Agenda Item 3 - CONSIDERATION OF A MEMORANDUM OF UNDERSTANDING (MOU) BETWEEN THE CITY AND THE CITY OF WEST COVINA FIRE MANAGEMENT ASSOCIATION (WCFMA)AGENDA ITEM NO.3
AGENDA STAFF REPORT
City of West Covina I Office of the City Manager
DATE: February 15, 2022
TO: Mayor and City Council
FROM: David Carmany
City Manager
SUBJECT: CONSIDERATION OF A MEMORANDUM OF UNDERSTANDING (MOU) BETWEEN THE
CITY AND THE CITY OF WEST COVINA FIRE MANAGEMENT ASSOCIATION
(WCFMA)
RECOMMENDATION:
It is recommended that the City Council adopt the following resolution:
RESOLUTION NO. 2022-20 - A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF WEST
COVINA, CALIFORNIA, ADOPTING THE MEMORANDUM OF UNDERSTANDING BETWEEN
THE CITY AND THE CITY OF WEST COVINA FIRE MANAGEMENT ASSOCIATION (WCFMA)
BACKGROUND:
Under California law, the Meyers-Milias-Brown Act (MMBA) of 1968 established collective bargaining for
California municipalities. Collective bargaining is the process by which workers, through their
associations, and employers negotiate contracts to determine terms of employment, including pay,
benefits, hours, leave, and job health & safety policies. MMBA is a formalized union -management
consultation and bargaining procedure.
The Memorandum of Understanding between the City and the City of West Covina Fire Management
Association (WCFMA) expired on June 30, 2016. The City and representatives for the West Covina
Middle Management Employees' Association met and conferred on six (6) occasions and have reached
an agreement.
DISCUSSION:
The City and the West Covina Fire Management Association have met and conferred in accordance with
the MMBA and Government Code § 3500 regarding terms and conditions of employment, including
wages, benefits, and hours. After having met and conferred during a total of six (6) session, the City and
the Fire Management Association have memorialized an agreement regarding wages, benefits, hours,
and other terms and conditions of employment in a Memorandum of Understanding (MOU) for the period
of July 1, 2021 through June 30, 2024, which is attached to this report as Attachment No. 2.
The following changes to the existing labor agreement are agreed upon to be incorporated into the
successor agreement and would become effective upon ratification of the MOU by the City Council. All
other provisions from the existing agreement are proposed to remain in the agreement without changes.
1. Term — 3 years (July 1, 2021 through June 30, 2024).
2. Salary Increase — Effective the first full pay period following ratification of the MOU and not earlier,
the base salary will increase by 8%; effective the first full pay period following July 1, 2022, the
base salary will increase by 4%; effective the first full pay period following July 1, 2023, the base
salary will increase by 4%.
3. One-time NonPERSable Pay — Within 45 days after ratification of the MOU, employees will
receive a one-time non-PERSable pay of $5,000.
4. CaIPERS Employee Contribution — Effective the first full pay period following ratification of the
MOU, classic members' employee contribution will be 15%; New members' employee contribution
will be 50% of the normal cost or 15%, whichever is more.
5. Administrative Leave — Effective January 1, 2022, members receive a total of 120 hours of
administrative leave each January. There will be no roll-over and no cash -out.
6. Certification Pay — Effective upon ratification, Executive Fire Officer Certification will be replaced
with California State Fire Marshall Chief Officer Certification. The pay for this certification will
remain the same at $100 per month.
LEGAL REVIEW:
The City Attorney's Office has reviewed the resolution and approved it as to form.
Prepared by: Helen Tran, Director of Human Resources/Risk Management Department
Fiscal Impact
FISCAL IMPACT:
The overall estimated fiscal impact is $202,100 over the three years. The $15,000 for one-time
Essential Worker pay is proposed to be funded by the COVID Recovery Funds and, if approved, will be
included in a future budget amendment. The remaining $13,500 can be absorbed within the
department's FY2021-22 Budget.
Fiscal Year
One -Time
Pay
Salaries & Total Estimated Fiscal
Benefits I Impact
FY2021-22
15,000
13,5001 28,500
FY2022-23
71,7001 71,700
FY2023-24
101,9001 101,900
$187,100 $202,100
Total
$15,000
Attachments
Attachment No. 1 - Resolution No. 2022-20 (WCFMA MOU)
Attachment No. 2 - Exhibit A (WCFMA MOU 2021-2024)
CITY COUNCIL GOALS & OBJECTIVES: Protect Public Safety
Enhance City Image and Effectiveness
Respond to the Global COVID-19 Pandemic
Achieve Fiscal Sustainability and Financial Stability
RESOLUTION NO. 2022-20
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 FIRE MANAGEMENT
ASSOCIATION (WCFMA)
THE CITY COUNCIL OF THE CITY OF WEST COVINA HEREBY FINDS,
DETERMINES, AND DECLARES AS FOLLOWS:
WHEREAS, the City of West Covina (the "City") and the West Covina Fire
Management Association ("WCFMA"), 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 and the City regarding terms and conditions of
employment, including wages, benefits and hours; and
WHEREAS, the City and the West Covina Fire Management Association 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 Fire Management Association, 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 15th day of February, 2022.
Dario Castellanos
Mayor
APPROVED AS TO FORM
Thomas P. Duarte
City Attorney
ATTEST
Lisa Sherrick
Assistant City Clerk
I, LISA SHERRICK, ASSISTANT CITY CLERK of the City of West Covina,
California, do hereby certify that the foregoing Resolution No. 2022-20 was duly adopted
by the City Council of the City of West Covina, California, at a regular meeting thereof held
on the 15th day of February, 2022, by the following vote of the City Council:
AYES:
NOES:
ABSENT:
ABSTAIN:
Lisa Sherrick
Assistant City Clerk
Wc11:11
ATTACHMENT NO. 2 - EXHIBIT A
MEMORANDUM OF UNDERSTANDING
MANAGEMENT FOR THE CITY OF WEST COVINA
/_1 ki I I7
CITY OF WEST COVINA
FIRE MANAGEMENT ASSOCIATION (WCFMA)
EFFECTIVE
JULY 1, 2021 THROUGH JUNE 30, 2024
No table of contents entries found.
