01007.0004/899540.1
Section 1. The foregoing recitals are true and correct and are incorporated by reference herein.
Section 2. The City Council approves the Updated AFSCME 809 MOU, a copy of which is attached hereto as Attachment 1 and authorizes the City Manager to execute the same.
Section 3. The City Clerk shall certify to the passage and adoption of this Resolution and enter it into the book of original resolutions.
Section 4. This Resolution shall be effective immediately upon its passage and adoption.
PASSED, APPROVED and ADOPTED this 1st day of April, 2025.
____________________________________
Lula Davis-Holmes, Mayor
APPROVED AS TO FORM:
______________________________
Sunny K. Soltani, City Attorney
ATTEST:
______________________________
Dr. Khaleah K. Bradshaw, City Clerk
Resolution 25-049
01007.0004/899540.1
STATE OF CALIFORNIA )
COUNTY OF LOS ANGELES ) SS:
CITY OF CARSON )
I, Khaleah Bradshaw, City Clerk of the City of Carson, do hereby certify that the foregoing Resolution, being Resolution No. 25-049, was passed and approved by the City Council of the City of Carson at its meeting held on April 1, 2025, by the following vote:
AYES:
NOES:
ABSENT:
ABSTAIN:
____________________________________
Dr. Khaleah K. Bradshaw, City Clerk
Resolution 25-049
01007.0004/899540.1
ATTACHMENT 1
Updated AFSCME 809 MOU
MEMORANDUM OF UNDERSTANDING
BETWEEN
THE CITY OF CARSON
AND
THE AMERICAN FEDERATION OF STATE,
COUNTY AND MUNICIPAL EMPLOYEES UNION (AFSCME),
COUNCIL 36, LOCAL 809
JULY 1, 2024 THROUGH JUNE 30, 2027
ADOPTED BY RESOLUTION NO. 25-037
(RESCINDS AND REPLACES RESOLUTION NO. 22-224)
APPROVED APRIL 1, 2025
AFSCME 809 (FT) MOU 2024-2027
01007.0004/830517.1
TABLE OF CONTENTS
RECOGNITION ......................................................................................................... 1 DEFINITION OF TERMS ........................................................................................ 1 SECTION 1 - ACTING DUTY: ......................................................................................... 1 SECTION 2 - CLASSIFICATION: .................................................................................... 1 SECTION 3 - DAY: ............................................................................................................ 1 SECTION 4 - DEPARTMENT: .......................................................................................... 1 SECTION 5 - DEPARTMENT DIRECTOR: ..................................................................... 1 SECTION 6 - DOMESTIC PARTNERSHIP: .................................................................... 2 SECTION 7 - FULL-TIME: ............................................................................................... 2 SECTION 8 - IMMEDIATE FAMILY: ............................................................................. 2 SECTION 9 - LEAVE: ....................................................................................................... 2 SECTION 10 - MANAGEMENT: ...................................................................................... 2 SECTION 11 – PAY PERIOD: .......................................................................................... 2 SECTION 12 - POSITION: ................................................................................................ 3 SECTION 13 - PREVAILING PAY RATE: ...................................................................... 3 SECTION 14 - SENIORITY: ............................................................................................. 3 SECTION 15 - TENURE: ................................................................................................... 3 SECTION 16 - UNIT MEMBER: ....................................................................................... 3 SECTION 17 - WORKDAY: .............................................................................................. 3 SECTION 18 - WORKWEEK: ........................................................................................... 3 SECTION 19 - WORK SCHEDULE: ................................................................................ 3 COMPENSATION ................................................................................................... 3 SECTION 1 - SALARY: ..................................................................................................... 3 SECTION 2 - CLASS A/B LICENSE PAY: ...................................................................... 4 SECTION 3 - LONGEVITY PAY: .................................................................................... 4 SECTION 4 - JOB SERIES: ............................................................................................... 4 SECTION 5 - DIFFERENTIAL PAY FOR CERTAIN “SENIOR”
CLASSIFICATIONS: ....................................................................................... 5 SECTION 6 - SHIFT DIFFERENTIAL PAY: ................................................................... 6 SECTION 7 - ACTING DUTY PAY: ................................................................................ 6 SECTION 8 - SALARY ADVANCEMENT: ..................................................................... 8 SECTION 9 - ALLOWANCE FOR MILEAGE: ............................................................... 9 SECTION 10 - BILINGUAL USAGE PAY: ..................................................................... 9 SECTION 11 - UNIFORM DISTRIBUTION: ................................................................... 9 SECTION 12 - COURT SERVICE COMPENSATION: ................................................. 10 SECTION 13 - PAY AND PAYCHECK DISTRIBUTION: ........................................... 10 SECTION 14 - OVERPAYMENT REMEDY: ................................................................ 10 SECTION 15 - OVERTIME POLICY: ............................................................................ 11 SECTION 16 - WORKDAY: ............................................................................................ 11 SECTION 17 - OVERTIME COMPENSATION: ............................................................ 11 SECTION 18 - OPPORTUNITY TO WORK OVERTIME: ............................................ 12 SECTION 19 - HOLIDAY COMPENSATION: .............................................................. 12 SECTION 20 - ADDITIONAL COMPENSATION FOR
CERTIFICATES/LICENSES: ........................................................................ 12 SECTION 21 – HOME TELEPHONE CALLS: .............................................................. 13 BENEFITS ............................................................................................................. 13 SECTION 1 - HEALTH INSURANCE BENEFITS: ....................................................... 13 SECTION 2 - DENTAL INSURANCE BENEFITS: ....................................................... 14 SECTION 3 - LONG TERM DISABILITY INSURANCE: ............................................ 15 AFSCME 809 (FT) MOU 2024-2027
01007.0004/830517.1
SECTION 4 - LIFE INSURANCE COVERAGE: ........................................................... 18 SECTION 5 - CALIFORNIA PUBLIC EMPLOYEES’ RETIREMENT SYSTEM (CALPERS): .................................................................................................... 18 SECTION 6 - DEFERRED COMPENSATION PROGRAMS: ....................................... 19 SECTION 7 - VISION CARE PROGRAM: ..................................................................... 19 SECTION 8 - SECTION 125 PLAN: ............................................................................... 19 SECTION 9 - COMPUTER LOAN PROGRAM: ............................................................ 19 SECTION 10 – EDUCATION/TUITION REIMBURSEMENT: .................................... 20 LEAVES .................................................................................................................. 21 SECTION 1 - ANNUAL LEAVE: .................................................................................... 21 SECTION 2 - SICK LEAVE: ........................................................................................... 22 SECTION 3 - SICK LEAVE INCENTIVE PLAN: .......................................................... 23 SECTION 4 - SICK LEAVE BANK: ............................................................................... 23 SECTION 5 - COMPENSATORY LEAVE: .................................................................... 23 SECTION 6 - BEREAVEMENT LEAVE: ....................................................................... 24 SECTION 7 - REDEMPTION OF ACCUMULATED LEAVE: ..................................... 24 SECTION 8 - HOLIDAY LEAVE: .................................................................................. 24 SECTION 9 - WORKERS’ COMPENSATION LEAVE: ............................................... 26 SECTION 10 - MILITARY LEAVE: ............................................................................... 26 SECTION 11 - LEAVE OF ABSENCE WITHOUT PAY: ............................................. 26 SECTION 12 - FLEX SCHEDULES: .............................................................................. 27 SECTION 13 - TIME OFF FOR VOTING: ..................................................................... 27 SECTION 14 - LUNCH PERIOD: ................................................................................... 28 SECTION 15 - REST PERIOD: ....................................................................................... 28 ARTICLE VI LAYOFF ............................................................................................................... 28 SECTION 1 - PREREQUISITE FOR LAYOFF: ............................................................. 28 SECTION 2 - ORDER OF LAYOFF: .............................................................................. 28 SECTION 3 - VOLUNTARY DEMOTION: ................................................................... 29 SECTION 4 - RECALL: ................................................................................................... 29 SECTION 5 - LAYOFF FROM OTHER REPRESENTATIONAL UNITS: .................. 29 SECTION 6 - SEVERANCE PACKAGE: ....................................................................... 29 ARTICLE VII NON-DISCRIMINATION ................................................................................... 30 ARTICLE VIII HEALTH AND SAFETY .................................................................................. 30 SECTION 1 - SAFETY RESPONSIBILITIES: ............................................................... 30 SECTION 2 - SAFETY COMMITTEE: ........................................................................... 31 SECTION 3 - SAFETY DEVICES AND SAFEGUARDS: ............................................. 31 SECTION 4 - PESTICIDE SAFETY: .............................................................................. 31 SECTION 5 - USE OF VETERANS SPORTSCOMPLEX: ............................................ 31 SECTION 6 - CLASS “A” AND “B” DRIVERS LICENSE REQUIREMENT: ............. 32 SECTION 7 - FIRST AID AND CPR: ............................................................................. 32 ARTICLE IX DISCIPLINE AND DISCHARGE ........................................................................ 32 SECTION 1 - JUST CAUSE: ........................................................................................... 32 SECTION 2 - REPRESENTATION: ................................................................................ 32 ARTICLE X GRIEVANCE PROCEDURE ................................................................................. 32 SECTION 1 - GRIEVANCE DEFINED: ......................................................................... 32 SECTION 2 - INFORMAL DISCUSSION OF GRIEVANCE: ....................................... 33 SECTION 3 - FORMAL GRIEVANCE PROCEDURE: ................................................. 33 SECTION 4 - NON-DEPARTMENTAL GRIEVANCES: .............................................. 34 SECTION 5 - REPRISALS: ............................................................................................. 35 ARTICLE XI APPEAL PROCEDURES ...................................................................................... 36 AFSCME 809 (FT) MOU 2024-2027
01007.0004/830517.1
SECTION 1 - REQUEST FOR DISCIPLINARY HEARING: ........................................ 36 SECTION 2 - SCHEDULING OF DISCIPLINARY HEARING: ................................... 36 SECTION 3 - HEARING OFFICER: ............................................................................... 36 SECTION 4 - REPRESENTATION AT DISCIPLINARY HEARING: .......................... 37 SECTION 5 - BURDEN OF PROOF AND EVIDENCE: ............................................... 37 SECTION 6 - CONDUCT OF DISCIPLINARY HEARING: ......................................... 37 SECTION 7 - HEARING OFFICER’S DECISION: ........................................................ 37 ARTICLE XII CITY RIGHTS ...................................................................................................... 37 SECTION 1 - EXCLUSIVE CITY RIGHTS AND AUTHORITY: ................................. 37 SECTION 2 - CONCERTED REFUSAL TO WORK: .................................................... 38 ARTICLE XIII UNION RIGHTS ................................................................................................ 39 SECTION 1 - EXCLUSIVE REPRESENTATION: ........................................................ 39 SECTION 2 - BULLETIN BOARD: ................................................................................ 39 SECTION 3 - E-MAIL ACCESS: .................................................................................... 39 SECTION 4 - UNION OFFICERS: .................................................................................. 39 SECTION 5 - POLITICAL ACTION FUND: .................................................................. 39 SECTION 6 - RELEASE TIME: ...................................................................................... 39 SECTION 7 - BIDDING ON IN-HOUSE SERVICES: ................................................... 41 SECTION 8 - PERSONNEL FILES: ................................................................................ 41 SECTION 9 - UNION MEETINGS: ................................................................................ 41 ARTICLE XIV UNION SECURITY ........................................................................................... 42 SECTION 1 - UNION MEMBERSHIP AND DUES DEDUCTION: ............................. 42 SECTION 2 - MAINTENANCE OF MEMBERSHIP: .................................................... 42 SECTION 3 - UNION ACCESS TO NEW EMPLOYEE ORIENTATIONS AND INFORMATION: ............................................................................................ 42 ARTICLE XV OTHER MATTERS WITHIN THE SCOPE OF REPRESENTATION ............. 43 SECTION 1 - STATUS OF GRANT-FUNDED UNIT MEMBERS: .............................. 43 SECTION 2 - UNION MANAGEMENT MEETINGS: ................................................... 43 SECTION 3 - PROMOTIONAL OPPORTUNITIES: ...................................................... 43 SECTION 4 - LATERAL TRANSFERS: ......................................................................... 43 SECTION 5 - TYPING CERTIFICATES: ....................................................................... 44 SECTION 6 - PERSONNEL SUBCOMMITTEE: ........................................................... 44 ARTICLE XVI MODIFICATION AND DURATION ............................................................... 44 SECTION 1 - SEVERABILITY: ...................................................................................... 44 SECTION 2 - DURATION: .............................................................................................. 44 SECTION 3 - ME TOO CLAUSE .................................................................................... 44 SECTION 4 - SUCCESSOR MOU LANGUAGE UPDATES: ....................................... 45 SECTION 5 - CIVIL SERVICE COMMISSION ............................................................. 45 APPENDIX A - DESIGNATED APPROPRIATE UNITS – CLERICAL &
TECHNICAL/CRAFTS & TRADES/PROFESSIONAL- MIDDLE
MANAGEMENT .............................................................................................................. 47 APPENDIX B - OCCUPATIONAL GROUPINGS ..................................................................... 49 APPENDIX C - JOB SERIES POSITIONS ................................................................................. 52 APPENDIX D - DIFFERENTIAL PAY FOR CERTAIN ‘SENIOR’
CLASSIFICATIONS ........................................................................................................ 55 APPENDIX E - SALARY SCHEDULE (FY 2021/2022) ............................................................ 55 APPENDIX F - SALARY SCHEDULE (FY 2022/2023) ............................................................ 58 APPENDIX G - SALARY SCHEDULE (FY 2023/2024) ........................................................... 61
AFSCME 809 (FT) MOU 2024-2027
RECOGNITION
The City of Carson (hereinafter the “ City”) recognizes the American Federation of State, County and Municipal Employees Union, Council 36, Local 809 (hereinafter the “Union” or “AFSCME”) as the sole exclusive employee organization and bargaining agent for employees in the Clerical and Technical Unit, the Crafts and Trades Unit, and the Professional/Middle Management Unit (hereinafter the “Unit members”) in all matters concerning wages, hours and working conditions. The designated appropriate units and their represented classifications are attached hereto as Appendix A. The list of Occupational Groupings for use with this Memorandum of Understanding (hereinafter the “ MOU”) is attached hereto as Appendix B. Any reference hereinafter to “ Unit member(s)” means those Unit member s represented by AFSCME and thereby covered under this MOU.
It is agreed that this MOU was negotiated pursuant to Chapter 10 (Section 3500 et. seq.) of Division 4, Title 1 of the Government Code and pursuant to Resolution No. 85- 107, the Employer -Employee Relations Resolution of the City of Carson. The Union recognizes the City Manager, his/her designee and/or the City’s Employee Relations Officer, as the exclusive representatives of the City for purposes of entering into this MOU. The City and the Union agree to make a good faith effort to ensure that all rules, policies and procedures are uniformly and consistently applied throughout the City service.
DEFINITION OF TERMS
The following terms, whenever used in this MOU, shall have the meanings set forth in this Article.
SECTION 1 - ACTING DUTY:
On a temporary basis, the performance by a Unit member of the duties of a higher classification with a higher pay range than the pay range of the Unit member’s assigned classification.
SECTION 2 - CLASSIFICATION:
A position or group of positions sufficiently similar in respect to authority, duties and responsibilities such that the same descriptive title is assigned.
SECTION 3 - DAY:
A calendar day.
SECTION 4 - DEPARTMENT:
Any one of the five organizational departments of the City’s organizational structure managed by a Department Director or the City Manager.
SECTION 5 - DEPARTMENT DIRECTOR:
An individual assigned to any of the following classifications: Director of Public Works, D irector of AFSCME 809 (FT) MOU 2024-2027
Finance, Director of Human Resource s, Director of Community Development , Director of Community Services/Parks & Recreation , Director of Information Technology & Security, or any other Director position created during the term of this MOU.
SECTION 6 - DOMESTIC PARTNERSHIP:
As defined in the California Family Code Section 297, two adults who have chosen to share one another’s lives in an intimate and committed relationship of mutual caring and that meet the conditions and/or requirements of Section 297 and related statutes defining such relationships.
SECTION 7 - FULL-TIME:
A period of forty (40) hours of work time per workweek in increments of eight (8), nine (9) or ten (10) hours per shift.
SECTION 8 - IMMEDIATE FAMILY:
A Unit member’s spouse, domestic partner, child, grandchild, son- in-law, daughter -in-law, parent, grandparent, parent-in-law, brother, sister, brother -in-law and sister-in-law. “Child” shall also include a biological, foster, or adopted child, a stepchild, a legal ward, a child of a domestic partner, or a child of a person standing in loco parentis (which means to assume the duties and responsibilities of a parent; in the place of a parent). “Parent” shall include a biological, foster, or adoptive parent, a stepparent, or a legal guardian.
SECTION 9 - LEAVE:
An absence from work.
SECTION 10 - MANAGEMENT:
An employee assigned to any of the following classifications:
City Manager, Assistant City Manager, Deputy City Manager, Director of Public Works , Director of Community Development, Director of Community Services /Park & Recreation , Director of Finance, Director of Human Resources , Accounting Manager, Chief Deputy City Clerk, Chief Deputy City Treasurer, GIS Administrator, Director of Information Technology & Security, Information Technology Manager, Landscape & Building Maintenance Superintendent, Principal Civil Engineer/City Engineer, Public Information Manager, Public Safety Services Manager, Purchasing Manager, Recreation Superintendent, Community Services Superintendent, Revenue Manager, Sustainability & Innovation Manager, Traffic Engineer, Right of Way OPS Superintendent, Emergency Services Manager, or any City employee appointed to a classification designated by the City Manager as managerial..
SECTION 11 – PAY PERIOD:
A pay period consists of two (2) consecutive workweeks established to provide twenty- six (26) pay periods each calendar year.
AFSCME 809 (FT) MOU 2024-2027
SECTION 12 - POSITION:
Authority, duties and responsibilities assigned by the City, which constitute the services to be performed by a City employee.
SECTION 13 - PREVAILING PAY RATE:
The basic pay rate within a pay range paid to a City employee for the performance of the duties and responsibilities of a classification.
SECTION 14 - SENIORITY:
A status acquired by an employee based upon the employee’s period of total actual service in a specific job classification.
SECTION 15 - TENURE:
A status acquired by an employee based upon the employee’s period of total actual service with the City.
SECTION 16 - UNIT MEMBER:
An individual compensated through the City payroll , appointed to one of the classifications listed in Appendix A.
SECTION 17 - WORKDAY:
A workday is an individual 24-hour period within a seven consecutive day (168-hour) workweek.
SECTION 18 - WORKWEEK:
A workweek is a fixed and regularly recurring period of 168 hours - seven consecutive 24-hour periods (workdays) - which begins at 12:01 a.m. on Saturday and end at 12:00 a.m. on the following Friday.
SECTION 19 - WORK SCHEDULE:
A full-time work schedule is a forty (40) hour per workweek schedule consisting of:
• Eight (8) hours in a workday for five (5) consecutive workdays within a workweek; or • Ten (10) hours in a workday for four (4) consecutive workdays within a workweek.
COMPENSATION
SECTION 1 - SALARY:
a. FY 2024/2025 - 6.0% COST-OF-LIVING-ADJUSTMENT (COLA) (RETRO TO JULY 1, 2024)
AFSCME 809 (FT) MOU 2024-2027
b. FY 2025/2026 - 4% COLA Appendix F
c. FY 2026/2027 - 4% COLA Appendix G
SECTION 2 - CLASS A/B LICENSE PAY:
The City agrees to pay Unit members who are required to possess and use during the course of work a Class A or B California Driver’s License, an additional five percent (5%) per month. To qualify for such compensation, the Class A or B Driver ’s License must be required to perform the duties of the Unit member’s assigned classification.
SECTION 3 - LONGEVITY PAY:
3.1 The City agrees to pay Unit members two and one-half percent (2.5%) of their prevailing pay rate as longevity pay, commencing after they have attained fifteen (15) years of service credit.
3.2 In addition to the longevity pay in Section 3.1 above, the City agrees to pay Unit member s an additional two and one -half percent ( 2.5%) of their prevailing pay rate as longevity pay, commencing after they have attained twenty (20) years of service credit.
3.3 In addition to the longevity pay in Sections 3.1 and 3.2 above, the City agrees to pay Unit members an additional two and one -half percent ( 2.5%) of their prevailing pay rate as longevity pay, commencing after they have attained twenty-five years (25) years of service credit.
3.4 In addition to the longevity pay in Sections 3.1, 3.2 and 3.3 above, the City agrees to pay Unit members an additional two and one -half percent (2.5%) of their prevailing pay rate as longevity pay, commencing after they have obtained thirty (30) years of service credit.
SECTION 4 - JOB SERIES:
4.1 The City has established a Job Series Program to include selected AFSCME classifications. The purpose of the Job Series is to provide upward mobility for classifications which achieve increased skill and knowledge after specific time in grade. In order for Unit members to promote through job series classifications, they must pass the required test and have a current performance evaluation on file with a “meets job requirements” or higher overall performance rating (issued within the last twelve months).
4.2 Job Series promotions shall be effective after meeting the guidelines above in the following order:
Required Test:
a. The City shall develop the test material for job series promotions within the next 12 months after adoption of this MOU.
b. After a Unit member meets the required time in grade within a job series classification, the job series test to promote to the next level of the job series shall be administered upon the Unit member’s written request as follows:
AFSCME 809 (FT) MOU 2024-2027
1) If a test is currently available, it shall be administered within 30-days from the Unit member’s written request to be tested. The effective date of the job series promotion will be the date the test is passed.
2) If a test is not currently available, it shall be developed and administered within 90 days from the date of the Unit member ’s written request to take it. Once the job series test has been successfully passed and a current qualifying performance evaluation is on file, the Unit member shall receive the job series promotion and pay retroactive to the date of the written request.
3) In the unfortunate situation that a test is still not available after 90 days, the Unit member can be promoted to the next level of the job series if the Unit member’s immediate supervisor and the department director certify in writing that the Unit member is qualified to be promoted to the next level. If the job series promotion is effectuated as a result of departmental certification, the effective date of the job series promotion shall be the date of the Unit member’s written request, provided that a current qualifying performance evaluation is on file.
Current Performance Evaluation:
a. After a Unit member meets the required time in grade within a job series classification, and has made a written request to take the job series test, the requirement to have a current performance evaluation on file with a “meets job requirements” or higher overall performance rating (issued within the last twelve months) will be handled as follows:
1) If there is no current performance evaluation on file at the time Human Resources receives a written request to be tested for a job series promotion, Human Resources will notify the Unit member’s supervisor that a performance evaluation needs to be completed for such Unit member.
2) If the performance evaluation is not completed within 60 days from the date of the Unit member’s written request to test for a job series promotion, the Unit member shall automatically promote to the next level of the job series, provided the Unit member has successfully passed the job series test. The effective date of the job series promotion will be the date the test is passed.
3) If a Unit member does not successfully pass the test given for a job series promotion, the Unit member will be eligible to be re -tested in 30 days. If a Unit member does not successfully pass the second test, the Unit member will not be eligible to be re-tested until six months from the date of the second test.
4.3 A listing of positions within the job series can be found in Appendix C.
4.4 Within 120 days after approval of this MOU by the City Council, the parties agree to meet and confer regarding the job series advancement and promotions herein.
AFSCME 809 (FT) MOU 2024-2027
SECTION 5 - DIFFERENTIAL PAY FOR CERTAIN “SENIOR” CLASSIFICATIONS:
The following classifications will be assigned a salary range that is at least 7.5% higher at step F than step F of the salary range of their highest paid subordinate classification (see Appendix D).
1. Electrician
2. HVAC Technician
3. Irrigation Technician
4. Lead Facilities Maintenance Technician
5. Locksmith
6. Painter
7 Plumber
8. Senior Custodian
9. Senior Groundsworker
10. Senior Maintenance Worker I
11. Senior Maintenance Worker II
12 Senior Tree Trimmer
SECTION 6 - SHIFT DIFFERENTIAL PAY:
6.1 Unit members scheduled to work during the first shift, from 6:30 a.m. to 6:30 p.m., shall not be paid shift differential pay for any hours worked.
6.2 Unit member s scheduled to work during the second shift shall receive shift differential pay calculated as a five percent (5%) increase in the Unit member’s prevailing pay rate for any hours worked from 2:00 p.m. to 11:00 p.m.
6.3 Unit members scheduled to work during the third shift shall receive shift differential pay calculated as a ten percent ( 10%) increase in the Unit member ’s prevailing pay rate for any hours worked from 11:00 p.m. to 8:00 a.m.
6.4 Unit members scheduled to work a split -shift between the first and second shifts will receive the 5% differential for those hours worked in the second shift, provided that more than half the Unit member’s scheduled hours are in the second shift.
6.5 Management shall be able to establish schedules for the first, second and third shifts in accordance with the City’s operational requirements.
6.6 Shift differential shall continue to be received when the Unit member is on vacation, sick, holidays, jury duty or other paid leave, excluding workers’ compensation and long-term disability.
SECTION 7 - ACTING DUTY PAY:
7.1 The Department Director may request, through the City Manager or his/her designee, to appoint a Unit member to acting duty status to perform the duties of a higher classification that is vacant or has been recently created.
AFSCME 809 (FT) MOU 2024-2027
7.2 A Unit member may serve in acting duty status only until such time as the City makes a regular appointment to the classification or until such time that the incumbent Unit member returns to work
7.3 An acting duty appointment may be effective for a period of up to thirty (30) days except for special circumstances as defined by the City Manager or his/her designee. The City Manager, or his/her designee, may extend an acting duty appointment.
7.4 A Unit member appointed to acting duty status shall be paid a pay rate not less than the minimum pay rate in the pay range for the acting duty classification, and such acting duty pay rate shall be at least ten percent (10%) more than the Unit member’s prevailing pay rate immediately prior to acquiring acting duty status.
7.5 A Unit member shall not be paid more than the maximum pay rate in the pay range for the acting duty classification.
7.6 While serving in acting duty status, the Unit member shall continue to be eligible to receive any pay adjustments or advancements granted to the Unit member’s permanent classification.
7.7 A Unit member appointed to acting duty status shall receive acting duty pay immediately upon assuming the acting duty position, provided the assignment is for at least a scheduled work shift.
7.8 A Unit member has the right to refuse any acting duty assignment, in writing, with justification.
7.9 A Unit member appointed to acting duty status can discontinue the acting duty assignment by notifying the immediate supervisor in writing one (1) week in advance of the Unit member ’s intention to return to regular status.
7.10 A Unit member may be removed from acting duty status after serving in the acting assignment for one (1) work week, at any time, at the discretion of the Department Director. Before removing the Unit member from acting duty appointment, the reasons for the removal shall be discussed with the Unit member and documented in writing. If the Unit member is not available to discuss the reasons for removal, they shall be discussed after removal or upon the Unit member s return to work.
7.11 If a Unit member in a subordinate classification is appointed to acting duty status in a higher classification while a Unit member in a superior classification is bypassed, the Unit member in the superior classification may submit a statement of exception to the appointing authority through the Director of Human Resources. This subsection shall not apply if an eligibility list under subsection
7.13 of this article was properly utilized.
7.12 If a Union-represented Unit member is temporarily appointed to acting duty status to a position not represented by AFSCME, the Unit member shall continue to receive the same fringe benefits at the same levels and rates as that Unit member received prior to the temporary assignment.
7.13 The City sha ll continue a citywide policy of rotating acting duty appointments based on the following order:
AFSCME 809 (FT) MOU 2024-2027
1) From the current employment eligibility list.
2) From a list of employees , within the respective division, in the immediately subordinate classification(s) of the vacant position, ranked by seniority, and if there is a tie in seniority, then by tenure.
3) From a list of employees, within the respective department, in the immediately subordinate classification(s) of the vacant position, ranked by seniority, and if there is a tie in seniority, then by tenure.
4) From a list of employees , from outside the respective department, in the immediate subordinate classification(s) of the vacant position, ranked by seniority, and if there is a tie in seniority, then by tenure. An acting appointment from outside the department can only be made upon the approval of the department directors of the two affected departments.
The rotation of acting appointments should be used for all periods exceeding 30 calendar days, unless extended by the City Manager or his/her designee. If a Unit member is placed into acting for a period of less than 30 days, the Unit member will not be moved down on the rotation list until the Unit member has completed 30 days of acting duty (even if not consecutive). Upon completion of 30 days of acting duty, the Unit member shall be placed at the bottom of the acting rotation list.
For a Unit member that was previously not eligible for acting duty but subsequently becomes eligible, their name will be added to the rotation list in seniority order , and if there is a tie in seniority, then by tenure.
Unit members may submit a statement of exception to the City Manager, or his/her designee, if the rotation of acting duty appointments as stated within this subsection 7.13 is not followed.
A rotation list for acting duty will be established and posted within each specific division for each vacant position and copies of acting duty rotation lists should be provided to both Human Resources and Payroll.
7.14 If a Unit member has served in an acting capacity long enough to satisfy the normal probation period, and if that Unit member is promoted into the position that he/she has been acting in, the probationary period shall be reduced to ninety (90) days.
7.15 The City will not employ temporary Unit member s in any vacant budgeted position where an acting appointment may be offered to a full-time Unit member.
7.16 A Unit member in an acting duty appointment for sixty (60) days or longer, shall receive leave and holiday pay, at the acting rate for all such subsequent approved leaves and holidays that fall after the sixtieth (60th) day, provided that the position is not backfilled with another acting appointment.
SECTION 8 - SALARY ADVANCEMENT:
8.1 Salary advancement shall mean a pay rate increase given to a Unit member contingent upon a satisfactory or better performance evaluation within the pay range established for the Unit member’s classification. A Unit member’ s pay rate increase shall be effective on the Unit AFSCME 809 (FT) MOU 2024-2027
member’s merit date. If a work group has not turned in a performance evaluation by the Unit members’ merit date, any pay increase shall be automatically processed by Human Resources.
8.2 The City shall retain the flexibility to hire Unit member s with exceptional skills, experience or qualifications at a pay rate above the A-step.
8.3 The City’s full time pay ranges consist of six (6) merit pay steps (A-F). The first two (2) pay steps (A-B) shall require at least six (6) months before eligibility for a merit increase to the next step.
The last four (4) pay steps (C -F) shall require at least twelve (12) months b efore eligibility for a merit increase to the next step through the final step (F).
SECTION 9 - ALLOWANCE FOR MILEAGE:
9.1 The City shall reimburse Unit member s for use of their personal automobile for official City business at the current IRS rate, as adjusted from time to time, in accordance with Standard Management Procedures.
9.2 Reimbursement for mileage and related fees shall be made through submission of a petty cash reimbursement form and mileage reimbursement form to the City Treasurer ’s office. Such reimbursements may not exceed seventy -five dollars ($75.00). Reimbursements exceeding seventy-five dollars ($75.00) must be reimbursed through the City’s demand register process.
SECTION 10 - BILINGUAL USAGE PAY:
10.1 The City Manager or Director of Human Resources shall grant compensation to a Unit member for using bilingual skills in the course of work. A Unit member shall not receive bilingual pay unless such Unit member is required by his/her supervisor or the nature of his/her job and job duties to use his/her bilingual skills in assisting members of the public in obtaining City services or information.
10.2 Unit members required to use bilingual skills while working may petition for bilingual usage pay by submitting written justification, approved by the Unit member ’s Department Director, to the City Manager or Director of Human Resources & Risk Management.
10.3 Bilingual usage pay shall be one hundred dollars ($100.00) per month.
10.4 The City may, at its discretion, test Unit member s for proficiency in a second language in order for such Unit members to receive bilingual pay.
SECTION 11 - UNIFORM DISTRIBUTION:
11.1 The City shall pay, to an approved vendor, the full cost to provide, maintain and clean eight (8) shirts, eight (8) pants or six (6) pants and two (2) Bermuda shorts and one (1) jacket for Unit members occupying classifications in the Crafts and Trades Unit required by management to wear uniforms and for the Central Services Technician and Senior Central Services Technician. Seven (7) shirts and seven (7) pants or five (5) pants and two ( 2) Bermuda shorts for Unit members in the classification of Senior Storekeeper and Storekeeper. Seven (7) shirts, five (5) pants or skirts, two (2) Bermuda shorts, one (1) jacket and ties, if required, to Unit members in the classifications AFSCME 809 (FT) MOU 2024-2027
of Code Enforcement Officer, Animal Control Officer, Parking Enforcement Officer, and Public Safety Engagement Officer. The City shall replace uniforms as required if such replacement is necessary due to normal wear as determined by management.
11.2 The City shall furnish and fund the cost of uniforms for Community Services Department employees who are required to engage the public in the course of daily work, including but not limited to: Recreation/Community Services Supervisors, Coordinators, Assis tant Coordinators, Bus Drivers, Early Childhood Instructors, etc. Uniform Provision shall include four (4) polo shirts, three (3) t -shirts, and one (1) jacket/sweater. All Unit members must comply with the City personnel rules and adopted uniform policy. Selection of specific uniform attire to be worn by Unit members is contingent upon work task, event, or occasion and is to be assigned and designated by the Department Director.
SECTION 12 - COURT SERVICE COMPENSATION:
12.1 Unit members summoned to a court to (a) to provide testimony when called on behalf of the City or (b) as directed by a Department Director or the City Manager, shall be paid their prevailing pay rate during such court service. The City shall reimburse Unit members for any reasonable costs associated with having to attend court and provide testimony on behalf of City, including mileage, transportation and/or parking fees.
12.2 Pay for jury duty shall be limited to ten (10) working days in any one calendar year. Unit members shall receive shift differential pay if it is regularly received during their normal work shift.
12.3 Unit members summoned to court on their normal day off pursuant to 12.1 above shall be entitled to overtime compensation at one and one-half times the employee's regular rate of pay for all hours worked over 40 in a workweek. The employee may also elect to receive compensatory time in lieu of pay. In calculating actual court time, travel to and from the courthouse is not included, but time allowed for rest or meal breaks shall be included as long as employee is required to report back to court after the break.
SECTION 13 - PAY AND PAYCHECK DISTRIBUTION:
13.1 Payday shall be bi-weekly on Thursday.
13.2 Paychecks shall be dated and distributed bi-weekly on the Thursday payday.
13.3 If any pay date falls on a holiday, the pay date shall be the preceding Wednesday.
13.4 The City does not permit payroll check advances.
SECTION 14 - OVERPAYMENT REMEDY:
Permanent Unit member s covered herein shall reimburse the City for any overpayment of wages or benefits. Said reimbursement shall not be required until the City notifies the affected Unit member in writing. Reimbursement may be accomplished by lump-sum deduction made on the next subsequent Unit member payroll warrant following overpayment notification, or by other reasonable re -payment method acceptable to the Unit member and the City, except that the lump- sum deduction shall be required if the AFSCME 809 (FT) MOU 2024-2027
next subsequent Unit member payroll warrant is the final or termination warrant issued to the affected Unit member . Human Resources shall not unreasonably withhold approval of payroll deductions to recover the overpayment.
SECTION 15 - OVERTIME POLICY:
Unit members are eligible to receive overtime pay or compensatory time, but they shall not work overtime unless authorized in advance to do so by the Department Director . No overtime pay may be authorized unless funds are allocated and available in the work group’ s current fiscal budget for overtime work.
Department Directors shall be responsible for keeping accurate records for all overtime worked by their Unit members. The City absolutely shall not permit any overtime off the books.
SECTION 16 - WORKDAY:
For purposes of determining overtime, a workday is the twenty- four (24) hour period consisting of the eight (8) hours prior to the start of the work shift and the sixteen (16) hours after the start of the work shift.
For example, if a scheduled work shift is 8 a.m. to 5 p.m. the workday is midnight to midnight of the next day. Overtime shall not be paid for hours worked during the scheduled work shift.
SECTION 17 - OVERTIME COMPENSATION:
The City shall provide Unit members with overtime compensation subject to the following conditions:
17.1 Unit members shall receive either pay, calculated at one and one -half (1.5) times their prevailing pay rate, or compensatory leave, credited at one and one half (1.5) hours for each hour of overtime work performed. The one and one -half (1.5) time overtime pay rate shall apply to hours worked after the Unit members’ end of regular work shift through/until 12:00 a.m. on the same day. a. Work performed in excess of eight (8) hours in a workday in a five (5) day work week or work performed in excess of ten (10) hours in a four (4) day work week. b. Work performed in excess of forty (40) hours in a workweek; c. Work performed on the first, second or third scheduled days of rest. d. For purposes of this section, hours paid shall count as work performed.
17.2 For purposes of determining a Unit member ’s eligibility for overtime compensation only, authorized paid leave shall be considered as hours of work.
