HomeMy WebLinkAbout20-Human Resources
CITY OF BERNARDINO - REQUEST FOR COUNCIL ACTION
From: EDWARD S. RAYA
Subject:
RESOLUTION OF THE CITY OF SAN
BERNARDINO AMENDING RESOLU-
TION NO. 6413, SECTION TEN
(GENERAL UNIT), & A RESOLUTION
IMPLEMENTING A MEMORANDUM
OF UNDERSTANDING BETWEEN THE
CITY OF SAN BERNARDINO AND THE
GENERAL UNIT EMPLOYEES.
Dept: HUMAN RESOURCES
OR/~"j~', ,~
Date: SEPTEMBER 10,2001
Synopsis of Previous Council Action:
December 20, 1999, the Mayor and Common Council approved a resolution implementing a
Memorandum of Understanding (MOll) between the City of San Bernardino and employees in
the General Unit represented by San Bernardino Public Employees' Association (SBPEA).
March 23, 2001 Mayor and Common Council received and filed Classification and
Compensation report.
Recommended Motion:
Adopt Resolutions.
('
~h~v
Signature
::ontact Person:
Edward S. Rava
Phone:
384-5161
;upporting Data Attached:
Yes
Ward:
'UNDING REQUIREMENTS:
Amount:$1.042.000 in FY 2001-02
Source: (Acct No)
(Acct Desc2 .~
Finance: Ylul(u~ A LA.
::CUneil Noles:
~c, .>J- 2CPl- 6Cl~
L=I-:CS-'{'
Agenda Item No.
lol'/b)
J.O' .
CITY OF SAN BERNARDINO -REQUEST FOR COUNCIL ACTION
STAFF REPORT
SUBJECT
Resolution of the City of San Bernardino amending Resolution No. 6413, Seetion Ten (General
Unit) and adopting the Memorandum of Understanding.
BACKGROUND
The Memorandum of Understanding (MOU) between the City of San Bernardino and employees
in the General Unit represented by San Bernardino Public Employees' Association (SBPEA)
expired June 30, 2001. Negotiations with the SBPEA representatives were initiated in May and
a tentative agreement was reached on August 23, 2001. The SBPEA voted to accept the City's
offer on September 6, 2001.
The proposed agreement is for a period of three (3) years and includes the following significant
economic benefits:
Salaries
Effective the following payroll after Couneil approval of the MOU, emproyees in the
General Unit will be adjusted from their current salary ranges and steps to the new ranges
and steps as set forth in the Classification and Compensation Study received and filed by
the Mayor and Common Council in March 2001. For imprementation purpose only, step
placement will be nearest dollar that provides a four percent (4%) salary adjustment using
a one percent (r %) salary scale. The only exception wonld be an employee whose new
range wonld not allow a four percent (4%) adjustment, in which case the employee would
be placed at top step of the new range.
Subsequent step increases based on current step increase dates, will revert to the current
five percent (5%) increase within the assigned range, employees whose range will not
support a five percent (5%) increase will receive less than five percent (5%).
Effective January 1,2003, a four percent (4%) Cost-of-Living Adjustment (COLA) will
be given. This COLA will result in the entire pay scale moving upward by four percent
(4%).
Effective January 1, 2004, a three percent (3%) Cost-of-Living Adjustment (COLA) will
be given. This COLA will resnlt in the entire pay scale moving upward by three percent
(3%).
Certification Pay
Effective January 1,2002, employees in the following elassifications:
. Code Compliance Officers, Equipment Mechanics; Animal Control Officers, City
Clerk Business License Checkers
Shall receive, in addition to their regular compensation, $50 a month payment ($25 paid
each pay period) for obtaining and maintaining the following certifications:
. ICBO or AACE Certificate
. ASE designation of Master Certified Mechanic
. Fire Mechanic Level II
. NACA (3) Certificates
. Certified Revenue Officers
Certificate pay is limited to $50.00 per month per eligible employee.
HealtblLife Insurance
As of January I, 2002, the City will contribute:
An additional $65/month towards health premiums for unit employees who enroll in
medical plans with Employee Plus One or More Dependents. The $65/month will result
in an increase to a flat rate of $400/month;
A flat rate of$265/month towards the purchase of health care premiums for "Employee
with No Dependents." If during the duration of this contract the premiums for the Kaiser
South coverage for employee with no dependents exceeds $265/month the City agrees to
reopen the contract to discuss increasing this benefit.
AD & D Insurance
The City shall provide each employee with $25,000 Accidental Death and
Dismemberment (AD&D) plan insurance coverage at no cost to the employee.
Payment of Sick Leave
Unused sick leave is payable at any resignation without prejudice (including death and
retirement) up to a maximum of fifty percent (50%) of unused Sick Leave up to the 600-
hour cap.
For employees with over twenty years of service, one hundred percent (100%) of all
unused sick leave up to the 600-hour cap will be paid at resignation without prejudice.
Vacation Sell Back
Employees may sell back up to 40 hours of vacation time per year providing that the
following conditions have been met:
1. ElllPloyees must have a minimum of 120 hours in their vacation balance before sell
l>ack occurs.
2. Employees must have taken a one- (I) week vac&tionduring the past year prior to the
sell back of hoW's.
3. Employees must complete a sell back form, wfficll ffilfst include a department l1ead
.'
4. Forms must be submitted to the Finance Department on or before Aprill5th of each
year.
5. Payment for vacation sell back hours will be paid (using current Council approved
salary rates in the salary resolution) on the employee's May 15th paycheck each year.
In addition to these economic benefits contained in the proposed MOD, there are a number of
language changes being recommended by staff. These proposed changes will clarify
responsibilities and facilitate improved labor relationships. The proposed language changes are
highlighted in bold print in the MOU.
Staff is also recommending adoption of Salary Resolution 6413, Section Ten, which implements
the salary changes recommended by the classification and compensation study. This study was
received and filed by the Common Council in March, and accepted by the SBPEA during the
negotiations.
FINANCIAL IMPACT
,
The contract cost for FY 2001 - 2002 is approximately $1,042,000. The total contract cost is
approximately $5,331,000 and the annual recurring cost are approximately $2,625,000. The cost
for FY 2001-2002 have been included in the budget.
RECOMMENDATION
Adopt resolutions.
Attachments
~
......
TO:
CITY OF SAN BERNARDrNO
FINANCE DEPARTMENT
INTEROFFICE MEMORANDUM
Fred Wilson, City Administrator IJ IJ ~
Barbara Pachon, Finance Director If'
.
FROM:
SUBJECT: Comparison of FY 01-02 Salary Adjustments to Budget
DATE:
September 26, 2001
COPIES:
As requested, attached is a spreadsheet that shows all the proposed salary adjustments for Charter
186 and Union Negotiations for FY 01-02 compared to what was included io the budget. Based on
the salary adjustments that have already been approved by the Mayor and Council and what is
anticipated to be approved at the October 151 Council meeting, there will be a remaining available
balance in the budget of at least $717,700. Once Finance prepares the detail budget amendment for
the General Unit and Mid-Mgmt. groups I anticipate there will be a little more savings generated io
the General Fund over the $717,700, as a result of these groups being partly charged to non-general
funds.
All the remaining available balance in the budget will be used in the following fiscal year to help pay
for the COLA's and other negotiated b~hefits approved by the Mayor and Council for the groups.
Please let me know if you have any questions.
i........
-
10/\10\
.;t:t 1 II
,
.
-
CITY OF SAN BERNARDINO
COMPARISON OF FY 01-02 SALARY
ADJUSTMENTS TO BUDGET
FY 01-02 FY 01-02
Department Charter 186 Negotiations TOTAL
Name Costs Costs
Police 868,000 868,000
Police Mgmt 110,000 110,000
Fire 601,500 601,500
Fire Mgmt 56,300 56,300
General Unit 1,042,000 1,042,000
Mid-Mgmt 119,800 119,800
Mgmt./Conf 384,700 384,700
Subtotal 1,635,800 1,546,500 3,182,300
FY01-02 Budget 1,700,000 2,200,000 3,900,000
Balance Available 64,200 653,500 717,700
-
,'_.
'-
. ~cg~\7
-
1
2
Resolution No.
3
RESOLUTION OF THE CITY OF SAN BERNARDINO IMPLEMENTING A
4 EMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF SAN
ERNARDINO AND EMPLOYEES IN THE GENERAL BARGAINING UNIT OF THE
5 ITY OF SAN BERNARDINO REPRESENTED BY SAN BERNARDINO PUBLIC
6 MPLOYEES ASSOCIATION.
7
8
9
WHEREAS the designated representatives of the Mayor and Common Council
et and conferred in good faith with representatives of San Bernardino Public
10
f San Bernardino, in accordance with the provisions of Government Code Sections
mployees' Association (SBPEA) representing the General Unit employees of the City
11
500-3510, to agree upon a new Memorandum of Understanding (MOU);
12
13
WHEREAS such meetings resulted in agreement on an MOU (Exhibit A, a copy
-
L..
14 f which is attached hereto and incorporated herein) effective July 1, 2001, through
15 une 30, 2004.
16
17
BE IT RESOLVED BY THE MAYOR AND COMMON COUNCil OF THE CITY
F SAN BERNARDINO, AS FOllOWS:
18
SECTION 1, Exhibit A to this resolution is hereby adopted establishing wages,
an Bernardino,
.r-
\-
21
22
23
24 /I
25
26
27
28
V(O, ZD A
(0 ! ( /0/
...".,,-""
'-
-
\....
.~
'-
1
RESOLUTION OF THE CITY OF SAN BERNARDINO IMPLEMENTING A
EMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF SAN
3 ERNARDlNO AND EMPLOYEES IN THE GENERAL BARGAINING UNIT OF THE
ITY OF SAN BERNARDINO REPRESENTED BY SAN BERNARDINO PUBLIC
4 MPLOYEES ASSOCIATION.
5
6
7
8
9
10
11
12
13
2
I HEREBY CERTIFY that the foregoing Resolution was duly adopted by the
ammon Council of the City of San Bernardino at a
meeting thereof,
day of
, 2001, by the following vote,
NAYES
ABSTAIN
ABSENT
AYES
OUNCILMEMBERS:
STRADA
IEN
CGINNIS
CHNETZ
14 UAREZ
15 NDERSON
16 cCAMMACK
17
18
19
20
21
Rachel G. Clark, City Clerk
The foregoing resolution is hereby approved this
day of
,2001.
22
23
24 pproved as to form and
egal content
25
26
27
28
Judith Valles, Mayor
City of San Bernardino
'-
GENERAL UNIT
EMPLOYEES
r-.
',-
MEMORANDUM
OF
UNDERSTANDING
Made and Entered Into Between
The City of San Bernardino
And
The San Bernardino Public Employees Association
JULY 1, 2001
To
JUNE 30, 2004
-
City of San Bernardino
Office of the
Director of Human Resources
'-'
/,.".,.,
.~
-
'-
-
'-'
1
General Unit MOU
'-"
I"'"
'-
-
........
City:
Classification:
Dav:
Excrusion:
General Unit:
Mandatory and
Permissive:
MOU:
Union:
DEFINITION OF TERMS
The City of San Bernardino
Includes titles listed in Section 10 of City Resolution No. 6413, as
amended.
As it pertains to a holiday, sick reave day or a vacation day, one (1) "day"
equals eight (8) hours, unless otherwise specified.
Excluded from the General Unit for purposes of representation are:
classification titles designated as management/confidential, middle-
management or safety, positions established and created under federal
contract, and temporary, part-time, provisional and probationary
individuals.
Includes titles listed in Section 10 of City Resolution No. 6413, as
amended. Additional titles in the General Unit may be established by the
Mayor and Common Council. Also reference "Exclusions" above.
"Shall" is mandatory; "may" is permissive.
Memorandum of Understanding
The exclusive bargaining representative for the General Unit
2
General Unit MOU
'-'
ARTICLE I - ADMINISTRATION
SECTION 1 - Management Rights
,-
'-
This Memorandum of Understanding (MOU) shall not be deemed to limit or eurtail the
City in any way in the exercise of the rights, powers and authority, which the City had prior to
adopting this MOU, except to the extent that the provisions of this MOU specifically curtail or
limit such rights, powers and authority. Furthennore, the City retains alr its exclusive rights and
authority under City Charter, ordinances, resolutions, state and federal laws and expressly and
exclusively retains its management rights, which incrude but are not limited to: the exclusive
right to determine the mission of its constituent departments, commissions and boards; set
standards of selection for emproyment promotions; direct its employees; establish and enforce
dress and grooming standards; determine the methods and means to relieve its employees from
duty because of lack of work or other rawful reasons; maintain the efficiency of governmental
operations; determine the methods, means and numbers and kinds of personnel by which
government operations are to be conducted; determine the content and intent of job
classifications; determine methods of financing; determine style and/or types of City-issued
wearing apparel, equipment or technorogy, means, organizational structure and size and
composition of work force and allocate and assign work by which the City operations are to be
conducted; detennine and change the number of work locations, relocations and types of
operations, processes and materials to be used in carrying out all City functions, incruding but
not limited to the right to contract for or subcontract any work or operations of the City; assign
work to and schedule employees in accordance with requirements as determined by the City, and
establish and change work schedules and assignments upon reasonable notice; establish and
modify productivity and perfonnance programs and standards; discharge, suspend, demote,
reprimand, withhold salary increases and benefits or otherwise discipline emproyees in
accordance with the applicable law; establish employee perfonnance standards including, but not
rimited to quality and quantity standards; and, carry out its mission in emergencies and exercise
complete control and discretion over its organization and the technology ofperfonning its work.
SECTION 2 - Employee Rights
(The City and the Union mutually agree to meet and confer regarding modifying this
language pending the outcome of the Agency Shop election.)
.-.
