Resolution - 2021-109RESOLUTION NO. 2021-109
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 GENERAL EMPLOYEES'
ASSOCIATION REPRESENTED BY CITY EMPLOYEES
ASSOCIATES (CEA)
WHEREAS, the City of West Covina, hereinafter referred to as the "City," and the
West Covina General Employees' Association represented by City Employees
Associates, 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 General Employees' Association
represented by City Employees Associates 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 General Employees' Association represented by City Employees Associates,
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
I, LISA SHERRICK, ASSISTANT CITY CLERK of the City of West Covina,
California, do hereby certify that the foregoing Resolution No. 2021-109 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
City Clerk
EXHIBIT A
MEMORANDUM OF UNDERSTANDING
MEMORANDUM OF UNDERSTANDING
BETWEEN THE CITY OF WEST COVINA
AND
CITY OF WEST COVINA
GENERAL EMPLOYEES' ASSOCIATION
JULY 15 2021 THROUGH JUNE 305 2024
9842837.1 WE20-065
TABLE OF CONTENTS
ARTICLE
SUBJECT
ARTICLE ONE
RIGHTS AND RESPONSIBILITIES
ARTICLE TWO
SALARIES AND COMPENSATION
ARTICLE THREE
WORK WEEKS/SCHEDULES/OVERTIME/
COMPENSATORY TIME
ARTICLE FOUR
FRINGE BENEFITS
ARTICLE FIVE
LEAVE POLICIES
ARTICLE SIX
GENERAL PROVISIONS
SIGNATURE PAGE
APPENDIX "A"
/_1»301IQMAN 3
PAGE
1
7
12
18
25
38
41
GENERAL EMPLOYEE'S BARGAINING GROUP
JOB TITLES/CLASSIFICATIONS 42
GENERAL SALARY SCHEDULE 43
98684011 WE020-065
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, Employee Organizations, Art. V, Sec. 2-205 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 the General Employees' Bargaining
Group Representatives of the West Covina General Employees' Bargaining Group
(hereinafter referred to as "General Employees' Association"), representing the General
Unit 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.
III. RECOGNITION
A. General Unit Employees
Pursuant to the provisions of the City of West Covina Municipal Code, Employee
Organization, Article V Section 2-205 through 2-228, and the City of West Covina
Personnel Rules, as amended, the City recognizes the West Covina General
Employees' Bargaining Group as the exclusive recognized employee organization
on behalf of all full-time salaried non -management and non -mid -management
General Unit employees of the City of West Covina.
B. Exclusions
Those classifications and positions excluded include employees designated as
confidential, executive, management, mid -management, or hourly.
C. Classifications Recognized
Specific classifications recognized by the City of West Covina being represented
by the General Employees' Bargaining Group are listed in Appendix "A-1" of this
Agreement.
IV. ASSOCIATIONS AND EMPLOYEE RIGHTS AND RESPONSIBILITIES
A. Association and Employee Rights
The City and the Association shall comply with the provisions of Government Code
section 3500, et seq., as amended, or any subsequent State law governing meet
and confer rights of employee organizations. The parties further agree that during
WE020\065\9840787.v l
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
The City shall, during the term of this Agreement, and in a manner
consistent with applicable law, deduct monies for membership dues on a
bi-monthly basis (24 pay periods) from unit employees whose classification
and position are recognized to be represented by the Association and who
voluntarily authorize the deduction in writing, or on forms approved by the
City.
2. The City shall not be obligated to put into effect any new, changed, or
discontinued deduction until the pay period commencing thirty (30) days
after receiving the request.
3. The City shall remit to the recognized employee organization the monies
from authorized deductions made in accordance with procedures set forth
by the City.
4. In the event the employee shall not be entitled to any pay for the first pay
period of any month, such deduction shall be made from the wages of such
employee earned in the next succeeding pay period in said month. If such
employee shall not be entitled to any pay during the succeeding pay period
in said month, the City shall not make dues deduction thereafter in respect
to the dues of said employee for said month.
C. Indemnification
The Association shall indemnify, defend, and hold the City harmless against any
and all claims, demands, suits, or other forms of liability (monetary or otherwise)
and for all damages and legal costs that shall arise out of or by reason of action
taken or not taken by the City in complying with the provisions of this Article. If an
improper deduction is made, the Association shall refund directly to the employee
any such amount.
