R-7269
e
e
RESOLUTION NO. 7269(CCS)
(CITY COUNCIL SERIES)
A RESOLUTION OF THE CITY COUNCIL OF THE
CITY OF SANTA MONICA AUTHORIZING THE CITY l1ANAGER
TO EXECUTE A MEMORANDUM OF UNDERSTANDING UITH
THE LIBRARY GUILD AFSCME LOCAL 1634
WHEREAS, the CI ty admInIstrdtlon and representatives of
the L1brary Guild AFSCME Local 1634 have met and conferred under
the terms of Ordinance No. 801 (CCS) and have reached agreement
on wages and other terms and condltlons of employment; and
WHEREAS, Sectlon 2.06 of OrdInance No. 801 (CCS) of the
Cl ty of Santa l\1onIca requires preparation of a 'O/ri tten memorandum
of understandIng between the admInlstratlon and employees If an
agreement can be reached; and
WHEREAS, Sectlon 2.06 of Ordlnance No. 801 (CCS) further
provides that any such memorandum of understandlng shall not be
bindlng unless and untIl presented to the governlng body for
determInatlon; and
WHEREAS, the purpose of th1s memorandum of understandIng
1S to promote and provlde harmon1ous relatlons, cooperatIon, and
understandIng between the CIty and the LIbrary GUlld AFSCME Local
1634;
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF SAN1'A
MONICA DOES RESOLVE AS FOLLOWS:
- 1 -
e
e
Section 1: The City Counc1l of the C~ty of Santa Mon1ca
does hereby approve and author1ze the C~ty Manager to execute the
Memorandum of Understand1ng executed by the Library Guild AFSCME
Local 1634, a copy of Wh1Ch 1S attached hereto.
Sect10n 2: The City Clerk shall cert1fy to the adoption
of th1s Resolution and thenceforth and thereafter the same shall
be 1n full force and effect.
APROVED AS TO FORN:
~M.~
ROBERT lot. MYERS
C1ty Attorney
- 2 -
\e
e
Adopted and approved this 22nd day of July, 1986.
e/u~ j. j~' ~
I
Mayor
I hereby certIfy that the foregoIng Resolution No. 7269(CCS)
was duly adopted by the City Council of the CIty of Santa MonIca
at a meetIng thereof held on July 22, 1986 by the followIng
Council vote:
Ayes: Councilmembers:
Conn, Epstein, A. Katz, Zane and
Mayor Reed
Noes: Councllmembers:
None
Abstain: Councilmembers:
None
Absent: Councilmembers:
JennIngs and H. Katz
.......!. ....;0- - .
ATTEST:
---
/7 /~_. ~~Z ~---- ~-'
~:f:}y~~-~
__ _P_ N_ . _~ ...
C i t:y .C l'ef:!y _ - -~ .
~. ......
--...._--
"I......" "'" ...
.,.> - '\.. :..:-~:-:---
~........... ....::, ~...--...-.. -
-- .
.
..1'- _ .
e
e
MEMORANDUM OF UNDERSTANDING
BETWE"F.N
CITY OF SANTA MONICA, CALIFORNIA
AND
LIBRARY GUILD
&
LIBRARY NON-PROFESSIONALS
AFSCME -- LOCAL 1634
TABLE OF CON~ENTS
A~TrCLE/SECT~ON NUMBgR
ARTICLE T. GENERAL PROVISIONS
Spctlon 1 01~
t.02:
1 03:
t.04:
1 05:
1 06:
1_07~
1 08:
1.09~
1 10:
1. t 1:
1 i 2 :
1.13~
1 14:
1 _ t 5:
Part,ps to Mpmorandum...
Pu r po s e. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Term of Agre~ment.
C'lty Councl1 Approval..... ..... ........
RecognIzed Emplnyee ASSoclatlon Name.
Scope of RepresentatIon................
Full UnderstandIng, Mod1flcatlon &
Wa 1 ve r . . . . . . . . . . . . . . . . . . . . .. ..........
Managf'mpnt RIghts. . . . . . . . .
Peaceful Performance of C'lty SerV'lces..
Val 1 d 1 t Y 0 f MOli.. . . _ . . . . . . . . . . . . . .
Captlons for Conven1ence... ........
~qual Employment OpportunIty. .. .....
De fIn 1 t Ion 5 . . . . . , . . . . . . . , . . , . . . . . . . . . . .
Overpayment Rempdy...
Payments at Term'lnat10n................
- 1 -
PAGE. #
1
2
2
2
2
3
3
::I
4
.,
5
n
6
R
9
e
e
ARTrCLE II. r.OMPENSATfON
Section 2.01:
? 02:
2 03:
'} 04:
2.05:
2 06:
') 07:
2.08:
AFl'T'TCLE rII,
Sect10n 3.01:
... 02:
3.03:
i 04:
3.05:
3.06:
3 07:
ARTICLE IV,
Sect10n 4.01:
4 02:
4 03:
4 04:
4.05:
4 06:
4 07:
4 08:
4 09:
4-10:
Effect1ve Date o~ Increase. ............
Sa 1 a r] es . . . . . . . .
Overtlme..... .
ea ll-Bacle Pay...
Temporary Pay for Servl.ng 1n
HHJher Class... ......... _........
Shift D1fferentlal.. ...... .,. .........
BIlingual Bonus.... ... ......
Y -Ra t 1 ng. . . .. ............
SUPPLEMFNTAL RRNEFITS
Re t 1 r em e n t . . . . . . . . . . . . . . . . . . . .
Mpdl~al/Dental Insurance.. ....
TUltlon Re1mbursement. ........ .....
MIleage ReImbursement...
Deferred CompensatIon............... ...
state DI,>abIllty Insurance.........
S1ck Leave Buy Back.... ... .... .........
l..F,:AVES
Holidays........
VacatIon. . . .
S1Cle Leave.....................
Leave of Absence WIthout Pay... ...
MI11tary Leave.........................
~l11ry Duty...
Workers CompensatIon Leave..... .... ....
Parental Lp<lve............... ......
Bereavement Leave.... ... ..... ...... ....
urgent Personal Leave....
- 2 -
10
10
12
12
13
13
14
14
15
15
16
17
17
17
17
20
21
22
24
24
2"i
25
26
26
26
ARTIeLI.<' V.
Sectlon 5.01:
5. 02:
5.03:
<; 04:
5.05:
') 06:
5.07:
5 08:
5.09:
~ 10:
ARTICLE VI.
Sertlon n 01:
6.02:
h.03:
6 04:
6 05:
e
e
WORKING CONDITIONS
Safety. . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Effpct of Job Perform~nce on Salary
Tl.me atf tor Selectlon Procedures......
Lay-of f:!!l . . . . . .. .........
Access to Offlcial Personnel FIle...
Wep kend 'r I me of f . .. ........ ......
Tlme for CIty Meet1ng.. ................
Re s t Pe r 1 ad. . . . . . . . . . . . . . . .. ......
Employee ParkIng. . . . . . . . . . . . . . . . . . . . . . .
F 1 ex-- t 1 me S t II dy. . . . . . . . . . . . . . . . . . . .
EMPLOYER/EMPLOYEE RELATIONS
PAyroll Dpduct1ons........ ....... ...
Reasonable NotIce ... ..... ............
!lnlon Secur1tY..... ........
UnIon RepresentatIve TIme. .............
GrIevance/ComplaInt Procpdure......
- 3 -
27
27
28
2R
29
2q
29
30
30
30
31
31
31
32
32
e
e
LIBR~RY GUILD
&
LIBRARY NON-PROFESSIONALS
AFSCME -- LOCAL 1614
CITY OF SANTA MONICA
ARTICLE X, GF.~H~RAL PROVISlONS
1.01.
Parties to Memorandum
ThIS Memorandum of Und~rstand~ng [MOU) has been prppared
pursuant to the terms of OrdInance No. 801 (CCS) of the
CIty of Santa MonIca (hereInafter referred to as "CIty"),
Wh1ch Ord1nanCe IS hereby Incorporated by reference as If
fully set forth hereIn} and has been executed by the CIty
Manager on behalf of management offIcIals of the CIty and
by representatIves of the LIbrary GUIld AFSCME Local 1634
(hereInafter referred to as "Local 1634"), on behalf of
employ~es OccupYlng the l1ne-ltem ~ull and part-tIme
pOSItIon claSSifIcatIons as folloWSJ
Sub-UnIt I:
Sub-UnIt II:
LIbrarIan I
LIbrarIan II
LIbrar1.an III
Branch LIbrarIan
LIbrary ASSIstant
LIbrary Inspector
Staff ASSIstant I
Staff AS~Istant II
Staff ASSIstant III
Staff Ass2stant IV
From tIme to time, addItIonal pOSItIons may be included
under the terms of thIS MOU, prOVIded that Local 1634
fInds those pas I tlon5 to be appropr latel y WI thIn their
unIt compOSItIon standards and that rhe MunICIpal
Employee RelatIons OffIcer fInds that the~r InclUSIon 1S
not InapproprIate under the terms of OrdInance ROt leeS).