L RECOGNITION/REPRESENTATION UNIT....................................1
II. SCOPE AND PREVAILING RIGHTS.............................................1
A. Employee and Employer Rights ................................................1
B. Maintenance of Benefits.........................................................2
C. Contracting........................................................................2
III. SEVERABILITY.........................................................................2
ARTICLE 1: SALARIES AND COMPENSATION
I. SALARY ADMINISTRATION.........................................................3
A. Specific Information in Personnel Rules.......................................3
B. Effective Date of Step Increases and Extra Compensation ..................3
II. SALARY SCHEDULE...................................................................3
III. FIRE SERVICE LONGEVITY PAY....................................................3
IV. FIRE OFFICER CERTIFICATION PAY.............................................4
A. State Fire Officer Certification....................................................4
B. California State Fire Marshall Chief Fire Officer Certification...............4
V. FIRE MARSHALL DIFFERENTIAL PAY...........................................4
VI. EDUCATIONAL INCENTIVES........................................................4
VII. BILINGUAL SHILLS PAY..............................................................4
VIII. UNIFORM ALLOWANCE...............................................................5
IX. DEFERRED COMPENSATION.......................................................5
X. PROMOTION PAY (CAPTAIN TO ASSISTANT FIRE CHIEF) ..............5
9952357.1 WE020-065
ARTICLE 2: FRINGE BENEFITS
I. ADMINISTRATION AND FUNDING OF FRINGE BENEFITS...............6
A. Administration......................................................................6
B. Selection of Funding................................................................6
IL CAFETERIA PLAN.......................................................................6
A. Health Insurance....................................................................6
B. Dental Insurance....................................................................7
C. Vision Insurance....................................................................7
III. RETIREE HEALTH SAVINGS PLAN(RHS).......................................7
IV. RETIREE HEALTH.......................................................................7
A. Tier 1 Employees ...................................................................7
B. Tier 2 Employees...................................................................8
V. RETIREE DENTAL.......................................................................8
VI. SECTION 125 PLAN.......................................................................8
VII. LIFE INSURANCE.........................................................................8
VIII. TUITION REIMBURSEMENT PROGRAM.........................................8
A. Maximum Reimbursement.........................................................8
B. Administrative Policy...............................................................8
IX. PERS RETIREMENT BENEFITS......................................................9
A. Tier 1 Retirement Formula.........................................................9
B. Tier 2 Retirement Formula (Classic Ca1PERS Members).....................9
C. Tier 3 Retirement Formula (New Members Ca1PERS Members) ............ 9
D. Additional Ca1PERS Retirement Benefits (All EmWovees)..................9
9952357.1 WE020-065
CostsSharing .........................................................................................9
X. PARS SUPPLEMENTAL RETIREMENT PLAN.................................10
XI. MILEAGE AND EXPENSE REIMBURSEMENT.................................10
XII. MIUSE OF BENEFITS..................................................................10
ARTICLE 3: WORK PERIOS AND SCHEDULES
I. HOURS OF WORK POLICY............................................................11
II. WORK PERIODS........................................................................11
A. 48/96 Work Schedule — Shift Dutv.................................... I ........11
B. 4/10 Work Schedule — Non -Shift Duty......................................................11
C. Overtime...........................................................................11
III. ANNUAL SHIFT TRANSFER BID SYSTEM......................................11
ARTICLE 4: LEAVE POLICIES
I. TIME OFF BENEFITS FOR SHIFT EMPLOYEES..............................13
II. HOLIDAYS................................................................................13
A. Assistant Fire Chiefs (Shift Employees).......................................13
B. Assistant Fire Chief / Fire Marshall (Non -Shift Employees).................13
C. Holiday hi -Lieu Bank.............................................................13
III. VACATION................................................................................13
A. Vacation Leave Earned and Accumulated — Assistant Fire Chiefs (Shia
Employees).................................................................................14
B. Vacation Leave Earned and Accumulated (Non -Shift Employees) ......... 14
C. Limitation — Vacation Leave Accrual..........................................14
D. Vacation Leave Cash -Out at Termination......................................15
E. Vacation Leave Cash -Out for Shift Employees................................15
9952357.1 WE020-065
F. Vacation Leave Cash -Out for Non -Shift Employees (Fire Marshall) ...... 15
G. Advance Payment for Vacation (Shift Employees)...........................15
H. Advance Payment for Vacation (Fire Marshall)...............................16
I. Vacation Leave — Reinstated/Reemployed Fire Management Employees.16
IV. SICK LEAVE..............................................................................16
A. Allowance/Accumulation for Shift EmWovees................................16
B. Allowance/Accumulation for Non -Shift Employees (,Fire Marshall) ...... 16
C. Sick Leave Benefit................................................................16
D. Sick Leave Earned.................................................................17
E. Reinstatement of Sick Leave.....................................................17
F. Sick Leave Annual Cash -Out Program (,Shift Employees)...................17
G. Sick Leave Annual Cash -Out Program (Non -Shift EmWovees)............ 17
H. Sick Leave Cash -Out Upon Termination.......................................18
I. Use of Sick Leave..................................................................18
J. Use of Sick Leave — Care of Immediate Family...............................18
K. Temporary Disability.............................................................19
L. Sick Leave Limitations............................................................19
M. Sick Leave during Vacation......................................................19
N. Sick Leave during Recognized Holiday........................................19
O. Use of Sick Leave to Offset Disability Retirement ...........................19
V. ADMINISTRATIVE LEAVE.............................................................................19
A. Administrative Leave hi -Lieu of Overtime....................................20
B. Administrative Leave Policy.....................................................20
9952357.1 WE020-065
VII. BEREAVEMENT LEAVE..............................................................20
VIII. MILITARY LEAVE.....................................................................20
A. State Military and Veteran's Code..............................................20
B. Inactive Military Service.........................................................20
C. Active Military Service..............................................................................21
XI. JURY DUTY...............................................................................21
A. Jury Duty Policy...................................................................21
B. Jury Fees Returned to the City...................................................22
C. Witness Leave.....................................................................22
X. FAMILY CARE LEAVE................................................................22
A. Birth or Adoption..................................................................22
B. Family Illness......................................................................22
C. Use of Paid Leave.................................................................22
XI. SPECIAL LEAVE OF ABSENCE WITH PAY.....................................23
XII. LEAVE OF ABSENCE WITHOUT PAY............................................23
A. Unauthorized Absence — Automatic Termination .............................23
B. Unauthorized Absence — Other Disciplinary Action ..........................23
C. Authorized Absence...............................................................23
D. Leave of Absence without Pay — Duration.....................................23
E. Leave of Absence without Pay — Emylovee Iniured on the Job.............24
F. Accrual of Benefits................................................................24
XIII. FAILURE TO RETURN FROM LEAVE...........................................24
ARTICLE 5: OTHER CONDITIONS
9952357.1 WE020-065
I. DISCIPLINE — FIREFIGHTER BILL OF RIGHTS..............................25
IL GRIEVANCE PROCEDURES.........................................................25
III. DISABILITY DISCRIMINATION...................................................25
IV. WORKER"S COMPENSATION......................................................25
V. SAFETY EQUIPMENT.................................................................25
VI. OTHER PROVISIONS NOT COVERED HERE..................................25
VII. NOTICE OF FUTURE MEET AND CONFER.....................................25
VIIL RATIFICATION AND IMPLEMENTATION.....................................26
A. Acknowledgment..................................................................26
B. Mutual Recommendation.........................................................26
C. Ratification.........................................................................26
D. Term of Memorandum of Understanding.......................................26
EXHIBIT A — FIREFIGHTER BILL OF RIGHTS PROCEDURE
1. DEFINITIONS..............................................................................28
2. APPEAL OF A PUNITIVE ACTION NOT INVOLVING DISCHARGE,
DEMOTION OR SUSPENSION OF A FIREFIGHTER FOR MORE THAN
FIVE (5) SHIFTS/DAYS..................................................................28
3. APPEAL OF A DISCIPLINARY ACTION INVOLVING DISCHARGE,
OR SUSPENSION OF A FIREFIGHTER FOR MORE THAN
FIVE (5) SHIFTS/DAYS..................................................................28
APPENDIX A-1: SALARY RANGES
APPENDIX A-2: HOLIDAY LEAVE TIME/HOLIDAY PAY
9952357.1 WE020-065
MEMORANDUM OF UNDERSTANDING
BETWEEN THE REPRESENTATIVES OF
MANAGEMENT FOR THE CITY OF WEST COVINA
AND WEST COVINA FIRE MANAGEMENT ASSOCIATION
PREAMBLE
In the interest of maintaining harmonious and stable relationships with the City of West Covina
(hereinafter City) and employees represented by the West Covina Fire Management Association,
(hereinafter referred to as the "Association"), representatives of management for the City and
representatives of the Association have met and conferred in good faith regarding wages, hours,
fringe benefits, and other terms and conditions of employment for employees represented by the
Association.
The representatives have reached an understanding as to recommendations to be made to the
City Council for the City of West Covina and have agreed that the parties hereto will jointly urge
said Council to adopt one or more resolutions which will provide for the changes in wages, hours,
fringe benefits, and other terms and conditions of employment contained in these joint
recommendations.
I. RECOGNITION/REPRESENTATION UNIT
The City hereby recognizes the West Covina Fire Management Association for the term of the
Memorandum of Understanding, notwithstanding any ordinance, resolution, rule, or regulation
to the contrary as the majority representative of the employees in the bargaining unit which
consists of Assistant Fire Chiefs subject to the right of an employee to represent himself/herself.
The recognition requirements of Rule XVI, Section 16.3 of the Personnel Rules, City of West
Covina, are waived for the term of this Memorandum. It is further agreed that during the term
of this Memorandum of Understanding, no class will be removed from the bargaining unit except
upon mutual agreement of the City and Association.
II. SCOPE AND PREVAILING RIGHTS
It is the intent and purpose of this Memorandum to assure sound and mutually beneficial working
and economic relations between the parties hereto, to provide an orderly and peaceful means
of resolving any misunderstanding or difference, which may arise, and to set forth herein the
basic agreement between the parties concerning wage, hours and other terms and working
conditions of employment.
A. Employee and Employer Rights
The parties hereto agree that this MOU does not in any manner abridge, modify or restrict
the rights and prerogatives of employees and the City as set forth in Chapter 2 of the West
Covina Municipal Code. It is understood that said rights and prerogatives of the City
include, but are not limited to, determinations as to the levels of service, manning
requirements, work schedules, transfers, overtime assignments and approval, number
and location of work stations, nature of work to be performed, contracting for any work or
operations, employee performance standards, discipline and discharge, and reasonable
work and safety rules and regulations in order to maintain the efficiency and economy
desirable, in the performance of City services. It is further agreed that the City agrees to
meet and confer with the recognized bargaining representatives regarding the impact of
such management decisions on matters within the scope of representation.
