Item 4.2 - Adoption of Resos auth. the City Manager to Execute an MOU Effective 7-1-19 to 6-30-21December 17, 2019, Item #4.2
DATE:
TO:
FROM:
INITIATED BY:
SUBJECT:
Summary:
City of Poway
COUNCIL AGENDA REPORT
December 17, 2019
Honorable Mayor and Members of the City Council
Wendy Kaserman , Assistant City Manager iJ{.
Jodene Dunphy, Director of Human Resources & Risk Management ~
858-668-4413 or jdunphy@poway.org (J
Adoption of Resolutions authorizing the City Manager to Execute, on Behalf
of the City of Poway, a Memorandum of Understanding , Effective July 1,
2019, through June 30, 2021 , between the City and the Non-Safety
Employees Bargai ning Group (Teamsters Local 911) Incorporating the
Terms of the Tentative Agreement and Appropriating Funds in FY 19-20
The existing Memorandum of Understanding (MOU) with the Teamsters Local 911 (Teamsters),
representing the Non-Safety Bargaining Group expired on June 30, 2019. Staff has reached a
Tentative Agreement (Exhibit A of Attachment A) with Teamsters which includes a two-year term
for the new MOU effective July 1, 2019, through June 30, 2021 .
The MOU between the City of Poway and the Poway Firefighters' Association (PFA) expired on
June 30, 2019. The City and the PFA are still currently negotiating, therefore this staff report does
not include salary and benefit provisions or changes for the PFA.
Recommended Action:
It is recommended that the City Council adopt the Resolutions .
Discussion:
Background
On June 18, 2019, the City Council approved a balanced Fiscal Year 2019-20 budget that did not
include any across the board salary increases for represented or unrepresented employees. On
September 17, 2019 , the City Council approved salary and benefit changes for City employees in
the Management/Confidential group that were conservative and fiscally responsible given the
budget outlook for Fiscal Years 2019-20 and 2020-21. The key economic item approved for
Management/Confidential employees was a $3 ,000 stipend in Fiscal Year 2019-20 and a $2,000
stipend in Fiscal Year 2020-21 . To restate what was included in the September 17, 2019, staff
report for recommended changes to the salary and benefits for Management/Confidential
employees, the City does not have the ability to provide wage increases from the General Fund
that need to be sustained year over year based on the current status of the City's General Fund
operating budget and projections for next fiscal year. A 1 % city-wide salary increase, which also
increases the cost of other wage-based benefits, would result in an unbalanced budget by Fiscal
Year 2020-21 and result in reserve draws to balance the budget on an ongoing basis. Us ing one-
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December 17, 2019, Item #4.2
time funds to cover ongoing expenses can be compared to taking from a savings account to fund
ongoing, recurring bills paid from a checking account. This is not a sustainable financial strategy
and, therefore, not recommended.
The Tentative Agreement (TA) with Teamsters supports the City's financial strategy to use
undesignated one-time funds to provide one-time stipends in each of the next two fiscal years.
The one-time funds are available from savings in prior year budgets. The TA demonstrates a
strong commitment by the City to provide its employees with salary and benefit adjustments it can
afford, without implementing financial management strategies that could lead to service reductions
and a decrease in the City's fiscal health. It also addresses a significant recruitment and retention
issue with utility positions in the Public Works Department. Additionally, the current Fiscal Year
2019-20 budget includes ongoing step increases for employees pursuant to publicly adopted
salary schedules as well as funding to cover increasing costs in pension and healthcare that are
increasing even without approving across the board salary increases for employees.
Negotiations
California law provides for the determination of public employee wages, hours and other terms and
conditions of employment through a process of meeting and conferring between public agency
representatives and employee bargaining unit representatives. Negotiations between the City of
Poway and representatives from Teamsters Local 911, representing 99 non-safety employees
(94.15 Full-Time Equivalent positions), began in May 2019. After 12 meet and confer sessions, a
Tentative Agreement was reached. The Teamsters Bargaining Unit voted to ratify the Tentative
Agreement on December 10, 2019.
Tentative Agreement with Teamsters
Key economic provisions of the Tentative Agreement with Teamsters include the following:
1. Stipends
• $3,000 in Year 1
• $2,000 in Year 2
Teamsters employees will have the choice to take the stipend as a cash payment or to deposit the
stipend into the employee's ICMA 457 account. The stipends will be reported to CalPERS for
employees considered CalPERS "classic" employees in the City's Tier 1 and Tier 2 retirement
groups. Pursuant to the California Code of Regulations section 571.1, the stipends are not
reportable as compensation for employees in Tier 3, commonly referred to as "PEPRA" employees
hired after January 1, 2013, when the Public Employees' Pension Reform Act (PEPRA) took effect.