Such addIt1.0ns shall be agreed upon In writIng and WIll
become effectlve upon executIon by the representatIves of
Local 1634 and the MunICIpal Employee RelatIons Off1cer.
No c]asslf1cat1ons currently represented by Local 1634
shall be excluded from the unIt durIng the term of thIS
MOU except bV mutual agreement.
- 1 -
1 02.
1.03.
1.04.
1 05
e
e
Puroose
The part1@s agree that the purpose of th1s MOU 15: to
promote and provlde harmonlous relations, cooperatlon and
understandlng between the CIty and the employees covered
herei n; to provlde an order Iy and equl table means of
re~olvlng differences Wh1Ch may arlse und~r thlS HOU, and
to set forth the tull agreements of the partIes reached
as a result of meetlng and conferrlng 1n good faith
regardIng matters wlth1n the scope of representation of
employees represented by Local 1634.
Term of Aqre~me~~
ThlS agreement shall be effective as of the 1st day of
July, 1986, and shall rema1n 1n fnll force and effect
untll June 30,1989. It shall be automatically renewed
from year to year thereafter unless etther party shall
notl ty the other 1n wrl ting not later than March 1 of
1989 and of each subsequent year that 1t deSIres to
termlnate or modIfy thlS agreement, and speCIfIcally
lndlcates requested modltlcations. In the event that
such notice 18 glven, negotlatlons shall begIn no later
than AprIl 15 wlth a slgned contract deslred by July 1.
Clty Councl1 Approval
It 1S the mutual underst~ndlng o~ all the partles hereto
that thlS MOU 1S of no force or effect whatsoever unless
or untl1 rat1fled and approved by resolutIon duly adopted
by the CIty Councll of the CIty.
Recoan1zed Emolovee ASSOclation N~me
- --
Local 1634 IS hereby acknowledged as the Recognlzed
Employee Organlzatlon repr~sent1ng only the llne-ltem
full and part-tlme posltlon classlflcatlons set forth 1n
SectIon j 01 above, pursuant to SectIon 3 04 (c) of
Ord1nance No. BOl (CCS). It 1S the mutual understandIng
of th~ partIes hereto that acknowledgement of Local 1634
as the recogntzed employee organlzatlon:
A. Does not prec lude pomploYfOoes 1n such pas 1 tlon
classlflcatlons from representIng themselves
lndlvldually 1n the1r employment relat10ns wlth the
City.
- 2 -
1 06.
1 07.
1 08.
e
e
B. Does not precJude or restrIct the rIght of management
offIcIals to meet and consult wIth employees ln such
employment posItIon classlflcat1on~ concernlng theIr
employment relatIons wIth the CIty.
Scooe of Rp~rese~tat]on
The scope of representat 1.on of the recognI zed employee
orqanIzatlon shall Include all matters relatIng to
employment condItIons and employer-employee relat10ns
InclUdIng, but not lImIted to, wages, hours, and other
terms and condItIons of employment, except, however, that
the scnpe of rf'presentat1on shall not Include
conSIderation of the merIts, necessity, or organl.Zatlon
of any serVIce or actIVIty prOVIded by law or executIve
order and shall be exercIsed or performed In compliance
WIth the prOVISIons of Ordinance No. 801 leeS).
Full UnderstandlngJ ModIfIcatIon WaIver and Merger
The partIes agree that each has had full and unrestrIcted
rl.ght and opportunIty to make, advance, and dISCUSS all
matters properly WIthin the scope of representatIon as
out lined In Sectlon 2.05 of OrdInance No. 801. (CCS).
ThIS MOU constItutes the full and complete agreement of
the part ~es and there are no others 1 ora 1 or wrI t ten}
exC"ept as specl fled 10 thlS agreement. All prellmlnary
negotlatIons are merged hereIn.
Each party~ for ~he term of thls MOU, speclflcally walves
the rIght to demand or petItIon for changes hereIn,
wh~ther or not the sublects were known to the partIes at
the tIme of executIon hereof as proper SUbJects W~ th1n
the scope of representatIon as outllned In SectIon 2.05
of OrdInance No. 801 (CCS).
Manag~m~nt Rlghts Reservpd
The Clty retaIns all rIghts not speCIfIcally delegated by
thIS agreement, lncludlng, but not 1Imlted to, the
exclUSIve r~ght to:
A.
suspend}
schedule,
DIrect, superVISE>1
dISCIplIne, dlscharge,
~nd retaIn E>mploYE>es.
hire, promote,
transfer, aSSIgn,
3
1 09.
e
e
B. RelIeve employees from duties because of lack of work
or funds, or under condl t~ons where cont lnued work.
would be InpffIcIent or nonproductIve.
C DetermIne the serVIces to be rendered, operatIons to
be performed, utIlIzatIon of terhnology, and overall
budgetary matters.
D.
the approprIate Job clasSIfIcatIons and
by whIch government operatIons are to be
Determ]ne
personnel
conducted.
E
of
DetermIne the
government.
overall
of
the
unIt
mISSIon
F. MaIntain and Improve the effIclency and effectlveness
of government operatIons.
G. Take any necessary act~ons to carry out the mISSIon
of an agency In situations of emergency.
H. Take whatever other actIons may be necessary to carry
out the WIshes of the publlC not otherWIse specifIed
above or by collective agreement.
Peareful Performance o~ Clty SerVIC@~
It 15 mutually understood and agreed that partlclpat1.0n
by any employee In a strIke or a concerted work stoppage
termInates the employment relatIonshIp In the absence of
specIfIC wrItten waIver of such termInat10n by an
authorized management offiCIal.
~. The protect10n of the publlc health, safety and
welfare demands, and the partles agree, that none of
the partIes hereto nor any person actIng 'tn concert
WIth them Will cause, encourage, condone, aSSIst,
sanct10n or take part 1n any strIke, walkout,
sltdown, slowdown, concerted worle stoppage~ illegal
pI cket 1 ng 1 st ay awi'lY, abnormal ab~enteel 8m,
WIthholdIng of serVIces, or any other form of
'1 nterference WI th or ] '1 mI ta t Ion of t he normal work
routIne and/or peaceful performance of Clty serVIces.
- 4 -
1.10.
1 11.
e
e
B In the event that there occurs any strlke} walkout}
sl.tdown} slowdown} concerted work stoppage, 1l1egal
plcketlng} stay away} abnormal absenteelsm,
wlthh01d1ng of servIces, or any other form of
1nterference w1th or lIm1tatlon of the peaceful
performance of C1 ty serVl ces, the CI ty, 1 n add I t 10n
to any other lawful remedles or d1sClpl1nary actions,
may by actIon of the Clty Manager, cancel any or all
payroll deductlons, prohiblt the use of bulletln
boards, prohlblt the use of Clty faCllltles} and
prohlblt access to former ~ork or duty statlon5.
C. The Cl.ty agrpes that th~re shall be no general
lockout of bargaLn1ng unlt members.
ValIdJty of MOU
If any provls1on of th15 MOU 15 determlned to be Invalld
or 111 egal by a court of competent Jurl 3dl ctl on, then
such prov1sion shall be severed from thIS MOU, but the
rf'malnder hereof shall remaln 1n full force and eftect.
Thp partles hereto shall lmmedlately commence to
negotIate for the purpose of repla~lng ~ny such Invalld
or 1l1egal provlsion.
Should any change be made ln any Federal or State law, or
1n any rules and regulat10ns 1mplementlng such
legIslatIon, or 1n any CIty Charter provunon or C1V11
Service Rule and Regulatlon WhlCh would be appllcable and
contrary to any prOV151on here1n cont81ned, then such
prov1s1on of th1S MOU shall be automatlcally term1nated,
but the remaInder of th1S MOU shall remaIn 1n Tull force
and effect. Such legIslat10n and/or rules and
regulat10ns shall supercprle thIS MOU and appl1cable
clauses sha 11 be subStl tuted for those ruled invalld Or
llle-C)...l. The part 1 es hereto sha 11 1mmed1ate 1 y commenCe
to negotlate for the purpose of replac1ng any such
Invalld or Illegal prOV1sIon.
Captlons for Convenlence
The captlons hereIn are for ~OnVenlence only and are not
a part of the MOU and do not 1n any way 11m1t, defIne, or
amplIfy the terms and prOV1510ns hereof.
- 5 -
1.12.
1 13.
e
e
Eaual Em!)lovment;.
It 1.5 agreed by both part1.es to thl.s MOU that they will
fully comply wIth all appllcable local, State and Federal
1 aws, rules and regul at 10n8 govern1. ng equal employment
opportun1ty. The Afflrmatlve Actlon Program and the
Sexual Harassment Polley of the Clty are aff1rmed by both
partIes to this MOU and 1ncorporated by reference hereln.
