Non-Safety Employees 7-1-21 - 6-30-27SIDE LETTER TO AMEND MEMORANDUM OF UNDERSTANDING
BETWEEN THE CITY OF POWAY AND THE NON -SAFETY
EMPLOYEES REPRESENTED BY CALIFORNIA TEAMSTERS, LOCAL
9-1-1 DATED JULY 1, 2021 THROUGH JUNE 30, 2027
WHEREAS, the City of Poway (City) and Non -Safety employees, represented by Califodrnia
Teamsters, Local 9-1-1 (Teamsters), have entered into a Memorandum of Understanding (MOU) for
the period of July 1, 2021 through June 30, 2027, covering specified items which are within the scope
of representation, within the meaning of Government Code section 3504;
WHEREAS, pursuant to the terms of the current six -year MOU, the negotiated schedule for
Water Treatment Plant Operators (WTPOs) is six 12-hour and one 8-hour shifts during the same two -
week pay period, which rotates every four weeks;
WHEREAS, in June 2021, the City Council approved the addition of three new Full Time
Equivalent VVTPO positions to have two WTPOs on duty at all times;
WHEREAS, prior to implementing the negotiated schedule in the current MOU, the WTPOs
requested, in coordination with the Teamsters 9-1-1 Business Representative, a change to the schedule
in the MOU;
WHEREAS, the City agreed to meet and confer with Teamsters on a new schedule as
requested;
WHEREAS, the amended schedule will consist of a rotating schedule with 8-hour shifts covering
day, evening and overnight hours during the week, as well as 12-hour shifts during the weekend. Two
WTPOs will be scheduled to work all shifts. One rotating WTPO position will be flexibly scheduled each
week to help cover any vacant shifts due to preapproved time off, call -outs, or any other reason;
WHEREAS, the City and Teamsters have met and conferred in good faith, in compliance with
Government Code section 3505, on the subject covered in this Amendment, and both the City and
Teamsters support a new schedule for WTPOs.
NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Poway that the
Memorandum of Understanding (MOU) for the period of July 1, 2021 through June 30, 2027, shall now
be amended to read as follows:
Article 7. Payroll and Work Week
Section 5 - Work Hours
Water Treatment Plant Operators I/II/III
All Water Treatment Plant Operators (WTPOs), with the exception of the WTPO assigned to the
Flex Operator shift, will work a rotating schedule consisting of 8-hour shifts covering day,
evening and overnight hours during the week, as well as 12-hour shifts during the weekend,
which will be rotated every 4 weeks. Employees scheduled for these shifts will have their days
off grouped together, except each week one VVTPO will have their two days off split for a two -
week period.
The WTPO assigned to the Flex Operator shift will have a regular schedule of five 8-hour shifts
per work week, but with a flexible schedule that will be adjusted to work for other WTPOs who
MEMORANDUM OF
UNDERSTANDING
MEMORANDUM OF UNDERSTANDING (MOU)
BETWEEN THE
CITY OF POWAY
AND THE
NON -SAFETY EMPLOYEES BARGAINING UNIT
(TEAMSTERS, LOCAL 911)
Table of Contents
Article 1. General 1
Section 1 - Purpose 1
Section 2 - Scope 1
Section 3 - General Provisions 1
A. City Employer -Employee Relations Resolution 1
B. Construction 1
C. City Rights 2
D. New Employee Orientation 2
E. Employee Rights 2
F. City Procedures 2
G. Layoffs 4
Article 2. Severability and Savings 5
Article 3. Sympathy Action 5
Article 4. Duration of Agreement 5
Article 5. Wages 5
Article 6. Leaves 6
Section 1 - Vacation 6
A. Computing Annual Vacation Leave 6
B. Vacation Leave Accrual 7
C. Use of Vacation Time 7
D. Payout of Vacation Leave 7
Section 2 - Sick Leave 7
A. Sick Leave Use 7
B. Sick Leave Accrual 8
C. Family Sick Leave 8
D. Notification 9
E. Worker's Compensation Illness or Injury 9
F. Annual Conversion of Sick Leave 9
G. Retirement Health Savings Plan (RHSP) 9
H. Payout of Sick Leave 10
Section 3 - Holidays 11
A. Designated Holidays 11
B. Additional One -Time Designated Holidays 11
C. Holiday Pay 12
Section 4 - Benefit Day Hours 13
Section 5 - Bereavement Leave 13
Section 6 - Jury Duty 13
i
Article 7. Payroll and Work Week 14
Section 1 - General 14
A. Regular Paydays 14
B. Hours of Work 14
C. Community Services Work Schedule 14
D. Part -Time Work Hours Eligibility Requirements 15
Section 2 - Overtime 15
Section 3 - Compensatory Time -Off (CTO) 15
A. CTO Accumulation and Use 15
B. CTO Carryover 16
Section 4 - Deductions 16
A. Dues Deduction 16
B. Withdrawal of Dues Deduction 16
Section 5 - Work Hours 17
Article 8. Benefits 18
Section 1 - Hospital and Medical 18
Section 2 - Eye Care 20
Section 3 - Life Insurance 20
Section 4 - Short -Term and Long -Term Disability Income Insurance 20
Section 5 - Flexible Spending Benefits Program 20
Section 6 - Deferred Compensation 20
A. 457 Plan 20
B. 401 (a) Plan 21
Section 7 - Computer Loan Program (Employee Computer Purchase Program Policy &
Procedures) 21
Article 9. Special Pay 21
Section 1 - Tuition Reimbursement 21
Section 2 - Uniforms and Equipment 22
A. Safety Shoes 23
B. Uniforms - General 24
C. Uniforms — Community Services Employees 25
D. Uniforms — Park Rangers 25
E. Jackets 25
F. Uniform Allowance 25
Section 3 - Meal Reimbursement 26
Section 4 - Travel Expenses 26
Section 5 - On -Call Time 26
A. Field Forces 26
B. Operational Conditions 28
C. Filtration Plant 29
D. Recuperation Time 30
Section 6 - Shift Differential 31
A. Water Treatment Plant Operators 31
B. Public Works Employees 31
C. Community Services Employees 31
D. General 32
Section 7 - Callback Time 32
Section 8 - HVAC Certification Pay 32
ii
Section 9 - Utilities Certification & Over -Certification Compensation 32
Section 10 - Equipment Mechanic Certification 32
Section 11 - Reimbursement for DMV Certified Medical Exam for Class A License Renewal 32
Article 10. Service 33
Section 1 - Probation 33
Section 2 - Safety 33
Section 3 - Temporary Assignment to a Higher -Level Vacancy 33
A. Out -of -Class (OCA) Assignment 33
B. Partial Responsibility 34
C. Special Pays and Allowances during Temporary Assignment 34
D. Consecutive Hours Worked 34
E. Conclusion of Assignment 34
F. Nature of Assignment 34
Section 4 - Meal and Rest Periods 34
Section 5 - Transfers 35
Section 6 - Reassignment 35
Section 7 - Layoff and Reemployment 35
Section 8 - Resignations 36
Article 11. Grievance 36
Section 1 - Purpose 36
Section 2 - Scope 37
Section 3 - Procedure 37
A. Informal Grievance Procedure 37
B. Formal Grievance Procedure 37
Section 4 - Conduct of Grievance Procedure 38
Article 12. Retirement and Social Security 38
Article 13. Personnel Rules 40
Article 14. Job Actions 40
Article 15. Americans with Disabilities Act Amended 40
Article 16. Posting of Agreement 40
Signature Page 41
PART II. OTHER 42
Resolution 21-059 43
Resolution 21-061 58
Resolution 21-062 60
APPENDIX A — FULL-TIME, REGULAR POSITIONS 62
APPENDIX B — PART-TIME, REGULAR POSITIONS 64
iii
(THIS PAGE LEFT INTENTIONALLY BLANK)
MEMORANDUM OF UNDERSTANDING (MOU)
BETWEEN THE
CITY OF POWAY
AND THE
NON -SAFETY EMPLOYEES BARGAINING UNIT
(TEAMSTERS, LOCAL 911)
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-Milias-Brown Act. This
Memorandum is hereinafter referred to as the Agreement between the City of Poway and
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.
Article 1. General
Section 1 - Purpose
This agreement recognizes the Bargaining Unit Representatives as the majority representative
of all full-time and 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.
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.
Page 11
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; 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. New Employee Orientation
The City will comply with Government Codes 3555-3559 regarding Public Employee
Communication. All new hires in a represented bargaining unit shall be informed by Human
Resources, at the time of new hire orientation, that a union agreement is in effect for their
classification. The employee shall be provided a copy of the Memorandum of Understanding.
The City and the Union recognize the City has an obligation to provide the Union at least 10
days' advance notice of a new employee orientation. However, the Union will accept notice
from the City by email within one working day of the start date of all new hires that fall within
the bargaining unit.
If the new hire chooses to meet with the Union, the City will provide thirty (30) minutes of
release time for both the new hire and the Union Representative to complete a Union
orientation. The release time for the Union orientation will be scheduled after the pre -
scheduled time for the new employee orientation. The City's Human Resources Department
will coordinate the meeting for the Union orientation with the new hire's department and union
representative. Also, Human Resources will schedule the union orientation at the end of the
new hire orientation or no later than the first three (3) days from the new employee's start
date.
E. Employee Rights
The City will make every effort to ensure that the rights of employees are protected.
F. 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.
Page 12
3. Awards
Service Recognition and Special Awards shall be granted or not granted at the
discretion of the City Manager and/or City Council.
4. Time Spent for Union Activity
Consistent with Government Code section 3505.3, the City will allow a reasonable number
of Bargaining Unit representatives a reasonable amount of time off without loss of
compensation or other benefits when they are participating in any one of the following
activities:
1. Formally meeting and conferring with representatives of the City on matters within the
scope or representation;
2. Testifying or appearing as the designated representative of the Bargaining Unit in
conferences, hearings, or other proceedings before the Public Employment Relations
Board; or
3. Testifying or appearing as the designated representative of the Bargaining Unit in
matters before the grievance officer.
4. Based upon the operational needs of the City, as determined with prior approval of
the department Director, the City will authorize reasonable time off for up to five (5)
designated stewards to attend a one -day Union seminar once a year. The Union
agrees to provide three weeks advanced notice to the City of the date of the seminar.
The Bargaining Unit shall provide reasonable advanced notification to the City requesting
a leave of absence for the reasons set forth above. Employees shall not perform
Association business during paid City time unless leave has been approved consistent
with this section.
