Res 15-024RESOLUTION NO 15-024
A RESOLUTION OF THE CITY COUNCIL
OF THE CITY OF POWAY, CALIFORNIA.
APPROVING THE MEMORANDUM OF UNDERSTANDING
BETWEEN THE CITY AND THE CALIFORNIA TEAMSTERS
LOCAL 911 REPRESENTING NON -SAFETY EMPLOYEES AND
THE CITY AND THE POWAY FIREFIGHTERS' ASSOCIATION AND
APPROVING THE SALARY AND BENEFIT PLAN FOR
MANAGEMENT/CONFIDENTIAL GROUP
WHEREAS, representatives with the California Teamsters Local 911 and Poway
refighters' Association have met and conferred in good faith with representatives of
e City of Poway in accordance with Government Code Section 3500 to reach
emoranda of Understanding (MOU) regarding wages, hours and other terms and
mditions of employment and
WHEREAS, as a result of these meetings recommended Memoranda of
Understanding have been prepared for employees represented by the California
Teamsters Local 911 and employees represented by Poway Firefighters' Association.
and
WHEREAS, it is necessary to designate the salaries and
management, supervisory. professional and confidential employees
Poway and an updated Salary and Benefit Plan has been prepared and
benefits of the
of the City of
WHEREAS, the City Council of the City of Poway wishes to adopt said MOUS
and Salary and Benefit Plan.
NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Poway
as follows.
1 That the MOU between the City of Poway and the California Teamsters Local
911, attached hereto as Exhibit A, is hereby adopted, effective July 1. 2015,
and shall be in effect through June 30. 2017.
2 That the MOU between the City of Poway and the Poway Firefighters'
Association, attached hereto as Exhibit B, is hereby adopted, effective July 1,
2015. and shall be in effect through June 30, 2017
3. That the Salary and Benefit Plan for the Management/Confidential group,
attached hereto as Exhibit C, is hereby adopted. effective July 1, 2015, and
shall be in effect through June 30, 2017
Resolution No. 15-024
Page 2
PASSED, ADOPTED AND APPROVED by the City Council of the City of Poway
a regular meeting this 16th day of June 2015.
Steve Vaus, Mayor
TTEST:
Clerk
STATE OF CALIFORNIA )
) SS
COUNTY OF SAN DIEGO)
I, Sheila R. Cobian, CMC, City Clerk, of the City of Poway, do hereby certify
under penalty of perjury that the foregoing Resolution No. 15-024 was duly adopted by
the City Council at a meeting of said City Council held on the 16th day of June 2015,
and that it was so adopted by the following vote:
AYES: LEONARD, CUNNINGHAM, MULLIN, GROSCH, VAUS
NOES: NONE
ABSENT: NONE
DISQUALIFIED: NONE
O
S�heila-R. Cobian, CMC, City Clerk
City of Poway
Attachments:
Exhibit A
Exhibit B
Exhibit C
T
r arnted 1980In
IroN THE
COV/
MEMORANDUM OF UNDERSTANDING
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THE CITY OF POWAY
AND
THE NON - SAFETY EMPLOYEES
July 1, 2015 —June 30, 2017
Exhibit A
Table of Contents
PART I. FULL -TIME EMPLOYEES ..................................................... ............................... 1
Article1. General ............................................................................................... 1
Section1 - Purpose ......................................................................................... 1
Section2 - Scope ............................................................................................ 1
Section 3 - General Provisions ........................................................................ 1
A. City Employer - Employee Relations Resolution ............................ 1
B. Construction ................................................................................. 1
C. City Rights ................................................................................... 1
D. Employee Rights .......................................................................... 2
E. City Procedures ........................................................................... 2
F. Layoffs ........................................................................................ 4
Article 2. Severability and Savings .................................................................... 4
Article3. Sympathy Action ................................................................................ 4
Article4. Duration of Agreement ....................................................................... 4
Article5. Wages ............................................................................................... 4
Article6. Leaves ............................................................................................... 4
Section1 - Vacation ........................................................................................ 4
A. Computing Annual Vacation Leave .............................................. 4
B. Vacation Leave Accrual ............................................................... 5
C. Use of Vacation Time ................................................................... 5
D. Payout of Vacation Leave ........................................................... 5
Section2 - Sick Leave ..................................................................................... 5
A. Sick Leave Use ............................................................................ 5
B. Sick Leave Accrual ...................................................................... 6
C. Family Sick Leave ........................................................................ 6
D. Notification ................................................................................... 6
E. Worker's Compensation Illness or Injury ...................................... 7
F. Annual Conversion of Sick Leave ................................................ 7
G. Retirement Health Savings Plan (RHSP) ..................................... 7
H. Payout of Sick Leave ................................................................... 8
Section3 - Holidays ........................................................................................ 8
A. Designated Holidays .................................................................... 8
B. Holiday Pay .................................................................................. 9
C. Holiday Closures ......................................................................... 9
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Section 4 - Benefit Day Hours ........................................................................ 10
Section 5 - Bereavement Leave ..................................................................... 11
Section6 - Jury Duty ...................................................................................... 11
Article 7. Payroll and Work Week ..................................................................... 11
Section1 - General ........................................................................................ 11
A. Regular Paydays ......................................................................... 11
B. Community Services Work Schedule .......................................... 11
Section2 - Overtime ...................................................................................... 12
Section 3 - Compensatory Time -Off (CTO) .................................................... 12
A. CTO Accumulation and Use ...................................................... 12
B. CTO Carryover ............................................................................ 13
Section4 - Deductions ................................................................................... 13
A. Dues Deduction .......................................................................... 13
B. Withdrawal of Dues Deduction .................................................... 13
Section5 - Work Hours .................................................................................. 13
Article8. Benefits ............................................................................................ 14
Section 1 - Hospital and Medical .................................................................... 14
Section2 - Eye Care ...................................................................................... 14
Section 3 - Life Insurance ............................................................................... 14
Section 4 - Long -term Disability Income Insurance ......................................... 14
Section 5 - Flexible Benefits Benefits Program ............................................... 14
Section 6 - Deferred Compensation ............................................................... 15
A. 457 Plan ..................................................................................... 15
B. 401(a) Plan ................................................................................. 15
Section 7 — Employee Benefits Review .......................................................... 15
Section 8 — Computer Loan Program ............................................................. 16
Article9. Special Pay ........................................................................................ 16
Section 1 - Tuition Reimbursement .............................................................. 16
Section 2 - Uniforms and Equipment ............................................................ 17
A. Safety Shoes ............................................................................ 17
B. Uniforms - General .................................................................... 17
C. Uniforms — Community Services Employees ............................... 17
D. Uniforms - Park Rangers ........................................................... 18
E. Jackets ....................................................................................... 18
E. Uniform Allowance ...................................................................... 18
Section 3 - Meal Reimbursement ................................................................... 18
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Section 4 - Travel Expenses ......................................................................... ............................... 18
Section5 - On -Call Time ................................................................................ .............................19
A. Field Forces .............................................................................. ............................... 19
B. Operational Conditions ................................................................ .............................20
C. Filtration Plant ............................................................................. .............................21
D. Operational Conditions ................................................................ .............................23
Section 6 - Shift Differential ............................................................................ .............................23
A. Filtration Plant Employees ........................................................ ............................... 23
B. Public Works Employees ............................................................ .............................24
C. Community Services Employees ................................................. .............................24
D. General ....................................................................................... .............................24
Section7 - Callback Time .............................................................................. .............................24
Section 8 - HVAC Certification Pay .............................................................. ............................... 24
Section9 - Bilingual Pay .............................................................................. ............................... 24
Article10. Service ......................................................................................... ............................... 25
Section1 - Probation ...................................................................................... .............................25
Section2 - Safety ........................................................................................... .............................25
Section 3 - Temporary Assignment to a Higher Level Vacancy .................... ............................... 25
A. Out -of -Class Assignment ............................................................ .............................25
B. Partial Responsibility ................................................................... .............................26
C. Special Pays and Allowances during Temporary Assignment ... ............................... 26
D. Consecutive Hours Worked ...................................................... ............................... 26
E Conclusion of Assignment ......................................................... ............................... 26
F. Nature of Assignment ............................................................... ............................... 26
Section 4 - Meal and Rest Periods ............................................................... ............................... 26
Section5 - Transfers ...................................................................................... .............................26
Section 6- Reassignment .............................................................................. .............................27
Section 7 - Layoff and Reemployment .......................................................... ............................... 27
Section8 - Resignations .............................................................................. ............................... 28
Article11. Grievance ....................................................................................... .............................28
Section1 - Purpose ...................................................................................... ............................... 28
Section2 - Scope ........................................................................................... .............................28
Section3 - Procedure ..................................................................................... .............................29
A. Informal Grievance Procedure .................................................... .............................29
B. Formal Grievance Procedure ...................................................... .............................29
Section 4 - Conduct of Grievance Procedure ............................................... ............................... 30
Article 12. Retirement and Social Security ....................................................... .............................30
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Article 13. Personnel Rules ............................................................................. .............................31
Article14. Job Actions ..................................................................................... .............................32
Article 15. Americans with Disabilities Act Amended ..................................... ............................... 32
Article 16. Classification and Compensation Study ........................................ ............................... 32
Article 17. Posting of Agreement ................................................................... ............................... 32
PART II: PART -TIME EMPLOYEES ................................................................. .............................34
Article1. General ............................................................................................. .............................34
Section1 - Purpose ...................................................................................... ............................... 34
Article 2. Severability and Savings ................................................................. ............................... 34
Article3. Sympathy Action ............................................................................. ............................... 34
Article 4. Duration of Agreement .................................................................... ............................... 34
Article5. Wages ............................................................................................ ............................... 34
Article6. Leaves .............................................................................................. .............................35
Section1 - Vacation ..................................................................................... ............................... 35
A. Computing Annual Vacation Leave ........................................... ............................... 35
B. Vacation Leave Accrual ............................................................ ............................... 35
C. Use of Vacation Time ................................................................ ............................... 35
D. Payout of Vacation Leave ......................................................... ............................... 36
Section2 - Sick Leave .................................................................................. ............................... 36
A. Sick Leave Use ........................................................................... .............................36
B. Sick Leave Accrual ................................................................... ............................... 36
C. Notification .................................................................................. .............................37
D. Worker's Compensation Illness or Injury ..................................... .............................37
E. Family Sick Leave, ................................................................................................... 37
F. Annual Conversion of Sick Leave ............................................. ............................... 37
G. Retirement Health Savings Plan ............................................... ............................... 38
H. Payout of Sick Leave.. ............................................................................................. 38
Section3 - Holidays ..................................................................................... ............................... 39
A. Designated Holidays ................................................................... .............................39
B. Holiday Pay ............................................................................... ............................... 39
Section 4 — Benefit Day Hours ....................................................................... .............................40
Section 5 — Bereavement Leave .................................................................... .............................40
Section6 - Jury Duty ...................................................................................... .............................40
Article 7. Payroll and Work Week .................................................................... .............................40
Section1 - General ........................................................................................ .............................40
A. Regular Paydays ......................................................................... .............................40
B. Community Services Work Schedules ........................................ .............................41
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Section2 - Overtime ...................................................................................... 41
Section 3 - Compensatory Time Off ( CTO) ................................................... 41
Section4 - Deductions ................................................................................. 42
A. Dues Deduction .......................................................................... 42
B. Withdrawal of Dues Deduction .................................................... 42
Article8. Benefits ............................................................................................ 42
Section 1 - Hospital and Medical .................................................................... 42
Section2 - Eye Care ...................................................................................... 43
Section 3 - Flexible Spending Benefits Program ............................................ 43
Section 4 - Retirement and Social Security .................................................. 43
Section 5 - Deferred Compensation ............................................................. 45
Section 6 - Computer Loan Program ........................................................... 45
Article9. Special Pay ........................................................................................ 45
Section 1 - Tuition Reimbursement ................................................................ 45
Section 2 - Uniforms and Equipment ............................................................. 46
A. Safety Shoes .............................................................................. 46
B. Uniforms - General ...................................................................... 46
C. Uniforms - Community Servioes .................................................. 47
D. Uniforms - Park Rangers ............................................................ 47
Section 3 - Meal Reimbursement ................................................................... 47
Article10. Service ........................................................................................... 48
Section1 - Probation ...................................................................................... 48
Section2 - Safety ......................................................................................... 48
Section 3 - Out -of -Class Assignment ........................................................... 48
Section4 - Transfers ...................................................................................... 49
Section 5 - Reassignment ............................................................................ 49
Section 6 - Layoff and Reemployment ............................................................ 49
Section7 - Resignations .............................................................................. 50
Article11. Grievance ..................................................................................... 50
Section1 - Purpose ...................................................................................... 50
Section2 - Scope ......................................................................................... 51
Section3 - Procedure ................................................................................... 51
A. Informal Grievance Procedure .................................................. 51
B. Formal Grievance Procedure ...................................................... 51
Section 4 - Conduct of Grievance Procedure ............................................... 52
Article 12. Personnel Rules ........................................................................... 52
Article13. Job Actions ..................................................................................... 52
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Article 14. Americans with Disabilities Act Amended ..................................... ............................... 52
Article 15. Posting of Agreement ................................................................... ............................... 52
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MEMORANDUM OF UNDERSTANDING
This is the memorandum of understanding as provided for in the California Government Code
Sections 3500 through 3510, which is also known as the Meyers- Mili as- Brown Act. This
memorandum is hereinafter referred to as the Agreement between the City of Poway and the
representatives chosen by the majority of the members of the non - safety unit hereinafter referred to
as the Bargaining Unit Representatives.
This Agreement shall become effective when adopted by the City Council of the City of Poway.
PART I. FULL -TIME EMPLOYEES
Article 1. General
Section 1 - Purpose
Part I of this Agreement recognizes the Bargaining Unit Representatives as the majority
representative of all full -time, regular, non - management and non - confidential employees of the City,
excluding the safety personnel, and represents the unit for the matters within the scope of meet and
confer, and the Bargaining Unit Representatives accept the duty of fair representation in meet and
confer and under this Agreement.
Section 2 - Scope
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 adopted by reference in this Agreement or
any subject preempted by Federal or State law. Amendments to this Agreement that are within the
scope of meet and confer shall require prior meet and confer between the Bargaining Unit
Representatives and the City.
Section 3 - General Provisions
A. City Employer - Employee Relations Resolution
The Bargaining Unit 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. Construction
The rights, powers and authority of the City Council in all matters shall not be modified or
restricted except as provided for in this Agreement. In interpreting the language of this
Agreement, first the plain meaning of the language shall prevail If the parties cannot agree on
the plain meaning of the language, then the intent of the parties shall be considered, then the
trade or industry usage of the language shall be considered.
C. City Rights
The rights of the City include, but are not limited to the exclusive right to determine the mission
of its constituent departments, commissions, committees, and boards, set standards of service,
1
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 or
for other legitimate reasons, maintain the efficiency of operations, determine the methods,
means and personnel by which operations are to be conducted; set work schedules, determine
the content of job classifications; take all necessary actions to carry out its mission in
emergencies, and exercise complete control and discretion over its organization and the
technology of performing its work.
D. Employee Rights
The City will make every effort to ensure that the rights of employees are protected.
E. City Procedures
The Bargaining Unit Representatives recognize and hereby adopt by reference the following City
procedures:
1. Unit Determination
The City reserves the privilege of establishing units for meet and confer.
2. Jurisdictional Disputes
In the event of jurisdictional disputes between competing employee organizations or unit
claims, the employees of all units shall continue working under the agreement in force at
the 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 reasonable time off without loss of benefits for a reasonable number of
recognized Bargaining Unit Representatives for the purpose of meet and confer and for
grievance representation. Reasonableness is determined by the department Director.
Bargaining Unit Representatives must obtain advance approval from their supervisor for
time away from their regular duties.
5. Access to Work Location
Bargaining Unit Representatives of Employee Organizations may be allowed reasonable
access to work location only after they have obtained permission of the City Manager.
Employee Bargaining Unit Representatives must advise supervisors in advance of time
they will be away from their regular job duties for approved, scheduled employee
organization business as provided under Section E, City Procedures.
6. Use of City Facilities
Employee organizations may, with prior approval of the City Manager or designee, be
granted the use of City facilities during nonworking hours for meetings of City employees
provided space is available, and provided further such meetings are not used for
organizational activities or membership drives of City employees.
Availability of Data
The City will make available to employee organizations such non - confidential 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.
Such information shall be made available during regular office hours in accordance with
the City's rules and procedures for making public records available and after payment for
reasonable costs, where applicable.
Information that shall be made available to employee organizations includes regularly
published data covering subjects under discussion. Data collected on a promise to keep
its source confidential may be made available in statistical summaries, but shall not be
made available in such form as to disclose the source.
Nothing in this procedure shall be construed to require disclosure of the following
a. Personnel, medical and similar files, the disclosure of which would constitute an
unwarranted invasion of personal privacy or be contrary to City Policy;
b. Working papers or memoranda which are not retained in the ordinary course of
business or any records where the public interest served by not making the record
available clearly outweighs the public interest served by disclosure of the record;
c- Records pertaining to pending litigations to which the City is a party or to claims or
appeals that have not been settled.
Nothing herein shall 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.
Bulletin Board Space and City's Email System
The City shall make available bulletin board space on existing bulletin boards designated
for general employee information for the use of the employee organization in posting
notices, following approval of the City Manager. The City and Union will establish a list of
locations, which will be maintained by and on file with the Human Resources Manager.
The City shall allow limited use of the City's email system to notify members of bargaining
unit meetings. All notices are to be provided to the Human Resources Manager for pre -
approval. Once approved, the City's email system may be used.
F. Layoffs
The City agrees to meet with the Bargaining Unit Representatives 30 days prior to issuance of
any layoff notices for the purpose of conferring over the impact and implementation of said
layoffs and to discuss alternatives and options. However, the City Manager shall retain the final
decision with respect to the classifications and number of employees to be laid off.
Article 2. Severability and Savings
If any portion of this Agreement, or the application of such portion to any person 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 invalidated shall not be
affected thereby and shall remain in full force and effect.
Article 3. Sympathy Action
During the term of this Agreement, neither the Bargaining Unit Representatives nor any person or
persons covered by this Agreement shall engage in any sympathy action or action of any type in
support of 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 Agreement shall commence at 12:00 a.m. on July 1, 2015, and terminate at 11:59 p.m. on
June 30, 2017.
At the expiration of this Agreement, in whole or in part and 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, provided, however, that it has been agreed that the new agreement will
be retroactive to the expiration of this Agreement.
Article 5. Wages
Wages shall increase by two percent (2 %) effective the beginning of the pay period which includes
July 1, 2015.
Wages shall increase by two and one half percent 2.5% effective the beginning of the pay period
which includes July 1, 2016.
Wages shall be paid in accordance with the salary schedule for all job classifications, attached hereto
as Exhibit A.
Article 6. Leaves
Section 1 -Vacation
A. Computing Annual Vacation Leave
All employees in the unit shall be entitled to vacation leave with pay except those employees
who have served less than six continuous months in the service of the City.
Annual vacation leave shall be computed in accordance with the following schedule:
Years of
Continuous Employment Vacation Leave Accrual
1 through 5 years 3.692 hours per pay period
After 5 years 4.615 hours per pay period
After 10 years 5.538 hours per pay period
After 15 years 6.462 hours per pay period
B. Vacation Leave Accrual
Effective the pay period that includes July 1, 2015, employees in the Bargaining Unit will be
allowed to accumulate vacation time to a maximum of 200% of one year's accrual. When an
employee's vacation leave accrual reaches the maximum level, the employee will stop accruing
additional vacation leave until such time as the employee uses vacation leave below the
maximum level. At that time, the employee will begin accruing additional leave from that point
forward.
Employees who have reached maximum accrual can request a review by their department
Director in the event a vacation request is denied. The department Director shall be the final
level of appeal. The Director shall not unreasonably withhold approval.
C. Use of Vacation Time
The times at which an employee may take vacation 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.
In the event one or more holidays fall within a vacation leave period, such holidays shall not be
charged as vacation leave.
An employee may elect to use accrued vacation for scheduled medical or dental appointments,
evaluations, treatments, or associated activities.
D. Payout of Vacation Leave
Employees who terminate employment shall be paid in a lump sum for all accrued vacation
leave earned as required by law.
Section 2 - Sick Leave
A. Sick Leave Use
Sick leave shall be allowed for the following qualifying reasons:
For the employee's own illness or injury.
For the employee's own diagnosis, care, or treatment of an existing health condition, or
preventative care, including medical and dental appointments.
For the diagnosis, care, or treatment of an existing health condition or preventative care for
an employee's family member, including: parent, parent -in -law, child, spouse, domestic
partner, grandparent, grandchild, or sibling.
In accordance with California Kin Care Law, regular full -time employees may use
available Family Sick Leave (FSL) to care for a family member. If FSL is
exhausted, employees must use other available accrued leave (e.g., vacation).
5
To obtain relief or services related to being the victim of domestic violence, sexual assault,
or stalking, including the following, with appropriate certification of the need for such
services
o A temporary restraining order or restraining order.
Other injunctive relief to help ensure the health, safety or welfare of themselves or
their children.
To seek medical attention for injuries caused by domestic violence, sexual assault,
or stalking.
To obtain services from a domestic violence shelter, program, or rape crisis center
as the result of an act of domestic violence, sexual assault, or stalking.
To obtain psychological counseling related to an experience of domestic violence,
sexual assault, or stalking.
To participate in safety planning and other actions to increase safety from future
domestic violence, sexual assault, or stalking, including temporary or permanent
relocation.
If an employee's sick leave balance is exhausted, another paid leave (e.g. vacation, comp. time)
will be used.
Employees must use available sick leave for the first thirty days of a long -term personal illness,
injury or disability.
B. Sick Leave Accrual
All probationary and regular employees within the unit who are employed in regular full -time
positions shall accrue sick leave at a rate of 3.69 hours per pay period.
Accumulation of sick leave shall be unlimited.
Employees will not accrue sick leave while on leave- without -pay status.
C. Family Sick Leave
An employee may use accrued sick leave up to forty eight hours in each fiscal year to care for a
parent, parent in -law, child, spouse, domestic partner, grandparent, grandchild, or sibling. .
Employee must notify his /her supervisor in advance, if possible, when such leave is being taken
and so note in the comments section on his /her time card as well as on a Leave Request, if
done in advance. An employee cannot use personal sick leave in place of Family Sick Leave,
and must use other available accrued leave when Family Sick Leave is exhausted.
D. Notification
In order to receive compensation while absent on sick leave, the employee shall provide
notification to his /her department in the manner established by the department Director prior to
or within two hours after the time set for the beginning of duties.
An employee who is required to open facilities for the public or who is required to arrive to work
and relieve another single employee on duty shall call in within one hour rpfortothebeginningof
the work shift.
Absent extenuating circumstances, failure to fulfill notification requirements will cause such time
off to be considered leave of absence without pay.
Certification by the employee's physician may be required in order to receive compensation for
sick leave over three working days at one time if an abuse of sick leave is suspected, or if an
unusual pattern of use has been documented and the employee has been formally counseled
regarding the pattern. This requirement is at the discretion of the department Director with
approval from the Administrative Services Director.
In the event an employee does not have a sufficient amount of accumulated sick leave to
receive full compensation while absent due to a qualifying reason, other accumulated leaves
must be used before the employee goes to a leave without pay status. Leave without pay may
only be granted in accordance with the Personnel Rules.
E. Worker's Compensation Illness or Injury
Sick leave shall be used for on -duty hours used for medical evaluations, treatments, or other
medical related activities associated with a worker's compensation illness or injury. If the
employee's sick leave balance is exhausted, another paid leave (e.g., vacation, comp. time) will
be used in its place.
F. Annual Conversion of Sick Leave
In the last full pay period of the fiscal year, an employee must convert sick leave to cash under
the following conditions:
1. After conversion, employee must have a minimum balance of 168 hours of sick leave.
2. The employee has used 32 hours or less of sick leave in the immediately preceding 12
months.
3. An employee must convert 50% of the annual sick leave accrual, less sick leave used in
the immediately preceding 12 months, up to a maximum of 40 hours. Sick leave use
includes use of family sick leave.
Example: employee used 16 hours in preceding 12 months
96 hours of annual accrual x 50% = 48 hours
48 hours - 16 used = 32 hours converted to cash
G. Retirement Health Savings Plan (RHSP)
1. Regular full -time employees that satisfy the provision contained in Article 6, section 2.F.
must contribute 50% of their annual sick leave conversion to a Retirement Health Savings
Plan as a cash deposit (e.g., an employee that is eligible to convert 40 hours of sick leave
would receive the equivalent of 20 hours in cash and the equivalent of 20 hours would be
contributed to their Retirement Health Savings Plan as a cash deposit).
2. Any fees related to the RHSP will be paid by employees.
3. The annual RHSP contribution shall take place in the last full pay period of the Fiscal Year.
4. In the event of an employee's death, if the employee is a participant in the RHSP and does
INA
not have a surviving spouse or surviving IRS qualified dependents, the employee's
Retirement Health Savings account balance shall remain in the trust (i.e., RHSP) to be
allocated among all RHSP Non - Safety Employee participants. The allocation will be on a
pro -rata share, based upon RHSP Non - Safety Employee participant account balances.
Payout of Sick Leave
After five years of continuous employment with the City and upon retirement, an employee will
receive compensation for unused sick leave as follows:
Upon retirement, an employee will receive 50% of all sick leave hours accrued in the form
of a deposit to their Retirement Health Savings Plan account. Effective the pay period that
includes July 1, 2015, payout of sick leave shall be provided on a graduated scale for
employees who retire, based on years of service as follows:
a. An employee who retires after 5 -9 years of service will receive 50% cash -out, with a
cap of $6,000.
b. An employee who retires after 10 -14 years of service will receive 50% cash -out, with a
cap of $8,000.
c. An employee who retires after 15, or more, years of service will receive 50% cash -out
with a cap of $10,000.
d. Each cap will increase by the same percentage as across - the -board wage increases,
beginning with the July 1, 2016 wage increase (e.g., $6,000 cap will increase by 2.5%
to $6,150 effective July 1, 2016).
2. Upon leaving City employment for reasons other than retirement, employee will receive
50% of all sick leave hours accrued. Calculations will be at the employee's rate of pay at
the time of termination and payout will not exceed $2,000.
3. Upon the death of an employee, compensation for unused sick leave shall be at the same
rate as the retirement benefit. Payment shall be made to the employee's designated
beneficiary.
Section 3 - Holidays
A. Designated Holidays
The holidays for employees in this unit are as follows:
New Year's Day
Martin Luther King Day
President's Day
Memorial Day
Independence Day
Labor Day
Veteran's Day
Thanksgiving Day
Day after Thanksgiving
Christmas Day
January 1
3rd Monday - January
3rd Monday- February
Last Monday -May
July 4
1st Monday- September
November 11
4th Thursday- November
4th Friday- November
December 25
Holidays falling on Sunday shall be observed on the following Monday. Holidays falling on
Saturday shall be observed on the preceding Friday.
To be eligible for holiday pay, an employee must be in a paid status in the pay period that
includes the holiday.
Holiday Pay
The City will pay nine hours for each Designated Holiday for those employees whose
regular work schedule is a nine hour workday. For holidays falling on a Friday, Holiday
pay shall be eight hours. Holiday pay will remain at eight hours for any employee whose
regular work schedule is an eight hour workday.
2. Payment of two times the employee's regular rate of pay shall be paid for all unscheduled
hours worked on a Designated Holiday.
3. If a Designated Holiday falls on an employee's regular day off, or on a day that City Hall is
closed (i.e. dark Friday), the employee will receive eight (8) flex day accrual hours, which
can be used in one hour increments following the pay period in which it is received.
