it will provide to. MEA’s written response will include the specific changes it desires to the proposed job description and must be received by the City within twelve (12) calendar days of receiving the proposed job description from the City; and/or 2) request that the City meet and confer over the title of the classification as well as the compensation, hours, and other terms and conditions of employment.
If the Association does request to meet and confer over title, compensation, and other terms and conditions of employment it shall make itself reasonably available to do so. The parties will strive to meet within seven (7) calendar days. If MEA does not make itself reasonably available to meet or does not wish to meet, the City will implement its proposed changes to the job description.
The City values the need and desire for all employees to be aware of new job openings and to have the ability to apply for those positions. The City agrees to notify MEA when openings occur.
11. TEMPORARY EMPLOYEES
Temporary employees may be hired by the City to backfill a position for (1) an employee on a leave of absence, (2) if an incumbent leaves City employment and there is not an active eligibility list, or (3) to satisfy a temporary need, as specified below:
A. Temporary Employee Hired to Backfill For an Employee on Leave of Absence A temporary employee may be hired to backfill for an employee on a leave of absence until the regular employee returns from leave or 30 days after it is determined the employee will not be returning to the position.
B. Temporary Employee Hired Because There is a Vacancy in a Classification A temporary employee (one or more) may be hired because of a vacancy in a classification in the absence of an eligibility list for a maximum of 120 calendar days (cumulative total if more than one temporary employee is hired).
If the City is actively recruiting to fill a vacancy, the Association will agree to meet with the City to discuss extending the time for the temporary employee to remain employed by the City. MEA may grant such extension at its discretion. MEA acknowledges that a recruitment may take beyond 120 days and will take that into consideration in deciding whether to grant an extension.
Finally, even if the City is not actively recruiting for the position, it may ask MEA if it would be willing to grant an extension of its use of a temporary employee beyond 120 days.
The City may hire the same person to work as a temporary employee for a different vacancy or leave.
C. Temporary Employee Hired to Satisfy A Temporary Need A temporary employee may be hired to perform bargaining unit work for up to a maximum of 120 days to satisfy a temporary need. Prior to hiring a temporary employee for this purpose,
any such work will first be offered to bargaining unit members on an overtime basis. If such work can be done by employees, a temporary employee will not be hired. If bargaining unit members can only perform some, but not all, of this work on an overtime basis, the City may hire a temporary employee to perform that work not accepted by the employees on an overtime basis.
12. ADDITIONAL COMPENSATION
No compensation adjustments authorized by this article shall become effective until an official transaction form authorizing the adjustment is approved by the Director of Human Resources or designee.
A. Certification Pays
The City and the Association have historically agreed upon an additional compensation program which has recognized the efforts of employees achieving a level of expertise above that which is generally recognized as a job requirement. Additional pay is for efforts/expertise/certifications which exceed the job requirements. The effective date of the provision for such pay is the first day of the pay period following when the certification (not the certificate) has been issued. Once issued, an employee is required to promptly provide the certification to their Department so the necessary personnel action forms can be completed to add the certification pay.
For the certifications provided below, when they are part of a progressive series, the pay shall be cumulative. For example, a Water System Worker I could obtain a Treatment Operation Certificate, Grade I ($50.00 value) and Grade II ($50.00 value) and be eligible for a $100.00 per month pay.
The following are the agreed upon certification pays:
1. Solid Waste Division
Class A Driver’s License (Offered through DMV) - $25.00/mo.
Eligible position(s): Solid Waste Equipment Operator. The parties acknowledge that no employee will be eligible for this pay unless and until the City utilizes vehicles which require a Class A license.
The parties agree that to the extent permitted by law, the compensation for Class A License is special compensation and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(2) and Section 571.1(b)(2) Government Agency Required Licenses Educational Pay.
2. Streets, Streetlight & Traffic Signal Maintenance
IMSA Traffic Signal Technician Level I - $25.00/mo.
Offered through International Municipal Signal Association (IMSA)
Eligible position(s): Electrical Technician, Traffic Signal and Street Lighting Technician, Traffic Control Systems Specialist.
IMSA Traffic Signal Technician Level II - $25.00/mo.
Offered through International Municipal Signal Association (IMSA) Eligible position(s): Electrical Technician, Traffic Signal and Street Lighting Technician, Traffic Control Systems Specialist.
IMSA Traffic Signal Technician Level III - $25.00/mo.
Offered through International Municipal Signal Association (IMSA) Eligible position(s): Electrical Technician, Traffic Signal and Street Lighting Technician, Traffic Control Systems Specialist.
IMSA Signs and Pavement Markings Technician II - $25.00/mo.
Offered through International Municipal Signal Association (IMSA) Eligible position(s): Street Maintenance Technician.
Roadway Lighting Level I - $25.00/mo.
Offered through International Municipal Signal Association (IMSA) Eligible position(s): Electrical Technician, Traffic Signal and Street Lighting Technician, Traffic Control Systems Specialist.
Hazardous Waste First Responder Training and Certificate - $25.00/mo.
Offered through the California Office of Emergency Services (Cal OES) Eligible position(s): Street Maintenance Technician.
The parties agree that to the extent permitted by law, the compensation for IMSA certifications above is special compensation and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(2) and Section 571.1(b)(2) Educational Incentive Pay.
3. Water Utility
Backflow Prevention Device Tester License - $50.00/mo.
Offered through the American Water Works Association (AWWA) and USC Foundation for Cross-Connection Control and Prevention. Eligible position(s):
Water System Worker I, Water System Worker II, Water Treatment Plant Operator, and Senior Water Worker.
The parties agree that to the extent permitted by law, the compensation for the Backflow Prevention Tester License above is special compensation and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(2) and Section 571.1(b)(2) Educational Incentive Pay.
Any water treatment and distribution certificates achieved by employees in water classifications which are above the requirements of the job will be paid $50.00 per month for the first
certificate, $100 per month for the second certificate, $150 per month for the third certificate, etc. These certificate pays do not stack. For example, if an employee receives $150 for the third certificate, they will not receive pay for the first and second certificates. This includes D1-D5 and T1-T5. The certificates for which there will be no pay are as follows:
• Water System Worker I: D-1
• Water System Worker II: D-1 and D-2
• Water Treatment Plant Operator: D-1, D-2, T-1, T-2, and T-3 • Senior Water System Worker: T-1, T-2, and T-3
• Water System Inspector: D-1 and D-2
The parties agree that to the extent permitted by law, the compensation for water treatment and distribution certificates is special compensation and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(2) and Section 571.1(b)(2) Educational Incentive Pay.
4. Wastewater Utility
Collection System Maintenance Certification, Grade I - $25.00/mo.
Offered through the California Water Environment Association (CWEA) Drainage Eligible position(s): Maintenance Worker I and II
Collection System Maintenance Certification, Grade II - $25.00/mo.
Offered through the California Water Environment Association (CWEA) Eligible position(s): Drainage Maintenance Worker I and II, Senior Drainage Maintenance Worker
Collection System Maintenance Certification, Grade III - $25.00/mo.
Offered through the California Water Environment Association (CWEA) Eligible position(s): Drainage Maintenance Worker I and II, Senior Drainage Maintenance Worker
Collection System Maintenance Certification, Grade IV - $25.00/mo.
Offered through the California Water Environment Association (CWEA) Eligible position(s): Drainage Maintenance Worker I and II and Senior Drainage Maintenance Worker
The parties agree that to the extent permitted by law, the compensation for Collection System Maintenance certifications above are special compensation and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(2) and Section 571.1(b)(2) Educational Incentive Pay.
5. Fleet Services
Master Automobile Technician Certificate - $50.00/mo.
Offered through the ASE Automobile Technician Tests
Eligible position(s): Equipment Mechanic I & II and Lead Equipment Mechanic. To be eligible for this pay, an employee must complete all eight sections of the certification program.
The parties agree that to the extent permitted by law, the compensation for Master Automobile Technician is special compensation and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(2) and Section 571.1(b)(2) Educational Incentive Pay.
Master Truck Technician Certificate - $50.00/mo.
Offered through the ASE Automobile Technician Tests
Eligible position(s): Equipment Mechanic I & II and Lead Equipment Mechanic. To be eligible for this pay, an employee must complete all required sections to obtain an ASE master certificate.
The parties agree that to the extent permitted by law, the compensation for ASE Master Truck Certificate is special compensation and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(2) and Section 571.1(b)(2) Educational Incentive Pay. a. Fire Mechanic Certifications
Eligible position(s): These certification pays are available to Equipment Mechanic I & II and Lead Equipment Mechanic.
Emergency Vehicle Technician I Certificate - $25.00/mo.
Offered through the California Fire Chief's Association, Fire Mechanic Section
Emergency Vehicle Technician II Certificate - $25.00/mo.
Offered through the California Fire Chief's Association, Fire Mechanic Section
Emergency Vehicle Technician IIICertification - $50.00/mo.
Offered through the California Fire Chief's Association, Fire Mechanic Section
The parties agree that to the extent permitted by law, the compensation for the Fire Mechanic Certificates is special compensation and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(2) and Section 571.1(b)(2) Educational Incentive Pay.
6. Stormwater Utility
Hazardous Waste First Responder Training and Certificate - $25.00/mo.
Offered through the California Office of Emergency Services (Cal OES) Eligible position(s): Solid Waste Equipment Operator and Solid Waste Inspector.
7. Engineering
Hazardous Waste First Responder Training and Certificate - $25.00/mo.
Offered through the California Office of Emergency Services (Cal OES) Eligible position(s): Public Works Inspector
The parties agree that to the extent permitted by law, the compensation for the Hazardous Waste First Responder Certificates above is special compensation and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(2) and Section 571.1(b)(2) Educational Incentive Pay. a. Employees in the classifications of Civil Engineering GIS Specialist who have attained professional State Registration as a Professional Engineer (“PE license”) shall receive $55.00 per month.
The parties agree that to the extent permitted by law, the compensation for professional State Registration as a Professional Engineer (“PE license”) is special compensation and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(2) and Section 571.1(b)(2) Educational Incentive Pay.
8. Community Development Department
a. ICC and Cal Green Certification: Any Inspector in the Community Development Department who participates in and achieves certification by the International Code Council and Cal Green in their field of specialization shall receive $50.00 per month.
An employee will be eligible for this pay during the time that the certification is maintained. Proof of certification shall be submitted to the Division Head of Building and Safety and forwarded to the Human Resources Department.
b. DSA Certification: The parties acknowledge that the City has paid $50 per month to any employee in the Building and Safety series of classifications for possession of a DSA certification (either Class 1, 2, 3 or 4). Those payments will be made if the employee has the certificate and is assigned to a DSA project for inspection services.
The parties agree that to the extent permitted by law, the compensation for the DSA Certification is special compensation and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(2) and Section 571.1(b)(2) Educational Incentive Pay.
B. Bilingual Pay
The City shall pay 3% of base salary to employees who are certified by the County of Los Angeles (or other agencies approved by the City) for written and oral proficiency in Spanish, Farsi, Korean, Russian, Sign, or any other language designated by the City. Those employees who receive bilingual pay will be required to speak the alternate language in the course and scope of their employment. In addition, if receiving the pay, an employee may be asked to assist in translating even if unrelated to their specific job duties. The parties agree that to the extent permitted by law, the compensation for Bilingual Pay is special compensation and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(4) and Section 571.1(b)(3) Bilingual Premium.
C. Passport Desk Duty Pay
Library Clerks who are assigned by a supervisor to work at the passport desk to perform passport duties shall be paid six percent (6%) of their base salary for those hours (or partial hours) when working at the passport desk.
13. ALLOWANCES AND REIMBURSEMENTS
A. Tool Reimbursement
Employees in the Equipment Mechanic series who are required to furnish tools shall receive up to $700 per fiscal year as a tool reimbursement. Such employees shall provide receipts of their tool purchases to their supervisor for reimbursement, which will be paid in a reasonable period of time. The City agrees to continue to furnish the current assortment of tools.
B. Safety Boot Reimbursement
The City agrees to reimburse each employee up to $400 per fiscal year for the purchase of safety boots provided the employee’s Department Head determines the need to use safety boots as part of the employee’s job and the employee submits receipts for the boots purchased. Safety boot reimbursement shall be paid within thirty (30) days from the date Finance receives the reimbursement request from the employee’s supervisor. Supervisors shall forward the employee’s request for reimbursement to Finance within thirty (30) days of it being submitted.
C. Safety Glasses Reimbursement
If an employee’s Department Head determines there is a need for an employee to use safety glasses as part of their job, the employee may be reimbursed up to $400 per fiscal year for the purchase of prescription safety glasses. Employees must submit a receipt(s) (which indicates the glasses purchased are for safety). If the employee chooses safety glasses in excess of $400 per fiscal year, they must pay the difference directly to the provider. The employee will be reimbursed within thirty (30) days from the date Finance receives the reimbursement request from the employee’s supervisor. Supervisors shall forward the employee’s request for reimbursement to Finance within thirty (30) days of it being submitted.
D. Uniforms
Uniformed field service personnel required to wear a uniform shall receive, at City expense, the number of uniforms they were receiving at the time of approval of this MOU. The uniforms shall be the property of the City and shall be returned upon separation. The City shall replace damaged or worn out uniforms, as necessary.
The parties agree that to the extent permitted by law, the value of the uniforms provided in the previous paragraph is special compensation and shall be reported as such pursuant to Title 2, CCR 571(a)(5). The City will report as special compensation the value of the uniforms for unit members who are “Classic Members” (as described in Exhibit C to this MOU) per the Public Employees’ Pension Reform Act of 2013. “New members” as defined under the Public Employees’ Pension Reform Act of 2013 are not permitted to have the value of the uniforms reported as special compensation. If the City is permitted to do so in the future pursuant to a change in the law, it will do so.
E. Automobile Usage
No employee in the unit shall be required to utilize their personal vehicle for city business as a condition of employment. An employee whose position is listed as qualifying for an auto allowance and who elects not to drive their personal vehicle for City business will not receive an auto allowance per the City’s Administrative Regulation Finance.03 Mileage Reimbursement and Automobile Allowance Policies.
14. HEALTH BENEFITS
A. Cafeteria Plan and Benefits
1. Cafeteria Plan and Benefits:
The City will provide employees with flexible benefits through a cafeteria plan as provided below.
Any language contained in this MOU which is also contained in the cafeteria plan documents is done so for the convenience of the parties. However, the parties agree that all of the provisions of the cafeteria plan documents (whether included in this MOU or not) are applicable and binding on the parties to this MOU.
The following insurance benefits provided for in this article are provided through the provision of a cafeteria plan adopted in accordance with the provisions of IRS Code § 125: medical, dental, and optical.
2. The Purchase of Optional Benefits Through the Cafeteria Plan:
The cafeteria plan offers employees the opportunity to purchase the following optional benefits: medical, dental, and optical insurance.
Employees who are enrolled in health insurance coverage receive a monthly City contribution for the purchase of the optional medical, dental, and optical insurance benefits that is inclusive of the CalPERS statutory minimum. From adoption of the MOU through December 31, 2023, employees who are enrolled at the employee or employee + 1 level receive $2,150.00 per month. Employees who are enrolled at the employee + family level receive $2,350.00 per month.
Effective January 1 of each year of the MOU, the monthly City contribution for the purchase of the optional medical, dental, and optical insurance benefits that is inclusive of the CalPERS statutory minimum shall be as follows:
3. The Receipt of Cash Through the Cafeteria Plan:
Employees who opt out or who are enrolled in health insurance coverage at the employee only or employee + 1 level will be eligible to receive cash up to a maximum of $475 per month or $375 per month for employees enrolled in health insurance coverage at the employee + family level (subject to taxation as wages) through the cafeteria plan if they either opt out of receiving one of the optional benefits provided through the plan or if they choose optional benefits that do not cost as much as the maximum dollar amount they receive through the plan.
Employees who receive health insurance through a spouse or registered domestic partner also employed by the City, and who opt out of health insurance from the City, are eligible to receive the cash provided by this section. a. Medical Insurance
The City contracts with the Public Employees’ Retirement System for medical insurance. For newly hired employees, insurance coverage is effective the first day of the next month following the employee’s hire date.
The payment of premiums toward this medical insurance program will be through the administration of a flexible benefit package. The City shall pay
COVERAGE LEVEL
TOTAL CITY
CONTRIBUTION
EFFECTIVE
JANUARY 1, 2024
TOTAL CITY
CONTRIBUTION
EFFECTIVE
JANUARY 1, 2025
TOTAL CITY
CONTRIBUTION
EFFECTIVE
JANUARY 1, 2026
Employee Only: $2,150 $2,150 $2,150
Employee Plus One
Dependent:
$2,200 $2,250 $2,300
Employee Plus Family: $2,450 $2,550 $2,650
the CalPERS statutory minimum on behalf of each employee in this program.
Eligible employees may select any of the HMO or PPO medical insurance plans offered by CalPERS.
If CalPERS changes any of the medical insurance plans by either adding to or deleting the plan options described above, employees will be limited to those plan options offered by CalPERS.
For each of the plans, employees will also be able to choose the benefit for the employee, employee + 1, or employee + family. Covered employees are required to participate in CalPERS medical insurance under one of the available options. However, an employee may opt out of medical insurance if the employee attests that they have minimum essential coverage as defined by the Affordable Care Act.
If at any time during the term of the MOU, the City is subject to penalties under the ACA, the parties agree to reopen negotiations on that provision of the cafeteria plan subjecting the City to such penalties for the limited purpose of making changes to ensure that such penalties are avoided. b. Dental Insurance
Employees shall also have the ability to select from two levels of dental insurance from the City’s dental insurance provider. The City reserves the right to change dental insurance provider if necessary. If it does, employees will be provided with equivalent benefits with the new provider. As with medical insurance, employees will have the options of:
employee, employee + 1, or employee + family. Employees do not have to choose any dental insurance and need not provide proof of dental insurance from another source. The following will be part of the dental insurance: 1) adult orthodontia coverage; 2) the benefit limit will be $2,000.00; 3) the major services benefit will be at 80%; and 4) the orthodontia limit will be $2,000.00.
c. Optical Insurance
Employees shall also have the ability to select from two levels of optical insurance from the City’s optical insurance provider. The City reserves the right to change optical insurance provider if necessary. If it does, employees will be provided with equivalent benefits with the new provider. As with medical insurance, employees have the options of:
employee, employee + 1, or employee + family. Employees do not have to
choose any optical insurance and need not provide proof of optical insurance from another source.
4. Employee Contributions for Benefit Options:
If an employee chooses optional benefits whose aggregate cost exceeds the maximum City contributions to the Cafeteria Plan, the City will automatically deduct the excess amount on a pre-tax basis from the employee’s bi-weekly payroll.
5. Flexible Spending Accounts:
The cafeteria plan will also offer employees the opportunity to participate in both a health care and dependent care flexible spending account (each an FSA) whereby employees will be able to defer up to the maximum permitted by law for both the health care FSA and the dependent care FSA to pay for any eligible out of pocket expenses related to health care or dependent care on a pre-tax basis.
The provisions of both of these FSA’s will be provided in a plan document. The plan document will be available to each eligible employee upon request. Before January 1 of every year, employees will be able to elect to have their compensation (up to the aforementioned limits) for the upcoming year deducted biweekly and contributed on a pre-tax basis to the FSA. During the year (and for a short grace period thereafter), an employee can receive reimbursements under the FSA for covered expenses incurred during the year, up to the amount of the employee’s contributions for the year. The FSA deductions will be withheld from employees’ regular payroll.
B. Additional Benefits (non-Cafeteria Plan benefits)
1. City Provided Long Term Disability Insurance: The City provides disability insurance for each employee which provides two thirds (2/3) of monthly salary up to a maximum of up to $7,500.00 per month, except as may be provided under the applicable plan document. This plan has a 30-day elimination period.
Employees may use accrued leaves to supplement payments received by the disability insurance plan. However, the employee may not receive more than 100% of their regular wages.
2. City Provided Term Life Insurance: The City provides for each employee a $75,000 term life insurance policy.
3. Supplemental Term Life Insurance: Employees may also purchase supplemental term life insurance, if available, with deductions from their bi-weekly compensation as designated by each employee. Although employees may use cash wages they receive through the cafeteria plan (if applicable) to purchase supplemental term life insurance, they cannot defer cash wages they receive
through the cafeteria plan directly into the purchase of supplemental term life insurance. It must be an after tax deduction from their paycheck.
15. RETIREE MEDICAL INSURANCE
A. Tier 1: Retirees hired before January 1, 2010
1. Retirees hired before January 1, 2010 (service retirement only), shall be eligible for continued medical benefits up to $300.00 per month (which includes the CalPERS statutory minimum paid directly to CalPERS, and the employee will receive an electronic funds transfer or check for the difference between $300.00 and the CalPERS statutory minimum) unless and until one of the following occur:
a. The retiree reaches age 70, or
b. The retiree becomes eligible for Medicare (if the employee is eligible for Medicare, the City will pay the designated Medicare supplemental rate not to exceed $300 per month), or
c. The retiree is or becomes eligible to be a participant in another employerpaid medical plan or Veteran's Administration benefit.
2. For eligible retirees (as described below) who are age 70 or above, the City shall pay the statutory minimum directly to CalPERS for such employees. In this situation the employee will not get a check from the City. Eligible retirees include those full time MEA employees who meet all of the following:
a. Retire after July 1, 2000; and
b. Take a service retirement and are not subsequently covered under CalPERS with another agency; and
c. Have 20 or more years of full time service with the City of Beverly Hills prior to retirement.
3. For those retirees over age 70 who do not otherwise meet the eligibility criteria set forth in Paragraph 2 above, the City will pay the CalPERS statutory minimum on their behalf.
4. To the extent that any provisions of AB 410 (effective January 1, 2014) are contrary to those provided herein, the provisions of AB 410 shall apply.
B. Tier 2: Retirees Hired On or After January 1, 2010
Employees hired into the unit as new employees by the City on or after January 1, 2010 who retire from the City will receive the CalPERS statutory minimum paid by the City.
In addition, in lieu of additional retiree medical insurance benefits, the City shall, while the employees are working for the City, contribute the sum of $150.00 per month, $75.00 per pay period for twenty-four (24) pay periods – there will be no contribution in the third pay period of any month which has three pay periods) to a retirement health savings account on behalf of such employees.
Employees who enter the unit on or after January 1, 2010 who were City employees as of December 31, 2009 will receive retiree medical benefits as though they were a member of the bargaining unit prior to January 1, 2010 as addressed in subparagraph 1 above.
C. Provision Applicable to All Retirees
Any retiree whose City contribution for retiree medical insurance is insufficient to cover the actual cost of such insurance for the retiree and their eligible dependents can purchase such insurance through CalPERS by paying the additional amount in excess of the City contributions, if any.
D. Alternative Retiree Medical Program (ARMP)
Notwithstanding any provision above, employees in the unit who have previously voluntarily chosen to participate in the Alternative Retiree Medical Program (ARMP) will not receive retiree medical benefits from the City. Their choice of ARMP was made in lieu of receipt of the retiree medical benefit provided above.
16. CALPERS RETIREMENT BENEFITS
The City contracts with CalPERS for retirement benefits. The definitions of “new member” and “classic member” are set forth in Exhibit “C”.
A. For “Classic Member” Employees
1. Retirement Formula: The City contracts with CalPERS to provide the 2.5% at 55 retirement formula set forth in California Government Code Section 21354.4.
2. Single Highest Year: The City's contract with CalPERS provides for the "Single Highest Year" retirement benefit for miscellaneous employees of which “classic member” employees in the unit are included per Government Code section 20042. The retirement benefit is based on the highest annual compensation for the one year during the employee's membership in CalPERS.
3. Payment of Employee/Member Contribution: Classic Members pay their 8% Member Contribution. The City has adopted the CalPERS resolution in accordance with IRS Code section 414(h)(2) to ensure that the employee contribution is made on a pre-tax basis.
B. For “New Members” As Defined By the Public Employees’ Pension Reform Act of 2013 (PEPRA)
1. Retirement Formula: Unit members who are defined as “new members” under the PEPRA, are covered by the 2% at 62 formula provided for by the Public Employees’ Retirement Law at Government Code section 7522.20(a).
2. Retirement Benefit Calculation Period: For unit members defined as “new members” under the PEPRA such employees’ final compensation will be based on the highest annual average compensation earnable during the three consecutive years of employment immediately preceding the effective date of his or her retirement or any other three consecutive year period chosen by the employee as set forth in Government Code section 7522.32(a).
3. Payment of Employee/Member Contribution/Cost Sharing: New member employees are responsible for paying the employee contribution of one-half of the total normal cost of the plan, as defined by CalPERS, through a payroll deduction. This amount is determined by CalPERS. The City has adopted the CalPERS resolution in accordance with IRS Code section 414(h)(2) to ensure that the employee contribution is made on a pre-tax basis. The cost sharing provision below does not change this responsibility for paying one-half the normal cost, which is defined in the annual actuarial valuation report provided by CalPERS.
In addition, new members will pay an additional amount for their retirement contribution as cost sharing in accordance with Government Code section 20516(f). That amount will be the difference between the half the normal cost amount and eight percent so that their total retirement contribution will be eight percent (8%). If the half the normal cost rate equals or exceeds eight (8%) employees will not be required to cost share.
C. Additional Optional Benefits For All Employees
1. 1959 Survivor's Benefit: The City’s contract with CalPERS provides Level 4 coverage under the 1959 Survivor's Benefit per Government Code section 21574.
2. Pre-Retirement Option 2 Benefit: The City’s contract with CalPERS provides for Pre-Retirement Optional Settlement 2 Benefit as set forth in Government Code Section 21548 for all employees in the unit.
3. Military Service Credit: The City’s contract with CalPERS provides the Military Service Credit option set forth in Government Code section 21024.
4. Pre-Retirement Death Benefits: The City’s contract with CalPERS provides the benefit known as the pre-retirement death benefit to continue after remarriage of survivor as set forth in Government Code section 21551.
5. Cost of Living Allowance: The City’s contract with CalPERS provides the benefit known as the 2% Cost of Living Allowance Increase as set forth in Government Code section 21329.
6. Retired Death Benefit: The City’s contract with CalPERS provides the $500 Retired Death benefit as set forth in Government Code section 21620.
7. Prior Service: The City’s contract with CalPERS provides the prior service benefit as set forth in Government Code section 20055.
D. Advancement of Disability Retirement Benefits For Employees Who File For Disability Retirement
In the event an employee who has been certified as disabled files an application for disability retirement and the City does not dispute the employee’s application, the City will advance disability retirement payments to the retiree until there is a determination from CalPERS as to whether the application will be granted or not. Once that determination (that the employee qualifies for disability retirement) is made by PERS the City will be reimbursed for the advanced disability payments. If the City disputes the application for disability retirement, no advanced disability retirement payments will be provided. In the case of an employee who files for service retirement pending their application for disability retirement which the City disputes, the City will advance only that portion of the retiree’s pension that is undisputed.
17. DEFERRED COMPENSATION
A. Deferred Compensation Contribution
The City shall contribute $100.00 per month per employee to a deferred compensation plan.
In addition to the City’s contribution to deferred compensation described in the first paragraph, any employee may elect to contribute to their own deferred compensation account from their regular wages up to the maximum deferrals specified by law and/or plan rules. In accordance with the tax rules, any cash that an employee may receive through the cafeteria plan described above in Article 13 may not be deferred to the employee’s accounts under the City’s deferred compensation plans.
B. Conversion of Sick Leave to Deferred Compensation
Employees may choose to contribute part of their accumulated sick leave to deferred compensation. Per IRS regulations, converted sick leave may only be used to fund “catch up” contributions to deferred compensation, therefore, an employee must first contribute the maximum to their respective deferred compensation account before they are permitted to use their sick leave to make “catch up” contributions. The following restrictions apply to this program:
1. The employee must have a minimum of 15 years of service with the City of Beverly Hills.
2. The employee’s sick leave balance cannot be reduced below 500 hours by the contribution.
3. Contribution amounts and deferral limits will be governed by IRS Code restrictions and the deferred compensation plan rules related to “catch-up” contributions.
4. An employee may only convert the amount of sick leave they would be eligible to receive if they separated from service at the time of the sick leave conversion to deferred compensation.
18. HOLIDAYS
A. Holidays
Employees shall be entitled to the following paid holidays if they were in paid status for the entire day the day before and the day after the holiday, (i.e., either the employee worked or was absent using paid leave for the entire day on such workdays):
New Year's Day January 1
Martin Luther King Day 3rd Monday in January
Presidents’ Day 3rd Monday in February
Memorial Day Last Monday in May
Juneteenth June 19
Independence Day July 4
Labor Day 1st Monday in September
Veterans’ Day November 11
Thanksgiving Day Fourth Thursday in November
Day after Thanksgiving Day After Fourth Thursday in November Christmas Day December 25
1. Every employee whose regular work schedule is Monday through Friday will observe holidays as follows:
a. If the holiday falls Monday through Friday, the employee will be granted a paid day off on the day on which the holiday falls.
b. If an employee is required to work on a holiday, the employee will be paid for the holiday, plus paid either 1½ times their regular rate of pay for the hours actually worked on the holiday or compensatory time at 1½ times the hours actually worked, at the employee’s discretion subject to the maximum cap on accrual of compensatory time of 80hours.
c. If a holiday falls on a day which is an off day for employees working the 9/80 or 4/10 work schedules, the employee shall receive a floating holiday in lieu of holiday pay. Floating holidays may be taken at each employee’s discretion, subject to approval of the Department Head or designee.
Generally, these floating holidays may be used after the holiday has occurred unless the employee requests to use the floating day contiguous to the actual holiday. The parties encourage employees in the unit to use their floating holidays. Department Heads or designees will not act unreasonably in granting requests to use floating holidays. Employees may accrue up to five (5) floating holidays. If an employee has five (5) floating holidays on the books, they will not accrue a floating holiday per this paragraph unless they reduce the number of floating holidays by using floating holiday leave to reduce the number of floating holidays below five (5). Per Labor Code section 227.3, floating holiday hours cannot be cashed out at any time. Upon movement to another bargaining unit employees will retain their floating holidays and will accrue further floating holidays according to the terms of that other unit’s MOU.
2. If the January 1, June 19, July 4, November 11 and December 25 holidays fall on a Saturday, the preceding Friday shall be considered the holiday; if the holiday falls on a Sunday, the following Monday shall be considered the holiday. Employees whose work schedule is different from the Monday through Friday schedule, shall receive holiday benefits in the following manner:
a. If the holiday falls on one of their workdays, they shall be given that day off with pay, if possible.
b. If the holiday falls on one of their days off, they shall be given one day off during the same pay period or receive compensation for one additional day’s pay at the following rates: 5/40 – eight hours, 9/80 – 9 hours 4/10 – 10 hours and 3/12 – 12 hours.
c. If a holiday falls on a day on which the employee is required to work, they will be paid for the holiday, plus either 1½ times their regular rate of pay for the hours actually worked on the holiday or alternate time off at 1½ times the hours actually worked, at the employees’s discretion.
3. All employees shall receive holiday pay for the number of hours that corresponds to their regular work day. (i.e., if the holiday falls on the employee’s 8, 9, 10 or 12 hour day, the employee shall receive 8, 9, 10 or 12 hours of holiday pay, respectively).
4. For employees of the Library, on any other day on which the Library closes which are not listed on the holiday schedule, the employee may use vacation or compensatory time off to get paid for the day or, if approved by the employee’s
supervisor, come to work and perform duties approved by the employee’s supervisor. An employee who has been on probation for six months or less (who is not otherwise entitled to use vacation) will have the right to access vacation which has been earned (but which is not yet available for use) to be paid for all or part of the day when the Library is closed and they are unable to work.
B. Personal Holiday
All unit employees shall be entitled to two additional paid holidays each fiscal year. Employees hired between July 1 and December 31 shall be entitled to two personal holidays for use that fiscal year. Employees hired between January 1 and March 31 shall be credited with one personal holiday for use by June 30 of the same year. Employees hired between April 1 and June 30 will not be credited with any personal holidays until the following fiscal year.