'-
A. Employees of the City have the right to fonn, join and participate in the activities
of employee organizations of their own choosing for the pwpose of representation on all matters
of employer-employee relations, incruding but not limited to: wages, hours and other terms and
conditions of employment. Employees of this City also shall have the right to refuse to join or
participate in the activities of employee organizations and shall have the right to represent
themserves. No employee shall be interfered with, intimidated, restrained, coerced or
discriminated against by the City or by employee organizations because of the exercise of these
rights.
3
General Unit MOU
.-
"-
r-
"'-'
,...
'-'
B. The City, through its representatives, shall meet and confer in good faith only
with representatives of formally recognized ernployee organizations regarding matters within the
scope of representation, including wages, hours and other terms and conditions of employment.
SECTION 3 - Contract Services
It is not the Intent of the Citv to cause emDloyees to lose their lobs because of a
decision to contract work. If a decision is made by the CItv to contract work not now
contracted. and that decision win result in chan2e in the work conditions or status of
emDloyees In the unit. the CItv a2rees to meet and confer in 200d faith with the Union orior
to makin2 a (mal recommendation to the Mayor and Common Council.
It is Ret the iBteat sitlis City te elH:tSe empleyees t9 lese their jass BasaliS! sf a deeisieB
t9 eeBtfaet -,vark. Hey.w/IY/ef, if a deeisieB is maSs hy the City te e9ftH:aet V.~9fk Bet B9\1:
eefHHetea, and tltat aeeisisB .J!.~1I resak in ooAftge ill tile -;vade status sf empleyees in 188 URiaB
FepFeseBtaaea anit "ner t9 eeBeladiBg 188 researek and aaalysis Beeessary fer die
implemeRtaaaR af SHaft a daeisiaR, tae City '.viIlmeet llftEl eamar ill geed fGitft. eeaeefBiBg tfte
lBanpe"xer reS91:1fee eensidsfB.tisfl5 iB.'18y."ea &BEl resews reeSB1ftl8BdaaeRS hill 1:118 URiaH 18
RaaSe .8 epee! apes jees petfefHied BY lHlit eBil'leyees. The YaleR aNees t8 elimiBate
meeBB2: with the Bw:aBm8ti8B e8BlmHtee 1I8ul after lIireeSi8B (reRl tile MF..SF aad
CaBlBleR CeuRel1. The Citr ,viII BetiC.: the lIBieB wileR seelaB~ diFeedeR IFelR the MlfV8F
aBd CeBllReB CellBeil.
The City agrees t9 refer te the )3fbretizaaea eeHuBhtee is. ai./8ftee 9f sul:11m~ t9 tlte
~iayer BRa CammeR CalHleil afty JBa~er eeBeemiBg tBe eeatfaetiBg ellt ef s~ees elllTeB~
llerfafHledlly GeRefe!. Unit empleyees.
SECTION 4 - Agency Personnel Rules
It is understood and agreed that there exists within the City in written or unwritten form
certain personnel rures, policies, practices and benefits generally contained in "Civil Service
Rules and Regulations for the Classified Service"; Resolution No. 6433, as amended; Resorution
No. 10584, Establishing Uniform and Orderly Methods of Communications Between the City
and its Employees for the Purpose of Promoting Improved Emproyer-Emproyee Relations, as
amended; and, Resolution No. 10585, Adopting Rules and Regulations Relating to Emproyer-
Employee Relations, as amended, which documents will continue in effect, except for those
provisions modified by the Common Council in accordance with state laws, orders, regulations,
official instructions or policies. In the cases of proposed changes to the resolutions other than by
agreement, the Union shall be consulted with prior to the consideration of these changes by the
Mayor and Common Council, except in cases of emergency as defined by the Mayor and
Common Council, in which cases the Union will be consulted with as soon as possible after the
ehanges.
4
General Unit MOU
-
j
'-
~
""-
~
'-
Any departmental work rules initiated, established and promulgated by the City shall be
posted on bulletin boards ten (10) days prior to their effective date, except in emergency
situations. A copy of such rules shalr be sent to the Union office. The reasonableness of any
disciplinary action taken as a result of a violation of any departmental work rule may be
determined in the grievance procedure at the emproyee's election. The City shall make
reasonabre efforts to acquaint emproyees with work rules. Work rures shall be uniformly
applied.
Each Department oCthe City. with the exception oCthe Police and Fire. shaD provide
SBPEA with a current copy oCtheir Departmental Work Rules on an annual basis, no later
than June 30 oC each year. The Police and Fire departments will provide updates as they
occur.
SECTION S - Safety Committee
There is established an Employee Safety and Accident Review Board and Safety
Committee in which the General Unit has membership (three (3) members). The Board wiD
review alr recordable accidents (both City equipment and personal injury of City emproyee) and
make recommendations to the City Administrator and Director of Human Resources for all
corrective actions in establishing better job safety.
The Board will improve safety communications throughout the City and review each
accident on or off City property. The Board will investigate all "industrial type" accidents and
"vehieular" accidents and make recommendations on how the accident could have been
prevented. The Board is expected to establish its own rules of conduct, to elect its own officers
at the first meeting in January and keep minutes of all its meetings, findings and
recommendations.
The Committee is expected to meet no ress than once a month at a time agreeable to all
members. Upon completion of reviews by the Committee of accidents! incidents, the Committee
will make recommendations for corrective measures to establish safer working conditions and
may recommend discip1inary action.
It is of mutual benefit to the City and to the employee to be fully aware of and comply
with all safety rules and regulations. The City, Union and employees agree to work towards
preventing job-related injuries to emproyees and damage to both public and private property.
Guests and/or speakers will be allowed to attend based on advance notice to the City and
mutual agreement.
5
General Unit MOU
--
'-
,--
'-
,,-.
'"""
In the event a representative from either side is unabre to attend a meeting, the
spokesperson from each side may, with two (2) working days' notice to the other side, select an
alternate from a predesignated pool of ernployees. The "pool" will consist of up to three (3)
employees, whose names will be exchanged by the City and the Union each Jury.
The Safety Committee shall forward to the SBPEA office a copy of aU minutes,
rmdings and recommendations at the conclusion of each meeting.
SECTION 6 - Labor-Management Committee
The Labor-Management Committee shall continue for the term of this MOU. Its
continuing purpose is for the discussion of common problems that are not addressed in other
existing procedures. The Union shall designate three (3) representatives to serve on the
Committee from different departments. The City shall also designate three (3) representatives to
serve on the Committee. The Committee will select a chairperson who will be responsible for
receiving items, establishing agendas and informing participants of the time and place of
meetings. The Committee shall normally meet at least quarterly or may meet more often if
necessary at a mutually agreed upon time and place. Recommendations shalr be considered by
management. The Union will provide a list of the three (3) Committee members to the Director
of Human Resources each July.
Guests and/or speakers will be allowed to attend based on advance notice to the City and
mutual agreement.
In the event a representative from either side is unable to attend a meeting, the
spokesperson from each side may, with two (2) working days' notice to the other side, select an
alternate from a pre-designated pool of employees, The "pool" will consist of up to three (3)
employees, whose names will be exehanged by the City and the Union each Jury.
SECTION 7 - Time Off for Employee Representatives
The Association may designate up to ten (lO) representatives from the
DepartmentslDivisions listed below to meet for one (l) hour per month on City time at the end of
the City Hall workday. The Union will submit names of employees to the Human Resources
Department prior to the first meeting. The Union will provide any changes in employee names
to the Human Resources Department prior to subsequent meetings. The time must be scheduled
in advanee. Department approval is required for release time.
6
General Unit MOU
~,-
',-,
;-.
'-
.-
'-"
Following is the breakdown of employees by Department/Division:
Animal Control
City Hair
Facilities Management
Fire
Library or SBETA
Parks, Recreation & Community Services
Refuse Division
Police
Streets Division
I
1
1
1
1
1
1
2
1
10
Total
ARTICLE n - EMPLOYER-EMPLOYEE RELATIONS
SECTION 1 - RecognitionJUnion Security
(The City and the Union mutually agree to meet and confer regarding modifying this
language pending the outcome of the Agency Shop election.)
Exclusive recognition of the Union is acknowledged for the purpose of meeting and
conferring on wages, hours and working conditions, and of general representation within the unit
of representation. The classification titles of those general regular employees in the unit for
which the Union has been recognized exc1usivery as the exclusive representative are listed under
Section 10 of City Resolution No. 6413, as amended, excruding therefrom: position and
classification titles designated as management/confidential, middle-management or subsequently
so designated by the City, positions established and created under federal contract, and those
employees while under provisional or probationary status.
The granting of "exclusive" recognition shall not preclude employee self-representation
in matters where individual rights, protections and concerns are invorved; provided, however, the
representation rights of the Union as exclusive representative sha11 not be compromised thereby.
If a unit member does not wish to be represented by the Union in matters pertaining to
grievances and disciplinary appeals and wishes to represent himseIflherseIf, such member sha11
be required to provide the Union and the City with a signed statement waiving the right to Union
representation in such matters.
SECTION 2 - No Strike
It is the purpose of the MOU, for the parties hereto, to confirm and maintain the spirit of
cooperation, which has existed between the City and the employees of the City. It is recognized .
that any work disruptions are unproductive to City operations and services provided to its
7
General Unit MOU
-
'-
,,-
'-
".......
'-
CltlZens. The Union and the City agree that they shall, at no time or in any way, jeopardize the
public health, welfare and safety of the City's business and residential communities. Thus, the
Union and the City will strive to promote a hannonious relationship between the parties to this
MOU that will result in benefits to the City and will provide continuous and uninterrupted
employee services. It is, therefore, further agreed that the Union shall not, on behalf of itself and
its members, individually or eolleetively engage in any curtaiIment or restriction of work at any
time during the term of this MOU.
SECTION 3 - Payroll Deduction for Union Dues
(Ihe City and the Union mutually agree to meet and confer regarding modifying this
language pending the outcome of the Agency Shop election)
The City agrees to provide Union dues deductions for Union members only as long as the
Union remains the exclusive representative for the employees within the bargaining unit.
Conversely, no other employee organization shall be permitted dues deduction privileges for
employees within the bargaining unit. The City shall not be liable to the Union, employees or
any other person by reason of the requirements of this article for the remittance of any sum other
than that constituting actual deduetions made from emproyee wages earned.
Dues shall be deducted from the pay of each employee who signs the authorized payroll
deduction eard as a monthly sum certified to the City by the Secretary of the Union as the regular
monthly Union dues and insuranee fees. The amount of dues shall be affixed to each
authorization card by the Union. A retter of authorization, signed by the Union
Secretaryrrreasurer, indieating the date of the meeting and approval of dues by the general
membership, shall constitute proof. The City will not deduct any pay for initiation fees, fines or
other special assessments. Dues deduction shall be a specified uniform amount for each
employee and any change in the amount of dues deducted shall be by written authorization from
the Union, provided however, that the Union shows proof that the general membership has voted
and approved any change in the amount of dues. The employee's earnings must be sufficient
after other legal and required deduetions are made to cover the amount of the dues checkoff
authorized. When a member in good standing of the Union is in a non-pay status for an entire
pay period, and the salary is not sufficient to cover the full withholding, no dues withholding will
be made to cover the period from future earnings, nor will the member deposit the arnount with
the City which. would have been withheld if the member had been in a pay status during that
period. All other legal and required deductions have priority over employee organization dues.
Dues withheld by the City shall be transmitted to the office designated by the Union in writing at
the address specified in the letter of authorization.
All unit members who were members of the Union on June 1, 2001, and those employees
who thereafter become members shall remain as members in good standing of said Union the
duration of this MOU, except as provided for in this article.
8
-General Unit MOU
.....--
'-
-
'-'
-
'-'
During the first full work week in June, a member may request to the Finance
Department in writing, with a eopy to the Union President, to withdraw hislher authorization for
dues deduction, which shall become effective in the first payroll period in August.
The Union shall indemnify, defend and hord the City harmless against any claims made
and against any suit instituted against the City in regard to emproyee organization dues. In
addition, the Union shall refund to the City any amounts paid to it in error, upon presentation of
supporting evidence.
SECTION 4 - Grievance Procedure
Definition of Emolovee Grievance: A grievance is an alleged violation of the terms of
the MOU or of the laws, ordinances, resorutions concerning or affecting wages, hours or other
conditions of employment. The remedy serected by the employee shall be the excrusive remedy
pursued, either through the grievance procedure or through disciplinary appeals to the Civil
Service Board. If the employee chooses to appeal disciplinary action to the Civil Service Board,
he/she shalr be precluded from filing a grievance.
Additionally, allegations of discrimination and harassment may be submitted to the Equal
Employment Officer.
As used in this procedure, the term "immediate supervisor" means the rowest revel of
supervisor not within the general employee representation unit. The procedure provides a
mechanism for settling the grievance informally with the "immediate supervisor," up to and
including the Division Head.
If this proves unsatisfactory, the grievance may be formally presented to the Department
Head or designee, the Director of Human Resources, and finally to the City Administrator who
will be the ultimate authority.
The aggrieved employee shall have the right to be represented, if he/she desires, by the
designated Union representative.
Workin!! Dav: As used in this section, "working day'" shalr refer to the emproyee's
working day or to the working day of the other party involved (supervisor, Division Head,
Department Head, Director of Human Resources, City Administrator and/or their designees),
depending upon whose response or action is pending.
Procedural Steos for Handlin!! Grievances:
A. Informal: An attempt shall be made to ascertain all facts and adjust all grievances
on an informal basis between the employee and a supervisor in the employee's chain of
eommand, up to and ineluding the Division Head. Presentation of the grievance must be
submitted to the Informal Step within ten (10) working days of the incident causing the
grievanee or of the grievant's knowredge of the incident's occurrence. The date and the subjeCt
9
General Unit MOU
'--
of the incident should be provided with the request for the informal meeting. Within ten (10)
working days of the presentation of the grievance, the supervisorshalr provide an oral response
to the emproyee. The supervisor will document (for record purposes) hislher response to the
employee in the event the grievance proceeds to the Formal level.