D. Association Benefit Plans - Dues
The City will allow employees to add an amount of money, to pay for Association
sponsored benefits plans, to the lump sum bi-monthly (24 pay periods) deduction
for Association dues.
E. Association Representation Responsibilities
The Association 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, Employee
Organizations, Article V, Sec. 2-205 through 2-228, and Personnel Rules, as
amended.
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V
F.
G.
Association Release Time —Time Off For Meeting and Conferring
The City and Association recognize that it is of benefit both to the City and
Association that representatives designated by the Association to serve as
the Association 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 Association 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.
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
Association 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.
Release Time -Grievances
Representatives of the Association shall
their assigned work as approved by
services such as grievance matters.
Bulletin Boards
be granted reasonable release time from
'nanagement to provide representation
The City may permit the Associations to use certain designated bulletin
boards approved by management located at City facilities to post
Association related information including e-mail and fax.
2. The Associations 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 maintained 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.
MANAGEMENT RIGHTS AND RESPONSIBILITIES
A. Management Rights
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
WE020\065\9840787.v l
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, Employee
Organizations, Art. V, Sec. 2-205 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.
To determine methods of financing.
To determine quality, quantity, and types of equipment or technology to be
used.
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.
C. Impact of Management Rights
WE020\065\9840787.v1
The City agrees to meet with the Association, except in emergencies as defined
elsewhere in this Agreement, over the exercise of a management right which
significantly and directly impacts upon the wages, hours, and terms and conditions
of employment of unit employees, unless remedies for the impact consequences
of the exercise of a management right upon unit employees are provided for in this
Agreement, Personnel Rules, Administrative Policies, or Departmental Rules.
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.
A. Prohibited Conduct
The Association, 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 or 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 Association carries out in
good faith its responsibilities set forth below.
C. Association Responsibilities
In the event that the Association, its officers, agents, representatives,
and/or members engage in any of the conduct prohibited in A, Prohibited
Conduct, above, the Association shall immediately instruct any persons
engaging in such conduct that their conduct is in violation of this
Memorandum of Understanding and unlawful, and they must immediately
cease engaging in conduct prohibited in A, Prohibited Conduct, above, and
return to work.
2. If the Association 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
SALARY SCHEDULE
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%.
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.
II. SALARIES ROUNDED OFF
All salaries shall be rounded to the nearest whole dollar.
III. SALARY ADMINISTRATION
A. 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.
B. 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.
C. 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
Association prior to implementing increased compensation and benefits.
D. Base Salary
Base salary shall mean only the assigned salary to any unit classification exclusive
of any other type of form of compensation.
E. Extra Pay/Compensation
Extra pay shall be defined as compensation above the unit employee's base
salary for special assignments, allowances and/or bonuses.
F. Y-Rating
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IT
V
When a personnel action, such as a demotion due to layoff, reclassification,
or job rehabilitation results in the lowering of the incumbent unit employee's
salary range, the affected incumbent's salary may be "Y-rated" by the City,
at the City's sole discretion.
2. "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.
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.
Those unit employees on job rehabilitation shall be Y-rated upon written
agreement and mutual consent between the affected employee and the
City.
A. The City shall contribute for each general unit employee up to fifty dollars ($50.00)
per month to a deferred compensation plan on a dollar -for -dollar matching basis
to the employee's contribution.
B. The employee may select the deferred compensation plan from a list of plans
provided by the City.
C. Employees may apply the City's contribution as they determine to be applied to
medical, dental or life insurance premiums.
BILINGUAL ALLOWANCE
A. Eligibility
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 will receive bilingual pay,
unless it is determined by the department head that the need for an
exception exists. An exception may occur within an office, wherein unit
employees take different lunches and or work flex -schedules.
Human Resources Department shall certify, through examination, that the
employee has a basic fundamental conversational skill level in the second
language.
B. Compensation
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Eligible employees assigned to Bilingual Allowance receive extra
compensation of one hundred dollars ($100.00) 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
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. Currently, these languages identified by the Los 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 receive bilingual pay for use of that language.