Effective the pay period that includes July 1, 2015, employees in the Bargaining Unit will
be allowed to accumulate flex day accrual hours up to a cap of 24 hours. Once the cap is
reached, an employee will not receive additional flex day accrual hours until such time as
the employee uses flex day accrual hours below the cap.
4. A Water Treatment Plant Operator who works a Designated Holiday will be paid two times
their regular rate of pay for the first eight hours of holiday worked. This overtime
compensation will be paid in cash only; compensatory time off (CTO) cannot be earned for
time worked on a Designated Holiday,
5. Full -time and three quarter -time Community Services employees and Public Works
employees in the Park Maintenance Worker classification, who are required to work on a
Designated Holiday, will be paid two times their regular hourly rate of pay for working the
holiday.
6. Other than as noted for Water Treatment Plant Operators in paragraph 3.13. of this Section,
employees may request time off in lieu of pay for a holiday worked. The times at which an
employee may take his /her holiday in lieu shall be approved by the department Director
with due regard for the wishes of the employee and particular regard for the needs of the
City. The employee will continue to receive holiday pay for the holiday worked.
7. In addition to pay for hours worked, employees in this unit shall be paid holiday pay,
whether on or off duty, on a Designated Holiday.
C. Holiday Closures
City Hall and other non - essential City facilities will be closed on:
a)Thursday, December 24, 2015, 7:30 a.m. to 5:30 p.m.; and
b)Thursday, December 31, 2015, 7:30 a.m. to 5:30 p.m., and
c)Tuesday, December 27, 2016, 7:30 a.m. to 5:30 p.m.; and
d)Wednesday, December 28, 2016, 7:30 a.m. to 5:30 p.m.; and
e)Thursday, December 29, 2016, 7:30 a.m. to 5:30 p.m.;
2. The New Year's Day holiday that would typically be observed on Monday, January 2, 2017
will be moved to Tuesday, December 27, 2016. Monday, January 2, 2017 will be a normal
work day and all facilities will be open.
3. Approximately 60 days prior to holiday closures the Bargaining Unit and Management will
develop an operational plan for essential facilities (e.g., Water Treatment Plant, ERT,
Community Services, and Parks).
4. Actual times may vary, depending upon specific work schedules and normal facility hours.
5. These closures will not be observed as paid holidays.
6. Employees' available leave hours (e.g., vacation, compensatory time, or benefit day) will
be charged for this time
7. If an employee has been employed with the City for less than six months, they will be
given access to, and required to use, their benefit day hours and /or accrued vacation
hours.
8. If an employee has insufficient vacation, compensatory time, or benefit day hours, the time
will automatically be charged as leave without pay after they have exhausted all available
paid leave (other than sick leave).
9. If an employee is called to work during any of the closure times, and during what would
have been their regularly scheduled work hours, they will not be charged leave for the
hours worked.
Example: If an employee works for four hours during what would have been their regularly
scheduled work hours, they will be paid for the hours worked and will not be charged leave
hours for that time. However, they will be charged leave for the remaining hours.
10. A two -hour minimum will be used for call -outs.
Example: If a standby employee works for 45 minutes during what would have been their
regularly scheduled work hours, they will not be charged leave for two hours. However,
they will be charged leave for the remaining hours.
11. The City will seek measures to minimize the possibility of call -outs during the closure
dates /times.
12. At the discretion of the department director, some employees may have to work due to
operational demands.
Section 4 - Benefit Day Hours
In addition to provisions for vacation, sick leave, and holidays set forth elsewhere herein, each
employee who has completed an initial probationary period of no less than six months shall have
available 16 benefit day hours each fiscal year. Eight of the 16 benefit day hours is for Cesar Chavez
Day which will remain as an unscheduled benefit day until 10 other cities in San Diego County close
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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). 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 last full pay period 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.
Section 5 - Bereavement Leave
In the event of a death in the family, regular and probationary employees shall be eligible for up to 40
hours off with pay to attend the funeral or make funeral arrangements, subject to the following
provisions:
A. The relatives designated shall include child, parent, spouse, sibling, grandparent, grandchild,
and domestic partner. It shall also include "in -law" relatives and those relationships generally
called "step ".
B. Bereavement leave is not compensable when the employee is on leave of absence, bona fide
lay off, or for days falling outside the employee's regular work period.
C. All requests for bereavement leave shall be made in writing as soon as practical but in no event
later than the first day back to work, and shall be subject to approval of the Human Resources
Manager or designee.
Section 6 - Jury Duty
Employees shall be compensated at the regular rate of pay for serving jury duty during the
employee's scheduled work hours. The duration of jury duty and hours to be compensated shall be in
accordance with City policy and the Personnel Rules.
Article 7. Payroll and Work Week
Section 1 -General
A. Regular Paydays
Regular paydays 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 prior written approval, on a case -by -case basis, by the City Manager.
B. Community Services Work Schedule
Work schedules for Community Services employees and Public Works employees in the Park
Maintenance Worker classifications will be posted every Monday by 8:00 a.m., seven days prior
to the day the schedule begins the following Monday.
Requests for vacation or compensatory time off must be received in writing by the employee's
supervisor or his /her designee two weeks or 14 days prior to posting of the employee schedule.
Leave requests will be acknowledged in writing by the department.
Employees may be called in to work other than for scheduled hours due to sick leave,
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emergency leave or unavailability of a scheduled employee. Such additional work will be paid at
straight time except as otherwise required in the MOU.
Employees whose hours are changed as the result of an error or oversight in the posted
schedule shall receive overtime pay for all hours that fall outside the originally scheduled hours.
An employee's hours cannot be changed once the schedule is posted in order to avoid payment
of additional overtime.
Section 2 - Overtime
No employee may work overtime without advance approval. Employees who do not secure prior
approval may be subject to disciplinary action pursuant to established guidelines for discipline.
Unscheduled hours worked on Sundays and Designated Holidays, as defined in Article 6, Section 3
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 in excess of eight hours in one day or 40 hours in one work week. Employees whose
regularly scheduled work hours are in excess of eight hours in one workday are only entitled to
receive overtime pay for the hours worked beyond their regularly scheduled workday or 40 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.
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.
For the purpose of computing overtime, hours of paid leave and holiday pay shall be considered as
hours worked.
Section 3 - Compensatory Time -Off (CTO)
A. CTO Accumulation and Use
The times at which an employee may take compensatory time 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. Compensatory time off, in lieu of overtime, shall be taken as one and one half
1.5) hours off for each overtime hour worked.
The maximum accumulation of compensatory time off shall be 80 hours.
1. In the event an employee accrues 80 hours of compensatory time in any one fiscal
year, the employee will be ineligible to work overtime for compensatory time off for the
remainder of that fiscal year and will only be eligible for cash compensation for
overtime worked unless the employee uses CTO and brings the accrued balance
below 80 hours.
2. Once an employee uses CTO and brings the balance below 80 hours, the employee
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may again accrue CTO hours up to 80 hours.
The department Director or designee shall determine the times at which an employee
may take CTO with due regard for the wishes of the employee and particular regard for
the needs of the City.
An employee's CTO balance will be cashed out to zero in the final pay period of the
fiscal year at the employee's then base hourly rate of pay. Said cash payment may
only occur as part of the final pay period of the fiscal year in which the compensatory
time off was accrued.
5. Upon separation from employment, an employee's CTO balance will be cashed out at
the employee's then base hourly rate of pay.
B. CTO Carryover
Employees shall have the option to request a carryover of up to 40 hours of CTO at the end of
the fiscal year. Such requests must be made in writing to the Human Resources Manager no
later than June 1 or the soonest business day thereafter. All hours over the amount approved
for carry over will be cashed out at the employee's then base hourly rate of pay.
Section 4 - Deductions
A. Dues Deduction
Upon submittal by the Union of a signed copy of an authorization card, the City agrees to deduct
the amount authorized by the employee. The City shall remit the deducted amount to the Union
as soon as possible after the deduction is made.
B. Withdrawal of Dues Deduction
Employees who wish to withdraw their membership from the Union shall do so by filing the
request in writing to the Local Union. The Union will process such a request as soon as possible
after it is received, and will also notify the City promptly to stop the dues deduction.
Section 5 - Work Hours
The City agrees to make available a flexible work schedule when possible. Work schedule and
operating conditions will be determined by the City to insure all necessary service can be maintained
without adverse impacts. Continuation of the program will be at the discretion of the City Manager. It
is understood that it may not be possible to extend this schedule to all operations of the City due to
service needs. It is understood that employees who work a 9/80 schedule shall not receive shift
differential as a result of going to a 9/80 or flex schedule.
The 9/80 work schedule shall be defined as working eight, nine -hour, days and one, eight -hour day in
a two week pay period, plus an unpaid lunch break during each work shift, totaling forty hours in each
FLSA workweek. For all employees working a 9/80 work schedule, their designated FLSA workweek
40 hours in length) shall begin exactly four hours after the start time of the employee's eight hour shift
on the day of the week that corresponds with the employee's alternating regular day off.
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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 agreement 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 medical and dental plan will be shared equally between the
City and the employee. The employee's share of the cost will be made through payroll deduction.
The parties to this Agreement agree to work with the City Insurance Committee to keep the overall
cost of future premium increases to a minimum.
Section 2 - Eve Care
The City will provide an eye care plan. The City shall pay 100 percent of the premium for the
employee 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 insurance carrier, shall be covered under a group life insurance plan for the
amount of one and one half (1.5) times base annual salary.
Section 4 - Long -term Disability Income Insurance
This employee benefit provides for the payment of a monthly income benefit payment for those
covered employees totally disabled by injury or sickness as determined by the insurer.
The benefit provided under this coverage will be 662"percent of the employee's base salary. The
insurance carrier is responsible for acceptance of the claim and calculating the exact benefit amount,
based on each individual's income status.
The insurance carrier for this coverage requires a 30 day waiting period from the first day of the
disability to the beginning of the monthly benefit payment period.
Monthly benefits are paid, with certain exceptions, as explained in the Group Insurance handbook,
until the recovery from the injury or sickness or until the employee reaches age 65.
The City pays 100percent of the premium.
An employee must first use sick leave then other accrued leave to supplement coverage under this
benefit up to, but not in excess of, 100percent of his /her base rate of pay.
Section 5 - Flexible Spending Benefits Program
The City will maintain a Flexible Benefits Program during the term of this Agreement in accordance
with applicable IRS statutes and the Affordable Health Care for America Act (AHCAA) in order to
provide employees the greatest possible tax benefit.
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Section 6 - Deferred Compensation
A 457 Plan
Effective the pay period that includes July 1, the City will provide a dollar- for - dollar match for
each employee's contributions to the 457 deferred compensation plan each fiscal year as
follows:
1. $650 effective July 1, 2015, and
2. $800 effective July 1, 2016
B. 401(a) Plan
The City will provide a 401(a) Deferred Compensation Plan. One of the City's purposes in
providing this benefit is to help employees pay for medical costs when they retire. The City will
contribute $38 per employee per full biweekly pay period to the 401(a) plan. Employees hired
on or before June 30, 2004, shall have a one -year vesting period for the 401(a) plan. For
employees hired on or after July 1, 2004, the vesting schedule will be as follows:
From date of hire until second anniversary — 0% of accumulated value
Second anniversary of employment — 20% of the accumulated value
Third anniversary of employment — 40% of the accumulated value
Fourth anniversary of employment —60% of the accumulated value
Fifth anniversary of employment — 80% of the accumulated value
Sixth anniversary of employment — 100% of the accumulated value
Section 7 — Employee Benefits Review
The City and Bargaining Unit agree to establish a joint committee with up to four Bargaining Unit
representatives to evaluate employee benefits, including the proposed elimination of the Anthem Blue
Cross Point of Service (POS) Plan. The committee will hold at least two meetings prior to the start of
the 2016 and 2017 Plan Years as follows:
1. The 2016 Plan Year review will review and confirm the healthcare conditions facing the City
e.g., rising costs, ACA provisions); review Plan alternatives available to reduce both City and
employee healthcare costs, and identify near -term Plan modifications for possible
implementation with the 2016 Plan Year. It is not anticipated the POS Plan would be
eliminated at this time.
a. August 2015 — Review Strategic Planning Report (State of the Market, ACA,
Benchmarking)
b. September 2015 — Review Marketing Analysis (Renewal Rates, Plan Alternatives)
2. The 2017 Plan Year review will review and re- confirm the healthcare conditions facing the
City; review Plan alternatives available to further reduce both City and employee healthcare
costs; and identify a long -term Plan alternative for implementation with the 2017 Plan Year.
Although it is anticipated the POS Plan would be eliminated at this time, changes in market
conditions and /or ACA requirements may allow for possible continuation.
a August 2016 — Review Strategic Planning Report
b September 2016 — Review Marketing Analysis
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Section 8 — Computer Loan Program (Employee Computer Purchase Program Policy &
Procedures)
Any regular City employee who has completed his /her initial probationary period is eligible to apply for
a loan under the City's Computer Program. Participants must agree to comply with the requirements
and provisions of the Program. Participants will be eligible to make an initial computer purchase or
upgrade their existing computer system through this program.
Maximum loan amounts are established based upon the type of computer system being purchased,
per the City's policy.
Article 9. Special Pay
Section 1 - Tuition Reimbursement
A. The actual cost paid for tuition, books and required technical supplies and equipment, to a
maximum of $1,500 per fiscal year per employee, will be refunded to all regular City employees
for professional and technical courses in accredited educational institutions provided that:
1. The employee has received at least a satisfactory 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 submits a Request for Tuition Reimbursement form to the department
Director and Human Resources within three weeks after the beginning of the course. The
form shall be accompanied by a description of the course provided by the education
institution (e.g., course catalog description), which describes the course content; and
4. Before receiving reimbursement the employee shall furnish proof of payment and evidence
that he /she has completed the course with:
a. A grade of "C" or better in undergraduate work or a grade of "B" in graduate work. A
grade of "C" or better will be accepted for graduate work from institutions where an
average grade of "C" is acceptable for graduation, or
b. A "pass" or "credit" for those classes where a pass/fail or credit/no credit grading
system is used.
Regular City employees may also request reimbursement for actual cost paid for tuition, books
and required technical supplies and equipment, to a maximum of $1,500 per fiscal year per
employee, for courses that result in the issuance of Continuing Education Units (CEUs) or
Continuing Education contact hours required for certification renewal, so long as:
1. The employee has received at least a satisfactory 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 submits the Request for Tuition Reimbursement to the department Director
and Human Resources prior to the course. The employee shall include with the Request a
description of the course from the provider offering the course, demonstrating that the
course is acceptable for continuing education contact hours. Failure to obtain preapproval
risks that the course is deemed ineligible and the employee cannot be reimbursed, and
4. Prior to receiving reimbursement, the employee shall furnish proof of payment, evidence
that he /she has completed the course and verification or proof that all eligible CEUs or
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contact hours were earned and awarded for the course.
Section 2 - Uniforms and Equipment
The City will provide and maintain all uniforms that are required by the City for Community Services
lake /park and recreation employees, and Public Works employees as follows:
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 wear 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 $200 each fiscal year, on an as- needed basis as
determined by the division manager. Employees may purchase more than one pair of safety
shoes each fiscal year, as needed, within the annual $200 maximum.
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.
B. Uniforms - General
The City will provide eleven sets of uniforms for those employees required to wear uniforms,
except Community Services employees. City- provided uniforms shall mean any combination of
pants or shorts and uniformed shirts or tee shirts totaling eleven sets. One set of City- provided
uniforms shall mean one pair of pants or shorts, and one uniformed shirt or tee shirt. Six
additional t -shirts shall be provided for those employees actively participating in the Standby
Emergency Response Technician (ERT) pool.
Employees may elect to wear City- approved summer attire. The department Director shall
determine the type and standards of maintenance for summer attire.
City will replace tee shirts on a one - for -one basis as needed and determined by the appropriate
division manager.
City shall determine maintenance standards for uniforms and equipment. Employees will be
required to maintain these standards.
C. Uniforms — Community Services Employees
The City will provide shirts and one jacket for those employees required to wear uniforms.
Employees may elect to wear City approved shorts during the summer. All summer attire must
be City approved.
Community Services shall provide all employees with new uniform shirts, which shall be
replaced on an as- needed basis. It is the employee's responsibility to replace lost or stolen
jackets. The City will replace worn -out jackets.
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D. Uniforms - Park Rangers
The City will provide Park Rangers and the Recreation Coordinator assigned to interpretive services
uniforms upon hire and replace /repair such items as needed and as determined by the division
manager. Uniforms will be purchased directly, not rented through a service. Uniform detail is as
follows
1. Full -time (5 days per week employee):
Uniform shirts: 7
Uniform pants: 7
Hats: 3
Jacket: 1
Uniform polo: 3
2. Part-time (3 days per week employee):
Uniform shirts: 5
Uniform pants: 5
Hats: 2
Jacket:1
Uniform polo: 2
These employees will still receive a Safety Shoe allowance. In addition to the uniforms, City will
provide nametags, patches, and badges as required for these classifications.
E. Jackets
Public Works employees generally assigned to fieldwork shall receive one jacket per fiscal
year on an as needed basis as determined by the division manager.
F. Uniform allowance as defined by the California Public Employees Retirement System
CaIPERS) is a form of "compensation" for "classic' CaIPERS members for CaIPERS purposes
only. As such, any uniform allowance or the value of uniforms provided by the City will be
reported to CaIPERS as part of the employee's annual gross income for purposes of computing
the employee's and City's CaIPERS contribution. Under the California Public Employees'
Pension Reform Act (PEPRA), a uniform allowance or the value of uniforms is not considered
pensionable compensation for "new members" of CaIPERS.
Section 3 -Meal Reimbursement
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 $12, if a meal is not otherwise provided. For
purposes of determining consecutive hours worked, meal and rest periods will be considered hours
worked.
Section 4 - Travel Expenses
A. Prior approval of the department Director and final approval of the City Manager shall be
required prior to reimbursement for travel expenses.
B. Employees using their own vehicle on approved City business travel will be reimbursed at the
W-1
approved IRS reimbursement rate.
C. Employees on approved official business away from the City will be reimbursed for actual and
necessary expenses incurred in accordance with the City's Travel and Meeting Reimbursement
policy.
D. In order to be reimbursed, employees must include original receipts for all expenses with the
reimbursement claim form.
E Advances of travel expenses may be allowed at the sole discretion of the City Manager.
Section 5 - On -Call Time
A Field Forces
1. On -call time shall be governed by the Public Works on -call procedures.
2. The City shall maintain a list of eligible Public Works field personnel who have agreed to
stand by for callback (Standby) as required.
3. The call -out list shall consist of qualified employees as determined by the Director of Public
Works.
4. Each employee shall be paid $350 for each seven -day Standby period served.
5. The Standby employee will receive an additional $100 for each Designated Holiday (as
defined in Article 6, Section 3 of this MOU) that falls within the Standby period for which they
stand by for callback. This additional compensation shall be awarded for the Designated
Holiday, not the day observed, for those holidays falling on a Saturday or Sunday.
6. In the event a Designated Holiday falls on the last day of a Standby period (e.g., Standby
period ends on a Wednesday which is a Designated Holiday), the employee will remain on
Standby until the following day and shall be compensated an additional $50 (117t' of pay for
full Standby period) for the additional day of Standby.
7. Substitution by another member of the Standby duty list is allowed if the scheduled Standby
employee cannot respond because of special circumstances. In the event of a substitution
for Standby duty, the substituting employee must perform Standby for a minimum of one 24-
hour period. The substituting employee will be compensated $50 for each day served The
total amount paid to the substituting employee(s) will be offset against and reduce the
Standby compensation paid to the regular Standby employee.
8. List members shall meet the following qualifications:
a. Must reside within a community that allows a reasonable response time to an
emergency, as determined by the Director of Public Works.
b. Must be approved by the appropriate division manager with the concurrence of the
department Director.
9. The Standby person will be on call from the end of the scheduled work day to the scheduled
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start of the next workday. During weekends, from the end of the workweek to the beginning
of the next work day, and the 24 hours of a Designated Holiday.
10. A two -hour minimum will be paid for each call -out.
a. Time starts for the call -out when the Standby person receives the call from the
Filtration Plant.
b. Time stops and call -out is complete when the Standby person notifies the Filtration
Plant that the call is completed.
C. An employee who is contacted while serving a call -out (as defined above) and is
called to another site for additional duties shall not be compensated for a second or
subsequent call -out for this assignment. However. K the employee has left the work
site, or sites, is actually returning, or 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 will be paid at one and one -half (1.5) times the
hourly rate of pay.
e. Sunday and holiday call -out time will be paid at double the hourly rate of pay.
Holidays will be rotated equally among those persons on the list inasmuch as
possible.
f. When in a Standby status and required to respond to a trouble call through telephone
action, Standby personnel will be compensated for telephone time in 15- minute
increments on an overtime basis.
11. It is agreed that the On -Call procedure is subject to revision by the Director of Public Works,
following consultation with representatives of the Bargaining Unit. It is understood that this
Section does not allow for a reduction in Standby compensation.
B. Operational Conditions
1. The Standby person will carry a City cell phone when away from his /her listed contact
phone number.
2. The Standby person cannot engage in any activity that would impair judgment or prohibit a
response while on Standby
3. Calls to the Standby person will be placed by the Treatment Plant Operator.
a. Treatment Plant Operator will screen calls to determine need to contact Standby
person.
b. Upon being contacted by the Treatment Plant Operator, the Standby person is
responsible to determine the course of action.
c. Should the Standby person fail to respond to a call, (s)he forfeits Standby pay for that
day.
d. The Treatment Plant Operator stands by to assist, when possible, in contacting
additional employees when needed.
e- Should the Standby person need assistance, the Treatment Plant Operator will first
attempt to call list members in sequential order. When the assistance requires
specialized personnel who are better qualified to perform a specific task, the Treatment
Plant Operator may call back the first person(s) from the list qualified to perform the
specific task.
f. Upon call completion, the Standby person will advise the Treatment Plant Operator of
the action taken so that it can be properly logged.
4. During a serious emergency, such as a water main break, the Standby person will stand by
to assist the crew in making repairs, but will remain flexible in case of other call -outs during
this time.
Employees who are assigned Standby duty may request the use of a City truck, subject to
department Director approval. The City truck shall be available to the employee during
Standby for use as is necessary to ensure that the employee is readily available for call out.
However, the employee should use discretion and common 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. Further, the employee must ensure any
personal use is consistent with City policy.
C. Filtration Plant
1. The City shall maintain a list of eligible Public Works personnel who have agreed to stand by
for callback as required.
2. The call -out list shall consist of qualified employees as determined by the Director of Public
Works.
3. Each employee shall be paid $350 for each seven -day Standby period.
4. The Standby employee will receive an additional $100 for each Designated Holiday (as
defined in Article 6, Section 3 of this MOU) that falls within the Standby period for which they
stand by for callback. This additional compensation shall be awarded for the Designated
Holiday, not the day observed.. for those holidays falling on a Saturday or Sunday,
5. In the event a Designated Holiday falls on the last day of a Standby period (e.g.. Standby
period ends on a Wednesday which is a Designated Holiday), the employee will remain on
Standby until the following day and shall be compensated an additional $50 (1/7'" of pay for
full Standby period) for the additional day of Standby.
6. Substitution by another member of the Standby duty list is allowed if the scheduled Standby
employee cannot respond because of special circumstances. In the event of a substitution
for Standby duty, the substituting employee must perform Standby for a minimum of one 24-
hour period. The substituting employee will be compensated $50 for each day served. The
total amount paid to the substituting employee(s) will be offset against and reduce the
Standby compensation paid to the regular Standby employee.
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7. List members shall meet the following qualifications:
a. Must reside within a community that allows a reasonable response time to an
emergency, as determined by the Director of Public Works.
b. Must be rated as a Utility Systems Mechanic, Utility Systems Technician, or Senior
Utilities Systems Technician, and approved by the appropriate division manager with
the concurrence of the department Director. Once an employee leaves a position in
these class series, all rights to on -call time are forfeited.
8. The Standby roster will be scheduled as follows with the participation of list members:
a. Scheduled quarterly with the Director of Public Works or designee.
b. Order of names to be maintained as consistent as practical.
C. Names to be rotated progressively up the list weekly from the bottom position on up
to the top Position 1.
d. The member in Position 1 will be the Standby person on call.
e. List members may substitute positions temporarily among themselves to allow for
special circumstances as stated in this section.
9. The Standby person will be on call from the end of the scheduled workday to the scheduled
start of the next work day. During weekends from the end of the workweek to the beginning
of the next workday, and the 24 hours of a Designated holiday.
10. Employees who are assigned Standby duty may request the use of a City truck, subject to
department Director approval. The City truck shall be available to the employee during
standby for use as is necessary to ensure that the employee is readily available for call out.
However, the employee should use discretion and common 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. Further, the employee must ensure any
personal use is consistent with City policy.
11. A two -hour minimum will be paid for each call -out.
a. Time starts for the call -out when the Standby person receives the call from the
Filtration Plant.
b. Time stops and call -out is complete when the Standby person notifies the Filtration
Plant that the call is completed.
C. An employee who is contacted while serving a call -out (as defined above) and is
called to another site for additional duties shall not be compensated for a second or
subsequent call -out for this assignment. However, if the employee has left the work
site, or sites, is actually returning, or 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.
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d. Weekday and Saturday call -out time will be paid at one and one -half (1.5) times the
hourly rate of pay.
i. Sunday and holiday call -out time will be paid at double the hourly rate of pay.
Holidays will be rotated equally among those persons on the list inasmuch as
possible.
ii. When in a Standby status and required to respond to a trouble call through
telephone action, Standby personnel will be compensated for telephone time in
15- minute increments on an overtime basis.
12. It is agreed that the On -Call procedure is subject to revision by the Director of Public
Works, following consultation with representatives of the Union. It is understood that this
Section does not allow for a reduction in Standby compensation.
D. Operational Conditions
1. The Standby person will carry a City cell phone when away from his /her listed contact
phone number.
2. Calls to the Standby person will be placed by the Treatment Plant Operator.
a. Treatment Plant Operator will screen calls to determine need to contact Standby
person.
b. Upon being contacted by the Treatment Plant Operator, the Standby person is
responsible to determine the course of action.
C. Should the Standby person fail to respond to a call, (s)he forfeits Standby pay for that
day.
d. The Treatment Plant Operator stands by to assist, when possible, in contacting
additional employees when needed.
e. Should the Standby person need assistance, the Treatment Plant Operator will first
attempt to call list members in sequential order. When the assistance requires
specialized personnel who are better qualified to perform a specific task, the
Treatment Plant Operator may call back the first person(s) from the list qualified to
perform the specific task.
f. Upon call completion, the Standby person will advise the Treatment Plant Operator of
the action taken so that it can be properly logged.
Section 6 - 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 shift shall receive shift differential while working from 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.
PSI
B. Public Works Employees
Public Works employees in the Park Maintenance Worker classification who are assigned a
work schedule beginning at or after 11:30 a.m. which requires them to work a shift that ends
between the hours of 3:30 p.m. and 5:00 a.m. shall be entitled to shift differential pay of
0.70 /hour in addition to their regular hourly rate of pay regardless of when the employee's meal
period is scheduled. However, if the meal period is scheduled outside these hours, the
employee will be paid shift differential only for the hours actually worked.
Public Works employees who are required to work an evening schedule outside of their normal
work schedule shall receive shift differential pay of $0.70 per hour only when the employee does
not qualify to receive overtime for working during the normal work schedule on the following day.
