Item G-2 Agenda Report — Beverly Hills City Council, December 5, 2023 (part 1 of 6)

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AGENDA REPORT
Meeting Date: December 5, 2023
Item Number:

To: Honorable Mayor & City Council
From: Peter Brown, Labor Negotiator
Subject: A. MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF BEVERLY HILLS AND THE MUNICIPAL EMPLOYEES’

ASSOCIATION (FULL-TIME UNIT)
B. MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY
OF BEVERLY HILLS AND THE MUNICIPAL EMPLOYEES’

ASSOCIATION (PART-TIME UNIT)
C. MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY
OF BEVERLY HILLS AND THE CONFIDENTIAL EMPLOYEES’

ASSOCIATION
D. MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY
OF BEVERLY HILLS AND THE SUPERVISORS’ ASSOCIATION
E. MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY

OF BEVERLY HILLS AND THE MANAGEMENT AND
PROFESSIONAL EMPLOYEES’ ASSOCIATION
F. MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY

OF BEVERLY HILLS AND THE SAFETY SUPPORT

ASSOCIATION
G. FY 2023-24 APPROPRIATION TOTALING $1,177,000 FROM

VARIOUS FUNDS FOR LABOR NEGOTIATIONS COST

INCREASES
Meeting Date: December 5, 2023

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Attachments: 1. Tracked Changes Beverly Hills Municipal Employees Association (MEA) Full-Time 2023-2026 Memorandum of Understanding
(MOU)

2. The Beverly Hills Municipal Employees Association (MEA) FullTime 2023-2026 Memorandum of Understanding (MOU)

3. Tracked Changes Beverly Hills Municipal Employees Association (MEA) Part-Time Unit 2023-2026 Memorandum of
Understanding (MOU)

4. The Beverly Hills Municipal Employees Association (MEA) PartTime Unit 2023-2026 Memorandum of Understanding (MOU)

5. Tracked Changes Beverly Hills Confidential Employees’ Association 2023-2026 Memorandum of Understanding (MOU)

6. The Beverly Hills Confidential Employees’ Association 2023- 2026 Memorandum of Understanding (MOU)

7. Tracked Changes Beverly Hills Supervisors’ Association 2023- 2026 Memorandum of Understanding (MOU)

8. The Beverly Hills Supervisors’ Association 2023-2026 Memorandum of Understanding (MOU)

9. Tracked Changes Beverly Hills Management and Professional Employees’ Association 2023-2026 Memorandum of
Understanding (MOU)

10. The Beverly Hills Management and Professional Employees’ Association 2023-2026 Memorandum of Understanding (MOU)

11. Tracked Changes Beverly Hills Safety Support Association 2023- 2026 Memorandum of Understanding (MOU)

12. The Beverly Hills Safety Support Association 2023-2026 Memorandum of Understanding (MOU)

13. Fiscal Analysis

RECOMMENDATION
It is recommended that the attached Memoranda of Understanding (MOUs) between the City of Beverly Hills and six (6) non-sworn employee associations and accompanying FY2023-24 appropriation from various funds totaling $1,177,000 be approved.

Meeting Date: December 5, 2023

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INTRODUCTION
The Six (6) non-sworn MOUs before you for consideration tonight are as follows:
• Municipal Employees’ Association (MEA) Full-Time Unit: represents full-time maintenance, paraprofessional, and technical employees
• Municipal Employees’ Association (MEA) Part-Time Unit: represents hourly and regular part-time employees
• Confidential Employees’ Association: represents administrative support and paraprofessional employees who act in a confidential capacity • Supervisors’ Association: represents supervisory employees • Management & Professional (M&P) Employees’ Association: represents all management, analytical, and professional employees who are not in the Executive/Senior Management Group
• Safety Support Association: represents civilian positions within the Police and Fire Departments
The last Memoranda of Understanding (MOU) for these six non-safety employee associations you are considering this evening expired October 6, 2023. Representatives of the associations and the City, having met and conferred in good faith beginning in May 2023, reached tentative agreements on October 6, 2023. The agreed upon terms are found in the attached MOUs. The new MOUs have a term of three years from October 7, 2023 to October 2, 2026.

DISCUSSION
Significant terms of the proposed MOUs are as follows:
1) Term of Agreements
• October 7, 2023 – October 2, 2026 for all employee associations. 2) Salary
• Cost of living (COLA) increases (effective October 7, 2023):
▪ Year One: 4.5%1for Confidential, PT MEA and M&P

4.49% for SUP

4.44% for FT MEA

3.73% for Safety Support
▪ Year Two: 4.5% for all the associations (effective pay period including October 1, 2024)
▪ Year Three: 4.5% for all the associations (effective pay period including October 1, 2025)
1 The first year salary increases are different for three of the associations since they negotiated for additional economic increases other than salary. Based on City Council direction, the dollars to pay for those additional economic increases reduced these associations’ first year salary increases.

Meeting Date: December 5, 2023

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3) The Addition of a New Holiday – Juneteenth
• These six (6) Employee Associations will have this holiday added to their list of holidays. The first holiday will be June 19, 2024. 4) Health Insurance
• Confidential, Supervisors, FT MEA* and Safety Support will receive the following increases:
• Employee + 1 Dependent Employee + Family
• 1/1/24 – From $2,150 to $2,200 From $2,350 to $2,450
• 1/1/25 – From $2,200 to $2,250 From $2,450 to $2,550
• 1/1/26 – From $2,250 to $2,300 From $2,550 to $2.650
• Management and Professional will receive the following increases:
• Employee + 1 Dependent Employee + Family
• 1/1/24 – From $2,250 to $2,300 From $2,450 to $2,550
• 1/1/25 – From $2,300 to $2,350 From $2,550 to $2,650
• 1/1/26 – From $2,350 to $2,400 From $2,650 to $2,750
*The Part Time MEA has City provided employee only coverage health insurance tied to Kaiser rates. The amount is increasing in 2024 by 14.68%. 5) Establishing the Work Schedule For New Employees
• MEA: The City can now establish the work schedule for new employees after they pass probation. Previously, the schedule was that of the prior incumbent in the position. MEA still maintains the right to meet and confer if they choose.
6) Compensatory Time Off
• MEA & SUP: Compensatory Time Off (CTO) (earned in lieu of overtime pay) is increased to 80 hours (from 40 hours for MEA and from 60 hours for SUP). However, only 80 hours can be used per year and all CTO is cashed out at the end of the year.
7) Standby Pay for Holidays
• MEA: Increased from three (3) to four (4) hours.
8) Reclassification Studies
• MEA and SUP: An employee can ask for a reclassification study once every two years. Previously it could be requested each year.

Meeting Date: December 5, 2023

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9) Library Passport Desk Duty Pay
• MEA: Library Clerks who are assigned to work at the passport desk to perform passport duties shall be paid six percent (6%) for time working at the passport desk.
10) Automobile Usage
• MEA, M&P and SUP: No employee shall be required to utilize their personal vehicle for city business. 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. 11) Vacation Cash Out
• MEA and SUP: Employees may cash out up to 80 hours (previously 20 hours for SUP and a new benefit for MEA) of their accrued vacation. For M&P 120 hours. Employees in M&P must use 40 hours of vacation to be able to cash out 120 hours.
12) Vision Insurance
• MEA Part-Time Unit: Employees will be provided with employee/only coverage.
13) Flexible Spending Account
• MEA Part-Time Unit: Employees will now have the right to defer income for medical or childcare expenses to be tax free.
14) Internal Promotional Opportunities
• MEA Part-Time: Employees shall be eligible to apply for internal promotional opportunities.
15) Long Term Disability Insurance
• SUP and M&P: For SUP increasing maximum benefit from $6,000 to $8,400 per month. For M&P, increase from $11,000 to $13,000 per month.

There is no increase to the disability premium rates for these changes. 16) Tool Reimbursement
• SUP and MEA: For SUP an increase from $500 to $700 per year. For MEA from $600 to $700 per year.
17) Safety Boot Reimbursement
• SUP and MEA: Increase from $300 to $400 per year.

Meeting Date: December 5, 2023

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18) Safety Glasses Reimbursement
• SUP and MEA: Increase from $200 to $400 per year.
19) Conversion of Sick Leave to Deferred Compensation
• Confidential: Addition of language allowing employees with a minimum of fifteen (15) years of service with the City to convert sick leave to deferred compensation without reducing their sick leave balance below 500 hours.

These employees currently have the ability to cash out sick leave at retirement at a percentage based on years of service. The conversion into deferred compensation is at the same percentage as if the employee was leaving City service at the time of conversion. This benefit is provided to the other non-sworn associations.
20) Flex Classifications
• Safety Support: This existing provision allows employees in the Forensic Specialist and Records Specialist to promote to the Senior classifications without going through the promotional process. This is eliminated for future employees and modified for current employees to require five years in class. Currently it is two years.
21) Shift Schedule Changes
• Safety Support: City has the right to make schedule changes (i.e., changing the start time by up to two hours) without having to meet and confer.
22) Lead Traffic Officer Assignments
• Safety Support: Increased from one (1) year to two (2) years and employees must wait twelve (12) months to reapply.
23) Penal Code Section 832 Assignments
• Safety Support: Increased from eight (8) to ten (10) assignments. These employees have additional responsibility to enforce the Municipal Code. 24) POST Certification Pay
• Safety Support: POST is the California Commission on Peace Officer Standards and Training. Dispatchers with an Advanced POST (maximum of 6) will receive 2% and with a Supervisory POST (maximum of 4) will receive 1%.
25) Fire Inspector Certification Pay
• Safety Support: Fire Inspectors (up to a maximum of two (2)) who earn the National Fire Protection Association Certification entitled Assessing Structure Ignition Potential will receive 2.75%.

Meeting Date: December 5, 2023

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26) General Changes
• Reorganization of articles and sections
• Clarifying language to improve the ease of understanding and/or administration of MOU provisions.
• Corrections or revisions to language in existing contract terms • Memorialization of procedures and practices not previously contained in the MOU.
• Removal of language no longer applicable or out of date, and addition of new language based upon current laws or regulations.

In compliance with the City’s labor relations ordinance, Beverly Hills Municipal Code, Article 5 Section 2-5-503-B, the City Council may adopt or amend a memorandum of understanding only after two (2) public meetings. The first public meeting for these Employee Labor Negotiations occurred during the City Council Meeting on February 21, 2023. In addition, a community meeting was held on February 9, 2023 to inform the public in preparation for the first public meeting on February 21, 2023. The second meeting, occurring this evening, is for the City Council to consider adoption of the negotiated terms of the respective memoranda of understanding. Additionally, as required by the ordinance, a fiscal analysis of the proposed MOUs was conducted. This fiscal analysis and the proposed Memoranda of Understanding were placed on the City’s website two weeks prior to this meeting, on November 21, 2023. The same documents are included as attachments to this report.

FISCAL IMPACT
In compliance with the Beverly Hills Municipal Code, Article 5 Section 2-5-505: Economic Analysis, a fiscal impact analysis of the proposed Memoranda of Understanding was conducted by the outside firm, MGO Certified Public Accountants (Attachment 13). All calculations for the MOUs were found to be correct.

Over the next three contract years, the six Memoranda of Understanding will result in a total increase of $12,563,712 as follows:

Additionally, given the increases between what was negotiated and what was budgeted, it is recommended that the Council approve the FY 2023-24 appropriation from various funds totaling $1,177,000. If approved, the changes proposed in the respective MOUs will be incorporated into the future years’ ongoing budgets. Generally, the City’s practice has been to not make overtime increases based on MOU changes adopted. Any increases Bargaining Group # of Full Time
Equivalent
Positions
Year 1
Incremental
Increase
Year 2
Incremental
Increase
Year 3
Incremental
Increase
Total 3-Year
Increases
Confidential Employees' Association 23 $ 112,182 $ 130,372 $ 148,952 $ 391,506 Management & Professional Employees' Association 148 $ 1,138,579 $ 1,225,890 $ 1,383,315 $ 3,747,784 Municipal Employees' Association (MEA) Full-Time 246 $ 1,224,144 $ 1,460,509 $ 1,700,900 $ 4,385,553 Municipal Employees' Association (MEA) Part-Time 174 $ 446,742 $ 449,563 $ 463,370 $ 1,359,675 Safety Support Association 97 $ 544,320 $ 631,410 $ 723,943 $ 1,899,673 Supervisors' Association 35 $ 223,409 $ 259,504 $ 296,608 $ 779,521 Total 723 $ 3,689,376 $ 4,157,248 $ 4,717,088 $ 12,563,712 *Assumes CalPERS normal costs held constant at FY2022-23 rates and excludes unfunded accrued liability costs, which are paid as an annual lump sum.

Meeting Date: December 5, 2023

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needed for overtime will be brought forward with the mid-year financial update. Requested appropriations by fund are as follows:

Fund Amount
General Fund (001) $660,000
Technology Fund (004) $2,000
General Plan Fund (140) $3,000
Capital Assets Fund (405) $23,000
Information Technology Fund (410) $45,000
Cable Television Fund (420) $17,000
Reprographics/Graphics Fund (430) $13,000
Liability Fund (450) $3,000
Workers’ Compensation Fund (460) $4,000
Policy, Administration, Legal Fund (480) $185,000
Vehicle Fund (490) $19,000
Water Enterprise Fund (800) $66,000
Parking Enterprise Fund (810) $67,000
Solid Waste Enterprise Fund (830) $34,000
Wastewater Enterprise Fund (840) $16,000
Stormwater Enterprise Fund (850) $20,000
Grand Total $1,177,000
Jeff Muir Shelley Ovrom
Finance Approval Approved By
Attachment 1
Tentative Agreement – October 6, 2023

MEMORANDUM OF UNDERSTANDING

BETWEEN

THE CITY OF BEVERLY HILLS
AND

MUNICIPAL EMPLOYEES ASSOCIATION

OF BEVERLY HILLS

TECHNICAL SERVICE UNIT
October 71, 202319 - October 26, 20263
i

TABLE OF CONTENTS
Article Page
Integration.......................................................................................................................... 1 Term ................................................................................................................................. 1

1. SALARIES................................................................................................................. 2

2. OVERPAYMENT....................................................................................................... 4

3. APPOINTMENT AND ADVANCEMENT ................................................................... 4 A. Probationary Period.................................................................................... 4 B. Placement and Advancement Through Range ........................................... 4 C. Application of Salary Steps To Promotion .................................................. 5 D. Special Merit Step Advancement................................................................ 6

4. HOURS, WORKWEEKS AND WORK SCHEDULES .................................................... 6 A. Workweek and Work Schedule................................................................... 6 B. Work Schedule or Shift Schedule Changes................................................. 7 C. Job Sharing.................................................................................................. 7 D. Accurately Reporting Time Worked............................................................ 7 E. Rest Periods ................................................................................................ 8 F. Meal Periods............................................................................................... 8

5. OVERTIME............................................................................................................... 9 A. Earning Overtime and Assigning Overtime Work....................................... 9 B. Compensatory Time.................................................................................. 10

6. STANDBY AND CALL BACK.................................................................................... 10 A. Standby ..................................................................................................... 10 B. Call Back .................................................................................................... 11

7. SHIFT DIFFERENTIAL PAY...................................................................................... 11 A. Definition of Shifts .................................................................................... 11 B. Shift Pays................................................................................................... 11

8. WORKING OR TRAINING OUTSIDE OF CLASSIFICATION ..................................... 12 A. Filling Position Out of Classification (FPOC).............................................. 12 B. Employees Working in A Special Assignment........................................... 14 C. Employees Training For Duties Outside Of Their Classification................ 15

9. RECLASSIFICATION ............................................................................................... 17 A. Request for Reclassification...................................................................... 17 B. Reclassification Types............................................................................... 18

10. JOB DESCRIPTIONS ............................................................................................... 18

11. TEMPORARY EMPLOYEES..................................................................................... 19 A. Temporary Employee Hired to Backfill For an Employee on Leave of Absence ...................................................................................... 19 B. Temporary Employee Hired Because There is a Vacancy in a Classification .......................................................................................... 19 C. Temporary Employee Hired to Satisfy a Temporary Need....................... 19

12. CERTIFICATION AND BILINGUAL PAY .................................................................. 20 A. Certification Pays...................................................................................... 20 ii
B. Bilingual Pay .............................................................................................. 24

13. ALLOWANCES AND REIMBURSEMENTS .............................................................. 25 A. Tool Reimbursement ................................................................................ 25 B. Safety Boot Reimbursement..................................................................... 25 C. Safety Glasses Reimbursement................................................................. 25 D. Uniform Allowance ................................................................................... 25

14. HEALTH BENEFITS................................................................................................. 26 A. Cafeteria Plan and Benefits....................................................................... 26 B. Additional Benefits (Non-Cafeteria Plan Benefits) ................................... 29