17.3 When the City Manager or a Department Director decides that an emergency exists and requires that Unit members not on a scheduled shift work more than four (4) hours between midnight and 8 a.m., such Unit member s shall receive, at the discretion of the City Manager or Department Director, either pay, calculated at two and one -half ( 2.5) times their prevailing pay rate, or compensatory leave, credited at two and one -half (2.5) hours, for each hour of work. When the City Manager or Department Director requires that Unit members work more than eight (8) hours, such Unit members shall not return to work for at least eight (8) hours following completion of that work. The City will comply with the Fair Labor Standards Act for all Unit members.
AFSCME 809 (FT) MOU 2024-2027
17.4 When a Unit member is called back to work after leaving work or is called to work on a day when the Unit member would normally be off-duty, the City shall pay the Unit member for a minimum of three (3) hours of work (at the appropriate rate) even though the Unit member works less than three (3) hours. This provision shall not apply if the extra work is scheduled at least twenty -four (24) hours in advance, or if the Unit member is merely extending his/her workday.
17.5 Supervisors shall not be called out to work in place of the Unit members covered by this agreement.
17.6 If the City, State, or Federal government declares an emergency, the City shall provide meals for Unit members working said emergency. (Per FEMA guidelines for reimbursement.)
17.7 The City absolutely shall not permit any overtime “off the books”.
SECTION 18 - OPPORTUNITY TO WORK OVERTIME:
The opportunity to work overtime shall be rotated according to direct order of seniority within the classifications and crews, within the department, which usually perform the work during the normal work shift. If a Unit member does perform the overtime work , then he or she shall go to the bottom of the list as if he or she had worked the overtime in the normal rotation. If a Unit member is not accessible, he or she retains the previous position on the list.
Overtime lists shall be updated on a daily basis and posted in a highly accessible area.
SECTION 19 - HOLIDAY COMPENSATION:
19.1 Full time Unit member s shall be allowed time off with pay at the Unit member ’s straight time hourly rate for any holiday provided in this MOU unless required by the Department Director to work in order to maintain City services. Unit member s required to work shall also be paid according to section 19.2 below.
19.2 Unit members required to work on a holiday shall receive, at the discretion of the Department Director, either pay, calculated at two and one -half ( 2.5) times their regular rate of pay or compensatory leave, credited at two and one-half (2.5) hours for each hour worked on the holiday.
SECTION 20 - ADDITIONAL COMPENSATION FOR CERTIFICATES/LICENSES:
20.1 At the discretion of the Department Director and Human Resources Director, the City may authorize five percent (5%) additional compensation to Unit members who possess/secure the specialized licenses or certifications that are not already required of their classification but are recognized and used in the course of their duties by the City to provide needed services.
20.2 In order for the Unit member to qualify for the additional compensation, the Department Director will provide to the Human Resources Director, written justification for the use of a Unit members licenses or certifications in providing City services.
20.3 Unit members receiving additional compensation shall submit copies of current valid licenses or certifications to Human Resources for verification and inclusion in their personnel files.
AFSCME 809 (FT) MOU 2024-2027
20.4 The City will reimburse Unit members for any administrative or clerical out of pocket costs incurred for the renewal of their specialized certificates or licenses which are recognized by the City.
SECTION 21 –HOME TELEPHONE CALLS:
Employees shall receive compensation for telephone calls received off duty for time actually worked receiving and responding to such calls. Employees shall log the time spent on each call and submit the signed log with their timesheets/payroll records. The parties understand and acknowledge that there is expected to be a more accurate time reporting system in place once the new Tyler Munis system goes into effect.
BENEFITS
SECTION 1 - HEALTH INSURANCE BENEFITS:
1.1 Effective January 1, 2023, the City will pay the full family HMO premium from Kaiser Permanente in the Los Angeles Region for each Unit member and eligible dependents with a cafeteria cap on the use of excess monies of two hundred ($200) dollars per month.
1.2 Full-time Unit member s covered by this section shall have their choice of plans provided by CalPERS and available in this service area.
1.3 Spouse and dependent coverage shall continue to be available as provided through CalPERS. A Unit member’s spouse and dependent children under age twenty-six (26), as well as children over age twenty -six (26) who are incapable of supporting themselves due to physical or mental disabilities existing prior to obtaining age twenty -six (26) are currently eligible to be enrolled in CalPERS health plans. This section will be in effect for the duration of this MOU, subject to any contract changes imposed by CalPERS . To the extent that California law requires that domestic partners are entitled to health insura nce coverage, the term “ dependent” shall include domestic partners. The term “ domestic partner” shall have the meaning set forth in Division 2.5, Parts 1 through 5, of the California Family Code, commencing with Division Family Code Section 597.
1.4 Retired Unit members shall be covered by the health insurance premium provided by the City according to the rules established by CalPERS. For Unit members hired prior to January 1, 2014, the effective date of the Cal PERS contract amendment providing for a two- tiered retiree health insurance program, the City shall pay the monthly health insurance premium up to the maximum afforded in Section 1.1 above for retired Unit members’ health insurance for the term of this MOU.
For Unit members hired on or afte r January 1, 2014, the effective date of the Cal PERS contract amendment providing for a two- tiered retiree health insurance program, the City shall pay a monthly health insurance premium for retired Unit members’ health insurance in accordance with the following schedule:
% of difference between the
required minimum contribution
AFSCME 809 (FT) MOU 2024-2027
Full-Time service with Carson
at time of retirement
0 - 4.99 years
5 years
6 years
7 years
8 years
9 years
10 years
and the amount the City pays
for active Unit members
0%
50%
60%
70%
80%
90%
100%
1.5 Unit members shall have the right to use monies remaining from the sums provided for health insurance to apply towards premiums for any other insurance options available for employees to purchase.
1.6 Unit members may elect to discontinue or not elect health insurance coverage provided that they submit written proof of equivalent health insurance coverage. Unit members electing to discontinue or not electing health insurance coverage shall receive seventy -five percent (75%) of the lowest 2-party premium to be put into a City- sponsored deferred compensation plan credited to the Unit member. Unit members currently receiving a higher amount than seventy-five percent (75%) of the lowest 2-party premium shall continue to receive the same amount to be placed into a City sponsored deferred compensation plan credited to the Unit member. Unit members may elect to resume health coverage during any open enrollment period, as a result of any change in status, or any other period of time authorized by the policies and requirements of the City- sponsored health coverage plans.
SECTION 2 - DENTAL INSURANCE BENEFITS:
2.1 During the length of this contract, the City shall pay the total sum of eighty-seven dollars ($87.00) per month for dental insurance provided by the City for each Full-Time Unit member and his/her eligible dependents.
2.2 Two dental plans are available to Unit members:
a. Under the Indemnity Plan: A Unit member may select any dentist; there is an annual deductible; claim forms must be submitted to the insurance company for payment; preventive maintenance is covered in full; eighty percent (80%) of basic maintenance is covered; and fifty percent (50%) of major maintenance is covered. b. Under the Maintenance Plan: Unit member s must select a Maintenance Plan dental provider; there are no claim forms; there are no deductibles; however , there are co - payments for some services provided.
2.3 The City shall continue to self-fund the dental plan and shall:
a. Set up an account for this program within the General Fund.
AFSCME 809 (FT) MOU 2024-2027
b. Post all dental insurance benefits monies for AFSCME Unit member s on a monthly basis to designated account.
2.4 The City shall provide AFSCME with quarterly reports of actual costs for AFSCME represented Unit members enrolled in the City’s self-insured dental plan.
2.5 Each year AFSCME will be provided with the City’s master dental policy and plan which includes rates paid.
2.6 Without cost to the City, the City shall provide to retirees the opportunity to purchase the same dental insurance current Unit members receive at the same cost to the retiree as the City pays for Unit members. This section applies only to retirees who retire after the adoption of Resolution No. 94-043.
2.7 Usual and customary fees shall be based upon dentist fees paid within a twenty- five (25) mile radius of City Hall. The maximum annual per person coverage shall be fifteen hundred dollars ($1,500.00). First and/or secondary fees shall be paid when two dental plans are available to Unit member.
2.8 Unit members may elect to discontinue or not enroll in the dental insurance program provided that they submit written proof of equivalent coverage. Unit members electing to discontinue or not enroll in the dental insurance program shall receive seventy-five percent (75%) or sixty-five dollars and twenty-five cents ($65.25) to be placed into a City -sponsored deferred compensation plan credited to the Unit member. Unit members may elect to resume dental coverage during any open enrollment period, as a result of any change in status, or any other period of time authorized by the policies and requirements of the City-sponsored dental coverage plans.
SECTION 3 - LONG TERM DISABILITY INSURANCE:
3.1 The City shall provide long-term disability insurance (or “LTD”) benefits for each full time Unit member (“covered Unit member”) as follows:
a. The City shall provide a LTD insurance plan for each covered Unit member under the terms, requirements and conditions set forth in the policy underwritten by a licensed insurance company contracted by the City.
b. The City’s existing Self -Funded Disability Plan dated September 1988 (“ Self-Funded Plan”) shall cease for all covered Unit members effective May 1, 2003, and thereafter all covered Unit members shall be covered by a LTD plan provided by a licensed insurance company contracted by the City, except for Unit members with approved claims under the Self-Funded Plan existing prior to that date (“existing LTD claimants”). As to such existing LTD claimants, the City has contracted with a licensed insurance company to provide claims administration services. The administration of the LTD claims for existing LTD claimants shall thereupon be handled by the licensed insurance company under the same terms as those in effect on the date the existing LTD claimant became disabled, and the City’s role shall be limited to payment of LTD benefits as and when directed by the licensed insurance company.
AFSCME 809 (FT) MOU 2024-2027
3.2 The City shall provide short-term disability insurance (or “STD”) benefits for each Full Time Unit member (“covered Unit member”) as follows:
a. Solely in order to provide a maximum 60- day waiting period, the City shall provide an STD insuranc e plan for each covered Unit member under the terms, requirements and conditions set forth in the policy underwritten by a licensed insurance company contracted by the City. Nothing herein shall bind the City to provide STD insurance coverage if an alternate LTD policy is available at a cost that is acceptable to the City with a 60- day waiting period.
3.3 The parties acknowledge that AFSCME’s acceptance of the combined STD Plan and LTD Plan is conditioned upon inclusion of the following benefits to be provided by a licensed insurance company contracted by the City:
After a maximum of a 60-day waiting period
(1) A Unit member who has been employed with the City for five (5) or more years, and who is disabled from his or her own occupation, shall be entitled to 66 2/3% of his or her prevailing pay rate, plus Longevity Pay, A/B License Pay, Certification Pay, uniform costs, Bilingual Pay and Shift Differential Pay, to a maximum pay rate of $7,500.00 per month at the commencement of disability leave up to age 65; and (2) A Unit member who has been employed with the City for fewer than five (5) years and who is disabled from his or her own occupation shall be entitled to 66 2/3% of his or her prevailing pay rate, plus Longevity Pay, A/B License Pay, Certification Pay, uniform costs, Bilingual Pay and Shift Differential Pay, to a maximum pay rate of $7,500.00 per month at the commencement of disabi lity leave for 24 months. A Unit member who has been employed with the City for fewer than five (5) years and who is disabled from all occupations shall be entitled to 66 2/3% of his or her prevailing pay rate, plus Longevity Pay, A/B License Pay, Certification Pay, uniform costs, Bilingual Pay and Shift Differential Pay, to a maximum pay rate of $7,500.00 per month at the commencement of disability leave up to age 65.
(3) Except as required by applicable law, there shall be no reduction of LTD or STD benefits for a workers’ compensation award.
(4) There shall be no exclusion for “soft tissue injuries”, including but not limited to musculoskeletal and connective tissue disorders, strains and sprains of the cervical, thoracic and lumbosacral spine.
(5) The only allowable offsets are those listed in the LTD and STD Insurance policies.
3.4 The parties acknowledge that the City’s acceptance of the combined STD and LTD Insurance Plans, including the additional benefits that were not previously provided under the City’s Self - Funded Plan and/or prior MOUs, has been entered into in order to settle a lawsuit and is conditioned upon the following:
(1) The City shall not self -fund LTD or STD benefits, including but not limited to, if any of AFSCME 809 (FT) MOU 2024-2027
the events set forth in 3.5, below, were to occur;
(2) The continued availability of insurance coverage for LTD and/or STD at a comparable cost as set in the LTD and STD policies, subject only to increases in premium not to exceed applicable increases in the Consumer Price Index for each year for the LTD and STD Plans underwritten by the licensed insurance company contracted by the City. (3) Eligibility for and administration of benef its under the STD Plan and the LTD Plan and eligibility and administration of benefits for existing LTD claimants, including but not limited to the determination whether a Unit member is disabled from his or her own occupation, shall be determined by the licensed insurance company contracted by the City, not by the City.
3.5 In the event the existing insurance carrier were to (1) cease doing business in the State of California, (2) cancel or cease to offer the STD Plan and/or the LTD Plan to the City, or (3) increase the premiums for LTD and/or STD coverage beyond the guaranteed rates set forth in the current LTD and STD policies, or a minor increase not to exceed applicable increases in the Consumer Price Index, whichever is greater, and if the City cannot find a different insurance carrier that provides the same terms, requirements and conditions at a comparable cost, the City shall provide AFSCME with the information it requires to seek alternate proposals for such coverage.
Thereafter, the City shall meet and confer with AFSCME to reach agreement on benefits under a replacement LTD and/or STD insurance policy with a different insurance carrier. Except as to the existing LTD claimants discussed in 3.1-b, above, the City is not required to provide LTD and/or STD coverage or benefits on a self-funded basis, now or in the future.
3.6 For injuries and other disabilities covered under California workers ’ compensation laws, Unit members shall be paid their regular pay rate for up to seventeen (17) weeks from the date of such disability (“workers ’ compensation leave”) or until the City’s workers’ compensation administrator terminates workers ’ compensation leave either due to payment of a “compromise and release” settlement, a disability and/or service retirement, the Unit member returns to work, or a refusal by the Unit member to return to work following a determination by a physician that the Unit member is no longer temporarily disabled, whichever comes first. In the event of a dispute between the treating physician and another physician as to the Unit member’s temporary disability status, such dispute shall be resolved in accordance with applicable California Workers’ Compensation laws. If a Unit member is approved for workers ’ compensation leave, the Unit member shall not be eligible for STD or LTD benefits during the period of such workers ’ compensation leave. LTD eligibility for Unit members who are still disabled after seventeen (17) weeks shall be determined by the terms of the LTD insurance plan described in section 3.1, above.
3.7 Unit members may use annual leave, sick leave and compensatory leave, for the additional one - third (1/3) of his/her salary, such leave to be paid through the payroll system biweekly, using twenty-six and three quarters (26¾ ) hours for such pay. There shall be no offset of LTD benefits for using this benefit.
AFSCME 809 (FT) MOU 2024-2027
SECTION 4 - LIFE INSURANCE COVERAGE:
The City agrees to provide each Full-Time Unit member with term life insurance coverage of one hundred thousand dollars ($100,000.00) subject to the requirements of the insurance carrier. A Unit member shall have the right to purchase supplemental term life insurance, using monies remaining from the sum originally provided by the City for the Unit member’s health insurance with any balance to be paid at the Unit member ’s expense, up to whatever amount the insurance company provides, subject to any requirements of the insurance carrier. The City shall continue to offer additional life insurance programs already offered for Unit member purchase.
SECTION 5 - CALIFORNIA PUBLIC EMPLOYEES’ RETIREMENT SYSTEM (CALPERS):
5.1 For those Unit members hired before the effective date of the Cal PERS contract amendment providing for a tiered retirement benefit, the City shall include such Unit members in the CalPERS “3% at 60” Plan with the following optional public agency contract provisions:
a. The optional contract provisions relating to one (1) year final compensation; b. The optional contract provision relating to military service credit as public service; c. The optional contract provision relating to the 1959 Survivors Program at the level four benefits;
d. The optional contract provision relating to two years additional service credit; e. The optional contract provision relating to the ability to purchase part -time service credit, but solely at the Unit member’s own cost;
f. The optional contract provision relating to the Pre-Retirement Option 2W Death Benefit.
5.2 Unit members shall pay the full percentage of the member contributions on a pre-tax basis.
5.3 For those Unit members hired on or after the effective date of the Cal PERS contract amendment providing for a tiered retirement benefit, the City shall include such Unit members in the CalPERS “2% @ 55” Plan with the following optional public agency contract provisions. a. The optional contract provisions relating to one (1) year final compensation; b. The optional contract provision relating to military service credit as public service; c. The optional contract provision relating to the 1959 Survivors Program at the level four benefits;
d. The optional contract provision relating to two years additional service credit; e. The optional contract provision relating to the ability to purchase part -time service credit, but solely at the Unit member’s own cost;
f. The optional contract provision relating to the Pre-Retirement Option 2W Death Benefit.
AFSCME 809 (FT) MOU 2024-2027
5.4 Unit Members shall pay the full percentage of the member contributions on a pre-tax basis.
5.5 In conjunction with the implementation of this two-tiered retirement system, the City will agree to create a secure account where the City will deposit fifty percent (50%) of the savings resulting from the two tiered retirement system. This secure account will not be accessible to the City for anything other than post -retirement medical benefits and will not be co -mingled with the City ’s general bank account.
5.6 For those Unit members hired on or after January 1, 2013, defined by Assembly Bill 340 – Pension Reform, as “New Members”, the City shall include such Unit members in the CalPERS “2% at 62” Plan with a three year final compensation period, and with the following optional contract provisions:
a. The optional contract provision relating to military service credit as public service; b. The optional contract provision relating to the 1959 Survivors Program at the level four benefits;
c. The optional contract provision relating to two years additional service credit; d. The optional contract provision relating to the ability to purchase part -time service credit, but solely at the Unit member’s own cost;
e. The optional contract provision relating to the Pre-Retirement Option 2W Death Benefit.
5.7 “New Members” shall pay the full percentage of the member contributions on a pre-tax basis.
SECTION 6 - DEFERRED COMPENSATION PROGRAMS:
The City shall continue deferred compensation programs already offered by the City and any others ’ agreed to by the parties.
a. The City agrees to match the amount, dollar for dollar, up to five hundred dollars ($500.00) , contributed to the Unit member’s deferred compensation account. b. The city agrees to match the amount, dollar for dollar, up to seven- hundred dollars ($700.00) contributed to the Unit member’s deferred compensation account.
SECTION 7 - VISION CARE PROGRAM:
The City shall continue to sponsor a vision care program . Eligible Unit members may purchase vision care through payroll deduction from wages and/or with monies remaining from the sum provided for health insurance.
SECTION 8 - SECTION 125 PLAN:
The City shall provide a Section 125 Tax Code plan in order to allow Unit member s to deduct excess insurance premiums, unreimbursed medical expenses, and childcare payments before taxes.
AFSCME 809 (FT) MOU 2024-2027
SECTION 9 - COMPUTER LOAN PROGRAM:
The City has established a citywide Computer Loan Program, the implementation of which shall be governed by SMP No. 3.46, with the exception that the City shall allow AFSCME, Local 809, to have access to the City’s “Computer Loan Program” to purchase one computer for official union use, provided that the loan is repaid within thirty -six (36) months. The loan shall carry no interest and shall be repaid from union dues within thirty-six (36) months. The City shall receive repayment of this loan by subtracting thirty-six (36) equal payments from the union dues prior to sending the dues to AFSCME.
SECTION 10 – EDUCATION/TUITION REIMBURSEMENT:
City will reimburse a Unit member up to the California State University in-state rate (per semester, quarter, or academic year: https://www.calstate.edu/attend/paying -for-college/tuition-by-year) for continuing education through an accredited program that either offers growth in an area related to the Unit member’s current position or that may lead to promotional opportunities, as determined by the Human Resources Director. This education may include college courses, continuing education units, adult education classes, certification examination f ees, and job- related workshops/seminars/conferences not already paid for by the City on behalf of the employee.
The Unit member must take the course on the member’s own time. City time may not be used to attend educational opportunities covered by this program. If a course is only offered during regularly scheduled work hours, the Unit member’s supervisor and Department Director may make reasonable efforts to adjust work schedules to accommodate the scheduling conflict.
A Unit member must secure a passing grade of "C" or its equivalent or obtain a certification to receive any reimbursement. Expenses must be validated by receipts and a copy of the final grade or certification received. Full-time, regular Unit members who have completed six- months of employment are eligible.
The deadline for submitting Education Reimbursement Forms for any expenses of the prior Fiscal Year is the end of the second full pay period of July.
California State University Dominguez Hills Incentive
Unit members who are students enrolled in course work at California State University Dominguez Hills shall be eligible for additional reimbursement of parking permits (excluding violation fees and citations) and required reading materials/textbooks, to be confirm ed by instructor/school issued course syllabi or other official university documentation.
The Education Tuition Reimbursement program may be revoked or suspended by the City Council at anytime and at the City Council’s discretion, without requirement for meet and confer. Should the City Council decide to revoke or suspend the program, U nit members currently enrolled in course work will be permitted to complete and submit reimbursement requests for the current active term (quarter or semester).
SECTION 11 – ACCESS TO CITY PROGRAMS AND ACTIVITIES:
Where the City offers special residential rates or special access to programs for Carson residents, non - resident employees shall be able to sign up for any city activities or access city programs at the Carson residential rate.
AFSCME 809 (FT) MOU 2024-2027
LEAVES
SECTION 1 - ANNUAL LEAVE:
The City shall provide Unit members with annual leave subject to the following conditions:
1.1 Annual leave is a period of approved absence with pay from regularly scheduled work which is not properly chargeable to some other category of leave. Annual leave is the combination of the previous leaves of vacation leave, the three days of floating holiday and sixteen (16) hours of the forty (40) hours of personal leave.
1.2 Unless the Unit member ’s use of annual leave interferes with work group operations, the Department Director shall permit Unit member s to use annual leave at the Unit member ’s discretion.
1.3 Unit members shall be credited with annual leave at the following rates:
a. Eleven and thirty-three hundredth (11.33) hours for each month of service or major portion thereof from the date of appointment;
b. Thirteen and thirty- three hundredth (13.33) hours for each month of service or major portion thereof upon the fifth anniversary date; and
c. Sixteen and sixty-six hundredth (16.66) hours for each month of service or major portion thereof upon the tenth anniversary date.
d. Upon the twentieth anniversary date Unit members will be credited with ten (10) hours of annual leave in additional to the credit under Section 1.3c. e. Upon the twenty-first anniversary date Unit members will be credited with ten (10) hours of annual leave, in addition to the credit under Sections 1.3c and 1.3d. f. Upon the twenty- second anniversary date Unit member s will be credited with ten (10) hours of annual leave, in addition to the credit under Sections 1.3c, 1.3d and 1.3e. g. Upon the twenty-third anniversary date and each anniversary date thereafter, Unit members will be credited with ten (10) hours of annual leave, in addition to the credit under Sections
1.3c, 1.3d, 1.3e, and 1.3f.
1.4 Unit members shall not be credited with annual leave for leave of absence without pay exceeding eighty (80) working hours in any calendar month.
1.5 Unit members may use annual leave only after completing their initial six (6) months of service.
Unit members shall not use less than one (1) hour of annual leave at any one time.
1.6 Unit members may not accrue more than six hundred (600) hours of annual leave.
1.7 When employment terminates, the Unit member shall be compensated for any annual leave. The AFSCME 809 (FT) MOU 2024-2027
value of accrued annual leave shall be calculated using the Unit member’s prevailing pay rate, plus longevity pay on the date of the Unit member’s separation from City service.
SECTION 2 - SICK LEAVE:
The City shall provide Unit members with sick leave subject to the following conditions:
2.1 Unit members shall be credited with sick leave at the rate of ten (10) hours of sick leave for each month of service or major portion thereof. Sick leave shall not be credited for leaves of absence without pay exceeding eighty (80) working hours in any calendar month.
2.2 Unit members may accrue a maximum of one thousand two hundred (1,200) hours of sick leave.
The maximum amount of sick leave shall remain seven hundred sixty (760) hours for cash -out upon separation from the City pursuant to Section 2.6 listed below. Unit members may use accrued sick leave only after completing their initial one (1) month of service.
2.3 Unit members may not use sick leave at their discretion, but only in cases of actual illness, sickness, and/or quarantine, of the Unit member , or of the Unit member’s immediate family, and (to the extent required by California law) to the domestic partner and/or children of the Unit member ’s domestic partner where the Unit member must provide care to the immediate family member, domestic partner, and/or children of the domestic partner, or for bereavement. Sick leave may also be used for personal medical, dental, and optical appointments and pre gnancy, and for any other appointments for the purpose of obtaining professional diagnosis or examinations for a medical or mental health condition, of the Unit member, his/her immediate family, and (to the extent required by California law) of the domestic partner and/or children of his/her domestic partner. Unit members may also use any accrued sick leave for any leave necessitated as a result of pregnancy disability under California Government Code Section 12945, family medical leave under California Government Code Sections 12945.2 and 12945.3 (the Moore -Brown-Roberti Family Rights Act), 42 U.S.C. Section 2601, et seq. (the federal Family Medical Leave Act), or leave under the Americans with Disabilities Act or California Fair Employment and Housing Act.
2.4 When a Unit member uses sick leave in excess of three (3) consecutive working days , the Department Director may require the Unit member to present upon return to work a personal certification (not a doctor’s slip) stating the reason for the sick leave. In administering this section, the City will at all times, respect to the maximum extent possible, the privacy of the Unit member.
When a Unit member uses sick leave in excess of thirty (30) consecutive working hours, the Unit member shall present upon return to work a medical certification signed by a physician or licensed medical practitioner verifying the Unit member’s need to be off work.
2.5 When a Unit member wishes to use accrued sick leave, the Unit member shall notify his/her immediate supervisor by phone, either directly or by leaving a time-stamped voice mail message, of the intended absence due to sickness, either before, or within one (1) hour after the time set for beginning the work period, unless the Unit member is incapacitated and physically unable to provide the required notification. Unit member s on sick leave shall regularly inform their immediate supervisor of their physical condition.
2.6 When employment terminates, the Unit member shall be compensated for one-half (1/2) the value of accrued sick leave up to 760 hours provided the Unit member has 1,825 calendar days (5 years) AFSCME 809 (FT) MOU 2024-2027
of service. For purposes of this subsection, “ service” shall mean the length of employment with the City since the most recent date of hire, with no credit for time spent on leaves of absence without pay beyond the initial two (2) weeks of any such leave of absence. The value of accrued sick leave shall be calculated using the Unit member’s prevailing pay rate, plus longevity pay, on the date of the Unit member’s separation from City service.
2.7 Upon retirement or separation, unit members may elect to deposit any cashed out accrued sick leave into a City-sponsored deferred compensation account up to the annual plan maximum.
SECTION 3 - SICK LEAVE INCENTIVE PLAN:
Each eligible Unit member who has used fifty (50) hours or less of sick leave during the preceding calendar year may elect to receive pay for fifty percent (50%) of the sick leave earned (at one hour pay for one hour converted) during the preceding calendar year, less the amount of sick leave used during the same period.
3.1 At the Unit member’s election, the payment for unused sick leave may be converted to equivalent annual leave.
3.2 The Unit member shall indicate election by written request to the Finance Officer on the City leave request form on or before January 15 of the succeeding calendar year. Payment for unused sick leave or the posting of annual leave shall be done on or before February 15 of each succeeding year as indicated above.
3.3 When a Unit member elects to receive payment in cash or annual leave, such Unit member’s sick leave balance shall be reduced by the amount paid off in cash or converted to annual leave credit.
Sick leave not converted as provided herein to cash or annual leave will accumulate as sick leave credit.
3.4 To be eligible for this provision, a Unit member must have been a full-time regular Unit member for two full years prior to the calendar year during which the sick leave to be converted is earned.
The Unit member must have a minimum of two hundred forty (240) hours of sick leave credits on December 31 of each year in order to qualify for the conversion benefit.
SECTION 4 - SICK LEAVE BANK:
The City and AFSCME have agreed to amend the current leave bank policy to include language that will allow an AFSCME member to donate up to 25% of any combination of their accrued sick and/or annual leave hours, provided the donation leaves the Unit member with at least a combined balance of one hundred (100) hours of sick leave, annual leave and/or compensatory time. These donated hours, as approved by the City, shall accrue directly to the sick leave balance of any designated active Full -Time Unit member of the City. The City will continue to amend the leave bank policy to address how unused donated sick leave hours might be returned to donors.
SECTION 5 - COMPENSATORY LEAVE:
The City shall provide Unit members with compensatory leave subject to the following conditions:
5.1 Reasonable requests for use of compensatory leave shall not be denied. Unit members shall not AFSCME 809 (FT) MOU 2024-2027
use less than one -half (.5) hour of compensatory leave at any one time. Unit members may use compensatory leave along with any other authorized paid leave with approval of the Department Director. The City shall not require a Unit member to use compensatory time within the same pay period in which it was earned. The City shall not mandate flex-time in order to avoid any overtime liability. Unit members shall make a good faith effort to reduce compensatory leave accrual balances below the eighty (80) hour maximum accrual level.
5.2. A Unit member shall not accrue more than eighty (80) hours of compensatory leave. A Unit member may carry over to the next calendar year up to eighty (80) hours of compensatory leave.
5.3 When a Unit member separates from the City service for any reason, the Unit member shall be compensated for any accrued compensatory leave. The value of accrued compensatory leave shall be calculated using the Unit member’s prevailing pay rate, plus longevity pay, on the date of the Unit member’s separation from City service.
SECTION 6 - BEREAVEMENT LEAVE:
A Unit member will be allowed to use up to thirty (30) consecutive hours of paid bereavement leave per occurrence in the event of the death of the Unit member’s spouse, domestic partner, child, step child, foster child, parent, step parent, brother, sister, grandparent, grandchild, parent s-in-law, brothers-in-law, sisters-in-law, sons-in-law and daughters-in-law. Bereavement leave does not accrue, nor can it be cashed out if not used by the Unit member.
SECTION 7 - REDEMPTION OF ACCUMULATED LEAVE:
7.1 In addition to the current sick leave incentive program, AFSCME members covered by this MOU may redeem up to one hundred-twenty (120) hours of any accumulated leave, OR equal to amount negotiated by any other bargaining unit(s), per fiscal year. The redemption shall be subject to the following conditions:
a. Sick leave will be paid at a rate of one (1) hour of pay for each two (2) hours of sick leave redeemed.
b. All other types of leave will be paid at the rate of one (1) hour of pay for each hour of leave redeemed.
SECTION 8 - HOLIDAY LEAVE:
The City shall provide Unit members with the following holidays with pay subject to subsections 8.2 through 8.6 below:
8.1 The following days will be recognized holidays for Union Unit members:
January 1 (New Year’s Day)
The third Monday in January (Dr. Martin Luther King Jr. Day) January 30 (Fred T. Korematsu Day)
The third Monday in February (President’s Day)
March 8 (International Women’s/Rosa Parks Day)
AFSCME 809 (FT) MOU 2024-2027
March 31 (Cesar E. Chavez Day)
The last Monday in May (Memorial Day)
June 19 (Juneteenth)
July Fourth (Independence Day)
The first Monday in September (Labor Day)
October 25 (Larry D. Itliong Day)
November 11 (Veteran’s Day)
The fourth Thursday in November (Thanksgiving Day)
December 25 (Christmas)
Every day proclaimed by the President, Governor or Mayor of this City as a public holiday.
8.2 When any day granted as a holiday falls on a Friday or Saturday, the ten hours of holiday leave will be converted to annual leave and added to the Unit member s’ annual leave balance. In order to get this leave conversion, the Unit member must work the full scheduled work period immediately before and immediately after the holiday unless the Unit member is absent from any portion or all of the scheduled work period immediately before and after a holiday on authorized paid leave. A Unit member shall not r eceive pay for a holiday if any leave without pay (except furlough leave) was used by the Unit member during his or her work period immediately preceding or following the holiday.
For Unit members that do not work a Monday-Thursday schedule the following will apply:
When any day designated as a holiday falls on the Unit member’s regular day off, the Unit member shall have the option to take the work day prior to or the work day after the holiday off in observance of the holiday, or be provided with 10 hours of annual leave , upon approval of Department Director.
8.3 When any day granted as a holiday falls on a Sunday, the following Monday shall be considered the holiday. In order to be paid for a holiday, the Unit member must work the full scheduled work period immediately before and after the holiday unless the Unit member is absent from any portion or all of the scheduled work period immediately before and after a holiday on authorized paid leave. A Unit member shall not receive pay for a holiday if any leave without pay (except furlough leave) was used by the Unit member during his or her work period immediately preceding or following the holiday.
8.4 In the event that the Mayor or the City Council declares a portion of the day before Christmas (December 24th) or a portion of the day before New Year’s Day (December 31st) to be a holiday, the Unit member must use such additional holiday leave when granted, and such leave cannot be accrued. Unit members absent on other paid leave when such additional holiday leave is granted shall not receive compensatory leave or additional pay because of their absence. A Unit member shall not receive holiday pay for this half -day holiday if any leave without pay (except furlough leave) was used by the Unit member during his or her work period immediately preceding or immediately following the half-day holiday.
8.5 All designated holidays shall be compensated in 10- hour increments, for a total of one hundred forty (140) hours annually regardless of a Unit member’s work schedule.
AFSCME 809 (FT) MOU 2024-2027
8.6 When a Unit member is assigned to a 5/40 or 9/80 schedule, excess holiday hours may be accumulated up to twenty-six (26) hours for use as other paid leave credits. It is agreed that a Unit member can carry a negative holiday leave balance which may come about as a result of assuring that this agreement does not result in a need to utilize regular hours for the Friday following Thanksgiving.
8.7 Should the City abandon the closure of City Hall on Fridays, the day after Thanksgiving will be reinstated as a holiday, and holiday hours will be renegotiated to ensure that all AFSCME Unit members accrue the same number of holiday hours.
SECTION 9 - WORKERS’ COMPENSATION LEAVE:
The City will provide workers ’ compensation coverage and leave for City Unit member s in accordance with California workers’ compensation law.
9.1 Except as otherwise provided, Unit member s disabled by bodily injury or sickness in the course and scope of employment shall be paid their regular pay rate for up to seventeen (17) weeks from the date of disability or until the City’s workers’ compensation administrator terminates workers’ compensation leave due to payment of a “compromise and release” settlement, a disability and/or service retirement, the Unit member returning to work, or a refusal by the Unit member to return to work following a determination by a physician that the Unit member is no longer temporarily disabled, whichever comes first. In the event of a dispute between the treating physician and another physician as to the Unit member ’s temporary disability status, such dispute shall be resolved in accordance with applicable California Workers’ Compensation laws. During the time the Unit member is disabled, the Unit member shall continue to accrue annual leave, sick leave, and seniority for purposes of pay adjustments or advancements.
9.2 Unit members who are still disabled after seventeen (17) weeks, may apply for long-term disability insurance and long-term disability benefits in accordance with Article IV, Section 3.
9.3 The City shall make all reasonable efforts to provide Unit member s with light duty assignments when the Unit member is still disabled after seventeen (17) weeks from the date of disability.
9.4 As used in this Section 9, the term “disabled” or “disability” shall have that meaning set forth in California Workers’ Compensation law.
SECTION 10 - MILITARY LEAVE:
The City shall grant military leave to Unit member s as provided in the California Military and Veterans Code Sections 389 through 395.4. Unit member s on ordered military leave shall be paid their prevailing pay rate in addition to their military pay for periods not to exceed a total of thirty (30) days each fiscal year as provided by State Codes.
SECTION 11 - LEAVE OF ABSENCE WITHOUT PAY:
11.1 The City has the authority to grant or deny a Unit member ’s request for leave of absence from work without pay, except that the City shall not unreasonably deny a request for unpaid leave due to the medical disability of the Unit member or a member of his/her immediate family.
AFSCME 809 (FT) MOU 2024-2027
11.2 The City shall not grant an unpaid leave in excess of one (1) year for Unit member s with five (5) years or less seniority, in excess of two (2) years for Unit member s with more than five (5) years seniority, or in excess of three (3) years for Unit members with more than ten (10) years seniority.
11.3 A Unit member on an unpaid leave for 61 days or more shall not accrue seniority for that portion of the leave over 60 days.
11.4 After the expiration of the unpaid leave, the Unit member shall be assigned to his/her former classification. Probationary Unit members are not eligible for unpaid leaves of absence, except as required by law.
11.5 The Unit member requesting the leave shall state in writing the reasons for the request.
11.6 The continuation of City paid benefits for Unit members on leave without pay for medical reasons shall be ninety ( 90) days or longer as applicable with the Family Medical Leave Act (FMLA), California Family Rights Act (CFRA) and Pregnancy Disability Leave (PDL). Those Unit members not covered by FMLA, CFRA, and/or PDL, shall not be eligible for the continuation of City paid benefits, but will be eligible for Cobra benefits at their expense.
