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Res 13-019 RESOLUTION NO. 13-019 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF POWAY, CALIFORNIA, APPROVING THE MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY AND THE CALIFORNIA TEAMSTERS LOCAL 911 REPRESENTING NON-SAFETY EMPLOYEES AND APPROVING THE SALARY AND BENEFIT PLAN FOR MANAGEMENT/CONFIDENTIAL GROUP WHEREAS, representatives with the California Teamsters Local 911 have met and conferred in good faith with representatives of the City of Poway in accordance with Government Code Section 3500 to reach a Memorandum Of Understanding (MOU) regarding wages, hours, and other terms and conditions of employment; and WHEREAS, as a result of these meetings a recommended MOU has been prepared for employees represented by the California Teamsters Local 911; and WHEREAS, it is necessary to designate the salaries and benefits of the management, supervisory, professional, and confidential employees of the City of Poway and an updated Salary and Benefit Plan has been prepared; and WHEREAS, the City Council of the City of Poway wishes to adopt said MOU and Salary and Benefit Plan. NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Poway as follows: 1. That the MOU between the City of Poway and the California ' Teamsters Local 911, attached hereto as Exhibit A, is hereby adopted effective July 1, 2013 and shall be in effect through June 30, 2015. 2. That the Salary and Benefit Plan for Management/Confidential Group, attached hereto as Exhibit B, is hereby adopted effective July 1, 2013 and shall be in effect through June 30, 2015. PASSED, ADOPTED AND APPROVED by the City Council of the City of Poway at a regular meeting this 18th day of June 2013. �— � - Don Higginson, Mayor ATTEST: � � � ~ �� hei R. Cobian, CMC, City Clerk Resolution No. 13-019 Page 2 STATE OF CALIFORNIA ) ) SS COUNTY OF SAN DIEGO ) I, Sheila R. Cobian, City Clerk of the City of Poway, do hereby certify under penalty of perjury that the foregoing Resolution No. 13-019 was duly adopted by the City Council at a meeting of said City Council held on the 18th day of June 2013, and that it was so adopted by the following vote: AYES: CUNNINGHAM, VAUS, GROSCH, MULLIN, HIGGINSON NOES: NONE ABSENT: NONE DISQUALIFIED: NONE � � �� c 2 Sheila . Cobian, CMC, City Clerk City of Poway �� OF Pp� G `�� C jncorporated 19g� � �4� � I�' I1V THE CO MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF POWAY AND THE NON-SAFETY EMPLOYEES July 1, 2013 —June 30, 2015 Exhibit A Table of Contents PART I. FULL-TIME EMPLOYEES.........................................................................................1 Article1. General ............................................................................................................................ 1 Section1 - Purpose....................................................................................................................... 1 Section2 - Scope.......................................................................................................................... 1 Section 3- General Provisions...................................................................................................... 1 A. City Employer-Employee Relations Resolution.......................................................... 1 B. Construction .............................................................................................................. 1 C. City Rights................................................................................................................. 1 D. Employee Rights........................................................................................................2 E. City Procedures.........................................................................................................2 F. Layoffs.......................................................................................................................3 Article 2. Severability and Savings .................................................................................................3 Article3. Sympathy Action..............................................................................................................4 Article 4. Duration of Agreement.....................................................................................................4 Article5. Wages.............................................................................................................................4 Article6. Leaves.............................................................................................................................4 Section1 - Vacation......................................................................................................................4 A. Computing Annual Vacation Leave....................................................... .....................4 B. Vacation Leave Accrual.............................................................................................5 C. Use of Vacation Time.................................................................................................5 D. Payout of Vacation Leave..........................................................................................5 Section2 - Sick Leave ..................................................................................................................5 A. Sick Leave Use..........................................................................................................5 B. Sick Leave Accrual ....................................................................................................5 C. Notification.................................................................................................................6 D. Worker's Compensation Illness or Injury....................................................................6 E. Family Sick Leave...................................................................................................... 6 F. Annual Conversion of Sick Leave..............................................................................6 G. Payout of Sick Leave.................................................................................................7 Section3- Holidajrs......................................................................................................................7 A. Designated Holidays..................................................................................................7 B. Holiday Pay ...............................................................................................................8 Section4- Benefit Days................................................................................................................ 8 Section 5 - Bereavement Leave....................................................................................................8 Section6- Jury Duty.....................................................................................................................9 i Article 7. Payroll and Work Week....................................................................................................9 Section1 - General.......................................................................................................................9 A. Regular Paydays .......................................................................................................9 B. Community Services Work Schedule.........................................................................9 Section2- Overtime................................................................................................................... 10 Section 3- Compensatory Time-Off(CTO) ................................................................................. 10 A. CTO Accumulation and Use..................................................................................... 10 B. CTO Carryover........................................................................................................ 11 Section4- Deductions................................................................................................................ 11 A. Dues Deduction....................................................................................................... 11 B. Withdrawal of Dues Deduction................................................................................. 11 Section5 -Work Hours............................................................................................................... 11 Article8. Benefits......................................................................................................................... 11 Section 1 - Hospital and Medical................................................................................................. 11 Section2- Eye Care................................................................................................................... 12 Section 3- Life Insurance ........................................................................................................... 12 Section 4- Long-term Disability Income Insurance ..................................................................... 12 Section 5 - Flexible Benefits Program ......................................................................................... 12 Section 6- Deferred Compensation............................................................................................ 12 A. 457 Plan .................................................................................................................. 12 B. 401(a) Plan.............................................................................................................. 12 Article9. Special Pay.................................................................................................................... 13 Section 1 -Tuition Reimbursement............................................................................................. 13 Section 2- Uniforms and Equipment............................................................. .............................. 14 A. Safety Shoes........................................................................................................... 14 B. Uniforms- General .................................................................................................. 14 C. Uniforms—Community Services Employees ........................................................... 14 D. Uniforms - Park Rangers ......................................................................................... 15 E. Jackets.................................................................................................................... 15 Section3- Meal Allowance......................................................................................................... 15 Section4-Travel Expenses ....................................................................................................... 15 Section5 - On-Call Time............................................................................................................. 16 A. Field Forces............................................................................................................. 16 B. Operational Conditions ............................................................................................ 17 C. Filtration Plant.......................................................................................................... 18 D. Operational Conditions. ...........................................................................................20 Section 6- Shift Differential.........................................................................................................20 A. Filtration Plant Employees .......................................................................................20 ii B. Public Works Employees.........................................................................................20 C. Community Services Employees .............................................................................21 D. General....................................................................................................................21 Section7- Caliback Time ...........................................................................................................21 Section 8 - HVAC Certification Pay.............................................................................................21 Article10. Service........................................................................................................................21 Section1 - Probation...................................................................................................................21 Section2 - Safety........................................................................................................................22 Section 3-Temporary Assignment to a Higher Level Vacancy...................................................22 A. Out-of-Class Assignment.........................................................................................22 C. Consecutive Hours Worked .....................................................................................22 D. Conclusion of Assignment........................................................................................23 E. Nature of Assignment..............................................................................................23 Section 4- Meal and Rest Periods..............................................................................................23 Section5 -Transfers...................................................................................................................23 Section6- Reassignment...........................................................................................................23 Section 7- Layoff and Reemployment ........................................................................................23 Section8 - Resignations.............................................................................................................24 Article11. Grievance....................................................................................................................25 Section1 - Purpose.....................................................................................................................25 Section2 - Scope........................................................................................................................25 Section3- Procedure.................................................................................................................25 A. Informal Grievance Procedure.................................................................................25 B. Formal Grievance Procedure...................................................................................25 Section 4- Conduct of Grievance Procedure..............................................................................26 Article 12. Retirement and Social Security....................................................................................26 Article 13. Personnel Rules..........................................................................................................28 Article14. Job Actions..................................................................................................................28 Article 15. Americans with Disabilities Act Amended....................................................................28 Article 16. Posting of Agreement..................................................................................................28 Article1. General.......................................................................................................................... 30 Section1 - Purpose.....................................................................................................................30 Article 2. Severability and Savings ............................................................................................... 30 Article3. Sympathy Action............................................................................................................ 30 Article 4. Duration of Agreement................................................................................................... 30 Article5. Wages........................................................................................................................... 30 Article6. Leaves........................................................................................................................... 31 Section1 - Vacation.................................................................................................................... 31 iii A. Computing Annual Vacation Leave.......................................................................... 31 B. Vacation Leave Accrual...........................................................................................31 C. Use of Vacation Time...............................................................................................31 D. Payout of Vacation Leave........................................................................................ 31 Section2 - Sick Leave ................................................................................................................32 A. Sick Leave Use........................................................................................................ 32 B. Sick Leave Accrual ..................................................................................................32 C. Notification............................................................................................................... 32 D. Worker's Compensation Illness or Injury..................................................................32 E. Family Sick Leave.................................................................................................... 33 F. Payout of Sick Leave...............................................................................................33 Section3 - Holidays.................................................................................................................... 33 A. Designated Holidays................................................................................................33 B. Holiday Pay .............................................................................................................34 Section 4- Bereavement Leave.................................................................................................. 34 Section5 - Jury Duty...................................................................................................................34 Article 7. Payroll and Work Week................................................................................................. 35 Section1 - General.....................................................................................................................35 A. Regular Paydays .....................................................................................................35 B. Community Services Work Schedules..................................................................... 35 Section2 - Overtime...................................................................................................................35 Section 3 - Compensatory Time Off (CTO) .................................................................................36 Section4- Deductions................................................................................................................36 A. Dues Deduction....................................................................................................... 36 B. Withdrawal of Dues Deduction.................................................................................36 Article8. Benefits.........................................................................................................................36 Section 1 - Hospital and Medical................................................................................................. 36 Section2 - Eye Care...................................................................................................................37 Section 3 - Flexible Benefits Program ......................................................................................... 37 Section 4- Retirement and Social Security.................................................................................37 Section 5 - Deferred Compensation............................................................................................ 38 Article9. Special Pay....................................................................................................................39 Section 1 -Tuition Reimbursement.............................................................................................39 A. Safety Shoes...........................................................................................................40 B. Uniforms - General ..................................................................................................40 C. Uniforms - Community Services...............................................................................40 Section 3 - Meal Allowance.........................................................................................................41 Article10. Service........................................................................................................................41 iv Section1 - Probation...................................................................................................................41 Section2 - Safety........................................................................................................................41 Section 3- Out-of-Class Assignment.................................................................................42 Section4-Transfers...................................................................................................................42 Section5 - Reassignment...........................................................................................................42 Section 6- Layoff and Reemployment ........................................................................................43 Section7- Resignations.............................................................................................................43 Article11. Grievance....................................................................................................................44 Section1 - Purpose.....................................................................................................................44 Section2- Scope........................................................................................................................44 Section3 - Procedure .................................................................................................................44 A. Informal Grievance Procedure.................................................................................44 B. Formal Grievance Procedure...................................................................................44 Section 4- Conduct of Grievance Procedure..............................................................................45 Article 12. Personnel Rules..........................................................................................................45 Article13. Job Actions..................................................................................................................45 Article 14. Americans with Disabilities Act Amended....................................................................46 Article 15. Posting of Agreement..................................................................................................46 v MEMORANDUM OF UNDERSTANDING This is the memorandum of understanding as provided for in the California Government Code Sections 3500 through 3510, which is also known as the Meyers-Milias-Brown Act. This memorandum is hereinafter referred to as the Agreement between the City of Poway and the representatives chosen by the majority of the members of the non-safety unit hereinafter referred to as the Bargaining Unit Representatives. This Agreement shall become effective when adopted by the City Council of the City of Poway. PART 1. FULL-TtME EMPLOYEES Article 1. General Section 1 - Purpose Part I of this Agreement recognizes the Bargaining Unit Representatives as the majority representative of all full-time, regular, non-management and non-confidential employees of the City, excluding the safety personnel, and represents the unit for the matters within the scope of ineet 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 ineet and confer shall require prior meet and confer between the Bargaining Unit Representatives and the City. Section 3 - General Provisions A. City Employer-Employee Relations Resolution. The Bargaining Unit Representatives herein adopt by reference the City Employer-Employee Relations Resolution in its present form and as it may be from time to time amended by the City Council. B. Construction The rights, powers and authority of the City Council in all matters shall not be modified or restricted except as provided for in this Agreement. In interpreting the language of this Agreement, first the plain meaning of the language shall prevail. If the parties cannot agree on the plain meaning of the language, then the intent of the parties shall be considered; then the trade or industry usage of the language shall be considered. C. City Rights The rights of the City include, but are not limited to the exclusive right to determine the mission of its constituent departments, commissions, committees, and boards; set standards of service; 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 1 for other legitimate reasons; maintain the efficiency of operations; determine the methods, means and personnel by which operations are to be conducted; set work schedules; determine the content of job classifications; take all necessary actions to carry out its mission in emergencies; and exercise complete control and discretion over its organization and the technology of performing its work. D. Employee Rights The City will make every effort to ensure that the rights of employees are protected. E. City Procedures The Bargaining Unit Representatives recognize and hereby adopt by reference the following City procedures: 1. Unit Determination The City reserves the privilege of establishing units for meet and confer. 