B. Maintenance of Benefits
All rights and privileges and working conditions within the scope of representation in effect
at the time of the signing of the agreement and not changed herein, in addition to all rights,
privileges and working conditions provided for in the current Memorandum of
Understanding, shall remain in full force and effect during the term of this agreement
unless changed subsequent to completion of required meet and confer process.
C. Contracting
Should the City consider contracting out any bargaining unit work, it shall notify the
Association of its intent for such work and meet and confer in good faith prior to the
implementation if it impacts wages, benefits or conditions of employment. Absent such
impacts, management shall be provided discretion in entering into agreements with other
agencies.
III. SEVERABILITY
It is understood and agreed that this MOU is subject to all present and future federal and state
laws and regulations and the provisions hereof shall be effective and implemented only to the
extent permitted by such laws and regulations. If any part of this MOU is in conflict or
inconsistent with such applicable provisions of federal or state laws or regulations, or otherwise
held to be invalid or unenforceable by a tribunal of competent jurisdiction, such part of provision
shall be suspended and superseded by such applicable laws and regulations and the remainder
of this MOU shall not be affected thereby and shall remain in full force and effect.
9950872.3 WE020-065
ARTICLE 1: SALARIES AND COMPENSATION
I. SALARY ADMINISTRATION
Fire Management salaries shall be administered pursuant to the following:
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.
II. 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 4%; effective the first full pay period following July 1, 2023, the base salary
shall increase by 4%.
See Appendix "A-1" for the corresponding salary schedule.
One-time NonPERSable Essential Worker Pay — Within 45 days after ratification of the MOU,
employees shall receive a one-time non-PERSable essential worker pay of $5,000.00 (Five
Thousand Dollars). The employees will receive the one-time payment on a check separate from
their paycheck.
III. FIRE SERVICE LONGEVITY PAY
All sworn Fire Management personnel with continuous years of sworn service with the City of
West Covina shall be provided additional compensation for such continuous service in
accordance with the following:
10 years of service:
15 years of service:
20 years of service:
25 years of service:
2.0% of base salary
3.0% of base salary
4.5% of base salary
7.0% of base salary
All sworn fire personnel hired prior to July 1, 2015 and covered by this agreement shall be
allowed to include in their longevity pay calculation up to 5 years of sworn service earned in
other full-time paid fire suppression positions with a comparable fire agency. A maximum of 5
years of service from comparable fire agencies shall be allowed.
Longevity pay for fire personnel hired on or after July 1, 2015 shall be based on years of full-
time sworn fire service earned with the West Covina Fire Department. The calculation for
longevity pay shall not include years of sworn fire service earned with other fire agencies.
See Appendix A-1 for the corresponding salary schedule.
9950872.3 WE020-065
IV. FIRE OFFICER CERTIFICATION PAY
A. State Fire Officer Certification
Employees shall receive four percent (4%) above base salary for maintaining State Fire
Officer Certification.
B. California State Fire Marshall Chief Fire Officer Certification
Unit members shall receive $100/month for maintaining California State Fire Marshall
Chief Fire Officer Certification.
V. FIRE MARSHAL DIFFERENTIAL PAY
The Fire Management employee assigned to work as the Fire Marshal shall be provided 5%
additional compensation.
VI. EDUCATIONAL INCENTIVES
Fire Management Employees shall be eligible for the following educational incentives in the
month following the month in which the degree and/or credential is obtained:
$168/month: Associate of Arts Degree or equivalent (60 semester or 90 quarter units)
$335/month: Associate of Arts Degree or equivalent plus State Firefighter II Certificate
$268/month: Bachelor's Degree
$435/month: Bachelor's Degree plus State Firefighter II Certificate
$368/month: Master's Degree
$535/month: Master's Degree plus State Firefighter II Certificate
In order for an employee to be eligible for an educational incentive pay increase for their
Bachelor's or Master's Degree, said degree must be from an accredited institution and be in a
field that supports the employee's job related responsibilities or has value to the organization
(Department and/or City). An employee's Associates of Arts Degrees or equivalent college units
will qualify the employee for educational incentive pay if the degree or college units are meeting
general education requirements, support job related responsibilities or have value to the
organization. Employees currently receiving educational pay for their degrees will continue to
receive educational incentive pay under the new educational incentive pay program, subject
only to proof that their degree is from an accredited institution. The parties agree that to the
extent permitted by law, this is special compensation and shall be reported as such pursuant to
Title 2 CCR, Section 571(a) (2) as Educational Incentive.
VII. BILINGUAL SKILLS PAY
Employees with bilingual skills shall receive one hundred dollars ($100) per month provided
they possess and are using a language skill necessary for effective communication within the
community, are assigned by the Fire Chief and have been certified by Human Resources. The
Fire Chief shall determine the language skills necessary to effectively conduct fire business and
activities with the citizens of the community, subject to approval of the City Manager. Human
Resources shall certify, through testing, that the employee has a basic fundamental
conversational skill level. Only one (1) allowance will be paid to an employee regardless of the
number of certified languages. The parties agree that this is special compensation and shall be
reported as such, to the extent legally permissible, pursuant to Title 2 CCR, Section 571(a)(4)
as Bilingual Premium.
4
9950872.3 WE020-065
VIII. UNIFORM ALLOWANCE
The City shall provide a uniform allowance of one thousand dollars ($1,000) per year to each
employee. The parties agree that to the extent permitted by law, this is special compensation
and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(5) as Uniform Allowance
for the purchase, rental and/or maintenance of the required uniforms.
IX. DEFERRED COMPENSATION
Deferred compensation benefits shall be offered to Fire Management employees as follows:
A. The City shall contribute for each Fire Management unit employee, one hundred and fifty
dollars ($150.00) per month to a deferred compensation plan.
B. The employees shall select the deferred compensation plan from a list of plans provided
by the City.
X. PROMOTION PAY (CAPTAIN TO ASSISTANT FIRE CHIEF)
Employees promoted from Captain to Assistant Fire Chief shall receive a salary that, when
combined with special pays, results in a minimum increase of ten percent (10%) above the total
amount of salary and special pays they received in the Captain position. The calculation of this
increase will exclude deferred compensation, overtime pay, and FLSA pay.
9950872.3 WE020-065
ARTICLE 2: FRINGE BENEFITS
I. ADMINISTRATION AND FUNDING OF FRINGE BENEFITS
Fringe benefits shall be administered pursuant to the following:
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
For the administration of fringe benefit programs involving insurance, the City reserves the
right to select any insurance carrier, self -insure, or use other methods of providing
coverage to fund the benefits provided, as long as the benefits of the plan are substantially
the same.
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 Fire Management
Employees and retirees. In such case, the Fire Management 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.
II. CAFETERIA PLAN
Unless otherwise noted, effective July 1, 2014, Medical, Dental and Vision Insurance will be
provided as set forth below for all bargaining unit members: To comply with the Public
Employees' Hospital and Medical Care Act (PEHMCA) the City will contribute the PEHMCA
statutory minimum amount for the provision of medical insurance. In addition, the City will
contribute an additional amount for current bargaining unit members into a cafeteria plan in
accordance with IRS Code section 125. Those additional amounts will be as follows:
A. Health Insurance
An amount that when added to the PEHMCA statutory minimum amount is up to the Kaiser
Full Family premium rate. If an employee chooses a plan that is less than Kaiser Full
Family premium rate (e.g., Blue Shield two party), the amount provided for health
insurance through the cafeteria plan will be the PERS statutory minimum plus the
additional amount to pay for Blue shield two-party premium rate. If an employee chooses
a plan that is more than Kaiser Full Family premium rate (e.g., PERS Care Family), the
amount provided for health insurance through the cafeteria plan will be the PERS statutory
minimum plus the additional amount to pay Kaiser Full Family. The employee would pay
the additional amount for the PERS Care Family plan premium through a payroll
deduction.
An employee who selects a single party plan with a monthly premium of less than $600,
will receive the difference between the amount of that premium and $600 in cash. An
employee who does not take the City's health insurance and can demonstrate that he/she
has health insurance from another source will receive $600 per month. Under either of
these scenarios, the amount can be received as cash, placed in the employee's deferred
compensation account, or used to purchase dental or vision insurance above the amounts
provided through the cafeteria plan as described in subsequent items B and C.
