HomeMy WebLinkAboutItem 2a - Establishing Compensation and Related Benefits for Represented Employee GroupsDATE: March 20, 2018
TO: Honorable Mayor and City Council
FROM: Dominic Lazzaretto, City Manager
Hue C. Quach, Administrative Services Director
By: Shama P. Curian, Human Resources Administrator
SUBJECT: RESOLUTION NOS. 7203, 7204, 7205, 7206, AND 7207 APPROVING
MEMORANDA OF UNDERSTANDING ESTABLISHING
COMPENSATION AND RELATED BENEFITS FOR THE
REPRESENTED EMPLOYEE GROUPS Recommendation: Adopt
SUMMARY
Resolution Nos. 7203, 7204, 7205, 7206, and 7207 establish terms of employment and compensation for City employees represented by the Arcadia Fire Fighters Association
(“AFFA”), Arcadia City Employees Association (“ACEA”), Arcadia Public Works
Employees Association (“APWEA”), Arcadia Police Officers Association (“APOA”), and
the Arcadia Police Civilian Employees Association (“APCEA”). Pursuant to the Meyers-
Milias-Brown Act, the City has met and conferred in good faith concerning wages, benefits, and working conditions with all five employee associations. Total projected
cost of agreements with all five associations is $2,141,030.
Recognizing that that there are increasing costs and future liabilities on the horizon, the
City and the bargaining groups made conscious efforts to discuss terms and conditions within cost parameters established. As such, each of the respective employee
associations have agreed to a two year agreement with the following salary and benefit
terms:
• Year One: 2.0% cost of living adjustment to salary and $100 increase to medical
benefit allowance to keep pace with increasing costs of health care premiums.
The first year’s agreement will begin on April 1, 2018, and continue through
March 31, 2019.
Adoption of Resolutions Establishing Compensation and Benefits for AFFA/ACEA/APWEA/APOA/APCEA
March 20, 2018
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• Year Two: 2.0% cost of living adjustment to salary. The second year’s agreement
will begin on April 1, 2019, and continue through June 30, 2020. There are no
other increases or adjustments in the second year.
It is recommended that the City Council adopt Resolution Nos. 7203, 7204, 7205, 7206,
and 7207 establishing compensation and benefits as outlined in the Memoranda of
Understanding (“MOU”) effective April 1, 2018, through June 30, 2020.
DISCUSSION
The labor agreements with the AFFA, ACEA, APWEA, APOA, and APCEA are set to
expire on June 30, 2018. Employing a similar approach that was successful with the
past negotiations, the City approached each association to initiate an accelerated and
focused negotiation process. The concept called for commitment from both sides of the negotiations teams to work out as many meetings as necessary over a two month
period in an attempt to reach an agreement. The City and the association groups
partnered together to ensure fair compensation while working towards a common goal
of long term fiscal sustainability.
The City continues to take necessary steps to meet its current and future challenges
that include continually shifting economic factors, increases to retirement costs, and
changing demographics. This concept along with ability to provide continued
competitive, fair-market salaries was the voice of the negotiation meetings that began in first two weeks of January 2018.
Balancing the understanding that the City continues to compete with surrounding
municipalities to attract and retain talent against the possibility of future structural
budget shortfalls, the respective negotiation members held true to their commitment to the process and worked closely with the City to reach an agreement. By February,
tentative agreements were reached with each of the respective associations. The
memberships of each association have since voted to accept the City’s offer to their
respective group.
The attached resolutions presented for adoption reflect a continuation of the majority of
existing working terms and conditions. The proposed term of the agreement is April 1,
2018, through June 30, 2020. The agreements contain the following salary and benefit
terms:
• Year One: 2.0% cost of living adjustment to salary and $100 increase to medical
benefit allowance to keep pace with increasing costs of health care premiums.
The first year’s agreement will begin on April 1, 2018, and continue through
March 31, 2019.
Adoption of Resolutions Establishing Compensation and Benefits for AFFA/ACEA/APWEA/APOA/APCEA
March 20, 2018
Page 3 of 4
• Year Two: 2.0% cost of living adjustment to salary. The second year’s
agreement will begin on April 1, 2019, and continue through June 30, 2020.
The two year cost detail by associations are as follows:
ASSOCIATIONS TOTAL COST OF
AGREEMENT
AFFA $ 599,725
ACEA 448,415
APWEA 255,880
APOA 716,630
APCEA 120,380
TOTAL $ 2,141,030
With the January 2018, Consumer Price Index for Urban Wage Earners and Clerical Workers in the Los Angeles/Long Beach/Anaheim region being 3.73%, along with the
annual average increase in family plan medical premiums of 4.8% over the last three
years, the proposed agreement strives to provide a compensation package that keeps
up with expected inflation, allows the City to remain competitive in the current labor
market pool, but also preserves the City’s financial position to deal with ongoing and future budget challenges. For example, the 2018 plan year saw a $179 per month
increase to the Kaiser family rate, a plan in which the majority of the City’s employees are
enrolled. The increase of $100 per month to the medical benefit allowance assists in
addressing these challenges of rising health care costs. These proposed agreements
with all the respective employee associations help align the City’s workforce strategies with its business and service goals and represent fair and equitable contracts for the
employees and the City.
The two year agreement will provide stability and assurances on labor and benefit costs
while ensuring that the City is able to attract and retain highly skilled and experienced personnel.
ENVIRONMENTAL ANALYSIS
The proposed action does not constitute a project under the California Environmental Quality Act (“CEQA”), and it can be seen with certainty that it will have no impact on the
environment. Thus, this matter is exempt under CEQA.
Adoption of Resolutions Establishing Compensation and Benefits for AFFA/ACEA/APWEA/APOA/APCEA
March 20, 2018
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FISCAL IMPACT
The agreements with the AFFA, ACEA, APWEA, APOA, and APCEA are projected to
cost $2,141,030 for the two year agreement, including CalPERS retirement costs and all associated costs that are tied to salary and benefits increases. The cost of these increases, at a cumulative increase of less than 2.5% per year, is within the expected
revenue growth for the City over the same period. Further, the cost shown is for all
funds in the City, of which, 81.6%, or approximately $1,747,213, will be attributable to
the General Fund. RECOMMENDATION
It is recommended that the City Council adopt the following Resolutions approving
Memoranda of Understanding establishing compensation and related benefits for certain represented employee groups.
1) Resolution No. 7203 establishing compensation and related benefits for
employees represented by the Arcadia Fire Fighter’s Association (“AFFA”) for
April 1, 2018, through June 30, 2020. 2) Resolution No. 7204 establishing compensation and related benefits for
employees represented by the Arcadia City Employees Association (“ACEA”)
for April 1, 2018, through June 30, 2020.
3) Resolution No. 7205 establishing compensation and related benefits for employees represented by the Arcadia Public Works Employees Association
(“APWEA”) for April 1, 2018, through June 30, 2020.
4) Resolution No. 7206 establishing compensation and related benefits for employees represented by the Arcadia Police Officers Association (“APOA”) for April 1, 2018, through June 30, 2020.
5) Resolution No. 7207 establishing compensation and related benefits for
employees represented by the Arcadia Police Civilian Employees Association (“APCEA”) for April 1, 2018, through June 30, 2020.
Attachments: Resolution No. 7203 – AFFA (MOU attached)
Resolution No. 7204 – ACEA (MOU attached) Resolution No. 7205 – APWEA (MOU attached) Resolution No. 7206 – APOA (MOU attached)
Resolution No. 7207 – APCEA (MOU attached)
CITY OF ARCADIA
AND
ARCADIA FIRE FIGHTERS’ ASSOCIATION
MEMORANDUM OF UNDERSTANDING
APRIL 1, 2018 – JUNE 30, 2020
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Contents
ARTICLE I. ............................................................................................................ 1
Section A. PARTIES AND RECOGNITION ..................................................... 1
Section B. APPROPRIATE UNIT .................................................................... 1
Section C. MUTUAL RECOMMENDATION ..................................................... 1
ARTICLE II. ............................................................................................................ 1
Section A. TERM ............................................................................................. 1
Section B. MAINTENANCE OF BENEFITS ..................................................... 1
Section C. SAVINGS CLAUSE ........................................................................ 2
Section D. STATE AND FEDERAL LAWS ...................................................... 2
ARTICLE III. ASSOCIATION RIGHTS ..................................................................... 2
Section A. RIGHT TO JOIN ............................................................................. 2
Section B. USE OF BULLETIN BOARDS ........................................................ 2
Section C. PAYROLL DEDUCTION ................................................................ 3
Section D. ACCESS TO FACILITIES .............................................................. 3
Section E. REASONABLE NOTICE ................................................................ 4
ARTICLE IV. MANAGEMENT RIGHTS .................................................................... 4
ARTICLE V. COMPENSATION ............................................................................... 4
Section A. CLASSIFICATIONS/SURVEYS/STUDIES ..................................... 4
Section B. PROMOTION OR ADVANCEMENT IN RATE OF
COMPENSATION .......................................................................... 5
Section C. EDUCATIONAL INCENTIVE COMPENSATION ............................ 5
Section D. STEP INCREASE PERCENTAGES .............................................. 6
Section E. FIRE PREVENTION BUREAU ASSIGNMENT .............................. 6
Section F. CAPTAIN II COMPENSATION....................................................... 7
Section G. ADMINISTRATIVE CAPTAIN COMPENSATION ........................... 7
Section H. URBAN SEARCH AND RESCUE COMPENSATION .................... 7
Section I. OUT OF RANK PARAMEDIC COMPENSATION .......................... 7
Section J. SPECIAL ASSIGNMENT COMPENSATION ................................. 7
Section K. MOVIE DETAIL .............................................................................. 8
ARTICLE VI. OVERTIME .......................................................................................... 8
Section A. ............................................................................................................ 8
Section B. FAIR LABOR STANDARDS ACT ................................................... 8
Section C. MINIMUM CREDIT AND EMERGENCY RECALL ......................... 8
Section D. SHIFT EXCHANGES ..................................................................... 9
Section E. SHIFT SCHEDULE ........................................................................ 9
ARTICLE VII. LONGEVITY PAY .............................................................................. 10
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ARTICLE VIII. RETIREMENT ................................................................................... 10
Section A. EMPLOYEES HIRED PRIOR TO JULY 1, 2011 .......................... 10
Section B. EMPLOYEES HIRED ON OR AFTER JULY 1, 2011 BUT BEFORE
OCTOBER 9, 2011 ...................................................................... 12
Section C. EMPLOYEES HIRED ON OR AFTER OCTOBER 9, 2011 OTHER
THAN NEW CALPERS MEMBERS ............................................. 13
Section D. NEW CalPERS MEMBERS HIRED AFTER BETWEEN JANUARY
1, 2013 AND MARCH 31, 2014.................................................... 14
Section E. NEW CalPERS MEMBERS HIRED AFTER JANUARY 1, 2013 .. 14
ARTICLE IX. RETIREE MEDICAL .......................................................................... 15
Section A. RETIREE MEDICAL– EMPLOYEES HIRED PRIOR TO JULY 1, 2011 ............................................................................................. 15
Section B. RETIREE MEDICAL– EMPLOYEES HIRED ON OR AFTER JULY
1, 2011 ......................................................................................... 17
ARTICLE X. HEALTH, DENTAL, VISION, LIFE INSURANCE, AND DEFERRED
COMPENSATION ............................................................................. 18
Section A. CONTRIBUTIONS ....................................................................... 18
ARTICLE XI. DISABILITY INCOME INSURANCE .................................................. 20
ARTICLE XII. UNIFORMS ....................................................................................... 20
Section A. .......................................................................................................... 20
Section B. .......................................................................................................... 20
Section C. .......................................................................................................... 21
Section D. .......................................................................................................... 21
Section E. .......................................................................................................... 21
ARTICLE XIII. TUITION LOAN/REIMBURSEMENT ................................................. 21
ARTICLE XIV. LEAVES ............................................................................................ 22
Section A. POWER TO GRANT LEAVES ..................................................... 22
Section B. MILITARY LEAVE ........................................................................ 23
Section C. VACATION LEAVE ...................................................................... 25
Section D. SICK LEAVE ................................................................................ 26
Section E. BEREAVEMENT LEAVE ............................................................. 28
Section F. WORKERS' COMPENSATION .................................................... 28
Section G. HOLIDAYS ................................................................................... 29
Section H. JURY LEAVE ............................................................................... 29
Section I. WITNESS LEAVE ........................................................................ 29
Section J. UNAUTHORIZED ABSENCE....................................................... 29
Section K. UNION LEAVE ............................................................................. 29
ARTICLE XV. PROBATIONARY PERIOD ............................................................... 30
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Section A. .......................................................................................................... 30
Section B. .......................................................................................................... 30
Section C. .......................................................................................................... 30
Section D. .......................................................................................................... 30
ARTICLE XVI. EMT-1 CERTIFICATION ................................................................... 30
ARTICLE XVII. NO SMOKING POLICY ..................................................................... 31
ARTICLE XVIII. RESPONSE TIME ............................................................................. 31
ARTICLE XIX. STAFFING ......................................................................................... 31
Section A. DAILY STAFFING LEVELS ......................................................... 31
Section B. STRIKE TEAM REST PERIOD .................................................... 32
ARTICLE XX. WELLNESS PROGRAM ................................................................... 32
ARTICLE XXI. EMPLOYEE GRIEVANCES .............................................................. 32
Section A. DEFINITIONS .............................................................................. 32
Section B. EXCLUSIONS FROM THE GRIEVANCE PROCEDURE ............ 32
Section C. TIMELINESS ................................................................................ 33
Section D. EMPLOYEE REPRESENTATION ................................................ 33
Section E. INFORMAL GRIEVANCE PROCEDURE ..................................... 33
Section F. FORMAL GRIEVANCE PROCEDURE ........................................ 33
Section G. APPEAL TO HUMAN RESOURCES COMMISSION ................... 35
ARTICLE XXII. FULL UNDERSTANDING ................................................................. 40
Section A. .......................................................................................................... 40
Section B. .......................................................................................................... 40
2018-2020 NEGOTIATION TEAMS ............................................................................. 41
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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 Firefighters'
Association, a formally recognized employee organization, hereinafter
referred to as the "Association", pursuant to the provisions of the Meyers-Milias-Brown Act (Government Code §§3500 et. seq.).
Section B. APPROPRIATE UNIT
The classifications covered by this agreement are:
• Firefighter
• Firefighter Paramedic
• Fire Engineer
• Fire Captain
Section C. MUTUAL RECOMMENDATION
This Memorandum of Understanding constitutes a mutual recommendation to be presented to the Association members for ratification, and to the City Council for adoption.
Article II.
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 for the period
beginning April 1, 2018 and ending June 30, 2020.
Section B. MAINTENANCE OF BENEFITS
For the term of this MOU, all currently effective provisions of the City
Council, including ordinances, resolutions, mini-resolutions and budgets
relating to any mandatory item of the meet and confer process shall remain in effect as currently administered except as modified by this
Agreement.
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Section C. 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, such
provision shall be deemed stricken from the Agreement, and any right,
benefit or obligation conferred by that provision shall be discontinued. The
remaining Sections of this Agreement shall remain in full force and effect
for the duration of said Agreement.
Section D. STATE AND FEDERAL LAWS
The City and Association agree to abide by all State and Federal laws
relating to employer-employee relations and employee benefits, and
perceived infractions shall not be a grievous offense, but must be pursued through proper legal channels.
ARTICLE III. ASSOCIATION RIGHTS
Section A. RIGHT TO JOIN
The City and the Association 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 Association's use designated bulletin boards
where employees in the bargaining unit have access during regular business hours subject to the following conditions:
1. All postings for bulletin boards must contain the date of
posting and the identification of the organization; and
2. The Association 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.
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Section C. PAYROLL DEDUCTION
The City will deduct from the pay of Association members the normal and
regular monthly Association 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 (15) days or longer after such submission.
Section D. ACCESS TO FACILITIES
All Association business will be conducted by employees and Association
representatives outside of established work hours whenever possible.
Nothing herein shall be construed to prevent an Association
representative or an employee from contacting the Human Resources
Administrator or other management representatives regarding personnel
related matters during work hours.
The authorized representative shall be given access to work locations
during working hours provided that prior to visiting any work location the
Association representative shall: 1. Contact the Human Resources Administrator, the Fire Chief or
his/her designee, to state the purpose of his/her visiting; and
2. The Human Resources Administrator, the Fire Chief or his designee determines that such visit shall not interfere with the operations of the department.
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Section E. 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 three authorized representatives of the Association shall constitute reasonable written notice of any opportunity to
meet with such agencies, on all matters within the scope of representation
upon which the City Council or Human Resources Commission may act.
The Association shall provide the Human Resources Administrator with
the names and addresses of the three (3) authorized representatives within five (5) days of the effective date of this agreement. Changes of
authorized representatives shall be in writing and may be submitted on an
as needed basis.
Article IV. MANAGEMENT RIGHTS
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 workforce 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, staff 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.
Article V. COMPENSATION
Section A. CLASSIFICATIONS/SURVEYS/STUDIES
The City agrees to increase base salaries of classifications covered by this
MOU in the amount of 2% effective April 1, 2018, and 2% effective April 1,
2019. The salary schedules for classifications covered by this MOU are set forth on Exhibit “A” and incorporated herein.
In the event the City conducts another compensation study in the future,
the City agrees to include EMT Bonus Pay of the surveyed cities as a
component of base pay.
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The City’s last Labor Market Salary Survey was completed April 2007 and
revised June 2007. The survey utilized a labor market for the City, which
included fire service salary data for the County of Los Angeles, and the
cities of Alhambra, Burbank, Downey, Monrovia, Monterey Park,
Pasadena, Redondo Beach and West Covina.
In the event that one or more of the above cities discontinues operating a
City fire department, the following cities, in this order, shall be used to
replace any such city: 1) Culver City and 2) Manhattan Beach.
The classifications Firefighter and Fire Captain are benchmark classes
within the survey.
Section B. PROMOTION OR ADVANCEMENT IN RATE OF COMPENSATION
When an employee is promoted, the pay shall advance to the lowest step in such higher range that will provide not less than approximately a 5%
increase in compensation unless the top step in such range provides less
than that amount. The 5% shall be measured by the salary from which the
employee is promoted.
When an employee is promoted to a higher classification, the date of
promotion shall be used in determining the date of future step increases.
Any salary increases members are due from promotions or new hires shall
continue to be received in accordance with the AFFA Memorandum of Understanding and City Rules and Regulations. These increases shall
take place on their hire date or their appointment/promotion date.
Section C. EDUCATIONAL INCENTIVE COMPENSATION
Qualified employees who possess an Associate of Arts degree, shall receive an additional 2.5% as their regular salary. Employees who
possess a Bachelor of Arts or Science degree shall receive an additional
5% as their regular salary.
Employees shall qualify for the Education Incentive Compensation increases when they have been awarded a degree in a field closely
related to their job duties. Typical fields of specialization include Fire
Science, Fire Administration, Management, Business Administration,
Psychology, Sociology, Nursing, Allied Health, Emergency Medical Services, and Public Administration. Other areas of specialization will be considered when they are of direct benefit to the City with the approval of
the Fire Chief and Human Resources Administrator.
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An employee who does not possess a degree, but has 60 or more college
units acceptable to a college or university which is accredited by the
California Department of Education towards a Baccalaureate degree and
has completed a minimum of 20 units in fire related courses acceptable to
an accredited California Junior College towards an Associate of Arts Degree in Fire Science, Fire Administration, Emergency Medical Services
or related degree shall receive an additional 2.5% as their regular salary.
Degrees shall be granted by colleges and universities which are fully
accredited in the state of California.
Members who qualify for any step advancement based on education shall
provide to the Fire Chief a copy of their transcript which demonstrates that
qualified units were achieved or the notation of the degree received. The
copy of the transcript will become part of the individual’s personnel file.
Section D. STEP INCREASE PERCENTAGES
The parties acknowledge that the percentages between steps shall be as
close to 2.5% as the payroll computer's capability allows.
Section E. FIRE PREVENTION BUREAU ASSIGNMENT
Fire suppression personnel assigned to the Fire Prevention Bureau shall
receive $69.23 per pay period in addition to their base salary. Thereafter,
the Fire Chief shall set the stipends for this assignment on an annual basis no less than the current MOU provision.
During the term of this Agreement, non-shift (40 hour work week)
Firefighter personnel assigned to the Fire Prevention Bureau as a Deputy Fire Marshal shall be paid at the same salary range as Fire Captain.
In accordance with the provisions of the Fair Labor Standards Act, this
additional compensation shall be added to base pay for the computation of
overtime for the positions mentioned above. Employees assigned to the Fire Prevention Bureau on a modified work
basis (temporary or permanent assignment) due to either an on-the-job or
off-the-job illness or injury shall not receive the additional assignment pay.
Employees regularly assigned to the Fire Prevention Bureau, who are injured (illness) and thereafter return to the assignment on a modified work basis, shall not lose their assignment pay.
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Section F. CAPTAIN II COMPENSATION
Except as provided hereinafter, during the term of this Agreement a Fire
Captain assigned by the Fire Chief to be in command of a Truck Company
shall be appointed to Fire Captain II. A Fire Captain assigned by the Fire Chief to serve as Fire Captain II shall receive 5% in addition to his/her
base salary during the period of the assignment as Captain II.
Section G. ADMINISTRATIVE CAPTAIN COMPENSATION
During the term of this Agreement a Fire Captain with a Bachelors’ Degree, assigned by the Fire Chief to be an Administrative Captain shall
receive $260 per pay period in addition to his/her base salary during the
period of the assignment as the Administrative Captain.
During the term of this Agreement a Fire Captain with an Associate Degree or equivalent, assigned by the Fire Chief to be an Administrative
Captain shall receive $255 per pay period in addition to his/her base
salary during the period of the assignment as the Administrative Captain.
Section H. URBAN SEARCH AND RESCUE COMPENSATION
During the term of this Agreement, any represented employee who meets
the State Office of Emergency Services minimum training standards for
Type I Urban Search and Rescue shall receive $50 per pay period in
addition to their base salary.
Section I. OUT OF RANK PARAMEDIC COMPENSATION
During the term of this Agreement, a represented employee who is not
assigned as a Firefighter/Paramedic and maintains their Paramedic
Certification shall receive $50 per pay period in addition to their base salary.
Section J. SPECIAL ASSIGNMENT COMPENSATION
A maximum of 10 members represented by this Agreement who perform
special assignments as identified by the Fire Chief shall receive $25 per pay period.
These positions shall include the following: Maintenance Coordinator,
Communications Coordinator, Paramedic Coordinator, SCBA Coordinator,
(3) Shift Arson Investigator, (3) Background Investigator. No employee shall be compensated for performing more than one of these positions.
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Section K. MOVIE DETAIL
Employees represented by this Agreement shall receive $43.34 per hour,
with a six (6) hour minimum at time and one half for all movie detail
worked. In the event of a Movie Detail Cancellation, Arcadia Fire Departmental Policy number 110.1, ”Movie Detail Cancellations” will be
followed.
Article VI. OVERTIME
Section A.
The Fire Chief may require employees in the Fire Department to
work at any time other than during regular working hours until such
work is accomplished.
Section B. FAIR LABOR STANDARDS ACT
For periods of time that the Fair Labor Standards Act applies to
employees in classifications covered by this Agreement, any such
employee who is required to work in excess of the standard hours established by the Act (currently 204 hours in a 27 day period) shall be compensated at the rate of time and one-half the employee's regular rate
of pay, provided the employee is not otherwise exempt. Computation of
overtime and payment for overtime shall comply with the Department of
Labor regulations. Except as provided hereinafter, for purposes of overtime calculation, all
paid leaves of absence shall be regarded as hours worked, except sick
leave. Sick leave will be regarded as hours worked for any member of this
unit with 25 years of service or more with the City of Arcadia. No overtime credit shall be allowed for any period less than one-quarter hour.
Section C. MINIMUM CREDIT AND EMERGENCY RECALL
No overtime credit shall be allowed for any period less than one-quarter
hour, provided that an employee who is recalled to work after completing a day's work, including any overtime, shall receive a minimum credit of one hour at time and one-half at his hourly rate. Emergency Recall for sworn
classifications shall receive a minimum credit of two (2) hours overtime at
the employee's hourly rate. This also includes members who have
reported for duty under normal hiring procedures.
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Section D. SHIFT EXCHANGES
Unit members may voluntarily trade shifts among themselves. While the
employees’ supervisors must approve the shift trade in writing, no
supervisor will require, reward or otherwise compel employees to trade shifts. An employee may refuse to participate in any shift trade without
explanation. Supervisors establish the employees’ schedules to meet the
needs of the Department and therefore, shift trading is exclusively for the
employees’ convenience.
A shift trade under this article results in one (1) employee working the shift
of another employee or a portion thereof. Both employees will be paid
their regular wages for the work-week in which the shift occurred. The
employee working the extra shift will receive no overtime compensation for
doing so. The employee whose shift was worked by another employee will not forfeit any compensation as a result of the trade.
Section E. SHIFT SCHEDULE
The City agrees to conduct a formal study with department administration
and AFFA appointees to evaluate the 48/96 work schedule over the next 18 months. The parties agree to re-open discussions on this matter only
within 30 days of March 1, 2016 (a window of time between
January 31, 2016 through March 31, 2016). Measures and indicators will
be developed during the study period for consideration during discussion
as to whether a trial period for this work schedule is appropriate.
The parties acknowledge that this reopener does not obligate the City to
change and/or modify any provisions of the MOU during the term of this
MOU. Any changes/modifications to the MOU as a consequence of this reopener must be by mutual agreement. The failure to reach mutual agreement is not subject to the MOU grievance process; unfair labor
practice proceedings before the Public Employment Relations Board;
and/or proceedings in the Superior Court.
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Article VII. LONGEVITY PAY
Longevity Pay will be implemented based on the following formula:
Completed Years of Continuous Service Amount Per Pay Period
5 – 9 Years $42.02
10 – 14 Years $63.04
15 Years and beyond $84.06
The Longevity Pay benefit is effective the pay period an employee completes
5, 10, or 15 years of continuous employment with the City. The foregoing
amounts shall be subject to applicable payroll deductions.
Article VIII. RETIREMENT
Section A. EMPLOYEES HIRED PRIOR TO JULY 1, 2011
The City contracts with the State of California Public Employees Retirement System (CalPERS) for the classifications of Firefighter,
Firefighter Paramedic, Fire Engineer, and Fire Captain. The plan
shall include the following options:
1. 3% at age 50 retirement formula (Government Code §21362.3);
2. Single highest year final compensation Government Code
§20042);
3. Post Retirement Survivor Continuance;
4. Credit for unused sick leave (Government Code § 20965); 5. 1959 Survivors Benefit for which each employee contributes
ninety-three cents ($.93) per pay period.
6. Fourth level 1959 Survivors Benefit increased allowance
(Government Code §21574);
7. Military service credit as public service option (Government Code § 21024). It is agreed and understood that the
employee is responsible for paying for this benefit;
8. The City agrees to allow members to participate in a pre-tax
payroll deduction plan for service credit purchases;
9. Provided the employee signs a waiver releasing and holding the City harmless from any liability whatsoever, the City
agrees to allow members to use funds from their deferred
compensation (457 Plan) towards the pre-tax payroll
deduction plan for service credit purchases;
10. Special compensation items shall be reported to CalPERS in accordance with applicable law;
11. Employees agree to make contributions to offset a portion of
the City’s costs related to CalPERS retirement benefits. The
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employee cost-sharing will be accomplished through pre-tax
deductions in the manner contemplated by Government
Code §20516(f). The parties recognize that the IRS has yet
to take a position on the pre-tax status of deductions made
under §20516(f) and in the event that, subsequent to the effective date of this provision, the IRS determines that such
deductions do not qualify for pre-tax status, the parties agree
to meet and discuss the effects thereof. The cost-sharing
arrangement will be implemented as follows: employees will
pay 9% of PERSable compensation to CalPERS retirement. 12. The City shall continue to pay the full cost of the employees’
normal member contribution to CalPERS of 9% (EPMC) and
shall continue to report that as additional compensation
pursuant to Government Code §20636(c)(4). Further, said
amount will be allocated to the employee’s retirement account.
13. The Pre-Retirement Option 2W Death Benefit (Government
Code §21548). Pursuant to §20516(f) (Employee Sharing
Cost of Additional Benefits), employees agree to cost-share
this benefit with the City through pre-tax deductions in the manner contemplated by §20516(f) of the Government
Code. The parties recognize that the IRS has yet to take a
position on the pre-tax status of deductions made under
§20516(f) and in the event that, subsequent to the effective
date of this provision, the IRS determines that such deductions do not qualify for pre-tax status, the parties agree
to meet and discuss the effects thereof. It is agreed and
understood that both parties shall split the cost of this
optional benefit which was determined to be a total of .22%. the cost-sharing arrangement will be implemented as follows: employees will pay one and ten hundredths of a
percent (.11%) of PERSable compensation to CalPERS
retirement via payroll deduction; and the City will pay one
and ten hundredths of a percent (.11%) of PERSable compensation to CalPERS retirement.
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Section B. EMPLOYEES HIRED ON OR AFTER JULY 1, 2011 BUT BEFORE
OCTOBER 9, 2011
The City contracts with the State of California Public Employees
Retirement System (CalPERS) for the classifications of Firefighter, Firefighter Paramedic, Fire Engineer, and Fire Captain. The plan
shall include the following options:
1. 3% at age 50 retirement formula (Government Code
§21362.3); 2. Single highest year final compensation Government Code
§20042);
3. Post Retirement Survivor Continuance;
4. Credit for unused sick leave (Government Code § 20965);
5. 1959 Survivors Benefit for which each employee contributes ninety-three cents ($.93) per pay period.
6. Fourth level 1959 Survivors Benefit increased allowance
(Government Code §21574);
7. Military service credit as public service option (Government
Code § 21024). It is agreed and understood that the employee is responsible for paying for this benefit;
8. Employee will pay the full nine percent (9%) member
contribution to CalPERS on a pre-tax basis via payroll
deduction;
9. The City agrees to allow members to participate in a pre-tax payroll deduction plan for service credit purchases;
10. Provided the employee signs a waiver releasing and holding
the City harmless from any liability whatsoever, the City
agrees to allow members to use funds from their deferred compensation (457 Plan) towards the pre-tax payroll deduction plan for service credit purchases;
11. Special compensation items shall be reported to CalPERS in
accordance with applicable law;
12. The Pre-Retirement Option 2W Death Benefit (Government Code §21548). Pursuant to §20516(f) (Employee Sharing Cost of Additional Benefits), employees agree to cost-share
this benefit with the City through pre-tax deductions in the
manner contemplated by §20516(f) of the Government
Code. The parties recognize that the IRS has yet to take a position on the pre-tax status of deductions made under §20516(f) and in the event that, subsequent to the effective
date of this provision, the IRS determines that such
deductions do not qualify for pre-tax status, the parties agree
to meet and discuss the effects thereof. It is agreed and understood that both parties shall split the cost of this optional benefit which was determined to be a total of .22%.
the cost-sharing arrangement will be implemented as
follows: employees will pay one and ten hundredths of a
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percent (.11%) of PERSable compensation to CalPERS
retirement via payroll deduction; and the City will pay one
and ten hundredths of a percent (.11%) of PERSable
compensation to CalPERS retirement.
Section C. EMPLOYEES HIRED ON OR AFTER OCTOBER 9, 2011 OTHER THAN
NEW CALPERS MEMBERS
The City contracts with the State of California Public Employees
Retirement System (CalPERS) for the classifications of Firefighter,
Firefighter Paramedic, Fire Engineer, and Fire Captain. The plan shall include the following options:
1. 3% at age 55 retirement formula (Government Code §7522.25);
2. Three (3) year average final compensation period (Government
Code §20037); 3. Post Retirement Survivor Continuance;
4. Credit for unused sick leave (Government Code §20965);
5. 1959 Survivors Benefit for which each employee contributes
ninety-three cents ($.93) per pay period;
6. Fourth level 1959 Survivor’s Benefit increased allowance (Government Code §21574);
7. Military service credit as public service option (Government
Code §21024). It is agreed and understood that the employee
is responsible for paying for this benefit;
8. Employees will pay the full nine percent (9%) member contribution to CalPERS on a pre-tax basis via payroll
deduction;
9. The City agrees to allow members to participate in a pre-tax
payroll deduction plan for service credit purchases; 10. Provided the employee signs a waiver releasing and holding the City harmless from any liability, whatsoever, the City agrees to
allow members to use funds from their deferred compensation
(457 plan) towards the pre-tax payroll deduction plan for service
credit purchases; 11. Special compensation items shall be reported to CalPERS in accordance with applicable law; and
12. The Pre-Retirement Option 2W Death Benefit (Government
Code §21548). Pursuant to §20516(f) (Employee Sharing Cost
of Additional Benefits), employees agree to cost-share this benefit with the City through pre-tax deductions in the manner contemplated by §20516(f) of the Government Code. The
parties recognize that the IRS has yet to take a position on the
pre-tax status of deductions made under §20516(f) and in the
event that, subsequent to the effective date of this provision, the IRS determines that such deductions do not qualify for pre-tax status, the parties agree to meet and discuss the effects thereof.
It is agreed and understood that both parties shall split the cost
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of this optional benefit which was determined to be a total of
.22%. the cost-sharing arrangement will be implemented as
follows: employees will pay one and ten hundredths of a
percent (.11%) of PERSable compensation to CalPERS
retirement via payroll deduction; and the City will pay one and ten hundredths of a percent (.11%) of PERSable compensation
to CalPERS retirement.
Section D. NEW CalPERS MEMBERS HIRED AFTER BETWEEN JANUARY 1, 2013
AND MARCH 31, 2014
The parties recognize that there is ongoing litigation in other
jurisdictions regarding the impact of the PEPRA on prescribed
retirement benefits for new hires set forth in a collective bargaining
agreement in effect on or after January 1, 2013 when the PEPRA
took effect. The issue in dispute is whether the employees hired during the term of such an existing agreement but after
January 1, 2013 (the effective date of the PEPRA) are entitled to
the “contracted for retirement benefits” or the PEPRA mandated
retirement benefits.
The parties agree that employees hired between January 1, 2013
and the date the previous MOU between the parties expires
(March 31, 2014) will initially be treated as if they were new hires in
Section E. In the event that there is an applicable final court
decision holding that similarly situated employees are entitled to the contracted for retirement benefits, the City shall rectify any PERS
and payroll issues for the affected employees to allow the
employees to receive the previously contracted for retirement
benefits.
Section E. NEW CalPERS MEMBERS HIRED AFTER JANUARY 1, 2013
The City contracts with the State of California Public Employees
Retirement System (CalPERS) for the classifications of Firefighter,
Firefighter Paramedic, Fire Engineer, and Fire Captain. The plan shall include the following options:
1. 2.7% at age 57 retirement formula (Government Code
§7522.25);
2. Three (3) year average final compensation period (Government Code §20037); 3. Post Retirement Survivor Continuance;
4. Credit for unused sick leave (Government Code §20965);
5. 1959 Survivors Benefit for which each employee contributes
ninety-three cents ($.93) per pay period; 6. Fourth level 1959 Survivor’s Benefit increased allowance (Government Code §21574);
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7. Military service credit as public service option (Government
Code §21024). It is agreed and understood that the employee
is responsible for paying for this benefit;
8. Employee will pay 50% of the normal cost, currently twelve
percent (12%) member contribution to CalPERS on a pre-tax basis via payroll deduction (Government Code §7522.30)
9. The City agrees to allow members to participate in a pre-tax
payroll deduction plan for service credit purchases;
10. Provided the employee signs a waiver releasing and holding the
City harmless from any liability, whatsoever, the City agrees to allow members to use funds from their deferred compensation
(457 plan) towards the pre-tax payroll deduction plan for service
credit purchases;
11. Special compensation items shall be reported to CalPERS in
accordance with applicable law; and 12. The Pre-Retirement Option 2W Death Benefit (Government
Code §21548). Pursuant to §20516(f) (Employee Sharing Cost
of Additional Benefits), employees agree to cost-share this
benefit with the City through pre-tax deductions in the manner
contemplated by §20516(f) of the Government Code. The parties recognize that the IRS has yet to take a position on the
pre-tax status of deductions made under §20516(f) and in the
event that, subsequent to the effective date of this provision, the
IRS determines that such deductions do not qualify for pre-tax
status, the parties agree to meet and discuss the effects thereof. It is agreed and understood that both parties shall split the cost
of this optional benefit which was determined to be a total of
.22%. the cost-sharing arrangement will be implemented as
follows: employees will pay one and ten hundredths of a percent (.11%) of PERSable compensation to CalPERS retirement via payroll deduction; and the City will pay one and ten hundredths
of a percent (.11%) of PERSable compensation to CalPERS
retirement.
Article IX. RETIREE MEDICAL
Section A. RETIREE MEDICAL– EMPLOYEES HIRED PRIOR TO JULY 1, 2011
Tier 2 Retirees. For employee hired before July 1, 2011, and retiring from the City on or after January 1, 2012 (“Tier 2 Retirees”), the City agrees to provide a Premium Payment for the purpose of
purchasing health coverage offered through CalPERS for the Tier 2
Retiree and his/her spouse in an amount not to exceed the monthly
premium applicable to the coverage level for the retiree (i.e. Employee Only or Employee + spouse) in an amount not to exceed the 2012 PERS Choice plan* (*rates are determined by region or
residence, Los Angeles Area rates for 2012: employee only
$505.63, employee + spouse $1,011.26). The Premium Payment
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shall be payable in the following form: (1) PEMHCA Minimum
contribution payable directly to CalPERS, and (2) a reimbursement
to the Tier 2 Retiree equal to the difference between the cost of
plan in which the Tier 2 Retiree enrolls, subject to the foregoing
cap, and the PEMHCA Minimum contribution (“Reimbursement”). If a retiree enrolls in a more expensive plan, he or she will be
responsible for payment of any premium in excess of the capped
amount. The reimbursement shall cease for the Tier II retiree upon
eligibility for Medicare coverage, and the spousal reimbursement
shall cease upon eligibility for Medicare coverage, or after 15 years, whichever occurs first.
Tier II Retirees must be “eligible retirees” in order to receive the
benefits described in this paragraph.
1. An “eligible retiree” is a sworn unit member who retires on a
service, disability, or industrial disability retirement and has
1,500 hours of accumulated sick leave at the date of
retirement. An employee who has fewer than 1,500 hours of
accumulated sick leave at the date of retirement may become eligible for coverage for the employee and spouse
health insurance premium by paying the City an amount
equal to his/her daily pay rate at the time of retirement times
the number of days needed to meet the 1,500 hours of
accumulated sick leave requirement. There are three (3) conditions for employees to be eligible to exercise this
buyback provision:
a. The employee must be at least 50 years old; b. The employee must have worked full-time continuously for the City of Arcadia for a minimum of 15 years; and
c. The employee is limited to purchasing a maximum of 500
hours of sick leave; provided, however, upon verification
of information from a qualified medical provider that an employee has substantially depleted the employee’s sick leave accrual due to an absence or absences caused by
a serious illness or injury suffered by the employee or a
family dependent living in the employee’s household, this
purchase limitation of 500 hours will be excused. 2. 40-Hour Week Schedule. A unit member assigned to a
40-Hour week schedule who retires on a service, disability,
or industrial disability retirement and has 1,000 hours of
accumulated sick leave at the date of retirement, is also an “eligible retiree.” An employee in the 40-hour week who has fewer than 1,000 hours of accumulated sick leave at the date
of retirement may become eligible for coverage for employee
and spouse health insurance premium by paying the City an
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amount equal to his/her hourly pay rate at the time of
retirement times the number of hours needed to meet the
1,000 hours of accumulated sick leave requirement. There
are three (3) conditions for an employee assigned to a
40 hour workweek to be eligible to exercise this buyback provision:
a. The employee must be at least 50 years old;
b. The employee must have worked full-time continuously
for the City of Arcadia for a minimum of 15 years; and c. The employee is limited to purchasing a maximum of 350
hours of sick leave; provided, however, upon verification
of information from a qualified medical provider that an
employee has substantially depleted the employee’s sick
leave accrual due to an absence or absences caused by a serious illness or injury suffered by the employee or a
family dependent living in the employee’s household, this
purchase limitation of 350 hours will be excused.
In addition, the eligible employee must apply prior to retirement for such coverage through the City’s Human Resources Division. The Association
shall notify the City’s Human Resources Division in the event of the death
of a retired member.
In order to be eligible for retiree health coverage, the employee, and if applicable, the employee’s spouse, 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.
Section B. RETIREE MEDICAL– EMPLOYEES HIRED ON OR AFTER JULY 1, 2011
Tier 3 Retirees. For employees hired on or after July 1, 2011 that retire
from the City and who remain enrolled in a CalPERS health plan after retirement (Tier 3 Retiree), the City will pay no more than the PEHMCA Minimum contribution. Tier 3 Retirees shall not be reimbursed or
otherwise receive payment from the City for health insurance premiums in
excess of the PEMHCA Minimum contribution.
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ARTICLE X. HEALTH, DENTAL, VISION, LIFE INSURANCE,
AND DEFERRED COMPENSATION
Section A. CONTRIBUTIONS
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 the
minimum employer contribution required pursuant to
Government Code §22892(b) (“Minimum Contribution”) per
month per employee for health insurance.
2. Dental Insurance – mandatory enrollment. The City will
contribute the employee only cost for DeltaCare USA
insurance per month (“Dental Contribution”) toward one of
two dental plans. Additional coverage may be purchased through the Optional benefits allocation.
3. Optional Benefits. Subject to the limits set forth herein, the
City shall contribute the remaining amount of employee’s
health and dental insurance benefit allowance through a contribution to an Internal Revenue Code §125 Cafeteria
Plan as follows:
a. Single employees without dependents, hereinafter
referred to as “Employee Only,” shall receive a contribution from the City, inclusive of the Minimum
Contribution and Dental Contribution, toward the cost of
premiums not to exceed $653/month.
b. Employees with one qualified dependent hereinafter
referred to as “Employee + 1” shall receive a contribution from the City, inclusive of the Minimum Contribution and
Dental Contribution, towards the cost of premiums not to
exceed $979/month.
c. Employees with two or more qualified dependents,
hereinafter referred to as “Family,” shall receive a contribution from the City, inclusive of the Minimum
Contribution and Dental Contribution, towards the cost of
premiums not to exceed $1,185/month.
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For example, an employee shall receive a monthly contribution
from the City as follows:
Employee Only Employee + 1 Family
PEMHCA minimum $133.00* $133.00* $ 133.00*
Minimum Dental $ 16.93* $ 16.93* $ 16.93* Optional Benefits $503.07 $829.07 $1035.07
Total $653.00 $979.00 $1185.00
*Numbers used in this example are 2018 rates.
For the duration of this Agreement, the City will not reduce the
benefit allowance amounts stated in this MOU, nor will they pay
less than the minimum contributions outlined in this section.
If the premium cost of the health and dental plans in which an employee enrolls exceeds the City's benefit contribution, the
employee shall pay through payroll deduction the difference
between the monthly premium and the amount contributed by the
City. The employee shall forfeit any balance should the City's
contribution exceed the cost of the premium.
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 including social security number, marriage, birth and/or
adoption certificates.
4. Life Insurance. The City shall provide a $25,000 life
insurance/$50,000 accidental death and dismemberment
benefit for eligible employees.
The City agrees to pay up to $10,000 for funeral expenses for members killed in the line of duty or work related death
within five (5) years after retirement.
5. Vision Plan. The City shall provide each employee with a
vision plan, with the City paying the premium in fiscal years FY18-19 through FY19-20. The vision plan will be Vision
Service Plan, Option B. The City will pay the premium up to
the cost of the family plan.
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6. Deferred Compensation. During the term of this agreement,
the City shall contribute to each employee’s IRC 457
Deferred Compensation Account in the following amounts:
$100.05 per pay period starting July 1, 2016 and to continue
indefinitely unless otherwise amended through labor
negotiations.
It is understood by the parties that deferred compensation contributions are paid over 24 pay periods each calendar
year.
Article XI. DISABILITY INCOME INSURANCE
The City does not contribute to disability income insurance for represented
employees. The Association agrees to purchase its own disability insurance
through payroll deductions.
ARTICLE XII. UNIFORMS
Section A.
The initial supply of uniforms is: 4 pair of work pants, 3 work shirts, 1 belt, 1 belt buckle, 2 pair of work boots, badge, and a work jacket.
The Captain class "A" uniform includes: 1 pair of dress pants, a Double
Breasted jacket, white long sleeve shirt, tie, billed hat and dress badge
The Firefighter, Firefighter/Paramedic and Fire Engineer class “A” uniform
includes: 1 pair of dress pants, 1 dress shirt, tie, billed hat and dress
badge.
The above items are supplied upon employment to all personnel and Captain class “A” uniform immediately following promotion.
Section B.
There shall be a Uniform Replacement Program for the following
items:
1. Shirts
2. Trousers
3. Work Jacket
The program shall be administered by, and at the discretion of the City, for the purpose of providing replacement of worn items only.
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Section C.
The City of Arcadia shall set standards for footwear in the Arcadia
Fire Department. The City shall provide a safety boot for each
member of the Fire Department who is involved in the suppression
of fires. This boot will be required footwear for the department. The total cost of the safety boot shall be borne by the City.
Increases in cost for the safety boot shall also be absorbed by the
City. The only footwear cost the City will pay is for the safety boot.
Responsibility for standards of footwear is the City's alone.
Section D.
Upon termination of employment the employee shall turn in all
current uniforms issued in his/her possession, or shall have a dollar
amount equal to the lost uniforms' cost deducted from the
employee's final check.
Section E.
The City shall report $25.19 per pay period to CalPERS as special
compensation for department issued uniforms.