Employees must be employed on the date the one-time stipend is distributed. The stipends shall
be pro-rated for part-time, regular employees based on their Full Time Equivalent (FTE) status.
In 2019, the average across the board salary increase for all other San Diego cities is 2.34%. The
$3,000 stipend proposed for all Teamsters employees equates to an average salary increase of
5.67%, which is higher than the market to acknowledge the fact that it is a one-time payment
instead of an ongoing across the board salary increase. Based on growing concerns for the City's
FY 2020-21 budget, an anticipated end to the current economic expansion, and the list of projects
on the horizon for the City, the proposed stipend in Fiscal Year 2020-21 is less at $2,000, which is
an average salary increase of 3.68% for Teamsters employees. This provides a carve out of one-
time funds in the Fiscal Year 2020-21 budget to provide one-time stipends to non-safety
employees represented by the Teamsters bargaining unit.
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December 17, 2019, Item #4.2
2. Special Range Salary Adjustments
In Fiscal Years 2017-18 and 2018-19, there were 58 vacancies in regular positions across the City
organization, of which 22 (almost half) were in the Public Works Department, with 10 in utility
positions. Furthermore, over the past two fiscal years, turnover rates in positions represented by
the Teamsters bargaining unit were the highest among the City's three employee groups. In Fiscal
Year 2018-19, the turnover rate for employees represented by the Teamsters bargaining unit was
19.40%, compared to the Management/Confidential group at 17.54%, and the Poway Firefighters
Association at 6.29%. In Fiscal Year 2017-18, the turnover rates were 14.98% for Teamsters,
12. 77% for Management/Confidential employees and 8.55% for employees represented by the
Poway Firefighters Association. As part of the meet and confer process and in response to the
turnover rates, an analysis of the market for public works positions, with a focus on the utility
positions, was conducted. Through this analysis, it was determined that certain pay grades for
utility positions are well below market when comparing to other agencies with comparable
positions. This is believed to be the most significant reason for the recruitment and retention
challenges the City is experiencing in those positions. Salary range adjustments are needed to
bring certain positions as close to median as possible within the City's salary plan classification
structure to relieve the challenges with recruiting and retaining highly qualified employees in the
specialized utility positions. Because the utility positions are fully funded by water and sewer funds,
the Tentative Agreement commits to the adjustments contingent upon the outcome of the water
and sewer rate setting process to be completed in March 2020.
3. Recuperation Time
The City will provide up to four hours of recuperation time for Non-Safety Employees to allow
employees a rest and recovery period after working extended work hours due to emergency
situations. This safety protocol will allow staff who have been on duty for 16 or more hours within
a 24-hour period to rest for seven consecutive hours prior to returning to work for their next
regularly scheduled work shift.
4. Mechanic's Certification
The City will provide a one-time certification pay of $1,000 to the Senior Equipment Mechanic and
Equipment Mechanic who has or will obtain the State of California Fire Mechanic II certification
and $500 upon recertification of the State of California Fire Mechanic II certification.
5. Extend Shift Differential to Weekend Day Shifts at Filtration Plant
Filtration plant employees required to work evening (3:00 p.m. to 11 :00 p.m.) and overnight (11 :00
p.m. to 7:00 a.m.) shifts Monday through Friday, as well as Saturday and Sunday, currently receive
shift differential pay of 7.5% in addition to their regular rate of pay. This item provides shift
differential to employees working the day shift (7:00 a.m. to 3:00 p.m.) on Saturdays and Sundays.
6. Safety Shoe Reimbursement
The current MOU provides employees required to wear safety shoes with a reimbursement of up
to $200 per fiscal year for required safety shoes. This amount will increase to $250 for the 36
eligible classifications listed in the Tentative Agreement.
7. Meal Reimbursements
Employees who work in excess of 12 consecutive hours currently receive meal reimbursements
of $12, if a meal is not otherwise provided. The U.S. General Services Administration, a guide
used by the City to set meal reimbursement rates, establishes per diem and meal rates based on
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December 17, 2019, Item #4.2
location. For the 2019-2020 year, San Diego County is listed with lunch rates at $18 and dinner
rates at $31. The meal reimbursement covered by the MOU is conservatively increased to $20 to
allow for the increased cost of purchasing a meal. In addition, employees not assigned to standby
duty, but are called in on weekends or closed Fridays for more than four consecutive hours will be
entitled to the Meal Reimbursement.