15. RETIREE MEDICAL INSURANCE ............................................................................ 30 A. Tier 1: Retirees Hired Before January 1, 2010 .......................................... 30 B. Tier 2: Retirees Hired On or After January 1, 2010................................... 31 C. Provision Applicable to All Retirees.......................................................... 31 D. Alternative Retiree Medical Program (ARMP).......................................... 31

16. CALPERS RETIREMENT BENEFITS ......................................................................... 31 A. For “Classic Member” Employees............................................................. 31 B. For “New Members” As Defined By the Public Employees’ Pension Reform Act of 2013 (PEPRA) ....................................................... 32 C. Additional Optional Benefits For All Employees....................................... 32 D. Advancement of Disability Retirement Benefits For Employees Who File For Disability Retirement........................................................... 33

17. DEFERRED COMPENSATION................................................................................. 33 A. Deferred Compensation Contribution...................................................... 33 B. Conversion of Sick Leave to Deferred Compensation .............................. 34

18. HOLIDAYS.............................................................................................................. 34 A. Holidays..................................................................................................... 34 B. Personal Holiday ....................................................................................... 36

19. VACATION............................................................................................................. 37 A. Authorization For Taking Vacation ........................................................... 37 B. Accumulation ............................................................................................ 37 C. Request To Use Vacation .......................................................................... 37 D. Vacation Accrual ....................................................................................... 38

20. SICK LEAVE............................................................................................................ 38

21. BEREAVEMENT LEAVE .......................................................................................... 39

22. INDUSTRIAL INJURY.............................................................................................. 39 A. Salary Continuance ................................................................................... 39 B. Benefits Continuation ............................................................................... 40

23. MEDICAL DISABILITY SEPARATION...................................................................... 40

24. JURY DUTY AND WITNESS LEAVE ........................................................................ 40 A. Jury Duty ................................................................................................... 40 B. Witness Leave ........................................................................................... 41

25. LEAVE OF ABSENCE WITHOUT PAY...................................................................... 41

26. LEAVE PAYOFFS AND LAYOFF UPON SEPARATION FROM CITY SERVICE ........... 42 A. Vacation Pay-Off ....................................................................................... 42 iii
B. Sick Leave Pay-Off..................................................................................... 42 C. Severance Pay For Employees Subject to Layoff ...................................... 42

27. TUITION REMIBURSEMENT.................................................................................. 42

28. CONTRACTING OUT.............................................................................................. 43 A. Contracting Out......................................................................................... 43 B. Emergency Contracting Out Not Requiring Meet and Confer.................. 43

29. MEA RELATED BUSINESS...................................................................................... 44 A. Stewards Program..................................................................................... 44 B. Dues Deduction......................................................................................... 44 C. Bulletin Boards.......................................................................................... 45 D. Use of City Facilities.................................................................................. 45 E. Office Space .............................................................................................. 45 F. Hours Allocated for MEA Business and Training ...................................... 45

30. GRIEVANCE PROCEDURE...................................................................................... 46 A. Definition of a Grievance .......................................................................... 46 B. Timeliness of a Grievance ......................................................................... 46 C. Grievance Procedure ................................................................................ 46

31. DISCIPLINE ............................................................................................................ 48 A. Response to Written Reprimand .............................................................. 48 B. Pre-Action Due Process for Discipline Resulting in Loss of Pay (Termination, Demotion, Suspension, Reduction in Pay).................. 49 C. Appeal of Discipline Resulting in Loss of Pay - Advisory Arbitration ........ 50

32. PERSONNEL FILES ................................................................................................. 51

33. MANAGEMENT RIGHTS........................................................................................ 51

34. NON-DISCRIMINATION ........................................................................................ 51

35. SAVINGS CLAUSE .................................................................................................. 52

36. ADMINISTRATIVE CODE & PERSONNEL RULES AND REGULATIONS .................. 52 EXHIBIT “A”: LIST OF CLASSIFICATIONS REPRESENTED BY THE ASSOCIATION................. 54 EXHIBIT “B”: SALARY SCHEDULES ..................................................................................... 56 EXHIBIT “C”: DEFINITIONS OF “NEW MEMBER” AND “CLASSIC MEMBER” ..................... 68

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MEA TECHNICAL SERVICE UNIT

MEMORANDUM OF UNDERSTANDING
The Municipal Employees Association of Beverly Hills (hereinafter referred to as "MEA"), a formally recognized employee organization, representing all its members within the Technical Service Unit (hereinafter referred to as "Employees"), and duly authorized representatives of the management of the City of Beverly Hills (hereinafter referred to as "the City"), have met and conferred in good faith, freely exchanging information, opinions and proposals, and have reached the following agreement (hereinafter referred to as “MOU” or “agreement”) on matters within the scope of representation. A list of all of the classifications represented by the MEA is attached to this MOU as Exhibit “A”.

Now, therefore, the parties agree and mutually recommend to the City Council the following for its determination:

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 and verbal agreements between the parties hereto.

It is recognized that there exist now 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 MOU, or unless changed by the meet & and confer process. This MOU is subject to a determination and implementation by the City Council pursuant to Government Code Section 3505.1.

2. Term. Unless otherwise specified herein, this MOU shall be effective October 71, 202319 and shall expire on October 62, 20263.

3. Reopener. 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).

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1. SALARIES
Effective the pay period including October 1, 2019, employees will receive a base salary increase of two percent (2.0%).

Effective the pay period including October 1, 2020, employees will receive a base salary increase of two percent (2.0%).

Effective the pay period including October 1, 2021, 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 two percent (2.0%).

Effective October 7, 2023, employees will receive a base salary increase of four and forty-four one-hundredths percent (4.44%).

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 “B”.

Wellness Pay
The City agrees that effective the pay period including October 1, 2019, employees in the unit will receive twoone half of one percent (2.00.5%) of each employee’s 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, 2020, the City agrees that employees in the unit will receive an additional one half of one percent (0.5%) (for a total of 1% of annual base pay) for wellness pay.

Effective the pay period including October 1, 2021, 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. However, if the City’s Fiscal Year 2021-2022 Employer Miscellaneous Normal Cost Rate exceeds 10.303% (the 2020-2021 rate), employees in the unit will cost share (in accordance with Government Code section 20516(f)) as follows:

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Classic Employees: One-half (1/2) of the amount by which the Fiscal Year 2021-2022 Employer Miscellaneous Normal Cost Rate exceeds 10.303% up to a maximum of 0.5% of compensation earnable.

New Members as defined by the Public Employees’ Pension Reform Act of 2013: Onehalf (1/2) of the amount by which the Fiscal Year 2021-2022 Employer Miscellaneous Normal Cost Rate exceeds 10.303% up to a maximum of 0.5% of pensionable compensation.

This cost share would be effective the first day of the pay period including October 1, 2021. For example, if the City’s Fiscal Year 2021-2022 Employer Miscellaneous Normal Cost Rate increases to 10.903% (a 0.6% increase), employees will cost share 0.3%. If the City’s Fiscal Year 2021-2022 Employer Miscellaneous Normal Cost Rate increases to 12% (which is more than 1% above the 2020-2021 rate), the employees shall cost share 0.5%, 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.

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 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: Onehalf (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.

If the City’s Fiscal Year 2022-2023 Employer Miscellaneous Normal Cost Rate is lower than the City’s Fiscal Year 2021-2022 Employer Miscellaneous Normal Cost Rate, the employees will cost share, on an ongoing basis, the amount they started to cost share at the beginning of the pay

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period including October 1, 2021, but it will not be reduced. If the City’s Fiscal Year 2022-2023 Employer Miscellaneous Normal Cost Rate is higher than the City’s Fiscal Year 2021-2022 Employer Miscellaneous Normal Cost Rate, the employees will cost share as described above effective October 1, 2022 on an ongoing basis, but not in addition to the amount of the cost share the employees will be pay beginning with the pay period including October 1, 2021. The maximum cost share an employee can pay effective 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.

2. 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 he/shethey areis 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.

3. APPOINTMENT AND ADVANCEMENT
A. Probationary Period
The probationary period for all positions in the bargaining unit shall be one year.

A Department headDepartment Head has the right to extend an employee’s probationary period for two reasons: 1) the employee has missed at least 15 work days during his/hertheir probationary period; or 2) based on an employee’s work performance, the department headDepartment Head wants more time to determine whether the employee will be passed off probation. If the reason for the extension is days missed from work during probation, the probationary period will be extended by the number of workdays the employee has missed (for any reason), excluding approved vacation leaves during his/hertheir probationary period. If the reason for the extension is related to work performance, the probationary period cannot be extended by more than an additional six (6) months. In all cases, the City will inform a

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probationary employee in writing that his or hertheir probation has been extended prior to any extension and will inform such employee of the new date upon which his or hertheir probationary period will end.

After six months of service, initial-hire probationary employees shall be eligible to use all accrued leave benefits (with the exception of personal holiday and specified sick leave usage as required by law, which may be used within the first 6 months). Employees who are on probation after being promoted into another position within the bargaining unit (or from another full-time bargaining unit) remain eligible to use all accrued leave benefits.

Employees on probation (including probation for a position into which an employee has promoted) shall be eligible to apply for an open recruitment and a promotional recruitment.

B. Placement and Advancement Through Range

1. Salary Step Placement
Normally, employees shall be appointed to the first step in their allocated range.

Upon the recommendation of the Appointing AuthorityDepartment Head, the Human Resources DirectorDirector of Human Resources (or City Manager as required) may approve placement at a higher step within the prescribed range based upon the employee’s qualifications and performance justifying such placement.

Employees hired prior to the date of City Council approval of this 2019- 2023 MOU, who were at Step 1 at the time of approval, shall receive a salary step increase to Step 2 after six (6) months of satisfactory service. They shall then be eligible for salary step increases to Steps 3 through 5 after one (1) year of satisfactory service and each year thereafter.
b. 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

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delayed. All step increases will be made in accordance with the following procedure:
1) Upon receipt of an evaluation with an overall rating of “meets standards” or better, employees shall receive step increases in accordance with the schedule described in “a” above.
(2) Increases are recommended by the employee's supervisor and department head (or designee) and are approved by the Human Resources Director
(3) An employee’s merit increase may be withheld or delayed only if his/her overall performance is less than “meets standards” and his/her evaluation is given timely (i.e., within one calendar week of the employee’s scheduled increase date).

C. Application Of Salary Steps To Promotion
In the event an employee is promoted, the employee shall be placed at athe lowest step of the new classification that provides the employee at least five percent (5%) more than the base pay rate the employee was receiving prior to being promoted. In no event shall the promoted employee be placed above the top step of the new range. The effective date of the promotion shall be the first day of the pay period following the promotion date. The employee’s anniversary date for the position into which the employee is promoted (which determines step increases for that position) shall be the effective date of the promotion.

D. Special Merit Step Advancement
The City Manager may, upon the recommendation of the employee’s department headDepartment Head and the Human Resources DirectorDirector of Human Resources, authorize the advancement of an employee to any step earlier than he/shethey would normally be eligible. Such increases shall be effective on the first day of the pay period following approval by the City Manager, if not otherwise specified by the Appointing AuthorityDepartment Head.

Employees will thereafter be eligible for regular annual step increases on the anniversary of the special merit advancement.

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time of his/hertheir eight hour shift on the day of the week that corresponds with the employee's alternating regular day off. For employees working the 3/12 - 4/12 work schedule (as described below), their designated FLSA workweek (168 hours in length) shall begin exactly six hours after the start time of his/hertheir twelve hour shift on the day of the week that corresponds with the employee's alternating regular day off.
• A 5/40 schedule consists of a weekly work schedule of five (5) consecutive workdays of eight (8) consecutive hours each.
• A 9/80 schedule consists of alternate weeks of four (4) consecutive workdays of nine (9) consecutive hours each, followed by five (5) consecutive workdays, four of which consist of nine (9) consecutive hours each and one (1) day of eight (8) consecutive hours.
• A 4/10 schedule consists of a weekly work schedule of four (4) consecutive workdays of 10 consecutive hours each.
• A 3/12 – 4/12 schedule consists of alternate weeks of 3 consecutive workdays of 12 consecutive hours each, followed by 4 consecutive workdays of 12 consecutive hours each. For employees in the Water Worker IIIWater Treatment Plant Operator classification (which has been proposed to be retitled as “Water Treatment Plant Operator”) this schedule is inclusive of a sixty (60) minute paid meal period and breaks.
• For the 5/40, 9/80 and 4/10 work schedules, Wwhere the term “consecutive hours” is used herein, it is exclusive of unpaid meal breaks.

B. Work Schedule or Shift Schedule Changes

1. Employees on Probation
Employees on probation may have their work schedules (i.e., 9/80 or 4/10) or shift schedule (the time of day the employee is scheduled to work) changed by their department headDepartment Head at his/hertheir discretion.

When an employee is hired, they will be advised to which work schedule they will be assigned upon the competion of their probation. At least each quarter, the City shall notify MEA of employees hired and their assigned work schedule upon completion of probation. MEA may request to meet and confer over the work schedule at least 60 days prior to the employee’s scheduled end of probation. If requested, the City shall promptly meet and confer, no later than 2 weeks following the request.

2. Employees who have Passed ProbationSchedule changes

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Once off probation, the employee’s work schedule (e.g., 9/80 or 4/10, etc.) shall be the schedule regularly assigned to the last incumbent for the particular position. Any newly created positions shall be assigned the same work schedule as the majority of other employees working in that classification.

A department headDepartment Head retains the right to make de minimis changes to the shift schedule (i.e., start and end time of an employee’s work shift).

Any other changes to an employee’s work schedule or shift schedule are subject to meet and confer. However, if an employee requests to have his/hertheir work or shift schedule changed and his/hertheir supervisor agrees, the Human Resources Department and the Association shall be notified prior to the schedule change. The Association acknowledges that if requested to meet and confer over a work or shift schedule change, it will do so promptly, no later than two weeks after the request. Except as mentioned above, the City agrees that until the meet and confer process is exhausted there will be no changes to work or shift schedules or bonuses attached to any particular schedule.

C. Job Sharing
Job sharing is where two employees work the equivalent of one full-time position with the regular work schedule for the position and receive pro-rata benefits. Requests for job sharing will be evaluated on a case by case basis subject to an agreement between the City and the Association. Requests need to be made to the Department Head and will be evaluated in conjunction with the Human Resources Department.

D. Accurately Reporting Time Worked
Employees are required to accurately report all time worked on their time sheets and submit all timesheets by the deadline established by the Payroll Division of the Finance Department. Under no circumstances may an employee work any time in addition to his/hertheir regular work hours before or after work or on an unpaid meal break without first receiving approval in advance from his/hertheir supervisor. Thus, all overtime requires advanced approval. In addition, since no supervisor is permitted to require an employee to work overtime without it being reported on his/hertheir time sheet, if an employee works such time it will be recorded.

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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 5:30 p.m. works until 5:48 p.m. he/shethey would record 9.3 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.

E. Rest Periods
Employees shall be allowed but not required to take a rest period of fifteen (15) minutes during the first half of their shift and another rest period of fifteen (15) minutes during the second half of their shift.

Such rest periods shall be scheduled in accordance with the requirements of the Department, but in no case shall rest periods be scheduled within one (1) hour of the beginning or the ending of a work shift or lunch period unless pre-approved by a supervisor on an occasional basis. Rest periods may not be combined with meal periods to extend an employee’s meal period unless pre-approved by a supervisor on an occasional basis.

Rest periods shall be considered hours worked and employees may be required to perform duties, if necessary.

F. Meal Periods
Employees are required to take a meal period of at least thirty (30) minutes. The time off for meal periods shall not extend beyond the employee’s designated meal period without supervisor approval.

1. Except as otherwise provided by this MOU, meal periods are unpaid unless an employee is required by his/hertheir supervisor to work through his/hertheir meal period.

2. The procedure for taking a meal period shall be determined by the department directorDepartment Head or his/hertheir designee.

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5. OVERTIME
A. Earning Overtime and Assigning Overtime Work
Employees shall be paid overtime compensation at the rate of 1.5 times their regular rate of pay when required to work,: a) in addition to their regular work hours on a regular workday; b) on a day which is not their regular workday; or c) for working more than forty (40) hours in a workweek. If an employee uses leave on a particular workday and then works hours beyond his/hertheir regular shift hours at his/hertheir supervisor’s request on the same day, the employee may receive overtime for those hours or, if he/shethey requests to flex his/hertheir hours for that day so as to not use his/hertheir leave time (and it is acceptable to the employee’s supervisor) no overtime will be earned.

In an effort to equitably distribute overtime, the employee who has worked the least amount of overtime year to date (calendar year) shall be offered the overtime first. Then the employee with the second least amount of overtime will be offered an overtime shift and so on. If two or more employees have worked the same amount of overtime within the calendar year, overtime will be offered on the basis of seniority. In the event that no one volunteers for the overtime, the least senior employee will be required to work the overtime. At the end of each calendar year, the amount of overtime worked will be zeroed and overtime assignments for the next calendar year will initially be offered based upon seniority, and then as reflected above. As used herein, the term “seniority” refers to the employee’s overall cumulative full-time service within the City.