SECTION 12 - FLEX SCHEDULES:
The City will work with Unit members to achieve flexibility in work schedules to accommodate special needs in areas such as childcare, eldercare or education. These accommodations can be made whenever they can be done without causing hardship on the work unit. The allowable work schedule flexibility shall be restricted to those that can be made within the workday, such as modifying starting or ending time by thirty (30) minutes, and/or reducing the meal period to thirty (30) minutes. Flexibility may also include other modifications which would require the use of leave hours or reductions in pay.
SECTION 13 - TIME OFF FOR VOTING:
The City shall provide Unit members with time off for voting subject to the following conditions:
13.1 When a Unit member claims not to have sufficient time outside of working hours to vote at a statewide election, the Unit member may, without loss of pay, with the approval of the Director of Human Resources, take off enough working hours which when added to the voting hours available outside of working hours will enable the Unit member to vote. The Director of Human Resources may not authorize a Unit member to take off more than two (2) hours from work for voting with pay. The time off authorized for voting shall be only at the beginning or end of the work period, whichever allows the Unit member the most time for voting and the least time off from work.
13.2 If the Unit member knows or has reason to believe that time off for voting will be necessary on election day, the Unit member shall notify the Director of Human Resources of that fact at least two (2) workdays in advance. At least ten (10) days before every statewide election, the Director of Human Resources shall post the provisions of this section conspicuously at the civic center or elsewhere so that the notice may be seen as Unit members come to their place of work.
AFSCME 809 (FT) MOU 2024-2027
SECTION 14 - LUNCH PERIOD:
An uninterrupted, uncompensated lunch period of thirty (30) minutes or one (1) hour will be afforded to Unit members. The lunch period may not be combined with the rest periods or used to compensate for a late arrival or early departure from work unless approved by the Unit member’s supervisor. The time, not the length, of lunch periods may be modified to accommodate childcare pickup and delivery to provider, with the approval of the Department Director.
SECTION 15 - REST PERIOD:
The City shall provide Unit members with a compensated rest period of fifteen (15) minutes for each half work period. Unit members may not use the rest period to compensate for a late arrival to or early departure from work. Rest periods shall have no monetary value and shall be forfeited if not used during the work period.
ARTICLE VI
LAYOFF
SECTION 1 - PREREQUISITE FOR LAYOFF:
When as a result of a cutback in personnel it becomes necessary to initiate a layoff of Unit member s in any representation unit covered by this MOU, the following shall be the prerequisite to such a layoff:
1.1 All non- classified part -timers, temporary, seasonal and/or recurrent and probationary Unit members working in the class have been released from the class.
1.2 Unit members in the class have been given the opportunity to seek lateral transfers to existing vacant positions. Such transfer requests shall not be denied except for just cause.
1.3 Management will meet and consult with the representatives of AFSCME, Local 809 over alternative courses of action to avoid such layoff.
1.4 Notice of actual layoff shall be given no less than forty-five (45) calendar days before the date of implementation. Such notice shall include:
a. Classification where layoff is to occur;
b. Seniority list by total continuous City tenure of Unit members in the affected class; c. List of current permanent vacancies in all classes represented by AFSCME, Local 809; d. Separate notice to any Unit member in the class who has two (2) or more below -standard evaluations within the preceding three (3) years.
SECTION 2 - ORDER OF LAYOFF:
2.1 Unit members who have two (2) or more below-standard annual evaluations within the preceding three (3) years shall be laid off first.
AFSCME 809 (FT) MOU 2024-2027
2.2 Next layoff shall occur on the basis of City- wide tenure, the least senior Unit member based on total continuous employment shall be laid off first and any subsequent layoff shall proceed to the next least senior.
2.3 Ties in tenure
– Where the total and continuous employment of two (2) Unit member s are of the same length, seniority shall be decided by the drawing of lots.
SECTION 3 - VOLUNTARY DEMOTION:
A Unit member so laid off may choose voluntary demotion so as to avoid layoff.
3.1 Such voluntary demotion can be to a lower or equal class of previous standing or to a lower or equal class in the same occupational grouping. Occupational groupings are attached as Exhibit B.
3.2 If the voluntary demotion causes a layoff in the lower or equal class, such layoff shall follow the provisions of this article. However, in no event can a Unit member displace someone with more Citywide seniority except as permitted by Section 2.1 of this article.
SECTION 4 - RECALL:
Unit members who laterally transfer, take a voluntary demotion or are laid off pursuant to the provisions of this article shall have their names entered onto a recall list for the classification of original standing.
4.1 Such a list shall be inverse order of layoff, lateral transfer or demotion.
4.2 The recall list shall be kept by Human Resources and shall be used in order when any vacancy for that class is to be filled.
4.3 The list shall be maintained until all names have been offered an opportunity for recall or at the end of three (3) years, whichever occurs first.
4.4 The appointing authority shall offer appointment to the first name on said list, if the individual accepts, and he or she shall be appointed after sixty (60) days from the date of layoff, the Unit member may be required to take a medical examination so as to ensure the Unit member is medically and mentally capable of performing the duties of the class. The individual shall still be required to meet the minimum standards of the class.
SECTION 5 - LAYOFF FROM OTHER REPRESENTATIONAL UNITS:
In the case of a layoff in a classification not covered by this agreement, a Unit member who had previous employment in a classification covered by this agreement shall have the same rights as listed in Section 3 “Voluntary Demotion” provided, however, that such Unit member’s seniority shall be based solely upon total employment in classifications covered by this agreement.
SECTION 6 - SEVERANCE PACKAGE:
The City shall provide laid off Unit members a severance package in exchange for release of all claims as follows:
AFSCME 809 (FT) MOU 2024-2027
6.1 Severance pay calculated at thirty (30) hours for each year of service with a minimum benefit of 173.33 hours pay and a maximum benefit of 520 hours pay.
6.2 Medical and dental benefits will be provided through the regular insurance and/or COBRA reimbursement for the time period equivalent to the number of days as the severance pay.
ARTICLE VII
NON-DISCRIMINATION
The City will not discriminate in the treatment of a Unit member on the basis of race, religious creed, color, national origin, ancestry, physical disability, mental disability, medical condition, genetic information, marital status, sex, gender, gender identity, gender expression, age, sexual orientation, pregnancy, pregnancy related conditions, union activity, union membership, or military and veteran status of any person.
ARTICLE VIII
HEALTH AND SAFETY
SECTION 1 - SAFETY RESPONSIBILITIES:
1.1 The City and AFSCME shall make a good faith effort to provide and maintain a safe and healthful place of employment.
1.2 Unit member s shall perform their assigned duties safely using the practices, means, methods, operations, and processes prescribed by any law, occupational safety or health standard, safety order, or safety rule and regulation. Unit members shall report any unsafe practices, equipment or hazardous conditions promptly to their immediate supervisor.
1.3 The City shall not require nor permit any Unit member to go or be in any employment not reasonably safe and healthful.
1.4 The City shall not discipline any Unit member for refusing to perform tasks in the performance of which any law, occupational safety or health standard, or safety order would be violated, and if such violation would create a real hazard to the Unit member.
1.5 The City shall not instruct Unit members to perform tasks in violation of any law, occupational safety and health standard (OSHA/CalOSHA); or any safety order that would be violation; or such violation that would create a hazard or imminent harm to the Unit member. The City shall provide the proper training to ensure a safe working environment including receiving proper certifications and licenses.
1.6 All certifications and licenses shall be kept in the employee’s personnel file as well as with Risk Management per OSHA/CalOSHA standards.
1.7 If an employee identifies an unsafe working condition, they should report to their chain of command as well as Risk Management. There shall be no retaliation against any employee for reporting unsafe working conditions. The city will be in compliance with Labor Code 232.5.
AFSCME 809 (FT) MOU 2024-2027
SECTION 2 - SAFETY COMMITTEE:
The City and AFSCME shall jointly participate in an advisory safety committee. The membership of the safety committee shall consist of two (2) City representatives designated by the City Manager from the union, two (2) Unit member representatives designated from and by each other recognized Unit member organization of the City, and the safety officer. The safety committee shall make a good faith effort in an advisory capacity to provide and maintain a safe and healthful place of employment. The safety committee shall meet on a monthly basis or other agreed schedule.
SECTION 3 - SAFETY DEVICES AND SAFEGUARDS:
The City shall furnish and the Unit member shall use safety devices and safeguards. The City shall adopt and use practices, means, methods, operations, and processes, which are reasonably adequate to render City employment safe and healthful.
3.1 The City shall provide safety shoes to eligible Unit member s based upon the recommendation of the safety committee as to the type best suited to the work performed. The City shall pay the full cost of safety shoes without limitation as to style, brand or number of pairs. a. Management shall have the exclusive authority to determine eligibility standards of replacement safety shoes. A Unit member ’s request for replacement of safety shoes shall not be approved unless the need for such new safety shoes is based on normal wear as determined by management.
b. If deemed necessary by management, the installation of new insoles could be permitted in lieu of purchasing new shoes.
3.2 The City will provide one (1) Class 3 Reflective Safety Jacket for safety related positions, replaced as needed; up to three (3) jackets total per Unit member, per contract term.
SECTION 4 - PESTICIDE SAFETY:
A Unit member shall not use Class I pesticides without proper authorization. The City shall comply with laws, regulations, standards and orders governing the use of pesticides.
SECTION 5 - USE OF VETERANS SPORTS COMPLEX:
All City Unit member s and their families shall be entitled to use all facilities and programs at Veterans Sports Complex at the rates below:
Unit member - One hundred dollars ($100.00) per year.
Unit member and family - One hundred fifty dollars ($150.00) per year.
Unit members who renew memberships shall receive the same percentage discount on the above prices as the general public receives at time of renewal.
AFSCME 809 (FT) MOU 2024-2027
For the purposes of this section, family shall mean those family members eligible for coverage under the Ca1PERS Health Insurance provided by the City.
SECTION 6 - CLASS “A” AND “B” DRIVERS LICENSE REQUIREMENT:
6.1 The City shall pay the license fee for Class A and B Driver’s Licenses.
6.2 The City shall pay for medical examinations required for Class A and B Driver’s Licenses.
SECTION 7 - FIRST AID AND CPR:
Provided that the subject training can be provided by certified in-house staff, on a voluntary basis, the City will provide First Aid training and certification and Cardio -Pulmonary Resuscitation (CPR) training and certification to all unit members within the Crafts and Trades Unit who work out in the field, at no cost to the unit members. Training for new unit members within the Crafts and Trades Unit who work out in the field shall be offered at least annually and re- certification trainings will be offere d in conformance with the required recertification dates of the American Red Cross.
ARTICLE IX
DISCIPLINE AND DISCHARGE
SECTION 1 - JUST CAUSE:
A Unit member covered by this MOU may be suspended without pay, demoted or discharged for just cause. A Unit member ’s suspension without pay may be achieved through a temporary decrease in step without any loss of work by the Unit member ; the step decrease shall not exceed the period of time necessary to achieve the loss of pay equivalent to a stated suspension; and it shall not a ffect the Unit member’s step anniversary date. Unit members, other than probationary, shall have the right of appeal.
SECTION 2 - REPRESENTATION:
2.1 Unit members may be represented by a Union representative or legal counsel at predisciplinary conferences and/or post-disciplinary appeal hearings.
2.2 Advocates of the Union who are City Unit member s shall at all times be treated with respect by the City.
ARTICLE X
GRIEVANCE PROCEDURE
SECTION 1 - GRIEVANCE DEFINED:
A grievance is a complaint that there has been a violation of this MOU. The Unit member and/or the Unit member’s designated representative bringing such a claim shall state how the violation affects their wages, hours, working conditions, or job security as provided for in this MOU.
AFSCME 809 (FT) MOU 2024-2027
SECTION 2 - INFORMAL DISCUSSION OF GRIEVANCE:
When a Unit member has a complaint, the Unit member and/or the Unit member ’s designated representative shall first informally discuss the matter with the Unit member ’s immediate supervisor within twelve (12) working days from the incident or decision generating the grievance. If after the discussion with the immediate supervisor, the complaint has not been satisfactorily resolved, the Unit member and/or Unit member’s designated representative shall have the right to informally discuss the complaint with the supervisor’s immediate superior. If after such a discussion, the complaint has not been satisfactorily resolved, the Unit member shall have the right to file a formal grievance.
SECTION 3 - FORMAL GRIEVANCE PROCEDURE:
The formal grievance shall be used to resolve a Unit member’s complaint not satisfactorily resolved by informal discussion.
3.1 A Unit member shall have the right to present a formal grievance, in writing, within twelve (12) working days after the discussion of the grievance with the immediate supervisor and the immediate supervisor’s superior. All formal grievances shall state the violation of this MOU and how it affects the Unit member ’s wages, hours, working conditions or job security, and the Unit member’s suggested solution.
3.2 The formal grievance shall be presented to the Division Manager. The Division Manager shall discuss the grievance with the Unit member and/or the Unit member’s designated representative.
Within twelve (12) working days after receipt of the formal grievance, the Division Manager shall render a written decision regarding its merits. If the Division Manager ’s decision does not satisfactorily resolve the complaint, the Unit member and/or Unit member ’s designated representative may present the formal grievance to the Department Director of the work group.
The grievance shall be considered resolved and no further review of the subject matter of the grievance shall be permitted under this article when the Unit member does not seek further review of the grievance within twelve (12) working days after the receipt of the decision of the Division Manager. Failure of the Division Manager to render a written decision on the grievance within twelve (12) working days constitutes a decision denying the grievance.
3.3 When the Unit member presents a formal grievance to the Department Director , the Department Director shall discuss the grievance with the Unit member and/or the Unit member’s designated representative. Within twelve (12) working days after receipt of the formal grievance, the Department Director shall render a written decision regarding its merits. If the Department Director’s decision does not satisfactorily resolve the complaint, the Unit member and/or Unit member’s representative may present the form al grievance to the City Manager. The grievance shall be considered resolved and no further review of the subject matter of the grievance shall be permitted under this article when the Unit member does not seek further review of the grievance within twelve (12) working days after the receipt of the decision of the Department Director .
Failure of the Department Director to render a written decision on the grievance within twelve (12) working days constitutes a decision denying the grievance.
3.4 When the Unit member presents a formal grievance to the City Manager, the City Manager shall discuss the grievance with the Unit member and/or the Unit member’s designated representative.
AFSCME 809 (FT) MOU 2024-2027
Within twelve (12) working days after receipt of the formal grievance, the City Manager shall render a written decision regarding its merits. The decision of the City Manager shall resolve the grievance and no further review of the subject matter of the grievance shall be permitted within the City’s administrative process. Should the City Manager fail to render a written decision within twelve (12) working days, the Unit member may consider the administrative procedures completed and sue for redress of the grievance.
3.5 If the decision of the City Manager does not resolve the grievance to the Unit member ’s satisfaction, the Unit member, and/or the Union, may sue for redress of grievance.
SECTION 4 - NON-DEPARTMENTAL GRIEVANCES:
4.1 Grievances resulting from decisions or actions outside the departmental chain-of-command shall be initiated by the Unit member and/or the Unit member ’s representative with the Department Director of the work group from which a complaint generates. The Unit member and/or the Unit member’s designated representative shall first informally discuss the matter with the Department Director (or Assistant City Manager, if the complaint is the result of decisions or actions generated by the City Manager’s work group) within twelve (12) working days from the incident or decision generating the grievance. If the informal discussion does not satisfactorily resolve the grievance, the Unit member shall have the right to file a fo rmal grievance, in writing, with the Department Director (or Assistant City Manager, if applicable), within twelve (12) working days after the informal discussion of the grievance with the Department Director (or Assistant City Manager, if applicable). The formal grievance shall state the violation of this MOU and how it affects the Unit member’s wages, hours, working conditions or job security, and the Unit member ’s suggested solution.
4.2 When the Unit member presents a formal grievance to the Department Director (or Assistant City Manager, if applicable), the Department Director (or Assistant City Manager, if applicable) shall discuss the grievance with the Unit member and/or the Unit member’s designated representative.
Within twelve (12) working days after receipt of the formal grievance, the Department Director (or Assistant City Manager, if applicable) shall render a written decision regarding its merits. If the Department Director ’s (or Assistant City Manager ’s, if applicable) decision does not satisfactorily resolve the complaint, the Unit member and/or Unit member’s representative may present the formal grievance to the City Manager. The grievance shall be considered resolved and no further review of the subject matter of the grievance shall be permitted under this article when the Unit member does not seek further review of the grievance within t welve (12) working days after the receipt of the decision of the Department Director (or Assistant City Manager, if applicable). Failure of the Department Director (or Assistant City Manager, if applicable) to render a written decision on the grievance within twelve (12) working days constitutes a decision denying the grievance.
4.3 When the Unit member presents a formal grievance to the City Manager, the City Manager shall discuss the grievance with the Unit member and/or the Unit member’s designated representative.
Within twelve (12) working days after receipt of the formal grievance, the City Manager shall render a written decision regarding its merits. The decision of the City Manager shall resolve the grievance and no further review of the subject matter of the grievance shall be permitted within the City’s administrative process. Should the City Manager fail to render a written decision within AFSCME 809 (FT) MOU 2024-2027
twelve (12) working days, the Unit member may consider the administrative procedures completed and sue for redress of the grievance.
4.4 If the decision of the City Manager does not resolve the grievance to the Unit member ’s satisfaction, the Unit member, and/or the Union, may sue for redress of grievance.
4.5 Grievances resulting from decisions or actions of the Director of Human Resources shall be initiated by the Unit member and/or the Unit member’s representative with the Director of Human Resources. The Unit member and/or the Unit member ’s designated representative shall first informally discuss the matter with the Director of Human Resources within twelve (12) working days from the incident or decision generating the grievance. If the informal discussion does not satisfactorily resolve the grievance, the Unit member shall have the right to file a formal grievance, in writing, with the Director of Human Resources , within twelve (12) working days after the informal discussion of the grievance with the Director of Human Resources. The formal grievance shall state the violation of this MOU and how it affects the Unit member’s wages, hours, working conditions or job security, and the Unit member’s suggested solution.
4.6 When the Unit member presents a formal grievance to the Director of Human Resources , the Director of Human Resources shall discuss the grievance with the Unit member and/or the Unit member’s designated representative. Within twelve (12) working days after receipt of the formal grievance, the Director of Human Resources shall render a written decision regarding its merits. If the Director of Human Resources decision does not satisfactorily resolve the complaint, the Unit member and/or Unit member ’s representative may present the formal grievance to the City Manager. The grievance shall be considered resolved and no further review of the subject matter of the grievance shall be permitted under this article when the Unit member does not seek further review of the grievance within t welve (12) working days after the receipt of the decision of the Director of Human Resources . Failure of the Director of Human Resources to render a written decision on the grievance within t welve (12) working days constitutes a decision denying the grievance.
4.7 When the Unit member presents a formal grievance to the City Manager, the City Manager shall discuss the grievance with the Unit member and/or the Unit member’s designated representative.
Within twelve (12) working days after receipt of the formal grievance, the City Manager shall render a written decision regarding its merits. The decision of the City Manager shall resolve the grievance and no further review of the subject matter of the grievance shall be permitted within the City’s administrative process. Should the City Manager fail to render a written decision within twelve (12) working days, the Unit member may consider the administrative procedures completed and sue for redress of the grievance.
4.8 If the decision of the City Manager does not resolve the grievance to the Unit member ’s satisfaction, the Unit member, and/or the Union, may sue for redress of grievance.
SECTION 5 - REPRISALS:
The City shall not institute any reprisals against any Unit member or designated representative resulting from the use of the grievance procedure.
AFSCME 809 (FT) MOU 2024-2027
ARTICLE XI
APPEAL PROCEDURES
SECTION 1 - REQUEST FOR DISCIPLINARY HEARING:
A non-probationary Unit member, or a Unit member who is on a promotional probationary period who is disciplined for other than failure to pass probation, who believes he or she has been suspended, or demoted without alleged just cause shall have the right to appeal the imposition of that disciplinary action. When a Unit member and/or the Unit member’s designated representative or the Unit member’s legal counsel, requests a disciplinary hearing, the request shall be in writing, signed by the Unit member, and presented to the Director of Human Resources within twelve (12) working days after the notification date of the imposition of the disciplinary action. Any such request shall be addressed to the Director of Human Resources and shall identify the subject matter of the appeal, the grounds for the appeal, and the relief desired by the Unit member. All disciplinary hearings shall be conducted in private, under no circumstances shall the hearing be open to the public. If the Unit member fails to request a disciplinary hearing within the prescribed time, the Unit member shall have waived the right to a hearing and all rights to further appeal of the disciplinary action.
SECTION 2 - SCHEDULING OF DISCIPLINARY HEARING:
The City shall schedule any disciplinary hearing within a reasonable time after the filing of the Unit member’s request, considering the availability of a hearing officer and the convenience of the Unit member and the witnesses.
SECTION 3 - HEARING OFFICER:
3.1 The City Manager or his/her designee shall be the hearing officer for disciplinary hearings that do not involve suspensions of more than forty (40) hours , demotions or terminations, or where the Union does not participate in the appeal and pay half of all hearing costs.
3.2 The hearing officer shall be a neutral third party for all disciplinary appeals involving suspension of more than forty hours or termination.
a. The hearing officer shall be selected from a list of seven (7) names submitted by an outside source mutually agreed upon by the City and the Union. For the purpose of this section, the outside source shall be the American Arbitration Association, unless otherwise mutually agreed upon in writing between the Union and the City. This provision supersedes any and all side letters previously entered into between the City and the Union with respect to the selection of hearing officers for disciplinary appeals. b. The selection process shall consist of the City and Union alternately striking a name from the list until one name remains, which will be the appointed hearing officer. A coin toss will determine which side begins the above-mentioned process. c. The cost for the hearing officer shall be shared equally by the City and the Union.
AFSCME 809 (FT) MOU 2024-2027
SECTION 4 - REPRESENTATION AT DISCIPLINARY HEARING:
At the disciplinary hearing, the Unit member may appear personally, and shall have the right to be represented by the Union or by legal counsel. The Unit member and the City shall have the right to produce and confront witnesses, and to present any relevant oral or documentary evidence.
SECTION 5 - BURDEN OF PROOF AND EVIDENCE:
The City shall have the burden of proof at the disciplinary hearing and shall be required to prove the charges against the Unit member by a preponderance of the evidence. The disciplinary hearing shall not be conducted according to the technical rules of evidence.
SECTION 6 - CONDUCT OF DISCIPLINARY HEARING:
The conduct of the disciplinary hearing shall be under the control of the hearing officer with due regard for the rights and privileges of the parties. During the examination of a witness, the hearing officer may exclude from the hearing, any and all other witnesses. The hearing officer shall have the power to issue subpoenas to compel the attendance of witnesses or the production of documents. Disciplinary hearings shall be tape-recorded.
SECTION 7 - HEARING OFFICER’S DECISION:
Within thirty (30) calendar days after conclusion of the evidentiary and argument portions of the disciplinary hearing, the hearing officer shall issue a written decision containing findings of the fact and conclusions of law. The hearing officer shall have the authority to affirm, revoke or reduce the disciplinary action imposed against the Unit member . The hearing officer ’s decision constitutes a final and binding resolution of any disciplinary action and no further appeal shall be permitted.
ARTICLE XII
CITY RIGHTS
SECTION 1 - EXCLUSIVE CITY RIGHTS AND AUTHORITY:
The City retains the exclusive right to manage and direct the performance of City services and the work force performing such services. The following matters shall be within the exclusive authority of the City.
1.1 The consideration of the merits, necessity, or organization of any service or activity conducted by the City shall include but not be limited to the City’s right to:
1.2 Determine issues of public policy;
1.3 Determine and change the facilities, methods, means, and personnel by which City operations are to be conducted;
1.4 Expand or diminish services;
AFSCME 809 (FT) MOU 2024-2027
1.5 Determine and change the number of locations, relocations, and types of operations and the processes and materials to be employed in carrying out all City functions, including but not limited to the right to contract out any work or operation;
1.6 Determine the size and composition of the work force, to assign work to Unit member s in accordance with requirements as determined by the City, and to establish and change work assignments;
1.7 Determine job classifications;
1.8 Appoint, transfer, promote, demote, and lay off Unit members for lack of work or other appropriate reasons;
1.9 Initiate disciplinary action;
1.10 Determine policies, procedures, and standards for selection, training and promotion of Unit members;
1.11 Establish Unit member performance standards, including but not limited to quality and quantity standards;
1.12 Maintain the efficiency of governmental operations;
1.13 Exercise complete control and discretion over its organization, and the technology of performing its work and services;
1.14 Establish reasonable work and safety rules and regulations in order to maintain the efficiency and economy desirable in the performance of City services; and
1.15 Determine any and all necessary actions to carry out its mission in emergencies.
1.16 The exclusive decision-making authority of the City and the management on matters involving the City rights and authority shall not be in any way, directly or indirectly, subject to the grievance procedure. The Unit member may grieve the impact of the exercise of exclusive City rights and authority that directly relate to matters within the scope of representation.
SECTION 2 - CONCERTED REFUSAL TO WORK:
2.1 If a Unit member participates in any manner in any strike, sympathy strike, work stoppage, slowdown, sick-in or other concerted refusal to work or participates in any manner in picketing or impediment to work in support of any such strike, work stoppage, slowdown, sick- in or other concerted refusal to work or induces other Unit member s of the City to engage in such activities, such Unit member shall be subject to discharge by the City.
2.2 In the event the Union calls, engages in, encourages, assists, or condones in any manner, any strike, sympathy strike, work stoppage, slowdown, sick- in, or other concerted refusal to work by Unit members of the City or any picketing or work impediment in support thereof, or any form of interference with or limitation of the peaceful performance of City services, the City, in addition AFSCME 809 (FT) MOU 2024-2027
to any other lawful remedies or disciplinary actions available to it, may suspend any and all of the rights and privileges accorded the Union under any ordinance, resolution, rules or procedures of the City, including but not limited to the suspension of recognition of the Union, and the use of the City’s bulletin boards and facilities.
2.3 The City shall not lock out Unit members.
ARTICLE XIII
UNION RIGHTS
SECTION 1 - EXCLUSIVE REPRESENTATION:
It is agreed by and between the Union and the City that AFSCME, Local 809 is the exclusive representative of Unit member s covered by this agreement. As such, the Union shall be the only agent providing representation for grievances and disciplinary hearings and for all terms and conditions of employment. At the disciplinary hearing, the Unit member may appear personally, may be represented by the Union or by legal counsel. If a Unit member requests representation for grievances, it shall be through the Union.
SECTION 2 - BULLETIN BOARD:
The City will provide the Union ample space on five (5) bulletin boards located at City Hall, adjacent to the City Clerk ’s office, and/or at the City’s Corporate Yard. Two bulletin boards for display of Union announcements and notices will be provided in accessible areas at the City’s Corporate Yard and one at the Community Center. Where the City does not have an existing bulletin board, the Union shall supply it.
SECTION 3 - E-MAIL ACCESS:
The City will set up e-mail addresses for all Full-Time AFSCME-represented Unit members in the City’s e-mail system. Additionally, new Unit members shall be added to the “ALL AFSCME” email group.
SECTION 4 - UNION OFFICERS:
4.1 Union officers shall continue to receive release time leave as described in this MOU to perform official Union duties, with the understanding that their Union duties shall not interfere with the effective and efficient performance of their assigned job responsibilities, or interfere with the efficiency, safety and security of City operations.
4.2 The Union will provide the City a current list of all officers, stewards and representatives on a quarterly basis.
SECTION 5 - POLITICAL ACTION FUND:
The City will provide payroll deduction for political action fund “PEOPLE” and remit same to AFSCME.
AFSCME 809 (FT) MOU 2024-2027
SECTION 6 - RELEASE TIME:
The City shall provide Unit members with release time leave subject to the following conditions:
6.1 Upon advance notice and unless the Unit member ’s or designated representative’s use of release time interferes with departmental operations, the immediate supervisor shall permit a Unit member and one designated representative to use release time as time off work with pay in order to prepare a formal grievance or to appeal a disciplinary action.
6.2 The immediate supervisor shall approve release time requests for up to one (1) hour for both the Unit member and one (1) designated representative for each formal grievance. The immediate supervisor shall approve release time requests for up to two (2) hours for both the Unit member and one (1) designated representative for each predisciplinary conference or disciplinary hearing unless it interferes with departmental operations. Additional requests for release time to prepare for a formal grievance or t o appeal a disciplinary action must be approved in advance by the appointing authority which includes inspection of Unit member s personnel file for disciplinary appeals.
6.3 A Unit member’s designated representative may use release time to be present at the presentation of a grievance, a predisciplinary conference, or disciplinary hearing.
6.4 Representatives and officers of recognized employee organizations will be permitted to use release time to attend labor contract negotiations sessions scheduled by the City. The number of the labor contract negotiating committee members for the union shall be no more than two (2) members from each of the three units represented by AFSCME, Local 809 including the president of the local, and an AFSCME union representative. Up to four representatives of the recognized Unit member organization will be permi tted to use release time to attend meet- and-confer sessions scheduled by the City, three representatives may attend labor/ management meetings, and two representatives may attend Personnel Subcommittee meetings.
6.5 AFSCME shall be permitted monthly paid release time for executive board meetings; such meetings shall not exceed two work hours.
6.6 Unit member organizations may request release time from the employer-employee relations officer for a special meeting not covered in this provision. Such requests shall be in writing stating the reasons for such request.
6.7 Unit members who use release time pursuant to the provisions of this section shall record all such hours on their payroll job ticket each payroll period.
6.8 While it is anticipated that the President and Vice President will utilize release time in accordance with this section, the AFSCME, Local 809 Vice President shall have ten (10) hours per month paid release time, approved in advance quarterly by his or her immediate supervisor. The AFSCME, Local 809 President shall have one day (10) hours per week paid release time, approved in advance quarterly by his or her immediate supervisor.
6.9 Release time is to be used to cover labor relations activities that occur during a Unit member’s normal work hours. It does not add to a Unit member ’s normal work schedule nor create any AFSCME 809 (FT) MOU 2024-2027
overtime obligation. Any hours expended outside normal work hours shall not count as release time, shall be uncompensated by the City, and are the personal responsibility of the Unit member and/or the Union. However, the City Manager or the Director of Human Resources may pre- authorize overtime for labor relations related purposes.
6.10 Release time is not available for labor relations related administrative or legal procedures, except that the Union may have one representative at administrative proceedings who shall be entitled to the use of release time and all represented members that may be called as witnesses at any administrative proceeding shall be entitled to use release time to cover any required attendance at such proceeding that occurs during the Unit member ’s normally scheduled work hours. Unit members that are to be called as witnesses at such proceedings shall be placed “ on call” with at least one-hour notice of the need for their attendance and allowed to use release time for any time spent that occurs during the Unit member ’s normally scheduled work hours. Examples of administrative proceedings include, but are not limited to, PERB, E EOC, DFEH, Labor Commissioner, etc.
6.11 AFSCME Unit members shall be permitted one (1) hour of paid release time per month to attend AFSCME membership meetings. AFSCME will keep sign-in sheets and provide same to Human Resources to prove attendance at the membership meetings.
6.12 The City Manager or designee, or the Human Resources Director may grant additional release time on any matters considered not covered in this section.
SECTION 7 - BIDDING ON IN-HOUSE SERVICES:
Prior to the City initiating the official bid process, the Union shall have the opportunity to present to the City a bid to keep services in-house. This opportunity shall be part of the required meet and confer process.
If the request is reasonable, the City will provide the Union with information not normally available to the Union.
SECTION 8 - PERSONNEL FILES:
There shall be one official personnel file for each Unit member and it shall be kept at City Hall in Human Resources.
SECTION 9 - UNION MEETINGS:
9.1 The City shall provide free of cost to AFSCME, the use of City facilities to conduct Union meetings related to the City of Carson representation, no more than twice per month. This free use of City facilities is restricted to AFSCME Local 809 and shall not be used by any other organization or affiliates.
9.2 AFSCME will be permitted to bring food and refreshments from outside entities to said meetings.
AFSCME 809 (FT) MOU 2024-2027
ARTICLE XIV
UNION SECURITY
SECTION 1 - UNION MEMBERSHIP AND DUES DEDUCTION:
1.1 Union may request that the City deduct membership dues, initiation fees, and general assessments, as well as payment of any other membership benefit program sponsored by the Union, from the wages and salaries of Union members. Union hereby certifies that Union has and shall maintain all such deduction authorizations signed by the individual from whose salary or wages the deduction is to be made and shall not be required to provide a copy of an individual authorization to the City unless a dispute arises about the existence or terms of the authorization. Accordingly, Union membership dues shall be deducted each pay period in accordance with the City procedures and provisions of applicable law from the salary of each employee whose name is provided by the Union. Remittance of the aggregate amount of all such monies shall be made by the City to the Union at the conclusion of each month payroll period in which said dues were deducted. Union shall defend, indemnify and hold the City harmless against any lia bility arising from any claims, demands, or other action relating to the City’s compliance with this section.
1.2 Changes to the payroll deduction shall commence on the pay period after the authorization or written notification is received by the City.
SECTION 2 - MAINTENANCE OF MEMBERSHIP:
Any represented employees who have authorized Union dues deductions on the effective date of 10/23/18, which is when City Council adopted the provision in the Tentative Agreement which forms the basis for this provision in this MOU, or at any time subsequent to the effective date of such Tentative Agreement, shall continue to have such dues deduction made by the City; provided, however, that any requests to revoke or change Union membership deductions must be referred to the Union. Union shall defend, indemnify and hold the City harmless aga inst any liability arising from any claims, demands, or other action relating to the City’s compliance with this section.
SECTION 3 - UNION ACCESS TO NEW EMPLOYEE ORIENTATIONS AND INFORMATION:
3.1 Pursuant to AB 119, the City agrees to provide, when practical, no less than 10- days’ notice in advance of any new employee orientations and provide the Union access to the orientation(s).
Orientation refers to any onboarding process, whether in person, online or through other means.
Access shall be determined by the Union, which could mean representational attendance or correspondence. The Union shall advise the City reasonably in advance as to the type of access requested. The City agrees to provide such reasonable notice of current employees that have changed position status (i.e. part-time to full time, promotional).
3.2 The City agrees, pursuant to AB 119, to provide the Union with the name, job title, department, work location, and work telephone number of newly hired employees within thirty (30) days of the date of hire. The City also agrees to provide the Union with t he name, job title, department, work location, work, home and personal cellular telephone numbers, personal email addresses and home address of all bargaining unit employees once a quarter.
AFSCME 809 (FT) MOU 2024-2027
3.3 Notwithstanding the foregoing, pursuant to AB 119, the City will not provide the Union with the home address or any phone number on file with the City of any employee performing law enforcement-related functions, and the City will not provide the Union wit h any home address, home telephone number, personal cellular telephone number, or personal email address of any employee who has made a written request to the City regarding non-disclosure of said information.
Upon receipt of a written request for non-disclosure of employee information, the City will provide the Union with a copy of that request.
ARTICLE XV
OTHER MATTERS WITHIN THE SCOPE OF REPRESENTATION
SECTION 1 - STATUS OF GRANT-FUNDED UNIT MEMBERS:
Full-Time grant funded Unit members shall be considered City Unit members and will receive all benefits and rights conferred by this agreement.
SECTION 2 - UNION MANAGEMENT MEETINGS:
The City and the Union agree to meet on at least a quarterly basis for the duration of this agreement to discuss matters of mutual concern and establish a system of communication between Unit member s and management for the purpose of improving even further delivery of services, efficiency of operations and Unit member morale.
SECTION 3 - PROMOTIONAL OPPORTUNITIES:
3.1 The City will make a good faith effort to promote and transfer from within.
3.2 The City will recruit for and establish eligibility lists for all vacant budgeted positions unless formally frozen by Council.
3.3 Employees that promote outside of the Unit shall not be considered as new hires in relation to the transfer of benefits.
SECTION 4 - LATERAL TRANSFERS:
4.1 Unit members who wish to be considered for lateral transfer must complete a lateral transfer form and place it on file with the Human Resources Department. When the Director of Human Resources, or designee, receives an approved requisition for a position where a Unit member has filed a lateral transfer form, the Human Resources Department will notify that Unit member of the recruitment during the promotional recruitment period, and provide the Unit member with a recruitment flyer. Testing requirements w ill be waived if the candidate meets the minimum requirements of the open position.