C. Community Services Employees
Community Services employees in the Park Ranger and Senior Dock Attendant classifications
who are assigned a work schedule beginning at or after 11:30 am which requires them to work a
shift that ends between 3:30 p.m. and 5:00 a.m. shall be entitled to shift differential pay of
0.70 /hour in addition to their regular hourly rate of pay regardless of when the employee's meal
period is scheduled. However, if the meal period is scheduled outside these hours, the
employee will be paid shift differential only for the hours actually worked.
D. General
Employees scheduled to work during the general office hours of 7:30 a.m. to 5:30 p.m. will not
receive shift differential pay for hours worked between 3:30 p.m. and 5:30 p.m.
Section 7 - Callback Time
Employees called back 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 hours at the appropriate overtime
rate.
Employees who respond to an after -hours trouble call through telephone action will be compensated
for telephone time in 15- minute increments.
Section 8 - HVAC Certification Pay
Employee(s) in the classifications of Facilities Technician and /or Facilities Maintenance Crew Leader
may be assigned to perform HVAC- related duties, subject to certification in TAC Vista Operations.
Employee(s) assigned to the HVAC - related duties and who receive the TAC Vista Operations
certification shall receive a salary differential of 10% above their salary range and step.
The number of positions selected for this assignment shall be at the sole discretion of the Director of
Public Works.. subject to City Manager approval, in accordance with the needs of the City.
Section 9 — Bilingual Pay
The City agrees to study bilingual pay (organization need, eligibility, compensation, certification, etc.)
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and develop a recommendation by June 2016.
Article 10. Service
Section 1 - Probation
All appointments, including promotional appointments, shall be for a probationary 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 which he /she has been
promoted shall be reinstated to a position in the class from which he /she was promoted unless he /she
is discharged for cause from the City.
A supervisor may, with concurrence of the department Director, require an extension of an initial
probationary period, upon a less than satisfactory performance evaluation.
On recommendation of his /her supervisor and with the concurrence of the department Director, a non -
probationary employee may be placed on special probation. An employee placed on special
probation has the right of direct appeal to the City Manager. If the employee intends to appeal,
he /she must inform the City Manager of that intention within 10 calendar days from the date the
employee is placed on special probation.
Section 2 - Safety
The unit adopts the following by reference:
A. The City has a Central Safety Committee with representatives from all units.
B. The City has an Injury & Illness Prevention Policy (IIPP).
C. The City and all employees shall comply with any applicable Federal and State laws.
D. The City and all employees shall comply with any policy and /or procedure that may from time to
time be promulgated by the City Manager.
Section 3 - Temoorary Assianment to a Higher Level Vacancv
A. Out -of -Class Assignment
An out -of -class assignment is a temporary assignment of a regular employee to an authorized
classification at a higher level of pay that requires the employee to perform the full range of
duties of the higher classification. Employees who perform the full range of duties of a higher
level position for 80 or more consecutive working hours, in which there is no appointed
incumbent or in which the incumbent is on paid or unpaid leave, shall be compensated at the A
step rate of pay for the higher level position. Payment shall be retroactive to the first day of such
services. The full range of duties of the higher -level position shall be specifically assigned in
writing via the Out -of -Class Assignment form and signed by the department Director or his /her
designee. Under no circumstances shall the rate of compensation be less than five percent
above the employee's current rate of pay.
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Once the initial out -of -class terminates, the 80 hour consecutive work hour elimination period will
be waived for any additional out -of -class assignments that occur within the calendar year,
provided that the employee is working in the same out -of -class classification regardless of work
area assignment.
Service in an out -of -class assignment shall not alter an employee's performance evaluation
date.
B. Partial Responsibility
An employee specifically assigned to perform a portion of the duties of the higher level position
for 80 or more consecutive working hours, shall receive additional compensation of five percent
above the employee's current rate of pay. The assignment shall be specifically assigned in
writing via the Out -of -Class Assignment form and signed by the department Director or his /her
designee.
C. Special Pays and Allowances during Temporary Assignment
An employee will continue to receive special pays and allowances provided under the
employee's regular permanent assignment during any temporary assignment.
D. Consecutive Hours Worked
For purposes of determining the period of 80 consecutive work hours, paid holidays, vacation,
and sick leave will apply toward hours worked.
E. Conclusion of Assignment
At the conclusion of such an assignment, the employee shall be restored to his /her former
classification regardless of the time involved.
F. Nature of Assignment
This provision shall not be applicable to bona fide education, training and development, job
enlargement or enrichment. The employee will be notified in advance as to the nature of the
assignment.
Section 4 - Meal and Rest Periods
Meal periods and rest periods will be permitted at scheduled intervals, and insofar as practicable and
consistent with operational interests.
An employee shall be notified whether a meal period is considered an on -duty meal period or an off
duty meal period, and employees having on -duty meal periods shall be compensated for the meal
period as hours worked.
Section 5 - Transfers
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.
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Section 6 - Reassinment
If a reassignment within the unit would result in an employee being reassigned to a class having a
higher salary range, the City will fill the position through a recruitment process.
Section 7 - Layoff and Reemployment
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. The City agrees to meet with the Union 30 days
prior to the issuance of any layoff notice for the purpose of conferring over the impact and
implementation of said layoff and to discuss alternatives and options. However, the City Manager
shall retain the final decision with respect to the classification and numbers of employees to be laid
Off.
Whenever it becomes necessary to reduce the number of employees in any classification, all persons
to be laid off shall be given at least 10 calendar day's prior notice, and the order of layoff shall be as
follows:
A. In order of seniority, the employee with the shortest service in total City service in the affected
classification shall be laid off first.
B. In the event of two or more employees having identical total City service seniority, the order of
layoff will be determined by length of continuous service in the affected classification.
C. Whenever two or more employees have identical service in the affected classification, the order
of layoff shall be determined by the City Manager on the basis of performance.
D. Employees to be laid off in a particular classification have the right to demote to a lower
classification to a position previously held with the City for which the employee meets the
minimum qualifications, is capable of performing the essential functions of the position, and has
City seniority over other employees in the lower classification. This will also apply to employees
to be laid off in a particular classification who have demoted from a higher classification due to
non - disciplinary reasons. Such employees shall be placed on the seniority list for the higher
classification provided they still meet the minimum qualifications, are capable of performing the
essential functions of the position, and have City seniority over other employees in the higher
classification.
The name of each laid -off employee shall be placed on a reemployment list for a period of 12
months in reverse order of layoff. Employees who are laid off who have received two out of
three consecutive annual performance evaluations that are rated below standards or needs
improvement will be placed at the bottom of the reemployment list in reverse order of layoff.
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For the purpose of this section, this additional condition will apply. Those employees who held
the title of Construction Maintenance Worker I, II, or Lead Construction Maintenance Worker
before July 1, 2001, shall be entitled to utilize the bumping rights in this section for the following
classifications:
Water Utilities Worker I, ll, and Water Utilities Crew Leader; and
Wastewater Utilities Worker I, II, and Wastewater Utilities Crew Leader.
In order to qualify to utilize these bumping rights, an eligible employee must possess the
appropriate certification(s) required for the classification, be able to demonstrate a satisfactory
skill level for the classification, and be able to perform the essential functions of the job. The
Human Resources Manager shall determined the employee meets these requirements.
Section 8 - Resionations
An employee wishing to resign in good standing shall file a written resignation with the department
Director stating the effective date and reasons for resignation at least two weeks prior to the effective
date of resignation.
The City will pay an employee for all hours worked on the next regular payday after resignation, 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 consideration for rehire if
a position is available and the employee has participated in the position's recruitment process.
Decision to rehire is at the discretion of the City, and the employee will not reestablish rights and /or
benefrts lost at the time of resignation.
An employee with at least five years' service, who resigns in good standing and is reemployed within
a two 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 rf there had been no
break in service.
Article 11. Grievance
Section 1 — Purpose
A. To promote improved employer - employee relationships by establishing procedures for appealing
management actions.
B. To afford employees individually or through the Bargaining Unit Representatives a systematic
means of obtaining further consideration of problems after every reasonable effort has failed to
resolve them through discussion.
C. To provide that grievances shall be settled as near as practicable to the point of origin.
Section 2 - Scope
A grievance shall be considered as any matter for which 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.
B. A dispute about the practical consequences of a City decision on wages, hours and other terms
and conditions of employment.
C. A decision affecting the employment of any permanent or probationary employee over which the
department Director has partial or complete jurisdiction.
Section 3 - Procedure
A. Informal Grievance Procedure
An employee who has a problem or complaint should first try to get it settled through discussion
with his /her immediate supervisor without undue delay. If this discussion does not satisfactorily
resolve the problem, the employee may discuss it with the supervisor's immediate superior.
Every effort should be made to find an acceptable solution by informal means at the lowest
appropriate level of supervision. If the employee is not in agreement with the decision reached
by discussion, he /she shall then have the right to file a formal grievance in writing within five
calendar days after receiving the informal decision of his immediate superior.
B. Formal Grievance Procedure
1. First Level of Review: A grievance shall be presented in writing to the employee's
immediate supervisor, who shall render a decision and comments in writing and return
them to the employee within five calendar days after receiving the grievance. If the
employee does not agree with his/her supervisor's decision, or if no answer has been
received within five calendar days, the employee may present the appeal in writing to
his /her department Director.
2. Second Level of Review: The department Director receiving the grievance, or his /her
designated representative, should discuss the grievance with the employee, his /her
representative, if any, and with other appropriate persons. The department Director shall
render his /her decision and comments in writing, and return them to the employee within
five calendar days after receiving the appeal If the employee does not agree with the
decision reached, or if no answer has been received within five calendar days, he /she may
present the appeal in writing to the City Manager.
3. Third Level of Review: The City Manager receiving the grievance, or his /her designated
representative, should discuss the grievance with the employee, his /her representative, if
any, and with other appropriate persons. The City Manager may designate any person or
persons to advise him /her concerning the appeal. The City Manager shall render his /her
decision and comments in writing, and return them to the employee within 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 15 working days, he /she may present the appeal in
writing to 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.
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Section 4 - Conduct of Grievance Procedure
A. Day as used in this procedure means calendar day, unless specified to the contrary.
The time limits specified in this procedure may be extended at any level of review to a definite
date by mutual agreement of the employee and the reviewer concerned.
C. The employee may request the assistance of another person of his /her own choosing in
preparing and presenting his /her appeal at any level of review.
D. The employee and his /her representative may be privileged to use a reasonable amount of work
time as determined by the City Manager in conferring about and presenting the appeal.
E. Failure of the employee to take further action within the specified time limits at each level of
review, or within five days if no decision is rendered, shall constitute withdrawal of the grievance.
Employees shall be assured freedom from reprisal for using the grievance procedure.
Article 12. Retirement and Social Security
The City will provide retirement benefits through the California Public Employees' Retirement System
CalPERS). The City does not participate in the Social Security System, except as required by law.
The use of the terms "classic member" and "new member' shall be as defined in the California Public
Employees' Pension Reform Act of 2013 (PEPRA) and those rules and regulations adopted by
CalPERS to implement PEPRA.
Classic members" are those members who entered into membership with a retirement system on or
before December 31, 2012 who do not meet the definition of "new member" in Government Code
section 7522.04(f).
A "new member" is defined in Government Code section 7522.04(f) as any of the following:
1. An individual who becomes a member of any public retirement system for the first time
on or after January 1, 2013, and who was not a member of any other public retirement
system prior to that date; or
2. An individual who becomes a member of a public retirement system for the first time
on or after January 1, 2013, and who was a member of another public retirement
system prior to that date, but who was not subject to reciprocity under subdivision (c)
of Govt. Code 7522.02, or
3. An individual who was an active member in a retirement system and who, after a
break in service of more than six months, returned to active membership in that
system with a new employer.
For those employees hired on or before December 31, 2011 and considered "classic members"
as defined above:
Effective pay period beginning July 11, 2011, each employee in this unit will contribute seven percent
7 %) of his /her PERSable salary (excluding overtime) on a pre -tax basis towards the "member
contribution" portion of their CalPERS retirement account.
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The City will provide under its contract with CalPERS the following provisions:
1. The Indexed Level 1959 Survivors Benefits;
2. The retirement benefit of 2 % -at -55 formula, and
3. The One Year Final Compensation option.
Upon retirement from the City of Poway following at least 20 years of service, the City also provides a
supplemental PARS administered benefit applied to Poway and all prior CalPERS service with
previous public agencies. When combined with CaIPERS, this is the equivalent of the 2.7% @ 55
formula total retirement benefit.
For employees hired after December 31. 2011 and considered "classic members" as defined
above:
The City amended its contract with CalPERS to create a second -tier retirement plan effective January
1, 2012. The second -tier will apply to those employees hired after December 31, 2011 and
considered "classic members." The second -tier provides:
1. The retirement benefit of 2 % -at -60 formula;
2. The Indexed Level 1959 Survivors Benefits; and
3. Average of three highest years' compensation.
An employee in the second -tier will contribute seven percent (7 %) of his /her PERSable salary
excluding overtime) on a pretax basis towards the "member contribution" portion of their CalPERS
retirement account.
Regular full -time employees hired after January 9, 2012 are not eligible for a supplemental PARS
benefit.
For employees hired on or after January 1, 2013 and considered "new members" as defined
above:
City will provide under its contract with CaIPERS:
1. The retirement benefit of 2 % -at -62 formula, and
2. Average of three highest years' compensation, and
3. No employer paid member contribution (EPMC)
Employees considered "new members" shall pay 50% of the "normal cost" (as determined by
CalPERS annually) on a pre -tax basis.
Article 13. Personnel Rules
All other employee rights, privileges, and benefits are included in the Personnel Rules of the City of
Poway.
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Article 14. Job Actions
The Union 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 15. Americans with Disabilities Act Amended
The City and the bargaining unit agree that they are subject to and must conform to the Americans
with Disabilities Act Amended (ADAA).
Article 16. Classification and Compensation Study
1. The City will include funding for a comprehensive classification and compensation study in
the FY 2015 - 16/2016 -17 budget,
2. The City will issue an RFP in FY 2015 -16, to include professional services that will identify
and recommend the appropriate:
a.Benchmark classification (s) within the Water Utility and Wastewater Utility job
families,
b.lnternal alignments for remaining (non - benchmarked) Water Utility and Wastewater
Utility classifications, and
c.Comparator agencies, reflecting those cities and special districts that perform
similar Water and Wastewater Utility functions.
3. The City will seek Council support to consider special districts, in some circumstances,
when the City initiates the Classification and Compensation study.
4. The City will include two Bargaining Unit representatives on the City interview team, to
conduct consultant selection interviews. These two representatives will have an
opportunity to review the RFP prior to issue.
5. The City will endeavor to complete the classification and compensation study by Winter
201612017, in time for the next biennium budget cycle (FY 2017 - 18/2018 -19).
Article 17. Posting of Agreement
A copy of this Agreement will be posted on the City's intranet and internet for employee access. The
Agreement will be provided to new hires at the Human Resources orientation.
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PART II. PART -TIME EMPLOYEES
Article 1. General
Section 1 - Purpose
Part II of this Agreement recognizes the Bargaining Unit Representatives as the majority
representative of all part-time, regular, non - management and non - confidential employees of the City,
excluding the safety personnel, and represents the unit for the matters within the scope of meet and
confer, and the Bargaining Unit Representatives accept the duty of fair representation in meet and
confer and under this Agreement.
All Sections (1 through 3) of Part I of this Agreement shall apply to all regular part-time employees.
Article 2. Severability and Savings
All of Article 2, Part I, of this Agreement shall apply to all regular part-time employees.
Article 3. Sympathy Action
All of Article 3, Part I, of this Agreement shall apply to all regular part-time employees
Article 4. Duration of Agreement
This entire Agreement shall commence at 12:00 a.m. on July 1, 2015 and terminate at 11:59 p.m. on
June 30, 2017.
At the expiration of this Agreement, in whole or in part and 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, provided, however, that it has been agreed that the new agreement will
be retroactive to the expiration of this Agreement.
Article 5. Wages
Wages shall increase by two percent (2 %) effective the beginning of the pay period which includes
July 1, 2015.
Wages shall increase by two and one half percent (2.5 %) effective the beginning of the pay period
which includes July 1, 2016.
The position classifications are established at the salary ranges indicated in Part I, Article 5 of this
Agreement.
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Article 6. 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, as follows:
Years of Continuous
Employment
2 through 5 years
After 5 years
After 10 years
After 15 years
Vacation Leave Accrual
1.846 hours per pay period
2.308 hours per pay period
2.769 hours per pay period
3.231 hours per pay period
2. Part-time (three quarter -time) employees in the unit shall be eligible to receive vacation leave
accrual after 18 months of employment, as follows:
Years of Continuous
Employment
18 months through 5 years
After 5 years
After 10 years
After 15 years
B. Vacation Leave Accrual
Vacation Leave Accrual
2.77 hours per pay period
3.46 hours per pay period
4.15 hours per pay period
4.85 hours per pay period
Vacation time can be accumulated to a maximum of 200% of one year's eligibility. When an
employee's vacation leave accrual reaches the maximum level, the employee will stop accruing
additional vacation leave until such time as the employee uses vacation leave below the
maximum level. At that time, the employee will begin accruing additional leave from that point
forward.
Employees who have reached maximum accrual can request a review by their department
Director in the event a vacation request is denied. The department Director shall be the final
level of appeal. The Director shall not unreasonably withhold approval.
C. Use of Vacation Time
The times at which an employee may take vacation 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.
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In the event one or more holidays fall within a vacation leave period, the holidays shall not be
charged as vacation leave, and the vacation leave shall be extended accordingly
An employee may elect to use accrued vacation for scheduled medical or dental appointments,
evaluations, treatments, or associated activities.
l Payout of Vacation Leave
Employees who terminate employment shall be paid in a lump sum for all accrued vacation
leave earned prior to the effective date of termination.
Section 2 - Sick Leave
A. Sick Leave Use
Regular part-time and three quarter -time employees may use paid sick leave for the following
qualifying reasons:
For their own illness or injury.
For the employee's own diagnosis, care, or treatment of an existing health condition, or
preventative care, including medical and dental appointments.
For the diagnosis, care, or treatment of an existing health condition or preventative care for
an employee's family member, including: parent, parent -in -law, child, spouse, domestic
partner, grandparent, grandchild, or sibling.
c In accordance with California Kin Care Law, regular part-time employees may use
available Family Sick Leave (FSL) to care for a family member. If FSL is
exhausted, employees must use other available accrued leave (e.g., vacation).
To obtain relief or services related to being the victim of domestic violence, sexual assault,
or stalking, including the following, with appropriate certification of the need for such
services:
A temporary restraining order or restraining order.
Other injunctive relief to help ensure the health, safety or welfare of themselves or
their children.
To seek medical attention for injuries caused by domestic violence, sexual assault,
or stalking.
To obtain services from a domestic violence shelter, program, or rape crisis center
as the result of an act of domestic violence, sexual assault, or stalking.
To obtain psychological counseling related to an experience of domestic violence,
sexual assault, or stalking.
To participate in safety planning and other actions to increase safety from future
domestic violence, sexual assault, or stalking, including temporary of permanent
relocation.
B. Sick Leave Accrual
Regular part-time employees accrue paid sick leave at a rate of 2.77 hours for 3/4 -time and 1.85
hours for 1/2 -time employees for each biweekly pay period of active service.
Accumulation of sick leave shall be unlimited.
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C
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E.
Notification
In order to receive compensation while absent on sick leave, the employee shall provide
notification to his /her department in the manner established by the department Director prior to
or within two (2) hours after the time set for the beginning of his /her work shift.
An employee who is required to open facilities for the public or who is required to arrive to work
and relieve another single employee on duty shall call in within one hour pflZ to the beginning of
the work shift.
Absent extenuating circumstances, failure to fulfill notification requirements will cause such time
off to be considered leave of absence without pay.
Certification by the employee's physician may be required in order to receive compensation for
sick leave over three (3) working days at one time if an abuse of sick leave is suspected or if an
unusual pattern of use has been documented and the employee has been formally counseled
regarding the pattern. This requirement is at the discretion of the department Director with
approval from the Administrative Services Director.
In the event an employee does not have a sufficient amount of accumulated sick leave to
receive full compensation while absent due to illness, other accumulated leaves must be used
before the employee goes to a leave without pay status. Leave without pay may only be granted
in accordance with the Personnel Rules.
Worker's Compensation Illness or Injury
Sick leave shall be used for on -duty hours used for medical evaluations, treatments, or other
medical related activities associated with a worker's compensation illness or injury. If the
employee's sick leave balance is exhausted,
be used in its place.
Family Sick Leave
another paid leave (e.g., vacation, comp. time) will
A regular part-time employee may use one half of their accrued annual sick leave each fiscal
year to care for a parent, parent in -law, child, spouse, domestic partner, grandparent, grandchild
or sibling. Employee must notify his /her supervisor in advance if possible when such leave is
being taken and so note in the comments section of his /her time card and Leave Request, if
done in advance. An employee cannot use personal sick leave in place of Family Sick Leave
and must use other accrued leave when Family Sick Leave is exhausted.
Annual Conversion of Sick Leave
In the last full pay period of the fiscal year, a regular part-time employee must convert sick leave
to cash under the following conditions:
1. After conversion, employee must have a minimum balance of 168 hours of sick leave.
The regular part-time employee has used 24 hours or less of sick leave for' /. -time and 16
hours or less of sick leave for 1/2-time in the immediately preceding 12 months.
A regular part-time employee must convert 50% of the annual sick leave accrual, less sick
leave used in the immediately preceding 12 months, up to a maximum of 40 hours. Sick
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leave used includes use of family sick leave.
Example: employee used 8 hours in preceding 12 months
48 hours of annual accrual x 50% = 24 hours
24 hours - 8 hours used = 16 hours converted to cash
G. Retirement Health Savings Plan (RHSP)
1. Regular part-time employees that satisfy the provisions contained in Article 6, Section 2.F.
must contribute 50% of their annual sick leave conversion to a Retirement Health Savings
Plan account as a cash deposit (e.g., an employee that is eligible to convert 40 hours of
sick leave will receive the equivalent of 20 hours in cash and the equivalent of 20 hours will
be contributed to their Retirement Health Savings Plan account as a cash deposit).
2. The annual RHSP contribution shall take place in the last full pay period of the Fiscal Year.
3. Any fees related to the RHSP will be paid by employees
4. In the event of an employee's death, if the employee is a participant in the RHSP and does
not have a surviving spouse or surviving IRS qualified dependents, the employee's
Retirement Health Savings account balance shall remain in the trust (i.e., RHSP) to be
allocated among all RHSP Non -Safety Employee participants. The allocation will be on a
pro -rata share, based upon RHSP Non - Safety Employee participant account balances.
H. Payout of Sick Leave
After five years of continuous employment with the City and upon retirement, a regular part-time
employee will receive compensation for unused sick leave as follows:
Upon retirement, an employee will receive 50% of all sick leave hours accrued in the form
of a deposit to their Retirement Health Savings Plan account. Effective the pay period that
includes July 1, 2015, payout of sick leave shall be provided on a graduated scale for
employees who retire, based on years of service as follows:
a. An employee who retires after 5 -9 years of service will have 50% cash -out, with a
cap of $6,000.
b. An employee who retires after 10 -14 years of service will have 50% cash -out, with a
cap of $8,000.
c. An employee who retires after 15, or more, years of service will have 50% cash -out
with a cap of $10,000.
d. Each cap will increase by the same percentage as across - the -board wage increases,
beginning with the July 1, 2016 wage increase (e.g., $6,000 cap will increase by
2.5% to $6,150 effective July 1, 2016),
2. Upon leaving the City employment for reasons other than retirement, a three - quarter -time
employee will receive 37.5% of all sick leave hours accrued. Calculations will be at the
employee's rate of pay at the time of retirement and the payout will not exceed $1,500.
3. Upon leaving the City employment for reasons other than retirement, a half -time employee
will receive 25% of all hours accrued. Calculations will be at the employee's rate of pay at
the time of termination and the payout will not exceed $1,000.
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4. Upon the death of the employee, compensation for unused sick leave shall be at the same
rate as the retirement benefit. Payment shall be made to the employee's designated
beneficiary.
Section 3 - Holidays
A. Designated Holidays
The holidays for employees in this unit are as follows:
New Year's Day
Martin Luther King Day
President's Day
Memorial Day
Independence Day
Labor Day
Veterans' Day
Thanksgiving Day
Day after Thanksgiving
Christmas Day
January 1
3rd Monday - January
3rd Monday - February
Last Monday May
July 4
1 st Monday - September
November 11
4th Thursday November
4th Friday - November
December 25
Holidays falling on Sunday shall be observed on the following Monday. Holidays falling on
Saturday shall be observed on the preceding Friday and shall be considered as the legal
holiday.
B. Holiday Pay
1. Regular half -time employees shall receive regular pay for hours worked on a Designated
Holiday.
a. Half -time employees are eligible to receive holiday pay after 24 months of
employment. To be eligible for holiday pay, an employee must be in paid status
in the pay period that includes the Designated Holiday.
b. Half -time employees shall receive four hours holiday pay, whether on or off duty,
on a Designated Holiday.
2. Regular three quarter -time employees will be eligible to receive holiday pay after 18
months of employment. To be eligible for holiday pay, an employee must be in paid
status in the pay period that includes the Holiday.
a. Three quarter -time employees shall receive six hours holiday pay, whether on or
off duty, on a Designated Holiday.
b. Three quarter -time employees shall receive double time for hours worked on a
Designated Holiday.
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Section 4 - Benefit Dav Hours
In addition to provisions for vacation, sick leave, and holidays set forth elsewhere herein, each regular three -
quarter time employee who has completed an initial probationary period shall have available 12 benefit day
hours each fiscal year. Six (6) of the 12 benefit day hours is 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 six (6) Each regular
half -time employee who has completed an initial probationary period shall have available eight (8) benefit day
hours each fiscal year. Four (4) of the eight (8) benefit day hours is 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 (4).
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 last full pay period 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.
Section 5 - Bereavement Leave
In the event of a death in the family, regular and probationary employees shall be eligible for a pro-
rated amount of time off with pay (e.g., up to 20 hours for hall -time employees and up to 30 hours for
three quarter -time employees) to attend the funeral, or make funeral arrangements, subject to the
following provisions:
A. The relatives designated shall include child, parent, spouse, sibling, grandparent, grandchild and
domestic partner. It shall also include "in -law" relatives and those relationships generally called
step."
B. Bereavement leave is not compensable when the employee is on leave of absence, bona fide
lay off, or for days falling outside the employee's regular work period.
C. All requests for bereavement leave shall be made in writing as soon as practical but in no event
later than the first day back to work, and shall be subject to approval of the Human Resources
Manager or designee.
Section 5 - Jury Duty
Employees shall be compensated at the regular rate of pay for serving jury duty during the
employee's scheduled work hours. The duration of jury duty and hours to be compensated shall
be in accordance with City policy and the Personnel Rules.
Article 7. Payroll and Work Week
Section 1 - General
A. Regular Paydays
Regular paydays 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 prior written approval, on a case -by -case basis, by the City Manager.
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For employees regularly working less than 40 hours in one week, or designated as part-time or
temporary employees, the regular number of working or duty hours in a work week shall be that
number of hours for which they are scheduled to work.
B. Community Services Work Schedules
Work schedules for Community Services employees and Public Works employees in the Park
Maintenance Worker classifications will be posted every Monday by 8:00 a.m., seven (7) days
prior to the day the schedule begins the following Monday.
Requests for vacation or compensatory time off must be received in writing by the employee's
supervisor or his /her designee two weeks or 14 days prior to posting of the employee schedule.
Leave requests will be acknowledged in writing by the department.
