Off Docket - MOU Non-Safety Employees' AssociationTO:
FROM: James L. Bowersox, City Ma
INITIATED BY: John D. Fitch,. Assistant City anage
Joyce A. Posey, Personnel Manage
ENDA REPORT '..
CITY OF POWAY
Honorable Mayor and Members of the City Council
a
DATE:
SUBJECT:
ABSTRACT
August 19, 1986
Memorandum of Understanding
Non -Safety Employees' Association
")ky.
Negotiations have been concluded with the Poway Non -Safety
Employees' Association. To become effective, the Memorandum must
be adopted by the City Council.
BACKGROUND
Beginning in March the City's negotiating team met with
representatives of the Non -Safety Employees to negotiate a successor
Memorandum of Understanding. The attached Memorandum represents
the results -of approximately twC1ye meetings with the Association
andis proposed to be effective July 1, 1986.
RECOMMENDATION
.It is recommended that Council adopt the proposed resolution
adopting the Memorandum. of Understanding with the Non. -Safety
Employees' Association.
JLB:JDF:.JAP:vf
Attachment Memorandum of Understanding. •
Non -Safety Employees' Association
AUG 19 1986 ITEM OFF-- 00C KC/
IMSOLUTICN NO. 86-
A FESOLUTICN OF, THE CITY COUNCIL
a
CF THE CITY OF POWAY, CALIFORNIA,
ADOPTING THE NWRA NDUR OF.UNDERSTAMING
BETWEEN THE CITr OF POWAY AMID
THE NON -SAFETY' ASSOCIA lai ArID
ZINC' THE FRR=IAL PLAN
FOR FISCAL YEAR 1986-1987
WHEREAS, representatives of the Non -Safety Employees' Association have met,
and conferred in good faith with representatives of the City of Poway in accor-
dancewith. Government Code Section 3500 in an attempt- to reach a memorandun of
understanding regarding wages, hours and other terms and conditions of
e1nP®yment f and
NEREASI as a result of these: meetings, a reced mewrandum of under-
standing, i.ng has been jointly Primed: and
MHU&M`r the City Council. of the City of Poway wishes to adopt said memo-
random. of understanding; and
3EA►S4it is necessary to amend the fiscal year 1986.-1987 Financial Plan
to provide for the changes in the: Memorandum of Understanding with the
NW -Safety Mp oyees' Association.
NOWT 'CITY
-� T MPEFOREr THE CITY COU -IL OF THE OF POMY, CALIFORffAy, - DOES
Y -F ESOLVE DECLARE, D NM E AND` ORDER AS FOIXAM s
1. That the Memorandum of Understanding bebmen the City of Poway and. the
Non. Safety Employees' Association., 'which has been affixed to this reso-
lutson and. marked Attachment "A". is hereby' adopted.
2. That. the Financial Plan for fiscal year 1986-1987 is hereby amended to
ovide for. than es in the
Pr g compensation of city ealoyees contained. in
the Memorandum of Understanding with the. Non -Safety Employees
'
_
Association. -
PASSED,. ADOPTED ANO APPFMM r by the City Council of the City of Poway,
California, at an adjourned regular meeting thereof this 19th day of August,
1986..
Carl R. Kruse, Mayor
{
ATT;
Marjorie R. Wahlsten, City Clerk
AUG 19 1986 !TEM
u
1
Nmoran�iun of Understanding
(NW -SAFETY'S
Table of Coa�tents
ARTICLE 1,
GENERAL:
Page
4
1 .
Purpos • • e- • e • e- ! e ! e ea,0
'e •
.
i
2 e. .
Scope .s o s er . a e .: ! r • f e .11 ' .. • • -. e a e •'
• •' • •
! �
3.
General: Provisions e e , • s • ! a • e s s s
e e: .
• 1-3
A. City loyee Relations
-'
�Ewloyer,/E
Resolution !. - O • . _ • 0 • •- e a r !. • W
W • e- •
• - . �•
- '�.
l
�
Resolution. CityAff rmativ Action. w
s e • .'
9
• .�
Cm ConstructJon • r. o • • f s e a s e s
r � • e
!
D' City Rights r
2
j
Unit Determination, . . •. .
Jurisdictional. Disputes. e • ._
. v !
2
Awards l e e • s . s, e • • • w • e e •.
e• • s •
e 2.
Time. Spent. for Meet st` Confer. and
-
:Grievances •; -af • -• •- or • • e e f �.'• •
a. • • •`
• 2'
Representatives'Access to Work Site,,.
e a •;
Emp oyez Use of City facilities.0 0
0 W 0 •
W, 2.
Availability of. Data a ...
.'0 •
. 2-3
t]iS.L1= 2 •
Sia V.e:+RC3s7I= l7sYSJ WOW • • e ' a • ! e. a e s •
• w w •
e, J
3.0stZi.11Y
SIM6'11.ZJ:.L CbvtIOLY e f • • e • • e- o s r • • e e Ws
o • s
-• 3
AM= 4 •
,Df JRATIGN CrCu7ivaC�L iC�V J. ® s , .f • 0 e •. a •• of • ' •• e
• r s •
• 3-4
A.Ri:la- �" S •
rYC31.iC;7
r • !' of W a e e f e ' r o • • i • e' s' 4 < • W
• f e •`
4-
(;. 6;f
1
I Ytw? e• s' a •- • s e 0 s •o • • • • e e • • • e-
• e -o- •
01
6-9ARV[CO
! ±
10
Vacation •- eF fei • e .' a s • e • w e i
. B !
Sick I�Ve r . e e` •y' 0 •re v s, e s e• r • . e
s W . •
}yyv 6-Z
4
3'f• -
� Holidayaf
� f>. ! e'., �r • !; • • 9', -• • • e`- .•
• •` e
1- •' e`
7 -
• ' / $
4s
uan?nte�ve
eas • s, a e o • f • er s
• e e
e.g_g
ARTICLE 7 •.
PAYROLL WOES wmO • e: . • .. . a, 0 0 W • f
• e .• :
V 940
1.
Geral. W e e e • e e 01 01 e .. o e 0, • . •
w • , .:
9
2.;
CarpensatoryT Time Off CCTO} ., • • a • e
. f . t
. 9.
30-
Due% Deduction • e: • r e s s . i r: s ` •' • •
f • a •,
a 10,
AMCE •
TS a s • • 0 • • • r a Oi s e: 61 01 ! r . •
• e 61 or
e 10: U
1 •
Hospital and Medical • ., e s e . 01 . W e..
or e •
0 10,
2, f
We Care'., e r or v: . e, e' s: e, e • • e ! ! .
.' r s: e•
s 10
F
30:,
Life. Insurance'• .• e r r r •. e- e ! e • e •
• r e !,
e: 10
4 •
n Term Ds
Lo ability =ncsne Insurance.._
• e !
ZO-
r
AUG
19 1986
TE M Q9 -rbc ..�.x
AUG 19 1986 IT E --o
AWICL 9 •
BICE a mcim PAY. •
• . • 0•
e • . • n-17
16 Tuition'' Rein ursement •: • e:
r E • •• • • •
• e` •' a e .
