R-6504
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RESOLUTION NO. 6504(CCS)
(Clty Council Serles)
A RESOLUTION OF THE CITY COUNCIL OF THE CITY
OF SANTA MONICA AUTHORIZING THE CITY MANAGER
TO EXECUTE A MEMORANDUM OF UNDERSTANDING
BETWEEN THE CITY OF SANTA MONICA AND THE
SUPERVISORY TEAM ASSOCIATES,(STA/MEA)
WHEREAS, Sectlon 2.06 of Ordinance 801 (CCS) of the City of Santa
Monlca requires preparatlon of a written memorandum of
understanding between the administratlon and recognized employee
a s so cia t ion s i fan a g r e em e n t can b ere a c he d; and
WHEREAS, Section 2.06 of Ordinance 801 (CCS) of the City of Santa
Monica further provides that any such memorandum of understanding
shall not be binding unless and until presented to the governing
body for de term i n a t ion; and
WHEREAS, the purpose of this memorandum of understanding is to
promote and provide harmonious relations, cooperation and
understanding between the City and members of the SUPERVISORY
TEAM ASSOCIATES,(STAjMEA);
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF SANTA MONICA DOES
RESOLVE AS FOLLOWS:
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SECTION 1: The City Council does hereby approve and authorize the
City Manager to execute the memorandum of understanding executed
by
the
representative
of
the
SUPERVISORY
TEAM
ASSOCIATES,(STAjMEA). 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:
n.mwt '-. (r-
ei ty Attorney
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ADOPTED AND APPROVED THIS
22nd
DAY
OF June
, 1982.
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I HEREBY CERTIFY THAT THE FOREGOING RESOLUTION
NO. 6504(CCS) _WAS DULY ADOPTED BY THE CITY COUNCIL OF THE
CITY OF SANTA MONICA AT A MEETING THEREOF HELD ON
June 22
t 1982 BY THE FOllOWING COUNCIL VOTE:
AYES:
COUNCILMEMBERS: Conn} JennIngs} Press, Zane and
Mayor Yannatta Goldway
NOES:
cOUNCILMEMBERS: None
ABSENT:
CoUNCILMEMBERS: Edwards and Reed
ABSTAIN:
COUNCILMEMBERS: ~one
ATTEST:
(/ / L) } 1 (' l; r1~
~1UJI ~ I" ~ ) r, t.fA
'- CITY CLERK ~rI
~
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MEMORANDUM OF UNDERSTANDING
BETWEEN
CITY OF SANTA MONICA. CALIFORNIA
AND
SUPERVISORY TEAM ASSOCIATES
MUNICIPAL EMPLOYEES ASSOCIATION
(STA/MEA)
SECTION
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
14.
15.
16.
17.
18.
19.
20.
2l.
22.
23.
24.
25.
26.
27.
28.
29.
3 O.
31.
32.
33.
34.
35.
36.
37.
38.
39.
40.
41.
42.
43.
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TABLE OF CONTENTS
Parties to Memorandum.............................
City Co un c i 1 Ap pro val. . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Full Understanding. Modlflcation and Walver.......
Pu rpo 5 e. . . . . . . .. . . .. . .. . .. . . .. . . . . . . . . . . .. . . . .. .. " .. . . . .. " , .
Recognized Employee Association Name..............
Scope of Representation...........................
Management Rlghts Reserved........................
Validity of Memorandum of Understandlng...........
Pay r 011 0 e due t ; on s. . .. .. . . . .. .. . . III .. " . . . . .. . . .. .. . .. . . . . .. . .
De f 1 nit ion s. . . . .. . . . . .. .. . . . " . . .. . .. " . . . . .. . . . . . .. . . . .. .. . .
Eq u alE mp 1 oyme nt.. .. .. . . .. .. .. . " .. .. .. . .. " . . . . . .. . . . .. . . . . .. .. .. ..
Safety and Loss Prevention........................
Captions for Convenlence..........................
Reasonable Notice.................................
E f f e c t 0 f Job Per form a n ceo n Sa 1 a r y . . . . . . . . . . . . . . .
Effective Date of Pay Increase....................
V-Rat in g.. .. . . . . .. .. . .. " .. . .. . .. .. .. .. . .. . . . .. . . .. . . .. .. . .. .. . . . " .. . ..
Ove rt ime. .. .."... "..........,....................... ..."..........."....
R e t ; rem e n t.. . . .. .. .. .. .. .. . . .. .. . .. .. .. .. .. .. .. .. " . .. . . . . . . . . . . . .. .. .. ..
P aid H 01 i day s . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . II . . . . . .
Vac at i on Leave.........................................
S; c k Leave............................................
Leave of Absence Without Pay......................
M,l ; t a ry Le a ve. . .. . . . . . . . . .. . . . .. . . . .. . . .. . . . . . .. .. . . . . . .
Un i for m Allow an c e. . . . . . . . . . . . . . . .. . . . . . . . . . . . . . . . .. .
Jury Duty...................................................
Tuition Reimbursement.............................
Mileage Reimbursement and Energy Conservation.....
P r orno t ion alP ay Rat e . . . .. .. . . . . . . . . .. . . . . . .. .. . . . . . . . .. ..
Supervisory Differential..........................
Grievance and Complaint Policy....................
Pea c e f u 1 Per form a n ceo f C 1 t y S e r v ice. . . . . . . . . . . . . .
