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SR-12B (l l.J (1 -f' -? rt..- \ tj l~B FEBl1'997 Santa MonIca, Callforma ..... i PE sta 1996 stfrpt bancroft pms CouncIl Meeting. February 11, 1997 TO. Mayor and CIty CouncIl FROM City Staff SUBJECT ResolutIon AuthOrizing the City Manager to Execute a Memorandum of Understanding WIth the SupervIsory Team Associates INTRODUCTION ThIS report requests that CouncIl adopt the attached ResolutIon authOriZIng the CIty Manager to execute a Memorandum of Understanding (MOU) With the SupervIsory Team Associates BACKGROUND The current Memorandum of Understanding (MOU) With the Supervisory Team AssocIates expired on June 30, 1996 As per the terms and conditions of the expIred MOU, negotIations With the Supervisory Team Associates to replace the expIred MOU commenced and resulted In the attached MOU This new agreement has been ratified by the membership of the Supervisory Team Associates. ThIs agreement provIdes for a cost of hVlng Increase for FY96~97 and makes some other minor economiC and non-economIc changes l~B -- FEI t ,1997 BUDGET/FINANCIAL IMPACT Funds are already Included In the budget for FY96-97 to cover any costs associated with thIs agreement RECOMMENDA TION It IS recommended that Council adopt the attached Resolution authorlzmg the CIty Manager to execute the attached Memorandum of UnderstandIng with the Supervisory Team Associates, Prepared By Karen Bancroft "...ta1&35.:;r'r::T' RESOLUTION NO 9121 (CITY COUNCIL SERIES) A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SANTA MONICA AUTHORIZING THE CITY MANAGER TO EXECUTE A MEMORANDUM OF UNDERSTANDING WITH THE SUPERVISORY TEAM ASSOCIATES WHEREAS, the CIty adminIstratIOn and representatIves of the SupervIsory Team AssocIates have met and conferred under the terms of Ordinance No 801 (CeS) and have reached agreement on wages, hours and other terms and condItions of employment, and WHEREAS, Section 2 06 of Ordinance No 801 (CeS) of the elty of Santa MOnica requIres preparation of a written Memorandum of Understanding between the adminIstratIOn and employees If an agreement can be reached, and WHEREAS, Section 2 06 of Ordinance No 801 (eCS) further provIdes that any such Memorandum of Understanding shall not be bInding unless and untIl presented to the governing body for determInatIon; and WHEREAS, the purpose of the Memorandum of Understanding IS to promote and provIde harmonious relations, cooperatIon, and understanding between the City and the Supervisory Team AssocIates, NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF SANTA MONICA DOES RESOLVE AS FOllOWS Section 1 The CIty Council of the City of Santa Monica does hereby approve and authorize the CIty Manager to execute the Memorandum of Understandmg executed by the Supervisory Team Associates. a copy of which IS attached hereto Section 2 The CIty Clerk shall certify to the adoptIon of thIS ResolutIon, and thenceforth and thereafter the same shall be In full force and effect. APPROVED AS TO FORM: ~~ l"., '!T i.{f n'. , .--../.L{~L::'-~C)1L _" . cL{-.<.Ji....c: MARSHA JC)NES MOUTRIE City Attorney :sts 199-6 res MEMORANDUM OF L~DERS~~~DING BETWEEN CITY OF SANTA MONICA, ~~I?O~~IA A..1\TD SUPERV!SORY 7EAM ASSOCIATES TABLE 0= CONTENTS ARTICLE/SECTION NUMBER A~TICLE I GENER~L PROVISIONS 1.01 Partles to Memorandum........ l 02 1 03 1.04: 1 OS 1.06 l 07 ::".08 1 09 2-.1;; i 11 ::.. :2 1 --; 1.14 l 1:; ?l1rDOSe . .. ...... TeYffi o~ Agreement.. Clty Cauncll Approval..... ......... Recogn~zed Employee ASSoclatlon Name ...... Scope 0: Representatlon ... Ful: understandlng, Modl:lcat~on, & Walver Managemenc Rlghts Reserved. ....... Peacef~l Performance of Clty SerVlce Val~alty of Memorandum of Understand~ng .. Captlons for Conve~ler.ce .. Non-DlSCYlmlna~lon and Equal Employwent.. Deflnlt~ons. ..,.... Ove~pay~ent Remedy. .... ........ Payments at Termlnatlon.... ARtICLE TT COMPENSAT~ON 2 OJ. 2.02 2.03 2 04 2 05 2.06 Effectlve Date of Pay Increase Salarles. . . . . . . . . . Overt lme . . . . . . . . . . . . . . . . . . . . . . . . . . Sh.::..f~ Dlfferentla2.. . . . . . . . . . . . . . . . . . . . . . . . Skill/Asslgnment Pay.......... '" ..' Call-Back pay 1 PAGE ~ 6 6 6 6 7 7 8 8 10 10 10 1.1 14 14, 15 15 16 18 ::.9 19 2.07 2.08 2 09 2.10 Pay Rate on Appo~n~men~/Supervlsory Dlfferentlal Pay for Servlnq l~ Hlghe~ Job Classl!lcatlon Billngual Bonus........ .... _.. Y -Rating. . . . . . . . . . . . . . . . . . . . . . . . . . . ~~TICLE III. SUPPLEMENTAL BENEFITS 3.01 3.02 3.03 3.04 3 05 3 06 Health Insurance Programs........... Re"Clrement . TU~~lon RelrnDUrSement Deferred Compensatlo~ Unlform Allowance .......... Mileage Relmbursemen~ & Energy Conservatlon. . . . 3.07 s:.ck 3.08 Te rIn 3.09 Long Leave Buy Back........ ............. Llfe Insurance . Term Dlsablli~y Insurance. AR~ICL~ =V: LEAVES 4 01 4 02 .; 03 4.04 4.05 4.06 4.07 4 08 4 09 4.10 4: 11 Pald Eolldays. .. ......... . . . . . .. ......... Vacatlon Leave .. ..... .... Slck Leave...... . . . . . " ""'" Leave of Absence wlthout Pay Mlllt:ary Leave. Workers' Compensatlon Leave......... "'" Bereavemen~ Leave...... ....... ........ Jury Duty.. . Parental Leave. Supervlsory Leave.. Farolly Leave . . . . . . . . . . . . . . . . ARTICLE V WORKI~G CONDIT!QNS 5.01 5.02 5 03 Safety & Loss Preventlon..... ........... Employee Parking ....... Effect of Job Performance on Salary. 2 20 22 23 24 25 27 28 29 29 30 31 32 33 34 36 37 38 39 39 39 39 40 41 42 43 44 44 5.04 Effect of Reasslgnrre~t/Rece~~l=lca~lcr. Ecnus/Sk~ll Pay... Supe~vlsory Tra~n~~g_ _ _ _ _ _ _ on 5.05 5.06 45 Ll~ -::> Wo:::-k Schedules. Lr -Q ~7 3.07 Promo~lon.............. 3.08 Probaclonary Perlod. 3.09 i.Jaycffs. ARTIC~E v:: EMPLOYER/EMPLOYEE RELA7IO~S '::: l L- _0 6.01 Payroll Deductlor.S. ........ 49 6.C2 Reasonable Notlce__ .... __. 49 6.03 ~lme Off fcr Assoclatlon Bus~~ess..... ... 50 6.04 Grlevance & Complalnt Polley..... 50 EXHIBIT "A" 55 3 &~TICLE I' G~NE~~L PROVISIONS 1. 01 Partles to Memorandurr ThlS memorandum of unders~and~ng has Deer. p~eparec pursuant to the ~erns 0= Ordlnance 801 (CeS) 0= t~e C~tv of Santa ~or.lca, WhlCh Ordlnance ~s hereby lncorporated by reference as If ful::'y set forth hereln, and has Deer: executed by the C:. -:y Manager on behalf of managemen':: offlclals of the Clty and by the Supervlsory Team ASsoclatlor. (STA) , and on behalf of employees OCC~PYlr.g the line-l tern full and part -tlT'1e employment. pasl t lOr: claSSlflcatlons set forth In Exhlblt A WhlCh lS attached hereto and made a part hereof As of July I, 1990, the followlng posltlon classlflcatlons wlll no longer be represented by STA. However, an incumbent ln any of these classlflcatlons as of June 3D, 1990 w.:.ll be II grandfathered II in that he/she wlll. contlnue to recelve STA bene:lts, as set rorth In thlS Agreement and any subsequent Agreements, as long as he/she contlnues to hold the posltlon claSSlflcatlon In questlon Whenever one of the affected posltlon classlflcatlons becomes vacant, the new lr~cumben':.. wlll recel ve the benefl ts provlded by the Memorandum of Understandlng representlng that posltlon classlflcatlon as of July I, 1990 Concrete Crew Leader Event Attendant III SeDlor Accountant Senlor Parklng Meter Collector Storekeeper =: Water Leader As of July I, :993, the posltlon classlflcat~on of Flre Prevention Englneer (reclasslrled to Asslstant F~re Marshal as of January I, 1997) wlll no longer be represented by STA However, the lncumbent ln that claSSlflcatlon as of June 30, 1993 wlll be "grandparented" ln that he/she wlll contlnue to recelve STA beneflts, as set forth ln thlS agreement and any subsequent agreements, as long as he/she contlnues to hold the positlon classlflcatlon In questlon. If the posltlon of Flre Prevention Englneer becomes vacant, the new incumbent wlll 4 recelve the bene:lts provloec by the Meno~a~d~r Understandlng representlng ~ha= posl~lon c:assl:lca~lo~ of July 11 1993 ~- ~'- ~:::: ""~ As of July 1, 19951 tne pOSltlO~ c~asslflcat~on of C~~~l Englneer w1I: ~o longer be represented by STA However, each l~cumbent In the pOS1~lC~ c:ass1f1cat~or. 0: C1~l: Eng1neer as of the da~e on whlch tnls agree~en~ was slgned by t.he Clty a:c1d STA w::.2.1 be "grandparented" 1r" STA 1r. ':.ha~ he/she wlll contlnue to rece1ve STA benefltsl as se~ for~~ In this agreement and any subsequent agreemen~sl as long as he/she cont1nues LO hold ~he pOS1~lOr. classlflca~lon of C1Vll Eng1neer. In addl~lon, the salary range Wh1Ch was lr: effect as 0: June 30, 1995 for the C1V1I E:1g1neer poslt.lon classlfica~lon represented by STA w1l: be ret.alned for those employees holdlng a posltlon lr: ~he pos1tlon classlflcatlon of ClVll Englneer who have been "grandparented" lr: STA, and any general cost 0: 11 v:.ng adJustments implemented :or all employees represented by STA shall be applled to ':.hat salary range. If one of the "grandparented" C1Vll Englneer pos1t1ons becomes vacant, the new lncu~~ent wlll recelve the benef1ts provldeci by the Memorandum of Understand~ng represent1ng ~hat pOSlt~o~ c:asslflcatlon as of July 11 1993 As of Jamlary :. 1 1996, the posltlon claSS2..::1cat1on of BU1ldlng and Safety Operat.lons Superv~sor ~reclasslfled to GIS Data Speclalist1 w1ll no longer be represer:~ed oy STA. However 1 the lncumbent In that posltlon class1f1catlon shall be "grandparented" 1n STA l.n that. he wlll cont1nue to recelve STA beneflts, as set forth 1n thlS agreement and any subsequent agreemen~s, as long as he cont1Dues to hold the posltlon class1f1catlO~ of GIS Data Spec1al1st. If the GIS Data Spec1al1st pos1t.lon becomes vacant or If add1t1onal GIS Da~a Specla~lst posltion(s) are budgetedl the new 1ncumbent(s) w1lI recelve the beneflts provlded by the Memorandum of Unders~andlng representlng that pos1tlon clasSlflcation. In the event new Job classlflcatlons are created Wh1Ch are proposed to be added to the STA unl t I the MUTI1Clpal Employee Relations Offlcer w1lI notlfy STA pr10r to the Personnel Board and Clty Councll conSlderatlons of the new clasS1flcatlons. Any clasS1flcat1ons proposed to be added to t.he unlt shall be agreed upon In wrlting and wlll 5 1. 02 1. 03 :.04 1. 05 become effect~ve upo~ executlOr. ny ~~e P~es~ae~~ of S~A and the Mun1c~pal Employee Re:atlons O:f1ce~. Purpose The partles agree ~hat the purpose of t~lS MOD 18 ~o promo~e and prov1de harmo~lo~s ~elations, cooperatlo~ and understand1ng between ~he Clty and ~he emp:oyees covered here1TI 1 to provide an o~o.e~ly and. equ.1. tab2.e Means of resolvl~g dlfferences whlch may arlse under ~~.1.s memoranduw, and to set forth the full agreements of the pa~tles reached as a result of ~eet1ng and conferrlng In good falth regardlng ma~~ers wlthln the scope of representatlon for emp~oyees represented by STA. Term of Agreement ThlS agreement shall be effectlve as of the 1st day of July 1996 and shal~ remalTI ln full force and effect untll the 30th day of June 1997. It shall be automat.lcally renewed from year to year thereafter, unless e.1.ther party shall notlfy the other lTI wrltlng not later than March 1 of each year that lZ deslres to terrnlnate or modlfy thls agreement, and speclflcally lndlcates requested modlf1catlons. In the event that such notice lS glven, negot1ations shall beg~n no later than Apr1l 1 wlt.h a slgned contract deslred July ~ Clty Councll Approval ThlS MOD 1S of ~o ferce or effect whatsoever unless or untll yatlf1ed and approved by resolut~oh duly adopted by the Clty Counc11 of the C1ty of Santa Mon1ca. Recognlzed Employee Assoclatlon Name The STA 1S hereby acknowledged as the Reccgn1zed Employee organ1zatlon repre5ent1ng only the permanent llne - item employment poslt1on clasSl~lcat1ons set forth ln Exhlblt A (which 1.S attached hereto and made a part hereof) pursuant to Sect10n 3.04 (c) of Ordlnance 801 (CCSl . It 15 the mutual understandlng of the partles hereto that acknowledgment of che STA as the recognized employee organlzation 6 1. 