Corona City Council
March 2, 2022

DocuSign Envelope ID: 7225D161-C20F-4CD9-A3D8-5BC32D459311 CA\JR\09000.20500\1021895

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Final Track Changed MOU – February 21

CORONA GENERAL

PUBLIC SERVICE

EMPLOYEES

ASSOCIATION

MEMORANDUM OF

UNDERSTANDING
November 16June 5,
202119 – December
31June 30, 20241
DocuSign Envelope ID: 7225D161-C20F-4CD9-A3D8-5BC32D459311 CA\JR\09000.20500\1021895

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TABLE OF CONTENTS
ARTICLE I - RECOGNITION ..................................................................................................................................... 1 ARTICLE II - BEGINNING OF NEGOTIATIONS .......................................................................................................... 1 ARTICLE III - ASSOCIATION REPRESENTATIVES & ACTIVITIES ................................................................................. 1 SECTION 3.1 - ASSOCIATION REPRESENTATIVES .................................................................................................. 1 SECTION 3.2 - ASSOCIATION REPRESENTATIVES’ ACTIVITIES ............................................................................... 1 SECTION 3.3 - TRAINING FOR ASSOCIATION REPRESENTATIVES .......................................................................... 2 SECTION 3.4 - TIME BANK ..................................................................................................................................... 2 SECTION 3.5 - ACCESS TO CITY FACILITIES ............................................................................................................ 2 SECTION 3.6 – UNION DUES DEDUCTIONS ........................................................................................................... 3 SECTION 3.7 - ASSOCIATION AND EMPLOYEE RELATIONS INFORMATION .......................................................... 3 SECTION 3.6 - ASSOCIATION GRIEVANCE PROCEDURES ...................................................................................... 4

3.6.1 Grievances – Scope: ................................................................................................................. 4 ARTICLE IV - BENEFITS ........................................................................................................................................... 4 SECTION 4.1 - DEFERRED COMPENSATION .......................................................................................................... 4 SECTION 4.2 – CAFETERIA PLAN ........................................................................................................................... 5 SECTION 4.3 - INSURANCE .................................................................................................................................... 5

4.3.1 Medical Insurance ................................................................................................................................ 5

4.3.2 Medical Insurance Opt Out ................................................................................................................... 7

4.3.3 Retiree Medical Insurance .................................................................................................................... 8

4.3.4 Retiree Health Alternative .................................................................................................................... 9

4.3.5 Family Medical Leave Act / California Family Rights Act ...................................................................... 9

4.3.6 Short-Term Disability Insurance ........................................................................................................... 9

4.3.7 Long-Term Disability Insurance: ......................................................................................................... 10

4.3.8 Life Insurance & Accidental Death and Dismemberment ................................................................... 10

4.3.9 Retiree Life Insurance: ........................................................................................................................ 10

4.3.10 Employee Assistance Program (EAP) ................................................................................................ 10 SECTION 4.4 - MEDICARE CONTRIBUTION ......................................................................................................... 11 SECTION 4.5 - PUBLIC EMPLOYEES RETIREMENT SYSTEM (CALPERS) ................................................................ 11

4.5.1 Formula and Contribution Rates for CalPERS “Classic” Members, as defined in the California Public Employees’ Pension Reform Act of 2013 (“PEPRA”) ................................................ 11

4.5.2 Formula and Contribution Rates for CalPERS “New” Members, as defined in PEPRA ........................ 11

4.5.3 Additional Benefits ............................................................................................................................. 11 SECTION 4.6 - ON-THE-JOB TRAINING ....................................................................................................................... 12 SECTION 4.7 - TUITION REIMBURSEMENT ................................................................................................................. 12

4.7.1 Pre-Approval ....................................................................................................................................... 13

4.7.2 Reimbursable Costs ............................................................................................................................ 13

4.7.3 Administration .................................................................................................................................... 13

4.7.4 Procedure ........................................................................................................................................... 13 ARTICLE V - HOLIDAYS: ....................................................................................................................................... 14 ARTICLE VI - LAYOFF PROCEDURE ....................................................................................................................... 15 SECTION 6.1 - ORDER OF SEPARATION ............................................................................................................... 15 SECTION 6.2 - BUMPING RIGHTS ........................................................................................................................ 15 SECTION 6.3 - NOTICE REQUIREMENT................................................................................................................ 16 SECTION 6.4 - REEMPLOYMENT LIST .................................................................................................................. 16 ARTICLE VII - LEAVES ........................................................................................................................................... 16 DocuSign Envelope ID: 7225D161-C20F-4CD9-A3D8-5BC32D459311 CA\JR\09000.20500\1021895

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SECTION 7.1 - ANNUAL LEAVE - DEFINITION ...................................................................................................... 16 SECTION 7.2 - ANNUAL LEAVE - POLICY ............................................................................................................. 16

7.2.1 Accrual of Annual Leave Hours ........................................................................................................... 16

7.2.2 Annual Leave During Initial Probation ................................................................................................ 17

7.2.3 Regular Status Upon Completion of Probation ................................................................................... 17

7.2.4 Annual Leave Usage & Accumulation During Periods of Annual Leave: ............................................. 17

7.2.5 Unpaid Leave: ..................................................................................................................................... 17

7.2.6 Annual Leave Accrual Rates for Holidays ........................................................................................... 17

7.2.7 Maximum Accumulation of Annual Leave .......................................................................................... 18

7.2.8 Annual Leave Usage ........................................................................................................................... 18

7.2.9 Annual Leave - Workers Compensation .............................................................................................. 18

7.2.10 Annual Leave – Separation from the City ......................................................................................... 18

7.2.11 Pay in Lieu of Annual Leave (Buy Back) ............................................................................................ 18

7.2.12 Annual Leave – Tier I Employees ...................................................................................................... 19 ARTICLE VIII - OVERTIME: .................................................................................................................................... 19 SECTION 8.1 - OVERTIME AUTHORIZATION ....................................................................................................... 19 SECTION 8.2 - EXCEPTIONS ................................................................................................................................. 20 SECTION 8.3 - COMPENSATORY TIME ................................................................................................................ 20 ARTICLE IX - PROBATION PERIOD ........................................................................................................................ 21 SECTION 9.1 - EXTENSION OF PROBATION: LEAVE WITHOUT PAY OR ON-THE-JOB INJURY .............................. 21 SECTION 9.2 - EXTENSION OF PROBATION: DEPARTMENT HEAD’S DISCRETION ............................................... 21 SECTION 9.3 - PROBATION: PROMOTED ASSOCIATION EMPLOYEES ................................................................. 21 ARTICLE X - COMPENSATION .............................................................................................................................. 21 SECTION 10.1 - SALARY RANGE AND MERIT INCREASES .................................................................................... 21 SECTION 10.2 - CLASSIFICATIONS STUDIES AND PERFORMANCE EVALUATIONS ............................................... 21 SECTION 10.3 - TOTAL COMPENSATION / BENCHMARK POSITIONS .................................................................. 21 ARTICLE XI – SPECIAL COMPENSATION ............................................................................................................... 22 SECTION 11.1 - SHIFT DIFFERENTIAL .................................................................................................................. 22 SECTION 11.2 - LONGEVITY PAY ......................................................................................................................... 23 SECTION 11.3 - BILINGUAL PAY: ......................................................................................................................... 23 SECTION 11.4 - ASSIGNMENT PAY ...................................................................................................................... 23

11.4.1 Library - Circulation in Charge & Librarian in Charge ....................................................................... 23

11.4.2 Police Department - Animal Control Trainer .................................................................................... 23

11.4.3 Police Department - Lead Animal Control Officer ............................................................................. 24

11.4.4 Police Department – Lead Records Technicians ............................................................................... 24

11.4.5 Police Department – Relief Dispatch Supervisors ............................................................................. 24

11.4.6 Police Department - Training Officers .............................................................................................. 24 SECTION 11.5 - CERTIFICATION PAY ................................................................................................................... 24

11.5.1 California Registration as Professional Engineer .............................................................................. 24

11.5.2 Emergency Medical Dispatch Certification ....................................................................................... 24

11.5.3 Department of Water and Power Employees ................................................................................... 25 DocuSign Envelope ID: 7225D161-C20F-4CD9-A3D8-5BC32D459311 CA\JR\09000.20500\1021895

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SECTION 11.6 - STANDBY PAY:............................................................................................................................ 26

11.6.1 Animal Control Officers .................................................................................................................... 26

11.6.2 Department of Water & Power Employees ...................................................................................... 27

11.6.3 Information Technology Department Employees ............................................................................. 26

11.6.4 Maintenance Services Department Employees ................................................................................ 27

11.6.5 Police Department Employees .......................................................................................................... 27

11.6.6 Public Works Department Employees............................................................................................... 27

11.6.7 Community Development Department Employees........................................................................... 27

11.6.8 Standby-With-Vehicle Pay ................................................................................................................ 27

11.6.9 Court Standby ................................................................................................................................... 27 SECTION 11.7 - UNIFORM ALLOWANCE ............................................................................................................. 27 SECTION 11.8 - MATERNITY UNIFORMS ............................................................................................................. 28 SECTION 11.9 - SAFETY SHOES ............................................................................................................................ 28 SECTION 11.10 - TOOLS ...................................................................................................................................... 28 SECTION 11.11 - WORKING OUT OF CLASS ........................................................................................................ 28 ARTICLE XII - PRIOR AND EXISTING CONDITIONS ................................................................................................ 28 SECTION 12.1 – TERM OF MOU .......................................................................................................................... 28 SECTION 12.2 - WORK SCHEDULES ..................................................................................................................... 29 SECTION 12.3 – ADDITIONAL ONE-TIME PAYMENTS ......................................................................................... 29 ARTICLE XIII - AGREEMENT TO MAINTAIN A “LIVING DOCUMENT”: .................................................................... 29 ARTICLE XIV - MANAGEMENT RIGHTS: ................................................................................................................ 30 ARTICLE XV - SIGNATURES: ................................................................................................................................. 31 ATTACHMENT A ............................................................................................................................................. A-1 to A-4 DocuSign Envelope ID: 7225D161-C20F-4CD9-A3D8-5BC32D459311 CA\JR\09000.20500\1021895

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ARTICLE I - RECOGNITION – PREAMBLE:

WHEREAS, Tthe City of Corona, California (hereinafter referred to as “City”), represented by its Employee Relations Officer, and the Corona General Employees Association, a recognized non-supervisory unit, which represents employees (who with in this MOU shall be referred to as “Employees” or “Members”) in classifications set forth below in Appendix A represented by themselves (hereinafter referred to as “CGEA”), have met and conferred in good faith regarding those matters provided for in Section 3505 of the California Government Code. ; and The below sets forth the parties’ agreement.

WHEREAS, City and CGEA, as a result of meetings and discussions, have reached an understanding concerning certain of said matters and have prepared a written memorandum of understanding for submission to the City Council of the City of Corona for its determination.

NOW, THEREFORE, CITY and CGEA jointly submit the following:

ARTICLE II - BEGINNING OF NEGOTIATIONS:

The City and members of CGEA agree to endeavor to begin the meet and confer process for a successor MOUfor the purpose of beginning negotiations no later than six two (42) months March 1 prior to the expiration of this MOU.

ARTICLE II – TERM OF THE MEMORANDUM OF UNDERSTANDING Section 12.1 – Term of MOU:

The City and CGEA agree that the term of this Memorandum of Understanding (“MOU”) shall be from November 16, 2021 to December 31, 2024June 5, 2019 to June 30, 2021. In the event agreement is not made for a new MOU prior to June 30, 2021, the provisions of this MOU shall remain in force until the successor MOU is approved or impasse is declared, whichever is sooner.

ARTICLE III - ASSOCIATION REPRESENTATIVES & ACTIVITIES:

Section 3.1 - Association Representatives – Conducting CGEA Business:

It is agreed by the parties to this Memorandum of Understanding that the Recognized Employee Organization may select a reasonable number of representatives for this Association.

A. Stewards
The CGEA may select representatives who will be eligible (subject to approval) - to receive paid release time (i.e., time away from work during regular work hours) to conduct CGEA business. Those representatives shall consist of the CGEA executive Board (President, First Vice President, Second Vice President, Secretary, Treasurer, Sergeant at Arms, Clerk of the Board) and 14 primary or 14 alternate stewards. This should be interpreted to mean The CGEA may select up to one representative and alternate fromor Stewards and alternates shall be selected as follows:

1. 1 primary and 1 alternate from each of the following areassections: (1) Animal Control, (2) Planning & Community Development, (3) Finance, (4) Public Works, (5) Fire,(6) LibraryCommunity Services, (7) Fleet Maintenance, Parks and Community Services, (8) Streets, (9) Water, and (10) Water Reclamations and (11) member at large.

2. 2 primary and 2 alternates from each of the following: The CGEA may select up to Police Department shall be allowed two representatives and alternates from the(1) the Police Department, as long asprovided that the one primary representatives and alternate shall beworks from a different shifts than the other representative than the other =form one another and the alternate representatives works from a different shifts than the otheras one another., and (2) unit wide - from any position in the bargaining unit.

Employees designated by the CGEA as “representatives” (or for a particular week, their alternate) shall be permitted to use up to a maximum of two (2) hours per week of paid release time to conduct CGEA business during their regular working hours provided that permission has been granted in advance from the representative’s department head or designee. Such approval shall not be unreasonably withheld. Employees using release time shall code their time when they submit their time worked as “CGEA Time Pres/Rep”. The Executive Board and the stewards/alternates shall collectively be provided two DocuSign Envelope ID: 7225D161-C20F-4CD9-A3D8-5BC32D459311 CA\JR\09000.20500\1021895

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thousand one hundred eighty four (2,184) hours of paid release time each year for the conduct of association affairs.

The City shall agree to increase the Association's list of representatives by providing that an officer of the Association will not be considered as a representative of the work unit from which he/she comes and that officers shall be allowed no more than two (2) hours per week for Association business provided that permission has been gained from the Officer's department head or designee.

B. Officers of the Association
CGEA shall have the following positions designated as officers of the association who shall be eligible to receive paid release time (i.e., time away from work during regular work hours) to conduct CGEA business of two hours per week provided that permission has been granted in advance from the representative’s department head or designee. Such approval shall not be unreasonably withheld. Employees using release time shall code their time when they submit their time worked as “CGEA Time Pres/Rep”. The officer positions are in addition to the stewards listed above, and will not be considered as a representative of the work unit from which they come.

There shall be seven (7) officers of the association, which shall consist of the President, first vice president, second vice president, secretary, treasurer, sergeant at arms and clerk.

CGEAThe Recognized Employee Organization shall give to the City's representative a written list of employees who have been selected as representatives. This list shall be kept current by CGEAthe Recognized Employee Organization.

Section 3.2 - Association Representatives’ Activities:3.2 President/Alternate Release time In addition to the above paid release in Section 3.1, The City agrees to permitallow the CGEA President and one (1) of the alternate other representatives listed above in Section 3.1 each up to ten (10) hours per week of paid release time to conduct CGEA business during their regular working hours, provided that permission has been granted in advance from these employees’ department heads or designees. Such permission shall not be unreasonably withheld. The City agrees to allow all other CGEA representatives or alternates a maximum of two (2) hours per week to conduct CGEA business during their regular working hours. Prior approval of an amount greater than ten (10) hours for the CGEA President or alternate, or two (2) hours for all other CGEA representatives or alternates, shall be requested and approved by the City Manager, subject to absences from the assigned task being approved by the immediate supervisor as defined below. It is the responsibility of the employees using this time to record it on their time sheet to ensure that accurate records of the use of this time are maintained.

Any employee addressed above may request additional release time if needed subject to approval by the City Manager.

3.3 Negotiations And GrievancesEGOTIATIONS AND GRIEVANCES:

Time spent in labor negotiations and time spent investigating and processing grievances during an employee’s assigned working hours shall not be deducted from Association paid release time, above.

Representatives may spend a reasonable amount of time to promptly and expeditiously investigate and process grievances without loss of pay or benefits of any kind. Representatives shall be free from reprisal and shall not in any way be coerced, intimidated, or discriminated against as a result of their activities and roles as representatives.

If release time is requested to attend negotiations or to investigate or process a grievance When leaving their work locations to conduct such investigations or processing, representatives shall first obtain permission from their immediate supervisor by letting the supervisor know that release time is need to investigate and/or process a grievance or to attend negotiationsand inform that person of the nature of their business. If In the event that permission to use release time cannot be granted when requestedpromptly, the representative will be informed immediately when the time will be made available.

If the representative needs to meet with another employee to effectively investigate or process a grievance, permission will shall obtained from the immediate supervisor in the employee’s work location.Upon entering a work location, the representative shall inform the immediate supervisor of the nature of his/her business. Immediate supervisor is defined as the most immediate supervisor present at the work location. Permission to leave the job will be granted promptly to the DocuSign Envelope ID: 7225D161-C20F-4CD9-A3D8-5BC32D459311 CA\JR\09000.20500\1021895

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employee involved unless such absence would cause undue interruption of work. If the employee cannot be made available, the representative will be informed immediately when the employee will be made available.

The Recognized Employee Organization agrees that a representative shall not log compensatory time or overtime pay for the time spent performing any function of a representative.

The role of the representative is to provide timely grievance representation at the first steps of the grievance procedure in an effort to resolve grievances at the lowest possible level and to increase communication between the Recognized Employee Organization and the City.

Section 3.423 - Training for Association Representatives:

The City agrees to allow representatives or alternates, without charge to leave or loss of pay, to attend training programs sponsored by CGEA for a reasonable time, but not to exceed forty (40) hours per representative, on an annual basis, provided that the subject matter of the training session is of mutual concern to the City and CGEA and the City's interest will be served by the employee's attendance.; that Aattendance atto such training programs cannotdoes not interfere with the work flow and operations requirements of the City. ; Employees shall notify theirthat notification be given to the supervisor in charge at least seven (7) calendar days twenty-four (24) hours prior to scheduled attendance in such the training program; Employees who attend these training programs will only be paid for the hours that cut across and that payment for such time off will cover only straight time hours representatives or alternatives would otherwise have worked their regular work schedule.

Section 3.54 - Time Bank:

The City agrees to establish a “Time Bank” funded by CGEA members’ donation of annual leave for use by members of CGEA. for the purposes and subject to the restrictions provided herein. The Time Bank is for use by members of CGEA to attend seminars, classes, and conferences related to the meet-and-confer process. Additionally, any member of CGEAthe Association may receive time off for the welfare of CGEA members, community service, and any lawful activity of CGEAthe Association with pay drawn from the Time Bank, provided that thesaid employee first receivesgains approval for use of Time Bank funds for said use from the Board of Directors of CGEA Association, and subject to the approval of theirhis or her department head or designee consistent with the operational needs of the employee’smember’s home department. Access to the Time Bank shall be determined by CGEA’s Board of Directors. The Time Bank shall be funded by members’ Annual Leave Hours.