4.2 Lateral transfer candidates shall advance directly to an interview with the hiring authority, at a time that is to be determined by the hiring authority. The selection decision shall be at the discretion of the hiring authority; lateral transfer candidates shall not have superior rights to the open position over the rights of the promotional candidates.
AFSCME 809 (FT) MOU 2024-2027
SECTION 5 - TYPING CERTIFICATES:
Typing certificates verifying typing speeds of sixty- five (65) words per minute or greater shall be considered to be valid for thirty-six (36) months from the date of issuance.
SECTION 6 - PERSONNEL SUBCOMMITTEE:
The City agrees to inform the Union of any issues going before the Personnel Subcommittee and City Council concerning the Union and that the Union will be given this information and the right to attend said meetings on release time, limited to one or two members as appropriate.
ARTICLE XVI
MODIFICATION AND DURATION
SECTION 1 - SEVERABILITY:
Notwithstanding any other provisions of this MOU, in the event that any article, section, or subsection of this MOU shall be declared invalid by any court or by any state or federal law or regulation, or should a decision by any court or any state or federal law or regulation diminish the benefits provided by this MOU, or impose additional obligations on the City, the City and the Union shall meet and confer on the affected article, section, or subsection. In such event, all other articles, sections or subsections of this MOU not affected shall continue in full force and effect.
SECTION 2 - DURATION:
2.1 This MOU shall be binding on the City and AFSCME when approved and adopted by the City Council.
2.2 Except as otherwise provided herein, this MOU covers a three (3) year contract term from July 1, 2024 to June 30, 2027 and shall be in full force and effect from the 1st day of July, 2024 and shall remain in full force and effect up to and including the 30th day of June, 2027; provided, however, that the salary levels, benefits and other money items, specified herein shall become effective as indicated.
SECTION 3 – REOPENERS/ME TOO CLAUSE:
During the term of this Agreement, AFSCME bargaining unit employees shall receive MOU bonuses and/or general salary increase (also known as a cost of living adjustment or COLA) equal to the highest COLA or general salary increase, and/or bonuses, received by any other City bargaining units.
The parties do specifically agree to reopen the meet and confer within sixty (60) days of the execution of this MOU only as regards to the following issues. These reopeners are not contingent upon the execution of any success MOU and no successor MOU is contingent upon agreement of these reopeners:
a. Class A/B License Pay: The parties agree to a reopener during the term of this MOU to discuss the unions percentage update recommendation.
b. Differential Pay for Certain “Senior” Classifications: The parties agree to a reopener during the AFSCME 809 (FT) MOU 2024-2027
term of this MOU to discuss the additional of Senior Equipment Mechanic and Senior Events Coordinator.
SECTION 4 – SUCCESSOR MOU LANGUAGE UPDATES:
After City Council adoption of the Tentative Agreement and direction given to the parties to prepare a successor AFSCME MOU, the parties agree that said successor AFSCME MOU shall be reviewed and language updated with any proposed changes not mentioned within the Tentative Agreement requir ing mutual agreement by City and AFSCME.
SECTION 5 – CIVIL SERVICE COMMISSION
Within the first quarter of 2023, the City and Union agree to begin the meet and confer process to establish a Civil Service Commission, per the City Charter.
[SIGNATURES ON NEXT PAGE]
AFSCME 809 (FT) MOU 2024-2027
A MEMORANDUM OF UNDERSTANDING FOR THE PERIOD
JULY 1, 2024 THROUGH JUNE 30, 2027
BETWEEN THE CITY OF CARSON AND EMPLOYEES ASSIGNED
TO CLASSIFIED POSITIONS REPRESENTED BY THE AMERICAN
FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES
UNION (AFSCME), COUNCIL 36, LOCAL 809
PASSED, APPROVED AND ADOPTED THIS 1st DAY OF April 2025.
AFSCME LOCAL 809 CITY OF CARSON
Tony Rodriguez, President David C. Roberts Jr., City Manager
Bob Adams, Business Representative Pam Lee, Deputy City Attorney
Nancy Rusas, Recording Secretary
AFSCME 809 (FT) MOU 2024-2027
APPENDIX A
DESIGNATED APPROPRIATE UNITS
CLERICAL AND TECHNICAL UNIT
Account Clerk Parking Control Officer
Accounts Payable Specialist I (Job Series) Payroll Specialist I (Job Series) Accounts Payable Specialist II (Job Series) Payroll Specialist II (Job Series) Administrative Secretary Planning Secretary
Animal Control Officer Planning Technician I (Job Series) Audio Visual Assistant Planning Technician II (Job Series) Business License Specialist I (Job Series) Public Safety Engagement Officer Business License Specialist II (Job Series) Purchasing Specialist I (Job Series) Central Services Technician Purchasing Specialist II (Job Series) Code Enforcement Aide (Job Series) Resource Center Technician Code Enforcement and Collections Officer Revenue Inspector Code Enforcement Officer (Job Series) Sanitation Officer Construction Inspector Sanitation Services Coordinator
Coordinator, Records Management Senior Account Clerk I (Job Series) Division Secretary Senior Account Clerk II (Job Series) Economic Development Liaison Senior Central Services Technician Employment Specialist Senior Clerk
Engineering Technician Senior Code Compliance Specialist Graphic Designer I (Job Series) Senior Construction Inspector Senior Event Services Coordinator
Graphic Designer II (Job Series) Senior Storekeeper
Housing & Homeless Coordinator Storekeeper
Innovation & Business Liaison Systems Coordinator
IT Support Technician Typist Clerk I (Job Series)
Office Clerk (Job Series) Typist Clerk II (Job Series)
AFSCME 809 (FT) MOU 2024-2027
APPENDIX A (CONT.)
DESIGNATED APPROPRIATE UNITS
CRAFTS AND TRADES UNIT
Assistant Facilities Maintenance Technician (Job Series) Assistant Groundsworker (Job Series)
Assistant Maintenance Worker (Job Series)
Assistant Tree Trimmer (Job Series)
Bus Driver
Custodian
Electrician
Equipment Mechanic I (Job Series)
Equipment Mechanic II (Job Series)
Equipment Service Worker (Job Series)
Event Services Worker I (Job Series)
Event Services Worker II (Job Series)
Event Services Worker III (Job Series)
Facilities Maintenance Technician I (Job Series)
Facilities Maintenance Technician II (Job Series)
Groundsworker I (Job Series)
Groundsworker II (Job Series)
Heavy Equipment Operator
HVAC Technician
Irrigation Technician
Lead Facilities Maintenance Technician
Locksmith
Maintenance Worker I (Job Series)
Maintenance Worker II (Job Series)
Painter
Plumber
Pool Maintenance Specialist
Senior Bus Driver
Senior Custodian
Senior Equipment Mechanic
Senior Groundsworker
Senior Maintenance Worker I
Senior Maintenance Worker II
Senior Tree Trimmer
Tree Trimmer I (Job Series)
Tree Trimmer II (Job Series)
AFSCME 809 (FT) MOU 2024-2027
APPENDIX A (CONT.)
DESIGNATED APPROPRIATE UNITS
PROFESSIONAL/MIDDLE MANAGEMENT UNIT
Adult Sports Coordinator I (Job Series)
Adult Sports Coordinator II (Job Series)
Aquatics Program Supervisor
Assistant Community Services Coordinator (Senior Services) Assistant Event Coordinator (Job Series)
Assistant Recreation Coordinator
Assistant Recreation Coordinator (Enrichment)
Assistant Recreation Coordinator (Reservations)
Buyer
Community Services Coordinator I (Youth & Family) (Job Series) Community Services Coordinator II (Youth & Family) (Job Series) Early Childhood Instructor
Early Childhood Program Supervisor
Event Services Coordinator I (Job Series)
Event Services Coordinator II (Job Series)
Human Services Assistant Coordinator
Kids Club Coordinator I (Job Series)
Kids Club Coordinator II (Job Series)
Recreation Center Supervisor I (Job Series)
Recreation Center Supervisor II (Job Series)
Recreation Coordinator
Recreation Coordinator I (Special Events) (Job Series)
Recreation Coordinator II (Special Events) (Job Series) Recreation Reservations Coordinator I (Job Series)
Recreation Reservations Coordinator II (Job Series)
Recreation Program Supervisor
Senior Event Services Coordinator
Senior Recreation Center Supervisor
Seniors Assisted Living Coordinator I (Job Series)
Seniors Assisted Living Coordinator II (Job Series)
Seniors Recreation Program Coordinator I (Job Series)
Seniors Recreation Program Coordinator II (Job Series)
Social Services Coordinator I (Job Series)
Social Services Coordinator II (Job Series)
Special Needs Recreation Coordinator I (Job Series)
Special Needs Recreation Coordinator II (Job Series)
Transportation Coordinator I (Job Series)
Transportation Coordinator II (Job Series)
Youth Sports Coordinator I (Job Series)
Youth Sports Coordinator II (Job Series)
AFSCME 809 (FT) MOU 2024-2027
APPENDIX B
OCCUPATIONAL GROUPINGS
Salary Range No.
1) Senior Code Compliance Specialist ...................................................................................... 705 Code Enforcement and Collection Officer .......................................................................... 713 Revenue Inspector ................................................................................................................. 715 Code Enforcement Officer (Job Series) /Sanitation Officer ................................................. 712 Public Safety Engagement Officer ........................................................................................ 721 Business License Specialist II* (Job Series) ......................................................................... 703 Business License Specialist I* (Job Series) /Sanitation Services Coordinator ..................... 702 Code Enforcement Aide (Job Series) .................................................................................... 727 Animal Control Officer ......................................................................................................... 708 Parking Control Officer ........................................................................................................ 719 2) Senior Construction Inspector............................................................................................... 713 Construction Inspector .......................................................................................................... 715 3) Senior Central Services Technician ...................................................................................... 702 Central Services Technician ................................................................................................. 711 4) Graphic Designer II (Job Series)........................................................................................... 723 Graphic Designer I (Job Series) ............................................................................................ 709 5) Employment Specialist ......................................................................................................... 721 6) Innovation & Business Liaison ............................................................................................. 713 Systems Coordinator ............................................................................................................. 721 Administrative Secretary ...................................................................................................... 704 Planning Secretary ................................................................................................................ 723 Business License Specialist II* (Job Series) ......................................................................... 703 Division Secretary /Resource Center Technician ................................................................. 709 Business License Specialist I* (Job Series) .......................................................................... 702 Economic Development Liason ............................................................................................ 701 Senior Clerk .......................................................................................................................... 717 IT Support Technician .......................................................................................................... 708 Typist Clerk II (Job Series) ................................................................................................... 719 Typist Clerk I (Job Series) /Audio Visual Assistant ............................................................. 707 Office Clerk (Job Series) ...................................................................................................... 729 7) Buyer* ................................................................................................................................... 710 Accounts Payable Specialist II (Job Series) /Payroll Specialist II (Job Series) / Purchasing Specialist II (Job Series) /Senior Account Clerk II* (Job Series) ...................... 703 Accounts Payable Specialist I (Job Series) /Payroll Specialist I (Job Series) / Purchasing Specialist I (Job Series) /Senior Account Clerk I* (Job Series)......................... 702 Account Clerk ....................................................................................................................... 701 AFSCME 809 (FT) MOU 2024-2027
Salary Range No.
8) Planning Technician II (Job Series) ...................................................................................... 721 Planning Technician I (Job Series) ....................................................................................... 714 9) Senior Equipment Mechanic ................................................................................................. 721 Equipment Mechanic II (Job Series)..................................................................................... 704 Equipment Mechanic I (Job Series) ...................................................................................... 709 Equipment Service Worker (Job Series) ............................................................................... 720 10) HVAC Technician ................................................................................................................ 713 Electrician ............................................................................................................................. 715 Plumber ................................................................................................................................. 718 Lead Facilities Maintenance Technician /Locksmith /Painter .............................................. 704 Pool Maintenance Specialist ................................................................................................. 723 Facilities Maintenance Technician II (Job Series) ................................................................ 709 Facilities Maintenance Technician I (Job Series) ................................................................. 722 Senior Custodian ................................................................................................................... 711 Assistant Facilities Maintenance Technician (Job Series) .................................................... 708 Custodian .............................................................................................................................. 706 11) Senior Tree Trimmer............................................................................................................. 718 Irrigation Technician ............................................................................................................. 709 Senior Groundsworker .......................................................................................................... 702 Tree Trimmer II (Job Series) ................................................................................................ 727 Groundsworker II (Job Series) .............................................................................................. 720 Senior Custodian ................................................................................................................... 711 Groundsworker I (Job Series) /Tree Trimmer I (Job Series) ................................................ 708 Assistant Groundsworker (Job Series) /Assistant Tree Trimmer (Job Series) / Custodian .............................................................................................................................. 706 12) Senior Maintenance Worker II .............................................................................................. 721 Senior Maintenance Worker I ............................................................................................... 714 Lead Facilities Maintenance Technician .............................................................................. 704 Heavy Equipment Operator .................................................................................................. 723 Facilities Maintenance Technician II (Job Series) ................................................................ 709 Maintenance Worker II (Job Series) ..................................................................................... 720 Facilities Maintenance Technician I (Job Series) ................................................................. 722 Senior Custodian ................................................................................................................... 711 Maintenance Worker I (Job Series) ..................................................................................... 719 Custodian .............................................................................................................................. 706 Assistant Maintenance Worker (Job Series) ......................................................................... 707 13) Recreation Center Supervisor ............................................................................................... 725 Aquatics Program Supervisor /Recreation Center Supervisor II (Job Series) / Recreation Program Supervisor ............................................................................................ 705 AFSCME 809 (FT) MOU 2024-2027
Adult Sports Coordinator II (Job Series) /Community Services Coordinator II (Youth & Family) (Job Series) /Kids Club Coordinator II (Job Series) /Recreation Center Supervisor I (Job Series) /Recreation Coordinator II (Special Events) (Job Series) / Recreation Reservations Coordinator II (Job Series) /Seniors Assisted Living Coordinator II (Job Series) /Seniors Recreation Program Coordinator II (Job Series) / Social Services Coordinator II (Job Series) /Special Needs Recreation Coordinator II (Job Series) /Transportation Coordinator II (Job Series) /Youth Sports Coordinator II (Job Series) ........................................................................................................................... 715 Adult Sports Coordinator I (Job Series) /Community Services Coordinator I (Youth & Family) (Job Series) /Kids Club Coordinator I (Job Series) /Recreation Coordinator / Recreation Coordinator I (Special Events) (Job Series) /Recreation Reservations Coordinator I (Job Series) /Seniors Assisted Living Coordinator I (Job Series) / Seniors Recreation Program Coordinator I (Job Series) /Social Services Coordinator I (Job Series) /Special Needs Recreation Coordinator I (Job Series) /Transportation Coordinator I (Job Series) /Youth Sports Coordinator I (Job Series) ................................... 721 Assistant Recreation Coordinator /Human Services Assistant Coordinator ......................... 709 Assistant Community Services Coordinator (Senior Services) /Assistant Event Coordinator (Job Series) /Assistant Recreation Coordinator (Enrichment) / Assistant Recreation Coordinator (Reservations) ................................................................. 720 14) Early Childhood Program Supervisor ................................................................................... 705 Early Childhood Instructor ................................................................................................... 717 15) Senior Storekeeper ................................................................................................................ 702 Storekeeper ........................................................................................................................... 717 16) Engineering Technician ........................................................................................................ 718 17) Senior Bus Driver ................................................................................................................. 701 Bus Driver ............................................................................................................................. 717 18) Coordinator, Records Management ...................................................................................... 714
19) Senior Event Services Coordinator ....................................................................................... 705 Event Services Coordinator II (Job Series) ........................................................................... 715 Event Services Coordinator I (Job Series) ............................................................................ 721 Event Services Worker III (Job Series) ................................................................................ 720 Event Services Worker II (Job Series) .................................................................................. 719 Event Services Worker I (Job Series) ................................................................................... 707 Senior Event Services Coordinator ................................................................................... … 705
20) Housing & Homeless Coordinator ....................................................................................... 714
(* Denotes minimum qualifications required.)
AFSCME 809 (FT) MOU 2024-2027
APPENDIX C
JOB SERIES POSITIONS
(Article III, Section 4)
LEVEL 1 LEVEL 2 LEVEL 3
# Classification Salary
Range Classification Salary
Range Classification Salary
Range
1 Accounts Payable
Specialist I 702 Accounts Payable
Specialist II 703 N/A N/A
2 Adult Sports
Coordinator I 721 Adult Sports
Coordinator II 715 N/A N/A
3 Assistant Event
Coordinator 720 Event Coordinator 723 N/A N/A
4 Assistant Facilities
Maintenance Technician 708 Facilities Maintenance
Technician I 722 Facilities Maintenance
Technician II 709
5 Assistant Groundsworker 706 Groundsworker I 708 Groundsworker II 720 6 Assistant Maintenance
Worker 707 Maintenance Worker I 719 Maintenance Worker II 720 7 Assistant Tree Trimmer 706 Tree Trimmer I 708 Tree Trimmer II 727 8 Business License
Specialist I 702 Business License
Specialist II 703 N/A N/A
9 Code Enforcement Aide 727 Code Enforcement
Officer 712 N/A N/A
10 Community Services
Coordinator I (Youth &
Family)
721
Community Services
Coordinator II (Youth &
Family)
715 N/A N/A
11 Equipment Service
Worker 720 Equipment Mechanic I 709 Equipment Mechanic II 704 12 Event Services
Coordinator I 721 Event Services
Coordinator II 715 N/A N/A
13 Event Services Worker I 707 Event Services Worker II 719 Event Services Worker III 720
14 Graphic Designer I 709 Graphic Designer II 723 N/A N/A 15 Kids Club Coordinator I 721 Kids Club Coordinator II 715 N/A N/A 16 Office Clerk 729 Typist Clerk I 707 Typist Clerk II 326 17 Payroll Specialist I 702 Payroll Specialist II 703 N/A N/A 18 Planning Technician I 714 Planning Technician II 721 N/A N/A 19 Purchasing Specialist I 702 Purchasing Specialist II 703 N/A 719 20 Recreation Center
Supervisor I 715 Recreation Center
Supervisor II 705 N/A N/A
21 Recreation Coordinator I
(Special Events) 721 Recreation Coordinator II
(Special Events) 715 N/A N/A
AFSCME 809 (FT) MOU 2024-2027
LEVEL 1 LEVEL 2 LEVEL 3
# Classification Salary
Range Classification Salary
Range Classification Salary
Range
22 Recreation Reservations
Coordinator I 721 Recreation Reservations
Coordinator II 715 N/A N/A
23 Senior Account Clerk I 702 Senior Account Clerk II 703 N/A N/A 24 Seniors Assisted Living
Coordinator I 721 Seniors Assisted Living
Coordinator II 715 N/A N/A
25 Seniors Recreation
Program Coordinator I 721 Seniors Recreation
Program Coordinator II 715 N/A N/A
26 Social Services
Coordinator I 721 Social Services
Coordinator II 715 N/A N/A
27 Special Needs
Recreation Coordinator I 721 Special Needs
Recreation Coordinator II 715 N/A N/A
28 Transportation
Coordinator I 721 Transportation
Coordinator II 715 N/A N/A
29 Youth Sports
Coordinator I 721 Youth Sports
Coordinator II 715 N/A N/A
AFSCME 809 (FT) MOU 2024-2027
APPENDIX D
DIFFERENTIAL PAY FOR CERTAIN ‘SENIOR’ CLASSIFICATIONS
(Article III, Section 5)
# Senior Classification Salary
Range Highest Subordinate Salary
Range
1 HVAC Technician 713 Facilities Maintenance
Technician II 709
2 Electrician 715 Facilities Maintenance
Technician II 709
3 Senior Maintenance Worker II 721 Heavy Equipment Operator 723 4 Senior Tree Trimmer 718 Heavy Equipment Operator 723
5 Plumber 718 Pool Maintenance Specialist 723
6 Senior Maintenance Worker I 714 Maintenance Worker II 720 7 Lead Facilities Maintenance
Technician 704 Facilities Maintenance
Technician II 709
8 Locksmith 704 Facilities Maintenance
Technician II 709
9 Painter 704 Facilities Maintenance
Technician II 709
10 Irrigation Technician 709 Groundsworker II 720
11 Senior Groundsworker 702 Groundsworker II 720
12 Senior Custodian 711 Custodian 706
AFSCME 809 (FT) MOU 2024-2027
APPENDIX E
CITY OF CARSON
HOURLY SALARY SCHEDULE
AFSCME LOCAL 809
EFFECTIVE JUNE 26, 2024
(6% COLA)
TITLE RANGE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6
Account Clerk 701 31.03 32.57 34.21 35.91 37.71 39.60
Accounts Payable Specialist I 702 32.60 34.23 35.93 37.74 39.62 41.61 Accounts Payable Specialist II 703 34.25 35.96 37.76 39.64 41.63 43.71 Administrative Secretary 704 35.98 37.78 39.67 41.65 43.74 45.92 Adult Sports Coordinator I 721 38.74 40.68 42.72 44.86 47.10 49.45 Adult Sports Coordinator II 715 40.71 42.75 44.88 47.13 49.48 51.96 Animal Control Officer 727 31.80 33.39 35.06 36.81 38.66 40.59 Aquatics Program Supervisor 705 43.84 46.04 48.34 50.75 53.29 55.95 Assistant Event Coordinator 720 30.27 31.79 33.38 35.04 36.79 38.64 Assistant Facilities Maintenance Technician 708 27.42 28.79 30.23 31.75 33.34 35.00 Assistant Groundsworker 706 26.10 27.41 28.78 30.22 31.73 33.32 Assistant Maintenance Worker 707 25.46 26.73 28.08 29.48 30.95 32.50 Assistant Recreation Coordinator 709 33.41 35.09 36.84 38.68 40.61 42.64 Assistant Recreation Coordinator (Enrichment) 720 30.27 31.79 33.38 35.04 36.79 38.64 Assistant Recreation Coordinator (Reservations) 720 30.27 31.79 33.38 35.04 36.79 38.64 Assistant Tree Trimmer 706 26.10 27.41 28.78 30.22 31.73 33.32 Audio Visual Assistant 707 25.46 26.73 28.08 29.48 30.95 32.50 Bus Driver 717 29.53 31.01 32.56 34.19 35.89 37.69
Business License Specialist I 702 32.60 34.23 35.93 37.74 39.62 41.61 Business License Specialist II 703 34.25 35.96 37.76 39.64 41.63 43.71 Buyer 710 41.73 43.81 46.00 48.30 50.72 53.25
Central Services Technician 711 28.11 29.51 30.99 32.54 34.16 35.87 Code Enforcement & Collections Officer 713 42.77 44.91 47.16 49.51 51.99 54.59 Code Enforcement Aide 727 31.80 33.39 35.06 36.81 38.66 40.59 Code Enforcement Officer 712 39.72 41.70 43.79 45.97 48.27 50.69 Community Services Coordinator I (Youth &
Family) 721 38.74 40.68 42.72 44.86 47.10 49.45
Community Services Coordinator II (Youth&
Family) 715 40.71 42.75 44.88 47.13 49.48 51.96
ConstructionInspector 715 40.71 42.75 44.88 47.13 49.48 51.96 Custodian 706 26.10 27.41 28.78 30.22 31.73 33.32
Division Secretary 709 33.41 35.09 36.84 38.68 40.61 42.64 Early Childhood Director 705 43.84 46.04 48.34 50.75 53.29 55.95 AFSCME 809 (FT) MOU 2024-2027
Early Childhood Instructor 717 29.53 31.01 32.56 34.19 35.89 37.69 Economic Development Liaison 701 31.03 32.57 34.21 35.91 37.71 39.60 Electrician 715 40.71 42.75 44.88 47.13 49.48 51.96
Employment & Business Development Asst. 717 31.03 32.57 34.21 35.91 37.71 39.60 Employment Specialist 721 38.74 40.68 42.72 44.86 47.10 49.45 Engineering Technician 718 37.80 39.70 41.68 43.76 45.95 48.25 Equipment Mechanic I 709 33.41 35.09 36.84 38.68 40.61 42.64 Equipment Mechanic II 704 35.98 37.78 39.67 41.65 43.74 45.92 Equipment Service Worker 720 30.27 31.79 33.38 35.04 36.79 38.64 Event Services Worker I 707 25.46 26.73 28.08 29.48 30.95 32.50 Event Services Worker II 719 26.75 28.09 29.50 30.97 32.52 34.14 Event Services Worker III 720 30.27 31.79 33.38 35.04 36.79 38.64 Events Services Coordinator I 721 38.74 40.68 42.72 44.86 47.10 49.45 Events Services Coordinator II 715 40.71 42.75 44.88 47.13 49.48 51.96 Facilities Maintenance Technician I 722 28.81 30.25 31.77 33.35 35.02 36.77 Facilities Maintenance Technician II 709 33.41 35.09 36.84 38.68 40.61 42.64 Graphic Designer I 709 33.41 35.09 36.84 38.68 40.61 42.64 Graphic Designer II 723 35.11 36.86 38.70 40.64 42.67 44.81 Groundsworker I 708 27.42 28.79 30.23 31.75 33.34 35.00 Groundsworker II 720 30.27 31.79 33.38 35.04 36.79 38.64 Heavy Equipment Operator 723 35.11 36.86 38.70 40.64 42.67 44.81 Housing & Homeless Coordinator 714 36.88 38.72 40.66 42.69 44.83 47.07 Human Services Assistant Coordinator 709 33.41 35.09 36.84 38.68 40.61 42.64 HVACTechnician 713 42.77 44.91 47.16 49.51 51.99 54.59
Innovation & Business Liaison 713 42.77 44.91 47.16 49.51 51.99 54.59 Irrigation Technician 709 33.41 35.09 36.84 38.68 40.61 42.64 IT Support Technician 708 27.42 28.79 30.23 31.75 33.34 35.00 Kids Club Coordinator I 721 38.74 40.68 42.72 44.86 47.10 49.45 Kids Club Coordinator II 715 40.71 42.75 44.88 47.13 49.48 51.96 Kids Club Site Director 717 31.03 32.57 34.21 35.91 37.71 39.60 Lead Facilities Maintenance Technician 704 35.98 37.78 39.67 41.65 43.74 45.92 Locksmith 704 35.98 37.78 39.67 41.65 43.74 45.92
Maintenance Worker I 719 26.75 28.09 29.50 30.97 32.52 34.14 Maintenance Worker II 720 30.27 31.79 33.38 35.04 36.79 38.64 Office Clerk 729 24.24 25.45 26.72 28.06 29.46 30.93
Painter 704 35.98 37.78 39.67 41.65 43.74 45.92
Parking Control Officer 719 26.75 28.09 29.50 30.97 32.52 34.14 Planning Secretary 723 35.11 36.86 38.70 40.64 42.67 44.81 Planning Technician I 714 36.88 38.72 40.66 42.69 44.83 47.07 AFSCME 809 (FT) MOU 2024-2027
Planning Technician II 721 38.74 40.68 42.72 44.86 47.10 49.45 Plumber 718 37.80 39.70 41.68 43.76 45.95 48.25
Pool Maintenance Specialist 723 35.11 36.86 38.70 40.64 42.67 44.81 Public Safety Engagement Officer 721 38.74 40.68 42.72 44.86 47.10 49.45 Purchasing Specialist I 702 32.60 34.23 35.93 37.74 39.62 41.61 Purchasing Specialist II 703 34.25 35.96 37.76 39.64 41.63 43.71 Records Management Coordinator 714 36.88 38.72 40.66 42.69 44.83 47.07 Recreation Center Supervisor I 715 40.71 42.75 44.88 47.13 49.48 51.96 Recreation Center Supervisor II 705 43.84 46.04 48.34 50.75 53.29 55.95 Recreation Coordinator 721 38.74 40.68 42.72 44.86 47.10 49.45 Recreation Coordinator I (Special Events) 721 38.74 40.68 42.72 44.86 47.10 49.45 Recreation Coordinator II (Special Events) 715 40.71 42.75 44.88 47.13 49.48 51.96 Recreation Permits Coordinator I 721 38.74 40.68 42.72 44.86 47.10 49.45 Recreation Permits Coordinator II 715 40.71 42.75 44.88 47.13 49.48 51.96 Recreation Program Supervisor 705 43.84 46.04 48.34 50.75 53.29 55.95 Recreation Reservations Coordinator I 721 38.74 40.68 42.72 44.86 47.10 49.45 Recreation Reservations Coordinator II 715 40.71 42.75 44.88 47.13 49.48 51.96 Resource Center Technician 709 33.41 35.09 36.84 38.68 40.61 42.64 Revenue Inspector 715 40.71 42.75 44.88 47.13 49.48 51.96 Sanitation Officer 712 39.72 41.70 43.79 45.97 48.27 50.69 Sanitation Services Coordinator 702 32.60 34.23 35.93 37.74 39.62 41.61 Senior Account Clerk I 702 32.60 34.23 35.93 37.74 39.62 41.61 Senior Account Clerk II 703 34.25 35.96 37.76 39.64 41.63 43.71 Senior Assisted Living Coordinator I 721 38.74 40.68 42.72 44.86 47.10 49.45 Senior Assisted Living Coordinator II 715 40.71 42.75 44.88 47.13 49.48 51.96 Senior Bus Driver 701 31.03 32.57 34.21 35.91 37.71 39.60 Senior Central Services Technician 702 32.60 34.23 35.93 37.74 39.62 41.61 Senior Clerk 717 29.53 31.01 32.56 34.19 35.89 37.69
Senior Code Compliance Specialist 705 43.84 46.04 48.34 50.75 53.29 55.95 Senior Construction Inspector 713 42.77 44.91 47.16 49.51 51.99 54.59 Senior Custodian 711 28.11 29.51 30.99 32.54 34.16 35.87 Senior Equipment Mechanic 721 38.74 40.68 42.72 44.86 47.10 49.45 Senior Events Services Coordinator 715 40.71 42.75 44.88 47.13 49.48 51.96 Senior Groundsworker 702 32.60 34.23 35.93 37.74 39.62 41.61 Senior Maintenance Worker I 714 36.88 38.72 40.66 42.69 44.83 47.07 Senior Maintenance Worker II 721 38.74 40.68 42.72 44.86 47.10 49.45 Senior Recreation Center Supervisor 725 47.21 49.58 52.05 54.65 57.39 60.25 Senior Storekeeper 702 32.60 34.23 35.93 37.74 39.62 41.61 Senior Tree Trimmer 718 37.80 39.70 41.68 43.76 45.95 48.25 AFSCME 809 (FT) MOU 2024-2027
Seniors Recreation Program Coordinator I 721 38.74 40.68 42.72 44.86 47.10 49.45 Seniors Recreation Program Coordinator II 715 40.71 42.75 44.88 47.13 49.48 51.96 Seniors Services Coordinator I 721 38.74 40.68 42.72 44.86 47.10 49.45 Seniors Services Coordinator II 715 40.71 42.75 44.88 47.13 49.48 51.96 Social Services Coordinator I 721 38.74 40.68 42.72 44.86 47.10 49.45 Social Services Coordinator II 715 40.71 42.75 44.88 47.13 49.48 51.96 Special Needs Recreation Coordinator I 721 38.74 40.68 42.72 44.86 47.10 49.45 Special Needs Recreation Coordinator II 715 40.71 42.75 44.88 47.13 49.48 51.96 Storekeeper 717 29.53 31.01 32.56 34.19 35.89 37.69
Systems Coordinator 721 38.74 40.68 42.72 44.86 47.10 49.45 Transportation Coordinator I 721 38.74 40.68 42.72 44.86 47.10 49.45 Transportation Coordinator II 715 40.71 42.75 44.88 47.13 49.48 51.96 Tree Trimmer I 708 27.42 28.79 30.23 31.75 33.34 35.00
Tree Trimmer II 727 31.80 33.39 35.06 36.81 38.66 40.59 Typist Clerk I 707 25.46 26.73 28.08 29.48 30.95 32.50
Typist Clerk II 719 26.75 28.09 29.50 30.97 32.52 34.14 Youth Services Officer 721 38.74 40.68 42.72 44.86 47.10 49.45 Youth Sports Coordinator I 721 38.74 40.68 42.72 44.86 47.10 49.45 Youth Sports Coordinator II 715 40.71 42.75 44.88 47.13 49.48 51.96
AFSCME 809 (FT) MOU 2024-2027
APPENDIX F
CITY OF CARSON
HOURLY SALARY SCHEDULE
AFSCME LOCAL 809
EFFECTIVE JUNE 25, 2025
(4% COLA)
TITLE RANGE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6
Account Clerk 701 32.27 33.87 35.58 37.35 39.22 41.18
Accounts Payable Specialist I 702 33.90 35.60 37.37 39.25 41.20 43.27 Accounts Payable Specialist II 703 35.62 37.40 39.27 41.23 43.30 45.46 Administrative Secretary 704 37.42 39.29 41.26 43.32 45.49 47.76 Adult Sports Coordinator I 721 40.29 42.31 44.43 46.65 48.98 51.43 Adult Sports Coordinator II 715 42.34 44.46 46.68 49.02 51.46 54.04 Animal Control Officer 727 33.07 34.73 36.46 38.28 40.21 42.21 Aquatics Program Supervisor 705 45.59 47.88 50.27 52.78 55.42 58.19 Assistant Event Coordinator 720 31.48 33.06 34.72 36.44 38.26 40.19 Assistant Facilities Maintenance Technician 708 28.52 29.94 31.44 33.02 34.67 36.40 Assistant Groundsworker 706 27.14 28.51 29.93 31.43 33.00 34.65 Assistant Maintenance Worker 707 26.48 27.80 29.20 30.66 32.19 33.80 Assistant Recreation Coordinator 709 34.75 36.49 38.31 40.23 42.23 44.35 Assistant Recreation Coordinator (Enrichment) 720 31.48 33.06 34.72 36.44 38.26 40.19 Assistant Recreation Coordinator (Reservations) 720 31.48 33.06 34.72 36.44 38.26 40.19 Assistant Tree Trimmer 706 27.14 28.51 29.93 31.43 33.00 34.65 Audio Visual Assistant 707 26.48 27.80 29.20 30.66 32.19 33.80 Bus Driver 717 30.71 32.25 33.86 35.56 37.33 39.20
Business License Specialist I 702 33.90 35.60 37.37 39.25 41.20 43.27 Business License Specialist II 703 35.62 37.40 39.27 41.23 43.30 45.46 Buyer 710 43.40 45.56 47.84 50.23 52.75 55.38