Article XIII. TUITION LOAN/REIMBURSEMENT
Employees shall be eligible for tuition advancement or reimbursement who have
completed at least one probationary period in the Classified Service, or one year of
continuous service if employment is “at-will,” subject to the conditions below. To qualify for tuition advancement/reimbursement, a Tuition Loan/ Reimbursement Form must be submitted and pre-approved by the employee’s Department Head and Human
Resources Administrator, before the course(s) begin.
Tuition loan or reimbursement shall only be for courses, specialized training, or degree programs "job-related" that are directly related to the employee's position as determined by the City Manager or designee.
The Tuition Loan/Reimbursement Program will operate on a fiscal year basis (July 1
through June 30) and shall be subject to the availability of funds as determined by the City. The maximum loan or reimbursement amount shall be $4,126 for undergraduate courses and $5,062 for graduate courses. Eligible fees include tuition, on campus
parking fees and textbooks. All other fees are subject to approval by the City. School
supplies are not reimbursable.
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. If
the employee either does not receive a “C” or better or for any reason does not finish
the class, the advance is due and payable.
Any employee who shall voluntarily retire or terminate employment or be terminated for disciplinary cause within one year from the completion of a class or classes shall refund
22
all tuition paid under this provision for those specific classes unless they were required
to attend by the appointing power. An employee who separates employment and who
received tuition advancement and did not complete a class or classes within one (1)
year from the advancement, shall refund all tuition advanced and be subject to the
provisions outlined in the Advanced Tuition Participation and Loan Agreement. Employees who retire on a Disability or Industrial Disability Retirement, or are laid off
shall not be required to refund tuition fees.
The City reserves the right to investigate any school and approve or disapprove it for
advancement or reimbursement if such action appears warranted. Courses must be taken at an accredited education institution, which is defined as any college or university
which has been accredited by a recognized government or professional accrediting
body (as determined by the City). Additionally, the City reserves the right to deny any
course(s), specialized training or degree programs determined by the City Manager to
be non-job related.
Article XIV. LEAVES
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 A. POWER TO GRANT 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 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 (1) 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/her service, who enters military service of the United States, who is temporarily incapacitated by illness, or who presents some other
reasons equally satisfactory.
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3. Right to Return. The granting of a leave of absence without
pay confers upon the employee the right to return to his/her
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
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.
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.
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.
Section B. MILITARY LEAVE
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 thirty (30) calendar days of active military training, an employee must have been employed by the City for a period
of not less than one (1) 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 thirty (30) calendar days in any one (1) 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.
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Military and Veteran’s Code §§395, 395.01(a), 564 and 566 set forth
provisions for state military reserve personnel employed by public
employers are statutorily entitled to up to 180 days of temporary military
leave for active duty activities with up to 30 days of paid military leave
each fiscal year. When placed on state active duty this is ordered active duty, which entitles the employee to paid military leave.
State military reserve personnel also generally have a right to extended
leaves of absence and a right to re-employment after lengthy periods of
ordered duty when called to active duty in certain emergency circumstances and public employees are entitled to receive their pay from
their public employer for the first thirty (30) days of that period of active
military and veteran’s code §§143, 146, 395, 395.05, 395.06 and 566.
Before leaving for an extended leave (181 days or more), the employee must notify the city of his or her intention to return to work upon the
completion of the active duty service. Employees will have ninety (90)
days from completion of extended active service to report back to work to
resume their duties, must submit to the City a copy of the honorable
discharge papers, and pass a medical exam.
Additional military leave provisions were adopted by Council on
November 20, 2001, in Resolution 6268. For military leave covered by this
Resolution, the City will maintain the difference between the employee’s
City salary and benefits of the employee while on active military duty.
Although a military leave of absence is not considered a break in service
in relation to seniority, if the employee wishes to have their extended
military service time credited toward CalPERS, the employee may buy back credit for their leave of absence for active military service through CalPERS as CalPERS has determined that payments while on such
service are not reportable for retirement purposes.
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.
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Section C. VACATION LEAVE
1. Employees assigned to a 24 hour shift schedule in the
classification of Firefighter, Firefighter Paramedic, Fire
Engineer and Fire Captain with the exception of temporary appointments, shall accumulate vacation leave beginning
with the first full pay period of employment, at the rate of
7.384 hours per pay period during the first five years of
continuous full time employment with the City (8.0 shifts per
year); at the rate of 8.307 hours per pay period between the employee’s fifth and tenth anniversary date of continuous
full-time employment; at the rate of 10.153 hours per pay
period between the employee’s tenth and fifteenth
anniversary date of continuous full time employment; and at
the rate of 11.076 hours per pay period after the completion of fifteen years of continuous full time employment with the
City (12 shifts per year). For employees assigned to 24 hour
shifts, a "day" means 12 hours or one-half (1/2) shift.
2. Sworn employees assigned to a 40 hour week schedule, with the exception of temporary appointments, shall
accumulate vacation with pay beginning with the first full pay
period of employment at the rate of 4.61 hours per pay
period during the first ten years of continuous full time
employment with the City and at the rate 6.77 hours per pay period after the completion of ten years of continuous full
time employment with the City.
3. Accumulated vacation leave shall be granted at the discretion of the appointing power.
4. Vacation may not be accumulated beyond the amount
accumulable for a sixty-five (65) periods. Once an employee
has accumulated this amount, no more vacation will be accrued by the employee until the employees' accrual has been reduced below this maximum amount.
5. 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.
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6. An employee who has previously requested and was
granted approval of vacation leave for use during the last
three (3) months of the calendar year and is unable to utilize
such leave because of the City's cancellation of leave shall
be allowed to carry over the excess leave time into the next three (3) months of the new calendar year, if rescheduling of
the vacation leave is not possible.
7. 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/her rate of
compensation applicable at the time he/she 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.
8. Every City employee who leaves the City employ for any
reason shall be granted all accumulated vacation or shall be
paid therefore at his/her rate of compensation applicable at the time he/she leaves the City employ. If an employee
works 50% of the pay period, the employee shall receive
credit for that pay period's vacation accrual. In an employee
works less than 50% of the pay period, the employee
accrues nothing.
Section D. SICK LEAVE
1. All employees in classifications represented by this
Agreement with the exception of temporary appointments, shall accrue sick leave beginning with the first full pay period of employment on the basis of 5.54 hours for each pay
period of service completed with the City (6 shifts per year).
2. Sworn employees may accumulate up to a maximum of 2,100 hours of sick leave. For employees assigned to 24 hours shifts, a "day" means 12 hours or one half (1/2) shift.
3. 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.
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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 care and
attendance of such employee. Sick leave may also be used when the employee's family dependent requires the
employee's presence at the dependents medical or dental
appointment during regular working hours. Every effort shall
be made to schedule appointments during non-working
hours.
5. Family dependents shall include only dependents currently
residing in the employee's household, or the employee's
minor children.
6. Sick leave may be used by an employee in accordance with
paragraph 2 and 3 above. Any employee when off-duty as a
result of personal or family illness shall report the fact
immediately to his/her supervisor, or to the officer then in
charge at the department, giving the nature of the illness or circumstances relative to his/her absence.
7. While absent from duty because of sickness or disability,
he/she shall remain at his/her residence or place of
confinement unless otherwise authorized by a physician or his/her supervisor.
8. The term "immediately" means that the employee or
someone acting for the employee, shall notify the department as soon as it becomes apparent that the employee will not be able to report for duty.
9. Proof Of Illness. The Fire Chief and the City Manager may
require evidence of the reason for any employee's absence during the time for which sick leave is requested. If the employee fails to provide such evidence as required by the
Fire Chief and within the time limit specified by the
department, the absence will be charged to leave without
pay. 10. Denial. The Fire Chief 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.
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11. Upon separation from the City of Arcadia, an employee who
works 50% of the final pay period, shall receive credit for that
pay period’s sick leave accrual. If an employee works less
than 50% of the pay period, the employee accrues nothing.
Section E. BEREAVEMENT LEAVE
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 Fire Chief and the City Manager at the time of death, or where death appears imminent, in the immediate family, defined as the
spouse, the employee's or employee's spouse's mother, stepmother or
father, stepfather, brother or sister or step sibling, 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 four (4) working days at one time (or six (6) working days if
travel outside of the following Counties is required: Imperial, Kern, Los
Angeles, Orange, Riverside, San Bernardino, San Diego, Santa Barbara,
San Luis Obispo and Ventura), shall not be charged against sick or other
leave. If over four (4) working days of such leave is granted at one time, or over six (6), if applicable, that amount over four (4) or six (6) days shall
be charged against sick or other leave. For employees assigned to 24
hours shifts, a "day" means 12 hours or 1/2 shift.
Section F. WORKERS' COMPENSATION
In those instances where an employee of the City of Arcadia is injured on
duty and the injury or illness is so recognized by the Workers'
Compensation Act of California, by the City of Arcadia or the Workers'
Compensation Appeals Board, such employee shall be paid a combination of salary and Worker' Compensation equal to his/her regular salary rate for such time as he/she is absent from duty because of such injury or
illness up to a maximum of one (1) year from and after date of such injury
or illness. Lost time due to an injury or illness on duty shall not be
charged against an employee's accumulated sick leave. Pursuant to the Internal Revenue Code, Section 104 (a) (1), Workers' Compensation benefits are not taxable income.
29
Section G. HOLIDAYS
Employees in the classifications of Firefighter, Firefighter Paramedic, Fire
Engineer and Fire Captain shall be allowed the following holidays with full
pay:
New Year's Day
Martin Luther King, Jr. Day
President’s Day
Cesar Chavez Day
Memorial Day
Independence Day
Labor Day
Admission Day
Columbus Day
Thanksgiving Day
Day After Thanksgiving
Christmas Day
Section H. JURY LEAVE
When a City employee is called or required to serve as a juror, attendance shall be deemed a leave of absence with full pay not to exceed 10 days
per year. For each day the employee receives jury leave pay, the
employee shall remit to the City all fees received except mileage.
Section I. WITNESS LEAVE
An employee who is subpoenaed or required to appear in Court as a
witness shall be deemed to be on a leave of absence. With approval of
the appointing power and City Manager, the employee may be granted
leave with pay during the required absence. The employee shall remit to
the City all fees received except mileage.
A paid leave of absence shall not be granted for time spent in Court on
personal cases.
Section J. UNAUTHORIZED ABSENCE
Unauthorized leaves of absence are cause for immediate dismissal.
Section K. UNION LEAVE
Upon approval of the Fire Chief, AFFA board members or their designees may be granted time off with pay to attend conferences, meetings, or other union business.
30
Article XV. PROBATIONARY PERIOD
Section A.
The probationary period is part of the examination process. It is a work-test period during which the employee's performance and
conduct on the job are evaluated to determine whether or not the
employee is fully qualified for permanent appointment.
During the probationary period, a probationer may be released, or demoted if permanent status is held in a lower classification, without the
right of appeal, if the appointing power deems the probationer unfit or
unsatisfactory for service.
When an acting assignment is made, it must be given to a member who meets the current minimum qualifications for the position and has been
placed on a current eligibility list. In the absence of a current eligibility list,
the acting assignment shall be given to a member who meets the current
minimum qualifications and has been placed on an eligibility list for the assigned position in the past. Before an eligible candidate is to be placed in an acting position, the current vacancy shall remain open for a period of
no less than six (6) shifts.
Time worked in an acting position will not count as time worked on probation if a probationary appointment is made. All probationary periods will be twelve (12) months.
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.
Section C.
Eligible candidates appointed from a promotional list shall be on
probation for twelve (12) 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 Administrator.
Article XVI. EMT-1 CERTIFICATION
All members of the unit shall, at a minimum, maintain an EMT-1 Certification, or
equivalent, with appropriate accreditations through the County and State and recertify
every two (2) years. Training and recertification classes shall be conducted on City
time. Failure to obtain the certification or to recertify is cause for progressive disciplinary action.
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Article XVII. NO SMOKING POLICY
In recognition of the health hazards arising form the use of tobacco products, the parties agree that as a condition of employment, all unit members hired after July 1, 1991 shall
sign individual agreements that the employee shall refrain from smoking, chewing or
otherwise using tobacco products such as, but not limited to, cigarettes, cigars, pipe
tobacco, chewing tobacco or snuff.
An employee who fails to comply with the Agreement shall receive a written warning for
the first offense, two (2) shifts off without pay for the second offense and shall be
discharged for the third offense.
Article XVIII. RESPONSE TIME
Due to the emergency requirements of prompt response time, all members of the unit
are expected to return to work as soon as possible when required to respond to local
emergencies. Employees shall be required to make themselves available to emergency recall response within twelve (12) hours of notification.
Article XIX. STAFFING
Section A. DAILY STAFFING LEVELS
During the course of this contract, the minimum daily staffing of fire
suppression personnel shall be seventeen (17) and shall consist of:
Battalion 105 ..................... Fire Battalion Chief
Engine 105 ........................ Fire Captain, Fire Engineer, and Firefighter
Engine 106 ........................ Fire Captain, Fire Engineer, and Firefighter
Engine 107 ........................ Fire Captain, Fire Engineer, and Firefighter/
Paramedic
Truck 105 .......................... Fire Captain, Fire Engineer, and Firefighter
Rescue Ambulance 105 .... Two (2) Firefighters/Paramedics
Rescue Ambulance 106 .... Two (2) Firefighters/Paramedics
Notes: 1. At the discretion of the Fire Chief or designee, E107 may be
staffed with a Firefighter in lieu of a Firefighter/Paramedic on
a temporary basis to meet the needs of the department.
2. Management reserves the right, in the event of a disaster or operational crisis, to staff the above positions in acting
capacities on a temporary basis.
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Section B. STRIKE TEAM REST PERIOD
Upon returning from a strike team deployment it will, when deemed
necessary, be mutually agreed upon by both the company officer and the
duty chief to grant a period of rest. During this period members will be excluded from training, daily duties, and other activities in order to be
mentally and physically ready to complete their shift.
Article XX. WELLNESS PROGRAM
During the term of this Agreement, the City agrees to implement a Wellness Program
that includes a comprehensive fitness evaluation and lecture series provided by Santa
Ana College Fire Technology Department at a cost not to exceed $14.20 per employee/year.
Article XXI. EMPLOYEE GRIEVANCES
Section A. DEFINITIONS
1. “Grievance.” A grievance is an allegation by an employee(s)
of a misinterpretation or misapplication of any express
provision of the applicable Memorandum of Understanding
or Personnel Rules and Regulations where there is no other
specific method of review provided by City law.
2. “Grievant.” An employee or group of employees in the
classified service adversely affected by an act or omission
by the City allegedly in violation of an express provision of
the Memorandum of Understanding or Personnel Rules and Regulations.
3. “Department Administrator.” The Department Head or
designee.
4. “Work Day.” A work day is any day the City offices are
regularly open for business.
Section B. EXCLUSIONS FROM THE GRIEVANCE PROCEDURE
The procedure is not to be used for the purpose of changing wages, hours and working conditions.
The procedure is not intended to be used to challenge the content of
employee evaluations or performance reviews.
33
The procedure is not intended to be used to challenge a reclassification,
layoff, transfer, denial of reinstatement, or denial of a step or merit
increase.
The procedure is not intended to be used in cases of oral or written reprimand, demotion, suspension or removal.
The procedure is not to be used to challenge violation of law or past
practice unless the rules or MOU expressly refer to same.
The procedure is not to be used to challenge examinations or appointment
to positions.
Section C. TIMELINESS
The grievance must be filed by the employee within the timelines set forth herein. Failure of the employee to file the initial grievance or process the
grievance from one level to another in a timely manner is a forfeiture of the
grievance and the grievance will not be processed further.
If the City fails to respond in a timely manner, the employee may proceed to the next level.
Section D. EMPLOYEE REPRESENTATION
The employee may be represented by a person of his/her choice to
prepare and present the grievance. The employee may use a reasonable amount of released time to process the grievance. The release time must
be approved by the Department Head.
Section E. INFORMAL GRIEVANCE PROCEDURE
Within fifteen (15) working days following the event, or within fifteen (15) working days after the employee should reasonably have known of the
event, the employee should attempt to resolve the grievance on an
informal basis by discussion with his/her immediate supervisor.
Section F. FORMAL GRIEVANCE PROCEDURE
1. First Level of Review: Next-Level Supervisor. If the
employee is not able to resolve the grievance after
discussion with his/her immediate supervisor, within ten (10)
working days after the informal discussion with the immediate supervisor, the employee shall present the grievance in writing to the next-level supervisor on the official
City grievance form setting forth the following information:
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a. The specific section of the rules or MOU allegedly
violated.
b. The specific act or omission which gave rise to the
alleged violation.
c. The date or dates on which the violation occurred. d. Documents, witnesses or evidence in support of the
grievance.
e. The resolution of the grievance at the informal stage.
f. The remedy requested.
A copy of the grievance shall be provided to the Human Resources
Division of the Administrative Services Department concurrently
with presentation to the immediate supervisor.
The next-level supervisor shall render a decision in writing, on the grievance form, within ten (10) working days after receiving the
grievance.
2. Department Head Review. If the employee does not agree
with the decision of the next-level supervisor, within ten (10) working days after receiving the next-level supervisor’s
decision or twenty (20) days from the date the next-level
supervisor received the grievance but failed to issue a
decision, the employee shall present the grievance in writing,
on the grievance form, to the Department Head.
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) working days of receiving the grievance or within ten (10) working days of holding a grievance meeting whichever is longer.
3. Human Resources Administrator. If the employee is not
in agreement with the decision reached by the Department Head, within ten (10) working days after receiving the Department Head’s decision or twenty (20) days from the
date the Department Administrator received the grievance
but failed to issue a decision, the employee shall present the
grievance in writing to the Human Resources Administrator on the official City grievance form.
The Human Resources Administrator may require the employee
and the immediate supervisor to attend a grievance meeting. The
Human Resources Administrator shall communicate a decision in writing within ten (10) working days of receiving the grievance or the holding of a grievance meeting whichever is longer.
35
4. Human Resources Commission. If the employee is not in
agreement with the decision of the Human Resources
Administrator or if the Human Resources Administrator has
failed to respond, the employee shall present the grievance
to the Human Resources Commission within ten (10) working days from the date of receipt of the Human
Resources Administrator’s decision or twenty (20) days from
the date the Human Resources Administrator received the
grievance but failed to issue a decision.
Section G. APPEAL TO HUMAN RESOURCES COMMISSION
1. Scheduling of Hearing. Upon receipt of the request for an
appeal, the City shall, within thirty (30) days, transmit the
appeal to the Human Resources Commission. The
Commission shall schedule a hearing. The appeal hearing shall be set not less than twenty (20) working days nor more
than sixty (60) working days from the date of the filing of the
appeal. All interested parties shall be notified in writing of
the date, time, and place of the hearing at least ten (10)
working days prior to the hearing.
2. Public Hearings. All hearings shall be open to the public.
3. Pre-Hearing Procedure
a. Subpoenas. The Human Resources Commission is
authorized to issue subpoenas at the request of either
party prior to the commencement of the hearing. After
the commencement of the hearing, subpoenas shall be issued by the Commission only for good cause. Each party will prepare their own subpoenas and present them
to the Human Resources Division of the Administrative
Services Department and the other party. The Human
Resources Division of the Administrative Services Department will issue the subpoenas. The Human Resources Division of the Administrative Services
Department will serve subpoenas for current City
employees. It will be the responsibility of the employee
or the City to serve subpoenas on individuals who are not currently employed by the City. It will be the responsibility of the employee and the City to submit the
written request for subpoenas at least ten (10) working
days before the date of the hearing.
b. Exhibits and Witness Lists. Five (5) working days prior to the date set for the hearing, each party shall serve upon the other party and submit, to the Human Resources
Division of the Administrative Services Department, a list
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of all witnesses and a list and copy of all exhibits. An
original and nine (9) copies of the exhibits shall be
presented to the Human Resources Division of the
Administrative Services Department in 3 hole notebooks
which are tabbed down the side with the exhibit numbers. The employer’s exhibits shall be designated by number.
The employee’s exhibits shall be designated by
alphabetical letter. Neither party will be permitted to call
during the hearing, a witness not identified pursuant to
this section nor use any exhibit not provided pursuant to this section unless that party can show that they could
not reasonably have anticipated the prior need for such
witness or such exhibit.
c. Statement of Issues. Five (5) working days prior to the
date set for the hearing, each party shall submit to the Human Resources Division of the Administrative
Services Department a Statement of Issues.
4. Submission to the Human Resources Commission. Five
(5) working days prior to the date set for the hearing, the Human Resources Division of the Administrative Services
Department shall present each member of the Human
Resources Commission with a copy of the jurisdictional
documents. Those documents include the grievance
documents at each level and the responses to the grievance.
5. Payment of Employee Witnesses. Employees of the City
who are subpoenaed to testify during working hours will be
released with pay to appear at the hearing. The Commission may direct that these employees remain on call until called to testify. Employees who are subpoenaed to
testify during non-working hours will be compensated for the
time they actually testify, unless the City agrees to a different
arrangement. 6. Conduct of the Hearing. The hearing need not be
conducted in accordance with technical rules relating to
evidence and witnesses but hearings shall be conducted in a
manner most conducive to determination of the truth. Any relevant evidence may be admitted if it is the type of
evidence on which responsible persons are accustomed to
rely in the conduct of serious affairs, regardless of the
existence of any common law or statutory rules which might make improper the admission of such evidence over objection in civil actions.
Hearsay evidence may be used for the purpose of
supplementing or explaining any direct evidence that shall
37
not be sufficient in itself to support a finding unless it would
be admissible over objection in civil actions.
The rules dealing with privileges shall be effective to the
same extent that they are now or hereafter may be recognized in civil actions.
Irrelevant and unduly repetitious evidence may be excluded.
The Human Resources Commission shall determine relevancy, weight and credibility of testimony and evidence.
Decisions made by the Commission shall not be invalidated
by any informality in the proceedings.
During examination of a witness, all other witnesses, except the parties, shall be excluded from the hearing upon motion
of either party.
The Human Resources Commission may conduct the
hearing or delegate evidentiary and/or procedural rulings to its legal counsel.
7. Burden of Proof. In a grievance appeal the grievant has
the burden of proof by preponderance of the evidence.
8. Proceed with Hearing or Request for Continuance. Each
side should be asked if it is ready to proceed. If either side
is not ready and wishes a continuance, good cause must be
stated. Any request for a continuance must be made in writing and submitted prior to the hearing to all parties. Before requesting a continuance, the moving party shall
contact all parties to determine if there is any opposition to
the continuance and shall state in its request if there is
opposition. 9. Testimony under Oath. All witnesses shall be sworn in for
the record prior to offering testimony at the hearing. The
chairperson will request the witnesses to raise their right
hand and respond to the following: “Do you swear that the testimony you are about to
give at this hearing is the truth, the whole truth and
nothing but the truth?”
10. Presentation of the Case. The hearing shall proceed in the following order unless the Human Resources Commission
for special reason, directs otherwise:
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The Human Resources Chair shall announce the issues
after a review of the statement of issues presented by each
party.
The grievant (employee) shall be permitted to make an opening statement.
The respondent (City) shall be permitted to make an opening
statement, or reserve an opening statement until
presentation of its case.
The grievant shall produce his/her evidence.
The respondent may then offer its evidence.
The grievant followed by the respondent may offer rebutting
evidence.
Closing arguments shall be permitted at the discretion of the
Human Resources Commission. The party with the burden of proof, shall have the right to go first and to close the
hearing by making the last argument. The Commission may
place a time limit on closing arguments. The Commission or
the parties may request the submission of written briefs.
After the request for submittal of written briefs, the Commission will determine whether to allow the parties to
submit written briefs and determine the number of pages of
said briefs.
11. Procedure for the Parties. The party representing the department and the party representing the employee will
address their remarks, including objections, to the Chair of
the Human Resources Commission. Objections may be
ruled upon summarily or argument may be permitted. The Chair reserves the right to terminate argument at any time and issue a ruling regarding an objection or any other
matter, and thereafter the representatives shall continue with
the presentation of their case.
12. Right to Control Proceedings. While the parties are generally free to present their case in the order that they
prefer, the Chair reserves the right to control the
proceedings, including, but not limited to, altering the order
of witnesses, limiting redundant or irrelevant testimony, or by the direct questioning of witnesses.
13. Hearing Demeanor and Behavior. All parties and their
attorneys or representatives shall not, by written submission
39
or oral presentation, disparage the intelligence, ethics,
morals, integrity or personal behavior of their adversaries or
members of the Commission.
14. Deliberation Upon the Case. The Commission will consider all oral and documentary evidence, the credibility of
witnesses, and other appropriate factors in reaching their
decision. The Commission may deliberate at the close of
the hearing in closed session or at a later fixed date and time
not to exceed ten (10) working days.
15. Recommended Decision. The Human Resources
Commission shall render its recommendations as soon after
the conclusion of the hearing as possible, and no event, later
than ten (10) working days after concluding the hearing, unless otherwise stipulated to by the parties. The
recommended decision shall include an explanation of the
basis for the decision.
The Human Resources Commission shall not be polled as to their decision by the grievant or the grievants counsel.
16. Recommendation to the City Manager. The decision of
the Human Resources Commission is advisory to the City
Manager. The proposed decision shall be provided to the grievant and the City Manager.
Either the employee or the department may file a written
appeal to the proposed decision, by filing exceptions thereto with the Human Resources Administrator within ten (10) days of receipt of the Commission’s recommended decision.
The party desiring to contest the recommended decision of
the Commission may also request a transcript for review by the City Manager within ten (10) working days of the Commission’s decision. If the appealing party requests a
transcript, that party shall pay the cost of the transcript.
17. Final Action by City Manager. Within ten (10) working days of the filing of exceptions, or within ten (10) days of receipt of the transcript, the City Manager shall review the
decision of the Commission, any exceptions filed, and a
record, if one is requested. The decision of the City
Manager shall be final. The decision shall be transmitted to the employee and to the Department Head.
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ARTICLE XXII. 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 Association 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 the City, upon request, agrees to meet and confer with the Association over matters within the scope of representation.
For the life of this Agreement it is agreed and understood that the
Association hereto voluntarily 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 agree and understand that any Section of this MOU may be
reopened by mutual consent.
Section B.
The parties have caused this Memorandum of Understanding to be executed this _____ day of _____________, 2018.
ARCADIA FIRE FIGHTERS ASSOCIATION
________________________________
Brian Ursettie
President
CITY OF ARCADIA
___________________________________
Dominic Lazzaretto
City Manager
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2018-2020 NEGOTIATION TEAMS
AFFA NEGOTIATING TEAM
CITY REPRESENTATIVES
Jeff Bird, Firefighter/Paramedic
Charlie Tuggle, Fire Captain
Rick Oishi, Fire Captain
John Britton Cole, Fire Engineer
Jason Kruckeberg, Assistant City Manager/
Development Services Director
Hue Quach, Administrative Services Director
Michael Bruckner, Assistant to the City
Manager
Shama Curian,
Human Resources Administrator
Range
Number Title Step A Step B Step C Step D Step E Step F Step G Step H Step I Step J
67F Firefighter 5,989$ 6,142$ 6,292$ 6,450$ 6,614$ 6,778$ 6,946$ 7,120$ 7,300$ 7,482$
68F Firefighter AA 6,142$ 6,292$ 6,450$ 6,614$ 6,778$ 6,946$ 7,120$ 7,300$ 7,482$ 7,667$
69F Firefighter BA 6,292$ 6,450$ 6,614$ 6,778$ 6,946$ 7,120$ 7,300$ 7,482$ 7,667$ 7,859$
70F 6,450$ 6,614$ 6,778$ 6,946$ 7,120$ 7,300$ 7,482$ 7,667$ 7,859$ 8,055$
71F 6,614$ 6,778$ 6,946$ 7,120$ 7,300$ 7,482$ 7,667$ 7,859$ 8,055$ 8,258$
72F 6,778$ 6,946$ 7,120$ 7,300$ 7,482$ 7,667$ 7,859$ 8,055$ 8,258$ 8,465$
73F 6,946$ 7,120$ 7,300$ 7,482$ 7,667$ 7,859$ 8,055$ 8,258$ 8,465$ 8,679$
74F Fire Engineer
Fire Paramedic 7,120$ 7,300$ 7,482$ 7,667$ 7,859$ 8,055$ 8,258$ 8,465$ 8,679$ 8,896$
75F Fire Engineer AA
Fire Paramedic AA 7,300$ 7,482$ 7,667$ 7,859$ 8,055$ 8,258$ 8,465$ 8,679$ 8,896$ 9,118$
76F Fire Engineer BA
Fire Paramedic BA 7,482$ 7,667$ 7,859$ 8,055$ 8,258$ 8,465$ 8,679$ 8,896$ 9,118$ 9,344$
77F 7,667$ 7,859$ 8,055$ 8,258$ 8,465$ 8,679$ 8,896$ 9,118$ 9,344$ 9,580$
78F 7,859$ 8,055$ 8,258$ 8,465$ 8,679$ 8,896$ 9,118$ 9,344$ 9,580$ 9,821$
79F 8,055$ 8,258$ 8,465$ 8,679$ 8,896$ 9,118$ 9,344$ 9,580$ 9,821$ 10,066$
80F Fire Captain 8,258$ 8,465$ 8,679$ 8,896$ 9,118$ 9,344$ 9,580$ 9,821$ 10,066$ 10,319$
81F Fire Captain AA 8,465$ 8,679$ 8,896$ 9,118$ 9,344$ 9,580$ 9,821$ 10,066$ 10,319$ 10,576$
82F Fire Captain BA 8,679$ 8,896$ 9,118$ 9,344$ 9,580$ 9,821$ 10,066$ 10,319$ 10,576$ 10,839$
CITY OF ARCADIA MONTHLY SALARY RANGE
APRIL 1, 2018 TO MARCH 31, 2019
AFFA - 2.0% COLA
Range
Number Title Step A Step B Step C Step D Step E Step F Step G Step H Step I Step J
67F Firefighter 6,109$ 6,265$ 6,418$ 6,579$ 6,746$ 6,914$ 7,085$ 7,262$ 7,446$ 7,632$
68F Firefighter AA 6,265$ 6,418$ 6,579$ 6,746$ 6,914$ 7,085$ 7,262$ 7,446$ 7,632$ 7,820$
69F Firefighter BA 6,418$ 6,579$ 6,746$ 6,914$ 7,085$ 7,262$ 7,446$ 7,632$ 7,820$ 8,016$
70F 6,579$ 6,746$ 6,914$ 7,085$ 7,262$ 7,446$ 7,632$ 7,820$ 8,016$ 8,216$
71F 6,746$ 6,914$ 7,085$ 7,262$ 7,446$ 7,632$ 7,820$ 8,016$ 8,216$ 8,423$
72F 6,914$ 7,085$ 7,262$ 7,446$ 7,632$ 7,820$ 8,016$ 8,216$ 8,423$ 8,634$
73F 7,085$ 7,262$ 7,446$ 7,632$ 7,820$ 8,016$ 8,216$ 8,423$ 8,634$ 8,853$
74F Fire Engineer
Fire Paramedic 7,262$ 7,446$ 7,632$ 7,820$ 8,016$ 8,216$ 8,423$ 8,634$ 8,853$ 9,074$
75F Fire Engineer AA
Fire Paramedic AA 7,446$ 7,632$ 7,820$ 8,016$ 8,216$ 8,423$ 8,634$ 8,853$ 9,074$ 9,300$
76F Fire Engineer BA
Fire Paramedic BA 7,632$ 7,820$ 8,016$ 8,216$ 8,423$ 8,634$ 8,853$ 9,074$ 9,300$ 9,531$
77F 7,820$ 8,016$ 8,216$ 8,423$ 8,634$ 8,853$ 9,074$ 9,300$ 9,531$ 9,772$
78F 8,016$ 8,216$ 8,423$ 8,634$ 8,853$ 9,074$ 9,300$ 9,531$ 9,772$ 10,017$
79F 8,216$ 8,423$ 8,634$ 8,853$ 9,074$ 9,300$ 9,531$ 9,772$ 10,017$ 10,267$
80F Fire Captain 8,423$ 8,634$ 8,853$ 9,074$ 9,300$ 9,531$ 9,772$ 10,017$ 10,267$ 10,525$
81F Fire Captain AA 8,634$ 8,853$ 9,074$ 9,300$ 9,531$ 9,772$ 10,017$ 10,267$ 10,525$ 10,788$
82F Fire Captain BA 8,853$ 9,074$ 9,300$ 9,531$ 9,772$ 10,017$ 10,267$ 10,525$ 10,788$ 11,056$
CITY OF ARCADIA MONTHLY SALARY RANGE
APRIL 1, 2019 TO JUNE 30, 2020
AFFA - 2.0% COLA
CITY OF ARCADIA
AND ARCADIA CITY EMPLOYEES ASSOCIATION
(CONFIDENTIAL/SUPERVISORY/PROFESSIONAL UNIT
AND GENERAL EMPLOYEE UNIT)
MEMORANDUM OF UNDERSTANDING
APRIL 1, 2018 – JUNE 30, 2020
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Table of Contents Page
PREAMBLE ................................................................................................................................................. 1
ARTICLE I ................................................................................................................................................... 1
Section A. PARTIES AND RECOGNITION ................................................................................... 1
Section B. APPROPRIATE UNIT .................................................................................................... 1
Section C. MUTUAL RECOMMENDATION AND IMPLEMENTATION .................................... 2
Section D. AUTHORIZED AGENTS ............................................................................................... 2
Section E. NOTICE ........................................................................................................................... 3
ARTICLE II .................................................................................................................................................. 3
Section A. TERM ............................................................................................................................... 3
Section B. SAVINGS CLAUSE ........................................................................................................ 3
Section C. NO STRIKE CLAUSE .................................................................................................... 3
ARTICLE III ASSOCIATION RIGHTS .............................................................................................. 4
Section A. AGENCY SHOP AGREEMENT ................................................................................... 4
Section B. RIGHT TO JOIN ............................................................................................................. 7
Section C. USE OF BULLETIN BOARDS ...................................................................................... 7
Section D. PAYROLL DEDUCTION ............................................................................................... 8
Section E. ACCESS TO FACILITIES ............................................................................................. 8
Section F. ASSOCIATION STEWARDS ........................................................................................ 9
Section G. REASONABLE NOTICE ............................................................................................. 10
Section H. LIST OF NAMES .......................................................................................................... 10
ARTICLE IV MANAGEMENT RIGHTS ........................................................................................... 11
ARTICLE V COMPENSATION ....................................................................................................... 11
Section A. SALARY SCHEDULES ............................................................................................... 11
Section B. PROMOTION OR ADVANCEMENT ......................................................................... 11
Section C. PERCENTAGES BETWEEN STEPS ....................................................................... 11
Section D. ADVANCEMENT THROUGH STEPS ....................................................................... 12
ARTICLE VI RETIREMENT .............................................................................................................. 12
Section A. EMPLOYEES HIRED BEFORE JULY 1, 2011 ........................................................ 12
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Section B. EMPLOYEES HIRED ON OR AFTER OCTOBER 9, 2011 OTHER THAN NEW
CALPERS MEMBERS ......................................................................................................................... 14
Section C. NEW CalPERS MEMBERS HIRED ON OR AFTER JANUARY 1, 2013 ............ 15
Section D. DEFERRED COMPENSATION ................................................................................. 16
ARTICLE VII HOURS ...................................................................................................................... 16
Section A. OVERTIME .................................................................................................................... 16
Section B. REST PERIODS ........................................................................................................... 17
Section C. WORK SCHEDULES ................................................................................................... 17
ARTICLE VIII STABILITY PAY/LONGEVITY PAY....................................................................... 18
Section A. STABILITY PAY............................................................................................................ 18
Section B. LONGEVITY PAY ......................................................................................................... 18
ARTICLE IX TUITION LOAN/REIMBURSEMENT ...................................................................... 18
ARTICLE X MILEAGE REIMBURSEMENT .................................................................................. 19
ARTICLE XI HEALTH, DENTAL AND LIFE INSURANCE .......................................................... 20
Section A. CONTRIBUTIONS ........................................................................................................ 20
ARTICLE XII RETIREE MEDICAL ................................................................................................ 22
Section A. EMPLOYEES HIRED BEFORE JULY 1, 2011 ........................................................ 22
Section B. EMPLOYEES HIRED ON OR AFTER JULY 1, 2011 ............................................. 23
ARTICLE XIII DISABILITY INCOME INSURANCE ..................................................................... 23
ARTICLE XIV MEDICAL EXAMINATIONS .................................................................................... 23
Section A. .............................................................................................................................................. 23
Section B. .............................................................................................................................................. 23
ARTICLE XV UNIFORMS ............................................................................................................... 24
Section A. .............................................................................................................................................. 24
Section B. .............................................................................................................................................. 24
Section C. .............................................................................................................................................. 24
ARTICLE XVI LEAVES OF ABSENCE .......................................................................................... 25
Section A. NON-MEDICAL LEAVES WITHOUT PAY ............................................................... 25
Section B. FAMILY CARE AND MEDICAL LEAVES ................................................................. 26
Section C. TEMPORARY MILITARY LEAVE (Paid and Unpaid) ............................................. 29
Section D. VACATION LEAVE ...................................................................................................... 31
Section E. SICK LEAVE ................................................................................................................. 32
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Section F. BEREAVEMENT LEAVE ............................................................................................ 34
Section G. HOLIDAYS .................................................................................................................... 34
Section H. JURY LEAVE ................................................................................................................ 36
Section I. COURT WITNESS LEAVE ......................................................................................... 36
Section J. INDUSTRIAL ACCIDENT LEAVE ............................................................................. 37
ARTICLE XVII PROBATIONARY PERIOD .................................................................................... 37
Section A. .............................................................................................................................................. 37
Section B. .............................................................................................................................................. 38
Section C. .............................................................................................................................................. 38
Section D. .............................................................................................................................................. 38
Section E. .............................................................................................................................................. 38
ARTICLE XVIII SPECIAL PAY ........................................................................................................... 38
Section A. ACTING PAY ................................................................................................................ 38
Section B. CALL-BACK PAY ......................................................................................................... 39
Section C. BILINGUAL PAY ........................................................................................................... 39
ARTICLE XIX LAYOFFS .................................................................................................................. 39
Section A. LAYOFF PROCEDURE .............................................................................................. 39
Section B. RE-EMPLOYMENT LIST ............................................................................................ 40
Section C. DEFINITIONS ............................................................................................................... 40
ARTICLE XX PERSONNEL FILES ................................................................................................ 41
Section A. .............................................................................................................................................. 41
Section B. .............................................................................................................................................. 41
Section C. .............................................................................................................................................. 41
ARTICLE XXI EMPLOYEE GRIEVANCES ................................................................................... 42
Section A. DEFINITIONS ............................................................................................................... 42
Section B. TIMELINESS ................................................................................................................. 43
Section C. EMPLOYEE REPRESENTATION ............................................................................. 43
Section D. INFORMAL GRIEVANCE PROCEDURE ................................................................. 43
Section E. FORMAL GRIEVANCE PROCEDURE ..................................................................... 43
Section F. APPEAL TO HUMAN RESOURCES COMMISSION ............................................. 45
ARTICLE XXII DISCIPLINARY ACTIONS ...................................................................................... 49
Section A. SUSPENSION, SALARY REDUCTION, DEMOTION AND DISMISSAL ............ 49
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Section B. NOTIFICATION AND APPEAL PROCEDURE ........................................................ 50
Section C. SALARY REDUCTION ................................................................................................ 50
Section D. UNAUTHORIZED ABSENCE ..................................................................................... 50
ARTICLE XXIII DISCIPLINARY ACTIONS – FULL-TIME AND PERMANENT PART-TIME
UNCLASSIFIED EMPLOYEES .............................................................................................................. 51
ARTICLE XXIV FULL UNDERSTANDING ....................................................................................... 52
Section A. .............................................................................................................................................. 52
Section B. .............................................................................................................................................. 52
2018-2020 NEGOTIATION TEAMS ...................................................................................................... 53
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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 Association 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.
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 City
Employees Association, a formally recognized exclusive employee organization, hereinafter referred to as the "Association", pursuant to the
provisions of the Meyers-Milias-Brown Act (Government Code
§§3500 et. seq.).
Section B. APPROPRIATE UNIT
The classifications covered by this agreement are:
Confidential/Supervisory/Professional Unit
Accounting Specialist
Assistant Engineer
Assistant Planner
Associate Civil Engineer
Associate Planner
Deputy City Clerk
Librarian I & II
Principal Librarian
Records/Legal Technician
Revenue Collection Specialist
Senior Combination
Inspector
Senior Library Technician
Senior Planner
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General Employee Unit
Accountant
Accounting Technician I & II
Administrative Assistant
Building Technician I & II
Business License Officer
Circulation Services Supervisor
Code Services Officer
Combination Inspector
Communications & Marketing
Specialist I & II
Engineering Assistant
Fire Inspector
Fire Administrative Specialist
Historical Museum Curator
Info and Referral Coordinator
Information Systems Specialist
Library Technician I & II
Museum Education Coordinator
Office Assistant
Public Works Inspector
Public Works Office Coordinator
Recreation Coordinator
Senior Engineering Assistant
Senior Accounting Technician
Senior Administrative Assistant
Senior Citizens Program Specialist
Senior Citizens Project Specialist
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/Supervisory/Professional 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, 91007, 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 Beth Stogner, President of the Arcadia City
Employees Association, 240 W. Huntington Drive, Arcadia, California, 91007. The duly authorized staff representative is Robin Nahin, Executive Director of City Employees Associates, 2918 E 7th Street, Long Beach,
California, 90804.
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Section E. NOTICE
The City agrees to give the Association notice of any changes, additions,
or deletions of bargaining unit by classifications via an emailed copy of the
Human Resources Commission Agenda. The agenda will be emailed to
the Association’s authorized agent at the same time the agenda is sent to Commission members. The Association shall be responsible for providing
the City with the authorized agent’s email address.
ARTICLE II
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 April 1, 2018 and ending June 30, 202020.
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
the Association, 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 Association 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 Association 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 Association agrees in good
faith to actively take affirmative action to cause those employees to
cease such action.
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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.
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 Association. No
such actions shall be taken by the City in the event that the Association
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 Association or employees. Upon the
expiration of this Agreement, this language shall not prevent the
Association from engaging in such activities mentioned above, to the
extent such activity is otherwise legal for public employees to participate in.
ARTICLE III ASSOCIATION RIGHTS
Section A. AGENCY SHOP AGREEMENT
1. Legislative Authority. The City of Arcadia (City) and the Arcadia City Employees Association, Confidential, Supervisory, Professional, and
General Employee Bargaining Unit (Association) mutually understand
and agree that in accordance with State of California law, per adoption
of SB 739, and the Agency Shop election held on September 15, 2005,
a simple majority of ballots cast by regular employees in classifications represented by the Association voted to be covered by an Agency
Shop agreement. As a result of the Agency Shop election, as a
condition of continued employment, this Agency Shop agreement
hereby requires that all bargaining unit employees:
a. Elect to join the Association and pay Association dues;
b. Pay an agency fee for representation; or
c. With a religious exemption, pay a fee equal to the agency fee to
be donated to selected charities.
The following agency shop provision will be implemented, in conformity with California Government Code §3502.5 and applicable law.
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2. Association Dues/Agency Fee Collection. The Administrative Services Department shall deduct Association dues, agency fee and
religious exemption fees from all employees who have signed a written
authorization and a copy of that authorization has been provided to the
Administrative Services Department. Employees on leave without pay
or employees who earn a salary less than the Association deduction shall not have an Association dues or agency fee deduction for that
pay period.
The Association shall notify the City of any agency fee payer who
elects to only pay fair share fees, the fee equal to direct representation costs as determined by the Association’s certified financial report. The
Association shall notify the City of the amount of the fair share fee to
be deducted from the fair share fee payer’s paycheck.
3. New Hire Notification. All new hires in the Confidential, Supervisory, Professional, and General Employee Bargaining Unit shall be informed
by the Human Resources Division of the Administrative Services
Department, at the time of hire, that an Agency Shop agreement is in
effect for their classification. The employee shall be provided a copy of
this Agreement, the Memorandum of Understanding and a form, mutually developed between the City and the Association that outlines
the employee’s choices under the Agency Shop agreement.
The employee shall be provided thirty (30) calendar days from the date
of hire to elect their choice and provide a signed copy of that choice to the Administrative Services Department. The Association may request
to meet with new hires at a time and place mutually agreed upon
between the Department Head and the Association.
4. Failure to Pay Dues/Fees. All unit employees who choose not to become members of the Arcadia City Employees Association shall be
required to pay to Arcadia City Employees Association a
representation service fee that represents such employee's
proportionate share of Arcadia City Employees Association cost of legally authorized representation services on behalf of unit employees in their relations with the City of Arcadia. Such representation service
fee shall in no event exceed the regular, periodic membership dues
paid by unit employees who are members of Arcadia City Employees
Association. Unit employees who attain such status after the effective date of this Agreement shall be subject to its terms thirty (30) days after attaining unit status.
5. Leave Without Pay/Temporary Assignment Out of Unit. Employees on
an unpaid leave of absence or temporarily assigned out of the unit as a
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Supervisor shall be excused from paying dues, agency shop fees, or charitable contributions.
6. Religious Exemption. Any employee who is a member of a religious
body whose traditional tenets or teachings include objections to joining
or financially supporting employee organizations shall not be required to pay an agency fee, but shall pay by means of mandatory payroll
deduction an amount equal to the agency fee to a nonreligious,
non-labor charitable organization exempt from taxation under Section
501(c)(3) of the Internal Revenue Code. Those fees shall be remitted
by the City, at the choice of the employee, to one of the following non-labor, non-religious charitable organizations: United Way or
American Red Cross.
To qualify for the religious exemption the employee must provide to
Arcadia City Employees Association, with a copy to the City, a written statement of objection, along with verifiable evidence of membership in
a religious body as described above. The City will implement the
change in status within thirty (30) days unless notified by Arcadia City
Employees Association that the requested exemption is not valid. The
City shall not be made a party to any dispute arising relative to the determination of religious exemptions.
