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Home My WebLink AboutMemos & Staff Reports Twdrie. TG M E lid �y. .4 0 a/ "Tr' :;"s:im; 7111: o STAFF REPORT Rroiuiso ADMINISTRATIVE SERVICES DEPARTMENT January 5, 1999 TO: Mayor and City Council FROM: James Dale, Administrative Services Director Prepared by: Carol Przybycien, Human Resources Manager SUBJECT: Recommendation to Adopt Resolutions No. 6093 Establishing Compensation and Related Benefits for Employees Represented by AFSCME for January 5 —June 30, 1999 SUMMARY Resolution No. 6093 establishes terms of employment and compensation for City employees represented by AFSCME. Pursuant to the Meyers-Milias-Brown Act, the City has met and conferred in good faith concerning wages, benefits and working conditions with AFSCME. City Council ratification of the agreed upon Memorandum of Understanding (MOU) is required. DISCUSSION City staff representing the City Council have completed discussions with the negotiating committee of AFSCME. The Memorandum of Understanding presented for ratification reflects a continuation of past compensation and benefits and new items of agreement. Listed below is a summary of the substantive changes to the terms and conditions of employment. Other issues not presented below shall remain in full force and effect as set forth in the new Memorandum of Understanding. The proposed term of the contract is through June 30, 1999. The attached MOU was approved by AFSCME on December 8, 1998. Compensation Each represented employee shall receive a one-time payment equal to 1.5% of annual gross salary less applicable deductions, as specified in the Resolution. Health, Dental and Life Insurance The City will participate in the Ca1PERS Health Program and contribute a maximum of $508 per month for full-time employees as an optional benefit allowance. LASER IMAGED IMO '40 January 5, 1999 Recommendation to Adopt Resolution No. 6093 Page 2 Leaves Each represented employee shall receive 8 hours of floating holiday leave. Employees will also receive an additional 4 hours of leave to allow for 4 hours at the end of the workday on both December 24 and 31 starting in 1999. Side Agreements A side agreement providing that the City will meet in confer during the life of the MOU on the compensation study and contracting out is part of this Agreement. An additional side letter agrees to a change in working conditions which prohibits smoking in all City vehicles. FISCAL IMPACT Funding for the proposed one time compensation and smoking cessation reimbursement are available in the medical reserve account, as previously approved by City Council in closed session. RECOMMENDATION It is recommended that the City Council adopt Resolution No. 6093 ratifying the proposed agreement with AFSCME and authorize the City Manager to execute the Memorandum of Understanding outlining the terms and conditions of settlement, and make the necessary budget adjustments to implement the contract. APPROVED: `It • 4 William R. Kelly, City Manager Attachment 4 14001 *owl AF SCME #2264 NOV 1 81998 CITY OF ARCADIA "IrY CLERK OFFICERS President Rob Cunningham 626 256-6591 Vice-President Mark Ornelas 626 256-6672 Secretary/Treasurer Manual Molina 626 256-6672 EXECUTIVE BOARD Tony Parisi Jonathan Shoemaker Edward Castano Tony Capra Greg Borrow SHOP STEWARDS Chief Steward Craig Clark Maintenance Services Terance La Croix Keven Tobin Equipment Services Bob Leyva Negotiating Committee Mark Ornelas Chairmen Bob Santana Team Member Tony Capra Team Member Rob cunningham President & alternate Business Representative Guedo 213-484-8300 Council 36 213-484-8300 Union meetings will be the third Thursday of the month at 4: 15 Pm, refreshments will be served Executive Board meetings will be the second Monday of the month, at 4:15 Shop Stewards meetings the first Thursday of the month, Negotiating Committee will meet as needed xfi ►-.� =Americas Federa Ion of STATE COUNTY,tand%MN' PAL EMPLOYEES, AFL-CIO •7 �' to�� .. „i 'a� CITY OF ARCADIA EMPLOYEES LOCAL 2264• 11800 GOLDRING ROAD•ARCADIA, CA 91007•(818) 821-4320 • FAX (818) 301-0570 ace June 27, 1997 TO: Pat Malloy, Maintenance Services Director FROM: Manual Molina, Secretary/Treasurer SUBJECT: AFSCME Elections The following people have elected by the general membership to the following positions. They will take office on July 1, 1997 for a two year term. Should you have any questions feel free to contact me. Shop Stewards Chief Shop Steward, Craig Clark Shop Steward General Services Ernest Perrette Shop Steward General Services Keven Tobin Equipment Services Steward Robert Leyva Board of Directors Tony Parisi Jonathan Shoemaker Edward Castano Tony Capra Greg Borrow We look forward to working with you. C: Day Rader Bud Holcomb Day McVey Frank Bretz Gary Lewis Gary Rogers June Alford Council 36 International File 0 n��- o MEMORANDUM ADMINISTRATIVE SERVICES DEPARTMENT July 2, 1996 TO: Mayor and City Council FROM: James S. Dale, Administrative Services Director BY: Gary W. Rogers, Human Resources Manager SUBJECT: RECOMMENDATION TO ADOPT RESOLUTION NO. 5927 ESTABLISHING COMPENSATION AND RELATED BENEFITS FOR AFSCME REPRESENTED EMPLOYEES FOR FISCAL YEAR 1996-97. SUMMARY Pursuant to the Meyers-Milias-Brown Act, the City has met and conferred in good faith concerning wages, benefits and working conditions with AFSCME Local 2264. City Council ratification of the agreed upon memorandum of understanding is required. DISCUSSION City staff has completed discussions with the negotiating committee of AFSCME Local 2264. Listed below is a summary of the substantive contract changes. All other issues in the previous memorandum of understanding shall remain in full force and effect. The proposed term of the contract is: when ratified, through June 30, 1997. Retirement Contribution The City shall continue the current practice of paying AFSCME represented employee's the 7% employee's contribution to the Public Employee's Retirement System. FISCAL IMPACT The City Council adopted FY 1996-97 Annual Budget includes funding for the proposed AFSCME MOU provisions. RECOMMENDATION It is recommended that the City Council adopt Resolution No. 5927 ratifying the proposed agreement with the AFSCME Local 2264; and direct staff to enter into a memorandum of understanding outlining the terms and conditions of settlement. APPROVED: 11" !! William R. Kelly, City Manager Attachments LASER IMAGED f IV Awe 41010 RESOLUTION NO. 5927 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF ARCADIA, CALIFORNIA, ESTABLISHING COMPENSATION AND RELATED BENEFITS FOR AFSCME LOCAL 2264 REPRESENTED EMPLOYEES FOR FISCAL YEAR 1996-97. THE CITY COUNCIL OF THE CITY OF ARCADIA, CALIFORNIA DOES HEREBY FIND, DETERMINE AND RESOLVE AS FOLLOWS: SECTION 1. The City shall continue to pay 7% of the AFSCME represented employee's contribution to the Public Employee's Retirement System. SECTION 2. The salary and benefits set forth herein are predicated on a Memorandum of Understanding (MOU) between the City of Arcadia and AFSCME Local 2264. The terms of this Resolution shall be of no force and effect if the MOU referred to herein is not signed by July 31, 1996. SECTION 3. Except as amended by this Resolution, all other sections of past Resolutions regarding benefits and compensation for AFSCME Local 2264 represented_ employees shall remain in full force and effect. SECTION 4. That the City Clerk shall certify to the adoption of this Resolution. Passed, approved and adopted this day of July , 1996. Mayor of the City of Arcadia ATTEST: City Clerk of the City of Arcadia APPROVED AS TO FORM: /. '/ ' .. Michael H. Miller City Attorney � 1 STATE OF CALIFORNIA ) COUNTY OF LOS ANGELES ) SS: CITY OF ARCADIA ) I, JUNE D. ALFORD, City Clerk of the City of Arcadia, hereby certify that the foregoing Resolution No. 5927 was passed and adopted by the City Council of the City of Arcadia, signed by the Mayor and attested to by the City Clerk at a regular meeting of said Council held on the day of July, 1996 and that said Resolution was adopted by the following vote, to wit: AYES: NOES: ABSENT: City Clerk of the City of Arcadia t' 4,9 A� irrAm r' RtOYt10 ' STAFF REPORT ADMINISTRATIVE SERVICES DEPARTMENT April 2, 1996 TO: Mayor and City Council FROM: James S. Dale, Administrative Services Director Gary W. Rogers, Human Resources Manager t SUBJECT: RECOMMENDATION TO APPROVAL OF AFSCME LETTER OF AGREEMENT SUMMARY Pursuant to information received from PERS, a portion of the contract negotiated with AFSCME Local 2264 was ruled inappropriate. Accordingly, the parties have met and conferred regarding this item and agreed to amend the sick leave provision. City Council approval of this proposed change is required. DISCUSSION The current memorandum of understanding between the City and AFSCME Local 2264 allows AFSCME represented employees to establish a separate retirement bank of leave time when their accrued sick leave reaches the maximum level of 1300 hours. The separate bank of leave time can be converted to service credit upon retirement. The Public Employees Retirement system has notified the City that this arrangement is not permissible under PERS regulations. To address this situation City staff met and conferred with AFSCME Local 2264 employees. In lieu of the existing language, the parties agreed to increase the accumulation level of sick leave from 1300 hours to 1500 hours. This level of benefit is consistent with the previous benefit provided in the contract and is similar to the increase in sick leave provided to the Arcadia Firefighters Association earlier this fiscal year. FINANCIAL IMPACT Implementation of the new language is not anticipated to have a significant impact on the City's outstanding liabilities. RECOMMENDATION It is recommended that the City Council approve the attached Side Letter of Agreement between the City of Arcadia and AFSCME Local 2264. A PPROVED. William R. Kelly, City Manager LASER IMAGED Attachment T7 r C .■ 7k CITY OF ARCADIA AFSCME LOCAL 2264 SIDE LETTER OF AGREEMENT 1. The parties ,.hereto agree that the Sick Leave provisions in the Memorandum of Understanding dated September 5, 1995 - June 30, 1996 shall be changed as follows: Employees may accumulate up to a maximum of 1500 hours of sick leave with pay (Article XIV, Section E. 1.). The provision regarding a separate retirement bank (Article XIV, Section E. 8.), shall be deleted in its entirety, as PERS has ruled this type of arrangement to be inappropriate. All other terms and conditions of the AFSCME Local 2264 MOU shall remain in effect during the term of this agreement. 