Central Services Technician 711 29.23 30.69 32.23 33.84 35.53 37.30 Code Enforcement & Collections Officer 713 44.48 46.71 49.05 51.49 54.07 56.77 Code Enforcement Aide 727 33.07 34.73 36.46 38.28 40.21 42.21 Code Enforcement Officer 712 41.31 43.37 45.54 47.81 50.20 52.72 Community Services Coordinator I (Youth & Family) 721 40.29 42.31 44.43 46.65 48.98 51.43 Community Services Coordinator II (Youth& Family) 715 42.34 44.46 46.68 49.02 51.46 54.04 ConstructionInspector 715 42.34 44.46 46.68 49.02 51.46 54.04 Custodian 706 27.14 28.51 29.93 31.43 33.00 34.65
Division Secretary 709 34.75 36.49 38.31 40.23 42.23 44.35 Early Childhood Director 705 45.59 47.88 50.27 52.78 55.42 58.19 Early Childhood Instructor 717 30.71 32.25 33.86 35.56 37.33 39.20 Economic Development Liaison 701 32.27 33.87 35.58 37.35 39.22 41.18 AFSCME 809 (FT) MOU 2024-2027
Electrician 715 42.34 44.46 46.68 49.02 51.46 54.04
Employment & Business Development Asst. 717 32.27 33.87 35.58 37.35 39.22 41.18 Employment Specialist 721 40.29 42.31 44.43 46.65 48.98 51.43 Engineering Technician 718 39.31 41.29 43.35 45.51 47.79 50.18 Equipment Mechanic I 709 34.75 36.49 38.31 40.23 42.23 44.35 Equipment Mechanic II 704 37.42 39.29 41.26 43.32 45.49 47.76 Equipment Service Worker 720 31.48 33.06 34.72 36.44 38.26 40.19 Event Services Worker I 707 26.48 27.80 29.20 30.66 32.19 33.80 Event Services Worker II 719 27.82 29.21 30.68 32.21 33.82 35.51 Event Services Worker III 720 31.48 33.06 34.72 36.44 38.26 40.19 Events Services Coordinator I 721 40.29 42.31 44.43 46.65 48.98 51.43 Events Services Coordinator II 715 42.34 44.46 46.68 49.02 51.46 54.04 Facilities Maintenance Technician I 722 29.96 31.46 33.04 34.68 36.42 38.24 Facilities Maintenance Technician II 709 34.75 36.49 38.31 40.23 42.23 44.35 Graphic Designer I 709 34.75 36.49 38.31 40.23 42.23 44.35 Graphic Designer II 723 36.51 38.33 40.25 42.27 44.38 46.60 Groundsworker I 708 28.52 29.94 31.44 33.02 34.67 36.40 Groundsworker II 720 31.48 33.06 34.72 36.44 38.26 40.19 Heavy Equipment Operator 723 36.51 38.33 40.25 42.27 44.38 46.60 Housing & Homeless Coordinator 714 38.36 40.27 42.29 44.40 46.62 48.95 Human Services Assistant Coordinator 709 34.75 36.49 38.31 40.23 42.23 44.35 HVACTechnician 713 44.48 46.71 49.05 51.49 54.07 56.77
Innovation & Business Liaison 713 44.48 46.71 49.05 51.49 54.07 56.77 Irrigation Technician 709 34.75 36.49 38.31 40.23 42.23 44.35 IT Support Technician 708 28.52 29.94 31.44 33.02 34.67 36.40 Kids Club Coordinator I 721 40.29 42.31 44.43 46.65 48.98 51.43 Kids Club Coordinator II 715 42.34 44.46 46.68 49.02 51.46 54.04 Kids Club Site Director 717 32.27 33.87 35.58 37.35 39.22 41.18 Lead Facilities Maintenance Technician 704 37.42 39.29 41.26 43.32 45.49 47.76 Locksmith 704 37.42 39.29 41.26 43.32 45.49 47.76
Maintenance Worker I 719 27.82 29.21 30.68 32.21 33.82 35.51 Maintenance Worker II 720 31.48 33.06 34.72 36.44 38.26 40.19 Office Clerk 729 25.21 26.47 27.79 29.18 30.64 32.17
Painter 704 37.42 39.29 41.26 43.32 45.49 47.76
Parking Control Officer 719 27.82 29.21 30.68 32.21 33.82 35.51 Planning Secretary 723 36.51 38.33 40.25 42.27 44.38 46.60 Planning Technician I 714 38.36 40.27 42.29 44.40 46.62 48.95 Planning Technician II 721 40.29 42.31 44.43 46.65 48.98 51.43 Plumber 718 39.31 41.29 43.35 45.51 47.79 50.18
AFSCME 809 (FT) MOU 2024-2027
Pool Maintenance Specialist 723 36.51 38.33 40.25 42.27 44.38 46.60 Public Safety Engagement Officer 721 40.29 42.31 44.43 46.65 48.98 51.43 Purchasing Specialist I 702 33.90 35.60 37.37 39.25 41.20 43.27 Purchasing Specialist II 703 35.62 37.40 39.27 41.23 43.30 45.46 Records Management Coordinator 714 38.36 40.27 42.29 44.40 46.62 48.95 Recreation Center Supervisor I 715 42.34 44.46 46.68 49.02 51.46 54.04 Recreation Center Supervisor II 705 45.59 47.88 50.27 52.78 55.42 58.19 Recreation Coordinator 721 40.29 42.31 44.43 46.65 48.98 51.43 Recreation Coordinator I (Special Events) 721 40.29 42.31 44.43 46.65 48.98 51.43 Recreation Coordinator II (Special Events) 715 42.34 44.46 46.68 49.02 51.46 54.04 Recreation Permits Coordinator I 721 40.29 42.31 44.43 46.65 48.98 51.43 Recreation Permits Coordinator II 715 42.34 44.46 46.68 49.02 51.46 54.04 Recreation Program Supervisor 705 45.59 47.88 50.27 52.78 55.42 58.19 Recreation Reservations Coordinator I 721 40.29 42.31 44.43 46.65 48.98 51.43 Recreation Reservations Coordinator II 715 42.34 44.46 46.68 49.02 51.46 54.04 Resource Center Technician 709 34.75 36.49 38.31 40.23 42.23 44.35 Revenue Inspector 715 42.34 44.46 46.68 49.02 51.46 54.04 Sanitation Officer 712 41.31 43.37 45.54 47.81 50.20 52.72 Sanitation Services Coordinator 702 33.90 35.60 37.37 39.25 41.20 43.27 Senior Account Clerk I 702 33.90 35.60 37.37 39.25 41.20 43.27 Senior Account Clerk II 703 35.62 37.40 39.27 41.23 43.30 45.46 Senior Assisted Living Coordinator I 721 40.29 42.31 44.43 46.65 48.98 51.43 Senior Assisted Living Coordinator II 715 42.34 44.46 46.68 49.02 51.46 54.04 Senior Bus Driver 701 32.27 33.87 35.58 37.35 39.22 41.18 Senior Central Services Technician 702 33.90 35.60 37.37 39.25 41.20 43.27 Senior Clerk 717 30.71 32.25 33.86 35.56 37.33 39.20
Senior Code Compliance Specialist 705 45.59 47.88 50.27 52.78 55.42 58.19 Senior Construction Inspector 713 44.48 46.71 49.05 51.49 54.07 56.77 Senior Custodian 711 29.23 30.69 32.23 33.84 35.53 37.30 Senior Equipment Mechanic 721 40.29 42.31 44.43 46.65 48.98 51.43 Senior Events Services Coordinator 715 42.34 44.46 46.68 49.02 51.46 54.04 Senior Groundsworker 702 33.90 35.60 37.37 39.25 41.20 43.27 Senior Maintenance Worker I 714 38.36 40.27 42.29 44.40 46.62 48.95 Senior Maintenance Worker II 721 40.29 42.31 44.43 46.65 48.98 51.43 Senior Recreation Center Supervisor 725 49.10 51.56 54.13 56.84 59.69 62.66 Senior Storekeeper 702 33.90 35.60 37.37 39.25 41.20 43.27 Senior Tree Trimmer 718 39.31 41.29 43.35 45.51 47.79 50.18 Seniors Recreation Program Coordinator I 721 40.29 42.31 44.43 46.65 48.98 51.43 Seniors Recreation Program Coordinator II 715 42.34 44.46 46.68 49.02 51.46 54.04 AFSCME 809 (FT) MOU 2024-2027
Seniors Services Coordinator I 721 40.29 42.31 44.43 46.65 48.98 51.43 Seniors Services Coordinator II 715 42.34 44.46 46.68 49.02 51.46 54.04 Social Services Coordinator I 721 40.29 42.31 44.43 46.65 48.98 51.43 Social Services Coordinator II 715 42.34 44.46 46.68 49.02 51.46 54.04 Special Needs Recreation Coordinator I 721 40.29 42.31 44.43 46.65 48.98 51.43 Special Needs Recreation Coordinator II 715 42.34 44.46 46.68 49.02 51.46 54.04 Storekeeper 717 30.71 32.25 33.86 35.56 37.33 39.20
Systems Coordinator 721 40.29 42.31 44.43 46.65 48.98 51.43 Transportation Coordinator I 721 40.29 42.31 44.43 46.65 48.98 51.43 Transportation Coordinator II 715 42.34 44.46 46.68 49.02 51.46 54.04 Tree Trimmer I 708 28.52 29.94 31.44 33.02 34.67 36.40
Tree Trimmer II 727 33.07 34.73 36.46 38.28 40.21 42.21 Typist Clerk I 707 26.48 27.80 29.20 30.66 32.19 33.80
Typist Clerk II 719 27.82 29.21 30.68 32.21 33.82 35.51 Youth Services Officer 721 40.29 42.31 44.43 46.65 48.98 51.43 Youth Sports Coordinator I 721 40.29 42.31 44.43 46.65 48.98 51.43 Youth Sports Coordinator II 715 42.34 44.46 46.68 49.02 51.46 54.04
AFSCME 809 (FT) MOU 2024-2027
APPENDIX G
CITY OF CARSON
HOURLY SALARY SCHEDULE
AFSCME LOCAL 809
EFFECTIVE JUNE 24, 2026
(4% COLA)
TITLE RANGE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6
Account Clerk 701 33.56 35.22 37.00 38.84 40.79 42.83
Accounts Payable Specialist I 702 35.26 37.02 38.86 40.82 42.85 45.00 Accounts Payable Specialist II 703 37.04 38.90 40.84 42.88 45.03 47.28 Administrative Secretary 704 38.92 40.86 42.91 45.05 47.31 49.67 Adult Sports Coordinator I 721 41.90 44.00 46.21 48.52 50.94 53.49 Adult Sports Coordinator II 715 44.03 46.24 48.55 50.98 53.52 56.20 Animal Control Officer 727 34.39 36.12 37.92 39.81 41.82 43.90 Aquatics Program Supervisor 705 47.41 49.80 52.28 54.89 57.64 60.52 Assistant Event Coordinator 720 32.74 34.38 36.11 37.90 39.79 41.80 Assistant Facilities Maintenance Technician 708 29.66 31.14 32.70 34.34 36.06 37.86 Assistant Groundsworker 706 28.23 29.65 31.13 32.69 34.32 36.04 Assistant Maintenance Worker 707 27.54 28.91 30.37 31.89 33.48 35.15 Assistant Recreation Coordinator 709 36.14 37.95 39.84 41.84 43.92 46.12 Assistant Recreation Coordinator (Enrichment) 720 32.74 34.38 36.11 37.90 39.79 41.80 Assistant Recreation Coordinator (Reservations) 720 32.74 34.38 36.11 37.90 39.79 41.80 Assistant Tree Trimmer 706 28.23 29.65 31.13 32.69 34.32 36.04 Audio Visual Assistant 707 27.54 28.91 30.37 31.89 33.48 35.15 Bus Driver 717 31.94 33.54 35.21 36.98 38.82 40.77
Business License Specialist I 702 35.26 37.02 38.86 40.82 42.85 45.00 Business License Specialist II 703 37.04 38.90 40.84 42.88 45.03 47.28 Buyer 710 45.14 47.38 49.75 52.24 54.86 57.60
Central Services Technician 711 30.40 31.92 33.52 35.19 36.95 38.79 Code Enforcement & Collections Officer 713 46.26 48.58 51.01 53.55 56.23 59.04 Code Enforcement Aide 727 34.39 36.12 37.92 39.81 41.82 43.90 Code Enforcement Officer 712 42.96 45.10 47.36 49.72 52.21 54.83 Community Services Coordinator I (Youth &
Family)
721 41.90 44.00 46.21 48.52 50.94 53.49
Community Services Coordinator II (Youth&
Family)
715 44.03 46.24 48.55 50.98 53.52 56.20
Construction Inspector 715 44.03 46.24 48.55 50.98 53.52 56.20 Custodian 706 28.23 29.65 31.13 32.69 34.32 36.04
Division Secretary 709 36.14 37.95 39.84 41.84 43.92 46.12 Early Childhood Director 705 47.41 49.80 52.28 54.89 57.64 60.52 AFSCME 809 (FT) MOU 2024-2027
Early Childhood Instructor 717 31.94 33.54 35.21 36.98 38.82 40.77 Economic Development Liaison 701 33.56 35.22 37.00 38.84 40.79 42.83 Electrician 715 44.03 46.24 48.55 50.98 53.52 56.20
Employment & Business Development Asst. 717 33.56 35.22 37.00 38.84 40.79 42.83 Employment Specialist 721 41.90 44.00 46.21 48.52 50.94 53.49 Engineering Technician 718 40.88 42.94 45.08 47.33 49.70 52.19 Equipment Mechanic I 709 36.14 37.95 39.84 41.84 43.92 46.12 Equipment Mechanic II 704 38.92 40.86 42.91 45.05 47.31 49.67 Equipment Service Worker 720 32.74 34.38 36.11 37.90 39.79 41.80 Event Services Worker I 707 27.54 28.91 30.37 31.89 33.48 35.15 Event Services Worker II 719 28.93 30.38 31.91 33.50 35.17 36.93 Event Services Worker III 720 32.74 34.38 36.11 37.90 39.79 41.80 Events Services Coordinator I 721 41.90 44.00 46.21 48.52 50.94 53.49 Events Services Coordinator II 715 44.03 46.24 48.55 50.98 53.52 56.20 Facilities Maintenance Technician I 722 31.16 32.72 34.36 36.07 37.88 39.77 Facilities Maintenance Technician II 709 36.14 37.95 39.84 41.84 43.92 46.12 Graphic Designer I 709 36.14 37.95 39.84 41.84 43.92 46.12 Graphic Designer II 723 37.97 39.86 41.86 43.96 46.16 48.46 Groundsworker I 708 29.66 31.14 32.70 34.34 36.06 37.86 Groundsworker II 720 32.74 34.38 36.11 37.90 39.79 41.80 Heavy Equipment Operator 723 37.97 39.86 41.86 43.96 46.16 48.46 Housing & Homeless Coordinator 714 39.89 41.88 43.98 46.18 48.48 50.91 Human Services Assistant Coordinator 709 36.14 37.95 39.84 41.84 43.92 46.12 HVACTechnician 713 46.26 48.58 51.01 53.55 56.23 59.04
Innovation & Business Liaison 713 46.26 48.58 51.01 53.55 56.23 59.04 Irrigation Technician 709 36.14 37.95 39.84 41.84 43.92 46.12 IT Support Technician 708 29.66 31.14 32.70 34.34 36.06 37.86 Kids Club Coordinator I 721 41.90 44.00 46.21 48.52 50.94 53.49 Kids Club Coordinator II 715 44.03 46.24 48.55 50.98 53.52 56.20 Kids Club Site Director 717 33.56 35.22 37.00 38.84 40.79 42.83 Lead Facilities Maintenance Technician 704 38.92 40.86 42.91 45.05 47.31 49.67 Locksmith 704 38.92 40.86 42.91 45.05 47.31 49.67
Maintenance Worker I 719 28.93 30.38 31.91 33.50 35.17 36.93 Maintenance Worker II 720 32.74 34.38 36.11 37.90 39.79 41.80 Office Clerk 729 26.22 27.53 28.90 30.35 31.87 33.46
Painter 704 38.92 40.86 42.91 45.05 47.31 49.67
Parking Control Officer 719 28.93 30.38 31.91 33.50 35.17 36.93 Planning Secretary 723 37.97 39.86 41.86 43.96 46.16 48.46 Planning Technician I 714 39.89 41.88 43.98 46.18 48.48 50.91 AFSCME 809 (FT) MOU 2024-2027
Planning Technician II 721 41.90 44.00 46.21 48.52 50.94 53.49 Plumber 718 40.88 42.94 45.08 47.33 49.70 52.19
Pool Maintenance Specialist 723 37.97 39.86 41.86 43.96 46.16 48.46 Public Safety Engagement Officer 721 41.90 44.00 46.21 48.52 50.94 53.49 Purchasing Specialist I 702 35.26 37.02 38.86 40.82 42.85 45.00 Purchasing Specialist II 703 37.04 38.90 40.84 42.88 45.03 47.28 Records Management Coordinator 714 39.89 41.88 43.98 46.18 48.48 50.91 Recreation Center Supervisor I 715 44.03 46.24 48.55 50.98 53.52 56.20 Recreation Center Supervisor II 705 47.41 49.80 52.28 54.89 57.64 60.52 Recreation Coordinator 721 41.90 44.00 46.21 48.52 50.94 53.49 Recreation Coordinator I (Special Events) 721 41.90 44.00 46.21 48.52 50.94 53.49 Recreation Coordinator II (Special Events) 715 44.03 46.24 48.55 50.98 53.52 56.20 Recreation Permits Coordinator I 721 41.90 44.00 46.21 48.52 50.94 53.49 Recreation Permits Coordinator II 715 44.03 46.24 48.55 50.98 53.52 56.20 Recreation Program Supervisor 705 47.41 49.80 52.28 54.89 57.64 60.52 Recreation Reservations Coordinator I 721 41.90 44.00 46.21 48.52 50.94 53.49 Recreation Reservations Coordinator II 715 44.03 46.24 48.55 50.98 53.52 56.20 Resource Center Technician 709 36.14 37.95 39.84 41.84 43.92 46.12 Revenue Inspector 715 44.03 46.24 48.55 50.98 53.52 56.20 Sanitation Officer 712 42.96 45.10 47.36 49.72 52.21 54.83 Sanitation Services Coordinator 702 35.26 37.02 38.86 40.82 42.85 45.00 Senior Account Clerk I 702 35.26 37.02 38.86 40.82 42.85 45.00 Senior Account Clerk II 703 37.04 38.90 40.84 42.88 45.03 47.28 Senior Assisted Living Coordinator I 721 41.90 44.00 46.21 48.52 50.94 53.49 Senior Assisted Living Coordinator II 715 44.03 46.24 48.55 50.98 53.52 56.20 Senior Bus Driver 701 33.56 35.22 37.00 38.84 40.79 42.83 Senior Central Services Technician 702 35.26 37.02 38.86 40.82 42.85 45.00 Senior Clerk 717 31.94 33.54 35.21 36.98 38.82 40.77
Senior Code Compliance Specialist 705 47.41 49.80 52.28 54.89 57.64 60.52 Senior Construction Inspector 713 46.26 48.58 51.01 53.55 56.23 59.04 Senior Custodian 711 30.40 31.92 33.52 35.19 36.95 38.79 Senior Equipment Mechanic 721 41.90 44.00 46.21 48.52 50.94 53.49 Senior Events Services Coordinator 715 44.03 46.24 48.55 50.98 53.52 56.20 Senior Groundsworker 702 35.26 37.02 38.86 40.82 42.85 45.00 Senior Maintenance Worker I 714 39.89 41.88 43.98 46.18 48.48 50.91 Senior Maintenance Worker II 721 41.90 44.00 46.21 48.52 50.94 53.49 Senior Recreation Center Supervisor 725 51.06 53.62 56.30 59.11 62.08 65.17 Senior Storekeeper 702 35.26 37.02 38.86 40.82 42.85 45.00 Senior Tree Trimmer 718 40.88 42.94 45.08 47.33 49.70 52.19 AFSCME 809 (FT) MOU 2024-2027
Seniors Recreation Program Coordinator I 721 41.90 44.00 46.21 48.52 50.94 53.49 Seniors Recreation Program Coordinator II 715 44.03 46.24 48.55 50.98 53.52 56.20 Seniors Services Coordinator I 721 41.90 44.00 46.21 48.52 50.94 53.49 Seniors Services Coordinator II 715 44.03 46.24 48.55 50.98 53.52 56.20 Social Services Coordinator I 721 41.90 44.00 46.21 48.52 50.94 53.49 Social Services Coordinator II 715 44.03 46.24 48.55 50.98 53.52 56.20 Special Needs Recreation Coordinator I 721 41.90 44.00 46.21 48.52 50.94 53.49 Special Needs Recreation Coordinator II 715 44.03 46.24 48.55 50.98 53.52 56.20 Storekeeper 717 31.94 33.54 35.21 36.98 38.82 40.77
Systems Coordinator 721 41.90 44.00 46.21 48.52 50.94 53.49 Transportation Coordinator I 721 41.90 44.00 46.21 48.52 50.94 53.49 Transportation Coordinator II 715 44.03 46.24 48.55 50.98 53.52 56.20 Tree Trimmer I 708 29.66 31.14 32.70 34.34 36.06 37.86
Tree Trimmer II 727 34.39 36.12 37.92 39.81 41.82 43.90 Typist Clerk I 707 27.54 28.91 30.37 31.89 33.48 35.15
Typist Clerk II 719 28.93 30.38 31.91 33.50 35.17 36.93 Youth Services Officer 721 41.90 44.00 46.21 48.52 50.94 53.49 Youth Sports Coordinator I 721 41.90 44.00 46.21 48.52 50.94 53.49 Youth Sports Coordinator II 715 44.03 46.24 48.55 50.98 53.52 56.20
CITY OF CARSON 701 East Carson Street
Report to Honorable Mayor and City Council
Tuesday, April 1, 2025, 5:00 PM
CONSENT 25. To: Honorable Mayor and City Council From: Joshua Boudreaux, Director of Human Resources Subject: CONSIDER RESOLUTION NO. 25-050 APPROVING AN UPDATED SUCCESSORMEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF CARSON AND THE AMERICANFEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES (AFSCME) FULL-TIME UNION, LOCAL 1017(CITY COUNCIL) I. SUMMARY
The City Council previously approved the Memorandum of Understanding (MOU) between the City of Carson and the American Federation of State, County, and Municipal Employees (AFSCME) Union, Local 1017, through Resolution No. 23-115 on July 5, 2023.
Following the City Council's direction, the City's negotiations team engaged in good-faith bargaining, as required by state law, with representatives of the AFSCME Local 1017 Full-Time unit to draft and present a successor MOU for the 2024-2027 period. The attached resolution is submitted for City Council's approval for the proposed MOU covering the period from July 1, 2024, to June 30, 2027.
Additionally, the City's negotiation team is in the final stages of completing MOU's with AFSCME Local 809 Part- Time; as well as SEIU represented bargaining groups in the city (CPSA and AME).
II. RECOMMENDATION
WAIVE further reading and ADOPT Resolution No. 25-050, " A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
CARSON, CALIFORNIA, APPROVING THE UPDATED SUCCESSOR MEMORANDUM OF UNDERSTANDING BETWEEN
THE CITY OF CARSON AND THE AMERICAN FEDERATION OF STATE, COUNTY, AND MUNICIPAL EMPLOYEES UNION (AFSCME), LOCAL 1017 FOR THE PERIOD OF JULY 1, 2024 THROUGH JUNE 30, 2027." III. ALTERNATIVES
TAKE another action that City Council deems appropriate.
IV. BACKGROUND
The previous Memorandum of Understanding between the City of Carson and AFSCME Local 1017 full time employees expired June 30, 2024. The parties began negotiating the successor MOU. The labor relation representatives of the City and AFSCME Local 1017 bargaining unit's have prepared the successor MOU by attached resolution for approval, adopting and implementation.
The City's negotiation team appreciates the time and effort that AFSCME Local 1017 bargaining unit representatives have devoted in achieving this successor MOU agreement. Staff also thanks the 1017 bargaining unit membership for their patience during this lengthy process to obtain an approved successor MOU. Through the negotiation process, the City's negotiation team was able to negotiate various terms and deal points. Namely, the most significant deal point included the following cost of living adjustments:
Cost of Living Increases-Compensation:
FY 2024/2025 6% COLA retro to July 1, 2024
FY 2025/2026 4% COLA effective July 1, 2025
FY 2026/2027 4% COLA effective July 1, 2026
Additional provisions and concessions were agreed to with the bargaining unit and are included in Resolution No. 25-050 and the attached MOU (exhibit 1).
V. FISCAL IMPACT
There is no fiscal impact related to the adoption of this resolution and execution of this MOU, as all related costswere incorporated in the Fiscal Year 2024-2025 adopted budget.
VI. EXHIBITS
1. Resolution No. 25-050-MOU and Salary Tables AFSCME Local 1017 Full-Time
Attachments
Exhibit No.1-Resolution No. 25-050-MOU AFSCME Local 1017 Full-Time 01007.0004/899540.1
RESOLUTION NO. 25-050
A RE
SOLUTION OF THE CITY COUNCIL OF THE CITY OF
CARSON, CALIFORNIA, APPROVING THE UPDATED
SUCCESSOR MEMORANDUM OF UNDERSTANDING (WITH
UPDATED SALARY TABLE) BETWEEN THE CITY OF
CARSON AND THE AMERICAN FEDERATION OF STATE,
COUNTY, AND MUNICIPAL EMPLOYEES UNION (AFSCME),
LOCAL 1017 FOR THE PERIOD OF JULY 1, 2024 THROUGH
JUNE 30, 2027
W
HEREAS, the City of Carson (“City”) has and continues to recognize the American Federation of State, County and Municipal Employees Union (“AFSCME”) , Council 36, Local 1017 as the sole exclusive bargaining agent for those City employees designated as being in the “Confidential” employee bargaining unit for all matters concer ning wages , hours and working conditions; and
WHEREAS, the most current Memorandum of Understanding (“MOU”) between the City and AFSCME expired on June 30, 2024; and
WHEREAS, the City’s labor relations representatives and AFSCME representatives successfully met and conferred to negotiate a successor MOU between the parties pursuant to both the Meyers-Milias-Brown Act, Government Code Sections 3500 et seq., and the City’s Employer- Employee Relations Resolution No. 85- 107 (“EERR”), and jointly prepared and executed a Tentative Agreement dated March 11, 2025 for a successor memorandum of understanding (Tentative Agreement), which was approved by City Council’s adoption of Resolution No. 22-216 on October 18, 2022; and
WHEREAS, on July 5, 2023 the City Council adopted Resolution No. 23-115, approving the successor memorandum of understanding between the City and AFSCME 809 for the period July 1, 2021 through June 30, 2024 (“AFSCME 1017 MOU”); and WHEREAS, the City has recently updated the salary table for the AFSCME 1017 MOU and has also updated a few sections of the AFSCME 1017 MOU (collectively, “Updated AFSCME 1017 MOU”), such that the salary tables will be effective retroactively from the effective date of the AFSCME 1017 MOU from July 1, 2024; and
WHEREAS, AFSCME 1017 ratified the Updated AFSCME 1017 MOU by a vote of its membership, such that the Updated AFSCME 1017 MOU can be considered by the City Council; and
WHEREAS, the City Council now desires to approve the Updated AFSCME 1017 MOU.
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF CARSON, CALIFORNIA, DOES HEREBY RESOLVE AS FOLLOWS:
Resolution 25-050
01007.0004/899540.1
S
ection 1. The foregoing recitals are true and correct and are incorporated by reference herein.
Section 2. The City Council approves the Updated AFSCME 1017 MOU, a copy of which is attached hereto as Attachment 1 and authorizes the City Manager to execute the same.
Section 3. The City Clerk shall certify to the passage and adoption of this Resolution and enter it into the book of original resolutions.
Section 4. This Resolution shall be effective immediately upon its passage and adoption.
PASSED, APPROVED and ADOPTED this 1st day of April, 2025.
Lula Davis-Holmes, Mayor
AP
PROVED AS TO FORM:
Sunny K. Soltani, City Attorney
ATTEST:
Dr. Khaleah K. Bradshaw, City Clerk
Resolution 25-050
01007.0004/899540.1
S
TATE OF CALIFORNIA )
COUNTY OF LOS ANGELES ) SS:
CITY OF CARSON )
I
, Khaleah Bradshaw, City Clerk of the City of Carson, do hereby certify that the foregoing Resolution, being Resolution No. 25-050, was passed and approved by the City Council of the City of Carson at its meeting held on April 1, 2025, by the following vote:
AYE
S:
NOES:
ABSENT:
ABSTAIN:
Dr. Khaleah K. Bradshaw, City Clerk
Resolution 25-050
01007.0004/899540.1
A
TTACHMENT 1
U
pdated AFSCME 1017 MOU
01007.0004/830583.2
MEMORANDUM OF UNDERSTANDING
BETWEEN
THE CITY OF CARSON
AND
THE AMERICAN FEDERATION OF STATE, COUNTY, AND
MUNICIPAL EMPLOYEES UNION (AFSCME), LOCAL 1017
REPRESENTING THE CONFIDENTIAL EMPLOYEE
BARGAINING UNIT OF THE CITY OF CARSON
JULY 1, 2024 – JUNE 30, 2027
ADOPTED BY RESOLUTION NO. 25-050
(RESCINDS AND REPLACES RESOLUTION NO. 18-137)
APPROVED APRIL 1, 2025
01007.0004/830583.2
Table of Contents
ARTICLE I RECOGNITION ..........................................................................................................1 ARTICLE II DEFINITION OF TERMS .........................................................................................1 ACTING DUTY: ........................................................................................1 CLASSIFICATION: ...................................................................................1 CONFIDENTIAL EMPLOYEE:................................................................1 DAY:...........................................................................................................2 DEPARTMENT DIRECTOR: ...................................................................2 DOMESTIC PARTNERSHIP: ...................................................................2 FULL TIME: ..............................................................................................2 IMMEDIATE FAMILY: ............................................................................2 LEAVE: ......................................................................................................3 MANAGEMENT: ....................................................................................3 PAY PERIOD: ..........................................................................................3 POSITION: ...............................................................................................3 PREVAILING PAY RATE: .....................................................................3 SENIORITY: ............................................................................................3 TENURE: .................................................................................................3 UNIT MEMBER: .....................................................................................3 WORKDAY: ............................................................................................3 WORKWEEK: .........................................................................................3 WORK SCHEDULE: ...............................................................................4 ARTICLE III COMPENSATION ...................................................................................................4 SALARY: ...................................................................................................4 LONGEVITY PAY: ...................................................................................4 ACTING DUTY PAY: ...............................................................................4 ANNUAL PROFESSIONAL DEVELOPMENT ALLOWANCE: ...........7 SALARY ADVANCEMENT: ...................................................................7 ALLOWANCE FOR MILEAGE: ..............................................................8 REDEMPTION OF ACCUMULATED LEAVE:......................................8 OVERTIME COMPENSATION: ..............................................................9 PAYCHECK DISTRIBUTION: ...............................................................10 OVERPAYMENT REMEDY: ...............................................................10 BILINGUAL USAGE PAY: ..................................................................10 COURT SUMMONS/SUBPOENA/JURY DUTY: ...............................11 HOLIDAY COMPENSATION: .............................................................11 SICK LEAVE INCENTIVE PLAN: ......................................................11 DIRECT LEAVE DONATION:.............................................................12 EDUCATION/TUITION REIMBURSEMENT ....................................12 ARTICLE IV LEAVES .................................................................................................................14 ANNUAL LEAVE: ..................................................................................14 SICK LEAVE: ..........................................................................................15 HOLIDAY LEAVE: .................................................................................16 ADMINISTRATIVE LEAVE: .................................................................18 COMPENSATORY LEAVE: ..................................................................18 WORKERS’ COMPENSATION LEAVE: ..............................................19 AFSCME 1017 MOU 2024-2027
01007.0004/830583.2 2 AFSCME 1017 MOU 2024-2027
MILITARY LEAVE: ................................................................................19 BEREAVEMENT LEAVE: .....................................................................20 LEAVE OF ABSENCE WITHOUT PAY: ..............................................20 TIME OFF FOR VOTING: ....................................................................20 LUNCH PERIOD: ..................................................................................21 REST PERIOD: ......................................................................................21 FLEXIBLE WORK SCHEDULES: .......................................................21 ARTICLE V INSURANCE AND RETIREMENT BENEFITS ...................................................21 HEALTH INSURANCE PREMIUM: ......................................................21 DENTAL INSURANCE PREMIUM: ......................................................23 SECTION 3. - LIFE INSURANCE COVERAGE: ...............................................23 SECTION 4. - SHORT/LONG TERM DISABILITY INSURANCE
PROGRAM: 23
CALIFORNIA PUBLIC EMPLOYEES RETIREMENT
SYSTEM (CALPERS): .........................................................................................25 DEFERRED COMPENSATION PROGRAM: .......................................26 VISION CARE PLAN:.............................................................................27 SECTION 125 PLAN: ..............................................................................27 ARTICLE VI HEALTH & SAFETY ............................................................................................27 SECTION 1. - SAFETY RESPONSIBILITIES: ...................................................27 SECTION 2. - SAFETY DEVICES AND SAFEGUARDS: ................................27 SECTION 3. - USE OF VETERANS PARK SPORTS COMPLEX: ...................28 ARTICLE VII CITY RIGHTS ......................................................................................................28 SECTION 1. - EXCLUSIVE CITY RIGHTS AND AUTHORITY: ....................28 SECTION 2. - CONCERTED REFUSAL TO WORK: ........................................29 ARTICLE VIII UNION RIGHTS AND SECURITY ...................................................................30 UNION DUES DEDUCTION:.................................................................30 UNION DUES DEDUCTION RELIGIOUS EXEMPTION: .......... Error! Bookmark not defined.
UNION DUES DEDUCTION RECORD KEEPING: .. Error! Bookmark not defined.
UNION DUES DEDUCTION INDEMNIFICATION OF CITY: ... Error! Bookmark not defined.
AFSCME’S PUBLIC EMPLOYEES ORGANIZED TO
PROMOTE LEGISLATIVE EQUALITY (‘PEOPLE’) PROGRAM:..................30 EMPLOYEE RIGHT TO LEGAL COUNSEL: .......................................31 UNION – CITY MEET AND CONFER IN GOOD FAITH -
SCOPE: ..................................................................................................................31 UNION RELEASE TIME: .......................................................................31 FAIR LABOR STANDARDS ACT: .......................................................32 EMPLOYEE PERSONNEL FILES: ......................................................32
UNION ACCESS TO NEW EMPLOYEE ORIENTATIONS
AND INFORMATION: .........................................................................................32 ARTICLE IX GRIEVANCE PROCEDURE.................................................................................33 SECTION 1. - PURPOSE: .....................................................................................33 SECTION 2. - DEFINITION: ................................................................................33 AFSCME 1017 MOU 2024-2027
01007.0004/830583.2 3 AFSCME 1017 MOU 2024-2027
SECTION 3. - GRIEVANCE STEPS: ...................................................................33 SECTION 4. - NON-DEPARTMENTAL GRIEVANCES: ..................................35 SECTION 5. - EXTENSIONS OF TIME: .............................................................35 SECTION 6. - MATTERS EXCLUDED FROM THE GRIEVANCE
PROCEDURE: .......................................................................................................35 SECTION 7. - REPRISALS: .................................................................................36 ARTICLE X APPEAL PROCEDURES ........................................................................................36 SECTION 1. - REQUEST FOR DISCIPLINARY HEARING: ............................36 SECTION 2. - SCHEDULING OF DISCIPLINARY HEARING: .......................36 SECTION 3. - HEARING OFFICER: ...................................................................36 SECTION 4. - REPRESENTATION AT DISCIPLINARY HEARING: .............37 SECTION 5. - BURDEN OF PROOF AND EVIDENCE: ...................................37 SECTION 6. - CONDUCT OF THE DISCIPLINARY HEARING: ....................37 SECTION 7. - HEARING OFFICER'S DECISION: ............................................37 ARTICLE XI OTHER MATTERS WITHIN THE SCOPE OF REPRESENTATION................38 SECTION 1. - PROMOTIONAL OPPORTUNITIES: .........................................38 SECTION 2. - PERSONNEL COMMITTEE:.......................................................38 ARTICLE XII LAYOFF................................................................................................................39 SECTION 1. - PREREQUISITE FOR LAYOFF: .................................................39 SECTION 2. - ORDER OF LAYOFF: ..................................................................39 SECTION 3. - VOLUNTARY DEMOTION: .......................................................40 SECTION 4. - RECALL: .......................................................................................40 SECTION 5. - SEVERANCE PACKAGE ............................................................40 ARTICLE XIII DRAFTING PROVISIONS AND DURATION .................................................41 SECTION 1. - FULL UNDERSTANDING: ....................................................................41 SECTION 2. - SEVERABILITY:.....................................................................................41 SECTION 3. - EMERGENCY WAIVER: .......................................................................41 SECTION 4. - MUTUAL DIGNITY CLAUSE: ..............................................................41 SECTION 5. - JOINT DRAFTING: .................................................................................42 SECTION 6. - MODIFICATION: ....................................................................................42 SECTION 7. - DURATION: ............................................................................................42 SECTION 8. - REOPENERS: ..........................................................................................42 ARTICLE XIV CITY COUNCIL APPROVAL ...........................................................................43
Appendix A - AFSCME 1017 Monthly Salary Schedule effective July 1, 2024
Appendix B - AFSCME 1017 Monthly Salary Schedule effective July 1, 2025
Appendix C - AFSCME 1017 Monthly Salary Schedule effective July 1, 2026
01007.0004/830583.2
ARTICLE I
RECOGNITION
The City of Carson (hereinafter the “City”) recognizes the American Federation of State, County and Municipal Employees Union, Council 36, Local 1017 (hereinafter the “Union” or “AFSCME”) as the sole exclusive bargaining agent for those City employees designated as being in the "Confidential" employee bargaining unit (hereinafter "Unit") for all matters concerning wages, hours and working conditions. Any reference hereinafter to “Unit member(s)” means those Unit members as established by Article II, Section 3 below and represented by AFSCME and thereby covered under this Memorandum of Understanding (hereinafter “MOU”).
It is agreed that this MOU was negotiated pursuant to Chapter 10 (Section 3500 et. seq.) of Division 4, Title 1, of the Government Code, and pursuant to City Resolution No. 85-107, the Employer-Employee Relations Resolution of the City of Carson (hereinafter the "EERR"). The Union recognizes the City Manager, his/her designee, and/or the City's Employee Relations Officer as the exclusive representatives of the City for purposes of negotiating this MOU. The City and the Union agree to make a good faith effort to ensure that all rules, policies and procedures are uniformly and consistently applied throughout the City service.