06 1. D7 A. Does not Dreclude employees pOSltlOr. ClaSSlf~catlons themselves lr.dlvld~ally ~n relatlons wl~h the Clty. err.plcyme:lt 1i- sucr. emp~oY7e~t from represer.~lr.q :.helY B. Does not preclude or rest~lct t~e rlgh~ of manage~ent offlclals to meet and consu~~ w-~~ employees lD such emplo~ent ~OS~~lOr. clasSlflcatlons concernlng thelr emp:Qy~ent relatlons wlth the Clty. Scope of Representatlon The scope of representat~on 0= the recog~lzed employee organlzatlo~ shall lnclude all matters relatlng to employment condltlons and employer-employee relat~ons includlng, but not ll~lted to, wages, ho~rs, and other te~s and condit1ons of e~ployment, except, however, that the scope of representat10n shall not lnclude cons1deration of the mer1ts, neceSSity, or orgaclzatlon of any serV1ce or act1vlty prov1ded by law or executlve order and that the scope of representatlon shall be exerclsed or performed 1n comp~lance w~th the prOV1S1ons of Ord1nance 801 (CCS) Full Understandlng, Mod1flcatlon and Wa1ver The part~es agree that each has had full and unres~rlcted r~ght and opportun~ty to make, advancef and G1SCUSS all matters properly w1th~n the scope of representation as outl1ned 1n Sectlon 2 05 of Ord~nance 801 (CeS} Th1S MOD const1tutes the full and complete agreement of the part1es and there are no others f oral or wrJ..tten, except as spec1fied 1n th1S Agreement or the attachments hereto. The part1es are not bound by any past prac~lces or understand1ngs 0: e1ther party unless such past pract1ces or understandlngs are spec1f1cally stated 1n thlS MOD except that prov~slons or cond::.t1ons not spec1flcally changed 1n th1S or prevlous MOU's shall be as prescr1bed by the c~v1l serV1ce provlslons of the Santa Mon1ca City Charter and the Santa Mon~ca Mun~c1pal Code. Each party, for the term of ~h1S MOU, spec1f~cally wa1ves the r~ght to demand or pet1t1on for changes here1n, whether or not the 7 08 _ 09 subJects were x~own ~o the payrleS a: executlon hereo= as propeY s~bJects w~=~ln representatlon as outll-ned ~r. Sectlon 2 05 801 (CCS). tl1e ::lrre 0: the scope c: 0: Ordl.;IanCe Management Rlghts Reserved ~he Clty reta~ns all Ylghts no~ speclflcally de:ega=ed by this Agree~ent, lnclud~ng, but not llMlted to, the eXC~USlve rlght to: A Dlrect, superVlse, dlsclpllne, dlscharge, and retaln employees. suspend, schedu~e, hlre, promote, transfer, asslgn, B Relleve employees from dutles because o~ lack of work or funds, o~ under condltlons where cont~nued work would be lnefflclent or nonproductlve C Determlne serVlces to be rendered, operat~ons to be performed, u1:1llzatlor.. of r:echnology, and overaL'.. budgetary matters D. Determlne the personnel by conducted. approprlate Job classlflcatlons and WhlCh government operatlons are to be E. Determlne the overall mlSS10n 0: the unlt of government F. Malntaln ana lmprove the efflclency effectlveness of governmen~ operatlons. and G. Take any necessary aC~lons ~o carry out the mlSSlon of an agency ln sltuatlons of emergency. H. Take whatevey other act~ons may be necessary to carry out the w~shes of the publIc not otherwlse specIfled above or by collectlve agreement. Peaceful Performance of Clty Servlce It IS mutually understood and agreed that partlc~patlon by any employee In a strlke or a concerted work stoppage 8 te~lnaLes ~he emplo~en~ ~elatlonshlp ~~ t~e abse~ce c: speclflC wrl~ten walve~ of SUCh ~erml~at~o~ by a~ author.:zea management offlclal A. It lS further understood and agreed that none or t~e partles hereto wlll part~clpate ln, encourage, aSS1S~ or co~do~e a~y strlke/ concer~e~ work stoppage, cessatlon of work, s:"ow-down, Sl~-::::lOWr:, stay-away, plcketlng or any other form 0: ln~erference wlth or ll~ltatlon 0: the peace:u: performance of Clty serVlces B. In the event that there occurs any strlke, concerted work stoppage, cessatlon of work, slow-dow~, s.:t down, stay-away, plcketlng or any other fo~m of lnterference w:l.1:h or l::.ml tatlon 0: the peaceful performance of Clty servlces, the City, In addl~lon to any other lawful remedles, or dlsclpllnary actlons, may by actlon of the Clty Manager cancel any or all payroll deductlons, prohlDlt the use of bulletlTI boards, prohlblt the use of Clty facllltles, and prohibit access to former work or duty statlons C Nelther the employee organlzat.lon, nor any person actlng ln concert wlth them, wlll cause, sanctlon, or take part ln any strlke, walk-out, slt-down, slow-down, stoppage of work, plcketlng, retardlng of work, abnormal absenteelsm, wlthholdlng of serVlces, or any other ~nterference wlth the normal work routine The prov~slons of ~hlS article shall apply for the same term as thlS Agreement, or durlng any renewal or extens~on thereo:. Vlolatlon of any provlslon of thlS MOU by the recognlzed employee organlzatlon shall be cause for the Cl ty, at ltS sole optlon, to cermlnate thlS Agreement In addltlon to whatever other remedles may be to the Clty ac law or ln equlty. D. The Clty agrees that there shall be no general lockout of bargalnlng unlt members 9 1 10 1.1: 1 12 Val~d~ty of Memorand~n of Understand~n9 If a~y prOVlSlon of th~s ~o~ lS deter~lDed =0 De ~LVa~~Q or lllegal by a cour~ of compete~t Jur~sd~ct~oc, tne~ such prov~s~on shal: be severed from th~s MOU, but the rema~nder hereof shall rema~n ~n full force ane effect Such ~llegal or ~nva11d sec~~or. shall be S~bs=l=u=ed w~~h a beneflt of equal val~e or wort~, w~th the partles hereto LO immedlately COMmence to negotlate for the p~rpose of replac~ng any such lnval~d or lllegal proVlslor. Should any change be made in any federal or sta=e lawr or ln any rules and regulatlons lmplemen:lng such legislatlonr or in any Clty Charter provlslon or Santa Monlca Munlclpal Code provlSlon WhlCh would be appllcable and COTIrrary to any prOV1Slon nerelD conta2ned, then such provlslon of thlS MOD shall be automatlcally Lermlnatedr but the remalnder of thlS MOD shall remaln In :ull force and effect. Such leglslatlon and/or rules and regulatlons shall supersede thlS MOV and appllcable clauses shall be substltuted for t.hose ruled lnvalld or :.llegal. The partles hereto shall immedlately commence to negotlate for the purpose of replac:.ng any such lnvalld or lllegal provlslon. Capelons for Convenlence The captlons herelD are for convenlence only and are not a part of th~s MOD and do ~Ot ln any way llmlt, neflner or ampllfy the terms and prOV1Slons hereof Non-Dlscrlmlnatlon and Equal Employment It 1S agreed by both par~les to thlS MOD that supervlsors play a speclal role In achlevlng equal opportunlty In selectlngr tralnlngr promotlngr and dlsclpllnlng employees The partles hereto wlll work ln partnershlp wlth the Personnel Department to ensure full compllance wlth the letter and splrlt of all appllcable local, state, and federal laws, rules and regulatlons governlng equal opportunlty and wlth the Afflrmatlve Actlon Program and Sexual Harassment POllCY of the Clty of Santa Monlca WhlCh are ~ncorporated by reference hereln. Both part~es acknowledge that progress In meeting afflrmatlve action 10 ..... 1 ~ ...i... _ ......-J goals and the ma~nte~ance of a harassTe~t-:~ee wc~~ enV1Tonwent are app~cprlate lnd1ca~ors c: perf0r~ance c: a~ employee subJect ~o tr.1S MOL Bo~~ partles agree to a01de by the reaU1remeL~s of the A~e~lcans W~t~ D1sabll1t1es Ac= (ADA). Def1nlt1ons The follow1ng ae:lnltlons are to be applled l~ the lnterpretat10n of thlS MOD: A. II Salary Range II sha:'l mea:: the normal fl ve s~ep E) hourly or mon=hly pay scale (and the equ1 valent) ass1gned to each employrrent clasSlflcatlon wl~hln the Clty work force. (A through b:.-weekly pos1t:.on B. 11 Salary Range Steps A through E for each employmen~ posltion class1flcatlon wlthln the Clty work force" shall mean and be establ1shed to bear the followlng percentage relat10nslnp to Salary Range Step E computed to the nearest dollar. Normal progreSSlon through the range toward E-step shall be ln annual step lnc~ements ccntlngent on satlsfactory serV1ce. Step A - 81% of Step E Step B - 85% of Step E Step C - 90% of Step E SteD D - 95% of Step E Step E - 100% ,.., ." "Nearest Dollar" shall mean the next lower dollar when the computed amount 15 50 cents or less and the nex~ hlgher dollar when the computed amount lS 5l cents or more D I1L1ne-1tem pos1tlon" shall mean a pos1t1on Wh1ch 18 (1) spec~flcally 1tem1zed ln the personnel schedule of the annual budget of the Clty of Santa Monlca and 11 (~ '-. ., L. j el~glble =0 acc~~~~ate vacat~or., s~ck ~eaV2 a~~ o=h~~ =lne of= ~n propo~t~on -:0 the pe~ce~-:age 0= the fu:~-tlme =or~y (40) ~ou~ week Other fr~nge benef~ -:8 sha2.1 be prov~ded ":0 par= -::1.me employees covered here'..lnder as 1.f they were employed or.. a full-t1.me oa8~8. E "Permanent:. Employees /1 shall mean (1) A person who 1.S legally an 1.ncu~bent of a ll.ne-l.tem posltlon, full or part-tlme, or (2) A former l.ncumbent of a l1.ne-l.tem autho~lzed leave of absence from budgeted positlon, wh~ch pos~~lon lS the employee's return. pos1.tl.on on a regularly held pencl.ng The term "permanent employee" shall not be construed to ~mply a guarantee of contlnued employment. However, no permanent employee shall be den1ea the rlght to those due process protectlons appropr~ate to hls/her status under the Munlclpal Code and Clty Charter and appl~cable State law. F "Date of Entrance Anm..versary'l shall mean the date WhlCh recurs annually after =he date of entry lnto a pOSl.t1on l.D the clas8lfled se~lce of the elty of Santa MOD1ca. el.ther by or1glnal employment, re-employment or promot~on. The da~e of entrance for employees with broken serVlce shall be cons~dered as the date o~ wh~ch the last unbroken serVlce was effect1ve G. "Satisfactory Serv::..cell shall mean the attalnment of an overall rat~ng not less than "Sat1sfactory" on the performance report:. associated wlth the employee's most recent date of en::rance anniversary. H "Full-Time Work Week" shall mean forty (40) hours wl.th2t: the seven (7} consecutlve day perlod establl.shed as the work week for the affected employee(s} (1) Incumbenss of l~ne-~tem posltl.OnS employed ln a work week less than that deflned as the full-tl.me work week shall be compensated 1n that proportlon of the compensatl.on for full-tlme employment as the number 12 of hours budgeted -=,.......,...... J..v... ':na:: POS::'':.lCr: bea::::-s ~~, -~ the full-clIDe work week; compe~sat~o~ shall lTIc:uae Dase salary, deferred compensatlon and any othe::: bcnuses or skill pays p::::-ovlded by t~lS Agreemen~ I~cumbents of l:...ne-item posltl.OnS errployed lTI a wo::::-k wee.;,;: greater than that deflned as the full tlIDe wo::::-k wee~ shall be compensated =or hours In excess of the full-tl~e wo::::-k week cn ~he naSlS of ana :"'D accordance wlth the prOVl.SlO~S of the a::::-tl.cle hereof relatlng to overtl.