Resolution - 9363RESOLUTION NO. 9363
•
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF WEST COVINA,
CALIFORNIA AMENDING RESOLUTION NO.7223, RELATING TO
CLASSIFICATION AND COMPENSATION OF POSITIONS AS AMENDED;
AND FIXING COMPENSATION IN CLASSES REPRESENTED BY THE WEST
COVINA FIREFIGHTERS' ASSOCIATION, I.A.F.F., LOCAL 3226.
WHEREAS, the City of West Covina has met and conferred with the West Covina Firefighters' Association
(hereinafter Firefighters' Association); and
WHEREAS, the City and the Firefighters' Association have agreed upon certain changes to salary and
memorialized certain benefits and working conditions in agreed upon Memoranda of Understanding (MOUs); and
. WHEREAS, said MOUs cover salary, benefits and working conditions in one MOU covering fire safety
employees and a separate MOU covering the position of Fire Marshal; and
WHEREAS, the MOUs have been referred to the City Council;
NOW, THEREFORE, the City Council of the City of West Covina does hereby resolve as follows:
SECTION 1. SW.=. Effective April 1, 1996, the City shall provide a four and one-half percent (4.5%)
salary increase to employees in the classifications of Firefighter, Firefighter/Paramedic, Engineer and Captain.
Effective June 29, 1996, the classification of Fire Marshal shall be provided a four percent (4%) salary increase.
New salary ranges are as shown in Appendix "A" and Appendix "B" of this Resolution.
SECTION 2. Other changes to terms and conditions of employment are detailed in the agreed upon MOUs
as shown in Exhibit "A' for the fire safety employees and Exhibit "B" for the Fire Marshal.
SECTION 3. Where provisions of.the MOU are inconsistent with existing Personnel Rules, the MOU shall
govern.
SECTION 4. Budget Allocation. The City Council does hereby appropriate an amount of money sufficient
to fund the benefit changes for the life of this Resolution.
SECTION 5. The remaining provisions of Resolution 7223, as amended, shall remain in full force and
effect until amended or repealed by Resolution of the City Council.
SECTION 6. The City Clerk shall certify to the adoption of this Resolution.
APPROVED AND ADOPTED THIS 6TH DAY OF AUGUST, 1996.
• � C
ti
Mayor
ATTEST:
U
City Clerk
I HEREBY CERTIFY that the foregoing resolution was duly adopted by the City Council on the 6th day of August,
1996.
AYES: COUNCILMEMBERS:
NOES: COUNCILMEMBERS:
ABSENT: COUNCILMEM 3ERS:
ABSTAIN: COUNCILMEMBERS:
APPROVED AS TO FORM:
Herfert, Manners, McFadden, Wong, Touhey
None
.None
None
f
City Clerk
wmd:fir m .m 7-29-96
0
CITY OF WEST COVINA
EMPLOYEE CLASSIFICATIONS AND SALARY RANGES
WEST COVINA FIREHZGHTERS' ASSOCIATION
APRIL 1,1996
CLASSIFICATION RA GE
Firefighter 3191- 3880
Firefighter/Paramedic 3720 - 4521
Engineer 3720 - 4521
Captain 4350 - 5287
woid:fiie .w 7-29-96
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APPENDIX "B"
CITY OF WEST COVINA
EMPLOYEE CLASSIFICATION AND SALARY RANGE
JUNE 29,1996
CLASSIFICATION RANGE
Fire Marshal 4564 - 6161
wad:fire .w 7-29-96
EXHIBIT "A"
40 MEMORANDUM OF UNDERSTANDING
BETWEEN
REPRESENTATIVES OF
MANAGEMENT FOR THE CITY OF WEST COVINA
WEST COVINA FIREFIGHTERS' ASSOCIATION, I.A.F.F., LOCAL 3226
AUGUST 6, 1996 THROUGH JUNE 30, 1997
cn:fi=ou.796
cr
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TABLE OF CONTENTS
PAGE NO.
SECTION
1.
RECOGNITION/REPRESENTATION UNIT .
. . . . . . .
. 1
SECTION
2.
SCOPE AND PREVAILING RIGHTS . . .
. . . . . . .
. 2
SECTION
3.
TERM OF MEMORANDUM OF UNDERSTANDING
. . . . . .
. 3
SECTION
4.
STATE AND FEDERAL OBLIGATIONS, SEPARABILITY . .
. 3
SECTION
S.
SALARY ADJUSTMENTS . . . . . . . .
. . . . . . .
. 4
SECTION
6.
RETIREMENT . . . . . . . . . . . .
. . . . . . .
. 4
SECTION
7.
HEALTH AND DENTAL . . . . . . . .
. . . . . . .
. 4
SECTION
S.
RETIREE HEALTH BENEFITS . . . . .
. . . . . . .
. 5
SECTION
9.