2. Jurisdictional Disqutes In the event of jurisdictional disputes between competing employee organizations or unit claims, the employees of all units shall continue working under the agreement in force at the time. 3. Awards Service Recognition and Special Awards shall be granted or not granted at the discretion of the City Council. � 4. Time Saent for Meet and Confer and Grievances The City allows reasonable time off without loss of benefits for a reasonable number of recognized Bargaining Unit Representatives for the purpose of ineet and confer and for grievance representation. Reasonableness is determined by the department Director. Bargaining Unit Representatives must obtain advance approval from their supervisor for time away from their regular duties. 5. Access to Work Location Bargaining Unit Representatives of Employee Organizations may be allowed reasonable access to work location only after they have obtained permission of the City Manager. Employee Bargaining Unit Representatives must advise supervisors in advance of time they will be away from their regular job duties for approved, scheduled employee organization business as provided under Section E, City Procedures. 6. Use of Citv Facilities Employee organizations may, with prior approval of the City Manager or designee, be granted the use of City facilities during nonworking hours for meetings of City employees provided space is available, and provided further such meetings are not used for organizational activities or membership drives of City employees. 2 7. Availabilitv of Data The City will make available to employee organizations such non- confidential information pertaining to employment relations as is contained in the public records of the agency, subject to the limitations and conditions set forth herein and in the California Government Code. Such information shall be made available during regular office hours in accordance with the City's rules and procedures for making public records available and after payment for reasonable costs, where applicable. Information that shall be made available to employee organizations includes regularly published data covering subjects under discussion. Data collected on a promise to keep its source confidential may be made available in statistical summaries, but shall not be made available in such form as to disclose the source. Nothing in this procedure shall be construed to require disclosure of the following: a. Personnel, medical and similar files, the disclosure of which would constitute an unwarranted invasion of personal privacy or be contrary to City Policy; b. Working papers or memoranda which are not retained in the ordinary course of business or any records where the public interest served by not making the record available clearly outweighs the public interest served by disclosure of the record; c. Records pertaining to pending litigations to which the City is a party or to claims or appeals that have not been settled. Nothing herein shall be construed as requiring the City to do research for an inquirer or to do programming or assemble data in a manner other than usually done by the Ciiy. 8. Bulletin Board Sqace and Citv's Email Svstem The City shall make available bulletin board space on existing bulletin boards designated for general employee information for the use of the employee organization in posting notices, following approval of the City Manager. The City and Union will establish a list of locations, which will be maintained by and on file with the Human Resources Manager. The City shall allow limited use of the City's email system to notify members of bargaining unit meetings. All notices are to be provided to the Human Resources Manager for pre- approval. Once approved, the City's email system may be used. F. Layoffs The City agrees to meet with the Bargaining Unit Representatives 30 days prior to issuance of any layoff notices for the purpose of conferring over the impact and implementation of said layoffs and to discuss alternatives and options. However, the City Manager shall retain the final decision with respect to the classifications and number of employees to be laid off. Article 2. Severabilitv and Savinas 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. 3 Article 3. Svmaathv 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 Aqreement This entire Agreement shall commence at 12:00 a.m. on July 1, 2013, and terminate at 11:59 p.m. on June 30, 2015. 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. Waqes Wages shall increase by two percent (2%) effective the beginning of the pay period which includes July 1, 2013. Wages shall increase by two percent (2%) effective the beginning of the pay period which includes July 1, 2014 Wages shall be paid in accordance with the salary schedule for all job classifications, attached hereto as Exhibit A. Article 6. Leaves Section 1 - Vacation A. Computing Annual Vacation Leave All employees in the unit shall be entitled to vacation leave with pay except those employees who have senred less than six continuous months in the service of the City. For the purpose of computing annual vacation leave, a working day shall be considered as 1/5 of the number of working or duty hours in the established workweek. Annual vacation leave shall be computed in accordance with the following schedule: Years of Continuous Emqlovment Vacation Leave Credits 1 through 5 years 96 hours per year or 3.692 hours per pay period for 26 pay periods. After 5 years 120 hours per year or 4.615 hours per pay period for 26 pay periods. 4 After 10 years 144 hours per year or 5.538 hours per pay period for 26 pay periods. After 15 years 168 hours per year or 6.462 hours per pay period for 26 pay periods. B. Vacation Leave Accrual Vacation time can be accumulated to a maximum of 150% of one year's eligibility. When an employee's vacation leave accrual reaches the maximum level, the employee will stop accruing additional vacation leave until such time as the employee uses vacation leave below the maximum level. At that time, the employee will begin accruing additional leave from that point forward. Employees who have reached maximum accrual can request a review by their department Director in the event a vacation request is denied. The department Director shall be the final level of appeal. The Director shall not unreasonably withhold approval. C. Use of Vacation Time The times at which an employee may take vacation shall be determined by the department Director with due regard for the wishes of the employee and particular regard for the needs of the City. In the event one or more holidays fall within a vacation leave period, such holidays shall not be charged as vacation leave, and the vacation leave shall be extended accordingly. An employee may elect to use accrued vacation 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 prior to the effective date of termination. Section 2 - Sick Leave A. Sick Leave Use Sick leave shall not be considered a right but shall be allowed only in case of necessity and actual personal sickness or disability. Sick leave may be used for illness, dental and medical evaluations or treatments or other related activities. If an employee's sick leave balance is exhausted, another paid leave (e.g. vacation, comp time, etc.) will be used. B. Sick Leave Accrual Sick leave with pay may be granted to all probationary and regular employees within the unit who are regularly employed in full-time positions. For the purposes of computing sick leave, a working day shall be considered as 1/5 of the number of working or duty hours in the established workweek. One (1) day sick leave shall be accrued for each month of employment, for a total of twelve (12) working days, or ninety-six (96) hours per year. 5 Sick leave shall be granted to an employee only for actual working time off. Accumulation of sick leave shall be unlimited. C. Notification In order to receive compensation while absent on sick leave, the employee shall provide notification to his/her department in the manner established by the department Director prior to or within two hours after the time set for the beginning of duties. An employee who is required to open facilities for the public or who is required to arrive to work and relieve another single employee on duty shall call in within one hour prior to the beginning of the work shift. Absent extenuating circumstances, failure to fulfill notification requirements will cause such time off to be considered leave of absence without pay. Certification by the employee's physician may be required in order to receive compensation for sick leave over three (3) working days at one time if an abuse of sick leave is suspected, or if an unusual pattern of use has been documented and the employee has been formally counseled regarding the pattern. This requirement is at the discretion of the department Director with approval from the Administrative Services Director. In the event an employee does not have a sufficient amount of accumulated sick leave to receive full compensation while absent due to illness, other accumulated leaves must be used before the employee goes to a leave without pay status. Leave without pay may only be granted with the approval of the City Manager. D. Worker's Compensation Illness or Injury Sick leave shall be used for on-duty hours used for r�edical 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, etc.) will be used in its place. E. Family Sick Leave In the event of illness in the immediate family, an employee may use accrued sick leave not to exceed forly-eight (48) hours in each fiscal year. Immediate family shall be designated as mother, father, spouse, domestic partner, sister, brother, and children. Employee must notify supenrisor in advance if possible when such leave is being taken and so note in the Comments section on his/her time card as well as on a Leave Request, if done in advance. An employee cannot use personal sick leave in place of Family Sick Leave, and must use other available accrued leave when Family Sick Leave is exhausted. F. Annual Conversion of Sick Leave In the last full pay period of the fiscal year, an employee may convert sick leave to cash under the following conditions: 6 1. After conversion, employee must have a minimum balance of 168 hours of sick leave. 2. The employee has used 32 hours or less of sick leave in the immediately preceding 12 months. 3. An employee can 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. Payout of Sick Leave After ten (10) years of employment with the City and upon termination or 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. Calculations will be at the employee's rate of pay at the time of retirement and the payout will not exceed $5,000. 2. Upon leaving City employment for reasons other than retirement, employee will receive 50% of all sick leave hours accrued. Calculations will be at the employee's rate of pay at the time of termination and payout will not exceed $2,000. 3. Upon the death of an employee, compensation for unused sick leave shall be at the same rate as the retirement benefit. Payment shall be made to the employee's designated beneficiary. Section 3- Holidavs A. Designated Holidays The holidays for employees in this unit are as follows: 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 1 st 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 and shall be considered as the legal holiday. To be eligible for holiday pay, an employee must be in a paid status on the day before and the day after a holiday. 7 B. Holiday Pay 1. For the purpose of computing holiday pay, a working day shall be considered as 1/5 of the number of working or duiy hours in the established workweek. 2. Payment of two (2) times the employee's regular rate of pay shall be paid for all unscheduled hours worked on a Designated Holiday. 3. A Water Treatment Plant Operator who works a Designated Holiday will be paid two (2) times their regular rate of pay for the first eight (8) 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. 4. Full-time Community Services employees and Public Works employees in the Park Maintenance Worker classification, who are required to work on a Designated Holiday, will be paid two (2) times their regular hourly rate of pay for working the holiday. 5. Other than as noted for Water Treatment Plant Operators in paragraph 3.B. of this Section, employees may request time off in lieu of pay for a holiday worked. The times at which an employee may take his/her holiday in lieu shall be approved by the department Director with due regard for the wishes of the employee and particular regard for the needs of the City. The employee will continue to receive holiday pay for the holiday worked. 6. In addition to pay for hours worked, employees in this unit shall be paid holiday pay, whether on or off duty, on the Designated Holidays above. Section 4- Benefit Davs In addition to provisions for vacation, sick leave, and holidays set forth elsewhere herein, each employee who has completed an initial probationary period of six (6) months shall have available two (2) benefit days off each fiscal year. One of the two days will be known as Cesar Chavez Day and will remain as an unscheduled benefit day until ten (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. The times at which an employee may take a benefit day off shall be determined by the department Director with due regard for the wishes of the employee and particular regard for the needs of the City. Benefit days may be taken in one-hour increments. If not taken by the end of the last full pay period of the fiscal year, the benefit day(s) shall be forfeited. Employees who terminate employment shall be paid in a lump sum for the value of any remaining benefit days. Section 5 - Bereavement Leave In the event of a death in the family, regular and probationary employees shall be eligible for up to five (5) days off with pay to attend the funeral or make funeral arrangements, subje�t to the following provisions: A. The relatives designated shall include father, mother, wife, husband, brother, sister, daughter, son, grandparents, grandson, granddaughter, and brothers and sisters having one parent in common. It shall also include "in-lav�' relatives and those relationships generally called "step" providing persons in such relationships have lived or have been raised in the family home and have continued an active family relationship. An employee may be eligible to use bereavement leave for a person who has been living with the employee in the same capacity of a spouse, provided, however, the employee has previously notified the Human Resources office, in writing, of the individual's name. 8 6. Pay for compensable bereavement leave shall be in the same amount as pay for sick leave for the same period. C. Bereavement leave is not compensable when the employee is on leave of absence, vacation, bona fide lay off, or for days falling outside the employee's regular work period. D. It is not chargeable against sick leave. E. All requests for paid bereavement leave shall be made in writing as soon as practical but in no event later than the first day back to work, and shall be subject to approval of the Human Resources Manager or designee. F. Employees on a flex hour schedule shall be compensated for a nine-hour day for paid bereavement leave, up to a maximum of 40 hours. Section 6-Jurv Dufir Employees shall be compensated at the regular rate of pay for serving jury duty during the employee's scheduled work hours. The duration of jury duty and hours to be compensated shall be in accordance with City policy and the Personnel Rules. Article 7. Pavroll 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. The regular number of working or duty hours in a workweek from Monday through Sunday is established at 40 hours for all full-time employees in the unit. B. Community Services Work Schedule Work schedules for Community Services employees and Public Works employees in the Park Maintenance Worker classifications will be posted every Monday by 8:00 a.m., seven (7) days prior to the day the schedule begins the following Monday. Requests for vacation or compensatory time off must be received in writing by the employee's supervisor or his/her designee two weeks or fourteen (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. 9 Section 2- Overtime No employee may work overtime without advance approval. Employees who do not secure prior approval may be subject to disciplinary action pursuant to established guidelines for discipline. Unscheduled hours worked on Sundays and holidays, as defined in Article 6, Section 3 shall be paid for at double the employee's rate of pay. Employees in this unit shall be paid one-and-one-half (1-1/2)times their hourly rate of pay for all hours worked in excess of eight (8) hours in one day or forty (40) hours in one work week. Employees whose regularly scheduled work hours are in excess of eight (8) hours in one workday are only entitled to receive overtime pay for the hours worked beyond their regularly scheduled workday or forty(40) hours in one work week. Filtration Plant employees assigned to work the forty-eight (48) hour weekend shift shall be paid overtime at 1-1/2 times their rate of pay for all hours worked in excess of forty(40) hours. Employees working overtime will continue to receive overtime pay after 12:00 a. m. for continuous hours worked including meal and rest periods, provided regular hours worked the following day will be paid at the employee's regular rate of pay. A minimum of two (2) hours pay, at the rate of one and one-haff (1-1/2) times the hourly rate of pay, shall be paid for each incident of callback overtime. Callback overtime is unscheduled overtime as opposed to scheduled overtime or an early start or extended shift. For the purpose of computing overtime, hours of paid vacation, sick leave and holiday shall be considered as hours worked. Section 3- Compensatonr Time-Off (CTO) A. CTO Accumulation and Use The times at which an employee may take compensatory time shall be determined by the department Director with due regard for the wishes of the employee and particular regard for the needs of the City. Compensatory time off, in lieu of overtime, shall be taken as one and one-half (1-1/2) 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 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. 