Resolution - 2021-112RESOLUTION NO. 2021-112
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
WEST COVINA, CALIFORNIA, ADOPTING THE
MEMORANDUM OF UNDERSTANDING BETWEEN THE
CITY AND THE WEST COVINA NON -SWORN SAFETY
SUPPORT EMPLOYEES' UNION REPRESENTED BY THE
INTERNATIONAL BROTHERHOOD OF TEAMSTERS
LOCAL 1932
WHEREAS, the City of West Covina, hereinafter referred to as the "City," and the
West Covina Non -Sworn Safety Support Employees' Association represented by the
International Brotherhood of Teamsters Local 1932, have met and conferred in
accordance with the Meyers-Milias-Brown Act and Government Code § 3500; and
WHEREAS, the meet and confer process is a process that can result in an
agreement between employees, through their associations, and the City regarding terms
and conditions of employment, including wages, benefits and hours; and
WHEREAS, the City and the West Covina Non -Sworn Safety Support Employees'
Association represented by the International Brotherhood of Teamsters Local 1932 have
memorialized their agreement regarding wages, benefits, hours and other terms and
conditions of employment in a Memorandum of Understanding for the period of July 1
2021 through June 30, 2024, which is attached hereto as Exhibit "A".
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF WEST COVINA,
CALIFORNIA DOES HEREBY RESOLVE AS FOLLOWS:
SECTION 1. The Memorandum of Understanding between the City and the West
Covina Non -Sworn Safety Support Employees' Association represented by the
International Brotherhood of Teamsters Local 1932, attached hereto as Exhibit 'A," is
hereby approved.
SECTION 2. The City Manager is authorized to sign the Memorandum of
Understanding.
SECTION 3. The City Clerk shall certify to the adoption of this resolution and shall
enter the same in the book of original resolutions and it shall become effective
immediately.
APPROVED AND ADOPTED this 2nd day of November, 2021.
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APPROVED TO FORM
Thomas P. "Duarte
City Attorney
ATTEST
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Lis herrick
Aofstant City Clerk
I, LISA SHERRICK, ASSISTANT CITY CLERK of the City of West Covina,
California, do hereby certify that the foregoing Resolution No. 2021-112 was duly adopted
by the City Council of the City of West Covina, California, at a regular meeting thereof
held on the 2nd day of November 2021, by the following vote of the City Council:
AYES: Castellanos, Diaz, Lopez-Viado, Tabatabai, Wu
NOES: None
ABSENT: None
ABSTAIN: None
Lisa herrick
As tant City Clerk
EXHIBIT A
MEMORANDUM OF UNDERSTANDING
MEMORANDUM OF UNDERSTANDING
BETWEEN THE REPRESENTATIVES OF
MANAGEMENT FOR THE CITY OF WEST COVINA
FA ZI111
CITY OF WEST COVINA NON -SWORN SAFETY
SUPPORT EMPLOYEES' UNION
REPRESENTED BY THE INTERNATIONAL
BROTHERHOOD OF TEAMSTERS LOCAL NO. 1932
JULY 15 2021 THROUGH JUNE 305 2024
WE020A065V9841677.v2
ARTICLE ONE
RIGHTS AND RESPONSIBILITIES
PARTIES TO MEMORANDUM OF UNDERSTANDING
This Memorandum of Understanding (herein referred to as MOU or Agreement
interchangeably) has been prepared pursuant to the terms of the City of West Covina
Municipal Code, Article V-Employee, Division 2-Employee Organizations, Sections 2-212
through 2-228, and the West Covina Personnel Rules, as amended, which is hereby
incorporated by reference. This Agreement has been executed by representatives of the
City of West Covina (hereinafter referred to as "City") on behalf of the City; and Teamsters
Local 1932 Representatives of the International Brotherhood of Teamsters Local Union
No. 1932 (hereinafter referred to as "Union"), representing the Non -Sworn Safety Support
Unit Employees.
The parties to this Agreement affirm their mutual commitment to the goals of effective and
efficient public service, high employee morale, sound and responsible management of
City business, and amicable employer -employee relations. The parties acknowledge that
productivity improvement can only be achieved as a by-product to valuing people.
The parties encourage the highest possible degree of friendly cooperative relationships
between their respective representatives at all levels and with and between all employees.
II. GENDER
The terms "they" and "their" may be used in this agreement as substitutes for the terms
"his," "hers," "his/her," "he," "she," or other terms which would indicate masculine or
feminine gender.
A. Teamsters Local 1932 Recognized Employee Organization — Non -Sworn
Safety Support Unit Employees
Pursuant to the provisions of the City of West Covina Municipal Code, Article V-
Employee, Division 2-Employee Organizations, Sections 2-212 through 2-228, and
the City of West Covina Personnel Rules, as amended, the City recognizes
Teamsters Local 1932 (Union) as the exclusive recognized employee organization
on behalf of all full-time salaried non -management and non -mid -management
Non -Sworn Safety Support Unit employees of the City of West Covina.
B. Exclusions
Those classifications and positions excluded include employees designated as
confidential, executive, management, and mid -management.
C. Classifications Recognized
Specific classifications recognized by the City of West Covina being represented
by Teamsters Local 1932 are listed in Appendix "A" of this agreement.
WE020\065\9841677.v2
IV. UNION AND EMPLOYEE RIGHTS AND RESPONSIBILITIES
A. Union and Employee Rights
The City and the Union shall comply with the provisions of Government Code 3500,
as amended, or any subsequent State law governing meet and confer rights of
employee organizations. The parties further agree that during the term of this
Memorandum of Understanding, each party shall retain those rights respectively
vested by local, state and federal law, which cannot otherwise be waived by this
Agreement.
B. Payroll Deduction
(a) All employees in a job classification within the representation Unit covered by
this MOU may choose to become a member of Teamsters Local 1932. If the
employee chooses to become a member, the employee shall authorize a
payroll deduction for membership dues. The City agrees to make authorized
payroll deductions of Teamsters Local 1932 dues. Any request to begin dues
deductions or cancel dues deductions must be made to Local 1932 and not the
City. Local 1932 is responsible for informing the City of the amount of dues
deductions for employees.
(b) The City shall not be obligated to put into effect any new dues deduction until
it has been notified by Teamsters Local 1932 in sufficient time to permit normal
processing of the dues deduction.
(c) If Local 1932 states it has written authorization to begin deductions, it is not
required to provide the City with a copy of the individual authorization unless a
dispute arises about the existence or terms of the authorization. The City shall
issue a check, payable to Local 1932, in the amount of the individual
deductions for dues each pay period. Upon receipt of notification of an
addition/deletion or change in Union dues deduction, Local 1932 shall
immediately notify the City of such change.
(d) Dues withheld by the City shall be transmitted to the Teamsters Officer
designated in writing by Teamsters as the person authorized to receive such
funds, at the address specified.
(e) Employees in these Units who are members of the Teamsters Local 1932 may
withdraw from Teamsters Local 1932 by sending notice to Teamsters Local
1932. Teamsters Local 1932 shall immediately certify to the City to terminate
dues deductions for any such employees, consistent with applicable law.
Teamsters Local 1932 shall indemnify the City for any claims made by the
employee for dues deductions made in reliance on that information.
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(f) Any employee who 1) is in a Teamsters Local 1932 represented bargaining
unit and has chosen to be a member of Teamsters Local 1932, 2) then
separates from the Teamsters Local 1932 represented bargaining unit (e.g.,
leaves City employment, promotes to another unit, etc.), 3) then later returns
to a Teamster's Local 1932 bargaining unit and again chooses to become a
member of Teamsters Local 1932, shall be required to sign a new payroll
deduction card.
(g) Teamsters' indemnity and liability obligation is more fully set forth as follows:
The Union hereby agrees to indemnify and hold the City harmless for any loss
or damages, including attorney's fees and costs, for claims or causes of action
arising from the operation of this Article, including claims for deductions made
in reliance on Union's representations and certifications regarding valid written
employee's dues deduction authorizations.
(h) The City shall provide via email to the Union a list every 120 days, or upon
request, of all employees in the bargaining units with the employees',
classification title, work location (including location address), current home
address, personal email address (if available), personal cell phone (if available)
and home phone number.
C. Union Benefit Plans - Dues
The City will allow employees to add an amount of money, to pay for Union
sponsored benefits plans, to the lump sum bi-monthly (24 pay periods) deduction
for Union dues.
D. Union Representation Responsibilities
The Union agrees and shall assume its responsibilities as recognized designated
representative to represent all unit employees without discrimination, interference,
restraint, or coercion, and to comply with exclusive representation responsibilities
as set forth in the City of West Covina Municipal Code, Article V-Employee,
Division 2-Employee Organizations, Sections 2-212 through 2-228, and Personnel
Rules, as amended.
E. Union Release Time — Time Off For Meeting and Conferring
The City and Union recognize that it is of benefit both to the City and Union
that representatives designated by the Union to serve as the Union
negotiating committee be granted leave from duty with full pay during
scheduled working hours to participate in meet and confer sessions as
requested by the City.
2. The Union negotiating committee shall be allowed release time as
approved by management in order to prepare for meet and confer sessions
required for subsequent new Memorandums of Understanding.
WE020\065\9841677.v2
3. Individual negotiating committee members shall give management as
much advance notice as possible about the dates, times, and duration of
the requested release time.
4. Unless otherwise agreed to by both parties, the negotiating terms for the
Union shall not exceed three (3) members each.
5. Full pay, as stated, shall mean the employee's current base salary, fringe
benefits, and any assignment pay.
6. Each party shall provide the other a list of representatives at least two
weeks prior to the date set for meeting and conferring unless both parties
agree such notice is impractical.
F. Release Time -Grievances
Representatives of the Union shall be granted reasonable release time from their
assigned work as approved by management to provide representation services
such as grievance matters.
G. Release Time - Union Activities
1. The City shall provide Union representatives with a reasonable amount of
time to address Union business without loss of pay or benefits. Before
using this time, the Union representatives must notify the immediate
supervisor that the employee will be conducting Union business and advise
the supervisor of where the employee can be reached in case of an
emergency.
