CC RES 2022-042 RESOLUTION NO. 2022-42
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
RANCHO PALOS VERDES, CALIFORNIA, ACCEPTING,
APPROVING, AND ADOPTING THE TENTATIVE
AGREEMENT FOR A SUCCESSOR MEMORANDUM OF
UNDERSTANDING BETWEEN THE CITY OF RANCHO
PALOS VERDES AND THE RANCHO PALOS VERDES
EMPLOYEES ASSOCIATION FOR THE PERIOD OF JULY 1,
2022 THROUGH JUNE 30, 2025
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 between the City and the
RPVEA covering the period July 1, 2020 through June 30, 2022 adopted by City Council Resolution
No. 2020-25, including the ensuing three amendments thereto (RPVEA MOU 2020-22); and
WHEREAS, the RPVEA MOU 2020-22 expires on June 30, 2022; and
WHEREAS, the City and RPVEA have successfully met and conferred to negotiate a
Tentative Agreement on a successor RPVEA MOU for the period of July 1, 2022 through June 30,
2025 (RPVEA MOU 2022-25) pursuant to the Meyers-Millais-Brown Act(MMBA) (Government Code
sections 3500-3511) and the City's Employer-Employee Relations Resolution No. 2018-23; and
WHEREAS, the City's labor representatives and RPVEA representatives prepared the
attached written Tentative Agreement regarding the deal points for the successor RPVEA MOU
2022-25, which was ratified on June 15, 2022 by the RPVEA membership, and then executed by the
respective labor representatives; and
WHEREAS, the MMBA provides at Section 3505.1:
"If a tentative agreement is reached by the authorized representatives of the public agency
and a recognized employee organization or recognized employee organizations, the
governing body shall vote to accept or reject the tentative agreement within 30 days of the
date it is first considered at a duly noticed public meeting. A decision by the governing body
to reject the tentative agreement shall not bar the filing of a charge of unfair practice for failure
to meet and confer in good faith. If the governing body adopts the tentative agreement, the
parties shall jointly prepare a written memorandum of understanding."; and
WHEREAS, once the City Council adopts the Tentative Agreement, the parties are required
to jointly prepare a written MOU to present to City Council for consideration and adoption consistent
with the Tentative Agreement; and
WHEREAS, once approved by the City Council, the Tentative Agreement and the successor
RPVEA MOU 2022-25 become binding agreements between the parties, each in their own right; and
WHEREAS, upon City Council approval of the Tentative Agreement, the salary and benefit
changes outlined therein shall be incorporated into the Annual Budget for Fiscal Year 2022-2023;
and
WHEREAS, the City Council desires to approve the Tentative Agreement for the successor
RPVEA MOU 2022-25.
NOW, THEREFORE THE CITY COUNCIL OF THE CITY OF RANCHO PALOS VERDES
DOES HEREBY FIND, DETERMINE AND RESOLVE AS FOLLOWS:
Section 1: The recitals set forth above are true and correct and incorporated herein by this
reference.
Section 2: The City Council approves the executed Tentative Agreement dated June 15,
2022 for a successor RPVEA MOU 2022 –25 for the period of July 1, 2022 –June 30, 2025, a fully
executed copy of which is attached hereto as Exhibit A.
Section 3: The City Council directs the labor representatives of the City and RPVEA to jointly
prepare a written memorandum of understanding in accordance with the Tentative Agreement and
present same to the City Council at a future date for consideration and approval.
Section 4: The City Clerk shall certify to the adoption of this Resolution and deem it effective
as of July 1, 2022, the same shall be in force and effect.
PASSED, APPROVED and ADOPTED this 21st day of June, 2022.
A ' . ,q-alAdietiLoYkarti4c.
David L. radley, Mayor
ATTEST:
‘ImizAck...__.