9950872.3 WE020-065
B. Dental Insurance
In addition to the above amount, the cafeteria amount shall also include up to $62.23 per
month for dental insurance for the member and eligible dependents. If the monthly
premium for the dental insurance plan chosen by the member is less than $62.23, the
amount the City pays shall be equal to the dental insurance chosen. If the dental
insurance plan chosen is equal to or more than $62.23 per month, the amount the City
pays shall be $62.23.
C. Vision Insurance
In addition to the above amounts for medical and dental insurance, the cafeteria amount
shall also include up to $40.04 per month for vision insurance for the member and eligible
dependents. If the monthly premium for the vision insurance plan chosen by the member
is less than $40.04, the amount the City pays shall be equal to the vision insurance
chosen. If the vision insurance plan chosen is equal to or more than $40.04 per month,
the amount the City pays shall be $40.04.
III. RETIREE HEALTH SAVINGS PLAN (RHS)
Employees will contribute $50 per month to the RHS plan. The RHS plan will be subject to
regulatory and provider regulations.
IV. RETIREE HEALTH
The City contracts with CalPERS for the provision of health insurance. To comply with the Public
Employees' Hospital and Medical Care Act, the City will contribute the PEHMCA statutory
minimum amount for the provision of retiree medical insurance for all retirees in the bargaining
unit.
In addition to the provision of the statutory minimum amount for all retirees, to comply with
PEHMCA, the City will provide a retiree longevity stipend to offset the cost of retiree medical
benefits as follows:
A. Tier 1 Employees
1. For employees hired prior to July 1, 2012 with a minimum of five years sworn service
with the West Covina Fire Department, when they retire from the City, each month
the City will contribute up to one thousand four dollars and eighty cents ($1,004.80)
minus the PERS statutory minimum for that year into a qualified Health
Reimbursement Account (HRA). The money placed into the HRA by the City on
behalf of the retiree will be available to be used to purchase health insurance. The
City will cover all administrative costs associated with the HRA and benefits will not
be reduced to retirees as a result of administrative fees/costs. For retirees that do not
use PERS Medical, the amount placed into the HRA will not be reduced by the
PERS statutory minimum.
2. If the retiree chooses a plan that is less than $1,004.80, the amount the City will
contribute into the HRA per month will be the amount of the plan chosen minus the
PERS statutory minimum for that year. If the retiree chooses a plan that is $1,004.80
or more, the amount the City will contribute into the HRA per month will be $1,004.80
minus the PERS statutory minimum for that year. The City will cover all
administrative costs associated with the HRA and benefits will not be reduced to
retirees as a result of administrative fees/costs. For retirees that do not use PERS
9950872.3 WE020-065
Medical, the amount placed into the HRA will not be reduced by the PERS statutory
minimum.
3. Employees hired prior to July 1, 2012 with less than five years sworn service with the
West Covina Fire Department are not eligible for the retiree longevity stipend, until
they reach five years of service.
B. Tier 2 Employees
Employees hired on or after July 1, 2012 will not receive the retiree longevity stipend, but
like all retirees of the City, as set forth above, the City will contribute the PERS statutory
minimum amount on the retiree's behalf.
V. RETIREE DENTAL
Upon retirement from the City, unit employees may purchase retiree dental insurance at their
own cost. The City shall bear no cost or make any monetary contribution to the retiree's dental
insurance premium.
VI. SECTION 125 PLAN
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.
It is understood by the parties that participation
Employees and the City will not be obligated
employees to participate in the plan.
V11. LIFE INSURANCE
in the plan is voluntary for Fire Management
to contribute to pay any employee costs for
The City shall provide all Fire Management Employees a term life insurance policy in the amount
of $100,000 while employed, and $100,000 AD&D while on duty, and a post -retirement death
benefit of $10,000.
Vill. TUITION REIMBURSEMENT PROGRAM
The City shall provide tuition reimbursement for the cost of tuition and books for job -related
courses that earn college credit and lead to a degree or certification. The provisions of the
program are as follows:
A. Maximum Reimbursement
Fire Management Employees' maximum annual tuition reimbursement (including books)
shall be one thousand one hundred and thirty dollars ($1,130.00) per fiscal year.
B. Administrative Policy
The specific details and provisions of the Tuition Reimbursement Program are set forth in
the City's Administrative Policy for tuition reimbursement, approved on March 10, 2008,
and as amended thereafter.
9950872.3 WE020-065
IX. PERS RETIREMENT BENEFITS
Retirement benefits shall be provided in accordance with the contract between the City and the
California Public Employees' Retirement System (CalPERS). Benefits shall be provided as
follows:
A. Tier 1 Retirement Formula
For employees hired on or before July 1, 2012, the retirement formula shall be three
percent (3%) at age fifty (50). The retirement formula shall be based on the one-year final
compensation option pursuant to Government Code 21367.53. Each employee shall pay
the full, statutorily required employee contribution to the CalPERS system. The employee
contribution shall be made on a pre-tax basis.
B. Tier 2 Retirement Formula (Classic CalPERS Members)
For employees hired after July 1, 2012 and who are determined to be classic CalPERS
members, the retirement formula shall be three percent (3%) at age fifty-five (55). The
retirement formula shall be based on the one-year final compensation option pursuant to
Government Code 21367.53. Each employee shall pay the full, statutorily required
employee contribution to the CalPERS system. The employee contribution shall be made
on a pre-tax basis.
C. Tier 3 Retirement Formula (New CalPERS Members)
For employees hired on or after January 1, 2013 and who are determined to be new
CalPERS members, the retirement formula shall be two and seven -tenths percent (2.7%)
at age fifty-seven (57). The retirement formula shall be based on the three-year average
final compensation option pursuant to Government Code Section 20037. Each employee
shall pay the full, statutorily required employee contribution to the CalPERS system. The
employee contribution shall be made on a pre-tax basis.
D. Additional CalPERS Retirement Benefits (All Employees)
The contract between the City and CalPERS shall provide the following benefits to all Fire
Management employees:
1. Fourth Level of 1959 Survivor Benefits pursuant to Government Code 21574.
2. Service Credit for unused sick leave pursuant to Government Code 20862.8.
3. One-half (1/2) pay continuance pursuant to Government Code 21263. (Post
Retirement Survivor)
4. Retiree death benefit of $600 dollars pursuant to Government Code 21367.53.
5. Military service credit as public service pursuant to Government Code 21024.
6. Continuation of Pre -Retirement Death Benefits after Remarriage of Survivor pursuant
to Government Code 21551.
Pre -Retirement Optional Settlement 2 Death Benefit pursuant to Government Code
21548.
Cost Sharing
Each classic member employee shall pay the full statutorily required employee contribution to the
9
9950872.3 WE020-065
CalPERS system and an additional three percent (3%) of compensation earnable towards the
employer contribution pursuant to cost sharing for a total contribution of twelve percent (12%).
Effective the first full pay period following ratification of the MOU, each employee shall pay an
additional three percent (3%) of compensation earnable towards the employer contribution
pursuant to cost sharing fora total contribution of twelve percent (15%). The contributions above
the full statutorily required employee contribution to the CalPERS system shall be made pursuant
to California Government Code section 20516 (f).
New Member (PEPRA) employees shall pay 50% of the applicable normal cost as their member
contribution (California Government Code Section 7522.30(c)). Effective the first full pay period
following ratification of the MOU, the New Member Employee shall be 50% of the applicable
normal cost member contribution or fifteen percent (15%), whichever is more. The contributions
above the full statutorily required employee contribution to the CalPERS system shall be made
pursuant to California Government Code section 20516 (f).
X. PARS SUPPLEMENTAL RETIREMENT PLAN
The City will replace the Employer Paid Member Contribution (EPMC) gross up amount that
has been historically reported to CalPERS with a PARS Supplemental retirement plan. This
supplemental plan will make the employees whole in consideration for the loss of the
incremental stipend amount due to the "West Covina Plan" method of calculation no longer
being allowable under CalPERS regulations.
The PARS plan will pay a retirement amount for all years of service to those unit employees
retiring from the City based on .89% of total PERS eligible compensation. At the time of
retirement, the employee can make a one-time election to receive either an ongoing monthly
stipend or a lump sum amount at the time of retirement based on an actuarially determined net
present value of the annual stipends. The monthly stipends will contain the same benefit options
as the City's PERS plan including 2% annual COLA's and survivor benefits. This plan will be
available to all future retirees, and any past retirees who retired after July 1, 2004 who can
provide documentation to the City that the .89% of compensation was disallowed by CalPERS
in determining their retirement stipend.
