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HomeMy WebLinkAbout6126 r . ' "1 ' "' . ~ ~ .. 0' . ~ ... .. . ~ . ... . r . , RESOLUTION NO, 6126 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF ARCADIA, CALIFORNIA, APPROVING MEMORANDA OF UNDERSTANDING FOR EI\1PLOYEES REPRESENTED BY ARCADIA PUBLIC WORKS EMPLOYEES ASSOCIATION (APWEA) AND FOR EMPLOYEES REPRESENTED BY CALIFORNIA TEAMSTERS UNION LOCAL 911 AND SETTING AN IMPLEMENT A TION SCHEDULE FOR SUBJECT EMPLOYEES AND FOR THE ARCADIA FIREFIGHTERS' ASSOCIATION (AFFA Resolution 6123) AND MANAGEMENT EMPLOYEES (Resolution 6113) , THE CITY COUNCIL OF THE CITY OF ARCADIA, CALIFORNIA, DOES HEREBY FIND, DETERMINE AND RESOLVE AS FOLLOWS: SECTION 1, The salary and benefits set forth herein for Public Works employees are predicated on the attached Memorandum of Understanding (MOU) by the City and the APWEA which MOU reflects agreed upon compensation and benefits, SECTION 2. The salary and benefits set forth herein for Confidential/Supervisory/Professional and General Employee Unit employees are predicated on the attached Memorandum of Understanding (MOU) by the City and the California Teamsters, Union Local 911. which MOU reflects agreed upon compensation and benefits. 1 6126 ~ R " ... " ~ . . . . . . . SECTION 3. The Memoranda of Understanding referred to in this Resolution are hereby approved and authorized for execution by the City Manager. SECTION 4. With reference to Resolution No. 6123 concerning the MOU for AFFA and Resolution No, 6113 concerning Management Employees both of which were approved on June 15, 1999 and the MOUs referred to in Sections 1 and 2 above, the effective dates shall be June 21, 1999 and June 18, 2000 which are the applicable pay periods for the compensation set forth therein. SECTION 5, That the City Clerk shall certify to the adoption of this Resolution, Passed, approved and adopted this 6th day of July ,1999, Ma r of the City of Arcadia ATTEST: ~..,~/J~~~ Clerk APPROVED AS TO FORM: !1J~ ~ llJ~ City Attorney 2 6126 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. 6126 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 6th day of July, 1999 and that said Resolution was adopted by the following vote, to wit: AYES: Councilmember Harbicht, Kovacic, Marshall, Roncelli and Chandler NOES: None ABSENT: None .,,-.<.-- ,J {LIZ lerk of the . 3 6126 CITY OF ARCADIA AND ARCADIA PUBLIC WORKS EMPLOYEES ASSOCIATION MEMORANDUM OF UNDERSTANDING JULY 1, 1999 - JUNE 30, 2001 . 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 . Union Stewards 4 . Reasonable Notice 4 Article IV Management Rights 5 Article V Compensation 6 . Promotion or Advancement 6 . Special Assignment Pay 6 Article VI Overtime (FLSA) 7 Article VII Stability Pay 8 Article VIII Tuition Reimbursement 9 Article IX Mileage Reimbursement 10 Article X Health, Dental and Life Insurance 11 . Retired Health Insurance 12 Article XI Disability Income Insurance 14 Article XII Medical Examinations 15 Article XIII Uniforms 16 TABLE OF CONTENTS PaQe Article XIV Leaves 17 . Provided For 17 . Power to Grant Leave 17 . Temporary Military Leave 18 . Vacation Leave 19 . Sick Leave 20 . Workers' Compensation 21 . Holidays 22 . Witness Leave 23 . Unauthorized Absence 23 Article XV Probationary Period 24 Article XVI Acting Pay 25 Article XVII Lay Offs 26 . Layoff Procedure 26 . Reemployment List 26 . Severance Pay 26 Article XVIII Personnel Files 27 Article XIX Employee Grievances 28 . Procedure 28 . General Provisions 29 . Definitions 30 Article XX Labor-Management Committee 31 Article XXI Full Understanding/Execution of Agreement 32 ARTICLE I Section A. PARTIES AND RECOGNITION The Memorandum of Understanding is made and entered into between the management representatives of the City of Arcadia, hereinafter referred to as the "City" and representatives of the Arcadia Public Works Employees Association an exclusively recognized organization, for those classifications listed in section B of this article, hereinafter referred to as the "Union", pursuant to the provisions of the Myers-Milias-Brown Act (Government Code Sections 3500 et.seg.). Section B. APPROPRIATE UNIT The full-time and permanent part-time classifications covered by this agreement are: Building Maintenance Crew Chief Building Maintenance Technician Equipment Operator Fleet Maintenance Crew Chief Fleet Technician I and II Fleet Technician/Welder Maintenance Crew Chief Maintenance Worker Storekeeper/Buyer Water Maintenance Crew Chief Water Production Crew Chief Water Production Technician I and II Water Quality Backflow Inspector Water Services Representative Crew Chief Section C. MUTUAL RECOMMENDATION This Memorandum of Understanding constitutes a mutual recommendation to the City Council, City of Arcadia, for determination, 1 ARTICLE /I 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 upon ratification of the City Council effective July 1, 1999 and ending June 30, 2001. 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 ARTICLE 1/1 {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 Four (4) 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 four (4) 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 Councilor 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 ARTICLE IV 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/orthe 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 of 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. 5 ARTICLE V COMPENSA TION Section A. The City shall continue to pay 7% of the employee's contribution to the Public Employee's retirement System. The City of Arcadia conducted a classification and compensation study completed March 12, 1999 which included a recommended salary schedule. Effective July 4, 1999 employees shall be placed on said salary schedule at the step representing the nearest dollar to their salary on July 3, 1999, In addition, employees currently at E step shall advance an additional step (approximately 2.5%) unless the nearest dollar placement is at the top or J step with the exceptions that the incumbent of the class Fleet Technician II shall advance two steps and the incumbent of the class Fleet Technician/Welder shall advance three steps. After this placement on the recommended salary schedule the schedule shall then be improved by 2.5%. Individuals in the classification of Building Maintenance Technician shall be held at current salaries (Y-rated) until a salary improvement increase which results in the Y -rate falling below the new amount for the top step of their salary range. Effective July 2, 2000 the salary schedule shall be improved by 3.0% for represented employees. Section B, 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 an approximate 5% increase in compensation unless the top step in such range provides less than one step increase. The 5% 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 C. The Parties acknowledge that the percentage between steps within a range is approximately 2.5%. Section D. During the term of this agreement, individuals will advance in their rates of compensation two steps (approximately 5.0%) on their anniversary dates upon receiving satisfactory evaluations until the top step in the range is reached. 6 ARTICLE VI OVERTIME (FLSA) 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 be in a work status beyond forty hours (40) in a designated work week, or to work in excess of the regularly scheduled shift 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. 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 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. 7 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 consec.utive 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 1 1 $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, 1 984. 8 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 at 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. 9 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. 10 ARTICLE X HEAL TH, DENTAL AND LIFE INSURANCE Section A. The City will continue to provide Health, Dental and Life Insurance benefits to each full-time employee in a classification represented by this agreement. Effective July 1, 1996, 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. Effective February 1, 1999 the City shall provide regular full-time employees in a classification represented by this Agreement with the following contributions: 1. CalPERS Health Program The City will contribute $1 6 per month per employee for health insurance. 2. Dental Insurance - mandatory enrollment The City will contribute $13.20 per month for employee only enrollment in one of the two dental plans, Additional coverage may be purchased through the Optional Benefits allocation, 3. Optional Benefits The City shall contribute $478.80 per month per eligible employee toward an optional benefits plan. The employee may receive this amount in cash or may elect to use coverage for him/herself or his/her dependents for City- approved benefits options, including but not limited to, dental insurance, supplemental life insurance, optional long term disability insurance or deferred compensation plan. Any monies received in cash will be considered as taxable income but are not considered base salary for purposes of overtime calculation, 11 ARTICLE X (continued) The employee's exercise of the option to use the difference toward dependent health coverage is subject to the conditions controlling enrollment periods and eligibility established by the respective plans or carriers. Dependent enrollment will require proof of eligibility for dependent status such as marriage, birth and adoption certificate. The employee need not enroll in a medical plan to be eligible for optional benefits allowance provided that the employee annually during open enrollment, sign a waiver and refusal of coverage. 4. The City shall continue to provide each employee with life insurance in he amount of $7,500.00. 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 an employee 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. Effective February 1, 1999 retirees will be subject to the terms of the CalPERS Health Program. In this program the City will pay to CalPERS $1,00 per month for the retiree's health insurance, This amount increases annually by 5% until it is equal to the City contribution for active employees of $16,00 per month. The difference between this contribution and the employee only cost of the insurance selected by the retiree will be refunded to the retiree by the City on a monthly basis based on a report by CalPERS of the retiree's continued enrollment. 12 ARTICLE X (continued) In order to be eligible for retiree health coverage, the employee must be enrolled in a City-sponsored health plan as of the retiree's last day of work and maintain eligibility to continue' in the CalPERS Health Program as stipulated by the Health Program. 13 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 full-time employee, covered by this agreement during the life of the agreement. 