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CITY OF ATASCADERO
CITY COUNCIL
AGENDA
Tuesday, October 23, 2018
City Hall Council Chambers, 4th floor
6500 Palma Avenue, Atascadero, California
(Entrance on Lewis Ave.)
REGULAR SESSION – CALL TO ORDER: 6:00 P.M.
PLEDGE OF ALLEGIANCE: Mayor Pro Tem Fonzi
ROLL CALL: Mayor O’Malley
Mayor Pro Tem Fonzi
Council Member Bourbeau
Council Member Moreno
Council Member Sturtevant
APPROVAL OF AGENDA: Roll Call
Recommendation: Council:
1. Approve this agenda; and
2. Waive the reading in full of all ordinances appearing on this agenda, and the titles
of the ordinances will be read aloud by the City Clerk at the first reading, after
the motion and before the City Council votes.
PRESENTATIONS:
1. Employee Recognition
City Council Regular Session: 6:00 P.M.
Page 1 of 96
A. CONSENT CALENDAR: (All items on the consent calendar are considered to be
routine and non-controversial by City staff and will be approved by one motion if no
member of the Council or public wishes to comment or ask questions. If comment or
discussion is desired by anyone, the item will be removed from the consent calendar
and will be considered in the listed sequence with an opportunity for any member of
the public to address the Council concerning the item before action is taken.)
1. City Council Draft Action Minutes – October 9, 2018
Recommendation: Council approve the City Council Draft Action Minutes of
the October 9, 2018, City Council meeting. [City Clerk]
2. 2018-2019 Citywide Salary Schedule and Memorandums of Understanding
for Service Employees International Union Local 620, Atascadero
Professional Firefighters Local 3600, Mid-Management/Professional
Employees Association, and Resolution for Non-Represented Professional
and Management Workers and Confidential Employees
Fiscal Impact: Changes to the MOUs and Resolution will result in an
estimated $286,000 cost increase for 2018-2019 and an estimated
$505,000 - $540,000 annually for future years.
Recommendation: Council:
1. Approve the Memorandum of Understanding for Service Employees
International Union Local 620.
2. Approve the Memorandum of Understanding for Atascadero
Professional Firefighters Local 3600.
3. Approve the Memorandum of Understanding for, Mid -Management/
Professional Employees Association.
4. Adopt Draft Resolution for Non-Represented Professional and
Management Workers and Confidential Employees.
5. Approve the Salary Schedule for Fiscal Year 2018-2019.
[City Manager]
UPDATES FROM THE CITY MANAGER: (The City Manager will give an oral report on
any current issues of concern to the City Council.)
COMMUNITY FORUM: (This portion of the meeting is reserved for persons wanting to
address the Council on any matter not on this agenda and over which the Council has
jurisdiction. Speakers are limited to three minutes. Please state your name for the record
before making your presentation. Comments made during Community Forum will not be a
subject of discussion. A maximum of 30 minutes will be allowed for Community Forum,
unless changed by the Council. Any members of the public who have questions or need
information may contact the City Clerk’s Office, between the hours of 8:30 a.m. and 5:00 p.m.
at 470-3400, or cityclerk@atascadero.org.)
B. PUBLIC HEARINGS: None.
Page 2 of 96
C. MANAGEMENT REPORTS:
1. Procurement for Joy Playground Equipment at Colony Park
Fiscal Impact: $536,709.54
Recommendation: Council:
1. Award a contract for $536,709.54 to PlayCore Wisconsin, Inc. (dba
GameTime) to furnish and install playground equipment and rubberized
surfacing for the Joy Playground project at Colony Park (City Project No.
C2016P01).
2. Authorize the City Manager to execute a contract for $565,061 with
PlayCore Wisconsin, Inc. (dba GameTime) to furnish and install
playground equipment and rubberized surfacing for the Joy Playground
project at Colony Park.
3. Authorize the Director of Public Works to file a Notice of Completion with
the County Recorder upon satisfactory completion of the project. [Public
Works]
2. Del Rio Road Commercial Area Specific Plan – Potential Land Uses
Fiscal Impact: None.
Recommendation: Council receive informational report on land use trends
and potential land uses for the Del Rio Specific Plan Area and provide input
on potential additional scenarios to be analyzed. [Community Development]
COUNCIL ANNOUNCEMENTS AND REPORTS: (On their own initiative, Council
Members may make a brief announcement or a brief report on their own activities.
Council Members may ask a question for clarification, make a referral to staff or take
action to have staff place a matter of business on a future agenda. The Council may take
action on items listed on the Agenda.)
D. COMMITTEE REPORTS: (The following represent standing committees.
Informative status reports will be given, as felt necessary):
Mayor O’Malley
1. City / Schools Committee
2. County Mayors Round Table
3. SLO Council of Governments (SLOCOG)
4. SLO Regional Transit Authority (RTA)
Mayor Pro Tem Fonzi
1. Air Pollution Control District
2. SLO Local Agency Formation Commission (LAFCo)
3. City of Atascadero Design Review Committee
4. Atascadero Basin Ground Water Sustainability Agency (GSA )
Council Member Bourbeau
1. City of Atascadero Design Review Committee
2. Homeless Services Oversight Council
3. City of Atascadero Finance Committee
4. SLO County Water Resources Advisory Committee (WRAC)
5. Integrated Waste Management Authority (IWMA)
Page 3 of 96
Council Member Moreno
1. California Joint Powers Insurance Authority (CJPIA) Board
2. City of Atascadero Finance Committee (Chair)
3. Economic Vitality Corporation, Board of Directors (EVC)
Council Member Sturtevant
1. City / Schools Committee
2. League of California Cities – Council Liaison
E. INDIVIDUAL DETERMINATION AND / OR ACTION:
1. City Council
2. City Clerk
3. City Treasurer
4. City Attorney
5. City Manager
F. ADJOURN
Please note: Should anyone challenge any proposed development entitlement listed on this Agenda in court, that
person may be limited to raising those issues addressed at the public hearing described in this notice, or in written
correspondence delivered to the City Council at or prior to this public hearing. Correspondence submitted at this public
hearing will be distributed to the Council and available for review in the City Clerk's office.
I, Amanda Muther, Deputy City Clerk of the City of Atascadero, declare under penalty of perjury that the foregoing agenda for the
October 23, 2018 Regular Session of the Atascadero City Council was posted on October 17, 2018, at the Atascadero City Hall, 6500 Palma Avenue,
Atascadero, CA 93422 and was available for public review at that location.
Signed this 17th day of October 2018, at Atascadero, California.
Amanda Muther, Deputy City Clerk
City of Atascadero
Page 4 of 96
City of Atascadero
WELCOME TO THE ATASCADERO CITY COUNCIL MEETING
The City Council meets in regular session on the second and fourth Tuesday of each month at 6:00 p.m.
Council meetings will be held at the City Hall Council Chambers, 6500 Palma Avenue, Atascadero. Matters
are considered by the Council in the order of the printed Agenda. Regular Council meetings are televised
live, audio recorded and videotaped for future playback. Charter Communication customers may view the
meetings on Charter Cable Channel 20 or via the City’s website at www.atascadero.org. Meetings are also
broadcast on radio station KPRL AM 1230. Contact the City Clerk for more information (470-3400).
Copies of the staff reports or other documentation relating to each item of business referred to on the
Agenda are on file in the office of the City Clerk and are available for public inspection during City Hall
business hours at the Front Counter of City Hall, 6500 Palma Avenue, Atascadero, and on our website,
www.atascadero.org. Contracts, Resolutions and Ordinances will be allocated a number once they are
approved by the City Council. The minutes of this meeting will reflect these numbers. All documents
submitted by the public during Council meetings that are either read into the record or referred to in their
statement will be noted in the minutes and available for review in the City Clerk's office .
In compliance with the Americans with Disabilities Act, if you need special assistance to participate in
a City meeting or other services offered by this City, please contact the City Manager’s Office or the
City Clerk’s Office, both at (805) 470-3400. Notification at least 48 hours prior to the meeting or time when
services are needed will assist the City staff in assuring that reasonable arrangements can be made to
provide accessibility to the meeting or service.
TO SPEAK ON SUBJECTS NOT LISTED ON THE AGENDA
Under Agenda item, “COMMUNITY FORUM”, the Mayor will call for anyone from the audience having
business with the Council to approach the lectern and be recognized.
1. Give your name for the record (not required)
2. State the nature of your business.
3. All comments are limited to 3 minutes.
4. All comments should be made to the Mayor and Council.
5. No person shall be permitted to make slanderous, profane or negative personal remarks
concerning any other individual, absent or present
This is the time items not on the Agenda may be brought to the Council’s attention. A maximum of 30
minutes will be allowed for Community Forum (unless changed by the Council). If you wish to use a
computer presentation to support your comments, you must notify the City Clerk's office at least 24 hours
prior to the meeting. Digital presentations must be brought to the meeting on a USB drive or CD. You are
required to submit to the City Clerk a printed copy of your presentation for the record. Please check in with
the City Clerk before the meeting begins to announce your presence and turn in the printed copy.
TO SPEAK ON AGENDA ITEMS (from Title 2, Chapter 1 of the Atascadero Municipal Code)
Members of the audience may speak on any item on the agenda. The Mayor will identify the subject, staff
will give their report, and the Council will ask questions of staff. The Mayor will announce when the public
comment period is open and will request anyone interested to address the Council regarding the matter
being considered to step up to the lectern. If you wish to speak for, against or comment in any way:
1. You must approach the lectern and be recognized by the Mayor
2. Give your name (not required)
3. Make your statement
4. All comments should be made to the Mayor and Council
5. No person shall be permitted to make slanderous, profane or negative personal remarks
concerning any other individual, absent or present
6. All comments limited to 3 minutes
The Mayor will announce when the public comment period is closed, and thereafter, no further public
comments will be heard by the Council.
Page 5 of 96
ITEM NUMBER: A-1
DATE: 10/23/18
Atascadero City Council
October 9, 2018
Page 1 of 5
CITY OF ATASCADERO
CITY COUNCIL
DRAFT MINUTES
Tuesday, October 9, 2018
City Hall Council Chambers, 4th floor
6500 Palma Avenue, Atascadero, California
(Entrance on Lewis Ave.)
CITY COUNCIL CLOSED SESSION:
Mayor O’Malley announced at 5:02 p.m. that the Council is going into Closed Session.
1. CLOSED SESSION -- PUBLIC COMMENT – None
2. COUNCIL LEAVES CHAMBERS TO BEGIN CLOSED SESSION
3. CLOSED SESSION -- CALL TO ORDER
a. Conference with Labor Negotiators (Govt. Code Sec. 54957.6)
Agency designated representatives: Rachelle Rickard, City Manager
Employee Organizations: Atascadero Professional Firefighters, Local
3600; Atascadero Police Association; Service Employees International
Union, Local 620; Mid-Management/Professional Employees;
Non-Represented Professional and Management Workers and
Confidential Employees
b. Conference with Legal Counsel - Anticipated Litigation
Initiation of litigation pursuant to paragraph (4) of subdivision (d) of Section
54956.9 (One potential case)
4. CLOSED SESSION -- ADJOURNMENT
5. COUNCIL RETURNS TO CHAMBERS
City Council Closed Session: 5:00 P.M.
City Council Regular Session: 6:00 P.M.
Page 6 of 96
ITEM NUMBER: A-1
DATE: 10/23/18
Atascadero City Council
October 9, 2018
Page 2 of 5
6. CLOSED SESSION – REPORT
The City Attorney reported that there was no reportable action.
REGULAR SESSION – CALL TO ORDER: 6:00 P.M.
Mayor O’Malley called the meeting to order at 6:02 p.m. and citizens Rohan and Aela
Harms led the Pledge of Allegiance.
ROLL CALL:
Present: Council Members Bourbeau, Moreno, Sturtevant, Mayor Pro Tem
Fonzi and Mayor O’Malley
Absent: None
Staff Present: City Manager Rachelle Rickard, Public Works Director Nick DeBar,
Public Works Deputy Director Ryan Hayes, Police Chief Jerel Haley,
Administrative Services Director Jeri Rangel, Community
Development Director Phil Dunsmore, Fire Chief Casey Bryson,
City Attorney Brian Pierik, and Deputy City Clerk Marcia Torgerson
APPROVAL OF AGENDA:
Recommendation: Council:
1. Approve this agenda; and
2. Waive the reading in full of all ordinances appearing on this agenda, and the titles
of the ordinances will be read aloud by the City Clerk at the first reading, after
the motion and before the City Council votes.
MOTION: By Council Member Sturtevant and seconded by Mayor Pro Tem
Fonzi to:
1. Approve this agenda; and
2. Waive the reading in full of all ordinances appearing on this
agenda, and the titles of the ordinances will be read aloud by
the City Clerk at the first reading, after the motion and before
the City Council votes.
Motion passed 5:0 by a roll-call vote.
PRESENTATIONS:
1. Proclamation proclaiming October 7-13, 2018 as Fire Prevention Week
Council Member Moreno read the Proclamation and the Council presented it to Seasonal
Firefighter Nick Ducass, Fire Engineer Brian Westerman, Fire Fighter Kyle Nakazawa,
and Fire Engineer Chris Robinson.
Page 7 of 96
ITEM NUMBER: A-1
DATE: 10/23/18
Atascadero City Council
October 9, 2018
Page 3 of 5
2. Proclamation proclaiming October 2018 Domestic Violence Awareness
Month
Council Member Sturtevant read the Proclamation and the Council presented it to Sophie
Marsh, RISE Outreach and Events Manager.
A. CONSENT CALENDAR:
1. City Council Draft Action Minutes – September 25, 2018
Recommendation: Council approve the City Council Draft Action Minutes of
the September 25, 2018, City Council meeting. [City Clerk]
2. Measure F-14 2018 Pavement Rehabilitation Project Design Engineering
Services Contract
Fiscal Impact: $167,739.00
Recommendation: Council authorize the City Manager to execute a contract
for $167,739 with Wallace Group to provide design engineering services for
the Measure F-14 2019 Pavement Rehabilitation Project (Project No.
C2018R01). [Public Works]
3. Memorandum of Understanding Atascadero Police Association
Fiscal Impact: Changes to the APOA MOU will result in an estimated
$96,000 cost increase for 2018-2019 and an estimated $194,000 -
$210,000 annually for future years.
Recommendation: Council approve the Memorandum of Understanding for
the Atascadero Police Association. [City Manager]
PUBLIC COMMENT:
The following citizens spoke on this item: None.
Mayor O’Malley closed the Public Comment period.
MOTION: By Council Member Moreno and seconded by Mayor Pro Tem
Fonzi to approve the Consent Calendar. (A2: Contract No. 2018-
010) (A3: Contract No. 2018-011)
Motion passed 5:0 by a roll-call vote.
UPDATES FROM THE CITY MANAGER:
City Manager Rachelle Rickard gave an update on community events, projects and issues
within the City.
COMMUNITY FORUM:
The following citizens spoke during Community Forum: None.
Mayor O’Malley closed the COMMUNITY FORUM period.
Page 8 of 96
ITEM NUMBER: A-1
DATE: 10/23/18
Atascadero City Council
October 9, 2018
Page 4 of 5
B. PUBLIC HEARINGS: None
C. MANAGEMENT REPORTS:
1. Review of Weed Abatement Fees
Fiscal Impact: None.
Recommendation: Council provide staff direction on the structure of weed
abatement fees. [Fire Department]
Fire Chief Bryson and City Manager Rickard gave the staff report and answered questions
from the Council.
PUBLIC COMMENT:
The following citizens spoke on this item: None.
MOTION: By Mayor Pro Tem Fonzi and seconded by Council Member
Moreno to direct staff to use the hybrid scenario H2, listed in the
staff report, as the structure of weed abatement fees.
Motion passed 5:0 by a roll-call vote.
2. 2017-2018 Storm Water Annual Permit Report and Trash Amendment
Update
Fiscal Impact: The MS4 General Permit requirements are an unfunded
mandate and at this time significant staff time is expended to implement the
program and comply with permit requirements.
Recommendation: Council receive and file the 2017-2018 Storm Water
Annual Permit Report and Trash Amendment Update. [Public Works]
Deputy Public Works Director Hayes gave the staff report and answered questions from
the Council.
PUBLIC COMMENT:
The following citizens spoke on this item: Susan Funk.
Mayor O’Malley closed the Public Comment Period.
The Council received and filed this report.
COUNCIL ANNOUNCEMENTS AND REPORTS: None
Page 9 of 96
ITEM NUMBER: A-1
DATE: 10/23/18
Atascadero City Council
October 9, 2018
Page 5 of 5
D. COMMITTEE REPORTS:
1. SLO Regional Transit Authority (RTA)
Mayor Pro Tem Fonzi
1. Atascadero Basin Ground Water Sustainability Agency (GSA)
Council Member Bourbeau
1. Homeless Services Oversight Council
E. INDIVIDUAL DETERMINATION AND / OR ACTION: None
F. ADJOURN
Mayor O’Malley adjourned the meeting at 7:47 p.m.
MINUTES PREPARED BY:
________________________________
Marcia Torgerson
Deputy City Clerk
APPROVED:
Page 10 of 96
ITEM NUMBER: A-2
DATE: 10/23/18
Atascadero City Council
Staff Report - City Manager’s Office
2018-2019 Citywide Salary Schedule and
Memorandums of Understanding
for Service Employees International Union Local 620,
Atascadero Professional Firefighters Local 3600,
Mid-Management/Professional Employees Association,
and Resolution for Non-Represented Professional and Management
Workers and Confidential Employees
RECOMMENDATIONS:
Council:
1. Approve the Memorandum of Understanding for Service Employees
International Union Local 620.
2. Approve the Memorandum of Understanding for Atascadero Professional
Firefighters Local 3600.
3. Approve the Memorandum of Understanding for, Mid-Management/Professional
Employees Association.
4. Adopt Draft Resolution for Non-Represented Professional and Management
Workers and Confidential Employees.
5. Approve the Salary Schedule for Fiscal Year 2018-2019.
DISCUSSION:
The City of Atascadero has a total of five employee bargaining units. Agreements for all of
the bargaining units ended on June 30, 2018. The five bargaining units include the
Atascadero Police Officers Association (APOA), the Atascadero Professional Firefighters
Association (APFA), the Mid-Management/Professional Employees Association (MMPEA),
the Service Employees International Union Local 620 (SEIU), as well as the Resolution for
Non-Represented Professional and Management Workers and Confidential Employees
(Non-represented).
Page 11 of 96
ITEM NUMBER: A-2
DATE: 10/23/18
MOUs are agreements between the City and the employee associations that set specific
language regarding wages, benefits, and working conditions. Staffing is one of the Council
priority areas and it is critical that the City retain the employees who do a great job day in
and day out. Because of funding challenges, the City of Atascadero remains behind the
county-wide average for compensation. The City of Atascadero has a loyal and dedicated
group of employees but the City must remain competitive to attract and retain employees.