ARTICLE II
DEFINITION OF TERMS
The following terms, whenever used in this MOU, shall have the meanings set forth in this Article.
ACTING DUTY:
On a temporary basis, the performance by Unit members of the duties of a higher classification with a higher pay range than the pay range of their assigned classification.
CLASSIFICATION:
A position or group of positions sufficiently similar in respect to authority, duties and responsibilities that the same descriptive classification title is assigned.
CONFIDENTIAL EMPLOYEE:
An individual compensated through the City payroll and appointed to one of the following classifications and/or positions or those designated to be within the Unit by a City Council approved classification study and/or resolution.
Administrative Analyst (Exempt) – City Manager’s Office, Human Resources Administrative Secretary (to the Directors)
Assistant to the City Manager (Exempt)
Council Office Coordinator
Deputy City Clerk
Division Secretary - Human Resources
Employment Services Clerk
Executive Assistant
AFSCME 1017 MOU 2024-2027
ARTICLE II
DEFINITION OF TERMS 2
Human Resources Analyst (Exempt)
Human Resources Assistant
Human Resources Manager (Exempt)
Human Resources Specialist
Management Assistant
Payroll Supervisor
Payroll Specialist I
Payroll Specialist II
Principal Administrative Analyst (Exempt)
Public Information Manager (exempt)
Risk Management Analyst (Exempt)
Risk Manager (Exempt)
Risk Management Specialist
Senior Administrative Analyst (Exempt) – City Manager’s Office Senior Clerk - City Manager’s Office
Senior Human Resources Analyst (Exempt)
Senior Human Resources Assistant
Senior Human Resources Specialist
Senior Risk Management Analyst (Exempt)
Sustainability and Innovation Manager (Exempt)
DAY:
A calendar day, unless otherwise designated.
DEPARTMENT DIRECTOR:
An individual assigned to any of the following classifications: Director of Finance, Director of Public Works, Director of Community Development, Director of Community Services, Director of Human Resources, Director of Information Technology and Security, and any other Director position created during the term of this MOU.
DOMESTIC PARTNERSHIP:
As defined in the California Family Code Section 297, two adults who have chosen to share one another's lives in an intimate and committed relationship of mutual caring and that meet the conditions and/or requirements of Section 297 and related statutes defining such relationships.
FULL TIME:
A period of forty (40) hours of work time per workweek in increments of eight (8), nine (9) or ten (10) hours per shift.
IMMEDIATE FAMILY:
An employee’s spouse, domestic partner, children, grandchild, son-in-law, daughter-in-law, parent, grandparent, parent-in-law, brother, sister, brother-in-law, and sister-in-law. "Child" shall also include a biological, foster, or adopted child, a stepchild, a legal ward, a child of a domestic partner, or a child of a AFSCME 1017 MOU 2024-2027
ARTICLE II
DEFINITION OF TERMS 3
person standing in loco parentis (which means to assume the duties and responsibilities of a parent; in the place of a parent). "Parent" shall include a biological, foster, or adoptive parent, a stepparent, or a legal guardian.
LEAVE:
An absence from work.
MANAGEMENT:
A City employee appointed to any classification designated by the City Manager as managerial.
PAY PERIOD:
A pay period consists of two (2) consecutive workweeks established to provide twenty-six (26) pay periods each calendar year.
POSITION:
Authority, duties and responsibilities assigned by the City which constitute the services to be performed by a City employee.
PREVAILING PAY RATE:
The basic pay rate within a pay range paid to a City employee for the performance of the duties and responsibilities of a classification.
SENIORITY:
A status acquired by an employee based upon the employee’s period of total actual service in a specific job classification.
TENURE:
A status acquired by an employee based upon the employee’s period of total actual service with the City.
UNIT MEMBER:
An individual compensated through the City payroll, appointed to a classification and designated to be within this Unit for labor bargaining purposes.
WORKDAY:
A workday is an individual 24-hour period within a seven consecutive day (168-hour) workweek.
WORKWEEK:
A workweek is a fixed and regularly recurring period of 168 hours - seven consecutive 24-hour periods (workdays) - which begins at 12:00 a.m. (00:00 military time) on Saturday and ends at 11:59 p.m. (23:59 military time) on the following Friday.
AFSCME 1017 MOU 2024-2027
ARTICLE III
COMPENSATION 4
WORK SCHEDULE:
A full-time work schedule is a forty (40) hour per workweek schedule consisting of:
• Eight (8) hours in a workday for five (5) consecutive workdays within a workweek; or • Ten (10) hours in a workday for four (4) consecutive workdays within a workweek.
ARTICLE III
COMPENSATION
SALARY:
1.1 FY 2024/2025 6% Cost -of-living-adjustment (COLA) (Retroactive, effective July 1, 2024)
1.2 FY 2025/2026 4% COLA (effective July 1, 2025)
1.3 FY 2026/2027 4% COLA (effective July 1, 2026)
LONGEVITY PAY:
2.1 The City agrees to continue to pay Unit members two and one- half percent (2.5%) of their prevailing pay rate as longevity pay, commencing on the anniversary of attaining fifteen (15) years service credit.
2.2 In addition to the longevity pay in Section 2.1 above, t he City agrees to pay Unit members an additional two and one-half percent (2.5%) of their prevailing pay rate as longevity pay, commencing on the anniversary of attaining twenty (20) years service credit.
2.3 In addition to the longevity pay in Sections 2.1 and 2.2 above, the City agrees to pay Unit members an additional two and one-half percent (2.5%) of their prevailing pay rate as longevity pay, commencing on the anniversary of attaining twenty-five (25) years service credit.
2.4 In addition to the longevity pay in Sections 2.1, 2.2 and 2.3 above, the City agrees to pay Unit members an additional two and one-half percent (2.5%) of their prevailing pay rate as longevity pay, commencing on the anniversary of attaining thirty (30) years.
ACTING DUTY PAY:
3.1 The City Manager, or his/her designee, may appoint a Unit member to acting duty status to perform the duties of a higher classification that is vacant, either permanently or temporarily, or newly created, subject to all of the provisions of Section 3 herein.
3.2 To be eligible for an Acting Duty status, Unit members must meet the minimum qualifications of the job for the acting assignment. A Unit member may serve in acting duty status only until such time as the City Manager, or his/her designee, makes a regular appointment to the classification or until such time that the incumbent employee returns to work. Only Unit members in good AFSCME 1017 MOU 2024-2027
ARTICLE III
COMPENSATION 5
standing, e.g. not currently rated unsatisfactory, not currently on a work improvement plan/performance improvement plan, or not currently having disciplinary action pending or in effect, may be appointed to acting duty.
3.3 An acting duty appointment may be effective for a period of up to ninety (90) days, except for special circumstances as defined by the City Manager, or his/her designee. The City Manager, or his/her designee, may extend an acting duty appointment, at their sole discretion. Special circumstances include, but are not limited to, needing required licenses, certificates, or degrees, or needing certain training or abilities.
3.4 A Unit member appointed to acting duty status shall be paid a rate not less than the minimum pay range for the acting classification. Acting duty pay shall be at least 10% more than the Unit member’s prevailing pay rate immediately prior to acquiring acting duty status.
3.5 A Unit member appointed to acting duty status shall not be paid more than the maximum pay rate in the pay range for the acting duty classification.
3.6 While serving in acting duty status a Unit member shall continue to receive any pay adjustments, advancements and fringe benefit increases granted to the Unit member's regular classification.
These adjustments or advancements may cause a Unit member’s acting duty pay rate to increase correspondingly, if still under the maximum acting pay rate noted in this section 3.5 of Article III.
3.7 A Unit member appointed to acting duty status shall receive acting duty pay immediately upon assuming the acting duty position, provided the assignment is for at least one scheduled work week (40 consecutive work hours).
3.8 A Unit member has the right to refuse or discontinue any acting duty assignment within 72- hours written notice to the Unit member’s Director with a “cc” copy to the Human Resources Director.
3.9 A Unit member may be removed from any acting duty assignment for any reason, as determined by the City Manager, or his/her designee.
3.10 A Unit member may be appointed to an acting duty assignment while serving in their initial probationary period in the City service, at the discretion of the City Manager, or his/her designee.
3.11 Unit members that are appointed to acting duty in positions that are FLSA exempt from overtime, will not be subject to those provisions provided by the FLSA and will receive overtime compensation.
3.12 A Unit member in an acting duty appointment shall not receive leave and holiday pay at the acting rate. The acting rate will only be paid for actual hours worked by the Unit member in the acting duty appointment.
3.13 The City acknowledges the importance of allowing full-time employees the opportunity to learn the duties of a higher classification that is vacant, and agrees to prioritize the appointment of full- time unit members to acting duty status to perform the duties of a higher classification that is AFSCME 1017 MOU 2024-2027
ARTICLE III
COMPENSATION 6
vacant. The City shall not employ AFSCME Local 809 part-time employees in any vacant or newly created budgeted position or for a temporary assignment where an acting appointment could be offered to a full-time Unit member. However, when no qualified full-time Unit member is available, the City Manager or his/her designee may employ a qualified temporary or contract employee when a particular expertise or skill is needed. Temporary and contract employees under this provision shall be appointed for only 960 hours per fiscal year.
3.14 The City shall continue a citywide policy of rotating acting duty appointments, based on the following order: 1) from the current employment eligibility list, 2) from a list of Unit members, within the respective division, in the immediately subordinate classification(s) of the vacant position, ranked by seniority, 3) from a list of Unit members, within the respective work group, in the immediately subordinate classification(s) of the vacant position, ranked by seniority, 4) from a list of Unit members, from outside the respective work group, in the immediately subordinate classification(s) of the vacant position, ranked by seniority, An acting appointment from outside the work group can only be made upon the approval of the Directors of the two affected work groups. The rotation of acting appointments should be used for all periods exceeding ninety (90) calendar days, unless extended by the City Manager or his/her designee.
Upon completion of the acting assignment, the Unit member will be placed at the bottom of the acting rotation list. For a Unit member that was previously not eligible for acting duty but subsequently becomes eligible, their name will be added to the rotation list in seniority order.
Copies of acting duty rotation lists should be provided to both Human Resources and Payroll.
Unit members may submit a statement of exception to the City Manager, or his/her designee, if the rotation of acting duty appointments as stated within section 3 is not followed. The City Manager or his/her designee may suspend the rotation of acting assignments when deemed necessary.
3.15 A Unit member on an acting duty rotation list may only be by-passed by receipt of written memorandum from the Unit member’s Director to the Unit member stating the reasons for omission from this round of acting duty. Such notice shall be provided within one week. The memo shall state whether the Unit member is being placed on the bottom of the list i.e. to gain more experience, etc. or whether they are being left at the top of the rotating list for the next available acting assignment i.e. a shorter term acting assignment. A Unit member may not be removed from an acting duty eligibility list without their written permission.
3.16 When a Unit member is appointed to an acting position, his regular position will not be automatically filled by a subordinate Unit member in an acting capacity (cascading acting) unless the anticipated work load in that unit will be sufficient to warrant this action. This decision will be made in consultation with the division’s supervisors, manager and the work group’s Director.
3.17 The “Notification of Acting Appointment” form (Form 1201/1099), must be completed and authorized by both the City Manager, or his/her designee, and the Human Resources Director prior to the first day of the acting assignment, unless unforeseen circumstances occur which prevent such completion.
AFSCME 1017 MOU 2024-2027
ARTICLE III
COMPENSATION 7
3.18 Although Unit members may be given the opportunity to accept an acting duty assignment, the placement in acting duty assignments will not negate the need to meet the required minimum qualifications of the position during the recruitment process for that position.
3.19 If a Unit member has served in an acting capacity long enough to satisfy the normal probation period, and if that Unit member is promoted into the position that he/she has been acting in, the probationary period shall be reduced to ninety (90) days.
ANNUAL PROFESSIONAL DEVELOPMENT ALLOWANCE:
4.1 The City agrees to provide Unit members whose classification is designated exempt and the classifications of Executive Assistant, Risk Manager, Payroll Supervisor, Sustainability and Innovation Manager, Public Information Manager, Human Resources Manager, and Deputy City Clerk with seven hundred fifty dollars ($750.00) payable in the first quarter of the fiscal year, as an allowance towards expenditures for professional development. Professional development expenditures may include: costs incurred for job-related classes or seminars not paid for by the City; computer equipment and job-related software, books, reference publications or other educational materials; professional membership or Union fees; or any other expenses which promote the professional development of the Unit member and promote the best interests of the City.
4.2 The City agrees to provide Unit members not specified in Article III, Section 4.1 above or Section 4.3 below, with four hundred dollars ($400.00), payable in the first quarter of each fiscal year, as an allowance towards expenditures for professional development. Professional development expenditures may include: costs incurred for job-related classes or seminars not paid for by the City; computer equipment and job-related software, books, reference publications or other educational materials; professional membership or Union fees; or any other expenses which promote the professional development of the Unit member and promote the best interests of the City.
4.3 The parties agree to eliminate the existing three hundred dollars ($300.00) annual Professional Development Allowance for classifications of Administrative Secretary, Division Secretary, and Sr. Clerk beginning FY 2015/16 in exchange for a salary increase of three hundred forty-two dollars ($342.00) for all represented members employed in those classifications as of the effective date of June 20, 2015.
SALARY ADVANCEMENT:
5.1 Advancement shall mean a pay rate increase given to a Unit member contingent upon merit and performance, within the pay range established for the Unit member’s classification. A Unit member's pay rate increase shall be effective the first day of the payroll period in which the appropriate length of service is achieved.
5.2 In addition to those conditions provided for in the City’s Standard Management Procedures (“SMPs”), Unit members shall be eligible for advancement when their length of satisfactory service in their classification satisfies at a minimum the following requirements:
AFSCME 1017 MOU 2024-2027
ARTICLE III
COMPENSATION 8
Monthly
Salary
Step 1
Monthly
Salary
Step 2
Monthly
Salary
Step 3
Monthly
Salary
Step 4
Monthly
Salary
Step 5
Monthly
Salary
Step 6
Date of
appointment
6 mos. after
appt.
12 mos.
after appt.
After at least
12 months
in Step 3
After at least
12 months
in Step 4
After at least
12 months
in Step 5
5.3 If a Unit member’s performance evaluation has not been completed, discussed with the Unit member and received by Human Resources by the merit date, the merit increase will be processed as scheduled.
5.4 The City Manager, at his/her sole discretion, or upon the recommendation of a Director, the City Clerk or City Treasurer, as applicable, may grant an accelerated merit pay increase for exceptional job performance. Such merit pay increase shall not be governed by the required service time differential required by subsection 5.2 above. Exceptional job performance merit pay increases shall not exceed ten percent (10%) in any twelve (12) month period. As used herein, the phrase “outstanding job performance” shall mean a Unit member whose performance evaluations are current, and who received an “outstanding” rating on his/her most recent performance evaluation.
5.5 The City shall retain its flexibility to hire and/or promote Unit members with exceptional skills or qualifications at a pay rate above Step 1.
ALLOWANCE FOR MILEAGE:
6.1 The City shall reimburse Unit members for use of their personal automobiles for official City business at the current IRS rate, as adjusted annually, plus any parking fees or tolls associated with City business.
6.2 Reimbursement for mileage and related fees shall be made through submission of a petty cash reimbursement form and mileage reimbursement form to the City Treasurer's office. Such reimbursements may not exceed seventy-five dollars ($75.00). Reimbursements exceeding seventy-five dollars ($75.00) must be reimbursed through the City's demand register process.
6.3 Reimbursement requests must be filed within the time frame required by SMP No. 3.18, or any SMP which may be subsequently adopted.
REDEMPTION OF ACCUMULATED LEAVE:
Eligible Unit members covered by this MOU may redeem up to one hundred forty (140) hours of any accumulated leave in each fiscal year of this MOU. The redemption shall be subject to the following conditions:
7.1 Sick leave will be paid at a rate of one (1) hour of pay for each two (2) hours of sick leave redeemed.
7.2 All other types of leave will be paid at the rate of one (1) hour of pay for each hour of leave redeemed.
AFSCME 1017 MOU 2024-2027
ARTICLE III
COMPENSATION 9
OVERTIME COMPENSATION:
Except for exempt Unit members, the City shall provide Unit members with overtime compensation subject to the Fair Labor Standards Act and the following conditions:
8.1 Unit members shall receive either pay, calculated at one and one-half (1½) times their prevailing pay rate, or compensatory leave credited at one and one-half (1½) hours, for each hour of overtime worked. The City Manager, their Director, the City Clerk, or the City Treasurer, as applicable, shall have the exclusive authority to schedule and authorize overtime work and the City shall not compensate Unit members for unauthorized overtime work. The choice between overtime pay or compensatory time will generally be allowed to be made at the discretion of the Unit member unless, with reasonable notice, the City determines that the Unit member must receive compensatory time, or unless not otherwise allowed by the Fair Labor Standards Act, as determined by the City.
8.2 Except as otherwise provided, overtime work shall be:
a. Work performed in excess of eight (8) hours in a workday in a five (5) day workweek;
b. Work performed in excess of ten (10) hours in a four (4) day workweek; c. Work performed on the first, second or third scheduled days of rest; and d. Work performed at a time other than the scheduled shift.
8.3 For purposes of determining a Unit member’s eligibility for overtime compensation only, authorized paid leave shall be considered as hours of work.
8.4 When the City Manager or a Director declares that a state of emergency, including one declared by the Governor exists and requires that Unit members work more than four (4) hours between midnight and 8:00 a.m., such Unit member shall receive, at the discretion of the City Manager or Director, either overtime pay calculated at two and one-half (2½) times their prevailing pay rate, or compensatory leave, credited at two and one-half (2½) hours, for each hour of emergency work. When the City Manager or Director requires that a Unit member work more than eight (8) hours during an emergency, such Unit members shall not return to work for at least eight (8) hours following the completion of their emergency work. Unit members shall use their own accrued leave or choose to be unpaid if they are required to be off during their regular work schedule after working more than eight hours during an emergency. This section does not apply to hours worked between midnight and 8:00 a.m. if the hours worked are due to a schedule change during a declared state of emergency lasting more than twenty-four (24) hours.
8.5 Unit members called in to work at a time other than their scheduled shift shall receive overtime compensation for a minimum of two (2) hours regardless of the number of hours actually worked, except that if an Unit member does not report for work within thirty (30) minutes after AFSCME 1017 MOU 2024-2027
ARTICLE III
COMPENSATION 10
being called in, such Unit member shall not be entitled to the two (2) hour minimum compensation, but shall be compensated only for the time actually worked.
8.6 Overtime for hours in excess of eight (8) or ten (10) hours in a day shall be paid to all Unit members, including exempt Unit members, who incur overtime hours related to the absentee voter process during the conduct of municipal elections, provided that the City may submit claims to the State Controller’s Office for reimbursement of costs incurred for state-mandated cost programs.
PAYCHECK DISTRIBUTION:
9.1 Payday shall be bi-weekly on Thursday. In the event the City determines to change the method of paycheck distribution, the Union shall be advised thirty (30) working days in advance.
9.2 Check distribution shall be through mandatory direct bank deposits except for Unit members who cannot obtain a checking or savings account. Proof and/or verification of inability to open a savings or checking account must be presented to the Human Resources Department Director and the Finance Department Director to be granted exception.
9.3 The City does not permit payroll check advances.
OVERPAYMENT REMEDY:
Unit members covered herein shall reimburse the City for any overpayment of wages or benefits. Unit members shall notify the City within three (3) working days of any such overpayment. Said reimbursement shall not be required until the City notifies the affected Unit member in writing.
Reimbursement may be accomplished by lump-sum deduction made on the next subsequent Unit member payroll check following overpayment notification, or by other reasonable repayment method acceptable to the Unit member and the City, except that the lump-sum deduction shall be required if the next subsequent Unit member payroll check is the final or termination check issued to the affected Unit member. Human Resources shall not unreasonably withhold approval of payroll deductions to recover the overpayment. Failure by the City to timely notify any Unit member of an overpayment, does not waive the City’s right to repayment.
BILINGUAL USAGE PAY:
11.1 The Human Resources Director may authorize compensation to a Unit member for using bilingual skills during the course of work upon receipt of a written justification from the City Manager, their Director, the City Clerk or the City Treasurer, as applicable.
11.2 Unit members required to use bilingual skills during the course of work may petition for bilingual usage pay by submitting written justification, approved by the City Manager, their Director, the City Clerk or the City Treasurer, as applicable, to the Human Resources Director.
11.3 Bilingual usage pay shall be one hundred dollars ($100.00) per month.
11.4 The City may, at its discretion, test Unit members for proficiency in a second language in order for such Unit members to receive bilingual usage pay.
AFSCME 1017 MOU 2024-2027
ARTICLE III
COMPENSATION 11
11.5 No Unit member may qualify for more than one "second" language or more than one bilingual usage pay at any given time.
COURT SUMMONS/SUBPOENA/JURY DUTY:
12.1 Summons and Subpoenas
a. Any Unit member summoned to provide testimony on behalf of the City, or at the direction of the City Manager, City Attorney or any Director, in any municipal, superior or federal court proceeding, in any administrative proceeding before any local, federal or state agency, board or commission, or in any arbitration or mediation, shall be paid their prevailing pay rate during such court service. Exempt employees shall not be paid over and above their prevailing salary for attending court proceedings during non-regular work hours.
b. Any Unit member appearing to provide testimony on behalf of himself/herself, or summoned to provide testimony on behalf of any other Unit member or on behalf of any third party, in any municipal, superior or federal court proceeding, in any administrative proceeding before any local, federal or state agency, board or commission, or in any mediation or arbitration, shall be required to use approved accrued leave time, or shall take time off as approved leave without pay.
12.2 Jury Duty
Pay for jury service shall be limited to ten (10) working days in any one calendar year.
Payment for jury duty shall be limited to those workdays, or portions of workdays, which fall during the Unit member’s regular work schedule, and shall not exceed forty (40) hours in any workweek.
HOLIDAY COMPENSATION:
13.1 Full time Unit members shall be allowed time off with pay at the Unit member’s straight time hourly rate for any holiday provided in this MOU unless required by the City Manager, their Director, the City Clerk or the City Treasurer, as applicable, to work in order to maintain City services. Unit members required to work shall be paid according to subsection 13.2 below.
13.2 Unit members required to work on a holiday shall receive, at the discretion of the City Manager, their Director, the City Clerk or the City Treasurer, as applicable, either pay, calculated at one and two-half (2½) times their prevailing pay rate, or compensatory leave, credited at one and two-half (2½) hours, for each hour worked on the holiday.
SICK LEAVE INCENTIVE PLAN:
Each eligible unit member who has used fifty (50) hours or less of sick leave during the preceding calendar year may elect to receive pay for 50% of the sick leave earned (at one hour pay for one hour converted) during the preceding calendar year, less the amount of sick leave used during the same period.
AFSCME 1017 MOU 2024-2027
ARTICLE III
COMPENSATION 12
14.1 At the Unit member’s election, the payment for unused sick leave may be converted to equivalent annual leave.
14.2 The Unit member shall indicate election by written request to the Finance Department Director on the City leave request form on or before January 15 of the succeeding calendar year. Payment for unused sick leave or the posting of annual leave shall be done on or before February 15 of each succeeding year as indicated above.
14.3 When a Unit member elects to receive payment in cash or annual leave, such Unit member’s sick leave balance shall be reduced by the amount paid off in cash or converted to annual leave credit.
Sick leave not converted as provided herein to cash or annual leave will accumulate as sick leave credit.
14.4 To be eligible for this provision, a Unit member must have been a full-time regular Unit member for two full years prior to the calendar year during which the sick leave to be so converted is earned. The Unit Member must have minimum of two hundred forty (240) hours of sick leave credits on December 31 of each year in order to qualify for the conversion benefit.
DIRECT LEAVE DONATION:
In accordance with the Person to Person Leave Donation Standard Management Procedure (SMP), Unit members may donate up to 25% of any combination of their accrued leave hours, provided the donation leaves the Unit member with at least a combined balance of one hundred (100) hours of the combined leave. These donated hours, as approved by the City, are limited to 320 hours in a two year period and shall accrue directly to the donated sick leave bank of any designated active Full-Time employee of the City. In order for a Unit member to qualify for the person to Person Leave Donation program, the Unit member must have exhausted all of his/her own accrued leave balances. Under certain circumstances, as spelled out by the Person to Person Leave Donation SMP, unused donated leave will be returned to donating Unit members. The City will establish a separate leave code for donated leave separate from the sick leave. Employee solicitation of donations is allowed.
EDUCATION/TUITION REIMBURSEMENT
City will reimburse a Unit member up to the California State University in-state rate (per semester, quarter, or academic year: https://www.calstate.edu/attend/paying-for-college/tuition-by-year) for continuing education through an accredited program that either offers growth in an area related to the Unit member’s current position or that may lead to promotional opportunities, as determined by the Human Resources Director. This education may include college courses, continuing education units, adult education classes, certification examination fees, and job-related workshops/seminars/conferences not already paid for by the City on behalf of the employee.
The Unit member must take the course on the member’s own time. City time may not be used to attend educational opportunities covered by this program. If a course is only offered during regularly scheduled work hours, the Unit member’s supervisor and Department Director may make reasonable efforts to adjust work schedules to accommodate the scheduling conflict.
A Unit member must secure a passing grade of "C" or its equivalent or obtain a certification to receive any reimbursement. Expenses must be validated by receipts and a copy of the final grade or certification AFSCME 1017 MOU 2024-2027
ARTICLE III
COMPENSATION 13
received. Full-time, regular Unit members who have completed six-months of employment are eligible.
The deadline for submitting Education Reimbursement Forms for any expenses of the prior Fiscal Year is the end of the second full pay period of July.
California State University Dominguez Hills Incentive
Unit members who are students enrolled in course work at California State University Dominguez Hills shall be eligible for additional reimbursement of parking permits (excluding violation fees and citations) and required reading materials/textbooks, to be confirmed by instructor/school issued course syllabi or other official university documentation.
The Education Tuition Reimbursement program may be revoked or suspended by the City Council at anytime and at the City Council’s discretion, without requirement for meet and confer. Should the City Council decide to revoke or suspend the program, Unit members currently enrolled in course work will be permitted to complete and submit reimbursement requests for the current active term (quarter or semester).
SECTION 17- JOB SERIES:
For Payroll Specialist job series (and any job series later established) The Payroll Specialist application to a Payroll Specialist II will be honored retroactively in accordance with the below procedures. (Language from 809 mou)
17.1 The City has established a Job Series Program to include selected AFSCME 1017 classifications.
The purpose of the Job Series is to provide upward mobility for classifications which achieve increased skill and knowledge after specific time in grade. In order for Unit members to promote through job series classifications, they must pass the required test and have a current performance evaluation on file with a “meets job requirements” or higher overall performance rating (issued within the last twelve months).
17.2 Job Series promotions shall be effective after meeting the guidelines above in the following order:
Required Test:
a. The City shall develop the test material for job series promotions within the next 12 months after adoption of this MOU.
b. After a Unit member meets the required time in grade within a job series classification, the job series test to promote to the next level of the job series shall be administered upon the Unit member’s written request as follows:
1) If a test is currently available, it shall be administered within 30-days from the Unit member’s written request to be tested. The effective date of the job series promotion will be the date the test is passed. 2) If a test is not currently available, it shall be developed and administered within 90 days from the date of the Unit member’s written request to take it. Once the job series test has been successfully passed and a current qualifying performance evaluation is on file, the Unit member shall receive the job series promotion and pay retroactive to the date of the written request.
AFSCME 1017 MOU 2024-2027
ARTICLE IV
LEAVES 14
3) In the unfortunate situation that a test is still not available after 90 days, the Unit member can be promoted to the next level of the job series if the Unit member’s immediate supervisor and the department director certify in writing that the Unit member is qualified to be promoted to the next level.
If the job series promotion is effectuated as a result of departmental certification, the effective date of the job series promotion shall be the date of the Unit member’s written request, provided that a current qualifying performance evaluation is on file.
c. Current Performance Evaluation:
After a Unit member meets the required time in grade within a job series classification, and has made a written request to take the job series test, the requirement to have a current performance evaluation on file with a “meets job requirements” or higher overall performance rating (issued within the last twelve months) will be handled as follows:
1) If there is no current performance evaluation on file at the time Human Resources receives a written request to be tested for a job series promotion, Human Resources will notify the Unit member’s supervisor that a performance evaluation needs to be completed for such Unit member. 2) If the performance evaluation is not completed within 60 days from the date of the Unit member’s written request to test for a job series promotion, the Unit member shall automatically promote to the next level of the job series, provided the Unit member has successfully passed the job series test. The effective date of the job series promotion will be the date the test is passed. 3) If a Unit member does not successfully pass the test given for a job series promotion, the Unit member will be eligible to be re-tested in 30 days. If a Unit member does not successfully pass the second test, the Unit member will not be eligible to be re-tested until six months from the date of the second test.
ARTICLE IV
LEAVES
ANNUAL LEAVE:
The City shall provide Unit members with annual leave subject to the following conditions:
1.1 Annual leave is a period of approved absence with pay from regularly scheduled work which is not properly chargeable to some other category of leave.
1.2 The City Manager, the Unit member’s Director, the City Clerk or the City Treasurer, as applicable, has the exclusive authority to preapprove use of annual leave. Unless the Unit member's use of annual leave interferes with work group operations, the City Manager, the Unit Member’s Director, the City Clerk or the City Treasurer, as applicable, shall permit a Unit member to use annual leave at the Unit member’s discretion. Unit members shall be credited with annual leave at the following rates:
a. Thirteen and thirty-three hundredths (13.33) hours for each month of service or major portion thereof from the date of appointment;
AFSCME 1017 MOU 2024-2027
ARTICLE IV
LEAVES 15
b. Fifteen and thirty-three hundredths (15.33) hours for each month of service or major portion thereof upon commencement of the Unit member's sixth year of service; and, c. Eighteen and sixty-six hundredths (18.66) hours for each month of service or major portion thereof upon commencement of the Unit member's eleventh year of service. d. Upon the twentieth anniversary date Unit members will be credited with ten (10) hours of annual leave, in addition to the credit under subsection 1.2c above. e. Upon the twenty-first anniversary date Unit members will be credited with ten (10) hours of annual leave, in addition to the credit under subsection 1.2c & 1.2d above. f. Upon the twenty-second anniversary date Unit members will be credited with ten (10) hours of annual leave, in addition to the credit under subsection 1.2c, 1.2d, and 1.2e above.
g. Upon the twenty-third anniversary date and each anniversary date thereafter, Unit members will be credited with ten (10) hours of annual leave, in addition to the credit under subsections 1.2c, 1.2d, 1.2e, and 1.2f above.
1.3 Unit members may use annual leave only after satisfactorily completing their initial and/or extended probationary period.
1.4 Unit members shall not use less than one (1) hour of annual leave at any time.
1.5 The cap for unit members’ annual leave shall be five hundred (700) hours of annual leave. Unit members may temporarily accrue above the cap limit but must cash out their annual leave quarterly to maintain the cap limit. Accordingly, the annual cash out maximum is 120 hours.
1.6 When a Unit member separates from the City service for any reason, the City shall compensate the Unit member for all accrued annual leave. The value of accrued annual leave shall be calculated using the Unit member’s prevailing pay rate, plus longevity pay on the date of his/her separation from City service. Annual leave hours cashed at separation are not eligible for the City’s match under the City’s deferred compensation program.
SICK LEAVE:
The City shall provide Unit members with sick leave subject to the following conditions:
2.1 Unit members shall be credited with sick leave at the rate of ten (10) hours of sick leave for each month of service or major portion thereof. Unit members shall not be credited with sick leave during leaves of absence without pay exceeding eighty (80) working hours in any calendar month.
2.2 Unit members hired on or before November 7, 2018 may accrue a maximum of one thousand two hundred (1,200) hours of sick leave. Unit members hired after November 7, 2018 may accrue a maximum of eleven hundred (1,100) hours of sick leave. Unit members may use accrued sick leave only after completing their initial month of service.
AFSCME 1017 MOU 2024-2027
ARTICLE IV
LEAVES 16
2.3 Unit members may not use sick leave at their discretion, but only in cases of actual sickness, illness, injury or quarantine of the Unit member or actual sickness, illness, injury or quarantine of the Unit member’s immediate family, or for bereavement. Sick leave may be used for personal or family medical, dental, and optical appointments, and for any other appointments for the purpose of obtaining professional diagnosis and/or examinations for a medical or mental health condition of the Unit member or his/her immediate family. Unit members shall also use any accrued sick leave for leave necessitated as the result of pregnancy disability under California Government Code Section 12945, family medical leave under California Government Code Sections 12945.2 and 12945.3 (the Moore-Brown-Roberti Family Rights Act), 42 U.S.C. Section 2601, et seq. (the federal Family Medical Leave Act), or leave under the Americans with Disabilities Act or California Fair Employment and Housing Act.
2.4 When a Unit member wishes to use accrued sick leave, the Unit member shall notify the City Manager, their Director, the City Clerk or the City Treasurer, as applicable, of the intended absence due to sickness, either before, or within one (1) hour after, the time set for beginning the work period, unless the Unit member is incapacitated and physically unable to provide the required notification. Unit members on sick leave shall regularly inform the City Manager, their Director, the City Clerk or the City Treasurer, as applicable, of their physical condition.
2.5 When a Unit member uses sick leave, the Unit member will complete and submit a signed leave request form stating the need for such sick leave, including partial day absences. When a Unit member uses sick leave in excess of three (3) consecutive working days and there is a pattern of absenteeism, the City may require a Unit member to present upon return to work a medical certification signed by a physician or licensed medical practitioner verifying the need for such sick leave.
2.6 When a Unit member separates from the City service for whatever reason the Unit member shall be compensated for one-half (½) the value of accrued sick leave. The value of accrued sick leave shall be calculated using the Unit member's prevailing pay rate, plus longevity pay on the date of the Unit member's separation from City service. A rejected probationary Unit member shall not be paid for any accrued sick leave. Sick leave hours cashed at separation are not eligible for the City’s match under the City’s deferred compensation program.
2.7 Unit members failing to satisfactorily complete their probationary period or who resign during their probation period must reimburse the City for utilized sick leave. Sick leave may not be used in increments of less than one hour. Unit members may use accrued sick leave only after completing their initial one (1) month of service.
2.8 The City Manager, their Director, the City Clerk or the City Treasurer, as applicable, may only approve the use of other leaves in lieu of sick leave when a Unit member has no sick leave available and the need for such leave is due to a serious health condition of the Unit member or his/her immediate family.
HOLIDAY LEAVE:
The City shall provide Unit members with the following fourteen (14) holidays with pay subject to the following conditions:
AFSCME 1017 MOU 2024-2027
ARTICLE IV
LEAVES 17
2.9 January 1st (New Year’s Day)
The third Monday in January (Dr. Martin Luther King Jr. Day) January 30th (Fred T. Korematsu Day)
The third Monday in February (President’s Day)
March 8th (International Women’s/Rosa Parks Day)
March 31st (Cesar Chavez Day)
The last Monday in May (Memorial Day)
June 19th (Juneteenth)
July 4th (Independence Day)
The first Monday in September (Labor Day)
October 25th (Larry Itliong Day)
November 11th (Veteran’s Day)
The fourth Thursday in November (Thanksgiving Day)
December 25th (Christmas)
Every day proclaimed by the President, Governor, or Mayor of this City as a public holiday
2.10 When any day designated as a holiday falls on a Friday or Saturday, the ten (10) hours of holiday leave will be converted to annual leave and added to the Unit members annual leave balance.
When any day designated as a holiday falls on a Sunday, the following Monday shall be observed as the holiday. When any day designated as a holiday falls on the Unit member’s regular day off, the Unit member will have the option to take the workday prior to or the workday after the holiday, in observance of the holiday, or have the ten (10) hours of holiday leave converted to annual leave and added to the Unit members annual leave balance. In order to be paid for a holiday or receive the leave conversion, the Unit member must work his or her full regularly-scheduled workday immediately before and after the holiday unless the Unit member is absent from any portion or all of his or her regularly-scheduled workday immediately before or after the holiday on authorized paid leave. A Unit member shall not receive pay for a holiday, or receive the leave conversion, if any leave without pay was used by the Unit member during his or her regularly-scheduled workday immediately before or after the holiday.
2.11 In the event that the Mayor or the City Council declares a portion of the day before Christmas (December 24th) or a portion of the day before New Year's Day (December 31st) to be a holiday, the Unit member must use such additional holiday leave when granted, and such leave cannot be accrued. Unit members absent on other paid leave when such additional holiday leave is granted shall not receive compensatory leave or additional pay because of their absence. A Unit member shall not receive holiday pay for this half-day holiday if any leave without pay was used by the Unit member during his or her regularly-scheduled workday immediately before or after the half- day holiday.