Section 3.65 - Access to City Facilities and Use of City Email:

Reasonable access to employee work locations shall be granted to officers of CGEA and their officially designated representatives for the purpose of processing grievances or contacting members of the organization concerning business within the scope of representation. Such officers or representatives shall not enter any work location without the consent of the Department Head or the Chief Talent OfficerMunicipal Employees Relations Officer. Access shall be restricted so as not to interfere with the normal operations of the department or with established safety or security requirements Solicitation of membership and activities concerned with the internal management of CGEA, such as holding membership meetings or campaigning for office, shall not be conducted during working hours. Failure to observe these requirements may result in curtailment of the granting of access to employee work locations.

CGEA may use However, the City’s e-mail system to communicate with its members. Except for de minimis time to send and respond to emails, emails shall be sent by CGEA representatives utilizing release time per Section 3.1. may be utilized during normal business hours by the Association for the purposes of communicating with its members about CGEA-related activities.

CGEA shall have the right to use City facilities at reasonable times when representatives are using release time, provided such use does not interfere with City operations and/or programs or duties of the CGEA members and other City employees.

Requests for use of facilities shall be submitted to the appropriate City agent and no reasonable request will be denied. There will be no charge for use of any City facility, except for any additional expense incurred by the City because of such usage.

The use of City vehicles to attend such meetings will only be allowed if such use will be of less cost and wear on the vehicle than returning to pick up a private vehicle.

CGEA shall be granted use of bulletin boards where they exist in work in all existing locations for purposes of posting union- DocuSign Envelope ID: 7225D161-C20F-4CD9-A3D8-5BC32D459311 CA\JR\09000.20500\1021895

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related information only. Material posted shall not contain personal attacks on any City official or employee, and indicate that CGEA posted it.

Section 3.7 – Employee Orientations:

The City shall inform CGEA of each employee orientation for new employees whose classifications are represented by CGEA.

Per Government Code section 3556, CGEA is entitled to at least ten (10) days' notice of each employee orientation. While the City will provide CGEA with at least ten (10) days' notice when it can reasonably do so, there may be circumstances where the City cannot provide the ten (10) days' notice. In those situations, the City will provide as much notice as possible.

CGEA may have up to onetwo representatives attend the employee orientation who shall be provided with up to 30 minutes on paid time to meet with the new employee to discuss the Association.

Section 3.86 – Authority to DeductUnion Dues from Members’ PaychecksDeductions:

The City and CGEA agree to comply with the provisions of Government Code Sections 1152, 1157.3 and 1157.12 pertaining to salary and wage deductions for union dues. The City will deduct dues and other CGEA authorized deductions from members of the Association and will remit it them to the Association. It is the Association’s responsibility to inform the City’s Human Resources Department as to which members of the bargaining unit are members of the Association. The Association shall inform the Human Resources Department in writing of any changes in the membership status of any Association members.

Section 3.7 - Association and Employee Relations Information:

The City will make available to CGEA all such non-confidential information and records as required by the MMBA and the California Public Records Act. pertaining to employment relations as is contained in the public records of the agency, subject to the limitations and conditions set forth in this rule and California Government Code Sections 6250-6260.

Such information shall be made available during regular office hours in accordance with the City's rules and procedures for making public records available and after payment of reasonable costs, where applicable.

Information which shall be made available to CGEA includes regularly published data covering subjects under discussion.

Data collected on a promise to keep its source confidential may be made available in statistical summaries, but shall not be made available in such form as to disclose the source.

Nothing in this section shall be construed to require disclosure of records that are:

A. Personnel, medical, and similar files, the disclosure of which would constitute an unwarranted invasion of personal privacy or be contrary to merit system principles;
B. Working papers or memoranda which are not retained in the ordinary course of business or any records where the public interest served by not making the record available clearly outweigh the public interest served by disclosure of the record;
C. Records pertaining to pending litigation to which the City is a party, or to claims or appeals which have not been settled;
D. Nothing in this item shall be construed as requiring the City to do research for an inquirer or to do programming or assemble data in a manner other than usually done by the agency.

The Human Resources Department shall notify CGEA of separations termination, resignation or unpaid leaves of absence of any CGEA member.

Section 3.8 - Association Grievance Procedures:

The Grievance Procedure is delineated in the City's Employee Relations Resolution 78-59.

3.8.1 Grievances – Scope:

In addition to the grievances permitted by the Employee Relations Resolution 78-59, employees may file DocuSign Envelope ID: 7225D161-C20F-4CD9-A3D8-5BC32D459311 CA\JR\09000.20500\1021895

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grievances over the interpretation or application of the following administrative policies:
200.10 Rest Periods, Breaks
200.17 Excused Absences
200.20 Equal Employment Opportunity
200.23 Modified Duty Program & Work Related Injuries & Illnesses 200.26Leave of Absence Without Pay
200.27Workplace Harassment
200.35 Voluntary Donation of Annual Leave
ARTICLE IV - BENEFITS:

Section 4.1 – Tiers for Certain Benefits in this MOU
Some of the benefits in this MOU are provided per a tiered structure based on date of hire. There are four (4) tiers.

Whenever there is a reference to a tier in this MOU, the particular tier is defined as follows:

Tier I – Employees hired before January 1, 1999
Tier II – Employees hired on or after January 1, 1999 through December 31, 2012 Tier III – Employees hired on or after January 1, 2013 through November 13, 2017 Tier IV – Employees hired on or after November 14, 2017 Section 4.21 - Deferred Compensation:

All employees in the unit may open a deferred compensation account (per IRS Code section 457) and make pre-tax contributions into it up the maximum permitted by law based on their age. Employees may also make a contribution to a Roth IRA.

A. Employees in Tiers I, II, and III - Employees in Tiers I, II and III who set up a deferred compensation account, tThe City shall make a matching contribution into their deferred compensation account deposit into the City of Corona Deferred Compensation Plan account of each member of the Association at the end of each quarter in an amount equal to that deposited by the employeemember, but not to exceed $500.00 per calendar year. The City match contribution shall only be made to be applied to a single provider only and cannot be split between providers. Members Employees who fail to do not open a Ddeferred cCompensation account will not receive a city contributionshall forfeit this benefit.

A.B. Employees in Tiers II and III -Tier II and Tier III employees hired on or after January 1, 1999, shall receive an additional City contributionpayment into their deferred compensation plan account of $150.00 per quarter. These employees must select one deferred compensation account provider into which this City contribution will be depositedfor this benefit.

C. Employees in Tier IV While employees in Tier IV may open a deferred compensation account and make contributions to it, they are not eligible for any City contribution to their account.

D. Loans to employees from their deferred compensation accounts shall be regulated by applicable laws and pursuant to the rules and regulations of the deferred compensation plan administrator.

Members shall receive a quarterly payment of $50 that will be placed in a Retirement Healthcare Savings Account.

Employees may elect either the ICMA VantageCare Plan or the Nationwide PEHP.

Employees may take out loans against their Deferred Compensation accounts subject to the following terms and conditions:

A. Loans shall be made pursuant to a written, enforceable loan agreement.

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B. Loans shall be available for all purposes. Loans shall not exceed the lesser of (i) $50,000, or (ii) the greater of 1/2 of the employee’s account balance or $10,000. The minimum loan amount available shall be $1,000.00.

C. Employees may receive one loan per calendar year and may have only one outstanding loan at a time.

D. Loans shall be repaid in substantially equal installments of principal and interest, at least quarterly, over no more than 5 years; provided that loans for a principal residence shall be repaid in substantially equal installments of principal and interest, at least monthly, over no more than 15 years.

E. Loans shall be made at a reasonable interest rate
F. Employees shall repay loans directly to the employee’s deferred compensation plan provider. Loans will be in default if any payment is not made within 60 days of the date it is due or as otherwise provided in the loan agreement.

G. If there is a default or the loan does not meet the requirements outlined above, the outstanding loan balance will be reported as a taxable distribution in addition to the amount of cash distributed from the plan, and may be subject to additional taxes for early withdrawal.

Arrangements for such loans must be initiated by the employee and made directly with their deferred compensation provider.

Notwithstanding anything in this Section 4.1 to the contrary, the deferred compensation benefits described in this Section 4.1 (yearly match and quarterly contribution to deferred compensation plan and quarterly contribution to Retirement Healthcare Savings Account) shall not apply or be provided to Tier IV employees hired on or after November 14, 2017.

Section 4.32 - Cafeteria Plan IRS Section 125 Cafeteria Plan with Flexible Spending Accounts Section 125 of the Internal Revenue Code authorizes an employee to reduce taxable income for payment of allowable expenses such as dependent care and medical expenses through flexible spending accounts (“FSAs”). The City has enabled employees to participate in a health care flexible spending account (“Health FSA”) (which qualifies as a self-insured medical reimbursement plan under IRC section 105) and a dependent care flexible spending account under IRC section 129 (“Dependent Care FSA”). Employees are not required to participate in either FSA, but the City has provided employees with an opportunity to do so. A unit member who participates in either FSA, may submit claims for eligible medical or eligible dependent care expenses, accordingly, to be paid or reimbursed on a pre-tax basis. The taxable salary of the employee will be reduced by the amount an employee elects to direct to their Health Care FSA and/or Dependent Care FSA, up to the maximum limits permitted by law.

An employee will have the opportunity to make such elections during open enrollment each year.

Active employees who are members of CGEA may purchase nontaxable benefits offered under the City of Corona Section 125 Cafeteria Plan (“Cafeteria Plan”). The Member shall have the opportunity to make an election as to the allocation of the allowance during Open Enrollment for the upcoming plan year. Benefits currently available under the Cafeteria Plan are as follows:

Health, dental, or vision insurance
Reimbursement of eligible medical expenses
Reimbursement of eligible dependent care expenses
Upon the conclusion of the oOpen eEnrollment period, the employee’smember’s election shall not be subject to change during the plan (i.e., calendar) year. Any amounts remaining in the FSA’sreimbursement accounts after the expiration of the time permitted to submit claims asreimbursement periods set forth in the plan documents shall be forfeited handled as provided by law. Please see the Cafeteria Plan for further details.

Section 4.43 -– HealthCafeteria Insurance Benefits:

Medical Insurance:

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The City contracts with the California Public Employees’ Retirement System (CalPERS) for the provision of medical insurance.

All employees in the bargaining unit shall receive the CalPERS statutory minimum (i.e., the amount required under the Public Employees’ Medical and Hospital Care Act (PEMHCA) which is $143.00 for calendar year 2021 and a yet to be determined amount for subsequent calendar years).

The City contracts with Delta Dental to provide Dental Insurance (currently with Delta Dental) with both an HMO and PPO plan option available for employees to choose.

The City contracts with EyeMed to provide Vision Insurance (currently with EyeMed) for employees to choose.

If the City needs to change Dental and/or Vision carriers, the Association agrees to meet promptly so that the negotiations can be resolved expeditiously.

All employees in the bargaining unit shall receive the amounts below for the purchase of healthcafeteria insurance. This includes medical, dental and vision insurance. These amounts include the CalPERS statutory minimum as well as an additional amount provided under the City’s Section 125 Cafeteria Plan. (A) Tier I Employees: The City agrees to provide a monthly medical insurance allowance (“Medical Allowance”) to Members hired prior to January 1, 1999 (“Tier I Employee”) to be used for the purpose of purchasing mandatory health coverage offered through the CalPERS Health Program as governed by the Public Employees’ Medical & Hospital Care Act (“PEMHCA”). Effective January 1, 2018, the Medical Allowance shall consist of the following:
(1) a base contribution rate according to the current CalPERS schedule (“Base Contribution Rate”), plus (2) an amount equal to the difference between the Base Contribution Rate and the following amounts, as applicable:
(1) $601.42 per month for Members electing Employee only coverage; (2) $1,202.83 per month for Members electing Employee plus one dependent coverage; or (3) $1,563.67 per month for Members electing Employee plus two or more dependents coverage.

Effective January 1, 2022, the amounts above will increase to the following:
(1) $773.17 per month for Members electing Employee only coverage; (2) $1,546.10 per month for Members electing Employee plus one dependent coverage; or
(3) $2,048.39 per month for Members electing Employee plus two or more dependents coverage.

The City’s provision of funds for health insurance is provided through the Cafeteria Plan. The excess of the Medical Allowance remaining after purchase of mandatory health coverage through PEMHCA, if any, may NOT be allocated toward the purchase of other Cafeteria Plan benefits and may NOT be taken as a taxable cash payment. If an employee Member enrolls in a health benefitsplan that costs more than the the amount provided by the City aboveMedical Allowance, he or she they employee will be responsible for payment of any additional dollars for the benefits chosensuch additional sum. any premium in excess of the Medical Allowance. (B) Tier II Employees: The City agrees to provide a Medical Allowance to Members hired on or after January 1, 1999 (“Tier II Employee”) to be used for the purpose of purchasing mandatory health coverage offered through PEMHCA for the Member and his or her eligible dependents. Effective January 1, 2018, the Medical Allowance shall consist of the following:
(1) the Base Contribution Rate, plus (2) an amount equal to the difference between the Base Contribution Rate and the following amounts, as applicable:
(1) $601.42 per month for Members electing Employee only coverage; (2) $1,202.83 per month for Members electing Employee plus one dependent coverage; or DocuSign Envelope ID: 7225D161-C20F-4CD9-A3D8-5BC32D459311 CA\JR\09000.20500\1021895

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(3) $1,563.67 per month for Members electing Employee plus two or more dependents coverage.

The Medical Allowance will be made available through the Cafeteria Plan.

If a Member enrolls in a health plan that costs more than the Medical Allowance, he or she will be responsible for payment of any premium in excess of the Medical Allowance.

Subject to the limitations set forth below, the excess of the Medical Allowance remaining after purchase of mandatory health coverage through PEMHCA, if any (“Medical Difference”), may be allocated toward the purchase of other Cafeteria Plan benefits or may be taken as a taxable cash payment, in accordance with the terms of the Cafeteria Plan. The maximum Medical Difference to which an employee is entitled shall be as follows:
(1) $350 per month for Members entitled to and electing Employee only coverage; (2) $700 per month for Members entitled to and electing Employee plus one dependent coverage; and
(3) $950 per month for Members entitled to and electing Employee plus two or more dependents coverage.

Effective the first full pay period following June 5, 2019, no Medical Difference shall be provided to any member of CGEA and, thereafter, the excess of the Medical Allowance remaining after purchase of mandatory health coverage through PEMHCA, if any, may NOT be allocated toward the purchase of other Cafeteria Plan benefits and may NOT be taken as a taxable cash payment. (C) Tier III Employees: The City agrees to provide, effective July 1, 2013, a Medical Allowance to Members hired on or after January 1, 2013 (“Tier III Employee”), to be used for the purpose of purchasing mandatory health coverage offered through PEMHCA for the Member and his or her eligible dependents. Effective January 1, 2018, the Medical Allowance shall consist of the following: (1) the Base Contribution Rate, plus (2) an amount equal to the following amounts, as applicable:
(1) $601.42 per month for Members electing Employee only coverage; (2) $1,202.83 per month for Members electing Employee plus one dependent coverage; or (3) $1,563.67 per month for Members electing Employee plus two or more dependents coverage.

The Medical Allowance will be made available through the Cafeteria Plan.

The excess of the Medical Allowance remaining after purchase of mandatory health coverage through PEMHCA, if any, may NOT be allocated toward the purchase of other Cafeteria Plan benefits and may NOT be taken as a taxable cash payment.

If a Member enrolls in a health plan that costs more than the Medical Allowance, he or she will be responsible for payment of any premium in excess of the Medical Allowance. (D) Tier IV Employees: The City agrees to provide a Medical Allowance to Members hired on or after November 14, 2017 (“Tier IV Employee”), to be used for the purpose of purchasing mandatory health coverage offered through PEMHCA for the Member and his or her eligible dependents.

Effective November 14, 2017, the Medical Allowance shall consist of the following: (1) the Base Contribution Rate, plus (2) an amount equal to the difference between the Base Contribution Rate and the following amounts, as applicable:
(1) $473.46 per month for Members electing Employee only coverage; (2) $946.92 per month for Members electing Employee plus one dependent coverage; or (3) $946.92 per month for Members electing Employee plus two or more dependents coverage.

DocuSign Envelope ID: 7225D161-C20F-4CD9-A3D8-5BC32D459311 CA\JR\09000.20500\1021895

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Effective the first full pay period following June 5, 2019, the Medical Allowance for Tier IV Employees shall consist of the following: (1) the Base Contribution Rate, plus (2) an amount equal to the difference between the Base Contribution Rate and the following amounts, as applicable:
(1) $601.42 per month for Members electing Employee only coverage; (2) $1,202.83 per month for Members electing Employee plus one dependent coverage; or (3) $1,563.67 per month for Members electing Employee plus two or more dependents coverage.

The Medical Allowance will be made available through the Cafeteria Plan. If a Member enrolls in a health plan that costs more than the Medical Allowance, he or she will be responsible for payment of any premium in excess of the Medical Allowance. The excess of the Medical Allowance remaining after purchase of mandatory health coverage through PEMHCA, if any, may NOT be allocated toward the purchase of other Cafeteria Plan benefits and may NOT be taken as a taxable cash payment.

4.4.1 Medical Insurance Opt Out:

For the period of November 16, 2021 until March 11, 2022, the following are the opt-out amounts that would be provided to employees in the unit who opt-out of medical insurance (a) $1,000.00 for Employee + 2 or more dependents
(b) $750.00 for Employee + 1 dependent
(c) $450.00 for Employee Only
Effective March 12, 2022:

Eligible Opt-Out Arrangement: Upon providing reasonable evidence of alternative coverage as required by the ACA’s Eligible Opt-Out Arrangement rules (below), employees shall be entitled to the following dollars in the first two pay periods each month in taxable cash, in lieu of the amount provided in Section 4.4 above:
(a) $300.00 ($600 per month) for Employee + 2 or more dependents (b) $200.00 ($400 per month) for Employee + 1 dependent (c) $100.00 ($200 per month) for Employee Only
Employees who opt out of will receive the following Annual Leave through December 29, 2023: For Employee only = 3.85 hours per pay period. For Employee + 1 dependent – 5.38 hours per pay period. For Employee + 2 or more dependents – 6.15 hours per pay period. This leave shall be kept in a separate Annual Leave bank. For calendar year 2022, any leave remaining as of December 16, 2022 will be cashed out on the pay day that occurs on December 22, 2022. For calendar year 2023, any leave remaining as of December 29, 2023 will be cashed out on the pay day that occurs on January 5, 2024.

The employee may choose to allocate any portion of the Opt-Out Amount toward dental and/or vision insurance premiums for enrollment in a City dental and/or vision plan, or take the Opt-Out Amount or any portion thereof in taxable cash. If the employee uses any portion of the Opt-Out Amount toward the City’s dental and/or vision insurance, such payment will be pre-tax.