UNIFORM ALLOWANCE . . . . . . . .
. . . . . . .
. 5
SECTION
10.
MILEAGE AND EXPENSE REIMBURSEMENT
. . . . . . .
. 5
SECTION
11.
MANNING POLICY . . . . . . . . . .
. . . . . . .
. 5
SECTION
12.
ACTING TEMPORARY AND RANK FOR RANK
COVERAGE . .
. 6
SECTION13.
RESIDENCY . . . . . . . . . . . .
. . . . . . .
. 6
SECTION
14.
JURY DUTY . . . . . . . . . . . .
. . . . . . .
. 6
SECTION
15.
USE OF FACILITIES . . . . . . . .
. . . . . . .
. 6
SECTION
16.
SICK LEAVE . . . . . . . . . . . .
. . . . . . .
. 7
SECTION
17.
BEREAVEMENT LEAVE . . . . . . . .
. . . . . . .
. 8
SECTION
18.
HOLIDAYS . . . . . . . . . . .
. . . . . . .
. 8
SECTION
19.
MINIMUM CALLBACK . . . . . . . . .
. . . . . . .
. 8
SECTION
20.
REQUIRED HOLD OVER AND CALLBACK .
. . . . . . .
. 8
SECTION
21.
EDUCATIONAL LEAVE . . . . . . . .
. . . . . . .
.8
SECTION
22.
TRANSFER AND BID SYSTEM . . . . .
. . . . . . .
.9
SECTION
23.
HANDBOOK . . . . . . . . . . . . .
. . . . . . .
11
SECTION
24.
OVERTIME POLICY . . . . . . . . .
. . . . . . .
12
SECTION
25.
GRIEVANCE PROCEDURE . . . . . . .
. . .
20
SECTION
26.
HAIR STANDARDS . . . . . . . . . .
. . . . . . .
20
SECTION
27.
PAYROLL DEDUCTIONS . . . . . . . .
. . . . . . .
21
SECTION
28.
LAYOFF POLICY AND PROCEDURE . . .
. . . . . . .
21
SECTION
29.
DISABILITY DISCRIMINATION . . . .
. . . . . . .
21
SECTION
30.
MISCELLANEOUS LEAVES OF ABSENCE .
. . . . . . .
22
SECTION
31.
SAFETY EQUIPMENT . . . . . . . . .
. . . . . . .
22
SECTION
32.
NOTICE OF FUTURE MEET AND CONFER .
. . . . . . .
22
MEMORANDUM OF UNDERSTANDING
BETWEEN THE REPRESENTATIVES OF
MANAGEMENT FOR THE CITY OF WEST COVINA
AND WEST COVINA FIREFIGHTERS' ASSOCIATION
LOCAL #3226, I.A.F.F., AFL-CIO-CLC
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 Firefighters'
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.
SECTION 1. RECOGNITION/REPRESENTATION UNIT
The City hereby recognizes the West Covina Firefighters'
Association Local #3226, I.A.F.F., 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 Firefighters, Firefighter/Paramedics, Engineers, and
Captains, 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.
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SECTION 2. 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 except as stated herein, this agreement does
not in any manner abridge, modify or restrict the
rights and prerogatives of the employees and the City
as set forth in the West Covina Municipal Code. It is
understood that these rights and prerogatives of the
City include but are not limited to determinations as
to levels of service, manning requirements, work
schedules, overtime assignments and approval, number
and location of work stations, nature of work
performed, contracting for any work for operations,
employee performance standards, including but not
limited to quality and quantity standards 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
Association 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.
cn:r=mo .796
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•
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 -thy 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.
SECTION 3. TERM OF MEMORANDUM OF UNDERSTANDING
This Memorandum of Understanding shall remain in full force
and effect from the date of approval by the City Council through
midnight June 30, 1997. Terms and conditions of the Memorandum
of Understanding shall continue, unless changed, by completion of
the meet and confer process.
SECTION 4. STATE AND FEDERAL OBLIGATIONS. SEPARABILITY
A. State and Federal Obligations - This Memorandum
shall not in any way interfere with the obligation of
the parties hereto to comply with State and Federal law
or any rule, legislation, regulation or order issued by
such government authority pertaining to matters covered
herein.
B. Separability - If any provision of this Memorandum
or the application of this Memorandum should be
rendered or declared invalid by any court action or by
reason of any existing, pending, or subsequently .
enacted legislation, the remaining parts or portions of
this Memorandum shall remain in full force and effect,
and the parties shall meet and confer with regard to
replacement or modification of the invalidated portions
and the impact of the invalidation on the bargaining
unit.
mfi=w.796
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SECTION S. SALARY ADJUSTMENTS
A. Preamble - In an effort to achieve salaries which
are competitive in the market, the City and the
Association agree to work cooperatively to determine
sources of additional revenue, areas of cost savings,
and new methods of providing quality services to the
community. Participation by the employees shall play a
significant role in achieving departmental goals and
maintaining a high level of productivity.