10 B. CTO Carryover Employees shall have the option to request a carryover of up to 40 hours of CTO at the end of the fiscal year. Such requests must be made in writing to the Human Resources Manager no later than June 1 or the soonest business day thereafter. All hours over the amount approved for carry over will be cashed out at the employee's then rate of pay. Section 4- Deductions A. Dues Deduction Upon submittal by the Union of a signed copy of an authorization card, the City agrees to deduct the amount authorized by the employee. The City shall remit the deducted amount to the Union as soon as possible after the deduction is made. B. Withdrawal of Dues Deduction Employees who wish to withdraw their membership from the Union shall do so by filing the request in writing to the Local Union. The Union will process such a request as soon as possible after it is received, and will also notify the City promptly to stop the dues deduction. Section 5 -Work Hours The City agrees to make available a flexible work schedule when possible. Work schedule and operating conditions will be determined by the City to insure all necessary service can be maintained without adverse impacts. Continuation of the program will be at the discretion of the City Manager. It is understood that it may not be possible to extend this schedule to all operations of the City due to service needs. It is understood that employees who work a 9/80 schedule shall not receive shift differential as a result of going to a 9/80 or flex schedule. For employees working an alternate work schedule (9/80) the workweek shall begin and end four hours into each employee's work schedule on his or her alternating regular day off. Article 8. Benefits Section 1 - Hospital and Medical The first day of the month following date of hire, an employee, upon proper application and acceptance, shall be covered by health and dental benefits with coverage as set forth from time to time in the agreement between the City and the carrier(s). Health benefit premiums for each employee shall be paid in full by the City. Dependents of each employee may also be covered by health benefit coverage, upon proper application and acceptance. The cost of dependent coverage of the medical and dental plan will be shared equally between the City and the employee. The employee's share of the cost will be made through payroll deduction. The parties to this Agreement agree to work with the City Insurance Committee to keep the overall cost of future premium increases to a minimum. li Section 2- Eve Care The City will provide an eye care plan. The City shall pay 100% of the premium for the employee and his/her dependent coverage. Section 3- Life Insurance The first day of the month following date of hire, an employee, upon proper application and acceptance by the insurance carrier, shall be covered under a group life insurance plan for the amount of one and one-half (1-1/2)times base annual salary. Section 4- LonQ-term Disabilitv Income Insurance This employee benefit provides for the payment of a monthly income benefit payment for those covered employees totally disabled by injury or sickness as determined by the insurer. The benefit provided under this coverage will be 66-2/3% 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 thirty (30) day waiting period from the first day of the disability to the beginning of the monthly benefit payment period. Monthly benefits are paid, with certain exceptions, as explained in the Group Insurance handbook, until the recovery from the injury or sickness or until the employee reaches age 65. The City pays 100%of the premium. An employee may first use sick leave then other accrued leave to supplement coverage under this benefit up to, but not in excess of, 100%of his/her regular rate of pay. Section 5 - Flexible Benefits Proqram 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 The City will provide a dollar-for-dollar match for the first five hundred dollars ($500) an employee contributes to the 457 deferred compensation plan each fiscal year. B. 401(a) Plan The City will provide a 401(a) Deferred Compensation Plan. One of the City's purposes in providing this benefit is to help employees pay for medical costs when they retire. The City will contribute $38 per employee per biweekly pay period to the 401(a) plan. Employees shall be entitled to receive credits for their accounts only after the completion of a full pay period. Only full-time employees shall be eligible for this benefit after the completion of one year of service. Employees hired on or before June 30, 2004, shall have a one-year vesting period for the 401(a) plan. For those hired on or after July 1, 2004, the vesting schedule will be as follows: 12 From date of hire until second anniversary—0%of accumulated value Second anniversary of employment—20%of the accumulated value Third anniversary of employment—40% of the accumulated value Fourth anniversary of employment—60%of the accumulated value Fifth anniversary of employment—80%of the accumulated value Sixth anniversary of employment— 100%of the accumulated value Section 7— Retirement Health Savinqs Plan The City and Bargaining Unit agree to establish a joint committee with up to three (3) Bargaining Unit Representatives to evaluate the implementation of a Retirement Health Savings Plan (RHSP) for the Bargaining Unit. This committee will work toward developing a RHSP recommendation to provide employees with a mechanism to save for retirement health care costs and encourage prudent sick leave usage. The goal is to complete the evaluation and consider implementation of a RHSP by January 2014. Article 9. Special Pav Section 1 - Tuition Reimbursement A. The actual cost paid for tuition, books and required technical supplies and equipment, to a maximum of$1,500 per fiscal year per employee, will be refunded to all regular City employees for professional and technical courses in accredited educational institutions provided that: 1. The employee has received at least a satisfactory rating on his/her last performance report; 2. The subject matter of the course relates directly to and contributes toward the performance of the employee's position with the City; 3. The employee submits a Request for Tuition Reimbursement form to the department Director and Human Resources within three (3) weeks after the beginning of the course. The form shall be accompanied by a description of the course provided by the education institution (e.g., course catalog description), which describes the course content; and 4. Before receiving reimbursement the employee shall furnish proof of payment and evidence that he/she has completed the course with: a. a grade of "C" or better in undergraduate work or a grade of "B" in graduate work. A grade of "C" or better will be accepted for graduate work from institutions where an average grade of "C" is acceptable for graduation, or b. a "pass" or "credit" for those classes where a pass/fail or credit/no credit grading system is used. B. Regular City employees may also request reimbursement for actual cost paid for tuition, books and required technical supplies and equipment, to a maximum of $1,500 per fiscal year per employee, for courses that result in the issuance of Continuing Education Units (CEUs) or Continuing Education contact hours required for certification renewal, so long as: 1. The employee has received at least a satisfactory rating on his/her last perFormance report; 2. The subject matter of the course relates directly to and contributes toward the performance of the employee's position with the City; 3. The employee submits the Request for Tuition Reimbursement to the department Director and Human Resources rq ior 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 13 4. Prior to receiving reimbursement, the employee shall furnish proof of payment, evidence that he/she has completed the course, and verification or proof that all eligible CEUs or contact hours were earned and awarded for the course. Section 2 - Uniforms and Equipment The City will provide and maintain all uniforms that are required by the City for Community Services lake/park and recreation employees, and Public Works employees as follows: A. Safety Shoes Safety shoes shall be worn by employees as required by the City. The department will establish and furnish to the Human Resources Manager a list of classifications required to wear safety shoes. The list will be updated by January 1 of each year and on an as needed basis, with the concurrence of the Union. Employees shall be provided reimbursement for safety shoes and/or inserts, laces, toe- protectors or resoling of safety shoes up to $170 each fiscal year, on an as-needed basis as determined by the division manager. Employees may purchase more than one pair of safety shoes each fiscal year, as needed, within the annual $170 maximum. In order to receive reimbursement, the employee must submit original receipts as proof of purchase to their department for approval. Reimbursement will be made through accounts payable. All other safety clothing required in the performance of duties shall be furnished by the City. B. Uniforms- General � The City will provide eleven (11) 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 11 sets. One set of City-provided uniforms shall mean one (1) pair of pants or shorts, and one (1) uniformed shirt or tee shirt. Employees may elect to wear City-approved summer attire. The department Director shall determine the type and standards of maintenance for summer attire. City will replace tee shirts on a one-for-one basis as needed and determined by the appropriate division manager. City shall determine maintenance standards for uniforms and equipment. Employees will be required to maintain these standards. C. Uniforms—Community Services Employees The City will provide eleven (11) shirts and one (1) jacket for Community Services employees who work five (5) days per week, and seven (7) shirts and one (1) jacket for employees who work three (3) days per week, 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. 14 D. Uniforms - Park Rangers Full-time Park Rangers and the Recreation Coordinator assigned to interpretive services will receive a $450 uniform allowance each fiscal year for the purchase of approved uniforms. Regular part-time employees in these classifications will receive a $300 uniform allowance each fiscal year for the purchase of approved uniforms. The allowance will be paid in the last payday of each July. These amounts are in addition to the safety shoe reimbursement provided under this MOU. Maintenance standards for uniforms and equipment shall be determined by City. Emptoyees will be required to maintain these standards. In addition to the uniform allowance, City will provide nametags, patches, and badges as required for these classifications. E. Jackets Public Works employees generally assigned to fieldwork shall receive one (1)jacket per fiscal year on an as needed basis as determined by the division manager. F. Uniform allowance as defined by the California Public Employees Retirement System (CaIPERS) is a form of "compensation" for "classic" CaIPERS members for CaIPERS purposes only. As such, any uniform allowance or the value of uniforms provided by the City will be reported to CaIPERS as part of the employee's annual gross income for purposes of computing the employee's and City's CaIPERS contribution. Under the California Public Employees' Pension Reform Act (PEPRA), a uniform allowance or the value of uniforms is not considered pensionable compensation for"new members" of CaIPERS. Section 3- Meal Allowance In the event an employee is required to work in excess of twelve (12) consecutive hours, the City shall reimburse the cost of a meal in an amount not to exceed $12, if a meal is not otherwise provided. For purposes of determining consecutive hours worked, meal and rest periods will be considered hours worked. Section 4-Travel Exoenses A. Prior approval of the department Director and final approval of the City Manager shall be required prior to reimbursement for travel expenses. B. Employees using their own vehicle on approved City business travel will be reimbursed at the approved IRS reimbursement rate. C. Employees on approved official business away from the City will be reimbursed for actual and necessary expenses incurred in accordance with the City's Travel and Meeting Reimbursement policy. D. In order to be reimbursed, employees must include original receipts for all expenses with the reimbursement claim form. E. Advances of travel expenses may be allowed at the sole discretion of the City Manager. 15 Section 5 - On-Call Time A. Field Forces 1. The Director of Public Works will establish an ad-hoc committee to develop an updated On- Call procedure. The committee will include up to three (3) Bargaining Unit Representatives. 2. The City shall maintain a list of eligible Public Works field personnel who have agreed to stand by for callback (Standby) as required. 3. The call-out list shall consist of qualified employees as determined by the Director of Public Works. 4. Each employee shall be paid $350 for each seven-day Standby period served. 5. The Standby employee will receive an additional $100 for each City 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 additionat 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 City Designated Holiday falls on the last day of a Standby period (e.g., Standby period ends on a Wednesday which is a City Designated Holiday), the employee will remain on Standby until the following day and shall be compensated an additional $50 (1/7�'of pay for full Standby period)for the additional day of Standby. 7. Substitution by another member of the Standby duty list is allowed if the scheduled Standby employee cannot respond because of special circumstances. In the event of a substitution for Standby duty, the substituting employee must perform Standby for a minimum of one 24- hour period. The substituting employee will be compensated $50 for each day served. The total amount paid to the substituting employee(s) will be offset against and reduce the Standby compensation paid to the regular Standby employee. 8. List members shall meet the following qualifications: a. Must reside within a community that allows a reasonable response time to an emergency, as determined by the Director of Public Works. b. Must be approved by the appropriate division manager with the concurrence of the department Director. 9. The Standby person will be on call from the end of the scheduled work day to the scheduled start of the next workday. During weekends, from the end of the workweek to the beginning of the next work day, and the 24 hours of a City 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. 16 c. An employee who is contacted while serving a call-out (as defined above) and is called to another site for additional duties shall not be compensated for a second or subsequent call-out for this assignment. However, if the employee has left the work site, or sites, is actually returning, or has returned to his/her original point of contact, and is then called out again, the employee shall be compensated for an additional call-out. d. Weekday and Saturday call-out time will be paid at one and one-half (1-1/2)times the hourly rate of pay. e. Sunday and holiday catl-out time will be paid at double the hourly rate of pay. Holidays will be rotated equally among those persons on the list inasmuch as possible. f. When in a Standby status and required to respond to a trouble call through telephone action, Standby personnel will be compensated for telephone time in 15-minute increments on an overtime basis. 11. It is agreed that the On-Call procedure is subject to revision by the Director of Public Works, following consultation with representatives of the Bargaining Unit. It is understood that this Section does not allow for a reduction in Standby compensation. B. Operational Conditions 1. The Standby person will carry a City cell phone when away from his/her listed contact phone number. 2. The Standby person cannot engage in any activity that would impair judgment or prohibit a response while on Standby. 3. Calls to the Standby person will be placed by the Treatment Plant Operator. a. Treatment Plant Operator will screen calls to determine need to contact Standby person. b. Upon being contacted by the Treatment Plant Operator, the Standby person is responsible to determine the course of action. c. Should the Standby person fail to respond to a call, (s)he forfeits Standby pay for that day. d. The Treatment Plant Operator stands by to assist, when possible, in contacting additional employees when needed. e. Should the Standby person need assistance, the Treatment Plant Operator will first attempt to call list members progressively. 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. 17 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. C. Filtration Plant 1. The City shall maintain a tist 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 City 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 City 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 (1/7tn 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 qual'rfications: a. Must reside within a community that allows a reasonable response time to an emergency, as determined by the Director of Public Works. b. Must be rated as a Utility Systems Mechanic, Utility Systems Technician, or Senior Utilities Systems Technician, and approved by the appropriate division manager with the concurrence of the department Director. Once an employee leaves a position in these class series, all rights to on-call time are forfeited. 18 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 �s consistent as practical. c. Names to be rotated progressively up the list weekly from the bottom positioning on up to the top Position 1. d. The member in Position 1 will be the Standby person on call. e. List members may substitute positions temporarily among themselves to allow for special circumstances as stated in this section. 9. The Standby person will be on call from the end of the scheduled workday to the scheduled start of the next work day. During weekends from the end of the workweek to the beginning of the next workday, and the 24 hours of a City Designated holiday. 10. Employees who are assigned Standby duty may request the use of a City truck, subject to department Director approval. The City truck shall be available to the employee during standby for use as is necessary to ensure that the employee is readily available for call out. However, the employee should use discretion and common sense in the use of the vehicle and at all times be aware that they are a public relations representative to the public and their actions will be scrutinized by the public. Further, the employee must ensure any personal use is consistent with City policy. 11. A two-hour minimum will be paid for each call-out. a. Time starts for the call-out when the Standby person receives the call from the Filtration Plant. b. Time stops and call-out is complete when the Standby person notifies the Filtration Plant that the call is completed. c. An employee who is contacted while serving a call-out (as defined above) and is called to another site for additional duties shall not be compensated for a second or subsequent call-out for this assignment. However, if the employee has left the work site, or sites, is actually returning, or has returned to his/her original point of contact, and is then called out again, the employee shall be compensated for an additional call-out. d. Weekday and Saturday call-out time will be paid at one and one-half (1-1/2) times the hourly rate of pay. i. Sunday and holiday call-out time will be paid at double the hourly rate of pay. Holidays will be rotated equally among those persons on the list inasmuch as possible. ii. When in a Standby status and required to respond to a trouble call through telephone action, Standby personnel will be compensated for telephone time in 15-minute increments on an overtime basis. 19 12. It is agreed that the On-Call procedure is subject to revision by the Director of Public Works, following consultation with representatives of the Union. It is understood that this Section does not allow for a reduction in Standby compensation. D. Operational Conditions. 1. The Standby person will carry a City cell phone when away from his/her listed contact phone number. 2. Calls to the Standby person will be placed by the Treatment Plant Operator. a. Treatment Plant Operator will screen calls to determine need to contact Standby person. b. Upon being contacted by the Treatment Plant Operator, the Standby person is responsible to determine the course of action. c. Should the Standby person fail to respond to a call, (s)he forfeits Standby pay for that day. d. The Treatment Plant Operator stands by to assist, when possible, in contacting additional employees when needed. e. Should the Standby person need assistance, the Treatment Plant Operator will first attempt to call list members progressively. When the assistance requires specialized personnel who are better qual'rfied to perform a spec'rfic task, the Treatment Plant Operator may call back the first person(s) from the list qualified to perform the specific task. f. Upon call completion, the Standby person will advise the Treatment Plant Operator of the action taken so that it can be properly logged. Section 6- Shift Differential A. Filtration Plant Employees Filtration Plant employees required to work the afternoon and evening shift (3:00 p.m. to 11:00 p.m.) and the night shift (11:00 p.m. to 7:00 a.m.) shall be entitled to receive shift differential pay of 7.5% in addition to their regular rate of pay. Filtration Plant employees assigned to work the forty-eight (48) hour weekend shift shall receive shift differential while working from 3:00 p.m. to 11:00 p.m. on Saturday and Sunday and while working from 11:00 p.m. to 7:00 a.m. on Saturday night and Sunday night. 6. Public Works Employees Public Works employees in the Park Maintenance Worker classification who are assigned a work schedule beginning at or after 11:30 a.m. which requires them to work a shift that ends between the hours of 3:30 p.m. and 5:00 a.m. shall be entitled to shift differential pay of $0.70/hour in addition to their regular hourly rate of pay regardless of when the employee's meal period is scheduled. However, if the meal period is scheduled outside these hours, the employee will be paid shift differential only for the hours actually worked. Public Works employees who are required to work an evening schedule outside of their normal work schedule shall receive shift differential pay of$0.70 per hour only when the employee does not qualify to receive overtime for working during the normal work schedule on the following day. 20 C. Community Services Employees Community Services employees in the Park Ranger and Senior pock Attendant classifications who are assigned a work schedule beginning at or after 11:30 a.m. which requires them to work a shift that ends befinreen 3:30 p.m. and 5:00 a.m. shall be entitled to shift differential pay of $0.70/hour in addition to their regular hourly rate of pay regardless of when the employee's meal period is scheduled. However, if the meal period is scheduled outside these hours, the employee will be paid shift differential only for the hours actually worked. D. General Employees scheduled to work during the general office hours of 7:30 a.m. to 5:30 p.m. will not receive shift differential pay for hours worked between 3:30 p.m. and 5:30 p.m. Section 7- Callback Time Employees called back to work after expiration of their normal work day or work week to perform emergency work shall be guaranteed minimum call-back time of two (2) 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 Facilities Maintenance Crew Leader may be assigned to perform HVAC-related duties, subject to certification in TAC Vista Operations. Employee(s) assigned to the HVAC-related duties and who receive the TAC Vista Operations certification shall receive a salary differential of 10%above their salary range and step. The number of positions selected for this assignment shall be at the sole discretion of the Director of Public Works, subject to City Manager approval, in accordance with the needs of the City. Article 10. Service Section 1 - Probation All appointments, including promotional appointments, shall be for a probationary period of not less than six (6) months. During the probationary period, the employee may be rejected at any time without the right of appeal or hearing. Any employee rejected during the probationary period from a position to which he/she has been promoted shall be reinstated to a position in the class from which he/she was promoted unless he/she is discharged for cause from the City. A supervisor may, with concurrence of the department Director, require an extension of an initial probationary period, upon a less than satisfactory performance evaluation. 21 On recommendation of his/her supervisor and with the concurrence of the department Director, a non- probationary employee may be placed on special probation. An employee placed on special probation has the right of direct appeal to the City Manager. If the employee intends to appeal, he/she must inform the City Manager of that intention within ten (10) calendar days from the date the employee is placed on special probation. Section 2- Safetv 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 - Temporarv Assianment to a Hiqher Level Vacancv A. Out-of-Class Assignment An out-of-class assignment is a temporary assignment of a regular employee to an authorized classification at a higher level of pay that requires the emptoyee to perform the full range of duties of the higher classification. Employees who perform the full range of duties of a higher level position for eighty (80) or more consecutive working hours, in which there is no appointed incumbent or in which the incumbent is on paid or unpaid leave, shall be compensated at the A step rate of pay for the higher level position. Payment shall be retroactive to the first day of such services. The full range of duties of the higher-level position shall be specifically assigned in writing via the Out-of-Class Assignment form and signed by the department Director or his/her designee. Under no circumstances shall the rate of compensation be less than five percent (5%) above the employee's current rate of pay. Once the initial out-of-class terminates, the eighty (80) hour consecutive work hour elimination period will be waived for any additional out-of-class assignments that occur within the calendar year, provided that the employee is working in the same out-of-class classification regardless of work area assignment. Service in an out-of-class assignment shall not alter an employee's performance evaluation date. B. 