2. In addition, the City shall grant release time for all Employees to conduct
one special meeting each quarter. The City will also allow the Union use of
City facilities and equipment for said Union meetings.
3. The City shall grant release time (2 hours plus travel time) to allow Primary
Steward to attend training at Teamsters Local 1932.
H. Bulletin Boards
1. The City may permit the Union to use certain designated bulletin boards
approved by management located at City facilities to post Union related
information.
2. The Union agree to continually self -monitor all information posted on
bulletin boards to ensure they are maintained in an orderly manner. All
materials posted should be dated and contained in an orderly manner.
3. No item(s) that can reasonably be interpreted as inflammatory, libelous,
obscene, or slanderous may be posted on bulletin boards.
V. MANAGEMENT RIGHTS AND RESPONSIBILITIES
A. Management Rights
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The City continues to reserve, retain, and is vested with, solely and exclusively, all
rights of management, regardless of the frequency of use, which have not been
expressly abridged by specific provisions of the Memorandum of Understanding or
by law, to manage the City for the citizens of West Covina, as such rights existed
prior to the execution of the Memorandum of Understanding. The City continues
to reserve and retain solely and exclusively all rights of management, including
those City rights set forth in the City of West Covina Municipal Code, Article V-
Employee, Division 2-Employee Organizations, Sections 2-212 through 2-228, and
Personnel Rules, as amended, and including but not limited to the following rights:
1. To manage the City and to determine policies and procedures and the right
to manage the affairs of the City.
2. To take into consideration the existence or non-existence of facts which
are the basis of the management decision.
3. To determine the necessity, organization, and implementation and
termination of any service or activity conducted by the City or other
governmental jurisdictions, and to expand or diminish services.
4. To determine nature, manner, means, type, time, quantity, quality,
technology, standards, level, and extent of services to be provided to the
public.
5. To determine methods of financing.
6. To determine quality, quantity, and types of equipment or technology to be
used.
7. To determine and/or change the facilities, methods, technology, equipment
and apparatus, means, operations to be performed, organizational
structure, size, and composition of the work force and allocate and assign
work by which the City operations and services are to be conducted.
8. To plan, determine, and manage City budget which includes, but is not
limited to, changes in the number of locations, relocations, and types of
operations, processes, and materials to be used in carrying out all City
functions, including the right to contract for or subcontract any work or
operation of the City.
9. To assign work to and schedule employees in accordance with
requirements as determined by the City as to work hours and changes to
work hours, schedules, including call back, standby, and overtime, and
assignments except as otherwise listed by this agreement.
10. To lay off employees of the City from duties because of lack of work or
funds, or under conditions where continued work would be ineffective or
non -productive or not cost effective as determined by the City.
11. To establish and modify goals and objectives related to productivity and
performance programs and standards, including, but not limited to, quality
and quantity, and require compliance thereto.
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12. To direct, supervise, recruit, select, hire, evaluate, promote, transfer,
discipline, discharge, terminate, suspend, demote, reprimand, reduce or
withhold salary increases and benefits, and otherwise discipline employees
for cause.
13. To determine qualifications, skills, abilities, knowledge, selection
procedures and standards, job classifications, and to reallocate and
reclassify employees.
14. To hire, transfer intra- or inter -division, promote, reduce in rank, demote,
reallocate, and terminate employees and take other personnel action for
non -disciplinary reasons in accordance with this Agreement and Personnel
Rules.
15. To determine policies, procedures, and standards for selection, training,
and promotion of employees.
16. To establish employee performance standards, including quality, and
quantity standards, and to require compliance therewith.
17. To maintain order and efficiency in its facilities and operations.
18. To establish, implement, and/or modify rules and regulations, policies and
procedures related to productivity, performance, efficiency, standards of
ethics, conduct, safety, health, and order in the City and to require
compliance therewith.
19. To restrict the activity of an employee organization on City property and
facilities and on City time except as set forth in this agreement.
20. To determine the issues of public policy and the overall goals and
objectives of the City's divisions and to take necessary action to achieve
the goals and objectives of the City's Departments.
21. To require the performance of other services not specifically stated herein
in the event of emergency or disaster as deemed necessary by the City.
22. To take any and all necessary steps and action to carry out the service
requirements and to determine the issues of public policy and the overall
mission of the City and the mission of the Agency in emergencies or any
other time deemed necessary by the City not specified above.
B. Authority of Third Party Neutral
All management rights, powers, authority, and functions, whether heretofore or
hereinafter exercised, shall remain vested exclusively with City. No third party
neutral shall have the authority to diminish any of the management rights, which
are included in this Agreement.
VI. NO STRIKE/JOB ACTION PROVISION
In addition to all no strike/job action provisions and penalties in the West Covina Municipal
Code or Personnel Rules, the following provisions shall apply.
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A. Prohibited Conduct
The Union, its officers, agents, representatives, and/or members when on duty,
agree they will not call, cause, engage, or condone any strike, walkout, sit down,
work stoppage, slowdown, sickout, blue flu, pretended illness, or engage or honor
any other form of types of job action by unit employees or by any other employees
of the City or employees of any other employer by withholding or refusing to
perform services or honor any type or form of picket line of any union or employee
organization.
B. Employee Termination
Any employee who participates in any conduct prohibited in Section A above shall
be considered an unauthorized absence and shall be subject to discharge or other
disciplinary action by the City, regardless of whether the Union carries out in good
faith its responsibilities set forth below.
C. Union Responsibilities
In the event that the Union, its officers, agents, representatives, and/or
members engage in any of the conduct prohibited in A Prohibited Conduct,
above, the Union shall immediately instruct any persons engaging in such
conduct that their conduct is in violation of this Memorandum of
Understanding and unlawful, and they must immediately cease engaging
in conduct prohibited in A, Prohibited Conduct, above, and return to work.
2. If the Union performs all of the responsibilities in good faith set forth in C(1)
above, its officers, agents, and representatives shall not be liable for
damages for prohibited conduct performed by employees who are covered
by this Agreement in violation of A, Prohibited Conduct, above.
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ARTICLE TWO
SALARIES AND COMPENSATION
I. SALARY SCHEDULE
A. Effective the first full pay period following ratification of the MOU and not earlier,
the base salary shall increase by 8%; effective the first full pay period following
July 1, 2022, the base salary shall increase by 3%; effective the first full pay period
following July 1, 2023, the base salary shall increase by 3%. The salary schedule
is attached hereto as Appendix "B."
One-time NonPERSable Pay — Within 45 days after ratification of the MOU,
employees shall receive a one-time non-PERSable pay of $3,000.00 (Three
Thousand Dollars). Should a group other than a public safety group (Police or Fire)
receive a greater one-time non-PERSable pay during the term of the MOU,
employees shall receive that same level of one-time pay. The employees will
receive the one-time payment on a check separate from their paycheck.
B. SALARY ADMINISTRATION
1. Specific Information in Personnel Rules
Specific detailed information dealing with such subject as salary
anniversary dates, increases within the salary range, salary on
appointments and other related types of salary administration issues are
set forth in the City Personnel Rules.
2. Effective Date of Step Increases and Extra Compensation
All step increases and extra compensation shall be made effective at the
start of the next regular pay period, except as otherwise approved by
management.
3. Right to Raise Salaries, Other Compensation and Benefits
The City reserves the right to raise salaries, and other compensation, and
benefits during the term of this agreement. The City shall meet and consult
with the Union prior to implementing.
4. Base Salary
Base salary shall mean only the assigned salary to any unit classification
exclusive of any other type of form of compensation.
5. Extra Pay/Compensation
Extra pay shall be defined as compensation above the unit employee's
base salary for special assignments, differentials, and bonuses.
6. Y-Rating
a. When a personnel action, such as a demotion due to layoff,
reclassification, or job rehabilitation results in the lowering of the
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incumbent unit employee's salary range, the affected incumbent's
salary may be "Y-rated" by the City.
b. "Y-rated" shall mean the maintenance of the incumbent employee's
salary rate at the level effective the day preceding the effective date
of the personnel action in lieu of placing the employee in a lower
salary range.
C. The employee's base salary shall remain at the same level until the
salary range of the new classification equals or exceeds the Y-rated
salary.
d. Those unit employees on a job rehabilitation shall be Y-rated upon
written agreement and mutual consent between the affected
employee and the City.
II. Bilingual Allowance
A. Eligibility
1. The department head shall designate certain unit employees to receive
bilingual pay, who have been certified by the Human Resources
Department as possessing the skills necessary to communicate effectively
in English and a second language with the public in order to conduct the
business of the City.
2. No more than one unit employee within an office or crew will receive
bilingual pay, unless it is determined by the department head that such an
exception exists. An exception may occur within an office, wherein unit
employees take different lunches and or work flex -schedules.
3. Human Resources Department shall certify, through examination, that the
employee has a basic fundamental conversational skill level in the second
language.
B. Compensation
1. Eligible employees assigned to Bilingual Allowance receive extra
compensation of one hundred dollars ($100) per month above their base
salary.
2. This extra pay compensation shall become effective the first pay period
following the receipt of the Bilingual certificate and approval by the Director
of Human Resources. This extra compensation shall terminate immediately
upon the day the assignment is revoked by the Department Head.
C. Limitations
1. Eligible languages will be those languages identified by the Los Angeles
County Registrar-Recorder/County Clerk for use in municipal elections
held in the City of West Covina or those languages designated by the City
Manager as appropriate. Currently, these languages identified by the Los
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Angeles County Registrar-Recorder/County Clerk for use in municipal
elections held in the City of West Covina are Chinese (Mandarin and
Cantonese), Spanish, Tagalog, and Vietnamese. Should the eligible
languages change, employees currently receiving bilingual pay for a
language no longer identified by the Los Angeles County Registrar-
Recorder/County Clerk for use in municipal elections, will continue to
receive bilingual pay. However, no additional employees will be paid for
use of that language.
2. Only one (1) allowance will be paid to an employee regardless of the
number of certified languages.
