Resolution - 9100C7
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RESOLUTION NO. 9100
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF WEST
COVINA# CALIFORNIA AMENDING APPENDIX "A" OF RESOLUTION
NO. 8770v THE CITY'S SALARY RANGE STRUCTURE FOR
EMPLOYEES IN THE WEST COVINA GENERAL EMPLOYEES'
ASSOCIATION AS AMENDED; AND RESOLUTION NO. 7223,
RELATING TO CLASSIFICATION AND COMPENSATION OF
POSITIONS AS AMENDED; AND FIXING COMPENSATION AND
BENEFITS FOR PERSONNEL AND CLASSES REPRESENTED BY THE
WEST COVINA GENERAL EMPLOYEES' ASSOCIATION.
WHEREAS, the City of West Covina has met and conferred with
the West Covina General Employees' Association; and
WHEREAS, the City and the West Covina General Employees'
Association have agreed upon certain changes to salaries,
benefits and working conditions for members of said Association
with a three-year agreement expiring June 30, 1997; and
WHEREAS, the three-year Memorandum of Understanding has been
referred to the City Council;
NOW, THEREFORE, the City Council of the City of West Covina
does resolve as follows:
SECTION 1. Salary. That effective July 2, 1994, Appendix
"A" of Resolution No. 8770, the City's salary range structure for
employees in the West Covina General Employees' Association is
hereby amended by Appendix "A" of this Resolution; and Resolution
No. 7223, relating to the classification and compensation of
positions, as amended, and fixing compensation and benefits for
personnel and classes represented by the West Covina General
Employees' Association is hereby amended by this Resolution.
SECTION 2. Other changes to the terms and conditions of
employment are detailed in the agreed upon MOU as incorporated
herein as "Exhibit A." Specific changes to the provision
covering Sick Leave, and Uniform Allowance are contained therein.
SECTION 3. Where provisions of the MOU are inconsistent
with existing Personnel Rules, the MOU shall govern.
SECTION 4. The remaining provisions of Resolution No. 8770
and Resolution No. 7223, as amended, shall remain in full force
and effect until amended or repealed by Resolution of the City
Council.
SECTION 5. Budget Allocation. The City Council does hereby
appropriate an amount of money sufficient to fund these salary
adjustments and benefits for the life of this Resolution.
SECTION 6. The effective date of this Resolution is June 7,
1994.
SECTION 7. The City Clerk shall certify to the adoption of
this Resolution.
APPROVED AND ADOPTED this 7th day of June, 1994.
ATTEST:
Z�
L�.
City Clerk
•
0
I HEREBY CERTIFY that the foregoing Resolution was duly
adopted by the City Council on the 7th day of June, 1994.
AYES:
Councilmembers:
Manners,
NOES:
Councilmembers:
None
ABSENT:
Councilmembers:
None
ABSTAIN:
Councilmembers:
None
APPROVED AS TO FORM:
City Attorney
xarso. EN.sa
Touhey, Wong, Herfert, McFadden
APPENDIX "A"
CITY OF WEST COVINA
CLASSIFIED EMPLOYEE POSITIONS AND PAY RANGES
GENERAL EMPLOYEES' ASSOCIATION
JULY 2, 1994
RANGE
SALARY
Account Clerk
G060
1814
- 2205
Building Inspector
G250
2806
- 3411
Bldg/Eng Permit Technician
G165
2274
- 2764
Civ Eng Assistant
G290
3228
- 3923
Clerk
GO10
1516
- 1844
Clerk Typist
G030
1740
- 2115
Code Enforcement Officer
G210
2520
- 3063
Communications Tech.
