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Resolution - 9351RESOLUTION NO. 9351 to • A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF WEST COVINA, CALIFORNIA, AMENDING EXHIBIT "A" OF RESOLUTION NOS. 9129, 9257, AND 8769, RELATING TO SALARY RANGE STRUCTURE FOR EMPLOYEES IN THE WEST COVINA MID -MANAGEMENT ASSOCIATION, WEST COVINA CONFIDENTIAL/EXEMPT ASSOCIATION, AND THE WEST COVINA PUBLIC SAFETY DISPATCHERS' ASSOCIATION; AND RESOLUTION NO. 7223, RELATING TO CLASSIFICATION AND COMPENSATION OF POSITIONS AS AMENDED. WHEREAS, the City of West Covina has met and conferred with the West Covina Mid - Management Association, West Covina Confidential/Exempt Association, and the West Covina Public Safety Dispatchers'. Association; and WHEREAS, the City and the three above named Associations have agreed upon certain changes to salary, benefits and working conditions for members of said Associations for one year agreements expiring June 30, 1997; and WHEREAS, Memoranda of Understanding (MOUs) have been referred to the City Council as a memorialization of those agreements; NOW, THEREFORE, the City Council of the City of West Covina does hereby resolve as follows: SECTION 1. Salarv. That, effective April 1, 1996, Appendix "A" of Resolution Nos. 9129, 9257, and 8769, relating to the City's salary range structure for employees in the West Covina Mid -Management Association, West Covina Confidential/Exempt Association, and the West Covina Public Safety Dispatchers' Association, are hereby amended by Appendix "A", Appendix "B", and Appendix "C" of this Resolution; and Resolution No. 7223, relating to the classification and compensation of positions, as amended, is hereby amended by this Resolution. SECTION 2. Other changes to the terms and conditions of employment of a non - monetary nature are detailed as agreed upon in Exhibit "A" for the Mid -Management Association; Exhibit "B" for the Confidential/Exempt Association; and Exhibit "C" for the Public Safety Dispatchers' Association. SECTION 3. That remaining provisions of Resolution No. 7223, as amended, shall remain in full force and effect until amended or repealed by Resolution of the City Council. SECTION 4. Budget Allocation. The City Council does hereby appropriate an amount of monev sufficient to fund these salary adiustments and benefits for the life of this Resolution. SECTION 5. The effective date of this Resolution is April 1, 1996. SECTION 6. The City Clerk shall certify to the adoption of this Resolution. APPROVED AND ADOPTED this 2nd day of July, 1996. ATTEST: "=tity Clerk I HEREBY CERTIFY that the foregoing resolution was duly adopted by the City Council on the 2nd day of July, 1996. AYES: COUNCILMEMBERS: Herfert, Manners, McFadden, Wong, Touhey NOES: COUNCILMEMBERS: None 40 ABSENT: COUNCELMEMBERS: None ABSTAIN: COUNCILMEMBERS: None APPROVED AS TO FORM: • �0..QA4�C-�i� �i.. 1C14COYl City Attorney V � City Clerk?' m:wp\w\=dconfp,d.ec 0 CITY OF WEST COVINA EMPLOYEE CLASSIFICATIONS AND SALARY RANGES MII)-MANAGEMENT ASSOCIATION APRIL 1, 1996 CLASSIFICATION RANGE Accounting Manager 3962 - 5349 Administrative Analyst I 2657 - 3587 Administrative Analyst 11 3050 - 4118 Building Official 4257 - 5747 Civil Engineering Associate 3552 - 4795 Controller 4559 - 6155 Equipment Maintenance Supervisor 3169 - 4278 Human Services Program Administrator 3568 - 4817 Maintenance Operations Manager 4257 - 5747 Park Maintenance Supervisor 3106 - 4193 Personnel Analyst I 2657 - 3587 Personnel Analyst R 2904 - 3921 Police Records Supervisor 3266 - 4409 Principal Engineer 4257 - 5747 Principal Planner 3784 - 5108 Recreation Supervisor II 2958 - 3993 Redevelopment Project Manager 3784 - 5108 Risk Manager 3673 - 4958 Senior Building Inspector 3374 - 4555 Senior Citizens Services Supervisor 2958 - 3993 Senior Code Enforcement Officer 3180 - 4292 Senior Planner 3419 - 4615 Senior Redevelopment Project Manager 4163 - 5620 Street Maintenance Supervisor 3106 - 4193 Superintendent of Recreation and 4092 - 5524 Community Services Water Maintenance Supervisor 3106 - 4193 APPENDIX 'A' =:wp\cc\midcaofpsd.cc APPENDIX "B" • CITY OF WEST COVINA EMPLOYEE CLASSIFICATIONS AND SALARY RANGES CONFIDENTIAVEXEMPT ASSOCIATION APRIL 1, 1996 CLASSIFICATION RANGE Accountant 3013 - 4068 Accounting Technician 2189 - 2956 Administrative Aide 2227 - 3006 Community Television Producer 2720 - 3672 Criminal Justice Research Analyst I 2743 - 3703 Criminal Justice Research Analyst H 3149 - 4250 Departmental Aide 2569 - 3468 Department Secretary 2263 - 3055 Operations Analyst 2743 - 3702 Programmer Analyst I 3579 - 4831 Programmer Analyst II 3847 - 5193 Purchasing Assistant 2187 - 2953 Reprographics Supervisor 2743 - 3702 Revenue Services Supervisor 3013 - 4067 Secretary II 2094 - 2827 Secretary to City Manager 2755 - 3719 =:WPi«1MiaCUrdP$a.