2r Vnifonm Q[ Bga t.• r s • r
• • • • a •
3-1-12
Prcbati� • ® • r e e 0, r • s
•
s r • s • r-•
e s r •
e s • a 12-13
`g' �• Safety • • • s s • • • • • r•
e • s e s e •
• • •
• • • e s •- • s o s
S.- Acting Pa�y..
•_
a e r e • •
t • • e13
6 • Meal& Rest Periods r • r s e
• e- s r • r-- •
s, • e o14,
7. Travel. Expenses � s • s • • e
• � e � s r •
r • a • 13
VsMMC6111 e f 0 o r • ••
a • • s • e •
• or • a Y®1*
Bene/9 .` f�it Days.-. • • s �', t' r a .•
s s s •• • • e
r, • •, s ,I, J
1V s, �L3.C7Si%�er • r • c a r • e r
• • s • • s s
•' ` • s 17
U. Layoff and. Remploynent s •
• s er • a
e • 0 s 17
12.. RessZgnations • • ' a • s e r • s_
• • • aI • Or •
• • • a 17
x
r
•' Union.
13'. Cruet Vnio r • • s- w •• s W. •
• • • r a • e'
e • e• e• 18
14.. Shift , Differ n • s e • • e
• • • r s e •
• s • w y$
• Call Back Tim*
a � s
s o e 18
MIME- l" •
GRIEVANWs PROCEM e e s • s •• a
• s a eARXICIS • s s-
• • s a 1 20
11�
AN SOCIALbhWkWIT • •
e, • s • s • �
• • r :o 2(
ARMCM, 12 .,
PERSONNEL ' s � s t'• •. • • • s
f e e • s o e
a s f 0- 2
ICLE> 13 r
t cmam. s a • "•• e • 61 e r 01 e
• s s • s • •.
s• �. • •21
Y
AWICM 14 0•MAI
1 OF MEMBr•iRSIUr • r s e
• • •
• s e •AWICM
15 e
GW.t1 ui: iY.7 • r w e r 0 •
a e 01 • s e +
• �,, •. s 2L
Z
- :.
. jam' y+j�•��-•� }ri���lY��y},<
,'
a_ m �OyK .t�
r_�y*
♦ wr
�. � . � r.�rr�w.. 4 , - _ �
rwr�.+.�w� � r
-
AUG 19 1986 IT E --o
{��'�{{{. jjam�((((�.{//.���jjRAM. M ,},N,�J}/-y[(��[�.
This is the memorandum of understanding as provided for in the glifornia.
Government Code Sections 3500 through 3510, which is also known as the
Myers -Mi llias Brown Act. This memorandum is hereinafter referred to as the
agreement, between the City of Poway, and the representatives chosen y the
majority of the members of the non -safety unit hereinafter referred to as the.
Representatives.
This agreement shall become effective when adopted by the City Council of the
City of Poway.
Article 1 General.
Section 1 Rurp2se.
t
This agreement. recognizes the Representatives as the majority representative of
all nonagenent and non -confidential employees, of the City, excluding the
the
Fire Department personnel, and represents the unit for the matters within
scope of meet and confer, and the Representatives accept the duty of fair repre-
seatation in. meet and. confer and under this agreanent.
Section 2. Ste.
Meet and. confer is limited to wages, hours, and other terms and conditions of
employment, and shall. not include any items not covered by this agreement, or
b
any subject prem ted.y Federal. or,
adopted. by .:reference in: this agreement or
State law. Amenc7meits to this agreement that are within the scope of meet and
g
confer shall require, prior meet and confer between the representatives and the.
City.
Section 3, General Provisions.
A. City PjP_1,0IVerEM10Yee Relations- Resolution. The Representatives
herein adopt by reference the City Employer -Employee Relations
Resolution in its present form and as it may be from time to time.
amended. by the City Council.
B. City Affirmative Action Resolution. The Representatives herein, adopt
by reference the City Affirmative Action. Resolution and the City Equal
Employment Opportunity policy and any subsequent changes or 'amendmemts'
thereto.
C. Construction. The rights, powers and authority of the City Council in
all. matters shall. not be modified or restricted by this agreement. In
interpreting the language of this agreement 6 first the plain meaning of
the Language shall. prevail, thenthe trade or industry usage of the
language shall be considered; then the intent, of the parties shall be
nsidered.
F AUG 19 1986 ITEM 6f-�- ...
AUG 19 1986 1 T E M 0-&P-Dbckai
D•.,
City Rights The rights of the City include, but are not limited to
,
theexclusive right todepart-
determine the mission of its constituent
rents, missions, ccximi.tteesa and boards; set. standards of servicer
determine the procedures and standards of selection for employment, and
promotion` direct its employees; take disciplinary action,- relieve its
employees from duty because of lack of work orr for other legitimate
reasons; maintain the eff iciency of operations; determine the methods r
means . and personnel by which operations are to be conducted;: determine
the content of job classifications; take all necessary actions to carry
out its mission in mergencies; and exercise complete control and
•�
discretioa over its organization and the_ technology of performing its
_
work..
The Representativesrecognize.: and hereby. adopt. by reference the following City
_
proceduresz
1.
Unit Determination.. The City reserves theprivilege• of establishing
{
{
units for• meet and confer.
x
t
G
2'.
Jurisdictional. Disputes. In, the. event. of jurisdictional disputes bet-
y'
ween competing employee organizations, or unit claims, the employees of
all units shall continue working under, the agreement in force atthe:
time..
.,
3 ®
Awards.. Service. Recognition and Special. Awards shall be granted. or not
granted at the discretion of the City Council.
4 .
Time, Spent for Meet and Confer and Grievances.. The: City allows reason-
able time: off without loss of benefits ` for a reasonable number of
recognizedrepresentatives for; the purpose of meet: and confer and: for
grievance representatonn. Reasonableness is determined by the City
Manager.
5..
Representatives of employee organizations may be allowed reasonable-
easonableaccess
accessto work -location only after they, have: obtained permission of the
City Manager.. _
6.
Employee organizations may with prior approval of the City Manager, be
granted the use of City facilities during non-mmrking hourss for mee `ting
= � � � •
Of City employees provided space is available, and provided. further
such meetings are not usedrfor` organizational. activities or, membership
f
drives of City employees,
e.
7..
Availability of Data. The City will make available to employee organi-
zations such non-confidentialL information pertaining to employment
relations as is contained in the public records of the agency, subject
`
to the limitations and conditions set forth herein and:. in the
California Government Code.:
P
AUG 19 1986 1 T E M 0-&P-Dbckai
Such , information shall be made availableduring regular office hours in
accordance with the City'srules and procedures for -making public
records available and after- payment for reasonable costs, where.
applicable..
Information which shall be made available to employee organizations
includes regularly published data covering subjects under discussion.
Data collected ona promise to keep its source confidential may be made
available in statistical surmaries, but shall not be made available, in
such form as to disclose the source.
Nothing in this procedure shall be construed to require
records that are
Personnel, medical and similar files, the disclosure of which
would constitute an unwarranted invasion of personal privacy or be
contrary to City Policy;
Working papers or memoranda which are notretained in the ordinary
course of business or any records where the public interestserved
by not making the recordavailable clearly outweighs the public
interest served by disclosure of the record;
Records pertaining to pending Litigations towhich the City is a
party, or to claims or appeals which have not been. settled,
Nothing hereinshall be construed as requiring the. City to do
research for an inquirer or to do programming or assemble data in
a manner other than usually done by the- City.