The City of Atascadero is a service organization with 72% of the general fund revenue
dedicated to employee services. It is through the employees that we provide services and
meet community needs.
The MOU with the Atascadero Police Association (APOA) was approved by the City
Council at the October 9, 2018 meeting. The APOA Memorandum of Understanding
provided similar increases to those proposed for the other four bargaining units.
Negotiations with SEIU, APFA, MMPEA and Non-Represented employees have
concluded. While each bargaining unit negotiated for slightly different terms, each of the
proposed MOUs provides total cost increases that are equivalent to approximately a 3.5%
raise in 2018-2019, and a 2.5% raise in 2019-2020. Below are the changes to each of the
MOU’s
Fire:
Two Year Agreement
Effective July 1, 2018:
o All Employees covered by the MOU shall receive a 2.8% salary increase;
and
o Incentive pay of 2% will be given to up to one position assigned Fire
Equipment Operator duty, and up to 4 positions assigned Officer in Charge
Duty; and
o Change in health insurance language to be more consistent with language in
other bargaining unit’s MOUs.
Effective June 22, 2019 (Date for CalPERS changes):
o All Employees covered by the MOU shall receive a 4.05% salary increase;
and
o Employees will begin paying an additional 3% of salary towards the City’s
CalPERS retirement costs (Tier 1 and Tier 2 employees only)
SEIU:
Three Year Agreement
Effective July 1, 2018:
o All Employees covered by the MOU shall receive a 3.25% salary increase;
and
o Stand-by pay will increase from $35 per day to $42 per day
Effective July 1, 2019:
o All Employees covered by the MOU shall receive a 2.5% salary increase;
Negotiations for any potential salary changes in the third year of the contract will be
re-opened in the spring of 2020.
Page 12 of 96
ITEM NUMBER: A-2
DATE: 10/23/18
Mid- Management and Non-Represented Employees:
Two Year Agreement
Effective July 1, 2018:
o All Employees covered by the MOU shall receive a 3.5% salary increase;
Effective July 1, 2019:
o All Employees covered by the MOU shall receive a 2.5% salary increase;
CalPERS requires the City to adopt a current salary schedule. The attached salary
schedule reflects the changes proposed in the MOUs being considered tonight, along with
changes from the APOA MOU adopted at the last meeting.
FISCAL IMPACT:
Changes to the MOUs and Resolution will result in an estimated $286,000 cost increase
for 2018-2019 and an estimated $505,000 - $540,000 annually for future years.
ATTACHMENTS:
1. Memorandum of Understanding for Service Employees International Union Local 620
2. Memorandum of Understanding for Atascadero Professional Firefighters Local 3600
3. Memorandum of Understanding for Mid Management/ Professional Employees
4. Draft Resolution for Non-Represented Professional and Management Workers
and Confidential Employees
5. 2018-2019 Citywide Salary Schedule
Page 13 of 96
ITEM NUMBER: A-2
DATE:
ATTACHMENT:
10/23/18
1
SEIU MOU 20187-20182021 Page 1
MEMORANDUM OF UNDERSTANDING
BETWEEN THE
LOCAL 620 SERVICE EMPLOYEES
INTERNATIONAL UNION
ATASCADERO CHAPTER
AND
CITY OF ATASCADERO
July 1, 2017 2018 thru June 30, 20182021
Page 14 of 96
ITEM NUMBER: A-2
DATE:
ATTACHMENT:
10/23/18
1
SEIU MOU 20187-20182021 Page 2
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
Account Clerk II
Administrative Assistant
Administrative Secretary
Administrative Support
Assistant
Assistant Planner
Associate Planner
Building Inspector I
Building Inspector II
Building Maintenance
Specialist
Bldg Insp/Plans Examiner
Central Receptionist
Engineering Technician I
Engineering Technician II
Finance Technician
GIS Analyst I
Inspector
Lead Zookeeper
Maintenance Leadworker
Maintenance Worker I
Maintenance Worker II
Maintenance Worker II –
Pesticide Applicator
Office Assistant I
Office Assistant II
Office Assistant III
Public Works Inspector
Recreation Coordinator
Registered Veterinary
Technician
Senior Building
Maintenance Specialist
Senior Maintenance
Worker
Senior Planner
Senior Technical
Support Specialist
Senior Zookeeper
Systems Administrator III
Technical Trainer II
Technical Support
Specialist
WWTP Operator I
WWTP Operator II
WWTP Operator III
WWTP Operator in
Training
Zoo Education Curator
Zoo Facilities Maintenance
Technician
Zookeeper I
Zookeeper II
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
Page 15 of 96
ITEM NUMBER: A-2
DATE:
ATTACHMENT:
10/23/18
1
SEIU MOU 2017 -2018 2018-2021 Page 3
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.
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.
Page 16 of 96
ITEM NUMBER: A-2
DATE:
ATTACHMENT:
10/23/18
1
SEIU MOU 2017 -2018 2018-2021 Page 4
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.
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.
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
Page 17 of 96
ITEM NUMBER: A-2
DATE:
ATTACHMENT:
10/23/18
1
SEIU MOU 2017 -2018 2018-2021 Page 5
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. Maintenance of Membership
All regular unit employees who on the effective date of this MOU are members of the Union
in good standing and all such employees who thereafter voluntarily become members of the
Union shall maintain their membership in the Union in good standing during the term of this
MOU, subject however to the right to resign from membership between March 1 – 15 of each
calendar year.
The City will not honor cancellations of dues deductions for employees covered by this
Agreement during the term of the MOU except during the window period specified
above. Any Union member may exercise his/her right to resign by submitting a notice in
writing to the Union and to the City during the resignation period. To the extent required by
the Government Code, or otherwise required by law, the City will rely on the information
provided by the Union in processing dues deductions for Union members.
h. Dues DeductionsAgency Shop/Fair Share
The Union will maintain records of employee authorizations for dues deductions. The Union
will provide the City with information regarding the amount of dues deductions and the list
of Union members who have affirmatively consented to or authorized dues deductions. The
City shall not request the Union to provide a copy of any member’s authorization unless a
dispute arises about the existence or terms of the authorization. To the extent required by the
Government Code, or otherwise required by law, the City will rely on the information
provided by the Union in processing dues deductions for Union members. The Union is
responsible for providing the City with timely information regarding changes to Union
members’ dues deductions.
The Union agrees to indemnify, defend, and hold harmless the City, including its officers,
representatives, and agents, against any and all cost or liability arising from any claims,
demands, or other actions relating to the City’s compliance with or application of provisions
of this Article.
Page 18 of 96
ITEM NUMBER: A-2
DATE:
ATTACHMENT:
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SEIU MOU 2017 -2018 2018-2021 Page 6
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.
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.
Page 19 of 96
ITEM NUMBER: A-2
DATE:
ATTACHMENT:
10/23/18
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SEIU MOU 2017 -2018 2018-2021 Page 7
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.
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
Page 20 of 96
ITEM NUMBER: A-2
DATE:
ATTACHMENT:
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SEIU MOU 2017 -2018 2018-2021 Page 8
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.
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.
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.
Page 21 of 96
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DATE:
ATTACHMENT:
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SEIU MOU 2017 -2018 2018-2021 Page 9
c. Rest Periods
The City feels that rest periods are important for employees to take care of personal
business, use facilities and for their general well-being. 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
should not be used in conjunction with meal periods, nor should rest periods be taken
during the employee’s first or last hour of work. In the uncommon event that an
employee feels that they will be unable to take one of the fifteen minute rest periods due
to the type of work being performed, the employee’s supervisor may approve the
employee taking one fifteen minute rest period in conjunction with the meal period.
The employee must request supervisor approval in advance.
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 – ¼ hour
16 to 30 minutes, overtime compensation – ½ hour
31 to 45 minutes, overtime compensation – ¾ hour
46 to 60 minutes, overtime compensation – 1 hour
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)
Page 22 of 96
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DATE:
ATTACHMENT:
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SEIU MOU 2017 -2018 2018-2021 Page 10
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 one hundred and twenty (120)
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 Forty-two dollars ($3542.00)
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 one hour and twenty minutes at time and one-half pay. Employees working
in excess of one hour and twenty minutes once called back shall receive time and one-
half pay for all hours worked.
Page 23 of 96
ITEM NUMBER: A-2
DATE:
ATTACHMENT:
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SEIU MOU 2017 -2018 2018-2021 Page 11
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.
ARTICLE IV - PAY PROVISIONS
SECTION 4.1 SALARY
This three (3) year agreement shall provide salary increases according to the following formula
and schedule:
Year 1- Effective July 1, 2018, all employees covered under this MOU shall receive a 3.25%
(three point two five percent) salary increase. The following monthly salaries are effective July
1, 20187:
Page 24 of 96
ITEM NUMBER: A-2
DATE:
ATTACHMENT:
10/23/18
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SEIU MOU 2017 -2018 2018-2021 Page 12
CLASSIFICATION STEP A STEP B STEP C STEP D STEP E
Account Clerk I 2,900.03 3,045.03 3,197.28 3,357.14 3,525.00
Account Clerk II 3,197.28 3,357.14 3,525.00 3,701.25 3,886.31
Administrative Assistant 3,983.47 4,182.64 4,391.77 4,611.36 4,841.93
Administrative Secretary 3,357.14 3,525.00 3,701.25 3,886.31 4,080.63
Administrative Support Assistant 3,357.14 3,525.00 3,701.25 3,886.31 4,080.63
Assistant Planner 4,391.77 4,611.36 4,841.93 5,084.03 5,338.23
Associate Planner 5,084.03 5,338.23 5,605.14 5,885.40 6,179.67
Bldg Inspector / Plans Examiner 4,723.83 4,960.02 5,208.02 5,468.42 5,741.84
Building Inspector I 4,182.64 4,391.77 4,611.36 4,841.93 5,084.03
Building Inspector II 4,611.36 4,841.93 5,084.03 5,338.23 5,605.14
Building Maintenance Specialist 3,357.14 3,525.00 3,701.25 3,886.31 4,080.63
Central Receptionist 3,197.28 3,357.14 3,525.00 3,701.25 3,886.31
Engineering Technician I 3,357.14 3,525.00 3,701.25 3,886.31 4,080.63
Engineering Technician II 3,793.78 3,983.47 4,182.64 4,391.77 4,611.36
Finance Technician 3,983.47 4,182.64 4,391.77 4,611.36 4,841.93
GIS Analyst I 4,498.89 4,723.83 4,960.02 5,208.02 5,468.42
Inspector 4,182.64 4,391.77 4,611.36 4,841.93 5,084.03
Maintenance Lead Worker 4,391.77 4,611.36 4,841.93 5,084.03 5,338.23
Maintenance Worker I 2,972.52 3,121.15 3,277.21 3,441.07 3,613.12
Maintenance Worker II 3,357.14 3,525.00 3,701.25 3,886.31 4,080.63
Maintenance Worker II - Pesticide Appl.3,525.00 3,701.25 3,886.31 4,080.63 4,284.66
Office Assistant I 2,761.93 2,900.03 3,045.03 3,197.28 3,357.14
Office Assistant II 3,045.03 3,197.28 3,357.14 3,525.00 3,701.25
Office Assistant III 3,197.28 3,357.14 3,525.00 3,701.25 3,886.31
Public Works Inspector 4,391.77 4,611.36 4,841.93 5,084.03 5,338.23
Recreation Coordinator 3,793.78 3,983.47 4,182.64 4,391.77 4,611.36
Registered Veterinary Technician 3,277.21 3,441.07 3,613.12 3,793.78 3,983.47
Senior Building Maintenance Specialist 3,793.78 3,983.47 4,182.64 4,391.77 4,611.36
Senior Maintenance Worker 3,793.78 3,983.47 4,182.64 4,391.77 4,611.36
Senior Planner 5,605.14 5,885.40 6,179.67 6,488.65 6,813.08
Senior Technical Support Specialist 4,391.77 4,611.36 4,841.93 5,084.03 5,338.23
Senior Zookeeper 3,886.31 4,080.63 4,284.66 4,498.89 4,723.83
Systems Administrator III 5,605.14 5,885.40 6,179.67 6,488.65 6,813.08
Technical Support Specialist 3,441.07 3,613.12 3,793.78 3,983.47 4,182.64
Technical Trainer II 3,983.47 4,182.64 4,391.77 4,611.36 4,841.93
WWTP Operator I 3,613.12 3,793.78 3,983.47 4,182.64 4,391.77
WWTP Operator II 3,983.47 4,182.64 4,391.77 4,611.36 4,841.93
WWTP Operator III 4,391.77 4,611.36 4,841.93 5,084.03 5,338.23
WWTP Operator in Training 3,197.28 3,357.14 3,525.00 3,701.25 3,886.31
Zoo Education Curator 3,045.03 3,197.28 3,357.14 3,525.00 3,701.25
Zoo Facilities Maintenance Tech.2,972.52 3,121.15 3,277.21 3,441.07 3,613.12
Zookeeper I 2,972.52 3,121.15 3,277.21 3,441.07 3,613.12
Zookeeper II 3,357.14 3,525.00 3,701.25 3,886.31 4,080.63
Field Code Changed
Page 25 of 96
ITEM NUMBER: A-2
DATE:
ATTACHMENT:
10/23/18
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SEIU MOU 2017 -2018 2018-2021 Page 13
CLASSIFICATION STEP A STEP B STEP C STEP D STEP E
Account Clerk I 2,994.27$ 3,143.98$ 3,301.18$ 3,466.24$ 3,639.55$
Account Clerk II 3,301.18$ 3,466.24$ 3,639.55$ 3,821.53$ 4,012.61$
Administrative Assistant 4,112.94$ 4,318.59$ 4,534.52$ 4,761.25$ 4,999.31$
Administrative Support Assistant 3,466.24$ 3,639.55$ 3,821.53$ 4,012.61$ 4,213.24$
Assistant Planner 4,534.52$ 4,761.25$ 4,999.31$ 5,249.28$ 5,511.74$
Associate Planner 5,249.28$ 5,511.74$ 5,787.33$ 6,076.70$ 6,380.54$
Building Inspector I 4,318.59$ 4,534.52$ 4,761.25$ 4,999.31$ 5,249.28$
Building Inspector II 4,761.25$ 4,999.31$ 5,249.28$ 5,511.74$ 5,787.33$
Building Maintenance Specialist 3,466.24$ 3,639.55$ 3,821.53$ 4,012.61$ 4,213.24$
Finance Technician 4,112.94$ 4,318.59$ 4,534.52$ 4,761.25$ 4,999.31$
Inspector 4,318.59$ 4,534.52$ 4,761.25$ 4,999.31$ 5,249.28$
Lead Zookeeper 3,821.53$ 4,012.61$ 4,213.24$ 4,423.90$ 4,645.10$
Maintenance Worker I 3,069.13$ 3,222.59$ 3,383.72$ 3,552.91$ 3,730.56$
Maintenance Worker II 3,466.24$ 3,639.55$ 3,821.53$ 4,012.61$ 4,213.24$
Office Assistant I 2,851.69$ 2,994.27$ 3,143.98$ 3,301.18$ 3,466.24$
Office Assistant III 3,301.18$ 3,466.24$ 3,639.55$ 3,821.53$ 4,012.61$
Public Works Inspector 4,534.52$ 4,761.25$ 4,999.31$ 5,249.28$ 5,511.74$
Recreation Coordinator 3,917.09$ 4,112.94$ 4,318.59$ 4,534.52$ 4,761.25$
Senior Building Maintenance Specialist 3,917.09$ 4,112.94$ 4,318.59$ 4,534.52$ 4,761.25$
Senior Maintenance Worker 3,917.09$ 4,112.94$ 4,318.59$ 4,534.52$ 4,761.25$
Senior Technical Support Specialist 4,534.52$ 4,761.25$ 4,999.31$ 5,249.28$ 5,511.74$
Systems Administrator III 5,787.33$ 6,076.70$ 6,380.54$ 6,699.57$ 7,034.55$
WWTP Operator I 3,730.56$ 3,917.09$ 4,112.94$ 4,318.59$ 4,534.52$
WWTP Operator II 4,112.94$ 4,318.59$ 4,534.52$ 4,761.25$ 4,999.31$
WWTP Operator III 4,534.52$ 4,761.25$ 4,999.31$ 5,249.28$ 5,511.74$
WWTP Operator in Training 3,301.18$ 3,466.24$ 3,639.55$ 3,821.53$ 4,012.61$
Zoo Education Curator 3,143.98$ 3,301.18$ 3,466.24$ 3,639.55$ 3,821.53$
Zookeeper I 3,069.13$ 3,222.59$ 3,383.72$ 3,552.91$ 3,730.56$
Zookeeper II 3,466.24$ 3,639.55$ 3,821.53$ 4,012.61$ 4,213.24$
MONTHLY SALARY
Effective July 1, 2018
Year 2- Effective July 1, 2019, all positions covered under this MOU shall receive a 2.5% (two
point five percent) salary increase. The following monthly salaries become effective July 1,
2019.
