CC SR 20210615 K - RPVEA MOU Extension
CITY COUNCIL MEETING DATE: 06/15/2021
AGENDA REPORT AGENDA HEADING: Consent Calendar
AGENDA TITLE:
Consideration and possible action to approve the Second Amendment to the
Memorandum of Understanding between the City and the Rancho Palos Verdes
Employee Association.
RECOMMENDED COUNCIL ACTION:
1) Adopt Resolution No. 2021-___, A RESOLUTION OF THE CITY COUNCIL OF
THE CITY OF RANCHO PALOS VERDES, COUNTY OF LOS ANGELES, STATE
OF CALIFORNIA, ACCEPTING, APPROVING AND ADOPTING THE S ECOND
AMENDMENT TO THE 2020-21 MEMORANDUM OF UNDERSTANDING
BETWEEN THE CITY OF RANCHO PALOS VERDES AND THE RANCHO
PALOS VERDES EMPLOYEE ASSOCIATION THEREBY EXTENDING THE
MEMORANDUM OF UNDERSTANDING TO DECEMBER 31, 2021; and
2) Approve the terms to the Second Amendment to Memorandum of Understanding
between the City of Rancho Palos Verdes and the Rancho Palos Verdes
Employees Association.
FISCAL IMPACT: $235,000 was included in the FY 2021-22 budget for merit and Cost
of Living Adjustment (COLA) for members in the Rancho Palos
Verdes Employee Association only.
Amount Budgeted: N/A
Additional Appropriation: N/A
Account Number(s): N/A
ORIGINATED BY: Julie DeZiel, Human Resources Manager
REVIEWED BY: Karina Bañales, Deputy City Manager
APPROVED BY: Ara Mihranian, AICP, City Manager
ATTACHED SUPPORTING DOCUMENTS:
A. Resolution No. 2021-__ (page A-1)
B. Second Amendment to the Memorandum of Understanding between the
City and the Rancho Palos Verdes Employee Association (page B-1)
BACKGROUND AND DISCUSSION:
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The City and labor representatives of the Rancho Palos Verdes Employee Association
(RPVEA) met and conferred on a successor Memorandum of Understanding (MOU) and
agreed to a six-month term extension of the current RPVEA MOU through December 31,
2021. This extension will allow time for the City to conduct a classification and
compensation study to determine appropriate classifications, compensation, benefits,
and organizational structure, if any.
In considering extending the existing MOU, labor representatives for both the City and
RPVEA discussed a cost-of-living adjustment for represented employees, as well as a
contract change permitting probationary employees to accrue vacation hours and use
accrued vacation leave during their first 12 months of employment. The following
summarizes the changes being presented for City Council consideration , which will be
carried through upon the ratification of the RPVEA MOU. All other items will be deferred
until the negotiations for the successor MOU, which is expected to occur closer to
December 31, 2021.
Cost of Living Salary Adjustment
The 2020-21 RPVEA MOU provides an across-the-board salary cost-of-living allowance
(COLA) increase for represented employees based upon the percentage increase in the
Consumer Price Index (CPI) in the Los Angeles-Long Beach-Anaheim geographic area
for the 12-month period ending in March, with a minimum floor increase of 1% and ceiling
cap on the increase of 2.5%.
Based on the March 2021 Consumer Price Index, the COLA was 2.2%, and effective July
1, 2021, employees’ salaries shall increase correspondingly within their salary ranges to
reflect the COLA. Additionally, salary ranges shall also increase by the COLA amount.
The COLA is built into the city budget in department salaries and benefits for FY 2021-
22.
Use of Vacation Leave for Probationary Employees
The 2020-21 RPVEA MOU credits vacation leaves to newly hired employees after
completing the initial-hire probationary period. The initial-hire probationary period is 12
months. The current MOU language stipulates those new hires may only take vacation
time when they have worked for the City for 12 months. Moreover, the current RPVEA
MOU stipulates those new hires are credited vacation time off and are eligible to use
those hours after working 12 months with the City.
The RPVEA MOU does, however, allow new hires to use accrued vacation leave before
the completion of the probationary period with the written approval of the City Manager.
To this point, it is recommended that the RPVEA MOU be ratified to allow new employees
to accrue and use vacation hours upon hire.
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CONCLUSION:
Staff recommends the City Council adopt the attached resolution (Attachment A) and the
Second Amendment to 2020-21 MOU between the City and the RPVEA (Attachment B)
memorializing the agreed-upon terms which include extending the existing MOU until
December 31, 2021, providing a 2.2% COLA effective July 1, 2021, for represented
employees, and permitting probationary employees to earn and use accrued vacation
leave during their initial-hire probationary period. If approved tonight, these provisions will
take effect on July 1, 2021.
ALTERNATIVES:
In addition to the Staff recommendation, the following alternative action is available for
the City Council’s consideration:
1. Take other action, as deemed appropriate.
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RESOLUTION NO. 2021-__
A RESOLUTION OF THE CITY COUNCIL OF THE
CITY OF RANCHO PALOS VERDES, COUNTY OF
LOS ANGELES, STATE OF CALIFORNIA,
ACCEPTING, APPROVING AND ADOPTING THE
SECOND AMENDMENT TO THE 2020 -21
MEMORANDUM OF UNDERSTANDING BETWEEN
THE CITY OF RANCHO PALOS VERDES AND THE
RANCHO PALOS VERDES EMPLOYEE
ASSOCIATION THEREBY EXTENDING THE
MEMORANDUM OF UNDERSTANDING TO
DECEMBER 31, 2021.
WHEREAS, the City of Rancho Palos Verdes (City) continues to recognize the
Rancho Palos Verdes Employee Association (RPVEA) as the exclusive employee
organization for those City employees in the bargaining unit defined as non-management,
full-time employees in the classifications listed in Exhibit “A” to the Memorandum of
Understanding (MOU) between the City and the RPVEA covering the period July 1, 2020
through June 30, 2021 adopted on May 19, 2020 by City Council Resolution No. 2020-
25 (2020-21 RPVEA MOU), a copy of which is attached hereto as Exhibit “1”; and,
WHEREAS, the City’s and RPVEA’s labor relations representatives have met and
conferred on a successor MOU and instead agreed to a six (6) month extension of the
current 2020-21 RPVEA MOU through December 31, 2021, which is subject to City Council
determination and approval, to allow time for the City to conduct a classification and
compensation study to determine appropriate updated classifications and pay ranges, if any,
for City employees; and
WHEREAS, the City’s and RPVEA’s labor relations representatives have also agreed
to a cost of living adjustment (COLA) of 2.2% effective July 1, 2021 for represented
employees, as well as permitting probationary employees to earn and use accrued vacation
leave during their probation, all of which is also subject to City Council determination and
approval; and
WHEREAS, the City’s and RPVEA’s labor relations representatives have prepared
the attached Second Amendment to the 2020-21 RPVEA MOU setting forth the new
contract terms, which is made a part hereof by this reference and is subject to City
Council’s determination; and
WHEREAS, the City Council now desires to amend the current 2020-21 RPVEA
MOU by accepting, adopting and implementing the attached Second Amendment to the
2020-21 RPVEA MOU to reflect the aforementioned changes.
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF RANCHO PALOS
VERDES DOES HEREBY FIND, DETERMINE AND RESOLVE AS FOLLOWS:
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Section 1: The City Council accepts, approves and adopts the Second
Amendment to the 2020-21 RPVEA MOU 2020-21, a copy of which is attached hereto as
Exhibit "2" and is described below:
a.Extending the existing MOU until December 31, 2021;
b.Providing a 2.2% COLA effective July 1, 2021 for represented employees:
and,
c.Permitting probationary employees to earn and use accrued vacation leave
during their initial-hire probationary period.
Section 2: The provisions of the Second Amendment to the 2020 -21 RPVEA
MOU will take effect on July 1, 2021.
PASSED, APPROVED and ADOPTED this 15th day of June 2021.
_______________________
Mayor
Attest:
_______________________________
City Clerk
STATE OF CALIFORNIA )
COUNTY OF LOS ANGELES )
CITY OF RANCHO PALOS VERDES )
I, Teresa Takaoka, City Clerk of the City of Rancho Palos Verdes, hereby certify that the
above Resolution No. 2021- __ was duly and regularly passed and adopted by the
said City Council at a regular meeting thereof held on June 15, 2021.
__________________________________
City Clerk
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I
FIRST AMENDMENT TO
MEMORANDUM OF UNDERSTANDING
City of Rancho Palos Verdes
and
Rancho Palos Verdes Employees Association
I
Expires on June 30, 2021
EXHIBIT 1
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FIRST AMENDMENT TO MEMORANDUM OF UNDERSTANDING
between the City of Rancho Palos Verdes and the
Rancho Palos Verdes Employees Association
Pursuant to the requirements of the Meyers-Milias-Brown Act ("MMBA," commencing at
California Government Code § 3500 et seq ), the City of Rancho Palos Verdes ("CITY") has
recognized the Rancho Palos Verdes Employees Association ("RPVEA") as the majority or
exclusive representative, as those terms are interchangeably used under the MMBA, for those
CITY employees in the bargaining unit defined as non-management, full-time employees in the
classifications listed on Exhibit "A" to the Memorandum of Understanding between the CITY
and RPVEA for the period through June 30, 2021 ("RPVEA MOU 2020-21"), adopted by
Resolution No 2020-25 on May 19, 2020 This First Amendment to the RPVEA MOU 2020-21
is entered into this
15th day of December 2020, by and between the CITY and RPVEA This
First Amendment shall only become effective upon City Council adoption and makes only those
changes reflected herein below, all other terms and conditions of the RPVEA MOU 2020-21
remaining the same
Article VI Restricted Fringe Benefits, Section A Health Insurance currently provides as follows
On the first day of the month following the first day of employment, all employees are
eligible to participate in the CITY's group medical, dental, vision and employee
assistance program (EAP) insurance plans The CITY will pay the monthly insurance
premium costs for all full-time employees and 50% of the cost for all eligible dependents
Employees selecting the preferred provider organization (PPO) plan option with health
savings account (HSA) will receive CITY contributions to the HSA toward the PPO
deductible in an amount established by resolution of the City Council paid at intervals as
established by the CITY The current annual HSA payment is $3,000 for employee only
and $6,000 for employee plus one dependent or family, with contributions to the HSA
made on approximately January and April 1 Effective July 1, 2020, the vision plan shall
include an option for a second pair of glasses per year, to the extent such plan is
available
Full-time employees providing proof of medical coverage comparable to CITY health
insurance coverage may decline CITY coverage (it must be a group health insurance, not
an individual plan) and receive an in-lieu payment of fifty-percent (50%) of the lowest
plan available to employees
Article VI Restricted Fringe Benefits, Section A Health Insurance shall be superseded and
replaced in full with the following language upon City Council approval of this First Amendment
to the RPVEA MOU 2020-21
On the first day of the month following the first day of employment, all employees are
eligible to participate in the CITY's group medical, dental, vision and employee
assistance program (EAP) insurance plans The CITY will pay the monthly insurance
premium costs for all full-time employees and fifty percent (50%) of the cost for all
eligible dependents Employees selecting the preferred provider organization (PPO) plan
option with health savings account (HSA) will receive CITY contributions to the HSA
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toward the PPO deductible in an amount established by resolution of the City Council
paid at intervals as established by the CITY Through December 31, 2020, the annual
HSA payment shall be three thousand dollars ($3,000) for employee only and six
thousand dollars ($6,000) for employee plus one dependent or family, with contributions
to the HSA made on approximately January and April 1 Effective the first full pay
period of January 2021, the annual HSA payment will be increased to three thousand six
hundred dollars ($3,600) for employee only and seven thousand two hundred dollars
7,200) for employee plus one dependent or family Effective July 1, 2020, the vision
plan shall include an option for a second pair of glasses per year, to the extent such plan
is available
Full-time employees providing proof of medical coverage comparable to CITY health
insurance coverage may decline CITY coverage (it must be a group health insurance, not
an individual plan) and receive an in-lieu payment of fifty percent (50%) of the lowest
plan available to employees
IT IS SO AGREED:
City of Rancho Palos Verdes Rancho Palos Verdes Employee
AssociationdirSI)
1111P
Ara • •ihr<j;City Manager
rtiMatt
Waters - President
1
Vis.