5. Access to Work Location
Bargaining Unit Representatives of Employee Organizations may be allowed reasonable
access to work locations only after they have obtained permission of the City Manager
or their designee. 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 F, City Procedures.
6. Use of City Facilities
Employee organizations may, with prior approval of the City Manager or their 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.
7. 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.
Page 1 3
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.
8. 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 or their designee. The City and Union
agree to the following list of locations:
a. City Hall bulletin boards at the North and South first floor employee entrances.
b. Public Works Administration Building, employee break room
c. Public Works Operations Center
d. Water Treatment Plant
e. Community Park, employee break room
f. Lake Poway, employee break room
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 & Risk
Management Director for pre -approval. Once approved, the City's email system may be
used.
G. 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.
Page 14
Article 2. Severabilityand 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, 2021, and terminate at 11:59
p.m. on June 30, 2027.
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
Year 1
A cash stipend in the amount of Seven Thousand Five Hundred Dollars ($7,500) shall be paid in
one payment in the first full pay period after ratification of the terms of a successor MOU by
Teamsters and approval by the City Council. In order to receive the one-time payment, the
employee must be employed on the last day of the first full pay period after ratification of the terms
of the successor MOU by Teamsters and approval by the City Council. The stipend shall be
prorated for part-time, regular employees based on their FTE. For example, a part-time, regular
employee with .50 FTE will receive 50% of the stipend payment at the same time as full-time
regular employees. Any part of the stipends which equates to six percent (6%) or less of the
employee's salary paid to Classic employees of Tier 1 & 2 will be reported to CaIPERS. This
stipend is not reportable to CaIPERS for PEPRA employees.
Employees who are hired after the first stipend payment will receive a prorated portion of the
stipend payment based on the remaining pay periods in the fiscal year.
Employees may have all or a portion of either stipend deposited to their MissionSquare 457
account upon following proper notification guidelines provided by the Human Resources or
Finance departments, up to the maximum IRS allowable amount.
Year 2
A cash stipend in the amount of Seven Thousand Five Hundred Dollars ($7,500) shall be paid in
one payment in the first full pay period in July 2022. In order to receive the one-time payment,
Page 15
the employee must be employed on the last day of the first full pay period in July 2022. The
stipend shall be prorated for part-time, regular employees based on their FTE. For example, a
part-time, regular employee with .50 FTE will receive 50% of the stipend payment at the same
time as full-time regular employees. Any part of the stipends which equates to six percent (6%)
or less of the employee's salary paid to Classic employees of Tier 1 & 2 will be reported to
CalPERS. This stipend is not reportable to CalPERS for PEPRA employees.
Employees who are hired after the Year 2 stipend payment is made will receive a prorated portion
of the stipend payment based on the remaining pay periods in the fiscal year.
Employees may have all or a portion of either stipend deposited to their MissionSquare 457
account upon following proper notification guidelines provided by the Human Resources or
Finance departments, up to the maximum IRS allowable amount.
Year 3
Effective at the beginning of the first full pay period in July 2023, an across the board salary
increase of 3% will be provided to all employees in the bargaining unit.
Year 4
Effective at the beginning of the first full pay period in July 2024, an across the board salary
increase of 5% will be provided to all employees in the bargaining unit.
Year 5
Effective at the beginning of the first full pay period in July 2025, an across the board salary
increase of 5% will be provided to all employees in the bargaining unit.
Year 6
Effective at the beginning of the first full pay period in July 2026, an across the board salary
increase of 5% will be provided to all employees in the bargaining unit.
Article 6. Leaves
Section 1 - Vacation
A. Computing Annual Vacation Leave
All employees in the unit shall be entitled to vacation leave with pay from date of hire, with
pre -approval from the employee's supervisor.
Annual vacation leave shall be computed, each pay period, in accordance with the following
schedule:
Page 16
Years of Continuous
Employment
Full -Time
Three -Quarter
Time
Half -Time
0 through 5 years
3.692 hours
2.77 hours
1.846 hours
After 5 years
4.615 hours
3.46 hours
2.308 hours
After 10 years
5.538 hours
4.15 hours
2.769 hours
After 15 years
6.462 hours
4.85 hours
3.231 hours
B. Vacation Leave Accrual
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.
Employees may choose to receive accrued vacation in cash or deposit the value into the
employee's MissionSquare 457 account within the limits and maximums defined by the
MissionSquare plan.
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.
Page 17
• 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 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:
o A temporary restraining order or restraining order.
o Other injunctive relief to help ensure the health, safety or welfare of themselves or their
children.
o To seek medical attention for injuries caused by domestic violence, sexual assault, or
stalking.
o 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.
o To obtain psychological counseling related to an experience of domestic violence,
sexual assault, or stalking.
o 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 Tong -term personal
illness, injury or disability.
B. Sick Leave Accrual
All probationary and regular employees shall accrue sick leave, bi-weekly, at a rate of 3.69
hours for full-time, 2.77 hours for three-quarter time, and 1.85 hours for half-time employees.
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 half of their annual accrued sick leave, which equates to 48 hours for
full-time, 36 hours for three-quarter time, and 24 hours for half-time, each fiscal year to care
for a parent, parent in-law, child, spouse, domestic partner, grandparent, grandchild or sibling.
Employee must notify their supervisor in advance, if possible, when such leave is being taken
and so note in the comments section on their 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.
Family Sick Leave is part of the employee's overall sick leave accrual; it is not an additional
leave accrual.
Page I8
D. Notification
In order to receive compensation while absent on sick leave, the employee shall provide
notification to their 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 prior to the
beginning of the work shift.
Certification by the employee's physician may be required in order to receive approval 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 Human Resources & Risk Management 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 full-time employee has used 32 hours or Tess of sick leave in the immediately
preceding 12 months. The regular part-time employee has used 24 hours or less of sick
leave for three-quarter time and 16 hours or less of sick leave for half-time 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 and part-time employees that satisfy the provision contained in Article 6,
Page 19
Section F(2) 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 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, an employee
will receive compensation for unused sick leave as follows:
1. Upon retirement, an employee will receive 50% of all sick leave hours accrued and not
used in the form of a deposit to their Retirement Health Savings Plan account. 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 $6,915.84 beginning July 1, 2021 and $7,054.15 beginning July 1, 2022.
b. An employee who retires after 10-14 years of service will receive 50% cash -out, with
a cap of $9,221.13 beginning July 1, 2021 and $9,405.55 beginning July 1, 2022.
c. An employee who retires after 15-19 years of service will receive 50% cash -out with
a cap of $11,526.40 beginning July 1, 2021 and $11,756.94 beginning July 1, 2022.
d. An employee who retires after 20 or more years of service will receive 50% cash -out
with a cap of $12,102.73 beginning July 1, 2021 and $12,344.78 beginning July 1,
2022.
e. Each cap will increase by the same percentage as across-the-board wage increases
beginning with the July 1, 2023 wage increase and as outlined in the table below:
7/1/2023
7/1/2024
7/1/2025
7/1/2026
3.0%
5.0%
5.0%
5.0%
5-9 years
$ 7,265.78
$ 7,629.07
$ 8,010.53
$ 8,411.05
10-14 years
$ 9,687.72
$ 10,172.11
$ 10,680.71
$ 11,214.75
15-19 years
$ 12,109.64
$ 12,715.13
$ 13,350.88
$ 14,018.43
20+ years
$ 12,715.13
$ 13,350.88
$ 14,018.43
$ 14,719.35
Page 110
2. Upon leaving City employment for reasons other than retirement, full-time employees will
receive 50%, three-quarter time employees will receive 37.5%, and half-time employees
will receive 25% of all sick leave hours accrued and not used. Calculations will be at the
employee's rate of pay at the time of termination and payout will not exceed $2,000 for
full-time employees, $1,500 for three-quarter time employees, or $1,000 for half-time
employees.
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:
Holiday
Date
New Year's Day
January 1
Martin Luther King 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
Day after Thanksgiving
4th Friday - November
Christmas Day
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.
B. Additional One -Time Designated Holidays
The following holidays will be observed as additional one-time designated holidays:
Year 1: Thursday, December 23, 2021 (in exchange for the 8 hours of flex credit from
Friday, December 24, 2021 which is a dark Friday)*
Year 2: No additional one-time, designated holidays (Christmas is on Sunday — observed
on Monday, December 26, 2022; New Year's Day is on Sunday - observed on
Monday, January 2, 2023)
Year 3: No additional one-time, designated holidays (Christmas is on a Monday — City Hall
will be closed; New Year's Day is also on a Monday — City Hall will be closed)
Page 111
Year 4: Monday, December 23, 2024, and Tuesday, December 24, 2024 (City Hall is
closed Friday, December 20, 2024.)
Year 5: Friday, December 26, 2025
Year 6: No additional one-time, designated holidays (Christmas is on a Friday and New
Year's Day is on a Friday)
*In Year 1, the observed and designated holidays will be Thursday, December 23, 2021 and
Saturday, December 25, 2021. Friday, December 24, 2021 is a dark or closed Friday and will not
be an observed or designated holiday due to the exchange of flex hours to be closed on Thursday,
December 23, 2021. Holiday pay will not be paid on Friday, December 24, 2021 to employees
who are not a flex schedule or on an opposite flex schedule.
C. Holiday Pay
1. The City will pay full-time employees 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 for full-time employees. Holiday pay will remain
at eight hours for any full-time employee whose regular work schedule is an eight -hour
workday.
2. Three-quarter time employees shall receive 6 hours of holiday pay and half-time
employees shall receive 4.5 hours of holiday pay, whether on or off duty, on a Designated
Holiday. To be eligible for holiday pay, an employee must be in a paid status in the pay
period that includes the Designated Holiday.
Payment of two times the employee's regular rate of pay shall be paid for all hours worked
on a Designated Holiday for full-time and three-quarter time employees.
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 full-time employees 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. 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. Other than as noted for Water Treatment Plant Operators in paragraph (C) 4. of this
Section, employees may request time off in lieu of pay for a holiday worked. The times
at which an employee may take their 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.
Page 112
6. 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.