Employees who opt out of City provided insurance benefits must show proof of enrollment in another medical insurance plan that meets the ACA “affordability” criteria.

Subject to meeting the requirements set forth below, and in lieu of receiving the Medical Allowance, a Member may elect to receive a monthly allocation to the Cafeteria Plan according to the following schedule:

Prior to January 1, 2018
(a) $770.00 for Employee + 2 or more dependents
(b) $592.00 for Employee + 1 dependent
(c) $296.00 for Employee Only
DocuSign Envelope ID: 7225D161-C20F-4CD9-A3D8-5BC32D459311 CA\JR\09000.20500\1021895

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Effective January 1, 2018
(a) $1,000.00 for Employee + 2 or more dependents
(b) $750.00 for Employee + 1 dependent
(c) $450.00 for Employee Only
The amount of the monthly allocation shall be based on the alternative coverage in which the Member is enrolled.

Said amount may be allocated toward the purchase of other Cafeteria Plan benefits or may be taken as a taxable cash payment, in accordance with the terms of the Cafeteria Plan. In order to qualify for this election, the Member must meet all of the following requirements:

1. Provide satisfactory written proof of health insurance coverage for the Member and the Member’s eligible dependents, if any;

2.1. An employee who opts out of medical insurance must Ssign a waiver of City offered medicalhealth insurance coverage and an agreement to hold the City harmless for any consequences, whatsoever, that result from the waiver of City offered medicalhealth insurance coverage; and

3.2. Sign a statement acknowledging that the EmployeeMember and the Employee’sMember’s eligible dependents will not be allowed to re-enroll in the medicalhealth insurance coverage offered by the City until the next open enrollment period, and that re-enrollment will be subject to all conditions imposed by the insurance provider at the time of reenrollment. However, in the event of a HIPAA or COBRA “qualifying event” such EmployeeMember would be allowed to re-enroll in health insurance effective the beginning of the following month without having to wait for the next open enrollment period.unless there is a qualifyingied event.

If an employee member who is currently oOpting oOut fails to make an election for oOpt oOut during oOpen eEnrollment, the employee will be enrolled in a medicalhealth insurance plan, lowest cost employee only plancoverage, as determined by the City. This default allocation shall not be subject to change.

Section 4.5 – Retiree Medical Insurance:
(E)(A) Tier I Retirees: The City agrees to provide a full medical insurance premium payment for employees (“Premium Payment”) to Members hired prior to January 1, 1999, who retire from the City of Corona under the CalPERS system (“Tier I Retiree”) for the purpose of purchasing health coverage under PEMHCA for the Tier I Retiree and theirhis or her eligible dependents.

1. Employees Who Retired Before January 1, 2006: The pPremium pPayment shall be paid to the Retiree as a direct deposit each month. The City pays the CalPERS statutory minimum ($149 per month for 2022 and a yet unknown amount beyond 2022) directly to CalPERS and then direct deposits the difference between the statutory minimum and the cost of the payable in the following form: (1) Base Contribution Rate payable to CalPERS, and (2) a reimbursement to the Tier I Retiree of the monthly premium for the medical insurance plan chosen actually paid by the Tier I Retiree (“Reimbursement”). The payment for medical is then deducted from the employee’s retirement check. The paymentReimbursement shall include reimbursement for premiums paid to Social Security for health insurance through Medicare once a year at the end of the year.

1.2. Employees Who Retired After January 1, 2006 or Who Will Retire In the Future:

Notwithstanding the preceding, Tier I Retirees that retire on or after January 1, 2006 The premium payment shall be paid to the Retiree as a direct deposit each month. The City pays the CalPERS statutory minimum ($149 per month for 2022 and a yet unknown amount beyond 2022) directly to CalPERS and then direct deposits the difference between the statutory minimum and plan chosen by the employee. The payment for medical is then deducted from the employee’s retirement check. The maximum the City will pay shall only be entitled to a DocuSign Envelope ID: 7225D161-C20F-4CD9-A3D8-5BC32D459311 CA\JR\09000.20500\1021895

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Premium Payment which is equal to or less than the monthly premium for the second highest costing (in cost) PERS family plan available under PEMHCA at the PERS-designated classification for Riverside County (currently Region 3the “Other Southern California Counties” rate) and the Medicare Part B cost once enrolled in Medicare (which is done by CalPERS at age 65). reimbursement. If the employee chooses a plan that costs less than the second highest (in cost) plan, the City will pay the difference between the CalPERS statutory minimum and the plan chosen.

If the a rRetiree enrolls in the highest cost medical plan, the City will direct deposit the difference between the statutory minimum and the second highest (in cost)cost medical plan and the Retireea more expensive plan, he or she will be responsible for payment of the premium between the second highest and highest cost plan.any premium in excess of the capped amount.

The Tier 1 benefits above are vested benefits for Tier I employees and retirees and cannot be modified from what is set forth above except by signed written agreement of the City and the individual employee or retiree. The inclusion of this vesting language is to comply with the United States Supreme Court’s decision in M&G Polymers v. Tackett, (2015) 135 S.Ct. 926, requiring that the intent to vest a benefit be explicitly set forth.

The City hereby affirms its intent to protect the retirement health benefits of Tier I Retirees and employees, who remain continuously employed by the City. These Tier 1 Retirees shall be entitled to a Premium Payment equal to (1) the Base Contribution Rate payable to CalPERS and (2) the Reimbursement, for the purpose of purchasing health coverage offered through PEMHCA for the Tier I Retiree and his or her eligible dependents.

Notwithstanding the preceding, Tier I Retirees that retire on or after January 1, 2006 shall only be entitled to a Premium Payment which is equal to or less than the monthly premium for the second highest PERS family plan at the PERS-designated classification for Riverside County (currently the “Other Southern California Counties” rate).

Affirm Tier 1 Lifetime Health Benefit by implementing an employee and retiree medical insurance premium contributions agreement to provide a mechanism that provides additional assurance that Tier 1 lifetime health benefits will not be revoked or negotiated away by future members of management, Associationunion representatives or City Councils.

Tier II, Tier III and Tier IV Retirees: These employees Members hired on or after January 1, 1999, who retire from the City of Corona under the CALPERS system (“Tier II, III & IV Retirees”), and enroll in a medical plan offered through PEMHCA shall have the City pay be the CalPERS annual statutory minimum (toward their retiree medical benefit). These employees will be responsible for paying the remainder of any premiums for medical plans to which such employees (who will then be retirees) enroll. entitled to a partial payment of the premium for the health insurance plan in which they are enrolled payable by the City of Corona to CalPERS in the amount equal to the Base Contribution Rate only. Tier II, Tier III and Tier IV Retirees shall not be reimbursed or otherwise receive payment from the City for health insurance premiums in excess of said Base Contribution Rate. The City will not reimburse Tier II, Tier III and Tier IV Retirees for premiums paid to Social Security for health insurance through Medicare.

4.5.1 Retiree Health Alternative:

In lieu of receiving the City’s retiree medical benefit in Section 4.5 abovePremium Payment, a Tier I Retiree shall have the option of receiving an annual $6,000 contribution, at a rate of $500 per month, paid to a City-provided health care reimbursement plan on behalf of such Tier I Retiree for the purpose of receiving reimbursements of qualifying health care expenses under Sections 105(b) and 213(d) of the Internal Revenue Code. To receive this benefit, a Tier I Retiree must forfeit participating in any of the health benefit plans available to retirees of the City of Corona for the plan year in which such Tier I Retiree elects to receive the contribution. Tier I Retirees needing to re-enroll as a result of a COBRA or HIPPA “qualifying event” may do so on the first day of the month following that event, while those choosing to re-enroll in the absence of a HIPPA “qualifying event” may re-enroll during the next open enrollment period, unless the Tier I Retiree has never participated in a CalPERS health plan. Tier II, Tier III, and Tier IV Retirees DocuSign Envelope ID: 7225D161-C20F-4CD9-A3D8-5BC32D459311 CA\JR\09000.20500\1021895

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shall not be eligible for this alternative.

4.5.2 Family Medical Leave Act / California Family Rights Act:

The City will pay to PERS the medical insurance premiums normally paid on behalf of that member, for up to 12 weeks, when a member qualifies for an unpaid leave per of absence in compliance with the Family Medical Leave Act (FMLA) and / or the California Family Rights Act (CFRA).

Section 4.6 – Retirement Healthcare Savings Account
Unit mMembers in Tiers II and III shall receive a quarterly payment of $50 that will be placed in to the Nationwidea Retirement Healthcare Savings Account. Employees may elect either the ICMA VantageCare Plan or the Nationwide PEHP.

Section 4.7 – Short-Term Disability Insurance Plan:

The City shall provide a short-term disability insurance plan (provided by an outside carrier) to each employee in the unitassociation member, who, due a medical condition, qualifies for benefits under the planfor reasons of their own medical disability commences a medical leave of absence. This insurance plan shall contain of the following provisions:  Benefit level shall be 55% of pre-disability basic monthly earnings as defined by the carrierless other income benefits.  90 calendar day benefit period (Includes 7 calendar day benefit waiting period before benefits are provided).  Monthly maximum benefit of $10,000.00  Ability to utilize annual leave to supplement disability payments.

Employees may use accrued Annual paid Lleaves (including probationary sick leave) to supplement payments received by the plan. However, employees may not receive more than 100% of their gross regular wages.

Discretionary Authority: For this item, it should be noted that in making any benefits determination under the policy, the carrier shall have the discretionary authority both to determine eligibility for benefits and to construe the terms of the policy. Any disputes regarding eligibility for benefits shall be dealt with between the employee and the carrier.

To the extent that an employee’s leave of absence while receiving short-term disability insurance also qualifies as qualifying leave per the Family and Medical Care Leave Act, the California Family Rights Act of per the California Pregnancy Disability Leave, the leave will run concurrently with those Acts and employees will receive the benefits of those Acts.

Section 4.8 – Long-Term Disability Insurance Plan:

The City shall provide a long-term disability insurance plan (provided by an outside carrier) to each employee in the unit, who, due a medical condition, qualifies for benefits under the plan for reasons of their own medical disability commences a medical leave of absence. This insurance plan shall contain of the following provisions:  Benefit level shall be 66 2/3% of pre-disabilitybasic monthly earnings as defined by the carrier;  Monthly maximum benefit of $10,000.00  Elimination Period (Waiting period): 90 days  Ability to utilize annual leave to supplement disability payments.

Employees may use accrued paid Annual Lleaves (including probationary sick leave) to supplement payments received by the plan. However, employees may not receive more than 100% of their gross regular wages.

Discretionary Authority: For this item, it should be noted that in making any benefits determination under the policy, DocuSign Envelope ID: 7225D161-C20F-4CD9-A3D8-5BC32D459311 CA\JR\09000.20500\1021895

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the carrier shall have the discretionary authority both to determine eligibility for benefits and to construe the terms of the policy.Any disputes regarding eligibility for benefits shall be dealt with between the employee and the carrier.

Section 4.9 – Life Insurance & Accidental Death and Dismemberment Insurance Plans:

The City shall provide life insurance coverage for unit members equal to five and one-half times the member's annual basic earnings up to a maximum of $750,000.

Discretionary Authority: For this item, it should be noted that in making any benefits determination under the policy, the carrier shall have the discretionary authority both to determine eligibility for benefits and to construe the terms of the policy.

The City shall provide life insurance coverage for unit members equal to five and one-half times the member's annual basic earnings to a maximum of $750,000.

The City shall provide unit members with an accidental death and dismemberment policy in an amount equal up to the member’semployees’ (potential) life insurance benefit - five and one-half times the member's annual basic earnings to a maximum of $750,000.

Any disputes regarding eligibility for benefits shall be dealt with between the employee and the carrier.

Unit members shall be provided ould refer to the carrier’s Certificate of Coverage upon requestfor details.

4.9.1 Retiree Life Insurance:

The City shall provide a Life Insurance policy in the amount of $50,000.00 to all employees, for who retire from the City of Corona. This Life Insurance Ppolicy shall remain in force until the retiree reaches the age of 70.

Section 4.10 – Employee Assistance Program (EAP):

The City will provide an Employee Assistance Program to all employees free of charge. This counseling service will provide immediate 24-hour assistance in crisis situations, as well as counseling and referral services for employees and immediate family members who are experiencing personal, marriage, family, work, substance abuse, or financial problems.

Section 4.11-- Fitness for Duty Examinations
An employee may be required to participate in a fitness for duty mMedical examination with by the City's examining physician if a determination is made that the examination is job-related and consistent with business necessity. The examination may only be requested by the department head, with the approval of the Human Resources Department, after prolonged, serious, or repetitious illness, injury, or major surgery. An employee's return to duty following illness or injury is subject to the approval of the Human Resources Department, based upon medical information supplied by the employee's physician and/or the City's examining physician. Such an examination will only be required if it is determined based on objective evidence that the employee is having difficulty performing their job is suffering from an injury or illness that may be rendering them unable to perform the essential functions of their job.

Section 4.124 - Medicare Contribution:

The City shall agree to pay the employee’s mandatory Medicare contribution of 1.45% of salary for those members of the Association hired after April 1, 1986. Such payment shall be included within the total compensation formula.

Section 4.135 - Public Employees’ Retirement System (CalPERS):

The City contracts with CalPERS for retirement benefits. The definitions of “new member” and “classic member” are set forth below.

DocuSign Envelope ID: 7225D161-C20F-4CD9-A3D8-5BC32D459311 CA\JR\09000.20500\1021895

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A. For “Classic Member” Employees

1. Retirement Formula: The City contracts with CalPERS to provide the 2.7% at 55 retirement formula set forth in California Government Code Section 21354.5.

2. Single Highest Year: The City's contract with CalPERS provides for the "Single Highest Year" retirement benefit for miscellaneous employees of which “classic member” employees in the unit are included per Government Code section 20042. The retirement benefit is based on the highest annual compensation for the one year during the employee's membership in CalPERS.

3. Payment of Employee/Member Contribution: Classic Members pay eight percent (8%) compensation earnable as their Member Contribution. The City has adopted the CalPERS resolution in accordance with IRS Code section 414(h)(2) to ensure that the employee contribution is made on a pre-tax basis.

B. For “New Members” As Defined By the Public Employees’ Pension Reform Act of 2013 (PEPRA)

1. Retirement Formula: Unit members who are “new members” under the PEPRA, are covered by the 2% at 62 formula provided for by the Public Employees’ Retirement Law atper Government Code section 7522.20(a).

2. Retirement Benefit Calculation Period: For unit members who are “new members” under the PEPRA, such employees’ final compensation will be based on the hHighest annual average compensation earnable during the three consecutive years of employment immediately preceding the effective date of their retirement or any other three consecutive year period chosen by the employee, as set forth inper Government Code section 7522.32(a).

3. Payment of Employee/Member Contribution: New member employees are responsible for paying the employee contribution of oOne-half of the total normal cost of the plan, as defined by CalPERS, through a payroll deduction. This amount is determined by CalPERS each year in its annual valuation. The City has adopted the CalPERS resolution in accordance with IRS Code section 414(h)(2) to ensure that the employee contribution is made on a pre-tax basis.

C. Additional Optional Benefits for All Employees
The following list of optional benefits is listed here in the MOU for the convenience of the parties to reflect what is currently in the City’s contract with CalPERS. It is the City’s contract with CalPERS and the Public Employees’ Retirement Law that determines the application of these benefits to members of the Association.

1. 1959 Survivor's Benefit: The City’s contract with CalPERS provides Level 4 coverage under the 1959 Survivor's Benefit per Government Code section 21574. Employees pay the employee premium for this benefit and the employer cost for the difference between the Level 3 and Level 4 survivor benefits.

2. Pre-Retirement Option 2W Benefit: The City’s contract with CalPERS provides for Pre-Retirement Optional 2W Benefit as set forth in Government Code Section 21548.

3. Military Service Credit: The City’s contract with CalPERS provides the Military Service Credit option set forth in Government Code section 21024.

4. Cost of Living Allowance: The City’s contract with CalPERS provides the benefit known as the 2% Cost of Living Allowance Increase as set forth in Government Code section 21329.

5. Retired Death Benefit: The City’s contract with CalPERS provides the $500 Retired Death benefit as set forth in Government Code section 21620.

6. Two Years Additional Service Credit: The City’s contract with CalPERS provides the Additional Service Credit DocuSign Envelope ID: 7225D161-C20F-4CD9-A3D8-5BC32D459311 CA\JR\09000.20500\1021895

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(Golden Handshake) – Two Years Additional Service Credit as set forth in Government Code section 20903.

7. Two Years Additional Service Credit: The City’s contract with CalPERS provides the Public Service” – Layoff Period – as set forth in Government Code section 21022. All associated costs are borne by the member electing to purchase the service credit.

8. Post Retirement Survivor Allowance: The City’s contract with CalPERS provides the Post Retirement Survivor Allowance as set forth in Government Code sections 21624, 21626, and 21628.

9. Post Retirement Survivor Allowance to Continue After Remarriage: The City’s contract with CalPERS provides the Post Retirement Survivor Allowance as set forth in Government Code section 21635.

10. Pre Retirement Death Benefits to Continue After Remarriage of Survivor: The City’s contract with CalPERS provides the Pre Retirement Death Benefits to Continue After Remarriage of Survivor as set forth in Government Code sections 21551.

11. Prior Service: The City’s contract with CalPERS provides the prior service benefit as set forth in Government Code section 20055.

D. Definitions of “New Member” and “Classic Member per the Public Employees’ Pension Reform Act of 2013 – PEPRA The parties acknowledge that the PEPRA controls over definitions such as “new member” and “classic member” and put their understanding of the definitions in their MOU for informational purposes so that employees understand their retirement benefits.

New Member
Government Code section 7522.04(f) defines “new member” as follows:
(f) "New member" means any of the following:

An individual who becomes a member of any public retirement system for the first time on or after January 1, 2013, and who was not a member of any other public retirement system prior to that date.

An individual who becomes a member of a public retirement system for the first time on or after January 1, 2013, and who was a member of another public retirement system prior to that date, but who was not subject to reciprocity under subdivision (c) of Section 7522.02.

An individual who was an active member in a retirement system and who, after a break in service of more than six months, returned to active membership in that system with a new employer.

Classic Member
CalPERS refers to all members who do not fit the definition of new member as a classic member.

The City agrees to provide a retirement plan provided through the California Public Employees Retirement System (CalPERS). This plan will provide the following:

4.5.1 Formula and Contribution Rates for CalPERS ”Classic” Members, as defined in the California Public Employees’ Pension Reform Act of 2013 (“PEPRA”):

Formula: 2.7 % at Age 55 CalPERS Benefit Formula—Local Miscellaneous Member (Government Code § 21354.5), effective July 1, 2004.

