HomeMy WebLinkAbout2018-015 MOU MidManagementMEMORANDUM OF UNDERSTANDING
BETWEEN THE
MID MANAGEMENT/PROFESSIONAL
EMPLOYEES
AND
CITY OF ATASCADERO
July 1, 2018 through June 30, 2020
Mid-Management/Professional Employees MOU 2018-2020 Page 1
ARTICLE I - GENERAL PROVISIONS
SECTION 1.1 PREAMBLE
This Memorandum of Understanding is made and entered into between the City of Atascadero,
hereinafter referred to as the "City" and the 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
• Capital Projects Manager
• Public Works Operations Manager
• Recreation Supervisor
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.
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.
Mid-ManagemenUProfessional Employees MOU 2018-2020 Page 2
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 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
Association reserves its rights to take any lawful action deemed necessary.
Mid-Management/Professional Employees MOU 2018-2020 Page 3
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,
2018:
MONTHLY SALARY
Effective July 1, 2018
I CLASSIFICATION I STEP A I STEP B I STEP C I STEP D I STEP E I
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
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:
MONTHLY SALARY
Effective July 1, 2019
CLASSIFICATION STEP A I STEP B I STEP C I STEP D I 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
SECTION 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.
Mid-Management/Professional Employees MOU 2018-2020 Page 4
SECTION 2.3 RETIREMENT
a. Employees are provided retirement benefits through the California Public Employees
Retirement System (Ca1PERS).
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
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 2.4 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:
Mid-Management/Professional Employees MOU 2018-2020 Page 5
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:
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 2.5 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 2.6 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),
Mid-Management/Professional Employees MOU 2018-2020 Page 6
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.
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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.
Mid-Management/Professional Employees MOO 2018-2020 Page 7
SECTION 2.8 — HOLIDAYS
The City shall recognize the following days as official City holidays.
Holiday
New Year's Day
Martin Luther King Jr. Birthday
Presidents' Day
Memorial Day
Independence Day
Labor Day
Veteran's Day
Thanksgiving Day
Day After Thanksgiving
Christmas Eve Day
Christmas Day
"Floating" Holiday
Day Observed
January 1
3rd Monday in January
3rd Monday in February
Last Monday in May
July 4th
1st Monday in September
November 11
4th Thursday in November
Friday after Thanksgiving
December 24
December 25
Off As Scheduled; Accrues January 1
Each classification covered under this agreement and employed by the City as of January 1 st 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.
SECTION 2.9 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 2.10 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 fully vested in the employee and shall
not be available to the City.
Mid-Managemem/Professional Employees MOU 2018-2020 Page 8
SECTION 2.11 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
• Capital Projects Manager
• Public Works Operations Manager
• Recreation Supervisor
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.
ARTICLE III - HEALTH AND WELFARE
6 ILCIJ�[�1f 1:14" NM; I IZ&111;7\►Cy 301111WIXT" y
1. For unit members who elect to have "Family" coverage, the City shall pay an amount not
to exceed $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 $1,303.32 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 $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
Mid-Management/Professional Employees MOU 2018-2020 Page 9
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
remaining from the City's contribution
employee hired on or before September
shall not exceed $246.76 per month.
SECTION 3.2 LIFE INSURANCE
"Employee Only" coverage, available funds
toward insurance coverage shall be paid to an
1, 2000 as additional compensation. This amount
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
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, 2018, and expire on June 30, 2020.
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 Ca1PERS 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;
Mid-ManagemendProfessional Employees MOU 2018-2020 Page 10
• 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 ^f.
gmt./Pro£
CIY OF ATASCADERO
W,6 I'6
Date
c� s
ayor Date
Mid Mgmt/Prof.