14 ARTICLE XII MEDICAL EXAMINA TIONS 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. 15 ARTICLE XIII UNIFORMS Section A, The City shall provide each employee with seven (7) sets of uniforms consisting of shirts and trousers. Section 8, 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. 16 ARTICLE XIV LEA VES 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 8, 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. 17 ARTICLE XIV (continued) Section C, TEMPORARY MILITARY LEAVE (Paid and Unpaid) Any employee who is a member of the reserve corps of the armed forces of the United States or of the National Guard or the Navy Militia shall be entitled to a temporary military leave' of absence as provided by applicable California State Law. To be eligible for paid leave for 30 calendar days of active military training, an employee must have been employed by the City for a period of not less than one year immediately prior to the day on which the leave of absence begins. If the employee has not been employed for a period of one year, the leave shall be granted without pay, Pay shall not exceed 30 calendar days in anyone fiscal year. An employee on paid military leave shall continue to accrue vacation, sick leave, seniority and/or holiday in the same manner as the employee would have, had the employee been in a work status. To be eligible to receive the leave, an employee must submit a request in writing with a copy of his/her military orders to his/her immediate supervisor for processing. This leave does not apply to employees who are drafted or receive orders to military duty for periods longer than 180 calendar days. Employee's right to return to vacant positions after an absence that exceed 1 80 days shall be governed by the applicable federal and state law. 18 ARTICLE XIV (continued) Section 0, V ACA TION 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 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, 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 carryover 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 employ 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, 19 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 3.693 hours for each pay period of service completed with the City. Employees may accumulate up to a maximum of 2,000 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, 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, 20 ARTICLE XIV {continued} 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'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. 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 may 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, Such payment shall be granted only to employees with three or more full years of continuous service with the City as well as to those who have completed their initial probation with the City as of June 14, 1999. The leave shall be for up to a maximum of ten months 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. 21 ARTICLE XIV (continued) Section G. HOLIDAYS 1. Each employee in a classification represented by this MOU shall be allowed the following holidays with eight (8) hours of regular pay: 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 Eve - December 24 - 4 hours Christmas Day - December 25 New Years Eve - December 31 - 4 hours 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 eight (8) hours of floating holiday to be scheduled by the employee in the same manner as vacation days are scheduled. Floating holidays do not carryover from calendar year to calendar year. Failure to timely 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. If a holiday falls on a Friday that City operations are closed, under the 9/80 work schedule, each employee will receive eight (8) hours of floating holiday time. 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. Each employee in a classification represented by this MOU shall be allowed eight (8) hours floating holiday for his or her birthday to be scheduled by the employee in the same manner as vacation days are scheduled, Floating holidays do not carryover from calendar year to calendar year. Failure to schedule the day off within the calendar year shall result in its loss. 22 ARTICLE XIV (continued) 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 leilVe 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. Section I. UNAUTHORIZED ABSENCE Unauthorized leaves of absence are cause for immediate dismissal. 23 ARTICLE XV PRODA TIONARY 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. 24 ARTICLE XVI ACTING PA Y 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 payor 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, Building Maintenance Technician, 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. 25 . ARTICLE XVII LA YOFFS Section A. LAYOFF PROCEDURE The City Manager or appointing power may layoff 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 in the same class or promotional field upon the date established for the layoff to become effective, 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, RE-EMPLOYMENT LIST 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 two (2) years from the effective date of separation from service. Section C. SEVERANCE PAY A full-time employee whose position is abolished or vacated by a reduction in work load or lack of funds, and has at least one (1) year of consecutive fulltime service with the City shall receive, upon termination, severance pay, Severance pay shall be a 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. 26 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. 27 ARTICLE XIX EMPLOYEE GRIEVANCES Section A, PROCEDURE An employee who feels they through the proper channel. presenting a grievance: have a grievance has the right to express it The following procedure shall be followed in 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. 28 ARTICLE XIX (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. I'f 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 time limit shall be considered acceptance of the resolution of the grievance at that level. 29 ARTICLE XIX {continued} 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 StElp(s) in the process. 5. Workday A workday is any day the City offices are regularly open for business. 30 ARTICLE XX 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. 31 , ' , 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. The parties hereto have caused this Memorandum of Understanding to be executed this _ day of June, 1999. APWEA CITY OF ARCADIA Robert Cunningham, President APWEA William R. Kelly City Manager 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. The parties hereto have caused this Memorandum of Understanding to be executed this _ day of June, 1999. APWEA CITY OF ARCADIA Robert Cunningham, President APWEA William R. Kelly City Manager 32 , , . NEGOTIATION TEAMS APWEA Anthony Capra, Team Member Robert Santana, Team Member Mark Ornelas, Team Member Guido De Rienzo, Business Represenative CITY OF ARCADIA Carol Przybycien, Human Resources Manager David Bell, Risk Manager Bud Holcomb, Utilities Superintendent 33 , ' , APWEA SALARY RANGES Range Number Title 56 Building Main!. Crew Chief 50 Building Maintenance Tech 50 Equipment Operator 60 Fleet Maintenance Crew Chief 48 Fleet Technician I 52 Fleet Technician II 54 Fleet TechnicianlWelder 56 Maintenance Crew Chief 46 Maintenance Worker 51 Storekeeper/Buyer 60 Water Main!. Crew Chief 60 Water Production Crew Chief 50 Water Production Tech I 54 Water Production Tech II 64 Water Quality Backflow Ins. 56 Water Services Rep. Crew APWEA MONTHLY SALARY SCHEDULE - JULY 4, 1999 Range Number Title Step A Step B StepC Step D Step E Step F StepG Step H Step I StepJ 46 $2,493 $2,556 $2,620 $2,685 $2,752 $2,821 $2,892 $2,964 $3,038 $3,114 47 $2,556 $2,620 $2,685 $2,752 $2,821 $2,892 $2,964 $3,038 $3,114 $3,192 48 $2,620 $2,685 $2,752 $2,821 $2,892 $2,964 $3,038 $3,114 $3,192 $3,271 49 $2,685 $2,752 $2,821 $2,892 $2,964 $3,038 $3,114 $3,192 $3,271 $3,353 50 $2,752 $2,821 $2,892 $2,964 $3,038 $3,114 $3,192 $3,271 $3,353 $3,437 51 $2,821 $2,892 $2,964 $3,038 $3,114 $3,192 $3,271 $3,353 $3,437 $3,523 52 $2,892 $2,964 $3,038 $3,114 $3,192 $3,271 $3,353 $3,437 $3,523 $3,611 - 53 $2,964 $3,038 $3,114 $3,192 $3,271 $3,353 $3,437 $3,523 $3,611 $3,701 54 $3,038 $3,114 $3,192 $3,271 $3,353 $3,437 $3,523 $3,611 $3,701 $3,794 --"--- ------ 55 $3,114 $3,192 $3,271 $3,353 $3,437 $3,523 $3,611 $3,701 $3,794 $3,889 56 $3,192 $3,271 $3,353 $3,437 $3,523 $3,611 $3,701 $3,794 $3,889 $3,986 57 $3,271 $3,353 $3,437 $3,523 $3,611 $3,701 $3,794 $3,889 $3,986 $4,086 58 $3,353 $3,437 $3,523 $3,611 $3,701 $3,794 $3,889 $3,986 $4,086 $4,188 59 $3,437 $3,523 $3,611 $3,701 $3,794 $3,889 $3,986 $4,086 $4,188 $4,292 60 $3,523 $3,611 $3,701 $3,794 $3,889 $3,986 $4,086 $4,188 $4,292 $4,400 61 $3,611 $3,701 $3,794 $3,889 $3,986 $4,086 $4,188 $4,292 $4,400 $4,510 62 $3,701 $3,794 $3,8891 $3,986 $4,086 $4,188 $4,292 $4,400 $4,510 $4,623 --- .- -". $3,794 $4,086j ----~ 63 $3,889 $3,986 $4,188 $4,292 $4,400 $4,510 $4,623 $4,738 64 $3,889 $3,986 $4,086 $4,1881 $4,292 $4,400 $4,510 $4,623 $4,738 $4,857 APWEA MONTHLY SALARY SCHEDULE - JULY, 2000 Range Number Title Step A Step B StepC Step D StepE Step F StepG StepH St~ Ste~ 46 $2,568 $2,633 $2,699 $2,766 $2,835 $2,906 $2,979 $3,053 $3,129 $3,207 47 $2,633 $2,699 $2,766 $2,835 $2,906 $2,979 $3,053 $3,129 $3,207 $3,288 48 $2,699 $2,766 $2,835 $2,906 $2,979 $3,053 $3,129 $3,207 $3,288 $3,369 49 $2,766 $2,835 $2,906 $2,979 $3,053 $3,129 $3,207 $3.288 $3,369 $3,454 50 $2,835 $2,906 $2,979 $3,053 $3,129 $3,207 $3,288 $3,369 $3,454 $3,540 51 $2,906 $2,979 $3,053 $3,129 $3,207 $3,288 $3,369 $3,454 $3,540 $3,629 52 $2,979 $3,053 $3,129 $3,207 $3,288 $3,369 $3,454 $3,540 $3,629 $3,719 53 $3,053 $3,129 $3,207 $3,288 $3,369 $3,454 $3,540 $3,629 $3,719 $3,812 54 $3,129 $3,207 $3,288 $3,369 $3,454 $3,540 $3,629 $3,719 $3,812 $3,908 55 $3,207 $3,288 $3,369 $3,454 $3,540 $3,629 $3,719 $3,812 $3,908 $4,006 56 $3,288 $3,369 $3,454 $3,540 $3,629 $3,719 $3,812 $3,908 $4,006 $4,106 57 $3,369 $3,454 $3,540 $3,629 $3,719 $3,812 $3,908 $4,006 $4,106 $4,209 58 $3,454 $3,540 $3,629 $3,719 $3,812 $3,908 $4,006 $4,106 " $4,209 $4,314 59 $3,540 $3,629 $3,719 $3,812 $3,908 $4,006 $4,106 $4,209 $4,314 $4,421 60 $3,629 $3,719 $3,812 $3,908 $4,006 $4,106 $4,209 $4,314 $4,421 $4,532 61 $3,719 $3,812 $3,908 $4,006 $4,106 $4,209 $4,314 $4,421 $4,532 $4,645 62 $3,812 $3,908 $4,006 $4,106 $4,209 $4,314 $4,421 $4,532 $4,645 $4,762 63 $3,908 $4,006 $4,106 $4,209 $4,314 $4,421 $4,532 $4,645 $4,762 $4,880 64 $4,006 $4,106 $4,209 $4,314 $4,421 $4,532 $4,645 $4,762 $4,880 $5,003 , . AFSCME - CITY OF ARCADIA The parties agree that the following items will not be included in the AFSCME contract; however they will be incorporated into the Public Works Department's Rules and Regulations, or City's Personnel Rules. Uniforms