Employees may be called in to work other than for scheduled hours due to sick leave,
emergency leave or unavailability of a scheduled employee. Such additional work will be paid at
straight time except as otherwise required in the MOU.
Employees, whose hours are changed as the result of an error or oversight in the posted
schedule, shall receive overtime pay for all hours that fall outside the originally scheduled hours.
An employee's hours cannot be changed once the schedule is posted in order to avoid payment
of additional overtime.
Section 2 - Overtime
No employee may work overtime without advance approval. Employees who do not secure prior
approval may be subject to disciplinary action within established guidelines for discipline.
All employees in this unit shall be paid one and one -half (1.5) times their hourly rate of pay for all
hours worked in excess of eight hours in one day or 40 hours in one work week. Employees whose
regularly scheduled work hours are in excess of eight hours in one workday are only entitled to
receive overtime pay for the hours worked beyond their regularly scheduled workday or 40 hours in
one work week. Employees working overtime will continue to receive overtime pay after 12:00 am 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.
For the purpose of computing overtime, hours of paid vacation, sick leave and holidays shall be
considered as hours worked.
Section 3 - Comoensatory Time Off (CTO
The times at which an employee may take compensatory time 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. Compensatory time off, in lieu of overtime, shall be taken as one and one -half (1.5) hours for
each overtime hour worked.
The maximum accumulation of compensatory time off shall be 80 hours.
A. In the event an employee accrues 80 hours of compensatory time in any one fiscal year, the
employee will be ineligible to work overtime for compensatory time off for the remainder of that
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fiscal year. The employee will only be eligible for cash compensation for overtime worked
unless the employee uses CTO and brings the accrued balance below 80 hours.
B. Once an employee uses CTO and brings the balance below 80 hours, the employee may again
accrue CTO hours up to 80 hours.
C. The department Director or designee shall determine the times at which an employee may take
CTO with due regard for the wishes of the employee and particular regard for the needs of the
City.
D. An employee's CTO balance will be cashed out to zero in the final pay period of the fiscal year
at the employee's then rate of pay. Said cash payment may only occur as part of the final pay
period of the fiscal year in which said CTO was accrued.
Section 4 - Deductions
A. Dues Deduction
Upon submittal by the Union of a signed copy of an authorization card, the City agrees to deduct
the amount authorized by the employee. The City shall remit the deducted amount to the Union
as soon as possible after the deduction is made.
B. Withdrawal of Dues Deduction
Employees who wish to withdraw their membership from the Union shall do so by filing the
request in writing to the Local Union. The Union will process such a request as soon as possible
after it is received, and will also notify the City promptly to stop the dues deduction.
Article 8. Benefits
Section 1 - Hospital and Medical
The first day of the month following the qualifying eligibility date, 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 agreement between the City and carrier(s).
Half -time employees may elect coverage under the City's medical and /or dental insurance
plans after 24 months of continuous employment.
a. The half -time employee shall pay 50 %, and the City shall pay 50% of the health benefit
premiums for the employee -only coverage.
b. The cost of dependent coverage of the medical and dental plan of the employee's
choice will be as follows for half -time employees: the employee will pay seventy -five
percent (75 %), and the City will pay twenty-five percent (25 %).
2. Three quarter -time employees may elect coverage under the City's medical and /or dental
insurance to be effective on the first day of the month following their date of hire.
a. Three quarter -time employees shall pay 25% and the City shall pay 75% of the health
benefit premiums for the employee -only coverage.
b. The cost of dependent coverage of the medical and dental plan of the employee's
choice will be as follows for three quarter -time employees: the employee will pay sixty-
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two and one -half percent (62.5 %), and the City will pay thirty -seven and one -half
percent (37.5 %).
The employee's share of the cost will be made through payroll deduction.
Section 2 - Eve Care
1. Half -time employees may elect coverage under the City's vision care plan after 24 months of
continuous employment.
a. The City shall pay 50% of the cost of the premium for the coverage of the employee
and his /her dependents, and the employee shall pay the remaining 50% of the
premium. The employee's share of the cost will be made through payroll deduction.
2. Three quarter -time employees may elect to be covered by the City's vision to be effective on
the first of the month following their date of hire.
a. The City shall pay seventy-five percent (75 %) of the cost of the premium for the
coverage of the employee and his /her dependents, and the employee shall pay the
remaining twenty-five percent (25 %) of the premium. The employee's share of the cost
will be made through payroll deduction.
Section 3 - Flexible Spending Benefits Program
The City will maintain a Flexible Spending Benefits Program in accordance with applicable IRS
statutes and the Affordable Health Care for America Act (AHCAA) in order to provide employees the
greatest possible tax benefits.
Section 4 - Retirement and Social Security
A. The City provides part-time employees who work less than 1,000 hours per fiscal year
retirement benefits through Public Agency Retirement System (PARS). For employees hired
prior to July 1, 1996, the City pays 50% of the employee's 7.5% contribution into PARS. The
City also pays the administrative fees. Part-time employees hired after July 1, 1996, will pay the
full employee contribution of 7.5%.
B. The City provides part-time employees who work more than 1,000 hours per year retirement
benefits through the California Public Employees' Retirement System (CaIPERS). The City
does not participate in Social Security, except as required by law.
The use of the terms "classic member" and "new member' shall be as defined in the California Public
Employees' Pension Reform Act of 2013 (PEPRA) and those rules and regulations adopted by
CalPERS to implement PEPRA.
Classic members" are those members who entered into membership with a retirement system on or
before December 31, 2012 who do not meet the definition of "new member" in Government Code
section 7522.04(f).
A "new member" is defined in Government Code section 7522.04(f) as any of the following.
1. An individual who becomes a member of any public retirement system for the first time
on or after January 1, 2013, and who was not a member of any other public retirement
system prior to that date, or
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2. An individual who becomes a member of a public retirement system for the first time
on or after January 1, 2013, and who was a member of another public retirement
system prior to that date, but who was not subject to reciprocity under subdivision (c)
of Govt. Code 7522.02, or
3. An individual who was an active member in a retirement system and who, after a
break in service of more than six months, returned to active membership in that
system with a new employer.
Effective pay period beginning July 11, 2011, each employee in this unit will contribute seven percent
7 %) of his /her PERSable salary (excluding overtime) on a pre -tax basis towards the "member
contribution" portion of their CalPERS retirement account.
The City will provide under its contract with CalPERS the following provisions:
1. The Indexed Level 1959 Survivors Benefits,
2. The retirement benefit of 2 % -at -55 formula, and
3. The One Year Final Compensation option.
Upon retirement from the City of Poway following at least 20 years of service, the city also provides
supplemental PARS administered benefit applied to Poway and all prior CalPERS service with
previous public agencies for regular three quarter -time employees. When combined with CalPERS,
this is the equivalent of the 2.7% at 55 formula total retirement benefit.
For employees hired after December 31. 2011 and considered "classic members" as defined
above:
The City amended its contract with CalPERS to create a second -tier retirement plan effective January
1, 2012. The second -tier will apply to those employees hired after December 31, 2011 and
considered "classic members." The second -tier shall provide:
1. The retirement benefit of 2 % -at -60 formula,
2. The Indexed Level 1959 Survivors Benefits, and
3. Average of three highest years' compensation.
An employee in the second -tier will contribute seven percent (7 %) of his /her PERSable salary
excluding overtime) on a pretax basis towards the "member contribution" portion of their CalPERS
retirement account.
Regular employees hired after December 31, 2011 are not eligible for a supplemental PARS benefit.
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For employees hired on or after January 1, 2013 and considered "new members" as defined
above:
Employees in this group shall receive:
1. The retirement benefit of 2 % -at -62 formula; and
2. Average of three highest years' compensation; and
3. No Employer Paid Member Contribution (EPMC)
Employees considered "new members" shall pay 50% of the "normal cost" (as determined by
CalPERS annually) on a pre -tax basis.
Section 5 - Deferred Compensation
Effective the pay period that includes July 1, the City will provide a dollar- for - dollar match for each
employee's contributions to the 457 deferred compensation plan each fiscal year as follows:
650 effective July 1, 2015, and
800 effective July 1, 2016
Section 6 — Computer Loan Program (Employee Computer Purchase Program Policy &
Procedures)
Any eligible regular part-time employee who has completed his/her initial probationary period is
eligible for a loan under the City's Computer Program. Participants must agree to comply with the
requirements and provisions of the Program. Participants will be eligible to make an initial computer
purchase or upgrade their existing computer system through this program.
Maximum loan amounts are established based upon the type of computer system being purchased,
per the City's policy.
Article 9. Special Pay
Section 1 - Tuition Reimbursement
A Regular part-time employees are eligible for tuition reimbursement after 60 months of continuous
employment. The actual cost paid for tuition, books and required technical supplies and
equipment, to a maximum of $1,000 per fiscal year per three quarter -time employee and $750 per
fiscal year per half -time employee, will be refunded for professional and technical courses in
accredited educational institutions provided that:
The employee has received at least a satisfactory proficiency rating on his /her last
performance report,
The subject matter of the course relates directly to and contributes toward the performance of
the employee's position with the City,
The employee must submit a Request for Tuition Reimbursement form to the department
Director and Human Resources within three (3) weeks after the beginning of the course. The
form shall be accompanied by a description of the course provided by the education institution
which describes the course content.
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4. Before receiving reimbursement, the employee shall furnish proof of payment and evidence
that he /she has completed the course with
a. A grade of "C" or better in undergraduate work or a grade of "B" in graduate work. A
grade of "C" or better will be accepted for graduate work from institutions where an
average grade of "C" is acceptable for graduation; or
b. A "pass" or "credit" will be accepted for undergraduate classes where a pass /fail or
credit/no credit grading system is used.
B. Regular part-time employees may also request tuition reimbursement for actual cost paid for
tuition, books and required technical supplies and equipment to a maximum of $1,000 per year per
three quarter -time employee and $750 per fiscal year per half -time employee, for courses that
result in Continuing Education Units (CEUs) or Continuing Education contact hours required for
certification renewal, provided that:
1. The employee has received at least a satisfactory proficiency 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 the Request for Tuition Reimbursement to the department
Director and Human Resources prior to the course. The employee shall include with the
Request a description of the course from the provider offering the course, demonstrating that
the course is acceptable for continuing education contact hours. Failure to obtain
preapproval risks that the course is deemed ineligible and the employee cannot be
reimbursed, and
4. Before receiving reimbursement, the employee shall furnish proof of payment and evidence
that he /she completed the course and verification or proof that all eligible CEUs or contact
hours were earned and awarded for the course.
Section 2 - Uniforms and Equipment
For employees in the Lake Operations, Park and Landscape Maintenance Divisions, and Public
Works, the City will provide uniforms that are required by the City in accordance with the following:
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 wear 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 will be provided reimbursement for safety shoes and /or inserts, laces, toe - protectors
or resoling of safety shoes up to $ $200 each fiscal year, on as as- needed basis as determined
by the division manager. In order to receive reimbursement, the employee must submit original
receipts as 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. Employees may purchase more than one pair of safety shoes each fiscal
year, as needed, within the annual $200 maximum.
B. Uniforms - General
The City will provide one jacket and 11 sets of uniforms for those employees who work five days
per week, and seven sets of uniforms for employees who work three days per week, for those
employees required to wear uniforms. Employees may elect to wear City- approved shorts
during the summer. Employees electing to wear City- approved summer attire may receive fewer
than 11 or seven sets of standard uniforms and shall be responsible for maintaining the summer
attire.
The City will maintain uniforms provided to Public Works employees, except for tee shirts.
The City shall determine maintenance standards for uniforms and equipment, and employees
must maintain these standards. T -shirts will be replaced as needed, not annually.
C Uniforms - Community Services
Community Services shall provide all employees with uniform shirts, which shall be replaced on
an as- needed basis. It will be the employee's responsibility to replace lost or stolen jackets.
Worn -out jackets will be replaced by the City.
D, Uniforms - Park Rangers
The City will provide regular, part-time Park Rangers uniforms upon hire and replace /repair such
items as needed and as determined by the division manager. Uniforms will be purchased directly, not
rented through a service. Uniform detail is as follows:
Part-time (3 days per week employee):
Uniform shirts: 5
Uniform pants: 5
Hats: 2
Jacket :1
Uniform polo: 2
In addition, the City will provide nametags, patches, and badges as required for this classification.
Uniform allowance as defined by the California Public Employees' Retirement System
CaIPERS) is a form of "compensation" for "classic" CaIPERS members for CaIPERS purposes
only. As such, any uniform allowance or the value of uniforms provided by the City will be
reported to CaIPERS as part of the employee's annual gross income for purposes of computing
the employee's and City's CaIPERS contribution. Under the California Public Employees'
Pension Reform Act (PEPRA), a uniform allowance or the value of uniforms is not considered
pensionable compensation for "new members" of CaIPERS.
Section 3 - Meal Reimbursement
In the event a part-time employee is required to work in excess of twelve (12) consecutive hours, the
City shall reimburse the cost of a meal in an amount not to exceed $12, unless a meal is otherwise
provided. For purposes of determining consecutive hours worked, meal and rest periods will be
considered hours worked.
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Article 10. Service
Section 1 - Probation
All appointments, including promotional appointments, shall be for a probationary period of not less
than a period equivalent to six (6) months of full -time employment. 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 which he /she has been
promoted shall be reinstated to a position in the class from which he /she was promoted unless he is
discharged for cause from the City.
A supervisor may, with concurrence of the department Director, require an extension of an initial
probationary period, upon a less than satisfactory performance evaluation.
On recommendation of his /her supervisor and with the concurrence of the department Director, a non -
probationary employee may be placed on special probation. An employee placed on special
probation has the right of direct appeal to the City Manager. If the employee intends to appeal,
he /she must inform the City Manager of that intention within ten (10) calendar days from the date the
employee is placed on special probation.
Section 2 - Safety
The unit adopts the following by reference:
A. The City has a Central Safety Committee with representatives from all units
The City has an Injury and Illness Prevention Policy (IIPP).
C. The City and all employees shall comply with any applicable Federal and State laws.
D. The City and all employees shall comply with any policy and /or procedure that may from time to
time be promulgated by the City Council.
Section 3 - Out -of -Class Assignment
A. An out -of -class assignment is a temporary assignment of a regular employee to an authorized
classification at a higher level of pay that requires the employee to perform the full range of
duties of the higher classification. Employees who perform the full range of duties of a higher
level position for eighty (80) or more consecutive working hours, in which there is no appointed
incumbent or in which the incumbent is on paid or unpaid leave, shall be compensated at the A
step rate of pay for the higher level position. Payment shall be retroactive to the first day of such
services. The full range of duties of the higher -level position shall be specifically assigned in
writing via the Out -of -Class Assignment form and signed by the department Director or his /her
designee. Under no circumstances shall the rate of compensation be less than five percent
5 %) above the employee's current rate of pay.
Once the initial out -of -class terminates, the eighty (80) hour consecutive work hour elimination
period will be waived for any additional out -of -class assignments that occur within the calendar
year, provided that the employee is working in the same out -of -class classification regardless of
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work area assignment
Service in an out -of -class assignment shall not alter an employee's performance evaluation
date.
B. An employee specifically assigned to perform a portion of the duties of the higher level position
for 80 or more consecutive working hours, shall receive additional compensation of five percent
above the employee's current rate of pay. The assignment shall be specifically assigned in
writing via the Out -of -Class Assignment form and signed by the department Director or his /her
designee
C. Special Pays and Allowances during Temporary Assignment
An employee will continue to receive special pays and allowances provided under the
employee's regular job assignment during any temporary assignment.
D. Consecutive Hours Worked
For purposes of determining the period of 80 consecutive hours, paid leave and holiday pay, will
apply toward hours worked.
E. Conclusion of Assignment
At the conclusion of such an assignment, the employee shall be restored to his /her former
classification regardless of the time involved.
F. Nature of Assignment
This provision shall not be applicable to bona fide education, training and development, job
enlargement or enrichment. The employee will be notified in advance as to the nature of the
assignment.
Section 4 - Transfers
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 5 - Reassignment
If a reassignment within the unit would result in an employee's being reassigned to a class having a
higher salary range, the City will fill the position through a recruitment process.
Section 6 - Layoff and Reemployment
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. The City agrees to meet with the Union 30 days
prior to the issuance of any layoff notice for the purpose of conferring over the impact and
implementation of said layoff and to discuss alternatives and options. However, the City Manager
shall retain the final decision with respect to the classification and numbers to be laid off.
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Whenever it becomes necessary to reduce the number of employees in any classification, all persons
to be laid off shall be given at least ten (10) calendar day's prior notice, and the order of layoff shall be
as follows:
A. In order of seniority, the employee with the shortest service in total City service in the affected
classification shall be laid off first.
B. In the event of two or more employees having identical total City service seniority, the order of
layoff will be determined by length of continuous service in the affected classification.
C. Whenever two or more employees have identical service in the affected classification, the order
of layoff shall be determined by the City Manager on the basis of performance.
D. Employees to be laid off in a particular classification have the right to demote to a lower
classification to a position previously held with the City for which the employee meets the
minimum qualifications, is capable of performing the essential functions of the position, and has
City seniority over other employees in the lower classification. This will also apply to employees
to be laid off in a particular classification who have demoted from a higher classification due to
non - disciplinary reasons. Such employees shall be placed on the seniority list for the higher
classification provided they still meet the minimum qualifications, are capable of performing the
essential functions of the position, and have City seniority over other employees in the higher
classification.
E. The name of each laid -off employee shall be placed on a reemployment list for a period of 12
months in reverse order of layoff. Employees who are laid off who have received two out of
three consecutive annual performance evaluations that are rated below standards or needs
improvement will be placed at the bottom of the reemployment list in reverse order of layoff.
Section 7 - Resignations
An employee wishing to resign in good standing shall file with the department Director a written
resignation stating the effective date and reasons for resignation at least two weeks prior to the
effective date of resignation.
The City will pay an employee for all hours worked on the next regular payday after resignation 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 consideration for rehire if
a position is available. Decision to rehire is at the discretion of the City, and the employee will not
reestablish rights and /or benefits lost at the time of resignation.
An employee with the equivalent of at least five years of full -time service who resigns in good standing
and is reemployed within a two 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.
Article 11. Grievance
Section 1 - Purpose
A. To promote improved employer - employee relationships by establishing procedures for appealing
so
management actions.
B. To afford employees individually or through the Bargaining Unit Representatives a systematic
means of obtaining further consideration of problems after every reasonable effort has failed to
resolve them through discussion.
C. To provide that grievances shall be settled as near as practicable to the point of origin.
Section 2 - Scope
A grievance shall be considered as any matter for which 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 procedure or working conditions.
B. A dispute about the practical consequences of a City decision on wages, hours and other terms
and conditions of employment.
C. A decision affecting the employment of any permanent or probationary employee over which the
department Director has partial or complete jurisdiction.
Section 3 - Procedure
A. Informal Grievance Procedure
An employee who has a problem or complaint should first try to get it settled through discussion
with his /her immediate supervisor without undue delay. If this discussion does not satisfactorily
resolve the problem, the employee may discuss it with the supervisor's immediate superior.
Every effort should be made to find an acceptable solution by informal means at the lowest
appropriate level of supervision. If the employee is not in agreement with the decision reached
by discussion, he /she shall then have the right to file a formal grievance in writing within five
calendar days after receiving the informal decision of his /her immediate superior.
B Formal Grievance Procedure
1. First Level of Review -- A grievance shall be presented in writing to the employee's
immediate supervisor, who shall render a decision and comments in writing and return
them to the employee within five calendar days after receiving the grievance. If the
employee does not agree with his /her supervisor's decision, or if no answer has been
received within five calendar days, the employee may present the appeal in writing to
his /her department Director.
2. Second Level of Review -- The department Director receiving the grievance, or his /her
designated representative, should discuss the grievance with the employee, his /her
representative, if any, and with other appropriate persons. The department Director shall
render his /her decision and comments in writing and return them to the employee within
five calendar days after receiving the appeal. If the employee does not agree with the
decision reached, or if no answer has been received within five calendar days, he /she may
present the appeal in writing to the City Manager.
3. Third Level of Review -- The City Manager receiving the grievance, or his /her designed
51
representative, should discuss the grievance with the employee, his /her representative, if
any, and with other appropriate persons. The City Manager may designate any person or
persons to advise him /her concerning the appeal. The City Manager shall render his /her
decision and comments in writing and return them to the employee within 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 15 working days, he /she may present the appeal in
writing to 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
A. "Day" as used in this procedure means calendar day, unless specified to the contrary.
B. The time limits specified in this procedure may be extended at any level of review to a definite
date by mutual agreement of the employee and the reviewer concerned.
C. The employee may request the assistance of another person of his /her own choosing in
preparing and presenting his /her appeal at any level of review.
D. The employee and his /her representative may be privileged to use a reasonable amount of work
time as determined by the City Manager in conferring about and presenting the appeal.
Failure of the employee to take further action within the specified time limits at each level of
review, or within five days if no decision is rendered, shall constitute withdrawal of the grievance.
F. Employees shall be assured freedom from reprisal for using the grievance procedure.
Article 12. Personnel Rules
All other employee rights, privileges, and benefits are included in the Personnel Rules of the City of
Poway.
Article 13. Job Actions
The Union 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. Americans with Disabilities Act Amended
The City and the bargaining unit agree that they are subject to and must conform to the Americans
with Disabilities Act Amended (ADAA)
Article 15. Posting of Agreement
A copy of this Agreement will be posted on the City's intranet and internet for employee access. The
Agreement will be provided to new hires at the Human Resources orientation.
52
The undersigned, representing the City and the Representatives do hereby adopt the terms and
conditions set forth herein, and recommend the City Council and members of the Unit approve same.
For City
Tina White, Assistant City Manager
Services
Resources Manager
Forth epresentatives:
Chester Mordasini, President
California Teamsters, Local 911
i
Core O'Reilly Reilly
G', ".
Tom Kesler
ILI
illiamson
54
EFFECTIVE BEGINNING THE FIRST PAY PERIOD THAT INCLUDES JULY 1, 2015
Range I IlassifiCabonTitleNumberStepAStepBStepC Shop D Step E
Accounting Technician 1 40 5 17.7324 18.6191 19.5499 20.5275 21.5538
Accounting Technician II 445 19.7027 20.6878 21.7222 22.8084 23.9487
Administrative Assistant 1 36 15.6540 16.4369 17.2587 18.1217 19.0281
Administrative Assistant II 39 16.8577 17.7007 18.5858 19.5151 20.4912
Administrative Assistant III 45 19.5497 20.5274 21.5539 22.6316 23.7636
Aquatics Coordinator 44 19.0729 20.0267 21.0282 22.0796 23.1840
Box Office Attendant 36 15.6540 16.4369 17.2587 18.1217 19.0281
Box Office Coordinator 44 19.0729 20.0267 21.0282 22.0796 23.1840
Construction Maintenance Crew Leader 51 22.6717 23.8055 24.9959 26.2456 27.5586
Construction Maintenance Worker 1 41 17.7111 18.5968 19.5267 20.5031 21.5286
Construction Maintenance Worker 11 45 19.5497 20.5274 21.5539 22.6316 23.7636
Contract Specialist/Inspector 58 26.9496 28.2972 29.7122 31.1978 32.7585
Cross - Connection Specialist 58 26.9496 28.2972 29.7122 31.1978 32.7585
Customer Services Technician I 40.5 177324 18.6191 19.5499 20.5275 21.5538
Customer Services Technician II 445 19.7027 20.6878 21.7222 22.8084 23.9487
Customer Services Field Worker 50 22.1187 23.2249 24.3862 25.6055 26.8864
Development Services Technician 50 22 -1187 23.2249 24.3862 25.6055 26.8864
Dock Attendant 27 12.5346 13.1615 13.8194 14.5106 15.2363
Engineering Inspector 59 27.6233 29.0046 30.45501 31.9777 33.5775
Engineering Technician 1 55 25.0254 28.2768 27.5907 28.9702 30.4195
Engineering Technician 11 59 27.6233 29.0046 30.4550 31.9777 33.5"5
Equipment Mechanic 52 23.2385 24.4006 25.6208 26.9017 28.2476
Facilities Maintenance Crew Leader 55 25.0254 26.2768 27.5907 28.9702 30.4195
Facilities Maintenance Technician I 45 19.5497 20.5274 21.5539 22.6316 23.7636
Facilities Maintenance Technician 11 49 21.5792 22.6584 23.7914 24.9810 26.2306
Front of House Assistant 36 15.6540 16.4369 17.2587 18.1217 19.0281
Front of House Coordinator 44 19.0729 20.0267 21.0282 22.0796 23.1840
GIS Technician 55 25.0254 26.2768 27.5907 28.9702 30.4195
GIS Technician II 59 27.6233 29.0046 30.4550 31.9777 33.5775
Lead Customer Services Field Worker 56 25.6510 26.9337 28.2805 29.6945 31.1800
Lead Engineering Inspector 67 33.6563 35.3392 37.1064 38.9616 40.9108
Lifeguard 29 13.1692 13.8278 14.5190 15.2452 16.0076
Park Ranger 37 16.0454 16.8478 17.6902 18.5747 19.5038
Parks Maintenance Crew Leader 51 22.6717 23.8055 24.9959 26.2456 27.5586
Parks Maintenance Worker 41 17.7111 18.5968 19.5267 20.5031 21.5286
Parks Maintenance Worker II 45 19.5497 20.5274 21.5539 22.6316 23.7636
Public Works Shop Specialist 47 20.5394 21.5666 22.6450 23.7773 24.9666
Records Technician 47 20.5394 21.5666 22.6450 23.7773 24.9666
Recreation Coordinator 44 19.0729 20.0267 21.0282 22.0796 23.1840
Recreation Leader 1 29 13.1692 13.6278 14.5190 15.2452 16.0076
Recreation Leader II 33 14.5363 15.2633 16.0264 16.8278 17.6695
Senior Administrative Assistant 49 21.5792 22.6584 23.7914 24.9810 26.2306
Senior Dock Attendant 31 13.8359 14.5278 15.2541 16.0170 16.8180
Exhibit A
EFFECTIVE BEGINNING THE FIRST PAY PERIOD THAT INCLUDES JULY 1, 2015
Range IClassificationTitleNumberStepA Step B Step C Step D I Step E
Senior Equipment Mechanic 56.5 26.5493 27.8767 29.2705 30.7340 32.2708
Senior Park Ranger 41 17.7111 18.5968 19.5267 20.5031 21.5286
Senior Parks Maint. Crew Leader 55 25.0254 26.2768 27.5907 28.9702 30.4195
Senior Utility Systems Technician 64 31.2532 32.8160 34.4570 36.1797 37.9898
Stage Technician 40 17.2791 18.1432 19.0504 20.0030 21.0035
Technical Theater Coordinator 44 19.0729 20.0267 21.0282 22.0796 23.1840
Utility Systems Mechanic 60 28.3139 29.7297 31.2164 32.7771 34.4169
Utility Systems Technician 60 28.3139 29.7297 31.2164 32.7771 34.4169
Warehouse Associate 49 21.5792 22.6584 23.7914 24.9810 26.2306
Wastewater Utilities Crew Leader 53 23.8195 25.0106 26.2613 27.5742 28.9538
Wastewater Utilities Worker 1 43 18.6077 19.5382 20.5153 21.5411 22.6185
Wastewater Utilities Worker 11 47 20.5394 21.5666 22.6450 23.7773 24.9666
Water Treatment Plant Operator 1 52 23.2385 24.4006 25.6208 26.9017 28.2476
Water Treatment Plant Operator II 58 26.9496 28.2972 29.7122 31.1978 32.7
Water Treatment Plant Operator 111 64 31.2532 32.8160 34.4570 36.1797 37.98
Water Utilities Crew Leader 53 23.8195 25.0106 26.2613 27.5742 28.9538
Water Utilities Worker 1 43 18.6077 19.5382 20.5153 21.5411 22.6185
Water Utilities Worker II 47 20.5394 21.5666 22.6450 23.7773 24.