G200
2494
- 3032
Community Planner
G290
3228
- 3923
Community Svs. Officer
G160
2177
- 2646
Court Liaison Officer
G170
2263
- 2751
Engineering Technician
G260
2873
- 3492
Fire Protection Specialist
G250
2806
- 3411
Human Services Program
Coordinator
G180
2376
- 2889
Jailer
G130
2106
- 2560
Operations Technician
G190
2457
- 2986
Parking Enforcement Officer
G080
1880
- 2286
Photo Technician
G180
2376
- 2889
Planning Assistant
G270
2927
- 3557
Planning Associate
G280
3136
- 3813
Police Cadet
G040
1772
- 2155
Police Officer Recruit
G230
2673
- 3249
Police Records Clerk I
G070
1842
- 2240
Police Records Clerk II
G110
1975
- 2401
Purchasing Assistant
G170
2263
- 2751
Reprographics Technician
G100
1969
- 2392
Secretary -Stenographer
G090
1953
- 2375
Senior Account Clerk
G120
2042
- 2482
Sr. Citizens Program
Coordinator
G200
2494 -
3032
Sr. Communications Technician
G240
2750 -
3343
Storekeeper
G150
2168 -
2636
Utility Accounts Technician
G175
2307 -
2804
jc:cn\adary: pay_rng.gm � 7-18-94
EXHIBIT A
MEMORANDUM OF UNDERSTANDING
BETWEEN THE REPRESENTATIVES OF
MANAGEMENT FOR THE CITY OF WEST COVINA
0
WEST COVINA GENERAL EMPLOYEES' ASSOCIATION
EFFECTIVE
>, JANUARY 1, 1994 THROUGH JUNE 30, 1997
TABLE OF CONTENTS
PAGE NO.
SECTION
1.
SALARY ......................................
1
SECTION
2.
RETIREMENT ..................................
2
SECTION
3.
MEDICAL AND DENTAL INSURANCE BENEFIT........
2
SECTION
4.
RETIREE HEALTH BENEFIT ......................
3
SECTION
S.
STATE DISABILITY INSURANCE (SDI)............
3
SECTION
6.
WORK RELATED DISABILITY COVERAGE............
3
SECTION
7.
LIFE INSURANCE ..............................
3
SECTION
S.
LONG TERM DISABILITY INSURANCE ..............
3
SECTION
9.
VACATION USE ................................
4
SECTION
10.
SICR LEAVE ..................................
6
SECTION
11.
BEREAVEMENT LEAVE ...........................
8
SECTION
12.
HOLIDAYS ....................................
8
SECTION
13.
OVERTIME ........... ..........................
8
SECTION
14.
COMPENSATORY TIME OFF .......................
10
SECTION
IS.
JURY DUTY ...................................
11
SECTION
16.
UNIFORMS ALLOWANCE ..........................
it
SECTION
17.
TUITION REIMBURSEMENT .......................
12
SECTION
18.
EMPLOYEE AND EMPLOYER RIGHTS ................
12
SECTION
19.
OTHER PROVISIONS NOT COVERED HERE...........
12
SECTION
20.
NOTICE OF FUTURE MEET AND CONFER............
12
SECTION
21.
SEVERABILITY................................
13
SECTION
22.
TERM ........................................
13
MEMORANDUM OF UNDERSTANDING
BETWEEN THE REPRESENTATIVES OF
MANAGEMENT FOR THE CITY OF WEST COVINA
AND WEST COVINA GENERAL EMPLOYEES' ASSOCIATION
PREAMBLE
In the interest of maintaining harmonious and stable
relationships between the City of West Covina (hereinafter City)
and employees represented by the West Covina General Employees,
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 implement
this agreement and provide for the changes in wages, hours, fringe
benefits, and other terms and conditions of employment for the
members of the Association effective January 1, 1994, (except as
otherwise stated herein) and continuing through the term of the
MOU.
THEREFORE, the representatives of the City and the Association
agree as follows:
SECTION 1. SALARY
Preamble - In an effort to maintain competitive salaries, the
City and the Association will cooperatively join in the process of
developing new programs, determining new revenue sources, and ways
of delivering services in a more cost effective manner.
Participation by the employees shall play a significant role in
achievement of productivity and program goals resulting in agreed
upon periodic adjustments to salary.
Salary computation - A salary survey shall be conducted
annually, initially in May of 1994, to collect the top step monthly
' salaries for the agreed upon benchmark classes. The average of the
base salaries for those classes shall be used to determine the
amount of salary increase, if any, necessary to provide salary
parity effective July 2, 1994. This same process shall be
conducted in May of 1995 and May of 1996 to determine the salary
adjustments to be effective July 1, 1995 and June 29, 1996. At the
times when survey results are reviewed, discussion regarding health
and dental benefits may occur. Any future changes to health or
dental premiums must be funded utilizing monies designated for
salary adjustments.
SECTION 2. RETIREMENT
The City shall pay the normal member retirement contribution
(7%) as required under the Public Employees' Retirement System.