Only one (1) allowance will be paid to an employee regardless of the
number of certified languages.
VI. ACTING PAY ASSIGNMENT
A. Eligibility
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
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1"
VIII
duties, compensation and privileges as if he/she had continued his/her
duties in his/her regular classification.
B. Compensation
General Unit Employees
General Unit employees assigned and approved by management in an
acting status, shall be paid five percent (5%) above their base salary
immediately effective upon the City Manager's approval 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
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.
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.
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. PERS RETIREMENT FORMULAS
2.5% at age 55 (West Covina Employees Hired Prior to January 1, 2011)
Unit members classified as miscellaneous employees by PERS shall participate in
the 2.5% at age 55 PERS retirement benefit plan. The City shall pay 100% of the
PERS employer cost. Each employee shall pay the full employee cost of eight
percent (8%). Such contribution shall be made on a pre-tax basis.
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C.
A
Retirement benefits for Unit members
under the 2.5% at age 55 formula shall
Compensation Option.
classified as miscellaneous employees
be computed using the One -Year Final
2% at age 60 ("Classic" PERS Members)
Unit members classified as miscellaneous employees by PERS hired between
January 1, 2011, and January 1, 2013, or having reciprocity with another PERS
agency ("classic member") shall participate in the 2% at age 60 PERS retirement
benefit plan. The City shall pay 100% of the PERS employer cost. Each employee
shall pay the full employee cost of seven percent (7%). Such contribution shall be
made on a pre-tax basis.
Retirement benefits for Unit members classified as miscellaneous employees
under the 2% at age 60 formula shall be computed using the One -Year Final
Compensation Option.
2% at age 62 (New PERS Members)
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 -Sharing
Effective the first full pay period following ratification of the MOU and not earlier,
both classic and new members shall pay an additional 1% 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, 2022, both classic and new members shall pay an additional 1% 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% 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.
4th Level Survivor Benefits
Fourth Level of 1959 Survivor Benefits PERS Section 21574 for employees
covered by this agreement.
Military Buy Back
Military service credit as public service credit under PERS section 21024.
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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 week 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
It is understood that City Hall will remain open Monday through Friday, except for
holidays, as set forth in this agreement.
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 period of forty (40) hours
as follows:
Employees working a 9/80 work schedule will have a regular day off every other
week. 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 Period — Fixed and Regularly Recurring
The work periods shall be fixed and regularly recurring 7-day work periods as set
forth in the aforementioned.
III. TIME WORKED
Maximum Time Worked — 7-Day Work Period
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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.
III. CHANGE IN WORKING HOURS
Any foreseeable absence or deviation from regular working hours desired by an employee
shall, in advance, be approved by management.
IV. 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 Workshift
These breaks may not be used at the beginning or the end of work shift
unless authorized by management.
B. Rest Period Procedure
1. Scheduled Not to Impair Service
Rest periods are scheduled or rescheduled by management as job
requirements dictate.
2. 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
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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
leave, holidays, bereavement leave, jury duty and compensatory time off shall be
considered hours worked.
B. Overtime Authorization
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.
An emergency shall be construed as an unforeseen combination of
circumstances that calls for immediate action, as determined by
management.
VI. USE OF 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, unused, 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.
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VII. TIME WORK INCREMENTS
A. Increments — Less Than One Hour
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
1/4 hour
21 - 30 minutes
1/2 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.
Vill. 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 — General Employees
General Unit employees may accumulate up to a total of one hundred
twenty (120) compensatory hours, unless otherwise set forth in this
agreement.
2. 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 current hourly rate of pay.
3. 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
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I"
compensatory hours paid out at the hourly rate of pay of the prior
classification.
The City reserves the right to require unit employees to work overtime in an emergency
as determined by management.
X. 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 immediately as directed by management.
3. Unit employees on stand-by assignment may be required to work related
duties as directed by management.
C. On -Call
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
immediately as directed by management.
D. Court Stand-by "On -Call'
Court stand-by "on -call' is 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.
XI. CALL-BACK COMPENSATION
A. General Employees Call -Back Pay
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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 two (2) 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 two (2) hours, which 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.