Cer a kaoka, City Clerk
STATE OF CALIFORNIA )
COUNTY OF LOS ANGELES ) ss
CITY OF RANCHO PALOS VERDES )
I, Teresa Takaoka, City Clerk of the City of Rancho Palos Verdes, hereby certify that the above
Resolution No. 2022-42 was duly and regularly passed and adopted by the said City Council at a
regular meeting thereof held on June 21, 2022.
d./Lex 4124441—_,
2Feresa T aoka, City Clerk
111
Resolution No. 2022-42
Page 2 of 2
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TENTATIVE AGREEMENT FOR A SUCCESSOR MEMORANDUM OF
UNDERSTANDING
Per Gov't Code Section 3505.1
Between
The City of Rancho Palos Verdes and
the Rancho Palos Verdes Employees Association
For The Period Of July 1, 2022 Through June 30, 2025,
The current Memorandum of Understanding ("MOU") between the City of Rancho Palos
Verdes ("City") and the Rancho Palos Verdes Employees Association ("RPVEA" or
"Association") and the three amendments thereto, cover the period July 1, 2020 through
June 30, 2022 and will expire by their own terms on June 30, 2022 ("RPVEA MOU 2020-
22"). The Association currently represents forty-nine (49) active employees over twenty-
eight (28) classifications within the City. Pursuant to the Meyer-Millias-Brown Act
("MMBA") (Gov't Code Section 3500 — 3511), the City and the Association representatives
met and conferred in good faith on April 4,April 18, May 5, May 24, June 2 and June 9, 2022
regarding a successor RPVEA MOU.
The City and the Association have reached a Tentative Agreement on the deal terms for
a successor RPVEA MOU, which is represented by this document. The following deal
terms were ratified by the Association on June 15, 2022, but remain subject to formal
approval/adoption by the City Council per California Government Code Section 3505.1,
which provides:
"If a tentative agreement is reached by the authorized representatives of the public
agency and a recognized employee organization or recognized employee
organizations, the governing body shall vote to accept or reject the tentative
agreement within 30 days of the date it is first considered at a duly noticed public
meeting. A decision by the governing body to reject the tentative agreement shall
not bar the filing of a charge of unfair practice for failure to meet and confer in good
faith. If the governing body adopts the tentative agreement, the parties shall jointly
prepare a written memorandum of understanding."
All terms and conditions of the prior RPVEA MOU 2020-22, including the three
Amendments thereto, shall be maintained unless expressly modified or changed herein or
until the successor RPVEA MOU is jointly prepared by the parties, ratified by the
Association and accepted, approved and adopted by City Council, which shall then
supersede and replace this Tentative Agreement. All items affecting compensation within
the current RPVEA MOU 2020-22 or the amendments thereto not addressed herein are
proposed to remain unchanged; however, any language that has a sunset will be deemed
of no further force and effect.
Resolution No 2022-42
Exhibit A
Page 1 of 7
1. Article I. Term
This Tentative Agreement and the successor RPVEA MOU will be effective from
the date of City Council approval and shall cover the period commencing from July
1, 2022 through and including June 30, 2025, unless otherwise expressly provided
otherwise in this Tentative Agreement or the successor RPVEA MOU.
2. Article IV. Regular Compensation, Performance Evaluations
A. BONUS & COLAs
Effective the first full pay period in July 2022, the City shall provide Off-Salary-
Schedule Pay as defined by the California Public Employees' Retirement System
("CaIPERS")in the form of a non-reportable two percent(2%)base salary lump sum
retention bonus calculated using base salaries in effect prior to implementation of
the following cost of living adjustment ("COLA") set forth below for all Association
represented employees still on payroll as of July 1, 2022.
Effective the first full pay period in July 2022, the City shall provide an across-the-
board COLA in the form of a three percent (3%) base salary increase for all
Association represented employees as reflected in the attached Exhibit A.