In the event an employee has worked more than 12 consecutive hours, a determination will be made by the employee's supervisor whether or not the employee shall be allowed to continue working. If the supervisor determines that the employee cannot safely work because he/shethey havehas worked longer than 12 consecutive hours and has not had a reasonable rest period, the employee can be allowed to perform other work for the remaining portion of his/hertheir shift and receive his/hertheir regular rate of pay. If, at the direction of the supervisor, the employee is sent home for all or part of his or hertheir regular work shift, he/shethey shall receive his/hertheir regular pay for the hours not worked.

If it is the employee who determines that he/shethey cannot safely continue to work, he/shethey shall be permitted to leave and will be able to use vacation, compensatory time or accrued personal holiday leave for hours occurring during the employee’s regular work shift.

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will be given to the employee in writing after the employee submits their time card, but before the time card is approved. For overtime worked on a holiday, the employee shall be granted CTO if requested and the Department does not have discretion to deny the accrual of CTO. Employees can accumulate up to 80 hours of compensatory time each calendar year. Since CTO is earned at

1.5 hours for each hour of overtime worked, 80 hours of CTO equates to 53.33 hours of overtime worked. Any CTO which employees have accrued that is still on the books at the end of each calendar year will be cashed out in January of the following year. Employees can then begin accruing CTO (to be used in the same calendar year) starting on the pay period that includes January 1. Employees working overtime shall receive either pay or compensatory time off (CTO) at the department head’s discretion except for premium payments for working on holidays which shall be at the employee’s discretion. Employees can accumulate up to 40 hours of compensatory time. Since CTO is earned at 1.5 hours for each hour of overtime worked, 40 hours of CTO equates to 26.66 hours of overtime worked. Once an employee has 40 hours of accumulated CTO, he/she cannot accumulate any additional CTO until his/her bank is below 40 hours .

Employees will be cashed out of any accumulated CTO at their current regular rate of pay when they leave employment with the City or are promoted/moved into a bargaining unit which does not have CTO for employees in the unit (e.g., a promotion to the Management and Professional Association).

An employee wishing to use his/hertheir accumulated compensatory time must provide reasonable notice to his/hertheir supervisor. If reasonable notice is provided, the request will only be denied if the request is unduly disruptive to the operations of the employee’s department. For purposes of this agreement, reasonable notice is defined as at least one calendar week. If an employee wishes to use compensatory time without providing reasonable notice, the decision to grant or deny that request will be at the discretion of the employee’s supervisor.

6. STANDBY AND CALL BACK
A. Standby
Employees in the unit may be required to be on standby after having worked in their current classification for at least six (6) months for many different reasons. Being on standby means that the employee is required to promptly return to work after being called and be fit for duty and able to respond. Employees are not permitted to use an substance that will impact their ability to return to work drink alcohol while on standby.

Employees on standby shall receive a cell phone from the City and will be required to respond to the call or text as quickly as possible. Upon responding, the employee will be instructed as to whether he or shethey areis required to return to work and will be informed of the location to which he or shethey must respond. Response time will generally be the employee’s normal commute time and any additional minimal time necessary to get ready to return to work.

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Standby lists shall be created monthly, at least one week in advance of any standby shift. Lists will consist of volunteers. If there are not enough volunteers to create a list, employees will be added by inverse order of seniority, which, for standby, is defined as time in classification. A supervisor qualified to perform the work may also be assigned to a standby shift and added to the standby list for the month. However, standby shifts offered to members of the MEA bargaining unit may not be assigned to employees in other bargaining units once bid by an MEA member. Employees will be permitted to trade stand-by shifts with their colleagues.

Employees required to be on standby shall receive three (3) hours of straight-time pay per day of standby and four (4) hours of straight time pay while on standby on the holidays listed in Article

18. Employees who call in sick for a day while on standby shall not receive standby pay for the day if they are unable to respond to a call for service. Employees will be eligible to receive standby pay on a day they call in sick if at the time they call in, they notify their supervisor that they are able to respond to calls for service after regular scheduled hours.

B. Call Back
An off-duty employee can be called back to work duringwhile off duty during hours which do not overlap his/hertheir regular work hours. In these case, they shall be paid for all hours actually worked with a minimum of four (4) hours paid at one and one-half times (1.5 times) the employee’s regular rate of pay. However, if the hours when the employee is called back overlap his/hertheir regular work hours, he/shethey shall receive his/hertheir regular pay for those hours and only receive one and one half (1.5) times the regular rate of pay for the time which is not overlapping his/hertheir regular work hours. If an employee is only required to communicate electronically and not report to work, he/shethey will be paid for his/hertheir actual time worked if not de minimis.

7. SHIFT DIFFERENTIAL PAY
A. Definition of Shifts

1. Day shift means any authorized work schedules assigned except swing, or night shift as defined belowabove.

2. Swing shift means authorized work schedules regularly assigned in which at least four (4) hours worked are between the hours of 5:00 p.m. and 1:00 a.m. of each workday.

3. Night shift means authorized work schedules regularly assigned in which at least four (4) hours worked are between the hours of 11:00 p.m. and 8:00 a.m. of each workday.

B. Shift Pays

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1. Swing Shift:
a. An employee assigned to a swing shift on only one day during the workweek shall receive a shift differential of three percent (3%) of base salary for the one swing shift.
b. If an employee works more than one swing shift during the workweek, the employee shall receive a shift differential of three percent (3%) for the entire workweek.

2. Night Shift:
a. An employee assigned to a night shift on only one day during the workweek shall receive a shift differential of six percent (6%) of base salary for the one night shift.
b. If an employee works more than one night shift per week, the employee shall receive a shift differential of six percent (6%) of base salary for the entire workweek.
c. An employee assigned to a shift which qualifies as both a swing shift and a night shift (e.g., a shift from 8:00 p.m. to 5:30 a.m.) is considered a night shift in determining eligibility of shift pay.

The parties agree that to the extent permitted by law, the compensation for shift pay is special compensation and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(4) and 571.1(b)(3) Shift Differential.

8. WORKING OR TRAINING OUTSIDE OF CLASSIFICATION
A. Filling Position Out Of Classification (FPOC)
As the result of departmental need and while so assigned,Every 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 while so assigned at a step within the higher classification’s range for the higher classification that is at least five percent (5%) higher than the employee’s current base salary. In, but 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 FPOC pay shall not receive the pay when on vacation or sick leave for three consecutive calendar weeks or longer.

1. Where an employee is assigned to fill a position out of classification with less than two weeks’ notice, the FPOC can be approved (and the employee is then

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authorized to be paid) by an email where the Department Head approves it. The employee will not be required to perform the FPOC work until he/shethey receives written approval (in the form of an email from the Department Head) authorizing the work and pay. The Department shall complete the necessary personnel forms (personnel action form and FPOC request form) and submit them to Human Resources.

2. Where the employee is assigned to fill a position out of classification with more than two weeks’ notice (i.e., the FPOC 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 headDepartment Head or designee is obtained. This requires the completion and approval of the necessary personnel forms (personnel action form and FPOC request form) and submitted them to Human Resources.

3. To be eligible for compensation (as described above) for filling 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 theyhe/she will be performing during this acting time and which differentiates it from the lower classification.

4. Employees assigned to fill positions out of classification shall not acquire status or credit for services in the higher class and may be returned to their regular position at any time.

5. In the event that an FPOC assignment lasts for three (3) months or longer and there are additional qualified employees available for the assignment, the assignment will be rotated pursuant to the following process:
a. When an employee has been working in an FPOC assignment for three months and it will continue beyond three (3) months, the appointing authorityDepartment Head shall inform employees that they may submit an interest memo for the assignment.
b. Employees submitting interest memos shall set forth their qualifications for the FPOC assignment to their immediate supervisor.
c. The department headDepartment Head or designee shall review interest memos after which they shall attach a memorandum of their own, which includes any comments they have and their recommendation as to whether the employee should receive the assignment for which he/shethey havehas applied. Within 10 calendar days after an employee is informed that he/shethey werewas not selected for an assignment, the employee may ask the department headDepartment Head or designee

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who made the selection, for the reason he/shethey werewas not selected.

The department headDepartment Head or designee shall respond within 10 calendar days. The decision of the appointing authorityDepartment Head regarding selection to an FPOC assignment is not subject to the filing of a grievance.
d. After reviewing all requests for an FPOC assignment that will last three (3) months or longer, the appointing authorityDepartment Head shall establish a list of qualified applicants. The most senior qualified employee shall be offered the FPOC assignment. If the FPOC assignment does continue beyond three (3) months, the next most senior qualified employee shall be offered the assignment three (3) months later, and so on for the duration of the FPOC assignment. The department headDepartment Head’s decision is final and not subject to grievance. e. Notwithstanding the above, when compelling reasons exist the appointing authorityDepartment Head shall retain the right to assign personnel to FPOC assignments of three (3) months or longer without following the above procedures if the appointing authorityDepartment Head believes such action is in the best interests of the respective Department. If the department headDepartment Head needs to exercise his/hertheir right in such compelling circumstances, he/shethey must articulate his/hertheir reasons in writing. The parties agree that when a Street Maintenance Worker is assigned to work with a jackhammer or a street repair compressor for any part of his shift, he/shethey will receive FPOC for the entire shift while so assigned.

The parties agree that to the extent permitted by law, the compensation for FPOC is special compensation for “classic member” employees as defined in Exhibit C to this MOU and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(3) Temporary Upgrade Pay.

B. Employees Working In A Special Assignment
It is the intent of the City to provide special assignment opportunities to employees who have expressed interest in these opportunities. The City values employees who are self-motivated to achieve qualifications for higher positions and who wish to promote themselves. Special assignments are distinguished from FPOC by the fact the employee is not working in a different (higher) classification or is not performing the full scope of duties required by another classification. Rather, special assignment pay (which may be a full-time assignment or for a set amount of hours designated by the City) is for an employee who performs duties that are not within the scope of his/hertheir regular classification.

The following procedures apply to special assignments:

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1. When an opening for a special assignment becomes available, the department headDepartment Head or designee shall post the assignment for a minimum of five (5) work days (by email and in common areas for employees who don’t have email access). The notice shall inform employees of the procedure and timeline to submit an interest memo on the assignment.

2. Employees submitting interest memos shall indicate their reasons and qualifications for the special assignment in written form.

3. After reviewing all interest memos, the department headDepartment Head or designee shall establish a list of qualified applicants. The most senior (based on City service) qualified candidate shall be offered the special assignment.

4. If the special assignment continues beyond six (6) months, the next most senior qualified employee shall be rotated into the assignment six (6) months later, and so on for the duration of the special assignment. Special assignments may be extended beyond six (6) months if no other employees are qualified or express interest and the department headDepartment Head deems it necessary.

5. Within fourteen (14) calendar days after an employee is informed that he/shethey werewas not selected for the special assignment, the employee may ask the department headDepartment Head or designee who made the selection, for the reason that he/shethey werewas not selected. That person shall in writing respond within fourteen (14) calendar days. The decision regarding selection to the special assignment or the order of the list of qualified applicants is not subject to the filing of a grievance.

Notwithstanding the above procedures, when compelling reasons exist a special assignment increase may be granted to an employee by a Department Head without following the above procedures if the Department Head believes such action is in the best interests of the respective Department provided that the employee is clearly performing specific duties above and beyond that required by his/hertheir classification while not assigned or authorized to be filling a position out of classification. The Appointing AuthorityDepartment Head shall submit his/hertheir recommendation and justification to the Human Resources DirectorDirector of Human Resources for approval. The Human Resources DirectorDirector of Human Resources will review the recommendation and determine whether it is warranted given the standards of this section.

Annually, a review by the Human Resources DirectorDirector of Human Resources of the special assignment shall be made to determine if it is still warranted.

An employee shall receive six percent (6%) above his/hertheir hourly base salary for each hour assigned to the special assignment.

C. Employees Training For Duties Outside Of Their Classification

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Employees in the unit may train to perform duties outside of their classification. The parties have identified the following:

1. Cross Training
Cross training is training provided to an employee to perform duties that are not currently performed by his/hertheir classification. The parties acknowledge that there can be a benefit from cross training willing employees because employees can learn skills which may be used to promote, work on a special assignment, or earn FPOC. Cross training opportunities will be sent to all employees in the bargaining unit via email posted on the City Bevy for a minimum of seven (7) calendar days prior to a training opportunity being available and will be filled after a reasonable opportunity to submit a memo of interest is provided.

Cross training is to be distinguished from training an employee to perform tasks and duties which relate to their job. The City may wish to assign an employee to perform their current or related duties with updated technology or systems or may wish to modify the employee’s job description to reflect that the duties will be performed with different equipment or technology. That is not cross training.

Any collective bargaining obligations which may result from modifications to a job description or as a result of the assignment of new duties related to an employee’s current position must be satisfied prior to changes in the job description or the assignment of the new duties.

Cross training opportunities are subject to the following:
a. All cross training shall be approved by the employee’s supervisor and respective Department Head.
a.b. All cross training shall be voluntary. An employee shall not be made to cross train against his/hertheir will. There is no additional compensation paid to employees who cross train.
b.c. Employees who cross train are to train with other employees who are currently performing those tasks or with vendors who are familiar with those tasks.
c.d. If an employee agrees to cross train, the employee being cross trained will not be used to fill a vacant position.
d.e. Cross training will not exceed six months. Once the employee is trained such that he/shethey can perform the duties without additional training, FPOC may be applicable.

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2. Special FPOC For Employees Training in the Water Treatment Facility:
a. The parties acknowledge that the City’s Water Treatment Facility is rated as a T-3 facility, which requires that employees in the classification of Water System Worker IIIWater Treatment Plant Operator maintain a T-2 water certification.
b. If during the term of this MOU the Facility is re-rated as a T-4 facility it would cause employees in the Water System Worker IIIWater Treatment Plant Operator classification to need a T-3 Water certification, which requires such employees pass a T-3 certification test and to work in the treatment facility for one year.
c. The parties agree that subject to the discretion of the Public Works Director, an employee may spend six months cross training as a Water System Worker IIIWater Treatment Plant Operator without additional compensation (as described in Cross Training section above). d. After six months if the employee has passed the T-3 certification test, the employee may continue working in the Water Treatment Plant as a means of obtaining the one-year experience requirement; provided, however, the employee shall be paid a special FPOC pay of ten percent (10%) above his or hertheir classification while working in the facility, until he/shethey actually receives the T-3 certificate. After the employee obtains the T-3 certificate, he or shethey may continue to be assigned to work in the facility, and he/shethey will receive “regular” FPOC, subject to the FPOC provisions above.

9. RECLASSIFICATION
A reclassification occurs when an employee or employees are performing duties that are not within the scope of the existing classification such that the existing classification no longer accurately describes the scope of work being performed.

A reclassification may also occur when a change in organizational structure or need necessitates a change in the scope of work or duties being performed by the classification or position(s) affected.

A. Request for Reclassification
If an employee, MEA or a Department believe that the duties and responsibilities of a position have changed and are no longer accurately described by the job description for the classification the employee, MEA or a Department may make a request for reclassification to the Human Resources DirectorDirector of Human Resources or designee. Such requests shall be made in

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writing using a form specified by the Human Resources Department. and a copy of which will be given to each potentially impacted employee’s respective department head at the initial filing.

If MEA disagrees with Human Resources’ decision, Human Resources and MEA will meet. If as a result of that meeting, an agreement between Human Resources and the MEA is not reached, the reclassification study will be conducted.

All employee, MEA or Department initiated requests must be submitted to Human Resources between July 1 and July 31 no later than December 1 (and September 15 starting in 2020 and beyond) for implementation in the next fiscal year. Before a request for reclassification can be submitted, the employee must have been performing duties that are not accurately described by the employee’s job description for at least nine (9) months.

If a request for reclassification is made, there shall be no changes to the employee’s wages, hours, or working conditions as a result of the reclassification without first completing the meet and confer process with the Association.

The Human Resources DirectorDirector of Human Resources or designee shall conduct a classification study of the position and report the results of the study to the City Manager prior to City Council budget presentations. A copy of the classification study shall be provided to the employees affected and MEA prior to City Council budget presentations. If a reclassification or salary adjustment is recommended and approved as part of the budget process, the affected employee(s) will be reclassified effective the next July 1 (or the effective date of the next City budget).

The decision of the City Manager shall be final. In the event the reclassification request is denied, neither the employee nor the MEA have the right to grieve the decision.

B. Reclassification Types

1. Upward Reclassification
If an employee receives an upward reclassification, he/shethey shall be placed at the lowest step of the new classification that provides the employee with a step base salary that is at least five percent (5%) more than the base salary the employee was receiving prior to the reclassification. In no event shall the reclassified employee be placed above the top of the new range.