1iti■<< Robert Cunningha► , President William R. Kelly AFSCME, Local 2 64 City Manager Date Date 4 4 409 AMERICAN FEDERATION OF STATE, COUNTY, AND MUNICAPAL cirr 1996, EMPLOYEES, 1 800 GOLDRING ROAD LOCAL 2264 Mfr°r , �,�E,��,, ARCADIA, CALIFORNIA 91006 PRESIDENT- ROB CUNNINGHAM VICE-PRESIDENT-TERANCE LA CROIX SECRETARY/TREASURER- MANUEL MOLINA August 19, 1996 To: Bill Kelly, City Manager Gary Rogers, Human Resources June Alford, City Clerk Pat Malloy , Maintenance Services Director From: Manuel Molina, SecretatyTreasurer, AFSCME #2264 Subject: Elections On August 15,1996 Elections were held For AFSCME#2264 and the following people were elected for a TWO YEAR term of office. President Rob Cunningham Storekeeper Vice-President Terance La Croix Traffic Secretary/treasurer Manuel Molina Meter Shop Recording Secretary Art Hernandez Sewer Crew We look forward to another two years of mutual cooperation. Should you or you staff have any questions Please call me or any of my staff to help you. Thank You Manuel Molina cc;Ron Carle Bud Holcomb David Raider Dave Mc Vey Bob Lang Brian Hagman Council 36 ' / ) _ ' ✓ lowee '160 14,,t j 3 / +4 ■�" S rs t, . AMERICAN FEDERATION OF STATE, COUNTY, AND MUNICAPAL EMPLOYEES, AFL-CIO LOCAL 2264 11800 GOLDRING ROAD ARCADIA, CALIFORNIA 91006 PRESIDENT- ROB CUNNINGHAM VICE-PRESIDENT- TERANCE LA CROIX SECRETARY/TREASURER- MANUAL MOLINA September 22, 1995 , TO: BILL KELLY, CITY MANAGER FROM : MANUAL MOLINA, AFSCME 2264 E''` SUBJECT: UNION ELECTIONS THE FOLLOWING PEOPLE HAVE BEEN ELECTED TO FILL THE OFFICER POSITIONS WITHIN OUR LOCAL. I KNOW THAT THEY LOOK FORWARD WORKING WITH YOU IN THE FUTURE. • Mt PRESIDENT- ROB CUNNINGHAM VISE PRESIDENT- TERRY La CROIX SECRETARY/TREASURER- MANUAL MOLINA cc: GARY ROGERS, ASSISTANT TO THE CITY MANAGER - JUNE ALFORD, CITY CLERK PAT MALLOY, MAINTENANCE SERVICES DIRECTOR ELDON DAVIDSON, WATER MANAGER RON CARLE, MAINTENANCE SERVICES SUPERVISOR r • w Px :,iYwa• _ter. \4 "'=,,T MEMORANDUM HUMAN RESOURCES DEPARTMENT September 5, 1995 TO: Mayor and City Council FROM: Gary W. Rogers, Assistant to the City Manager/ Human Resources Manager SUBJECT: RECOMMENDATION TO ADOPT RESOLUTION #5878 ESTABLISHING COMPENSATION AND RELATED BENEFITS FOR AFSCME REPRESENTED EMPLOYEES FOR FISCAL YEAR 1995-96. SUMMARY Pursuant to the Meyers-Milias-Brown Act, the City has met and conferred in good faith concerning wages, benefits and working conditions with AFSCME Local 2264. Council ratification of the agreed upon memorandum of understanding is required. DISCUSSION City staff and special legal counsel representing the City Council, have completed discussions with the negotiating committee of AFSCME Local 2264. Listed below is a summary of the substantive contract changes. All other issues in the previous memorandum of understanding shall remain in full force and effect. The proposed term of the contract is: when ratified, through June 30, 1996. SALARY On December 1, 1995, each represented employee shall receive a one-time payment of $200.00, less applicable deductions. SICK LEAVE When an employee's sick leave accrual level reaches the maximum level of 1300 hours, they shall accumulate 3.69 hours for each pay period of service completed with the City into a separate retirement bank. The retirement bank hours will be included when determining the total sick leave hours available for conversion to service credit for retirement purposes. HEALTH. and DENTAL Effective July 1, 1995, the City's maximum contribution toward health and dental insurance for each employee represented by this agreement shall be $508.00 per month. This is the same level of coverage provided in FY 1994-95. LASER IMAGED • AFSCME MOU SEPTEMBER 5, 1995 PAGE 2 FISCAL IMPACT Sufficient funding is available for the proposed MOU provisions to be implemented in FY 1995-96. RECOMMENDATION, It is recommended that the City Council adopt Resolution #5878 ratifying the proposed agreement with the AFSCME Local 2264; and direct staff to enter into a memorandum of understanding outlining the terms and conditions of settlement, and make the necessary budget adjustments to implement the contract. APPROVED: W"' r , William R. Kelly, City Manager Attachments CITY OF ARCADIA AND AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES AFL-CIO LOCAL 2264 MEMORANDUM OF UNDERSTANDING SEPTEMBER 5, 1995 - JUNE 30, 1996 TABLE OF CONTENTS Page Article I Parties and Recognition 1 Appropriate Unit 1 Mutual Recommendation 1 Article II Terms 2 Savings Clause 2 Article III Union Rights 3 • Right To Join 3 • Use of Bulletin Boards 3 • Payroll Deduction 3 • Access to Facilities 3-4 • Union Stewards 4 • Reasonable Notice 4 • Safety Committee 5 Article IV Management Rights 6 Article V Compensation 7 • Promotion or Advancement 7 • Special Assignment Pay 7-8 Article VI Overtime (FLSA) 9 Article VII Stability Pay 10 Article VIII Tuition Reimbursement 11 Article IX Mileage Reimbursement 12 Article X Health, Dental and Life Insurance 13 • Retired Health Insurance 13-14 Article XI Disability Income Insurance 15 Article XII Medical Examinations 16 Article XIII Uniforms 17 i01110 NI1110 TABLE OF CONTENTS Page Article XIV Leaves 18 • Provided For 18 • Power to Grant Leave 18 • Military Leave 19 • Vacation Leave 20 • Sick Leave 21-22 • Workers' Compensation 22 • Holidays 23 • Witness Leave 23 • Unauthorized Absence 24 Article XV Probationary Period 25 Article XVI Acting Pay 26 Article XVII Layoffs 27 • Layoff Procedure 27 • Reemployment List 27 • Severance Pay 27 Article XVIII Personnel Files 28 Article XIX Labor-Management Committee 29 Article XX Employee Complaints and Grievances 30 • Procedure 30-31 • General Provisions 31-32 • Definitions 32 Article XXI Full Understanding/Execution of Agreement 33 tow ARTICLE I Section A. iARTIES AN E D RCOGNITION The Memorandum of Understanding is made and entered into between er the management representatives e ves of the American Federation referred to as the "City" and representatives of State, County and Municipal Employees, AFL-CIO, Local 2264, a formally recognized employee organization, hereinafter referred to as the "Union", pursuant to the provisions of the Meyers-Milias-Brown Act (Government Code Sections 3500 et.seg.). Section B. APPROPRIATE. T The full-time and permanent part-time classifications covered by this agreement are: Assistant Pump Mechanic Pump Mechanic Building Maintenance Technician Storekeeper Building Maintenance Tech. Trainee Sweeper Operator Equipment Operator Water Service Representative Maintenance Worker Water Quality Backflow Inspector Public Works Foreman Section C. M. ,T� SAL RECOMMENDATION This Memorandum of Understanding City of a mutual recommendation to be presented to the City Council, for determination. 1 41s0 *IS ARTICLE II Section A. TERMS The parties have met and conferred in good faith regarding wages, hours and other terms and conditions of employment and it is mutually agreed that this Memorandum of Understanding shall be effective for the period beginning September 5, 1995 and ending June 30, 1996. Section B. SAVINGS CLAUSE If any provision or the application of any provision of this agreement as implemented should be rendered or declared invalid by any final court action or decree or by reasons of any preemptive legislation, the remaining Sections of this agreement shall remain in full force and effect for the duration of said agreement. 2 • ARTICLE III UNION RIGHTS Section A. RIGHT TO JOIN The City and the Union recognize the right of the employees to form, join and participate in lawful activities of employee organizations and the equal alternative right of employees to refuse to join or participate in employee organization activities. Section B. USE OF BULLETIN BOARDS The City shall provide for the Union's use designated bulletin boards where employees in the bargaining unit have access during regular business hours subject to the following conditions: a) all postings for bulletin boards must contain the date of posting and the identification of the organization and b) the Union will not post information which is defamatory, derogatory or obscene subject to the immediate removal of the right to post for a period not to exceed 90 days. Section C. PAYROLL DEDUCTION The City will deduct from the pay of Union members the normal and regular monthly Union membership dues as voluntarily authorized in writing by the employee on the City form subject to the following conditions: 1 . Such deduction shall be made only upon submission of the City form to the designated City representative. Said form shall be duly completed and signed by the employee. 2. The City shall not be obligated to put into effect any new, changed or discontinued deduction until the pay period commencing fifteen days or longer after such submission. Section D. ACCESS TO FACILITIES, All Union business will be conducted by employees and Union representatives outside of established work hours. 3 *moo *010 ARTICLE III (continued) Nothing herein shall be construed to prevent a Union representative or an employee from contacting the Human Resources Manager or other management representatives regarding personnel related matters during work hours. The authorized Union Business Agent shall be given access to work locations during working hours provided that prior to visiting any work location the Union representative shall: 1 . contact the Human Resources Manager or his designate, to state the purpose of his visit and which location he will be visiting, and 2. the Human Resources Manager or designate determines that such visit shall not interfere with the operations of the department. In the event the requested time and/or location of such visit by the Union Business Agent is denied because it would interfere with the operations of the department, the Human Resources Manager or his designate shall set an alternative time and/or location for such visit within 72 hours. Section E. UNION STEWARDS. Three (3) Shop Stewards shall be selected in such manner as the Union may determine. The Union shall notify the employer in writing of the names of the three (3) Stewards who are authorized to represent employees in the bargaining unit. Section F. REASONABLE NOTICE It is mutually understood and agreed that a copy (via the United States Postal Service) of the City Council and/or Human Resources Commission agenda for each meeting mailed to two authorized representatives of the Union shall constitute reasonable written notice of any opportunity to meet with such agencies, on all matters within the scope of representation upon which the City Council or Human Resources Commission may act. The Union shall provide the Human Resources Manager with the name and addresses of the two authorized representatives within five days of the effective date of this agreement. 