B. Salary Adjustments - A four and one-half percent
(4.5%) salary adjustment shall be provided to the
classifications covered by this agreement effective
April 1, 1996.
SECTION 6. RETIREMENT
A. Public Employees Retirement System - The City's
contract with the State of California Public Employees'
Retirement System shall provide the following:
1. Increased level of 1959 survivors benefit.
(Section 21382.2)
2. Credit for unused sick leave. (Section 20862.8)
3. Two percent (2%) at age fifty (50) formula.
(Section 21252.01)
4. One-half (1/2) pay continuance. (Section 21263)
(Post Retirement Survivor)
5. One year final compensation. (Section 21367.53)
6. Retiree death benefit $600. (Section 21367.53)
7. PERS members contribution
The City shall pay the normal members
contribution (9% of salary) required under
the Public Employee's Retirement System.
8. Military service credit as public service.
(Section 20930.3)
SECTION 7. HEALTH AND DENTAL
The city shall provide $435 per month to offset the employee
cost of health insurance. The amount specified for PERS Health
Plan coverage shall be $70 per month per active employee. The
City shall provide up to $20 per month to offset the cost of
dental insurance.
oo:r�w.79e
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In the event that the City's contribution exceeds the
monthly premium for the covered employee, said employee shall be
entitled to apply this excess (difference between the City's
monthly contribution and the premium for the employee's selected
health plan) towards dependent health insurance, life insurance,
dental insurance, or deferred compensation.
SECTION 8. RETIREE HEALTH BENEFITS
The City shall provide $70 per month towards the PERS health
insurance premium for each retiree.
SECTION 9. UNIFORM ALLOWANCE
The City shall provide a uniform allowance of $350 per year
to each employee. Each employee shall be provided two (2) pairs
of pants made from nomex material. Effective January 1, 1997,
the nomex pants shall be the only authorized work uniform pants.
SECTION 10. MILEAGE 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.
SECTION 11. MANNING POLICY
The City will maintain a minimum staffing of Companies and
Units as follows:
1. Three-man engine companies (1 Captain, 1 Engineer,
1 Firefighter) ..
2. Four -man truck companies (1 Captain, 1 Engineer, 2
Firefighters)
3. Two -man Paramedic rescues (2 Paramedics)
a. Each Paramedic rescue unit will be assigned
three (3) certified Paramedic/Firefighters,
one of which will rotate on and off of a
designated engine and/or truck company.
b. For purposes of relief, one of the Paramedics
assigned to the engine and/or truck company
may be replaced by either a Firefighter or a
Firefighter/Paramedic.
co:r�w.796
5
SECTION 12. ACTING TEMPORARY AND RANK FOR RANK COVERAGE
Acting temporary and rank for rank coverage provisions shall
be changed to delete the following:
"Exception: In the event an individual shall be off duty
creating a documented extended absence, extended defined as
a period greater than 30 consecutive days in acting or
temporary assignment, may be made to fill this absence
starting with the first shift after documentation."
"Exception: In the event of short time, temporary absences
such as an officer's meeting."
SECTION 13. RESIDENCY
The City does not presently intend to establish any type of
residency requirements for any employee covered in this MOU
Should the City, in the future, consider proposing any residency
requirement, it shall notify the Association of its intent and
meet and confer prior to the implementation (whether by agreement
or upon impasse) of such a requirement. Among the subject to be
addressed in the meeting and conferring process will be the
grandfathering of current employees.
SECTION 14. JURY DUTY
Personnel Rules Section 10.27, Jury, Witness leave shall be
changed according to the following: Number 3: 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.
SECTION 15. USE OF FACILITIES
official Association meetings involving Association members
may be held in City facilities upon prior approval of City
management and the meetings shall be private.
cn:fir w.796
6
SECTION 16. SICK LEAVE
Use
of leave for reasons of illness or injury shall be
administered in accordance with City Personnel Rule X,
Section
10.21, except as noted by exception as follows:
A.
Allowance/Accumulation - Fire Department employees
working on the platoon system 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.
Proof of Illness or Iniury - In the Fire
Department, the Department Head may require evidence in
the form of a physician's certificate or written
statement, as to the adequacy of the reason for any
Fire employee's absence of three (3) or more
consecutive shifts for which sick leave was requested.
A failure to supply or provide said certificate shall
be grounds for denial of sick leave pay and the
imposition of such disciplinary action as may be deemed
appropriate.
C.
Immediate Family - No more than three shifts for
fire platoon employees 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 three shifts for fire platoon
employees of sick leave within any calendar year may be
granted to an employee for each absence due to death of
his/her immediate family. The phrase "immediate
family" is construed to mean 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 officer or employee.