Any of the above-described payment obligations shall be processed by
the City in the usual and customary manner and time frames.
7. Records. The Association shall keep an adequate itemized record of
its financial transactions and shall make available annually, to the City
and to Agency Fee payers, within sixty (60) days after the end of its
fiscal year, a written financial report thereof in the form of a balance sheet certified as to accuracy by its president and treasurer or corresponding principal officer, or by a certified public accountant.
The City shall provide the Association a list of all unit members and
dues paying status with each Association dues check remitted to the Association.
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8. Rescission of Agreement. The Agency Shop agreement may be rescinded at any time during the term of the Memorandum of
Understanding by a majority vote of all the employees in the bargaining
unit. A request for such vote must be supported by a petition
containing the signatures of at least thirty (30%) of the employees in
the unit. The election shall be by secret ballot and conducted by California State Mediation and Conciliation and in accordance with
state law.
9. Indemnification. The Association shall indemnify, defend and hold the
City harmless from and against all claims and liabilities as a result of implementing and maintaining this agreement.
Section B. RIGHT TO JOIN
The City and the Association 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 Association shall be required to maintain their membership in the Association 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 Association and to the
City during the resignation period.
The City and the Association agree that neither shall discriminate, nor
retaliate against any employee for the employee’s participation or
non-participation in any Association activity.
Section C. USE OF BULLETIN BOARDS
The City shall provide for the Association's use, designated bulletin boards
where employees in the bargaining unit have access during regular
business hours subject to the following conditions:
1. All postings for bulletin boards must contain the date of posting and the identification of the organization; and
2. The Association 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.
8
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 D. PAYROLL DEDUCTION
The City will deduct from the second paycheck of each month and remit to
the Association, pay of Association members the normal and regular
monthly Association membership dues as voluntarily authorized in writing
by the employee subject to the following conditions:
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 Association within two weeks of receipt. The Association 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 E. ACCESS TO FACILITIES
All Association business will be conducted by employees and Association
representatives outside of established work hours.
Nothing herein shall be construed to prevent an Association representative or an employee from contacting the Human Resources
Administrator or other management representatives regarding personnel
related matters during work hours.
The authorized Association Business Agent shall be given access to work locations during working hours provided that prior to visiting any work location the Association representative shall:
1. Contact the Human Resources Administrator or his designee, to
state the purpose of his/her visit and which location he/she will be visiting; and
2. The Human Resources Administrator or designee determines that
such visit shall not interfere with the operations of the department.
9
In the event the requested time and/or location of such visit by the Association Business Agent is denied because it would interfere with the
operations of the department, the Human Resources Administrator or his
designee shall set an alternative time and/or location for such visit within
72 hours.
The Association 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 F. ASSOCIATION STEWARDS
1. Three (3) Association Stewards who are authorized to represent the Confidential/Supervisory/ Professional employees and the four (4)
Association Stewards who are authorized to represent the General
employee bargaining unit shall be selected in such manner as the
Association may determine. The Association shall notify the employer
in writing of the names of the seven (7) Association Stewards.
2. The three (3) Stewards who are authorized to represent the
Confidential/Supervisory/ Professional employees and the four (4)
Association 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. Advance written
notice of no less than fourteen (14) calendar days shall be given to
each Association Steward’s supervisor.
Association Stewards are allowed reasonable release time to participate in meetings related to negotiations. Association Stewards shall be provided
release time during their regular work hours for the purpose of:
a. Representation at a meeting that is reasonably expected to
result in discipline when the Association Business Agent is not available to be present;
b. Representation at a grievance hearing;
c. Special meeting with Human Resources Administrator, or
designee, and Association Business Agent to resolve problems
within the scope of bargaining; and/or d. A fifteen (15) minute orientation period with new hires at the
beginning of a new employee orientation conducted by the
Human Resources Division.
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In addition, Association Stewards shall be provided a maximum of two (2) hours per month of release time during his/her regular work hours
to attend to other Association business, as needed.
No further release time is provided for the preparation, investigation, or
processing of disciplinary issues, grievances, or other Association business.
To facilitate the process, Association Stewards shall contact the
Human Resources Administrator or designee to arrange the time to
conduct Association 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 Administrator.
Time spent on Association Stewards activities outside of normal
working hours is not compensable.
Section G. 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 Association outlining the area(s) of concern, together with
the Association'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 Association and the chief shop
steward a copy of the agendas for each City Council and/or Human
Resources Commission meeting.
Section H. LIST OF NAMES
The Association shall provide and maintain, with the City, a current list of
the names of all authorized representatives of the
Confidential/Supervisory/Professional Unit and the General Employee
Unit.
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ARTICLE IV MANAGEMENT RIGHTS
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.
ARTICLE V COMPENSATION
Section A. SALARY SCHEDULES
The City agrees to increase base salaries of classifications covered by this MOU in the amount of two percent (2%), effective April 1, 2018, , and two
percent (2%), effective April 1, 2019 The salary schedules for
classifications covered by this MOU are set forth on Exhibit A and
incorporated herein.
Section B. PROMOTION OR ADVANCEMENT
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 five percent (5%) increase in compensation unless the top
step in such range provides less than that amount. Such one step of approximately five percent (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. PERCENTAGES BETWEEN STEPS
The parties acknowledge that the percentage between steps within a
range is approximately two and one-half percent (2.5%).
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Section D. ADVANCEMENT THROUGH STEPS
The advancement through the salary steps is discretionary based upon
satisfactory performance and continuous service in the same
classification. The following schedule is the continuous service time
required for a qualified employee to receive each step increase:
A Step to C Step: 6 months
All other Steps: 12 months
Salary step advancements may be withheld or delayed by the appointing authority if an employee's performance does not merit such 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
ARTICLE VI RETIREMENT
Section A. EMPLOYEES HIRED BEFORE JULY 1, 2011
The City contracts with the State of California Public Employees
Retirement System (CalPERS) for the classifications contained in this
Agreement. The plan shall include the following options:
1. 2.5% @ 55 retirement formula (Government Code §21354.4);
2. Single highest year final compensation (Government Code §20042);
3. Post Retirement Survivor Continuance;
4. Credit for Unused sick leave (Government Code §20965); 5. 1959 Survivors Benefit for which each employee contributes
ninety-three cents ($.93) per pay period;
6. Third level 1959 Survivors Benefit allowance Government Code
§21573);
7. Military service credit as public service option Government Code §21024). It is agreed and understood that the employee is responsible
for paying for this benefit;
8. The City agrees to allow members to participate in a pre-tax payroll
deduction plan for service purchases; 9. Provided the employee signs a waiver releasing and holding the City harmless, from any liability, whatsoever, the City agrees to allow
members to use funds from their deferred compensation (457 Plan)
toward the pre-tax payroll deduction plan for service credit purchases;
10. Special compensation items shall be reported to CalPERS in accordance with applicable law;
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11. Employees agree to make contributions to offset a portion of the City’s costs related to CalPERS retirement benefits. The employee
cost-sharing will be accomplished through pre-tax deductions in the
manner contemplated by Government Code §20516(f). The parties
recognize that the IRS has yet to take a position on the pre-tax status
of deductions made under §20516(f) and in the event that, subsequent to the effective date of this provision, the IRS determines that such
deductions do not qualify for pre-tax status, the parties agree to meet
and discuss the effects thereof. The cost sharing arrangement will be
implemented as follows:
Employees will pay seven percent of PERSable compensation to
CalPERS retirement (7%) via payroll deduction toward the City’s
Employer Contribution to CalPERS, and said amount will be
allocated to the employer’s account.
12. In addition to the foregoing cost sharing payments, employees shall
continue to pay one percent (1%) of the member contribution to
CalPERS.
13. The City shall continue to pay the cost of the employees’ member contribution to CalPERS in the amount of seven percent (7%) (EPMC)
and shall continue to report that as additional compensation pursuant
to §20636(c)(4) of the Government Code. Further, said amount will be
allocated to the employee’s retirement account.
14. The Pre-Retirement Option 2W Death Benefit (Government Code
§21548). Pursuant to §20516(f) (Employee Sharing Cost of Additional
Benefits), Employees agree to cost –share this benefit with the City
through pre-tax deductions in the manner contemplated by §20516(f) of the Government Code. The parties recognize that the IRS has yet to take a position on the pre-tax status of deductions made under
§20516(f) and in the event that, subsequent to the effective date of this
provision, the IRS determines that such deductions do not qualify for
pre-tax status, the parties agree to meet and discuss the effects thereof. It is agreed and understood that both parties shall split the cost of this optional benefit which was determined to be a total of
.276%. The cost-sharing arrangement will be implemented as follows:
Employees will pay one hundred thirty eight thousandths of a
percent (.138%) of PERSable compensation to CalPERS
retirement via payroll deduction; and the City will pay one hundred
thirty eight thousandths of a percent (.138%) of PERSable
compensation to CalPERS retirement.
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Section B. EMPLOYEES HIRED ON OR AFTER OCTOBER 9, 2011 OTHER THAN
NEW CALPERS MEMBERS
The City contracts with the State of California Public Employees
Retirement System (CalPERS) for the classifications contained in this
Agreement. The plan shall include the following options: 1. 2% at age 60 retirement formula (Government Code §21353);
2. Three (3) year average final compensation period (Government Code
§20037);
3. Post Retirement Survivor Continuance; 4. Credit for Unused sick leave (Government Code §20965); 5. 1959 Survivors Benefit for which each employee contributes
ninety-three cents ($.93) per pay period;
6. Third level 1959 Survivors Benefit allowance Government Code
§21573); 7. Military service credit as public service option Government Code §21024). It is agreed and understood that the employee is responsible
for paying for this benefit;
8. The City agrees to allow members to participate in a pre-tax payroll
deduction plan for service purchases; 9. Provided the employee signs a waiver releasing and holding the City harmless, from any liability, whatsoever, the City agrees to allow
members to use funds from their deferred compensation (457 Plan)
toward the pre-tax payroll deduction plan for service credit purchases;
10. Special compensation items shall be reported to CalPERS in accordance with applicable law;
11. Employee will pay the full seven percent (7%) member contribution to
CalPERS via payroll deduction;
12. The Pre-Retirement Option 2W Death Benefit (Government Code
§21548). Pursuant to §20516(f) (Employee Sharing Cost of Additional Benefits), Employees agree to cost –share this benefit with the City
through pre-tax deductions in the manner contemplated by §20516(f)
of the Government Code. The parties recognize that the IRS has yet
to take a position on the pre-tax status of deductions made under
§20516(f) and in the event that, subsequent to the effective date of this provision, the IRS determines that such deductions do not qualify for
pre-tax status, the parties agree to meet and discuss the effects
thereof. It is agreed and understood that both parties shall split the
cost of this optional benefit which was determined to be a total of
.276%.
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The cost-sharing arrangement will be implemented as follows:
Employees will pay one hundred thirty eight thousandths of a
percent (.138%) of PERSable compensation to CalPERS
retirement via payroll deduction; and the City will pay one hundred
thirty eight thousandths of a percent (.138%) of PERSable
compensation to CalPERS retirement.
Section C. NEW CalPERS MEMBERS HIRED ON OR AFTER JANUARY 1, 2013
The City contracts with the State of California Public Employees
Retirement System (CalPERS) for the classifications contained in this
Agreement. The plan shall include the following options:
1. 2% at age 62 retirement formula (Government Code §7522.20);
2. Three (3) year average final compensation period (Government Code
§20037);
3. Post Retirement Survivor Continuance;
4. Credit for Unused sick leave (Government Code §20965); 5. 1959 Survivors Benefit for which each employee contributes
ninety-three cents ($.93) per pay period;
6. Third level 1959 Survivors Benefit allowance Government Code
§21573);
7. Military service credit as public service option Government Code §21024). It is agreed and understood that the employee is responsible
for paying for this benefit;
8. The City agrees to allow members to participate in a pre-tax payroll
deduction plan for service purchases;
9. Provided the employee signs a waiver releasing and holding the City harmless, from any liability, whatsoever, the City agrees to allow
members to use funds from their deferred compensation (457 Plan)
toward the pre-tax payroll deduction plan for service credit purchases;
10. Special compensation items shall be reported to CalPERS in
accordance with applicable law; 11. Employee will pay 50% of the normal cost, currently six and three
quarters percent (6.75%) member contribution to CalPERS on a
pre-tax basis via payroll deduction;
12. The Pre-Retirement Option 2W Death Benefit (Government Code
§21548). Pursuant to §20516(f) (Employee Sharing Cost of Additional Benefits), Employees agree to cost –share this benefit with the City
through pre-tax deductions in the manner contemplated by §20516(f)
of the Government Code. The parties recognize that the IRS has yet
to take a position on the pre-tax status of deductions made under
§20516(f) and in the event that, subsequent to the effective date of this provision, the IRS determines that such deductions do not qualify for
pre-tax status, the parties agree to meet and discuss the effects
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thereof. It is agreed and understood that both parties shall split the cost of this optional benefit which was determined to be a total of
.276%.
The cost-sharing arrangement will be implemented as follows:
Employees will pay one hundred thirty eight thousandths of a
percent (.138%) of PERSable compensation to CalPERS
retirement via payroll deduction; and the City will pay one hundred
thirty eight thousandths of a percent (.138%) of PERSable
compensation to CalPERS retirement.
Section D. DEFERRED COMPENSATION
Employees may elect to allocate salary to the City’s 457 Plan on a pre-tax
basis in accordance with the provisions of the Plan.
ARTICLE VII 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.
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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 one hundred (100)
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.
An employee, who has accrued compensatory time and requested use of
accrued compensatory time, shall be permitted to use such time off within
a reasonable period after making the request, if such use does not unduly disrupt the operation of the City. An employee’s request to use
compensatory time shall not be denied on the basis that it would require
the payment of overtime to the replacement employee. The City will assist
employees by posting the opportunity, however, it is the responsibility of
the employee to find coverage.
Section B. REST PERIODS
Represented employees 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 periods are not cumulative and may not be taken concurrently
with lunch periods.
Section C. WORK SCHEDULES
The City may establish and change work schedules, work times and work hours, and assign employees thereto, in its sole discretion; provided, however, if the City decides to eliminate a current alternate work schedule
(5/40, 9/80, 4/10), the City agrees it will meet and confer with the
Association prior to eliminating the alternate work schedule. If, after
meeting and conferring with the Association, the City decides to proceed with its decision to eliminate an alternate work schedule, affected employees shall receive a minimum of two (2) weeks notice of the change.
Except for emergencies and temporary changes in work schedules, work
times and work hours, which shall be defined for six months or less, affected employees shall be given a minimum of two (2) weeks notice of change in work hours, work times and work schedules. In the case of an
emergency or temporary change in work schedules, work times or work
hours, reasonable notice shall be given to affected employees.
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ARTICLE VIII STABILITY PAY/LONGEVITY PAY
Section A. STABILITY PAY See Side Letter as Exhibit B.
Section B. LONGEVITY PAY
A Longevity Pay benefit will be implemented based on the following formula:
Completed Years of
Continuous Service
5- 9 Yrs
10-14 Yrs
15 + Yrs
Amount Per Pay Period
$42.02
$63.04 $84.06
The Longevity Pay benefit is effective the pay period an employee
completes 5, 10 or 15 years of continuous employment with the City. The
foregoing amounts shall be subject to applicable payroll deductions
Permanent Part Time Employees covered under this Agreement receive
half of the benefit amount listed in Section B.
ARTICLE IX TUITION LOAN/REIMBURSEMENT
Employees shall be eligible for tuition advancement or reimbursement who have completed at least one probationary period in the Classified Service, or one year of
continuous service if employment is “at-will,” subject to the conditions below. To qualify
for tuition advancement/reimbursement, a Tuition Loan/Reimbursement Form must be
submitted and pre-approved by the employee’s Department Head and Human
Resources Administrator, before the course(s) begin.
Tuition loan or reimbursement shall only be for courses, specialized training, or degree
programs "job-related" that are directly related to the employee's position as determined
by the City Manager or designee.
The Tuition Loan/Reimbursement Program will operate on a fiscal year basis (July 1
through June 30) and shall be subject to the availability of funds as determined by the
City. The maximum loan or reimbursement amount shall be $4,126 for undergraduate
courses and $5,062 for graduate courses. Eligible fees include tuition, on campus
parking fees and textbooks. All other fees are subject to approval by the City. School supplies are not reimbursable. Permanent part-time employees shall receive one-half of
the benefit.
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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. If
the employee either does not receive a “C” or better or for any reason does not finish
the class, the advance is due and payable.
Any employee who shall voluntarily retire or terminate employment or be terminated for disciplinary cause within one year from the completion of a class or classes shall refund
all tuition paid under this provision for those specific classes unless they were required
to attend by the appointing power. An employee who separates employment and who
received tuition advancement and did not complete a class or classes within one (1)
year from the advancement, shall refund all tuition advanced and be subject to the provisions outlined in the Advanced Tuition Participation and Loan Agreement.
Employees who retire on a Disability or Industrial Disability Retirement, or are laid off
shall not be required to refund tuition fees.
The City reserves the right to investigate any school and approve or disapprove it for advancement or reimbursement if such action appears warranted. Courses must be
taken at an accredited education institution, which is defined as any college or university
which has been accredited by a recognized government or professional accrediting
body (as determined by the City). Additionally, the City reserves the right to deny any
course(s), specialized training or degree programs determined by the City Manager to be non-job related.
ARTICLE X MILEAGE REIMBURSEMENT
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 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.
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ARTICLE XI HEALTH, DENTAL AND LIFE INSURANCE
Section A. CONTRIBUTIONS
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 the minimum employer contribution required pursuant to Government Code
§22892(b) (“Minimum Contribution”) per month per employee for
health insurance (This language does not reduce the City’s current
maximum health insurance contribution for employees or limit cash back).
2. Dental Insurance – Mandatory Enrollment: The City will contribute
the employee only cost for Delta Care USA insurance per month
(“Dental Contribution”) toward one of two dental plans. Additional coverage may be purchased through the Optional Benefits
allocation.
3. Optional Benefits – Full-Time Employees: Subject to the limits set
forth herein, the City shall contribute the remaining amount of employee’s health and dental insurance benefit allowance through a contribution to a Internal Revenue Code §125 Cafeteria Plan as
follows:
Effective April 1, 2018—June 30, 2020: a. The City shall pay up to a maximum of $1072.00 per month per
full-time employee for coverage, inclusive of the Minimum
Contribution and Dental Contribution. 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.
b. If the premium cost of the health plan exceeds the City contribution, the employee shall pay through payroll deduction
the difference between the monthly premium and the amount
contributed by the City.
c. 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
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enrollment periods and eligibility established by the respective plans or carriers.
d. Dependent enrollment will require proof of eligibility for
dependent status including social security number, marriage,
birth and/or adoption certificates.
4. Optional Benefits – Part-Time Employees: Subject to the limits set
forth herein, the City shall contribute the remaining amount of
employee’s health and dental insurance benefit allowance through
a contribution to a Internal Revenue Code §125 Cafeteria Plan as follows:
Effective April 1, 2018-June 30, 2020:
a. The City shall pay up to a maximum of $536.00 per month per part-time employee for coverage, inclusive of the Minimum
Contribution and Dental Contribution. For part-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.
b. If the premium cost of the health plan exceeds the City
contribution, the employee shall pay through payroll deduction
the difference between the monthly premium and the amount contributed by the City.
c. Dependent enrollment will require proof of eligibility for
dependent status including social security number, marriage, birth and/or adoption certificates.
5. Life Insurance: The City shall provide a $25,000 Life & AD&D
benefit for eligible employees.
6. Vision Plan: The City shall provide each employee with a vision plan, with the City paying the premium in fiscal years FY18-
19through FY 19-20. The vision plan will be Vision Service Plan,
Option B. The City will pay the premium up to the cost of the family
plan.
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ARTICLE XII RETIREE MEDICAL
Section A. EMPLOYEES HIRED BEFORE JULY 1, 2011
1. Tier II Retirees. For employees hired before July 1, 2011 and retiring
from the City on or after January 1, 2012 (“Tier II Retirees”), the City
agrees to provide a Premium Payment for the purpose of purchasing health coverage offered through CalPERS for the Tier II Retiree and his/her spouse in an amount not to exceed the monthly premium
applicable to the coverage level for the retiree (i.e., Employee Only or
Employee + spouse) for the 2012 PERS Choice plan * (*rates are
determined by region of residence; Los Angeles rates for 2012 are Employee Only $505.63, employee + spouse $1,011.26). The Premium Payment shall be payable in the following form: (1) PEMHCA
Minimum contribution payable directly to CalPERS, and (2) a
reimbursement to the Tier II Retiree equal to difference between the
cost of plan in which the Tier II Retiree enrolls, subject to the foregoing cap, and the PEMHCA Minimum contribution (“Reimbursement”). If a retiree enrolls in a more expensive plan, he/she will be responsible for
payment of any premium in excess of the capped amount. The
Reimbursement shall cease for the Tier II Retiree upon eligibility for
Medicare coverage, and the Reimbursement shall cease for the spouse upon eligibility for Medicare coverage, or after 15 years,
whichever occurs first.
Tier II Retirees must be “eligible retirees” in order to receive the
benefits described in this paragraph.
2. Eligible Retiree. An “eligible retiree” is a unit member who retires on a
service, disability, or industrial disability retirement and has 1,000
hours of accumulated sick leave at the date of retirement.
An employee who has fewer than one thousand (1,000) hours of accumulated sick leave at the date of retirement may purchase up to a
maximum of three hundred fifty (350) 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 (1,000) hour requirement, provided, however, upon verification of information from a qualified medical provider that an employee has substantially depleted the employee’s
sick leave accrual due to an absence or absences caused by a serious
illness or injury suffered by the employee or a family dependent living
in the employee’s household, this purchase limitation of 350 hours will be excused.
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The following conditions must be met for employees to be eligible to exercise this buyback provision:
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.
In addition, the eligible employee must apply prior to retirement for
such coverage through Human Resources. The Association shall notify
Human Resources in the event of the death of a retired member.
In order to be eligible for retiree health coverage, the employee, and if
applicable, the employee’s spouse, 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.
Section B. EMPLOYEES HIRED ON OR AFTER JULY 1, 2011
Tier III Retirees. For employees hired on or after July 1, 2011 that retire
from the City and who remain enrolled in a CalPERS health plan after retirement (“Tier III Retiree”), the City will pay no more than the PEMHCA
Minimum contribution. Tier III Retirees shall not be reimbursed or
otherwise receive payment from the City for health insurance premiums in
excess of the PEMHCA Minimum contribution.
ARTICLE XIII DISABILITY INCOME INSURANCE
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 an
employee who works at least 30 hours per week, during the life of the Agreement.
ARTICLE XIV MEDICAL EXAMINATIONS
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.
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ARTICLE XV UNIFORMS
Section A. 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.
•Fire Inspector
•Fire Administration Specialist
•Administrative Assistant (assigned to the Fire)
Uniforms shall be replaced on an as needed basis, pursuant to
department procedures.
All employees represented by this MOU shall receive one (1) Polo shirt yearly.
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, Fire Inspector, and Public
Works Inspector.
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.
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ARTICLE XVI LEAVES 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.
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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.
1. "12-Month Period" means 12-month period measured backward
from the date leave is taken and continuous with each additional
leave day taken.
2. "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, stepchild, or child of
whom the employee is the legal guardian.
3. "Serious health condition" means an illness, injury impairment, or
physical or mental condition that involves:
a. Any period of incapacity or treatment in connection with or inconsequent to a hospital, hospice or residential medical care
facility;
b. 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;
c. 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 d. Prenatal care by a health provider.
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4. "Continuing treatments" means:
a. Two or more visits to a health care provider;
b. 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 c. 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).
5. Leave is only permitted for the following reasons:
a. The birth of a child or to care for a newborn of an employee;
b. The placement of a child with an employee in connection with
the adoption or foster care of a child;
c. Leave to care for a child, parent or a spouse who has a serious health condition; or
d. Leave because of a serious health condition that makes the
employee unable to perform the functions of his/her position.
6. An employee is eligible for leave if the employee:
a. Has been employed for at least 12 months; and
b. Has been employed for at least 1,250 hours during the
12-month period immediately preceding the commencement of
the leave.
7. 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 12 months after the birth or placement.
8. 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
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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.)
9. 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.
10. 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 the
City’s 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
family 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.
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11. 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.
12. 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 thirty (30) calendar days of active military training, an employee must have been employed by the City for a period
of not less than one (1) 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 thirty (30) calendar days in any one (1) 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.
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Military and Veteran’s Code §§395, 395.01(a), 564 and 566 set forth provisions for state military reserve personnel employed by public
employers are statutorily entitled to up to 180 days of temporary military
leave for active duty activities with up to 30 days of paid military leave
each fiscal year. When placed on state active duty this is ordered active
duty, which entitles the employee to paid military leave.
State military reserve personnel also generally have a right to extended
leaves of absence and a right to re-employment after lengthy periods of
ordered duty when called to active duty in certain emergency
circumstances and public employees are entitled to receive their pay from their public employer for the first thirty (30) days of that period of active
Military and Veteran’s Code §§143, 146, 395, 395.05, 395.06 and 566.
Before leaving for an extended leave (181 days or more), the employee
must notify the city of his or her intention to return to work upon the completion of the active duty service. Employees will have ninety (90)
days from completion of extended active service to report back to work to
resume their duties, must submit to the City a copy of the honorable
discharge papers, and pass a medical exam.
Additional military leave provisions were adopted by Council on
November 20, 2001, in Resolution 6268. For military leave covered by this
Resolution, the City will maintain the difference between the employee’s
City salary and benefits of the employee while on active military duty.
Although a military leave of absence is not considered a break in service
in relation to seniority, if the employee wishes to have their extended
military service time credited toward CalPERS, the employee may buy
back credit for their leave of absence for active military service through CalPERS as CalPERS has determined that payments while on such service are not reportable for retirement purposes.
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.
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Section D. VACATION LEAVE
1. Accumulated vacation leave 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 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.
3. An employee who has previously requested and was granted approval
of vacation leave for use during the last three (3) months of the
calendar year and is unable to utilize such leave because of the City's
cancellation of leave shall be allowed to carry over the excess leave time into the next three (3) months of the new calendar year, if
rescheduling of the vacation leave is not possible.
4. Upon termination, vacation used shall be 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 50% of the pay period, the
employee shall receive credit for that pay period's vacation accrual. If
an employee works less than 50% of the pay period, the employee accrues nothing.
5. 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 4.61 hours per pay period
between the employee's fifth and tenth anniversary date of continuous
full-time employment; at the rate of 5.23 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.
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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
11-15 years
16+ years
80 hours 120 hours
136 hours
160 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.
6. Employees may elect to sell back vacation during a calendar year
equal to the amount of vacation taken during the year, by the date of
the request, not to exceed a maximum of 80 hours in the calendar
year.
Section E. SICK LEAVE
1. 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.
2. The City Manager or designee may require a medical examination by a
physician or evidence of the reason for an absence of any employee
during absence on account of illness of such employee.
3. Except as provided hereinafter, 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.
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Employees that are injured on duty, and the injury is recognized as such by the City or the WCAB, and not eligible to receive salary to
supplement workers' compensation temporary disability benefits under
Section J of this Article, may request that accrued sick leave be paid to
supplement workers' compensation disability payments.
4. 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.
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. 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.
7. 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.
8. Upon separation from the City of Arcadia, an employee who works
50% of the final pay period, shall receive credit for that pay period's
sick leave accrual. If an employee works less than 50% of the pay period, the employee accrues nothing.
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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/domestic partner, the employee or employee's spouse's mother or stepmother, father or stepfather, brother or sister or
step sibling, child or stepchild, grandparents, grandchildren, or any relative
of the employee or employee's spouse residing in the same household.
Such leave shall be granted based on employee’s current work shift up to
a maximum of three (3) shifts; provided, however, if the employee is required to travel more than three hundred (300) miles from his or her
residence, the employee may take an additional two (2) days which will be
charged to accrued sick leave.
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 Day after Thanksgiving Day.........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.
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3. In lieu of Citywide holidays to celebrate Dr. Martin Luther King Jr.’s birthday and Admissions Day, full time employees shall receive two (2)
eight (8) hour floating holidays to be scheduled by the employee in the
same manner as vacation leave. Additionally, full time employees shall
receive an eight (8) hour floating holiday for his/her birthday to be
scheduled by the employee in the same manner as vacation leave. Floating holidays shall not carry over into subsequent fiscal years and
failure to schedule a floating holiday in the fiscal year in which it is
earned shall result in its loss. If the City adopts Dr. Martin Luther King,
Jr.’s birthday as a fixed Citywide holiday or it re-adopts Admission Day
as a fixed Citywide holiday, the floating holiday(s) based thereon shall cease and eligible employee shall receive the fixed Citywide holiday(s).
Full time employees in the unit employed on July 1 of the fiscal year
shall conditionally accrue twenty-four (24) hours of floating holiday.
If the employee uses floating holiday leave and separates from City employment before the date upon which the floating holiday is based
(Dr. Martin Luther King, Jr.’s birthday, Admission Day and/or the
Employee’s birthday), said floating holiday leave shall be repaid to the
City through payroll deduction. Employees hired after the beginning of
the fiscal year shall accrue floating holiday only if the employee is employed before the date on which the floating holiday is based
(Dr. Martin Luther King, Jr.’s birthday, Admission day and/or the
Employee’s birthday). As an example, an employee hired on July 15,
whose birthday is August 5, would receive a floating holiday for his
birthday, Admission Day and Dr. Martin Luther King, Jr.’s birthday for that fiscal year. However, if that same employee was hired on March
15, the employee would not receive any floating holiday benefit for that
fiscal year.
4. An employee required to work or attends 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.
5. For full-time employees assigned to an alternate work week, and
scheduled to work 9 or more hours, but for the holiday would have
been scheduled to work 9 or more hours, the employee may use accrued vacation time, accrued comp time, floating holiday time or unpaid leave to make up any difference between the provided nine
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 ten (10) hours, the
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employee shall receive nine (9) 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.
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.
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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.
ARTICLE XVII PROBATIONARY PERIOD
Section A. The probationary period is part of the examination process. It is a work-test period during which the employee's performance and conduct on the
job are evaluated to determine whether or not the employee is fully
qualified for permanent appointment.
During the probationary period, a probationer may be released, or demoted if permanent status is held in a lower classification, without the
right of appeal, if the appointing power deems the probationer unfit or
unsatisfactory for service.
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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.
Eligible candidates appointed from a promotional list to these
classifications shall be on probation twelve (12) months before attaining
permanent status.
Section C. Eligible candidates appointed from a promotional list shall be on probation for six (6) 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 Administrator.
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.
ARTICLE XVIII SPECIAL PAY
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 percent (5%) above their current rate of pay or 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.
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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 nine (9) employees may be certified as bilingual by the
City. Once certified, the employee shall receive a bilingual pay stipend of $37.10 per pay period.
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.
ARTICLE XIX LAYOFFS
Section A. LAYOFF PROCEDURE
The City Manager or appointing power may lay off an employee because
of change in duties or organization, deletion of service, adverse working
conditions, shortage of work or funds or return of employees from
authorized leave of absence.
The order of layoff shall be based on performance (outlined in 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.
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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 (6) 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.
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 (18) months from the effective date of separation from service.
Failure of the employee on the re-employment list to provide the City their
current address shall result in the employee’s name being removed from the eligibility list.
Section C. DEFINITIONS
1. 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.
2. Layoff – Permanent separation from employment with the City as a
result of a work reduction.
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3. 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 any one of the last three years is below proficient. In such
case, the layoff shall be based upon performance.
4. Work Reduction – A decrease in the level of service or amount of
product output by the City.
ARTICLE XX 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 Council or 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
recruitments.
Section C. WRITTEN REPRIMAND REVIEW
The City agrees to a non-binding review of written reprimands for unit
members by the Human Resources Administrator or designee.
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ARTICLE XXI EMPLOYEE GRIEVANCES
Section A. DEFINITIONS
1. Grievance – A grievance is an allegation by an employee(s) of a
misinterpretation or misapplication of any express provision of the
applicable Memorandum of Understanding or City and/or Department Personnel Rules and Regulations where there is no other specific method of review provided by City law.
2. Grievant – An employee or group of employees in the classified
service adversely affected by an act or omission by the City allegedly in violation of an express provision of the Memorandum of
Understanding or City and/or Department Personnel Rules and
Regulations.
3. Department Head – The department head or designee.
4. Work day – A work day is any day the City offices are regularly open
for business.
5. Exclusions from the Grievance Procedure:
a. The procedure is not to be used for the purpose of changing
wages, hours and working conditions. Allegations involving wages,
hours and working conditions may thus be grieved only if the
grievance involves a misapplication or misinterpretation of an express provision of the MOU or a City/Department Personnel
Rules and Regulations.
b. The procedure is not intended to be used to challenge the content
of employee evaluations or performance reviews. Allegations that
the City has failed to comply with an evaluation procedure set forth in a specific provision of the MOU and/or City/Department
Personnel Rules and Regulations are grievable.
c. The procedure is not intended to be used to challenge a
reclassification, layoff, transfer, denial of reinstatement, or denial of
a step or merit increase. Notwithstanding the above, if the process used to reach the foregoing decisions is not in compliance with an
express provision of the MOU and/or City/Department Personnel
Rules and Regulations, a grievance may be filed.
d. The procedure is not intended to be used in cases of oral or written
reprimand, demotion, suspension, removal or other disciplinary action. Appeals of disciplinary actions are covered by the City’s
Personnel Rules and Regulations.
e. The procedure is not to be used to challenge examinations or
appointment to positions. Notwithstanding the above, if the process
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used to reach the foregoing decisions is not in compliance with an express provision of the MOU and/or City/Department Personnel
Rules and Regulations, a grievance may be filed.
Section B. TIMELINESS
The grievance must be filed by the employee within the timelines set forth herein. Failure of the employee to file the initial grievance or process the
grievance from one level to another in a timely manner is a forfeiture of the
grievance and the grievance will not be processed further.
If the City fails to respond in a timely manner, the employee may proceed to the next level.
Section C. EMPLOYEE REPRESENTATION
The employee may be represented by a person of his or her choice to
prepare and present the grievance. The employee may use a reasonable amount of released time to process the grievance. The release time must be approved by the Department Head.
Section D. INFORMAL GRIEVANCE PROCEDURE
Within fifteen (15) working days following the event, or within fifteen (15)
working days after the employee should reasonably have known of the event, the employee should attempt to resolve the grievance on an
informal basis by discussion with his or her immediate supervisor.
Section E. FORMAL GRIEVANCE PROCEDURE
1. First Level of Review: Next Level Supervisor If the employee is not able to resolve the grievance after discussion
with his or her immediate supervisor, within ten (10) working days after
the informal discussion with the immediate supervisor, the employee
shall present the grievance in writing to the next level supervisor on the
official City grievance form setting forth the following information:
a. The specific section of the rules or MOU allegedly violated.
b. The specific act or omission which gave rise to the alleged
violation.
c. The date or dates on which the violation occurred. d. Documents, witnesses or evidence in support of the grievance.
e. The resolution of the grievance at the informal stage.
f. The remedy requested.
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A copy of the grievance shall be provided to the Human Resources Division of the Administrative Services Department concurrently with
presentation to the immediate supervisor.
The next level supervisor shall render a decision in writing, on the
grievance form, within ten (10) working days after receiving the grievance.
2. Department Head Review
If the employee does not agree with the decision of the next level
supervisor, within ten (10) working days after receiving the next level supervisor’s decision or twenty (20) days from the date the next level
supervisor received the grievance but failed to issue a decision, the
employee shall present the grievance in writing, on the grievance form,
to the department head.
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) working days of
receiving the grievance or within ten (10) working days of holding a
grievance meeting whichever is longer.
3. Human Resources Administrator
If the employee is not in agreement with the decision reached by the
department head, within ten (10) working days after receiving the
department head’s decision or twenty (20) days from the date the department administrator received the grievance but failed to issue a
decision, the employee shall present the grievance in writing to the
Human Resources Administrator on the official City grievance form.
The Human Resources Administrator may require the employee and the immediate supervisor to attend a grievance meeting. The Human
Resources Administrator shall communicate a decision in writing within
ten (10) working days of receiving the grievance or the holding of a
grievance meeting whichever is longer. 4. Human Resources Commission
If the employee is not in agreement with the decision of the Human
Resources Manager or if the Human Resources Administrator has
failed to respond, the employee shall present the grievance to the Human Resources Commission within ten (10) working days from the date of receipt of the Human Resources Administrator’s decision or
twenty (20) days from the date the Human Resources Administrator
received the grievance but failed to issue a decision.
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Section F. APPEAL TO HUMAN RESOURCES COMMISSION
1. Scheduling of Hearing
Upon receipt of the request for an appeal, the City shall, within thirty
(30) days, transmit the appeal to the Human Resources Commission.
The Commission shall schedule a hearing. The appeal hearing shall be set not less than twenty (20) working days nor more than sixty (60)
working days from the date of the filing of the appeal. All interested
parties shall be notified in writing of the date, time, and place of the
hearing at least ten (10) working days prior to the hearing.
2. Public Hearings
All hearings shall be open to the public.
3. Pre-Hearing Procedure
a. Subpoenas
The Human Resources Commission is authorized to issue
subpoenas at the request of either party prior to the
commencement of the hearing. After the commencement of the
hearing, subpoenas shall be issued by the Commission only for good cause. Each party will prepare their own subpoenas and
present them to the Human Resources Division of the
Administrative Services Department and the other party. The
Human Resources Division of the Administrative Services
Department will issue the subpoenas. The Human Resources Division of the Administrative Services Department will serve
subpoenas for current City employees. It will be the responsibility of
the employee or the City to serve subpoenas on individuals who
are not currently employed by the City. It will be the responsibility of
the employee and the City to submit the written request for subpoenas at least ten (10) working days before the date of the
hearing.
b. Exhibits and Witness Lists
Five (5) working days prior to the date set for the hearing, each party shall serve upon the other party and submit to the Human
Resources Division of the Administrative Services Department a list
of all witnesses and a list and copy of all exhibits. An original and
nine (9) copies of the exhibits shall be presented to the Human
Resources Division of the Administrative Services Department in 3-hole notebooks which are tabbed down the side with the exhibit
numbers. The employer’s exhibits shall be designated by number.
The employee’s exhibits shall be designated by alphabetical letter.
Neither party will be permitted to call during the hearing, a witness
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not identified pursuant to this section nor use any exhibit not provided pursuant to this section unless that party can show that
they could not reasonably have anticipated the prior need for such
witness or such exhibit.
c. Statement of Issues Five (5) working days prior to the date set for the hearing, each
party shall submit to the Human Resources Division of the
Administrative Services Department a Statement of Issues.
4. Submission to the Human Resources Commission Five (5) working days prior to the date set for the hearing, the Human
Resources Division of the Administrative Services Department shall
present each member of the Human Resources Commission with a
copy of the jurisdictional documents. Those documents include the
grievance documents at each level and the responses to the grievance.
5. Payment of Employee Witnesses
Employees of the City who are subpoenaed to testify during working
hours will be released with pay to appear at the hearing. The Commission may direct that these employees remain on call until
called to testify. Employees who are subpoenaed to testify during non-
working hours will be compensated for the time they actually testify,
unless the City agrees to a different arrangement.
6. Conduct of the Hearing
a. The hearing need not be conducted in accordance with technical
rules relating to evidence and witnesses but hearings shall be conducted in a manner most conducive to determination of the truth.
b. Any relevant evidence may be admitted if it is the type of evidence
on which responsible persons are accustomed to rely in the
conduct of serious affairs, regardless of the existence of any common law or statutory rules which might make improper the admission of such evidence over objection in civil actions.
c. Hearsay evidence may be used for the purpose of supplementing
or explaining any direct evidence that shall not be sufficient in itself
to support a finding unless it would be admissible over objection in civil actions. d. The rules dealing with privileges shall be effective to the same
extent that they are now or hereafter may be recognized in civil
actions.
e. Irrelevant and unduly repetitious evidence may be excluded.
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f. The Human Resources Commission shall determine relevancy, weight and credibility of testimony and evidence. Decisions made
by the Commission shall not be invalidated by any informality in the
proceedings.
g. During examination of a witness, all other witnesses, except the
parties, shall be excluded from the hearing upon motion of either party.
h. The Human Resources Commission may conduct the hearing or
delegate evidentiary and/or procedural rulings to its legal counsel.
7. Burden of Proof In a grievance appeal the grievant has the burden of proof by
preponderance of the evidence.
8. Proceed with Hearing or Request for Continuance
Each side should be asked if it is ready to proceed. If either side is not ready and wishes a continuance, good cause must be stated. Any
request for a continuance must be made in writing and submitted prior
to the hearing to all parties. Before requesting a continuance, the
moving party shall contact all parties to determine if there is any
opposition to the continuance and shall state in its request if there is opposition.
9. Testimony under Oath
All witnesses shall be sworn in for the record prior to offering testimony
at the hearing. The chairperson will request the witnesses to raise their right hand and respond to the following:
“Do you swear that the testimony you are about to give at this hearing
is the truth, the whole truth and nothing but the truth?” 10. Presentation of the Case
The hearing shall proceed in the following order unless the Human
Resources Commission for special reason, directs otherwise:
a. The Human Resources Chair shall announce the issues after a review of the statement of issues presented by each party.
b. The grievant (employee) shall be permitted to make an opening
statement.
c. The respondent (City) shall be permitted to make an opening statement, or reserve an opening statement until presentation of its case.
d. The grievant shall produce his/her evidence.
e. The respondent may then offer its evidence.
f. The grievant followed by the respondent may offer rebutting evidence.
48
g. Closing arguments shall be permitted at the discretion of the Human Resources Commission. The party with the burden of proof
shall have the right to go first and to close the hearing by making
the last argument. The Commission may place a time limit on
closing arguments. The Commission or the parties may request the
submission of written briefs. After the request for submittal of written briefs, the Commission will determine whether to allow the
parties to submit written briefs and determine the number of pages
of said briefs.
11. Procedure for the Parties The party representing the department and the party representing the
employee will address their remarks, including objections, to the Chair
of the Human Resources Commission. Objections may be ruled upon
summarily or argument may be permitted. The Chair reserves the right
to terminate argument at any time and issue a ruling regarding an objection or any other matter, and thereafter the representatives shall
continue with the presentation of their case.
12. Right to Control Proceedings
While the parties are generally free to present their case in the order that they prefer, the Chair reserves the right to control the proceedings,
including, but not limited to, altering the order of witnesses, limiting
redundant or irrelevant testimony, or by the direct questioning of
witnesses.
13. Hearing Demeanor and Behavior
All parties and their attorneys or representatives shall not, by written
submission or oral presentation, disparage the intelligence, ethics,
morals, integrity or personal behavior of their adversaries or members of the Commission.
14. Deliberation Upon the Case
The Commission will consider all oral and documentary evidence, the
credibility of witnesses, and other appropriate factors in reaching their decision. The Commission may deliberate at the close of the hearing in closed session or at a later fixed date and time not to exceed ten (10)
working days.
15. Recommended Decision The Human Resources Commission shall render its recommendations as soon after the conclusion of the hearing as possible, and no event,
later than ten (10) working days after concluding the hearing, unless
otherwise stipulated to by the parties. The recommended decision shall
include an explanation of the basis for the decision.
49
The Human Resources Commission shall not be polled as to their decision by the grievant or the grievant’s counsel.
16. Recommendation to the City Manager
The decision of the Human Resources Commission is advisory to the
City Manager. The proposed decision shall be provided to the grievant and the City Manager.
Either the employee or the department may file a written appeal to the
proposed decision, by filing exceptions thereto with the Human
Resources Administrator within ten (10) days of receipt of the Commission’s recommended decision.
The party desiring to contest the recommended decision of the
Commission may also request a transcript for review by the City
Manager within ten (10) working days of the Commission’s decision. If the appealing party requests a transcript, that party shall pay the cost
of the transcript.
17. Final Action by City Manager
Within ten (10) working days of the filing of exceptions, or within ten (10) days of receipt of the transcript, the City Manager shall review the
decision of the Commission, any exceptions filed, and a record, if one
is requested. The decision of the City Manager shall be final. The
decision shall be transmitted to the employee and to the department
head.
ARTICLE XXII DISCIPLINARY ACTIONS
Section A. 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.
50
Section B. 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(s), 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 Administrator a written request for an appeal
hearing before the Human Resources Commission.
The employee may also elect 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.
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 XXIII DISCIPLINARY ACTIONS – FULL-TIME AND PERMANENT
PART-TIME UNCLASSIFIED EMPLOYEES
The parties agree to provide all full-time unclassified and part-time benefited members
paying dues to the bargaining group the right to request and be granted a meeting with
the City Manager to answer to charges in a disciplinary action that may be expected to
result in loss of pay or termination.
Full-Time Unclassified Positions
Records/Legal Technician
Communications & Marketing Specialist
Deputy City Clerk
Part-Time Benefited Positions Information Systems Specialist
Librarian
Library Technician I & II
Museum Education Coordinator Office Assistant Senior Citizen Project Specialist
Senior Citizen Program Specialist
Senior Library Technician
52
ARTICLE XXIV 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, 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 Association 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
Association 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 the Memorandum of Understanding to be
executed this ___ day of ___________, 2018.