XII. 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.
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ARTICLE FOUR
FRINGE BENEFITS
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
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 Associations prior to any change of insurance carrier
or method funding coverage for any fringe benefits listed in this article.
If. CAFETERIA PLAN
City contributions for Medical, Dental, and Vision Insurance will be provided as set forth
below for all Unit members.
To comply with the Public Employees' Hospital and Medical Care Act (PEMCHA), the City
will contribute the statutory minimum amount for medical insurance. In addition, the City
will contribute an additional amount for current Unit members into a cafeteria plan in
accordance with IRS Code Section 125. These additional amounts will be as follows:
A. Health Insurance
Any West Covina employee, hired before June 30, 2012, 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 July 1, 2012, 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
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B.
C.
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.
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.
The City's contribution
hired on or after July
following schedule:
Dental Insurance
to medical premiums for all new unit employees
1, 2018 shall be capped in accordance with the
Family
$1,250/month
2-Party
$950/month
Single
$550/month
In addition to the above amount for medical insurance, the cafeteria amount shall
also include up to $62.23 monthly for dental insurance for the member and eligible
dependents. If the dental insurance plan selected by the member is less than
$62.23, the 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 $62.23 per
month, the amount shall be $62.23.
Vision Insurance
The City shall pay for a Vision Plan for employees only. Employees may enroll
eligible dependents in the Plan at the employee's expense.
IV. RETIREE HEALTH BENEFIT— CITY'S MONTHLY CONTRIBUTION
A. City Contribution Amount
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Provided that employees represented by the Associations have 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 Associations shall meet to determine what the monthly
contributions toward the new medical health plan would be and when it would be
effective.
V. RETIREE DENTAL INSURANCE BENEFIT
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.
VII. EMPLOYEE HEALTH BENEFITS COMMITTEE AND STUDY
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.
Vill. 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
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. 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
62nd birthday, whichever comes first. Unit employees who are age 62
within the first six months of the program shall have six months beyond
their 62nd birthday to retire before losing any lump sum entitlement.
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5. Employees working beyond the sunset provisions under "D" 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
Amount of Lump Sum Payment
$200 per year
$400 per year
$600 per year
$800 per year
(maximum benefit $25,000)
* Break in service cannot exceed one year to qualify for continuous full-time service credit.
(Part-time hours do not count toward service credit)
7. Effective July 1, 2013, the PARS EPMC Supplemental Retirement Plan will
be eliminated for all unit employees.
8. Effective July 1, 2013, employees that participated in the PARS EPMC
Supplemental Retirement Plan will be 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 1 st
of each year to receive year's lump sum contribution.
C. The maximum amount contributed under this provision shall be
eighteen hundred dollars ($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.
IX. 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,
vision, 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 for those who participate in the Plan.
X. STATE DISABILITY INSURANCE
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The City agrees to make available at the employee's expense, SDI as provided through
the State of California.
XI. LIFE INSURANCE
A. Term Policy
Within 30 days of approval of this agreement, the City will provide group term life
insurance in an amount equal to the employee's annual salary or $50,000,
whichever is greater.
B. Retired Employee Life Insurance - $500
The City shall provide all unit employees who retire from the City after the date of
adoption of this Agreement a term life insurance policy in the amount of five
hundred dollars ($500).
XII. 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
benefit of five thousand dollars ($5,000) per month. Coverage becomes effective
on the later of: 1) 180 days from the date of injury; 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.
XIII. UNIFORM ALLOWANCE — In Lieu of Issue
A.
B.
Fire Protection Specialist
Each January, employees in the classification of Fire Protection Specialist
shall receive an annual uniform allowance of six hundred dollars ($600) per
calendar year.
2. Should the Community Service Officer in the Non -sworn Safety Unit
receive an increase to their uniform allowance during the term of this
contract, the Fire Protection
their uniform allowance.
Payment
Specialist will receive the same increase in
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
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will be prorated for those months served and the unearned balance will be
deducted from the final paycheck for that employee.
C. Purpose of Uniform Allowance
1. The purpose of the uniform allowance is for those employees in
classification 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.
D. Uniform Requirements
Unit employees who are required to wear uniforms or who are provided uniform
allowance must wear his/her 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.