Exhibit A
II EFFECTIVE BEGINNING THE FIRST PAY PERIOD THAT INCLUDES JULY 1, 2016 II
Exhibit A
Range
Clatssifization Idle Number I Step A I Step B I Step C Step D Step E
Accounting Technician 1 40 5 18 1757 19.0846 20.0386 21 0407 22.0926
Accounting Technician II 44.5 20.1953 21.2050 22.2653 23.3786 24.5474
Administrative Assistant 1 36 16.0454 16.8478 17.6906 18.5749 19.5039
Administrative Assistant II 39 17.2791 18.1432 19.0509 20.0032 21.0036
dministrative Assistant 111 45 20.0384 21.0406 22.0933 23.1976 24.3578
Aquatics Coordinator 44 19.5497 20.5274 21.5544 22.6318 23.7637
Box Office Attendant 36 16.0454 16.8478 17.6906 18.5749 19.5039
Box Office Coordinator 44 19.5497 20.5274 21.5544 22.6318 23.7637
Construction Maintenance Crew Leader 51 23.2385 24.4006 25.6214 26.9019 28.2477
Construction Maintenance Worker 1 41 18.1539 19.0617 20.0154 21.0159 22.0669
Construction Maintenance Worker II 45 20.0384 21.0406 22.0933 23.1976 24.3578
Contract Specialist/Inspector 58 27.6233 29.0046 30.4557 31.9780 33.5776
Cross - Connection Specialist 58 27.6233 29.0046 30.4557 31.9780 33.5776
Customer Services Technician 1 40.5 18.1757 19.0846 20.0386 21.0407 22.0926
Customer Services Technician II 44.5 20.1953 212050 22.2653 23.3786 24.5474
Customer Services Field Worker 50 22.6717 23._8055 24.9965 26.2458 27.5587
Development Services Technician 50 22.6717 23.8055 24.9965 262458 27.5587
Dock Attendant 27 12.8480 13.4905 14.1652 14.8736 15.6173
Engineering Inspector 59 28.3139 29.7297 312171 32.7775 34.4170
Engineering Technician 1 _ 55 25.6510 26.9337 282812 29.6947 31.1801
Engineering Technician II 59 28.3139 29.7297 312171 32.7775 34.4170
Equipment Mechanic 52 23.8195 25.0106 26.2619 27.5744 28.9539
Facilities Maintenance Crew Leader 55 25.6510 26.9337 28.2812 29.6947 31.1801
Facilities Maintenance Technician 1 45 20.0384 21.0406 22.0933 23.1976 24.3578
Facilities Maintenance Technician II 49 22.1187 23.2249 24.3868 25.6057 26.8865
Front of House Assistant 36 16.0454 16.8478 17.6906 18.5749 19.5039
Front of House Coordinator 44 19.5497 20.5274 21.5544 22.6318 23.7637
GIS Technician 1 55 25.6510 26.9337 28.2812 29.6947 31.1801
GIS Technician 11 59 28.3139 29.7297 31.2171 32.7775 34.4170
Lead Customer Services Field Worker 56 26.2923 27.6070 28.9882 30.4371 31.9596
Lead Engineering Inspector 67 34.4977 36.2227 38.0349 39.9361 41.9337
Lifeguard 29 13.4984 14.1735 14.8823 15.6265 16.4079
Park Ranger 37 16.4465 17.2690 18.1329 19.0393 19.9915
Parks Maintenance Crew Leader 51 23.2385 24.4006 25.6214 26.9019 28.2477
Parks Maintenance Worker I 41 18.1539 19.0617 20.0154 21.0159 22.0669
Parks Maintenance Worker 11 45 20.0384 21.0406 22.0933 23.1976 24.3578
Public Works Shop Specialist 47 21.0529 22.1058 23.2117 24.3719 25.5909
Records Technician 47 21.0529 22.1058 23.2117 24.3719 25.5909
Recreation Coordinator 44 19.5497 20.5274 21.5544 22.6318 23.7637
Recreation Leader 29 13.4984 14.1735 14.8823 15.6265 16.4079
Leader 11 33 14.8997 15.6449 16.4274 17.2487 18.1113Recreation
Senior Administrative Assistant 49 22.1187 23.2249 24.3868 25.6057 26.8865
Senior Dock Attendant 31 14.1818 14.8910 15.6358 16.4176 17.2386
Exhibit A
EFFECTIVE BEGINNING THE FIRST PAY PERIOD THAT INCLUDES JULY 1, 2016
Range I I IClassificationTitleNueberSlopATStepBStepCStepD Slap E
Senior Equipment Mechanic 56.5 27.2130 28.5736 30.0023 31.5024 33.0776
Senior Park Ranger 41 18.1539 19.0617 20.0154 21.0159 22.0669
Senior Parks Maint. Crew Leader 55 25.6510 26.9337 28.2812 29.6947 31.1801
Senior Utility Systems Technician 64 32.0345 33.6364 35.3191 37.0846 38.9396
Stage Technician 40 17.7111 18.5968 19.5272 20.5033 21.5287
Technical Theater Coordinator 44 19.5497 20.5274 21.5544 22.6318 23.7637
Utility Systems Mechanic 60 29.0217 30.4729 31.9975 33.5969 35.2774
Utility Systems Technician 60 29.0217 30.4729 31.9975 33.5969 351774
Warehouse Associate 49 22.1187 23.2249 24.3868 25.6057 26.8865
Wastewater Utilities Crew Leader 53 24.4150 25.6359 26.9164 28.2638 29.6777
Wastewater Utilities Worker 1 43 19.0729 20.0267 21.0287 22.0798 23.1841
Wastewater Utilities Worker 11 _ 47 21.0529 22.1058 23.2117 24.3719 25.5909
Water Treatment Plant Operator 1 _ 52 23.8195 25.0106 26.2619 27.5744 28.9539
Water Treatment Plant Operator II_ 58 27.6233 29.0046 30.4557 31.9780 33.5776
Dater Treatment Plant Operator III 6464 _ 32.0345 33.6364 35.3191 37.0846 38.9396
Water Utilities Crew Leader 53 24.4150 25.6359 26.9184 282638 29.6777
Water Utilities Worker 1 43 19.0729 20.0267 21.0287 220798 23.1841
Water Utilities Worker 11 47 21.0529 22.1058 23.2117 24.3719 25.5909
Exhibit A
MEMORANDUM OF UNDERSTANDING
BETWEEN
THE CITY OF POWAY
AND
POWAY FIREFIGHTERS' ASSOCIATION
Effective July 1, 2015 -June 30, 2017
Exhibit B
TABLE OF CONTENTS
ARTICLE1. GENERAL ............................................................................................ ..............................1
Section1. Purpose ..................................................................................................................... ..............................1
Section2. Scope ......................................................................................................................... ..............................1
Section3. General Provisions ..................................................................................................... ..............................1
ARTICLE 2. SEVERABILITY AND SAVINGS .................................................... ............................... 3
ARTICLE3. SYMPATHY ACTION ...................................................................... ............................... 4
ARTICLE 4. DURATION OF AGREEMENT ....................................................... ............................... 4
ARTICLES. WAGES ................................................................................................ ..............................4
ARTICLE6. LEAVES .............................................................................................. ............................... 4
Section1. Vacation ..................................................................................................................... 4
Section2. Sick Leave ................................................................................................................... 6
Section3. Holidays ...................................................................................................................... 9
Section4. Bereavement Leave ................................................................................................... 9
Section5. Shift Trade ................................................................................................................ 10
ARTICLE T PAYROLL AND WORKWEEK ....................................................... .............................10
Section1. General ...................................................................................................................... 10
Section2. Overtime .................................................................................................................. 10
Section3. Dues Deduction ......................................................................................................... 11
Section4. Compensatory Time Off ( CTO) .................................................................................. 11
Section5. Call -Back Time ......................................................................................................... 11
ARTICLE8. BENEFITS .......................................................................................... .............................12
Section1. Health ........................................................................................................................ .............................12
Section2. Eye Care .................................................................................................................... .............................12
Section3. Life Insurance ............................................................................................................ .............................12
Section 4. Long Term Disability Income Insurance ..................................................................... .............................12
Section5. Flexible Benefits Program. .................................. .................................................................................. 13
Section6. Deferred Compensation ............................................................................................ .............................13
Section 7. Retirement Health Savings Plan ................................................................................ .............................13
ARTICLE9. SPECIAL PAY .................................................................................... .............................15
Section 1. Tuition Reimbursement .......................................................................................... ............................... 15
Section2. Uniforms and Equipment .................................................................................... ............................... I.... 15
Section3. Acting Pay ................................................................................................................ ............................... 16
i
Section4. Travel Expenses ......................................................................................................... .............................1b
Section5. Bilingual Pay .............................................................................................................. .............................16
ARTICLE10. SERVICE ........................................................................................... .............................17
Section1. Probation .................................................................................................................. 17
Section2. Prohibition of Tobacco Use ........................................................................................ 17
Section3. Safety ........................................................................................................................ 17
Section4. Meal and Rest Periods .............................................................................................. 17
Section5. Transfers ................................................................................................................... 18
Section 6. Layoff and Abolishment of Positions ........................................................................ 18
Section7. Driving Eligibility ........................................................................................................ 18
Section8. Licenses and Certificates ........................................................................................... 18
Section9. Direct Deposit ........................................................................................................... 19
Section10. Resignations .......................................................................................................... 19
Section11. Training and Seminars ............................................................................................. 19
ARTICLE 11. GRIEVANCE PROCEDURE .......................................................... .............................19
ARTICLE 12. RETIREMENT AND SOCIAL SECURITY .................................. .............................20
ARTICLE 13. MAINTENANCE OF BENEFITS .................................................. .............................21
ARTICLE14. JOB ACTIONS ................................................................................. .............................21
ARTICLE 15. AMERICANS WITH DISABILITY ACT ...................................... .............................21
ARTICLE 16. CLASSIFICATION AND COMPENSATION STUDY ................ .............................22
ARTICLE 17. PERSONNEL RULES ..................................................................... .............................22
ARTICLE 18. POSTING OF AGREEMENT ........................................................ .............................22
ii
This is a memorandum of understanding as provided for in the California Government
Code, Sections 3500 through 3510, which is also known as the Meyers - Millias -Brown
Act. This memorandum is hereinafter referred to as the Agreement, between the City of
Poway, hereinafter referred to as the City, and the Poway Firefighters' Association,
hereinafter referred to as the Association or Bargaining Unit.
This Agreement shall become effective when ratified by the Association and adopted by
the City Council of the City of Poway.
ARTICLE 1. General
Section 1. Purpose
This Agreement recognizes the Association as the majority representative of the safety
unit, which consists of Fire Captain, Fire Engineer, and Firefighter /Paramedic, and
represents the unit for matters within the scope of meet and confer.
Section 2. Scope
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 adopted
by reference in this Agreement or any subject preempted by Federal or State law.
Section 3. General Provisions
A. City Employer - Employee Relations Resolution
The Association herein adopts by reference the City Employer - Employee Relations
Resolution in its present form. The City agrees to meet and consult with the
Association regarding the impact on its members of proposed amendments.
B. Construction
The rights, powers and authority of the City in all matters shall not be modified or
restricted by this Agreement. In interpreting the language of this Agreement, first
the plain meaning of the language shall prevail. If the parties cannot agree on the
plain meaning of the language, then the intent of the parties shall be considered;
then the trade or industry usage of the language shall be considered.
C. City Rights
The rights of the City include, but are not limited to the exclusive right to determine
the mission of its constituent departments, commissions, committees, and boards;
set standards of service; 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 or for other legitimate reasons;
maintain the efficiency of operations; determine the methods, 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 emergencies;
and exercise complete control and discretion over its organization and the
technology of performing its work.
D. City Procedures
Unit Determination. The City reserves the privilege of establishing units for
meet and confer, but will maintain the safety unit for the duration of this
Agreement.
2. Jurisdictional Disputes. In the event of jurisdictional disputes between
competing employee organizations or unit claims, the employees of all units
shall continue working under the Agreement in force at the time.
3. Awards. Service Recognition and Special Awards shall be granted or not
granted at the discretion of the City Council.
Time Spent for Meet and Confer and Grievances. The City allows reasonable
time off without loss of compensation for a reasonable number of recognized
representatives of the Association for the purpose of meet and confer and for
grievance representation. Reasonableness is determined by the Director of
Safety Services. Members of the Association may work for another member
pro bono (a shift substitution) due to Association activities following the joint
approval of the Director of Safety Services or designee and a Board member of
the Association.
Access to Work Location. Representatives of employee organizations may be
allowed reasonable access to work locations only after they have obtained
permission of the City Manager. Employee Bargaining Unit Representatives
must advise supervisors in advance of time they will be away from their regular
job duties for approved, scheduled employee organization business as
provided under Section D. City Procedures.
Use of City Facilities. Employee organizations may, with prior approval of the
City Manager, be granted the use of City facilities during non - working hours for
meetings of City employees, provided space is available, and provided further
such meetings are not used for organizational activities, membership drives, or
political activities of City employees.
Availability of Data. The City will make available to employee organizations
such non - confidential 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.
Such information shall be made available during regular office hours in
accordance with the City's rules 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 on
a promise to keep its source confidential may be made available in statistical
summaries, but shall not be made available in such form as to disclose the
source.
Nothing in this procedure shall be construed to require disclosure of the following:
a. Personnel, medical and similar files, the disclosure of which would
constitute an unwarranted invasion of personal privacy or be contrary to
City policy.
b. Working papers or memoranda which are not retained in the ordinary
course of business or any records where the public interest served by
not making the record available, clearly outweighs the public interest
served by disclosure of the record.
c. Records pertaining to pending litigations to which the City is a party or to
claims or appeals that have not been settled.
Nothing herein shall 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.
8. Bulletin Board Space. The City shall make available bulletin board space on
existing bulletin boards designated for general employee information for the use
of the employee organization in posting notices. The City and Association will
establish a list of locations, which will be maintained by and on file with the
Human Resources Manager.
ARTICLE 2. Severability and Savings
If any portion of this Agreement, or the application of such portion to any person 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 invalidated shall not be affected thereby, and shall remain in full
force and effect. The Association will be duly notified of any legislative action
invalidating any section of this Agreement.
3
In addition, the City will meet and consult with representatives of the unit prior to the
implementation of new programs which have an impact on the unit.
ARTICLE 3. Sympathy Action
During the term of this Agreement, neither the Association nor any person or persons
covered by this Agreement shall engage in any sympathy action or action of any type in
support of 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 Agreement shall commence at 12:00 a.m. on July 1, 2015 and terminate at
11:59 p.m. on June 30, 2017.
At the expiration of this Agreement, in whole or in part and in the absence of a new
agreement, the Association and the City agree to continue operating under the
provisions of this Agreement until such time as a new agreement is reached, provided,
however, such new agreement shall be retroactive to the date of expiration of this
Agreement or any part of this Agreement.
ARTICLE 5. Wages
Wages shall increase by two percent (2 %) for all job classifications, effective the
beginning of the pay period which includes July 1, 2015.
Wages shall increase by two and one half percent (2.5 %) for all job classifications,
effective the beginning of the pay period which includes July 1, 2016.
The Salary Schedule is shown in Exhibit A.
ARTICLE 6. Leaves
Section 1. Vacation
A. Computing Annual Vacation Leave
All employees who have served more than one year of continuous service shall be
entitled to vacation leave with pay.
Annual vacation leave shall be computed in accordance with the following schedule:
1 through 5 Years of Continuous Employment
112 -hour biweekly employees
Vacation Leave Credits
5.538 hours per pay period
80 -hour biweekly employees 3.692 hours per pay period
4
After 5 Years of Continuous Employment
112 -hour biweekly employees
80 -hour biweekly employees
After 10 Years of Continuous Employment
112 -hour biweekly employees
80 -hour biweekly employees
After 15 Years of Continuous Employment
112 -hour biweekly employees
80 -hour biweekly employees
B. Vacation Leave Accrual
Vacation Leave Credits
6.923 hours per pay period
4.615 hours per pay period
Vacation Leave Credits
8.308 hours per pay period
5.538 hours per pay period.
Vacation Leave Credits
9.231 hours per pay period
6.154 hours per pay period
Vacation time can be accumulated to a maximum of two times one - year's eligibility.
When an employee's vacation leave accrual reaches the maximum level, the employee
will stop accruing additional vacation leave until the employee uses vacation leave
below the maximum level. At that time, the employee will begin accruing additional
leave from that point forward.
Employees who have reached maximum accrual can request a review by the Director of
Safety Services in the event a vacation request is denied.
C. Use of Vacation Time
The times at which an employee may take their vacation 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. All requests for vacation time off shall be for a
minimum of four hours.
In the event one or more holidays fall within a vacation leave period, the normal holiday
pay will be paid.
Effective December 1, 2008, no more than six employees can be on vacation or comp
time off per 24 -hour shift.
Requests for vacation times are determined on a first -come, first -served basis. In the
event that multiple requests for vacation are received at the same time, seniority will be
the deciding factor. Seniority as it is referred to here shall be determined by the date of
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hire within the City of Poway Department of Safety Services. If more than one
employee shares the same date of hire, a method of chance will be utilized to determine
the individual that will be granted the vacation time off. This could include the selection
of a recorded number, draw of the cards, or roll of the dice.
When it is necessary to hire back to fill a vacancy to maintain the Department staffing
plan, a system of rank - for -rank hire back shall be utilized first. In the event this process
does not result in filling the vacation request, then employees who meet the
Department's requirement to serve in an out -of- class- acting (OCA) capacity shall be
contacted to fill the vacancy. In no event shall an individual of a higher rank be utilized
to fill a lower ranking position without first consulting the Operations Chief if during the
normal work day, or the Duty Chief if after hours. The decision of the Chief Officer on
this matter will prevail.
D. Payout of Vacation Leave
Employees who terminate employment shall be paid a lump sum for all vacation leave
earned prior to the effective date of termination, as required by law.
E. Vacation Conversion
The City will allow the conversion of accumulated vacation to cash subject to the
following requirements:
1. An employee must have at least three years of continuous service with the
City.
2. A maximum of two shifts (48 hours) per year may be converted to cash at
the current hourly rate.
3. After the conversion, the employee must have at least 96 hours of accrued
vacation.
Section 2. Sick Leave
A. Sick Leave Use
Sick leave shall be allowed for the following qualifying reasons:
For the employee's own illness or injury.
For the employee's own diagnosis, care, or treatment of an existing health
condition, or preventative care, including medical and dental
appointments.
For the diagnosis, care or treatment of an existing health condition or
preventative care for an employee's family member, including: parent,
parent -in -law, child, spouse, domestic partner, grandparent, grandchild, or
sibling.
c In accordance with the California Kin Care Law, regular full -time
employees may use available Family Sick Leave (FSL) to care for a
family member. If FSL is exhausted, employees must use other
available accrued leave (e.g., vacation).
To obtain relief or services related to being the victim of domestic
violence, sexual assault, or stalking, including the following with
appropriate certification of the need for services:
A temporary restraining order or restraining order
Other injunctive relief to help ensure the health, safety or welfare of
themselves or children.
To seek medical attention for injuries caused by domestic violence,
sexual assault, or stalking.
To obtain services from a domestic violence shelter, program, or
rape crisis center as the result of an act of domestic violence,
sexual assault, or stalking.
To obtain psychological counseling related to an experience of
domestic violence, sexual assault, or stalking.
To participate in safety planning and other actions to increase
safety from future domestic violence, sexual assault, or stalking,
including temporary or permanent relocation.
If an employee's sick leave balance is exhausted, another paid leave (e.g., vacation,
comp time) will be used.
Employees must use available sick leave for the first thirty days of a long -term personal
illness, injury, or disability.
B. Sick Leave Accrual
Sick leave with pay may be granted to all probationary and regular employees within the
Bargaining Unit who are employed in regular full -time positions. Sick leave shall not be
considered a right but shall be allowed only in case of necessity and actual personal
sickness or disability. Sick leave shall be accrued in accordance with the following
schedule:
112 -hour biweekly employees
80 -hour biweekly employees
Sick Leave Credits
5.538 hours per pay period
3.692 hours per pay period
Sick leave shall be granted to an employee only for actual working time off.
Accumulation of sick leave shall be unlimited.
In the event a 112 -hour biweekly employee is scheduled to work on a Designated
Holiday and is out on sick leave, the normal holiday pay will be paid.
Employees will not accrue sick leave while on leave- without -pay status.
B. Notification
In order to receive compensation while absent on sick leave, the employee shall notify
the designated Fire Department point of contact prior to the beginning of his /her daily
duties.
The Director of Safety Services may require certification by an employee's physician
that the employee is able to return to work in order to receive compensation for sick
leave, if:
1. The sick leave spans two or more consecutive scheduled shifts, and
2. An abuse of sick leave is suspected, and
3. The employee has been formally counseled regarding the abuse.
This requirement is at the discretion of the Director of Safety Services. However, the
Director of Safety Services may require such certification when the City deems
necessary, regardless of the time taken, subject to prior employee counseling.
In the event an employee does not have a sufficient amount of accumulated sick leave
to receive full compensation while absent due to illness, other accumulated leaves must
be used before the employee goes to a leave without pay status. Leave without pay
may only be granted with the approval of the City Manager.
C. Family Sick Leave
A 112 -hour biweekly employee may use accrued sick leave up to three (3) twenty -four
hour shifts (72 hours) and an 80 -hour biweekly employee may use up to forty -eight (48)
hours of accrued sick leave in each fiscal year to care for a parent, parent -in -law, child,
spouse, domestic partner, grandparent, grandchild, or sibling. Employees must notify
the designated Fire Department point of contact in advance when such leave is being
taken and so note in the comments section of his /her time card, as well as a Leave
Request, if done in advance. An employee cannot use personal sick leave in place of
Family Sick Leave.
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Section 3. Holidays
A. Designated Holidays
The holidays for 112 -hour biweekly employees in this unit are as follows:
New Year's Day January 1
Martin Luther King Jr. Day 3rd Monday, January
President's Day 3rd Monday, February
Memorial Day Last Monday, May
Independence Day July 4
Labor Day 1st Monday, September
Veteran's Day November 11
Thanksgiving Day 4th Thursday, November
Thanksgiving Friday Friday after Thanksgiving
Christmas Day December 25
The 80 -hour biweekly employees in this unit shall be entitled to the same holidays off as
other 80 -hour employees in the City, which in no event shall be less than the above
listed holidays.
Holiday pay for the 112 -hour biweekly employees in this unit shall be 12 hours pay at
their regular rate of pay.
In addition to regular pay for hours worked, employees in this unit shall be paid holiday
pay, whether on or off duty on the holidays above.
To be eligible for holiday pay, an employee must be in a paid status in the pay period
that includes the holiday.
Section 4. Bereavement Leave
In the event of a death in the family, a 112 -hour biweekly employee shall be eligible for
up to 48 hours off with pay to attend the funeral or make funeral arrangements; an 80-
hour biweekly employee shall be eligible for up to 24 hours with pay, subject to the
following provisions:
A. The relatives designated shall include child, parent, sibling, grandparent,
grandchild, and domestic partner. It shall also include "in -law" relatives and
those relationships generally called "step ".
B. Bereavement leave is not compensable when the employee is on leave of
absence, bona fide layoff, or for days falling outside the employee's regular
work period.
C. All requests for paid bereavement leave shall be made in writing as soon as
A
practical but in no even later than the first day back to work, and shall be
subject to the approval of the Human Resources Manager or designee.
Section 5. Shift Trade
Employees assigned to a 112 -hour biweekly work schedule are permitted to trade shifts
in accordance with the following provisions:
A. All shift trade requests are made voluntarily by the employees involved.
B. Compensable hours for involved employees will not change due to the
trade.
C. Shift trades can only be agreed upon by two employees of the same rank
and required certification to perform the substituted role, such as Tiller
Operator.
D. Shift trades shall be scheduled for a minimum of four hours and be
completed within 180 days of the initial traded hours.
E. The "banking" of shift trade hours owed by one employee to another is not
permitted.
F. Shift trades must be approved following Department policy.
G. Upon approval, the traded shift becomes the responsibility of the
substituting employee. If the substituting employee is unable to work the
traded shift due to illness, the substituting employee shall be charged sick
leave.
H. Shift trades should not cause overtime.
Shift trades between employees will not be considered when determining the maximum
number of employees off during a 24 -hour shift.
ARTICLE 7. Payroll and Workweek
Section 1. General
Employees in this unit shall be assigned to either an 8 -hour or a 24 -hour shift. The
workweek will consist of 40 or 56 hours respectively.
Section 2. Overtime
Work in excess of the employee's regular scheduled time will constitute overtime, and if
such time is approved, it shall be compensated at one - and - one -half (1 -1/2) times that
employee's regular rate of pay.
The FLSA work period for 112 -hour biweekly employees shall coincide with the regular
biweekly payroll period of 14 days. The number of overtime hours shall be determined
in accordance with the provisions of FLSA and this Agreement.
For the purposes of computing overtime, hours of paid leaves of absences shall be
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considered as hours worked. Workers Compensation leave (Labor Code §4850) shall
not be considered hours worked for purposes of computing overtime. In instances
where an additional shift or unscheduled hours are worked prior to the first day of
Workers Compensation leave within the employee's FLSA period, the additional shift or
unscheduled hours shall be paid at the FLSA overtime rate.
Section 3. Dues Deduction
Upon written request to Human Resources, employees may elect to pay dues to the
Poway Firefighters' Association through payroll deduction. Checks will be made
payable to the Poway Firefighters' Association only.
Section 4. Compensatory Time Off (CTO)
Compensatory time off (CTO) will be earned at the straight time rate for each hour
worked. The additional one -half hour of overtime compensation for each hour worked
will be paid in cash. The maximum accumulation of CTO off shall be 72 hours for all
112 -hour biweekly employees. The maximum accumulation of CTO shall be 80 hours
for all 80 -hour biweekly employees in this unit. The accumulation of hours shall be
reduced to 48 hours at the end of each fiscal year for all 112 -hour biweekly employees.
The accumulation of hours shall be reduced to 40 hours at the end of each fiscal year
for all 80 -hour biweekly employees. The employee shall be compensated for the
excess accumulation in a cash payment as part of the final pay period of the fiscal year.
Requests for the use of CTO shall be valued the same as requests for vacation time off.
All requests for CTO must be for a minimum of four hours. Effective December 1, 2008,
no more than six employees can be on vacation or CTO per 24 -hour shift.
Requests for cash payment of accumulated CTO throughout the fiscal year, other than
mandatory reduction at the end of the fiscal year, shall be paid during the pay period in
which requested.
Section 5. Call -Back Time
Employees called back to work after expiration of their normal work day or shift to
perform emergency work shall be guaranteed minimum call -back time of two (2) hours
at the appropriate overtime rate in the event the employee is released from duty within
two (2) hours from the time of call. Call -back time will begin at the time of the call when
the employee is required to prepare for and report to duty immediately. The employee
shall make every effort to report to work as soon as possible after being called back,
and in no event shall call -back pay commence sooner than one hour prior to the time
the employee reports to work. For purposes of determining eligibility for minimum
call -back time, returning to duty to maintain a manning level as determined by the
Director of Safety Services will be considered emergency work.