Page 26 of 96
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DATE:
ATTACHMENT:
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SEIU MOU 2017 -2018 2018-2021 Page 14
CLASSIFICATION STEP A STEP B STEP C STEP D STEP E
Account Clerk I 3,069.13$ 3,222.59$ 3,383.72$ 3,552.91$ 3,730.56$
Account Clerk II 3,383.72$ 3,552.91$ 3,730.56$ 3,917.09$ 4,112.94$
Administrative Assistant 4,215.75$ 4,426.54$ 4,647.87$ 4,880.26$ 5,124.27$
Administrative Support Assistant 3,552.91$ 3,730.56$ 3,917.09$ 4,112.94$ 4,318.59$
Assistant Planner 4,647.87$ 4,880.26$ 5,124.27$ 5,380.48$ 5,649.50$
Associate Planner 5,380.48$ 5,649.50$ 5,931.98$ 6,228.58$ 6,540.01$
Building Inspector I 4,426.54$ 4,647.87$ 4,880.26$ 5,124.27$ 5,380.48$
Building Inspector II 4,880.26$ 5,124.27$ 5,380.48$ 5,649.50$ 5,931.98$
Building Maintenance Specialist 3,552.91$ 3,730.56$ 3,917.09$ 4,112.94$ 4,318.59$
Finance Technician 4,215.75$ 4,426.54$ 4,647.87$ 4,880.26$ 5,124.27$
Inspector 4,426.54$ 4,647.87$ 4,880.26$ 5,124.27$ 5,380.48$
Lead Zookeeper 3,917.09$ 4,112.94$ 4,318.59$ 4,534.52$ 4,761.25$
Maintenance Worker I 3,145.85$ 3,303.14$ 3,468.30$ 3,641.72$ 3,823.81$
Maintenance Worker II 3,552.91$ 3,730.56$ 3,917.09$ 4,112.94$ 4,318.59$
Office Assistant I 2,922.98$ 3,069.13$ 3,222.59$ 3,383.72$ 3,552.91$
Office Assistant III 3,383.72$ 3,552.91$ 3,730.56$ 3,917.09$ 4,112.94$
Public Works Inspector 4,647.87$ 4,880.26$ 5,124.27$ 5,380.48$ 5,649.50$
Recreation Coordinator 4,015.00$ 4,215.75$ 4,426.54$ 4,647.87$ 4,880.26$
Senior Building Maintenance Specialist 4,015.00$ 4,215.75$ 4,426.54$ 4,647.87$ 4,880.26$
Senior Maintenance Worker 4,015.00$ 4,215.75$ 4,426.54$ 4,647.87$ 4,880.26$
Senior Technical Support Specialist 4,647.87$ 4,880.26$ 5,124.27$ 5,380.48$ 5,649.50$
Systems Administrator III 5,931.98$ 6,228.58$ 6,540.01$ 6,867.01$ 7,210.36$
WWTP Operator I 3,823.81$ 4,015.00$ 4,215.75$ 4,426.54$ 4,647.87$
WWTP Operator II 4,215.75$ 4,426.54$ 4,647.87$ 4,880.26$ 5,124.27$
WWTP Operator III 4,647.87$ 4,880.26$ 5,124.27$ 5,380.48$ 5,649.50$
WWTP Operator in Training 3,383.72$ 3,552.91$ 3,730.56$ 3,917.09$ 4,112.94$
Zoo Education Curator 3,222.59$ 3,383.72$ 3,552.91$ 3,730.56$ 3,917.09$
Zookeeper I 3,145.85$ 3,303.14$ 3,468.30$ 3,641.72$ 3,823.81$
Zookeeper II 3,552.91$ 3,730.56$ 3,917.09$ 4,112.94$ 4,318.59$
MONTHLY SALARY
Effective July 1, 2019
Year 3- The parties agree that they will reopen the MOU regarding salary in the third year of the
agreement. It is the intent of the parties that re-opening on any issue other than salary will be by
mutual agreement only.
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.
The City is committed to providing evaluations and step increases in a timely manner. At
the request of designated Union representatives, but not more than monthly, designated
Page 27 of 96
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ATTACHMENT:
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SEIU MOU 2017 -2018 2018-2021 Page 15
Union representatives shall be provided a list of evaluations that are more than 30 days
overdue for those employees that are eligible for a step increase. It is understood that
Union representatives will be contacting the supervisor or department head of employees
on the list, urging the supervisor to make the evaluation a priority.
a.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.
b.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.
SECTION 4.2 ONE-TIME LUMP SUM PAYMENT
Effective July 1, 2017, employees shall be provided a one-time only, lump sum payment of
$3,000. Such payment is non-performance based and is not reportable to CalPERS.
Only employees who are employed on July 1, 2017 in a position covered by this MOU shall be
eligible for the lump sum payment.
The lump payment shall be paid out to the employee no later than the pay date following the first
full pay period after the MOU ratification date.
SECTION 4.23 EDUCATION INCENTIVE PAY
Employees shall be reimbursed up to $1,600.00 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 4.34 RETIREMENT
a. Employees are provided retirement benefits through the California Public Employees
Retirement System (CalPERS).
TIER 1
Miscellaneous Member employees covered under this MOU who were hired on or
before July 14, 2012 are provided benefits pursuant to the 2.5% @ 55 Benefit
Formula (Government Code Section 21354.4), Final Compensation 1 Year (G.C.
Section 20042) and Unused Sick Leave Credit (G.C. Section 20965). The City will
Page 28 of 96
ITEM NUMBER: A-2
DATE:
ATTACHMENT:
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SEIU MOU 2017 -2018 2018-2021 Page 16
pay 3.3% (three point three percent) of the Miscellaneous Member employee
contribution of 8% (eight percent). Miscellaneous Member employees will pay the
remaining 4.7% (four point seven percent) of the employee contribution.
TIER 2
Miscellaneous Member employees covered under this MOU who were hired between
July 14, 2012 and December 31, 2012, and Miscellaneous Member employees hired
on or after January 1, 2013 who meet the definition of a Classic Member under
CalPERS, are provided benefits pursuant to the 2% @ 55 Benefit Formula (G.C.
Section 21354), Final Compensation 3 Year (G.C. Section 20037) and Unused Sick
Leave Credit (G.C. Section 20965). The City will pay 2.3% (two point three percent)
of the Miscellaneous Member employee contribution of 7% (seven percent).
Miscellaneous Member employees will pay the remaining 4.7% (four point seven
percent) of the employee contribution.
TIER 3
Pursuant to the California Public Employees’ Pension Reform Act of 2013 (PEPRA),
Miscellaneous Member employees covered under this MOU who were hired on or
after January 1, 2013 who meet the definition of a CalPERS new member under
PEPRA are provided benefits pursuant to 2% @ 62 Benefit Formula (G.C. Section
7522.20) with Final Compensation 3 Year (G.C. Section 20037). The Miscellaneous
Member employee will pay a member contribution rate of 50% (fifty percent) of the
expected normal cost rate.
b. Employee contributions shall be contributed to CalPERS on a pre-tax basis.
c. The City began pays and reports the value of Employer Paid Member Contributions
(EPMC) for Tier 1 employees and Tier 2 employees as described in Resolution No. 2003-
058.
SECTION 4.45 SICK LEAVE/STAY WELL PLAN
a. Sick leave accumulates at a rate of eight (8) hours per month. There is no limit to
theaccumulation.
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
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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. An employee may use in any calendar year accrued sick leave, up to the amount earned
during twelve (12) months employment, to attend to the illness of the following family
members:
1. The employee’s child (including biological, foster, or adopted child, a stepchild, a
legal ward, a child of a domestic partner, or a child of a person standing in loco
parentis).
2. The employee’s parent (including biological, foster, or adoptive parent, a
stepparent, or a legal guardian).
3. The employee’s spouse or domestic partner.
If the employee is performing satisfactorily and the employee’s workload would not be
negatively impacted, the Department Head may approve additional time off, up to the
amount earned during three (3) months of employment, for Family Care.
Family Care leave may also qualify for protection under the FMLA and/or CFRA, and
any Family Care leave granted under this section shall run concurrently with FMLA
and/or CFRA leave. FMLA/CFRA leave is addressed in a separate City policy.
SECTION 4.56 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:
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
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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
15 years completed 22 days/yr or 6.77 hrs/pp
20 years completed 24 days/yr or 7.385 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 of Atascadero
Personnel System Rules.
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 4.67 HOLIDAYS
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
Presidents’ Day 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 Eve Day December 24
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). 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 1½ their base hourly rate for the hours
worked on the holiday, plus compensation for the holiday.
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SECTION 4.78 BEREAVEMENT LEAVE
The City shall provide up to twenty-four (24) hours of paid bereavement leave for bereavement
purposes. Bereavement purposes include (1) the death of a member of the employee’s immediate
family, and (2) the critical illness of a member of the employee’s immediate family where death
appears to be imminent. The amount of bereavement leave provided under this section is twenty
four (24) hours per family member.
The employee may be required to submit proof of a relative's death or critical illness before final
approval of leave is granted.
For purposes of this section, “immediate family” means: spouse or domestic partner, parent
(including biological, foster, or adoptive parent, a stepparent, or a legal guardian), grandparent,
grandchild, child (including biological, foster, or adopted child, a stepchild, a legal ward, a child
of a domestic partner, or a child of a person standing in loco parentis), brother, sister, aunt, uncle,
son-in-law, daughter-in-law, mother-in-law, father-in-law, brother-in-law, sister-in-law or
significant other.
Twenty-four (24) hours of the paid absence shall be considered "bereavement leave", and any
remaining time shall be from other paid time off available to the employee.
When an employee has exhausted the bereavement leave provided in this section, the employee
may submit a request to his/her Department Head and request additional time off work. If
approved, the employee must use their other accrued paid leave. The employee may elect which
accrued paid leave he/she shall use during the additional leave. However, the employee may not
use more than forty (40) hours of accrued sick leave for bereavement purposes.
If the additional leave approved by the Department Head is longer than forty (40) hours, the
employee is required to use accrued paid leave other than sick leave.
SECTION 4.89 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 4.10 9 PERSONAL LEAVE
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In any calendar year an employee can use up to two days (16 hours) of time for personal leave
reasons without explanation. These hours shall come out of the employee’s sick leave accrual
bank. The employee will be charged for only the time used up to the maximum allowable of 16
hours in a calendar year. These hours are not intended as vacation days and may not be used to
extend vacation or holiday time off.
SECTION 4.11 10 WORK SHOES
The City shall contribute Two Hundred ($200.00) Dollars per fiscal year for the purchase of
appropriate footwear to employees in the following positions:
Senior Building Maintenance Specialist
Building Maintenance Specialist
Building Inspector I & II
Building Inspector/Plans Examiner
Public Works Inspector
Inspector
Maintenance Leadworker
Maintenance Worker I & II
Senior Maintenance Worker
Registered Veterinary Technician
Lead Senior Zookeeper
WWTP Operator I, II, III
WWTP Operator-in-Training
Zoo Facilities Maintenance TechnicianZoo Education Curator
Zookeeper I & II
Proof of purchase is required. Once purchased, such appropriate footwear must be worn while
working.
SECTION 4.112 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
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.
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SECTION 4.123 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.
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 an amount not to
exceed $1,669.71$1,764.21 per month for employees electing Family coverage. The City
contribution shall go toward the cost of all medical, dental, vision and life insurance benefit
premiums for the unit member employee and dependents. 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 an amount
not to exceed $1,229.99$1,303.32 per month for employees electing Employee +1 coverage.
The City contribution shall go toward the cost of all medical, dental, vision and life insurance
benefit premiums for the unit member employee and dependent. 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 $893.71$940.91 per month for employees electing Employee Only
coverage. The City contribution shall go toward the cost of all medical, dental, vision and
life insurance benefit premiums for the unit member employee. City shall pay for increased
costs to medical, dental, vision and life insurance premiums for the employee based upon
HMO plan costs.
For unit members who elect to have “Employee Only” coverage, 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
fifty thousand ($50,000).
e. The City shall provide a term life insurance policy for each eligible dependent enrolled in
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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 for each employee covered under this agreement. State Disability Insurance shall
be integrated with sick leave with the objective of providing full compensation.
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 e mployee regular status at
any time after nine (9) months of service.
ARTICLE VI - CLOSING PROVISIONS
SECTION 6.1 TERM
The term of this MOU shall commence on July 1, 20187 and expires June 30, 20182021.
SECTION 6.2 JOINT COMMITMENT TO FAIR AND REASONABLE CHANGES TO
THE CALPERS SYSTEM
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The interests of the City and the SEIU are generally aligned: both seek fair and reasonable
changes to the CalPERS system to ensure long-term sustainability of the system. Needed State-
level changes acceptable to both executive management and City labor groups are most likely to be
initiated by CalPERS member agencies and labor, working collaboratively.
City and SEIU hereby jointly commit to:
Request state-level membership organizations (e.g., the League of California Cities, state-
wide labor affiliates) to alert and engage members, to make this issue a priority, and
encourage committing to a set of collaborative solutions;
Encourage, educate, and engage peers (e.g., other cities, other labor groups) to make this
issue a priority and to lend their voice to our request to state-level membership
organizations;
Jointly analyze options with an open mind as to potential solutions; and
Other potential collaborative efforts as they arise.
SECTION 6.3 SIGNATURES
This MOU has been ratified and adopted pursuant to the recommendation of the following
representatives:
______________________ _______________ ________________________ ______________
SEIU Date SEIU Date
_______________________ _______________ ________________________ ______________
SEIU Date SEIU Date
_______________________ _______________ ________________________ ______________
SEIU Date SEIU Date
CITY OF ATASCADERO
_______________________ _______________ _____________________ _____________
Mayor Date City Manager Date
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MEMORANDUM OF UNDERSTANDING
BETWEEN THE
ATASCADERO PROFESSIONAL FIREFIGHTERS
LOCAL 3600
AND
CITY OF ATASCADERO
JULY 1, 20187 – June 30, 202018
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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 Atascadero Professional Firefighters Local 3600, hereinafter referred to as the “Association”
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 Association agree that the provisions of this MOU shall be applied equally to all employees covered
herein without favor or discrimination because of race, cr eed, 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 Association as the recognized and exclusive representative for the
following positions:
Firefighter Classification
Firefighter
Firefighter/Paramedic
Firefighter/HazMat Specialist
Firefighter/Paramedic/HazMat Specialist
Firefighter/FEO
Firefighter/FEO/HazMat Specialist
Firefighter/FEO/Paramedic
Firefighter/FEO/Paramedic/HazMat Specialist
Fire Engineer Classification
Fire Engineer
Fire Engineer/Paramedic
Fire Engineer/HazMat Specialist
Fire Engineer/Paramedic/HazMat Specialist
Fire Engineer/OIC
Fire Engineer/OIC/HazMat Specialist
Fire Engineer/OIC/Paramedic
Fire Engineer/OIC/Paramedic/HazMat Specialist
Fire Captain Classification
Fire Captain
Fire Captain/Paramedic
Fire Captain/HazMat Specialist
Fire Captain/Paramedic/HazMat Specialist
Fire Marshal Classification
Fire Marshal/Code Compliance Officer
For purposes of this MOU, positions with a FEO, OIC, Paramedic and/or HazMat Specialist designation are
hereinafter included in any reference to Firefighter, Fire Engineer, and Fire Captain.
b. This recognition is exclusive of management employees and temporary employees.
c. The City agrees to meet and confer and otherwise deal exclusively with the Association 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.
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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 Association 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 ex isting MOU.
SECTION 1.4 SOLE AGREEMENT
a. The City and the Association 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 Association. 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 Association.
ARTICLE II - RESPECTIVE RIGHTS
SECTION 2.1 ASSOCIATION RIGHTS
The Association 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 all Fire Department stations.
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 Association 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 Association 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.
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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 discr etion 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. Association agrees that under no circumstances will the Association 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 Association o r by any member
of the bargaining unit, the Association 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 Association promptly and in good faith performs the obligations of this paragraph, and
providing the Association has not otherwise authorized, permitted or encouraged such work stoppage, the
Association 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, pa rticipates 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.
ARTICLE III - - HOURS OF WORK AND OVERTIME
SECTION 3.1 HOURS OF WORK
a. Work Period
The normal work period, pursuant to Section 207 (k) of the Fair Labor Standards Act, shall be twenty -eight (28)
days for all full-time permanent sworn safety positions with the exception of the Fire Marshal/Code
Enforcement Officer. All hours worked in excess of the employee’s regularly recurring work schedule shall be
paid at the overtime rate of one and one-half of the employee’s regular rate of pay.
The normal work period for the Fire Marshal/Code Enforcement Officer shall be seven (7) days with a
maximum non-overtime of forty (40) hours.
b. Definition of Shift Employees
Shift employees are assigned to positions which duties are performed on a twenty-four (24) hour day, seven (7)
days a week basis, and include:
Firefighter
Fire Engineer
Fire Captain
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SECTION 3.2 OVERTIME
a. Rate
Employees shall be paid overtime at the rate of time and one -half his/her regular rate of pay.
b. Hours Paid
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 Fire Department and the employee. Employees may
accumulate up to six (6) shifts (144 hours) of Compensatory Time.
d. Scheduling Compensatory Time Off (CT)
Requests to use CT shall be granted with due regard for operational necessity such as staffing levels.
e. Compensatory Time (CT) Payoff
CT may be paid off at the option of the employee. The payoff shall be included in the next regularly scheduled
bi-weekly payroll period following the request.
SECTION 3.3 CALLBACK PAY
Employees who are called to duty at a time they are not working 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 twenty-five dollars ($25.00) for each day of standby duty. A day
is defined as a 24-hour period.
b. Employees responding to work from standby shall receive time and one-half pay with a minimum of one hour
and twenty minutes once called back. Employees responding to work as a result of an emergency callback
request shall receive time and one-half pay with a minimum of two hours pay.
c. Employees on standby status shall monitor both radio and alpha numeric pages at all times; and be able to
respond to the predetermined duty assignment within twenty minutes from the time of notification.
ARTICLE IV - PAY PROVISIONS
SECTION 4.1 SALARY
This two (2) year agreement shall provide salary increases according to the following formula and schedule:
Year 1- Effective July 1, 2018, all employees covered under this MOU shall receive a 2.8% (two point eight
percent) salary increase.
The following monthly salaries become effective July 1, 2018.