Complal n ts of a sensl. t 1. ve na ture, 1.ncludlng comp la lots
1nvolv1ng sexual harassment, may byoass any step of the
standard grlevance procedure WhlCh 1nvolves a superV1sor
or manager whose conduct 15 the SUbJect of the complaInt.
Defin1t1ons
The follow1ng def1nlt1ons are to be app11ed 1n the
InterpretatIon of thlS MOU;
A..
"Salary Range" shall
through E) hourly or
bl-weekly eqUIvalent)
clasSlflcatlon w1thln the
(A
the
Job
mean the normal f1ve-step
monthly pay scale (and
assIgned to each
CIty work force.
B "Salary Range Steps A through E" for each Job
clasSlflcatlon wlthln the Clty work force shall mean
and be establ1shed to bear the follow1ng percentage
re>latIonshlp to Salary Range Step E computed to the
nearest dollar, w1th atta~nment based upon the
follow1ng amounts of serVIce In the pos~tlon:
Step A- 81% of Step E.......durlng 1st year of
emploympnt
Step B 85% of Step E.......dur1ng 2nd year of
employment
Step C 90% of Step E. .... .dur~ng 3rd year of
employment
Step D 95% of Step E...... .durlng 4th year of
employmf"nt
Step E 100% of Step E. . . . . . . after 4th year of
employment
The above step progressIon shall be subJect In all
C"ises to the provls10ns of ArtIcle V, SectIon 5.02
hereIn.
C.
"Nearest Dollar" shall
when the ~omputed amount
next h1gher do lIar when
rents or more.
mean the next lower doll ar
IS 50 cents or less and the
the computed amount IS 51
- 6 -
e
e
D. "Line Item PosltJOn" shall m@an a posItIon wh1ch IS
(a) specl flea lly 1. temlzed 1n the personnel schedu Ie
of the annual budget of the CIty and (b) e11q1ble to
accumulate vacat1on, slck leave and other tIme off 1n
proportIon to the percentage of the full-tIme 40-hour
work week. Other fr1nge beneflts shall be provIded
to part-tIme employees covered hereunder as If they
were employed on a full-tIme basls.
E. "LIne-Item Employpes" (hereInafter reff"rred to as
"employees") shall mean;
(1) A person who IS legally an Incumnent of a
lIne-Item posItIon, full or part-time; or
(2) A former legal Incumbent of a lIne-Item pOSItIon
on author1zed leave of absence from a regularly
budgeted pOSItIon Whlch pos1t10n 15 beIng held
pending the employee's return.
F. "Date of Entrance AnnIversary" shall mean the date
WhlCh recurs annually after the date of entry Into a
lIne-Item posltlon 1n the classltled serVlce of the
C1ty, eIther by orlg1nal employment, reemployment or
promot 1 on. The date of entrance tor employees W1 th
broken service shall be conSidered as that date on
WhICh the last unbroken serVlce was effectlve_
G. "Satisfactory Servlce" shall mean the attainment of
an Overall Performance RatIng of not less than
"Satlsfactory" on the performance report l.mmedlately
preced 1 ng t he employee's d.' t e of entrance
annlversary.
H. "Full T1me Work Week" shall be defIned as 40 hours,
Monnay th rough Sa tu rday 1 as schedu 1 ed by the Cl tv
L lbra rl. an or h 1. s/her des 19nated representat 1. ve.
Sunday work shall be compensated at the rate of tlm~
and one-half the normal hourly rate. It 1S the
Intent of the CIty to asslgn Sunday work on an
eqUitable basis among employees.
- 7 -
1 14.
e e
(1) Incumbents of l~ne-~tem poslt1ons employed 1n a
work WE>pk Ip"ls than 40 hours shall be
compensated 1n that proportlon of the
compensatIon tor tull-tlme employm@nt as the
number of hours budgeted tor that poslt~on bears
to rhe full-tIme work wrek; lncumbents of
l1ne-ltem pos1tlons employed in a worle week
greater than 40 hours shall be compensated for
hours in eXCesS of the full-tlme work week on
the bi'iS i s of ;ind 1n accordance Wl th the
prOV1S1.0nS of Artl.cle II, Sectl.on 2.03 hereof
relatIng to overtIme.
(2) Incumbents of llne-ltem pos1t1ons regularly
worlo ng le"lS than 40 hours shall accrue
vacatlon, s~ck leave and other t1me oft in the
~nme rat10 as the average number of hours they
work per week ~s to the full-time work week for
the pas 1 tl on OCCUP] ed. Other fr I nge benefl t s
shall be provlded to part-t~me employees covered
hereunder as 1 f thl"'Y wpre pmployed on a
full-tlme bas1.s.
T. "Pay Statustl shall mean regularly ass1gned work hours
actually performed and shall lnclude pay for tlme not
worked ">uch as slck leave, berea"emE"nt leave,
vacatlon, holldays, compensatory t1me and Jury duty.
Overoavment Rem@~y
Employees covered here1n shall re~mburse the C1ty for any
overpayment of wages or benefIts. SaId reImbursement
ah~ll not be requlred untIl the CIty notlf1es the
affected employee In writIng. Relmbursement may be
accomp ll.shed by a I ump-sum deduct ion made on the next
:=lubsequent pmployee payroll warrant tollowIng overpayment
notlf1catlon, or by other reasonable repayment method
mlltually acceptable to the employee and the CIty, ex~ept
thilt lump-sum deductlon shall be requ1l'"ed If the next
subseauent employee payroll warrant IS the fInal or
termInatIon warrant lssued to the affected employee.
- 8 -
1 15.
e
Pavm@nts at Termlnateon
e
When permanent employees covered hereln leave the serV1ce
of the Clty~ they shall be entItled to lump-sum payoff of
var:at 10n leave} and to compensatory tIme au thorlzed and
not forfeIted accordlng to the provlSIons of ~rtlcle II,
Section 2.03 of thIS MOU. No claIm shall be made agaInst
the Cl ty for the use or payment of unused S1 ck leave 1
other than as provIded ln ArtIcle IV, SectIon 4.03,
hereln, nor shall the effectIve date of term1.natlon be
extended by the use of compensatory tI.me J SI.clc leave}
vacatIon or other leave days.
- 9 -
e
e
~RTICLE 11. COMPENSATION
2.01.
2.02.
Effectlve Date of Pay Increase
Notwlthstann1ng nny other orOVlSlon contaIned
change~ 1n salary rates and salary related
Changes shall become etfectlve on the 1st day
payroll perl.od closest to the effectlve date
hereIn.
Salar1es
here!.n,
benef1t
of the
stated
Salar1.es of lIne-Item employees covered hereln shall be
on a monthly rate, paId on a bl-weekly equlvalent basls.
In l1.eu of the bl.-weekly equ1.valent to a monthly rate,
the CIty Manager may f1X the compensatIon of any posltlon
at an hourly rate. In posltlons for WhlCh the work week
Is 40 hours, the hourly equlvalent shall be determ1ned by
dlvldlng the bl-weekly rate by 80
SalarIes shall be adJusted accordIng to the tollOWlng
schedule:
A. EFFECTIVE July 1, 1986, the salary ranges shall be
set as follows:
Sub-UnIt I:
.41\ U
Ilell
tlDU
UBII
L1BRARIAN I lyQO
2089
2212
2:135
LIBRARIAN II 2269
2381
2521
2661
LIBRARIAN III 2S28
2652
2808
ZQ64
BRANCH LIBRARIAN 2388
2506
2654
2801
- 10 -
liE"
2458
2802
3121
2949
e
e
Sub-Unlt I I:
II All uSu neu "D" "E"
LIRHARY ASSIS'T'ANT lA61 lClS3 2068 2183 2298
LIBRARY INSPECTOR 1432 1503 1592 1680 1169
S'T''A.FF ASST I 1?51 1313 13ClO 1467 1545
STAFF 'A.SST II 1429 1'500 1588 1676 1765
STAFF ASST III 1632 1712 1813 1'114 2015
STAFF 'A.5ST IV 1861 1953 2068 2183 2298
B. COST-OF-LIVING 'A.DJUSTMFNTS
(1) In addition to the adJustment 1n (A), above,
EFFECTIVE July I, lq86 -- 3%.
(2) EFFECTIVE March I, 1987 -- 3%.
(3) EFFECTIVE July I, 1987 -- the salnry ranges
shall be adJusted by a mlnlmum of 3% OR, it
hlgher, by an amount equal to the percentage
Increase In the "cost-at-lIvIng" as measured
by the Consumer PrIce Index lfor Urban Wage
Earners and Clerical Workers, 1961 · 100) tor
Los Angeles-Long Bp~ch, Callfornla, publIshed
by the u.s. Department of Labor, Bureau of Labor
StatIstICS, for the base perIod May, 1986} to
May, 1981. However, In no event shall saId
adJustment exceed 6%.