The contract between the City and Public Employees' Retirement
System shall provide the following programs:
A. Unused accumulated sick leave may be converted to
additional service credit at the time of retirement pursuant to
Public Employees', Retirement System (hereinafter PERS) Section
20862.8.
B. Retirement benefits shall be computed using the One -Year
Final Compensation Option under PERS Section 20024.2.
SECTION 3. MEDICAL AND DENTAL INSURANCE BENEFIT
The City shall provide $442 per month to offset the employee
cost of health insurance. The amount specified for PERS Health
Care Plan coverage shall be $16 per month per active employee. The
City shall provide up to $20 per month to offset the cost of dental
insurance.
E
SECTION 4. RETIREE HEALTH BENEFIT
Provided that employees represented by the General Employees'
Association have participated in the Public Employees' Medical and
Hospital Care Act (PERS Health Plan) with the City, $16.00 per
month per eligible retiree shall be contributed towards the payment
of premiums for retiree insurance under the Program.
SECTION 5. STATE DISABILITY INSURANCE (SDI)
The City agrees to make available at the employee's expense,
SDI as provided through the State of -California.
SECTION 6. WORK RELATED DISABILITY COVERAGE
Whenever any 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. Temporary disability
compensation, if any, shall be considered and credited to salary
for the period of such disability but not exceeding one year, or
until such earlier date as they are retired on permanent disability
pension. 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. Such leave, however, shall not be
paid for more than seven days unless and until such employees are
awarded or receive disability benefits under the Worker's
Compensation and Insurance Law of the State of Californiabased
upon such disability. When and while applicable, this section
shall supersede the provisions of the Grievance Procedure.
SECTION 7. LIFE INSURANCE
The City shall provide a term life insurance policy in the
amount of $20,000.
SECTION S. LONG TERM DISABILITY INSURANCE
The City shall provide a long term disability program which
provides sixty percent (60%) of the employee's gross salary up to
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a maximum of $5000 after a waiting period of 180 days. Coverage
after 90 days may be purchased by the employee through payroll
deduction.
SECTION 9. VACATION
It is the policy of the City that where possible, vacation be
taken annually in the year earned. The time during the year at
which an employee may take vacation shall be determined by the
appointing authority of such employee with due regard for the
wishes of the employee and particular regard for the needs of the
service. Vacation leave shall accumulate to a maximum of:
Hours Accumulated Maximum
Months of Service Per Pav Period Accruals
1-60 3.08 240
61-108
4.62
280
109-120
4.92
288
121-132
5.23
296
133-144
5.54
304
145-156
5:85
312
157+
6.15
320
A. Vacation Accrual
1. Accrual Rates
Each full-time employee shall accrue vacation leave
with pay at the rate of 3.08 hours per pay period up to and
including 60 months of service, and at the completion of 60 months
of service 40 additional hours vacation shall be granted; from 61
up to and including 108 months, vacation shall be earned at the
rate of 4.62 hours per pay period; and from 109 up to and including
120 months, vacation time shall be earned at the rate of 4.92 hours
per pay period; and from 120 up to and including 132 months,
vacation time shall be earned at the rate of 5.23 hours per pay
period; and from 132 up to and including 144 months, vacation time
4
shall be earned at the rate of 5.54 hours per pay period; and from
144 up to and including 156, vacation time shall be earned at the
rate of 5.85 hours per pay period; and from 156 or more months,
vacation time shall be earned at the rate of 6.15 hours per pay
period, up to a maximum not to exceed 160 hours earned vacation per
year.
B. Vacation Accrual for Holidays
If a holiday falls within a scheduled vacation
period, eight additional hours of vacation shall be granted.
C. Payment for Unused Vacation
1. Any employee, who has been in continuous full-time
service of the City for a period of six (6) full months or more,
who is terminating his/her employment, shall be paid for accrued
vacation time on the effective date of termination.
2. Upon request of the employee and the department head
and with approval of the City Manager, in order to address unusual
or emergency conditions, an employee may be paid the straight time
daily equivalent of his/her salary in lieu of vacation time off.
Such payment shall be for no more than 40 hours in any one calendar
year, except as otherwise provided herein.