The following monthly salaries are effective July 1, 2017:
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CLASSIFICATION STEP A STEP B STEP C STEP D STEP E
Firefighter 5,148.62 5,406.05 5,676.35 5,960.17 6,258.18
Firefighter/ Haz Mat Specialist 5,251.59 5,514.17 5,789.88 6,079.37 6,383.34
Firefighter/Paramedic 5,663.48 5,946.65 6,243.98 6,556.18 6,883.99
Firefighter/Paramedic/HazMat Spec.5,766.45 6,054.77 6,357.51 6,675.39 7,009.16
Fire Engineer 5,537.91 5,814.81 6,105.55 6,410.83 6,731.37
Fire Engineer/ Haz Mat Specialist 5,648.67 5,931.10 6,227.66 6,539.04 6,865.99
Fire Engineer/Paramedic 6,091.70 6,396.29 6,716.10 7,051.91 7,404.51
Fire Engineer/Paramedic/HazMat Spec.6,202.46 6,512.58 6,838.21 7,180.12 7,539.13
Fire Captain 6,571.09 6,899.64 7,244.62 7,606.85 7,987.19
Fire Marshal 6,571.09 6,899.64 7,244.62 7,606.85 7,987.19
Fire Captain/ Haz Mat Specialist 6,702.51 7,037.64 7,389.52 7,759.00 8,146.95
Fire Marshal / Haz Mat Specialist 6,702.51 7,037.64 7,389.52 7,759.00 8,146.95
Fire Captain/Paramedic 7,228.20 7,589.61 7,969.09 8,367.54 8,785.92
Fire Captain/Paramedic/HazMat Spec.7,359.62 7,727.60 8,113.98 8,519.68 8,945.66
CLASSIFICATION STEP A STEP B STEP C STEP D STEP E
Firefighter 5,292.78$ 5,557.42$ 5,835.29$ 6,127.05$ 6,433.40$
Firefighter/FEO 5,398.64$ 5,668.57$ 5,952.00$ 6,249.60$ 6,562.08$
Firefighter/ Haz Mat Specialist 5,398.64$ 5,668.57$ 5,952.00$ 6,249.60$ 6,562.08$
Firefighter/FEO/Haz Mat Specialist 5,506.61$ 5,781.94$ 6,071.04$ 6,374.59$ 6,693.32$
Firefighter/Paramedic 5,822.06$ 6,113.16$ 6,418.82$ 6,739.76$ 7,076.75$
Firefighter/FEO/Paramedic 5,938.50$ 6,235.43$ 6,547.20$ 6,874.56$ 7,218.29$
Firefighter/Paramedic/HazMat Spec.5,927.91$ 6,224.31$ 6,535.53$ 6,862.31$ 7,205.43$
Firefighter/FEO/Paramedic/HazMat Spec.6,046.47$ 6,348.79$ 6,666.23$ 6,999.54$ 7,349.52$
Fire Engineer 5,692.97$ 5,977.62$ 6,276.50$ 6,590.33$ 6,919.85$
Fire Engineer/OIC 5,806.83$ 6,097.17$ 6,402.03$ 6,722.13$ 7,058.24$
Fire Engineer/ Haz Mat Specialist 5,806.83$ 6,097.17$ 6,402.03$ 6,722.13$ 7,058.24$
Fire Engineer/OIC/Haz Mat Specialist 5,922.97$ 6,219.12$ 6,530.08$ 6,856.58$ 7,199.41$
Fire Engineer/Paramedic 6,262.27$ 6,575.38$ 6,904.15$ 7,249.36$ 7,611.83$
Fire Engineer/OIC/Paramedic 6,387.52$ 6,706.90$ 7,042.25$ 7,394.36$ 7,764.08$
Fire Engineer/Paramedic/HazMat Spec.6,376.13$ 6,694.94$ 7,029.69$ 7,381.17$ 7,750.23$
Fire Engineer/OIC/Paramedic/HazMat Spec.6,503.65$ 6,828.83$ 7,170.27$ 7,528.78$ 7,905.22$
Fire Captain 6,755.07$ 7,092.82$ 7,447.46$ 7,819.83$ 8,210.82$
Fire Marshal 6,755.07$ 7,092.82$ 7,447.46$ 7,819.83$ 8,210.82$
Fire Captain/ Haz Mat Specialist 6,890.17$ 7,234.68$ 7,596.41$ 7,976.23$ 8,375.04$
Fire Marshal / Haz Mat Specialist 6,890.17$ 7,234.68$ 7,596.41$ 7,976.23$ 8,375.04$
Fire Captain/Paramedic 7,430.58$ 7,802.11$ 8,192.22$ 8,601.83$ 9,031.92$
Fire Captain/Paramedic/HazMat Spec.7,565.68$ 7,943.96$ 8,341.16$ 8,758.22$ 9,196.13$
MONTHLY SALARY
Effective July 1, 2018
Year 2- Effective June 22, 2019, or as soon thereafter as administratively possible, Classic Association members in
Tier 1 and Tier 2 CalPERS will begin paying additional employee contributions to CalPERS in accordance with
Section 4.3 below. Effective the date of implementation of the increased employee CalPERS contribution as
outlined in Section 4.3 below, all positions covered under this MOU shall receive a 4.05% (four point zero five
percent) salary increase. In the event that the increased CalPERS employee contribution is not implemented by July
6, 2019, the Association members shall receive a 2.5% (two point five percent) salary increase from July 1, 2019
until the date of implementation.
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The following monthly salaries become effective upon implementation of the increased employee CalPERS
contribution as outlined in Section 4.3 below (estimated to be June 22, 2019).
CLASSIFICATION STEP A STEP B STEP C STEP D STEP E
Firefighter 5,507.14$ 5,782.50$ 6,071.63$ 6,375.21$ 6,693.97$
Firefighter/FEO 5,617.28$ 5,898.14$ 6,193.05$ 6,502.70$ 6,827.84$
Firefighter/ Haz Mat Specialist 5,617.28$ 5,898.14$ 6,193.05$ 6,502.70$ 6,827.84$
Firefighter/FEO/Haz Mat Specialist 5,729.63$ 6,016.11$ 6,316.92$ 6,632.77$ 6,964.41$
Firefighter/Paramedic 6,057.85$ 6,360.74$ 6,678.78$ 7,012.72$ 7,363.36$
Firefighter/FEO/Paramedic 6,179.01$ 6,487.96$ 6,812.36$ 7,152.98$ 7,510.63$
Firefighter/Paramedic/HazMat Spec.6,168.00$ 6,476.40$ 6,800.22$ 7,140.23$ 7,497.24$
Firefighter/FEO/Paramedic/HazMat Spec.6,291.36$ 6,605.93$ 6,936.23$ 7,283.04$ 7,647.19$
Fire Engineer 5,923.54$ 6,219.72$ 6,530.71$ 6,857.25$ 7,200.11$
Fire Engineer/OIC 6,042.01$ 6,344.11$ 6,661.32$ 6,994.39$ 7,344.11$
Fire Engineer/ Haz Mat Specialist 6,042.01$ 6,344.11$ 6,661.32$ 6,994.39$ 7,344.11$
Fire Engineer/OIC/Haz Mat Specialist 6,162.85$ 6,470.99$ 6,794.54$ 7,134.27$ 7,490.98$
Fire Engineer/Paramedic 6,515.89$ 6,841.68$ 7,183.76$ 7,542.95$ 7,920.10$
Fire Engineer/OIC/Paramedic 6,646.21$ 6,978.52$ 7,327.45$ 7,693.82$ 8,078.51$
Fire Engineer/Paramedic/HazMat Spec.6,634.36$ 6,966.08$ 7,314.38$ 7,680.10$ 8,064.11$
Fire Engineer/OIC/Paramedic/HazMat Spec.6,767.05$ 7,105.40$ 7,460.67$ 7,833.70$ 8,225.39$
Fire Captain 7,028.67$ 7,380.10$ 7,749.11$ 8,136.57$ 8,543.40$
Fire Marshal 7,028.67$ 7,380.10$ 7,749.11$ 8,136.57$ 8,543.40$
Fire Captain/ Haz Mat Specialist 7,169.24$ 7,527.70$ 7,904.09$ 8,299.29$ 8,714.25$
Fire Marshal / Haz Mat Specialist 7,169.24$ 7,527.70$ 7,904.09$ 8,299.29$ 8,714.25$
Fire Captain/Paramedic 7,731.54$ 8,118.12$ 8,524.03$ 8,950.23$ 9,397.74$
Fire Captain/Paramedic/HazMat Spec.7,872.11$ 8,265.72$ 8,679.01$ 9,112.96$ 9,568.61$
MONTHLY SALARY
Effective Upon Implementation of Increased Employee CalPERS Contributions as
Outlined in Section 4.3 (Estimated to be June 22, 2019)
a. Steps B, C, D, and E may be paid upon completion of twelve months of employment at the preceding step
where the employee has demonstrated at least satisfactory job progress and normally increasing productivity,
and upon recommendation of the Department Head and approval of the City Manager.
b. Employees who are trained, qualified and assigned by the Fire Chief to E.M.T. Paramedic duties shall receive ten
percent (10%) more in base salary than those positions within the same classification without paramedic duties.
c. Employees who serve on the San Luis Obispo County Hazardous Incident Response Team (SLOHIRT) shall
receive two percent (2%) more in base salary than those positions within the same classification which do not serve
on SLOHIRT.
d. Employees who are assigned to Fire Equipment Operator (FEO) duty (as outlined in Section 6.4 below) shall
receive two percent (2%) more in base salary than those positions within the same classification which are not
appointed as FEO.
e. Employees who are assigned to Officer in Charge (OIC) duty (as outlined in Section 6.5 below) shall receive two
percent (2%) more in base salary than those positions within the same classification which are not appointed as OIC.
b.f. The Association and the City recognize that the Memorandums of Understanding in the years since 1998 have
been incremental steps in correcting salary inequities between Atascadero employees and the comparisons
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within San Luis Obispo County. It is further recognized that t he salary schedule is a continuing attempt to bring
Atascadero salaries to the mean with the surveyed cities following the initial inequity adjustment, and may be
subject to change in future negotiations.
SECTION 4.2 ONE_TIME LUMP SUM PAYMENT
Effective upon ratification, employees shall be provided a one-time payment only, lump sum payment of $3,000.
Such payment is non-performance based and is not reportable to CalPERS.
Only current employees who were employed prior to July1, 2017, in a posi tion covered by this MOU shall be
eligible for the lump sum payment.
SECTION 4.23 EDUCATION INCENTIVE PAY
Employees shall be reimbursed up to $1,600 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 4.34 RETIREMENT
a. Employees are provided retirement benefits through the California Public Employees Retirement System
(CalPERS).
CLASSIC MEMBERS TIER 1
Sworn Safety Member employees including Firefighters, Fire Engineers, Fire Marshal/Code Enforcement
Officer and Fire Captains hired on or before July 14, 2012 are provided benefits pursuant to the 3% @ 50
Benefit Formula (Government Code Section 21362.2), Final Compensation 1 Year (G.C. Section 20042)
and Unused Sick Leave Credit (G.C. Section 20965).
The City will pay 0% (zero percent) of the Sworn Safety Member employee contribution of 9% (nine
percent). Sworn Safety Member employees will pay the empl oyee contribution of 9% (nine percent).
In early 2019, City shall initiate a CalPERS contract amendment, providing for Sworn Safety Members in
the Classic Tier 1 level to participate in an additional three percent (3%) of cost sharing toward the
employer rate, pursuant to Section 20516. This cost sharing will become effective June 22, 2019, or as
soon thereafter as administratively possible. Following adoption of Resolution of Intention for the contract
amendment with CalPERS, employees shall hold secret ballot election as required by CalPERS to approve
the CalPERS contract change. If the employees approve the contract amendment, effective June 22, 2019,
or as soon thereafter as administratively possible, employees will begin paying the additional cost sha ring
amount of three percent (3%) toward the employer’s rate, and the increased contributions will be credited
to each member's account as normal contributions. The contributions will be made on a pre -tax basis as
allowed under Internal Revenue Service Code Section 414 (h) (2) or as otherwise permitted by law.
In the event employees do not approve the CalPERS contract amendment, effective June 22, 2019, or as
soon thereafter as administratively possible, Sworn Safety Members in the Classic Member Tier 1 level
will begin paying the additional cost sharing contribution amount of three percent (3%) toward the
employers’ rate, however, the additional cost sharing contribution amount of three percent (3%) will not be
credited to each member's account and will not be made on a pre-tax basis as provided by law.
CLASSIC MEMBERS TIER 2
Sworn Safety Member employees including Firefighters, Fire Engineers, Fire Marshal/Code Enforcement
Officer and Fire Captains hired between July 14, 2012 and December 31, 2012, and Sworn Safety Member
employees hired on or after January 1, 2013 who meet the definition of a Classic Member under CalPERS,
are provided benefits pursuant to the 3% @ 55 Benefit Formula (G.C. Section 21363.1), Final
Compensation 3 Year (G.C. Section 20037) and Unused Sick Leave Credit (G.C. Section 20965).
Page 44 of 96
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The City will pay 0% (zero percent) of the Sworn Safety Member employee contribution of 9% (nine
percent). Sworn Safety Member employees the employee contribution of 9% (nine percent).
In early 2019, City shall initiate a CalPERS contract amendment, providing for Sworn Safety Members in
the Classic Tier 2 level to participate in an additional three percent (3%) of cost sharing toward the
employer rate, pursuant to Section 20516. This cost sharing will become effective June 22, 2019, or as
soon thereafter as administratively possible. Following adoption of Resolution of Intention for the contract
amendment with CalPERS, employees shall hold secret ballot election as required by CalPERS to approve
the CalPERS contract change. If the employees approve the contract amendment, effective June 22, 2019,
or as soon thereafter as administratively possible, employees will begin paying the additional cost sharing
amount of three percent (3%) toward the employer’s rate, and the increased contributions will be credited
to each member's account as normal contributions. The contributions will be made on a pre -tax basis as
allowed under Internal Revenue Service Code Section 414 (h) (2) or as otherwise pe rmitted by law.
In the event employees do not approve the CalPERS contract amendment, effective June 22, 2019, or as
soon thereafter as administratively possible, Sworn Safety Members in the Classic Member Tier 2 level
will begin paying the additional cost sharing contribution amount of three percent (3%) toward the
employer’s rate, however, the additional cost sharing contribution amount of three percent (3%) will not be
credited to each member's account and will not be made on a pre-tax basis as provided by law.
NEW MEMBERS TIER 3
Pursuant to the California Public Employees’ Pension Reform Act of 2013 (PEPRA), Sworn Safety
Member employees including Firefighters, Fire Engineers, Fire Marshal/Code Enforcement Officer and
Fire Captains hired on or after January 1, 2013 who meet the definition of a CalPERS new member under
PEPRA are provided benefits pursuant to the 2.7% @ 57 Benefit Formula (G.C. Section 7522.25(d)) with
Final Compensation 3 Year (G.C. Section 20037). The Sworn Safety Member employee will pay a
member contribution rate of 50% (fifty percent) of the expected normal cost rate.
b. The CalPERS retirement for Sworn Safety Members (as defined by CalPERS) includes Level Four (4) of the
1959 Survivor’s Benefit. The employees shall pay the monthly cost of the benefit.
c. Qualifying eEmployee contributions shall be contributed to CalPERS on a pre -tax basis to the extent permitted
by law.
d. The City shall provide the Military Service Credit as Public Service(Section 21024 of the Government Code)
and Military Service Credit for Retired Persons (Section 21027 of the government Code), provided there is no
direct cost to the City.
SECTION 4.45 SICK LEAVE/STAY WELL PLAN
a. Unit members shall earn and use sick leave subject to the provisions of the City of Atascadero Personnel
System Rules. It is agreed that nothing herein shall be construed as providing any vested right, monetary or
otherwise, to any unused sick leave existing at time of discharge or voluntary separation from City service, except at
time of retirement in accordance with the City's Public Employees Retirement System contract.
b. Sick leave accumulates at a rate of 5.54 hours per pay period. There is no limit to the accumulation.
c. In any calendar year, up to 16 hours of sick leave may be used for personal reasons without explanation. These
hours are not intended as vacation time and may not be used to extend vacations.
d. Employees with 576.16 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 fifty-two (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 576.16 hours of sick leave.
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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 144.04 hours).
3. Checks will be prepared by December 15 of each year.
SECTION 4.56 VACATION LEAVE
a. Employees shall be entitled to vacation leave consistent with the City Personnel System Rules.
b. It is agreed and understood that the taking of vacation shall be as scheduled by the Fire Chief subject to the
needs of the City.
SECTION 4.67 HOLIDAYS
a. Employees shall receive five and 6/10 (5.6) shifts annually or 5.17 hours bi-weekly. Said holidays shall be
credited in accordance with procedures established by the Personnel Officer.
b. Holiday time may be used as either paid time off or paid in cash at the option of the employee with the approval
of the Fire Chief.
SECTION 4.78 BEREAVEMENT LEAVE
Employees shall be granted bereavement leave pursuant to the July 2012 City Personnel System Rules.
The City shall provide up to twenty-four (24) hours of paid bereavement leave for non-Fire suppression personnel or
two (2) shifts of bereavement leave for Fire suppression personnel for bereavement purposes. Bereavement purposes
include (1) the death of a member of the employee’s immediate family, and (2) the critical illness of a member of
the employee’s immediate family where death appears to be imminent. The amount of bereavement leave provided
under this section is twenty four (24) hours or two (2) shifts per family member.
The employee may be required to submit proof of a relative's death or critical illness before final approval of leave is
granted.
For purposes of this section, “immediate family” means: spouse or domestic partner, parent (including biological,
foster, or adoptive parent, a stepparent, or a legal guardian), grandparent, grandchild, child (including biological,
foster, or adopted child, a stepchild, a legal ward, a child of a domestic partner, or a child of a person standing in
loco parentis), brother, sister, aunt, uncle, son-in-law, daughter-in-law, mother-in-law, father-in-law, brother-in-law,
sister-in-law or significant other. Twenty-four (24) hours or two (2) shifts of the paid absence shall be considered
"bereavement leave", and any remaining time shall be from other paid time off available to the employee.
When an employee has exhausted the bereavement leave provided in this section, the employee may submit a
request to his/her Department Head and request additional time off work. If approv ed, the employee must use their
other accrued paid leave. The employee may elect which accrued paid leave he/she shall use during the additional
leave. However, the employee may not use more than forty (40) hours of accrued sick leave for bereavement
purposes. If the additional leave approved by the Department Head is longer than forty (40) hours, the employee is
required to use accrued paid leave other than sick leave.
SECTION 4.89 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 4.910 COMMON MESS ARRANGMENT
Unit employees under a common mess arrangement, agree to contribute to congregate meals at the station house in
the amount required to cover the cost of those meals, irrespective of whether the employee chooses to eat the meal .
Page 46 of 96
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SECTION 4.1011 BILINGUAL PAY
The City shall pay an additional 2.5% of salary to those employees who are able to speak one of the top two non -
English languages as defined by the U.S. Census. A testing mechanism mutually agreed to by both parties will be
created to assess language abilities before qualifying for the incentive.
ARTICLE V - HEALTH AND WELFARE
SECTION 5.1 HEALTH INSURANCE COVERAGE
a. Effective January 1, 20187, for unit members who elect to have “Family” coverage, the City shall pay an
amount not to exceed $1,758.44 1,556.29 per month for employees electing PPO Family coverage. and no more
than $1,663.94 per month for employees electing HMO Family coverage. The City contribution shall go
toward the cost of all medical, dental, vision and life insurance benefit premiums for the unit member employee
and dependents. 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 H MO plan costs.
b. Effective January 1, 20187, for unit members who elect to have ‘Employee +1” coverage, the City shall pay a
an amount not to exceed $1,297.551,091.20 per month for employees electing PPO Employee +1 coverage and
no more than $1,224.22 per month for employees electing HMO Employee +1 coverage . The City contribution
shall go toward the cost of all medical, dental, vision and life insurance benefit premiu ms for the unit member
employee and dependent. 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. Effective January 1, 20187, for unit members who elect to have “Employee Only” coverage, the City shall pay
an amount not to exceed $1,014.11849.94 per month for employees electing PPO Employee Only coverage
and no more than $966.91 per month for employees electing HMO Employee Only coverage. The City
contribution shall go toward the cost of all medical, dental, vision and life insurance benefit premiums for the
unit member employee. City shall pay for increased costs to medical, dental, vision and life insurance pr emiums
for the employee based upon HMO plan costs.
For unit members who elect to have “Employee Only” coverage, available funds remaining from the City’s
contribution toward insurance coverage shall be paid to an employee hired on or before September 1, 2 000 as
additional compensation. This amount shall not exceed $319.53 per month.
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.
d. The City shall provide term life insurance coverage for each employee in a total amount of fifteen thousand
dollars ($15,000) 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 dollars ($1,000) 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. 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.
