUSE
any article or section of this', Memorandum of Understanding shall be held
valid by operation of law or byy,any tribunal or competent jurisdiction or
compliance with or enforcement;of any article or section shall be restrained
such tribunal, the remainder of this agreement shall not be affected thereby.
e parties shall if possible meet and confer or meet and consult as the case
y be for the purpose of arriving at a mutually satisfactory replacement for
ch article or section.
~~
~n F. Cole, City Manager
Jim Full ,Chief Negotiator _
Chula Vista Employees Association
gene' an, President
Chulfa Vista Employees Association
An a Vil agomez
Chula Vista Emplo es Associa on
~tJ
Ki Anderson
Chula Vista Employees 'ssociation
s
tJilliam L. Wheeler
Chula Vista Employees Association
g~~
..
ATTACHMENT "A"
1.1
Effective the first pay period commencing in July, 1979, all unit
classifications shall be increased six and one half percent (6 1/2%).
Effective the first pay period commencing in July, 1979, the following
unit classifications shall be 'increased, in addition to the above
six and one half percent (6 1/'2%), by the percentages indicated:
2 .I
Classification
Percent Increase
Engineering Technician I 3.0%
Engineering Technician II 3.0%
Engineering Technician III 3.0%
Library Page 10.5%
Senior Life Guard 5.5%
3J
Effective the first pay period commencing in January,1980, all unit
classifications shall be increased three percent (3%).
y6b~
Classifi~
Accountai
Account ~
Administ~
Administ~
Administ~
Animal G
Aquatic i
Assistan~
Associate
Building,
Building
Business
Business
Clerk I
Clerk II
Clerk II
Communic~
Communic~
Communi t;
Computer
Computer
Computer
Construe
Construe
Custodial
ation
t
Jerk
ative Aid
ative Analyst I
ative Analyst II
ntrol Officer
oordinator
Planner
Planner
Housing Inspector I
Inspector II
License Inspector
Office Manager
tions Operator
tions Technician
Services Officer
Operator
Programmer
Programmer/Operator
ion Specialist I
ion Specialist II
Custodian II /
b6
CHULA VISTA EMPLOYEES ASSOCIATION
EXHIBIT "~"
Monthly Salary
Current Percent Increase
' T1onthly 6,% Eff. 7/13/79 3% Eff. 1/11/80
1'254 - 1525 1338 - 1624 1378 - 1673
734 - 892 781 - 950 805 - 979
'849 - 1033 904 - 1099 932 - 1132
11084 - 1318 1155 - 1404 1190 - 1445
11224 - 1489 1304 - 1586 1343 - 1633
1904 - 1099 964 - 1172 993 - 1207
11007 - 1224 1073 - 1304 1104 - 1343
1,254 - 1525 1338 - 1624 1378 - 1673
11489 - 1809 1586 - 1927 1633 - 1985
'870 - 1057 927 - 1127 955 - 1160
1'254 - 1525 1338 - 1624 1378 - 1673
!:809 - 983 861 - 1047 887 - 1078
11224 - 1489 1304 - 1586 1343 - 1633
'581 - 706 619 - 751 637 - 774
649 - 790 692 - 842 713 - 866
X692 - 842 737 - 896 758 - 924
1870 - 1057 927 - 1127 955 - 1160
11137 - 1383 1212 - 1473 1249 - 1518
'771 - 936 821 - 998 845 - 1028
!,771 - 936 821 - 998 845 - 1028
11084 - 1318 1155 - 1404 1190 - 1445
X870 - 1057 927 - 1127 955 - 1160
'828 - 1007 884 - 1073 910 - 1104
1'007 - 1224 1073 - 1304 1104 - 1343
682 - 828 727 - 884 748 - 910
734 - 892 781 - 950 805 - 979
- CHULA VISTA EMPLOYEES ASSOCIATION
Classification
Engineers g Aid
Equipmen Operator
Equipmen Mechanic
Equipmen Mechanic Helper
Evidence echnician
Fire Ins ctor
Housing I spector II
Housing habilitation Specialist
Junior A countant
Junior Bi
Junior P'
Kennel A~
Key Punc'~
Landscape
Landscape
Librariai
er
Tanner
tendant
Operator
.Architect
Planner
Library echnician
Maintena ce Gardener I
Maintena ce Gardener II
Maintena ce Worker I
Maintena ce Worker II
Offset D placating Operator I
Offset D placating Operator II
Park Mai tenance Supervisor I
FXHIBI-T "~"
Monthly Salary
Current Percent Increase