D.
Sick Leave on Termination - Employees upon
termination of continuous service, other than by .
discharge, shall be paid for 50 percent of all sick
leave accrued between 480 hours and 1200 hours. The
maximum total payoff would be the equivalent of 360
hours at full pay.
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7
SECTION 17. BEREAVEMENT LEAVE
The bereavement leave section of the Personnel Rules,
Section 10.25, shall be amended according to the following:
Three shifts of said leave per calendar year will be available to
a fire platoon shift employee in the event of the death of said
employee parents, spouse, child, step -child, brother or sister
and grandparent. This program is supplemental to the current
sick leave program.
SECTION 18. HOLIDAYS
Holidays shall be granted on the basis of one per month with
no specific date designated to all classifications represented by
this Memorandum. If an employee terminates prior to the
effective date of the traditional holiday, the holiday pay will
be deducted from the final check.
SECTION 19. MINIMUM CALLBACK
Approved overtime for Fire Department employees entitled to
it shall include only hours worked when employees are requested
or required to return to work by their department from off duty,
provided however, that such employees shall receive a minimum of
three hours pay for hours worked of three hours or less.
SECTION 20. REQUIRED HOLD OVER AND CALLBACK
The City reaffirms its right to require - on a mandatory
basis - the hold over of employees or to the calling of employees
back to work during their off -duty time when conditions
necessitate, as determined by the Department Head.
SECTION 21. EDUCATIONAL LEAVE
When assigned by the Fire Chief, employees may be granted
leave with pay for educational purposes to attend conferences,
seminars, briefing sessions or other functions of a similar
nature that are intended to improve, maintain or upgrade the
individual's skills and professional ability.
Training activities are to be organized in the following
categories for the purpose of administration and compensation:
LEVEL I
Activities that the Department requires individuals to attend and
are necessary for the employee to do his/her job.
cn:fv w.796
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The Department will pay registration, per diem, mileage,
lodging, and coverage for the individual's position consistent
with the appropriate City policy. .Overtime will be paid if the
individual is off duty while attending. If the individual is on
duty they shall return to scheduled duty after the activity is
over. When individuals attend multi -day programs that are out of
the local area they will be covered on scheduled work days and
given overtime for the amount of actual hours conducting
Department related activities. One 24 hour shift of work missed
equals two nine (9) hour days of training.
LEVEL II
Activities either published by the Department or those that are
initiated by the employee without being suggested by the
Department.
Attendance requires approval of the Fire Chief.
Administered the same as Level I with the exception that the
individual will not receive overtime pay and if related to
Association business only coverage is provided.
LEVEL III
Classes and work -related seminars that the individual requests
and college -level courses that the individual attends.
The Department will reimburse tuition or registration fees
similar to those for the Tuition Reimbursement Program in the
case of classes or seminars that are not eligible for
reimbursement under the City's Tuition Reimbursement Program with
the approval of the Fire Chief.
SECTION 22. TRANSFER AND BID SYSTEM
Introduction: The following Transfer and Bid System program
will remain in effect during the term of this MOU. If problems
occur during the term of the MOU, the City and the Association
will meet to look at alternative approaches to resolve those
problems. If the problems cannot be worked out to the
satisfaction of both parties, the City will revert back to its
previously effective Transfer and Rotation programs.
cn: fi=w.796
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A. There shall be two types of transfers:
1.
Employee Requested
2.
City Initiated
B. Open
Position Transfer:
1.
When a station assignment has been vacated it may
be filled through the open position transfer
process, which takes into consideration employee
requests.
2.
Notice of vacancies shall be posted on City
bulletin boards.
3.
Any employee desiring to fill a vacant position
must submit a request, in writing, to the City
within seven (7) calendar days of posting of the
notice.
4.
If more than one employee requests to be
transferred to an open position, seniority in rank
shall be considered.
5.
The City shall have the prerogative to grant or
deny a request for transfer.
6.
The transfer request will be approved or denied,
in writing, within fourteen (14) calendar days of
posting.
C. Mutual Agreement Transfers:
1.
Employees of equal rank may request transfers.
2.
Requests for transfers shall be submitted, in
writing, through regular channels to the City.
3.
The City may either grant or deny the request for
transfer.
4.
The request, approved or disapproved, shall be
returned to the employee within fourteen (14)
calendar days of receipt of the request.
D. Annual Bid System:
1.
Station assignments shall be open for bid
according to the following:
a. Fire Captains shall have the option of
bidding for transfer to be effective January
of even -numbered years.
mfsre .796
10
b. Fire Engineers shall have the option of
bidding for transfer each year.
C. Firefighters shall have the opportunity to
bid for transfer each year.