B. Formal:
I. If the grievance is not adjusted to the satisfaction of the emproyee
involved, the grievance shall be submitted in writing by the employee or hislher designated
representative to the Department Head or hislher designee within ten (10) working days from the
date of the oral response. The Department Head or hislher designee shall meet with the
employee and/or hislher designated representative within the next ten (10) working days of
receipt of the written grievance and shall deliver hislher answer in writing to the employee
within ten (10) working days after the meeting.
2. If the grievance is still not adjusted, the aggrieved party may file a written
appeal with the Director of Human Resources within ten (10) working days from the date of
delivery of said answer. The Director of Human Resources or hislher designee shall meet with
the employee, and if the employee desires, the designated Union representative, within ten (10)
working days after receipt of the appeal and shall deliver hislher answer in writing to the
employee within ten (10) working days after the meeting.
.-
'-'
3. If the grievance is still not adjusted, the aggrieved party may file a written
appeal with the City Administrator or hislher designated representative within ten (10) working
days from the date of delivery of said answer.
The City Administrator or hislher designated representative shall deliver
hislher answer in writing within ten (10) working days after receipt of the appeal.
4. The decision of the City Administrator or hislher designated representative
is final and binding on alr parties, unless reversed by a court decision.
5. All grievances shall be treated as confidential, and no publicity shall be
given the fina1 resolution of the grievance,
C. Time Limits: Any grievance not answered by the City within the specified time
limit listed above shalr be deemed settled on the basis of the Union's original demand. Likewise,
any specified adjustment not appealed by the employee or hislher designated representative
within the specified time limits listed above shall be deemed settled on the basis of the last City
official's answer. Time lines as above may be extended by mutual agreement only,
-
D. Consolidation of Grievances: In order to avoid the necessity of processing
numerous similar grievances at one time, a single "class" grievance may be filed as long as the
grievances are from emproyees within a single department. The City also has the right to
consolidate responses to such grievances. If the grievant is a group of three (3) or more
'-
10
General Unit MOU
,.,,-,
"-
,,-
'-
-
"-'
employees within a department, the group shalr appoint one (1) or two (2) employees who signed
the grievance to speak for the collective group throughout the grievance process.
SECTION S - Union Representation
When requested by an employee, a steward may represent an employee in a grievance, as
defined in Article IT, Section 4, Grievance Procedure. The steward representing an employee in
a grievance proceeding shall be allowed reasonable time during working hours for sueh pllIposes
without loss of time or pay, with two (2) working days' advance written notice to and with the
approval of, the immediate supervisor, who shall notify and obtain the concurrence of the
Division or Department Head. Approval to investigate and process a grievance will not be
unreasonabry witbherd.
The privirege of stewards to reave their work during working hours without loss of time
or pay is subject to the understanding that time will be devoted to the proper handling of
grievances within the unit of representation, will conform to department work rules and will not
be abused. Stewards will perform their regularly assigned work at all times, except when
necessary to reave their work to handle grievances as provided herein.
A steward will not be granted time off nor compensation for the pwpose of handling
grievances outside the unit of representation, which the Union has been excrusively recognized
within the City. A steward may be allowed leave of absence without pay by the Mayor and
Common Council to attend Union training courses and Union conventions if the Department
Head concurs.
A ratio of one (1) steward for every fifty (50) permanent employees in the unit shall be
recognized by the City. Any substantiated abuse of the privileges accorded stewards with regard
to reasonable time off and compliance with the requests of hislher immediate supervisor, or
conflicts which arise between duty requirements and the handling of grievances, may be cause to
suspend this privilege, and both parties will call an immediate special consultation between the
City Administrator or hislher designated representative to resolve the problem. Punitive action
shall not, be taken against emproyees for performing their duties as stewards. The Union shall
furnish the Director of Human Resources with an up-to-date steward list each quarter including
names of stewards and work locations. Changes other than on the quarterly lists will not be
recognized by the City, other than for a steward who has left the bargaining unit or City
emproyment.
SECIION 6 - Employee Lists
The City agrees to provide the Union with a list of names of the General Unit by City
department, every six (6) months, beginning in January of each year.
11
General Unit MOU
,,-
~
,-
'-
,-
"-'
SECTION 7 - Skelly Rights
It is mutually agreed that the City subscribes to the concept and application of
progressive discipline. Discipline shalr be imposed upon an employee onry for just cause.
If the employer has reason to reprimand an emproyee, it shall be done in a manner that
will not embarrass the employee before other employees or the public.
When an action for suspension or termination has been taken, subject to appeal, the
employee will be apprised of the action, the reason therefore, and will be provided with a copy of
the charges including material on which the action was based. Employees have the right to
Union representation as provided under Government Code Section 3500 et seq. (Meyers-Milias-
Brown Act).
A. The emproyee shall receive advance notice of the proposed disciplinary action.
Reasonable advance notice shalr be provided to the employee.
B. The notice must contain the reasons and the charges upon which the proposed
action is based.
C. The notice must also contain a statement of the events or circumstances upon
which the action is based.
D.
The employee must be given the materials, if any, upon whieh the action is based.
E. The employee shall have the right to respond either orally or in writing within tive
(5) working days of receipt of Skelly package to the appointing authority (Department
HeadlDivision Head) imposing the discipline.
F. The disciplinary procedure should be used for all serious disciplinary actions,
which are normally considered (1) demotions; (2) discharges; (3) reductions in pay; and, (4)
suspensions.
SECTION 8 - Non-Discrimination
The City and the Union agree that there shall be no discrimination against emproyees
within the bargaining unit because of race, color, creed, religion, national origin, sex, age,
marital status or Union membership. Union membership also includes Union activities.
Further, there shall be no discrimination against qualitied individuals with disabilities as
defined by the Americans with Disabilities Act (ADA) of 1990, when those individuals do not
pose a risk to the health or safety of themselves or others. The ADA expressly identities,
reassignment to a vacant position as one form of reasonable accommodation.
12
General Unit MOU
-
"-
I"""
'-
,_.
'-'
SECTION 9 - Personnel Files
A. The Human Resourees Department shall keep and maintain an official personnel
file for employees, which shall contain information relative to the employee. No other files,
records or notations shalr be official except as may be prepared or used by the City or its counsel
in the course of preparation for any pending case, such as the Department of Fair Employment
and Housing or Civil Serviee matter or grievanee.
B. An employee's department may maintain a file pertaining to an employee, which
shall contain job-related information only. It shall be the supervisor's responsibility to inform the
employee, with a copy thereof, of any detrimental material in the file that may affect the
employee's performance evaluation, An employee may grieve over the factuality of, or propriety
of, any material in such file. Such files shall be confidential. Both the City and the Union agree
that an employee's failure to chalrenge any material in such fire does not justify the concrusion
that the employee is in agreement with any such materials. Such files shalr not contain a copy of
any disciprinary action against an employee.
C. Employees and/or their authorized representatives, if authorized by the emproyee,
shall have the right upon written request to review the contents of their official personner files
and department files. Such review may be made during working hours with no ross of pay for
time spent, and the employee may be accompanied by hislher authorized representative if he/she
so wishes. Reasonable requests to copy documents in the files shalr be honored.
D. A copy of any disciplinary action or material related to employee performance,
whieh is praced in the personnel file, shall be served upon the employee (the employee so noting
receipt), or sent by certified mail (return receipt requested) to hislher last address appearing on
the records of the City. It is the obligation of each employee to provide the City with hislher
current address.
E. A full-time, permanent employee shall have thirty (30) working days in which to
file a written response to an employee performance evaluation entered in his or her personnel
file. Such written response shall be attached to the employee performance evaluation. The thirty
(30) working days wilI commence with the date the emproyee receives the evaluation for
signature.
The Human Resources Department will distribute to all City departments a
memorandum explaining employee performance evaluation response procedures for General
Unit employees.
F. Emolovees mav request that anv documents contained in the me of a
derol!ato" nature will be ourl!ed from their riles after a period of twenty-four (24) months
and no further actions have occurred similar in nature. The deoartment head shall review
such request and win have final sav on what will be purl!ed.
13
General Unit MOU
--
'-'
.~
........
-
'-'
SECTION 10 - BuDetin Boards
The City will provide adequate space on bulletio boards io each department/division for
the purpose of the Union posting notice of pertinent Union busioess. The Union agrees that
nothing libelous, obscene, defamatory or of a partisan political nature shalr be posted. In the
event that there is a dispute arising out of the pertinence of any literature the Union chooses to
post, the City Administrator or hislher designated representative and a Union representative will
meet as soon as possible to reserve the problem.
SECTION 11 - Budget Documents
The City agrees to provide the Union at no cost one (r) copy of the annual financial
report, preliminary budget, tina1 budget and resolutions or ordinances as requested by the Union.
SECTION 12 - Employee Orientation
The City will distribute the Memorandum of Understanding. or contract term and
conditions, as part of the employee orientation program conducted by the City for new
employees. The City will alrow the union to make a presentation at emproyee orientations.
SECTION 13 - New Employee Information
Once per month, the Human Resources Department will furnish the Union with
information on new General Unit employees, excruding their home addresses. Data will incrude
name, title, department, department phone number and date of hire. Data will not be provided
until at reast ten (10) working days following approval of the appointment by the Mayor and
Common Council.
SECTION 14 - Mailbox
The City will offer a mail slot for the General Unit in the mai1room area City established
for City departments.
ARTICLE m - COMPENSATION
SECTION 1 - Salaries
Salaries are per Reserution No. 6413, Section Ten, as amended by the Mayor Common
Council.
14
, General Unit MOU
-
'-
-
'-'
-
'-
Effective the followine: pavroll after Couucil approval of the MOU. emplovees in the
General Unit will be adjusted from their current salarY rane:es and steps to the new rane:es
and steps as set forth in the Classification and Compensation Studv received and flied bv
the Mavor and Common Council in March oU001. For implementation pUrPose only. step
placement will be nearest dollar that provides a four percent (4%) salarY adiustment uslne:
a one percent (1 %) salarY scale. The onlv exception would be an employee whose new
rane:e would not allow a four percent (4%) adjustment. in which case the employee would
be placed at top step of the new rane:e.
Subsequent step increases. based on current step increase dates. will revert to the
current five percent (50/0) increase within the assil!Ded rane:e. employees whose rane:e will
not support a five percent (5%) increase will receive less than five percent (5%).
Effective JanuarY 1. 2003. a four percent (4%) Cost-of-Livine: Adiustment (COLA)
. wID be l!iven. This COLA will result in the entire pay scale movine: upward by four percent
(4%).
Effective JanuarY 1. 2004. a three percent (3%) Cost-of-Livine: Adjustment (COLA)
will be l!iven. This COLA will result in the entire pay scale movine: upward by three
percent (3%).
..A.. ~ pereeBt ~ salary marease shall "seems effeeave la.Barr 1. J999.. fer all
unit empleyees. .A..!!!! pefeeB.t ~ salary malease shall "seeme eft'eewle laB1I8". 1.. ]991...
l'he Cin... at hs eHeBse.. 8~Fees te eSBd1let 8 elassifieati8B aad e81R8eBsatieB stalk'
er BesideRs is die CeRe.... YRit. The Citv fllFdleF BE:FeeS diRt die Hud.v will he eelBBIMed
BrieF t8 the eHirmSB eethe eeRRaet.
SECTION 2 - PERS
For any emproyee hired on or after January I, 1998, the City will pay five percent (5%)
of the seven percent (7%) members' contribution to PERS credited to the employee's account as a
fringe benefit. Upon said emproyees completing five (5) years of service, the City wilr pay two
percent (2%) additional of the members' contribution to PERS credited to the employee's account
as a fringe benefit on the first pay period of the sixth year of service.
The City contracts with PERS for employees' retirement benefits. General Unit
employees are normally eligible for "Service Retirement" once they reach age 50 and have five
(5) years ofPERS-credited service. There is no compulsory retirement age for employees, such
as General Unit employees, who are local miscellaneous members ofPERS.
Emproyees inquiring about exceptions or about disability retirement should contact the
City Human Resources Department or a PERS Area or Field Office,
15
General Unit MOU
",.-,
'-'
The City will pay the employer contribution for the Fourth Lever 1959 Survivors'
Benefit.
The City has amended its PERS contract to provide the 2% @ SS retirement
benefit, with the cost associated with this amendment borne by the City.
SECTION 3 - Overtime
All employees in the General Unit (exempt as well as non-exempt) will receive overtime
based on the requirements of the Fair Labor Standards Act (FLSA).
Overtime work shall not be authorized unless the employee has obtained the prior
approval of hislher Department Head or designated Division Head. Emergency overtime work
may be authorized by the employee's supervisor without such prior approval, if obtained at the
earliest possible time after the perfoIIIlanee of emergency work.
In instances where standby and call-back work is required and directed, it shall be
regulated by, and paid in accordance with, the provisions contained in Article ill, Section 5.
,-
Comoensatory Time Bank: When an employee works overtime, he or she shall earn
overtime at the FLSA rate. Following prior approval of overtime as described above, the
employee will either be paid for the overtime worked or the number of overtime hours worked
will be placed in a compensatory time bank, based on the employee's request. The Finance
Department (payroll) will track the compensatory time aecrued and used, and the compensatory
time balance will appear on the employee's payeheck. Department Head approval will be
required in order for employees to use time from the compensatory time bank.
'-
Onee an employee's compensatory time bank reaches eighty (80) hours, the employee
will be paid for all subsequent overtime worked. By the end of each fiscal year, an employee's
compensatory time bank must be reduced to forty (40) hours. Any hours in the compensatory
time bank in excess of forty (40) hours as of as of June 30 of each year will be paid at the
emproyee's regurar rate of pay, and will be included on the first paycheck in December
(December 15).
If the employee tenninates employment or if the employee is promoted to a position in
the City, the compensatory time bank will be paid off at the then current rate of pay.
SECTION 4 - Higher Acting Classification Pay
-
'-
Upon approval by the City Administrator, a Department/Division Head may assign or
reassign a qualified unit employee to discharge the duties of a higher classification when a
position is vacant or in the absence of the incumbent.