SECTION 5.2 UNIFORM ALLOWANCE
Page 47 of 96
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Firefighters’ MOU 20187 - 20182020 Page 12
The purpose of the uniform allowance is for the purchase, replacement, maintenance and cleaning of uniform
clothing, including t-shirts and hats.
a. The City shall provide an annual uniform allowance of eight nine hundred fifty fifteen dollars ($850915)
for each Association employee.
b. The City made an up-front lump sum payment of the fiscal year’s annual uniform allowance of eight
hundred and fifty dollars ($850) on July 13, 2017. In order to transition to a January payment date, the City
will provide a second up-front lump-sum payment of uniform allowance in the amount of $425 intended to
cover uniform allowance for the period of July 1, 2108 through December 31, 2018. This second lump sum
payment will be made, no later than the second pay d ay in January of 2018.
c.b. Beginning in January of 2019, theThe City will make an up-front lump-sum payment of the current
calendar year’s uniform allowance no later than the second pay day in January.
d.c. Upon initial hire the employee will receive a prorated amount based upon the number of days remaining
until January 1. The City would at the same time advance the new employee an amount that , when added to
his initial uniform allowance, would equal $850915. The amount advanced upon hire would then be
deducted from the employee’s first full uniform allowance check received the following January.
(Example: If an employee worked six months in the first calendar year, he/she would receive $850 915 in
that first year and $425 457.50 in the second calendar year. All subsequent years the employee would
receive the full $850 915 until separation from the City.)
When an employee separates from the City, the uniform allowance will be prorated based upon the nu mber
of days employed in the then current calendar year and any amounts owed to the City will be deducted
from his/her final check.
SECTION 6.15.3 PHYSICAL FITNESS
The parties agree to establish a committee consisting of an equal number of representatives from the City and the
Association for the purpose of developing a physical fitness program that will be implemented in the Fire Department for
all employees in the unit. The committee will meet as needed to develop recommendations for the Fire Chief. The
physical fitness program will include the following elements: 1) Mandatory participation, 2) Established standards, and
3) City-provided physicals.
SECTION 6.25.4 HEALTH AND WELLNESS EXAMS
The City shall add to the Fire Department budget three hundred fifty seventy-five dollars ($350375) per full-time
employee for health and wellness exams according to the following schedule:
Annually for Fire Department safety personnel aged 40 and over
Every other year for Fire Department safety personnel aged 30-39
Every three years for Fire Department safety personnel aged 20 -29
The total amount budgeted will be coordinated in cooperation with the City. This amount will be paid directly to the
health care professional or medical group and not to the employee.
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ARTICLE VI – OTHER
SECTION 5.36.1 PROBATION
The length of the probationary period for employees covered under this MOU shall be in accordance with Rule 9 of July
2012 City of Atascadero Personnel System Rules. Each original and promotional appointment made to a position in the
competitive service shall be subject to a probationary period. The length of the original and promotional probationary
period shall each be at least 12 month of service in the position for all employees. At the discretion of the Department
Head and with the approval of the City Manager, the probationary period may be extended for a maximum of six
additional months when the Department Head has determined that the employee has not yet successfully completed
his/her probationary period.
SECTION 5.46.2 PROMOTIONAL OPPORTUNITIES
Upon completion of the probationary period, qualified employees in the classification of Firefighter will be provided an
opportunity to be examined and promoted to the classification of Fire Engineer provided there is a vacancy. There shall
be a maximum of ten (10) Fire Engineer positions funded.
SECTION 6.3 CELL PHONE REIMBURSEMENT
For fiscal year 2018-2019 the City agrees to reimburse each full-time employee a flat rate of nine dollars ($9.00)
per month for the use of their personal cell phone for City business. This amount will be paid once per year in a
lump sum amount. Where applicable, the months will be pro -rated.
Effective July 1, 2019. the City agrees to reimburse each full -time employee a flat rate of nine dollars ($20.00) per
month for the use of their personal cell phone for City business. This amount will be paid once per year in a lump
sum amount. Where applicable, the months will be pro-rated.
SECTION 6.4 FIRE EQUIPMENT OFFICER (FEO) ASSIGNMENT
There will be a maximum of one (1) FEO position compensated at any one time. Selection will be based on
completion of department FEO qualification process and appointment will solely be the decision of the Fire Chief.
In order to be eligible for the FEO assignment, employees must meet the following minimum qualifications.
1. Employee must have completed Firefighter Probation
2. Employee must have completed AFD Driver/Operator and Ladder Truck modules
3. Employee must have complete dCSFM Driver/Operator Certification
4. Employee must have passed the Fire Engineer Promotional Test or FEO Equivalency Test (Minimum 80%
cumulative, minimum 70% on any individual section)
5. Employee must have obtained a FEO Qualification - approved by Fire Chief
6. Every two years, employees must re-qualify by:
a. Completing a Fire Engineer Promotional Test with a passing score; or
b. At the Fire Chief’s discretion, either completing an FEO equivalency test with a passing score or
completing Fire Chief required FEO training.
Failure to re-qualify every two years will result in revocation of assignment.
SECTION 6.5 OFFICER IN CHARGE (OIC) ASSIGNMENT
There will be a maximum of four (4) OIC positions compensated at any one time. Selection will be based on
completion of department OIC qualification process and appointment will solely be the decision of the Fire Chief.
In order to be eligible for the OIC assignment, employees must meet the following minimum qualifications:
1. Employee must have completed County Company Officer Taskbook
2. Employee must have completed Atascadero Fire & Emergency OIC Taskbook
3. Employee must have obtained OIC Trainee Qualification- Approved by Fire Chief
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4. Employee must have passed the Fire Captain Promotional Test or OIC Equivalency Test (Minimum 80%
cumulative, minimum 70% on any individual section)
5. Employee must have completed 3 months of OIC Trainee Training in the presence of a Fire Captain
6. Employee must have obtained an OIC Qualification- Approved by Fire Chief
7. Every two years, employees must re-qualify by completing:
a. A Fire Captain Promotional Test with a passing score; or
b. At the Fire Chief’s discretion, either completing an OIC equivalency test with a passing score or
completing Fire Chief required OIC training.
Failure to re-qualify every two years will result in revocation of assignment.
SECTION 6.6 LICENSE REIMBURSEMENT
City agrees to either pay directly on behalf of or reimburse (receipts required) each full-time employee for the
following fees, costs and licenses required for their position and job responsibilities:
1. DMV physicals and lab-tests from a provider approved by the City
2. DMV license renewal
3. EMT-Paramedic license renewal
4. EMT- Basic license renewal
5. Haz-Mat physicals and lab-tests from a provider approved by the City
ARTICLE VII - CLOSING PROVISIONS
SECTION 7.1 TERM
The term of this MOU shall commence on the first full pay period following ratification and approval by the City
Council, and expire on June 30, 20182020.
SECTION 7.2 SIGNATURES
This MOU has been ratified and adopted pursuant to the recommendation of the following representatives:
_______________________ _______________ ________________________
APF Local 3600 Date APF Local 3600 Date
CITY OF ATASCADERO
_______________________ _______________ ________________________
Mayor Date City Manager Date
Page 50 of 96
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Mid-Management/Professional Employees MOU 2017-20182018-2020 Page 1
MEMORANDUM OF UNDERSTANDING
BETWEEN THE
MID MANAGEMENT/PROFESSIONAL
EMPLOYEES
AND
CITY OF ATASCADERO
July 1, 20187 through June 30, 20182020
Page 51 of 96
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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 Mid Management/Professional Employees,
hereinafter referred to as the “Association” 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 Association 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 Association as the recognized and exclusive
representative for the following classifications:
Associate Civil Engineer/Storm Water Manager
Associate Civil Engineer - Registered
Building Maintenance Supervisor
Capital Projects Manager
Public Works Operations Manager
Recreation Supervisor
Senior Building Inspector
b. This recognition is exclusive of management employees and temporary employees.
c. The City agrees to meet and confer and otherwise deal exclusively with the Association 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.
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.
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b. In the event that any provision of the MOU should be found invalid, unconstitutional,
unlawful or unenforceable, the City and the Association 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 Association 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
Association. 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
Association.
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 Association 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.
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 Association shall be
afforded all possible advance notice and shall have the right to meet and co nfer upon request. In
the case of an emergency and, in the absence of an agreement on such a proposed action, the City
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reserves its lawful management rights to take any action(s) deemed necessary and the
Association reserves its rights to take any lawful action deemed necessary.
ARTICLE II - PAY PROVISIONS
SECTION 2.1 SALARY
This two (2) year agreement shall provide salary increases according to the following formula
and schedule:
Year 1- Effective July 1, 2018, all employees covered under this MOU shall receive a 3.5%
(three point five percent) salary increase. The following monthly salaries are effective July 1,
20172018:
CLASSIFICATION STEP A STEP B STEP C STEP D STEP E
Associate Civil Engineer
6,028.93
6,330.38
6,646.90
6,979.25
7,328.21
Associate Civil Engineer –
Registered Engineer
6,646.90
6,979.25
7,328.21
7,694.62
8,079.35
Building Maintenance Supervisor
4,723.83
4,960.02
5,208.02
5,468.42
5,741.84
Capital Projects Manager
5,208.02
5,468.42
5,741.84
6,028.93
6,330.38
Public Works Operations Manager
5,605.14
5,885.40
6,179.67
6,488.65
6,813.08
Recreation Supervisor
4,611.36
4,841.93
5,084.03
5,338.23
5,605.14
Senior Building Inspector
5,208.02
5,468.42
5,741.84
6,028.93
6,330.38
CLASSIFICATION STEP A STEP B STEP C STEP D STEP E
Associate Civil Engineer/Storm Water
Manager 6,239.94$ 6,551.94$ 6,879.54$ 7,223.52$ 7,584.70$
Capital Projects Manager 5,390.30$ 5,659.82$ 5,942.81$ 6,239.95$ 6,551.95$
Public Works Operations Manager 5,801.32$ 6,091.39$ 6,395.96$ 6,715.76$ 7,051.55$
Recreation Supervisor 4,772.76$ 5,011.40$ 5,261.97$ 5,525.07$ 5,801.32$
MONTHLY SALARY
Effective July 1, 2018
Year 2- Effective July 1, 2019, all positions covered under this MOU shall receive a 2.5% (two
point five percent) salary increase The following monthly salaries are effective July 1, 2019:
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CLASSIFICATION STEP A STEP B STEP C STEP D STEP E
Associate Civil Engineer/Storm Water
Manager 6,395.94$ 6,715.74$ 7,051.53$ 7,404.11$ 7,774.32$
Capital Projects Manager 5,525.06$ 5,801.31$ 6,091.38$ 6,395.95$ 6,715.75$
Public Works Operations Manager 5,946.35$ 6,243.67$ 6,555.85$ 6,883.64$ 7,227.82$
Recreation Supervisor 4,892.08$ 5,136.68$ 5,393.51$ 5,663.19$ 5,946.35$
MONTHLY SALARY
Effective July 1, 2019
SECTION 4.2 ONE-TIME LUMP SUM PAYMENT
Effective upon ratification, employees shall be provided a one-time payment only, lump sum
payment of $3,000. Such payment is non-performance based and is not reportable to CalPERS.
Only current employees who were employed prior to July 1, 2017, in a position covered by this
MOU shall be eligible for the lump sum payment.
SECTION 2.3 2.2 EDUCATION INCENTIVE PAY
Employees shall be reimbursed up to $1,600.00 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.
Associate Civil Engineers who are licensed as a Registered Engineer will receive ten percent
(10%) in additional pay to their base salary.
SECTION 2.4 2.3 RETIREMENT
a. Employees are provided retirement benefits through the California Public Employees
Retirement System (CalPERS).
TIER 1
Miscellaneous Member employees covered under this MOU who were hired on or
before July 14, 2012 are provided benefits pursuant to the 2.5% @ 55 Benefit
Formula (Government Code Section 21354.4), Final Compensation 1 Year (G.C.
Section 20042) and Unused Sick Leave Credit (G.C. Section 20965). The City will
pay 3.3% (three point three percent) of the Miscellaneous Member employee
contribution of 8% (eight percent). Miscellaneous Member employees will pay the
remaining 4.7% (four point seven percent) of the employee contribution.
TIER 2
Miscellaneous Member employees covered under this MOU who were hired between
July 14, 2012 and December 31, 2012, and Miscellaneous Member employees hired
on or after January 1, 2013 who meet the definition of a Classic Member under
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CalPERS, are provided benefits pursuant to the 2% @ 55 Benefit Formula (G.C.
Section 21354), Final Compensation 3 Year (G.C. Section 20037) and Unused Sick
Leave Credit (G.C. Section 20965). The City will pay 2.3% (two point three percent)
of the Miscellaneous Member employee contribution of 7% (seven percent).
Miscellaneous Member employees will pay the remaining 4.7% (four point seven
percent) of the employee contribution.
TIER 3
Pursuant to the California Public Employees’ Pension Reform Act of 2013 (PEPRA),
Miscellaneous Member employees covered under this MOU who were hired on or
after January 1, 2013 who meet the definition of a CalPERS new member under
PEPRA are provided benefits pursuant to 2% @ 62 Benefit Formula (G.C. Section
7522.20) with Final Compensation 3 Year (G.C. Section 20037). The Miscellaneous
Member employee will pay a member contribution rate of 50% (fifty percent) of the
expected normal cost rate.
b. Employee contributions shall be contributed to CalPERS on a pre-tax basis.
c. The City pays and reports the value of Employer Paid Member Contributions (EPMC) for
Tier 1 employees and for Tier 2 employees as described in Resolution No. 2003-073.
SECTION 2.52.4 SICK LEAVE/STAY WELL PLAN
a. Sick leave accumulates at a rate of eight (8) hours (one day) per month. There is no limit to
the accumulation.
b. Employees with forty-eight (48) or more days 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 twelve- (12) month 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 48 days 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.
3. Checks will be prepared by December 15 of each year.
c. 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.
d. An employee may use in any calendar year accrued sick leave, up to the amount earned
during twelve (12) months employment, to attend to the illness of the following family
members:
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1. The employee’s child (including biological, foster, or adopted child, a stepchild, a legal
ward, a child of a domestic partner, or a child of a person standing in loco parentis).
2. The employee’s parent (including biological, foster, or adoptive parent, a stepparent, or a
legal guardian).
3. The employee’s spouse or domestic partner.
If the employee is performing satisfactorily and the employee’s workload would not be
negatively impacted, the Department Head may approve additional time off, up to the
amount earned during three (3) months of employment, for Family Care.
Family Care leave may also qualify for protection under the FMLA and/or CFRA, and any
Family Care leave granted under this section shall run concurrently with FMLA and/or
CFRA leave. FMLA/CFRA leave is addressed in a separate City policy.
SECTION 2.62.5 SICK LEAVE PAYBACK
When an employee terminates employment in good standing, after five (5) years of continuous
service, he/she shall be paid one-half of his/her accumulated Sick Leave.
SECTION 2.72.6 ADMINISTRATIVE LEAVE
a. Each employee will receive forty-eight (48) hours of Administrative Leave, which will vest
as of July 1 annually. Except as provided below, Administrative Leave will not be carried
over or accrue from one fiscal year to the next.
b. If an employee is unable to use his/her Administrative Leave prior to the end of the fiscal
year for work related reasons beyond his/her control (as verified by the Department Head),
said leave will be carried over into the next fiscal year for a period not to exceed three (3)
months. Said time will be available to the employee for use during that period, but will not
be accrued for the purpose of payoff in the event of termination.
c. In the event an employee covered by this Agreement is employed after January 1 of the fiscal
year, the employee shall be eligible for twenty-four (24) hours of Administrative Leave.
SECTION 2.82.7 BEREAVEMENT LEAVE
The City shall provide up to twenty-four (24) hours of paid bereavement leave for bereavement
purposes. Bereavement purposes include (1) the death of a member of the employee’s immediate
family, and (2) the critical illness of a member of the employee’s immediate family where death
appears to be imminent. The amount of bereavement leave provided under this section is twenty
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four (24) hours per family member.
The employee may be required to submit proof of a relative's death or critical illness before final
approval of leave is granted.
For purposes of this section, “immediate family” means: spouse or domestic partner, parent
(including biological, foster, or adoptive parent, a stepparent, or a legal guardian), grandparent,
grandchild, child (including biological, foster, or adopted child, a stepchild, a legal ward, a child
of a domestic partner, or a child of a person standing in loco parentis), brother, sister, aunt, uncle,
son-in-law, daughter-in-law, mother-in-law, father-in-law, brother-in-law, sister-in-law or
significant other.
Twenty-four (24) hours of the paid absence shall be considered "bereavement leave", and any
remaining time shall be from other paid time off available to the employee.
When an employee has exhausted the bereavement leave provided in this section, the employee
may submit a request to his/her Department Head and request additional time off work. If
approved, the employee must use their other accrued paid leave. The employee may elect which
accrued paid leave he/she shall use during the additional leave. However, the employee may not
use more than forty (40) hours of accrued sick leave for bereavement purposes. If the additional
leave approved by the Department Head is longer than forty (40) hours, the employee is required
to use accrued paid leave other than sick leave.
SECTION 2.92.8 – HOLIDAYS
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
Presidents’ Day 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 Eve Day December 24
Christmas Day December 25
"Floating" Holiday Off As Scheduled; Accrues January 1
Each classification covered under this agreement and employed by the City as of January 1st of
each year shall be eligible for one floating holiday (8 hours). 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.
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SECTION 2.102.9 VACATION LEAVE
a. Employees shall be entitled to vacation leave consistent with the City of Atascadero
Personnel System Rules.
b. In addition to the vacation leave accrued as outlined in Section 15.2 B of the City of
Atascadero Personnel System Rules, employees shall receive:
An additional two days of vacation annually upon completing 15 years of service
for a total accrual of 22 days per year or 6.77 hours per pay period; and
Two more days of vacation annually upon completing 20 years of service for a
total accrual of 24 days per year or 7.385 hours per pay period.
SECTION 2.112.10 DEFERRED COMPENSATION MATCH
The City will match an eligible employee’s contribution to a deferred compensation program.
The match will be up to a maximum of $250 annually for classifications covered under this
agreement. All deferred compensation contributions are full y vested in the employee and shall
not be available to the City.
SECTION 2.122.11 WORK SHOES
The City shall contribute Two Hundred ($200.00) Dollars per fiscal year for the purchase of
appropriate footwear, as determined by the Department Head, to employees in the following
positions:
Associate Civil Engineer/Storm Water Manager
Associate Civil Engineer - Registered
Building Maintenance Supervisor
Capital Projects Manager
Public Works Operations Manager
Recreation Supervisor
Senior Building Inspector
Appropriate work shoes shall be worn by employees covered under this MOU who are exposed to
potential foot injuries from hot, corrosive, poisonous substances, falling objects, crushing or
penetration actions.