~e (2) Incumbents of ll.ne-l.te~ pOSl~lons regularly worklng less than -:.he full-t:...me work week shall accrue vaca~lon, sl.ck leave and other tlme orf In the sa~e rat:...o as ~he average number of hours they work per week l8 to the full-tlIDe work week for the pOSlt:lon occupled. Other frlr.ge beneflts shall be provl.ded to part-tlme employees covered hereunder as :...: they were employed on a full-elIDe basls. I "Pay" shall mean compensatl.on for regula::::- hou::::-s worked, slck leave, vacation, bereavement leave, hO~l.days, supervlsory leave days, compensat:ory tl~e off and/or Jury duty. J. I' In Pay S::.atus" shall mean earn...ng pay K "Completed Calenday Month of SerVlce" shall mean a calendar ~onth In WhlCh an employee has been l~ pay status for eleven or more worklng days :., nWork1.ng Day" as used :':1 the sect~on of thls Agreement pertal.nlng to vaca::'lOD accrual (Sect:..on 4 02) and slck leave accrual (Sec::'lor. 4.03) shall mean elght (8) hours M "Compressed Work Schedule" shal: mean a work schedule lTI WhlCh a full-tl.me e~ployee lS assl.gned to wor~ a Lotal of elghty (80) regularly scheduled work hours lD TIlne (9), or less, days in a glven two-week (i.e., two work week) perlod. N "SeyVlce Date" shall be the employee's most recent date of employment as a permanent employee wlth the Clty of Santa Mon~ca Unless prohiblted by the Famlly Medlcal Leave Act, or slmllar state and/or federal leglslatlon, the 13 1.l4 .j.. :"5 employee's se~"Vlce a.a~e shall be ad] us:.ed :c~ l::lpalG. leaves of absence W~lC~ exceed ~~~rcy (30) calenda~ days, w~~h :.he employee's serVlce date belng moved forward by the same number of days as the unpald leave 0: absence In the event a permanent eMployee separates fron the Clty but is rehlred wlthln twelve monchs, the break ~~ serVlce be:.ween the last dace 0: enployment a~d the date O~ WhlC~ the employee 18 rer.lred w~ll be treated as aL unpald leave or absence for the purpose 0: es~abllshlng the employee'S serv~ce date Wlt~ the Clty. Overpayment Remedy Permanent. employees covered hereln shall relmb:1yse ~he C~ty fOT any overpayment 0: wages or benef:..ts. Sa~d relmbursement shall not be requlred unt~l the Clty notlfles the affected employee In wrltlng. Relwbursement may be accomplished by a lump-su~ deduction made on the next subsequent employee payroll warrant followlng overpayment notlflcatlon, or by other reasonable re-payment method mutually acceptable to the employee and the Clty, except that the lump-sum deductlon shall be requlred It the next subsequent employee payrol: warrant is the f~nal or termlTIatlon warrant lssuec to the affected employee. Payments at Termlnatlon When permanent employees covered hereunde:::- leave the serVlce of the C~ty o~ Santa Monlca they scalI be entltled ~o a lump sum payoff of vacatlon leave, unused Supervlsory Leave days and unused accrued compensatory tlme only No cla1.m shall be made agalnst the Clty for the use or payment of unused sick leave or other leave days, nor shall the effectlve date of termlnatlon be extended by the use of compensatory tlme, slck leave, vacat~on or other leave days. 14 ~_~~:C~E -~ COMPENSATION 2 0, E:Efec~lve Date of Pay :Dcrease Notwlthstandlng any other provlslc~ ccr:::.al!led here.::..n, changes ~n salary ~ange and salary-rela~ed nene=lt cha~ges provlded herel!l shall become er=ectlve cn the :Elrst day of ~he payro~: perlod closest to ~he effec~lve da~e sta~ed hereln. If the effectlve date sta~ed herel,- fa:ls o~ the Sunday ln the mlddle of a pay perlod, ::.ne e=fectlve da~e shall be the flrs~ day of the followlng payroll perloc 2.02 Salarles Salarles of Cl~y employees l~ llne-lcem poslclons shall be on a monthly rate, pald on a bl-week~y equlvalen= basls. In lleu of the bl-weekly equlvalent to a monthly rate, the Clty Manager may flX the co~pensatlon of any posltlon at an hourly rate In posltlons for WhlCh the work week is forty (40) hours, the hourly race shall be determ.::..ned by dlvldlng the bl-weekly rate by 80. A. Effectlve July 1, employees covered two percen': (2%) 1996, the E-s~ep salarles of hereunder shall be 1ncreased by In addltlon, for purposes of lmplementing Subsectlon A of Sectlon 2.07 (Pay Rate on ApPolntment!Supervlsory Dlfferential) I the E-step salary es:::.abllshed foy the Job clasSlflcation of Storekeeper II will be set at $3,281 as of June 30, 1996 The two percent (2%) salayy adJustmenc, descrlbed above, wl:l then be applled to thlS E-step salary. B. A glven clasSlflcatlon covered by this MOG wlll be ellgible to recelve an equlty adJustment provldlng that the compensatlon study conducted by the Clty of Santa Monlca substantlates the need for an equlty adJustment to brlng the salary range of that classlflcatlon lD llDe wlth the meaD salary pald to the same clasSlflcatlon found ln comparable cltles. The Clty wlll be willlng to recelve and evaluace any salary comparlson data that STA mlght want to make available regardlng an equlty adJustment for a glven clasSlflcatlon. Should a compensatlon study lndlcate 15 2 03 ~hat a g~ven Joe c:ass~flca~~OL ~s cu~~e~t:y De:r.~ pale above the meaL salayy pa~d to ~~e saTe classiflca~lo~ foune lr. comparable c~~~es, :he salary range of eha: class::lcatlon w~:l rerraln unchanged. Inteynal equl:::y factors wlll a:lso be taken lnto consloeratlon, as dee~ed apprOp~late by :::he C:~y, when de:::ermlnlng whether or not a~ equl~Y adJustmen~ for a g:ven claSSlflca:::io~ lS wa~rantec. EqUl"CY ad) us:ments ciescYl.bed herel.n wl::"l be consldered on an annual basls, el:he~ as a part of the anI'.ual budget process 1= no MOD negot::Lat:lons should be occurrlng durlng the year or as a part of the MOD negotlatlons process should the MOD be up for negotlat:lor... Overtlme For employees holdlng a budgeted line-item posltlon In a Job classlflcatlon covered by thlS agreement, the followlng overtlme prOV1SlonS wlll apply Overtlme for full-tlme permanent employees shall mean work ~n excess of t:he employee's regularly scheduled work day or In excess of forty (40) hours In one (1) week. Overtime for permanent part-tl.me employees who regularly work less than elgnt (8) hours ~n one (1) day and forty (40) hours In one (1~ week shall mean work In excess or elght (8) hours lTI one {l} day or forty (40) hours ~n one (:j week Overtlme hours must have the prlor approva~ of an authorlzed management offlclal For the purpose of calculatlng overrlme, dlseretlonary pald tlme off, deflned as vaca~lon, personal leave (MOD days), floating holldays and/or compensatory tlrne off, shall not count towards the forty (40) hours. Non- dlscretlonary pald tlme off, deflned as all o~her pa~d leave tlme, shall count towards the forty (40) b-ours. In addlt~on, ~f an employee ~s requ~red to work on a hollday observed by the employee's department or dlv~slon, as speclfled In BeetloD 4.01, the employee shall be pa~d overtlme for all hours worked on the hollday in addltlon to hol~day pay. If the employee works on an authorlzed hollday, the actual number of hours worked on the hollday shall count towards the forty (40) hours for the purpose 16 0: calculat~r,g ove~~lme for ~he wo~k weeK ~~ the eve~~ a Cornmunlcatlons Manage~e~~ Supe~vlso~ C~ Co~m~Clca~~o~s Center Supervlsor 18 ~eq:llred to woyk cve~':lme or. aT: ewergency basls, all pald leave tlwe sha:: co~~::. ::'owa~ci8 the forty (40) hours. For employees covered herein who hold per~aEecG pcsl':lons at the Llbrary, the fu:l ~lme work week shal~ be deflEed as forty (40) hours, Monday through Saturday, as sched~led by the City ~lbrarlan or hls/her deslgnated representa~lve Overtlme shall be palo ~or hou~s worked on Sunday It 18 the lr.tent of the Cl~y to asslg~ Sunday work on a volunteer basls However, In the event ~here are not enough volun~eers to s~af= the Sunday work at the Library, the work wlll be assigned on an equltable basls among employees. All authorlzed overtlme shall be compensated wlth cash payment based upon one and one-half (l-1/2) t.::.mes the hourly ~ate equlvalent of the employee's monthly salary computed to the nearest one-tenet of an hour Instead of cas~ paymen~J an authorlzed management departmen~al offlclal may grant co~pensatory ~~me off at the rate of one and one-half (1-1/2} hours o';:-f for such overtlme prcvlded that such compensatory tlme off can be granted wlthln the f~scal year lD which lt lS earned. If compensatory tlffie 18 accrued and not taken by June 30 of any Ilscal year, l~ wlll be pald to the employee a~ the rate earned There shall be a reasonable effort to dlstrlbute overtlme equltably among employees lr: the appllcable Job classlflcaclon ln an operatlona~ work gro~p Addltlonal work asslgned to an employee, permanent or temporary (as- needed), WhlCh b~lr.gS ~he e~ployee's total work hours to forty (40) hours for the work week wlll not be consldered an overtlme asslgnment under thlS provislon. If an employee belleves he/she has been lmproperly denled overtlme asslgnmen~s, such clalffis may be processed through the grlevance procedure. In order to supplement elght (8) hours of palQ leave tlme for a regularly scheduled work day comprised of more than elght (8) hours, the employee wlll have the optlon of worklng the addltlonal tlIDe requ1red, on a stralght-tlme 17 2 04 naS1S, QU~~~g the appl~cable seven-day work week, ~~ order to recelve a fu:l day's pay :or ~he day In questlon. ?alC leave tlme would lnclude vacatloD, s~ck leave or personal leave days In nc even~ may an eT.ployee's work avold =he paywen~ of overtlme lilltlates the sched~le change schedule u:lless De chanaed to the err.ployee Shltt Dlfferent~a~ Permanent employees covered herelD shall recel ve SDlft dlfferential as fol:ows' A Seven~y- Fl ve cents ($. 7S) per hour for all hours worked on the Shlft for employees whose regular schedule requlres ~hat the employee wor~ at least four (4) hours between 4.00 p m. and 12'00 Mldnlght, subJect to C, D, and E below B. Nlnety cents ($.90} per hour for all hours worked on a Shlft fcr employees whose regular schedule requlres the employee to work at least four hours between 12:00 Mldnlg~t and 7:00 a m'I subJect to C, D, and E below If any employee quallfles under both A and B above, provlslor. B shall apply. D. Shlft dlfferer.:'lals are nor. appllcable when the scheduled work hours are compensated as overtlme E Shlf:. dlfferentlals are not appllcable when the employee lS wo:!:klng the above hours as part of a "SpIlt shl.:Et " "SplJ..t slu.ft" lS defJ..ned as a shl.ft of elght (B) or more ho~rs In a slngle day, separated by a break of at least three (3) non-workJ..ng hours durlng the shift Such employees shall be pa1.d the appllcable shJ..ft dlfferentlal I establlshed In A or B above I only for the hours actually worked on that shift F If r dur.l.ng the term of thlS MOUr a hlgher shlft dlfferentlal lS provided by the Clty Counell to any bargalning uni t of employees subordlna te to 18 ~ (',~ ..:;.~::. 