III. Acting Pay Assianment
A. Eligibility
1. Acting pay is intended to compensate those employees assigned to
perform a significant portion of a higher level position having a greater
degree of responsibility and independence and/or requiring a significantly
higher level of expertise.
2. An acting appointment may be made to a higher class or position occupied
by a person on temporary leave, disability, or the position is vacant. Such
acting appointment made to a higher class or position occupied by a person
on temporary leave or disability shall not exceed 12 months, unless
extension is approved by the City Manager. An acting appointment made
to a vacant position during recruitment for a permanent employee to fill the
position shall not exceed 960 hours in a fiscal year. (Government Code
section 20480.) Acting appointments shall be made from existing
promotional lists, if available.
3. Should no promotional eligibility list exist, acting appointments shall be
made in accordance with the provisional appointments section of the
Personnel Rules, except as further approved by the City Manager. Upon
the return of the incumbent from leave or disability, the acting appointment
shall be immediately terminated, and the appointee shall resume regular
duties, compensation and privileges as if he/she had continued his/her
duties in his/her regular classification.
B. Compensation
1. Non -Sworn Safety Support Unit employees assigned and approved by
management in an acting status, shall be paid five percent (5%) above their
base salary after the 30th calendar day of such appointment until the
completion of the appointment, provided such acting appointments are
made in writing by Management with a copy to the Human Resources
Department.
2. Attempt to Appoint Different Qualified Employees
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Whenever practical, based on the experience and expertise required to
perform the higher level duties, management will attempt to appoint
different qualified employees to acting assignments based on the needs of
the organization.
3. Limitations Appointments to Higher Level Positions
Acting appointments to higher level positions do not require the assignment
of another employee to cover the duties of the employee so assigned.
IV. Matron Duties Pay
Employees will be paid a flat amount of $25 (twenty-five dollars) per shift for each shift
that they perform matron duties pursuant to direction and approval of their supervisor.
V. Limitation on Assignments
Assignments to extra pay positions are temporary, not a separate classification and do not
have permanent status and are not subject to selection procedures, appeals, grievances
or seniority. Assignments are not a property right and have no due process rights.
VI. PERS Retirement Benefits
The contract between the City and Public Employees' Retirement System (PERS) shall
provide the following benefits:
A. Unused Sick Leave
Unused accumulated sick leave may be converted to additional service credit at
the time of retirement pursuant to PERS Section 20862.8.
B. One Year Final Compensation
Retirement benefits shall be computed using the One -Year Final Compensation
Option under PERS Section 20024.2.
C. Tier One "Classic" Members — 2.5% @ 55
Miscellaneous employees shall participate in the PERS 2.5% at age 55 retirement
benefit plan. The City shall pay 100% of PERS employer cost for these employees.
The employees shall pay the full employee cost of eight (8%). Such contribution
shall be made on a pre-tax basis.
Tier Two "Classic" Members — 2% @ 60
Employees hired on or after January 1, 2011, shall participate in the PERS 2% at
age 60 retirement benefit plan. The City shall pay one hundred percent (100%) of
the PERS employer cost for such employees. The employees will pay the full
employee cost of seven percent (7%). Such contribution shall be made on a pre-
tax basis.
"New" PERS Members — 2% at age 62
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All Unit members classified as "new members," as defined by the Public
Employees' Pension Reform Act of 2013, hired on or after January 1, 2013 shall
participate in the 2% at age 62 PERS retirement benefit plan, with their final
compensation based upon the average of their highest annual compensation
earned over a three (3) year period. New members will be required to pay the
appropriate share of their pension costs and other provisions, as required by
the Public Employees' Pension Reform Act of 2013 Contributions shall be made
on a pre-tax basis.
Cost-Sharino
Effective the first full pay period following July 1, 2022, both classic and new
members shall pay an additional 1.5% of compensation earnable towards the
employer contribution pursuant to cost sharing in accordance with Government
Code Section 20516(f); effective the first full pay period following July 1, 2023, both
classic and new members shall pay an additional 1.5% of compensation earnable
towards the employer contribution pursuant to cost sharing in accordance with
Government Code Section 20516(f). The Parties agree that should the MOU expire
without a successor agreement in place, the cost sharing contribution as described
above shall continue.
D. 4th Level Survivor Benefits
Fourth Level of 1959 Survivor Benefits PERS Section 21574 for employees
covered by this agreement.
E. Military Buy Back
Military service credit as public service credit under PERS section 21024.
VII. Classification and Compensation Study
The City agrees to have completed a classification and compensation study that covers
the classifications of this unit by March 31, 2023.
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ARTICLE THREE
WORK WEEKS/SCHEDULES/OVERTIME/COMPENSATORY TIME
HOURS OF WORK POLICY
It is the policy of the City that the hours of work, as negotiated by unit employees or
determined by the City Council for non -represented employees, shall constitute a week's
work for all full-time employees, except that work days and work weeks of a different
number of hours may be established in order to meet the varying needs of the different
City departments.
II. WORK WEEKS
A. 7-Day Work Week
The work hours for unit employees shall be a fixed and regularly recurring period
of 168 consecutive hours consisting of seven (7) consecutive 24-hour periods.
B. 5/8 and 4/10 Work Schedules and Work Week
5/8 and 4/10 work schedules shall consist of a seven (7)-day work week of forty
(40) hours that begins on Sunday at 12:00 a.m. and ends on Saturday at 11:59
p.m., except as modified by management.
C. 4/10 Work Schedules — Unit Employees
On or after January 1, 2004, the City may implement a 4/1 0-work schedule
for all unit employees.
2. It is understood that City Hall will remain open Monday through Friday,
except for holidays, as set forth in this agreement.
3. The City Manager maintains the final authority to determine work schedules
as required.
D. 9/80 Work Schedule
9/80 work schedule shall consist of a seven (7)-day work week of forty (40) hours
as follows:
Employees working a 9/80 work schedule will have a regular day off every other
week as determined by the City. For such employees working a 9/80 work
schedule, each employee's designated work week shall begin exactly four hours
after the start of his/her eight hour shift on the day of the week that corresponds to
the employee's alternating regular day off.
E. 7-Day Work Week— Fixed and Regularly Recurring
The work weeks shall be fixed and regularly recurring 7-day work weeks as set
forth in the aforementioned.
F. 28-Day Work Period — Fixed and Regularly Recurring
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Qualifying Unit Employees assigned to 3/12 work schedules shall work a fixed and
regularly recurring 28-day work period of 168 work hours.
G. Non -Sworn Safety Support Employees — Semi -Annual Work Periods
Non -Sworn Safety Support Employees — are covered by the semi-annual work
period of 1040 hours. (7(b) exception to FLSA.)
III. TIME WORKED
A. Maximum Time Worked — 7-Day Work Period
The maximum time worked per each 7 day work period which is paid at the straight
time rate of pay shall be forty (40) hours inclusive of breaks and exclusive of time not
considered work time.
B. 36-HOUR WORK PLAN
Monthly salary rates for employees assigned to 3/12 work schedule are based on a
36-hour work plan with the condition that at the end of each month the employee will
owe the City sixteen (16) hours of work time to be reconciled in the following manner
and order:
For Community Service Officers assigned to the Police Patrol Division and
Jailers:
1. Scheduled pay back work day(s).
2. Reduction in time and one-half pay.
3. If the employee is unable to reconcile the sixteen (16) hours as stated above, and
the employee has four (4) or more hours that remain to be reconciled he/she may
work an additional day to reconcile the time.
4. If the employee does not wish to work an additional day or has less than four (4)
hours to reconcile at the end of each month, he/she may use vacation or
compensatory time to reconcile the time owed the City.
For Public Safety Dispatchers:
1. Scheduled payback work day(s).
2. Overtime hours.
3. If the employee is unable to reconcile the sixteen (16) hours as stated above, any
remaining hours owed will be deducted from employee's accrued vacation,
holiday or compensatory time leave.
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IV. CHANGE IN WORKING HOURS
Any foreseeable absence or deviation from regular working hours desired by an employee
shall, in advance, be approved by management.
V. HOLD OVER — COMMUNICATIONS EMPLOYEES
When conditions necessitate, employees in the Communications Department shall be
required on a mandatory basis to hold over past the end of their normal shifts (not to
exceed fourteen (14) consecutive hours) and/or to be called back to work during their off -
duty time. Such action shall be taken during emergency situations as determined by
management, including when staffing drops below department set minimum levels.
VI. BREAKS — REST PERIODS
A. Two 15-Minute Breaks — Rest Periods
1. Number of Breaks
Unit employees may receive two break -rest periods for each scheduled
workday actually worked, and a break -rest period of 15 minutes for each
four consecutive hours of overtime worked as approved by management.
2. Non -accumulative
Rest periods are not accumulative and shall not be added to any meal
times, vacation, or any form of authorized absence from work unless
authorized by management.
3. Not Used at Beginning and End of Work Shift
These breaks may not be used at the beginning or the end of work shift
unless authorized by management.
4. Rest Period Procedure
a. Scheduled Not to Impair Service
Rest periods are scheduled or rescheduled by management as job
requirements dictate.
b. Length of Rest Period
The rest period shall consist of fifteen minutes cessation of work
and will include time involved in going to and coming from a rest
area.
VII. OVERTIME
A. Overtime Policy
It is the policy of the City of West Covina to avoid the necessity for overtime work
whenever possible. However, when overtime is necessary and approved by
management, payment will be paid or compensatory time accrued at time and one-
half for all hours worked in excess of the normal daily work shift. Vacation, sick
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WE020\065\9841677.v2
leave, holidays, bereavement leave, jury duty and compensatory time off shall be
considered hours worked.
B. Overtime Authorization
1. If in the judgment of management, work beyond the established work week
is required by his/her employees, such work, except in the case of
immediate emergency, shall be performed only with the prior authorization
of management.
2. In emergencies, where prior authorization cannot be issued, management
shall obtain approval for the overtime worked at the earliest opportunity
thereafter, in no case to exceed five (5) calendar days after the day in which
the overtime was worked.