XIII. TUITION REIMBURSEMENT PROGRAM
A. Maximum Reimbursement
Employee's maximum annual tuition reimbursement (including books) shall be one
thousand five hundred dollars ($1,500.00) per fiscal year.
B. Administrative Policy
The specific details of the Tuition Reimbursement Program is set forth in Administrative
Policy approved on August 13, 1992, and as amended thereafter.
XIV. 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 as amended thereafter.
XV. SAFETY BOOT ALLOWANCE
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Each January of each calendar year, employees required by management to wear safety
shoes/boots shall receive a boot allowance of one hundred fifty dollars ($150) per calendar
year.
XVI. 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 to which they
would not otherwise be entitled shall be subject to: 1) denial of requested benefits; and/or
2) disciplinary action up to and including termination.
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ARTICLE FIVE
LEAVE POLICIES
HOLIDAYS
A. Official Fixed Holidays
The City shall recoonize the following days as official City fixed holidays.
President's Day
Memorial Day
Independence Day
Labor Day
Veteran's Day
Thanksgiving Day
2. Fixed Holidays— Full Shift Leave With Pay
Each fixed holiday granted to employees shall be a full shift of up to ten
(10) hours of time off with pay. Any additional time taken off above ten
hours per each fixed holiday must be deducted from the employee's other
leaves, such as vacation, floating holiday leave, or compensatory time.
3. City Hall and most City departments will be permanently closed from
Christmas Day through New Year's Day. The Christmas Day and New
Year's Day holidays will be part of this closure and thus have been removed
from the list of fixed holidays, with the exception of New Year's Day when
it falls on a Sunday. In this case New Year's Day will be observed on the
following Monday. Christmas Eve will only be recognized as a Holiday
when it falls on a Monday through Thursday in any given year.
4. Each year employees will receive a separate bank of holiday hours that
can only be used to cover their absence from work from December 251h
through January 11. 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.
5. Any employee required to work between December 25" and January 151 on
their normal work day(s) will receive compensatory time off or holiday pay
based on actual hours worked up to a maximum of forty (40) hours.
6. Holiday in -lieu pay shall be limited to a maximum of twenty (20) hours per
fiscal year. Any holiday in -lieu time in excess of twenty (20) hours must be
taken as compensatory time off.
Should the City eliminate the above compensated holiday closure from
December 251h through January 1st, the following fixed holidays shall be
recognized.
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B.
C.
A
New Year's Day
Presidents' Day
Memorial Day
Independence Day
Labor Day
Veteran's Day
Thanksgiving Day
Day after Thanksgiving
Christmas Eve (unless Christmas falls on a Saturday,
Sunday, or Monday)
Christmas Day
8. Fixed Holidays — 10 Hours Leave With Pay
Each fixed holiday granted to employees shall be ten (10) hours of time off
with pay.
Floating Holiday Leave (Previously Referred to as "Personal Leave")
In addition to the City's fixed holidays, General 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.
4. 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.
5. New employees appointed after the beginning of the calendar year are
entitled to floating holiday leave at a rate of 1.385 hours per pay period of
full-time employment.
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.
Floating Holiday Leave — Terminating Employees
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Terminating employees who have not used all the floating holiday leave
that they are entitled to shall be paid off at the rate of 3.0 hours per month
of employment in the current calendar year. If the employee's termination
date is after the 181h of the month, the employee will receive floating holiday
leave credit for that month.
2. If the terminating employee has taken more floating holiday leave time than
he is 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.
E. Limitations on Holiday Leave
The holiday cash out option shall be limited to a maximum of two (2) days
per fiscal year.
2. Holiday leave shall not apply to any employee hired on a part-time,
temporary, extra help, hourly, or daily basis.
3. 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.
F. 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.
G. Observation of Friday and Sunday Holidays
For those employees whose normal workweek is Monday through
Thursday, 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 Friday, the preceding Thursday 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 up to ten (10) hours straight
compensatory time for the holiday based on the employee's regular work
schedule. This compensation can be taken as up to ten (10) hours
compensatory time or pay, at the discretion of the employee.
H. Holiday Scheduling
The City reserves the right to require employees to work on fixed holidays.