DocuSign Envelope ID: 7225D161-C20F-4CD9-A3D8-5BC32D459311 CA\JR\09000.20500\1021895

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Member contribution rates: “Classic” members of CalPERS shall pay the eight percent (8%) normal member CalPERS contribution. Classic members of CalPERS may purchase CalPERS service credit for military service, service prior to membership, etc. at their sole and entire expense, in accordance with Government Code § 21024.

4.5.2 Formula and Contribution Rates for CalPERS “New” Members, as defined in PEPRA: Formula: 2% at age 62 CalPERS Benefit Formula – Local Miscellaneous Member Mandatory Employee Contribution: CalPERS New Members are required to pay for a portion of the cost of the 2 percent at 62 retirement formula. This mandatory employee contribution is not a fixed amount. Rather, it will be set by CalPERS based on the following formula. The mandatory employee contribution will be equal to the greater of fifty (50%) percent of the total normal costs attributable to the 2 percent at 62 benefit plan, rounded to the nearest quarter of 1 percent, or the current contribution rate of similarly situated employees. The City will inform New Members of the actual mandatory employee contribution when CalPERS informs the City of the rate.

This mandatory employee contribution will be deducted from the employee’s paycheck.

Pensionable Compensation Limit: As established and adjusted by CalPERS on an annual basis.

4.5.3 Additional Benefits:  § 20042 “Final Compensation” – One Year-Local Member Final Compensation determined by “Highest Single Year of
Service”
*For CalPERS Classic Members only  § 20037 Final Compensation – 3 Years *For CalPERS New Members only  § 20903 Additional Service Credit (Golden Handshake) – Local Member Two Years Additional Service Credit  § 21022 “Public Service” – Layoff Period – Local Member (Any and all associated costs are borne by the member electing to purchase the service credit)  § 21024 “Public Service” – Military Service – Local Member Military Service Credit as Public Service (Any and all associated costs are borne by the Member electing to purchase the service credit).  § 21548 Pre-Retirement Option 2W Death Benefit (Benefit to be provided commencing the first full pay period after September 7, 2013.)  § 21574 1959 Survivor Allowance – Fourth Level – Local Member The City will authorize an increase of the PERS 1959 Survivor Benefit from Level Three to Level Four effective February 4, 2006, with the difference in costs to be paid by the employee (contingent on PERS contractual requirements)  § 21635 Post-Retirement Survivor Allowance to Continue After Remarriage  § 20503 Removal of Contract Exclusions Prospectively Only  § 21551 Pre-Retirement Death Benefits to Continue After Remarriage of Survivor  § 20055 Prior Service DocuSign Envelope ID: 7225D161-C20F-4CD9-A3D8-5BC32D459311 CA\JR\09000.20500\1021895

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 § 21329 2% Annual Cost-of-Living Allowance Increase  § 21620 $500 Retire Death Benefit  The City will provide Post-Retirement Survivor Benefits (Government Code § 21624, 21626, and 21628) to unit members (Re-opener contingent on State legislation pertaining to PERS retirement benefits).  Medical contribution for Retirees (Government Code § 22825.6).

Section 4.6 - On-the-Job Training:

The City agrees to develop and maintain a policy to provide members of the Association with on-the-job training which may expand their skills, knowledge, and abilities. The focus of training will be in classifications other than those presently held by the employee. The parties agree that no additional compensation and/or benefits will be granted to an employee volunteering to perform the duties of a higher position or classifications, under supervision, while on on-the-job-training status. The City retains the right to determine whether such volunteer will participate in the on-the-job training consistent with the training needs and programs that will be utilized. Such training will be recorded in the employee’s personnel record for reference when being considered for promotion.

Section 4.147 - Tuition Reimbursement:

The City of Corona recognizes the value of an educated workforce and encourages employees to pursue the goal of higher education. This Section The City has adopted a plan to provides financial reimbursement to unit members for tuition and textbooks for job-related college courses. It is a plan wherein the City participates with the employee in financing specific job- related courses leading to a job-relatedn appropriate degree or certificate. Employees shall are to use their off-duty hours in the pursuit of higher education.

Subject to satisfaction of all criteria set forth in this Section 4.7, for education plans approved in writing by the City on or after November 14, 2017, the City shall reimburse Members for the costs described in Section 4.147.2 up to a maximum amount of $2,500 per employee per fiscal year (“Fiscal Year Maximum”) and a lifetime maximum amount of $10,000 per employee (“Lifetime Maximum”). For education plans approved in writing by the City on or before November 13, 2017, the Fiscal Year Maximum and the lLifetime mMaximum shall not apply.

4.14.1 Pre-Approval:

Unit members must apply for and receive written approval from their supervisor and Human Resources prior to enrolling in classes at an approved accredited educational institution with full accreditation status accreditationed granted by an institutional or specialized accrediting body recognized by the U.S. Department of Education or the Council for Higher Education Accreditation.

4.14.2 Reimbursable Costs:

The costs eligible for reimbursement are limited to tuition and books (including e-books and e-library fees) required for the course. The time invested in the pursuit of education is the employee’s responsibility and the City shall not be responsible for any compensation or reimbursement not delineated in this policy. Supplies, optional textbooks, mileage on the employee’s car, parking fees, lab fees, student fees, health fees, all other fees and costs are not reimbursable.

4.14.3 Administration:

This policy will be administered by the Human Resources Department.

A unit membern employee who voluntarily leaves employment with the City of Corona within one year of receiving a reimbursement per this Section under this policy shall be required to repay the City for any reimbursement all amounts received for Tuition Reimbursement during the 12 months preceding the employee’s termination date.

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4.14.4 Procedure:

1. Reimbursement will be for formal education completed through an accredited college or university, which leads to a job-related degree or certificate. Prior approval must be obtained by completing the College Tuition & Textbook Reimbursement Request available from the Human Resources Department, and a plan indicating the requisite course work leading to the degree or certificate approved by the educational institution. (The request shallwill be submitted through the employee’s Department Head for recommendation and to the Human Resources Department for approval. The Human Resources Department shall review and pre-approve requests for job relatedness and itshis/her decision shall be final.)

2. Only those employees currently employed will be reimbursed under this policy.

3.2. Subject to the Fiscal Year Maximum and the lLifetime mMaximum, if applicable, the City will reimburse eligible employees for completion of job related formal education leading to a job related degree or certificate at a rate equivalent to the California State University fee schedule for tuition. The cost of required textbooks will be reimbursed, also subject to the Fiscal Year Maximum and the Lifetime Maximum.

4.3. An employee receiving funds for tuition and books paid for from other sources, including, but not limited to,: grants, scholarships, and veteran's educational benefits, shall first apply [deduct] the amount of those funds to the amount being reimbursed by the City. Supplies, optional textbooks, parking fees, lab fees, student fees, health fees, and all other fees are not reimbursable under this policy.

5.4. Upon satisfactory completion of the course, the employee must attach an official grade report and relevant receipts/bills to the request and submit it to the Human Resources Department for approval.

Reimbursement will be made as soon as practical following receipt to the request in the Finance Department. 6.5. Employees must attain a grade of "C” or better for undergraduate courses and a grade of "B” or better for graduate courses. Those undergraduate courses taken for "credit" will be reimbursed so long as units are accrued at the rate of a "C" grade for undergraduate courses. Classes where the employee receives a grade of pass or fail will not be reimbursed.

7.6. City vehicles shall will not be used authorized for for transportation to and from courses. Additionally, there will be no reimbursement for mileage accumulated on an employee’s personal vehicle for transportation to and from these courses.

ARTICLE V - HOLIDAYS:

All unit members shall observe the following holidays.The following Holidays shall be observed by all unit members.

1. January 1st, New Year’s Day

2. Third Monday in January, Martin Luther King Day

3. Third Monday in February, President’s Day

4. Last Monday in May, Memorial Day

4.5. Juneteenth – June 19th

5.6. July 4th, Independence Day

6.7. First Monday in September, Labor Day

7.8. November 11th, Veterans Day

8.9. Fourth Thursday in November, Thanksgiving Day
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9.10. Friday immediately after Thanksgiving Day

10.11. December 24th, Christmas Eve

11.12. December 25th, Christmas Day

12.13. December 31st, New Year’s Eve

13.14. Every day appointed by the President, Governor, or Mayor as a holiday, with the consent of the City Council, except for every day on which an election is held throughout the State.

Section - How holidays are observed and paid:

Employees in the unit work either “with regard to holidays” or “without regard to holidays”. Employees who work “with regard to holidays” typically have holidays off the day off if there is a holiday and employees who work “without regard to holidays” work in positions where the employee is typically required to work on a holiday. The rules are different for employees who work with and without regard to holidays as set forth below.

Employees who work with regard to holidays: (Employees in all classification, except those listed below) All holidays in the above list will be observed on the actual day of the holiday except for holidays that occur on a Sunday. For holidays that occur on a Sunday the observed day shall be the following Monday.

If the observed holiday falls on an employee’s regular workday, and the employee does not work on that day, they shall be paid for their regularly scheduled hours, up to ten hours. For employees who work schedules in excess of ten (10) hours per day, they can use annual leave or accrued compensatory time to be paid for the hours above ten (10) hours on a holiday. Employees without such leave will only be paid for ten hours for the holiday. Shift Employees shall observe Holidays on their actual occurrence.

If the employee is required to work on a holiday due to an emergency or other unintended event, the employee shall be paid time and one-half the employee’s regular rate of pay for all hours worked, plus accrue 10 hours of Annual Leave.

For holidays that fall on the employee’s employees whose regular day off, (e.g. a holiday occurring on a Friday or Saturday when the employee is not scheduled to work either day) work shift does not fall on a holiday, employees shall accrue Annual Leave (Annual Leave is addressed in this MOU at Article 7) hours equal to the number of hours of their regular shift, up to a maximum of ten (10) hours per day. These Annual Leave hours may be used by theany employee (including employees on their initial probationary period) as Annual Leave.

Employees who work without regard to holidays: (Employees in the following classifications): or series of classifications – Public Safety Dispatchers, Senior Public Safety Dispatcher, Forensic Technicians, Range Master, Jailer, Police Records Technicians, Fleet Technician, Street Maintenance Worker, Facilities Maintenance, Water Operators, Water Reclamation Operators, Lead Water Reclamation Operator, Lead Water Operator, Senior Reclamation Operator, Senior Utility Service Worker, Senior Water Operator, Utility Service Worker and Community Service Officers.

For employees who work “without regard to holidays”, a holiday will be observed on the actual dates in the above list. Since those employees typically work on a holiday, the employee shall be paid time and one-half the employee’s regular rate of pay for all hours worked on the holiday, plus receive pay for 10 hours in lieu of holiday leave.

If the holiday falls on the employee’s regular day off, the employee shall accrue 10 hours of Annual Leave.

If the holiday falls on the employee’s regular work day but employee does not work on that day, then the employee will paid for their regular shift, up to 10 hours. If the employee’s regular shift is longer than 10 hours the employee may supplement Annual Leave or CTO to receive a full paycheck for that day.

For employees who work with regard to holidays, If a H a holiday that fall on Saturday or Sunday will be observed on the prior Friday or the following Monday, respectively. falls on a Sunday, the Monday following is observed. If a DocuSign Envelope ID: 7225D161-C20F-4CD9-A3D8-5BC32D459311 CA\JR\09000.20500\1021895

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Holiday falls on a Saturday, the proceeding Friday is observed. An employee is deemed to “work” on the day their shift starts. (For example, if the holiday falls on Thursday an employee working a shift that begins Wednesday night and ends on Thursday morning is not considered to work on the holiday; however, an employee whose shift begins Thursday night and end Friday morning is considered to work on the holiday.” Rules Applicable to All Employees Whether They Work With or Without Regard to Holidays Employees that work on the day of an observed holiday shall receive overtimebe paid at time and one-half for all time worked on the holiday, plus holiday pay equal to the number of hours of their regular shift on that day, with a maximum of ten (10) hours.

An employee is deemed to “work” on the day their shift starts. For example, if the holiday falls on Thursday, an employee working a shift that begins Wednesday night and ends on Thursday morning is not considered to work on the holiday; however, an employee whose shift begins Thursday night and ends Friday morning is considered to work on the holiday.

In compliance with the California Public Employees’ Retirement System regulations and definition of Special Compensation the additional compensation paid to employees who are normally required to work on holidays because they work positions that require scheduled staffing without regard to holidays monetary value of Holiday Pay shall be reported to CalPERS as compensation earnable or pensionable compensation per Title 2 CCR, Section 571(a)(5) and 571.1(b)(4) as a “Holiday Pay”.

However, it is ultimately CalPERS who determines whether any form of pay is reportable special compensation. thatn observedone times their regular rate of pay , plus equal to , with , plus accrue Annual Leave hours equal to their assigned shift, with a maximum of 10 hoursA Shift Employee is a General Association employee who usually rotates working hours and days on different “shifts” throughout the year. A Shift Employee may remain on the same schedule or change schedules at different times during the year. Shift employees are found only in departments that work more than one shift during a 24-hour period.

Unit members under this section shall be compensated at time and one-half for hours actually worked on the Holidays designated in this section. For pay and accrual purposes, a Holiday is the number of hours that the employee would otherwise work on the Holiday based upon the employee’s normal work schedule up to a maximum of ten (10) hours. If a Holiday falls on a regularly scheduled day off, the employee shall accrue in Annual Leave hours the same number of hours that the employee would otherwise work on the Holiday based upon the employee’s normal work schedule up to a maximum of ten (10) hours for any one Holiday.

ARTICLE VI - LAYOFF PROCEDURE:

Whenever it becomes necessary for economic reasons to reduce the number of persons in the employ of the City of Corona the process recited below shall be employed: An employee could be subject to lay off for lack of work, budgetary economic reasons., technological changes or other City actions that necessitate a reduction in the work force.

Section 6.1 - Order of LayoffSeparation:

No permanent full-time employee shall be laid offseparated from any department while there are emergency, probationary, part-time, or temporary employees (not including federally funded) serving in the same position classification. in the affected department. In each department in which there is to be a reduction in force, eEmployees shall be laid off in inverse order of according to their seniority in their current job classification (plus any time they may have in a higher job classification).

Seniority will be calculated using the job family (Attachment A). If two employees have equivalent in-class seniority, ties will be broken using their overall full-time City seniority. If there is still a tie, the employee who shall receive a layoff notice shall be the one with the lowest overall rating on their most recent performance evaluation. In case of equal seniority (within one year of each other) in job family, the numerical score on performance evaluations shall be used to determine the employee to be laid off.

NOTE: The order of separation described above is based on seniority within a particular job family rather than overall DocuSign Envelope ID: 7225D161-C20F-4CD9-A3D8-5BC32D459311 CA\JR\09000.20500\1021895

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seniority within the City. Therefore, it is possible for a unit member to displace another unit member with more overall seniority in the City. The displaced employee shall, in turn, be entitled to Bumping Rights as described below.

Section 6.2 - Bumping Rights:

The An employee subject to layoff scheduled to be laid off shall be entitled to bump (retreat) to a position in a classification they previously held if they have more seniority in the classification to which they are bumping, plus any seniority in a higher classification. occupied by an incumbent with less overall City (displacement) seniority The employee must have held regular status (i.e., they passed probation) in the classification to which they are bumping. , provided it is in a position and department in which he or she formerly held a regular-status appointment. The employee being displaced by the employee exercising bumping rights shall be the employee with the least in-class seniority (including any seniority from a higher classification).

The employee seeking to bump must meet the current minimum qualifications for the position into which they seek to bump and unit member must be qualified by education and experience and be capable of performing the duties of the classification and must meet the minimum requirements associated with the position, including thesuch as physical and mental demands.

The bumped employee with lesser seniority shall be bumped shall be laid off unless they have the ability to bump another employee subject to the same requirements of the initial employee who was able to bump. by the person scheduled for layoff. The bumped employee shall be considered as laid off for the same reason as the person who bumped them and shall in the same manner be eligible to bump (retreat) to a position in a classification and department in which he or she formerly held a regular-status appointment. The unit member must be qualified by education and experience and be capable of performing the duties of the classification and must meet other minimum requirements associated with the position, such as physical and mental demands.

Any general unit employee member shall be allowed to bump (retreat) to any department in which he or she formerly held a regular-status or full-time / benefited provisional appointment. The minimum qualifications for the classification must be met in all cases. In cases of equal seniority, the aforementioned criteria shall prevail.

An general unit employee who is subject to lay off whose former position has been re-titled or reclassified who is shall be entitled to the following procedure: If said member is laid off and denied bumping rights may appeal the decision to deny bumping rights. and wishes to appeal that decision, it shall be that member’s responsibility to The employee shall submit a written request to the CGEA President within three (3) working days of the denial of bumping rights. The CGEA Board will screen each request. , and if it appears to have substantial foundation, The CGEA Board has discretion to the Board will request a formal review by an Appeals Committee within one week of receiving the request from the employee. The Appeals Committee shall consist of the CGEA President or designee, a member of the Human Resources Department or designee, and the Department Director or designee one step down the organizational chart inof the department to which the employee seeks to bump. The Appeals Committee shall render a decision within one week, and notification of the Committee’s decision will be made to the employee member by CGEA. Ifn cases where the decision of the Appeals Committee is not unanimous, the majority’s a decision based on the majority (of the three members) shall be finalprevail. The decision of the Appeals Committee shall be final, with the exception that However, if the CGEA representative is the minority, the Association can will have the opportunity to appeal to the City Manager, whose decision shall in all cases be final and not subject to the filing of a grievance.

Section 6.3 - Notice of LayoffRequirement:

Each employee laid off shall be given written notice of layoff not less than one month prior to the effective date, or shall be paid severance. Severance for employees laid off shall be in the amount of 160 hours at the employee’s base hourly rate (equating to one month) and shall increase by 40 hours for each year of completed service with the City above 5 years, not to exceed 960 hours of pay. Employees who are laid off shall be advised of their reemployment rightsstatus. Employees who have accrued Annual Leave will be permitted to remain in paid status and exhaust all Annual Leave.

Section 6.4 - Reemployment List:

Laid off eEmployees laid off shall be placed on a rReemployment lList for the classification held at the time of layoff. The rReemployment Llist shall be maintained with the employee with the greatest classificationposition seniority at the top of the DocuSign Envelope ID: 7225D161-C20F-4CD9-A3D8-5BC32D459311 CA\JR\09000.20500\1021895

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list and others in order of classificationposition seniority following. The reemployment list shall exist for two (2) years at which time it will expire.

If a vacancy in that classification or from which the employee was laid off becomes availableseries within the city exists, an employee on the reemployment list the appointing authority shall appoint from the Reemployment List will be offered the position. When If there is more than one employee on the Reemployment Llist, the Cityappointing authority may select from the top two (on the list) using seniority and previously received performance evaluations to determine to whom to offer the position.guide the selection and appointment. Any employee offered to be reemployed from the reemployment list must respond to the offer within seven (7) calendar days of the offer being made and be available to report to work within fourteen (14) calendar days. An employee who is offered a position off the reemployment list who fails to respond within seven (7) days or is unable to report to work with fourteen (14) days shall be removed from the list. If no former employee on the list decides to accept reemployment, the list shall expire at that time. be declared void, and in no case shall be valid for more than two (2) years.