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ARTICLE 8. Benefits
Section 1. Health
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 medical and
dental plan will be shared between the City and the employee. The City shall pay one -
half of the dependent medical and dental premium cost. The employee's share of the
cost will be made through payroll deduction. The parties to this Agreement agree to
work with the City Insurance Committee to keep the overall cost of future premium
increases to a minimum for the term of this Agreement.
Section 2. Eve Care
The City will provide an eye care plan. The City shall pay 100% of the premium for the
employee 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 insurance company, shall be covered under a group life
insurance plan for the amount of one and one -half (1 -1/2) times annual income
15,000 minimum).
Section 4. Long Term Disability Income Insurance
This employee benefit provides for the payment of a monthly income benefit payment
for those covered employees disabled by injury or sickness.
The monthly benefit provided under this coverage will be 66- 2 /3percent of the
employee's monthly earnings. The acceptance of an employee's application for long-
term disability is subject to the approval of the insurance carrier. The insurance carrier
is responsible for calculating the exact benefit amount, based on each individual's
income status.
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 monthly benefit payment period.
The City pays 100% of the premium.
An employee may use sick leave and other accrued leave to supplement coverage
under this benefit up to, but not in excess of, 100% of his/her regular rate of pay.
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Section 5. Flexible Spending Benefits Program
The City will maintain a Flexible Spending Benefits Program in accordance with
applicable IRS statutes and the Affordable Health Care for America Act (AHCAA) in
order to provide employees the greatest possible tax benefit.
Section 6. Deferred Compensation
In addition to the City's existing 457 deferred compensation plan, the City will provide a
401(a) Deferred Compensation Plan. Only full -time employees shall be eligible for this
benefit. Employees hired on or before June 30, 2004, shall have a one -year vesting
period for the 401(a) plan. For those hired on or after July 1, 2004, the vesting schedule
will be as follows for any contributions made by the City:
From date of hire until second anniversary — 0% of accumulated value
Second anniversary of employment — 20% of the accumulated value
Third anniversary of employment — 40% of the accumulated value
Fourth anniversary of employment — 60% of the accumulated value
Fifth anniversary of employment — 80% of the accumulated value
Sixth anniversary of employment — 100% of the accumulated value
Section 7. Retirement Health Savings Plan
The City agrees to provide a Retirement Health Savings Plan (RHSP) for employees.
A. The City will contribute $35.38 per full biweekly pay period into each employee's
RHSP account.
B. Any fees related to the RHSP will be paid by employees.
C. Annual conversion of sick leave hours:
Employees must annually convert 40 hours of sick leave to cash as an RHSP
deposit in the pay period that includes July 1 when:
1. Their sick leave balance is at least 200 hours after conversion; and
2. The employee used 72 hours or less sick leave in the prior fiscal year (July
June 30).
D. Conversion of sick leave hours at service /non - disability retirement:
1. Remaining sick leave hours at service /non - disability retirement
converted to cash as an RHSP deposit.
2. The maximum cash value shall be $11,142 effective July 1, 2015.
3. The maximum cash value shall increase to $11,420 effective July 1,
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shall be
2016.
4. The maximum cash value shall thereafter increase by the same percentage
as future MOU salary increases (e.g., 2% across - the -board salary increase
would increase the maximum by 2 %, or $11,420 x 1.02 = $11, 648) effective
the same date as that salary increase.
5. If future salary increases vary by rank, the maximum cash value shall
increase by the highest percentage salary increase granted for any rank
represented by the Association.
Section 8. Employee Benefits Review
The City will establish a joint committee with up to three (3) Bargaining Unit
representatives to evaluate employee benefits, including the potential elimination of the
Anthem Blue Cross Point of Service (POS) Plan. The committee will hold at least two
meetings prior to the start of the 2016 and 2017 Plan Years as follows:
2016 Plan Year
August 2015 — Review Strategic Planning
Benchmarking)
September 2015 — Review Marketing Analysis
Report (State of the Market, ACA,
Renewal Rates, Plan Alternatives)
The 2016 Plan year review will review and confirm the healthcare conditions facing the
City (e.g., rising costs, ACA provision); review Plan alternatives available to reduce both
city and employee healthcare costs; and identify near -term Plan modifications for
possible implementation with the 2016 Plan Year. It is not anticipated the POS Plan
would be eliminated at this time.
2017 Plan Year
August 2016 — Review Strategic Planning Report
September 2016 — Review Marketing Analysis
The 2017 Plan Year review will review and re- confirm the healthcare conditions facing
the City; review Plan alternatives available to further reduce both City and employee
healthcare costs; and identify a long -term Plan alternative for implementation with the
2017 Plan Year. Although it is anticipated the POS Plan would be eliminated at this
time, changes in market conditions and /or ACA requirements may allow for possible
continuation.
Note: Willis, the City's third -party benefits administrator, would guide each meeting
Any regular City employee who has completed his /her initial probationary period is
eligible to apply for a loan under the City's Computer Program. Participants must agree
to comply with the requirements and provisions of the Program. Participants will be
eligible to make an initial computer purchase or upgrade their existing computer system
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through this program.
Maximum loan amounts are established based upon the type of computer system being
purchased, per the City's policy.
ARTICLE 9. Special Pay
Section 1. Tuition Reimbursement
Employees in the Association shall be allowed to participate in the tuition
reimbursement program outlined in the Personnel Rules. The maximum amount of
reimbursement shall be $1,500 per fiscal year per employee and will be available on a
first -come, first -serve basis. The total funds available to the Association will be $10,000
each fiscal year. Funds remaining in any one fiscal year cannot be carried over to a
future year. Approved fire service classes and professional and technical courses in
accredited educational institutions are eligible provided that:
A. The employee has received at least an overall satisfactory rating on his /her last
performance evaluation.
B. The subject matter of the course relates directly to and contributes toward the
performance of the employee's position with the City.
C. The employee submits a Request for Tuition Reimbursement form to the
department Director and Human Resources within three (3) weeks after the
beginning of the class.
D. Before receiving reimbursement, the employee shall furnish proof of payment
and evidence that he /she has completed the course with a grade of "C" or better,
if the grade of "C" is acceptable for graduation. A "pass' will be accepted for
classes where a pass /fail grading system is used. For approved fire service
classes a certificate of completion is required.
Section 2. Uniforms and Equipment
The City will provide all uniforms that are required by the City in accordance to the
following:
A. All uniforms will be compliant with NFPA Standard 1500 and as determined by
the Director of Safety Services and shall include items specified in Section 2,
Item C, below.
B. Safety clothing required in the performance of duties shall be provided by the
City. Employees shall be required to report for work in the required uniform
and shall wear the required safety clothing when performing hazardous duties.
C. Standards of maintenance of uniforms and equipment shall be determined by
the City. Employees will be required to maintain these standards. Uniforms to
be purchased by the City include:
1s
1. Shirts 4 4. Jacket w /liner 1 7. T -shirts 6
2. Pants 4 5. Socks 6 r. 8. Belt 1
3. Sweatshirt 1 6. Physical Training Shorts 1 9.13all ca 1
D. Uniform replacements will be made on an as- needed basis as determined by
the Department Director or designee.
Uniform allowance as defined by the California Public Employees' Retirement
System (CaIPERS) is a form of compensation for "classic members" of
CaIPERS for CaIPERS purposes only. As such, any uniform allowance or the
value of uniforms provided by the City will be reported to CaIPERS as part of
the employee's annual gross income for purposes of computing the employee's
and City's CaIPERS contribution. Under the California Public Employees'
Pension Reform Act (PEPRA), a uniform allowance or the value of uniforms is
not considered pensionable compensation for "new members' of CaIPERS.
Section 3. Acting Pay
A. Compensation for working in an acting assignment in the rank of Fire Engineer or
Fire Captain shall be paid at the next step in the employee's current range or a
minimum of 5% above the employee's current compensation rate.
Acting pay will commence after the employee has worked a minimum of 12
consecutive hours in an acting assignment retroactive to the first hour of the
assignment. Thereafter, acting pay will continue for every consecutive hour
worked in the acting assignment until the employee is relieved of the acting
assignment.
B. In order for an employee to be eligible to work in an out -of -class position, the
employee must have successfully passed the most recent promotional examination
for that out -of -class position.
C. Serving in an acting capacity will not alter employees' anniversary dates for
probationary status or merit increases.
Section 4. Travel Expenses
Travel expense approval will be in alignment with the City's current policy.
Section 5. Bilingual Pay
The City agrees to study bilingual pay (organizational need, eligibility, compensation,
certification, etc.) and develop a recommendation by June 2016.
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ARTICLE 10. Service
Section 1. Probation
All appointments shall be for a probationary period of not less than one year. During the
probationary period, the employee may be rejected at any time without the right of
appeal or hearing. The Department Director shall have the authority to extend the initial
period of probation for an additional three (3) months.
If any employee is rejected during the probationary period from a position to which
he /she has been promoted, the City shall make every reasonable effort to retain the
employee in any vacant position in a public safety position for which he /she is qualified.
Such efforts may include acceptance of the employee's request for a voluntary
demotion to a vacant position.
This provision shall not apply if the employee is released from probation due to
repeated or single acts of misconduct specified in Rule 14.2 of the City's Personnel
Rules.
Section 2. Prohibition of Tobacco Use
The City agrees to require new hires with an original appointment date after July 1,
2000, to not use tobacco products, and will require continued nonuse as a condition of
their employment.
Section 3. Safety
The Association adopts the following by reference:
1. The City has a Central Safety Committee with representatives from all units.
2. The City and all employees shall comply with any applicable Federal and
State law.
3. The City and all employees shall comply with any safety policy and /or
procedure that may from time to time be promulgated by the City Council or
the Safety Services Department.
Section 4. Meal and Rest Periods
Meal periods and rest periods will be permitted insofar as they are practicable and
consistent with operational interests.
In the event of an extended emergency response, the City will reimburse the members
of the Poway Firefighters' Association $5.00 per meal, per person when such a
response will not allow the fire crews to return to station by 1300 hours for lunch, or
7.50 per meal, per person when returning after 1830 hours for dinner. Reimbursement
will be made directly to the affected crew members. All meals will be purchased and
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consumed within the City limits, whenever practical.
Section 5. Transfers
If an employee assigned to a 112 -hour biweekly work schedule is transferred to a
position on an 80 -hour biweekly schedule, the employee's sick leave and vacation leave
accrual rates along with their respective balances shall be adjusted proportionately to
reflect the new schedule for an 80 -hour biweekly employee. If an employee is
transferred from an 80 -hour biweekly schedule to a 112 -hour biweekly schedule, the
sick leave and vacation accrual rate and balances shall be similarly adjusted.
Section 6. Layoff and Abolishment of Positions
The City may abolish any position and the employee may be laid off without disciplinary
action or without the right of appeal.
Whenever the City deems it necessary to reduce the number of employees in any
classification, the employee may be laid off without disciplinary action or without the
right of appeal.
The City agrees to meet with the Bargaining Unit Representatives 30 days prior to
issuance of any layoff notices or abolishment of positions to confer over the impact and
implementation of said layoffs or abolishment and to discuss alternatives and options.
However, the City Manager shall retain the final decision with respect to classifications
and number of employees to be laid off.
The City's layoff procedures are contained in Rule 13 (Separation from Service) of the
City's Personnel Rules, in effect at the time the layoff decision is made.
Section 7. Drivina Eligibility
Employees who drive a vehicle for City business shall have a valid California Driver's
License. The City participates in the California Department of Motor Vehicles' "pull
program." The City reserves the right to check at any time with the Department of Motor
Vehicles and /or an employee to determine if the employee's license is valid. If an
employee's driver's license is revoked, suspended or otherwise made invalid by the
Department of Motor Vehicles, the employee must inform his /her supervisor
immediately.
Section 8. Licenses and Certificates
Employees must maintain licenses and certification as outlined in their respective job
specifications at all times. In order to ascertain the validity of the employee's licenses
and certificates, employees must present licenses and certificates to their supervisor
upon request. If any of an employee's licenses or certificates are revoked, suspended
or otherwise made invalid, the employee must inform his /her supervisor immediately.
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Section 9. Direct Deposit
All employees will have mandatory direct deposit. Employees will provide authorization
to the City to electronically deposit their paychecks to a financial institution of their
choice.
Section 10. Resignations
An employee wishing to resign in good standing shall file with the Department Director a
written resignation stating the effective date and reasons for resignation at least two
weeks prior to the effective date of resignation.
The City will pay an employee for all hours worked on the next regular payday after
resignation, 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
consideration for rehire if a position is available. Decision to rehire is at the discretion of
the City, and the employee will not reestablish rights and /or benefits lost at the time of
resignation.
Section 11. Training and Seminars
The City provides funds for training and educational seminars as the budget reasonably
permits. Tuition and fees for training and educational seminars are paid from these
funds. Employees requesting tuition for emergency services, job - related educational
seminars must obtain approval in advance from the Director of Safety Services.
Employees attending such seminars during their normal duty hours will not be charged
vacation leave or compensatory time off leave. Employees attending such seminars on
their own time will not be compensated for that time.
ARTICLE 11. Grievance Procedure
The Association and City will adhere to the grievance procedure as stated in the
Personnel Rules, Rule 15, in effect at the time of the grievance. In addition to Step Five
of the Grievance Procedure set forth in the Personnel Rules, the final level of review
shall be contained in the Memorandum of Understanding with the Association as
follows:
If the employee does not agree with the decision reached in Step Five of the Grievance
Procedure, he /she may present the appeal in writing to the City Council.
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.
ARTICLE 12. Retirement and Social Security
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The City will provide retirement benefits through the Public Employees' Retirement
System. The City does not participate in the Social Security System.
The use of the terms "classic member" and "new member' shall be as defined in the
Public Employee Pension Reform Act of 2013 (PEPRA) and those rules and regulations
adopted by CalPERS to implement PEPRA.
Classic members" are those members who entered into membership with a retirement
system on or before December 31, 2012 who do not meet the definition of "new
member' in Government Code section 7522.04(f).
A "new member' is defined in Government Code section 7522.04(f) as any of the
following:
An individual who becomes a member of any public retirement system for
the first time on or after January 1, 2013, and who was not a member of
any other public retirement system prior to that date; or
An individual who becomes a member of a public retirement system for
the first time on or after January 1, 2013, and who was a member of
another public retirement system prior to that date, but who was not
subject to reciprocity under subdivision (c) of Govt. Code 7522.02; or
An individual who was an active member in a retirement system and who,
after a break in service of more than six months, returned to active
membership in that system with a new employer.
For employees hired on or before December 31, 2011 and considered "classic
members" as defined above:
Effective pay period beginning July 11, 2011, each employee in this Bargaining Unit will
contribute nine percent (9 %) of his/her PERSable salary (excluding overtime) on a pre-
tax basis towards the "member contribution' portion of their CaIPERS retirement
account.
The City currently contracts with the California Public Employees' Retirement System
CaIPERS) to provide the following system features:
1. The retirement option known as 3 % -at -50 formula;
2. Average of three highest years' compensation;
3. The Index Level of 1959 Survivors Benefit; and
4. Pre - Retirement Optional Settlement 2 Death Benefit.
44;
For employees hired after December 31, 2011 and considered "classic members"
as defined above:
The City amended its contract with CalPERS to create a second -tier retirement plan
effective January 1, 2012. The second -tier will apply to employees hired after
December 31, 2011 and considered "classic members ". The second -tier shall provide:
1. The retirement option known as 3 % -at -55 formula;
2. The Index Level 1959 Survivors Benefits;
3. Average of three highest years' compensation; and
4. Pre - Retirement Optional Settlement 2 Death Benefit.
An employee in the second -tier will contribute nine percent (9 %) of his/her PERSable
salary (excluding overtime) on a pretax basis towards the "member contribution" portion
of their CalPERS retirement account.
For employees hired on or after January 1, 2013 and considered "new members"
as defined above:
Employees in this group shall receive:
1. The retirement formula known as 2.7 % -at -57 formula; and
2. Average of three highest years' compensation with no Employer Paid
Member Contribution (EPMC).
Employees considered "new members" shall pay 50% of the "normal cost" (as
determined by CalPERS annually) on a pre -tax basis.
ARTICLE 13. Maintenance of Benefits
All rights, privileges, and terms and conditions of employment in full force and effect
under the previous MOU and not in conflict herewith shall become a part herein until
mutually modified, or otherwise changed by the parties hereto.
ARTICLE 14. Job Actions
The Association agrees not to strike or otherwise engage in withholding services or
concerted action during the term of this Agreement. In addition, the City agrees not to
lock out the employees.
ARTICLE 15. Americans with Disability Act
The City and the Bargaining Unit agree that they are subject to and must conform to the
Americans with Disability Act Amendments Act (ADAAA).
21
ARTICLE 16. Classification and Compensation Study
1. The City will include funding for a comprehensive classification and
compensation study in the FY2015- 2016/2016 -2017 budget;
2. The City will issue an RFP in 2015 -16, to include professional services that will
identify industry- standard incentive pay(s), including education incentive pay, for
Safety classifications.
3. The City will include two Bargaining Unit representatives on the City interview
team to conduct consultant selection interviews. These two representatives will
have an opportunity to review the RFP prior to issue.
4. The City will endeavor to complete the classification and compensation study by
winter 2016/2017, in time for the next biennium budget cycle (FY 2017- 18/2018-
19).
ARTICLE 17. Personnel Rules
All other employee rights, privileges, and benefits are included in the Personnel Rules of
the City of Poway.
ARTICLE 18. Posting of Agreement
A copy of this Agreement will be posted on the City's intranet and internet for employee
access. The Agreement will be provided to new hires at the Human Resources
orientation.
rxa
The undersigned, representing the City and the Association, do hereby adopt the terms
and conditions set forth herein and recommend the City Council and members of the
Association approve it.
For the City:
Tina White
Assistant City Manager
Scott Edwards
Director of Administrative Services
Lisa Torres
Human Resources Manager
For the Association:
Mike Powell
Brian Mitchell
Fire Captain /Paramedic
Joshua Fernandes
Fire Engineer /Paramedic
Geoffrey Kamantigue
Firefighter /Paramedic
Dated: Dated:
23
The undersigned, representing the City and the Association, do hereby adopt the terms
and conditions set forth herein and recommend the City Council and members of the
Association approve it.
For th
Tina White
Assistant City Manager
Administrative Services
Human Resources Manager
Dated:
23
For the Associat!qty
Mike Powell
Brian Mitchell
Fire Captain /Paramedic
oshua Fernandes
Fire Engi eer/ aramedic
Ge rey <amantigue
Fi efighter /Paramedic
Dated: --7 — g — ( S—
Salary Schedule for Classifications within the Safety Employees Bargaining Group
Effective the beginning of the first pay period which includes July 1, 2015
POSITION SALARY
Fire Captain/ RANGE STEPS
Paramedic 142.4 A B C D E
Biweekly (hourly x 112) 3,195.92 3,355.74 3,523.52 3,699.70 3,884.72
Hourly (112 hours) 28.535 29.962 31.460 33.033 34.685
Hourly (80 hours) 39.949 41.947 44.044 46.246 48.559
Approx. Monthly 6,924 7,271 7,634 8,016 8,417
Fire Captain 137.4 A B C D E
Biweekly (hourly x 112) 3,043.15 3,195.36 3,355.07 3,522.85 3,699.02
Hourly (112 hours) 27.171 28.530 29.956 31.454 33.027
Hourly (80 hours) 38.039 39.942 41.938 44.036 46.238
Approx. Monthly 6,593 6,923 7,269 7,633 8,015
Fire Engineer
Paramedic 126.3 A B C D E
Biweekly (hourly x 112) 2,739.18 2,876.16 3,019.97 3,170.94 3,329.54
Hourly (112 hours) 24.457 25.680 26.964 28.312 29.728
Hourly (80 hours) 34.240 35.952 37.750 39.637 41.619
Approx. Monthly 5,935 6,232 6,543 6,870 7,214
Fire Engineer 121.3 A B C D E
Biweekly (hourly x 112) 2,608.82 2,739.30 2,876.27 3,020.08 3,171.06
Hourly (112 hours) 23.293 24.458 25.681 26.965 28.313
Hourly (80 hours) 32.610 34.241 35.953 37.751 39.638
Approx. Monthly 5,652 51935 6,232 6,544 6,871
Firefighter/Paramedic 120.0 A B C D E
Biweekly (hourly x 112) 2,575.66 2,704.46 2,839.65 2,981.66 3,130.74
Hourly (112 hours) 22.997 24.147 25.354 26.622 27.953
Hourly (80 hours) 32.196 33.806 35.496 37.271 39.134
Approx. Monthly 5,581 5,860 6,153 6,460 6,783
Exhibit A
Salary Schedule for Classifications within the Safety Employees Bargaining Group
Effective the beginning of the first pay period which includes July 1, 2016
POSITION SALARY
Fire Captain / RANGE STEPS
Paramedic 142.4 A B C D E
Biweekly (hourly x 112) 3,275.89 3,439.63 3,611.66 3,792.21 3,981.82
Hourly (112 hours) 29.249 30.711 32.247 33.859 35.552
Hourly (80 hours) 40.949 42.995 45.146 47.403 49.773
Approx. Monthly 7,098 7,453 7,825 8,216 8,627
Fire Captain 137.4 A B C D E
Biweekly (hourly x 112) 3,119.31 3,275.33 3,439.07 3,610.99 3,791.54
Hourly (112 hours) 27.851 29.244 30.706 32.241 33.853
Hourly (80 hours) 38.991 40.942 42.988 45.137 47.394
Approx. Monthly 6,759 7,097 7,451 7,824 8,215
Fire Engineer
Paramedic 126.3 A B C D E
Biweekly (hourly x 112) 2,807.73 2,948.06 3,095.46 3,250.24 3,412.75
Hourly (112 hours) 25.069 26.322 27.638 29.020 30.471
Hourly (80 hours) 35.097 36.851 38.693 40.628 42.659
Approx. Monthly 6,083 6,387 6,707 7,042 7,394
Fire Engineer 121.3 A B C D E
Biweekly (hourly x 112) 2,674.11 2,807.84 2,948.18 3,095.57 3,250.35
Hourly (112 hours) 23.876 25.070 26.323 27.639 29.021
Hourly (80 hours) 33.426 35.098 36.852 38.695 40.629
Approx. Monthly 5,794 6,084 6,388 6,707 7,042
Firefighter/Paramedic 120.0 A B C D E
Biweekly (hourly x 112) 2,640.06 2,772.11 2,910.77 3,056.26 3,209.02
Hourly (112 hours) 23.572 24.751 25.989 27.288 28.652
Hourly (80 hours) 33.001 34.651 36.385 38.203 40.113
Approx. Monthly 5,720 6,006 6,307 6,622 6,953
Exhibit A
SIDE LETTER AGREEMENT BETWEEN
CITY OF POWAY AND POWAY FIREFIGHTERS' ASSOCIATION
JULY 1, 2015 THROUGH JUNE 30, 2017
WHEREAS, the City of Poway ( "City ") is the employer of City of Poway
employees; and
WHEREAS, the Poway Firefighters' Association ( "Association ") represents
certain City employees; and
WHEREAS, the current Memorandum of Understanding (MOU) between the City
and the Safety Unit is in effect through June 30, 2017; and
WHEREAS, both parties have agreed to the following, without prejudice to its
position and without waiving any rights, including but not limited to the law, Meyers -
Milias -Brown Act, and the MOU; and
WHEREAS, both parties acknowledge that the City holds certain management
rights not necessarily within the scope of bargaining, articulated, in part, in Article 1,
Section 3.0 City Rights, of the MOU.
NOW, THEREFORE, THE CITY AND THE ASSOCIATION HEREBY AGREE AS
FOLLOWS:
1. A joint labor- management working group will be established.
2. Beginning January 1, 2016 through December 31, 2016, the working group will
meet each month to discuss and evaluate the following items in advance of the
next MOU negotiations in 2017:
a. Fair Labor Standards Act (FLSA) 7(k) work period;
b. The elimination of "fire hours ";
c. Paid time off counted as hours worked for calculating overtime; and
d. Station bid policy.
FOR THE CI
1 t6t
Tina M. White
Assistant City Manager
Services Director
Human Resources Manager
Dated: 11D I
FOR THE ASS IATION:
Mike Powell
Brian Mitchell
Fire Captain /Paramedic
Ge rey Kamantigue
Fi efighter /Paramedic
oshua Fernandes
Fire Engineer /Paramedic
Dated: -8- I S
SALARY AND BENEFIT PLAN
FOR THE
CITY OF POWAY
MANAGEMENT/CONFIDENTIAL GROUP
July 1, 2015-June 30, 2017
Exhibit C
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TABLE OF CONTENTS
Article 1. Salary Schedule ......................... ...............................
Article2. Leaves ..................................................................................................................... ..............................4
Section1. Vacation ............................................................................................................... ..............................4
A. Groups 1 -3 - Management ............................................................................................... ..............................4
B. Group 4 -Confidential ..................................................................................................... ..............................5
Section 2. Executive Leave ................
A. Group 1 ......... ...............................
B. Groups 2A and 2B ........................
6
Section3. Sick Leave ............................................................................................................. 7
A. Sick Leave Use .................................................................................................................. 7
B. Sick Leave Accrual ............................................................................................................ 8
C. Notification ...................................................................................................................... 8
D. Family Sick Leave ............................................................................................................. 8
E. Annual Conversion of Sick Leave ..................................................................................... 8
F. Retirement Health Savings Plan ( RHSP) ........................................................................... 9
G. Payout of Sick Leave ........................................................................................................ 9
Section4. Holidays .............................................................................................................. 10
A. Designated Holidays ....................................................................................................... 10
B. Holiday Pay ..................................................................................................................... 10
C. Holiday Closures ............................................................................................................. 11
Section S. Bereavement Leave ............................................................................................. 11
Section6. Benefit Day Hours ............................................................................................... .............................12
Section7. Jury Duty ............................................................................................................. .............................12
Article 3. Payroll and Workweek 12
A. Groups 1, 2A and 2B -Management ............................................................................... .............................12
B. Groups 3 and 4 - Professional / Confidential .................................................................... .............................13
Article 4. Benefits ................................................................................................................ ............................... 14
Section 1. Hospital and Medical .......................................................................................... 14
Section1. Eye Care ............................................................................................................ 14
Section3. Life Insurance ...................................................................................................... 14
Section 4. Deferred Compensation - All Groups ................................................................... 14
Section 5. Employee Benefits Review .................................................................................. .............................15
Section6. Computer Loan Program ..................................................................................... 16
Section 7. Long Term Disability Income Insurance .............................................................. 16
A. Group 1- Management .................................................................................................. 16
B. Groups 2- 4 ..................................................................................................................... 16
Section 8. Workers' Compensation Insurance ..................................................................... 17
Section 9. Unemployment Insurance /State Disability Insurance ......................................... 17
Section 10. Flexible Spending Benefits Program .................................................................... 17
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Section11. Part-Time Employee Benefit s .............................................................................. .............................18
ArticleS. Special Pay .............................................................................................................. .............................18
Section 1. Tuition Reimbursement ....................................................................................... .............................18
Section 2. Uniforms and Equipment .................................................................................... .............................19
Section3. Acting Pay ........................................................................................................... .............................19
A. Groups 1 -3 -Management .............................................................................................. .............................19
B. Group 4- Confidential .................................................................................................... .............................19
Section4. Physical Examinations ......................................................................................... .............................20
SectionS. Travel Expenses ................................................................................................... .............................20
A. Group 1 -2A - Management ......................................................................................... .............................20
B. Groups 2B, 3 and 4 - Management / Confidential ........................................................ .............................20
Article 6. Service
Section 1. Transfers
21
Section2. Layoff and Reemployment .................................................................................. .............................21
Section 3. Resignations.........