ARCADIA CITY EMPLOYEES
ASSOCIATION
Cara Wilhelm President
CITY OF ARCADIA
Dominic Lazzaretto City Manager
53
2018-2020 NEGOTIATION TEAMS
ACEA NEGOTIATION TEAMS
Patricia Auriemmo,
Member-at-Large
Margaret Lindstrom,
Member-at-Large
Anabel Carillo,
Treasurer
Alicia Salce,
Director
Jill Perumean,
Secretary
CITY REPRESENTATIVES
Jason Kruckeberg,
Assistant City Manager/
Development Services Director
Hue Quach,
Administrative Services Director
Michael Bruckner,
Assistant to the City Manager
Shama Curian,
Human Resources Administrator
Shelly Polifka,
ACEA Vice-President
Cara Wilhelm,
ACEA President
Range
Number Title Step A Step B Step C Step D Step E Step F Step G Step H Step I Step J
42 Library Technician I 3,184$ 3,262$ 3,346$ 3,428$ 3,514$ 3,603$ 3,693$ 3,787$ 3,880$ 3,978$
43 Accounting Technician I 3,262$ 3,346$ 3,428$ 3,514$ 3,603$ 3,693$ 3,787$ 3,880$ 3,978$ 4,075$
44 3,346$ 3,428$ 3,514$ 3,603$ 3,693$ 3,787$ 3,880$ 3,978$ 4,075$ 4,177$
45 Office Assistant 3,428$ 3,514$ 3,603$ 3,693$ 3,787$ 3,880$ 3,978$ 4,075$ 4,177$ 4,281$
46 Library Techncian II
Museum Education Coordinator 3,514$ 3,603$ 3,693$ 3,787$ 3,880$ 3,978$ 4,075$ 4,177$ 4,281$ 4,387$
47
Accounting Technician II
Information & Referral Coordinator
Recreation Coordinator
Senior Citizens Project Specialist
3,603$ 3,693$ 3,787$ 3,880$ 3,978$ 4,075$ 4,177$ 4,281$ 4,387$ 4,496$
48 3,693$ 3,787$ 3,880$ 3,978$ 4,075$ 4,177$ 4,281$ 4,387$ 4,496$ 4,610$
49 Administrative Assistant
Senior Citizens Program Specialist 3,787$ 3,880$ 3,978$ 4,075$ 4,177$ 4,281$ 4,387$ 4,496$ 4,610$ 4,727$
50 Building Technician I 3,880$ 3,978$ 4,075$ 4,177$ 4,281$ 4,387$ 4,496$ 4,610$ 4,727$ 4,842$
51 3,978$ 4,075$ 4,177$ 4,281$ 4,387$ 4,496$ 4,610$ 4,727$ 4,842$ 4,965$
52 Senior Library Technician 4,075$ 4,177$ 4,281$ 4,387$ 4,496$ 4,610$ 4,727$ 4,842$ 4,965$ 5,088$
53 Senior Accounting Technician 4,177$ 4,281$ 4,387$ 4,496$ 4,610$ 4,727$ 4,842$ 4,965$ 5,088$ 5,217$
54
Building Technician II
Communications & Marketing
Specialist I
Senior Administrative Assistant
4,281$ 4,387$ 4,496$ 4,610$ 4,727$ 4,842$ 4,965$ 5,088$ 5,217$ 5,345$
55
Code Services Officer
Fire Administrative Specialist
RecordsLegal Technician
4,387$ 4,496$ 4,610$ 4,727$ 4,842$ 4,965$ 5,088$ 5,217$ 5,345$ 5,479$
56 Engineering Assistant
Public Works Office Coordinator 4,496$ 4,610$ 4,727$ 4,842$ 4,965$ 5,088$ 5,217$ 5,345$ 5,479$ 5,615$
57 Accounting Specialist
Circulation Services Supervisor
Revenue Collection Specialist
4,610$ 4,727$ 4,842$ 4,965$ 5,088$ 5,217$ 5,345$ 5,479$ 5,615$ 5,756$
58 4,727$ 4,842$ 4,965$ 5,088$ 5,217$ 5,345$ 5,479$ 5,615$ 5,756$ 5,900$
59
Historical Museum Curator
Information Systems Specialist
Librarian I
4,842$ 4,965$ 5,088$ 5,217$ 5,345$ 5,479$ 5,615$ 5,756$ 5,900$ 6,048$
EXHIBIT A
CITY OF ARCADIA MONTHLY SALARY RANGE
APRIL 1, 2018 - MARCH 31, 2019
ACEA - 2.0% COLA
Range
Number Title Step A Step B Step C Step D Step E Step F Step G Step H Step I Step J
EXHIBIT A
CITY OF ARCADIA MONTHLY SALARY RANGE
APRIL 1, 2018 - MARCH 31, 2019
ACEA - 2.0% COLA
60
Business License Officer
Communications & Marketing
Specialist II
Deputy City Clerk
Senior Building Technician
Senior Code Services Officer
4,965$ 5,088$ 5,217$ 5,345$ 5,479$ 5,615$ 5,756$ 5,900$ 6,048$ 6,199$
61 5,088$ 5,217$ 5,345$ 5,479$ 5,615$ 5,756$ 5,900$ 6,048$ 6,199$ 6,354$
62
Assistant Planner
Combination Inspector
Public Works Inspector
Senior Engineering Assistant
5,217$ 5,345$ 5,479$ 5,615$ 5,756$ 5,900$ 6,048$ 6,199$ 6,354$ 6,514$
63 5,345$ 5,479$ 5,615$ 5,756$ 5,900$ 6,048$ 6,199$ 6,354$ 6,514$ 6,676$
64
Accountant
Fire Inspector
Librarian II
5,479$ 5,615$ 5,756$ 5,900$ 6,048$ 6,199$ 6,354$ 6,514$ 6,676$ 6,842$
65 5,615$ 5,756$ 5,900$ 6,048$ 6,199$ 6,354$ 6,514$ 6,676$ 6,842$ 7,015$
66
Assistant Engineer
Associate Planner
Senior Combination Inspector
Senior Public Works Inspector
5,756$ 5,900$ 6,048$ 6,199$ 6,354$ 6,514$ 6,676$ 6,842$ 7,015$ 7,190$
67 5,900$ 6,048$ 6,199$ 6,354$ 6,514$ 6,676$ 6,842$ 7,015$ 7,190$ 7,370$
68 6,048$ 6,199$ 6,354$ 6,514$ 6,676$ 6,842$ 7,015$ 7,190$ 7,370$ 7,554$
69 6,199$ 6,354$ 6,514$ 6,676$ 6,842$ 7,015$ 7,190$ 7,370$ 7,554$ 7,743$
70 Associate Civil Engineer 6,354$ 6,514$ 6,676$ 6,842$ 7,015$ 7,190$ 7,370$ 7,554$ 7,743$ 7,937$
71 6,514$ 6,676$ 6,842$ 7,015$ 7,190$ 7,370$ 7,554$ 7,743$ 7,937$ 8,137$
72 6,676$ 6,842$ 7,015$ 7,190$ 7,370$ 7,554$ 7,743$ 7,937$ 8,137$ 8,336$
73 Principal Librarian
Senior Planner 6,842$ 7,015$ 7,190$ 7,370$ 7,554$ 7,743$ 7,937$ 8,137$ 8,336$ 8,545$
Range
Number Title Step A Step B Step C Step D Step E Step F Step G Step H Step I Step J
42 Library Technician I 3,248$ 3,327$ 3,413$ 3,497$ 3,584$ 3,675$ 3,767$ 3,863$ 3,958$ 4,058$
43 Accounting Technician I 3,327$ 3,413$ 3,497$ 3,584$ 3,675$ 3,767$ 3,863$ 3,958$ 4,058$ 4,157$
44 3,413$ 3,497$ 3,584$ 3,675$ 3,767$ 3,863$ 3,958$ 4,058$ 4,157$ 4,261$
45 Office Assistant 3,497$ 3,584$ 3,675$ 3,767$ 3,863$ 3,958$ 4,058$ 4,157$ 4,261$ 4,367$
46 Library Techncian II
Museum Education Coordinator 3,584$ 3,675$ 3,767$ 3,863$ 3,958$ 4,058$ 4,157$ 4,261$ 4,367$ 4,475$
47
Accounting Technician II
Information & Referral Coordinator
Recreation Coordinator
Senior Citizens Project Specialist
3,675$ 3,767$ 3,863$ 3,958$ 4,058$ 4,157$ 4,261$ 4,367$ 4,475$ 4,586$
48 3,767$ 3,863$ 3,958$ 4,058$ 4,157$ 4,261$ 4,367$ 4,475$ 4,586$ 4,702$
49 Administrative Assistant
Senior Citizens Program Specialist 3,863$ 3,958$ 4,058$ 4,157$ 4,261$ 4,367$ 4,475$ 4,586$ 4,702$ 4,822$
50 Building Technician I 3,958$ 4,058$ 4,157$ 4,261$ 4,367$ 4,475$ 4,586$ 4,702$ 4,822$ 4,939$
51 4,058$ 4,157$ 4,261$ 4,367$ 4,475$ 4,586$ 4,702$ 4,822$ 4,939$ 5,064$
52 Senior Library Technician 4,157$ 4,261$ 4,367$ 4,475$ 4,586$ 4,702$ 4,822$ 4,939$ 5,064$ 5,190$
53 Senior Accounting Technician 4,261$ 4,367$ 4,475$ 4,586$ 4,702$ 4,822$ 4,939$ 5,064$ 5,190$ 5,321$
54
Building Technician II
Communications & Marketing
Specialist I
Senior Administrative Assistant
4,367$ 4,475$ 4,586$ 4,702$ 4,822$ 4,939$ 5,064$ 5,190$ 5,321$ 5,452$
55
Code Services Officer
Fire Administrative Specialist
RecordsLegal Technician
4,475$ 4,586$ 4,702$ 4,822$ 4,939$ 5,064$ 5,190$ 5,321$ 5,452$ 5,589$
56 Engineering Assistant
Public Works Office Coordinator 4,586$ 4,702$ 4,822$ 4,939$ 5,064$ 5,190$ 5,321$ 5,452$ 5,589$ 5,727$
57 Accounting Specialist
Circulation Services Supervisor
Revenue Collection Specialist
4,702$ 4,822$ 4,939$ 5,064$ 5,190$ 5,321$ 5,452$ 5,589$ 5,727$ 5,871$
58 4,822$ 4,939$ 5,064$ 5,190$ 5,321$ 5,452$ 5,589$ 5,727$ 5,871$ 6,018$
59
Historical Museum Curator
Information Systems Specialist
Librarian I
4,939$ 5,064$ 5,190$ 5,321$ 5,452$ 5,589$ 5,727$ 5,871$ 6,018$ 6,169$
EXHIBIT A
CITY OF ARCADIA MONTHLY SALARY RANGE
APRIL 1, 2019 - JUNE 30, 2020
ACEA - 2.0% COLA
Range
Number Title Step A Step B Step C Step D Step E Step F Step G Step H Step I Step J
EXHIBIT A
CITY OF ARCADIA MONTHLY SALARY RANGE
APRIL 1, 2019 - JUNE 30, 2020
ACEA - 2.0% COLA
60
Business License Officer
Communications & Marketing
Specialist II
Deputy City Clerk
Senior Building Technician
Senior Code Services Officer
5,064$ 5,190$ 5,321$ 5,452$ 5,589$ 5,727$ 5,871$ 6,018$ 6,169$ 6,323$
61 5,190$ 5,321$ 5,452$ 5,589$ 5,727$ 5,871$ 6,018$ 6,169$ 6,323$ 6,481$
62
Assistant Planner
Combination Inspector
Public Works Inspector
Senior Engineering Assistant
5,321$ 5,452$ 5,589$ 5,727$ 5,871$ 6,018$ 6,169$ 6,323$ 6,481$ 6,644$
63 5,452$ 5,589$ 5,727$ 5,871$ 6,018$ 6,169$ 6,323$ 6,481$ 6,644$ 6,810$
64
Accountant
Fire Inspector
Librarian II
5,589$ 5,727$ 5,871$ 6,018$ 6,169$ 6,323$ 6,481$ 6,644$ 6,810$ 6,979$
65 5,727$ 5,871$ 6,018$ 6,169$ 6,323$ 6,481$ 6,644$ 6,810$ 6,979$ 7,155$
66
Assistant Engineer
Associate Planner
Senior Combination Inspector
Senior Public Works Inspector
5,871$ 6,018$ 6,169$ 6,323$ 6,481$ 6,644$ 6,810$ 6,979$ 7,155$ 7,334$
67 6,018$ 6,169$ 6,323$ 6,481$ 6,644$ 6,810$ 6,979$ 7,155$ 7,334$ 7,517$
68 6,169$ 6,323$ 6,481$ 6,644$ 6,810$ 6,979$ 7,155$ 7,334$ 7,517$ 7,705$
69 6,323$ 6,481$ 6,644$ 6,810$ 6,979$ 7,155$ 7,334$ 7,517$ 7,705$ 7,898$
70 Associate Civil Engineer 6,481$ 6,644$ 6,810$ 6,979$ 7,155$ 7,334$ 7,517$ 7,705$ 7,898$ 8,096$
71 6,644$ 6,810$ 6,979$ 7,155$ 7,334$ 7,517$ 7,705$ 7,898$ 8,096$ 8,300$
72 6,810$ 6,979$ 7,155$ 7,334$ 7,517$ 7,705$ 7,898$ 8,096$ 8,300$ 8,503$
73 Principal Librarian
Senior Planner 6,979$ 7,155$ 7,334$ 7,517$ 7,705$ 7,898$ 8,096$ 8,300$ 8,503$ 8,716$
CITY OF ARCADIA
AND
ARCADIA PUBLIC WORKS EMPLOYEES ASSOCIATION
MEMORANDUM OF UNDERSTANDING
APRIL 1, 2018 – JUNE 30, 2020
ii
Contents
PREAMBLE ................................................................................................................................................. 1
ARTICLE I ................................................................................................................................................... 2
Section A. PARTIES AND RECOGNITION ................................................................................... 2
Section B. APPROPRIATE UNIT .................................................................................................... 2
Section C. MUTUAL RECOMMENDATION .................................................................................. 2
Section D. AUTHORIZED AGENTS ............................................................................................... 3
ARTICLE II .................................................................................................................................................. 3
Section A. TERM ............................................................................................................................... 3
Section B. SAVINGS CLAUSE ........................................................................................................ 3
ARTICLE III ASSOCIATION RIGHTS .............................................................................................. 4
Section A. AGENCY SHOP LEGISLATIVE AUTHORITY ........................................................... 4
Section B. RIGHT TO JOIN ............................................................................................................. 6
Section C. USE OF BULLETIN BOARDS ...................................................................................... 6
Section D. PAYROLL DEDUCTION ............................................................................................... 7
Section E. ACCESS TO FACILITIES ............................................................................................. 7
Section F. ASSOCIATION STEWARDS ........................................................................................ 8
Section G. REASONABLE NOTICE ............................................................................................... 8
ARTICLE IV MANAGEMENT RIGHTS ............................................................................................. 8
ARTICLE V COMPENSATION ......................................................................................................... 9
Section A. SALARY SCHEDULES ................................................................................................. 9
Section B. PROMOTION OR ADVANCEMENT ........................................................................... 9
Section C. PERCENTAGES BETWEEN STEPS/RANGE .......................................................... 9
Section D. ADVANCES IN RATE OF COMPENSATION ............................................................ 9
ARTICLE VI RETIREMENT .............................................................................................................. 10
Section A. EMPLOYEES HIRED BEFORE JULY 1, 2011 ........................................................ 10
Section B. EMPLOYEES HIRED ON OR AFTER JULY 1, 2011 BUT BEFORE OCTOBER
9, 2011 11
Section C. EMPLOYEES HIRED ON OR AFTER OCTOBER 9, 2011 OTHER THAN NEW
CalPERS MEMBERS .......................................................................................................................... 12
Section D. NEW CalPERS MEMBERS HIRED ON OR AFTER JANUARY 1, 2013 ............ 14
iii
Section E. DEFERRED COMPENSATION ................................................................................. 15
ARTILCE VII OVERTIME (FLSA) AND WORK SCHEDULES .................................................... 15
Section A. OVERTIME .................................................................................................................... 15
Section B. RECALL ......................................................................................................................... 15
Section C. .............................................................................................................................................. 16
Section D. WORK SCHEDULES ................................................................................................... 16
ARTICLE VIII STABILITY PAY/LONGEVITY PAY....................................................................... 16
Section A. STABILITY PAY............................................................................................................ 16
Section B. LONGEVITY PAY ......................................................................................................... 16
ARTICLE IX TUITION LOAN/REIMBURSEMENT ....................................................................... 17
ARTICLE X MILEAGE REIMBURSEMENT ................................................................................ 18
ARTICLE XI HEALTH, DENTAL AND LIFE INSURANCE ......................................................... 18
Section A. CONTRIBUTION .......................................................................................................... 18
ARTILCE XII RETIREE MEDICAL ................................................................................................... 20
Section A. RETIREE MEDICAL - EMPLOYEES HIRED BEFORE JULY 1, 2011 ................ 20
Section B. RETIREE MEDICAL - EMPLOYEES HIRED ON OR AFTER JULY 1, 2011 ..... 21
ARTICLE XIII DISABILITY INCOME INSURANCE ..................................................................... 21
ARTICLE XIV MEDICAL EXAMINATIONS .................................................................................... 21
ARTICLE XV UNIFORMS .................................................................................................................. 21
Section A. .............................................................................................................................................. 21
Section B. .............................................................................................................................................. 22
Section C. .............................................................................................................................................. 22
Section D. .............................................................................................................................................. 22
Section E. .............................................................................................................................................. 22
Section F................................................................................................................................................ 22
Section G. .............................................................................................................................................. 22
Section H. .............................................................................................................................................. 22
ARTICLE XVI LEAVE ........................................................................................................................ 22
Section A. LEAVE ............................................................................................................................ 22
Section B. POWER TO GRANT LEAVE ...................................................................................... 23
Section C. TEMPORARY MILITARY LEAVE (PAID AND UNPAID) ....................................... 24
Section D. VACATION LEAVE ...................................................................................................... 25
iv
Section E. SICK LEAVE ................................................................................................................. 26
Section F. WORKERS’ COMPENSATION .................................................................................. 27
Section G. HOLIDAYS .................................................................................................................... 28
Section H. JURY LEAVE ................................................................................................................ 30
Section I. WITNESS LEAVE ........................................................................................................ 30
Section J. BEREAVEMENT LEAVE ............................................................................................ 30
Section K. UNAUTHORIZED ABSENCE ..................................................................................... 30
ARTICLE XVII PROBATIONARY PERIOD .................................................................................... 31
Section A. .............................................................................................................................................. 31
Section B. .............................................................................................................................................. 31
Section C. .............................................................................................................................................. 31
ARTICLE XVIII ACTING PAY ............................................................................................................ 31
Section A. ACTING PAY ................................................................................................................ 31
Section B. EXCEPTION.................................................................................................................. 32
ARTICLE XIX LAYOFFS .................................................................................................................. 32
Section A. LAYOFF PROCEDURE .............................................................................................. 32
Section B. RE-EMPLOYMENT LIST ............................................................................................ 32
Section C. SEVERANCE PAY ....................................................................................................... 32
ARTICLE XX PERSONNEL FILES ................................................................................................ 33
Section A. PERSONNEL FILES .................................................................................................... 33
Section B. PROMOTIONAL RECUITMENTS ............................................................................. 33
Section C. WRITTEN REPRIMAND REVIEW ............................................................................. 33
ARTICLE XXI EMPLOYEE GRIEVANCES ................................................................................... 33
Section A. DEFINITIONS ............................................................................................................... 33
Section B. TIMELINESS ................................................................................................................. 35
Section C. EMPLOYEE REPRESENTATION ............................................................................. 35
Section D. INFORMAL GRIEVANCE PROCEDURE ................................................................. 35
Section E. FORMAL GRIEVANCE PROCEDURE ..................................................................... 35
Section F. APPEAL TO HUMAN RESOURCES COMMISSION ............................................. 37
ARTICLE XXII LABOR - MANAGEMENT COMMITTEE .............................................................. 41
ARTICLE XXIII FULL UNDERSTANDING ....................................................................................... 42
Section A. .............................................................................................................................................. 42
v
Section B. .............................................................................................................................................. 42
2014 - 2018 NEGOTIATION TEAMS .................................................................................................... 43
1
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 Association 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.
2
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, a formally recognized exclusive employee organization, hereinafter referred to as the "Association," pursuant to the
provisions of the Meyers-Milias-Brown Act (Government Code §§3500 et.
seq.).
Section B. APPROPRIATE UNIT
The City agrees to give the Association notice of any changes, additions,
or deletions of bargaining unit by classifications via an emailed copy of the
Human Resources Commission Agenda. The agenda will be emailed to
the Association’s authorized agent at the same time the agenda is sent to
Commission members. The Association shall be responsible for providing the City with the authorized agent’s email address.
The full-time and permanent part-time classifications covered by this
Agreement are: Building Maintenance Crew Supervisor
Building Maintenance Technician
Equipment Operator
Fleet Maintenance Crew Supervisor
Fleet Technician I and II Fleet Technician/Welder
Maintenance Worker
Storekeeper/Buyer
Streets Maintenance Crew Supervisor
Traffic Signal/Street Light Technician Utilities Crew Supervisor
Water Production Crew Supervisor
Water Production Technician I and II
Water Quality Backflow Inspector
Section C. MUTUAL RECOMMENDATION
This Memorandum of Understanding constitutes a mutual
recommendation to the City Council, City of Arcadia, for determination.
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Section D. AUTHORIZED AGENTS
The City's principal authorized agent shall be the City Manager,
240 W. Huntington Drive, Arcadia, California, 91007, except where a
particular City representative is specifically designated in connection with the performance of a specific function or obligation set forth herein.
The Public Works bargaining unit’s authorized representative is Marcos
Garcia, President of the Arcadia Public Works Employees Association,
11800 Goldring Road, Arcadia, California, 91066-6021. The duly authorized staff representative is Robin Nahin, Executive Director of City
Employees Associates, City Employees Associates, 2918 E 7th Street,
Long Beach, California, 90804.
ARTICLE II
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 by the City Council, for the period of April 1, 2018 through June 30, 2020.
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.
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ARTICLE III ASSOCIATION RIGHTS
Section A. AGENCY SHOP LEGISLATIVE AUTHORITY
The City of Arcadia (City) and the Arcadia Public Works Employees
Association (Association) mutually understand and agree that in
accordance with State of California law, per adoption of SB 739, and the Agency Shop election held on September 15, 2005, a majority of the full time, regular employees in classifications represented by the Association
voted to be covered by an Agency Shop agreement. As a result of the
Agency Shop election, as a condition of continued employment, this
Agency Shop agreement hereby requires that all bargaining unit employees:
a. Elect to join the Association and pay Association dues;
b. Pay an agency fee for representation; or
c. With a religious exemption, pay a fee equal to the agency fee to be donated to selected charities.
1. Association Dues/Agency Fee Collection. The Administrative
Services Department shall deduct Association dues, agency fee
and religious exemption fees from all employees who have signed a written authorization and a copy of that authorization has been
provided to the Administrative Services Department. Employees on
leave without pay or employees who earn a salary less than the
Association deduction shall not have an Association dues or
agency fee deduction for that pay period. The Association shall notify the City of any agency fee payer who elects to only pay fair
share fees, the fee equal to direct representation costs as
determined by the Association’s certified financial report. The
Association shall notify the City of the amount of the fair share fee
to be deducted from the fair share fee payer’s paycheck.
2. New Hire Notification. All new hires in the Association shall be
informed by the Human Resources Division, at the time of hire that
an Agency Shop agreement is in effect for their classification. The
employee shall be provided a copy of this Agreement, the Memorandum of Understanding and a form, mutually developed between the City and the Association that outlines the employee’s
choices under the Agency Shop Agreement. The employee shall be
provided thirty (30) calendar days from the date of hire to elect their
choice and provide a signed copy of that choice to the Administrative Services Department. The Association may request to meet with new hires at a time and place mutually agreed upon
between the Department Head and the Association.
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3. Failure to Pay Dues/Fees. All unit employees who choose not to
become members of Arcadia Public Works Employees Association
shall be required to pay to Arcadia Public Works Employees
Association a representation service fee that represents such
employee's proportionate share of Arcadia Public Works Employees Association's cost of legally authorized representation
services on behalf of unit employees in their relations with the City
of Arcadia. Such representation service fee shall in no event
exceed the regular, periodic membership dues paid by unit
employees who are members of Arcadia Public Works Employees Association. Unit employees who attain such status after the
effective date of this Agreement shall be subject to its terms thirty
(30) days after attaining unit status.
4. Leave Without Pay/Temporary Assignment Out of Unit. Employees on an unpaid leave of absence or temporarily assigned out of the
unit shall be excused from paying agency shop fees or charitable
contributions.
5. Religious Exemption. Any employee who is a member of a religious body whose traditional tenets or teachings include
objections to joining or financially supporting employee
organizations shall not be required to pay an agency fee, but shall
pay by means of mandatory payroll deduction an amount equal to
the agency fee to a non-religious, non-labor charitable organization exempt from taxation under Section 501(c)(3) of the Internal
Revenue Code. Those fees shall be remitted by the City, at the
choice of the employee, to one of the following non-labor, non-
religious charitable organizations: United Way or American Red Cross.
To qualify for the religious exemption the employee must provide to
Arcadia Public Works Employees Association, with a copy to the
City, a written statement of objection, along with verifiable evidence of membership in a religious body as described above. The City will implement the change in status within thirty (30) days unless
notified by Arcadia Public Works Employees Association that the
requested exemption is not valid. The City shall not be made a
party to any dispute arising relative to the determination of religious exemptions.
Any of the above-described payment obligations shall be processed
by the City in the usual and customary manner and time-frames.
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6. Records. Arcadia Public Works Employees Association shall keep an adequate itemized record of its financial transactions and shall
make available annually, to the City and to unit members, within
sixty (60) days after the end of its fiscal year, a written financial
report thereof in the form of a balance sheet certified as to accuracy
by its president and treasurer or corresponding principal officer, or by a certified public accountant. The City shall provide the
Association a list of all unit members and dues paying status with
each Association dues check remitted to the Association.
7. Rescission of Agreement. The Agency Shop agreement may be rescinded at any time during the term of the Memorandum of
Understanding by a majority vote of all the employees in the
bargaining unit. A request for such vote must be supported by a
petition containing the signatures of at least thirty percent (30%) of
the employees in the unit. The election shall be by secret ballot and conducted by California State Mediation and Conciliation and in
accordance with state law.
8. Indemnification. The Association shall indemnify, defend and hold
the City harmless from and against all claims and liabilities as a result of implementing and maintaining this agreement.
Section B. RIGHT TO JOIN
The City and the Association 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 C. USE OF BULLETIN BOARDS
The City shall provide for the Association's use designated bulletin boards where employees in the bargaining unit have access during regular business hours subject to the following conditions:
1. All postings for bulletin boards must contain the date of posting and
the identification of the organization; and 2. The Association 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 ninety (90) days.
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Section D. PAYROLL DEDUCTION
The City will deduct from the pay of Association members the normal and
regular monthly Association membership dues as 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
(15) days or longer after such submission.
Section E. ACCESS TO FACILITIES
All Association business will be conducted by employees and Association representatives outside of established work hours.
Nothing herein shall be construed to prevent an Association
representative or an employee from contacting the Human Resources
Administrator or other management representatives regarding personnel related matters during work hours.
The authorized Association Business Agent shall be given access to work
locations during working hours provided that prior to visiting any work location the Association representative shall:
1. Contact the Human Resources Administrator or his/her designee,
to state the purpose of his/her visit and which location he/she will
be visiting, and 2. The Human Resources Administrator or designee 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 Association Business Agent is denied because it would interfere with the operations of the department, the Human Resources Administrator or his
designee shall set an alternative time and/or location for such visit within
72 hours.
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Section F. ASSOCIATION STEWARDS
Four (4) Shop Stewards shall be selected in such manner as the
Association may determine.
The Association 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 G. 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 (2) authorized representatives of
the Association shall constitute reasonable written notice of any
opportunity to meet with such agencies, on all matters within the scope of
representation upon which the City Council or Human Resources Commission may act. The Association shall provide the Human Resources Administrator with the name and addresses of the two (2)
authorized representatives within five (5) days of the effective date of this
Agreement.
ARTICLE IV MANAGEMENT RIGHTS
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.
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ARTICLE V COMPENSATION
Section A. SALARY SCHEDULES
The City agrees to increase base salaries of classifications covered by this
MOU in the amount of two percent (2%) effective April 1, 2018, and two
percent (2%) effective April 1, 2019. The salary schedules for classifications covered by this MOU are set forth on Exhibit A and incorporated herein.
Section B. PROMOTION OR ADVANCEMENT
Promotion or Advancement in Rate of Compensation. 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.
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. PERCENTAGES BETWEEN STEPS/RANGE
The Parties acknowledge that the percentage between steps within a
range is approximately two and one half percent (2.5%).
Section D. ADVANCES IN RATE OF COMPENSATION
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.
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ARTICLE VI RETIREMENT
Section A. EMPLOYEES HIRED BEFORE JULY 1, 2011
The City contracts with the State of California Public Employees
Retirement System (CalPERS) for the classifications contained in this
Agreement. The plan shall include the following options: 1. 2.5% @ 55 retirement formula (Government Code §21354.4);
2. Single highest year final compensation (Government Code
§20042);
3. Post Retirement Survivor Continuance; 4. Credit for Unused Sick leave (Government Code §20965);
5. 1959 Survivors Benefit for which each employee contributes ninety-
three cents ($.93) per pay period;
6. Third level 1959 Survivors Benefit allowance (Government Code
§21573); 7. Military service credit as public service option (Government Code
§21024). It is agreed and understood that the employee is
responsible for paying for this benefit;
8. The City agrees to allow members to participate in a pre-tax payroll
deduction plan for service purchases; 9. Provided the employee signs a waiver leasing and holding the City
harmless, from any liability, whatsoever, the City agrees to allow
members to use funds from their deferred compensation (457 plan)
toward the pre-tax payroll deduction plan for service credit
purchases; 10. Special compensation items shall be reported to CalPERS in
accordance with applicable law;
11. Employees agree to make contributions to offset a portion of the
City’s costs related to CalPERS retirement benefits. The employee
cost-sharing will be accomplished through pre-tax deductions in the manner contemplated by Government Code §20516(f). The parties
recognize that the IRS has yet to take a position on the pre-tax
status of deductions made under §20516(f) and in the event that,
subsequent to the effective date of this provision, the IRS
determines that such deductions do not qualify for pre-tax status, the parties agree to meet and discuss the effects thereof. The cost-
sharing arrangement will be implemented as follows:
Employees will pay seven percent (7%) of PERSable
compensation to CalPERS retirement via payroll deduction towards the City’s Employer Contribution to CalPERS, and said
amount will be allocated to the employer’s account.
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12. In addition to the foregoing cost sharing payments, employees shall continue to pay one percent (1%) of the member contribution to
CalPERS;
13. The City shall continue to pay the cost of the employees’ member
contribution to CalPERS in the amount of seven percent (7%)
(EPMC) and shall continue to report that as additional compensation pursuant to §20636(c)(4) of the Government Code.
Further, said amount will be allocated to the employee’s retirement
account; and
14. The Pre-Retirement Option 2W Death Benefit (Government Code
§21548). Pursuant to §20516(f) (Employee Sharing Cost of Additional Benefits), Employees agree to cost-share this benefit
with the City through pre-tax deductions in the manner
contemplated by §20516(f) of the Government Code. The parties
recognize that the IRS has yet to take a position on the pre-tax
status of deductions made under §20516(f) and in the event that, subsequent to the effective date of this provision, the IRS
determines that such deductions do not qualify for pre-tax status,
the parties agree to meet and discuss the effects thereof. It is
agreed and understood that both parties shall split the cost of this
optional benefit which was determined to be a total of .276%. The cost-sharing arrangement will be implemented as follows:
Employees will pay one hundred thirty eight thousandths of a
percent (.138%) of PERSable compensation to CalPERS
retirement via payroll deduction; and the City will pay one hundred thirty eight thousandths of a percent (.138%) of
PERSable compensation to CalPERS retirement.
Section B. EMPLOYEES HIRED ON OR AFTER JULY 1, 2011 BUT BEFORE
OCTOBER 9, 2011
The City contracts with the State of California Public Employees
Retirement System (CalPERS) for the classifications contained in this
Agreement. The plan shall include the following options:
1. 2.5% at age 55 retirement formula (Government Code §21354.4);
2. Single highest year final compensation (Government Code
§20042);
3. Post Retirement Survivor Continuance;
4. Credit for unused sick leave (Government Code §20965); 5. 1959 Survivors Benefit for which each employee contributes
ninety-three cents ($.93) per pay period;
6. Third level 1959 Survivors Benefit allowance (Government Code
§21573);
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7. Military service credit as public service option (Government Code §21024). It is agreed and understood that the employee is
responsible for paying for the cost of this benefit;
8. Employee will pay the full eight percent (8%) member contribution
to CalPERS on a pre-tax basis via payroll deduction;
9. The City agrees to allow members to participate in a pre-tax payroll deduction plan for service credit purchases;
10. Provided the employee signs a waiver leasing and holding the City
harmless, from any liability, whatsoever, the City agrees to allow
members to use funds from their deferred compensation (457 plan)
toward the pre-tax payroll deduction plan for service credit purchases;
11. Special Compensation items shall be reported to CalPERS in
accordance with applicable law; and
12. The Pre-Retirement Option 2W Death Benefit (Government Code
§21548). Pursuant to §20516(f) (Employee Sharing Cost of Additional Benefits), Employees agree to cost-share this benefit
with the City through pre-tax deductions in the manner
contemplated by Government Code §20516(f). The parties
recognize that the IRS has yet to take a position on the pre-tax
status of deductions made under §20516(f) and in the event that, subsequent to the effective date of this provision, the IRS
determines that that such deductions do not qualify for pre-tax
status, the parties agree to meet and discuss the effects thereof. It
is agreed and understood that both parties shall split the cost of this
optional benefit which was determined to be a total of .276%. The cost-sharing arrangement will be implemented as follows:
Employees will pay one hundred thirty eight thousandths of a
percent (.138%) of PERSable compensation to CalPERS retirement via payroll deduction; and the City will pay one hundred thirty eight thousandths of a percent (.138%) of
PERSable compensation to CalPERS.
Section C. EMPLOYEES HIRED ON OR AFTER OCTOBER 9, 2011 OTHER THAN
NEW CalPERS MEMBERS
The City contracts with the State of California Public Employees
Retirement System (CalPERS) for the classifications contained in this
Agreement. The plan shall include the following options:
1. 2% at age 60 retirement formula (Government Code §21353);
2. Three (3) year average final compensation period (Government
Code §20037);
3. Post Retirement Survivor Continuance;
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4. Credit for Unused sick leave (Government Code §20965); 5. 1959 Survivors Benefit for which each employee contributes
ninety-three cents ($.93) per pay period;
6. Third level 1959 Survivors Benefit allowance Government Code
§21573);
7. Military service credit as public service option Government Code §21024). It is agreed and understood that the employee is
responsible for paying for this benefit;
8. The City agrees to allow members to participate in a pre-tax payroll
deduction plan for service purchases;
9. Provided the employee signs a waiver releasing and holding the City harmless, from any liability, whatsoever, the City agrees to
allow members to use funds from their deferred compensation
(457 Plan) toward the pre-tax payroll deduction plan for service
credit purchases;
10. Special compensation items shall be reported to CalPERS in accordance with applicable law;
11. Employee will pay the full seven percent (7%) member contribution
to CalPERS via payroll deduction; and
12. The Pre-Retirement Option 2W Death Benefit (Government Code
§21548). Pursuant to §20516(f) (Employee Sharing Cost of Additional Benefits), Employees agree to cost–share this benefit
with the City through pre-tax deductions in the manner
contemplated by §20516(f) of the Government Code. The parties
recognize that the IRS has yet to take a position on the pre-tax
status of deductions made under §20516(f) and in the event that, subsequent to the effective date of this provision, the IRS
determines that such deductions do not qualify for pre-tax status,
the parties agree to meet and discuss the effects thereof. It is
agreed and understood that both parties shall split the cost of this optional benefit which was determined to be a total of .276%. The cost-sharing arrangement will be implemented as follows:
Employees will pay one hundred thirty eight thousandths of a
percent (.138%) of PERSable compensation to CalPERS
retirement via payroll deduction; and the City will pay one
hundred thirty eight thousandths of a percent (.138%) of
PERSable compensation to CalPERS retirement.
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Section D. NEW CalPERS MEMBERS HIRED ON OR AFTER JANUARY 1, 2013
The City contracts with the State of California Public Employees
Retirement System (CalPERS) for the classifications contained in this
Agreement. The plan shall include the following options:
1. 2% at age 62 retirement formula (Government Code §7522.20);
2. Three (3) year average final compensation period (Government
Code §20037);
3. Post Retirement Survivor Continuance;
4. Credit for Unused sick leave (Government Code §20965); 5. 1959 Survivors Benefit for which each employee contributes
ninety-three cents ($.93) per pay period;
6. Third level 1959 Survivors Benefit allowance Government Code
§21573);
7. Military service credit as public service option Government Code §21024). It is agreed and understood that the employee is
responsible for paying for this benefit;
8. The City agrees to allow members to participate in a pre-tax payroll
deduction plan for service purchases;
9. Provided the employee signs a waiver releasing and holding the City harmless, from any liability, whatsoever, the City agrees to
allow members to use funds from their deferred compensation
(457 Plan) toward the pre-tax payroll deduction plan for service
credit purchases;
10. Special compensation items shall be reported to CalPERS in accordance with applicable law;
11. Employee will pay 50% of the normal cost, currently six and three
quarters percent (6.75%) member contribution to CalPERS on a
pre-tax basis via payroll deduction; and
12. The Pre-Retirement Option 2W Death Benefit (Government Code §21548). Pursuant to §20516(f) (Employee Sharing Cost of
Additional Benefits), Employees agree to cost–share this benefit
with the City through pre-tax deductions in the manner
contemplated by §20516(f) of the Government Code. The parties
recognize that the IRS has yet to take a position on the pre-tax status of deductions made under §20516(f) and in the event that,
subsequent to the effective date of this provision, the IRS
determines that such deductions do not qualify for pre-tax status,
the parties agree to meet and discuss the effects thereof. It is
agreed and understood that both parties shall split the cost of this optional benefit which was determined to be a total of .276%.
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The cost-sharing arrangement will be implemented as follows:
Employees will pay one hundred thirty eight thousandths of a
percent (.138%) of PERSable compensation to CalPERS
retirement via payroll deduction; and the City will pay one
hundred thirty eight thousandths of a percent (.138%) of
PERSable compensation to CalPERS retirement.
Section E. DEFERRED COMPENSATION
Employees may elect to allocate salary to the City’s 457 Plan on a pre-tax
basis in accordance with the provisions of the Plan.
ARTILCE VII OVERTIME (FLSA) AND WORK SCHEDULES
Section A. OVERTIME
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, City Manager or designee, 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 one
hundred (100) 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. RECALL
Employees recalled to work after completing a day's work, including any overtime shall receive a minimum credit of two (2) hours of overtime.
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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
attends voluntarily.
Section D. WORK SCHEDULES
The City agrees that if it decides to change the current 9-day–80 hour
work schedule, the City will give the Association two (2) weeks advance
notice and will meet and confer with the Association prior to implementing
a new work schedule; provided, however, the City will not be required to meet and confer before implementing a new work schedule in the case of an emergency affecting City operations.
If in the event the City determines an emergency exists, it may modify an
employee’s regular work hours. Reasonable notice will be given by the City to affected employees.
ARTICLE VIII STABILITY PAY/LONGEVITY PAY
Section A. STABILITY PAY
See Side Letter Attached as Exhibit B.
Section B. LONGEVITY PAY
A Longevity Pay benefit will be implemented based on the following
formula: Completed Years of
Continuous Service
5-9 Yrs
10-14 Yrs
15 Yrs +
Amount Per Pay Period
$42.02
$63.04
$84.06
The Longevity Pay benefit is effective the pay period an employee completes 5, 10 or 15 years of continuous employment with the City.
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ARTICLE IX TUITION LOAN/REIMBURSEMENT
Employees shall be eligible for tuition advancement or reimbursement who have
completed at least one probationary period in the Classified Service, or one year of
continuous service if employment is “at-will,” subject to the conditions below. To qualify
for tuition advancement/reimbursement, a Tuition Loan/ Reimbursement Form must be submitted and pre-approved by the employee’s Department Head and Human
Resources Administrator, before the course(s) begin.
Tuition loan or reimbursement shall only be for courses, specialized training, or degree
programs "job-related" that are directly related to the employee's position as determined by the City Manager or designee.
The Tuition Loan/Reimbursement Program will operate on a fiscal year basis (July 1
through June 30) and shall be subject to the availability of funds as determined by the
City. The maximum loan or reimbursement amount shall be $4,126 for undergraduate courses and $5,062 for graduate courses. Eligible fees include tuition, on campus
parking fees and textbooks. All other fees are subject to approval by the City. School
supplies are not reimbursable.
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. If
the employee either does not receive a “C” or better or for any reason does not finish
the class, the advance is due and payable.
Any employee who shall voluntarily retire or terminate employment or be terminated for disciplinary cause within one year from the completion of a class or classes shall refund
all tuition paid under this provision for those specific classes unless they were required
to attend by the appointing power. An employee who separates employment and who
received tuition advancement and did not complete a class or classes within one (1)
year from the advancement, shall refund all tuition advanced and be subject to the provisions outlined in the Advanced Tuition Participation and Loan Agreement.
Employees who retire on a Disability or Industrial Disability Retirement, or are laid off
shall not be required to refund tuition fees.
The City reserves the right to investigate any school and approve or disapprove it for advancement or reimbursement if such action appears warranted. Courses must be
taken at an accredited education institution, which is defined as any college or university
which has been accredited by a recognized government or professional accrediting
body (as determined by the City). Additionally, the City reserves the right to deny any
course(s), specialized training or degree programs determined by the City Manager to be non-job related.
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ARTICLE X MILEAGE REIMBURSEMENT
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.
ARTICLE XI HEALTH, DENTAL AND LIFE INSURANCE
Section A. CONTRIBUTION
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 the minimum employer contribution required pursuant to Government Code
§22892(b) (“Minimum Contribution”) per month per employee for
health insurance.
2. Dental Insurance: mandatory enrollment: The City will contribute the employee only cost for Delta Care USA insurance per month
(“Dental Contribution”) toward one of two dental plans. Additional
coverage may be purchased through the Optional Benefits
allocation.
3. Optional Benefits: Subject to the limits set forth herein, the City
shall contribute the remaining amount of employee’s health and
dental insurance benefit allowance through a contribution to an
Internal Revenue Code §125 Cafeteria Plan as follows:
Effective April 1, 2018 – June 30, 2020:
a. The City shall pay up to a maximum of $1,107 per month per
full-time 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.
b. If the premium cost of the health plan exceeds the City contribution, the employee shall pay through payroll deduction
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the difference between the monthly premium and the amount contributed by the City.
c. 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.
d. Dependent enrollment will require proof of eligibility for
dependent status including social security number, marriage, birth and/or adoption certificates.
4. Life Insurance: The City shall provide a $25,000 Life & AD&D
benefit for eligible employees.
5. Vision Plan: The City shall provide each employee with a vision
plan, with the City paying the premium in fiscal years FY 14-15
through FY 17-18. The vision plan will be Vision Service Plan,
Option B. The City will pay the premium up to the cost of the family
plan.
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ARTILCE XII RETIREE MEDICAL
Section A. RETIREE MEDICAL - EMPLOYEES HIRED BEFORE JULY 1, 2011
1. Tier II Retirees. For employees hired before July 1, 2011 and retiring
from the City on or after January 1, 2012 (“Tier II Retirees”), the City
agrees to provide a Premium Payment for the purpose of purchasing health coverage offered through CalPERS for the Tier II Retiree and his/her spouse in an amount not to exceed the monthly premium
applicable to the coverage level for the retiree (i.e., Employee Only or
Employee + spouse) for the 2012 PERS Choice plan * (*rates are
determined by region of residence; Los Angeles rates for 2012 are Employee Only $505.63, employee + spouse $1,011.26). The Premium Payment shall be payable in the following form: (1) PEMHCA
Minimum contribution payable directly to CalPERS, and (2) a
reimbursement to the Tier II Retiree equal to difference between the
cost of plan in which the Tier II Retiree enrolls, subject to the foregoing cap, and the PEMHCA Minimum contribution (“Reimbursement”). If a retiree enrolls in a more expensive plan, he/she will be responsible for
payment of any premium in excess of the capped amount. The
Reimbursement shall cease for the Tier II Retiree upon eligibility for
Medicare coverage, and the Reimbursement shall cease for the spouse upon eligibility for Medicare coverage, or after 15 years,
whichever occurs first.
Tier II Retirees must be “eligible retirees” in order to receive the
benefits described in this paragraph.
2. Eligible Retiree. An “eligible retiree” is a unit member who retires on a
service, disability, or industrial disability retirement and has 1,000
hours of accumulated sick leave at the date of retirement. An
employee who has fewer than one thousand (1,000) hours of accumulated sick leave at the date of retirement may purchase up to a
maximum of three hundred fifty (350) 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 (1,000) hour requirement, provided,
however, upon verification of information from a qualified medical provider that an employee has substantially depleted the employee’s
sick leave accrual due to an absence or absences caused by a serious
illness or injury suffered by the employee or a family dependent living
in the employee’s household, this purchase limitation of 350 hours will
be excused.
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In addition, the eligible employee must apply prior to retirement for such coverage through Human Resources. The Association shall
notify Human Resources in the event of the death of a retired member.
In order to be eligible for retiree health coverage, the employee, and if
applicable, the employee’s spouse, 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.
Section B. RETIREE MEDICAL - EMPLOYEES HIRED ON OR AFTER JULY 1, 2011
Tier III Retirees. For employees hired on or after July 1, 2011 that retiree
from the City and who remain enrolled in a CalPERS health plan after
retirement (“Tier III Retiree”), the City will pay no more than the PEMHCA
Minimum contribution. Tier III Retirees shall not be reimbursed or
otherwise receive payment from the City for health insurance premiums in excess of the PEMHCA Minimum contribution.