2 06 superVlsors coverec ~erel~, emp~oyees coverec ne~e~~ shall recelve ~he ~lgher rate. Sklll/Asslgnmen~ Pay The followlng provlslons eXlst for added payrrer_,: for speclal SKllls or work a5s~gnments. A. R~g~st~atlon bv St~~e 0= Callforrr~a C~v~: Englneers recel ve an acidl tlonal $50 CO per rro::th above thelr base ra~e If they recelve offlc~al reglstratlon by the State 0: Callfornla Such registration must be malntalned by t~e employees ana supplemented by regular, at least annual, courses lD the englneerlng fleld of study or the bonus wll: be stopped as of JL:.ly 1 of ':.he TIexc f::.scal year Courses must be taken on the employees' owe tl~e; however, courses WhlCh wlll enable the employees to meet thlS requlrement are subJec~ to TUltlon Relmbursement 3 ICBO Certiflca~es -- BUlldlng and Safety Operatlons supervlsors recelve an additlonal $50 00 per month If they recelve a~ Internatlonal Conference of BUlldlng Offlclals Cer~lflcate as a co~blnatlon ~nspector. Employees receJ. vlng sucn cert~:lcatlon must maln~aln certl:lcatlon to contlnue to quallfy for che bonus Further, thlS must be supplemented by annual courses lD the appllcable area of study or the bonus wlll be stopped as of July 1 of the next flscal year. Courses must be taken on the e~ployees' own tlme, however, courses WhlCh enable the employees to meet thlS requlrement are sub] ect to TU~~lon Relmbursement. Call-Back Pay A. Should the Clty call back any full-tlme employee after hls/her normal worklng hours to perform work, the Clty shall pay the employee the approprlate overtlme compensatlor. but not less than a ffilnlmum of three (3) hours pay regardless of tlme actually 19 2.07 worked as a resul~ 0: be~ng called bacK to WO~K to perform serVlces for ~he Cl~Y B. Should an employee In the Pol1ce Depart~e~~ ~ece~ve an authOrlzed telephone cal: our~hg hls/her off-duty hours for purposes of galnlng lr.forma~lon or dClng other work, sald employee shall be ent~tled to compensatlon at the r~n~murr of one-half hour a~ the approprla~e overtlme rate. Phone calls w,'l be compensated ln quar:..er hour .:.ncrements af::.er the mlnlmum of 30 mlnu:.es has bee:: met. Authorl.zed calls shall be deflTIed as any calls IT'acie by or aut:horlzed by the WaL.ch Commander or.. du~y at the tlme of the call. Pay Rate on Appoln:.ment!Supervlsory D:.fferentlal A. Durlng the :'lfe of thlS MOU I supervlsors covered hereln shall malntaln a dlfferentlal lTI pay over t:helr suborOlnate employees. The d:.fferem::lal for all supervlsors who hold posltlons 1:1 Job classlflcatlons represented by STA as of the end of FY92-93, except Motor Coach Supervlsors, shall be determlned by set:'lng the E-step salary for the supervlsory Job classlflca~lon at a level WInch provldes at. least flfteen percent {15%) more than the E-step salary of t.he Job classlflcat.lon 0: thelr hlghest pald subordinat.e The dlfferentlal for Motor Coach Supervlsors shall be determlned by settlng the E-step hourly rate at that:. level WhlCh, when the seven percent (7%) PERS contrlbutlon lS added, prov~des at leas~ a ~wenty percent {20%1 d~fferentlal over the E-step hourly rate for Motor Coach Operators; excep~ that the affected superv~sor must have on flle a curren~ performance ratlng of SATISFACTORY OR BETTER to qual.:.fy for the term of th~s sectlOr. The dlfferent~al for supervlsors who hold pos~tlons In Job class~f~cat~ons not represented by STA as of June 3D, 1993 shall be determ~ned by setting the E-step salary for the superVl.sory Job classlflcat.lOn at a level WhlCh provldes at least ten percent (10%) more than the 20 E-step salary 0: t~e JOD class:'::lcat:.on of th21r hlghest pa.:.d subo~ci.:.r:a::e The dl::ferer:::la::" :c~ lncu~ents ho~clng a pOSltlO~ In ::~e Joe olassiflcatlon of Se~lor Clv.:.l Ena.:.~eer wl::..l be at least ten percent (10%) ~ore than ::~e E-step salary established for the Job class:'Ilcatlon of ~lVl: Englneer represented ny the Adn~nlstratlve Tea~ ASSoclates (A~A) I not the clvi~ Englneer Jon classlflca::lon whlch cont:.nues to De represented by STA 3. A supervlsory dlfferentlal of 2.7% shal: be pald to employees covered hereln who are asslgned to regularly supervlse other employees ln the same Job class~flcatlon and who are not covered under the terms 0:: the sectlon of thlS MOD coverlng pay for servlng In a hlgher classlflcatlon Subsectlons A and D shall not apply whenever an employee covered hereln lS asslgned to regularly supervlse other employees ln the same Job claSSlflcatlon c. In the event tha~ the rate of pay belng recelved by an employee belng appolnted on promotlon to a Classlflcatlon covered by thlS MOD lS equal to or greater than the entrance salary of the new posltlon, the employee's salary shall be lncreased to that salary step for hls/her new Job classlflcatlon WhlCh provldes a mlnlm~~ flve percent (5%) salary lncrease, except as provlded .:.n D or E below. A reclasSlflcatlon of a permanent employee covered hereln to a hlgher level Job claSSlflcatlon wlll be consldered a promotlon and the employee's salary shall be lncreased to the hlgher salary rate lD the new classlflcaclon WhlCh provldes a rnlnlmum of flve (5) percent salary lncrease, provlded, however, that ln no event shall the salary rate exceed the maXlmum salary rate for the new clasSlflcatlon, except as provlded In C or D below. D. In any event / an employee belng appolnted to a poslt1on classlflcatlon covered by thlS MOU shall be 21 2 08 p::"aced at. the s-:ep :":1 the pay range for the ::: 0:::: class WhlCh prov~des not less than f:..ve perceLt (5%' more t::ar.. the ~:ghest rate Del.r.g palO. to subord:.nates E. In no event may an eT'lployee' s pay rate exceed the establlshec E-steD for the Jon c:ass~flcat:'oL ?ay for Servlng In a Hlgher Job Classlflcatlor. When, ln the deterITlna~~or. 0: the department heac, It lS necessary to speclf:::..cally asslgn an employee ':.:1e slgnlflcant dutles anc respons:.bllitles of a hlgher clasSlficatlon, the employee so asslgnea sha~l be compensated as follows. A. If the asslgnment is temporary due to the vacatlon, sick leave or other temporary absence 0: the employee ln the hlgher classiflcatlon, the employee r.emporarlly asslgned shall be pald at the rate of seventy flve cents ($0 75) per hour for all such hours asslgned after the employee works a ml~lIDUW of two (2) consecutlve work days in the hlgher clasSlflcatlon asslgnIDent, wlth payment retroactlve to the flrst day. The Clty shall not rotate employees l~ and out of hlgher posltlon clasSlflcatlor. asslgnments ln order to avold paYlng sald compensatlon If the temporary asslgnment should last a mlillmum of fourteen (14) consecutlve work days, the employee temporarlly asslgned shall recelve the salary rate for the vacant ] aD classlf lcar.lon at the lowest salary step WhlCh provldes a mlnlmum flve percent (5%) salary lncreased, provlded, however I ln no event shall the salary rate exceed the maXlmum salary rate for the vacant claSSlflcatlon belng filled by the employee on a temporary baS1S. Sald lncrease shall be retroactlve to the first day wlth the employee relmburslng the Clty for any addltlonal payment recelved under paragraph ODe (I) above In no event shall the employee who has been given the 22 2.09 ~empoYary asslgnment rece~ve less tha~ seve~~v-:~ve cents [$0 7S) per ho~r B If the pOS1L10~ to be fllied lS vacant ana ~nere ~s no val~d ellg~ble l~st for ~he c:ass~flcat~on, the DepartmenL Head may asslgr. an employee whe meets the mlnlmum qual~f.:..catlons of ~he vacant pos.:..tlon to flll the posltlon or::. a temporary aeta.:..:' (ac~lng) oasls. The employee shall recelve the salary ra~e for the vacan~ clas5lflcatlon at the lowest salary step WhlCh provldes an lncrease of at leasL {lye percent (5%) over h~s/her current salary, prov.:..cied, however I in no event shall the salary rate exceed the maXlmum salary rate for the vacant class:.ficatlon belng fl11ed by the employee or. a temporary basls If an ellglble 11St eX1S~S for the vacant posltlon, the Department Head shall appolnt an employee from the ellglble llSt at the earl~es~ posslble date, and the provlslons of thlS paragraph shall be appllcable to the employee asslgned to cover the vacancy ln any lnterlm perlod. r An employee speclflcally asslgned to per::orm the dutles and responslblli tles of a hlgher classlflcatlon may, after Lwenty worklng days, choose to return to the orlglnal classlflcatlon provlded tha~ anocher quallfled employee lS avallable co serve In the hlgher classlflcatlon. Notnlng In thlS sectlon shall requlre the Clty to make temporary asslgnments of employees. Blllngual Bonus Quallfled employees who meet the crlterla set forr.h hereln shall recelve a blllngual bonus of $50.00 per month. To receive the blllngual bonus, the followlng crlterla must be met: A. The employee must be asslgned to speak or translate a language other than Engllsh. 23 2 :..0 B There lS no llIT1~a~lCL as ~o the ~~ITber o~ e,p~cyees that car: be asslcned to speak or ~~ansla~e a :anguage other thar. Enc:lsr. as ~ong as ~he employee(si mus~ regular~y ut~llze su~h s~lll durl~g the course of hls/l:er dU':.les or upor: request 0:: management. r"' '- &"'1 employee must an exan:.natlon DeDar-~ment be cer~lfled as quallf~ed t~roug~ adr:u.n.::..stered by ':.he Personne: An employee who holds the posltlon of CommU~leatlon Center Supervlsor and who quallfles for b~llngual bonus under thlS Seetlon because 0:: Spanlsh language skllls shall receive an addltlonal $50.00 per month, for a total of $100.00 per mon=h. Y-Ratlng When a personnel actlon, e.g., demotlon due to layoff or reclasSlficatlon, results ln the lowerlug of the salary range of a permanent employee covered hereln, the lncurnbent employee's salary may be Y -ra~ed. "Y - rated II shall mean the malntenance of the employee's salary rate at the leve~ effec=lve the day precedlng the effectlve da=e of the personnel act lOr: placlng the employee ln a lower salary range The e~ployeels salary shall remaln at such level untll the salary range of the new clasSlficatlon equals or exceeds the Y-rate salary. 24 A.~TIC':""E 3.01 ~~~ .1._..:.... SUPPLE~ENTAL dEN~?ITS Health Insurance Programs A. Medical Insurance Effect~ve July 1, 1996, the C~ty agrees to pay ~p to a MaXlmum of $475 00 per month towards ~he cos~ of medlcal lllsurance coverage for employees and ellglble depe~dents provlded that e~ployees covered hereunder partlclpate ln the Clty-offered Medlcal insurance programs. The cost of medlcal ~nsurance coverage wlll be set at the beglnnlng 0: ~he medlca~ plan year and wlll be a Ilcornposlt.e" monthly insurance premlum derlved by divldlng t~e to:: a:" monthly preMlum for all medlcal plans offered by t.he Cl ty I except the PERS PORAe medical plans or any other PERS medlcal plans, by the total nunbeT of employees e~rolled ln sald medlcal plans as of the beglnnlng of the medlcal plan year. ~~y extra payment ~equlred under such plans shall be pald by the employee elect~ng such coverage The C1CY and STA agree ~ha~ eMployees sho~ld beneflt from any premlUIT' savlngs WhlCh accrue :rom the lmplementatlon of a new health lnsurance program (Trlple Optlon Plan + Kalser) lTI 1994. The followlng procedure wlll be utlllzed :'0 determlne savlngs, It any, and, ln the event of savlngs, how sald savlngs wlll be dlstrlb~ted (1) The actual medlca~ lnsurance prewlum costs for 1993 for non-safety employees shall be compared agalnst the Clty'S actual premlum costs for the new Trlple OptlO~ Plar. + Kalser for those same employees. (2) If there should be any preWlum savlngs between 1993 and 2.994, each employee's share of the savlngs wlll be cieterm~ned by dl vldlng the tota: amount of the savlngs by the total number 25 of Cl~Y emp~oyees (non-safety) par~lClpatl~g lD the Cl t.v' s med.lcal :..nsurar..ce p~ograT'1. :=:acr: employee's share 0= any savlngs Wl:~ be pale ~o ~he employee by nc later than March :, 1995 Prlo~ to thlS payment, ~he Clt.y wlll mee~ and confer wl~h STA and the other C:..ty bargal~:..ng unlts to aet.e~n:..ne the method by \.;h~ch sald payT-ent wlll De made (e. g. I lUT.p sum, contrlbutlo~ to deferred conpensatlon plan, etc ). In the event the medlcal lnsurance premlums fo~ t.he Trlple Opt~on PIa:: for 19951 and a::j.7 subsequent calendar yeay, should be less than the actual Clty medlcal lnsurance prel111ums for 1993, the sav:.