Article7. Retirement and Social Security .............................................................................. .............................22
Section1. COMERS ............................................................................................................... 22
Section2. PARS .................................................................................................................... 13
1. Group 1- Tier VI: ............................................................................................................. 24
2. Group 1— Tier VII: ........................................................................................................... 24
3. Groups 2 -3 —Tier III: .................................................................................................................................... 24
4. Group 2-4 —Tier fl: ....................................................................................................................................... 24
5. Group 4 — Tier IV: ............................................................................................................ 24
Article S. Personnel Rules 24
Article 9. Classdication and Compensation Study ................................................................... .............................24
Article10. Bilingual Pay ......................................................................................................... .............................25
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Article 1. Salary Schedule
Wages shall increase by two percent (2 %) effective the beginning of the pay period which
includes July 1, 2015.
Wages shall increase by two and one half percent (2.5 %) effective the beginning of the pay
period which includes July 1, 2016.
Wages shall be paid in accordance with the salary schedule attached as Exhibit A.
Article 2. Leaves
Section 1. Vacation
A. GROUPS 1 -3 — MANAGEMENT
1. Computing Vacation Leave
All employees in the management group, who have served for a minimum of six (6)
months of continuous service, shall be entitled to vacation leave with pay.
Annual vacation leave shall be computed in accordance with the following schedule:
Years of
Continuous Employment
1 through 5
After
After 10
After 15
2. Vacation Leave Accrual
Vacation Leave Credits
4.615 hours per pay period
5.538 hours per pay period
6.923 hours per pay period
7.662 hours per pay period
Vacation time can be accumulated to a maximum of 200% of one year's eligibility.
When an employee's vacation leave accrual reaches the maximum level, the
employee will stop accruing additional vacation leave until such time as the
employee uses vacation leave below the maximum level. At that time, the employee
will begin accruing additional leave from that point forward.
Employees who have reached maximum accrual can request a review by their
department Director in the event a vacation request is denied.
3. Use of Vacation Time
The times at which an employee may take vacation shall be determined by the
immediate supervisor with due regard for the wishes of the employee and particular
regard for the needs of the City. Vacation leave in excess of thirty calendar days
shall be granted or not granted at the sole discretion of the City Manager.
4
4.
5.
In the event one or more holidays fall within a vacation leave period, such holidays
shall not be charged as vacation leave.
An employee may elect to use accrued vacation leave for scheduled dental and
medical appointments, treatments, procedures or other related activities.
Conversion of Accrued Vacation Leave
Annual conversion of a portion of accrued vacation to cash for Groups 1 -3 is
permitted subject to the following guidelines:
a. A maximum of 40 hours per year may be converted on an hour - for -hour basis,
at the current rate of pay.
b. After conversion, the employee must have at least 80 hours remaining to
his /her credit.
e. Requests for conversion by Group 1 employees shall be approved by the City
Manager. Requests for conversion by Groups 2 and 3 employees shall be
approved by the Director of Administrative Services.
Payout of Vacation Leave
Employees who terminate employment shall be paid in a lump sum for all accrued
vacation leave as required by law.
B. GROUP 4 - CONFIDENTIAL
1 Computing Vacation Leave
All employees in this group shall be entitled to vacation leave with pay except those
employees who have served less than six continuous months in the service of the
City.
Annual vacation leave shall be computed in accordance with the following schedule:
Years of
Continuous Employment
1 through 5 years
After 5 years
After 10 years
After 15 years
2. Vacation Leave Accrual
Vacation Leave Credits
3.692 hours per pay period.
4.615 hours per pay period.
5.538 hours per pay period.
6.462 hours per pay period.
Vacation time can be accumulated to a maximum of 200% of one year's eligibility.
When an employee's vacation leave accrual reaches the maximum level, the
employee will stop accruing additional vacation leave until such time as the
5
employee uses vacation leave below the maximum level. At that time, the employee
will begin accruing additional leave from that point forward.
Employees who have reached maximum accrual can request a review by their
department Director in the event a vacation request is denied.
3. Use of Vacation Leave
The times at which an employee may take vacation 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.
In the event one or more holidays fall within a vacation leave period, such holidays
shall not be charged as vacation leave, and the vacation leave shall be extended
accordingly.
An employee may elect to use accrued vacation leave for scheduled dental and
medical appointments, treatments, procedures or other related activities.
4. Conversion of Accrued Vacation Leave
Annual conversion of a portion of accrued vacation to cash for Group 4 is permitted
subject to the following guidelines:
a. A maximum of 40 hours per year may be converted on an hour - for -hour basis,
at the current rate of pay.
b. After conversion, the employee must have at least 80 hours remaining to
his /her credit.
e. Requests for conversion by Group 4 employees shall be approved by the
Director of Administrative Services.
5. Payout of Vacation Leave
Employees who terminate employment shall be paid in a lump sum for all accrued
vacation leave earned prior to the effective date of termination.
Section 2. Executive Leave
A. GROUP 1
Employees designated in this group shall be entitled to sixty -four (64) hours executive
leave each fiscal year. Executive leave hours will be prorated based on a new employee's
start date. If not taken during the fiscal year, any remaining executive leave will be
exchanged for compensation in the last full pay period of the fiscal year at the then current
rate of pay. Executive leave may not be carried over into the next fiscal year. Employees
who terminate employment shall be paid in a lump sum for the value of unused executive
leave.
0
B. GROUPS 2A and 2B
Employees designated in these groups shall be entitled to thirty-two (32) hours executive
leave each fiscal year. Executive leave hours will be prorated based on a new employee's
start date. If not taken during the fiscal year, any remaining executive leave will be
exchanged for compensation in the last full pay period of the fiscal year at the then current
rate of pay. Executive leave may not be carried over into the next fiscal year. Employees
who terminate employment shall be paid in a lump sum for the value of unused executive
leave.
C. Executive leave shall be granted upon hire or promotion on a prorated basis, based upon
hire or promotion date.
Section 3. Sick Leave
A. Sick Leave Use
Sick leave shall be allowed for the following qualifying reasons:
For the employee's own illness or injury.
For the employee's own diagnosis, care, or treatment of an existing health condition;
or preventative care, including medical and dental appointments.
For the diagnosis, care, or treatment of an existing health condition or preventative
care for an employee's family member, including: parent, parent -in -law, child,
spouse, domestic partner, grandparent, grandchild, or sibling.
o In accordance with California Kin Care Law, regular full -time employees may
use available Family Sick Leave (FSL) to care for a family member. If FSL is
exhausted, employees must use other available accrued leave (e.g.,
vacation).
To obtain relief or services related to being the victim of domestic violence, sexual
assault, or stalking, including the following, with appropriate certification of the need
for such services:
A temporary restraining order or restraining order.
Other injunctive relief to help ensure the health, safety or welfare of
themselves or their children.
To seek medical attention for injuries caused by domestic violence, sexual
assault, or stalking.
To obtain services from a domestic violence shelter, program, or rape crisis
center as the result of an act of domestic violence, sexual assault, or stalking.
To obtain psychological counseling related to an experience of domestic
violence, sexual assault, or stalking.
To participate in safety planning and other actions to increase safety from
future domestic violence, sexual assault, or stalking, including temporary or
permanent relocation.
If an employee's sick leave balance is exhausted, another paid leave (e.g. vacation, comp.
time) will be used.
Employees must use available sick leave for the first thirty days of a long -term personal
illness, injury or disability.
B. Sick Leave Accrual
All probationary and regular employees within the unit who are employed in regular full -
time positions shall accrue sick leave at a rate of 3.69 hours per pay period. Employees
will not accrue sick leave while on leave- without -pay status. Accumulation of sick leave
shall be unlimited.
C. Notification
In order to receive compensation while absent on sick leave, the employee shall notify
his /her immediate supervisor or the department Director in the manner established by the
department prior to or within two hours after the time set for the beginning of duties.
Absent extenuating circumstances, failure to fulfill notification requirements will cause such
time off to be considered leave of absence without pay.
Certification by the employee's physician may be required in order to receive
compensation for sick leave over three (3) working days at one time if an abuse of sick
leave is suspected or if an unusual pattern of use has been documented and the
employee has been counseled. This requirement is at the discretion of the department
Director.
D. Family Sick Leave
An employee may use accrued sick leave up to forty -eight (48) hours in each fiscal year to
care for a parent, parent -in -law, child, spouse, domestic partner, grandparent, grandchild,
or sibling. Employee must notify his /her supervisor in advance, if possible, when such
leave is being taken and so note in the comments section of his /her time card, as well as
on a Leave Request, if done in advance. An employee cannot use personal sick leave in
place of Family Sick Leave and must use other available accrued leave when Family Sick
Leave is exhausted.
E. Annual Conversion of Sick Leave
In the last full pay period of the fiscal year, an employee must convert sick leave to cash
under the following conditions:
1. After conversion, employee must have a minimum balance of 168 hours of sick leave.
2. Employee has used 32 hours or less of sick leave in the immediately preceding 12
months.
3. Employee must convert 50% of the annual sick leave accrual, less sick leave used in
the immediately preceding 12 months, up to a maximum of 40 hours. Sick leave use
includes use of family sick leave.
Example: employee used 16 hours in preceding 12 months
96 hours of annual accrual x 50% = 48 hours
48 hours - 16 used = 32 hours converted to cash
F. Retirement Health Savings Plan (RHSP)
1. Employees in Group 1 that satisfy the provisions contained in Article 2, Section
3.E.(1 -3) of the Management /Confidential Group Salary and Benefit Plan
must contribute 100% of their annual sick leave conversion to a Retirement Health
Savings Plan account as a cash deposit.
2. Employees in Group 2-4 that satisfy the provisions contained in Article 2, Section
3.E.(1 -3) of the Management /Confidential Group Salary and Benefit Plan
must contribute 50% of their annual sick leave conversion to a Retirement Health
Savings Plan account as a cash deposit (e.g., an employee that is eligible to convert
40 hours of sick leave would receive the equivalent of 20 hours in cash and the
equivalent of 20 hours would be contributed to their RHSP account as a cash deposit).
3. Any fees related to the RHSP will be paid by employees.
4. The annual RHSP contribution shall take place in the last full pay period of the Fiscal
Year.
5. In the event of an employee's death, if the employee is a participant in the RHSP and
does not have a surviving spouse or surviving IRS qualified dependent/s, the
employee's Retirement Health Savings Plan account balance shall remain in the trust
i.e., RHSP) to be allocated among all RHSP Management/Confidential employee
participants. The allocation will be on a pro -rata share, based upon RHSP
Management/Confidential employee participant account balances.
G. Payout of Sick Leave
After five (5) years of continuous employment with the City, and upon termination or
retirement, an employee will receive compensation for unused sick leave.
Upon retirement, employee will receive 50% of all sick leave hours accrued in the
form of a deposit to their Retirement Health Savings Plan account. Effective the pay
period that includes May 1, 2015, payout of sick leave shall be provided on a
graduated scale for employees who retire, based on years of service as follows:
a. An employee who retires after 5 -9 years of service will receive 50% cash -out,
with a cap of $6,000.
b. An employee who retires after 10 -14 years of service will receive 50% cash -
out, with a cap of $8,000.
c. An employee who retires after 15, or more, years of service will receive 50%
cash -out with a cap of $10,000.
d. Each cap will increase by the same percentage as across - the -board wage
increases, beginning with the July 1, 2016 wage increase (e.g., $6,000 cap
will increase by 2.5% to $6,150 effective July 1, 2016).
Upon leaving City employment for reasons other than retirement, employee will
receive 50% of all sick leave hours accrued. Calculations will be at the
employee's rate of pay at the time of termination and will not exceed $2,000.
3. Upon the death of an employee, compensation for unused sick leave shall be at
the same rate as the retirement benefit. Payment shall be made to the
employee's designated beneficiary.
Section 4. Holidays
A. Designated Holidays
The holidays for employees in the management/confidential group are as follows:
New Year's Day
Martin Luther King Day
President's Day
Memorial Day
Independence Day
Labor Day
Veteran's Day
Thanksgiving Day
Day after Thanksgiving
Christmas Day
January 1
3rd Monday - January
3rd Monday - February
Last Monday - May
July 4
1st Monday - September
November 11
4th Thursday - November
4th Friday - November
December 25
Holidays falling on Sunday shall be observed on the following Monday. Holidays falling on
Saturday shall be observed on the preceding Friday and shall be considered as the legal
holiday.
To be eligible for holiday pay, an employee must be in a paid status in the pay period that
includes the holiday.
B. Holiday Pay
The City will pay nine hours for each Designated Holiday for those employees whose
regular work schedule is a nine hour workday. For holidays falling on a Friday, Holiday
pay shall be eight hours. Holiday pay will remain at eight hours for any employee whose
regular work schedule is an eight hour workday. Employees in this unit shall be paid
holiday pay, whether on or off duty on a Designated Holiday.
If a Group 3 or 4 employee works on a holiday, he /she will also be compensated for the
hours worked at the rate of two (2) times the employee's regular rate of pay.
If a Designated Holiday falls on an employee's regular day off, or on a day that City Hall is
closed (i.e. dark Friday), the employee will receive eight (8) flex day accrual hours, which
can be used in one hour increments following the pay period in which it is received.
Effective the pay period that includes July 1, 2015, employees in the unit will be allowed to
accumulate flex day accrual hours up to a cap of 24 hours. Once the cap is reached, an
employee will not receive additional flex day accrual hours until such time as the employee
uses flex day accrual hours below the cap.
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C. Holiday Closures
1. City Hall and other non - essential City facilities will be closed on:
a) Thursday, December 24, 2015, 7:30 a.m. to 5:30 p.m.; and
b) Thursday, December 31, 2015, 7:30 a.m. to 5:30 p.m.; and
c) Tuesday, December 27, 2016, 7:30 a.m. to 5:30 p.m.; and
d) Wednesday, December 28, 2016, 7:30 a.m. to 5:30 p.m.; and
e) Thursday, December 29, 2016, 7:30 a.m. to 5:30 p.m.;
2. The New Year's Day holiday that would typically be observed on Monday, January 2,
2017 will be moved to Tuesday, December 27, 2016. Monday, January 2, 2017 will
be a normal work day and all facilities will be open.
3. Actual times may vary, depending upon specific work schedules and normal facility
hours.
4. These closures will not be observed as paid holidays.
5. Employees' available leave hours (e.g., vacation, compensatory time, or benefit day)
will be charged for this time.
6. If an employee has been employed with the City for less than six months, they will
be given access to, and required to use, their benefit day hours and/or accrued
vacation hours.
7. If an employee has insufficient vacation, compensatory time, or benefit day hours,
the time will automatically be charged as leave without pay after they have
exhausted all available paid leave (other than sick leave).
8. If an employee is called to work during any of the closure times, and during what
would have been their regularly scheduled work hours, they will not be charged
leave for the hours worked.
Example: If an employee works for four hours during what would have been their
regularly scheduled work hours, they will be paid for the hours worked and will not
be charged leave hours for that time. However, they will be charged leave for the
remaining hours.
9. At the discretion of the department director, some employees may have to work due
to operational demands.
Section 5. Bereavement Leave
In the event of a death in the family, regular and probationary employees shall be eligible for up
to forty (40) hours of paid bereavement leave to attend the funeral or make funeral
arrangements, subject to the following provisions:
A. The relatives designated shall include child, parent, sibling, grandparent, grandchild, and
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domestic partner. It also includes "in -law" relatives and those relationships generally
called "step ".
Bereavement leave is not compensable when the employee is on leave of absence, bona
fide layoff, or for days falling outside the employee's regular work period.
C. All requests for paid bereavement leave shall be made in writing as soon as practical but
in no event later than the first day back to work, and shall be subject to approval of the
Human Resources Manager or designee.
Section 6. Benefit Dav Hours
In addition to provisions for vacation, sick leave, and holidays set forth elsewhere herein, each
employee who has completed an initial probationary period of no less than six months shall
have available 16 benefit day hours each fiscal year. Eight of the 16 benefit day hours is 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). 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 last full
pay period 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.
Section 7. Jury Duty
Employees shall be compensated at the regular rate of pay for serving jury duty during the
employee's scheduled work hours. The duration of jury duty and hours to be compensated shall
be in accordance with City policy and the Personnel Rules.
Article 3. Payroll and Workweek
Regular paydays are designated as every other Friday for the two -week period ending the
previous Sunday. In no event will the City advance pay, including pay for earned vacation,
without the prior written approval of the City Manager.
A. Groups 1, 2A and 2B — Management
It is recognized that employees in these groups may be required to work hours in
excess of 40 hours in a workweek, and it is agreed that employees in this group shall
not be remunerated for such work beyond the current monthly salary rate of the
individual employee, but for the purposes of computing benefits, the regular number of
working or duty hours in a workweek from Monday through Sunday is established at
40 hours for all full -time employees in the group.
Chief Officers within the Safety Services Department (Director of Safety Services and
Fire Division Chief) will be provided supplemental compensation at a straight time
hourly rate, for hours worked outside of scheduled work hours when assigned to a
mutual aid incident and reimbursement funding is received by the City. Payment will
occur upon City's receipt of reimbursement funds and at no time shall payment exceed
the reimbursement amount received by the City. The City Manager must approve the
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supplemental compensation.
B. Groups 3 and 4 - Professional /Confidential
1. Work Hours
The City agrees to make available a flexible work schedule when possible. Work
schedule and operating conditions will be determined by the City to insure all
necessary service can be maintained without adverse impacts. Continuation of the
program will be at the discretion of the City Manager. It is understood that it may not
be possible to extend this schedule to all operations of the City due to service needs.
The 9/80 work schedule shall be defined as working eight, nine -hour, days and one,
eight -hour day in a two week pay period, plus an unpaid lunch break during each work
shift, totaling forty hours in each FLSA workweek. For all employees working a 9/80
work schedule, their designated FLSA workweek (40 hours in length) shall begin
exactly four hours after the start time of the employee's eight hour shift on the day of
the week that corresponds with the employee's alternating regular day off.
2. Overtime
No employee may work overtime without advance approval. Employees who do not
secure prior approval may be subject to disciplinary action pursuant to established
guidelines for discipline.
For full -time employees, unscheduled hours worked on Sundays and holidays shall be
paid at double the employee's rate of pay.
Employees in this group shall be paid one and one -half (1 -1/2) times their hourly rate
of pay for all hours worked in excess of an 8 -hour day (or 9 -hour day, depending on
the employee's work schedule) or a 40 -hour workweek.
A minimum of two hours pay at the rate of time and one -half 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.
If an employee responds to a trouble call via telephone outside normal work hours, the
employee will be compensated for telephone time in 15- minute increments on an
overtime basis.
3. Compensatory Time Off (CTO)
The times at which an employee may take compensatory time off 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. Compensatory time off, in lieu of overtime,
shall be taken as one and one -half (1 -1/2) hours off for each overtime hour worked.
The maximum accumulation of compensatory time off shall be 80 hours.
In the event an employee accrues 80 hours of compensatory time in any one
fiscal year, the employee will be ineligible to work overtime for compensatory time
off for the remainder of that fiscal year and will only be eligible for cash
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compensation for overtime worked unless the employee uses CTO and brings the
accrued balance below 80 hours.
b. Once an employee uses CTO and brings the balance below 80 hours, the
employee may again accrue CTO hours up to 80 hours.
C. The department Director or designee shall determine the times at which an
employee may take CTO with due regard for the wishes of the employee and
particular regard for the needs of the City.
An employee's CTO balance will be cashed out to zero in the final pay period of the fiscal
year at the employee's then rate of pay. Said cash payment may only occur as part of the
final pay period of the fiscal year in which the compensatory time off was accrued.
Article 4. 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 agreement 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 medical and dental plan
will be shared equally between the City and the employee. The employee's share of the cost
will be made through payroll deduction. The parties to this Agreement agree to work with the
City Insurance Committee to keep the overall cost future premium increases to a minimum.
Section 2. Eve Care
The City will provide an eye care plan. The City shall pay 100% of the premium for the
employee and 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 insurance carrier, shall be covered under a group life insurance plan for the
amount of one and one -half (1 -1/2) times base annual salary ($15,000 minimum).
The City pays 100% of the premium.
Section 4. Deferred Compensation - All Groups
In addition to the City's existing 457 deferred compensation plan, the City will provide a 401(a)
Deferred Compensation Plan. The City shall contribute to the 401(a) Deferred Compensation
Plan on behalf of the employees as follows: $129.31 per Group 1 employee per full biweekly
pay period, $106.23 per Group 2A employee per full biweekly pay period, $87.77 per Group 2B
employee per full biweekly pay period, and $69.21 per Group 3 and Group 4 employees per full
biweekly pay period.. Only full -time employees shall be eligible for this benefit and shall have
the following vesting rights to the contributions made to the plan. Employees hired on or before
June 30, 2004, shall be fully vested after the completion of one year of City service. Employees
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hired on or after July 1, 2004, shall be vested as follows:
From date of hire until second anniversary — 0% of accumulated value
Second anniversary of employment — 20% of the accumulated value
Third anniversary of employment —40% of the accumulated value
Fourth anniversary of employment — 60% of the accumulated value
Fifth anniversary of employment — 80% of the accumulated value
Sixth anniversary of employment —100% of the accumulated value
A. Group 1 - Management
All employees in this group are required to contribute $200 per biweekly pay period to
the 401(a) Deferred Compensation Plan.
Employees may make other contributions to the plan as provided for in the plan and in
accordance with applicable federal and state laws.
Section 5 Employee Benefits Review
The City will establish a joint labor /management committee to evaluate employee benefits,
including the proposed elimination of the Anthem Blue Cross Point of Service (POS) Plan. The
committee will hold at least two meetings prior to the start of the 2016 and 2017 Plan Years as
follows:
1. The 2016 Plan Year review will review and confirm the healthcare conditions facing the
City (e.g., rising costs, ACA provisions); review Plan alternatives available to reduce
both City and employee healthcare costs; and identify near -term Plan modifications for
possible implementation with the 2016 Plan Year. It is not anticipated the POS Plan
would be eliminated at this time.
a. August 2015 — Review Strategic Planning Report (State of the Market, ACA,
Benchmarking)
b. September 2015 — Review Marketing Analysis (Renewal Rates, Plan
Alternatives)
2. The 2017 Plan Year review will review and re- confirm the healthcare conditions facing
the City; review Plan alternatives available to further reduce both City and employee
healthcare costs; and identify a long -term Plan alternative for implementation with the
2017 Plan Year. Although it is anticipated the POS Plan would be eliminated at this
time, changes in market conditions and /or ACA requirements may allow for possible
continuation.
a. August 2016 — Review Strategic Planning Report
b. September 2016 — Review Marketing Analysis
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Any regular City employee who has completed his /her initial probationary period is eligible to
apply for a loan under the City's Computer Program. Participants must agree to comply with the
requirements and provisions of the Program. Participants will be eligible to make an initial
computer purchase or upgrade their existing computer system through this program.
Maximum loan amounts are established based upon the type of computer system being
purchased, per the City's policy.
Section 7. Long Term Disability Income Insurance
This employee benefit provides for the payment of a monthly income benefit payment for those
covered employees totally disabled by injury or sickness as determined by the insurer.
A.
L
Group 1 - Management
The benefit provided under this coverage will be 6623 percent of the employee's base
salary to a maximum of $10,900 per month. The insurance carrier is responsible for
acceptance of the claim and calculating the exact benefit amount, based on each
individual's income status.
The insurance carrier for this coverage requires a 30 -day waiting period from the first day
of the disability to the beginning of the monthly benefit payment period.
Monthly benefits are paid, with certain exceptions, as explained in the Group certificate of
insurance, until the recovery from the injury or sickness or until the employee reaches age
65.
The City pays 100% of the premium.
An employee may first use sick leave then other accrued leave to supplement coverage
under this benefit up to, but not in excess of, 100% of his /her regular rate of pay.
Groups 2- 4
The benefit provided under this coverage will be 66y3 percent of the employee's base
salary to a maximum of $9,500 per month. The insurance carrier is responsible for
acceptance of the claim and calculating the exact benefit amount, based on each
individual's income status.
The insurance carrier for this coverage requires a 30 -day waiting period from the first day
of the disability to the beginning of the monthly benefit payment period.
Monthly benefits are paid, with certain exceptions, as explained in the Group certfcate of
insurance, until the recovery from the injury or sickness or until the employee reaches
age 65.
The City pays 100% of the premium.
An employee may first use sick leave then other accrued leave to supplement coverage
16
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under this benefit up to, but not in excess of, 100% of his/her regular rate of pay
Section 8. Workers' Compensation Insurance
All employees in the group (regular, temporary and part-time) are covered by Workers'
Compensation Insurance from the date of employment. Premiums will be paid by the City.
Any employee shall, upon receiving a work - sustained injury, report the incident immediately to
his department Director.
The filing of the accident report as required by the Workers' Compensation Insurance Fund shall
be the responsibility of the employee's supervisor.
An employee of the City who is or may be entitled to temporary disability indemnity under
Division 4 or Division 4.5 of the Labor Code shall receive any accrued sick leave or vacation for
such absence. The City shall decrease the charge of sick leave or vacation in the amount of
temporary disability payment received so that the employee shall not receive payment in excess
of full salary or wage.
If the employee does not wish to use accrued sick leave or vacation, the employee shall notify
the City within five (5) days after the injury is reported to the City. After the five (5) days, the
employee's accrued sick leave or vacation shall be used until the date the employee notifies the
City in writing that he /she no longer wishes to use the accrued leaves. When computing sick
leave or vacation under this policy, the employee shall be given credit for any holidays that
occur during the period of absence hereunder.
The employee is, nevertheless, entitled to medical, surgical, and hospital treatment as provided
in the Labor Code. When the employee's accrued sick leave or vacation, or both, are
exhausted, the employee will still receive disability indemnity for which he /she is otherwise
entitled.
If an employee is receiving Workers' Compensation and not actively on the payroll, the City shall
collect from the employee the employee's costs of insurance for dependent coverage, and the
City shall pay the employer's costs of insurance. During such leave, no contributions shall be
made to the retirement plan.
Section 9. Unemployment Insurance /State Disability Insurance
The City does not participate in the State Disability Insurance program.
Section 10. Flexible Spending Benefits Program
The City will maintain a Flexible Spending Benefits Program in accordance with applicable IRS
statutes and the Affordable Health Care for America Act (AHCAA) in order to provide employees
the greatest possible tax benefit.
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Section 11. Part-Time Employee Benefits
Employees working less than full time will have their benefits prorated to the ratio of the hours
they work to 2,080 hours.
Article 5. Special Pay
Section 1. Tuition Reimbursement
A. The actual cost paid for tuition, books and required technical supplies and equipment, to
a maximum of $1,500 per fiscal year per employee, will be refunded to all regular City
employees for professional and technical courses in accredited educational institutions
provided that:
1. The employee has received at least a satisfactory 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 submits a Request for Tuition Reimbursement form to the department
Director and Human Resources within three (3) weeks after the beginning of the
course. The form shall be accompanied by a description of the course provided by
the education institution (e.g., course catalog description), which describes the
course content, and
4. Before receiving reimbursement the employee shall furnish proof of payment and
evidence that he /she has completed the course with
a. A grade of "C" or better in undergraduate work or a grade of "B" in graduate
work. A grade of "C" or better will be accepted for graduate work from
institutions where an average grade of "C" is acceptable for graduation, or
b. A "pass" or "credit" for those classes where a pass /fail or credit/no credit grading
system is used.
B. Regular City employees may also request reimbursement for actual cost paid for tuition,
books and required technical supplies and equipment, to a maximum of $1,500 per fiscal
year per employee, for courses that result in the issuance of Continuing Education Units
CEUs) or Continuing Education contact hours required for certification renewal, so long
as
1. The employee has received at least a satisfactory 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 submits the Request for Tuition Reimbursement to the department
Director and Human Resources prior to the course. The employee shall include with
the Request a description of the course from the provider offering the course,
demonstrating that the course is acceptable for continuing education contact hours.