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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
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
280
61 - 108
4.62
10.00
280
109 - 120
4.92
10.67
280
121 - 132
5.23
11.33
280
133 - 144
5.54
12.00
280
145 - 156
5.85
12.67
280
157 +
6.15
13.33
280
* 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, the Human Resources Director will 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.
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E. Payment for Unused Vacation Leave Time at Termination
Any employee who is terminating his/her employment, shall be paid for accrued
vacation leave time as of the effective date of termination.
F. Payment for Unused Vacation Leave Time
Upon the employee's request, he/she 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..
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.
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
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
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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 the 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
The employee Sick Leave Annual Payoff Program shall be administered as
follows:
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 earnings.
3. The maximum amount of sick leave hours cashed out 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.
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.
8. Employees with a minimum of seventy-six (76) hours of unused current
year sick leave accrual, all hours above seventy-six (76) hours to a
maximum of ninety-six (96) hours of the current year's unused sick leave
will automatically be transferred to the employee's RHS account.
9. Employees may opt to receive cash payment for any hours of unused
current year sick leave accrual between thirty-six (36) and seventy-six (76)
hours or leave these hours in their sick leave bank.
10. To qualify for this program, employees shall not be allowed to charge sick
leave to other forms of paid leave.
E. Sick Leave Payoff Upon Retirement
Unit employees who were hired before July 1, 2018 and who retire from the City
other than by discharge, shall be paid at the employee's hourly rate of pay for one-
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half (1/2) of all sick leave accrued to the time of such retirement to a maximum of
three hundred sixty (360) hours. However, fifty percent (50%) of the hours eligible
for cash out (maximum 180 hours) must be put into the employee's RHS account
and the remaining sick leave hours would go towards CalPERS service credit as
pursuant to CalPERS regulations.
F. Use of Sick Leave
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
or in the event of the care or attendance of serious illness or death of a
member of the employee's immediate family.
Appointments for medical, dental, ear, or vision care shall be made on the
employee's day off when practicable. Sick leave shall only be authorized
for such purposes when: 1) An employee is unable to take care of such
appointments on his/her day off; and 2) an employee provided reasonable
advance notice and received prior approval from the supervisor.
Employees are to provide as much notice as practical for pre -scheduled
appointments.
2. Physician's Certificate on Use of Sick Leave
Management may require evidence in the form of a physician's certificate,
or written statement, as to reason for any employee's absence of two (2)
or more consecutive working days for which sick leave was requested. A
failure to supply or provide said certificate or written statement shall 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.
G. Use of Sick Leave — Care of Immediate Family
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, domestic partner, in-laws, child, stepchild,
grandchild, brother, or sister.
H. Temporary Disability
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A City employee who is entitled to temporary disability indemnity under
Division 4, Part 2, Ch. 2 of the California 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.
Sick Leave Limitations
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.
J. Sick Leave During Vacation
Sick leave shall not be used in lieu of or to extend 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.
K. Holiday During Sick Leave
Observed holidays occurring during sick leave shall not be deducted from
employee's sick leave time.
L. 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, as provided below.
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WE020\065\9840787.v l
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 herein.
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
to receive benefits under the Worker's Compensation Law of the State of
California based upon such injury or illness. When and while applicable,
this section shall supercede 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, domestic partner, in-laws, child, stepchild, grandchild,
brother, or sister. 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
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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.
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
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
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WE020\065\9840787.v1
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 for jury 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, up to one hundred sixty (160) hours of paid
leave for such purposes per year. 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
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.
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WE020\065\9840787.v l
2. More specific details on the Family Care Leave policy is set forth in City's
Administrative Policy and 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
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
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.
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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.
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 leave days taken.
XI. FAILURE TO RETURN FROM LEAVE
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.
2. 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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WE020\065\9840787.v l
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 Association hereby agrees 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.
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 Association 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 Association 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 Memoranda of
Understanding, oral or written, expressed or implied, between the parties, and shall
govern their entire relationship and 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.