(4) EFFECTIVE July l, 1988 -- the salary ranges
shall be adJusted as stated in paragraph (3),
above, except that the base perIod shall be
May, 19B7} to May, IY88} and the mInimum
adJustment shall be 4%.
- 11 -
2 03.
2 04.
e
It
Qvertlme
Overt1me shall mean work by employees OccupYIng Ilne-1tem
posItlons covered heretn 1n excess of 8 hours ~n one day
or 40 hours 1n one week, provlded such hours of work have
had the prIor approval of an authorl~ed departmental
offlc1al. All authon..zed overtIme shall be compensated
for by cash payment based unon 1-1/2 tImes t"he hourly
rate eqUIvalent of the employee's monthly salary computed
to the nearest .10 of an hour, except that an authorIzed
departmental management off1CHll may grant compensatory
tIme off at tIme tlnd 1/2 tnr sllch overtIme. Such
compensatory tlme off may accrue to a maXlmum of 40 hours
at any tIme.
A. For employees 1n Sub-unlt I:
The compensatory tIme must be taken otf WIthIn the
fl.'3cal year earned ot"' it is fortelted w1thout any
payment or comoensatlon unJpss the dppartment has
been unable to schedule t1me off requested by the
l"'mplnyee I In WhIch case the DppartmE'nt Head shall
prov1de for cash payment.
B. For employees 1n Sub-unlt II:
If compensatory t1me 19 accrued and not
30 of any flscal year, lt wtll be
employee at the employee's current rate
taken by June
paId to the
of pay.
(;.=111 Back p.=Iy
Should the Clty call back any full-t1me employee before
or atter hIs/her normal workI ng hours to perform work;
the Clty shall pay the employee h19/her appllcable
overtlme hourly rate of pay for all hours actually worked
but in no event shall the employee recelve less than the
F"qulvillent of 2 hours pay at the stralIJht-t1me hourly
rate regard 1 es s of t tme actua 11 y worked as a resul t of
bf'>l ng ca 11 ed back to work to perform serVl ces t or the
CIty.
- 12 -
2 05.
2 06.
e
e
Tem~orary Pay for Serv1nq In a Hl?her Job ClassJflcatlon
When, ln the determInatIon of the Department Head, It is
neces5~ry to temporarIly asslgn dutIes and
responsIbIlItIes of a Job clasSIfIcatIon hl.qher than
those normally performed by an ~mployee due to the
temporary absence of an employee In the hIgher
claS51flcatlnn} ?mploy@es so assIgned sh~ll b@
compensated at the appl1.cable rate of pay for the Job
claSSIfIcatIon Into WhICh the employee 15 aSSIgned. SaId
compensatIon shall begIn after the employee has been
aSSIa~ed and. has served 5 d~ys In the hIgher
claSSlf1.cation. It 15 the 1.ntent1on of the City not to
aVOId paYl ng Sind compensatIon by rotat 1. n9 employees 1 n
and out of hIgher Job class1f1catIon aSSIgnments. At the
e-nd of the t@mporary as :;ngnmen t, 1 t 1. S underst ood that
resumptIon of the employee I s normal duties and normal
rate of pay does not constItute a demotIon.
Local 1634 shall not assert, nor represent or prOVIde any
repre~entatIon to any member 1n assertlng that the
d1scont1nuance of such a temporary aS51.gnment constItutes
a demot~on under Charter SectIon 1110 and MunICIpal Code
Sect~on 2105.
If an employee feels he/she has assumed the dut1es and
responslb1l1tles of hIs/her superl0r, durIng the
temporary absence or vacancy of such pos 1. t1.on, and no
formal asslqnment IS made by the Department Head WIthIn 5
days of such absence or vacancy, the employee may
petItIon the nppartment Head for a formal ass1.gnment.
Such petit1.on must include speCIfic deta1.ls of dut1es and
r@sponslb1.lltles beIng performed WhICh would sunport such
an aSSIgnment for compensatIon under thIS Art1cle. The
Df'>partment Head shall respond WIthIn 10 workIng days, and
shall prOVIde a rat10nale if the petltlon is den1.ed.
ShIft Dlfferentlal
A. ~ nIght ShIft dIfferentIal of 30 cents per hour shall
be paId to any llne-ltem employee whose regular
schedule requl.res the employee to work between the
hours of 5:30 p.m. and q:QO p.m., prov]ded that such
dIfferentIal shall be paId only for such hours worked
between 5:30 p.m. and 9:00 p.m.
- 13 -
2 07.
2.08.
e
e
B. A dlfferentlal of 30 rents per hour shall be paId to
1lne-ltem employees covered heretn for all regular
hours worked In a shIft WhICh IS dIvIded Into two
parts by three or more hours of non-workIng tIme as a
part of the sC"heduled ShIft. Such dIfferentIal shall
not be pa1.d In addItIon to nIght ShIft dIfferentIal
or for overtIme hours beyond the sCheduled ShIft.
ij.l.llngual Bonus
QualIfied employees who meet the crIterIa set forth
herel.n shall receIve a bl.llngual bonus of $35 per month.
To reC"elve the blllngual bonus, the follow1ng crIterIa
mUCJt be met;
A The employee mu~t be assIgned to speak or translate
In SpanIsh.
B. An employee must regularly utIlize such SkIll durIng
the course of theIr dutIes or UDon request of lIbrary
management.
C An employee must be certItIed as qualIfIed t~rough an
examInatIon admInIstered by the Personnel Department.
Y-Ratlng
When a personnel actIon (e.g I demotIon due to layoff or
reClaSSIfIcatIon) results In the lowerIng of the Incum-
bent employee's salary range, the Incumbent employee's
salary may bp Y-ratpd. "Y-ratpd" shall mean the maIn-
tenance of the lncumbent employee's salary rate at the
}pvel effectlve the day precedIng the effectIve date of
thp personnel actlon plaCIng the employee 1n a lower
sal~ry range. The pmployee's salary shnll remaIn at such
level untIl the salary range of the new clasSlflcation
eauals or exC"ppds the Y-rate sal~ry:
- 14 -
.
e
ARTICLE TII.
3.01.
3 02.
SUPPLEMENT~~ B~NEF1TS
~~tl.remel'\t
The Cl ty 1S a contract member of the Publ1C Employees'
Ret1rement System (PE~S)} and It 18 understood and agreed
that such membershlp w111 be ma~ntalned and that employee
ellglb1l1ty, claSS1f1cat1on} contrIbutIons, and beneflts
a-re as prescribed 1n the contract between the Cl.ty and
PERS heretofore approved by the CIty CounCll.
The C1. ty w1.1l pay
hereln an amount
compensatl.on toward
PFRS contrlbutlon
contr1.butl.on).
on beha 1 f of each employee covered
equal to 7% of t he employee 's
the ind1vldual employee's requ1red
(1.e., 100% of the 7% employee
Such payment 15 not an lncrease of salary and no salary
r~nge app11cable to any of the affe~ted employees shall
be changed or be deemed to have been changed by reason of
such payments; as a result, the CIty wl1l not treat these
payments as ord~nary lncome, and thus wlll not W1 thho1d
Fpdera1 or State lncame tax therefrom. ~he CIty'S
practlce wll1 be to report these payments as be1ng those
of the @mployees so that they w1.11 be credlted to the
pa r tl.CU 1ar employee's lndl v1dual account Wl th PERS and
upon tprmlnatlon w11l belong to the employee.
It 1. S agreed that 1. f Sta te and/or Federal procedures
requIre reportlng of these payments ln any other manners
the parties w11l ablde by such requlrements.
Medlcal/Dental In$~rance
The C1ty agrees to furn1.sh med1.cal and dental lnsurance
coverage for employees covered here1.n and thelr elIgIble
dependents. The Clty contr1.butlon for medlcal lnsurance
('overage shall not exC'eed $214.00 per month for health
Insurance. EFFECTIVE July 1, 1988, thlS amount shall
Increase to $253.00. Dental Insurance shall be prov1ded
at no CO$t to the employee.
- 15 -
3 03.
.
e
TUItIon ReImbursement
The CIty WIll budget annually an amount equal to $10 for
each perm~nent l~ne-Item ~mployee of the CIty tor tUItIon
and requIred study materIal reImbursement for career
Improvement study rtpprnved by authorIzed manaqement
ottlclals. ReImbursement shall equal the total cost of
tU1tIon (exclUSIve of parkIng, lodgIng and meals) and the
total cost of requlI-ed study materIals, prOVIded,
howpver, tl-tat:
A The maXImum annual amount of reImbursement per
I ndl VI dual employee sha 11 not exceed $1000, sub ]ec t
to the ava 11 abi II ty of budgeted funds as descn.bed
above.