16
General Unit MOU
-
'-'
.r-
'-
r-
'-
An employee so assigned in writing by the Department/Division Head, with the approval
of the City Administrator, shall receive acting duty pay starting on the sixth consecutive day of
each acting duty assignment. No acting duty pay will be paid for the first five (5) days of each
acting duty assignment, except for those employees who can prove that they have served a total
of twenty (20) days in a higher-acting classification during the previous twenty-four (24) months,
based upon their official Human Resources Department records. The entire period of assignment
at the higher classification, including the initial work demonstration period, may not exceed sixty
(60) working days, except by the mutual agreement of the City and the employee.
Effective with the signing of the new contract, employees in the classification of
Refuse Worker I, II and III assigned to a higher acting position will be eligible for higher-
acting pay from the first day.
EtleetFre wHIt the SiE8iB~ sf tile Be.1" eBBWeK. elBBle-lees 8~ the Refase Dv,:ili8B
Rssi2!Bed t8 a l1i~eF Beds!: DesmeR 'RiIIlJe elidllle fer Ilir:ker aetiB!: 8.: Crem the fiRt ..x
ih~. are assi2Bed .8 ,,'eN fa the Itidler aetiRI!: BesltieB.
An employee assigned to work in a higher classifieation on an acting basis shall receive
at least five percent (5%) above hislher current base rate of pay.
The City will not circumvent the intent of this article by using various employees to
thwart the intention of this article.
SECTION S - Classification Appeal
Employees who believe they are perfonning duties of a higher level outside of their
current classification, and who believe they have been unable to resolve the situation
satisfactorily, shall have the right to appeal their issue via the current grievance procedure
(Articre IT, Section 4).
SECTION 6 - CaD-Back/Standby Assignment & Pay
An employee who is free to engage in hislher own pursuits whire off duty, subject only to
carrying a beeper or to the understanding that the emproyee leave word at hislher home or the
with the Department Head or designee) where he/she can be reached, is not working while on
standby. If called back, the employee shall be paid for the time actually worked in accordance
with Article ill, Section 3.
If a Department Head places an employee on standby, defined as the employee being in a
state of readiness and immediate avairability to come to work outside of their nonnal work hours,
the Union and the City hereby agree that the following is compensation in full for the hours of
work of the employee when in such standby status:
17
General Unit MOU
.,~
'-'
-
'-'
.-
'-'
Standbv Status
Hrs Comnensated
For the employee's five (5) work days
during their work week (or prorate at 1.0)
5 work hours
For the employee's two (2) non-work days
during their work week (or pro rate at 2.5)
5 work hours
OR,
For all seven (7) days during a work
week
10 work hours
AND,
For any holiday, as described in this MOU,
during which the employee stands by for all
or any portion of the 24 hour day
1 extra work hour
per holiday - added
to the above
The hours described above will be treated as time worked and paid at the rate of time-
and-one-half (1-1/2). This amount will be paid, in addition to compensation for actual time
worked, when the emproyee is calred to work from standby status. The time worked shall also
be paid at the rate of time-and-one-half (1-1/2). Employees of the Animal Control Division
assigned to standby status shall be compensated at the rate of two (2) hours pay per day for such
status.
General Unit Call-Back Pav: An employee cannot be in standby status and call-back
status at the same time.
Employees not formally assigned to standby status may still be called back to work. If
reached by their supervisor and called back to work, the employee will be paid for actual hours
of work at the FLSA overtime rate of time-and-one-half (1-1/2) unless the emproyee has worked
less than forty (40) hours in the work week due to use of paid or unpaid sick time. In such cases
employee will be paid straight time. Department Heads may, however, pay at the overtime rate
of time-and-one half (1/2) regardless of sick time taken in unusual circwnstances at their
discretion. An employee called back to work shall be paid for a m;n;mum of one-and-a-half (1-
1/2) hours of work.
The General Unit employees covered by this MOU are not so severely restricted in their
activities while in standby status as to be "working while 'on call'" as that term is used in the Fair
Labor Standards Act 29 CFR 785.17.
18
General Unit MOU
-
'-
Departments and Divisions, which utilize call-back/standby will prepare a qualified list of
employees. Department/Division Heads will consider the following factors in establishing and
maintaining call-back and standby lists: emproyee seniority; special quaiifieations; skills; and/or,
voluntary work assignments.
For Departments and Divisions assigning call-back and standby on a rotation basis, only
the employee who appears first on the list may reject an assignment to call-back or standby.
Rejecting an assignment will automatically prace the first employee at the bottom of the list. The
employee listed next must take the assignment.
Departments and Divisions may use procedures that vary from the above, if the
procedures are: (1) consistent with Department/Division work rules; or, (2) implemented result
of an emergency situation.
Emolovee Court Subooena Time: AIr City employees appearing in court on their day off
for a work-rerated court subpoena will receive compensation for the actual time spent in court.,
with a three (3) hour minimum. Additionally, employees will receive one-half (1/2) hour travel
time for going to court. Employees will be reimbursed for all parking fees associated with the
court appearance.
In the event an employee is placed on standby on their day off for a work-related court
r- subpoena, the employee will receive three (3) hours standby pay for each day on a standby
'- status.
For morning standby subpoenas where employees are called to court and do not go
beyond 12:00 p.m. on that day, total compensation will consist of the three (3) hours standby
along with one-half (1/2) hour of traver time. If employees have to appear in court after the noon
recess, the actual additional time along with one-half (1/2) hour of travel time will be added to
the three (3) hours standby, In cases where the subpoena is for 1 :30 p.m. or another time, the
standby will start with the time stated on the subpoena.
AIl court-related compensation will be paid as time worked and at the appropriate straight
time, or where applicable, at the FLSA overtime rate. Such compensation is in addition to
compensation for any prior time actually worked pursuant to such subpoena.
It is hereby agreed by and between the parties hereto that the General Unit employees
covered by this provision are not so severely restricted in their activities while on standby status
as to be "working while 'on eall'," as that term is used in the Fair Labor Standards Act 29 CFR
785.17.
--
'-
19
General Unit MOU
-
'-
-
'-
--
'-'
SECTION 7 - Shift Differential
Unit employees assigned to the Communications Division, Identification Bureau, Patrol
and Poliee Records within the Poliee Department, and the garage within the Public Services
Department, shall receive the following pay differential in addition to their pay for actual shift
work designated as either the swing or graveyard shift.
A. An employee assigned to the swing shift (normal start and ending time of 4:00
p.m. to 12 midnight, respectively) shall receive $65 per month extra for all hours actually worked
during such assignment; or,
B. An employee assigned to the graveyard shift (normal start and end time of 12
midnight to 8:00 a.m., respectively) shalr receive $100 per month extra for all hours actualry
worked during such assignment.
C. Any employee who is permanently assigned to the swing or graveyard shift will
receive the additional monthly pay. The additional pay will only begin and end on the r 5t and the
16th of the month. Whenever permanent swing or graveyard shift employees work overtime on
another shift, their hourly pay will include the additional monthly pay.
D. Any non-swing/graveyard shift employees who work overtime in a swing or
graveyard shift will only be paid at the regular rate of pay (no additional differential pay).
E. The Departments, by memo, will inform Payroll which employees are
permanently assigned to swing and graveyard shifts and should receive the additional monthly
pay. Permanent is defined as working thirty (30) days or more.
SECTION 8 - Personal Tool Replacement Allowance
The City shall provide a tool replacement allowance for damaged, lost or stolen personal
tools in an amount not to exceed $350 per year, per employee. Only those emproyees in the
following position classifications shall be entitled to such allowance:
Deoartment/Division
Classification( s)
1. Fleet Division
2. Engineering
3. Facilities Management Division
Mechanics & Lead Worker
Traffic Signal Electricians
Maintenance Personnel
(includes Plumbers) &
Electricians I & II
Mechanics
4. Fire Department-Maintenance Shop
20
General Unit MOU
--
""",.
The City will orovide insurance covera2e for Fleet and Fire EQuioment Mechanic
emolovee tools, if the entire toolbox is stolen from the City orooertv.
Claims against the above toor replaeement allowance shall be honored provided when:
(1) the personal tools had been required by the City; (2) the tool had been marked and
inventoried by the employee; (3) a report of sueh inventory had been filed with the Department
Head; and, (4) said tools had been properly maintained. Tools stolen or damaged through no
fault of the employee will be replaced by the employee and reimbursement thereof will be made
by the City, after submission of an appropriate City form accompanied by an approved invoice or
receipt. Requests shall be submitted semi-annually, in June and December, or upon termination
of the employee from City service for any reason. Damaged tools, which are replaced through
reimbursement by the City as above shall be turned in to the Department Head and shalI become
the property of the City.
During the term of this MOU, all newly-employed mechanic personnel in the Fire
Department and Fleet Division, who may be required by their Department Head to purchase
personal metric tools in order to effectively accomplish work assignments, shall be eligible to
receive a one-time tool purchase allowance not to exceed $100 to assist in making such purchase.
,.-..
"-'
SECTION 9 -Fines
The City shalr pay for court fines imposed upon any permanent Employee within the unit
of representation as a result of hislher conviction of a violation as a result of being directed to
operate any faulty vehicle or equipment, where such fault is the proximate cause of the violation.
SECTION 10 - Bilingual Pay
General Unit employees, as designated by the City Administrator and who meet the
certification and eligibility requirements as deveroped by the City, shall be compensated at the
rate of fifty dollars ($50) per month. The duties of the employee receiving bilingual pay may be
reviewed annually to determine that bilingual duties assigned to an employee are being
performed on a regular and frequent basis. The designated emproyees may be tested annually for
certification and recertification.
Not more than twenty (20) General Unit employees may be designated to receive
bilingual pay. The City Administrator or designee will retain the right to select the twenty (20)
eligible employees and to determine the departments where use of employee bilingual skills
would be best served. The City shall reserve the right to determine languages for which testing
will be conducted.
-
'-'
21
General Unit MOU
-.
\"",...
SECTION 11 Reelassifiea8eB
The City agrees te BRag feRYaM a feliliest te reelassify felH" (1) Petiee ReGeTEls Cled. ll's
te the Mia M8ftagemeftt Unit.
SECTION 11 - Special Certification Pay
Effective January 1. 2002. emDlovees in the follom!!: classifications:
. Code ComDliance Officers: EQuiDment Mechanics: Animal Control Officers:
City Clerk Business License Checkers
Shall receive. in addition to their rel!:ular comDensation. 550 a month Davment (525
paid each Dav period) for obtainin!!: and maintainin!!: the followin!!: certifications:
-
. ICBO or AACE Certificate
. ASE desil!Dation of Master Certified Mechanic
. Fire Mechanic Level n
. NACA (3) Certificates
. Certified Revenue Officer
'-'
It shall be the resDonsibilitv of the deDartment and the emDlovee to Drovide Davroll
with a CODY of their certifications and or reuewal.
Certificate Dav is limited to 550.00 Der month Der elil!:ible emDlovee.
ARTICLE IV - FRINGE BENEFITS
Section 1 - HealthlLife Insurance
A. As of January 1. 2002. the City will contribute:
An additional 56S/month towards health Dremiums for unit emDlovees who
enroll in medical plans with Emplovee Plus One or More Dependents. The S65/month will
result in an increase to a Oat rate of $400/month:
A Oat rate of 5265/month towards the Durchase of health care Dremiums for
"EmDlovee with No DeDendents." If durin!!: the duration of this contract the Dremiums for
,-.. the Kaiser South covera!!:e for emplovee with no dependents exceeds $265/month the City
\..r a!!:rees to reODen the contract to discuss increasin!!: this benefit.
22
General Unit MOU
r
'-
,~
'-
-
---
A. :\5 Bf lBBIIBI'," 1. 1991., the City ":Jill eeB~illltte 8ft aElliiaenel U9lIBaffih ta.....ard
health prelBiQIBS far mHt _pleyees, eneklsi-Je ef 91:1Bseeaea C: (1) fer Empleyee pills ORe er
Mere DepeB6effiS, the $liImeffih ",vill r9!J1jk m 8ft malease te a Rat rate ef $~lBeBtli; (2) fer
ElBJlleyees \'/ith :Ne DepeR6etNs, the $!..9ImeBlk will be added to the Kaiser South premium for
Employees with No Dependents.
As ef Seat_Ber 1999 the Keiser Sel:lth premiUIB fer ElBJlleyees ...Jith Ne
DepeBsems .;;85 ill1"Qfil/meatft. If: at the time sf 1M Bent 9p8R eBfsllmeat this mte ~/a:rie8, tke
City ".villlBalre the applepriate aElj1:latlBeBts.
Insurance benefits available for purchase by employees incrude medical, dental,
vision, life, long-tenn disability and accidental death and dismembennent, as made available
through the City. Any contributions not utilized by an employee sba1I revert to the City.
B. An employee must purchase medical insuranee offered through the City in order
to utilize the eontribution deseribed in subsection A.
C. The City shall contribute a maximum of sixteen dollars ($16) per month per
retired employee to be used exclusively for the purchase of medical insurance benefits.
D. City contributions not utilized by an employee revert to the City.
E. Cafeteria monies may be redesignated or a change of plans may be made in
aceordance with the rules established by the insurance plan selected by the emproyee. Plan
additions and drops are permitted in accordance with the rules established by the plans serected
by the employee.
F. An employee may not add another City employee as a dependent or be added to
another City employee's City health plan as a dependent, in order to receive "double coverage."
G. The Citv shall urovide each emulovee with $25.000 Accidental Death and
Dismemberment (AD&D) ulan insurance coveral!e at no cost to the emulovee. The Citv
shall urovide each emulovee with $10.000 Life Insurance coveral!e at no cost to the
emulovee.
H. Each member of the bargaining unit is eligible to participate in a City-sponsored
program of annual cholesteror checks and dietary counseling.
I. All employees shall participate in the City-sponsored Long-Tenn-Disability
(LID) insurance plan. The City will pay one hundred percent (100%) of the LID insurance plan
premium for employees during the length of this contract; eifeeave ':nth the signiftg ef the Jill\":
eeRtFaet.