D. Advance Payment of Vacation
Any employee who is authorized to take 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 application must be
approved by the employee's Department Head and filed with the
Finance Director at least seven (7) days before the vacation period
for which the salary advance is requested. In cases of extreme
emergency where the 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 Department Head,
Division Manager, and Finance Director.
5
SECTION 10. SICK LEAVE
To aid in reducing illness, the parties shall work in unison
to educate and emphasize to employee members the importance of
proper diet, sleep, exercise and other pertinent practices in
maintaining a health condition.
A. Allowance/Accumulation
City employees shall accrue 96 hours of sick leave per
year. Following completion of thirty (30) calendar days of
continuous full-time service, each City employee shall accrue 3.69
hours per pay period of sick leave pay. 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 eight hours of
credit for sick leave with pay. Sick leave may be used by new
employees following thirty calendar days of employment. Unused
sick leave may be accumulated without limit.
B. Use of Sick Leave
No more than 40 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, and not more than 40 hours of
sick leave within any calendar year may be granted to an employee
each absence due to death of his/her immediate family. The phrase
"immediate family" is defined as the husband, wife, parent,
brother, sister, child, and a grandparent or grandchild, if
residing within the home or within the same place of residence of
the employee.
C. Reinstatement of Sick Leave
Upon reemployment, an employee who was terminated due to
layoff will have sick leave time reinstated in that amount
accumulated at the time of layoff up to a maximum of 320 hours. In
the event that through the course of continued employment
accumulated sick leave exceeds 320 hour, 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.
6
D. Pilot Program --Sick Leave, Annual Payoff and Accrual
The following sick leave payoff and accrual program was
instituted in 1980, as a "pilot program." The program will remain
in effect and will be reevaluated by City management. If the
program is discarded, the City will revert to its previously
effective sick leave program as contained herein.
Sick leave will be earned at the rate of 3.69 hours per
pay period for a possible total maximum of 96 hours per calendar
year. Sick leave used during each calendar year will be charged
against the current year's earnings.
By November 30 of each calendar year the City will
determine the amount of unused sick leave for each regular
employee. Each employee must carry over to a sick leave "bank" a
minimum of 56 hours in December, and may request cash payment for
any hours above 56 or may add it to the sick leave bank. If 56
hours of unused sick are not available, the number of unused hours
must be carried over to the sick leave bank. Employees shall not
be allowed to change sick leave to other forms of paid leave upon
return to work. The current payoff programs at termination or
retirement, as detailed in the Personnel Rules, remain unchanged.
E. Sick Leave Pay -Off Upon Termination
Employees upon termination of continuous service, other
than by discharge, shall be paid for 50 percent of all sick leave
accrued to the time of such termination which is in excess of 320
hours, to a maximum accrual of 800 hours (not to exceed 240 hours).
F. Physician's Certificate on Use of Sick Leave
The Department Head may require evidence in.the form of
a physician's certificate, or written statement, as to adequacy of
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.
7
G. Physical Examination
Any employee absent from work for a period of three (3)
or more consecutive working days, due to illness or accident, may
be required 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.
SECTION 11. BEREAVEMENT LEAVE
Bereavement - 40 hours of said leave per calendar year will be
available to an employee in the event of the death of said
employee's grandparent,parent, spouse, child, stepchild, brother,
or sister. The program is supplemental to the current sick leave
program.
SECTION 12. HOLIDAYS
A. Fixed Holidays
The City will recognize the following days as official
City fixed holidays: New Year's Day, Presidents' Day, Memorial
Day, Independence Day, Labor Day, Thanksgiving Day, Day after
Thanksgiving, Christmas Eve (unless Christmas falls on a Saturday,
Sunday or Monday) and Christmas Day.
SECTION 13. OVERTIME
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 the department head, payment
will be at time and one-half for all hours worked in excess of the
normal daily work shift. Vacation, sick leave, holidays, jury duty
and compensating time off shall be considered hours worked.
For employees covered by the 7(b) or 7(k) exception to the
Fair Labor Standards Act on the 3/12 or 3/12-1/2 work schedule,
work performed in excess of the normal daily work shift will be
paid at the straight time rate of pay, until the employee has
8
reconciled the hours owed to the City. Once the employee has
reconciled the hours owed to the City, the remaining overtime work
is paid at time and one-half.
A. Overtime Authorization
1. If in the judgment of the department head, 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 the Division
Manager.