ARTICLE XIII DISABILITY INCOME INSURANCE
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.
ARTICLE XIV MEDICAL EXAMINATIONS
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.
ARTICLE XV UNIFORMS
The following shall apply for each fiscal year:
Section A. The City shall provide each new employee with seven (7) sets of uniforms
consisting of shirts and trousers with the exception of Fleet employees
who shall be provided 11 sets of shirts and trousers. Employees who
work with high-voltage and/or due to medical condition shall be provided
with fire-retardant clothing per discretion of the Crew Supervisor.
The City shall provide only one (1) replacement for any damaged or lost
shirt and trouser/shorts.
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Section B. The City will reimburse up to $150.00 for each pair of steel-tip,
non-conductive boots for those full-time regular employees who work
regularly with electricity and all other covered employees for general steel-
tip boots. The City will not pay for any additional items such as socks,
polish or extra laces.
Section C. The City shall provide ten (10) orange t-shirts with a City logo for each
full-time permanent employee.
Section D. The City shall provide two (2) City of Arcadia hats for each full-time permanent employee.
Section E. The City shall provide one (1) pair of rain bots for each full-time permanent
employee. The City shall provide replacement rain gear on an as needed
basis or determined by the supervisor.
Section F. The City shall provide one (1) set of rain gear for each full-time permanent
employee. The City shall provide replacement rain gear on an as needed
basis or determined by the supervisor.
Section G. The City shall provide one (1) sweatshirt for each full-time permanent
employee.
Section H. Upon termination of employment, the employee shall turn in all uniforms
and other items issued shall have a dollar amount equal to the unreturned uniforms’ and items costs that will be deducted from the employee’s final
pay check.
ARTICLE XVI LEAVE
Section A. LEAVE
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:
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Section B. POWER TO GRANT LEAVE
Upon the written request of an employee stating the reasons therefore, the
appointing power with the approval of the City Manager shall have power
to grant leaves of absence with or without pay subject to the following
restrictions:
1. Length – leave of absence without pay may be granted for a period
not to exceed one year with the exception that military leaves may
be granted for the duration of a war or national emergency or as
required by the Military and Veterans' code.
2. Reason – a leave of absence may be granted an employee,
provided he/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/her 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/her 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/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.
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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 thirty (30) calendar days of active military
training, an employee must have been employed by the City for a period
of not less than one (1) 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 thirty (30) calendar days in any one (1) 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.
Military and Veteran’s Code §§395, 395.01(a), 564 and 566 set forth
provisions for state military reserve personnel employed by public
employers are statutorily entitled to up to 180 days of temporary military
leave for active duty activities with up to 30 days of paid military leave each fiscal year. When placed on state active duty this is ordered active
duty, which entitles the employee to paid military leave.
State military reserve personnel also generally have a right to extended
leaves of absence and a right to re-employment after lengthy periods of ordered duty when called to active duty in certain emergency
circumstances and public employees are entitled to receive their pay from
their public employer for the first thirty (30) days of that period of active
military and veteran’s code §§143, 146, 395, 395.05, 395.06 and 566.
Before leaving for an extended leave (181 days or more), the employee must notify the city of his or her intention to return to work upon the
completion of the active duty service. Employees will have ninety (90)
days from completion of extended active service to report back to work to
resume their duties, must submit to the City a copy of the honorable
discharge papers, and pass a medical exam.
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Additional military leave provisions were adopted by Council on November 20, 2001, in Resolution 6268. For military leave covered by this
Resolution, the City will maintain the difference between the employee’s
City salary and benefits of the employee while on active military duty.
Although a military leave of absence is not considered a break in service in relation to seniority, if the employee wishes to have their extended
military service time credited toward CalPERS, the employee may buy
back credit for their leave of absence for active military service through
CalPERS as CalPERS has determined that payments while on such
service are not reportable for retirement purposes.
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.
Section D. VACATION LEAVE
1. Every full-time employee represented by this agreement, with the
exception of temporary appointments shall accumulate vacation with pay beginning with the first full pay period of employment at the rate of
3.07 hours per pay period during the first five years of continuous
full-time employment with the City; at the rate of 4.61 hours per pay
period between the employee's fifth and tenth anniversary date of
continuous full-time employment; at the rate of 5.22 hours per pay period between the employee's tenth and fifteenth anniversary date of
continuous full-time employment, and at the rate of 6.15 hours per pay
period after fifteen years of continuous full-time employment with the
City. Accumulated vacation shall be granted at the discretion of the
appointing power.
2. Vacation may not be accumulated beyond the amount accumulable for
a 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.
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3. An employee who has previously requested and was granted approval of vacation leave for use during the last three (3) months of the
calendar year and is unable to utilize such leave because of the City's
cancellation of leave shall be allowed to carry over the excess leave
time into the next three (3) months of the new calendar year, if
rescheduling of the vacation leave is not possible.
4. Upon termination, vacation used shall be prorated against vacation
earned. Every City employee who leaves the City 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 50% of the pay period, the
employee shall receive credit for that pay period’s vacation accrual. If
an employee works less than 50% of the pay period, the employee
accrues nothing.
5. Employees may elect to sell back vacation during a calendar year
equal to the amount of vacation taken during the year, by the date of
the request, not to exceed a maximum of 80 hours in the calendar
year.
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. For the purposes of overtime calculation, paid sick
leave, when accompanied by a doctor’s note verifying illness, shall be
regarded as hours worked.
2. City Manager or designee may require a medical examination by a
physician or evidence of the reason for an absence of any employee
during absence on account of illness of such employee.
3. Except as provided hereinafter, 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.
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Employees that are injured on duty, and the injury is recognized as such by the City or the WCAB, and not eligible to receive salary to
supplement workers' compensation temporary disability benefits under
Section F of this Article, may request that accrued sick leave be paid to
supplement workers' compensation disability payments.
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. In order to be eligible for sick leave, an employee must provide at least
fifteen (15) minutes advance notice of an absence. Failure to do so
without good cause may result in denial of sick leave and disciplinary
action.
7. In case of absence due to illness, the employee shall notify his
department in accordance with departmental rules and explain the
nature of the illness. The appointing power and City Manager may
deny or revoke sick leave if the illness or injury for which it is taken is caused or substantially aggravated by compensated outside employment.
8. Upon separation from the City of Arcadia, an employee who works
50% of the final pay period, shall receive credit for that pay period’s
sick leave accrual. If an employee works less than 50% of the pay period, the employee accrues nothing.
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
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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.
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
Admission Day..............................September 9 Veteran's Day................................November 11
Thanksgiving Day..........................The fourth Thursday in November
Day after Thanksgiving Day…......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.
For full-time employees assigned to an alternate work week, and
scheduled to work 9 or more hours, but for the holiday would have
been scheduled to work 9 or more hours, the employee may use
accrued vacation time, accrued comp time, floating holiday time or unpaid leave to make up any difference between the provided nine
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 ten (10) hours, the
employee shall receive nine (9) hours of holiday pay and be permitted to use other accrued leaves to make up the extra hour for that day.
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2. In lieu of Citywide holidays to celebrate Dr. Martin Luther King’s
birthday and Admission Day, full-time employees shall receive two (2)
eight (8) hour floating holidays to be scheduled by the employee in the
same manner as vacation leave. Additionally, full-time employees shall
receive an eight (8) hour floating holiday for his/her birthday to be scheduled by the employee in the same manner as vacation leave.
Floating holidays shall not carry over into subsequent fiscal years and
failure to schedule a floating holiday in the fiscal year in which it is
earned shall result in its loss. If the City adopts Dr. Martin Luther King’s
birthday as a fixed Citywide holiday or it re-adopts Admission Day as a fixed Citywide holiday, the floating holiday(s) based thereon shall
cease and eligible employee shall receive the fixed Citywide holiday(s).
3. Full-time employees in the unit employed on July 1 of the fiscal year
shall conditionally accrue twenty-four (24) hours of floating holiday. If the employee uses floating holiday leave and separates from City
employment before the date upon which the floating holiday is based
(Dr. Martin Luther King’s birthday, Admission Day and/or the
Employee’s birthday), said floating holiday leave shall be repaid to the
City through payroll deduction. Employees hired after the beginning of the fiscal year shall accrue floating holiday only if the employee is
employed before the date on which the floating holiday is based
(Dr. Martin Luther King’s birthday, Admission Day and/or the
Employee’s birthday).
4. As an example, an employee hired on July 15, whose birthday is
August 5, would receive a floating holiday for his birthday, Admission
Day and Dr. Martin Luther King’s birthday for that fiscal year. However,
if that same employee was hired on March 15, the employee would not receive any floating holiday benefit for that fiscal year.
5. 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.
6. 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 carry over from calendar year to
calendar year. Failure to schedule the day off within the calendar year
shall result in its loss.
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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.
Section I. WITNESS LEAVE
An employee who is subpoenaed or required to appear in Court as a
witness shall be deemed to be on a leave of absence. With approval of the
appointing power and City Manager, the employee may be granted leave with pay during the required absence. The employee shall remit to the City fees received except mileage.
A paid leave of absence shall not be granted for time spent in Court on
personal cases.
Section J. 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/registered domestic partner, the employee or employee's spouse's mother or stepmother, father or stepfather, brother or
sister or step sibling, child or stepchild, grandparents, grandchildren, or
any relative of the employee or employee's spouse residing in the same
household. Such leave shall be granted based on employee’s current
work shift up to a maximum of three (3) shifts; provided, however, if the employee is required to travel more than three hundred (300) miles from
his or her residence, the employee may take an additional two (2) days
which will be charged to accrued sick leave.
Section K. UNAUTHORIZED ABSENCE
Unauthorized leaves of absence are cause for immediate dismissal.
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ARTICLE XVII PROBATIONARY PERIOD
Section A. The probationary period is part of the examination process. It is a
work-test period during which the employee's performance and conduct on
the job are evaluated to determine whether or not the employee is fully
qualified for permanent appointment.
During the probationary period, a probationer may be released, or
demoted if permanent status is held in a lower classification, without the
right of appeal, if the appointing power deems the probationer unfit or
unsatisfactory for service.
When a provisional appointment is made to a probationary position and
subsequently the appointee is appointed to the position as a probationary
employee, with no time interval between the provisional and probationary
appointment, the "employment date" as herein defined, shall be the date first appointed on a provisional basis.
Section B. All eligible candidates appointed to a position from an open competitive
examination and who are not currently employed in a permanent position
shall be on probation for twelve months before attaining permanent status.
Section C. Eligible candidates appointed from a promotional list shall be on probation
for six months before attaining permanent status.
ARTICLE XVIII ACTING PAY
Section A. ACTING PAY
Any employee in the unit who is required, in writing, to work three (3)
working days or longer in a higher classification which is vacant due to
sick leave, injury leave, vacation, termination or move up due to acting pay
shall receive the following acting pay retroactive to the first day of the
assignment:
1. Five (5) percent above their current rate of pay or A step of the
higher classification; or
2. An employee in the classification of Maintenance Worker assigned to an acting position of Crew Supervisor in the following: Building
Maintenance, Fleet Maintenance, Maintenance, Water
Maintenance, Water Production, and/or Water Services
Representative shall receive ten percent (10%) above their current rate of pay; or
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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. EXCEPTION
Nothing contained herein shall apply to an employee who is being trained
by the City to qualify for a higher classification.
ARTICLE XIX LAYOFFS
Section A. LAYOFF PROCEDURE
The City Manager or appointing power may lay off an employee in the Classified Service because of a material change in duties or organization,
inclement weather, adverse working conditions, shortage of work or funds
or return of employees from authorized leave of absence.
The order of layoff shall be temporary, probationary, and then regular employees and shall be (1) based on performance and (2) in the reverse
of total cumulative time served in the same class or promotional field upon
the date established for the layoff to become effective. For the purposes
of layoffs, seniority will only be disregarded if an employee’s overall performance evaluation rating in any one of the last three years is below proficient. In such case, the layoff shall be based upon performance.
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 reemployment 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 full time 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.
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ARTICLE XX PERSONNEL FILES
Section A. PERSONNEL FILES
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. PROMOTIONAL RECUITMENTS
Discipline older than three (3) years will not be considered in promotional recruitments.
Section C. WRITTEN REPRIMAND REVIEW
The Human Resources Administrator or designee agrees to conduct an
informal meeting with members who receive a written reprimand and wish
to discuss said reprimand.
ARTICLE XXI EMPLOYEE GRIEVANCES
Section A. DEFINITIONS
1. Grievance – A grievance is an allegation by an employee(s) of a
misinterpretation or misapplication of any express provision of the
applicable Memorandum of Understanding or City and/or Department
Personnel Rules and Regulations where there is no other specific method of review provided by City law.
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2. Grievant – An employee or group of employees in the classified service adversely affected by an act or omission by the City allegedly
in violation of an express provision of the Memorandum of
Understanding or City and/or Department Personnel Rules and
Regulations.
3. Department Head – The Department Head or designee.
4. Work day – A work day is any day the City offices are regularly open
for business.
5. Exclusions from the Grievance Procedure:
a. The procedure is not to be used for the purpose of changing
wages, hours and working conditions. Allegations involving wages,
hours and working conditions may thus be grieved only if the grievance involves a misapplication or misinterpretation of an
express provision of the MOU or a City/Department Personnel
Rules and Regulations.
b. The procedure is not intended to be used to challenge the content
of employee evaluations or performance reviews. Allegations that the City has failed to comply with an evaluation procedure set forth
in a specific provision of the MOU and/or City/Department
Personnel Rules and Regulations are grievable.
c. The procedure is not intended to be used to challenge a
reclassification, layoff, transfer, denial of reinstatement, or denial of a step or merit increase. Notwithstanding the above, if the process
used to reach the foregoing decisions is not in compliance with an
express provision of the MOU and/or City/Department Personnel
Rules and Regulations, a grievance may be filed. d. The procedure is not intended to be used in cases of oral or written reprimand, demotion, suspension, removal or other disciplinary
action. Appeals of disciplinary actions are covered by the City’s
Personnel Rules and Regulations.
e. The procedure is not to be used to challenge examinations or appointment to positions. Notwithstanding the above, if the process used to reach the foregoing decisions is not in compliance with an
express provision of the MOU and/or City/Department Personnel
Rules and Regulations, a grievance may be filed.
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Section B. TIMELINESS
The grievance must be filed by the employee within the timelines set forth
herein. Failure of the employee to file the initial grievance or process the
grievance from one level to another in a timely manner is a forfeiture of the
grievance and the grievance will not be processed further.
If the City fails to respond in a timely manner, the employee may proceed
to the next level.
Section C. EMPLOYEE REPRESENTATION
The employee may be represented by a person of his or her choice to prepare and present the grievance. The employee may use a reasonable
amount of released time to process the grievance. The release time must
be approved by the Department Head.
Section D. INFORMAL GRIEVANCE PROCEDURE
Within fifteen (15) working days following the event, or within fifteen (15)
working days after the employee should reasonably have known of the
event, the employee should attempt to resolve the grievance on an
informal basis by discussion with his or her immediate supervisor.
Section E. FORMAL GRIEVANCE PROCEDURE
1. First Level of Review: Next Level Supervisor. If the employee is not
able to resolve the grievance after discussion with his or her immediate
supervisor, within ten (10) working days after the informal discussion
with the immediate supervisor, the employee shall present the grievance in writing to the next level supervisor on the official City
grievance form setting forth the following information:
a. The specific section of the rules or MOU allegedly violated.
b. The specific act or omission which gave rise to the alleged violation.
c. The date or dates on which the violation occurred.
d. Documents, witnesses or evidence in support of the grievance.
e. The resolution of the grievance at the informal stage.
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A copy of the grievance shall be provided to the Human Resources Division of the Administrative Services Department concurrently with
presentation to the immediate supervisor.
The next level supervisor shall render a decision in writing, on the
grievance form, within ten (10) working days after receiving the grievance.
2. Department Head Review. If the employee does not agree with the
decision of the next level supervisor, within ten (10) working days after
receiving the next level supervisor’s decision or twenty (20) days from the date the next level supervisor received the grievance but failed to
issue a decision, the employee shall present the grievance in writing,
on the grievance form, to the department head.
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) working days of
receiving the grievance or within ten (10) working days of holding a
grievance meeting whichever is longer.
3. Human Resources Administrator. If the employee is not in agreement
with the decision reached by the department head, within ten (10)
working days after receiving the department head’s decision or twenty
(20) days from the date the department administrator received the
grievance but failed to issue a decision, the employee shall present the grievance in writing to the Human Resources Administrator on the
official City grievance form.
The Human Resources Administrator may require the employee and the immediate supervisor to attend a grievance meeting. The Human Resources Administrator shall communicate a decision in writing within
ten (10) working days of receiving the grievance or the holding of a
grievance meeting whichever is longer.
4. Human Resources Commission. If the employee is not in agreement with the decision of the Human Resources Administrator or if the
Human Resources Administrator has failed to respond, the employee
shall present the grievance to the Human Resources Commission
within ten (10) working days from the date of receipt of the Human
Resources Administrator’s decision or twenty (20) days from the date the Human Resources Administrator received the grievance but failed
to issue a decision.
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Section F. APPEAL TO HUMAN RESOURCES COMMISSION
1. Scheduling of Hearing: Upon receipt of the request for an appeal, the
City shall, within thirty (30) days, transmit the appeal to the Human
Resources Commission. The Commission shall schedule a hearing.
The appeal hearing shall be set not less than twenty (20) working days nor more than sixty (60) working days from the date of the filing of the
appeal. All interested parties shall be notified in writing of the date,
time, and place of the hearing at least ten (10) working days prior to
the hearing.
2. Public Hearings: All hearings shall be open to the public.
3. Pre-Hearing Procedure:
a. Subpoenas: The Human Resources Commission is authorized to issue subpoenas at the request of either party prior to the
commencement of the hearing. After the commencement of the
hearing, subpoenas shall be issued by the Commission only for
good cause. Each party will prepare their own subpoenas and
present them to the Human Resources Division of the Administrative Services Department and the other party. The
Human Resources Division of the Administrative Services
Department will issue the subpoenas. The Human Resources
Division of the Administrative Services Department will serve
subpoenas for current City employees. It will be the responsibility of the employee or the City to serve subpoenas on individuals who
are not currently employed by the City. It will be the responsibility of
the employee and the City to submit the written request for
subpoenas at least ten (10) working days before the date of the
hearing. b. Exhibits and Witness Lists: Five (5) working days prior to the date
set for the hearing, each party shall serve upon the other party and
submit to the Human Resources Division of the Administrative
Services Department a list of all witnesses and a list and copy of all
exhibits. An original and nine (9) copies of the exhibits shall be presented to the Human Resources Division of the Administrative
Services Department in 3 hole notebooks which are tabbed down
the side with the exhibit numbers. The employer’s exhibits shall be
designated by number. The employee’s exhibits shall be
designated by alphabetical letter. Neither party will be permitted to call during the hearing, a witness not identified pursuant to this
section nor use any exhibit not provided pursuant to this section
unless that party can show that they could not reasonably have
anticipated the prior need for such witness or such exhibit.
38
c. Statement of Issues: Five (5) working days prior to the date set for the hearing, each party shall submit to the Human Resources
Division of the Administrative Services Department a Statement of
Issues.
4. Submission to the Human Resources Commission: Five (5) working days prior to the date set for the hearing, the Human Resources
Division of the Administrative Services Department shall present each
member of the Human Resources Commission with a copy of the
jurisdictional documents. Those documents include the grievance
documents at each level and the responses to the grievance.
5. Payment of Employee Witnesses: Employees of the City who are
subpoenaed to testify during working hours will be released with pay to
appear at the hearing. The Commission may direct that these
employees remain on call until called to testify. Employees who are subpoenaed to testify during non-working hours will be compensated
for the time they actually testify, unless the City agrees to a different
arrangement.
6. Conduct of the Hearing:
a. The hearing need not be conducted in accordance with technical
rules relating to evidence and witnesses but hearings shall be
conducted in a manner most conducive to determination of the
truth. b. Any relevant evidence may be admitted if it is the type of evidence
on which responsible persons are accustomed to rely in the
conduct of serious affairs, regardless of the existence of any
common law or statutory rules which might make improper the admission of such evidence over objection in civil actions. c. Hearsay evidence may be used for the purpose of supplementing
or explaining any direct evidence that shall not be sufficient in itself
to support a finding unless it would be admissible over objection in
civil actions. d. The rules dealing with privileges shall be effective to the same extent that they are now or hereafter may be recognized in civil
actions.
e. Irrelevant and unduly repetitious evidence may be excluded.
f. The Human Resources Commission shall determine relevancy, weight and credibility of testimony and evidence. Decisions made by the Commission shall not be invalidated by any informality in the
proceedings.
g. During examination of a witness, all other witnesses, except the
parties, shall be excluded from the hearing upon motion of either party.
39
h. The Human Resources Commission may conduct the hearing or delegate evidentiary and/or procedural rulings to its legal counsel.
7. Burden of Proof. In a grievance appeal the grievant has the burden of
proof by preponderance of the evidence.
8. Proceed with Hearing or Request for Continuance: Each side should
be asked if it is ready to proceed. If either side is not ready and wishes
a continuance, good cause must be stated. Any request for a
continuance must be made in writing and submitted prior to the hearing
to all parties. Before requesting a continuance, the moving party shall contact all parties to determine if there is any opposition to the
continuance and shall state in its request if there is opposition.
9. Testimony under Oath: All witnesses shall be sworn in for the record
prior to offering testimony at the hearing. The chairperson will request the witnesses to raise their right hand and respond to the following:
“Do you swear that the testimony you are about to give at this hearing
is the truth, the whole truth and nothing but the truth?”
10. Presentation of the Case: The hearing shall proceed in the following
order unless the Human Resources Commission for special reason,
directs otherwise:
a. The Human Resources Chair shall announce the issues after a review of the statement of issues presented by each party.
b. The grievant (employee) shall be permitted to make an opening
statement.
c. The respondent (City) shall be permitted to make an opening statement, or reserve an opening statement until presentation of its case.
d. The grievant shall produce his/her evidence.
e. The respondent may then offer its evidence.
f. The grievant followed by the respondent may offer rebutting evidence. g. Closing arguments shall be permitted at the discretion of the
Human Resources Commission. The party with the burden of proof
shall have the right to go first and to close the hearing by making
the last argument. The Commission may place a time limit on closing arguments. The Commission or the parties may request the submission of written briefs. After the request for submittal of
written briefs, the Commission will determine whether to allow the
parties to submit written briefs and determine the number of pages
of said briefs.
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11. Procedure for the Parties: The party representing the department and the party representing the employee will address their remarks,
including objections, to the Chair of the Human Resources
Commission. Objections may be ruled upon summarily or argument
may be permitted. The Chair reserves the right to terminate argument
at any time and issue a ruling regarding an objection or any other matter, and thereafter the representatives shall continue with the
presentation of their case.
12. Right to Control Proceedings: While the parties are generally free to
present their case in the order that they prefer, the Chair reserves the right to control the proceedings, including, but not limited to, altering
the order of witnesses, limiting redundant or irrelevant testimony, or by
the direct questioning of witnesses.
13. Hearing Demeanor and Behavior: All parties and their attorneys or representatives shall not, by written submission or oral presentation,
disparage the intelligence, ethics, morals, integrity or personal
behavior of their adversaries or members of the Commission.
14. Deliberation Upon the Case: The Commission will consider all oral and documentary evidence, the credibility of witnesses, and other
appropriate factors in reaching their decision. The Commission may
deliberate at the close of the hearing in closed session or at a later
fixed date and time not to exceed ten (10) working days.
15. Recommended Decision: The Human Resources Commission shall
render its recommendations as soon after the conclusion of the
hearing as possible, and no event, later than ten (10) working days
after concluding the hearing, unless otherwise stipulated to by the parties. The recommended decision shall include an explanation of the basis for the decision.
The Human Resources Commission shall not be polled as to their
decision by the grievant or the grievants’ counsel. 16. Recommendation to the City Manager: The decision of the Human
Resources Commission is advisory to the City Manager. The proposed
decision shall be provided to the grievant and the City Manager.
Either the employee or the department may file a written appeal to the proposed decision, by filing exceptions thereto with the Human
Resources Administrator within ten (10) days of receipt of the
Commission’s recommended decision.
41
The party desiring to contest the recommended decision of the Commission may also request a transcript for review by the City
Manager within ten (10) working days of the Commission’s decision. If
the appealing party requests a transcript, that party shall pay the cost
of the transcript.
17. Final Action by City Manager: Within ten (10) working days of the filing
of exceptions, or within ten (10) days of receipt of the transcript, the
City Manager shall review the decision of the Commission, any
exceptions filed, and a record, if one is requested. The decision of the
City Manager shall be final. The decision shall be transmitted to the employee and to the department head.
ARTICLE XXII LABOR - MANAGEMENT COMMITTEE
The City and the Association hereby agree to the establishment of an ad hoc committee
to discuss employer-employee relation matters.
Each side may designate up to two (2) Public Works Services Department
representatives to serve on the committee. For purpose of coordination only, the Human
Resources Administrator 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.
42
ARTICLE XXIII 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 Association 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
Association 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 Association.
Section B. The parties hereto have caused the Memorandum of Understanding to be
executed this ___ day of ___________, 2018.
ARCADIA PUBLIC WORKS
EMPLOYEES ASSOCIATION
Marcos Garcia APWEA President
CITY OF ARCADIA
Dominic Lazzaretto City Manager
43
2018 - 2020 NEGOTIATION TEAMS
APWEA
Jerry Moeller,
Team Member
Ruben Ruiz,
Team Member
Oscar Magariaga,
Team Member
Marcos Garcia,
APWEA President
City of Arcadia
Jason Kruckeberg,
Assistant City Manager/ Development Services Director
Hue Quach,
Administrative Services Director
Michael Bruckner,
Assistant to the City Manager
Shama Curian, Human Resources Administrator
Range NumberTitle Step A Step B Step C Step D Step E Step F Step G Step H Step I Step J46P Maintenance Worker3,558$ 3,645$ 3,735$ 3,831$ 3,926$ 4,024$ 4,125$ 4,226$ 4,334$ 4,440$ 47P3,645$ 3,735$ 3,831$ 3,926$ 4,024$ 4,125$ 4,226$ 4,334$ 4,440$ 4,553$ 48P3,735$ 3,831$ 3,926$ 4,024$ 4,125$ 4,226$ 4,334$ 4,440$ 4,553$ 4,667$ 49P3,831$ 3,926$ 4,024$ 4,125$ 4,226$ 4,334$ 4,440$ 4,553$ 4,667$ 4,783$ 50P Fleet Technician I3,926$ 4,024$ 4,125$ 4,226$ 4,334$ 4,440$ 4,553$ 4,667$ 4,783$ 4,903$ 51P4,024$ 4,125$ 4,226$ 4,334$ 4,440$ 4,553$ 4,667$ 4,783$ 4,903$ 5,022$ 52P Water Production Technician I4,125$ 4,226$ 4,334$ 4,440$ 4,553$ 4,667$ 4,783$ 4,903$ 5,022$ 5,150$ 53PEquipment OperatorBuilding Maintenance Technician Storekeeper/Buyer4,226$ 4,334$ 4,440$ 4,553$ 4,667$ 4,783$ 4,903$ 5,022$ 5,150$ 5,277$ 54P Fleet Technician II4,334$ 4,440$ 4,553$ 4,667$ 4,783$ 4,903$ 5,022$ 5,150$ 5,277$ 5,408$ 55P4,440$ 4,553$ 4,667$ 4,783$ 4,903$ 5,022$ 5,150$ 5,277$ 5,408$ 5,546$ 56PFleet Technician/WelderTraffic Signal/Street Light TechnicianWater Production Technician II4,553$ 4,667$ 4,783$ 4,903$ 5,022$ 5,150$ 5,277$ 5,408$ 5,546$ 5,683$ 57P4,667$ 4,783$ 4,903$ 5,022$ 5,150$ 5,277$ 5,408$ 5,546$ 5,683$ 5,824$ 58P4,783$ 4,903$ 5,022$ 5,150$ 5,277$ 5,408$ 5,546$ 5,683$ 5,824$ 5,970$ 59PStreets Maintenance Crew SupervisorBuilding Maintenance Crew Supervisor4,903$ 5,022$ 5,150$ 5,277$ 5,408$ 5,546$ 5,683$ 5,824$ 5,970$ 6,119$ 60P5,022$ 5,150$ 5,277$ 5,408$ 5,546$ 5,683$ 5,824$ 5,970$ 6,119$ 6,273$ 61P5,150$ 5,277$ 5,408$ 5,546$ 5,683$ 5,824$ 5,970$ 6,119$ 6,273$ 6,430$ 62PUtilities Crew SupervisorWater Production Crew Supervisor5,277$ 5,408$ 5,546$ 5,683$ 5,824$ 5,970$ 6,119$ 6,273$ 6,430$ 6,593$ 63P Fleet Maintenance Crew Supervisor5,408$ 5,546$ 5,683$ 5,824$ 5,970$ 6,119$ 6,273$ 6,430$ 6,593$ 6,756$ 64P5,546$ 5,683$ 5,824$ 5,970$ 6,119$ 6,273$ 6,430$ 6,593$ 6,756$ 6,925$ 65P5,683$ 5,824$ 5,970$ 6,119$ 6,273$ 6,430$ 6,593$ 6,756$ 6,925$ 7,099$ 66P Water Quality Backflow Inspector5,824$ 5,970$ 6,119$ 6,273$ 6,430$ 6,593$ 6,756$ 6,925$ 7,099$ 7,274$ EXHIBIT ACITY OF ARCADIA MONTHLY SALARY RANGEAPRIL 1, 2018 - MARCH 31, 2019APWEA - 2.0% COLA
Range NumberTitle Step A Step B Step C Step D Step E Step F Step G Step H Step I Step J46P Maintenance Worker3,629$ 3,718$ 3,810$ 3,908$ 4,005$ 4,104$ 4,208$ 4,311$ 4,421$ 4,529$ 47P3,718$ 3,810$ 3,908$ 4,005$ 4,104$ 4,208$ 4,311$ 4,421$ 4,529$ 4,644$ 48P3,810$ 3,908$ 4,005$ 4,104$ 4,208$ 4,311$ 4,421$ 4,529$ 4,644$ 4,760$ 49P3,908$ 4,005$ 4,104$ 4,208$ 4,311$ 4,421$ 4,529$ 4,644$ 4,760$ 4,879$ 50P Fleet Technician I4,005$ 4,104$ 4,208$ 4,311$ 4,421$ 4,529$ 4,644$ 4,760$ 4,879$ 5,001$ 51P4,104$ 4,208$ 4,311$ 4,421$ 4,529$ 4,644$ 4,760$ 4,879$ 5,001$ 5,122$ 52P Water Production Technician I4,208$ 4,311$ 4,421$ 4,529$ 4,644$ 4,760$ 4,879$ 5,001$ 5,122$ 5,253$ 53PEquipment OperatorBuilding Maintenance Technician Storekeeper/Buyer4,311$ 4,421$ 4,529$ 4,644$ 4,760$ 4,879$ 5,001$ 5,122$ 5,253$ 5,383$ 54P Fleet Technician II4,421$ 4,529$ 4,644$ 4,760$ 4,879$ 5,001$ 5,122$ 5,253$ 5,383$ 5,516$ 55P4,529$ 4,644$ 4,760$ 4,879$ 5,001$ 5,122$ 5,253$ 5,383$ 5,516$ 5,657$ 56PFleet Technician/WelderTraffic Signal/Street Light TechnicianWater Production Technician II4,644$ 4,760$ 4,879$ 5,001$ 5,122$ 5,253$ 5,383$ 5,516$ 5,657$ 5,797$ 57P4,760$ 4,879$ 5,001$ 5,122$ 5,253$ 5,383$ 5,516$ 5,657$ 5,797$ 5,940$ 58P4,879$ 5,001$ 5,122$ 5,253$ 5,383$ 5,516$ 5,657$ 5,797$ 5,940$ 6,089$ 59PStreets Maintenance Crew SupervisorBuilding Maintenance Crew Supervisor5,001$ 5,122$ 5,253$ 5,383$ 5,516$ 5,657$ 5,797$ 5,940$ 6,089$ 6,241$ 60P5,122$ 5,253$ 5,383$ 5,516$ 5,657$ 5,797$ 5,940$ 6,089$ 6,241$ 6,398$ 61P5,253$ 5,383$ 5,516$ 5,657$ 5,797$ 5,940$ 6,089$ 6,241$ 6,398$ 6,559$ 62PUtilities Crew SupervisorWater Production Crew Supervisor5,383$ 5,516$ 5,657$ 5,797$ 5,940$ 6,089$ 6,241$ 6,398$ 6,559$ 6,725$ 63P Fleet Maintenance Crew Supervisor5,516$ 5,657$ 5,797$ 5,940$ 6,089$ 6,241$ 6,398$ 6,559$ 6,725$ 6,891$ 64P5,657$ 5,797$ 5,940$ 6,089$ 6,241$ 6,398$ 6,559$ 6,725$ 6,891$ 7,064$ 65P5,797$ 5,940$ 6,089$ 6,241$ 6,398$ 6,559$ 6,725$ 6,891$ 7,064$ 7,241$ 66P Water Quality Backflow Inspector5,940$ 6,089$ 6,241$ 6,398$ 6,559$ 6,725$ 6,891$ 7,064$ 7,241$ 7,419$ EXHIBIT ACITY OF ARCADIA MONTHLY SALARY RANGEAPRIL 1, 2019 - JUNE 30, 2020APWEA - 2.0% COLA
CITY OF ARCADIA
AND
ARCADIA POLICE OFFICERS’ ASSOCIATION
MEMORANDUM OF UNDERSTANDING
APRIL 1, 2018 – JUNE 30, 2020
i
Table of Contents Page
ARTICLE I ................................................................................................................................................... 1
Section A. PARTIES AND RECOGNITION ................................................................................... 1
Section B. APPROPRIATE UNIT .................................................................................................... 1
Section C. MUTUAL RECOMMENDATION .................................................................................. 1
ARTICLE II .................................................................................................................................................. 1
Section A. TERM ............................................................................................................................... 1
Section B. SAVINGS CLAUSE ........................................................................................................ 1
ARTICLE III ASSOCIATION RIGHTS .............................................................................................. 2
Section A. RIGHT TO JOIN ............................................................................................................. 2
Section B. USE OF BULLETIN BOARDS ...................................................................................... 2
Section C. PAYROLL DEDUCTION ............................................................................................... 2
Section D. REASONABLE NOTICE ............................................................................................... 3
Section E. AWARDS AND SAFETY COMMITTEES ................................................................... 3
ARTICLE IV TOBACCO USE ............................................................................................................ 3
ARTICLE V MANAGEMENT RIGHTS ............................................................................................. 3
ARTICLE VI COMPENSATION ......................................................................................................... 4
Section A. GENERAL COMPENSATION ...................................................................................... 4
Section B. ASSIGNMENT PAY ....................................................................................................... 4
Section C. SPECIAL ASSIGNMENT STIPEND ............................................................................ 4
Section D. BILINGUAL PAY ............................................................................................................. 4
Section E. PROMOTION OR ADVANCEMENT IN RATE OF COMPENSATION .................. 5
Section F. EDUCATIONAL INCENTIVE COMPENSATION ...................................................... 5
Section G. NEGOTIATING TEAM ................................................................................................... 6
ARTICLE VII OVERTIME ..................................................................................................................... 6
Section A. ................................................................................................................................................ 6
Section B. PREMIUM OVERTIME COMPENSATION ................................................................ 7
Section C. STRAIGHT OR COMPENSATORY TIME OFF ......................................................... 7
Section D. COURT TIME .................................................................................................................. 8
Section E. MOVIE DETAIL ............................................................................................................... 8
ii
ARTICLE VIII LONGEVITY PAY ....................................................................................................... 9
ARTICLE IX RETIREMENT ................................................................................................................ 9
Section A. EMPLOYEES HIRED PRIOR TO JULY 1, 2011 ....................................................... 9
Section B. EMPLOYEES HIRED ON OR AFTER JULY 1, 2011 BUT BEFORE OCTOBER
9, 2011 10
Section C. EMPLOYEES HIRED ON OR AFTER OCTOBER 9, 2011 OTHER THAN NEW
CALPERS MEMBERS ......................................................................................................................... 11
Section D. NEW CalPERS MEMBERS HIRED AFTER JANUARY 1, 2013 .......................... 12
ARTICLE X RETIREE MEDICAL BENEFITS ............................................................................... 14
Section A. RETIREE HEALTH - EMPLOYEES HIRED BEFORE JULY 1, 2011 .................. 14
Section B. RETIREE HEALTH - EMPLOYEES HIRED ON OR AFTER JULY 1, 2011 ....... 15
ARTICLE XI HEALTH, DENTAL AND LIFE INSURANCE CONTRIBUTIONS ........................ 15
ARTICLE XII DISABILITY INCOME INSURANCE ........................................................................ 17
ARTICLE XIII EMPLOYEE PHYSICALS ....................................................................................... 17
ARTICLE XIV UNIFORMS ............................................................................................................... 17
Section A. .............................................................................................................................................. 17
Section B. .............................................................................................................................................. 17
Section C. .............................................................................................................................................. 17
Section D. .............................................................................................................................................. 18
ARTICLE XV TUITION REIMBURSEMENT ................................................................................... 18
ARTICLE XVI LEAVES ..................................................................................................................... 19
Section A. .............................................................................................................................................. 19
Section B. POWER TO GRANT LEAVES ................................................................................... 19
Section C. MILITARY LEAVE ........................................................................................................ 20
Section D. VACATION LEAVE ...................................................................................................... 21
Section E. SICK LEAVE ................................................................................................................. 22
Section F. WORKERS' COMPENSATION .................................................................................. 24
Section G. HOLIDAYS .................................................................................................................... 24
Section H. JURY LEAVE ................................................................................................................ 24
Section I. WITNESS LEAVE ........................................................................................................ 24
Section J. UNAUTHORIZED ABSENCE ..................................................................................... 25
ARTICLE XVII PROBATIONARY PERIOD .................................................................................... 25
iii
Section A. .............................................................................................................................................. 25
Section B. .............................................................................................................................................. 25
Section C. .............................................................................................................................................. 25
ARTICLE XVIII RESPONSE TIME .................................................................................................... 25
ARTICLE XIX PATROL WORK SCHEDULE AND TRAINING SCHEDULE ............................ 25
ARTICLE XX UTILIZATION OF RESERVE POLICE OFFICERS ............................................ 26
ARTICLE XXI EMPLOYEE GRIEVANCES ................................................................................... 26
Section A. DEFINITIONS ............................................................................................................... 26
Section B. TIMELINESS ................................................................................................................. 27
Section C. EMPLOYEE REPRESENTATION ............................................................................. 27
Section D. INFORMAL GRIEVANCE PROCEDURE ................................................................. 28
Section E. FORMAL GRIEVANCE PROCEDURE ..................................................................... 28
Section F. APPEAL TO HUMAN RESOURCES COMMISSION ............................................. 29
Section G. DISCIPLINARY APPEAL TO HUMAN RESOURCES COMMISSION ................ 33
ARTICLE XXII FULL UNDERSTANDING ....................................................................................... 40
Section A. .............................................................................................................................................. 40
Section B. .............................................................................................................................................. 40
2018-2020 BARGAINING TEAMS ........................................................................................................ 41
1
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 Police Officers’ Association, a formally recognized employee organization, hereinafter referred to as the "Association", pursuant to the provisions of the
Meyers-Milias-Brown Act (Government Code §§3500 et.seq.).
Section B. APPROPRIATE UNIT
The classifications covered by this agreement are:
Police Officer
Police Sergeant
Section C. MUTUAL RECOMMENDATION
This Memorandum of Understanding constitutes a mutual
recommendation to be presented to the City Council, City of Arcadia, for
determination.
ARTICLE II
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 for the period
beginning April 1, 2018 and ending June 30, 2020.
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 preemptive legislation, that provision shall be
deemed stricken from the agreement and any right, benefit or obligation conferred by that provision shall be discontinued. The remaining sections
of the Agreement shall remain in full force and effect.
2
ARTICLE III ASSOCIATION RIGHTS
Section A. RIGHT TO JOIN
The City and the Association 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 Association's use designated bulletin board
where employees in the bargaining unit have access during regular
business hours subject to the following conditions:
1. All postings for bulletin boards must contain the date of posting and the
identification of the organization; and
2. The Association will not post information which is defamatory 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 Association members the normal and regular monthly Association 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.
3
Section D. 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
Association shall constitute reasonable written notice of any opportunity to meet with such agencies, on all matters within the scope of representation
upon which the City Council or Human Resources Commission may act.
The Association shall provide the Human Resources Commission with the
name and addresses of the two authorized representatives within five
days of the effective date of this agreement.
Section E. AWARDS AND SAFETY COMMITTEES
The Association shall be entitled to appoint a member to both the
Employee Awards and Safety Committees.
ARTICLE IV TOBACCO USE
In recognition of the health hazards arising from the use of tobacco products, the parties
agree that as a condition of employment, all unit members hired after July 1, 2001 shall
sign individual agreements that the employee shall refrain from smoking, chewing or
otherwise using tobacco products such as, but not limited to, cigarettes, cigars, pipe
tobacco, chewing tobacco or snuff.
An employee who fails to comply with the agreement shall receive a written warning for
the first offense, a suspension of 40 hours for the second offense and shall be
discharged for the third offense.
De Minimis off duty cigar smoking is permitted.
ARTICLE V MANAGEMENT RIGHTS
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
4
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.
ARTICLE VI COMPENSATION
Section A. GENERAL COMPENSATION
The City agrees to increase base salaries of classifications covered by this MOU in the amount of 2% effective April 1, 2018 and 2% April 1, 2019.
The salary schedules for classifications covered by this MOU are set forth
on Exhibit A and incorporated herein.
Section B. ASSIGNMENT PAY
During the term of this agreement, a Police Officer and supervising
Sergeant assigned by the Police Chief or his designee to perform the
extra duty and responsibility of training new Police Officers shall receive
an additional five percent (5%) per pay period, in addition to base salary
during the period of the assignment.
An employee assigned by the Police Chief to perform the duties and
responsibilities of Detective, School Resource Officer, Traffic Officer and
Personnel and Training shall receive five percent (5%), in addition to base salary during the period of assignment.
Section C. SPECIAL ASSIGNMENT STIPEND
Employees assigned to Major Accident Investigations Team (MAIT),
Special Weapons and Tactics (SWAT), Foothill Air Support Team (FAST),
Force Training Unit (FTU), Arcadia Mounted Patrol Team (AMET), Explorer Advisor (2), Reserve Coordinator (1) and other assignments
approved by the Police Chief shall receive a stipend of $28.85 per pay
period, in addition to base salary, and any regular special assignment pay,
during the period of assignment. An employee assigned to two or more of
these assignments at the same time, and who is not receiving assignment pay pursuant to Section B., above, shall receive $57.70 per pay period, in
addition to base salary, during the period of the assignment.
Section D. BILINGUAL PAY
During the term of this agreement, the City will offer a bilingual bonus program. To qualify, bargaining unit members must pass the test
developed or utilized by the City for languages specified by the City. No
more than twelve (12) members will be eligible to qualify for the bonus,
unless an increase in the number of eligible employees is recommended
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by the Police Chief and approved by the City Manager. A member designated to receive a bilingual bonus shall receive $49.07 per pay
period in addition to his base salary.
Section E. PROMOTION OR ADVANCEMENT IN RATE OF COMPENSATION
1. When an employee is promoted, the pay shall advance to the lowest step in such higher range that will provide not less than one step
increase in compensation unless the top step in such range provides
less than one step increase. Such one step 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 F. EDUCATIONAL INCENTIVE COMPENSATION
1. During the term of this agreement, for the classifications listed above, the City shall provide an education incentive program. Qualified
employees who possess an Associate of Arts degree shall receive an
additional 2 ½ % as their regular salary. Employees who possess a
Bachelor of Arts or Sciences degree shall receive an additional 5% as their regular salary.
Employees shall not receive in excess of 5% for any educational
incentive.
Employees shall qualify for the 2 ½ % education bonus when they have satisfied the basic education and training requirements by one of
the following methods:
a. The sworn employee shall have been awarded an Associate of Arts or Associate in Science degree in Police Science, Police Administration or related degree by an institution accredited by
the California Department of Education.
b. The sworn employee shall have 60 or more college units acceptable to a college or university which is accredited by the California Department of Education towards a Baccalaureate
degree and have completed a minimum of 20 units in police
related courses acceptable to an accredited California Junior
College towards an Associate in Arts Degree in Police Science, Police Administration or related degree.
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2. Employees shall qualify for the 5% education bonus upon receiving a Bachelor of Arts or Bachelor of Science degree from an institution
accredited by the California Department of Education.
3. Each employee who has earned an Intermediate P.O.S.T. Certificate
shall receive an additional five percent (5%) of their regular salary. Employees who have earned an Advanced P.O.S.T. Certificate shall
receive an additional eleven percent (11%) of their regular salary. The
P.O.S.T. Certification pay may not be combined with educational
incentive compensation provided in Article V, Section E. 1. By way of
example, and not limitation, an eligible employee with a B.A. degree and an Advanced P.O.S.T. Certificate would receive the Certificate pay
of eleven percent (11%), but would not receive the B.A. degree pay of
5%. An eligible employee with a B.A. degree and an Intermediate
P.O.S.T. Certificate would receive the B.A. degree pay of 5%, but
would not receive the Certificate pay of five percent (5%).
4. Members who qualify for any step advancement based on education
shall provide to the Police Chief a copy of their transcript, which shows
attainment of the qualifying education. The copy of the transcript shall
then be placed in their personnel file. Additionally, members who qualify for the P.O.S.T. Certification bonus pay shall provide to the
Police Chief a copy of the Intermediate or Advanced Certificate. The
copy of the Certificate shall then be placed in their personnel file.
