R-6968
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RESOLUTION NO. 6968(CCS)
(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 MUNICIPAL EMFLOYEES ASSOCIATION
WHEREAS, the CIty administratIon and representatives
of the Municipal Employees Association have met and conferred
under the terms of Ordinance No. 801 (CCS) and have reached
agreement on wages and other terms and conditions of employementi
and
WHEREAS, SectIon 2.06 of OrdInance No. 801 (cCS) of
the City 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 2.136 of Ordinance No. 801 (CCS)
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 this memorandum of
understanding IS to promote and prOVIde harmonIOUS relatIons,
cooperation and understandIng between the Ci ty and the MunICIpal
Employees Association;
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
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execute the Memorandum of Understanding executed by the Municipal
Employees ASSOcIatIon, 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:
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ROBERT M. MYERS
City Attorney
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Adopted and approved thlS 22nd day of January, 1985.
r~ fi- t6~~- JL
Mayor
I hereby certify that the foregoing Resolution No. 6968(CCS)
was duly adopted by the City Council of the City of Santa Monica
at a meeting thereof held on January 22, 1985 by the following
CouncIl vote:
Ayes: Councllmembers: Conn, Edwards, Epstein, Jennings,
Katz, Zane and Mayor Reed
Noes: Councilmembers: None
AbstaIn: Councilmembers: None
Absent: Councilmembers: None
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ATTEST: /
L 71- ~
City Clerk
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MEMORANDUM OF UNDERSTANDING
BETWEEN
CITY OF SANTA MONICA. CALIFORNIA
AND
MUNICIPAL EMPLOYEES ASSOCIATION
REPRESENTING
PROFESSIONAL, ADMINISTRATIVE. CLERICAL
AND
TECHNICAL EMPLOYEES
(MEA/PACT)
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TABLE OF CONTENTS
1. Parties to Memorandum. ..... " ....... . . . ...... .. .. ..4
2. City Councd HDproval............................. .4
3. Fu 11 UnderstandIng, ModificatIon, Wa 1 ve r . . . . . . . . . . . 4
4. Purpose. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .?
? Recognized Employee ASSOCiatIon Name.............. .?
6. Managernent Rlahts Rese rved. . . . . . . . . . . . . . . . . . . . . . . . .?
7. Val1dltyof Memorandum of Understanding........... .?
8. Peaceful Performance of City Services. ......... ....6
9. Payro 11 Deduc t Ions. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .7
10. Caotlons for Convenience.......................... .7
11. Reasonable No t 1 ce. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .7
12. De fIn 1 t Ions. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .7
13. Term of Agreement..................................9
14. ASSOCiation Secu 1'1 t y. . . . . . . . . . . . . . . . . . . . . . . . . . . . . .10
1'3. NotIfication of New HIres......................... 10
16. Clerical ClaSSIfIcation Rev I S I ans. . . . . . . . . . . . . . . . .10
17. Pavments at Termlnat Ion. . . . . . . . . . . . . . . . . . . . . . . . . . .10
18. Overpa'Jment Remedy.... .. . . . " .. .... . .. .. ......... .11
19. Non-DIscriminatIon and Eaual Emoloyment... ....... .11
20. 5a fat y. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11
21. EmDloyee ParkIng................................. .12
22. Personnel Files.................................. .12
23. Job Sha 1'1 ng. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .13
24. Work 5chedu les. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .13
2'3. Ch lid Care. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .13
26. '(-Rat lng.. .. . " .... .. .. . . . .. .. . .... .. .. .......... .13
27. Promotional Pal.' Rate............................. .14
28. Effect of Job Performance on Sa I a ry. . . . . . . . . . . . . . .14
29. E f f ec t 1 ve Date of Pay Increase. . . . . . . . . . . . . . . . . . . .15
30. Effect of ReaSSignment/RecertIfication On
Bonus/Skill Pays. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .1'5
31. GrIevance and ComplaInt Po lICY. . . . . . . . . . . . . . . . . . . .16
32. Ova I' time. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19
33. Re t 1 r e me n t . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19
34. TUItIon Re 1 mbu rsemen t . . . . . . . . . . . . . . . . . . . . . . . . . . . . .20
35. Deferred Co mp ens at Ion. . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21
36. MedIcal Insurance. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .22
37. Ene rgy Conse rva t Ion. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .22
38. State DIsabIl1ty Insurance. . . . . . . . . . . . . . . . . . . . . . . .23
39. PaId Ho lIdays. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .23
40. VacatIon Leave. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .24
41. Sick Leave. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .24
42. Uroent Personal Leave. . . . . . . . . . . . . . . . . . . . . . . . . . . . .27
43. Bereavement Leave. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .27
44. MIll tar y Le a ve . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27
4'7. Ju r y Du t y. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .27
46. Worker'5 Compensation Leave. . . . . . . . . . . . . . . . . . . . . . .28
47. TIme Off For ASSOCIation BusIness................ .28
48. Leave of Absence WI thOlJt Pay. . . . . . . . . . . . . . . . . . . . . .28
49. Parental Le a ve . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29
50. Sa 1 a r 1 e s . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29
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51. Ad1ustments to SpecIfIed ClassificatIons......... .30
52. SI< III Pav. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .30
53. Pay For Serving In HIgher Job ClassificatIon..... .32
54. Pay For Training................................. .33
55. Night Different lal Pay. . . . . . . . . . . . . . . . . . . . . . . . . . . .33
56. Ca 11 Back Pav. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .34
57. Uniform Allowance................................ .34
58. MIleage Re I mbu rsemen t . . . . . . . . . . . . . . . . . . . . . . . . . . . . .34
ExhIbit A - Represented Classlflcatlons...........36
ExhIbit B - Performance EvaluatIon Fofms..........3B
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1. PartIes to 11emo randum
ThIS Memorandum of UnderstandIng CHOU) has been prepared pursuant
to the terms of OrdInance 801 (CCS) of the Cl ty of Santa MonIca,
whose lawful prOVISIons are hereby Incorporated by reference as
If fu 11 y set forth hereIn, and has been executed by the Cl ty
Manager on behalf of the CIty and by the MunIcIpal Employees
ASsocIatIon, ProfesSIonal AdmInIstratIve, ClerIcal, and TechnIcal
(hereInafter MEA) , on behalf of employees Occupvlng the
lIne-Item posItIon claSSIfIcatIons set forth In ExhIbIt A whIch
IS attached hereto and made a part hereof.
rn the event new Job claSSIfIcatIons are created the MunICIpal
Emcloyee RelatIons Off lcer w1l1 notIfy MEA prIor to Personnel
Board and CI ty Counc 11 conSIderatIon of the new claSSIfIcatIon
speCIfIcatIons. No claSSIfIcatIons currently represented by MEA
shall be excluded from the unIt durIng the term of thIS MOU
except by mutual agreement.
2. C It Y Counc I I Approval
ThIS MOU represents the mutual agreement of the partIes on the
matters contaIned hereIn. but such agreement 15 not bIndIng on
the partIes unless or un t 11 ratIfIed and aporoved by MEA and
unless or untIl ratIfIed by resolutIon duly adopted by the CIty
Counc 1 I of the Cl t Y of Santa MonIca.
3. Fu II UnderstandIng, ModIfIcatIon and Wa I ve I'
The partIes agree that each has had fu 11 and unrestrIcted rIght
and opoortunlty to make, advance, and dISCUSS all matters
properly WIthIn the scope of representatIon as outl1ned In
SectIon 2.0':i of OrdInance No. 801 ( CCS ) . ThIS MOU constItutes
the fu 11 and complete agreement of the partIes and there are no
others, oral or wrItten, except <:15 speCIfIed In thIS agreement.
Each party, for the term of thIS MOU, speCifIcally waIves the
rIght to negotIate fo I' changes hereIn, and agrees that the other
5ha 11 not be reqUired to negotiate for changes hereIn, whether or
not the subjects were known to the partIes at the tIme of
executIon hereof as proper subjects WI th In the scope of
representation as outlIned In SectIon 2.0'5 of OrdInance 801
(CCS) .
The waoes, hours of work and other t e r ms and condItIons of
emoloyment covered by thIS MOU, IncludIng those wages, hours of
work and other terms and condItIons of employment in eXIstence
prIor to thIS MOU although not 5pecIflcally referred to 1n thIS
MDU, sha II constItute the wages, hours of work and other terms
and condItIons of employment for the term of thIS MOU.
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4. Purpose
The partIes agree that the purpose of this MOU IS: to promote and
provide harmonIOUS relatIons, cooperation and understanding
between the City and the employees covered herein; to provide an
orderly and equitable means of resolvIng dIfferences whIch may
arise under this memorandum, and to set forth the fu 11 agreements
of the partle5 reached as a result of meetIng and conferring In
good faith regarding matters within the scope of representation
for emp loyees represented by MEA.
I? Recognized Employee ASSOCIation Name
MEA, IS he reby acknowleged as the Recognized Employee
Organization representing only the permanent employees occupYIng
line Item pOSItion clasSifications set forth In Exhibit A (whIch
15 attached hereto and made a PClrt hereof) pursuant to SectIon
3.04 (c) of OrdInance 801 (CCS) . It IS the mu t ua 1 understanding
of the parties hereto that acknowledgement of MEA, as the
recognIzed employee organIzatIon:
A. Does not preclude employees In such pOSition claSSIfications
from representing themselves IndiVIdually In theIr employment
relatIons with the CI ty.
B. Does not preclude or restrict the right of management
offiCials to meet and consult with employees In such
posItIon claSSIfIcatIons concerning their employment
relations With the C It y.
6. Management RIghts Reserved
CI ty retains all rIghts It had prior to thIS agreement except
those rIghts speCIfIcally delegated by thiS agreement; prOVIded
that the CIty shall exercise those rIghts In complIance WI t h
applicable State law, the CIVIl ServI ce Provlslon5 of the
MUnICipal Code, the C I t v Charter and the provIsions of thl5 MOU.
7. Va II d I t Y of Memorandum of Understanding
If any prOVISion of thiS MOU IS determined to be Inva lId or
1l1egal by a court of competent Jurl5dlctlon, then such prOVISIon
sha 11 be severed from thiS MOU. but the remainder hereof shall
remain In fu 11 force and effect. The partIes hereto shall
Immediately commence to, In good faith, negotiate for the purpose
of replaCing any such InvalId or Illegal provIsion.