Karma Banal RP Deputy City Manager Robert Nemeth–Vice President
ulie DeZiel –Human Resources Manager
Resolution No 2020-70
Exhibit A
Page 2 of 2
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MEMORANDUM OF UNDERSTANDING
City of Rancho Palos Verdes
and
Rancho Palos Verdes Employees Association
Expires on June 30, 2021
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I. TERM…………………………………................................................................... 1
II. DEFINITION OF TERMS……………................................................................... 1
III. MANAGEMENT RIGHTS..................................................................................... 4
IV. REGULAR COMPENSATION, PERFORMANCE EVALUATIONS...………… 4
A. COLA 4
B. Initial Employment 5
C. Performance Evaluation 5
D. Merit Advance 6
E. Promotional Advancement 7
F. Acting Pay 7
G. Top of the Range 7
H. Standby Pay 8
I. Callout Pay 9
V. OVERTIME COMPENSATION.............................................................................. 10
A. Work Schedule 10
B. Overtime 10
C. Compensatory Time 11
VI. RESTRICTED FRINGE BENEFITS........................................................................ 12
A. Health Insurance 12
B. Retirement Health Savings Account 12
C. Employee Assistance Program 13
D. Section 125 Plan 13
E. Life Insurance 13
F. Accidental Death and Dismemberment 13
G. Short Term Disability Insurance 13
H. Long Term Disability Insurance 13
I. CalPERS 14
J. Deferred Compensation 15
K. Tuition Reimbursement 15
L. Workers’ Compensation and Unemployment Insurance 15
M. Uniforms 15
N. Boot Reimbursement 16
VII. INCENTIVE PROGRAM........................................................................................ 16
VIII. EMPLOYEE EXPENSES…………………………………………………………. 16
A. Mileage and Parking Expenses 16
IX. PROBATIONARY PERIOD AND PROCEDURES.............................................. 16
A. Objective 16
B. Duration 17
C. Termination of Initial Hire 17
D. Procedures: Regular Appointment 17
E. Rejection Following Transfer or Promotion 17
X. LEAVES.................................................................................................................. 18
A. Vacation Leave 18
B. Sick Leave 20
C. Wellness Leave 21
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D. Bereavement Leave 21
E. Jury Duty 21
F. Leave of Absence without Pay 22
G. Military Leave 23
H. Paid Holiday Leave 23
I. Family and Medical Leave 25
J. Catastrophic Leave 25
K. Other Leaves 25
XI. LAYOFF.................................................................................................................. 25
A. Order of the Layoff of Employees 24
B. Employees or Probationary Employees 24
C. Reduction of to Lower Job Classification 24
D. Re-Employment List 25
XII. SCHEDULES, HOURS, ATTENDANCE AND BREAKS................................... 25
A. Work Schedules 26
B. Attendance 28
XIII. GRIEVANCE PROCEDURES............................................................................... 28
A. Purpose 28
B. Informal Discussion of Grievance 29
C. Formal Grievance Procedure 30
D. General Procedures 30
XIV. DISCIPLINE PROCEDURES....................................................................... …...… 30
A. Cause for Discipline 30
B. Types of Disciplinary Actions 33
C. Disciplinary Procedures 34
D. Appeal of Disciplinary Action 34
E. Time of Hearing 34
F. Hearing Procedure 34
G. Finality of City Manager’s Decision 35
H. Judicial Review 36
XV. MISCELLANEOUS PROCEDURES...................................................................... 36
A. Transfers 36
B. Reclassification 36
C. Reinstatement 36
D. Dress 36
XVI. ADMINISTRATIVE INSTRUCTIONS AND DEPARTMENT
POLICIES AND PROCEDURES…………………………………………………. 36
A. Administrative Instructions 36
B. Departmental Policies and Procedures 37
XVII. WRITTEN NOTICE……………………………………………………….. ……... 37
XVIII. OUTSIDE EMPLOYMENT………………………………………………………. 37
XIX. DUES DEDUCTION…………………………………………… 37
XX. SEVERABILITY………………………………………………………………….. 38
XXI. JOB DESCRIPTION………………………………………………………………. 38
XXII. INTERNET USE AND ELECTRONIC MAIL…………………………………… 38
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XXIII ASSOCIATION ACCESS TO NEW HIRES AND EMPLOYEE INFORMATION..38
XXIV. RE-OPENERS………………………………...…………………………………… 39
EXHIBITS
LIST OF CLASSIFICATIONS IN BARGAINING UNIT................................................... i
CITY SALARY SCHEDULE............................................................................................... ii
AGENCY SHOP AGREEMENT.......................................................................................... iii
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MEMORANDUM OF UNDERSTANDING
between the
City of Rancho Palos Verdes
and the
Rancho Palos Verdes Employees Association
Pursuant to the requirements of the Meyers-Milias-Brown Act (“MMBA,” commencing at
California Government Code § 3500 et seq.) the City of Rancho Palos Verdes (“CITY”) has
recognized the Rancho Palos Verdes Employees Association (“RPVEA”) as the majority or
exclusive representative, as those terms are interchangeably used under the MMBA, for those
CITY employees in the bargaining unit defined as non-management, full-time employees in the
classifications listed on Exhibit “A” to this Memorandum of Understanding (“MOU”).
I. Term
This MOU will be effective from the date of City Council approval and shall cover the
period commencing from July 1, 2020 through and including June 30, 2021, unless
otherwise expressly provided otherwise in this MOU.
II. Definition of Terms
A. Whenever used in this MOU, the following terms shall have the meanings set forth
below:
1. CITY: The City of Rancho Palos Verdes.
2. CITY MANAGER: The duly appointed City Manager of the City of Rancho
Palos Verdes or his/her designee.
3. CLASSIFICATION: A position or positions assigned to the same job title.
4. COMPETITIVE SERVICE: The competitive service established by Section
2.46.040 of the Rancho Palos Verdes Municipal Code.
5. CONTINUOUS EMPLOYMENT/SENIORITY: Total full-time spent in
the employ of the CITY, including all days of attendance at work, and approved
leaves of absence whether paid or non-paid (however, non-paid leaves of absence
in excess of thirty (30) days do not result in the accrual of seniority after thirty (30)
days, but shall not include unauthorized absences, time spent between employment
with the CITY, suspensions or layoffs of more than thirty (30) days.
6. DAY: Unless otherwise indicated, day means calendar day.
7. DEMOTION (Disciplinary): A change in employment status from one
classification to another having a lower rate of pay and/or change in duties which
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are allocated to a class having a lower maximum rate of pay for disciplinary
reasons. A disciplinary demotion may be temporary or permanent.
8. DISMISSAL: The discharge of the employee from CITY service for
disciplinary reasons. Discharge and dismissal are used interchangeably in this
MOU.
9. EMPLOYEE: A competitive service employee as defined in Municipal
Code Section 2.46.040 and compensated through the CITY payroll who is regularly
scheduled to work forty (40) or more hours per week. Employee also does not
include elective officials, members of appointed boards, commissions, and
committees, CITY Council-appointed CITY officers, independent contractors,
part-time employees, temporary employees, emergency employees, management
employees or volunteers.
10. EVALUATION DATE: The date in which an employee is scheduled to
receive his/her performance review.
a) The date on which a newly hired probationary employee has
completed not less than twelve (12) months of service within a job
classification and passed probation,
b) The annual anniversary date reflecting when a regular employee
completed their initial probation.
c) The evaluation date shall be adjusted as required for any break in
service, or adjusted in accordance with the merit increase schedule outlined
in Rule IV.
11. EXEMPT EMPLOYEE: An employee whose duties and salary exempt
him/her from the overtime pay provisions of the federal Fair Labor Standards Act
FLSA).
12. MANAGEMENT EMPLOYEE or MANAGER: The Deputy City Manager
and Department Heads as defined in the Management Employee Personnel Rules
or so designated either in a class specification or by the City Manager.
13. NONEXEMPT EMPLOYEE: An employee who is subject to the overtime
pay provisions of the federal Fair Labor Standards Act.
14. PERSONNEL OFFICER: The City Manager shall serve as the Personnel
Officer as outlined in Municipal Code Section 2.46.030.
15. PROBATIONARY EMPLOYEE: An employee who is employed with the
CITY during his/her initial-hire, transfer or promotional probationary period, or
extension thereof.
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a) An initial-hire probationary employee is an employee who (1) is
serving a probationary period, and (2) has not previously been employed by
the CITY, or (3) has previously been employed by the CITY but who is re-
employed after a break in service.
b) A transfer probationary employee is a CITY employee who has been
transferred to an equivalent job classification in a different department and
who is serving a probationary period.
c) A promotional probationary employee is a CITY employee who has
been promoted to a higher job classification requiring different skills and
who is serving a probationary period.
16. PROBATIONARY PERIOD: A period of time not less than twelve (12)
months of service for newly hired employees and 6 months of service for transfers
and promotions, as defined in Municipal Code Section 2.46.070, which is an
integral part of the examination, recruiting, testing and selection process of
employment. During the probationary period, an employee is required to
demonstrate his/her fitness for the position to which he/she is tentatively appointed,
including promotional or transfer appointments, by actual performance of the duties
of the position.
17. REDUCTION IN PAY (Discipline): A change in the salary of an employee
to a lower rate within the same salary range for disciplinary reasons.
18. RULES: The Competitive Service Employee Personnel Rules.
19. SUSPENSION (Disciplinary): The temporary separation of the employee
from CITY service without pay for disciplinary purposes for a period not to exceed
thirty (30) days per occurrence.
20. TERMINATION: The cessation of employment with the CITY for non-
disciplinary reasons such as, but not limited to, layoff, resignation, or failure to
successfully complete the initial-hire probationary period.
21. VERBAL REPRIMAND: An oral warning that may be given to the
employee in the event that a deficiency in performance or conduct is not of
sufficient magnitude to warrant a more formal disciplinary action.
22. WRITTEN REPRIMAND: A written statement relating to an action or
omission which meets the grounds for disciplinary action, indicating that there is
cause for dissatisfaction with the employee’s services and that further disciplinary
measures may be taken if the cause is not corrected.
23. WORK DAY: Any day, Monday through Friday, except holidays, when
CITY Hall administrative offices are open for business.
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24. WORK WEEK: A regular schedule of forty (40) hours in a seven day
period, the scheduling of which may vary from time to time based on the workforce
needs of the CITY as determined by the City Manager. For overtime calculation
purposes, the “workweek” is defined as the seven (7) day 168 hour regularly
recurring period for each employee. For employees who work the 9/80 work
schedule, their workweek shall begin exactly four hours after their start time on the
day of the week which is their alternating regular day off (typically Friday). For
employees who work a work schedule other than a 9/80, their workweek shall begin
at 12:00 a.m. on Sunday through 11:59 p.m. on the following Saturday.
III. Management Rights
The CITY, through the City Council, possesses the sole right to operate the CITY and all
management prerogatives remain vested with the CITY through the City Council and City
Manager. In this context, except as specifically limited by express provision of this MOU,
all management prerogatives, powers, authority and functions, whether heretofore
exercised, and regardless of the frequency or infrequency of their exercise, shall remain
vested exclusively with the CITY. It is expressly recognized that these rights, include, but
are not limited to, the right to hire, direct, assign or transfer an employee or probationary
employee; the right to lay off employees or probationary employees; the right to determine
and change staffing levels and work performance standards; the right to determine the
content of the workday, including without limitation, workload factors; the right to
determine the quality and quantity of services to be offered to the public, and the means
and methods of offering those services, the right to contract or subcontract CITY functions,
including any work performed by employees or probationary employees; the right to
discipline employees, including the right to reprimand, suspend, reduce in pay, demote
and/or terminate employees; the right to relieve employees or probationary employees of
duty, demote, dismiss or terminate employees or probationary employees for non-
disciplinary purposes; the right to consolidate CITY functions; the right to determine CITY
functions; the right to implement, modify and delete rules, regulations, resolutions and
ordinances; the right to establish, change, combine wages or eliminate jobs, job functions
and job classifications; the right to establish or change wages and compensation; the right
to introduce new or improved procedures, methods, processes or to make technological
changes; and the right to establish and change shifts, schedules of work, and starting and
quitting times.
