R-7271
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RESOLUTION NO. 7271(CCS)
(CITY COUNCIL SERIES)
~
A RESOLUTION OF THE CITY COUnCIL OF THE
CITY OF SANTA MONICA AUTHORIZING THE CITY MANAGER
TO EXECUTE A NENORAHDUH OF UNDERSTANDING WITH
THE TEAMSTERS UNION LOCAL 911
WHEREAS, the City Admin1.stratl.on and representatlves
of the Teamsters Union Local 911 have met and conferred under
the terms of Ordl.nance No. 801 (CCS) and have reached
agreement on wages and other terms and conal. tl.ons of
employment~ and
HHEREAS, Sectl.on 2.06 of Ordlnance No. 801 (CCS) of
the Cl ty of Santa Honlca requlres preparatlon of a wr1tten
memorandum of understand1ng between the ad~l.nistratlon and
employees 1f 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 blnd1ng unless and until presented to the
governing body for determ1natlon~ and
WHEREAS ,...-.;;: the purpose of thlS memorandum of
understand1ng lS to promote and provide harmonl.OUS relatlons,
cooperat1.on, and understand1ng between the Clty and the
Teamsters UnIon Local 91l~ <~~
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF SANTA
MONICA DOES RESOLVE AS FOLLOUS:
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Section 1: The City Council of the City of Santa
Mon~ca does hereby approve and authorlze the CIty l1anager to
execute the Memorandum of Understclndlng executed by the
Teamsters Dnlon Local 911, a copy of which lS attached hereto.
Section 2: The City Clerk shall certify to the
adoption of th1S Resolution and thenceforth and thereafter the
same shall be ln full force and effect.
APPROVED AS TO FORM:
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'J
ROBERT l1. MYERS
City Attorney
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Adopted and approved this 29th day of July, 1986.
I hereby certify that the forego2ng Resolution No. 7271(CCS)
was duly adopted by the City Council of the City of Santa Monica
a t a meeting thereof held on July 29, 1986 by the following
Council vote:
Ayes: Councilmembers:
Conn, Jenn2ngs, A. Katz and Zane
Noes: Councilmembers:
Epstein
Abstain: Councilmembers:
None
Absent:
Councilmembers:
H. Katz and Mayor Reed . T.
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ATTEST:
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c~ty,jl~ _~-,_::'-
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MEMORANDUM OF UNDERSTANDING
Bl':'l'NF:f:N
CITY OF SANTA MONICA} CALIFORNIA
AND
TF.AMSTERS LOCAL 911
~ABLE OF CONTFNTS
ARTICLE/SECTIPN NUMBER
PAG,E, ~
AR'J'TC'LF. I. GBNEHAL P,"f!()VJS10NS
Se>ctlon 1 01:
1 02:
t 03:
1 rJ4:
1. 05:
06:
1. 07:
1. - 08:
1 09:
1. . 1. 0 :
1 1 1. :
1 12:
1 1 3 :
1.14:
1 15:
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Partles to Memorandum...
1
PlJr!,o~e. . . . . .
Term of Agreement.......... ............ 2
C1 ty CnllnClJ t\C'lorov;ll..... 2
Recoqn.zed Emnloyee OrganIzatIon Name.. 2
S,~ne at KPorp~pnLatlon.. i
FuLL Under~tandIng} Modlflcatlon &
Walv€>r....
Management Rlght.s... .... .... ......... 3
Pe~rpful pprtorm~nce at City 5erVice~.. 4
Va ll. d. t Y of MOll... .................... 5
C.'l.ot1ons tor ConVl"nlt"ncE"-
.,
Equal Employment..... .............
5
l)f>flnlt,ons
n
overpayment Remedy....... ............. B
Pi'lymf'>nts at 'J'prml oat 1 on. . . . . . .
,"i
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ARTICLE TI.
SeC't1on 2,01 :
.., (12:
"
2 03:
;~ 04:
2.05:
? 0/,;:
2 07:
2 ()8~
2 09:
lIR'T'TCLE lTI
S~ctlon 3.01:
'I 02:
3.03:
i 04:
3.05:
1 06:
3 07:
3 OR:
1 Og:
ARTICLE IV
Sect10n 4.01:
4 n2:
4 03:
4 04:
4- ()~:
.~ 4 06:
4 07:
4 08:
4- 09:
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COMPENSA'f'ION
Effect1ve Date of Pay Increase
9
I..}
10
10
11
S~l<l.Fles..
Ovprtl.me.
ShIft DIfterentIal......
Call Back Pay..
Hr>oort Pay.....
1 1
Stand-by Tlme......... _ . . . . . _ . . . . . . . . . . 11
Honll R ps. . . . . . . . . .
12
Pay for 5erv1nq 1n a H1gher Job Class.. 12
Sl1PPf. FMFt\J'PAI" Hl- NFF T 'J'S
Health & Dental Insurance....
14
Retlrempnt PJiln
14
TUItlon Relmburspment.
15
Defprrpd Cnmppn~atlon..
Unlform Allowance.....
1 h
16
'f'OO) JUlOW;lnc-f" . 11'>
M11eaqe Relmbursement... _........... 17
St~tp Dlsablllty Insur~nre... 17
51Ck Leave Buy Back...... .......... 17
LF.AVFS
PaId Hellday.;.....
20
21
22
2')
25
VacAtIon LeAve
SIck Leave.....
J,p;)ve of Ah<;p.oC'e WIthout PAY
MIlItary Leave.
Work'f"rs' Compf'nsiltlon Leave............ 2b
Jury Duty..............
26
27
27
M.'lternlry !.f'i'!.ve
Urgent Personal Lp.ave..
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ARTICLE V.
Sf"ctlon 5.01:
5 02:
Cj 03:
S 04:
5.05:
5 06:
') 07:
ARTICL E VI.
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WORI'T NG CONTH '1'1 ()f\lS
Safety. .................... ..........
Effect of Job pprtor~~nce on Salary
Lay-offs. . . . . . . . . . . . . . . . . . . . .
WorK hy ~l1p(>rv] ,>ors. _........
Wa~h-up PerIod...-.........
AlternatIve Work SchpduJe tor
AnImal ControL........... ........
Slll1contractlnq. .
EMPLOYERr~MPLOYKE RELATTONS
S€"C"tlon f,,01:
6.02:
6 03:
6 04:
f) 0<):
f-, 06:
f1 07:
6 08:
APPFI\IDI X
PClvroll ])('>duc t Ion!,> _ . _ . . . .
Reasonable NotIce.
IInIon SecurIty
UnIon VI~ltat1on &
~hoo StPWnras Rlnhrs.
OrganIzatIon BU~lnp~s AttaIr~....
BulJptln Hoard LJtpr.,turp
Dl'5trlbutlon.
Grlevanrp & Complalnt POllCY
A.nOU3 L Meet1.ngs....... ...........
ExhIbIt A:
hClaSSlflcatlon TItles Covered
by t hIS MOU".
EXhIbIt B:
..,.,..
"Agency Shop"... . . . . . . . . . . . . . . . . . .
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28
2H
29
2g
30
30
30
31
31
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34
34
34
36
37
38
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TEAMSTERS LOCAL 911
CITY OF SANTA MONICA
ARTICLE T.
1 01.
1.02.
GEMERAL PRqVI~IONS
Part\es to Mpmorandum
Th~s Memorandum of Understand~ng (MOUl has been prepared
purc;uant to the tprms of Ordlnancp No. R01 feeS) of the
Cl ty of Santa Monl ca , Whl ch OrdInance 1 s hereby
IncorporatE"d by reference as If tully c;et forth here~nl
ann hns been executed by the Clty Manaqer on behalf of
m<lf)i'lqt~mf'nt off1 C1 al s of thE' C1 t.y and by the Teamsters
Local 911 (hereatter "Unton") on behalf of permanent
emcloypps OccuoYlnq the l1ne-Item lob classlflcatlons set
tor th 1n Exhl b2 t A wh 1ch 1 s at tached hereto and made a
oart he),""""of.
From t1me to tIme, claSSlflcat.l.Ons may be lncluded or
pxC'l\lrlf'd Ilnrler rhe te-rms of thIS MOU) provIded that the
lInIon and the CIty fInd those clasSlflcatlons to be
i'lOOrOpr1at?ly "nt-hI'" the unIt comnosltlon standards at
th2S urnt or of another unIt and that the MunlC1pal
FmplnYf'e- RelatIons Offlrer tInds rhat thelr InclUSIon or
P-Y.clu~10n 1S not InapproprIate under the terms of
Orchr.-'ln("f' ROt rr-es}. Such "rldItIons or l'JE"'letlons ,,>hall
be aqreeo upon In wr1t1ng and WIll become etfectl.ve upon
f"Xecllt 1 on by r~prE'5en ta t 1 ves of tne Un 1 on lnd the
Mllnl.C1.pi\l1 Employee Relatl.ons Otf1.cer. However, no
c]asslflrat]On~ ~urrE'ntly rppresented by rhe Te~msters as
set forth In ExhibIt A wh1.ch 1.5 attached hereto and made
a pnrt herpof; shall be ~ons1("3ere-rl for exclUSIon by the
Clty from thIS approprIate un1.t prIor to June 1, 1988.
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The partle'3 aqree that the purpose of thl.s MOU 1';: to
promote and prOVIde- harmonIOUS rplatlons, rooDe-ratIon and
under~tandlnq between the CIty and the employee~ covered
nereInj to provlde' an orc1erly ilnd f"oulttlole mpans ot
re~ol VI nq dl fferences Whl ch milY arIse under thlS
mf'mOran0lJm, i1nd to set forth the full ilgrpE'ments of the
part~e~ reached a~ a result of meet~ng and conferr~ng ~n
qand f~11th reqardlng mattprs wlrhln rhe 5~()pe ot
repre~entatlon for employee~ represented by Teamsters
Loca] "111.
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1.03.
1.04.
1.05.
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T~rm of Aqrppmpnt
Thts AqreemE'ot shall be etfectlve as ot the l<;t day of
JUly, ~';86 ,'!od snaIl r~maln In full force and eftect
nnt1.1 the 30th day ot June} 1988. It shall be
aut~matl,ally renpw~d trom year to vpar tnpreatterJ
unless e1.ther party shall notlty the other ln wrltlng not
lat~r than January 15 of pa,ch year that It dE'SlreS to
terminate or modify thlS Aqreement, and specIflcally
IndIcates r€'qLl~5ted modlflcatlnns. In the €'vent that
such notIce 15 g1ven, negotlat.*lons shall begIn no later
than March 1 wIth a Slqned ~ontract desIred oy July 1.
Clty Counell ~pproval
1'hIf: MOll IS ot no force or pttect what5'o~ver unless or
untll ratIfled and approved by resolutlon duly adopted by
the CIty COllnC' 1 1 of the CIty of Santa MonIca.
Rp.r-oonlzed Employee OrganIzatIon Name
'l'pi'lmsrprs I.ocal 911 15 t1€'rphy aCl<nowlprl'1ed as the
Rpcogn 1 zed Employee Organ~za t 10n reprec;ent 109 on 1 y the
pprmanC'nt, Ilne-ltem 10b Cli'!S~ltlcatIons get forth 1n
Exh~blt A (WhiCh ~s attached hereto and made a part
herpotl Ollr<;nClnt to Spetlon "'1.04 (C'J of OrdInance No. R01
ICeS). It 1.5 the mutual understand1ng ot the partlE'S
hpreto that i'!,knowledo~ment of ~pam~tPrs Local 911 as the
recogn~zed employee organ1zatlon:
A . D ()".. S ,'. 0 t n r eel \ 1(' e pm ploy po P s 1 n 5 11 C h Job
clac;c;lflcatlons trom representlnq themc;elves
IndlVlrlUi'llly In thf'1r pmployment rf'latlons wlth thE.'
C1.ty.
B Does not preclude or restrIct the rIght ot management
otflCli'lls to meet i'!nd consult WIth pmployp~s In such
Joh cla'3sl.flcat1.0ns concern1.ng the1.'r employment
rplatlons WIth the CIty.
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1,06.
1 07.
1 08.
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S~ooe of R~or?~ent~tlon
The scope of representatlon of the recognlzed employee
orqnnlzatlon ~h;'Ill Inilude nIl mattprs relatIng to
employment condlt~ons and employer-employee relatIons
lncllJdlTlgi hut not lImIted to, WilgPS, hcwrs, ~nd orher
terms nnd condltlon~ of employment, except, however, that
thp sr~pe of rpprrsentatlon shall not Include
conslderat1.on ot tl1e merlts, neceSS1.ty, or organ~zatlon
of nny ~erVlce or actIvIty provIded by law or executIve
order and that the scope of- representatIon shall be
pxercIspd or pprformpd In ;ompllnnce wIth the orOVI51ons
of Ordlnance No. 801 (CCS).
BIll llnrle-rst.'lndlngJ Moolt:).C:'at;lon Clod W,l1ver
The pnrtIe~ agree that each has had full and unrestrlcted
r'~ht and onportunlty to m~ke, advanre, ~nd dIscuss
propo~al~ regard1ng all matters properly wlth the scope
of rf'prF'~entatlon as outlIned 1n SectIon ;- 05 of
OrdInance No BOt (CCSl. Th1.s MOl! const1.tutes the full
and comnlete aqrf"f'ment of thE" part,es ~nd there are no
others, oral or wrItten, except as speclt1ed 1n thlS
Aarepment. PrOVIQ10nS or cond1tlons not ~ppclflcally
chrlngeo In thlS MOU shall be as prescr~bed by the C1Vl1
5€>r\TICE" rrOV1510ns at the Santa Monlca CIty Charter and
thf' Santa MonIca Mllnlclpal Code. Each Party, for the
term ot ,hiS ~10lf, <".neilfIC:ltly waIves the rlqht to ciemand
or pf'~1.tIon tor changes here1.n, whether or not the
~ublprts wpre known to the partles at The tlme of
expcut 1 on hereot a<:l proper sub Jects WI thIn the scope of
rpprpSE'ntatlon i'lS outl,nE>d in See-tIon 2.0~ of ORDINANCE
No 80t (CCS).
Mnnnq~mpryt Hlo~t~ Rp5~rved
The Clty retalns alt rlghts not speclt1.cally delegated by
th15 Agre?ment, Includlng, but not 11mlted to, the
eXGIU~lVe rlqht to:
~.
hIre) rromote,
transfer, asslgn,
su ".nend ,
schedule}
D1 rpC't , 5UpE"rVJ l'>P)
dLsc1pllne, dlscnargeJ
nnd rptaln pmplov~ps.