2.12 All designated holidays shall be compensated for in ten (10) hour increments, for a total of one hundred forty (140) hours annually regardless of a Unit member's work schedule.
2.13 When a Unit member is assigned to a 5/40 or 9/80 work schedule, the one (1) or two (2) hours of excess holiday will be converted to annual leave.
AFSCME 1017 MOU 2024-2027
ARTICLE IV
LEAVES 18
2.14 Should the City abandon the closure of City Hall on Fridays, the day after Thanksgiving will be reinstated as a holiday and holiday hours will be renegotiated to ensure that all Unit members accrue the same number of holiday hours.
ADMINISTRATIVE LEAVE:
The City shall provide exempt Unit members with administrative leave as time off from work, instead of pay or compensatory leave credit for overtime work, subject to the following conditions:
4.1 Unit members who are designated exempt shall be credited with ten (10) hours of administrative leave per month. Exempt Unit members may accrue a maximum of one hundred eighty (180) hours of administrative leave.
4.2 Use of administrative leave shall require the prior written approval of the City Manager, the Director, the City Clerk or the City Treasurer, as applicable. The City Manager, their Director, the City Clerk or the City Treasurer, as applicable, shall permit administrative leave to be used at the discretion of the Unit member, unless the City Manager, their Director, the City Clerk or the City Treasurer, as applicable, determines that the Unit member’s use of administrative leave on the date and/or times requested interferes with work group operations.
4.3 When a Unit member who is exempt separates from the City service for any reason, the City shall compensate the Unit member for all accrued administrative leave. The value of accrued administrative leave shall be calculated using the Unit member's prevailing pay rate, plus longevity pay on the date of his/her separation from City service. Administrative leave hours cashed at separation are not eligible for the City’s match under the City’s deferred compensation program.
4.4 Unit members shall not be credited with administrative leave hours for leaves of absence without pay exceeding eighty (80) working hours in a calendar month.
COMPENSATORY LEAVE:
The City shall provide Unit members not exempt from the provisions of the Fair Labor Standards Act with compensatory leave subject to the following conditions:
5.1 A Unit member shall not use less than one (1) hour of compensatory leave at any time.
5.2 Unit members may accrue a maximum of eighty (80) hours of compensatory leave.
5.3 A Unit member shall request use of compensatory leave in advance by a written notice submitted to their supervisor. Use of compensatory time shall require the prior written approval of the City Manager, the Director, the City Clerk or the City Treasurer, as applicable. The City Manager, their Director, the City Clerk or the City Treasurer, as applicable, shall permit compensatory leave to be used at the discretion of the Unit member, unless the City Manager, their Director, the City Clerk or the City Treasurer, as applicable, determines, in his/her sole discretion, that the Unit member’s use of compensatory leave on the date and/or times requested interferes with work group operations. A Unit member may combine the use of compensatory leave with other AFSCME 1017 MOU 2024-2027
ARTICLE IV
LEAVES 19
authorized paid leave if approved by the City Manager, their Director, the City Clerk or the City Treasurer, as applicable.
5.4 When a Unit member separates from the City service for any reason, the City shall compensate the Unit member for all accrued compensatory leave. The value of accrued compensatory leave shall be calculated using the Unit member's prevailing pay rate, plus longevity pay on the date of his/her separation from City service. Comp time hours cashed at separation are not eligible for the City’s match under the City’s deferred compensation program.
WORKERS’ COMPENSATION LEAVE:
The City will provide Unit members with workers’ compensation coverage and leave in accordance with California Workers’ Compensation Law.
6.1 Except as otherwise provided, Unit members disabled by bodily injury or sickness in the course and scope of employment shall be paid their regular pay rate for up to seventeen (17) weeks from the date of disability, or until the City’s workers’ compensation administrator terminates workers’ compensation leave due to payment of a “compromise and release” settlement, a disability and/or service retirement, the Unit member returning to work, or a refusal by the Unit member to return to work following a determination by a physician that the Unit member is no longer temporarily disabled, whichever comes first. In the event of a dispute between the treating physician and another physician as to the Unit member’s temporary disability status, such dispute shall be resolved in accordance with applicable California Workers’ Compensation laws. During the time the disabled Unit member is receiving the 17 weeks of paid Workers’ Compensation leave, the Unit member shall continue to accrue annual leave, sick leave, seniority and tenure, for purposes of pay adjustments or advancements.
6.2 Unit members who are still disabled after seventeen (17) weeks, may apply for long term disability leave and long term disability benefits in accordance with Article V, Section 4.
6.3 The City shall make all reasonable efforts to provide Unit members with light duty assignments when the Unit member is still disabled after seventeen (17) weeks from the date of disability.
6.4 As used in this Section 6, the term “disabled” or “disability” shall have that meaning set forth in California Workers’ Compensation law.
6.5 If in the opinion of the City, the City’s claims administrator, or the Workers’ Compensation Appeals Board, a Unit member has been found by a physician to be permanently, physically incapable of performing the essential duties of the currently held position, the City may place the Unit member into another vacant position of an equal or lower level. The Unit member must be able to perform the essential duties of that position. Nothing herein shall be construed to prevent such Unit member from applying for and competing for a position of a higher class.
MILITARY LEAVE:
The City shall grant military leave to Unit members as provided in California Military and Veterans Code Sections 389 through 395.
AFSCME 1017 MOU 2024-2027
ARTICLE IV
LEAVES 20
BEREAVEMENT LEAVE:
A Unit member will be allowed to use up to thirty (30) hours of paid bereavement leave per occurrence in the event of the death of the Unit member’s spouse, domestic partner, child, step child, foster child, son-in-law, daughter-in-law, parent, step parent, parents-in-law, brother, brother-in-law, sister, sister-in- law, grandparent, or grandchild. Bereavement leave does not accrue, nor can it be cashed out if not used by the Unit member.
LEAVE OF ABSENCE WITHOUT PAY:
9.1 The City Manager has the exclusive authority to approve a Unit member’s request for leave of absence from work without pay. Such leave of absence shall not be approved unless the Unit member provides the City Manager with a written reason for the request. If the City Manager approves such leave of absence for a period of eight (8) working days or less, the Unit member shall not lose any seniority or tenure for such leave of absence. After the expiration of an approved leave of absence without pay, the Unit members shall be reassigned to their former classification. A leave of absence without pay will not be granted in excess of one (1) year.
Unit member shall be responsible for paying for the cost of his/her benefits from the COBRA effective date.
9.2 The City Manager has the authority to grant or deny a Unit member’s request for leave of absence from work without pay, except that the City Manager shall not unreasonably deny a request for unpaid leave due to the medical disability of the Unit member or a member of his/her immediate family. In accordance with federal and/or state laws, the City has the right to grant an Unit member’s request for up to twelve (12) weeks of unpaid, job protected leave to eligible Unit members for certain family and medical reasons under the Family and Medical Leave Act of 1993 (FMLA) and/or California Family Rights Act (CFRA).
9.3 The continuation of City paid benefits period for Unit members on leave without pay for medical reasons shall be 90 days or longer in accordance with FMLA, CFRA and Pregnancy Disability Leave (PDL). Those Unit members not covered by FMLA, CFRA, or PDL shall not be eligible for the 90 days or longer continuation of City paid benefits.
9.4 The City shall not grant an unpaid leave in excess of one (1) year for Unit members with five (5) years or less tenure, or in excess of three (3) years for Unit members with more than ten (10) years tenure. A Unit member on an unpaid leave for sixty-one (61) days or more shall not accrue seniority or tenure for that portion of the leave over sixty (60) days. After the expiration of the unpaid leave, the Unit member shall be assigned to his/her former classification.
Probationary Unit members are not eligible for unpaid leaves of absence, except as required by law. The Unit member requesting the leave shall state in writing the reasons for the request.
TIME OFF FOR VOTING:
The City shall provide Unit members with time off for voting subject to the following conditions:
10.1 When an Unit member claims not to have sufficient time outside of working hours to vote at a statewide election, the Unit member may, without loss of pay, and with the approval of the City Manager, their Director, the City Clerk or the City Treasurer, as applicable, take off up to two (2) AFSCME 1017 MOU 2024-2027
ARTICLE V
INSURANCE AND RETIREMENT BENEFITS 21
working hours, which when added to the voting hours available outside of working hours will enable the Unit member to vote. The City Manager, their Director the City Clerk or the City Treasurer, as applicable, may not authorize a Unit member to take off more than two (2) hours from work for voting with pay. The time off authorized for voting shall be only at the beginning or end of a work period, whichever allows the Unit member the most time for voting and the least time off from work.
10.2 If the Unit member knows or has reason to believe that time off for voting shall be necessary on Election Day, the Unit member shall provide written notification to the City Manager, their Director, the City Clerk or the City Treasurer, as applicable, of that fact at least two (2) work days in advance.
LUNCH PERIOD:
An uninterrupted, uncompensated lunch period of no less than thirty (30) minutes or longer than one (1) hour will be afforded to Unit members. The lunch period may not be combined with the rest periods or used to compensate for a late arrival or early departure from work unless approved by the City Manager, their Director, the City Clerk or the City Treasurer, as applicable.
REST PERIOD:
The City Manager, their Director, the City Clerk or the City Treasurer, as applicable, shall provide Unit members with a compensated rest period of fifteen (15) minutes for each half work period as determined by standard management procedures. Unit members may not use the rest period to compensate for a late arrival or early departure from work. Rest periods shall have no monetary value and shall be forfeited if not used during the work day.
FLEXIBLE WORK SCHEDULES:
The City will work with Unit members to achieve flexibility in work schedules to accommodate special needs in areas such as: childcare, eldercare or education. These accommodations can be made whenever they can be done without causing hardship on the work unit. The allowable work schedule flexibility shall be restricted to those that can be made within the work day, such as: modifying starting or ending time by thirty (30) minutes, and/or reducing the meal period to thirty (30) minutes. Flexibility may also include other modifications which would require the use of leave hours or reductions in pay.
ARTICLE V
INSURANCE AND RETIREMENT BENEFITS
HEALTH INSURANCE PREMIUM:
1.1 Effective January 1, 2023, the City will pay the full family HMO premium from Kaiser Permanente of the Los Angeles Region for each Unit member and eligible dependents.
1.2 [RESERVED]
AFSCME 1017 MOU 2024-2027
ARTICLE V
INSURANCE AND RETIREMENT BENEFITS 22
1.3 T he cafeteria cap on the use of excess monies shall be two hundred dollars ($200.00) per month for all Unit members.
1.4 Unit members shall have the right to use monies remaining from the sums provided for health insurance to purchase additional term life insurance, vision care and/or long term care insurance offered by the City.
1.5 Unit members electing to discontinue or not electing health insurance coverage shall receive seventy-five percent (75%) of the lowest 2-party premium, to be put into a City-sponsored deferred compensation plan credited to the Unit member. Unit members currently receiving a higher amount than seventy-five percent (75%) of the lowest 2-party premium shall continue to receive the same amount to be placed into a City sponsored deferred compensation plan credited to the Unit member. Unit members may elect to resume health coverage during any open enrollment period, as a result of any change in status, or any other period of time authorized by the policies and requirements of the City-sponsored health coverage plans.
1.6 Unit members covered by this section shall have their choice of plans provided by the California Public Employees Retirement System (CalPERS), which are available in this service area.
1.7 Spouse and dependent coverage shall continue to be available as provided through CalPERS. A Unit member's spouse and dependent children under age twenty-six (26), as well as children over age twenty-six (26) who are incapable of supporting themselves due to physical or mental disabilities existing prior to obtaining age twenty-six (26) are currently eligible to be enrolled in the CalPERS health plans. This section will be in effect for the duration of this MOU, subject to any contract changes by CalPERS. To the extent that California law requires that domestic partners are entitled to health insurance coverage, the term “dependent” shall include domestic partners. The term “domestic partner” shall have the meaning set forth in Division 2.5, Parts 1 through 5, of the California Family Code, commencing with Division Family Code Section 597.
1.8 Eligible retired Unit members shall be covered by the health insurance provided by the City according to the rules established by CalPERS. For Unit members hired prior to the effective date of the CalPERS contract amendment providing for a two-tiered retiree health insurance program, the City shall pay the monthly health insurance premium for eligible retired Unit members' health insurance in the same monthly amount as provided for active full-time Unit members for the term of this MOU. For Unit members hired on or after the effective date of the CalPERS contract amendment providing for a two-tiered retiree health insurance program, the City shall pay a monthly health insurance premium for eligible retired Unit members’ health insurance in accordance with the following schedule:
% of difference between the
required minimum contribution
Full-Time service with Carson and the amount the City pays at time of retirement for active Unit members
0 – 4.99 years 0%
5 years 50%
6 years 60%
7 years 70%
AFSCME 1017 MOU 2024-2027
ARTICLE V
INSURANCE AND RETIREMENT BENEFITS 23
8 years 80%
9 years 90%
10 years 100%
DENTAL INSURANCE PREMIUM:
2.1 The City shall pay up to, but not exceed, the amount of eighty-seven dollars ($87.00) per month for dental insurance provided by the City for each Unit member and his/her eligible dependents.
2.2 Unit members may elect to discontinue or not enroll in the dental insurance program provided that they submit written proof of equivalent coverage. Unit members electing to discontinue or not enroll in the dental insurance program shall receive sixty-five percent (65%) or fifty-six dollars and fifty-five cents ($56.55) to be placed into a City-sponsored deferred compensation plan credited to the Unit member. Effective the month following the adoption of the MOU, Unit members electing to discontinue or not enrolling in the dental insurance program shall receive seventy-five percent (75%) or sixty-five dollars and twenty-five cents ($65.25) to be placed into a City-sponsored deferred compensation plan credited to the Unit member. Unit members may elect to resume dental coverage during any open enrollment period, as a result of any change in status, or any other period of time authorized by the policies and requirements of the City- sponsored dental coverage plans.
2.3 The City and AFSCME agree to meet and confer to develop a solution to select a program that will not exceed the budgeted funds for the dental program.
SECTION 3. - LIFE INSURANCE COVERAGE:
The City agrees to provide each full-time Unit member with term life insurance coverage of not less than one hundred thousand ($100,000.00), subject to the requirements of the insurance carrier. A Unit member shall have the right to purchase supplemental term life insurance, up to the appropriate limit, using monies remaining from the monthly sum originally provided by the City for the Unit member’s health insurance with any balance to be paid at the Unit member’s expense, subject to the requirement of the insurance carrier. The City shall continue to offer additional life insurance programs already offered for Unit member purchase.
SECTION 4. - SHORT/LONG TERM DISABILITY INSURANCE PROGRAM:
4.1 The City shall provide long term disability insurance (or “LTD”) benefits for each full-time Unit member (“covered Unit member”) under the terms, requirements and conditions set forth in the policy underwritten by a licensed insurance company contracted by the City. The City reserves the right to change the LTD carrier and/or LTD benefits provided, on such terms as the City determines are in its best interest, after meeting and consulting with the bargaining unit.
4.2 The City shall provide short term disability insurance (or “STD”) benefits for each covered Unit member solely to provide the benefit during the 90-day LTD benefit waiting period, the City shall provide a STD insurance plan for each covered Unit member under the terms, requirements and conditions compatible with the City’s LTD benefit plan. Nothing herein shall bind the City to provide STD insurance coverage if the City chooses to implement a self-insured STD program.
AFSCME 1017 MOU 2024-2027
ARTICLE V
INSURANCE AND RETIREMENT BENEFITS 24
4.3 After a maximum of a 90-day waiting period:
a. A covered Unit member who has been employed with the City for five (5) or more years, and who is disabled from his or her own occupation, shall be entitled to sixty-six and two-thirds percent (66⅔%) of his or her prevailing pay rate (not including special compensation) to a maximum pay rate of seven thousand five hundred dollars ($7,500.00) per month at the commencement of disability leave up to age sixty-five (65); and
b. A covered Unit member who has been employed with the City for fewer than five (5) years and who is disabled from his or her own occupation shall be entitled to sixty-six and two-thirds percent (66⅔%) of his or her prevailing pay rate (not including special compensation) to a maximum pay rate of seven thousand five hundred dollars ($7,500.00) per month at the commencement of disability leave for twenty-four (24) months. A covered Unit member who has been employed with the City for fewer than five (5) years and who is disabled from all occupations shall be entitled to sixty-six and two-thirds percent (66⅔%) of his/her prevailing pay rate to a maximum pay rate of seven thousand five hundred dollars ($7,500.00) per month at the commencement of disability leave up to age sixty-five (65).
c. Except as required by applicable law, there shall be no reduction of LTD or STD benefits for a workers’ compensation award for permanent disability. In no case shall a Unit member on workers’ compensation receive short-term or long-term disability benefits and worker’s compensation salary continuation or temporary disability benefits simultaneously.
d. There shall be no exclusion for “soft tissue injuries”, including but not limited to musculoskeletal and connective tissue disorders, strains and sprains of the cervical, thoracic and lumbosacral spine.
e. The only allowable offsets are those listed in the LTD and STD policies.
4.4 The provision of the LTD Plan and the STD Plan is conditioned upon the following:
a. The continued availability of insurance coverage for LTD and/or STD at a comparable cost as set forth in the LTD and STD policies, subject only to increases in premium not to exceed applicable increases in the consumer price index for each year for the LTD and STD Plans underwritten by the existing carrier or other insurance carrier. b. Eligibility for and administration of benefits under the STD Plan and the LTD Plan and including the determination whether a covered Unit member is disabled from his or her own occupation, shall be determined by the insurance carrier, not by the City.
4.5 For injuries and other disabilities covered under California workers compensation laws, Unit members shall be paid their base pay rate (not including special compensation) for up to seventeen (17) weeks from the date of such disability (“workers compensation leave”) or until the City’s workers compensation administrator terminates workers compensation leave either due to payment of a “compromise and release” settlement, a disability and/or service retirement, AFSCME 1017 MOU 2024-2027
ARTICLE V
INSURANCE AND RETIREMENT BENEFITS 25
the Unit member returns to work, or a refusal by the Unit member to return to work following a determination by a physician that the Unit member is no longer temporarily disabled, whichever comes first. In the event of a dispute between the treating physician and another physician as to the Unit member’s temporary disability status, such dispute shall be resolved in accordance with applicable California Workers’ Compensation laws. If a Unit member is approved for workers’ compensation leave, the Unit member shall not be eligible for STD or LTD benefits during the period of such workers’ compensation leave. LTD eligibility for Unit members who are still disabled after seventeen (17) weeks shall be determined by the terms of the LTD insurance plan described in section 4.1, above.
4.6 While on short term or long term disability, Unit members may use sick leave, comp time, administrative leave, or annual leave to bring them to 100% of their prevailing pay rate in conjunction with the disability benefit. The use of accrued leave shall be in order specified herein.
CALIFORNIA PUBLIC EMPLOYEES RETIREMENT SYSTEM (CALPERS):
5.1 For those Unit members hired before the effective date of the CalPERS contract amendment providing for a tiered retirement benefit, the City shall include Unit members in the CalPERS “3% at 60” Plan with the following optional public agency contract provisions:
i. The optional contract provision relating to one (1) year final compensation; ii. The optional contract provision relating to military service credit as public service; iii. The optional contract provision relating to the 1959 Survivors Program at the level four benefits;
iv. The optional contract provision relating to two years additional service credit. v. The optional contract provision relating to the ability to purchase part-time service credit, but solely at Unit member’s own cost.
vi. The optional contract provision relating to the Pre-Retirement Option 2W Death Benefit.
5.2 Unit members shall pay the full percentage of the member contribution.
5.3 For those Unit members hired on or after the effective date of the CalPERS contract amendment (May 6, 2011) providing for a tiered retirement benefit, and defined by Assembly Bill 340 – Pension Reform as “Classic Members”, the City shall include such Unit members in the CalPERS “2% at 55” Plan with the following optional public agency contract provisions:
i. The optional contract provision relating to one (1) year final compensation; ii. The optional contract provision relating to military service credit as public service; iii. The optional contract provision relating to the 1959 Survivors Program at the level four benefits;
AFSCME 1017 MOU 2024-2027
ARTICLE V
INSURANCE AND RETIREMENT BENEFITS 26
iv. The optional contract provision relating to two years additional service credit. v. The optional contract provision relating to the ability to purchase part-time service credit, but solely at Unit member’s own cost.
vi. The optional contract provision relating to the Pre-Retirement Option 2W Death Benefit.
5.4 Unit members shall pay the full percentage of the member contribution.
5.5 For those Unit members hired on or after January 1, 2013, defined by Assembly Bill 340 – Pension Reform, as “New Members”, the City shall include such Unit members in the CalPERS “2% at 62” Plan with a three year final compensation period, and with the following optional contract provisions:
i. The optional contract provision relating to military service credit as public service; ii. The optional contract provision relating to the 1959 Survivors Program at the level four benefits;
iii. The optional contract provision relating to two years additional service credit. iv. The optional contract provision relating to the ability to purchase part-time service credit, but solely at Unit member’s own cost.
v. The optional contract provision relating to the Pre-Retirement Option 2W Death Benefit.
5.6 “New Members” shall pay the full percentage of the member contributions.
DEFERRED COMPENSATION PROGRAM:
6.1 The City shall continue to sponsor deferred compensation programs.
6.2 The City agrees to match the amount, dollar for dollar, per calendar year, contributed to the Unit member’s deferred compensation account, as follows. a. One Thousand dollars ($1,000.00) per calendar year for Unit members in the classifications of Senior Clerk, Division Secretary, Administrative Secretary, Human Resources Assistant, Human Resources Specialist, Senior Human Resources Specialist, Risk Management Specialist, and Council Office Coordinator. b. One Thousand Five Hundred dollars ($1,500.00) per calendar year for Unit members in the classifications of Principal Analyst, Senior Risk Management Analyst, Risk Management Analyst, Human Resources Analyst, Senior Human Resources Analyst, Deputy City Clerk Payroll Supervisor, Senior Administrative Analyst, and Administrative Analyst.
c. Two Thousand dollars ($2,000.00) per calendar year for Unit members in the classifications of Executive Assistant Principal Analyst, Senior Risk Management AFSCME 1017 MOU 2024-2027
ARTICLE VI
HEALTH & SAFETY 27
Analyst, Human Resources Analyst, Senior Human Resources Analyst, Senior Administrative Analyst, and Administrative Analyst.
d. Two Thousand Four Hundred Dollars ($2,400.00) per calendar year or at the same level as members within the AME bargaining unit, whichever is higher, for Unit members in the classification of Risk Manager, Public Information Manager, Human Resources Manager, and Sustainability and Innovation Manager. (Managers identified in this section will receive any increase received by the AME unit which results in an amount greater than $2,400.00)
VISION CARE PLAN:
The City will sponsor a vision care program. Unit members may purchase vision care through a payroll deduction from wages and/or with money remaining from the monthly sum provided for health insurance.
SECTION 125 PLAN:
The City shall provide a Section 125 Tax Code plan in order to allow Unit members to deduct excess insurance premiums, unreimbursed medical expenses, and child care payments before taxes.
ARTICLE VI
HEALTH & SAFETY
SECTION 1. - SAFETY RESPONSIBILITIES:
1.1 The City shall make a good faith effort to provide and maintain a safe and healthful place of employment.
1.2 Unit members shall perform their assigned duties safely using the practices, means, methods, operations, and processes prescribed by law, occupational safety or health standards, safety orders, or safety rules and regulations. Unit members shall report any unsafe practices, equipment, or hazardous conditions promptly to their immediate supervisor.
1.3 The City shall not require nor permit any Unit member to go to or be in any employment or place of employment not reasonably safe and healthful.
1.4 The City shall not discipline any Unit member for refusing to perform tasks in the performance of which any law, occupational safety or health standard, or safety order would be violated; if such violation would create a real or apparent hazard to the Unit member.
SECTION 2. - SAFETY DEVICES AND SAFEGUARDS:
The City shall furnish, and the Unit member shall use, safety devices and safeguards. The City shall adopt and use practices, means, methods, operations, and processes which are reasonably adequate to render City employment safe and healthful.
AFSCME 1017 MOU 2024-2027
ARTICLE VII
CITY RIGHTS 28
SECTION 3. - USE OF VETERANS PARK SPORTS COMPLEX:
All City Unit members and their families shall be entitled to use all facilities and programs at Veterans Sports Complex at the rates below:
Unit member – one hundred dollars ($100.00) per year
Unit member and family – one hundred fifty dollars ($150.00) per year Unit members who renew memberships shall receive the same percentage discount on the above prices as the general public receives at the time of renewal. For the purposes of this section, family shall mean those family members eligible for coverage under the CalPERS Health Insurance program provided by the City.
SECTION 4. - SAFETY COMMITTEE:
The City and the Unit shall jointly participate in an advisory safety committee. The safety committee membership shall include at least one (1) Unit representative. The safety committee shall make good faith efforts in an advisory capacity to provide and maintain a safe and healthful place of employment.
The safety committee shall meet on a monthly basis or other agreed schedule.
ARTICLE VII
CITY RIGHTS
SECTION 1. - EXCLUSIVE CITY RIGHTS AND AUTHORITY:
The City retains the exclusive right to manage and direct the performance of City services and the work force performing such services. The City retains the exclusive right to exercise its right to manage and direct the performance of the City services and the work force performing such services. The following matters shall not be subject to the meet and confer process, but shall be within the exclusive authority of the City. The Union expressly and specifically agrees that except to the extent that the City's rights are expressly and specifically limited by the terms of this MOU, the Union has waived any and all of its rights to meet and confer on any of the City's rights or effects of the exercise of any of its rights.
The consideration of the merits, necessity, or organization of any service or activity conducted by the City shall include but not be limited to the City's right to:
a. Determine issues of public policy;
b. Determine and change the facilities, methods, means, and personnel by which City operations are to be conducted;
c. Expand or diminish services;
d. Determine and change the number of locations, relocations, and types of operations and processes and materials to be employed in carrying out all City functions, including, but not limited to, the right to subcontract any work or operation;
AFSCME 1017 MOU 2024-2027
ARTICLE VII
CITY RIGHTS 29
e. Determine the size and composition of the work force, to assign work to Unit members in accordance with requirements as determined by the City, and to establish and change work assignments;
f. Determine job classifications;
g. Appoint, transfer, promote, demote and lay off Unit members for lack of work or other appropriate reasons;
h. Initiate disciplinary action for legitimate reasons; i. Determine policies, procedures, and standards for selection, training, and promotion of Unit members;
j. Establish Unit member performance standards, including, but not limited to, quality and quantity standards;
k. Maintain the efficiency of governmental operations;
l. Exercise complete control and discretion over its organization, and the technology of performing its work and services;
m. Establish reasonable work and safety rules and regulations in order to maintain the efficiency and economy desirable in the performance of City services; and n. Determine any and all necessary actions to carry out its missions in emergencies.
The exclusive decision making authority of the City on matters involving City rights and authority shall not be in any way, directly or indirectly, subject to the grievance procedure. Unit members may grieve the impact of the exercise of exclusive City rights and authority that directly relate to matters not reserved to the City.
SECTION 2. - CONCERTED REFUSAL TO WORK:
2.1 If a Unit member participates in any manner in any strike, sympathy strike, work stoppage, slowdown, sick-in, or other concerted refusal to work or participates in any manner in any picketing or impediment to work in support of any such strike, work stoppage, slowdown, sick-in or other concerted refusal to work or induces other Unit members or employees of the City to engage in such activities, such Unit member shall be subject to discharge by the City.
2.2 In the event the Union calls, engages in, encourages, assists or condones in any manner, any strike, work stoppage, slowdown, sick-in or other concerted refusal to work by Unit members or other employees of the City or any picketing or work impediment in support thereof, or any form of interference with or limitation of the peaceful performance of City services, the City, in addition to any other lawful remedies or disciplinary actions available to it, may suspend any and all of the rights and privileges accorded the Union under any ordinance, resolution, rules or procedures of the City, including, but not limited to, the suspension of recognition of the Union, and the use of the City's bulletin boards and facilities.
AFSCME 1017 MOU 2024-2027
ARTICLE VIII
UNION RIGHTS AND SECURITY 30
2.3 The City shall not lock out Unit members.
ARTICLE VIII
UNION RIGHTS AND SECURITY
UNION DUES DEDUCTION:
1.1 Union Dues. Union may request that the City deduct membership dues, initiation fees, and general assessments. as well as payment of any other membership benefit program sponsored by the Union, from the wages and salaries of Union members. Union hereby certifies that Union has and shall maintain all such deduction authorizations signed by the individual from whose salary or wages the deduction is to be made and shall not be required to provide a copy of an individual authorization to the City unless a dispute arises about the existence or terms of the authorization.
Accordingly, Union membership dues shall be deducted each pay period in accordance with the City procedures and provisions of applicable law from the salary of each employee whose name is provided by the Union. Remittance of the aggregate amount of all such monies shall be made by the City to the Union at the conclusion of each month payroll period in which said dues were deducted. Union shall defend, indemnify and hold the City harmless against any liability arising from any claims, demands, or other action relating to the City’s compliance with this section.
1.2 Changes in Union Dues. Changes to the payroll deduction shall commence on the pay period after the authorization or written notification is received by the City.
1.3 Sufficient Earnings. The Unit member’s earnings must be sufficient after the other legal and required deductions are made to cover the amount of the Union dues. When a Unit member is in a non-pay status for an entire pay period, no withholding will be made to cover the pay period from future earnings. In the case of a Unit member in a non-pay status only during part of the pay period, whose salary is not sufficient to cover the full withholding, no deduction shall be made. In the case of a Unit member who is receiving catastrophic leave benefits during a pay period, no deduction shall be made. In addition to the above, all other legal and required deductions (including health care and insurance deductions) have priority over Union dues. [RESERVED]
AFSCME’S PUBLIC EMPLOYEES ORGANIZED TO PROMOTE
LEGISLATIVE EQUALITY (‘PEOPLE’) PROGRAM:
3.1 During the term of this MOU, a payroll deduction shall be established by the recognized employee organization for the purpose of allowing employees to contribute towards AFSCME’s federal election activities by making contributions to AFSCME’s Political Action Committee, the Public Employees Organized for Political and Legislative Equality (“PEOPLE”). Accordingly, the City agrees to deduct contributions to PEOPLE from the wages of any employee, who is a member of the recognized employee organization and who desires to make voluntary contributions to PEOPLE. Any employee desiring to make such voluntary contributions shall execute a written authorization, on a form to be approved by the City, indicating the employee’s voluntary consent to such deductions.
AFSCME 1017 MOU 2024-2027
ARTICLE VIII
UNION RIGHTS AND SECURITY 31
3.2 The City agrees to promptly remit any deductions made pursuant to this provision to the recognized employee organization. It is agreed that neither any employee nor the recognized employee organization shall have any claim against the City for any deductions made or not made, as the case may be, unless a claim of error is made in writing to the City’s Finance division within thirty (30) calendar days after the date such deductions were or should have been made. The voluntary consent of the employee may be revoked by the employee at any time by giving written notice to both the City and the recognized employee organization.
EMPLOYEE RIGHT TO LEGAL COUNSEL:
The City agrees to provide members with legal counsel in accordance with the obligations imposed on public entities by Government Code Sections 825 and 995. The City agrees that Unit members have the right to their own legal representation in all disciplinary actions, but at their own expense.
UNION – CITY MEET AND CONFER IN GOOD FAITH - SCOPE:
The City shall not be required to meet and confer in good faith on any subject preempted by federal or state law.
UNION RELEASE TIME:
The City shall provide Unit members with release time leave subject to the following conditions:
6.1 Upon advance written notice and unless the Unit member's or designated representative's use of release time interferes with work group operations, the immediate supervisor shall permit a Unit member and one designated representative to use release time as time off from work with pay in order to prepare a formal grievance or to appeal a disciplinary action.
6.2 The immediate supervisor shall approve release time requests for up to one (1) hour for both the Unit member and one (1) designated representative for each formal grievance. The immediate supervisor shall approve release time requests for up to two (2) hours for both the Unit member and one (1) designated representative for each pre-disciplinary conference or disciplinary hearing. Additional request for release time to prepare for a formal grievance or to appeal a disciplinary action must be approved in advance by the appointing authority.
6.3 AFSCME officers shall be permitted monthly paid release time for executive board meetings; such meetings shall not exceed two work hours.
6.4 AFSCME may request release time from the employer-employee relations officer for a special meeting of AFSCME officers or the general membership, or other Union matters not covered in this provision. Such request shall be in writing stating the reasons for such a request. The City Manager, Human Resources Director and/or designee has the authority to approve additional release time as needed. .
6.5 Unit members who use release time pursuant to the provisions of this section shall record all such hours on their payroll job ticket each payroll period.
AFSCME 1017 MOU 2024-2027
ARTICLE VIII
UNION RIGHTS AND SECURITY 32
6.6 The AFSCME, Local 1017 Executive Board shall have up to eight (8) hours total per month paid release time, approved in advance quarterly by his or her immediate supervisor.
6.7 Release time is to be used to cover labor relations activities that occur during a Unit member’s normal work hours. It does not add to a Unit member’s normal work schedule nor create any overtime obligation. Any hours expended outside normal work hours shall not count as release time, shall be uncompensated by the City, and are the personal responsibility of the Unit member and/or AFSCME. However, the City Manager, Assistant City Manager, or the Director of Human Resources and Risk Management may pre-authorize overtime for labor relations related purposes.
6.8 Release time is not available for labor relations related administrative or legal proceedings, except that AFSCME may have one representative at administrative proceedings who shall be entitled to the use of release time and all represented members that may be called as witnesses at any administrative proceeding shall be entitled to use release time to cover any required attendance at such proceeding that occurs during the Unit member’s normally scheduled work hours. Unit members that are to be called as witnesses at such proceedings shall be placed “on call” with at least one-hour notice of the need for their attendance and allowed to use release time for any time spent that occurs during the Unit member’s normally scheduled work hours.
Examples of administrative proceedings include, but are not limited to, PERB, EEOC, DFEH, Labor Commissioner, etc.
6.9 AFSCME Unit members shall be permitted one (1) hour of paid release time per month to attend AFSCME membership meetings. AFSCME will keep sign-in sheets and provide same to Human Resources to prove attendance at the membership meetings.
FAIR LABOR STANDARDS ACT:
7.1 The Union affirms the City's right and obligation to determine the jobs in the City that are exempt according to the revisions of the Fair Labor Standards Act.
7.2 The Union agrees that those positions determined by the City to be exempt as defined in the Fair Labor Standards Act are exempt from the minimum wage and overtime provisions of the Fair Labor Standards Act and the overtime provisions of the City of Carson Personnel Rules.
EMPLOYEE PERSONNEL FILES:
There shall be one official personnel file for each Unit member and it shall be kept at City Hall in the Human Resources Division.
UNION ACCESS TO NEW EMPLOYEE ORIENTATIONS AND
INFORMATION:
9.1 Pursuant to AB 119, the City agrees to provide, when practical, no less than 10-days’ notice in advance of any new employee orientations and provide the Union access to the orientation(s).
Orientation refers to any onboarding process, whether in person, online or through other means.
Access shall be determined by the Union, which could mean representational attendance or correspondence. The Union shall advise the City reasonably in advance as to the type of access AFSCME 1017 MOU 2024-2027
ARTICLE IX
GRIEVANCE PROCEDURE 33
requested. The City agrees to provide such reasonable notice of current employees that have changed position status.” (i.e. part-time to full time, promotional, etc.)
9.2 The City agrees, pursuant to AB 119, to provide the Union with the name, job title, department, work location, and work telephone number of newly hired employees within thirty (30) days of the date of hire. The City also agrees to provide the Union with the name, job title, department, work location, work, home and personal cellular telephone numbers, personal email addresses and home address of all bargaining unit employees bi-annually or upon request as long as the prior request for such information or the provision of such information was at least more than 120 days earlier.
9.3 Notwithstanding the foregoing, pursuant to AB 119, the City will not provide the Union with the home address or any phone number on file with the City of any employee performing law enforcement-related functions, and the City will not provide the Union with any home address, home telephone number, personal cellular telephone number, or personal email address of any employee who has made a written request to the City regarding non-disclosure of said information. Upon receipt of a written request for non-disclosure of employee information, the City will provide the Union with a copy of that request.