If all positions in a classification (City-wide) are reclassified upward, an employee in the class shall be appointed to the reclassified position, provided that the

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employee meets the qualifications established for the reclassified position. If an employee in the classification does not meet the qualifications for the reclassified position, the City will meet with Association and employee to evaluate all available options

2. Downward Reclassification
When a position(s) in the unit is reclassified downward to a class having a lower salary, the least senior employee(s) (according to total full-time City Service) will be downgraded and his or hertheir (or their) salary shall be "Y"-rated, which shall freeze the employee’s(’) salary at that amount received just prior to the reclassification and shall prevent salary advancement for such position until the schedule for the reclassified position's classification provides a step which exceeds the salary paid to the employee(s). No reduction of salary rate shall result from "Y"-rating.

10. JOB DESCRIPTIONS
The parties acknowledge that there is an occasional need to modify job descriptions or create new job descriptions for new or existing jobs to reflect current duties and changing ways of doing business. To that end, the City shall provide MEA with copies of proposed job descriptions or changes to existing job descriptions at least 12 calendar days in advance of actually changing the job description or implementing a new job description. Within that 12 day period, MEA will have the right to 1) provide input in writing regarding the City’s proposed changes in a document which 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:

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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 COMPENSATIONCERTIFICATION AND BILINGUAL PAY No compensation adjustments authorized by this article shall become effective until an official transaction form authorizing the adjustment is approved by the Human Resources DirectorDirector 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

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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 Electrician 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 TechnicianElectrician Level II - $25.00/mo.

Offered through International Municipal Signal Association (IMSA) Eligible position(s): Electrical Technician, Traffic Signal TechnicianTraffic Signal and Street Lighting Technician, Traffic Control Systems Specialist.

IMSA Traffic Signal TechnicianElectrician Level III - $25.00/mo.

IMSA Signs and Pavement Markings Traffic Paint and Sign Technician II - $25.00/mo.

Offered through International Municipal Signal Association (IMSA) Eligible position(s): Street Maintenance Technician.

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Roadway Lighting Level I - $25.00/mo.

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 System Worker IIIWater 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, he/shethey 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 System Worker IIIWater 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.

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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 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.

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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 Fire Mechanic I Certificate - $25.00/mo.

Offered through the California Fire Chief's Association, Fire Mechanic Section
Emergency Vehicle Technician Fire Mechanic II Certificate - $25.00/mo.

Offered through the California Fire Chief's Association, Fire Mechanic Section
Emergency Vehicle Technician IIIMaster Fire Mechanic Certification – Level III - $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.

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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. Building and Safety DepartmentCommunity Development Department a. ICC and Cal Green Certification: Any Inspector in the Building and Safety DepartmentCommunity Development Department who participates in and achieves certification by the International Code Council and Cal Green in his/hertheir 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 OfficeHuman 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). The certification of tests is required for written and oral proficiency in Spanish, Farsi, Korean, Russian, Sign, 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 his/hertheir 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

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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 $7600 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 $4300 per fiscal year for the purchase of safety boots provided the employee’s department headDepartment 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 headDepartment Head determines there is a need for an employee to use safety glasses as part of his/hertheir job, the employee may choose: 1) to be reimbursed up to $4200 per fiscal year for the purchase of prescription safety glasses. Employees must submit a receipt(s) (which indicates the glasses purchased are for safety), or 2) go to the City’s provider and choose safety glasses (up to $200 per year). If the employee chooses safety glasses in excess of $4200 per fiscal year, he/shethey 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 Allowance
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.

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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 does not to drive their personal vehicle for City business doeswill not qualify for 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 shall be provided with the amount of $2,150.00 per month for the purchase of the optional medical, dental and optical insurance benefits. The $2,150.00 per month is inclusive of the CalPERS statutory minimum.

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Effective January 1, 2022, employees who are enrolled in medical insurance coverage at the employee + family level will be provided $2,250.00 per month for the purchase of the optional medical, dental and optical insurance benefits. The $2,250.00 per month is inclusive of the CalPERS statutory minimum. Employees who are enrolled in medical insurance at the employee or employee + 1 level, will continue to be provided a City contribution of $2,150.00.

Effective January 1, 2023, employees who are enrolled in health insurance coverage at the employee + family level will be provided $2,350.00 per month for the purchase of the optional medical, dental and optical insurance benefits. The $2,350.00 per month is inclusive of the CalPERS statutory minimum. Employees who are enrolled in medical insurance at the employee or employee + 1 level, will continue to be provided a City contribution of $2,150.00.

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 $2,200150.00 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)

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

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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.

Effective January 1, 2022, employees who opt out or who are enrolled in health insurance coverage at the employee only or employee + 1 level will continue to receive cash up to a maximum of $475 per month. Employees enrolled in health insurance coverage at the employee + family level will be eligible to receive cash up to a maximum of $425 per month.

Effective January 1, 2023, employees who opt out or who are enrolled in health insurance coverage at the employee only or employee + 1 level will continue to receive cash up to a maximum of $475 per month. Employees enrolled in health insurance coverage at the employee + family level will be eligible to receive cash up to a maximum of $375 per month.

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 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 is able to demonstrate to the City’s

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satisfaction that he/shethey havehas 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, Guardian. 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, Vision Service Plan (VSP). 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)

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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. This disability insurance plan is effective the beginning of the month following approval of this MOU (until the benefit is changed, employees will receive the prior plan of a $6,000 salary cap and a 60-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 his/hertheir 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

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1. Retirees hired before January 1, 2010 (service retirement only) retiring on and after February 1, 1990, 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 up to $150/month toward medical coverage under CalPERS. If the statutory minimum exceeds $150, 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.

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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 his/hertheir 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.

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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.

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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 his/hertheir 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 his/hertheir own deferred compensation account from his/hertheir 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, The converted sick leave may only be used to fund “catch

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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.

4. The first time an employee invokes this provision, an employee may only convert up to the amount of sick leave he/she would be eligible to receive if he/she separated from service at the time of the sick leave conversion to deferred compensation less 500 hours.

5. Subsequently, the number of sick leave hours eligible for conversion to deferred compensation will be determined by combining the elements below. • The accumulated sick leave payoff percentage will be applied to new sick leave hours accrued after a conversion.
• The incremental increase in the sick leave payoff percentage since the most recent conversion will be applied to the remaining sick leave balance after a conversion.

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

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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 his or hertheir 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 40 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 headDepartment 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 headDepartment 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, he/shethey will not accrue a floating holiday per this paragraph unless he/shethey reduces 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:

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a. If the holiday falls on one of his/hertheir workdays, he/shethey shall be given that day off with pay, if possible.
b. If the holiday falls on one of his/hertheir days off, he/shethey 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, he/shethey will be paid for the holiday, plus either 1½ times his or hertheir 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 department headDepartment Head’s (or designee’s) 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 Hheads or designees will not act unreasonably in granting requests to use personal holiday leave.

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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
With the exception of employees who change positions within the unit by promotion, transfer or for some other reason (or who promote or otherwise move into the unit from another full-time unit within the City), vacation accumulated shall not be available for use until an employee completes six months of service. Upon completion of six months of service, every eEmployees may use accumulated vacation if approved by the their employee's department headDepartment 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 his/hertheir maximum vacation accumulation will stop accruing vacation until his/hertheir balance falls below his/hertheir 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).

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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 Appointing AuthorityDepartment Head. Every Ddepartment Hhead 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 Ddepartment Hhead’s right to plan work under his/hertheir control; however, he/shethey 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

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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. New Employment: With the exception of employees who change positions within the unit by promotion, transfer or for some other reason (or who promote or move into the unit from another full-time unit), sick leave accumulated shall not be available for use until an employee completes six months of service. During the first six (6) months of employment, an employee may use up to three (3) days of sick leave. After six (6) months, an employee may use any sick leave he/she has accrued.

3. 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, or 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.

4. 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. Eligible sick leave for 2019 will be paid as provided in this paragraph (which will be paid in January 2020).

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Effective for sick leave accrued in calendar year 2020 and every year thereafter, If an employee wants to cash out sick leave (because he/shethey havehas used twenty-seven (27) hours of sick leave or less), he/shethey must comply with the following: By December 15 (the first year being 2019) 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 his/hertheir 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 made 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, he/shethey 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 Ddepartment Hhead 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.

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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 he/shethey would receive if he/shethey 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 his/hertheir 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 Human Resources DirectorDirector 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, he/shethey 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 his/hertheir job, and the employee is not eligible to receive a disability retirement from PERS, the City may separate the employee for medical reasons.

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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 he or shethey werewas 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 his/hertheir 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 he/shethey 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 his/hertheir shift, or call in to his/hertheir supervisor and ask to use leave to cover the rest of his/hertheir 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 he/shethey areis called to jury service will be authorized to change his/hertheir 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 his/hertheir 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 his/hertheir 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 his/hertheir 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.

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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 in a manner 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 his/her 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 his/her 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 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.

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 quasijudicial proceeding such services 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. This article is not applicable to those employees participating in judicial or quasijudicial proceedings that are within the scope of their employment.

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 Ddepartment Hhead or designee and shall be used only if all

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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 Ssick lLeave 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 his/hertheir separation.

Each employee eligible to receive sick leave pay-off shall receive said pay at the time of 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. TUITION EDUCATION REIMBURSEMENT
In accordance with the requirements of Administrative Regulation, Number 3A.2HR.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:

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• the name of the institution at which the course(s) will be taken, • the title(s) of the course(s) for which he/shethey areis seeking reimbursement, and
• how the course(s) is directly related to the employee’s job The employee shall forward this document to his/hertheir department headDepartment 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 headDepartment 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 our 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:

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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 he/shethey areis absent, the person authorized to act on his/hertheir 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 Unit. At least one steward will come from Parks and Recreation and one from Administration provided there are volunteers from those divisions. MEA shall provide a written list of employees who have been selected as stewards to the Human Resources DirectorDirector of Human Resources. This list shall be kept current at all times by MEA and submitted to the Human Resources DirectorDirector 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 he/shethey areis working on MEA related business outside of his/hertheir regularly work hours. An MEA member working on MEA business outside of work hours is not considered to be working for the City.

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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 City shall remit the deductions on a bi-weekly basis, when feasible. 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 RoomsOffice Space
MEA will vacate the office space currently provided by the City by April 1, 2020. Starting on April 1, 2020, tThe 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.

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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 Human Resources DirectorDirector of Human Resources in writing of the alleged violation, misinterpretation, or misapplication. The Human Resources DirectorDirector of Human Resources shall either promptly schedule a meeting with the designated MEA representative to discuss the grievance or may respond

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in writing within fifteen (15) calendar days. If a meeting is scheduled, the Human Resources DirectorDirector of Human Resources shall present his/hertheir 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 headDepartment Head or Designee: The employee must present, in writing, to the employee’s department headDepartment Head (or the department headDepartment 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 headDepartment Head or designee shall either promptly schedule a meeting with the grievant (the employee (who may be represented if he/shethey wishes)) to discuss the grievance or may respond in writing within fifteen (15) calendar days. If a meeting is scheduled, the department headDepartment Head or designee shall present his/hertheir 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 Human Resources DirectorDirector of Human Resources or department headDepartment 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 Human Resources DirectorDirector 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 Human Resources DirectorDirector 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 his/hertheir availability for the hearing. If the parties cannot reach agreement on an arbitrator, the Human Resources DirectorDirector 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.

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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 his/hertheir advisory recommendation, it will be submitted to the City Manager.

7. The arbitrator shall provide copies of his/hertheir recommendation to both parties’ representatives. Within ten (10) calendar days from the receipt of the advisory arbitration's recommendation, MEA (or the employee isf proceeding on his/hertheir own) and the applicable department headDepartment Head may submit to the City Manager a brief statement, not exceeding three (3) doublespaced 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 headDepartment 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 his/hertheir 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 his/hertheir probationary period, he/shethey 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 pre-action 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

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be attached to the warning or counseling memo (or other such document) in the employee’s personnel file.

A. Response to Written Reprimand

1. Administrative Appeal of Written Reprimand:

A unit member who receives a written reprimand shall be entitled to appeal the action to the City Manager or his/hertheir designee. Within seven (7) calendar days of receipt by the unit member of a written reprimand, he/shethey shall notify the issuer of the written reprimand in writing that he/shethey intends 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 must 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 his/hertheir 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 his or hertheir 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 headDepartment 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 his/hertheir 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.

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If the employee chooses to respond in writing, he/shethey must insure his/hertheir 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, he/shethey 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 he/shethey wishes 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 his/hertheir 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 he/shethey chooses. 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 he/shethey wishes to appeal the discipline, he/shethey must do so in writing by serving a notice of appeal to the Human Resources DirectorDirector 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, he/shethey (or the representative) shall submit a written notice of appeal. A representative of the City shall contact either the employee or his/hertheir identified representative within ten (10) calendar days of receipt of the notice of a-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 his/hertheir availability for the hearing. If the parties cannot reach agreement on an arbitrator, the Human Resources DirectorDirector 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

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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 his/hertheir advisory recommendation he/shethey 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 his/hertheir 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 headDepartment Head. The City Manager's decision shall be final and binding. In reaching his/hertheir 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 OfficeHuman 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 OfficeHuman 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

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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

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_________________________ __________________________
Steve Jaramillo, President Date
Bargaining Team:
_________________________ __________________________
Terry CarneyRyan Nelson, Vice President Date
_________________________ __________________________
Osvaldo CirinoMichal 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

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_________________________ __________________________
Tatiana SzerwinskiMichael Nettles Date
_________________________ __________________________
Peter Brown Date

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EXHIBIT “A”

LIST OF CLASSIFICATIONS REPRESENTED BY THE ASSOCIATION
Account Clerk I
Account Clerk II
Account Specialist
Accountant I
Accountant II
Accounting Technician
Administrative Clerk I
Administrative Clerk IIOffice
Assistant
Assistant Planner
Building Inspector I
Building Inspector II
Building Maintenance
Attendant
Cable TV/Video Production
Coordinator
Cable TV/Video Associate
IIVideo Producer/Editor
Cable TV Program
Operations SpecialistVideo
Production Specialist
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 Administrative
AssistantSupport Specialist
Cultural Programs Assistant
Customer Service
Representative
Customer Service and Solid
Waste Specialist
Customer Services Specialist
Development Services
Technician I
Development Services
Technician II
Drainage Maintenance
Worker I
Drainage Maintenance
Worker II
Electrician
Electrical Technician
Engineering Aide
Engineering Permit
Coordinator
Environmental
Maintenance Worker
Environmental Compliance
Inspector
Equipment Mechanic I
Equipment Mechanic II
Facilities Maintenance
Mechanic
Field Services
Representative
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
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
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
SecretaryAdministrative
Assistant
Senior Accounting
Technician
Senior Building Inspector
Senior Code Enforcement
Officer
Senior Customer Service
RepresentativeAccount
Specialist
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

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Senior Parking Attendant
Senior Parking Services
Technician
Senior Solid Waste
Equipment Operator
Senior Support Specialist
Senior Street Sweeper
Operator
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
Senior Solid Waste
Equipment Operator Solid
Waste Inspector
Special Events Coordinator
Street Maintenance
Worker
Street Maintenance
Technician
Lead Street Maintenance
Technician
Street Sweeper Operator
Telecommunications
Analyst
Traffic Signal & Street
Lighting Technician
Traffic Sign and Paint Tech
Traffic Signal & Street
Lighting Technician
Traffic Engineering
Technician
Transportation Planning
AnalystSpecialist
Urban Forest Inspector
Utility Service Locater
Technician
Venue Coordinator
Venure Coordinator –
Historic Site
Water Conservation
Specialist
Water System Inspector
Water System Technician
Water System Worker I
Water System Worker II
Water System Worker
IIIWater Treatment Plant
Operator
Web Coordinator
Front-End Web Developer

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EXHIBIT “B”