Supervi sorial Bonus............................................
Deferred Compensation.............................
Mat ern i ty Le a ve. .. . .. .. . . .. . . . .. . . . . . .. . . . .. . . .. . . . . .. . . . . ..
Res erved.. .. .. . .. . .. .. .. . . .. .. .. . . . . .. .. .. . .. . . . . . . . . .. . .. . . . . . . . ..
Performance Incentive Plan........................
Medical and Dental Insurance......................
Unit Composltlon - AD HOC Committee...............
C all - B a c k Pay..........................................
Term 0 fAg r e em e n t.. . . .. .. .. .. .. .. . . . . . .. .. .. .. .. . .. .. .. .. .. .. .. . . .. . .. .
Individual AdJustments............................
Sa 1 a r i e 5 . . .. . . . . . . .. . .. . . . . . . . . .. .. . . . . . . . .. .. . .. . . . . . . . , ..
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1. Parties to Memorandum.
This memorandum of understanding has been prepared pursuant to the
terms of Ordinance 801 (CCS) of the City of Santa Monica) which
Ordinance IS hereby Incorporated by reference as if fully set
forth herein) and has been executed by the City Manager on behalf
of management officials of the City and by the Supervisory Team
Associates/Municipal Employees AssociatIon (STA/MEA)) and on
behalf of employees OCCUPYIng the line-Item full-tIme employment
position classificatIons set forth In Exhibit A which IS attached
hereto and made a part hereof.
From time to time) additional positIons may be included under the
terms of this MOUt provided that the Ad Hoc Committee referred to
in Section 39 finds those positions to be appropriately within the
STA Unit CompositIon standards and that the Municipal Employee
RelatIons OffTcer fInds that their Inclusion is not inappropriate
under the terms of OrdInance 801 (CCS). Such addItIons shall be
agreed upon in writIng and WIll become effectIve upon execution by
the President of STA and the Municipal Employee Relations Officer.
2. City Council Approval.
This MOU IS of no force or effect
ratified and approved by resolutIon
CounCIl of the City of Santa Monica.
whatsoever unless or until
duly adopted by the City
3. Full Understandingt ModifIcation and WaIver.
The parties agree that each has had full and unrestricted right
and opportunIty to maket advance, and discuss all matters properly
within the scope of representatIon as outlined in Section 2.05 of
Ordinance 801 (CCS). This MOU constitutes the full and complete
agreement of the parties and there are no otherst oral or wrItten,
except as specifIed in thIS agreement. The parties are not bound
by any past practices or understandings of either party unless
such past practices or understandings are specifically stated in
thIS MOU except that prOVIsions or conditions not specifically
changed in thIS or previous MOUls shall be as prescribed by the
civil service provisions of the Santa Monica City Charter and the
Santa MonIca MunIcipal Code. Each party, for the term of thIS
MOU, specifically waives the right to demand or petition for
changes herein, whether or not the subJects were known to the
partIes at the tIme of executIon hereof as proper subJects withIn
the scope of representatIon as outlIned in Section 2.05 of
Ordinance 801 (CCS).
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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 resolv1ng differences which may
arise under this memorandum, and to set forth the full agreements
of the part1es reached as a result of meeting and conferring in
good faith regarding matters w1thin the scope of representat10n
for employees represented by STA/MEA.
5. Recogn1zed Employee Associat1on Name.
The STA/MEA is hereby acknowledged as the Recognized Employee
Organization representing only the permanent line-item employment
position class1fications set forth in Exhibit A (Wh1Ch is attached
hereto and made a part hereof) pursuant to Section 3.04 (c) of
Ordinance 801 (CCS). It is the mutual understanding of the
parties hereto that acknowledgement of the STA/MEA as the
recognized employee organization:
A. Does not preclude employees in such employment position
classifications from representing themselves individually 1n
their employment relat10ns with the City.
B.
Does not
officials
empl cyment
employment
preclude or restr1ct the right of management
to meet and consult with employees in such
posit1on classifications concerning the1r
relations with the C1ty.
6. Scope of Representation.
The scope of representation of the recognized employee
organization shall include all matters relating to employment
cond1tions and employer-employee relations including) but not
lim1ted to, wages, hours) and other terms and conditions of
employment, except, however, that the scope of representation
shall not include consideration of the merlts, necessity, or
organization of any service or actlvity provided by law or
executive order and that the scope of representation shall be
exercised or performed in compl1ance with the provisions of
Ordinance 801 (CCS).
7. Management Rights Reserved.
The City retains all rights not specifically delegated by this
agreement. including, but not limited to. the exclusive right to:
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A. Direct, supervise, hire, promote, suspend, discipline,
d1scharge, transfer, assign, schedule, and retain employees.
B. Rel1eve employees from duties because of lack of work or
funds, or under condit1ons where continued work would be
1nefficient or nonproductive.
C. Determine services to be rendered, operations to be performed,
utilization of technology, and overall budgetary matters.
D. Determine the appropriate Job classTfications and personnel by
which government operations are to be conducted.
E. Determine the overall mission of the unit of government.
F. Ma1ntain and 1mprove the effic1ency and effectiveness of
government operations.
G. Take any necessary actions to carry out the mission of an
agency in situat10ns of emergency.
H. Take whatever other actions may be necessary to carry out the
w1shes of the public not otherw1se specified above or by
collective agreement.