B Enrollment In the career Improvement study course
shall be approved by the DE"'partment Head or hIs/her
deSIgnee. It IS deSIrable that employees seek career
gUlnance and approval of the career Improvement study
course In advance of enrollment and In no ca~e shall
approva I be gran t ed subsequent to complet 10n of a
Course. All requests for tUItIon reImbursement,
whether or not approved by the Department H~ad, shall
be forwarded to the DLrector of Personnel for review
prIor to the completIon date of the cour~e.
C.
The study
performi'lnce
for another
force.
course must be dIrected to enhanced
of current Job dutIes or to qualIfIcatIon
Job pos1t10n represented 1n the CIty work
D The employee must exhIbIt some reasonable expectatIon
of oual1.fYlng tor such poslt'on upon succes1!lful
completIon of the study course.
E. ReImbursement shall be made only 1n Installments upon
successful completlon of prescr"1bed unIts of study
reqUIred by study course ~pproved.
F. In no event shall the CIty'S reImbursement be reduced
Whpn thpre 13 an outSIde source of aId except In
those cases where the aId f rom any outs 1de source J
plus the normal CIty relmbursement, excPE"ds the cost
ot tU1tIon and study materIal for the approved study
course.
G
If approved tll"l tIon re1mbursement costs
blldqpt ed amount as descrl hf"d abrnTe, the
costs WIll be prorated so as not to
budgeted amount
exceed the
reImbursed
exceed the
- 16 -
3 04.
3.05.
1 06.
3 07.
.
e
Mllpagp Relmburspment and Energy ConservatIon
Relmbursement to employees for author1zed use of personal
automobIles on C1ty bU51npss shall be at the rate
establ1shed by the C1ty Council.
Santa Mon1ca MunlC1.pal Bus LIne tOkE-ns, to a maX1.mum of
20 tokens per month, w1.11 be prov1ded to any employee
covpred hereunder who SUbm1tS] on the CIty m11page
re1mbursement form, a record of his/her t ri ps (home to
wor.ks1.te1 or worksIte to home) durlng the preced1ng
month. The Santa Mon1ca Hunlc1pal Bus LIne route number
and the bus number used for each tr1p must be entered on
the reImbursement form.
Any employee who has not been 1ssued a CIty park1.ng pass]
or who voluntarIly turns 1.n h1s/her park1ng pass, shall
be eluJI hIe to reCP1 ve 40 tokens per month under the
terms descrIbed above.
Deferred Comopnsatlon
It 13 hereby agreed that employees covered hereIn wl11 be
allo~ed to partlc1n~te In the Clty's Deferred
Campensatlon Plan.
State Dlsablltv Insurance
Employ@es covered here1n shall be provlded \nth State
Dlsabllty Insurance at the ~mployees' exppnse and w1th no
employer contrlbutlon. It 1S understood that the Clty
WIll not prov1de 1ntegratlon of 51Ck leave WIth 5Dl
coverage.
Slck Leave Buy Back/AccumulatIon Program
Employees covered here1n have two optlonal s1ck leave
progr~ms to choose tram. Be~ause the ch01ce 18 one-t1me
and lrrevocable employees should carefully conSIder the1r
lnng and short t~rm needs 1n arrlvlng at a chOIce.
Employees sha 11 ma lee thel. r se lectlon no 1 ater than the
nate uoon WhICh they complete probatlon tor theIr entry
claSS1.t1.Cat1onl
- 17 -
e
e
A. Program I -- The employee has the annual opt1on to be
paId for certa1n unused sIck leave on the terms noted
be 10\01 or to 11 bank 11 unused s1ck leave to a maX1.mum
accumulatIon of 130 days.
Payment shall be made only to employees on the
payroll as of June 30 of any covered contract year.
ThlS opt1.on shall be aV81.lable only to employees who
have a slck le~ve "b~nk" of 12 days. For the
purposes of th1.s sect1on, "bank" shall mean the "51.ck
Leave Balance Brought Forward From PrIor Contract
Year~ column of the "Vacatlon, Sick Leave and
Compensa1"ory T1 me" report 1 sSlled by FI nance at the
beg1nn1ng of the f1.8cal year dur1.ng WhlCh payable
51Ck lpave 15 earnf'd.
Annual s1ck leave payoffs under th1S sect loon for
employees WIth less than 10 years of serVIce shall be
made accordlng to the follow1ng schedule~
Slck Leave nays Used
In the Flscal Year
Slck Lpave Days Payable
In Succeed1ng July
o
1
2
J
4
5
6 or more
6
5
4
3
2
1
o
Annual s1.ck leave payoffs under th1.s sectIon for
pmployees WIth 10 Dr more years of serVIce shall be
made accord~ng to the follow1.ng schedule:
SIck Lpave DClYS Uc:ed
In the F~scal Year
Slck L~~ve Days Payabl~
In Succeeding July
o
1
2
3
4
5
6
7
8
9
10
11
1 2
12
11
10
9
8
7
6
5
4
3
2
1
o
- 18 -
.
e
It IS mutu~lly aCKnowledged by the parties that the
use of Code 40 or other t1me off not appropriately
scheduled 1n advance wlII dIsqualIfy an pmployee from
e11g1blllty tor payment under thlS sectlon.
SIck leave for WhICh payoff is receJved shall bp
consIdered "used" In that it WIll not be added to the
"b~nk" (or If addpd to the "bank" prIor to the payoff
date shall be removed from the "bank").
B. Program II -- The employee has no optIon for pay for
unused sick leave and "banks" unused SIck leave WIth
no lImIt or maXlmum accumulatIon.
- 19 -
e
e
ARTICLE IV_ LEAVES
4. 01.
P:iild HolIdavs
Employees OccupYIng Ilne-ltem Job claSSIfIcatIons covered
hereIn shall rf'CelVe paId hol1days as tallows:
New Year's Day - January 1
MartIn Luther Klng's BIrthday - 'lrd Monday In January
Llncotn's BIrthday - February 12
Wa~hlngton'~ BIrthday - ThIrd Monday In February
MemorIal Day - Last Monday In May
Independpnce n~y - July 4
Labor Day - FIrst Monday in September
Vetprans' Day - Novpmber 11
ThanksgIVIng Day - Fourth Thursday In November
DeC"prnber /4
ChrIstmas Day - December 25
One floatIng Hollday
All other holIdays declared by the CIty CounCIl
Whpnpvt"r ('jny O('jY 11 'H ed hprel n as a pa Id holl day t a 11 s
upon the fIrst or second day off of any employee who has
2 consecutIve days otf, the day precerllng shall be deemed
the holIday If It falls on the fIrst day off, and the day
tollmnng .,hall be deprnpd thp holl\1ay It :1t falls on the
second day oft in lIeu of the day llsted. Whenever any
dRY lIsted hereIn as a palO t'lollday frtlls upon any day
off of an employee who does not have 2 consecut~ve days
off; the followlng day shall be df'f'>med t he holIday for
such employee.
Time worked on an authorIzed
compensated at stralrJht tlme
eqll1.valent to the monthly salary
I"')~y
pald
at
pluc;
holiday shall be
the hour Ly rate
the regular hollday
Thp. floatIng hollday IS accrued by employees on pay
starns on ,July 1 of p;'1C"h ypar If It IS not tilJct"n or
otherWise paid during the fl~cal year In which It is
accruPd) 1t sh~ll be paId off In July of the new tlscal
year at the rate 1n effect at the end ot the prior fiscal
year
- 20 -
4.02.
e
e
VacatIon
Employees covered hereln shall accrue vacat~on leave wlth
o~y on the followIng basIs:
A
FollowIng completIon of
of contInuous serVIce
the fIrst 6 calendar months
6 workIng days.
S_ Thereafter, up to and lncludlng 5 completed years of
serVIce one workIng day ner completed calendar
month of serVIce.
c. Thereatter, up to and IncludIng 10 completed years of
serVIce - 1.25 workIng days for each completed
~alendar month of serVIce.
D. Thereafter, up to and IncludIng 15 completed years of
serV1ce - ].5 workIng days for each completed
calendar month of serVIce.
E. Upon completion of 15 YE"ars of serVIce and there~fter
- 1.75 workl.ng days for each completed calendar month
of ser"l~e
F The adm1nlstratIon or applIcattOn of vacatIon leave
provlslons and the lImItatIons on the aCCllmulatlon,
proportIonate accumulatIon, schedulIng and payment
for such lE"8ve shall be as prescrIbed In the CIVIl
serVIce prOVIsions of the Santa MonIca MuniCIpal
Code.