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Should any change be made 11"1 any Federal or State law, or 11"1 any
rules and regulatIons 1mplementlng such le91alat1on, or 11"1 any
C1 ty Charter prov1s10n wh1ch would be appl1cabIe and contrary to
any provlslon hereln conta1ned, then such prov1S10n of thlS MOU
aha II be aut 0 ma t 1 C a 1 I Y term1nated, but the remalnder of thlS MOU
sha II remaIn 11"1 fu II force and effect. Such leglslatlon and/ or
rules and requlat10ns aha 11 supercede th1s MOU and apollcable
clauses sha 11 be subst1tuted for those ruled Inval1d or 11legal.
The part1es hereto sha II 1 mme d 1<1 tel y commence to negot1ate for
the purpose of replaclng any such lnval1d or 1 II ega 1 prov1slon.
8. Peaceful Performance of C1 ty Servlce:!>
I t 15 mu t u a 11 y understood and agreed th./lt partlc1patlon by any
employee In a str1ke or a concerted work stoppage term1nates the
employment relat10nshlp 11"1 the absence of speclflc wr1tten walver
of such term1nat1on by an author1zed management off1clal.
A. It lS further understood and agreed that none of the partIes
hereto WIll partlclpete In or encourage, aSSlst or condone
any strlke, concerted work stoppage, cessatlon of work,
slow-down, SIt-down, stay-away, 111ega I plcket1ng or any
other ll1egal form of Interference w 1 th or Ilmltat10n of the
peaceful performance of C 1 ty serVlces.
B. In the event that there occurs any strlke, concerted work
stoppage, cessatlon of work, slow-down, sltdown, stay-away,
11legal p1cket1ng or any other lllegal form of lnterference
wlth or Ilmltatlon of the peaceful performance of Cl ty
serVIces, the C 1 t y, 1n addlt10n to any other lawful remed1es
or d1sc1pl1nary actlons, may by act 101"1 of the Cl tv Manager
cancel any or all payro 11 deductlons, proh1b1t the use of
bulletIn boards, proh1blt the ue-e of Cdy faCllltles, and
proh1b1t access to former work or duty statlons.
C. The protect1on of the publ1C health, safety and welfare
demands that ne1ther the emoloyee organ1zatlon, nor any
person actlng ln concert wlth them, W I II cause " e-anctlon, or
take part 1n any $trlke, walkout, 51tdown a lowdown, stoppage
of work, 1I1egal plcketIng, retardIng of wo r k , abnormal
ab:sentee1sm, wlthhold1ng of servlces, or any other lllegal
lnterference Wl th the normal work routIne. The prOV1S1ons of
thIS artIcle sha II apply for the same term as thIS agreement,
or dur1ng any renewal or extens10n thereof. V1olatlon of any
provlsIon of th15 MOU by eIther party sha II be cause to
termlnate thlS agreement, 1n add1tIon to whatever other
remedles may be ava llab Ie at law or 11"1 eqUIty.
D. The Cl ty agrees that there sha 11 be no general lockout of
bargaln1ng un 1 t members. Both partIes agree to exerClse good
faIth 11"1 comolY1ng Wl th a II the terms and condItIons of thIS
tlOU.
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9. Payro 11 Deductions
I t 15 mutually understood and agreed that the Cdy wlll, subject
to the prOV1S1ons of Ordlnance 801 (CCS) and during the term of
thls MDU, deduct monthl\,) and remlt to the office or officer
des1gnated 1n the emoloyee pavro 11 deduct10n author1zatlon
recognized emoloyee orqan1zat1on dues, credit union 1nvestments
or payments, hea 1 t h and hOsp1tallzatlon Insurance premiums, and
Ide and accldent Insurance premlums. Any or all of !luch payroll
deductions are 5ublect to termlnat Ion by the Cl ty Manager upon
twenty-four (24) hours notice fo r fa1lure by MEA to comply Wl th
the prov1S1ons of this MOU.
10. Captlons for Convenience
The capt10ns hereln are fo r convenience only and are not a part
of the MOU and do not In any way bmlt, define, or amp 11 fy the
terms and prov1slons hereof.
11. Reasonable Not1ce
Reasonable wrltten notlce as def1ned In Sect10n 3~O4.5 Callfornla
Government Code sha II be given on all mCltters requlrlng such
notlce under sald sectlon.
12. Deflnlt10ns
The follow1ng def lnl t Ions are to be appl1ed In the
Interpretat10n of th1S MOU:
A. "Salary Range" shall mean the normal five-step (A through E)
hourly or monthly pey scale (and the bl-weekly equ1valent)
asslgned to each emoloyment posltlon classlf1cat1on wlthln
the Cl ty work force.
B. "Salary Range Steps A through D" shall mean and be
establ1shed to bear the follOWing percentage relationship to
Salary Range Step E computed to the nearest dollar. No r ma 1
progress1on through the range toward E-step sha 11 be 1n
annual step Increments contingent on sat1sfactory service.
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Step A - 81% of Step E -
Step 8 - 817% of Step E -
Step C - 90% of Step E -
Step D - 917% of Step E -
Step E - 100%
C. "Nearest Do 1 1 a r " sha II mean the next lower do liar In a
monthly rate when the comouted amount IS 170 cents or less and
the next hIoher do 11 a r when the computed Elmount 15 171 cents
or more.
D. "LIne I tern POSItion" shall mean a pOSItIon WhICh IS
( 1) speCIfIcally ItemIzed In the personnel schedule of the
annual budget of the CI ty of Santa MonIca and
(2 ) el1g1ble to accumulate vacation, SIck leave and other
time oft In proportIon to the percentage of the f u 11- time
forty (40) hour work week. Other frInge benefits she 11 be
prOVided to part-tIme employees covered hereunder as If they
were employed on a fu Il-t Ime baSIS.
E. "Permanent Emoloyees" sha II mean
(1) A person who 15 leoally an Incumbent of a
line-Item pOSItIon, fu 11 or part-time; or
(2 ) A for me r legal Incumbent of a line-Item pOSItIon on
authorized leave of absence from a regularly budgeted
pOSItion whIch pOSitIon 15 held pendIng the employee'!;
return.
The term "permanent employee" sha 11 not be construed to Imply a
guarantee of continued emp laymen t . Howeve r , no permanent
emoloyee she 11 be denied the rIoht to those due process
protectIons approprIate to theIr status under the MuniCIpal Code
and Cl ty Charter and appllcable State law.
F. "Date of Entrance AnnIversary" sha 11 mean the date whIch
recurs annua Ily after the date of entrl,) Into a II ne- 1 t em
POSItIon In the claSSIfled serVIce of the CI t I,) of Santa
Man 1 ca , e 1 the r by original emoloyment, reemployment Or
promotIon. The date of entrance for employees WI t h broken
serVIce sha II be conSidered as that date an which the last
unbroken serVIce In the claSSifIcatIon was effective.
G. "SatIsfactory SerVice" shall mean the attaInment of an
Overall Performance RatInQ af not le5s than "Satisfactory" on
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the performance report assocli:lted with the employee's most
recent date of' entrance annIversary.
H. "Full-TIme Work Week" sMa II mean (40) hours.
(1) lncumbents of lIne-Item posltlom; employed ln a work
week less than that defIned as the full-tlme work week
sha II be compensated In that proport1on of the
cornoensatlon 1'0 r full-tlme emoloyment as the numb e r of
hours budgeted 1'0 r that posltlon bears to the fu Il-t lme
work week; 1ncumbents of lIne-ltem posltlons employed In
a work week greater than that defIned hereln sha 11 be
compensated for hours ln excess of the f u I 1- t 1 me work
week on the basls of and ln accordance W 1 th the
prov1s1ons of the artIcle hereof relat1ng to ove I' t 1 me.
(2 ) Incumbents of Ilne-1tem Posit1ons regularly work1ng less
than the fu Il-t 1me work week sha 11 accrue vacat1on, SIck
leave and other t1me off ln the same rat10 as the
average numbers of hours the',) work per week 1S to the
fu Il-t 1me work week 1'0 r the pos1t1on occupled. Other
fr1nge benef1ts shall be prOVIded to par t - t 1 me employees
covered hereunder as 1f t hE"J were employed on a
f u I 1- t 1 me bas1s.
1. "Pay" sha II mean comoensat10n for renular hours worked, s1ck
leave, bereal,lement 1 eave , vacat10n, ho 11da'Js, compensatory
tIme off and/or Jury duty.
J. ''In Pay Status" sha 11 mean earnIng pay.
K. "Completed Calendar Month of Se'-v 1 ce" sha 11 mean a calendar
month In whIch an employee has been 1n pay status for eleven
or more l<lOrk1ng days.
13. Term of Agreement
Th1S Agreement sha 11 be effectlve as of the 1st da\J of January,
19Sr;> and sha II remaIn 1n fu II force and effect untIl June 30,
1987. It 5hall be aut 0 ma t 1 C all V renewed from year to year
thereafter unless e It he r party shall not1fy the other ln wr1tIng
not later than March 1st of 1987 and of each subsequent year that
1 t deSIres to termInate or mod1fy thls agreement, and
spec1fIcally 1ndlcate requested mo d 1 l' 1 cat 1 0 n S . In the event that
such notIce 1S g 1 ve n , negot1at1ons shall beg1n no later than
Ap r 11 1r;>th with a slgned contract deslred by July 15 t .
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14. AS5oClatlon Secur I ty
Emp loyee payt'o II deduction authorizations for the Municipal
Employees ASSOCIatIon dues sha 11 be voluntary on the part of the
employee, but shall not be subject to unilateral cancellat Ion by
the employee during the term of thI5 agreement. Employee members
of the MEA who are members of MEA ten calendar days after
ratification by the CI ty Counc II and employees who thereafter
become members of MEA sha II remain as members of MEA for the term
of thiS agreement. Within thirty <30 ) davs after the date of
thIS agreement and thereafter on request, the CI ty of Santa
Monica sha II give to the MEA one (1) copy of a II s t of employees
together WI th their most current addresses as they appear on the
records of the CI ty of Santa Monica. The MEA sha II retain such
Information In confidence and disclose It only to those offlcIah;
of the ME~ whose duties require them to have such InformatIon.
MEA agrees to Indemnify, hold harmless, and defend the City at
MEA expense against any claims, losses or Judgments rendered
against the City from any law SUit filed by an employee or group
of employees by reason of the operation of thiS prOVISion.
17. NotifIcation of New Hires
I t 15 hereby agreed that the Personnel DepartMent sha 11 prOVide
the officers of MEA WI th the name of each permanent employee
whose lob tit Ie entities him/her to MEA representation as soon as
15 practlc9ble after hIre or transrer.