8. Val1dity of Memorandum of Understanding.
If any provision of this MOU is determined to be 1nvalid or
illegal by a court of competent jurisdiction, then such provision
shall be severed from this MOU, but the remainder hereof shall
remain in full force and effect. The part1es hereto shall
immediately commence to negotiate for the purpose of replacing any
such inval1d or illegal provision.
Should any change be made in any Federal or State law, or in any
rules and regulations implementing such legislat1on, or 1n any
City Charter provision or Santa Mon1ca Municipal Coode provision
Wh1Ch would be applicable and contrary to any provision herein
contained, then such prov1sion of this MOU shall be automatically
terminated, but the remainder of this MOU shall remain in full
force and effect. Such legislat10n and/or rules and regulations
shall supersede this MOU and appl icable clauses shall be
subst1tuted for those ruled inval1d or illegal. The part1es
hereto shall immediately commence to negotiate for the purpose of
replac1ng any such invlaid or 1llegal provision.
9. Payroll Deductions.
It is mutually understood and agreed that the C1ty will, subJect
to the provisions of Ordiance 801 (CCS) and during the term of
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this MOU, deduct monthly and remit to the office or officer
designated in the employee payroll deduction authorization
recognized employee organization dues, credit union investments or
payments, health and hospitalization insurance premiums, and life
and accident insurance premiums. Any or all of such payroll
deductlons are subJect to terminated by the City Manager upon
twenty-four (24) hours notlce for fallure to comply wlth the
provislons of this MOU.
10. Definitions.
The following definltlons are to be applied in the interpretation
of this MOU:
A. "Salary Range" shall mean the normal five step (A through E)
hourly or monthly pay scale (and the bl-weekly equivalent)
assigned to each employment position classification within the
City work force, based upon the followlng amounts of service in
the position:
Step
A
B
C
D
E
During first year
During second year
During third year
During fourth year
After fourth year
The above range progresslon shall be subject in all cases to the
provisions of Article 15 herein.
B. "Salary Range Steps A through E" for each employment position
classif1catlon within the City work force shall mean and be
established to bear the followlng percentage relationship to
Salary Range Step E computed to the nearest dollar.
Step A - 81% of Step E
Step B - 85% of Step E
Step C - 90% of Step E
Step D - 95% of Step E
Step E - 100%
C. "Nearest Dollar" shall mean the next lower dollar when the
computed amount 1S 50 cents or less and the next higher dollar
when the computed amount is 51 cents or more.
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D. Line Item Position: The term "llne-item pos1tion" means of
pos1tion Wh1Ch is (a) specifically 1temized in the personnel
schedule of the annual bUdget of the City of Santa Monica and
(b) eligible to accumulate paid leave benefits in proportion
to the percentage of the full-time forty (40) hour week.
E. Permanent Employees: The term "permanent employee" means:
(1)
A person who is legally
position~ full or part-time;
an incumbent
or
of a line-item
(2) A former incumbent of a line-item position on authorized
leave of absence from a regularly budgeted position which
posit1on is held for him pending his return.
F. Date of Entrance Anniversary: The term "date of entrance
anniversary" means the date which recurs annually after the
date of entry into a position 1n the classified service of the
City of Santa Monica. either by original employment,
re-employment or promot1on. The date of entrance for
employees with broken service shall be considered as the date
on which the last unbroken service was effective.
G. Sat1sfactory SerV1ce: The term "satisfactory service" means
the attainment of not less than "0verall Satisfactory" on the
performance report immediately preceding the employee's date
of entrance ann1versary.
H. Full-Time Work Week:
forty (40) hours.
The term "full-time work week" means
(I) Incumbents of llne-item positions employed 1n a work week
less than that defined as the full-time work week shall
be compensated in that proportion of the hours worked for
that position bears to the full-time work week;
incumbents of line-item positions employed in a work week
greater than that defined as the full time work week
shall be compensated for hours in excess of the full-time
work week on the baS1S of and in accordance w1th the
provis1ons of Sect10n 18 hereof relating to overtime.
(2) Incumbents of llne-item posltions regularly working less
than the full-time work week shall accrue vacation. slck
leave and other time off 1n the same ratio as the average
number of hours they work per week is to the full-t1me
work week for the posit1on occupied. Other fringe
benefits shall be provided to part-time employees covered
hereunder as ,f they were employed on a full-time basis.
I. In Pay Status: The term "in pay status" shall mean regularly
assigned work hours actually performed. In addition. pay
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status shall also specifically include pay for time not worked
such as slck leave, vacation, holidayst and jury duty.
11. Equal Employment
It is agreed by both parties to this MoU that supervisors playa
special role 1n ach1eving equal opportun1ty in selecting~
trainingt promoting~ and discipl1n1ng employees. The parties
hereto will work 1n partnership with the Personnel Department to
ensure full compliance w1th the letter and spirit of all
applicable local ~ State. and Federal lawst rules and regulations
governing equal opportunity and with the Affirmative Act10n
Program and Sexual Harassment Policy of the C1ty of Santa Monica
which are 1ncorporated by reference here1n. Both parties
acknowledge that progress in meet1ng affirmative action goals is
one appropr1ate ind1cator of performance of an employee subject to
this MOU.
12. Safety and Loss Prevent10n
The City shall provide a reasonably safe and healthy working
environment in accordance with appl 1cable State and Federal 1awst
rules and regulations. STA/MEA agrees that where safety dev1ces
or items of protective equlpment are requlred or furnished, their
use shall be mandatory for STA/MEA members and employees under
their supervision.