IV. Regular Compensation, Performance Evaluations
Employee compensation for the entire City is set forth in a city-wide compensation
resolution, as updated and amended from time to time. Each range spread for represented
employees is approximately thirty percent (30%) from the bottom of the range to the top
of the range.
A. COLA
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Effective July 1, 2020, the City shall provide an across-the-board salary COLA increase
for represented employees 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 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.
B. Initial Employment
The rate of compensation for initial employment in any classification shall be determined
by the City Manager at his/her sole discretion based upon the experience, education, skills
and ability of the employee.
C. Performance Evaluation
A probationary employee shall receive a probationary performance evaluation at the
conclusion of the probationary period, or any extension thereof. Each regular employee
shall receive a performance evaluation after completing one (1) year of service within a
job classification and annually thereafter. The evaluation date shall be adjusted as required
by any break in service, transfer or promotion.
Starting July 1, 2017, represented employees shall be eligible for salary merit adjustments
within an individual salary range based upon each employee’s annual performance
evaluation rating as follows:
o Meets Expectations (Satisfactory): 1.0%
o Exceeds Expectations (Good): 2.0%-2.5%
o Exceptional (Excellent): 3.0%-3.5%
The City Manager shall retain the sole discretion to approve merit adjustments within a
salary range on an annual basis. The percentage salary increase within a range will be the
same for all employees who receive the same performance review rating. When a merit
adjustment moves an employee to the top of their range, the remaining money from the
salary increase, if any, shall be paid out as a merit bonus as described in Section G below.
Employees’ annual performance evaluations will be due within two weeks after their
anniversary dates and, based on their annual performance review, eligible employees will
receive a merit pay adjustment and/or bonus as set forth in this MOU. Regardless of the
date that an employee actually receives their performance review, the advancement of an
employee within a classification’s salary range, or merit bonus payment, shall have an
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effective date of the first day of the pay period in which the employee’s anniversary date
in the classification falls, subject to the City Manager’s approval.
Employees will be permitted to grieve performance evaluations that are less than a “good”
rating. This grievance right shall be for a trial period through June 30, 2017 and the parties
will meet and confer regarding discontinuing it for any successor MOU.
The CITY will provide the Association with the total performance review ratings for each
employee annually on or before September 30 of every year. The total performance review
ratings report will be anonymous and will not contain information that would link a rating
to an individual employee.
The CITY will meet and confer with the Association during this MOU term to revise the
performance review document.
D. Merit Advance within a Range
The only reason for advancement within a range shall be meritorious performance in an
employee’s assigned duties:
1. Except as allowed in this section, probationary employees will not be
eligible for merit advancement at the conclusion of the probationary period.
2. Meritorious performance shall be determined by the overall rating on the
employee’s performance evaluation.
3. Merit increases shall be based on meritorious service. Granted increases
shall be effective on the same day in which the employee’s evaluation date falls,
whether or not the performance evaluation is conducted on the evaluation date.
4. All proposed advancements shall be recommended by the Department Head
and approved by the City Manager before becoming effective. The City Manager
shall make a final determination on all proposed merit increases based upon the
overall rating on the employee’s evaluation and the Department Head’s
recommendation. Advancements under this section shall not change the employee’s
regular evaluation date.
E. Promotional Advancement
When an employee is promoted from employment in one classification to employment in
a classification assigned a higher salary range, advancement shall be to a level within the
higher classification as will accord such employee an increase of at least five percent (5%)
over his/her current rate of compensation, provided that the salary does not exceed the
maximum amount of compensation within the new salary range.
F. Acting Pay
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An employee who, by written assignment by his/her Department Head or the City Manager,
performs the duties of a position with a higher salary classification than that in which he/she
is regularly employed, shall receive compensation specified for the position to which
he/she is assigned if he/she performs the duties for a period of one (1) calendar month or
more. The employee shall be compensated at a level within the higher classification as will
accord such employee an increase of at least five percent (5%) over his/her current rate of
compensation, provided that the salary does not exceed the maximum amount of
compensation within the new salary range. Such compensation shall be retroactive to the
first day of the assignment through the duration of the assignment.
G. Top of the Range
In no case shall an employee’s regular salary exceed the maximum of the range established
by Resolution of the City Council.
Starting July 1, 2016, represented employees at the top of their salary range who are not
eligible for salary merit adjustments shall receive an annual lump sum merit bonus that
equals a percentage of the employee’s base salary on the same conditions as set forth for
salary merit adjustments, as determined by each employee’s annual performance
evaluation rating as follows:
o Meets Expectations (Satisfactory): 1.0%
o Exceeds Expectations (Good): 2.0%-2.5%
o Exceptional (Excellent): 3.0%-3.5%
The City Manager shall retain the sole discretion to approve salary merit bonuses for
employees at the top of their salary range on an annual basis. The percentage salary bonus
within a range will be the same for all employees who receive the same performance review
rating. Employees will be permitted to grieve performance evaluations that are less than a
good” rating. This grievance right shall be for a trial period through June 30, 2017 and the
parties will meet and confer regarding discontinuing it for any successor MOU.
H. Standby Pay
Standby duty must be authorized by the City Manager, or designee, to provide
operational coverage during normal non-working hours when there is a likelihood
that a situation may develop that could jeopardize the City, the public or City
employees if corrective action were not taken prior to the start of regular working
hours.
1. Eligibility: Only bargaining unit members in classifications that are non-
exempt from federal Fair Labor Standards Act (“FLSA”) overtime pay rules shall
be eligible for standby shifts.
2. Participation: Standby duty shall, whenever possible, be assigned on a
voluntary basis. When voluntary participation is insufficient to meet the needs of
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the Department, then such duty will be assigned on a rotational basis whenever
possible within the affected work units.
3. Availability: While assigned to a standby shift, employees must respond
within fifteen (15) minutes to all calls 24 hours a day during a specified seven-day
period (seven continuous calendar days). If it is determined during the call that the
employee’s physical presence is required, employee must respond on scene within
one hour of the call. Employees accepting standby assignments, who are not able
to meet the above criteria due to distance, must make prior arrangements with
management before accepting standby assignments.
4. Standby Shift Status: Employees are not required to wear City or work
uniforms and may engage in their own personal activities while they are on standby
shifts. However, during their standby shift, employees must refrain from the use of
intoxicants, be fit for duty, and reachable by phone. Employees not obligated to
remain on standby have no obligation to meet these requirements.
5. Compensation:
a) Employees assigned to standby shifts shall receive $100 for each week
seven continuous calendar days) an employee is assigned and available
to respond. If an employee cannot be reached or does not respond to an
emergency call, the employee shall forfeit $14.29 of standby pay for
each day that they fail to respond to a standby call.
b) When a City paid holiday falls during the scheduled workweek in which
an employee is on a standby shift, said employee shall receive an
additional two (2) hours of regular pay for being on the standby shift for
that holiday. Standby holiday pay shall not be considered hours worked
for over-time calculations.
c) During the Winter Break, December 24, 25 and January 1 shall be
eligible for holiday standby pay, but the rest of the days of the Winter
Break shall be exempt from holiday pay.
6. Reporting: Employees that are assigned to Standby shifts must document
their Standby week and actual time worked on the Standby/Call-Out Form.
Employees must submit the form to their supervisor for review and approval at the
same time that they submit their timesheet.
I. Callout Pay
All FLSA non-exempt bargaining unit members contacted by the City outside their
normal working hours and asked to perform work on behalf of the City outside of
normal working hours shall be eligible for Call-out Pay. Call-out duty occurs when
off-duty personnel are required to return to duty because of unanticipated work
requirements, either because they are ordered to return/report to work or are already
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on a standby assignment. Except as otherwise indicated in the provisions below, an
employee must report for work in order to be eligible for compensation.
1. Response Time: Employees that receive a call-out to return to work after
concluding a regular work day or report for duty on a day for which they were not
regularly scheduled for work must report to work within one hour of the call if their
physical presence is required.
2. Compensation:
a) City to pay the greater of 2 hours at time and one-half (1½) or actual
time worked at time and one-half (1½), whichever is greater, for
reporting to work on a call-out.
i. Multiple calls received within any two-hour period already being
paid shall not result in any additional compensation.
ii. Callouts that result in the two-hour minimum period overlapping
into the regular work schedule will revert to regular pay at the
beginning of the regular work day.
b) City to pay the greater of 15 minutes at time and one-half (1½) or actual
time at time and one-half (1½) for resolving issues remotely (via
telephone, computer, etc.). This provision will only apply for work done
that is specifically related to the call-out request, and not for general
work duties that can be done during normal working hours.
3. Travel Time: When reporting to a regular City reporting location,
employees shall be paid for up to thirty (30) minutes of travel time at straight time
or actual time traveled at straight time, whichever is less; if an employee is required
to report on a non-regularly scheduled work day, the employee shall be paid for up
to thirty (30) minutes of travel time at time and one half (1½) or actual time traveled
at time and one half (1½), whichever is less. When reporting to a work location that
is not a regular City reporting location, employees shall be paid for portal to portal
travel time at straight time on a regularly scheduled work day and at time and one
half (1½) on a non-regularly scheduled work day.
4. Reporting: Employees that receive a call-out must document the date of the
call-out, travel time, and actual time worked on said call-out on the Standby/Call-
Out Form. Employees must submit the form to their supervisor for review and
approval at the same time that they submit their timesheet.
V. Overtime Compensation
A. Work Schedule
When necessary to perform work, nonexempt employees and nonexempt probationary
employees may be required to work at a time other than during, or in excess of, forty (40)
hours in the work week.
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1. Overtime shall be defined as any combination of actual hours worked and
paid leave, which exceeds forty (40) hours in any work week.
2. Work in excess of forty (40) hours in the workweek requires written
approval of the nonexempt employee’s Department Head or the City Manager.
Whenever possible, the employee shall obtain the Department Head’s or the City
Manager’s written approval in advance.
3. An employee, with his/her supervisor’s approval may flex his/her time (i.e.,
work on different hours of the day or move hours from one day to the next for
flexibility). Flexing time is generally not permitted on the alternating regular day
off (Fridays) for employees who work the 9/80 work schedule. Flexing is permitted
for the convenience of the employee and/or CITY operations and shall not result in
additional overtime costs. CITY will permit flexing on Fridays with approval of the
employee’s supervisor and the Deputy City Manager provided that no overtime is
incurred.
B. Overtime Compensation
1. Nonexempt employees and nonexempt probationary employees shall
receive overtime compensation or compensatory time off in accordance with the
federal Fair Labor Standards Act. Accordingly, nonexempt employees and
nonexempt probationary employees shall be paid one and one-half (1 ½) times their
regular rate of pay or receive compensatory time off at one and one half (1 ½) hours
for all hours worked in excess of forty (40) in the work week.
2. The following positions have been designated exempt for all purposes under
the FLSA, including overtime compensation:
o Accounting Manager
o Associate Engineer
o Maintenance Superintendent
o Project Manager
o Recreation Program Supervisor II
o Recreation Services Manager
o Senior Accountant
o Senior Administrative Analyst
o Senior Engineer
o Senior Planner
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In designating these classifications as exempt under the FLSA, these exempt
employees in these classifications will receive a maximum accrual of up to 62 hours
of Administrative Leave each fiscal year. Any non-used Administrative Leave
hours from the prior fiscal year shall reduce the next year’s accrual proportionately
such that each year the employee shall not accrue nor have banked more than 62
total hours. These changes shall be for a trial period through June 30, 2017 and the
parties will meet and confer regarding discontinuing them for any successor MOU.
Employees who have accrued compensatory time on the books as of the date that
they are designated to be exempt shall retain those hours for use provided that they
follow the procedure for compensatory time usage set forth in Article V, Section C
1.
C. Compensatory Time
Nonexempt employees and nonexempt probationary employees may elect to be credited
with compensatory time off in lieu of paid overtime at the time such overtime is recorded.
Such compensatory time shall be at the rate of one and one half (1 ½) hours for each hour
of overtime worked. Compensatory time may not be accumulated to exceed forty (40)
hours.
1. The taking of all compensatory time off shall first be approved by the
nonexempt employee’s or nonexempt probationary employee’s Department Head
or the City Manager and shall be granted in accordance with the work force needs
of the CITY and the federal Fair Labor Standards Act. An employee may use
compensatory time upon 4 work days’ notice to his or her supervisor. An employee
may be allowed to use compensatory time upon less than 4 work days’ notice at the
discretion of his or her supervisor.