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. C. Consecutive Hours Worked For purposes of determining the period of eighty (80) consecutive work hours, paid holidays, vacation, and sick leave will apply toward hours worked. 22 D. Conclusion of Assignment At the conclusion of such an assignment, the employee shall be restored to his/her former classification regardless of the time involved. E. Nature of Assignment This provision shall not be applicable to bona fide education, training and development, job enlargement or enrichment. The employee will be notified in advance as to the nature of the assignment. Section 4- Meal and Rest Periods Meal periods and rest periods will be permitted at scheduled intervals, and insofar as practicable and consistent with operational interests. An employee shall be notified whether a meal period is considered an on-duty meal period or an off duty meal period, and employees having on-duty meal periods shall be compensated for the meal period as hours worked. Section 5- Transfers An employee transferring from this unit to another unit shall maintain all pay and benefits accrued in this unit, and upon the effective date of transfer thereafter be governed by the provisions of any policy and/or agreement in effect for such other unit. Section 6- Reassianment 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- Lavoff and Reemalovment 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 ten (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 (2) 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 (2) 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. 23 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 pertorming 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 twelve (12) months in reverse order of layoff. Employees who are laid off who have received two out of three consecutive annual performance evatuations 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 Manager shall determine if the employee meets these requirements. Section 8- Resiqnations An employee wishing to resign in good standing shall file a written resignation with the department Director stating the effective date and reasons for resignation at least two weeks prior to the effective date of resignation. The City will pay an employee for all hours worked on the next regular payday after resignation, and will thereafter pay all accumulated reimbursable benefits as early as feasible. An employee who has resigned with a good record will be given preferential consideration for rehire if a position is available and the employee has participated in the position's recruitment process. Decision to rehire is at the discretion of the City, and the employee will not reestablish rights and/or benefits lost at the time of resignation. An employee with at least five (5) years' service, who resigns in good standing and is reemployed within a two (2) year period to the same or equal position previously held, shall be eligible to earn and use vacation, sick leave, and other benefits to which they are othenwise entitled as if there had been no break in service. 24 Article 11. Grievance Section 1 - Puroose A. To promote improved employer-employee relationships by establishing procedures for appealing management actions. B. To afford employees individually or through the Bargaining Unit Representatives a systematic means of obtaining further consideration of problems after every reasonable effort has failed to resolve them through discussion. C. To provide that grievances shall be settled as near as practicable to the point of origin. Section 2 - Scoqe A grievance shall be considered as any matter for which appeal is not elsewhere provided for or prohibited, concerning: A. A dispute about the interpretation or application of this Agreement or of any ordinance, resolution, rule or regulation governing personnel procedures or working conditions. B. A dispute about the practical consequences of a City decision on wages, hours and other terms and conditions of employment. C. A decision affecting the employment of any permanent or probationary employee over which the department Director has partial or complete jurisdiction. Section 3- Procedure A. Informal Grievance Procedure An employee who has a problem or complaint should first try to get it settled through discussion with his/her immediate supervisor without undue delay. If this discussion does not satisfactorily resolve the problem, the employee may discuss it with the supervisor's immediate superior. Every effort should be made to find an acceptable solution by informal means at the lowest appropriate level of supervision. If the employee is not in agreement with the decision reached by discussion, he/she shall then have the right to file a formal grievance in writing within five (5) 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 supenrisor, who shall render a decision and comments in writing and return them to the employee within five (5) days after receiving the grievance. If the employee does not agree with his/her supenrisor's decision, or if no answer has been received within five (5) days, the employee may present the appeal in writing to his/her department Director. 2. Second Level of Review: The department Director receiving the grievance, or his/her designated representative, should discuss the grievance with the employee, his/her representative, if any, and with other appropriate persons. The department Director shall render his/her decision and comments in writing, and return them to the employee within five (5) days after receiving the appeal. If the employee does not agree with the decision reached, or if no answer has been received within five (5) days, he/she may present the appeal in writing to the City Manager. 25 3. Third Level of Review: The City Manager receiving the grievance, or his/her designated representative, should discuss the grievance with the employee, his/her representative, if any, and with other appropriate persons. The City Manager may designate any person or persons to advise him/her concerning the appeal. The City Manager shall render his/her decision and comments in writing, and return them to the employee within fifteen (15) working days after receiving the appeal. If the employee does not agree with the decision reached, or 'rf no answer has been received within fifteen (15) working days, he/she may present the appeal in writing to the City Council. 4. Final Level of Review: The City Council upon receiving the grievance shall take such actions and such methods as it chooses and render a written final and binding decision. Section 4- Conduct of Grievance Procedure A. Day as used in this procedure means calendar day, unless specified to the contrary. B. The time limits specified in this procedure may be extended at any level of review to a definite date by mutual agreement of the employee and the reviewer concerned. C. The employee may request the assistance of another person of his/her own choosing in preparing and presenting his/her appeal at any level of review. D. The employee and his/her representative may be privileged to use a reasonable amount of work time as determined by the City Manager in conferring about and presenting the appeal. E. Failure of the employee to take further action within the specified time limits at each level of review, or within five (5) 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 Securitv The City will provide retirement benefits through the California Public Employees' Retirement System (CaIPERS). The City does not participate in the Social Security System, except as required by law. The use of the terms "classic member" and "new member" shall be as defined in the California Public Employees' Pension Reform Act of 2013 (PEPRA) and those rules and regulations adopted by 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). 26 A "new member" is defined in Government Code section 7522.04(f) as any of the following: 1. An individual who becomes a member of any public retirement system for the first time on or after January 1, 2013, and who was not a member of any other public retirement system prior to that date; or 2. An individual who becomes a member of a public retirement system for the first time on or after January 1, 2013, and who was a member of another public retirement system prior to that date, but who was not subject to reciprocity under subdivision (c) of Govt. Code 7522.02; or 3. An individual who was an active member in a retirement system and who, after a break in service of more than six (6) months, returned to active membership in that system with a new employer. For those emalovees hired on or before December 31. 2011 and considered "classic members" as defined above: Effective pay period beginning July 11, 2011, each employee in this unit will contribute seven percent (7%) of his/her PERSable salary (excluding overtime) on a pre-tax basis towards the "member contribution" portion of their CaIPERS retirement account. The City will provide under its contract with CaIPERS the following provisions: 1. The Indexed Level 1959 Survivors Benefits; 2. The retirement benefit of 2%-at-55 formula; and 3. The One Year Final Compensation option. Upon retirement from the City of Poway following at least 20 years of service, the City also provides a supplemental PARS administered benefit applied to Poway and all prior CaIPERS service with previous public agencies. When combined with CaIPERS, this is the equivalent of the 2.7% � 55 , formula total retirement benefit. For emalovees hired after December 31, 2011 and considered "classic members" as defined above• The City amended its contract with CaIPERS to create a second-tier retirement plan effective January 1, 2012. The second-tier will apply to those employees hired after December 31, 2011 and considered "classic members." The second-tier provides: 1. The retirement benefit of 2%-at-60 formula; 2. The Indexed Level 1959 Survivors Benefits; and 3. Average of three highest years' compensation. An employee in the second-tier will contribute seven percent (7%) of his/her PERSable salary (excluding overtime) on a pretax basis towards the "member contribution" portion of their CaIPERS retirement account. Regular full-time employees hired after December 31, 2011 are not eligible for a supplemental PARS benefit. 27 For emalovees hired on or after Januarv 1, 2013 and considered "new members" as defined above: City will provide under its contract with CaIPERS: 1. The retirement benefit of 2%-at-62 formula; and 2. Average of three highest years' compensation. Effective with the pay period including July 1, 2013, employees considered "new members" shall pay 50% of the "normal cosY' (as determined by CaIPERS annually). Currently, 50% of the "normal cost" is six and one-quarter percent(6.25%), which the "new member� employee will contribute on a pre-tax basis. Article 13. Personnel Rules All other employee rights, privileges, and benefits are included in the Personnel Rules of the City of Poway. 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. Postinq of Aqreement 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. 28 [THIS PAGE INTENTIONALLY BLANK] 29 PART II. PART-TIME EMPLOYEES Article 1. General Section 1 - Pur�ose Part II of this Agreement recognizes the Bargaining Unit Representatives as the majority representative of all part-time, regular, non-management and non-confidentiat employees of the City, excluding the safety personnel, and represents the unit for the matters within the scope of ineet and confer, and the Bargaining Unit Representatives accept the duty of fair representation in meet and confer and under this Agreement. All Sections (1 through 3) of Part I of this Agreement shall apply to all regular part-time employees. Article 2. Severabilitv and Savinqs All of Article 2, Part I, of this Agreement shall apply to all regular part-time employees. Article 3. Svmaathv Action All of Article 3, Part I, of this Agreement shall apply to all regular part-time employees. Article 4. Duration of Aareement This entire Agreement shall commence at 12:00 a.m. on July 1, 2013 and terminate at 11:59 p.m. on June 30, 2015. 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. Waqes Wages shall increase by finro percent (2%) effective the beginning of the pay period which includes July 1, 2013. Wages shall increase by finro percent (2%) effective the beginning of the pay period which includes July 1, 2014. The position classifications are established at the salary ranges indicated in Part I, Article 5 of this Agreement. 30 Article 6. Leaves Section 1 - Vacation A. Computing Annual Vacation Leave Part-time employees in the unit shall be eligible to receive vacation leave accrual after two years of employment. Annual vacation leave shall be computed in accordance with the following schedule. Years of Continuous Emqlovment Vacation Leave Credits 2 through 5 years 48 hours per year or 1.846 hours per pay period for 26 pay periods. After 5 years 60 hours per year or 2.308 hours per pay period for 26 pay periods. After 10 years 72 hours per year or 2.769 hours per pay period for 26 pay periods. After 15 years 84 hours per year or 3.231 hours per pay period for 26 pay periods. B. Vacation Leave Accrual Vacation time can be accumulated to a maximum of 150% of one year's eligibility. When an employee's vacation leave accrual reaches the maximum tevel, 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, the holidays shall not be charged as vacation leave, and the vacation leave shall be extended accordingly. An employee may elect to use accrued vacation for scheduled medical or dental appointments, evaluations, treatments, or associated activities. D. Payout of Vacation Leave Employees who terminate employment shall be paid in a lump sum for all accrued vacation leave earned prior to the effective date of termination. 31 Section 2- Sick Leave A. Sick Leave Use Sick leave shall not be considered a right but shall be allowed only in case of necessity and actual personal sickness or disability. Sick leave may be used for illness, injuries, dental and medical evaluations or treatment or other related activities. If an employee's sick leave balance is exhausted, other paid leave (e.g. vacation, comp time, etc.) will be used. B. Sick Leave Accrual Sick leave with pay may be granted to all regular employees within this unit who are employed in regular part-time positions after two years of employment. For the purposes of computing sick leave, an eight (8) hour working day shall be considered as one-fifth (1/5) of the number of working or duty hours in the established forty (40) hour work week. One (1) day sick leave shall be accrued for each two (2) months of employment, for a total of six (6) working days, or forty-eight (48) hours per year. Sick leave shall be granted to an employee only for actual working time off. Accumulation of sick leave shall be unlimited. C. Not'rfication In order to receive compensation while absent on sick leave, the employee shall provide notification to his/her department in the manner established by the department Director prior to or within finro (2) hours after the time set for the beginning of his/her work shift. An employee who is required to open facilities for the public or who is required to arrive to work and relieve another single employee on duty shall call in within one hour priOr to the beginning of the work shift. Absent extenuating circumstances, failure to fulfill notification requirements will cause such time off to be considered leave of absence without pay. Certification by the employee's physician may be required in order to receive compensation for sick leave over three (3) working days at one time if an abuse of sick leave is suspected or if an unusual pattern of use has been documented and the employee has been formally counseled regarding the pattern. This requirement is at the discretion of the department Director with approval from the Administrative Senrices Director. In the event an employee does not have a sufficient amount of accumulated sick leave to receive full compensation while absent due to illness, other accumulated leaves must be used before the employee goes to a leave without pay status. Leave without pay may only be granted with the approval of the City Manager. D. 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, etc.) will be used in its place. 32 E. Family Sick Leave In the event of illness in the immediate family, an employee may use accrued sick leave not to exceed 24 hours in each fiscal year. Immediate family shall be designated as mother, father, spouse, domestic partner sister, brother, and children. Employee must notify supervisor in advance if possible when such leave is being taken and so note in the Comments section of his/her time card and Leave Request, 'rf done in advance. An employee cannot use personal sick leave in place of Family Sick Leave and must use other accrued leave when Family Sick Leave is exhausted. F. Payout of Sick Leave After ten (10) years of continuous employment with the City and upon termination or retirement, an employee will receive compensation for unused sick leave as follows: 1. Upon normal retirement, a part-time employee will receive 25% of all sick leave hours accrued. Calculations will be at the employee's rate of pay at the time of retirement and the payout will not exceed $2,000. 2. Upon leaving the City employment for reasons other than retirement, a part-time employee will receive 25%of all hours accrued. Calculations will be at the employee's rate of pay at the time of termination and the payout will not exceed $1,000. 3. Upon the death of the employee, compensation for unused sick leave shall be at the same rate as the retirement benefit. Payment shall be made to the employee's designated beneficiary. Section 3- Holidavs A. Designated Holidays The holidays for employees in this unit are as follows: 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 Veterans' 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 and shall be considered as the legal holiday. 33 B. Holiday Pay Part-time employees shall receive regular pay for hours worked on a Designated Holiday. Part-time employees will be eligible to receive holiday pay after two years of employment. To be eligible for holiday pay, an employee must be in paid status in the pay period that includes the Holiday. Part-time employees shall receive four (4) hours holiday pay, whether on or off duty, on the ten Designated Holidays listed above. Section 4- Bereavement Leave In the event of a death in the family, regular and probationary employees shall be eligible for a pro- rated amount of time off with pay (e.g., 20 hours for half-time employees and 30 hours for three- quarter time employees) to attend the funeral, or make funeral arrangements, subject to the following provisions: A. The relatives designated shall include father, mother, wife, husband, brother, sister, daughter, son, grandparents, grandson, granddaughter, and brothers and sisters having one parent in common. It shall also include "in-law" relatives and those relationships generally called "step° providing persons in such relationships have lived or have been raised in the family home and have continued an active family relationship. An employee may be eligible to use bereavement leave for a person who has been living with the employee in the same capacity of a spouse, provided, however, the employee has previously notified the Human Resources office, in writing, of the individual's name. B. Pay for compensable bereavement leave shall be in the same amount as pay for sick leave for the same period. C. Bereavement leave is not compensable when the employee is on leave of absence, vacation, bona fide lay off, or for days falling outside the employee's regular work period. D. It is not chargeable against sick leave. E. All requests for paid bereavement leave shall be made in writing as soon as practical but in no event later than the first day back to work, and shall be subject to approval of the Human Resources Manager or designee. Section 5 - Jurv Dutv Employees shall be compensated at the regular rate of pay for serving jury duty during the employee's scheduled work hours. The duration of jury duty and hours to be compensated shall be in accordance with City policy and the Personnel Rules. 34 Articie 7. Pavroll 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 or temporary employees, the regular number of working or duty hours in a work week shall be that number of hours for which they are scheduled to work. B. Community Services Work Schedules Work schedules for Community Services employees and Public Works employees in the Park Maintenance Worker classifications will be posted every Monday by 8:00 a.m., seven (7) days prior to the day the schedule begins the following Monday. Requests for vacation or compensatory time off must be received in writing by the employee's supervisor or his/her designee two weeks or fourteen (14) days prior to posting of the employee schedule. Leave requests will be acknowledged in writing by the department. Employees may be called in to work other than for scheduled hours due to sick leave, emergency leave or unavailability of a scheduled employee. Such additional work will be paid at straight time except as otherwise required in the MOU. Employees, whose hours are changed as the result of an error or oversight in the posted schedule, shall receive overtime pay for all hours that fall outside the originally scheduled hours. An employee's hours cannot be changed once the schedule is posted in order to avoid payment of additional overtime. Section 2- Overtime No employee may work overtime without advance approval. Employees who do not secure prior approval may be subject to disciplinary action within established guidelines for discipline. All employees in this unit shall be paid one and one-half (1-1/2) times their hourly rate of pay for all hours worked in excess of eight (8) hours in one day or forty (40) hours in one work week. Employees whose regularly scheduled work hours are in excess of eight (8) hours in one workday are only entitled to receive overtime pay for the hours worked beyond their regularly scheduled workday or forty (40) hours in one work week. Employees working overtime will continue to receive overtime pay after 12:00 a.m. for continuous hours worked including meal and rest periods, provided regular hours worked the following day will be paid at the employee's regular rate of pay. For the purpose of computing overtime, hours of paid vacation, sick leave and holidays shall be considered as hours worked. 