Section 4 - Benefit Day Hours
In addition to provisions for vacation, sick leave, and holidays set forth elsewhere herein,
employees covered by this MOU shall be entitled to 18 benefit day hours for full-time employees,
13.5 benefit day hours for three-quarter time employees, and 9 benefit day hours for half-time
employees, each fiscal year. Benefit day hours will be prorated based upon an employee's hire
date. Half of the benefit day hours are for Cesar Chavez Day which will remain as an unscheduled
benefit day until 10 other cities in San Diego County close their offices in observance of this day,
at which time it shall be observed as a fixed holiday on the day so designated. If Cesar Chavez
Day becomes a fixed holiday as described herein, the number of benefit day hours shall be
reduced to half — 9 hours for full-time employees, 6.75 hours for three-quarter time employees,
and 4.5 hours for half-time employees.
Benefit day hours will be prorated based on the remaining pay periods in the fiscal year upon a
new employee's hire date.
The times at which an employee may use benefit day hours shall be determined by the
department Director with due regard for the wishes of the employee and particular regard for the
needs of the City. Benefit day hours may be taken in one -hour increments. If not taken by the
end of the second pay period in June, any remaining benefit day hours shall be forfeited.
Employees who terminate employment shall be paid in a lump sum for the value of any remaining
benefit day hours.
Section 5 - Bereavement Leave
In the event of a death in the family, regular and probationary employees shall be eligible for
time off with pay to attend the funeral or make funeral arrangements, subject to the provisions
listed below. Full-time employees are eligible for up to 40 hours, three-quarter time employees
are eligible for up to 30 hours, and half-time employees are eligible for up to 20 hours.
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 layoff, 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 employee's
supervisor and/or manager.
Section 6 - Jury Duty
Employees shall be compensated at their base hourly 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.
Page 113
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.
For employees regularly working less than 40 hours in one week, or designated as part-time
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. Hours of Work
1. All employees are required to record their time using standard, not military, time.
2. Employee time from 1 to 7 minutes shall be rounded down, and thus not counted as hours
worked, but employee time from 8 to 14 minutes must be rounded up and counted as a
quarter hour of work time.
3. 9/80 Work Schedule
The 9/80 work schedule shall be defined as working eight (8) nine (9) hour days and one
(1) eight (8) hour day in a two -week pay period, totaling forty hours in each FLSA work
week. For all employees working a 9/80 schedule, their designated FLSA work week
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 day off.
C. 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 their 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.
Page 114
D. Part -Time Work Hours Eligibility Requirements
All regular part-time employees are required to work no less than 18 hours per week. If a
regular part-time employee is unable to work any portion of their 18-hour schedule, they must
submit the appropriate leave hours to account for the number of hours that they are unable to
work. This procedure mirrors that applied to full-time employees and is only intended to
address qualifying reasons for the use of paid sick leave and/or the occasional unexpected or
planned time -off requests; employee shall not attempt to establish a regular practice of
applying leave hours to meet the 18 hour per week requirement. For example, if an employee
prefers only to work 12 of their scheduled 18 hours in a given week, they cannot simply use 6
hours of vacation leave in order to meet the required 18 hours. If a regular part-time employee
exhausts their leave hours and is unable to work their full 18-hour schedule, their leave
accruals will be prorated based solely on their actual hours worked for the pay period. Leave
without pay may only be granted in accordance with the Personnel Rules.
Section 2 - Overtime
No employee may work overtime without advance approval, with the exception of an employee
assigned as the Emergency Response Technician (ERT), as long as the ERT policy is followed.
Employees who do not secure prior approval may be subject to disciplinary action pursuant to
established guidelines for discipline.
Hours worked on Sundays and Designated Holidays, as defined in Article 6, Section 3, which fall
outside of an employee's regular work schedule, shall be paid at double the employee's base
hourly rate of pay.
Employees in this unit shall be paid one- and one-half times (1.5) their hourly rate of pay for all
hours worked beyond their regularly scheduled hours in one work week.
Part time employees in this unit shall be paid one and one-half (1.5) times their hourly rate of
pay for all hours worked beyond 40 hours in one work week.
Water Treatment Plant Operators 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 in a work week. The work
week for filtration plant employees begins at 12:00 a.m. on Sunday morning and continues through
11:59 p.m. on the following Saturday night.
A minimum of two hours pay, at the rate of one- and one-half times (1.5) the base hourly rate of
pay, shall be paid for each incident of callback overtime. Callback overtime is unscheduled
overtime as opposed to scheduled overtime or an early start or extended shift. Scheduled
overtime is not subject to the two-hour minimum of pay.
For the purpose of computing overtime, hours of paid leave and holiday pay shall be considered
as hours worked.
Section 3 - Compensatory Time -Off (CTO)
A. CTO Accumulation and Use
An employee wishing to use their accrued compensatory time off shall provide the City with
reasonable notice. Reasonable notice is defined as at least ten (10) days. If reasonable
Page 115
notice is provided, the employee's request may not be denied unless it is unduly disruptive to
the department to grant the request. A request to use compensatory time -off without
reasonable notice may still be granted within the discretion of the supervisor, manager,
assistant director or director responsible for considering the request. Compensatory time -off,
in lieu of overtime, shall be taken as one and one half (1.5) hours off for each overtime hour
worked. 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 may
again accrue CTO hours up to 80 hours.
3. 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.
4. 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 & Risk
Management Director 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 form, 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.
Page 116
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 ensure 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 work week. For all employees working a 9/80 work schedule, their
designated FLSA work week (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.
Water Treatment Plant Operators I/II/III
All Water Treatment Plant Operators (WTPOs), with the exception of the assigned Flex Operator,
will work a rotating schedule of six 12-hour shifts every two -week period with one 8-hour shift
during the same two -week pay period, which will be rotated every 4 weeks. There will be one 12-
hour shift, followed by one 8-hour shift, followed by two days off, three 12-hour shifts on, two days
off, two 12-hour shifts on and three days off. The new schedule consists of the following rotating
shifts:
Twelve Hour Swing Shift:
Twelve Hour Graveyard Shift:
Eight Hour Evening (Eve) Shift:
Eight Hour Mid Shift:
Eight Hour Flex Operator Shift*:
11:00 a.m. to 11:00 p.m.
11:00 p.m. to 11:00 a.m.
3:00 p.m. to 11:00 p.m.
11:00 p.m. to 7:00 a.m.
7:00 a.m. to 3:00 p.m.*
*The Flex Operator position will have a regular schedule of five 8-hour shifts per work week, but
with a flexible schedule that will be adjusted to work for other WTPOs who are sick or on vacation.
Each WTPO with a T-3 to T-5 certification will be rotated through the Flex Operator schedule,
depending on the number of T-3 to T-5 Operators.
There will be a minimum of two WTPOs on duty at all times. The new schedule eliminates the
48-hour rotating weekend shift.
Relief responsibility: The Flex Operator schedule is subject to change to fill in vacancies due to
vacations or sick leave. The Flex Operator is subject to working overtime on an as -needed basis.
Management reserves the right to designate specific shifts for individuals on a Performance
Improvement Plan (PIP) or for disciplinary actions. Both parties agree to review the schedule on
an ongoing basis and meet and confer on potential changes.
Page 117
Article 8. Benefits
Section 1 - Hospital and Medical
Beginning on the 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 full-time 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 full-time employee for any PPO plans. The City contribution for
dependent care for HMO plans is 60% for full-time employees. The full-time employee will
contribute 40% of the dependent contribution. The employee's share of the cost will be made
through payroll deduction.
Three-quarter time employees shall pay 25% and the City shall pay 75% of the health benefit
premiums for the employee -only coverage. 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-two and one-half percent (62.5%), and the City will pay thirty-seven
and one-half percent (37.5%).
Half-time employee shall pay 50%, and the City shall pay 50% of the health benefit premium for
the employee -only coverage. 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%).
Effective with the new plan year December 2023, health benefit premiums for each employee
shall be paid as follows:
Full -Time Employees:
Kaiser HMO
Employee Only:
Employee Plus One:
Family:
CIGNA HMO
Employee Only:
Employee Plus One:
Family:
CIGNA PPO
Employee Only:
Employee Plus One:
Family:
Page 118
City Paid
100% Employee Only
100% Employee Only + 60% of Dependent
100% Employee Only + 60% of Family
City Paid
100% Employee Only
100% Employee Only + 60% of Dependent
100% Employee Only + 60% of Family
City Paid
Equivalent to the amount paid by the City of
CIGNA HMO at the Employee Only coverage
level
Equivalent to the amount paid by the City of
CIGNA HMO at the Employee Plus One
coverage level
Equivalent to the amount paid by the City of
CIGNA HMO at the Family coverage level
Three -Quarter Time Employees:
Kaiser HMO
Employee Only:
Employee Plus One:
Family:
CIGNA HMO
Employee Only:
Employee Plus One:
Family:
CIGNA PPO
Employee Only:
Employee Plus One:
Family:
Half -Time Employees:
Kaiser HMO
Employee Only:
Employee Plus One:
Family:
CIGNA HMO
Employee Only:
Employee Plus One:
Family:
CIGNA PPO
Employee Only:
Employee Plus One:
Family:
City Paid
75% Employee Only
75% Employee Only + 37.5% of Dependent
75% Employee Only + 37.5% of Family
City Paid
75% Employee Only
75% Employee Only + 37.5% of Dependent
75% Employee Only + 37.5% of Family
City Paid
Equivalent to the amount paid by the City of
CIGNA HMO at the Employee Only coverage
level
Equivalent to the amount paid by the City of
CIGNA HMO at the Employee Plus One
coverage level
Equivalent to the amount paid by the City of
CIGNA HMO at the Family coverage level
City Paid
50% Employee Only
50% Employee Only + 25% of Dependent
50% Employee Only + 25% of Family
City Paid
50% Employee Only
50% Employee Only + 25% of Dependent
50% Employee Only + 25% of Family
City Paid
Equivalent to the amount paid by the City of
CIGNA HMO at the Employee Only coverage
level
Equivalent to the amount paid by the City of
CIGNA HMO at the Employee Plus One
coverage level
Equivalent to the amount paid by the City of
CIGNA HMO at the Family coverage level
During the term of this MOU, the City reserves the right to make carrier or plan changes if our
existing medical coverage requires a change that is outside of the City's control such as but not
limited to: required legislative changes, a cost increase that exceeds the City's budgeted amount,
the elimination of a current plan offering, or the removal of a major medical group from the carrier's
provider network. In the event that this situation arises, the City, at its earliest opportunity, will
notify employees of the changes taking place. In situations where changes to contributions are
required, the City will meet and confer with the Association.