Employees shall earn personal holiday hours as follows: 5/40 = 16 hours, 9/80 = 18 hours, 4/10 = 20 hours and 3/12 = 24 hours. Employees shall request such holiday leave in writing. The parties encourage employees in the unit to use their personal holiday leave. Department Heads or designees will not act unreasonably in granting requests to use personal holiday leave.
Employees are encouraged to use personal holidays during the year they are earned. Employees may not have more than two personal holidays on the books at any time. If at the end of a fiscal year, an employee still has personal holidays on the books, for the following fiscal year, the employee will receive only that amount of personal holidays that will bring the balance to two personal holidays, in accordance with California Labor Code Section 227.3. Personal holidays cannot be cashed out at the end of the year, when moving to a new association, or upon separation from City employment.
If an employee moves into another bargaining unit that has personal holiday, they will retain their personal holiday balance and continue to accrue additional hours per the terms of the respective MOU.
19. VACATION
A. Authorization For Taking Vacation
Employees may use accumulated vacation if approved by the their Department Head or designee.
B. Accumulation
Employees with fourteen (14) years of service or less may not accumulate more than 480 hours of vacation at any time.
Employees with more than fourteen (14) years of service may not accumulate more than 520 hours of vacation at any time.
Employees who reach their maximum vacation accumulation will stop accruing vacation until their balance falls below their maximum vacation accumulation.
Effective for calendar year 2024 and every year thereafter: By December 15 (the first year being 2023) of each year, employees may make an irrevocable election to cash out up to eighty (80) hours which will be earned in the following calendar year, provided that at the time of the cash out, the employee has minimum of 240 hours of accrued vacation leave.
The employee will be paid for the vacation hours (up to a maximum of eighty (80) hours) they irrevocably elected to cash out in January of the following calendar year (the first year being 2025).
If an employee makes an irrevocable election to cash out vacation in the following calendar year and uses vacation in that subsequent year, the vacation used will come from vacation the employee had earned prior to January 1 of the year the employee has elected to cash out vacation. This is to ensure that assuming an employee had a vacation balance prior to January 1, the vacation used will not result in a reduction in the amount of vacation the employee will be eligible to cash out.
In addition to the above, starting in 2024, an employee who has an “unforeseen emergency” (defined as an unanticipated emergency that is caused by an event beyond the control of the employee and that would result in severe financial hardship to the employee if early withdrawal were not permitted) shall be entitled to make a request to the Director of Human Resources for a payoff of accrued vacation leave. The amount of vacation leave which may be paid off is limited to the amount necessary to meet the emergency. The maximum payoff the employee can receive for an emergency is limited up to eighty (80) hours of their accrued vacation leave. These eighty (80) hours would be the same eighty (80) hours the employee elected to cash out, not an additional eighty (80) hours.
C. Request To Use Vacation
An employee entitled to vacation shall make written request to use vacation in the manner and within the time directed by the Department Head. Every DepartmentHhead or designee shall establish a vacation schedule for each calendar year. The vacation schedule will generally be based on employee requests and seniority, which for purposes of use of vacation refers to the employee’s overall cumulative full-time service within the City. Vacation schedules are subject to the Department Head’s right to plan work under their control; however, they will allow vacations when employees can be spared.
Each year between November 1st and December 15th, employees shall submit vacation requests for the next calendar year. The determination of which requests shall be granted shall be made by seniority with the City. Thereafter, requests shall be submitted throughout the year and the determination as to whether a request is granted or denied shall be made on a first come, first served basis. Seniority is only a factor when two or more employees request vacation at the same time. An employee with greater seniority cannot bump the vacation of a less senior
employee whose vacation has already been approved. Employees shall be notified as soon as possible whether their request is approved, and if not, the employee may then request an alternate vacation period. Any request submitted shall be deemed “approved” unless denied in writing within 14 calendar days of its submission.
D. Vacation Accrual
Vacation shall accrue on a biweekly basis, as follows:
FIRST 4 YEARS AFTER 4 YEARS AFTER 14 YEARS
OF SERVICE THROUGH 14 YEARS OF SERVICE
3.08 Hours 4.62 Hours 6.15 Hours
Bi-weekly Bi-weekly Bi-weekly
80 Hours/Yr 120 Hours/Yr 160 Hours/Yr
20. SICK LEAVE
Except as is otherwise provided, each employee shall accrue, use, and be compensated for sick leave as follows:
1. Accrual: Each employee shall accrue sick leave at the biweekly rate of 3.69 hours for each complete biweekly period of employment. During years in which there are 27 pay dates, there will be no sick leave accrual during the 27th pay date.
Payroll division records are the final authority for settling disputes regarding accrued and accumulated sick leave.
2. Use of Sick Leave: Accumulated sick leave may be used by an employee during a period of illness of the employee, child, step-child, parent, spouse, sibling or registered domestic partner. For up to half of the employee’s annual accrual (48 hours), sick leave may also be used to care for a parent-in-law, grandchild, grandparent or “designated person”. A “designated person” is a person identified by the employee at the time they request sick leave. An employee may designate one person per 12-month period.
Employees who run out of sick leave shall be permitted to use other accrued leave for sick leave purposes if approved by their supervisor, and approval shall not be unreasonably withheld.
3. Sick Leave Incentive: After completion of one full year of service, employees who use twenty-seven (27) hours or less of sick leave each payroll year (defined as the year that ends at the end of the last full pay period in December where the pay day is also in December) may receive cash payment for up to 27 hours of the accumulated unused sick leave during the month of January of the following year.
The sick leave shall be paid at the employee’s then existing rate of pay.
If an employee wants to cash out sick leave (because they have used twenty-seven (27) hours of sick leave or less), they must comply with the following: By December 15 of each year, employees may make an irrevocable election to cash out up twenty-seven (27) hours of sick leave which will be earned in the following calendar year. If the irrevocable election is not made, the employee will not have any of their sick leave cashed out in January of the year after it was accrued.
Additionally, the employee’s irrevocable election will be followed regardless of the bargaining unit the employee may be in at the time of the actual cash out. For example, if an employee is in MEA when the irrevocable election is made (December 15, 2023), changes to another bargaining unit in 2024, their irrevocable election made as a MEA member will be honored (based on eligibility) when cash out is paid.
Accrued unused sick leave shall be cashed out at separation in accordance with Article 25B: Sick Leave Pay-Off.
21. BEREAVEMENT LEAVE
Bereavement leave is an absence occasioned by the death of a family member, herein defined as a spouse, parent, grandchild, brother, sister, child, step-child, grandparent, in-law relations (father-in-law, brother-in-law, daughter-in-law, etc.), or registered domestic partner of the employee.
Up to a maximum of forty (40) hours of bereavement leave per calendar year may be used in the event of the death of a family member. In the event an employee needs additional time off for this leave, they may use up to 40 hours of sick leave per calendar year.
Requests for bereavement leave shall be made in writing, when feasible, and shall be approved by the Department Head or designee, and the Director of Human Resources or designee.
In addition to the above (which allows an employee up to 40 hours of paid bereavement leave as well as the ability to use an additional 40 hours of sick leave for bereavement) there is a right to use additional bereavement leave under the law.
For employees who have been with the City for at least thirty (30) days) who have exhausted both their paid bereavement leave and the five additional days of sick leave which can be used for bereavement, they may use up to five (5) days of bereavement leave for each death of a family member as defined above. This leave under the law must be used within three (3) months from the date of death. Although this is not City-paid leave, employees may use any accrued and available leave that is otherwise available to the employee for this purpose.
22. INDUSTRIAL INJURY
A. Salary Continuance
All terms contained in this article and the determination thereof, shall be as defined by the provisions of Division 4 of the California Labor Code, Sections 3201 et. seq.
In the event of an accepted work-related injury claim, the City shall pay the gross salary, less legally required deductions, to the injured employee for a period not to exceed fourteen (14) calendar days. An employee shall not receive a monetary amount greater than they would receive if they had been working under normal conditions.
Should an injured employee's period of absence exceed fourteen (14) calendar days, payment under this Article will cease. An employee eligible to receive temporary disability indemnity may then utilize accumulated sick leave, vacation leave, and compensatory time, which when added to their temporary disability indemnity payments will add up to full salary. An employee who elects not to utilize accumulated leave while receiving temporary disability indemnity payments must notify Human Resources.
An employee seeking these benefits may be required to be examined by City authorized physicians at the discretion of Risk Management and the Director of Human Resources for the purpose of determining eligibility for this program.
B. Benefits Continuation
If an employee is on a leave without pay as a result of an industrial injury (meaning the employee is not using or does not have available accrued leaves to supplement TTD payments while on industrial leave), the City shall pay the CalPERS statutory minimum for that employee for the duration of the leave. Assuming the employee wants to be covered by medical, dental, and/or optical insurance, the employee shall receive the cafeteria plan contribution and/or cash back (described in Article 13) for one month for each full year of service, up to a maximum of one year.
If an employee chooses to opt out of insurance and receive cash as described above, they will be eligible to receive that cash for one month for each year of full service up to one year.
23. MEDICAL DISABILITY SEPARATION
In the event an employee who has passed probation, is physically/mentally incapacitated from performing their job, and the employee is not eligible to receive a disability retirement from PERS, the City may separate the employee for medical reasons.
The separation would be considered "in good standing" which would enable the employee to be eligible for reinstatement pursuant to the Personnel Rules and Regulations section governing separation.
24. JURY DUTY AND WITNESS LEAVE
A. Jury Duty
1. An employee who is called for jury duty shall be compensated (as though they were working) for those hours of absence due to the jury duty that occurs during the employee’s regularly scheduled working hours. Employees are required to provide documentation to Human Resources that they are on jury duty and once completed, documentation from the court that they have completed their jury duty service. This documentation is necessary for employees to receive pay for jury duty.
2. If a unit member is required to be absent from work to report for jury duty, the employee will notify their supervisor of the absence as soon as possible, including the night before if the employee finds out that they must report the next day.
3. An employee on jury duty must either return to work after the jury service is done for the day if there are still four hours or more left on their shift, or call in to their supervisor and ask to use leave to cover the rest of their shift.
4. An employee who is called to jury duty on a non-working day will not receive compensation or be authorized to change their schedule as a result of being called to jury duty.
5. An employee who is scheduled for a swing or graveyard shift on a day they are called to jury service will be authorized to change their work hours in order to report to jury service under the same provisions of 1-3 above.
6. An employee who is called to jury duty will not be subject to working their full graveyard or swing shift if there is not a minimum of 10 hours before or after assigned jury duty. If there is less than 10 hours between the end of a shift and the start of jury duty, an employee will be permitted to leave their shift early to allow for a minimum break of 10 hours. If there is less than 10 hours between the end of jury duty and the start of their shift, an employee will be able to delay their usual start time to ensure a 10 hour break in between. In this event, the employee’s usual end time will remain the same. For any additional time taken off before or after jury duty, an employee will be required to utilize paid accrued time subject to supervisor approval.
B. Witness Leave
Any employee who is required to serve as a witness pursuant to a lawful subpoena in any judicial or quasi-judicial proceeding, except if the employee is a party to the proceeding and it is unrelated to their current or past public employment shall be allowed time off with pay (no need to use accrued leaves) to serve as a witness.
If the employee attends any judicial or quasi-judicial proceeding to which they are a party that is unrelated to their current or past public employment, while the City will not provide paid time off to serve as a witness, the employee may use vacation or compensatory time off for the time off to serve as a witness. If the employee attends any judicial or quasi-judicial proceeding to which they are a party that is related to their current or past public employment, they shall be allowed time off with pay (no need to use accrued leaves) to attend such proceeding.
All fees to which the employee is entitled by law for serving as a witness pursuant to a lawful subpoena in any judicial or quasi-judicial proceeding shall be paid (less transportation allowance, if any) to the City if the employee is being paid (i.e., not using accrued leave) by the City while attending such proceeding.
25. LEAVE OF ABSENCE WITHOUT PAY
Requests for leaves of absence without pay must be submitted to each employee’s supervisor and approved by the employee’s Department Head or designee and shall be used only if all appropriate accumulated leaves (e.g., sick leave may not be exhausted if the leave is not for a medical purpose) have been exhausted. Employees on leave of absence without pay shall not accrue vacation, leave rights, nor shall the City pay for any benefits, except as required by law.
Decisions whether to grant such a leave will be made based on operational needs of the Department.
26. LEAVE PAYOFFS AND LAYOFF UPON SEPARATION FROM CITY SERVICE A. Vacation Pay-Off
Employees who separate from City service shall be paid for accumulated vacation.
B. Sick Leave Pay-Off
All accumulated sick leave at the date of separation from City service shall be the basis for determining the amount to be paid to each employee who qualifies to receive sick leave pay-off.
Only employees who have ten (10) or more continuous years of City service shall be eligible for sick leave pay-off upon separation from employment with the City. Employees with less than ten (10) years of continuous service shall not be eligible to receive any pay-off for unused sick leave.
The rate of sick leave pay-off shall be calculated as follows: Three percent (3%) of accumulated sick leave per full year of service. Sick leave shall be calculated at the base rate of pay received by the employee at the time of their separation.
C. Severance Pay for Employees Subject to Layoff
In addition to the layoff provision of the Personnel Rules and Regulations, an employee who is laid off shall receive severance pay of one day of their current salary, for each full year of service with the City, up to a maximum of ten (10) days of salary.
27. EDUCATION REIMBURSEMENT
In accordance with the requirements of Administrative Regulation, Number HR.06, the City shall reimburse an employee for attending an accredited college or university provided that the course is directly job related. If an individual is pursuing a degree, the City shall reimburse the employee for only those courses taken in the major, provided the degree objective is job related.
To be eligible for tuition reimbursement, each employee shall (prior to each fiscal year) submit a document setting forth the following:
• the name of the institution at which the course(s) will be taken, • the title(s) of the course(s) for which they are seeking reimbursement, and • how the course(s) is directly related to the employee’s job The employee shall forward this document to their Department Head or designee, who shall forward it for approval to the Human Resources Department. Since eligibility requirements are set forth in the Administrative Regulation and require advanced approval from a supervisor, Department Head, and Human Resources prior to the commencement of the course, employees wishing to receive tuition reimbursement are encouraged to review the policy.
28. CONTRACTING OUT
A. Contracting Out
The City may wish to contract out work which is currently performed by bargaining unit members.
If the City seeks a request for proposal (RFP) for work currently performed by bargaining unit members, the City agrees to provide a copy of the RFP to the President of the Association within five (5) calendar days of it being publicly disseminated. In addition, the City will provide the President of the Association with copies of any RFP submissions within one calendar week of the close of time for RFP proposals. If the City informs the Association that it wishes to contract out bargaining unit work, the Association agrees to begin the meet and confer process within 15 days after it receives the RFP submissions from the City. In the case where the City does not go through the RFP process, the Association agrees to begin the meet and confer process within 15 days after it receives notice of the City’s intent to contract out bargaining unit work and proposed contract terms from an outside provider of the contracted services, whichever is later.
In advance of the process described above, if the City believes that existing members of the bargaining unit cannot perform work it needs completed due to the volume of such work or the timing in which it needs to be completed and therefore it needs to contract out for the performance of such work, it may request that the Association meet. The Association agrees to meet and informally discuss with the City within ten days of being requested to do so. The parties may mutually agree to a date beyond ten days. The purposes of the meeting(s) will be to determine if existing employees can perform any or all of the work for which the City needs in order to determine an accurate scope of the work for which it needs to contract out.
Following such meetings, if the City intends to contract out any work currently performed by bargaining unit members, the City agrees to inform the Association of its intention in writing and the parties will follow the process describe above.
B. Emergency Contracting Out Not Requiring Meet and Confer An emergency permitting the City to contract out bargaining unit work without meeting and conferring with the Association can be declared only by the City Manager or if they are absent, the person authorized to act on their behalf. An emergency occurs when bargaining unit work cannot be provided by existing employees without endangering public health and/or the fiscal viability of the City. If work during a period of declared emergency can be provided by existing employees on an overtime basis in a manner that doesn’t endanger public health or the fiscal viability of the City, it shall be performed by such existing employees on an overtime basis. An emergency can also be declared when, due to a sudden, unexpected event that is beyond the City’s control, the short-term workload of bargaining unit work cannot be performed by existing employees. In such event an emergency can be called, but is limited to a period of 120 days.
29. MEA RELATED BUSINESS
A. Stewards Program
MEA may select a total of twelve (12) stewards for this UnitMEA shall provide a written list of employees who have been selected as stewards to the Director of Human Resources. This list shall be kept current at all times by MEA and submitted to the Director of Human Resources at least every six (6) months. Stewards are permitted to assist employees in matters regarding employer/employee relations.
When leaving their work locations to transact MEA related business, stewards shall first obtain permission from their immediate supervisor and inform them of the general nature of the business. Permission to leave shall be granted promptly unless such absence would cause undue interruption of work. If such permission cannot be granted promptly the steward shall be, if possible, immediately informed when time may be made available.
MEA stewards shall complete a time use slip to document MEA activity time. This slip shall be initialed by the steward using the time and the supervisor authorizing it and submitted to the Human Resources Department.
Upon entering a work location, the steward shall inform the appropriate supervisor of the nature of the business. Permission to leave the job shall be granted promptly to the employee involved unless such absence would cause an undue interruption of work. If the employee cannot be made available, the steward shall be immediately informed, if possible, when the employee may be made available.
A steward shall not log compensatory time or overtime pay for the time spent performing any function of a steward even if they are working on MEA related business outside of their regularly
work hours. An MEA member working on MEA business outside of work hours is not considered to be working for the City.
B. Dues Deduction
The City will deduct dues and assessments once each pay period, provided there is not more than one deduction per pay period, in an amount certified to be current and correct by the MEA President, from the pay of those employees who individually provide written authorization for dues and other such deductions. The total of all such deductions shall be remitted by the City to the MEA on a bi-weekly basis. This authorization shall remain in full force and effect until and so long as the MEA remains a formally recognized employee organization in the City. It is the responsibility of the MEA to advise the City of new employees who authorize dues deductions.
Such deductions will be made on a prospective basis.
There shall only be two dues deductions per month. There shall be no dues deduction for the 3rd pay date in any month that contains a 3rd pay date.
C. Bulletin Boards
MEA may post no more than two (2) MEA documents at any one time on City bulletin boards, provided that such documents are not of a political or controversial nature, or anything reflecting adversely upon the City, its employees, or any labor organization representing any employees of the City as determined by the City Manager.
D. Use of City Facilities
Representatives of MEA may use City facilities for general membership meetings with City approval and prior clearance from the proper authority (i.e., an authority who can approve use of the particular facility). MEA may hold their Board of Stewards meetings during the noon hour in a City facility, subject to City approval and room availability.
E. Use of City Conference Rooms
The City will provide MEA with a location to keep a filing cabinet and MEA will have the ability to request to use City conference rooms to hold meetings.
F. Hours Allocated for MEA Business and Training
The City will grant five hundred (500) hours per contract year to MEA for the purpose of training and the conduct of union business. The 500 hours shall not include time spent in negotiations, processing grievances or representing members in disciplinary appeals. The time shall be allocated by MEA among its officers and stewards as it believes appropriate. The Human Resources Department shall be notified of the use of this time.
Any time spent at “MEA Issues Meetings” with the City (excluding preparation for the meetings), or any time spent in meetings where the presence of an Association member is requested by City
Human Resources personnel, will not be deducted from the allocation of hours (500). However, employees are expected to record such time using the same time use slip referenced in “A” above in order to properly reflect such release time. Employees must track their use of the five hundred (500) hours in the City’s timekeeping system by using payroll code “Association Leave” (currently payroll code 325) so that the City’s payroll staff can keep accurate, ongoing records of the amount of leave used for the year at any time. For hours which are not required to be charged to the 500 hours (see above), employees still need to receive permission from their supervisor to be away from work for the meeting but record their time as regular hours worked.
MEA representatives utilizing this time shall notify their supervisors and shall endeavor to provide as much advance notice as possible.
30. GRIEVANCE PROCEDURE
The City and MEA recognize that disputes related to this MOU will occur from time to time. It is both parties’ intent and desire that any such disputes be resolved quickly and amicably.
However, the parties recognize that occasionally disputes will need to be resolved by a neutral.
It is for that reason that the parties agree to the following provisions of their grievance procedure.
A. Definition of a Grievance
An allegation by an employee or the MEA that there has been a violation, misinterpretation, or misapplication of the terms of this MOU or any past practice.
B. Timeliness of a Grievance
A grievance must be filed within 60 days of the occurrence giving rise to the grievance or the time within which the grievant (either the employee or MEA) knew or should have known of the occurrence.
C. Grievance Procedure
The parties acknowledge that a grievance procedure is beneficial to resolve MOU disputes.
1. Step 1 – If MEA is the grievant – Communication with the Human Resources Department: Whenever MEA believes that there has been a violation, misinterpretation, or misapplication of the terms of this MOU, MEA shall inform the Director of Human Resources in writing of the alleged violation, misinterpretation, or misapplication. The Director of Human Resources shall either promptly schedule a meeting with the designated MEA representative to discuss the grievance or may respond in writing within fifteen (15) calendar days.
If a meeting is scheduled, the Director of Human Resources shall present their determination in writing within fifteen (15) calendar days of the meeting. The response will be sent by e-mail to the designated MEA representative.
2. Step 1 – If an employee is the grievant - Communication with Department Head or Designee: The employee must present, in writing, to the employee’s Department Head (or the Department Head’s designee if one is established) a document setting forth the alleged violation, misinterpretation, or misapplication of the terms of this MOU. The Department Head or designee shall either promptly schedule a meeting with the grievant (the employee (who may be represented if they wish)) to discuss the grievance or may respond in writing within fifteen (15) calendar days. If a meeting is scheduled, the Department Head or designee shall present their determination in writing within fifteen (15) calendar days of the meeting. The response will be sent by e-mail to the employee or designated MEA representative.
3. Step 2 –Advisory Arbitration: If the employee or MEA is not satisfied with the results of Step 1 or the Director of Human Resources or Department Head does not respond within the time limits for a response, the employee or MEA may move the grievance to advisory arbitration. To do so, the employee or MEA must present, in writing, to the Director of Human Resources a document setting forth the alleged violation, misinterpretation, or misapplication of the terms of this MOU and requesting that the grievance be submitted advisory arbitration. This document must be presented within ten (10) calendar days of the date the Step 1 response was e-mailed to the employee or MEA representative, or within ten (10) calendar days from the last date the response was due if no response is given.
4. Once received, the Director of Human Resources shall promptly send a letter to the grievant (either the employee or MEA) advising the grievant as to who the City’s representative will be. The grievant shall then contact the City’s representative for the purpose of determining whether the parties can agree on an arbitrator to hear the grievance. If the parties can agree, the representative for the City shall contact the agreed upon arbitrator to determine their availability for the hearing. If the parties cannot reach agreement on an arbitrator, the Director of Human Resources or designee will send a letter to the State Mediation and Conciliation Service requesting a list of seven (7) arbitrators. Once the list is received, the representatives of the parties shall strike names until an arbitrator is chosen. The parties shall toss a coin to determine who shall strike the first name.
Once the arbitrator is chosen, the parties will contact the arbitrator to schedule a hearing.
5. During the hearing, the formal rules of evidence do not apply. The cost of the arbitrator, a court reporter (if the parties agree on the use of a court reporter) shall be split between the City and the grievant. If the employee is pursuing a grievance without the support of the MEA, the employee shall be responsible for one-half of the costs of the arbitration.
6. Once the arbitrator issues their advisory recommendation, it will be submitted to the City Manager.
7. The arbitrator shall provide copies of their recommendation to both parties’ representatives. Within ten (10) calendar days from the receipt of the advisory arbitration's recommendation, MEA (or the employee if proceeding on their own) and the applicable Department Head may submit to the City Manager a brief statement, not exceeding three (3) double-spaced pages, stating whether they believe the advisory arbitrator's recommendation is correct or not and why.
Within thirty (30) calendar days of receipt of the advisory arbitrator's recommendation, the City Manager shall issue a written decision and send such decision to the Human Resources Department. The Human Resources Department shall provide copies of the decision to the grievant and the applicable Department Head. If the City Manager fails to accept, reject, or modify the arbitrator’s opinion and award within thirty five (35) calendar days of receipt by the City Manager, it shall be considered accepted.
8. The City Manager may accept, reject, or modify the advisory arbitrator's opinion or any part thereof. The City Manager's decision shall be final and binding. In reaching their decision, the City Manager shall review the advisory arbitrator's recommendation, the brief statements (if any) on the advisory arbitrator's recommendation submitted by the parties to the City Manager, and the evidence, both documentary and testimonial, and arguments presented to the advisory arbitrator.
31. DISCIPLINE
Although probationary employees may be rejected from probation for any lawful reason, once an employee passes their probationary period, they shall only be subjected to discipline (defined as termination, demotion, suspension, reduction in pay, and written reprimand) if the City can support its position by a preponderance of the evidence. Disciplinary action resulting in loss of pay (including termination, demotion, suspension, or reduction in pay) will be subject to the preaction process described in “B” below and the disciplinary appeal process in “C” below. Written Reprimands will not be subject to the pre-action process, but can be appealed by the employee to the City Manager or designee as described in “A” below. Counseling memos and written warnings are not subject to the pre-action process and may not be appealed. However, an employee may submit a written response to such action, which shall be attached to the warning or counseling memo (or other such document) in the employee’s personnel file.
A. Response to Written Reprimand
1. Appeal of Written Reprimand:
A unit member who receives a written reprimand shall be entitled to appeal the action to the City Manager or their designee. Within seven (7) calendar days of receipt by the unit member of a written reprimand, they shall notify the issuer of the written reprimand in writing that they intend to appeal the written reprimand.
If the employee does not respond within the seven (7) day period, the written
reprimand will be placed in the employee’s file. The appeal is an opportunity for the member to present written material and arguments to support why a written reprimand should not be issued or offer alternatives to the action. The written material should be provided to the Director of Human Resources or designee no later than three (3) business days before the hearing to allow for adequate review and preparation. The City Manager or their designee will hear the appeal and consider the employee’s documentation and arguments. The member may be represented by an association representative or attorney of their choice. A decision will be issued in writing and will not be subject to further appeal.
2. Written Rebuttal:
Any employee may submit a written response (rebuttal) to a written reprimand, which will be attached to the reprimand and placed in the employee’s file. The written response shall be filed with 30 days of the issuance of the reprimand or within 30 days of the receipt of the City Manager or designee’s decision following appeal of the reprimand, whichever is later.
B. Pre-Action Due Process for Discipline Resulting in Loss of Pay (Termination, Demotion, Suspension, Reduction in Pay)
Prior to being subject to any discipline that results in the loss of pay, an employee will first be served with a notice of intent to discipline by their supervisor, manager or Department Head.
This document will set forth the grounds for discipline, the facts supporting the grounds and all evidence to which the employee is entitled by law. The notice of intent to discipline will also advise the employee of any prior discipline which the City representative issuing the notice believes is relevant to the current discipline. In addition, the notice of intent will advise the employee of their right to respond to the proposed discipline either in writing or orally at a meeting. If the employee does not respond within the time limits, the discipline will be imposed.
If the employee chooses to respond in writing, they must insure their response is received by the representative who issued the notice of intent to discipline within seven (7) calendar days of receiving the notice of intent to discipline. If the employee wishes to respond orally, they must call or write the City representative who issued the notice of intent to discipline within seven (7) calendar days of receiving the notice of intent to discipline informing the representative that they wish to have an oral response. The City representative will advise the employee when the meeting (known as a Skelly meeting) will take place.
At the Skelly meeting (assuming the employee wants to respond orally) the employee has the right to be represented. The Skelly meeting is not a hearing. It is an opportunity for the employee and/or their representative to respond to the notice of intent to discipline. The employee may be represented at the Skelly meeting by one on-duty MEA representative as well as by as well as an attorney if they choose. Under no circumstances may the employee be represented by more than one MEA member at the Skelly meeting.
The City representative who will hear the response may or may not be the person who issued the notice of intent to discipline. The decision will either be to impose the proposed discipline, impose no discipline or to impose a lesser discipline. The City representative hearing the response does not have authority to impose discipline that is greater than that which was proposed.
If the discipline is imposed or if it is reduced but there is still discipline imposed which is covered by this procedure, the City representative shall issue a notice of discipline. Like the notice of intent, the notice of discipline shall set forth the grounds, and facts supporting the discipline as well as any prior discipline relied on by the City representative in imposing the discipline. The notice of discipline will also set forth the employee’s appeal rights advising the employee that if they wish to appeal the discipline, they must do so in writing by serving a notice of appeal to the Director of Human Resources within seven (7) calendar days.
The Notice of Discipline will set forth the effective date of the discipline.
C. Appeal of Discipline Resulting in Loss of Pay – Advisory Arbitration If an employee desires to appeal a disciplinary action, they (or the representative) shall submit a written notice of appeal. A representative of the City shall contact either the employee or their identified representative within ten (10) calendar days of receipt of the notice of appeal for the purpose of determining whether the parties can agree on an advisory arbitrator to hear the appeal. If the parties can agree, the representative for the City shall contact the agreed upon arbitrator to determine their availability for the hearing. If the parties cannot reach agreement on an arbitrator, the Director of Human Resources or designee will send a letter to the State Mediation and Conciliation Service requesting a list of seven (7) arbitrators. Once the list is received the representatives of the parties shall strike names until an arbitrator is chosen. The parties shall toss a coin to determine who shall strike the first name. Once the arbitrator is chosen, the parties will contact the arbitrator to schedule a hearing.
During the hearing the formal rules of evidence do not apply. The cost of the list of arbitrators, the arbitrator him/herself, and the court reporter shall be split between the City and the MEA unless MEA is not financially supporting the appeal by providing representation for the employee.
Once the arbitrator issues their advisory recommendation they will submit it to the City Manager as well as both parties’ representatives.
The arbitrator shall provide copies to both parties’ representatives. Within ten (10) calendar days from the receipt of the advisory arbitration's recommendation, both parties’ representatives may submit to the City Manager a brief statement, not exceeding three (3) double-spaced pages, stating whether they believe the advisory arbitrator's recommendation is correct or not and why.
Within thirty five (35) days of receipt of the advisory arbitrator's recommendation, the City Manager shall issue and send their final written decision to the parties.
The City Manager may accept, reject or modify the advisory arbitrator's recommendation or any part thereof. In no case, however, may the City Manager increase the penalty above that imposed
by the Department Head. The City Manager's decision shall be final and binding. In reaching their decision, the City Manager shall review the advisory arbitrator's recommendation, the brief statement (if any) on the advisory arbitrator's recommendation submitted by the parties to the City Manager, and the evidence, both documentary and testimonial, and arguments presented to the advisory arbitrator.
The employee has the right to appeal the City Manager’s decision in accordance with California Code of Civil Procedure section 1094.6 which provides a 90-day statute of limitations.
32. PERSONNEL FILES
The City shall maintain only one personnel file for each employee. The personnel file shall be located in the City's Human Resources Department.
Employees shall be entitled to review the content of their personnel file (with the exception of background investigation material or any other document received in the hiring process that the City does not wish to provide the employee access to) at reasonable intervals provided that the employee schedules an appointment, at least twenty-four (24) hours in advance, during the regular hours of the Human Resources Department. No comments adverse to the interest of an employee, including but not limited to counseling, discipline, evaluation, or performance documentation shall be placed in an employee's official personnel file without having first been shown to the employee, who shall be provided with a copy of said document upon request. An employee may prepare a written response to any such material and such response shall be filed with the original material.
33. MANAGEMENT RIGHTS
Except as limited by the specific and express terms of this MOU, the City hereby retains and reserves unto itself all rights, powers, authority, duty and responsibilities confirmed on and vested in it by the law and the Constitution of the State of California and/or the United States of America.