8. Benefit day hours
Benefit day hours will increase from 16 hours to 18 hours per year for full-time, regular employees.
Part-time, regular employees will receive the pro-rated equivalent based on their FTE. This is a
non-cash benefit which does not impact the budget.
9. One-Time Holidays
The City will add one-time paid holidays on Thursday, December 26, 2019, and Thursday,
December 24, 2020. This is one less additional holiday than what was approved and provided to
employees in 2018 and is also a non-cash benefit which does not impact the budget.
Other non-economic items proposed for employees represented by Teamsters include the
implementation of the ICMA-RC 457 loan program for conventional loans; the ability for employees
to use vacation time as it is accrued from date of hire and in accordance with already established
vacation accrual tables; and the extension of the initial (new hire) probationary period from six
months to twelve months from date of hire. The MOU for Non-Safety Employees will be revised
to reflect other non-substantive clean-up revisions along with the changes listed above, which have
been incorporated in the Resolution (Attachment A). The financial terms incorporated into the
MOU will not extend beyond those included in the Resolution and Tentative Agreement
(Attachment A).
The current MOU expired on June 30, 2019. A new MOU will be generated, finalized and executed
with the City Council's approval of the attached Resolution (Attachment A). The MOU will be
effective retroactively to July 1, 2019, through June 30, 2021, and will incorporate the terms listed
in the Tentative Agreement attached to the Resolution (Attachment A).
Environmental Review:
This information is not subject to CEQA review.
Fiscal Impact:
The total projected fiscal impact of the proposed financial terms of the Tentative Agreement with
the Teamsters for Fiscal Year 2019-20 is estimated at $323,920. The General Fund portion of the
total cost is estimated at $161,753.
The total projected fiscal impact of the proposed financial terms of the Tentative Agreement with
the Teamsters for Fiscal Year 2020-2021 is $218,350. The General Fund portion of the total costs
is estimated at $108,291.
The cumulative fiscal impact for the two-year period covered by the Non-Safety MOU is estimated
to be $542,270. The General Fund portion of the total cost is $270,044.
The cost of special salary adjustments is contingent on the approval of water and sewer rate
increases and are therefore not included in the fiscal impact statement. The special salary
adjustments are funded entirely through the water and sewer funds and will be included in the rate
study analysis. Should water and sewer rate increases be approved, an updated salary schedule
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December 17, 2019, Item #4.2
will be presented to the City Council for approval.
Public Notification:
None.
Attachments:
A. Resolution authorizing the execution of a two-year Memorandum of Understanding
between the City of Poway and the Non-Safety Bargaining Unit Employees (California
Teamsters Local 911) for the period of July 1, 2019 through June 30, 2021
B. Resolution appropriating funds in FY 2019-20 to implement the financial terms of the
Tentative Agreement with the Non-Safety Bargaining Unit Employees (California
Teamsters Local 911)
Reviewed/Approved By:
Wend Kaserman
Assistant City Manager
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Reviewed By :
Alan Fenstermacher
City Attorney
Approved By:
City Manager
December 17, 2019, Item #4.2
RESOLUTION NO. 19-xx
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
POWAY AUTHORIZING THE EXECUTION OF A TWO-
YEAR MEMORANDUM OF UNDERSTANDING BETWEEN
THE CITY OF POWAY AND THE NON-SAFETY
BARGAINING UNIT EMPLOYEES (CALIFORNIA
TEAMSTERS LOCAL 911) FOR THE PERIOD OF JULY 1,
2019 THROUGH JUNE 30, 2021
WHEREAS, the City of Poway, through its management representatives, has met
and conferred in good faith with the Non-Safety Bargaining Unit Employees (California
Teamsters Local 911);
WHEREAS, the representatives of the City and Teamsters each have exchanged
freely information, opinions and proposals on matters regarding wages, hours and other
terms and conditions of employment for employees in the Non-Safety Bargaining Unit;
WHEREAS, the City and Non-Safety Bargaining Unit (California Teamsters Local
911) representatives have agreed on the term of a new Memorandum of Understanding
to be July 1, 2019, through June 30,2021;
WHEREAS, the City and Non-Safety Bargaining Unit representatives have
agreed upon the items as contained in the Tentative Agreement attached hereto as
"Exhibit A"; and
WHEREAS, the Non-Safety Bargaining Unit (California Teamsters Local 911)
has ratified the Tentative Agreement for the period of July 1, 2019, through June 30,
2021;
NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Poway
as follows:
Section 1: That the items in the Tentative Agreement (Exhibit A) be incorporated
into the Memorandum of Understanding and adopted for implementation effective July
1,2019.
