HomeMy WebLinkAbout2011-030 SEIU MOU MEMORANDUM OF UNDERSTANDING
BETWEEN THE
LOCAL 620 SERVICE EMPLOYEES
INTERNATIONAL UNION
ATASCADERO CHAPTER
AND
CITY OF ATASCADERO
July 1 , 2011 thru June 30, 2013
SERI MOU 2011-2013 Page 1
ARTICLE I - GENERAL PROVISIONS
SECTION 1.1 PREAMBLE
This Memorandum of Understanding is made and entered into between the City of Atascadero,
hereinafter referred to as the "City" and the Local 620 Service Employees International Union
Atascadero Chapter,hereinafter referred to as the"Union"pursuant to California Government Code
Section 3500, et seq. and the City's Employer - Employee Relations Policy. The purpose of this
Memorandum of Understanding (MOU) is the establishment of wages, hours and other terms and
conditions of employment.
The City and Union agree that the provisions of this MOU shall be applied equally to all employees
covered herein without favor or discrimination because of race, creed, color, sex, age, national
origin,political or religious affiliations or association memberships. Whenever the masculine gender
is used in this MOU, it shall be understood to include the feminine gender.
SECTION 1.2 RECOGNITION
a. The City of Atascadero recognizes the Union as the recognized and exclusive representative for
the following classifications:
• Account Clerk I • Finance Technician Specialist
• Account Clerk II • GIS Analyst I • Senior Zookeeper
• Administrative Assistant • Inspector • System Administrator III
• Administrative Secretary • Maintenance Leadworker • Technical Trainer II
• Administrative Support • Maintenance Worker I • Technical Support
Assistant • Maintenance Worker II Specialist
• Assistant Planner • Office Assistant I • WWTP Operator I
• Associate Planner • Office Assistant II • WWTP Operator II
• Building Maintenance • Office Assistant III • WWTP Operator III
Specialist • Permit Coordinator • WWTP Operator in Training
• Building Inspector I . Planning Technician • Zoo Education Curator
• Building Inspector 11 • Public Works Technician • Zoo Facilities Maintenance
• Building Inspector III • Recreation Coordinator Technician
• Bldg Insp/Plans Examiner • Registered Veterinary • Zookeeper I
• Central Receptionist Technician • Zookeeper II
• Engineering Technician I • Senior Planner
• Engineering Technician II • Senior Technical Support
b. This recognition is exclusive of management employees,confidential employees and temporary
employees.
c. The City agrees to meet and confer and otherwise deal exclusively with the Union on all matters
relating to the scope of representation under the Meyers-Milias-Brown Act(Government Code
Section 3500, et seq.), and as provided under the City's Employer-Employee Relations Policy.
SEIU MOU 2011 -2013 Page 2
SECTION 1.3 SEVERANCE
a. If any provision of the Agreement should be found invalid, unconstitutional, unlawful, or
unenforceable by reason of any existing or subsequently enacted constitutional or legislative
provision shall be severed, and all other provisions of the Agreement shall remain in full force
and effect for the duration of the Agreement.
b. In the event that any provision of the MOU should be found invalid,unconstitutional,unlawful
or unenforceable, the City and the Union agree to meet and confer in a timely manner in an
attempt to negotiate a substitute provision. Such negotiations shall apply only to the severed
provision of the Agreement and shall not in any way modify or impact the remaining provisions
of the existing MOU.
SECTION 1.4 SOLE AGREEMENT
a. The City and the Union agree that to the extent that any provision addressing wages,hours, and
terms and conditions of employment negotiable under the Meyers-Milias-Brown Act found
outside this MOU and are in conflict thereof, this MOU shall prevail.
b. If,during the term of the MOU,the parties should mutually agree to modify, amend,or alter the
provisions of this MOU in any respect, any such change shall be effective only if and when
reduced to writing and executed by the authorized representatives of the City and the Union.
Any such changes validly made shall become part of this MOU and subject to its terms.