The City of Arcadia shall set standards for footwear in the Public Works Departments. The City shall provide a safety boot for each appropriate AFSCME represented unit member, as determined by the City. The boot will be the required footwear for the department. The total cost of the safety boot shall be borne by the City. The only footwear cost the City will pay is for the safetyboot. Replacement of the boots will be on an as needed basis as determined by the City. Wearing of City boots is permitted QDJ:i on City jobs. Jurv Duty When an employee is called upon to serve as a juror, attendance shall be deemed a leave of absence with full pay. The City will compensate jury service up to 10 days per year. Jury service in excess of 10 days will not be compensated. All fees received by the employee, except mileage, shall be remitted to the City. ~c1~~ ~P-t3 !'t~ AFSCME, President Date ~JjLLH"j)jlmtlaL CV~ City of Arcadia Date ! CITY OF ARCADIA AND CALIFORNIA TEAMSTERS PUBLIC, PROFESSIONAL AND MEDICAL EMPLOYEES UNION LOCAL 911 (CONFIDENTIAL/SUPERVISORY /PROFESSIONAL UNIT AND GENERAL EMPLOYEE UNIT) MEMORANDUM OF UNDERSTANDING JULY 1, 1999 THROUGH JUNE 30, 2001 June 25, 1999 ! TABLE OF CONTENTS PaQe Preamble 4 Article I Parties and Recognition 5 Appropriate Unit 5 Mutual Recommendation and Implementation 6 Authorized Agents 6 Article II Term 7 Savings Clause 7 No Strike Clause 7 Article "' Union Rights 9 A. Right To Join 9 B. Use of Bulletin Boards 9 C. Payroll Deduction 9 D. Access to Facilities 10 E. Union Stewards 1 1 F. Reasonable Notice 12 G. List of Names 12 Article IV Management Rights 13 Article V Compensation 14 Promotion or Advancement 14 Article VI Hours 16 Overtime (FLSA) 16 Rest Periods 16 Work Schedule 17 Article VII Stability Pay 18 Article VII' Tuition Reimbursement 19 Article IX Mileage Reimbursement 21 Article X Health, Dental and Life Insurance 22 Retired Health Insurance 24 Article XI Disability Income Insurance 26 TABLE OF CONTENTS Page Article XII Medical Examinations 27 Article XIII Uniforms 28 Article XIV Leaves of Absence 30 A. Non-Medical Leaves Without Pay 30 B. Family Care and Medical Leaves 31 C. Military Leave 35 D. Vacation Leave 36 E. Sick Leave 37 F. Bereavement Leave 38 G. Holidays 39 H. Jury Leave 40 I. Court Witness Leave 41 J. Industrial Accident Leave 41 Article XV Probationary Period 42 Article XVI Special Pay 43 A. Acting Pay 43 B. Call-Back Pay 43 C. Bilingual Pay 43 Article XVII Layoffs 44 A. Layoff Procedure 44 B. Re-employment List 45 C. Definitions 45 Article XVIII Personnel Files 46 Article XIX Employee Grievances 47 A. Definitions 47 B. Procedure 47 C. General Provisions 49 Article XX Disciplinary Action 50 A. Suspension, Salary Reduction, Demotion & Dismissal 50 B. Notification and Appeal Procedure 50 C. Salary Reduction 51 D. Unauthorized Absence 51 Article XXI Full Understanding/Execution of Agreement 52 PREAMBLE It is the purpose of the Memorandum of Understanding to promote and provide for harmonious relations, cooperation and communication between City Management and the City employees covered by this Memorandum. As a result of good faith negotiations between City management representatives and Union representatives this Memorandum sets forth the agreement regarding wages, hours and other terms and conditions of employment for the employees covered by this Memorandum. This Memorandum provides for an orderly means of resolving differences which may arise from time to time during its term. 4 ARTICLE I Section A. Section B. PARTIES AND RECOGNITION The Memorandum of Understanding is made and entered into between the management representatives of the City of Arcadia, hereinafter referred to as the "City" and representatives of the California Teamsters Public, Professional and Medical Employees Union 911, an affiliate of the International Brotherhood of Teamsters, a formally recognized exclusive employee organization, hereinafter referred to as the .. Union", pursuant to the provisions of the Meyers- Milias-Brown Act (Government Code Sections 3500 et.seg.). APPROPRIATE UNIT The classifications covered by this agreement are: Confidential/Supervisory/Professional Unit Accounting Specialist Human Resources Technician Administrative Assistant - H.R. Legal Coordinator Assistant Engineer Librarian Assistant Planner Principal Librarian Associate Civil Engineer Redevelopment Project Manager Associate Planner Senior Library Technician Deputy City Clerk Senior Police Records Technician Executive Assistant Video Tech/Office Assistant General Employee Unit Accounting Technician 1/11 Administrative Assistant Building Technician I Building Technician II Business License Officer Code Services Officer Combination Inspector Communications Specialist Community Service Officer Computer Support Specialist Custodian Dispatcher I Dispatcher" Engineering Assistant Engineering Technician Evidence Technician 5 Fire Administrative Specialist Fire Inspector Info and Referral Coordinator Library Technician I Library Technician" Logistical Services Officer Network Support Specialist Office Assistant Police Records Technician I Police Records Technician" Senior Accounting Technician Senior Administrative Assistant Senior Citizens Program Specialist Senior Citizens Project Specialist Senior Engineering Assistant ARTICLE I Section C. MUTUAL RECOMMENDATION AND IMPLEMENTATION This Memorandum of Understanding constitutes a mutual recommendation to be presented to the City Council, subsequent to the ratification meeting by the membership of the Confidential/SupervisorylProfessional Unit and the General Employees Unit. It is agreed that this memorandum shall not be binding upon the parties either in whole or in part unless and until the City Council formally acts, by majority vote, to approve and adopt said Memorandum. Section D. AUTHORIZED AGENTS The City's principal authorized agent shall be the City Manager, 240 W. Huntington Drive, Arcadia, California, 91066-6021, except where a particular City representative is specifically designated in connection with the performance of a specific function or obligation set forth herein. The Confidential/Supervisory/Professional and General Employee's authorized representative is the California Teamsters Public, Professional, and Medical Employees Union Local 911. The duly authorized staff representatives are Chester Mordasini, President and/or Raymond Whitmer, Secretary-Treasurer, 3202 E. Willow Street, Long Beach, California, 90806. 6 ARTICLE /I Section A. TERM 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 upon ratification of the City Council effective July 1, 1999 and ending June. 30, 2001. 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. In the event any section of this Memorandum is declared invalid, the City agrees to meet and confer with Union, upon request, regarding the impact or implementation of the court order or decree or legislation. Section C. NO STRIKE CLAUSE 1 . It is agreed and understood that there will be no concerted strike, sympathy strike, work stoppage, slow-down, obstructive picketing, or concerted refusal or failure to fully and faithfully perform job functions and responsibilities, or other concerted interference with the operations of the City by the Union or by its officers, agents, or members during the term of this Agreement. Compliance with the request of other labor organizations to engage in such activity is included in this prohibition. 2. The Union recognizes the duty and obligation of its representatives to comply with the provisions of this Agreement and to make every effort toward inducing its members not to strike, stop work, slow-down, or picket obstructively, and the Union agrees in good faith to actively take affirmative action to cause those employees to cease such action. It is agreed and understood that any employee concertedly violating this article may be subject to disciplinary action up to and including discharge, and/or, may be considered to have automatically resigned from the City service. For purposes of this article, any employee deemed to have automatically resigned shall be eligible to utilize the Grievance Procedure as provided in this Agreement. 7 ARTICLE /I 3. It is understood that in the event this article is violated, the City shall be entitled to withdraw any rights, privileges, or services provided for in this Agreement or in any other City rules, regulations, resolutions and/or ordinances, from any employee and/or the Union. No such actions shall be taken by the City in. the event that the Union acts in good faith in accordance with paragraph 2 above. 4. The expiration or violation of this Agreement shall not prejudice the City's right to assert to the illegality of any such activities mentioned above if engaged in by the Union or employees. Upon the expiration of this agreement, this language shall not prevent the Union from engaging in such activities mentioned above, to the extent such activity is otherwise legal for public employees to participate in. 8 ARTICLE 11/ 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. 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 April 15, or later than May 15, 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. The City and the Union agree that neither shall discriminate or retaliate against any employee for the emp'oyee's participation or non- participation in any Union activity. 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. 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 C. PAYROLL DEDUCTION The City will deduct from the first paycheck of each month and remit to the Union, pay of Union members the normal and regular monthly Union membership dues as voluntarily authorized in writing by the employee subject to the following conditions: 9 ARTICLE /1/ 1 . Such deduction shall be made only upon submission of deduction 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. Every effort will be made to remit dues to the Union within two weeks of receipt. The union agrees to indemnify and hold the City harmless against any and all suits, claims, demands and liabilities that may arise out of. or by reason of, any action that shall be taken by the City for the purpose of complying with this Section. Section D. ACCESS TO FACILITIES All Union business will be conducted by employees and Union representatives outside of established work hours. 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. 10 ARTICLE "I The Union may schedule after work hours meetings in the City Conference rooms or the City Council Chambers at such times these facilities are not in use by submitting a written request to the appropriate City administrator which shall include the date, time, number of people expected, general reason for the meeting, and an . acknowledgment that no food or beverages will be consumed in City facilities. Approval will be granted in the same manner as it is granted to other organizations. Section E. UNION STEWARDS 1. Three (3) stewards who are authorized to represent the Confidential/Supervisory/Professional employees and the four (4) stewards who are authorized to represent the General employee bargaining unit shall be selected in such manner as the Union may determine. The Union shall notify the employer in writing of the names of the seven (7) stewards. 