An employee who has been laid off and is re-employed within two (2) years from the effective date of their layoff shall be entitled to:

1. Restoration of seniority accrued prior to layoff.

2. The same Annual Leave accrual rate that was in effect prior to layoff.

3. Placement on the salary step held prior to layoff if the employee is reinstated to the same job classification from which they were laid off.

ADDRESS CGEA PROPOSAL
If the person who is re-employed had not satisfactorily completed the required probationary period in the classification prior to layoff, they shall serve a new probationary period upon re-employment.

The President and 1st Vice President of the Corona General Employees Association shall be exempt from layoff during the term of this agreement.

ARTICLE VII -– ANNUAL LEAVES:

Section 7.1 - Annual Leave - Definition:

Annual Leave is compensated absence for those eligible employees who are absent from duty because of illness, injury, medical or dental care appointments, or personal vacation. Special reference to workers compensation is noted in Section

7.2.9. Special reference to Tier I Annual Leave calculations in Section 7.2.12.

Section 7.2 - Annual Leave - Policy:

Section 7.2 - Accrual of Annual Leave Hours:

7.2.1 Full-Time Regular Employees: Each biweekly pay period, Annual Leave hours earned are posted to the account of each eligible employee. Employees shall accrue Annual Leave according to the following formula:

Post July, 1987 Hire: Pre July, 1987 Hire:

Accrual Accrual
Years of
Service With
the City
Each
Pay Period Annual
Each
Pay Period Annual
1-5 6.46 168 Hours 7.69 200 Hours
6-8 7.08 184 Hours 8.31 216 Hours
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9-15 8.00 208 Hours 9.23 240 Hours
16+ 9.54 248 Hours 10.77 280 Hours
The above chart shall be interpreted as follows: completion of one year of service to completion of five years of service is the first level. Beginning of the sixth year to completion of the eighth year is the second level. Beginning of the ninth year to completion of the fifteenth year is the third level. The fourth level starts at the beginning of the employee’s sixteenth year.

7.2.2 Annual Leave Employees on During Initial Hire Probation:

For pProbationary During an employee’s initial hire probationary period, the employede shall less than one full year they shall accrue Annual Leave as follows:
 3.23 hours as Probationary Sick Leave per pay period. During the first six months, such leave may be used for sick leave, only.
 3.23 hours of Annual Leave per pay period. At six (6) months, the probationary employee may request to use up to one week of Annual Leave for vacation purposes with the permission of their supervisor.

Under extenuating circumstances and with Department Head approval, this leave can be used prior to six months of employment.

The probationary employee shall not accrue but rather shall accrue Probationary Sick Leave Probationary Sick Leave at one-half the rate of a 1-5 year full time regular employeeat the rate of 3.23 hours per pay period.

Such accrued time may be used for employee or family illness or medical reasons.

During the first six months, such leave may be used for sick leave, only.

After six (6) months, an employee may request to use up to one week of “Advanced Annual Leave” for vacation purposes with the permission of his or her supervisor.  When the employee completes one year of service, the Annual Leave accrued as Probationary Sick Leave will be converted to regular Annual Leave. Upon accrual of such annual leave, the employee’s remaining Probationary Sick leave, if any, shall revert to the City.If an employee’s probation is extended, even though still on probation, once they are employed for one year all Annual Leave they accrue will be regular Annual Leave.

Holiday Leave hours earned during the first year of employment are available to be used for any purpose. 7.2.1 Regular Status Upon Completion of Probation:

Notwithstanding the above, upon completing initial probation and obtaining status as a full time regular employee, unit members shall have credited to their Annual Leave account all unused accrued hours at the 1-5 year employee rate.

7.2.2 Annual Leave Usage & Accumulation During Periods of Annual Leave:

The total Annual Leave granted may not exceed the amount posted to an employee's account as of the last day worked preceding leave. Annual Leave credits will continue to be added to the employee’s account while the employee is on paid leave.

7.2.3 Unpaid Leave:

Annual Leave hours are not accrued during periods of unpaid leave.

7.2.4 Annual Leave Accrual Rates for Holidays:

General Association employees who work on holidays are compensated for the holiday in accordance with the Article VIII of this Memorandum of Understanding and accrue in Annual Leave hours the same number of hours DocuSign Envelope ID: 7225D161-C20F-4CD9-A3D8-5BC32D459311 CA\JR\09000.20500\1021895

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that the employee works on the holiday based upon the employee’s normal work schedule up to ten (10) hours.

General Association employees who do not work on holidays are compensated for holidays in accordance with the Fair Labor Standards Act, but do not accrue Annual Leave hours.

7.2.5 Maximum Accumulation of Annual Leave:

As of December 31st of each year, an employee shall have no more than a maximum of 584 hours of Annual Leave accumulated. Annual Leave hours in excess of 584 hours will be converted to the monetary equivalent and placed in a Retirement Healthcare Savings Account on the employee’s behalf. Employees may elect either the ICMA VantageCare Plan or the Nationwide PEHP.

Section 7.3 - Use of Annual Leave Usage:
a. Employees must use at least forty (40) hours of Annual Leave during each calendar year.

Department heads are responsible for arranging leave schedules so that adequate personnel are available to carry on necessary City work. b.a. When practicable, eEmployees should be permitted to schedule Annual Leave for themselves by submitting requests to use their Annual Leave. Department Heads or their designees responsible for approving Annual Leave being requested in advance (as opposed to it being used for illness and injury where advance notice is not possible) shall grant the request if it is operationally feasible (i.e., services can still be provided without the employee) to do so. at times most acceptable to the employee. In eachlarge departments where a bid process exists for the use of Annual Leave as vacation, that process shall be followed. If there is no bid process in existence, selection the choice of vacation times (i.e., when employees can use Annual Leave for vacation) shall be made using a process that is fair to the employees, based on should be arranged according to seniority or some other equitable method.
b. Employees desiring to who use Annual Leave time for illness or injury injury (i.e., like sick leave) are required to call, text or email into their supervisor at least 30 minutes prior to the start of their shift to inform the supervisor that the employee will not be coming to work that day. If the employee is unable to reach their supervisor by phone, the employee is required to send a text message or email to the supervisor that they are using Annual Leave as sick. which has not been previously scheduled for illness or family emergency shall report to their department to obtain authorization for the absence. The employee’s department head or designee may require the employee to furnish satisfactory evidence justifying the use of Annual Leave used as sick leaveany such request. This may, for example, include a doctor’s note. If a supervisor suspects that an employee is abusing their use Annual Leave as sick leave, the supervisor may request documentation from a medical provider supporting the use of leave. Requests for documentation cannot be for leave used prior to the date the request was made.
c. In the event that aAn employee who files a wWorkers’ cCompensation claim where the question of industrial causation is delayed or the claim is that is either in dispute or not accepted by the City, that employee may access may use their available Annual Leave for the time they are unable to work because of their injury or illnessdisabled from duty. d. An employee may not use more Annual Leave than they have accrued on the day prior to its first use. The total Annual Leave granted may not exceed the amount posted to an employee's account as of the last day worked preceding leave. Employees will continue to accrue Annual Leave credits will continue to be added to the employee’s account while the employee is on any paid leave in a pay period, but do not accrue Annual Leave if on an unpaid leave for the entire pay period.

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d.e. Employees may use Annual Leave for the illness of a child, parent, spouse, registered domestic partner, sibling, grandchild or grandparent ,family member as described in per Labor Code section 233 – child, parent, spouse, registered domestic partner, sibling, grandchild or grandparent. e. Medical examination by the City's examining physician may be requested by the department head, with the approval of the Human Resources Department, after prolonged, serious, or repetitious illness, injury, or major surgery. An employee's return to duty following illness or injury is subject to the approval of the Human Resources Department, based upon medical information supplied by the employee's physician and/or the City's examining physician.

Annual Leave may be used to supplement short and long term disability payments.

7.2.6 Annual Leave - Workers Compensation:

In the event that an employee files a Workers’ Compensation claim that is either in dispute or not accepted, that employee may access their available Annual Leave for the time they are disabled from duty.

Section 7.4 – Cash Out or Conversion of the Value of Annual Leave There are three situations described below when an employee may have their Annual Leave cashed out or converted to deferred compensation or their Retirement Health Savings Account (RHS) by the City. All Annual Leave cashed out or converted to deferred compensation or RHS in this section will be valued at employees’ base hourly rate of pay for employees in Tiers II, III and IV, and base hourly rate of pay plus the 3% Longevity Pay for employees in Tier I.

7.4.1 Maximum Accrualumulation of Annual Leave – Conversion above 584 Hours:

At the end of the last day of the last pay period that ends in each calendar year, if an employee has accrued more than 584 hours of Annual Leave, the Annual Leave hours in excess of 584 hours will be converted to the monetary equivalent as described in Section 7.4 and the employee shall have the following choice:
1) to have the dollar value placed in the Nationwide Retirement Healthcare Savings Account on the employee’s behalf; or
2) to have the dollar value placed in the employee’s deferred compensation account (set up per IRS code section 457) or Roth IRA up to the maximum permitted by law. Any employee who chooses this option must advise Human Resources no later than December 1 each year. If the employee does not advise the City of this option by December 1, the value of the excess Annual Leave will be placed in the employee’s RHS account.

For employees who have informed the City that they will be retiring at the end of the calendar year, they will have the option to allow the hours above 584 to be converted to the RHS or have the hours above 584 subject to section

7.4.2. 7.4.2 Annual Leave – Separation from the City:

Employees separating from the City have the following options regarding their service shall receive payment for 100% of accrued Annual Leave:.

1. Paid in cash: Employees can be paid (as taxable wages) for their accrued Annual Leave as described in Section 7.4.

DocuSign Envelope ID: 7225D161-C20F-4CD9-A3D8-5BC32D459311 CA\JR\09000.20500\1021895

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2. Deferred Compensation/Roth IRA: Alternatively, an eEmployees separating from City service for any reason (including retirement) may make an irrevocable advance election prior tobefore the first day of the month of separation to contribute the value of accrued Annual Leave remaining at separation to the employee’s deferred compensation account provided under the City’s 457(b) deferred compensation plan or Roth IRA. Contributions of Annual Leave to the 457(b) plan may not cause the employee to exceed the maximum annual deferral limitation for the year in which the contribution is made. If an employee chooses this optionelects to contribute Annual Leave to the 457(b) plan, any accrued Annual Leave that exceeds the maximum annual deferral limitations will be paid to the employee as a taxable cash payment.

1.3. Split between Cash and Deferred CompensaitonCompensation: Employees may alsoelect to receive any amount portion of the value of their accrued Annual Leave as taxable cash with the remainder going into their deferred compensation account or Roth IRA, up to the maximum amount permitted under the IRS Code.

7.4.3 Pay in Lieu of Annual Leave Cash Out(Buy Back):

Buy-Back Guidelines:

Members may make an advance irrevocable election each year to buy back Annual Leave that will be accrued in the following 12-month period (commencing with the first full pay period of the fiscal year and ending with the last full pay period of that fiscal year) (“Buy-Back Period”) by submitting an Annual Leave Buy-Back Request form during the last 15 days of June. Annual Leave buy back payments will be calculated at the employee’s base rate of pay as of the last full pay period of the Buy-Back Period. Notwithstanding anything in this MOU to the contrary, effective November 14, 2017, an employee’s base rate of pay shall not include Bilingual Pay (Section 11.3), Assignment Pay (Section 11.4), Certification Pay (Section 11.5) or Standby Pay (Section 11.6).

Upon the employee’s submission of an Annual Leave Buy-Back Request, the City will buy back Annual Leave after the close of the Buy-Back Period from the employee account subject to the following criteria:

Annual Leave Used
During The
Buy-Back Period
Min. Annual
Leave Remaining
After Buy-Back
Maximum
Buy-Back
40 Hours 80 Hours 120 Hours
60 Hours 80 Hours 140 Hours
80 Hours 80 Hours 160 Hours
Note: If an employee is out on extended Military Leave, the City will buy back up to 160 hours without the usual requirement that the employee have used Annual Leave hours during the Buy-Back Period.

Payment shall be made on the Friday after the pay day for the last full pay period of the Buy-Back Period. If an employee does not meet the requirements for a buy-back as outlined above as of the end of the Buy-Back Period, no buy-back payment will be made, provided that an employee meeting the requirements for a lower buy-back amount than elected by the employee will have his or her election automatically adjusted and will receive the corresponding lower buy-back payment. For example, if an employee submits an Annual Leave Buy-Back Request to buy back 140 hours of Annual Leave, but has only used 40 hours of Annual Leave during the Buy-Back Period, the employee’s election will be automatically adjusted to request a buy-back of 120 hours. Employees may not elect to buy back Annual Leave that has accrued during a previous Buy-Back Period. Employees must submit a new Annual Leave Buy-Back Request for each Buy-Back Period and failure to submit an Annual Leave Buy-Back Request will result in the employee being prohibited from buying back Annual Leave for that Buy-Back Period.

For Fiscal Year 21-22 employees will be able to cash out leave as provided for in the parties’ prior MOU. For the period of July 1, 2022 through December 31, 2022, employees may make an irrevocable election (by November 15, 2022) to cash out up to 80 hours of Annual Leave that will be earned between July 1, 2022 and December 31, 2022. The employee can elect to receive the cash out one week after the pay day for the pay period that includes December 1.

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On or before the pay period which includes December 15 (the first year being 2022) of each calendar year, an employee may make an irrevocable election to cash out up to 160 hours of Annual Leave that will be earned in the following calendar year. The employee can elect to receive the cash out in the one week after the pay day for the pay period that includes December 1.

In addition to the above, starting in calendar year 2022, an employee who has an “unforeseen emergency” (defined as an unanticipated emergency that is caused by an event beyond the control of the employee and that would result in severe financial hardship to the employee if early withdrawal were not permitted) shall be entitled to make a request to the Chief Talent Officer for a payoff of accrued Annual Leave. The amount of Annual Leave which may be cashed out is limited to the amount necessary to meet the emergency. If there is an unforeseen emergency, an employee can cash out Annual Leave at any time in the year than described above provided that the remaining balance is not reduced below eighty (80) hours.

7.4.4 Donating Annual Leave
Employees may donate annual leave to their fellow employees per requirements of the City’s Voluntary Donation of Annual Leave Policy.

7.4.5 Annual Leave – Tier I Employees:

For Tier I employees, cash out or donation of Annual Leave shall be at a rate that includes both their base rate and their Tier I Longevity Pay.Tier I employees Annual Leave calculation will include their base pay rate and their Tier I Longevity Pay combined.

ARTICLE __ – COMPASSIONATE LEAVE
Compassionate Leave: Paid leave for up to (5) days, not to exceed 40 hours, may be granted to a regular employee in the case of death in their family. For the purposes of clarification, family is defined as: spouse, parents (natural, adopted or step), legal guardians, siblings, children (natural, adopted or step), grandparents, grandchildren, current in-laws (brother, sister, mother, father, son, daughter or grandparents). Compassionate leave does not need to be used consecutively, but may be broken up over multiple, non-consecutive days, not to exceed six months after the death of the family member.

ARTICLE X - JURY DUTY AND WITNESS LEAVE
X.1 Jury Duty

1. An employee who is called for jury duty shall be compensated (as though they were working) for those hours of absence due to the jury duty that occurs during the employee’s regularly scheduled working hours.

Employees are required to provide documentation to Human Resources that they are on jury duty and once completed, provide documentation from the court that they have completed their jury duty service. This documentation is necessary for employees to receive pay for jury duty.

2. If a unit member is required to be absent from work to report for jury duty, the employee will notify their supervisor of the absence as soon as possible, including, a phone message the night before if the employee finds out via a phone recording that they must report the next day.

3. An employee on jury duty must either return to work after the jury service is done for the day if there are still four hours or more left on their shift or call in to their supervisor and ask to use leave to cover the rest of their shift.

4. An employee who is called to jury duty on a non-working day will not receive compensation or be authorized to change their schedule as a result of being called to jury duty.

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5. An employee who is scheduled for a swing or graveyard shift on a day they is called to jury service will be authorized to change their work hours in order to report to jury service under the same provisions of 1-3 above.

X.2 Witness Leave
Any employee who is required to serve as a witness pursuant to a lawful subpoena in any judicial or quasi-judicial proceeding in a manner related to City business shall be allowed time off without loss of pay to perform such duties.

All fees to which the employee is entitled by law for such services shall be paid (less transportation allowance, if any) to the City. Per California Labor Code Section 230(b), an employee shall be allowed time off without pay (unless approved Annual Leave is used) to appear at a matter outside the scope of their employment in which the employee is a party.

ARTICLE VIII – WORK SCHEDULES OVERTIME:

Section 8.1 - Overtime Authorization:

Section 8.1 – The Defined FLSA Workweek
The workweek for all members of the unit shall be 168 regularly recurring hours. For employees working a schedule other than the 9/80 or 3/12-4/12 work schedule, the workweek shall begin on Saturday at 12:00 a.m. and end at 11:59 p.m. the following Friday.

For employees working the 9/80 work schedule, each employee's designated FLSA workweek (168 hours in length) shall begin exactly four (4) hours after the start time of their eight (8) hour shift on the day of the week that corresponds with the employee's alternating regular day off.

Employees assigned to work the 3/12 – 4/12 work schedule are scheduled to work 84 hours per pay period. The FLSA workweek for these employees shall end exactly six (6) hours after the start time of the first shift in the employee’s workweek in which the employee is scheduled to work four consecutive shifts in the workweek.

Employees assigned to work the 7/12 work schedule are scheduled to work 84 hours per pay period. The FLSA workweek for these employees shall end exactly six (6) hours after the start time of the fourth shift in the employee’s workweek.

Section 8.2 – Work Schedules
The following types of work schedules exist for employees in the unit:
 A 5/40 schedule consists of a weekly work schedule of five (5) consecutive workdays of eight (8) consecutive hours each.
 A 9/80 schedule consists of alternate weeks of four (4) consecutive workdays of nine (9) consecutive hours each, followed by five (5) consecutive workdays, four of which consist of nine (9) consecutive hours each and one (1) day of eight (8) consecutive hours.
 A 4/10 schedule consists of a weekly work schedule of four (4) consecutive workdays of 10 consecutive hours each.
 A 2/12 – 2/8 schedule consists of a weekly work schedule of four consecutive work days, consisting of two (2) work shifts of 12-consecutive hours each shifts and two (2) work shifts of 8-consecutive hours shifts in the workweekeach. The four workdays are consecutive.
 A 3/12 – 4/12 schedule consists of alternate weeks of 3 consecutive workdays of 12 consecutive hours each, followed by 4 consecutive workdays of 12 consecutive hours each.