Section 2: That the City Manager is hereby directed and authorized to implement
all provisions of the adopted Tentative Agreement which are to be incorporated into the
Memorandum of Understanding without further specific actions by the City Council. No
additional financial terms will be assumed beyond the terms of the approved Tentative
Agreement when finalizing and executing the Memorandum of Understanding.
6 of 19 ATTACHMENT A
December 17, 2019, Item #4.2
Resolution No. 19-
Page 2
PASSED, ADOPTED AND APPROVED by the City Council of the City of Poway,
California, at a regular meeting this 17th day of December, 2019.
Steve Vaus, Mayor
ATTEST:
Faviola Medina, CMC, City Clerk
PASSED, ADOPTED AND APPROVED at a Regular Meeting of the City Council
of the City of Poway, California on the 17th day of December, 2019, by the following
vote, to wit:
AYES:
NOES:
ABSENT:
DISQUALIFIED:
Steve Vaus, Mayor
ATTEST:
Faviola Medina, CMC, City Clerk
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December 17, 2019, Item #4.2ATTACHMENT B
RESOLUTION NO. 19-
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
POWAY, CALIFORNIA, APPROPRIATING FUNDS IN FISCAL
YEAR 2019-20 TO IMPLEMENT THE FINANCIAL TERMS OF THE
TENTATIVE AGREEMENT WITH THE NON-SAFETY
BARGAINING UNIT EMPLOYEES (CALIFORNIA TEAMSTERS
LOCAL 911)
WHEREAS, on December 17, 2019, the City Manager of the City of Poway has submitted
to the City Council of the City of Poway a Salary and Benefit Plan for Teamsters employees for
Fiscal Year 2019-20 and Fiscal Year 2020-21;
WHEREAS, an appropriation in Fiscal Year 2019-20 of $323,920 is necessary to
implement the year 1 changes to the Salary and Benefit Plan document for employees designated
as Teamsters;
WHEREAS, an appropriation in Fiscal Year 2020-21 of $218,350 is necessary to
implement the year 2 changes to the Salary and Benefit Plan document for employees designated
as Teamsters and will be requested as part of the Fiscal Year 2020-21 budget; and
WHEREAS, the appropriations for year 1 and year 2 changes to the Salary and Benefit
Plan document for employees designated as Teamsters will come from unassigned General Fund
balance, Gas Tax Fund balance, Road Repair Fund balance, Prop A (70%) Fund balance, Prop
A (30%) Fund balance, Drainage Fund balance, LMD Funds fund balance, Water Fund balance,
Wastewater Fund balance, and Fleet -Vehicle Maintenance fund balance and sufficient funds
are available;
NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Poway as
follows:
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1. That the above recitations are true and correct.
2. That the director of finance is authorized to appropriate $323,920 to cover the Fiscal
Year 2019-20 Salary and Benefit Plan expenses for the Teamster Group of employees
which will have impacts based on the cost allocation plan as follows:
Fund Amount
General Fund: 1000 $161,753
Gas Tax Fund: 2110 7,107
Road Repair: 2120 4,543
Prop A (70%): 2230 4,017
Prop A (30%): 2240 2,628
Drainage Fund: 2310 16,684
LMD: 26xx,27xx 5,662
Water Fund: 5100 81,827
Wastewater Fund: 5200 27,998
Fleet-Vehicle Maintenance Fund: 6110 11,701
Total $323,920
3. That the Fiscal Year 2020-21 appropriation of $218,350 from fund balance will be
included as part of the final Fiscal Year 2020-21 budget.
December 17, 2019, Item #4.2
PASSED, ADOPTED AND APPROVED at a Regular Meeting of the City Council of the
City of Poway, California on the 17th day of December, 2019, by the following vote, to wit:
AYES:
NOES:
ABSENT:
DISQUALIFIED:
Steve Vaus, Mayor
ATTEST:
Faviola Medina, CMC, City Clerk
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December 17, 2019, Item #4.210 of 19
1. Term
City of Poway & Teamsters Bargaining Unit
TENTATIVE AGREEMENT
December 10, 2019
July 1, 2019 through June 30, 2021
Article 4. Duration of Agreement
This entire Agreement shall commence at 12:00 a.m. on July 1, 201+9 and terminate at
11 :59 p.m. on June 30, 204921.