« APPENDIX "C" CITY OF WEST COVINA EMPLOYEE CLASSIFICATIONS AND SALARY RANGES PUBLIC SAFETY DISPATCHERS' ASSOCIATION 40 APRIL 1, 1996 CLASSIFICATION Public Safety Dispatcher Senior Communications Operator RANGE 2332 - 2835 2767 - 3363 m:wpkcNmidcodped.= EXHIBIT "A" to MEMORANDUM OF UNDERSTANDING BETWEEN REPRESENTATIVES OF FOR THE CITY OF WEST COVINA WEST COVINA MID -MANAGEMENT EMPLOYEES' ASSOCIATION APRIL 1, 1996 THROUGH JUNE 301 1997 mw&: midmgt%.mw 6-20-96 TABLE OF CONTENTS PAGE NO. SECTION 1. SALARY ...................................... SECTION 2. RETIREMENT .................................. SECTION 3. MEDICAL AND DENTAL INSURANCE BENEFIT........ SECTION 4. RETIREE HEALTH BENEFIT ..................... SECTION S. DEFERRED COMPENSATION ...................... SECTION 6. WORK RELATED DISABILITY COVERAGE ........... SECTION 7. LIFE INSURANCE .............................. SECTION S. LONG TERM DISABILITY INSURANCE ............. SECTION 9. VACATION .................................... SECTION 10. SICR LEAVE .................................. SECTION 11. ADMINISTRATIVE LEAVE ........................ SECTION 12. BEREAVEMENT LEAVE ........................... SECTION 13. HOLIDAYS .................................... SECTION 14. PERSONAL LEAVE .............................. SECTION 15. JURY DUTY ................................... SECTION 16. TUITION REIMBURSEMENT ....................... SECTION 17. GRIEVANCE PROCEDURE ......................... SECTION 18. DISCIPLINARY PROCESS ........................ SECTION 19. EMPLOYEE AND EMPLOYER RIGHTS ................ SECTION 20. OTHER PROVISIONS NOT COVERED HERE........... SECTION 21. NOTICE OF FUTURE MEET AND CONFER............ SECTION 22. SEVERABILITY................................ SECTION 23. TERM ........................................ 1 1 2 2 2 2 3 3 3 5 6 6 7 7 7 7 8 8 8 8 8 9 9 m:wpXm - midmgft.m 6-20-96 to MEMORANDUM OF UNDERSTANDING BETWEEN THE REPRESENTATIVES OF MANAGEMENT FOR THE CITY OF WEST COVINA AND WEST COVINA MID -MANAGEMENT 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 Mid -Management 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 April 1, 1996, and continuing through the term of the MOU. THEREFORE, the representatives of the City and the Association agree as follows: SECTION 1. SALARY A salary increase of 5% shall be provided effective April 1, 1996. 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: 1 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 49 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. SECTION 4. RETIREE HEALTH BENEFIT Provided that employees represented by the Mid -Management 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. DEFERRED COMPENSATION The City shall contribute $150.00 per month to a deferred compensation program. Employees may apply the City's contribution as needed to offset the cost of excess health or dental premiums. 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 California based =w&m: mWmgft.m &20-96 2 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 $100,000. SECTION S. LONG TERM DISABILITY INSURANCto E The City shall provide a long term disability program which provides sixty percent (60%) of the employee's gross salary up to 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 Pay Period Accruals 1-12 3.08 240 13-108 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 12 months of service, and at the completion of one year of service 40 additional hours vacation shall be granted; from 13 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, mwp\�: mlamgft. &20-96 3 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 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, 40 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 employees 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. E m:wp%mw: midmr%.m 6-2496 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. For each pay period of service in which the employee has worked or has been paid for one- half or more of the actual number of working hours of such a pay period, he/she shall continue to accrue sick leave. 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 Any employee who is reinstated under the provisions of the Personnel Rules 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. 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 m:wpXm nadmgl96.m 6.2096 5 the program, but in no case shall the aggregate of such amount(s) exceed that provided by the policy. D. Sick Leave Pay -Off Upon Termination Employees upon termination of continuous service, other than by discharge, shall be paid for one third of all sick leave toaccrued to the time of such termination at current compensation when employed with the City over three years to a maximum of 400 hours. E. 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. F. 