35 Section 3- Compensatorv Time Off(CTO) The times at which an employee may take compensatory time shall be determined by the department Director with due regard for the wishes of the employee and particular regard for the needs of the City. Compensatory time off, in lieu of overtime, shall be taken as one and one-half (1-1/2) hours for each overtime hour worked. The maximum accumulation of compensatory time off shall be 80 hours. A. In the event an employee accrues 80 hours of compensatory time in any one fiscal year, the employee wilt be ineligible to work overtime for compensatory time off for the remainder of that fiscal year. The employee will only be eligible for cash compensation for overtime worked unless the employee uses CTO and brings the accrued balance below 80 hours. B. Once an employee uses CTO and brings the balance below 80 hours, the employee may again accrue CTO hours up to 80 hours. C. The department Director or designee shall determine the times at which an employee may take CTO with due regard for the wishes of the employee and particular regard for the needs of the City. D. An employee's CTO balance will be cashed out to zero in the final pay period of the fiscal year at the employee's then rate of pay. Said cash payment may only occur as part of the final pay period of the fiscal year in which said CTO was accrued. Section 4- Deductions A. Dues Deduction Upon submittal by the Union of a signed copy of an authorization card, the City agrees to deduct the amount authorized by the employee. The City shall remit the deducted amount to the Union as soon as possible after the deduction is made. B. Withdrawal of Dues Deduction Employees who wish to withdraw their membership from the Union shall do so by filing the request in writing to the Local Union. The Union will process such a request as soon as possible after it is received, and will also notify the City promptly to stop the dues deduction. Article 8. Benefits Section 1 - Hospital and Medical The regular part-time employee may elect to be covered by the City's medical and/or dental insurance plans after two years of employment if working half-time. Those part-time employees working three- quarter time can elect these benefits after eighteen months of continuous employment. The first day of the month following the qualifying eligibility date, an employee, upon proper application and acceptance, shall be covered by health and dental benefits with coverage as set forth from time to time in the agreement between the City and carrier(s). The part-time employee shall pay fifty percent (50%), and the City shall pay fifty percent (50%) of the health benefit premiums for the employee-only coverage. 36 The cost of dependent coverage of the medical and dental plan of the employee's choice will be as follows: the employee will pay seventy-five percent (75%), and the City will pay twenty-five percent (25%). The employee's share of the cost will be made through payroll deduction. Section 2 - Eve Care The part-time employee may elect to be covered by the City's vision care plan after two years of employment. The City shall pay fifty percent (50%) of the cost of the premium for the coverage of the employee and his/her dependents, and the employee shall pay the remaining fifty percent (50%) of the premium. The employee's share of the cost will be made through payrotl deduction. Section 3 - Flexible Benefits Proaram The City will maintain a Flexible Benefits Program in accordance with applicable IRS statutes and the Affordable Health Care for America Act (AHCAA) in order to provide employees the greatest possible tax benefits. Section 4- Retirement and Social Securitv A. The City provides part-time employees who work less than 1,000 hours per fiscal year retirement benefits through Public Agency Retirement System (PARS). For employees hired prior to July 1, 1996, the City pays 50% of the employee's 7.5% contribution into PARS. The City also pays the administrative fees. Part-time employees hired after July 1, 1996, will pay the full employee contribution of 7.5%. B. The City provides part-time employees who work more than 1,000 hours per year retirement benefits through the California Public Employees' Retirement System (CaIPERS). The City does not participate in Social Security, except as required by law. The use of the terms "classic member" and "new member" shall be as defined in the California Public Employees' Pension Reform Act of 2013 (PEPRA) and those rules and regulations adopted by 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 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 (6) months, returned to active membership in that system with a new employer. 37 For those emalovees hired on or before December 31, 2011 and considered "classic members" as defined above• Effective pay period beginning July 11, 2011, each employee in this unit will contribute seven percent (7%) of his/her PERSable salary (excluding overtime) on a pre-tax basis towards the "member contribution" portion of their CaIPERS retirement account. The City will provide under its contract with CaIPERS the following provisions: 1. The Indexed Level 1959 Survivors Benefits; 2. The retirement benefit of 2%-at-55 formula; and 3. The One Year Final Compensation option. For emalovees hired after December 31, 2011 and considered "classic members" as defined above• The City amended its contraet with CaIPERS to create a second-tier retirement plan effective January 1, 2012. The second-tier will apply to those employees hired after December 31, 2011 and considered"classic members." The second-tier shall provide: 1. The retirement benefit of 2%-at-60 formula; 2. The Indexed Level 1959 Survivors Benefits; and 3. Average of three highest years' compensation. An employee in the second-tier will contribute seven percent (7%) of his/her PERSable salary (excluding overtime) on a pretax basis towards the "member contribution" portion of their CaIPERS retirement account. For emalovees hired on or after Januarv 1, 2013 and considered "new members" as defined above: Employees in this group shall receive: 1. The retirement benefit of 2%-at-62 formula; and 2. Average of three highest years' compensation. Effective with the pay period including July 1, 2013, employees considered "new members" shall pay 50% of the "normal cost" (as determined by CaIPERS annually). Currently, 50% of the "normal cost" is six and one-quarter percent(6.25%), which the "new member" employee will contribute on a pre-tax basis. Section 5 - Deferred Compensation The City will provide a dollar-for-dollar match for the first five hundred dollars ($500) an employee contributes to the 457 deferred compensation plan each fiscal year. 38 Section 6—Retirement Health Savinps Plan The City and Bargaining Unit agree to establish a joint committee with up to three (3) Bargaining Unit Representatives to evaluate the implementation of a Retirement Health Savings Plan (RHSP) for the Bargaining Unit. This committee will work toward developing a RHSP recommendation to provide employees with a mechanism to save for retirement health care costs and encourage prudent sick leave usage. The goal is to complete the evaluation and consider implementation of a RHSP by January 2014. Article 9. Sqecial Pav Section 1 - Tuition Reimbursement A. Regular part-time employees are eligible for tuition reimbursement after five (5) years of continuous employment. The actual cost paid for tuition, books and required technical supplies and equipment, to a maximum of$1,000 per fiscal year per three-quarter time employee and $750 per fiscal year per half-time employee, witl be refunded for professional and technical courses in accredited educational institutions provided that: , 1. The employee has received at least a satisfactory proficiency rating on his/her last performance report; 2. The subject matter of the course relates directly to and contributes toward the performance of the employee's position with the City; 3. The employee must submit a Request for Tuition Reimbursement form to the department Director and Human Resources within three (3) weeks after the beginning of thecourse. 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. 4. Before receiving reimbursement, the employee shall furnish proof of payment and evidence that he/she has completed the course with: a. a grade of "C" or better in undergraduate work or a grade of "B" in graduate work. A grade of "C" or better will be accepted for graduate work from institutions where an average grade of "C" is acceptable for graduation, or b. a °pass" or "crediY' will be accepted for undergraduate classes where a passffail or credit/no credit grading system is used. B. Regular part-time employees may also request tuition reimbursement for actual cost paid for tuition, books and required technical supplies and equipment to a maximum of$1,000 per year per three-quarter time employee and $750 per fiscal year per half-time employee, for courses that result in Continuing Education Units (CEUs) or Continuing Education contact hours required for certification renewal, provided that: 1. The employee has received at least a satisfactory proficiency rating on his/her last performance report; 2. The subject matter of the course relates directly to and contributes toward the performance of the employee's position with the City; 3. The employee must submit the Request for Tuition Reimbursement to the department Director and Human Resources rq ior 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 39 4. Before receiving reimbursement, the employee shall furnish proof of payment and evidence that he/she completed the course and verification or proof that all eligible CEUs or contact hours were earned and awarded for the course. Section 2- Uniforms and Epuipment For employees in the Lake Operations, Park and Landscape Maintenance Divisions, and Public Works, the City will provide uniforms that are required by the City in accordance with the following: A. Safety Shoes Safety shoes shall be worn by employees as required by the City. The department will establish and furnish to the Human Resources Manager a list of classifications required to wear safety shoes. The list will be updated by January 1 of each year and on an as-needed basis with the concurrence of the Union. Employees will be provided reimbursement for safety shoes and/or inserts, laces, toe-protectors or resoling of safety shoes up to $170 each fiscal year, on as as-needed basis as determined by the division manager. In order to receive reimbursement, the employee must submit original receipts as proof of purchase to their department. Reimbursement will be made through accounts payable. All other safety clothing required in the performance of duties shall be furnished by the City. Employees may purchase more than one (1) pair of safety shoes each fiscal year, as needed, within the annual $170 maximum. B. Uniforms - General The City will provide one (1) jacket and eleven (11) sets of uniforms for those employees who work five (5) days per week, and seven (7) sets of uniforms for employees who work three (3) 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 (11) or seven (7) sets of standard uniforms and shall be responsible for maintaining the summer attire. The City wilt maintain uniforms provided to Public Works employees, except for tee shirts. The City shall determine maintenance standards for uniforms and equipment, and employees must maintain these standards. C. Uniforms -Community Services Community Services shall provide all employees with uniform shirts, which shall be replaced on an as-needed basis. It will be the employee's responsibility to replace lost or stolen jackets. Worn-out jackets will be replaced by the City. D. Uniforms - Park Rangers Regular part-time Park Rangers will receive a $300 uniform allowance each fiscal year for the purchase of approved uniforms. The allowance will be paid in the last payday of each July. These amounts are in addition to the safety shoe reimbursement provided under this MOU. Maintenance standards for uniforms and equipment shall be determined by City. Employees will be required to maintain these standards. In addition to the uniform allowance, City will provide nametags, patches, and badges as required for this classification. 40 Uniform allowance as defined by the California Public Employees' Retirement System (CaIPERS) is a form of "compensation" for "classic" CaIPERS members for CaIPERS purposes only. As such, any uniform allowance or the value of uniforms provided by the City will be reported to CaIPERS as part of the employee's annual gross income for purposes of computing the employee's and City's CaIPERS contribution. Under the California Public Employees' Pension Reform Act (PEPRA), a uniform allowance or the value of uniforms is not considered pensionable compensation for"new members"of CaIPERS. Section 3- Meal Allowance In the event a part-time employee is required to work in excess of twelve (12) consecutive hours, the City shall reimburse the cost of a meal in an amount not to exceed $12, unless a meal is otherwise provided. For purposes of determining consecutive hours worked, meal and rest periods will be considered hours worked. Article 10. Service Section 1 - Probation All appointments, including promotional appointments, shall be for a probationary period of not less than a period equivalent to six (6) months of full-time employment. During the probationary period, the employee may be rejected at any time without the right of appeal or hearing. Any employee rejected during the probationary period from a position to which he/she has been promoted shall be reinstated to a position in the class from which he/she was promoted unless he is discharged for cause from the City. A supenrisor may, with concurrence of the department Director, require an extension of an initial probationary period, upon a less than satisfactory performance evaluation. On recommendation of his/her supervisor and with the concurrence of the department Director, a non- probationary employee may be placed on special probation. An employee placed on special probation has the right of direct appeal to the City Manager. If the employee intends to appeal, he/she must inform the City Manager of that intention within ten (10) calendar days from the date the employee is placed on special probation. Section 2 - Safetv 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 and Illness Prevention Policy (IIPP). C. The City and all employees shall comply with any applicable Federal and State laws. D. The City and all employees shall comply with any policy and/or procedure that may from time to time be promulgated by the City Council. 41 Section 3- Out-of-Class Assipnment A. An out-of-class assignment is a temporary assignment of a regular employee to an authorized classification at a higher level of pay that requires the employee to perform the full range of duties of the higher classification. Employees who perForm the full range of duties of a higher level position for eighty (80) or more consecutive working hours, in which there is no appointed incumbent or in which the incumbent is on paid or unpaid leave, shall be compensated at the A step rate of pay for the higher level position. Payment shall be retroactive to the first day of such services. The full range of duties of the higher-level position shall be specifically assigned in writing via the Out-of-Class Assignment form and signed by the department Director or his/her designee. Under no circumstances shall the rate of compensation be less than five percent (5%) above the employee's current rate of pay. Once the initial out-of-class terminates, the eighty (80) hour consecutive work hour elimination period will be waived for any additional out-of-class assignments that occur within the calendar year, provided that the employee is working in the same out-of-class classification regardless of work area assignment. Service in an out-of-class assignment shall not alter an employee's performance evaluation date. B. 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. C. Consecutive Hours Worked For purposes of determining the period of eighty (80) consecutive hours, paid holidays, vacation, and sick leave will apply toward hours worked. D. Conclusion of Assignment At the conclusion of such an assignment, the employee shall be restored to his/her former classification regardless of the time involved. E. Nature of Assignment This provision shall not be applicable to bona fide education, training and development, job enlargement or enrichment. The employee will be notified in advance as to the nature of the assignment. Section 4- Transfers An employee transferring from this unit to another unit shall maintain all pay and benefits accrued in this unit, and upon the effective date of transfer thereafter be governed by the provisions of any policy and/or agreement in effect for such other unit. Section 5 - Reassianment If a reassignment within the unit would result in an employee's being reassigned to a class having a higher salary range, the City will fill the position through a recruitment process. 42 Section 6- Lavoff and Reemplovment The City may abolish any position or employment and the employee may be laid off without taking disciplinary action and without the right of appeal. The City agrees to meet with the Union 30 days prior to the issuance of any layoff notice for the purpose of conferring over the impact and implementation of said layoff and to discuss alternatives and options. However, the City Manager shall retain the final decision with respect to the classification and numbers to be laid off. Whenever it becomes necessary to reduce the number of employees in any classification, all persons to be laid off shall be given at least ten- (10) calendar 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 (2) or more employees having identical total City senrice seniority, the order of layoff will be determined by length of continuous service in the affected classification. C. Whenever two (2) 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 twelve (12) months in reverse order of layoff. Employees who are laid off who have received two out of three consecutive annual performance evaluations that are rated below standards or needs improvement will be placed at the bottom of the reemployment list in reverse order of layoff. Section 7- Resipnations An employee wishing to resign in good standing shall file with the department Director a written resignation stating the effective date and reasons for resignation at least two weeks prior to the effective date of resignation. The City will pay an employee for all hours worked on the next regular payday after resignation and will thereafter pay all accumulated reimbursable benefits as early as feasible. An employee who has resigned with a good record will be given preferential consideration for rehire if a position is available. Decision to rehire is at the discretion of the City, and the employee will not reestablish rights and/or benefits lost at the time of resignation. 43 An employee with the equivalent of at least five (5) years of full-time service who resigns in good standing and is reemployed within a finro-year period to the same or equal position previously held, shall be eligible to earn and use vacation, sick leave, and other benefits to which they are otherwise entitled as if there had been no break in service. Article 11. Grievance Section 1 - Purpose A. To promote improved employer-employee relationships by establishing procedures for appealing management actions. B. To afford employees individually or through the Bargaining Unit Representatives a systematic means of obtaining further consideration of problems after every reasonable effort has failed to resolve them through discussion. C. To provide that grievances shall be settled as near as practicable to the point of origin. Section 2 - Scope A grievance shall be considered as any matter for which appeal is not elsewhere provided for or prohibited, concerning: A. A dispute about the interpretation or application of this Agreement or of any ordinance, resolution, rule or regulation governing personnel procedure or working conditions. B. A dispute about the practical consequences of a City decision on wages, hours and other terms and conditions of employment. C. A decision affecting the employment of any permanent or probationary employee over which the department Director has partial or complete jurisdiction. Section 3 - Procedure A. Informal Grievance Procedure An employee who has a problem or complaint should first try to get it settled through discussion with his/her immediate supervisor without undue delay. If this discussion does not satisfactorily resolve the problem, the employee may discuss it with the supenrisor's immediate superior. Every effort should be made to find an acceptable solution by informal means at the lowest appropriate level of supervision. If the employee is not in agreement with the decision reached by discussion, he/she shall then have the right to file a formal grievance in writing within five (5) calendar days after receiving the informal decision of his/her immediate superior. B. Formal Grievance Procedure 1. First Level of Review -- A grievance shall be presented in writing to the employee's immediate supervisor, who shall render a decision and comments in writing and return them to the employee within five (5) days after receiving the grievance. If the employee does not agree with his/her supenrisor's decision, or if no answer has been received within five (5) days, the employee may present the appeal in writing to his/her department Director. 44 2. Second Level of Review -- The department Director receiving the grievance, or his/her designated representative, should discuss the grievance with the employee, his/her representative, if any, and with other appropriate persons. The department Director shall render his/her decision and comments in writing and return them to the employee within five (5) days after receiving the appeal. If the employee does not agree with the decision reached, or if no answer has been received within five (5) days, he/she may present the appeal in writing to the City Manager. 3. Third Level of Review -- The City Manager receiving the grievance, or his/her designed representative, should discuss the grievance with the employee, his/her representative, if any, and with other appropriate persons. The City Manager may designate any person or persons to advise him/her concerning the appeal. The City Manager shall render his/her decision and comments in writing and return them to the employee within fifteen (15) working days after receiving the appeal. If the employee does not agree with the decision reached, or if no answer has been received within fifteen (15) working days, he/she may present the appeal in writing to the City Council. 4. Final Level of Review -- The City Council upan 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 spec'rfied in this procedure may be extended at any level of review to a definite date by mutual agreement of the employee and the reviewer concerned. C. The employee may request the assistance of another person of his/her own choosing in preparing and presenting his/her appeal at any level of review. D. The employee and his/her representative may be privileged to use a reasonable amount of work time as determined by the City Manager in conferring about and presenting the appeal. E. Failure of the employee to take further action within the specified time limits at each level of review, or within five (5) days if no decision is rendered, shall constitute withdrawal of the grievance. Employees shall be assured freedom from reprisal for using the grievance procedure. Article 12. Personnel Rules All other employee rights, privileges, and benefits are included in the Personnel Rules of the City of Poway. Article 13. Job Actions The Union agrees not to strike or otherwise engage in withholding services or concerted action during the term of this Agreement. Also, the City agrees not to lock out the employees. 