Both parties recognize the role that Supervisory off1cials play in
loss prevention and safety and agree that measures of loss
preventlon and safety are one appropr1ate indicator of performance
of an employee subject to this MOU.
13. Captions for Convenience
The captions hereln are for convenience only and are not a part of
this MOU and do not in any way limit, define, or amplify the terms
and provisions hereof.
14. Reasonable Notice
It is mutually understood and agreed that a copy of the City
Councilor Personnel Board agenda for each meeting mailed~ by U.S.
Mail, to the authorized representatlve of STA/MEA shall constitute
reasonable written notice~ and notice of an opportunity to meet
with such agencYt on all matters w1thin the scope of
representation upon Wh1Ch the City Councilor Personnel Board may
act.
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15. Effect of Job Performance on Salary
The City Manager, in exceptlonal cases, based upon specific
appraisal of the importance and difficulty of the work and the
experience and ab1lity of the person to be employed, or of the
incumbent, may author1ze entrance salaries higher than the
minimum, and special 1ncreases above the amount prescribed in the
salary schedule for the class and length of service of the
incumbent. In no event, however, shall the rate exceed the
maximum rate for that class.
Notw1thstanding any prov1sion contained herein, there will be no
1ncrease in wages of any k1nd as a result of a NOT ACCEPTABLE
rat1ng on the employee's prescribed periodic performance rating.
There w1ll be no subsequent increases in wages until the NOT
ACCEPTABLE rat1ng has been 1mproved to at least the SATISFACTORY
level. If overall performance is rated NOT ACCEPTABLE, the
employee may be dismissed from service, and if two consecutive
performance ratings are marked NOT ACCEPTABLE, employee shall be
dismissed by appoint1ng authority for ineff1ciency (SMCC Section
2104Al). Any overall rating in the BELOW SATISFACTORY category
may delay the next scheduled salary step 1ncrease at the
discretion of the appoint1ng authority. Such action shall rema1n
in effect until the overall rating has been improved to at least
the SATISFACTORY level.
16. Effective Date of Pay Increase
Notw1thstanding any other provision
salary range and salary related
effective on the first day of the
effective date stated here1n.
contained herein, changes in
benefit changes shall become
payroll period closest to the
17. V-Rating
When a personnel action, e.g., demotion due to layoff or
reclassification, results in the lowering of the salary range of a
permanent employee covered herein, the incumbent employee's salary
may be V-rated. IIY-rated" shall mean the maintenance of the
employee's salary rate at the level effectIve the day preceding
the effect1ve date of the personnel action placing the employee in
a lower salary range. The employee's salary shall remain at such
level until the salary range of the new classification equals or
exceeds the V-rate salary.
18. OvertIme
Overtime
authorized
shall mean
line-Item
work by
positions
employees
in any
occupying
employment
regularly
pOSItion
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classificat10n covered herein in excess of e1ght (8) hours in one
day or forty (40) hours in one week, provided such hours of work
have had the prior approval of an authorized departmental
management off1c1al. All author1zed overt1me shall be compensated
for by cash payment based upon one and one-half (1 1/2) times the
hourly rate equivalent of the employee's monthly salary computed
to the nearest one-tenth of a hourt except that an authorized
departmental management official may grant compensatory t1me off
at the rate of one and one-half (1 1/2) hours off for such
overt1me provided that such compensatory time does not exceed a
maX1mum accumulation of 40 hours.
Compensatory time accrued as above must be taken off during the
fiscal year in which 1t 1S accrued or 1t is forfeited without any
payment or other compensation.
Should compensatory t1me be accrued in June of any fiscal year
during the term of th1s contract in such amount that it is clearly
impract1cal to release the employee to use said t1me prior to July
It the Department Head may provide for its use during the first
quarter of the follow1ng fiscal year.
19. Retirement
The City is a contract member of the Public Employee's Retirment
Systemt and it is understood and agreed that such membership will
be maintained and that employee eligibility classification,
contribution, and benef1ts are as prescribed in the contract
between the City and the Public Employee's Retirement System
heretofore approved by the City Council. Effective July It 1982,
the City shall pay on behalf of each permanent employee covered
herein one hundred percent (100%) of the indlvidual employee's
share of the required ret1rement contributions to PERS [seven
percent (7%) of the employee's "compensation" as defined by PERS
legislat1on] for the term of this MOU.
These payments are not increases of salary and no salary range
appl1cable to any of the affected employees shall be changed or be
deemed to have been changed by reason of such payments; as a
result, the City wlll not treat these payments as ordinary income
and thus, wlll not withhold federal or state income tax therefrom.
The City's practice will be to report these payments as belng
those of the employees so that they will be credited to the
part1cular employee's individual account with PERS and upon
termination will belong to the employee.
It 1S agreed that 1f state and/or federal procedures require
reporting of these payments 1n any other manner, the parties will
abide by such requirements.