~gs wlll be handled In accordance wl~h the same procedure, outl:tned above, Wl th the paymen': belng made to the employees by no later ~han March 1 of the followlng calendar year B. Dent.al Insurance Dental lnsurance coverage shall be provlded at no cost to employees and :::helr ellg1ble dependents provldeci that employees covered he~eunder partlclpate ln t.he Clty-offered dental lnsurance programs. C. Vlslon Insurance The Clty agrees to provlde V1Slon care lnsurance, at no cost, to employees covered hereunder. The Clty retalns the right to select the provlder and to set the levels of coverage for sald Vls~on care lnsurance plan. The Clty also retalns the rlght to change the provlder of sald V1Slon lnsurance plar. and/or the level of benefits provlded under that plan wlthout meetlng and cODferrlng D. Retlree Health Insurance Employees wlth 20 or more years of serVlce wlth the Clty and who retire from employment wlth the Clty 26 3 02 a:ter July i, 1987, s~all recelve ~~e follow~r.g. =or eact. 75 days 0:: ur"usec. slck leave accr'-lec lD tne employee's slck .Leave DanK a':. ':.he a.a':.e c: ret~rement, one year of heal~h lDsurance shal: be furnlshed to the ret~ree, a~ the approprla::e ret~ree premlum, prov~ded tha= the e~ployee partlclpa::es ~r. one 0= the Clty'S ~ealcr. plans for re::lyeeS Employees covered hereunder who are !:lred on or after July 1, :990 shall not be ellglble to recelve t.hlS oeneflt Ct.:.rrent City employees who ob::aln posi tlons represented by STA on or after July 1 I 1990 shall also not be ellglble -=0 rece::..ve ~hlS beneflt. Retlrement. The Clty lS a cont.ract. member of the Publlc Employee's Retlrement System, and 1t lS understood and agreed that such membershlp w11l be ma1ntained and that employee eIlgiblllty classiflcation, contributlon, and benefits are as prescrlbed ln the cont.ract between the Clty and the PubI1C E~ployee's Ret.lrement System heretofore approved by the City Councll. The Clt.y shall contlnue to pay on behalf of each permanent employee covered hereln one hundred percent (100%i of the lndlvldual employee's share of the requlred retlrement contr1butlons to PERS [seven percent (7%) of the employee I s "compensatlon'1 as deflneG by PERS leglslatlon] for the term of thlS MOD. These payments are not increases of salary and no salary range appllcable to any of the affected employees shall be changed or be deemed to have been changed by reason of such payments; as a result. I the Clty wlll not treat these payments as ordlnary ~ncome and thus, wlIl not wlthhold federal or state income tax therefrom. The Clty'S practlce wlll be to report these payments as belng those of the employees so that they wlll be credlted to the partlcular employee I s indl vidual account Wl th PERS and upon term1nation w~ll belong to the employee It is agreed that ~f state and/or federal procedures requlre reportlng of these payments In any other manner, the partles wlll ablde by such requlrements. 27 3.03 Tu~tlon Re~~bursemeTIt The C~ty wlll budge~ annually Su:fl~lent funds to provlde eac~ permanent Ilne-ltem employee of the STA tUl~lon and Yequ~red s1:udy 'llate~la2. relmburserren= =or career lmprovement or Job ennanceme~= courses approvec by au~horlzed depart~ent management offlclals and subJect to appeal to and approval of the :Jlrector of Personnel. Relmbursemenc shall equal the total cost 0: tu~tlO~ (excluslve of lodglng and mea~s) and the tota2. cost of requlred study materlals, provlded howeveT, that. A. The maXlmum annual a~ount of relmbursemeTIt per ~nd~v~dual employee shall not exceed Sl,OOO.OO B. The course of study must be approved In advance by autho~lzed department ofL_clals and the perso:mel D.1.rector. C. The course must be dlrected to quallflcatlons for an employment posltlon represented In the Clty work force or to enhancement of current Job skllls D Relmbursement under thlS prov~sion shall be made only to employees who have completed the requlred probatlonary perlod before completlng the course for WhlCh relmbursement lS requested E. Courses taken under thlS artlcle may not be taken on Clty tlme. ~ The employee wust exhlblt some reasonable expectatlon of quallfying for the new posltlon upon successful completlon of the study course lf that was the reason for the course. G. Reimbursement shall be made upon successful completlon of the preaut.horlzed course and upon presentatlon of recelp~s and proof of satlsfactory course completlon. 28 3.04 3 05 E - ~, S:la..L...!... C~tyls relmburseme~~ an outs:.de sc'..:.rce 0: -ho '--......"-- be In r:c reduced event when there 18 a:.c excepc l~ those cases where the a:.d =ro~ a~y ou~s:'Qe source I plus the normal Clty relmburse~e~~, exceeds the cost:. of t:.Ult:.on ana study mateYla2. fer the approved study course I. The proceduye co be followed wlth regaYo. to the admlr:lSt:.ratlo~ of the ~ultlan rel~~~YSemen~ program sha~~ be establls~ed by the Personnel ~epart~e~t. Prlor to the lmplementatlOn of ar.y reV1Slons to the procedure, the Personnel Department wlll meet:. wlth STA to reVlew the changes. Deferred Compensatlon Each employee covered hereln will be offered partlClpatlon ln the Clty'S deferred compensatlon plan. The Clty agrees to contrlbute to the plan, the amount the ful2.-tlme partlclpatlng employee lS contrlbutlng to the plan or: hlS or her behalf, but not to exceed $85.DC per month for any partlclpaclng employee Part-tlme employees shall be el:.glble to recelve sald deferred compenSatlor: p:an contributlon on a pro-rata basls In proportl.on to the percentage of the ~ull-tlme forty (40) hour work week the part-tlme employee lS regularly scheduled to work. Unlform Allowance A Each employee OccupYlng a regular full-tlme poslt~on or a permanent:. and contlnulng part-elme posltlon In the employment posltion classlflcatlons covered hereln, lf requlred to wear a unlform and such un~form 18 not furnlshed by the Clty, shall recelve a monthly unlform malntenance allowance of $40.00. In additlon to a continuation of the current monthly uniform allowance descrlbed In the flrst paragraph of Subsectlon A above, the Clty wlll provlde one (1} new unlform each flscal year for the followlng STA classlf~catlons In the Pollce Department provldlng sald STA employee (8) is/are requlred to wear a unlform: Communlcatlon Center Supervlsor, 29 3 06 ~den~~flca~~o~ SeC=lO~ SuperVlSO~I Ja~~ ~anage~e"-~ Superv~scr, Parkl~g 2hecker Supervlsor, ParK Ranger Supervlsor ana Superv~sl~g Ar_lual Cc~~ro: Offlcer B Iff durlng the term of ~hlS agree~en~, ~ne u~~form allowance provlGed to any employees l~ a unlt composed of subcrdlnates to supervlsors nereln exceeas $40 80 po~ mor,.'~h, the employees covered herelD shall recelve the hlgher amount. C. The Cl~y agrees to furnlsh and maln~aln coveralls to those employees ~hat are requlred to do work tha= may cause damage to thelr personal clothlng D. SUDerVlsors not covered above wlll be furulshec wlth a d:.stlnctlve work uTIlform as prescrlbed by the Clty. The Clty will provlde at least nln~ (9) sets of such unlforms Malntenance of these unlforms wlll be ln accordance wlth eXlstlng Clty contracts concernlng sald unlforms. Mlleage Relmbursement and Energy Conservatlon Reimbursement to permanent employees covered heTeln for the authorlzed use of personal automoblles on Clty buslness shall be at the rate authorlzed by the Cl.ty Counell Relmbursement rates w:.ll be consldered lTI preparlng budget recommendatlons at least every two years. Santa Monlca Munlclpal Bus Llne tokens, to a maXlmum of twenty (20) tokens per ITonth, will be provlded to any employee covered ~ereunder who sublT' 1 ts I on the Cl ty Telmbursement form, a record of hls/her trlps (home to work slte, or work slte to home) durlng the precedlng month. The Santa Monlca Munlclpal Bus Llne Route number and the Bus number used for each trlp must be entered on the relmbursement form. Any employee who has not been lssued a C~ty parklng pass, or who voluntarlly turns ln hls/her park~ng pass, shall be ellglble to recelve forty (40) tokens per month under the terms descrlbed above. 30 3.Q7 Slck Leave Buy Back Employees covered herelr. shall have ~he ar.~~al op~lon to be pald for cercaln unused slck leave on the ~er~s no~ed below or to "bank" unused SJ.CK leave Payment at the employee's base salary for ~he ~lsca: year ci.urlng WhlC~ t.he slck leave was earned but. nc:. used, excludlng any speclal asslgnT.ent. or bonus pay, shall be made only to employees on the payroll as of ~une 30 0= that flscal year. To qual~fy for payment a~ employee must have a slck leave "bank" of 12 days For the pu::::-poses of thlS sectlon, "bank" shall P1ean slck leave earned 1r: prlor years and reported ln the "Slck Leave Balance Brough~ Forward from Prlor Con':.ract Yea:::-" colun':n of the "Vacatlon, S:.ck Leave and Co:npensato:::-y Tlme If report. :;.ssued by the Flnance Department. at the beglnnlng of the f~scal year durlng WhlCh payable sick leave lS earned. ~~nual slck leave payoffs ~nder ~hlS sectlo~ wlth less than ter. (lO) years of serVlce, accordlng ~o the followlng schedule for employees shall be made Slck Leave Days Used In the F:.scal Year Slck Leave Days Payable At. F~s~al Year End 2 6 3 4 5 6 7 8 or more 5 4 3 2 1 o Annual slck leave payoffs under thlS sectlon for employees with ten (10) or more years of serVlce shall be made accordlng to the followlng schedule, provldlng t.here are enough slck days accrued In the employee'S slck leave bank to cover the payof~ described below. 31 3 08 Slck ~eave Days Used In the ~lscal Year Slck ~eave Days ~ayable At ?~sca~ Yea~ End 2 or less 12 3 ~ ~ J..~ 4 ~O 5 9 6 8 7 7 8 ,.. 0 9 5 10 4: , -: 3 .....~ 12 " L. :3 1 14 or more 0 It lS mutually acknowledged by the partles that the use of Code 40 (leave wlthout pay) should De llm~teo to Sl tuat:ions where no other approprlate palo leave 18 avallable. The use of Code 40 ln lleu of slck leave, or r.he use of other paid tlwe off not approprlately scheduled ln advance I w~l: dlsquallfy an employee f~om ellglblllty for payment under thls sectlon for the year ln whlch the unauthorlzed leave occurs, and ~ay subJect the employee to dlscipllnary aCLlOD. Slck leave for WhlCh payo:f lS recelved shall be consldered "used" In that It wlll not be added to the l'bank" (or ~f added to the "bank" prlor ':.:0 the payoff date shall be removed from the "bank"). Slck leave payoffs under thlS sectlon shall be made by separate check by the end of July followlng the flscal year ~n wh~ch the payable sick leave was earned Term Llfe Insurance Effectlve as of the rlrst of the month following ratiflcatlon of thlS Agreement by both partles, the Clty agrees to malntaln at no cost to the employee a term life lnsurance plan for permanent employees covered hereln, 32 .5 09 Wlc.h lndlVldua:' cove::::-age of one tlmes the err,p::"oyee' s annual base salay}'. '='he amou::-= or terrr Ilfe ::.nsuya::ce wh~ch an employee covered heYel~ lS e~~l~led ~c rece::.ve shall be aetermlned J~ly 1 of eac~ rlscal yea::::- ana ~enaln ln effect unt::.l the next July ~. Long TerM D::.sablll~Y Insurance The Clty agrees ~o malntaln a long term dlsabl:lty lTISUrance plan for permanent employees severed herelr. at no cost to the employee. The long term dlsab::.ll~Y lnsurance benefl ts w~ll be equal to 60% of el ther '::.he employee's base salary or 56,667 00 per wonth, whlChevey amount lS less I reduced by the employee r S lIJ.COme from other sources. 