SALARY SCHEDULES

MUNICIPAL EMPLOYEES ASSOCIATION (MEA) SALARY SCHEDULE
Effective September 28, 2019
PAC # CLASSIFICATION TITLE
SALARY

SCHEDULE SALARY RANGE
6025 Account Clerk I G-34 $ 3,851 - $ 4,771
LB Account Clerk II G-44 $ 4,254 - $ 5,270
6015 Accountant I H-15 $ 6,996 - $ 8,667
6010 Accountant II H-20 $ 7,353 - $ 9,109
6020 Accounting Technician G-54 $ 4,699 - $ 5,821
LP Administrative Clerk I G-28 $ 3,628 - $ 4,494
6165 Administrative Clerk II G-38 $ 4,007 - $ 4,964
5095 Assistant Planner H-03 $ 6,209 - $ 7,691
5035 Building Inspector I H-02 $ 6,147 - $ 7,615
5030 Building Inspector II H-12 $ 6,790 - $ 8,412
3725 Building Maintenance Attendant G-22 $ 3,418 - $ 4,234 4560 Cable TV Program Operations Specialist G-70 $ 5,510 - $ 6,826 4565 Cable TV/Video Associate II G-67 $ 5,348 - $ 6,625 4555 Cable TV/Video Production Coordinator G-76 $ 5,849 - $ 7,246 LC Cataloging Specialist H-05 $ 6,334 - $ 7,846
3580 Central Stores Specialist G-56 $ 4,793 - $ 5,938
5125 Civil Engineering GIS Specialist H-03 $ 6,209 - $ 7,691 Clinical Program Coordinator H-30 $ 8,122 - $ 10,062
5060 Code Enforcement Officer G-79 $ 6,026 - $ 7,465
CN Communications & Marketing Assistant G-60 $ 4,988 - $ 6,179 4535 Communications Specialist-IT H-05 $ 6,334 - $ 7,846 FM Communications Systems Technician H-05 $ 6,334 - $ 7,846 6145 Contract Administrative Assistant G-64 $ 5,190 - $ 6,430 EC Cultural Programs Assistant G-71 $ 5,565 - $ 6,894
6190 Customer Service Representative G-52 $ 4,606 - $ 5,706 6180 Customer Services Specialist G-67 $ 5,348 - $ 6,625 5045 Development Services Technician I G-54 $ 4,699 - $ 5,821 5040 Development Services Technician II G-62 $ 5,088 - $ 6,303 3690 Drainage Maintenance Worker I G-41 $ 4,170 - $ 5,115 3685 Drainage Maintenance Worker II G-51 $ 4,561 - $ 5,650 NG Electrical Technician G-59 $ 4,929 - $ 6,118
3780 Electrician G-78 $ 5,966 - $ 7,391
NH Engineering Aide G-58 $ 4,890 - $ 6,057
NE Engineering Permit Coordinator G-68 $ 5,401 - $ 6,691

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3775 Environmental Maintenance WorkerG-30 $ 3,701 - $ 4,585 5135 Environmental Compliance InspectorH-16 $ 7,066 - $ 8,754 NI Equipment Mechanic IG-54 $ 4,699 - $ 5,821
3570 Equipment Mechanic IIG-65 $ 5,242 - $ 6,494
3715 Facilities Maintenance MechanicG-46 $ 4,339 - $ 5,376 3540 Field Services RepresentativeG-45 $ 4,296 - $ 5,322 3720 General RepairworkerG-40 $ 4,088 - $ 5,064
CF Gerontologist G-70 $ 5,510- $ 6,826
4595 Graphic ArtistG-62 $ 5,088 - $ 6,303
LJ Graphic Services WorkerG-34 $ 3,851 - $ 4,771
5506 Human Services SpecialistH-20 $ 7,353 - $ 9,109
3755 Irrigation SpecialistG-58 $ 4,890 - $ 6,057
3565 Lead Equipment MechanicG-56 $ 4,793- $ 5,938
3760 Lead Park RangerH-01 $ 6,086 - $ 7,540
3691 Lead Street Maintenance TechnicianG-75 $ 5,791 - $ 7,174 EK Librarian IG-75 $ 5,791 - $ 7,174
4020 Librarian IIH-05 $ 6,334 - $ 7,846
LM Library Clerk IG-35 $ 3,889 - $ 4,818
FX Library Clerk I/DriverG-35 $ 3,889 - $ 4,818
4045 Library Clerk IIG-45 $ 4,296 - $ 5,322
KC Library Page IIF-07 $ 2,005- $ 2,484
4035 Library TechnicianG-58 $ 4,890 - $ 6,057
DO Microcomputer Support Specialist IIH-05 $ 6,334 - $ 7,846 3770 Park Services WorkerG-43 $ 4,212- $ 5,218
JI Parking CoordinatorG-28 $ 3,628 - $ 4,494
3605 Parking Services TechnicianG-55 $ 4,746- $ 5,879
DU Planning TechnicianG-67 $ 5,348 - $ 6,625
DX Programmer Analyst IH-08 $ 6,884 - $ 8,084
DY Programmer Analyst IIH-18 $ 7,208 - $ 8,930
6150 Project Staff AssistantG-63 $ 5,139 - $ 6,366
CL Public Records CoordinatorG-72 $ 5,621 - $ 6,923
5145 Public Works Inspector IH-02 $ 6,147 - $ 7,615
5140 Public Works Inspector IIH-12 $ 6,790 - $ 8,412
5610 PublicistG-73 $ 5,677 - $ 7,033
6060 Purchasing SpecialistG-70 $ 5,510- $ 6,826
CI Records/Micro Computer Imaging TechG-23 $ 3,452 - $ 4,276 5540 Recreation CoordinatorG-48 $ 4,427 - $ 5,484
4605 Reprographics AssistantG-39 $ 4,047 - $ 5,014
6155 SecretaryG-53 $ 4,652- $ 5,763
Senior Accounting TechnicianG-64 $ 5,190- $ 6,430
5025 Senior Building InspectorH-22 $ 7,501 - $ 9,292
5055 Senior Code Enforcement OfficerH-11 $ 6,723 - $ 8,329 SC Senior Customer Service RepresentativeG-60 $ 4,988 - $ 6,179

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3680 Senior Drainage System Worker G-78 $ 5,966 - $ 7,391 FH Senior Facilities Maintenance Mechanic G-68 $ 5,401 - $ 6,691 4590 Senior Graphic Artist H-05 $ 6,334 - $ 7,846
4040 Senior Library Clerk G-55 $ 4,746 - $ 5,879
4055 Senior Library Page F-16 $ 2,193 - $ 2,717
4030 Senior Library Technician G-72 $ 5,621 - $ 6,923
GB Senior Operations Analyst H-01 $ 6,086 - $ 7,540
PE Senior Park Ranger G-69 $ 5,455 - $ 6,758
NX Senior Park Services Worker G-58 $ 4,890 - $ 6,057
DT Senior Parking Attendant G-18 $ 7,208 - $ 8,930
NT Senior Parking Services Technician G-65 $ 5,242 - $ 6,494 3634 Senior Solid Waste Equipment Operator G-77 $ 5,907 - $ 7,318 3670 Senior Street Sweeper Operator G-66 $ 5,295 - $ 6,559 4545 Senior Support Specialist H-05 $ 6,334 - $ 7,846
Senior Water System Technician G-65 $ 5,242 - $ 6,494
3515 Senior Water System Worker H-10 $ 6,657 - $ 8,246
3635 Solid Waste Equipment Operator G-49 $ 4,471 - $ 5,539 3630 Solid Waste Inspector G-62 $ 5,088 - $ 6,303
3693 Street Maintenance Technician G-65 $ 5,242 - $ 6,494 3694 Street Maintenance Worker G-50 $ 4,516 - $ 5,594
3675 Street Sweeper Operator G-56 $ 4,793 - $ 5,938
HU Telecommunications Analyst G-68 $ 5,401 - $ 6,691
3659
Lead Traffic Signal & Street Lighting
Technician H-12 $ 6,790 - $ 8,412
3660
Traffic Signal & Street Lighting
Technician H-02 $ 6,147 - $ 7,615
3665 Traffic Technician G-63 $ 5,139 - $ 6,366
5121 Transportation Planning Analyst H-04 $ 6,271 - $ 7,769 3750 Urban Forest Inspector G-74 $ 5,734 - $ 7,103
3702 Utility Service Locater Technician G-69 $ 5,455 - $ 6,758 Venue Coordinator G-71 $ 5,565 - $ 6,894
WJ Water Conservation Specialist G-55 $ 4,746 - $ 5,879 3535 Water System Inspector H-16 $ 7,066 - $ 8,754
3545 Water System Technician G-45 $ 4,296 - $ 5,322
3530 Water System Worker I G-45 $ 4,296 - $ 5,322
3525 Water System Worker II G-60 $ 4,988 - $ 6,179
3520 Water System Worker III H-05 $ 6,334 - $ 7,846
4540 Web Developer H-08 $ 6,884 - $ 8,084

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MUNICIPAL EMPLOYEES ASSOCIATION (MEA) SALARY SCHEDULE
Effective September 26, 2020
PAC # CLASSIFICATION TITLE
SALARY

SCHEDULE SALARY RANGE
6025 Account Clerk I G-34 $ 3,928 - $ 4,866
LB Account Clerk II G-44 $ 4,339 - $ 5,375
6015 Accountant I H-15 $ 7,136 - $ 8,840
6010 Accountant II H-20 $ 7,500 - $ 9,291
6020 Accounting Technician G-54 $ 4,793 - $ 5,938
LP Administrative Clerk I G-28 $ 3,700 - $ 4,584
6165 Administrative Clerk II G-38 $ 4,087 - $ 5,064
5095 Assistant Planner H-03 $ 6,333 - $ 7,845
5035 Building Inspector I H-02 $ 6,270 - $ 7,768
5030 Building Inspector II H-12 $ 6,926 - $ 8,580
3725 Building Maintenance Attendant G-22 $ 3,486 - $ 4,319 4560 Cable TV Program Operations Specialist G-70 $ 5,620 - $ 6,962 4565 Cable TV/Video Associate II G-67 $ 5,455 - $ 6,757 4555 Cable TV/Video Production Coordinator G-76 $ 5,966 - $ 7,391 LC Cataloging Specialist H-05 $ 6,460 - $ 8,003
3580 Central Stores Specialist G-56 $ 4,889 - $ 6,057
5125 Civil Engineering GIS Specialist H-03 $ 6,333 - $ 7,845 Clinical Program Coordinator H-30 $ 8,285 - $ 10,263
5060 Code Enforcement Officer G-79 $ 6,147 - $ 7,615
CN Communications & Marketing Assistant G-60 $ 5,088 - $ 6,303 4535 Communications Specialist-IT H-05 $ 6,460 - $ 8,003 FM Communications Systems Technician H-05 $ 6,460 - $ 8,003 6145 Contract Administrative Assistant G-64 $ 5,294 - $ 6,559 EC Cultural Programs Assistant G-71 $ 5,676 - $ 7,032
6190 Customer Service Representative G-52 $ 4,698 - $ 5,821 6180 Customer Services Specialist G-67 $ 5,455 - $ 6,757 5045 Development Services Technician I G-54 $ 4,793 - $ 5,938 5040 Development Services Technician II G-62 $ 5,190 - $ 6,429 3690 Drainage Maintenance Worker I G-41 $ 4,211 - $ 5,217 3685 Drainage Maintenance Worker II G-51 $ 4,652 - $ 5,763 NG Electrical Technician G-59 $ 5,037 - $ 6,240
3780 Electrician G-78 $ 6,086 - $ 7,539
NH Engineering Aide G-58 $ 4,988 - $ 6,178
NE Engineering Permit Coordinator G-68 $ 5,509 - $ 6,825 3775 Environmental Maintenance Worker G-30 $ 3,775 - $ 4,676 5135 Environmental Compliance Inspector H-16 $ 7,207 - $ 8,929 NI Equipment Mechanic I G-54 $ 4,793 - $ 5,938

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3570 Equipment Mechanic IIG-65 $ 5,347- $ 6,624
3715 Facilities Maintenance MechanicG-46 $ 4,426 - $ 5,483 3540 Field Services RepresentativeG-45 $ 4,382 - $ 5,429 3720 General RepairworkerG-40 $ 4,170- $ 5,165
CF Gerontologist G-70 $ 5,620 - $ 6,962
4595 Graphic ArtistG-62 $ 5,190 - $ 6,429
LJ Graphic Services WorkerG-34 $ 3,928 - $ 4,866
5506 Human Services SpecialistH-20 $ 7,500 - $ 9,291
3755 Irrigation SpecialistG-58 $ 4,988 - $ 6,178
3565 Lead Equipment MechanicG-56 $ 4,889- $ 6,057
3760 Lead Park RangerH-01 $ 6,208- $ 7,691
3691 Lead Street Maintenance TechnicianG-75 $ 5,907 - $ 7,317 EK Librarian IG-75 $ 5,907 - $ 7,317
4020 Librarian IIH-05 $ 6,460 - $ 8,003
LM Library Clerk IG-35 $ 3,967 - $ 4,915
FX Library Clerk I/DriverG-35 $ 3,967 - $ 4,915
4045 Library Clerk IIG-45 $ 4,382 - $ 5,429
KC Library Page IIF-07 $ 2,045 - $ 2,534
4035 Library TechnicianG-58 $ 4,988 - $ 6,178
DO Microcomputer Support Specialist IIH-05 $ 6,460 - $ 8,003 3770 Park Services WorkerG-43 $ 4,296 - $ 5,322
JI Parking CoordinatorG-28 $ 3,700 - $ 4,584
3605 Parking Services TechnicianG-55 $ 4,841 - $ 5,997
DU Planning TechnicianG-67 $ 5,455 - $ 6,757
DX Programmer Analyst IH-08 $ 6,656 - $ 8,246
DY Programmer Analyst IIH-18 $ 7,352 - $ 9,108
6150 Project Staff AssistantG-63 $ 5,242 - $ 6,494
CL Public Records CoordinatorG-72 $ 5,733 - $ 7,102
5145 Public Works Inspector IH-02 $ 6,270 - $ 7,768
5140 Public Works Inspector IIH-12 $ 6,926 - $ 8,580
5610 PublicistG-73 $ 5,790- $ 7,173
6060 Purchasing SpecialistG-70 $ 5,620 - $ 6,962
CI Records/Micro Computer Imaging TechG-23 $ 3,521- $ 4,362 5540 Recreation CoordinatorG-48 $ 4,515 - $ 5,593
4605 Reprographics AssistantG-39 $ 4,128 - $ 5,114
6155 SecretaryG-53 $ 4,745- $ 5,879
Senior Accounting TechnicianG-64 $ 5,294- $ 6,559
5025 Senior Building InspectorH-22 $ 7,651 - $ 9,478
5055 Senior Code Enforcement OfficerH-11 $ 6,858 - $ 8,495 SC Senior Customer Service RepresentativeG-60 $ 5,088- $ 6,303 3680 Senior Drainage System WorkerG-78 $ 6,086 - $ 7,539 FH Senior Facilities Maintenance MechanicG-68 $ 5,509 - $ 6,825 4590 Senior Graphic ArtistH-05 $ 6,460 - $ 8,003

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4040 Senior Library Clerk G-55 $ 4,841 - $ 5,997
4055 Senior Library Page F-16 $ 2,237 - $ 2,771
4030 Senior Library Technician G-72 $ 5,733 - $ 7,102
GB Senior Operations Analyst H-01 $ 6,208 - $ 7,691
PE Senior Park Ranger G-69 $ 5,564 - $ 6,893
NX Senior Park Services Worker G-58 $ 4,988 - $ 6,178
DT Senior Parking Attendant G-18 $ 3,350 - $ 4,150
NT Senior Parking Services Technician G-65 $ 5,347 - $ 6,624 3634 Senior Solid Waste Equipment Operator G-77 $ 6,025 - $ 7,464 3670 Senior Street Sweeper Operator G-66 $ 5,401 - $ 6,691 4545 Senior Support Specialist H-05 $ 6,460 - $ 8,003
Senior Water System Technician G-65 $ 5,347 - $ 6,624
3515 Senior Water System Worker H-10 $ 6,790 - $ 8,411
3635 Solid Waste Equipment Operator G-49 $ 4,560 - $ 5,649 3630 Solid Waste Inspector G-62 $ 5,190 - $ 6,429
3693 Street Maintenance Technician G-65 $ 5,347 - $ 6,624 3694 Street Maintenance Worker G-50 $ 4,606 - $ 5,706
3675 Street Sweeper Operator G-56 $ 4,889 - $ 6,057
HU Telecommunications Analyst G-68 $ 5,509 - $ 6,825
3659
Lead Traffic Signal & Street Lighting
Technician H-12 $ 6,926 - $ 8,580
3660
Traffic Signal & Street Lighting
Technician H-02 $ 6,270 - $ 7,768
3665 Traffic Technician G-63 $ 5,242 - $ 6,494
5121 Transportation Planning Analyst H-04 $ 6,396 - $ 7,924 3750 Urban Forest Inspector G-74 $ 5,848 - $ 7,245
3702 Utility Service Locater Technician G-69 $ 5,564 - $ 6,893 Venue Coordinator G-71 $ 5,676 - $ 7,032
WJ Water Conservation Specialist G-55 $ 4,841 - $ 5,997 3535 Water System Inspector H-16 $ 7,207 - $ 8,929
3545 Water System Technician G-45 $ 4,382 - $ 5,429
3530 Water System Worker I G-45 $ 4,382 - $ 5,429
3525 Water System Worker II G-60 $ 5,088 - $ 6,303
3520 Water System Worker III H-05 $ 6,460 - $ 8,003
4540 Web Developer H-08 $ 6,656 - $ 8,246