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20. Paid Holidays
Employees covered hereunder shall receive paid holidays as
provided below:
New Year's Day - January 1
Martin Luther King's Birthday
Lincoln's Birthday - February
Washington's Birthday - Third
Memorial Day - Last Monday in
Independence Day - July 4
labor Day - First Monday in September
Thanksgiving Day - Fourth Thursday in November
The Friday Following Thanksgiving Day
The Half-Day Immediately Before Christmas Day
Christmas Day - December 25
The Half-Day Immediately Before New Year's Day
One Floating Holiday
All Other Holidays Declared by the City Council
- January 15
12
Mo n day in
May
February
Whenever any day listed herein as a paid hollday falls upon the
first or second day off of any employee who has two (2)
consecutive days off) the day preceding shall be deemed the
holiday lf it falls on the flrst day off) and the day following
shall be deemed the hollday if it falls on the second day off in
lieu of the day listed. Whenever any day listed herein as a paid
holiday falls upon any day off of an employee who does not have
two (2) consecutive days off) the following day shall be deemed
the holiday for such employee.
Time worked on an authorized paid holiday) shall be compensated at
stralght time at the hourly rate equlvalent to the monthly salary
plus the regular holiday pay.
Employees 1n departments or divis10ns observ1ng different holiday
schedules shall, in lieu of holidays listed above, receive
holidays enjoyed by other operating employees in that department
or division) provided, however, that the same number of holidays
(12) shall be observed.
21. Vacation Leave
Employee's covered herein shall accrue vacation leave with the pay
on the following basis:
A. Following completion of the first six calendar months of
continuous service, SlX (6) working days.
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B. Thereafter, up to and includlng ten completed years of
service, one (1) working day for each completed calendar month
of service.
C. Upon completlon of ten years of serVlce and thereafter, one
and one-half (1 1/2) working days for each completed calendar
month of service.
D. The administration or application of vacation leave provlsions
and the llmitatlons on the accumulatlon, proportionate
accumulation, scheduling and payment for such leave shall be
as prescribed in the civil service provisions of the Santa
Monica Municipal Code.
22. Sick Leave
Employees covered herein shall have the option to select either
the Clty sick leave plan which allows unlimlted accrual of sick
leave or the City slck leave plan which allows a maXlmum accrual
of 130 sick leave days with maximum cash payment of up to six days
pay annually for certain sick leave unused during the contract
year. Such selection shall be made in writlng prior to August 30,
of any calendar year. Sick leave shall be as contained in Section
21041 of the Santa Monica Municipal Code, except that in
accordance with provlsions contained in Paragraph 8 of said
Section, the City's obllgation to make such payments shall not
commence until the third day of such disability absence.
23. Leave of Absence Without Pay
A permanent employee covered herein may be granted a leave of
absence without pay upon application approved by the Department
Head and the City Manager. Such leave may not exceed one year's
time. Upon expiration of the leave, the employee shall be
relnstated to the position held before the leave was granted.
Such leave shall be granted only in those cases where an
employee's record of serVlce and qualifications make it deslrable
for the City to retain the employee's services even at the cost of
some inconvenience to the City.
24. Mllitary Leave
A permanent employee covered herein, who in time of war or
national emergency as proclaimed by the President of the United
States or the Congress of the Unlted States, or while any national
conscription act is in effect,is lnducted lnto the armed forces of
the United States or who leaves employment with the City to enter
voluntarily the armed forces and within a reasonable time after
leaving employment with the City does enter such service, shall be
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granted a leave of absence without pay for the duration of the
perlod of actlve serV1ce with such armed forces. If such employee
receives an honorable d1scharge or its equivalent and the position
still eX1sts and the employee otherwise 1S qualified to fill the
same. the employee shall have a right to return to the position
w1th the City w1thin six months after the term1nation of such
active service but shall not have a right to so return later than
six months after the end of the war or after the time the
President or Congress proclaims the national emergency 1S
terminated, or after the expiration of the nat10nal conscript10n
act. Such an employee shall rece1ve seniority and other credits
on the same basis as though the employee has remained in the City
serV1ce and had not taken such m1litary leave. Leaves of absence
with pay for temporary military duty shall be granted in
accordance with applicable federal and state laws.
25. Uniform Allowance
A. Each employee occupying a regular full-time position or a
permanent and cont1nuing part-t1me posit10n in the employment
pos1t10n classificatlons covered herein. if required to wear a
uniform and such uniform 1S not furnished by the City, shall
recelve a monthly uniform maintenance allowance of $18.00.
B.
The City agrees to furnish and
employees that are requlred to do
to the1r personal clothing.
malntain coveralls to those
work that may cause damage
C. Supervisors will be furnished wlth a distinctive work uniform
as prescribed by the City. Maintenance of these un1forms will
be in accordnace with eXlstlng Clty contracts concernlng said
uniforms.
26. Jury Duty
Any permanent employee covered herein. when duly called to serve
on any jury and when unable to be excused therefrom, shall receive
the regular pay less all jury fees received excluding mileage, for
the t1me required to be spent under the jurisdictlon of the court.
Each employee rece1v;ng a notice to report for jury service shall
immediately notify his/her immediate supervisor.
Whenever daily Jury duty scheduling permits, employees shall
return to their regular daily job assignment to complete their
regular dally work hours.
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27. Tuition Relmbursement
City w111 budget annually an amount equal to $10.00 for each
permanent llne-item employee of the City for tuition and required
s t u dy mat e r 1 a 1 r elm bur s em en t for car e e rim pro v em en t s t u dy a p pro v e d
by aut ho r lZ e d man a 9 em en t 0 f f i cia 1 s. R elm bur s em en t s hall e qua 1 the
total cost of tuition (exclus1ve of lodging and meals) and the
total cost of requ1 red study materi al St provi ded however, that:
A . The m a Xl mum ann u a 1 am 0 u n t 0 f rei m bur s em en t per i n d iv i d u a 1
employee shall not exceed five hundred dollars ($500L subJect
to the availab11ity of budgeted funds as described above.