45 Article 14. Americans with Disabilities Act Amended The City and the bargaining unit agree that they are subject to and must conform to the Americans with Disabilities Act Amended (ADAA). Article 15. Postinq of Aqreement 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. [REMAINDER OF PAGE INTENTIONALLY BLANK] 46 The undersigned, representing the City and the Representatives do hereby adopt the terms and conditions set forth herein, and recommend the City Council and members of the Unit approve same. For the City: . For th epresentatives: , — �- - 2 — Zvc3 Tina White, Assistant City Manager Chester Mord ini, President C lifornia Teamsters, Local 911 k;�t�--- , . Sc Ed�r ds Corey eilly Dire ` Administrative Services � Erin Dempster, Hu an Resources Mgr. Bra�ell De on Tom Kester �� ' Matt Thom son i A Valdivia . , Harry Willi son Craig Winder v Gil Aguilar � 47 Salary schedule for Job Classifications within the Non-Safety Employees Bargaining Group EFFECTIVE BEGINNING THE FIRST PAY PERIOD THAT INCLUDES JULY 1,2073 Rartge Cfa�sfic�tion T�le f�umber Step A Step B Step C Step D Step E ccounting Technician I 40.5 17.0438 17.8961 18.7908 19.7304 20.7169 ccounting Technician II 44.5 18.9376 19.8845 20.8787 21.9227 23.0187 dministrative Assistant I 36 15.0466 15.7986 16.5889 17.4186 18.2893 dministrative Assistant II 39 16.2036 17.0134 17.8644 18.7580 19.6956 dministrative Assistant III 45 18.7911 19.7303 20.7172 21.7536 22.8409 quatics Coordinator 44 18.3328 19.2491 20.2119 21.2230 22.2838 Box Office Attendant 36 15.0466 15.7986 16.5889 17.4186 18.2893 Box Office Coordinator 44 18.3328 19.2491 20.2119 21.2230 22.2838 Construction Coordinator 67 32.3503 33.9674 35.6664 37.4503 39.3223 Construction Maintenance Crew Leader 51 21.7919 22.8812 24.0257 25.2275 26.4884 Construction Maintenance Worker I 41 17.0239 17.8747 18.7688 19.7077 20.6927 Construction Maintenance Worker II 45 18.7911 19.7303 20.7172 21.7536 22.8409 Contract SpecialisUlnspector 58 25.9038 27.1985 28.5591 29.9877 31.4864 Cross-Connection Specialist 58 25.9038 27.1985 28.5591 29.9877 31.4864 Customer Services Technician I 40.5 17.0438 17.8961 18.7908 19.7304 20.7169 Customer Services Technician II 44.5 18.9376 19.8845 20.8787 21.9227 23.0187 Customer Services Field Worker 50 21.2604 22.3231 23.4397 24.6122 25.8423 Development Services Technician 50 21.2604 22.3231 23.4397 24.6122 25.8423 Dock Attendant 27 12.0482 12.6503 132832 13.9476 14.6447 Engineering Inspector 59 26.5514 27.8785 29.2731 30.7374 32.2736 Engineering Technician I 55 24.0542 25.2565 26.5199 27.8465 29.2382 Engineering Technician II 59 26.5514 27.8785 29.2731 30.7374 32.2736 Equipment Mechanic 52 22.3367 23.4532 24.6263 25.8582 27.1506 Facilities Maintenance Crew Leader 55 24.0542 25.2565 26.5199 27.8465 29.2382 Facilities Maintenance Technician I 45 18.7911 19.7303 20.7172 21.7536 22.8409 Facilities Maintenance Technician II 49 20.7419 21.7786 22.8680 24.0119 25.2720 Front of House Assistant 36 15.0466 15.7986 16.5889 17.4186 18.2893 Front of House Coordinator 44 18.3328 19.2491 20.2119 21.2230 22.2838 Lead Customer Services Field Worker 56 24.6556 25.8879 27.1829 28.5427 29.9692 Lifeguard 29 12.6581 13.2908 13.9557 14.6537 15.3861 Park Ranger 37 15.4228 16.1936 17.0036 17.8541 18.7465 Parks Maintenance Crew Leader 51 21.7919 22.8812 24.0257 25.2275 26.4884 Parks Maintenance Worker I 41 17.0239 17.8747 18.7688 19.7077 20.6927 Parks Maintenance Worker II 45 18.7911 19.7303 20.7172 21.7536 22.8409 Public Works Shop Specialist 47 19.7424 20.7292 21.7660 22.8548 23.9972 Records Technician 47 19.7424 20.7292 21.7660 22.8548 23.9972 Recreation Coordinator 44 18.3328 19.2491 20.2119 21.2230 22.2838 Recreation Leader I 29 12.6581 13.2908 13.9557 14.6537 15.3861 Recreation Leader II 33 13.9723 14.6706 15.4045 16.1749 16.9834 Senior Administrative Assistant 49 20.7419 21.7786 22.8680 24.0119 25.2120 Senior pock Attendant 31 13.2990 13.9637 14.6622 15.3955 16.1651 Exhibit A EFFECTIVE BEGINNING THE FIRST PAY PERIOD THAT INCLUDES JULY 1,2013 Range Ciassficatian Titte Number Step A Step B Step C Step D Step E Senior Equipment Mechanic 56.5 25.5183 26.7942 28.1339 29.5406 31.0176 Senior Park Ranger 41 17.0239 17.8747 18.7688 19.7077 20.6927 Senior Parks Maint.Crew Leader 55 24.0542 25.2565 26.5199 27.8465 29.2382 Senior Utility Systems Technician 64 30.0405 31.5420 33.1198 34.7764 36.5146 Stage Technician 40 16.6087 17.4387 18.3110 19.2270 20.1880 Technical Theater Coordinator 44 18.3328 19.2491 20.2119 21.2230 22.2838 Utility Systems Mechanic 60 27.2152 28.5755 30.0049 31.5058 33.0804 Utility Systems Technician 60 27.2152 28.5755 30.0049 31.5058 33.0804 arehouse Associate 49 20.7419 21.7786 22.8680 24.0119 25.2120 astewater Utilities Crew Leader 53 22.8951 24.0395 25.2420 26.5047 27.8294 astewater Utilities Worker I 43 17.8857 18.7796 19.7190 20.7054 21.7403 astewater Utilities Worker II 47 19.7424 20.7292 21.7660 22.8548 23.9972 ater Treatment Plant Operator I 52 22.3367 23.4532 24.6263 25.8582 27.1506 ater Treatment Plant Operator I I 58 25.9038 27.1985 28.5591 29.9877 31.4864 ater Treatment Plant Operator III 64 30.0405 31.5420 33.1198 34.7764 36.5146 ater Utilities Crew Leader 53 22.8951 24.0395 25.2420 26.5047 27.8294 ater Utilities Worker I 43 17.8857 18.7796 19.7190 20.7054 21.7403 ater Utilities Worker 11 47 19.7424 20.7292 21.7660 22.8548 23.9972 Exhibit A EFFECTIVE BEGINNING THE FIRST PAY PERIOD THAT INCLUDES JULY 1,2014 Range Ctassfication T�IIe Nucnber Step A Step 8 Step C Step D Step E ccounting Technician I 40.5 17.3847 182540 19.1666 20.1250 21.1312 ccounting Technician II 44.5 19.3164 20.2822 21.2963 22.3612 23.4791 dministrative Assistant I 36 15.3474 16.1152 16.9206 17.7662 18.6545 dministrative Assistant II 39 16.5275 17.3544 18.2216 19.1323 20.0889 dministrative Assistant III 45 19.1669 20.1258 21.1314 22.1877 23.2969 quatics Coordinator 44 18.6994 19.6349 20.6160 21.6465 22.7287 Box Office Attendant 36 15.3474 16.1152 16.9206 17.7662 18.6545 Box Office Coordinator 44 18.6994 19.6349 20.6160 21.6465 22.7287 Construction Coordinator 67 32.9970 34.6481 36.3796 38.1980 40.1074 Construction Maintenance Crew Leader 51 22.2277 23.3397 24.5059 25.7310 27.0173 Construction Maintenance Worker I 41 17.3642 18.2330 19.1440 20.1009 21.1059 Construction Maintenance Worker II 45 19.1669 20.1258 21.1314 22.1877 23.2969 Contract Specialist/Inspector 58 26.4217 27.7437 29.1300 30.5861 32.1151 Cross-Connection Specialist 58 26.4217 27.7437 29.1300 30.5861 32.1151 Customer Services Technician I 40.5 17.3847 18.2540 19.1666 20.1250 21.1312 Customer Services Technician I I 44.5 19.3164 20.2822 21.2963 22.3612 23.4791 Customer Seroices Field Worker 50 21.6856 22.7704 23.9082 25.1034 26.3583 Development Senrices Technician 50 21.6856 22.7704 23.9082 25.1034 26.3583 Dock Attendant 27 12.2891 12.9038 13.5488 14.2259 14.9372 Engineering Inspector 59 27.0822 28.4373 29.8583 31.3508 32.9180 Engineering Technician I 55 24.5352 25.7627 27.0500 28.4022 29.8220 Engineering Technician II 59 27.0822 28.4373 29.8583 31.3508 32.9180 Equipment Mechanic 52 22.7834 23.9232 25.1185 26.3743 27.6927 Facilities Maintenance Crew Leader 55 24.5352 25.7627 27.0500 28.4022 29.8220 Facilities Maintenance Technician I 45 19.1669 20.1258 21.1314 22.1877 23.2969 Facilities Maintenance Technician II 49 21.1567 22.2150 23.3251 24.4911 25.7154 Front of House Assistant 36 15.3474 16.1152 16.9206 17.7662 18.6545 Front of House Coordinator 44 18.6994 19.6349 20.6160 21.6465 22.7287 Lead Customer Services Field Worker 56 25.1486 26.4068 27.7263 29.1123 30.5676 Lifeguard 29 12.9112 13.5571 14.2347 14.9460 15.6934 Park Ranger 37 15.7311 16.5181 17.3436 18.2104 19.1209 Parks Maintenance Crew Leader 51 22.2277 23.3397 24.5059 25.7310 27.0173 Parks Maintenance Worker I 41 17.3642 182330 19.1440 20.1009 21.1059 Parks Maintenance Worker II 45 19.1669 20.1258 21.1314 22.1877 23.2969 Public Works Shop Specialist 47 20.1373 21.1446 22.2012 23.3110 24.4763 Records Technician 47 20.1373 21.1446 222012 23.3110 24.4763 Recreation Coordinator 44 18.6994 19.6349 20.6160 21.6465 22.7287 Recreation Leader I 29 12.9112 13.5571 14.2347 14.9460 15.6934 Recreation Leader II 33 14.2516 14.9645 15.7125 16.4977 17.3225 � Senior Administrative Assistant 49 21.1567 22.2150 23.3251 24.4911 25.7154 Senior pock Attendant 31 13.5649 14.2434 14.9554 15.7027 16.4878 Exhibit A EFFECTIVE BEGINNING THE FIRST PAY PERIOD THAT INCLUDES JULY 1,2014 Range lass�icafion Tifle Number Step A Step B Step C St+ep D Step E Senior Equipment Mechanic 56.5 26.0287 27.3301 28.6966 30.1314 31.6380 Senior Park Ranger 41 17.3642 18.2330 19.1440 20.1009 21.1059 Senior Parks Maint. Crew Leader 55 24.5352 25.7627 27.0500 28.4022 29.8220 Senior Utility Systems Technician 64 30.6410 32.1741 33.7820 35.4706 37.2437 Stage Technician 40 16.9407 17.7883 18.6771 19.6106 20.5911 echnical Theater Coordinator 44 18.6994 19.6349 20.6160 21.6465 22.7287 Utility Systems Mechanic 60 27.7593 29.1482 30.6048 32.1346 33.7410 Utility Systems Technician 60 27.7593 29.1482 30.6048 32.1346 33.7410 Warehouse Associate 49 21.1567 22.2150 23.3251 24.4911 25.7154 astewater Utilities Crew Leader 53 23.3530 24.5213 25.7465 27.0337 28.3850 astewater Utilities Worker I 43 18.2433 19.1560 20.1132 21.1185 22.1743 astewater Utilities Worker II 47 20.1373 21.1446 22.2012 23.3110 24.4763 ater Treatment Plant Operator I 52 22.7834 23.9232 25.1185 26.3743 27.6927 ater Treatment Plant Operator 11 58 26.4217 27.7437 29.1300 30.5861 32.1151 ater Treatment Plant Operator 11I 64 30.6410 32.1741 33.7820 35.4706 37.2437 ater Utilities Crew Leader 53 23.3530 24.5213 25.7465 27.0337 28.3850 ater Utilities Worker I 43 18.2433 19.1560 20.1132 21.1185 22.1743 Water Utilities Worker II 47 20.1373 21.1446 22.2012 23.3110 24.4763 Exhibit A Gl,�.� o po�p,�1- �� ',� �,�� ,,s� `�r�,,� �° SALARY AND BENEFIT PLAN FOR THE CITY OF POWAY MANAGEMENT/CONFIDENTIAL GROUP July 1,2013-June 30,2015 Exhibit B TABLE OF CONTENTS Article1.Salary Schedule......................................................................................................................................4 Article2. Leaves...................................................................................................................................................4 Section1. Vacation.............................................................................................................................................4 A. Groups 1-3-Management............................................................................................................................4 B. Group 4-Confidential...................................................................................................................................5 Section2. Executive Leave..................................................................................................................................7 A. Group 1..........................................................................................................................................................7 B. Groups 2A and 26..........................................................................................................................................7 Section3. Sick Leave...........................................................................................................................................7 A. Sick Leave Use...............................................................................................................................................7 B. Sick Leave Accrual..........................................................................................................................................7 C. Notification.........................................•--•.......................................................................................................8 D. Family Sick Leave...........................................................................................................................................8 E. Annual Conversion of Sick Leave..................................................••••-............................................................8 Section4. Holidays.............................................................................................................................................9 A. Designated Holidays......................................................................................................................................9 B. Holiday Pay....................................................................................................................................................9 Section 5. Bereovement Leove.........................................................................................................................10 Section6. Benefit Days.....................................................................................................................................10 Section7. Jury Duty..........................................................................................................................................10 Article3. Payroll and Workweek........................................................................................................................11 A. Groups 1,2A and 26-Management...........................................................................................................11 B. Groups 3 and 4-Professional/Confidential.................................................................................................11 C. Work Hours..................................................................................................................................................12 Article4. Benefits...............................................................................................................................................12 Section 1. Hospita/and Medical.......................................................................................................................12 Section2. Eye Care...........................................................................................................................................13 Section3. Life/nsurance...................................................................................................................................13 Sedion 4. Deferred Compensation-All Groups...............................................................................................13 Section 5. Long Term Disability/ncome/nsurance...........................................................................................13 A. Group 1-Management...............................................................................................................................13 B. Groups 2-4..................................................................................................................................................14 Section 6. Workers'Compensation Insurance..................................................................................................14 Section 7. Unemployment Insuronce/State Disability/nsurance......................................................................15 Section 8. Flexib/e Benefits Program................................................................................................................15 Section 9. Part-Time Employee Benefits...........................................................................................................15 Article5. Special Pay...........................................................................................................................................15 Section 1. Tuition Reimbursement...................................................................................................................15 2 Section2. Uniforms and Equipment.................................................................................................................16 Section3. Acting Pay........................................................................................................................................17 A. Groups 1-3-Management..........................................................................................................................17 B. Group 4-Confidential.................................................................................................................................17 Section 4. Physical Examinations.....................................................................................................................17 Section5. Trave/Expenses................................................................................................................................18 A. Group 1-2A-Management......................................................................................................................18 B. Groups 26,3 and 4-Management/Confidential ....................................................................................18 Article6. Service.................................................................................................................................................i8 Section1. Transfers..........................................................................................................................................18 Section2. Layoff and Reemp/oyment...............................................................................................................18 Section3. Resignations....................................................................................................................................19 Article7. Retirement and Social Security............................................................................................................20 Section1. CoIPERS............................................................................................................................................20 Section2. PARS.................................................................................................................................................21 1. Non-Safety Group 1:....................................................................................................................................21 2. Non Safety Group 1:....................................................................................................................................21 3. Non-Safety Groups 2-3:...............................................................................................................................21 4. Group 4 if hired before March 28,2008:.....................................................................................................21 5. 6roup 4 if hired on or after March 28,2008:..............................................................................................22 Article8. Personnei Rules....................................................................................................................................22 3 Article 1. Salarv Schedule Wages shall increase by two percent (2%) effective the beginning of the pay period which includes July 1, 2013. Wages shall increase by two percent (2%) effective the beginning of the pay period which includes July 1, 2014. Wages shall be paid in accordance with the salary schedule attached as F�chibit A. Article 2. Leaves Section 1. Vacation A. Groups 1-3- Management 1. Comnutinp Vacation Leave All employees in the management group, who have served for a minimum of six (6) months of continuous service, shall be entitled to vacation leave with pay. For the purpose of computing annual vacation leave, a working day shall be considered as 1/5 of the number of working or duty hours in the established workweek. Annual vacation leave shall be computed in accordance with the following schedule: Years of Continuous Emqlovment Vacation Leave Credits 1 through 5 120 hours per year or 4.615 hours per pay period for 26 pay periods. After 5 144 hours per year or 5.538 hours per pay period for 26 pay periods. After 10 180 hours per year or 6.923 hours per pay period for 26 pay periods. After 15 199.2 hours per year or 7.662 hours per pay period for 26 pay periods. 2. Vacation Leave Accrual Vacation time can be accumulated to a maximum of 200% of one year's eligibility. When an employee's vacation leave accrual reaches the maximum level, the employee will stop accruing additional vacation leave until such time as the employee uses vacation leave below the maximum level. At that time, the employee will begin accruing additional leave from that point forward. Employees who have reached maximum accrual can request a review by their department Director in the event a vacation request is denied. 4 3. Use of Vacation Time The times at which an employee may take vacation shall be determined by the immediate supervisor with due regard for the wishes of the employee and particular regard for the needs of the City. Vacation leave in excess of thirty calendar days shall be granted or not granted at the sole discretion of the City Manager. In the event one or more holidays fall within a vacation leave period, such holidays shall not be charged as vacation leave, and the vacation leave shall be extended accordingly. An employee may elect to use accrued vacation leave for scheduled dental and medical appointments, treatments, procedures or other related activities. 4. Conversion of Accrued Vacation Leave Annual conversion of a portion of accrued vacation to cash for Groups 1-3 is permitted subject to the following guidelines: a. Employee must have had at least three years of senrice in the prior 12 months before conversion. b. A maximum of five days (40 hours) per year may be converted on an hour-for- hour basis, at the current rate of pay. c. Employee must have used at least two weeks (80 hours) of vacation time in both the current and previous 12 months. d. After conversion, the employee must have at least two weeks (80 hours) remaining to his/her credit. e. Requests for conversion by Group 1 employees shall be approved by the City Manager. Requests for conversion by Groups 2 and 3 employees shall be approved by the Director of Administrative Services. 5. Pavout of Vacation Leave Employees who terminate employment shall be paid in a lump sum for all accrued vacation leave earned prior to the effective date of termination. B. Group 4-Confidential 1. Comqutinp Vacation Leave All employees in this group shall be entitled to vacation leave with pay exceqt those employees who have senred less than six continuous months in the service of the City. For the purposes of computing annual vacation leave, a working day shall be con- sidered as 1/5 of the number of working or duty hours in the established workweek. 5 Annual vacation leave shall be computed in accordance with the following schedule: Years of Continuous Emplovment Vacation Leave Credits - 1 through 5 years 96 hours per year or 3.692 hours per pay period for 26 pay periods. After 5 years 120 hours per year or 4.615 hours per pay period for 26 pay periods. After 10 years 144 hours per year or 5.538 hours per pay period for 26 pay periods. After 15 years 168 hours per year or 6.462 hours per pay period for 26 pay periods. 2. Vacation Leave Accrual Vacation time can be accumulated to a maximum of 150% of one year's eligibility. When an employee's vacation leave accrual reaches the maximum level, the employee will stop accruing additional vacation leave until such time as the employee uses vacation leave below the maximum level. At that time, the employee will begin accruing additional leave from that point forward. Employees who have reached maximum accrual can request a review by their department Director in the event a vacation request is denied. 3. Use of Vacation Leave The times at which an employee may take vacation shall be determined by the department Director with due regard for the wishes of the employee and particular regard for the needs of the City. In the event one or more holidays fall within a vacation leave period, such holidays shall not be charged as vacation leave, and the vacation leave shall be extended accordingly. An employee may elect to use accrued vacation leave for scheduled dental and medical appointments, treatments, procedures or other related activities. 