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RESOLUTION NO. 5928
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
ARCADIA, CALIFORNIA, ESTABLISHING COMPENSATION
AND RELATED BENEFITS FOR TEAMSTERS LOCAL 911
GENERAL EMPLOYEE AND CONFIDENTIAUSUPERVISORY/
PROFESSIONAL EMPLOYEE UNITS FOR FISCAL YEAR
1996-97.
THE CITY COUNCIL OF THE CITY OF ARCADIA, CALIFORNIA DOES HEREBY
FIND, DETERMINE AND RESOLVE AS FOLLOWS:
SECTION 1. $200 PAYMENT A one-time payment of $200, less applicable
deductions shall be made to each classification covered by the City of Arcadia -
TEAMSTERS Local 911 General Employee and Confidential/Supervisory/Professional
Employee Memorandum of Understanding.
SECTION 2. r~.ETIREMENT CONTRIBUTION The City shall continue to pay 7%
of the TEAMSTERS represented employee's contribution to the Public Employee's
Retirement System.
SECTION 3. COMPENSATORY TIME The Department Administrator or City
Manager may permit an employee to take compensatory time in lieu of paid overtime.
With Department Administrator approval, represented employees shall be permitted to
accumulate compensatory time only to a maximum of sixty (60) hours. When the
maximum level of compensatory time is reached, overtime shall be paid. The scheduling
of compensatory time off shall not result in the pyramiding of overtime.
SECTION 4. VACATION ACCRUAL Vacation may not accumulated beyond the
amount accumulable for a sixty-five (65) 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.
SECTION 5. CALL BACK If a unit member is required while off-duty to report
back to work on a call-out, he/she shall receive a minimum of two (2) hours pay at straight
time or the hours actually worked at the appropriate rate of compensation, whichever is
greater. Call back pay shall commence upon the arrival of the employee at the work site.
SECTION 6. ACTING PAY Any employee in the unit who is required, in writing, to
work five (5) consecutive 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 payor A step of the higher
classification, whichever is higher; or
2. 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.
Nothing contained herein shall apply to an employee who is being trained by the City to
qualify for a higher classification.
SECTION 7. LAYOFF PROCESS The City Manager or appointing power may lay
off an employee because of change in duties or organization, deletion of service,
adverse working conditions, shortage of work or funds or return of employees from
authorized leave of absence. The order of layoff shall be based on performance (outlined
in C. below), and in the reverse of total cumulative time served in the same classification
upon the date established for the layoff to become effective. The order of employee
layoff in a department shall be as follows: temporary, provisional, probationary,
permanent. Permanent 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. Permanent part-time employees may in lieu of
layoff voluntarily demote to the next lower part-time 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. Employees in the classifications of
Secretary, Typist Clerk I, II & III, and Engineering Aide may in lieu of layoff voluntarily
transfer to another City department in the same classification, or lower classification,
provided there is a funded vacant position or provided the employee's seniority is greater
than the employee holding the position. An employee who transfers across departmental
lines shall serve a six month probationary period. If the employee fails the probationary
period the employee shall then be placed on the re-employment list, and the employee
who was layed off shall be reinstated. The names of employees shall be placed upon re-
employment lists in the reverse order of the layoff. Re-employment lists shall remain
effective for eighteen (18) months from the effective date of separation from service.
Failure of the employee on the re-employment list to provide the City their current address
shall result in the employee's name being removed from the eligibility list.
DEFINITIONS
Employee - Permanent full-time and permanent part-time worker of the City of
Arcadia who has been employed by the City for twelve consecutive months.
Layoff - Permanent separation from employment with the City as a result of a work
reduction.
Satisfactory PE;Jrformance - The rating received by the employee from the City of
Arcadia's evaluation process. For the purposes of layoffs, seniority will only be
disregarded if an employee's overall performance evaluation rating in anyone of
the last three years is below proficient. In such case, the layoff shall be based
upon performance.
Work Reduction - A decrease in the level of service or amount of product output by
the City.
SECTION 8. BULLETIN BOARDS Locking bulletin boards will be made available
in the Library, City Hall, Fire Station #1, Police Department and Recreation Center, and
regular bulletin boards will be made available in Fire Station #2, and the City Service
Center at a location approved by the Department Administrator, or City Manager.