Article 2. Severability and, Savings.
If any portion of this agreement, or the applicaticn of such portion to any per-
son or circumstance, shall be invalidated by judicial or legislative action, the
remainder of this agreement, or the application of such portion to persons or
circumstances other than those as to which it is invalidate shall not be
affected thereby and shall remain in full force and effect.,
Article 3.. Sympathy Action..
During theterm of this agreement, neither the Representatives nor any person or
persons covered by this agreementshall engage in any sympathy action or action
of any type in supportof any other unit or units, person or persons, or
employee organizations: not having an agreement in effect with. the City.
Article 4. Duration of. Agreement.
This entire agreanentshall carotenes at. 12:01 A.M. on July I r 1986, and ter-
minate at 11:59 P.M. on June 30, 1987.
AUG 19 1986 ITEM OW -Dock -ed.
At the expiration of < th
grnent ` in whole or in
part =.ad in the absence of a,
new agreement, this unit and the City
agree to continue operating
under the
provisions of this agreement until.
such time as a new agreement is reached, pro-
v ded., . however,. that it has been,
agreed
that the new agreement will be retroac-
hive to the expiration of this agremt.
Article S.
YM0.gess
'REPECTIM JOE, 30!, 1986
The, following position
classifications
aree established as
full -tame at the
salary ranges indicated,
P
for employees in
this unit.
Classification
Range,
H Q U R L Y RATE'S,
Title
No.
A
B
s D
R
Account Clerk 11
172-
7.387
7.764.
81.160
8.577
9.014
Account. Clerk i
162'
6.688
7.:029-
7.387'
7.764
8.160
j Administrative Clerk Il
165
6.890
7.,242
7:611.
7.,999
8.408
Administrative Clerk: I
155
6.238
6.-556
6..890,
7.242
7.611
Administrative Secretary
1:85
8;.408=
8.836
9`..287`
9.761
10.259
Building Mint., Worker
173
7..461.
7.:842
8.242
8.662
9.104
Const.. Maint. Supervisor
208
10.570
1:1..109
11.675
12,271.
12.897
Const.. Mai:nt. Worker, III,
193
9.104
9..569:,
10:057
10.;570
11,109 _
Const. Maim. Worker. II
183
82.242,
8..662::
9.104:
9.569
10.057
Oonst., Maint.- Worker 1.
173
7.461
7.842
8.242.
8.662
9.104
Customer Services} Worker °
186
8..492:
8.925
9.380
90.858,
10.361
Depart.. Aide: - Operations
195
9.287'
9,..761.
10.259
10.782
17:-.332
Enga neer ng Aide
1.95
9'.287
9.761
10.259-
10.:782:
11:.E332.
Equip., p. Maint. Supervisor
219
11.792;
12..394
13.026
13.690.
14.389'
f F. Rquipwnt Mchazuc
202: -
9.957
10 A65
10.999
ii560,
12.1:50
°
f , Laborato Techncsan
219
11792 '
12.394
13:.026
13-.690 _
14.389
landscape. Maint.. Supervisor 200
9.761
10.259'
10'.782
11:.332
11.6910
Meter Mechanic.192
9.014
9.474
9.957
MAO
10.999
I Park Ranger' 111
184`
7.999
8.408
8.836
9:-,287
9.761.
Paris Ranger II
170
77.242
7.611
7.999'
8:..408
8.836
Park Ranger I
-160!
6.556
6.890
7.242
7.61:1:
7.999
Park Mint. Worker. In
185
8.408
8.836
9.287
9-0:761
10..259
Park Maim.Worker II
175
7'.611.
7.999
8..408
8,:836
__-9.287__-9.287, 4Nti
i. Park, Ma t. Worker I
165
6.890
'7.242
7.611,
7.999
..8.408
Planning Technician
186
8.492'
8.925
9.380
9.858
10.361
Public Services Inspector
215
11.332
11..910
12.518 '13.156
13.827
Ranger Aide
155
6.238
6.556
6.890
7.242:
Recreation rdinator
1.90
81.836
9.287'
9.761
10.259
10.782
Recreation mer
180
7.999
8.408
8.836
9.287
9.761
Secretary
175
7.611
7.999
8.409
$.836'
9.287-
.287Sr.
Sr,,Bldg. Maint, Worker.
198
9.569
10.:05.7
10.570
11,
11.675
Sr.. Pub. Sexv. Inspector
225
12.518
13.156
13.827
14:.533:
1:5.274
Sr. Util. Sys.., Techn.
224
12.394
13.026
13.690
14.389
15.123
Storekeeper I
189
8.749
9.195
9.664
10.157'
10.675
Storekeeper _
169
7.170
7.534
7.:920:
8.3248,.'
749. -
Treat. B1t. Oper., III
219
11.792
12.394
13=.026
13.690
14.389
Treat... Pit. Cper. Ii
209
.10.675
11.220'
11.792:
121.394
13.026
Treat. Pit.. + I-
1.99'
9'.664
10.157
40X675
Il.. 220
11.792
. .
.�.---Uti dties-� -4M 6edhanic
- , � -200
..g x761.
- -10.259
-�� 1.0.782.
11:.332
< y:
11..910
Utilities Sys. Technician
214
11.220'
11.7921
12.394
13.026
13.690
�-. Water Ops., Treat, Super,
238.5
14.317'
15.048'
15.816
16.622
17.470' R
-4-
AUG 19' 1986 ITEM
O-W-Dc,
-- 4.�h='.t. s= - __, ,.y.F��.}.. _�. �? �y'Yr......,�.-��_.�i: r'-r•�+•- .tsz_ f�:� ¢-rte �;.r _.Y;,�..-est•_ ...-�..-s:�..:ae.�cwx
_5 AUG 18 1986 IT E M 0 -4 -Doc-
k -e`
EFEIVE DEER 29, 19bv
;•'
Classification
Range
R OU R L:
YRATES,
- Title.
_ IVo.
A
e _ _
g
e _ _
C
_ _ _
D
E;
..: 14
Account Clerk II
176.5
7.725
8.119
8.534
8.970
9.:427
Account Clerk I
166.5
6.994
7.351.
7.725
8.119
8.534
Administrative Clerk II
169.5
7.206
7.574
7.960
8.366
8.793
Administrative Clerk,I
159.5
6.523
6.856
7.206
7.574:
7..960
r
Administrative Secretary
189.5
8.793
9.241
9.712:
10.208:
10.728
Building Maint., Worker
177.5•
7.803
8_.201
8°620
9.059
9.521
Const. Maint., Supervisor
212.5
11.054
11.618
12..2n'
12.833
13.488'
Const..Maint. Worker III
197.5
9.521
10.007
10.517
11.054
11.618
Const. Maint Worker II
187.5
8.620
9.059L
91.521
10.007
10.517
Const. Maint.. Worker 1
177.5
7.803
8.201
8.620
9.059
9.521
Customer. Services Worker
190.5
8.880'
9.333
9.810
10.310
10.836
Wit.. Aide. - Operations
Engineering Aide
199.5
199.5
9.712
9.712
10.208
10.208
10.728
10..728
11.276
11.276
11.85.1
11..851
Equip., Maint Supervisor
223.5
12.332
12..961
13.623
14..317
15.:048
Equipment Mechanic
206.5
10...413
10.944
11.502
12.089
12.706
oratory Technician.