2. Upon termination or dismissal from employment, employees shall be paid
for accumulated compensatory time.
VI. Restricted Fringe Benefits
During the term of this MOU, no changes shall be made to the Restricted Fringe Benefits
currently offered by the CITY. Costs associated with these plans are subject to change at
any time without notice to the employer.
A. Health Insurance
On the first day of the month following the first day of employment, all employees are
eligible to participate in the CITY’s group medical, dental, vision and employee assistance
program (EAP) insurance plans. The CITY will pay the monthly insurance premium costs
for all full-time employees and 50% of the cost for all eligible dependents. Employees
selecting the preferred provider organization (PPO) plan option with health savings account
HSA) will receive CITY contributions to the HSA toward the PPO deductible in an
amount established by resolution of the City Council paid at intervals as established by the
CITY. The current annual HSA payment is $3,000 for employee only and $6,000 for
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employee plus one dependent or family, with contributions to the HSA made on
approximately January and April 1. Effective July 1, 2020, the vision plan shall include
an option for a second pair of glasses per year, to the extent such plan is available.
Full-time employees providing proof of medical coverage comparable to CITY health
insurance coverage may decline CITY coverage (it must be a group health insurance, not
an individual plan) and receive an in-lieu payment of fifty-percent (50%) of the lowest plan
available to employees.
B. Retirement Health Savings Account
Employees shall be enrolled in the retirement health savings account upon completion of
probation. The Account is funded via a one percent (1%) employee deduction and a CITY
contribution. The CITY contribution effective the first full pay period in July 2017 for FY
2017-18 shall be increased to sixty ($60) per pay period (previously the City paid $56.59
per pay period). For 2018-19 and 2019-20, City shall continue the practice of increasing
City annual contribution effective the first full pay period in July by the percentage increase
in the Consumer Price Index (CPI-U) in the Los Angeles-Riverside-Orange County area
for the twelve (12) month period ending March 2018 and March 2019, respectively.
C. Employee Assistance Program
The CITY’s Employee Assistance Program can refer employees to qualified professional
counselors who can help the employee and their eligible family member resolve personal
problems that can affect their health, family life, abilities and desire to excel at work.
D. Section 125 Flexible Benefits Plan
On the first day of the month following six full months of employment, employees can
elect to enroll in the CITY’s flexible Benefits Plan. The Section 125 plan allows employees
to withhold a portion of their paycheck on a pre-tax basis. The money is then used to pay
for health expenses not covered by their respective insurance providers or for
reimbursement of the employee’s dependent care expenses, such as day care, throughout
the year. Employees should calculate their deductions and track their expenses carefully,
as some portion of the unused amount may be forfeited per IRS regulations.
E. Life Insurance
Employees are eligible for life insurance on the first of the month following their first day
of employment with the CITY. The CITY pays the entire premium on a life insurance
policy with a benefit of twice the employee’s annual salary, up to a maximum benefit of
350,000.
F. Accidental Death and Dismemberment
Employees are eligible for AD&D insurance on the first day of the month following their
first day of employment with the CITY. The CITY pays the entire premium on an AD&D
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insurance policy. The benefit amount is based on the actual loss, up to a maximum benefit
of $350,000.
G. Short Term Disability Insurance
All employees are required to participate in the California State Disability Insurance (SDI)
program, which provides partial salary replacement benefits when an employee is disabled
due to a non-work related illness or injury. The program is funded by employee payroll
deductions from the employee’s bi-weekly paycheck until a cap established by the State is
reached. The benefits and terms are established by the State.
H. Long Term Disability Insurance
On the first day of the month following six full months of employment, eligible employees
are covered by the CITY’s long term disability insurance program, which provides partial
salary benefits when an employee is disabled due to a non-work related illness of injury.
The CITY pays the employee’s entire premium. Long term disability insurance does not
become effective until an eligible employee has been unable to work for more than 90 days.
Benefits are provided at a rate of 66.6667% of an employee’s monthly earnings, up to a
maximum benefit of $10,000 per month.
I. California Public Employees’ Retirement System (CalPERS)
Eligible employees are automatically enrolled as members of the CITY’s retirement
system. The retirement plan is provided under contract with CalPERS. The CITY pays the
employer portion of the CalPERS contribution, and the employees pay the CalPERS
member contribution (eight percent (8%) for employees subject to the 2.5%@55 formula
below and seven percent (7%) for employees subject to the 2%@60 formula below) as
determined by CalPERS. The employee pays the employee portion, as determined by
statute and CalPERS contract. In the event of any conflict between this summary and either
the CITY’s contract with CalPERS or law, the contract or law, as applicable, will prevail.
1. Current employees who entered CalPERS membership under the CITY’s
plan prior to October 6, 2012 are subject to the CITY’s formula of 2.5%@55 with
final compensation determined by the average of the 12 highest paid consecutive
months (single highest year).
2. New Employees first entering membership under the CITY’s plan on or
after October 6, 2012 who are not new members under (3) below are subject to the
second tier benefit formula of 2%@60 based on the average monthly pay rate for
the 36 highest paid consecutive months (3 year final compensation).
3. Pursuant to the Public Employees’ Pension Reform Act of 2012 (PEPRA),
on and after January 1, 2013 “new members,” as defined under PEPRA, will be
subject to the reform tier benefit formula of 2%@62 based the average monthly pay
rate for the 36 highest paid consecutive months (3 year final compensation) and
other PEPRA required terms. In addition, new members will be required to pay one
half (1/2) of the total normal cost rate for their pension benefit. That rate is
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determined by CalPERS and will be communicated to the Association (and as it is
adjusted in the future) once it is known by the CITY. As defined by PEPRA, a “new
member” is:
a) An individual who becomes a member of any public retirement system for
the first time on or after January 1, 2013, and who was not a member of any
other public retirement system prior to that date.
b) An individual who becomes a member of a public retirement system for the
first time on or after January 1, 2013, and who was a member of another
public retirement system prior to that date, but who was not subject to
reciprocity, as provided under PEPRA.
c) An individual who was an active member in a retirement system and who,
after a break in service of more than six months, returned to active
membership in that system with a new employer.
J. Deferred Compensation
In addition to the CITY’s CalPERS retirement program, the CITY’s deferred compensation
program (457 plan) allows employees to save and invest a portion (up to the maximum
permitted by law) of their salary today on a tax-deferred basis, in order to supplement their
future retirement benefits. All employees are eligible to participate in the program.
For CalPERS designated Tier 2 and Tier 3 represented employees, the City shall match
employee contributions up to sixty dollars ($60) per month per employee towards the
City’s deferred compensation program (457 plan).
K. Tuition Reimbursement
The CITY provides a tuition reimbursement program to encourage employees to pursue
professional growth and development through accredited academic coursework. All
employees who have completed probation are eligible to participate in the program. The
course must be related to work within CITY government and class time must not interfere
with the employee’s normal duties, unless specifically authorized by the City Manager. A
passing grade, or a certificate of completion for courses that do not bear credit, is required
to receive payment. The maximum amount of reimbursement in a fiscal year shall not
exceed $500 per employee participating in the program and is subject to final authorization
by the City Manager. The total amount of funds available for the tuition reimbursement
program is established each year by the City Council as part of the CITY’s operating
budget.
L. Workers’ Compensation and Unemployment Insurance
1. Coverage: The CITY provides workers’ compensation and unemployment
insurance to all employees, in accordance with California law.
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2. On-the-Job Injuries: All injuries suffered during working hours must be
reported, in writing, immediately to the Department Head or City Manager. Unless
there is an emergency, a CITY referral form must be obtained from the Personnel
office before visiting a doctor. Upon returning to work from all on-the-job injuries,
employees and probationary employees must have an approved return to work
certificate signed by the attending doctor.
M. Uniforms. Effective July 1, 2020, Open Space Management (OSM), Park Rangers,
and Maintenance shall be provided City uniforms at no expense as follows:
1. New Employees: 7 sets of uniforms and 1 jacket.
2. Existing employees: 3 new sets of uniforms and 1 jacket per calendar year.
3. Replacement uniforms may be provided as needed upon request by
employee and justification as determined by Department Head and/or designee.
N. Boot Reimbursement. Effective July 1, 2020, OSM, Park Rangers, Maintenance,
Code Enforcement and Building Inspectors shall be provided on a reimbursement basis,
with required receipts for same, one (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.
VII. Incentive Program
A. From time to time, the City Manager may grant an incentive pay award to any
employee or probationary employee in recognition for extraordinary work.
1. The City Manager shall determine the amount of incentive pa y per
employee award. However, in no case shall the incentive pay exceed five percent
5%) of an employee’s base salary.
2. Employees or probationary employees shall be limited to no more than two
2) incentive pay awards in a twelve (12) month period.
VIII. Employee Expenses
A. Mileage and Parking Expenses
An employee or probationary employee who is required to use his/her private automobile
for CITY assignments shall be reimbursed for mileage at the current standard mileage rate
set by the Internal Revenue Service and actual parking expenses.
1. All claims for mileage and parking reimbursement shall first be approved
in writing by the employee’s or probationary employee’s supervisor, department
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head or the City Manager, and shall be filed on forms and in accordance with the
procedures established by the City Manager.
2. Employees and probationary employees using their private automobile for
CITY business shall supply the Personnel Officer with a Certificate of Insurance
stating that their private automobile is covered by public liability and property
damage insurance of not less than the amount required in the procedures established
by the City Manager, established in coordination with the CITY’s liability coverage
pool.
IX. Probationary Period and Procedures
A. Objective of the Probationary Period
The probationary period shall be regarded as part of the selection and evaluation process.
The CITY shall closely observe the probationary employee’s work performance during the
probationary period.
B. Duration of the Probation Period
All initial-hire appointments shall be tentative and subject to a probationary period of not
less than twelve (12) months actual service. All transfer and promotional appointments
shall be tentative and subject to a probationary period of six months of actual service. The
City Manager may extend a new-hire probationary period up to twelve (12) additional
months of actual service and a promotional probationary period up to an additional six
months of actual service. Wherever possible, the City Manager shall give the probationary
employee written notice of the extension of the probationary period ten (10) days before
its expiration. The written notice shall state the reason for the extension. Failure to give the
probationary employee notice of the extension prior to the expiration of the initial
probationary period shall automatically extend the period. The length of the automatic
extension without a written notice shall not exceed a period of over thirty (30) days.
C. Termination of Initial Hire Probationary Employee
During or at the conclusion of the initial-hire probationary period, or any extension thereof,
the City Manager, after consultation with the probationary employee’s department head,
where practical, may terminate an initial hire probationary employee without cause, and
without a hearing or right of appeal.
D. Procedures: Regular Appointment Following Probationary Period
The City Manager shall be notified in writing two (2) weeks prior to the expiration of any
probationary period. After consultation with the probationary employee’s department head
and immediate supervisor, the City Manager shall determine whether:
1. The initial-hire probationary employee shall become a regular employee;
2. The initial-hire probationary employee shall be terminated or discharged;
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3. The transfer probationary employee’s transfer shall be confirmed;
4. The transfer probationary employee’s transfer shall be rejected;
5. The promotional probationary employee’s promotion shall be confirmed;
6. The promotional probationary employee’s promotion shall be rejected, or
7. The employee’s initial, transfer or promotional probationary period shall be
extended.
E. Rejection Following Transfer or Promotion
Any probationary employee rejected during or at the conclusion of a probationary period
following a transfer or promotional appointment shall be reinstated to the classification
from which the employee was transferred or promoted unless (a) charges are filed and the
employee is dismissed from employment in the manner provided in this MOU, (b) there is
no vacancy in such position, or (c) the employee is terminated from employment due to a
layoff or other basis. If there is no vacancy, the employee may request to be placed on a
reemployment list.
X. Leaves
1. Time spent by an employee on an approved paid leave shall not be construed
as a break in service or employment, and rights accrued at the time the leave is
granted shall be retained by the employee. Additionally, a leave of absence, with
pay or without pay, granted to any employee shall not create a vacancy in the
position. For the duration of any such leave of absence, the duties of the position
may be performed by another employee from the competitive service on an acting
assignment, an independent consultant or a temporary employee, provided that any
person so assigned shall possess the minimum qualifications for such position.