23
General Unit MOU
--
"- Section 2 - Uniforms, Rain Gear & Safety Equipment
A. The City shall provide uniforms for the following position classifications:
1. Animal Control Division:
Animal Control Offieer
Registered Veterinary Technician
Animal Shelter Attendant
Senior Animal License Checker
2. Cemetery:
Park Maintenance Worker II
Park Maintenance Worker ill
3. Emrineerinl!: Division:
Traffic Signal Electrieian
Maintenance Worker I and II and
I""'" Lead Maintenance Workers assigned to Signing & Striping
'-' Electrician I and II assigned to Street Lighting
4. Facilities Manal!:ement Division:
Custodian
Electrician II
Electrical & HV AC Mechanic
Maintenance Plumber II
Parking Contror Checker
Storekeeper
5. Parks. Recreation & Community Services:
Maintenance Plumber II
Parks Maintenance Lead Worker
Parks Maintenance Workers 1, II & ill
Park Projects Coordinator
Landscape Inspector II
B The Police Department will develop a SOP regarding equipment to be issued to
.~ Community Service Offieers,
'-
24
General Unit MOU
-
.""""
c
--
'-'
6.
Police & Fire General Emolovees:
All permanent personnel in the bargaining unit as designated by the
appropriate Chief.
7. Public Services DeoartmentlFleet Division:
All full-time, general unit employees assigned to work on vehicle and
equipment will receive uniforms.
8. Public Services Deoartment/Refuse Division:
All full-time, general unit employees assigned to collect solid waste will
receive uniforms.
9. Public Services Deoartment/Street Division:
All full-time, general unit employees assigned to field operations will
receive uniforms.
B. The City shalr make appropriate rain gear available for Refuse Operators,
Cemetery personnel, Facilities Management Maintenance personner, Animal Control personnel,
Parking Control Checkers, Traffic Signal Electricians of the Engineering Division, field
Community Service Representatives in the Police Department and those personnel in the Street
Division and Parks, Recreation & Community Services Department who may be required to
work in inclement weather, At least ten (10) sets ofrain gear shall be maintained and made
available on loan as needed to employees in the Fleet and Engineering Divisions.
C. The City shall provide uniforms to any employee required to wear a uniform.
D. The City shalr purchase uniform shorts for use as part of the uniform. Each
department will establish guidelines for wearing shorts and employees will not be allowed to
wear shorts when performing activities that may create a safety hazard.
Section 3 - Education Tuition Assistance
A. Puroose: The education tuition assistance program has been established to
encourage the employees of the City to take college courses and special training courses, which
will better enable them to perform their present duties and prepare them for increased
responsibilities and to provide financial assistance to eligible employees for education and
training.
25
General Unit MOU
--
'-
r'
'-'
-
--..
B. Procedures: Employees will submit copies of their approved applications to the
Human Resources Department according to City polIicies and procedures. Emproyees must
include official verifieation of their final grades with appropriate receipts for tuition costs. These
will be returned to employees upon request. Applieations not submitted to the Human Resources
Department according to City policies following completion of the course become void.
C. Elilribilitv:
I. Applications for tuition reimbursement will be considered only from full-
time, regular employees who have eompreted probation.
2. Reimbursement is not authorized for courses for which the employee is
receiving financial assistance from other sources such as the GI Bill, scholarships and simirar
sources.
3. Applications will be approved only for courses directly related to the
employee's job or directly related to a promotional position in the employee's job or directry
related to a promotional position in the employee's occupational specialty.
4. Courses not ostensibly related to the employee's job, but which are
required to qualify for a degree that is directly related to hislher job may be reimbursabre only
after all required occupationally-related courses have been completed. (For example, a Fire
Engineer is a candidate for an AA degree in Fire Science and has completed all course work
directly related to fire suppression duties. A course in American history is required for the
degree. The history course may qualify for tuition reimbursement because the degree is rerated
to the employee's job.)
5. Approval will be limited to courses given by accredited colleges and
universities, city colleges or adult education courses under the sponsorship of the Board of
Education. No mail-order courses will be approved. Workshops, seminars, conferences and
similar activities not identifiable as a formal course of instruction within the recognized
educational institution do not falr within the purview of this program, but may be authorized and
funded by the department upon approval of the City Administrator.
D. Reimbursement:
1. Reimbursement will be for the cost of tuition or registration fees on the
required textbook(s) for each course, subject to the limits found in this article. Additional
expense such as meals and parking fees are not reimbursable. The Director of Human Resources
will recommend approval or disapproval based on the availability of budgeted funds for
reduction tuition assistance.
2. Costs for required texts are eligible for fifty percent (50%) reimbursement.
The employee may retain the books.
26
.General Unit MOU
,.~
'-
-
~
e-
"-
3. Tuition or registration costs of twenty-five dollars ($25) or less are eligible
for one hundred percent (100%) reimbursement. Tuition costs in excess of twenty-five dollars
($25) are eligible for seventy-five percent (75%) reimbursement.
4. Maximum tuition and book reimbursement per semester is one hundred
twenty-five dollars ($125). Summer session shall be counted as a separate "semester" for
purposes of this provision.
5. Employees shall be limited for purposes of tuition reimbursement to a
maximum of two (2) collegiate level courses of not more than a total number of units equivalent
to six (6) semester units per semester. One (1) quarter unit shall equal two-thirds (213) of one (1)
semester unit.
6. Prior to receiving reimbursement, employees must submit documentary
proof of their fina1 grades. If objective ratings are not rendered for a specific course, then a
certificate of successful completion must be submitted.
7. When an ernproyee is required by hislher Department Head to attend a
particular course or seminar, the expense shall be borne entirery by the department and outside of
this article.
SECI'lON 4 - Parking Facilities
The City agrees to meet and eonfer with the Union in the event there are any future costs
imposed upon employees for parking.
SECTION 5 - Employee Assistance Program (EAP)
The City's Employee Assistance and Counseling Program (EAP) is designed to herp
emproyees and their immediate families find direction in solving personal or emotional
probrems. All counseling services are completely confidential. The Human Resources
Department maintains a supply of brochures explaining the program more fully.
ARTICLE V - LEAVES
SECTION 1- Vacations
A. All employees within the bargaining unit covered by this MOU shall be entitled to
annual paid vacations as follows:
27
General Unit MOU
,,-,
'-
.-.'
'-
,-.
'-
Completed Years of
Continuous Service.
Rate of Accrual
ner nav Period
Equivalent Hours
Per Year
1 year"'.
5 years
15 years
20 years
3.33 hours
5.0 hours
6.667 hours
8.33 hours
80 hours
120 hours
160 hours
200 hours
.Service year begins on initial date of employment in a full-time, regular status.
..No vacation granted or accrued, if service is ress than one year.
.
At the time of voruntary and involuntary termination of employment, an employee
shall be entitled to receive compensation for the number of vacation hours, which have been
accrued but not used. In the event said employee has been permitted to take vacation, which
exceeds number of hours actually accrued, a deduction shall be made from the employee's final
cornpensation for the number of hours in excess of the accrual.
B. The amount of accrual shall not exceed the specified number of hours granted per
year.
C. Employees shall not be permitted to work in their City position in lieu of taking
vaeation in order to receive additional compensation.
D, Vacation credits may be accrued and accumulated up to a maximum of two (2)
years total accumulated vacation credits upon approval of the Department Head, as per the
employee's rate of accrual. Vacations or portions thereof from a prior year may be taken
consecutively with vacations or portions thereof of a succeeding year, subject to the approval of
the Department Head. Except as approved by the Department Head, no vacation or portion
thereof from a prior year shall run consecutively with the vacation of a succeeding year; and, a
period of three (3) or more months should normally elapse between the expiration of one year's
vacation and the commencement of the next year's vacation.
Requests to utilize accrued vacation shall be submitted in writing on City
approved forms to the Department Head, Department Heads shall respond to vacation requests
submitted on City approved forms within five (5) work days. Department Heads shall not
unreasonably deray responses to employee vacation requests. Nothing in this articre shalr be
construed to prevent a response to the employee's request before the expiration of five (5) work
days.
The vacation period to which any employee shall be entitled shall be assigned by
the Department Head in the calendar year when due, except when the Department Head with the
approval of the Mayor determines that an emergency or other valid factors prevent the employee
from utilizing his/her vacation during the calendar year when due. Should this occur, the
emproyee's vacation should be rescheduled at the very earliest mutualry acceptable date.
28
General Unit MOU
('
'-'
r-
'-
.-.
.'-'
E. Upon termination, payment for earned vacation or deduction for unearned
vaeation shall be made on the basis of the hourly rate of pay being received by the employee on
the date of termination.
F. Whenever the terms "year" or "years of employment" appear herein, they shall be
deemed to include all services for the City, San Bernardino City Board of Water Commissioners
and the San Bernardino Free Public Library Board.
G. The employee shall not lose any vacation time off due to action by the City,
H. Vacation credits may be taken off in increments according to Department Work
Rules with prior Department Head approval.
I. When an employee returns to work after a break in continuous service, and when
such break in continuous service shall have been by leave of absence with the approval of the
Mayor and Common Council, vacation time shall not accrue during such break in continuous
service, but shalr accrue monthly from the date of return to service from such approved reave of
absence, based upon the total length of service of the employee.
J. Emplovees mav sell back UP to fortY (40) hours of vacation time per vear
providin!!: that the followin!!: conditions have been met:
1. Emplovees must have a minimum of one hundred twenty (120) hours
in their vacation balance before sell back occurs.
2. Emprovees must have taken a one-consecutive (1) week vacation
durin!!: the past vear prior to the sell back of hours.
3. Emplovees must complete a sell back form. which must include a
Department Head si!!:nature.
4. Forms must be submitted to the Finance Department on or before
April15tl1 of each vear.
5. Pavment for vacation sell back hours will be paid (usin!!: current
Council approved salary rates in the salary resolution) on the emplovee's Mav 15tl1
pavcheck each vear.
SECTION 2 - Holidays
A. City Designated Holidays: Employees shall be entitled to twelve (12) City-
designated holidays, the equivalent of ninety-six 96 holiday hours each year, Elfeftk<e
FellFllary 2009, President's D~' will'e added tl die list If City desigBated kllidays. The
following days will be holidays for the purpose of this MOU:
29
General Unit MOU
-
.'-'
New Year's Day
Martin Luther King, Jr. Day
President's Day
Memorial Day
Independence Day
Labor Day
Traditional Veteran's Day (November II)
Thanksgiving Day
Day After Thanksgiving
Christmas Eve Day
Chrisbnas Day
New Year's Eve Day
Plus sixteen (16) hours of Holiday Account time, per year (see subsection B).
c
Ail full-time employees within the bargaining unit, with the exception of those
employees shown in the following paragraphs, shall be alrowed the above holidays at full pay
when such holidays occur within the reguIarry assigned working periods, provided they are in a
paid status during any portion of the working day immediately preceding or succeeding the
holiday. If it becomes necessary for an emproyee to work on any of the above-mentioned
holidays, except as provided herein, he/she shall receive pay at the regular rate and shall be
allowed another day off at full pay as approved by the Deparbnent Head.
B. Holidav Account: Effective each January 1st, unit employees will receive sixteen
(16) hours in their Holiday Account (formerly known as Floating Holidays). Employees
may maintain a balance of more than sixteen (16) hours in their holiday account during the
fIScal year, but may eal" ellffY ever a tetal ef silftees. (Hi) aelll'5 Reliday time te the Belit
e&!es.tlar ye&f. at June 30 of each year only sixteen hours will be carried over to the new
fiscal year which begins on July 1 st. ARy aeliaay aeeellftt Relll'5 ever sHaees. (1/i) Relll'5 eft
Dee_Ber 3151- ef eeall. year '".ill Be lest aellfll. Any Holiday Account hours over sixteen (16)
hours at June 30tb will be lost.
If a holiday falls on a nine- (9) or ten- (10) hour workday, the employee will be
paid eight (8) hours holiday pay. The emproyee may supplement the holiday with accrued
vacation holiday account time, or no pay.
Each Deparbnent Head shall consider employees' requests for scheduling the
sixteen (16) holiday account hours per calendar year, provided however, the fina1 right to allot
the hours to be observed is reserved exclusively to the Deparbnent Head. The Deparbnent Head
will not unreasonably withhord pennission to take time off.
~
'-
On City-designated holidays, new emproyees with less than six (6) months of
continuous service with the City will receive eight (8) hours of holiday pay and will be able to
"draw down" one (1) or two (2) hours from their holiday account, depending upon whether they
30
General Unit MOU
.,.-
'-
c
-
'-
Ifnew emproyees elect to "draw down" from the holiday account, the hours used
will be deducted from the sixteen (16) holiday account hours they receive upon the completion
of six (6) months of continuous service.
In the event of the employee's failure for any reason to take such holiday account
hours during the tenn of this MOU, the employee shall be paid for hislher holiday account
balanee upon separation from the City.
C. Other Provisions: Employees who, due to scheduling, must work on a recognized
City holiday will be compensated on the basis of the number of hours worked on said holiday,
excluding lunch/dinner break. The hours accruing to the employee's holiday account for that day
shall not exceed eight (8) hours.
If a holiday occurs on a normal day off for an employee, the employee shalr
receive no additional pay.
The decision as to whether in-lieu of time off or pay is to be received shall be
based on the availability of funds and needs of the department, as determined by the Department
Head. If in-lieu of time off is directed by the Department Head, it may be added to the regular
annual vacation period, but must be taken within one (1) year of the date in-lieu time was earned.
Employees of the Public Services, Refuse Division, except clerical emproyees and certain
designated employees of the City Fleet Division needed to support the Public Services, Refuse
Division operations, shall enjoy all the holidays listed above as they occur, except for Veteran's
Day, November 11; the Friday after Thanksgiving Day and, the holidays observed the day before
Christmas and the day before New Year's Day. Said employees shall receive an additional day's
pay for each sueh holiday on which they are required to work. If such horidays occur on a
nonnal day off for said employees, they shall receive no additional pay.