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. ADMINISTRATIVE LEAVE A minimum of 56 hours per year of administrative leave based upon date of hire into a mid -management position is granted to employees. Additional administrative leave based upon annual vacation accruals may be granted at the discretion of the department head. Such additional leave time shall be calculated at the rate of twenty-five percent of an employee's annual vacation accrual as of January 1 of each year. The use of administrative leave is to be in accordance with current administrative guidelines approved by the City Manager. SECTION 12. 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, mwp\m : midmgl%.m 6.2696 6 or sister. The program is supplemental to the current sick leave program. SECTION 13. 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 14. PERSONAL LEAVE (FLOATING; HOLIDAYS) Employees are entitled to 40 hours per calendar year as personal leave time which is available for use subject to the approval of the department head or 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 may not be carried over into the next calendar year nor may the hourly equivalent be paid in lieu of time off. 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. SECTION 16. TUITION REIMSDRSEMENT It is understood that the annual maximum tuition reimbursement shall be $1130, including books. =wp%mm: midmg%. &20-96 7 SECTION 17. GRIEVANCE PROCEDURE Refer to Personnel Rule XV, Grievance and Comvlaint Procedure, Sections 15.1 - 15.6. SECTION 18. DISCIPLINARY PROCESS Refer to Personnel Rule XIV, Disciplinary Actions, Sections 14.1 - 14.4. SECTION 19. 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 20. 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 21. 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. mwp\mw: mWmgM.m 6-2496 -8 SECTION 22. 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 toMOU 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 23. TERM This MOU shall remain in full force and effect until midnight, June 30, 1997. WEST COVINA MID —MANAGEMENT MANAGEMENT REPRESENTATIVES EMPLOYEES' ASSOCIATION OF THE CITY OF WEST COVINA BYwau� �Gittce�rth Me UNIFUIN ON W% 9,1I APPROVED AS TO FORM: 6 C(a a, Ax_sY.e` 1U. (Xx GY1 CITY ATTORNEY e BY 0 BY BY 9 mwp\m mklmgM.m 620-96 EXHIBIT "B" to MEMORANDUM OF UNDERSTANDING BETWEEN REPRESENTATIVES OF MANAGEMENT FOR THE CITY OF WEST COVINA AND WEST COVINA CONFIDENTIAL/EXEMPT EMPLOYEES' ASSOCIATION APRIL 1, 1996 THROUGH JUNE 30, 1997 SECTION 1. SECTION 2. 40 SECTION 3. SECTION 4. SECTION S. SECTION 6. SECTION 7. SECTION S. SECTION 9. SECTION 10. SECTION 11. SECTION 12. SECTION 13. SECTION 14. SECTION 15. SECTION 16. TABLE OF CONTENTS PAGE NO, SALARY ...................................... 1 RETIREMENT .................................. 1 MEDICAL AND DENTAL INSURANCE BENEFIT........ 2 RETIREE HEALTH BENEFIT ..................... 2 DEFERRED COMPENSATION ...................... 2 WORK RELATED DISABILITY COVERAGE ........... 2 LIFEINSURANCE .............................. 3 STATE DISABILITY INSURANCE .................. 3 LONG TERM DISABILITY INSURANCE .............. 3 VACATION .................................... 3 SICK LEAVE .................................. 5 ADMINISTRATIVE LEAVE ........................ 6 LEAVE ........................... 7 HOLIDAYS.................................... PERSONAL LEAVE .............................. JURY DUTY ................................... SECTION 17. TUITION REIMBURSEMENT ....................... SECTION 18. GRIEVANCE PROCEDURE ......................... SECTION 19. DISCIPLINARY PROCESS ........................ SECTION 20. DISABILITY DISCRIMINATION ................... SECTION 21. EMPLOYEE AND EMPLOYER RIGHTS ................ SECTION 22. OTHER PROVISIONS NOT COVERED HERE........... SECTION 23. ASSOCIATION BUSINESS ....................... SECTION 24. NOTICE OF FUTURE MEET AND CONFER............ SECTION 25. SEVERABILITY................................ SECTION26. TERM ........................................ 7 7 7 8 8 8 8 9 10 10 10 10 11 a:wpkm : cmf%.m 6.21-96 a MEMORANDUM OF UNDERSTANDING BETWEEN THE REPRESENTATIVES OF MANAGEMENT FOR THE CITY OF WEST COVINA AND WEST COVINA CONFIDENTIAL/EXEMPT 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 Confidential/Exempt 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 April 1, 1996, (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 I. SALARY A salary increase of 5% shall be provided effective April 1, 1996. 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: m px�- c=M.� 621-% 1 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. C. Basic 1959 Survivor Benefit 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. SECTION 4. RETIREE HEALTH BENEFIT Provided that employees represented by the Confidential/Exempt 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 S. DEFERRED COMPENSATION The City shall contribute $100.00 per month to a deferred compensation program. The employee may select the Deferred Compensation vendor from a list provided by the City. Employees may apply the City's contribution as needed to purchase medical, dental, or life insurance. 