Section G. NEGOTIATING TEAM
In lieu of adjustment of shift assignments and/or additional compensation,
the five members of the Arcadia Police Officers’ Association negotiating
team shall receive sixteen (16) hours of comp time (at straight time)
credited to each employee’s account.
ARTICLE VII OVERTIME
Section A. The Police Chief may require employees in the Police Department to work
at any time other than during regular working hours until such work is
accomplished.
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Section B. PREMIUM OVERTIME COMPENSATION
The work period for sworn personnel who work a 5 day on-2 day off work
week and/or a 3/12 work schedule, and/or a 4/10 work schedule, and/or a
9/80 work schedule is 28 days. The work period for sworn personnel who
work a 4 day on-2 day off work week is 24 days.
Any such employee who is required to work in excess of his or her
regularly scheduled work day or work period, as defined above, shall be
compensated at the rate of time and one-half the employee's regular rate
of pay. Computation of overtime and payment for overtime shall comply with the Department of Labor regulations.
For purposes of overtime calculation, paid leaves of absence shall be
regarded as hours worked. No overtime credit shall be allowed for any
period less than one-quarter hour.
Section C. STRAIGHT OR COMPENSATORY TIME OFF
Overtime compensation shall be in cash or compensatory time off at the
employee’s option, subject to the provisions herein below.
An employee may accumulate up to a maximum of 100 hours in his/her
compensatory time off bank. Employees may cash out up to eighty (80)
hours of compensatory time off accrual once per fiscal year, at the regular
rate of pay in effect at which time the employee requests cash out.
Compensatory time off may be taken at the option of the employee subject
to the approval of the Department’s designated representative. Outside
reimbursable overtime shall be administered in accordance with the
Manual of the Arcadia Police Department and shall be compensated only
in cash.
Notwithstanding the above, employees who work traffic control
assignments at Santa Anita Race Track related to horse racing shall be
compensated four hours at the rate of time and one-half the employee's
regular rate of pay. An employee who is cancelled from working a traffic assignment at Santa Anita Race Track with less than 24 hours prior notice
shall receive three hours of straight time at the employee’s regular rate of
pay.
An employee who is recalled to the work site after completing a day's work, including any overtime, shall receive a minimum of two hours of
straight time or time and one-half of the hours actually worked, whatever is
greater. A recalled officer must arrive at the station or the scene of the
event in order to be compensated.
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Section D. COURT TIME
When an officer is required by the City to report to court to testify during
the officer's off-duty time, the officer shall receive a minimum of four (4)
hours of straight time or the actual time in court at the appropriate rate,
whichever is greater. If the officer reports during the morning session, is released by the court but ordered to return after a significant break in time
to testify during the court's afternoon session, the off-duty officer shall be
entitled to receive an additional four (4) hours at straight time or the actual
time in court, whichever is greater. The Court's lunch break shall not
constitute a significant break in time. Lunch breaks are unpaid.
Whenever an officer is placed “on-call” pursuant to a court subpoena while
otherwise off-duty, he shall receive compensation for being “on-call” at the
rate of two (2) hours of straight time pay for each day spent in that status.
However, except as described below, this pay shall not be provided on any day the officer is called to appear in court and is compensated for that
appearance pursuant to the above paragraph. When an officer, during the
officer’s off-duty time, reports to court in the morning and is issued an
“on-call” subpoena for the afternoon, in addition to the four (4) hours at
straight time pay the officer receives for reporting in the morning, the officer shall receive two (2) hours of straight time pay for that afternoon
session. In the event the officer is called to report to court that afternoon,
the officer shall receive four (4) hours pay at straight time or overtime pay
for the actual time in court, whichever is greater, in lieu of the two (2)
hours of “on-call” pay.
Section E. MOVIE DETAIL
When a full-time sworn member performs overtime duty for movie or other
commercial filming projects for which the City will be reimbursed, he/she
shall be paid at time and one half the regular rate for the actual time worked or for six (6) hours at straight time, whichever is greater.
When scheduling overtime duty for this purpose, no shift shall be
scheduled for less than six (6) hours unless the total filming day schedule
is less than a six-hour day.
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ARTICLE VIII LONGEVITY PAY
Longevity Pay benefit will be implemented based on the following formula:
Completed Yrs Continuous Service
5 – 9 Years
10 – 14 Years
15 + Years
Amount Per Pay Period $ 42.02 $ 63.04 $ 84.06
The Longevity Pay benefit is effective the pay period an employee completes 5, 10 or
15 years of continuous employment with the City. The foregoing amounts shall be
subject to applicable payroll deductions.
ARTICLE IX RETIREMENT
Section A. EMPLOYEES HIRED PRIOR TO JULY 1, 2011
The City contracts with the State of California Public Employees
Retirement System (PERS) for the classifications of Police Officer and
Police Sergeant. The plan shall include the following options:
1. 3% at age 50 retirement formula (Government Code §21362.2);
2. Single highest year final compensation (Government Code §20042); 3. Post Retirement Survivor Continuance; 4. Credit for unused sick leave (Government Code §20965);
5. 1959 Survivors Benefit for which each employee contributes
ninety-three cents ($.93) per pay period;
6. Third level 1959 Survivors Benefit increased allowance (Government Code §21573);
7. Military service credit as public service option (Government Code
§21024). It is agreed and understood that the employee is responsible
for paying for this benefit;
8. The City agrees to allow members to participate in a pre-tax payroll deduction plan for service credit purchases;
9. Provided the employee signs a waiver releasing and holding the City
harmless, from any liability, whatsoever, the City agrees to allow
members to use funds from their deferred compensation (457 plan)
towards the pre-tax payroll deduction plan for service credit purchases; 10. Special compensation items shall be reported to CalPERS in
accordance with applicable law;
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11. Employees agree to make contributions to offset a portion of the City’s
costs related to CalPERS retirement benefits. The employee cost-
sharing will be accomplished through pre-tax deductions in the manner
contemplated by Government Code Section 20516(f). The parties
recognize that the IRS has yet to take a position on the pre-tax status of deductions made under Section 20516(f) and in the event that,
subsequent to the effective date of this provision, the IRS determines
that such deductions do not qualify for pre-tax status, the parties agree
to meet and discuss the effects thereof. The cost-sharing arrangement
will be implemented as follows: Employees will pay 9% of PERSable compensation to CalPERS
retirement.
12. The City shall continue to pay the full cost of the employees’ normal
member contribution to CalPERS of 9% (EPMC) and shall continue to
report that as additional compensation pursuant to Government Code Section 20636(c)(4). Further, said amount will be allocated to the
employee’s retirement account.
13. The Pre-Retirement Option 2W Death Benefit (Government Code
§21548). Pursuant to §20516(f) (Employee Sharing Cost of Additional
Benefits), Employees agree to cost –share this benefit with the City through pre-tax deductions in the manner contemplated by §20516(f)
of the Government Code. The parties recognize that the IRS has yet
to take a position on the pre-tax status of deductions made under
§20516(f) and in the event that, subsequent to the effective date of this
provision, the IRS determines that such deductions do not qualify for pre-tax status, the parties agree to meet and discuss the effects
thereof. It is agreed and understood that both parties shall split the
cost of this optional benefit which was determined to be a total of
.220%. The cost-sharing arrangement will be implemented as follows:
Employees will pay one and ten hundredths of a percent (.110%) of
PERSable compensation to CalPERS retirement via payroll
deduction; and the City will pay one and ten hundredths of a
percent (.110%) of PERSable compensation to CalPERS
retirement.
Section B. EMPLOYEES HIRED ON OR AFTER JULY 1, 2011 BUT BEFORE
OCTOBER 9, 2011
The City contracts with the State of California Public Employees
Retirement System (PERS) for the classifications of Police Officer and
Police Sergeant. The plan shall include the following options:
1. 3% at age 50 retirement formula (Government Code §21362.2);
2. Single highest year final compensation (Government Code §20042);
3. Post Retirement Survivor Continuance;
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4. Credit for unused sick leave (Government Code §20965); 5. 1959 Survivors Benefit for which each employee contributes
ninety-three cents ($.93) per pay period;
6. Third level 1959 Survivors Benefit increased allowance (Government
Code § 21573);
7. Military service credit as public service option (Government Code §21024). It is agreed and understood that the employee is responsible
for paying for this benefit;
8. Employee will pay the full nine percent (9%) member contribution to
CalPERS on a pre-tax basis via payroll deduction;
9. The City agrees to allow members to participate in a pre-tax payroll deduction plan for service credit purchases;
10. Provided the employee signs a waiver releasing and holding the City
harmless, from any liability, whatsoever, the City agrees to allow
members to use funds from their deferred compensation (457 plan)
towards the pre-tax payroll deduction plan for service credit purchases; 11. Special compensation items shall be reported to CalPERS in
accordance with applicable law; and
12. The Pre-Retirement Option 2W Death Benefit (Government Code
§21548). Pursuant to §20516(f) (Employee Sharing Cost of Additional
Benefits), Employees agree to cost –share this benefit with the City through pre-tax deductions in the manner contemplated by §20516(f)
of the Government Code. The parties recognize that the IRS has yet
to take a position on the pre-tax status of deductions made under
§20516(f) and in the event that, subsequent to the effective date of this
provision, the IRS determines that such deductions do not qualify for pre-tax status, the parties agree to meet and discuss the effects
thereof. It is agreed and understood that both parties shall split the
cost of this optional benefit which was determined to be a total of
.220%. The cost-sharing arrangement will be implemented as follows:
Employees will pay one and ten hundredths of a percent (.110%) of
PERSable compensation to CalPERS retirement via payroll
deduction; and the City will pay one and ten hundredths of a
percent (.110%) of PERSable compensation to CalPERS
retirement.
Section C. EMPLOYEES HIRED ON OR AFTER OCTOBER 9, 2011 OTHER THAN
NEW CALPERS MEMBERS
The City contracts with the State of California Public Employees
Retirement System (PERS) for the classifications of Police Officer and
Police Sergeant. The plan shall include the following options:
1. 3% at age 55 retirement formula (Government Code §21363.1);
2. Three (3) year final compensation (Government Code §20037);
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3. Post Retirement Survivor Continuance; 4. Credit for unused sick leave (Government Code §20965);
5. 1959 Survivors Benefit for which each employee contributes
ninety-three cents ($.93) per pay period;
6. Third level 1959 Survivors Benefit increased allowance (Government
Code §21573); 7. Military service credit as public service option (Government Code
§21024). It is agreed and understood that the employee is responsible
for paying for this benefit;
8. Employee will pay the full nine percent (9%) member contribution to
CalPERS on a pre-tax basis via payroll deduction; 9. The City agrees to allow members to participate in a pre-tax payroll
deduction plan for service credit purchases;
10. Provided the employee signs a waiver releasing and holding the City
harmless, from any liability, whatsoever, the City agrees to allow
members to use funds from their deferred compensation (457 plan) towards the pre-tax payroll deduction plan for service credit purchases;
11. Special compensation items shall be reported to CalPERS in
accordance with applicable law; and
12. The Pre-Retirement Option 2W Death Benefit (Government Code
§21548). Pursuant to §20516(f) (Employee Sharing Cost of Additional Benefits), Employees agree to cost –share this benefit with the City
through pre-tax deductions in the manner contemplated by §20516(f)
of the Government Code. The parties recognize that the IRS has yet
to take a position on the pre-tax status of deductions made under
§20516(f) and in the event that, subsequent to the effective date of this provision, the IRS determines that such deductions do not qualify for
pre-tax status, the parties agree to meet and discuss the effects
thereof. It is agreed and understood that both parties shall split the
cost of this optional benefit which was determined to be a total of .220%. The cost-sharing arrangement will be implemented as follows: Employees will pay one and ten hundredths of a percent (.110%) of
PERSable compensation to CalPERS retirement via payroll
deduction; and the City will pay one and ten hundredths of a
percent (.110%) of PERSable compensation to CalPERS
retirement.
Section D. NEW CalPERS MEMBERS HIRED AFTER JANUARY 1, 2013
The City contracts with the State of California Public Employees
Retirement System (PERS) for the classifications of Police Officer and
Police Sergeant. The plan shall include the following options:
1. 2.7% at age 57 retirement formula (Government Code § 7522.25(d));
2. Three (3) year average final compensation period (Government Code
§20037);
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3. Post Retirement Survivor Continuance; 4. Credit for unused sick leave (Government Code §20965);
5. 1959 Survivors Benefit for which each employee contributes
ninety-three cents ($.93) per pay period;
6. Third level 1959 Survivors Benefit increased allowance (Government
Code § 21573); 7. Military service credit as public service option (Government Code
§21024). It is agreed and understood that the employee is responsible
for paying for this benefit;
8. Employee will pay 50% of the normal cost, currently twelve percent
(12%) member contribution to CalPERS on a pre-tax basis via payroll deduction (Government Code §7522.30);
9. The City agrees to allow members to participate in a pre-tax payroll
deduction plan for service credit purchases;
10. Provided the employee signs a waiver releasing and holding the City
harmless, from any liability, whatsoever, the City agrees to allow members to use funds from their deferred compensation (457 plan)
towards the pre-tax payroll deduction plan for service credit purchases;
11. Special compensation items shall be reported to CalPERS in
accordance with applicable law; and
12. The Pre-Retirement Option 2W Death Benefit (Government Code §21548). Pursuant to §20516(f) (Employee Sharing Cost of Additional
Benefits), Employees agree to cost –share this benefit with the City
through pre-tax deductions in the manner contemplated by §20516(f)
of the Government Code. The parties recognize that the IRS has yet
to take a position on the pre-tax status of deductions made under §20516(f) and in the event that, subsequent to the effective date of this
provision, the IRS determines that such deductions do not qualify for
pre-tax status, the parties agree to meet and discuss the effects
thereof. It is agreed and understood that both parties shall split the cost of this optional benefit which was determined to be a total of .220%. The cost-sharing arrangement will be implemented as follows:
Employees will pay one and ten hundredths of a percent (.110%) of
PERSable compensation to CalPERS retirement via payroll deduction;
and the City will pay one and ten hundredths of a percent (.110%) of
PERSable compensation to CalPERS retirement.
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ARTICLE X RETIREE MEDICAL BENEFITS
Section A. RETIREE HEALTH - EMPLOYEES HIRED BEFORE JULY 1, 2011
1. Tier II Retirees. During the term of this Agreement, for employees
hired before July 1, 2011 and retiring from the City on or after
January 1, 2012 (“Tier II Retirees”), the City agrees to provide a premium reimbursement to the retiree for the purpose of purchasing health coverage through CalPERS for the Tier II Retiree and his/her
spouse, in an amount not to exceed the following rates: Single - $656;
Employee+ Spouse - $1,141 for eligible retirees from the classifications
represented by this Agreement. The Premium Payment shall be payable in the following form: (1) PEMHCA Minimum contribution
payable directly to CalPERS, and (2) a reimbursement to the Tier II
Retiree equal to difference between the cost of plan in which the Tier II
Retiree enrolls, subject to the foregoing cap, and the Retiree Minimum
Contribution (“Reimbursement”). If a retiree enrolls in a more expensive plan, he/she will be responsible for payment of any premium
in excess of the capped amount. The Reimbursement shall cease for
the Tier II Retiree upon eligibility for Medicare coverage, and the
Reimbursement shall cease for the spouse upon eligibility for Medicare
coverage, or after 15 years, whichever occurs first.
Tier II Retirees must be “eligible retirees” in order to receive the
benefits described in this paragraph.
2. An “eligible retiree” is a sworn unit member who retires on a service, disability, or industrial disability retirement and has one thousand
(1,000) hours of accumulated sick leave at the date of retirement. An
employee who has fewer than one thousand (1,000) hours of
accumulated sick leave at the date of retirement may become eligible
for coverage for the employee and spouse health insurance premium by paying the City an amount equal to his/her daily pay rate at the time
of retirement times the number of days needed to meet the one
thousand (1,000) hours of accumulated sick leave requirement. In
addition, the eligible employee must apply prior to retirement for such
coverage through the City’s Human Resources Division. The Association shall notify the City’s Human Resources Division in the
event of the death of a retired member. There are three (3) conditions
for employees to be eligible to exercise this buyback provision.
a. The employee must be at least 50 years old; b. The employee must have worked full-time continuously for the
City of Arcadia for a minimum of 15 years; and
c. The employee is limited to purchasing a maximum of 350 hours
of sick leave; provided, however, upon verification of information
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from a qualified medical provider that an employee has substantially depleted the employee’s sick leave accrual due to
a an absence or absences caused by a serious illness or injury
suffered by the employee or a family dependent living in the
employee’s household, this purchase limitation of 350 hours will
be excused.
3. In order to be eligible for retiree health coverage, the employee, and if
applicable, the employee’s spouse, 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.
4. In addition, the eligible employee must apply prior to retirement for
such coverage through the City’s Human Resources Division. The
Association shall notify the City’s Human Resources Division in the event of the death of a retired member.
Section B. RETIREE HEALTH - EMPLOYEES HIRED ON OR AFTER JULY 1, 2011
Tier III Retirees. For employees hired on or after July 1, 2011 that retire
from the City and who remain enrolled in a CalPERS health plan after
retirement (“Tier III Retiree”), the City will pay no more than the PEHMCA
Minimum contribution. Tier III Retirees shall not be reimbursed or
otherwise receive payment from the City for health insurance premiums in
excess of the PEHMCA Minimum contribution.
ARTICLE XI HEALTH, DENTAL AND LIFE INSURANCE CONTRIBUTIONS
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 the minimum
employer contribution required pursuant to Government Code
§22892(b) (“Minimum Contribution”) per month per employee for health insurance.
2. Dental Insurance: Mandatory enrollment: The City will contribute the
employee only cost for Delta Care USA insurance per month (“Dental
Contribution”) toward one of two dental plans. Additional coverage may be purchased through the Optional Benefits allocation.
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3. Optional Benefits: Subject to the limits set forth herein, the City shall contribute the remaining amount of employee’s health and dental
insurance benefit allowance through a contribution to an Internal
Revenue Code §125 Cafeteria Plan as follows:
Beginning April 1, 2018 the benefit allowance rates shall be improved to the following amounts:
(a) Single employees without dependents, hereinafter
referred to as “Employee Only” shall receive a
contribution from the City, inclusive of the Minimum Contribution and Dental Contribution, toward the cost of
premiums not to exceed $861/month.
(b) Employees with one qualified dependent, hereinafter
referred to as “Employee + 1” shall receive a contribution from the City, inclusive of the Minimum Contribution and
Dental Contribution, toward the cost of premiums not to
exceed $1096/month.
(c) Employees with two or more qualified dependents, hereinafter referred to as “Family” shall receive a
contribution from the City, inclusive of the Minimum
Contribution and Dental Contribution, toward the cost of
premiums not to exceed $1,240/month.
If the premium cost of the health and dental plans in which an
employee enrolls exceeds the City's benefit contribution, the employee
shall pay through payroll deduction the difference between the monthly
premium and the amount contributed by the City. The employee shall forfeit any balance should the City's contribution exceed the cost of the premiums.
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 including social security number, marriage, birth and/or adoption certificates.
4. Life Insurance: The City shall provide a $25,000 Life & AD&D benefit
for eligible employees.
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5. Vision Plan: The City shall provide each employee with a vision plan, with the City paying the premium in fiscal years FY 17-18, and FY18-
19. The vision plan will be Vision Service Plan, Option B. The City will
pay the premium up to the cost of the family plan.
ARTICLE XII DISABILITY INCOME INSURANCE
The City shall provide disability income insurance up to a maximum total monthly
payment of $14.18 per employee, covered by this agreement during the life of the
agreement.
ARTICLE XIII EMPLOYEE PHYSICALS
Unit members shall receive a comprehensive physical examination during the term of this agreement.
The City shall establish the terms of the physical examinations. Examinations shall be
on an annual basis for sworn members of classifications represented by this agreement who are 40 years of age or over. Examinations shall be on a biennial basis for sworn members of classifications represented by this agreement who are under 40 years of
age. Once those terms have been established by the City, neither party shall be
prevented from seeking, through the meet and confer process, changes to become
effective at the expiration of this agreement.
ARTICLE XIV UNIFORMS
Section A. For the classifications of Police Officer and Police Sergeant, in addition to
the City's initial uniform issue, there shall be a Uniform Replacement
Program for the following items: shirts, trousers, and shoes.
Section B. The program shall be administered by, and at the direction of the City, for
the purpose of providing replacement of worn items and items damaged in
the line of duty only.
Section C. The Police Chief or designee shall meet with APOA representatives for the purpose of identifying uniform and safety related equipment that may
be purchased through the Department's Uniform Replacement Program. A
list of optional items will be developed that represented employees may
purchase.
Each Police Officer and Police Sergeant shall be provided a $750.00
check at the beginning of each fiscal year to spend on optional safety
equipment, shoes and boots. Any safety equipment reimbursement made
during the year shall be deducted from this allowance. New employees
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who start mid-year shall have this allowance pro-rated quarterly based on their date of hire.
Section D. Detectives, Community and Youth Services Personnel and the individual
assigned to Personnel and Training may be reimbursed up to a maximum
of $300 during the first consecutive 12 months of the assignment and during each successive 12 months of the assignment each for the
purchase of sports coat, slacks, dress shirts, ties and suits in lieu of the
shirt and trousers uniform replacement program referred to in Section A
above. Reimbursement shall be provided after the employee provides the
Department with original proof of purchase receipts. All employees shall maintain a regular uniform in the event that duties require it.
The reimbursement(s) shall not be considered as salary or compensation
and shall not be taken into consideration in computing overtime, or
payment for leave of any kind or for the computation of any supplemental benefit.
ARTICLE XV TUITION REIMBURSEMENT
Employees shall be eligible for tuition advancement or reimbursement who have
completed at least one probationary period in the Classified Service, or one year of continuous service if employment is “at-will,” subject to the conditions below. To qualify
for tuition advancement/reimbursement, a Tuition Loan/ Reimbursement Form must be
submitted and pre-approved by the employee’s Department Head and Human
Resources Administrator, before the course(s) begin.
Tuition loan or reimbursement shall only be for courses, specialized training, or degree
programs "job-related" that are directly related to the employee's position as determined
by the City Manager or designee.
The Tuition Loan/Reimbursement Program will operate on a fiscal year basis (July 1 through June 30) and shall be subject to the availability of funds as determined by the
City. The maximum loan or reimbursement amount shall be $4,126 for undergraduate
courses and $5,062 for graduate courses. Eligible fees include tuition, on campus
parking fees and textbooks. All other fees are subject to approval by the City. School
supplies are not reimbursable. Permanent part-time employees shall receive one-half of the benefit.
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. If
the employee either does not receive a “C” or better or for any reason does not finish the class, the advance is due and payable.
Any employee who shall voluntarily retire or terminate employment or be terminated for
disciplinary cause within one year from the completion of a class or classes shall refund
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all tuition paid under this provision for those specific classes unless they were required to attend by the appointing power. An employee who separates employment and who
received tuition advancement and did not complete a class or classes within
one (1) year from the advancement, shall refund all tuition advanced and be subject to
the provisions outlined in the Advanced Tuition Participation and Loan Agreement.
Employees who retire on a Disability or Industrial Disability Retirement, or are laid off shall not be required to refund tuition fees.
The City reserves the right to investigate any school and approve or disapprove it for
advancement or reimbursement if such action appears warranted. Courses must be
taken at an accredited education institution, which is defined as any college or university which has been accredited by a recognized government or professional accrediting
body (as determined by the City). Additionally, the City reserves the right to deny any
course(s), specialized training or degree programs determined by the City Manager to
be non-job related.
ARTICLE XVI LEAVES
Section A. In accordance with the current Personnel Rules and Regulations of the
City of Arcadia, all leaves for classifications represented by this agreement
shall be provided for as follows:
Section B. POWER TO GRANT 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 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.
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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.
Section C. MILITARY LEAVE
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 thirty (30) calendar days of active military
training, an employee must have been employed by the City for a period
of not less than one (1) 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 thirty (30) calendar days in any one (1) 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.
Military and Veteran’s Code §§395, 395.01(a), 564 and 566 set forth
provisions for state military reserve personnel employed by public
employers are statutorily entitled to up to 180 days of temporary military leave for active duty activities with up to 30 days of paid military leave
each fiscal year. When placed on state active duty this is ordered active
duty, which entitles the employee to paid military leave.
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State military reserve personnel also generally have a right to extended leaves of absence and a right to re-employment after lengthy periods of
ordered duty when called to active duty in certain emergency
circumstances and public employees are entitled to receive their pay from
their public employer for the first thirty (30) days of that period of active
military and veteran’s code §§143, 146, 395, 395.05, 395.06 and 566.
Before leaving for an extended leave (181 days or more), the employee
must notify the city of his or her intention to return to work upon the
completion of the active duty service. Employees will have ninety (90)
days from completion of extended active service to report back to work to resume their duties, must submit to the City a copy of the honorable
discharge papers, and pass a medical exam.
Additional military leave provisions were adopted by Council on
November 20, 2001, in Resolution 6268. For military leave covered by this Resolution, the City will maintain the difference between the employee’s
City salary and benefits of the employee while on active military duty.
Although a military leave of absence is not considered a break in service
in relation to seniority, if the employee wishes to have their extended military service time credited toward CalPERS, the employee may buy
back credit for their leave of absence for active military service through
CalPERS as CalPERS has determined that payments while on such
service are not reportable for retirement purposes.
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.
Section D. VACATION LEAVE
Employees in the classifications of Police Officer and Police Sergeant,
with the exception of temporary appointments, shall accumulate vacation:
beginning with the first full pay period of employment at the rate of 4.61 hours per pay period during the first five years of continuous full time
employment with the City; at the rate of 6.15 hours per pay period after the
completion of five years of continuous full time employment with the City;
at the rate of 6.77 hours per pay period after the completion of ten years of
continuous full time employment with the City; and at the rate of 7.69 hours per pay period after the completion of fifteen years of continuous full
time employment with the City.
Vacation may not be accumulated beyond the amount accumulable for a
sixty-five (65) pay period basis. Once an employee has accumulated this
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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.
An employee who has previously requested and was granted approval of
vacation leave for use during the last three (3) months of the calendar year and is unable to utilize such leave because of the City's cancellation
of leave shall be allowed to carry over the excess leave time into the next
three (3) months of the new calendar year, if rescheduling of the vacation
leave is not possible.
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/her rate of compensation applicable at the time he/she leaves the City
employ. If an employee works fifty percent (50%) of the final pay period, the employee shall receive credit for that pay period's vacation. If an
employee works less than fifty percent (50%) of the pay period, the
employee accrues nothing.
Employees may elect to sell back vacation during a calendar year equal to the amount of vacation taken during the year, by the date of the request,
not to exceed a maximum of 80 hours in the calendar year, at the regular
rate of pay used for purposes of the Fair Labor Standards Act at the time
the employee request.
Section E. SICK LEAVE
All employees in classifications represented by this agreement with the
exception of temporary appointments, shall accrue sick leave beginning
with the first full pay period of employment on the basis of 3.69 hours for
each pay period of service completed with the City. Sworn employees may accumulate up to a maximum of 1,600 hours sick leave.
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.
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
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requiring the care and attendance of such employee. Sick leave may also be used when the employee's family dependent requires the employee's
presence at the dependents 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.
Sick leave may be used by an employee in accordance with paragraph 2
and 3 above. Any employee when off-duty as a result of personal or family illness shall report the fact immediately to his supervisor, or to the officer
then in charge at the department, giving the nature of the illness or
circumstances relative to his absence.
While absent from duty because of sickness or disability, the Officer shall remain at their residence or place of confinement unless otherwise
authorized by a physician or his supervisor.
The term "immediately" means that the employee or someone acting for
the employee shall notify the department as soon as it becomes apparent that the employee will not be able to report for duty.
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 Police Chief and the City Manager at the time of death, or where death appears imminent, in the immediate family, defined
as the spouse, the employee's or employee's spouse's mother,
stepmother or father, stepfather, brother or sister, child or stepchild,
grandparents, grandchildren, or any relative of the employee or employee's spouse residing in the same household. Such leave, up to a maximum of three (3) working days at one time, shall not be charged
against sick or other leave. If over three (3) working days of such leave is
granted, at one time, that amount over three (3) days shall be charged
against sick or other leave. The Police Chief and the City Manager may require evidence of the
reason for any employee's absence during the time for which sick leave is
requested. If the employee fails to provide such evidence as required by
the Police Department and within the time limit specified by the Department, the absence will be charged to leave without pay.
The Police Chief 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.
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If an employee works fifty percent (50%) of the final pay period, the employee shall receive credit for that pay period's sick leave. If an
employee works less than fifty percent (50%) of the pay period, the
employee accrues nothing.
Section F. WORKERS' COMPENSATION
In those instances where an employee of the City of Arcadia is injured on
duty and the injury is so recognized by the Workers' Compensation Act by
the City of Arcadia or the Workers' Compensation Appeals Board, such
employee shall be paid a combination of salary and Workers'
Compensation equal to his regular salary rate for such time as he is absent from duty because of such injury up to a maximum of one year
from and after date of such injury. Lost time due to an injury on duty shall
not be charged against an employee's accumulated sick leave.
Section G. HOLIDAYS
Employees in the classifications of Police Officer and Police Sergeant
shall receive eight (8) hours of “Holiday-In-Lieu-Pay” for the following
holidays:
New Year's Day Labor Day
Martin Luther King Jr. Day Admission Day
Washington’s Birthday Veteran’s Day Memorial Day Thanksgiving Day Independence Day Christmas Day
The 80 hours of annual Holiday-In-Lieu Pay must be cashed out (not to be
used for time off) prior to the end of each fiscal year, and is intended as additional compensation for employees The cashed out holiday pay shall be paid out at the employee’s regular rate of pay used for the purposes of
the Fair Labor Standards Act at the time of the employee’s request.
Section H. JURY LEAVE
When a City employee is called or required to serve as a juror, attendance shall be deemed a leave of absence with full pay not to exceed 10 days
per year. The employee shall remit to the City all fees received except
mileage.
Section I. WITNESS LEAVE
An employee who is subpoenaed or required to appear in Court as a
witness shall be deemed to be on a leave of absence. With approval of the
appointing power and City Manager, the employee may be granted leave
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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 J. UNAUTHORIZED ABSENCE
Unauthorized leaves of absence are cause for immediate dismissal.
ARTICLE XVII PROBATIONARY PERIOD
Section A. The probationary period is part of the examination process. It is a work-test period during which the employee's performance and conduct on the job are evaluated to determine whether or not the employee is fully
qualified for permanent appointment.
During the probationary period, a probationer may be released, or demoted if permanent status is held in a lower classification, without the right of appeal, if the appointing power deems the probationer unfit or
unsatisfactory for service.
When a provisional appointment is made to a probationary position and subsequently the appointee is appointed to the position as a probationary employee, with no time interval between the provisional and probationary
appointment, the "employment date" as herein defined, shall be the date
first appointed on a provisional basis.
Section B. All eligible candidates appointed to a position from an open competitive examination and who are not currently employed in a permanent position
shall be on probation for eighteen months before attaining permanent
status.
Section C. Eligible candidates appointed from a promotional list shall be on probation for twelve months before attaining permanent status.
ARTICLE XVIII RESPONSE TIME
Due to the emergency requirements of prompt response time, all sworn members of the unit must live within a fifty (50) mile radius of the Police Station.
ARTICLE XIX PATROL WORK SCHEDULE AND TRAINING SCHEDULE
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Officers in patrol will be assigned a 3/12 work schedule. Police management and APOA representatives shall meet as needed to review and make adjustments to ensure
efficient and effective patrol operations. Final approval of all adjustments to the 3/12
work schedule rests with the Police Chief.
ARTICLE XX UTILIZATION OF RESERVE POLICE OFFICERS
The City of Arcadia and the Arcadia Police Officers’ Association (APOA) agree to the
utilization of reserve police officers in specified circumstances to augment staffing
needs. The assignment of single-person reserve officers to patrol, detective, race track
posts, movie details, or outside reimbursable assignments would only be made once
regular officers have had an opportunity per department practice to voluntarily sign-up for these details. Prior to a force-hire situation, a qualified reserve officer may be called
to work the detail. Should a reserve officer not be available, the normal force hire
situation would apply to regular officers.
ARTICLE XXI EMPLOYEE GRIEVANCES
Section A. DEFINITIONS
a. Grievance
A grievance is an allegation by an employee(s) of a misinterpretation
or misapplication of any express provision of the applicable
Memorandum of Understanding or City and/or Department Personnel
Rules and Regulations where there is no other specific method of review provided by City law.
b. Grievant
An employee or group of employees in the classified service adversely
affected by an act or omission by the City allegedly in violation of an express provision of the Memorandum of Understanding or City and/or
Department Personnel Rules and Regulations.
c. Department Head
The department head or designee.
d. Work day
A work day is any day the City offices are regularly open for business.
e. Exclusions from the Grievance Procedure: 1. The procedure is not to be used for the purpose of changing
wages, hours and working conditions. Allegations involving
wages, hours and working conditions may thus be grieved only
if the grievance involves a misapplication or misinterpretation of
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an express provision of the MOU or a City/Department Personnel Rules and Regulations.
2. The procedure is not intended to be used to challenge the
content of employee evaluations or performance reviews.
Allegations that the City has failed to comply with an evaluation
procedure set forth in a specific provision of the MOU and/or City/Department Personnel Rules and Regulations are
grievable.
3. The procedure is not intended to be used to challenge a
reclassification, layoff, transfer, denial of reinstatement, or
denial of a step or merit increase. Notwithstanding the above, if the process used to reach the foregoing decisions is not in
compliance with an express provision of the MOU and/or
City/Department Personnel Rules and Regulations, a grievance
may be filed.
4. The procedure is not intended to be used in cases of oral or written reprimand, demotion, suspension, removal or other
disciplinary action. Appeals of disciplinary actions are covered
by the City’s Personnel Rules and Regulations.
5. The procedure is not to be used to challenge examinations or
appointment to positions. Notwithstanding the above, if the process used to reach the foregoing decisions is not in
compliance with an express provision of the MOU and/or
City/Department Personnel Rules and Regulations, a grievance
may be filed.
Section B. TIMELINESS
The grievance must be filed by the employee within the timelines set forth
herein. Failure of the employee to file the initial grievance or process the
grievance from one level to another in a timely manner is a forfeiture of the
grievance and the grievance will not be processed further.
If the City fails to respond in a timely manner, the employee may proceed
to the next level.
Section C. EMPLOYEE REPRESENTATION
The employee may be represented by a person of his or her choice to prepare and present the grievance. The employee may use a reasonable
amount of released time to process the grievance. The release time must
be approved by the Department Head.
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Section D. INFORMAL GRIEVANCE PROCEDURE
Within fifteen (15) working days following the event, or within fifteen (15)
working days after the employee should reasonably have known of the
event, the employee should attempt to resolve the grievance on an
informal basis by discussion with his or her immediate supervisor.
Section E. FORMAL GRIEVANCE PROCEDURE
a. First Level of Review: Next Level Supervisor
If the employee is not able to resolve the grievance after discussion
with his or her immediate supervisor, within ten (10) working days after the informal discussion with the immediate supervisor, the employee shall present the grievance in writing to the next level supervisor on the
official City grievance form setting forth the following information:
1. The specific section of the rules or MOU allegedly violated. 2. The specific act or omission which gave rise to the alleged violation.
3. The date or dates on which the violation occurred.
4. Documents, witnesses or evidence in support of the
grievance. 5. The resolution of the grievance at the informal stage. 6. The remedy requested.
A copy of the grievance shall be provided to the Human Resources
Division of the Administrative Services Department concurrently with presentation to the immediate supervisor.
The next level supervisor shall render a decision in writing, on the
grievance form, within ten (10) working days after receiving the grievance.
b. Department Head Review
If the employee does not agree with the decision of the next level
supervisor, within ten (10) working days after receiving the next level
supervisor’s decision or twenty (20) days from the date the next level
supervisor received the grievance but failed to issue a decision, the employee shall present the grievance in writing, on the grievance form, to the department head.
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) working days of receiving the grievance or within ten (10) working days of holding a
grievance meeting whichever is longer.
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c. Human Resources Administrator If the employee is not in agreement with the decision reached by the
department head, within ten (10) working days after receiving the
department head’s decision or twenty (20) days from the date the
department administrator received the grievance but failed to issue a
decision, the employee shall present the grievance in writing to the Human Resources Administrator on the official City grievance form.
The Human Resources Administrator may require the employee and
the immediate supervisor to attend a grievance meeting. The Human
Resources Administrator shall communicate a decision in writing within ten (10) working days of receiving the grievance or the holding of a
grievance meeting whichever is longer.
d. Human Resources Commission
If the employee is not in agreement with the decision of the Human Resources Administrator or if the Human Resources Administrator has
failed to respond, the employee shall present the grievance to the
Human Resources Commission within ten (10) working days from the
date of receipt of the Human Resources Administrator’s decision or
twenty (20) working days from the date the Human Resources Administrator received the grievance but failed to issue a decision.
Section F. APPEAL TO HUMAN RESOURCES COMMISSION
a. Scheduling of Hearing
Upon receipt of the request for an appeal, the City shall, within thirty (30) working days, transmit the appeal to the Human Resources
Commission. The Commission shall schedule a hearing. The appeal
hearing shall be set not less than twenty (20) working days nor more
than sixty (60) working days from the date of the filing of the appeal. All
interested parties shall be notified in writing of the date, time, and place of the hearing at least ten (10) working days prior to the hearing.
b. Public Hearings
All hearings shall be open to the public.
c. Pre-Hearing Procedure:
1. Subpoenas
The Human Resources Commission is authorized to issue
subpoenas at the request of either party prior to the commencement of the hearing. After the commencement of the
hearing, subpoenas shall be issued by the Commission only for
good cause. Each party will prepare their own subpoenas and
present them to the Human Resources Division of the
Administrative Services Department and the other party. The
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Human Resources Division of the Administrative Services Department will issue the subpoenas. The Human Resources
Division of the Administrative Services Department will serve
subpoenas for current City employees. It will be the responsibility of
the employee or the City to serve subpoenas on individuals who
are not currently employed by the City. It will be the responsibility of the employee and the City to submit the written request for
subpoenas at least ten (10) working days before the date of the
hearing.
2. Exhibits and Witness Lists
Five (5) working days prior to the date set for the hearing, each party shall serve upon the other party and submit to the Human
Resources Division of the Administrative Services Department a list
of all witnesses and a list and copy of all exhibits. An original and
nine (9) copies of the exhibits shall be presented to the Human
Resources Division of the Administrative Services Department in 3 hole notebooks which are tabbed down the side with the exhibit
numbers. The employer’s exhibits shall be designated by number.
The employee’s exhibits shall be designated by alphabetical letter.
Neither party will be permitted to call during the hearing, a witness
not identified pursuant to this section nor use any exhibit not provided pursuant to this section unless that party can show that
they could not reasonably have anticipated the prior need for such
witness or such exhibit.
3. Statement of Issues
Five (5) working days prior to the date set for the hearing, each party shall submit to the Human Resources Division of the
Administrative Services Department a Statement of Issues.
d. Submission to the Human Resources Commission Five (5) working days prior to the date set for the hearing, the Human Resources Division of the Administrative Services Department shall
present each member of the Human Resources Commission with a
copy of the jurisdictional documents. Those documents include the
grievance documents at each level and the responses to the grievance.
e. Payment of Employee Witnesses
Employees of the City who are subpoenaed to testify during working
hours will be released with pay to appear at the hearing. The Commission may direct that these employees remain on call until called to testify. Employees who are subpoenaed to testify during non-
working hours will be compensated for the time they actually testify,
unless the City agrees to a different arrangement.
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f. Conduct of the Hearing
1. The hearing need not be conducted in accordance with technical
rules relating to evidence and witnesses but hearings shall be
conducted in a manner most conducive to determination of the
truth. 2. Any relevant evidence may be admitted if it is the type of evidence
on which responsible persons are accustomed to rely in the
conduct of serious affairs, regardless of the existence of any
common law or statutory rules which might make improper the
admission of such evidence over objection in civil actions. 3. Hearsay evidence may be used for the purpose of supplementing
or explaining any direct evidence that shall not be sufficient in itself
to support a finding unless it would be admissible over objection in
civil actions.
4. The rules dealing with privileges shall be effective to the same extent that they are now or hereafter may be recognized in civil
actions.
5. Irrelevant and unduly repetitious evidence may be excluded.
6. The Human Resources Commission shall determine relevancy,
weight and credibility of testimony and evidence. Decisions made by the Commission shall not be invalidated by any informality in the
proceedings.
7. During examination of a witness, all other witnesses, except the
parties, shall be excluded from the hearing upon motion of either
party. 8. The Human Resources Commission may conduct the hearing or
delegate evidentiary and/or procedural rulings to its legal counsel.
g. Burden of Proof In a grievance appeal the grievant has the burden of proof by preponderance of the evidence.
h. Proceed with Hearing or Request for Continuance
Each side should be asked if it is ready to proceed. If either side is not ready and wishes a continuance, good cause must be stated. Any request for a continuance must be made in writing and submitted prior
to the hearing to all parties. Before requesting a continuance, the
moving party shall contact all parties to determine if there is any
opposition to the continuance and shall state in its request if there is opposition.
i. Testimony under Oath
All witnesses shall be sworn in for the record prior to offering testimony
at the hearing. The chairperson will request the witnesses to raise their right hand and respond to the following:
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“Do you swear that the testimony you are about to give at this hearing
is the truth, the whole truth and nothing but the truth?”
j. Presentation of the Case
The hearing shall proceed in the following order unless the Human Resources Commission for special reason, directs otherwise:
1. The Human Resources Commission Chair shall announce the
issues after a review of the statement of issues presented by each
party. 2. The grievant (employee) shall be permitted to make an opening
statement.
3. The respondent (City) shall be permitted to make an opening
statement, or reserve an opening statement until presentation of its
case. 4. The grievant shall produce his/her evidence.
5. The respondent may then offer its evidence.
6. The grievant followed by the respondent may offer rebutting
evidence.
7. Closing arguments shall be permitted at the discretion of the Human Resources Commission. The party with the burden of proof,
shall have the right to go first and to close the hearing by making
the last argument. The Commission may place a time limit on
closing arguments. The Commission or the parties may request the
submission of written briefs. After the request for submittal of written briefs, the Commission will determine whether to allow the
parties to submit written briefs and determine the number of pages
of said briefs.
k. Procedure for the Parties: The party representing the department and the party representing the employee will address their remarks,
including objections, to the Chair of the Human Resources
Commission. Objections may be ruled upon summarily or argument
may be permitted. The Chair reserves the right to terminate argument at any time and issue a ruling regarding an objection or any other matter, and thereafter the representatives shall continue with the
presentation of their case.
l. Right to Control Proceedings: While the parties are generally free to present their case in the order that they prefer, the Chair reserves the right to control the proceedings, including, but not limited to, altering
the order of witnesses, limiting redundant or irrelevant testimony, or by
the direct questioning of witnesses.
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m. Hearing Demeanor and Behavior: All parties and their attorneys or representatives shall not, by written submission or oral presentation,
disparage the intelligence, ethics, morals, integrity or personal
behavior of their adversaries or members of the Commission.
n. Deliberation Upon the Case: The Commission will consider all oral and documentary evidence, the credibility of witnesses, and other
appropriate factors in reaching their decision. The Commission may
deliberate at the close of the hearing in closed session or at a later
fixed date and time not to exceed ten (10) working days.
o. Recommended Decision: The Human Resources Commission shall
render its recommendations as soon after the conclusion of the
hearing as possible, and no event, later than ten (10) working days
after concluding the hearing, unless otherwise stipulated to by the
parties. The recommended decision shall include an explanation of the basis for the decision.
The Human Resources Commission shall not be polled as to their
decision by the grievant or the grievant’s counsel.
p. Recommendation to the City Manager: The decision of the Human
Resources Commission is advisory to the City Manager. The proposed
decision shall be provided to the grievant and the City Manager.
Either the employee or the department may file a written appeal to the proposed decision, by filing exceptions thereto with the Human
Resources Administrator within ten (10) working days of receipt of the
Commission’s recommended decision.
The party desiring to contest the recommended decision of the Commission may also request a transcript for review by the City
Manager within ten (10) working days of the Commission’s decision. If
the appealing party requests a transcript, that party shall pay the cost
of the transcript. q. Final Action by City Manager: Within ten (10) working days of the filing
of exceptions, or within ten (10) working days of receipt of the
transcript, the City Manager shall review the decision of the
Commission, any exceptions filed, and a record, if one is requested. The decision of the City Manager shall be final. The decision shall be transmitted to the employee and to the department head.
Section G. DISCIPLINARY APPEAL TO HUMAN RESOURCES COMMISSION
The appeal procedure described herein shall apply only to cases of
disciplinary written reprimands, reductions in pay, transfers for purpose of
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punishment, suspensions, demotions and removal affecting permanent employees within the classified service.
1. Request for Hearing: Within ten (10) working days after final notice of
written reprimand, reduction in pay, transfer for purpose of punishment,
suspension, demotion or removal, the employee or the employee’s representative may file an appeal in writing with the City Clerk. If,
within the ten (10) day appeal period, the employee does not file said
appeal, unless good cause for the failure is shown, the action of the
City shall be considered conclusive and shall take effect as prescribed.
The appeal shall include the following:
a. An admission or denial of each charge set forth in the final notice,
with an explanation why the charge is admitted or denied.
b. A statement of any affirmative defenses
c. A statement that the employee disagrees with the penalty with an explanation of the employee’s position.
d. The employee’s current address
e. A request for a hearing
Failure to provide this information may result in the appeal not being processed.
2. Scheduling of Hearing
Upon receipt of the request for an appeal, the City Clerk shall, within
thirty (30) working days, transmit the appeal to the Human Resources Commission. The Commission shall schedule a hearing. The appeal
hearing shall be set not less than twenty (20) working days nor more
than sixty (60) working days from the date of the filing of the appeal. All
interested parties shall be notified in writing of the date, time, and place of the hearing at least ten (10) working days prior to the hearing.