2. Wages
A. Stipends
Year 1: $3,000 Stipend (reportable to PERS)*
Year 2: $2,000 Stipend (reportable to PERS)*
*Stipends are not PERSable for PEPRA employees or for Classic
employees if the stipend equates to 6% or more of salary. Employees will
have the choice to take the stipend as a one-time cash payment or to make
a one-time deposit into the employee's ICMA 457 account. The stipends
will be reported to CalPERS for employees considered CalPERS "classic"
employees in the City's Tier 1 and Tier 2 retirement groups. Pursuant to
the California Code of Regulations section 571.1, the stipends are not
reportable as compensation for employees in Tier 3, commonly referred to
as "PEPRA" employees hired after January 1, 2013 when the Public
Employees' Pension Reform Act (PEPRA) took effect.
B. Salary Range Adjustments -Utilities Positions
Article 5. Wages
\/\/ages shall increase by three and one half percent (3.5%) effective the beginning of
the pay period that includes July 1, 2017. The ,.vage increase is contingent upon the
increase in employee PERS contributions set forth in Article 12, Retirement and Social
Security, of this Agreement.
V\Jages shall increase by two percent (2%) effective the beginning of the pay period
that includes July 1, 2018.
A. Stipends
Page I 1 of 10
All full-time, regular employees shall receive a cash stipend of Three Thousand
Dollars ($3,000) to be paid in the first full pay period after ratification of the terms
of a successor MOU by Teamsters and approval by the City Council. To be eligible
December 17, 2019, Item #4.211 of 19
to receive the stipend payment, employees must be covered by this MOU and
employed on the date the stipend is paid. The stipends shall be pro-rated for part-
time, regular employees based on their FTE. For example, a part-time, regular
employee with .48 FTE will receive 48% of the stipend payment at the same time
as regular employees. The stipends paid to Classic employees of Tier 1 & 2 will
be reported to CalPERS.
All full-time, regular employees shall receive a cash stipend of Two Thousand
Dollars ($2,000) to be paid in the first full pay period of July 2020. To be eligible to
receive the stipend payment, employees must be covered by this MOU and
employed on the date the stipend is paid. The stipends shall be pro-rated for part-
time, regular employees based on their FTE.
B. Special Salary Adjustments
Page I 2 of 10
Positions in the classifications listed below that are fully funded by the water and/or
sewer funds and determined to be below median will receive one-time Salary
Range Adjustments should water and sewer rates be increased and approved in
March 2020. The Salary Range Adjustments will increase the salary ranges of the
classifications listed below as close as possible (above or below) to median but
within the City's current salary range schedule keeping with internal alignment. The
increases will take effect the first full pay period in March 2020 should the City
Council approve the appropriate adjustments to water and sewer rates, absent a
majority protest to block increases to the water and sewer rates.
1 Water Treatment Plant Operator I
2 Water Treatment Plant Operator II
3 Water Treatment Plant Operator 111
4 Utility Systems Mechanic
5 Senior Utility Systems Mechanic
6 Utility Systems Technician
7 Senior Utility Systems Technician
8 Cross-Connection Specialist
9 Wastewater Utilities Worker I
10 Wastewater Utilities Worker 11
11 Wastewater Utilities Crew Leader
12 Water Utilities Worker I
13 Water Utilities Worker II
14 Water Utilities Crew Leader
15 Meter Reader
16 Customer Services Field Worker
17 Lead Customer Services Field Worker
December 17, 2019, Item #4.212 of 19
3. Probationary Period
Article 10. Service
Section 1 -Probation
All initial (new hire) appointments, including promotional appointments, shall be for a
probationary period of not less than six (6) t,.,,elve (12) months. During the probationary
period, the employee may be rejected at any time without the right of appeal or hearing.
Promotional appointments shall have a probationary period of no less than six (6) months
from date of promotion.
For part-time and three-quarter time, regular employees:
Article 11. Service
Section 1 -Probation:
All initial (new hire) appointments to part-time or three quarter-time, regular positions,
including promotional appointments, shall be for a probationary period of not less than a
period equivalent to six (6) twelve (12) months of full-time employment (2080 hours).