33 ~~T:C~E IV' LEAVES ';.01 Pa~d Holidays Employees covered hereunder sha:l recelVe pald h0:~days as provlCied be low: New Year1s Day - January 1 Mart~n Luther Klngls B~r~hday - Thlrd Monday ln January Lincoln's B~r~hday - February :2 Wash~ngton's Blrthday - Th~rd Monday lTI February Memorlal Day - Las~ Monday In May Independence Day - July 4 Labor Day - First Monday ~n Sep~ember Thanksglv~ng Day - Fourth Thursday ln November The Frlday Followlng Thanksg~vlng Day The Half-Day Immed~a~ely Before Chrlstmas Day Chrlstmas Day - December 25 ~he Half-Day Immedlately Before New Year's Day O~e Floatlng Hollday All Other Holloays Declared by the Clty Councll In addltlon, the Llbrary shall close by no la'Cer than 5 30 p.IT. o~ the day before the Thanksglvlng holiday and the day be~ore the New Year's Day hollday. A floatlng hollday beco~es avallable at the beglnnlng of each fiscal year and must be taken before the end of that flscal year A floatlng hollday not taken by the end of the fl.scal year may be pald to the employee by the employee enterlng the day on the tlffie card for the last paycheck of the flscal year A floatlng hollday whlch lS cashed out at the end of the flscal year shall be pald In an amount equal to elght (8) hours of the employee's stralght tl.me base salary rate of pay. Fallure to take the floatlng hollday or to put the hollday on the last tlme card for the flscal year shall constitute a forfel.ture by the employee. Whenever any day l~sted herelD as a pald hollday falls upon the flrst or second day off of any employee who has two (2) consecutlve days off, the day precedlng shall be 34 deemed ~he hO~lday ~f l~ falls or- ~he f~Yst day c==, aLe the day fo~low~ng shall be aee~ec t~e hol~day 1= ~t ~a~~s on the second day o::f l~ l~e~ 0= the day IlStea Whenever any day llsted hereln as a pald hol~day fa:ls upon any day of= of an employee who does no~ have ~wo (2) consec~t~ve days off, the followlng day shall De dee~ed the tollday for suct e~ployee When an employee cove=eQ herelu ~s requ~red to work on a hO:lday, the employee shall have the optlOr:, Wl ~h -:.he approval of h,"-sjher supe:rv:Lsor, to II ::loat" ~he hollday on a day for a day baslS 1: the ho~~day ~s ~a~en of: a~ a later date. The employee ~ust schedule an alterna~e day off withlI: ninety (90) calendar days, but no later ~han June 30 of the flscal year In WhlCh the asslgned hollday work occurred ~n the event the employee elects to have the day WhlCh has been floated pald rather than schedule an alternate day off, the employee shall recelve elght (8) hours of hollday pay at the employee's appllcable rate of pay. Employees in departments or dlV1Slons observlng dlIIerent holiday schedules snaIl, In lleu of holldays l~sted above, recelVe holldays enJoyed by other operatlng employees In that department or dlV1S10~, provlded, however, that the same number of nolldays (12) shall be observed Whenever any day l~sted hereln as a pald hollday falls upon any day other than Saturday or Sunday when a Clty faclllty (lncludlng departrnen~, dlVlSlOTI or work UTIlt) 18 already scheduled to be closed to the publlC because of the adopr.lon of a compressed work schedule, employees who work at sa~d Clty faclllty wl~l recelve a :loatlng hollday ln lleu of the day Ilsted as the pald hollday. Th~s floatlng hollday cannot be accrued and carrled over to the next flscal year, and the floatJ..ng hollday cannot be cashed out at the end of the :lscal year ThlS floatlng hollday must be taken by the end 0: the flscal year ln which It lS granted to the employee or be forfelted. 35 4.02 Vacat.~on Leave Smployees covered herel~ shall accrue vaca~lOL ~eave w~th pay on the fol~owlng naBls A Follow~ng comple~lcr. of the =lrs~ SlX calenda~ months of cor.~~nuous serv~ce, s~x (61 wO~~lng days B. Thereaf~er, up to and lncludlLg =lve comple~ed years of serVlce, one ~1) worklng day for eac~ comple~ed calendar month of SerV1C€. C. Thereafter, up to and ~ncludlng ten comple~ed years of serVlce, one and one-quarter (1.25) worklng days for each completed calendar month of serVlce. D Thereafter I up to and lncl uding flfteen. completed years of serVlce, one and one-half (~.5) worklng days for each completed calendar mon~h of serVlce E. Upon completlon of flfteeTI years of seTVlce and thereafter, one and t.hree-quarters (::. 75) worb_ng days for each completed calendar month of serVlce. ~ Employees are expected :'0 take thelr vacation each year. An employee who has accrued vacatlon to the maXlmum prescrlbed hereln may be requlred to taKe vacatlon leave In order to reduce the accumulatlon balance. The schedullng of vacatlon shall be accordlng co depar::ment or dlvlslon pollcles and contlngent on the serVlce needs of the department If an employee lS denled the tlme off requlred to malntaln a vaca~lon balance below the maXlmum allowed, the Department Head sha~l authorlze payment to the employee for such vacatlon as would exceed the maXlmum accumulatlon llffilt. However, lf the employee lS scheduled to take vacatlon and falls or refuses to do so, he/she forfelts the excess accrual wlthout compenSatlon G. Accrual of vacatlon leave shall not exceed forty (40) days 36 4 03 E. Except as provldeci herelr~, :::he adr:llr:lstrac.::..c:-_ O~- appl1.ca-:1.on cf vacat.lon .leave orOV~Slor:S ana. ::::1e llm:tt:at:~ons on the accunulat~on, proporclonate schedullr.g and payment: for suc~ leave prescr~bed ~D the clv~l serVlce ~he San:::a Mon~ca MUTI1Clpal COGe accurrulat~on, shall be as provisions of Slck Leave A. The use of S~CK leave shal~ be deflnea as In Sect.::..o~ 2 04 570 0= the Santa Mon.::..ca MU~lc.::..pal Code, hereby lncorporated as If set fortb In full herel~I except as follows Sick leave shall be def::..ned as absence from duty because of the employee I s lllness or c:f-the-Job lnJury, exposure of the employee to contaglolls dlsease as eVldeDceo by certlflcatlon from an accep:::ed medlcal author:.ty, medlcal or dental appolntments of che employee or ~he employee's dependent chlldren WhlCh could not be scheduled dUYlng non-work hours, wlth proper advance notiflcatlon to the Department: Heaa, or lllness or :.nJury of any member 0: the employee's household. B Employees covered herelD shall accrue slck leave Wl th pay on the followlng basl.s I provlded chat permanent parc-tlme employees shall accrue slck leave lD that proport.lon as the number of hours budgeted for the pOS:.tlOr: bears to the full-tlme work week (1 ) Followlng the calendar months worklng days completlon of the flyst of contlnuous serVlce, s~x s~x , ~ \ i\ t) } (2) Thereafter, all slck leave accruals shall accrue on the basls of one (1} work~ng day for each completed calendar month of serVlce c. The forego~ng beneflts are cumulatlve subJect to the follow~ng restr~c~lon. 37 4.04 No more tha~ one-h~ndred tClrty (~30} may De appl~ea agalnst s~~k ~eave lllness. WO~.-:;::":1g days for any or:e D. Any employee who lS absen~ because of slckness or other physlcal dlsab:..llty shall not~:y h~s/her department head or other lm~edlaLe SUDe~~cr ~f:~ce~ as soon as posslble but l~ any event In accoraance Wltt department rules a~d regulatlons ~eave of Absence Wlthout Pay A permanent employee covered hereln may be granted a leave of absence w~thout pay upon appllcatlo~ approved by the Depar~men~ Head and the Clty Manager. Such leave may not exceed one year's tlme Upon explratlon of the leave, ~he employee shall be relnstated to the pos~tlon held before the leave was granted Such leave shall be granted only In those cases where an employee I s record of serVlce and qualiflcatlo~s make It deslrable for the Clty to retalr: the employee's serVlces even at the cost 0: some lnconvenlence to the Clty Ar_ l~dlVld'..1al relnstated fo::"lowlng a leave of abser..ce Wl thout pay shal:!. recel ve ::ull senlorl ty rlghts as :.: fully employed durlng the leave only If sald leave of absence was of duratlon cf 4 months or less and was for the purpose of parental or pregnancy dlsablllty leave. Unless prohlblted by the Fam~ly Medlcal Leave Act, or slmilar state and/or federal leglslatlon, the e~ployee's serVlce date shall be ad] usted for unpald leaves of absence WhlCh exceed thlrty (30) calendar days, wlth the employee'S serVlce date belng moved forward by the same number of days as the unpald leave of absence In the event a permanent employee separates from the C~ty but lS rehlred wlthln twelve (12) months I the break ln serVlce between the last date of employment and the date on which the employee lS rehlred wlll be treated as an unpald leave of absence for the purpose of establlshlng the errployee's serVlce date wlth the Clty 38 4.C5 4.06 4 07 4.08 M:.l:.tary Leave The Clty wlll observe the mlll~ary leave req~l~eMents 0: State and Federal law. Workers' CompensatlOTI Leave Employees covered nereln hlrea by the C~ty on or before June 3D, 1985, who recelve dlsab~lity payments under the Workers' Compensaclor. Act of Cal:.fornla shall recelve the dlffe~ence between the dlsabll~ty payments under ~he Act and full salary durlng the flrsc nlnety (90} days 0: such disabil~ty absence Employees covered here~r. hlred by the Clty on or after July 1, 1985, shall be entitled to only those Workers' Compensat~on beneflts speclfled under State law and shall recel ve no salary froTr the Cl t~i durlng a leave for lnJurles covered by the Workers' Compensatlon Act Bereavement Leave Bereavement leave of not more than =lve {51 worklng days wlth pay shall be provlded for absence from duty due to the death of a member of the employee's fawlly or the employee's household. For the purposes or thls sectlon, "famlly" shall lnclude spouse I child, brother / slster, parent, parent-ln-Iaw, son-ln-law, daughter-ln- law, step-parent, step-b~other, step-slster, grandparent, grandchlld, spouse of Chlld, spouse of step-ch21d, step- parent of spouse, uncle, aunt, nlece and nephew Jury Duty Employees covered hereln, when duly called to serve on any Jury and when unable to be excused therefrom, shall recelve the regular base compensatlon less all Jury fees recelved excludlng mlleage for the t~me requlred to be spent ln court provlded that an lndlvldual employee wlll be so pald for Jury serv~ce only once every three (3) 39 4.09 years and shal.l rrake eveyy effor:. tc cooperate wltf: a::..y request by the Departmen:. ~ead to ~eqJest a delay ~~ =ury serVlce to accommodate lnportan~ depa~~ITen:. work ~n progress. Each employee recelv~ng a nct~ce to ~epor:' =or JU~Y serVlce shall lmmedlately nOtlfy hls/he~ ~~medlate superVlsor. Whenever dally Jury du:.y sched~llng permlts, e~Dlovees shall retune :'0 thelr regular dally Job asslg~."ent to complete their ~egula~ dally wo~k DOU~S. Employees covered herel~ may be requlred to prov~de proof of Jury serVlce to recelve Jury duty pay. Where operat~onally posslble, any employee covered hereln called to Jury duty shall, for admlclstratlve purposes, be placed on a Monday through Prlday schedule I WhlCh ~ncorporates the operatlonal hours of the court, for the duratlon of hls/her Jury duty In the event that elther the State or Federal court systero change current POllCY WhlCh excuses from Jury serVlce those employees who do not recelve full compensatlon f~om thelr employer durlng ~he full perlod of Jury serVlce, regardless 0: frequency I the partles will meet and confer over \:.he lmpact of th:s change on employees covered hereunder. Parental Leave Employees who demonstrate that they have prlmary responslblll.ty for the care of a new Chlld, shall be er.tltled to a leave of absence cotallng four (4) months lmmedlately followlng the chlld's blrth or adoptlon and shall be returned to the same Ilne-~te~ pos~~lon occup~ed prlor to the leave upon lts eXplratlon. Prlmary responslbillty may be establlshed by provldlng documentatlon that :.he employee's spouse lS medlcally lncapaci tated or when the spouse 1.5 ga1.nfully employed durl.ng hours the employee lS normally scheduled to work and no schedule change for the employee 1 s spouse lS posslble Pald vacatlon leave, and slck leave lf appllcable, as well as unpaid leave shall be counted 40 4 10 towarci the four TI'anth -:.ot.al. AddlL:.10nal requested under ~he prOV1SlCTIS 0: Artlcle MOD -Leave '!'Y" -. "\ T l .::::I..: 1)e L:. ('\.