223.5
12.332
12.961
13.623
14.317
15..04.8
Landscape Wnt. Supervisor 204.5
10.208
10.728
11.276
11.851
12.456
Meter Mechanic
196.5
9.427
9.907
10.413
10.944
11.502
Park Ranger., Ill
184.5
8..366
8.793
9.241.
9.712:
10.208
Park Ranger 11
174.5
7.574
7.960
8.366
8..793'
9.241
Park: Ranger, 1
164.5
6.856
7.206
7.574
7.960
8.366.
Park Maint. Worker` ITL
189.5
8..793,
9.241.
9.712
10.208
10.728
Park Maint. Worker II
179.5
7.960
8.366
8.793
9.241
9.712:
Park. Maint. Wbrker i'
169.5
7.206
7.574
7.960`
8.366
8..793
Planning Technician
190.5
8.880
9.333
9`..810-
10..310
10.836
r
Public Services Inspector
219.5
n.851
12.456
13.091
13.758`
14..461
Ranger. Aide
159.5
6.523
6.856
7.206
7.574
7.960
Recreation. Coordinator
194.5
9.241
9.712
10.208
10.728:
11..276
Recreation. Leader
184.5
8.366
8.793
9.241
9.712
10.208
;
Secretary
179.5
7.960-
, --8:.366
8.:793
9.241
9..712
Sr'. Bldg. Maim. Worker
202, 5'
10.007
10.517
1:.054
116618
12.21%
Sr Pub,Serv. Inspector
229.5
13.091
13.758-
14..461
15.199
15.973
Sr. Uts:1.SYS. Technician
228.5
12.961.
13.623.
14.,317
15.048
15.816
,� .
Storekeeper Ii
193.5
9.150
9.6,17
10.107
100;623
11.165
- ' F
Storekeeper P
173.5
7.498
7.881
8.283
84705
9.1:50.
Treat.. Plt. Open, Uj
223.5
12.332
12.961
13.623
14.317`
'15.048 -
15.048
Treat.
Treat., Mt.. AperII
213.5
11.165
11.733
12.332
12.961:
13.623
Treat. Plt. Open.L I
203.5
10.107
10.623
11.165
11.733
12.332
• Utilities Sys. Mechanic
204:.5
10.208
10.728
1.1.276
11.851
12.456
Utilities. Sys. Technician,
218.5
11.733
12.332
12.961
13..623;
14.317
Water Ops. Treats Super.
238.5
14.317
15.048
15.816
16..622
DAM -
In. the event that there is a significant
increase in the cost of living during
the Life of this agreement., the City agrees to meet with representatives: of -the-
Association to discuss the impact on the association members.
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_5 AUG 18 1986 IT E M 0 -4 -Doc-
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a;•
f Article 6. Leaves,
Section 1. Vacation.
All employees in the unit shall be entitled to vacation leave with. pay except
the following: Employees who have served less than six continuous months in the
service of the city.
For the purposes of caTiputng annual vacation leave, a working day shall be, con-
sidered as 1/5 of the number of working or duty hours in the established work
week.
f
one day vacation shah be accrued: for each month of employment., for a total of
twelve (12) working days per year.
After five (5): years of continuous employment, an additional three (3) days per
year shall be accrued, for a total of fifteen (15) working days per year.,
After ten (10) years of continuous employment, an additional three (3) days per ;
year, shall be accrued, for a total of eighteen. (18) working days per year,
1
After fifteen t.151 years of continuous employment, an additional two (2) days=
per year shall be accrued, for, a total of twenty (20) working days per year •
Vacation time can be accunu fated, to a maximum of 150% of one year'seligibility,
and accumlation above, 150 . shall be forfeited.
The, times at which an employee may take his vacation shall be determined by the
4
depart head with. due regard. for the wishes of the: employee and particular
regard for the needs of the City.
In the event one or more: holidays fall within a vacationleave period, such
;.
holidays shall not be charged asi vacation. leave, and the vacation leave shall be
extended accordingly.
employees who terminate'' employment shall be paid in a lump sump for all accrued
�
vacation leave earned prior to the effective crate of termination, provided theyr
have erved six (6) continuous months with the, City and. successfully campleted
probation.
Section 2. Sick Leave.
'
Sick leave with ; pay may be granted to all probationary and regular employees
within the unit who are: regularly employed in permanent full-time positions.
For the purposes of camputing sick leave, a working day shall be considered as
1/5, of the number of working or duty hours in the established work week.
the (1) day sick leave shall be accrued for each month of cloyment for a
total of twelve (12) working days per . year .,
AUG 19 1986 ITEM-=�- l�a�EG-
-
Sick leave shall be granted to an employee only for actual working time off.
Accumulation of sick leave shall be unlimited.
In order to receive canpensation while absent on such leave, the employee shad,
notify his imrdiate superior or the department head prior to or within two
hours after the time setfor the beginning of his duties.
Sick leave over three (3) ' working days atone time nay require certification by
the employee's physicianin order to receive canpensation. This requirenent is
at the discretion of the department head.
In the event of illness inthe mediate family, an employee may use accrued
sickleavenotto exceed four (4) days in each calendar year. ` Immediate family
shall be designated as mother, father, spouse, sister, brother, and dependent
children. employee must notify supervisor in advance when such, leave is being
taken and so note ontime card.
After' ten (1` 0) years of continuous enp1oyment with the City and upon termination
or retirement, an employee will receive > canpensation for unusedsick leave as
follows:
Upon normal retirementemployee will receive. 50% of all sick leave
hours. accrued. Calculations will be at the employee's rateof pay at
the time of retirement and will not exceed $4,000.
Upon leaving the employ of the. City for other than retirement,: enployee
will receive 25% of all sick leave hours accrued. Calculations will be
at the employee's rate of pay at the time of termination and willnot
exceed $2,000.
Upon the death of an enployee, prior to five (5) years of continuous
enployment, canpensation for unused sick leave shall be atthe same
rate as the termination benefit. Payment shall be made to the
employee's designated beneficiary.
Holidays.
Nem Year's Day
Washington's Birthday
Merorial Day
Independence Day
labor Day
Veteran' s Day
Thanksgiving Day
Day after Thanksgiving
Christmas Day
in this unit are as
January 1
3rd Monday -February
last Monday -May
July 4
ist Monday -September
November 11
4th Thursday --November
Bourth Friday -November
December 25
follows:.
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AUG 19 1986 ITEM 0 -f -r -Docket
The day after ChrisbTias, Friday, December 26, 1986, is designated a one -t m
only holiday.