2. The three (3) stewards who are authorized to represent the Confidential/Supervisory/Professional employees and the four (4) stewards who are authorized to represent the General employee bargaining unit shall be permitted one day off without pay each calendar year to attend a training session with Teamsters. Advance written notice of no less than fourteen (14) calendar days shall be given to each steward's supervisor. 3. Union stewards are allowed reasonable release time to participate in meetings related to negotiations. In addition, a steward shall be provided release time during his/her regular work hours for the purposes of: . Representation at a meeting that is reasonably expected to result in discipline when the Union Business Agent is not available to be present. . Representation at a grievance hearing. . Special meeting with Human Resources Manager, or designee, and Union Business Agent to resolve problems within the scope of bargaining. 1 1 ARTICLE "I No release time is provided for the preparation, investigation, or processing of disciplinary issues, grievances, or other Union business. To facilitate the process, the steward shall contact the Human Resources Manager or designee to arrange the time to conduct. Union business as described above. Not more than one (1) of the designated steward representatives may participate in any special meeting to resolve a problem within the scope of bargaining or grievance hearing at one time unless agreed to by the Human Resources Manager. Time spent on steward activities outside of normal working hours is not compensable. Section F. REASONABLE NOTICE The City will provide fifteen (15) business days notice prior to final implementation of changes to wages, hours of work, or other terms and conditions of employment within the scope of negotiations. Upon written notice from the Union outlining the area(s) of concern, together with the Union's proposal, the City will meet and confer on those matters that are within the scope of negotiations. In addition, the City shall mail to the Union and the chief shop steward a copy of the agendas for each City Council and/or Human Resources Commission meeting. Section G. LIST OF NAMES The Union shall provide and maintain with the City a current list of the names of all authorized representatives of the confidential/SupervisorylProfessional Unit and the General Employee Unit. 12 ARTICLE IV 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 of 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, including the right to subcontract unit work. 13 ARTICLE V COMPENSA TION Section A. The City shall continue to pay 7% of the employee's contribution to the Public Employee's Retirement System. The City shall contract with the Public Employees Retirement System to provide the 2% at 55 retirement program to represented employees. The City agrees to contract with PERS to provide Union with a Military' Service Credit option. It is agreed and understood that the employee is responsible for the paying for this benefit. The City of Arcadia conducted a classification and compensation study completed March 12, 1999 which included a recommended salary schedule. Effective July 4, 1999 employees shall be placed on said salary schedule at the step representing the nearest dollar to their salary on July 3, 1999. In addition, employees currently at E step shall advance an additional step (approximately 2.5%) unless the nearest dollar placement is at the top or J step. After this placement on the recommended salary schedule the schedule shall then be improved by 2.5%. Individuals currently in the classification of Secretary who will be in the new classification of Administrative Assistant shall be held at current salaries (Y- rated) until a salary improvement increase which results in the Y -rate falling below the new amount for the top step of their salary range. Effective July 2, 2000 the salary schedule shall be improved by 3.0% for represented employees. Section B. 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 an approximate 5% increase in compensation unless the top step in such range provides less than that amount. Such one step of approximately 5.0%, 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 C. The parties acknowledge that the percentages between steps within a range are from approximately 2.5%. Section D. The advancement through the salary steps is discretionary based upon satisfactory performance and continuous service in the same 14 ARTICLE V classification. The following schedule is the continuous service time required for a qualified emp'oyee to receive each step increase; A Step to C Step: All other Steps: 6 months 1 2 months Salary step advancements may be withheld or delayed by the appointing authority if an employee's performance does not merit such an advancement. During the term of this agreement individuals will advance in their rates of compensation two steps (approximately 5.0%) on their anniversary date upon receiving a satisfactory performance evaluation. 15 . ARTICLE VI HOURS Section A. OVERTIME With the approval of the City Manager, and when necessary to perform essential work, a department administrator may require an employee(s) to work at any time other than during regular working hours until such work is completed. Represented employees required to be in a work status beyond forty (40) hours in a designated work week, or to work in excess of the regularly scheduled shift, shall be paid at the rate of one and one-half times the employee's regular hourly rate. For purposes of overtime calculation, paid sick leave when accompanied by a doctor's slip verifying illness and all other paid leave time shall be regarded as hours worked. No overtime credit shall be allowed for any period less than one-quarter hour. Overtime shall be rounded to the nearest one- quarter hour. When a represented 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 designated work week, 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. 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 B. REST PERIODS Represented employees, except Dispatcher I's and Dispatcher II's, shall receive for each eight (8) or nine (9) hour shift worked, at the discretion of the respective department, two (2) fifteen (15) minute rest periods, one each approximately at the mid-point of each one-half shift. Office personnel shall not leave City property during break periods, and field personnel shall take breaks at the work site. Employees in transit between work sites may take their rest period at a location between the normal route of work locations. Rest periods are for the good of the employee, but periods cannot be used to make up for other lost time. Rest period!; are not cumulative and may not be taken concurrently with lunch periods. 16 . ARTICLE VI Section C. WORK SCHEDULES The City agrees that if it decides to change the current 9 day - 80 hour work schedule, the City will meet and confer with the Union prior to implementing a new work schedule. 17 ARTICLE VII STABILITY PAY Section A. Stability pay will only be applicable to employees who were hired prior to January 1, 1984. The following is the schedule of how stability pay is calculated. Completed Years Completed Years of Service Amount of Service Amount 1 1 $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. 18 ARTICLE VIII TUITION REIMBURSEMENT Section A. The Tuition Reimbursement Program will operate on a fiscal year basis (July 1 through June 30). Each employee shall be eligible for reimbursement of educational expenses which are job related or are applicable toward a specific degree. Reimbursement will be provided upon the successful completion of course work. Maximum tuition reimbursement, including on campus parking fees and textbooks is $2,100.00 per fiscal year. School supplies are not reimbursable. The City reserves the right to investigate any school and approve or disapprove it for reimbursement if such action appears warranted. Only courses, specialized training, or degree programs "job-related" to permanent full-time positions will be considered for tuition reimbursement. Individual courses taken toward achievement of career objective such as a law degree or a teaching credential will be reimbursable only to the extent that such courses are job related as determined by the Department Head and Human Resources Manager. The Tuition Reimbursement Program is voluntary and time spent on courses will not be considered as time worked for the City, unless an employee is directed to participate by the department administrator. Reimbursement for Degree Programs which are structured on a "special package" basis will be considered individually and terms will be negotiated. In no circumstance, shall a negotiated reimbursement exceed $2,100.00 in a given year. To qualify for reimbursement, the following criteria must be met: 1. A course grade of "C" or equivalent, or higher must be attained. 2. The employee must be currently employed by the City of Arcadia. 3. The course must be taken at an accredited educational institution, which is defined as any college, university, technical, vocational, business or high school which has been accredited by a recognized governmental or professional accrediting body. 19 ARTICLE VIII Any employee who receives tuition reimbursement must remain in the employ of the City for one (1) year after completion of any course for which reimbursement was made. If the emp'oyee voluntarily terminates employment, or is terminated by the City, prior to one (1) year after completion of the course(sl. he/she must repay the City all monies received. (This may include deduction from vacation 'eave etc.) An Education Reimbursement Request Form must be submitted to an employee's Department Head before the course begins, in order to qualify for tuition reimbursement. Upon Department Head approval the form will be forwarded to the Human Resources Manager. Following review by the Human Resources Manager and City Manager, the form will be returned Approved/Disapproved to the employee. After receiving approval, the employee holds the form until completion of the course(s). After approved course(s) have been successfully completed, the employee must submit the form with a copy of grade(s) and tuition and book receipts to the Human Resources Department. After final reimbursement is approved, the Administrative Services Department will issue a reimbursement check to the employee. 20 ARTICLE IX MILEAGE REIMBURSEMENT Section A. Mileage is reimbursed at a rate established by the City 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 frequent'y 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. 