Date
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CityMan ger Date
Mid-Management/Professional Employees MOU 2018-2020 Page 11
MMO
RESOLUTION NO. 2018-063
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, 2018 — JUNE 309 2020
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 2017-051 on August 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
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 Lieutenant
Zoo Director
City of Atascadero
Resolution No. 2018-063
Page 2 of 11
Confidential (Includes only designated positions within the classifications)
Accounting Specialist
Administrative Assistant
Finance Technician
Personnel Specialist
Salaries
This two (2) year agreement shall provide salary increases according to the following formula and
schedule:
Year I- 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, 2018:
MONTHLY SALARY
Effective July 1, 2018
CLASSIFICATION STEP A I 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
Com munity Developmant 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 Comm unity 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
001
11
n
City of Atascadero
Resolution No. 2018-063
Page 3 of 11
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:
MONTHLY SALARY
Effective July 1, 2019
CLASSIFICATION STEP A I 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 Comm unity 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
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 —'/4 hour
16 to 30 minutes, overtime compensation —'/2 hour
31 to 45 minutes, overtime compensation —'/4 hour
46 to 60 minutes, overtime compensation —1 hour
Overtime Hours Paid
I^
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.
City of Atascadero
Resolution No. 2018-063
Page 4 of 11
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�,ompensatory 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 contributions are fully
vested in the employee and shall not be available to the City.
Health Benefits
Effective January 1, 2018, for unit members who elect to have "Family" coverage, the City
shall pay an amount not to exceed $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, 2018, for unit members who elect to have `Employee +1" coverage,
the City shall pay an amount not to exceed $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.
City of Atascadero
Resolution No. 2018-063
Page 5 of 11
3. Effective January 1, 2018, for unit members who elect to have "Employee Only" coverage,
the City shall pay amount not to exceed $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/dentaUvision) insurance premiums, disability
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.
a+
State Disability Insurance
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.
City of Atascadero
Resolution No. 2018-063
Page 6 of 11
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: n
• An additional two days of vacation annually upon completing 15 yrs of service for I
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
New Year's Day
Martin Luther King, Jr. Birthday
Presidents' Day
Memorial Day
Independence Day
Labor Day
Veteran's Day
Thanksgiving Day
Day After Thanksgiving
Christmas Eve Day
Christmas Day
"Floating" Holiday
Day Observed
January 1
3rd Monday in January
3rd Monday in February
Last Monday in May
July 4th
1st Monday in September
November 11
4th Thursday in November
Friday after Thanksgiving
December 24
December 25
Off As Scheduled; Accrues January I
Each unit member employed by the City as of January I st 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.
n
City of Atascadero
Resolution No. 2018-063
Page 7 of 11
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 maybe 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 (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.
City of Atascadero
Resolution No. 2018-063
Page 8 of 11
When an employee has exhausted the bereavement leave provided in this section, the employee !�I
may submit a request to his/her Department Head and request additional time off work. If p !
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 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-swom 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.
City of Atascadero
Resolution No. 2018-063
Page 9 of 11
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 Swom Safety Member employee contribution of 9% (nine percent). Sworn
0" Safety 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.
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.
City of Atascadero
Resolution No. 2018-063
Page 10 of 11
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 Ca1PERS 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 CaIPERS 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
Other potential collaborative efforts as they arise.
W
.N"
City of Atascadero
Resolution No. 2018-063
Page 11 of 11
PASSED AND ADOPTED at a regular meeting of the City Council held on the 23rd day of
October, 2018.
On motion by Mayor Pro Tem Fonzi and seconded by Council Member Sturtevant, the
foregoing Resolution is hereby adopted in its entirety on the following roll call vote:
AYES: Council Members Bourbeau, Moreno, Sturtevant, Mayor Pro Tem Fonzi and
Mayor O'Malley
NOES: None
ABSENT: None
ABSTAIN: None
Tom O'Mall , Mayor
ATTEST;
ACvrl l?<f
A fa—nda Muther. Duty City Clerk
APPROVEAAS-O FORM:
6 3e4
Brian A. Pienk, City Attorney