Page 68 of 75 ends

MUNICIPAL EMPLOYEES ASSOCIATION (MEA) SALARY SCHEDULE
Effective September 25, 2021
PAC # CLASSIFICATION TITLE
SALARY

SCHEDULE SALARY RANGE
6025 Account Clerk I G-34 $ 4,007 - $ 4,963
LB Account Clerk II G-44 $ 4,426 - $ 5,483
6015 Accountant I H-15 $ 7,279 - $ 9,017
6010 Accountant II H-20 $ 7,650 - $ 9,477
6020 Accounting Technician G-54 $ 4,889 - $ 6,056
LP Administrative Clerk I G-28 $ 3,774 - $ 4,676
6165 Administrative Clerk II G-38 $ 4,169 - $ 5,165
5095 Assistant Planner H-03 $ 6,460 - $ 8,002
5035 Building Inspector I H-02 $ 6,396 - $ 7,923
5030 Building Inspector II H-12 $ 7,065 - $ 8,752
3725 Building Maintenance Attendant G-22 $ 3,556 - $ 4,405 4560 Cable TV Program Operations Specialist G-70 $ 5,732 - $ 7,101 4565 Cable TV/Video Associate II G-67 $ 5,564 - $ 6,893 4555 Cable TV/Video Production Coordinator G-76 $ 6,085 - $ 7,538 LC Cataloging Specialist H-05 $ 6,589 - $ 8,163
3580 Central Stores Specialist G-56 $ 4,987 - $ 6,178
5125 Civil Engineering GIS Specialist H-03 $ 6,460 - $ 8,002 Clinical Program Coordinator H-30 $ 8,450 - $ 10,469
5060 Code Enforcement Officer G-79 $ 6,270 - $ 7,767
CN Communications & Marketing Assistant G-60 $ 5,190 - $ 6,429 4535 Communications Specialist-IT H-05 $ 6,589 - $ 8,163 FM Communications Systems Technician H-05 $ 6,589 - $ 8,163 6145 Contract Administrative Assistant G-64 $ 5,400 - $ 6,690 EC Cultural Programs Assistant G-71 $ 5,790 - $ 7,173
6190 Customer Service Representative G-52 $ 4,792 - $ 5,937 6180 Customer Services Specialist G-67 $ 5,564 - $ 6,893 5045 Development Services Technician I G-54 $ 4,889 - $ 6,056 5040 Development Services Technician II G-62 $ 5,294 - $ 6,558 3690 Drainage Maintenance Worker I G-41 $ 4,296 - $ 5,321 3685 Drainage Maintenance Worker II G-51 $ 4,745 - $ 5,878 NG Electrical Technician G-59 $ 5,138 - $ 6,365
3780 Electrician G-78 $ 6,207 - $ 7,690
NH Engineering Aide G-58 $ 5,087 - $ 6,302
NE Engineering Permit Coordinator G-68 $ 5,619 - $ 6,962 3775 Environmental Maintenance Worker G-30 $ 3,850 - $ 4,770 5135 Environmental Compliance Inspector H-16 $ 7,352 - $ 9,107 NI Equipment Mechanic I G-54 $ 4,889 - $ 6,056

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3570 Equipment Mechanic IIG-65 $ 5,454- $ 6,757
3715 Facilities Maintenance MechanicG-46 $ 4,515 - $ 5,593 3540 Field Services RepresentativeG-45 $ 4,470 - $ 5,537 3720 General RepairworkerG-40 $ 4,253 - $ 5,269
CF Gerontologist G-70 $ 5,732 - $ 7,101
4595 Graphic ArtistG-62 $ 5,294 - $ 6,558
LJ Graphic Services WorkerG-34 $ 4,007 - $ 4,963
5506 Human Services SpecialistH-20 $ 7,650 - $ 9,477
3755 Irrigation SpecialistG-58 $ 5,087 - $ 6,302
3565 Lead Equipment MechanicG-56 $ 4,987 - $ 6,178
3760 Lead Park RangerH-01 $ 6,332 - $ 7,845
3691 Lead Street Maintenance TechnicianG-75 $ 6,025 - $ 7,464 EK Librarian IG-75 $ 6,025 - $ 7,464
4020 Librarian IIH-05 $ 6,589 - $ 8,163
LM Library Clerk IG-35 $ 4,047 - $ 5,013
FX Library Clerk I/DriverG-35 $ 4,047 - $ 5,013
4045 Library Clerk IIG-45 $ 4,470 - $ 5,537
KC Library Page IIF-07 $ 2,086 - $ 2,585
4035 Library TechnicianG-58 $ 5,087 - $ 6,302
DO Microcomputer Support Specialist IIH-05 $ 6,589 - $ 8,163 3770 Park Services WorkerG-43 $ 4,382 - $ 5,428
JI Parking CoordinatorG-28 $ 3,774 - $ 4,676
3605 Parking Services TechnicianG-55 $ 4,938 - $ 6,117
DU Planning TechnicianG-67 $ 5,564 - $ 6,893
DX Programmer Analyst IH-08 $ 6,789 - $ 8,410
DY Programmer Analyst IIH-18 $ 7,499 - $ 9,290
6150 Project Staff AssistantG-63 $ 5,347- $ 6,623
CL Public Records CoordinatorG-72 $ 5,848 - $ 7,244
5145 Public Works Inspector IH-02 $ 6,396 - $ 7923
5140 Public Works Inspector IIH-12 $ 7,065 - $ 8,752
5610 PublicistG-73 $ 5,906 - $ 7,317
6060 Purchasing SpecialistG-70 $ 5,732 - $ 7,101
CI Records/Micro Computer Imaging TechG-23 $ 3,591 - $ 4,449 5540 Recreation CoordinatorG-48 $ 4,605 - $ 5,705
4605 Reprographics AssistantG-39 $ 4,211 - $ 5,217
6155 SecretaryG-53 $ 4,840 - $ 5,996
Senior Accounting TechnicianG-64 $ 5,400- $ 6,690
5025 Senior Building InspectorH-22 $ 7,804 - $ 9,668
5055 Senior Code Enforcement OfficerH-11 $ 6,995 - $ 8,665 SC Senior Customer Service RepresentativeG-60 $ 5,190 - $ 6,429 3680 Senior Drainage System WorkerG-78 $ 6,207 - $ 7,690 FH Senior Facilities Maintenance MechanicG-68 $ 5,619- $ 6,962 4590 Senior Graphic ArtistH-05 $ 6,589 - $ 8,163

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4040 Senior Library Clerk G-55 $ 4,938 - $ 6,117
4055 Senior Library Page F-16 $ 2,282 - $ 2,827
4030 Senior Library Technician G-72 $ 5,848 - $ 7,244
GB Senior Operations Analyst H-01 $ 6,332 - $ 7,845
PE Senior Park Ranger G-69 $ 5,676 - $ 7,031
NX Senior Park Services Worker G-58 $ 5,087 - $ 6,302
DT Senior Parking Attendant G-18 $ 3,417 - $ 4,233
NT Senior Parking Services Technician G-65 $ 5,454 - $ 6,757 3634 Senior Solid Waste Equipment Operator G-77 $ 6,146 - $ 7,614 3670 Senior Street Sweeper Operator G-66 $ 5,509 - $ 6,824 4545 Senior Support Specialist H-05 $ 6,589 - $ 8,163
Senior Water System Technician G-65 $ 5,454 - $ 6,757
3515 Senior Water System Worker H-10 $ 6,926 - $ 8,580
3635 Solid Waste Equipment Operator G-49 $ 4,651 - $ 5,762 3630 Solid Waste Inspector G-62 $ 5,294 - $ 6,558
3693 Street Maintenance Technician G-65 $ 5,454 - $ 6,757 3694 Street Maintenance Worker G-50 $ 4,698 - $ 5,820
3675 Street Sweeper Operator G-56 $ 4,987 - $ 6,178
HU Telecommunications Analyst G-68 $ 5,619 - $ 6,962
3659
Lead Traffic Signal & Street Lighting
Technician H-12 $ 7,065 - $ 8,752
3660
Traffic Signal & Street Lighting
Technician H-02 $ 6,396 - $ 7,923
3665 Traffic Technician G-63 $ 5,347 - $ 6,623
5121 Transportation Planning Analyst H-04 $ 6,524 - $ 8,082 3750 Urban Forest Inspector G-74 $ 5,965 - $ 7,390
3702 Utility Service Locater Technician G-69 $ 5,676 - $ 7,031 Venue Coordinator G-71 $ 5,790 - $ 7,173
WJ Water Conservation Specialist G-55 $ 4,938 - $ 6,117 3535 Water System Inspector H-16 $ 7,352 - $ 9,107
3545 Water System Technician G-45 $ 4,470 - $ 5,537
3530 Water System Worker I G-45 $ 4,470 - $ 5,537
3525 Water System Worker II G-60 $ 5,190 - $ 6,429
3520 Water System Worker III H-05 $ 6,589 - $ 8,163
4540 Web Developer H-08 $ 6,789 - $ 8,410

Page 71 of 75 ends

MUNICIPAL EMPLOYEES ASSOCIATION (MEA) SALARY SCHEDULE
Effective September 24, 2022
PAC # CLASSIFICATION TITLE
SALARY

SCHEDULE SALARY RANGE
6025 Account Clerk I G-34 $ 4,087 - $ 5,063
LB Account Clerk II G-44 $ 4,514 - $ 5,592
6018 Account Specialist G-54
6015 Accountant I H-15 $ 7,424 - $ 9,198
6010 Accountant II H-20 $ 7,803 - $ 9,667
6020 Accounting Technician G-54 $ 4,987 - $ 6,178
LP Administrative Clerk I G-28 $ 3,850 - $ 4,769
6165 Administrative Clerk IIOffice Assistant G-3845 $ 4,253 - $ 5,268 5095 Assistant Planner H-03 $ 6,589 - $ 8,162
5035 Building Inspector I H-02 $ 6,524 - $ 8,081
5030 Building Inspector II H-12 $ 7,206 - $ 8,927
3725 Building Maintenance Attendant G-22 $ 3,627 - $ 4,493 4560
Cable TV ProgramVideo Production
Operations Specialist G-70 $ 5,847 - $ 7,243
4565
Cable TV/Video Associate IIVideo
Producer/Editor G-6775 $ 5,675 - $ 7,030
4555 Cable TV/Video Production Coordinator G-76 $ 6,207 - $ 7,689 LC Cataloging Specialist H-05 $ 6,721 - $ 8,326
Central Stores Clerk G-36
3580 Central Stores Specialist G-56 $ 5,087 - $ 6,301
5125 Civil Engineering GIS Specialist H-03 $ 6,589 - $ 8,162 Clinical Program Coordinator H-30 $ 8,619 - $10,678
5060 Code Enforcement Officer G-79 $ 6,395 - $ 7,922
CN Communications & Marketing Assistant G-60 $ 5,293 - $ 6,557 4535 Communications Specialist-IT H-05 $ 6,721 - $ 8,326 FM Communications Systems Technician H-05 $ 6,721 - $ 8,326 6145
Contract Administrative
AssistantSupport Specialist G-6470 $ 5,508 - $ 6,824
EC Cultural Programs Assistant G-71 $ 5,906 - $ 7,316
Customer Service and Solid Waste
Specialist G-70
6190 Customer Service Representative G-52 $ 4,888 - $ 6,056 6180 Customer Services Specialist G-67 $ 5,675 - $ 7,030 5045 Development Services Technician I G-54 $ 4,987 - $ 6,178 5040 Development Services Technician II G-62 $ 5,400 - $ 6,689 3690 Drainage Maintenance Worker I G-41 $ 4,381 - $ 5,428 3685 Drainage Maintenance Worker II G-51 $ 4,840 - $ 5,996 NG Electrical Technician G-59 $ 5,241 - $ 6,493

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3780 ElectricianG-78 $ 6,332 - $ 7,844
NH Engineering AideG-58 $ 5,189 - $ 6,428
NE Engineering Permit CoordinatorG-68 $ 5,732 - $ 7101
3775 Environmental Maintenance WorkerG-30 $ 3,927 - $ 4,865 5135 Environmental Compliance InspectorH-16 $ 7,499 - $ 9,289 NI Equipment Mechanic IG-54 $ 4,987 - $ 6,178
3570 Equipment Mechanic IIG-65 $ 5,563- $ 6,892
3715 Facilities Maintenance MechanicG-46 $ 4,605 - $ 5,705 3540 Field Services RepresentativeG-45 $ 4,559 - $ 5,648 3720 General RepairworkerG-40 $ 4,338 - $ 5,374
CF Gerontologist G-70 $ 5,847 - $ 7,243
4595 Graphic ArtistG-62 $ 5,400 - $ 6,689
LJ Graphic Services WorkerG-34 $ 4,087 - $ 5,063
5506 Human Services SpecialistH-20 $ 7,803 - $ 9,667
3755 Irrigation SpecialistG-58 $ 5,189 - $ 6,428
3565 Lead Equipment MechanicG-56H-01 $ 5,087 - $ 6,301
3760 Lead Park RangerH-01G-56 $ 6,459 - $ 8,001
3691 Lead Street Maintenance TechnicianG-75 $ 6,145 - $ 7,613 EK Librarian IG-75 $ 6,145 - $ 7,613
4020 Librarian IIH-05 $ 6,721 - $ 8,326
LM Library Clerk IG-35 $ 4,128 - $ 5,113
FX Library Clerk I/DriverG-35 $ 4,128 - $ 5,113
4045 Library Clerk IIG-45 $ 4,559 - $ 5,648
KC Library Page IIF-07 $ 2,128 - $ 2,636
4035 Library TechnicianG-58 $ 5,189 - $ 6,428
DO Microcomputer Support Specialist IIH-05 $ 6,721 - $ 8,326 3770 Park Services WorkerG-43 $ 4,470- $ 5,537
JI Parking CoordinatorG-28 $ 3,850 - $ 4,769
3605 Parking Services TechnicianG-55 $ 5,036 - $ 6,239
DU Planning TechnicianG-67 $ 5,675 - $ 7,030
DX Programmer Analyst IH-08 $ 6,925 - $ 8,579
DY Programmer Analyst IIH-18 $ 7,649 - $ 9,476
6150 Project Staff AssistantG-63 $ 5,454 - $ 6,756
CL Public Records CoordinatorG-72 $ 5,965- $ 7,389
5145 Public Works Inspector IH-02 $ 6,524 - $ 8,081
5140 Public Works Inspector IIH-12 $ 7,206 - $ 8,927
5610 PublicistG-73 $ 6,024 - $ 7,463
6060 Purchasing SpecialistG-70 $ 5,847 - $ 7,243
CI Records/Micro Computer Imaging TechG-23 $ 3,663 - $ 4,538 5540 Recreation CoordinatorG-48 $ 4,697- $ 5,819
4605 Reprographics AssistantG-39 $ 4,295 - $ 5,321
6155 SecretaryAdministrative AssistantG-5360 $ 4,937 - $ 6,116 Senior Accounting TechnicianG-64 $ 5,508- $ 6,824

Page 73 of 75 ends

5025 Senior Building Inspector H-22 $ 7,690 - $ 9,861
5055 Senior Code Enforcement Officer H-11 $ 7,135 - $ 8,839 SC
Senior Customer Service
RepresentativeAccount Specialist G-604 $ 5,293 - $ 6,557 3680 Senior Drainage System Worker G-78 $ 6,332 - $ 7,844 FH Senior Facilities Maintenance Mechanic G-68 $ 5,732 - $ 7101 4590 Senior Graphic Artist H-05 $ 6,721 - $ 8,326
4040 Senior Library Clerk G-55 $ 5,036 - $ 6,239
4055 Senior Library Page F-16 $ 2,327 - $ 2,883
4030 Senior Library Technician G-72 $ 5,965 - $ 7,389
GB Senior Operations Analyst H-01 $ 6,459 - $ 8,001
PE Senior Park Ranger G-69 $ 5,789 - $ 7,172
NX Senior Park Services Worker G-58 $ 5,189 - $ 6,428
DT Senior Parking Attendant G-18 $ 3,485 - $ 4,318
NT Senior Parking Services Technician G-65 $ 5,563 - $ 6,892 3634 Senior Solid Waste Equipment Operator G-77 $ 6,269 - $ 7,766 3670 Senior Street Sweeper Operator G-66 $ 5,619 - $ 6,961 4545 Senior Support Specialist H-05 $ 6,721 - $ 8,326
Senior Traffic Signal and Street Lighting
Technician H-15
Senior Video Production Specialist
Senior Water System Technician G-65 $ 5,563 - $ 6,892
3515 Senior Water System Worker H-10 $ 7,064 - $ 8,751
3635 Solid Waste Equipment Operator G-49 $ 4,744 - $ 5,878 3630 Solid Waste Inspector G-62 $ 5,400 - $ 6,689
3693 Street Maintenance Technician G-65 $ 5,563 - $ 6,892 3694 Street Maintenance Worker G-50 $ 4,792 - $ 5,936
3675 Street Sweeper Operator G-56 $ 5,087 - $ 6,301
HU Telecommunications Analyst G-68 $ 5,732 - $ 7101
3659
Lead Traffic Signal & Street Lighting
Technician H-12 $ 7,206 - $ 8,927
3660
Traffic Signal & Street Lighting
Technician H-02 $ 6,524 - $ 8,081
3665 Traffic Engineering Technician G-63 $ 5,454 - $ 6,756 5121 Transportation Planning Analyst H-04 $ 6,655 - $ 8,244 3750 Urban Forest Inspector G-74 $ 6,085 - $ 7,538
3702 Utility Service Locater Technician G-69 $ 5,789 - $ 7,172 Venue Coordinator G-71 $ 5,906 - $ 7,316
WJ Water Conservation Specialist G-55 $ 5,036 - $ 6,239 3535 Water System Inspector H-16 $ 7,499 - $ 9,289
3545 Water System Technician G-4555 $ 4,559 - $ 5,648
3530 Water System Worker I G-4555 $ 4,559 - $ 5,648
3525 Water System Worker II G-6072 $ 5,293 - $ 6,557