3. Private or Public Hearings
All hearings shall be private; provided that the employee may request a
hearing open to the public. Any request for an open hearing shall be submitted five (5) working days prior to the hearing date or the hearing will be closed.
4. Pre-Hearing Procedure
a. Subpoenas The Human Resources Commission is authorized to issue
subpoenas at the request of either party prior to the
commencement of the hearing. After the commencement of the
hearing, subpoenas shall be issued by the Commission only for good cause. Each party will prepare their own subpoenas and
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present them to the Human Resources Division of the Administrative Services Department and the other party. The
Human Resources Division of the Administrative Services
Department will issue the subpoenas. The Human Resources
Division of the Administrative Services Department will serve
subpoenas for current city employees. It will be the responsibility of the employee or the City to serve subpoenas on individuals who
are not currently employed by the city. It will be the responsibility of
the employee and the city to submit the written request for
subpoenas at least ten (10) working days before the date of the
hearing. b. Exhibits and Witness Lists: Five (5) working days prior to the date
set for the hearing, each party shall serve upon the other party and
submit to the Human Resources Division of the Administrative
Services Department a list of all witnesses and a list and copy of all
exhibits. An original and nine (9) copies of the exhibits shall be presented to the Human Resources Division of the Administrative
Services Department in 3 hole notebooks which are tabbed down
the side with the exhibit numbers. The employer’s exhibits shall be
designated by number. The employee’s exhibits shall be
designated by alphabetical letter. Neither party will be permitted to call during the hearing, a witness not identified pursuant to this
section nor use any exhibit not provided pursuant to this section
unless that party can show that they could not reasonably have
anticipated the prior need for such witness or such exhibit.
c. Statement of Issues: Five (5) working days prior to the date set for the hearing, each party shall submit to the Human Resources
Division of the Administrative Services Department a Statement of
Issues.
5. Submission to the Human Resources Commission Five (5) working days prior to the date set for the hearing, the Human
Resources Division of the Administrative Services Department shall
present each member of the Human Resources Commission with a
copy of the jurisdictional documents. Those documents include the notice of intent to take disciplinary action, the final notice of disciplinary action and any response from the employee to these documents as
well as the statement of issues submitted by both parties. The
Commission shall not be provided with copies of the exhibits.
6. Record of Proceedings and Costs:
a. Court Reporter
All disciplinary appeal hearings may, at the discretion of either party
or the Commission, be recorded by a court reporter. Any hearing
which does not utilize a court reporter shall be recorded by audio
36
tapes. If a court reporter is requested by either party, that party
shall pay the cost of the court reporter. If both parties request a
court reporter the cost will be split equally. If the Commission
requests the court reporter, the City shall pay the cost of the
reporter.
b. Payment of Employee Witnesses
Employees of the City who are subpoenaed to testify during working hours will be released with pay to appear at the hearing. The Commission may direct that these employees remain on call
until called to testify. Employees who are subpoenaed to testify
during non-working hours will be compensated for the time they
actually testify, unless the City agrees to a different arrangement. 7. Conduct of the Hearing
a. The hearing need not be conducted in accordance with technical
rules relating to evidence and witnesses but hearings shall be
conducted in a manner most conducive to determination of the truth. b. Any relevant evidence may be admitted if it is the type of evidence
on which responsible persons are accustomed to rely in the
conduct of serious affairs, regardless of the existence of any
common law or statutory rules which might make improper the admission of such evidence over objection in civil actions. c. Hearsay evidence may be used for the purpose of supplementing
or explaining any direct evidence that shall not be sufficient in itself
to support a finding unless it would be admissible over objection in
civil actions. d. The rules dealing with privileges shall be effective to the same extent that they are now or hereafter may be recognized in civil
actions.
e. Irrelevant and unduly repetitious evidence may be excluded.
f. The Human Resources Commission shall determine relevancy, weight and credibility of testimony and evidence. Decisions made by the Commission shall not be invalidated by any informality in the
proceedings.
g. During examination of a witness, all other witnesses, except the
parties, shall be excluded from the hearing upon motion of either party. h. The Human Resources Commission may conduct the hearing or
delegate evidentiary and/or procedural rulings to its legal counsel.
8. Burden of Proof In a disciplinary appeal the employer has the burden of proof by preponderance of the evidence.
9. Proceed with Hearing or Request for Continuance
37
Each side should be asked if it is ready to proceed. If either side is not ready and wishes a continuance, good cause must be stated. Any
request for a continuance must be made in writing and submitted prior
to the hearing to all parties. Before requesting a continuance, the
moving party shall contact all parties to determine if there is any
opposition to the continuance and shall state in its request if there is opposition.
10. Testimony under Oath
All witnesses shall be sworn in for the record prior to offering testimony
at the hearing. The chairperson will request the witnesses to raise their right hand and respond to the following:
“Do you swear that the testimony you are about to give at this hearing
is the truth, the whole truth and nothing but the truth?”
11. Presentation of the Case
The hearing shall proceed in the following order unless the Human
Resources Commission for special reason, directs otherwise:
a. The Chair shall announce the issues after a review of the statement of issues presented by each party.
b. The party imposing discipline (department) shall be permitted to
make an opening statement.
c. The appealing party (employee) shall be permitted to make an
opening statement, or reserve an opening statement until presentation of their case.
d. The party imposing disciplinary action (department) shall produce
their evidence.
e. The party appealing from such disciplinary action (employee) may then offer their evidence. f. The party imposing discipline (department) followed by the
appealing party (employee) may offer rebutting evidence.
g. Closing arguments shall be permitted at the discretion of the
Human Resources Commission. The party with the burden of proof, shall have the right to go first and to close the hearing by making the last argument. The Commission may place a time limit on
closing arguments. The Commission or the parties may request the
submission of written briefs. After the request for submittal of
written briefs, the Commission will determine whether to allow the parties to submit written briefs and determine the number of pages of said briefs
12. Procedure for the Parties
The party representing the department and the party representing the employee will address their remarks, including objections, to the Chair
38
of the Human Resources Commission. Objections may be ruled upon summarily or argument may be permitted. The Chair reserves the right
to terminate argument at any time and issue a ruling regarding an
objection or any other matter, and thereafter the representative shall
continue with the presentation of their case.
13. Right to Control Proceedings
While the parties are generally free to present their case in the order
that they prefer, the Chair reserves the right to control the proceedings,
including, but not limited to, altering the order of witnesses, limiting
redundant or irrelevant testimony, or by the direct questioning of witnesses.
14. Hearing Demeanor and Behavior
All parties and their attorneys or representatives shall not, by written
submission or oral presentation, disparage the intelligence, ethics, morals, integrity or personal behavior of their adversaries or members
of the Commission.
15. Deliberation Upon the Case
The Human Resources Commission may choose to either deliberate the case in public or adjourn to closed session to deliberate. The
Commission will consider all oral and documentary evidence, the
credibility of witnesses, and other appropriate factors in reaching their
decision. The Commission may deliberate at the close of the hearing in
closed session or at a later fixed date and time not to exceed ten (10) working days, and with the agreement of both the Commission and the
appealing party (employee), the deliberation period may be extended
for up to an additional ten (10) working days.
16. Written Findings and Recommended Decision The Human Resources Commission shall render their findings and
recommendations as soon after the conclusion of the hearing as
possible, and no event, later than ten (10) working days after
concluding the hearing, unless otherwise stipulated to by the parties. A finding must be made by the Commission on each charge.
The Human Resources Commission may recommend the sustaining or
rejecting of any or all of the charges filed against the employee. The
Commission may recommend sustaining, rejecting or modifying the disciplinary action invoked against the employee. If the Commission recommends reinstatement of the terminated employee, the employee
is only entitled to back pay minus the sum the employee has earned
during the period of absence.
39
The Human Resources Commission shall not be polled as to their decision by the grievant or the grievant’s counsel.
17. Recommendation to the City Manager
The decision of the Human Resources Commission is advisory to the
City Manager. The proposed decision shall be filed with the charged employee, the department head and the City Manager, and shall set
forth all findings and conclusions. If a dismissal is not sustained, the
proposed decision shall set forth a recommended effective date the
employee is to be reinstated.
Either the employee or the department may file a written appeal to the
proposed decision, findings and conclusions of the Commission within
ten (10) working days of the decision by filing exceptions thereto with
the Human Resources Administrator.
The party desiring to contest the recommended decision of the
Commission may request a transcript for review by the City Manager
within ten (10) working days of the Commission’s decision. If the
appealing party requests a transcript, that party shall pay the cost of
the transcript.
18. Final Action by City Manager
Within ten (10) working days of the filing of exceptions, the City
Manager shall review the decision of the Commission, any exceptions
filed, and a record, if one is requested. The City Manager may ratify, modify, or reverse the proposed decision of the Commission. If the City
Manager seeks to modify or reverse the decision of the Commission,
the City Manager shall review the transcript. The decision of the City
Manager shall be final. The decision shall be transmitted to the employee appealing disciplinary action and to the department head.
19. Judicial Review
a. Petition for Writ of Mandate Judicial review of any decision of the City Manager may be had pursuant to Section 1094.5 of the California Code of Civil
Procedure only if the petition for writ of mandate pursuant to such
section is filed within the time limits specified in this section.
b. 90 Day from Final Decision Pursuant to Code of Civil Procedure 1094.6 any such petition shall be filed not later than the ninetieth (90th) calendar day following the
date on which the City Manager gives written notice of the final
decision.
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ARTICLE XXII 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 Association recognizes that
during such term it may be necessary for Management to make changes in rules or procedures affecting the employees in the unit. This in no way
affects the conditions of the Meyers-Milias-Brown Act.
For the life of this Agreement it is agreed and understood that the
Association and the City hereto voluntarily and unqualifiedly waive their rights and agree that neither the Association nor the City shall 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.
Section B. The parties hereto have caused this Memorandum of Understanding to be executed this _____ day of _________, 2018.
ARCADIA POLICE OFFICERS’
ASSOCIATION
Ken Lee
President
CITY OF ARCADIA
Dominic Lazzaretto
City Manager
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2018-2020 BARGAINING TEAMS
APOA NEGOTIATING TEAM
Sergeant Stan Flores
Sergeant Brian Ortiz
Officer Joshua Foulks
Officer Kollin Cieadlo
Officer Barry Miller
CITY REPRESENTATIVES
Jason Kruckeberg,
Assistant City Manager/ Development Services Director
Hue Quach,
Administrative Services Director
Michael Bruckner,
Assistant to the City Manager
Shama Curian,
Human Resources Administrator
Range
Number Title Step A Step B Step C Step D Step E Step F Step G Step H Step I Step J
680 Police Officer 6,345$ 6,505$ 6,667$ 6,833$ 7,005$ 7,182$ 7,359$ 7,543$ 7,732$ 7,925$
690 Police Officer AA 6,505$ 6,667$ 6,833$ 7,005$ 7,182$ 7,359$ 7,543$ 7,732$ 7,925$ 8,121$
700 Police Officer BA 6,667$ 6,833$ 7,005$ 7,182$ 7,359$ 7,543$ 7,732$ 7,925$ 8,121$ 8,326$
710 6,833$ 7,005$ 7,182$ 7,359$ 7,543$ 7,732$ 7,925$ 8,121$ 8,326$ 8,535$
720 7,005$ 7,182$ 7,359$ 7,543$ 7,732$ 7,925$ 8,121$ 8,326$ 8,535$ 8,749$
730 7,182$ 7,359$ 7,543$ 7,732$ 7,925$ 8,121$ 8,326$ 8,535$ 8,749$ 8,967$
740 7,359$ 7,543$ 7,732$ 7,925$ 8,121$ 8,326$ 8,535$ 8,749$ 8,967$ 9,190$
750 7,543$ 7,732$ 7,925$ 8,121$ 8,326$ 8,535$ 8,749$ 8,967$ 9,190$ 9,420$
760 7,732$ 7,925$ 8,121$ 8,326$ 8,535$ 8,749$ 8,967$ 9,190$ 9,420$ 9,655$
770 7,925$ 8,121$ 8,326$ 8,535$ 8,749$ 8,967$ 9,190$ 9,420$ 9,655$ 9,897$
780 8,121$ 8,326$ 8,535$ 8,749$ 8,967$ 9,190$ 9,420$ 9,655$ 9,897$ 10,145$
790 Police Sergeant 8,326$ 8,535$ 8,749$ 8,967$ 9,190$ 9,420$ 9,655$ 9,897$ 10,145$ 10,400$
800 Police Sergeant AA 8,535$ 8,749$ 8,967$ 9,190$ 9,420$ 9,655$ 9,897$ 10,145$ 10,400$ 10,661$
810 Police Sergeant BA 8,749$ 8,967$ 9,190$ 9,420$ 9,655$ 9,897$ 10,145$ 10,400$ 10,661$ 10,926$
-$ -$ -$ -$ -$ -$ -$ -$ -$ -$
64I Police Off POST Intermediate 6,661$ 6,828$ 6,998$ 7,175$ 7,353$ 7,537$ 7,725$ 7,919$ 8,116$ 8,319$
64A Police Off POST Advanced 7,041$ 7,218$ 7,399$ 7,583$ 7,773$ 7,968$ 8,165$ 8,371$ 8,581$ 8,795$
-$ -$ -$ -$ -$ -$ -$ -$ -$ -$
75I Police Sergeant POST Int 8,743$ 8,960$ 9,185$ 9,415$ 9,649$ 9,892$ 10,137$ 10,391$ 10,652$ 10,918$
75A Police Sergeant POST Adv 9,243$ 9,473$ 9,709$ 9,952$ 10,201$ 10,454$ 10,716$ 10,984$ 11,260$ 11,540$
EXHIBIT A
CITY OF ARCADIA SALARY RANGE
APRIL 1, 2018 - MARCH 31, 2019
APOA - 2.0% COLA
Range
Number Title Step A Step B Step C Step D Step E Step F Step G Step H Step I Step J
680 Police Officer 6,472$ 6,635$ 6,800$ 6,970$ 7,145$ 7,326$ 7,506$ 7,694$ 7,887$ 8,084$
690 Police Officer AA 6,635$ 6,800$ 6,970$ 7,145$ 7,326$ 7,506$ 7,694$ 7,887$ 8,084$ 8,283$
700 Police Officer BA 6,800$ 6,970$ 7,145$ 7,326$ 7,506$ 7,694$ 7,887$ 8,084$ 8,283$ 8,493$
710 6,970$ 7,145$ 7,326$ 7,506$ 7,694$ 7,887$ 8,084$ 8,283$ 8,493$ 8,706$
720 7,145$ 7,326$ 7,506$ 7,694$ 7,887$ 8,084$ 8,283$ 8,493$ 8,706$ 8,924$
730 7,326$ 7,506$ 7,694$ 7,887$ 8,084$ 8,283$ 8,493$ 8,706$ 8,924$ 9,146$
740 7,506$ 7,694$ 7,887$ 8,084$ 8,283$ 8,493$ 8,706$ 8,924$ 9,146$ 9,374$
750 7,694$ 7,887$ 8,084$ 8,283$ 8,493$ 8,706$ 8,924$ 9,146$ 9,374$ 9,608$
760 7,887$ 8,084$ 8,283$ 8,493$ 8,706$ 8,924$ 9,146$ 9,374$ 9,608$ 9,848$
770 8,084$ 8,283$ 8,493$ 8,706$ 8,924$ 9,146$ 9,374$ 9,608$ 9,848$ 10,095$
780 8,283$ 8,493$ 8,706$ 8,924$ 9,146$ 9,374$ 9,608$ 9,848$ 10,095$ 10,348$
790 Police Sergeant 8,493$ 8,706$ 8,924$ 9,146$ 9,374$ 9,608$ 9,848$ 10,095$ 10,348$ 10,608$
800 Police Sergeant AA 8,706$ 8,924$ 9,146$ 9,374$ 9,608$ 9,848$ 10,095$ 10,348$ 10,608$ 10,874$
810 Police Sergeant BA 8,924$ 9,146$ 9,374$ 9,608$ 9,848$ 10,095$ 10,348$ 10,608$ 10,874$ 11,145$
-$ -$ -$ -$ -$ -$ -$ -$ -$ -$
64I Police Off POST Intermediate 6,794$ 6,965$ 7,138$ 7,319$ 7,500$ 7,688$ 7,880$ 8,077$ 8,278$ 8,485$
64A Police Off POST Advanced 7,182$ 7,362$ 7,547$ 7,735$ 7,928$ 8,127$ 8,328$ 8,538$ 8,753$ 8,971$
-$ -$ -$ -$ -$ -$ -$ -$ -$ -$
75I Police Sergeant POST Int 8,918$ 9,139$ 9,369$ 9,603$ 9,842$ 10,090$ 10,340$ 10,599$ 10,865$ 11,136$
75A Police Sergeant POST Adv 9,428$ 9,662$ 9,903$ 10,151$ 10,405$ 10,663$ 10,930$ 11,204$ 11,485$ 11,771$
EXHIBIT A
CITY OF ARCADIA SALARY RANGE
APRIL 1, 2019 - JUNE 30, 2020
APOA - 2.0% COLA
CITY OF ARCADIA
AND
ARCADIA POLICE CIVILIAN EMPLOYEES
ASSOCIATION
MEMORANDUM OF UNDERSTANDING
APRIL 1, 2018 – JUNE 30, 2020
i
Table of Contents Page
PREAMBLE ..................................................... 1
ARTICLE I ....................................................... 2
Section A. PARTIES AND RECOGNITION ........................... 2
Section B. APPROPRIATE UNIT .................................. 2
Section C. MUTUAL RECOMMENDATION AND IMPLEMENTATION ....... 2
Section D. AUTHORIZED AGENTS ................................ 2
Section E. NOTICE ............................................ 3
ARTICLE II ...................................................... 3
Section A. TERM .............................................. 3
Section B. SAVINGS CLAUSE .................................... 3
Section C. NO STRIKE CLAUSE .................................. 3
ARTICLE III ASSOCIATION RIGHTS ............................... 4
Section A. AGENCY SHOP AGREEMENT ........................... 4
Section B. RIGHT TO JOIN ...................................... 7
Section C. USE OF BULLETIN BOARDS ............................ 7
Section D. PAYROLL DEDUCTION ................................ 7
Section E. ASSN DESIGNATED PROFESSIONAL STAFF & STEWARDS .... 8
Section F. REASONABLE NOTICE ................................ 9
Section G. LIST OF NAMES ..................................... 10
ARTICLE IV MANAGEMENT RIGHTS .............................. 10
ARTICLE V COMPENSATION AND RETIREMENT ...................... 10
Section A. SALARY SCHEDULES ................................ 10
Section B. RETIREMENT ...................................... 11
Section C. PROMOTION OR ADVANCEMENT ....................... 15
Section D. PERCENTAGES BETWEEN STEPS ...................... 15
Section E. ADVANCEMENT THROUGH STEPS ...................... 15
ARTICLE VI HOURS .......................................... 15
Section A. OVERTIME ......................................... 15
Section B. REST PERIODS ..................................... 16
Section C. WORK SCHEDULES ................................. 17
ii
ARTICLE VII STABILITY PAY/LONGEVITY PAY ....................... 17
Section A. STABILITY PAY ..................................... 17
Section B. LONGEVITY PAY .................................... 17
ARTICLE VIII TUITION LOAN/REIMBURSEMENT ...................... 18
ARTICLE IX MILEAGE REIMBURSEMENT .......................... 19
ARTICLE X HEALTH, DENTAL AND LIFE INSURANCE .................. 20
Section A. CONTRIBUTIONS ................................... 20
Section B. PERMANENT PART-TIME EMPLOYEES ................... 21
Section C. RETIREE HEALTH EMPLOYEES HIRED BEFORE JULY 1, 2011 .. 22
Section D. RETIREE HEALTH EMPLOYEES HIRED ON/AFTER JULY 1, 2011 24
ARTICLE XI DISABILITY INCOME INSURANCE ...................... 24
ARTICLE XII MEDICAL EXAMINATIONS ............................ 25
Section A. ................................................. 25
Section B. ................................................. 25
ARTICLE XIII UNIFORMS ........................................ 25
Section A. .................................................... 25
Section B. ................................................. 25
Section C. ................................................. 25
ARTICLE XIV LEAVES OF ABSENCE ............................... 26
Section A. NON-MEDICAL LEAVES WITHOUT PAY ................... 26
Section B. FAMILY CARE AND MEDICAL LEAVES ................... 27
Section C. TEMPORARY MILITARY LEAVE ......................... 27
Section D. VACATION LEAVE ................................... 28
Section E. SICK LEAVE ........................................ 30
Section F. BEREAVEMENT LEAVE ............................... 32
Section G. HOLIDAYS ......................................... 32
Section H. JURY LEAVE ....................................... 35
Section I. COURT WITNESS LEAVE .............................. 35
Section J. INDUSTRIAL ACCIDENT LEAVE ......................... 35
ARTICLE XV PROBATIONARY PERIOD ............................. 36
Section A. ................................................. 36
Section B. ................................................. 36
iii
Section C. ................................................. 37
Section D. ................................................. 37
Section E. ................................................. 37
ARTICLE XVI SPECIAL PAY ...................................... 37
Section A. ACTING PAY ....................................... 37
Section B. CALL-BACK PAY .................................... 37
Section C. ON-CALL SUBPOENA PAY ............................. 38
Section D. BILINGUAL PAY ..................................... 38
Section E. TRAINING PAY ...................................... 38
ARTICLE XVII LAYOFFS ......................................... 38
Section A. LAYOFF PROCEDURE ................................ 38
Section B. RE-EMPLOYMENT LIST ............................... 39
Section C. DEFINITIONS ....................................... 39
ARTICLE XVIII PERSONNEL FILES ................................. 40
Section A. ................................................. 40
Section B. ................................................. 40
ARTICLE XIX EMPLOYEE GRIEVANCES ............................. 40
Section A. DEFINITIONS ....................................... 40
Section B. TIMELINESS ....................................... 42
Section C. EMPLOYEE REPRESENTATION ........................ 42
Section D. INFORMAL GRIEVANCE PROCEDURE ................... 42
Section E. FORMAL GRIEVANCE PROCEDURE ..................... 42
Section F. APPEAL TO HUMAN RESOURCES COMMISSION ........... 43
ARTICLE XX DISCIPLINARY ACTIONS ............................. 48
Section A. DISCIPLINARY ACTION ............................... 48
Section B. SALARY REDUCTION ................................ 48
Section C. UNAUTHORIZED ABSENCE ............................ 48
ARTICLE XXI FULL UNDERSTANDING .............................. 49
2018-2020 Negotiation Teams ....................................... 50
1
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 Association 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.
2
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 Police Civilian Employees Association, a formally recognized exclusive employee
organization, hereinafter referred to as the "Association", pursuant to the
provisions of the Meyers-Milias-Brown Act, Government Code Sections
3500 et seq.
Section B. APPROPRIATE UNIT
The classifications covered by this agreement are:
Community Services Officer
Dispatcher I & II Dispatch Services Supervisor
Logistical Services Officer
Police Records Technician I & II
Property, Evidence, Crime Scene Technician
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 Association. 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, 91007, except where a particular
City representative is specifically designated in connection with the
performance of a specific function or obligation set forth herein.
The Association’s authorized representative is its elected President, 250 W. Huntington Drive, Arcadia, California, 91007.
3
Section E. NOTICE
The City agrees to give the Association notice of any changes, additions,
or deletions of bargaining unit classifications to facilitate any potential
challenge the Association wishes to file. The agenda will be emailed to the
Association’s authorized representative at the same time the agenda is sent to Commission members. The Association shall be responsible for
providing the City with the authorized agent’s email address.
ARTICLE II
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, unless otherwise stated therein, this Memorandum of Understanding
shall be effective upon ratification of the City Council and shall cover the term April 1, 2018 through and including June 30, 2020.
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
the Association, 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 Association 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 Association 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 Association agrees in good faith to actively take affirmative action to cause those employees to
cease such action.
4
3. It is agreed and understood that any employee concertedly violating
this article may be subject to disciplinary action up to and including
discharge. For purposes of this article, any employee disciplined in
accordance with this section shall be eligible to utilize the Disciplinary
Appeals Procedure as referenced in Section XX of this Agreement.
4. It is understood that in the event the City alleges that this Article has
been violated, both parties shall retain any and all rights and remedies
under the law to which they would otherwise be entitled.
5. An alleged violation of this section during the term of the Agreement
shall not prejudice the City's right to assert the illegality of any
concerted activities mentioned above if engaged in by the Association
or employees, nor the Association’s right to defend itself or its
members. Upon the expiration of this Agreement, this language shall not prevent the Association from engaging in such concerted activities
mentioned above, to the extent such activities are otherwise legal for
public employees to participate in under California and/or federal law.
ARTICLE III ASSOCIATION RIGHTS
Section A. AGENCY SHOP AGREEMENT
1. Legislative Authority. The City and the Association mutually
understand and agree that in accordance with State of California law,
the Association has adopted and implemented an Agency Shop provision wherein, as a condition of continued employment, all bargaining unit employees must either:
a. Elect to join the Association and pay Association dues;
b. Pay an agency fee for representation; or c. With a religious exemption, pay a fee equal to the agency fee to be donated to selected charities.
The agency shop provision for the Association is hereby deemed
implemented, in conformity with California law.
5
2. Association Dues/Agency Fee Collection. The Administrative Services
Department shall deduct Association dues, agency fee and religious
exemption fees from all employees who have signed a written
authorization and a copy of that authorization has been provided to the
Administrative Services Department. Employees on leave without pay or employees who earn a salary less than the Association deduction
shall not have an Association dues or agency fee deduction for that
pay period.
The Association shall notify the City of any agency fee payer who elects to only pay fair share fees, the fee equal to direct representation
costs as determined by the Association’s certified financial report. The
Association shall notify the City of the amount of the fair share fee to
be deducted from the fair share fee payer’s paycheck.
3. New Hire Notification. All new hires in classifications represented by
the Association shall be informed by the Human Resources Office of
the Administrative Services Department, at the time of hire, that an
Agency Shop Agreement is in effect for their classification. The
employee shall be provided a copy of this Agreement, and a form, mutually developed between the City and the Association that outlines
the employee’s choices under the Agency Shop agreement.
The employee shall be provided thirty (30) calendar days from the date
of hire to select their choice and provide a signed copy of that choice to the Administrative Services Department. The Association may request
to meet with new hires at a time and place mutually agreed upon
between the Department Head and the Association.
4. Failure to Pay Dues/Fees. All unit employees who choose not to become members of the Arcadia Police Civilian Employees
Association shall be required to pay to the Arcadia Police Civilian
Employees Association a representation service fee that represents
such employee's proportionate share of the Arcadia Police Civilian Employees Association cost of legally authorized representation services on behalf of unit employees in their relations with the City of
Arcadia. Such representation service fee shall in no event exceed the
regular, periodic membership dues paid by unit employees who are
members of the Arcadia Police Civilian Employees Association. Unit employees who attain such status after the effective date of this agreement shall be subject to its terms thirty (30) days after attaining
unit status.
6
5. Leave Without Pay/Temporary Assignment Out of Unit. Employees on an unpaid leave of absence or temporarily assigned out of the unit as a
Supervisor shall be excused from paying dues, agency shop fees, or
charitable contributions.
6. Religious Exemption. Any employee who is a member of a religious body whose traditional tenets or teachings include objections to joining
or financially supporting employee organizations shall not be required
to pay an agency fee, but shall pay by means of mandatory payroll
deduction an amount equal to the agency fee to a non-religious, non-
labor charitable organization exempt from taxation under Section 501(c)(3) of the Internal Revenue Code. Those fees shall be remitted
by the City, at the choice of the employee, to one of the following non-
labor, non-religious charitable organizations: United Way or American
Red Cross.
To qualify for the religious exemption the employee must provide to the
Association, with a copy to the City, a written statement of objection,
along with verifiable evidence of membership in a religious body as
described above. The City will implement the change in status within
thirty days unless notified by the Association that the requested exemption is not valid. The City shall not be made a party to any
dispute arising relative to the determination of religious exemptions.
Any of the above-described payment obligations shall be processed by
the City in the usual and customary manner and time frames.
7. Records. The Association shall keep an adequate itemized record of
its financial transactions and shall make available annually, to the City
and to Agency Fee payers, within sixty (60) days after the end of its fiscal year, a written financial report thereof in the form of a balance sheet certified as to accuracy by its president and treasurer or
corresponding principal officer, or by a certified public accountant. The
City shall provide the Association a list of all unit members and their
individual payment status with each Association dues check remitted to the Association.
8. Rescission of Agreement. The Agency Shop agreement may be
rescinded at any time during the term of the Memorandum of
Understanding by a majority vote of all the employees in the bargaining unit. A request for such vote must be supported by a petition
containing the signatures of at least thirty (30) per cent of the
employees in the unit. The election shall be by secret ballot and shall
be conducted in accordance with state law by the California State
Mediation and Conciliation Service.
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9. Indemnification. The Association shall indemnify, defend and hold the City harmless from and against all claims and liabilities as a result of
implementing and maintaining this Agency Shop Provision.
Section B. RIGHT TO JOIN
The City and the Association 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 term of this Agreement, including periods of negotiations of a successor agreement, all bargaining unit members who choose to become
members of the Association shall be required to maintain their
membership in the Association 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 Agreement expires. Any unit member may exercise the right to resign by submitting a written notice to the Association and to the
City during the resignation period. Bargaining unit members who resign
under this section shall still be obligated to pay either agency fees or
religious exemption charitable contributions if they qualify. The City and the Association agree that neither party shall discriminate
nor retaliate against any employee for the employee’s participation or non-
participation in any Association activity.
Section C. USE OF BULLETIN BOARDS
The City shall provide a designated locking bulletin board for the
Association's use where bargaining unit employees have access during
their normal working hours:
1. All postings for bulletin boards must contain the date of posting and the identification of the organization; and
2. The Association 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 ninety (90) days.
Section D. PAYROLL DEDUCTION
From the second paycheck of each month the City will deduct from the
pay of each bargaining unit member except those claiming religious
exception, and there after remit to the Association, the total sum of all dues, fair share fees and any other designated amounts as voluntarily authorized in writing by the employee:
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1. Such deduction shall be made after submission by the Association to the designated City representative of an agreed deduction form
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 Association within two (2)
weeks of collection by the City.
The Association 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 E. ASSOCIATION DESIGNATED PROFESSIONAL STAFF & STEWARDS
Subject to supervisory approval, nothing herein shall be construed to
prevent an employee from contacting the Human Resources Administrator
or other management representatives regarding personnel related matters during working hours.
Designated professional staff of the Association shall be provided
reasonable access to work locations during working hours. Prior to visiting
any work location, the Association staff representative shall contact the Human Resources Administrator, or designee, to advise of the general purpose of the visit and which specific area(s) will be visited. Access will
not be unreasonably denied.
In the event the requested time and/or location of such visit by the designated professional staff is denied, the Human Resources Administrator, or designee, shall set an alternative time for such visit
within forty-eight (48) hours.
The Association may schedule meetings in the City Conference rooms or the City Council Chambers subject to the same restrictions as other organizations/individuals.
1. The Association Officers and Directors, not to exceed four (4)
employees, shall serve as the Association Stewards (Stewards) for the organization and are authorized to represent their fellow employees.
The Association shall notify the employer annually in writing of the
names of its Officers, Directors, and Stewards.
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2. The Stewards shall each be given at least one (1) work day without
pay per year to attend required training, provided, however, that the
employee may use vacation, compensatory time or floating holiday
time. The Association will provide one pay period’s notice of the
need for such time off.
3. Additionally, as noted above, an individual Steward shall be
provided reasonable release time during their regular work shift,
which will not be unreasonably denied, for the purposes of
providing representation to the Association’s members for situations that include, but is not limited to:
a. Representation at a meeting that is reasonably expected to
result in discipline.
b. Representation at a grievance hearing. c. Special meeting with Human Resources Administrator,
designee, or any other City Management representative to
resolve problems within the scope of bargaining.
d. A fifteen (15) minute orientation period with new hires at the
beginning of any new unit employee orientation conducted by the Human Resources Division.
4. Up to five (5) members of the Association negotiating team shall be
allowed reasonable time off without loss of compensation or
benefits when formally meeting and conferring with City representatives on matters within the scope of representation. This
shall include ½ hour immediately before the meet and confer
sessions and ½ hour after the meet and confer sessions.
Section F. REASONABLE NOTICE Except in the case of a bona fide emergency, the City will provide at least
fifteen (15) business days notice prior implementation of changes to
matters within the scope of representation as defined under the MMBA.
The City shall electronically communicate a copy of each agenda for all City Council and/or Human Resources Commission meetings to the
Association President.
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Section G. LIST OF NAMES
Within fifteen (15) working days, the Association shall email the City a
revised list showing any changes in list of Officers and Directors of the
Association. The Association shall also email the City with the names of
any professional Staff Representative retained by the Association. Within fifteen (15) working days, the City shall email the Association regarding
any change of designated representatives.
ARTICLE IV MANAGEMENT RIGHTS
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.
ARTICLE V COMPENSATION AND RETIREMENT
Section A. SALARY SCHEDULES
The City agrees to increase base salaries of classifications covered by this MOU in the amount of two percent (2%), effective April 1, 2018, and two percent (2%), effective April 1, 2019. The salary schedules for
classifications covered by this MOU are set forth on Exhibit A and
incorporated herein.
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Section B. RETIREMENT
1. EMPLOYEES HIRED BEFORE JULY 1, 2011
The City contracts with the State of California Public Employees
Retirement System (CalPERS) for the classifications contained in this Agreement. The plan shall include the following options:
1. 2.5% @ 55 retirement formula (Government Code §21354.4);
2. Single highest year final compensation (Government Code §20042);
3. Post Retirement Survivor Continuance;
4. Credit for Unused sick leave (Government Code §20965);
5. 1959 Survivors Benefit for which each employee contributes ninety-three
cents ($.93) per pay period;
6. Third level 1959 Survivors Benefit allowance (Government Code §21573);
7. Military service credit as public service option (Government Code §21024). It
is agreed and understood that the employee is responsible for paying for this
benefit.
8. The City agrees to allow members to participate in a pre-tax payroll deduction
plan for service purchases;
9. Provided the employee signs a waiver releasing and holding the City
harmless, from any liability, whatsoever, the City agrees to allow members to
use funds from their deferred compensation (457 Plan) toward the pre-tax
payroll deduction plan for service credit purchases;
10. Special compensation items shall be reported to CalPERS in accordance with
applicable law;
11. Employees agree to make contributions to offset a portion of the City’s costs
related to CalPERS retirement benefits. The employee cost-sharing will be
accomplished through pre-tax deductions in the manner contemplated by
Section §20516(f) of the Government Code. The parties recognize that the
IRS has yet to take a position on the pre-tax status of deductions made under
Section §20516(f) and in the event that, subsequent to the effective date of
this provision, the IRS determines that that such deductions do not qualify for
pre-tax status, the parties agree to meet and discuss the effects thereof. The
cost-sharing arrangement will be implemented as follows:
. Employees will pay seven percent of PERSable compensation to CalPERS retirement (7%) via payroll
deduction toward the City’s Employer Contribution to
CalPERS, and said amount will be allocated to the
employer’s account.
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12. In addition to the foregoing cost sharing payments, employees shall continue to pay the one percent (1%) member contribution currently paid
by employees to CalPERS.
13. The City shall continue to pay the cost of the employees’ member
contribution to CalPERS in the amount of seven percent (7%) (EPMC) and shall continue to report that as additional compensation pursuant to
Section §20636(c)(4) of the Government Code. Further, said amount will
be allocated to the employee’s retirement account.
14. The Pre-Retirement Option 2W Death Benefit (Government Code §21548). Pursuant to §20516(f) (Employee Sharing Cost of Additional
Benefits), Employees agree to cost-share this benefit with the City through
pre-tax deductions in the manner contemplated by §20516(f) of the
Government Code. The parties recognize that the IRS has yet to take a
position on the pre-tax status of deductions made under §20516(f) and in the event that, subsequent to the effective date of this provision, the IRS
determines that such deductions do not qualify for pre-tax status, the
parties agree to meet and discuss the effects thereof. It is agreed and
understood that both parties shall split the cost of this optional benefit
which was determined to be a total of .276%. The cost-sharing arrangement will be implemented as follows:
Employees will pay one hundred thirty eight thousandths of a
percent (.138%) of PERSable compensation to CalPERS
retirement via payroll deduction; and the City will pay one hundred
thirty eight thousandths of a percent (.138%) of PERSable
compensation to CalPERS retirement.
2. EMPLOYEES HIRED ON OR AFTER OCTOBER 9, 2011 AND
BEFORE JANUARY 1, 2013
The City contracts with the State of California Public Employees Retirement system (CalPERS) for the classifications contained in this Agreement. The plan shall include the following options:
1. 2% at age 60 retirement formula (Government Code
§21353); 2. Three (3) year average final compensation period (Government
Code §20037);
3. Post Retirement Survivor Continuance;
4. Credit for Unused sick leave (Government Code §20965);
5. 1959 Survivors Benefit for which each employee contributes ninety-three cents ($.93) per pay period;
6. Third level 1959 Survivors Benefit allowance (Government Code
§21573);
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7. Military service credit as public service option (Government Code §21024). It is agreed and understood that the employee is
responsible for paying for this benefit;
8. The City agrees to allow members to participate in a pre-tax
payroll deduction plan for service purchases;
9. Provided the employee signs a waiver releasing and holding the City harmless, from any liability, whatsoever, the City agrees to
allow members to use funds from their deferred compensation
(457 Plan) toward the pre-tax payroll deduction plan for service
credit purchases;
10. Special compensation items shall be reported to CalPERS in accordance with applicable law;
11.Employee will pay the full seven percent (7%) member
contribution to CalPERS via payroll deduction from date of hire;
12. The Pre-Retirement Option 2W Death Benefit (Government
Code §21548). Pursuant to §20516(f) (Employee Sharing Cost of Additional Benefits), Employees agree to cost-share this
benefit with the City through pre-tax deductions in the manner
contemplated by §20516(f) of the Government Code. The
parties recognize that the IRS has yet to take a position on the
pre-tax status of deductions made under §20516(f) and in the event that, subsequent to the effective date of this provision, the
IRS determines that such deductions do not qualify for pre-tax
status, the parties agree to meet and discuss the effects thereof.
It is agreed and understood that both parties shall split the cost
of this optional benefit which was determined to be a total of .276%.
The cost-sharing arrangement will be implemented as follows:
Employees will pay one-hundred thirty eight thousandths of a percent (.138%) of PERSable compensation to CalPERS
retirement via payroll deduction; and the City will pay one
hundred thirty eight thousandths of a percent (.138%) of
PERSable compensation to CalPERS retirement. 3. NEW CalPERS MEMBERS HIRED ON OR AFTER JANUARY 1,
2013
The City contracts with the State of California Public Employees Retirement System (CalPERS) for the classifications contained in this Agreement. The plan shall include the following options:
1. 2% at age 62 retirement formula (Government Code §7522.20);
2. Three (3) year average final compensation period (Government Code §20037);
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3. Post Retirement Survivor Continuance; 4. Credit for Unused sick leave (Government Code §20965);
5. 1959 Survivors Benefit for which each employee contributes
ninety-three cents ($.93) per pay period;
6. Third level 1959 Survivors Benefit allowance Government Code
§21573); 7. Military service credit as public service option Government Code
§21024). It is agreed and understood that the employee is responsible
for paying for this benefit;
8. The City agrees to allow members to participate in a pre-tax payroll
deduction plan for service purchases; 9. Provided the employee signs a waiver releasing and holding the City
harmless, from any liability, whatsoever, the City agrees to allow
members to use funds from their deferred compensation (457 Plan)
toward the pre-tax payroll deduction plan for service credit purchases;
10. Special compensation items shall be reported to CalPERS in accordance with applicable law;
11. Employee will pay 50% of the normal cost, currently six and three
quarters percent (6.75%) member contribution to CalPERS on a
pre-tax basis via payroll deduction;
12. The Pre-Retirement Option 2W Death Benefit (Government Code §21548). Pursuant to §20516(f) (Employee Sharing Cost of Additional
Benefits), Employees agree to cost –share this benefit with the City
through pre-tax deductions in the manner contemplated by §20516(f)
of the Government Code. The parties recognize that the IRS has yet
to take a position on the pre-tax status of deductions made under §20516(f) and in the event that, subsequent to the effective date of this
provision, the IRS determines that such deductions do not qualify for
pre-tax status, the parties agree to meet and discuss the effects thereof. It
is agreed and understood that both parties shall split the cost of this optional benefit which was determined to be a total of .276%.
The cost-sharing arrangement will be implemented as follows:
Employees will pay one hundred thirty eight thousandths of a percent (.138%) of PERSable compensation to CalPERS retirement via payroll deduction; and the City will pay one hundred
thirty eight thousandths of a percent (.138%) of PERSable
compensation to CalPERS retirement.
4. DEFERRED COMPENSATION
Employees may elect to allocate salary to the City’s 457 Plan on a pre-tax
basis in accordance with the provisions of the Plan.
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Section C. PROMOTION OR ADVANCEMENT IN RATE OF COMPENSATION
1. When an employee is promoted, the pay shall advance to the lowest
step in such higher range that will provide not less than an
approximate five percent (5%) increase in compensation unless the top
step in such range provides less than that amount. Such one step of approximately five percent (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 D. PERCENTAGES BETWEEN STEPS
The parties acknowledge that the percentages between steps within a range are approximately two and one half percent (2.5%).
Section E. ADVANCEMENT THROUGH STEPS
The advancement through the salary steps is discretionary based upon
satisfactory performance and continuous service in the same
classification. The following schedule is the continuous service time required for a qualified employee to receive each step increase:
A Step to C Step: 6 months
All other Steps: 12 months
Salary step advancements may be withheld or delayed by the appointing
authority if an employee's performance does not merit such advancement.
During the term of this agreement individuals will advance in their rates of
compensation two steps (approximately five percent (5%) on their anniversary date upon receiving a satisfactory performance evaluation.
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
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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 accumulate 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 one hundred (100) 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. Each employee may cash
out up to fifty (50) hours of their available compensatory time hours one
time during each fiscal year.
An employee who has accrued compensatory time off and has requested
use of accrued compensatory time, shall be permitted to use such time off
within a reasonable period after making the request, if such use does not
unduly disrupt the operation of the City. An employee’s request to use compensatory time shall not be denied on the basis that it would require
the payment of overtime to the replacement employee. The City will assist
employees by posting the opportunity for the shift vacancy created by the
Compensatory Time Off request, however, it is the responsibility of the employee to find coverage, as the City will not force hire an employee to cover the compensatory time off request.
The City shall make reasonable efforts not to revoke requests for
compensatory time off that have been approved 2 weeks prior to the date of leave.
Section B. REST PERIODS
For each eight (8), nine (9), ten (10) and twelve (12) hour shift worked,
each represented employee, except Dispatcher I, Dispatcher II and Dispatcher Supervisor, reasonable effort will be made to provide 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 unless their duties so require. Rest periods are not
cumulative and may not be taken concurrently with lunch periods.
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Each represented employee, except Dispatcher I, Dispatcher II, and Dispatch Supervisor shall be provided an uninterrupted thirty (30) minute
uncompensated meal period scheduled approximately half way through
their respective shift. If the opportunity for an uninterrupted meal period is
not provided during any shift, the involved employee will receive forty-five
(45) minutes of compensatory time off added to their comp time bank or 30 minutes at time and one-half pay.
Section C. WORK SCHEDULES
1. The City may establish and change work schedules, work times and work hours, and assign employees thereto, in its sole discretion; provided, however, if the City decides to eliminate a current alternate
work schedule (5/40, 9/80, 4/10, 3/12 or 3/13.20), the City agrees it will
meet and confer with the Association prior to eliminating the alternate
work schedule. If, after meeting and conferring with the Association, the City decides to proceed with its decision to eliminate an alternate work schedule, affected employees shall receive a minimum of two (2)
weeks notice of the change.
2. Except for emergencies and temporary changes in work schedules, work times and work hours, which shall be defined for six months or less, affected employees shall be given a minimum of two (2) weeks
notice of change in work hours, work times and work schedules. In the
case of an emergency or temporary change in work schedules, work
times or work hours, reasonable notice shall be given to affected employees.
3. Employees assigned to rotating schedules shall be allowed to conduct
mutually agreed upon shift trades for each rotation, subject to
management’s right to deny or limit such trades due to operational reasons which include, but are not limited to, an employee’s probationary status, an employee’s performance issues, or employee
training.
See Side Letter Attached as Exhibit B.
ARTICLE VII STABILITY PAY/LONGEVITY PAY
Section A. STABILITY PAY
This feature of the Pay Plan is intended to encourage stability of
employment by recognizing years of service with compensation.
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Completed Years of Service Amount
20 $500
Cash stability payments are made once a year between December 1 and
December 10 only to employees on the payroll as of December 1. Stability payments will be paid on a pro-rata basis to employees that retire or are
laid off prior to December 1, provided they meet all eligibility requirements.
Stability pay will only be applicable to employees who were hired prior to
January 1, 1984.
Section B. LONGEVITY PAY
A Longevity pay benefit will be paid to each represented employee based
on the below schedule:
Completed Years of Amount
Continuous Service Per Pay Period
5-9 Years $ 42.02
10-14 Years $ 63.04 15 Years and beyond $ 84.06
The Longevity Pay benefit is effective the pay period an employee
reaches five (5), ten (10), or fifteen (15) years of continuous employment
with the City. The foregoing amounts shall be subject to applicable payroll deductions.