2. Except as otherwise permitted by law, all requests for leave shall be in
writing, and shall be sent to the employee’s supervisor or department head or
his/her designee. The request shall include the expected start and end dates of the
leave, and any medical certifications required by the provisions of this MOU or
CITY Policy. An employee shall provide as much advance notice of the need for
leave as practicable. Generally, when the need for the leave is foreseeable, the
employee shall try to provide at least ten (10) days’ notice prior to the
commencement of the leave. Failure to provide advance notice of the need for leave
may be grounds for delaying the start of the leave.
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A. Vacation Leave
1. Employees are entitled to accrue paid vacation leave under the following
schedule:
Length of Employment Vacation Accrual Rates Maximum Accumulation
Beginning of 1st month
through 2 years
6.67 hours per month 160 hours
Beginning of 3rd year
through 5 years
8 hours per month 192 hours
Beginning of 6th year
through 15 years
10 hours per month 240 hours
Beginning of 16th year and
more
8 additional hours per
year for each year of
service up to a maximum
of 160 hours per year
Twice the annual accrual
not to exceed 320 hours
i.e. 256, 272, 288, 304 or
320 hours, as applicable)
2. After completion of the initial-hire probationary period, the employee will
be credited with vacation leave earned during the probationary period. The
employee shall be entitled to take such leave upon the completion of the initial-hire
probationary period or extension thereof. However, an initial-hire probationary
employee may utilize accrued vacation leave prior to the completion of the
probationary period with the written approval of the City Manager.
3. Vacation leave may be accumulated to a maximum of two years’ worth of
accrued vacation leave. For specific amounts, see table above. Once an employee
reaches the maximum vacation leave which may be accumulated, the employee
shall cease to accrue any further vacation leave until the amount accumulated falls
below the maximum.
4. The scheduling of vacation leave must be approved in advance by the
employee’s Department Head or the City Manager. Employees shall submit a
written request to schedule vacation leave to the employee’s Department Head or
the City Manager within a reasonable amount of time prior to the desired date and
may be granted in accordance with the work force needs of the CITY.
5. Employees will have the option to be paid for vacation leave that exceeds
the maximum allowed by this MOU if a requested vacation leave is received and
denied by the employee’s Department Head and the City Manager due to the work
force needs of the CITY, not less than thirty (30) days prior to exceeding the
maximum accrual.
6. Employees shall not be granted, and accordingly are not entitled to take,
vacation leave in advance of its accrual.
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7. Upon termination or dismissal from employment, employees and
probationary employees shall be paid for accumulated vacation leave up to a
maximum amount which may be accumulated pursuant to this MOU.
8. Vacation leave may be used for medical appointments, pregnancy disability
leave and leave pursuant to the federal and California family and medical leave
statutes.
9. Employees shall be entitled to cash out up to eighty (80) hours of accrued
vacation leave per fiscal year provided that the employee maintains fifty percent
50%) of their annual vacation accrual after any cash out and provided that they
cash out 1 hour for every 2 hours actually used during the 12 months preceding the
cash out.
10. Employees may submit a request for vacation cash out every quarter.
Vacation cash out requests received during the first week of the month that ends
the quarter (March/June/September/November) shall be paid out on the last payday
of the month that ends the quarter (March/June/September/November) and in which
the request was received. Each request that is submitted within the specified time
frame shall be evaluated individually to ensure the employee meets the payout
eligibility criteria set forth herein. Eligible employees shall be paid for any
accumulated and unused vacation leave they have requested and to which they are
entitled on the last pay day of the month that ends the quarter. Said cash payment
shall be at the employee’s then current rate of pay.
11. 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 have been allowed to
have their maximum vacation accrual cap increased by twenty (20) hours. Affected
employees must use the twenty (20) hours during this 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 this MOU’s one year term.
B. Sick Leave
1. Employees and probationary employees earn paid sick leave at the rate of
eight (8) hours for each full calendar month of continuous employment with the
CITY including time served in probationary status.
2. Probationary employees are eligible to use paid sick leave during their
probationary period.
3. Unused sick leave may be accumulated to a maximum of seven hundred
twenty (720) hours.
4. In order to receive paid sick leave, an employee or probationary employee
must speak with his/her supervisor at the earliest possible time, generally before
8:30 a.m. on the day that the leave will be used. Alternatively, an employee or
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probationary employee must leave a voicemail with his/her supervisor and then call
his/her Department Head Such notice shall provide the fact and the reason for the
leave and duration of the leave. Failure to provide reasonable notice will be cause
for denial of sick leave with pay for the period of the absence. Written verification
of the cause of absence may be required by the Department Head or City Manager.
5. Employees and probationary employees shall not be granted, and
accordingly are not entitled to take, paid sick leave in advance of its accrual.
6. Employees and probationary employees who use more than twenty-seven
27) consecutive sick hours shall be required to furnish a physician’s certificate
stating that the employee is able to safely return to work. A physician's certification
may be requested if a supervisor has reason to believe that sick leave is being
abused. Regardless of the length of the sick leave used, the supervisor has the
authority to determine if the employee is abusing the sick leave benefit.
7. Sick leave must be used in a minimum of fifteen (15) minute increments
just like the reporting of regular hours worked.
8. Sick leave may be used for medical appointments, pregnancy disability
leave, leaves provided pursuant to the federal and California family and medical
leave statutes and to care for an employee’s spouse, child(ren), parent(s) or spouse’s
child(ren) or parent(s) due to illness.
9. Upon termination or dismissal from employment, employees and
probationary employees shall not be granted, and accordingly are not entitled to be
paid for accumulated sick leave.
C. Wellness Leave
Employees and probationary employees are eligible to earn four and one half (4 ½) hours
of paid wellness leave for ten (10) consecutive weeks of perfect attendance without using
any sick leave time.
1. Prospectively, the ten (10) week period shall be calculated from June 2,
1991.
2. A maximum of nine (9) hours of wellness leave may be accumulated.
3. Upon termination or dismissal from employment, employees and
probationary employees shall not be granted, and accordingly are not entitled to be
paid for wellness leave.
4. Wellness leave may be used for pregnancy disability leave and leaves
provided under the federal and California family and medical leave statutes.
D. Bereavement Leave
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Paid bereavement leave shall not be considered accrued leave which an employee or
probationary employee may use at his/her discretion, but is granted by reason of the death
of a member of the employee’s or probationary employee’s immediate family, consisti ng
of an employee’s or probationary employee’s spouse or registered domestic partner and
employee’s or probationary employee’s or their spouse’s child, parent, sibling, stepparent,
stepchild and grandparent. An employee or probationary employee may take a maximum
of three (3) working days of bereavement leave each time a death occurs within an
employee’s or probationary employee’s immediate family. In order to receive paid
bereavement leave, the employee or probationary employee must notify his/her
Department Head or the City Manager at the earliest possible time, generally before 8:30
a.m. on the day that the leave is first requested. In the event the employee or probationary
employee must travel out of state in connection with the bereavement, the employee or
probationary employee shall be allowed two (2) additional working days of bereavement
leave for each incident.
E. Jury Duty
1. Employees and probationary employees called for jury duty shall give the
Department Head or City Manager reasonable advance written notice of the his/her
obligation to serve.
2. Employees and probationary employees will be paid their regular wages,
less jury duty pay (other than mileage or subsistence allowances) or may elect to
forfeit the jury duty warrant to the CITY and receive full CITY wages.
3. Written evidence of jury duty attendance shall be presented to the Personnel
Officer.
4. Employees and probationary employees shall continue to report to work on
those days when excused from jury duty, and on which the employee or
probationary employee can work at least four (4) hours during his/her regular
workday.
F. Leave of Absence without Pay
The City Manager, after consultation with the employee’s or probationary employee’s
Department Head, may grant an employee or probationary employee leave of absence
without pay for a period not to exceed four (4) months in accordance with the work force
needs of the CITY. Additionally, the City Manager may apply such conditions as he/she
deems warranted in the best interest of the CITY. No such leave shall be granted except
upon written request of the employee or probationary employee. Leave under this section
shall only be granted to an employee or probationary employee under circumstances where
the employee or probationary employee is not otherwise eligible for pregnancy disability
leave or family and medical leave as provided under applicable law and Sections 8
Pregnancy Disability Leave) and 11 (Family and Medical Leave) of the Personnel Rules.
Approval shall be in writing and a copy filed with the Personnel Officer.
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1. A leave of absence without pay shall not be construed as a break in service
or employment, however, paid leave benefits, increases in salary, and other similar
benefits shall not accrue to a person granted such leave during the period of
absence. An employee shall stop accruing seniority after thirty (30) days on a leave
of absence without pay.
2. Use of a leave of absence without pay for a purpose other than that requested
may be cause for forfeiture of reinstatement rights. Failure on the part of an
employee or probationary employee on leave to report to work promptly at its
expiration may be cause for discharge.
3. An employee or probationary employee reinstated after a leave of absence
without pay shall receive that same pay rate in the salary range that he/she received
when the leave of absence began. Time spent on such leave without pay shall not
count towards service for increases within the salary range, and the employee’s or
probationary employee’s evaluation date shall be set forward one (1) month for
each thirty (30) consecutive days taken.
4. The CITY shall maintain group health insurance coverage for an employee
or probationary employee (including dependent coverage) while the employee or
probationary employee is taking a medical leave of absence under this section at
the level and under the conditions coverage would have been provided by the CITY
if the employee or probationary employee had not taken such leave. In the event an
employee or probationary employee does not return to work following the leave,
the CITY reserves the right to recover the premiums or other sums the CITY paid
for group health insurance coverage during the period of the leave.
5. The employee or probationary employee is responsible to pay the entire cost
of all applicable health and life insurance premiums and other insurance premiums
such as long term disability and accidental death and dismemberment) during a
non-medical leave of absence without pay that exceeds thirty (30) days. In addition,
in advance of taking the leave, the employee or probationary employee must make
written arrangements with the Finance Department to pay for the costs of such
coverage. Premiums shall be paid within the time specified by the CITY or as
otherwise required by the applicable insurance or benefit program.
6. If the leave of absence without pay was for medical reasons, prior to
resuming regular duties, an employee or probationary employee shall furnish the
Personnel Officer a physician’s certificate stating that the employee is able to return
to work.
G. Military Leave
Military leave and military spouse leave shall be granted in accordance with applicable
federal and California law.
H. Paid Holiday Leave
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1. Subject to the restrictions described below, nonexempt employees and
nonexempt probationary (new-hire, transfer and promotional) employees shall
receive paid leave at his/her straight hourly rate for the following designated CITY
holidays:
a) The last Monday in May;
b) July 4th;
c) The first Monday in September
d) The fourth Thursday in November
e) The day after the fourth Thursday in November
f) The period between and including December 24 and January 1
Saturdays and Sundays or other non-work days excepted); and
g) One day as a floating holiday, which shall be designated yearly by
the City Manager.
2. Exempt employees and exempt probationary employees shall receive paid
leave for the designated CITY holidays outlined above. At his/her discretion, the
City Manager may grant extra compensation or in lieu time off to exempt
employees and exempt probationary employees who are required to work on a
holiday.
3. If July 4th falls upon a Saturday, the Friday before is the observed holiday,
and if the date falls upon a Sunday, the Monday following is the observed holiday.
4. In order to be eligible for holiday pay, an employee or probationary
employee must work the last scheduled workday before and the first scheduled
workday after the holiday unless the employee or probationary employee is taking
approved paid leave.
5. If a holiday falls during an employee’s or probationary employee’s
approved vacation leave period, the employee or probationary employee shall be
paid for the holiday and shall not be charged with a vacation day for the day the
holiday is observed.
6. If a holiday falls during an employee’s or probationary employee’s
approved sick leave period, the employee or probationary employee will be paid
for the holiday and will not be charged with a sick day for the day the holiday is
observed.
7. Employees and probationary employees on non-paid leave of absence for
any reason are ineligible for holiday benefits for holidays that are observed during
the period they are on a non-paid leave of absence.