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B
RelIeve employee~ from dutle~ because of lack of
or funds, or under condltlons where contlnlled
would be lnefflClent or nonproducttve.
work
work
c.
))etprmlne the
be performed,
serV1C'es to be
ut1.l1.Zatlon of
rpndE"rE"d, operatlons to
technology, and overall
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1 09.
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budgetary m~tters.
D.
the ~nnroprl~te Job claSSlfJcatlons
by WhICh government operat1.ons are to
and
be
D",t€"rmlne
personnel
{"'oT)duct€'d
E
Determ~ne the
aovernmE>nt
overall
of
of
the
un~t
m~SS1.0n
F Ma~ntaln and lmprove the ettlclency and etfectlveness
of oovernmpnt oneratlons
G. Tnke any necessary actlons to carry out the mlSSlon
of an agency In sItuatIons bt ernerqency.
H. Take whatever other actlons may be necessary to carry
out the WI'>hes at the nllbIlc not other'..71Se speclf:l.ed
above or by callect~ve agreement.
PPArpful pprform~nce of C1tV Sprvlre
It 1.5 mutually understood and aqreed that partlclpatlon
by 8ny ?mployee In a strlKe or a concerted work stoppage
term1nates the employment relat1.onshlp 1n the absence of
SpE:"{",ltlC" WrlT"Tf>n W<lIVer of <;i1Ch tf'rrnInatlon hy an
author~zed management ottlclal.
A. It 15 ftll-rher \]nc:1p.rc;tooo ;'1nd 30rped that none of r.he
partIes hf>reto WIll partICIpate 1n or encourage,
~"'<;l c::t or ("or,,-/nne Clny str7 k'e, rnncerted work
~toppaqe) cessatlon of work, slow-down, s1.t-down,
c;taY-[jT..;'lY1 111('oal p1l-ketJno or .'l.ny other 1.11egal
form of lnterference wIth or lImItatIon of the
op~rpfu] oerformance of CIty c;erV1CPS.
B. In thp event that there occurs any strike, concerted
work stopnAqp, ("~S5~tlon of work, ~low-down
s1.t-down, stay-aw~Yl l.ilegal p1.Cket1ng or any other
111p(1al form of Interff'rence wIth or lImItatIon at
the pPnceful performance of CIty ~ervlces, the CIty,
In ao{htlon to .1ny other lawiul re>medH'!S or
dlQClpllnary act1.0ns, may by actIon of the Clty
ManrlC1er c";lnr-el any or all payroll dpductlons,
prohIbIt the use of bulletln board~1 prohlb~t the use
o f (; 1 t Y f <1 C '1 11 t 1 e 5 ) n n d pro h 1 tn t a (' C "" R S t 0 f 0 rTTI e r
work or duty statlons upon 24 hours not1.ce.
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1-10.
1.11.
1.12.
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Vrtlld1ty of MOll
If any provislon of thiS MOU 15 determlned to be lnvalld
or 111pga} hy a court of C"ompete>nt )Urn,dlctlon, then
such prOV1S1on shall be severed from thlS HOU, but the
rem;:l1noer hprl"of SI"1nll rF'm;nn 1n llJll !0rce and effect.
'fhp pi'irt1.ec; hereto "Ihall lmmedlately commence to
nf"qotliltP for the purpose of rppli'lrlng any Sl1rn 1nvalld
or 111eqal prOV1"llon.
C;houl<'1 Any ,hnnqp be made In <iny Fpcjeral or State Jcll", or
in any rules and regulatlons lmplementlng such
lpglsJatlon, or :In nny C'lty Charter provIslon or Santa
Monlca Munlclpal Code provlslon WhlCh would be appllcable
nnd contrnry to any DrOVl~lDn hprPln rontalned, then such
prOV1"110n of thlS MOU shall be automat1cally termlnated,
but the rpm;:llnder of th15 MOD shall rF'maln 1n full forcp
and effect. Such leglslatlon and/or rules and
rponlat]()n<; <;h.111 <;Ilperrpde tons '''ou .,nd "ppllcable
clauqes shall be substltuted for those ruled lnvalld or
IlIP'lnl. 'l'hE" oartlE"S hE"reto e;h""ll ImmE'dIatE"ly commence
to neqotlnte fnr the purpose of replaclog any such
1 rn.T<'lll (j or 1 1 I paa 1 prOVl S 1 on .
G~pt19n~ for ConvenIence
The r~ntlnns hprp]n arp tor convenlPnce only ~nd are not
n. pn.rt ot thp MOU and do not 1n any way lImit, deflne, or
nmnllfy tne tE"rms ~nd 9rov151ons hereof.
Equal Employm~nt
It 15 agreed by both partIes to thlS MOU that they wIll
flllly comply wlth <111 lJlpllC'";-!hle lornl, State and Ff'rleral
laws, rlllecs and regulat10ns governIng equal employment
npportunlty. Thp Atflrmatlve Actlon ProQram ~nd the
Sexual Haras~ment Pollcy of the CIty of Santa MonIca are
affIrmed by both partlPS to thIS MOU and ~ncornorated by
reterp.nce here.
-~
Every CIty employee IS expected to respect the dIgnIty of
evpry other CIty pmPlnyee and to rpfrnln trom any
actlons) Incluo1.ng the use of slurs or jokes regardIng
">E'xJ ,"lge, race; natIoni'll orHl1n, rel](}10n; dlSilblllty or
sexual preference/or1.entat1.on WhICh could be construed as
hara<=;,mpnt. V~rbnl or nhyslcal h~rassment of rellow
employpes are v~olatlons of Clty POllCY, No employment
deCl'non rn.~y be madE> nn5ed upon an f'mployeE>'s subml~slon
to or re)ectlon of such conduct. Any employee who
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1.13.
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belleves that he or she ~s the vIctIm of such harassment}
whpther sf'xll~l; ra,-,.'ll, ethnIC" or rf'llql'>USj Ini'iY fl1e a
compla1.nt. The emploYf'e should attempt to dISCUSS the
mi'l.tter WIth hIS/her lmmedl.'l,te ~\lpervl<;or and, It not
satlsfl.ed, sl1bmtt the grIevance In wrttlng to hIs/her
dppartm~nt h0~d. The dppartmpnt hpad wlII render ft
dec 1 s Ion, or WIll adv15e the emp loyee of further
proC"f'durps It the matter IS outs1.de the dpoartmpnt hpi'ld'c;
~uthorlty It he/she 15 stIll dIssatIsfIed, the employee
shnuld ~llnmlt the grlPvRnce 1n wrItlng to the DIrector at
Personne 1 who wlll l.nterV1.ew the partl.es concerned and
$UOmlt a recommendatlon to the CIty Manaopr, whose
deCtSl0n shall be flnal, Complal.nts of dIscrImInatIon
aqalnst an AppOInted otfIc1al of t-he Clt-y, InclUdIng the
C1. ty Manager, CIty Attorney, or C~ ty Clerk} should be
made In wrltlng to the CI~Y CouncIl.
ComplaInts of a senSItIve nature, l.ncludlng complaInts
InVo!Vlng gpx\lal haras<;rrl('.>nt, may bynass Any step of the
~tand~rd grIevance procedure WhICh Involves a superVIsor
or man~ger whose conduct IS the sublect of rhe complaInt
Det1nJ.tlons
Tne followlng defInItIons are to be applIed In the
Intprpr~tatlon ot thIS MOU:
A.
"Sa 1 a ry Ranqe" 5 ha lI.
throuqh 1':) hourly or
bl-wepkly equlv~lent)
r\a~~lfl~otlon wlthln the
(A.
the
Job
mean t he norma 1 f t ve-step
monthly nay sc~le f~nd
aS~lgned to each
Clty .......ork forC'e.
B- "Salary Range Steps A. throuqh D" for each Job
rl~~~lf]catlon WIthIn the CIty work torce ~hall m~an
and be establ1.shed to bear the foLlow1nq percentage
rplatlonRhlp to Salary RAnge StPp E ~omoutpd to the
npare~t dollar, WIth attaInment based upon the
follOWing ~mounts of serVlce In the on5ltlon~
St.ep 1\ 81% of Step E......... DurIng 1st Year ot
F:mpjoymf'nt
Step B 85% of Step E. . . . . . . . . . Oil rl. ng 2nd Year of
,",'moloympnt
Step C 90% of Step E . . . . . . . , . Ou r 1. ng 3rd Year of
Fmploymf'nt
StP.p 0 9!:J% of Step E . . . .. .. .. .. .. ,DurIng 4th Year of
Frnr1oYll1flont
-4;;'> Step E............. 0- .. . . .. .. .. . .1\fter 4th Year of
l'mployment
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C. uNearest Dollaru shall mean the next lower doLlar 1n
('l monthly rate T""hpn the (""'omputen amol1nt 15 50 CE"nt<;
or le<;s and the next hlgher dollar when the computed
Amount 1<; 51 ('ent~ or more.
D "L1.ne-ltern Pos1.t1.on" shall mean a pOS1.t1on wh1.ch 1S
I a) ~np.C'lfl(""'nj Iy Item17E'd In the DersonneJ schedule
of the annual budget at the CIty of Santa MonIca and
Ibl e}Hpble to accumulate vacatlon, .:-lck If'.lve and
other time otf In proportIon to the percentage of the
illll-tlmp 40-hour work w<",pk. Other fr1.nge benefIts
shnll be prov1ded to part-tIme employees covered
herf'>\lnne-r a!'> If they werE"" l""mployed on a full-t 1me
ba<;lS.
E "Permanent Employees" shall refer only to the
hllc1gf'l.lry <;t.:l.tus af a posItlon, dIfferIng from
"as-needed/" and does not guarantee contInued
pmpJovment to any pmploype.
"Permanent Employees" shalL mean:
(1) A OPr<;on who 15 Ipnally lnCllmhpnt at a lIne-Item
posltlon, full or part tlme; or
(2J A tflrmer JpOi'll InCllmhent of a Jlne-ltem PO$ltlon
on authorIzed leave of absence from a regularly
blldt1E'ted posItlon WhICh nO<;Jtlon 15 tH"'lng helrl
p?ndlng the employee'~ return
F. "l),"Ite of Entrance Anrnver<;Clry" ~hilll rne;:an the date
WhICh recurs annually atter the date of entry Into a
ll1"'le-Item pOSItIon 1n the C"li'15S1tlE'd serVIce of the
CIty of Santa Mon1.ca, e1.ther by orIgInal employment,
r-pf'mnlovment or promotlon. The rl~te of E'nrrancf' for
emnloy~es WIth broken serVIce shall be conSIdered as
that date on WhICh the I <lst unbrClken serVIce 1 n thE"
claS~lflcatlon wa~ effectIve.
G. "Satlst.'lC'tory Serv1C"e" <:hall mean .he attalnmE'nt of
an overall performance ratIng of not less than
"Satlsfactnry" on the- pprform;'1nC"e rf'Dort ilssoC"1ated
WIth the employee'~ most recent date of entrance
annlversarv.
H
The "Fuli-T1fTle Work Week" <;;hall be
hours, WIthIn a 7-~~y pprlodJ
consecut~ve days whenever operat~ng
d?partment or Clty wlll ~)}OW.
def1. ned as 40
. SC' hE'dll J ~d on
condltlons of the
c;;"
- 7 -
1.14
1 15.
e
.
/1) Incumbpnts of lIne-Item pOSItJOnS emoloyed In a
work week les~ than that defIned as the
tull-t~mp work week shall be comopnsatpd In that
proportIon of the compensatIon for full-t~me
pmployment as the number of hnllr5 budqeted for
that pos~tlon bears to the full-tIme work week;
IncumDents of lIne-Item posItIons pmp)nyed In a
work week greater than that defIned hereIn shall
be r(,mpenC;<'lted tor hOllrs In E"X,PSS of the
full-tlme work week on the ba"ls at and In
accorrli'lnce wIth the prOV1SJOnS of the artIcle
npreof relatIng to overtIme.
(2) IncumoE'nts of -Ilne-l~em pOSltl()nS regularly
workIng less than the full-tIme work week shall
i'lC'rrLlP vacatlon, 51Ck If"Clve and othpr tIme off
In the same ratlQ as the average number of hours
they work per wpek IS to the tllll-tlrne wark week
for the posIt'ton occup"ted. Other fringe
hpnptlts ~h~ll be orov1oed to part-tImE'
employees covered hereunder as 1f they were
~mnjoYf'd on a tllll-rlme bi'l<;lS.
1.
~Pay" shall mean all compensat1on,
for sIck Ip~ve Vac~tlon hol1d~YRJ
1nclud1ng payment
and ll1ry durv.
Overp~vment Remedy
Pprmi1 npo t pmo I '-'VPE'S C"ovprpd hE'r""t n "h.-d 1 rp 1 mbu r se the
Cl ty for any overpayment at: wages or benef 1 t s . Sa l.d
rrlmhllrSDm-nt ~hall not be rE'qullPd unrl1 the C1ty
nntl.fIes the aftected employee 'to wr1tIng. Re1mbursement
mi'lY he ac("nrno 11 shl"rl hy a lllmp-" urn C1f'duc t' 1 on made on the
next sub<;equent employee payroll warrant. follow1.ng
ovprpaympnt nntlfl.catlon, or by othpr rE'asonable
repaymf'nt method mutually acceptable to the employee and
the CIty, eXr~nt That lump-~llm dpdLlctlon shall bE'
requ~red If the next subsequent employee payroil warrant
15 the flnal ar tf'rmInatlon warr.'lnt 155ued to thf'
attecterl emploYf'e.
Priympnts at Tprmlnatlon
-CO>'
When permanent employeps covered hereIn leave the serVIce
of the CJty of Santa MOnICa thf'Y qhal] be entItled to
lump-sl1m payoft ot vacatIon lE"8ve only. No cLum shall
be mAde aq-'il nst the Cl ty for thf' u::;e or payrnpnt ot
compenqatory tIme Or unused SIck leave, nor ~hall the
pfff'("rIvP d~te of tE"rmJ natIon hE" extended by the use of
compen'3atory tIme, <;1Ck: leave} vacatIon or other leave
c1,lYS.