3. An emergency shall be construed as an unforeseen combination of
circumstances that calls for immediate action, as determined by
management.
Vill. ELECT TO USE COMPENSATORY TIME
A. Approval
Upon the approval of his/her supervisor, an employee, may elect to receive
compensatory time off in lieu of pay for overtime hours worked. Such
compensatory time off shall be credited to the employee's account on a time and
one-half basis, i.e., one and one-half hours for each overtime hour worked.
B. Once Comp Time is Approved No Request for Cash Payment
Once compensatory time off is selected and approved by management, the
employee may not request cash payment. Upon separation, an employee shall be
paid for accumulated compensatory time.
C. Use of Compensatory Time
Accumulated compensatory time may be utilized as paid leave on a straight time
hour for hour basis at the mutual convenience of management and employees
without such options being tied to sick leave usage. All compensatory time utilized
as paid leave by an employee shall be debited from their accrued compensatory
time bank.
D. Compensatory Time Deposit
The hours deposited into each employee's time bank pursuant to the 2020- MOU
and remaining in this bank upon separation from employment will be cashed out
and paid to the employee.
IX. TIME WORK INCREMENTS
A. Increments — Less Than One Hour
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1. All authorized time worked which is beyond the unit employee's work shift
schedule which is less than one -hour increments shall be compensated in
the following manner:
Time
Time Worked
0 —10
minutes
0
11
— 20 minutes
'A hour
21
— 30 minutes
Y2 hour
31
— 50 minutes
3/4 hour
51
— 60 minutes
1 hour
2. Incidental Overtime — Not Compensable
Incidental overtime is not compensable, and may not be credited as
overtime. Incidental overtime is defined as overtime of less than ten
minutes in any one day, which is non -recurrent in nature.
B. Increments Over One Hour
Any time worked increments which are over one hour shall be compensated in the
same procedure as mentioned herein.
X. OVERTIME "COMPENSATORY TIME" ACCUMULATED AND PAYMENT
A. Eligibility
Unit employees may choose, in lieu of overtime payment, to have overtime hours
worked converted to a compensatory time bank.
B. Accumulation
1. Total Hours Comp Time —Community Services Officers, Police Records
Specialist I & 11, Jailers and Lead Jailers, Forensic Specialist
Community Services Officers, Police Records Specialists I & 11, Jailers and
Lead Jailers may accumulate up to a total of one hundred twenty (120)
compensatory hours, unless otherwise set forth in this agreement.
2. Total Hours Comp Time — Public Safety Dispatchers and Senior
Communications Operators
Public Safety Dispatchers and Senior Communication Operators may
accumulate up to a maximum of one hundred and eighty-four (184) hours
of comp time and holiday comp time.
3. Holiday Compensation Time — Public Safety Dispatchers and Senior
Communications Operators
Public Safety Dispatchers and Senior Communications Operators who
work on a fixed holiday as set forth in Article Five shall accrue holiday
compensatory time based upon the following hours worked:
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WE020\065\9841677.v2
GP
a. Minimum four (4) hours to 7.99 hours to accrue four (4) hours of
compensatory time.
b. Over eight (8) hours to accrue eight (8) hours compensatory time.
C. Such time shall be accounted for separately from overtime
compensatory time but shall be included in the maximum of 184
hours allowed for all compensatory time.
4, Compensatory Time at Termination
All accumulated compensatory time which has not been utilized prior to a
unit employee's employment termination from the City shall be paid off on
a straight time basis at the employee's rate of pay.
5. Compensatory Time - Change in Classification
Any unit employee who changes classification and who has accumulated
any hours of compensatory time shall have all their accumulated
compensatory hours paid off at their current classification rate of pay.
The City reserves the right to require unit employees to work overtime in an emergency
as determined by management.
XII. DEFINITIONS — Call-back, Stand -By, On -Call, and Court Stand -By "On -Call"
A. Call-back
1. Call-back is unscheduled time worked, performed by an off duty unit
employee called back to work after they have completed their regular work
schedule and have left work or are on their day off.
2. Unit employees must physically return to the worksite in order to receive
call-back pay.
B. Stand-by
1. Stand-by is an assignment given to unit employees by management
requiring them to be accessible via phone, recall (pager) devices, or other
methods approved by management.
2. Unit employees on a stand-by assignment shall be required to return to
work as directed by management.
3. Unit employees on stand-by assignment may be required to stay within a
designated location or area to respond to work related duties as directed
by management.
C. On -Call
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1. On -Call is an assignment given to unit employees by management
requiring them to be accessible via phone; recall (pager) device; or other
methods approved by management.
2. Unit employees on on -call status may be required to return to work as
directed by management.
D. Court Stand-by "On -Call"
Employees are on court stand-by "on -call" when a unit employee is subpoenaed
and placed on stand-by "on -call" time on job related matters during their assigned
off duty non -work time.
XIII. CALL-BACK COMPENSATION
Non -Sworn Safety Support Employees Call -Back Pay
1. If an employee is required to return to work at the request of his/her department
head while on regularly scheduled time off, the employee shall receive a minimum
of three (3) hours pay at the rate of time -and -one-half.
2. Unit employees shall be compensated at the applicable rate for all time worked in
excess of three (3) hours, that includes necessary travel time from the employee's
home to the job site and return.
3. The minimum provided for herein shall not be paid more than twice during any one
calendar day.
XIV. COURT TIME PAY
Time spent in court beyond the regularly scheduled shift will be paid at a time and one-
half rate with a two (2) hour minimum guarantee.
XV. COURT STAND-BY "ON -CALL"
Employees on court stand-by "on -call" during off -duty hours for court stand-by, shall be
compensated at a rate of fifty dollars ($50) per day.
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ARTICLE FOUR
FRINGE BENEFITS
I. FRINGE BENEFITS ADMINISTRATION PROVISION
A. Administration
The City reserves the right to select, administer, or fund any fringe benefits
programs involving insurance that now exist or may exist in the future.
B. Selection and funding
1. In the administration of fringe benefits programs involving insurance, the
City shall have the right to select any insurance carrier, self -insure, or other
method of providing coverage to fund the benefits provided, as long as the
benefits of the plan are substantially the same.
2. The City may choose to exercise its right to select the insurance carrier and
select Medicare as the City's Retirement Insurance Carrier for eligible unit
employees and retirees. In such case, the employees and retirees who are
eligible will be required to enroll in Medicare and continue to be eligible to
participate in other City medical plans.
C. Changes
The City shall meet with the Union prior to any change of insurance carrier or
method funding coverage for any fringe benefits listed in this article.
II. CAFETERIA PLAN
A. Health Insurance
1. Any employee hired before the date the 2014-2015 MOU was ratified and
who does not participate in the City's health insurance plan and can
demonstrate that he/she has health insurance coverage from another
source will receive a City contribution of six hundred dollars ($600) per
month. This amount may be received as cash, contributed to the
employee's deferred compensation plan or be used to purchase dental or
vision insurance.
2. All employees hired on or after the date the 2014-2015 MOU was ratified,
who do not participate in the City's health insurance plan and can
demonstrate that he/she has health insurance coverage from another
source will receive a City contribution of three hundred dollars ($300). This
amount may be received as cash, contributed to the employee's deferred
compensation plan or be used to purchase dental or vision insurance.
3. An employee who selects an Employee Only medical plan will receive a
City contribution in an amount that when added to the PEMCHA statutory
minimum amount equals the monthly Los Angeles Region Kaiser
Employee Only medical premium or $600 whichever is greater.
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4. An employee who selects an Employee plus One medical plan will receive
a City contribution in an amount that when added to the PEMCHA statutory
minimum amount equals the monthly Los Angeles Region Kaiser 2-party
medical premium.
5. An employee who selects an Employee plus Two or More (Family) medical
plan will receive a City contribution in an amount that when added to the
PEMCHA statutory minimum amount equals the monthly Los Angeles
Region Kaiser Family medical premium.
6. Should the monthly City contribution exceed the monthly medical premium
amount, any excess amount can be received as cash, contributed to the
employee's deferred compensation plan or be used to purchase dental or
vision insurance.
B. Dental Insurance
In addition to the above amount for medical insurance, the cafeteria amount shall
also include up to $53.28 monthly for dental insurance for the member and eligible
dependents. If the dental insurance plan selected by the member is less than
$53.28, the cafeteria amount shall be the cost of the dental insurance plan
selected. If the dental insurance plan selected by the member is equal to or more
than $53.28 per month, the cafeteria amount shall be $53.28.
C. Vision Insurance
In addition to the above amounts for medical and dental, the cafeteria amount shall
also include the employee only monthly cost for vision insurance. Employees may
enroll eligible dependents in the plan at the employee's cost.
III. RETIREE HEALTH BENEFIT — CITY'S MONTHLY CONTRIBUTION
A. City Contribution Amount
Provided that employees represented by the Union has participated in the Public
Employees' Medical and Hospital Care Act (PERS Health Plan) with the City, the
City will contribute an amount equal to the PEMCHA statutory minimum towards
the payment of premiums for retiree health insurance under the Program.
B. If City No Longer in PERS Health Plan
Should the City withdraw from the PERS Health Plan during the term of this
agreement, the City and Union shall meet to determine what the monthly
contributions toward the new medical health plan would be and when it would be
effective.
IV. RETIREE DENTAL INSURANCE BENEFIT
Effective as soon as possible, employees that retire directly from City employment, shall
be able to participate in a City Retiree Dental Insurance Plan based on retiree rates. This
Plan shall include coverage for the retiree and eligible family members. The City shall not
contribute to the monthly premium.
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V. EMPLOYEE HEALTH BENEFITS COMMITTEE
Should a new health benefit plan be selected by the City (medical and/or dental) the City
agrees to meet and confer over how the City's current medical and dental insurance
monthly premium contribution shall be applied to any new health benefit plan.
VI. RETIREE HEALTH SAVINGS PLAN
** The RHS Plan is subject to regulatory and provider regulations**
A. Employee Contribution $25 per month minimum
B. Employer Contribution $100 per month
C. Employer Lump Sum RHS Contribution
1. Employee must be a full-time West Covina City employee as of July 1,
2006, to qualify for this benefit.