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3520
Water System Worker IIIWater
Treatment Plant Operator H-05 $ 6,721 - $ 8,326
4540 Front-End Web Developer H-08 $ 6,925 - $ 8,579

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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 Administrative Clerk I 900-G-28 $4,020.78 $4,241.96 $4,475.41 $4,721.38 $4,981.06 6144 Office Assistant 900-G-45 $4,761.76 $5,023.70 $5,299.98 $5,591.54 $5,899.01 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 4560 Video Production
Specialist
900-G-70 $6,106.64 $6,442.47 $6,796.86 $7,170.67 $7,565.09 4566 Video Producer/Editor 900-G-75 $6,418.29 $6,771.21 $7,143.71 $7,536.55 $7,950.98 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

Page 76 of 75 ends

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 3775 Environmental
Maintenance Worker
900-G-30 $4,101.62 $4,327.23 $4,565.15 $4,816.22 $5,081.16 5135 Environmental
Compliance Inspector
900-H-16 $7,831.57 $8,262.26 $8,716.67 $9,196.17 $9,701.90 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 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 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 Librarian I 900-G-75 $6,418.29 $6,771.21 $7,143.71 $7,536.55 $7,950.98

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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 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 6162 Administrative Assistant 900-G-60 $5,528.38 $5,832.33 $6,153.16 $6,491.65 $6,848.53 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 6026 Senior Account
Specialist
900-G-64 $5,752.65 $6,069.14 $6,402.95 $6,755.11 $7,126.67 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 4040 Senior Library Clerk 900-G-55 $5,259.98 $5,549.29 $5,854.58 $6,176.45 $6,516.11

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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 3659 Lead Traffic Signal &
Street Lighting
Technician
900-H-12 $7,525.95 $7,939.90 $8,376.55 $8,837.30 $9,323.34 3660 Traffic Signal & Street
Lighting Technician
900-H-02 $6,813.14 $7,187.87 $7,583.21 $8,000.40 $8,440.19 3665 Traffic Engineering
Technician
900-G-63 $5,695.85 $6,009.06 $6,339.58 $6,688.22 $7,055.92

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5121 Transportation Planning
Analyst
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 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 4540 Front-End Web
Developer
900-H-08 $7,232.33 $7,630.00 $8,049.80 $8,492.48 $8,959.56

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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 Administrative Clerk I 900-G-28 $4,201.72 $4,432.85 $4,676.80 $4,933.84 $5,205.21 6144 Office Assistant 900-G-45 $4,976.04 $5,249.76 $5,538.48 $5,843.16 $6,164.46 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 4560 Video Production
Specialist
900-G-70 $6,381.44 $6,732.38 $7,102.72 $7,493.35 $7,905.52 4566 Video Producer/Editor 900-G-75 $6,707.11 $7,075.91 $7,465.18 $7,875.69 $8,308.78 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

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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 3775 Environmental
Maintenance Worker
900-G-30 $4,286.19 $4,521.95 $4,770.58 $5,032.95 $5,309.82 5135 Environmental
Compliance Inspector
900-H-16 $8,183.99 $8,634.06 $9,108.92 $9,610.00 $10,138.49 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 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 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

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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 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 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 6162 Administrative
Assistant
900-G-60 $5,777.16 $6,094.79 $6,430.06 $6,783.77 $7,156.71 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

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5055 Senior Code
Enforcement Officer
900-H-11 $7,786.76 $8,215.16 $8,666.86 $9,143.57 $9,646.42 6026 Senior Account
Specialist
900-G-64 $6,011.52 $6,342.25 $6,691.08 $7,059.09 $7,447.37 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 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

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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 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 3660 Traffic Signal & Street
Lighting Technician
900-H-02 $7,119.74 $7,511.32 $7,924.45 $8,360.42 $8,820.00 3665 Traffic Engineering
Technician
900-G-63 $5,952.17 $6,279.47 $6,624.86 $6,989.19 $7,373.44 5121 Transportation
Planning Analyst
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 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 4540 Front-End Web
Developer
900-H-08 $7,557.78 $7,973.35 $8,412.04 $8,874.64 $9,362.74

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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 Administrative Clerk I 900-G-28 $4,390.79 $4,632.33 $4,887.26 $5,155.87 $5,439.44 6144 Office Assistant 900-G-45 $5,199.96 $5,486.00 $5,787.72 $6,106.10 $6,441.86 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 4560 Video Production
Specialist
900-G-70 $6,668.61 $7,035.34 $7,422.34 $7,830.55 $8,261.27 4566 Video Producer/Editor 900-G-75 $7,008.93 $7,394.33 $7,801.11 $8,230.10 $8,682.67 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

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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 3775 Environmental
Maintenance Worker
900-G-30 $4,479.07 $4,725.44 $4,985.26 $5,259.44 $5,548.76 5135 Environmental
Compliance Inspector
900-H-16 $8,552.27 $9,022.59 $9,518.82 $10,042.45 $10,594.72 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 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 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

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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 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 6162 Administrative Assistant 900-G-60 $6,037.13 $6,369.05 $6,719.41 $7,089.04 $7,478.77 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 6026 Senior Account
Specialist
900-G-64 $6,282.04 $6,627.65 $6,992.18 $7,376.75 $7,782.50 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

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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 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 3660 Traffic Signal & Street
Lighting Technician
900-H-02 $7,440.12 $7,849.33 $8,281.05 $8,736.64 $9,216.90

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3665 Traffic Engineering
Technician
900-G-63 $6,220.02 $6,562.05 $6,922.97 $7,303.71 $7,705.25 5121 Transportation Planning
Analyst
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 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 4540 Front-End Web
Developer
900-H-08 $7,897.88 $8,332.15 $8,790.58 $9,274.00 $9,784.06

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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

Page 91 of 75 ends

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 2

MEMORANDUM OF UNDERSTANDING

BETWEEN

THE CITY OF BEVERLY HILLS
AND

MUNICIPAL EMPLOYEES ASSOCIATION

OF BEVERLY HILLS

TECHNICAL SERVICE UNIT
October 7, 2023 - October 2, 2026
i

TABLE OF CONTENTS
Article Page

1. SALARIES ........................................................................................................................... 1 A. Wellness Pay ........................................................................................................... 2

2. OVERPAYMENT.................................................................................................................. 2

3. APPOINTMENT AND ADVANCEMENT ................................................................................. 2 A. Probationary Period................................................................................................ 2 B. Placement and Advancement Through Range ....................................................... 3 C. Application Of Salary Steps To Promotion.............................................................. 3 D. Special Merit Step Advancement............................................................................ 4

4. HOURS, WORKWEEKS AND WORK SCHEDULES................................................................... 4 A. Workweek and Work Schedule............................................................................... 4 B. Work Schedule or Shift Schedule Changes............................................................. 5 C. Job Sharing.............................................................................................................. 5 D. Accurately Reporting Time Worked........................................................................ 5 E. Rest Periods ............................................................................................................ 6 F. Meal Periods........................................................................................................... 7

5. OVERTIME ......................................................................................................................... 7 A. Earning Overtime and Assigning Overtime Work................................................... 7 B. Compensatory Time................................................................................................ 8

6. STANDBY AND CALL BACK.................................................................................................. 8 A. Standby ................................................................................................................... 8 B. Call Back .................................................................................................................. 9

7. SHIFT DIFFERENTIAL PAY.................................................................................................... 9 A. Definition of Shifts .................................................................................................. 9 B. Shift Pays............................................................................................................... 10

8. WORKING OR TRAINING OUTSIDE OF CLASSIFICATION..................................................... 10 A. Filling Position Out Of Classification (FPOC) ......................................................... 10 B. Employees Working In A Special Assignment....................................................... 12 C. Employees Training For Duties Outside Of Their Classification............................ 13

9. RECLASSIFICATION........................................................................................................... 15 A. Request for Reclassification.................................................................................. 15 B. Reclassification Types........................................................................................... 16

10. JOB DESCRIPTIONS......................................................................................................... 16

11. TEMPORARY EMPLOYEES............................................................................................... 17 A. Temporary Employee Hired to Backfill For an Employee on Leave of Absence... 17 ii
B. Temporary Employee Hired Because There is a Vacancy in a Classification........ 17 C. Temporary Employee Hired to Satisfy A Temporary Need .................................. 17

12. ADDITIONAL COMPENSATION........................................................................................ 18 A. Certification Pays.................................................................................................. 18 B. Bilingual Pay .......................................................................................................... 23 C. Passport Desk Duty Pay ........................................................................................ 23

13. ALLOWANCES AND REIMBURSEMENTS .......................................................................... 23 A. Tool Reimbursement ............................................................................................ 23 B. Safety Boot Reimbursement................................................................................. 23 C. Safety Glasses Reimbursement............................................................................. 23 D. Uniforms ............................................................................................................... 24 E. Automobile Usage................................................................................................. 24

14. HEALTH BENEFITS .......................................................................................................... 24 A. Cafeteria Plan and Benefits................................................................................... 24 B. Additional Benefits (non-Cafeteria Plan benefits)................................................ 27

15. RETIREE MEDICAL INSURANCE ....................................................................................... 28 A. Tier 1: Retirees hired before January 1, 2010....................................................... 28 B. Tier 2: Retirees Hired On or After January 1, 2010............................................... 28 C. Provision Applicable to All Retirees...................................................................... 29 D. Alternative Retiree Medical Program (ARMP)...................................................... 29

16. CALPERS RETIREMENT BENEFITS .................................................................................... 29 A. For “Classic Member” Employees......................................................................... 29 B. For “New Members” As Defined By the Public Employees’ Pension Reform Act of 2013 (PEPRA)......................................................................................................... 30 C. Additional Optional Benefits For All Employees................................................... 30 D. Advancement of Disability Retirement Benefits For Employees Who File For Disability Retirement ............................................................................................ 31

17. DEFERRED COMPENSATION ........................................................................................... 31 A. Deferred Compensation Contribution.................................................................. 31 B. Conversion of Sick Leave to Deferred Compensation .......................................... 31

18. HOLIDAYS ...................................................................................................................... 32 A. Holidays................................................................................................................. 32 B. Personal Holiday ................................................................................................... 34

19. VACATION ..................................................................................................................... 34 A. Authorization For Taking Vacation ....................................................................... 34 B. Accumulation ........................................................................................................ 34 C. Request To Use Vacation ...................................................................................... 35 iii
D. Vacation Accrual ................................................................................................... 36

20. SICK LEAVE..................................................................................................................... 36

21. BEREAVEMENT LEAVE.................................................................................................... 37

22. INDUSTRIAL INJURY ....................................................................................................... 38 A. Salary Continuance ............................................................................................... 38 B. Benefits Continuation ........................................................................................... 38

23. MEDICAL DISABILITY SEPARATION ................................................................................. 38

24. JURY DUTY AND WITNESS LEAVE.................................................................................... 39 A. Jury Duty ............................................................................................................... 39 B. Witness Leave ....................................................................................................... 39

25. LEAVE OF ABSENCE WITHOUT PAY ................................................................................. 40

26. LEAVE PAYOFFS AND LAYOFF UPON SEPARATION FROM CITY SERVICE ........................... 40 A. Vacation Pay-Off ................................................................................................... 40 B. Sick Leave Pay-Off................................................................................................. 40 C. Severance Pay for Employees Subject to Layoff................................................... 40

27. EDUCATION REIMBURSEMENT....................................................................................... 41

28. CONTRACTING OUT ....................................................................................................... 41 A. Contracting Out..................................................................................................... 41 B. Emergency Contracting Out Not Requiring Meet and Confer.............................. 42

29. MEA RELATED BUSINESS ................................................................................................ 42 A. Stewards Program................................................................................................. 42 B. Dues Deduction..................................................................................................... 43 C. Bulletin Boards...................................................................................................... 43 D. Use of City Facilities.............................................................................................. 43 E. Use of City Conference Rooms ............................................................................. 43 F. Hours Allocated for MEA Business and Training .................................................. 43

30. GRIEVANCE PROCEDURE ................................................................................................ 44 A. Definition of a Grievance ...................................................................................... 44 B. Timeliness of a Grievance ..................................................................................... 44 C. Grievance Procedure ............................................................................................ 44

31. DISCIPLINE..................................................................................................................... 46 A. Response to Written Reprimand .......................................................................... 46 B. Pre-Action Due Process for Discipline Resulting in Loss of Pay (Termination, Demotion, Suspension, Reduction in Pay)............................................................ 47 C. Appeal of Discipline Resulting in Loss of Pay – Advisory Arbitration ................... 48

32. PERSONNEL FILES........................................................................................................... 49 iv

33. MANAGEMENT RIGHTS.................................................................................................. 49

34. NON-DISCRIMINATION .................................................................................................. 50

35. SAVINGS CLAUSE ........................................................................................................... 50

36. ADMINISTRATIVE CODE & PERSONNEL RULES AND REGULATIONS ................................. 50 EXHIBIT “A”......................................................................................................................... 52 LIST OF CLASSIFICATIONS REPRESENTED BY THE ASSOCIATION ...................................... 52 EXHIBIT “B” ......................................................................................................................... 54 SALARY SCHEDULES .......................................................................................................... 54 EXHIBIT “C” ......................................................................................................................... 69 DEFINITIONS OF “NEW MEMBER” AND “CLASSIC MEMBER” PER THE PUBLIC EMPLOYEES’ PENSION REFORM ACT OF 2013 – PEPRA......................................................................... 69

Page 1 of 69 ends

MEA TECHNICAL SERVICE UNIT

Now, therefore, the parties agree and mutually recommend to the City Council the following for its determination:

It is recognized that there exist now 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 MOU, or unless changed by the meet and confer process. This MOU is subject to a determination and implementation by the City Council pursuant to Government Code Section 3505.1.

2. Term. Unless otherwise specified herein, this MOU shall be effective October 7, 2023 and shall expire on October 2, 2026.

3. Reopener. 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
Effective October 7, 2023, employees will receive a base salary increase of four and forty-four one-hundredths percent (4.44%).

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%).

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The salary schedules for the duration of the MOU are attached hereto as Exhibit “B”.

A. Wellness Pay
The City agrees that employees in the unit will receive twopercent (2.0%) of each employee’s 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.

2. 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.

3. APPOINTMENT AND ADVANCEMENT
A. Probationary Period
The probationary period for all positions in the bargaining unit shall be one year.

A Department Head has the right to extend an employee’s probationary period for two reasons:
1) the employee has missed at least 15 work days during their probationary period; or 2) based on an employee’s work performance, the Department Head wants more time to determine whether the employee will be passed off probation. If the reason for the extension is days missed from work during probation, the probationary period will be extended by the number of workdays the employee has missed (for any reason), excluding approved vacation leaves during their probationary period. If the reason for the extension is related to work performance, the probationary period cannot be extended by more than an additional six (6) months. In all cases, the City will inform a probationary employee in writing that their probation has been extended prior to any extension and will inform such employee of the new date upon which their probationary period will end.

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After six months of service, initial-hire probationary employees shall be eligible to use all accrued leave benefits (with the exception of personal holiday and specified sick leave usage as required by law, which may be used within the first 6 months). Employees who are on probation after being promoted into another position within the bargaining unit (or from another bargaining unit) remain eligible to use all accrued leave benefits.

Employees on probation (including probation for a position into which an employee has promoted) shall be eligible to apply for an open recruitment and a promotional recruitment.

B. Placement and Advancement Through Range

1. Salary Step Placement
Normally, employees shall be appointed to the first step in their allocated range.

Upon the recommendation of the Department Head, the Director of Human Resources (or City Manager as required) may approve placement at a higher step within the prescribed range based upon the employee’s qualifications and performance justifying such placement.

2. Salary Step Advancement
Unless otherwise provided, employees shall receive step increases as follows:
a. For employees starting at Steps 1 through 4 of the salary range: After one (1) year of satisfactory service and each year thereafter (i.e., the anniversary date), an employee shall be eligible for a salary increase to the next step of the range up to top step of the salary range. The effective date of the step increase shall be the employee’s anniversary date. b. 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.