The management and the direction of the work force of the City are vested exclusively in the City, and nothing in the MOU is intended to circumscribe or modify the existing rights of the City including but not limited to the direction of the work of its employees; the right to hire, promote, demote, transfer, assign, schedule and retain employees in positions within the City; subject to the rules and regulations of the City; suspend or discharge employees for just and proper cause; to maintain and improve the efficiency of governmental operations; to relieve employees from duties because of lack of work or funds; to take action as may be necessary to carry out the City's mission and services in emergencies; to determine the methods, means and appropriate job classifications, organizational structure and personnel by which the operations are to be carried out; and to establish reasonable performance standards for personnel, including but not limited to qualifications and quantity standards. In addition to the foregoing, the parties agree that the City may demand to meet and confer over the subject of furloughs.
34. NON-DISCRIMINATION
The parties mutually reaffirm their respective policies of non-discrimination in the treatment of any employee because of race, religion, sexual orientation, medical condition, gender, gender identity, gender expression, color, sex, age, disability, national origin, ancestry, or any other protected classification recognized by the law.
35. SAVINGS CLAUSE
If any benefit or provision of this MOU is deemed by a court of competent jurisdiction to be illegal or otherwise unenforceable, the remaining benefits or provisions of this MOU shall remain in full force and effect. In the event of such invalidation, the City and MEA shall meet and confer in good faith concerning such invalidation including whether a replacement benefit or provision is necessary and appropriate.
36. ADMINISTRATIVE CODE & PERSONNEL RULES AND REGULATIONS The parties agree that if the City wishes to modify any provision of the Administrative Code and/or Personnel Rules and Regulations which is within the scope of bargaining, MEA agrees to promptly come to the table to meet and confer over proposed changes.
This MOU is prepared pursuant to the requirements of Government Code section 3505.1 for presentation to the City Council for its approval.
FOR THE MUNICIPAL EMPLOYEES ASSOCIATION OF BEVERLY HILLS _________________________ __________________________
Steve Jaramillo, President Date
Bargaining Team:
_________________________ __________________________
Ryan Nelson, Vice President Date
_________________________ __________________________
Michal Burk, Secretary Date
_________________________ __________________________
Christopher Lopez Date
_________________________ __________________________
Ruth Perez, Treasurer Date
_________________________ __________________________
Robert Martell Date
_________________________ __________________________
James Ambrose Date
____________________________ __________________________ Robert Wexler Date
FOR THE CITY OF BEVERLY HILLS
_________________________ __________________________
Shelley Ovrom Date
_________________________ __________________________
Kirsten Rowe Date
_________________________ __________________________
Tatiana Szerwinski Date
_________________________ __________________________
Peter Brown Date
EXHIBIT “A”
LIST OF CLASSIFICATIONS REPRESENTED BY THE ASSOCIATION
Account Clerk II
Account Specialist
Accountant I
Accountant II
Accounting Technician
Administrative Assistant
Administrative Clerk I
Assistant Planner
Building Inspector I
Building Inspector II
Building Maintenance
Attendant
Cable TV/Video Production
Coordinator
Cataloging Specialist
Central Stores Clerk
Central Stores Specialist
Civil Engineering GIS
Specialist
Clinical Program Coordinator
Code Enforcement Officer
Communications &
Marketing Assistant
Communications Specialist-IT
Communications Systems
Technician
Contract Support Specialist
Cultural Programs Assistant
Customer Service and Solid
Waste Specialist
Customer Service
Representative
Customer Services Specialist
Development Services
Technician I
Development Services
Technician II
Drainage Maintenance
Worker I
Drainage Maintenance
Worker II
Electrical Technician
Electrician
Engineering Aide
Engineering Permit
Coordinator
Environmental Compliance
Inspector
Environmental
Maintenance Worker
Equipment Mechanic I
Equipment Mechanic II
Facilities Maintenance
Mechanic
Field Services
Representative
Front-End Web Developer
General Repair Worker
Gerontologist
Graphic Artist
Graphic Designer
Graphic Services Worker
Human Services Specialist
Irrigation Specialist
Lead Equipment Mechanic
Lead Park Ranger
Lead Street Maintenance
Technician
Lead Traffic Signal & Street
Technician
Lighting Technician
Librarian I
Librarian II
Library Clerk I
Library Clerk I/Driver
Library Clerk II
Library Page II
Library Technician
Microcomputer Support
Specialist II
Office Assistant
Park Services Worker
Parking Coordinator
Parking Services Technician
Planning Technician
Programmer Analyst I
Programmer Analyst II
Project Staff Assistant
Public Records Coordinator
Public Works Inspector I
Public Works Inspector II
Publicist
Purchasing Specialist
Records/Micro Computer
Imaging Tech
Recreation Coordinator
Reprographics Assistant
Revenue Collector
Senior Account Specialist
Senior Accounting
Technician
Senior Building Inspector
Senior Code Enforcement
Officer
Senior Drainage System
Worker
Senior Facilities
Maintenance Mechanic
Senior Graphic Artist
Senior Graphic Designer
Senior Library Clerk
Senior Library Page
Senior Library Technician
Senior Operations Analyst
Senior Park Ranger
Senior Park Services Worker
Senior Parking Attendant
Senior Parking Services
Senior Solid Waste
Equipment Operator
Senior Street Sweeper
Operator
Senior Support Specialist
Senior Traffic Signal and
Street Lighting Technician
Senior Video Production
Specialist
Senior Water System
Technician
Senior Water System Worker
Solid Waste Equipment
Operator
Solid Waste Inspector
Special Events Coordinator
Street Maintenance
Technician
Street Maintenance Worker
Street Sweeper Operator
Telecommunications
Analyst
Traffic Engineering
Technician
Traffic Sign and Paint Tech
Traffic Signal & Street
Lighting Technician
Transportation Planning
Specialist
Urban Forest Inspector
Utility Service Locater
Technician
Venue Coordinator
Venue Coordinator –
Historic Site
Video Producer/Editor
Video Production Specialist
Water Conservation
Specialist
Water System Inspector
Water System Technician
Water System Worker I
Water System Worker II
Water Treatment Plant
Operator
EXHIBIT “B”
SALARY SCHEDULES
MUNICIPAL EMPLOYEES’ ASSOCIATION (MEA) SALARY SCHEDULE
Effective 10/07/2023
Class
Code
Classification Title Salary
Grade
Step 1 Step 2 Step 3 Step 4 Step 5
6024 Account Clerk II 900-G-44 $4,714.59 $4,973.93 $5,247.51 $5,536.19 $5,840.55 6018 Account Specialist 900-G-54 $5,207.93 $5,494.34 $5,796.52 $6,115.41 $6,451.78 6015 Accountant I 900-H-15 $7,753.97 $8,180.51 $8,630.36 $9,105.06 $9,605.88 6010 Accountant II 900-H-20 $8,149.52 $8,597.71 $9,070.60 $9,569.50 $10,095.90 6020 Accounting Technician 900-G-54 $5,207.93 $5,494.34 $5,796.52 $6,115.41 $6,451.78 6162 Administrative Assistant 900-G-60 $5,528.38 $5,832.33 $6,153.16 $6,491.65 $6,848.53 Administrative Clerk I 900-G-28 $4,020.78 $4,241.96 $4,475.41 $4,721.38 $4,981.06 5095 Assistant Planner 900-H-03 $6,881.29 $7,259.77 $7,659.10 $8,080.17 $8,524.52 5035 Building Inspector I 900-H-02 $6,813.14 $7,187.87 $7,583.21 $8,000.40 $8,440.19 5030 Building Inspector II 900-H-12 $7,525.95 $7,939.90 $8,376.55 $8,837.30 $9,323.34 3725 Building Maintenance
Attendant
900-G-22 $3,787.82 $3,996.07 $4,215.86 $4,447.74 $4,692.46 4555 Cable TV/Video
Production Coordinator
900-G-76 $6,482.47 $6,838.87 $7,215.02 $7,611.86 $8,030.61 Cataloging Specialist 900-H-05 $7,019.62 $7,405.67 $7,813.10 $8,242.70 $8,696.09 3581 Central Stores Clerk 900-G-36 $4,354.03 $4,593.40 $4,846.08 $5,112.50 $5,393.73 3580 Central Stores Specialist 900-G-56 $5,312.59 $5,604.79 $5,913.04 $6,238.35 $6,581.25 5125 Civil Engineering GIS
Specialist
900-H-03 $6,881.29 $7,259.77 $7,659.10 $8,080.17 $8,524.52 5504 Clinical Program
Coordinator
900-H-30 $9,002.11 $9,497.17 $10,019.57 $10,570.64 $11,152.04 5060 Code Enforcement
Officer
900-G-79 $6,678.97 $7,046.13 $7,433.71 $7,842.65 $8,274.01 5516 Communications &
Marketing Assistant
900-G-60 $5,528.38 $5,832.33 $6,153.16 $6,491.65 $6,848.53 4535 Communications
Specialist-IT
900-H-05 $7,019.62 $7,405.67 $7,813.10 $8,242.70 $8,696.09 4536 Communications
Systems Technician
900-H-05 $7,019.62 $7,405.67 $7,813.10 $8,242.70 $8,696.09 6147 Contract Support
Specialist
900-G-70 $6,106.64 $6,442.47 $6,796.86 $7,170.67 $7,565.09 Cultural Programs
Assistant
900-G-71 $6,167.81 $6,507.02 $6,864.87 $7,242.39 $7,640.86 6182 Customer Service and
Solid Waste Specialist
900-G-70 $6,106.64 $6,442.47 $6,796.86 $7,170.67 $7,565.09
6190 Customer Service
Representative
900-G-52 $5,105.34 $5,386.00 $5,682.33 $5,994.84 $6,324.58 6180 Customer Services
Specialist
900-G-67 $5,927.15 $6,253.00 $6,597.00 $6,959.71 $7,342.52 5045 Development Services
Technician I
900-G-54 $5,207.93 $5,494.34 $5,796.52 $6,115.41 $6,451.78 5040 Development Services
Technician II
900-G-62 $5,639.43 $5,949.66 $6,276.80 $6,622.06 $6,986.22 3690 Drainage Maintenance
Worker I
900-G-41 $4,575.96 $4,827.70 $5,093.18 $5,373.23 $5,668.86 3685 Drainage Maintenance
Worker II
900-G-51 $5,054.74 $5,332.58 $5,625.94 $5,935.49 $6,261.93 3782 Electrical Technician 900-G-59 $5,473.52 $5,774.52 $6,092.23 $6,427.28 $6,780.87 3780 Electrician 900-G-78 $6,612.75 $6,976.43 $7,360.14 $7,765.00 $8,192.02 5122 Engineering Aide 900-G-58 $5,419.51 $5,717.43 $6,031.84 $6,363.67 $6,713.50 Engineering Permit
Coordinator
900-G-68 $5,986.34 $6,315.70 $6,662.84 $7,029.41 $7,416.11 5135 Environmental
Compliance Inspector
900-H-16 $7,831.57 $8,262.26 $8,716.67 $9,196.17 $9,701.90 3775 Environmental
Maintenance Worker
900-G-30 $4,101.62 $4,327.23 $4,565.15 $4,816.22 $5,081.16 Equipment Mechanic I 900-G-54 $5,207.93 $5,494.34 $5,796.52 $6,115.41 $6,451.78 3570 Equipment Mechanic II 900-G-65 $5,810.23 $6,129.82 $6,466.99 $6,822.61 $7,197.83 3715 Facilities Maintenance
Mechanic
900-G-46 $4,809.43 $5,073.95 $5,352.97 $5,647.43 $5,958.01 3540 Field Services
Representative
900-G-45 $4,761.76 $5,023.70 $5,299.98 $5,591.54 $5,899.01 4540 Front-End Web
Developer
900-H-08 $7,232.33 $7,630.00 $8,049.80 $8,492.48 $8,959.56 3720 General Repairworker 900-G-40 $4,530.62 $4,779.95 $5,042.85 $5,320.11 $5,612.74 Gerontologist 900-G-70 $6,106.64 $6,442.47 $6,796.86 $7,170.67 $7,565.09 4595 Graphic Artist 900-G-62 $5,639.43 $5,949.66 $6,276.80 $6,622.06 $6,986.22 4596 Graphic Designer 900-G-65 $5,810.23 $6,129.82 $6,466.99 $6,822.61 $7,197.83 Graphic Services Worker 900-G-34 $4,268.20 $4,502.80 $4,750.49 $5,011.86 $5,287.46 5506 Human Services
Specialist
900-H-20 $8,149.52 $8,597.71 $9,070.60 $9,569.50 $10,095.90 3755 Irrigation Specialist 900-G-58 $5,419.51 $5,717.43 $6,031.84 $6,363.67 $6,713.50 3565 Lead Equipment
Mechanic
900-H-01 $6,745.72 $7,116.69 $7,508.08 $7,920.99 $8,356.67 3760 Lead Park Ranger 900-G-56 $5,312.59 $5,604.79 $5,913.04 $6,238.35 $6,581.25 3691 Lead Street
Maintenance Technician
900-G-75 $6,418.29 $6,771.21 $7,143.71 $7,536.55 $7,950.98
3659 Lead Traffic Signal &
Street Lighting
Technician
900-H-12 $7,864.62 $8,297.20 $8,753.50 $9,234.97 $9,742.89 Librarian I 900-G-75 $6,418.29 $6,771.21 $7,143.71 $7,536.55 $7,950.98 4020 Librarian II 900-H-05 $7,019.62 $7,405.67 $7,813.10 $8,242.70 $8,696.09 Library Clerk I 900-G-35 $4,310.81 $4,547.95 $4,798.06 $5,061.87 $5,340.31 Library Clerk I/Driver 900-G-35 $4,310.81 $4,547.95 $4,798.06 $5,061.87 $5,340.31 4045 Library Clerk II 900-G-45 $4,761.76 $5,023.70 $5,299.98 $5,591.54 $5,899.01 Library Page II 900-F-07 $2,715.44 $2,715.44 $2,715.44 $2,715.44 $2,753.35 4035 Library Technician 900-G-58 $5,419.51 $5,717.43 $6,031.84 $6,363.67 $6,713.50 Microcomputer Support
Specialist II
900-H-05 $7,019.62 $7,405.67 $7,813.10 $8,242.70 $8,696.09 6144 Office Assistant 900-G-45 $4,761.76 $5,023.70 $5,299.98 $5,591.54 $5,899.01 3770 Park Services Worker 900-G-43 $4,667.96 $4,924.75 $5,195.54 $5,481.32 $5,782.70 Parking Coordinator 900-G-28 $4,020.78 $4,241.96 $4,475.41 $4,721.38 $4,981.06 3605 Parking Services
Technician
900-G-55 $5,259.98 $5,549.29 $5,854.58 $6,176.45 $6,516.11 5097 Planning Technician 900-G-67 $5,927.15 $6,253.00 $6,597.00 $6,959.71 $7,342.52 Programmer Analyst I 900-H-08 $7,232.33 $7,630.00 $8,049.80 $8,492.48 $8,959.56 Programmer Analyst II 900-H-18 $7,988.92 $8,428.36 $8,891.81 $9,380.92 $9,896.95 6150 Project Staff Assistant 900-G-63 $5,695.85 $6,009.06 $6,339.58 $6,688.22 $7,055.92 Public Records
Coordinator
900-G-72 $6,229.49 $6,572.11 $6,933.47 $7,315.04 $7,717.16 5145 Public Works Inspector I 900-H-02 $6,813.14 $7,187.87 $7,583.21 $8,000.40 $8,440.19 5140 Public Works Inspector
II
900-H-12 $7,525.95 $7,939.90 $8,376.55 $8,837.30 $9,323.34 5610 Publicist 900-G-73 $6,291.79 $6,637.84 $7,002.91 $7,388.10 $7,794.41 6060 Purchasing Specialist 900-G-70 $6,106.64 $6,442.47 $6,796.86 $7,170.67 $7,565.09 Records/Micro
Computer Imaging Tech
900-G-23 $3,825.68 $4,035.96 $4,258.14 $4,492.20 $4,739.33 5540 Recreation Coordinator 900-G-48 $4,906.05 $5,175.90 $5,460.67 $5,760.92 $6,077.83 4605 Reprographics Assistant 900-G-39 $4,485.82 $4,732.57 $4,992.92 $5,267.50 $5,557.20 6026 Senior Account
Specialist
900-G-64 $5,752.65 $6,069.14 $6,402.95 $6,755.11 $7,126.67 6019 Senior Accounting
Technician
900-G-64 $5,752.65 $6,069.14 $6,402.95 $6,755.11 $7,126.67 5025 Senior Building
Inspector
900-H-22 $8,313.16 $8,770.44 $9,252.91 $9,761.79 $10,298.70 5055 Senior Code
Enforcement Officer
900-H-11 $7,451.44 $7,861.40 $8,293.65 $8,749.83 $9,231.02 3680 Senior Drainage System
Worker
900-G-78 $6,612.75 $6,976.43 $7,360.14 $7,765.00 $8,192.02
3710 Senior Facilities
Maintenance Mechanic
900-G-68 $5,986.34 $6,315.70 $6,662.84 $7,029.41 $7,416.11 4590 Senior Graphic Artist 900-H-05 $7,019.62 $7,405.67 $7,813.10 $8,242.70 $8,696.09 4591 Senior Graphic Designer 900-H-05 $7,019.62 $7,405.67 $7,813.10 $8,242.70 $8,696.09 4040 Senior Library Clerk 900-G-55 $5,259.98 $5,549.29 $5,854.58 $6,176.45 $6,516.11 4055 Senior Library Page 900-F-16 $2,769.75 $2,769.75 $2,769.75 $2,854.31 $3,011.32 4030 Senior Library
Technician
900-G-72 $6,229.49 $6,572.11 $6,933.47 $7,315.04 $7,717.16 Senior Operations
Analyst
900-H-01 $6,745.72 $7,116.69 $7,508.08 $7,920.99 $8,356.67 Senior Park Ranger 900-G-69 $6,046.22 $6,378.82 $6,729.57 $7,099.71 $7,490.27 Senior Park Services
Worker
900-G-58 $5,419.51 $5,717.43 $6,031.84 $6,363.67 $6,713.50 Senior Parking
Attendant
900-G-18 $3,640.01 $3,840.24 $4,051.45 $4,274.24 $4,509.29 3600 Senior Parking Services
Technician
900-G-65 $5,810.23 $6,129.82 $6,466.99 $6,822.61 $7,197.83 3634 Senior Solid Waste
Equipment Operator
900-G-77 $6,547.26 $6,907.34 $7,287.28 $7,688.05 $8,110.86 3670 Senior Street Sweeper
Operator
900-G-66 $5,868.26 $6,191.05 $6,531.65 $6,890.82 $7,269.86 4545 Senior Support
Specialist
900-H-05 $7,019.62 $7,405.67 $7,813.10 $8,242.70 $8,696.09 3661 Senior Traffic Signal and
Street Lighting
Technician
900-H-15 $7,753.97 $8,180.51 $8,630.36 $9,105.06 $9,605.88 3547 Senior Water System
Technician
900-G-65 $5,810.23 $6,129.82 $6,466.99 $6,822.61 $7,197.83 3515 Senior Water System
Worker
900-H-10 $7,377.72 $7,783.46 $8,211.55 $8,663.23 $9,139.80 3635 Solid Waste Equipment
Operator
900-G-49 $4,955.01 $5,227.63 $5,515.18 $5,818.49 $6,138.57 3630 Solid Waste Inspector 900-G-62 $5,639.43 $5,949.66 $6,276.80 $6,622.06 $6,986.22 3693 Street Maintenance
Technician
900-G-65 $5,810.23 $6,129.82 $6,466.99 $6,822.61 $7,197.83 3694 Street Maintenance
Worker
900-G-50 $5,004.65 $5,279.91 $5,570.29 $5,876.69 $6,199.85 3675 Street Sweeper
Operator
900-G-56 $5,312.59 $5,604.79 $5,913.04 $6,238.35 $6,581.25 Telecommunications
Analyst
900-G-68 $5,986.34 $6,315.70 $6,662.84 $7,029.41 $7,416.11 3665 Traffic Engineering
Technician
900-G-63 $5,695.85 $6,009.06 $6,339.58 $6,688.22 $7,055.92
3660 Traffic Signal & Street
Lighting Technician
900-H-02 $6,813.14 $7,187.87 $7,583.21 $8,000.40 $8,440.19 5121 Transportation Planning
Specialist
900-H-04 $6,950.08 $7,332.35 $7,735.62 $8,161.11 $8,610.02 3750 Urban Forest Inspector 900-G-74 $6,354.71 $6,704.11 $7,072.80 $7,461.94 $7,872.26 3702 Utility Service Locater
Technician
900-G-69 $6,046.22 $6,378.82 $6,729.57 $7,099.71 $7,490.27 5541 Venue Coordinator 900-G-71 $6,167.81 $6,507.02 $6,864.87 $7,242.39 $7,640.86 5539 Venue Coordinator -
Historic Site
900-G-75 $6,418.29 $6,771.21 $7,143.71 $7,536.55 $7,950.98 4566 Video Producer/Editor 900-G-75 $6,418.29 $6,771.21 $7,143.71 $7,536.55 $7,950.98 4560 Video Production
Specialist
900-G-70 $6,106.64 $6,442.47 $6,796.86 $7,170.67 $7,565.09 Water Conservation
Specialist
900-G-55 $5,259.98 $5,549.29 $5,854.58 $6,176.45 $6,516.11 3535 Water System Inspector 900-H-16 $7,831.57 $8,262.26 $8,716.67 $9,196.17 $9,701.90 3545 Water System
Technician
900-G-55 $5,259.98 $5,549.29 $5,854.58 $6,176.45 $6,516.11 3530 Water System Worker I 900-G-55 $5,259.98 $5,549.29 $5,854.58 $6,176.45 $6,516.11 3525 Water System Worker II 900-G-72 $6,229.49 $6,572.11 $6,933.47 $7,315.04 $7,717.16 3520 Water Treatment Plant
Operator
900-H-05 $7,019.62 $7,405.67 $7,813.10 $8,242.70 $8,696.09
MUNICIPAL EMPLOYEES’ ASSOCIATION (MEA) SALARY SCHEDULE
Effective 9/21/2024
Class
Code
Classification Title Salary
Grade
Step 1 Step 2 Step 3 Step 4 Step 5
6024 Account Clerk II 900-G-44 $4,926.75 $5,197.75 $5,483.64 $5,785.32 $6,103.37 6018 Account Specialist 900-G-54 $5,442.29 $5,741.58 $6,057.36 $6,390.61 $6,742.11 6015 Accountant I 900-H-15 $8,102.90 $8,548.63 $9,018.73 $9,514.78 $10,038.15 6010 Accountant II 900-H-20 $8,516.25 $8,984.61 $9,478.78 $10,000.13 $10,550.21 6020 Accounting Technician 900-G-54 $5,442.29 $5,741.58 $6,057.36 $6,390.61 $6,742.11 6162 Administrative Assistant 900-G-60 $5,777.16 $6,094.79 $6,430.06 $6,783.77 $7,156.71 Administrative Clerk I 900-G-28 $4,201.72 $4,432.85 $4,676.80 $4,933.84 $5,205.21 5095 Assistant Planner 900-H-03 $7,190.95 $7,586.46 $8,003.76 $8,443.77 $8,908.12 5035 Building Inspector I 900-H-02 $7,119.74 $7,511.32 $7,924.45 $8,360.42 $8,820.00 5030 Building Inspector II 900-H-12 $7,864.62 $8,297.20 $8,753.50 $9,234.97 $9,742.89 3725 Building Maintenance
Attendant
900-G-22 $3,958.27 $4,175.89 $4,405.57 $4,647.89 $4,903.62 4555 Cable TV/Video
Production Coordinator
900-G-76 $6,774.18 $7,146.62 $7,539.70 $7,954.39 $8,391.99 Cataloging Specialist 900-H-05 $7,335.51 $7,738.93 $8,164.69 $8,613.62 $9,087.42 3581 Central Stores Clerk 900-G-36 $4,549.96 $4,800.11 $5,064.16 $5,342.56 $5,636.45 3580 Central Stores Specialist 900-G-56 $5,551.66 $5,857.01 $6,179.13 $6,519.07 $6,877.41 5125 Civil Engineering GIS
Specialist
900-H-03 $7,190.95 $7,586.46 $8,003.76 $8,443.77 $8,908.12 5504 Clinical Program
Coordinator
900-H-30 $9,407.20 $9,924.54 $10,470.45 $11,046.32 $11,653.88 5060 Code Enforcement
Officer
900-G-79 $6,979.52 $7,363.21 $7,768.23 $8,195.56 $8,646.34 5516 Communications &
Marketing Assistant
900-G-60 $5,777.16 $6,094.79 $6,430.06 $6,783.77 $7,156.71 4535 Communications
Specialist-IT
900-H-05 $7,335.51 $7,738.93 $8,164.69 $8,613.62 $9,087.42 4536 Communications Systems
Technician
900-H-05 $7,335.51 $7,738.93 $8,164.69 $8,613.62 $9,087.42 6147 Contract Support
Specialist
900-G-70 $6,381.44 $6,732.38 $7,102.72 $7,493.35 $7,905.52 Cultural Programs
Assistant
900-G-71 $6,445.36 $6,799.83 $7,173.79 $7,568.30 $7,984.70 6182 Customer Service and
Solid Waste Specialist
900-G-70 $6,381.44 $6,732.38 $7,102.72 $7,493.35 $7,905.52 6190 Customer Service
Representative
900-G-52 $5,335.08 $5,628.37 $5,938.04 $6,264.61 $6,609.18
6180 Customer Services
Specialist
900-G-67 $6,193.87 $6,534.38 $6,893.87 $7,272.90 $7,672.93 5045 Development Services
Technician I
900-G-54 $5,442.29 $5,741.58 $6,057.36 $6,390.61 $6,742.11 5040 Development Services
Technician II
900-G-62 $5,893.21 $6,217.40 $6,559.25 $6,920.05 $7,300.60 3690 Drainage Maintenance
Worker I
900-G-41 $4,781.88 $5,044.95 $5,322.38 $5,615.02 $5,923.96 3685 Drainage Maintenance
Worker II
900-G-51 $5,282.20 $5,572.55 $5,879.10 $6,202.59 $6,543.72 3782 Electrical Technician 900-G-59 $5,719.83 $6,034.37 $6,366.38 $6,716.51 $7,086.01 3780 Electrician 900-G-78 $6,910.33 $7,290.37 $7,691.35 $8,114.43 $8,560.66 5122 Engineering Aide 900-G-58 $5,663.39 $5,974.71 $6,303.27 $6,650.03 $7,015.61 Engineering Permit
Coordinator
900-G-68 $6,255.72 $6,599.91 $6,962.67 $7,345.74 $7,749.84 5135 Environmental
Compliance Inspector
900-H-16 $8,183.99 $8,634.06 $9,108.92 $9,610.00 $10,138.49 3775 Environmental
Maintenance Worker
900-G-30 $4,286.19 $4,521.95 $4,770.58 $5,032.95 $5,309.82 Equipment Mechanic I 900-G-54 $5,442.29 $5,741.58 $6,057.36 $6,390.61 $6,742.11 3570 Equipment Mechanic II 900-G-65 $6,071.69 $6,405.66 $6,758.00 $7,129.63 $7,521.73 3715 Facilities Maintenance
Mechanic
900-G-46 $5,025.86 $5,302.27 $5,593.86 $5,901.56 $6,226.12 3540 Field Services
Representative
900-G-45 $4,976.04 $5,249.76 $5,538.48 $5,843.16 $6,164.46 4540 Front-End Web
Developer
900-H-08 $7,557.78 $7,973.35 $8,412.04 $8,874.64 $9,362.74 3720 General Repairworker 900-G-40 $4,734.50 $4,995.05 $5,269.78 $5,559.51 $5,865.31 Gerontologist 900-G-70 $6,381.44 $6,732.38 $7,102.72 $7,493.35 $7,905.52 4595 Graphic Artist 900-G-62 $5,893.21 $6,217.40 $6,559.25 $6,920.05 $7,300.60 4596 Graphic Designer 900-G-65 $6,071.69 $6,405.66 $6,758.00 $7,129.63 $7,521.73 Graphic Services Worker 900-G-34 $4,460.27 $4,705.42 $4,964.26 $5,237.40 $5,525.39 5506 Human Services
Specialist
900-H-20 $8,516.25 $8,984.61 $9,478.78 $10,000.13 $10,550.21 3755 Irrigation Specialist 900-G-58 $5,663.39 $5,974.71 $6,303.27 $6,650.03 $7,015.61 3565 Lead Equipment
Mechanic
900-H-01 $7,049.28 $7,436.94 $7,845.94 $8,277.43 $8,732.72 3760 Lead Park Ranger 900-G-56 $5,551.66 $5,857.01 $6,179.13 $6,519.07 $6,877.41 3691 Lead Street Maintenance
Technician
900-G-75 $6,707.11 $7,075.91 $7,465.18 $7,875.69 $8,308.78
3659 Lead Traffic Signal &
Street Lighting
Technician
900-H-12 $7,864.62 $8,297.20 $8,753.50 $9,234.97 $9,742.89 Librarian I 900-G-75 $6,707.11 $7,075.91 $7,465.18 $7,875.69 $8,308.78 4020 Librarian II 900-H-05 $7,335.51 $7,738.93 $8,164.69 $8,613.62 $9,087.42 Library Clerk I 900-G-35 $4,504.79 $4,752.61 $5,013.97 $5,289.66 $5,580.62 Library Clerk I/Driver 900-G-35 $4,504.79 $4,752.61 $5,013.97 $5,289.66 $5,580.62 4045 Library Clerk II 900-G-45 $4,976.04 $5,249.76 $5,538.48 $5,843.16 $6,164.46 Library Page II 900-F-07 $2,837.64 $2,837.64 $2,837.64 $2,837.64 $2,877.25 4035 Library Technician 900-G-58 $5,663.39 $5,974.71 $6,303.27 $6,650.03 $7,015.61 Microcomputer Support
Specialist II
900-H-05 $7,335.51 $7,738.93 $8,164.69 $8,613.62 $9,087.42 6144 Office Assistant 900-G-45 $4,976.04 $5,249.76 $5,538.48 $5,843.16 $6,164.46 3770 Park Services Worker 900-G-43 $4,878.02 $5,146.36 $5,429.34 $5,727.98 $6,042.92 Parking Coordinator 900-G-28 $4,201.72 $4,432.85 $4,676.80 $4,933.84 $5,205.21 3605 Parking Services
Technician
900-G-55 $5,496.68 $5,799.00 $6,118.03 $6,454.39 $6,809.34 5097 Planning Technician 900-G-67 $6,193.87 $6,534.38 $6,893.87 $7,272.90 $7,672.93 Programmer Analyst I 900-H-08 $7,557.78 $7,973.35 $8,412.04 $8,874.64 $9,362.74 Programmer Analyst II 900-H-18 $8,348.42 $8,807.64 $9,291.94 $9,803.06 $10,342.32 6150 Project Staff Assistant 900-G-63 $5,952.17 $6,279.47 $6,624.86 $6,989.19 $7,373.44 Public Records
Coordinator
900-G-72 $6,509.82 $6,867.85 $7,245.48 $7,644.22 $8,064.44 5145 Public Works Inspector I 900-H-02 $7,119.74 $7,511.32 $7,924.45 $8,360.42 $8,820.00 5140 Public Works Inspector II 900-H-12 $7,864.62 $8,297.20 $8,753.50 $9,234.97 $9,742.89 5610 Publicist 900-G-73 $6,574.92 $6,936.54 $7,318.04 $7,720.56 $8,145.16 6060 Purchasing Specialist 900-G-70 $6,381.44 $6,732.38 $7,102.72 $7,493.35 $7,905.52 Records/Micro Computer
Imaging Tech
900-G-23 $3,997.83 $4,217.58 $4,449.76 $4,694.35 $4,952.60 5540 Recreation Coordinator 900-G-48 $5,126.82 $5,408.81 $5,706.40 $6,020.16 $6,351.33 4605 Reprographics Assistant 900-G-39 $4,687.68 $4,945.53 $5,217.60 $5,504.53 $5,807.27 6026 Senior Account Specialist 900-G-64 $6,011.52 $6,342.25 $6,691.08 $7,059.09 $7,447.37 6019 Senior Accounting
Technician
900-G-64 $6,011.52 $6,342.25 $6,691.08 $7,059.09 $7,447.37 5025 Senior Building Inspector 900-H-22 $8,687.25 $9,165.11 $9,669.29 $10,201.07 $10,762.14 5055 Senior Code Enforcement
Officer
900-H-11 $7,786.76 $8,215.16 $8,666.86 $9,143.57 $9,646.42 3680 Senior Drainage System
Worker
900-G-78 $6,910.33 $7,290.37 $7,691.35 $8,114.43 $8,560.66 3710 Senior Facilities
Maintenance Mechanic
900-G-68 $6,255.72 $6,599.91 $6,962.67 $7,345.74 $7,749.84 4590 Senior Graphic Artist 900-H-05 $7,335.51 $7,738.93 $8,164.69 $8,613.62 $9,087.42
4591 Senior Graphic Designer 900-H-05 $7,408.82 $7,816.34 $8,246.26 $8,699.75 $9,178.26 4040 Senior Library Clerk 900-G-55 $5,496.68 $5,799.00 $6,118.03 $6,454.39 $6,809.34 4055 Senior Library Page 900-F-16 $2,894.39 $2,894.39 $2,894.39 $2,982.76 $3,146.83 4030 Senior Library Technician 900-G-72 $6,509.82 $6,867.85 $7,245.48 $7,644.22 $8,064.44 Senior Operations
Analyst
900-H-01 $7,049.28 $7,436.94 $7,845.94 $8,277.43 $8,732.72 Senior Park Ranger 900-G-69 $6,318.30 $6,665.87 $7,032.40 $7,419.19 $7,827.33 Senior Park Services
Worker
900-G-58 $5,663.39 $5,974.71 $6,303.27 $6,650.03 $7,015.61 Senior Parking Attendant 900-G-18 $3,803.81 $4,013.05 $4,233.76 $4,466.58 $4,712.21 3600 Senior Parking Services
Technician
900-G-65 $6,071.69 $6,405.66 $6,758.00 $7,129.63 $7,521.73 3634 Senior Solid Waste
Equipment Operator
900-G-77 $6,841.89 $7,218.17 $7,615.20 $8,034.02 $8,475.85 3670 Senior Street Sweeper
Operator
900-G-66 $6,132.33 $6,469.64 $6,825.57 $7,200.90 $7,597.01 4545 Senior Support Specialist 900-H-05 $7,335.51 $7,738.93 $8,164.69 $8,613.62 $9,087.42 3661 Senior Traffic Signal and
Street Lighting
Technician
900-H-15 $8,102.90 $8,548.63 $9,018.73 $9,514.78 $10,038.15 3547 Senior Water System
Technician
900-G-65 $6,071.69 $6,405.66 $6,758.00 $7,129.63 $7,521.73 3515 Senior Water System
Worker
900-H-10 $7,709.72 $8,133.71 $8,581.07 $9,053.07 $9,551.09 3635 Solid Waste Equipment
Operator
900-G-49 $5,177.98 $5,462.87 $5,763.37 $6,080.32 $6,414.81 3630 Solid Waste Inspector 900-G-62 $5,893.21 $6,217.40 $6,559.25 $6,920.05 $7,300.60 3693 Street Maintenance
Technician
900-G-65 $6,071.69 $6,405.66 $6,758.00 $7,129.63 $7,521.73 3694 Street Maintenance
Worker
900-G-50 $5,229.86 $5,517.51 $5,820.96 $6,141.14 $6,478.84 3675 Street Sweeper Operator 900-G-56 $5,551.66 $5,857.01 $6,179.13 $6,519.07 $6,877.41 Telecommunications
Analyst
900-G-68 $6,255.72 $6,599.91 $6,962.67 $7,345.74 $7,749.84 3665 Traffic Engineering
Technician
900-G-63 $5,952.17 $6,279.47 $6,624.86 $6,989.19 $7,373.44 3660 Traffic Signal & Street
Lighting Technician
900-H-02 $7,119.74 $7,511.32 $7,924.45 $8,360.42 $8,820.00 5121 Transportation Planning
Specialist
900-H-04 $7,262.83 $7,662.30 $8,083.72 $8,528.36 $8,997.47 3750 Urban Forest Inspector 900-G-74 $6,640.67 $7,005.79 $7,391.08 $7,797.72 $8,226.52 3702 Utility Service Locater
Technician
900-G-69 $6,318.30 $6,665.87 $7,032.40 $7,419.19 $7,827.33
5541 Venue Coordinator 900-G-71 $6,445.36 $6,799.83 $7,173.79 $7,568.30 $7,984.70 5539 Venue Coordinator -