4 err► ARTICLE III (continued) Section G. SAFETY COMMITTEE The Union will select two members to serve on the City's Safety Committee, one employee representing the Maintenance Services - Service Division, and one employee representing the Water Division. Safety Committee members shall serve for a term of two years. • 5 ARTICLE /V MANAGEMENT RIGHTS Section A. Except as limited by the specific and express terms of this agreement, the City hereby retains and reserves unto itself all rights, powers, authority, duty and responsibilities confirmed on and vested in it by the laws and the Constitution of the State of California, the Charter of the City of Arcadia and/or the laws and Constitution of the United States of America. The management and the direction of the work force of the City is vested exclusively in the City, and nothing in this agreement is intended to circumscribe or modify the existing rights o' the City to direct the work of its employees; hire, promote, demote, transfer, assign and retain employees in positions within the City, subject to the Personnel Rules and Regulations of the City; suspend or discharge employees for proper cause; maintain the efficiency of governmental operations; relieve employees from duties for lack of work or other good reason; take action as may be necessary to carry out the City's mission and services in emergencies; and to determine the methods, means and personnel by which the operations are to be carried out. 6 ARTICLE V COMPENSATION Section A. Effective December 1, 1995, each classification covered by this agreement shall receive a one-time payment of $200, less applicable deductions. Section B. The City shall continue to provide as deferred compensation a set dollar amount to be paid toward the employee's contribution to the Public Employee's Retirement System. The dollar amount to be paid as deferred compensation shall be an amount equal to 7% of the Salary Schedule rate for each employee. In the event this method of deferred compensation is declared illegal by a court of competent jurisdiction or by the Internal Revenue Service or by the administrators of the Public Employee's Retirement System, the City agrees to improve the Salary Schedule by 7% in lieu of such deferred compensation plan. Section C. PROMOTION OR ADVANCEMENT IN RATE OF COMPENSATION 1 . When an employee is promoted, the pay shall advance to the lowest step in such higher range that will provide not less than one step increase in compensation unless the top step in such range provides less than one step increase. Such one step of 4- 6%, shall be measured by the range from which the employee is promoted. 2. When an employee is promoted to a higher classification, the date of promotion shall be used in determining the date of future step increases. Section D. The parties acknowledge that the percentages between steps within a range are from 4% to 6%. Section E. SPECIAL ASSIGNMENT PAY 1 . Painter The employee assigned to perform a variety of painting functions including the painting of all City vehicles, the refinishing and finishing of furniture and cabinets, and the interior and exterior painting of City facilities shall receive $23.08 per pay period in addition to the base salary. In accordance with past practice, this additional compensation shall not be added to base pay for the computation of overtime. 7 • ARTICLE V (continued) 2. Welder-Water Department The employee assigned to perform a variety of welding functions in the Water Department shall receive $23.08 per pay period in addition to the base salary. In accordance with past practice, this additional compensation shall not be added to base pay for the computation of overtime. 3. Equipment Operator (Tree Crew #181) When Tree Crew #181 consists of a 2-person crew, the Equipment Operator shall serve as a leadworker and receive $34.62 per pay period in addition to the base salary. In accordance with past practice, this additional compensation shall not be added to base pay for the computation of overtime. 8 ARTICLE VI OVERTIME (FLSA1 Section A. With the approval of the City Manager, and when necessary to perform essential work, a department administrator may require employees to work at any time other than during regular working hours until such work is accomplished. An employee required to work under such conditions shall be paid at the rate of one and one-half times the regular hourly rate. No overtime credit shall be allowed for any period less than one-half hour. Overtime shall be rounded to the nearest one-half hour. Section B. Employees recalled to work after completing a day's work, including any overtime shall receive a minimum credit of two (2) hours of overtime. Section C. When an employee is directed by his/her department administrator or the City Manager to attend classes or City functions at times other than regularly scheduled work hours which cause the employee to be in a work status in excess of 40 hours in a 7 day work period, the employee shall be paid at the rate of time and one-half the employee's regular rate of pay. This does not apply to classes or other functions which the employee voluntarily attends. 9 ARTICLE VII STABILITY PAY Section A. This feature of the Pay Plan is intended to encourage stability of employment by recognizing years of service with compensation. The plan pays $25 per year for each year of consecutive service up to a maximum of twenty (20) years of service. An employee is not eligible to receive stability pay until they have completed five (5) years of consecutive service. The following is the schedule of how stability pay is calculated. Completed Years Completed Years of Service Amount of Service Amount 11 $275 16 $400 12 $300 17 $425 13 $325 18 $450 14 $350 19 $475 15 $375 20 $500 Cash stability payments are made once a year between December 1 and December 10 only to employees on the payroll as of December 1 . Stability payments will be paid on a pro-rata basis to employees that retire or are laid off prior to December 1, provided they meet all eligibility requirements. Stability pay will only be applicable to employees who were hired prior to January 1, 1984. 10 *too *woe ARTICLE VIII TUITION REIMBURSEMENT Section A. City will reimburse the employee 100% of the cost of books, fees and tuition for up to 7 semester or 9 quarter units during each semester/quarter of rates of the California State University system. The reimbursement shall be for only courses that are directly related to the employee's position as determined by the City Manager. No general education course or other courses not directly related to the job would be approved for reimbursement. Prior to reimbursement of costs, all course work must be completed while employed by the City of Arcadia with a passing grade of "C" or equivalent when numerical score or pass/fail grade is given. Any employee who shall terminate employment within one year from the completion of a class or classes shall refund all tuition paid under this provision unless he was required to attend by the appointing power. • 11 ARTICLE IX MILEAGE REIMBURSEMENT Section A. Mileage is reimbursed for travel in an employee's personal vehicle in connection with City business. Prior approval must be obtained from the immediate supervisor or department head. If travel is required frequently during a month, reimbursement will be made once a month. Completed mileage forms shall be submitted to the department head consistent with the administrative policy. Any employee authorized to use a personal vehicle must maintain an insurance policy meeting the standards established by the City Manager. 12 ARTICLE X HEALTH, DENTAL AND LIFE INSURANCE Section A. The City will continue to provide Health, Dental and Life Insurance benefits to each employee in a classification represented by this agreement. Effective July 1, 1995, the City shall pay up to a maximum of $508.00 per month per employee for coverage. If the City's contribution exceeds the cost of employee only coverage, the difference shall be contributed toward the cost of dependent coverage or to the employee in cash or a combination of both. The employee has the option of having any amount in excess of the premium contributed to the employee's account in the City's deferred compensation plan instead of receiving cash. If the premium cost of the health plan exceeds the City's contribution, the employee shall pay through payroll deduction the difference between the monthly premium and the amount contributed by the City. The employee's exercise of the option to use the difference toward dependent health coverage or the deferred compensation plan is subject to the conditions controlling enrollment periods and eligibility established by the respective plans or carriers. Section B. RETIRED HEALTH INSURANCE. The City agrees to pay the employee-only health insurance premium for eligible retirees from the classifications represented by this agreement who retire after July 1, 1985. Such payment shall cease by employee's sixty-fifth (65) birthday. If the retired employee has other group medical coverage available to him/her, then this other group insurance shall be primary and the City's health insurance plan shall function as secondary co-insurance. An eligible retiree is a Union member who retirees on a SERVICE retirement and has 125 days of accumulated sick leave at the date of retirement. An employee who has fewer than 125 days of accumulated sick leave at the date of retirement may become eligible for coverage for the employee only health insurance premium by paying the City an amount equal to his daily pay rate at the time of retirement times the number of days needed to meet the 125 days of accumulated sick leave requirement. In addition, the eligible employee must apply prior to retirement for such coverage through Human Resources. The Union shall notify Human Resources in the event of the death of a retired member. 13 ARTICLE X (continued) to ees must During the month of June each Ytarrnainta n coverage�In the absence contact Human Resources in order of such contact, coverage shall cease on the following July 1 . Section C. The City shall continue to provide each employee with life insurance in the amount of $7,500.00. 14 M • ARTICLE XI DISABILITY INCOME INSURANCE Section A. The City shall provide disability income insurance up to a maximum total monthly payment of $12.81 per employee, covered by this agreement during the life of the agreement. 15 low ARTICLE XII MEDICAL EXAMINAT IONS Section A. All medical examinations required by the City shall be paid for by the City in accordance with the City of Arcadia Personnel Rules and Regulations. Section B. An employee at any time may be required by the appointing power to take a medical examination, paid for by the City, to determine fitness for duty. 16 ARTICLE XIII UNIFORMS Section A. The City shall provide each employee with seven (7) sets of uniforms consisting of shirts and trousers. Section B. The City shall provide one medium weight uniform jacket for each uniformed employee. Section C. Upon termination of employment the employee shall turn in all uniforms issued or shall have a dollar amount equal to the lost uniform cost deducted form the employee's final check. • 17 tome ARTICLE XIV LEAVES • Section A. In accordance with the current Personnel Rules and Regulations of the City of Arcadia, all leaves for classifications represented by this agreement shall be provided for as follows: Section B. POWER TO GRANT LEAVE Upon the written request of an employee stating the reasons therefore, the appointing power with the approval of the City Manager shall have power to grant leaves of absence with or without pay subject to the following restrictions: 1. Length - leave of absence without pay may be granted for a period not to exceed one year with the exception that military leaves may be granted for the duration of a war or national emergency or as required by the Military and Veterans' code. 2. Reason - a leave of absence may be granted an employee, provided he meets all other requirements set forth in this rule, who desires to attend school or college or to enter training to improve the quality of his service, who enters military service of the United States, who is temporarily incapacitated by illness, or who presents some other reasons equally satisfactory. 