16. Clerical ClaSSification ReVISions
Emoloyees who choose to retain claSSification titles and pay
rates in effect prior to the 1983 clerlCi"d reclaSSification sha 11
continue to be entitled to receive any and a II reqular 5tep
Increases, merit Increases, cOot-or-liVing Increases and benefits
negotiated by the City and !1EA and to retain their cla5slflcatlon
tit 1 es until they leave Ci ty service or promote Within the CI ty.
In the event of a 1 ayo ff and subsequent reemp laymen t , such
employees mav again exerCise their right to elect either the
claSSification they reti"lIned or the new claSSification.
17. Payments at TerminatIon
When permanent emoloyees covered herein leave the service of the
City of Santa Monica they sha II be entitled to lump sum payoff of
vacation days onll,). No claim sha II be made against the CI ty for
the use or payoff of compensatory t I me or unused Sick leave, nor
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shall the effective date of termlnat Ion be extended by use of
compensatory t I me, sick leave or vacation.
18. Overpavment Remedy
Permanent employees covered herein sha II reimburse the Cdy For
any overpayment of wages or benefits. Said reimbursement shall
not be required until the City not Ifle5 the affected employee In
writing. Reimbursement may be accomplished by a lump-sum
deduction made on the next subsequent employee payroll warrant
follOWing overpayment notification, or by other reasonable
re-payment method mu t u a 1 I Y acceptable to the employee and the
City, except that lump-sum deduction sha II be required If the
next subsequent employee payroll warrant IS the final or
termination warrant Issued to the affected employee.
19. Non-Discrimination and Equal Employment
I t IS agreed by both parties to thiS MOll that they will fu 11 y
comply WI t h i:'l I I appl1cable loea I, State and Federal laws, rules
and reoulatlons prohibiting discrimination and governing equal
emp lo~,Jment opportunity. The AFfirmative Ac t Ion Program and the
Sexual Harassment Po II cy of the CI ty of Santa Monica are aFfirmed
by both parties to this MOU and Incorporated by reference herein.
Everv CI ty employee IS expected to respect the dignity of every
other City employee and to refrain from any actIons, Including
the use of slurs or Jokes reqardlng sex, age, race, national
orIgin, religion, disabIlity or sexual preference/orientation
which could be construed as haras8ment. Harassment of fe 11 ow
emDloyees IS a Violation of C1 ty polIcy. No employment deCISion
shall be made based upon an employee's subm.sslon to or rejection
of such conduct. Any emplo\Jee who be lleves that he or she 1S the
Victim of such harassment, may file i:'l complaint pursuant to the
process defined In Section 31C of thiS MOU. Complaints of
discrimination by an appOinted offiCial of the City, Including
the City Manager, CI ty Attorney, or CI t Y Clerk, may be made In
writing to the CI ty CounCil.
Complaints of a sensitive nature, Including compla1nts InvolVing
sexual harassment, may bypass any step of the standard grievance
procedure which Involves a supervisor or manager whose conduct lS
the subject of the comp la Int.
20. Safety
The CI ty shall make every reasonable effort to prOVide and
maintain a safe place of emp I oymen t . The CI ty shall prOVide and
maintain a II eaulpment reqUired by applicable safety laws and
regulat10ns and sha 11 comply WI t h all other applicable health and
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safety laws and reaulatlons. EmDloyees sha II report unsafe
practiceS. equipment or condItIons to their supervisors. The use
of safety devices and protectIve eqUIpment provided by the C It Y
sha 11 be mandatory.
An emp loyee who IS dIrected to perform a task which the emoloyee
has good reason to belIeve IS unsafe may request an ImmedIate
review by his/her Deoartment Head and the Personnel Director who
sha II consult with the City Bu 1 1 dIng Officer, FIre Marshall,
County health offIcIals, or State hea I t h offICIals as
appropriate. Du r I n g the period of review and/or InvestIgatIon the
employee sha II not be reqUired to perform the taak complained of,
shall not suffer loss of pay or benefIts, and sha II be aSSIgned
other appropriate duties, If possIble.
If the task complained of IS deemed safe by the _appropriate
offICIal, the employee sha II then perform the work as Instructed.
The CI ty sha II continue to consult With a committee of Video
dIsplay terminal U5ers, at least one of whom sha II be an MEA
representative. reaardlng work environment and other concerns of
IndiViduals who sDsnd half or mo re of theIr work week uSing
VDT's.
21. Ernp loyee Parking
I t IS hereby aareed that the City Will make every effort to
maintain free parkIng as 1 t presently eXists for CI ty emoloyees
at CI ty faCilIties. It IS expressly understood that this
agreement 15 not made In perpetuity but, rather, for the term of
thiS contract.
22. Personnel Files
An employee covered hereunder shall be entItled to reVIew the
content of hu,/her CI ty or Deoartmental Personnel f I Ie at
reasonable Intervals prOVided that the emoloyee schedules an
appOIntment, at least twenty-four (24) hours In advance, during
the reoular bUSIness hours of the office In which the files are
maintained.
No material sha II be placed In an employee's CIty or Departmental
Per-sonne I fIle Without haVing been shown to the employee. An
emoloyee mav preoare a written response to any such material and
such response sha II be filed WI th the original ma t e r I a I .
ReprImands and warnlnos whIch become part of an emp loyee . 5
offiCial Personnel file may be referenced In the employee's next
performance evaluation. Upon an employee's request,
documentation of !"'uch reprImands and warnings other than any
references In the performance evaluation sha II be removed from
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the f I Ie after two year-s, unless otherw1se required to be kept by
law, pr-ov1ded that other Inc1dents or v1olat1ons of the same or
e Im1lar have not been documented In the Personnel f 11 e W1 th 1n
that per1od.
23. Job Shar-1ng
The C1 ty of Santa Mon1ca endorses the concept of Job-shar1ng to
encourage the partIcIpatIon of half-t1me workers In the C It y.
Department offlc1als she 11 make reasonable effort to eccomodate
an employee's request to Job share. Upon rece1pt of a request
the Department may ass1gn the ernDloyee to a half-tIme schedule,
If pract1cable, pend1ng 1dentlflcat1on of a qualIf1ed 1nd1vldual
wl111ng to occupy the r-ema1n1ng half-t1me pos1t1on.
Noth1ng 1n th1S prov1s1on shall requ1re a Department to malnta1n
a Job-share 1n a sltuat10n where a f u I I - t 1 me pos1t10n 15 budgeted
and, after two months of reasonable effort to r-ecrult and
1ndlv1dual to occupy the other half-pos1t10n, such efforts are
un5uccessful. An 1ncumbent of a Job-share may return to a
full-time schedule when the other half pOSItion becomes vacant or
by appl1cat Ion for and acceptance as a transfer to a vacant
f u I I - t I me Pos1tlon.
An employee who IS denied a Job share IS ent1tled to rece1ve the
reasons fo I' dernal.
24. Wor-k Schedules
Except In case of an emergency, an employee sha II be prOVIded
W1 th fIfteen (15 ) davs advance notIce of a change 1n hl5/her
regularly scheduled work hours. Such a schedule change sha II
f1rst be offered to qual1fled volunteers.
2'3. Ch lId Care
An MEA representat1ve sha 11 par-tlclpate as a committee member 1n
any CI ty 1nvest1gatlon or any cooperative effor-t between the City
and other- pub Ilc or prIvate agenCIes to studv or estab 11sh ch lid
care proorams for emolovees.
26. Y-Rat 1ng
When a personnel act10n, e.g.: demot1on due to I ayo f f or
reclass1f1catlon, results In the lowerlng of the Incumbent
employee's salary range, the 1ncumbent emoloyee's salary may be
Y-rated. "Y-rated" sha 11 mean the maintenance of the Incumbent
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emoloyee'::; salary rate at the I eve 1 effectIve the day preceding
the effective date of the personnel actIon plaCIng the employee
In a I owe I' salarv range. The employee's salary sha II remaIn at
such 1 eve I untIl the sol a ry range of the new claSSIfIcatIon
equals or exceeds the Y-rate salary.
27. PromotIonal Pay Rate
In the event that the rate of pay for an employee beIng promoted
15 equal to or greater than the entrance salary of the new
pOSitIon, the employee's salary shall be Increased to the next
higher rate to that attained In the former POSItIon.
28. Effect of .Job Performance on Salary
A. The partIes hereto agree that one purpose of a performance
evaluatIon IS to record and place In perspectIve
accomp II shmen t s and defICIenCies In an employee's performance
which have preVIously been discussed by the employee and
suoerVIsor durIng the period of tIme covered by evaluatIon.
In additIon, the performance evaluation IS an opportunity fo I'
the emp loyee and suoerVIsor to set and dISCUSS goals and
oblectIves fo I' the next evaluation period, both In regard to
the emoloyee's Job performance and In regard to h U5 /h e I'
career development WithIn the CI ty. To that end, MEA and the
CI ty have develooed the Performance EvaluatIon form attached
hereto as ExhIbIt 1\ Brl ~ conSIstIng of a pre-InterVIew
worksheet and a performance ra t I ng form.
The CIty agrees that WIthIn 4'3 da',!s of adoptIon of thiS MOU,
suoerVIsors of MEA employees WIll be traIned In the proper
use of thIS form. For one year from the date of the last
trainIng program, supervisors of MEA employees W 1 II complete
both the standard Cl. ty performance evaluatIon form and the
new Performance Evaluation form when ratIng an employee. At
the end of that year, a commIttee made up of two members
appOInted by MEA, two members appOInted frOm a mo n g management
and supervisory staff who use the form, and the Personnel
DIrector WIll evaluate the new form. If, In the commlttee's
Judqement, the new form has served to Improve communICatIon
between emoloyees and their SUperVlsors and more accurately
captures the performance characterIstIcs of employees than
the current form, the new form WIth any modIfIcatIons
recommended bv the commIttee, wIll be submItted to the
Personnel Board for apo rove 1. Upon Board approval, the new
form wIll replace the current form.
B. The CI ty Manager, In exceptLonal cases, based upon speCIfIC
aopralsal of the Importance and difficulty of the work and
the experlence and ab 1 II t Y of the person to be employed, or
of the Incumbent, mav authoru:e an entrance salary step
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hIgher than the mInimum, and specIal step Increases In the
salary schedule for the class and length of serVIce of the
Incumbent. In no even t , however, sha II the rate exceed the
maXImum rate for that class.