Historic Site
900-G-75 $6,707.11 $7,075.91 $7,465.18 $7,875.69 $8,308.78 4566 Video Producer/Editor 900-G-75 $6,707.11 $7,075.91 $7,465.18 $7,875.69 $8,308.78 4560 Video Production
Specialist
900-G-70 $6,381.44 $6,732.38 $7,102.72 $7,493.35 $7,905.52 Water Conservation
Specialist
900-G-55 $5,496.68 $5,799.00 $6,118.03 $6,454.39 $6,809.34 3535 Water System Inspector 900-H-16 $8,183.99 $8,634.06 $9,108.92 $9,610.00 $10,138.49 3545 Water System Technician 900-G-55 $5,496.68 $5,799.00 $6,118.03 $6,454.39 $6,809.34 3530 Water System Worker I 900-G-55 $5,496.68 $5,799.00 $6,118.03 $6,454.39 $6,809.34 3525 Water System Worker II 900-G-72 $6,509.82 $6,867.85 $7,245.48 $7,644.22 $8,064.44 3520 Water Treatment Plant
Operator
900-H-05 $7,335.51 $7,738.93 $8,164.69 $8,613.62 $9,087.42
MUNICIPAL EMPLOYEES’ ASSOCIATION (MEA) SALARY SCHEDULE
Effective 9/20/2025
Class
Code
Classification Title Salary
Grade
Step 1 Step 2 Step 3 Step 4 Step 5
6024 Account Clerk II 900-G-44 $5,148.45 $5,431.65 $5,730.41 $6,045.66 $6,378.02 6018 Account Specialist 900-G-54 $5,687.19 $5,999.95 $6,329.94 $6,678.18 $7,045.50 6015 Accountant I 900-H-15 $8,467.53 $8,933.32 $9,424.57 $9,942.95 $10,489.86 6010 Accountant II 900-H-20 $8,899.48 $9,388.91 $9,905.33 $10,450.13 $11,024.97 6020 Accounting Technician 900-G-54 $5,687.19 $5,999.95 $6,329.94 $6,678.18 $7,045.50 6162 Administrative Assistant 900-G-60 $6,037.13 $6,369.05 $6,719.41 $7,089.04 $7,478.77 Administrative Clerk I 900-G-28 $4,390.79 $4,632.33 $4,887.26 $5,155.87 $5,439.44 5095 Assistant Planner 900-H-03 $7,514.54 $7,927.86 $8,363.93 $8,823.74 $9,308.99 5035 Building Inspector I 900-H-02 $7,440.12 $7,849.33 $8,281.05 $8,736.64 $9,216.90 5030 Building Inspector II 900-H-12 $8,218.52 $8,670.57 $9,147.40 $9,650.55 $10,181.32 3725 Building Maintenance
Attendant
900-G-22 $4,136.39 $4,363.81 $4,603.82 $4,857.05 $5,124.28 4555 Cable TV/Video
Production Coordinator
900-G-76 $7,079.02 $7,468.22 $7,878.98 $8,312.34 $8,769.63 Cataloging Specialist 900-H-05 $7,665.60 $8,087.18 $8,532.10 $9,001.24 $9,496.35 3581 Central Stores Clerk 900-G-36 $4,754.71 $5,016.11 $5,292.04 $5,582.98 $5,890.09 3580 Central Stores Specialist 900-G-56 $5,801.48 $6,120.58 $6,457.19 $6,812.43 $7,186.89 5125 Civil Engineering GIS
Specialist
900-H-03 $7,514.54 $7,927.86 $8,363.93 $8,823.74 $9,308.99 5504 Clinical Program
Coordinator
900-H-30 $9,830.53 $10,371.14 $10,941.62 $11,543.41 $12,178.30 5060 Code Enforcement
Officer
900-G-79 $7,293.60 $7,694.55 $8,117.80 $8,564.36 $9,035.43 5516 Communications &
Marketing Assistant
900-G-60 $6,037.13 $6,369.05 $6,719.41 $7,089.04 $7,478.77 4535 Communications
Specialist-IT
900-H-05 $7,665.60 $8,087.18 $8,532.10 $9,001.24 $9,496.35 4536 Communications Systems
Technician
900-H-05 $7,665.60 $8,087.18 $8,532.10 $9,001.24 $9,496.35 6147 Contract Support
Specialist
900-G-70 $6,668.61 $7,035.34 $7,422.34 $7,830.55 $8,261.27 Cultural Programs
Assistant
900-G-71 $6,735.41 $7,105.83 $7,496.61 $7,908.87 $8,344.01 6182 Customer Service and
Solid Waste Specialist
900-G-70 $6,668.61 $7,035.34 $7,422.34 $7,830.55 $8,261.27 6190 Customer Service
Representative
900-G-52 $5,575.15 $5,881.65 $6,205.25 $6,546.52 $6,906.60
6180 Customer Services
Specialist
900-G-67 $6,472.60 $6,828.43 $7,204.09 $7,600.18 $8,018.21 5045 Development Services
Technician I
900-G-54 $5,687.19 $5,999.95 $6,329.94 $6,678.18 $7,045.50 5040 Development Services
Technician II
900-G-62 $6,158.40 $6,497.18 $6,854.42 $7,231.46 $7,629.13 3690 Drainage Maintenance
Worker I
900-G-41 $4,997.07 $5,271.97 $5,561.88 $5,867.70 $6,190.54 3685 Drainage Maintenance
Worker II
900-G-51 $5,519.90 $5,823.31 $6,143.66 $6,481.71 $6,838.19 3782 Electrical Technician 900-G-59 $5,977.22 $6,305.92 $6,652.87 $7,018.75 $7,404.88 3780 Electrician 900-G-78 $7,221.29 $7,618.43 $8,037.46 $8,479.58 $8,945.89 5122 Engineering Aide 900-G-58 $5,918.24 $6,243.57 $6,586.92 $6,949.29 $7,331.31 Engineering Permit
Coordinator
900-G-68 $6,537.23 $6,896.90 $7,275.99 $7,676.30 $8,098.58 5135 Environmental
Compliance Inspector
900-H-16 $8,552.27 $9,022.59 $9,518.82 $10,042.45 $10,594.72 3775 Environmental
Maintenance Worker
900-G-30 $4,479.07 $4,725.44 $4,985.26 $5,259.44 $5,548.76 Equipment Mechanic I 900-G-54 $5,687.19 $5,999.95 $6,329.94 $6,678.18 $7,045.50 3570 Equipment Mechanic II 900-G-65 $6,344.92 $6,693.92 $7,062.11 $7,450.46 $7,860.21 3715 Facilities Maintenance
Mechanic
900-G-46 $5,252.02 $5,540.88 $5,845.58 $6,167.13 $6,506.29 3540 Field Services
Representative
900-G-45 $5,199.96 $5,486.00 $5,787.72 $6,106.10 $6,441.86 4540 Front-End Web
Developer
900-H-08 $7,897.88 $8,332.15 $8,790.58 $9,274.00 $9,784.06 3720 General Repairworker 900-G-40 $4,947.55 $5,219.82 $5,506.92 $5,809.69 $6,129.25 Gerontologist 900-G-70 $6,668.61 $7,035.34 $7,422.34 $7,830.55 $8,261.27 4595 Graphic Artist 900-G-62 $6,158.40 $6,497.18 $6,854.42 $7,231.46 $7,629.13 4596 Graphic Designer 900-G-65 $6,344.92 $6,693.92 $7,062.11 $7,450.46 $7,860.21 Graphic Services Worker 900-G-34 $4,660.98 $4,917.17 $5,187.65 $5,473.08 $5,774.03 5506 Human Services
Specialist
900-H-20 $8,899.48 $9,388.91 $9,905.33 $10,450.13 $11,024.97 3755 Irrigation Specialist 900-G-58 $5,918.24 $6,243.57 $6,586.92 $6,949.29 $7,331.31 3565 Lead Equipment
Mechanic
900-H-01 $7,366.49 $7,771.61 $8,199.01 $8,649.92 $9,125.70 3760 Lead Park Ranger 900-G-56 $5,801.48 $6,120.58 $6,457.19 $6,812.43 $7,186.89 3691 Lead Street Maintenance
Technician
900-G-75 $7,008.93 $7,394.33 $7,801.11 $8,230.10 $8,682.67
3659 Lead Traffic Signal &
Street Lighting
Technician
900-H-12 $8,218.52 $8,670.57 $9,147.40 $9,650.55 $10,181.32 Librarian I 900-G-75 $7,008.93 $7,394.33 $7,801.11 $8,230.10 $8,682.67 4020 Librarian II 900-H-05 $7,665.60 $8,087.18 $8,532.10 $9,001.24 $9,496.35 Library Clerk I 900-G-35 $4,707.51 $4,966.48 $5,239.60 $5,527.69 $5,831.75 Library Clerk I/Driver 900-G-35 $4,707.51 $4,966.48 $5,239.60 $5,527.69 $5,831.75 4045 Library Clerk II 900-G-45 $5,199.96 $5,486.00 $5,787.72 $6,106.10 $6,441.86 Library Page II 900-F-07 $2,965.33 $2,965.33 $2,965.33 $2,965.33 $3,006.73 4035 Library Technician 900-G-58 $5,918.24 $6,243.57 $6,586.92 $6,949.29 $7,331.31 Microcomputer Support
Specialist II
900-H-05 $7,665.60 $8,087.18 $8,532.10 $9,001.24 $9,496.35 6144 Office Assistant 900-G-45 $5,199.96 $5,486.00 $5,787.72 $6,106.10 $6,441.86 3770 Park Services Worker 900-G-43 $5,097.53 $5,377.95 $5,673.66 $5,985.74 $6,314.85 Parking Coordinator 900-G-28 $4,390.79 $4,632.33 $4,887.26 $5,155.87 $5,439.44 3605 Parking Services
Technician
900-G-55 $5,744.03 $6,059.96 $6,393.34 $6,744.84 $7,115.76 5097 Planning Technician 900-G-67 $6,472.60 $6,828.43 $7,204.09 $7,600.18 $8,018.21 Programmer Analyst I 900-H-08 $7,897.88 $8,332.15 $8,790.58 $9,274.00 $9,784.06 Programmer Analyst II 900-H-18 $8,724.10 $9,203.98 $9,710.08 $10,244.19 $10,807.72 6150 Project Staff Assistant 900-G-63 $6,220.02 $6,562.05 $6,922.97 $7,303.71 $7,705.25 Public Records
Coordinator
900-G-72 $6,802.76 $7,176.91 $7,571.53 $7,988.21 $8,427.34 5145 Public Works Inspector I 900-H-02 $7,440.12 $7,849.33 $8,281.05 $8,736.64 $9,216.90 5140 Public Works Inspector II 900-H-12 $8,218.52 $8,670.57 $9,147.40 $9,650.55 $10,181.32 5610 Publicist 900-G-73 $6,870.79 $7,248.69 $7,647.35 $8,067.99 $8,511.69 6060 Purchasing Specialist 900-G-70 $6,668.61 $7,035.34 $7,422.34 $7,830.55 $8,261.27 Records/Micro Computer
Imaging Tech
900-G-23 $4,177.74 $4,407.37 $4,650.00 $4,905.60 $5,175.47 5540 Recreation Coordinator 900-G-48 $5,357.53 $5,652.21 $5,963.18 $6,291.06 $6,637.14 4605 Reprographics Assistant 900-G-39 $4,898.63 $5,168.08 $5,452.39 $5,752.24 $6,068.60 6026 Senior Account Specialist 900-G-64 $6,282.04 $6,627.65 $6,992.18 $7,376.75 $7,782.50 6019 Senior Accounting
Technician
900-G-64 $6,282.04 $6,627.65 $6,992.18 $7,376.75 $7,782.50 5025 Senior Building Inspector 900-H-22 $9,078.17 $9,577.54 $10,104.41 $10,660.12 $11,246.44 5055 Senior Code
Enforcement Officer
900-H-11 $8,137.16 $8,584.84 $9,056.87 $9,555.04 $10,080.51 3680 Senior Drainage System
Worker
900-G-78 $7,221.29 $7,618.43 $8,037.46 $8,479.58 $8,945.89 3710 Senior Facilities
Maintenance Mechanic
900-G-68 $6,537.23 $6,896.90 $7,275.99 $7,676.30 $8,098.58 4590 Senior Graphic Artist 900-H-05 $7,665.60 $8,087.18 $8,532.10 $9,001.24 $9,496.35
4040 Senior Library Clerk 900-G-55 $5,744.03 $6,059.96 $6,393.34 $6,744.84 $7,115.76 4055 Senior Library Page 900-F-16 $3,024.64 $3,024.64 $3,024.64 $3,116.98 $3,288.44 4030 Senior Library Technician 900-G-72 $6,802.76 $7,176.91 $7,571.53 $7,988.21 $8,427.34 Senior Operations
Analyst
900-H-01 $7,366.49 $7,771.61 $8,199.01 $8,649.92 $9,125.70 Senior Park Ranger 900-G-69 $6,602.62 $6,965.83 $7,348.86 $7,753.06 $8,179.56 Senior Park Services
Worker
900-G-58 $5,918.24 $6,243.57 $6,586.92 $6,949.29 $7,331.31 Senior Parking Attendant 900-G-18 $3,974.99 $4,193.64 $4,424.28 $4,667.58 $4,924.26 3600 Senior Parking Services
Technician
900-G-65 $6,344.92 $6,693.92 $7,062.11 $7,450.46 $7,860.21 3634 Senior Solid Waste
Equipment Operator
900-G-77 $7,149.78 $7,542.99 $7,957.89 $8,395.55 $8,857.26 3670 Senior Street Sweeper
Operator
900-G-66 $6,408.29 $6,760.78 $7,132.72 $7,524.94 $7,938.87 4545 Senior Support Specialist 900-H-05 $7,665.60 $8,087.18 $8,532.10 $9,001.24 $9,496.35 3661 Senior Traffic Signal and
Street Lighting
Technician
900-H-15 $8,467.53 $8,933.32 $9,424.57 $9,942.95 $10,489.86 3547 Senior Water System
Technician
900-G-65 $6,344.92 $6,693.92 $7,062.11 $7,450.46 $7,860.21 3515 Senior Water System
Worker
900-H-10 $8,056.65 $8,499.73 $8,967.22 $9,460.46 $9,980.89 3635 Solid Waste Equipment
Operator
900-G-49 $5,410.99 $5,708.70 $6,022.72 $6,353.94 $6,703.47 3630 Solid Waste Inspector 900-G-62 $6,158.40 $6,497.18 $6,854.42 $7,231.46 $7,629.13 3693 Street Maintenance
Technician
900-G-65 $6,344.92 $6,693.92 $7,062.11 $7,450.46 $7,860.21 3694 Street Maintenance
Worker
900-G-50 $5,465.20 $5,765.80 $6,082.90 $6,417.49 $6,770.39 3675 Street Sweeper Operator 900-G-56 $5,801.48 $6,120.58 $6,457.19 $6,812.43 $7,186.89 Telecommunications
Analyst
900-G-68 $6,537.23 $6,896.90 $7,275.99 $7,676.30 $8,098.58 3665 Traffic Engineering
Technician
900-G-63 $6,220.02 $6,562.05 $6,922.97 $7,303.71 $7,705.25 3660 Traffic Signal & Street
Lighting Technician
900-H-02 $7,440.12 $7,849.33 $8,281.05 $8,736.64 $9,216.90 5121 Transportation Planning
Specialist
900-H-04 $7,589.66 $8,007.10 $8,447.49 $8,912.14 $9,402.36 3750 Urban Forest Inspector 900-G-74 $6,939.50 $7,321.05 $7,723.67 $8,148.62 $8,596.71 3702 Utility Service Locater
Technician
900-G-69 $6,602.62 $6,965.83 $7,348.86 $7,753.06 $8,179.56 5541 Venue Coordinator 900-G-71 $6,735.41 $7,105.83 $7,496.61 $7,908.87 $8,344.01
5539 Venue Coordinator -
Historic Site
900-G-75 $7,008.93 $7,394.33 $7,801.11 $8,230.10 $8,682.67 4566 Video Producer/Editor 900-G-75 $7,008.93 $7,394.33 $7,801.11 $8,230.10 $8,682.67 4560 Video Production
Specialist
900-G-70 $6,668.61 $7,035.34 $7,422.34 $7,830.55 $8,261.27 Water Conservation
Specialist
900-G-55 $5,744.03 $6,059.96 $6,393.34 $6,744.84 $7,115.76 3535 Water System Inspector 900-H-16 $8,552.27 $9,022.59 $9,518.82 $10,042.45 $10,594.72 3545 Water System Technician 900-G-55 $5,744.03 $6,059.96 $6,393.34 $6,744.84 $7,115.76 3530 Water System Worker I 900-G-55 $5,744.03 $6,059.96 $6,393.34 $6,744.84 $7,115.76 3525 Water System Worker II 900-G-72 $6,802.76 $7,176.91 $7,571.53 $7,988.21 $8,427.34 3520 Water Treatment Plant
Operator
900-H-05 $7,665.60 $8,087.18 $8,532.10 $9,001.24 $9,496.35
EXHIBIT “C”
DEFINITIONS OF “NEW MEMBER” AND “CLASSIC MEMBER” PER THE PUBLIC EMPLOYEES’ PENSION REFORM ACT OF 2013 – PEPRA.
The parties acknowledge that the PEPRA controls over definitions such as “new member” and “classic member” and put their understanding of the definitions in their MOU for informational purposes so that employees understand their retirement benefits.
New Member
Government Code section 7522.04(f) defines “new member” as follows:
(f) "New member" means any of the following:
(1) An individual who becomes a member of any public retirement system for the first time on or after January 1, 2013, and who was not a member of any other public retirement system prior to that date.
(2) An individual who becomes a member of a public retirement system for the first time on or after January 1, 2013, and who was a member of another public retirement system prior to that date, but who was not subject to reciprocity under subdivision (c) of Section 7522.02.
(3) An individual who was an active member in a retirement system and who, after a break in service of more than six months, returned to active membership in that system with a new employer.
Classic Member
CalPERS refers to all members who do not fit the definition of new member as a classic member.
Attachment 3
Tentative Agreement – October 6, 2023
MEMORANDUM OF UNDERSTANDING
BETWEEN
THE CITY OF BEVERLY HILLS
AND
MUNICIPAL EMPLOYEES’ ASSOCIATION
OF BEVERLY HILLS
PART-TIME UNIT
October 79, 2021 - October 26, 20263
i
TABLE OF CONTENTS
INTRODUCTION..................................................................................................................... 1
1. SALARIES.................................................................................................................... 2
2. EMPLOYEES WORKING IN TWO CLASSIFICATIONS....................................................... 2
3. OVERPAYMENT .......................................................................................................... 3
4. DEFINITIONS .............................................................................................................. 3
5. APPOINTMENT AND ADVANCEMENT.......................................................................... 3 A. Salary Placement....................................................................................................... 4 B. Advancement Through Range .................................................................................. 4 C. Performance Evaluations and Effective Date of Merit Increase .............................. 4 D. Change in Classification or Status............................................................................. 4 E. Acting Pay.................................................................................................................. 4 F. Bilingual Pay .............................................................................................................. 5
6. ASSIGNMENT PAY ...................................................................................................... 6 A. Lead Parking Attendant Assignment......................................................................... 6 B. Rexford Attendant Assignment ................................................................................ 6 C. Uniform Ordering Assignment.................................................................................. 6 D. Passport Services Assignment .................................................................................. 7
7. WELLNESS PAY ........................................................................................................... 7
8. HEALTH INSURANCE ................................................................................................... 8 A. Medical Insurance..................................................................................................... 8 B. Opt–Out of Medical Insurance ................................................................................. 8 C. Dental Insurance....................................................................................................... 8 D. Vision Insurance........................................................................................................ 8
9. LEAVE BENEFITS ......................................................................................................... 9 A. Regular Part-Time Employee Leave Accrual ............................................................. 9 B. Leave Request......................................................................................................... 10 C. Leave Without Pay .................................................................................................. 11 D. Jury Duty and Witness Leave .................................................................................. 11 E. Paid Sick Leave Law Compliance............................................................................. 13 F. Leave for School Activities...................................................................................... 13 G. Family and Medical Care and Kin-Care Leave......................................................... 13
10. HOLIDAYS................................................................................................................. 14 A. Definitions............................................................................................................... 14 B. City Determination of Employee’s Holiday Work Schedule ................................... 14 C. Premium Pay for Hours Worked on Holidays......................................................... 15 D. Employees Not Scheduled to Work on Holidays.................................................... 15
11. UNIFORMS ............................................................................................................... 15
12. HOURS ..................................................................................................................... 16
13. REST PERIODS AND MEAL TIMES .............................................................................. 17
14. NON-DISCRIMINATION............................................................................................. 18
15. MANAGEMENT RIGHTS ............................................................................................ 18
16. PERSONNEL FILES ..................................................................................................... 18
17. ASSOCIATION-RELATED BUSINESS ............................................................................ 19 ii
A. Stewards Program................................................................................................... 19 B. Dues Deduction....................................................................................................... 19 C. Bulletin Boards........................................................................................................ 20 D. Use of City Facilities................................................................................................ 20 E. Association Business and Training.......................................................................... 20 F. Translation Duties................................................................................................... 20 G. Personal Vehicles.................................................................................................... 20
18. GRIEVANCE PROCEDURE FOR REGULAR PART-TIME EMPLOYEES............................... 21 A. Definition of a Grievance ........................................................................................ 21 B. Timeliness of a Grievance ....................................................................................... 21 C. Grievance Procedure .............................................................................................. 21 D. Hourly Part-Time Employees.................................................................................. 22 E. Seasonal Part-Time Employees............................................................................... 22
19. JOB DESCRIPTIONS AND RECRUITMENT OPPORTUNITIES .......................................... 22
20. SERVICE CREDIT POINTS ........................................................................................... 23
21. RETIREMENT ............................................................................................................ 23 A. Social Security Alternative Retirement Plan........................................................... 23 B. CalPERS Retirement Benefits.................................................................................. 23
22. SAVINGS CLAUSE...................................................................................................... 25 EXHIBIT “A”......................................................................................................................... 29 PART-TIME UNIT HOURLY SALARY SCHEDULE ...................................................................... 29 EXHIBIT “B” ......................................................................................................................... 39 DEFINITIONS OF “NEW MEMBER” AND “CLASSIC MEMBER” PER THE PUBLIC EMPLOYEES’ PENSION REFORM ACT OF 2013 – PEPRA. ............................................................................ 39
PART-TIME UNIT
(MUNICIPAL EMPLOYEES’ ASSOCIATION)
MEMORANDUM OF UNDERSTANDING
Municipal Employees Association of Beverly Hills, (herein after referred to as "MEA" or “Association”) a formally recognized employee organization, representing all its members within the Part-Time Unit, and duly authorized representatives of the management of the City of Beverly Hills (hereinafter referred to as "the City"), have met and conferred, freely exchanging information, opinions, and proposals, and have reached the following agreement on matters within the scope of representation.
INTRODUCTION
1. Integration: This document embodies a written memorandum of the entire understanding and mutual agreement of the parties as required by Government Code Section 3505.1 and supersedes all prior Memoranda of Understanding between the parties hereto.
It is recognized that there now exists certain past practices or procedures which are in force and effect which affect wages, hours, and working conditions. To that extent, it is agreed that such practices, policies, and procedures shall remain in force and effect during the term of this agreement, unless they are inconsistent with provisions of this Memorandum of Understanding (hereinafter referred to as “MOU”), or unless subsequently changed by the meet and confer process.
2. Term: Unless otherwise specified herein, this MOU shall be effective October 79, 20231, and shall expire on October 26, 20263.
3. Agreement to Meet Regarding Administration of MOU: The City and MEA agree that they will meet informally during the term of this MOU to address any problems that arise related to the administration of this MOU. This includes, but is not limited to, changes in state or federal law that impact this agreement.
4. Furloughs: If the City requests that the Association meet and confer with the City on the subject of furloughs, the Association agrees it will do so promptly.
5. Unless specifically addressed in this MOU, any economic changes to this 20231-20263 MOU are effective on the first day of the pay period following City Council approval of this MOU.
6. During the term of the MOU, the parties can reopen negotiations to discuss the City’s modification to the Performance Evaluation process (including the evaluation form).
1. SALARIES
The City and MEA agree that those part-time employees who share the same classification as a full-time employee shall receive the same hourly rate as the full-time employee. Thus, any modifications to their compensation will only occur if such modifications are made to the fulltime employees’ (represented by the Technical Services Unit) compensation.
The following increases shall apply to all employees in the bargaining unit except those who share the same classification as a full-time position:
Effective the first day of the pay period following City Council approval of this MOU, employees shall receive a payment for the equivalent of one percent (1.0%) of base salary and .25% of base salary for wellness pay for the period of October 9, 2021 through the last day of the pay period preceding City Council approval of this MOU.
Effective the first day of the pay period following City Council approval of this MOU, employees will receive a base salary increase of two percent (2.0%).
Effective the pay period including October 1, 2022, employees will receive a base salary increase of one and two percent (2.0%).
Effective October 7, 2023, employees will receive a base salary increase of four and onehalf percent (4.50%).
Effective the pay period including October 1, 2024, employees will receive a base salary increase of four and one-half percent (4.50%).
Effective the pay period including October 1, 2025, employees will receive a base salary increase of four and one-half percent (4.50%).
The salary schedules for the duration of the MOU are attached hereto as Exhibit “A”.
Effective the pay period following Council approval of thisthe 2021-2023 MOU, each then current employee waswill be placed on the salary schedule (Exhibit A) at a pay rate that waswill be at the first step at or above their current pay rate. On their next two anniversary dates from the date of Council approval of thatis MOU, assuming the employee qualifies for a step increase, they will be moved to a step that will ensure their pay rate is at the lowest step that is equal to or above the step they would have been advanced to in the salary schedule of the 2019-2021 MOU. This provision shall only apply to employees in the bargaining unit on the first day of the pay period following City Council approval of the 2021-2023this MOU.
2. EMPLOYEES WORKING IN TWO CLASSIFICATIONS
All bargaining unit employees covered by the MOU, shall be permitted to apply for, and hold, a second part-time position with the City in a different classification.
Such employees shall be paid the respective designated hourly rate of pay for each hour worked in each of the positions they hold.
An employee holding two hourly part-time positions in different classifications will not convert to a regular part-time employee if the sum of the hours regularly scheduled to work in each position totals 25 or more hours per week.
3. OVERPAYMENT
If an employee receives more compensation (whether in the form of salary, overtime, or any other form of compensation contained in this MOU), than they are entitled to receive (i.e., is overpaid), the City will inform the employee and the President of the Association. The City will work with the employee to reconcile the overpayment, and if overpaid will work to create a repayment schedule.
If an employee is separating from the City and there is a mutual agreement between the City and employee that the employee has been overpaid, and the amount of the overpayment, the City shall recover the overpayment by reducing the value of the employee’s accrued leaves from which the employee would otherwise be entitled to receive a cash payment. If the value of such accrued leave does not cover the entire overpayment, the employee will still be required to reimburse the City for the remainder of the overpayment. If the value of accrued leaves (for which an employee is entitled to cash out) exceed the overpayment, the employee will still be cashed out for the remainder of their accrued leaves. If there is not an agreement that the employee has been overpaid and the amount of the overpayment, this paragraph shall not apply.