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 mwp\m : cun156. 6-21-96 2 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 California based upon such disability. When and while applicable, this section shall supersede the provisions of the Grievance Procedure. An appeal process is available whereby employees may request reinstatement of sick leave hours used to cover time off due to a work related injury. SECTION 7. LIFE INSURANCE The City shall provide a term life insurance policy in the amount of $50,000. Additional insurance may be purchased by the employee at their expense to a maximum of $75,000 without providing additional certification of insurability. SECTION S. STATE DISABILITY INSURANCE The City agrees to make available, at the employee's expense, SDI as provided through the State of California. SECTION 9. 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 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 10. 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 Pay 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 =:wp\ma: conM.� 6-21-% 3 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; upon completion of the first 60 months of service, an additional 40 hours will be given; 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 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 =:wpXm : cm196.m 6-21-96 4 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. SECTION 11. SICR 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 pay period of service in which the employee has worked or has been paid for one-half or more of the actual number of working hours of a pay period, he/she shall continue to accrue sick leave. 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 Any employee who is reinstated under the provisions of the Personnel Rules 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. 5 m:wp\m . cmf%.m 6-21-96 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. D. Sick Leave Pay -Off Upon Termination Employees upon termination of continuous service, other than by discharge, shall be paid for one third of all sick leave accrued to the time of such termination at current compensation when employed with the City over three years to a maximum of 400 hours. E. 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. F. 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 12. ADMINISTRATIVE LEAVE Up to a maximum of 56 hours per year of administrative leave based upon date of hire into a Confidential/Exempt position is granted to employees. The use of administrative leave is to be in accordance with current administrative guidelines approved by the City Manager. 0 =w&ou: canM.m 6-21-96 SECTION 13. 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, sister, mother-in-law and father-in-law. The program is supplemental to the current sick leave program. SECTION 14. 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. When the holiday falls on a Sunday, the following Monday shall be deemed to be the holiday. When a holiday falls on a Saturday, the preceding Friday shall be deemed the holiday. When a holiday falls on a regularly scheduled day off, the employee shall be entitled to eight hours of straight time compensation for the holiday. The employee may elect to receive that compensation either as compensatory time or pay. SECTION 13. PERSONAL LEAVE Employees are entitled to 40 hours per calendar year as personal leave time which is available for use subject to the approval of the department head or 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 may not be carried over into the next calendar year nor may the hourly equivalent be paid in lieu of time off. Upon separation from employment, employee shall be paid for unused personal leave on the basis of 1.54 hours per pay period worked. The same formula shall be utilized to determine time owed the City if more time was utilized than would have accrued to the date of termination. SECTION 26. 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 =wpxsm: emf%.m 621-96 7 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. SECTION 17. TUITION REIMBURSEMENT It is understood that the annual maximum tuition reimbursement shall be $1130, including books. SECTION 18. GRIEVANCE PROCEDURE Refer to Personnel Rule XV, Grievance and Complaint Procedure, Sections 15.1 - 15.6. SECTION 19. DISCIPLINARY PROCESS Refer to Personnel Rule XIV, Disciplinary Actions, Sections 14.1 - 14.4. SECTION 20. 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 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 Disability Act (ADA) requires accommodation for individuals on a case by case basis. Prior to the City providing an accommodation 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. =Wpx C=W� 621-96 8 The City has a legal obligation to meet with individual employees as necessary to discuss possible accommodations before any adjustments are made to working conditions. The Association shall be notified prior to the implementation of proposed accommodations which affect 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 in any grievance process. No employee shall hold any position in a class where said employee poses a risk to the health or safety of the individual or others. SECTION 21. 