Canmun ty Services employees, who are required to work on, the followingg
designated holidays, will be paid two (2.) times their hourly rate of pay for
working the holiday, and they will continue to be paid one and one-half (11)
times their hourly rate of pay for working on the other City designated
holidays:
New Years Day January 1
Memorial Day Inst Monday -lay
Independence Day July 4
Labor Day lst Monday September
Holidays falling on. Sunday shall be observed on the following Monday. Holidays
fallinng on Saturday shall be observed on the preceding Friday and shall be con-
sidered as the legal holiday.
For the purpose. of canputing holiday pay, a working day shall be considered as
1/5 of the number of working or duty hours in the established work week.
In addition. to regular pay for hours worked, emplayees in this unit shall be
paid holiday pay, whether on or off duty on the holidays above.`
Payment of two (2.) times the apployee's regular hourly rate of pay shall, be. paid
for all unscheduled hours worked on a holiday.
Section 4. Bereavement Leave.
In the event of a death. in the family, a regular employee shall be Eligible for
j 1-5 days off with: gay to attend the funeral, subject to the following
provisions:
A. The relatives designated shall include. father,, mother,, father -.in-law ,,
P • SFT
mother-in-law,wife, husband, brothers sisters daughter, song grand--
ss5
a { f E •'{ T
parents, grandson, grandaughter, brothers and sisters having one parent
'.
in:. camnon, and those" relationships generally calked "step" providing4
t} ,
persons in such relationships have Lived or have been' raised `in the
5 ;
family hone and have continued an. active familyrelationship.ki
4°'
employee may be eligible to use breavement leave to attend the funeral
j
of a person who has been living with the employee in the same capacity
of a spouse, provided, however, the a ployee has -previously notified
the personnel office, in writing, of the individuals name..
I
B. To be eligible for bereavement leave, the employee must attend or make
F bona fide effort to attend the funeral..
F
C. Pay for compensable bereavement leave- shall be in the same. amount as
pay for sick leave for the same= period,
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AUG 19 1986 IT LM -F 'tea c,ke-�`- �
D. Bereavement leave is not compensable when the employee is on leave of
absence, vacation, bona fide lay-off, or for days failing outside the
employee's regular work period.
E. It is not chargeable against sick leave.
k
t
} F. Ali requests for paid bereavement leave: shall be subject to approval of
>{ the Personnel Officer.
Article 7. Payroll and Work Week
Section 1. General.
Regular pay days are designated as every other. Friday, for the two week period
ending the previous Sunday. In no event shall the City advance pay, including:
pay, for earned vacation. without the '
o prior written approval,. on a case-by-case
basis, by the City Manager. Requests for advance vacation pay must be made
rior to the end of the period for which `
P pay per pay. as to be received:..
The regular number of working or duty hours in a work week from Monday through,
Sunday is established at 40 hours for all full-time employees in the: unit.
For employees regularly working :less than 40 hours in. one week, or designated as
tame or temporary employees, the r working y '
Part empo ary amp. y , egu�r number of w+orkin or duty hours in
a work week, shall be that number of hours for which they are scheduled to work,
' Y 9� part-time
Employees designated and who work at least 1,040 hours per year shall
E only be eligible to receive fifty percent (50%) of the benefits set forth in
Article: 6, Section 2 and. Article 9, Section 2.
For full-time employees, unschedul hours worked on Sundays and holidays shall
be paid for at double the employee's. rate of pay.
Ali employees. yeas. in this unit shall be. pabd one and one-half (11) times their
hourly rate of pay for all hours worked in excess of eight (8) hours in one day,
;
or, fort (40) hours. in one work week., Employees whose regularly
� Y �p Y r y scheduled work..
, _
hours are in excess of eight ('8 Y hours in one. work day are only entitled to
receive overtime. pair for the hours worked beyond their regularly* scheduled work
delay or forty (40) hours in one work week. Filtration plant employees :assigned
to work the forty-eight, (48) hour weekend shift shall be paid. overtime: at 1f
c. times their _rate. of.pay for all hours worked in excess of forty 40) hours:..
k -
For the purpose of ccmputing overtime, hours of vacation, sick leave and
holiday, shall be, considered as hours worked.
Section 2. Canpensatory Time -Off (CTO).
Campensatory time off, in lieu of overtime, shall be taken as one and one-half
(IJY hours; off for each overtime hour worked, The mum accumulation of
camensAto time -off shall. be 80 hours; however, the accumulation of hours
-•shall be reduced- to 40 -hours at the-- end of -the fiscal year, and. the .employee •
�.�,`
shall be cat ?ensated for the excess accumulation in a cash payment.
F
`
Accumulation of cagxnsatory time -off in excess of 40 hours shall be at the
w
discretion of the department head.
_- AUG 9 1986 ITEM 6 - -DbLkit
Section 3. Dues Deduction.
Upon written request to the Personnel Division, employees may elect to pay dues
to the San Diego County Bnployees' Association through payroll deduction. Check
will be made payable to the San. Diego County Employees' Association only.
Article 8. Benefits.
Section 1. Hospital and Medical.
The first day of the month° following date of hire, an employee, upon proper
application and acceptance, shall be covered by health and dental benefits with
coverage as set forth from time to time in the agreenent between the City and
the carrier(s).
Health benefit premiums for each Employee shall be paid in full by the City.
Dependents of each employee may also be covered by health benefit coverage, upon
proper application and acceptance. The cost of dependent coverage of the medi.-
Z and dental plan will be shared between the City andthe employee. The City
shall pay one-half of the dependent Medical premium. cost through December 31,
1986. After December. 31, 1986, the City shall pay one-half of the dependent
Medical preni.um cost to a maximum of $93.56 each month, and one-half of the
dependent Dental coverage during the life of this agreement. The employee's
share of the cost will be made through payroll deduction.
A representative of the Association from City Hall, Cotmunity Services Depart -
rent and public Services Department, Operations Section, shall participate in a
point insurance carmittee for the purpose of recommending an alternative to the
fisting indemnity insurance program. The goal for implementing a new program
is no later than January 1, 1987.
Section 2. Eye Care -
:The The city will provide an eye care plan. The City shall .pay 100% of the premium.
.for the enployee and his/her dependent coverage. .,'..
Section 3. Life Insurance.
The first day of the. `month following date of hire, an employee, upon proper
application and acceptance by the insurancecarrier, shall be covered under a
group life insurance plan for the amount of one tines annual inane ($10,000
minimum)
Section 4.
Long -Term Disability Income Insurance.
This employee benefit provides for the payment of a monthly inane benefit
Payment for those covered employees totally disabled by injury or sickness.
The monthly benefit provided under this coverage will be 60% of the employee's
monthly earnings to aamaidrnum -of -$1,000, per month. -,r�,:The ,insurance .carrier _pis
responsible for calculating the exact benefit amount, based on each individual's
incxxne status. _,_ ..._ _ . ., _ ......O_
AUG 19 1986 ITEM 6-1--(-1)3
The insurance carrier for this coverage requires a thirty (30) day waiting
period from the first day of the disability to the beginning of the mthly
benefit payment period.
Monthly benefits are paid, with certain exceptions, as explained in the Group
Insurance handbooks until the recovery frcm the injury or sickness or until the
employee reaches age 65
The City pays 100% of the premium. _
An employee may use sick leave and vacation to supplement coverage under this
benefit up to.. but not in excess of 100% of his: regular rate of pay.