Work shoes not appropriate and/or not approved shall be tennis shoes, sandals, deck shoes, canvas
shoes, athletic shoes, open toe shoes, dress shoes and any other shoe easily penetrated.
Proof of purchase is required. Once purchased, such appropriate footwear must be worn while
working.
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ARTICLE III - HEALTH AND WELFARE
SECTION 3.1 HEALTH INSURANCE COVERAGE
1. For unit members who elect to have “Family” coverage, the City shall pay an amount not
to exceed $1,669.71$1,764.21 per month for employees electing Family coverage. The
City contribution shall go toward the cost of all medical, dental, vision and life insurance
benefit premiums for the unit member employee and dependents. 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.
2. For unit members who elect to have ‘Employee +1” coverage, the City shall pay an
amount not to exceed $1,229.99$1,303.32 per month for employees electing Employee
+1 coverage. The City contribution shall go toward the cost of all medical, dental, vision
and life insurance benefit premiums for the unit member employee and dependent. 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.
3. For unit members who elect to have “Employee Only” coverage, the City shall pay an
amount not to exceed $893.71$940.91 per month for employees electing Employee Only
coverage. The City contribution shall go toward the cost of all medical, dental, vision
and life insurance benefit premiums for the unit member employee. City shall pay for
increased costs to medical, dental, vision and life insurance premiums for the employee
based upon the HMO plan costs.
For unit members who elect to have “Employee Only” coverage, 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 $246.76 per month.
SECTION 3.2 LIFE INSURANCE
The City shall provide a term life insurance policy on each employee in the amount of Fifty-
Thousand Dollars ($50,000).
The City shall provide a term life insurance policy for each eligible dependent enrolled in health
coverage in the amount of One Thousand Dollars ($1,000) per dependent.
SECTION 3.3 – LONG TERM DISABILITY INSURANCE
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The City shall provide a City-paid program to provide Long-Term Disability Insurance for all
classifications covered under this agreement.
ARTICLE IV - CLOSING PROVISIONS
SECTION 4.1 TERM
The term of this MOU shall commence on July 1, 20187, and expire on June 30, 20182020.
SECTION 4.2 JOINT COMMITMENT TO FAIR AND REASONABLE CHANGES TO
THE CALPERS SYSTEM
The interests of the City and the Association are generally aligned: both seek fair and reasonable
changes to the CalPERS system to ensure long-term sustainability of the system. Needed State-
level changes acceptable to both executive management and City labor groups are most likely to be
initiated by CalPERS member agencies and labor, working collaboratively.
The City and the Association hereby jointly commit to:
Request state-level membership organizations (e.g., the League of California Cities, state-
wide labor affiliates) to alert and engage members, to make this issue a priority, and
encourage committing to a set of collaborative solutions;
Encourage, educate, and engage peers (e.g., other cities, other labor groups) to make this
issue a priority and to lend their voice to our jointly agreed upon request to state-level
membership organizations;
Jointly analyze options with an open mind as to potential solutions; and
Other potential collaborative efforts as they arise.
SECTION 4.3 SIGNATURES
This MOU has been ratified and adopted pursuant to the recommendation of the following
representatives:
_______________________ _______________ ________________________
Mid Mgmt./Prof. Date Mid Mgmt/Prof. Date
CITY OF ATASCADERO
_______________________ _______________ ________________________
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Mayor Date City Manager Date
Page 62 of 96
ITEM NUMBER: A-2
DATE: 10/23/18
ATTACHMENT: 4
DRAFT RESOLUTION
RESOLUTION OF THE CITY COUNCIL OF THE
CITY OF ATASCADERO ESTABLISHING THE COMPENSATION AND
BENEFIT PLAN FOR NON-REPRESENTED PROFESSIONAL AND
MANAGEMENT WORKERS AND CONFIDENTIAL EMPLOYEES,
EFFECTIVE JULY 1, 20187 – JUNE 30, 20182020
WHEREAS, the Government Code of the State of California prescribes a procedure for
discussing and resolving matters regarding wages, hours and other terms and conditions of
employment; and
WHEREAS, the City Personnel System Rules provided for a Compensation Plan; and
WHEREAS, the City desires to set forth salaries and benefits for Non-Represented
Professional and Management workers and Confidential employees;
WHEREAS, the City Council adopted Resolution 2016-0772017-051 on October 11,
2016August 8, 2017 establishing the compensation and benefit plan for Non-Represented
Professional and Management workers and Confidential employees;
NOW, THEREFORE BE IT RESOLVED, by the City Council of the City of
Atascadero that all prior Resolutions for Non-Represented employees are repealed; and the
Professional and Management workers and Confidential employees Compensation and Benefit
Plan is hereby established as follows:
Positions
The following positions are included in this Resolution. The City Manager and Department
Heads have individual employment agreements defining other terms and conditions of
employment not described herein.
Executive Management Positions
Administrative Services Director
Deputy City Manager
City Manager
Community Development Director
Fire Chief
Police Chief
Public Works Director
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ATTACHMENT: 4
Management Positions
Deputy Administrative Services Director
Deputy Community Development Director
Deputy Community Development Director/Building Official/Economic Development Director
Deputy Public Works Director
Information Technology Manager
Police CommanderLieutenant
Zoo Director
Confidential (Includes only designated positions within the classifications)
Accounting Specialist
Administrative Assistant
Finance Technician
Management Analyst I
Personnel Specialist
Salaries
This two (2) year agreement shall provide salary increases according to the following formula
and schedule:
Year 1- Effective July 1, 2018, all employees covered under this MOU shall receive a 3.5%
(three point five percent) salary increase.
The following monthly salaries are effective July 1, 20172018:
CLASSIFICATION STEP A STEP B STEP C STEP D STEP E
Accounting Specialist -
Confidential
4,498.89
4,723.83
4,960.02
5,208.02
5,468.42
Administrative Assistant -
Confidential
4,080.63
4,284.66
4,498.89
4,723.83
4,960.02
Administrative Services Director
9,250.94
9,713.49
10,199.16
10,709.12
11,244.58
City Manager
12,025.38
12,626.65
13,257.98
13,920.88
14,616.92
Community Development
Director
9,250.94
9,713.49
10,199.16
10,709.12
11,244.58
Deputy Administrative Services
Director
7,248.35
7,610.77
7,991.31
8,390.88
8,810.42
Deputy City Manager
7,248.35
7,610.77
7,991.31
8,390.88
8,810.42
Deputy Community Development
Director
7,610.77
7,991.31
8,390.88
8,810.42
9,250.94
Deputy Community Development
Director / Building Official /
Economic
Development Director
8,600.67
9,030.70
9,482.24
9,956.35
10,454.17
Deputy Public Works Director
7,248.35
7,610.77
7,991.31
8,390.88
8,810.42
Finance Technician - Confidential
4,080.63
4,284.66
4,498.89
4,723.83
4,960.02
Fire Chief
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ATTACHMENT: 4
10,443.55 10,965.73 11,514.02 12,089.72 12,694.21
Information Technology Manager
6,488.65
6,813.08
7,153.73
7,511.42
7,886.99
Management Analyst I-
Confidential
4,498.89
4,723.83
4,960.02
5,208.02
5,468.42
Personnel Specialist- Confidential
4,498.89
4,723.83
4,960.02
5,208.02
5,468.42
Police Chief
10,443.55
10,965.73
11,514.02
12,089.72
12,694.21
Police Commander
8,182.80
8,591.94
9,021.54
9,472.62
9,946.25
Public Works Director
9,250.94
9,713.49
10,199.16
10,709.12
11,244.58
Zoo Director
6,417.95
6,738.85
7,075.79
7,429.58
7,801.06
CLASSIFICATION STEP A STEP B STEP C STEP D STEP E
Accounting Specialist- Confidential 4,656.35$ 4,889.17$ 5,133.63$ 5,390.31$ 5,659.83$
Administrative Assistant- Confidential 4,223.45$ 4,434.62$ 4,656.35$ 4,889.17$ 5,133.63$
Administrative Services Director 9,574.73$ 10,053.47$ 10,556.14$ 11,083.95$ 11,638.15$
City Manager 12,446.27$ 13,068.58$ 13,722.01$ 14,408.11$ 15,128.52$
Community Development Director 9,574.73$ 10,053.47$ 10,556.14$ 11,083.95$ 11,638.15$
Deputy Administrative Services Director 7,502.05$ 7,877.15$ 8,271.01$ 8,684.56$ 9,118.79$
Deputy City Manager 7,502.05$ 7,877.15$ 8,271.01$ 8,684.56$ 9,118.79$
Deputy Community Development Director 7,877.15$ 8,271.01$ 8,684.56$ 9,118.79$ 9,574.73$
Deputy Community Development
Director / Building Official / Economic
Development Director 8,901.70$ 9,346.79$ 9,814.13$ 10,304.84$ 10,820.08$
Deputy Public Works Director 7,502.05$ 7,877.15$ 8,271.01$ 8,684.56$ 9,118.79$
Finance Technician- Confidential 4,223.45$ 4,434.62$ 4,656.35$ 4,889.17$ 5,133.63$
Fire Chief 10,809.07$ 11,349.52$ 11,917.00$ 12,512.85$ 13,138.49$
Information Technology Director 6,715.75$ 7,051.54$ 7,404.12$ 7,774.33$ 8,163.05$
Personnel Specialist- Confidential 4,656.35$ 4,889.17$ 5,133.63$ 5,390.31$ 5,659.83$
Police Chief 10,809.07$ 11,349.52$ 11,917.00$ 12,512.85$ 13,138.49$
Police Lieutenant 7,877.15$ 8,271.01$ 8,684.56$ 9,118.79$ 9,574.73$
Public Works Director 9,574.73$ 10,053.47$ 10,556.14$ 11,083.95$ 11,638.15$
Zoo Director 6,642.58$ 6,974.71$ 7,323.45$ 7,689.62$ 8,074.10$
MONTHLY SALARY
Effective July 1, 2018
Year 2- Effective July 1, 2019, all employees covered under this MOU shall receive a 2.5% (two
point five percent) salary increase. The following monthly salaries are effective July 1, 2019:
Page 65 of 96
ITEM NUMBER: A-2
DATE: 10/23/18
ATTACHMENT: 4
CLASSIFICATION STEP A STEP B STEP C STEP D STEP E
Accounting Specialist- Confidential 4,772.76$ 5,011.40$ 5,261.97$ 5,525.07$ 5,801.32$
Administrative Assistant- Confidential 4,329.04$ 4,545.49$ 4,772.76$ 5,011.40$ 5,261.97$
Administrative Services Director 9,814.08$ 10,304.78$ 10,820.02$ 11,361.02$ 11,929.07$
City Manager 12,757.43$ 13,395.30$ 14,065.07$ 14,768.32$ 15,506.74$
Community Development Director 9,814.08$ 10,304.78$ 10,820.02$ 11,361.02$ 11,929.07$
Deputy Administrative Services Director 7,689.59$ 8,074.07$ 8,477.77$ 8,901.66$ 9,346.74$
Deputy City Manager 7,689.59$ 8,074.07$ 8,477.77$ 8,901.66$ 9,346.74$
Deputy Community Development Director 8,074.07$ 8,477.77$ 8,901.66$ 9,346.74$ 9,814.08$
Deputy Community Development
Director / Building Official / Economic
Development Director 9,124.23$ 9,580.44$ 10,059.46$ 10,562.43$ 11,090.55$
Deputy Public Works Director 7,689.59$ 8,074.07$ 8,477.77$ 8,901.66$ 9,346.74$
Finance Technician- Confidential 4,329.04$ 4,545.49$ 4,772.76$ 5,011.40$ 5,261.97$
Fire Chief 11,079.30$ 11,633.27$ 12,214.93$ 12,825.68$ 13,466.96$
Information Technology Director 6,883.64$ 7,227.82$ 7,589.21$ 7,968.67$ 8,367.10$
Personnel Specialist- Confidential 4,772.76$ 5,011.40$ 5,261.97$ 5,525.07$ 5,801.32$
Police Chief 11,079.30$ 11,633.27$ 12,214.93$ 12,825.68$ 13,466.96$
Police Lieutenant 8,074.07$ 8,477.77$ 8,901.66$ 9,346.74$ 9,814.08$
Public Works Director 9,814.08$ 10,304.78$ 10,820.02$ 11,361.02$ 11,929.07$
Zoo Director 6,808.64$ 7,149.07$ 7,506.52$ 7,881.85$ 8,275.94$
MONTHLY SALARY
Effective July 1, 2019
One-Time Lump Sum Payment
Effective upon ratification, employees shall be provided a one-time payment only, lump sum
payment of $3,000. Such payment is non-performance based and is not reportable to CalPERS.
Only current employees who were employed prior to July1, 2017, in a position covered by this
MOU shall be eligible for the lump sum payment.
Work Period
The normal work period for non-exempt employees shall be seven (7) days with a maximum
non-overtime of forty (40) hours.
Overtime Rate
Overtime for non-exempt employees, 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 – ¼ hour
16 to 30 minutes, overtime compensation – ½ hour
31 to 45 minutes, overtime compensation – ¾ hour
46 to 60 minutes, overtime compensation – 1 hour
Overtime Hours Paid
Page 66 of 96
ITEM NUMBER: A-2
DATE: 10/23/18
ATTACHMENT: 4
Overtime for non-exempt employees shall be paid after forty (40) hours worked in a work
period. Paid time off shall be considered time worked for overtime purposes.
Schools/Training/Conferences
Hours traveling, studying, or evening classes, etc., when a non-exempt employee is attending an
out-of-town school shall be paid in accordance with all FLSA provisions.
Compensatory Time (CT)
Notwithstanding the provisions of this section, non-exempt employees may be granted CT for
overtime credit computed at time and one-half at the mutual convenience of the City and the
employee. Non-exempt employees may accumulate a maximum of one hundred and twenty
(120) hours in their CT account.
Scheduling Compensatory Time
Requests to use CT shall be granted with due regard for operational necessity such as staffing
levels.
Deferred Compensation
The City will match an eligible employee’s contribution to a deferred compensation program.
The match will be up to a maximum of $1,000 annually for executive management employees
and $500 annually for management employees. All deferred compensation contrib utions are
fully vested in the employee and shall not be available to the City.
Health Benefits
1. Effective January 1, 20187, for unit members who elect to have “Family” coverage, the
City shall pay an amount not to exceed $1,669.71$1,764.21 per month for employees
electing Family coverage. The City contribution shall go toward the cost of all medical,
dental, vision and life insurance benefit premiums for the unit member employee and
dependents. 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.
2. Effective January 1, 20187, for unit members who elect to have ‘Employee +1” coverage,
the City shall pay an amount not to exceed $1,229.99$1,303.32 per month for employees
electing Employee +1 coverage. The City contribution shall go toward the cost of all
medical, dental, vision and life insurance benefit premiums for the unit member
employee and dependent. 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.
Page 67 of 96
ITEM NUMBER: A-2
DATE: 10/23/18
ATTACHMENT: 4
3. Effective January 1, 20172018, for unit members who elect to have “Employee Only”
coverage, the City shall pay amount not to exceed $893.71$940.91 per month for
employees electing Employee Only coverage. The City contribution shall go 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 the
HMO plan costs.
For unit members who elect to have “Employee Only” coverage, 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 $246.76 per month.
4. The City of Atascadero has established a Post Retirement Health Benefit for Executive
Management and Council The City agrees to reimburse the retiree for retiree and/or
retiree’s dependent health (medical/dental/vision) insurance premiums, disabilit y
insurance, long-term health care or life insurance premiums in a method determined by
the Administrative Services Director following retirement.
The program parameters are:
The benefit is available upon retirement from PERS or other similar retirement
program after age 50; and
The employee must have served for 8 years with the City of Atascadero; and
For employees hired after July 1, 2016 the employee must begin drawing retirement
within 6 months of separating from the City of Atascadero; and
The benefit extends between the date of retirement and age 65; and
The current benefit is $200.00 monthly.
Life Insurance
The City shall provide a term life insurance policy on each employee (Executive Management,
Management, Confidential and Council) in the amount of Fifty-Thousand Dollars ($50,000).
The City shall provide a term life insurance policy for each eligible dependent of Executive
Management, Management and Confidential employees enrolled in health coverage in the
amount of One Thousand Dollars ($1,000) per dependent.
Long-Term Disability Insurance
The City shall provide a City-paid program to provide Long-Term Disability Insurance for
Executive Management and Management employees.
State Disability Insurance
Page 68 of 96
ITEM NUMBER: A-2
DATE: 10/23/18
ATTACHMENT: 4
The City provides State Disability Insurance as a payroll deduction for each employee in the
Confidental classification only. State Disability Insurance shall be integrated with sick leave
with the objective of providing full compensation.
Leave
Administrative Leave.
Executive Management Employees, and Management Employees will receive Administrative
Leave, which will vest as of July 1 annually. Except as provided below, Administrative Leave
will not be carried over or accrue from one fiscal year to the next. If an employee is unable to use
his/her Administrative Leave prior to the end of the fiscal year for work related reasons beyond
his/her control, said leave will be carried over into the next fiscal year for a period not to exceed
three (3) months. Said time will be available to the employee for use during that period, but will
not be accrued for the purpose of payoff in the event of termination. In the event an employee
covered by this Agreement is employed after January 1 of the fiscal year, the employee shall be
eligible for one half of their annual allotment of Administrative Leave. Employees shall receive
Administrative Leave at the following annual rates:
Executive Management shall receive 80 hours.
Management Employees shall receive 48 hours.
Vacation Leave.
a. Employees shall receive vacation leave consistent with the Personnel System Rules.
b. In addition to the vacation leave accrued as outlined in Section 15.2 B of the City of
Atascadero Personnel System Rules, employees shall receive:
An additional two days of vacation annually upon completing 15 yrs of service
for a total accrual of 22 days per year or 6.77 hours per pay period; and
Two more days of vacation annually upon completing 20 years of service for a
total accrual of 24 days per year or 7.385 per pay period.
Holidays
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
Presidents’ Day 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 Eve Day December 24
Christmas Day December 25
Page 69 of 96
ITEM NUMBER: A-2
DATE: 10/23/18
ATTACHMENT: 4
"Floating" Holiday Off As Scheduled; Accrues January 1
Each unit member employed by the City as of January 1st of each year shall be eligible for one
floating holiday (8 hours). 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.
Sick Leave.
1. Sick leave accumulates at a rate of 3.69 hours per pay period. There is no limit to the
accumulation.
2. Stay Well Bonus. 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:
a. The sick leave pay-off will occur during the twelve- (12) month 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 of sick leave.
b. 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).
c. Checks will be prepared by December 15 of each year.