The City will continue to meet and confer with the Association during the first year
of this Tentative Agreement and the successor RPVEA MOU regarding
implementation of the still pending Classification and Compensation Study being
performed by Public Sector Personnel Consultants and discussion of a
Telecommute Policy.
Effective the first full pay periods in July 2023 and July 2024, the City shall provide
additional annual COLAs for all Association represented employees still on payroll
at those times in the amount not less than 0% nor higher than a maximum of three
percent (3%) as measured by the Consumer Price Index for All Urban Consumers
("CPI-U") reported by the U.S. Bureau of Labor Statistics for the Los Angeles-Long
Beach-Anaheim, CA metropolitan area covering the prior twelve month period March
to March each year.
C. Performance Evaluation
Effective July 1, 2023, represented employees shall be eligible for new salary merit
adjustments, replacing the old schedules, within an individual salary range based
upon each employee's annual performance evaluation rating as follows:
• Meets Expectations (Satisfactory): 1
• Exceeds Expectations (Good): 3.5%-4.5%
• Exceptional (Excellent): 5.0%-6%
Tentative Agreement for a Successor RPVEA MOU 2022-25
Page 2 of 5
Resolution No 2022-42
Exhibit A
Page 2 of 7
Represented employees at the top of their salary range cannot exceed their base
salary range but will continue to be eligible for an annual lump sum merit bonus.
The City will continue to meet and confer with the Association during the first year of
this Tentative Agreement and the successor RPVEA MOU to revise the performance
review document and review process.
H. Standby Pay
5. Compensation
a) Effective the first full pay period in July 2022, the Standby Pay for
represented employees shall be increased from$100 to$200 for each
week an employee is assigned and available to respond. The forfeit
amount shall be equally increased from $14.29 to $28.58.
3. Article VI. Restricted Fringe Benefits
B. Retirement Health Savings Account
For the Term of this Tentative Agreement and the successor RPVEA MOU, the City
shall continue the practice of increasing the City annual contribution effective the first
full pay period in July by the percentage increase in the CPI-U for the Los Angeles-
Long Beach-Anaheim, CA metropolitan area covering the prior twelve month period
March to March each year.
J. Deferred Compensation
Effective the first full pay period in July 2022, the City will institute matching for
CaIPERS designated Tier 1 employees up to forty-five ($45) dollars per month per
employee and will increase Tier 2 and Tier 3 matching from sixty ($60) dollars to up
to one hundred ($100) per month per employee.
4. Article X. Leaves
A. Vacation Leave
9 -10. Employees shall be entitled to cash out up to eighty (80) hours of
accrued vacation leave per calendar year provided that the employee
maintains fifty percent(50%)of their annual vacation accrual after cash
out and that they irrevocably designate in writing the amount of leave
to be cashed out in the following calendar year and may cash out only
from leave to be accrued after such irrevocable designation. Cash out
to be at the employee's rate of pay at the time paid. Human Resources
will supply the designation form upon request.
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Tentative Agreement for a Successor RPVEA MOU 2022-25
Page 3 of 5
Resolution No 2022-42
Exhibit A
Page 3 of 7
H. Paid Holiday Leave
1. g) City agrees to provide one additional floating holiday to represented
employees in lieu of adding Juneteenth as a City holiday, bringing the total to
two floating holidays for represented employees. Parties agree to meet and
confer over further revised/clean-up language for Paid Holiday Leave as part
of drafting of the successor RPVEA MOU.
5. Successor RPVEA MOU Drafting
The City and RPVEA labor representatives agree to meet and confer over updates
and clean-up language as part of drafting the successor RPVEA MOU to be jointly
submitted to City Council for approval.