Article 9. Service and Special Pay.
c
Section 1.. Tuition. Reimbursement..
J
The actual cost paid for tuition, books and required technical supplies and
equ.i pment, to a maximum. of .$150 per fiscal year per employee, will be refunded
to all permanent City employees for professional and technical- courses: in.
a
F
accredited educational institutions provided that:
1. The employee has received at least a satisfactoryprofeienr rating on.
his/her last performance report.
2. The subject matter of the course relates directly to and contributes
toward the 'performance of the employee's position with. the City,
3. The employee must submit. aRequest for Refund. of Tuition and Cost of
Books form to the department head and Personnel within three (3.) weeks
after the beginning of the class.
4. Before receiving reimbursement.the employeeloyee shall Tarnish. documentation
proof of pay and shall provide evidence that he/she has completed the
r t
course with a grade of C or better in undergraduate: work or a grade
4.
of "B" in graduate murk. A grade of "C" or better will be accepted for
.
etr
graduate work frac institutions where an average grade of C is
acceptable for graduation. A "pass" will be accepted for undergraduate
z
classes where a pass/fail- grading system: is used.
5. Text -books and equ pxmeit paid for by the City shall - become the property
s
Of the City. Reimbursement: for texts and equipment will be approved.
only if the text or equipment were not available frau the City.
Section 2. Uniforms and Equipment.
Y
The City win provide and maintain all uniforms that are required by the City
for Administrative Services field employees, Ca munity Services lake/park and
park maintenance employees, and. Public Services employees as follows:
. o•
A. Safety shoes shall be worn. by M ployees as required by the City. The
^, employee shall-, be provided an allcwrance of $120 per fiscal year for the
purchase of safety shoes. In order to receive reimbursement, the
employee must submit receipts of proof of purchase to their department.
Reimbursement will be made through Accounts Payable. All other safety
clothing required in the performance of duties shall be furnished, by
the City.
B. The City will. provide and maintain eleven (11) sets of uniform for
those employees required to wear uniforms Ealoyees electing to wear
City -approved summer attire may receive fewer than eleven sets of stan
dard uniforms and. shall be responsible for the maintenance of the_
summer attire.
C. Standards of maintenance of uniforms and equipment shall., be determined
by the City, and employees must maintain these standards.
For the C m munity Services Department employees designated part-time and who -
work at least 11040 hours per year, the City will. provide uniforms that are
required by the City in accordance with the following:
A. Safety shoes shall be worn by employees as required by the City. The
employee shall be provided an allowance of $60 per fiscal year for the
purchase of safety shoes. in order, to receive reimbursement, the
employee must subunit receipts of proof of purchase to their department.
Reimbursement will. be made through Accounts: Payable. All other safety
-., clothing required in the performance of duties shall be furnished by
3 the City.
B. The City wall provide and maintain seven (7) sets of uniforms for those
employees required to wear uniforms., Fployees elating to wear City -
approved sir attire may receive fewer than. seven (7) sets of star r
dard uniforms and shall be responsible for the maintenance of the
surinler attire.
C. Standards of maintenance of uniforms and equipment shall be determined v
by the City, and employees must maintain these standards
Section I. Prcbataon., ..
All appointments, including promotional appointments, shall be for a prcba
tionary period of not less than six (6) months During the probationary period,
the employee may be rejected at any time without the right of appeal or hearing.
Any employee rejected during the probationary period from, a position to whichhe
has been pramoted shall be reinstated ` to a positionin the class fra n which he
was promoted unless he is discharged frcm the City.
A supervisor may, with concurrence of the department head, rewire an extension
f of , an initial probationary period, upon a less than satisfactory performance
evaluation.... : R
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AUG 19 1986 11 t iv► (YF-C—bb� r y ==
s
Cn recommendation of his supervisor a non -probationary employee may be placed on
special probation, however, he shall have the right of direct appeal of the
special, probation to the City Manager. The City Manager must be notified of the
to ten (I0) calendar days:
employee's desire appeal the special probation within
of the employee's having been placed on special probation.
'i
Section 4. Safety.
The unit adopts the following by reference:
- The City has a Central Safety Committee with representatives from all
units;
- The City and all employees shall comply with any applicable Federal and
State law,
- The City and all employees shall carply with. any policy and/or proce-
dure which may fram time to time be promulgated by the City Council.
Section; 5. Tanporary Assignment To A Higher Level Vacancy.
A. Full Responsibility.
An employee specifically assigned on. a temporary basis to a higher
level position in which there is no appointed incumbent or in which the:
I is on paid or unpaid leave shall be ccm�pensated at the "A"
step rate of pay for the higher level position if the service in such
position exceeds fifteen (15) consecutive working 'days, which payment
`services;
shall be retroactive to the first day of such provided;
however, that the full range of duties of the higher level position has
r '
been specifically assigned in writing on a form provided by the City by
the department head or his/her designee. Under no circumstance shall
f the rate of compensation be less than five percent. (5%) above the
employees current rate of pay.
B. Partial Responsibility;
An employee specifically assigned to perform a portion of the duties of
Y
the higher level` position for fifteen (15) or more consecutive working
clays shall have the increased pay level determined by the: City Manager
in relation to the degree. of the additional responsibility the employee
is asked to assume. In no event shall the pay be more than five per
cent (5%). The assignment shall be in writing and on a form provided
by the City.
C. At the conclusion of such an assignment, the employee, shall be restored
to. his/ her former classification regardless of the time involved. The
employee: way also be considered for promotion to the higher position on
_ a permanent status if it were deemed by the City to be vacant. This
{ provision shall. not be applicable to bona fide education, training and
develoFcnent, job enlargement or enrichment. The employee " willbe
notified in advance as: to the nature of this assignment.
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-13-
AUG: 19 1986 ITEM 04- _�ke+-
r .. _. _ ,
Meal And Rest Periods.
Meal periods and rest periods will be permitted at scheduled intervals
insofar as practicable and consistent with operational interests.
An employee shallbe notified whether his meal period is considered an on -duty
meal period or an off-duty meal period and
employees having on -duty meal
periods shall be ccgnpensated for the meal period as hours worked.
In the event anemployee is required to work in an-energency in excess of twelve
(12) consecutive hours, the City shall pay the cost of a meal in the amount of
$8.00.
An emergencyis an unpredictable, unavoidable occurrence
vats and requiring immediate attention.
Prior approval of thedepartment head and final approval of the City
Manager shall be required prior to reimbursement ursement for travel expenses.
Employees using their awn vehicle on approved City business travel will
be reimbursed at the rate of thirty cents ($.30) per mile.
Employees on approved official business away frau the City will
reimbursed for actual and necessary expenses incurred.
In order to bereimbursed, anployees must include original receipts for
all expenses with the reimbursenent claim form.
Advances of travel expenses may be allowed.
the City Manager.
The City shall maintain a list of eligible Public Services and Adminis-
trative Services field personnel who have agreed to stand by for call
back as regw.red. Each employee shall be paid on the last full pv
period of the month a share of $660 per month which shall be divided
edvally among those on the list.
The call out list shall consist of qualified employees.