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8. Regardless of the number of hours worked during the work week,
nonexempt employees and nonexempt probationary employees who work on a
designated CITY holiday shall be paid their regular hourly rate and one and one
half (1½) times their regular hourly rate of pay for all hours worked on the holiday
or receive credit for the equivalent number of hours worked of compensatory time
off at one and one half (1 ½) hours of compensatory time off for all hours worked
on the holiday.
9. Upon termination or dismissal from employment, employees and
probationary employees shall not be granted, and accordingly are not entitled to be
paid for a floating holiday.
I. Family and Medical Leave
Family and medical leave will be granted in accordance with the CITY’s Family and
Medical Leave Policy and applicable law.
J. Catastrophic Leave
Employees in the unit shall be permitted to donate accrued vacation or compensatory time
off to other members of the bargaining unit who have exhausted all paid leaves, who have
been granted an unpaid leave and who need to continue to be absent from work because of
a catastrophic injury or illness. The value of the leave will be determined based on the
donating employee’s compensation. It will then be converted to vacation hours for the
donee’s use based on the donee’s rate of pay. For example, if an employee who earns $40
per hour donated 10 hours of vacation to an employee who earns $30 per hour, the donee
would receive $400 divided by $30 or 13.333 hours of vacation.
K. Other Leaves
The City Manager shall grant such other leaves as are required by law. Except as otherwise
provided by law or by circumstances beyond the employee’s control, employees shall
request such leave and obtain approval in advance. All such leaves shall be unpaid, unless
otherwise required by law or this MOU, but employees may use otherwise applicable paid-
leave benefits to remain in paid status.
XI. Layoff
Whenever in the judgment of the City Council it becomes necessary in the interest of
economy, because the necessity for a position no longer exists or other legitimate purpose,
the City Council may abolish any position in the competitive service; and the employee or
probationary employee holding such position or employment may be laid off without
taking disciplinary action and without the right of appeal. Except as otherwise determined
by the City Council, the City Manager, when it becomes necessary in the interest of
economy, because the necessity for a position no longer exists or for other legitimate
purpose, may abolish any position or employment in the Competitive Service and may lay
off an employee holding such position or employment without taking disciplinary action
and without right of appeal.
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A. The order of the layoff of employees and/or probationary employees shall be
established by seniority in the employee’s classification.
B. Employees or probationary employees to be laid off shall be given at least ten (10)
working days prior notice, equivalent pay if laid off immediately, or a combination of
notice and pay totaling ten (10) working days if laid off with less than ten (10) working
days notice.
C. An employee, promotional probationary employee, or transfer probationary
employee who is subject to layoff may request a reduction to a lower job classification
within the same occupational series in the layoff unit provided the employee, promotional
probationary employee or transfer probationary employee possesses seniority, an
acceptable performance and attendance record, and has the ability to perform the remaining
work available without further training. The reduction shall be made only in cases where
there is a vacant position in the layoff unit.
1. The names of employees and probationary employees laid off or demoted
in lieu of layoff shall be placed on re-employment lists for those job classifications
requiring basically the same qualifications, duties and responsibilities of the class
from which the layoff or demotion in lieu of layoff was made.
D. Re-Employment List
Names of persons laid off or demoted in lieu of layoff in accordance with these procedures
may be carried on a re-employment list(s), prepared and maintained by the Personnel
Officer, for a period of six (6) months, unless extended by the City Manager at his/her sole
discretion.
1. Persons who refuse re-employment shall be removed from the list.
2. Persons who are appointed to permanent positions of the same level,
whether in the CITY or another agency, as that which was demoted or laid off shall
be removed from the list.
3. Persons who fail to respond to a notice of re-employment mailed to the last
known address within ten (10) working days from the date in which the notice was
mailed shall be removed from the list.
XII.Schedules, Hours, Attendance and Breaks
A. Work Schedules
The work schedule at CITY Hall is a 9/80 schedule. Employees work a 9-hour day, 7:30
AM to 5:30 PM, Monday through Thursday. Staff is divided into two teams, the “A” Team
and the “B” Team, which alternate working every other Friday. For employees who work
the 9/80 work schedule, their workweek shall begin exactly four hours after their start time
on the day of the week which is their alternating regular day off (typically Friday). During
their Fridays “on,” employees work an 8-hour day, from 7:30 AM to 4:30 PM. CITY Hall
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offices remain open with at least one person in each department on duty to answer questions
and to receive visitors. It is up to each Department Head to decide how best to divide his
or her staff so that sufficient staff coverage is available on Fridays.
When a team’s Friday “off” falls on a CITY Holiday, that team takes the prior work day
off instead. For example, if Christmas Eve falls on a Friday, the team that would have had
that Friday off takes the Thursday off instead. At the beginning of each calendar year, the
A” and “B” Teams alternate which one takes the first Friday of the year off following the
return to work from the CITY’s Winter Holiday Break. Employees are generally not
allowed to switch Fridays, however, the Department Head 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,
if circumstances warrant 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
work day for that employee. In the absence of other arrangements, working hours are 7:30
AM to 5:30 PM, Monday through Thursday and 7:30 AM to 4:30 PM every other Friday,
with one hour for lunch.
1. Lunch. Lunch periods for office employees should be scheduled between
11:00 AM and 2:00 PM and are generally expected to be limited to one hour, except
when CITY business is conducted during that time period. Department Heads have
the responsibility for scheduling lunch periods for their employees.
2. Breaks. The CITY allows every employee to take two 15 minutes break
periods per day. Breaks for office employees are not to be taken outside the Civic
Center area without permission of the Department Head. In addition, eating food in
the public areas is generally not accepted. Employees in the field may suit the time
of work break to the situation at hand, recognizing that they are CITY
representatives in all daily activities. Scheduling of breaks will be at the discretion
of the Department Head.
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.
1. LUNCH. Lunch periods will be a one (1) hour unpaid meal period
scheduled between 11:00 a.m. and 2:00 p.m. Lunch periods are generally expected
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to be limited to one (1) 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.
4. VACATION. Vacation is based on years of employment, as outlined in
MOU 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 ½ 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.
7. 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.
B. Attendance
Failure of an employee, who is absent without leave, to return to work within 24 hours of
notice to return, or failure to request leave of absence within the same period, shall be cause
of disciplinary action, which may lead to discharge. Employees who leave during work
hours without first notifying and receiving prior approval from their supervisor or
Department Head of their whereabouts are subject to appropriate disciplinary action.
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XIII.Grievance Procedures
A. Purpose of Grievance Procedure
The grievance procedure shall be used to resolve employee or probationary
employee complaints concerning the express terms and condition of employment
with the CITY. Except for oral warnings and written reprimands, the grievance
procedure shall not be used for resolving any complaint concerning disciplinary
action.
Except as otherwise provided in this MOU, the grievance procedure may be utilized
to resolve alleged:
1) Improper application of rules, regulations and procedures;
2) Unfair treatment, including coercion, restraint and reprisal;
3) Improper procedures utilized in employee layoff;
4) Discrimination because of race, color, religion, creed, sex, sexual
orientation, pregnancy, national origin, ancestry, age (40 and over),
marital status, disability, alienage, citizenship status or medical
condition (cancer-related); or because of any other statutorily or
constitutionally impermissible basis.
5) Any manner affecting an employee’s or probationary employee’s:
a. Work schedule;
b. Fringe benefits;
c. Holidays;
d. Vacation;
e. Sick Leave;
f. Retirement;
6) Any alleged violation of this MOU.
7) Any other matter regarding the terms and conditions of employment.
B. Informal Discussion of Grievance
1. When an employee or probationary employee has a grievance, the employee
or probationary employee shall first informally discuss the matter with the
employee’s or probationary employee’s immediate supervisor within five (5)
working days from the date of the incident or decision generating the grievance. If,
after a discussion with the immediate supervisor, the grievance has not been
satisfactorily resolved, the employee or probationary employee shall have the right
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to informally discuss the grievance with the supervisor’s immediate superior. The
informal discussion with the supervisor’s immediate superior shall occur within ten
10) working days from the date of the incident or decision generating the
grievance. If, after such a discussion, the grievance has not been satisfactorily
resolved, the employee or probationary employee shall have the right to file a
formal grievance.
2. If an employee’s or probationary employee’s grievance is with his/her
immediate supervisor or the supervisor’s immediate superior, and such employee
or probationary employee reasonably believes that such grievance will not be
resolved at that level, he/she may proceed to the next step of the grievance
procedure.
C. Formal Grievance Procedure
The formal grievance procedure shall be used to resolve an employee’s or probationary
employee’s grievance not satisfactorily resolved by informal discussion or otherwise
allowed by this Rule.
1. An employee or probationary employee shall have the right to present a
formal grievance in writing to the City Manager within fifteen (15) working days
from the date of the incident or decision generating the grievance. All formal
grievances shall state the reasons for the complaint and the employee’s suggested
solution.
2. A formal grievance shall be timely presented to the City Manager. When
the employee or probationary employee presents a formal grievance to the City
Manager, the City Manager shall discuss the grievance with the employee or
probationary employee. Within fifteen (15) working days after receipt of the formal
grievance, the City Manager shall render a written decision. The decision of the
City Manager shall resolve the grievance and no further review of the subject matter
of the grievance shall be permitted.
D. General Procedures
1. The employee or probationary employee and the CITY have the right to
representation at any step in the grievance process.
2. Any grievance not filed or taken to the next step by the employee or
probationary employee within the specified time limits shall be deemed settled on
the basis of the last decision, and not subject to further reconsideration. By mutual
agreement and for good cause, reasonable extensions of time may be given in
writing to the employee or probationary employee by the City Manager at any step
in the grievance procedure.
3. An employee or probationary employee who has filed a grievance shall
suffer no discrimination for filing the grievance.
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XIV.Discipline Procedures
A. Cause for Discipline
Each of the following constitutes cause for discipline of any employee. It is the intent of
these procedures to include as a cause for discipline any action or non -action by an
employee which impedes or disrupts the performance of the CITY and its organizational
component units, is detrimental to employees or public safety, violates properly established
rules and procedures or adversely affects the reputation of the CITY, its officers or
employees. Examples of causes for discipline include, but are not limited to:
1. Any violation of any written rule or regulation promulgated by CITY related
to conduct or performance.
2. Fraud in securing appointment.
3. Incompetence.
4. Inefficiency.
5. Neglect of duty.
6. Dishonesty.
7. Violation of any law relating to conflicts of interest, whether contractual or
financial.
8. Use, possession, purchase, sale, manufacture, distribution, transportation or
dispensation of controlled substances or alcohol while on duty or on CITY
premises, except for the use of prescribed controlled substances (1) as directed by
the licensed health care provider prescribing controlled substances and in
accordance with the manufacturer’s directions, and (2) in a manner not otherwise
in violation of these procedures.
9. The use of any substance, controlled or purchased over-the-counter, which
impairs the employee’s performance of his/her duties.
10. Unexcused absences.
11. Conviction of a felony or conviction of a misdemeanor involving moral
turpitude, including but expressly not limited to, any conviction for any offense set
forth in the City of Rancho Palos Verdes Policy for conducting Criminal
Background Checks and Securing Received Criminal History Information. A plea
or verdict of guilty or nolo contendere to a charge of a felony or any offense
involving moral turpitude is deemed to be a conviction within the meaning of this
section.
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12. Defrauding the CITY by making a false claim for compensation, benefits or
reimbursements.
13. Making a false Workers’ Compensation Claim against the CITY.
14. Improper political activity which prevents the employee or other employees
from the efficient performance of employment with the CITY, or which has a
disruptive effect on the efficiency or integrity of the CITY service of the department
in which such employee is employed.
15. Failure or refusal to cooperate with supervisory personnel or other
employees.
16. Misuse or misappropriation of CITY property or funds.
17. Gambling for money or articles of value on CITY property or during
working hours.
18. Tardiness.
19. Abuse of sick leave privileges.
20. Excessive absenteeism, which impairs the CITY’s ability to provide
services or function effectively or efficiently.
21. Refusal to take and subscribe any oath or affirmation which is required by
law in connection with his/her employment.
22. Refusing to report on official call of emergency.
23. Violation of departmental rules and regulations.
24. Intentionally misrepresenting information or facts in any statement,
declaration or affidavit duly required of an employee.