2. All transfer requests shall be processed in
accordance with the following provisions:
a. Consideration shall be given to the employee
desiring to remain in his existing position.
b. All transfer requests shall be submitted to
the City no later than 1700 hours on
December 1 of the year preceding the actual
transfer.
C. If more than one employee bids to the same
station, assignment and seniority in rank
shall be considered.
3. The approval or denial of a request for transfer
shall not be subject to the grievance or appeal
process.
E. City -Initiated Transfers:
1. The City reserves the right to initiate transfer
of personnel to meet the needs of the
organization, taking into consideration concerns
of employees.
F. The decision to transfer, or the denial of a request to
transfer, pursuant to all categories of transfer
mentioned herein shall not be subject to the grievance
procedure or appeal process.
SECTION 23. HANDBOOK
An informational handbook for Fire Department employees will
be developed and updated as legislation, Personnel Rules,
ordinances, and procedures change. Any changes which impact on
wages, benefits, and working conditions are subject to Section 2
of this Memorandum of Understanding.
cnlf' w.796
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SECTION 24. OVERTIME POLICY
A. Scheduled Vacation Defined - Those shifts or
portions of shifts that are chosen at the first of the
year or before the scheduled overtime list is posted or
distributed monthly.
Vacation time shall be taken in 24 hour shifts
until or unless the total banked hours are less than 24
hours, except for one 24 hour shift that may be taken
in two 12 hour periods per calendar year under the
following procedure:
1. The person requesting the time in 12 hour periods
must find their own relief.
2. The date and time that is desired off shall be
posted on HP mail so that each of the other two
shifts will have worked at least one full 24 hour
shift.
3. Persons wanting to work the 12 hours shall respond
by HP mail to the person requesting the time off.
4. There shall be a record kept of the hours taken
off in 12 hour periods and the hours of the people
who worked the overtime.
5. The person with the lowest hours will have the
option of working the 12 hours. If there is_a tie
on hours the time goes to the person with the
highest seniority.
6. It is the responsibility of the person taking the
time off to determine who has the lowest hours.
7. Once the person agrees to work the 12 hours the
paperwork is completed and the hours are logged in
the overtime book. The person is now responsible
to work the time.
8. The person taking the 12 hours off is responsible
for notifying the Station 2 Captain who is working
of the requested time off so it can be logged and
placed on the O.T. calendar.
cn:Firc m.796
12
9. The log shall be kept by a Captain, the hours are
logged at the time of notification of the
overtime, not at the time of the actual O.T.
10. Hours shall be zeroed out at the end of every
year.
Vacations shall not be changed once the list is
40 distributed, unless it is an emergency and it is
approved by staff.
B. Banked Vacation Defined - Those shifts or portions
of shifts that are not scheduled at the first of the
year.
Banked vacation shall not exceed 480 hours.
All vacation days not scheduled in December for
the following year shall be taken on a first come
basis.
If an employee wants a vacation day that has not
been scheduled and the day is available, that employee
can call the Station 2 Captains no later than 1800
hours the day before to have it approved.
Vacation days cannot be canceled after 1800 hours
the day before.
Limitations on the number of people allowed off on
vacation per shift:
3 Captains
3 Engineers
4 Firefighters*
*Two paramedics at a time per shift can be off on
vacation. This will be included in the two firefighter
total.
mfi=m.796
13
C. Sign up Overtime - Overtime shall be handled by
Station 2 Captains. A master book with participating
employee names and hours.of overtime worked or charged
shall be kept available for inspection at Station 2.
A sign up list for overtime shall be kept at all
stations in the Captain's office. To be eligible for
overtime, the employee must be on the list before 1800
hours the day before the overtime.
The employee can sign up as far as a month ahead
or as little as the day before an anticipated overtime.
Calls will go by the lowest hours. If there is a tie
on the lowest hours of people that have signed up, the
person with the most seniority in rank shall be called
first. Coverage shall always be rank for rank.
When placing calls for overtime, if the first
phone call is not answered, a second call will be made
to verify that the correct number was called.
By signing your name on the overtime list, you
must be home or at a fire station on that day between
the hours of 0700 hours and 0800 hours to be called if
needed. An employee can take their name off the list
if they call before 1800 hours the day before.
An employee can call after 1800 hours the day
before and add their name, but they will be called
last, if needed, regardless of their hours. If more
than one person calls after 1800 hours to add their
name on the overtime list, they will be added as calls
are received.
The captain will call each station for sign-ups.
The phone call to fill the vacancy may be made the
night before, however, if the person with the lowest
hours is not contacted the caller must wait until 0700
hours. the next morning and call again.
cn:fl a m.796
14
D. Mandatory Overtime - If more people are needed
than have signed up for overtime, Station 2 Captains
will go to a mandatory call from the master list.
The list will start from the lowest hours to the
highest hours from the master list in the book. The
phone call may be made the night before, however, if
the person with the lowest hours is not contacted the
caller must wait until 0700 hours the next morning and
call again.