C. NotwIthstandIng any prOVIsion contaIned hereIn, there wIll be
no Increase In wages of anv kInd as a re::.ult of a NOT
ACCEPTABLE ratIng on the emoloyee's prescrIbed perIodIC
performance ratIng. There wIll be no sub::.equent Increase::.
In wages un t 11 the NO r ACCEPTABLE ratIng has been Improved to
at least the SATISFACTORY leve I. If overa II performance IS
rated NOT ACCEPTABLE an employee maY be dIsmIssed from
serVIce, and If two consecutIve performance ratings are
merked NOT ACCEPTABLE, employee she II be dIsmIssed by
appOIntIng authorIty for 1nefflc1ency CSMCC SectIon 2104AU.
Any overa II ratIng In the BELOW SATISFACTORY category may
delay the next scheduled salary Increase at the dIscretIon of
the appo1ntlng author 1 ty. Such actIon sha II remaIn In effect
unt1l the ratIng has been Improved to at least a SATISFACTORY
I eve I .
29. Effective Date of Pay Increase
All pay Increases ::.peclf1ed In thl::' MOU shall become effectIve at
the begInnIng of a pay perIod as follows:
A. PerIodIC pay Increases shall become effect1ve an the fIrst
day of the pay perIod In whIch they are due.
B. Base salary Increases for January 1985 sh ~ II be e f f e c t I ve
WI th the pavro 11 perIod begInnIng January 6th. Other salary
and benefIt prOVISIon::. for January 198'3 sha II be effectIve
WI th the pavro II perIod beolnnIng January 20, 1985.
Thereafter, neoot1ated salary Increases and salary related
benefIt 1ncreases shall become effect1ve on the flr::.t day
of the pay perIod closest to the date st.:lted 1n SectIon ';0
hereof, except that when such date fa lis on the Sunday In the
mIddle of a pay perlod, Increases she II become effectIve on
the fIrst day of the pay perIod ImmedIately follOWIng the
effectIve date stated 1n SectIon 50.
30. Effect Of ReassIgnment/RecertifIcatIon On Bonus/SkIll Pays
IAhen a Ilbol"'llJsll , "sk I II" , or addItIonal pay referenced In Sec t IOnS
52, ';3, 54, or '35 IS the result of aSSIgnment to speCIfIed dutIes
or hours, or of ma1ntenance of a registratIon, certlf1cate or
other credentIal, the 1055 of the bonus, sk 111, or addItIonal pay
due to the end of the aSSignment or fa llure to maIntaIn the
reqUIred req1stratlon, certIfIcate or credentIal sha II not
constItute a demotIon, pursuant to Section 2107E of the MunICipal
Code.
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3l. GrIevance and Comolalnt Po Ilcy
A. Grievances and apoeals of non-probationary employees
covered herein which Involve removals, demotions or
suspensIons sha II be subject to the procedures outlIned
In Se c t Ion 2106-8 et.seq. of the Santa MonIca MunIcIpal
Code, which sha 11 constItute the sole administrative
recourse ava Ilab Ie under the terms of thiS MDU.
B. An emD loyee covered herein who believes that the
prescrIbed evaluation procedures have not been followed
or that the evaluation does not correspond to the facts,
should make a written complaint to hIs /h e 1'_ supervIsor
with In ten days of receiving the performance evaluatIon.
If no satisfactory response IS received Within five
workIngs davs of filing the complaInt, the employee
should ImmedIately forward the complaint to hIs/her
Oeoartment Head. If no sat u5factory response IS
received Within ten working days, the emDloyee should
ImmedIately forward the comDlalnt to the Cl ty Manager.
The City Manager WIll apnolnt a five member board of
reView composed of C I tv employees. The Personnel
Director WIll s e r ve as non-voting member and secretary
of the board. WithIn fIfteen working days of the f 111 ng
of the comulalnt WI th the CI ty Manager, the board of
review she 11 meet WI th the employee and the rater and,
with In twenty d a ')s of those mee t Ings, shall forward
theIr f lr-.dlngs and recommendations to the CI ty Manager,
whose deCISion sha 11 be f I na 1. The deCISion of the Cl ty
Manager she II be maJ led to the emoloyee within ten
working da).'s of receipt of the complaint.
If exerCIse of thiS procedure results In no change In a
Not Acceptable or Below SatIsfactory Rating, and, as a
result, an employee's regularly scheduled step-Increase
IS denied, the prOVISIons of Section A, above, governing
demotIons shall apply.
The foregolng sha 11 constltute the sole admlnlstratlve
recourse available under the terms of thiS MOU.
C. All other grievances shall be resolved In the follOWIng
manne 1':
( 1) Informal DISCUSSlon
The agorleved emoloyee(s) IS encouraged to meet
WI th the Immediate SUDerVlsor to diSCUSS the
problem In an effort to clarIfy the problem and to
work cooperatIvely towards settlement.
(2 ) FIrst Stao:
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If the matter cannot be satIsfactorIly resolved
wIthIn thIrty 00 ) davs of the event gIvIng rIse to
the grIevance (or In the event th<lt the employee
could not have k n 0 wn of the event gIVIng rIse to
the grIevance, WIthIn 30 daYs of learnIng of the
event) the employee shall submIt the grIevance In
wrItIng. statIng the nature of the grIevance and
the deSIred solutIon to the second Ie ve I
superVIsor, 1 f any.
The second level superVIsor shall meet WI th the
grIevant and the gr levant's representatIves, If
any, no later than the grIevant's fIfth regularly
scheduled day follOWIng presentatIon of the
grIevance. I.hthln fIve ( '7 ) workIng days follOWIng
such me e tIn g , the SUDerVIsor sha 11 gIve a wrItten
deCISIon to the grIevant. If the second 1 e ')e I
superVIsor does not have the authorIty to resolve
the grIevance, It sha 11 ImmedIately be forwarded to
the Department Head or the approprIate authorIty.
0) Second Step:
If the grIevance IS not resolved at the fIrst step,
the grIevance mav be referred wIthIn ten days to
the Department Head, who shall meet WI th the
employee and the representatIve In an attempt to
resolve the grIevance WI th In the grIevant's fIfth
reqularly scheduled day follOWIng the forwardIng of
the grIevance. WIthIn fIve (? ) workIng days
follOWIng such mea t I nCl , the DeD,~rtment Head sha 11
gIve a wrItten deCISIon to the grIevant.
(4) ThIrd Step:
If the grIevance 15 not resolved at the second
step, the grIevance mav be forwarded W)thIn ten
da'Js to the Personnel DIrector, who shall meet WI th
the employee and the representatIve WIthIn fIve (? )
workIng dave. follOWIng receIpt of the grIevance,
make such InvestIgatIon as reouIred, and make
recommendatIons to the CI ty Manager no more than
ten (Iti) workIna davs follOWing such meeting.
WIthIn fIVe (? ) workIng days thereafter, the CI ty
Manager sha 11 render a wrItten deCISIon, WhICh
sha 11 be fInaL
D. If the grIevance alleges a mIsInterDretatIon of a
speCifIC and germane sectIon of Ull;;. Memorandum of
UnderstandIng, MEA mav request, foilowIng step two of
the grIevance procedure descrIbed In SectIon C, above,
that the C It Y meet and confer In an effort to resolve
the dIspute. If the dIspute remaIns unresolved l!Ifter
three meetIngs or ten (10 ) workIng days, whIchever
occurs fIrst, a grIevance board sha 11 be convened. SaId
board sha 11 be comprIsed of one representatIve of MEA,
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one representatlve of the C1 t Y and a thlrd who sha 11 be
a member of a panel proVlded by the State ConCllli!ltlon
Servlce. The board sha 11 schedule a hearlng as soon as
pract1cable and she 11 lssue a wrltten deC1Slon wlthln
ten (10) worklng days of the concluslon of the hearlng.
In the event that the board falls to reach a unanlmous
declslon, the vote of the panellst from the State
Conc1l1atlon Servlce 5ha 11 be tle breaklng. The
dec1slon of the board sha 11 be blnd1ng 5ub)ect to the
aporoval of the Cl ty Manager who 5ha 11 report all such
dec1slons to the Cl ty Counc 1 I .
E. General Provls1ons:
1. All tlme perlods 11'1 thlS sectlon may be extended by
mutual wrltten agreement of the employee or
reoresentat1ve, and the management representatlve
lnvolved.
2. If a management repre5entat1ve does not meet wlth
the grlevant nor re....der a decu:\lon w1thln the
t1me-llmlts speclfled, the employee mav 1mmedlately
exerClse the next step 11'1 the grlevance process.
3. An employee who has lnltlated a gr1evance, or
asslsted another emoloyee 11'1 11'11 t lat 1ng and/or
process1ng a grIevance, or who has testlfled at any
hear1ng sha 11 not 11'1 any way be coerced, hlndered,
lnt1mldated, or dlscrlmlnated agalnst for
exerclslng thlS rlght.
4. For purposes of thls sect lon, "davs" sha 11 mean
reqularly scheduled work da',}s of the aftected
emoloyeeCs) unless otherWlse speclf1ed.
F. Reore5entatlon:
1. Emo lo)!ees sha 11 have the rIght to represent
themselves 1ndlvldually 11'1 grlevance matters, Or to
be reo resented by ('-lEA.
2. MEA shall notlfy the Personnel DIrector, 1n
wrltlng. of lts deslgnated employee grIevance
representatIves and shall prOVIde not If Icat 101'15 of
anv change 11" such representat1ves. At the
Informa 1 Step and Step 1 t1EA reoresentatlves ma')
reo resent the grIevant. At Step 2 and 3 and at anl.)
Per5on'lel Board or Gr1evance Board hearlng, MEA mav
also dFl51gnate an outSide reoresentatlve to
reo resent the grlevant or MEA.
3. Rea50nable tIme off wlthout 105s of pay or benef 1 ts
sha 11 be g 1 '",en to a grlevant or MEA emoloyee
gr levance representatIve to lnvestlgate and/or
process grleVal"Ces, and to W 1 t nesses 11'1 anv
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grievance meeting or hearing held during work
hours.
Before performing grievance work, MEA
representatives. the grievant or Witnesses sha 11
obti;lln permiSSion from the ImmedIate supervisor and
when the grievance work IS completed. Ne I the I' the
grievant nor the representatIve nor WItnesses sha 11
Interrupt or leave work If the supervisor
determines that such Interruption or absence Will
unduly Interfere WI th the work of the employee.