IT IS SO AGREED:
Ci • i-—:arc` .,.',-, i -Verdes Rancho Palos Verdes Employee
%� Association
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•_►4_ '.':>S�ti.w .,./—CityManager Matt Waters-President
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Karin. . ales--Deputy City Manager Robert Nemeth—Vice President
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ulie DeZiel—Human Resources Manager
Attachment: EXHIBIT A—Salary Schedule effective 7/2/2022
Tentative Agreement fora Successor RPVEA MOU 2022-25
Page 4 of 5
Resolution No 2022-42
Exhibit A
Page 4 of 7
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EXHIBIT A
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Tentative Agreement for a Successor RPVEA MOU 2022-25
Page 5 of 5
Resolution No 2022-42
Exhibit A
Page 5 of 7
Exhibit A
Salary and Hourly Schedule for the
Competitive,Confidential,Management and Part-time Positions
(Effective July 2,2022)
OFFICIAL For illustration purposes
Annual Salary Monthly Salary Hourly Salary
COMPETITIVE POSITIONS BOTTOM TO TOP BOTTOM TO TOP BOTTOM TO TOP
Account Clerk 54,557 - 70,832 4,546 - 5,903 26 23 - 34 05
Accountant 79,781 - 103,619 6,648 - 8,635 `38 36 - 49 82
Accounting Manager 103,509 - 134,434 8,626 -- 11,203 49 76 - 64 63
Accounting Technician 61,754 - 80,227 5,146 -- 6,686 29 69 - 38 57
Administrative Analyst I 70,605 - 91,692 5,884 - 7,641 33 94 - 44 08
Administrative Analyst II 70,609 - 106,072 5,884 - 8,839 33 95 -- 51 00
Administrative Analyst II(Records Management) 70,609 - 106,072 5,884 - 8,839 33 95 - 51 00
Administrative Staff Assistant 60,972 - 79,175 5,081 - 6,598 29 31 -- 38 06
Assistant Engineer 88,619 - 115,085 7,385 - 9,590 42 61 - 55 33
Assistant Planner 74,287 -- 96,486 6,191 - 8,041 35 71 - 46 39
Associate Engineer 98,476 - 127,872 8,206 - 10,656 47 34 - 61 48
Associate Planner 84,415 - 109,638 7,035 - 9,137 40 58 - 52 71
Building Inspector I 71,642 - 93,013 5,970 - 7,751 34 44 - 44 72
Building Inspector II 80,225 - 104,192 6,685 - 8,683 38 57 - 50 09
Cable TV Station Manager 84,415 - 109,638 7,035 - 9,137 40 58 - 52 71
Code Enforcement Officer 71,167 - 92,425 5,931 - 7,702 34 21 - 44 44
Deputy City Clerk 72,026 - 93,574 6,002 - 7,798 34 63 - 44 99
Engineenng Technician 67,552 - 87,726 5,629 - 7,311 32 48 - 42 18
Geographic Information Systems Coordinator 88,603 - 115,090 7,384 - 9,591 42 60 - 55 33
Lead Worker 62,568 - 81,268 5,214 - 6,772 30 08 - 39 07
Maintenance Supenntendent 103,175 - 133,995 8,598 - 11,166 49 60 - 64 42
Maintenance Supervisor 79,203 - 100,351 6,600 - 8,363 38 08 - 48 25
Maintenance Worker I/II 54,375 - 70,686 4,531 - 5,891 26 14 - 33 98
Open Space&Trails Manager 94,542 - 122,792 7,879 - 10,233 45 45 - 59 03
Park Ranger 46,705 - 60,665 3,892 - 5,055 22 45 - 29 17
Permit Clerk 53,522 - 69,510 4,460 - 5,793 25 73 - 33 42
Permit Technician 61,085 - 79,302 5,090 -- 6,609 29 37 -- 38 13
Planning Technician 63,581 - 82,540 5,298 - 6,878 30 57 - 39 68
Pnncipal Planner 105,896 - 137,521 8,825 -- 11,460 50 91 -- 66 12
Project Manager 98,476 - 127,872 8,206 - 10,656 47 34 - 61 48