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. All rights, privileges, and working conditions within the scope of the 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. Should the City consider contracting out any bargaining unit work that may result in the loss of employment of any member, it =:wpm : coW%.m 6-21-96 9 shall notify the Association of its intent and meet and confer in good faith prior to the implementation. SECTION 22. 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 23. ASSOCIATION BUSINESS A. Use of Facilities Official Association meetings involving Association members may be held in City facilities upon prior notification of City management. B. Time off for Association Business The City shall grant to Association Board Members and/or Meet and Confer Team Members reasonable time off with pay to conduct Association business. SECTION 24. 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. SECTION 25. 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. 10 mwpXm : oonM.m 6-21-96 SECTION 26. TERM This MOU shall remain in full force and effect until midnight, June 30, 1997. WEST COVINA CONFIDENTIAL/EXEMPT EMPLOYEES' ASSOCIATION — //, DATE APPROVED AS TO FORM: &t�00-c 4. ovic()-i CITY ATTORNEY MANAGEMENT REPRESENTATIVES OF THE CITY OF WEST COVINA BY BY BY 11 mwp�mm: coof%.m 6-21-96 L EXHIBIT "C" BETWEEN REPRESENTATIVES OF FOR THE CITY OF WEST COVINA LE WEST COVINA PUBLIC SAFETY DISPATCHERS' ASSOCIATION APRIL 1, 1996 THROUGH DUNE 30, 1997 TABLE OF CONTENTS PAGE NO. SECTION 1. SALARY ...................................... 1 SECTION 2. HEALTH AND DENTAL .......................... 1 SECTION 3. RETIREE HEALTH COVERAGE .................... 1 SECTION 4. UNIFORM ALLOWANCE .......................... 2 SECTION S. COURT STANDBY .......................... 2 SECTION 6. COMPENSATORY TIME OVERTIME ............. 2 SECTION7. VACATION USE ............................... 2 SECTION S. HOLIDAYS ................................... 3 SECTION 9. HOLIDAY COMPENSATORY TIME .................. 3 SECTION 10. BEREAVEMENT LEAVE .......................... 3 SECTION 11. WORK RELATED DISABILITY LEAVE .............. 3 SECTION 12. DISABILITY DISCRIMINATION .................. 4 SECTION 13. OTHER PROVISIONS NOT COVERED HERE .......... 4 SECTION 14. NOTICE OF FUTURE MEET AND CONFER .......... 5 SECTION 15. SEVERABILITY ............................... 5 SECTION 16. TERM ....................................... 5 mmplmou\dop%.0 MEMORANDUM OF BETWEEN THE REPRESENTATIVES OF MANAGEMENT FOR THE CITY OF WEST COVINA AND WEST COVINA PUBLIC SAFETY DISPATCHERS' ASSOCIATION# FOR THE PERIOD BEGINNING APRIL 1, 19960 AND ENDING JUNE 30, 1996. toPREAMBLE In the interest of maintaining harmonious and stable relationships between the City of West Covina and employees represented by the West Covina Public Safety Dispatchers' Association (hereinafter referred to as the "Association"), representatives of management for the City of West Covina (hereinafter referred to as "Management") 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 Association and Management have reached an understanding as to certain recommendations to be made to the City Council for the City of West Covina regarding changes in wages, hours, benefits, and other terms and conditions. Therefore, Management and the Association agree as follows: SECTION 1. SALARY Effective April 1, 1996, employees shall be provided a salary adjustment of five percent (5%). SECTION 2. HEALTH AND DENTAL 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. City shall provide up to $20 per month to offset the cost of dental insurance. SECTION 3. RETIREE HEALTH COVERAGE Provided that members of the Association participate in the Public Employees' Medical and Hospital Care Act (PERS Health Plan), $16.00 a month per eligible retiree will be contributed towards the payment of premium for retiree insurance under the Program. 1 wmpl�uk&p%.