2. Employee must take a service or disability retirement from the City of West
Covina to qualify for this benefit.
3. A lump sum RHS contribution to the Plan to be paid by the City at the time
of the qualifying employee's retirement (In the event of death prior to
retirement lump sum paid immediately to spouse/dependents from the
Plan.
4. To obtain the lump sum benefit employee must retire from the City of West
Covina by July 1, 2017, or after the first pay period following the employee's
62"d birthday, whichever comes first. Unit employees who are age 62 within
the first six months of the program shall have six months beyond their 62"d
birthday to retire before losing any lump sum entitlement.
5. Employees working beyond the sunset provisions under "4" above will have
their lump sum amount reduced by $900 each year after the 10 year/age
62 provision until they retire.
6. AMOUNT OF BENEFIT
*Employee's Years of Service as of 7/1/07
5 — 9 years
More than 9 years — 14 years
More than 14 years — 19 years
More than 19 years
(maximum benefit $25,000)
Amount of Lump Sum Pavment
$200 per year
$400 per year
$600 per year
$800 per year
Break in service cannot exceed one year to qualify for continuous full-time service credit.
(Part-time hours do not count toward service credit).
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7. Effective July 1, 2013, the PARS EPMC Supplemental Retirement Plan
was eliminated for all unit employees.
8. Effective July 1, 2013, employees that participated in the PARS EPMC
Supplemental Retirement Plan are eligible to receive lump sum
contributions to their RHS account as follows:
a. The City will contribute into the employee's RHS account a lump
sum of three hundred dollars ($300) annually each July for a period
of six (6) years.
b. An employee must be an active employee of the City as of July 1S1
of each year to receive year's lump sum contribution.
C. The maximum amount contributed under this provision shall be
$1,800.
d. Should an employee leave the City prior to completion of the six (6)
years, the employee will only receive this benefit for the years
he/she was an employee of the City.
VII. SECTION 125 PLAN
A. The City has established a program consistent with Section 125 of the IRS Code,
which enables employees to voluntarily use pre-tax earnings for medical, dental,
and dependent care expenses.
B. It is understood by the parties that participation in the Plan is voluntary for
employees and the City will not be obligated to contribute to pay any employee
costs who participate in the Plan.
Vill. STATE DISABILITY INSURANCE
The City agrees to make available at the employee's expense, SDI as provided through
the State of California.
IX. LIFE INSURANCE
A. Term Policy
The City shall provide all unit employees a term life insurance policy in the amount
of fifty thousand dollars ($50,000).
B. Retired Employee Life Insurance - $500
The City shall provide all unit employees who retire from the City a term life
insurance in the amount of five hundred dollars ($500).
X. LONG TERM DISABILITY INSURANCE
A. Benefit
The City shall provide for all unit employees a long-term disability insurance (LTD)
plan, which provides sixty percent (60%) of monthly earnings, to a maximum
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ra
XII
benefit of five thousand dollars ($5,000) per month. Coverage becomes effective
on the later of: 1) 180 days; or 2) the date your accumulated sick leave payments
end, if applicable. Coverage after ninety (90) days may be purchased by the
employee through payroll deduction.
B. More Specific Information
More specific information is set forth in the City of West Covina's Group Long Term
Disability Plan booklet, available in the City's Human Resources Department.
UNIFORM ALLOWANCE — In -Lieu of Issue
A. Eligible Classifications
The City shall provide an annual Uniform Allowance in -lieu of issue to the following
classifications:
Community Service Officer, Forensic Specialist, Jailer, Lead Jailer, Police Records
Specialist I and II Public Safety Dispatcher and Senior Communications Operator.
Each January, employees in the above listed classifications shall receive an
annual uniform allowance of seven hundred dollars ($700) per calendar year.
B. Payment
Payment will be made in January of each calendar year. If an employee receiving
such a payment terminates during the course of that year, the uniform allowance
will be adjusted for those months served and the balance will be deducted from
the final paycheck for that employee.
Purpose of Uniform Allowance
1. The purpose of uniform allowance is for those employees in classifications
receiving allowance to purchase and maintain their required City uniform
in -lieu of City issue.
2. It is the responsibility of all employees receiving uniform allowance to
purchase and maintain uniforms per requirements and conditions set forth
by management.
C. Uniform Requirements
Unit employees who are required to wear uniforms or who are provided uniform
allowance must wear uniform on duty unless permission to do otherwise has been
received from the immediate supervisor. Employees who are on duty and do not
comply with uniform requirements shall be subject to disciplinary action.
TUITION REIMBURSEMENT PROGRAM
A. Maximum Reimbursement
Effective July 1, 2007, the maximum annual tuition reimbursement (including
books) shall be $1,130 per fiscal year.
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B. Administrative Policy
The specific details of the Tuition Reimbursement Program are set forth in
Administrative Policy approved on August 13, 1992, and as amended thereafter.
XIII. MILEAGE REIMBURSEMENT— PRIVATE VEHICLE
A. Using Private Vehicles for Approved City Business
The City shall pay mileage reimbursement for City employees using private
vehicles for authorized City business approved by management.
B. Mileage Reimbursement Rate
The mileage reimbursement rate shall be rates set forth by the IRS.
C. Administrative Policy
The specific details of the mileage reimbursement policy is set forth in
Administrative Policy approved on February 8, 2003, and amended thereafter.
XIV. MISUSE OF BENEFITS
Employees who fraudulently gain or fraudulently attempt to gain for themselves or others
by deception, omission, or fraud the benefits of the City's Workers' Compensation,
retirement, medical, dental, or other insurance policies or any other benefit which they
would not otherwise be entitled to shall be subject to: 1) denial of requested benefits;
and/or b) disciplinary action up to and including removal.
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ARTICLE FIVE
LEAVE POLICIES
HOLIDAYS
A. Official Fixed Holidays
The City shall recognize the following days as official City fixed holidays:
New Year's Day
President's Day
Memorial Day
Independence Day
Labor Day
Thanksgiving Day
Day after Thanksgiving
Christmas Eve (unless Christmas falls on a Saturday, Sunday, or
Monday)
Christmas Day
For 2021 only, employees will receive Veteran's Day as a paid holiday.
The parties agree to continue meet and confer process with regards to
holidays as part of the upcoming meet and confer process surrounding
revisions to the City's personnel rules. Should this meet and confer
process not be fully completed by Veteran's Day 2022 or 2023, then
employees will receive Veteran's Day as a paid holiday in those years.
2. Fixed Holidays —10 Hours Leave With Pay
Each fixed holiday granted to employees shall be ten (10) hours of time off
with pay. Any additional time taken off above ten (10) hours per each fixed
holiday must be deducted from the employee's other leaves, such as
vacation, floating holiday leave, or compensatory time.
3. Fixed Holidays — Leave With Pay — Public Safety Dispatchers (PSD) and
Senior Communications Operators (SCO)
a. Public Safety Dispatcher's and Senior Communications Operator's
who work the 3/12 shift will receive holiday pay based on actual
hours worked. Dispatchers and Senior Communication Operators
must work a minimum of eight (8) hours on the holiday to receive
the holiday pay. Any PSD/SCO assigned to the 4/10 schedule and
works a 12-hour shift on a holiday will receive the holiday pay.
PSD/SCO must work a minimum of 8 hours on the holiday to
receive the holiday pay.
b. For example: for Public Safety Dispatchers or Senior
Communications Operators who work the 3/12 work week, when a
holiday falls on a regularly scheduled work day, and the employee
works his/her full 12-hour shift, the employee shall be paid for their
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regular shift of 12 hours at straight time pay, plus 12 hours of holiday
time at straight time pay.
4. City Hall and the majority of all City departments with the exception of
Police and Fire will be closed each year from December 241h through
January 1 s'. Each year employees will receive a separate bank of holiday
hours that can only be used to cover their absence from work from
December 24ththrough January 1st.
5. The amount of these separate holiday hours granted to each employee will
be based on the employee's normal work hours on these days. The
employee must be an active employee of the City of West Covina on the
above dates to receive these holiday hours.
6. Any employee required to work between December 24th and January 1st
on their normal work day(s) will receive compensatory time off or holiday
pay based on actual hours worked up to a maximum of sixty (60) hours.
B. Floating Holiday Leave (Previously Referred to as "Personal Leave")
1. In addition to the City's fixed holidays, Non -Sworn Safety Support unit
employees shall be eligible to use up to forty (40) hours of Floating holiday
leave per each calendar year as approved by management.
2. Floating holiday leave becomes usable January 1 of each calendar year
and must be used by December 31 of the same calendar year. The hourly
equivalent may not be paid in lieu of time off.
3. Floating holiday leave may not be accumulated and carried over into the
next calendar year. Any unused floating holiday leave time remaining at the
end of each calendar year, if any, shall be null and void unless approved
by City Manager.
C. Floating Holiday Leave
1. New employees are not eligible to receive and use floating holiday leave
until they have been continuously employed with the City for a period of
one (1) month.
2. New employees appointed after the beginning of the calendar year are
entitled to floating holiday leave at a rate of 1.54 hours per pay period of
full-time employment.
D. Floating Holiday Leave — Reinstated Employees
Reinstated employees shall receive floating holiday leave credit for all prior service
in the current year in ascertaining the number of hours usable and when they may
be used.
E. Floating Holiday Leave — Terminating Employees
1. Terminating employees who have not used all the floating holiday leave
that they are entitled to shall be paid off at the rate of 3.33 hours per month
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of employment in the current calendar year. If the employee's termination
date is after the 18th of the month, the employee will receive floating
holiday leave credit for that month.
2. If the terminating employees have taken more floating holiday leave time
than they are entitled to, the amount of time taken in excess shall be
deducted from vacation, sick leave pay-off, or salary when final payroll
checks are computed.