25. Failure or refusal to carry out a lawful order or directive of a supervisor.
26. Asking, receiving or agreeing to receive any bribe, gratuity or reward of any
kind upon any understanding that any employee’s action shall be influenced
thereby, or shall be given in any particular manner, or upon any particular question
or matter upon which any employee may be required to act in the employee’s
capacity; or attempting by menace, deceit, suppression of truth, or any corrupt
means to influence any employee to commit any act, conduct or omission which is
clearly inconsistent, incompatible, in conflict with, or inimical to the best interests
of the CITY.
27. Failure to observe or comply with safe working standards, to endanger, to
injure, or to damage public property or the private property of any employee or
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member of the public through negligent, improper or careless conduct or use of
equipment; or to permit such actions on the part of any employee under his/her
supervision or control.
28. Conduct disrespectful to the public, elected and appointed CITY officials,
supervisors, superiors, Department Heads, City Manager, Deputy City Manager or
members of CITY boards and commissions.
29. Failure to report any criminal conviction and/or arrest pending final
adjudication as required by the City of Rancho Palos Verdes Policy for Conducting
Criminal Background Checks and Securing Received Criminal History
Information.
In the event that the CITY imposes disciplinary action for cause, including but not limited
to any of the above acts or omissions, the employee shall have the right to contest or seek
review of the disciplinary action or the basis thereof, in accordance with procedures set
forth in this MOU.
B. Types of Disciplinary Action
Disciplinary actions include reprimands, suspensions, demotions, reductions in pay and
dismissal, as defined below:
1. Verbal Reprimand. An oral warning that may be given to the employee in
the event that a deficiency in performance or conduct is not of sufficient magnitude
to warrant a more formal disciplinary action. A written record may be made of such
conferences and placed in the employee’s personnel file with a copy provided to
the employee. Verbal reprimands are not subject to appeal. However, the employee
has the right to place in his/her personnel file a written response or rebuttal to any
written record of verbal reprimand, provided that such response or rebuttal is
submitted for inclusion in the file within thirty (30) days of the employee’s receipt
of the written record.
2. Written Reprimand. A written statement relating to an action or omission
which meets any of the grounds for disciplinary action listed in these procedures,
indicating that there is cause for dissatisfaction with the employee’s services and
that further disciplinary measures may be taken if the cause is not corrected. The
written statement shall be placed in the employee’s personnel file, with a copy
provided to the employee. Written reprimands are not subject to appeal. However,
the employee has the right to place in his/her personnel file a written response or
rebuttal to any written statement, provided that such response or rebuttal is
submitted for inclusion in the personnel file within thirty (30) days of the
employee’s receipt of the written statement.
3. Suspension. The temporary separation of the employee from CITY service
without pay for disciplinary purposes for a period not to exceed thirty (30) days per
occurrence.
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4. Demotion. A change in employment status from one position to another
having a lower rate of pay and/or change in duties which are allocated to a class
having a lower maximum rate of pay for disciplinary reasons. The disciplinary
demotion may be temporary or permanent.
5. Reduction in Pay. A change in the salary of an employee to a lower rate
within the same salary range for disciplinary reasons.
6. Dismissal. The discharge of the employee from CITY service for
disciplinary reasons. Discharge and dismissal are used interchangeably in these
procedures.
C. Disciplinary Procedures
1. When an employee is to be suspended, demoted, reduced in pay or
dismissed, a preliminary written notification shall be provided to the employee. The
written notice shall include:
a) The charges against the employee and reasons for the proposed
disciplinary action to be taken;
b) The proposed disciplinary action to be taken;
c) Copies of the charges and materials on which the proposed action is
based; and,
d) A statement advising the employee that, before any proposed
disciplinary action takes effect, the employee or his/her representative has
the right to respond orally or in writing within five (5) working days from
the employee’s receipt of the written notice. If the employee chooses to
respond orally, a meeting (i.e., a Skelly meeting) will be scheduled to allow
the employee to present his/her response to the proposed discipline.
2. Within ten (10) working days after the employee has had the opportunity to
respond, the employee shall be notified in writing of any disciplinary action to be
taken and the effective date of such disciplinary action.
D. Appeal of Disciplinary Action
1. An employee who has been suspended, demoted, reduced in pay or
dismissed for disciplinary reasons may appeal the disciplinary action.
2. In order to appeal the disciplinary action, the employee must file a written
notice of appeal with the City Manager for a hearing within ten (10) working days
after having been furnished with a copy of the notice of disciplinary action.
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E. Time of Hearing
The hearing on the employee’s appeal shall be conducted within ninety (90) days after the
employee’s filing of the written notice of appeal with the City Manager. The time limit
may be extended by the City Manager for good cause and by agreement of the employee
and the City Manager.
F. Hearing Procedure
The following procedure shall govern hearings on appeals of disciplinary action:
1. The City Manager may conduct the hearing or the City Manager may
designate any third party to conduct the hearing. If the City Manager files the
written statement to discipline an employee who works directly for the City
Manager, the Deputy City Manager may conduct the hearing or the Deputy City
Manager may designate any third party to conduct the hearing.
2. Hearings shall be conducted in the manner most conducive to determination
of the truth, and the City Manager shall not be bound by technical rules of evidence.
Decisions made shall not be invalidated by informality in the proceedings.
3. The City Manager shall make arrangements to have the hearing transcribed
or recorded to preserve the proceedings and testimony. The employee may obtain
a copy of the transcript or recording upon written request.
4. The City Manager shall determine the relevancy, weight and credibility of
all testimony and evidence.
5. The City Manager shall base his/her findings and decision on the
preponderance of the evidence presented.
6. The Department Head shall have the burden of proof. Each side will be
permitted an opening statement and closing argument. The Department Head shall
first present its witnesses and evidence to support the charges and disciplinary
action. The employee shall then present his/her witnesses in defense. The
Department Head may thereafter present witnesses and evidence in rebuttal.
7. Each side will be allowed to examine and cross-examine witnesses. All
witnesses shall testify under oath. The City Manager may question any witness.
8. Both the Department Head and the employee may be represented by a
designee or by legal counsel. The City Manager may obtain the legal advice of the
City Attorney in performing the function of the hearing officer.
9. The City Manager shall, if requested by either side, subpoena witnesses
and/or require the production of documents or other material evidence.
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10. The City Manager may, during a hearing, grant a continuance for any reason
believed to be important to the reaching of a fair and proper decision.
11. Within thirty (30) days after the conclusion of the hearing, the City Manager
shall prepare and serve on both sides a written decision setting forth the charges
found to be sustained, and the reasons therefore, and the propriety of the
disciplinary action imposed. The City Manager may sustain, reject or modify the
disciplinary action imposed. If the City Manager rejects or modifies the disciplinary
action imposed, all or part of any loss of the employee’s full compensation may be
ordered restored.
G. Finality of City Manager’s Decision
The decision of the City Manager shall be final and conclusive.
H. Judicial Review
Any legal action to challenge any decision of the City Manager must be filed in a court of
competent jurisdiction no later than ninety (90) days following the date the City Manager’s
written decision becomes final as provided in California Code of Civil Procedure Section
1094.6.
XV.Miscellaneous Procedures
A. Transfers
Transfers are permitted, subject to written consent of the Department Heads involved and
the City Manager. Such changes are authorized only from one (1) position to another in the
same class or to a position in another class having the same maximum salary limit and
involving the performance of similar duties and requiring substantially the same
qualifications.
B. Reclassification
The duties of positions that have changed materially may be allocated to a more appropriate
class by the City Manager. An incumbent meeting the new qualifications of the reclassified
position shall move with the position.
C. Reinstatement
With the written approval of the City Manager, a former employee or probationary
employee may be reinstated (1) to his/her former position, if vacant; or, (2) to a vacant
position in the same comparable class; provided that the employee or probationary
employee left the CITY’s employ less than one (1) year prior to seeking reinstatement. The
City Manager may require that a reinstated employee or probationary employee serve an
initial-hire probationary period.
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D. Dress
Dress should be appropriate for the position held and tasks to be completed. If a uniform
is required, it should be well maintained and work correctly. “Friday” dress may be casual
as long as clean and neat-appearing and responsive to the employee’s daily schedule of
business contacts.
XVI. Administrative Instructions and Departmental Policies and Procedures:
A. Administrative Instructions: Without limiting the application of other
Administrative Instructions, unless otherwise inconsistent with this MOU or the law, all
employees are subject to the Employee Handbook dated February 2004 and Administrative
Instructions 2-02 (Office Procedure), 2-03 (Workers’ Compensation Claims Procedures),
2-05 (Attendance), 2-09 (Gifts), 2-11 (Tuition Reimbursement Program), 2-12 (Outside
Employment), 2-13 (Pets), 2-14 (Bulletin Boards), 7-01 (Safety Program), 8-01 (Use of
City Vehicles), 8-02 (Use of Employee Vehicle for City Business), 8-05 (Computer
Network Use), 8-07 (Electronic Mail and Internet Use) to the extent such instructions are
not inconsistent with this MOU. Copies of the current Employee Handbook dated February
2004 and the current Administrative Instructions are available in the Administrative
Instruction Manual and from the Human Resources Office.
B. Departmental Policies and Procedures: Where a department or work group has
adopted employment and workplace policies, procedures or other instructions, employees
within that group are subject to those policies, procedures and instructions. This includes,
but is not limited to Department of Planning, Building and Code Enforcement Department
Procedures Manual.
XVII. Written Notice
Any written notice required to be given by the provisions of this MOU, unless herein
otherwise specifically provided, may be given either by personal service or by mail. In the
case of service by mail, the notice must be deposited in the United States mail, in a sealed
envelope, with postage prepaid; addressed to the person on whom it is to be served; at the
address in any notice given by him/her of his/her last known address, and, if there be no
last known address, then addressed to him/her at the CITY (if still associated with the CITY
in some capacity). Service by mail shall be deemed complete at the time of the deposit in
the mail.
XVIII. Outside Employment
Employees and probationary employees shall be allowed to engage in employment other
than their job with the CITY, with the understanding that CITY employment is the highest
priority and such employment does not interfere with the performance of assigned duties
and does not constitute a conflict of interest. The employee or probationary employee must
notify the City Manager in writing regarding their outside employment.
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XIX. Dues Deduction
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 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.
XX. Severability
If any provisions of this MOU are declared to be illegal or unenforceable by a court of
competent jurisdiction, the remaining provisions of the MOU will continue in full force
and effect.
XXI. Job Description
Class Specifications: The classification plan shall consist of job specifications, which shall
set forth a descriptive title, typical duties and responsibilities, essential functions of the
position, and the training, experience, and other qualifications necessary or desirable for
the effective performance of each position within a classification.
XXII. Internet Use and Electronic Mail
Employees are allowed to use CITY computers for legal Internet and electronic mail
access. However, personal use is to be kept to a minimum. No employee is allowed to
download information from an unknown source. The CITY reserves the right to review
any and all information contained on all CITY computers and no personal privacy is
granted or guaranteed. Employees have no expectation of privacy in information contained
in CITY computers. Any illegal use of the Internet on any CITY computer may result in
disciplinary action, which may include termination.
XXIII. Association Access to New Hires and Employee Information
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
A-46
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 with 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.
XXIV. Reopeners
The parties shall reopen any provision of this MOU for the purpose of complying with any
final order of a federal or state agency or court of competent jurisdiction requiring a
modification or change in any provision or provisions of this MOU in order to comply with
state or federal laws. The parties also agree to reopen the contract for the purpose of the
following:
1. Drafting, ratifying, adopting and implementing an Employer-Employee
Relations Resolution for the City;
2. Updating the City’s Personnel Rules and adding to the Definition of Terms
for clarity;
3. Merging Competitive Personnel Rules with Management Personnel Rules
in a single document;
4. Addressing the Maintenance Superintendent outstanding work schedule,
call back and emergency call-in issues.