4. Pavout of Vacation Leave Employees who terminate employment shall be paid in a lump sum for all accrued vacation leave earned prior to the effective date of termination. 6 Section 2. Executive Leave A. Group 1 Employees designated in this group shall be entitled to sixty-four (64) hours executive leave each fiscal year. If not taken during the fiscal year, any remaining executive leave will be exchanged for compensation in the last full pay period of the fiscal year at the then current rate of pay. Executive leave may not be carried over into the next fiscal year. Employees who terminate employment shall be paid in a lump sum for the value of unused executive leave. B. Groups 2A and 2B Employees designated in these groups shall be entitled to thirty-two (32) hours executive leave each fiscal year. If not taken during the fi$cal year, any remaining executive leave will be exchanged for compensation in the last full pay period of the fiscal year at the then current rate of pay. Executive leave may not be carried over into the next fiscal year. Employees who terminate employment shall be paid in a lump sum for the value of unused executive leave. Section 3. Sick Leave . A. Sick Leave Use Sick leave shall not be considered a right but shall be allowed only in case of necessity and actual personal sickness or disability. Sick leave may also be used for dental or medical evaluations, treatments, procedures or other related activities. If an employee's sick leave balance is exhausted, another paid leave (e.g. vacation, comp time, etc.) will be used. Sick leave with pay may be granted to all probationary and regular employees within the unit who are regularly employed in regular,full-time positions. B. Sick Leave Accrual All employees in Group 1 hired prior to July 1, 2011, and those employees in Groups 2 and 3 hired prior to July 1, 1990 and whose positions or transfers to the management group were announced prior to July 1, 1990, shall be granted sick leave with pay up to a maximum of sixry (60) calendar days per incident with no accumulation until June 23, 2013. Effective June 24, 2013 each employee with this benefit will be credited with a beginning sick leave balance that is calculated using one day a month accrual rate for each month of employment, less the cumulative number of sick leave hours used (or imputed to be used) during their employment with the City. Effective June 24, 2013 employees with this benefit will transition to the same sick leave accrual benefit as all other non-Safety employees and begin accruing one day of sick leave for each month of employment, for a total of ninety-six (96) hours per year. All employees in (a) Group 1 hired after July 1, 2011, (b) Groups 2 and 3 hired after July 1, 1990 and (c) Group 4, shall accrue one day of sick leave for each month of employment, for a total of ninety-six (96) liours per year. 7 For the purposes of computing sick leave, a working day shall be considered as 1/5 of the number of working or duty hours in the established workweek. Sick leave shall be granted to an employee only for actual working time off. Accumulation of sick leave shall be unlimited. C. Notification In order to receive compensation while absent on sick leave, the employee shall notify his/her immediate supervisor or the department Director in the manner established by the department prior to or within two hours after the time set for the beginning of duties. Absent extenuating circumstances, failure to fulfill notification requirements will cause such time off to be considered leave of absence without pay. Certification by the employee's physician may be required in order to receive compensation for sick leave over three (3) working days at one time if an abuse of sick leave is suspected or if an unusual pattern of use has been documented and the employee has been counseled. This requirement is at the discretion of the department Director. D. Family Sick Leave In the event of illness in the immediate family, an employee may use accrued sick leave not to exceed forty-eight (48) hours in each fiscal year. Immediate family shall be designated as mother, father, spouse, domestic partner, brother, sister, and children. Employee must notify supervisor in advance if possible when such leave is being taken and so note in the Comments section of his/her time card, as well as on a Leave Request. An employee cannot use personal sick leave in place of Family Sick Leave and must use other available accrued leave when Family Sick Leave is exhausted. E. Annual Conversion of Sick Leave In the last full pay period of the fiscal year, an employee who accrues sick leave may convert sick leave to cash under the following conditions: 1. After conversion, employee must have a minimum balance of 168 hours of sick leave. 2. Employee has used 32 hours or less of sick leave in the immediately preceding 12 months. 3. Employee can 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- 8 4. Payout of Sick Leave After five (5) years of continuous employment with the City, and upon termination or retirement, an employee will receive compensation for unused sick leave. a. Upon retirement, employee will receive 50°/a of all sick leave hours accrued. Calculations will be at the employee's rate of pay at the time of retirement and will not exceed $5,000. b. Upon leaving the employ of the City for other than retirement, employee will receive 50°/a of all sick leave hours accrued. Calculations will be at the employee's rate of pay at the time of termination and will not exceed $2,000. c. 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. 5. The City will establish a committee to evaluate the implementation of a Retirement Health Savings Plan (RHSP) for Non-Safety employees, including employees covered by this Salary and Benefit Plan. The committee will work toward developing a RHSP recommendation to provide employees with a mechanism to save for retirement health care costs and encourage prudent sick leave usage. The goal is to complete the evaluation and consider implementation of a RHSP by January 2014. Section 4. Holidavs A. Designated Holidays The holidays for employees in the management/confidential group are as follows: 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 1 st 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 and shall be considered as the legal holiday. To be eligible for holiday pay, an employee must be in a paid status on the day before and the day after a holiday. B. Holiday Pay For the purpose of computing holiday pay, a working day shall be considered as 1/5 of the number of working or duty hours in the established workweek. 9 Employees in this unit shall be paid holiday pay, whether on or off duty on the holidays above. If a Group 3 or 4 employee works on a holiday, he/she will also be compensated for the hours worked at the rate of two (2)times the employee's regular rate of pay. Section 5. Bereavement Leave In the event of a death in the family, regular and probationary employees shall be eligible for up to forty (40) hours of paid bereavement leave to attend the funeral or make funeral arrangements, subject to the following provisions: A. The relatives designated shall include father, mother, spouse, brother, sister, daughter, son, grandparents, grandson, granddaughter, and brothers and sisters having one parent in common. It also includes "in-lav�' relatives and those relationships generally called "step" providing persons in such relationships have lived or have been raised in the family home and have continued an active family relationship. An employee may be eligible to use bereavement leave for a person who has been living with the employee in the same capacity as a spouse, provided the employee has previously notified the Human Resources office in writing of the individual's name. B. Bereavement leave is not compensable when the employee is on leave of absence, vacation, bona fide layoff, or for days falling outside the employee's regular work period. C. It is not chargeable against sick leave. D. All requests for paid bereavement leave shall be made in writing as soon as practical but in no event later than the first day back to work, and shall be subject to approval of the Human Resources Manager or designee. E. Employees on a flex work schedule shall be compensated for a nine-hour day for paid bereavement leave, up to a maximum of forty(40) hours. Section 6. Benefit Davs In addition to provisions for vacation, sick leave, and holidays set forth elsewhere herein, each employee who has completed an initial probationary period shall have available two (2) benefit days off each fiscal year. One of these days will be known as Cesar Chavez Day and 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. The times at which an employee may take a benefit day off shall be determined by the department Director with due regard for the wishes of the employee and particular regard for the needs of the City. Benefit days may be taken in one-hour increments. If not taken by the end of the last full pay period of the fiscal year, the benefit day(s) shall be forfeited. Employees who terminate employment shall be paid in a lump sum for the value of all unused benefit days. Section 7. Jurv Dutv Employees shall be compensated at the regular rate of pay for serving jury duty during the employee's scheduled work hours. The duration of jury duty and hours to be compensated shall be in accordance with City policy and the Personnel Rules. 10 Article 3. Pavroll and Workweek Regular paydays are designated as every other Friday for the two-week period ending the previous Sunday. In no event will the City advance pay, including pay for earned vacation, without the prior written approval of the City Manager. A. Groups 1, 2A and 2B—Management 1. It is recognized that employees in these groups may be required to work hours in excess of 40 hours in a workweek, and it is agreed that employees in this group shall not be remunerated for such work beyond the current monthly salary rate of the individual employee, but for the purposes of computing benefits, the regular number of working or duty hours in a workweek from Monday through Sunday is established at 40 hours for all full-time employees in the group. 2. Chief Officers within the Safety Services Department (Director of Safety Services and Fire Division Chief) will be provided supplemental compensation at a straight time hourly rate, for hours worked outside of scheduled work hours when assigned to a mutual aid incident and reimbursement funding is received by the City. Payment will occur upon City's receipt of reimbursement funds and at no time shall payment exceed the reimbursement amount received by the City. The City Manager must approve the supplemental compensation. B. Groups 3 and 4- Professional/Confidential 1. Workweek The regular number of working or duty hours in a workweek from Monday through Sunday is established at 40 hours for all full-time employees in the unit. For employees regularly working less than 40 hours in one week, or designated as part- time or temporary employees, the regular number of working or duty hours in a wo�kweek shall be that number of hours for which they are scheduled to work. 2. Overtime No employee may work overtime without advance approval. Employees who do not secure prior approval may be subject to disciplinary action pursuant to established guidelines for discipline. For full-time employees, unscheduled hours worked on Sundays and holidays shall be paid at double the employee's rate of pay. Employees in this group shall be paid one and one-half (1-1/2) times their hourly rate of pay for all hours worked in excess of an 8-hour day or a 40-hour workweek. A minimum of two hours pay at the rate of time and one-half shall be paid for each incident of callback overtime. Callback overtime is unscheduled overtime as opposed to scheduled overtime or an early start or extended shift. il If an employee responds to a trouble call via telephone outside normal work hours, the employee will be compensated for telephone time in 15-minute increments on an overtime basis. 3. Compensatorv Time Off(CTO) The times at which an employee may take compensatory time off shall be determined by the department Director with due regard for the wishes of the employee and particular regard for the needs of the City. Compensatory time off, in lieu of overtime, shall be taken as one and one-half (1-1/2) hours off for each overtime hour worked. The maximum accumulation of compensatory time off shall be 80 hours. a. In the event an employee accrues 80 hours of compensatory time in any one fiscal year, the employee will be ineligible to work overtime for compensatory time off for the remainder of that 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. b. Once an employee uses CTO and brings the balance below 80 hours, the employee may again accrue CTO hours up to 80 hours. c. The department Director or designee shall determine the times at which an employee may take CTO with due regard for the wishes of the employee and particular regard for the needs of the City. An employee's CTO balance will be cashed out to zero in the final pay period of the fiscal year at the employee's then rate of pay. Said cash payment may only occur as part of the final pay period of the fiscal year in which the compensatory time off was accrued. C. Work Hours The City agrees to make available a flexible work schedule when possible. Work schedule and operating conditions will be determined by the City to insure all necessary service can be maintained without adverse impacts. Continuation of the program will be at the discretion of the City Manager. It is understood that it may not be possible to extend this schedule to all operations of the City due to service needs. For employees working an alternate work schedule (9/80) the workweek shall begin and end four hours into each employee's work schedule on his or her alternating regular day off. Article 4. Benefits Section 1. Hosaital and Medical The first day of the month following date of hire, an employee, upon proper application and acceptance, shall be covered by health and dental benefits with coverage as set forth from time to time in the agreement between the City and the carrier(s). Health benefit premiums for each employee shall be paid in full by the City. 12 Dependents of each employee may also be covered by health benefit coverage, upon proper application and acceptance. The cost of dependent coverage of the medical and dental plan will be shared equally between the City and the employee. The employee's share of the cost will be made through payroll deduction. The parties to this Agreement agree to work with the City Insurance Committee to keep the overall cost future premium increases to a minimum. Section 2. Eve Care The City will provide an eye care plan. The Ciiy shall pay 100% of the premium for the employee and dependent coverage. Section 3. Life Insurance The first day of the month following date of hire, an employee, upon proper application and acceptance by the insurance carrier, shall be covered under a group life insurance plan for the amount of one and one-half (1-1/2) times base annual salary ($15,000 minimum). The City pays 100%of the premium. Section 4. Deferred Compensation -All Groups In addition to the City's existing 457 deferred compensation plan, the City will provide a 401(a) Deferred Compensation Plan. The City shall contribute to the 401 (a) Deferred Compensation Plan on behalf of the employees as follows: $129.31 per Group 1 employee per biweekly pay period, $106.23 per Group 2A employee per biweekly pay period, $87.77 per Group 2B employee per pay period, and $69.21 per Group 3 and Group 4 employees per biweekly pay period. Employees shall be entitled to receive credits for their 401 accounts only after the completion of each full pay period. Only full-time employees shall be eligible for this benefit and shall have the following vesting rights to the contributions made to the plan. Employees hired on or before June 30, 2004, shall be fully vested after the completion of one year of City service. Employees hired on or after July 1, 2004, shall be vested as follows: From date of hire until second anniversary—0%of accumulated value Second anniversary of employment—20°/a 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 Employees may make other contributions to the plan as provided for in the plan and in accordance with applicable federal and state laws. Section 5. Lonq Term Disabilitv Income Insurance This employee benefit provides for the payment of a monthly income benef� payment for those covered employees totally disabled by injury or sickness as determined by the insurer. A. Group 1 - Management The benefit provided under this coverage will be 66-2/3% of the employee's base salary to a maximum of $10,900 per month. The insurance carrier is responsible for acceptance of the claim and calculating the exact benefit amount, based on each individual's income status. 13 The insurance carrier for this coverage requires a 60-day waiting period from the first day of the disability to the beginning of the monthly benefit payment period. Effective July 1, 2013, the waiting period will be reduced to 30-days. Monthly benefits are paid, with certain exceptions, as explained in the Group certificate of insurance, until the recovery from the injury or sickness or until the employee reaches age 65. The City pays 100%of the premium. An employee may first use sick leave then other accrued leave to supplement coverage under this benefit up to, but not in excess of, 100%of his/her regular rate of pay. B. Groups 2-4 The benefit provided under this coverage will be 66-2/3% of the employee's base salary to a maximum of $9,500 per month. The insurance carrier is responsible for acceptance of the claim and calculating the exact benefit amount, based on each individual's income status. The insurance carrier for this coverage requires a 30-day waiting period from the first day of the disability to the beginning of the monthly benefit payment period. Monthly benefits are paid, with certain exceptions, as explained in the Group certificate of insurance, until the recovery from the injury or sickness or until the employee reaches age 65. The City pays 100%of the premium. An employee may first use sick leave then other accrued leave to supplement coverage under this benefit up to, but not in excess of, 100%of his/her regular rate of pay. Section 6. Workers' Comqensation Insurance All employees in the group (regular, temporary and part-time) are covered by Workers' Compensation Insurance from the date of employment. Premiums will be paid by the City. Any employee shall, upon receiving a work-sustained injury, report the incident immediately to his department Director. The filing of the accident report as required by the Workers' Compensation Insurance Fund shall be the responsibility of the employee's supervisor. An employee of the City who is or may be entitled to temporary disability indemnity under Division 4 or Division 4.5 of the Labor Code shall receive any accrued sick leave or vacation for such absence. The City shall decrease the charge of sick leave or vacation in the amount of temporary disability payment received so that the employee shall not receive payment in excess of full salary or wage. 14 If the employee does not wish to use accrued sick leave or vacation, the employee shall notify the City within five (5) days after the injury is reported to the City. After the five (5) days, the employee's accrued sick leave or vacation shall be used until the date the employee notifies the City in writing that he/she no longer wishes to use the accrued leaves. When computing sick leave or vacation under this policy, the employee shall be given credit for any holidays that occur during the period of absence hereunder. The employee is, nevertheless, entitled to medical, surgical, and hospital treatment as provided in the Labor Code. When the employee's accrued sick leave or vacation, or both, are exhausted, the employee will still receive disability indemnity for which he/she is otherwise entitled. If an employee is receiving Workers' Compensation and not actively on the payroll, the C'rty shall collect from the employee the employee's costs of insurance for dependent coverage, and the City shall pay the employer's costs of insurance. During such leave, no contributions shall be made to the retirement plan. Section 7. Unemqlovment Insurance/State Disabilitv Insurance The Cit�r does not participate in the State Disability Insurance program. Section 8. Flexible Benefits Propram The City will maintain a Flexible Benefits Program in accordance with applicable IRS statutes and the Affordable Health Care for America Act (AHCAA) in order to provide employees the greatest possible tax benefit. Section 9. Part-Time Emolovee Benefits Employees working less than full time will have their benef'rts prorated to the ratio of the hours they work to 2,080 hours. Article 5. Saecial Pav Section 1. Tuition Reimbursement A. The actual cost paid for tuition, books and required technical supplies and equipment, to a maximum of $1,500 per fiscal year per employee, will be refunded to all regular City employees for professional and technical courses in accredited educational institutions provided that: 1. The employee has received at least a satisfactory rating on his/her last performance report; 2. The subject matter of the course relates directly to and contributes toward the performance of the employee's position with the City; 3. The employee submits a Request for Tuition Reimbursement form to the department Director and Human Resources within three (3) weeks after the beginning of the course. The form shall be accompanied by a description of the course provided by the education institution (e.g., course catalog description), which describes the course content; and 15 4. Before receiving reimbursement the employee shall furnish proof of payment and evidence that he/she has completed the course with: a. a grade of "C" or better in undergraduate work or a grade of "B" in graduate work. A grade of "C" or better will be accepted for graduate work from institutions where an average grade of"C" is acceptable for graduation, or b. a "pass" or"credit" for those classes where a pass/fail or crediUno credit grading system is used. B. Regular City employees may also request reimbursement for actual cost paid for tuition, books and required technical supplies and equipment, to a maximum of $1,500 per fiscal year per employee, for courses that result in the issuance of Continuing Education Units (CEUs) or Continuing Education contact hours required for certification renewal, so long as: 1. The employee has received at least a satisfactory rating on his/her last performance report; 2. The subject matter of the course relates directly to and contributes toward the performance of the employee's position with the City; 3. The employee submits the Request for Tui#ion Reimbursement to the department Director and Human Resources prior to the course. The employee shall include with the Request a description of the course from the provider offering the course, demonstrating that the course is acceptable for continuing education contact hours. Failure to obtain preapproval risks that the course is deemed ineligible and the employee cannot be reimbursed; and 4. Prior to receiving reimbursement, the employee shall furnish proof of payment, evidence that he/she has completed the course, and verification or proof that all eligible CEUs or contact hours were earned and awarded for the course. Section 2. Uniforms and Eauiament The City will provide and maintain all uniforms that are required by the City for management employees in Public Works, Safety Services, and Community Senrices. Employees of Public Works, Development Services, and Community Services, who are required to wear safety shoes, will be reimbursed a maximum of$170 per fiscal year. Uniform allowance as defined by the California Public Employees Retirement System (CaIPERS) is a form of "compensation" for "classic members" of CaIPERS for CaIPERS purposes only. As such, any uniform allowance or the value of uniforms provided by the City will be reported to CaIPERS as part of the employee's annual gross income for purposes of computing the employee's and City's CaIPERS contribution. Under the California Public Employees' Pension Reform Act (PEPRA), a uniform allowance or the value of uniforms is not considered pensionable compensation for"new members"of CaIPERS. 