2. In emergencies, where prior authorization cannot be
issued, the department head shall obtain approval for the overtime
worked at the earliest opportunity thereafter, in no case to exceed
five calendar days after the day in which the overtime was worked.
3. An emergency shall be construed as an unforeseen
combination of circumstances which calls for immediate action,
where life, health, safety, welfare, or security are involved.
B. Incidental Overtime
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.
C. The City has established different FLSA work weeks to
correspond to the various work schedules as follows:
1. 9/80 Work Schedule - 7 day work period of 40 hours
as follows:
a. Work week begins on Monday at 12:00 p.m. and
ends the following Monday at 11:59 a.m.
b. Work week begins on Friday at 12:00 p.m. and
ends the following Friday at 11:59 a.m.
2. General Employees Association - Semi-annual work
period of 1040 hours. (7(b) exception to FLSA.)
SECTION 14. COMPENSATORY TIME OFF
A. Upon the approval of his/her supervisor, an employee,
other than fire safety employees, 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 compensatory time off is selected and approved by
the department head, the employee may not request cash payment.
Upon separation, an employee shall be paid for accumulated
compensatory time.
C. The department head may set individual employee
accumulation ceilings and procedures based on the needs of the
department. These individual employee accumulation ceilings may
not exceed the following maximum limits: 40 hours - Miscellaneous
employees.
D. Department management will endeavor to schedule
compensatory time off to the mutual satisfaction of employee and
department.
E. Personal Leave
Employees are entitled to 40 hours per calendar year as
personal leave time which is usable subject to the approval of the
department head or the designated authority. Personal leave
becomes usable on January 1 of each calendar year and must be used
by December 31 of the same calendar year. Personal leave time may
not be carried over into the next calendar year nor may the hourly
equivalent be paid in lieu of time off.
F. observation of Saturday and Sunday Holidays
For those employees whose normal work .week is Monday
through Friday, when a holiday falls on a Sunday, the following
Monday shall be deemed to be the holiday in lieu of the day
observed. When a holiday falls on a Saturday, the preceding Friday
shall be deemed to be the holiday in lieu of the day observed. For
all other employees, when a holiday falls on a regularly scheduled
day off, the employee shall be entitled to eight hours straight
10
compensatory time for the holiday. This compensation can be taken
as either compensatory time or pay, at the discretion of the
employee.
SECTION 15. JURY DUTY
A. Jury Duty
1. 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 his/her department head in writing whether or
not he/she waives or remits his/her jury fee to the City.
2. The City will grant an employee required to serve on
jury duty, or to report for examination to serve on jury duty, one
time for a maximum of 160 hours, paid leave for such purposes
during any three consecutive years of employment. All fees
received by the employee for jury duty, exclusive of mileage, shall
be remitted to the City. Administrative procedures will govern
implementation of this program.
i
SECTION 16. UNIFORM ALLOWANCE
A. Community Service Officers shall be provided a uniform
allowance of $325 per year. Effective January, 1995, the allowance
shall be increased to $350, and effective January, 1996, to $375.
B. Jailers shall be provided with a uniform allowance of
$200 per year. Effective January, 1995, the allowance shall be
increased to $275, and effective January, 1996, to $300.
C. Police Records Clerks shall be provided with a uniform
allowance of $200 per year. Effective January, 1995, the allowance
shall be increased to $250, and effective January, 1996 to $300.
r
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SECTION 17. TUITION REIMBURSEMENT
It is understood that the annual maximum tuition reimbursement
shall be $686, including books.
SECTION 18. 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.
SECTION 19. 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.
SECTION 20. 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 employees represented by the Association which would take
effect on or after July 1, 1997, the Association shall serve upon
the City Manager a written request to meet and confer no later than
February 1, 1997. Said request shall contain all of the changes in
wages, hours, and conditions of employment proposed by the
Association to take effect on or after July 1, 1997.
12
i
SECTION 21. 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.
SECTION 22. TERM
This MOU shall remain in full force and effect until midnight,
June 30, 1997.
WEST COVINA GENERAL
EMPLOYEES' ASSOCIATION
DATE
APPROVED AS TO FORM:
CITY ATTORNEY
13
MANAGEMENT REPRESENTATIVES
OF THE CITY OF WEST COVINA
BY \ /Z-7--e �11
BY
BY