However, If the :superVisor denIes such time off,
t I me off must be granted wIthin twenty-four (24)
hours of such reouest.
32. Overtime
Overtime for employees who are reoularly aSSigned to a five day,
8 hour per dav work week and for permanent part tIme employees
who reoularly work less than elqht hours In one day and forty
hours In one week sha II mean work In excess of eight hours In one
dav or forty (40) hours In one week, prOVided such hours of work
have had the prIor approval of an authorized departmental
management offiCIal. Overtime for emo loyees reoularly aSSigned
to a work dav In excess of eight hours or a work week In excess
of forty hours sha II mean work In excess of the regularly
scheduled number of hours In one dav or In excess of the
reqularly scehduled hours In one week, prOVIded such hours have
had the prior approval of an authorized management offiCial. All
authorized overtime sha 11 be compensated for by cash payment
ba5ed upon one and one-halt ( 1 l/2) times the hourly rate
eqUivalent of the emoloyee's monthly salary computed to the
nearest one-tenth of an hour, except that an authorized
departmental management offICial m<"v grant compensatory time off
at the rate of one and one-half ( 1 1/2) hours off for such
overtime prOVided that such comoensatory time off can be granted
WIthin the current fiscal year. If compensatory tIme 15 accrued
and not taken by June 30 of anv fiscal year, I t wIll be paId to
the emolovee at the rate earned.
In no event ma,) an employee's work schedule be changed to aVOid
the pavment of overtime unless the emp toyee InItiates the
schedule chanqe.
An employee who is directed to work on a scheduled day off, shall
receive tIme and one-half (1-1/2) for all hours worked on that
day.
33. RetIrement
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The Cl ty 15 a contract member of the Pu b 11 c Employee's Retlrement
System, and I t IS understood and agreed that such membershIp WI J I
be maintained and that emnloyee elIgIbIlIty, classIfIcatIon,
contrIbutIons, and beneflts are as prescrIbed In the contract
between the CI t Y and the Pub 11 c Employee's RetIrement System
heretofore approved by the Santa MonIca CI ty Counc I I .
The CIty shall continue to pay on behalf of each emplovee covered
by thlS agreement an amount equal to the IndIvIdual employee's
share of the requIred retIrement contrIbutIons to PERS (I.e.} 7%
of the employee's "compensatIon" as defIned by law) .
These pavments are not Increases of salary and no salary range
appllcable to any of the affected employes sha 11 be changed or be
deemed to have been changed by reason of such payments; as a
result, the CIty W I II not treat these payments as ordinary Income
and thus, Will not WIthhold federal or state Income tax
therefrom. The CIty's practice W II J be to report these payments
as beIng those of the employees 50 that they Will be credIted to
the partIcular emoloyee's IndIVIdual account wIth PERS and upon
termInatIon wIll belong to the emoloyee.
It IS agreed that If state and/or federal procedures reaulre
reportIng of these payments In any other manner, the parties WIll
observe the prOVISIonS of SectIon 7 of thIS MDU.
34. TUItIon ReImbursement And TraInIng
The City and MEA agree that education and training may enhance an
emoloyee's Job performance and prepare the employee for career
advancement Within the Cl ty. To that end, the City and MEA
encourage employees to take advantage of CIty-sponsored traInIng
programs and of the tUItIon reImbursement program that provIdes
an IncentIve to take courses on the employee's tIme.
The emoloyee and hIs/her superVIsor should document objectIves
fa I" traInIng and educatIon durIng the annual performance revIew
referenced In SectIon 28A hereIn. These objectIves should form
the baSIS for selectIon of speCIfIC traInIng semInars and
academIC or technIcal courses du I" I ng the course of the fIscal
veal".
1 n any fIscal year durIng the term of thIS MOU, emoloyees covered
herein sha II be entitled to traInIng and tUItIon reImbursement on
the follOWIng baSIS:
A. One CIty-paId trainIng course suoported by performance
evaluatIon obJectIves, to be scheduled at the Department's
convenIence durIng work hours} e I t he I" on or off-SIte.
B. NotIficatIon to employees of speCIal CIty-conducted classes
held Ir1 conjunction wIth examInatIons for non-tradItIonal
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Jobs. These classes may be scheduled durlng work or non-work
t lme.
C. Relmbursement of up to $1000 per flscal year for educational
courses supported by performance evaluatlon obJectlves, and
related studv materIals (exclusIve of parking, room and
board) on the follOWing baSIS:
(1) The course sha II be certlfled by the Deoartment Head and
Personnel Dlrector If 1 t lS conslstent wlth the career
de'-'e lopment obJectlves of the emoloyee's most recent
performance evaluatlon.
(2 ) The study COUrse must be dlrected to quallflcatlon for
an employment pos1t10n represented In the C 1 ty work fo rce
or to enhancement of the emoloyee's current Job
performance.
(3) The employee must exhlblt SOMe reasonable expectation of
quallfYlng fo I' another C 1 ty pOSition upon successful
completlon of the study co'..J rse If that waS the reason
for enro Ilment.
(4) Relmbursement sha II be made only In lnstallments upon
successful comoletlon of prescrlbed un 1 t s of 5tudy
requlred by study course approved.
(C; ) In the event a portlon of the tUltlon and study materlal
lS pald by an outslde source of a ld, the Clty'S
relmbursement should be Illnlted to the dlfference
between the cost of the course less the amount of
outslde ald up to the max 1 mum relmbursement hereln
orovlded.
(6 ) On IV employees who have completed thelr lnltlal
probatlonary perlod wlth the Clty sha II be ehglble for
this program.
(7 ) Courses fo I' WhlCh tUltlon reimbursement w 111 be made
must be taken on the employee's tlme or on authorlzed
vaCatlon leave.
D. The Cl ty wlll malntaln a computer record of each emoloyee's
tralnIng and tUltlon relmbursement course completIons, WhlCh
record shall be made available to the employee fo r use ln maklng
apo Ilcat lon for other Cl ty posItlons. Said cornouter record W 1 II
be Inltlated no later than July 1, 198~, and W 111 Include. at a
mlnlmum, courses completed from that date forward.
3'5. Deferred Comoengatlon
It IS hereby agreed that employees covered hereln Wl II be offered
partlClpatlon In the City's deferred compenSatlon plan.
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36. Medical Insurance
The City agrees to furnish medical and dental Insurance coverage
for emp loyees covered herein and their eligible dependents, at no
cost to the employee through June 30, 198'5. Effective July 1,
1987, the CIty contrIbution for Insurance coverage sha 11 not
exceed $214.00 per month for hea 1 t h Insurance. Dental Insurance
sha II be provided at no cost to the employee.
The CI ty shall employ an experienced consultant selected In
accordance with Adnnnu;trat Ive Instruction tI-4-1, "ProfeSSional
SerVices Agreements" , and mutually agreeable to the CI ty and the
Insurance Committee which has met periodically to conSider
Insurance alternatives. The consultant shall analyze current
Insurance offerings and usage and to Identify cost control
programs for review by the committee which IS composed of one
representative from each bargaining unit, a representative of the
Personnel Department and one other management offiCial Wit h risk
management responSibilities. The CI ty will give substantial
weight to the committee's recommendations In selecting among
proposed a 1 tel" n a t I ve s , and will meet and confer WI th MEA In good
faith prior to Implementing any change In Insurance coverage. The
work of the consultant and the committee sha 11 be comoleted by
Mav 1, 1985.
The CItv sha 11 request bids for fee-for-servlce Insurance
coverage during the course of the committee's work so that
alternatives to the current prOVider can be conSidered.
37. Energv Conservation
Santa Monica MuniCipal Bus Line tokens, to a maximum of twenty
tokens per month, Will be prOVided to any employee covered herein
who submits, on the CI ty mileage reimbursement form, a record of
his/her trips (home to workslte or workslte to home) during the
preceding month. The Santa Monica MuniCipal BU5 Line Route
Number and the Bus Numbe I" used fa I" each trip must be entered on a
mlleaoe reimbursement form.
Any employee who has not been Issued a CI ty parking pass, or who
voluntarily turns In hiS or her parking pass to Personnel and
does not drive to work for a period of not less than one month
sha 11 be eligible to receive two (2 ) tokens for each working day
In the month under the terms described above.
It IS understood and agreed by the parties hereto that such
tokens are for the exclUSive use of the employee and his/her
family or friends and are not to be resold.
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38. State Dlsablllty Insurance
The CI ty sha II maintain the State Disability Insurance coverage
that becomes effect Ive February 1, 198'5, for the term of thiS
MDU. Said coverage sha II be /!It emoloyee exoense, and no
Integration of Sick leave will be provided.
39. Paid Ho Ildays
Employees covered herein sha II receive paid holidays /!IS
hereinafter prOVided:
New Year's Day . . . . . . . . . . . . . . . . . January 1
Martin Luther King's Birthday.. .January l'5J 198'5
Thereafter, the third Monday In January
Lincoln's Birthday ............ .February 12
Washington's Birthday.... .... ...Thlrd Mond/!lY In February
Me mo l' I a I Day . . . . . . . . . . . . . . . . . . . Last Monday In May
Independence Day................July 4
Labor Dav. . . . . . . . . . . . . . . . . . . . . . . Firs t Monday In September
Thanksgiving Day . . . . . . . . . . . . . . . Fourth Thursday In November
The Friday follOWing Thanksgiving
The half day Immediately before Christmas Day
Christmas Day
The half day Immediately before New Year's Day
One ( 1) floating holiday
All other h 0 I I d a vs declared by City Council
Emoloyees In deoartments or diVISions currently obserVing
different holiday schedules sha 11, In lieu of the ho 11 days 115 t ed
above, receive holidays enjoyed by other operating employees In
that particular department or dIVISion, prOVided however that the
same number of holidays (12 ) sha 11 be observed.
Whenever anv day listed herein as 0 paid ho Ildoy falls upon the
first or second day off of anY emoloyee who has two (2 )
consecutive days off, the day preceding sha II be deemed the
ho lldov If It fa lIs on the first day off, and the day follOWing
shall be deemed the ho Ilday If 1 t fa lIs on the second day 0 ff In
11 eu of the dav listed.
Whenever any day listed herein as a paid ho Ildav falls upon the
first, second or third day 0 ff of any emp loyee who has three en
consecutive days off, the da'J precedlng sha II be deemed the
holldav If It fa 115 on the first dav off} and the day follOWing
the third dav off sha 11 be deemed the ho llday If It falls on the
second or th I rd day off In lieu of the day listed.