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The Parties reached agreement on a consolidated MOU to include all mutually
agreed side letters signed between 2016 and 2020 with the intention of maintaining
the existing terms and conditions of employment contained in the July 1 st 2014 to
June 30, 2015 MOU except as modified by said side letters and this MOU. Unless
the Parties agreed otherwise in this MOU, if the terms and conditions contained in
the consolidated MOU differ from those established in one or more of the side
letters or in the July 1, 2014 to June 30, 2015 MOU, the terms of the former will
prevail and the Parties will meet to correct the issue in the consolidated MOU. This
paragraph is intended only to cover the initial term of the consolidated MOU and
will become ineffective on June 30, 2024.
B. Personnel and Departmental Rules
It is understood and agreed that there exist 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 Association regarding such
changes.
4. Nothing provided herein shall prevent the City from implementing such
rules and regulations provided it has met with the Association 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 Association.
VI. RATIFICATION AND IMPLEMENTATION
A. Acknowledgement
The City and Association acknowledge that this Memorandum of Understanding
shall not be in full force and effect until ratified by those Association members
voting who are in classifications requested by each Association set forth in this
Agreement and adopted by Resolution of 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 Association.
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C. Ratification
Subject to the foregoing, this Memorandum of Understanding is hereby ratified by
the authorized representatives of the City and the Association and entered into on
October , 2021.
D. Term or Memorandum of Understanding
The term of this Memorandum of Understanding shall be for a period of three (3)
years, commencing on July 1, 2021 and terminating after June 30, 2024 at 11:59
p.m.
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W E020\065\9839576.v 1
PARTIES TO THE AGREEMENT
General Employees' Bargaining Group City of West Covina
David Carm ny, City Manager
n Tran
Director of Human Resources / Risk
Management
41
9842837.1 WE020-065
APPENDIX "A"
CITY OF WEST COVINA
GENERAL EMPLOYEE'S BARGAINING GROUP
The following are those classifications that have been recognized by the City to be assigned to
the General Employee Unit:
JOB TITLES/CLASSIFICATIONS
Account Clerk
Administrative Technician
Code Enforcement Officer
Office Assistant I
Office Assistant 11
Community Planner
Community Services Coordinator
Computer Systems Technician
Head Cook
Economic Development Specialist
Fire Protection Specialist
Fleet Services Coordinator
Housing Program Coordinator (CDBG)
Operations Technician
Parking Enforcement Officer
Planning Assistant
Planning Associate
Administrative Assistant I
Senior Account Clerk
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WE020\065\9840787.v l
Appendix "B"
GENERAL
SALARY SCHEDULE
Effective November
13,
r
POSITION TITLE
MONTHLY
PAY
RANGE
GRADE
STEP 1
STEP 2
STEP 3
STEP 4
STEP 5
Account Clerk
GN060
$3,265
$3,429
$3,600
$3,780
$3,969
Administrative Assistant I
GN090
$3,480
$3,654
$3,836
$4,028
$4,230
Administrative Technician
GN045
$3,265
$3,429
$3,600
$3,780
$3,969
Code Enforcement Officer
GN210
$4,360
$4,578
$4,807
$5,047
$5,300
Community Services Coordinator
GN315
$4,534
$4,761
$4,998