3. Sick Leave Payback. When an executive management employee, a management employee
or confidential employee terminates employment in good standing, after five (5) years of
continuous service, he/she shall be paid one-half of his/her accumulated Sick Leave.
4. 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 or holidays.
Bereavement Leave
Employees shall be granted bereavement leave pursuant to the City of Atascadero Personnel
System Rules.
The City shall provide up to twenty-four (24) hours of paid bereavement leave for bereavement
purposes. Bereavement purposes include (1) the death of a member of the employee’s immediate
family, and (2) the critical illness of a member of the employee’s immediate family where death
appears to be imminent. The amount of bereavement leave provided under this section is twenty
four (24) hours per family member.
The employee may be required to submit proof of a relative's death or critical illness before final
approval of leave is granted.
For purposes of this section, “immediate family” means: spouse or domestic partner, parent
Page 70 of 96
ITEM NUMBER: A-2
DATE: 10/23/18
ATTACHMENT: 4
(including biological, foster, or adoptive parent, a stepparent, or a legal guardian), grandparent,
grandchild, child (including biological, foster, or adopted child, a stepchild, a legal ward, a child
of a domestic partner, or a child of a person standing in loco parentis), brother, sister, aunt, uncle,
son-in-law, daughter-in-law, mother-in-law, father-in-law, brother-in-law, sister-in-law or
significant other.
Twenty-four (24) hours of the paid absence shall be considered "bereavement leave", and any
remaining time shall be from other paid time off available to the employee.
When an employee has exhausted the bereavement leave provided in this section, the employee
may submit a request to his/her Department Head and request additional time off work. If
approved, the employee must use their other accrued paid leave. The employee may elect which
accrued paid leave he/she shall use during the additional leave. However, the employee may not
use more than forty (40) hours of accrued sick leave for bereavement purposes. If the additional
leave approved by the Department Head is longer than forty (40) hours, the employee is required
to use accrued paid leave other than sick leave.
Retirement
CalPERS Non-Sworn Miscellaneous Members (as defined by CalPERS)
a. Non-Sworn Miscellaneous Member employees (as defined by CalPERS) are provided
retirement benefits through the California Public Employees Retirement System
(CalPERS).
TIER 1
Non-sworn Miscellaneous Member employees hired on or before July 14, 2012 are
provided benefits pursuant to the 2.5% @ 55 Benefit Formula (Government Code Section
21354.4), Final Compensation 1 Year (G.C. Section 20042) and Unused Sick Leave
Credit (G.C. Section 20965). The City will pay 3.3% (three point three percent) of the
Non-sworn Miscellaneous Member employee contribution of 8% (eight percent). Non-
sworn Miscellaneous Member employees will pay the remaining 4.7% (four point seven
percent) of the employee contribution.
TIER 2
Non-sworn Miscellaneous Member employees hired between July 14, 2012 and
December 31, 2012, and Non-sworn Miscellaneous Member employees hired on or after
January 1, 2013 who meet the definition of a Classic Member under CalPERS, are
provided benefits pursuant to the 2% @ 55 Benefit Formula (G.C. Section 21354), Final
Compensation 3 Year (G.C. Section 20037) and Unused Sick Leave Credit (G.C. Section
20965). The City will pay 2.3% (two point three percent) of the Non-sworn
Miscellaneous Member employee contribution of 7% (seven percent). Non-sworn
Miscellaneous Member employees will pay the remaining 4.7% (four point seven
percent) of the employee contribution.
TIER 3
Pursuant to the California Public Employees’ Pension Reform Act of 2013 (PEPRA),
Non-sworn Miscellaneous Member employees hired on or after January 1, 2013 who
Page 71 of 96
ITEM NUMBER: A-2
DATE: 10/23/18
ATTACHMENT: 4
meet the definition of a CalPERS new member under PEPRA are provided benefits
pursuant to 2% @ 62 Benefit Formula (G.C. Section 7522.20) with Final Compensation 3
Year (G.C. Section 20037). The Non-sworn Miscellaneous Member employee will pay a
member contribution rate of 50% (fifty percent) of the expected normal cost rate.
b. The City shall provide CalPERS the Post Retirement Survivor benefit for Miscellaneous
Members.
c. Employee contributions shall be contributed to CalPERS on a pre-tax basis.
CalPERS Sworn Safety Members (as defined by CalPERS)
a. Sworn Safety Member employees (as defined by CalPERS) are provided retirement
benefits through the California Public Employees Retirement System (CalPERS).
TIER 1
Sworn Safety Member employees hired on or before July 14, 2012 are provided benefits
pursuant to the 3% @ 50 Benefit Formula (Government Code Section 21362.2), Final
Compensation 1 Year (G.C. Section 20042) and Unused Sick Leave Credit (G.C. Section
20965). The City will pay 0% (zero percent) of the Sworn Safety Member employee
contribution of 9% (nine percent). Sworn Safety Member employees will pay the
employee contribution of 9% (nine percent).
TIER 2
Sworn Safety Member employees hired between July 14, 2012 and December 31, 2012,
and Sworn Safety Member employees hired on or after January 1, 2013 who meet the
definition of a Classic Member under CalPERS, are provided benefits pursuant to the 3%
@ 55 Benefit Formula (G.C. Section 21363.1), Final Compensation 3 Year (G.C. Section
20037) and Unused Sick Leave Credit (G.C. Section 20965). The City will pay 0% (zero
percent) of the Sworn Safety Member employee contribution of 9% (nine percent).
Sworn Safet y Member employees will pay the employee contribution of 9% (nine
percent).
TIER 3
Pursuant to the California Public Employees’ Pension Reform Act of 2013 (PEPRA),
Sworn Safety Member employees including hired on or after January 1, 2013 who meet
the definition of a CalPERS new member under PEPRA are provided benefits pursuant to
the 2.7% @ 57 Benefit Formula (G.C. Section 7522.25(d)) with Final Compensation 3
Year (G.C. Section 20037). The Sworn Safety Member employee will pay a member
contribution rate of 50% (fifty percent) of the expected normal cost rate.
b. The CalPERS retirement for Sworn Safety Members (as defined by CalPERS) includes
Level Four (4) of the 1959 Survivor’s Benefit. The employees shall pay the monthly cost
of the benefit.
c. Employee contributions shall be contributed to CalPERS on a pre-tax basis.
Page 72 of 96
ITEM NUMBER: A-2
DATE: 10/23/18
ATTACHMENT: 4
Education Incentive Pay
Employees shall be reimbursed up to $1,600.00 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.
Uniform/Safety Equipment Allowance
a. The City shall provide an annual uniform allowance of eight hundred dollars ($800) for
Police Chief and Commanders, and eight hundred fifty dollars ($850) for the Fire Chief.
Upon initial hire the employee will receive $800/$850. In the second year the amount will be
prorated based upon the actual number of months employed in the prior year. When an
employee separates from the City the Uniform Allowance will be prorated based upon the
number of months worked in the then current fiscal year.
b. The City will make a lump sum payment of the uniform allowance no later than the second
payday in July.
c. Uniforms damaged on duty shall be replaced as prorated by the Police Chief. Employees are
required to seek reimbursement through the courts with all practical diligence.
d. The City shall make available a bulletproof vest. Employees requesting a vest shall certify
that they will wear the vest at all times, except in extreme climatic conditions. Vests shall be
replaced or refurbished on an as needed basis as determined by the Chief of Police.
Employees already owning a vest shall continue to use them until repair or refurbishment
becomes necessary, as determined by the Chief of Police.
e. Rain boots - The City shall comply with the requirements of CAL/OSHA as it relates to
providing rain gear including rain boots.
Commitment to Fair and Reasonable Changes to the CalPERS System
The interests of the City and the employees whose positions are covered under this resolution are
generally aligned: both seek fair and reasonable changes to the CalPERS system to ensure long-
term sustainability of the system. Needed State-level changes acceptable to both executive
management and City labor groups are most likely to be initiated by CalPERS member agencies
and labor, working collaboratively.
City and the employees covered under this resolution hereby jointly commit to:
Request state-level membership organizations (e.g., the League of California Cities, state-
wide labor affiliates) to alert and engage members, to make this issue a priority, and
encourage committing to a set of collaborative solutions;
Encourage, educate, and engage peers (e.g., other cities, other labor groups) to make this
issue a priority and to lend their voice to our request to state-level membership
organizations;
Jointly analyze options with an open mind as to potential solutions; and
Page 73 of 96
ITEM NUMBER: A-2
DATE: 10/23/18
ATTACHMENT: 4
Other potential collaborative efforts as they arise.
PASSED AND ADOPTED at a regular meeting of the City Council held on the 23rd day
of October, 2018.
On motion by Council Member ______________ and seconded by Council Member
_________________, the foregoing Resolution is hereby adopted in its entirety on the following
roll call vote:
AYES:
NOES:
ABSENT:
ADOPTED:
CITY OF ATASCADERO
______________________________
Tom O’Malley, Mayor
ATTEST:
______________________________
Lara K. Christensen, City Clerk
APPROVED AS TO FORM:
______________________________
Brian A. Pierik, City Attorney
Page 74 of 96
CLASSIFICATION STEP A STEP B STEP C STEP D STEP E
Account Clerk I 2,994.27$ 3,143.98$ 3,301.18$ 3,466.24$ 3,639.55$
Account Clerk II 3,301.18$ 3,466.24$ 3,639.55$ 3,821.53$ 4,012.61$
Accounting Specialist- Confidential 4,656.35$ 4,889.17$ 5,133.63$ 5,390.31$ 5,659.83$
Administrative Assistant 4,112.94$ 4,318.59$ 4,534.52$ 4,761.25$ 4,999.31$
Administrative Assistant- Confidential 4,223.45$ 4,434.62$ 4,656.35$ 4,889.17$ 5,133.63$
Administrative Services Director 9,574.73$ 10,053.47$ 10,556.14$ 11,083.95$ 11,638.15$
Administrative Support Assistant 3,466.24$ 3,639.55$ 3,821.53$ 4,012.61$ 4,213.24$
Assistant Planner 4,534.52$ 4,761.25$ 4,999.31$ 5,249.28$ 5,511.74$
Associate Civil Engineer/Storm Water Manager 6,239.94$ 6,551.94$ 6,879.54$ 7,223.52$ 7,584.70$
Associate Planner 5,249.28$ 5,511.74$ 5,787.33$ 6,076.70$ 6,380.54$
Building Inspector I 4,318.59$ 4,534.52$ 4,761.25$ 4,999.31$ 5,249.28$
Building Inspector II 4,761.25$ 4,999.31$ 5,249.28$ 5,511.74$ 5,787.33$
Building Maintenance Specialist 3,466.24$ 3,639.55$ 3,821.53$ 4,012.61$ 4,213.24$
Capital Projects Manager 5,390.30$ 5,659.82$ 5,942.81$ 6,239.95$ 6,551.95$
City Manager 12,446.27$ 13,068.58$ 13,722.01$ 14,408.11$ 15,128.52$
Code Enforcement Officer 4,293.81$ 4,508.50$ 4,733.93$ 4,970.63$ 5,219.16$
Community Development Director 9,574.73$ 10,053.47$ 10,556.14$ 11,083.95$ 11,638.15$
Community Services Officer 3,204.11$ 3,364.32$ 3,532.54$ 3,709.17$ 3,894.63$
Deputy Administrative Services Director 7,502.05$ 7,877.15$ 8,271.01$ 8,684.56$ 9,118.79$
Deputy City Manager 7,502.05$ 7,877.15$ 8,271.01$ 8,684.56$ 9,118.79$
Deputy Community Development Director 7,877.15$ 8,271.01$ 8,684.56$ 9,118.79$ 9,574.73$
Deputy Community Development
Director / Building Official / Economic
Development Director 8,901.70$ 9,346.79$ 9,814.13$ 10,304.84$ 10,820.08$
Deputy Public Works Director 7,502.05$ 7,877.15$ 8,271.01$ 8,684.56$ 9,118.79$
Finance Technician 4,112.94$ 4,318.59$ 4,534.52$ 4,761.25$ 4,999.31$
Finance Technician- Confidential 4,223.45$ 4,434.62$ 4,656.35$ 4,889.17$ 5,133.63$
Fire Captain 6,755.07$ 7,092.82$ 7,447.46$ 7,819.83$ 8,210.82$
Fire Captain/ Haz Mat Specialist 6,890.17$ 7,234.68$ 7,596.41$ 7,976.23$ 8,375.04$
Fire Captain/Paramedic 7,430.58$ 7,802.11$ 8,192.22$ 8,601.83$ 9,031.92$
Fire Captain/Paramedic/HazMat Spec.7,565.68$ 7,943.96$ 8,341.16$ 8,758.22$ 9,196.13$
Fire Chief 10,809.07$ 11,349.52$ 11,917.00$ 12,512.85$ 13,138.49$
Fire Engineer 5,692.97$ 5,977.62$ 6,276.50$ 6,590.33$ 6,919.85$
Fire Engineer/ Haz Mat Specialist 5,806.83$ 6,097.17$ 6,402.03$ 6,722.13$ 7,058.24$
Fire Engineer/OIC 5,806.83$ 6,097.17$ 6,402.03$ 6,722.13$ 7,058.24$
Fire Engineer/OIC/Haz Mat Specialist 5,922.97$ 6,219.12$ 6,530.08$ 6,856.58$ 7,199.41$
Fire Engineer/OIC/Paramedic 6,387.52$ 6,706.90$ 7,042.25$ 7,394.36$ 7,764.08$
Fire Engineer/OIC/Paramedic/HazMat Spec.6,503.65$ 6,828.83$ 7,170.27$ 7,528.78$ 7,905.22$
Fire Engineer/Paramedic 6,262.27$ 6,575.38$ 6,904.15$ 7,249.36$ 7,611.83$
Fire Engineer/Paramedic/HazMat Spec.6,376.13$ 6,694.94$ 7,029.69$ 7,381.17$ 7,750.23$
Fire Marshal 6,755.07$ 7,092.82$ 7,447.46$ 7,819.83$ 8,210.82$
Fire Marshal / Haz Mat Specialist 6,890.17$ 7,234.68$ 7,596.41$ 7,976.23$ 8,375.04$
Firefighter 5,292.78$ 5,557.42$ 5,835.29$ 6,127.05$ 6,433.40$
Firefighter/ Haz Mat Specialist 5,398.64$ 5,668.57$ 5,952.00$ 6,249.60$ 6,562.08$
Firefighter/FEO 5,398.64$ 5,668.57$ 5,952.00$ 6,249.60$ 6,562.08$
Firefighter/FEO/Haz Mat Specialist 5,506.61$ 5,781.94$ 6,071.04$ 6,374.59$ 6,693.32$
Firefighter/FEO/Paramedic 5,938.50$ 6,235.43$ 6,547.20$ 6,874.56$ 7,218.29$
MONTHLY SALARY
Effective July 1, 2018
Page 1 of 3Page 75 of 96
CLASSIFICATION STEP A STEP B STEP C STEP D STEP E
MONTHLY SALARY
Effective July 1, 2018
Firefighter/FEO/Paramedic/HazMat Spec.6,046.47$ 6,348.79$ 6,666.23$ 6,999.54$ 7,349.52$
Firefighter/Paramedic 5,822.06$ 6,113.16$ 6,418.82$ 6,739.76$ 7,076.75$
Firefighter/Paramedic/HazMat Spec.5,927.91$ 6,224.31$ 6,535.53$ 6,862.31$ 7,205.43$
Information Technology Director 6,715.75$ 7,051.54$ 7,404.12$ 7,774.33$ 8,163.05$
Inspector 4,318.59$ 4,534.52$ 4,761.25$ 4,999.31$ 5,249.28$
Lead Zookeeper 3,821.53$ 4,012.61$ 4,213.24$ 4,423.90$ 4,645.10$
Maintenance Worker I 3,069.13$ 3,222.59$ 3,383.72$ 3,552.91$ 3,730.56$
Maintenance Worker II 3,466.24$ 3,639.55$ 3,821.53$ 4,012.61$ 4,213.24$
Office Assistant I 2,851.69$ 2,994.27$ 3,143.98$ 3,301.18$ 3,466.24$
Office Assistant III 3,301.18$ 3,466.24$ 3,639.55$ 3,821.53$ 4,012.61$
Personnel Specialist- Confidential 4,656.35$ 4,889.17$ 5,133.63$ 5,390.31$ 5,659.83$
Police Chief 10,809.07$ 11,349.52$ 11,917.00$ 12,512.85$ 13,138.49$
Police Corporal 5,951.54$ 6,249.11$ 6,561.57$ 6,889.65$ 7,234.13$
Police Corporal - Intermediate POST 6,100.32$ 6,405.34$ 6,725.61$ 7,061.89$ 7,414.98$
Police Corporal- Advanced POST 6,249.11$ 6,561.57$ 6,889.65$ 7,234.13$ 7,595.84$
Police Lieutenant 7,877.15$ 8,271.01$ 8,684.56$ 9,118.79$ 9,574.73$
Police Officer 5,398.22$ 5,668.13$ 5,951.54$ 6,249.12$ 6,561.58$
Police Officer - Advanced POST 5,668.13$ 5,951.54$ 6,249.12$ 6,561.58$ 6,889.66$
Police Officer - Intermediate POST 5,533.18$ 5,809.84$ 6,100.33$ 6,405.35$ 6,725.62$
Police Officer Recruit 4,189.07$ -$ -$ -$ -$
Police Records Technician 3,532.53$ 3,709.16$ 3,894.62$ 4,089.35$ 4,293.82$
Police Sergeant 6,725.59$ 7,061.87$ 7,414.96$ 7,785.71$ 8,175.00$
Police Sergeant - Advanced POST 6,893.73$ 7,238.42$ 7,600.34$ 7,980.36$ 8,379.38$
Police Sergeant - Supervisory POST 7,061.87$ 7,414.96$ 7,785.71$ 8,175.00$ 8,583.75$
Property Evidence Specialist 4,618.45$ 4,849.37$ 5,091.84$ 5,346.43$ 5,613.75$
Property Evidence Specialist - EMD 4,668.45$ 4,901.87$ 5,146.96$ 5,404.31$ 5,674.53$
Property Evidence Specialist
- EMD with Longevity 4,899.37$ 5,144.34$ 5,401.56$ 5,671.64$ 5,955.22$
Property Evidence Specialist
w/Longevity 4,849.37$ 5,091.84$ 5,346.43$ 5,613.75$ 5,894.44$
Public Works Director 9,574.73$ 10,053.47$ 10,556.14$ 11,083.95$ 11,638.15$
Public Works Inspector 4,534.52$ 4,761.25$ 4,999.31$ 5,249.28$ 5,511.74$
Public Works Operations Manager 5,801.32$ 6,091.39$ 6,395.96$ 6,715.76$ 7,051.55$
Recreation Coordinator 3,917.09$ 4,112.94$ 4,318.59$ 4,534.52$ 4,761.25$
Recreation Supervisor 4,772.76$ 5,011.40$ 5,261.97$ 5,525.07$ 5,801.32$
Senior Building Maintenance Specialist 3,917.09$ 4,112.94$ 4,318.59$ 4,534.52$ 4,761.25$
Senior Maintenance Worker 3,917.09$ 4,112.94$ 4,318.59$ 4,534.52$ 4,761.25$
Senior Property Evidence Specialist 5,346.43$ 5,613.75$ 5,894.44$ 6,189.16$ 6,498.62$
Senior Property Evidence Specialist - EMD 5,396.43$ 5,666.25$ 5,949.56$ 6,247.04$ 6,559.39$
Senior Property Evidence Specialist
- EMD with Longevity 5,663.75$ 5,946.94$ 6,244.29$ 6,556.50$ 6,884.33$
Senior Property Evidence Specialist
w/Longevity 5,613.75$ 5,894.44$ 6,189.16$ 6,498.62$ 6,823.55$
Senior Technical Support Specialist 4,534.52$ 4,761.25$ 4,999.31$ 5,249.28$ 5,511.74$
Support Services Lead Technician 4,508.50$ 4,733.93$ 4,970.63$ 5,219.16$ 5,480.12$
Support Services Lead Technician
w/ Longevity 4,733.93$ 4,970.63$ 5,219.16$ 5,480.12$ 5,754.13$
Page 2 of 3Page 76 of 96
CLASSIFICATION STEP A STEP B STEP C STEP D STEP E
MONTHLY SALARY
Effective July 1, 2018
Support Services Lead Technician
- EMD 4,558.50$ 4,786.43$ 5,025.75$ 5,277.04$ 5,540.89$
Support Services Lead Technician
- EMD with Longevity 4,783.93$ 5,023.13$ 5,274.29$ 5,538.00$ 5,814.90$
Support Services Supervisor 5,613.75$ 5,894.44$ 6,189.16$ 6,498.62$ 6,823.55$
Support Services Supervisor - EMD 5,663.75$ 5,946.94$ 6,244.29$ 6,556.50$ 6,884.33$
Support Services Supervisor - EMD
with Longevity 5,944.44$ 6,241.66$ 6,553.74$ 6,881.43$ 7,225.50$
Support Services Supervisor w/Longevity 5,894.44$ 6,189.16$ 6,498.62$ 6,823.55$ 7,164.73$
Support Services Technician 4,189.07$ 4,398.52$ 4,618.45$ 4,849.37$ 5,091.84$
Support Services Technician - EMD 4,239.07$ 4,451.02$ 4,673.57$ 4,907.25$ 5,152.61$
Support Services Technician - EMD
with Longevity 4,448.52$ 4,670.95$ 4,904.50$ 5,149.73$ 5,407.22$
Support Services Technician w/Longevity 4,398.52$ 4,618.45$ 4,849.37$ 5,091.84$ 5,346.43$
Systems Administrator III 5,787.33$ 6,076.70$ 6,380.54$ 6,699.57$ 7,034.55$
WWTP Operator I 3,730.56$ 3,917.09$ 4,112.94$ 4,318.59$ 4,534.52$
WWTP Operator II 4,112.94$ 4,318.59$ 4,534.52$ 4,761.25$ 4,999.31$
WWTP Operator III 4,534.52$ 4,761.25$ 4,999.31$ 5,249.28$ 5,511.74$
WWTP Operator in Training 3,301.18$ 3,466.24$ 3,639.55$ 3,821.53$ 4,012.61$
Zoo Director 6,642.58$ 6,974.71$ 7,323.45$ 7,689.62$ 8,074.10$
Zoo Education Curator 3,143.98$ 3,301.18$ 3,466.24$ 3,639.55$ 3,821.53$
Zookeeper I 3,069.13$ 3,222.59$ 3,383.72$ 3,552.91$ 3,730.56$
Zookeeper II 3,466.24$ 3,639.55$ 3,821.53$ 4,012.61$ 4,213.24$
Page 3 of 3Page 77 of 96
ITEM NUMBER: C-1
DATE: 10/23/18
Atascadero City Council
Staff Report - Public Works Department
Procurement for Joy Playground Equipment at Colony Park
RECOMMENDATIONS:
Council:
1. Award a contract for $536,709.54 to PlayCore Wisconsin, Inc. (dba GameTime)
to furnish and install playground equipment and rubberized surfacing for the Joy
Playground project at Colony Park (City Project No. C2016P01).