Twenty-four hours will be charged to anyone not
answering their phone between 0700 hours and 0800 hours
regardless if.they have signed up or not. Employees
have the right to turn down a mandatory call back on
the first phone call, however they must stay by their
phone if requested by the Captain in case a member
agreeing to work cannot be found. Twenty-four hours
will be charged to anyone that turns down the first
mandatory call unless it is a 72. If everyone turns
down the mandatory overtime the first time, it goes
back to the person with the lowest hours. This person
shall be charged an additional 24 hours and will be
required to work. This person may elect to find a
replacement for his mandatory if he does not want to
work. A short period of time, 15 minutes or more at
the discretion of the Captain, may be granted to find a
replacement. If a replacement is found, he will still
be charged the additional 24 hours. The replacement
who actually works will also be charged 24 hours unless
he was already charged 24 hours on the first round of
calls for his mandatory position.
Persons called after 0800 hours for mandatory
overtime may turn down the overtime without being
charged hours, however, they must remain by their
phone, if so asked, until the position is filled.
When a person has been mandatoried (actually
forced to work on the second round of calls) his name
shall be placed on a list of persons that have been
mfimmm.796
15
mandatoried that is to be kept in the callback overtime
book. After his name is on the list, a person is.not
subject to being forced to work another mandatory until
everyone of his rank has been mandatoried, unless it is
impossible to contact any other member. A person whose
name is on the mandatoried list will still be called on
the first round of calls for future mandatories and if
he turns the time down he will be charged red hours in
the book, but not be forced to work.
The mandatoried list shall be kept in
chronological order. The first person to be
mandatoried shall be placed first on the list and all
subsequent mandatories shall be listed in order below
him. In the event that a position must be filled and
no person not on the mandatoried list can be contacted,
the position will be filled by the first person on the
mandatoried list that can be contacted. An asterisk
shall then be placed next to that person's name and
that person shall not be forced to work another
mandatory until all members of that rank have worked a
second mandatory. He will still be called on the first
round of calls and will have red hours added to his
total if he turns the hours down.
On December 31 at 1800 hours the current
mandatoried list will be thrown out and a new
mandatoried list for the upcoming year will be
established. There will be no carry-over from the
previous year's list.
Exceptions to the Mandatory Policy - Employees on
vacation or trade of shifts shall not be forced to
work mandatories. No member shall be contacted for
mandatory overtime if on IOD, bereavement leave, or
extended sick leave (extended sick leave is three
shifts or more, with a doctor's note).
An employee may be mandatoried into a 72, however,
that employee will only be charged 24 hours and not 48.
If the mandatory is a 72 hour tour, it may be turned
cn:fimma .796
16
down on the first call without any hours being charged,
however, if it comes back to that employee because he
has the lowest hours, he.will be charged 24 hours, not
48 hours, and will be required to work.
E. Emergency Recall Overtime - An Emergency Recall
Overtime List shall be kept at Fire Station 2 , and
with Battalion 71 and Dispatch. The Emergency Recall
List shall be a Fire Department roster with personnel
listed according to distance (actual mileage) from
private residence to the City of West Covina, starting
with the closest member first. The Emergency Recall
Roster may be used by the used by the Battalion Chief
or designee when time is of the essence in filling
positions. The Roster is only to be used when staffing
falls below three engines and one squad for extended
periods of time.
F. General Rules - Under this system an employee can
work 72 hours but anyone working 96 hours needs
permission from the Battalion Chief. Ninety-six hours
can only be worked if the last shift is the call back
or sign up shift and it must be approved or denied on
the evening before or morning of the 96. No more than
96 consecutive hours shall be worked unless it is an
emergency (Special Notice of 7-26-89, subject 96
Hours).
Twelve to 24 hours will be added to the master
list. Anything less than 12 hours will not be added to
the master list.
On a full shift call back an employee will be
charged 24 hours regardless of the number of hours
actually worked. On a call back of any hours less than
a full shift the employee will be charged the actual
hours worked rounded to the nearest hour.
cn:f' a M.796
17
In the event a paramedic is needed for coverage
and no paramedic has signed up for that day, and a
firefighter has, the Captain shall call in the
firefighter with the lowest hours signed up that
firefighter shall fill the position normally filled by
the third paramedic assigned to the squad with the
vacancy while on their rotation off the squad. The
paramedic will then be moved to fill the vacancy on the
squad.
If no paramedic or firefighter has signed up for
that day the Captain shall call in position for
position from the lowest hours on the master list.
On December 31 at 1800 hours of each year the
hours on the master list for sign up overtime shall be
zeroed out.
An employee may not remove their name from the
sign up list if it is after 1800 hours the day before
the potential vacancy.