The City retains the responsibility to fund this plan with actuarially determined contributions.
New employees hired on or after July 1, 2012, will not be eligible to participate in the benefits
provided in this Section.
XI. MILAGE AND EXPENSE REIMBURSEMENT
The City shall reimburse for mileage and expenses incurred during the course of City business
consistent with the provisions of the City-wide Travel and Expense Reimbursement Policy. The
mileage reimbursement rate shall be the rate set forth by the IRS.
XII. MISUSE OF BENEFITS
Assistant Fire Chiefs 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: a) denial of requested benefits; and/or b)
disciplinary action up to and including termination.
10
9950872.3 WE020-065
ARTICLE 3: WORK PERIODS & SCHEDULES
I. 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 PERIODS
A. 48/96 Work Schedule — Shift Duty
1. The 48/96-work schedule is a three -platoon system in which employees work two (2)
consecutive twenty-four (24) hour shifts for a total of forty-eight (48) hours, and have
ninety-six (96) consecutive hours off.
A typical work schedule is as follows: X = work day, and O = day off.
For example, a schedule may read as XXOOOOXXOOOOXXOOOO and so forth.
2. The 48 hour cycle is in reality two (2) 24-hour shifts. Therefore, sick leave and
annual leave will be used in 24-hour increments (i.e., to take off one cycle will take
two (2) 24-hour shifts).
3. In the event one shift is scheduled to work both December 24th and December 25th
of the same year, the shift assigned to work on December 23rd will be reassigned to
work December 24th. The shift originally scheduled to work on December 24th will
be reassigned to work December 23rd.
B. 4/10 Work Schedule— Non -Shift Duty
The Fire Management employee assigned to work as the Fire Marshal shall be assigned
a 4/10 work schedule which will consist of a seven (7) day work period 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. Overtime
Overtime will only be paid for overtime worked while on shift duty. Overtime will not be
paid for time spent tending to work -related functions that fall outside of the normal work
shift (i.e. non- shift work).
The non -shift Fire Management employee
paid for overtime if backfilling shift work.
overtime rate will be based on the fifty-six
5% Fire Marshal Differential Pay.
III. ANNUAL SHIFT TRANSFER BID SYSTEM
assigned to Fire Marshal duties will only be
In such instances, the computation of the
(56) hour pay scale and it will not include the
Shift assignments shall be open for bid according to the following provisions:
1. All Assistant Chiefs assigned to shift work shall have the option of bidding for a shift
transfer, which if approved, shall be effective in January of each year.
11
9950872.3 WE020-065
2. All annual shift transfer requests shall be submitted to the City via the Fire Chief nc
later than 1700 hours on December 15t. Bids submitted after the deadline shall not
be considered.
3. If more than one Fire Management member submits a bid for the same shift,
seniority in rank will be used to determine which member will be awarded the
requested shift.
4. In addition to the annual shift transfer request system, any two Assistant Chiefs
assigned to shift work may mutually request to switch shifts at any time during the
year with the approval of the Fire Chief.
12
9950872.3 WE020-065
ARTICLE 4: LEAVE POLICIES
I. TIME OFF BENEFITS FOR SHIFT EMPLOYEES
Leave benefits for fire safety employees working a twenty-four (24) hour shift shall be calculated
on the basis of one -and -one half times the hourly benefit granted to employees working a ten
(10) hour day.
II. HOLIDAYS
A. Assistant Fire Chiefs (Shift Employees)
Holidays shall be granted to all shift employees on the basis of one holiday (12 hours) per
month with no specific date. If an employee terminates prior to the effective date of the
traditional holiday, the holiday pay will be deducted from the final check. On an annual
calendar year basis, employees can elect to take said time as follows:
1. Holiday Pay = 12 hours (per month)
2. Holiday Leave Time (Comp) = 8 hours/per month (non-PERSable)
Election must be made by December 1" of the previous calendar year. See attached
Appendix A-2, Holiday Leave Time/Holiday Pay Request Form.
B. Assistant Fire Chief / Fire Marshal (Non -Shift Employees)
The City shall recognize the following days as official paid holidays for Fire Management
employees assigned to non -shift work (i.e., Fire Marshal duties):
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'
`If the City closes from December 251h through January 11, these holidays will not
apply to the paid time off and holiday in -lieu provisions of this section.
Each recognized holiday granted to non -shift unit employees shall be ten (10) hours of
time off with pay. Any additional time taken off above the ten (10) hours of each paid
holiday must be deducted from the employee's other leaves, such as vacation, floating
holiday leave, or compensatory time.
C. Holiday In -Lieu Bank
For both shift and non -shift Fire Management employees, holiday leave accruals shall be
capped at the same amount the Fire Fighters Association (FFA) agrees to in its FY 14-16
Memorandum of Understanding with the City.
III. VACATION
It is the policy of the City that when possible, Fire Management Employee vacations shall be
13
9950872.3 WE020-065
taken annually in the year earned. The time during the year at which a Fire Management
Employee may take vacation shall be determined by the Fire Chief, with due regard for the
wishes of the Fire Management Employee and particular regard for the service needs of the
City.
A. Vacation Leave Earned and Accumulated - Assistant Fire Chiefs (Shift Employees)
Usable after 6 months of employment, eligible Assistant Fire Chiefs (shift 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
4.62
10.00
360
61-108
6.93
15.00
420
109-120
7.38
16.00
432
121-132
7.85
17.00
444
133-144
8.31
18.00
456
145-156
8.77
19.00
468
157-167
9.23
20.00
480
168-179
9.69
21.00
492
180-191
10.15
22.00
504
192+
10.62
23.00
516
'At the completion of 60 months add 60 hours of vacation
time.
B. Vacation Leave Earned and Accumulated (Non -Shift Employees)
Usable after 6 months of employment, employees assigned to non -shift work 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
1-12
3.08
6.67
240
13-108
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
157-167
6.15
13.33
320
168-179
6.46
14.00
328
180-191
6.77
14.67
336
192+
7.08
15.34
344
C. Limitation - Vacation Leave Accrual
Fire Management Employees shall not be allowed to accrue vacation leave beyond the
stated maximums. Exceptions to vacation leave accrual limits shall be made under the
following conditions:
14
9950872.3 WE020-065
1. Fire Management Employees called into duty under work urgency orders by
management shall not lose earned vacation leave. Work urgency is defined as the
department's need to have the Fire Management Employee at work to perform
duty assignments for a specified period of time.
2. Fire Management Employees that have reached the maximum amount of unused
vacation leave, and who are 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 Cash -Out at Termination
Any Fire Management employee who has been in continuous full-time service of the City
for a period of six (6) full months or more and who is terminating his/her employment, shall
be paid for accrued vacation leave time on the effective date of termination.
E. Vacation Leave Cash -Out for Shift Employees
Vacation leave cash -outs for Assistant Fire Chiefs regularly assigned to shift work shall
be made in accordance with the following provisions:
1. Assistant Fire Chiefs with less than five (5) years City service may receive payment
in lieu of up to one hundred twenty (120) hours of accumulated vacation time in
any one calendar year upon filing a written request with the Finance Department
five (5) business days prior to requested date of issuance of the check, upon the
approval of the Fire Chief.
2. Assistant Fire Chiefs with five (5) or more years of City service may receive
payment in lieu of up to one hundred eighty (180) hours accumulated vacation time
in any one calendar year upon filing a written request with the Finance Department
five (5) business days prior to requested date of issuance of the check, upon
approval of the Fire Chief.
F. Vacation Leave Cash -Out for Non -Shift Employees (Fire Marshal)
Vacation leave cash -outs for Assistant Fire Chiefs regularly assigned to non -shift work
shall be made in accordance with the following provisions:
1. Assistant Fire Chiefs with less than five (5) years of service may receive payment
in lieu of up to eighty (80) hours of accumulated vacation time in any one
calendar year upon filing a written request with the Finance Department five (5)
business days prior to requested date of issuance of the check, upon the
approval of the Fire Chief.
2. Assistant Fire Chiefs with five (5) or more years of service may receive payment
in lieu of up to one -hundred twenty (120) hours of accumulated vacation time in
any one calendar year upon filing a written request with the Finance Department
five (5) business days prior to requested date of issuance of the check, upon the
approval of the Fire Chief.