SECTION 1.5 FULL FORCE AND EFFECT
a. All wages, hours, and terms and conditions of employment that are negotiable subjects of
bargaining under the Meyers-Milias-Brown Act,including those set in this MOU,shall remain in
full force and effect during the term of this MOU unless changed by mutual agreement.
b. The City will abide by the Meyers-Milias-Brown Act where and when it applies to the Union.
SECTION 1.6 GENERAL PROVISIONS
The parties agree to meet and confer with respect to any subject or matter within the scope of
representation upon request. Provided, however, that any changes which fall within the scope of
representation shall be by mutual agreement.
Except as set forth in this Memorandum of Understanding, and unless the Union agrees to reopen
negotiations on a particular bargaining subject,the parties agree that there shall be no changes during
the life of this MOU in the wage rates,benefits,or other terms and conditions of employment subject
to the meet and confer process.
SEIU MOU 2011 -2013 Page 3
In the event any new practice, subject or matter arises during the term of this agreement which is
within the scope of representation and an action is proposed by the City,the Union shall be afforded
all possible advance notice and shall have the right to meet and confer upon request. In the case of
an emergency and, in the absence of an agreement on such a proposed action, the City reserves its
lawful management rights to take any action(s)deemed necessary and the Union reserves its rights to
take any lawful action deemed necessary.
SEIU MOU 2011 -2013 Page 4
ARTICLE II - RESPECTIVE RIGHTS
SECTION 2.1 UNION RIGHTS
The Union shall have the following rights and responsibilities:
a. Reasonable advance notice of any City ordinance,rule,resolution,or regulation directly relating
to matters within the scope of representation proposed to be adopted by the City Council.
b. Reasonable use of one bulletin board at each work site for employees covered by this MOU.
c. The right to payroll deductions made for payments or organization dues and for City approved
programs.
d. The use of City facilities for regular,normal and lawful Union activities,providing that approval
of the City Manager or his/her designee has been obtained.
e. Reasonable access to employee work locations for officers of the Union and their officially
designated representatives for the purpose of processing grievances or contacting members of the
organization concerning business within the scope of representation. Access shall be restricted
so as not to interfere with the normal operations of any department or with established safety or
security requirements.
f. The City will give reasonable notice to the Union if it intends to contract out the functions
currently performed by employees within the Unit. Upon request, the City will meet with the
Union to explain the reason for the decision to contract out and to solicit Union views on the
proposal. Nothing in this Section shall be construed to limit the rights of the City Council to
contract out work in its sole discretion.
g. Agency Shop/Fair Share.
The City shall notify the union when employees are newly assigned into the unit. The notice
shall include the employee's name,Department and division and the date of entry into the unit.
Employees transferred or hired into the unit subsequent to the effective date of an Agency
Shop/Fair Share approval shall have thirty days from the date of their entry into the unit to
comply with its terms.
Unless a unit employee has: a)voluntarily submitted to the City an effective dues deduction
request; b) individually made direct financial arrangements satisfactory to the Union as
evidenced by notice of the same from the Union to the City; or c) qualified for exemption
upon religious grounds as provided below,upon notice from the Union the City shall process
a mandatory agency fee payroll deduction in the appropriate amount and forward that amount
to the Union.
SEIU MOU 2011 -2013 Page 5
The amount of the fee to be charged shall be determined by the union subject to applicable
law; and shall therefore not exceed the normal periodic membership dues,initiation fees,and
general assessments applicable to union members.
As to "core" fee-payers, the agency fee charged shall not reflect expenditures which the
Courts have determined to be non-chargeable. The union shall comply with applicable law
regarding disclosure and allocation of its expenses and notice to employees of their right to
object and pay only the "core fee".
The Union shall make available an administrative appeals procedure to unit employees who
object to the calculation of the "core fee". Such procedure shall provide for an impartial
decision by a representative of the State Mediation & Conciliation Service (SMCS). Such
appeals may be consolidated and shall be heard not less often than once per year. A copy of
such procedure shall be made available upon request by the Union to unit employees.