SECTION 9. UNIFORMS Upon hire, the City shall provide the following
employees with seven (7) sets of uniforms consisting of shirts and trousers:
. Communication Technician
. Custodian
. Building Maintenance Worker
Upon hire, the City shall provide the following employees with five (5) shirts:
. Public Works Inspector
. Code Services Officer
. Building Inspector
Upon hire, the City shall provide the following employees with four (4) sets of uniforms
consisting of long sleeve shirt, short sleeve shirt, pants/skirt, cross-tie/tie, and one
sweater or one medium weight uniform jacket.
. Community Service Officer
. Dispatcher I
. Dispatcher II
. Evidence Technician
. Fire Inspector
. Parking Control Specialist
. Police Clerk
. Secretary (assigned to the Fire & Police Department)
. Typist Clerk's (assigned to the Fire & Police Department)
. Deputy Fire Marshal
Uniforms shall be replaced on an as needed basis, pursuant to Department procedures.
Upon termination of employment the employee shall turn in all unifonns issued or shall
have a dollar amount equal to the lost uniform cost deducted from the employee's final
check. The City shall provide a safety shoe allowance up.to a maximum of $125 per
fiscal year for each employee in the following classifications: Building Inspector, Building
Maintenance Worker, Code Services Officer, Community Service Officer, Custodian,
Deputy Fire Marshal, Fire Inspector, Parking Control Specialist, and Public Works
Inspector.
SECTION 10. MAINTENANCE OF MEMBERSHIP During the life of this
contract all unit members who choose to become members of the union shall be
required to maintain their membership in the union in good standing, subject however,
to the right to resign from membership no sooner than May 1, or later than May 31, of
the year this MOU expires. Any unit member may exercise the right to resign by
submitting a written notice to the union and to the City during the resignation period.
SECTION 11. BALLOT MEASURE A measure shall be placed on the City of
Arcadia ballot for the General Municipal Election scheduled for April, 1998, to amend the
City Charter, placing represented Teamsters Library employees in the Classified Service.
SECTION 12. INSURANCE COMMITTEE A committee will be convened to
evaluate the medical insurance provided by the Public Employee's Retirement System.
SECTION 13. GRIEVANCE PROCESS An employee who feels they have a
grievance has the right to express it through the proper channel. The following procedure
shall beJollowed 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. 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. For
employees in the Unclassified service, the Human Resources Manager's
decision is final, and there are no further appeal rights. Employees in the
Classified service may appeal in writing to the Human Resources
Commission if the Human Resources Manager's response is not made
within the time limits, or if the employee is still dissatisfied. 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 thirty (30) calendar days 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 14. SALARY PROTECTION If during the 1996-97 contract year the
AFSCME Local 2264 or non-safety Management employees receive an across-the-board
salary increase which is reflected in the salary schedule, the City shall provide the
classifications represented by TEAMSTERS Local 911 the same percentage increase.
This one time provision expires June 30,1997.
SECTION 15. AGREEMENT CONDITIONAL ON MOU The salary and benefits
set forth herein are predicated on Memorandum of Understandings (MOU's) between the
City of Arcadia and TEAMSTERS Local 911 General Employee and
Confidential/Supervisory/Professional Employee Units. The terms of this Resolution shall
be of no force and effect if the MOU's referred to herein are not signed by July 31, 1996.
SECTION 16. PAST RESOLUTIONS IN FULL FORCE Except as to specific
changes set forth in this Resolution or the MOU's, all other sections of past Resolutions
regarding benefits and compensation for TEAMSTERS Local 911 General Employees
and TEAMSTERS Local 911 Confidential/Supervisory/Professional Employees shall
remain in full force and effect.
SECTION 17. That the City Clerk shall certify to the adoption of this Resolution.
Passed, approved and adopted this..2nd day of July, 1996.
fi~4~ AJ~~
Mayor of the City of Arcadi
ATTEST:
,&
APPROVED AS TO FORM:
mJ./ II 1/lM-
Michael H. Miller
City Attorney
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. 5928 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,
1996 and that said Resolution was adopted by the following
vote, to wit:
AYES: Councilmember Chang, Harbicht, Young and Kuhn
NOES: None
ABSENT: Councilmember Lojeski
Ci
City of Arcadia