4. DEFINITIONS
The parties agree that part-time employment includes three (3) different types of employees. All employees in the bargaining unit are at-will (as defined by Labor Code section 2922) and do not have civil service protection. The types of employees are defined as follows:
1. Regular Part-Time: an employee who has been appointed to work 25 hours or more per workweek.
2. Hourly Part-Time: an employee who has been appointed to work less than 1,000 hours in a fiscal year.
3. Seasonal Part-Time: an employee who has been appointed to work for 120 days or less for 40 hours or less a week.
5. APPOINTMENT AND ADVANCEMENT
A. Salary Placement
Part-time appointments to a position in any authorized classification are normally made at the first step of the appropriate salary schedule. At the discretion of the Department Headappointing authority and approval of the Director of Human Resources, appointments may be made at a higher step. All appointments require the approval of the respective Department Headappointing authority and the Director of Human Resources.
B. Advancement Through Range
Regular and Hourly Part-Time employees are eligible each year to receive a merit increase to the next step on the salary schedule effective on their anniversary date provided said employee has received a performance evaluation with an overall rating of satisfactory or better. Thereafter, Regular and Hourly Part-Time employees will be eligible for salary step increases each year on their respective anniversary dates until they have achieved the top step of the salary range. Such step increases will only be granted upon the employee earning a satisfactory or better performance evaluation. The effective date of the increase shall be the employee’s anniversary date.
Seasonal Part-Time employees are paid a flat rate and do not advance through salary steps.
C. Performance Evaluations and Effective Date of Merit Increase All performance evaluations shall be issued and advancements shall be effective on the anniversary date and properly noted on the appropriate personnel forms. Employees shall advance to the next step unless they receive a timely performance evaluation (i.e., within one calendar week of the employee’s anniversary date) indicating that their performance does not merit an increase, in which case, the step advancement may be withheld or delayed.
In the event the employee does not receive a performance evaluation within fourteen (14) days, the employee will move to the next step on the salary range retroactive to the anniversary date.
D. Change in Classification or Status
If a Regular or Hourly Part-Time employee is moved to a new, higher classification, they shall be placed at the lowest salary step of the new classification that provides the employee an hourly rate increase of at least five percent (5%) but no higher than the top step of the higher classification. If a Regular or Hourly Part-Time employee voluntarily demotes, they shall be placed at the salary step of their new classification that is closest to, but not above the hourly rate the employee was paid in the classification from which they demoted.
E. Acting Pay
As the result of special departmental need, eEvery employee assigned to and working in a classification with a salary range above that of the employee's regularly-assigned position as the result of special departmental need shall be paid at a step within the higher classification’s range that is at least six percent (6%) higher than the employee’s current base salary. In no event shall the pay be lower than the bottom salary step or higher than the top salary step for the higher classification. as acting pay or the bottom step of classification to which the employee is assigned whichever amount is higher.
Employees receiving acting pay shall not receive the pay when on universal leave for one consecutive calendar week or longer.
1. Where an employee is assigned to work in a position out of classification with less than two weeks’ notice, the acting pay can be approved (and the employee is then authorized to be paid) by an email where the Department Head approves it. The employee will not be required to perform the work until they receive written approval (in the form of an email from the Department Head) authorizing the work and pay.
2. Where the employee is assigned to work in a position out of classification with more than two weeks’ notice (i.e., the work will be performed more than two weeks after the request is made) the process for approval requires that established departmental procedures are followed and authorization from the Department Head or designee is obtained. This requires the completion and approval of the necessary personnel forms (personnel action form and acting pay request form) submitted to and approved by Human Resources.
To be eligible for compensation (as described above) for working in a position out of classification, the employee has to satisfy the minimum qualifications for the higher classification, and also be capable of performing the specific tasks which they will be performing during this acting time and which differentiates it from the lower classification.
The parties agree that to the extent permitted by law, the compensation for Acting Pay is special compensation for “classic member” employees enrolled in CalPERS as defined in Exhibit B to this MOU and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(3) Temporary Upgrade Pay.
F. Bilingual Pay
The City shall pay $7.69 bi-weekly ($200 per year) to employees who are authorized by their supervisor to use bilingual skills and who are certified by the City’s bilingual testing provider and approved by Human Resources. The certification will be to test the oral proficiency in Spanish, Farsi, Korean, Russian, Sign, Hebrew, or any other language designated by the City. Those employees who receive bi-lingual pay will be required to speak the alternate language in the course and scope of their employment. In addition, if receiving the pay, an employee may be asked to assist in translating even if unrelated to theirhis/her specific job duties.
The parties agree that to the extent permitted by law, the compensation for Bilingual Pay is special compensation and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(4) and Section 571.1(b)(3) Bilingual Premium.
6. ASSIGNMENT PAY
All compensation adjustments require formal action to be effective. As such, no compensation adjustments authorized by this article shall become effective until an official transaction form authorizing the adjustment is approved by the Director of Human Resources.
A. Lead Parking Attendant Assignment
Employees in the classification of Parking Attendant who are assigned as a shift lead will receive assignment pay of fourteen percent (14%) while so assigned.
B. Rexford Attendant Assignment
Employees in the classification of Parking Attendant who are assigned to the Rexford Parking Structure Booth will receive assignment pay of five percent (5%) while so assigned.
C. Uniform Ordering Assignment
Employees in the classification of Parking Attendant who are assigned the responsibility of ordering uniforms will receive assignment pay of five percent (5%) while so assigned. The Parking Attendant shares some of the responsibilities with the Parking Supervisor (who is not represented by the Association). The delineation of the responsibilities is as follows:
Parking Attendant Uniform Bonus Assignment Parking
Attendant
Parking
Supervisor
Uniform Assignment checklist X
Uniform Fittings X X
Prepare Uniforms for Pick Up Vendor/Employees X
Receive Uniforms from Vendor/Employees X
Provide invoice for review X
Review invoices - noting revisions X X
Report errors to Supervisor X
Report errors to Manager/PW X
Schedule uniform fittings for new employees X
Request changes to uniforms/sizes/returns X X
Report damages X X
Secure Inventory X
Weekly meeting X X
D. Passport Services Assignment
Employees assigned to Passport Desk in the Library to perform Passport service shall be paid six percent (6%) of their hourly rate for each hour they are assigned to the Passport Desk.
7. WELLNESS PAY
The City agrees that, employees in the unit will receive two one percent (2.0%) for each hour worked up to 40 hours in a week (i.e., not for overtime hours) for wellness pay. Effective the pay period following City Council approval of this MOU, the City agrees that employees in the unit will receive an additional one-half of one percent (0.5%) (for a total of 1.5% of annual base pay) for wellness pay.
Wellness pay is provided to employees to promote wellness. This includes, but is not limited to, purchase of gym memberships, physical fitness equipment, or medical exams or treatments designed to improve overall employee health. The City and the Association agree that this form of pay does not qualify as special compensation per Title 2 Section 571 or 571.1 and is therefore not pensionable.
Effective the pay period including October 1, 2022, the City agrees that employees in the unit will receive an additional one half of one percent (0.5%) (for a total of 2.0% of annual base pay) for wellness pay.
However, if the City’s Fiscal Year 2022-2023 Employer Miscellaneous Normal Cost Rate exceeds
10.303%, (the 2020-2021 Rate) employees in the unit who are in CalPERS will cost share on an ongoing basis (in accordance with Government Code section 20516(f)) as follows: Classic Employees: One-half (1/2) of the amount by which the Fiscal Year 2022-2023 Employer Miscellaneous Normal Cost Rate exceeds 10.303% up to a maximum of 1.0% of compensation earnable.
New Members as defined by the Public Employees’ Pension Reform Act of 2013: One-half (1/2) of the amount by which the Fiscal Year 2022-2023 Employer Miscellaneous Normal Cost Rate exceeds 10.303% up to a maximum of 1.0% of pensionable compensation.
This cost share would be effective the first day of the pay period including October 1, 2022. For example, if the City’s Fiscal Year 2022-2023 Employer Miscellaneous Normal Cost Rate increases to 11.503% (a 1.2% increase over the 2020-2021 rate), employees will cost share 0.6% on an ongoing basis. If the City’s Fiscal Year 2022-2023 Employer Miscellaneous Normal Cost Rate increases to 12.5% (which is more than 2% above the 2020-2021 rate), the employees shall cost share 1.0%, the maximum amount. Rate increases will be applied to the one thousandth of a percent. If there is rounding necessary, the City will round up. The maximum cost share an employee can pay effective the first day of the pay period including October 1, 2022 is one percent (1.0%).
If the Association ever informs the City that it no longer agrees to cost share, the employees’ wellness pay will be reduced by the same percentage as reduction in the cost share.
8. HEALTH INSURANCE
A. Medical Insurance
Regular Part-Time employees (as well as any other employee in the unit who reach the hours’ threshold for coverage under the Affordable Care Act) will be offered health insurance benefits at the time of hire. The City shall provide health insurance plans through the Public Employees’ Retirement System (CalPERS).
The City shall contribute an amount equal to the single party premium rate of Kaiser HMO for the Los Angeles Region (as set forth by CalPERS) for the purchase of medical insurance. This contribution is inclusive of the annual CalPERS statutory minimum amount. Since the City is only paying for single party coverage, a Regular Part-Time employee may purchase dependent insurance, either two party or family coverage over the City’s contribution at the employee’s expense. An employee may select coverage of any CalPERS medical plan for themselves and any eligible dependents.
If at any time during the term of the MOU, the City is subject to penalties under the Affordable Care Act (“ACA”), the parties agree to reopen negotiations on that provision of the cafeteria plan subjecting the City to such penalties for the limited purpose of making changes to ensure that such penalties are avoided.
B. Opt–Out of Medical Insurance
A Regular Part-Time employee who opts out will not receiveof the City’s health insurance contribution in Section 8A and who satisfies the Eligible Opt-Out Arrangement rules of the Affordable Care Act, shall be paid $100 per month in lieu of medical insurance benefits. This employee will not receive the City’s health plan contribution in Section 8A. An employee who later requests to re-enroll may do so pursuant to CalPERS rules and regulations.
C. Dental Insurance
The City shall make available a dental benefit plan for Regular Part-Time employees. The City shall contribute the single party rate for this plan. A Regular Part-Time employee may select dependent coverage at the employee’s cost. While Guardian is currently tThe carrier for dental insurance, the benefits, terms, conditions, and provider for such plan shall be as determined solely by the City (provided that such plan is no less favorable than a plan available to any other group of City employees).
D. Vision Insurance
The City shall make available a vision insurance plan for Regular Part-Time employees and provide Standard employee only coverage. Employees can purchase higher benefits in which they can enroll at their own expense.
E. Flexible Spending Account
Employees have the opportunity to participate in both a health care and dependent care flexible spending account (each an FSA) whereby employees will be able to defer up to the maximum permitted by law for both the health care FSA and the dependent care FSA to pay for any eligible out of pocket expenses related to health care or dependent care on a pre-tax basis. Before January 1 of every year, employees will be able to elect to have their compensation (up to the aforementioned limits) for the upcoming year deducted biweekly and contributed on a pre-tax basis to the FSA. During the year (and for a short grace period thereafter), an employee can receive reimbursements under the FSA for covered expenses incurred during the year, up to the amount of the employee’s contributions for the year. The FSA deductions will be withheld from employees’ regular payroll.
9. LEAVE BENEFITS
A. Regular Part-Time Employee Leave Accrual
1. Regular Part-Time employees will accrue universal leave. Such leave and may be used for illness and injury (as traditional sick leave is used) or scheduled in advance for rest and relaxation (the way traditional vacation is used). Time in service (to be eligible for universal leave as set forth in the chart below) will begin to accrue on an employee’s date of hire. An employee who leaves this unit for another position in a full-time unit and then returns to the part-time unit (i.e., this unit) will have their time in the full-time unit count as time in service for purposes of accruing universal leave.
Regular Part-Time employees shall accrue leave as set forth in the following chart.
The number identified below for years of service for leave accrual will be multiplied by the number of hours worked in a pay period for eligible employees.
Thus, for example, if an employee with 9 years of service works 50 hours in a pay period, their leave accrual will be 50 x .06 = 3 leave hours accrued in the pay period.
First 7 years of service
as a Regular Part-Time
employee
7 - 14 years of service as
a Regular Part-Time
employee
After 14 years of service as
a Regular Part-Time
employee
.04 .06 .08
ThisSaid leave may be used for any authorized absence.
2. Universal lLeave accruals shall be cashed out upon separation from City employment at the employee’s final base hourly rate of pay.
3. Regular Part- Time employees may accrue up to a maximum of 240 hours of universal leave. Once an employee accrues 240 hours of universal leave, they will not accrue additional universal leave until they reduce their accruals below 240 hours. Supervisors will not unreasonably deny a request to use universal leave requested in advance so that employees at the 240 hour cap may reduce their accruals.
4. The unused leave balance of Regular Part-Time employees appointed to full-time probationary or exempt positions will be converted to vacation time credit, effective on the date of appointment, since full-time employees earn vacation, not universal leave. Such vacation time shall be subject to all of the rules, regulations, or procedures that apply to vacation time and its use in the applicable unit, group, or department, including, without limitation, rules applying to the use of vacation during probation. If such a full-time employee changes back to a Regular PartTime position, their vacation vacation leaves will convert to universal leave.
5. Regular Part-Time employees who become a full-time employees of the City shall receive seniority credit on a 2:1 ratio towards vacation accrual. For example, a 12-year Regular Part-Time employee who becomes a member of the full-time MEA bargaining unit shall accrue vacation as though they were a six-year employee in the full-time unit. Only time spent as a Regular Part-Time counts for purposes of qualifying for this benefit.
6. Regular Part-Time employees who become an hourly or seasonal employee shall have their universal leave cashed out at the time of position status change and will accrue sick leave per Subsection E below.
7. Regular Part-Time employees who enter into leave without pay status will not accrue universal leave.
B. Leave Request
An employee using universal leave as traditional vacation shall make written request for such leave. Ordinarily, seven (7) days’ advanced notice shall be required to use leave as traditional vacation. However, an employee wishing to use universal leave as traditional vacation with less than seven (7) days’ notice may make a request. Such request will be considered within the discretion of the employee's supervisor. Every Department Head shall, if necessary, establish a leave schedule for each calendar year. The Department Head will make decisions on leave time requests based on seniority (defined as length of service with the City) and will grant leave time if the employee can be spared. Once leave time is requested, the Department Head or designee shall notify the employee as soon as possible whether their request is approved, and if not, when
alternate leave time may be granted. An employee using universal leave for unscheduled absences (e.g., sick leave) shall follow department protocols.
C. Leave Without Pay
An employee may be granted leave time without pay. The Department Head will make decisions on leave time requests based on seniority and will grant leave time if the employee can be spared.
Once leave time is requested, the Department Head shall notify the employee as soon as possible whether their request is approved, and if not, when leave time may be granted. The City will endeavor to grant requests for leave without pay whenever possible. However, given the operational needs of the City, there is no guarantee that the employee’s job will remain open once the leave expires. In addition, even if the employee’s job is still available, changes in work schedule or job location may occur if necessary for operational reasons.
D. Jury Duty and Witness Leave
Jury Duty
1. An employee who is called for jury duty shall be compensated (as though they were he or she was working) for those hours of absence due to the jury duty that occurs during the employee’s regularly-scheduled working hours. Employees are required to provide documentation to Human Resources that they are on jury duty and once completed, documentation from the court that they have completed their jury duty service. This documentation is necessary for employees to receive pay for jury duty.
2. If a unit member is required to be absent from work to report for jury duty, the employee will notify their supervisor of the absence as soon as possible, including, a phone message the night before if the employee finds out via a phone recording that they must report the next day.
3. An employee on jury duty must either return to work after the jury service is done for the day if there are still four (4) hours or more left on their shift or call in to their supervisor and ask to use leave to cover the rest of their shift.
4. An employee who is called to jury duty on a non-working day will not receive compensation or be authorized to change their schedule as a result of being called to jury duty.
5. An employee who is scheduled for a swing or graveyard shift on a day they are called to jury service will be authorized to change their work hours in order to report to jury service under the same provisions of 1-3 above.
6. An employee who is called to jury duty who does not wish to change their work hours as authorized by paragraph 5 above will not be subject to working their full graveyard or swing shift if there is not a minimum of ten (10) hours before or after assigned jury duty. If there is less than ten (10) hours between the end of a shift and the start of jury duty, an employee will be permitted to leave their shift early to allow for a minimum break of ten (10) hours, or . If there is less than ten (10) hours between the end of jury duty and the start of their shift, an employee will be able to delay their usual start time to ensure a ten (10) hour break in between.
In this event, the employee’s usual end time will remain the same. For any additional time taken off before or after jury duty, an employee will be required to utilize paid accrued time subject to supervisor approval.
Witness Leave
Any employee who is required to serve as a witness pursuant to a lawful subpoena in any judicial or quasi-judicial proceeding in a matter other than one to which the employee is a party , shall be allowed time off without loss of pay to perform such duties. All fees to which the employee is entitled by law for such services shall be paid (less transportation allowance, if any) to the City. Per California Labor Code Section 230(b), an employee shall be allowed time off without pay to appear at a matter outside the scope of their employment in which the employee is a party. An employee who is participating in a judicial or quasi-judicial proceeding that is within the scope of their employment shall be paid as part of work hours.Any employee who is required to serve as a witness pursuant to a lawful subpoena in any judicial or quasi-judicial proceeding in a manner other than one to which the employee is a party, or who is required to serve as a juror, shall be allowed time off without loss of pay (no need to use accrued leaves) to perform such duties.
Any employee who is required to serve as a witness pursuant to a lawful subpoena in any judicial or quasi-judicial proceeding, in a manner other than one to which (except if the employee is a party to the proceeding and it is unrelated to their current or past public employment), or who is required to serve as a juror, shall be allowed time off without loss of pay (no need to use accrued leaves) to serve as a witnessperform such duties.
If the employee is a witness in attends a matter pursuant to a lawful subpoena in any judicial or quasi-judicial proceeding to which they are a party that is unrelated to their current or past public employment, while the City will not provide paid time off to serve as a witness, the employee may use universal leave for the time off to serve as a witness.
If the employee attends any judicial or quasi-judicial proceeding to which they are a party that is related to their current or past public employment, they shall be allowed time off with pay (no need to use universalaccrued leaves) to attend such proceeding.
In addition, per California Labor Code § 230(b) and (c), an employee shall be allowed time off but with loss of pay, if the employee is a party to the matter for reasons other than actions within the scope of the employee’s current or past public employment. All fees
to which the employee is entitled by law for serving as a witness pursuant to a lawful subpoena in any judicial or quasi-judicial proceeding such services shall be paid (less transportation allowance, if any) to the City if the employee is being in paid (i.e., not using accrued universal leave) by the City while attending such proceeding . This article is not applicable to those employees participating in judicial or quasi-judicial proceedings that are within the scope of their employment.
E. Paid Sick Leave Law Compliance
The City will comply with Labor Code 245-249 by providing paid sick leave for partPart-time Time Hourly employees at the rate of one (1) hour for every thirty (30) hours worked. Additionally, universal leave accrued by Regular Part-Time employees may be used as sick leave for the reasons specified by law. An Hourly employee may use half of their annual accrual of sick leave for family illness reasons specified by law. An Hourly or Seasonal employee who becomes a Regular Part-Time employee shall have any sick leave they accrued converted to universal leave at the time they become a Regular Part-Time employee. Hourly or Seasonal employees in a leave without pay status will not accrue sick leave time.
F. Leave for School Activities
All requests for leave for the purposes provided by California Labor Code section 230.8 (leave to participate in school-related activities of the children of association members) will comply with the law.
G. Family and Medical Care and Kin-Care Leave
The City shall comply with California Labor Code section 233 (Kin-Care) and the state and federal Family and Medical Care Leave Acts. The City’s policies regarding these laws are available on the Bevy and in the Human Resources Department.
H. Military Leave
The City shall comply with the federal (Uniformed Services Employment and Reemployment Rights Act) and state (Military and Veterans Code) law when an employee’s absence is due to military leave.
I. Bereavement Leave
Bereavement leave for Regular Part-Time employees is an absence occasioned by the death of a family member, herein defined as a child, parent (including parent in law), spouse, registered domestic partner, grandparent, grandchild, or sibling.
Up to a maximum of two scheduled work shifts of bereavement leave per calendar year may be used in the event of the death of a family member.
Requests for bereavement leave shall be made in writing, when feasible, and shall be approved by the department headDepartment Head or designee and the Director of Human Resources or designee.
In addition to the above, if an employee (who has been with the City for at least thirty (30) days) exhausts their paid bereavement leave, they are entitled to use up to five (5) days of bereavement leave for each death of a family member as defined above. This leave must be used within three (3) months from the date of death. Although this is not City-paid leave, employees may use any paid and accrued leave that is available to the employee for this purpose.
10. HOLIDAYS
A. Definitions
The following are holidays subject to this article.
New Year’s Day (January 1st)
Martin Luther King, Jr. Day (3rd Monday in January)
Presidents’ Day (3rd Monday in February)
Memorial Day (Last Monday in May)
Juneteenth (June 19)
Independence Day (4th of July)
Labor Day (1st Monday in September)
Veterans Day (November 11th)
Thanksgiving Day (4th Thursday in November)
The day after Thanksgiving Day
Christmas Day (December 25th)
These are generally recognized as City holidays on which City facilities may be closed and/or service levels impacted. If the City recognizes “Juneteenth” as an additional City holiday for any bargaining unit, it shall be recognized for this unit as well.
Premium holiday pay is defined as one and one-half (1 ½) times the employee’s regular rate of pay for time worked on a holiday listed above.
B. City Determination of Employee’s Holiday Work Schedule The City shall determine a Regular Part-Time employee’s holiday work schedule no less than fourteen (14) days prior to the actual workday. Generally, an employee’s normal work schedule within the workweek shall not be changed to avoid payment of holiday pay.
Normal work schedule is defined as the specific hours to be worked as well as the physical location of that work. The physical location may be any or all locations as determined by the applicable Department Head and/or their designee.
C. Premium Pay for Hours Worked on Holidays
Regular Part-Time employees who are authorized to work any of the holidays (i.e., the day of the actual holiday, not the day that it is recognized by the City if different than the actual holiday). designated in this article will be paid premium holiday pay for all hours worked.
Hourly Part-Time employees assigned to work on Independence Day (July 4th), Veterans Day (November 11
th
), Thanksgiving Day (4th Thursday in November), Christmas Day (December 25 th
)
or New Year’s Day (January 1st) shall be paid the premium holiday rate.
Premium holiday pay is defined as one and one-half (1 ½) times the employee’s regular rate of pay for time worked on an actual holiday. listed aboveRPT employees will receive premium pay for each actual holiday worked; and HPT employee will receive premium pay for only for the following actual holidays worked: Juneteenth (June 19); Independence Day (July 4th), Veterans Day (November 11
th
), Thanksgiving Day (4th Thursday in November), Christmas Day (December 25 th
) and/or New Year’s Day (January 1st)..
In no case, even if the employee works in excess of forty (40) hours per week, will the employee receive more than one and one half (1½) times for any hours worked.
D. Employees Not Scheduled to Work on Holidays
Employees (including Regular Part-Time, Hourly, or Seasonal) who are not required to work on a holiday (i.e., the day of the actual holiday, not the day that it is observed by the City if different than the actual holiday) shall not receive holiday pay. However, an employee may choose to use their accrued universal leave on holidays they are not required to work (because the City or their work location is closed) but would otherwise be scheduled.
If a holiday falls or is recognized as falling on an employee’s regular work day and the City closes a City facility(ies), Regular Part-Time employees who are not required to work as a result will be entitled to work the hours they would have otherwise been scheduled within the same pay period.
11. UNIFORMS
Uniformed personnel shall receive uniforms at the City's expense. Said uniforms shall be the property of the City. The City shall replace damaged or worn-out uniform parts, as necessary.
The parties agree that to the extent permitted by law, the value of the uniforms provided herein is special compensation and shall be reported as such pursuant to Title 2, CCR 571(a)(5). The City will report as special compensation the value of the uniforms for unit members who are “Classic Members” (as described in Exhibit C to this MOU) per the Public Employees’ Pension Reform Act
of 2013. “New members” as defined under the Public Employees’ Pension Reform Act of 2013 are not permitted to have the value of the uniforms reported as special compensation.
12. HOURS
The hours of work for Part-Time employees, by their nature, vary. Generally, Regular Part-Time employees will work a regular schedule. Part-time employees shall receive their respective hourly rate for work up to forty (40) hours per workweek. Hours worked over forty (40) hours per workweek will be compensated at one and one-half (1½) times the employee’s regular rate of pay.
The scheduling of hours for Part-Time employees shall be based on seniority (defined as time in the employee’s classification). The more senior employees possessing the necessary skills to perform the work within the job classification will be assigned the greater number of hours.
Scheduling of hours within each job classification shall be made in the following order: Regular Part-Time, Hourly Part-Time and Seasonal Part-Time.
The scheduling of the shifts for Part-Time employees shall be based upon seniority, herein defined as time in the employee’s classification. The more senior employees possessing the necessary skills to perform the work within the job classification will be given preference in the selection of shifts. Shift selections within each job classification shall be made in the following order: Regular Part-Time, Hourly Part-Time and Seasonal Part-Time.
Notwithstanding the above, management has the right to schedule employees based upon the need and the qualifications necessary to perform the specific work needed to be completed.
Management retains the right to establish work schedules and hours, including making schedule changes where necessary. Supervisors and managers are encouraged to provide employees with 14 days advance notice of their assigned work schedules whenever possible.
When the preschool is on a break and/or students are not in attendance, the Pre-School teachers Head Pre School Teachers and Pre School Assistants will still be assigned to work a minimum of twenty-five (25) hours per week. However, all such work must be performed at the City (with the exception of purchasing supplies or equipment) and must be accounted for on the teachers’ time sheets. The teachers, at their option, may request to use accrued leave time (i.e., universal leave) to cover all or part of the twenty-five (25) hours per week. Approval of such leave time will be in accordance with the leave approval practices and provisions of this MOU.
Accurately Reporting Time Worked
Employees are required to accurately report all time worked on their time sheets and submit all time sheets by the deadline established by the Payroll Division of the Finance Department. Under no circumstances may an employee work any time in addition to their regular work hours before or after work or on an unpaid meal break without first receiving approval in advance from their supervisor.
Unit members shall record hours worked in one-tenth (1/10) of an hour increments of time. This is illustrated by the following:
0-3 Minutes – No additional time should be recorded
4-9 Minutes = .1 of an hour
10-15 Minutes = .2 of an hour
16-21 Minutes = .3 of an hour
22-27 Minutes = .4 of an hour
28-33 Minutes = .5 of an hour
34-39 Minutes = .6 of an hour
40-45 Minutes = .7 of an hour
46-51 Minutes = .8 of an hour
52-57 Minutes = .9 of an hour
58-60 Minutes = 1.0 full hour
For example, if an employee whose work schedule is 7:30 a.m. to 12:30 p.m. works until 12:48 p.m. they would record 5.3 hours for the day.
The parties agree that if the City makes any timekeeping system upgrades during the term of this MOU, if there are any meet and confer/consult obligations (either impacts or any decisions which may require meet and confer) the Association and/or the City agree to promptly meet and confer/consult if requested by the other party.
13. REST AND MEAL PERIODS AND MEAL TIMES
Rest Periods
At the discretion of the City, rest periods will be provided to employees whenever possible. Such rest periods will be provided at the rate of ten (10) consecutive minutes for each four (4) (or major portion thereof) hours worked, and will occur as near as possible to the middle of the work period. Rest periods are paid as time worked and will be scheduled by the City. The City may require employees to remain on the premises during the ten (10) minute break(s).
Ten (10) minute rest periods will be provided as follows for the hours involved.
Total Hours of Work Rest Periods Authorized Per Shift
0-3.5 0
3.5-6.0 1
6.0-10.0 2
10.0-14.0 3
14.0-18.0 4
Meal Periods
A one-half (0.5) hour unpaid meal period will be provided for every five (5)-hour work period, unless six (6) hours of work will complete the day's work and the employee voluntarily elects to forego the meal period. As the City and the Association agree that customer service is important, those employees whose workstations necessarily come into contact with the public will not be allowed to consume food at their workstations. Such employees will, if eligible for a meal period as outlined above, be required to take their meal periods away from their respective workstation.
Meal periods will be uncompensated by the City unless agreed to by the City in advance of the individual meal period.
14. NON-DISCRIMINATION
The parties mutually reaffirm their respective policies of non-discrimination in the treatment of any employee because of race, religious creed, color, sex, age, disability, national origin, sexual orientation, ancestry, gender, gender identity, gender expression, marital status, or any other protected status defined under anti-discrimination laws.
15. MANAGEMENT RIGHTS
Except as limited by the specific and express terms of the MOU, the City hereby retains and reserves unto itself, all rights, powers, authority, duty, and responsibilities confirmed on and vested in it by the law and the constitution of the State of California and/or United States of America.
The management and the direction of the work force of the City is vested exclusively in the City and nothing in the MOU is intended to circumscribe or modify the existing rights of the City including but not limited to the direction of the work of its employees; the right to hire, promote, demote, transfer, assign, schedule and retain employees in positions within the City; suspend or discharge employees; to maintain and improve the efficiency of governmental operations; to relieve employees from duties because of lack of work or funds; to take action as may be necessary to carry out the City's mission and services in emergencies; to determine the methods, means, and appropriate job classification organizational structure and personnel by which the operations are carried out; and to establish qualifications and quality standards.
16. PERSONNEL FILES
The City shall maintain only one official personnel file for each employee. The official personnel file shall be housed in the City's Human Resources Department. Employees shall be entitled to review the contents of their official personnel file at reasonable intervals provided that the employee schedules an appointment, at least twenty-four (24) hours in advance, during the regular hours of the Human Resources Department. Employees often receive commendations or other positive comments about their work from citizens or other employees. Employees have the right to request that any such positive written comments be placed in their personnel file and
said comments will be placed in the personnel file. Comments adverse to an employee’s interests shall be provided to the employee prior to such comments being placed in the employee’s personnel file. An employee shall have thirty (30) calendar days in which to attach a response to an adverse comment. Any such response shall accompany the adverse comment in the employee’s personnel file.
17. ASSOCIATION-RELATED BUSINESS
A. Stewards Program
MEA may select a total of six (6) stewards for this Unit. MEA shall give to the City's representative a written list of employees who have been selected as stewards. This list shall be kept current by MEA and submitted to the Director of Human Resources every six (6) months. The role of the steward is to provide timely MEA representation to employees seeking such assistance in the resolution of employment disputes or potential employment disputes.
Stewards, when leaving their work locations to fulfill their responsibilities as steward, shall first obtain permission from their immediate supervisor and inform them of the general nature of the business. Permission to leave shall be granted promptly unless such absence would cause undue interruption of work. If such permission cannot be granted promptly the steward shall be, if possible, informed when time may be made available.
MEA stewards shall complete a time-use slip to document MEA activity time used as part of the allocation set forth herein. This slip shall be initialed by the steward using the time and by the supervisor authorizing it. The authorization slip shall be submitted to the Human Resources Department. Steward business which is subject to release time according to this Article may be conducted only at City work locations. Employees must track their use of Steward business in the City’s timekeeping system by using appropriate payroll codes so that the City can keep accurate, ongoing records of the amount of leave used for the year at any time.
Upon entering a work location, the steward shall inform the appropriate supervisor of the nature of the business. Permission to leave the job shall be granted promptly to the employee involved unless such absence would cause an undue interruption of work. If the employee cannot be made available, the steward shall be immediately informed, if possible, when the employee may be made available.
MEA agrees that a steward shall not log compensatory time (which is only applicable to a Steward in the full-time MEA unit) or overtime pay for the time spent performing any function of a steward. To the extent possible, due to the nature of part-time employment, the City expects some of the stewards to conduct association related business on their own time.
B. Dues Deduction
The City shall remit the dues deductions in the amount the Association sets on a periodic basis.