B . En roll men tin t he car e e r 1 m pro v em en t 5 t u dy C 0 u r 5 e 5 hall b e
approved 1n advance by an authorlzed management official.
C. The study course must be directed to quallfications for an
employment pos1t1on represented in the C1ty work force.
D. The employee must exh1b1t some reasonable expectation of
qualifying for such position upon successful completion of the
study course.
E. Reimbursement shall be made only in installments upon
successful complet1on of prescr1bed units of study required by
study course approved.
F. In no event shall the C1tytS reimbursement be reduced when
there 1S an outside source of ald except in those cases where
the aid from any outside source, plus the normal C1ty
reimbursementt exceeds the cost of tuition and study material
for the approved study course.
G. If approved tUltion re1mbursement costs exceed the budgeted
am 0 u n t a s de sc rib e dab 0 vet the rei m bur sed c 0 s t s will b e
prorated so as not to exceed the budgeted amount.
28. Mileage Reimbursement and Energy Conservat1on
Reimbursement to permanent employees covered herein for the
authorized use of personal automobiles on C1ty business shall be
at the rate author1zed by the Ci ty Council. Reimbursement rates
will be conS1dered 1n prepar1ng budget recommendations at least
every two years.
Santa Monica Municipal Bus L1ne tokens, to a maximum of twenty
(20) tokens per month, w1ll be provided to any employee covered
hereunder who submitst on the City mil eage reimbursement form, a
record of h1s/her trlps (home to worksitet or workslte to home)
durlng the preceding month. The Santa Monlca Mun1cipal Bus Llne
Route number and the Bus number used for each trip must be entered
on the re1mbursement form.
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Any employee who has not been issued a City parking pass, or who
voluntanly turns 1n his/her parking pass, shall be eligible to
rece1ve forty (40) tokens per month under the terms described
ab 0 v e.
29. Promotional Pay Rate
In the event that the rate of pay being rece1ved by an employee
be1ng promoted is equal to or greater than the entrance salary of
the new pos1tion, the employee1s salary shall be increased to the
next higher rate to that attained 1n the former position. In the
eve n t the pro mot ion i s to a sup e I" vis 0 r y po sit ion, the em p 1 0 y e e
promoted shall receive not 1 ess than the next h1ghest rate above
the highest rate being paid to subordinates.
3 0 . Sup e I" v i so r y D iff ere n t i a 1
Notwithstanding other salary provis10ns herein 1t lS agreed that
the "Ell Step salary for the classlf1cat1ons covered by this MOU,
except Motor Coac h Superv1 sors, shall not be 1 ess than five
per c en t ( 5 % ) h i g her t h ant hell EllS t e p s a 1 a r y for em p 1 0 y e e sun del"
their superv1s10n dur1ng the life of th1S MOU; the IIEII Step of the
cl ass1f1cat10n of Motor Coach Supervi SOl" shall not be 1 ess than
20% higher than the "Ell Step salary for Motor Coach Operator
durlng the llfe of this MOU; except that the affected supervisor
must have on file a current performance rat1ng of SATISFACTORY OR
BETTER to qual1fy for the terms of this sectlon.
31. Grievance and Complaint Policy
In the event any grievance, dlsputes
con c ern i n g mat tel" s wit hi nth e sc 0 p e
recognized employee organlzatlon, suc h
disagreement shall be resolved as follows:
or disagreements arise
of representation of the
grievance, di spute or
A . G I" i e van c e s , d i s put e s 0 r d i sag I" e em en t 5 con c ern i n 9 the
interpretation or application of the terms of this MOU shall
bel" e so 1 ve d , i f po s sib 1 e, by me e tin 9 and con fer r i n 9 1 n goo d
f a 1 t h. I fun I" e 50 1 v e d by s u c h me e tin 9 5 , the p a I" tie s s h all
consider subml tting suc h i 55ues to medl at10n as provi ded by
Ordlnance 801 (CCS). In the absence of agreement to mediate,
or fallure of mediation, or arbitration by mutual consent, the
issue shall be resolved by an action in a court of competent
jurisdict10n on motion by either party.
B . G I" i e van c e s , d i s put e Sol" d i sag I" e em en t sin vol v 1 n 9 I" em 0 val s.
demotions or suspenslons shall be resolved as provlded by the
CiVl1 service provis1ons of the Santa Monlca Municlpal Code
and the City C h a I" t e r .
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C . 0 the r 9 r i e van c e s, d i s put e s 0 1" d i sag r e em en t s s h all b ere sol ve d
as provided by the civil service prov1s1ons of the Santa
Monlca Munlcipal Code. Representation by the recogn1zed
em p 1 0 Y e e 0 r g ani z a t 1 0 n s h all bel i m 1 t ed, i nth i s c 1 ass 0 f
gr1evance, to appearances before the lowest level of
supervision not represented by the employee organization, the
Department Head, Personnel Director, and the Clty Manager.
32. Peaceful Performance of City Service
It 1S mutually understood and agreed that part1cipation by any
employee in a strlke or a concerted work stoppage terminates the
employment re1at10nship 1n the absence of specific written waiver
of such termination by an authorized management official.