G. Advance Payment for Vacation (Shift Employees)
Any Fire Management Employee regularly assigned shift duty who is authorized to take
sixty (60) or more hours of vacation with pay at one time may apply for the payment of
15
9950872.3 WE020-065
salary in advance for any pay period occurring during the period of the employee's
authorized vacation. The following conditions shall apply:
1. The application for advanced payment must be approved by the Fire Chief and
filed with the Finance Director at least seven (7) days before the vacation period
for which the salary advance is requested.
2. In cases of extreme emergency where the Fire Management Employee is unable
to give the required notice, approval for an advance vacation check may be given
where such request can be justified to, and approved, by the Fire Chief and
Finance Director.
H. Advance Payment for Vacation (Fire Marshal)
Any Fire Management Employee regularly assigned Fire Marshal duties who is authorized
to take forty (40) or more hours of vacation with pay at one time may apply for the payment
of salary in advance for any pay period occurring during the period of the employee's
authorized vacation. The following conditions shall apply:
1. The application for advanced payment must be approved by the Fire Chief and
filed with the Finance Director at least seven (7) days before the vacation period
for which the salary advance is requested.
2. In cases of extreme emergency where the Fire Management Employee is unable
to give the required notice, approval for an advance vacation check may be given
where such request can be justified to, and approved, by the Fire Chief and
Finance Director.
I. Vacation Leave - Reinstated/Reemploved Fire Management Employees
Any Fire Management 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.
IV. SICK LEAVE
A. Allowance/Accumulation for Shift Employees
Fire Management employees regularly assigned to shift duty shall accrue sick leave under
the same conditions as general city employees and at the same rate using the 1: 1.5 ratio
factor.
B. Allowance/Accumulation for Non -Shift Employees (Fire Marshal)
Following completion of thirty (30) calendar days of continuous full-time service, Fire
Management employees regularly assigned to non -shift duties shall be credited with eight
(8) hours of sick leave. Thereafter, for each calendar month of service in which the
employee has worked or has been paid for more than two-thirds (2/3) of the actual number
of working days of such month, he/she shall be allowed 8 hours of credit for sick leave
with pay.
C. Sick Leave Benefit
Sick leave shall be administered pursuant to the following conditions:
1. Sick leave is a benefit and not a right and is to be utilized by Fire Management
Employees who are unable to work because of an injury or illness not arising out
16
9950872.3 WE020-065
of the course of their employment, except as provided otherwise in this article.
2. Sick leave may be used by new Fire Management Employees after thirty (30)
calendar days of employment.
D. Sick Leave Earned
Sick leave shall be earned in accordance with the following:
1. Shift employees shall accrue twelve (12) hours per month; Non -Shift employees
shall accrue eight (8) hours per month.
2. Unused sick leave may be accumulated without limit.
E. Reinstatement of Sick Leave
Any Fire Management 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.
F. Sick Leave Annual Cash -Out Program (Shift Employees)
The Sick Leave Annual Cash -Out Program for Fire Management employees regularly
assigned to shift duty 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 Fire Management Employee.
2. Qualified sick leave shall only be cashed out at the employee's hourly rate.
3. The maximum amount of sick leave allowed to be cashed -out per calendar year
(i.e., January 1 — December 31) shall be eighty (80) hours.
4. Mandatory sick leave carry-over. On a calendar year basis, each Fire
Management employee must carry over a minimum of sixty-four (64) hours of
unused sick leave from December to January. Shift employees may request cash
payment for any unused hours above the sixty-four (64) hour minimum during this
time. Unused hours above the sixty-four (64) hour minimum in December of each
calendar year may also be carried over to the January sick leave bank (i.e., the
following calendar year's sick leave bank).
5. Sick leave used by a Fire Management Employee during each calendar year will
be charged against the Fire Management Employee's current year earnings.
6. If sixty-four (64) hours of unused sick leave are not available in December of each
calendar year, the number of unused hours must be carried over to the sick leave
bank for the following calendar year.
7. To qualify for this program, Fire Management Employees shall not be allowed to
charge sick leave to other forms of paid leave.
G. Sick Leave Annual Cash -Out Program (Non -Shift Employees)
The Sick Leave Annual Payoff Program for Fire Management employees regularly
assigned to non -shift work shall be administered as follows:
17
9950872.3 WE020-065
1. By November of each calendar year, the City will determine the amount of unused
sick leave for each regular Fire Management Employee.
2. Qualified sick leave shall only be cashed out at the employee's hourly rate.
3. The maximum amount of sick leave allowed to be cashed -out per calendar year
(i.e., January 1 — December 31) shall be forty (40) hours.
4. Mandatory sick leave carry-over. On a calendar year basis, each non -shift Fire
Management employee must carry over a minimum of fifty-six (56) hours of unused
sick leave from December to January. Non -Shift employees may request cash
payment for any unused hours above the fifty-six (56) hour minimum during this
time. Unused hours above the fifty-six (56) hour minimum in December of each
calendar year may also be carried over to the January sick leave bank (i.e., the
following calendar year's sick leave bank).
5. Sick leave used by a Fire Management Employee during each calendar year will
be charged against the Fire Management Employee's current year earnings.
6. If fifty-six (56) hours of unused sick leave are not available in December of each
calendar year, the number of unused hours must be carried over to the sick leave
bank for the following calendar year.
7. To qualify for this program, Fire Management Employees shall not be allowed to
charge sick leave to other forms of paid leave.
H. Sick Leave Cash -Out upon Termination
Upon termination of over three years of full-time salaried City service, other than by
discharge, Fire Management Employees shall be paid for one third (1/3) of all sick leave
accrued to the time of such termination at current compensation to a maximum of 400
hours.
I. Use of Sick Leave
Fire Management Employees' sick leave can only be granted upon the approval of the
Fire Chief in the case of bona fide illness or injury of the Fire Management Employee or
in the event of the care or attendance of serious illness of the Fire Management
Employee's immediate family. The following conditions may apply:
1. The Fire Chief may require evidence in the form of a physician's certificate, or
written statement, as to reason for any Fire Management 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 shall be grounds
for denial of sick leave pay and the imposition of such disciplinary action as may
be deemed appropriate.
2. Any Fire Management Employee absent from work, due to illness or accident, may
be required by the Fire Chief 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.
J. Use of Sick Leave - Care of Immediate Family
Use of sick leave for the care of immediate family shall be restricted to the following:
18
9950872.3 WE020-065
1. No more than seventy-two (72) hours for Assistant Fire Chiefs (shift employees),
of sick leave within any calendar year may be granted to a Fire Management
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 under
Bereavement Leave of this Article, as spouse, parent, grandparent, brother, sister,
child, stepchild, grandchild, and in-laws.
K. Temporary Disability
A Fire Management 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 of his/her full salary. When his/her
accumulated sick leave, or vacation, or both are exhausted, he/she is still entitled to
receive disability indemnity.
L. Sick Leave Limitations
No Fire Management Employee shall be entitled to sick leave with pay while absent from
duty on account of the following causes:
1. Disability arising from sickness or injury purposely self-inflicted or caused by any
of his/her own willful misconduct.
2. Sickness or disability sustained while on leave of absence, other than regular
vacation leave or sick leave.
3. Disability or illness arising from compensated employment other than with the City
of West Covina.
M. Sick Leave during Vacation
Sick leave shall not be used in lieu of or in addition to vacation leave. However, a Fire
Management Employee who becomes seriously ill on an approved vacation may contact
the Fire Chief and request that sick leave be granted in lieu of vacation for the period of
illness. The Fire Chief has discretion in approving or disapproving such request.
N. Sick Leave during Recognized Holiday
For non -shift Fire Management employees, paid holidays that occur while out on sick
leave shall not be charged to the non -shift employee's sick leave bank.
O. Use of Sick Leave to Offset Disability Retirement
No Fire Management 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 Fire Management Employee can no longer
perform the duties of his/her or an alternate position.
V. ADMINISTRATIVE LEAVE
Effective January 1, 2022, all Fire Management employees shall earn a total of one hundred
and twenty (120) hours of administrative leave. The annual provision of administrative leave of
120 hours shall be effectively deposited in each unit employees' leave bank on January 11 of
each year. There shall be no roll-over of unused administrative leave into the following year.
There shall be no cash -out of any administrative leave.
19
9950872.3 WE020-065
A. Administrative Leave In -Lieu of Overtime
In -Lieu of overtime, administrative leave shall be provided to unit employees to
compensate for non -payable time spent tending to work -related functions that fall outside
of the normal scope of duties and work shift. Assistant Fire Chiefs will no longer be paid
overtime for attending trainings, meetings, and other work -related functions that fall
outside of the normal work shift. The Fire Chief may make exceptions to this overtime
rule.