3. Right to Return - the granting of a leave of absence without pay confers upon the employee the right to return to his classification before or at the expiration of his leave of absence. Therefore, a leave of absence shall be granted only to an employee who intends to return to his classification with the City. 4. Service Record - no request for leave of absence will be considered unless the employee presenting the request has a satisfactory service record. 5. An employee granted a leave of absence may be required by the appointing power or the City Manager to successfully pass a medical examination prior to being allowed to return to work. 6. The granting of a leave of absence of thirty days or less, with or without pay, shall not constitute an interruption of service within the meaning of this subsection. The granting of a leave of absence with or without pay of more than thirty days shall constitute an interruption of service unless, in the action granting such leave of absence, it is provided that such leave of absence shall not constitute an interruption of service. 18 W ARTICLE XIV (continued) Section C. MILITARY LEAVE Military leave shall be granted in accordance with the provisions of the applicable California State Law. All employees entitled to and taking military leave shall give the department head the right within the limits of military necessity and regulations to determine when such leave shall be taken. If the officer or employee taking such leave for military service has been in the employ of the City for one year or more, next immediately preceding the date from which leave begins, he shall be allowed his regular salary or compensation for a period of not more than thirty days in any calendar year or during any continuous leave of absence. If such employee has been in the employ of the City for less than one year immediately preceding the date upon which such leave of absence begins, such leave granted under this section shall be without pay. Upon requesting military leave, the employee must complete the required forms and submit to the City Manager through his appointing power a copy of his military orders. The foregoing limitations on leave of absence do not apply to employees who are drafted or receive order to military duty for extended periods of time during war or national emergencies. Every employee who has been on extended military duty shall report back for the performance of the duties of his employment within ninety days after his discharge or release from military duty. Failure to do so shall be reason for termination of his employment. Acceptance of extended military duty on a voluntary basis shall be reason for termination of his City employment. Employees prior to being returned to employment from military leave shall submit other than a dishonorable discharge, and take and pass a medical examination by a physician designated by the City Manager. Upon failure of a returning employee to submit other than a dishonorable discharge or pass the required medical examination, he shall not be entitled to return to his employment with the City. Employees on extended military leave shall not lose or accumulate sick leave, vacation, seniority or other privileges because of such leave. 19 • ARTICLE XIV (continued) Section D. VACATION LEAVE 1. Every full-time employee represented by this agreement, with the exception of temporary appointments shall accumulate vacation • with pay beginning with the first full pay period of employment at the rate of 3.07 hours per pay period during the first five years of continuous full-time employment with the City; at the rate of 4.61 hours per pay period between the employee's fifth and tenth anniversary date of continuous full-time employment; at the rate of 5.22 hours per pay period between the employee's tenth and fifteenth anniversary date of continuous full-time employment, and at the rate of 6.15 hours per pay period after fifteen years of continuous full-time employment with the City. Accumulated vacation shall be granted at the discretion of the appointing power. 2. Vacation may not be accumulated beyond the amount accumulable for a fifty-two (52) pay period basis. Once an employee has accumulated this amount, no more vacation will be accrued by the employee until the employee's accrual has been reduced below this maximum amount. When through work circumstances and needs of the job, an employee has been unable to utilize vacation time and this has not been a pattern or past practice for that employee, the City Manager for good cause may approve excess accumulated vacation, provided the employee reduces the total below the allowable maximum within six (6) months. 3. An employee who has previously requested and was granted approval of vacation leave for use during the last three (3) months of the calendar year and is unable to utilize such leave because of the City's cancellation of leave shall be allowed to carry over the excess leave time into the next three (3) months of the new calendar year, if rescheduling of the vacation leave is not possible. 4. Upon termination, vacation used shall be prorated against vacation earned. Every City employee who leaves the City employe for any reason shall be granted all accumulated vacation or shall be paid therefore at his rate of compensation applicable at the time he leaves the City employ. If an employee works more than 50% of the pay period, the employee shall receive credit for 50% of the pay period's vacation. 20 ARTICLE XIV (continued) Section E. SICK LEAVE 1 . Every full-time employee represented by this agreement shall be granted sick leave with full pay. Said sick leave shall be accumulated beginning with the first full pay period of employment on the basis of 3.69 hours for each pay period of service completed with the City. Employees may accumulate up to a maximum of 1,300 hours of sick leave with pay. 2. The appointing power and City Manager may require a medical examination by a physician of any employee during absence on account of illness of such employee. 3. Sick leave means authorized absence from duty of an employee who is temporarily disabled and unable to work due to a non-work related medical condition or due to a scheduled medical or dental appointment during regular working hours for a non-work related medical condition. Every effort shall be made to schedule appointments during non-working hours. 4. Sick leave may be used by an employee when their attendance upon a member of the employee's family dependent who is seriously ill and requiring the attendance of such employee. Sick leave may also be used when the employee's family dependent requires the employee's presence at the dependent's medical or dental appointment during regular working hours. Every effort shall be made to schedule appointments during non-working hours. Family dependents shall include only dependents currently residing in the employee's household, or the employee's minor children. 5. The appointing power and City Manager may require evidence of the reason for any employee's absence caused by illness or death in the immediate family of the employee during the time for which sick leave is requested. 21 ARTICLE XIV (continued) 6. An employee represented by this agreement, with the exception of temporary appointments, may be granted a leave of absence with pay upon approval of the Department Head and the City Manager at the time of death, or where death appears imminent, in the immediate family, defined as the spouse, the employee's or employee's spouse's mother, stepmother or father, stepfather, brother or sister, child or stepchild, grandparents, grandchildren,or any relative of the employee or employee's spouse residing in the same household. Such leave, up to a maximum of three (3) working days at one time, shall not be charged against sick or other leave. If over three (3) working days of such leave is granted, at one time, that amount over three (3) days shall be charged against sick or other leave. 7. In case of absence due to illness, the employee shall notify his department in accordance with departmental rules and explain the nature of the illness. The appointing power and City Manager may deny or revoke sick leave if the illness or injury for which it is taken is caused or substantially aggravated by compensated outside employment. 8. When an employee's sick leave accrual level reaches the maximum level of 1300 hours, they shall accumulated 3.69 hours for each pay period of service completed with the City into a separate retirement bank. The retirement bank hours will be included when determining the total sick leave hours available for conversion to service credit for retirement purposes. • Section F. WORKERS' COMPENSATION In those instances where an employee of the City of Arcadia is injured on duty and the injury is so recognized by the Workers' Compensation Act by the City of Arcadia or the Workers'Compensation Appeals Board, such employee shall be paid a combination of salary and Workers' Compensation equal to his regular salary rate for such time as he is absent from duty because of such injury up to a maximum of one year from and after date of such injury. Lost time due to an injury on duty shall not be charged against an employee's accumulated sick leave. 22 ARTICLE XIV (continued) Section G. HOLIDAYS 1 . Each employee in a classification represented by this MOU shall be allowed with full pay the following holidays: New Year's Day - January 1 Washington's Birthday - The third Monday in February Memorial Day - The last Monday in May Independence Day - July 4 Labor Day - The first Monday in September Admission Day - September 9 Veteran's Day - November 11 Thanksgiving Day - The fourth Thursday in November The Friday following the fourth Thursday in November Christmas Day - December 25 One-half day preceding Christmas or New Year's Day with approval of Department Head Every day appointed by the City Council for a public fast, thanksgiving or holiday. 