G. Employees who have not completed theIr tenth year of
Sf'rV1Ce shall be permitted to acrumulate, WIth
Department Head approval, up to 24 worklng days
vacatIon le?lvej F-mploYf"es who h<"lve cornplE"ted theIr
tenth year of serVIce shall be permltted to
acrllmu I ate 7 WI th Department Head approval, up to 30
working days vacat1.0n leave. However, Department
Hends Shall attf'mpt to schedule vacatlons to lnsure
that employep.s recelve a vacat~on after each year of
serVlce. If a tlmply requf"st 15 made to use
accumu lated vacat 10n} and 1 f tha t reques t cannot be
i'iDprovpd by t"he Department Head, the E"rnployee shall
be paId the dollar value of such vacatlon that would
exceed the maXJmum allowable accumulatlon. FillluTf'>
to make a tImely request to use vacatlon tIme whIch
would exceed maXlmum accumulatIons In any year shall
canst 1 tute a wa 1 veT of c 1 a 1m3 for such vaca t 10n or
any compensatIon therefor.
- 21 -
4 03.
e
e
~l("k Leave
Employees covered hereunder shall be ent I t led to sIck
leave benefIts as def2ned In SectIon 21041 of the Santa
Mon1ca MunIcIpal Code except as modIfIed hereIn:
A. hS1ck Leave~ 15 defIned as: absence from duty because
of Illness or off the Job InJury or exposure to
contagIous d1sea5es as eVIdenced by certIfIcatIon
from an acceptable medIcal authorIty; illness or
In1ury of the employee's depenaent chIldren or
spousej or, WIth proper advance notIficatIon to the
department head, medl calor dent a 1 appol n tment 5 of
the employee or the employee's dependent children or
s~ouse WInch could not be scheduled durIng non-work
hours.
B. Each employee shall accrue SIck leave WIth pay on the
follOWIng baSIS:
FollOWIng completl.on of 6 calendar months of
contInuous serVIce, 6 workIng r:l~ys. Thereafter, one
workIng day for each completed calendar month of
serVIce
Those employees who, as of the effectIve date of thIS
agreement, were earnIng 2 workIng days for each
completed calendar month of serVIce shall mal.ntain
that accrual rate for the term of thIS MOU only.
Thls accrual rate shall termInate for these employees
on Jun~ 301 lQS9) and thereatter ~ald employpes shall
earn 1 work1ng day for each completed calendar month
of serVIce.
A completed calendar month for Wh1Ch beneftts hereIn
shall accrue 1S defIned as a calendar month 1n whIch
the employee hag been In pay status for 1 t or more
work1ng days In that month.
C. For all employees} SIck leave shall begIn 'nth the
tIrst day of ll1n~S8.
D The foregOIng benefIts are cumulatIve SUbJect to the
follOWIng restrIctIons: not more toan 130 workIng
days may be applIed agaInst SIck leave for one gIven
Illness.
- 22 -
e
e
E. Full tIme employment for the purposes of thIS sectIon
shall be construed as the 40-hour week regardless of
the hours actually worked In a calendar wp~k. A lIne
Item pOSItIon Incumbent employed less than 40 hours
per week shall acrrue SIck leave 1n proport1on of the
SIck leave for full-t1me employment as the number of
hours per week budgeted In that pOSItIon bears to the
40-hour work week.
F. nepart~ent H~~ds shall requIre proof of illness from
an authorl.zed medIcal authorl.ty for sl.ck leave 1."
excess of 5 cnnserutlve work1ng days and may requIre
such proof for perIods of less than 5 consecutIve
workl.ng days.
G.
"Any employee who 15 absent because
other phYSIcal dlsabll1ty, Shall
Department Head or other ImmedIate
as soon as pOSSIble but In any evpnt
day of ab~ence.
of SIcKness or
notIfy hIs/her
superlor otficer
durIng the fIrst
H. If the employee I s absence on <; I ck I pave excpeds 30
ca lendar days, he/she must submI t a statement and
med~cal certifIcate on an offl~lal CIty form prIor to
her/hIS being granted reInstatement. to CIty serVlce.
I> At the wrl tten rp.CJuest of the ~ppoInt 1ng authority;
the Personnel Director may reqUIre an employee to
submIt to an eXc'1ml.nt'ltlon by the CIty'S medIcal
examiner and If the results of the examInatIon
IndIC'ate that the employee IS un~ble to perform
hl.s/her duties, or In the performance of hIs/her
dutIes exposes others to InfectIon, the employee
shall be placed on SIck leave Without prIvJ.lege of
r~lnstateml"'nt until ad~quate medIcal eVIdence IS
submItted that the employee IS competent to perform
her/hIS dutIes or '.01111 not SUbJect others to
Infect IOn. A.ny employee so examined sha II have the
rl ght to subml t the reports of a competf'nt medIcal
authorIty of her/hIS own selection and at her/hl.s own
l"'xpensE" 1 n t'ldd1 t 1 on to ,he reoort subml t t ed by thp
Ctty MedIcal ExamIner. In the event of a conflIct of
001nIon and/or recommendatIons of the two examInprs;
a third shall be selected by the first two examIners
~nd a fInal decl~lon shall be made by the Personnel
Board based on the three reports.
- 23 -
4.04.
4.05.
e
e
Leave of Ab~ence Wlthout Pay
An ~mp] r.yee cOilE'r~d hE'reln may be granted a leave of
ab~ence wIthout pay upon appllcatlon approved by the
DepartmE'nt Head ~nd the Clty Manager. Such leave may not
exceed one year's tlme. Upon eXpIratIon of the leave}
the E'mployee !'lhall he rE"lnstated to the posItIon held
bet ore the leave was granted. Such leave shall be
granted only In those ca~es where an E"mployee's record of
serVlce and qualIfIcations make It deSIrable for the Clty
to retaIn hIS/her serVIces even at the cost of some
Inconvenlence to the Ctty.
Mllltarv Lei'lve
An employee covered hereIn, who In tIme of war or
natIonal emergency as proclaImed by the PreSIdent of the
Un1. ted States or the Congress of the UnI ted States, or
whIle any natIonal conscrIptIon act IS In etfect, 1.5
1 nducted into the armed forces of the Un 1 tad States or
who Ipaves employment WIth the CIty to enter vOluntarIly
the armed forces and WIthin- a reasonable tIme after
}@nvIng E"mployment WIth the Clty does enter such serv~ceJ
shall be granted a leave of absence WIthout pay for the
duratIon of the perIod of actIve serVIce WIth such armed
forces. If such employee rece1ves an honorable dIscharge
or Its eqUIvalent and the Oosltlon stIll eXIsts and the
employee 15 otherwl.se quallfl.ed to fIll the same} the
l"'mplnyee shall have the rIght to return to the pOSItIon
wlth the CIty wlthln 6 months after the termlnatlon of
cmC'h aC"t I ve serV1.ce hut sMa 11 not hav@ a r 1 qht to so
return 1a ter than 6 months after the end of the wa r or
.'lfter the tIme the PreSIdent 1 or Congress proclaIms the
natlonal emergency is term1.nated, or after the eXpIratIon
of th~ natIonal conscrIptIon act. SuC'h an employee shall
receIve senIorIty and other credIts on the same baSIS as
though the employee had remaIned In the CIty serVIce and
had not taken such mIll tary leave. Leaves at absence
WIth pay for temoorary ml11tary duty shall be granted In
accordance WIth appll.cable state law.
- 74 -
4.06.
4 07.
.
e
..lu rv Du t y
Any employee covered hereIn, when duly called to serve on
any Jury and when not excu sed therefrom 1 sha 11 ree!!1 ve
the regular base compensatIon, 1 es saIl Jury fees
receIved exC"ludlnq milpage; for the t1me requIred to be
sppnt under the Jurlsdlct10n of the court. Each employee
receiVIng a notlce to r@oort for Jury serVIce shall
lmmed~ately notlfy hls/her supervlsor.
Whenf'>ver dally Jury duty sC"hedull.ng pE"rml ts J employees
shall return to the1.r regular dally Job ass1.gnment to
complete their rE"gular dally work hours. If the employee
15 normally scheduled for something other than a Monday
throuqh FrIday, 8:30 a,m. to 5:30 p m. work schedule, the
Department Head shall as!ngn the employee to a Monday
throngh FrHJay work wf'>elc durIng rhe perlod of Jury
service.
Atter servlng requlred Jury serVIce, employees shall
provlde the Df'partmpnt Head WIth approprIate
documentation of Jury serVJ.ce compensation and a check
payable to the CJ.ty of Santa Monlca for the total Jury
t ep-s, less mileage} .Wl thl n 45 days of the las t day of
JlIry servu:.e. Fa 11 ure to do gO 101111 resul t 1 n a
deductlon from the employee's next paycheck of the amount
of Jury duty nay ~dvan~pd by the CIty.