The City shall promptly remit to the Union all monies deducted under this Article,
accompanied by a list of employees for whom such deductions have been made. The City
shall make every reasonable effort to distribute to each new employee in the unit a letter,
supplied by the union, which describes the agency fee obligation.
Any of the above-described payment obligations shall be processed by the City in the usual
and customary manner and time frames utilized for dues deductions.
Employees on an unpaid leave of absence or temporarily assigned out of the unit for an entire
pay period or more shall have agency shop fees suspended. Fee deductions shall have the
same priority as dues deductions in the current hierarch for partially compensated pay
periods.
Religious Exemption from Agency Fee Obligations
a) Any employee who is a member of a religious body whose traditional tenets or teachings
include objections to joining or financially supporting employee organizations shall not
be required to meet the above agency fee obligations, but shall pay be means of
mandatory payroll deduction an amount equal to the agency fee to a non-religious,non-
labor charitable organization exempt from taxation under Section 501 (c) (3) of the
Internal Revenue Code,as designated by the employee from a list provided by the Union
showing authorized deduction agencies as agreed upon between the City and the Union.
b) To qualify for the religious exemption the employee must provide to the Union, with a
copy to the City, a written statement of objection, along with verifiable evidence of
membership in a religious body as described above. The Union will implement the
change in status within thirty days or alternatively,notify the employee and the City that
the requested exemption is not valid.
SEIU MOU 2011 -2013 Page 6
SECTION 2.2 CITY RIGHTS
a. The authority of the City includes, but is not limited to the exclusive right to determine
the standards of service; determine the procedures and standards of selection for
employment and promotion; direct its employees; take disciplinary action for "just
cause", relieve its employees from duty because of lack of work or for other legitimate
reason; maintain the efficiency of governmental operations; determine the methods,
staffing and personnel by which governmental operations are to be conducted;determine
the content of job classifications; take all necessary actions to carry out its mission in
emergencies; exercise complete control and discretion over its organizations and the
technology of performing its work;provided,however,that the exercise and retention of
such rights does not preclude employees or their representatives from consulting or
raising grievances over the consequences or impact that decisions on these matters may
have on wage, hours and other terms of employment.
SECTION 2.3 PEACEFUL PERFORMANCE
a. The parties to this MOU recognize and acknowledge that the services performed by the
City employees covered by this Agreement are essential to the public health, safety and
general welfare of the residents of the City of Atascadero. Union agrees that under no
circumstances will the Union recommend, encourage, cause or promote its members to
initiate,participate in,nor will any member of the bargaining unit take part in,any strike,
sit-down, stay-in, sick-out, slow-down,or picketing(hereinafter collectively referred to
as "work-stoppage) in any office or department of the City, nor to curtail any work or
restrict any production, or interfere with any operation of the City. In the event of any
such work stoppage by any member of the bargaining unit,the City shall not be required
to negotiate on the merits of any dispute which may have risen to such work stoppage
until said work stoppage has ceased.
b. In the event of any work stoppage,during the term of this MOU,whether by the Union or
by any member of the bargaining unit, the Union by its officers, shall immediately
declare in writing and publicize that such work stoppage is illegal and unauthorized,and
further direct its members in writing to cease the said conduct and resume work. Copies
of such written notices shall be served upon the City. If in the event of any work
stoppage the Union promptly and in good faith performs the obligations of this
paragraph, and providing the Union has not otherwise authorized, permitted or
encouraged such work stoppage,the Union shall not be liable for any damages caused by
the violation of this provision. However,the City shall have the right to discipline,up to
and including discharge,any employee who instigates,participates in,or gives leadership
to, any work stoppage activity herein prohibited, and the City shall also have the right to
seek full legal redress, including damages, against any such employees.
SEIU MOU 2011 -2013 Page 7
SECTION 2.4 RESPECTIVE RIGHTS
The parties agree that during the term of this agreement,upon a request by either party,they
shall reopen negotiations on changes to the Personnel Rules and Regulations. Provided,
however,that the City shall not modify the Personnel Rules and Regulations subject to meet
and confer without mutual agreement.