2. In lieu of a citywide holiday to celebrate Dr. Martin Luther King's birthday, unit members shall receive one floating holiday to be scheduled by the employee in the same manner as vacation days are scheduled. Floating ai�ureato tmelyt from calendar year to calendar year schedule the day off shall result in its loss. If the City adopts Dr. Martin Luther King's birthday as a citywide holiday, this floating holiday shall cease and the unit members shall receive the citywide holiday. Section H. WITNESS LEAVE. An employee who is subpoenaed or required to appear in Court as a witness shall be deemed to be on a leave of absence. With approval of the appointing power and City Manager, the employee may be granted leave with pay during the required absence. The employee shall remit to the City fees received except mileage. A paid leave of absence shall not be granted for time spent in Court on personal cases. 23 ARTICLE XIV (continued) Section I. UNAUTHORIZED ABSENCE Unauthorized leaves of absence are cause for immediate dismissal. 24 ARTICLE XV PROBATIONARY PERIOD Section A. The probationary period is part of the examination process. It is a work- test period during which the employee's performance and conduct on the job are evaluated to determine whether or not the employee is fully qualified for permanent appointment. During the probationary period, a probationer may be released, or demoted if permanent status is held in a lower classification, without the right of appeal, if the appointing power deems the probationer unfit or unsatisfactory for service. When a provisional appointment is made to a probationary position and subsequently the appointee is appointed to the position as a probationary employee, with no time interval between the provisional and probationary appointment, the "employment date" as herein defined, shall be the date first appointed on a provisional basis. Section B. All eligible candidates appointed to a position from an open competitive examination and who are not currently employed in a permanent position shall be on probation for twelve months before attaining permanent status. Section C. Eligible candidates appointed from a promotional list shall be on probation for six months before attaining permanent status. 25 ARTICLE XVI ACTING PAY Section A. Any employee in the unit who is required, in writing, to work three (3) working days or longer in a higher classification which is vacant due to sick leave, injury leave, vacation, termination or move up due to acting pay shall receive the following acting pay retroactive to the first day of the assignment: 1 . five (5) percent above their current rate of pay or A step of the higher classification; or 2. an employee in the classification of Maintenance Worker assigned to an acting position of Public Works Foreman, Water Foreman, General Repairman, or Water Service Representative shall receive ten (10) percent above their current rate of pay; or 3. should such percentage exceed the top step of the range for the higher classification, the employee shall receive compensation at the top step of the higher classification. Section B. Nothing contained herein shall apply to an employee who is being trained by the City to qualify for a higher classification. 26 vrio ARTICLE XVII LAYOFFS Section A. LAYOFF PROCEDURE The City Manager or appointing power may lay off an employee in the Classified Service because of a material change in duties or organization, inclement weather, adverse working conditions, shortage of work or funds or return of employees from authorized leave of absence. The order of layoff shall be temporary, probationary, and then regular employees and shall be (1) based on performance and (2) in the reverse of total cumulative time served ore the layoff to become effective.tional field upon the date established Y Regular full-time employees who receive notice of layoff may, in lieu of layoff, voluntarily demote to the next lower classification that the employee previously held within the unit, provided such employee's seniority in the department is greater than an employee holding the lower position. Section B. REEMPLOYMENT LIST The names of employees shall be placed p reemployment p n e reverse order of the layof fRegnp Y mentstsshal remaineffective for two (2) years from the effective date of separation from service. Section C. SEVERANCE PAY, An employee whose position d abolished heast one (1) year of consecutive work load or lack of funds, and severance pay. Severance pay full-time service wit shall be as lump sum payment equal to 1/5th of their previous months' salary times the number of years of consecutive service, not exceeding five (5) years of service. 27 ARTICLE XVIII PERSONNEL FILES Section A. The City shall maintain a central personnel file for each employee. Supervisors may maintain working personnel files. If a supervisor maintains a working personnel file, copies of written material which is to be used as a basis for employee discipline shall be sent to the central personnel file and given to the employee. Copies of performance evaluations and/or disciplinary actions shall not be entered in the file, until the employee is given a copy and an opportunity to review and comment thereon. The employee shall be given an opportunity during working hours to initial, date, and file a written response to the material. The written response shall be attached to the material. An employee or their designated representative (in writing) shall have the right to examine and/or obtain copies of any material from the employee's personnel file. Such copies shall be provided at the employee's cost. Section B. Discipline older than three (3) years will not be considered in promotional recruitments. 28 ARTICLE XIX LABOR - MANAGEMENT COMMITTEE Section A. The City and the Union hereby agree to the establishment of an ad hoc committee to discuss employer-employee relation matters. Each side may designate up to two (2) Maintenance Services Department representatives to serve on the committee. For purpose of coordination only, the Human Resources Manager shall be chairman of the committee. The committee shall meet quarterly as necessary, at a mutually agreed upon time and place. The party requesting the meeting shall submit an agenda of topics to be discussed no less than five (5) days prior to the scheduled meeting date. 29 ARTICLE XX EMPLOYEE COMPLAINTS AND GRIEVANCES Section A. PROCEDURE An employee who feels they have a grievance has the right to express it through the proper channel. The following procedure shall be followed in presenting a grievance: 1 . Within fifteen (15) days of the occurrence of the event giving rise to the grievance, the employee shall discuss the grievance with the immediate supervisor. 2. If, after discussing the grievance with the supervisor, the employee is still dissatisfied, a written grievance may be filed by the employee with the individual in the next higher position in the department provided such written grievance is filed within ten (10) days of the meeting referred to in the paragraph above (A-1). A decision in writing within ten (10) workdays shall be communicated to the employee. If the response is not made within the time limits, or if the employee is still dissatisfied, the employee may appeal in writing to the department administrator. 3. An employee proceeding to the department administrator shall file a written appeal within five (5) workdays of notice of the decision referred to in the paragraph above (A-2) or within five (5) workdays of the lapse of the time limits. The department head may require the employee and the immediate supervisor to attend a grievance meeting. The department head shall communicate a decision in writing within ten (10) workdays of receiving the grievance or the holding of a grievance meeting, whichever is longer. If the response is not made within the time limits or if the employee is still dissatisfied, the employee may appeal in writing to the Human Resources Manager. 4. An employee appealing to the Human Resources Manager shall file a written appeal within five (5) workdays of notice of the decision referred to in the paragraph above (A-3) or within five (5) workdays of the lapse of the time limits within which the written decision was required. 30 err *tare ARTICLE XX (continued) The Human Resources Manager shall then take whatever action deemed appropriate to resolve the grievance and may require the employee and the immediate supervisor to attend a grievance meeting. The Human Resources Manager shall communicate a decision in writing within ten (10) days of receiving the grievance or the holding of a grievance meeting, whichever is longer. If the Human Resources Manager's response is not made within the time limits, or if the employee is still dissatisfied, the employee may appeal in writing to the Human Resources Commission. Such appeal shall be filed within five (5) workdays of notice of the decision or within five (5) workdays of the lapse of the time limits within which the written decision was required. 5. The Human Resources Commission shall within five (5) workdays of receipt of the appeal, set a date for a hearing. Such hearing date shall be within thirty (30) calendar days from the date of receipt of the appeal. 6. All of the facts shall be presented to the City Manager, along with the recommendation of the Human Resources Commission. The employee shall have the right to meet with the City Manager, within five (5) workdays from the date the Human Resources Commission makes a recommendation to the City Manager. The City Manager shall render a final decision in writing within ten (10) workdays after reviewing the recommendation of the Human Resources Commission or the holding of a grievance meeting, whichever is longer. Section B. GENERAL PROVISIONS 1 . The grievant has the right of representation of the grievant's choice at all formal levels. The Human Resources Manager shall be notified of the representative, if any. 2. Except by mutual agreement, failure by the employer at any level to communicate a decision within the specified time limit shall permit the grievant to proceed to the next level. 3. Except by mutual agreement, failure by the grievant, at any level, to file or appeal a grievance to the next level within the specified 31 ARTICLE XX (continued) time limit shall be considered acceptance of the resolution of the grievance at that level. 4. Time limits may be waived by the mutual consent of the grievant and the Human Resources Manager. Section C. DEFINITIONS, 1. Grievance All allegations by any employee in the classified service that the employee has been adversely affected by a violation of a specific provision of the Memorandum of Understanding or Personnel Rules and Regulations. 2. Grievant An aggrieved person is any employee in the classified service adversely affected by a violation of a specific provision of the Memorandum of Understanding or Personnel Rules and Regulations. 3. Written Grievance The written grievance shall set forth a clear statement of the grievance, the specific Personnel Rules(s) and/or section(s) of the Memorandum of Understanding involved, the circumstances involved, the decision rendered at the informal conference and the specific remedy sought. 