8
e
e
AR'l'ICLF. II.
COMPENSATION
? 01.
2.02.
EffE'('tlVP Oat€' of F'av IncrPilSE:'
Notw~thstandlng any other prQV1~lOn contaloed hereIn,
ch~ngps In Sol~ry r~tes ~nd salary relat~d benefIt
chnnges shall become effectlv~ on the 1'3t day of thp
payroll per10d c]o~e5t to the pffect1ve o~te stated
here1n, or on the 1st day of the payroll perIod followIng
the p.ffertlve rlatp If that date 15 the Sunday In the
mlrldle of a pay perIod.
S,qli1rleS
Salarle'3 at permanpnt employees covered hereIn shall be
on a monrhly r~tP; 0o'~ on a bl-Wppkly POUIV~]pnt hRSlS.
In lIeu of thp bl-weekly eqlllvalent to a monthly rate,
the CIty M~nAqer m~y fIX the rnmppnsatlon of ~ny OOSltIon
at an hourly rate. In posltlOn"i for whIch the work week
1" 40 !-"'">Ilr,,> th<? hourJv eQUIValent ~ni111 be c'JpterrnIned by
d1'ndlng the b'l-wepkly rate by 80.
A Ftfpctlve Julv 1J lQS6, the E-~tep s~larle5 at
employee~ covered nere1n shall be lncrea~ed by 4%
^dd'tInn~lly. pttprtlVP ~uly 1) ,Q86 certRln classe~
shall be entItled to adJustments as follows:
AnImal ~ontrol OffIcer -- 5%
Cu~todlan I 3%
Kpnnel Ald~ 5~
B
Effectlve January 1 1 1986, tnp E-Step salarIes of
pmployPf'~ covprf"d hE'rf>In "ih~11 bE' InC"r{>~ged by 2 !I.
Effectlve July 1 , 1987, the E-step salarIes of
t>omploY€'P5 C'ov€'rpd hprE"ln shill] be InC'r€'i"i"iP<1 hy 4%
c
- COO"
- 9 -
2.03.
2.04.
e
.
o,,~ r r T .1]1g
Overt1me shall mean work by employees occupYing regularly
i'luthor17ed lIne-Item posItlons covpred hereIn In excess
of of 8 hours worked in one day or 40 hOUTS worked in one
wppJc J pro'" Qed ~uch hours of work "'tve had rhe prIor
approval of an author 1. zed depa rtmenta! management
offlC'l<ll. '1'1 me not worKed) lnC'11lC11ng V('iC"atlon, SICk
leave; holldays, compensatory t1.me off I Jury duty and
workers' rOffinensatlon Ip~veJ ~ha]l not be counred toward
the 40 hours required above. ,. All authorIzed overtIme
shall he compensi'lred for by cash p~yment ba~ed upon 1-1/2
tlmes the hourly rate equlvalent of the employee's
monthly gi'!) ary c-omouted to thp nE'arf'st 10 of an hour I
except that an employee may reque'it and an authorl.zed
manaq€'mE"nt offICIal may Clr<'lnt comnf'nsatnry t.Ime off at
the rate of 1-1/2 hours off for such overtlme provIded
that ~llch c-ompE>nsatory tlmp off ('an be ori'lnted wlth1n thp
current f~~cal y~ar and saId compensatory tIme accruals
not c:>xce"pd 40 hours. If an .=>mplf)Vee rl"que,>ts and 1S
gr~nted compensatory tlme and 1S not able to schedule t~e
tImE> oft h~torp thp pnd ot the tIsral year 1n WhICh It 15
enrned} thf' compensatory tIme off sha.ll be paid to the
pmnloyee 1n ,~5h at the pnd of the fIscal year
ShIft DIfferentIal Pay
A nlqhr shIft dlttprpnrlal ot S.30 per hour for all hours
worked on the shIft shall be pald to any permanent
llnp-ltem l:"molnvee who3e regular <;c-hE"clule rf'qulrps tr.€>
emnloyee to work at least 4 hours ot h1.'i/her regular
schprlu]p bet~pen ~he bnurs of 4 00 n m. And 12:00
mldnlght, provlded thilt:
A. ShIft dlffereni-lal c;h.=iJl not be !"lell.d when 5ch~duled
hours are compensated as overtlme.
B.
The pmplnype 1S not worklng betwpen thp hours OT 4:00
p.m. and m1.dnHlht as part of a sp11t sh"lft. "Spllt
~hlfth 15 detlned as: a Shlft of 8 or morp
non-contlnuou~ work hours In a s1ngle day, separated
by a break ot at ]PRst 3 non-worklng hours durIng the
ShIft. Such employee- 'ihall be pa1d the nlght sh1ft
r'l1fferE:'ntlal ec;tabllC;hE"d by th1S proV151on only for
each hour actually worked between the hours of 4~OO
p.m. and mldnlqht
- .....
- 10 -
2.05.
2 06.
2 07.
e
e
Any oerll'l;'\nE>nt 11ne-lte-rn C'mploye-e whose r€"q111ar schedule
reqlurelS the employee to work at least 4, hours of the
<;l"llft herwpen rn1dn~qht jnd 7"00 Cl m. ,,:nall he pilld a
graveyard Shlft dlfferentl.al of $.45 per hour for the
entIre ~hJtt, €"x~pot a~ provlded 1n A nnel B above.
Any emptoyee whose shlft overlaps the above perlods shall
rpC~lve nnly that dlffprentlal WhlCh appJJes to th~
maJorlty ot the Shlft worked. The appl~cable
dlffE'rpntlal o;hnll bE' palO for the pntlre shIft.
Call Back Pay
Should the CIty call back any full-tIme employees after
hlf;/hpr normal worlnnq hours to pertorm work, the Clty
sh~ll pay the employee hls/her appllcable hourly rate of
pay tor all hours actually workpd, but In no evpnt shall
the employee reCeIve less than a mInImum of 3 hour~ pay
rE'Clarc'llE'<;s of t1me actllil.11y worked a5 a rE'slllt of benne;
called bark to perform serVIces for the City. Hours pa~d
for hut not t..rorked as :-,111 t-',)ck nay ~hnll be ("ounted
toward th~ computatIon of overtIme.
Ft"oort PA.Y
Any reqularly gcheduled full-tIme employee who reports to
work tor hls/t~('>r n('l"-m"" 1 work ,>chf"rlllle, but 15 rt"'ll:'ased
dl1P to In"HlffIC1.ent work} shall receIve a m1.n1.mum of 4
hours work or r~y- In the pvent that ~uch pmploypp works
1. n excess of 4 hOll r s, he/she sha 11 receIve 8 hours of
wor1<- or 'Jay, r>rOV1\11ng 'HICh PTllploYf"e rl<.ie5 not recelV~
notlCP not to report to work. ThIS proVISlon ~h;Jll not
be eftectlve for tlme not worked tor dlSclpllnary rpasons
or other normal leaves of ab~ence.
Stand-by '1'] me
Tnl s sect 1 on repl ace., thp prov1 glanS ot Resol ut 10n No.
6728 fCeS} 1n whole for employees ("o\TP-ro by thIS MOU.
.-
An employee requIred to serve on stand-by duty shall be
com~pn5~tpd at the r~tp of $1.75 ner hour. Employees who
are requlred to u~e the~r personal vehlcles for stand-by
res[1C)l1Se ..Ill be C"ompensated at rhe CIty'S mIleage rate
for mlles actually drIven 1n response to a stand-by call.
If the pmployee 13 rilJ]pd In to worle; he/~he WIll Of'
compensated for hours worked at the appropr1ate regular
or O\Tertlme r~te.
- 11 -
2 08.
2.09.
e
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Bonuses
A.
for perl.od"l 1n
bonus ot 5.4%
per1.od fa such
the prOVJSIOnS
Laborers ass1.gned to the sewer crew
eXCf'5<i of one month shall r~C'elve- a
above the1.r regular rate durl.ng the
a":slqnmf>nt. 1'h1S seC'tlon c;uperC''''des
ot Re~olutLon No. 37~OB (eeS).
B.
one-miln trucKS
tor all hours
SAnItatIon '{'ruck DrlVf>rs <i5510nf\c1 to
shall recel.ve a $t.OO per hour bonus
worked In ~uch a~sJqnmpnt. -
c. 1\ gup~rVl'30ry dlfferentlal of 2.7% shall be paId to
f"mployees who arf" assl'lned to rf"gultirly supervIse-
other employees 1n the same Job claSS1f1catIon.
D. Motor r:oCich Cleanprs J whpn rpqUl re>d to make roarl
calls, Will recelve a bonu~ of .2 of an hour straight
tlmp pay for f"3ch rnad calJ.
E. P1.er and Harbor Guards who are requlred to scuba dl.ve
In rhe cour~e ot rlS51CJnN1 dutoes ShiJll be paId a
bonus of $45.00 per month for any month durlnq WhICh
the emnloyf"E" has llertormf'r.1 Sllel) OlVlng. 'ThIS beneflt
15 payable only to Gl1ard~ W1.th val1.d SCUBA
rertlflcCitlon ("i'!rdsJ lncllldlng regular
n'certlflcat1.0n, and If the employee ha~ been
<lsslqne-d to snlba C11Ve-
~- A,s';ngnments to and from the bonus 51.tuat1.ons
nescr1be-d ?lbove are not: promotlons or Of'motJons ac;
dpQCrlbed In the MunlClpal Code and are, therefore,
not !';uD1prt to apnf"nl to the Ppr,,:onnp.l l:l.oard.
P<lV For SerVIng In HIgher Job ClaSQlf1.catlon
WhE'n; 1n the c1etermlnatlon of the (~("'nart'l1f>nt hf'ad, 1t IS
neces,:>ary to a5'31gn dutle,:> and responslbllltles of a
posltlon ("las51flcatlon hIqher thfln those normally
pf>rformed by an employee due to the temporary ab~ence of
an pmployee In hlqher posItIon "laS<;ltlcar1on, employees
so aSSIgned shall be compensated as followsl
- .....
- 12 -
e
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A It the asslgnment 1<; temporary due to the vacatIon,
q)~k leavp or other temporAry ~hqence of the employee
reqularly a5~lgned to those dutIes In the hlghe~
r.]aSS]flcat~nn, the ~mplovee tcmporarlly assIgned
sh;'Ill be paId at the rate ot $ 50 per hour for all
sllr:h hnurs aSSlonc->d atter the f>mp]ovee works a
rn1 nl.mum of 5 consecutIve work days In the h~gher
C"lai'>Sl fIcatlon ;"\sslgnmpnt, wIth paymf"nt re-troactlVf'
to the 1st day.
B. If the nosltlon to he fl]]ecl 15 VAcant bec~use there
IS no property classIfIed employee avaIlable, and
thf"re 1~ no \1"<1)10 ellCllhr~ lIst tor that pOSItIon
clasSlt1.Catlon, the department head may temporarIly
aS~1gn an pmploYf'e who mef"ts the rnlnlmum
qual1tlcatIons of the vacant pOSItIon. The employee
,,;hilll reCPlve the salbry r-,te ior rhe vacant
Cl~ssltlcattOn} at the close~t salary step whtch
provldp5 an Incrr~~e to hIs/her current sa]~ry r~te.
c
It an el1.g1.ble
t-he c1f"nartm?nt
emoloyee from
pO~<;lhle date.
llst eXIsts for the vacant pO<;ltlon,
r,pad shall attpmpt to appOInt an
the ellglble llst at the earllest
D. It 18 not the 1ntentlon of the Clty to aVOId paY1.ng
~~ld ~omnpnsatlon ny rot~tlnq pmploypps 1" and out aT
h1.qher pO~ltlon claS~Itlcatton asslgnments
lnrllscrlmlnat~ly.
E Nothl.ng 1n thIS sectlon shall reqUIre the Clty to
r~~KP tpmoorary aSSlanmf"nts of ~mnloype5.
F. A<;~lgnments to ann from the sltuatIons descrlbed 1n
thIS ~ectlon are not oromotlons or df"mOLIOns as
de<;crIbed 1n the MunlClpal Code and are, therefore}
not ~Ub]Pct to aporal to rhp Per~onn~] Hoard
--
- 13 -
e
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AWT'1CLE 111.
3 01.
3 02.
SUPPI.F.MFN'rAL R FNEF 1 TS
Health and Dental In~urance
The ('1 ty C!orpE'S to furn! "Ih medIcal nnd dental Insurancp
coveraqe for permanent employees covered hereln and thelr
ellnlblp dppendpnts at a maXImum monthly cost to rhe CIty
of $214 for med1.cal lnsurance and $17.50 for dental
1nSUr.'ll)r-e. F.mplovpes ,,:hall be>"ar the dIfference 1n cost
for prem'lums for any plan selected WhlCh exceeds the
maXlmum CIty ~onrrlburlon. Any such dltterenres ~hall bp
deducted from pay checks once monthly.
If thE' CIty: In Its ~olE' dIscretIon, finds It necpssary
to 1mplement changes 1n 1nsurance coverage levels In an
f'tforl" to r("rlllre pscalatJng Insurance premlum ("0",r5, the
UnIon agree~ that the follow1ng changes may occur wIthout
furl"hpr mePtInq and conterrlnq=
A- An Increa~e In the deductIble of the fee-far-servIce
plan to a maXlmum of 9200 for pa~h ~overed ~ndlv]dual
emploype and to a maXlmum of $200 for each covered
dE'pE'ndE'nt.
B Full Clty payment of prem1ums 15 only for tho~e HMO~
W'nlch rf''11I1re a C'o-pi'lyment by the ("overed patlent for
5ervicp~ rendered. Partlcipatlon 1n an HMO which
doeR not rE'qUlre a co-payment w~ll requIre rhat the
employee pay the dlfference 1n monthy prem1ums
betwf'en the co-payment plan and the plan the employee
chooo;e,,:
HE>tlrpmpnt
The Clty 15 a contract member of the PubllC Employees'
Hetlrpmpnt Sy~rem (PKH5), and It 15 understood ~nd agree"
that such membershlp wlll be malntalned and that employee
ellf11bl11ty; ("la5":lfIrntIon; contrlbutlons, and bE"rlt:~flt~
a re as pre~cr1.bed 1. n tne contract between the Cl ty and
VFRS heretntore appt-nved hy .he Santa MonIca Cl ty
C0l1nc11.