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 A 7/12 schedule consists of 7 consecutive work days of 12 consecutive hours each, followed by 7 consecutive days off.
 Where the term “consecutive hours” is used herein is may be inclusive or exclusive of a paid meal period depending on whether the classification receives a paid or unpaid meal period.

The City agrees to meet and confer with the Association regarding proposed changes to said workweek scheduling, prior to any change.A department head retains the right to make de minimis changes (3015 minutes or less change to start and end time) to the shift schedule (i.e., start and end time of an employee’s work shift), provided the employee is given at least ten (10) calendar days’ notice of such change. The intent of the parties is not to allow multiple de minimis changes to consistently push an employee’s start and end time forward or backward. Any other changes to an employee’s work schedule or shift schedule are subject to meet and confer. However, if an employee requests to have their work or shift schedule changed and their supervisor agrees, the Human Resources Department and the Association shall be notified prior to the schedule change and both must agree thereto. The Association agrees that if requested to meet and confer over a work or shift schedule change, it will do so promptly
The CityManagement may modify hours and/or working conditions, e.g., implementation of flexible working schedules, especially as it relates to exceptionally uncomfortable temperatures.

Article ___ Overtime
Section 8.31 - Overtime Authorization:

All employees shall receive overtime compensation paid at time and one-half for all approved overtime hours worked or deemed worked in excess of forty (40) hours worked in a seven (7) day work period.

Section 8.4 – Hours Worked
In determining whether an employee is eligible for overtime pay (i.e., have they worked more than 40 hours in their defined FLSA workweek), the City shall include the employee’s hours actual hours worked as well as all paid leaves of absence.  Holidays (listed in Article V)  Jury duty (pursuant to Administrative Policy 01400.208)  Compassionate leave (pursuant to Administrative Policy 01400.208)  Fatigue time (pursuant to Administrative Policy (01400.403.)  Association Representatives’ Activities (Section 3.2)  Training for Association Representatives (Section 3.3) The City agrees to compensate members eligible for overtime pay at the rate of time and one-half in addition to the regular day’s pay when a member must work on a holiday. In addition, effective the first full payroll period following November 14, 2017, members will be compensated overtime only for time worked in accordance with the standards and rules mandated under the Fair Labor Standards Act (“FLSA”) and not for time in paid status (e.g. no annual or other leave time or other paid time off shall be counted towards overtime eligibility, except as provided in 8.2 below). Tier I employee overtime pay rate calculation shall include the Tier I Longevity Pay.

Notwithstanding Section 8.1, effective the first full pay period following June 5, 2019, Public Safety Dispatchers will be compensated overtime for time in paid status (e.g., leave and other paid time off shall be counted towards overtime eligibility) if and only if an “emergency staffing level” is in effect, as documented in a memorandum from the Police Chief to the City Manager. For purposes of this Section 8.1(B), an emergency staffing level exists when the City employs less than twenty (20) full-time equivalent (FTE) Public Safety Dispatchers who are fully qualified to perform their job duties. No more than two (2) part time Public Safety Dispatchers shall be counted as one (1) FTE Public Safety Dispatcher for the purposes of this Section. To be fully qualified, the Public Safety Dispatcher must have completed the requisite training and be capable of operating police, fire, and EMD calls for service and radio, as determined by the Police Chief. For purposes of calculating the DocuSign Envelope ID: 7225D161-C20F-4CD9-A3D8-5BC32D459311 CA\JR\09000.20500\1021895

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number of FTE Public Safety Dispatchers, employees who are using Annual Leave pursuant to Article VII (other than Section

7.2.9) or are otherwise on short-term approved leaves, such as those listed in Section 8.2(A), shall be included. The City and CGEA agree to review and evaluate the necessity of this Section 8.1(B) when the term of this MOU expires as set forth in Section 12.1.

Section 8.5 – Calculation of Overtime
There are two types of overtime provided by the City:, MOU and FLSA overtime and MOU overtime.  FLSA overtime is overtime earned for actually working more than 40 hours in the employee’s defined FLSA workweek. FLSA overtime is paid at time and one-half the regular rate of pay as required by the FLSA.  MOU overtime is overtime that is earned when the employee’s actual work hours plus paid leaves exceed 40 hours in the defined FLSA workweek, but the employee has not actually worked in excess of 40 hours.  The regular rate of pay is determined by dividing the employee’s total remuneration earned for the workweek by

40. MOU overtime rate is determined by dividing the employee’s total remuneration earned for the workweek by 40, but does not include any sums an employee may receive for opting out of health insurance.

Section 8.2 – Exceptions:

A. Notwithstanding Section 8.1, for purposes of calculating overtime compensation for CGEA members eligible for overtime pay, the following paid time off will be included in determining the amount of time worked effective the first full payroll period following June 5, 2019:  Holidays (listed in Article V)  Jury duty (pursuant to Administrative Policy 01400.208)  Compassionate leave (pursuant to Administrative Policy 01400.208)  Fatigue time (pursuant to Administrative Policy (01400.403.)  Association Representatives’ Activities (Section 3.2)  Training for Association Representatives (Section 3.3) B. Notwithstanding Section 8.1, effective the first full pay period following June 5, 2019, Public Safety Dispatchers will be compensated overtime for time in paid status (e.g., leave and other paid time off shall be counted towards overtime eligibility) if and only if an “emergency staffing level” is in effect, as documented in a memorandum from the Police Chief to the City Manager. For purposes of this Section 8.1(B), an emergency staffing level exists when the City employs less than twenty (20) full-time equivalent (FTE) Public Safety Dispatchers who are fully qualified to perform their job duties. No more than two (2) part time Public Safety Dispatchers shall be counted as one (1) FTE Public Safety Dispatcher for the purposes of this Section. To be fully qualified, the Public Safety Dispatcher must have completed the requisite training and be capable of operating police, fire, and EMD calls for service and radio, as determined by the Police Chief. For purposes of calculating the number of FTE Public Safety Dispatchers, employees who are using Annual Leave pursuant to Article VII (other than Section 7.2.9) or are otherwise on shortterm approved leaves, such as those listed in Section 8.2(A), shall be included. The City and CGEA agree to review and evaluate the necessity of this Section 8.1(B) when the term of this MOU expires as set forth in Section 12.1.

C. The City and CGEA agree that the exceptions set forth in this Section 8.2 create a contractual right for the members of CGEA and shall not be subject to or governed by the FLSA.

Section 8.63 – Compensatory Time Off:

Employees working overtime shall receive either pay or compensatory time off (CTO), at the employee’s option. . Employees can request to receive either overtime pay or accrue compensatory time off, but the final decision to accrue compensatory time off is up to their department head. Employees can accumulate up to 120 hours of compensatory time. Once an employee has earned 120 hours of accumulated CTO, they cannot accumulate any additional CTO until their bank is below 120 hours. Any overtime worked when an employee has 120 hours of accumulated CTO will be paid to the employee and not banked as CTO.

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An employee wishing to use their accumulated CTO must provide reasonable notice to their supervisor. If reasonable notice is provided, the request will only be denied if the request is unduly disruptive to the operations of the employee’s department. The requirement to backfill on overtime behind an employee is not considered “unduly disruptive”. Reasonable notice is defined as at least two calendar weeks. If an employee wishes to use compensatory time without providing reasonable notice, the decision to grant or deny that request will be at the discretion of the employee’s supervisor.

Employees will be cashed out of any accumulated CTO at their then current regular rate of pay 1) each year on the first pay period of November (at which time, they will be continue to be able to accrue CTO up to 120 hours), 2) when they leave employment with the City, or 3) when they are promoted into a classification in the City that does not have CTO.

Effective the first full pay period following June 5, 2019, members of CGEA may elect, in lieu of overtime payment, to receive compensatory time off (CTO). CTO will be calculated by the Administrative Services Department at a rate of one and one-half hours for each hour for which overtime compensation is required, whether by contract or pursuant to the FLSA. CGEA and the City agree that the provision of CTO is a contractual right of the members of CGEA and shall not be subject to or governed by the FLSA.

CGEA members may accrue up to 120 hours of CTO (based upon 80 overtime hours) at any given time during the twelve (12) month period commencing on the first Friday after the first payroll pay date in November each year (“Effective Date”) and ending on the day before the anniversary of the Effective Date (“CTO Accrual Period”). Any overtime hours worked which would cause an employee’s CTO bank to exceed 120 hours at any given time during the CTO Accrual Period shall be paid as overtime compensation only and shall not be subject to conversion to CTO until such time that the employee’s CTO bank contains less than 120 hours. CTO balances shall be used or cashed out at the end of the CTO Accrual Period each year and will not carry over from one year to the next.

If a CGEA member elects to cash out accrued CTO, CTO payments will be calculated at the employee’s base rate of pay as of the last full pay period prior to payment. Upon termination of employment, a member will be paid for any accrued and unused CTO at the employee’s base rate of pay at the time of termination of employment.

Notwithstanding anything in this MOU to the contrary, effective June 5, 2019, for purposes of calculating payment to cash out accrued CTO, an employee’s base rate of pay shall not include Longevity Pay (Section 11.2(A)), Bilingual Pay (Section 11.3), Assignment Pay (Section 11.4), Certification Pay (Section 11.5), Standby Pay (Section 11.6) or Uniform Allowance (Section

11.7). Notwithstanding the foregoing, for Tier 1 employees, the employee’s base rate of pay shall include Tier 1 Longevity Pay.

A member of CGEA with accrued CTO hours shall be permitted to use such time in accordance with the same guidelines used for other approved leaves and / or absences by the employee’s department provided that an employee shall not be permitted to use more than 120 hours of CTO during each CTO Accrual Period. No minimum of hours shall be required to remain in the employee’s CTO bank in order for an employee to use accrued CTO hours.

Section 8.7 – Accurately Reporting Time Worked
Employees are required to accurately report all time worked on their time sheets. An employee may not work any time in addition to their regular work hours before or after work or on an unpaid meal break without first receiving approval in advance from their supervisor. Thus, all overtime requires advanced approval. In addition, since no supervisor is permitted to require an employee to work overtime without it being reported on their time sheet, if an employee works such time it will be recorded.

Unit members shall record hours worked in one-quarter (1/4) of an hour increments of time. This is illustrated by the following:
0-7 Minutes = No additional time should be recorded
8-22 Minutes = one quarter of an hour
23-37 Minutes = one-half of an hour
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38-52 Minutes = three quarters of an hour
53 Minutes – 1 hour and 7 Minutes = one-hour
For example, if an employee whose work schedule is 7:30 a.m. to 5:30 p.m. (with a one-hour unpaid lunch) works until 5:38 p.m., they would record 9.25 hours for the day.

ARTICLE IX - PROBATIONARY PERIOD:

Section 9.1 – Length of Probationary Period
The probationary period for all positions in the bargaining unit shall be one year. Employees on their initial hire probationary period are at-will employees. If an employee passes their probationary period, they shall become regular employees. If an employee is rejected from probation, they are not entitled a hearing to challenge the decision to reject them from probation, but may be entitled to a name clearing hearing, if applicable.

Employees promoted to a higher classification within CGEA shall be subject to a six-month probationary period. If an employee is rejected from probation having previously passed probation in the classification from which they promoted, they shall be entitled to return to their prior position if it is still not filled or to a comparable position (i.e., meets the minimum qualifications and is at or below the level of the employee’s prior position. If below, the employee will be Y-rated at the level of their prior position) if their prior position is no longer available.

Section 9.2 - Extension of Probation
An employee’s probationary period can be extended for three reasons:
1) The employee was on a leave of absence without pay for any workdays during probation. The employee’s probationary period shall may be extended for the number of workdays the employee was on the leave of absence without pay by providing the employee written notice of the extension prior to the expiration of probation. 2) The employee was unable to work due to an industrially caused injury or illness. The employee’s probationary period shall may be extended for the number of workdays the employee was unable to work due to the industrially caused injury or illness by providing the employee written notice of the extension prior to the expiration of probation.
3) Based on the discretion of the employee’s department head with the approval of the Human Resources Department, the employee’s probationary period may be extended up to six (6) months in three-month increments. If this decision is made, the City will inform the probationary employee in writing that their probation has been extended prior to expiration of any original or extended probation and will inform the employee of the new date upon which their probationary period will end.

Section 9.1 - Extension of Probation: Leave Without Pay or On-the-Job Injury:

The City agrees to modify its one-year probation for members who are on leave without pay during this period. Per Municipal Code Section 2.40.080, the probationary period shall be extended for the number of days that a member is on approved unpaid leave of absence or unable to work due to an on-the-job injury.

Section 9.2 - Extension of Probation: Department Head’s Discretion:

Per Municipal Code Section 2.40.080, a six (6) month extension to the probationary period may be granted to an employee at the discretion of the Department Head and the Human Resources Department.

Section 9.3 - Probation: Promoted Association Employees:

Employees promoted to a higher position within CGEA shall be subject to a six-month probationary period.

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ARTICLE X – REST AND MEAL PERIODS
Section X.1 Rest Periods
Employees shall be allowed but not required to take a rest period of fifteen (15) minutes during the first half of their shift and another rest period of fifteen (15) minutes during the second half of their shift.

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

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

Section X.2 Meal Periods
Employees are required to take a meal period of at least thirty (30) minutes or 60 minutes, each shift. The determination of which classifications have 30 minutes and which have 60 minutes shall be established through the meet and confer process. The time off for meal periods shall not extend beyond the employee’s designated meal period without supervisor approval.

1. Those employees who were receiving a paid meal period at the time of the approval of this MOU will continue to do so. For all other employees meal periods are unpaid. An employee with an unpaid meal period who is required unless an employee is required by their supervisor to work through their meal period shall be paid for such work.

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

ARTICLE X - COMPENSATION:

Section 10.1 - Salary Range and Merit Increases:

Effective the beginning of the pay period following City Council approval of this MOU, the City agrees to increase the base salary for each member of the bargaining unit as follows: For classifications that are 4.01% or more below the 60th percentile, half the amount necessary to get to the 60th percentile. For classifications that are 4.0% or less below the 60th percentile, these classifications will receive a 2% base salary increase. The percentile that will be used for Public Safety Dispatcher classifications is the 70th percentile.

Effective January 14, 2023, the City agrees to increase the base salary for each member of the bargaining unit as follows:

For classifications that were 4.01% or more below the 60th percentile, the other half of the amount necessary to reach the 60th percentile. For classifications that were 4.0% or less below the 60th percentile, these classifications will receive a 2% base salary increase. The Public Safety Dispatcher classifications will receive the other half of the amount necessary to reach the 70th percentile.

A spreadsheet with each of the base salary increases as described above for each classification is attached to this MOU as Attachment A.

Effective January 13, 2024, all employees in the bargaining unit will receive a 2.5% base salary increase.

Each classificationposition shall be assigned a salary range. The minimum time that an employee may advance within the assigned salary range is one (1) year, except that the City Manager, within their discretion may advance an employee sooner if it is determined that such advancement is appropriatefor meritorious reasons.

The City agrees that merit increases based upon annual performance evaluations shall be implemented based upon the employee's anniversary date. An employee whose receives an overall performance evaluation rating isof “Satisfactory “ or DocuSign Envelope ID: 7225D161-C20F-4CD9-A3D8-5BC32D459311 CA\JR\09000.20500\1021895

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better from his/her supervisor shall be advanced 5% each year up to the top of the classification’s position’s range. An employee who does not receive an evaluation within thirty (30) days of their anniversary date (i.e., the date the evaluation is due) will receive their merit increase effective the pay period including the employee’s anniversary date regardless of the evaluation rating on an evaluation received after that date. If the evaluation is provided within thirty (30) days of the employee’s anniversary date, if it is “Satisfactory” or better the merit increase will be effective the pay period including the employee’s anniversary date. If the overall performance evaluation rating is less than “Satisfactory”, the employee will not receive a merit increase.

Effective for employees promoted after City Council approval of this 2022-2024 MOU, an employee who is promoted within or out of the bargaining unit to a classification with a higher top of salary range, upon promotion, their performance evaluation date (i.e., the date they may be eligible for a merit increase) shall change to the effective date of the promotion.

Section 10.2 - Classifications Studies and Performance Evaluations:

Upon request, the City agrees to provide the Association with a quarterly report regarding the current status of all pending classification studies and performance evaluations for members of the Association. If the City undertakes a classification or compensation study for any represented class, a copy shall be provided to the CGEA.

Section 10.3 - Total Compensation / Benchmark Positions:

Prior to the start of each labor negotiations for a successor MOU, the City will conduct a total compensation survey to evaluate how certain benchmark classifications are paid in the marketplace. The marketplace are the agencies the City will survey. Those agencies are the cities of Anaheim, Fontana, Fullerton, Moreno Valley, Ontario, Orange, Pomona, Rancho Cucamonga, Riverside, and San Bernardino.

The total compensation survey is not binding on the City or the Association. Rather, it will be conducted to provide the parties with information related to how the surveyed agencies compensate the benchmark classifications. The parties acknowledge that marketplace compensation is a relevant factor in determining appropriate compensation for employees in the unit. However, compensation surveys have limited value as the elements of compensation and survey agencies chosen by the parties are not an exact science as to the best comparators. Rather, they are the parties’ agreement on comparison agencies and elements of compensation. Both parties are free to make proposals in their labor negotiations that are not tied to the results of the compensation survey.

The following are the elements of compensation that will be included in the total compensation survey:

1. Salary: Top Step or Top of Range Base Salary.

Medicare: The City’s payment of the employee’s portion of Medicare.

2. Retirement: A reduction from total compensation for the percentage of base salary that employees pay for their retirement. For example, if an employee pays the eight percent (8%) member contribution and 1.5% for cost sharing, the reduction will be 9.5% of base salary.

3. Retirement: Any agency-paid member contributions toward Retirement; and separately, if the agency-paid member contributions is reported to CalPERS as “Special Compensation”.

Retirement: Any other employer contributions to retirement plans, such as PARS or a 401k.

4. Benefits: The City’s contribution to Medical, Dental and Vision Insurance at the family (or employee +2) level.

5. Benefits: The City’s cost of life insurance provided to employees in the classification.

6. Deferred Compensation: Deferred Compensation provided to all members of a classification with or without the requirement for an employee to provide a matching or minimum contribution.

7. Longevity Pay – The highest amount available for employees with 10 years of service.

8. Bilingual Pay – The highest amount paid for bilingual pay.

9. Water Certifications – For benchmark classifications surveyed that require either a Water Treatment or Distribution Certification, pay provided for certifications that are minimally required for the job.