SEIU MOU 2011 -2013 Page 8
ARTICLE III - - HOURS OF WORK AND OVERTIME
SECTION 3.1 HOURS OF WORK
a. Work Period
The normal work period shall be seven(7)days with a maximum non-overtime of forty(40)
hours.
b. Shift Change Notification
The City shall give employees reasonable,but at a minimum, a 72-hour notice of routine
shift changes. Emergency shift changes shall be made on an as needed basis.
c. Rest Periods
Rest periods will normally be provided to employees at the rate of fifteen (15) minutes for
each four (4) hours worked. Insofar as practical rest period shall be in the middle of each
work period. Rest periods cannot be used in conjunction with meal periods, nor may rest
periods be taken during the employee's first or last hour of work.
Any employee required to work more than sixteen (16) hours within a twenty-four hour
period shall be entitled to an eight hour rest period prior to returning to work. If any portion
of the eight-hour rest period occurs during the employees' regularly scheduled work hours,
the employee shall receive normal compensation for that time.This section shall not apply in
the case of emergencies.
d. Missed Rest Periods and Mealtime
Regular fifteen-minute rest periods are paid time, therefore nothing in this section provides
for or implies any additional compensation or benefits if a rest period is not taken.
SECTION 3.2 OVERTIME
a. Rate
Overtime, shall be compensated at the rate of time and one-half the regular rate of pay. All
overtime shall be recorded and paid in the following manner:
1 to 15 minutes, overtime compensation— '/a hour
16 to 30 minutes, overtime compensation—1/2 hour
31 to 45 minutes, overtime compensation—3/a hour
46 to 60 minutes, overtime compensation— 1 hour
SEIU MOU 2011 -2013 Page 9
b. Hours Paid
Overtime shall be paid after forty(40)hours worked in a work period. Paid time off shall be
considered time worked for overtime purposes.
c. Compensatory Time (CT)
Notwithstanding the provisions of this section, employees may be granted CT for overtime
credit computed at time and one-half at the mutual convenience of the City and the
employee.Employees may accumulate a maximum of eighty(80)hours in their CT account.
d. Scheduling Compensatory Time
Requests to use CT shall be granted with due regard for operational necessity such as staffing
levels.
SECTION 3.3 CALLBACK PAY
Employees who are called to duty at a time they are not working, and not on standby duty, shall be
compensated a minimum compensation of two (2) hours at time and one-half rate of pay.
SECTION 3.4 STANDBY TIME
a. Employees assigned standby duty shall receive thirty-five dollars($35.00)for each day of
standby duty.
b. Call-out While on Stand-by
Employees who are called to duty at a time they are not working shall be compensated a
minimum of two (2) hours at straight time. Employees working in excess of one hour
and twenty minutes once called back shall receive time and one-half pay for hours
worked in excess of one hour and twenty minutes, or two hours straight time whichever
is greater.
SECTION 3.5 PATCHING/PAVING WORK
The City shall make a reasonable attempt to schedule patching work during days/times when
temperatures are not expected to exceed 100 degrees. It is mutually understood that employees
working with paving contractors must adhere to the contractors' work schedules.
SEIU MOU 2011 -2013 Page 10
ARTICLE IV -PAY PROVISIONS
SECTION 4.1 SALARY
This two (2) year agreement shall provide for no salary increases in this period.