ARTICLE VIII TUITION LOAN/REIMBURSEMENT
Employees shall be eligible for tuition advancement or reimbursement who have completed at least one probationary period in the Classified Service, or one year of continuous service if employment is "at-will," subject to the conditions below. To qualify
for tuition advancement/reimbursement, a Tuition Loan/ Reimbursement Form must be
submitted and pre-approved by the employee's Department Head and Human
Resources Administrator, before the course(s) begin. Tuition loan or reimbursement shall only be for courses, specialized training, or degree
programs "job-related" that are directly related to the employee's position as determined
by the City Manager or designee.
The Tuition Loan/Reimbursement Program will operate on a fiscal year basis (July 1 through June 30) and shall be subject to the availability of funds as determined by the
City. The maximum loan or reimbursement amount shall be $4,126 for undergraduate
courses and $5,062 for graduate courses. Eligible fees include tuition, on campus
parking fees and textbooks. All other fees are subject to approval by the City. School
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supplies are not reimbursable. Permanent part-time employees shall receive one-half of the benefit.
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. If
the employee either does not receive a "C" or better or for any reason does not finish the class, the advance is due and payable.
Any employee who shall voluntarily retire or terminate employment or be terminated for
disciplinary cause within one year from the completion of a class or classes shall refund
all tuition paid under this provision for those specific classes unless they were required to attend by the appointing power. An employee who separates employment and who
received tuition advancement and did not complete a class or classes within one (1)
year from the advancement, shall refund all tuition advanced and be subject to the
provisions outlined in the Advanced Tuition Participation and Loan Agreement.
Employees who retire on a Disability or Industrial Disability Retirement, or are laid off shall not be required to refund tuition fees.
The City reserves the right to investigate any school and approve or disapprove it for
advancement or reimbursement if such action appears warranted. Courses must be
taken at an accredited education institution, which is defined as any college or university which has been accredited by a recognized government or professional accrediting
body (as determined by the City). Additionally, the City reserves the right to deny any
course(s), specialized training or degree programs determined by the City Manager to
be non-job related.
If an employee terminated for disciplinary cause refunds tuition reimbursement under
this provision and the employee is reinstated with back pay at the conclusion of the
disciplinary appeals process, set forth in the City’s Personnel Rules, back pay shall
include the refunded tuition reimbursement.
ARTICLE IX MILEAGE REIMBURSEMENT
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 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.
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ARTICLE X HEALTH, DENTAL AND LIFE INSURANCE
Section A. CONTRIBUTIONS
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.
If the premium cost of the health plan exceeds the City 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.
The City shall provide regular full-time employees in a classification
represented by this Agreement with the option to elect the following
contributions: 1. CalPERS Health Program. The City will contribute the minimum
employer contribution required pursuant to Government Code
§22892(b) (“Minimum Contribution”) per month per employee for
health insurance (This language does not reduce the City’s current
maximum health insurance contribution for employees or limit cash
back).
2. Dental Insurance – mandatory enrollment: The City will contribute the
employee only cost for Delta Care USA insurance per month (“Dental
Contribution”) toward one of two dental plans. Additional coverage
may be purchased through the Optional Benefits allocation.
3. Optional Benefits – Full Time Employees: Subject to the limits set forth
herein, the City shall contribute the remaining amount of employee’s
health and dental insurance benefit allowance through a contribution to
an Internal Revenue Code §125 Cafeteria Plan as follows:
Effective April 1, 2018 – June 30, 2020:
a. The City shall pay up to a maximum of $1049.00 per month per full-
time employee for coverage, inclusive of the Minimum Contribution
and Dental Contribution. For full-time employees, if the City’s
contribution exceeds the cost of the employee only coverage, the
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difference shall be contributed toward the cost of dependent
coverage or to the employee in cash or a combination of both.
b. If the premium cost of the health plan exceeds the City contribution,
the employee shall pay through payroll deduction the difference
between the monthly premium and the amount contributed by the
City.
c. 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.
d. Dependent enrollment will require proof of eligibility for dependent
status including social security number, marriage, birth and
adoption certificates.
4. Life Insurance: The City shall provide a $25,000.00 life & AD&D benefit for
eligible employees.
5. Vision Plan: The City shall provide each employee with a vision plan,
with the City paying the premium in fiscal years FY 18-19 through FY
19-20. This vision plan will be Vision Service Plan, option B. The City
will pay the premium up to the cost of the family plan.
Section B. PERMANENT PART-TIME EMPLOYEES
The City shall provide permanent part-time employees in a classification represented by this Agreement with the following contributions.
1. CalPERS Health Program. The City will contribute the minimum
employer contribution required pursuant to Government Code
§22892(b) (“Minimum Contribution”) per month per employee for health insurance (This language does not reduce the City’s current
maximum health insurance contribution for employees or limit cash
back).
2. Dental Insurance – mandatory enrollment: The City will contribute the employee only cost for Delta Care USA insurance per month (“Dental
Contribution”) toward one of two dental plans. Additional coverage
may be purchased through the Optional Benefits allocation.
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3. Optional Benefits – Permanent Part-Time Employees: Subject to the
limits set forth herein, the City shall contribute the remaining amount of
employee’s health and dental insurance benefit allowance through a
contribution to an Internal Revenue Code §125 Cafeteria Plan as
follows:
Effective April 1, 2018 – June 30, 2020:
a. The City shall pay up to a maximum of $524.50 per month per part-
time employee for coverage, inclusive of the Minimum Contribution
and Dental Contribution. For part-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 out or a combination of both.
b. If the premium cost of the health plan exceeds the contribution, the
employee shall pay through payroll deduction the difference
between the monthly premium and the amount contributed by the
City.
c. 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.
d. Dependent enrollment will require proof of eligibility for dependent
status including social security number, marriage, birth and
adoption certificates.
4. Life Insurance: The City shall continue to provide a $25,000 Life & AD&D benefit for permanent part-time eligible employees.
5. Vision Plan: The City shall provide each permanent part-time
employee with a vision plan, with the City paying the premium in fiscal
years FY 18-19 through FY 19-20. This vision plan will be Vision Service Plan, option B. The City will pay the premium up to the cost of
the family plan.
Section C. RETIREE HEALTH INSURANCE-EMPLOYEES HIRED BEFORE
JULY 1, 2011
1. Tier II Retirees. For employees hired before July 1, 2011 and retiring from the City on or after January 1, 2012 (“Tier II Retirees”), the City
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agrees to provide a Premium Payment for the purpose of purchasing health coverage offered through CalPERS for the Tier II Retiree and
his or her spouse in an amount not to exceed the monthly premium
applicable to the coverage level for the retiree (i.e., Employee Only or
Employee + spouse) for the 2012 PERS Choice plan for the
PERS-designated classification for the City (currently the Los Angeles Area Region) (Employee Only $505.63, employee + spouse
$1,011.26). The Premium Payment shall be payable in the following
form: (1) PEMHCA Minimum Contribution payable directly to CalPERS,
and (2) a reimbursement to the Tier II Retiree equal to difference
between the cost of plan in which the Tier II Retiree enrolls, subject to the foregoing cap, and the PEMHCA Minimum Contribution
(“Reimbursement”). If a retiree enrolls in a more expensive plan, he
or she will be responsible for payment of any premium in excess of the
capped amount. The Reimbursement shall cease for the Tier II
Retiree upon eligibility for Medicare coverage, and the Reimbursement shall cease for the spouse upon eligibility for Medicare coverage, or
after 15 years, whichever occurs first.
Tier II Retirees must be “eligible retirees” in order to receive the
benefits described in this paragraph.
An eligible retiree is an employee who retires from City service on a
service, disability, or industrial disability retirement and has one
thousand (1000) hours of accumulated sick leave at the date of
retirement. Payment shall cease for the retiree upon eligibility for Medicare coverage, and payment shall cease for the spouse upon
eligibility for Medicare coverage or after 15 years, whichever occurs
first. If the retired employee and/or spouse have other group medical
coverage available, 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, and if
applicable, the employee’s spouse, 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 (1,000) hours of accumulated sick leave at the date of retirement may purchase up to a maximum of three hundred fifty (350) 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 (1,000) hour requirement, with the following
restrictions; provided, however, upon verification of information from a qualified medical provider that an employee has substantially depleted
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the employee’s sick leave accrual due to a an absence or absences caused by a catastrophic, life threatening illness or injury suffered by
the employee or a family dependent living in the employee’s
household, this purchase limitation of 350 hours will be excused.
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. An employee may convert the dollar value of
accumulated vacation hours to reach the dollar value of up to
350 hours to meet the thousand (1,000) hours accumulated sick leave requirement; provided, however, upon verification of
information from a qualified medical provider that an employee
has substantially depleted the employee’s sick leave accrual
due to a an absence or absences caused by a catastrophic, life
threatening illness or injury suffered by the employee or a family dependent living in the employee’s household, this conversion
limitation of 350 hours will be excused.
Section D. RETIREE HEALTH - EMPLOYEES HIRED ON OR AFTER
JULY 1, 2011
Tier III Retirees. For employees hired on or after July 1, 2011 that retire
from the City and who remain enrolled in a CalPERS health plan after
retirement (“Tier III Retiree”), the City will pay no more than the PEMHCA
Minimum Contribution. Tier III Retirees shall not be reimbursed or otherwise receive payment from the City for health insurance premiums in
excess of the PEMHCA Minimum Contribution.
ARTICLE XI DISABILITY INCOME INSURANCE
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 an
employee who works at least thirty (30) hours per week, during the life of the
Agreement.
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ARTICLE XII MEDICAL EXAMINATIONS
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.
ARTICLE XIII UNIFORMS
Section A. 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 any two of the following items: a sweater, a medium-
weight uniform jacket, and appropriate logoed sweatshirt (cannot be worn
in public areas as defined by the Chief of Police).
• Community Services Officer
• Dispatcher I/II
• Dispatcher Services Supervisor
• Logistical Services Officer
• Police Records Technician I/II • Property, Evidence, Crime Scene Technician
• Senior Police Records Technician
Uniforms shall be replaced on an as needed basis, pursuant to
Department procedures.
In addition to the above uniforms, the City shall provide two (2) polo shirts
to each employee each year
Section B. Upon termination of employment the employee shall turn in all
uniforms issued.
Section C. The City shall provide a safety shoe allowance up to a maximum of
$125 per fiscal year for Community Services Officers.
The City shall designate safety shoe standards. 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.
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ARTICLE XIV LEAVES 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. 7. The City shall continue to provide health, dental, life, and disability
insurance for an employee granted a leave of absence for up to
thirty (30) calendar days. It shall be the responsibility of the
employee who wishes to continue any insurance coverage beyond the thirty (30) calendar days, to notify the Human Resources Office
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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, the City shall grant any and all Family Care and Medical Leaves as required by law.
Section C. TEMPORARY MILITARY LEAVE
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 thirty (30) calendar days of active military
training, an employee must have been employed by the City for a period of not less than one (1) 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 thirty (30) calendar days in any one (1) 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.
Military and Veteran’s Code 395, 395.01(a), 564 and 566 set forth
provisions for state military reserve personnel employed by public employers are statutorily entitled to up to 180 days of temporary military
leave for active duty activities with up to 30 days of paid military leave
each fiscal year. When placed on state active duty this is ordered active
duty, which entitles the employee to paid military leave.
State military reserve personnel also generally have a right to extended
leaves of absence and a right to re-employment after lengthy periods of
ordered duty when called to active duty in certain emergency
circumstances and public employees are entitled to receive their pay from
their public employer for the first thirty (30) days of that period of active military and veteran’s code section 143, 146, 395, 395.05, 395.06 and
566.
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Before leaving for an extended leave (181 days or more), the employee must notify the city of his or her intention to return to work upon the
completion of the active duty service. Employees will have ninety (90)
days from completion of extended active service to report back to work to
resume their duties, must submit to the City a copy of the honorable
discharge papers, and pass a medical exam.
Additional military leave provisions were adopted by Council on November
20, 2001, in Resolution 6268. For military leave covered by this
Resolution, the City will maintain the difference between the employee’s
City salary and benefits of the employee while on active military duty.
Although a military leave of absence is not considered a break in service
in relation to seniority, if the employee wishes to have their extended
military service time credited toward CalPERS, the employee may buy
back credit for their leave of absence for active military service through CalPERS as CalPERS has determined that payments while on such
service are not reportable for retirement purposes.
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.
Section D. VACATION LEAVE
1. Accumulated vacation leave 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 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.
3. An employee who has previously requested and was granted approval
of vacation leave for use during the last three (3) months of the
calendar year and is unable to utilize such leave because of the City's cancellation of leave shall be allowed to carry over the excess leave
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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 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 fifty percent (50%) of the final
pay period, the employee shall receive credit for that pay period's
vacation. If an employee works less than fifty percent (50%) of the pay
period, the employee accrues nothing.
5. Full-time employees covered 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 (5) years of continuous full-time employment with the City; at the rate of 4.61 hours per pay period
between the employee's fifth (5th) and tenth (10th) anniversary date of
continuous full-time employment; at the rate of 5.23 hours per pay
period between the employee's tenth (10th) and fifteenth (15th)
anniversary date of continuous full-time employment, and at the rate of 6.15 hours per pay period after fifteen (15) years of continuous full-time
employment with the City.
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Every full-time employee covered 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 80 hours 6-10 years 120 hours
11-15 years 136 hours
16+ years 160 hours
Part-time employees covered 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.
6. Vacation scheduling for the dispatch, records, and community services
officer work sections, excluding supervisory and management
employees, shall be determined by seniority within each work section,
provided that the employee's vacation request is made within one
month prior to the applicable master vacation schedule. Requests made during the applicable period of the master vacation schedule will
be considered on a first come, first served basis.
7. Employees may elect to sell back vacation during a calendar year equal to the amount of vacation taken during the year, by the date of the request, not to exceed a maximum of eighty (80) hours in the
calendar year.
Section E. SICK LEAVE
1. Every full-time employee covered 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. 2. The City Manager or designee may require a medical examination by a
physician or evidence of the reason for an absence of any employee
during absence on account of illness of such employee.
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3. Except as provided hereinafter, 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.
Employees that are injured on duty, and the injury is recognized as
such by the City or the WCAB, and not eligible to receive salary to
supplement workers' compensation temporary disability benefits under
Section J of this Article, may request that accrued sick leave be paid to
supplement workers' compensation disability payments.
4. 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.
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. In case of absence due to illness, the employee shall notify his/her department in accordance with departmental rules and only be
required to designate if illness is “sick personal” or “sick family”. 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.
7. 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.
8. If an employee works fifty percent (50%) of the final pay period, the employee shall receive credit for that pay period's sick leave. If an
employee works less than fifty percent (50%) of the pay period, the
employee accrues nothing.
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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 or step sibling, child or
stepchild, grandparents, grandchildren, or any relative of the employee or
employee's spouse residing in the same household. Such leave, shall be
granted based on employee’s current work shift up to a maximum of three
(3) shifts.
Section G. HOLIDAYS
1. Effective July 1 of each year, the City shall credit each member of the
bargaining unit with eighty (80) hours of holiday leave bank based on the following holidays:
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
Day after Thanksgiving Day..........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)
An employee may use the holiday leave bank in any increment, at any time, in the same manner as vacation is scheduled and taken.
Employees can elect to cash out Holiday hours in November of each
fiscal year or any remaining hours at the end of the fiscal year date of
June 30. The cashed out holiday pay shall be paid out at the employee’s “regular rate” of pay used for the purposes of the Fair Labor Standards Act at the time of the employee’s request. Employees
who choose to cash out holiday hours in November, shall notify
Finance by the first Monday in November.
An employee who separates employment shall, depending on the circumstances, be entitled to a proportionate share of his/her holiday
leave bank not taken based on the number of holidays occurring prior
to date of separation (i.e., an employee who separates on January 2
would be entitled to sixty-four (64) hours less any time already utilized or cashed out) or be required to reimburse the City on a proportionate
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basis for any excess holiday leave taken or cashed out (i.e., if an employee separates on January 2 and he/she has already used eighty
(80) hours of holiday leave, he/she would be required to reimburse the
City sixteen (16) hours. Such reimbursement shall first be made from
accrued vacation and/or compensatory time; if such reimbursement is
not sufficient, the remaining dollar equivalent shall be deducted from the employee’s final paycheck).
2. In lieu of Citywide holidays to celebrate Dr. Martin Luther King's
birthday and Admissions Day, full-time employees shall receive two (2)
eight (8) hour floating holidays to be scheduled by the employee in the same manner as vacation leave. Additionally, full time employees shall
receive an eight (8) hour floating holiday for his/her birthday to be
scheduled by the employee in the same manner as vacation leave.
Floating holidays shall not carry over into subsequent fiscal years and
failure to schedule a floating holiday in the fiscal year in which it is earned shall result in its loss. If the City adopts Dr. Martin Luther King's
birthday as a fixed Citywide holiday or it re-adopts Admissions Day as
a fixed Citywide holiday, the floating holiday(s) based thereon shall
cease and eligible employee shall receive the fixed Citywide holiday(s).
Full time employees in the unit employed on July 1 of the fiscal year
shall conditionally accrue twenty-four (24) hours of floating holiday. If
the employee uses floating holiday leave and separates from City
employment before the date upon which the floating holiday is based
(Dr. Martin Luther King's birthday, Admissions Day and/or the Employee's birthday), said floating holiday leave shall be repaid to the
City through payroll deduction. Employees hired after the beginning of
the fiscal year shall accrue floating holiday only if the employee is
employed before the date on which the floating holiday is based (Dr. Martin Luther King's birthday, Admissions day and/or the Employee's birthday). As an example, an employee hired on July 15, whose
birthday is August 5, would receive a floating holiday for his birthday,
Admissions Day and MLK's birthday for that fiscal year. However, if
that same employee was hired on March 15, the employee would not receive any floating holiday benefit for that fiscal year.
3. An employee required to work or attends 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. The tables below provide examples of how the Holiday Pay and applicable overtime will be calculated.
Example of hours paid if the employee is scheduled to work on a
holiday. In this example, it is for a 12 hours shift.
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Current New MOU Effective April 1,
2014
Description
Shift Hours
Paid 12 12 @ regular rate of pay
O/T hours
paid (8 hrs @ 1.5) 12 8 8 hours provided in Holiday Bank
4
Additional
Compensation of hours
for comparable pay to
the prior agreement (the .5 portion of the
O/T)
Total Hours
Paid: 24 24
Example of hours paid if the employee is scheduled to work on a
holiday. In this example, it is for a 10 hours shift.
Current New MOU Effective April 1, 2014 Description
Shift Hours
Paid 10 10 @ regular rate of pay
O/T hours
paid (8 hrs @ 1.5) 12 8 8 hours provided in Holiday Bank
4
Additional
Compensation of hours
for comparable pay to
the prior agreement (the .5 portion of the
O/T)
Total Hours
Paid: 22 22
4. 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.
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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 unless the employee uses accrued vacation or compensatory time. 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 prior to the
end of the normal work schedule, an employee shall contact their supervisor for direction.
If an employee is assigned to a graveyard or swing-shift schedule and is
required to report for Jury Service on a working day (i.e. scheduled to
work that day/evening) he/she will not be required to come to work and will be paid for that shift. This will only apply to the first day of Jury Service.
The City, at its discretion, will administratively reassign employees
assigned to jury duty to an 8 hour per day schedule or an 8 hour per day
forty hour per week schedule for the duration of jury duty.
Section I. COURT WITNESS LEAVE
An employee who is subpoenaed or required to appear in court for a non-
work related matter as a witness shall be deemed to be on leave of absence and shall be permitted to use accumulated time off. 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, provided however that the employee can use accumulated time off.
Section J. INDUSTRIAL ACCIDENT LEAVE
1. Industrial accident leave shall be granted 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
or as provided by law whichever is greater and shall be computed from
the date said absence is necessitated due to effects of the industrial 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.
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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 or as determined by the WCAB.
ARTICLE XV PROBATIONARY PERIOD
Section A. The probationary period is part of the examination process. It is a work-
test period during which the employee's performance and conduct on the job are evaluated to determine whether or not the employee is fully qualified for permanent appointment.
During the probationary period, a probationer may be released, or
demoted if permanent status is held in a lower classification, without the right of appeal, if the appointing power deems the probationer unfit or unsatisfactory for service.
When a provisional appointment is made to a probationary position and
subsequently the appointee is appointed to the position as a probationary employee, with no time interval between the provisional and probationary appointment, the "employment date" as herein defined, shall be the date
first appointed on a provisional basis.
Section B. All eligible candidates appointed to a position from an open competitive
examination and who are not currently employed in a permanent position
shall be on probation for twelve (12) months before attaining permanent status.
For the classifications of Dispatcher I, Dispatcher II, Community Service
Officer, and Police Records Technician I/II 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
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candidates appointed from a promotional list to these classifications, (except Dispatcher I promoting to a Dispatcher II) shall be on probation
twelve (12) 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.
ARTICLE XVI SPECIAL PAY
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 pay or 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.
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Section C. ON-CALL SUBPOENA PAY
If a unit member receives a subpoena AND is required to be on call,
he/she shall receive two (2) hours of pay at straight time.
Section D. BILINGUAL PAY
A maximum of six (6) employees may be certified as bilingual by the City.
Once certified, the employee shall receive a bilingual pay stipend of $75
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.
Section E. TRAINING PAY
During the term of this agreement, an employee assigned by the Chief or
his designee to perform the extra duty and responsibility of training new Police Cadets shall receive $15.00 per day, in addition to their base
salary, only while in the capacity of training the new Police Cadet.
An employee assigned by the Chief or his designee to perform the extra
duty and responsibility of training a new full-time employee shall receive $20.00 per day, in addition to their base salary, only while in the capacity
of training the new employee.
ARTICLE XVII LAYOFFS
Section A. LAYOFF 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
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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.
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 (18) months from the effective date of separation from service.
Failure of the employee on the re-employment list to provide the City their current address shall result in the employee’s name being removed from the eligibility list.
Section C. DEFINITIONS
1. 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.
2. Layoff – Permanent separation from employment with the City as a
result of a work reduction.
40
3. 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 any one of the last three years is below proficient. In such
case, the layoff shall be based upon performance.
4. Work Reduction – A decrease in the level of service or amount of
product output by the City.
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 Council or 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
recruitments.
ARTICLE XIX EMPLOYEE GRIEVANCES
Section A. DEFINITIONS
1. Grievance – A grievance is an allegation by an employee(s) of a misinterpretation or misapplication of any express provision of the applicable Memorandum of Understanding or City and/or Department
41
Personnel Rules and Regulations where there is no other specific method of review provided by City law.
2. Grievant – An employee or group of employees in the classified
service adversely affected by an act or omission by the City allegedly
in violation of an express provision of the Memorandum of Understanding or City and/or Department Personnel Rules and
Regulations.
3. Department Head – The department head or designee.
4. Work day – A work day is any day the City offices are regularly open
for business.
5. Exclusions from the Grievance Procedure:
a. The procedure is not to be used for the purpose of changing
wages, hours and working conditions. Allegations involving wages,
hours and working conditions may thus be grieved only if the
grievance involves a misapplication or misinterpretation of an
express provision of the MOU or a City/Department Personnel Rules and Regulations.
b. The procedure is not intended to be used to challenge the content
of employee evaluations or performance reviews. Allegations that
the City has failed to comply with an evaluation procedure set forth in a specific provision of the MOU and/or City/Department
Personnel Rules and Regulations are grievable.
c. The procedure is not intended to be used to challenge a reclassification, layoff, transfer, denial of reinstatement, or denial of a step or merit increase. Notwithstanding the above, if the process
used to reach the foregoing decisions is not in compliance with an
express provision of the MOU and/or City/Department Personnel
Rules and Regulations, a grievance may be filed. d. The procedure is not intended to be used in cases of oral or written
reprimand, demotion, suspension, removal or other disciplinary
action. Appeals of disciplinary actions are covered by the City’s
Personnel Rules and Regulations. e. The procedure is not to be used to challenge examinations or
appointment to positions. Notwithstanding the above, if the process
used to reach the foregoing decisions is not in compliance with an
express provision of the MOU and/or City/Department Personnel Rules and Regulations, a grievance may be filed.
42
Section B. TIMELINESS
The grievance must be filed by the employee within the timelines set forth
herein. Failure of the employee to file the initial grievance or process the
grievance from one level to another in a timely manner is a forfeiture of the
grievance and the grievance will not be processed further.
If the City fails to respond in a timely manner, the employee may proceed
to the next level.
Section C. EMPLOYEE REPRESENTATION The employee may be represented by a person of his or her choice to
prepare and present the grievance. The employee may use a reasonable
amount of released time to process the grievance. The release time must
be approved by the Department Head.
Section D. INFORMAL GRIEVANCE PROCEDURE
Within fifteen (15) working days following the event, or within fifteen (15)
working days after the employee should reasonably have known of the
event, the employee should attempt to resolve the grievance on an
informal basis by discussion with his or her immediate supervisor.
Section E. FORMAL GRIEVANCE PROCEDURE
1. First Level of Review: Next Level Supervisor
If the employee is not able to resolve the grievance after discussion with his or her immediate supervisor, within ten (10) working days after
the informal discussion with the immediate supervisor, the employee
shall present the grievance in writing to the next level supervisor on the
official City grievance form setting forth the following information: a. The specific section of the rules or MOU allegedly violated.
b. The specific act or omission which gave rise to the alleged
violation.
c. The date or dates on which the violation occurred. d. Documents, witnesses or evidence in support of the grievance. e. The resolution of the grievance at the informal stage.
f. The remedy requested.
A copy of the grievance shall be provided to the Human Resources Division of the Administrative Services Department concurrently with presentation to the immediate supervisor.
43
The next level supervisor shall render a decision in writing, on the grievance form, within ten (10) working days after receiving the
grievance.
2. Department Head Review
If the employee does not agree with the decision of the next level
supervisor, within ten (10) working days after receiving the next level
supervisor’s decision or twenty (20) days from the date the next level
supervisor received the grievance but failed to issue a decision, the
employee shall present the grievance in writing, on the grievance form, to the department head.
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) working days of receiving the grievance or within ten (10) working days of holding a
grievance meeting whichever is longer.
3. Human Resources Manager
If the employee is not in agreement with the decision reached by the
department head, within ten (10) working days after receiving the
department head’s decision or twenty (20) days from the date the
department administrator received the grievance but failed to issue a
decision, the employee shall present the grievance in writing to the Human Resources Manager on the official City grievance form.
The Human Resources Manager 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) working days of receiving the grievance or the holding of a
grievance meeting whichever is longer.
4. Human Resources Commission
If the employee is not in agreement with the decision of the Human
Resources Manager or if the Human Resources Manager has failed to
respond, the employee shall present the grievance to the Human Resources Commission within ten (10) working days from the date of receipt of the Human Resources Manager’s decision or twenty (20)
days from the date the Human Resources Manager received the
grievance but failed to issue a decision.
Section F. APPEAL TO HUMAN RESOURCES COMMISSION
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1. Scheduling of Hearing: Upon receipt of the request for an appeal, the City shall, within thirty (30) days, transmit the appeal to the Human
Resources Commission. The Commission shall schedule a hearing.
The appeal hearing shall be set not less than twenty (20) working days
nor more than sixty (60) working days from the date of the filing of the
appeal. All interested parties shall be notified in writing of the date, time, and place of the hearing at least ten (10) working days prior to
the hearing.
2. Public Hearings: All hearings shall be open to the public.
3. Pre-Hearing Procedure:
a. Subpoenas: The Human Resources Commission is authorized to
issue subpoenas at the request of either party prior to the
commencement of the hearing. After the commencement of the hearing, subpoenas shall be issued by the Commission only for
good cause. Each party will prepare their own subpoenas and
present them to the Human Resources Division of the
Administrative Services Department and the other party. The
Human Resources Division of the Administrative Services Department will issue the subpoenas. The Human Resources
Division of the Administrative Services Department will serve
subpoenas for current City employees. It will be the responsibility of
the employee or the City to serve subpoenas on individuals who
are not currently employed by the City. It will be the responsibility of the employee and the City to submit the written request for
subpoenas at least ten (10) working days before the date of the
hearing.
b. Exhibits and Witness Lists: Five (5) working days prior to the date set for the hearing, each party shall serve upon the other party and
submit to the Human Resources Division of the Administrative
Services Department a list of all witnesses and a list and copy of all
exhibits. An original and nine (9) copies of the exhibits shall be presented to the Human Resources Division of the Administrative Services Department in 3 hole notebooks which are tabbed down
the side with the exhibit numbers. The employer’s exhibits shall be
designated by number.
The employee’s exhibits shall be designated by alphabetical letter.
Neither party will be permitted to call during the hearing, a witness
not identified pursuant to this section nor use any exhibit not
provided pursuant to this section unless that party can show that
they could not reasonably have anticipated the prior need for such
witness or such exhibit.
45
c. Statement of Issues: Five (5) working days prior to the date set for the hearing, each party shall submit to the Human Resources
Division of the Administrative Services Department a Statement of
Issues.
4. Submission to the Human Resources Commission: Five (5) working days prior to the date set for the hearing, the Human Resources
Division of the Administrative Services Department shall present each
member of the Human Resources Commission with a copy of the
jurisdictional documents. Those documents include the grievance
documents at each level and the responses to the grievance.
5. Payment of Employee Witnesses: Employees of the City who are
subpoenaed to testify during working hours will be released with pay to
appear at the hearing. The Commission may direct that these
employees remain on call until called to testify. Employees who are subpoenaed to testify during non-working hours will be compensated
for the time they actually testify, unless the City agrees to a different
arrangement.
6. Conduct of the Hearing:
a. The hearing need not be conducted in accordance with technical
rules relating to evidence and witnesses but hearings shall be
conducted in a manner most conducive to determination of the
truth. b. Any relevant evidence may be admitted if it is the type of evidence
on which responsible persons are accustomed to rely in the
conduct of serious affairs, regardless of the existence of any
common law or statutory rules which might make improper the admission of such evidence over objection in civil actions. c. Hearsay evidence may be used for the purpose of supplementing
or explaining any direct evidence that shall not be sufficient in itself
to support a finding unless it would be admissible over objection in
civil actions. d. The rules dealing with privileges shall be effective to the same extent that they are now or hereafter may be recognized in civil
actions.
e. Irrelevant and unduly repetitious evidence may be excluded.
f. The Human Resources Commission shall determine relevancy, weight and credibility of testimony and evidence. Decisions made by the Commission shall not be invalidated by any informality in the
proceedings.
g. During examination of a witness, all other witnesses, except the
parties, shall be excluded from the hearing upon motion of either party.
46
h. The Human Resources Commission may conduct the hearing or delegate evidentiary and/or procedural rulings to its legal counsel.
7. Burden of Proof: In a grievance appeal the grievant has the burden of
proof by preponderance of the evidence.
8. Proceed with Hearing or Request for Continuance: Each side should
be asked if it is ready to proceed. If either side is not ready and wishes
a continuance, good cause must be stated. Any request for a
continuance must be made in writing and submitted prior to the hearing
to all parties. Before requesting a continuance, the moving party shall contact all parties to determine if there is any opposition to the
continuance and shall state in its request if there is opposition.
9. Testimony under Oath: All witnesses shall be sworn in for the record
prior to offering testimony at the hearing. The chairperson will request the witnesses to raise their right hand and respond to the following:
“Do you swear that the testimony you are about to give at this hearing
is the truth, the whole truth and nothing but the truth?”
10. Presentation of the Case: The hearing shall proceed in the following
order unless the Human Resources Commission for special reason,
directs otherwise:
a. The Human Resources Chair shall announce the issues after a review of the statement of issues presented by each party.
b. The grievant (employee) shall be permitted to make an opening
statement.
c. The respondent (City) shall be permitted to make an opening statement, or reserve an opening statement until presentation of its case.
d. The grievant shall produce his/her evidence.
e. The respondent may then offer its evidence.
f. The grievant followed by the respondent may offer rebutting evidence. g. Closing arguments shall be permitted at the discretion of the
Human Resources Commission. The party with the burden of proof
shall have the right to go first and to close the hearing by making
the last argument. The Commission may place a time limit on closing arguments. The Commission or the parties may request the submission of written briefs. After the request for submittal of
written briefs, the Commission will determine whether to allow the
parties to submit written briefs and determine the number of pages
of said briefs.
47
11. Procedure for the Parties: The party representing the department andthe party representing the employee will address their remarks,
including objections, to the Chair of the Human Resources
Commission. Objections may be ruled upon summarily or argument
may be permitted. The Chair reserves the right to terminate argument
at any time and issue a ruling regarding an objection or any othermatter, and thereafter the representatives shall continue with the
presentation of their case.
12. Right to Control Proceedings: While the parties are generally free to
present their case in the order that they prefer, the Chair reserves theright to control the proceedings, including, but not limited to, altering
the order of witnesses, limiting redundant or irrelevant testimony, or by
the direct questioning of witnesses.
13. Hearing Demeanor and Behavior: All parties and their attorneys orrepresentatives shall not, by written submission or oral presentation,
disparage the intelligence, ethics, morals, integrity or personal
behavior of their adversaries or members of the Commission.
14. Deliberation Upon the Case: The Commission will consider all oral anddocumentary evidence, the credibility of witnesses, and other
appropriate factors in reaching their decision. The Commission may
deliberate at the close of the hearing in closed session or at a later
fixed date and time not to exceed ten (10) working days.
15. Recommended Decision: The Human Resources Commission shall
render its recommendations as soon after the conclusion of the
hearing as possible, and no event, later than ten (10) working days
after concluding the hearing, unless otherwise stipulated to by theparties. The recommended decision shall include an explanation of thebasis for the decision.
The Human Resources Commission shall not be polled as to their
decision by the grievant or the grievants counsel.
16. Recommendation to the City Manager: The decision of the Human
Resources Commission is advisory to the City Manager. The proposed
decision shall be provided to the grievant and the City Manager.
Either the employee or the department may file a written appeal to theproposed decision, by filing exceptions thereto with the Human
Resources Manager within ten (10) days of receipt of the
Commission’s recommended decision.
48
The party desiring to contest the recommended decision of the Commission may also request a transcript for review by the City
Manager within ten (10) working days of the Commission’s decision. If
the appealing party requests a transcript, that party shall pay the cost
of the transcript.
17. Final Action by City Manager: Within ten (10) working days of the filing
of exceptions, or within ten (10) days of receipt of the transcript, the
City Manager shall review the decision of the Commission, any
exceptions filed, and a record, if one is requested. The decision of the
City Manager shall be final. The decision shall be transmitted to theemployee and to the department head.
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 in accordance with the City’s Personnel Rules.
Probationary employees are subject to demotion or dismissal without
cause or right to a hearing except as otherwise required by law.
Section B. 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 C. UNAUTHORIZED ABSENCE
Unauthorized leaves of absence may be considered cause for up to and
including dismissal, subject to the City’s disciplinary appeals process.
49
ARTICLE XXI FULL UNDERSTANDING
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,
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 Association 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 Association hereto
voluntarily 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 except as set forth above. The parties may mutually agree in
writing to meet and confer on any subject contained in this agreement during the life of
this agreement.
The parties have caused this Memorandum of Understanding to be executed this _____ day of _____________, 2018.
ARCADIA POLICE CIVILIAN EMPLOYEES
ASSOCIATION
____________________________________
Kristi Ortiz, President
CITY OF ARCADIA
___________________________________
Dominic Lazaretto, City Manager
50
2018-2020 Negotiation Teams
APCEA Negotiating Team
Kristi Ortiz, President
Emily Hess
Marc Archibald, Treasurer
_______________________________
Sarah Walton
_____________________________
Jennifer Harper, Secretary
City of Arcadia Representatives
Jason Kruckeberg, Assistant City Manager/
Development Services Director
Hue Quach, Administrative Services Director
Michael Bruckner, Assistant to the City Manager
Shama Curian, Human Resources Administrator
Exhibit A
Range
Number Title Step A Step B Step C Step D Step E Step F Step G Step H Step I Step J
40A Police Records Technician I 3,033$ 3,106$ 3,184$ 3,262$ 3,346$ 3,428$ 3,514$ 3,603$ 3,693$ 3,787$
41A 3,106$ 3,184$ 3,262$ 3,346$ 3,428$ 3,514$ 3,603$ 3,693$ 3,787$ 3,880$
42A 3,184$ 3,262$ 3,346$ 3,428$ 3,514$ 3,603$ 3,693$ 3,787$ 3,880$ 3,978$
43A 3,262$ 3,346$ 3,428$ 3,514$ 3,603$ 3,693$ 3,787$ 3,880$ 3,978$ 4,075$
44A Police Records Technician II 3,346$ 3,428$ 3,514$ 3,603$ 3,693$ 3,787$ 3,880$ 3,978$ 4,075$ 4,177$
45A 3,428$ 3,514$ 3,603$ 3,693$ 3,787$ 3,880$ 3,978$ 4,075$ 4,177$ 4,281$
46A 3,514$ 3,603$ 3,693$ 3,787$ 3,880$ 3,978$ 4,075$ 4,177$ 4,281$ 4,387$
47A 3,603$ 3,693$ 3,787$ 3,880$ 3,978$ 4,075$ 4,177$ 4,281$ 4,387$ 4,496$
48A Dispatcher I 3,693$ 3,787$ 3,880$ 3,978$ 4,075$ 4,177$ 4,281$ 4,387$ 4,496$ 4,610$
49A 3,787$ 3,880$ 3,978$ 4,075$ 4,177$ 4,281$ 4,387$ 4,496$ 4,610$ 4,727$
50A Community Services Officer 3,880$ 3,978$ 4,075$ 4,177$ 4,281$ 4,387$ 4,496$ 4,610$ 4,727$ 4,842$
51A 3,978$ 4,075$ 4,177$ 4,281$ 4,387$ 4,496$ 4,610$ 4,727$ 4,842$ 4,965$
52A 4,075$ 4,177$ 4,281$ 4,387$ 4,496$ 4,610$ 4,727$ 4,842$ 4,965$ 5,088$
53A 4,177$ 4,281$ 4,387$ 4,496$ 4,610$ 4,727$ 4,842$ 4,965$ 5,088$ 5,217$
54A Dispatcher II
Logistical Services Officer 4,281$ 4,387$ 4,496$ 4,610$ 4,727$ 4,842$ 4,965$ 5,088$ 5,217$ 5,345$
55A 4,387$ 4,496$ 4,610$ 4,727$ 4,842$ 4,965$ 5,088$ 5,217$ 5,345$ 5,479$
56A 4,496$ 4,610$ 4,727$ 4,842$ 4,965$ 5,088$ 5,217$ 5,345$ 5,479$ 5,615$
57A 4,610$ 4,727$ 4,842$ 4,965$ 5,088$ 5,217$ 5,345$ 5,479$ 5,615$ 5,756$
58A 4,727$ 4,842$ 4,965$ 5,088$ 5,217$ 5,345$ 5,479$ 5,615$ 5,756$ 5,900$
59A Dispatch Services Supervisor 4,842$ 4,965$ 5,088$ 5,217$ 5,345$ 5,479$ 5,615$ 5,756$ 5,900$ 6,048$
60A Property, Evidence, Crime Scene
Technician 4,965$ 5,088$ 5,217$ 5,345$ 5,479$ 5,615$ 5,756$ 5,900$ 6,048$ 6,199$
61A 5,088$ 5,217$ 5,345$ 5,479$ 5,615$ 5,756$ 5,900$ 6,048$ 6,199$ 6,354$
EXHIBIT A
CITY OF ARCADIA MONTHLY SALARY RANGE
APRIL 1, 2018 - MARCH 31, 2019
APCEA - 2.0% COLA
Exhibit A
Range
Number Title Step A Step B Step C Step D Step E Step F Step G Step H Step I Step J
EXHIBIT A
CITY OF ARCADIA MONTHLY SALARY RANGE
APRIL 1, 2018 - MARCH 31, 2019
APCEA - 2.0% COLA
62A 5,217$ 5,345$ 5,479$ 5,615$ 5,756$ 5,900$ 6,048$ 6,199$ 6,354$ 6,514$
63A 5,345$ 5,479$ 5,615$ 5,756$ 5,900$ 6,048$ 6,199$ 6,354$ 6,514$ 6,676$
64A 5,479$ 5,615$ 5,756$ 5,900$ 6,048$ 6,199$ 6,354$ 6,514$ 6,676$ 6,842$
65A 5,615$ 5,756$ 5,900$ 6,048$ 6,199$ 6,354$ 6,514$ 6,676$ 6,842$ 7,015$
66A 5,756$ 5,900$ 6,048$ 6,199$ 6,354$ 6,514$ 6,676$ 6,842$ 7,015$ 7,190$
67A 5,900$ 6,048$ 6,199$ 6,354$ 6,514$ 6,676$ 6,842$ 7,015$ 7,190$ 7,370$
68A Police Communications Coordinator 6,048$ 6,199$ 6,354$ 6,514$ 6,676$ 6,842$ 7,015$ 7,190$ 7,370$ 7,554$
Exhibit A
Range
Number Title Step A Step B Step C Step D Step E Step F Step G Step H Step I Step J
40A Police Records Technician I 3,094$ 3,168$ 3,248$ 3,327$ 3,413$ 3,497$ 3,584$ 3,675$ 3,767$ 3,863$
41A 3,168$ 3,248$ 3,327$ 3,413$ 3,497$ 3,584$ 3,675$ 3,767$ 3,863$ 3,958$
42A 3,248$ 3,327$ 3,413$ 3,497$ 3,584$ 3,675$ 3,767$ 3,863$ 3,958$ 4,058$
43A 3,327$ 3,413$ 3,497$ 3,584$ 3,675$ 3,767$ 3,863$ 3,958$ 4,058$ 4,157$
44A Police Records Technician II 3,413$ 3,497$ 3,584$ 3,675$ 3,767$ 3,863$ 3,958$ 4,058$ 4,157$ 4,261$
45A 3,497$ 3,584$ 3,675$ 3,767$ 3,863$ 3,958$ 4,058$ 4,157$ 4,261$ 4,367$
46A 3,584$ 3,675$ 3,767$ 3,863$ 3,958$ 4,058$ 4,157$ 4,261$ 4,367$ 4,475$
47A 3,675$ 3,767$ 3,863$ 3,958$ 4,058$ 4,157$ 4,261$ 4,367$ 4,475$ 4,586$
48A Dispatcher I 3,767$ 3,863$ 3,958$ 4,058$ 4,157$ 4,261$ 4,367$ 4,475$ 4,586$ 4,702$
49A 3,863$ 3,958$ 4,058$ 4,157$ 4,261$ 4,367$ 4,475$ 4,586$ 4,702$ 4,822$
50A Community Services Officer 3,958$ 4,058$ 4,157$ 4,261$ 4,367$ 4,475$ 4,586$ 4,702$ 4,822$ 4,939$
51A 4,058$ 4,157$ 4,261$ 4,367$ 4,475$ 4,586$ 4,702$ 4,822$ 4,939$ 5,064$
52A 4,157$ 4,261$ 4,367$ 4,475$ 4,586$ 4,702$ 4,822$ 4,939$ 5,064$ 5,190$
53A 4,261$ 4,367$ 4,475$ 4,586$ 4,702$ 4,822$ 4,939$ 5,064$ 5,190$ 5,321$
54A Dispatcher II
Logistical Services Officer 4,367$ 4,475$ 4,586$ 4,702$ 4,822$ 4,939$ 5,064$ 5,190$ 5,321$ 5,452$
55A 4,475$ 4,586$ 4,702$ 4,822$ 4,939$ 5,064$ 5,190$ 5,321$ 5,452$ 5,589$
56A 4,586$ 4,702$ 4,822$ 4,939$ 5,064$ 5,190$ 5,321$ 5,452$ 5,589$ 5,727$
57A 4,702$ 4,822$ 4,939$ 5,064$ 5,190$ 5,321$ 5,452$ 5,589$ 5,727$ 5,871$
58A 4,822$ 4,939$ 5,064$ 5,190$ 5,321$ 5,452$ 5,589$ 5,727$ 5,871$ 6,018$
59A Dispatch Services Supervisor 4,939$ 5,064$ 5,190$ 5,321$ 5,452$ 5,589$ 5,727$ 5,871$ 6,018$ 6,169$
60A Property, Evidence, Crime Scene
Technician 5,064$ 5,190$ 5,321$ 5,452$ 5,589$ 5,727$ 5,871$ 6,018$ 6,169$ 6,323$
61A 5,190$ 5,321$ 5,452$ 5,589$ 5,727$ 5,871$ 6,018$ 6,169$ 6,323$ 6,481$
EXHIBIT A
CITY OF ARCADIA MONTHLY SALARY RANGE
APRIL 1, 2019 - JUNE 30, 2020
APCEA - 2.0% COLA
Exhibit A
Range
Number Title Step A Step B Step C Step D Step E Step F Step G Step H Step I Step J
EXHIBIT A
CITY OF ARCADIA MONTHLY SALARY RANGE
APRIL 1, 2019 - JUNE 30, 2020
APCEA - 2.0% COLA
62A 5,321$ 5,452$ 5,589$ 5,727$ 5,871$ 6,018$ 6,169$ 6,323$ 6,481$ 6,644$
63A 5,452$ 5,589$ 5,727$ 5,871$ 6,018$ 6,169$ 6,323$ 6,481$ 6,644$ 6,810$
64A 5,589$ 5,727$ 5,871$ 6,018$ 6,169$ 6,323$ 6,481$ 6,644$ 6,810$ 6,979$
65A 5,727$ 5,871$ 6,018$ 6,169$ 6,323$ 6,481$ 6,644$ 6,810$ 6,979$ 7,155$
66A 5,871$ 6,018$ 6,169$ 6,323$ 6,481$ 6,644$ 6,810$ 6,979$ 7,155$ 7,334$
67A 6,018$ 6,169$ 6,323$ 6,481$ 6,644$ 6,810$ 6,979$ 7,155$ 7,334$ 7,517$
68A Police Communications Coordinator 6,169$ 6,323$ 6,481$ 6,644$ 6,810$ 6,979$ 7,155$ 7,334$ 7,517$ 7,705$