Deduction authorizations shall remain in full force and effect until, and so long as, MEA remains
the formally-recognized employee representative for this Unit. It is the responsibility of the MEA to advise the City of new employees who authorize dues deductions. Such deductions will be made on a prospective basis.
As some Part-Time employees work a limited number of hours, the MEA does not wish for dues to constitute a financial hardship. If two percent (2%) of the employee’s gross pay per pay period is less than the amount of the dues, then the payroll deduction shall be two percent (2%) of the employee’s gross pay.
C. Bulletin Boards
MEA may post no more than two (2) MEA documents at any one time on City bulletin boards, provided that such documents are not of a political or discriminatory nature. The President of the MEA, or their designee, shall be the only party authorized to approve notices for placement on City bulletin boards.
D. Use of City Facilities
Representatives of MEA may use City facilities for general membership meetings with City approval and prior approval from the individuals(s) responsible for scheduling rooms in the department. The MEA may hold their Board of Stewards meetings during the lunch period or after work in the Library or other facilities, subject to City approval.
E. Association Business and Training
The City will grant up to one hundred (100) hours per contract year (i.e., October 1 to September 30) to MEA for the purpose of training and to conduct MEA business in this bargaining unit. The time shall be allocated by MEA as it believes appropriate. The Human Resources Department shall be notified of the use of this time and maintain records of its use as necessary. MEA representatives utilizing this time shall notify their supervisors and shall endeavor to provide as much advance notice as possible. If the time is being used for training, the employee must notify their supervisor for approval as training is known in advance. Employees must track their use of the one hundred (100) hours in the City’s timekeeping system by using appropriate payroll codes so that the City can keep accurate, ongoing records of the amount of leave used for the year at any time. If an employee in the unit participates in the MEA issues meeting during work hours, it will not be deducted from the 100 hours.
F. Translation Duties
Except if receiving Bilingual Pay as provided in Article 5F of this MOU, nNeither Supervisors nor employees designated as Leads or Lead Workers shall direct employees to perform translation duties as part of their job.
G. Personal Vehicles
Employees in this unit are not required to use their personal vehicles for City business.
18. GRIEVANCE PROCEDURE FOR REGULAR PART-TIME EMPLOYEES The City and the Association recognize that disputes related to this MOU will occur from time to time. It is both parties’ intent and desire that any such disputes be resolved quickly and amicably.
However, the parties recognize that occasionally disputes will need to be resolved by a neutral party. It is for that reason that the parties agree to the following provisions of their grievance procedure.
A. Definition of a Grievance
An allegation by a Regular Part-Time employee or the Association that there has been a violation, misinterpretation, or misapplication of the terms of this MOU or any past practice.
B. Timeliness of a Grievance
All grievances must be filed within sixty (60) calendar days of the occurrence giving rise to the grievance or the time within which the grievant (either the Regular Part-Time employee or Association) knew or should have known of the occurrence.
C. Grievance Procedure
The parties acknowledge that a grievance procedure is beneficial to resolve MOU disputes.
1. Step 1 – If either an employee or Association is the grievant – Communication with the Human Resources Department: Whenever an employee or Association believes that there has been a violation, misinterpretation, or misapplication of the terms of this MOU, the employee or Association shall inform the Director of Human Resources in writing of the alleged violation, misinterpretation, or misapplication. The Director of Human Resources shall either promptly schedule a meeting with the designated employee or the Association representative to discuss the grievance, or may respond in writing within thirty (30) calendar days. If a meeting is scheduled, the Director of Human Resources shall present their determination in writing within fifteen (15) calendar days of the meeting.
The response will be sent by e-mail to the designated employee or Association representative.
2. Step 2 – City Manager: If the employee or Association is not satisfied with the results of Step 1 (or the Director of Human Resources does not respond within the time limits for a response), the employee or Association may move the grievance to the City Manager. To do so the employee or Association must present, in writing, to the Director of Human Resources a document setting forth the alleged violation, misinterpretation, or misapplication of the terms of this MOU and requesting that the grievance be submitted to the City Manager. This document must be presented within ten (10) calendar days of
the date the Step 1 response was e-mailed to the employee or Association representative, or within ten (10) calendar days from the last date the response was due if no response was given.
3. The City Manager or designee (who may only be the Assistant or Deputy City Manager) may hear the grievance or may choose to have a hearing officer (mutually selected by the parties from a list obtained from the Public Employment Relations Board) hear the grievance, and then issue a recommendation to the City Manager. If a hearing officer is chosen, they will make a recommendation to City Manager. The City Manager may accept, reject or modify the hearing officer’s recommendation or any part thereof. The City Manager's decision shall be issued within thirty (30) days and shall be the final administrative decision on the matter, subject to appeal under CCP §1094.5.
D. Hourly Part-Time Employees
Employee complaints and concerns over working conditions may be submitted to the Director of Human Resources for review. The Director of Human Resources will evaluate the matter and determine whether the complaint or concern is or is not valid. It is an opportunity to bring forth a complaint or concern, not a right to a hearing or any other process. If the Director of Human Resources determines that the complaint or concern is valid, they will determine whether action is necessary to address the issues raised in the complaint or concern. Hourly employees are not entitled to submit MOU disputes to the Director of Human Resources for review, and are not entitled to pursue an individual grievance using the procedure above E. Seasonal Part-Time Employees
Seasonal Part-Time employees shall have no right to review of MOU disputes, and/or complaints or concerns over working conditions by the Director of Human Resources. They shall also have no right to pursue an individual grievance using the procedure above.
19. JOB DESCRIPTIONS AND RECRUITMENT OPPORTUNITIES
The City shall provide MEA with a copy of any proposed change to any existing and/or new job description and MEA shall provide comments, if any, to the City within two (2) weeks upon receipt of the job description(s).
The City values the need and desire for all employees to be aware of new job openings and to have the ability to apply for those positions. The City agrees to notify MEA when openings occur and ensures that positions are open for at least seven (7) calendar days to give existing employees the opportunity to apply for the opening. However, in the case of operational need, the City can request of the Association to be relieved of the seven (7) day posting requirement and the Association agrees that it will respond to the request within twenty-four (24) hours.
Effective the pay period following Council approval of this MOU, part-time employees shall be eligible to apply for internal promotional opportunities.
20. SERVICE CREDIT POINTS
Service credit points shall be applicable to employees who pass the qualifying examination for a full-time position in the City. Those part-time employees who work a continuous 1,000 hours per calendar year (i.e., Regular Part-Time Employees) shall be entitled to one-half (1/2) of one service credit point for each year of service up to ten (10) service credit points. Service credit points shall be added to the examination scoreemployee’s overall score after all portions of the testing process that are scored areis completed.
21. RETIREMENT
A. Social Security Alternative Retirement Plan
The City has adopted an Alternate Retirement Plan (ARP) through the Public Agency Retirement Services (PARS) for those unit employees who are not members of the California Public Employees’ Retirement System (CalPERS) and who are otherwise subject to mandatory Social Security coverage requirements. All eligible unit employees (i.e., all employees who are not included in CalPERS) will be covered by the PARS 457 Alternative Retirement Plan. Employees will continue to participate in and will make contributions toward Medicare, as required by law.
If an employee is enrolled in the ARP plan at the time of hire and subsequently works 1,000 hours in any fiscal year, they will automatically be enrolled in CalPERS and shall be removed from the ARP provided through PARS.
The PARS 457 Alternative Retirement Plan provides that each pay period, 6.2% will be deducted from all eligible employees’ salaries and deposited into their PARS 457 FICA Plan Account. In addition, each pay period, the City will contribute 1.3% of each eligible employee's salary to their PARS 457 FICA Plan Account.
The form of the ARP, including subsequent up-dates, changes, or amendment, shall be as determined solely by the City provided it meets the minimum benefit requirements for an alternate retirement system under the Internal Revenue Code. Any change in the substance of the plan must be made by agreement of the parties.
Employees with thirty (30) or more qualifying quarters in Social Security who wish to remain in Social Security for the purpose of obtaining the 40 qualifying quarters required to vest in Social Security may petition the Director of Human Resources.
B. CalPERS Retirement Benefits
Regular Part-Time employees will be enrolled in CalPERS at the time of hire and will receive the same retirement formula as other, similarly-situated, miscellaneous City employees who are
enrolled in CalPERS. Should an Hourly employee at any point work in excess of 1,000 hours in any given fiscal year, they will be enrolled in CalPERS.
The City contracts with CalPERS for retirement benefits. The definitions of “new member” and “classic member” are set forth in Exhibit “B” to this MOU.
1. For “Classic Member” Employees
a) Retirement Formula: The City contracts with CalPERS to provide the 2.5% at 55 retirement formula set forth in California Government Code Section 21354.4.
b) Single Highest Year: The City's contract with CalPERS provides for the "Single Highest Year" retirement benefit for miscellaneous employees of which “classic member” employees in the unit are included per Government Code section 20042. The retirement benefit is based on the highest annual compensation for the one year during the employee's membership in CalPERS.
c) Payment of Employee/Member Contribution: Classic Members pay their 8% Member Contribution. The City has adopted the CalPERS resolution in accordance with IRS Code section 414(h)(2) to ensure that the employee contribution is made on a pre-tax basis.
2. For “New Members” As Defined By the Public Employees’ Pension Reform Act of 2013 (PEPRA)
a) Retirement Formula: Employees who are defined as “new members” under the PEPRA, are covered by the 2%@ 62 formula provided for by the Public Employees’ Retirement Law at Government Code section 7522.20(a).
b) Retirement Benefit Calculation Period: For employees defined as “new members” under the PEPRA, such employees’ final compensation will be based on the highest annual average pensionable compensation during the three consecutive years of employment immediately preceding the effective date of their retirement or any other three consecutive year period chosen by the employee as set forth in Government Code section 7522.32(a).
c) Payment of Employee/Member Contribution: New member employees are responsible for paying the employee contribution of one-half of the total normal cost of the plan, as defined by CalPERS each year in their annual valuation, through a payroll deduction. This amount will be
determined by CalPERS in the future. The cost sharing provision below does not change this responsibility for paying one-half the normal cost, which is defined in the annual actuarial valuation report provided by CalPERS. The City has adopted the CalPERS resolution in accordance with IRS Code section 414(h)(2) to ensure that the employee contribution is made on a pre-tax basis.
In addition, new members will pay an additional amount for their retirement contribution as cost sharing in accordance with Government Code section 20516(f). That amount will be the difference between the current half the normal cost amount and eight percent (8%), so that their total retirement contribution will be eight percent (8%). If the half the normal cost rate equals or exceeds eight (8%) employees will not be required to cost share.
3. Additional Optional Benefits For All Employees in CalPERS a) 1959 Survivor's Benefit: The City’s contract with CalPERS provides Level 4 coverage under the 1959 Survivor's Benefit per Government Code section 21574. Employees pay the employee premium for this benefit. b) Pre-Retirement Option 2 Benefit: The City’s contract with CalPERS provides for Pre-Retirement Optional Settlement 2 Benefit as set forth in Government Code Section 21548 for all employees covered by CalPERS. c) Military Service Credit: The City’s contract with CalPERS provides the Military Service Credit option set forth in Government Code section 21024. d) Pre-Retirement Death Benefits: The City’s contract with CalPERS provides the benefit known as the pre-retirement death benefits to continue after remarriage of survivor as set forth in Government Code section 21551. e) Cost of Living Allowance: The City’s contract with CalPERS provides the benefit known as the 2% Cost of Living Allowance Increase as set forth in Government Code section 21329.
f) Retired Death Benefit: The City’s contract with CalPERS provides the $500 Retired Death benefit as set forth in Government Code section 21620. g) Prior Service: The City’s contract with CalPERS provides the prior service benefit as set forth in Government Code section 20055.
22. SAVINGS CLAUSE
If any provision of the MOU is deemed by a court of competent jurisdiction to be illegal or otherwise unenforceable, the remaining provisions of the MOU shall remain in full force and effect. In the event of such invalidation, the parties shall replace any illegal or unenforceable benefit with another benefit or provision of equal or similar value. The City and Association shall meet and confer in good faith concerning the provision of a replacement benefit or provision of equal or similar value, including whether a replacement benefit or provision is necessary and appropriate. This section shall not require a replacement provision that will result in financial or administrative burden to the City, including the amount and timing, greater than the provision it is replacing. If the parties are unable to reach agreement, they agree to submit the matter to the procedure set forth in Article 18.
FOR THE MUNICIPAL EMPLOYEES ASSOCIATION OF BEVERLY HILLS _________________________ __________________________
Steve Jaramillo, President Date
Bargaining Team:
____________________________ ____________________________ Michal Burk Date
____________________________ ____________________________ Ruth Perez Date
____________________________ ____________________________ Ryan Nelson Date
____________________________ ____________________________ Carson Blaker Date
____________________________ ____________________________ Michael Hoard Date
____________________________ ____________________________ Robert Wexler Date
FOR THE CITY OF BEVERLY HILLS
____________________________ ____________________________ Shelley Ovrom Date
____________________________ ____________________________ Kirsten Rowe Date
____________________________ ____________________________ Tatiana SzerwinskiMichael Nettles Date
____________________________ ____________________________ Peter Brown Date
EXHIBIT “A”
PART-TIME UNIT HOURLY SALARY SCHEDULE
EFFECTIVE JULY 2, 2022
RPT Hourly Classification FTE Step 1 Step 2 Step 3 Step 4 Step 5 N/A 6201 Administrative InternGrad $18.07 $18.98 $19.93 $20.92 $21.97 N/A 6200 Administrative InternUndergrad $15.30 $16.07 $16.87 $17.71 $18.59 TBD TBD Art Handler $29.81 $31.39 $33.04 $34.78 $36.61
TBD TBD Arts and Events Specialist $29.81 $31.39 $33.04 $34.78 $36.61 N/A 5580 Assistant Market Manager $25.59 $26.87 $28.21 $29.62 $31.11 TBD TBD Building Maintenance
Attendant G-22 $20.51 $21.64 $22.83 $24.09 $25.41
N/A 4575 Cable TV/Video Specialist $34.72 $36.45 $38.27 $40.19 $42.20 5600 5601 Child Care Counselor $18.06 $19.01 $20.01 $20.91 $21.96 5599 5598 Child Care Site
Coordinator $24.51 $25.73 $27.02 $28.38 $29.79
TBD TBD Code Enforcement
Investigator $22.21 $23.32 $24.48 $25.70 $26.99
5565 5566
Community Services
Assistant (was Tennis
Clerk)
$15.30 $16.07 $16.87 $17.71 $18.59
5555 5556
Community Services
Facility Attendant (was
Rec Leader II)
$15.30 Flat Rate
TBD TBD Crime Prevention Officer $24.23 $25.44 $26.70 $28.04 $29.45 6191 6192 Customer Service
Representative G-52 $27.65 $29.17 $30.77 $32.47 $34.25
N/A 5581 Farmer's Market
Coordinator $23.27 $24.43 $25.65 $26.94 $28.28
N/A 3125 Fire Cadet $15.30 Flat Rate
TBD TBD Food Service Specialist $20.26 $21.32 $22.44 $23.56 $24.74 N/A 4025 Librarian I G-75 $34.76 $36.67 $38.69 $40.82 $43.06 4022 4021 Librarian II H-05 $38.02 $40.11 $42.31 $44.64 $47.10 4050 4051 Library Clerk I G-35 $23.35 $24.63 $25.98 $27.41 $28.92 4046 4047 Library Clerk II G-45 $25.79 $27.21 $28.70 $30.28 $31.95 N/A 4062 Library Page $15.30 Flat Rate
N/A 4036 Library Technician G-58 $29.35 $30.96 $32.67 $34.46 $36.36 TBD TBD Lifeguard $15.30 Flat Rate
RPT Hourly Classification FTE Step 1 Step 2 Step 3 Step 4 Step 5 TBD TBD Mechanic Helper $18.82 $19.77 $20.75 $21.79 $22.88 6195 6196 Office Clerk (was Data
Entry Specialist) $18.82 $19.77 $20.75 $21.79 $22.88
TBD TBD Park Maintenance Worker $17.97 $18.87 $19.82 $20.81 $21.85 3765 3766 Park Ranger $21.09 $22.15 $23.26 $24.42 $25.64 3615 3616 Parking Attendant $15.30 $16.07 $16.87 $17.71 $18.59 3617 N/A Parking Specialist $21.85 $22.94 $24.09 $25.30 $26.56 3610 3611 Permit Parking Assistant $15.30 $16.07 $16.87 $17.71 $18.59 3115 3116 Personnel & Training
Specialist $25.11 $26.37 $27.69 $29.07 $30.53
N/A 3130 Police Cadet $17.57 $18.45 $19.38 $20.35 $21.36 5595 N/A
Preschool Teaching
Assistant (was Preschool
Assistant)
$18.06 $19.01 $20.01 $20.91 $21.96
5585 N/A Preschool Head Teacher $33.10 $34.76 $36.50 $38.31 $40.23 5590 N/A Preschool Teacher $24.51 $25.73 $27.02 $28.38 $29.79 5518 5519 Program Operations
Specialist $27.60 $28.98 $30.43 $31.95 $33.55
N/A 5560 Recreation Aide (was
Recreation Leader I) $15.30 Flat Rate
5550 5551 Recreation Leader $17.40 $18.32 $19.29 $20.30 $21.37 5545 5546 Recreation Specialist -
Seasonal $25.50 Flat Rate
5545 5546 Recreation Specialist
(Hourly and RPT) $15.30 $16.07 $16.87 $17.71 $18.59
4041 N/A Senior Library Clerk G-55 $28.49 $30.05 $31.71 $33.45 $35.29 4056 N/A Senior Library Page F-16 $15.00 $15.00 $15.00 $15.46 $16.31 N/A 4546 Senior Support Specialist H-05 $38.02 $40.11 $42.31 $44.64 $47.10 TBD TBD Sr. Arts and Events
Specialist $32.80 $34.53 $36.34 $38.26 $40.27
4573 N/A Sr. Video Production
Specialist $29.29 $30.83 $32.46 $34.17 $36.00
TBD TBD Tree Maintenance Worker $18.90 $19.84 $20.84 $21.88 $22.97 5542 N/A Venue Coordinator G-71 $33.40 $35.24 $37.18 $39.22 $41.38 4572 N/A
Video Producer/Editor
(was Cable TV/Video
Associate I)
G-75 $34.76 $36.67 $38.69 $40.82 $43.06
N/A 4581
Video Production
Specialist (was Cable
TV/Video Asst.)
$25.60 $26.95 $28.37 $29.78 $31.27
TBD TBD Volunteer Coordinator $21.53 $22.61 $23.74 $24.93 $26.17
PART-TIME UNIT HOURLY SALARY SCHEDULE
EFFECTIVE SEPTEMBER 24, 2022
RPT Hourly Classification FTE Step 1 Step 2 Step 3 Step 4 Step 5 6017 Account Specialist G-54
N/A 6201 Administrative Intern-Grad $18.43 $19.36 $20.33 $21.34 $22.41 N/A 6200 Administrative InternUndergrad $15.61 $16.39 $17.21 $18.06 $18.96 TBD TBD Art Handler $30.41 $32.02 $33.70 $35.48 $37.34
TBD TBD Arts and Events Specialist $30.41 $32.02 $33.70 $35.48 $37.34 N/A 5580 Assistant Market Manager $26.10 $27.41 $28.77 $30.21 $31.73 TBD TBD Building Maintenance
Attendant G-22 $20.92 $22.07 $23.29 $24.57 $25.92
N/A 4575 Cable TV/Video Specialist $35.41 $37.18 $39.04 $40.99 $43.04 5600 5601 Child Care Counselor $18.42 $19.39 $20.41 $21.33 $22.40 5599 5598 Child Care Site Coordinator $25.00 $26.24 $27.56 $28.95 $30.39 TBD TBD Code Enforcement
Investigator $22.65 $23.79 $24.97 $26.21 $27.53
5565 5566 Community Services
Assistant (was Tennis Clerk) $15.61 $16.39 $17.21 $18.06 $18.96 5555 5556
Community Services Facility
Attendant (was Rec Leader
II)
$15.61 Flat Rate
TBD TBD Crime Prevention Officer $24.71 $25.95 $27.23 $28.60 $30.04 6191 6192 Customer Service
Representative G-52 $28.20 $29.75 $31.39 $33.12 $34.94
5122 Engineering Aide
N/A 5581 Farmer's Market
Coordinator $23.74 $24.92 $26.16 $27.48 $28.85
N/A 3125 Fire Cadet $15.61 Flat Rate
TBD TBD Food Service Specialist $20.67 $21.75 $22.89 $24.03 $25.23 N/A 4025 Librarian I G-75 $35.45 $37.40 $39.46 $41.63 $43.92 4022 4021 Librarian II H-05 $38.78 $40.91 $43.16 $45.53 $48.04 4050 4051 Library Clerk I G-35 $23.81 $25.12 $26.50 $27.96 $29.50 4046 4047 Library Clerk II G-45 $26.30 $27.75 $29.28 $30.89 $32.59 N/A 4062 Library Page $15.61 Flat Rate
N/A 4036 Library Technician G-58 $29.94 $31.58 $33.32 $35.15 $37.09 TBD TBD Lifeguard $15.61 Flat Rate
TBD TBD Mechanic Helper $19.20 $20.17 $21.17 $22.23 $23.34 6195 6196 Office Clerk (was Data Entry
Specialist) $19.20 $20.17 $21.17 $22.23 $23.34
RPT Hourly Classification FTE Step 1 Step 2 Step 3 Step 4 Step 5 TBD TBD Park Maintenance Worker $18.33 $19.25 $20.22 $21.23 $22.29 3765 3766 Park Ranger $21.51 $22.59 $23.73 $24.91 $26.15 3615 3616 Parking Attendant $15.61 $16.39 $17.21 $18.06 $18.96 3617 N/A Parking Specialist $22.29 $23.40 $24.57 $25.81 $27.09 3610 3611 Permit Parking Assistant $15.61 $16.39 $17.21 $18.06 $18.96 3115 3116 Personnel & Training
Specialist $25.61 $26.90 $28.24 $29.65 $31.14
N/A 3130 Police Cadet $17.92 $18.82 $19.77 $20.76 $21.79 5595 N/A
Preschool Teaching
Assistant (was Preschool
Assistant)
$18.42 $19.39 $20.41 $21.33 $22.40
5585 N/A Preschool Head Teacher $33.76 $35.46 $37.23 $39.08 $41.03 5590 N/A Preschool Teacher $25.00 $26.24 $27.56 $28.95 $30.39 5518 5519 Program Operations
Specialist $28.15 $29.56 $31.04 $32.59 $34.22
N/A 5560 Recreation Aide (was
Recreation Leader I) $15.61 Flat Rate
5550 5551 Recreation Leader $17.75 $18.69 $19.68 $20.71 $21.80 5545 5546 Recreation Specialist -–
Seasonal $26.01 Flat Rate
5545 5546 Recreation Specialist (Hourly
and RPT) $15.61 $16.39 $17.21 $18.06 $18.96
4041 N/A Senior Library Clerk G-55 $29.06 $30.65 $32.34 $34.12 $35.99 4056 N/A Senior Library Page F-16 $15.30 $15.30 $15.30 $15.77 $16.63 N/A 4546 Senior Support Specialist H-05 $38.78 $40.91 $43.16 $45.53 $48.04 TBD TBD Sr. Arts and Events Specialist $33.46 35.22 $37.07 $39.03 $41.08 4573 N/A Sr. Video Production
Specialist $29.88 31.45 $33.11 $34.85 $36.72
TBD TBD Tree Maintenance Worker $19.28 $20.24 $21.26 $22.32 $23.43 5542 N/A Venue Coordinator G-71 $34.07 $35.94 $37.92 $40.00 $42.21 4572 N/A Video Producer/Editor (was
Cable TV/Video Associate I) G-75 $35.45 $37.40 $39.46 $41.63 $43.92 N/A 4581
Video Production
Specialist (was Cable
TV/Video Asst.)
$26.11 27.49 $28.94 $30.38 $31.90
TBD TBD Volunteer Coordinator $21.96 $23.06 $24.21 $25.43 $26.69
MEA PART-TIME UNIT HOURLY SALARY SCHEDULE
EFFECTIVE 10/7/2023
Class
Code
RPT
Class
Code
Hourly
Classification Salary
Grade
Step 1 Step 2 Step 3 Step 4 Step 5
6016 6017 Account Specialist G-54 $30.05 $31.70 $33.44 $35.28 $37.22 6201 Administrative Intern-Grad OO12 $19.26 $20.23 $21.24 $22.30 $23.42 6200 Administrative Intern-Undergrad OO2 $16.31 $17.13 $17.98 $18.88 $19.82 5562 Art Handler OO30 $31.77 $33.46 $35.22 $37.07 $39.02 5571 5569 Arts and Events Specialist OO31 $31.77 $33.46 $35.22 $37.07 $39.02 5579 5580 Assistant Market Manager OO26 $27.28 $28.64 $30.07 $31.57 $33.16 3727 3726 Building Maintenance Attendant G-22 $21.85 $23.05 $24.32 $25.66 $27.07 4575 Cable TV/Video Specialist OO34 $37.01 $38.85 $40.79 $42.84 $44.98 5600 5601 Childcare Counselor OO10 $19.25 $20.26 $21.33 $22.29 $23.41 5599 5598 Childcare Site Coordinator OO23 $26.13 $27.43 $28.80 $30.25 $31.75 5062 5061 Code Enforcement Investigator OO20 $23.67 $24.86 $26.09 $27.39 $28.77 5567 5563 Community Services Assistant (was Tennis
Clerk)
OO3 $16.31 $17.13 $17.98 $18.88 $19.82
Community Services Facility Attendant
(was Rec Leader II)
OO1 16.31 Flat Rate
3099 3098 Crime Prevention Officer OO22 $25.83 $27.12 $28.46 $29.89 $31.39 6191 6192 Customer Service Representative G-52 $29.45 $31.07 $32.78 $34.59 $36.49 5123 Engineering Aide G-58 $31.27 $32.99 $34.80 $36.71 $38.73 5581 5584 Farmer's Market Coordinator OO21 $24.80 $26.04 $27.34 $28.72 $30.14 N/A 3125 Fire Cadet OO1 16.31 Flat Rate
N/A 5583 Food Services Specialist OO16 $21.60 $22.73 $23.92 $25.11 $26.37 5582 Food Services Worker OO16 $21.60 $22.73 $23.92 $25.11 $26.37 4026 4025 Librarian I G-75 $37.03 $39.06 $41.21 $43.48 $45.87 4022 4021 Librarian II H-05 $40.50 $42.73 $45.08 $47.55 $50.17 4050 4051 Library Clerk I G-35 $24.87 $26.24 $27.68 $29.20 $30.81 4046 4047 Library Clerk II G-45 $27.47 $28.98 $30.58 $32.26 $32.26 N/A 4062 Library Page OO1 16.31 Flat Rate
N/A 4036 Library Technician G-58 $31.27 $32.99 $34.80 $36.71 $38.73 6208 6207 Lifeguard OO1 16.31 Flat Rate
3572 3571 Mechanic Helper OO13 $20.06 $21.07 $22.12 $23.23 $24.39 6197 6198 Office Clerk (was Data Entry Specialist) OO14 $20.06 $21.07 $22.12 $23.23 $24.39 3773 3772 Park Maintenance Worker OO9 $19.15 $20.11 $21.13 $22.18 $23.29 3765 3766 Park Ranger OO17 $22.48 $23.61 $24.79 $26.03 $27.33 3615 3616 Parking Attendant OO4 $16.31 $17.13 $17.98 $18.88 $19.82 3617 3612 Parking Specialist OO19 $23.29 $24.45 $25.68 $26.97 $28.31 3610 3611 Permit Parking Assistant OO5 $16.31 $17.13 $17.98 $18.88 $19.82
3115 3116 Personnel & Training Specialist OO25 $26.76 $28.11 $29.51 $30.99 $32.54 N/A 3130 Police Cadet OO8 $18.73 $19.67 $20.66 $21.69 $22.77 5597 5596 Preschool Teaching Assistant (was
Preschool Assistant)
OO11 $19.25 $20.26 $21.33 $22.29 $23.41
5585 5586 Preschool Head Teacher OO33 $35.28 $37.05 $38.91 $40.83 $42.88 5590 N/A Preschool Teacher OO24 $26.13 $27.43 $28.80 $30.25 $31.75 5518 5519 Program Operations Specialist OO28 $29.42 $30.89 $32.44 $34.06 $35.76 N/A 5548 Recreation Aide (was Recreation Leader I) OO1 16.31 Flat Rate 5552 5553 Recreation Leader OO7 $18.55 $19.53 $20.56 $21.64 $22.78 Recreation Specialist – Seasonal OO6 $27.18 $28.55 $29.96 $31.47 $33.04 5545 5546 Recreation Specialist (Hourly and RPT) OO6 $27.18 $28.55 $29.96 $31.47 $33.04 4041 4042 Senior Library Clerk G-55 $30.35 $32.02 $33.78 $35.63 $37.59 4056 4057 Senior Library Page F-16 $15.98 $15.98 $15.98 $16.47 $17.37 N/A 4546 Senior Support Specialist H-05 $40.50 $42.73 $45.08 $47.55 $50.17 5572 5568 Sr. Arts and Events Specialist OO32 $34.96 $36.81 $38.73 $40.78 $42.92 4573 4574 Sr. Video Production Specialist OO29 $31.22 $32.86 $34.60 $36.42 $38.37 3779 3778 Tree Maintenance Worker OO15 $20.15 $21.15 $22.21 $23.32 $24.48 5542 5544 Venue Coordinator G-71 $35.58 $37.54 $39.61 $41.78 $44.08 4572 4576 Video Producer/Editor (was Cable
TV/Video Associate I)
G-75 $37.03 $39.06 $41.21 $43.48 $45.87
N/A 4581 Video Production Specialist (was Cable
TV/Video Asst.)