ARTICLE IX
GRIEVANCE PROCEDURE
SECTION 1. - PURPOSE:
The purpose of the Grievance Procedure is to establish channels of communication between Unit members, supervisors, and management. The City encourages all Unit members that have a grievance related to their working conditions to discuss the matter with their immediate supervisor without undue delay in order to resolve the issue. The purpose of these preliminary discussions is to settle disagreements fairly, as quickly as possible, and to eliminate problems before they evolve to grievances.
SECTION 2. - DEFINITION:
A grievance is a timely written complaint by one or more Unit members concerning the application or interpretation of the provisions of this MOU affecting Unit members' wages, hours, and working conditions.
SECTION 3. - GRIEVANCE STEPS:
The grievance procedure shall be used to resolve a Unit member's complaints as defined in Section 2 above. The grievance procedure shall consist of the following "Steps." Step 1. A Unit member shall have the right to present a grievance, in writing, within twelve (12) working days of the action or incident causing the grievance. Such grievance shall be provided to the immediate supervisor of the Unit member. If the Unit member’s immediate supervisor is the City Manager, the grievance shall be advanced directly to Step 3, the Human Resources Director. All grievances shall state the violation of this MOU, how it affects the Unit member’s wages, hours, working conditions or job security, and the Unit AFSCME 1017 MOU 2024-2027
ARTICLE IX
GRIEVANCE PROCEDURE 34
member’s requested remedy. Within ten (10) working days of receipt of the grievance, the immediate supervisor shall render a written decision responding to the grievance and return the completed grievance form to the Unit member. Failure of the immediate supervisor to render a written response on the grievance within ten (10) working days of receipt of the grievance shall constitute a constructive denial of the grievance. If denied, and the Unit member wishes to move the grievance to the next Step in the grievance process, then the Unit member shall move the grievance to the Director, City Clerk, or City Treasurer within the chain of command, in accordance with Section 3, Step 2 of this Article. The grievance shall be considered resolved and no further review of the subject matter of the grievance shall be permitted under this Article when the Unit member does not seek further review of the grievance within twelve (12) working days after response to or constructive denial of the grievance by the immediate supervisor.
Step 2. If the immediate supervisor’s response does not satisfactorily resolve the complaint, and/or the grievance is denied, then the Unit member and/or the Unit member’s designated representative may submit the grievance to the Director, City Clerk, or City Treasurer within the chain of command, within twelve (12) working days of the immediate supervisor’s actual or constructive decision on the grievance. The Director, City Clerk, or City Treasurer shall contact and discuss the grievance with the Unit member and/or the Unit member’s designated representative and shall discuss the grievance with the Unit member’s immediate supervisor. Within ten (10) working days after receipt of the grievance, the Director, City Clerk, or City Treasurer shall render a written response to the grievance and the completed grievance form shall be returned to the Unit member. Failure of the City Manager, City Clerk, or City Treasurer to render a written response on the grievance within ten (10) working days of receipt of the grievance shall constitute a constructive denial of the grievance. If the Director, City Clerk, or City Treasurer response does not satisfactorily resolve the complaint, the Unit member and/or Unit member’s designated representative may present the grievance to the Human Resources Director, within twelve (12) working days of the next immediate supervisor’s response to or constructive denial of the grievance. The grievance shall be considered resolved and no further review of the subject matter of the grievance shall be permitted under this Article when the Unit member does not seek further review of the grievance within twelve (12) working days after response to or constructive denial of the grievance by the Director, City Clerk, or City Treasurer.
Step 3. If the Director, City Clerk, or City Treasurer’s response does not satisfactorily resolve the complaint, and/or the grievance is denied, then the Unit member and/or the Unit member’s designated representative may submit the grievance to the Human Resources Director, within twelve (12) working days of the Director, City Clerk, or City Treasurer’s actual or constructive decision on the grievance. The Human Resources Director shall contact and discuss the grievance with the Unit member and/or the Unit member’s designated representative and shall discuss the grievance with the Unit member’s Director, City Clerk, or City Treasurer and/or others within the Unit member’s chain of command. Within ten (10) working days after receipt of the grievance, the Human Resources Director shall render a written response to the grievance and the completed grievance form shall be returned to the Unit member. The grievance shall be considered resolved and no further review of the subject matter of the grievance shall be permitted under this Article when the Unit member does not seek further review of the grievance within twelve (12) working days after response AFSCME 1017 MOU 2024-2027
ARTICLE IX
GRIEVANCE PROCEDURE 35
to or constructive denial of the grievance by the Human Resources Director. Failure of the Human Resources Director to render a written response on the grievance within ten (10) working days of receipt of the grievance shall constitute a constructive denial of the grievance. If the Human Resources Director’s response does not satisfactorily resolve the complaint, the Unit member and/or Unit member’s designated representative may present the grievance to the City Manager, within twelve (12) working days of the Human Resources Director’s response to or constructive denial of the grievance. Prior to submitting any grievance to the City Manager in accordance with Step 4, all Unit members are required to submit their grievance to the Human Resources Director in accordance with the timing requirements and procedures of this Step 3.
Step 3a. Before moving a grievance to the City Manager’s step, a Unit member may request an advisory mediation session. The cost of mediation will be shared by the City and the Union(s) on a 50/50 basis, with both parties bearing their own legal costs, including but not limited to attorney’s fees.
Step 4. If the grievance is not satisfactorily resolved through presentation of the complaint to the Human Resources Director’s, as applicable, pursuant to Step 3 or through advisory mediation pursuant to step 3a, and/or the grievance is denied, the Unit member and/or the Unit member’s designated representative may thereafter submit the grievance to a non- involved Director in lieu of the City Manager. When the Unit member presents a grievance to a non-involved Director in lieu of the City Manager, the selected person shall discuss the grievance with the Unit member and/or the Unit member’s designated representative. The selected person shall also discuss the grievance with the Unit member’s immediate supervisor and the Human Resources Director, Director, the City Clerk or the City Treasurer, as applicable. Within ten (10) working days after receipt of the grievance, the selected person shall render a written decision on the grievance. Failure of the selected person to render a written response on the grievance within ten (10) working days of receipt of the grievance shall constitute a constructive denial of the grievance. The decision or constructive denial of the selected person shall resolve the grievance and no further review of the subject matter of the grievance shall be permitted within the City’s administrative process. Thereafter, the Unit member may consider the administrative procedures completed and sue for redress of the grievance.
SECTION 4. - NON-DEPARTMENTAL GRIEVANCES:
Grievances resulting from decisions or actions outside the work group chain-of-command shall be initiated by the Unit member and/or the Unit member’s representative with the Director, the City Clerk or the City Treasurer, as applicable, of the work group from which the decisions or actions occurred, and will follow the procedures as detailed in Section 3 of this Article.
SECTION 5. - EXTENSIONS OF TIME:
The City and Unit members and/or the Union may agree to extensions of time to perform the acts described in this Article, but such extensions must be confirmed in writing and signed by all parties.
SECTION 6. - MATTERS EXCLUDED FROM THE GRIEVANCE PROCEDURE:
AFSCME 1017 MOU 2024-2027
ARTICLE X
APPEAL PROCEDURES 36
6.1 Those matters not specifically provided for under the definition in Section 2 above.
6.2 Disputes involving performance reviews arising from the application of the provisions of SMP No. 6.4.
SECTION 7. - REPRISALS:
The City shall not institute any reprisals against any Unit member or designated representative resulting from the use of the grievance procedure.
ARTICLE X
APPEAL PROCEDURES
SECTION 1. - REQUEST FOR DISCIPLINARY HEARING:
Unit members who have passed probation shall have the right to appeal the imposition of disciplinary action. As used herein, the term “disciplinary action” shall mean discharge, involuntary demotion or suspension of a Unit member, in accordance with the City of Carson Personnel Rules, as such Personnel Rules may be amended from time to time. When a Unit member requests a disciplinary hearing, the request shall be in writing, signed by the Unit member, and presented to the Human Resources Director within ten (10) calendar days after the notification date of the imposition of the disciplinary action. Any such request shall be addressed to the Human Resources Director and shall identify the subject matter of the appeal, the grounds for the appeal, and the relief desired by the Unit member. All disciplinary hearings shall be considered in private unless the Unit member requests, in writing, a public hearing. If the Unit member fails to request a disciplinary hearing within the prescribed time, the Unit member shall have waived the right to a hearing and all rights to further appeal of the disciplinary action.
SECTION 2. - SCHEDULING OF DISCIPLINARY HEARING:
The Human Resources Director shall be responsible for scheduling any disciplinary hearing within a reasonable time after the filing of the Unit member's request, considering the availability of a hearing officer and the convenience of the Unit member and witnesses. If the disciplinary action taken by the Unit member's Director is discharge, the parties shall commence proceedings to select a hearing officer under Section 3 within fifteen (15) calendar days after the filing of the Unit member’s request, unless a time extension is agreed to in writing by both the City and the affected Unit member and/or his/her representative.
SECTION 3. - HEARING OFFICER:
3.1 The City Manager or his/her designee shall be the hearing officer for disciplinary hearings that do not involve suspensions of more than forty (40) hours, demotions or discharge, or where the Union does not participate in the appeal and pay half of all hearing costs.
3.2 The City Manager or his/her designee may serve as the hearing officer for disciplinary hearings for suspensions of more than forty (40) hours, demotions or discharge upon mutual agreement with the Unit member, Union, and the City.
AFSCME 1017 MOU 2024-2027
ARTICLE X
APPEAL PROCEDURES 37
3.3 Except as invoked under Article X Section 3.2, disciplinary hearing involving suspensions of more than forty (40) hours, demotions or discharge shall follow the below procedure:
a. The hearing officer shall be selected from a list of seven (7) names submitted by an outside source mutually agreed upon by the City and the Union. For the purposes of this section, the outside source shall be the American Arbitration Association, unless otherwise mutually agreed upon in writing between the Union and the City. This provision supersedes any and all side letters previously entered into between the City and the Union with respect to the selection of hearing officers for disciplinary appeals. The parties also may mutually agree upon the Office of Administrative Hearings supplying the hearing officer.
b. The selection process shall consist of the City and the Union alternately striking a name from the list until one name remains which will be the appointed hearing officer. A coin toss will determine which side begins the above mentioned selection process. c. The cost for the hearing officer shall be shared equally by the City and the Union.
SECTION 4. - REPRESENTATION AT DISCIPLINARY HEARING:
4.1 At the disciplinary hearing, the Unit member may appear personally and shall have the right to be represented by counsel and any other person(s) allowed by the hearing officer, but during the disciplinary hearing only one person shall have the right to present the appeal on behalf of the Unit member.
4.2 The Unit member and the City shall each have the right to produce and confront witnesses and to present any relevant oral or documentary evidence.
4.3 Subsections 4.1 and 4.2 are not intended to, and shall not preclude, the hearing officer from questioning any witness, or asking any representative or other person present at the hearing, any questions that the hearing officer may deem appropriate and relevant to the subject matter of the appeal.
SECTION 5. - BURDEN OF PROOF AND EVIDENCE:
The City shall have the burden of proof and shall be required to prove the charges against the Unit member by a preponderance of the evidence. The disciplinary hearing shall not be conducted according to the technical rules of evidence.
SECTION 6. - CONDUCT OF THE DISCIPLINARY HEARING:
The conduct of the disciplinary hearing shall be under the control of the hearing officer with due regard for the rights and privileges of the parties. During the examination of a witness, the hearing officer may exclude from the hearing any and all other witnesses. The hearing officer shall have the power to issue subpoenas to compel the attendance of witnesses or the production of documents.
SECTION 7. - HEARING OFFICER'S DECISION:
AFSCME 1017 MOU 2024-2027
ARTICLE XI
OTHER MATTERS WITHIN THE SCOPE OF REPRESENTATION 38
Within thirty (30) calendar days after the conclusion of the evidentiary and argument portions of the disciplinary hearing, the hearing officer shall issue a written decision containing findings of fact and conclusions of law. The hearing officer shall have the authority to affirm, revoke, or reduce the disciplinary action imposed against the Unit member. The hearing officer's decision constitutes a final resolution of any disciplinary action and no further appeal shall be permitted within the City's administrative process.
ARTICLE XI
OTHER MATTERS WITHIN THE SCOPE OF REPRESENTATION
SECTION 1. - PROMOTIONAL OPPORTUNITIES:
1.1 The City shall make a good faith effort to promote and transfer from within the City service.
1.2 The City shall recruit for and establish eligibility lists for all vacant budgeted positions, unless they are temporarily frozen by the City Manager. At his sole discretion, the City Manager may fill a position by reinstatement or voluntary demotion.
1.3 A Unit member who is rejected during the probationary period shall be reinstated to the position from which he or she had been promoted. A rejected promotional probationary Unit member does not waive their right to appeal within the City's administrative appeal process. A promotional probationary period shall be used for the evaluation of a Unit member in the promotional capacity and can in no way be used to revoke rights or benefits gained by the prior passage of the Unit member's initial probationary period within the City.
SECTION 2. - PERSONNEL COMMITTEE:
The City agrees to inform the Union of any issues going before the City Council Personnel Committee and City Council concerning the Union. The Union will be given this information and the right to attend said meetings on release time, in accordance with the terms set forth in Article VIII, Section 8.4.
SECTION 3. - LATERAL TRANSFERS:
3.1 Unit members who wish to be considered for lateral transfer must complete a lateral transfer form and place it on file with the HR Department. When the HR Department receives an approved requisition for a position where a Unit member has filed a lateral transfer form, the HR Department will notify that Unit member of the recruitment during the promotional recruitment period, and provide the Unit member with a recruitment flyer. Testing requirements will be waived if the candidate meets the minimum requirements of the open position.
3.2 Unit member lateral transfer candidates shall be advanced directly to an interview with the hiring authority, at a time that is to be determined by the hiring authority. The selection decision shall be at the discretion of the hiring authority. Lateral transfer candidates shall not have superior rights to the open position over the rights of the promotional candidates.
SECTION 4. - TYPING CERTIFICATES:
Typing certificates verifying typing speeds of 65 words per minute or greater shall be considered to be valid for 36 months from the date of issuance.
AFSCME 1017 MOU 2024-2027
ARTICLE XII
LAYOFF 39
ARTICLE XII
LAYOFF
SECTION 1. - PREREQUISITE FOR LAYOFF:
If the City Manager determines that a reduction in personnel is necessary for economic reasons, then the order of layoff shall observe the "seniority rule" in putting the reduction into effect. (Government Code § 45100.) It is agreed by the City and the Union that the seniority rule shall mean that when any classification having two or more Unit members is subject to less than a complete lay off, then the Unit members shall be laid off in order of reverse seniority based first upon actual service time in the classification, and in instances where that is equal, then on tenure, defined as cumulative, actual City service time.
Reductions in the City's work force for reasons other than solely economic reasons shall continue to observe the layoff order as set forth below in subsections 1.1 through 1.4, and Section 2:
1.1 All temporary, seasonal, and/or recurrent and probationary Unit members have been released from the classification.
1.2 Unit members in the classification have been given an opportunity to seek lateral transfer or voluntarily demote to existing vacant positions, for which they meet minimum qualifications.
1.3 Management will meet and consult with the representative of the Union over alternative courses of action to avoid such layoff.
1.4 Notice of actual layoffs shall be given no less than twenty-eight (28) calendar days before the date of implementation. Such notice shall include:
a. Classification where layoff is to occur;
b. Seniority list by total actual City service in the affected classification; c. List of current permanent vacancies in all classifications represented by the Union; and, d. Separate notice to any Unit member in the classification who has two (2) or more below standard evaluations within the preceding three (3) years.
SECTION 2. - ORDER OF LAYOFF:
2.1 Unit members who have two (2) or more below standard evaluations within the preceding three (3) years shall be laid off first.
2.2 Next layoff shall occur on the basis of seniority, the least senior Unit member based on total actual employment in a classification represented by the Union shall be laid off first and any subsequent layoff shall proceed to the next least senior.
AFSCME 1017 MOU 2024-2027
ARTICLE XII
LAYOFF 40
2.3 Ties in Seniority – Where the seniority of two (2) Unit members is of the same length, the Unit member with the shorter tenure shall be laid off first.
2.4 Ties in Tenure - Where the actual seniority and tenure of two (2) Unit members are of the same length, tenure shall be decided by the drawing of lots.
2.5 Title changes and/or amended class specifications for classes with multiple positions will not change or alter the seniority rights of the incumbents in the original classification when subject to layoff, provided such prior classification is the same salary range.
SECTION 3. - VOLUNTARY DEMOTION:
A Unit member so laid off may choose voluntary demotion so as to avoid layoff.
3.1 Such voluntary demotion can be to a lower or equal class of previous standing or to a lower or equal class that is vacant provided they meet the minimum qualifications for those positions.
3.2 If the voluntary demotion causes a layoff in the lower or equal class, such layoff shall follow the provisions of this Article.
SECTION 4. - RECALL:
Unit members who laterally transfer, take a voluntary demotion or are laid off pursuant to the provisions of this Article, shall have their names entered onto a recall list for the classification of original standing.
4.1 Such a list shall be inverse order of layoff, lateral transfer or voluntary demotion.
4.2 The recall list shall be kept by Human Resources and shall be used in order when any vacancy for that classification is to be filled.
4.3 The list shall be maintained until all names have been offered an opportunity for recall or at the end of three (3) years, whichever comes first.
4.4 The appointing authority shall offer appointment to the first name on said list. If the individual accepts and he or she shall be appointed after sixty (60) days from the date of layoff, the Unit member may be required to take a medical examination so as to ensure the Unit member is medically and mentally capable of performing duties of the classification. The individual shall still be required to meet the minimum qualifications of the classification.
SECTION 5. - SEVERANCE PACKAGE
The City shall provide laid off Unit members a severance package in exchange for release of all claims as follows:
5.1 Severance pay calculated at thirty (30) hours for each year of service with a minimum benefit of 173.33 hours pay and a maximum benefit of 520 hours pay.
5.2 Medical and dental benefits will be provided through the regular insurance and/or COBRA reimbursement for the time period equivalent to the number of days as the severance pay.
AFSCME 1017 MOU 2024-2027
ARTICLE XIII
DRAFTING PROVISIONS AND DURATION 41
ARTICLE XIII
DRAFTING PROVISIONS AND DURATION
SECTION 1. - FULL UNDERSTANDING:
This MOU sets forth the full and entire understanding of the parties regarding the matters contained herein, and any other prior or existing understandings or agreements by the parties, whether formal or informal, regarding any such matters are hereby superseded and/or terminated in their entirety. All provisions of existing City rules and regulations, resolutions, ordinances and policies not specifically contained in, or referred to by this MOU, shall remain in full force and effect, and are specifically not superseded or otherwise affected by this MOU. This MOU contains all the terms, covenants and stipulations of employment for confidential Unit members and supersedes all prior resolutions adopting MOUs for this Unit and practices except for those contained in the City's written rules and regulations, resolutions, ordinances and policies.
SECTION 2. - SEVERABILITY:
Notwithstanding any other provisions of this MOU, in the event that any article, section, or subsection of this MOU shall be declared invalid by any court or by any state or federal law or regulation, or should a decision by any court or any state or federal law or regulation diminish the benefits provided by this MOU, or impose additional obligations on the City, the City and the Union shall meet and confer on the affected article, section, or subsection. In such event, all other articles, sections or subsections of this MOU not affected shall continue in full force and effect.
SECTION 3. - EMERGENCY WAIVER:
In the event of circumstances beyond the control of the City, such as acts of God, fire, flood, earthquake, insurrection, civil disorder, national emergency, or similar circumstances, provisions of this MOU or the Personnel Rules and Regulations of the City, which restrict the City's ability to respond to these emergencies, shall be suspended for the duration of such emergency. After the emergency is declared over, this MOU will be reinstated immediately. The Union shall have the right to meet and confer with the City regarding the impact on Unit members of the suspension of provisions in the MOU during the course of the emergency. Any rights and benefits suspended by virtue of the emergency shall be restored as soon as practicable at the conclusion of the emergency.
SECTION 4. - MUTUAL DIGNITY CLAUSE:
The City values its Unit members’ diversity and dignity. Therefore, the City of Carson shall ensure that Unit members represented by the Union shall be treated in a respectful, professional and cordial manner.
And conversely, the Union shall encourage all its member to show mutual respect and professional courtesy and exhibit high standards of internal customer relations with their supervisors and fellow Unit members. Violation of this section shall be grievable through the normal grievance procedures, however, if the Unit member’s immediate supervisor (first step of grievance procedure) is the violator of this clause, the grievance, if filed, will be started at the next level. Before a Unit member files a grievance for violation of this section, the Unit member shall be required to first discuss the situation with the Union Board.
AFSCME 1017 MOU 2024-2027
42 SECTION 5. - JOINT DRAFTING:
Each party has cooperated in the drafting and preparation of this MOU. Hence, in any construction to be made of this MOU, the same shall not be construed against any party.
SECTION 6. - MODIFICATION:
This MOU may only be modified or amended by written agreement between the parties which then must be approved by Council resolution.
SECTION 7. - DURATION:
7.1 This Memorandum of Understanding shall be binding on the City and the Union when adopted by the City Council and covers a three (3) year contract term from July 1, 2021 to June 30, 2024.
7.2 The City and the Union agree that negotiations on a successor contract shall begin in the second week of May, 2024. The Union will submit a list of requests to the City no later than May 1, 2024.
Except as otherwise provided herein, this MOU shall be in full force and effect from July 1, 2021 and shall remain in full force and effect up to and including June 30, 2024.
SECTION 8. - REOPENERS:
The parties do specifically agree to reopen the meet and confer process during the term of this MOU only in regards to the following issues:
A. Changes and/or revisions to the City's Personnel Rules and Regulations, including related SMPs;
B. Changes and/or revisions to the City's EERR;
C. Changes to Unit member job specifications;
D. Changes to any other wage, hour, term or condition of employment requiring meet and confer pursuant to applicable law.
During the term of this MOU, if any other bargaining unit in the City of Carson receives additional increases to the proposed cost of living increases or other compensation, including retroactive payments, as described in Article III, Section 1 [Salary], or additional improvements to the health insurance benefits, including but not limited to, additional City contributions to the health insurance premiums or cafeteria caps; or any other financial improvements, the City agrees to provide the same such increases and improvements to the Union and to meet and confer with the Union over such increases and improvements. The provision of this paragraph shall expire on and not be effective after June 30, 2024.
AFSCME 1017 MOU 2024-2027
ARTICLE XIV
CITY COUNCIL APPROVAL 43
ARTICLE XIV
CITY COUNCIL APPROVAL
The City Manager and Employee Relations Officer of the City and the Union have met and conferred in good faith on wages, hours and other terms and conditions of employment for the Unit members represented by the Union and have reached agreements which are set forth in this MOU. This MOU constitutes a joint recommendation by the City's negotiators and the Union, after ratification of its membership, to be submitted to the City Council for its determination and approval by one or more resolutions, as the City Council may deem fit and proper. This MOU is of no force or effect unless or until ratified and approved by a resolution of the City Council.
[SIGNATURES ON NEXT PAGE]
01007.0004/830583.2
IT IS SO AGREED:
AFSCME LOCAL 1017 CITY OF CARSON
Sylvia Rubio, President David C. Roberts Jr., City Manager
Bob Adams, Business Representative Pam Lee, Deputy City Attorney
Adriana Cabrera, Vice President
Desiree Johnson, Treasurer
Lakeina Johnson, Secretary
Attachments:
AFSCME 1017 Appendix A Monthly Salary Schedule effective July 1, 2024
AFSCME 1017 Appendix B Monthly Salary Schedule effective July 1, 2025
AFSCME 1017 Appendix C Monthly Salary Schedule effective July 1, 2026
AFSCME 1017 MOU 2024-2027
ARTICLE XIV
CITY COUNCIL APPROVAL 2
City of Carson
Hourly Salary Schedule
AFSCME Local 1017
Effective July 1, 2024
TITLE RANGE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6
Administrative Analyst 408 45.32 47.57 49.96 52.45 55.08 57.83 Administrative Secretary 409 35.83 37.62 39.51 41.48 43.56 45.73 Assistant to the City Manager 425 76.09 79.89 83.89 88.09 92.49 97.11 Community Liaison Representative 402 42.08 44.19 46.40 48.72 51.16 53.71 Council Office Coordinator 421 37.64 39.53 41.50 43.58 45.75 48.04 Deputy City Clerk 418 48.78 51.22 53.78 56.47 59.30 62.25 Division Secretary 403 33.29 34.96 36.71 38.54 40.47 42.50 Employment Services Clerk 410 23.96 25.15 26.42 27.73 29.12 30.58 Executive Assistant 418 48.78 51.22 53.78 56.47 59.30 62.25 Executive Assistant City Council 418 48.78 51.22 53.78 56.47 59.30 62.25 Executive Assistant Community City Clerk 418 48.78 51.22 53.78 56.47 59.30 62.25 Executive Assistant Community City
Council
418 48.78 51.22 53.78 56.47 59.30 62.25
Executive Assistant Community
Development
418 48.78 51.22 53.78 56.47 59.30 62.25
Human Resources Analyst 418 48.78 51.22 53.78 56.47 59.30 62.25 Human Resources Assistant 404 32.87 34.51 36.24 38.04 39.95 41.94 Human Resources Manager 426 67.26 70.63 74.16 77.87 81.76 85.85 Human Resources Specialist 405 39.08 41.04 43.09 45.24 47.51 49.88 Innovation and Sustainability Manager 424 65.62 68.91 72.36 75.97 79.78 83.76 Management Assistant 411 38.00 39.90 41.89 43.99 46.19 48.50 Payroll Specialist I 427 32.60 34.23 35.93 37.74 39.62 41.61 Payroll Specialist II 428 34.25 35.96 37.76 39.64 41.63 43.71 Payroll Supervisor 423 43.13 45.28 47.55 49.93 52.42 55.05 Principal Administrative Analyst 412 50.02 52.52 55.15 57.91 60.80 63.84 Public Information Manager 424 65.62 68.91 72.36 75.97 79.78 83.76 Risk Management Analyst 413 46.46 48.78 51.22 53.78 56.47 59.30 Risk Management Specialist 405 39.08 41.04 43.09 45.24 47.51 49.88 Risk Manager 425 76.09 79.89 83.89 88.09 92.49 97.11
Senior Administrative Analyst 414 47.62 50.00 52.49 55.12 57.88 60.77 Senior Clerk 415 29.53 31.01 32.56 34.19 35.89 37.69
Senior Community Liaison Representative 408 45.32 47.57 49.96 52.45 55.08 57.83 Senior Human Resources Analyst 406 53.87 56.56 59.39 62.36 65.48 68.75 Senior Human Resources Assistant 416 33.63 35.32 37.08 38.93 40.88 42.93 Senior Human Resources Specialist 417 41.03 43.09 45.24 47.50 49.87 52.37 Senior Risk Management Analyst 407 55.20 57.96 60.87 63.91 67.10 70.46 AFSCME 1017 MOU 2024-2027
ARTICLE XIV
CITY COUNCIL APPROVAL 3
City of Carson
Hourly Salary Schedule
AFSCME Local 1017
Effective July 1, 2025
4% COLA
TITLE RANGE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6
Administrative Analyst 408 47.13 49.47 51.96 54.55 57.28 60.14 Administrative Secretary 409 37.26 39.12 41.09 43.14 45.30 47.56 Assistant to the City Manager 425 79.13 83.09 87.25 91.61 96.19 100.99 Community Liaison Representative 402 43.76 45.96 48.26 50.67 53.21 55.86 Council Office Coordinator 421 39.15 41.11 43.16 45.32 47.58 49.96 Deputy City Clerk 418 50.73 53.27 55.93 58.73 61.67 64.74 Division Secretary 403 50.73 53.27 55.93 58.73 61.67 64.74 Employment Services Clerk 410 50.73 53.27 55.93 58.73 61.67 64.74 Executive Assistant 418 50.73 53.27 55.93 58.73 61.67 64.74 Executive Assistant City Council 418 50.73 53.27 55.93 58.73 61.67 64.74 Executive Assistant Community City Clerk 418 50.73 53.27 55.93 58.73 61.67 64.74 Executive Assistant Community City
Council 418 50.73 53.27 55.93 58.73 61.67 64.74
Executive Assistant Community
Development 418 50.73 53.27 55.93 58.73 61.67 64.74
Human Resources Analyst 418 50.73 53.27 55.93 58.73 61.67 64.74 Human Resources Assistant 404 34.18 35.89 37.69 39.56 41.55 43.62 Human Resources Manager 426 69.95 73.46 77.13 80.98 85.03 89.28 Human Resources Specialist 405 40.64 42.68 44.81 47.05 49.41 51.88 Innovation and Sustainability Manager 424 68.24 71.67 75.25 79.01 82.97 87.11 Management Assistant 411 39.52 41.50 43.57 45.75 48.04 50.44 Payroll Specialist I 427 33.90 35.60 37.37 39.25 41.20 43.27 Payroll Specialist II 428 35.62 37.40 39.27 41.23 43.30 45.46 Payroll Supervisor 423 44.86 47.09 49.45 51.93 54.52 57.25 Principal Administrative Analyst 412 52.02 54.62 57.36 60.23 63.23 66.39 Public Information Manager 424 68.24 71.67 75.25 79.01 82.97 87.11 Risk Management Analyst 413 48.32 50.73 53.27 55.93 58.73 61.67 Risk Management Specialist 405 40.64 42.68 44.81 47.05 49.41 51.88 Risk Manager 425 79.13 83.09 87.25 91.61 96.19 100.99
Senior Administrative Analyst 414 49.52 52.00 54.59 57.32 60.20 63.20 Senior Clerk 415 30.71 32.25 33.86 35.56 37.33 39.20
Senior Community liaison Representative 408 47.13 49.47 51.96 54.55 57.28 60.14 Senior Human Resources Analyst 406 56.02 58.82 61.77 64.85 68.10 71.50 Senior Human Resources Assistant 416 34.98 36.73 38.56 40.49 42.52 44.65 Senior Human Resources Specialist 417 42.67 44.81 47.05 49.40 51.86 54.46 Senior Risk Management Analyst 407 57.41 60.28 63.30 66.47 69.78 73.28 AFSCME 1017 MOU 2024-2027
ARTICLE XIV
CITY COUNCIL APPROVAL 4
City of Carson
Hourly Salary Schedule
AFSCME Local 1017
Effective July 1, 2026
4% COLA
TITLE RANGE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6
Administrative Analyst 408 49.02 51.45 54.04 56.73 59.57 62.55 Administrative Secretary 409 38.75 40.68 42.73 44.87 47.11 49.46 Assistant to the City Manager 425 82.30 86.41 90.74 95.27 100.04 105.03 Community Liaison Representative 402 45.51 47.80 50.19 52.70 55.34 58.09 Council Office Coordinator 421 40.72 42.75 44.89 47.13 49.48 51.96 Deputy City Clerk 418 52.76 55.40 58.17 61.08 64.14 67.33 Division Secretary 403 36.00 37.81 39.71 41.68 43.77 45.97 Employment Services Clerk 410 25.92 27.21 28.58 29.99 31.49 33.07 Executive Assistant 418 52.76 55.40 58.17 61.08 64.14 67.33 Executive Assistant City Council 418 52.76 55.40 58.17 61.08 64.14 67.33 Executive Assistant Community City Clerk 418 52.76 55.40 58.17 61.08 64.14 67.33 Executive Assistant Community City
Council 418 52.76 55.40 58.17 61.08 64.14 67.33
Executive Assistant Community
Development 418 52.76 55.40 58.17 61.08 64.14 67.33
Human Resources Analyst 418 52.76 55.40 58.17 61.08 64.14 67.33 Human Resources Assistant 404 35.55 37.33 39.20 41.14 43.21 45.36 Human Resources Manager 426 72.75 76.40 80.22 84.22 88.43 92.85 Human Resources Specialist 405 42.27 44.39 46.60 48.93 51.39 53.96 Innovation and Sustainability Manager 424 70.97 74.54 78.26 82.17 86.29 90.59 Management Assistant 411 41.10 43.16 45.31 47.58 49.96 52.46 Payroll Specialist I 427 35.26 37.02 38.86 40.82 42.85 45.00 Payroll Specialist II 428 37.04 38.90 40.84 42.88 45.03 47.28 Payroll Supervisor 423 46.65 48.97 51.43 54.01 56.70 59.54 Principal Administrative Analyst 412 54.10 56.80 59.65 62.64 65.76 69.05 Public Information Manager 424 70.97 74.54 78.26 82.17 86.29 90.59 Risk Management Analyst 413 50.25 52.76 55.40 58.17 61.08 64.14 Risk Management Specialist 405 42.27 44.39 46.60 48.93 51.39 53.96 Risk Manager 425 82.30 86.41 90.74 95.27 100.04 105.03
Senior Administrative Analyst 414 51.50 54.08 56.77 59.61 62.61 65.73 Senior Clerk 415 31.94 33.54 35.21 36.98 38.82 40.77
Senior Community liaison Representative 408 49.02 51.45 54.04 56.73 59.57 62.55 Senior Human Resources Analyst 406 58.26 61.17 64.24 67.44 70.82 74.36 Senior Human Resources Assistant 416 36.38 38.20 40.10 42.11 44.22 46.44 Senior Human Resources Specialist 417 44.38 46.60 48.93 51.38 53.93 56.64 Senior Risk Management Analyst 407 59.71 62.69 65.83 69.13 72.57 76.21 CITY OF CARSON 701 East Carson Street
Report to Honorable Mayor and City Council
Tuesday, April 1, 2025, 5:00 PM
CONSENT 26. To: Honorable Mayor and City Council From: Dr. Robert Lennox, Assistant City Manager HR Administration Subject: CONSIDER ADOPTING RESOLUTION NO. 25-040, ESTABLISHING THE SALARY ANDBENEFITS FOR UNCLASSIFIED MANAGEMENT EMPLOYEES EFFECTIVE JULY 1, 2024 (CITY COUNCIL) I. SUMMARY
Resolution No. 25-040 (Exhibit 1) is being presented to the City Council for consideration and approval. This resolution amends the salary and benefits for Unclassified, Non-Represented Full-Time Employees. Resolution No. 25-040 amends and restates prior resolutions related to the salary and benefits afforded to Unclassified, Non- Represented Full-Time Management Employees. subordinate or manager.
II. RECOMMENDATION
WAIVE further reading and ADOPT Resolution No. 25-040, "A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
CARSON, CALIFORNIA, ESTABLISHING THE SALARY AND BENEFITS FOR UNCLASSIFIED MANAGEMENT EMPLOYEES EFFECTIVE July 1, 2024, AND RESCINDING RESOLUTION NO. 23-152" III. ALTERNATIVES
Take another action that City Council deems appropriate IV. BACKGROUND
On September 19, 2023, City Council approved Resolution No. 23-152 re-establishing the salary and benefits for unclassified management employees. The Unclassified Management Employees are the City Manager, Assistant City Managers, Deputy City Manager, Energy and Sustainability Officer, and the Department Directors. The prior resolutions adjusted the salary for Unclassified, Non-represented Full-Time Employees effective July 1, 2022. The primary change to the Resolution of Salary and Benefits for the Unclassified, Management Employees was in compensation by applying a reduced ten percent (10%) step separation of pay between Department Directors and subordinate managers; formerly set at twenty percent (20%).
Additionally, the Deputy City Manager compensation was adjusted to maintain a five percent (5%) step separation of pay from Department Directors. And similarly, the Assistant City Manager compensation was adjusted to maintain a five percent (5%) step separation of pay from the Deputy City Manager. The previous Resolution also included Cost of Living Adjustments (COLA) to the salaries of all executive classifications, consistent with all other represented employee bargaining groups' COLAs at the time. Additionally, the previous resolutions provided for a twenty percent (20%) separation of pay between Department Directors and their subordinate managers.
At this time, staff is seeking City Council consideration of Resolution No. 25-040 to re-establish the salaries and benefits of unclassified management employees. The proposed changes include adjustments to various provisions of the benefits (i.e. leave accrual limits, life insurance coverage limits, etc.) and increases to Cost of Living Adjustments, to remain consistent with increases outlined in the Memorandum of Understandings with various bargaining units of subordinate employees, as follows:
Cost of Living Adjustments-Compensation:
FY 2024/2025 6% COLA retroactively to July 1, 2024
FY 2025/2026 4% COLA effective July 1, 2025
FY 2026/2027 4% COLA effective July 1, 2026
V. FISCAL IMPACT
There is no fiscal impact related to adoption of this resolution as all related costs have already been incorporated in the Fiscal Year 2024-2025 adopted budget.
VI. EXHIBITS
1. Resolution No. 25-040 Unclassified Management Employees, Salaries and Benefits
Attachments
Reso No. 25-040 - Unclassified Management Employees 4.1.25.pdf RESOLUTION NO. 25-040