Holidays listed above shall be allowed on a Monday, if any such holiday falls on
Sunday, and shall be allowed on the preceding Friday, if such holiday falls on a Saturday for all
employees, except those covered by other provisions herein. If the Christmas and New Year
holidays occur on Mondays, these holidays and the holiday eves will be observed on Mondays
and Tuesdays.
l.t tke BegimHBg ef ellek eal.eatllH" yeM, tke CKy will setllflBiBe kaw mllBY af tke
&Bave kalidays fall eD II regurM~ sell9lhHea s~ af[ Afi emprayee -::erlEiftg aD II 9/89 ar 11Q
sekedtHe wiIlllgerlie tke elllliyal.eRt _Ber af kalH'S af aaliday &me Eftaliday lIeeallnt) witk aRe
(I) keliday eqaj..lill.eRt te eiglit (8) aallf5. H91idays ellfBes is IIBj'twelve (12) mslHil. peBesm~
BElt Be aeeumulllt9s BeyeDs tkM tetal. _Ber eflielidays al.le7;9s ellek yeM BY tke MOO.
31
General Unit MOU
'-"
SECTION 3 - Sick Leave
A. Definition: Sick leave means the absence from duty of an employee because of
illness or injury, exposure to contagious disease or attendanee upon a member of hislher
immediate family who is seriously ill and requires the care of or attendanee of any employee.
Immediate family means: husband; wife; grandmother; grandfather; mother; father; sister;
brother; son; daughter; uncle; aunt; mother-in-law; father-in-law; stepparents; stepchildren;
grandehildren; and, step-grandchildren.
Sick Leave Usae:e for Familv Members: Not more than eie:htv (80) hours fefty
(4Q) hours of sick leave within any calendar year may be granted to an emproyee for the care of
or attendance upon members ofhislher immediate famiry, as defined above.
Not more than forty (40) hours of sick reave within any calendar year may be
approved for an employee for each absence for purposes of attending the funeral of a member of
the employees' immediate family. The City may require an employee to submit evidence of
eligibility to use sick leave for purposes of attending the funeral of a member of the employee's
immediate family.
.-
Sick Leave Usae:e for EmDlovees: Upon the department's request, an employee
must provide a physician's statement to justify a sick leave of forty (40) consecutive hours or
longer. If the Department Head finds with just cause that sick reave is being abused, the
employee may be required to submit a doctor's statement.
'-
No absenee due to illness or injury in excess of forty (40) hours shall be approved,
except after the presentation of satisfactory evidence of illness or injury. A certificate from a
practicing physician or an authorized practicing chiropractor may be required by the Department
or Division Head, and shall be subject to hislher approval concerning such absence. The Mayor
and Common Council shall have the power to require that any person claiming the sick leave
benefits of this MOU be examined at any reasonable time or intervals by a designated physician,
and in the event of an adverse report, to reject such claim for sick leave, in whole or in part and
to terminate sick leave compensation. In the event of the refusal of any person to submit to such
examination after notification, the Mayor and Common Council may terminate sick reave
eompensation and reject any claim therefor. The Mayor or Common Council shall have the right
to require the presentation of a certificate from a practicing physician or a designated physician
stating that an employee is physically or psychologically able to perform hislher work and duties
satisfactorily before permitting an employee who has been on sick leave to return to work.
In order to receive compensation while absent on sick leave, employees shall
notify their immediate supervisor or designee prior to or within thirty (30) minutes of the time set
for beginning their daily duties, or as may be specified in DepartmentlDivision work rules.
~-
'-"
32
General Unit MOU
~.
'-
c
c
Sick leave with pay shall be granted to all regular employees and to all temporary
full-time employees whose positions are funded under federal law who are regularly employed in
permanent or federally-funded positions, if such benefit is required by said federal law. Siek
leave shall not be considered as a right which employees may use at their discretion, but shall be
allowed only in case of necessity and actual personal sickness or disability, except as otherwise
provided herein.
Whenever an employee is compensated hereunder for siek leave or injury and has
not had a vacation at the end of the current calendar year, the employee must take vacation not
utilized due to illness or injury during the next calendar year.
B. All full-time, regular employees who have completed the first six (6) calendar
months of continuous service with the City shall be granted a sick leave accumulation of forty-
eight (48) hours. After six (6) months or more of continuous serviee, employees who are
compelled to be absent from work on account of illness or injury other than that which is
compensable under Articre V, Section 5, shall be compensated for sick leave, provided that such
compensation shall cease upon the exhaustion of all accumulated sick leave. Employees shalr
not accumulate sick leave while compensated under the provisions of Article V, Section 5.
Time off with pay for sick leave shall be considered as time worked for pmposes
of the accrual of sick leave only. Sick leave usage shall not be decreased by the fact that any
legal holiday occurs during the time off on account of illness. The words "legal holiday" shall
have the meaning ascribed to them in Article V, Section 2. Sick leave shall not accumulate
during periods of leave of absence without pay.
In the event an employee works less than fifty percent (50%) of the total normal
work hours in the pay period, he/she shall accrue no sick reave for such pay period and shall not
be credited with the four (4.0) hours sick leave. Sick leave may be accumulated without limit.
Approved vacation, sick leave, holiday or compensatory time off shalr be
considered as time worked for the purpose of computing sick leave benefits only.
Whenever the emproyee uses all allowable sick leave, further absences may be
charged against accrued vacation upon approval of the Deparbnent Head. If all allowabre sick
leave has been used and use of accrued vacation is disapproved, the employee will take loss of
pay for the time not covered by alrowable sick leave.
SECTION 4 - Payment of Sick Leave
The C~ sli&l.1 pay empleyeea fer _eEl siek leave !ipeB retiremeat eF te tile
estateAlSftefieiapy ef ~ SIleR empleyee ':Ale E1iea dltriBg empleymeat. Paymeat fer SQ~'. ef eaell
aeellfti1:il.ateEl, tIIlllSeEl siek leaye shall he B1.aEle, pfe'liEleEl tket ift Be &,.'Sftt skallSliell eemp8lllllltiBB
SlEeeeEl1 E9 RElIIfS ef SlieR lell':e.
33
General Unit MOU
--
........
r-
'-'
t~
"'-
.A.. Otfter Sap_aeH iB Geed 8t6fldiBg: The City aM URieH &gFee te eelNimle te
meet and eenfer 9a paymeBt sf siek 1ea./8 at Sep8AltiSB Be later thE J&mHlI}' 2900.
Sick Leave SeD Back: Unused sick leave is oavable at anv resil!nation without
oreiudice (includinl! death and retirement) uo to a maximum of fiftv oercent (50%) of
unused Sick Leave uo to the 600-hour cap. Pavment wm be at current Council aoproved
salarv rates in the resolution.
For emplovees with over twentv (20) vears of service. one hundred percent (100%)
of all unused sick leave UP to the 600-hour cap wiD be oaid at resil!Dation without
preiudice.
B. Sick Leave Sell Back: Effective January I, 2001, emproyees with perfect
attendance in the previous calendar year will be allowed to cash out up to five (5) days (40
hours) of sick leave per year, providing the employee has at least 160 hours in their leave
account after the sell back to be eligible.
SECTION 5 - Catastrophic Leave
Upon request of an employee who is experiencing catastrophic illness, and upon approval
of the City Administrator andlor Department Head, leave credits (vacation or floatiog holidays)
may be transferred from one or more employees to the affected employee under the following
eonditions:
A. Sick leave accmals cannot be transferred among emproyees.
B. The employee with a catastrophic illness or injury has exhausted all other leave
accmals and has completed at least one (1) year of eontiouous service with the City.
C. The donation must be in four- (4) hour increments of vacation, compensatory time
or floatiog holidays by employees who have completed at reast one (1) year of contiouous
service with the City.
D. Employees may not donate reave they would otherwise forfeit. For example,
employees who are separatiog from City employment may donate leave only up to the amount of
the payment they would receive upon separation.
E. Donations shall be on a form developed by the Human Resources Department
Head, signed by the donatiog employee, approved by the Department Head and verified by the
Finance Department. Procedures shalr be as approved by the City Administrator.
F.
An appeal will be considered on a separate basis, if denied.
34
General Unit MOU
.-
'-
r
'-
c
G. Unused donated time that has been credited to the reauestinl! emDlovee's
account will not be returned to the donor's account.
SECTION 6 - Injury Leave
Effective with the first day of necessary absence for industrial accident or illness leave,
eligible employees will be approved to receive Workers' Compensation benefits. Each emproyee
shall be authorized upon his/her written request to utilize the balance of his/her accumulated siek
leave, vacation, holiday account and compensatory time credit to augment the amount of
temporary disability he/she receives, to the extent the totar sum received will result in payment
equal to his/her normal compensation. The utilization of sick reave for this purpose shall end
with the termination of the temporary disability or when the accumulated sick leave credits have
been exhausted, whiehever oceurs first.
When employees sustain what they believe to be an industrial injury or illness, they shall
request an "Employee Claim for Workers' Compensation Benefits" form from the supervisor.
The supervisor is required to give the employees this form within one (1) working day of the
City being notified of the injury. The supervisor will log date and time employees were given
form on Supervisor's Report of Injury. Employee must return Emproyees' Claim form to
supervisor to begin the process of filing an industrial injury. In the event the emproyee is unable
to prepare the form due to hospitalization, serious illness or injury, the supervisor or a member of
the department/division staff shalr prepare the required report.
The City shall have the right to require the employee to be examined by a physician
designated by the City to assist in determining the length of time during which the employee will
be unable to perform the assigned duties, and if the disability is attributabre to the injury
involved.
Should there be a dispute between the physician serected by the City and the physician
selected by the employee, a third physieian shalr be mutually agreed upon between the emproyee
and the City to examine the employee to assist in making necessary medical determinations.
If an employee is receiving disability payments, he/she shall be entitled to use only as
much sick leave or vacation as, when added to the disability payments, will provide for a fulr
day's pay.
SECTION 7 - Leave of Absence Without Pay
Leave of absenee without pay is a temporary, non-pay status and absence from duty
granted at the request of the employee. Leave of absence without pay may be granted by the
City Administrator for a period not to exceed six (6) months, upon the positive recommendation
of the Department Head. Under justifiable conditions, said leave may be extended by the City
Administrator for additional periods. Leave of absence without pay will be considered
favorably, if it is expected that the employee will return to duty and that at reast one of the
following benefits will result: increased job ability, protection or improvement of the emproyee's
35
General Unit MOU
--
,-.
c
-
"-
health, retention of a desirable employee or furtherance of a program of interest to the City.
Examples of or eonditions for whieh a leave of absence without pay may be granted are:
A. For an employee who is a disabled veteran requiring medical treatment;
B. For an employee who is temporarily mentally or physically unabre to perform
hislher duties;
C. For an employee who files for or assumes elected office;
E. For maternity or paternity leave, upon the recommendation of the a physician;
E. For military reave when the emproyee has ress than one (1) year service to qualify
for leave with pay;
F. For Union activities, upon designation by the Union.
An approved leave of absence without pay for sixty (60) days or ress in any calendar year
will not be considered a break in service. Leave in excess of sixty (60) days shall result in the
advancement of the employee's anniversary date and compensation advancement date to such
date as will account for the total period of uncompensated time off. Failure to return to duty at
the expiration of the approved leave of absenee without pay shall constitute an abandonment of
the position pursuant to Rule 507 of the Rules of the Civir Service Board and shall be prosecuted
consistently therewith.
The City's contribution towards an employee's health and life insurance premium will not
be extended beyond the last day of the month in which a leave of absence without pay begins, if
the leave of absence without pay becomes effective during the first fifteen (15) days of the
month, nor beyond the last day of the next succeeding month, if the leave of absence without pay
becomes effective after the fifteenth day of the month, unless the employee returns to work from
leave of absence without pay status prior to the date the City's contribution would be
accumulated. In the event the employee desires to maintain full health and life insurance
coverage while on leave of absenee without pay status, he/she may arrange to pay the insurance
premiums for the coverage desired (both the employee and employer portions). It is the
responsibility of the employee to contact the City's payroll section in this regard. The payment
of the amount of the premiums must be made to the City's payroll section prior to the date on
whieh the City's participation will tenninate. Payments must be made monthly thereafter until
the employee either returns to work or hislher employment with the City is tenninated.
Upon an employee's return to work, the City's contribution towards the employee's health
and life insurance premiums will begin on the first -day of the month following the end of the
leave of absence without pay. if that leave of absence without pay tenninated between the first
and the fifteenth day of the month, or on the first day of the next sueceeding month, if the reave
of absence without pay tenninates after the fifteenth day of the month.
36
General Unit MOU
~
'-
_.
,-.
---
"'-
Notwithstanding any other provision of this section to the contrary, the City will continue
its contribution for health and life insurance premiums of an employee on reave of absence due
to any injury or illness arising out of and in the course ofhislher employment with the City.
In eircumstances in which either the Federal Family Leave Act or the State Medical and
Family Leave Act apply, the City shall adhere to the requirements of the Acts.
SECTION 8 - Witness Leave
Employees shalr only be entitled to a leave of absence when subpoenaed to testify as a
witness in civil litigation involving the City, such subpoena being properly issued by a court,
agency or commission legally empowered to subpoena witnesses. This benefit shall not appry in
any case in which the subpoenaed employee is a party to the action. Witness reave shall not be
charged against any accumulated leave balances and shall be compensated at the emproyee's base
hourly rate. Employees shall only be entitled to paid witness leave if they provide a copy of the
subpoena to the City within twenty-four (24) hours of receipt.
SECTION 9 - Blood Donations
Unit members who donate blood in the interest of the City without recelVlng
compensation for such donation may have the required time off with pay with prior approval of
the immediate supervisor for each such donation. This benefit shall not be changed to any
accumulated leave; provided however, if the employee is unabre to work after such donation,
time may be charged to accumulated sick leave or be taken as leave without pay. Evidence of
each donation must be presented to the appointing authority to receive this benefit.