21 ARTICLE X HEAL TH, DENTAL AND LIFE INSURANCE Section A. The City will continue to provide Health, Dental and Life Insurance benefits to each full-time employee in a classification represented by this agreement. The City shall pay up to a maximum of $508.00 per month per employee for coverage. For full-time employees, 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. The City shall pay up to a maximum of $254.00 per month per permanent part-time employee for coverage. For permanent part-time employees, if the City's contribution exceeds the cost of employee only coverage, the difference may be contributed toward the cost of dependent coverage only. 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. Effective February 1, 1999 the City shall provide regular full-time employees in a classification represented by this Agreement with the following contributions: 1. CalPERS Health Program The City will contribute $16 per month per employee for health insurance. 2. Dental Insurance - mandatory enrollment The City will contribute $13.20 per month for employee only enrollment in one of the two dental plans. Additional coverage may be purchased through the Optional Benefits allocation. 22 ARTICLE X 3. Optional Benefits The City shall contribute $478.80 per month per eligible employee toward an optional benefits plan. The employee may receive this amount in cash or may elect to use coverage for him/herself or his/her dependents for city- approved benefits options, including but not limited to, dental insurance, supplemental life insurance, optional long term disability insurance or deferred compensation plan. Any monies received in cash will be considered as taxable income. The employee need not enroll in a medical plan to be eligible for optional benefits allowance provided that the employee annually during open enrollment, sign a waiver and refusal of coverage. Dependent enrollment will require proof of eligibility for dependent status such as marriage, birth and adoption certificate. 4. Life Insurance The City shall continue to provide $7500.00 life insurance benefit for eligible employees. Section C. Effective February 1, 1999 the City shall provide regular part-time employees in a classification represented by this Agreement with the following contributions: 1. calPERS Health Program The City will contribute $1 6 per month per employee for health insurance. 2. Dental Insurance - mandatory enrollment The City will contribute $13.20 per month for employee only enrollment in one of the two dental plans. Additional coverage may be purchased through the Optional Benefits allocation. 3. Optional Benefits The City shall contribute $224.80 per month per eligible employee toward an optional benefits plan. The employee may receive this amount in cash or may elect to use coverage for him/herself or his/her dependents for City- approved benefits options, including but not limited to, dental insurance, supplemental life insurance, optional long term disability insurance or deferred compensation plan. Any monies received in cash will be considered as taxable 23 ARTICLE X income but not considered base salary for purposes of overtime calculation. The employee need not enroll in a medical plan to be eligible for optional benefits allowance provided that the employee annually during open enrollment, sign a waiver and refusal of coverage. Dependent enrollment will require proof of eligibility for dependent status such as marriage, birth and adoption certificate. 4. Life Insurance The City shall continue to provide $7500.00 life insurance benefit for eligible employees. Section D. RETIREE HEALTH INSURANCE The City agrees to pay the employee-only health insurance monthly premium cost for eligible City retirees. An eligible retiree is an employee who retires from City service on a SERVICE retirement and has one thousand (1000) hours of accumulated sick leave at the date of retirement. Such payment shall cease by employee's sixty-fifth (65) birthday. If the retired employee has other group medical coverage available to the employee, then this other group insurance shall be primary and the City's health insurance plan shall function as a secondary co-insurance. In order to be eligible for retiree health coverage, the employee must be enrolled in a City-sponsored health plan as of the retiree's last day of work and maintain eligibility to continue in the calPERS Health Program as stipulated by the Health Program. An employee who has fewer than one thousand (1000) hours of accumulated sick leave at the date of retirement may purchase up to a maximum of four hundred eighty (480) hours worth of sick leave in an amount equal to the employee's daily pay rate at the time of retirement to meet the one thousand (1000) hour requirement, with the following restrictions: 1. The employee must have reached the age of 55; and 2. The employee must be employed by the City of Arcadia and must have worked full-time for the City of Arcadia for a minimum of 15 years. 24 ARTICLE X An employee may convert the dollar value of accumulated vacation hours to reach the dollar value of one thousand (1000) hours accumulated sick leave requirement. Effective February 1, 1999 retirees will be subject to the terms of the. calPERS Health Program. In this program the City will pay to CalPERS $1.00 per month for the retiree's health insurance. This amount increases annually by 5% until it is equal to the City contribution for active employees of $16.00 per month. The difference between this contribution and the employee only cost of the insurance selected by the retiree will be refunded to the retiree by the City on a monthly basis based on a report by CalPERS of the retiree's continued enrollment. 25 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 eligible employee, as currently defined by the insurer to be en employee who works at least 30 hours per week, during the life of the agreement. 26 ARTICLE XII MEDICAL EXAMINA TIONS 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. 27 ARTICLE XIII UNIFORMS Section A. Upon hire, the City shall provide the following employees with seven (7) sets of uniforms consisting of shirts and trousers. · Communication Specialist · Custodian Upon hire, the City shall provide the following employees with five (5) shirts: . Public Works Inspector . Code Services Officer . Combination 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 · Fire Administration Specialist · Police Records Technician 1/11 . Senior Police Records Technician · Office Assistant (assigned to the Fire & Police Department) Uniforms shall be replaced on an as needed basis, pursuant to department procedures. Section B. 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 from the employee's final check. Section C. The City shall provide a safety shoe allowance up to a maximum of $125 per fiscal year for each employee in the following classifications: Combination Inspector, Code Services Officer, Community Service Officer, Custodian, Fire Inspector, and Public Works Inspector. 28 ARTICLE XIII The City shall designate safety shoe standards for the above classifications. A purchase order, not to exceed the maximum fiscal year amount referred to above, shall be provided upon the employee's request. Once the employee has purchased safety shoes in this manner, the safety shoe shall. be required footwear. Wearing of safety shoes is limited to City work hours. 29 ARTICLE XIV LEA VES OF ABSENCE Section A. NON-MEDICAL LEAVES WITHOUT PAY 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 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/she 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/her leave of absence. Therefore, a leave of absence shall be granted only to an employee who intends to return to his/her 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 (30) 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 (30) 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. 30 ARTICLE XIV 7. The City shall continue to provide health, dental, life,. and disability insurance for an employee granted a leave of absence for up to 30 calendar days. It shall be the responsibility of the employee who wishes to continue any insurance coverage beyond the 30 calendar days, to notify the Human Resources Office of his/.her intent to continue coverage and to remit the full monthly premium for any coverage to the Administrative Services Department. Section B. FAMILY CARE AND MEDICAL LEAVES 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 Family Care and Medical Leaves. In accordance with the Federal Family and Medical Leave Act ("FMLA") and the California Family Rights Act ("CFRA"). the City of Arcadia will provide family and medical leave for eligible employees, as defined. a. Definitions "12-Month Period" - means 12-month period measured backward from the date leave is taken and continuous with each additional leave day taken. "Child" - means a child under the age of 18 years of age, or 18 years of age or older who is incapable of self-care because of a mental or physical disability. An employee's child is one for whom the employee has actual day-to-day responsibility for care and includes, a biological, adopted, foster child, step-child, or - - child of whom the employee is the leQal Quardian. "Serious health condition" - means an illness, injury impairment, or physical or mental condition that involves: 1) Any period of incapacity or treatment in connection with or inconsequent to a hospital, hospice or residential medical care facility; 2) Any period of incapacity requiring absence from work of more than three calendar days, that also involves continuing treatment by (or under the supervision of) a health care provider; 31 ARTICLE XIV 3) Continuing treatment by a health care provider for a chronic or long-term health condition that is incurable or so serious that, if not treated, would likely result in a period of incapacity of more than three calendar days; or 4) Prenatal care by a health provider. "ContinuinQ treatments" means: 1) Two or more visits to a health care provider; 2) Two or more treatments by a health care practitioner (e.g. physical therapist) on referral from, or under the direction of a health care provider; or 3) A single visit to a health care provider that results in a regimen of continuing treatment under the supervision of the health care provider (e.g. medication therapy). b. Leave is only permitted for the following reasons: 1. The birth of a child or to care for a newborn of an employee; 2. The placement of a child with an employee in connection with the adoption or foster care of a child; 3. Leave to care for a child, parent or a spouse who has a serious health condition; or 4. Leave because of a serious health condition that makes the employee unable to perform the functions of his/her position. c. An employee is eligible for leave if the employee: 1. Has been employed for at least 12 months; and 2. Has been employed for at least 1,250 hours during the 12- month period immediately preceding the commencement of the leave. 