� SECTION 4. UNIFORM ALLOWANCE The uniform allowance rate for employees required to wear uniforms will be $325.00 per year. Such allowance shall be paid in the month of January of each year on a date determined most practical by the Payroll Section. SECTION S. COURT STANDBY Court Standby pay as covered in Section 3.15 A.2 of the Personnel Rules shall be $35 per occurrence. SECTION 6. COMPENSATORY TIME OVERTIME Employees will be allowed the option of receiving either pay or compensatory time for all overtime worked, without such option being tied to sick leave usage. A maximum of 144 hours of overtime compensatory time and holiday compensatory time may be accrued. SECTION 7. VACATION USE 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 Month Accruals 1-60 6.67 240 61-108 10.00 280 109-120 10.67 288 121-132 11.33 296 133-144 12.00 304 145-156 12.67 312 157+ 13.33 320 Employees shall not be allowed to accrue vacation leave beyond the stated maximums. No employee shall lose earned vacation leave because of work urgency. Work urgency is defined as the department's need to have the employee at work to perform duty assignments for a specified period of time. If an employee has reached the maximum allowed unused balance and is unable to take vacation leave due to work urgency, industrial injury, extended medical leave, special or pre -scheduled leave as m:wp\moal�ep%.mou 2 authorized by the appointing authority, the Personnel Director will approve a waiver of the maximum allowed unused balance for a period not to exceed six months per fiscal year. SECTION 8. HOLIDAYS The City will recognize the following days as official City fixed holidays for Association members: 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. In addition, 40 floating personal leave hours per year shall be available to Association members. SECTION 9. HOLIDAY COMPENSATORY TIME Employees who work on a fixed holiday shall accrue holiday compensatory time based upon the following hours worked: 1. Minimum 4 hours to 7.99 hours to accrue 4 hours compensating time off. 2. Over 8 hours to accrue 8 hours compensating time off. Such time shall be accounted for separately from overtime compensatory time but shall be included in the maximum of 144 hours allowed for all compensatory time. SECTION 10. BEREAVEMENT LEAVE 40 hours of bereavement leave per calendar year shall be available to Association members in the event of the death of an employee's grandparent, parent, spouse, child, stepchild, brother, sister, mother-in-law or father-in-law. Such leave is supplemental to sick leave. SECTION 11. WORK RELATED DISABILITY LEAVE 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, being considered as and credited to salary for this purpose, for the period of such disability but not exceeding six months. After six months, employees so disabled are eligible to apply for long term disability through an insurance plan provided by the City. Temporary disability payments, SDI, and other benefits to which the employee may be mmpkm.lds.p%.w 3 entitled, can be integrated with the long term disability benefits for the length of the disability period as substantiated by physician documentation. The City will provide the difference between benefits received and full salary for up to one year if the amount received is less than what would equal full salary. SECTION 12. DISABILITY DISCRIMINATION 1. The City's policy shall be to make such efforts as are consistent with federal, state and the provisions of these rules, to place physically or mentally disabled employees in such positions as can be made available in the City service where such disabilities will not affect the performance of duties. This policy will extend to all terms, conditions, and privileges of employment. The Americans' With Disabilities Act (ADA) requires accommodation for disabled individuals on a case by case basis. Prior to the City providing an accommodation which would be contrary to Rules or 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 affect 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. 2. 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. SECTION 13. OTHER PROVISIONS NOT COVERED HERE It is understood that all other items relating to employee salaries and benefits not covered in this Memorandum are covered by existing ordinances, resolutions, and policies of the City Council, as well as the Personnel Rules and Regulations presently in effect. =mP\=U\&P%.m 4 SECTION 14. NOTICE OF FUTURE MEET AND CONFER If the Association desires to meet and confer with Management 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 June 30, 1997, the Association shall serve upon the City Manager a written request to meet and confer no later than February 1, 1997. SECTION 15. .. SEVERABILITY ' It is understood and agreed that this Memorandum of Understanding 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 Memorandum of Understanding 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 any tribunal of competent jurisdiction, such part or provision shall be suspended and superseded by such applicable laws and regulations and the remainder of this Memorandum of Understanding shall not be affected thereby and shall remain in full force and effect. SECTION 16. This Memorandum of Understanding shall remain in full force and effect until midnight, June 3011997. WEST COVINA PUBLIC SAFETY DISPATCHERS' ASSOCIATION DATE - Q6� z Z2 ?e APPRO AS TO FORM: (9JAaJX94�, 'd • Ot� 2,-) —� CITY ATTORNEY MANAGEMENT REPRESENTATIVES OF THE CITY OF WEST/COVINA BY BY BY wwpll lft%.mo 5