4. Written Appeal The written appeal shall outline the same information specified in the written grievance definition, plus the decision rendered at the previous step(s) in the process. 5. Workday A workday is any day the City offices are regularly open for business. 32 ARTICLE XXI FULL UNDERSTANDING Section A. This Memorandum of Understanding contains all the covenants, stipulations and provisions agreed upon by the parties and any other prior existing understanding or agreements by the parties, whether formal or informal, regarding any such matters are hereby superseded or terminated in their entirety. It is the intent of the parties that this agreement be administered in its entirety in good faith during its full term. The Union recognizes that during such term it may be necessary for Management to make changes in rules or procedures affecting the employees in the unit and that the City will meet and confer as required by law, before implementing changes. For the life of this agreement it is agreed and understood that the Union hereto voluntarily and unqualifiedly waives its rights and agrees that the City shall not be required to meet and confer with respect to any subject or matter whether referred to or covered in this agreement or not during the term of this agreement. However, the specific provisions of this contract may not be reopened during the term of this contract without the consent of the City and the Union. Section B. If any recognized bargaining unit receives a higher bonus, general pay increase, a change in retirement benefits that is also available to non- safety employees, or an increase in health benefit contributions in excess of $508 per month per employee during the 1995-96 fiscal year, the parties shall resume the meet and confer process. This agreement to reopen does not include reclassification or equity adjustments made to individual classifications, general health premium adjustments that do not exceed $508 per month per employee or changes in working conditions such as but not limited to hours, uniform allowances or leave policies. Section C. The parties hereto have caused this Memorandum of Understanding to be executed this 3I day of August, 1995. AFSCME Local 2264 CITY OF ARCADIA Rob Cunningham, Presid William R. Kelly AFSCME Local 2264 City Manager 33 !azio —/v 604.6t1 ��`� Memorandum �� i,►��.: •(\f�co`��;ADIA Leo' ta. -0RATE9• August 30, 1994 TO: Mayor and City Council FROM: Gary W. Rogers, Human Resources Manager o';` lt"-". SUBJECT: APPROVAL OF AFSCME SIDE LETTER OF AGREEMENT SUMMARY City Council approval is required of the AFSCME Local 2264 Side Letter of Agreement regarding implementation of the 2% at 55 retirement option and a 9/80 work schedule for represented employees. DISCUSSION As part of the FY 1994-95 budget process, the City Council directed staff to proceed with potential implementation of the 2% at 55 PERS retirement option. In order to implement the 2% at 55 retirement option, the City Council will be required to adopt a Resolution of Intention (scheduled for October 4, 1994) and a Final Ordinance (scheduled for November 1, 1994). The effective date for the PERS contract amendment is scheduled for December 2, 1994. Effective July, 1, 1996 the City's PERS rates will increase approximately 1 .5% to fund this new program. The increase in the City's PERS rate will pay for the new program and related unfunded liability. Prior to implementing 2% at 55, approval from the AFSCME represented employees was required. The City, which is currently in the third year of a three year contract with AFSCME due to expire on June 30, 1995, met and conferred with union representatives regarding the proposed retirement option. AFSCME represented employees have agreed to the implementation of the 2% at 55 program and effectively to pay for the cost of the new benefit. On July 1, 1996 the City shall concurrently reduce AFSCME employee's PERS contribution rate from 7% to 5.5%, thereby experiencing no net cost increase as a result of implementing the new benefit. The same contribution levels will be proposed for General and Management employees effective July 1, 1996. The Side Letter also includes implementation of the 9/80 work schedule for AFSCME represented employees, effective September 18, 1994. The proposed work schedule and related adjustments in benefits are essentially the same required for the 9/80 work schedule in place for City Hall employees. It is difficult to exactly quantify, however, it is believed that operational and maintenance costs will be reduced as a result of this action. LASED IMAGED hale APPROVAL OF AFSCME SIDE LETTER OF AGREEMENT AUGUST 30, 1994 PAGE 2 FINANCIAL IMPACT Implementation of the 2% at 55 retirement option may reduce City costs as a result of retirements, reorganization opportunities, and corresponding salary savings. The 9/80 work schedule may reduce operational and maintenance costs for field crews. RECOMMENDATION It is recommended that the City Council approve the attached Side Letter of Agreement between the City of Arcadia and AFSCME Local 2264. APPROVED: William R. Kelly, City Manager Attachment CITY OF ARCADIA AFSCME LOCAL 2264 SIDE LETTER OF AGREEMENT 1 . The parties hereto agree that the City will establish a nine day 80 hour work schedule for unit members, effective September 18, 1994. The City retains the right to discontinue this work schedule at its discretion provided the City gives the Union written notice 10 working days prior to any change. Upon written request from the Union the City will provide the Union with its reasons(s) for changing the work schedule. Changing the number of hours worked each day also has an impact on the use of sick leave, bereavement leave, vacations, jury leave, and holidays, and overtime. • Bereavement Leave Employees are currently provided up to three days for bereavement leave. This benefit will continue. If an employee is off on a 9-hour day, he/she will receive 9 hours of bereavement leave. If off on an 8-hour day, an employee will receive 8 hours of bereavement leave. • Vacation and Sick Leave All paid time off for vacation and sick leave is allocated on an hour by hour basis. Therefore, if an employee is off on a 9-hour day, he/she will be charged 9 hours. If off on an 8-hour day, he/she will be charged 8 hours. • Jury Leave Jury leave will continue to be paid for up to ten days, regardless of whether service falls on an eight or nine hour day. Pay for jury duty will not be provided on a regularly scheduled Friday off. • Holidays If a holiday falls on a day an employee is scheduled to work 9 hours, the employee will receive 8 hours of holiday pay on that day. The employee shall be required to use one hour of vacation time, accrued comp time, floating holiday time or unpaid leave to make up the extra hour for that day. If a holiday falls on a Friday that City Hall is closed under the 9/80 plan, each employee will receive eight hours of floating holiday time. The floating holiday time is not accruable and not payable if unused. The floating holiday must be used by the end of the fiscal year in which it is granted or it shall be forfeited. `11110# '40084 CITY OF ARCADIA - AFSCME LOCAL 2264 SIDE LETTER OF AGREEMENT PAGE 2 • Overtime Employees required to work overtime shall be credited with pay at the rate of one and on-half times the regular hourly rate for all hours worked in excess of the regularly scheduled shift, or in excess of 40 hours in any designated work week. 2. The City agrees to contract with the Public Employee Retirement System to provide unit members with the retirement plan referred to as 2% at 55 years of age. Once the necessary contracts have been signed and ratified, effective July 1, 1996, the City shall pay 5.5% of the employees 7% contribution rate and the employee shall pay the remainder. All other terms and conditions of the AFSCME Local 2264 MOU shall remain in effect during the term of this agreement. 411 William Hall, President William R. Kelly AFSCME, Local 2264 City Manager °1 - I -°l Date Date Re r) Z/ —i 0 *Imo Nisif 17 CITY OF ARCADIA MEMORANDUM To: Honorable Mayor and Members of the City Council From: Gary W. Rogers, Administrative AssistantCi�V Date: June 29, 1993 Subject: SALARY AND BENEFIT DEFERRALS - RELATED ISSUES RESOLUTION NO. 5741 In order to formally implement the salary and benefit deferrals of the Arcadia Firefighters' Association (AFFA) and the American Federation of State, County and Municipal Employees (AFSCME) AFL-CIO Local 2264, and to make related benefit adjustments to General and Management Employees, a number of City Council actions are required. Memorandum of Understanding Amendment - AFFA The City of Arcadia and the AFFA have agreed to amend the current Memorandum of Understanding. The changes to the MOU include: moving salary adjustments scheduled for June 27, 1993 and December 26, 1993 to December 26, 1993 and June 26, 1994 respectfully; deferring the scheduled increase for health and dental insurance and assuring that employees experience no additional out-of-pocket health and dental expenses until January 1, 1994; establishing a survey framework to determine future compensation for AFFA represented employees; assuring that no layoffs will occur to AFFA represented employees through December 31, 1993; and agreeing to meet and consult with AFFA representatives if there are any significant changes to manning and overtime status. A copy of the MOU amendment is attached. Memorandum of Understanding Amendment - AFSCME The City of Arcadia and the AFSCME unit have also agreed to amend the current Memorandum of Understanding. The changes to the MOU include: moving salary adjustments scheduled for June 27, 1993, December 26, 1993 and June 26, 1994 to December 26, 1993, June 26, 1994, and December 25, 1994 respectfully; deferring the scheduled increase for health and dental insurance and assuring that employees experience no additional out-of pocket health and dental expenses until January 1, 1994; and assuring that no layoffs will occur to AFSCME represented employees through December 31, 1993. A copy of the signed MOU amendment is attached. LASER IMAGED Honorable Mayor and Members of the City Council June 29, 1993 Page 2 Management and General Employee Health Insurance As a result of this year's budget situation, Management and General Employees requested that they not receive a salary increase on July 1, 1993. In recognition of this and consistent with intended City action relative to organized employee groups, it is proposed that Management and General Employees do not experience any additional out-of-pocket expenses for health and dental insurance until January 1, 1994 unless 1 ) an employee voluntarily elects to change their health insurance coverage during an open enrollment period to a more expensive plan, or 2) an employee decides to increase their level of coverage. Should an employee change coverage