32 ARTICLE XIV d. Eligible employees are entitled to a total of 12 workweeks of leave during any 12-month period. The 12 workweek period does not include leave taken for an employee's pregnancy disability pursuant to Government Code Section 12945.2. An employee's entitlement to leave for the birth or placement of a child for adoption or foster care expires 1 2 months after the birth or placement. e. Employee Benefits While on Leave Leave under this policy is unpaid. While on leave, employees will continue to be covered by the City of Arcadia's group health insurance to the same extent that coverage is provided while the employee is on the job. Employees may make the appropriate contributions for continued coverage under the proceeding benefit plans by payroll deductions or direct payments made to these plans. Employee contribution rates are subject to any change in rates that occurs while the employee is on leave. If an employee fails to return to work after his/her leave entitlement has been exhausted or expires, the City of Arcadia shall have the right to recover its share of health plan premiums for the entire leave period, unless the employee does not return because of the continuation, recurrence, or onset of a serious health condition which would entitle the employee to leave, or because of circumstances beyond the employee's control. The City of Arcadia shall have the right to recover premiums through deduction from any sums due the City of Arcadia (e.g. unpaid wages, vacation pay, etc.) f. If an employee requests leave for any reason permitted under this policy, he/she must exhaust all accrued leaves (except sick leave) in connection with the leave. An employee may elect to exhaust part or all of the employee's sick leave while on an approved Family Medical Leave to care for a child, parent or spouse. The exhaustion of accrued leave, and sick leave if any is used, will run concurrently with the leave under this policy. If an employee requests leave for his/her own serious health condition, in addition to exhausting accrued leave, the employee must also exhaust accrued sick leave. 33 ARTICLE XIV g. Employees who request leave for their own serious health condition or to care for a child, parent or a spouse who has a serious health condition must provide written certification from the health care provider of the individual requiring care. If the leave is requested because of the employee's own serious health condition, the certification must include a statement that the employee is unable to perform the essential functions of his/her position. If the City of Arcadia has reason to doubt the validity of a certification, the City may require another medical opinion at City expense. When the second opinion differs from the first, the City may require the opinion of a third provider jointly approved by the City and the employee, at the City's expense. The opinion of the third provider will be binding. If an employee requests leave intermittently (a few days or hours at a time) or on a reduced leave schedule to care for an immediate fami'y member with a serious health condition, the employee must provide medical certification that such leave is medically necessary. "Medically necessary" means there must be a medical need for the leave and that the leave can best be accomplished through an intermittent or reduced leave schedule. h. Although the City of Arcadia recognizes that emergencies arise which may require employees to request immediate leave, employees are required to give as much notice as possible of their need for leave. If leave is foreseeable, at least 30 days notice is required. In addition, if an employee knows that he/she will need leave in the future, but does not know the exact date(s) (e.g. for the birth of a child or to take care of a newborn). the employee shall inform his/her supervisor as soon as possible that such leave will be needed. If the City of Arcadia determines that an employee's notice is inadequate or the employee knew about the requested leave in advance of the request, the City of Arcadia may delay the granting of the leave until it can, in its discretion, adequately cover the position with a substitute. 34 ARTICLE XIV i. Upon expiration of leave, an employee is entitled to be restored to the position of employment held when the leave commenced, or to an equivalent position. As a condition of restoration of an employee whose leave was due to the employee's own serious health condition, which made the employee unable to perform his/her job, the employee must obtain and present a fitness-for- duty certification from the health care provider that the employee is able to resume work. Failure to provide such certification will result in denial of restoration. Section C. TEMPORARY MILITARY LEAVE (Paid and Unpaid) Any employee who is a member of the reserve corps of the armed forces of the United States or of the National Guard or the Navy Militia shall be entitled to a temporary military leave of absence as provided by applicable Federal law and applicable California State law. To be eligible for paid leave for 30 calendar days of active military training, an employee must have been employed by the City for a period of not less than one year immediately prior to the day on which the leave of absence begins. If the employee has not been employed for a period of one year, the leave shall be granted without pay. Pay shall not exceed 30 calendar days in anyone fiscal year. An employee on paid military leave shall continue to accrue vacation, sick leave, seniority and/or holiday in the same manner as the employee would have, had the employee been in a work status. To be eligible to receive the leave, an employee must submit a request in writing with a copy of his/her military orders to his/her immediate supervisor for processing. This leave provision does not apply to employees who are drafted or receive orders to military duty for periods longer than 180 calendar days. Employee's rights to return to vacant positions after an absence that exceeds 180 calendar days shall be governed by the applicable Federal and State law. 35 ARTICLE XIV Section D. VACATION LEAVE a) Accumulated vacation leave shall be granted at the discretion of the appointing power. b) Vacation may not be 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. 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 practice for that employee, the City Manager for good cause may approve excess accumulated vacation, provided the employee reduces this total below the allowable maximum within six (6) months. c) 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 carryover the excess leave time into the next three (3) months of the new calendar year, if rescheduling of the vacation leave is not possible. d) Upon termination, vacation used shall be pro-rated against vacation earned. Every City employee who leaves the City employ 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 that pay period's vacation. e) Full-time employees 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 :'1-.61 hours per pay period between the employee's fifth and tenth anniversary date of continuous full-time employment; at the rate of 5.23 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. 36 ARTICLE XIV 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. Vacation shall be accrued based on years of service as follows: 1-5 years 6-10 years 11-1 5 years 1 6 + years 80 hours 1 20 hours 1 36 hours 1 60 hours Part-time employees 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 1.54 hours per pay period during the first five years of continuous employment with the City; at the rate of 2.31 hours per pay period between the employee's fifth and tenth anniversary date of continuous employment; at the rate of 2.62 hours per pay period between the employee's tenth and fifteenth anniversary date of continuous employment, and at the rate of 3.07 hours per pay period after fifteen years of continuous employment with the City. Section E. SICK LEAVE a) Every full-time employee represented by this agreement shall accrue sick leave beginning with the first full pay period of employment on the basis of 3.693 hours for each pay period of service completed with the City. Employees may accumulate up to a maximum of 1,500 hours of sick leave with pay. b) 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. c) Sick leave means authorized absence from duty of an employee who is temporarily disabled and unable to work due to a medical condition or due to a scheduled medical or dental appointment during regular working hours. Every effort shall be made to schedule appointments during non-working hours. d) Sick leave may be used by an employee when his care and attendance is required by a family dependent who 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. 37 ARTICLE XIV e) 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. f) 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. If an employee is requested to provide a doctor's certification for their illness or the illness of their dependent(s), the request for the certification shall be made prior to their return to work. 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. g) Part-time employees who work more than forty (40) hours in a pay period shall receive sick leave in the same manner and under the same conditions as full-time employees at one-half the level of full-time employees. Section F. BEREAVEMENT LEAVE At the time of death, or where death appears imminent, in the immediate family, an employee, may be granted a leave of absence with pay, upon approval of the appointing power and the City Manager. Immediate family is defined as the spouse, the employee or employee's spouse's mother or stepmother, father or 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 twenty-seven (27) hours at one time, shall not be charged against sick or other leave. Dispatcher I's and Dispatcher II's shall receive up to three shifts of bereavement leave. A shift for Dispatcher I's and II's may be twelve or eight hours. If over twenty-seven hours (or up to three shifts for Dispatcher I's and Dispatcher II's) of such leave is granted, at one time, that amount over twenty-seven hours shall be charged against sick or other leave. 38 ARTICLE XIV Section G. HOLIDAYS 1. Each employee in a classification represented by this MOU shall be allowed the following holidays with pay: New Year's Day - January 1 President's Day - 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 Eve - December 24 - 4 hours Christmas Day - December 25 New Year's Eve - December 31 - 4 hours Every day appointed by the City Council for a public fast, thanksgiving or holiday. 