The following monthly salaries shall remain in effect:
CLASS�' CTIOII.` .. STS STEP C', STEP STEP'E
Account Clerk I 2,679.99 2,812.94 2,953.57 3,101.27 3,256.31
Account Clerk II 2,953.58 3,101:28 3,256.31 3,419.13 3,590.10
Administrative Assistant 3,679.87 3,863.85 4,057.04 4,259.85 4,472.87
Administrative Secretary 3,101.28 3,256.32 3,419.13 3,590.10 3,769.58
Administrative Support Assistant 3,101.28 3,256.32 3,419.13 3,590.10 3,769.58
Assistant Planner 3,863.85 4,057.06 41259.87 4,472.87 4,696.50
Associate Planner 4,4 .90 4,696.54 4,931.35 5,177.90 5,436..78
Buildin Ins ector I 3,863.85 4,057.06 4,259.87 4,472.87 4,696.50
BtIl 4472.90 4,696.51 4,931.34 5,17790
uildin Insecor 4,259.9 ,
Building Inspector/Plans Examiner 4,363.78 4,581.97 4,811.07 5,051.61 5,304.19
Building Maintenance S ecialist 3,101.28 3,256.32 3,419.13 3,590.10 3,769.58
Central Receptionist 21953.58 3,101.28 3,256.31 3,419.13 3,590.10
Engineering Technician 3,101.28 3,256.32 3,419.13 3,590.10 3,769.58
Engineering Technician 11 3,504.63 3,679.87 3,863.83 4,057.03 4,259.85
Finance Technician 3,679.87 3,863.85 4,057.04 4,259.85 4,472.87
GIS Analyst I 4,155.98 4,363.79 4,581.96 4,811.07 5,051.61
Inspector 3,863.85 4,057.06 4,259.87 4,472.87 4,696.50
Maintenance Leadworker 4,057.06 4,259.92 4,472.88 4,696.50 4,931.34
Mra,n
itance Worker 1 2,745.96 2,883.26 3,027.41 3,178.77 3,337.72
Worker II 3,101.28 3,256.32 3,419.13 3,590.10 3,769.58
tant I 2,551.40 2,678.99 2,812.93 2,953.57 3,101.27
tant 11 2,812.94 2,953.58 3,101.27 3,256.31 3,419.13tant III 2,953.58 3,101.28 3,256.31 3,419.13 3,590.10dinator 3;027.44 3,178.81 3,337.73 3,504.60 3,679.83Recreatonoordinator 3,504.63 3,679.87 3,863.83 4,057.03 4,259.85
Registered Veterinary Technician 3,027.44 3,178.81 3,337.73 3;504.60 3,679.83
5,177.94 5,436.85 5708.63 5,994.08 6,293.78
Senior Planner 4;057.06 259.87 4,472.87 4,696.50
Senior Technical Su rt Specialist 3,8
SEIU MOU 2011 -2013 Page 11
Senior Zookee er 3,590.11 3,769.59 3,958.06 4,155.97 1 4,363.77
Systems Administrator III 5,177.94 5,436.85 5,708.63 5,994.08 6,293.78
Technical Support Specialist 3,178.81 3,337.75 3;504.61 3,679.83 3,863.82
Technical Trainer lI 3,679.87 3,863.85 4,057.04 4,259.85 4,472.87
WWTP Operator I 3,337.75 3,504.63 3,679.86 3,863.82 4,057.03
WWTP Operator II 3,679.87 3,863.85 4,057.04 4,259.85 4,472.87
WWTP Operator 1I1 4,057.06 4,259.92 4,472.88 4,696.50 4,931.34
WWTP Operator in Training 2,953.58 3,101.28 3,256.31 3,4,19.13 3,590.10
Zoo Education Curator 2,812.94 2,953.58 3,101.27 3,256.31 3,419.13
Zoo Facilities Maintenance Tech. 2,745.96 2,883.26 3,027.41 3,178.77 3,337.72
Zookee er 1 2,745.96 2,883.26 3,027.41 3,178.77 3,337.72
Zookee er11 3,101.28 3,256.32 3,419.13 3,590.10 3,769.58
SEIU MOU 2011 -2013 Page 12
a. Movement between steps shall be at twelve-month intervals and subject to satisfactory
performance. The initial step movement after hiring,however, shall be after twelve months or
after completion of probation,whichever occurs later. Employees may receive step increases at a
period of less than twelve (12) months upon recommendation of the department head and
approval of the City Manager.
b. An employee who is promoted shall receive a salary increase of at least one step (5%).
Therefore, the employee shall be placed on step"A", or that step which produces at least a one
step salary increase.
c. The parties agree that the salary survey jurisdictions for unit classifications under this M.O.U.
shall be the cities of Arroyo Grande,Atascadero,Grover Beach,Morro Bay,Paso Robles,Pismo
Beach,and San Luis Obispo. An updated salary survey will be provided to SEIU in April,2011.