A. It 1S further understood and agreed that none of the part1es
her e to will par t 1 C i pat e in, en c 0 u 1" age, ass 1 s tor con do n e any
strike, concerted work stoppage, cessation of work t slow-down t
sit-down, stay-away, picketing or any other form of
interference with or lim1tation of the peaceful performance of
C 1 ty s e r v 1 c e s.
B. In the event that there occurs any strike, concerted work
stoppage, cessation of work, slow-down. sitdown, stay-away,
picketing or any other form of interference w1th or 11mitation
of the peaceful performance of City services, the C1ty, in
addltion to any other lawful remedies or disClpl inary actions,
may by action of the City Manager cancel any or all payroll
deductions. prohib1t the use of bulletin boards, prohibit the
use of City facillties, and prohibit access to former work or
du ty s tat 1 0 n s.
C. Neither the employee organ1zat1on. nor any person act1ng in
con c e 1" t w 1 t h them, w i1 1 c au s e . san c t 1 0 n , 0 1" t a k e par t 1 n any
strike, walk-out, slt-down, slow-down, stoppage of work,
p1cketing, retarding of work, abnormal absenteeism,
withholding of services, or any other interference w1th the
normal work routine. The provisions of this article shall
apply for the same term as thl s agreement, or during any
renewal or extension thereof. V101ation of any provision of
th1S MoU by the recognized employee organization shall be
cause for the City, at its sole opt10n, to terminate this
agreement in additlon to whatever other remed1es may be to the
City at 1 aw or in eq u i ty .
D. The City agrees that there shall be no general lockout of
bargaining unit members.
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3 3 . Sup e r v i so ria 1 Bon u s
As partial recognition of the superv1 sorial and sensitive nature
of the employee-employer relationship as regards employees covered
hereunder, the City hereby agrees to grant three (3) bonus days
off with pay per contract year. These three (3) bonus days shall
be in add1tion to any other regular benefits which accrue
hereunder. Such bonus days shall be granted in one day increments
effective at the close of each four month period of this contract,
to be usable as accrued. Payment equivalent to the employee's
basic sal ary for any unu sed bonu s day s shall be payabl e to the
employee six (6) months from the end of the contract year when
earned.
34. Deferred Compensation
Each employee covered here1n will be offered participation 1n the
City's deferred compensation plan. Effective July 1,1983, the
City agrees to contribute to the plan, the amount the
partic1pating employee is contributing to the plan on his or her
behalf, but not to exceed twenty-five ($25) dollars per month for
any participating employee.
3 5 . Mat ern i ty Lea v e
Mat ern 1 ty
guaranteed
benefits.
b en e fit s s h all beg rea t e r t h an 0 r e qua 1 tot ho s e rig h t s
under State or Federal Law, wh1chever offers greater
36. Reserved
37. Performance Incentive Pl an
It is mutually agreed that the parties hereto will reopen
disc u s S 1 0 n son 0 r b e for e 0 c to b e r 1. 1 9 8 3. for the sol e pur po s e 0 f
proY1d1ng a Performance Incentive Salary program for employees
covered here1n. The parties will attempt to reach agreement on
form, content, and parameters for suc h a program before December
31, 1 983 for an e f f ec t 1V e imp 1 em e n tat ion d ate 0 f J a n u a r y 1, 1 984.
38. Medical and Dental Insurance
E f fee t 1 V e
insurance
employee.
in ef f ec t
July 1, 1982, C1 ty agrees to furni sh medical and dental
for employees and el1gible dependents at no cost to the
Coverage shall be essentially equal to that which was
on June 30, 1982.
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Eliglble dependents of said employees are to be included under
this benefit. An optional prepaid health maintenance plan will be
offered hereunder.
39. Unlt Composition - AD HOC Commlttee
I tis m u t u all y a g r e e d b e tw e en the par tie she r e tot hat a n Ad Hoc
Committee shall be maintained during the term of this MOU. Sald
Committee shall be constltuted as follows:
A. One person appointed by the Ci ty Manager.
B. One person appointed by the Recognized Employee Organization.
C.
One addi t10nal
the other two
commi ttee.
member appointed by mutual agreement between
members who shall act as chairman of the
The business of said Ad Hoc Comm1ttee shall be as follows:
To determ1ne ellg1bility of proposed classification for
membersh1p 1n the STA/MEA Bargaining Unit.
40. Call-Back Pay
Should the City call back any full-t1me employee after hi-s/her
normal working hours to perform work, the City shall pay the
employee not less than a minimum of two (2) hours pay regardless
of time actually worked as a resul t of be1ng call ed back to work
to perform services for the C1ty.
4 1. T e r m 0 fAg r e em en t
This agreement shall be effect1ve as of the 1st day of July, 1982
and shall rema1n in full force and effect until the 31st day of
o e c em b e r 1 9 84. Its h all b e aut 0 mat 1 call y r en ew e d fro m yea r to
yea r t her e aft e r . un 1 e sse i t her par ty s hall no t i f Y t he 0 t her 1 n
wri ting not 1 ater than September of eac h year that it desires to
terminate or mod1fy this agreement, and specifically 1ndicates
requested modif1cations. In the event that such notice is glven,
negotiatlons shall begin no later than October 15 with a signed
con t r act des 1 red D e c em b e r 1.