Exception: If an employee becomes ill and calls the
Station 2 Captain before they are called for overtime
they can take their name off the list with no penalty.
If the employee is called for overtime and they have
not notified Station 2 that they are ill, they will be
charged 24 hours.
Probationary firefighters shall be eligible for
overtime after completion of 6 months probation. When
they come into the overtime system on their first
opportunity they shall be averaged in. If a person
comes into the system after their first opportunity
they are assigned the highest hours for their rank.
On promotion, employees in the overtime system
shall carry their overtime hours with them.
Employees can remove their name from the overtime
system.
cn:fi=w.796
18
If too many people in any rank remove their name
from the system this option may be re-evaluated by the
Association and staff. When calling in sick, call your
station first. If your station is not in quarters then
call Station 2.
Christmas, Christmas Eve and Thanksgiving may be
taken as a vacation if available and you find your own
relief ahead of time. The hours are charged on the
sign up list after 1800 hours the night before the
holiday.
Employees may not sign up for an overtime shift
the day following a shift taken off due to personal
illness.
G. Holdover and Short Term Overtime - When an
employee places their name on the sign up list for
overtime they place themselves available for any time
that may need to be covered that day regardless of the
number of hours.
H. Coverage For 1 - 4 Hours - If coverage is needed
from 1 - 4 hours the Captain calling shall ask the
employee of proper rank where the vacancy occurs if
they want to hold over. If that person will not, then
the Captain shall ask other employees of the proper
rank on duty if they will hold over starting with the
station number after the station with the vacancy.
Example: If the vacancy is at Station 2 and the
employee at Station 2 does not want the holdover
overtime then the Captain shall call Station 3 and
continue through the stations until they find someone
willing to work it.
cn:firt m.796
19
If no one is available for holdover, then the
Captain shall go to the sign up list. If the employee
with the lowest hours onthe sign up list does not want
the 1 - 4 hours overtime they can turn it down on the
first call. If no one else on the sign up list wants
the overtime they must work it.
I. Procedure For Over Four Hours and Less Than Twelve
Hours - If the Department needs an employee to work
overtime for anything over four hours and less than
twelve hours, the sign up list shall be used. Hours
worked less than 12 shall not be added to the master
list. If 12 or more hours are worked, the hours shall
be added to the master list.
If the employee with the lowest hours on the sign
up list does not want the overtime over four hours and
less than 12 hours they can turn it down on the first
call, but if no one else on the sign up list wants the
overtime they shall work it.
If an employee signs up for an overtime, they must
be available to work the entire 24 hours.
SECTION 25. GRIEVANCE PROCEDURE
Refer to Personnel Rule XV, Grievance and Complaint
Procedure.
SECTION 26. HAIR STANDARDS
The facial hair of any employee shall not be of such length
or style as to inhibit the safe or effective use of masks,
headgear, self-contained breathing apparatus or safety equipment,
no shall the length or style of the hair of the head extend below
the bottom of the uniform collar while the employee is in "parade
rest" position. Fire Department management may require personnel
to don the above equipment in order to determine compliance with
these standards. Any grievance regarding compliance with these
grooming standards shall be submitted for decision by a committee
consisting of one representative of the Association, one
representative of management and a third person selected by the
first two. In the event said representatives are unable to
mutually agree upon a third member, said person shall be selected
cn:fi=w.796
20
from a panel of five (5) names to be requested from the State
Conciliation Service.
SECTION 27. PAYROLL DEDUCTIONS
It is mutually agreed that the City will, during the term of
this agreement, deduct monies and remit to the Association as
authorized by employee payroll deduction authorization in the
same manner as in effect prior to the effective date of this
agreement.
SECTION 28. LAYOFF POLICY AND PROCEDURE
Refer to Personnel Rule XI, Layoff/Reemployment.
SECTION 29. DISABILITY DISCRIMINATION
A. 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 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.
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.
m:e�a.796
21
B. 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 30. MISCELLANEOUS LEAVES OF ABSENCE
In conformance with Resolution 1277 and Rule X of the
Personnel Rules and Regulations of the City of West Covina, upon
the written request of an employee stating the reasons therefore,
leaves of absence with or without pay up to a maximum of one year
may be granted for such purposes as to attend school, handle
personal business, if temporarily incapacitated or for some other
satisfactory reason. The granting of a leave of absence entitles
an employee to return to his classification before or at the
expiration of his leave of absence. Therefore, a leave of
absence shall be granted only to an employee who intends to
return to his classification with the City.
SECTION 31. 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.
SECTION 32. 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, 1997, the
Association shall serve upon the City Manager a written request
to meet and confer no later than February 1, 1997.
cn:fv m.796
22
•
WEST COVINA FIREFIGHTERS'
ASSOCIATION LOCAL #3226
APPROVED AS TO FORM:
CITY ATTORNEY
CITY WEST COVINA
L
DATE 1196
mrPo .796
23
TABLE OF CONTENTS
PAGE NO.