SECTION 4.2 EDUCATION INCENTIVE PAY
a. Employees shall be reimbursed up to $400.00 per fiscal year for books, tuition and related
educational expenses for attending college or other professional training, providing the
coursework is job-related, and the employee received a passing grade.
SECTION 4.3 RETIREMENT
a. Effective November 2003, the City began paying and reporting the value of Employer Paid
Member Contributions (EPMC) as described in Resolution No. 2003-058.
b. Effective July 1, 2007, employees are provided retirement benefits through the California
Public Employees Retirement System (Ca1PERS) pursuant to the 2.5% @ 55 formula,
including the One Year Final Compensation (Section 20042) and Credit for Unused Sick
Leave (Section 20965) benefits. The City will pay 5.85% of the employee contribution of
eight percent(8%). Employees will pay the remaining 2.15%of the employee contribution.
c. Effective July 2, 2011 the City will pay 3.3% (three point three percent) of the employee
contribution of eight percent (8%). Employees will pay the remaining 4.7% (four point
seven percent) of the employee contribution.
d. A two-tiered retirement system will be implemented in July of 2012. Employees hired as
SEN employees after the implementation date in 2012 shall be provided benefits pursuant to
the 2% @ 55 formula, based on three (3) year average compensation, and will include the
Credit for Unused Sick Leave (Section 20965) benefits.
e. Active employees covered under this Agreement as of the two-tiered implementation date
will continue to be provided retirement benefits through the California Public Employees
Retirement System(Ca1PERS)pursuant to the 2.5% @ 55 formula including the One Year
SEIU MOU 2011 -2013 Page 13
Final Compensation (Section 20042) and Credit for Unused Sick Leave (Section 20965)
benefits.
f. City will work with PERS to ensure that employee contributions are contributed Pre-Tax.
SECTION 4.4 SICK LEAVE/STAY WELL PLAN
a. Sick leave accumulates at a rate of eight (8) hours per month. There is no limit to the
accumulation.
b. Employees with 384 or more hours of accumulated sick leave shall be eligible for the Stay Well
Bonus. The Stay Well Bonus will be implemented as follows:
1. The sick leave pay-off will occur during the 52-week period beginning the first day after the
second pay period in October and ending on the last day of the second pay period in October
of the following year after an employee has accumulated and maintained 384 hours sick
leave.
2. Once the eligibility requirements have been met, an employee may opt to receive a pay-off
equal to one-third(1/3)of the unused annual allotment of sick leave. (The annual allotment
is 95.94 hours). Checks will be prepared by December 15 of each year.
3. In the event an employee covered by this agreement donates up to 12 days of sick leave in
any one year, to the Employee Sick Leave Bank, it shall not count against the 48 days
accumulation for eligibility to receive the incentive payoff for that year
c. In any calendar year, an employee may use accrued sick leave, up to the amount earned during
six months of employment,to attend to the illness of a child,parent, or spouse of the employee.
In extenuating circumstances, sick leave to be used for dependent care may be requested by the
employee to their Department Head,who shall make a recommendation to the City Manager for
final approval.
d. In any calendar year, up to two days (16 hours) of sick leave may be used for personal reasons
without explanation. These days are not intended as vacation days and may not be used to
extend vacations.
SECTION 4.5 VACATION LEAVE
a. Paid vacation leave accrues from the date of hire on a bi-weekly basis and increases after
completion of the required years of service as follows:
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Years of Service Accrual Rate
Less than 3 years 10 days/yr or 3.08 hrs/pp
3 years completed 12 days/yr or 3.69 hrs/pp
5 years completed 14 days/yr or 4.31 hrs/pp
7 years completed 16 days/yr or 4.92 hrs/pp
9 years completed 18 days/yr or 5.54 hrs/pp
11 years completed 20 days/yr or 6.15 hrs.pp
The above schedule is based on full-time employment. Regular part-time employees shall receive
vacation accrual on a pro-rated basis.
b. Employees shall be entitled to vacation leave consistent with the City Personnel Rules and
Regulations.
c. It is agreed and understood that the taking of vacation shall be as scheduled by the Department Head
subject to the needs of the City.