SECTION 10 - Election Leave
Employees may request time off to vote in accordance with Resolution No. 89-38, as may
be amended. This is attached as an exhibit to the MOU.
SECTION 11 - Military Leave
Unit members on leave for military duty will be compensated pursuant to Military and
Veterans Code Sections 395, et seq. The specific compensation and reemproyment rights of
individual employees shall be detennined based upon the applicable requirements and Veterans
Code, copies of which may be obtained through the Department of Human Resources. AIr
military service shall be counted as City service when calculating whether the emproyee has
twelve (12) months of service with the City.
37
General Unit MOU
.....-.
'-
-
.........
,,-
'-
Replacements for unit members on military leave will be hired with regular (rather than
temporary) position status. However, they will be subject to layoff when unit emproyees on
leave return.
SECTION 12 - Union President Leave
The City of San Bernardino and the San Bernardino City Employees' Association
(SBCEA) agree that the duly elected president of SBCEA shall be released from duty when on
occasion, out of the necessity of the office, it is necessary for the president of the Association to
be in attendance at union-related functions and occasions. Rerease shall be for a maximum of
forty (40) hours per fiscal year, llegHmiBg.Jtil.y 1,1999.
In addition to the Union President Leave as described above. the City al!rees to
allow the rerease of one (1) additional SBPEA Board member. if snch Board member is
assil!ned to a mid-shift assil!nment. Such release shall not exceed three (3) hours and shall
onlv be for the DUrooses of attendinl! rel!Ularlv scheduled meetinl!s of the SBPEA Board of
Directors.
Time off utilized by the president and other SBPEA board members shall not interfere
with the employee's regular City position. Time off for these purposes shalr be approved in
advance by the Department Head or his/her designee.
In the event there is a dispute arising out of the amount of time used by the president, the
City Administrator or their designated representative and a union representative will meet as
soon as possible in an attempt to resolve the dispute.
SECTION 13 - Jury Duty
Every general permanent employee of the City of San Bernardino and every emproyee
whose position is funded under federal raw or is emproyed in a federally funded position, if such
benefit is required by said federal law, are covered by this section.
Employees shall provide prior notice to their supervisors regarding jury service. In cases
where the completion on any day of such jury service does not exceed a period of four (4) hours
duration of the employee's assigned work shift, it shall be the responsibility of the emproyee to
return to work within a reasonable time after his/her release or discharge from such jury service
on that day. However, where such employee is required to continue in jury service for a period
in excess of four (4) hours duration on any such regularry scheduled working day, said emproyee
shall not be required to work on that same day of his/her release or discharge from jury duty. If
the start of the employee's shift is two (2) hours or more prior to the commencement of jury duty,
the employee shall be required to report to work. This is subject to adjustment based on the
location of jury service.
38
General Unit MOU
---
Under such circumstances of compensable jury service, every general permanent
employee or every federally funded general emproyee as aforesaid, shall be paid their regular
pay less jury duty fees while serving on jury duty provided a copy of all jury fees paid to the
individual employee, less automobile expenses allowed, are submitted to the City Finance
Department.
Employees shall notify their superiors of any call for jury serviee promptly upon receipt
of notice thereof, and of any absence from duties due to such jury service in order that a
replacement or substitute may perform their duties. When an employee fairs to promptly report
the receipt of all call to jury service, when so required or fails to promptly notify their superiors
regarding the absence for jury serviee, said employee shall be considered as absent without leave
and no salary eompensation shall be paid.
In the event, during the course of any jury service, an employee is ordered by a judge or
other officially recognized judieial body into a state of sequester, the emproyee shalr be paid the
regular wage during such time of sequester without supprement from any accrued bank of time.
Any employee who is summoned to Grand Jury Service shall be entitled to all benefits,
restrictions and requirements of this section.
,-
ARTICLE VI - WORKING CONDITIONS
'--
SECTION 1 - Work Periods
A. City Work Schedures: City work schedules shall be as herein defined, except as
otherwise provided for:
1. 5/40 Work Schedule: The 5/40 work schedule shall consist of a forty- (40)
hour work week consisting of five (5), eight (8) hour work days, exclusive of any meal periods
assigned by management.
2. 9/80 Work Schedule: The 9/80 work schedule shall consist of eighty (80)
work hours in a two (2) week period, consisting of eight (8), nine (9) hour work days and one
(1), eight (8) hour work day, exclusive of any meal periods assigned by management.
3. 4/10 Work Schedule: The 4/10 work schedule shall consist ofa forty- (40)
hour work week consisting of four (4), ten (10) hour work days, exclusive of any meal periods
assigned by management.
Work schedules shall be posted on all department bulletin boards showing the employees'
shift, work days and where known, hours,
,-.
'-
39
General Unit MOU
,-
......
,.....
'-'
-
"-'
B. Work Schedule Adiustments: It is understood and agreed that Department Heads
shall establish such work schedules as may be necessary for the efficient and economieal
provision of services for the public, and to make such adjustment in work shifts as are from time
to time required. The City shall give the employees and the Union two (2) weeks' notice of any
proposed changes in scheduled work shifts prior to implementation. If the Union wishes to
consult with management regarding the proposed changes, it shall notify the City within seven
(7) calendar days from receipt of notice. Upon notification by the Union, both parties shall meet
within ten (10) calendar days in an earnest effort to reach a mutually satisfactory resolution of
any problems arising as a result of the proposed changes. Work schedule changes resulting from
an emergency situation or circumstances, which disrupt normal City operations as determined by
the Department Head are not bound by the two- (2) week notice requirement.
If a light-duty assignment for an employee will result in a shift change, e.g., from day
shift to graveyard shift, the City shall give the employee and the Union two (2) weeks' notice of
any proposed shift changes prior to implementation. The procedures described in the first
paragraph of Section B above shall apply.
A. This section does not include minor adjustments in the starting and ending times
of employee shifts
B. During the two-week notification period, the employee continues on current
status/schedule.
SECTION 2 - Physical Examinations
The City shall pay medical fees for the physical examination of any unit member within
the unit of representation. When sueh examination is required and directed by the City after
employment. The City may arrange with a physician or medical group for such examination, or
if the situation warrants, the City may authorize an employee to be examined by a doctor of
hislher ehoice. In the event an employee is authorized to be examined by a doctor of hislher
choice, reimbursement shalr be made by the City for the cost thereof, provided, however, that the
amount of reimbursement shalr not exceed the cost the City would have paid its contract
physician or medical group.
SECTION 3 - Probationary Period
Air new or newly promoted employees must serve a one (1) year probationary period.
40
General Unit MOU
~
'-"
SECTION 4 - Seniority
Department Heads will consider seniority in authorizing vacations, scheduling shift
assignments and transfers. Seniority shall prevail when all other factors are not significantly
different. "All other factors" is defined as special qualifications, skills, work performance, as
well as attendanee and safety. An employee shall not attain seniority until the completion of a
probationary period, upon which time the seniority date shall be from the last date of hire within
the department, division or section. In the event oflayoffs, due to lack of work or funds that the
department deems it necessary to reduce the working force, the last employee hired within the
classification so reduced shall be the first laid off unless he/she possesses special qualifications
or whose loss of skills would adversely affect the public welfare or has superior work
performance that can be documented.
-
'-
Emergency, temporary and provisional emproyees shall be raid off in that order prior to
the layoff of permanent emproyees in the same class. In a department where there is more than
one class having equal rates of compensation, any probationary or regular employee subject to
layoff under this rule shalr, in lieu thereof, be allowed a transfer to a position in one of the other
classes of equal compensation for which he/she possesses the minimum requirement of
knowledge, skill and experience provided that the employee subject to layoff has longer service
in hislher class. Any regular employee subject to rayoff under this rule shall, in lieu thereof, be
allowed a demotion to the next lower class of hislher department in which the emproyee subject
to layoff possesses the minimum requirements of knowledge, skill and experience and shall
become the senior employee of that class for the purposes of this rule. Any employee laid off or
demoted to a lower elass or transferred to an equal class under this section shall have the right for
two (2) years to be reemployed, transferred or promoted to their former class or any rower crass
upon the first vacancy occurring in any such class in the department provided he or she possesses
the minimum requirements of knowledge, skill and experience for such vacancy and such rights
shall take precedence over the regular emproyee or promotion lists. An employee so reinstated
from the reemployment preferred register shall regain tenure-seniority for prior service, Notice
of reduction in force shall be presented to the Union and the affected employees. Such notice
shall be in writing by the Human Resources Department. An employee shall be given at least
thirty (30) days' notiee prior to layoff.
SECTION 5 - Reasonable Suspicion Drug and Alcohol Testing
In addition to employees already covered under the Department of Transportation (DOT)
drug and alcohol testing, all General Unit employees will participate in reasonable suspicion
drug and alcohol testing, following the reasonable suspicion Drug/Alcohol Testing Procedure
described in the City of San Bernardino's Policy on Drug and Alcohor Testing of Employees
with Commercial Driver's Licenses. (Exhibit 4)
If a supervisor has a reasonable suspicion that an emproyee has been abusing drugs or
C alcohol, that supervisor will take one of the steps listed below prior to referring an employee for
a test, and will document hislher observations on a reasonabre suspicion checklist:
41
General Unit MOU
"-
A. Seek the concurrence of another supervisor if a second supervisor is in the
immediate vicinity; or,
B. Notify his/her Department Director, Assistant Director or immediate supervisor if
a second supervisor is not in the vicinity.
The conduct of the employee must be witnessed by a supervisor who has received
training consisting of at least six (6) hours on identification of actions, appearance or conduet
which are indicative of the use of drugs or aleohol. A supervisor must directly observe and
document the behavior. Reasonable suspicion may not be based on hearsay.
Training will be provided by police officers possessing a Drug Recognition Expert (DRE)
certifieation issued by the National Highway of Traffic Safety Administration (NHTSA).
Training will be provided to all current Middle Management Unit supervisors following
ratification of this MOU. The training will be videotaped for the purpose of training newly
appointed supervisors and serve as refresher training for all supervisors, as needed. Follow-up
training classes will be provided to newly appointed supervisors in a group session when that
number reaches five (5) or more.
In addition to training supervisors, the City will offer an overview to full-time regular
employees in the detection of drug and alcohol use.
-
.........
ARTICLE VII - GENERAL PROVISIONS
SECTION 1- Waiver Clause
The parties acknowredge that during the meet and confer process which resulted in this
MOU, each had the unlimited right and opportunity to make demands and proposals with respect
to any subject or matter not removed by law, City Charter, ordnance, resolution, personner and
departmental rules and regulations, from the scope of negotiable issues and that the
understandings arrived at by the parties after the exercise of that right and opportunity are set
forth herein. Therefore, the City and the Union, for the life of this MOU, each voruntarily and
unqualifiedly waives the right to meet and confer and each agrees that the other shall not be
obligated to meet and confer with respect to any subject or matter referred to or covered in this
MOU or with respect to any subject or matter not specifically referred to or covered in this
MOU, even though such subject or matter may not have been within the knowledge or
contemplation of either or both of the parties at the time they negotiated or signed this MOU.
SECTION 2 - Severability
It is understood and agreed that this MOU is subject to all current and future applicable
- federal and state laws and regulations and the current provisions of the charter, ordinances,
""". resolutions and of the rules and regulations of the City. If any part or provision of this MOU is
42
General Unit MOU
~
,.-
""-'
-
'-
in conflict or inconsistent with such applicable provisions of those federal, state or city
enactment's, or it is otherwise held to be invalid or unenforceable by any court or competent
jurisdietion, such part or provision shall be superceded by such applicabre law or regulations, and
the remainder of this MOU shall not be affected thereby. The parties hereto agree to refrain from
initiating any action that would invalidate any part of the MOU.
SECTION 3 - Printing of Memorandum of Understanding
The City shall pay one-half (1/2) of the cost of printing the MOU. The City shall
distribute the MOU to the bargaining unit and new emproyees. The City will provide an
initialed/signed distribution rist of employees to the Union after distribution of the MOU.
SECTION 4 - Term of Memorandum of Understanding
The term of this MOU extends through June 30. 2004 .JuBe ]9, 29111. If negotiations
regarding an MOU are in progress at the time the current MOU expires or if the parties are at
impasse, the current MOU shall remain in effect untir a successor MOU is adopted by the Mayor
and Common Council.
SECTION 5 - Notice of Intent to Reopen
The parties agree that, if either party desires to propose changes in the terms or conditions
of this MOU for the period following expiration of this MOU, such requested meeting shall be
held at least one hundred twenty (120) days before the expiration of the MOU Betiee sh&II.
he gi'/eB te tlte etlter Bet later tfteB tlte last we-'-;,'g day sf FeBfUary Hi the last yaM sf tits
esBtfaet, tltat 5I:Iea diseassisns Me deeired. Such notice shall request a meeting to begin
negotiations and establish ground rules which shall include, at a minimum, the date beyond
which no further proposals may be submitted by either party.
43
General Unit MOU
'-
,~
.........
--
'-'
Executed this
GENERAL UNIT EMPLOYEES'
MEMORANDUM OF UNDERSTANDING
2001 - 2004
day of
2001.
Mayor
City of San Bernardino
City's Designated Representative
ATIEST:
City Clerk
Approved as to fonn
And regal content:
J...7/--
. Attorney
San Bernardino Public Emproyees'
Association (SBPEA)
44
General Unit MOU
~cgl?V
1 ,
Resolution No.