--
Thp C1ty ~hall paYl In behalf ot each employee covered by
th'f> Agrl"pment, .'in all10unt pqual to 100'\ of t-he lndlvldual
employp~'~ share of th~ reqUIred retIrement contr1butIons
to P~RS II P.; 7% of the pmplovpe's ,nm~en5atlon a~
df'flnerl by lawl.
- 14
3 O'L
.
.
Thp~e payments are not ~ncreases of satary and no salary
r;,nqe ,"lDDll<<lolE' to ,'toy ot the (lffec-ted "'rnplou..es ..hall
bf' changp-d or depmed to have been changed by reason of
~u~h paympntSi AS a rp~u]t, the CIty WIll not trpat thesp
p;:Jyments a~ ordInary Income and thus wIll not WI thhold
Fprlpral or Statp Inrome t~x therefrom. h~e CIty'.,
practIce wlll be to report these payments as beIng those
of the emflloyee<; so that they WIll be C'redltpd ro the
pi'lrtlcular employee's IndIvIdual account WIth PERS and
lIoon tf'rmln<'l.tlon vnlI hpl(Jng to the pmplClyee.
It 1 S agreed tn<i t 1 f 5 ta te and/or Federa 1 procedu res
n"q(lIre rf'portlon of ,hpse DClyments In Any othE'r manoer
thp partle~ WIll ablde by such ~equ1rements.
'1'llltlnn Rp.lmburc;pment
It 15 agreed that the CIty wlIl budqet annually an amount
f"("fllill to $10 per [lermanf>nt lull-time F'mpJoyee In the
approprIate unlt tor tu~t~on and requlred ~tudy materlal
r€'lrnburs>=>meont tor can'''er lmorovempot STllOY i'loprove-d by
authorlzed manaqement otflclals. Relmbursement shall
F'C"lual the tnt."ll ("Qst ot tLntlon rexClU~lVf" of lc)('1qlng and
me"! ls 1 and the total C'o~t ot requ1.red 'itudy materu!Il"i 1
provl~pd hnwpver; that.
A.
Enrollment
<; h a } 1 he
managempnt
career Iprovement
1 n adV,1nce by
study course
an authorlzeO
In the
anrrOVf>c1
offlC"lal;
R.
'l'he st ilci.y coursE'
for an employment
",<nrk torC'e or
performance
must be rhrE'C-Tf>od to qU.'\Jl11c-E1tlon
pO'3~t:lon represented 1n the Clty
to pnhanrpment af cUrn~l1t lOb
c.
Thp employee must exhlblt some rei3"ionable
of 0ual,tYlng tor <;uch p0.51t1on uron
complptlon of the study course;
expectatlon
.'lUCCF'''7stuJ
n. Rplmhur~pment ~hRIl be m~d~ only In Installmpnts upon
successful completlon of prescrlbed IlnIts of study
r"--o;ulrpC"l by stlldy rnurse ,'tpprnv("dj tlnci
E
In no event shall the CIty's reImbur'3pment be reduced
ow h f' nth p r po 1 S ~ n 0 u t 5 1 de <; Oll r C' e 0 tal d E'X C P P t 1 n
tho~e rase~ where the ald from the outslde source(s)
01U5 rhe nOr-mal C1 ty rplmburspment p-xc(;>pds the rost
ot tUltlnn and study mater~al for the approved study
("ourc;e
---
- 15 -
3 04.
3 Ot).
3 06.
e
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F
excF'f'd thE'"
re1mbursed
exc-l-l"'d thf"'
1f "[lprl)vE'd unrIon rel'llhllrSPljlf"nt costs
budgeted amount as de'5Crlbed above J the
ra~t5 WIll h~ proratf'd so as not to
budgeted amount.
G.
ThE' maXimum annlli'll ilmollnt of rel'llhursement
ln~lVldual emnloyee r:;hall not exce~d $500.
per
hpterrPd ('omppn~."Ir...Jon
It 15 hereby agreed that emplo~es covered hereln wlll be
offE'red partlclpatlon 1n the Clty'S neferrE'd compen~atlon
pli'ln.
UnItorm Allnwan~e
A. Each regular full-tlme or permanent and contlnulng
onrt-rlme pmployef> covprpd by the provlsIons ot thlS
MOlJ, exrept AnImal Control OffIcers, l.f reqlnred to
WE";:tr a unItorm <'Ind such lHl1tOrm 15 not tllrnlS/1l"'d by
thp Clty, shall rece1.ve a monthly un1.form allowance
nf <:;lY.50 ilnd <;ha!1 rrnvlde ilnd wear at all tlme$
whIle on dlJty the un"Ltorm prescclbed by theIr
r~Rpprtlve o~part~~nt h~nds.
B
~nlmal Controt OttIcprs
unlTnrm ~llDwanrp of 625
a monthly
c;hall
recelve
c,
Th~ CIty shall
those pmplnyP€'s
ea II se damage to
furnLc;h and maIntaln coveralls
that ~rE' rpqUlr~d to do work that
theIr personal clothIng.
to
may
D. Exrapt tor those pmoJoypps rpcelvlng a unItorm
a 110\<li'lnce as provldpd 1n A. and B above, the C1. ty
o;h;'lll prov1de and mi'llntalf"l at If''Cl.5t nlne 1l3} "\pts ot
any requlred unIform and employees shall be requIred
to 'Wpar c;\IC'h llnlforms at "Ill tlmes T.....hIle on duty
'1'001 Allowi'lnce
--
Emnloyees OccupYIng the Ilne-ltem Joh cla~c;lflcat1.0nc; of
ME' c h Fl n I C J M P r r, i'I n 1 eWE' 1 (1 p r , '1' r (l n ... nor tar 1 n n ME' en ;:t n :l ("
Mp,hanlC A~slstant, and Transportat1on ME'CnanlC ASsIstant
may tle r~lmbur<)pd for tools rp-qulrE'd tor '.york pertormed
t or the Cl ty up to a maX1.mum $ t 50 per ca 1 enda r year.
RE'lmnurr;.-'mp-nr wtll be m.Hie after ThE> f"mplovf>oe submlto;
ner:e5,,~ry rece1pts to hls/her s\lperv1.S0r and the
";lloprVl "lor aorrnves thE' rPl mhur"pmpnt hy reouest 109 <'I
Vnrrant for payment
- 16 -
3 07.
3.08
1.0g,
e
.
In thF' event that mechatHCS' personal tools and tool
hnxp~ wh1rh ~rp rpquJrpd to pprtorm rheIr lob dutlPS arp
dpstroyed by earthquake or f~re at tne Job SIte, the C1ty
.l 0 r p p c; t ('l r p r I " C e "; 11 (" h 1 r o. TO S . T nor d e r tor t M 1St (l
De<.ur the employee requestIng <;'uch relmbursement must
hinT\'" on f11e 1n hls/h~r c;uperv1c;or's otflce a current
lnventory of h,~/hpr tool~ and tool box wh~ch are at the
TJork SItE".
Mlleaqe R~1mbuFsement and Energv Conservatlon
Relmhurspmpnt to employpes tor ~uthor1zed use at personal
automobIle,; on CIty bUSIness shall be at the rate
p~tahllc;hpd by the C1ty CounCll
S.lnta Monlca Munlclpa 1 Bus L1.ne token,::, to a maX1.ml1m ot
20 rnkt'"ne; D€'f mont h, "..11 11 be DrOV] dl"d to any emn I oyel'"
covered hereunder who submIts, on the Clty m11eaqe
rE"l mhurspmpnt form 1 a rE"rord or hlS /her t r 1 ps (hr-.me tn
wnrkSlte) or wnrk~~te to home} dut'"lnq the precert~nq
m,"')r;th. 'rh~ ";'Inta M,"ln1C(I MllnlC'lpal Hus LIne route nmnber
and thp bu~ number used for each trIp must be entered on
the rplmhurspment TOrm
~ny emnloyee entItled to a C1ty parkIng p~~s} who has not
hppn l<;<;lll'>d a Clty pi'lrlnnq 0;"1<;5, or who VOlllnt('lrlly turnc-,
1n hl~/her parkIng pas~, shall be ellglble to reCPlve 40
tnKE'n<; ~er mnnth under ihl'" tprm~ deSCrlbf>rl above.
State D]~abll1ty Insurance
~mplnvPPs covrrpd
Dlsabl Ilty In~l1rance
lnsllrance Coop Sectlon
no IntegratIon of SIck
are n rOV1 df'd
pursuant to
fit the- C1 ty' 5
..1 th ~tatlC'
Unemployment
expl?'nse WI tl"i
hpr("'ln
r SDT 1 ,
7tO 5,
leave.
Slck l.P3ve HUy fl.'lcl<
Current emp;:';)yees o;ha11 make a selectlon of optlon as
rlf'srrlhpd tlf'low no lat!?'r than SeptPTOber 1, 1<JH6; tuturf"
h,re~ snaIl make theIr ~elect10n at thp t1me they tlr~t
hprnme P1101hlp to ~~LE"~t pflyotf.
Emnloypes covered hereln have two Optl0~~ slck leave
pronram~ to chnnsp from, BprAuse the rhOl~e 15 one-tlmp
ann lrrevoc~ble, emploype~ ~hOllld carefully cons1der
thplr 10n0 and ~hort tprm nppos In arrIvlng at a ~hnlC~
Thp two programs are a~ follow~:
- 17 -
e
.
A. pr9~r~m I - tMp employeE" ha~ the annuai opt~on to be
p;nd for C'E"rtllln l1nu<:ed '-':lC'K 1E"avE" on ,he tprms ooten
bplow or to "bAnk" unt1~ed S1.ck leave to a maXlmum
accumulatIon of 130 o.'lys.
P~yment shall be calculated on the baSIS of the
emplnyE'f"s b~<;e sajilry -- F-xcluchng .'Joy ~pecla)
a5~1.gnment or bonus pay -- for the flscal year dur1ng
whIrh the ~lC'k 'pave was F-arnpd but not u~pd. To
qua11fy~ the employee must be on the payroll as of
.June .~o of t"hat tl~('al Yf"ar Further1 the employ!?l'"
mIJ'it llave a slck leave "bank" of 12 days. (For
pnrpo!'>E' of thIS section, "H'ank" c;hall mE'an SICle leavE'
earned 1n prlor year~ and brouqht forward from the
prIor fISCAl Yf>ar at the begInnIng of the fIscal year
nurlnq WhICh payabl.e SIck leave 15 earned.)
Annual SICK lPfJvf'> ra'ITotts under thlS <;PC'tlon for
emnloypp.s w1th less than 10 years of ~ervlceJ shall
be m~de accordlnq to the tollowlng c;chedUle.
5~r.k Leave Days U~ed
In rhl? P, c;("a] Yl?i'lf
S1ck Leave Days Payable
At f,q~al Y~~r ~nd
o
1
2
:i
4
'1
h
6
S
4
1
2
1
o
Annual <;lck If'.'lVP nayorts Ilnder thlS sertlon for
emnloy~es w1th 10 or more year~ of serVice shall be
1'I\<'tOf> ar,orol1"1{1 to the to}lO\.nng SCnF>clll!e:
S1ck Leave Oay~ U~ed
Tn thp F~q~al VPnT_
S1ck Leave Days Payable
At F,sca~ Year B~d
<~
o
1
2
3
4
'1
6
"]
8
q
10
11
11 or more
12
11
10
<-I
8
"'J
6
r~
~ 4
'~
-..........-2
1
o
- 18 -
-
.
It 15 mutually acknowledqed by thp partle5 that the
lI<;\", of Cone> 40 or othe-r tlme off not ~pproprlfHely
sCheduled 1n advance wIll dIsquallty an e>mployee from
fll1crltnllty tor payme>nt under thIS <;~,t]on_
Slrk leave for whlcn payoff 15 receIved shall be
('onsldprpd "used" In that It WIll not be addE'd to thp
"hnnk" for 'if added to the "bank" prlor to the payotf
tilltF> shall be rpmoved from the "tlr\nk" I.
Thp f1rc;t such payment shall OCOf' 1n .July, 1987, for
<;lC"k lpaVE> earned but not uspd durIng 1:tf;('al ye-ar
19R6-87.
B Pr~gram II - t.he employee ha~ no optlon for pay for
tlnll<;pd 'nck leavp and "hi"lnks" llnl1~ed s1ck Ipave WIth
nn Ilm1t or maXImum accumulat1on.
.--,
~-,
--;".0.<-
-. 19 -
e
.~
ARTICLF. lV.
LEAVES
4-01
pa td Ho l~day<;
EmpLoyees occupylnq a Ilne-~tem poslt~on In any Job
rlaF.qlflC'~tJOn cov~red nereJn sh~ll receIve paId hOlIdays
as h~reLnafter provlded:
New Year's naV...... ........-..J;tnuary 1
Martln Luther KIng's BIrthday. ...3rd Monday In January
I.]o,o\n's Blrtnilay.............. .February 12
W~~hLnqton's BIrthday.. ........ .3~d Monday Ln February
MemClrlitl l)ilY. .....Lflst MC1nOity In Miiy
Independence Day... ............ .July 4
l.i'lbor ni'lY. ..... _ _ . .1st MonCiay 11"1 ~E'ptf"mber
Thi'lnksq1.vLnq Day.... _........... .4th Thursday In November
The Frlrlay tol1owlnq Thanksqlvlng
The half day ImmedIately before ChrIstmas Day
f:hrlstmas Day
The half day Immpdlately before New Year's Day
One fioatIng hollOny
All other hol.ldRY~ declared by CItV CounCIL
Fmo)ov~p~ In n~~arrmpnts or OlVIRI0nS observInq dtftprent
nolldAY sched\lles shail) 10 lIeu of tnp hol1dilYs l1sted
Ahnve; rerr1VP hnllHRYs enlnved ny other ooeratlnq
emnloypes 1n that part1cular department or dlvlSlon,
rrovl<i""c1 hm';f'\7pr J rMat the ";.'1me numhE"r of hollCiays l12 I
snilli be ob~erv~d.