2. Whenever New Year's Day - January 1; Independence Day - July 4; Veteran's Day - November 11; or Christmas Day - December 25, falls on a Saturday or Sunday, the Friday preceding or the Monday following, respectively, shall be a holiday. 3. In lieu of a citywide holiday to celebrate Dr. Martin Luther King's birthday, full-time employees shall receive one floating holiday to be scheduled by the employee in the same manner as vacation leave. In lieu of a citywide holiday to celebrate Admissions Day, full-time employees shall receive one floating holiday to be scheduled by the employee in the same manner as vacation leave. Floating holidays do not carryover into subsequent fiscal years. Failure to timely schedule the days off shall result in their loss. If the City adopts Dr. Martin Luther King's birthday or re-adopts Admissions Day as a citywide holiday, the floating holiday(s) shall cease and eligible employees shall receive the citywide holiday. 4. An employee required to work or attend a class or function on any holiday allowed to him by this Section shall be paid for the holiday, and in addition, he shall be compensated in accordance with the applicable overtime rules. A holiday allowed by this Section occurring during any leave of absence with pay shall be added to the number of working days' leave of absence to which such employee is entitled. 39 ARTICLE XIV 5. Full-time employees assigned to an alternate work week may use accrued vacation time, accrued camp time, floating holiday time or unpaid leave to make up the difference between the provided eight hours of holiday pay and the actual number of regularly. scheduled working hours for a designated holiday. For example, if a holiday falls on a day an employee is scheduled to work nine (9) hours, the employee shall receive eight (8) hours of holiday pay and be permitted to use other accrued leaves to make up the extra hour for that day. 6. For full-time employees assigned to an alternate work week, if a holiday falls on a Friday that City Hall is closed under the 9/80 plan, each employee shall receive an eight (8) hour floating holiday. 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. Salary for the holiday shall be paid during the pay period in which the holiday occurs. 7. Represented part-time employees who work more than forty (40) hours in a pay period shall receive holidays in the same manner and under the same conditions as full-time employees at one-half the level of full-time employees. Section H. JURY LEAVE When an employee is called or required to serve as a juror, attendance shall be deemed a leave of absence with full pay. The City will compensate jury service up to eighty (80) hours per year. All hours in excess of eighty (80) shall not be compensated. The employee shall remit to the City all fees received except mileage. For employees assigned to an alternate work week, pay for jury duty shall not be provided on regularly scheduled days off. When released from any day of service more than two (2) hours prior to the end of the normal work schedule, an employee shall report as soon as practical to full duty. 40 ARTICLE XIV Section I. COURT WITNESS LEAVE An employee who is subpoenaed or required to appear in court as a witness shall be deemed to be on leave of absence. With approval of the appointing power and City Manager, an employee may be granted leave with pay during his 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. Section J. INDUSTRIAL ACCIDENT LEAVE 1. Industrial accident leave shall be granted only to employees with three or more full years of continuous service with the City. 2. Industrial accident leave shall be allowed for a maximum of ten months from and after the date of injury. Industrial accident leave shall be equivalent to the employee's regular base salary and any temporary disability compensation payment required by law shall be deducted from the industrial accident leave payment. Lost time due to an injury on duty shall not be charged against an employee's accumulated sick leave after all industrial accident leave is expended. 3. Compensation shall continue until the employee returns to work, industrial accident leave is exhausted, or it is medically determined that there is a permanent disability which precludes return to regular duties, whichever occurs first. 4. The City reserves the right to require an employee to furnish proof from a physician of the cause and necessity of absence during an industrial accident leave. 5. "Industrial accident" as used in this Article, is defined as any illness or injury arising directly out of the employment of the employee which forces the employee to absent himself/herself from work upon the advice of a physician. The determination of whether an illness or injury results from an industrial accident shall be made by the City in consultation with its Workers Compensation administrators. 41 ARTICLE XV PROBA TIONARY 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 (12) months before attaining permanent status. For the classifications of Dispatcher I, Dispatcher II, Community Service Officer, and Police Records Technician 1/11 and Senior Police Records Technician the probationary period for all eligible candidates appointed from an open competitive examination and who are not currently employed in a permanent position, shall be eighteen (18) months. Eligible candidates appointed from a promotional list to these classifications, (except Dispatcher I promoting to a Dispatcher II) shall be on probation twelve (1 2) months before attaining permanent status. A Dispatcher I who has successfully completed probation and is appointed from a promotional list to Dispatcher II shall be on probation for six (6) 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. Section D. Probationary period may be extended for a one six (6) month period with the approval of the Human Resources Manager. Section E. A probationary employee who is holding a promotional position shall have the right to demotion to the classification in which he/she holds a permanent appointment, unless he/she was discharged for cause from City employment. 42 ARTICLE XVI SPECIAL PA Y Section A. 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 B. CALL-BACK PAY 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 C. BILINGUAL PAY A maximum of five (5) employees in the Classifications of Police Clerk and Community Service Officer in the Police Department may be certified as bilingual by the City. Once certified, the employee shall receive a bilingual pay stipend of $30 per month. Any employee who is not certified as bilingual by the City shall not be required to use a language other than English. However, when a member of the public, who does not speak English asks an employee for assistance in a language other than English that the employee understands, the employee shall make a reasonable effort to communicate with the member of the public in a polite and professional manner. 43 ARTICLE XVII LA YOFFS Section A. LA YOFF PROCEDURE The City Manager or appointing power may layoff 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 Section 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. The employee in the class with the least seniority in the department will be laid off and may exercise bumping rights, if any, to the least senior incumbent in the class in the City. However, if a vacancy exists in the class, there will be no bumping and the employee who is to be laid off will be reassigned to the vacant position. Classified employees may only bump or voluntarily demote to a classified position and unclassified employees may only bump or demote to an unclassified position. 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 the most junior 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 the most junior employee holding the lower position. Employees in classifications which are found in more than one Department 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 most junior 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 laid off shall be reinstated. 44 ARTICLE XVII Section B. RE.EMPLOYMENT LIST 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 (1 8) months from the effective date of separation from service. Failure of the employee on the re-employment list to provide he City their current address shall result in the employee's name being removed from the eligibility list. Section C. 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. Performance - 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. 45 ARTICLE XVIII PERSONNEL FILES Section A. The City shall maintain a central personnel file for each employee in the Human Resources Office. 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. Copies of letters of commendation and/or certificate of commendation from the City Councilor City Manager shall be placed in the employee's personnel file. An employee or their designated representative (in writing) shall have the right to examine and/or obtain copies at the employee's expense, of any material from the employee's personnel file with the exception of material that includes ratings, reports and records which were obtained prior to the employment of the involved employee. Section B. Discipline older than three (3) years will not be considered in promotional recruitment's. 46 ARTICLE XIX EMPLOYEE GRIEVANCES Section A. DEFINITIONS 1 . Grievance All allegations by any employee 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 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. Section B. 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: 47 ARTICLE XIX 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 (B-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 (B-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 (B-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. 48 ARTICLE XIX 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 C. 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 time limit shall be considered acceptance of the resolution of the grievance at that level and a grievance may not be appealed to the next level. 4. Time limits may be waived by the mutual consent of the grievant and the Human Resources Manager. 