16 Section 3. Actinq Pav A. Groups 1-3- Management An employee acting for an uninterrupted period of thirty (30) or more calendar days in a higher classification or rank, will be compensated at the rate of pay for that higher classification or rank after the expiration of thirty (30) calendar days. This provision does not apply to bona fide education, training and development, job enlargement, or job enrichment. B. Group 4- Confidential 1. Out-of-Class Assignment An out-of-class assignment is a temporary assignment of a regular employee to an authorized classification at a higher level of pay that requires the employee to perform the full range of duties of the higher classification. Employees who perform the full range of duties of a higher level position for eighty (80) or more consecutive working hours, in which there is no appointed incumbent or in which the incumbent is on paid or unpaid leave, shall be compensated at the A step rate of pay for the higher level position. Payment snall be retroactive to the first day of such services. The full range of duties of the higher-level position shall be specifically assigned in writing via the Out-of-Class Assignment form and signed by the department Director or his/her designee. Under no circumstances shall the rate of compensation be less than five percent (5%) above the employee's current rate of pay. Once the initial out-of-class terminates, the eighty (80) hour consecutive work hour elimination period will be waived for any additional out-of-class assignments that occur within the calendar year, provided that the employee is working in the same out-of-class classification regardless of work area assignment. Service in an out-of-class assignment shalt not alter an employee's performance evaluation date. 2. Consecutive Hours Worked For purposes of determining the period of eighty (80) consecutive work hours, paid holidays, vacation, and sick leave will apply toward hours worked. 3. Nature of Assignment At the conclusion of such an assignment, the employee shall be restored to his/her former classification regardless of the time involved. This provision shall not apply to bona fide education, training and development, job enlargement or enrichment. The employee will be notified in advance as to the nature of this assignment. Section 4. Phvsical Examinations Physical examinations required by the City as a condition of employment or continued employment shall be paid for by the City. 17 Section 5. Travel Expenses A. Group 1-2A- Management An automobile allowance in lieu of mileage shall be allocated in the amount of $300 and $160 per month for personnel in Groups 1 and 2A, respectively. The automobile allowance is not applicable to employees who have been assigned a City vehicle. The City Manager may grant a$160 per month automobile allowance to employees outside Groups 1 and 2A when, in his/her best judgment, it serves the City. The City Manager may at his/her discretion increase the $160 per month automobile allowance by a maximum of $100 based upon excessive driving requirements for an individual position. B. Groups 26, 3 and 4- Management/Confidential 1. Prior approval of the department Director and final approval of the City Manager shall be required prior to reimbursement for travel expenses. 2. Employees using their own vehicle on approved City business travel will be reimbursed at the approved IRS reimbursement rate. 3. Employees on approved official business away from the City will be reimbursed for actual and necessary expenses incurred, in accordance with the City's Travel and Meeting Reimbursement policy. 4. In order to be reimbursed, employees must inctude original receipts for all expenses with the reimbursement claim form. 5. Advances of travel expenses may be allowed at the sole discretion of the City Manager. Article 6. Service Section 1. Transfers An employee transferring from this group to a recognized employee unit shall maintain all pay and benefits accrued in this group, and upon the effective date of transfer thereafter are governed by the provisions of any policy and/or agreement in effect for such other recognized employee unit. Section 2. Lavoff and Reemplovment Groups 1 —3—Management and Group 4—Confidential The City may abolish any position or employment and the employee may be laid off without taking disciplinary action and without the right of appeal. Whenever it becomes necessary to reduce the number of employees in any classification, the order of the layoff shall be as follows: In order of seniority, the employee with the shortest service in total City service in the affected classification shall be laid off first. 18 A. In the event of two (2) or more employees having identical total.City service seniority, the order of the layoff will be determined by length of continuous service in the affected classification. B. Whenever two (2) or more employees have identical service in the affected classification, the order of the layoff shall be determined by the City Manager on the basis of performance. C. Employees to be laid off in a particular classification have the right to demote to a lower classification to a position previously held with the City for which the employee meets the minimum qualifications, is capable of pertorming the essential functions of the position, and has City seniority over other employees in the lower classification. This will also apply to employees to be laid off in a particular classification who have demoted from a higher classification due to non-disciplinary reasons. Such employees shall be placed on the seniority list for the higher classification provided they still meet the minimum qualifications, are capable of performing the essential functions of the position, and have City seniority over other employees in the higher classification. D. The name of each laid-off employee shall be placed on a reemployment list for a period of 12 months in reverse order of the layoff. Employees who are laid off who have received two out of three consecutive annual performance evaluations which are rated below standards or needs improvement will be placed at the bottom of the reemployment list in reverse order of the layoff. Section 3. Resipnations An employee in this group wishing to resign in good standing shall file with their immediate supervisor a written resignation stating the effective date and reasons for resignation at least fourteen (14) calendar days prior to the effective date of resignation. The City will pay an employee for all hours worked on the next regular payday after resignation, and thereafter will pay all accumulated reimbursable benefits as early as feasible. An employee who has resigned with a good record will be given preferential consideration for rehire if a position is available and he/she participates in the recruitment process for the position. Decision to rehire is at the discretion of the City, and the employee will not reestablish rights and/or benefits lost at the time of resignation. An employee with five (5) years' service, who resigns in good standing and is reemployed within a two (2) year period to the same or equal position previously held, shall be eligible to earn and use vacation, sick leave, and other benefits to which they are otherwise entitled as if there had been no break in service. 19 Article 7. Retirement and Social Securitv Section 1. CaIPERS The City will provide retirement benefits through the California Public Employees' Retirement System (CaIPERS). The City does not participate in the Social Security System, except as required by law. The use of the terms "classic member" and "new member" shall be as defined in the Cal"rfornia 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 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 emalovees hired on or before December 31, 2011 and considered "classic members" as defined above: Effective pay period beginning July 11, 2011, each employee in this unit will contribute seven percent (7%) of his/her PERSable salary (excluding overtime) on a pre-tax basis towards the "member contribution� portion of their CaIPERS retirement account. The City will provide under its contract with CaIPERS the following provisions: 1. The Indexed Level 1959 Survivors Benefits; 2. The retirement benefit of 2%-at-55 formula; and 3. The One Year Final Compensation option. For emalovees hired after December 31. 2011 and considered "classic members" as defined above: The City amended its contract with CaIPERS to create a second-tier retirement plan effective January 1, 2012. The second-tier will apply to those employees hired after December 31, 2011 and considered"classic members."The second-tier provides: 1. The retirement benefit of 2%-at-60 formula; 2. The Indexed Level 1959 Survivors Benefits; and 3. Average of three highest years' compensation. 20 An employee in the second-tier will contribute seven percent (7%) of his/her PERSable salary (excluding overtime) on a pretax basis towards the "member contribution" portion of their CaIPERS retirement account. For emalovees hired on or after Januarv 1, 2013 and considered "new members" as defined above: City will provide under its contract with CaIPERS: 1. The retirement benefit of 2%-at-62 formula; and 2. Average of three highest years' compensation. Effective with the pay period including July 1, 2013, employees considered "new members"shall pay 50% of the "normal cosY' (as determined by CaIPERS annually). Currently, 50% of the "normal cost" is six and one-quarter percent (6.25%), which the "new member" employee will contribute on a pre-tax basis. Section 2. PARS A. Upon retirement from the City concurrent with retirement under CaIPERS, the City also provides a supplemental retirement benefit through the Public Agency Retirement System (PARS) to non-safety members of Groups 1-4 hired on or before December 31, 2011. When combined with CaIPERS, this is equivalent to the 2.7%-at-55 formula retirement benefit. For employees hired on or after March 28, 2008, this benefit shall only apply to years of service with the City of Poway. For employees hired before March 28, 2008, this benefit applies to Poway and all prior CaIPERS or reciprocal service with previous public agencies. B. The PARS supplemental benefit applies as follows: 1. Non-Safety Group 1: a. is at least 55 years of age; and b. has completed at least 5 years of continuous service with the City, or if hired prior to July 1, 2004 has completed at least 5 years of service with the City. 2. Non Safety Group 1: a. was an employee of the City on or before March 28, 2008; b. is at least 50 years of age; and c. has completed at least 20 years of continuous service with the City, or if hired prior to July 1, 2004 has completed at least 20 years of service with the City. 3. Non-Safety Groups 2-3: a. is at least 55 years of age; and b. has completed at least 10 years of continuous service with the City, or if hired prior to July 1, 2004 has completed at least 10 years of service with the City. 4. Group 4 if hired before March 28, 2008: a. is at least 55 years of age; and b. has completed at least 10 years of continuous service with the City, or if hired prior to July 1, 2004 has completed at least 10 years of service with the City. 21 5. Group 4 'rf hired on or after March 28, 2008: a. is at least 55 years of age; and b. has completed at least 20 years of continuous service with the City, or if hired prior to July 1, 2004 has completed at least 20 years of service with the City. C. The PARS supplemental benefit is not available to employees hired after December 31, 2011. Article 8. Personnel Rules All other employee rights, privileges, and benefits are included in the Personnel Rules of the City of Poway. 22 Salary Schedule for Classi�cations within the Management/Confidential Group Effective beginning the first payperiod that inciudes July 1,2013 1�an9e F►PProx.Mordhly cation Title Nurttbe� Ssla Ran Ste A S'�ep B C St D SteR E Ci Manager ; j 19,018 � 1 Exem ,4�Wif1 ssistant City Manager i 92.5 � 12,419-15,095; 71.6483 ; 75.2308 � 78.9922 j 82.9419 ; 87.0858 Director of Administrative Services 87.5 ; 10,315-12,538� 59.5084 ; 62.4838 � 65.6080 68.8885 , 72.3329 Director of Community Services ; 87.5 � 10,315-12,538; 59.5084 ' 62.4838 i 65.6080 � 68.8885 � 72.3329 Director of Development Services ' 88.5 ; 11,250-13,6731 64.9039 : 68.1491 ; 71.5566 75.1344 � 78.8816 Director of Public Works 88.5 11,250-13,673; 64.9039 ; 68.1491 ; 71.5566 75.1344 ; 78.8816 � Director of Safety Services ; 88.5 � 11,250-13,673; 64.9039 ; 68.1491 ; 71.5566 75.1344 ; 78.8816 2A A�WaI ssist. Director of Administrative Senrices' 82.5 ; 8,826-10,730; 50.9213 ':. 53.4673 � 56.1407 58.9477 ; 61.9029 City Clerk ' 78.5 � 7,797-9,4781 44.9820 � �47.2311 ; 49.5927 , 52.0723 1 54.6790 City Engineer 84.5 ; 9,270-11,269I 53.4813 � 56.1553 ; 58.9631 i 61.9112 65.0125 City Planner i 82.5 E 8,826-10,730� 50.9213 ; 53.4673 ; 56.1407 58.9477 61.9029 Community Services Manager 78.5 7,797-9,478 44.9820 ; 47.2311 ! 49.5927 52.0723 j 54.6790 Economic Development Manager i 78.5 ! 7,797-9,478I 44.9820 ' 47.2311 i 49.5927 52.0723 54.6790 Finance Manager 78.5 ' 7,797-9,478; 44.9820 � 47.2311 � 49.5927 52.0723 � 54.6790 Fire Division Chief(not at-will) ; 82.5 ' 8,826-10,730 50.9213 i 53.4673 ' 56.1407 58.9477 ' 61.9029 Human Resources Manager 78.5 � 7,797-9,478� 44.9820 ': 47.2311 ; 49.5927 52.0723 � 54.6790 Information Technology Manager 78.5 7,797-9,478 44.9820 ! 47.2311 ; 49.5927 52.0723 54.6790 Principat Civil Engineer � 84 ; 8,591 -10,442� 49.5608 � 52.0421 ; 54.6404 57.3717 60.2426 Public Works Operations Manager 1 78.5 ; 7,797-9,478i 44.9820 47.2311 ! 49.5927 52.0723 54.6790 Public Works Utilities Manager ; 78.5 7,797-9,478' 44.9820 � 47.2311 ; 49.5927 52.0723 i 54.6790 � ssociate Civil Engineer ' 71.5 � 6,449-7,839 37.2081 ; 39.0685 j 41.0219 43.0730 ! 45.2266 ssociate Planner 64 ! 5,243-6,373� 30.2457 � 31.7599 ; 33.3455 � 35.0122 � 36.7645 Information Technology Analyst 65 { 5,374-6,532i 31.0018 ; 32.5539 ; 34.1791 35.8875 ' 37.6836 Legislative Services Administrator � 75 ; 6,879-8,361 39.6848 ; 41.6716 { 43.7521 45.9391 � 48.2380 Management Malyst � 65 5,374-6,532; 31.0018 ' 32.5539 ; 34.1791 , 35.8875 , 37.6836 Network Administrator 69 5,931 -7,210; 34.2201 ; 35.9333 ' 37.7273 39.6131 ' 41.5956 Senior Accountant ' 68 5,787-7,034; 33.3855 ; 35.0569 ; 36.8071 ; 38.6469 ; 40.5811 Senior Civil Engineer 78.7 7,879-9,577; 45.4582 ; 47.7311 � 50.1177 ! 52.6236 ! 55.2547 Senior Code Compliance Officer ; 62 ': 4,990-6,065i 28.7883` 302296 ! 31.7387 ; 33.3251 34.9930 Senior Fire Safety Inspector 66 5,508-6,695; 31.7768 � 33.3677 ; 35.0336 ; 36.7847 ; 38.6257 Senior Management Analyst 9 5,931 -7,210'. 34.2201? 35.9333 ; 3- 7.7273? 39.6131 ! 41.5956 Senior Planner 70 6,080-7,390' 35.0756 ; 36.8316 � 38.6705 ; 40.6034 ' 42.6355 Special Projects Engineer � 69 5,931 -7,210; 34.2201 J 35.9333 37.7273 i 39.6131 ; 41.5956 Senior Recreation Supervisor 62 4,990-6,065; 28.7883 �30.2296 : 3 31 7 87 33.3251 j 34.9930 Senior Traffic Engineer �� 78.7 � 7,879-9,577� 45.4582 ;� 47.7311 50.1177 ; 52.6236 ; 55.2547 Utilities Administrator ` ' 75� 6,879-8,361; 39.6848 ;_v 41.6716 : 43.7521 � 45.9391 ' 48.2380 ater Treatmerrt Plant Supenrisor � 72 � 6,388-7,764: � 36.8513 : 38.6962 40.6282 ; 42.6590 ;w 44.7939 ater Utilities Distribution Su ervisor 72� �6,388-7,764� 36.8513 38.6962 : 40.6282 j 42.6590 � 44.7939 Exhibit A Effective beginning the first period that includes July 1,2013 Rart�e aPProx.Morrthly Class`�ication T�te Number Ran S�e A B G D Step E Group 3 Nan-'Exempt ccountant � 58.5 � 4,731 -5,751; 27.2918 28.6563 i 30.0892 31.5936 '• 33.1804 ssessment District Specialist 4 58 4,521 -5,495 26.0808 27.3865 � 28.7538 � 30.1909 31.7019 ssistant Engineer � 65 ; 5,374-6,532 31.0018 32.5539 � 34.1791 ; 35.8875 � 37.6836 ssistant Planner ; 61 i 4,868-5,918; 28.0861 . 29.4923 30.9646 32.5123 � 34.1395 Code Compliance Officer ! 58 � 4,521 -5,495, 26.0808 ; 27.3865 1 28.7538 30.1909 � 31.7019 Construction Maintenance Supervisor 62 ; 4,990-6,065� 28.7883 30.2296 j 31.7387 33.3251 � 34.9930 Customer Services Supervisor 56 ! 4,303-5,230 24.8241 26.0668 ; 27.3683 28.7361 ; 30.1743 Fire Safety Inspector � 60.5 5,083-6,1761 29.3230 30.7891 I 32.3286 33.9450 ; 35.6334 Fleet Maintenance Supervisor 64 5,243-6,373 30.2457 ; 31.7599 33.3455 � 35.0122 , 36.7645 Management Assistant 61 ; 4,868-5,918� 28.0861 29.4923 � 30.9646 32.5123 34.1395 Parks Maintenance Supervisor� ��4 5,243-6,373 30.2457 ; 31.7599 33.3455 � 35.0122 , 36.7645 Public Works Supervisor � 62 ; 4,990-6,065 28.7883 , 30.2296 � 31.7387 ' 33.3251 ; 34.9930 Recreation Supervisor ; 56 4,303-5,230 24.8241 ; 26.0668 27.3683 j 28.7361 ' 30.1743 Utility Systems Supervisor " 70 � 6,080-7,390 35.0756 36.8316 38.6705 40.6034 j 42.6355 astewater Utilities Supervisor j 64 i 5,243-6,373 30.2457 31.7599 33.3455 35.0122 j 36.7645 4 Ncn-F�oercEpt dministrative Assistant III j 45 3,279-3,986 18.9196 19.8666 � 20.8585 21.9011 ' 22.9973 Human Resources Assistant + 47 , 3,445-4,188, 19.8774 20.8724 21.9145 23.0098 ; 24.1615 Human Resources Technician I 53 , 3,996-4,857 23.0516 24.2056 , 25.4142 26.6843 � 28.0198 Human Resources Techniaan II 57 ! 4,410-5,361 25.4447 26.7185 28.0525 29.4545 ` 30.9287 Senior Administrative Assistant ; 49 ; 3,620-4,400 20.8837 � 21.9291 i 23.0240 24.1746 25.3846 Exhibit A Salary Schedule for Classifications within the Management/Confidential Group Effective beginning the frst payperiod that includes July 1,2014 Range Approx.Mar�thly Classificatian T�le l�urr�ber � Ran Ste A Ste B S C St$p D S E Ci Manager ! 19,398 � up 1 Eu A�-W�ll ssistant City Manager � 92.5 ' 12,667-15,397! 73.0813 � 76.7354 :: 80.5720 ! 84.6007 ; 88.8275 Director of Administrative Services 87.5 � 10,521 -12,788; 60.6986 � 63.7335 i 66.9202 � 70.2663 ; 73.7796 Director of Community Services 87.5 , 10,521 -12,7885 60.6986 � 63.7335 : 66.9202 I 70.2663 '� 73.7796 Director of Development Services 88.5 � 11,475-13,946; 66.2020 ; 69.5121 ' 72.9877 ; 76.6371 : 80.4592 Director of Public Works 88.5 1 11,475-13,9461 662020�69.5121 , 72.9877 ; 76.6371 : 80.4592 Director of Safety Services � 88.5 ; 11,475-13,946; 66.2020 ; 69.5121 rt 72.9877 i 76.6371 ; 80.4592 ro 2A Execrt A�Wr�I ssist. Director of Administrative Services 82.5 ' 9,003-10,944' 51.9397 54.5366 � 57.2635 i 60.1267 � 63.1410 City Clerk 78.5 ' 7,953-9,667� 45.8816 ' 48.1757 ` 50.5846 ! 53.1137 ; 55.7726 City Engineer 84.5 9,455-11,494! 54.5509 � 57.2784 ; 60.1424 ; 63.1494 i 66.3128 City Planner ( 82.5 9,003-10,944� 51.9397 � 54.5366 ; 57.2635 i 60.1267 ` 63.1410 Community Services Manager , 78.5 ' 7,953-9,667� 45.8816 48.1757 ; 50.5846 ; 53.1137 j 55.7726 Economic Development Manager 78.5 i 7,953-9,667; 45.8816 ; 48.1757 ! 50.5846 ; 53.1137 ; 55.7726 Finance Manager 78.5 7,953-9,6671 45.8816 : 48.1757 ' S0.5846 � 53.1137 '; 55.7726 Fire Division Chief(not at-will) � 82.5 I 9,003-10,944� 51.9397 = 54.5366 � 57.2635 ' 60.1267 I 63.1410 Human Resources Manager 78.5 7,953-9,667 45.8816 ' 48.1757 ' 50.5846 � 53.1137 i 55.7726 Information Technology Manager 78.5 7,953-9,6671 45.8816 ! 48.1757 50.5846 I 53.1137 55.7726 Principal Civil Engineer 84 i 8,763-10,651 50.5529 ; 53.0831 ' 55.7351 I 58.5200 i 61.4477 Public Works Operations Manager 78.5 7,953-9,667! 45.8816 ; 48.1757 ; 50.5846 ; 53.1137 ! 55.7726 Public Works Utilities Manager � 78.5 � 7,953-9,667; 45.8816 ; 48.1757 ; 50.5846 j 53.1137 ; 55.7726 2B E�t ssociate Civil Engineer � 71.5 j 6,578-7,996� 37.9523 ; 39.8499 � 41.8423 ` 43.9345 : 46.1311 ssociate Planner 64 � 5,348-6,500 30.8510 � 32.3951 ; 34.0136 ; 35.7131 � 37.4997 Information Technology Analyst 65 5,481 -6,662; 31.6223 ; 33.2050 � 34.8639 � 36.6059 ; 38.4372 Legislative Services Administrator ; 75 ; 7,016-8,529I 40.4791 � 42.5053 � 44.6288 ; 46.8586 � 49.2029 Management Analyst 65 5,481 -6,662; 31.6223 � 33.2050 ' 34.8639 � 36.6059 ; 38.4372 Network Administrator 69 6,050-7,354' 34.9051 ' 36.6522 ! 38.4832 ' 40.4060 42.4275 Senior Accountant j 68 5,903-7,175 34.0538 � 35.7582 j 37.5446 ' 39.4205 ; 41.3927 Senior Civil Engineer� ~� ; 78.7 j 8,037-9,769� 46.3674 � 48.6857 , 51.1201 ; 53.6761 ' �56.3598 Senior Code Compliance Officer ; 62 ; 5,090-6,187; 29.3644� 30.8341 32.3746 : 33.9922� 35.6928 Senior Fire Safety Inspector I 66 5,618-6,829: 32.4129 ; 34.0351 . 35.7355 ; 37.5210 _ 39.3981 Senior Management Analyst ` 69 ' 6,050-7,354; 34.9051 , 36.6522 , 38.4832 j 40.4060� _ 42.4275 Senior Planner ? 70 ' 6,201 -7,538; 35.7777 ± 37.5685 ; 39.4453 ; 41.4162 43.4882 Special Projects Engineer 69 6,050-7,354" 34.9051 ' 36.6522� 38.4832 ; 40.4060 42.4275 Senior Recreation Supervisor_ ; 62 5,090-6,18T, 29.3644 _ 30.8341 �__ 32.3746 ': 33.9922 35.6928 Senior Traffic Engineer 78.7 8,037-9,769� 46.3674 � 48.6857 51.1201 ; _ 53.6761 :__ 56.3598 Utilities Administrator 75 � 7,016-8,529i 40.4791 � 42.5053 ' 44.6288 � 46.8586 :_ 49.2029 ater Treatment Plant Supervisor ;` 72 ! 6,515-7,920f 37.5889 ; 39.4704 : 41.4422 43.5129 T 45.6898 ater Utilities Distribution Supervisor 72 � 6,515-7,920! 37.5889 ' 39.4704� 4 2441 2 43.5129 , 45.6898 Exhibit A Effective be inning the first pa pe�iod that includes Juty 1,2014 Range Approx Monthly Classification T�#e Nurr�ber Sa� A . S�e B S"�ep C Ste D Step E Group 3 Non-Exempt ccountant ' 58.5 4,825-5,866 27.8376 i 29.2294 ' 30.6910 i 322255 ; 33.8440 ssessment District Specialist � 58 i 4,611 -5,605 26.6027 27.9341 ' 29.3298 ' 30.7952 ' 32.3359 istant Engineer 65 5,481 -6,662 31.6223 , 33.2050 ; 34.8639 ; 36.6059 � 38.4372 ssistant Planner 61 i 4,966-6,036 28.6482 ; 30.0820 ; 31.5850 i 33.1631 � 34.8222 Code Compliance Officer i 58 ' 4,611 -5,605� 26.6027 � 27.9341 ; 29.3298 ! 30.7952 � 32.3359 Construction Mairrtenance Supervisor ' 62 � 5,090-6,187 29.3644 ; 30.8341 ; 32.3746 's, 33.9922 � 35.6928 Customer Services Supervisor 56 4,389-5,335 25.3209 ; 26.5881 ; 27.9165 � 29.3113 � 30.7778 Fire Safety Inspector ! 60.5 � 5,184-6,300' 29.9095 ( 31.4049 ; 32.9752 ' 34.6239 � 36.3461 Fleet Mairrtenance Supervisor 64 i 5,348-6,500 30.8510 j 32.3951 ' 34.0136 ; 35.7131 � 37.4997 Management Assistant � 61 � 4,966-6,036' 28.6482 � 30.0820 ; 31.5850 � 33.1631 � 34.8222 Parks Maintenance Supervisor ; 64 , 5,348-6,500� 30.8510 � 32.3951 i 34.0136 i 35.7131 ; 37.4997 Public Works Supervisor 62 1 5,090-6,187 29.3644 ; 30.8341 32.3746 j 33.9922 35.6928 Recreation Supervisor 56 4,389-5,335 25.3209 + 26.5881 ; 27.9165 � 29.3113 30.7778 Utility Systems Supervisor ; 70 � 6,201 -7,538 35.7777 ; 37.5685 : 39.4453 i 41.4162 � 43.4882 astewater Utilities Supervisor j 64 5,348-6,500 30.8510 ; 32.3951 i 34.0136 35.7131 ! 37.4997 Gro�p 4 Non-.Exerrfpt dministrative Assistant 111 � 45 � 3,345-4,066 19.2981 ; 20.2639 i 21.2764 i 22.3393 � 23.4571 Human Resources Assistant 47 ; 3,514-4,272 20.2751 . 21.2898 ; 22.3535 23.4702 24.6446 Human Resources Technician I 53 ; 4,076-4,954 23.5130 ' 24.6897 25.9232 27.2184 ; 28.5802 Human Resources Techniaan II 57 4,499-5,468 25.9539 : 27.2528 ; 28.6144 30.0441 i 31.5472 Senior Administrative Assistant j 49 3,692-4,488 21.3016 ; 22.3676 j 23.4851 , 24.6584 ; 25.8922 Exhibit A