as outlined above, the employee's out-of-pocket expense will be equal to other Management or General employees out of pocket expense in similar plans or levels of coverage respectfully. On January 1, 1994 the new insurance rate structure will be applied to Management and General Employees. At a future point in time, staff will be bringing to the City Council suggested mid-year salary and health and dental contribution increases for Management and General Employees. Suggestions for increases will be consistent with what other bargaining units are receiving and the existing budgetary conditions. Law Enforcement Recruit In late 1989, the City Council adopted a resolution which tied the salary of the Law Enforcement Recruit classification to 5% below that of the- Police Officer classification. The Law Enforcement Recruit is a General Employee classification and the Police Officer classification is represented by the Arcadia Police Relief Association. In lieu of having the Law Enforcement Recruit salary be directly related to the negotiated salary increase provided to the Police Officer classification, it is proposed that the salary for Law Enforcement Recruit be determined by staff and presented for consideration to the City Council with all other General Employee salaries. Recommendation It is recommended that the City Council take the following actions: (1) Approve the amendment to the Memorandum of Understanding between the AFFA and the City of Arcadia dated July 1, 1991 - June 30, 1994. (2) Approve the amendment to the Memorandum of Understanding between AFSCME AFL-CIO Local 2264 and the City of Arcadia dated July 1, 1992 - June 30, 1995. (3) Defer the scheduled health and dental insurance increase for Management and General Employees until January 1, 1994, and assure that employees in these units experience no additional out-of-pocket expenses for health and dental insurance between July 1, 1993 - December 31, 1993. Honorable Mayor and Members of the City Council June 29, 1993 Page 3 (4) Adopt Resolution No. 5741 amending Resolution No. 5515 relating to the establishment of salary for the General Employee classification of Law Enforcement Recruit. (5) Request staff to take the necessary steps to implement the recommendations presented in this staff report, including modification to existing resolution provisions, as required. APPROVED: Donald R. uckworth, ity Manager Attachments LASER P',', 'G1` CITY OF ARCADIA - AFFA MEMORANDUM OF UNDERSTANDING AMENDMENT The City of Arcadia and the Arcadia Fire Fighters Association do hereby agree to amend provisions of the Memorandum of Understanding (MOU) dated July 1, 1991 - June 30, 1994. Article V. Section F., G. COMPENSATION The effective dates for salary schedule adjustments shall be changed from June 27, 1993 to December 26, 1993 in Section F; and from December 26, 1993 to June 26, 1994 in Section G. The adjustment previously scheduled on June 27, 1993, will be deferred until December 26, 1993. Article V. New Section M. COMPENSATION Future compensation for AFFA represented employees will be determined through the use of a multi-agency salary survey. A benchmark position of Firefighter will be surveyed and increases to all AFFA classifications will be the same percentage increase as the Firefighter classification. The following agencies will be surveyed: Alhambra, Burbank, Covina, El Monte, La Verne, Los Angeles County, Monrovia, Monterey Park, Pasadena, South Pasadena and West Covina. The City and the AFFA shall conduct a joint survey of the Firefighter classification. The benchmark Firefighter classification shall be minimally compensated at a level equal to the multi-agency survey arithmetic average. The AFFA will not experience a reduction in salary as a result of the survey. Article IX. Section C. HEALTH. DENTAL AND LIFE INSURANCE From July 1, 1993 through December 31, 1993, unit employees out of pocket expenses for health and dental expenses shall not increase unless 1) the employee voluntarily elects to change the employee's health insurance coverage during an open enrollment period to a more expensive plan, or 2) the employee decides to increase the employee's level of coverage. Should the employee change coverage as outlined above, the employee's out of pocket expense will be equal to other unit employees out of pocket expense in similar plans or levels of coverage. On January 1, 1994, the previously agreed to City's maximum contribution rate will be implemented. The new contribution rates shall not exceed: $267/month Employee Only 5495/month Employee + 1 $635/month Family LASER IMAGED City of Arcadia - AFFA Letter of Agreement Page 2 Article XX. New Section C. FULL UNDERSTANDING In recognition of the salary and benefit deferral, the City agrees that no layoffs will occur to AFFA represented employees through December 31, 1993. Further, if any significant changes in manning and overtime status occur, the City will meet and consult on these changes with AFFA representatives. All other terms and conditions of the AFFA MOU shall remain in effect during the term of this agreement. K M rston, President Donald R. Duckworth AFFA City Manager Ciz5113 Date Date • CITY OF ARCADIA - AFSCME MEMORANDUM OF UNDERSTANDING AMENDMENT The City of Arcadia and the American Federation of State, County and Municipal Employees AFL-CIO LOCAL 2264 do hereby agree to amend provisions of the Memorandum of Understanding (MOU) dated July 1, 1992 - June 30, 1995, as follows: Article V. Section D.. E. F. COMPENSATION The effective dates for salary schedule adjustments shall be changed from June 27, 1993 to December 26, 1993 in Section D; from December 26, 1993 to June 26, 1994 in Section E.; and from June 26, 1994 to December 25, 1994 in Section F. The salary adjustment scheduled for June 27, 1993, shall be deferred to December 26, 1993. Article X. Section B. HEALTH, DENTAL AND LIFE INSURANCE From July 1, 1993 through December 31, 1993, unit employees out of pocket expenses for health and dental expenses shall not increase unless 1) the employee voluntarily elects to change the employee's health insurance coverage during an open enrollment period to a more expensive plan, or 2) the employee decides to increase the employee's level of coverage. Should the employee change coverage as outlined above, the employee's out of pocket expense will be equal to other unit employees out of pocket expense in similar plans or levels of coverage. On January 1, 1994, the previously agreed to City's contribution rate of $462 will be implemented. Article XVII. New Section D. LAYOFFS In recognition of the salary and benefit deferral, the City agrees that no layoffs will occur to AFSCME represented employees through December 31, 1993. All other terms and conditions of the AFSCME LOCAL 2264 MOU shall remain in effect during the term of this agreement. I Terance La Croix, President Donald R. Duckworth AFSCME Local 2264 City Manager 6/25/93 Date Date LASER IMAGED AMERICAN FEDERATION OF STATE, COUNTY,AND MI l"lICAPAL O ° — / EMYEES, AFL-CIO LOCAL 2264 siod ` /j%�� 11800 GOLDRING ROAD ARCADIA, CALIFORNIA 91006 PRESIDENT-ROB CUNNINGHAM VISE-PRESIDENT-TERANCE LA CROIX SECRETARY/TREASURER- SAMUAL DELGADO SR. November 9, 1994 TO: BILL KELLY, CITY MANAGER GARY ROGERS, HUMAN RESOURCES JUNE ALFORD, CITY CLERK JOE LOPEZ, PUBLIC WORKS ELDON DAVIDSON, WATER MANAGER JAMES SMITHERMAN, WATER SUPERINTENDENT RON CARLE, PUBLIC WORKS SUPERINTENDENT COUNCIL 36,AFUCIO FROM: MANUAL MOLINA, REC/SEC `Y✓I -0 SUBJECT: UNION ELECTIONS ON THURSDAY NOVEMBER 3, 1994, ELECTIONS WERE HELD FOR THE OFFICES OF PRESIDENT, VISE PRESIDENT, SECRETARY/TREASURER AND RECORDING SECRETARY. I AM PLEASED TO BRING YOU THE RESULTS OF THAT ELECTION. PLEASE CHANGE YOUR RECORDS TO REFLECT OUR NEW OFFICERS. PRESIDENT— ROB CUNNINGHAM, WATER DIVISION VISE PRESIDENT— TERANCE LA CROIX , PUBLIC WORKS SECRETARY/TREASURER— SAMUEL DELGADO RECORDING SECRETARY— MANUAL MOLINA OUR OFFICERS WILL BE AVAILABLE TO YOU , PLEASE DO NOT HESITATE TO CALL UPON THEM. MOW + /D 41- emotanduin „.4 Am July 11, 1991 Date TO: Mayor and Members of the City Council FROM Alex D. McIntyre, Assistant to the City Manager " ) SUBJECT: Establishment of Salary Schedule for Parks Leadworker Upon the adoption of the City of Arcadia 1991-1992 Fiscal Year Operating budget, the City Council approved the reclassification of a Maintenance Worker in the Public Works Department to a Parks Leadworker. The attached resolution establishes the Salary Schedule for the Parks Leadworker to $2, 341 - $2, 845 per month. Since the position is an AFSCME represented position, the unit has been advised of the change. Recommendation It is recommended that the City Council adopt Resolution No. 5606 establishing a Salary Schedule for the position of Parks Leadworker in the Public Works Department. Attachment cc - Public Works Department Finance Department Approved: . t /. /, ./ , 401_01..0_ William Woo ard, City Manager Pro Tem LASER IMAGED /dd • < ai4 . rnentotana um June 27, 1991 Date _-------------- - _ TO: Mayor and Members of the City Council FROM: Alex D. McIntyre, Assistant to the City Manager SUBJECT: AFSCME Health Insurance Pursuant to the Meyers-Milias-Brown Act, the City has meet-and- conferred in good faith with the American Federation of State, County and Municipal Employees over the proposed modifications to the City's Health Insurance program AFSCME accepted the City's proposal to modify the health insurance program. AFSCME also accepted the City' s offer of increasing the City's contribution towards health insurance to $400/month per employee. All other issues in the existing memorandum of understanding shall remain in full force and effect. Recommendation _ It is recommended that the City Council adopt Resolution No. 5599 authorizing $400/month/employee contribution towards health insurance for unit members of the American Federation of State, County and Municipal Employees. Attachment i 1 Approved: , ' - �;� � K1j�? Geo J. tts, City Manager LASER IMAGED 91 1 rte,, `w ' RESOLUTION NO. 5599 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF ARCADIA, CALIFORNIA, AMENDING RESOLUTION NUMBER 5485 SETTING NEW HEALTH INSURANCE CONTRIBUTIONS FOR VARIOUS CLASSIFICATIONS IN THE PUBLIC WORKS DEPARTMENT (AFSCME) THE CITY COUNCIL OF THE CITY OF ARCADIA, CALIFORNIA, DOES HEREBY FIND, DETERMINE AND RESOLVE AS FOLLOWS: SECTION 1. Effective June 30, 1991, for the positions listed below, the City shall increase the amount the City pays toward the monthly health and dental insurance premium of the City health insurance plan not to exceed $400 per month per employee. Assistant Pump Mechanic Equipment Operator General Repairman Maintenance Worker Public Works Foreman Pump Mechanic Pumping Plant Operator Store Keeper Sweeper Operator Traffic Painter Tree Trimmer Water Foreman Water Service Representative Water Quality Backflow Inspector SECTION 2 . Except as to specific changes set forth in this resolution, all other benefits provided in Resolution