-" -~~""$ c: ~~lS In the event of a confllct w~th Stat.e or Federal la~, the Clty wlll comply Wlt~ t.he prov~slo~S of appllcab~e St.ate or Federal law. Pregnancy dlsanlllty leave lS not tne same as pare~~al ~eave and sha:: be admlnlstered ln accordance Wlt~ State and Federal law. When an employee returns to work followlng macern~ty leave, sald e~ployee shall be rel.nstated to her former posltlon Supervlsory Leave As partlal recognltlon of the superV1SOYlal and senSltlve nature of the employee-employer relatlonshlp regardlng employees covered hereunder, the C~ty hereby agrees to grant forty (40) hours of palO supervlsory leave t~me per flscal year ~he for:.y (40) hours of pald supervlsory leave tlllle shall be ln addltlon to any other regular beneflts WhlCr. are provlded by thls Agreement The forty (40) hours of supervlsory leave tlme shall be granted ln four (4) equal lncrements of ten (10) hours, effectlve at the beglnnlng of each three-month quarter of the flscal year beglnnlng with July 1. Supervlsory leave tlrr-e can be used ln one (I) hour lncrements to supplement elght (8) hours of pald leave tlme for a regularly scheduled work day comprlsed of more than elght (8) hours. Unused supervlsory leave tlme cannot be accrued from one flscal year to the next. At the end of the flscal year, the employee shall r8cel ve payment. I at the employee I s straight - tl.me rate of pay, fo:- any unused superv1.sory leave tlme 41 ';.11 E'a"Tuly Leave The Clty heyeby agYEeS to lmple~en~ ~a~~~y and meclca: leave In accordance wl~h ~he Callfc~nla Farrlly ~lgh~s Ac~ (CFRA) and the Federa~ Famlly and Medlca: Leave Ac~ (FMLA~ for all e~ployees covered herelc. These statutes shall supersede ana. be rnplemen-::ed 1:: lleu of any CQntract language or Cl~y PO:lcy!practlce W~lC~ provldes a lesser benefJ..t Before the issuance of any admUllstratlve :::egulatlons pertainlng to leave under ~he C?RA or ?MLA, the c~ ty agrees to dlscharge lts meet and confer cbllgatlor. wlth STA 42 k~T~C~E V. WO~KING COK~=TIONS 5.0: Safety and Loss Preven~~o~ The City shall make every reasonable effor~ to p~ov~de ana rna~ntaln a safe place of ernploy:rer:':.. ':'he C.:.. ty s::aJ..i. provide and malncaln all egu~pmer.t required by appl~cable safety laws and regulatlons and shall cO'llply wltl: al: other appllcable healt~ and safety laws and regula~lons Err.ployees shall repar::. llnsafe pract lces, equlpment or ccndltlons to the~r supervlsors. The use of safety devlces and protectlve equlprnent provlded by the Clty shall be mandatory. An employee who is directed to perfor~ a task WhlCh the employee has good reason to belleve ~s llnsafe may request an lmrnediate reVlew by hlsjher Department Head aL.d ::.he Personnel Dlrector who shal: consult w~tt the ClCY BUlldlng Offlcer, Flye Marshal, County health off,:"clals, or State health offlclals as approprlate DUTlng ':.he perlod of reVlew and/or lnvestlga~lon the employee shall not be requ~red to perform the task complalned of, shall no::. suffer loss c: payor beneflts, and shall be asslgned ocher apprcprlate allCleS, if possible. If the task complalneci 0: 18 appropr~ate of:lclal, the employee work as lL.s::.ructed. deemed safe by the shall then perform the The Clty shall contlnue to consult wlth a corn~lttee of vldeo dlsplay termlnal users, at ~eas~ one of whom shall be an STA representatlve, re9ard~ng work enVlro~ment and other concerns cf l~dlvlduals who spend hal= OY ~ore of thelr work week us~ng VD7'S Both partles recogi.1Ze the role that Supervlsorv offlclals play In loss preventlon and safety and agree that weasures of loss preventlon and safety are one approprlate lndlcator of performance of an employee subJect to this MQU. 43 5.02 t::. 'i ~ -' .. 1"..-: Employee Parklng It lS hereby agreed that the Cl~Y wlll make every ef:8~~ to malntaln free parKlng as l~ presen~~y eXlsts for C~ty employees at Cl~Y fac~lltles The emp:oyees covereQ by this agree~ent recognlze that the Clty must comply wlth Reg~la~loG XV ~ssued by the Alr Quality Manage~ent Dist~lct (AQ~~; and t~e Cl~Y'S ow~ TranSDor~a~lOL Management Plan ordlnance. I= the use of poslt~ve ~nce~~lves does no~ resul~ In the Cl~Y meetlng the compllance requlre~ents of elther AQMD's Regulat~on XV or tne C~ty's Transportat~or. Manageme~~ Plan Ordlnance wlthlTI one year of the e=fect~ve date of thls agree~ent, lt 15 understood that tbe Clty can lmpleMent a charge for- employee parklng In an effort to meet those re~~lre~ents. In addltlon, lf ~t should become necessary to charge for parklng durlng the term of th1.S agreement lD. order to comply with any other local, state or federal requlrements regardlng transpor~atlon management., the Cl ty can lmplement such charge. However) ~n no event shall the Clty lmplemen::. such a charge for parklng wlthou~ Meeting and conferrlng wlth STA should any employee(s) represented by them be subJect. to such a charge. Effect 0: Job Performance on Salary The Clty Manager, ln except~onal cases, based upo~ speclflc appralsal of the lmportance and d~~flc~lty of ~he work and the experlence and ablllty of the person to be employed, or of the lncumbent, may authorlze entrance salarles hlgher than the mlnlMum, ar.d speclal lTICreaSes above the amoun~ prescYlbed In the salary schedu~e ~or the class and length of servlce of the lncumbent In nc event I however, shall the rate exceed the maXlm~m rate for chat class. Notwithstandlng any provls~on con~alned herelr., there wlll be no lncrease In wages of any klnd as a result of a NO? ACCEPTABLE ratlng on the employee's prescrlbed perlodlc performance ratlng. There wlll be no subsequent lncreases In wages untll the NOT ACCEPTABLE ratlng has been lmproved to at least the SATISFACTORY level. If overall 44 5 04 5.05 pe~formance 18 ra~ea NC7 ACCE2~A3~E, ~~e enployee may be d~smlssed fro~ serv~ce, a~d 1: tW8 C8nsecutlve pe~fc~ance ra-:lngs are marked NOT ACCE:PT/I-E:LE, e~plcyee shal~ De clsmlssed by appo~h-:~n9 a~thor~ty for lne~=lclency ~SMCC Sectlon 2 04 490). Any oveyall raL~~g In the 3E~OW SATISFACTORY category may delay ~he nex-: sched~led salary step ~ncrease at the dlscretlon of ~he appo~~~~ng au~horlty. Such actlon shall remalD lr. e::ect unt~l the overa~l ratlng has been lmproved to a~ ~east -:he SATISFACTORY leve: Effect Of Rea8s1gnment/Recert~flcatlon On Bonus/SKll: pays When a Hbonus," 11 Sklll, II or adUl tlonal pay referenced 1:'_ varlOUs sectlons of thlS MOU 18 the result of asslgnmen~ to 8peclfled dutles oy hou:::s, or of malntena::l.ce of a reglstration, certlflcate or other credentlal, che loss of the bonus, skill, or add~tlonal pay due to the end of the asslgnment or fallure to malntalTI the requ~red reglstYatlon, certlf1.cate or creden"tla~ shall not ccnstltute a demotlon, pursuant to Sec~lon 2 04.338 of the Santa Monlca Munlclpal Code. Supervlsory Tralnlng The C1ty recognlzes ~he lmpOYtance of malntalnlng supervlsor awareness of pollc~es, regulatlons, laws and procedures WhlCh peytaln to ~he dutles and responslbill tles of employees covered hereln. The Clty wlll prOV1Qe at. least annual tralnlng to supervlsors coverlng such subJects as a=flrmatlve actlon, sexual harassment, employment dlscrlmlna~lon, dlsclpl~ne, gr1evance handl1ng, performance evaluatlo~, labor laws and practlces, safety and loss preventlon. Such tra~nlng wll1 be supplemented by periodic bulletlns and updates regardlng changes lD appl1cable law, pollcles, or regulatlons SuperVlsors covered hereln are encouraged to use tralnlng and tU1.t1on relmbursement programs to seek addltlonal 45 5 06 Sklll develonme:lt respOnS.lbll::.:~y f:.J.~~:'':'''c::Y".i. s'..:.pe::-Vlsory lTI a:lO A ]Olnt labor-managewent commlttee shall be es~abllshed ~c develop and implement supervlso::-y t::-alr~lng goals ar~c objectlves, as well as prograMs, for the e~p:oyees covered hereunder. Sald comm~ttee shall be co~prlsed of not T.ore than three (3) representatlves froIT STA and no~ uore than t~ree (3) representatlves from ~he C~ty's ?ersonnel Department Tnls comrr.lttee snal: meet not less ~han one tlme per quarter dur~ng the Clty'S :lscal year, w~th ~he meetlng to be held d~rlng the flrst mo~th of each quarter. Work Schedules In those cases where a permanent employee desl::-es to mod~fy hls/her worK schedule to accommodate speciflc work schedule needs of the employee (e g., dependent care arrangements) that do not fall wlthlD the normal work schedule establlshed for the employee's poslt::..on, the employee shall submlt a request for a work schedule modlflcatlon to hls/her Departmen~ Head. As long as ~he operatlona}.. needs of the department and the Cl ty wlll still be ~et, ~pon approval of the Department Head, the employee'S reques~ shall be approved. If It s~ould be later deteYIT.lned that the operatlonal needs of the department and t:::.e Cl ty can no longer be met Wl th the employee'S mod::...fled worK schedule the employee shall recelve at least thlrty (30) days' notlce that hls/her mod~fled work schedule can no longer be contlnued In the event that the employee cannot change hls/her outside schedullng needs to flt wlthln the regular work schedule established for hls/her posltlon, the Clty wlll make eve::-y reasonable effort ~c place sala employee lTI another llke posltlon where the employee's specl=lc schedullng needs can be accommodated. Whlle nothlng lr. thls sectlon reqUlres that the employee's modlfled work schedule be granted or that t.he employee be transferred to a llke positlon to meet the employee's outslde schedullng needs, requests shall not be unreasonably denled. 46 5.C7 ::; 08 If an emp:oyee's request for a mcdlf~ed wcrk scned~:e ~s denled ar:d :.: t~e employee does no:. a:::r~ee \Iv':.:.h the aeclsion that has beeh reachec, t~e e~pl~yee caL g~:.eve such declslon under Sect:.on 6 04 (Gr~eva~ce a~ci Coxplaln:. POllCY) of thlS Agreement ?a.:.:ure to successf~:~y transfer an eT-plcyee under t!:::..s Sectlcn w::..ll ao:. be grlevable Prorr.o':lon If, upon promotior-, ar. employee represented herelr. fa:.ls to satlsfactoTlly complete hls/her probatlonary perlod :.n the posltlon to WhlCh he/she has been promoted, or durl~g the probatlonary perlod wlshes to return to r.ls/her former pOSltlon, he/she shall have the rlght to return to hls/her former pOSltlon, If vacant, or to a comparable pOSltlOr. :.n the same Job classlfica~ion If a vacancy eXlsts. If no vacancy exists, the employee wlll have any reapPolntwent rlghts to hls/her former posltlon as provlded by Santa Mon:.ca Munlclpa~ Code (Section 2.04.450) . Probatlonary Perlod Any appOlnt:ment made from an el.:.glble IlSt subJect to a probatlonary perlod of twelve (12) shall be months. No appolntee shall acqulre permanent C1Vl~ serVlce s~aLUS untll hls/her probatlonary perlod has explred and unless prlor to the exp:.ratlon of such period the appoln~lng author~ty 0: the appclntee has recommended to the Personnel Dlrector, ~n wrltlng, that the appolr.tee be glven permanent C1Vll serVlce status In ~he event the appolntlng authorlty falls to make such recommendatlon prlor to the eXplratlon of the probatlonary perlod, the probatlonary appolnt.ee I s employment by the Clty shall termlnate automatlcally upon the explratlon of sald probat~onary perlod 47 .5 C9 :"ayo::fs PrOV1Slons of the Sar.=a ~onlca ~u~lc~pa: Code g8ve~~1r.S layoff or abolit~o~ 0: a per~anen= poS~tlO~ are hereby incorporated lD th~s Agreement by refere~ce. STA wlll be prov~ded wlth ~h~rty (30) days' notlce cf ~ne layoff of permanen~ STA employee(s) or of the aDol~tlcn of pcslt:.on(s) he:d by permanen"C STA ernployee(s':. In the event that employee(sJ represented by STA are s~bJect tc layoff or posltlon(s) represented by STA are gOlDg to be abollshed, the C1CY will meet a~d confer Wltt STA w2th regard ~o ~he proposed layoffs and/or abolltlon of bL:.dgeted S'I'A posltlon {SI If the partles reach flnal lmpasse, however, the City lS not precluded froIT proceedlng w~th the proposed layoff(s) and/or abollL~O~ of posltlon(s) held by permanent STA employees 48 AR~:CLE VI EM?