Page 119
Section 2 - Eye Care
The City will provide an eye care plan. The City shall pay 100% of the premium for full-time
employees and their dependent coverage.
For three-quarter time employees, the City shall pay 75% of the cost of the premium for the
coverage of the employee and their dependents, and the employee shall pay the remaining 25%
of the premium. For half-time employees, the City shall pay 50% of the cost of the premium for
the coverage of the employee and their 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.
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 - Short -Term and 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 as determined by the insurer.
The benefit provided under this coverage will be 662/3 % 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 injury or sickness or until the employee reaches age 65.
The City pays 100% 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, 100% of their 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.
Section 6 - Deferred Compensation
A. 457 Plan
1. Beginning with the pay period that includes July 1, 2021, the City will provide a
dollar -for -dollar match, of up to $850, for each employee's contributions to the 457
Page 120
deferred compensation plan each fiscal year. Beginning with the pay period that
includes July 1, 2024, the City will provide a dollar -for -dollar match, of up to $900,
for each employee's contributions to the 457 deferred compensation plan each
fiscal year.
2. The City agrees to implement the MissionSquare 457 Loan Program for conventional
loans.
B. 401 (a) Plan
The City will provide a 401(a) Deferred Compensation Plan to full-time employees. 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 - Computer Loan Program (Employee Computer Purchase Program Policy &
Procedures
Any regular City employee who has completed their 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 $2,000 per fiscal year per employee, will be reimbursed to all full-time City
employees for professional and technical courses in accredited educational institutions.
Regular, part-time employees are eligible for tuition reimbursement after 60 months of
continuous employment for tuition, books and required technical supplies and equipment,
to a maximum of $1,500 for three-quarter time employees and $1,000 for half-time
employees, per employee per fiscal year. Employees will qualify for reimbursement provided
that:
1. The employee has received at least a satisfactory rating on their last performance
report;
Page 121
2. The subject matter of the course relates directly to and contributes toward the performance
of the employee's position with the City or contributes toward potential advancement or
promotional opportunities with the City;
3. The employee submits a Request for Tuition Reimbursement form to the department
Director and Human Resources within three weeks of 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 they have 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 $2,000 per fiscal
year per full-time employee, for courses that result in the issuance of Continuing Education
Units (CEUs) or Continuing Education contact hours required for certification renewal. After
60 months of continuous employment, 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 $1,500 for three-quarter time employees and $1,000 for half time
employees for courses that result in Continuing Education Units (CEUs) or Continuing
Education contact hours required for certification renewal. Employees will qualify for
reimbursement so long as:
1. The employee has received at least a satisfactory rating on their 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 they have 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, Parks and Landscape Maintenance Divisions, and
Page j 22
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. Employees will be provided
reimbursement for safety shoes and/or inserts, laces, toe -protectors or resoling of safety
shoes up to $250 each fiscal year, on an as -needed basis for regular wear and tear.
Employees may purchase more than one pair of safety shoes each fiscal year, as needed,
within the annual $250 maximum.
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.
If during the course of work, an employee's safety shoes are destroyed due to unforeseen or
accidental circumstances while working and the employee has used their maximum
allowance, a supervisor may authorize one replacement pair of safety shoes up to $125 per
fiscal year.
Below is a list of classifications authorized for reimbursement of safety shoes. Any
classification not specifically listed below is not authorized by this Agreement for
reimbursement of safety shoes.
City of Poway
Positions Required to Wear Safety Shoes
Classification Title (in alphabetical order)
Construction Maintenance Crew Leader
Construction Maintenance Worker I
Construction Maintenance Worker II
Contract Specialist/Inspector
Cross -Connection Specialist
Customer Services Field Worker
Engineering Inspector
Equipment Mechanic
Facilities Maintenance Crew Leader
Facilities Maintenance Technician I
Facilities Maintenance Technician II
Lead Customer Services Field Worker
Lead Engineering Inspector
Park Ranger — PT Regular
Parks Maintenance Crew Leader
Parks Maintenance Worker I
Parks Maintenance Worker II
Senior Equipment Mechanic
Senior Park Ranger — Regular
Page 123
Senior Utility Systems Mechanic
Senior Utility Systems Technician
Stormwater Maintenance & Construction Worker I
Stormwater Maintenance & Construction Worker II
Technical Theater Coordinator
Utility Systems Mechanic
Utility Systems Technician
Warehouse Associate
Wastewater Utilities Crew Leader
Wastewater Utilities Worker I
Wastewater Utilities Worker II
Water Meter Reader
Water Treatment Plant Operator I
Water Treatment Plant Operator II
Water Treatment Plant Operator III
Water Utilities Crew Leader
Water Utilities Worker I
Water Utilities Worker II
B. Uniforms - General
The City shall determine maintenance standards for uniforms and equipment. Employees
will be required to maintain these standards.
Full-time employees
The City will provide full-time employees 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 tee shirts shall be provided for those
employees actively participating in the Standby Emergency Response Technician pool.
Employees may elect to wear City -approved summer attire. The department Director shall
determine the type and standards of maintenance for summer attire.
The City will replace tee shirts on a one -for -one basis as needed and determined by the
appropriate division manager, or their designee.
Part-time employees
The City will provide part-time employees one jacket and eleven 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 eleven or seven sets of standard uniforms and shall
be responsible for maintaining the summer attire.
Page 124
The City will maintain uniforms provided to Public Works employees, except for tee shirts,
which will be replaced as needed.
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.
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 details are 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, or their designee.
F. Uniform Allowance
Uniform allowance as defined by the California Public Employees Retirement System
(CaIPERS) is a form of "compensation" for "classic" CalPERS 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 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.
Page 125
Section 3 - Meal Reimbursement
A. In the event an employee is required to work in excess of 12 consecutive hours, the City shall
reimburse the cost of a meal in an amount not to exceed $20, if a meal is not otherwise
provided. For purposes of determining consecutive hours worked, meal and rest periods will
be considered hours worked. The meal may be purchased on the way home from work, if a
meal was not provided during working hours by the City. Reimbursement will only occur if
appropriate documentation in the form of a receipt and hours worked noted on the
reimbursement request (i.e. petty cash slip) are submitted by the employee to the supervisor.
B. In the event an employee, who is not the assigned Standby employee, is called in by a
supervisor to work on a closed Friday or weekend day and works more than 4 consecutive
hours, the City shall reimburse the cost of a meal in an amount not to exceed $20, if a meal
is not otherwise provided. The meal may be purchased on the way home from work, if a meal
was not provided during the working hours by the City. Reimbursement will only occur if the
appropriate documentation in the form of a receipt and hours worked noted on the
reimbursement request (i.e. petty cash slip) are submitted by the employee to the supervisor.
Section 4 - Travel Expenses
A. Prior approval of the department Director 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 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 department Director.
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 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.
Page j 26
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
(1/7th 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 24-hour period 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 workday to the
scheduled start of the next workday. During weekends, from the end of the work week
to the beginning of the next workday, 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, if the employee has left the work
site, or sites, is actually returning, or has returned to their 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 ad double the hourly rate of pay. Holidays
will be rotated equally among those persons on the list inasmuch as possible.
Page 127
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 their 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.
5. 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.
Page 128
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
(1/7th 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.
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, Senior Utility
Systems Mechanic or Senior Utility 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
Page 129
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 workday. During weekends from the end of the work week 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 their 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.
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. Recuperation Time
An employee who has been on duty for 16 or more hours within a 24-hour period shall be
required to take a minimum of nine (9) consecutive hours off for rest and recovery prior to
returning to work. If any portion of the required rest period extends into the employee's next
scheduled work shift, the City shall pay the employee's regular base pay, hour for hour, up to
Page 130
a maximum of nine (9) hours for and through the end of the employee's next scheduled work
shift, if the employee is normally scheduled to work within the 9 hours of recuperation/rest
time. Time from one (1) to seven (7) minutes shall be rounded down, and time from eight (8)
to 14 minutes must be rounded up and counted as a quarter hour. Employees who are on
recuperation time will still be required to respond to and work emergency situations when
directed by their supervisors. When employees are required to work extended overtime hours
during normal sleep/rest periods, but the resulting work during the 24-hour period does not
exceed the 16-hour amount, the employee will have the option, with supervisor approval, of
taking leave time for the remainder of the work shift and will not be required to return to work
for that shift. For the purposes of determining consecutive hours worked, meals and rest
periods will be considered hours worked.
Section 6 - Shift Differential
Shift differential refers to extra pay received by employees for working a less than desirable shift
(late nights, evenings). Shift differential is additional compensation intended to recognize time
worked outside of regular day shifts. Shift differential does not apply for emergency responses
where overtime, callback pay or recuperation time applies, or if an employee requests a temporary
adjustment to their schedule. It is meant for regular schedules that are outside of regular or typical
day shifts or a temporary change in schedule required to complete a project outside of normal
business hours whereby the employees' hours or regular schedule are flexed in order to complete
the project.
A. Water Treatment Plant Operators
Water Treatment Plant Operators required to work weekdays between the hours of 3:00 p.m.
to 7:00 a.m. and any weekend hours between Saturday morning at 7:00 a.m. through Monday
at 7:00 a.m. shall be entitled to receive shift differential pay in the amount of 7.5% base pay.
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 7.5% of base pay 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 outside of their regular work schedule
shall receive shift differential pay of 7.5% base pay.
C. Community Services Employees
Community Services employees in the Park Ranger 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 3:30 p.m. and 5:00 a.m. shall be entitled to shift differential pay of 7.5% of
base pay 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.
Page 131
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 regularly scheduled workday or work week
to perform emergency work shall be guaranteed minimum callback 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 Pav
Employee(s) in the classifications of Facilities Technician and/or Senior Facilities Maintenance
Technician may be assigned to perform HVAC-related duties. Employee(s) assigned to the
HVAC-related duties for which the individual is required to hold an EPA Universal Certificate and
the tasks performed are documented in the City's asset management system, shall receive a
salary differential of 10% above their salary range and step for the time they spend working on the
HVAC systems when the HVAC work is directed by their supervisor.
Section 9 - Utilities Certification & Over -Certification Compensation
A. Plant Operators, Utility Systems Mechanics/Technicians, Water Utilities Workers, Wastewater
Utilities Workers, and Water and Waste Water Utilities Leads will receive a one-time stipend
of $1,000 upon obtaining D4/D5, T4/T5 and CWEA IV certifications and $500 upon
recertification.