SECTION 4.6 HOLIDAYS
(a) The City shall recognize the following days as official City holidays.
Holiday Day Observed
New Year's Day January 1
Martin Luther King, Jr. Birthday 3rd Monday in January
Lincoln's Birthday 2nd Monday in February
Washington's Birthday 3rd Monday in February
Memorial Day Last Monday in May
Independence Day July 4th
Labor Day 1st Monday in September
Veteran's Day November 11
Thanksgiving Day 4th Thursday in November
Day After Thanksgiving Friday after Thanksgiving
Christmas Day December 25
"Floating" Holiday Off As Scheduled; Accrues January 1
a. Each unit member employed by the City as of January 1st of each year shall be eligible for one
floating holiday (8 hours). Accrual shall be pro-rated for employees in permanent part-time
positions. Floating holidays must have prior department approval and shall be consistent with
the efficient operation of the department. The floating holiday may be used between January 1
and December 31 of each year.
b. All employees who are covered under this contract and are required by their supervisor to work on
a City holiday shall be paid time and one-half 11/2 their base hourly rate for the hours worked on the
holiday, plus compensation for the holiday.
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SECTION 4.7 BEREAVEMENT LEAVE
Employees shall be granted bereavement leave pursuant to the City Personnel Rules and Regulations
in the event of death of his/her spouse,child,step-child,parent,grandparent,grandchild,son-in-law,
daughter-in-law, mother-in-law, father-in-law, brother, sister, brother-in-law, sister-in-law or
significant other.
SECTION 4.8 MILITARY LEAVE
Military leave shall be granted in accordance with the provisions of State and Federal law. All
employees entitled to military leave shall give the appointing power an opportunity within the limits
of military regulations to determine when such leave shall be taken.
SECTION 4.9 WORK GLOVES
The City shall continue to provide employees with leather palmed work gloves. The City shall issue
regulations establishing reasonable standards for provision of the gloves,replacement of gloves,and
the maximum number of gloves made available during any fiscal year.
SECTION 4.10 WORK SHOES
The City shall contribute One-Hundred and Forty-five($145.00)Dollars per fiscal year for the purchase
of appropriate footwear to employees in the following positions:
• Building Maintenance Specialist
• Building Inspector I, I1, III
• Building Inspector/Plans Examiner
• Inspector
• Maintenance Leadworker
• Maintenance Worker I&IIRegistered Veterinary Technician
• Senior Zookeeper
• WWTP Operator 1, 11, III
• WWTP Operator-in-Training
• Zoo Facilities Maintenance Technician
• Zookeeper I& II
Proof of purchase is required. Once purchased, such appropriate footwear must be worn while
working.
SECTION 4.11 SAFETY GLASSES
The City shall provide safety glasses and safety prescription glasses, in compliance with OSHA
standards,for those employees required to wear them. Maximum reimbursement shall be$250.00. As
approved by the Department Head, the City shall replace prescription glasses as needed due to
SEIU MOU 2011 -2013 Page 16
prescription changes or if the glasses are damaged while being used in the course of duties. If the
glasses are damaged due to the negligence of the employee, he/she shall be required to pay the
replacement cost. The employee is responsible for obtaining necessary prescriptions.
SECTION 4.12 COMPUTER PURCHASE
The City agrees to develop an Employee Computer Purchase Program. The City agrees to allow
employees to purchase hardware and work-compatible software using the City's government discount.
All costs shall be the responsibility of the employee.
SECTION 4.13 CERTIFICATION
The City shall continue its practice of providing reasonable work time and payment for
obtaining/maintaining job-related certifications. Travel expenses will be paid pursuant to Section
VII of the City's Purchasing Policy. Prior Department Head approval is required.