Workers' Compensatlon (D~sablltv) Leave
~ny e-mploYE"e covered herein who IS receIVIng dISabll1.ty
payments under the "Workers' Compensat1.on Act of
Cal1fornla" Itor on-the-Job lnJurles sustaIned whl1e
engaged 1n the performance of the duties of any such Job)
sh~ll rE>C"E>IVe from the Clty during the flrst 60 days of
such dl sablil ty absence, payments 1 n an amount equa 1 to
the dlttere-ncE' between the dlsabl1Ity payments receIved
under the Workers' Compensat~on Act and the employee's
full sal.'lry. Such p~ymente; by rhe Clty shall be mad€'
wlthout any deductlon from accrued SIck leave beneflts.
- 25 -
4.08.
4 09.
4.10.
e
e
Parental LeRve
Employees who demonstrate that they have pr1.mary
rp~ponSlbll1ty for the care of a new Chlld who requ1res
constant parental superv1s1on} shall be entItled to a
l~ave ot absence ~otalllng tour months ImmedIately
to 1l0w1ng the Chlld 's bl rth or adopt J.on and shall be
returned to the same Jab clas~lflcatlon oc~upled prior to
the leave upon 1tS eXp1ratlon. PSl.d vacation leave or
sick IE"3VP 1f applIcable, as well as unpald leave, shall
be counted toward the four month total. Addltlonal leave
may be rpquestAd under the prov151ons of th1S MOU
govern1ng leaves of absence wlthout pay.
Prlmary resoonslblllty may be establlShE"d by prOVidIng
documentatlon that the employee's spouse 15 medIcally
lncapac1tated; or that the spouse IS galnfully employed
dur1ng hours the employee 15 normally scheduled to work
and no schedule change for the employee or spouse IS
po~s1ble; or by demonstrat1ng other extraord1nary C1rcum-
st~nces such as the adoptlon of a dIsabled Chlld who
requ1res constant parental superv1s10n.
Bereav~ment_Leave
Bereavement leave not exceedIng 5 workIng days shall be
granrpd to f'mployees covE"red hereIn nue to the death of a
member of the employee's 1mmedlate famIly. ImmedIate
f~m]ly ~hall mean spouse, ChIld, brother, SIster, par~nt,
parent-ln-law1 grandparent} grandchIld} son-In-law1
dauqhter-In-I aw 1 step-parent, s te-p-brother, st ep-s 1 ster ,
step-chIld, or any other relatIve lIVIng In the same
household.
~rgent Personal ~eave
Two days of ]e-ave p~ch flscal year may be used tor urgent
personal matters that could not be postponed to a
sllbseOllf'nt tlmE". ThIS le<'lve ~hall be chargeod aoalnst
accrued SIck leave~ If any. ThlS leave shall be granted
In unIts of not less than 2 hours} nnd only If accrued
SIck leave IS ava11able. ThIS leave shall not be
i'lccrlli'lble trom ypar to year If not used In any gIven
f1~cal year.
- 26 -
.
e
AR'rICLF V.
5.01.
5 02.
WORKTNG CONDIT10NS
~af~ty
The C~ ty sha 11 provlde a reasonab 1 y safe and hea 1 thy
worlnng f'nVlronment ~n accordance -,nth aopllc-able State
and Federal laws and regulat~ons. Where safety devlces
or Irems of protect1ve f'quIpmf'nt are rpqUlred or
furnIshed, theIr use shall be mandatory.
An ~mployee who 15 dIrectf'>d to perform a task WhlCh the
employee has reason to belIeve 1S a clear and present
d~nger may request an ImmedIate reVIew by hIs/her
Department Head and the Personnel D1rector, who shall
consult WIth the CIty BUIld2ng OffIcer, FIre Marshal,
County Health offIcers} or State health offICIals as
approprIate. DurIng the perIod of reVIew and/or
lnvestlgation, the employee shall be aSSIgned other
~pproprlate dutIes WhICh do not pre~ent a health or
safety hazard.
It is mutually aqreed that a representatIve of the
recognIzed employee orfJanlzatlon may attend meetIngs ot
the ~dmlnlstrative Safety CommIttee when, In the opInIon
of "illch representat 1 ve J a 9."1f ety ha7a I'd eX1 "Its wh Ich
should be con:u.dered by the Safety Comml ttee provIded,
howpver, that rhe all~~ed ~afety and health hazard shall
flrst be brought to the attentIon of the Department Head
In wrltln9. The n~parLment Hpad shall re~pond In wrItIng
WIthIn 2 workIng days. The representatlve at the
rerogn1zed employee organIzatIon shall request In wr1tlnq
of the Depal"tmen t Head perml. ~ 510n to at tend the
Admlnlstrarlve Sntety CommIttee at ]PASt 3 d~ys prIor to
Sale meetIng and such permlss10n to attend saId meeting
shall be granted.
Effect ot Job Performance on Salary
~he CIty Man~ger, In exceptIonal cases! based upon
SpPCItlC appraIsal of the Importance and dIffIculty of
the work and the experlence and abIlIty of the person to
bp employed! or of the Incumbent, may authorIze entrance
~alarles hHlher than thp mInImum, -'!nd spec-Ial Increases
above the amount prescrIbed In the sa lary schedule for
the class and l~ngth of serVIce of the lncumh~nt. In no
eVf'nt, however! shall the rate exceed the maXlmum for
,h-'!t C'lrlss.
- 27 -
5 03.
5 04.
e
e
Notw1thstandlng ~ny provl~tOn contaIned herPtn, there
wlll be no Incre~se In wages of any kInd as a result ot a
NOT ACCEPTARLE ratIng on ~he pmployee's prescrIbed
pprIodlC performance ratIng. There WIll be no subsequent
1 ncrE"asps In w.=tges untl} the NOT ACCEPTABLE ratIng has
bp-pn improved to at least the SA'l'ISFACl'ORY level. It
ovprall performance 13 rated NOT ACCEPTABLE an pmployee
may be dl~missed tram servIce, and If two consecutIve
p@rformance rat 1 ngs a re marked NOT ACCEPTARLE, employee
sh~ll be dIsmIssed by appOIntIng authorIty for
lnf>fflcu~ncy I qMCC SectIon 2104,11,1). Any overall ratIng
1 n thp- BEI.OW SATISFACTORY category may de lay the next
s("'hedu 1 ed sa} ary step 1 ncrea se at the dI scret Ion of the
appolntlnq authorIty. Such actIon shall remaIn In effect
untIl the ratIng has been Improved to at least a
SATISFACTORY level.
TIme otf tor SelectIon Procedures
Employees covered hereunder shall be entItled, durIng
workIng hours, to nece<;sary tIme off, as detprmInpd by
thp Department Head and verif~ed by the D1rector of
Personnpl} to partICIpate In the selectIon process
requIred by the Dlrector of Personnel for the purpose of
detprmInlng elIqlbI1Ity for movement to another pOSItIon
classifIcatIon in Clty serV1ce or for transfer from one
C1 ty nf>pa rtment or dl VI S I on to anot hf"r . Such tIme of t
shall be cons~dered hours worked.
Lavoffs
Any CIVIL serVIce employee may be separated from hIs/her
Pl11ployment for an Inde-fInlte perIod of tIme by the CIty
because of alack of work, lack of funds, aba 1 i t 10n of
pOSItIon, or other SImIlar cau~ps. Su~h actIon IS
des Igna ted as a layoff and sha 11 ent 1 t le the lal.d oft
Pl11ploype to be placed on the reemploymE"nt lIst for
h\s/her Job clasSlf~cat10n (see SectIon 2103H of the
S<1nta MonIca MUJ'JIcloal Code), Layoffs 5hall be qoverned
by Sen10rl.ty ~n serV1ce WIthIn a partIcular department
~nd WIthIn a part1cular claSSIfIcatIon; I.e.~ an employeE"
be"lng laId off shall be that employee w1th the lowest
c;pnlorl ty In the partlCU J ar dPpartment roncerned and 1n
thp partIcular job class~f1catlon Involved. Reemployment
from layoffs 1n a partl~ular department ~hall be 1n the
reverse order In WhICh the layoffs occurred In that
dppartmf>nt7 sUhJect to the pmployee's rlqht of flrst
refu5~1. Any posltlon may be abollshed by the Clty
COlln('ll and should such <'in (iboll::ihpd pOSItIon be
rel ns tared or any such pos 1 t Ion 1 nva 1 Vi ng subs tan t l.a lly
the ~ame dutIes be cr~ated or fIlled WIthIn one Yf'>~r, the
la 1 d off employee sha 11 be entl tIed to reemployment 1 n
rtccordance WIth the rules qovernIng layo-rfs.
- 28 -
5.05.
5 06.
S 07.
e
e
If ih~re IS a ~]a5s of pasltlons of a Inwer r~nk and In
the same promotlonal lIne as the class of posItIons from
WhlCh layoff IS m~de, the appoIntIng ~u~horlty shall
demote the employee scheduled for layoff to a posIt1on 1n
such lower rankIng cl~ss of Oosltlons. The pmployee WIth
the lowest senIorIty OccupYIng such lower rankIng
rosItlon m~y In turn be laId off or demoted In the same
manner to the end that the last person employed In the
}awpst rankIng class at pOSItIons may be the person laId
oft.