B. Utility Systems Mechanics who obtain the appropriate "Crane Certificate" will receive a one-
time stipend of $250 upon obtaining the certification and $125 upon recertification.
C. The City will reimburse the classifications listed in this Section 9 (A) for up to two certification
tests (distribution, CWEA, and Crane) per calendar year.
Section 10 - Equipment Mechanic Certification
The City agrees to provide a one-time stipend of $1,000 to the Senior Equipment Mechanic and
Equipment Mechanic who obtain the State of California Fire Mechanic II certification and $500
upon recertification of the State of California Fire Mechanic II certification.
Section 11 - Reimbursement for DMV Certified Medical Exam for Class A License
Renewal
The City will reimburse employees required to undergo a DMV certified medical evaluation for a
Class A license for the cost of the medical evaluation if it is not through the City's occupational
health provider, up to a maximum of $150 per required exam by a DMV certified medical provider.
The employee must submit the DMV Certified Medical Exam Reimbursement form, along with
Page 132
supporting documentation, to their department Director and Human Resources for approval and
processing.
Article 10. Service
Section 1 - Probation
All initial (new hire) full-time appointments shall be for a probationary period of not less than twelve
(12) months. Part-time new hire appointments shall serve a probationary period equivalent to 12
months of full-time employment (2080 hours). During the probationary period, the employee may
be rejected at any time without the right of appeal or hearing. Promotional appointments shall
have a probationary period of no less than 6 months (or 1040 for part-time employees) from the
date of promotion.
Any employee rejected during the probationary period from a position to which they have been
promoted shall be reinstated to a position in the class from which they was promoted unless they
are 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 Tess than satisfactory performance evaluation.
On recommendation of their 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, they 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 - Temporary Assignment to a Higher -Level Vacancy
A. Out -of -Class (OCA) 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
Page 133
incumbent or in which the incumbent is on paid or unpaid leave, shall be compensated at a
rate that is not less than five percent above the employee's current rate of pay. Payment
shall be retroactive to the first day of such services. If at the time the OCA Assignment is
requested and approved, it is known that the assignment will be longer than 80 consecutive
working hours, pay for the OCA Assignment shall begin on the first day of the assignment.
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 their
designee.
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 following
twelve months, 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 their 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
their 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 their 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.
Page 134
An employee shall be notified whether a meal period is considered an on -duty meal period or an
off -duty meal period. 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.
Section 6 - Reassignment
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 days 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
Page 135
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.
F. 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, II, 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 & Risk Management Director shall determine if the
employee meets these requirements.
Section 8 Resignations
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. The 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. A rehired employee shall serve a probationary
period as outlined in the City's Personnel Rules.
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 if there
had been no break in service.
Article 11. Grievance
Section 1 - Purvose
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.
Page 136
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 their 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, they 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 their supervisor's decision, or if no answer has
been received within five calendar days, the employee may present the appeal in
writing to their department Director.
2. Second Level of Review: The department Director receiving the grievance, or
their designated representative, should discuss the grievance with the employee, their
representative, if any, and with other appropriate persons. The department Director
shall render their 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,
they may present the appeal in writing to the City Manager.
3. Third Level of Review: The City Manager receiving the grievance, or their
designated representative, should discuss the grievance with the employee, their
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 their 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
Page 1 37
days, they 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 their own choosing in
preparing and presenting their appeal at any level of review.
D. The employee and their 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.
F. 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) for full-time employees and part-time employees who work 1,000 hours or
more per fiscal year. The City does not participate in the Social Security System, except as
required by law.
The City provides part-time employees who work less than 1,000 hours per fiscal year retirement
benefits through Public Agency Retirement System (PARS). Part-time regular employees in
PARS pay the full employee contribution of 7.5%. The City pays the administrative fees.
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 CaIPERS 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
Page l 38
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 December3l, 2011, and considered "classic"
members as defined above:
Employees considered "classic" members will contribute the required member share of seven
percent (7%) of their compensable earnable salary, on a pre-tax basis, to the extent permitted by
the Internal Revenue Code, towards the "member contribution" portion of their CaIPERS
retirement account. In addition, employees considered "classic" members will contribute another
one percent (1 %) pursuant to Government Code Section 20516 toward the employer's share, on
a pre-tax basis to the extent permitted by the Internal Revenue Code. Beginning the first full pay
period in July 2024, employees considered "classic" members will contribute an additional one
percent (1%) pursuant to Government Code Section 20516 towards the employer's share, on a
pre-tax basis to the extent permitted by the Internal Revenue Code. The total employee
contribution will be 9%.
The City will provide under its contract with CaIPERS the following provisions for each employee
in this first tier:
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 CaIPERS
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 will provide under its contract with CaIPERS the following provisions for each employee
in this second tier:
1. The retirement benefit of 2%-at-60 formula;
2. The Indexed Level 1959 Survivors Benefits; and
3. Average of three highest years' compensation.
Employees in the second tier and considered "classic" members will contribute the required
member share of seven percent (7%) of their compensable earnable salary on a pre-tax basis,
to the extent permitted by the Internal Revenue Code, towards the "member contribution" portion
of their CaIPERS retirement account. In addition, employees in the second tier considered
"classic" members will contribute another one percent (1%) pursuant to Government Code
Section 20516 toward the employer's share, on a pre-tax basis to the extent permitted by the
Page 139
Internal Revenue Code. Beginning the first full pay period in July 2024, employees considered
"classic" members will contribute an additional one percent (1%) pursuant to Government Code
Section 20516 towards the employer's share, on a pre-tax basis to the extent permitted by the
Internal Revenue Code. The total employee contribution will be 9%.
Regular full-time and part-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:
The City will provide under its contract with CaIPERS the following provisions for each employee
considered a "new" member in Tier 3 (also known as the PEPRA Tier):
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
CaIPERS annually) on a pre-tax basis to the extent permitted by the Internal Revenue Code.
Article 13. Personnel Rules
All other employee rights, privileges, and benefits are included in the Personnel Rules of the
City of Poway.
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. 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
Page 140
City of Poway:
Aaron Beanan, Finance Director
City of Poway Non -Safety
Employees Bargaining Unit
(California Teamsters Local 911):
Neil Sholander, Business Representative
C lifornia Teamst_ers, Local 911
Stephanie Lacombe
Will, ►.' -y, Assistant Director of Public Works Zamora7Xi ,
. Jasorygi1C '`
Emily •If, HR Mana• - r ent Analyst
J1cv'r-
L'ah Trapse, HR Technician
Page 141
PART II. OTHER
CITY OF POWAY IMPLEMENTATION RESOLUTIONS
(THIS PAGE LEFT INTENTIONALLY BLANK)
Page 142
RESOLUTION NO. 21-059
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
POWAY, CALIFORNIA, AUTHORIZING THE EXECUTION OF A
SIX- YEAR MEMORANDUM OF UNDERSTANDING BETWEEN
THE CITY OF POWAY AND THE NON -SAFETY BARGAINING
UNIT EMPLOYEES, CALIFORNIA TEAMSTERS LOCAL 911
FOR THE PERIOD OF JULY 1, 2021, THROUGH JUNE 30, 2027
WHEREAS, the City of Poway ("City"), through its management representatives, has
met and conferred in good faith with the Non -Safety Bargaining Unit Employees, California
Teamsters Local 911 ("Teamsters");
WHEREAS, the representatives of the City and Teamsters each have exchanged freely
information, opinions and proposals on matters regarding wages, hours and other terms and
conditions of employment for Teamsters employees;
WHEREAS, the City and Teamsters representatives have agreed on the term of a new
Memorandum of Understanding to be July 1, 2021 through June 30, 2027;
WHEREAS, the City and Non -Safety Bargaining Unit representatives have agreed upon
the items as contained in the attached Tentative Agreement (Exhibit A) to this Resolution; and
WHEREAS, Teamsters has ratified the Tentative Agreement for the period of July 1,
2021 through June 30, 2027.
NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Poway as
follows:
SECTION 1: That the items in the Tentative Agreement (Exhibit A) be incorporated into
the Memorandum of Understanding and adopted for implementation effective July 1, 2021.
SECTION 2: That the City Manager is hereby directed and authorized to implement all
provisions of the adopted Tentative Agreement which are to be incorporated into the
Memorandum of Understanding without further specific actions by the City Council. No
additional financial terms will be assumed beyond the terms of the approved Tentative
Agreement when finalizing and executing the Memorandum of Understanding.
//
//
//
//
//
//
Page 143
Resolution No. 21-059
Page 2
PASSED, ADOPTED AND APPROVED at a Regular Meeting of the City Council of the
City of Poway, California on the 20th day of July, 2021, by the following vote, to wit:
AYES: MULLIN, FRANK, GROSCH, LEONARD, VAUS
NOES: NONE
ABSENT: NONE
DISQUALIFIED: NONE
Steve Vaus, Mayor
ATTEST:
,d4WI
lY-.orah Harrington, Inter City Clerk
Page l44
Resolution No. 21-059
Page 3
EXHIBIT A Date: June 16, 2021
City of Poway &
Teamsters, Local 911
Tentative Agreement
1. Term:
6 Years
Article 4. Duration of Agreement
This entire Agreement shall commence at 12:00 a.m. on July 1, 2021 and terminate at
11:59 p.m. on June 30, 2027.
2. Wages:
Year 1: $7,500 Stipend
Year 2: $7,500 Stipend
Year 3: 3.0% Salary Increase
Year 4: 5.0% Salary Increase
Year 5: 5.0% Salary Increase
Year 6: 5.0% Salary Increase
Article 5. Wages
Year 1
A cash stipend in the amount of Seven Thousand Five Hundred Dollars ($7,500) shall be paid
in one payment in the first full pay period after ratification of the terms of a successor MOU by
Teamsters and approval by the City Council. In order to receive the one-time payment, the
employee must be employed on the last day of the first full pay period after ratification of the
terms of a successor MOU by Teamsters and approval by the City Council. The stipend shall be
pro -rated forpart-time, regular employees based on their FTE. For example, a part-time, regular
employee with .50 FTE will receive 50% of the stipend payments at the same time as full-time
regular employees. Any part of the stipends which equates to six percent (6%) or less of the
employee's salary paid to Classic employees of Tier 1 & 2 will be reported to CaIPERS. This
stipend is not reportable to CaIPERS for PEPRA employees.