B. Administrative Leave Policy
Except as stated herein, the specific details and provisions governing the application of
administrative leave apply and are set forth in the City's Administrative Leave Policy,
approved on October 1, 1996, and as amended thereafter.
VI. WORK -RELATED DISABILITY LEAVE
A. Iniury/Illness Arising Out Of and In The Course of Job Duties
Whenever Fire Management 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
temporarily disabled, without loss of salary, per Labor Code 4850. The period of such
disability shall not exceed 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.
B. Paid Leave During Disability
No sworn members of the Fire Department, while on or entitled to industrial disability leave
of absence, shall suffer the loss of any vacation, sick leave, or increase in compensation
which would have accrued, or to which he/she would have been entitled, if he/she were
actually performing his/her duties.
VII. BEREAVEMENT LEAVE
Fire Management employees shall be granted bereavement leave in the event of the death of
an immediate family member. Bereavement leave shall be provided according to the following:
1. Fire Management employees regularly assigned to shift work shall be allowed up
to seventy-two (72) hours of bereavement leave, per each occurrence.
2. Fire Management employees regularly assigned to non -shift work shall be allowed
up to forty (40) hours of bereavement leave, per each occurrence.
3. Immediate family member is defined as a grandparent, parent, spouse, brother,
sister, child, stepchild, grandchild, or in-law. Proof of immediate family relationship
may be required for approval.
VIII. 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
1. Any Fire Management employee that is on inactive duty such as scheduled reserve
drill periods, and who has been in the service of the public agency from which
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leave is taken 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 public
agency service. All service of said public employee in the recognized military
service shall be counted as public agency service.
3. The City may grant a military leave of absence without pay for an indefinite period
of time to any Fire Management employee who is called into active military service
even though the Fire Management employee does not meet the one (1) year of
continuous service requirements.
C. Active Military Service
1. Each full-time Fire Management 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 Fire Management 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 United States for such service and the gross wages that said
Fire Management 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 Fire
Management employee's dependents, provided that the dependents were covered
for those benefits prior to the Fire Management employee being called to active
duty. Further, contributions to deferred compensation from the Medical and Dental
Insurance benefit shall not be made during the time of activation.
4. The City shall not pay any wage or benefit provided for in this section until and
unless the Fire Management employee who requests such payment provides
satisfactory proof and documentation of eligibility to receive payment in
accordance with procedures established by the City Manager.
IX. JURY DUTY
A. Jury Duty Policy
No deductions shall be made from the salary of a Fire Management employee while on
jury duty if he/she has waived or remitted to the City the fee for jury duty paid for hours
the Fire Management 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. A Fire Management employee accepted for jury duty shall immediately
notify the Fire Chief in writing whether or not he/she waives or remits his/her jury fee to
the City.
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B. Jury Fees Returned to the City
The City will grant a Fire Management employee required to serve onjury duty, orto report
for examination to serve on jury duty, one (1) time for a maximum of 160 hours, paid leave
for such purposes during any three (3) consecutive years of employment. All fees received
by the Fire Management employee for jury duty, exclusive of mileage, shall be remitted to
the City. City Administrative procedures will govern further details of this program.
A professional fire employee who is subpoenaed or required to appear in court as a
witness on job related matters shall be deemed to be on paid leave of absence, while
actually in court. Any notification of such appearance shall immediately be reported to the
duty Fire Chief. The employee shall remit to the City Treasurer all fees received except
mileage.
C. Witness Leave
A Fire Management employee who is subpoenaed or required to appear in court as a
witness on job -related matters shall be deemed to be on paid leave of absence while
actually in court.
X. 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 Fire Chief, provided such
period, including paid leave and leave without pay, shall not exceed four months. Such
leave shall not be conditioned on whether the Fire Management Employee is medically
disabled but must be directly associated with the birth or adoption of a child. Only those
Fire Management Employees with at least one (1) year of continuous City employment
shall be eligible.
B. Family Illness
Leaves due to serious health condition of a child, spouse, parent or registered domestic
partner of a Fire Management Employee may be granted for a reasonable period of time
by the Fire Chief, provided such period including paid and unpaid leave, shall not exceed
twelve (12) weeks in any twelve (12) month period. Only those Fire Management
Employees with at least one year of continuous City employment shall be eligible.
Certification from a health care provider that the Fire Management 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, or 12945.2
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, and compensatory time 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 priorto a Fire Management 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 Fire Management Employees on family
care leave are entitled to return to the same or comparable position.
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More specific details on the Family Medical Leave Policy is set forth in the City's
Administrative Policy on the subject (dated 1/3/94 & 4/6/94).
XI. SPECIAL LEAVE OF ABSENCE WITH PAY
When a Fire Management 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 Fire Management 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 temporary disability payments are paid to such
Fire Management 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. The aggregate of all
such leave shall not be more than one year.
XII. LEAVES OF ABSENCE WITHOUT PAY
A. Unauthorized Absence - Automatic Termination
Any Fire Management Employee absent from his/her job for more than two (2) working
days without prior permission of the Fire Chief, shall be considered to have automatically
terminated his/her employment with the City, unless such leave is extended as approved
by the Fire Chief for mitigating circumstances.
B. Unauthorized Absence - Other Disciplinary Action
Any unauthorized absence may be cause for disciplinary action.
C. Authorized Absence
Upon the request of the Fire Management Employee, a leave of absence without pay may
be granted by the Council or City Manager to a Fire Management Employee who,
immediately preceding the effective date of such leave, shall have completed at least one
year of continuous service.
A Fire Management Employee shall not be entitled to a leave of absence as a matter of
right, but only upon good and sufficient reason.
D. Leave of Absence without Pay - Duration
Request for leave of absence without pay shall be submitted to the Fire Chief, 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. The approval and duration of leave without pay shall
be conditioned on the following:
1. The Fire Chief may approve the requests for leave of absence without pay if
requests are for one hundred twenty (120) calendar days or less.
2. The City Manager may approve requests of more than one hundred twenty (120)
calendar days, not to exceed one (1) full year.
3. The City Manager may later, due to mitigating circumstances, extend such leave
of absence without pay for one (1) additional full year.
4. A physician statement shall be required of any Fire Management employee who
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requests leave of absence without pay as a result of medical conditions.
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 Fire Management Employee who is injured on the job, or has a serious illness even
though the Fire Management 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 Fire Management 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. A Fire Management 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 Fire Management
employee's salary anniversary date shall be set forward one month for each thirty (30)
consecutive days taken.
XIII. FAILURE TO RETURN FROM LEAVE
Failure of a Fire Management employee to return to his/her employment upon the termination
of any authorized leave of absence shall constitute an automatic termination of said Fire
Management employee, unless such leave is extended. The City further reserves the right to
revoke or cancel any authorized leave for reasons which the City finds to be sufficient.
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ARTICLE 5: OTHER CONDITIONS
I. DISCIPLINE - FIREFIGHTER BILL OF RIGHTS
Personnel rules XIV, Section 14.4 is hereby set forth in the attached Exhibit A, and amended
thereafter.
IT. GRIEVANCE PROCEDURE
Refer to Personnel Rule XV, "Grievance and Complaint Procedure."
III. DISABILITY DISCRIMINATION
The City's policy shall be to make such efforts as are consistent with federal and state laws to
place physically or mentally disabled employees in such positions that can be made available
in the City service where their disabilities will not affect the performance of their duties. This
policy will extend to all terms, conditions and privileges of employment.
The Americans with Disabilities Act (ADA) requires accommodation for individuals on a case -
by -case basis. Prior to the City providing an accommodation on a case -by -case basis, which
would be contrary to negotiated agreements, the City shall provide written notice of intent to
disregard provisions and shall meet and confer over options prior to implementation.
The City has a legal obligation to meet with individual employees as necessary to discuss
possible accommodation before any adjustments are made to working conditions. The
Association shall be notified prior to the implementation of proposed accommodations by the
City, which affects an employee or group of employees within their respective bargaining unit.
Accommodations provided to an individual protected by the ADA shall not establish a past
practice, nor shall it be cited or used as evidence of past practice in any grievance process.
No employee shall hold any position in a class where such individual poses a risk to the health
or safety of the individual or others.
IV. WORKERS' COMPENSATION
The City will recognize applicable current Workers' Compensation Law.