WhpflPver ~ny {jay IJ::;t'ed hpreln as a paIr! holH1ay taIls
urrm tne t,>t or 2nd day otf of any employee wno h~'S 2
ronsee\1tlVE" riays off 1 the di1Y preCf'Ol ng .hrill be dE"emed
the hOlIdAY If It fall~ on the 1st day oft, and the day
follm.nnq .";1-10111 b€> df'rmf'>d th€> hol1t1ay 1t It taIls on thf'
2nd day oft ~n lIeu of thE'> day 11sted
Whe>ne>ver .lny ,fay l1C;tpd hereIn ,'IS rt raId holH1ay tall,,:
upnn the 1,>t, 2nd or lrd day ott of any employee who ha~
3 cnn,>Prllt1VP nays off; the day prpl"f"r11ng shalJ be opemed
thp hol1da~~~f It falls on the t~t day off, and the day
fol1owlnq the 3rd day off c;hall hf' ~f'pmE"d the holl~~Y It
It tal1'3 on the 2nd or 3rd day ott In lIEU at the day
llstf'd.
;,;w -
Whpnevpr any day l1.'ited here1n as a pa1.d hol1day falls
upon any clay ot f at an pmp I oype '.,.;rho rlnes not h,'1ve '}
conSeClltlve day'3 off, thf' foil OWl nq day shall be deemed
thf' hol1rl~y for quen pmploypp.
- 20 -
4.0:::>.
-
.
'T'lme worlu"o on an inlthor17ed paId hC'llldi'lY shi'lll bE"
~nmpen~ated for at 1-1/2 tImes the hourly r~te equlvalent
of thp monthly 'i<llary tor the t1me workE'd up to and
In~ludlnq the number of hours the employee normally works
on ,~ny work or r1uty r~ay. '",uC"h l"lIne workf>d 1n eXt'pS5 of
thE" hau r s of the emp loyee' s norma I work or duty week}
pxrept part-tll1\P perm~nent pmplnyees who work l~ss than 8
hours per day or 40 hours per week, shall be compensated
for at 1-1/2 tlmes the hOllrly rate eqUIvalent of the
month 1 y sa 1 a ry _ Part-t Ime permanent employees sha 11 be
('omp€"nc;at~rt tor <;uch rlme worke-o ~n eXC'€"ss of R hours at
t-1/2 t1.mes the hourly rate equl.valent of the monthly
salary.
Emoloypes of the Refuse and Transportatlon MaIntenance
T)lv151ons WIll be sC'heduled off duty on recognlzed
hollday~ lIsted above whenever operattonal statftng needs
i'll-lOW. As many pmplo"f'es as poss1b1e wl11 be schN1111E'rt
ott duty and volunteers and as-needed ~mpioyees w111 be
USf>rl to thE' extpnt that they have the t-eqUlrpd 51("1113;
bl) r t"eflu lar emp lOYf'e'i may be recpn re-d to wor k on hol ~davs
to mpet thp ~prVl~e nppds of rhe pUhl1C.
Emnloyees of the Retuse D1vl~10n who are requ1red to work
on ho) 1 rJ.'lYS 1] c; l"ed .'1 hove <; h.:f 11 be p<'ll d accord 1 nq to the
aop11cilble oVert1me prov1sLDn or have the opt.1on of (lJ
rl?r1Uestln'1 an alternilrnre R-hour day off W'lrnln rho> pay
ppr1on, or (2l b~nklnq thp day for use or payoft betore
the ~nrl of the flc;ral ypar. The ~prroval of a QDPClflC
alr-erl1atlv€' day oft 'inrt11 be at the dlscretlon of the
dlVl<;lon ~un("rlnt€'n<1pnt_
It an emnloype 1S scheduled to work on a ho11day and
1,'\11s or rf'tuc;P5 to ;q.pear for riuty or ("',11]5 1n slC"k ano
Cilnnot ver1.fy the ll1ne~s wIth approprIate medlcal
dOCllml"nt"i'"1 on; hf'/~l-Ie Wl11 torTelt ,.ny ['omo~nc;atlon for
the day, tnCllldl.ng holiday pay, s1ck leave pay, or other
romppnsiltlon.
Thp fJoattng holiday l~ accrued by employees on pay
s tat u son cl u 1 y 1 0 f f> a c h y par 1 f 1 tIS not t "" ken rill r 1 n q
thp flQCal year 1n WhIch It 18 accrued, It shall he paId
off In .11111' of the npw t1sC"nl YE'nr at thp rate In Ptfect
at thE" end of th~ prIor t1~cal year.
~~
Vi'liCatlon Lpavp
E3Ch employee OccupY1ng a reaularly aut~orlzed line-Item
J ....~_
nORltlnn or a permanpnt and rontlnulng p~rt-tIme posItIon
1.n any )oh cla'ic;~ttCatlon covered heretn shall accrue
vacatlon leave wlth pay on the followIng haSIS:
A FolloWIng completIon of the 1st 6 calendar monthc; of
contInuous serVlrp, 6 workIng days.
- 21 -
4 (H.
e
I
R. 1'hf'n'atter, or to and lnc-ludln'1 S ("(lmplf'ted years of
~~rvtce1 one worktng day for each completed calendar
month of serVlce
c.
Upon completlon of 5 year':t ot serVlce and
romp} f"te>d ypars ot 5erVl ce I 1 25 worln ng
e~ch completed calendar month of serVlce.
up to 10
dAYS for
D.
10 ypar~ of sprVIce ~nd uo to 1~
servIce, 1.~ workIng days for each
month of serVlce.
!loon rnmp 1 €'t 1 on at
completed year~ of
comp10ted calpnHar
E.
Unon camp let 1.on
thf'reattf'r, 175
month of ~erV1Cf'.
at serVIce and
romolered caJendar
of
r10ys
1'5
tor"
years
Pi'lrh
F A ,nmnler0d calpnMar month for WhICh bpnetlts hereIn
shaLL accrue 1S detlned as a calendar month In WhIch
the pmplnyee has been 1n Day status tor 11 or more
work1.ng days 1n that month.
G. The iH1m1l'llst"rnt1on or .'l.ppllC"atlon ot vacarlon leave
prov1~10n~ and the llmltatlons on the accumulatlons,
proportIonate ~c:rllmulat1on, ;,cheodullng ~nd pnyment
fo\'" SlJr.h leave ~hall be as pre~crlbed 1n the c1.vl1
sprVlce prOVISIons of the Santa MonIca MunICIpal
Corle.
Sl (".k _ LeClve
A. SIck leave shall be det1.npd as tallows:
{ 1 J Ab 5 f' l' ("" e t r- ()m <i u t y be ("All ~ e 0 f 1 11 ,.., E" <; S 0 r
ot f -th~-Jot"> In lury ~ or exposu re to con t ag1. ou S
d''''f'onc;p as E'VldE'nC'~d by rertltlC'atlon from an
arcepted med1cal authorLty; or
f2l Ah~pnce from duty h~call<;e nt 11!nf'>3S at
dependent fam11y members; or
r 31 Abc;pnC"p from rtuty riup to rhe OP<lth ot a mprober
ot the employee's ImmedIate famIly, mpan1ng
SpOll';P, Chllo1 b:rothe<r] SIster, parl""nt,
p;'i'o;~~nt-1n-lawl son-1.n-law) daughter-l.n-law}
c;tpp-n~rpntl stpp-brother; srpp-Sl~rer,
gr<'lndparent, grnndchlld or any other relat 1 ve
lIVIng In the <;~mf' househOld, provldpd such
Ip;:Jve ae; def1.ned In th"lS Sllb~pct1on sh<111 not
~-~
~x,ppd 5 working n~v~.
B Ei.lch lncumbent ot a 11ne-ltem pO';ltlon shall accrue
~lrk }pavp wlth nay on the followlng baS1S:
- 22 -
Cor'
-
.
III f.'o11n'...rlng rnmplet10n af 6 ral("r'ldar months ot
contInuous serVIce, 6 worktng day~ Thereafter,
one worklng nay tor p~ch romplptpd calpndar
month of serVIce.
(2) A C'nmolpred C'i'!lendar month 'tor WhICh bene>tlt<;
hereIn sh.?ll accrue 1'3 defIned as a calendar
month 1n WhlCh the pmployee hi'iS Df'pn In pay
st<itu~ for 11 or more work1no days 10 that
...
mnnth
(~I For all emnloyees, :nck leave shall beg1-n w1th
thp 1st Hny nf Illnpss.
(41 The foregolng benefIts are cumulatIve sUbJect to
tnp followlnq restrIctIons;
(.'3 I Accrua 1 of SlCK leave 5 h;:lll he 11m1. ted to
130 W'or/l'lng daYS1 unless the pmploypE:' hac;
'5plected Program II} a~ de'Scrlbed 1n
SeC'tlon 1.04.B, ahnve.
Ihl No employee who as ot July 1, 1986 na,;
currently accrued a slck leAve bank Hl
ex('ess of 130 days shall be subJect to thLS
J 1 m 1 L un I f" S S jj n d \1 n t "l 1 t hat " b .-, n k " ct r 0 p "I
bplaw 130 wark1nq day~, Employees who
~f"Jprtpd Proar~m J1 as descr1n~rl 1n S~rtlon
3-0Q.A J above) and who have a 'i"lck leilve
hank 1 n f"XCE"55 of 1 30 O.'lYR RhCl J 1 hilve no
arldlt"lOnal accru~15 added to hl~/her "bank"
IJntll c;,'ld "tL"Ink" L111s hf'low 130 days.
('1' Full-t1.me emnloyment, for the purpose of ttl1g
~,,"ctlon; qnilll be ronstrupd ."IS t'hf'> 40-hour weeI<'
rpqardlegg of the hours actually worked 1n a
\'a1ppnar wf'pk. l\ -Jlne-ltf>m nOSlrlon lncnmbent
emnloYf'd le~~ than 40 hours per week shall
arcrlle o,lC'k if",'1VE' In rrnnorrlon of ,he "Ilck
IPAve for full-t1me employment as the number of
hour,,: ner '-"poek blldqetFd In that nOSltlon hears
to th~ 40-hour wepk.
16 1
Opoartmpnt hpads sh~ll be re~nnn51nJe to thp
Clty M~nager for the uses of ~lck leave.
Ih"'J)artmf>nt hC"1\ds shall re-qlJlre nroof of Il iness
from an allthor1zed medl.cal authorlty for SIck
)pavp In pxrpss at 5 ronsprutlvP worlClng days
anrl mny rerpnre such proof for periods ot less
t han ~ ron"H"C'ut J Vf> work, ng tl('jY~
( 7 }
The DIrector of ppr~onnel shall dpvl~e
stllnci",rd17p.d fO,lTls rind nrnC"edl1l"E's tor
m('jlntenanc~ of s"lck leave records.
the
thp
- 23 -
e
.
lHl Thp r1.qht to benef1ts under the stet leave plan
'"lhi"!ll ('ootn.ue only n\1rll"'q thf'" pe>rlod that thE>
emnloypp 1.<; ernpioYf'd by the Clty. 'l'h1.s plan
c;hall not olve'lny pmployee the rlnht to bp
rf"tal.n~d 1.T'1 the serVlces ot the C1t.y 1 or any
rlqht of r.);nm to 51rlcnf"SS dl9.o'!bIl1ty benefIt">
after separatIon from the serV1ce of the Clty.
19) Notwlth<:tanrllng <lnythlng ("ontanlf~d In tlns
sectl.on, no employee shall be entl.tled to
rPiP1Ve Any naympnt or other compensatIon from
thp. Cl.ty wh1.1e absent from duty by rp.Bson of
In)lJrlE''S or <11si'fhlJlty recE"lved as a result ot
enqag~ng in emnloymen~ other than employment by
the C1ty tor monet."lry q.'lln or other
compensatl.on, or by reason of engaq\ng 1.n
b1151npSS or actlvlty for monetary qaln or other
compen~atlon than bus1ness or actlvlty connected
wlth Clty pmployment
( 1 () )
Any emf) loype who 1. S
or 0Thpr nhyslral
hl~/hpr department
!'illpPrlOl'" nttlcer ~s
evpnt accord1nq
c1f'partmpnt.
ab~ent bpcau<;e of 'Jlr.knes<;
ol<;o'Ibljlty shilll notlty
head or other lmmedlate
soon as pO<;~lblp hut 1n any
to the rules of hl.~/hf'>r
(1tl If th~ emnioyee's absence on 51Ck leave exceed~
10 C'itlE"n<1ar \\-1'.1Sl f'mplo"E"e mll~t s\Jtlmt ii
~tHtempnt and medl.cal cert1tlcate on an offl.C1al
(:1 tv torm or] or to bel ng granted reI nstatf"menr
to Clty <;erV'lce
l171 At the wrItten ref"fIlf'st of the appolntlnq
authorIty, the Personnel DIrector may requIre an
pmpJoyee to <;ul'1mlt to an eXiimlnatlon by th("
Clry'<; med1.cal examlner, and 1f thE' re~ults at
the l"X1mln.'ltlon IndJ'iite that rhe pmpl(lype 15
uno'lble to perform hls/her dut1es or 1n the
pe>rtormance at hIS dutIes pxpn~f'>s othprs to
1ntectlon, the employee shall be placed on slck
1f'i'lVf' WIthout prlVl-lf'>gf' of rf>lostClternpnt) notl]
arlpquate medlcal eVIdence l~ submltted that the
pmr1oYf'>e IS ~omn~tent to pprform hls/her dutles;
or WIll not SUbJect other'5 to InfectIon. Any
f'mr~oyf'>E' so pxaml npd sh=tll nave the rIqht to
submIt the rpport~ of a competent medIcal
authorlty at hls,her own ~~l~ctlon, and at
hlc;/her own expenqe, 1n adrht10n to the report
":llhmlt!'"ed by the CIty mpdlcal PXamInf>r, Tn thp
~-
evpnt at a conflIct of oplnlon and/or
rprnmmF'nrli'l.tl()n~ ot the two pXi'lm1.nf'rs a thlrd
exam1.ner shi'l.ll be selected by the fIrst two
PXam1nf'rSJ and a tInal deCl~lon ~hall DP made by
thp. Per~onnel Board based on three reports.
- '4 -
4 04.
4-0').
e
.
l.~i'lVf> of Ah~el"!ce Wltnout .P8Y
}l.n pmnJoYf>e may he qri'lntf->d a 1E><lVf> of ilbsp.nCf> wIthout pay
upnn appllcatlon approved by the df'partment head and thp
Glty Mananf>r. Huch ]P<tVP may not excppd one yp<tr's tIme
Unon eXplratlon of the le~ve] the employee shall be
rplnstatpd to the p051tlon hpld bptore rhe leave "'as
gronted. Such leave shall be granted onlYIn those ca~es
vhpr~ an pmployee's rpcorrl of serVIce ~nd nualltlcatlons
mnke It de~lrable for the CIty to retaIn hl~/her serVlces
PVF>n at the rORt of ~nmp InronvpnlenCf' to the CIty.