Whenever any day 1 IS t ed herein as a paid holiday fa lis upon any
dav off of an emoloyee who does not have two (2 ) consecutive days
off, the fa llowlng day shall be deemed the ho Ildey for such
employee.
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Time worked on an authorIzed paid holldav sha 11 be compensated
for at the hou I" I Y rate equivalent of the monthly salary fa I" the
time worked up to and IncludIng the number of hours the employee
norma 11y wOI'ks on anv work or duty dav. Such tIme worked In
excess of the hour~ of the employee's normal work or duty da'.,) ,
except part-tiTTle permanent employees, shall be comoensated at one
and one-half tImes the hourly rate eqUIvalent of the monthly
salary.
40. Vacation Leave
Each employee covered herein sha 11 accrue vacat IOn leave WI th
pay on the fo llowlng baSIS, prOVIded that permanent part-t Ime
employees sha 11 accrue vacatIon In that proportion as the number
of hours budgeted for that position bears to the full-time work
week:
(a) FollOWing completion of the first SiX calendar months
of continuous serVice, SIX (6) working days.
(b) Thereafter, up to and Including five completed years
of serVice, one (1) working day for each completed calendar
month of service.
(c) Thereafter, up to and Including ten completed years of
service. one and one quarter (1.2'5) working days for each
completed month of servIce.
(d) Thereafter, up to and Including fifteen completed
years of service. one and one-half (1.'5) working days for
each completed calendar month of serVice.
(e) Upon completion of fifteen years of service and
thereafter, one and thrf3e-quarter (1.7'5) working days fa I"
each comoleted calendar month of service.
(f) The admInistration or aoolIcatIon of vacation leave
prOVISIons and the Ilml tat Ions on the accumulation,
proportionate accumulation, schedu ling and payment for
such leave sha 11 be as prescribed In the cIvil serVIce
prOVISions of the Santa Monica MuniCipal Code.
41. Sick Leave
A. The use of Sick leave sha 11 be de+'lned as In Se c t Ion 21041 of
the Santa Monica MuniCipal Code, hereby Incorporated as If set
forth In fu II herein, except as follows:
Sick leave sha 11 be defined as absence from duty because of the
emoloyee's Illness or oFf-the-Job lrlJury, exposure of the
emp loyee to contagious disease as eVIdenced by certification from
an accepted medical authority, medical or dental apPointments of
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the employee or the employee's dependent chlldren which could not
be scheduled du I" I ng non-work hours, Wit h proper advance
notification to the department head, or Illness or Injury of the
employee's dependent children.
8. Emoloyees covered herein sha II accrue Sick leave WI th pay on
the follOWing baSIS, prOVIded that permanent part-time employees
sha II accrue Sick leave In that proportion as the number of hours
budgeted for the position bears to the full-time wo..k week:
(1 ) FollOWing the como let Ion of the first SIX calendar
months of contInuous serVice, SIX (6 ) working days.
(2) Thereafter, one (1) working day fo r each completed
calenda.. month of se"Vlce.
c. The foregOing benefits are cumulative sublect to the
fo llowlng restrictions:
(1) No more than one-hund..ed thirty (130 ) wo..klng davs
may be app lied against Sick leave for anyone Illness.
(2 ) Accrual of Sick leave sha II be Ilml ted to one hundred
and thl..ty (130) wo..klng davs, unless the employee has
selected option E(1)(b) below, except that no employee who
has currently acc..ued a "bank" of Sick leave In excess of
one hund..ed and thirty (130 ) working days shall be
subject to thiS II m It unless or until that "bank" drops
below one hund..ed and thl..ty (130) working days.
D. An') emo loyee who IS absent because of Sickness or other
phYSical dlsabdlty sha 11 notify his/her de~artment head or
o t he I" Immediate superlo" officer as soon as pOSSIble but In any
event In accordance WI t h deoartment ..ules. and regulations.
E. Cur..ent employees. sha 11 make a selection of option as
desc"lbed below no later than June 1 , 198'7; future hires sha II
make their selection at the time they fl..st become eligible to
select pa\Joff.
(1) Emoloyees covered herein have two optional sick leave
programs to choose from. Because the chOice IS one-time and
Irrevocable employees should carefully conSider their long and
short term needs In arriVing at a chOice. The two programs are
as fa I lows:
a) . Prog..am I - the employee has the annual option to
be paid for certain unused Sick leave on the terms
noted below or to "bank" unused Sick I eave to a
maximum accumulation of one-hundred-thlrty days (130) .
Payment at the employee's base salary for the fiscal
year during which the Sick leave was earned but not
used, excluding any speCial assignment or bonus pay,
sha II be made only to employees on the payro II as of
June 30 of that fIscal year. To qua II fy for payment an
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emp loyee must have a SIck leave "bank" of 12 days.
Fo r the purooses of thIs sect lon, "bank" shall mean
SIck leave earned In prIor years and reoorted In the
"SICK Leave Balance Brought Forward from Prior
Contract Year" column of the "VacatIon, SIck Leave and
Compensatory TIme" report Issued bv the FInance
Department at the begInnIng of the fIscal year durIng
whIch payable SIck leave IS earned.
Annual SIck I e a va payoffs under thIS sectIon for
emp loyees WIth less than ten (10 ) years of serVIce,
shall be made accordIng to the following schedule:
SIck Leave Days Used SIck Leave Days Payable
In the FIscal Year At FISCElI Year End
0 6
1 '}
2 4
3 3
4 2
'5 1
6 or more 0
Annual SIck leave pavoffs under thIS sectIon for
emo loyees WI t h ten (10 ) or more years of serVIce sha 11
be made accordIng to the follOWIng schedule:
Sick Leave Days Used SIck Leave Davs Pavable
In the FIscal Year At FIscal Year End
0 12
1 11
2 10
3 9
4 8
'} 7
6 6
7 '}
8 4
9 3
10 2
11 1
12 or more 0
I t IS mu t u a 11 y acknowledged by the partIes that the
use of Code 40 or other tIme off not approprIately
5cheduled In advance WIll dIsqualIfy an employee from
ellglbl)Ity fo r payment under thIS sectIon.
SIck leave for whIch payoff IS receIved shall be
conSIdered uusedll In that 1 t WIll not be added to the
"bank" (or If added to the "bank" pr lor to the payo ff
date sha 11 be removed from the "bank"),
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The Flrst such pa')ment sha II occur on or about July 1,
1986, for slck leave earned but not used du r 1 n9 FIscal
Year 198~-86.
b) Program I I - The emoloyee has no ootlon for pay
fo r unused sIck leave and "banks" unused slck leave
WI th no I1ml t or maXlmum accumulatlon.
42. Uroent Personal Lel'lve
One (1) dav of leave each flscal year may be used for urgent
personal matters that could not be postponed to a subsequent
tIme. Thls leave shall be charged agalnst accrued Sick leave.
ThiS leave sha II be granted In un 1 t s of not less than two (2 )
hours, and only 1 F accrued SIck leave IS available. The
superVIsor of the employee making the request may deny the same
If he/she determines that such time oFF IS not necessary for an
uraent personal matter whIch could not be postponed to a
subsequent time, sub)ect to the rlqht of the employee to
cha 11 enae saId den l1'1I through the Grievance Procedure. ThIS leave
sha 11 not be accruable from year to year 1 f not used In any given
year.
43. Bereavement Leave
Bereavement Lea've of not more than flve worklng da,-)s with pa\)
sha 11 be prO')1 ded for absence from dutu due to the death of a
member of the emoloyee's Immedlate family, meaning spouse, ch lid,
brother, Sister, parent, parent-In-law, son-In-law,
dauQhter-ln-li:lw, step-pi:lrent, step-brother, step-slster,
grandparent, grandeh lid, or an>) other relatIve llvlng In the same
household.
44. Military Leave
The CI ty wlll observe the mIlItary leave reqUIrements of State
and Federal 1 aL-J.
4~. Jury Duty
An'" ellloloyee covered hereIn, when duly ca lied to serve on any
JU ry sha 11 receive the reoular base compensatIon less all Jury
fees recelved excludlng mileage for the t 1 me requlred to be spent
under the Jurlsdlctlon of the court prOVIded than an Indlvldual
emoloyee WI II be so paid for Jury service no more than once every
three years and sha 11 make every effort to cooperate WIth any
request by the Department Head to request a delay In Jury serVIce
to accomodate Important department work In progress. Each
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. .
employee receiving a notice to report for Jury serVice shall
Immediately notify his/her Immediate supervisor.
Whenever da 1 Iy Jury duty scheduling permits, employees shall
return to their regular da lly Job assignment to complete their
reqular da Ily work hours.
Proof of Jury service may be required before compensa t Ion made
under thiS SectIon.
46. Workers Comoensatlon Leave
Any employee co',;e red hereIn who IS receiVIng disability payments
under the "Worker's Compensation Act of California" (for
on-the-Job InJuries sustained wh I Ie engaged In the performance of
the dutIes of any such POSition) shall receive from the City
during the first sixty (60) davs of such disabIlIty absence,
pavments In an amO'-lnt equal to the difference between the
disabIlity payments receIved under the Wo r k el'" s Compensation Act
and the employee's full salary. Such pa\men t S by the City sha 11
be made WIthout anv deduction from accrued Sick leave benefits.
The CI ty' s obligation to make such payments sha 11 not commence
un t I I the third day of such dlsablllty absence.
47. Time Off for ASSOCIation BUSiness
Authorized ASSOCiation representatives sha II be allowed to
ut1l1ze a total of forty (40) hours of time off with pav dur In9
each calendar year to conduct necessary ASSOCiation bUSiness,
These 40 hours pe 1" annum represent the agaregate maXImum use for
all authorized reoresentatlves of the A:S5oclatlon per annum, as
opposed to 40 hours per reoresentatlve per annum. Prior to such
usaqe, authorized ASSOCiation representlltlves must receive prIor
permiSSion from the apoolntlng authority, or deSignee, In
writing. All such time off shall be reported by said Assoclatlon
representative, to the Per50nnel Director fo r accounting
purposes.
48. Leave of Absence Without Pay
An employee covered herein may be granted a leave of absence
WI thout pay upon aoollcatlon approved by the Department Head and
the Cl tv Manager. Such leave mav not exceed one year's tIme.
Upon eXOlratlon of the lea'Je, the employee shall be reinstated to
the pOSition held before the leave was granted. Such leave sha II
be granted only ln those cases where an employee's record of
service and qualificatIons make 1 t deSirable for the CI ty to
retain his/her services even at the co:st of some Inconvenience to
the C 1 ty.