OO27 $27.29 $28.73 $30.24 $31.74 $33.33
4559 4558 Volunteer Coordinator OO18 $22.95 $24.10 $25.30 $26.57 $27.89
MEA PART-TIME UNIT HOURLY SALARY SCHEDULE
EFFECTIVE 9/21/2024
Class
Code
RPT
Class
Code
Hourly
Classification Salary
Grade
Step 1 Step 2 Step 3 Step 4 Step 5
6016 6017 Account Specialist G-54 $31.40 $33.12 $34.95 $36.87 $38.90 6201 Administrative Intern-Grad OO12 $20.13 $21.14 $22.20 $23.30 $24.47 6200 Administrative Intern-Undergrad OO2 $17.04 $17.90 $18.79 $19.73 $20.71 5562 Art Handler OO30 $33.20 $34.96 $36.80 $38.74 $40.78 5571 5569 Arts and Events Specialist OO31 $33.20 $34.96 $36.80 $38.74 $40.78 5579 5580 Assistant Market Manager OO26 $28.50 $29.93 $31.42 $32.99 $34.65 3727 3726 Building Maintenance Attendant G-22 $22.84 $24.09 $25.42 $26.81 $28.29 4575 Cable TV/Video Specialist OO34 $38.67 $40.60 $42.63 $44.77 $47.01 5600 5601 Child Care Counselor OO10 $20.12 $21.17 $22.29 $23.29 $24.46 5599 5598 Child Care Site Coordinator OO23 $27.30 $28.66 $30.10 $31.61 $33.18 5062 5061 Code Enforcement Investigator OO20 $24.74 $25.98 $27.27 $28.63 $30.06 5567 5563 Community Services Assistant (was
Tennis Clerk)
OO3 $17.04 $17.90 $18.79 $19.73 $20.71
Community Services Facility Attendant
(was Rec Leader II)
OO1 17.04 Flat Rate
3099 3098 Crime Prevention Officer OO22 $26.99 $28.34 $29.74 $31.23 $32.80 6191 6192 Customer Service Representative G-52 $30.78 $32.47 $34.26 $36.14 $38.13 5123 Engineering Aide G-58 $32.67 $34.47 $36.37 $38.37 $40.47 5581 5584 Farmer's Market Coordinator OO21 $25.92 $27.21 $28.57 $30.01 $31.50 3125 Fire Cadet OO1 17.04 Flat Rate
5583 Food Services Specialist OO16 $22.57 $23.75 $25.00 $26.24 $27.56 5582 Food Services Worker OO16 $22.57 $23.75 $25.00 $26.24 $27.56 4026 4025 Librarian I G-75 $38.69 $40.82 $43.07 $45.44 $47.94 4022 4021 Librarian II H-05 $42.32 $44.65 $47.10 $49.69 $52.43 4050 4051 Library Clerk I G-35 $25.99 $27.42 $28.93 $30.52 $32.20 4046 4047 Library Clerk II G-45 $28.71 $30.29 $31.95 $33.71 $35.56 4062 Library Page OO1 17.04 Flat Rate
4036 Library Technician G-58 $32.67 $34.47 $36.37 $38.37 $40.47 6208 6207 Lifeguard OO1 17.04 Flat Rate
3572 3571 Mechanic Helper OO13 $20.96 $22.02 $23.11 $24.27 $25.49 6197 6198 Office Clerk (was Data Entry Specialist) OO14 $20.96 $22.02 $23.11 $24.27 $25.49 3773 3772 Park Maintenance Worker OO9 $20.02 $21.02 $22.08 $23.18 $24.34 3765 3766 Park Ranger OO17 $23.49 $24.67 $25.91 $27.20 $28.56 3615 3616 Parking Attendant OO4 $17.04 $17.90 $18.79 $19.73 $20.71 3617 3612 Parking Specialist OO19 $24.34 $25.55 $26.83 $28.18 $29.58 3610 3611 Permit Parking Assistant OO5 $17.04 $17.90 $18.79 $19.73 $20.71
3115 3116 Personnel & Training Specialist OO25 $27.97 $29.37 $30.84 $32.38 $34.01 3130 Police Cadet OO8 $19.57 $20.55 $21.59 $22.67 $23.79 5597 5596 Preschool Teaching Assistant (was
Preschool Assistant)
OO11 $20.12 $21.17 $22.29 $23.29 $24.46
5585 5586 Preschool Head Teacher OO33 $36.87 $38.72 $40.66 $42.67 $44.81 5590 Preschool Teacher OO24 $27.30 $28.66 $30.10 $31.61 $33.18 5518 5519 Program Operations Specialist OO28 $30.74 $32.28 $33.89 $35.59 $37.37 5548 Recreation Aide (was Recreation
Leader I)
OO1 17.04 Flat Rate
5552 5553 Recreation Leader OO7 $19.38 $20.41 $21.49 $22.61 $23.80 Recreation Specialist – Seasonal OO6 $28.40 $29.83 $31.31 $32.88 $34.53 5545 5546 Recreation Specialist (Hourly and RPT) OO6 $28.40 $29.83 $31.31 $32.88 $34.53 4041 4042 Senior Library Clerk G-55 $31.71 $33.46 $35.30 $37.24 $39.28 4056 4057 Senior Library Page F-16 $16.70 $16.70 $16.70 $17.21 $18.15 4546 Senior Support Specialist H-05 $42.32 $44.65 $47.10 $49.69 $52.43 5572 5568 Sr. Arts and Events Specialist OO32 $36.53 $38.46 $40.48 $42.62 $44.86 4573 4574 Sr. Video Production Specialist OO29 $32.63 $34.34 $36.16 $38.06 $40.10 3779 3778 Tree Maintenance Worker OO15 $21.05 $22.10 $23.21 $24.37 $25.59 5542 5544 Venue Coordinator G-71 $37.18 $39.23 $41.39 $43.66 $46.07 4572 4576 Video Producer/Editor (was Cable
TV/Video Associate I)
G-75 $38.69 $40.82 $43.07 $45.44 $47.94
4581 Video Production Specialist (was Cable
TV/Video Asst.)
OO27 $28.51 $30.02 $31.60 $33.17 $34.83
4559 4558 Volunteer Coordinator OO18 $23.98 $25.18 $26.44 $27.77 $29.15
MEA PART-TIME UNIT HOURLY SALARY SCHEDULE
EFFECTIVE 9/20/2025
Class
Code
RPT
Class
Code
Hourly
Classification Salary
Gade
Step 1 Step 2 Step 3 Step 4 Step 5
6016 6017 Account Specialist G-54 $32.81 $34.62 $36.52 $38.53 $40.65 6201 Administrative Intern-Grad OO12 $21.03 $22.09 $23.20 $24.35 $25.57 6200 Administrative Intern-Undergrad OO2 $17.81 $18.71 $19.64 $20.61 $21.64 5562 Art Handler OO30 $34.70 $36.54 $38.46 $40.48 $42.61 5571 5569 Arts and Events Specialist OO31 $34.70 $36.54 $38.46 $40.48 $42.61 5579 5580 Assistant Market Manager OO26 $29.79 $31.28 $32.84 $34.48 $36.21 3727 3726 Building Maintenance Attendant G-22 $23.86 $25.18 $26.56 $28.02 $29.56 4575 Cable TV/Video Specialist OO34 $40.41 $42.43 $44.55 $46.78 $49.12 5600 5601 Child Care Counselor OO10 $21.02 $22.13 $23.29 $24.34 $25.56 5599 5598 Child Care Site Coordinator OO23 $28.53 $29.95 $31.45 $33.03 $34.68 5062 5061 Code Enforcement Investigator OO20 $25.85 $27.14 $28.49 $29.91 $31.42 5567 5563 Community Services Assistant (was
Tennis Clerk)
OO3 $17.81 $18.71 $19.64 $20.61 $21.64
Community Services Facility
Attendant (was Rec Leader II)
OO1 17.81 Flat Rate
3099 3098 Crime Prevention Officer OO22 $28.20 $29.61 $31.08 $32.64 $34.28 6191 6192 Customer Service Representative G-52 $32.16 $33.93 $35.80 $37.77 $39.85 5123 Engineering Aide G-58 $34.14 $36.02 $38.00 $40.09 $42.30 5581 5584 Farmer's Market Coordinator OO21 $27.09 $28.44 $29.86 $31.36 $32.92 3125 Fire Cadet OO1 17.81 Flat Rate
5583 Food Services Specialist OO16 $23.58 $24.82 $26.12 $27.42 $28.80 5582 Food Services Worker OO16 $23.58 $24.82 $26.12 $27.42 $28.80 4026 4025 Librarian I G-75 $40.44 $42.66 $45.01 $47.48 $50.09 4022 4021 Librarian II H-05 $44.22 $46.66 $49.22 $51.93 $54.79 4050 4051 Library Clerk I G-35 $27.16 $28.65 $30.23 $31.89 $33.64 4046 4047 Library Clerk II G-45 $30.00 $31.65 $33.39 $35.23 $37.16 4062 Library Page OO1 17.81 Flat Rate
4036 Library Technician G-58 $34.14 $36.02 $38.00 $40.09 $42.30 6208 6207 Lifeguard OO1 17.81 Flat Rate
3572 3571 Mechanic Helper OO13 $21.91 $23.01 $24.15 $25.36 $26.63 6197 6198 Office Clerk (was Data Entry
Specialist)
OO14 $21.91 $23.01 $24.15 $25.36 $26.63
3773 3772 Park Maintenance Worker OO9 $20.92 $21.96 $23.07 $24.22 $25.43 3765 3766 Park Ranger OO17 $24.55 $25.78 $27.07 $28.42 $29.84 3615 3616 Parking Attendant OO4 $17.81 $18.71 $19.64 $20.61 $21.64 3617 3612 Parking Specialist OO19 $25.43 $26.70 $28.04 $29.45 $30.92 3610 3611 Permit Parking Assistant OO5 $17.81 $18.71 $19.64 $20.61 $21.64
3115 3116 Personnel & Training Specialist OO25 $29.23 $30.69 $32.23 $33.84 $35.54 3130 Police Cadet OO8 $20.45 $21.48 $22.56 $23.69 $24.86 5597 5596 Preschool Teaching Assistant (was
Preschool Assistant)
OO11 $21.02 $22.13 $23.29 $24.34 $25.56
5585 5586 Preschool Head Teacher OO33 $38.53 $40.46 $42.49 $44.59 $46.83 5590 Preschool Teacher OO24 $28.53 $29.95 $31.45 $33.03 $34.68 5518 5519 Program Operations Specialist OO28 $32.13 $33.73 $35.42 $37.19 $39.05 5548 Recreation Aide (was Recreation
Leader I)
OO1 17.81 Flat Rate
5552 5553 Recreation Leader OO7 $20.25 $21.32 $22.45 $23.63 $24.87 Recreation Specialist – Seasonal OO6 $29.68 $31.18 $32.72 $34.36 $36.08 5545 5546 Recreation Specialist (Hourly and
RPT)
OO6 $29.68 $31.18 $32.72 $34.36 $36.08
4041 4042 Senior Library Clerk G-55 $33.14 $34.96 $36.88 $38.91 $41.05 4056 4057 Senior Library Page F-16 $17.45 $17.45 $17.45 $17.98 $18.97 4546 Senior Support Specialist H-05 $44.22 $46.66 $49.22 $51.93 $54.79 5572 5568 Sr. Arts and Events Specialist OO32 $38.18 $40.19 $42.30 $44.53 $46.87 4573 4574 Sr. Video Production Specialist OO29 $34.09 $35.89 $37.78 $39.77 $41.90 3779 3778 Tree Maintenance Worker OO15 $22.00 $23.09 $24.26 $25.47 $26.74 5542 5544 Venue Coordinator G-71 $38.86 $41.00 $43.25 $45.63 $48.14 4572 4576 Video Producer/Editor (was Cable
TV/Video Associate I)
G-75 $40.44 $42.66 $45.01 $47.48 $50.09
4581 Video Production Specialist (was
Cable TV/Video Asst.)
OO27 $29.80 $31.37 $33.02 $34.66 $36.40
4559 4558 Volunteer Coordinator OO18 $25.06 $26.32 $27.63 $29.02 $30.46
EXHIBIT “B”
DEFINITIONS OF “NEW MEMBER” AND “CLASSIC MEMBER” PER THE PUBLIC EMPLOYEES’ PENSION REFORM ACT OF 2013 – PEPRA.
The parties acknowledge that the PEPRA controls over definitions such as “new member” and “classic member” and put their understanding of the definitions in their MOU for informational purposes so that employees understand their retirement benefits.
New Member
Government Code section 7522.04(f) defines “new member” as follows:
(a) "New member" means any of the following:
(1) An individual who becomes a member of any public retirement system for the first time on or after January 1, 2013, and who was not a member of any other public retirement system prior to that date.
(2) An individual who becomes a member of a public retirement system for the first time on or after January 1, 2013, and who was a member of another public retirement system prior to that date, but who was not subject to reciprocity under subdivision (c) of Section 7522.02.
(3) An individual who was an active member in a retirement system and who, after a break in service of more than six months, returned to active membership in that system with a new employer.
Classic Member
CalPERS refers to all members who do not fit the definition of new member as a classic member.
Attachment 4
MEMORANDUM OF UNDERSTANDING
BETWEEN
THE CITY OF BEVERLY HILLS
AND
MUNICIPAL EMPLOYEES’ ASSOCIATION
OF BEVERLY HILLS
PART-TIME UNIT
October 7, 2023 - October 2, 2026
i
TABLE OF CONTENTS
1. SALARIES.................................................................................................................... 2
2. EMPLOYEES WORKING IN TWO CLASSIFICATIONS....................................................... 2
3. OVERPAYMENT .......................................................................................................... 3
4. DEFINITIONS .............................................................................................................. 3
5. APPOINTMENT AND ADVANCEMENT.......................................................................... 3 A. Salary Placement....................................................................................................... 3 B. Advancement Through Range .................................................................................. 4 C. Performance Evaluations and Effective Date of Merit Increase .............................. 4 D. Change in Classification or Status............................................................................. 4 E. Acting Pay.................................................................................................................. 4 F. Bilingual Pay .............................................................................................................. 5
6. ASSIGNMENT PAY ...................................................................................................... 5 A. Lead Parking Attendant Assignment......................................................................... 5 B. Rexford Attendant Assignment ................................................................................ 6 C. Uniform Ordering Assignment.................................................................................. 6 D. Passport Services Assignment .................................................................................. 6
7. WELLNESS PAY ........................................................................................................... 6
8. HEALTH INSURANCE ................................................................................................... 7 A. Medical Insurance..................................................................................................... 7 B. Opt–Out of Medical Insurance ................................................................................. 7 C. Dental Insurance....................................................................................................... 7 D. Vision Insurance........................................................................................................ 7 E. Flexible Spending Account........................................................................................ 8
9. LEAVE BENEFITS ......................................................................................................... 8 A. Regular Part-Time Employee Leave Accrual ............................................................. 8 B. Leave Request........................................................................................................... 9 C. Leave Without Pay .................................................................................................. 10 D. Jury Duty and Witness Leave .................................................................................. 10 E. Paid Sick Leave Law Compliance............................................................................. 11 F. Leave for School Activities...................................................................................... 11 G. Family and Medical Care and Kin-Care Leave......................................................... 12 H. Military Leave.......................................................................................................... 12 I. Bereavement Leave.................................................................................................... 12
10. HOLIDAYS................................................................................................................. 12 A. Definitions............................................................................................................... 12 B. City Determination of Employee’s Holiday Work Schedule ................................... 13 C. Premium Pay for Hours Worked on Holidays......................................................... 13 D. Employees Not Scheduled to Work on Holidays.................................................... 13
11. UNIFORMS ............................................................................................................... 14
12. HOURS ..................................................................................................................... 14
13. REST AND MEAL PERIODS......................................................................................... 15 A. Rest Periods ............................................................................................................ 15 B. Meal Periods........................................................................................................... 16 ii
14. NON-DISCRIMINATION............................................................................................. 16
15. MANAGEMENT RIGHTS ............................................................................................ 16
16. PERSONNEL FILES ..................................................................................................... 17
17. ASSOCIATION-RELATED BUSINESS ............................................................................ 17 A. Stewards Program................................................................................................... 17 B. Dues Deduction....................................................................................................... 18 C. Bulletin Boards........................................................................................................ 18 D. Use of City Facilities................................................................................................ 18 E. Association Business and Training .......................................................................... 18 F. Translation Duties................................................................................................... 19 G. Personal Vehicles.................................................................................................... 19
18. GRIEVANCE PROCEDURE FOR REGULAR PART-TIME EMPLOYEES............................... 19 A. Definition of a Grievance ........................................................................................ 19 B. Timeliness of a Grievance ....................................................................................... 19 C. Grievance Procedure .............................................................................................. 19 D. Hourly Part-Time Employees.................................................................................. 20 E. Seasonal Part-Time Employees............................................................................... 20
19. JOB DESCRIPTIONS AND RECRUITMENT OPPORTUNITIES .......................................... 21
20. SERVICE CREDIT POINTS ........................................................................................... 21
21. RETIREMENT ............................................................................................................ 21 A. Social Security Alternative Retirement Plan........................................................... 21 B. CalPERS Retirement Benefits.................................................................................. 22
22. SAVINGS CLAUSE...................................................................................................... 24 EXHIBIT “A”......................................................................................................................... 27 MEA PART-TIME UNIT HOURLY SALARY SCHEDULE ................................................... 27 EXHIBIT “B” ......................................................................................................................... 33 DEFINITIONS OF “NEW MEMBER” AND “CLASSIC MEMBER” PER THE PUBLIC EMPLOYEES’ PENSION REFORM ACT OF 2013 – PEPRA. ............................................. 33
PART-TIME UNIT
(MUNICIPAL EMPLOYEES’ ASSOCIATION)
MEMORANDUM OF UNDERSTANDING
Municipal Employees Association of Beverly Hills, (herein after referred to as "MEA" or “Association”) a formally recognized employee organization, representing all its members within the Part-Time Unit, and duly authorized representatives of the management of the City of Beverly Hills (hereinafter referred to as "the City"), have met and conferred, freely exchanging information, opinions, and proposals, and have reached the following agreement on matters within the scope of representation.
INTRODUCTION
1. Integration: This document embodies a written memorandum of the entire understanding and mutual agreement of the parties as required by Government Code Section 3505.1 and supersedes all prior Memoranda of Understanding between the parties hereto.
It is recognized that there now exists certain past practices or procedures which are in force and effect which affect wages, hours, and working conditions. To that extent, it is agreed that such practices, policies, and procedures shall remain in force and effect during the term of this agreement, unless they are inconsistent with provisions of this Memorandum of Understanding (hereinafter referred to as “MOU”), or unless subsequently changed by the meet and confer process.
2. Term: Unless otherwise specified herein, this MOU shall be effective October 7, 2023, and shall expire on October 2, 2026.
3. Agreement to Meet Regarding Administration of MOU: The City and MEA agree that they will meet informally during the term of this MOU to address any problems that arise related to the administration of this MOU. This includes, but is not limited to, changes in state or federal law that impact this agreement.
4. Furloughs: If the City requests that the Association meet and confer with the City on the subject of furloughs, the Association agrees it will do so promptly.
5. Unless specifically addressed in this MOU, any economic changes to this 2023-2026 MOU are effective on the first day of the pay period following City Council approval of this MOU.
6. During the term of the MOU, the parties can reopen negotiations to discuss the City’s modification to the Performance Evaluation process (including the evaluation form).
1. SALARIES
The City and MEA agree that those part-time employees who share the same classification as a full-time employee shall receive the same hourly rate as the full-time employee. Thus, any modifications to their compensation will only occur if such modifications are made to the fulltime employees’ (represented by the Technical Services Unit) compensation.
The following increases shall apply to all employees in the bargaining unit except those who share the same classification as a full-time position:
Effective October 7, 2023, employees will receive a base salary increase of four and onehalf percent (4.50%).
Effective the pay period including October 1, 2024, employees will receive a base salary increase of four and one-half percent (4.50%).
Effective the pay period including October 1, 2025, employees will receive a base salary increase of four and one-half percent (4.50%).
The salary schedules for the duration of the MOU are attached hereto as Exhibit “A”.
Effective the pay period following Council approval of the 2021-2023 MOU, each then current employee was placed on the salary schedule (Exhibit A) at a pay rate that was at the first step at or above their current pay rate. On their next two anniversary dates from the date of Council approval of that MOU, assuming the employee qualifies for a step increase, they will be moved to a step that will ensure their pay rate is at the lowest step that is equal to or above the step they would have been advanced to in the salary schedule of the 2019-2021 MOU. This provision shall only apply to employees in the bargaining unit on the first day of the pay period following City Council approval of the 2021-2023 MOU.
2. EMPLOYEES WORKING IN TWO CLASSIFICATIONS
All bargaining unit employees covered by the MOU shall be permitted to apply for, and hold, a second part-time position with the City in a different classification.
Such employees shall be paid the respective designated hourly rate of pay for each hour worked in each of the positions they hold.
An employee holding two hourly part-time positions in different classifications will not convert to a regular part-time employee if the sum of the hours regularly scheduled to work in each position totals 25 or more hours per week.
3. OVERPAYMENT
If an employee receives more compensation (whether in the form of salary, overtime, or any other form of compensation contained in this MOU), than they are entitled to receive (i.e., is overpaid), the City will inform the employee and the President of the Association. The City will work with the employee to reconcile the overpayment, and if overpaid will work to create a repayment schedule. If an employee is separating from the City and there is a mutual agreement between the City and employee that the employee has been overpaid, and the amount of the overpayment, the City shall recover the overpayment by reducing the value of the employee’s accrued leaves from which the employee would otherwise be entitled to receive a cash payment. If the value of such accrued leave does not cover the entire overpayment, the employee will still be required to reimburse the City for the remainder of the overpayment. If the value of accrued leaves (for which an employee is entitled to cash out) exceed the overpayment, the employee will still be cashed out for the remainder of their accrued leaves. If there is not an agreement that the employee has been overpaid and the amount of the overpayment, this paragraph shall not apply.
4. DEFINITIONS
The parties agree that part-time employment includes three (3) different types of employees. All employees in the bargaining unit are at-will (as defined by Labor Code section 2922) and do not have civil service protection. The types of employees are defined as follows:
1. Regular Part-Time: an employee who has been appointed to work 25 hours or more per workweek.
2. Hourly Part-Time: an employee who has been appointed to work less than 1,000 hours in a fiscal year.
3. Seasonal Part-Time: an employee who has been appointed to work for 120 days or less for 40 hours or less a week.
5. APPOINTMENT AND ADVANCEMENT
A. Salary Placement
Part-time appointments to a position in any authorized classification are normally made at the first step of the appropriate salary schedule. At the discretion of the Department Head and approval of the Director of Human Resources, appointments may be made at a higher step. All appointments require the approval of the respective Department Head and the Director of Human Resources.
B. Advancement Through Range
Regular and Hourly Part-Time employees are eligible each year to receive a merit increase to the next step on the salary schedule effective on their anniversary date. Thereafter, Regular and Hourly Part-Time employees will be eligible for salary step increases each year on their respective anniversary dates until they have achieved the top step of the salary range. . The effective date of the increase shall be the employee’s anniversary date.
Seasonal Part-Time employees are paid a flat rate and do not advance through salary steps.
C. Performance Evaluations and Effective Date of Merit Increase All performance evaluations shall be issued and advancements shall be effective on the anniversary date and properly noted on the appropriate personnel forms. Employees shall advance to the next step unless they receive a timely performance evaluation (i.e., within one calendar week of the employee’s anniversary date) indicating that their performance does not merit an increase, in which case, the step advancement may be withheld or delayed.
D. Change in Classification or Status
If a Regular or Hourly Part-Time employee is moved to a new, higher classification, they shall be placed at the lowest salary step of the new classification that provides the employee an hourly rate increase of at least five percent (5%) but no higher than the top step of the higher classification. If a Regular or Hourly Part-Time employee voluntarily demotes, they shall be placed at the salary step of their new classification that is closest to, but not above the hourly rate the employee was paid in the classification from which they demoted.
E. Acting Pay
every employee assigned to and working in a classification with a salary range above that of the employee's regularly-assigned position shall be paid at a step within the higher classification’s range that is at least six percent (6%) higher than the employee’s current base salary. In no event shall the pay be lower than the bottom salary step or higher than the top salary step for the higher classification.
Employees receiving acting pay shall not receive the pay when on universal leave for one consecutive calendar week or longer.
1. Where an employee is assigned to work in a position out of classification with less than two weeks’ notice, the acting pay can be approved (and the employee is then authorized to be paid) by an email where the Department Head approves it. The employee will not be required to perform the work until they receive written approval (in the form of an email from the Department Head) authorizing the work and pay.
2. Where the employee is assigned to work in a position out of classification with more than two weeks’ notice (i.e., the work will be performed more than two weeks after the request is made) the process for approval requires that established departmental procedures are followed and authorization from the Department Head or designee is obtained. This requires the completion and approval of the necessary personnel forms (personnel action form and acting pay request form) submitted to and approved by Human Resources.
To be eligible for compensation (as described above) for working in a position out of classification, the employee has to satisfy the minimum qualifications for the higher classification, and also be capable of performing the specific tasks which they will be performing during this acting time and which differentiates it from the lower classification.
The parties agree that to the extent permitted by law, the compensation for Acting Pay is special compensation for “classic member” employees enrolled in CalPERS as defined in Exhibit B to this MOU and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(3) Temporary Upgrade Pay.
F. Bilingual Pay
The City shall pay $7.69 bi-weekly ($200 per year) to employees who are authorized by their supervisor to use bilingual skills and who are certified by the City’s bilingual testing provider and approved by Human Resources. The certification will be to test the oral proficiency in Spanish, Farsi, Korean, Russian, Sign, Hebrew, or any other language designated by the City. Those employees who receive bi-lingual pay will be required to speak the alternate language in the course and scope of their employment. In addition, if receiving the pay, an employee may be asked to assist in translating even if unrelated to their specific job duties.
The parties agree that to the extent permitted by law, the compensation for Bilingual Pay is special compensation and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(4) and Section 571.1(b)(3) Bilingual Premium.
6. ASSIGNMENT PAY
All compensation adjustments require formal action to be effective. As such, no compensation adjustments authorized by this article shall become effective until an official transaction form authorizing the adjustment is approved by the Director of Human Resources.
A. Lead Parking Attendant Assignment
Employees in the classification of Parking Attendant who are assigned as a shift lead will receive assignment pay of fourteen percent (14%) while so assigned.
B. Rexford Attendant Assignment
Employees in the classification of Parking Attendant who are assigned to the Rexford Parking Structure Booth will receive assignment pay of five percent (5%) while so assigned.
C. Uniform Ordering Assignment
Employees in the classification of Parking Attendant who are assigned the responsibility of ordering uniforms will receive assignment pay of five percent (5%) while so assigned. The Parking Attendant shares some of the responsibilities with the Parking Supervisor (who is not represented by the Association). The delineation of the responsibilities is as follows:
Parking Attendant Uniform Bonus Assignment Parking
Attendant
Parking
Supervisor
Uniform Assignment checklist X
Uniform Fittings X X
Prepare Uniforms for Pick Up Vendor/Employees X
Receive Uniforms from Vendor/Employees X
Provide invoice for review X
Review invoices - noting revisions X X
Report errors to Supervisor X
Report errors to Manager/PW X
Schedule uniform fittings for new employees X
Request changes to uniforms/sizes/returns X X
Report damages X X
Secure Inventory X
Weekly meeting X X
D. Passport Services Assignment
Employees assigned to Passport Desk in the Library to perform Passport service shall be paid six percent (6%) of their hourly rate for each hour they are assigned to the Passport Desk.
7. WELLNESS PAY
The City agrees that, employees in the unit will receive two percent (2.0%) for each hour worked up to 40 hours in a week (i.e., not for overtime hours) for wellness pay.
Wellness pay is provided to employees to promote wellness. This includes, but is not limited to, purchase of gym memberships, physical fitness equipment, or medical exams or treatments designed to improve overall employee health. The City and the Association agree that this form of pay does not qualify as special compensation per Title 2 Section 571 or 571.1 and is therefore not pensionable.
8. HEALTH INSURANCE
A. Medical Insurance
Regular Part-Time employees (as well as any other employee in the unit who reach the hours’ threshold for coverage under the Affordable Care Act) will be offered health insurance benefits at the time of hire. The City shall provide health insurance plans through the Public Employees’ Retirement System (CalPERS).
The City shall contribute an amount equal to the single party premium rate of Kaiser HMO for the Los Angeles Region (as set forth by CalPERS) for the purchase of medical insurance. This contribution is inclusive of the annual CalPERS statutory minimum amount. Since the City is only paying for single party coverage, a Regular Part-Time employee may purchase dependent insurance, either two party or family coverage over the City’s contribution at the employee’s expense. An employee may select coverage of any CalPERS medical plan for themselves and any eligible dependents.
If at any time during the term of the MOU, the City is subject to penalties under the Affordable Care Act (“ACA”), the parties agree to reopen negotiations on that provision of the cafeteria plan subjecting the City to such penalties for the limited purpose of making changes to ensure that such penalties are avoided.
B. Opt–Out of Medical Insurance
A Regular Part-Time employee who opts out of the City’s health insurance contribution in Section 8A and who satisfies the Eligible Opt-Out Arrangement rules of the Affordable Care Act, shall be paid $100 per month in lieu of medical insurance benefits. This employee will not receive the City’s health plan contribution in Section 8A. An employee who later requests to re-enroll may do so pursuant to CalPERS rules and regulations.
C. Dental Insurance
The City shall make available a dental benefit plan for Regular Part-Time employees. The City shall contribute the single party rate for this plan. A Regular Part-Time employee may select dependent coverage at the employee’s cost. The carrier for dental insurance, the benefits, terms, conditions, and provider shall be as determined solely by the City (provided that such plan is no less favorable than a plan available to any other group of City employees).
D. Vision Insurance
The City shall make available a vision insurance plan for Regular Part-Time employees and provide Standard employee only coverage. Employees can purchase higher benefits at their own expense.
E. Flexible Spending Account
Employees have the opportunity to participate in both a health care and dependent care flexible spending account (each an FSA) whereby employees will be able to defer up to the maximum permitted by law for both the health care FSA and the dependent care FSA to pay for any eligible out of pocket expenses related to health care or dependent care on a pre-tax basis. Before January 1 of every year, employees will be able to elect to have their compensation (up to the aforementioned limits) for the upcoming year deducted biweekly and contributed on a pre-tax basis to the FSA. During the year (and for a short grace period thereafter), an employee can receive reimbursements under the FSA for covered expenses incurred during the year, up to the amount of the employee’s contributions for the year. The FSA deductions will be withheld from employees’ regular payroll.
9. LEAVE BENEFITS
A. Regular Part-Time Employee Leave Accrual
1. Regular Part-Time employees will accrue universal leave. Such leave and may be used for illness and injury (as traditional sick leave is used) or scheduled in advance for rest and relaxation (the way traditional vacation is used). Time in service (to be eligible for universal leave as set forth in the chart below) will begin to accrue on an employee’s date of hire. An employee who leaves this unit for another position in a full-time unit and then returns to the part-time unit (i.e., this unit) will have their time in the full-time unit count as time in service for purposes of accruing universal leave.
Regular Part-Time employees shall accrue leave as set forth in the following chart.
The number identified below for years of service for leave accrual will be multiplied by the number of hours worked in a pay period for eligible employees.
Thus, for example, if an employee with 9 years of service works 50 hours in a pay period, their leave accrual will be 50 x .06 = 3 leave hours accrued in the pay period.
First 7 years of service
as a Regular Part-Time
employee
7 - 14 years of service as
a Regular Part-Time
employee
After 14 years of service as
a Regular Part-Time
employee
.04 .06 .08
This leave may be used for any authorized absence.
2. Universal leave accruals shall be cashed out upon separation from City employment at the employee’s final base hourly rate of pay.
3. Regular Part-Time employees may accrue up to a maximum of 240 hours of universal leave. Once an employee accrues 240 hours of universal leave, they will not accrue additional universal leave until they reduce their accruals below 240 hours. Supervisors will not unreasonably deny a request to use universal leave requested in advance so that employees at the 240 hour cap may reduce their accruals.
4. The unused leave balance of Regular Part-Time employees appointed to full-time probationary or exempt positions will be converted to vacation time credit, effective on the date of appointment, since full-time employees earn vacation, not universal leave. Such vacation time shall be subject to all of the rules, regulations, or procedures that apply to vacation time and its use in the applicable unit, group, or department, including, without limitation, rules applying to the use of vacation during probation. If a full-time employee changes to a Regular Part-Time position, their vacation leaves will convert to universal leave.
5. Regular Part-Time employees who become a full-time employee of the City shall receive seniority credit on a 2:1 ratio towards vacation accrual. For example, a 12-year Regular Part-Time employee who becomes a member of the full-time MEA bargaining unit shall accrue vacation as though they were a six-year employee in the full-time unit. Only time spent as a Regular Part-Time counts for purposes of qualifying for this benefit.
6. Regular Part-Time employees who become an hourly or seasonal employee shall have their universal leave cashed out at the time of position status change and will accrue sick leave per Subsection E below.
7. Regular Part-Time employees who enter into leave without pay status will not accrue universal leave.
B. Leave Request
An employee using universal leave as traditional vacation shall make written request for such leave. Ordinarily, seven (7) days’ advanced notice shall be required to use leave as traditional vacation. However, an employee wishing to use universal leave as traditional vacation with less than seven (7) days’ notice may make a request. Such request will be considered within the discretion of the employee's supervisor. Every Department Head shall, if necessary, establish a leave schedule for each calendar year. The Department Head will make decisions on leave time requests based on seniority (defined as length of service with the City) and will grant leave time if the employee can be spared. Once leave time is requested, the Department Head or designee shall notify the employee as soon as possible whether their request is approved, and if not, when alternate leave time may be granted. An employee using universal leave for unscheduled absences (e.g., sick leave) shall follow department protocols.