C. Application Of Salary Steps To Promotion
In the event an employee is promoted, the employee shall be placed at a step of the new classification that provides the employee at least five percent (5%) more than the base pay rate the employee was receiving prior to being promoted. In no event shall the promoted employee be placed above the top step of the new range. The effective date of the promotion shall be the first day of the pay period following the promotion date. The employee’s anniversary date for the position into which the employee is promoted (which determines step increases for that position) shall be the effective date of the promotion.

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D. Special Merit Step Advancement
The City Manager may, upon the recommendation of the employee’s Department Head and the Director of Human Resources, authorize the advancement of an employee to any step earlier than they would normally be eligible. Such increases shall be effective on the first day of the pay period following approval by the City Manager, if not otherwise specified by the Department Head. Employees will thereafter be eligible for regular annual step increases on the anniversary of the special merit advancement.

4. HOURS, WORKWEEKS AND WORK SCHEDULES
A. Workweek and Work Schedule
The workweek for all members of the unit shall be 168 regularly recurring hours. For employees working a 5/40 or 4/10 work schedule, it shall begin on Saturday at 12:00 a.m. and end at 11:59 p.m. the following Friday. For employees working the 9/80 work schedule, each employee's designated FLSA workweek (168 hours in length) shall begin exactly four hours after the start time of their eight hour shift on the day of the week that corresponds with the employee's alternating regular day off. For employees working the 3/12 - 4/12 work schedule (as described below), their designated FLSA workweek (168 hours in length) shall begin exactly six hours after the start time of their twelve hour shift on the day of the week that corresponds with the employee's alternating regular day off.
• A 5/40 schedule consists of a weekly work schedule of five (5) consecutive workdays of eight (8) consecutive hours each.
• A 9/80 schedule consists of alternate weeks of four (4) consecutive workdays of nine (9) consecutive hours each, followed by five (5) consecutive workdays, four of which consist of nine (9) consecutive hours each and one (1) day of eight (8) consecutive hours.
• A 4/10 schedule consists of a weekly work schedule of four (4) consecutive workdays of 10 consecutive hours each.
• A 3/12 – 4/12 schedule consists of alternate weeks of 3 consecutive workdays of 12 consecutive hours each, followed by 4 consecutive workdays of 12 consecutive hours each. For employees in the Water Treatment Plant Operator classification this schedule is inclusive of a sixty (60) minute paid meal period and breaks. • For the 5/40, 9/80 and 4/10 work schedules, where the term “consecutive hours” is used herein, it is exclusive of unpaid meal breaks.

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B. Work Schedule or Shift Schedule Changes

2. Schedule changes
A Department Head retains the right to make de minimis changes to the shift schedule (i.e., start and end time of an employee’s work shift). Any other changes to an employee’s work schedule or shift schedule are subject to meet and confer.

However, if an employee requests to have their work or shift schedule changed and their supervisor agrees, the Human Resources Department and the Association shall be notified prior to the schedule change. The Association acknowledges that if requested to meet and confer over a work or shift schedule change, it will do so promptly, no later than two weeks after the request. Except as mentioned above, the City agrees that until the meet and confer process is exhausted there will be no changes to work or shift schedules or bonuses attached to any particular schedule.

D. Accurately Reporting Time Worked
Employees are required to accurately report all time worked on their time sheets and submit all timesheets 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. Thus, all overtime requires advanced approval. In addition, since no supervisor is permitted to require an employee to work

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overtime without it being reported on their time sheet, if an employee works such time it will be recorded.

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 5:30 p.m. works until 5:48 p.m. they would record 9.3 hours for the day.

Rest periods shall be considered hours worked and employees may be required to perform duties, if necessary.

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1. Except as otherwise provided by this MOU, meal periods are unpaid unless an employee is required by their supervisor to work through their meal period.

2. The procedure for taking a meal period shall be determined by the Department Head or their designee.

5. OVERTIME
A. Earning Overtime and Assigning Overtime Work
Employees shall be paid overtime compensation at the rate of 1.5 times their regular rate of pay when required to work: a) in addition to their regular work hours on a regular workday; b) on a day which is not their regular workday; or c) for working more than forty (40) hours in a workweek. If an employee uses leave on a particular workday and then works hours beyond their regular shift hours at their supervisor’s request on the same day, the employee may receive overtime for those hours or, if they request to flex their hours for that day so as to not use their leave time (and it is acceptable to the employee’s supervisor) no overtime will be earned.

In the event an employee has worked more than 12 consecutive hours, a determination will be made by the employee's supervisor whether or not the employee shall be allowed to continue working. If the supervisor determines that the employee cannot safely work because they have worked longer than 12 consecutive hours and has not had a reasonable rest period, the employee can be allowed to perform other work for the remaining portion of their shift and receive their regular rate of pay. If, at the direction of the supervisor, the employee is sent home for all or part of their regular work shift, they shall receive their regular pay for the hours not worked.

If it is the employee who determines that they cannot safely continue to work, they shall be permitted to leave and will be able to use vacation, compensatory time or accrued personal holiday leave for hours occurring during the employee’s regular work shift.

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B. Compensatory Time
Employees working overtime shall receive either pay or compensatory time off (CTO). If the employee requests to earn CTO, it shall be granted, provided, however, the Department Head has discretion to deny a particular request to earn CTO only if granting the request to earn CTO would impose an unreasonable burden on the department's ability to provide services of acceptable quality or quantity for the public. The bases for any denial of the right to accrue CTO will be given to the employee in writing after the employee submits their time card, but before the time card is approved. For overtime worked on a holiday, the employee shall be granted CTO if requested and the Department does not have discretion to deny the accrual of CTO. Employees can accumulate up to 80 hours of compensatory time each calendar year. Since CTO is earned at

An employee wishing to use their accumulated compensatory time must provide reasonable notice to their supervisor. If reasonable notice is provided, the request will only be denied if the request is unduly disruptive to the operations of the employee’s department. For purposes of this agreement, reasonable notice is defined as at least one calendar week. If an employee wishes to use compensatory time without providing reasonable notice, the decision to grant or deny that request will be at the discretion of the employee’s supervisor.

6. STANDBY AND CALL BACK
A. Standby
Employees in the unit may be required to be on standby after having worked in their current classification for at least six (6) months for many different reasons. Being on standby means that the employee is required to promptly return to work after being called and be fit for duty and able to respond. Employees are not permitted to use a substance that will impact their ability to return to work while on standby.

Employees on standby shall receive a cell phone from the City and will be required to respond to the call or text as quickly as possible. Upon responding, the employee will be instructed as to whether they are required to return to work and will be informed of the location to which they must respond. Response time will generally be the employee’s normal commute time and any additional minimal time necessary to get ready to return to work. Standby lists shall be created monthly, at least one week in advance of any standby shift. Lists will consist of volunteers. If

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there are not enough volunteers to create a list, employees will be added by inverse order of seniority, which, for standby, is defined as time in classification. A supervisor qualified to perform the work may also be assigned to a standby shift and added to the standby list for the month.

However, standby shifts offered to members of the MEA bargaining unit may not be assigned to employees in other bargaining units once bid by an MEA member. Employees will be permitted to trade standby shifts with their colleagues.

Employees required to be on standby shall receive three (3) hours of straight-time pay per day of standby and four (4) hours of straight time pay while on standby on the holidays listed in Article

B. Call Back
An employee can be called back to work during off duty hours which do not overlap their regular work hours. In these case, they shall be paid for all hours actually worked with a minimum of four (4) hours paid at one and one-half times (1.5 times) the employee’s regular rate of pay.

However, if the hours when the employee is called back overlap their regular work hours, they shall receive their regular pay for those hours and only receive one and one half (1.5) times the regular rate of pay for the time which is not overlapping their regular work hours. If an employee is only required to communicate electronically and not report to work, they will be paid for their actual time worked if not de minimis.

7. SHIFT DIFFERENTIAL PAY
A. Definition of Shifts

1. Day shift means any authorized work schedules assigned except swing, or night shift as defined below.

2. Swing shift means authorized work schedules regularly assigned in which at least four (4) hours worked are between the hours of 5:00 p.m. and 1:00 a.m. of each workday.

3. Night shift means authorized work schedules regularly assigned in which at least four (4) hours worked are between the hours of 11:00 p.m. and 8:00 a.m. of each workday.

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B. Shift Pays

8. WORKING OR TRAINING OUTSIDE OF CLASSIFICATION
A. Filling Position Out Of Classification (FPOC)
Every employee assigned to and working in a classification with a salary range above the employee's regularly assigned position shall be paid at a step within the higher classification’s range that is at least five percent (5%) 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 FPOC pay shall not receive the pay when on leave for three consecutive calendar weeks or longer.

1. Where an employee is assigned to fill a position out of classification with less than two weeks’ notice, the FPOC can be approved (and the employee is then authorized to be paid) by an email where the Department Head approves it. The

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employee will not be required to perform the FPOC 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 fill a position out of classification with more than two weeks’ notice (i.e., the FPOC 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 FPOC request form) and submit them to Human Resources.

3. To be eligible for compensation (as described above) for filling 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.

4. Employees assigned to fill positions out of classification shall not acquire status or credit for services in the higher class and may be returned to their regular position at any time.

5. In the event that an FPOC assignment lasts for three (3) months or longer and there are additional qualified employees available for the assignment, the assignment will be rotated pursuant to the following process:
a. When an employee has been working in an FPOC assignment for three months and it will continue beyond three (3) months, the Department Head shall inform employees that they may submit an interest memo for the assignment.
b. Employees submitting interest memos shall set forth their qualifications for the FPOC assignment to their immediate supervisor.
c. The Department Head or designee shall review interest memos after which they shall attach a memorandum of their own, which includes any comments and their recommendation as to whether the employee should receive the assignment for which they have applied. Within 10 calendar days after an employee is informed that they were not selected for an assignment, the employee may ask the Department Head or designee who made the selection, for the reason they were not selected. The Department Head or designee shall respond within 10 calendar days. The decision of the Department Head regarding selection to an FPOC assignment is not subject to the filing of a grievance.

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d. After reviewing all requests for an FPOC assignment that will last three (3) months or longer, the Department Head shall establish a list of qualified applicants. The most senior qualified employee shall be offered the FPOC assignment. If the FPOC assignment does continue beyond three (3) months, the next most senior qualified employee shall be offered the assignment three (3) months later, and so on for the duration of the FPOC assignment. The Department Head’s decision is final and not subject to grievance.
e. Notwithstanding the above, when compelling reasons exist the Department Head shall retain the right to assign personnel to FPOC assignments of three (3) months or longer without following the above procedures if the Department Head believes such action is in the best interests of the respective Department. If the Department Head needs to exercise their right in such compelling circumstances, they must articulate their reasons in writing. The parties agree that when a Street Maintenance Worker is assigned to work with a jackhammer or a street repair compressor for any part of his shift, they will receive FPOC for the entire shift while so assigned.

The following procedures apply to special assignments:

1. When an opening for a special assignment becomes available, the Department Head or designee shall post the assignment for a minimum of five (5) work days (by email and in common areas for employees who don’t have email access). The notice shall inform employees of the procedure and timeline to submit an interest memo on the assignment.

2. Employees submitting interest memos shall indicate their reasons and qualifications for the special assignment in written form.

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3. After reviewing all interest memos, the Department Head or designee shall establish a list of qualified applicants. The most senior (based on City service) qualified candidate shall be offered the special assignment.

5. Within fourteen (14) calendar days after an employee is informed that they were not selected for the special assignment, the employee may ask the Department Head or designee who made the selection, for the reason that they were not selected. That person shall in writing respond within fourteen (14) calendar days.

The decision regarding selection to the special assignment or the order of the list of qualified applicants is not subject to the filing of a grievance.

Notwithstanding the above procedures, when compelling reasons exist a special assignment increase may be granted to an employee by a Department Head without following the above procedures if the Department Head believes such action is in the best interests of the respective Department provided that the employee is clearly performing specific duties above and beyond that required by their classification while not assigned or authorized to be filling a position out of classification. The Department Head shall submit their recommendation and justification to the Director of Human Resources for approval. The Director of Human Resources will review the recommendation and determine whether it is warranted given the standards of this section.

Annually, a review by the Director of Human Resources of the special assignment shall be made to determine if it is still warranted.

An employee shall receive six percent (6%) above their hourly base salary for each hour assigned to the special assignment.

C. Employees Training For Duties Outside Of Their Classification Employees in the unit may train to perform duties outside of their classification. The parties have identified the following:

1. Cross Training
Cross training is training provided to an employee to perform duties that are not currently performed by their classification. The parties acknowledge that there can be a benefit from cross training willing employees because employees can learn skills which may be used to promote, work on a special assignment, or earn FPOC. Cross training opportunities will be sent to all employees in the bargaining unit via email a minimum of seven (7) calendar days prior to a training opportunity

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being available and will be filled after a reasonable opportunity to submit a memo of interest is provided.

Cross training opportunities are subject to the following:
a. All cross training shall be approved by the employee’s supervisor and respective Department Head.
b. All cross training shall be voluntary. An employee shall not be made to cross train against their will. There is no additional compensation paid to employees who cross train.
c. Employees who cross train are to train with other employees who are currently performing those tasks or with vendors who are familiar with those tasks.
d. If an employee agrees to cross train, the employee being cross trained will not be used to fill a vacant position.
e. Cross training will not exceed six months. Once the employee is trained such that they can perform the duties without additional training, FPOC may be applicable.

2. Special FPOC For Employees Training in the Water Treatment Facility a. The parties acknowledge that the City’s Water Treatment Facility is rated as a T-3 facility, which requires that employees in the classification of Water Treatment Plant Operator maintain a T-2 water certification. b. If during the term of this MOU the Facility is re-rated as a T-4 facility it would cause employees in the Water Treatment Plant Operator classification to need a T-3 Water certification, which requires such employees pass a T-3 certification test and to work in the treatment facility for one year.

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c. The parties agree that subject to the discretion of the Public Works Director, an employee may spend six months cross training as a Water Treatment Plant Operator without additional compensation (as described in Cross Training section above).
d. After six months if the employee has passed the T-3 certification test, the employee may continue working in the Water Treatment Plant as a means of obtaining the one-year experience requirement; provided, however, the employee shall be paid a special FPOC pay of ten percent (10%) above their classification while working in the facility, until they actually receive the T3 certificate. After the employee obtains the T-3 certificate, they may continue to be assigned to work in the facility, and they will receive “regular” FPOC, subject to the FPOC provisions above.

A reclassification may also occur when a change in organizational structure or need necessitates a change in the scope of work or duties being performed by the classification or position(s) affected.

A. Request for Reclassification
If an employee, MEA or a Department believe that the duties and responsibilities of a position have changed and are no longer accurately described by the job description for the classification the employee, MEA or a Department may make a request for reclassification to the Director of Human Resources or designee. Such requests shall be made in writing using a form specified by the Human Resources Department.

For employee or MEA requests, a reclassification study may not be requested more than one time every two years for the same classification. Additionally, Human Resources will review each request and determine whether to move forward with the requested reclassification study. If MEA disagrees with Human Resources’ decision, Human Resources and MEA will meet. If as a result of that meeting, an agreement between Human Resources and the MEA is not reached, the reclassification study will be conducted.

All employee, MEA or Department initiated requests must be submitted to Human Resources between July 1 and July 31 for implementation in the next fiscal year. Before a request for reclassification can be submitted, the employee must have been performing duties that are not accurately described by the employee’s job description for at least nine (9) months.

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The Director of Human Resources or designee shall conduct a classification study of the position.

A copy of the classification study shall be provided to the employees affected and MEA. If a reclassification or salary adjustment is recommended and approved, the affected employee(s) will be reclassified effective the next July 1 (or the effective date of the next City budget).

In the event the reclassification request is denied, neither the employee nor the MEA have the right to grieve the decision.

B. Reclassification Types

1. Upward Reclassification
If an employee receives an upward reclassification, they shall be placed at a step that is at least five percent (5%) more than the base salary the employee was receiving prior to the reclassification. In no event shall the reclassified employee be placed above the top of the new range.

If all positions in a classification (City-wide) are reclassified upward, an employee in the class shall be appointed to the reclassified position, provided that the employee meets the qualifications established for the reclassified position. If an employee in the classification does not meet the qualifications for the reclassified position, the City will meet with Association and employee to evaluate all available options

2. Downward Reclassification
When a position(s) in the unit is reclassified downward to a class having a lower salary, the employee(s) will be downgraded and their salary shall be "Y"-rated, which shall freeze the employee’s(’) salary at that amount received just prior to the reclassification and shall prevent salary advancement for such position until the schedule for the reclassified position's classification provides a step which exceeds the salary paid to the employee(s). No reduction of salary rate shall result from "Y"-rating.

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Beverly Hills City CouncilDecember 5, 2023

Beverly Hills City Council
December 5, 2023