During the probationary period, the employee may be rejected at any time without
the right of appeal or hearing. Promotional appointments shall have a probationary period
of no less than the equivalent to six (6) months of full-time employment (1040 hours) from
date of promotion.
4. Overtime
Article 7. Payroll and Work Week
Section 2 -Overtime
No employee may work overtime without advance approval, with the exception of an
employee assigned as the Emergency Response Technician (ERT), as long as the ERT
policy is followed. Employees who do not secure prior approval may be subject to
disciplinary action pursuant to established guidelines for discipline.
Hours worked on Sundays and Designated Holidays, as defined in Article 6, Section 3,
which fall outside of an employee's regular work schedule, shall be paid at double the
employee's base hourly rate of pay.
Employees in this unit shall be paid one and one-half times (1.5) their hourly rate of pay
for all hours worked beyond their regularly scheduled hours in one work week.
Filtration Plant employees assigned to work the 48-hour weekend shift shall be paid
overtime at one and one-half times (1.5) their base hourly rate of pay for all hours
worked in excess of 40 hours. Employees working overtime will continue to receive
overtime pay after 12:00 a.m. for continuous hours worked including meal and rest
periods, provided regular hours worked the following day will be paid at the employee's
regular rate of pay.
Page I 3 of 10
December 17, 2019, Item #4.213 of 19
A minimum of two hours pay, at the rate of one and one half times (1.5) the base hourly
rate of pay, shall be paid for each incident of callback overtime. Callback overtime is
unscheduled overtime as opposed to scheduled overtime or an early start or extended
shift. Scheduled overtime is not subject to the two hour minimum of pay.
For the purpose of computing overtime, hours of paid leave and holiday pay shall be
considered as hours worked.
5. Recuperation Time
Article 9. Special Pays
Section 5 -On-Call Time
[Add new language:]
D. Recuperation Time
An employee who has been on duty for 16 or more hours within a 24-hour period shall
be required to take a minimum of seven (7) consecutive hours off for rest and recovery
prior to returning to work. If any portion of the required rest period extends into the
employee's next scheduled work shift, the City shall pay the employee's regular base
pay, hour for hour, up to a maximum of four (4) hours for the time that extends into the
employee's next scheduled work shift. Time from 1 to 7 minutes shall be rounded
down, and time from 8 to 14 minutes must be rounded up and counted as a quarter
hour. When employees are required to work extended overtime hours during normal
sleep/rest periods, but the resulting work during the 24-hour period does not exceed
the 16 hour amount, the employee will have the option, with supervisor approval, of
taking leave time for the remainder of the work shift and will not be required to return
to work for that shift.
6. Safety Shoes
Article 9. Special Pay
Section 2. Uniforms and Equipment
A. Safety Shoes
Safety shoes shall be worn by employees as required by the City. The department will
establish and furnish to the Human Resources Manager a list of classifications required
to lt*fear safety shoes. The list will be updated by January 1 of each year and on an as
needed basis, with the concurrence of the Union. Employees shall be provided
reimbursement for safety shoes and/or inserts, laces, toe-protectors or resoling of safety
shoes up to ~ $250 each fiscal year, on an as-needed basis as determined by the
division manager, assistant department director or director. Employees may purchase
more than one pair of safety shoes each fiscal year, as needed, within the annual ~
$250 maximum.
Page I 4 of 10
December 17, 2019, Item #4.214 of 19
In order to receive reimbursement, the employee must submit original receipts as proof of
purchase to their department for approval. Reimbursement will be made through accounts
payable. All other safety clothing required in the performance of duties shall be furnished
by the City.
Below is a list of classifications authorized for reimbursement of safety shoes. Any
classification not specifically listed below, is not authorized by this Agreement for
reimbursement of safety shoes.