Employees who are hired after the first stipend payment will receive a pro -rated portion of the
stipend payment based on the remaining pay periods in the fiscal year.
Employees may have all or a portion of the stipend deposited to their ICMA 457 account upon
following proper notification guidelines provided by the Human Resources or Finance
departments, up to the maximum IRS allowable amount.
Year 2
A cash stipend in the amount of Seven Thousand Five Hundred Dollars ($7,500) shall be paid
in one payment in the first full pay period in July 2022. In order to receive the one-time payment,
the employee must be employed on the last day of the first full pay period after ratification of the
1
Page I 45
Resolution No. 21-059
Page 4
Date: June 16, 2021
terms of a successor MOU by Teamsters and approval by the City Council. The stipend shall be
pro -rated for part-time, regular employees based on their FTE. For example, a part-time, regular
employee with .50 FTE will receive 50% of the stipend payments at the same time as full-time
regular employees. Any part of the stipends which equates to six percent (6%) or less of the
employee's salary paid to Classic employees of Tier 1 & 2 will be reported to CalPERS. This
stipend is not reportable to CaIPERS for PEPRA employees.
Employees who are hired after the Year 2 stipend payment is made will receive a pro -rated
portion of the stipend payment based on the remaining pay periods in the fiscal year.
Employees may have all or a portion of the stipend deposited to their 1CMA 457 account upon
following proper notification guidelines provided by the Human Resources or Finance
departments, up to the maximum IRS allowable amount.
Year 3
Effective at the beginning of the first full pay period in July 2023, an across the board
salary increase of 3% will be provided to all employees of the bargaining unit.
Year 4
Effective at the beginning of the first full pay period in July 2024, an across the board
salary increase of 5% will be provided to all employees of the bargaining unit.
Year 5
Effective at the beginning of the first full pay period in July 2025, an across the board
salary increase of 5% will be provided to all employees of the bargaining unit.
Year 6
Effective at the beginning of the first full pay period in July 2026, an across the board
salary increase of 5% will be provided to all employees of the bargaining unit.
3. Sick Leave
The City will increase the cap on cashing out accumulated sick leave upon retirement
to 6% effective July 1, 2021 for each of the respective tiers and 2% effective July 1,
2022 for each of the respective tiers. The 6% reflects cumulative median increases in
the San Diego market for the last two years and the next fiscal year. The 2% for July 1,
2022 reflects projected median increases for San Diego Market.
The City also agrees to establish an additional tier for employees who retire after 20 or
more years of service to the City of Poway to receive 50% of sick leave cash out with a
cap that is 5% above the tier for employees who retire after 15 years of service.
2
Page I 46
Resolution No. 21-059
Page 5
Date: June 16, 2021
Article 6. Leaves
H. 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:
1. Upon retirement, an employee will receive 50% of all sick leave hours accrued and
not used in the form of a deposit to their Retirement Health Savings Plan account.
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, 915.84 beginning July 1, 2021 and $7, 054.15 beginning July 1, 2022.
b. An employee who retires after 10-14 years of service will receive 50% cash -out,
with a cap of $9,221.13 beginning July 1, 2021 and $9,405.55 beginning July 1,
2022.
c. An employee who retires after 15-19 years of service will receive 50% cash -out
with a cap of $11,526.40 beginning July 1, 2021 and $11,756.94 beginning July 1,
2022.
d. An employee who retires after 20 or more years of service will receive 50% cash -
out with a cap of $12,102.73 beginning July 1, 2021 and $12,344.78 beginning July
1, 2022.
e. Each cap will increase by the same percentage as across-the-board wage
increases, beginning with the July 1, 2023 wage increase and as outlined in the
table below:
7/1/2023
7/1/2024
7/1/2025
7/1/2026
3.0%
5.0%
5.0%
5.0%
5-9 years
$ 7,265.78
$ 7,629.07
$ 8,010.53
$ 8,411.05
10-14 years
$ 9,687.72
$ 10,172.11
$ 10,680.71
$ 11,214.75
15-19 years
$ 12,109.64
$ 12,715.13
$ 13,350.88
$ 14,018.43
20+ years
$ 12,715.13
$ 13,350.88
$ 14,018.43
$ 14,719.35
3
Page I 47
Resolution No. 21-059
Page 6
Date: June 16, 2021
4. Holidays
Article 6. Leaves
B. Additional One -Time Designated Holidays
The following holidays will be observed as additional one-time designated
holidays:
Year 1: Thursday, December 23, 2021 (in exchange for the 8 hours of flex
credit from Friday, December 24, 2021 which is a dark Friday)
Year 2: No additional one-time, designated holidays (Christmas is on
Sunday— observed on Monday, December 26, 2022; New Year's
Day is on Sunday - observed on Monday, January 2, 2023)
Year 3: No additional one-time, designated holidays (Christmas is on a
Monday — City Hall will be closed; New Year's Day is also on a
Monday— City Hall will be closed)
Year 4: Monday, December 23, 2024, and Tuesday, December 24, 2024
(City Hall is closed Friday, December 20, 2024.)
Year 5: Friday, December 26, 2025
Year 6: No additional one-time, designated holidays (Christmas is on a
Friday and New Year's Day is on a Friday)
5. Holidays (Regular Part -Time Employees)
Regular part-time employees represented by the Teamsters bargaining unit will qualify
for holiday pay from their first date of employment. The wait period of 18 or 24 months
before receiving holiday pay is eliminated.
Article 7. Leaves
C. Holiday Pay
1. Regular half-time employees shall receive regular pay for hours worked
on a Designated Holiday.
a. 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.
4
Page 148
Resolution No. 21-059
Page 7
Date: June 16, 2021
2. Regular three quarter -time employees shall receive regular pay for hours
worked on a Designated Holiday.
a. To be eligible for holiday pay, an employee must be in paid
status in the pay period that includes the Designated Holiday.
b. Three quarter -time employees shall receive six hours holiday pay,
whether on or off duty, on a Designated Holiday.
c. Three quarter -time employees shall receive double time for hours
worked on a Designated Holiday.
6. ICMA 457 PLAN MATCH
Year 1
The City will increase the dollar for dollar match to employees' 457 plan by an additional $50,
beginning with the pay period that includes July 1, 2021. The total dollar for dollar contribution
will be a total of $850 per fiscal year.
Year4
The City will increase the dollar for dollar match to employees' 457 plan by an additional $50,
beginning with the pay period that includes July 1, 2024. The total dollar for dollar contribution
will be a total of $900 per fiscal year.
Article 8. Benefits
A. 457 Plan
1. Beginning with the pay period that includes July 1, 2021, the City will provide a
dollar -for -dollar match, of up to $850, for each employee's contributions to the
457 deferred compensation plan each fiscal year. Beginning with the pay period
that includes July 1, 2024, the City will provide a dollar -for -dollar match, of up to
$900, for each employee's contributions to the 457 deferred compensation plan
each fiscal year.
7. Reimbursement for DMV Certified Medical Exam
The City will reimburse employees required to undergo a DMV certified medical
evaluation for a Class A license required by the job description for the cost of the
medical evaluation if it is not through the City's occupational health provider, up to a
maximum of $150 per required exam by a DMV certified medical provider.
5
Page 149
Resolution No. 21-059
Page 8
Date: June 16, 2021
Article 9. Special Pa y
Section 11— Reimbursement for DMV Certified Medical Exam for Class A
License Renewal
The City will reimburse employees required to undergo a DMV certified medical
evaluation for a Class A license for the cost of the medical evaluation if it is not
through the City's occupational health provider, up to a maximum of $150 per required
exam by a DMV certified medical provider.
8. Tuition Reimbursement
Effective July 1, 2021, the City will increase the tuition reimbursement, under the
guidelines of the current City policy, to $2,000 per fiscal year per employee.
Section 1 - Tuition Reimbursement
A. The actual cost paid for tuition, books and required technical supplies and equipment,
to a maximum of $2, 000 per fiscal year per employee, will be reimbursed to all regular City
employees for professional and technical courses in accredited educational institutions
provided that:
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 $2, 000 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:
9. Recuperation time
The City agrees to providing recuperation pay up to a maximum of 9 hours or until the
end of the employee's regular shift, whichever is less.
Article 9. Special Pays
D. Recuperation Time
An employee who has been on duty for 16 or more hours within a 24-hour period shall
be required to take a minimum of nine (9) consecutive hours off for rest and recovery
prior to returning to work. If any portion of the required rest period extends into the
employee's next scheduled work shift, the City shall pay the employee's regular base
pay, hour for hour, up to a maximum of nine (9) hours for and through the end of the
employee's next scheduled shift, if the employee is normally scheduled to work within
the 9 hours of recuperation/rest time. Time from one (1) to seven (7) minutes shall be
rounded down, and time from eight (8) to 14 minutes must be rounded up and counted
as a quarter hour. Employees who are on recuperation time will still be required to
respond to and work emergency situations when directed by their supervisors.
6
Page I50
Resolution No. 21-059
Page 9
Date: June 16, 2021
10. Shift Differential
Shift differential pay will be 7.5% per hour.
Section 6 - Shift Differential
Shift differential refers to extra pay received by employees for working a less than
desirable shift (late nights, evenings). Shift differential is additional compensation
intended to recognize time worked outside of regular day shifts. Shift differential does
not apply for emergency responses where overtime, call back pay or recuperation time
applies, or if an employee requests a temporary adjustment to their schedule. It is meant
for regular schedules that are outside of regular or typical day shifts or a temporary
change in schedule required to complete a project outside of normal business hours
whereby the employees' hours or regular schedule are flexed in order to complete the
project.
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 7:00 a.m. to 3:00 p.m. or 3:00 p.m. to 11:00 p.m. on
Saturday and Sunday and while working from 11:00 p.m. to 7.•00 a.m. on Saturday
night and Sunday night.
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 7.5% of base pay 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 outside of their regular work
schedule shall receive shift differential pay of 7.5% of base pay.
C. Community Services Employees
Community Services employees in the Park Ranger classifications who are assigned a
work schedule beginning at or after 11:30 a.m. 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
7.5% of base pay 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.
7
Page I 51
Resolution No. 21-059
Page 10
Date: June 16, 2021
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.
11. Safety Shoes
Employees may receive one additional pair of safety shoes per year up to a maximum
of $125 at the supervisor's discretion if an employee's boots are damaged due to
accidental circumstances in the course of work, and the employee has used their
maximum allowance.