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SIGNATURE PAGE
RPVEA MOU 2020-2021
2020
City of Rancho Palos Verdes Rancho Palos Verdes Employee
Association
Ara Mihranian—City Manager Matt Waters- President
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it I/ell)`
Colin J. Tanner—Chief Negotiator Robert Nemeth—Vice President
Me* Ni e-ryAf \
Trang Nguyen— Director of Finance Becky Martin—Treasurer
9.117 /175 -----\.„ ------
Julie DeZiel—Human Resources Manager Rudy Monroy—Member
IAfn)2---\
01203.0021/646787 1
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RPVEA / CITY
MEMORANDUM OF UNDERSTANDING
INDEX
Topic Page #
Accidental Death Insurance 13
Acting Pay 7
Administrative Instructions 34
Agency Shop 31
Attendance 26
Bereavement Leave 20
Callout Pay 9
COLA 4
Compensation – Regular 4
Compensatory Time 11
Deferred Compensation 14
Definition of Terms 1
Disciplinary Action 31
Disciplinary Appeal Process 32
Disciplinary Procedure 31
Discipline – Types of 31
Dress 34
Employee Assistance Program 12
Employee Expenses - Mileage/Parking 15
Family Medical Leave 23
Fringe Benefits 11
Grievance Procedure 26
Health Insurance 10
Holiday Leave - Paid 20
Incentive Pay Program 15
Internet Use & Electronic Mail 36
Job Descriptions 35
Jury Duty 20
Leaves – General Provisions 17
Layoff Process 24
Leave of Absence without Pay 21
Life Insurance 12
Long-Term Disability 13
Management Rights 4
Meals & Rest Breaks 25
Merit Advancement 6
Military Leave 22
Other Leaves 24
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Topic Page #
Outside Employment 35
Overtime Compensation 10
Performance Evaluations 5
Probationary Period 16
Probationary Period – Duration 16
Probationary Period – Rejection 17
Probationary Period – Termination 16
Promotional Advancement 6
Reclassification 34
Re-Employment List 25
Regular Appointment Following Probation 16
Reinstatement 34
Retirement Health Savings Account 12
Retirement Plans - CalPERS 13
Section 125 Flexible Benefit Plan 12
Severability Clause 35
Short Term Disability Plan 13
Sick Leave 19
Standby Pay 7
Term of Agreement 1
Top of Range 7
Transfer 34
Tuition Reimbursement 14
Unemployment Insurance 15
Vacation Leave 17
Wellness Leave 20
Workers’ Compensation 15
Work Schedule - Overtime Compensation 10
Work Schedule 25
Written Notice 35
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RESOLUTION NO.2020-63
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
RANCHO PALOS VERDES, CALIFORNIA, AMENDING,
RESTATING, AND SUPERSEDING RESOLUTION NO. 2020-31
SETTING THE SALARY AND HOURLY COMPENSATION
SCHEDULE FOR ALL EMPLOYEES IN CITY SERVICE, BASED
UPON A MINIMUM WAGE INCREASE EFFECTIVE
JANUARY 1, 2021
WHEREAS, the City Council adopted Resolution 2020-31 on June 2, 2020, that set
the Salary and Hourly Compensation Schedule for Competitive, Confidential, Management,
and Part-Time classifications; and
WHEREAS,the City Council now desires to amend the City's Salary Schedule to reflect
new salary ranges for part-time classifications based on a minimum wage increase effective
January 1, 2021; and
WHEREAS, Section 36506 of the California Government Code requires that the City
Council fix compensation of all appointive officers and employees by resolution or ordinance;
J
and,
WHEREAS, Rule V of the Personnel Rules of the City provides that in order to
amend the City's Salary Schedule that changes must be made via Resolution; and,
NOW, THEREFORE THE CITY COUNCIL OF THE CITY OF RANCHO PALOS
VERDES DOES HEREBY FIND, DETERMINE AND RESOLVE AS FOLLOWS:
Section 1: The salary and hourly ranges for City job classifications as set forth in
Exhibit "A" which are attached hereto and incorporated herein by this reference, are
adopted and are effective as of January 1, 2021.
Section 2: Resolution No. 2020-31 is hereby amended, restated, and superseded and
replaced by this resolution.
PASSED,APPROVED and ADOPTED this 17th day of November 2020.
111/1/111
John ikshank, Mayor
Attest.
i_dig_O i-tyEmilyorn, City Clerk
State of California
County of Los Angeles ss
City of Rancho Palos Verdes
I, Emily Colborn, City Clerk of the City of Rancho Palos Verdes, hereby certify that the
above Resolution No. 2020-63 was duly and regularly passed and adopted by the said City
Council at a regular meeting thereof held on November 17, 2020.
roily Co orn, City Clerk
EXHIBIT A
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Resolution No.2020-63 Exhibit A
Salary and Hourly Schedule for the
Competitive,Confidential,Management and Part-time Positions
111
Effective January 1,2021)
OFFICIAL
Annual Salary
MonthlyForSalaryillustration
purposes
Hourly Salary
COMPETITIVE POSITIONS BOTTOM TO TOP BOTTOM TO TOP BOTTOM TO TOP
Account Clerk 51,827 -- 67,289 4,319 -- 5,607 24 92 -- 32 35
Accountant 75,789 -- 98,435 6,316 -- 8,203 36 44 -- 47 32
Accounting Manager 98,330 -- 127,708 8,194 -- 10,642 47 27 -- 61 40
Accounting Technician 58,665 -- 76,213 4,889 -- 6,351 28 20 -- 36 64
Administrative Analyst I 67,074 -- 87,105 5,590 -- 7,259 32 25 -- 41 88
Administrative Analyst II 67,077 -- 100,766 5,590 -- 8,397 32 25 -- 48 45
Administrative Analyst II(Records Management) 67,077 -- 100,766 5,590 -- 8,397 32 25 -- 48 45
Administrative Staff Assistant 57,922 -- 75,214 4,827 -- 6,268 27 85 -- 36 16
Assistant Engineer 84,186 -- 109,327 7,016 -- 9,111 40 47' -- ,52 56
Assistant Planner 70,571 -- 91,659 5,881 -- 7,638 33 93 -- 44 07
Associate Engineer 93,550 -- 121,476 7,796 -- 10,123 44 98 -- 58 40
Associate Planner 80,192 - 104,154 6,683 -- 8,680 38 55 -- 50 07
Building Inspector I 68,058 -- 88,361 5,672 -- 7,363 32 72 -- 42 48
Building Inspector II 76,211 -- 98,980 6,351 -- 8,248 36 64 -- 47 59
Cable TV Station Manager 80,192 -- 104,154 6,683 -- 8,680 38 55 -- 50 07
Code Enforcement Officer 67,607 -- 87,801 5,634 -- 7,317 32 50 -- 42 21
Deputy City Clerk 68,423 -- 88,893 5,702 -- 7,408 32 90 -- 42 74
Engineenng Technician 64,173 -- 83,338 5,348 -- 6,945 30 85 -- 40 07
Geographic Information Systems Coordinator 84,170 -- 109,333 7,014 -- 9, 111 40 47 -- 52 56
Lead Worker 59,438 -- 77,202 4,953 -- 6,434 28 58 -- 37 12
Maintenance Supenntendent 98,014 -- 127,291 8,168 -- 10,608 47 12 -- 61 20
Maintenance Supervisor 75,241 -- 95,331 6,270 -- 7,944 36 17 -- 45 83
Maintenance Worker Ill I 51,654 -- 67,150 4,305 -- 5,596 24 83, -- 32 28
Open Space&Trails Manager 89,813 -- 116,650 7,484 - 9,721 43 18 -- 56 08
Park Ranger 44,369 -- 57,631 3,697 -- 4,803 21 33 -- 27 71
Permit Clerk 50,844 -- 66,032 4,237 -- 5,503 24 44 - 31 75
Permit Technician 58,029 -- 75,335 4,836 -- 6,278 27 90 -- 36 22
Planning Technician 60,400 -- 78,411 5,033 -- 6,534 29 04 -- 37 70
Pnnopal Planner 100,599 -- 130,642 8,383 -- 10,887 48 36 -- 62 81
Project Manager 93,550 -- 121,476 7,796 -- 10,123 44 98 -- 58 40
Recreation Program Supervisor I 57,922 -- 75,214 4,827 -- 6,268 27 85 -- 36 16
Recreation Program Supervisor II 73,406 -- 95,331 6,117 -- 7,944 35 29 -- 45 83
Recreation Services Manager 86,010 -- 111,664 7,168 -- 9,305 41 35 -- 53 68
Senior Account Technician 65,705 -- 85,358 5,475 -- 7,113 31 59 -- 41 04
Senior Accountant 82,711 -- 108,285 6,893 -- 9,024 39 76 -- 52 06
Senior Administrative Analyst 86,893 -- 112,873 7,241 -- 9,406 41 78 -- 54 27
Senior Code Enforcement Officer 75,714 -- 98,330 6,310 -- '8,194 36 40 -- 47 27
Senior Engineer 104,775 -- 136,059 8,731 -- 11,338 50 37 -- 65 41
Senior Information Technician 89,874 -- 116,694 7,490 -- 9,725 43 21 -- 56 10
Senior Park Ranger 50,436 -- 65,503 4,203 -- 5,459 24 25 -- 31 49
Senior Planner 92,264 -- 119,833 7,689 -- 9,986 44 36 -- 57 61
Staff Assistant I 44,369 -- 57,641 3,697 -- 4,803 21 33 -- 27 71
Staff Assistant II 50,436 -- 65,503 4,203 -- 5,459 24 25 -- 31 49
Traffic Engineering Technician 64,173 -- 83,338 5,348 -- 6,945 30 85 -- 40 07
CONFIDENTIAL POSITIONS
Accounting Supervisor 95,870 -- 124,531 7,989 -- 10,378 46 09 -- 59 87
Executive Assistant 68,347 -- 88,784 5,696 -- 7,399 32 86 -- 42 68
Human Resources Analyst 67,070 -- 100,770 5,589 - 8,398 32 25 -- 48 45
MANAGEMENT POSITIONS
Assistant to the City Manager 97,325 -- 126,382 8,110 -- 10,532
Building Official 97,008' -- 164,257 8,084 -- 13,688
City Clerk 97,008 -- 164,257 8,084 -- 13,688
City Manager* 210,000 -- 210,000 17,500 -- 17,500
Deputy City Manager 118,024 -- 200,523 9,835 -- 16,710
Deputy Director of Community Development 103,609 -- 175,430 8,634 -- 14,619
Deputy Director of Finance 103,609 -- 175,430 8,634 -- 14,619
Deputy Director of Public Works 103,609 -- 175,430 8,634 -- 14,619
Deputy Director of Recreation&Parks 103,609 - 175,430 8,634 -- 14,619
Director of Community Development 118,024 -- 200,523 9,835 -- 16,710
Director of Finance 118,024 -- 200,523 9,835 -- 16,710
Director of Parks&Recreation 118,024 - 200,523 9,835 -- 16,710
Director of Public Works 118,024 -- 200,523 9,835 -- 16,710
Human Resources Manager 103,609 -- 175,430 8,634 -- 14,619
Information Technology Manager 97,008 -- 164,257 8,084 -- 13,688
Resolution No 2020-63
Exhibit A
Page 1 of 3 A-52
Resolution No.2020-63 Exhibit A
Salary and Hourly Schedule for the
Competitive,Confidential,Management and Part-time Positions
Effective January 1,2021)
Principal Civil Engineer 97,008 -- 164,257 8,084 -- 13,688
I
I
Resolution No 2020-63
Exhibit A
Page 2 of 3 A-53
Resolution No.2020-63 Exhibit A
Salary and Hourly Schedule for the
Competitive,Confidential,Management and Part-time Positions,
Effective January 1,2021)
OFFICIAL
Hourly Rates
PART-TIME POSITIONS BOTTOM TO TOP
Administrative/Public Works/Cable Intern 14 00 -- 32 08
Code Enforcement Officer 32 49 -- 43 24
Park Ranger 18 41 -- 23 92
Permit Clerk 23 36 -- 30 34
Recreation Leader 14 00 -- 14 94
Recreation Leader II 14 90 -- 18 33
Recreation Specialist 18 41 -- 23 92
Staff Assistant I 21 84 -- 28 38
Staff Assistant II 24 85 -- 32 27
Television Producer 17 75 -- 35 51
Television Producer(On-Camera) 20 07 -- 40 76
Monthly
AUTO ALLOWANCE Amount
City Manager 700
Deputy City Manager 150
Director of Community Development 150
Director of Finance 150
Director of Public Works 150
Director of Recreation&Parks 150
City Manager salary set by contract agreement adopted by the City Council
contract amended February 19,2020)
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Resolution No 2020-63
Exhibit A
Page 3 of 3 A-54
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