Failure to obtain preapproval risks that the course is deemed ineligible and the
employee cannot be reimbursed, and
4. Prior to receiving reimbursement, the employee shall furnish proof of payment,
evidence that he /she has completed the course and verification or proof that all
eligible CEUs or contact hours were earned and awarded for the course.
I. k
Section 2. Uniforms and Eauioment
The City will provide and maintain all uniforms that are required by the City for management
employees in Public Works, Safety Services, and Community Services. Employees of Public
Works, Development Services, and Community Services, who are required to wear safety
shoes, will be reimbursed a maximum of $200 per fiscal year.
Uniform allowance as defined by the California Public Employees Retirement System
CalPERS) is a form of "compensation" for "classic members' of CalPERS for CalPERS
purposes only. As such, any uniform allowance or the value of uniforms provided by the City
will be reported to CalPERS as part of the employee's annual gross income for purposes of
computing the employee's and City's CalPERS contribution. Under the California Public
Employees' Pension Reform Act (PEPRA), a uniform allowance or the value of uniforms is not
considered pensionable compensation for "new members" of CalPERS.
Section 3. Actina Pay
A. Groups 1 -3 - Management
1. Out -of -Class Assignment
An employee acting for an uninterrupted period of eighty (80) or more consecutive
working hours in a higher classification or rank will be compensated at the rate of pay
for that higher classification or rank that is at least five percent (5 %) above the
employee's current rate of pay. Payment shall be retroactive to the first day of such
services. This provision does not apply to bona fide education, training and
development, job enlargement, or job enrichment.
2. Partial Responsibility
An employee specifically assigned to perform a portion of the duties of the higher level
position for 80 or more consecutive working hours, shall receive additional
compensation of five percent above the employee's current rate of pay. Payment shall
be retroactive to the first day of such services. The assignment shall be specifically
assigned in writing via the Out -of -Class Assignment form and signed by the
department Director or his /her designee.
Group 4 - Confidential
1. Out -of -Class Assignment
An out -of -class assignment is a temporary assignment of a regular employee to an
authorized classification at a higher level of pay that requires the employee to perform
the full range of duties of the higher classification. Employees who perform the full
range of duties of a higher level position for eighty (80) or more consecutive working
hours, in which there is no appointed incumbent or in which the incumbent is on paid or
unpaid leave, shall be compensated at the rate of pay for that higher classification or
rank that is at least five percent (5 %) above the employee's current rate of pay.
Payment shall be retroactive to the first day of such services. The full range of duties of
the higher -level position shall be specifically assigned in writing via the Out -of -Class
Assignment form and signed by the department Director or his /her designee.
Once the initial out -of -class terminates, the eighty (80) hour consecutive work hour
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elimination period will be waived for any additional out -of -class assignments that occur
within the calendar year, provided that the employee is working in the same out -of -class
classification regardless of work area assignment.
Service in an out -of -class assignment shall not alter an employee's performance
evaluation date.
2. Partial Responsibility
An employee specifically assigned to perform a portion of the duties of the higher level
position for 80 or more consecutive working hours, shall receive additional compensation
of five percent above the employee's current rate of pay. The assignment shall be
specifically assigned in writing via the Out -of -Class Assignment form and signed by the
department Director or his /her designee.
C. Consecutive Hours Worked
For purposes of determining the period of eighty (80) consecutive work hours, paid
holidays, vacation, and sick leave will apply toward hours worked.
D. Nature of Assignment
At the conclusion of such an assignment, the employee shall be restored to his /her former
classification regardless of the time involved. This provision shall not apply to bona fide
education, training and development, job enlargement or enrichment. The employee will
be noted in advance as to the nature of this assignment.
Section 4. Physical Examinations
Physical examinations required by the City as a condition of employment or continued
employment shall be paid for by the City.
Section 5. Travel Expenses
A. Group 1 -2A - Management
An automobile allowance in lieu of mileage shall be allocated in the amount of $300 and
160 per month for personnel in Groups 1 and 2A, respectively. The automobile allowance
is not applicable to employees who have been assigned a City vehicle. The City Manager
may grant a $160 per month automobile allowance to employees outside Groups 1 and 2A
when, in his /her best judgment, it serves the City. The City Manager may at his /her
discretion increase the $160 per month automobile allowance by a maximum of $100
based upon excessive driving requirements for an individual position.
B. Groups 213, 3 and 4 - Management/Confidential
Prior approval of the department Director and final approval of the City Manager shall
be required prior to reimbursement for travel expenses.
2. Employees using their own vehicle on approved City business travel will be
reimbursed at the approved IRS reimbursement rate.
3. Employees on approved official business away from the City will be reimbursed for
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actual and necessary expenses incurred, in accordance with the City's Travel and
Meeting Reimbursement policy.
4. In order to be reimbursed, employees must include original receipts for all expenses
with the reimbursement claim form.
5. Advances of travel expenses may be allowed at the sole discretion of the City
Manager.
Article 6. Service
Section 1. Transfers
An employee transferring from this group to a recognized employee unit shall maintain all pay
and benefits accrued in this group, and upon the effective date of transfer thereafter are
governed by the provisions of any policy and /or agreement in effect for such other recognized
employee unit.
Section 2. Layoff and Reemployment
Groups 1 — 3 — Management and Group 4 — Confidential
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.
Whenever it becomes necessary to reduce the number of employees in any classification, the
order of the layoff shall be as follows:
In order of seniority, the employee with the shortest service in total City service in the affected
classification shall be laid off first.
A. In the event of two (2) or more employees having identical total City service seniority, the
order of the layoff will be determined by length of continuous service in the affected
classification.
B. Whenever two (2) or more employees have identical service in the affected classification,
the order of the layoff shall be determined by the City Manager on the basis of
performance.
C. Employees to be laid off in a particular classification have the right to demote to a lower
classification to a position previously held with the City for which the employee meets the
minimum qualifications, is capable of performing the essential functions of the position,
and has City seniority over other employees in the lower classification. This will also apply
to employees to be laid off in a particular classification who have demoted from a higher
classification due to non - disciplinary reasons. Such employees shall be placed on the
seniority list for the higher classification provided they still meet the minimum
qualifications, are capable of performing the essential functions of the position, and have
City seniority over other employees in the higher classification.
D. The name of each laid -off employee shall be placed on a reemployment list for a period of
12 months in reverse order of the layoff. Employees who are laid off who have received
two out of three consecutive annual performance evaluations which are rated below
standards or needs improvement will be placed at the bottom of the reemployment list in
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reverse order of the layoff.
Section 3. Resignations
An employee in this group wishing to resign in good standing shall file with their immediate
supervisor a written resignation stating the effective date and reasons for resignation at least
fourteen (14) calendar days prior to the effective date of resignation.
The City will pay an employee for all hours worked on the next regular payday after resignation,
and thereafter will pay all accumulated reimbursable benefits as early as feasible.
An employee who has resigned with a good record will be given preferential consideration for
rehire if a position is available and he /she participates in the recruitment process for the
position. Decision to rehire is at the discretion of the City, and the employee will not reestablish
rights and /or benefits lost at the time of resignation.
An employee with five (5) years' service, who resigns in good standing and is reemployed within
a two (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.
Article 7. Retirement and Social Security
Section 1. CaIPERS
The City will provide retirement benefits through the California Public Employees' Retirement
System (CalPERS). The City does not participate in the Social Security System, except as
required by law.
The use of the terms "classic member" and "new member" shall be as defined in the California
Public Employees' Pension Reform Act of 2013 (PEPRA) and those rules and regulations
adopted by CalPERS to implement PEPRA.
Classic members" are those members who entered into membership with a retirement system
on or before December 31, 2012 who do not meet the definition of "new member" in
Government Code section 7522.04(f).
A "new member" is defined in Government Code section 7522.04(f) as any of the following:
1. An individual who becomes a member of any public retirement system for the first time
on or after January 1, 2013, and who was not a member of any other public retirement
system prior to that date; or
2. An individual who becomes a member of a public retirement system for the first time on
or after January 1, 2013, and who was a member of another public retirement system
prior to that date, but who was not subject to reciprocity under subdivision (c) of Govt.
Code 7522.02; or
3. An individual who was an active member in a retirement system and who, after a break
in service of more than six months, returned to active membership in that system with a
new employer.
PA
For employees hired on or before December 31, 2011 and considered "classic members"
as defined above:
Effective pay period beginning July 11, 2011, each employee in this unit will contribute seven
percent (7 %) of his /her PERSable salary (excluding overtime) on a pre -tax basis towards the
member contribution" portion of their CalPERS retirement account.
The City will provide under its contract with CAPERS the following provisions:
1. The Indexed Level 1959 Survivors Benefits;
2. The retirement benefit of 2 % -at -55 formula; and
3. The One Year Final Compensation option.
For employees hired after December 31, 2011 and considered "classic members" as
defined above:
The City amended its contract with CalPERS to create a second -tier retirement plan effective
January 1, 2012. The second -tier will apply to those employees hired after December 31, 2011
and considered "classic members." The second -tier provides:
1. The retirement benefit of 2 % -at -60 formula,
2. The Indexed Level 1959 Survivors Benefits; and
3. Average of three highest years' compensation.
An employee in the second -tier will contribute seven percent (7 %) of his /her PERSable salary
excluding overtime) on a pretax basis towards the "member contribution" portion of their
CaIPERS retirement account.
For employees hired on or after January 1, 2013 and considered "new members" as
defined above:
City will provide under its contract with CaIPERS:
The retirement benefit of 2 % -at -62 formula,
Average of three highest years' compensation, and
No employer -paid member contribution (EPMC).
Employees considered "new members" shall pay 50% of the "normal cost" (as determined by
CalPERS annually) on a pre -tax basis.
Section 2. PARS
A. Upon retirement from the City concurrent with retirement under CaIPERS, the City also
provides a supplemental retirement benefit through the Public Agency Retirement System
PARS) to non - safety members of Groups 1 -4 hired on or before January 9, 2012. When
combined with CalPERS, this is equivalent to the 2.7 % -at -55 formula retirement benefit.
For employees hired on or after March 28, 2008, this benefit shall only apply to years of
service with the City of Poway. For employees hired before March 28, 2008, this benefit
applies to Poway and all prior CalPERS or reciprocal service with previous public
agencies.
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B. The PARS supplemental benefit applies as follows:
1. Group 1 - Tier VI:
a. was an employee of the City before March 28, 2008; and
b. is at least 55 years of age; and
c. has completed at least 5 years of continuous service with the City.
2. Group 1 - Tier VII:
a. was an employee of the City on or after March 28, 2008 but hired on or before
January 9, 2012; and
b. is at least 55 years of age; and
c. has completed at least 5 years of continuous service with the City.
3. Groups 2 -3 -Tier III:
a. was an employee of the City on or after March 28, 2008 but hired on or before
January 9, 2012; and
b. is at least 55 years of age; and
c. has completed at least 10 years of continuous service with the City.
4. Group 2-4 -Tier II:
a. was an employee of the City before March 28, 2008; and
b. is at least 55 years of age; and
c. has completed at least 10 years of continuous service with the City.
5. Group 4 - Tier IV:
a. was an employee of the City on or after March 28, 2008 but hired on or before
January 9, 2012; and
b. is at least 55 years of age; and
c. has completed at least 20 years of continuous service with the City.
C. The PARS supplemental benefit is not available to employees hired after January 9,
2012.
Article 8. Personnel Rules
All other employee rights, privileges, and benefits are included in the Personnel Rules of the
City of Poway.
Article 9. Classification and Compensation Study
1. The City will include funding for a comprehensive classification & compensation study in
the FY 2015 - 16/2016 -17 budget;
2. The City will issue an RFP in FY 2015 -16, to include professional services that will
identify and recommend the appropriate:
a. Benchmark classification(s);
b. Internal alignments for remaining classifications; and
c. Comparator agencies, reflecting those cities and special districts that perform
similar functions.
3. The City will seek Council support to consider special districts, in some circumstances,
when the City initiates the Classification and Compensation study.
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4. The City will endeavor to complete the classification and compensation study by Winter
2016/2017, in time for the next biennium budget cycle (FY 2017 - 18/2018 -19).
Article 10 — Bilinnual Pay
The City agrees to study bilingual pay (organization need, eligibility, compensation, certification,
etc.) and develop a recommendation by June 2016.
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Salary Schedule for Classifications within the Management/Confidential Group
Effective beginning the first pay period that includes July 1, 2015
Title
Range
Number
Approx. Monthly
Salary Range Step A Step B Step C Step D Step E
City Manager 19.210
3mvp 1 Eamo AI aM
Assistant City Manager 92.5 12.921 - 15 7C5 74.5429
10,732 - 13,044 61.9126
78.2701 82.1834 86.2927_ 90.6041
71.6716 75.2552DiredorofAdministrativeServices87.5 65.0082 68.2586
Director of Community Services 87.5 10,732 - 13,044 61.9126 65.0082 68.2586 71.6716 75.2552
Director of Development Services 88.5 11,705 - 14,225 67.5260 70.9023 74.4475 78.1696 82.0684
Director of Public Works 88.5 11,705 - 14,225 67.5260 70.9023 74.4475 78.1698 82.0684
Director of Safety Services 88.5 11,705 - 14,225 67.5260 70.9023 74.4475 78.1698 82.0684
Group 2A Exempt At -Will
Assist. Director of Administrative Services 82.5 9,183 - 11,163 52.9785 55.6273 58.4088 61.3292 64.4038
Assistant Director of Public Works 82.5 9,183 - 11,163 52.9785 55.6273 58.4088 61.3292 64.4038
City Clerk 78.5 8,112- 9,861 46.7992 49.1392 51.5963 54.1760 56.8881
City Engineer 84.5 9,645 - 11,724 55.6419 58.4240 61.3452 64.4124 67.6391
City Planner 82.5 9,183- 11,163 52.9785 55.6273 58.4088 61.3292 64.4038
Deputy Director of Public Works 81.5 8,403 - 10,214 48.4808 50 .9074 53.4506 56.1214 58.9291
Community Services Manager 78.5 8,112- 9,861 46.7992 49.1392 51.5963 54.1760 56.8881
Economic Development Manager 78.5 8,112 - 9,861 46.79921 49.1392 51.5963 54.17601 56.8881
Finance Manager 78.5 8,112- 9,861 46.7992 49.1392 51.5963 54.1760 1 56.8881
Fire Division Chief (not at-will) 82.5 9,183- 11,163 52.9785 55.6273 58.4088 61.3292 64.4038
Human Resources Manager 1 78.5 8,112 - 9,861 46.7992 49.1392 51.5963 54.1760 56.8881
Information Technology Manager 78.5 8,112 - 9,861 46.7992 49.1392 51.5963 54.1760 56.8881
Principal Civil Engineer 84 8,938 - 10,864 51. 5641 54 .1408 56.8491 59.6927 62.6749
Public Works Operations Manager 78.5 8,112 - 9,861 46.7992 49.1392 51.5963 54.1760 56.8881
Public Works Utilities Mana er 78.5 8,112 - 9,861 46.7992 49.1392 51.5963 54.1760 56.8881
Group 28
Associate Civil Engineer 71.5 6,710 - 8,1561 383113 40.6469 , 42.6791 44.8132 47.0537
Associate Planner 64 5,454 - 6,630 31. 4680 33 .0405 34.6933 36.4287 38.2487
Conservation Administrator 69 6,171 - 7,501 35.6032 37.3823 39.2522 41.2157 43.2748
Information Technology Analyst 65 5,591 - 6,796 32.2547 33.8665 35.5606 37.3394 39.2049
Legislative Services Administrator 75 7,157 - 8,699 41.2887 43.3521 45.5206 47.7977 50.1855
Management Analyst 65 5,591 - 6,796 32.2547 33.8665 35.5606 37.3394 39.2049
Network Administrator 69 6,171 - 7,501 35.6032 37.3823 39.2522 41.2157 43.2748
Public Works Administrator 75 1 7,157 -8,699 41.28871 43.3521 45.5206 47.7977 1 50.1855
Senior Accountant 68 6,021 - 7, 318 36.4705 38.2948 40.2104 42.2193
Senior Civil Engineer 78.7 8,198 - 9,964 49.6594 52.1425 54.7496 57.4870
Senior Code Compliance Officer 62 5,192 - 6,310 31.4484 33.0216 34.6734 36.4057
Senior Fire Safety Inspector 66 5,731 - 6, 965 M36.4933
34 .7132 36.4496 38.2729 40.1850
Senior Mana ement Analyst 69 6,171 - 7,501 37.3823 392522 41.2157 43.2748
Senior Planner 70 8,326- 7,668 38.3169 40.2335 42.2461 44.3567
Special Projects En ineer 69 6,171 - 7,501 37.3823 39.2522 41.2157 43.2748
Senior Recreation Supervisor 62 5,192 - 6,310 29.9517 31.4484 33.0216 34.6734 36.4057
Senior_ Traffic Engineer 78.7 8,198 -9,984 47.2947 49.6594 52.1425 54.7496 57.4870
Water Treatment Plant Supervisor
Water Utilit es Distribution Supervisor
72 6,646-8,078 38.3407 40.2567 42.2703 44.3849
44.3849
48.6022
1 46.60227216,646 - 8,0781 38.3407 40.2567 42.2703 1
Exhibit A -2015
1
Effective beginning the first pay period that includes July 1, 2015
Classification Title
Range
Number
Approx. Monthly
Salary Range Step A Step B I Step C I S:p D Step E
Group 3 Non - Exempt
Accountant 58.5 4,922 -5,984 28.3944 29.8140 31.3048 32.8700 34.5209
Assessment District Sped alist 58 4,703 - 5,717 27.1348 28.4907 29.9159 31.4124 32.9818
Assistant Engineer 65 5,591 - 6,796 32.2547 33.8665 35.5606 37.3394 39.2049
Assistant Planner 61 5,065 - 6,156 29. 2212 30 .6814 32.2162 33.8277 35.5178
Code Compliance Officer 58 4,703 - 5,717 27.1348 28.4907 29.9159 31.41241 32.9818
Construction Maintenance Supervisor 62 5,192 - 6,310 29.9517 31.4484 33.0216 34.6734 1 36.4057
Customer Services Supervisor 56 4,477 - 5,441 25.8273 27.1179 28.4743 29.8987 31.3926
Fire Safety Inspector 58 4,703 - 5,717 27.1348 28.4907 1 29.9159 31.4124 32.9818
Fleet Maintenance Supervisor 64 5,454 -6,630 31. 4680 33 .0405 34.6933 36.4287 38.2487
Management Assistant 61 5,065 -6,156 29. 2212 30 .6814 32.2162 33.8277 35.5178
Parks Maintenance Supervisor 64 5,454 -6,630 31. 4680 33 .0405 34.6933 36.4287 382487
Public Works Supervisor 62 5,192 -6,310 29.9517 31.4484 33.0216 34.6734 36.4057
Recreation Supervisor 56 4,477 - 5,441 25.8273 27.1179 28.4743 29.8987 31.3926
Utility Systems Supervisor 70 6 ,326 - 7,688 36.4933 38.3169 40.2335 42.2461 1 44.3567
Wastewater Utilities Su ervisor 64 5,454 - 6,630 31.4680 33.0405 34.6933 36.4287 38.2487
Group 4 NWAVWW
Administrative Assistant 111 45 3,412 -4,147 19.6841 20.6678 21.7015 22.7871 _ 219258
Deputy City Clerk 57 4,589 -5,577 26.4730 27.7958 29.1862 30.6462 32.1774
Executive Assistant to the City Manager 57 4,589 - 5,577 26.4730 27.7958 29.1862 30.6482 32.1774
Human Resources Technician 53 4,157 -5,053 23.9832 25.1817 26.4412 27.7639 29.1511
Human Resources Technician II 57 4, 589 - 5,577 26. 4730 27 .7958 29.1862 30.6462 32.1774
Senior Administrative Assistant 49 3,766 - 4,578 21.7275 22.8134 23.9544 25.1527 26.4095
Exhibit A -2015
Salary Schedule for Classifications within the Management/Confidential Group
Effective beginning the first
Range jApprox.
ant City Manager 92.5 13,244- 16,
x of Administrative Services 87.5 11,000 -13,
arof Community Services 87.5 11,000 -13,
ar of Development Services 88.5 11,997 -14,
ar of Public Works 88.5 11,997 -14,
xof Safety Services 88.5 11,997 -14,
2A ExwMX At -Will
Director of Administrative Services 82.5 9,413-11.
ant Director of Public Works 82.5 9,413-11,
erk 78.5 8,315-10,
1 ineer 84.5 9,886 -12,
anner 82.5 9,413-11,
unity Services Manager 78.5 8,315-10,
P Director of Public Works 81.5 8,613-10,
mic Development Manager 78.5 8,315-10,
e Manager 78.5 8,315-10,
vision Chief not at -will 82.5 9,413-11.
i Resources Manager 78.5 8.315-10,
Mon Technology Manager 78.5 8,315-10,
al Civil Engineer 84 9,161 -11,
Works Operations Manager 78.5 8,315-10,
Works Utilities Manager 78.5 8,315-10,
2B Eve - P
ate Civil Engineer 71.5 6,878 -8,
ate Planner 64 5,591 - 6,
rvation Administrator 69 6,326-7,
3tion Technology Analyst 65 5,731 -6,
itive Services Administrator 75 7,336-8,
ementAnalyst 65 5,731-6,
icAdministrator 69 6,326 -7,
Works Administrator 75 7,336 -8,
Accountant 68 6,171-7,
Civil Engineer 78.7 8,403-10,
Code Compliance Officer 62 5,321-6.
Fire Safety Inspector 66 5,874 -7,
Mana ementAnalyst 69 6,326 -7.
Planner 70 8,484 -7,
1Pro'edsEngineer 69 8,326 -7,
Recreation Supervisor 62 5,321 -6;
Traffic Enaineer 78.7 1 8 403 - 10.
Treatment Plant Supervisor 72
Utilities Distribution Supervisor 72
mod that includes July 1, 2016 1
Y TStepStepAIStepBIStepCStepD E
1
7 76.4065 80.2269 84.2380 88.4500 92.8692
0 63.4604 66.6334 69.9651 73.4634 77.1366
0 63.4604 66.6334 69.9651 73.4634 77.1366
1 69.2142 72.6749 76.3087 80.1240 84.1201
1 69.2142 72.6749 76.3087 80.1240 84.1201
1 69.2142 72.6749 76.3087 80.1240 84.1201
2 54.3030 57.0180 59.8690 62.8624 66.0139
2 54.3030 57.0180 59.8690 62.8624 86.0139
7 47.9692 50.3677 52.8862 55.5304 58.3103
7 57. 0329 59 .8846 62.8788 66.0227 69.3301
2 54.3030 57.0180 59.8690 62.8624 66.0139
7 47. 9692 50 .3677 52.8862 55.5304 58.3103
0 49.6928 52.1801 54.7869 57.5244 60.4023
7 47. 9692 1 50 .3677 52.8862 55.5304 58.3103
7 47.96921 50 .3677 52.88621 55.5304 58.3103
2 54. 3030 57 .0180 59.8690 82.8624 86.0139
7 47. 9692 50 .3677 52.8862 55.5304 58.3103
7 47.9692 50.3677 52.8862 55.5304 58.3103
5 52.8532 55.4943 58.2680 61.1850 64.2418
7 47. 9692 50 .3877 52.8862 555304 58.3103
7 47.9692 50.3677 52.8862 55.5304 58.3103
0 39.6791 41.6631 43.7461 45.9335 1 48.2300
8 32.2547 33.8665 35.5593 37.3394 39.2049
8 36.4933 38.3169 40.2321 42.2461 44.3567
5 33. 0611 34 .7132 36.4483 38.2729 40.1850
6 42.3209 44.4359 46.6568 48.9926 51.4401
5 33. 0611 34 .7132 36.4483 38.2729 40.1850
B 36.4933 38.3169 40.2321 422461 44.3567
8 42.3209 44.4359 46.6568 48.9926 51.4401
1 35.60321 37.3823 39.2508 41.2157 1 43.2748
4 48. 4771 50 .9009 53.4461 56.1183 58.9242
B 30.7005 32.2346 33.8459 35.5402 37.3158
0 33.8876 35.5810 37.3595 39.2297 41.1896
8 36.4933 38.3169 40.2321 42.2461 44.3567
1 37.4056 39.2748 41.2379 43.3023 45.4656
8 36.4933 38.3169 40.2321 42.2461 44.3567
B 30.7005 32.2346 33.8459 35.5402 37.3158
4 48. 4771 50 .9009 53.4461 W.11831 58.9242
0 39.2992 41.2631 43.3255 45.4945 47.7673
D 39.2992 41.2831 43.3255 45.4945 1 47.7673
Exhibit A -2015
Effective beginning the first pay period that includes July 1, 2016
Classification Title
Range
Number
Approx. Monthly
Salary Range Step A I Step 8 I Step C Step D Step E
Group 3 Non - Exempt
Accountant 58.5 5,045- 6,133, 29.1043 30.5594 32.0874 33.6918 35.3839
Assessment District Specialist 58 4,821 - 5,860 27.8132 29.2030 35627 321977 33.8083
Assistant Engineer 65 5,731 - 6, 965 33. 0611 34.7132 36.4483 38.2729 40.1850
Assistant Planner 61 5,192 - 6,310 29.9517 31.44134 33.0204 34.6734 36.4057
Code Compliance Officer 58 4,821 - 5,860 27.8132 29.2030 30.6627 32.1977 33.6063
Construction Maintenance Supervisor 62 5,321 - 6, 468 30.7005 32.2346 33.8459 35.5402 37.3158
Customer Services Supervisor 56 4,589 - 5,577 26.4730 27.7958 29.1652 30.6462 32.1774
Fire Safety Ins or 58 4,821 - 5,860 27. 8132 29 .2030 30.8627 32.1977 33.6063
Fleet Maintenance Supervisor 64 5,591 -6,796 32.2547 1 33.8665 35.5593 37.3394 39.2049
Management Assistant 61 5,192 -6,310 29.9517 31.4484 33.0204 34.6734 36.4057
Parks Maintenance Supervisor 64 5,591 - 6,796 32.2547 33.8665 35.5593 37.3394 39.2049
Public Works Supervisor 62 5,321 -6, 468 30.7005 32.2346 33.8459 35.5402 37.3158
Recreation Supervisor 56 4,589 -5,577 26.4730 27.7958 29.1852 30.6462 32.1774
Utility Systems Su ervisor 70 6,484 -7,881 37.4056 39.2748 41.2379 43.3023 45.4656
Wastewater Utilities Supervisor 64 5,591 - 6,796 312547 33.8665 1 35.5593 37.3394 1 39.2049
Group 4 Moog~
AdministrativeAssistantlll
Deputy City Clerk
45 3,497 -4,251 20.1762 21.1845 22.2434 23.3568 24.5239
57 4,703 -5,717 27.1348 28.4907 29.9148 31.4124 32.9818
Executive Assistant to the City Manager 57 4,703 -5,717 27.1348 28.4907 29.9148 31.4124 32.9818
Human Resources Technician l 53 4,261 - 5,179 24.5828 25.8112
4,703 - 5,717 27 1348 28.4907
3,860 - 4,692 22.2707 23.3837
27.1014 28.4580 29.8799
Human Resources Technician II 57 29.9148 31.4124 32.9818
Senior Administrative Assistant 49 24.5525 25.7815 27.0697
Exhibit A -2015