'- 2
3 RESOLUTION OF THE CITY OF SAN BERNARDINO AMENDING RESOLUTION
4 NO. 6413, SECTION TEN, ENTITLED IN PART "A RESOLUTION. . . ESTABLISHING A
BASrc COMPENSATION PLAN. . . "; BY UPDATING INFORMATION CODIFYING
5 PRIOR COUNCIL ACTIONS (GENERAL UNIT).
6 BE IT RESOLVED BY THE MAYOR AND COMMON OF THE CITY OF SAN
BERNARDINO AS FOLLOWS::
7
8 SECTION 1. Resolution No. 6413, Section Ten, is amended to read as follows,
effective October I, 2001:
9 "SECTION TEN: General Employees":
10
SALARY RANGE BOTIOM STEP TOP STEP CLASSIFICATION TITLE
11
12 (1247) 1522 1850 Messenger
13 (1257) 1599 1944 Coordinator of Volunteers
- 14 (1267) 1681 2044 Police Records Clerk Trainee
'-'
15 (1275) 1750 2127 Administrative Clerk I
16 (1288) 1867 2269 Custodian
17 (1291) 1895 2303 Animal Shelter Attendant
18 Senior Animal License Checker
19 (1293) 1914 2327 Account Clerk I
20 Cashier II
21 (1294) 1924 2338 Account Clerk II
Library Clerk
22 Administrative Clerk II
23 CATV Production Engineer
Library Services Technician
24 . (1298) 1962 2385 Lead Custodian
25
(1301) 1992 2421 Animal Shelter Office
26 Specialist
-
'-' 27
28 Yl{). 2/) B
Page I of7
ItJll/Or
RESOLUTION OF THE CITY OF SAN BERNARDINO AMENDING RESOLUTrON
NO. 6413, SECTION TEN, ENTITLED IN PART "A RESOLUTION. . . ESTABLlSlllNG A
1 BASrc COMPENSATION PLAN . . . "; BY UPDATING INFORMATION CODIFYING
\....... PRIOR COUNcrL ACTIONS (GENERAL UNIT).
2
3 (1307) 2052 2495 Park Maintenance Worker I
4 Recreation Program
Coordinator
5 ( 1309) 2073 2520 CATV Production Technician
6 Police Records Technician
7 (1310) 2083 2532 Maintenance Worker I
8 Tire Repair Worker
9 (1312) 2104 2558 Account Clerk IT
10 (1313) 2115 2571 Administrative Clerk 1lI
11 (1316) 2147 2609 CATV Production Engineer
12 (131 7) 2157 2622 Library Computer Technician I
13 (1319) 2179 2649 Animal Control Officer
- 14 Registered Vet. Technician
.......... 15
(1320) 2190 2662 Refuse Operator r
16 Customer Service Rep.
17 (1322) 2212 2689 Police Fleet Maintenance
Expeditor
18 Storekeeper
19 (1323) 2223 2702 Community Service Officer I
20 Parking Enforcement Officer
Personner Clerk IT
21 Workers' Compensation Claims
Assistant
22
(1325) 2245 2729 Employment Intake Specialist
23
24 (1326) 2256 2743 Community Services Program
Specialist
25 ( 1327) 2268
2756 Park Maintenance Worker IT
26
- 27
.........
28
Page 2 of7
RESOLUTION OF THE CITY OF SAN BERNARDINO AMENDING RESOLUTION
NO. 6413, SECTION TEN, ENTITLED IN PART "A RESOLUTION. . . ESTABLISlITNG A
1 BASrc COMPENSATION PLAN. . . "; BY UPDATING INFORMATION CODIFYING
-- PRIOR COUNCIL ACTIONS (GENERAL UNIT).
'- 2
3 (1329) 2291 2784 Maintenance Worker II
4 Traffic Sign Technician
Police Services Assistant
5 (1331) 2313 2812 Account Clerk III
6 Refuse Dispateher
7 (1333) 2337 2840 Print Shop Assistant
8 Secretary
9 (1336) 2372 2883 Librarian Computer Technician
II
10
(1337) 2384 2897 Motor Sweeper Operator
11 Survey Party Technician I
12 (1338) 2396 2912 Library Technician I
13 ( 1339) 2408 2927 Refuse Operator II
- 14
""" (1340) 2420 2941 Staff Analyst I
15 Senior Customer Service Rep.
16 Equipment Repair Workerl
17 (1341) 2432 2956 Senior Storekeeper
18 (1342) 2444 2971 Community Service Officer II
19 (1344) 2468 3000 Program Manager (RSVP)
20 ( 1346) 2493 3030 Park Maintenance Worker III
21 (1347) 2506 3046 Dispatcher I
22 Tree Trimmer
23 (1351) 2556 3r07 Senior Fleet Parts Specialist
24 (1352) 2569 3123 Engineering Aide
25 (1354) 2595 3154 Property & Evidence Tech. I
26
- 27
"""
28
Page 3 of7
RESOLUTION OF TIIE CITY OF SAN BERNARDINO AMENDING RESOLUTION
NO. 6413, SECTION TEN, ENTITLED IN PART "A RESOLUTION. . . ESTABLISHING A
-- 1 BASIC COMPENSATION PLAN. . . "; BY UPDATING INFORMATION CODIFYING
-- 2 PRIOR COUNCIL ACTIONS (GENERAL UNIT).
3 (1356) 262r 3185 Heavy Equipment Operator
4 Maintenance Carpenter
Survey Party Technieian IT
5
(1357) 2634 3201 Administrative Operations
6 Technician
Electrician I
7 Librarian Technician IT
8 (1358) 2647 3217 Building Maintenance
9 Mechanic
Environmental Project
10 Assistant
11 (1359) 2660 3233 Accounting Technician I
12 Assistant Buyer
Equipment Repair Worker IT
13 Equipment Mechanic I
14 Refuse Operator ill
- Staff Analyst IT
'- 15
(1361) 2687 3266 Draftsperson
16 Senior Secretary
17 (1363) 2714 3299 Program Manager - SCP
18 (1364) 2727 3315 Business Registration
19 Inspector (U)
Forensic Specialist I
20
(1365) 2741 3332 Code Compliance Officer I
21
(1366) 2755 3348 Dispatcher IT
22 Maintenance prumber
23 Planning Aide
Tree Trimmer IT
24
(1368) 2782 3382 Workers' Compensation
25 Specialist
26 (1370) 2810 3416 Landscape Inspector I
,- 27
......... (1375) 2881 3502 Personner Assistant/Civil
28
Page4of7
-,-'"
'''''-"'
-
'-'
-
.'-'
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24
25
26
27
28
RESOLUTION OF THE CITY OF SAN BERNARDINO AMENDING RESOLUTION
NO. 6413, SECTION TEN, ENTITLED IN PART "A RESOLUTION. . . ESTABLISHING A
BASrc COMPENSATION PLAN . . . "; BY UPDATING INFORMATION CODIFYING
PRIOR COUNcrL ACTIONS (GENERAL UNIT).
I HEREBY CERTIFY that the foregoing Resolution was duly adopted by the Common
Council of the City of San Bernardino at a
meeting thereof, held on the
day of
,2001, by the following vote, to wit:
COUNCrLMEMBERS:
ESTRADA
LIEN
MCGINNIS
SCHNETZ
SUAREZ
ANDERSON
MC CAMMACK
NAYES
AYES
ABSTAIN ABSENT
Rachel G. Clark, City Clerk
The foregoing resorution is hereby approved this
of
, 2001.
Judith Valres, Mayor
City of San Bernardino
Approved as to form and
Legal content:
JAMES F. PENMAN,
City Attorney
By: L? 1",,---
()
Page 7 of7
','
'.
CITY CLERK'S OFFICE
RAcHEL G. CLARK, C.M,C. - CITY CLERK
P.O. Box 1318. San Bernardino' CA92402
300 North "D" Street. San Bernardino' CA 92418-0001
909.384,5002' Fax: 909.384.5158
Business Registration Division: 909.384.5302
Passport Acceptance Facility: 909.384.5128
www.cLsan-bernardino.ca.us
"
October 5. 2001
Elizabeth Campos
San Bernardino Public Employees Association
433 N, Sierra Way
San Bernardino, CA
Dear Ms. Campos,
At the Mayor and Common Council meeting of October I, 2001, the City of San Bernardino
adopted Resolution 2001-303 - Resolution implementing a Memorandum of Understanding
between the City of San Bernardino and the General Unit Employees.
Enclosed is one (I) original agreement. Please sign in the appropriate location and return the
original agreement to the City Clerk's Office, Attn: Michelle Taylor, P.O. Box 1318, San
Bernardino, CA 92402, as soon as possible.
Please retain a copy of the agreement for your files.
rf you have any questions, please do not hesitate to contact me at (909)384-5002.
Sincerely,
l;'>:/'I~/i{t ," i C{
Michelle Taylor
Senior Secretary
Enclosure
CITY OF SAN BERNARDINO
ADOPTED SHARED VALUES: Integrity' Accountability' Respect for Human Dignity' Honesty
.
CiTY CLERK'S OFFICE
RACHEL G. CLARK, C.M.C.. CITY CLERK
'"
P,O, Box 1318. San Bernardino' CA 92402
300 North "D" Street. San Bernardino. CA92418-0001
909.384.5002' Fax: 909.384.5158
Business Registration Division: 909.384.5302
Passport Acceptance Facility: 909.384.5128
www.ci.san.bernardino.ca.us
November 16, 2001
Elizabeth Campos
San Bernardino Public Employees Association
433 N. Sierra Way
San Bernardino, CA
Dear Elizabeth,
Our office has not received the executed Memorandum of Understanding between the City of
San Bernardino and the General Unit Employees, which was approved at the Mayor and
Common Council meeting held on October 1,2001.
Please forward the executed agreement to the City Clerk's Office, to my attention, as soon as
possible.
rfyou have any questions, please do not hesitate to contact me at (909) 384-5002.
Thank you,
..' l ':.
~I /f,-,".J ( ".....
i
~\ I
.-)-'-'\ "..6-\.._
Michelle Taylor
Senior Secretary
cc: Edward S. Raya, Director of Human Resources
CITY OF SAN BERNARDINO
ADOPTED SHARED VALUES: Integrity' Accountability' Respect for Human Dignity' Honesty
"
** FOR OFFICE USE ONLY - NOT A PUBLIC DOCUMENT **
RESOLUTION AGENDA ITEM TRACKING FORM
Meeting Date (Date Adopted): I b-\ -0 \
Vote: Ayes (-I")
!tern # 7 ()A Resolution #
Nays.;l;:r Abstain ...G-
200\- 30-:>'
Absent -G-
Change to motion to amend original documents:
Reso, # On Attachments: -L Contract term: --
Note on Resolution of Attachment stored separately: --==-
Direct City Clerk to (circle 1): PUBLISH, POST, RECORD W/COUNTY
Null/Void After: -
By: -
Date Sent to Mayor: \ a-:>.. ""C) )
Date of Mayor's Signature: 'O-?'--() \
Date of Clerk/CDC Signature: \ 0 -'3-CJ \
Reso. Log Updated: ,/
Seal Impressed: ,/'"
Date Memo/Letter Sent for Signature:
60 Day Reminder Letter Sent on 30th day:
90 Day Reminder Letter Sent on 45th day:
10-S-0\
\1- I(;()\
See Attached:"/ Date Returned:
See Attached: V
See Attached:
Request for Council Action & Staff Report Attached:
Updated Prior Resolulions (Other Than Below):
Updated CITY Personnel Folders (6413, 6429, 6433,10584,10585,12634):
Updated CDC Personnel Folders (5557):
Updated Traffic Folders (3985, 8234, 655, 92-389):
Yes~ No By
Yes No ----->L By
Yes No~ By
Yes No~ By
Yes N01 By
Copies Distributed to:
City Attorney /
Parks & Rec.
Finance /' MIS
Others: /-tuIl1Il-N R.t::rxJf!.I'L--'5
Code Compliance
Dev. Services
EDA
Police
Public Services
Water
Notes:
BEFORE FILING. REVIEW FORM TO ENSURE ANY NOTATIONS MADE HERE ARE TRANSFERRED TO THE
YEARLY RESOLUTION CHRONOLOGICAL LOG FOR FUTURE REFERENCE (Contract Term. etc.)
Ready to File: _
Date:
Revised 01/12/01
** FOR OFFICE USE ONLY - NOT A PUBLIC DOCUMENT **
RESOLUTION AGENDA ITEM TRACKING FORM
Meeting Date (Date Adopted): \ a-I -0\
'lo (7,
Item #
Vote:
Ayes \-')
.0-
Abstain
Nays
Change to motion to amend original documents:
Reso, # On Attachments: - Contract term:
Note on Resolution of Attachment stored separately:---=-
Direcl City Clerk to (circle I): PUBLISH, POST, RECORD W/COUNTY
Date Sent to Mayor: IO-3-c-, \
Date of Mayor's Signature: 10- 3-0\
Date of Clerk/CDC Signature: \ a- <,-(, \
"---
Date Memo/Letter :Sem fvr S.ign~ture:
60 Day Reminder Letter Sent on 30th d~
90 Day Reminder Letter Sent on 45th day:
Resolution #
? (-,01 - 30Lj
Absent A
.[)-
NulllVoid After: -
By: -
Reso. Log Updated: v'
Seal Impressed: .,,/
See Attached:
See Attached:
~
Request for Council Action & Staff Report Attached:
Updated Prior Resolutions (Other Than Below):
Updaled CITY Personnel Folders (6413, 6429, 6433, 10584, 10585, 12634):
Updated CDC Personnel Folders (5557):
Updated Traffic Folders (3985, 8234, 655, 92-389):
Copies Distributed to:
City Attorney / Code Compliance
Dev. Services
Parks & Rec.
Public Services
Water
Police
Notes:
Date Returned:
Yes ........-
Yes
Yes ,/
No
No v
No
No ,/
NOL
By_
By_
By .i1rC
By_
By_
Yes
Yes
EDA
Finance ,,/
MIS
Others: t--+UrY\A-n lL~(,/?_c~~
BEFORE FILING. REVIEW FORM TO ENSURE ANY NOTATIONS MADE HERE ARE TRANSFERRED TO THE
YEARLY RESOLUTION CHRONOLOGICAL LOG FOR FUTURE REFERENCE (Contract Term. etc.)
Ready to File:.fr:l:r:..- Date: ~
Revised 01/12/01