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49. Parental Leave
Emoloyees who demonstrate that they have primary responsibility
for the care of a new chIld, shall be entitled to a 1 eave of
absence totallIng four months ImmedIately fa llowlng the child's
bIrth or adoptIon and sha 11 be returned to the same II ne- I t em
position occupIed prior to the 1 eave upon ItS eXpIration. Paid
vacation 1 eave, and Sick leave If apollcable, as we 11 as unpaid
leave sha 11 be counted toward the four month total. AddItional
leave may be requested under the prOVISions of SectIon 48 of thiS
MOU.
'70. Salaries
Salaries of permanent employees covered herein sha 11 be on a
monthly rate, paid on a biweekly eqUivalent baSIS. In lIeu of
the blweeklv eoulvalent to a monthly rate, the CI ty Manager may
fiX the comoensatIon of any pOSItion at an hourly rate. In
pOSitions for which the work week IS forty (4LJJ hours, the hourly
eoulvalent sha 11 be determIned by diViding the bIweekly rate by
80.
A. Effective Januay 1, 198<;;, the E-step salarIes of employees
covered hereIn sha II be Increased bv 51'< and four tenths
percent (6.<+%).
B. Effective Julv 1, 1985, the E-step salaries of employees
covere-d hereIn sha II be Increased by three percent (3%) .
C. Effective January 1, 1986, the E-step salaries of employees
covered hereIn sha 11 be Increased by seven percent (7") .
D. Effective July 1, 1986, the llEI! step salaries of employees
covered herein shall be Increased by two percent (2%).
E. Effective January 1, 1987, the IIEll step salaries of employees
covered herein sha II be adlusted by the percentage Increase
In the reVIsed Consumer Price Index fo I' Urban Wage Earners
and Clerical Workers, 1967 = 100 fo I' Los Angeles, Long Beach,
Anaheim Me t I' 0 P 0 11 tan Area published by the Deoartment of
Labor Bureau of Labor StatistiCS; prOVided, however, saId
percentage Increase sh all not be les5 than SIX percent (6% )
nor greater than nine percent (9%) . Said percentage shall be
computed on Consumer Price Index for October 1986 compared
wIth October 198'5.
'71. Ad]ustment5 to SpeCified ClaSSifications
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. .
Effective July 1. 1985, the IIE'I Steo salarIes of the
clasSificatIons 1 1st ed below sha II be aCllusted Cl5 IndlcClted
follOWing the lncreClse called for In Section '50B, abo'}e:
Staff ASSistant I 7% Communlcatlons lJperCltor I 5%
StClff ASSistant I I 7.5% CommunlcCltlons OperCltor I I 6%
StClff AS5IstClnt I I I 8% AdmInIstratlve Anal~st '5%
Staff ASSIstant III 8.5% Sr. AdmIn. Analvst 4.%
Admin. Staff Asst 9% Transcription Typist 7%
Fiscal St a ff Asst I 7% Trans. Typist Trainee 7%
Fiscal StClff Asst I I 7% Data Entry Operator 7%
PClrkIng Checker 10% Cashier Clerk 17%
Acctg. Clerk II 7% Accountant 7%
ParkIno Struct. Grd. 10% Asst Planner 5%
Assoc. Planner 5% Nu t I' I t Ion Prog DrIver 5%
8u~er '5% Youth SVC5 Counse 1101' ?%
Domes. UIO!. [ouns. 5% Asst Dom UIO [ounsl. 5%
Personnel Analyst 4% Ja 11 e r 3%
Data entl elk/Lib 7%
EffectIve January 1, 1985 the HEll step salary of Data Entry
Operator she; 11 be made equal to Data Control Clerk/LIbrarian, 50
that after the 6.4% Increase prOVIded for In Sectlon 40A the
salaries sha II be Identical.
'32. 51< I II Pav
The folloWlno prOVISIons eXist for added payment for speclal work
aSSIQnments:
A. Effectlve January 1, 19B5, C1 vll EngIneerlng ASSIstants,
Assoclates, Plan Check EnoIneers and Fire PreventIon
EngIneers receIve an addItional $165.00 per month above theIr
base rate 1 I' thev recelve offlclal regI5tratIon by the State
of CalIfornia. Such reqIstratlon must be maintaIned by the
employees and suoplemented by reqular, at leest annual,
courses In the engineering fIeld of study, or the bonus W I II
be stopped as of July 1 of the next fIscal year. Courses
which WIll enable the emoloyee to meet thIS requirement are
subJect to TUItion Re 1 mbu rsemen t .
8. Su lId I n 9 Inspectors, Senior BUIlding and HOUSIng Inspectors,
Senlor Electrlcal Inspectors, SenIor MechanIcal Insoectors,
and SenIor PlumbIng Inspectors, recelve an addItional $'70.00
per month I f thev recelve an InternatIonal Conference of
BUIldIng OfflclClls certIfIcate as a combination Inspector.
SenIor ElectrIcal Insoectors, SenIor Mechanical Inspectors
and SenIor PlumbIng Inspectors receive an additIonal $2'5.00
per month If thev receIve a certIfIcate In theIr speCIalty
from the ICBO. Emoloyees receIVIng such certIfIcatIon must
maintain certifIcation to contInue to qualify 1'0 r the bonus.
Such traIning or courses are subject to TUitIon
ReImbursement.
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. .
,
C. Whenever the Pu b 1 I C Works Inspector IS reoulred to scuba dive
In the course of assigned duties a sk 1 11 bonus of $4'5.00 per
month shall be paid for any month dUrlnq which the emoloyee
has performed such diVing. ThiS benefit IS payable only If
annual rece'rtlflcatlon IS attained and If the employee has
been assigned to scuba dive.
D. A Supervisory differential of 2.7% sha 11 be paid to employees
who are aSSigned to regularly supervise other employees In
the same Job claSSification and who are not covered under the
terms of Sect Ion '53 or 54 herein.
E. Where shorthand IS determined to be a bonaflde requirement of
a position In the Staff ASSistant Job Set'les, an additional
$'50.00 per month sha 11 be Included In the compensation of the
Individual who holds the position and can take dictation at
7'5 words per minute. Recertification of thiS shorthend sk III
mav be reoulred from time to time through exemlnatlon
edmlnlstered bv the Personnel Deoartment.
F. An employee occupYing the classlflcetlon of St e ff ASSistant
I . St e ff Asslstent I I . Steff ASSistant I I I , St a ff Asslstent
I U. Admlnlstretlve Steff Asslstent or Transcription TYPist
whose typing speed exceeds thet reaulred fa r the position by
20 words per minute or more sha 11 receive !In additional
$2:>.00 per month. Recertification of this SK I 11 mey be
reqUired from time to time through examination administered
b\-, the Personnel Depertment.
G. Qualified eMPloyees who meet the criteria set forth herein
sha 11 receive a bilingual sk I 11 pay of $'50 per month. To
receive bilingual pay the fo llowlng criteria must be met:
(1) The emD loyee must be esslgned to speak or translate a
language In eddltlon to Eng 11 sh . ThIS mev Include speCialized
CommU'11catlon s",1I1s "5uch as SIgn ianguaae.
(2 ) An employee must regularly utilIze suclo skIlls during
the course of theIr duties or upon request of CI ty
manaoement.
0) To become quallfled, an employee must be certified as
qual1fled throLJgh examination admInistered by the Personnel
Department.
An employee who has not been certified and quellfled and IS
not receiving b Il1ngua 1 sk 1 11 pay will not be reqwlred to
ut I llze thiS skill except In en emergency Situation.
If, during the term of thIS agreement, a higher bilingual pay
15 prOVided by the City CounCil to any other ba r-gal n lrlg un It,
employees covered herein sha 11 receive the hIgher rate.
H. Fire Prevent Ion Inspectors who attain State FIre Marshall
Certification as a Fire Prevention Officer shall receIve an
additional $2'5.00 per month.
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53. Pa') For- Ser-vlng In Higher- Job Classification
When, In the determination of the deoar-tment head, It IS
necessary to specifically assign an employee the slonlFlcant
duties and r-esoonslbllltles of a higher- classifIcation, the
emalayes so assigned sha 11 be compensated as fo 11 OWS:
A. If the assignment IS tempor-ar-y due to the va(:atlon, Sick
leave or other- temoorary absence of the employee In the
higher classIfIcation, the emoloyee t e mo 0 r- a r- I 1 Y aSSIgned
sha 11 be paid at the r-ate of seven t y fIve (75) cents per hour
for- all such hours aSSigned after the employee works a
minimum of two (2 ) consecutive work davs In the hlqher
clasSificatIon assignment, WI th payment retr-oactlve to the
flr-st day. The City, shall not rotate employee5 In and out
of higher pOSition clas51flcat Ion assignments In order to
aVOId paYing said compensation.
B. If the POSition to be fill ed IS vacant and there IS no va II d
eligible list for the claSSification, the DepClrtment Head, If
he/she has Initiated procedures to fIll the vacancy on a
permanent baSIS, may assIgn an employee who meets the minimum
qualIfications of the vacant position to fIll that pOSitIon
on a tempor-ary deta 11 (actIng) baSIS. Th'3 emoloyee sha II
receIve the salary rate fo r the vacant claSSification, at the
lowest salary step which prOVides an Increase of at least 5%
over hl;;;/her current rate of salary. If an eltglble list
eXists for the vacant pOSition , the Department Head sha 11
apoolnt an employee from the eligible list at the ear Ilest
pOSSible date, and the prOVISions of thiS paragraph shall be
applIcable to the employee aSSigned to cover the vacdncy In
any Interim oerlod.
C. An employee speCifIcally aSSigned to perform the dutIes and
responsl b I II ties of a higher claSSification may, after twenty
working days, choose to return to the original clasSlflcotlon
prOVided that another qualified employee 15 ava Ilab Ie to
serve In the higher classlflcot Ion.
NothIng In thiS sectIon sha 1 I require the CI t y to make temporary
aSSI9nrnents of employees.