42 . I n d i v i d u a 1 Ad jus tm e n t s
I n d i v i d u a 1 a d jus tm e n t s s hall b e mad e , a s f 0 11 ow s , e f fee t i v e J u 1 y
1,1982, based on internal and external salary relationships.
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Water Leader
+ 1. 25%
+ 1.5%
+ 8.5%
+ 3.4%
+ 6.0%
+ 6.0%
+ 5.0%
+ 5.0%
Cemetery Fleld Supervisor
Supervislng Data Entry Operator
Tree Trlmmer Supervisor
Water Pro due tion/Treatment Supt.
Water Construction Supt.
Com m u n 1 cat ion s C en t e r Sup e r v i so r
C u s to d i a n Sup e r v i so r
Mechanic Supervisor
Parklng Supervisor
+ 5.0%
+ 5.0%
+ 5.0%
Project Director
Sanitation Supervisor
+ 5. 0%
Sewer Maintenance Supervi sor
+ 5 Ql
Sr. Recreatlon Leader
+ 5.0%
+ 5.0%
+ 5.0%
+ 5.0%
+ 5.0%
S~ nlor Groundskeeper
Street Cleaning Supervisor
Street Malntenance Supervisor
Trafflc Operations Supervi sor
Pollce Records Manager
Groundskeeping Superv1sor
+ 5. 0%
+ 5. 0%
+ 10.06%
Jail Manager
43. Sa1 an es
Sa 1 a r i e s 0 f C 1 ty em ploy e e sin 11 n e- 1 t em po sit ion s s ha 1 1 b eon a
monthly rate; pa1d on a bi-weekly equivalent basis. In lieu of
the bi-weekly equivalent to a monthly rate~ the City Manager may
fix the compensation of any position at an hourly rate. In
positions for which the work week 1 s forty (40) hourst the hourly
rate shall be determined by d1v1ding the b1-weekly rate by 80.
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1. Effective July 1, 1982, all classifications covered herein
shall be adjusted 1n remuneration by the process of payment by
the City of a salary increase of three percent (3%).
2. Effective July 1, 1983, all class1ficat10ns covered herein
shall be adJusted by the percentage increase in the revi sed
Consumer Price Index (for urban wage earners and clerical
workers, 1967=100) for Los Angeles, Long Beach, Anahe1m,
Metropolitan area published by the Department of Labor, Bureau
of Labor Stat1stics; prov1ded, however, said percentage
increase shall not be 1 ess than five percent (5%), nor greater
than nine percent (9%). Sa1d percentage shall be computed on
the Con sum e r P r1 C e I n d ex (a 1 1 item s) for A p r ill 9 83 com par e d
W1 th April 1982.
3. Effective July 1,1984, the wage rates shall be adJusted as
provlded 1n paragraph three (3) above except the CPI
compar1son shall be for April 1983 and April 1984.
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"Exhiblt All
Employees covered hereunder shall be as follows:
Ai rport Supervi SOl"
Asphalt Crew Leader
Assistant Parking Lot Supervi SOl"
Assistant Water Supervisor/Construction
Assistant Water Supervi sorjMeters
Beac h Cl eaning Supervi SOl"
Carpenter Supervlsor
Cern e t e ry Fie 1 d Sup e I" v i so I"
City Man age I" 's 0 f fie e Adm i n i s t I" a tor
Communications Center Supervlsor
Concrete Crew Leader
Council Office Adminlstrator
C u s to d i a 1 5 u per v i so r
EDP Operations Supervisor
EDP Systems/Program Supervi SOl"
Event Attendant III
Event Attendant Supervisor
Groundskeeping Supervisor
Jail Manager
Landscaping Supervisor
Lea dEl ec t r i cia n
Maintenance Man III
MechanlC Superv; SOl"
Mechanic Supervi sorjTransportation
Motor Coach Supervisor
Nursery Attendant
Palnter Supervisor
Parkl ng Lots Supervi SOl"
Parking Supervisor
Pier Malntenance Supervlsor
Police Records Manager
Principal Clerk
Proj ec t s Di rec tor
Sanitation Supervisor
Senior Accountant
Senior Animal Control Officer
Senior Cl erk (Superv; sing)
Senior Groundskeeper
Senior 1.D. Tech
Senior Recreation Leader
Senior Secretary
Senior Tree Trimmer
Sewer Crew Leader
Sewer Maintenance Supervisor
S to I" ek. e ep e I"
Street Cleanlng Supervi SOl"
Street Malntenance Supervisor
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Supervising Data Entry Operator
T r a f f i cOp era t 1 0 n 5 Sup e r v i so r
T ran 5 fer S tat ion Sup e r v i so r
Tree Trimming Supervisor
Water Construction Crew leader
Water Construction and Maintenance Superintendent
Wa ter Leader
Water Production and Treatment Superlntendent
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IN WITNESS WHEREOF ,the parties hereto have caused this
Memorandum of Understanding to be executed this 23rd day
of June , 1982.
SUPERVISORY TEAM ASSOCIATES
MANAGEMENT OFFICIALS
CITY OF SANTA MONICA
\<~~ ~~
fut~ ~ _ LluY
\ lJ f
r 1Vt'-~
~~~~ ~ ------i
rX-ohn H. Al~hule~- Jr -
t/city Manager
APPROVED AS TO FORM:
~~.'"
Robert M. Myers
City Attorney
o
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