C. Leave Without Pay
An employee may be granted leave time without pay. The Department Head will make decisions on leave time requests based on seniority and will grant leave time if the employee can be spared.
Once leave time is requested, the Department Head shall notify the employee as soon as possible whether their request is approved, and if not, when leave time may be granted. The City will endeavor to grant requests for leave without pay whenever possible. However, given the operational needs of the City, there is no guarantee that the employee’s job will remain open once the leave expires. In addition, even if the employee’s job is still available, changes in work schedule or job location may occur if necessary for operational reasons.
D. Jury Duty and Witness Leave
Jury Duty
1. An employee who is called for jury duty shall be compensated (as though they were working) for those hours of absence due to the jury duty that occurs during the employee’s regularly-scheduled working hours. Employees are required to provide documentation to Human Resources that they are on jury duty and once completed, documentation from the court that they have completed their jury duty service. This documentation is necessary for employees to receive pay for jury duty.
2. If a unit member is required to be absent from work to report for jury duty, the employee will notify their supervisor of the absence as soon as possible, including the night before if the employee finds out that they must report the next day.
3. An employee on jury duty must either return to work after the jury service is done for the day if there are still four (4) hours or more left on their shift or call in to their supervisor and ask to use leave to cover the rest of their shift.
4. An employee who is called to jury duty on a non-working day will not receive compensation or be authorized to change their schedule as a result of being called to jury duty.
5. An employee who is scheduled for a swing or graveyard shift on a day they are called to jury service will be authorized to change their work hours in order to report to jury service under the same provisions of 1-3 above.
6. An employee who is called to jury duty who does not wish to change their work hours as authorized by paragraph 5 above will not be subject to working their full graveyard or swing shift if there is not a minimum of ten (10) hours before or after assigned jury duty. If there is less than ten (10) hours between the end of a shift and the start of jury duty, an employee will be permitted to leave their shift early
to allow for a minimum break of ten (10) hours, or be able to delay their usual start time to ensure a ten (10) hour break in between. In this event, the employee’s usual end time will remain the same. For any time taken off before or after jury duty, an employee will be required to utilize paid accrued time subject to supervisor approval.
Witness Leave
Any employee who is required to serve as a witness pursuant to a lawful subpoena in any judicial or quasi-judicial proceeding, except if the employee is a party to the proceeding and it is unrelated to their current or past public employment shall be allowed time off with pay (no need to use accrued leaves) to serve as a witness.
If the employee attends any judicial or quasi-judicial proceeding to which they are a party that is unrelated to their current or past public employment, while the City will not provide paid time off to serve as a witness, the employee may use universal leave for the time off to serve as a witness. If the employee attends any judicial or quasi-judicial proceeding to which they are a party that is related to their current or past public employment, they shall be allowed time off with pay (no need to use universal leave) to attend such proceeding.
All fees to which the employee is entitled by law for serving as a witness pursuant to a lawful subpoena in any judicial or quasi-judicial proceeding shall be paid (less transportation allowance, if any) to the City if the employee is being paid (i.e., not using accrued universal leave) by the City while attending such proceeding .
E. Paid Sick Leave Law Compliance
The City will comply with Labor Code 245-249 by providing paid sick leave for Part-Time Hourly employees at the rate of one (1) hour for every thirty (30) hours worked. Additionally, universal leave accrued by Regular Part-Time employees may be used as sick leave for the reasons specified by law. An Hourly employee may use half of their annual accrual of sick leave for family illness reasons specified by law. An Hourly or Seasonal employee who becomes a Regular Part-Time employee shall have any sick leave they accrued converted to universal leave at the time they become a Regular Part-Time employee. Hourly or Seasonal employees in a leave without pay status will not accrue sick leave time.
F. Leave for School Activities
All requests for leave for the purposes provided by California Labor Code section 230.8 (leave to participate in school-related activities of the children of association members) will comply with the law.
G. Family and Medical Care and Kin-Care Leave
The City shall comply with California Labor Code section 233 (Kin-Care) and the state and federal Family and Medical Care Leave Acts. The City’s policies regarding these laws are available on the Bevy and in the Human Resources Department.
H. Military Leave
The City shall comply with the federal (Uniformed Services Employment and Reemployment Rights Act) and state (Military and Veterans Code) law when an employee’s absence is due to military leave.
I. Bereavement Leave
Bereavement leave for Regular Part-Time employees is an absence occasioned by the death of a family member, herein defined as a child, parent (including parent in law), spouse, registered domestic partner, grandparent, grandchild, or sibling.
Up to a maximum of two scheduled work shifts of bereavement leave per calendar year may be used in the event of the death of a family member.
Requests for bereavement leave shall be made in writing, when feasible, and shall be approved by the Department Head or designee.
In addition to the above, if an employee (who has been with the City for at least thirty (30) days) exhausts their paid bereavement leave, they are entitled to use up to five (5) days of bereavement leave for each death of a family member as defined above. This leave must be used within three (3) months from the date of death. Although this is not City-paid leave, employees may use any paid and accrued leave that is available to the employee for this purpose.
10. HOLIDAYS
A. Definitions
The following are holidays subject to this article.
New Year’s Day (January 1st)
Martin Luther King, Jr. Day (3rd Monday in January)
Presidents’ Day (3rd Monday in February)
Memorial Day (Last Monday in May)
Juneteenth (June 19)
Independence Day (4th of July)
Labor Day (1st Monday in September)
Veterans Day (November 11th)
Thanksgiving Day (4th Thursday in November)
The day after Thanksgiving Day
Christmas Day (December 25th)
These are generally recognized as City holidays on which City facilities may be closed and/or service levels impacted.
B. City Determination of Employee’s Holiday Work Schedule The City shall determine a Regular Part-Time employee’s holiday work schedule no less than fourteen (14) days prior to the actual workday. Generally, an employee’s normal work schedule within the workweek shall not be changed to avoid payment of holiday pay.
Normal work schedule is defined as the specific hours to be worked as well as the physical location of that work. The physical location may be any or all locations as determined by the applicable Department Head and/or their designee.
C. Premium Pay for Hours Worked on Holidays
Regular Part-Time employees who are authorized to work any of the holidays (i.e., the day of the actual holiday, not the day that it is recognized by the City if different than the actual holiday) designated in this article will be paid premium holiday pay for all hours worked.
Premium holiday pay is defined as one and one-half (1 ½) times the employee’s regular rate of pay for time worked on an actual holiday. RPT employees will receive premium pay for each actual holiday worked; and HPT employee will receive premium pay for only for the following actual holidays worked: Juneteenth (June 19); Independence Day (July 4th), Veterans Day (November 11th), Thanksgiving Day (4th Thursday in November), Christmas Day (December 25th) and/or New Year’s Day (January 1st).
In no case, even if the employee works in excess of forty (40) hours per week, will the employee receive more than one and one half (1½) times for any hours worked.
D. Employees Not Scheduled to Work on Holidays
Employees (including Regular Part-Time, Hourly, or Seasonal) who are not required to work on a holiday (i.e., the day of the actual holiday, not the day that it is observed by the City if different than the actual holiday) shall not receive holiday pay. However, an employee may choose to use their accrued universal leave on holidays they are not required to work (because the City or their work location is closed) but would otherwise be scheduled.
If a holiday falls or is recognized as falling on an employee’s regular work day and the City closes a City facility(ies), Regular Part-Time employees who are not required to work as a result will be
entitled to work the hours they would have otherwise been scheduled within the same pay period.
11. UNIFORMS
Uniformed personnel shall receive uniforms at the City's expense. Said uniforms shall be the property of the City. The City shall replace damaged or worn-out uniform parts, as necessary.
The parties agree that to the extent permitted by law, the value of the uniforms provided herein is special compensation and shall be reported as such pursuant to Title 2, CCR 571(a)(5). The City will report as special compensation the value of the uniforms for unit members who are “Classic Members” (as described in Exhibit C to this MOU) per the Public Employees’ Pension Reform Act of 2013. “New members” as defined under the Public Employees’ Pension Reform Act of 2013 are not permitted to have the value of the uniforms reported as special compensation.
12. HOURS
The hours of work for Part-Time employees, by their nature, vary. Generally, Part-Time employees will work a regular schedule. Part-time employees shall receive their respective hourly rate for work up to forty (40) hours per workweek. Hours worked over forty (40) hours per workweek will be compensated at one and one-half (1½) times the employee’s regular rate of pay.
The scheduling of hours for Part-Time employees shall be based on seniority (defined as time in the employee’s classification). The more senior employees possessing the necessary skills to perform the work within the job classification will be assigned the greater number of hours.
Scheduling of hours within each job classification shall be made in the following order: Regular Part-Time, Hourly Part-Time and Seasonal Part-Time.
The scheduling of the shifts for Part-Time employees shall be based upon seniority, herein defined as time in the employee’s classification. The more senior employees possessing the necessary skills to perform the work within the job classification will be given preference in the selection of shifts. Shift selections within each job classification shall be made in the following order: Regular Part-Time, Hourly Part-Time and Seasonal Part-Time.
Notwithstanding the above, management has the right to schedule employees based upon the need and the qualifications necessary to perform the specific work needed to be completed.
Management retains the right to establish work schedules and hours, including making schedule changes where necessary. Supervisors and managers are encouraged to provide employees with 14 days advance notice of their assigned work schedules whenever possible.
When the preschool is on a break and/or students are not in attendance, the Pre-School teachers Head Pre School Teachers and Pre School Assistants will still be assigned to work a minimum of twenty-five (25) hours per week. However, all such work must be performed at the City (with
the exception of purchasing supplies or equipment) and must be accounted for on the teachers’ time sheets. The teachers, at their option, may request to use accrued leave time (i.e., universal leave) to cover all or part of the twenty-five (25) hours per week. Approval of such leave time will be in accordance with the leave approval practices and provisions of this MOU.
Accurately Reporting Time Worked
Employees are required to accurately report all time worked on their time sheets and submit all time sheets by the deadline established by the Payroll Division of the Finance Department. Under no circumstances may an employee work any time in addition to their regular work hours before or after work or on an unpaid meal break without first receiving approval in advance from their supervisor.
Unit members shall record hours worked in one-tenth (1/10) of an hour increments of time. This is illustrated by the following:
0-3 Minutes – No additional time should be recorded
4-9 Minutes = .1 of an hour
10-15 Minutes = .2 of an hour
16-21 Minutes = .3 of an hour
22-27 Minutes = .4 of an hour
28-33 Minutes = .5 of an hour
34-39 Minutes = .6 of an hour
40-45 Minutes = .7 of an hour
46-51 Minutes = .8 of an hour
52-57 Minutes = .9 of an hour
58-60 Minutes = 1.0 full hour
For example, if an employee whose work schedule is 7:30 a.m. to 12:30 p.m. works until 12:48 p.m. they would record 5.3 hours for the day.
The parties agree that if the City makes any timekeeping system upgrades during the term of this MOU, if there are any meet and confer/consult obligations (either impacts or any decisions which may require meet and confer) the Association and/or the City agree to promptly meet and confer/consult if requested by the other party.
13. REST AND MEAL PERIODS
A. Rest Periods
At the discretion of the City, rest periods will be provided to employees whenever possible. Such rest periods will be provided at the rate of ten (10) consecutive minutes for each four (4) (or major portion thereof) hours worked, and will occur as near as possible to the middle of the work
period. Rest periods are paid as time worked and will be scheduled by the City. The City may require employees to remain on the premises during the ten (10) minute break(s).
Ten (10) minute rest periods will be provided as follows for the hours involved.
Total Hours of Work Rest Periods Authorized Per Shift
0-3.5 0
3.5-6.0 1
6.0-10.0 2
10.0-14.0 3
14.0-18.0 4
B. Meal Periods
A one-half (0.5) hour unpaid meal period will be provided for every five (5)-hour work period, unless six (6) hours of work will complete the day's work and the employee voluntarily elects to forego the meal period. As the City and the Association agree that customer service is important, those employees whose workstations necessarily come into contact with the public will not be allowed to consume food at their workstations. Such employees will, if eligible for a meal period as outlined above, be required to take their meal periods away from their respective workstation.
Meal periods will be uncompensated by the City unless agreed to by the City in advance of the individual meal period.
14. NON-DISCRIMINATION
The parties mutually reaffirm their respective policies of non-discrimination in the treatment of any employee because of race, religious creed, color, sex, age, disability, national origin, sexual orientation, ancestry, gender, gender identity, gender expression, marital status, or any other protected status defined under anti-discrimination laws.
15. MANAGEMENT RIGHTS
Except as limited by the specific and express terms of the MOU, the City hereby retains and reserves unto itself, all rights, powers, authority, duty, and responsibilities confirmed on and vested in it by the law and the constitution of the State of California and/or United States of America.
The management and the direction of the work force of the City is vested exclusively in the City and nothing in the MOU is intended to circumscribe or modify the existing rights of the City including but not limited to the direction of the work of its employees; the right to hire, promote, demote, transfer, assign, schedule and retain employees in positions within the City; suspend or discharge employees; to maintain and improve the efficiency of governmental operations; to relieve employees from duties because of lack of work or funds; to take action as may be necessary to carry out the City's mission and services in emergencies; to determine the methods,
means, and appropriate job classification organizational structure and personnel by which the operations are carried out; and to establish qualifications and quality standards.
16. PERSONNEL FILES
The City shall maintain only one official personnel file for each employee. The official personnel file shall be housed in the City's Human Resources Department. Employees shall be entitled to review the contents of their official personnel file at reasonable intervals provided that the employee schedules an appointment, at least twenty-four (24) hours in advance, during the regular hours of the Human Resources Department. Employees often receive commendations or other positive comments about their work from citizens or other employees. Employees have the right to request that any such positive written comments be placed in their personnel file and said comments will be placed in the personnel file. Comments adverse to an employee’s interests shall be provided to the employee prior to such comments being placed in the employee’s personnel file. An employee shall have thirty (30) calendar days in which to attach a response to an adverse comment. Any such response shall accompany the adverse comment in the employee’s personnel file.
17. ASSOCIATION-RELATED BUSINESS
A. Stewards Program
MEA may select a total of six (6) stewards for this Unit. MEA shall give to the City's representative a written list of employees who have been selected as stewards. This list shall be kept current by MEA and submitted to the Director of Human Resources every six (6) months. The role of the steward is to provide timely MEA representation to employees seeking such assistance in the resolution of employment disputes or potential employment disputes.
Stewards, when leaving their work locations to fulfill their responsibilities as steward, shall first obtain permission from their immediate supervisor and inform them of the general nature of the business. Permission to leave shall be granted promptly unless such absence would cause undue interruption of work. If such permission cannot be granted promptly the steward shall be, if possible, informed when time may be made available.
MEA stewards shall complete a time-use slip to document MEA activity time used as part of the allocation set forth herein. This slip shall be initialed by the steward using the time and by the supervisor authorizing it. The authorization slip shall be submitted to the Human Resources Department. Steward business which is subject to release time according to this Article may be conducted only at City work locations. Employees must track their use of Steward business in the City’s timekeeping system by using appropriate payroll codes so that the City can keep accurate, ongoing records of the amount of leave used for the year at any time.
Upon entering a work location, the steward shall inform the appropriate supervisor of the nature of the business. Permission to leave the job shall be granted promptly to the employee involved unless such absence would cause an undue interruption of work. If the employee cannot be
made available, the steward shall be immediately informed, if possible, when the employee may be made available.
MEA agrees that a steward shall not log compensatory time (which is only applicable to a Steward in the full-time MEA unit) or overtime pay for the time spent performing any function of a steward. To the extent possible, due to the nature of part-time employment, the City expects some of the stewards to conduct association related business on their own time.
B. Dues Deduction
The City shall remit the dues deductions in the amount the Association sets on a periodic basis.
Deduction authorizations shall remain in full force and effect until, and so long as, MEA remains the formally-recognized employee representative for this Unit. It is the responsibility of the MEA to advise the City of new employees who authorize dues deductions. Such deductions will be made on a prospective basis.
As some Part-Time employees work a limited number of hours, the MEA does not wish for dues to constitute a financial hardship. If two percent (2%) of the employee’s gross pay per pay period is less than the amount of the dues, then the payroll deduction shall be two percent (2%) of the employee’s gross pay.
C. Bulletin Boards
MEA may post no more than two (2) MEA documents at any one time on City bulletin boards, provided that such documents are not of a political or discriminatory nature. The President of the MEA, or their designee, shall be the only party authorized to approve notices for placement on City bulletin boards.
D. Use of City Facilities
Representatives of MEA may use City facilities for general membership meetings with City approval and prior approval from the individuals(s) responsible for scheduling rooms in the department. The MEA may hold their Board of Stewards meetings during the lunch period or after work in the Library or other facilities, subject to City approval.
E. Association Business and Training
The City will grant up to one hundred (100) hours per contract year (i.e., October 1 to September 30) to MEA for the purpose of training and to conduct MEA business in this bargaining unit. The time shall be allocated by MEA as it believes appropriate. The Human Resources Department shall be notified of the use of this time and maintain records of its use as necessary. MEA representatives utilizing this time shall notify their supervisors and shall endeavor to provide as much advance notice as possible. If the time is being used for training, the employee must notify their supervisor for approval as training is known in advance. Employees must track their use of the one hundred (100) hours in the City’s timekeeping system by using appropriate payroll codes
so that the City can keep accurate, ongoing records of the amount of leave used for the year at any time. If an employee in the unit participates in the MEA issues meeting during work hours, it will not be deducted from the 100 hours.
F. Translation Duties
Except if receiving Bilingual Pay as provided in Article 5F of this MOU, neither Supervisors nor employees designated as Leads or Lead Workers shall direct employees to perform translation duties as part of their job.
G. Personal Vehicles
Employees in this unit are not required to use their personal vehicles for City business.
18. GRIEVANCE PROCEDURE FOR REGULAR PART-TIME EMPLOYEES The City and the Association recognize that disputes related to this MOU will occur from time to time. It is both parties’ intent and desire that any such disputes be resolved quickly and amicably.
However, the parties recognize that occasionally disputes will need to be resolved by a neutral party. It is for that reason that the parties agree to the following provisions of their grievance procedure.
A. Definition of a Grievance
An allegation by a Regular Part-Time employee or the Association that there has been a violation, misinterpretation, or misapplication of the terms of this MOU or any past practice.
B. Timeliness of a Grievance
All grievances must be filed within sixty (60) calendar days of the occurrence giving rise to the grievance or the time within which the grievant (either the Regular Part-Time employee or Association) knew or should have known of the occurrence.
C. Grievance Procedure
The parties acknowledge that a grievance procedure is beneficial to resolve MOU disputes.
1. Step 1 – If either an employee or Association is the grievant – Communication with the Human Resources Department: Whenever an employee or Association believes that there has been a violation, misinterpretation, or misapplication of the terms of this MOU, the employee or Association shall inform the Director of Human Resources in writing of the alleged violation, misinterpretation, or misapplication. The Director of Human Resources shall either promptly schedule a meeting with the designated employee or the Association representative to discuss the grievance, or may respond in writing within thirty (30) calendar days. If a meeting is scheduled, the Director of Human Resources shall
present their determination in writing within fifteen (15) calendar days of the meeting.
The response will be sent by e-mail to the designated employee or Association representative.
2. Step 2 – City Manager: If the employee or Association is not satisfied with the results of Step 1 (or the Director of Human Resources does not respond within the time limits for a response), the employee or Association may move the grievance to the City Manager. To do so the employee or Association must present, in writing, to the Director of Human Resources a document setting forth the alleged violation, misinterpretation, or misapplication of the terms of this MOU and requesting that the grievance be submitted to the City Manager. This document must be presented within ten (10) calendar days of the date the Step 1 response was e-mailed to the employee or Association representative, or within ten (10) calendar days from the last date the response was due if no response was given.
3. The City Manager or designee (who may only be the Assistant or Deputy City Manager) may hear the grievance or may choose to have a hearing officer (mutually selected by the parties from a list obtained from the Public Employment Relations Board) hear the grievance, and then issue a recommendation to the City Manager. If a hearing officer is chosen, they will make a recommendation to City Manager. The City Manager may accept, reject or modify the hearing officer’s recommendation or any part thereof. The City Manager's decision shall be issued within thirty (30) days and shall be the final administrative decision on the matter, subject to appeal under CCP §1094.5.
D. Hourly Part-Time Employees
Employee complaints and concerns over working conditions may be submitted to the Director of Human Resources for review. The Director of Human Resources will evaluate the matter and determine whether the complaint or concern is or is not valid. It is an opportunity to bring forth a complaint or concern, not a right to a hearing or any other process. If the Director of Human Resources determines that the complaint or concern is valid, they will determine whether action is necessary to address the issues raised in the complaint or concern. Hourly employees are not entitled to submit MOU disputes to the Director of Human Resources for review, and are not entitled to pursue an individual grievance using the procedure above E. Seasonal Part-Time Employees
Seasonal Part-Time employees shall have no right to review of MOU disputes, and/or complaints or concerns over working conditions by the Director of Human Resources. They shall also have no right to pursue an individual grievance using the procedure above.
19. JOB DESCRIPTIONS AND RECRUITMENT OPPORTUNITIES
The City shall provide MEA with a copy of any proposed change to any existing and/or new job description and MEA shall provide comments, if any, to the City within two (2) weeks upon receipt of the job description(s).
The City values the need and desire for all employees to be aware of new job openings and to have the ability to apply for those positions. The City agrees to notify MEA when openings occur and ensures that positions are open for at least seven (7) calendar days to give existing employees the opportunity to apply for the opening. However, in the case of operational need, the City can request of the Association to be relieved of the seven (7) day posting requirement and the Association agrees that it will respond to the request within twenty-four (24) hours.
Effective the pay period following Council approval of this MOU, part-time employees shall be eligible to apply for internal promotional opportunities.
20. SERVICE CREDIT POINTS
Service credit points shall be applicable to employees who pass the qualifying examination for a full-time position in the City. Those part-time employees who work a continuous 1,000 hours per calendar year (i.e., Regular Part-Time Employees) shall be entitled to one-half (1/2) of one service credit point for each year of service up to ten (10) service credit points. Service credit points shall be added to the employee’s overall score after all portions of the testing process that are scored are completed.
21. RETIREMENT
A. Social Security Alternative Retirement Plan
The City has adopted an Alternate Retirement Plan (ARP) for those unit employees who are not members of the California Public Employees’ Retirement System (CalPERS) and who are otherwise subject to mandatory Social Security coverage requirements. All eligible unit employees (i.e., all employees who are not included in CalPERS) will be covered by the457 Alternative Retirement Plan. Employees will continue to participate in and will make contributions toward Medicare, as required by law. If an employee is enrolled in the ARP plan at the time of hire and subsequently works 1,000 hours in any fiscal year, they will automatically be enrolled in CalPERS and shall be removed from the ARP.
The457 Alternative Retirement Plan provides that each pay period, 6.2% will be deducted from all eligible employees’ salaries and deposited into their 457 FICA Plan Account. In addition, each pay period, the City will contribute 1.3% of each eligible employee's salary to their 457 FICA Plan Account.
The form of the ARP, including subsequent up-dates, changes, or amendment, shall be as determined solely by the City provided it meets the minimum benefit requirements for an alternate retirement system under the Internal Revenue Code. Any change in the substance of the plan must be made by agreement of the parties.
Employees with thirty (30) or more qualifying quarters in Social Security who wish to remain in Social Security for the purpose of obtaining the 40 qualifying quarters required to vest in Social Security may petition the Director of Human Resources.
B. CalPERS Retirement Benefits
Regular Part-Time employees will be enrolled in CalPERS at the time of hire and will receive the same retirement formula as other, similarly-situated, miscellaneous City employees who are enrolled in CalPERS. Should an Hourly employee at any point work in excess of 1,000 hours in any given fiscal year, they will be enrolled in CalPERS.
The City contracts with CalPERS for retirement benefits. The definitions of “new member” and “classic member” are set forth in Exhibit “B” to this MOU.
1. For “Classic Member” Employees
a) Retirement Formula: The City contracts with CalPERS to provide the 2.5% at 55 retirement formula set forth in California Government Code Section 21354.4.
b) Single Highest Year: The City's contract with CalPERS provides for the "Single Highest Year" retirement benefit for miscellaneous employees of which “classic member” employees in the unit are included per Government Code section 20042. The retirement benefit is based on the highest annual compensation for the one year during the employee's membership in CalPERS.
c) Payment of Employee/Member Contribution: Classic Members pay their 8% Member Contribution. The City has adopted the CalPERS resolution in accordance with IRS Code section 414(h)(2) to ensure that the employee contribution is made on a pre-tax basis.
2. For “New Members” As Defined By the Public Employees’ Pension Reform Act of 2013 (PEPRA)
a) Retirement Formula: Employees who are defined as “new members” under the PEPRA, are covered by the 2%@ 62 formula provided for by the Public Employees’ Retirement Law at Government Code section 7522.20(a).
b) Retirement Benefit Calculation Period: For employees defined as “new members” under the PEPRA, such employees’ final compensation will be based on the highest annual average pensionable compensation during the three consecutive years of employment immediately preceding the effective date of their retirement or any other three consecutive year period chosen by the employee as set forth in Government Code section 7522.32(a).
c) Payment of Employee/Member Contribution: New member employees are responsible for paying the employee contribution of one-half of the total normal cost of the plan, as defined by CalPERS each year in their annual valuation, through a payroll deduction. The cost sharing provision below does not change this responsibility for paying one-half the normal cost, which is defined in the annual actuarial valuation report provided by CalPERS. The City has adopted the CalPERS resolution in accordance with IRS Code section 414(h)(2) to ensure that the employee contribution is made on a pre-tax basis.
In addition, new members will pay an additional amount for their retirement contribution as cost sharing in accordance with Government Code section 20516(f). That amount will be the difference between the current half the normal cost amount and eight percent (8%), so that their total retirement contribution will be eight percent (8%). If the half the normal cost rate equals or exceeds eight (8%) employees will not be required to cost share.
3. Additional Optional Benefits For All Employees in CalPERS a) 1959 Survivor's Benefit: The City’s contract with CalPERS provides Level 4 coverage under the 1959 Survivor's Benefit per Government Code section 21574. Employees pay the employee premium for this benefit. b) Pre-Retirement Option 2 Benefit: The City’s contract with CalPERS provides for Pre-Retirement Optional Settlement 2 Benefit as set forth in Government Code Section 21548 for all employees covered by CalPERS. c) Military Service Credit: The City’s contract with CalPERS provides the Military Service Credit option set forth in Government Code section 21024. d) Pre-Retirement Death Benefits: The City’s contract with CalPERS provides the benefit known as the pre-retirement death benefits to continue after remarriage of survivor as set forth in Government Code section 21551.
e) Cost of Living Allowance: The City’s contract with CalPERS provides the benefit known as the 2% Cost of Living Allowance Increase as set forth in Government Code section 21329.
f) Retired Death Benefit: The City’s contract with CalPERS provides the $500 Retired Death benefit as set forth in Government Code section 21620. g) Prior Service: The City’s contract with CalPERS provides the prior service benefit as set forth in Government Code section 20055.
22. SAVINGS CLAUSE
If any provision of the MOU is deemed by a court of competent jurisdiction to be illegal or otherwise unenforceable, the remaining provisions of the MOU shall remain in full force and effect. In the event of such invalidation, the parties shall replace any illegal or unenforceable benefit with another benefit or provision of equal or similar value. The City and Association shall meet and confer in good faith concerning the provision of a replacement benefit or provision of equal or similar value, including whether a replacement benefit or provision is necessary and appropriate. This section shall not require a replacement provision that will result in financial or administrative burden to the City, including the amount and timing, greater than the provision it is replacing. If the parties are unable to reach agreement, they agree to submit the matter to the procedure set forth in Article 18.
FOR THE MUNICIPAL EMPLOYEES ASSOCIATION OF BEVERLY HILLS _________________________ __________________________
Steve Jaramillo, President Date
Bargaining Team:
____________________________ ____________________________ Michal Burk Date
____________________________ ____________________________ Ruth Perez Date
____________________________ ____________________________ Ryan Nelson Date
____________________________ ____________________________ Carson Blaker Date
____________________________ ____________________________ Michael Hoard Date
____________________________ ____________________________ Robert Wexler Date
FOR THE CITY OF BEVERLY HILLS
____________________________ ____________________________ Shelley Ovrom Date
____________________________ ____________________________ Kirsten Rowe Date
____________________________ ____________________________ Tatiana Szerwinski Date
____________________________ ____________________________ Peter Brown Date
EXHIBIT “A”
MEA PART-TIME UNIT HOURLY SALARY SCHEDULE
EFFECTIVE 10/7/2023
Class
Code
RPT
Class
Code
Hourly
Classification Salary
Grade
Step 1 Step 2 Step 3 Step 4 Step 5
6016 6017 Account Specialist G-54 $30.05 $31.70 $33.44 $35.28 $37.22 6201 Administrative Intern-Grad OO12 $19.26 $20.23 $21.24 $22.30 $23.42 6200 Administrative Intern-Undergrad OO2 $16.31 $17.13 $17.98 $18.88 $19.82 5562 Art Handler OO30 $31.77 $33.46 $35.22 $37.07 $39.02 5571 5569 Arts and Events Specialist OO31 $31.77 $33.46 $35.22 $37.07 $39.02 5579 5580 Assistant Market Manager OO26 $27.28 $28.64 $30.07 $31.57 $33.16 3727 3726 Building Maintenance Attendant G-22 $21.85 $23.05 $24.32 $25.66 $27.07 4575 Cable TV/Video Specialist OO34 $37.01 $38.85 $40.79 $42.84 $44.98 5600 5601 Childcare Counselor OO10 $19.25 $20.26 $21.33 $22.29 $23.41 5599 5598 Childcare Site Coordinator OO23 $26.13 $27.43 $28.80 $30.25 $31.75 5062 5061 Code Enforcement Investigator OO20 $23.67 $24.86 $26.09 $27.39 $28.77 5567 5563 Community Services Assistant (was Tennis
Clerk)
OO3 $16.31 $17.13 $17.98 $18.88 $19.82
Community Services Facility Attendant
(was Rec Leader II)
OO1 16.31 Flat Rate
3099 3098 Crime Prevention Officer OO22 $25.83 $27.12 $28.46 $29.89 $31.39 6191 6192 Customer Service Representative G-52 $29.45 $31.07 $32.78 $34.59 $36.49 5123 Engineering Aide G-58 $31.27 $32.99 $34.80 $36.71 $38.73 5581 5584 Farmer's Market Coordinator OO21 $24.80 $26.04 $27.34 $28.72 $30.14 3125 Fire Cadet OO1 16.31 Flat Rate
5583 Food Services Specialist OO16 $21.60 $22.73 $23.92 $25.11 $26.37 5582 Food Services Worker OO16 $21.60 $22.73 $23.92 $25.11 $26.37 4026 4025 Librarian I G-75 $37.03 $39.06 $41.21 $43.48 $45.87 4022 4021 Librarian II H-05 $40.50 $42.73 $45.08 $47.55 $50.17 4050 4051 Library Clerk I G-35 $24.87 $26.24 $27.68 $29.20 $30.81 4046 4047 Library Clerk II G-45 $27.47 $28.98 $30.58 $32.26 $32.26 4062 Library Page OO1 16.31 Flat Rate
4036 Library Technician G-58 $31.27 $32.99 $34.80 $36.71 $38.73 6208 6207 Lifeguard OO1 16.31 Flat Rate
3572 3571 Mechanic Helper OO13 $20.06 $21.07 $22.12 $23.23 $24.39 6197 6198 Office Clerk (was Data Entry Specialist) OO14 $20.06 $21.07 $22.12 $23.23 $24.39 3773 3772 Park Maintenance Worker OO9 $19.15 $20.11 $21.13 $22.18 $23.29 3765 3766 Park Ranger OO17 $22.48 $23.61 $24.79 $26.03 $27.33 3615 3616 Parking Attendant OO4 $16.31 $17.13 $17.98 $18.88 $19.82