MIlItary Leave
An employee wIth a permanent C1Vl1 serVIce status] who 1n
tlmp of V,"lr or natlnnA.1 pmprqpn('"y as rroclalmed by the
prf"Sldf'nt ot the Un, ted States or the Congress of the
lhnt!C'd Sti'ltl:"S; or .....tnlp nny natIonal conscrJot1.oo aet 15
~n ettect) IS Induc~ed Into the armed force~ of the
iJ n J t ~ ci C; t rl t p ~ 0 r '.J h 0 I r> ,"l \1 ~ S pm 0 1 0 ym p n t 'on t h t" he (" I t Y t 0
enTer VOluntarIly the armed forces and WIthln a
re-?Isonid,jp T1Tl"le- "ttr-r ll"nVlng f'mnloymf='nt '..rlth the Clty
d.H'" "3 enter such 'H'rVl.Cp.1 shall be granted a l.eave of
nh~~f"nC"e Wlrhnut II;'tV tor the nuratIon of the perlod ot
art'LvP serV1.ce wl.th such armed force~. If such employee
rpC"PIVPR an honor?nl~ dl~ch~r~e or ltS PQU1Valpnt and thp
pO~ltlnn ~tl1l eX1RtR and the employee otherWIse IS
ryuailtlect to il11 -he c;,lme1 the f"mploYf>e sh<1Ll h,'1ve t1
rlght to rpturn to the p051tlon WIth the C1.ty ..nth1n 6
months after the tpr'1l1ni'\tlon of ">lIeh actIve serVlce but
shall no~ have a rIght to so return later than 6 months
~fter thf' pnct of th0 war or ~tter the tlme the presldent
or Congre~s proclRlm~ the natLonal emergency 15
t~rmIn~tpdl or ~ttpr .he PXplratlon of the natlonal
conser 1 pt lon act. Such an employee sha 11 rece1 ve
"f"nlorlty "nn o,he>r rrr>dItR on the "limE' naS1S as though
thp emoloyep had rema1ned 10 the C1ty serVIce and had not
t a. kf'>n c;uch ml 11 t ~ ry 1 Pdve. LE'rlvPS of ab5pnce ''''1 th pay
for temporary mlt1.tA.ry duty shall be granted 1n
~ccordancp WIth ~npl]r~nlp State l~w.
-c->
-#'-
- 25 -
4 06.
4 07
--
.
Workf'>rs' Comj)f'n<;atlon LpCiVe
A_ An employee who lq receIvIng dIsabIlIty payments
under thE'" Worl<f'>rs' ComOE'nsatlon Act of Cal1tornla
shrill rece1.ve thf' d1fference between the dIsabIlIty
paympnts under thp Workprs' Compf'n~atlon Act and tull
s.,lary durl.ng thp fIrst 60 days of such dISabl.llty
ab"lPoc-ej the flrs.t .2 d.'lYs of thls perIod of 60 days
~h~ll be wIthout s~lary except that payments shall be
mnrle In accorn3nce WIth rpqulrf'mf'nts of thE' State of
Callforn1.a Workers' Compen~atlon Act.
B. When an pmp)nVf'>e receIves rnmpf>nRatlon under thp
Worker~' CompensatIon Act of CalIfornIa, such
rnmppnRA.tlon rpcPlvpd ~hA.ll be conSIdered cart of the
snlary to b~ pdld to the employee under the
rrOVl~lon~ at thl~ ~ectl0n.
C. Dur1.na the term ot th1.5 MOUI a reV1.eW' ot the Workers'
\.omppn~ntlon rro~r~m as It relAtes to the m~m~f>rs of
th~ Tp.~msters bargal.nlng unIt shall be conducted for
,he purn<)<;e ot 11:lE'ntltYlng ('"ost ettE"C'tlVl"
alternntlve~ to thp eX1stlno MOU benetlt levels.
-'
Furthpr] <;l-,ollld ,hf'> study ldentlfy slqnlflr"nt .'It'lusel
thE' Tp~mster5 aqree to work cooperatIvely toward
i'lrlrlrp<;<nnq the:> pron"'m. The rpc;ulte; of thls n"Vlew
~h.-111 serve 03<> a ba~lS for dlScusslon durIng
n~qntlntlons for ~ sur~pS5or agreemE'nt to thIS MOU.
.:Jury Dut:v:
Any 11 ne-1 tern employee covered here1.n} when du 1 y ca lied
to serVE> on <toy lury ilod '.-1hE"n lln.'lol e to be f'XCllse>d
tnerefrom, shall recelve the regular base compen'Jatlon
Ip5S nil Jury fpes rE'cE')ved excludlnq ml1f'."Ige jor t.he'
tlme reqUIred to be spent under the )urlsdlctlon of the
roo rt. g,lch pmp) oyee rpC'E"l Vl nq a not 1 ce to rf>port for
Jury <;;erV1.ce shall l.mmed1.ately not1fy 1-lls/her tmmediate
~npE"rVl"or.
Whpnever dK~~l Y JU ry du ty s chedu llng permt ts J employees
<:;h;ll] rf'turn to thelr rE"qnlar dil.l]Y lob nS~1gnml"'nt to
complete thetr regul~r dally work hours.
Prnot of lllry ~t?rVl("E" may he rl"'qUl rf'd hptnre comppn!,;.'ltlon
WIll be mane under thls sertlon. ~~
- 26 -
4.0R.
4.0Q.
e
.
~atFrnltv j,P.'lVP
MBtern1ty bf'nef1.ts shall not exceed those r1ghts
mUI rant F'(>d undp.r Sr."l te ;'1nd Fed,..'- ;:11 1 .'lW. Rmployees
re'luir1.nq leave beyond the mInImum perIod prescrl.bed by
St<'ltp or Fl?df"r.'il law rnay rf'OlIf"st .1<1dltlon.'ll le.'lvE' WIthout
PAY as descr1hed under Sectlon 4 above.
~r0Ppt Per~nnal Leave
8 hours of le~ve each year may bp used for urgent
per~nnRl matt~rs tnftt cnuld not he on~tponE'd to a
SIJ~1seq\1ent tlme. 'l'hlS leave shall be charged iiqal.nst
3C'CrllPD <;lC"X lpavf' l.f ,ny. 'J'hlS Jp3ve 0;1-1",1] be qrnnt.eo
1 n un1 ts of not less than 2 hours 1 and on ty 1 t accrued
<;l~k If'~VP l~ 1VRIIAhle. ~he ~uoerVI~or of ~he pmnloye~
m~klno the reOllest may grant or deny the reque~t ba~ed on
thp rnpratlol'!'ll nE'pd~ ()f thf' dlvl",1on, SUtllf'Ct iO thE'
r1.'1ht ot the emrloype to challenge '5a1d dental. throuqh
thp (;rIf>VAn('f> PrOCPc!llre "'l~ set forth herf"1n. '['h"lS lpave-
~h~ll not bp accruablp from year to ypar 1f not u~ed 1n
,'1 ny (j 1 Vf'n Vf'i'I r _
~~
-_:.---
- 27 -
e
.
AWrJCLF V.
5 01.
S 02.
WORl< ! NG (.ONDl '}'1 [)!'JS
Safety
The C 1 t Y 5 h n 11 p r ov 1 d ear e a son a h 1 Y sat e and 11 e a 1 thy
worklng pnv~r()nrnf"nt 1n ar:C"ordance "NJth r1npl~ciltlle State
ann F~deral laws and regulatIons. The employee
orqanJzatJon aqrpes that wh~re safety devIces or It~ms ot
protectIve eqlnpment are requl~ed or furn1.shed, thelr use
~ha]l be mandntory.
It 15 mutually agreed that a representat1.ve of the
rpco'lJ"l17ed f'mpJuyee orC]anlzatl.On mi'lY att"pnd mf'E"tlngs ot
th~ Adml.nl~tratl.ve Safety CommIttee when, In the Op1.nlOn
nf sllch rpprpspntat)VE"r (j safpty hi'l7.lirn eXl c;ts WhICh
~nould be con~ldered by the Safety CommIttee.
Ftfect of .lob "pprformilnCE' on ~'i'llr1ry
~he Clty Manage\) 10 exceptIonal caqe~, based upon
spp,1flC <'Ipf>rrtl~ill nf the ll'TlDortilnce <'lnd dlfflclllty of
tr,p work and the exnerlence and ablllty of the person to
be (>mrl oYf>d , or ot th~ lnCllmopnt; may nllt"horl7.e entrance-
~",Irirle<; hLgher than the m'll11.mum) and speclill IncreoOlses
"tlOVf'> the <'lm0unt nrpSrT1L-jPci 1n the safCiry <;cherJll.le for
tr.p clR~s and length of ~erVlce of the 1ncumbpnt. In no
f"vent; hOW'f'vpr 1 snall thE' rf'lte eXf"ped thf' maX"lmllm rate
for that class.
NnrVlthstand1nq any provl~lon contaIned heretn, there
Will hp no Jncrpa~p In waqes of any kJnd as a rp~ult of a
NO'T' ACCEPTABLE rat1nq on the employee'., prescr1bed
perlndlc performancp ratlng. There w111 be- no subsequent
1..nCreaReS 1n waqes unt1.1 the NO'f ACCEP'rABLE has been
lmprnvpd to at lpiist the SAT1SF'}\r.'1'ORY lpvel. If overall
pprformance level 1.S rated NOT ACCEPTABLE an employee may
he ril~ml~~pd from qerV1Ce, and If ~wo conspcutlvP
pprformanc~ ratlnqs are marked NOT ACCEPTABLE, employpes
shall he -c-~:r'llsmJ""<;pd hy nDpolntlng authorlty for
InpffIcIency (SMCC SectIon 2104}\1l. Any overal.l ratlng
In the BF'I.OW SA'J'ISFAC'T'ORY c-atE'aory '11<"lY rlf"lay r-hp nf'xt
~rhp.dI11ed salary 1ncrease at the d~scretlon of thp.
~nrOl.ntlnq ~llthorltV. Such actlon qh~ll_rpm~ln 1n pftect
unt"ll thp ratln~ has been 1mproved-~o at IPBst a
SA'!' I <W:A.C']'ORY 1 ev".l
- 28 -
'} 03.
5 04.
e
.
J..'lyof t s
Employees may be ~eparated from employment for an
Indetlnlte perlnd of tlme bV rhe Clty hpcause of l~rk ot
work, lack of funds1 abol1.t~on at poslt~on, or other
glmll~r call<;es, orovHhnq hOWE'VE"r, that thE" Unton <lhalJ
bp g1. ven 3 Q day~ advanred WTl t ten notIce ot any such
actIon. Such actIon 15 dp<;l~nated as a lavotf1 and <;hall
entItle the laId-off employee to be placed on the
r e - f' m p 1 0 vm p n t lIS t tor hIS 1 0 b C' 1 ass 1 f I C' a t Ion . Lay 0 f f ";
~hall be governed by ~en1.0rIty In serVIce wIt.h,n a
nartlC'ular dppartmpnt, and WIthIn a partIcular Job
cla~S'~Icatlon; that 1~, an employee beIng lal.d aff shall
he tnat pmp]rv~e w1th the lowpst Sf>nloTlty 1" the
pA rt 1. CilIa r Job c la ~s 1 t lcat 1.on lnvol ved. Re-emplayment
trom Inyotfs In a partlr.ular nl"'oartmE'nt shall be In th~
rpver~e order 1.n whIch thp layoffs occurred In that
'-:P[l.'l r tmpn t . Any po,,; 1 t 1 on milY be 'lbo 11 shed by the C1 ty
CouncIl and should o;uch an abolIshed p0'51tIon be
rF'1n<;trltpd; or any OO~\1tIon InvoJ1T1ng sllbstantIi'l!ly the'
"';.'lme dnt1E'c; be crpated or fllled WI th1n one YPiir, the
l.'1Id-ott pmpJ0Yf"e <;h.'lll bE' (-'ntItled to re-f'mploymf'>nt In
arcordancE' WIth the rules governIng laYQff~.
If there 1<; a rlASs or r1O<;l,lonc; of lowl"'r rrlnk, ;'lnd In
thp same promotlon~l ll.ne as the class of pOS1.tIons from
wh~rh lAvotf IS m,ClE'; the nnroIntIng i1uthorlty -;hall
dFmote thp emnloype scheduled for layoff to a pOSItIon l.n
r:uC'h lnwpr Y"clnklnn rJ;pl'q at noslt1Dns. '1'hf' f"mDJoyep WIth
the lnwE"st <sen1orlty OccupYIng such lower rankIng
pOSItIon M,lY 1n turn hf' laId oft or nf'>motE'c1 In the "amp
mAnnerl to the end thnt. the la~t person employed In the
}OWE'st rankIng rJ.'I~g at Oosltlons may he thE' pE'r"on laId
otto
Work by Sunpn71soro;_
Em[)loyeec; covered by th1.5 MOU may, from tIme to tlme,
1l,1,ve the ooportunlty to .....ork 1n h10her paY1ng JOb
a~"1.gnmf'>nt:., as referenced In Artlcle II, 6 hereot. '1'0
thp E'xtpnt that <;llperv1sorc; may oertorm work WhICh C'oulci
ordlnar1.1 y bf' pprformed by employees 1n the Job
C'li'1C;<;ltI("i1t~~ns cnvprpd by r-hlS MOll, the CIty re'\ervec;
thp rlqht. to have 5uperV1.sors perform such work whenever
thf'> duratIon of the ~sslanmpnt rioes n6t warr~nt thp
rPnSSlqnmpnt at per~onnel, durIng an emprgency, or when a
qU<llJfled pmnJnypp lS lJn~valL7hle. 'l'he_lJnJon rerognlZE"c;
-~-
thAt crewleaders and lead workers are) by nature, working
SUpPrV150rS, ~nd that p~r]nrllc assIqnmpnts of thesE"
emrloyp~'5 does not con~t1.tute any v101at1.on of any
prOVISIon of thlS j"OU. 'J'he CIty 1S not ohl1.qated to
rp<'lSslqn employees except a~ the CIty may determlne to be
rlOprOprlate.
