Rancho Palos Verdes Employees Association (RPVEA) - FY2020-079 i
CITY OF RANCHO PALOS VERDES
TENTATIVE AGREEMENT BETWEEN THE CITY OF RANCHO PALOS VERDES
AND THE RANCHO PALOS VERDES EMPLOYEES ASSOCIATION
FOR A SUCCESSOR MEMORANDUM OF UNDERSTANDING
MAY 19, 2020
The current memorandum of understanding between the City of Rancho Palos Verdes("City")and
the Rancho Palos Verdes Employees Association ("RPVEA")expires on June 30, 2020("RPVEA
MOU 2017-20"). On December 9, 2019, the parties' labor relations representatives commenced
labor negotiations over a successor MOU pursuant to the Meyers-Milias-Brown Act ("MMBA")
(Gov't Code Sections 3500 - 3511). The following Tentative Agreement for a successor
Memorandum of Understanding between the City and the RPVEA and its deal terms have been
ratified by the RPVEA on May 7, 2020, but remains subject to formal approval/adoption by the
City Council per California Government Code Section 3505.1, which provides:
If a tentative agreement is reached by the authorized representatives of the public agency
and a recognized employee organization or recognized employee organizations, the
governing body shall vote to accept or reject the tentative agreement within 30 days of the
date it is first considered at a duly noticed public meeting. A decision by the governing
body to reject the tentative agreement shall not bar the filing of a charge of unfair practice
for failure to meet and confer in good faith. If the governing body adopts the tentative
agreement,the parties shall jointly prepare a written memorandum of understanding."
All terms and conditions of the prior RPVEA MOU 2017-2020 and all amendments thereto shall
be maintained unless expressly modified or changed herein until the successor RPVEA MOU is
accepted, approved and adopted by City Council, which shall then supersede and replace this
Tentative Agreement.
DEAL TERMS
1. Term (Article I):
The term for the successor MU \\ill commence and be cllcctiv e from July 1, 2020, and
shall continue through and including June 30. 2021.
2. Compensation(Article IV):
Effective July 1,2020,the City shall grant an across-the-board salary COLA increase based
upon the percentage increase in the Consumer Price Index CPI-U)in the Los Angeles-Long
Beach-Anaheim geographic area for the twelve(12)month period ending March 2020 with
a minimum floor increase of one percent (1%) and ceiling cap on the increase of two and
a half percent (2.5%). Employees' salaries shall increase correspondingly within their
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individual salary ranges to reflect the COLA.The salary ranges shall increase by the COLA
amount.
Effective July 1,2020,the City shall increase the minimum salary for Maintenance Worker
I/II from $44,640 to $50.691 while maintaining the $65,898 top salary in the salary range
to achieve an approximate 30%salary range for the classification.
3. Overtime Compensation (Article V. Section B):
Effective July 1, 2020, the following classifications/positions that are designated exempt
for all purposes under the FLSA, including overtime compensation:
o Project Manager
o Accounting Manager
o Senior Accountant
4. Restricted Fringe Benefits(Article VI):
Effective July 1,2020,the City shall enhance the current vision plan to a Health Insurance
benefit that provides an option for a second pair of glasses per year,to the extent such plan
is available.
Effective July 1, 2020, the following Uniforms provision shall be added to the successor
MOU:
Open Space Management (OSM), Park Rangers. and Maintenance shall he
provided City uniforms at no expense as follows:
New Employees: 7 sets of uniforms and 1 jacket
Existing employees: 3 new sets of uniforms and 1 jacket per calendar year
Replacement uniforms may be provided as needed upon request by employee and
justification as determined by Department Head and/or designee.
Effective July 1. 2020, the following Boot reimbursement provision to the MOU:
Open Space Management (OSM), Park Rangers, Maintenance, Code Enforcement
and Building Inspectors shall be provided on a reimbursement basis, with required
receipts for same, 1 set of work boots per year. up to a maximum of$150 per pair,
as determined and approved by the City at no employee expense. Additional boots
may be authorized as needed upon request by employee and with justification as
determined by Department Head and/or designee. An additional set of work boots
are paid up to $150 maximum reimbursement per pair. per year. due to extreme
wear.
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5. Vacation Leave (Article X):
Effective upon City Council approval of this tentative Agreement,the following additional
language is added to the existing RPVEA M()U to address COVID-19 related issues:
Due to unique leave issues resulting from COVID-19 and the local,state and federal
declarations of emergency related to same, employees within twenty (20) hours of
reaching the maximum vacation accrual cap will have their maximum vacation
accrual cap increased by twenty (20) hours. Affected employees must use the
twenty (20) hours during the successor MOU term and must be within the original
maximum vacation accrual cap on or before June 30. 2021. This provision shall
expire at the end of the one year term of successor MOU.
6. Schedules, Hours, Attendance and Breaks(Article XII):
Effective upon City Council approval of this Tentative Agreement.the following additional
language is added to the existing and successor RPVEA MOU to address Park Rangers
immediately working a 4/10 work week schedule:
The work schedule for the classifications of Park Ranger and Senior Park Ranger is a 4/10
work week schedule. Employees work a 10-hour day.4 days per work week. The schedule
is flexible since open space need to be patrolled 365 days a year. It is up to the department
to best decide how to divide staff so that sufficient coverage is available. Employees are
generally not allowed to switch days off; however,the Department Head, and/or designee,
may grant permission to do so, but only if to do so would not cause the employee to earn
overtime as a result of the switch,and the staffing needs of the department can still be met.