P1onthly 6~% Eff. 7/13/79 3% Eff. 1/11/80
X92 - 1084 950 - 1155 979 - 1190
983 - 1195 1047 - 1273 1078 - 1311
1b84 - 1318 1155 - 1404 1190 - 1445
X28 - 1007 884 - 1073 910 - 1104
1195 - 1452 1273 - 1548 1311 - 1593
154 - 1525 1338 - 1624 1378 - 1673
154 - 1525 1338 - 1624 1378 - 1673
11137 - 1383 1212 - 1473 1249 - 1518
11084 - 1318 1155 - 1404 1190 - 1445
1857 - 1042 913 - 1111 941 - 1144
184 - 1318 1155 - 1404 1190 - 1445
'771 - 936 821 - 998 845 - 1028
1699 - 849 744 - 904 767 - 932
11562 - 1899 1664 - 2025 1715 - 2084
11418
i - 1724 1510 - 1837 1555 - 1891
1033 - 1254 1099 - 1338 1132 - 1378
'1849 - 1033 904 - 1099 932 - 1132
'771 - 936 821 - 998 845 - 1028
1828 - 1007 884 - 1073 910 - 1104
771 - 936 821 - 998 845 - 1028
X828 - 1007 884 - 1073 910 - 1104
724 - 878 771 - 936 793 - 964
849 - 1033 904 - 1099 932 - 1132
1'057 - 1285 1127 - 1371 1160 - 1411
(~(o/
CHULA VISTA EMPLOYEES ASSOCIATION
Classific tion
Park Ward n
Parking C ntrol Officer
Parking M ter Attendant
Plan Chec er I
Planning echnician I
Planning echnician II
Planning echnician III
Pool Mana er
Programme /Analyst
Property Jerk
Public W ks Supervisor I
Pump Main enance Mechanic
Recreati Supervisor
Secretar I
Secretar II
Senior A count Clerk
Senior A imal Control Officer
Senior C munications Technician
Senior E uipment Mechanic
Senior Librarian
Senior M intenance Gardener
Senior M intenance Worker
Senior P mp Maintenance Mechanic
Senior R creation Leader
Senior T ee Trimmer
Storekee er ~ ~~Q
Sr. Traf is Devices Technician
E.XHIBIT• "B"
Monthly Salary
Current Percent Increase
P1onthly 6% Eff. 7/13/79 3% Eff. 1/11/80
X71 - 936 821 - 998 845 - 1028
790 - 960 842 - 1023 866 - 1052
892 - 1084 950 - 1155 979 - 1190
185 - 1562 1371 - 1664 1411 - 1715
936 - 1137 998 - 1212 1028 - 1249
1Q84 - 1318 1155 - 1404 1190 - 1445
1'195 - 1452 1273 - 1548 1311 - 1593
y34 - 892 781 - 950 805 - 979
1h 95 - 1452 1273 - 1548 1311 - 1593
1699 - 849 744 - 904 767 - 932
1b57 - 1285 1127 - 1371 1160 - 1411
913 - 1111 974 - 1183 1002 - 1218
11007 - 1224 1073 - 1304 1104 - 1343
1751 - 913 802 - 974 824 - 1002
1849 - 1033 904 - 1099 932 - 1132
849 - 1033 904 - 1099 932 - 1132
11007 - 1224 1073 - 1304 1104 - 1343
11254 - 1525 1338 - 1624 1378 - 1673
1',155 - 1404 1230 - 1496 1266 - 1539
1'165 - 1418 1242 - 1510 1278 - 1555
1892 - 1084 950 - 1155 979 - 1190
1892 - 1084 950 - 1155 979 - 1190
1'007 - 1224 1073 - 1304 1104 - 1343
.734 - 892 781 - 950 805 - 979
983 - 1195 1047 - 1273 1078 - 1311
710 - 861 755 - 918 777 - 946
1383 - 1682 1473 - 1791 1518 - 1845
Classificlation
Supervisi g Custodian
Survey Pa ty Chief
Traffic D vices Helper
Traffic D vices Technician
Traffic P inter
Tree Tri er
Welder
Welder Tr inee
Youth Cou selor
Zoning En orcement Officer
Classific tion
Engineers g Technician I
Engineers g Technician II
Engineers g Technician III
Library Page
Sr. Lifeguard
ad~~
CHULA VISTA EMPLOYEES ASSOCIATION
.E,XHIBIT "B"
Monthly Salary
Current Percent Increase
~1onthly 6~% Eff. 7/13/79 3% Eff. 1/11/80
D90 - 960 842 - 1023 866 - 1052
161 - 1532 1343 - 1633 1383 - 1682
913 - 1111 974 - 1183 1002 - 1218
154 - 1525 1338 - 1624 1378 - 1673
960 - 1165 1023 - 1242 1052 - 1278
X92 - 1084 950 - 1155 979 - 1190
1p84 - 1318 1155 - 1404 1190 - 1445
X92 - 1084 950 - 1155 979 - 1190
1195 - 1452 1273 - 1548 1311 - 1593
1p84 - 1318 1155 - 1404 1190 - 1445
(EXCEPTIONS
Current Monthly 912% Eff. 713/79 3% Eff, 1/11/80
1b57 - 1285 1160 - 1411 1195 - 1452
124 - 1489 1343 - 1633 1383 - 1682
164 - 1658 1496 - 1818 1539 - 1871
17% Eff, 7/13/79 3% Eff. 1/11/80
4(30 - 522 506 - 616 522 - 633
12% Eff. 7/13/79 3% Eff. 1/11/80
X19 - 751 696 - 845 717 - 870