List members shall meet the following qualifications
(a) must reside within the limits of City of Panay and the can=
ntunities of Rancho Pefiasgw.tos or Rancho Bernardo, as deter-
mined by the Public Services Operations Manager;
----- - -Ie • rated as , a- Construction Maintenance Worker -11,
equal
to or above, as determined by the Public Services Operations
Manager.
-14- AUG 19 1986 ITEM -.T c ke
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-l5-- AUG 19 1986ITLM
3, Duty roster to be scheduled as follows with the participation of
a
list members
(a) scheduling to be quarterly;
(b) order of names to be maintained as consistent as practical;'
(c) names to be rotated progressively up the: list weekly fi m the
bottom positioning on up to the Position 1;'
-top
(d) the member in Position 1 will be the duty person on call
(e) list members may substitute positions temporarily _ among them.:
selves to allow for special circumstances as stated in Iter:
4.
4. if a call out list member is scheduled for duty and due to special
circumstances cannot responde, substitution by another duty List
1
member is allowed, providing.'
(a) scheduled duty person arranges substitutions
(b) scheduled duty person notifies filtration plant.
}
S. Duty person will be on call frau 1530 hours of a work day to 0700
hours the following work day during the work week. During
weekends from 1530 hours Fridayr to 0700 hours the. following
Monday,. and .tale 24 hours of a City observevt holiday.
6. There will be paid a two hour minimums for each. call out.
(a) Time; starts for the call out when the duty person receives
the call. front the: Filtration Plant.
(b) Time stops and call, out is camplete when the duty person
notifies the Filtration Plant that thecall is campleted
(c) An employee who is contacted while serving A. call out (as -
defined. above) and is called to another site for additional
duties, shall notbe canpensated for a. second or subsequent
call out for this assignment. However, if the employee has
left the work site, or sites, and is actually, returning, or
1
has returned, to his/her original point of contact, and is
then called out again, the employee shall be compensated for
an additional call out.,
(d) Weekday and Saturday call out time to be paid at one. and one-
half' (1J) the hourly rate of pay.
t
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-l5-- AUG 19 1986ITLM
(e) Sunday and holiday call out time to be paid at double the
hourly rate of pay. Holidays v ll he rotated equally among
those persons on the list inasmuch as possible.
7.
It is agreed that if this procedure does not operate to the satis-
faction of the Public Services Operations Manager, that the proce-
dure. is subject to be revised as necessary following consultation
with representatives of this unit. It is understood that this
Section does not allow for a reduction- in the amount of the
monthly pool.
Operational Conditions:
1.
The duty person will wean a City pager when away fran his/her
listed contact. phone number.
2`.
Calls to the duty person will be placed by the Filtration Plant
Operator:
(a) Plant Operator will screen calls to determine need. to contact
duty person.,
tb) Upon being contacted by the. Filtration Plant Operator, the
duty person is responsible to determine the course of action.
(c) The. Treatment Plant Operator stands by to assist when:
possible in contacting additional enployees when needed.
(d) Should duty, person need. assistance, Plant Operator will first
atteVt. to call last members progressively.
(e) Upon call carplet on, the duty person will advise the
Filtration Plant Operator of the: action, taken so that it can
be properly logged. _
3.
During a serious emergency, such as a.water main break, the duty
son will stand by to assist crew in nekl.n repairs., 'but will ,
rememain flexible in case of other call outs daring- t4 ti�me.
4.
Employees who are assigned standby duty may request the use of a
City truck., truck.. The City truck shall be available to the employee,
during standby for use as is necessary toensurethat. the employee-
mployeeis
isreadily, available for call out. However, the employee should
use discretion and caaawn sense in the use of the vehicle and. at,
all times be aware that they are a public relations representative
to the: public and their actions will be scrutinized by the public.
E=ept as required for City business , the vehicle should not be
taken outside the ca munities of Poway, Rancho Peffascuitos or .
-...
Rancho Bernardo.
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-16- AUG 191986 ITEM Of f7 17a
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B. Filtration Plant.
When an employee: in the Public Services Department filtration plant
forces is re Ared to be available for duty and is required to perform
duty at night, on weekends, or holiday duty, he/she shall receive an
equitable: share of a lump sum of $150 per month. This lump sum
employees standing duty.ty shall be distributedas determined by the-
heSection
Section9. Benefit Days..
In addition to provisions for vacation, sick leave.r and holidays set forth else-
g
where herein, each employee who has completed an initial: probationary period
shall have available two ( 2) benefit days off each fiscal year. The times at
which an employee may take a benefit day off shall be determined by the depart-
ment head with due regard for the wishes of the employee and particular regard
for the, needs of the City. Remuneration for a benefit day shall be. in accor-
dance with the schedule of pay for one working day of vacation. If not taken'
during the fiscal year the benefit day(s) shall be forfeited.
Section 10. Transfers
t
An employee transferring from this unit to another unit shall maintain all pay
and. benefits accrued in this unit, and upon the effective date of transfer
thereafter be governed by the provisions of any policy and/or agreement in
effect for such :other unit.
Section Il. layoff and Reemployment.
Cle,
The City may abolish any position or employment and the employee may be laid. -off
without taking disciplinary action and without the right of appeal.
Persons to be laid-offshall be given at least ten (10) calendar days prior
notice, ` and they shall. ' be maintained on a remployment list for a period of
twelve (12) months.
The order of reemployment after lay-off shall be based on prior performance and
seniority as determined by the City.
Section 12. Resignations.
An ` employee wishing to: resign in good standing shall file with the department
head a. written resignation stating the effective date and reasons for resigna-
tion at least two weeks prior to the effective date of resignation.
The City will pay an employee for all hours worked within 72 hours after terrain-
ation, and will. thereafter pay all accumulated: reimbursable benefits as early
as feasible.
An employee , who has resigned with a good record will be given preferential con-
sideration for rehire if a position is available. Decision to rehire is at the.
discretion €-#:he- -ity, and the employee will not reestablish rights and/or
benefats os� ite `time of resignation.' .�_ .. _ ..�
- — - 9 1986 IT E M
- - 17 AUG ,
An, employee with five (5) years service who resigns in good standing and is
fi
reemployed within a . (2) year period to the same or equal position previously
held,, shall be eligible to earn and. use vacation, sick leave, and other benefits
to which they are otherwise entitled as if there: had been no break, in service.
Section 13. Credit Union.
Employeesmay elect to make credit unioncontributions through payroll
deduction.
Section 14.; Shift Differential,
Filtration Plant,. employees: required to work the afternoon and evening shift
(.3:00, P.M. to 11:0(Y° P.M.`) and the night shift (11:00 POM.: to 7:00 A.M.) shall be
entitled to receive shift differential: pay of $0.70/hour in addition to their'
regular rate of pay. Filtration plant amployees assigned to work the forty-
eight (.40) hour weekend shift shall receive a 70 per hour shift differential
while: working from 3 P.M. to ll P.M. on Saturday and. Sunday and while working'
frau 11 P.M. to 7 A.M. on Saturday night and Sunday night..