F. Limitations on Holiday Leave
Holiday leave shall not apply to any employee hired on a part-time, temporary,
extra help, hourly, or daily basis. A temporary employee, who is filling a full-time
position, during the absence of a regular employee on a military leave of absence
for military duty, shall be entitled to the same holidays as a regular employee.
G. Paid Status Eligibility
Employees are eligible to receive holiday leave with pay only if they are in a "paid
status" on the regularly scheduled workday or shift immediately preceding the
holiday and the regularly scheduled workday or shift immediately following the
holiday.
"Paid status" includes vacation, sick leave, compensatory time, bereavement
leave, jury duty and injured on duty.
H. Observation of Saturday and Sunday Holidays
For those employees whose normal workweek is Monday through Friday,
when a holiday falls on a Sunday, the following Monday shall be deemed
to be the holiday in lieu of the day observed.
2. When a holiday falls on a Saturday, the preceding Friday shall be deemed
to be the holiday in lieu of the day observed.
3. For all other employees, when a holiday falls on a regularly scheduled day
off, the employee shall be entitled to eight (8) hours straight compensatory
time for the holiday. This compensation can be taken as either
compensatory time or pay, at the discretion of the employee.
Holiday Scheduling
The City reserves the right to require employees to work on fixed holidays.
II. VACATION
A. Vacation Policy
It is the policy of the City that where possible employee vacations be taken annually
in the year earned. The time during the year at which an employee may take
vacation shall be determined by management, with due regard for the wishes of
the employee and particular regard for the service needs of the City.
B. Vacation Leave Earned and Accumulated
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Eligible employees shall earn and accumulate to a maximum vacation leave as
follows:
Months of
Service
Hours Accumulated
Per Pay Period
Hours Accumulated
Per Month
Maximum Accruals
1 - 60`
3.08
6.67
240
61 - 108
4.62
10.00
280
109 - 120
4.92
10.67
288
121 - 132
5.23
11.33
296
133 - 144
5.54
12.00
304
145 - 156
5.85
12.67
312
157 +
6.15
13.33
320
At completion of 60 months add 40 hours
C. Limitation — Vacation Leave Accrual
Employees shall not be allowed to accrue vacation leave beyond the stated
maximums.
2. No employee shall lose earned vacation leave because of work urgency as
approved by management. Work urgency is defined as the department's
need to have the employee at work to perform duty assignments for a
specified period of time.
3. If an employee has reached the maximum allowed unused vacation leave
balance, and is unable to take vacation leave due to work urgency,
industrial injury, extended medical leave, special or pre -scheduled leave as
authorized by management, and is not eligible to cash out vacation leave
per the provisions of this Section, the Human Resources Director shall
approve a waiver of the maximum allowed unused balance for a period not
to exceed six (6) months per fiscal year.
D. Vacation Leave Accrual for Holidays
When a fixed holiday falls within a scheduled vacation period, absence on that day
shall be charged to holiday hours. An employee must be on paid status on the day
before and after the holiday to be compensated for the holiday.
E. Payment for Unused Vacation Leave Time at Termination
Any employee shall be paid for accrued vacation leave time on the effective date
of termination.
F. Payment for Unused Vacation Leave Time
Upon request of the employee and the department head and with approval of the
City Manager, in order to address unusual or emergency conditions, an employee
may be paid the straight time daily equivalent of his/her salary in lieu of vacation
time off. Such payment shall be for no more than forty (40) hours in any one
calendar year, except as otherwise provided herein.
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G. Vacation Leave — Reinstated/Reemployed Employees
Any employee who is reinstated or reemployed under the provisions of these rules
shall accrue vacation at the same rate as prior to his/her termination.
H. Vacation Leave — New Employees
New employees — Upon completion of six (6) consecutive months of full-time
service, may be credited with one-half of the annual earnings and may begin using
such accrual. Thereafter, employees may use vacation as they complete each
month of service.
III. SICK LEAVE
A. Sick Leave Benefit
Sick leave is to be utilized by employees who are unable to work because
of an injury or illness not arising out of the course of their employment,
except as provided otherwise in this article.
B. Sick Leave Earned
1. Employees shall accrue ninety-six (96) hours of sick leave per calendar
year.
2. Following completion of thirty (30) calendar days of continuous full-time
service, each City employee shall receive 3.69 hours per pay period of sick
leave pay. Thereafter, for each pay period of service in which the employee
has worked or has been paid for one-half (1/2) or more of the actual number
of working days of such month, he/she shall continue to accrue 3.69 hours
of credit for sick leave with pay.
3. Sick leave may be used by new employees following thirty (30) calendar
days of employment.
4. Unused sick leave may be accumulated without limit.
C. Reinstatement of Sick Leave
1. Any employee who is reinstated to full-time City employment shall be given
full credit for his/her unused accumulated sick leave at the time of
termination, provided, however, that no payoff for accumulated sick leave
was received upon termination.
2. Upon reemployment, an employee who has separated employment in good
standing will have sick leave time reinstated in amount accumulated at the
time of separation up to a maximum of 320 hours. In the event that through
the course of continued employment accumulated sick leave exceeds 320
hours, payoff for such excess accumulations shall be in accordance with
the payoff provisions of the program, but in no case shall the aggregate of
such amount(s) exceed that provided by the policy.
D. Sick Leave Annual Payoff Program
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The employee Sick Leave Annual Payoff Program shall be administered as
follows:
1. By November of each calendar year, the City will determine the amount of
unused sick leave for each regular employee.
2. Sick leave used by an employee during each calendar year will be charged
against the employee's current year's earnings.
3. The maximum amount of sick leave hours cashed each calendar year at
the employee's hourly rate is sixty (60) hours.
4. Each employee must carry over to a sick leave "bank" a minimum of thirty-
six (36) current year unused hours in December, and may request cash
payment for any hours between thirty-six (36) and seventy-six (76) current
year unused hours or may leave these hours in their sick leave bank.
5. If thirty-six (36) hours per calendar year of unused sick leave are not
available, the number of unused hours must be carried over to the sick
leave bank.
6. For employees with a minimum of seventy-six hours (76) hours of unused
current year sick leave accrual, all hours above seventy-six (76) to a
maximum of ninety-six (96) hours of the current year's annual sick leave
will automatically be transferred to the employee's RHS account.
7. To qualify for this program, employees shall not be allowed to charge sick
leave to other forms of paid leave.
Sick Leave Payoff Upon Termination
Unit employees, upon termination of continuous full-time salaried City service,
other than by discharge, shall be paid at the employee's hourly rate of pay for fifty
(50) percent of the difference between 320 hours and the amount of sick leave
accrued. The maximum accrual for determining sick leave payoff upon termination
is 800 hours.
The maximum payout can be illustrated as follows:
Maximum accrual 800
Minimum number of accrued hours - 320
Difference 480
50% of 480, or not to exceed 240 hours, can be cashed out.
E. Use of Sick Leave
1. Approval
Sick leave can only be granted upon the approval of management or
his/her designee in the case of bona fide illness or injury of the employee
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WE020\065\9841677.v2
or in the event of the care or attendance of serious illness or death of a
member of the employee's immediate family.
Employees may use sick leave for medical, dental, and vision care
appointments but are encouraged to schedule such appointments that are
non -emergency or routine on regular days off when possible. When using
sick leave for non -emergency medical, dental, and vision care
appointments employees will provide as much advanced notice as possible
to the supervisor and attempt to schedule the appointments at a time so as
to be the least disruptive to the work operations, i.e., at the beginning or
end of the shift.
2. Physician's Certificate on Use of Sick Leave
Management may require evidence in the form of a physician's certificate,
or written statement, for any employee's absence of three (3) or more
consecutive working days for which sick leave was requested. A failure to
supply or provide said certificate or written statement may be grounds for
denial of sick leave pay and the imposition of such disciplinary action as
may be deemed appropriate.
3. Physical Examination May be Required
Any employee absent from work, due to illness or accident, may be
required by management to submit to and successfully complete a physical
examination before returning to active duty. The physical examination will
be conducted by a physician of the City's choice, with all costs to be paid
by the City.
F. Use of Sick Leave — Care of Immediate Family
1. No more than forty eight (48) hours of sick leave within any calendar year
may be granted to an employee for the care or attendance upon members
of his/her immediate family.
2. The phrase "immediate family", for the use of sick leave, is defined as
grandparent, parent, spouse, registered domestic partner, in-laws, child,
stepchild, grandchild, brother, or sister.
G. Temporary Disability
1. A City employee who is entitled to temporary disability indemnity under Div.
4, Div. 4.5 of the State Labor Code may elect to take that number of days
or portions of days of his/her accumulated sick leave, or his/her
accumulated vacation, as when added to his/her disability indemnity will
result in payment to him/her of his/her full salary.
2. When his/her accumulated sick leave, or vacation, or both are exhausted,
he/she is still entitled to receive disability indemnity.
H. Sick Leave Limitations
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No employee shall be entitled to sick leave with pay while absent from duty on
account of the following causes:
Sickness or disability sustained while on leave of absence, other than
regular vacation leave or sick leave.
2. Disability or illness arising from compensated employment other than with
the City of West Covina.
Sick Leave During Vacation
Sick leave shall not be used in lieu of or in addition to vacation leave. However, an
employee who becomes seriously ill on an approved vacation may contact his/her
department head and request that sick leave be granted in lieu of vacation for the
period of illness. Management has discretion in approving or disapproving such
request.
J. Holiday During Sick Leave
Observed holidays occurring during sick leave shall not be deducted from
employee's sick leave time.
K. Use of Sick Leave to Offset Disability Retirement
No employee shall use sick leave days to offset the date of disability retirement.
The effective date of disability retirement shall be as soon as practicable after the
City's physician has determined that the employee can no longer perform the
duties of his/her or an alternate position.
IV. WORK RELATED DISABILITY LEAVE
A. Injury/Illness Arising Out Of and In The Course of Job Duties
Whenever employees of the City are disabled, whether temporarily or
permanently, by injury or illness arising out of and in the course of their duties, they
shall be entitled, regardless of their period of service with the City, to leave of
absence while so disabled, without loss of salary.