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'54. Pay For TrainIng
An employee co'.'ered herein who is specifically aSSigned by the
suoerVisor to train a new employee In the rules, regulations and
procedures of the Department and the duties of the new employee's
position, who mav be expected to communicate the new employee's
progress to the suoervisor, sha II receive Training Bonus of
$.l50/hour for each hour worked wh ile 50 aSSIgned provIded that
the employee's claSSification specification does not reference
traInIng or superVisIon as responsibilIties. I t is not the
CIty'S intention to avoid payment of th us bonus where
appropriate; hOvJever. the bonus does not apply to informal
"mentor" relationships which may evolve between veteran and new
employees or to an Isolated request to orIent a new employee to a
pIece of eqUloment or a procedure where the task can be
accomplished In a day or less.
'?'5. Night DIfferential Pay
Effective January 1, 1985, shIft differentials sha I I be as
follows:
A. ThIrty cents per hour ($.30) for a Ii hours worked on the
shift for employees whose regular schedule reqUires that the
emoloyee work at least four hours between 4:01) p. m. and 12:00
Midnight, subject to C, D and E below.
8. Forty-five cents per hOllr ($.4'; ) for a II hours worked on a
shift for employees whose reglllar schedule reqllires the employee
to work at least four hours between 12:00 MIdnIght and 7:00 a ,10. ,
subject to C, D and E below.
C. If any employee qualifies under both A and B above, prOViSion
B sha 11 prevail.
D. Shift differentials are not app Ii cab 1 e when scheduled hours
are compensated as overtime.
E. Shift differentials are not applicable when the employee 15
workIng the above hours as part of a "spiit shift." " Sp lit
shIft" is defIned as: a sh i ft of eight (8 -' or more hours in a
Single dalJ, sE'parated bv a break 01' at least three (J )
non-working hours durIng the shift. S'..Ich emoloyees sha II be paId
the applicable sh i ft differential, establ1shed in A or B above,
only for the hours actually worked on that sh If t.
F. If, during the term of thiS agreement, a higher night sh i f t
differential i5 prOVIded by the Cl ty CounCil to any other
bargaining un it} employees covered herein sha 11 receive the
hi9her rate.
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. .
56. Ca II Back Pay
Effective January 1, 1985, should the C It,>, ca 11 back any
f u 1 1- t I me emoloyee covered herein before or after his/her normal
worKlnc;z hours to perForm work, the Cl tv shall pay not less than a
minimum of three hours of pay, regardless of time actually worked
as a result of being ca lIed back to work to perForm services for
the City.
<;;7. Uniform Allowance
A. Employees covered herein, If required to wear a uniform and
5uih un 1 I' o I'm IS not furnished bv the City, shall receive a
monthly urllform allowance of $4iJ.OO, and sha 11 provide and
wear at all times while on duty the uniform prescribed by
their resoectlve Department Heads.
B. Upon request the City aarees to Furnish and maintain
coveralls to those emoloyees who are reoulred to do work that
may cause damaqe to thelr oarsonal clothing.
C. Except as provided In CA) abo'.;e, the City will prOVide and
malntaln anv req'~ I red unlform and emoloyees shall be required
to wear such uniforms i3t :11 1 t I me s wh I I e on duty.
UniForm speCifications for err,o loyees currently co'.'ered by thiS
section will not be char.oed during the term of thiS MOll except by
mutual consent of the Dartles~
58. MIleage ReImbursement
Reimbursement to emDloyees fe r authorIzed use of personal
automobIles on Cl ty bUSIness sha 11 be at the rate establIshed by
the Cl ty Counc 1 I .
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. . . .
IN W [TNESS WHEREOF, the partles hereto ha'~e caused this
Memorandwm of Understanding to be executed this dElte:
, 1985.
Bargaining Commlttee: City of Santa Monlca
.
Frances M. Alcala John Ja II II
City Manager
Laura Bryson
Sherla Cooper
Marsha Eubanks
Andrew Howe
Lynda Jackson
Barbara Renterls
SylVia F. Sutherland
Rene Talbott
APPROVED AS TO FORM:
Annette J. Wozniak
~~.:o--
ROBERT'M. MiERS
Paul Worthman, Consultant City Attorney
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. . .
EXHIBIT A
Accountant JaIler
Accounting Clerk II License Inspector
Administrative Analyst Messenger Clerk
Adrnin~strat~ve Staff Ass~stant NOIse Abatement Officer
ASSOCIate Planner Nutr~tion Program Dr~ver
Ass~stant Domestic V~olence Counsellor Park~ng Structure Attendant
ASSIstant Planner Parking Checker
Aud~torium Bus~ness SuperVIsor Personnel Analyst
BUIldIng Inspector Personnel SpecI~l~st
Buyer Plan Check Eng~neer
Buyer TraInee Rangemaster (Pol~ce Range/Supply 3pec~allst
Cashier Clerk Recreat~on Leader
Ch~ef of Survey Party RecreatLon Spec~alLst
c~vil EngineerIng ASSOCIate Sen~or AdmLnistrative Analyst*
CiVLl EngLneerlng Assistant SenLor BuildIng & Hous~ng Inspector
Clv~l Englneerlng Draft~ng Techn~clan Senlor Crosslng Guard
Commun~ty Serv~ces Off~cer Senlor Electrlcal Inspector
Co~~unlcat~ons Operator I SenIor Mechan~cal Inspector
Corrununlcatl.ons Operator II Senior PlurnbLng Inspector
CrIme Preventl.on CoordInator SenLor Publl.c Works Inspector
Data Control Clerk Senlor Survey TechnICIan
Data Entry Operator Staff Ass~stant to Clty Manager
DomestIC VIolence Counsellor Street Inspector
Dupllcatlng Machlne Operator Staff ASSlstant I (Except Those
EDP EquLpment Operator ASSlgned to the Library1
EDP JunIor prograrruner Staff' ASSIstant II (Except Those
ASSIgned to the LLbrary)
EDP Programmer Analyst Staff AssLstant III (Except Those
EDP progranuner Assigned to the Library)
EngIneerIng Aide Staff ASSIstant IV (Except Those
Fl.re PreventIon EngIneer Ass~gned to the Library)
Flre Preventlon Inspector Survey Instrument TechnICIan
Fire Safety SpecLallst Survey TechnlcLan
FIscal Staff ASSIstant I Systems Analyst
Flscal Staff Assistant II TransportatIon Program Speclal~st
TraInee
Housing Rehabllitatlon Speciallst Transportation Program Speclalist
IdentifIcation Techniclan
- 36 -
. . .
.
EXHIBIT A
(contlnued)
Transcrlber TYPlst
Transcriber TypIst Trainee
Warehouse Worker
Water Chemist
Youth Services Counsellor
Zonlng Inspector
.
* Except those assigned to Management Team Associates and
ExecutIve Pay Plan.
- 37 -
.J..I"'lo..l..~"""~. _
. . 4IIITY OF SANT~ MONICA .
ERFORMANCE APPRAISAL
. EMPLOYEE'S PRE-INTERVIEW WORKSHEET
JOB CQ:t\TENT
l. Do you ha\e a clear understandIng of your current responsiblhtJes and
authonhes? Yes No
- -
2. In what \\ 2}' s, if any, should your posltion be structured dlfferently?
3. What do you like most ab01.:t your Job?
JOB ACHlE\'E1IT:\TS A:\D PHOBLE~1S
1. What \\ ere :l our maJO r performance achievements since your last renew?
.
2. Wh:;t are t1Je major existil:g job problems? Why were certain estabhshed
ob)cctncs not met?
.
--
3. \Yhat are 50ur SlJ;;;?st,ons fcr 1111pron.!l;: the abo\'e problem{s)?
CAREER DEVELOP~E!,T OBJECTIVES
.
ASSISTANCE TRAINING/
DESIRED EDUCATIO~
OBJECTIVE TIMETABLE FROH SUPERVISOR NEEDED
- 3 -
. ~ . .
" . CITY OF SANTA MONICA
PERFORMANCE RATING
Employee Job Class Dept/D~v~sion Rat~ng Perio.c:::
1. List below the significant responsibilities and duties of the job, rate
the employees' performance of each respons~bility/duty durIng the rat~ng
perIod and provIde speclflc examples of actlons that support ratlngs that
are less than satisfactory:
Not Below Atove Out
Responsib~l~ty/Duty Comments Acceptable Satisfactory Satisfactory Average tanC
,
.
.
- 39 -
~ . . .
.. ~
II. Refer to each job obJect~ve set during the prior rating period and
comment on progress toward accomplish~ng the objectives:
PROGRESS REPORT
OBJECTIVE EMPUJYEE' S RESPCNSffiILITY SUPERlJISOR 'S RESPCNSmILIT..
.
.
III. Overall Rat~ng for Current PerIod
Not BelOVl lW:Jve
Acceptable 0 Satisfactory 0 Satisfactory n Average n Outstand:mg n
For probatlonary employees only: Wlll this employee pass probatlon If
he/she continues to perform at the present level? Yes L-l No n
.
For end of probatlon only: I do n Do not I.l recommend permanent
status for this employee.
Department Head
Date
- 40 -
!. · . CITY OF SANT~ MONICA .
;:f: ~~ PERFORNfu~CE APPRAISAL
EMPLOYEE'S PRE-INTERVIEW WORKSHEET
JOB CO~TE]\T
1. Do you ha\"e a clear understandmg of Jour current responslolhtJes and
authorlties? Yes _ No_
2. In what ways, if an}, should you r pOSltlon be structured dIfferently?
3. What do you like most abot.:t your Job?
JOB ACHIE\'E~IT~TS A~';:D PHOBLEillS . -
1. What \\ ere J our major perform:::.nce achlevements since )'0:11' last re\l.ew?
2. ''''hat are the major ehIsting Job problems? Why were certain estabhshed
Ob)CC.tI" cc; not met?
.
.
3. Wh:;.t are your 5L;g(>stlon~ fer ln1prOY1"'l7, the aooyc probll?!!1 \5) .,
CAREER DEVELOPME!~T OBJECTIVES
.
ASSISTANCE TRAINING/
DESIRED EDUCATIOK
OBJECTIVE TIMETABLE FROM SUPERVISOR NEEDED
- 42 -
., ., . ~
~
IV. Document below the job obJectives and any related training and education
needed to accomplish these ob]ect~ves for the next rat~ng period,
indLcating timetables and the responslbil~t1es of the employee and the
superV1sor in regard to each obJect~ve:
EMPLOYEE SUPERVISOR
OBJECTIVE TIMETABLE RESPONSIBILITY RESPOXSIBILIT
,
.
.
V. Employee Comments:
.
This rat~ng has been discussed wIth me.
Hy signature does not necessarIly indI-
cate agreement WIth the ratIng.
Employee Slgnature Date SuperVLsor's SIgnature Date
- 41 -