Article 9. Special Pay
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. Employees
will be provided reimbursement for safety shoes and/or inserts, laces, toe -
protectors or resoling of safety shoes up to $ $250 each fiscal year, on as as -
needed basis for regular wear and tear. Employees may purchase more than
one pair of safety shoes each fiscal year, as needed, within the annual $250
maximum.
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.
If during the course of work, an employee's safety shoes are destroyed due to
unforeseen or accidental circumstances while working and the employee has
used their maximum allowance, a supervisor may authorize one replacement pair
of safety shoes up to $125 per fiscal year.
The list of authorized classifications for reimbursement of safety shoes is listed
in Part I (Full -Time Employees), Article 9, Section 2.
12. HVAC Pay
Section 8 - HVAC Differential Pav
Employee(s) in the classifications of Facilities Technician and/or Senior
Facilities Maintenance Technician may be assigned to perform HVAC-related
duties. Employee(s) assigned to HVAC-related duties for which the individual is
8
Page152
Resolution No. 21-059
Page 11
Date: June 16, 2021
required to hold an EPA Universal Certificate and the tasks performed are
documented in the City's asset management system, shall receive a salaty
differential of 10% above their salary range and step for the time they spend
working on the HVAC systems when the HVAC work is directed by their
supervisor.
13. Medical Cost Sharing
Beginning with new medical plan year in December 2023, the City proposes to
pay the same amount for the CIGNA PPO plan at all coverage levels as it does
for the CIGNA HMO plan. See table below based on current monthly medical
insurance rates.
Article 8. Benefits
Section 1- Hospital and Medical
Beginning on the 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 for any
PPO plans. The City contribution for dependent care for HMO medical plans is 60%.
The employee contributes 40% of the dependent contribution. 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.
Effective with the new plan year December 2023, health benefit premiums for each
employee shall be paid as follows:
Kaiser HMO City Paid
Employee Only: 100% Employee Only
Employee Plus One: 100% Employee Only + 60% of Dependent
Family: 100% Employee Only + 60% of Family
CIGNA HMO City Paid
Employee Only: 100% Employee Only
Employee Plus One: 100% Employee Only + 60% of Dependent
Family: 100% Employee Only + 60% of Family
CIGNA PPO
Employee Only:
Employee Plus One:
Family:
9
City Paid
Equivalent to the amount paid by the City of CIGNA
HMO at the Employee Only coverage level
Equivalent to the amount paid by the City of CiGNA
HMO at the Employee Plus One coverage level
Equivalent to the amount paid by the City of CIGNA
HMO at the Family coverage level
Page I 53
Resolution No. 21-059
Page 12
Date: June 16, 2021
During the term of this MOU, the City reserves the right to make carrier or plan changes
if our existing medical coverage requires a change that is outside of the City's control
such as but not limited to: required legislative changes, a cost increase that exceeds the
City's budgeted amount, the elimination of a current plan offering, or the removal of a
major medical group from the carrier's provider network. In the event that this situation
arises, the City, at its earliest opportunity will notify employees of the changes taking
place. in situations where changes to contributions are required, the City will meet and
confer with the Association.
14. Medical — Regular Part -Time Employees
Beginning the first day of the month following ratification by Teamsters and approval by
the City Council, regular part-time employees represented by the Teamsters bargaining
unit who are in the 24 month waiting period after hire to be eligible for medical coverage
may elect coverage under the City's medical and/or dental plans.
Article 9. Benefits
Section 1 - Hospital and Medical
The first day 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 carrier(s).
A. Half-time employees may elect coverage under the City's medical and/or dental
insurance to be effective on the first day of employment.
1. The half-time employee shall pay 50%, and the City shall pay 50% of the health benefit
premiums for the employee -only coverage.
2. 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%).
B. Three quarter -time employees may elect coverage under the City's medical and/or
dental insurance to be effective on the first day of employment.
1. Three quarter -time employees shall pay 25% and the City shall pay 75% of the health
benefit premiums for the employee -only coverage.
2. 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-
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.
10
Page i 54
Resolution No. 21-059
Page 13
Date: June 16, 2021
Section 2 - Eye Care
A. Half-time employees may elect coverage under the City's vision care plan effective on
the first day of employment.
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.
B. Three quarter -time employees may elect to be covered by the City's vision to be
effective on the first day of employment.
C. 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.
15. Additional PERS Contribution
Beginning July 1, 2024 (Year 4 of the proposed contract term) Teamsters employees
considered CalPERS "classic" members in Tier 1 and Tier 2, will contribute an additional
1% towards CaIPERS costs fora total of 9%.
For those employees hired on or before December 31, 2011, and considered "classic"
members as defined above:
Employees considered "classic" members will contribute the required member share of seven
percent (7%) of his/her compensable earnable salary, on a pre-tax basis, to the extent permitted
by the Internal Revenue Code, towards the "member contribution" portion of their CalPERS
retirement account. In addition, employees considered "classic" members will contribute
another one percent (1%) pursuant to Government Code Section 20516 toward the employer's
share, on a pre-tax basis to the extent permitted by the Internal Revenue Code. Beginning the
first full pay period in July 2024, employees considered "classic" members will contribute an
additional one percent (1%) pursuant to Government Code Section 20516 towards the
employer's share, on a pre-tax basis to the extent permitted by the Internal Revenue Code. The
total employee contribution will be 9%.
The City will provide under its contract with CaIPERS the following provisions for each employee
in this first tier:
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 CalPERS, this is the equivalent
of the 2.7% @ 55 formula total retirement benefit.
11
Page 1 55
Resolution No. 21-059
Page 14
Date: June 16, 2021
For employees hired after December 31, 2011, and considered "classic" members as
defined above:
The City will provide under its contract with CaiPERS the following provisions for each
employee in this second tier:
1. The retirement benefit of 2%-at-60 formula;
2. The Indexed Level 1959 Survivors Benefits; and
3. Average of three highest years' compensation.
Employees in the second tier and considered "classic" members will contribute the required
member share of seven percent (7%) of his/her compensable earnable salary on a pre-tax
basis, to the extent permitted by the internal Revenue Code, towards the "member contribution"
portion of their Ca1PERS retirement account. In addition, employees in the second tier
considered "classic" members will contribute another one percent (1 %) pursuant to Government
Code Section 20516 toward the employer's share, on a pre-tax basis to the extent permitted by
the internal Revenue Code. Beginning the first full pay period in July 2024, employees
considered "classic" members will contribute an additional one percent (1%) pursuant to
Government Code Section 20516 towards the employer's share, on a pre-tax basis to the extent
permitted by the Internal Revenue Code. The total employee contribution will be 9%.
Regular full-time employees hired after January 9, 2012 are not eligible for a supplemental
PARS benefit.
16. General MOU Language Clean Up
12
Page156
ACCEPTED ON June 16, 2021 by:
FOR GENERAL EMPLOYEE
REPRESENTATIVES
Neil Sholander
Bryce Greschke
Stephanie Lacombe
Jeff Zamora
Jesse Gonzales
Michael Alcanter
Amjad Mo mad
13
Resolution No. 21-059
Page 15
Date: June 16, 2021
FOR CITY OF POWAY
Jodene Dunphy
Will Wiley
VIA') (/(Mi"-
Pagel57
RESOLUTION NO. 21-061
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
POWAY, CALIFORNIA, APPROPRIATING FUNDS IN FISCAL
YEAR 2021-22 TO IMPLEMENT THE FINANCIAL TERMS OF THE
TENTATIVE AGREEMENT WITH THE NON -SAFETY BARGAINING
UNIT, CALIFORNIA TEAMSTERS LOCAL 911 AND THE SALARY
AND BENEFIT PLAN FOR MANAGEMENT/CONFIDENTIAL
EMPLOYEE GROUP
WHEREAS, on July 20, 2021, the City of Poway has reached a Tentative Agreement with
the Non -Safety Employee Bargaining Unit, California Teamsters Local 911 and the City Council
has authorized the City Manager to execute a successor Memorandum of Understanding with
Teamsters with a term of July 1, 2021 through June 30, 2027;
WHEREAS, the City Council of the City of Poway has authorized certain salary and benefit
changes for employees in the Management/Confidential Employee Group for Fiscal Year 2021-
22 through Fiscal Year 2026-27;
WHEREAS, an appropriation in Fiscal Year 2021-22 of $852,383 is necessary to
implement the year 1 changes to the Memorandum of Understanding document for employees
designated as Teamsters;
WHEREAS, an appropriation in Fiscal Year 2021-22 of $892,176 is necessary to
implement the year 1 changes to the Salary and Benefit Plan document for employees designated
as Management/Confidential;
WHEREAS, the appropriations for year 1 changes to the successor Memorandum of
Understanding with Teamsters and the Salary and Benefits Plan document for
Management/Confidential employees will come from unassigned General Fund balance, Gas Tax
Fund balance, Road Repair Fund balance, Prop A (70%) Fund balance, Prop A (30%) Fund
balance, Drainage Fund balance, LMD Funds fund balance, Water Fund balance, Wastewater
Fund balance, and Fleet — Vehicle Maintenance fund balance and sufficient funds are available.
NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Poway as
follows:
1. That the above recitations are true and correct.
2. That the Director of Finance is authorized to appropriate $1,744,559 from fund
balance to cover the Fiscal Year 2021-22 expenses for Teamsters and the
Management/Confidential employees.
That the following appropriations by fiscal year will be included in the applicable
operating budgets:
Fiscal Year
Amount
Fiscal Year 2022-23
$1,740,342
Fiscal Year 2023-24
672,422
Fiscal Year 2024-25
1,671,965
Fiscal Year 2025-26
2,793,094
Fiscal Year 2026-27
3,969,644
Total
$10,847,467
Page 158
Resolution No. 21-061
Page 2
PASSED, ADOPTED AND APPROVED at a Regular Meeting of the City Council of the
City of Poway, California on the 20th day of July, 2021 by the following vote, to wit:
AYES: MULLIN, FRANK, GROSCH, LEONARD, VAUS
NOES: NONE
ABSENT: NONE
DISQUALIFIED: NONE
Steve Vaus, Mayor
ATTEST:
Deborah Harrington, Interi ity Clerk
Page I 59
RESOLUTION NO. 21-062
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
POWAY, CALIFORNIA, APPROVING THE TEAMSTERS SALARY
SCHEDULE EFFECTIVE JULY 20, 2021
WHEREAS, the Facilities Maintenance Crew Leader was retitled to Senior Facilities
Technician and approved as part of the City of Poway Position Classification Plan on June 16,
2021;
WHEREAS, a Salary Schedule is established for designated Non -Safety Employees
represented by Teamsters Local 911; and
WHEREAS, there are no across the board changes to the actual salaries incorporated
into the Teamsters Salary Schedule for Fiscal Year 2021-22.
follows:
NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Poway as
Section 1: The above recitals are true and correct; and
Section 2: The Salary Schedule for employees designated as Teamsters, attached
hereto as Exhibit A, is hereby adopted, effective July 20, 2021.