2. Authorize the City Manager to execute a contract for $565,061 with PlayCore
Wisconsin, Inc. (dba GameTime) to furnish and install playground equipment and
rubberized surfacing for the Joy Playground project at Colony Park.
3. Authorize the Director of Public Works to file a Notice of Completion with the
County Recorder upon satisfactory completion of the project.
DISCUSSION:
Background:
In May 2013, a group of local residents spoke at a City Council meeting during public
comment regarding the need for an all-inclusive playground for special needs children,
which takes into account the needs of children with varying capabilities including those
with physical or sensory limitations. The Council directed staff to meet with the
residents and explore options for a public/private partnership to develop the playground.
Shortly thereafter, the City began its partnership with the “Parents for Joy” group with
the goal of constructing an all-inclusive playground.
Staff met several times with Parents for Joy in 2013 to review options to develop a
playground suitable for all children including those with special needs. As a result of
this collaboration, Colony Park was identified as the ideal location for development of
this type of recreational facility. The 2005 Colony Park Master Plan was amended by
City Council in February 2014 to allow the future playground to be sited in an open area
just east of the Community Center building.
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ITEM NUMBER: C-1
DATE: 10/23/18
Parents for Joy initially identified three playground manufacturers that provided
conceptual designs for the proposed playground. Of the conceptual design schemes
submitted, the proposal submitted by GameTime was selected based on a set criteria.
Staff and Parents for Joy worked with GameTime to select play features that take
special needs into account, while at the same time allowing them to play alongside
children without disabilities. The conceptual plans were reviewed by the Parks and
Recreation Commission in July 2014, and the City Council reviewed and approved the
design for the all-inclusive playground design in October 2014. The City Council
authorized naming the planned all-inclusive playground as “Joy Playground” in April
2015.
The City applied for a Housing Related Parks (HRP) grant in February 2017 and
identified the Joy Playground and Lake Park improvements as projects t o be funded.
Unfortunately, the City was awarded a “pro-rata” share of the total available HRP grant,
much less than expected due to a high number of applications received in the last year
of the HRP grant cycle. In order to reach the original amount of $505,000 identified for
the Joy Playground in the HRP grant application, t he City Council approved using
$505,000 in Parkland Facilities Fees toward the Joy Playground in November 2017.
Analysis:
Since approval of the Joy Playground design concept at Colony Park, Parents for Joy
has been actively fundraising and working with local vendors and contractors to donate
work and supplies toward the project, including a contractor mixer in September 2017.
The City’s commitment of $505,000 toward the project brought the proje ct closer to
being fully funded. A groundbreaking ceremony for Joy Playground was held on
May 1, 2018 and site work began shortly thereafter.
In general, Parents for Joy fundraising monies and in-kind pledges will be used toward
site work construction and a portion of the Playground Equipment costs. , City Parkland
Facilities Fees in the amount of $505,000 will be used toward the remaining costs to
furnish and install playground equipment and poured-in-place rubberized surfacing.
GameTime has provided a quote to furnish and install playground equipment and
poured-in-place rubberized surfacing comprised of the following:
Furnish Playground Equipment: $ 309,136.54
Install Playground Equipment: $ 95,714.00
Construct Poured-in-Place Rubberized Surfacing: $ 131,859.00
Total: $ 536,709.54
In order to simplify administration, the City will be contracting with GameTime for the
entire of $536,710. Parents for Joy will be issuing a check to the City for their portion of
the playground equipment (the amount over $505,000) prior to the City issuing a
purchase order to GameTime.
GameTime is contracted to furnish and install playground equipment wit h the US
Communities Cooperative Purchasing Venture. In accordance with the purchasing
policy, the formal bid process may be bypassed when there are other governmental
contracts that were competitively bid. US Communities Cooperative Purchasing
Venture qualifies under this exemption. City staff has been working with GameTime’s
Page 79 of 96
ITEM NUMBER: C-1
DATE: 10/23/18
exclusive regional distributor, Great Western Recreation, who will act as project
manager for the remainder of the project.
FISCAL IMPACT:
Approval of this item will result in budged expenditures of $505,000 in Parkland
Facilities Fees. Parents for Joy will provide a check to the City for approximately
$31,709.54 to cover the shortfall difference between the City’s funding and the total
GameTime contract amount of $536,709.54
ALTERNATIVES:
None.
ATTACHMENTS:
None.
Page 80 of 96
ITEM NUMBER: C-2
DATE: 10/23/18
Atascadero City Council
Staff Report - Community Development Department
Del Rio Road Commercial Area Specific Plan – Potential Land Uses
RECOMMENDATION:
Council receive informational report on land use trends and potential land uses for the
Del Rio Specific Plan Area and provide input on potential additional scenarios to be
analyzed.
DISCUSSION:
This is part one of a three part discussion on the future of the Del Rio Specific Plan.
1. Part one includes a discussion of the changing land use trends and the
cancellation of the Walmart project.
2. Part two will discuss the results of traffic analysis based on assumed
development in and around the Del Rio/El Camino corridor
3. Part three will recommend amendments to the Del Rio Specific Plan to facilitate
future development of commercial properties.
Background:
The Del Rio Road Commercial Area Specific Plan was approved by the City Council in
June 2012. The Specific Plan consisted of two components. The first portion is a large
retail site on the southeast corner of Del Rio Road / El Camino Real known as the
“Walmart site”. The Walmart site is a total of 26 acres and contains space for a large
retail use, 2 smaller commercial pads and a multi-family residential site. The 2nd
component is known as the “Annex site” and includes approximately 10 acres at the
north east corner of Del Rio Road and El Camino Real and roughly three acres on the
west side of El Camino Real between Highway 101 and El Camino Real (Attachment 1).
Over the past 10 years, the retail environment has drastically changed. The demand for
large retail pads is in decline and stores such as Walmart, Sears, K-Mart and others are
closing their doors. Walmart announced their plan to cancel the Atascadero project
early this year. Their plans remain unchanged and now the property is listed for sale.
Sears also announced bankruptcy last week and additional stores such as Orchard
Supply Hardware, Macy’s, Penney’s and others have already closed. Much of this is
due to a reorganization from impacts related to internet sales. People are no longer
flocking to large discount retailers. Instead they are choosing to shop online or only visit
stores for the shopping “experience”.
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ITEM NUMBER: C-2
DATE: 10/23/18
Instead of large retail development, the City is experiencing demand for lodging,
restaurants, entertainment, and business park development. A 120 room Hilton hotel is
currently being built in a location that was once envisioned for retail on the Annex
portion of the Del Rio Specific Plan. The City has also received applications to develop
additional restaurants, a fuel station, and other lodging facilities in and around the Del
Rio area.
Like all non-City owned property, the owner of the property has the ultimate authority to
decide what to do with their property. It is up to Walmart Corporate to choose whether
to build or not build, and whether to sell or not sell their property. It is not uncommon for
large retailers to purchase and hold onto large tracts of land, but not build a store, in
effect keeping competitors out of the market. Walmart has indicated that they will be
selling the land and Walmart representatives have told the City that the property is
currently on the market.
Although the Walmart site is approved to be developed with large retail, Walmart is
likely to sell the site with deed restrictions that will prohibit other large retailers from
locating there. They have made similar restrictions on other properties that were
recently sold. These deed restrictions limit the size and scope of retail that can locate on
the site, preventing competition within Walmart’s market area. A sample Walmart deed
restriction is included as Attachment 2. It’s likely that any deed restriction would prohibit
a grocery store, supermarket, pharmacy, or any similar store that exceeds 12,000
square feet in size. Any deed restriction would also likely prohibit department stores that
exceed 75,000 square feet in size. Regardless of the deed restriction, the site
topography of the Walmart site, combined with regional and national demand for this
model, suggest it is probable that we will see a different type of development on the site
such as a business park or something for lodging/entertainment uses.
Moving Forward:
What does the likelihood of a big box store diminishing mean for the Del Rio Plan ? It
means there is a need to look at what infrastructure will be needed to serve likely land
uses. The traffic analysis for Del Rio was based upon retail development. This meant
that the greatest amount of vehicle trips were expected to be on Saturdays and during
regular peak shopping hours. The Walmart store generated the lion’s share of traffic
and triggered the need for a roundabout at El Camino Real and Del Rio Road , while
prohibiting any other development in the Specific Plan until such a time that
roundabouts were constructed on each end of the Del Rio overpass. This was required
to ensure that vehicle traffic would not back up on Del Rio Road between Highway 101
on/off ramps and El Camino Real. It was also required to ensure that vehicle queuing
would not back up on High way 101 off-ramps leading to Del Rio Road .
Lodging uses, restaurants, and business park uses have very different traffic demands
that don’t peak at the same time as large retail. Assuming the Del Rio area develops
with the current trends in land uses, the City may not need to construct a series of
roundabouts to alleviate traffic impacts. It is important to look at the impacts anticipated
land uses patterns will have on the area.
In order to evaluate the changing conditions, while looking at nearby cumulative
development, the City has hired W -Trans to complete a traffic analysis of the Del Rio
area. The analysis will be based on an assumed set of existing and future land use for
Page 82 of 96
ITEM NUMBER: C-2
DATE: 10/23/18
properties that are both within and outside of the Specific Plan area. The land use
assumptions are based upon applications that are currently in process or expected to
be in process in the coming months.
Anticipated Land Uses for Del Rio:
Several factors suggest a changing land use pattern for the Del Rio area. In addition to
the regional market changes, area property owners are beginning to submit projects
and discuss options for development in the Del Rio area. All of the current proposals
and discussions include visitor serving and job creating uses instead of large retail. On
the Annex portion of the Specific Plan, the owner is contemplating a business park or
light industrial tenant. Other properties are exploring opportunities for lodging,
restaurants and entertainment uses. The following projects are currently being planned
for the Specific Plan and the vicinity:
120 room Hilton Home2 Suites hotel currently under construction (inside Specific
Plan)
Two restaurant pads at the corner of Del Rio Road and El Camino Real
A fuel station, deli, car wash and convenience store (use permit submitted)
A motel/RV lodging facility west of Highway 101 at Del Rio (use permit submitted)
New property owners are in escrow on a 10 acre site west of 101 on the north
side of Del Rio Road - they plan to re-zone to commercial to allow for visitor
serving uses
Given the current land use trends for the area, staff created a series of hypothetical land
use scenarios for the Specific Plan and the properties that surround it. The land use
scenarios will be utilized to create hypothetical traffic impact scenarios to help
determine when the City might need to install traffic improvements at the Del Rio
overpass. The “church” property on the west side of Highway 101 that is currently in
escrow was also included in the land use scenarios as this property could be included in
a future amendment to the Del Rio Specific Plan. The land use scenarios range from a
mixture of light industrial uses, mixed-use, retail, grocery stores, and lodging uses to
restaurants and other service related uses. The City hired W -trans traffic consultants to
begin an analysis of each of the land use scenarios and their associated traffic impacts
to both the overpass and the on/off ramps at Del Rio Road. The ana lysis will also look
at traffic flow between Highway 101 and El Camino Real.
The original Del Rio Specific Plan assumed 260,460 square feet of retail uses,
35 apartment units and six single family homes. The new hotel that is under
construction has already eliminated approximately 20,000 square feet of assumed retail.
The elimination of the Walmart project would remove approximately 130,000 square
feet of retail. We believe that without a large retail anchor, other retailers are less likely
to be attracted to the vicinity. While we don’t know what the future holds, it is important
to understand the effects of different and likely development scenarios. As such, staff
has come up with seven different land use scenarios ranging from a possible
low-intensity use scenario to likely high-intensity use scenario. The seven scenarios to
be analyzed are included as Attachment 3.
Page 83 of 96
ITEM NUMBER: C-2
DATE: 10/23/18
Next Steps:
Staff is currently working with W -Trans on the completion of a draft traffic analysis. The
draft traffic analysis is expected to be presented at the November 27, 2018 City Council
meeting. The analysis will discuss potential development of the Del Rio area and
potential traffic impacts. A set of pros and cons, on whether or not to stay the course
with the planned overpass, will be discussed to help the Council determine the best
path moving forward.
Following the November 28th discussion and City Council/Public input, the scope of
necessary amendments to the Del Rio Specific Plan will be determined. Staff will return
at a later date with amendments to th e Specific Plan to allow development of the
specific plan area to continue.
Summary:
The economic world is changing at a rapid pace and decisions made by Walmart, along
with other activity taking place near Del Rio and 101 are anticipated to change the land
use patterns in the area. As land use patterns change, it is important to anticipate the
infrastructure needed to serve the expected land use and to make sure that precious
City resources are always being spent at their highest and best use. It is also important
to remove the obstacles to economic development and support current development
trends when it can be demonstrated that the anticipated development is not likely to
create a significant impact.
FISCAL IMPACT:
None. This is an informational report only.
ALTERNATIVES:
1. The Council may make modifications to anticipated land use assumptions for the
Del Rio Specific Plan and its surrounding planning area.
2. The Council may determine that more information is needed before the City
proceeds with completion of a draft traffic analysis. If more information is
needed, the Council should clearly state the type of information that is required.
ATTACHMENTS:
1. Del Rio Specific Plan
2. Typical Walmart deed restriction
3. Assumed land use scenarios
Page 84 of 96
Del Rio Specific Plan Page 85 of 96
ITEM NUMBER: C-2
DATE:
ATTACHMENT:
10/23/18
2
WALMART DEED RESTRICTION SAMPLE
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ITEM NUMBER: C-2
DATE:
ATTACHMENT:
10/23/18
2
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ITEM NUMBER: C-2
DATE:
ATTACHMENT:
10/23/18
2
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ITEM NUMBER: C-2
DATE:
ATTACHMENT:
10/23/18
2
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ITEM NUMBER: C-2
DATE:
ATTACHMENT:
10/23/18
3
DEL RIO SPECIFIC PLAN
ASSUMED LAND USE SCENARIOS AND ESTIMATED VEHICLE TRIPS
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ITEM NUMBER: C-2
DATE:
ATTACHMENT:
10/23/18
3
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DATE:
ATTACHMENT:
10/23/18
3
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DATE:
ATTACHMENT:
10/23/18
3
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DATE:
ATTACHMENT:
10/23/18
3
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ITEM NUMBER: C-2
DATE:
ATTACHMENT:
10/23/18
3
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ITEM NUMBER: C-2
DATE:
ATTACHMENT:
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3
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