49 ARTICLE XX DISCIPLINARY ACTIONS Section A. DISCIPLINARY ACTION: SUSPENSION, SALARY REDUCTION, DEMOTION, AND DISMISSAL The appointing powers are vested with the right to discipline or to . dismiss permanent employees. as provided by this section. A permanent employee holding a position in the classified service shall be subject to suspension without pay, salary reduction, demotion or dismissed for cause. A permanent employee in the classified service shall have the right to appeal the suspension without pay, demotion, or dismissal to the Human Resources Commission. If the appeal is timely, filed, a hearing will be scheduled by the Human Resources Commission. Probationary employees are subject to demotion or dismissal without cause or right to a hearing. Section B. DISCIPLINARY ACTION: NOTIFICATION AND APPEAL PROCEDURE A permanent employee who is being suspended, reduced in pay, demoted or dismissed shall receive from the appointing power a written statement of the charge(s) upon which the discipline is based, the City rule(sl. policy or regulation violated, together with any written evidence and/or witness statements the City is relying upon to support the statement of charges. The discipline letter shall be hand delivered, either by personal service or by the City sending the notice by Registered Mail as provided herein above, the employee shall have 30 calendar days within which to file with the Human Resources Manager a written request for an appeal hearing before the Human Resources Commission. The employee may also elElct to file a written answer to the statement of charges at this time. A copy of the disciplinary letter together with any attachments and the employee's answer shall be given to the Human Resources Commission. An evidentiary hearing shall be scheduled by the Human Resources Commission. In any hearing regarding suspension, demotion or discharge of a permanent employee, the appointing power has the burden of proof. The strict rules of evidence shall not apply to disciplinary hearing conducted by the Human Resources Commission. Evidence both oral and in writing may be submitted by each party. Witnesses shall be sworn and subject to cross examination. 50 ARTICLE XX The employee who is being disciplined shall testify if called as a witness. Upon request, the employee is entitled to an open or closed hearing. Section C. SALARY REDUCTION An employee may be disciplined by reduction in compensation to any step in the salary scale applicable to the employee's current classification or to the classification to which the employee is demoted. Section D. UNAUTHORIZED ABSENCE Unauthorized leaves of absence are cause for immediate dismissal. 51 ARTICLE XX I FULL UNDERSTANDING Section A. This Memorandum of Understanding and attached side-letters 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,. regar~ing 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. The parties may mutually agree in writing to meet and confer on any subject contained in this agreement during the life of this agreement. Section B. The parties hereto have caused this Memorandum of Understanding to be executed this day of June, 1999. Teamsters Local 911 CITY OF ARCADIA Raymond Whitmer Secretary-Treasurer William R. Kelly City Manager 52 SIDE LETTER OF AGREEMENT CITY OF ARCADIA & TEAMSTERS LOCAL 911 The Fire Department agrees to continue the practice of permitting Fire Dispatchers to indicate shift and partner preference every six months. Dispatchers shall select shifts on a rotational basis, and only vacant shift slots may be selected. Actual shift assignments shall be subject to the approval of the Fire Chief. Dispatchers shall be notified in writing when shift and partner 'preferences are to be made. Dispatchers as a group shall have a total of seven (7) days vii thin which to make a selection in writing. Failure to make a selection in writing shall be deemed a waiver for that time period and the Department shall make the assignment. More than one Lead Dispatcher may not be assigned to the same shift. Probationary Dispatchers shall be assigned shifts. ML Teamste Local 91 ~/3/<;:S- ~ 8-3-9;;- C of rcadla CITY OF ARCADIA - TEAMSTERS SIDE LETTER RE: DISPATCHERS DECEMBER 18. 1995 LUNCH OR BREAK PERIODS - DISPATCHERS Lunch or break periods are not scheduled or guaranteed, but they may be taken when work load permits. When lunch or breaks are taken, the employee may not leave the communications center except with the permission of management or the on-duty supervisor. TIME CHANGE Dispatchers who are on shift during a change to or from daylight savings time shall be paid for hours actually worked. AffJ~~ Teamsters Local'911 /Z//~/9) , I Date /;2/.rg /:; <;' , Date QITY OF ARCADIA & TEAMSTERS LOCAL 911 CONFIDENTIAL AND GENERAL UNITS ERGONOMIC SAFETY COMMITTEE The union shall select two members from the General Unit and one member from the Confidential Unit to serve on a special Ergonomic Safety Committee. The Committee shall meet to discuss and make recommendations regarding workplace ergonomics. The names of the designated employees shall be provided to the City's Risk Control Officer within thirty days of ratification of this agreement, and a meeting shall be commenced within 45 days of ratification. ~ef:{5 ~ 7 /~o/'1~ . I Date -~~ City of Arcadia ~:WI't Date CITY OF ARCADIA AND TEAMSTERS LOCAL 911 SIDE LETTER OF AGREEMENT POLICE DISPATCHER June 23, 1999 The parties recognize that the City intends to transfer the police dispatch function currently supervised by the Fire Department to the Police Department. In recognition of that decision the parties agree as follows: 1. No later than 30 days prior to the transfer of supervision, representatives of the Police Department management, City management, and the Teamsters shall meet and confer regarding the impact of the decision. 2. In recognition that the Police Department intends not to use the designation Lead Dispatcher in their organization, the City proposes to place current Lead Dispatchers on Range 49 concurrent with the implementation of the compensation study for employees represented by the Teamsters. The Lead Dispatcher stipends shall be terminated upon the effective date of the physical relocation of the dispatch unit to the Police Station. 3. The parties acknowledge that the meet and confer process shall include issues related to uniforms, work shift bidding, working hours, and any material changes in duties. 4. The City agrees that no Dispatcher will be laid off for a 12 month period provided that the least senior positions can be scheduled flexibly. 5. The City agrees to increase the maximum compensatory time accrual to 100 hours until the transition takes place to the Police Department at which time the accumulation limit will be a subject of meet and confer. Raymond Whitmer, Secretary-Treasurer Teamsters Local 911 William Kelly, City Manager City of Arcadia CITY OF ARCADIA AND TEAMSTERS LOCAL 911 SIDE LEITER OF AGREEMENT June 23, 1999 An employee currently in the classification of Account Technician I who has been cross trained in at least one additional position for a verifiable period of two months shall be classified as an Account Technician II effective the first pay period succeeding the training. The City acknowledges that three of the current incumbents have satisfied this requirement. Raymond Whitmer, Secretary-Treasurer Teamsters Local 911 William Kelly, City Manager City of Arcadia TEAMSTERS SALARY RANGE - JULY 4,1999 Range - Number Title Step A StepB StepC StepD Step E Step F StepG StepH Step I Step J 36 $1,948 $1,996 $2,046 $2,098 $2,150 $2,204 $2,259 $2,315 $2,373 $2,433 37 $1,996 $2,046 $2,098 $2,150 $2,204 $2,259 $2,315 $2,373 $2,433 $2,493 38 $2,046 $2,098 $2,150 $2,204 $2,259 $2,315 $2,373 $2,433 $2,493 $2,556 39 $2,098 $2,150 $2,204 $2,259 $2,315 $2,373 $2,433 $2,493 $2,556 $2,620 40 $2,150 $2,204 $2,259 $2,315 $2,373 $2,433 $2,493 $2,556 $2,620 $2,685 41 $2,204 $2,259 $2,315 $2,373 $2,433 $2,493 $2,556 $2,620 $2,685 $2,752 42 $2,259 $2,315 $2,373 $2,433 $2,493 $2,556 $2,620 $2,685 $2,752 $2,821 43 $2,315 $2,373 $2,433 $2,493 $2,556 $2,620 $2,685 $2,752 $2,821 $2,892 44 $2,373 $2,433 $2,493 $2,556 $2,620 $2,685 $2,752 $2,821 $2,892 $2,964 45 $2,433 $2,493 $2,556 $2,620 $2,685 $2,752 $2,821 $2,892 $2,964 $3,038 46 $2,493 $2,556 $2,620 $2,685 $2,752 $2,821 $2,892 $2,964 $3,038 $3,114 - $3,114 $3,192 47 $2,556 $2,620 $2,685 $2,752 $2,821 $2,892 $2,964 $3,038 48 $2,620 $2,685 $2,752 $2,821 $2,892 $2,964 $3,038 $3,114 $3,192 $3,271 49 $2,685 $2,752 $2,821 $2,892 $2,964 $3,038 $3,114 $3,192 $3,271 $3,353 50 $2,752 $2,821 $2,892 $2,964 $3,038 $3,114 $3,192 $3,271 $3,353 $3,437 51 $2,821 $2,892 $2,964 $3,038 $3,114 $3,192 $3,271 $3,35.3 $3,437 $3,523 52 $2,892 $2,964 $3,038 $3,114 $3,192 $3,271 $3,353 $3,437 $3,523 $3,611 53 $2,964 $3,038 $3,114 $3,192 $3,271 $3,353 $3,437 $3,523 $3,611 $3,701 . $3,437 $3,611 $3,701 $3,794 54 $3,038 $3,114 $3,192 $3,271 $3,353 $3,523 55 $3,114 $3,192 $3,271 $3,353 $3,437 $3,523 $3,611 $3,701 $3,794 $3,889 56 $3,192 $3,271 $3,353 $3,437 $3,523 $3,611 $3,701 $3,794 $3,889 $3,986 57 $3,271 $3,353 $3,437 $3,523 $3,611 $3,701 $3,794 $3,889 $3,986 $4,086 58 $3,353 $3,437 $3,523 $3,611 $3,701 $3,794 $3,889 $3,986 $4,086 $4,188 59 $3,437 $3,523 $3,611 $3,701 $3,794 $3,889 $3,986 $4,086 $4,188 $4,292 60 $3,523 $3,611 $3,701 $3,794 $3,889 $3,986 $4,086 $4,188 $4,292 $4,400 61 $3,611 $3,701 $3,794 $3,889 $3,986 $4,086 $4,188 $4,292 $4,400 $4,510 - $4,292 62 $3,701 $3,794 $3,889 $3,986 $4,086 $4,188 $4,400 $4,510 $4,623 63 $3,794 $3,889 $3,986 $4,086 $4,188 $4,292 $4,400 $4,510 $4,623 $4,738 64 $3,889 $3,986 $4,086 $4,188 $4,292 $4,400 $4,510 $4,623 $4,738 $4,857 65 $3,986 $4,086 $4,188 $4,292 $4,400 $4,510 $4,623 $4,738 $4,857 $4,978 - -.-- --- --- ---- -- -.-- - 66 $4,086 $4,188 $4,292 $4,400 $4,510 $4,623 $4,738 $4,857 $4,978 $5,102 67 $4,188 $4,292 $4,400 $4,510 $4,623 $4,738 $4,857 $4,978 $5,102 $5;230 68 $4,292 $4,400 $4,510 $4,623 $4,738 $4,857 $4,978 $5,102 $5,230 $5,361 TEAMSTERS SALARY RANGE -JULY 4,1999 Range , I J -- Number Title Step A Step B Step C Step D Step E Step F StepG StepH Step I Step J 69 $4,400 $4,510 $4,623 $4,738 $4,857 $4,978 $5,102 $5,230 $5,361 $5,495 70 $4,510 $4,623 $4,738 $4,857 $4,978 $5,102 $5,230 $5,361 $5,495 $5,632 71 $4,623 $4,738 $4,857 $4,978 $5,102 $5,230 $5,360 $5,495 $5,632 $5,773 ---- 72 $4,738 $4,857 $4,978 $5,102 $5,230 $5,361 $5,495 $5,632 $5,773 $5,917 73 $4,857 $4,978 $5,102 $5,230 $5,361 $5,495 $5,632 $5,773 $5,917 $6,065 I ~AM~ I ~K~ ~ALAKY KANu~~ Range Number Title 54 Accounting Specialist 40 Accounting Technician I 44 Accounting Technician II 43 Administrative Assistant 661Assistant Engineer 581 Assistant Planner 70 Associate Civil Engineer 62 Associate Planner 47 Building Technician I 51 Building Technician II 52 Business License Officer 52 Code Services Officer 58 Combination Inspector 62 Communications Specialist 47 Community Service Officer 54 Computer Support Specialist 39 Custodian 49 Deputy City Clerk 43 Dispatcher I 491 Dispatcher II 55 Engineering Assistant 51 Engineering Technician 56 Evidence Technician 55 Executive Assistant 51 Fire Administrative Specialist 60 Fire Inspector 51 Human Resources Technician 43 Info and Referral Coord 55 Legal Coordinator 55 Librarian 36 Library Tech I 40 Library Tech II 51 Logistical Services Officer 62 Network Support Specialist 39 Office Assistant 39 Police Records Tech I 43 Police Records Technician II 65 Principal Librarian 62 Redevelopment Project Mgr. 50 Senior Accounting Tech 49 Senior Administrative Assistant 45 Senior Citizens Program Specialist 43 Senior Citizens Project Specialist 61 Senior Engineering Assistant 461Senior library Technician 471Sr. Police Records Tech 431Video Tech/Office Assistant