~OYER!EMPLCYEE RE~A~=ONS 6 O~ Payrol~ Deduc~lons I~ lS mutually understood and agreed that the Clty Wl::r subJect to the prov~slcns of Ord~nance 8el (C2S~ anc. dUYlng the term of ~hls MOU, ded~ct mont~ly and ren~t ~o the offlce or offlcer aes1gnated 1~ the employee payyoll cieducclon authorlza~lon for~ of the recogn~zed emp:oyee organ~zatlon, the Ques, credlt unlon lnvestments or payme~ts, ~ealth and hospltallzatlon lnsurance premluws, and Ilfe ana acclden~ lnsurance premlums Further, the Clty agrees to change deductlons from the employee's pay from a monthly to a tWlce~a-mon~h baS1S (on the :s~ and 2nd pay checks of the month] only If the ou~-of-pocket cost to the employee for health lnsurance prem1u~s exceeds $25.00 per month. Any or all terrnnatlon hours notlce thlS MOD. of such payroJ.l. deductlons are s'..lbJect to by the Cl.ty Manager upon twenty-four (24) fo~ fallure to comply wl.th the provlslons of k 02 Reasonable Notlce A. It 15 mutually unaerstood and agreed chat a copy 0= the C~ty Councl.l or Personnel Board agenda for each meetlng malled by D.S Mall or lnterofflce mall, to the autnorlzed represencatlve of STA shall constltute reasonable wrltten notlce, and notlce of an opport'...1nlty to mee: wlth such agency, on all matteys wlth~n the scope of representat~on upon WhlCh the C1ty Counc~l or Personnel Board may act. B The Clty agrees to notlfy STA of any change lD status of J..ts membershlP on a mont:hly basls. The Clty further agrees to prov~de STA wlth at least 10 days' notlce of any change ln clasSlflcatlon, except that the STA presldent may walve any tlme llmlts 49 6 C3 6 04 TlIT-e Off for Assoclat~o~ B~Slness Autnorlzed STA represe~~atlves sha~: De allowed to ~t~l~ze a to~al of forty (40) hours 0: tl~e off wlth pay d~r~ng each fiscal year ~o conduct necessary ASSOclatlon buslness. These forty hours pe~ anm.:.m represe:1t t!:e aggregate maXlmurr use for al: au~horlzed represe~~atlves of the Associatlon per :lscal year, as opposed to =or~y (40) hours per representatlve. Prlo~ to uSlng such ~lme, author~zed representatlves m~st recelve per~~SSlOr. from the Depa~tmenL Head, or h~s/her a~thorlzed deslgnee, lr. wrltlng For accountlcg p~rposes, all such tl~e or: shall be reported to the Personnel Dlrector by copy of the authorlzatlon memo slgned by the Departme~t Head or deslgnee Grlevance and Complalnt Pol~cy A grl€VanCe l.S a complalnt by one or more efllployees concernlng the appllcatlon or lnterpreta~lon 0: ~he MOD, ordlnances, resolutlons, pollcles, practlces or procedures affectlng the employee's wages, hours and/or worklng ccndltio~s provlded, however, that grlevances regard~ng dlsclpllnary actlons must be lodged by the employee belng dlsclpllned and that appeals arlslng from suspenslcns I demotlons and removals shall be subJect to the procedures outllned ln Sect~on 2 04.750 et seq of the Santa Monlca Munlclpal Code, and tha~ complalnts regardlng Performance Evaluatlons shall be subJec~ to the procedures conta~ned ln Sectlon 2.04.480 of the Sa~ta Mor.lca MUTI1Clpal Code. The City agrees that employees shall be afforded all due process rlgh~s provldeG ~n appllcable law The STA agrees the rlghts of prcbatlonary employees are Ilflllted to those provlded under the Santa Monlca MUillclpal Code and Clty Charte~. Step 1. The aoorleved employee(s) shall meet wlth the lrnrnedlate superVlsor regardlng the grlevance, WhlCh must be stated In wrltlng, speclflcally Cl tlng the MOU provlslon, ordlnance, 50 Step 2. Step 3. seep 4. resol~~lon, rule, pol~cYI prace~ce or procec~re tha~ lS the subJec~ of t~e grlevarrce ar-d ~~e Clrcumstances glVl~g r1se to the gy~eva~ce Wl enln ~::lr1:Y (30 i days of -::he event g:. Vl:-l~ rlse to the grlevance. If the grleva~ce lS not resolvec by the e~d of ::he employee 1 s th:.rd regu::"arly scheduled day followlng the day on WhlCh presenta~lon of the grlevance to the :.mmed:.a:.e supeYVlsor cccarrec, the employee may, WJ..thlD f:.ve regularly scheduled days tnereafter appea: to ~he second level supervlsor, If any If the grlevance 15 not resolved by the end of the employee 's flfth regularly schedc..led day following presentation of the grlevance to the second level supervlsor, if any, the employee may, wlthln f~ve regularly scheduled days appeal co the Depar~ment Head. The Depa~tmen~ Head shall meet wlt.h the employee and the employee's represe~tatlve to attempt to resolve the grlevance If the grlevance 18 not resolved by ~he end 0: the emDloyee' s tenth regularly scheduled day follow1ng presentat:.on of the grlevance to the Department Head, the employee may, wlthlD f1ve days, appeal to the Perso:mel Dlrector, who wlll lnvestl.gat:.e r.he grlevance and make recommenaatlons to the Clty Manager, whose deC1810D shall be flnal The declslon. of -:he Clty Manager shall be lssued no later than the end of the thlrtl.eth day followlng presentatlon of the grlevance to the Personnel DlreCtor It lS mutually understood and agreed that. A. All tlme perlods l~ thlS sectlon may be extended by mutual consent of the employee and the management representatlve lnvolved. ~, ~-'- B A grlevance sha::':' be conslcered llr~::'lIT'el v - - TIC:' presented by :.he errployee or the STA w~ :.t.u: :::.h:.r::y (30; days of ::he lnc~de~t g:,vlng rlse ~o ::~e gr~evance or WltC1D th~rty ~30: days o~ lts e=Iect upon the employee 11: :.hose .'..nstances where 1 t lS shown that the employee could not reasor.ably have known of :.he grlevable aC:'lon c. Employees shall have ~he ~lght ~o be rep~esented In grlevance matters lD the following manner (1) Employees shall have the rlght to represer.t themselves lndlvlcually lD gYleVanCe matters. (2 ;. Employees may des~gnate Department or of STA to grievance matters at Steps of the grlevance process a member 0= :.he represent the~ lD One (1) and Two (2) (3) Employees may deslgnate a member of the Department, an STA representatlve, or a legal represen:.atlve to represent the~ ln Steps Three (3) and Four (4) of the procedure (4 ) For the purposes mean regularly employees .:n dlvlsion of thlS section, scheduled work the affected days 0: department "days" shall the or (S} Reasonable tlme off wlthout loss of payor beneflts shall be glveD to a grlevant or S~A grlevance representatlve to lnvestlgate or process grlevances, and to Wl tnesses ln any grlevance hearlng or meetlng held durlng worKlng hours Before per=ormlng any grlevance work, STA representatlves, the grlevant or wltness shal~ obtalD permlsslon from the lmmedlate supervlsor and shall report back r.o work when the grlevance work lS completed Nelther the grlevant nor representat~ve nor witness shall interrupt or leave work lf the superv~sor determlnes that such interruptlon or 52 absence wlll ~ndu~y lnce~fere wlth the work c: the employee. However, - - the S"..lpe1''Vlsor den:..es s'..ld: ~~me off when requested, tlTe off must be gran~ed wlthln twenty-four (24) nours of such ~eq~est. D. A-~ employee wno has lnltla~ed a g~levance, O~ ass~sted another emp~oyee :..n :..nl~la~:"~G a~d/or process~r.g a grlevance I shall not 11: any way be coerced, lntl~ldated or dlsc~lmlnated agalnst:. 53 IN WITNESS WHEREOF, the partles hereto have caused tP1S Memorandum of Understanding to be executed thls I day of tv~rjL 1997. By: Supervlsory Team Assoclates Clty of Santa MO~lca :AJ jJ IV ~~ ~ : 61S0rhli~ J/ff PMt ~er' .,_ f~Cll';; f~/ /f,.1f L~ il.' . '.2 ,< . ~..... (~ . --;#fil-'- Z I ~ Ruth Odell d~a \Jbhn Jaflli City Manager AP?ROVED AS TO FORM: ATTEST: ') f it', \ I (1 . " ; I o {,0Lv....0.... {-;rt.(....- IJ~f.t..+-:-., Marsha Jones Moutrie Clty Attorney ~~-~ Clty Clerk 54 II EXf'.lb:.:: A I' Fo::: Job Classlflcatlons establlsl1ed as a: t:'18 er:d 0: FY92-93, e~ployees covered hereunder shall be as :o~lows. Arbo:::-:..s:: Asslstant Ad~lnlstratlve Serv~ces Offlcer ASSls~a~t Clty ~reasurer *Ass:..stant Flre Marshal (fo:::-werly F:..re Preven::~or: CeT-etery F~eld Supe~vlso~ *C1Vll Englneer Commun~ca::~o~s Center Supervlsor *Concrete Crew Leader Crosslng Guard Supervlsor Custod~an Superv~sor Slectr~cal Supervisor *Eve~t Attendant III Flee:: Malntenance Superlncendent Ide~tiflca::lon Sect~on Supervlsor Jall Kanagemen~ Supervlsor L:..ablllty Cla~ms Supervlsor L:..brarlan III Llce~se, ?ermlt and Parklng Clcatlon S~perv~sor Mecha~lc Supervisor Motor Coach SUDerVlsor ?a~k:.ng CheCKer S~perv:.sor Par~lng Meter Supervlsor P:.er Malr:tenance Supervlscr Po~:..ce Records Management Supervlsor ?roperty EVldence Supervlsor Sanlcatlon Supervlscr *Sen:.or Accountant *Senlor Parklng Meter Co~lector Ser:lor Planner Senler lrarflc Eng~neer *Storekeeper II (formerly Scorekeeper) Supervlslng Flscal Staff Ass~stant Supervls:.ng Staff Asslstant Tra=flc Operatlons Supervlsor Trans:er Statlon Supervlsor Transporta::lon Mechan~c Supervlsor 5S - , .t..r.gl~eer i Was~e Water Superv~sor *Water :L,eader Water ?roduction ana ~reatment SUDerVlSC~ Water Superv~so~ - Cop-s~rUC:10E Water SuperVlsor - Meters *Job claSSlflca::'lon ::or wh:.ch ::.he lYlCurr.bent (s) have Deer.:. \\g~andparer~ted" In STJl.., ::.ne Job claSS1::.cat lOE :.s r:ow representee. by ar.other Clty bargaln~ng unlt See Sec::'lo~ 1.01 of MOD fer da::.e O~ whlch thlS change occurred. 56 Fc~ Job Class~flcatlo~S represe~~ed ny STA a=tey J~ne 3C, e~ployees covered here~nder shall be as follows. 12.Ct~ ................---r Accoun~lng Supervlsor - Transportatlo~ Acco~n~s Payable Supervlsor Beach and Stree~ Cleanlng Superv~sor C~ty Manager Oftlce Adn~nlstrator Communlcatlons Management Supervlsor Communlty Forester Commun.:.cy Servlces Program Supervlsor Conm~nl~y Servlces pyograrr Supe~vlsor - Commun.:.ty Communlty Com:-nU!llty Se:l:vices Servlces Servlces Program Prograrr Program Aquatlcs & Commun~ty Spcrts Programs Superv~sor - COmMUTIlty Sports ?rogra~s Supervlsor - Employment Programs Supervlsor - Therapeutlc Recreatlon Programs - Volunceer Programs - Youth & Fa~lly Programs Conm~n~ty Servlces Program Superv~sor Ccm~unl~Y Servlces Program Supervlsor COU~Cl: Offlce Admlnistrator ElectrlCal and Publlc FaCllltles Superlntendent 2ven~ ?acllltles Operatlons Supervlsor Event Facllltles Servlces Supervlsor Ge~eral Ledger Supervlsor *GIS Data Speclalls~(formerly BUlldlng and Safety Operatlons Supervlsor) Euna~ SerVlces Supervlsor ParKS MalLtenance Supervlsor Parks Malntenance Superlntendent Park Ranger SupeTvlsor Pollee Records Supervlsor PrlTIClpal Communlty Serv2ces Prlnclpal Communlty SerVlces Prl~clpa~ Communlty SerVlces Payroll Supervlsor Senlor C1Vll Englneer SOlld Waste BUSlness Supervlsor SOlld Waste Collections Superlntendent SOlld Waste Materials Recovery Superln~endent SOlld Waste Systems Super~ntendent Stree~ Malntenance Superlntendent Supervlslng Anlmal Control Offlcer Supervlsing Inspector SuperVlsor Supervlsor - Senlor Servlces Supervlsor - Youth & Famlly Servlces 57 Systems Development Supervlsor Techn~ca~ Servlces SUDervlsor Trades Superv~sor Utll~cles Bl~llng Supervlso~ *Job classl::lcatlon for wh~ch -:.ne lrlcumbent {s \ have Deen "grandparented" ::.n STA; the Job class::.:::..cat::.or: 18 now represe::1.tec. DY a~other Clty bargalTIlng unlC See Sec~lon 1.01 of MOC fc~ date Oh WhlCh thls change occurred. :s~a1995 1:;5-"" 58 4 Ii Adopted and approved thIS 11th of February, 1997 " ~tl I ~ l\layor --- I hereby certIfy that the foregomg ResolutIOn 9121 (CCS) was duly adopted at a meetmg of the CIty CouncIl held on the 11 th of February, 1997 by the follo-wmg vote Ayes CounCllmembers Femstem. GenseL Holbrook. Rosenstem l\"oes Counctlmembers None Abstam CouncIl members O' Connor Absent Councllmembers Ebner. Greenberg ATTEST ~~.~~ CIty clerk