- 2q -
5 05.
I') 06.
5.07.
e
e
Wri<;h-llP Perlod
The partIec; anree thiit employeE's covered by ttn'3 MOl} who
pprform nhy''l (".'l} manu.'l} 1 Anor shall have a [H:'rlod of t 1 me
bpt orp. t.hE" end of t hel r s h 1. f t to wa sh-up and/or change
clorhf'>s 'rh~rE"tnre: p.'lch c;ald pmployee c;hall be pntltled
to 15 rrnnute'3 l.mmf"chately betore thE" end ot each Shlft
for that ~ole purDo~p.
No emploype covered heretn shall step work prlor to the
l.'lst 15 mlnlltes of l''I1c;/her workshlft; and no E"mpjoyee
wlll be ent.1.tled to such 1S- mlnllte wac;h-up ttme If
w.'lc;h-up ~nd ch~ngp of clothes 15 not npce5s~ry.
Alternat1.ve Work Schedule for Anlmal Control
Thp Clty i'lorf'E'S to rpf"V.'lluate the Anlmal Control
Ott1.cer'i' request for Implementat1.on ot a 4/10 work
c;rhpdulf" 1n tnp Kpnnpls. no later rhan JUly I, IY87
Thp Cl.ty doe'3 not commit to l.mplement such a plan)
hut only to 01VP 1t sprlOllS ronslderatlon. Provldlnq
sprVICP to the pllbl1C '3hall remain the pr~mary
con<nnp.rrlt-l0n 1n <iprlr11nq WhE"ther to lmplpmpnt ~llch d
pl"'n.
S 1] h C_t;m t r.'l C" t ] n q
'rhe CtLy agree,,> thot It WIll notlfy ttH~ Union and meet
~nd contpr on ~ny known or nntlClpnted ]ayotf, dpmotlon,
reclasS1flcatIon or Involuntary transfer of un1t members
r~sultlnq trom n dpCl~]on to subcontract work orrllnarlly
pf'>rformed by memberc; of the bargatnlng unIt. The UnIon
~qrpf'5 that thP rlpCI510n to subcontract ~ny work Rn~ll hE"
t~p. excluslve rlght of the C1ty.
--
- 10 -
e
e
AR'l'ICLr: VI.
6 01.
6 02.
6.03
EMPLOYER/EMPLOYEE RF.LA~lONS
Pavrnll nprlurt]on~
It 15 mutually understood and aqreed that rhp Ctty will]
<:;tlIYJP("'t to th€' orOVl~lonc; ot thIS MOD, dpduct monthly ann
remtt to the offIce or offlcer de~tqnated 1n the employee
!i~yrn 11 ~"1l"'duct I on au thor 1 za t 1 on reC"'ogn] 7l"'d emp i aye€'
orClanlzatlon dues] credlt unlon lnvestments or payments]
hPAlth itnd hOspltallZ<'ltlon lnSUritnce premll1ms, <'lnd lIfe
and ar.cldent premtums. Any or all of such payroll
~Prlllctlon~ ~re c;uhlpct to tprmlnatlon by the Clry Manager
llpon 24 honrs not1ce for fa'llure to comply w1th the
nrnV1C;lonR of thls MOU.
Rpac;onabte Not1ce
It 1"> mutually tll1cterSiood and aCTr~e-d thnt a cooy IVla the
Unlted "5tate<> PO'3tal Serv1.ce) of thf" Ctty Councl1 and/or
PE"rsonl'pl BOi'lrd arrpnda for f"flch mf"etlnn ITlrlllE'd to thf"
authorIzed repre'5entatlve of to!" rf"cognlzed employee
orrrrln17F1Tl0n c;hllll cnnstltllte rp.::l,,;onilhlE' wTlttpn notlce
anrl notlce at ~n opportunlty to meet wIth ~uch agencies}
on n11 m<ittf"rR "nthl.n ,he 5rODP of rpprpr;e-ntatIon upon
Wh1Ch the CIty Conncll or Personnel Board may act.
!l.Dlon SE"CUrlty
~. M.::l1ntenance of Membf>rshlp
fo;mrdoypl'" O,lyroll ,1f'ductlon ;tuthorl?at10ng tor the
UnIon dllec; ~hall he- voluntary on the part of the
pm p 1 ,-0 \7 P E' hut <:; h;l1 1 not b f'> c; u h , P (" t tal] n 1 1 a t f' r .; 1
c~ncellat1on by thE' employee durIng the term of thl.'5
nrJrpf'mpnt.
-<;;TO
AI I employpp.s who arp mpmbers of the Unton at 30 day~
fn1lowlng r~tltl("~tlon of thIS MOU ny thE' CIty
Conne 11) or who sha 11 thereat ter become members}
,,;h;lI] C'lbl1nrlte thf"'ffiSplvl"S to p<'lY dllP5 to the UnIon
for the lIte of th1.<;' MOU and hereby aut.horlze the
CIty to nN'luct ";inc1 dups tor the term of ttns MOll.
- 3t -
6.04.
e
e
B A.qency Shop:
At such tIme as the Team~ters demonstrate that 1t has
a 70'%. memhprc;h"lp I bR~E'd on the number of i11leS paYInq
mf>mbers in compar1~on to the number ot fIlled
TE'ilm!';ter flosIt1Dns), the CIty aqrf'es to qri'tnt the
TAamsters an Aqency Shop prOVl.SIon} except that saId
nrDVI SIDn shall not bE'i"ome E'ftpCtlVf' In lIny casp
earlIer than July t, 1987. At such tIme as the
AOf'ncy Shop prov151on bpcomes pffecTlve, thls MOU
shall be amended to contaIn the provISIons 1n ExhIbIt
B, and Exhlblt B shall be 10 etTect In lleu of
paragraphs A and B, hereIn:
C. Tf'Am"l ten, I.orn] ql1 aarf'P-S to <'\nd Shill 1 1 nde-mnl ty and
hold harmles~ the CIty of Santa MonIca, 1tS CouncIl}
bOi'lrc'ls, C'0mrnlsfilonS, off1C"ers, aqpnrs, <;erVi'lnts and
employees fram and agaInst any and all lO~5, damages,
l1i'lblilt'Yi clinm'lr 'HIlts, coo;ts "od expf'r-.ses,
wh~tsoever) lncludIng reasonable attorney~' fees)
regardless ot the merIt or outcome of ~ny such claIm
or SUIt} ar1s~nq from Or ~n any manner connected w~th
the ~pE'ratlon of thIS nrOVlSlon.
Un~on V~~ltatlon and Shop Steward~' R1ghts
C111 1 V aut h 0 r 1 7 P d r p 0 r i? "; e n tat 1 ve 5 0 f thE' U n ~ \} n ) a t r e r
reLeI VI nq pr lor consen t of the depa rtment head} sha II
have the rlnht to contact E'mpJoyPl"'S at work durIng rest
or ether ~cheduled non-worle per~ods WIth re~pect to the
Inv~stlgatlon of grIevances rpgarctlnq the IntPrprecatlon
or apr>IIcat1on of th1s MOUI the Clty of Santa MonIca
MnniClnal rode as it relfJtes to nprso~nel matters,
per~onnel re~olutIons and regulatIons, and/or salary
!'l chl"'cll1 I es . I tIS l1nder~ toad lInd agrF.pd r ha t surl')
contracts by the Vnlon WIll be lImIted to complalnt
InVE'stl~~tlDn and grIevance proce3~lng ~nd shall not
l.nclude Sol~cItatIon of Unlon membershIp, collectIon ot
duE'S, or the cn....c1uct of other UnIon busl.ness. It 13
further aqreed that such contacts ,>nall not l.nterfere
WIth t-he rpn1l1ar rerform.:'lnce ot worle by p'mployf'f"s.
- .....
The Un~on shall deSIgnate 1t~ authorIzed representat1ve~
p II r s u rt n t tot h 1 5 P r en" S 1 0 n hy ~ E' n n 1 n rr thE' C 1 t Y Man i'I C'J e r i'l
wrltten 11.~t contaIn1.ng the name,> ot authorIzed UnIon
rpprp<:,pnt"tlvPS. 'T'hf' Dnlon rpl'>f'rves the rlght to ("hang(=>
sald wrltten deslgnatlons from tIme to t1.me by sUbm1.ttInq
wrltten ilmpnnmf'nts to the CIty ManRger showlng other
authorlzed representatlves.
- 12 -
e
e
'rhe llnlon '";llall have ~he r1("!'hr- to ~Ple("t rind dC""'nqnatp
em010yPP mpmbp-r~ who ~hall be Shop Stewards who may
Attpnd c;rhpC]ulpr1 mE-ptlngs T..tlth thE" Clty M[:p"';~('Jf'r or hlS
dpql.gn~ted representatlve on sUbJects wlth1n thp scope of
l'"Porl;>"lf'>nt.,tlon durlnfl worklnq hour,;; l;>xr,"ot that no marp
thnn th~ number of employees author1zed by Ord1nance No.
Fl01 f('[~S) ",hal] he rnmoenc;i'lted tnr <;llrh tlme. The
splectlon of such ~hop stewards and thelr attendance at
meetlno"i d\lrlng thPIr rp(1ular work hrmrs c;hal) be sutl1ect
to thp folJow~ng:
A.
No ~hOp Stpward ~hal} lpavf' hIe; duty or work
or 35Stqnment W1.thollt s"pec1flc approval
nUthor17f'd Mpparrmp-nt managpment offlclal
statlon
of an
B
In srhedullna mpetlncrs
-'
cpvpn to the llnf'ri'lrlno,
thf' deoartment 10 Whlch
due conslderatl.on shall be
nf>eds ilnd worl< ";C'her:lulps or
the Shop Steward 15 employed,
c. '-'hOD S,PWnrcic; or a I t?rnClte !>tE"wards at the IJn] nn oncf'
~plectpd and named to attend meetIngs} shall not be
"il1b9tltnrpd pX,f"nt TJIth wrItten anproval of rhp CIty
MAl1nqpr or authorlzed Clty management otf1c~al.
D. Onl'" "':'100 c;tpT..tilrd '-nay atrpnrl nny dISC'1011n,"lrV meptlnq
Invotvlnq a memh?r; prOVlded that saId member
rpOUP"it~ hl~/hpr attpnnanrE' and h~/~he Inform~ hlSI
hpr" SUOf"'l'"Vl<;or In advance. The shop "iteward shall be
.'1llow?d thIS orlVllpoE' wlthnut 10"i5 of Ilay nnci
rp~ardle<;"i of whpther a Teamsters Labor ottl.clal IS
illo:;o prp.c-.."'nt
E Mp?tIngs moy bE" scheduled before nnd after regu tar
rlllty or T,~.-")rk h(""n1r8 ,lnd the CIty ShAll not he
ohllgrited to pAy any emploype for attendlnq meet1ngs
hplc'l n\lt~n(jE' the ?mp1n\rf'f'>'s normill worklnq hourc;.
F Thp Un1.on <;hatl have the rIght to select and
OE'S1 nn"ltf'> nnl" ChI pf Shoo Stf'w."Ird t rom .'lmono!'\t thf"
pprml"i"i1.ble number of shop stewards Employee"i and
Shop <:)tew.=n-ds <;1-,,,11 h,:;ve the rlqht to ront;'lct tnp
Chle~ Shop Stpwnrd and may mf"et to dlSCU~S speCIfIc
<JTIPV<lnC-pc; or OTher 'Hl?r"lflC Oll?stlons InvolvIng thI<;
MOB, In acr::ordnnce WIth Sectl.on<; A. and B above. Duly
alltnor17f"d rf>orf"''':?ntatIves of rhe UnIOn and Hnlon
St?wards dp-~~qnnted under thl~ prOVl~~on shall adhere
tn All {,lty ruleg at COnrlllCt, snh"ty nnn/or "ll"'C"urlty
_QF"' G
It 1.5 aareed thi3.t
~
.,hfJll dlSC'rlmlT1ilte
Unlon memhershlp Or
nf>lthp.r th? Unlon nor the C1ty
iHlill nst nny E"m~J nyf'~ be(".''Illse at
no-membprshlp.
- 'n -
6.05.
6 06.
6_07.
e
e
prRanlzatlon Business Atfalrs
B\l<>Jnpss ;:ntaIr,,; of rhe rf'C'"oqn17ed C"molnye-p nr.J.'lnlzatIon
sh~ll not bf' conducted by employees durlnq thp.lr duty
hours PX(,f'pt by <>pf'C'lal permlSS10n of thp CItv Mani'l(1er In
In~tan~e~ Involving the mutual benetlt of the
ornRnI7atJon nnd the CITY. 1'he OrO<lnlZRTlon mi'lY '7\€>et In
a Clty f;3.Clll.ty whf'n such facl.l1.tl.es are avaIlable and
su,h lISf' has llPen .1onrovpn by the CJ tv Mi'ln.'1qer or an
aUThorIzed d~partmental management offICial Such
mpet17lqs Shill) b~ ]lmltpd to bne per Ci'Jlf>ndar quarter.
Clry authorIzatIon shall not unreasonably be Withheld.
R(11!ptln HOArd Lltpraturp DTstrlblHlon
A rei'l'ionable number ot bulletIn bOnrds W1Ll be agreed
llnon on T.IV"hl C'h thE' rprnanl zfl>d f"mpJ nvpe oraan,7a"'10n may
pn~t only notlce~ ot recrei3tl.onal and sQc1al affa1rs}
nor]C'"f'S of mf'f"tlncrs or hpi'ilth And W'plfarf" mqttprs, or
elpctlons and appolntment~ and results of electIons. The
pO~'''''lng of ;'lny o;-hpr C],1<;ses of notlC'"es nr thE'
dl <;trlhllt10n of any wrItten or pr"tnted notIces, cards,
OClmnh[pts or lIterature of ;'ioy kInd at CIty T,,;nrk <;tatlonc;
or prpm15P~ l~ prohibited WIthout the prior wrltten
Df>rml>-;";lon of the (Ity Man;'ioer or iln lIuthorlzpd
dpn~rtmpntal managpmpnt OttlC"t~l._
Grl PV:;H'1CP Hnd Cnmn I :,J nt POl, ry
A grIevance Ie; a complaint by on~ or more empLoypes
ronrf'>rnlnn the Appl],arlnn or Interpretatlon ot rhf' MOU
ordInances, re.c:;olutlon.c:;, pollr:'le.c:;~ practlceos or
nro("f'dllres affertJnq the ~mnlnyf'f'>'s Wilnf>~; hnllrs <lnd/or
wnrklnf1 condltl0n"l J provIdpo} however, that grievances
rpgi'lrdlnq dlc;("1011narv actIons mu~t hE' lon~ed ny th?
emnloyp~ belnn dl.~Clpllnpd and that appealc; arlc;lng from
srlc;npn~nnns, (1pmotlons ,~nd rprno'\.Tals "hal} he <;ub1pct to
thp procedures outllnpr.! In Sectl.on 2106B et seq_ of the
S;t n taM 0 n 1 C' a M I] n I (" J ,-: a 1 (" r, <1 E' , .-, ,... d t n;'1 t .- 0 m p J a 1 n"t 5
rp~ardlng performance ~valuat~on~ shall bE' ~uh]ect to the
proc-p<1(]rE'S ront;:l.lnpd In Spcrlnn ?104A ot' l-he> Mlln)Clp;~l
Cnrie.