B. Temporary Disability Compensation
Temporary disability compensation, if any, being considered as and
credited to salary for this purpose — for the period of such disability, but
not exceeding one (1) year, or until such earlier date as they are determined
to be permanent and stationary and unable to return to their usual and
customary duties.
2. The leave of absence hereby granted shall be in addition to, and shall not
be charged to or deducted from, accumulated sick leave except as
provided here.
3. Such leave, however, shall not be paid for more than three (3) days unless
and until such employees are determined by the City to be legally entitled
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WE020\065\9841677.v2
to receive benefits under the Workers' Compensation Law of the State of
California based upon such injury or illness. When and while applicable,
this section shall supersede the provisions of the Grievance Procedure.
C. Salary Step Increases During Leave
Relative to unit employees, (1) promotion or step increases which would have
come due during a disability leave shall take effect upon the day the employee
returns to regular duties in accordance with existing rules; (2) holidays occurring
during disability shall not be counted as disability leave days, but shall be
considered as holidays for which time off has been utilized; and (3) vacation and
sick leave benefits shall continue to accrue during periods of industrial disability
leaves.
D. Review of Safety Committee
The first three (3) work days of absence of unit employees due to a disability shall
be charged to the employee's usable accumulation of sick leave or other time off
benefits; provided, however, that the Safety Committee or its sub -committee, upon
request of the employee, shall review the circumstances of the injury. If the Safety
Committee rules that the employee had no possible opportunity to prevent or
reduce the injury through any alternative action, disability time off charged to the
employee's time off benefits may be restored. Such restorations shall be limited to
causes where no danger could have been anticipated or precautions and actions
taken by the employee to prevent or reduce the injury. Appeal of Safety Committee
determinations provided for in this section shall be made to the City Manager,
whose decision shall be final.
V. BEREAVEMENT LEAVE
Bereavement leave up to forty (40) hours per occurrence will be available to an employee
in the event of the death of said employee's immediate family member, which is defined
as a grandparent, parent, spouse, in-laws, child, stepchild, grandchild, brother, sister or
registered domestic partner. If additional bereavement leave is necessary, sick leave may
be used as approved by the Department Head. Evidence or proof may be requested.
VI. MILITARY LEAVE
A. State Military and Veteran's Code
Military leave with pay shall be granted in accordance with Section 395 of the State
Military and Veteran's Code.
B. Inactive Military Service
Any unit employee who is on inactive duty such as scheduled reserve drill
periods, and who has been in the service of the City for a period not less
than one year immediately prior to the day on which the absence begins
shall be entitled to receive his/her salary or compensation as such public
employee for the first thirty (30) calendar days of any such absence.
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WE020\065\9841677.v2
2. Pay for such purposes shall not exceed thirty (30) days in any one year of
City service, all service of said public employee in the recognized military
service shall be counted as City service.
3. The City may grant a military leave of absence without pay for an indefinite
period of time to any employee who is called into active military service
even though the employee does not meet the one (1) year of continuous
service requirements.
C. Active Military Service
1. Each full-time officer or employee of the City who has been or is called to
active military service with the Armed Forces of the United States in
connection with the activation of the Military Reserves shall be entitled to
military leave with full pay for the period of absence on military service in
excess of the period covered by said Rule 10, Section 10.26.
2. The amount of pay each such employee shall be entitled to receive from
the City for said additional period of military leave shall be the difference
between the gross pay and allowances actually received by the officer or
employee from the Unites States for such service and the gross wages that
said employee would have received from the City Of West Covina if he or
she had not been called to active military duty, subject to all necessary and
appropriate deductions and withholdings.
3. The City shall also provide continued health and dental benefits to the
employees' dependents, provided that the dependents were covered for
those benefits prior to the employee being called to active duty. Further,
contributions to deferred compensation from the Cafeteria Plan shall not
be made during the time of activation.
4. The City shall not pay any wage or benefit provided for in this resolution
until and unless the officer or employee who requests such payment
provides satisfactory proof and documentation of eligibility to receive
payment in accordance with procedures established by the City Manager.
VII. JURY DUTY
A. Jury Duty Policy
No deductions shall be made from the salary of an employee while on jury duty if
he/she has waived or remitted to the City the fee for jury duty paid for hours the
employee is scheduled to work. If he/she has not so waived or remitted the jury
fee, he/she shall be paid only for the time actually worked in his/her regular
position. An employee accepted forjury duty shall immediately notify management
in writing whether or not he/she waives or remits his/her jury fee to the City.
B. Jury Fees Returned to the City
The City will grant an employee required to serve on jury duty, or to report for
examination to serve on jury duty, one (1) time for a maximum of one hundred sixty
(160) hours, paid leave for such purposes during any three (3) consecutive years
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of employment. All fees received by the employee for jury duty, exclusive of
mileage, shall be remitted to the City. City Administrative procedures will govern
further details of this program.
Vill. FAMILY CARE LEAVE
A. Birth or Adoption
Leaves due to pregnancy or subsequent to the birth or adoption of a child for
parental care purposes, will be granted for a reasonable period of time by the City
Manager, provided such period, including paid leave and leave without pay, shall
not exceed twelve (12) weeks in a twelve (12)-month period. Such leave shall not
be conditioned on whether the employee is medically disabled but must be directly
associated with the birth or adoption of a child.
B. Family Illness
Leaves due to serious health condition of a covered family member as defined
under applicable California and federal law of an employee may be granted for a
reasonable period of time by the City Manager, provided such period including paid
and unpaid leave, shall not exceed twelve (12) weeks in any 12-month period. Only
those employees with at least one year of continuous City employment shall be
eligible. Certification from a health care provider that the employee's leave is
necessary and the prospective length of such leave may be required upon request.
Family care leave shall be administered in a manner consistent with Sections
12945, 12945.2 and 19702.3 of the California Government Code. California law
shall prevail unless preempted by federal law.
C. Use of Paid Leave
1. Paid benefit time such as vacation, personal leave days, compensatory
time and administrative leave may be taken during any family leave period
so long as the total time off does not exceed twelve (12) weeks. Such leave
must be used prior to an employee taking leave without pay except during
the disability period of a female employee, which is in conjunction with the
birth of a child. Sick leave may only be used during the disability period or
as provided under Personnel Rules. All employees on family care leave are
entitled to return to the same or comparable position.
2. More specific details on the Family Care Leave policy is set forth in the
City's Personnel Rules.
IX. SPECIAL LEAVE OF ABSENCE WITH PAY
When an employee has exhausted all sick leave and vacation time to which he/she is
entitled, the City Council may, upon showing of good cause and justifiable and deserving
circumstances, grant to such employee a leave of absence with pay for a period not
exceeding six months and subject to such conditions as the City Council may deem
advisable. If the special leave of absence request is in relation to an employee's disability
accommodation then the leave shall be determined through the interactive process on a
case -by -case basis. If temporary disability payments are paid to such employee during
36
WE020\065\9841677.v2
any such leave of absence with pay, they shall be credited to and considered a part of
his/her salary, and the City shall pay only the difference which when added thereto would
equal his/her full salary.
X. LEAVES OF ABSENCE WITHOUT PAY
A. Unauthorized Absence — Automatic Termination
Any employee absent from his/her job for more than two (2) working days without
prior permission of the department head, shall be considered to have automatically
terminated his/her employment with the City unless such leave is extended as
approved by management for mitigating circumstance.
B. Unauthorized Absence — Other Disciplinary Action
Any unauthorized absence may be cause for disciplinary action.
C. Authorized Absence
Upon the request of the employee and the recommendation of the
appointing authority, a leave of absence without pay may be granted by the
Council or City Manager to an employee, who immediately preceding the
effective date of such leave, shall have completed at least one year of
continuous service.
2. An employee shall not be entitled to a leave of absence as a matter of right,
but only upon good and sufficient reason.
3. If the leave without pay request is in relation to a disability accommodation,
then the leave will be determined through the interactive process on a case -
by -case basis without the aforementioned restrictions.
D. Leave of Absence Without Pay - Duration
1. Request for leave of absence without pay shall be made as prescribed by
the Human Resources Director, and shall state specifically the reasons for
the request, the date when leave is desired to begin, and the probable date
of return to work.
2. The Human Resources Director may approve the request of leave of
absence without pay, of one hundred twenty (120) calendar days or less
upon the recommendation of Department Head.
3. The City Manager may approve, upon recommendation of the Department
Head, requests of more than one hundred twenty (120) calendar days, not
to exceed one (1) full year.
4. The City Manager may later, due to mitigating circumstances, extend such
leave of absence without pay for one (1) additional full year with the
approval of the Department Head.
5. A physician statement shall be required of any employee who requests
leave of absence without pay as a result of medical conditions.
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6. If the leave without pay request is in relation to a disability accommodation,
then the leave will be determined through the interactive process on a case -
by -case basis without the aforementioned restrictions.
E. Leave of Absence — Employee Injured on Job
The City Council may grant a leave of absence without pay for an indefinite period
of time to any employee who is injured on the job, or has a serious illness even
though the employee does not meet the one-year of continuous service
requirements.
F. Accrual of Benefits
Leave of absence without pay granted by the City shall not be construed as a break
in service of employment, and rights accrued at the time leave is granted shall be
retained by the employee; however, vacation credits, sick leave credits, increases
in salary and other similar benefits shall not accrue to a person granted such leave
during the period of absence. An employee reinstated after leave of absence
without pay shall receive the same step in the salary range he/she received when
he/she began his/her leave of absence. Time spent on such leave without pay shall
not count toward service for increases within the salary range, and the employee's
salary anniversary date shall be set forward one month for each thirty (30)
consecutive days taken.
XI. FAILURE TO RETURN FROM LEAVE
A. Failure of the employee to return to his/her employment upon the termination of
any authorized leave of absence shall constitute an automatic termination from
City service, unless such leave is extended as approved by management for
mitigating circumstances.
B. The City reserves the right to revoke or cancel any authorized leave for reasons,
which the City finds to be sufficient.