Recreation Program Supervisor I 60,972 - 79,175 5,081 - 6,598 29 31 -- 38 06
Recreation Program Supervisor II 77,272 - 100,351 6,439 - 8,363 37 15 - 48 25
Recreation Services Manager 90,539 - 117,545 7,545 - 9,795 43 53 - 56 51
Senior Account Technician 69,166 - 89,852 5,764 - 7,488 33 25 - 43 20
Senior Accountant 87,067 - 113,987 7,256 - 9,499 41 86 - 54 80
Senior Administrative Analyst 91,469 - 118,817 7,622 - 9,901 43 98 - 57 12
Senior Code Enforcement Officer 79,700 - 103,509 6,642 -- 8,626 38 32 -- 49 76
Senior Engineer 110,292 - 143,224 9,191 - 11,935 53 03 - 68 86
Senior Information Technician 94,607 - 122,839 7,884 - 10,237 45 48 -- 59 06
Senior Park Ranger 53,092 - 68,952 4,424 - 5,746 25 53 - 33 15
Senior Planner 97,123 - 126,144 8,094 - 10,512 46 69 - 60 65
Staff Assistant I 46,705 - 60,676 3,892 - 5,056 22 45 - 29 17
Staff Assistant II 53,092 - 68,952 4,424 - 5,746 25 53 -- 33 15
Traffic Engineenng Technician 67,552 - 87,726 5,629 - 7,311 32 48 - 42 18
CONFIDENTIAL POSITIONS
Accounting Supervisor 100,918 - 131,089 8,410 - 10,924 48 52 - 63 02
Executive Assistant 71,947 - 93,460 5,996 - 7,788 34 59 - 44 93
Human Resources Analyst 70,601 - 106,077 5,883 - 8,840 33 94 - 51 00
MANAGEMENT POSITIONS
Assistant to the City Manager 102,450 - 133,038 8,538 - 11,087
Building Official 102,116 - 172,906 8,510 - 14,409
City Clerk 102,116 - 172,906 8,510 - 14,409
City Manager* 226,000 226,000 18,833 - 18,833
Deputy City Manager 124,239 - 211,082 10,353 - 17,590
Deputy Director of Community Development 109,065 - 184,668 9,089 - 15,389
Deputy Director of Finance 109,065 - 184,668 9,089 - 15,389
Deputy Director of Public Works 109,065 - 184,668 9,089 - 15,389
Deputy Director of Recreation&Parks 109,065 - 184,668 9,089 -- 15,389
Director of Community Development 124,239 - 211,082 10,353 - 17,590
Director of Finance 124,239 - 211,082 10,353 -- 17,590
Director of Parks&Recreation 124,239 - 211,082 10,353 - 17,590
Director of Public Works 124,239 - 211,082 10,353 -- 17,590
Human Resources Manager 109,065 - 184,668 9,089 - 15,389
Information Technology Manager 102,116 - 172,906 8,510 - 14,409
Pnncipal Civil Engineer 102,116 - 172,906 8,510 - 14,409
Resolution No 2022-42
Exhibit A
Page 6 of 7
Resolution No.2022-42 Exhibit A
Salary and Hourly Schedule for the
Competitive,Confidential,Management and Part-time Positions
(Effective July 2,2022)
OFFICIAL
Hourly Rates
PART-TIME POSITIONS BOTTOM TO TOP
Administrative/Public Works/Cable Intern 15 45 — 33 77
Code Enforcement Officer 34 20 — 45 52
Park Ranger 19 38 — 25 13
Permit Clerk 24 59 — 31 94
Recreation Leader 15 45 -- 20 09
Recreation Leader II 15 69 — 19 29'
Recreation Specialist 19 38 — 25 18
Staff Assistant I 22 99 — 29 87
Staff Assistant II 26 16 -- 33 97
Television Producer 18 68 -- 37 38
Television Producer(On-Camera) 21 14 — 42 91
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 1,2022)
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Resolution No 2022-42
Exhibit A
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