No. 5485 shall remain in full force and effect. SECTION 3 . The City Clerk shall certify to the adoption of this Resolution. LASER IMAGED ir *tie 4141110 Passed, approved and adopted this 2nd day of July, 1991. Mayor of the City of Arcadia ATTEST: City Clerk of the City of Arcadia -2- LASER "' 'AGED 1 ., • • %100 *4440 STATE OF CALIFORNIA ) COUNTY OF LOS ANGELES ) SS CITY OF ARCADIA ) I, JUNE D. ALFORD, City Clerk of the City of Arcadia, hereby certify that the foregoing Resolution No. 5599 was passed and adopted by the City Council of the City of Arcadia, signed by the Mayor and attested to by the City Clerk at a regular meeting of said Council held on the 2nd day of July, 1991, and that said Resolution was adopted by the following vote, to wit: AYES: NOES: ABSENT: City Clerk of the City of Arcadia LASER IMAGED r, CITY OF ARCADIA - AFSCME MEMORANDUM OF UNDERSTANDING AMENDMENT The City of Arcadia and the American Federation of State, County and Municipal Employees AFL-CIO LOCAL 2264 do hereby agree to amend provisions of the Memorandum of Understanding (MOU) dated July 1, 1992 - June 30, 1995, as follows: Article V. Section D., E., F. COMPENSATION The effective dates for salary schedule adjustments shall be changed from June 27, 1993 to December 26, 1993 in Section D; from December 26, 1993 to June 26, 1994 in Section E.; and from June 26, 1994 to December 25, 1994 in Section F. The salary adjustment scheduled for June 27, 1993, shall be deferred to December 26, 1993. Article X. Section B. HEALTH, DENTAL AND LIFE INSURANCE From July 1, 1993 through December 31, 1993, unit employees out of pocket expenses for health and dental expenses shall not increase unless 1) the employee voluntarily elects to change the employee's health insurance coverage during an open enrollment period to a more expensive plan, or 2) the employee decides to increase the employee's level of coverage. Should the employee change coverage as outlined above, the employee's out of pocket expense will be equal to other unit employees out of pocket expense in similar plans or levels of coverage. On January 1 , 1994, the previously agreed to City's contribution rate of $462 will be implemented. Article XVII, New Section D. LAYOFFS In recognition of the salary and benefit deferral, the City agrees that no layoffs will occur to AFSCME represented employees through December 31, 1993. All other terms and conditions of the AFSCME LOCAL 2264 MOU shall remain in effect during the term of this agreement. Terance La Croix, President Donald R. Duckworth AFSCME Local 2264 City Manager 6/25/93 1 !S3 Date Da e 1 -_..-- 1 ,∎l �• X :r 1A. F. DENNIS A. LOJESKI MAYORPROTEMPORE 4 tii: 240 West Huntington Drive GEORGE FASCHING j(.., 1 P.O.Box 60 ROBERT C. HARBICHT < �4 �o� Arcadia,California 91066-0060 \ BOB MARGETT *po8vTf9- (818)574-5400 COUNCIL MEMBERS DONALD R.DUCKWORTH JOSEPH C. CIRAULO JUNE D.ALFORD CITY MANAGER MAYOR CITY CLERK TO t c ., June 2, 1993 JUN 1 0 1:��139 1.-: 1393 COUNCIL c: ::::A. . Terance La Croix President, AFSCME Local 2264 11800 Goldring Road Arcadia, CA 91006 Or Dear Mr. La Croix: 1 Enclosed for your review and approval is a side-letter of agreement between the City of Arcadia and AFSCME Local 2264. This letter incorporates the salary and benefit deferral previously agreed to and the proposed increase in the number of floating holidays. It also includes some language regarding a change of carrier for long term disability insurance. i It was previously proposed that starting in FY 1993-94 AFSCME employees j receive two floating holidays in lieu of Admissions Day and Veteran's Day. Subsequent to the letter of May 22, 19993, it has been determined that only Admissions Day will be converted to a floating holiday. It is hoped that this does not cause the AFSCME unit any inconvenience. likar Please let me know if you have any questions or require any additional information. Thank you for your consideration of this item. Sincerely, . 6111 I.A012...-----ts—> I Gary W. Rogers Administrative Assistant cc: Donald Duckworth . iA c,, , 4, J Joseph Lopez -3 4:,,,,,,ILLA,4 di A ji.zil 4,3. .044mesi • 4 Ll-t- LIN 41,,QA 0.1 ii.sf, . 04.401. 4,..041- (4.. .m,.....„.. u....t.. ."..,,....,‘,....e.„- , . . 4 CITY OF ARCADIA - AFSCME LETTER OF AGREEMENT The City of Arcadia and the American Federation of State, County and Municipal Employees AFL-CIO LOCAL 2264 do hereby agree to revise provisions of the Memorandum of Understanding (MOU) dated July 1, 1992 - June 30, 1995. Article II. Section A. TERMS The term of the MOU shall be extended for six additional months, from June 30, 1995 to December 31, 1995. Article V. Section D.. E., F. COMPENSATION The effective dates for salary schedule adjustments shall be changed from June 27, 1993 to December 26, 1993 in Section D; from December 26, 1993 to June 26, 1994 in Section E.; and from June 26, 1994 to December 25, 1994 in Section F. The salary adjustment scheduled for June 27, 1993, will not occur. Article X. Section B. HEALTH. DENTAL AND LIFE INSURANCE The effective date for an increase in the City contribution toward the monthly health and dental insurance premium to $462.00 per month shall be changed from July 27, 1993 to December 26, 1993. Any increases in the City's health and dental insurance premiums effective June 27, 1993 shall be borne entirely by the City until December 26, 1993. AFSCME employees will not experience any additional out-of pocket expenses for health and dental insurance premiums between June 27, 1993 and December 26, 1993, unless 1) they voluntarily elect to change their health insurance coverage during open enrollment to a different more expensive plan, or 2) at any time increase their level of coverage. Article XVII. New Section D. LAYOFFS In recognition of the salary and benefit deferral and contract extension, the City agrees that no layoffs will occur to AFSCME represented employees through December 31, 1993. Article Xi. Disability Income Insurance In an effort to contain costs, the City will change the carrier of the Long Tern Disability program from Cigna to Metropolitan Life. The new program has several minor changes, however is substantially the same as the Cigna program. r City of Arcadia - AFSCME Letter of Agreement Page 2 Article XIV. Section G. HOLIDAYS 1 . Each employee in a classification represented by the MOU shall be allowed with full pay the following holidays: New Year's Day - January 1 Washington's Birthday - The third Monday in February Memorial Day - The last Monday in May Independence Day - July 4 Labor Day - The first Monday in September Veteran's Day - November 11 Thanksgiving Day - The fourth Thursday in November The Friday following the fourth Thursday in November Christmas Day - December 25 One-half day preceding Christmas or New•Year's Day with approval of the Department Head Every day appointed by the City Council for a public fast, thanksgiving or holiday. 2. In addition to Dr. Martin Luther King's birthday, AFSCME represented employees will also receive a floating holiday in lieu of Admissions Day, for a total of two floating holidays. The floating holidays will be scheduled by the employee in the same manner as vacation days. Floating holidays do not carry over from calendar year to calendar year. Failure to timely schedule the day off shall result in its loss. All other terms and conditions of the AFSCME LOCAL 2264 MOU shall remain in effect during the term of this agreement. AFSCME Local 2264 City of Arcadia Terance La Croix, President Donald R. Duckworth AFSCME Local 2264 City Manager Date Date < . ---- -7 1•1(t. DENNIS A. LOJESKI i i MAYOR PROTEMPORE 1 1 it r� 240 West Huntington Drive GEORGE FASCHING 14 1*r P.O.Box 60 ROBERT C. HARBICHT r,�\ �o� Arcadia,California 91066-0060 BOB MARGETT -"PORAT`O- (818)574-5400 COUNCLLMEMBERS DONALD R.DUCKWORTH JOSEPH C. CIRAULO JUNE D.ALFORD CITY MANAGER MAYOR CTTY CLERK May 12, 1993 TO MAY 2 0 1993 Terance La Croix COUNCIL President, AFSCME Local 2264 11800 Goldring Road Arcadia, CA 91006 Dear Mr. La Croix: In order to increase the level of service to the community, staff is exploring the possibility of keeping City facilities open and operational on Admissions Day (September 9) and Veteran's Day (November 11). In accordance with the MOU, AFSCME employees currently receive a designated holiday to celebrate Admissions and Veteran's Day. - In lieu of these designated holidays, it is proposed that starting in FY 1993-94 AFSCME employees receive two floating holidays to be scheduled in the same manner as vacation days. These additional floating holidays would not carry over from calendar year to calendar iiiiv year, and failure to timely schedule the days off would result in their loss. The City proposes that these changes regarding Admissions and Veteran's Day be incorporated into a side-letter. Please let me know at your earliest convenience if this proposal meets with the approval of the AFSCME unit. I can be reached in City Hall if you have any questions or require any additional information regarding the proposal. Thank you for your consideration of this item. Sincerely, (50.47 W Gary W. Rogers Administrative Assistant c. Donald Duckworth �� wr+' DENNIS A. LOJESKI .< 11 • .7_„„ _____-.- p(u iit, :MAYOR PROTEMPORE I 'iuv. r* 240 West Huntington Drive GEORGE FASCHING ' -,v P.O.Box 60 ROBERT C. HARBICHT�o� Arcadia,California 91066-0060 BOB MARGETT ORpORAT�9 (818)$74-$400 COUNCILMEMBERS DONALD R.DUCKWORTH JOSEPH C. CIRAULO JUNE D. ALFORD CITY MANAGER MAYOR CITY CLERK May 12, 1993 TO MAY 2 0 1993 Terance La Croix COUNCIL President, AFSCME Local 2264 11800 Goldring Road Arcadia, CA 91006 iiiiso Dear Mr. La Croix: In light of the current budget limitations, a number of measures are being pursued to reduce expenses. One of these actions is the reduction of commercial street sweeping from six nights per week to two nights per week. In conjunction with this service reduction, the City is reducing the number of Equipment Operators. Effective May 10, 1993, Equipment Operator Henry Sornoso was removed from his position. In lieu of lay off, Mr. Sornoso was permitted to fill the vacant Maintenance Worker position in the Service Division of the Public Works Department. Although the City is under no obligation to do so, Mr. Sornoso's salary level will be maintained at his current level of $2,848 per month. Mr. Sornoso's salary will not change until the E Step of the Maintenance Worker salary schedule is greater than $2,848. At that time, Mr. Sornoso will be eligible to receive an increase to the top step of the Maintenance Worker classification, provided it is the anniversary of his regularly scheduled annual performance evaluation and he receives a satisfactory rating. This action was taken pending City Council ratification. If you would like to meet and discuss this action please let me know by June 1, 1993. If you have any questions I can be reached at (818) 574-5405. Sincerely, &447 t()A°844— Gary W. Rogers Administrative Assistant c. Donald Duckworth 19