SEIU MOU 2011 -2013 Page 17
ARTICLE V - HEALTH AND WELFARE
SECTION 5.1 HEALTH INSURANCE COVERAGE
a. For unit members who elect to have"Family"coverage, the City shall pay a total of$1,152.40
per month toward the cost of all medical,dental,vision and life insurance benefit premiums for
the unit member employee and dependents for the term of this agreement. City shall pay for
increased costs to medical,dental,vision and life insurance premiums for the employee and fifty
percent (50%) of increased costs for dependents based upon HMO plan costs.
b. For unit members who elect to have `Employee +1" coverage, the City shall pay a total of
$1,040.10 per month toward the cost of all medical, dental, vision and life insurance benefit
premiums for the unit member employee and dependent for the term of this agreement.City shall
pay for increased costs to medical, dental, vision and life insurance premiums for the employee
and fifty percent (50%) of increased costs for the dependent based upon HMO plan costs.
c. For unit members who elect to have"Employee Only" coverage, the City shall pay an amount
not to exceed$836.79 per month toward the cost of all medical,dental,vision and life insurance
benefit premiums for the unit member employee for the term of this agreement.City shall pay for
increased costs to medical, dental, vision and life insurance premiums for the employee based
upon HMO plan costs.
Available funds remaining from the City's contribution toward insurance coverage shall be paid
to an employee hired on or before September 1,2000 as additional compensation. This amount
shall not exceed $240.56 per month.
d. The City shall provide term life insurance coverage for each employee in a total amount of thirty
thousand ($30,000) during the term of this agreement.
e. The City shall provide a term life insurance policy for each eligible dependent enrolled in health
coverage in a total amount of one thousand($1,000)dollars per dependent during the term of this
agreement.
f. The Medical Insurance Committee shall be comprised of one representative from each of the
bargaining units (as designated by the bargaining unit) and one from the City. The Committee
shall regularly review the health plan and study health insurance issues including,but not limited
to, Health Maintenance Organizations (HMO's), cost containment, etc., and make
recommendations to the City Manager.
g. Flexible Benefits Plan. The City shall make available to employees covered by this MOU a
Flexible Benefit Plan, in compliance with applicable Internal Revenue Code provisions. The
plan will enable an employee to on a voluntary basis, cover additional out of pocket premium
expenses for insurance through pretax payroll dollars.
h. State Disability Insurance — The City shall provide State Disability Insurance as a payroll
deduction of each employee. State Disability Insurance shall be integrated with sick leave with
the objective of providing full compensation.
SEIU MOU 2011 -2013 Page 18
SECTION 5.2 UNIFORMS
The City shall provide uniforms to Unit employees and replace them on an as needed basis,for those
employees required to wear uniforms. Jackets will be included as part of the uniform provided.
SECTION 5.3 PROBATION
The probationary period for newly hired employees shall be twelve months. The probationary period
for employees promoted to a higher classification shall be six months in the new classification. The
City shall have the option of granting a newly hired employee regular status at any time after nine(9)
months of service.
SEIU MOU 2011 -2013 Page 19
ARTICLE VI - CLOSING PROVISIONS
SECTION 6.1 TERM
The term of this MOU shall commence on July 1, 2011 and expires June 30, 2013
SECTION 6.2 REOPENER PROVISIONS
a. This agreement shall be reopened should an agreement be reached with other employee
groups that results in a lesser additional contribution to retirement (2.55%) than the SEIU
contribution described herein, or results in SEIU members contributing towards the
retirement of others, (less than 4.7%total concession from other groups).
b. The parties agree to meet and confer on impacts of the loss of Redevelopment Agency funds
during the term of the MOU.
SECTION 6.2 SIGNATURES
This MOU has been ratified and adopted pursuant to the recommendation of the following
representatives:
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EIU Date SEIU Date
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Date SEWDate
ce S09 Date SEIU Date
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O' a Z9
Kinney Date
Mayor City Manager
APPROVED TO FORM
Brian Pierik Date
City Attorney
SEIU MOU 2011 -2013 Page 20