•
1
SECTION
1.
SALARY ......................................
SECTION
2.
RETIREMENT .................................. 1
SECTION
3.
MEDICAL AND DENTAL INSURANCE BENEFIT........ 2
SECTION
4.
RETIREE HEALTH BENEFIT ..................... 2
SECTION
S.
DEFERRED COMPENSATION ...................... 2
SECTION
6.
WORK RELATED DISABILITY COVERAGE ........... 2
SECTION
7.
LIFE INSURANCE .............................. 3
SECTION
S.
LONG TERM DISABILITY INSURANCE ............. 3
SECTION
9.
VACATION .................................... 3
SECTION
10.
SICK LEAVE .................................. 5
SECTION
11.
ADMINISTRATIVE LEAVE ........................ 6
SECTION
12.
BEREAVEMENT LEAVE ........................... 7
SECTION
13.
HOLIDAYS .................................... 7
SECTION14.
PERSONAL LEAVE .............................. 7
SECTION
15.
HOURS OF WORK .............................. 7
SECTION16.
JURY DUTY ................................... 7
SECTION
17.
TUITION REIMBURSEMENT ....................... 8
SECTION
18.
GRIEVANCE PROCEDURE ......................... 8
SECTION
19.
DISCIPLINARY PROCESS ........................ 8
SECTION
20.
EMPLOYEE AND EMPLOYER RIGHTS ................ 8
SECTION
21.
OTHER PROVISIONS NOT COVERED HERE........... 8
SECTION
22.
NOTICE OF FUTURE MEET AND CONFER............ 8
SECTION
23.
SEVERABILITY................................ 9
SECTION
24.
TERM ........................................ 9
mwp�mm ficmne6.m 7-9-96
•
EXHIBIT "B"
•
• MEMORANDUM OF UNDERSTANDING
BETWEEN
REPRESENTATIVES OF
FOR THE CITY OF WEST COVINA
0
WEST COVINA FIREFIGHTERS' ASSOCIATION
THE FIRE MARSHAL
JUNE 29, 1996 THROUGH JUNE 30, 1997
cmwp\m Gemmmh m 7-9-%
•
• MEMORANDUM OF UNDERSTANDING
BETWEEN THE REPRESENTATIVES OF
MANAGEMENT FOR THE CITY OF WEST COVINA
AND WEST COVINA FIREFIGHTERS' ASSOCIATION
• REPRESENTING THE FIRE MARSHAL
PREAMBLE
In the interest of maintaining harmonious and stable
relationships between the City of West Covina (hereinafter City)
and the Fire Marshal represented by the West Covina Firefighters'
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 June 29, 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 1. SALARY
A salary increase of 4% shall be provided effective June 29,
1996.
SECTION 2. RETIREMENT
The City shall pay the normal member retirement contribution
(9t) as required under the Public Employees' Retirement System.
The contract between the City and Public Employees' Retirement
System shall provide the following programs:
w:wpXm : tremu.6.m 7-9-96
1]
•
=:wp%m : fiem.nh.m 7_9-96
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. Two percent (2%) at fifty. (Section 21252.01)
D. Increased level of 1959 Survivors' Benefit. (Section
21382.2)
E. One-half (1/2) pay continuance. (Section 21263)
F. Retiree death benefit $600. (Section 21367.53)
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 S. 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
m:wp mw frtm.nh.m 7.9-96
request can be justified to, and approved by, the Department Head,
Division Manager, and Finance Director.
• BECTION 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
mmp%m : fremunh. 7-9-96
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,
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
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
mwplanm: Gcmenh.m 7-9-%
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
upon such disability. When and while applicable, this section
shall supersede the provisions of the Grievance Procedure.
SECTION 7. LIFB INSURANCE
The City shall provide a term life insurance policy in the
amount of $100,000.
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
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
mwp\m fmm.M.m 7.9-96
•
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 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.
=wpNmw: fmmu.h.m 7-9-96
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,
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. HOURS OF WORK
The employee shall work a 9/80 work schedule with one day
every other week as the scheduled day off.
SECTION 16. 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
wmp\m : f=u.e.m 7-"
0
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. 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 21. 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 22. 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
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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 23. 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 24. TERM
This MOU shall remain in full force and effect until midnight,
June 30, 1997.
WEST COVINA FIREFIGHTERS'
ASSOCIATION REPRESENTING
THE FIRE MARSHAL
BY .^
DATE
APPROVED AS TO FORM:
c� P�ha e�eA ' i/ . ovxon
CITY ATTORNEY
MANAGEMENT REPRESENTATIVES
OF THE CITY OF WEST COVINA
BY
FO ' '
mwp\m frtm.n6.mao 7-9-96