PASSED, ADOPTED AND APPROVED at a Regular Meeting of the City Council of the
City of Poway, California on the 20th day of July, 2021 by the following vote, to wit:
AYES: MULLIN, FRANK, GROSCH, LEONARD, VAUS
NOES: NONE
ABSENT: NONE
DISQUALIFIED: NONE
'Steve Vaus, Mayor
ATTEST:
eborah Harrington, Inter'
Page 160
EXHIBIT A
City of Poway
Non -Safety Salary Schedule
Resolution No. 21-062
Page 2
Effective July 20, 2021
Classification Title (In alphabetical order)
Grade
Approx.
Salary Range
Step 1
Step 2
Step 3
Step 4
Step 5
Accounting Technician I 291 3,326 - 4,043 19.1880 20.1477 21.1548 22.2126 23.3231
Administrative Assistant I 240 2,936 - 3,569 16.9394 17.7863 18.6759 19.6093 20.5896
Administrative Assistant II 270 3,162 - 3,843 18.2419 19.1540 20.1119 21.1171 22.1727
Administrative Assistant III 330 3,667 - 4,457 21.1549 22.2129 23.3238 24.4893 25.7136
Aquatics Coordinator 320 3,577 - 4,348 20.6389 21.6711 22.7549 23.8920 25.0864
Box Office Coordinator 320 3,577 - 4,348 20.6389 21.6711 22.7549 23.8920 25.0864
Construction Maintenance Crew Leader 390 4,252 - 5,169 24.5332 25.7601 27.0484 28.4000 29.8199
Construction Maintenance Worker I 290 3,322 - 4,038 19.1653 20.1237 21.1301 22.1861 23.2952
Construction Maintenance Worker II 330 3,667 - 4,457 21.1549 22.2129 23.3238 24.4893 25.7136
Contract Specialist/Inspector 460 5,055 - 6,144 29.1623 30.6206 32.1520 33.7587 35.4464
Cross -Connection Specialist 500 5,580 - 6,782 32.1898 33.7993 35.4892 37.2637 39.1269
Customer Services Field Worker 430 4,694 - 5,705 27.0801 28.4343 29.8563 31.3483 32,9155
Customer Services Technician I 291 3,326 - 4,043 19.1880 20.1477 21.1548 22.2126 23.3231
Customer Services Technician II 332 3,695 - 4,492 21.3201 22.3861 23.5055 24.6808 25.9147
Development Services Aide 240 2,936 - 3,569 16.9394 17.7863 18.6759 19.6093 20.5896
Engineering Inspector 470 5,181 - 6,298 29.8914 31.3861 32.9558 34.6027 36.3326
Engineering Technician I 430 4,694 - 5,705 27.0801 28.4343 29.8563 31.3483 32.9155
Engineering Technician II 470 5,181 - 6,298 29.8914 31.3861 32.9558 34.6027 36.3326
Equipment Mechanic 400 4,359 - 5,298 25.1465 26.4041 27.7246 29.1100 30.5654
Facilities Maintenance Technician I 330 3,667 - 4,457 21.1549 22.2129 23.3238 24.4893 25.7136
Facilities Maintenance Technician II 370 4,048 - 4,920 23.3510 24.5188 25.7451 27.0315 28.3830
Front of House Coordinator 320 3,577 - 4,348 20.6389 21.6711 22.7549 23.8920 25.0864
GIS Technician I 430 4,694 - 5,705 27.0801 28.4343 29.8563 31.3483 32.9155
GIS Technician II 470 5,181 - 6,298 29.8914 31.3861 32.9558 34.6027 36.3326
Lead Customer Services Field Worker 470 5,181 - 6,298 29.8914 31.3861 32.9558 34.6027 36.3326
Lead Customer Services Technician 430 4,693 - 5,705 27.0801 28.4343 29.8563 31.3483 32.9155
Lead Engineering Inspector 550 6,313 - 7,673 36.4198 38.2411 40.1535 42.1601 44.2678
Park Ranger 250 3,010 - 3,658 17.3629 18.2310 19.1428 20.0995 21.1043
Parks Maintenance Crew Leader 390 4,252 - 5,169 24.5332 25.7601 27.0484 28.4000 29.8199
Parks Maintenance Worker I 290 3,322 - 4,038 19.1653 20.1237 21.1301 22.1861 23.2952
Parks Maintenance Worker II 330 3,667 - 4,457 21.1549 22.2129 23.3238 24.4893 25.7136
Records Technician 350 3,852 - 4,683 22,2259 23.3374 24.5046 25.7290 27.0153
Recreation Coordinator 320 3,577 - 4,348 20.6389 21.6711 22.7549 23.8920 25.0864
Recreation Leader I 170 2,470 - 3,002 14.2504 14.9631 15.7113 16.4967 17.3213
Senior Administrative Assistant 370 4,048 - 4,920 23.3510 24.5188 25.7451 27.0315 28.3830
Senior Equipment Mechanic 452 4,980 - 6,053 28.7288 30.1652 31.6734 33.2571 34.9200
Senior Facilities Maintenance Technician 430 4,694 - 5,705 27.0801 28.4343 29.8563 31.3483 32.9155
Senior Park Ranger 290 3,322 - 4,038 19.1653 20.1237 21.1301 22.1861 23.2952
Senior Utility Systems Mechanic 560 6,471 - 7,865 37.3303 39.1968 41.1567 43.2145 45,3752
Senior Utility Systems Technician 580 6,798 - 8,263 39.2201 41.1811 43.2402 45,4022 47.6723
Stormwater Maint. & Const, Worker I 290 3,322 - 4,038 19.1653 20.1237 21.1301 22.1861 23.2952
Stormwater Maint. & Const. Worker II 330 3,667 - 4,457 21.1549 22.2129 23.3238 24.4893 25.7136
Technical Theater Coordinator 320 3,577 - 4,348 20.6389 21.6711 22.7549 23.8920 25.0864
Utility Systems Mechanic 520 5,862 - 7,125 33.8194 35.5106 37.2864 39.1499 41.1070
Utility Systems Technician 520 5,862 - 7,125 33.8194 35.5106 37.2864 39.1499 41.1070
Warehouse Associate 370 4,048 - 4,920 23.3510 24.5188 25.7451 27.0315 28.3830
Wastewater Utilities Crew Leader 500 5,580 - 6,782 32.1898 33.7993 35.4892 37.2637 39,1269
Wastewater Utilities Worker I 390 4,252 - 5,169 24.5332 25.7601 27.0484 28.4000 29.8199
Wastewater Utilities Worker II 430 4,694 - 5,705 27.0801 28.4343 29.8563 31.3483 32.9155
Water Meter Reader 370 4,048 - 4,920 23.3510 24.5188 25.7451 27.0315 28.3830
Water Treatment Plant Operator I 420 4,579 - 5,566 26.4196 27.7406 29.1276 30.5840 32.1132
Water Treatment Plant Operator II 470 5,181 - 6,298 29.8914 31.3861 32.9558 34.6027 36.3326
Water Treatment Plant Operator III 520 5,862 - 7,125 33.8194 35.5106 37.2864 39.1499 41.1070
Water Utilities Crew Leader 520 5,862 - 7,125 33.8194 35.5106 37.2864 39.1499 41.1070
Water Utilities Worker I 400 4,359 - 5,298 25.1465 26.4041 27.7246 29.1100 30.5654
Water Utilities Worker II 430 4,694 - 5,705 27.0801 28.4343 29.8563 31.3483 32.9155
Approved at the
July 20, 2021
Poway City Council Meeting
Page 161
APPENDIX A — FULL-TIME, REGULAR POSITIONS
Classification Title
Accounting Technician I
Administrative Assistant I
Administrative Assistant II
Administrative Assistant III
Aquatics Coordinator
Construction Maintenance Crew Leader
Construction Maintenance Worker I
Construction Maintenance Worker II
Contract Specialist/Inspector
Cross -Connection Specialist
Customer Services Field Worker
Customer Services Technician I
Customer Services Technician II
Engineering Inspector
Engineering Technician I
Engineering Technician II
Equipment Mechanic
Facilities Maintenance Crew Leader
Facilities Maintenance Technician
Facilities Maintenance Technician II
Front of House Coordinator
GIS Technician I
GIS Technician II
Lead Customer Services Field Worker
Lead Customer Services Technician
Lead Engineering Inspector
Parks Maintenance Crew Leader
Parks Maintenance Worker I
Parks Maintenance Worker II
Records Technician
Recreation Coordinator
Senior Administrative Assistant
Senior Equipment Mechanic
Senior Facilities Maintenance Technician
Senior Park Ranger
Senior Utility Systems Mechanic
Page 162
Classification Title (Continued)
Senior Utility Systems Technician
Stormwater Maintenance & Construction Worker I
Stormwater Maintenance & Construction Worker II
Technical Theater Coordinator
Utility Systems Mechanic
Utility Systems Technician
Warehouse Associate
Wastewater Utilities Crew Leader
Wastewater Utilities Worker I
Wastewater Utilities Worker II
Water Treatment Plant Operator I
Water Treatment Plant Operator II
Water Treatment Plant Operator III
Water Utilities Crew Leader
Water Utilities Worker I
Water Utilities Worker II
Page 163
APPENDIX B — PART-TIME, REGULAR POSITIONS
Classification Title
Administrative Assistant I*
Administrative Assistant II*
Administrative Assistant III*
Box Office Coordinator
Customer Services Field Worker
Development Services Aide
Park Ranger*
Parks Maintenance Worker I
Recreation Leader I*
*Part-time, temporary/seasonal Administrative Assistant I, Administrative Assistant II,
Administrative Assistant III, Park Ranger and Recreation Leader I positions are not
covered by this Memorandum of Understanding.
Page 164