The City hereby modifies the salary policy of the City of Corona to define "prevailing rate" as "that average rate of pay for comparing agencies that takes into account the total compensation paid to or on behalf of the employee," DocuSign Envelope ID: 7225D161-C20F-4CD9-A3D8-5BC32D459311 CA\JR\09000.20500\1021895

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and is not just a comparison of salary only. The City and the Association agree that the definition of total compensation shall include the following: salary and wages, any social security benefits, retirement benefits, medical premiums, reimbursement programs for eligible expenses, life insurance premiums, short- and long-term disability premiums, uniform allowances, longevity pay, deferred compensation amounts paid by the City, state disability insurance premiums, and any other payments made by the City which may be agreed to at a later date by the City and the Association. The City and the Association agree to meet and confer regarding "benchmark" positions and "comparative" cities prior to the end of this agreement.

The City will utilize benchmark positions from a cross-section of the bargaining unit. Those benchmarks and internal relationships, as well as the City’s last compensation survey, are attached to this MOU as exhibit XX. The parties agree that if either side wishes to modify the benchmark positions or internal relationships, the other side will agree to promptly meet and confer. Benchmark positions for survey purposes are: Accountant, Administrative Assistant, Animal Control Officer I, Animal Control Officer II, Associate Engineer, Associate Planner, Building Inspector I, Building Inspector II, Buyer, Code Enforcement Officer, Engineering Technician, Fleet Services Technician, Information Technology Technician, Librarian, Maintenance Technician II, Park Maintenance Worker, Police Records Technician II, Public Safety Dispatcher II, Senior Office Assistant, Source Control Inspector, Street Maintenance Worker, and Utilities Service Worker II.

The cities to be surveyed are: Anaheim, Fontana, Fullerton, Moreno Valley, Ontario, Orange, Pomona, Rancho Cucamonga, Riverside, and San Bernardino.

ARTICLE XI - ADDITIONALSPECIAL COMPENSATION:

Section 11.1 - Shift Differential Pay:

Shift differential pay is available to employees as described in this section who work in classifications that are shift workers. This means their classification works shifts that cover 24 hours a day seven (7) days a week.

11.1.1 Classifications Eligible for Shift Differential Pay Employees In the following classification shall receive shift differential pay subject to the exceptions provided below the list:

Animal Control Officer I & II
Building Facilities Maintenance Technician I/II/III
Community Service Officer I & II – Maintenance Services Facilities Maintenance Technician I & II FLEX
Jailer
Lead Facilities Maintenance Technician
Lead Utility Maintenance Technician
Lead Water Operator
Lead Water Reclamation Operator
Maintenance Technician I/II/III FLEX
Police Records Technician I & II
Public Safety Dispatcher I &/ II FLEX
Senior Public Safety Dispatcher
Senior Utility Maintenance Technician
Senior Utility Service Worker
SCADA Maintenance Technician III
Senior Water Operator
Senior Water Reclamations Facility Operator
Utility Maintenance Technician I & II FLEX
Utilityies Service Worker I & II/II/III FLEX
Water Maintenance Technician I & II FLEX
Water Operator I/II/III FLEX
Water Reclamation Operator I/II/III FLEX
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11.1.2 Definition of Shifts

1. Swing shift – a shift that begins between 12:00 p.m. and 4:59 p.m.

2. Graveyard shift a shift that begins between 5:00 p.m. and 4:59 a.m.

If an employee who is working a shift that does not qualify for shift differential is asked to work a part of the next shift in place of an employee who would receive shift differential, the hours worked will qualify for shift differential.

However, if that employee is just working additional hours on their shift (not as a replacement for an employee who would receive shift differential) those additional hours will not qualify for shift differential.

Similarly, if an employee working a shift that qualifies for shift differential is asked to work a part of the next shift in place of an employee who would not receive shift differential, the hours worked will not qualify for shift differential.

However, if that employee is just working additional hours on their shift (not as a replacement for an employee who would not receive shift differential) those additional hours will qualify for shift differential.

11.1.3 Pay for Swing and Graveyard Shift

1. Swing Shift: An employee shall receive shift differential pay of seven and one-half percent (7.5%) of base hourly rate for being assigned to work a swing shift.

2. Graveyard Shift: An employee shall receive shift differential pay of ten percent (10%) of base hourly rate for being assigned to work a graveyard shift.

The City agrees to pay the following classifications shift differential calculated on base pay:

Job Title
Animal Control Officer I & II
Building Facilities Maintenance Technician I/II/III – Maintenance Services Community Service Officer I & II Jailer
Lead Water Operator
Lead Water Reclamation Operator Maintenance Technician I/II/III FLEX Police Records Technician I & II Public Safety Dispatcher I/ II FLEX Senior Public Safety Dispatcher SCADA Maintenance Technician III Senior Water Operator
Senior Water Reclamations Facility Operator Utilities Service Worker I/II/III FLEX Water Maintenance Technician I & II FLEX Water Operator I/II/III FLEX Water Reclamation Operator I/II/III FLEX
Swing shift shall be defined as any shift that starts between the hours of 12:00 p.m. and 8:59 p.m. Graveyard shift shall be defined as any shift that starts between the hours of 9:00 p.m. and 4:59 a.m.

Positions listed as qualified shift workers, as defined above, shall have Shift Differential paid (Swing, 7.5% or Graveyard, 10%) based on where the employee’s actual work hours fall during each scheduled workday. Employees whose work shift extends into the time designated as either Swing or Graveyard will be paid shift differential only for those hours that extend into the shifts defined above.

Positions listed above are not automatically eligible for a shift differential. Only those positions which have regularly rotating shifts based on a 24 hour a day 7 day a week operation, or that are both on the list above and are authorized and designated as holding a shift differential assignment by their Department Head will be eligible.

Shift Differential Pay shall be included in the regular rate for the purposes of calculating overtime.

DocuSign Envelope ID: 7225D161-C20F-4CD9-A3D8-5BC32D459311 CA\JR\09000.20500\1021895

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In compliance with the California Public Employees’ Retirement System regulations and definition of Special Compensation (2 CCR §571), the monetary value of shift Differential shall be reported to CalPERS as compensation earnable or pensionable compensation Special Compensation. The parties agree that shift differential is described in per Title 2 CCR, Section 571(a)(4) and 571.1(b)(3) as a “Shift Differential” – a type of reportable special compensation. However, it is ultimately CalPERS who determines whether any form of pay is reportable special compensation.

Section 11.2 - Longevity Pay:

All CGEA Members:

In recognition of an employee’s unit member’s length of service to the City of Corona, an annual payment will be paid to employees members who qualify under the following schedule will receive one twenty-sixth (1/26th) of the following amounts paid biweekly as part of the regular payroll, as of September 1 of each year:

After five (5) years of full-timeregular service $500.00 After ten (10) years of full-timeregular service $700.00 After fifteen (15) years of full-timeregular
service
$800.00
After twenty (20) years of full-timeregular
service
$1,000.00
Years of full-time service are measured as of September 1 of each year.

Payment shall be made on a non-regular payroll day, when feasible, during the first half of the month of September and in all cases prior to the end of September.

In addition to the longevity benefit set forth above, Tier I members shall receive an additional three percent (3%) of base hourly rate for Longevity Pay paid biweekly as part of the regular payroll beginning with their fifthat 5 years of service and continuing, thereafter.

In compliance with the California Public Employees’ Retirement System regulations and definition of Special Compensation (2 CCR §571), the monetary value of Longevity Pay shall be reported to CalPERS as compensation earnable or pensionable compensation Special Compensation. The parties agree that shift differential is described in per Title 2 CCR, Section 571(a)(1) and 571.1(b)(1) as “Longevity Pay:” – a type of reportable special compensation. However, it is ultimately CalPERS who determines whether any form of pay is reportable special compensation. A. Tier I CGEA Members:

In addition to the Longevity Pay provided in Section 11.2(A) above, Tier I employees will also receive three percent (3%) over their base pay rate (“Tier I Longevity Pay”). All other salary calculations shall include the Tier I employees’ base pay rate and the Tier I Longevity Pay combined. Tier I Longevity Pay shall be included with the formula utilized for the purposes of calculating total compensation under PERS.

Section 11.3 - Bilingual Pay:

Effective the first full payroll period following November 14, 2017, the The City shall pay $189.58 per month to employees for Bbilingual pay. If an employee becomes eligible for bilingual pay for less than a full month, the monthly amount shall be pro-rated accordingly.program provides an increase of $189.58 per month for those members All unit employees are To be eligible to receive bilingual pay. employees must demonstrateing the ability to both understand and effectively communicate in a language other than English that the City Manager has determined is necessary for the effective or efficient operation of the City and the employee’s particular classification. The employee An employee receiving bilingual pay will be required to speak the alternate language in the course and scope of their employment and may be asked to assist in translating even if unrelated to their specific job duties.

If an employee is approved for bilingual pay for less than a full month, the monthly amount shall be pro-rated accordingly. For each language approved by the City Manager, the number of employees to be eligible will be determined by Management, and to become qualified an eTo receive bilingual pay Eemployees approved to receive bilingual pay must pass a certification DocuSign Envelope ID: 7225D161-C20F-4CD9-A3D8-5BC32D459311 CA\JR\09000.20500\1021895

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test (an oral conversational test) established and administered be certified by the Human Resources Department in Spanish and/or such other language the City has determined is desirable.after passing an oral conversational test established by Management. Effective January 1, 2022, employees must re-certify every three (3) years to be eligible to receive bilingual pay by passing the certification test.

In compliance with the California Public Employees’ Retirement System regulations and definition of Special Compensation (2 CCR §571), the monetary value of bilingual pay shall be reported to CalPERS as compensation earnable or pensionable compensation Special Compensation. The parties agree that this pay is described in per Title 2 CCR, Section 571(a)(4) and 571.1(b)(3) as ”Bilingual Pay” – a type of reportable special compensation. However, it is ultimately CalPERS who determines whether any form of pay is reportable special compensation.

Section 11.4 - Assignment Pay:

11.4 1 Library - Circulation in Charge & Librarian in Charge:

Librarians and Library SpecialistsAssistants shall receive a special compensation of five percent (5%) of base hourly rate of pay Assignment Pay over their base rate when assigned as Circulation in Charge or Librarian in Charge.

In compliance with the California Public Employees’ Retirement System regulations and definition of Special Compensation (2 CCR §571), the monetary value of this pay for Librarians and Library Specialists shall be reported to CalPERS as Special Compensation. The parties agree that this pay is described in Title 2 CCR, Section 571(a)(4) and 571.1(b)(3) as ”Library Reference Desk Premium” – a type of reportable special compensation. However, it is ultimately CalPERS who determines whether any form of pay is reportable special compensation.

11.4.2 Police Department - Animal Control Trainer:

Animal Control Officers assigned as trainers will be compensated an additional $50.00 for each thirty (30) days of training provided on a cumulative basis. There shall be no more than one trainer in Animal Control at any given time.

In compliance with the California Public Employees’ Retirement System regulations and definition of Special Compensation (2 CCR §571), the monetary value of this pay to Animal Control Officers shall be reported to CalPERS as Special Compensation. The parties agree that this pay is described in Title 2 CCR, Section 571(a)(4) and 571.1(b)(3) as ”Training Premium” – a type of reportable special compensation. However, it is ultimately CalPERS who determines whether any form of pay is reportable special compensation.

11.4.3 Police Department - Lead Animal Control Officer
Effective the first full payroll period following November 14, 2017, Animal Control Officer II’s shall receive Assignment Pay in the fixed amount of $219.17 per month when assigned as Lead Animal Control Officers., which Assignment Pay shall be in addition to and not included as part of the employee’s base rate of pay. If such assignment is for less than a full month, the monthly Assignment Ppay shall be pro-rated accordingly.

In compliance with the California Public Employees’ Retirement System regulations and definition of Special Compensation (2 CCR §571), the monetary value of this pay to Animal Control Officers II’s shall be reported to CalPERS as Special Compensation. The parties agree that this pay is described in Title 2 CCR, Section 571(a)(4) and 571.1(b)(3) as ”Lead Worker/Supervisor Premium” – a type of reportable special compensation. However, it is ultimately CalPERS who determines whether any form of pay is reportable special compensation.

11.4.4 Police Department – Lead Records Technicians:

Effective the first full payroll period following November 14, 2017, Police Records Technician II’s shall receive Assignment Pay in the fixed amount of $360.83 per month when assigned as Lead Records Technicians, which Assignment Pay shall be in addition to and not included as part of the employee’s base rate of pay. If such assignment is for less than a full month, the monthly Assignment Ppay shall be pro-rated accordingly.

In compliance with the California Public Employees’ Retirement System regulations and definition of Special Compensation (2 CCR §571), the monetary value of this pay to Police Records Technician II’s shall be reported to DocuSign Envelope ID: 7225D161-C20F-4CD9-A3D8-5BC32D459311 CA\JR\09000.20500\1021895

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CalPERS as Special Compensation. The parties agree that this pay is described in Title 2 CCR, Section 571(a)(4) and 571.1(b)(3) as ”Lead Worker/Supervisor Premium” – a type of reportable special compensation. However, it is ultimately CalPERS who determines whether any form of pay is reportable special compensation.

11.4.5 Police Department – Relief Dispatch Supervisors:

Effective the first full payroll period following November 14, 2017, Public Safety Dispatcher I/II Flex will receive Assignment Pay in the fixed amount of $484.17 per month when assigned as Relief Dispatch Supervisors, which Assignment Pay shall be in addition to and not included as part of the employee’s base rate of pay. If such assignment is for less than a full month, the monthly Assignment Ppay shall be pro- rated accordingly.

In compliance with the California Public Employees’ Retirement System regulations and definition of Special Compensation (2 CCR §571), the monetary value of this pay to Public Safety Dispatcher I/II Flex shall be reported to CalPERS as Special Compensation. The parties agree that this pay is described in Title 2 CCR, Section 571(a)(4) and 571.1(b)(3) as ”Lead Worker/Supervisor Premium” – a type of reportable special compensation. However, it is ultimately CalPERS who determines whether any form of pay is reportable special compensation.

11.4.6 Police Department - Training Officers:

Effective the first full payroll period following November 14, 2017, Community Service Officer I/II Flex, Jailers and Public Safety Dispatcher I/II Flex shall receive Assignment Pay in the fixed amount of $120.83 per month when assigned as Training Officers, which Assignment Pay shall be in addition to and not included as part of the employee’s base rate of pay. If such assignment is for less than a full month, the monthly Assignment pPay shall be pro-rated accordingly.

In compliance with the California Public Employees’ Retirement System regulations and definition of Special Compensation (2 CCR §571), the monetary value of this pay to Community Service Officer I/II Flex, Jailers and Public Safety Dispatcher I/II Flex shall be reported to CalPERS as Special Compensation. The parties agree that this pay is described in Title 2 CCR, Section 571(a)(4) and 571.1(b)(3) as ”Training Premium” – a type of reportable special compensation. However, it is ultimately CalPERS who determines whether any form of pay is reportable special compensation.

Section 11.5 - Certification Pay:

Employees shall be eligible for certification pay as follows: who have earned certain “cCertifications” is defined as any State issued documentation representing that the holder is recognized as haveing achieved a specified level of competency related to their classification for which the parties have agreed (as set forth in this section) the City within the designated position.

The City will pay Certification Pay. to eligible members of the Corona General Employees Association as follows:

11.5.1 California Registration as Professional Engineer:

The City shall agree to pay a member of the Association a one-time payment of $400.00 for having obtained a California State registration as Professional Engineer while a regular employee of the City, provided the registration is used to the benefit of the City and is not a requirement for the job position held by the employee.

11.5.2 Emergency Medical Dispatch Certification:

Effective the first full payroll period following November 14, 2017, Public Safety Dispatchers or other employees who have previously worked in Dispatch, and are approved by the Police Department to work in a Dispatch Capacity, and maintain an EMD Certification shall receive Certification Pay in the fixed amount of $242.08 per month while working in this capacity, which Certification Pay shall be in addition to and not included as part of the employee’s base rate of pay. If such assignment is for less than a full month, the monthly Certification Pay shall be pro-rated accordingly.

11.5.311.5.2 Department of Water and Power Employees:

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Effective the first full payroll period following June 5, 2019, Eemployees in the classifications listed below following positions shall receive Certification Pay in the fixed amount of $500.00 per month for earning a grade four (4) Wastewater Treatment Plant Operator certification. and Employees in these classifications shall receive $51,025.00 per month for earning a grade five (5) Wastewater Treatment Plant Operator Certification. These amounts are not cumulative. An employee who earns a grade five (5) certification will no longer receive pay for having previously earned the grade four (4) certification. These certifications are earned from the State of California’s Water Resources Control Board:  Water Reclamation Operator I FLEX  Water Reclamation Operator II FLEX  Water Reclamation Operator III FLEX  Lead Water Reclamation Operator Effective the first full payroll period following June 5, 2019, Eemployees in the classifications listed below following positions shall receive Certification Pay in the fixed amount of $500.00 per month for earning either a grade four (4) Water Distribution Operator certification or grade four (4) Water Treatment Operator Certification. An employee can be paid for only one grade four (4) certification. and Employees in these classifications shall receive $51,025.00 per month for earning a grade five (5) Water Treatment Operator certification earned from the State of California. These amounts are not cumulative. An employee who earns a grade five (5) certification will no longer receive pay for having previously earned either grade four (4) certification. :  Water Operator I FLEX  Water Operator II FLEX  Water Operator III FLEX  Lead Water Operator Effective the first full payroll period following June 5, 2019, eEmployees in the classifications listed below following positions shall receive Certification Pay in the fixed amount of $$500.00 per month for earning a grade four (4) Water Distribution Operator certification. and Employees in these classifications shall receive $51,025.00 per month for a grade five (5) Water Distribution Operator Certification earned from the State of California These amounts are not cumulative. An employee who earns a grade five (5) certification will no longer receive pay for having previously earned the grade four (4) certification.:  Utilitiesy Service Worker I / II FLEX  Utilities Service Worker II FLEX  Utilities Service Worker III FLEX  Senior Utilityies Service Worker  Utility Maintenance Technician I / II FLEX  Maintenance Technician II FLEX  Maintenance Technician III FLEX  Senior Utility Maintenance Technician  SCADA EngineerMaintenance Technician III  Lead Utility Maintenance Technician  Lead SCADA Maintenance Technician  Maintenance Planner Certification Pay provided pursuant to this Section 11.5.3 shall be in addition to and not included as part of an employee’s base rate of pay.

Employees in this section who earn a certification and become eligible to receive the pay shall receive a pro-rated amount (depending on when they earn the certification) in the first calendar month unless earned on the first day of the month. Similarly, when an employee leaves City employment or no longer maintains one of the certifications, they too should receive a pro-rated amount for the last month they either maintain the certification or are employed by the City unless that day is the last day of the month. If an assignment for which Certification Pay is applicable pursuant to this Section 11.5.3 is for less than a full month, the monthly Certification Pay shall be pro- DocuSign Envelope ID: 7225D161-C20F-4CD9-A3D8-5BC32D459311 CA\JR\09000.20500\1021895

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rated accordingly.

The City will not pay for tuition, books, transportation, and mileage for course work leading to additional receipt of the certifications described in this section, but .The City shall reimburse employees of the Department of Water and Power for the State certification fee and re-certification fee upon proof of the employee's successful completing the certifications described in this section.