V. SAFETY EQUIPMENT
The City agrees to furnish or otherwise provide all safety equipment for each fire safety
employee as may be required by law, judicial mandate, or administrative regulation.
VI. OTHER PROVISIONS NOT COVERED HERE
It is understood that all other items relating to employee salaries and benefits not covered in
this MOU, are covered by existing ordinances, resolutions, and policies of the City Council, as
well as the Personnel Rules and Regulations presently in effect.
VII. NOTICE OF FUTURE MEET AND CONFER
If the Association 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 employee members represented by the Association, which would take effect on or after July
1, 2024, the Association shall serve upon the City Manager a written request to meet and confer.
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VIII. 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 represented by the Association 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 Association.
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 this 15th
day of February 2022.
D. Term of Memorandum of Understanding
The term of this Memorandum of Understanding shall be for a period of thirty six months,
commencing on July 1, 2021, and terminating after June 30, 2024.
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WEST COVINA FIRE MANAGEMENT
ASSOCIATION
]d.J
Mike Fountain, President
Mike Browne
Jim Rudroff
WE020\065\9950872.v1 27
CITY OF WEST COVINA
Dave Carmany, City Manager
Helen Tran, Human Resources/Risk
Management Director
EXHIBIT A: FIREFIGHTER BILL OF RIGHTS PROCEDURE
The following appeals procedures are adopted pursuant to Government Code § 3254.5 of the
Firefighters Procedural Bill of Rights Act.
1. DEFINITIONS
a. The term "firefighter" means an employee who is considered a "firefighter" under
Government Code § 3251(a) except for the Fire Chief who is identified as such. The
classifications of employees who are firefighters include: Firefighters,
Firefighter/Paramedics, Fire Engineers, Fire Captains and Assistant Fire Chiefs.
b. The term "punitive action" means any action defined by Government Code § 3251(c),
i.e., "any action that may lead to dismissal, demotion, suspension, reduction in salary,
written reprimand, or transfer for purposes of punishment."
2. APPEAL OF A PUNITIVE ACTION NOT INVOLVING DISCHARGE DEMOTION OR
SUSPENSION OF A FIREFIGHTER FOR MORE THAN FIVE (5) SHIFTS/DAYS
Pursuant to Government Code § 11445.20, the following informal hearing procedure shall
be utilized for an appeal by a firefighter of a punitive action not involving a discharge,
demotion or a suspension greater than five (5) shifts/days.
a. Notice of Appeal- Within five (5) calendar days of receipt by a firefighter of notification
of punitive action as set forth above, the firefighter shall notify the Fire Chief in writing
of the firefighter's intent to appeal the punitive action. The notice of appeal shall specify
the action being appealed and the substantive and procedural grounds for the appeal.
b. Presiding Officer- In an informal hearing, the Fire Chief or his/her designee shall be
the presiding officer. The Fire Chief or his/her designee shall conduct the informal
hearing in accordance with these procedures. The determination of the Fire Chief shall
be final and binding. If the Fire Chief cannot serve as the hearing officer because of
actual bias, prejudice or interest as defined by Government Code §11425.40, then the
City Manager or his/her designee shall serve as the Presiding Officer. In such cases,
the determination of the City Manager shall be final and binding.
c. Burden of Proof- The employer shall bear the burden of proof at the hearing.
i. If the action being appealed does not involve allegations of misconduct by the
employer, the limited purpose of the hearing shall be to provide the officer the
opportunity to establish a record of the circumstances surrounding the action.
The Department's burden of proof shall be satisfied if the Department establishes
by a preponderance of the evidence that the action was reasonable. The
Department's burden of proof may be satisfied even though reasonable persons
may disagree about the appropriateness of the action.
ii. However, if the punitive action involves charges of misconduct, the Department
shall have the burden of proving by a preponderance of the evidence the facts,
which form the basis for the charge and that the punitive action was reasonable
under the circumstances.
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d. Conduct of Hearing-
i. The formal rules of evidence do not apply, although the Presiding Officer shall have
discretion to exclude evidence, which is incompetent, irrelevant or cumulative, or
the presentation of which will otherwise consume undue time.
ii. The parties may present opening statements.
iii. The parties may present evidence through documents and testimony.
as Witnesses shall testify under oath.
bb Subpoenas may be issued pursuant to Government Code §§ 11450.05-
11450.50.
cc Unless the punitive action involves a loss of compensation, the parties shall
not be entitled to confront and cross-examine witnesses.
iv. Following the presentation of evidence, if any, the parties may submit oral and/or
written closing arguments for consideration by the hearing officer.
e. Recording of the Hearing- If the punitive action involves the loss of compensation, then
the hearing shall be recorded by stenograph by a certified court reporter. Otherwise,
the hearing may be tape recorded. The per diem cost of the court reporter shall be
equally borne by the parties. The cost to receive a transcript of the hearing shall be
borne by the party requesting the transcript.
f. Representation- The firefighter may be represented by an association representative
or attorney of his or her choice at all stages of the proceedings. All costs associated
with such representation shall be borne by the firefighter.
g. Decision- The decision shall be in writing pursuant to Government Code §11425.50.
The decision shall be served by first class mail, postage pre -paid, upon the firefighter
as well as his/her attorney or representative, shall be accompanied by an affidavit or
certificate of mailing, and shall advise the firefighter that the time within which judicial
review of the decision may be sought is governed by Code of Civil Procedure § 1094.6.
3. APPEAL OF A DISCIPLINARY DECISION INVOLVING DISCHARGE, DEMOTION OR
SUSPENSION OF A FIREFIGHTER FOR MORE THAN FIVE (5) SHIFTS/DAYS
a. In those instances where the procedures in Government Code §§ 11400, et seq. are
inapplicable to an administrative appeal, the administrative appeal shall be conducted
in accordance with Chapter 5 (commencing with Section 11500) of Part 1 of Division
3 of Title 2 of the California Government Code.
b. Notice of Discipline as Accusation- The final notice of discipline which may be issued
at the conclusion of any pre -disciplinary procedures shall serve as the Accusation as
described in Government Code §§ 11500, et seq. The notice shall be prepared and
served in conformity with the requirements of Government Code §§11500, et seq.
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c. Administrative Law Judge- Pursuant to Government Code § 11512, the City has
determined that appeals shall continue to be heard by the Human Resources
Commission with the administrative law judge presiding at the hearing, pursuant to
Government Code § 11512(b). The administrative law judge shall rule on the
admission and exclusion of evidence and advise the Human Resources Commission
on matters of law. The Human Resources Commission shall exercise all other powers
relating to the conduct of the hearing.
d. Time and Place of Hearing- Pursuant to Government Code § 11508, unless otherwise
decided by the Human Resources Commission, a hearing shall be conducted at West
Covina City Hall at a time to be determined by the Human Resources Commission.
e. Notice of the Hearing- Notice of the hearing shall be provided to the parties pursuant
to Government Code § 11509.
The Human Resources Commission (known formerly as, and sometimes referred to
as, the Personnel Commission) may recommend to sustain or modify the disciplinary
action taken when it appears in the record that there was a substantial violation or
omission of procedure orwhere the specific evidence produced in the hearing warrants
such recommendation. In all instances, the Human Resources Commission shall
certify copies of its findings and recommendations to the City Manager, and to the
appellant employee. The City Manager, shall then affirm, revoke or modify the original
action taken. Such affirmation, revocation, or modification taken shall be final. Judicial
review of the City Manager's decision may be had pursuant to Government Code §
11523.
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APPENDIX A-1: SALARY RANGES
CITY OF WEST COVINA
FIRE MANAGEMENT ASSOCIATION
EMPLOYEE CLASSIFICATIONS AND SALARY RANGES
EFFECTIVE THE FIRST FULL PAY PERIOD FOLLOWING MOU RATIFICATION
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APPENDIX A-2: HOLIDAY LEAVE TIME/HOLIDAY PAY
- Request Form -
Employee Name:
Indicate your preference for Holiday Leave time to be ether credited to your Holiday Leave Time
record as 8 hours per month or payment of 12 hours of Holiday Pay per month. Holiday Pay is
paid at straight time, but is subject to PERS.
Return this form to your Payroll Timekeeper no later than December 1 st of the prior year to
which the leave will be taken.
THIS SELECTION CANNOT BE CHANGED ONCE IT IS MADE
I ELECT:
Holiday Pay
Holiday Leave Time
Employee Signature
Date
Z: Forms Holiday Comp Time Holiday Pay Request Form - Fire
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