' i the k Maintenance Worker Park
Co�munity Services Department employees n e Par ,
Ranger and, Ranger Aide (AdministrativeClerk I) classifications,. who are:
assigned a work schedule which requires them to work at least, fifty percent
(50 ), of, their shift after, the hour of 5:00 P.M., shan be entitled to shift
differential. pay of $0..40/hour in addition to their regular hourly,. rate of pay
for the hours worked after 5:00 P.M. , regardless of when the employee:'s meal
period is scheduled.. However, if the meal period is scheduled after 5:00 PeM.,
the employee will be paid, shift differential only for the hours actually worked.
Public Services Department employees in the Building Maintenance. Worker classi-
fication, who are assigned to work the. night shift, shall be entitled, to shift
differential' .
pay of $0.40 per hour in addition to their rem hourly rate of
pay' for the hours worked'. after 5:00 P.M _
Section 15. Call-Back, Time.
Y
-Employees, called buck to work after expiration of their normal: work day or work
week to perform emergency work shall be guaranteed minimum call-back time of two
'{
(2) hours at the appropriate overtime; rate..
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Article 10. Grievance.
Section 1. Purpose!
i
A. To promote improved. ecployer-employee relationships by establishing
procedures for appealing management. actions'.
B., To afford employees individually or through the Representatives a
rt
systematic means of obtaining further consideration of problems after
ery=:reasonable effort_ has L failed to resolve than through discussion.-,�
'�--
C. To provide: that grievances shall. be: settled as, near as practicable: to
• '
the point of origin.
AUG, l9 1986 1T E M Of-
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Section 2. Scope..
A grievance shall be: considered as any matter for utich appeal is not elsewhere
provided: for or prohibited, concerning:
A. a dispute about the interpretation or application of this agreement or
of any ordinance, resolution, rule or regulation governing personnel
procedures or, working conditions
Be a dispute about the practical consequences of a City decision on wages.,-
ages.,hours:
hours,and other terms: and, conditions of employment-
C. a. decision- affecting the: employment of any permanent. or probationary,
4
employee over which the department, head has partial or ,complete
a
jurisdiction.
Section "3. Procedure.
A. Informal,, Grievance Procedure - An employee who hasi a problem or
complaint should first try to get it settled through discussion with
his inmmedi ate supervisor, without. undue delay. If this: discussion, does
not satisfactorily resolve the problem, the employee may discuss I it
with thesupervi sor Is immediate superior. Every effort should be made
to find an acceptable solution by informal ins at thelowest
appropriate level of supervision.. If the: employee is not in agreement `
with the decision reached. by discussion, he shall then have theright
to file a formal. grievance in writing within five (5) calendar days
after receiving the informal -decision of his immediate: superior..
Be. Formal' Grievance Procedure:
1. First `Level of Review:: A grievance shall. be presented in writing
to the employee's innedate ' supervisor, who shall render. a deci-
sion. and canments inwriting and: return then ` to the employee:
within f ve (5) days: after receiving the grievance.. If the
employee does not agree with his: supervisor's decision, or if no
= '.
answer has been received within five (5) days, the: epployee. may
-
present the appeal in writing to his department head..
2. Second Level. of Review: The: department headr receiving they
grievance, or his designated representative, should discuss the
grievance with: the employee, his representative, if any, and with
other appropriate persons. The department head shall: render his
decision. and comments in. writing, and. return then to the employee
within five (5) days after receiving the appeal., If the: employee
does, not. agree with the decision reached, or if no answer, has been
received within five (5), days, he may present the appeal..- in
writing to the City Manager.
3. Third Level of Review:: The City Manager receiving the grievance,
T, designated ,representati.ve� should discuss ,the grievance
with the employee., his representative, if: any d`with other
appropriate persons. The. City Manager, may designate any person or
iii
persons to advise him concerning the appeal. The City Manager
shall render his decision and comments in writing, and return thin
to the employee within fifteen (15) working days after receiving
the appeal. If the employee does not agree with the decision,
reached, or if no answer has been received within fifteen (15)
working days, he nay present the appeal in writing th the City
Council
4. Final Level of Review: The City Council upon receiving the
grievance shall take such actions and such methods as it chooses
and render a written final and binding decision.
Section 4.
Conduct of Grievance Procedure.,
Day as used in this procedure means calendar day, unless specified to
the contrary.
▪ The timelimits specified in this procedure nay be extended at any
level of review to a definite date by mutual agreement of the employee
and the reviewer concerned.
A.
• The employee nay request the assistance of another person of his own
choosing in preparing and presenting his appeal atany level of review.
• The employee and his representative nay be privileged to use a reason-
able amount of warp time as determined by the City Manager in confer-
ring about and presenting the appeal.
. Failure of the employee to takefurther action within the specified
time limitsat eachlevel of review, or within. five (5) days if no
decision, is rendered, shall constitute withdrawal of the grievance.
Employees shall_ be assured freedom from; reprisalfor using
grievance procedure.
Article 11. Retirement And Social Security,
the
The City will provide retirement benefits through the Public Employees' Ret ire--
went System. The City does not participate in the Social Security System.
Beginning July 4, 1983, the City will pay seven (7%) percent of the employee's
contribution into the Public Employees'Retirement System (PERS) in addition to
the normal. ' employer's contribution. The seven (7%) percent payment shall be
made to PERS in the name of the employee to be credited to the employee's
account with PERS. The City shall: annually notify the employee of the annual
and total contribution made to PERS on behalf of the employee.
The City shall contract with the Public Employees' Retirement System to provide
-the: 1959 -Survivors -Benefit- C ti on,. -
AUG 19 1986 ITEM 04-F --064.0.-t
Article 12. Personnel Rules,
t
All other employee rights, privileges, and benefits are included in the
Personnel Rules of the City of ray
Article I3. Job Actions,
The Association agrees, not to strike or otherwise engage in withholding services—
or concerted action during the term, of this agreement. Also, the City agrees
not to lock out the employees. ..
Article 14. Nei ntenance ofMembership.
Employees in a. classification represented by sDCEA who are members as of the
date of this agreement and have signed a, payroll dues deduction authorization`
card or subsequently became mad)ers and sign such a card shall: remain, members
and ` the City shall continue to deduct said dues during the period covered by
this.
is Memorandum of Understanding.. EVloyeea may withdrawn their ` membership and
scontinue clues deduction. duringthe month of May f
y o any year to be effective
in June: following the expiration, of the agreement.
Article. 15..Posting Of Agra,
A copy of this agreement will be initially distributed to all c= employees, given
to all new employees hired into the unit: after July 1., 1986, and made available
at the Filtration Plant, the Operations Center, Community Services. Facilities,
the AccountingOffice, and with each D apartment Head..
`
.The undersigned, representing the City and the Representatives do hereby adopt
the. terms and conditions set forth herein, and reccnmend the City Council and
f
members of the unit approve same.:
For the City: For the Representatives:.
Jamesit. Bowersox, City Manager Tam Howard
r
John. D. Fitch Lloyd Harrison
t'oyce A. Posey Robert Wolinski.
Rita Castro Robert Willcox
Pat Vetere, Field Representative
San Diego YCount Employees Assoc.
.
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Wyleen I=ml General Manager
San Diego County Employees Assoc'.
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AUG 191986 1T E M
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