City of Poway
Positions Required to Wear Safety Shoes
Classification Title (in alphabetical order)
Construction Maintenance Crew Leader
Construction Maintenance Worker I
Construction Maintenance Worker II
Contract SpecialisUlnspector
Cross-Connection Specialist
Customer Services Field Worker
Engineering Inspector
Equipment Mechanic
Facilities Maintenance Crew Leader
Facilities Maintenance Technician I
Facilities Maintenance Technician 11
Lead Customer Services Field Worker
Lead Engineering Inspector
Park Ranger -PT Regular
Parks Maintenance Crew Leader
Parks Maintenance Worker I
Parks Maintenance Worker 11
Senior Equipment Mechanic
Senior Park Ranger -Regular
Senior Utility Systems Mechanic
Senior Utility Systems Technician
Stormwater Maintenance & Construction Worker I
Stormwater Maintenance & Construction Worker 11
Technical Theater Coordinator
Utility Systems Mechanic
Utility Systems Technician
Warehouse Associate
Wastewater Utilities Crew Leader
Wastewater Utilities Worker I
Wastewater Utilities Worker 11
Water Meter Reader
Page I 5 of 10
December 17, 2019, Item #4.215 of 19
Water Treatment Plant Operator I
Water Treatment Plant Operator II
Water Treatment Plant Operator Ill
Water Utilities Crew Leader
Water Utilities Worker I
Water Utilities Worker 11
7. Reasonable Notice for CTO
Article 7. Payroll and Work Week
Section 3. Compensatory Time-Off (CTO)
A. CTO Accumulation and Use
The times at 'Nhich an employee may take compensatory time shall be determined by the
department Director with due regard for the >.vishes of the employee and particular regard
for the needs of the City. An employee wishing to use his/her accrued compensatory time
off shall provide the City with reasonable notice. Reasonable notice is defined as at least
ten (10) days. If reasonable notice is provided, the employee's request may not be denied
unless it is unduly disruptive to the department to grant the request. A request to use
compensatory time off without reasonable notice may still be granted within the discretion
of the supervisor, manager, assistant director or director responsible for considering the
request. Compensatory time off, in lieu of overtime, shall be taken as one and one half
(1.5) hours off for each overtime hour worked.
8. ICMA 457 Loan Program
Article 8. Benefits
Section 6 -Deferred Compensation
A. The City will provide a dollar-for-dollar match of, up to $800, for each employee's
contributions to the 457 deferred compensation plan each year.
B. The City agrees to implement the ICMA 457 Loan Program for conventional
loans.
8.C. 401 (a) Plan
9. Additional One-Time Designated Holidays
Article 6. Leaves
Section 3 -Holidays
Page I 6 of 10
December 17, 2019, Item #4.216 of 19
B. Additional One-Time Designated Holidays
Monday, December 24, 2018 and Monday, December 31, 2018 will be observed as
additional one time designated holidays.
Thursday, December 26, 2019 and Thursday, December 24, 2020 will be observed as
additional one-time designated holidays.
10. Vacation Use -First Six Months
Article 6. Leaves
Section 1 -Vacation
A. Computing Annual Vacation Leave
All employees in the unit shall be entitled to vacation leave with pay from date of
hire, with pre-approval from the employee's supervisor. except those employees 'Nho
have served less than six continuous months in the service of the City.
11. Vacation Use -First Six Months For Part-Time Employees
Article 7. Leaves
Section 1 -Vacation
A. Computing Annual Vacation Leave
1. Part-time (half time) employees in the unit shall be eligible to receive vacation
leave accrual after 24 months of employment accrue and utilize vacation leave,
from the date of hire, with pre-approval from supervisor, as follows:
2. Part-time (three-quarter time) employees in the unit shall be eligible to recei>.«e
vacation leave accrual after 18 months of employment accrue and utilize
vacation leave, from the date of hire, with pre-approval from supervisor, as
follows:
12. Meal Reimbursement
Article 9. Special Pay
Section 3 -Meal Reimbursement
A. In the event an employee is required to work in excess of 12 consecutive hours,
the City shall reimburse the cost of a meal in an amount not to exceed $42 $20, if
a meal is not otherwise provided. For purposes of determining consecutive hours
worked, meal and rest periods will be considered hours worked. The meal may be
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December 17, 2019, Item #4.217 of 19
purchased on the way home from work, if a meal was not provided during the
working hours by the City. Reimbursement will only occur if appropriate
documentation in the form of a meal reimbursement form receipts and hours
worked on the reimbursement request (i.e. petty cash slip) are submitted by the
employee to the supervisor.
B. In the event an employee, who is not the assigned Standby employee, is called in
by a supervisor to work on a closed Friday or weekend day and works more than
4 consecutive hours, the City shall reimburse the cost of a meal in an amount not
to exceed $20, if a meal is not otherwise provided. The meal may be purchased
on the way home from work, if a meal was not provided during the working hours
by the City. Reimbursement will only occur if the appropriate documentation in the
form of a meal reimbursement form and receipts and hours worked are noted on
the reimbursement request (i.e. petty cash slip) are submitted by the employee to
the supervisor.