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ARTICLE SIX
GENERAL PROVISIONS
WAIVER PROVISION ON BARGAINING DURING TERM AGREEMENT
Except as specifically provided for in this Agreement or by mutual agreement in writing
during the terms of this Agreement, the Union hereby agree not to seek to negotiate or
bargain with respect to any matters pertaining to rates, wages, hours, and terms and
conditions of employment covered by this Memorandum of Understanding.
During the term of this Agreement, the parties agree to meet and confer regarding updates
to various policies and rules when requested by the City and/or Teamsters Local 1932.
II. EMERGENCY WAIVER PROVISIONS
In the event of circumstances beyond the control of the City, such as acts of God, fire,
flood, insurrection, civil disorder, national or local emergency, or similar circumstances as
determined by management, the provisions of this Memorandum of Understanding which
restrict the City's ability to respond to these emergencies shall be suspended for the
duration of such emergency. After the emergency is over, the Union shall have the right
to meet with the City regarding the impact on employees of the suspension of these
provisions in this Memorandum of Understanding.
III. SEVERABILITY PROVISION
A. MOU Remains in Full Force and Effect
Should any article, section, subsection, subdivision, sentence, clause, phrase or
provision of this Memorandum of Understanding be found in conflict or inconsistent
with such applicable provisions of Federal or State law or otherwise held to be
invalid, unenforceable, inoperative, void, or invalid by a court of competent
jurisdiction, all other provisions of this Memorandum of Understanding shall remain
in full force and effect for the duration of this Memorandum of Understanding.
B. Successor Provision
In the event any provision shall have been found to be inoperative, void or invalid
as aforementioned, the City and the Union shall, upon the request of either party,
meet and confer in an effort to agree upon a successor provision.
IV. PROVISIONS OF MEMORANDUM
A. Sole and Entire Memorandum of Understanding
It is the intent of the parties hereto that the provisions of this Memorandum of
Understanding shall supersede all prior agreements and Memorandums of
Understanding, oral or written, expressed or implied, between the parties, and shall
govern their entire relationship of any and all rights or claims which may be
asserted hereunder or otherwise. This Memorandum of Understanding is not
intended to cover any matters preempted by Federal or State law.
B. Personnel and Departmental Rules
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1. It is understood and agreed that there exists within the City, in written form,
Personnel and Departmental Rules.
2. Except as specifically modified by this Memorandum of Understanding
(MOU) these rules and regulations and any subsequent amendments
thereby, shall be in full force and effect.
3. Before any new or subsequent amendments to these Personnel and/or
departmental rules and regulations, which directly affect wages, or
significantly alter hours, and terms and conditions of employment are
implemented, the City shall meet with the Union regarding such changes.
4. Nothing provided herein shall prevent the City from implementing such
rules and regulations provided it has met with the Union as required.
V. AMENDMENTS TO MEMORANDUM OF UNDERSTANDING
The provisions of this Memorandum of Understanding can be amended, supplemented,
rescinded, or otherwise altered only by mutual agreement in writing, hereafter signed by
the designated representatives of the City and the Union.
VI. NOTICE OF FUTURE MEET AND CONFER
If the Union desires to meet and confer with representatives of the City of West Covina
concerning improvements or changes in wages, hours, or other conditions of employment
for the employees represented by the Union which would take effect on or after July 1,
2024 the Union shall serve upon the City Manager a written request to meet and confer
no later than February 1, 2024.
VII. RATIFICATION AND IMPLEMENTATION
A. Acknowledgement
The City and Union acknowledge that this Memorandum of Understanding shall
not be in full force and effect until ratified by those Union members voting who are
in classifications requested by each Union set forth in this Agreement and adopted
in the form of a resolution by the City Council.
B. Mutual Recommendation
This Agreement constitutes a mutual recommendation by the parties hereto, to the
City Council, that one or more ordinances and/or resolutions be adopted accepting
its provisions and effecting the changes enumerated herein relating to wages,
hours, fringe benefits, and other terms and conditions of employment for unit
employees represented by the Union.
Vill. RATIFICATION
Subject to the foregoing, this Memorandum of Understanding is hereby ratified by the
authorized representatives of the City and the Union and entered into on this day of
November , 2021.
IX. TERM OF MEMORANDUM OF UNDERSTANDING
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The term of this Memorandum of Understanding shall be for a period of three years,
through June 30, 2024.
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ARTICLE SEVEN
D. R.I. V. E.
The City agrees to deduct voluntary contributions to DRIVE from the paycheck of all employees
who submit to the City a signed wage deduction authorization form covered by this Agreement.
DRIVE shall notify the City of the amounts designated by each contributing employee that are to
be deducted from his/her paycheck on a weekly basis for all weeks worked. The phrase "weeks
worked" excludes any week other than a week in which the employee earned a wage. The City
shall transmit to DRIVE National Headquarters on a monthly basis, in one (1) check, the total
amount deducted along with the name of each employee on whose behalf a deduction is made,
the employee's social security number and the amount deducted from that employee's paycheck.
The International Brotherhood of Teamsters shall reimburse the City annually for the City's actual
cost for the expense incurred in administering the weekly payroll deduction plan. The Union
hereby agrees to indemnify and hold the City harmless for any loss or damages, including
attorney's fees and costs, for claims or causes of action arising from the operation of this Article,
including claims for deductions made in reliance on representations and certifications regarding
valid employee wage deduction authorizations.
The Union will not solicit DRIVE on the City's property, but the Union may post information on the
Union bulletin board.
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ARTICLE EIGHT
NEW EMPLOYEE ORIENTATION AND UNIT INFORMATION
Section 1 New Employee Orientation
"New employee orientation" means the onboarding process of a newly hired public employee,
whether in person, online, or through other means and mediums, in which employees are advised
of their employment status, rights, benefits, duties and responsibilities, or any other employment -
related matters.
The City shall provide the Union mandatory access to its new employee orientations. The
exclusive representative shall receive not less than ten (10) calendar days' notice in advance of
an orientation, except that shorter notice may be provided in a specific instance where there is an
urgent need critical to the City's operations that was not reasonably foreseeable.
At all new employee orientations, Union representatives shall be allowed up to thirty (30) minutes
exclusive time with bargaining unit employees to explain the coverage of this Agreement,
obligations and benefits of Union membership, and to provide all other pertinent information to
the employees regarding the Union. Such time may be scheduled in a meeting room or other
space provided by the City.
In the event the City does not conduct an in -person new employee orientation, the Union shall
have thirty (30) minutes to meet with new bargaining unit employees at their worksite, within fifteen
(15) days of their start date, to share information. The Union Representative shall be afforded
release time for the meetings described herein.
Section 2 Unit Information
The City shall provide Teamsters Local 1932 and the assigned Business Agent with a list of all
current employees in the bargaining unit, identifying any new employee hired since the last report
and the position they have been assigned to. This report shall be provided every 120 days and
shall include contact information and worksite locations.
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APPENDIX A
CITY OF WEST COVINA
NON -SWORN SAFETY SUPPORT UNIT
The following are those classifications that have been recognized by the City to be assigned to
the Non -Sworn Safety Support Employee Unit:
JOB TITLES/CLASSIFICATIONS
Community Services Officer
Forensic Specialist
Jailer
Lead Jailer
Police Records Specialist I, II
Public Safety Dispatcher
Senior Communications Operator
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Appendix "B"
NON -SWORN
SAFETY SALARY SCHEDULE
POSITION TITLE
MONTHLY
PAY
RANGE
GRADE
STEP 1
STEP 2
STEP 3
STE&j=,§UX
5
Community Services Officer
MT200
$3,516
$3,693
$3,876
$4,072
$4,276
Forensic Specialist
MT210
$4,604
$4,851
$5,100
$5,348
$5,597
Jailer
MT090
$3,661
$3,848
$4,038
$4,242
$4,453
Lead Jailer
MT120
$4,029
$4,247
$4,464
$4,681
$4,898
Police Records Specialist I
MT030
$3,054
$3,210
$3,369
$3,537
$3,714
Police Records Specialist II
MT080
$3,276
$3,440
$3,613
$3,794
$3,982
Public Safety Dispatcher
MT130
$4,700
$4,935
$5,182
$5,441
$5,712
Senior Communications Operator
MT060
$5,264
$5,527
$5,804
$6,093
$6,397
Forensic Specialist
MT210
$4,742
$4,997
$5,253
$5,509
$5,764
Jailer
MT090
$3,771
$3,963
$4,159
$4,370
$4,586
Lead Jailer
MT120
$4,150
$4,374
$4,598
$4,821
$5,045
Police Records Specialist I
MT030
$3,146
$3,306
$3,470
$3,643
$3,826
Police Records Specialist II
MT080
$3,374
$3,543
$3,721
$3,908
$4,101
Public Safety Dispatcher
MT130
$4,841
$5,083
$5,337
$5,604
$5,883
Senior Communications Operator
MT060
$5,422
$5,693
$5,978
$6,276
$6,589
Community Services Officer
MT200
$3,731
$3,917
$4,112
$4,320
$4,536
Forensic Specialist
MT210
$4,884
$5,147
$5,410
$5,674
$5,937
Jailer
MT090
$3,884
$4,082
$4,284
$4,501
$4,724
Lead Jailer
MT120
$4,275
$4,505
$4,735
$4,966
$5,196
Police Records Specialist I
MT030
$3,240
$3,405
$3,574
$3,752
$3,940
Police Records Specialist II
MT080
$3,475
$3,649
$3,833
$4,025
$4,224
Public Safety Dispatcher
MT130
$4,986
$5,235
$5,497
$5,772
$6,060
Senior Communications Operator
MT060
$5,584
$5,864
$6,157
$6,464
$6,786
45
A /T rner
heri Orellana
Teamsters Local 1932
For the City of West Covina:
David Car any
City Manager
elen Tran
Director of Human Resources/
Risk Management
W E020\065\9841677.v2
PARTIES TO THE AGREEMENT
port Employees' Union:
ugw1
Date
D
Date
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Date
IDIZb(ZD2
Date
Date
Date
46