Access to OffICIal Personnel FIle of Employee
An employee covered hereunder shall be entItled to reVIew
thp content of hIs/her offlclal personnel fIle at
rp""sonahle lntervi'lls, upon wrItt-en request to thE"
Pe rsonne 1 D1 rector at leas t 24 hours 1 n advance.
nOffl~lal Personnel Fl1e~ shall be defIned as the
contents of the employee's otflclal flie held at both the
Personnel Department and LIbrary Actm1n1stratIon, and both
fIles shall be reVIewable upon an employee's slngle
wrltten rE"qllest to do so
No mater1al sha~l be placed 1n an employee' 8 off1c1al
personnel tIle WIthout havlng tlrst bpen shawn to the
employee. An employee may prepare a wrltten response to
~ny such matf'rlal and c;uch response shall be flIed wlth
thp- or1g1nal document. Any wr1.tten repr1.mand shall be
rpmoved from the fIle after two years} It there has been
no recurrent of the lnc1.dent.
Weekend 'rIme Off
The Clty shail make reasonable etforts to prOVIde
pmployees covered hereunder wlth at jeast one weekend of
two consecutlve days oft durlng each month. Weekend 1.S
dpfInpd for thIS purpose as Saturday and Sunday.
Tlme tor Clty Meetlngs
Tlme ~oent at meetIn9s, ronferpnces or c;emlnars by
emnloyees covered hereunder are conSIdered hours worked1
provlded1 howpver, that the employef' has been dIrected to
attend sald meetlng, conference) or semlnar and no
overf",me or other preml11m compensatIon 15 allOWE'd
thl"'refor. One 24-hour perlod at such meetIngs)
cnnferpnce or semInars c;hall be pqulvalent to 8 hours ot
regular duty.
- 29 -
5 DB.
5 09.
5.10.
e
e
Rest Perl ods
Employees shall be allowed
durlng each 4 consecutIve
a-hour work day.
rest
hours
per1.ods of 1 S mt nutes
of work durIng eacn
Emolnvee Par]ono
The Clty wlll make every effort to malntaln free parkIng
tor rlty employees at CIty faCIlItIes.
Flex-tIme Study
The Clty agrees to reVlew and dISCUSS a proposal that
Local 1634 may submit wtth regard to alternatIve work
schedules. The CIty does not commIt to lmplempnt such a
plan but only to gIve It serIous conSIderatIon. It 15
agreed that provldlng serVIce to The publIC shall be thf'
prImary conSIderatIon In any proposal developed.
- 30 -
e
e
ARTICLE VI. EMPLOYER/EMPLOVEE RELATIONS
6.01.
6.02.
6-03.
~9yroll Deductlons
It 15 mutually understood and agreed that the Clty wlll,
sUbJect to the provlslons of Ordlnance flOt (eCS) and
durIng the term of thl$ MOU, deduct monthly and remIt to
the offIce or offIcer desIgnated in the pmployee payroll
dpductlon authoTlzatlon form any recognIzed employee
organIzatIon dups~ credIt unIon Investments or payments,
h~alth and hospl.tallzatlon lnsurance prem1ums, and Ilfe
and ace I dent I nsuranee premI urns. Any or a 11 of such
payroll deductl.ons are subJect to termlnatlon by the City
Manager upon 24 hours natl.ce for fallure to comply WIth
th@ provlsions of thIS MOU.
Reasonable NotIce
It 1S mutually agreed and understood that a copy (vIa the
UnIted States Postal SerVIce) of the Clty Councll and/or
Personnel Board agenda for each meeting malled to the
authorIzed representatIve of the recognIzed employee
organlzatlon shall constltute reasonable wr~tten not1ce,
and notl.ce of an opportunIty to meet WIth such agencIes,
on all matters withln the scope of representatlon upon
wh1ch the C1ty CouncIlor Personnel Board may act.
Unl.on Securlty
ThiS MOU shall be applicable to all employees wlthln the
Job classIficatlon spec1fIed 1n Sectlon 1.01 here1n and
such other c lass1 flcatl.Ons as may from tIme to t1me be
created w1th1n the unlt of ~mployees covered by thls MOU
1rrespectlve of union membershlp, prov1ded, however:
All pmployees who are members of the unIon 15 days
follOWIng ratlficatlon of th1S agreement by the CIty
CouncIl, or who aha 11 thereafter become members 1n good
standlng of the un10n shall obllgate themselves to pay
dues to the unIon for the 11 fe of thls MOU and hereby
authorlze the Clty to wlthhold sald dues for the term of
th1S MOU.
- 31 -
6 04.
6 OS.
e
e
AFSCfl1E F1qrpf!s to rind Shilll lnrtemnlty and hold harmles~
tnp C1. ty of Santa Monl ca, 1 ts CouncIl, boards,
commlsslons, offl~ers, agents, servnnts nnd employees
from and aga1nst any and all loss, damages, 11ablllty,
claIms, SUIts, costs ~nd pxpenses} whatsopver, InclUdIng
reasonable attorneys' tees, regardless of the merIt or
outcome of F1ny such claim or SUIt, arISIng from or 1n any
manner connected WIth the operatlon of thIS prOVIsIon.
Union Repregentatlv~ Tl~~
The Clty agree~ that reasonable tIme shall be allowed for
the Presu1ent of Local lfi34, or a specl"flcai ly agreed
upon alternate, to represent the members of Local 1634 In
matTPrs pertainIng to grIevances, or ctlsputes over
InterpretatIon of thiS MOU, WIthout 10s5 of compensatIon
or charge agalnst rhe employee's accumulated le-avp
prOVISIons. Approval for such tIme shall be requested at
lpast two workIng days 1n advFlnce ~nd a response Will be
provIded by the Department Head or deSIgnee at least one
nay 1n advance of the rpque~ted tIme otf. In matters of
urgency, the PresIdent or deslgnated alternate may
rPllllest the tIme off on shorter not:lce and the Department:
Head may grant approval prov~ded that the
reprpsentatlve's absence would not adversely aftect
department operatIons. Local 1634 agrees that unIon
bU"llnesS shall be conducted durlng Off-duty hours as much
as po<;slble, and the CIty agrees to be reasonable 1n
gr~ntlng Clty tIme when necessary
GrIevance and ComplaInt PolICY
In the pvent nny grlevnnres, dIsputes, or dl~"greements
arIse concernIng m~tter3 WIthin the scope of
rpprpsentatlon of the TPcogr'llzed pmplnyee organIzatIon;
sur.h grIevances] dIsputes or dIsagreements shall be
rp"lolved as follows:
A GrIevances, dl~putes and dIsaqreements concernIng the
lntf>rprptatlon or i'lppllratlon of the tf'>rms of thIS
MOil shall be resolved, If posslble, by meetIng and
conferrIng In gnod falth. If unresolved by such
meptIngs, the partles shall conSIder submIttIng such
IS~U~S to m~dlatlon as prov~ded by OrdInance No. 801
(CCS) . In the absence of agreement to medlate or
falJUre of m~dlallon or arbItratlon by mutual
consent, the Issues shall be resolved by an actIon In
a cnurt at ~ompetent )urlsdlcatIon on motion by
el.ther party.
- 32 -
e
.
B Grtevances, dIsputes or dlsagreements Involv1.ng
remoVnls, demotIons or SlI"lpenS10ns fihall be re!':o!ved
ao; prov1.ded by the CIVIL serVICe provlSlons of the
S~nta MonIca MunICIpal Code and the CIty Charter.
c. Other grIevances, disputes and dl.sagreements shall be
resolved as provlded by the CIVIL serVIce prOVISIons
ot the Santa MonIca Mun1.Clpal Code. Representat1.on
by the recognl~ed pmployee organlzatlon shall UP
Ilml. ted 1 1n thl.S clas S ot grIevance, to appearances
before the Dpparrmpnt Ht"'Rd, Per sonne 1 D1 rector 1 and
the City Manager.
- 13 -
c
e
e
IN WITNESS WHEREOF, the parties hereto have caused
Memorandum of Understanding to be executed this date:
1986.
By:
Local 1634 AFSCME
City of Santa Monica
':./ - IL
President
(
-i
City Manager
a~w a/~__
tl:resentative - I
......oI~. -t-L1f-".:.!:"].V ! 1--':"<~~--L-rr-'~-oU..r-:(...-"!.~r
Representative /
// ;:;:;-?'
,f, // // /,,/,,"
//r';; /" ..../r"...
,~~. ./" ~:
Repres~.5~~_~~~-~
-- /' /
----
-"'
AFSCME Representative
APPROVED AS TO FORM:
By
~w..~
Robert M. Myers
city Attorney
this
r