13. Benefit Day Hours
Article 6. Leaves
Section 4 -Benefit Day Hours
In addition to provisions for vacation, sick leave, and holidays set forth elsewhere herein,
employees covered by this MOU shall be entitled to sixteen (16) eighteen (18) benefit
day hours each fiscal year. Benefit day hours will be prorated based upon an
employee's hire date. Eight (8) Nine (9) of the sixteen (16) eighteen (18) benefit day
hours is are for Cesar Chavez Day which will remain as an unscheduled benefit day until
10 other cities in San Diego County close their offices in observance of this day, at which
time it shall be observed as a fixed holiday on the day so designated. If Cesar Chavez
Day becomes a fixed holiday as described herein, the number of benefit day hours
shall be reduced to eight (8) nine (9). The times at which an employee may use benefit
day hours shall be determined by the department Director with due regard for the wishes
of the employee and particular regard for the needs of the City. Benefit day hours may
be taken in one-hour increments. If not taken by the end of the second pay period in
June, any remaining benefit day hours shall be forfeited. Employees who terminate
employment shall be paid in a lump sum for the value of any remaining benefit day hours.
[Part-Time Section:]
section 4 -Benefit Day Hours
In addition to provisions for vacation, sick leave, and holidays set forth elsewhere herein,
each regular three-quarter time employee shall have available 4-2-thirteen and one-half
(13.5) benefit day hours each fiscal year. Six and three-quarter hours (6. 75) of the ~
13.5 benefit day hours are for Cesar Chavez Day which will remain as an unscheduled
benefit day until 10 other cities in San Diego County close their offices in observance of
this day, at which time it shall be observed as a fixed holiday on the day so designated.
If Cesar Chavez Day becomes a fixed holiday as described herein, the number of benefit
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December 17, 2019, Item #4.218 of 19
day hours shall be reduced to six (6). Each regular half-time employee shall have
available eight (8) nine (9) benefit day hours each fiscal year. Four and one-half (4.5)
of the eight (8) nine (9) benefit day hours-is are for Cesar Chavez Day which will remain
as an unscheduled benefit day until 10 other cities in San Diego County close their
offices in observance of this day, at which time it shall be observed as a fixed holiday
on the day so designated. If Cesar Chavez Day becomes a fixed holiday as described
herein, the number of benefit day hours shall be reduced to four and one-half (4.5).
Benefit day hours will be prorated based upon a new employee's hire date.
The times at which an employee may use benefit day hours shall be determined by the
department Director with due regard for the wishes of the employee and particular
regard for the needs of the City. Benefit day hours may be taken in one-half hour
increments. If not taken by the end of the second pay period in June of the fiscal year,
any remaining benefit day hours shall be forfeited. Employees who terminate
employment shall be paid in a lump sum for the value of any remaining benefit day hours.
14. Mechanic's Certification
Article 9. Special Pay
Section 10 -Equipment Mechanic Certification
The City agrees to provide a one-time stipend of $1,000 to the Senior Equipment
Mechanic and Equipment Mechanic who obtain the State of California Fire Mechanic II
certification and $500 upon recertification of the State of California Fire Mechanic 11
certification.
15. Extend shift differential to weekend day shifts
section s -Shift Differential
A. Filtration Plant Employees
Filtration Plant employees required to work the afternoon and evening shift (3:00 p.m. to
11 :00 p.m.) and the night shift (11 :00 p.m. to 7:00 a.m.) shall be entitled to receive shift
differential pay of 7.5% in addition to their regular rate of pay. Filtration Plant employees
assigned to work the forty-eight (48) hour weekend shifts shall receive shift differential
while working from 7:00 a.m. to 3:00 p.m. or 3:00 p.m. to 11 :00 p.m. on Saturday and
Sunday, and while working from 11 :00 p.m. to 7:00 a.m. on Saturday night and Sunday
night.
16. MOU Language Clean Up
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December 17, 2019, Item #4.219 of 19
17. All other provisions of the existing Memorandum of Understanding will
remain in full force and effect for the term of the agreements and as
prescribed by the Myers-Millias Brown Act.
ACCEPTED ON December 10, 2019 by:
FOR GENERAL EMPLOYEE REPRESENTATIVES FOR CITY OF POWAY
-
Wendy Kaserman
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