$5,249
$5,511
Computer Services Technician
GN200
$4,412
$4,632
$4,863
$5,106
$5,362
Economic Development Specialist
GN035
$4,430
$4,652
$4,885
$5,129
$5,385
Fire Protection Specialist
GN365
$4,808
$5,048
$5,301
$5,566
$5,844
Fleet Services Coordinator
GN330
$5,271
$5,535
$5,811
$6,102
$6,408
Head Cook
GN350
$3,883
$4,076
$4,280
$4,494
$4,719
Housing Program Coordinator
GN245
$5,505
$5,780
$6,069
$6,372
$6,691
Office Assistant I
GN010
$2,549
$2,676
$2,809
$2,951
$3,097
Office Assistant II
GN030
$2,920
$3,066
$3,219
$3,380
$3,550
Parking Enforcement Officer
GN080
$3,255
$3,418
$3,589
$3,768
$3,957
Planning Aide
GN175
$3,599
$3,779
$3,968
$4,167
$4,375
Planning Assistant
GN270
$4,844
$5,086
$5,341
$5,607
$5,888
Planning Associate
GN280
$5,192
$5,451
$5,723
$6,009
$6,310
Police Officer Recruit
GN230
$4,391
$4,611
$4,842
$5,084
$5,337
Senior Account Clerk
GN120
$3,533
$3,710
$3,894
$4,090
$4,294
Victim Advocate
GN140
$3,668
$3,851
$4,044
$4,245
$4,458
Administrative Assistant I
GN090
$3,584
$3,763
$3,951
$4,149
$4,357
Administrative Technician
GN045
$3,363
$3,532
$3,708
$3,893
$4,088
Code Enforcement Officer
GN210
$4,491
$4,715
$4,951
$5,198
$5,459
Community Services Coordinator
GN315
$4,670
$4,903
$5,148
$5,406
$5,677
Computer Services Technician
GN200
$4,544
$4,771
$5,009
$5,259
$5,523
Economic Development Specialist
GN035
$4,563
$4,791
$5,031
$5,283
$5,546
Fire Protection Specialist
GN365
$4,952
$5,199
$5,460
$5,733
$6,019
Fleet Services Coordinator
GN330
$5,430
$5,701
$5,986
$6,285
$6,600
Head Cook
GN350
$3,999
$4,198
$4,408
$4,629
$4,860
Housing Program Coordinator
GN245
$5,670
$5,954
$6,251
$6,563
$6,891
Office Assistant I
GN010
$2,625
$2,757
$2,893
$3,039
$3,190
Office Assistant II
GN030
$3,008
$3,158
$3,316
$3,482
$3,656
Parking Enforcement Officer
GN080
$3,353
$3,521
$3,697
$3,881
$4,076
Planning Aide
GN175
$3,707
$3,892
$4,087
$4,292
$4,506
Planning Assistant
GN270
$4,989
$5,238
$5,501
$5,776
$6,065
Planning Associate
GN280
$5,347
$5,614
$5,895
$6,189
$6,500
Police Officer Recruit
GN230
$4,523
$4,749
$4,987
$5,236
$5,497
Senior Account Clerk
GN120
$3,639
$3,821
$4,011
$4,213
$4,423
Victim Advocate
GN140
$3,778
$3,967
$4,165
$4,373
$4,592
43
Appendix "B"
GENERAL
SALARY SCHEDULE
Wii.
.
GRADE
Account Clerk
GN060
$3,464
$3,638
$3,819
$4,010
$4,211
Administrative Assistant I
GN090
$3,692
$3,876
$4,070
$4,274
$4,488
Administrative Technician
GN045
$3,464
$3,638
$3,819
$4,010
$4,211
Code Enforcement Officer
GN210
$4,625
$4,857
$5,100
$5,354
$5,622
Community Services Coordinator
GN315
$4,810
$5,051
$5,303
$5,568
$5,847
Computer Services Technician
GN200
$4,680
$4,914
$5,159
$5,417
$5,689
Economic Development Specialist
GN035
$4,700
$4,935
$5,182
$5,441
$5,713
Fire Protection Specialist
GN365
$5,101
$5,355
$5,623
$5,905
$6,200
Fleet Services Coordinator
GN330
$5,593
$5,872
$6,165
$6,474
$6,798
Head Cook
GN350
$4,119
$4,324
$4,541
$4,768
$5,006
Housing Program Coordinator
GN245
$5,840
$6,132
$6,438
$6,760
$7,098
Office Assistant I
GN010
$2,704
$2,839
$2,980
$3,130
$3,286
Office Assistant 11
GN030
$3,098
$3,253
$3,416
$3,586
$3,766
Parking Enforcement Officer
GN080
$3,453
$3,626
$3,807
$3,998
$4,198
Planning Aide
GN175
$3,818
$4,009
$4,210
$4,420
$4,642
Planning Assistant
GN270
$5,139
$5,395
$5,666
$5,949
$6,247
Planning Associate
GN280
$5,508
$5,783
$6,071
$6,375
$6,695
Police Officer Recruit
GN230
$4,659
$4,891
$5,136
$5,393
$5,662
Senior Account Clerk
GN120
$3,748
$3,936
$4,132
$4,339
$4,556
Victim Advocate
GN140
$3,891
$4,086
$4,290
$4,504
$4,730