-{;#r
- 34 -
.
.
fitE'p 1..- 'I'he lOOrlPVE'd ('mploypp(sl <;1-,.,11 I~Ppt wlth th<",
1mmedlnte ~upervlsor regardl.ng the grleVr'lnC"e; WhICh must
hf' ~tntf'd In wrl~lng, '>Pf'C'ltlC"'alty Cltlng thp MOt!
prnVl'>lon, orcilnance] resolution, rule, POl1CY; practice
or proc:-p<iure :-hat 1'> rhe SUhlPct of thf' <:lTIev.H1C"f'> Find thf'>
clrcum~tances qlvlnq rlse to the grleVr'lnCe Wl.thln 10 days
of the pv<",nt 01v1ng rl":E' to rhp qrIPVAn~e.
~rpp 2 [f the grievance IS not resolved by thE' end ot
r-hE" pmol.J\TPP'S thlrd l'"E'qtll.,rly ,,:.hpduled Oi'lY tolloWlnq
thp dAY on wh1.ch pree:;entatlon ot the grievance to the
Immpolate ~\lner'71S0r oC'C'urrpc1; thf" f'mplnYf'>e m<'lY 'illthln 5
rpqularly sCheduled daye:; thpre~fter appeal to the second
'pvp) ~UpE'rVI~Orl If any.
Step 1 It the grlevance 1.5 not rpsolverl hy thp end of
thE' f"mol<yvpp'S tItth reqll};'1rJy c;("henlllE'd r1i'lY fCl]lo\nn<1
prpsentatl.on ot thE' grlevance to the ~econd level
r;opprVl'';(1r: It AnV; thp f"mOIDyee m;:!v, Wlthln 5 rpC)"ularlv
qcheduled days appeal to thp department head. The
('jr>nart '."'nt r"~ad c-;hall mpet wlth the pmpltlvee 'lnd rhf'
emDloype'~ repreSf'ntatLve to attempt to resolve the
grlE>Viln("E".
Stpo 4 tt thp grlevance L~ not re~olved by thp end of
thp '-'"11l'1IDY.'P'5 tpntn rpfluL=:rly AC"hE"duJE'd clay followlnq
prpsenratLon of the grLevancp to the dE'oartmpnt head) thp
..mol'VpE' MaYI Wlt-nln 5 c1.'1ys, anpeal to ThE' Personnel
D~ re("rnr) who w1.1l 1nvee:;t Igate the grl evance and make
rp,o~mpn~Mtlnn9 to t-h? CIty Man~oer whosp r.E'Cl~IOn shall
bp fInal. '{'he deC1S1.0n of the Clty Manaqer shall be
,,,sued no ).-!t'er rhan the end of the tl-nrtlf'th day
tnllowlng presentatIon of the gr1.evance to the Personnel
Dlrf'>rtor.
It 1S mutually under~tood and aqreed that:
~.
AI] tIme perl ods In thl<; 'H'('"t,on
mutual con"lent of the employee
rpprp,,:ent-atlVE' InVOlVed.
m;;y
and
be-
the
P'X"tf'nopd by
manaqement
B A grIevance shall be cnnsLdered untl.mely 1f not
prec;pntpo hy thE' pmnloypp or thE' \JnInn wIthtn 30 dayc;
at the 1nCldpnt glvlnq rlqe to th~ grlev8nce or
w,thln 30 c1;lYS of ItS f"ttpct unon the f"'mplnyee 1n
thn~e 1nstances where 1t 15 shown that the employee
(""()uld not rpa5on.l~,ly l'.1ve known of the grll;1Vnhlp
ar-tlon_
-""'"
- 3') -
6 08.
-
e
C J,mpltf'-T~es ro;1"\all hnve t-he rHiht to be rf'nrE'seoted 1n
gr~eVnnce matter~ ~n the followIng manner:
I 1) ~mploY0P5 ~h~ll ~~ve The rlqht to represent
themselves lndcv~dllally ~n gr1evance matters.
1 2 )
i< mp 1 ovpes
department
ffii'!ttE"rS at
proce<s'i.
of thE"
gr1evanc:e
grIf'VanCp
may ME'S 1110n te
to represent
5tpp~ 1 rtnd
a mprnl'"Jer
t hem ~ n
2 of the
(11 Employees may dp.slgnate a member ot the
rlppartrnent, a lJnlon r"ppre5E"ntat~ve, or a legal
repre~entat1ve to represent them In steps 3 and
4 of the procpdurE'.
( 4 I
"days" shall
n<9Ys of thE"
department or
For the purpoqes
rr"'fin rf'OU L'p. 1 Y
emT)loypps In
dlVlS10n
at th1.5 "lectlon,
srhedul'-'d ",''")rlc
the atfected
D An emoloype who has In1tlated a grlevance, or
fisslc;rpd annrher l"'mr}oyee ]n Inltlat~ng i'lnd/or
prOCe~'ilng a grleVnnce, shall not In any way be
roer,po IntlmJdatpd or rllscrlmlnated aqaJnst.
Annual Mp-ptlna"l
For the purpo~e ot kepp~ng open ll.nf'>s of communlcat~ons,
the Clty'~ rf'prp,,;pntat1VE'S ".n11 meet ,nth rhe UnIon Shop
Stewards once per year1 commenclng after July 1, 1987.
'I'hlg mpf'>tln'1 wIll be hpld to dlg(,"\l~S It('ms ot mutual
concern and lntormatlon and shall not be used to meet and
ro~fer ov?r ~rldltlona1 hpn~tlts or chnnqeg to thIS MOU.
-4;rP'
- 36 -
e
e
Jl,PPlo~tmIX A.
RXH1BT'l' A
FmrJ()~rl"'I"'> nrrur~T1ng Ilne-ltem posItlnT'lS "Wlth the tollowlnq
C1nSS~t1c~tlon titles are covered by the provls10ns of thIS MOU.
AIrport At~pnH~nt I
AIrport Attendant II
}\J rpnrt ~.;('rlJ r] ty GUilrd
AnImal Control OtfIcer
MpchanlC
MechanIc A~slstant
Me-C"hanlc Wf"ltif"r
Meter Rpi'Jder
Motor Cn~ch Clpane-r
Motor Sweeper Operator
Co'lrpE"ntE"r
C~rpenter AnnrentIce
ConrrE'tp rlnl~~pr
ClJ~tod1.<in 1
CllstClc1Jan 11
P~lnter
Pnlnter Apprpntl("p
Parking Lot Attendant
P.'1rklnq MF-tf"r Cnllector
Parklnq Meter RepaIrer
PIer & H~rbor Guard
P1pef1tter
Plumber
Plumber ApprentIce
Elpctr1.Clan
Rl~ctr1Clrtn Annrpntl("f"
EquIpment Oper~tor T
Rquloment Onprator II
E~Ulpment Operator III
Rvent Attpnrtant II
Rad10 Techncclan
HPavy 'T'ruck Drlver
SanItatIon Collpctor
SanItatIon Tru~k DrIver
51-gn Palnter
Storekr-eper
GrOlln<i~kpPliPr
Irrlgatlon TechnIC1an
TraffIC PaInter
Tr~nsportAtlnn Mpchanlr
Transportat~on Mf"r-h. A~st.
'l'rf'>e Tr 1 mmpr
Kpnnel AIde
Laborf'r I
L~borer II
Labor~ TraIneE"
L1brary BU11dIng ~f"ChnlClan
Water Meter RepaIrer
- :'17 -
e
e
EXHIBT'r B:
AGENCY SHOP
At c:;uC'h tlm€> <"IS rhf' Tt'>arn=;tprs Q?TOonstrate that thPY have a 70%
member~h1p (based on the number of dues paY1ng member9 1n
C'omparl son to the "limber of ill] fll J ed 'l'(,i'lm~ter pOS1 tIons J 1 the
C1ty agree~ to grant the Teamsters an Kgen~y Shop prov1s1on,
~xrept that c:;ald orOV1Slon shall not bf>come ptf~ctlVe earl1er
than July 1, 1987. Sa1d Agency Shop provlS10n shall be SUbJect
to the follnwlnq tprms ~nd C'ond1tlons:
(11 An emDloyee workIng 1n a cla~Slt1catlon covered by thIS MOU
~hall, wlthln ~o calendar oays after the ettectlve date of
the grnntlng ot an Agency Shop prOV131on and, 1n the case of
a newly hIred pmployee, wlthln ~o calendar Hays ot hls/her
employment, execute a payroll deduction author1zatIon form as
furnl~hed hy the Teamstprs, a~d thereby eIther 1 I becomp and
remaIn a member 1n good standlng 1n the Teamstersj QLl 2) pay
to the Tpi'lFl15tE"rS n monthly SPfV1C'e reprf'~E'ntatlon tE"e} based
on Local 911's representat10n expense5 accrued dur~ng the
tprm ot thlS MOU tor the lln1t c-0mnrlspd of the E"Tnnlovpes of
< . -
thE" C~ty ot Srtnta MonIca.
(2) In the C'ase ot an ~moloyee who certLtlPs he/~he IS a member
of a banda t1de relcglon, body or sect WhlCh has h1stor~cally
hpld conSCIenTIOUS obJectIons to lolnlnq or fInanc1ally
slJpportlng publlc employee organlzatlons, such employee shall
expcutE' a nayroll rtpductlon authorlzntlon form as turn15hpd
by the Teamsters; and thereby pay ~ums equal to the monthly
s~rVlce reprp~entatlon t~e to a non-rp}IQlou" non-labor
char~table fund} chosen by the employee and Wh1Ch L5 exempt
from tcnc.'ltlon lIndf'r Sect10n c,OlrC'lf'~J of the Intern",l Revenue
Code.
(3J The CIty and the Team~ter, shall JOIntly not1fy all members
of thIS unlt that they ilre requlrfld tCl ray dues or a SE>fVIC'E'
representatIon fee as a condItIon of th1s sectIon and that
c;uch amounts ~hall be automatlrally deducred trom rnf>lr
paychecks. The relIgIOUS exempt10n and the employees' rlghts
nnder Government Code Sertlon 1~02.5 lMeyers-Ml11as-Hrown
Act, as amended) shall al~o be explaIned. The cost of thIS
C'ommunlratlon and the rp~ponslhl]lty tor Its dlstrlbutlon
s~11 be borne by Lo~a1 911.
- '~B
.
.
(41 It L~ agreed thnt the CIty a~sume~ no obllgatlons to, 1n any
m~nnpr, ~ntorre the nrOVl~'ons OT the ~hove p~ragr~ohs heyond
Implempntlng any val1d payroll de~uctlon authorIzatIons
'>l1bmlttpd by unIt pmplnvE'es .-lllthorlZlnq the rlP>ductlon ot
~erVlce fee~ or other authorIzed payments to the Teamster~,
or amounts In lleu of serVlce fpps to ~peclfled author17ed
charltles. Enforcement of the payments that unIt employees
are nhllqatE"rl to m~ke un~pr the Rbove nRraqr~nhs ~hall he
wltnln the dl,>cretlon and the sole re<:;ponslbl11.ty at thf'
'T'F''=HTtstprs by w.'iY of rlVll ("ourt ac-rlon aG,'ilnst <:lIC'h .=ill,-.oedJy
non-complYIng unIt employee.
(51 '('he unIon e;hall; wlthln 60 nAYS ."I"tter the end of Lts tIscal
year In whIch the agency ~hop prOVISIon wa~ operatIve,
prcnnde the CIty Wlth detal led tlnanC'laJ dOCllmpntatlon Whl("h
~h~ll meet the re~ulrements of Governmpnt Code: SertIon
,<102 ,,}/(1l; and WhlCh <:h.=dl Spf>(,ltlC"ally lnrlude nn
lteml.Zatlon of all expendItures by function or purpose and
fram whlrn It ran rpadlly be a~("ert~lnpd rhe prooortlon rhar
the costs of neqotlatlon, admlnL~terlnq the MOil, and
grlPvanrp procPs<;lng harp to total unJon f'xppncl1rllres
f61 It 15 recognIzed that th~ UnLon, as the exclUSIve
rpprF'c:pnti'ltlVf" of nIl unlt F'mplnYE'es, 15 rpqUlrpej to
represpnt all unit employee~ fairly and equally without
rp("1.,rd to unlon mpmherc:hlp or non-mf"mbf'r<;nlD or rhplr
a'i~ertlon ot rIghts under thIS MOU or the law.
[71 I'roTl r('(]t]P'1r hy thp Tf'aTTl~rprs; the CIty c:h"lJ 1 turnl"1h th(.>
unlon the namf'>, dnte of hIre, salary, Cln5~ltIcatlon and work
lOCRtlon oT nil nf"wry hlrpd pmployp~s ~"bleC't to thIS
aoreempnt, alnnq wlth verIfIcatIon of transmIttals to any
rharltRhle oroan17At10n5.
-~
- 39 -
.
.
IN WITNESS WHEREOF, the parties hereto have caused this
Memorandum of Understanding to be executed this date:
, 1986
By:
Teamsters Local 911
City of Santa Monica
Bill Piercy, Local 911
John Jalili
City M?nager
Sacco Casillas, Local 911
Wes Thompson
Oscar Campana
Aaron Carter
Glenn Coons
Bill Figueroa
Pat Fisher
Bill Martin
Phil Nuta
APPROVED AS TO FORM:
--
by
Robert M. Myers
City Attorney