An employee's supervisor and/or Department Head shall set the hourly work schedule and
workday for Park Rangers and Senior Park Ranger. Standard daily hours are 7:30 a.m. to
6:30 p.m.: however, daily hours may vary depending on season and/or time of year (i.e.
daylight savings time). If hour variation is necessary, then hours would be 6:30 a.m. to
5:30 p.m. or 6:00 a.m. to 5:00 p.m. The parties agree that this work schedule is a pilot
program which will expire June 30.2021, unless both parties agree to extend the program.
I. LUNCH. Lunch periods will he a one (1) hour unpaid meal period scheduled
between 11:00 a.m. and 2:00 p.iim. Lunch periods are generally expected to be
limited to one (I) hour, except when CITY business is conducted during that time
period.
2. BREAK. The CITY allows every employee to take two 15-minute paid break
periods per day. Those classifications that have been designated to a 4/10 schedule
work in the field and may suit the time of work break period to the situation at hand,
recognizing that they are CITY representatives in all daily activities. Scheduling
of breaks periods will be at the discretion of the Department head or his/her
designee.
3. OVERTIME. Overtime will be all hours worked in excess of ten (10) hours a day
and forty (40) hours per week.
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4. VACATION. Vacation is based on years of employment, as outlined in MOt
Article X.A.1.
5. SICK LEAVE. Sick leave will be at the rate of eight(8)hours for each full calendar
month of continuous employment with the CITY including time served in
probationary status,as outlined in Section X.B.1.
6. HOLIDAY LEAVE BANKS. Employees working in the Park Ranger or Senior
Park Ranger classifications who actually work on an official CITY holiday shall
receive 10 holiday leave bank hours for each holiday worked to be credited the
same pay roll period as the holiday worked. This holiday leave credit is in addition
to the overtime pay to be received at 1 1/2 times the regular rate for working the
holiday.
a) Earned Holiday Leave may be taken in quarter-hour(1/4) increments.
b) Upon request of the employee, earned, unused Holiday Leave may be
"cashed-out" at any time during the fiscal year in which such leave time is
earned. The payment will appear in the employee's paycheck at the current
value of their regular rate of pay.
Employees working in the Park Ranger or Senior Park Ranger classification shall
also receive one 10-hour floating holiday as already provided for in the MOU.
7. Schedules, Hours, Attendance and Breaks(Article XII):
Effective upon City Council approval of this Tentative Agreement. the following
Attendance provision is deleted from the existing and successor RPVEA M()U:
8. Dues Deduction(Article XIX):
Effective upon City Council approval of this Tentative Agreement, the Agency Shop
provision is deleted from the current and successor MOU and replaced with the following
Dues Deduction provision:
At RPVEA's request, the CITY shall deduct membership dues, initiation fees, and
general assessments, as well as payment of any other membership benefit program
sponsored by RPVEA, from the wages and salaries of members of RPVEA.
RPVEA hereby certifies that it has and shall maintain all such deduction
authorizations signed by the individual from whose salary or wages the deduction
is to be made and shall not be required to provide a copy of an individual
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authorization to the CITY unless a dispute arises about the existence or terms of the
authorization. RPVEA membership dues shall be deducted each pay period in
accordance with CITY procedures and provisions of applicable law from the salary
of each employee whose name is provided by RPVEA.
The CITY shall provide for payroll deductions on each payroll period(twenty-four
times per calendar year). The CITY shall remit the total amount of deductions to
RPVEA within thirty (30) days of the date of the deduction. Any changes in
RPVEA dues must be given to the City a minimum of thirty (30) days prior to
change to accommodate changes to payroll.
RPVEA shall indemnify the CITY from any claims relating to the CITY's
compliance with this Dues Deduction provision,except for any claims arising from
CITY's own negligence.
9. Association Access to New Hires and Employee Information (New Article XXIII):
The City proposes to add the following new Article and renumber the Articles thereafter:
The CITY will notify RPVEA's President in writing or via email regarding all new
hires at least ten (10) days prior to the employee's orientation unless there is an
urgent need that was not reasonably foreseeable. Within the earlier of thirty (30)
days after the date of hire or by the first pay period of the month following the hire
of each newly hired employee, the CITY will provide the RPVEA President with
the new employee's name,job title, department. work location, work email, and
work phone numbers. No other information from the CITY is being requested by
RPVEA even though RPVEA may be entitled to such additional information under
law.
The new hire will receive a copy of the MOU v,ith his/her new employee
orientation packet. RPVEA shall be permitted one (1) hour for each orientation
session to privately talk to new bargaining unit members to explain the rights and
benefits under the MOU.
The CITY will provide the RPVEA President a quarterly list of all employees in
the represented bargaining unit, including the employee's name, job title,
department, work location, work email, and work phone number.
The parties will mutually agree on a form to use to track said employee information
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30940 Hawthorne Boulevard I Rancho Palos Verdes, CA 90275-5391 I www.rpvca.gov
This Tentative Agreement. when executed by the City labor relations representatives and the
RPVFA representatives, constitutes a joint recommendation, after ratification of the RPVEA
membership.to be submitted to the City Council for its determination and approval by resolution.
as the City Council may deem fit and proper. This Tentative Agreement is of no force or effect
unless or until approved and adopted by a resolution of the City Council.
City of Rancho Palos Verdes Rancho Palos Verdes Employee
Association
Ara Mihranian—City -.-•er Matt Waters- President
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Cohn J. Tanner—Chief Negotiator Robert Nemeth—Vice President
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Trang Nguyen—Director of Finance Becky Martin—Treasurer
Julie DeZiel— Human Resources Manager Rudy Monroy—Member
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30940 Hawthorne Boulevard I Rancho Palos Verdes. CA 90275-5391 I www.rpvca.gov