In compliance with the California Public Employees’ Retirement System regulations and definition of Special Compensation (2 CCR §571), the monetary value of the certification pays in this section shall be reported to CalPERS as Special Compensation. The parties agree that this pay is described in Title 2 CCR, Section 571(a)(4) and 571.1(b)(3) as ”Water Certification Premium” – a type of reportable special compensation. However, it is ultimately CalPERS who determines whether any form of pay is reportable special compensation.

Section 11.611 - Working Out of Class Pay:

The City has established a policy whereby a member, when For operational reasons, employees may be assigned to work in a classification to perform the tasks of a with a higher salary range than their own classification if the employee concurs. If such an assignment is madehigher level position for more than forty (40) hours during the term of this MOU (whether consecutive or not), Memorandum (not necessarily consecutively) the employee shall be paid at the "first" step of the higher classification’sposition's salary range or five (5) percent (5%) more than the employee’s base actual compensation salary, whichever is greater, for the entire time served in the higher classificationposition, except that. However, in no case shall the salary paid to the employee working out of class be higher than "top" step of the classificationposition being worked.

Employees assigned to work out of class shall remain entitled to all benefits, including entitlement to overtime, per the CGEA MOU and their former position.

In compliance with the California Public Employees’ Retirement System regulations and definition of Special Compensation (2 CCR §571), the monetary value of pay for working out of class shall be reported to CalPERS as Special Compensation for classic members as defined under the Public Employees’ Pension Reform Act (PEPRA) of 2013. The parties agree that pay for working out of class is described in Title 2 CCR, Section 571(a)(3) as “Temporary Upgrade Pay” – a type of reportable special compensation. This pay is not reportable as special compensation for employees defined as “new members” under PEPRA.

However, it is ultimately CalPERS who determines whether any form of pay is reportable special compensation.

Section 11.76 - Standby Pay:

Being on standby means that an employee is required to promptly return to work after being called and be fit for duty and able to respond. Employees on standby are not permitted to drink alcohol or use any substance that will affect their ability to return to work. Being on standby does not constitute hours worked since employees are off-duty and permitted to engage in personal pursuits. However, since employees on standby are waiting to be engaged to work, the parties agree that employees are entitled to compensation as provided in this Section.

Employees on standby are required to respond to a phone call or text as quickly as possible, generally within a few minutes.

Upon responding, the employee will be instructed as to whether they are required to return to work (it is possible that the issue could be resolved by talking to the employee on the phone or using a computer to resolve the issue) and if so, will be informed of the location to which they must respond. Response time will generally be the employee’s normal commute time and any additional minimal time necessary to get ready to return to work. Some employees may, based on their department head’s discretion, be provided with a City vehicle while on standby. Unless the employee is provided a take home vehicle, the employee shall report to their normal work location to obtain a city vehicle prior to reporting for any “field work”.

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

Standby time is defined as any time an employee is assigned by management and when an employee is under such direction and control that he or she must respond to calls. Standby duty is defined as hours worked after the regular hours are completed and is not an extension or continuation of a regular shift.

The City agrees that all of the following Standby employees who physically respond to City locations to remedy problems DocuSign Envelope ID: 7225D161-C20F-4CD9-A3D8-5BC32D459311 CA\JR\09000.20500\1021895

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will be paid from the time the employee leaves home until he/she returns at current pay rate and for a minimum of two (2) hours for each incident requiring a round trip.

If a standby assignment is for less than a full week, the weekly Standby Pay shall be pro-rated accordingly.

The City Manager shall, pursuant to the exercise of the City’s management rights, approve and issue an administrative policy that sets forth the process for determining the number and types of positions to be assigned to standby duty as necessary for the effective and efficient operation of the City.

Outside of the City Manager’s rights noted in the prior paragraph, the City agrees to provide Standby Pay to CGEA members as follows:

11.7.1 Standby Pay – Employees Who Receive a Weekly Amount The employees listed below shall receive standby pay as described for being on standby for a week (seven (7) 24- hour periods). If one of thesea standby assignments is for less than a full week, the weekly Standby Pay shall be prorated accordingly. Employees other than those listed herein shall not be placed in a standby capacity.

If employees are contacted while on standby and required to respond back to work, they shall receive a minimum of two hours of pay, paid portal to portal. As such, the time is measured from the time the employee leaves their residence (or other location closer to the City if they are closer to the City) and returns to their residence (or other location closer to the City if the employee returns to a location closer to the City). In addition, assuming the time worked is overtime per Article __, the pay will be paid at overtime rates as described in Article.

Employees contacted on standby who not required to return to work will be paid for their actual time worked and will not receive the two-hour minimum.

1. The following employees shall receive four hundred dollars ($400) per week while on standby:
a. Department of Water & Power Employees: Employees in the classifications of Water Operator I/II/III Flex, Water Reclamation Operator I/II/III Flex, Lead Water Operator, Lead Water Reclamation Operator, Senior Utility Maintenance Technician, Lead Utility Technician, Maintenance Planner, Utility Maintenance Technician I/II Flex Maintenance Tech I/II/III Flex, Utility Service Worker I/II/III Flex, and Senior Water Resources Field RepresentativeTechnician and any other classification in the Department of Water and Power designated by the City Manager
b. Information Technology Department Employees
c. Community Services Department Employees
d. Public Works Department Employees
e. Community Development Department Employees: Employees in the classification of Code Enforcement Officer I/II

2. Employees in the classification of Forensic Technician working in the Police Department shall receive five hundred dollars ($500) per week while on standby

11.7.2 Standby Pay – Hourly Standby Pay

1. Animal Control Officers:

As directed by the Police Department, Animal Control Officers II’s can be required to be on standby. They shall be compensated for each six-hour standby period of Standby time, as directed by the Police Department, with two (2) hours at their base hourly rate of paystraight time, or 10 hours per sStandby day. If these employees are contacted while on standby and required to respond back to work, they shall receive a minimum of two hours of pay, paid portal to portal, Actual hours worked when called out while on Standby will be and paid at time and one-half of basethe applicable hourly rate of pay.

A Standby schedule shall be posted at the Animal Shelter and distributed to each Animal Control Officer IIofficer.

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11.6.1 Department of Water & Power Employees:

Effective the first full payroll period following June 5, 2019, the City will compensate the positions of Water Operator I/II/III Flex, Water Reclamation Operator I/II/III Flex, Lead Water Operator, Lead Water Reclamation Operator, Senior Maintenance Technician, Maintenance Planner, Maintenance Tech I/II/III Flex, Utility Service Worker I/II/III Flex, and Senior Water Resources Technician the fixed amount of $400 per week when assigned to Standby duty.

Additional Department of Water & Power classifications may be designated by the City Manager as eligible for standby pay pursuant to a side letter revision as authorized in Article XIII of this MOU. The City agrees to pay such employees assigned to Standby duty the fixed amount of $400 per week.

Standby employees physically responding to City of Corona locations to remedy problems will be paid portal-toportal at their current pay rate and for a minimum of 2 (two) hours for each incident requiring a roundtrip in accordance with Article VIII – Overtime of this MOU.

11.6.2 Information Technology Department Employees:

Effective the first full payroll period following June 5, 2019, the City will compensate the Information Technology Department employees the fixed amount of $400 per week when assigned to Standby duty.

11.6.3 Maintenance Services Department Employees:

Effective the first full payroll period following June 5, 2019, the City will compensate the Maintenance Services Department employees the fixed amount of $400 per week when assigned to Standby duty.

Standby employees physically responding to City of Corona locations to remedy problems will be paid portal-to portal at their current pay rate and for a minimum of 2 (two) hours for each incident requiring a roundtrip in accordance with Article VIII – Overtime of this MOU.

11.6.4 Police Department Employees:

Effective the first full payroll period following June 5, 2019, the City agrees to pay Forensic Technicians the fixed amount of $500 per week when assigned to Standby duty.

11.6.5 Public Works Department Employees:

Effective the first full payroll period following June 5, 2019, the City will compensate Public Works Department employees the fixed amount of $400 per week when assigned to Standby duty.

11.6.6 Community Development Department Employees:

Effective the first full payroll period following June 5, 2019, the City will compensate the position of Code Enforcement Officer I/II the fixed amount of $400 per week when assigned to Standby duty.

Standby-With-Vehicle Pay:

For those employees authorized by their department head to take home vehicles while on Standby, they shall be compensated when called to work at their appropriate rate of pay from the time they depart their residence until such time as they return to their residence.

2. Employees on Court Standby for Court:

The City agrees to compensate Employees in the classifications of Police Records Technicians, Community Service Officers, Public Safety Dispatchers, Jailers, and Forensic Technicians who are off-duty shall receive standby pay ofwith a minimum two (2) hours of Standby pay at their current hourly base rate of pay for each half of the court day (morning or afternoon) that they are required to be available to appear in court in connection with a work related matter. If eEmployees in these classifications are on Court Sstandby for court for both the morning and afternoon of the same day, they shall receive four (4) hours of Standby pay at their current base hourly rate.

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If employees are contacted while on standby and required to respond to court, they shall receive a minimum of two hours of pay, paid portal to portal. As such, the time is measured from the time the employee leaves their residence (or other location closer to the City if they are closer to the City) and returns to their residence (or other location closer to the City if the employee returns to a location closer to the City). The employee will receive the pay for the time worked (with a minimum of two hours) but will not also receive the standby pay for the same hours. For example, if an employee is on standby for both the morning and afternoon, they will receive the standby pay for the morning and the time worked for the afternoon.

Section 11.8 - Call Back
An employee called to work while off duty during hours that do not overlap their regular work hours shall be paid for all hours actually worked with a minimum of two (2) hours of paid at overtime ratesat time and one half the employee’s regular rate of pay, paid portal to portal. However, if the hours when the employee is called back overlap their regular work hours, they shall receive their regular pay for those hours and only receive overtime pay for the time that is not overlapping their regular work hours. If an employee is only required to communicate electronically and not report to work, they will be paid for their actual time worked if not de minimiseight (8) minutes or longer.

Section 11.97 - Uniforms Allowance:

Employees who are required to wear uniforms on duty will either be provided with uniforms or will be provided a uniform allowance as provided below. For those employees provided with uniforms through the City’s uniform provider (i.e., Cintas), cleaning the uniform will be the responsibility of the employeeof the City. All other employees shall be required to clean their uniforms. However, if the City determines that replacement of any uniforms is necessary, the City is responsible for providing the employee with a replacement uniform.

In compliance with the California Public Employees’ Retirement System regulations and definition of Special Compensation (2 CCR §571), for “classic members” as defined by the Public Employees’ Pension Reform Act of 2013, the monetary value of the purchase, rental or maintenance of the required uniforms shall be reported to CalPERS as Special Compensation. The parties agree that this pay is described in Title 2 CCR, Section 571(a)(5) as a “statutory item” – a type of reportable special compensation. However, it is ultimately CalPERS who determines whether any form of pay is reportable special compensation.

Section 11.9.1 – Employees Provided Uniforms
The City will provide eleven (11) sets of uniforms for Employees in classifications who are maintenance members assigned to Facilities Maintenance, Park Rangers, Fleet Services, Water, Water Reclamations, Street Maintenance, Park Maintenance, and Warehouse divisions shall be provided eleven (11) sets of uniforms, which shall be laundered by the City’s vendor.

All other CGEA classifications required to wear uniforms will receive seven (7) sets of uniforms. Animal Control Officers I and II. will receive $210.00 per quarter.

The City shall provide to all Employees in the classifications of Police Records Technicians, Public Safety Dispatchers, Jailers, Crime Prevention Specialist, Property and Evidence Technician, Rangemaster and Community Service Officers, at no cost to the employee, shall be provided with two (2)four (4) sets of pants/skirts and four (4) sets of shirts per year to be worn as uniforms while on duty status. Cleaning of such uniforms will be the responsibility of the employee while replacement of such uniforms as deemed necessary by the City will be the responsibility of the City.The employees shall also be provided an initial issue of 7 shirts and 7 pants.

Employees in aAll other CGEA classifications who required to wear uniforms will receive seven (7) sets of uniforms. Cleaning of such uniforms will be the responsibility of the employee while replacement of such uniforms as deemed necessary by the City will be the responsibility of the City.

For each classification who is provided with a uniform, the monetary value for the purchase, rental and/or maintenance of required clothing (which will be reported to CalPERS for classic members as described above) is set forth in Attachment B to this MOU. These amounts will be reviewed and adjusted annually as the amounts change.

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Section 11.9.2 – Uniform Allowance – Animal Control Officer, Animal Care Attendant and Jailer Employees in the classifications of Animal Control Officer, Animal Care Attendant and Jailer shall receive uniform allowance of eight hundred and forty dollars ($840.00) upon hire into these classifications. Upon completing one-year of employment in the classification, employees in these classifications shall receive thirty-two dollars and thirty-one cents ($32.31) per pay period for a uniform allowance. These employees are required to use their uniform allowance to clean their uniforms and purchase new uniforms if directed by their supervisor to replace an existing uniform.

Section 11.9.3 – Maternity Uniforms
Section 11.8 - Maternity Uniforms:

Upon request by an employee, the City shall provide maternity uniforms for employeesunit members who are otherwise entitled to receive uniforms.

Section 11.109 - Safety Shoes:

The City’s Safety Manager shall, by March 1 of each year, conduct a review of job duties for all classifications in the Association and issue a list of those job classifications eligible to receive safety shoes. The amount of money to be allocated to each eligible employee shall be determined by the Safety Manager as part of the annual review.Any unit employee required to wear safety boots/shoes shall be reimbursed up to $300 per calendar year for the purchase of safety boots/shoes.

Employees in classifications regularly assigned to standby duty shall be eligible for up to $600 in annual reimbursement. In lieu of reimbursement, employees can purchase up to $300/$600 of safety shoes or boots aton the City’s account at its contracted vendor.

Section 11.110 - Tools:

The City agrees to provide tools for any unit member All Ccity Eemployees working in classifications working as mechanics in Fleet Maintenance and Fire Apparatus Maintenance shall be provided with tools to perform their job.

Section 11.11 - Working Out of Class:

The City has established a policy whereby a member, when assigned to perform the tasks of a higher level position for more than forty (40) hours during the term of this Memorandum (not necessarily consecutively) shall be paid at the "first" step of the higher position's salary range or five (5) percent more than base salary, whichever is greater, for the entire time served in the higher position, except that in no case shall the salary paid to the employee working out of class be higher than "top" step of the position being worked.

ARTICLE XII -– ENTIRE AGREEMENT AND SEVERABILITYPRIOR AND EXISTING CONDITIONS:

Section 12.1 - Entire Agreement:

This MOU supersedes all prior agreements, whether written or oral, unless expressly stated to the contrary herein, and constitutes the complete and entire agreement between the parties, and concludes collective bargaining for its term unless otherwise expressly provided herein.

Except as herein modified, there shall be no change in wages, hours, working conditions or previously agreed to rights, obligations and relationships expressed in any previous MOU and all rights, privileges, benefits and terms and conditions of employment and the obligations between the parties as of the date of the MOU which are not specifically set forth, shall remain in full force, unchanged and unaffected during the term of this agreement unless changed by mutual consent.

The parties agree that each has had full and unrestricted right and opportunity to make, advance and discuss all matters properly within the province of meeting and conferring. This Memorandum constitutes the full and complete agreement of the parties and there are no others, oral or written, except as herein contained. However, each party may seek the mutual cooperation of the other party in reopening meet and confer regarding wages, hours and other terms and conditions of employment.

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The City and the CGEA, for the duration of this MOU, each voluntarily and unqualifiedly waives the right, and each agrees that the other shall not be obligated, to bargain collectively with respect to any subject or matter covered in this MOU, including the impact of the City’s exercise of its rights as set forth herein on wages, hours or terms and conditions of employment. The parties acknowledge that there may be terms and conditions of employment not specifically included in this MOU, that may qualify as a past practice. If such past practices exist, notwithstanding the provision above, they cannot be changed without completing the meet and confer process. This section does not waive the right to bargain over any subject or matter not covered in this MOU which is a mandatory subject of bargaining.

Except as herein modified, there shall be no change in wages, hours, working conditions or previously agreed to rights, obligations and relationships expressed in any previous MOU and all rights, privileges, benefits and terms and conditions of employment and the obligations between the parties as of the date of the MOU which are not specifically set forth, shall remain in full force, unchanged and unaffected during the term of this agreement unless changed by mutual consent.

Section 12.2 - Severability:

If any provision of this MOU is deemed by a court of competent jurisdiction to be illegal or otherwise unenforceable, the remaining provisions of this MOU shall remain in full force and effect. In the event of such invalidation, the City and the Association shall meet and confer in good faith concerning such invalidation.

If any Article or Section of this agreement, or any addition thereto, should be held invalid by operation of law, or by any tribunal or office of competent jurisdiction, or if compliance with or enforcement of any Article or Section should be restrained by such tribunal or office, the remainder of this agreement shall not be affected thereby, and the parties shall enter into immediate negotiations for the purpose of arriving at a mutually satisfactory replacement for such Article or Section.

The parties agree that each has had full and unrestricted right and opportunity to make, advance and discuss all matters properly within the province of meeting and conferring. This Memorandum constitutes the full and complete agreement of the parties and there are no others, oral or written, except as herein contained. However, each party may seek the mutual cooperation of the other party in reopening meet and confer regarding wages, hours and other terms and conditions of employment. The matters contained within this Memorandum will be effective upon acceptance by the City Council unless otherwise noted herein.

Section 12.1 – Term of MOU:

The City and CGEA agree that the term of this MOU shall be from June 5, 2019 to June 30, 2021. In the event agreement is not made for a new MOU prior to June 30, 2021, the provisions of this MOU shall remain in force until the successor MOU is approved.

Section 12.2 - Work Schedules:

The City and the Association have agreed to implement a forty-hour, five-day work schedule for Association employees, subject to exceptions approved by the City Manager. Further, the City agrees to meet and confer with the Association regarding proposed changes to said workweek scheduling, prior to any change.

Management may modify hours and/or working conditions, e.g., implementation of flexible working schedules, especially as it relates to exceptionally uncomfortable temperatures.

Section 12.3 –Additional One-Time Payments:

A. One-Time Payments.

As an inducement for CGEA to enter into this MOU, the City agrees to pay all members of CGEA the following additional onetime payments, which shall not be pensionable compensation:

All members of CGEA who are employed by the City on June 5, 2019, excluding employees who have separated from the City on or prior to June 5, 2019 but remain in paid status while the employee’s accrued Annual Leave is being exhausted, shall receive a one-time separate payment equal to Three Thousand Two Hundred Dollars ($3,200.00) on or before June 7, DocuSign Envelope ID: 7225D161-C20F-4CD9-A3D8-5BC32D459311 CA\JR\09000.20500\1021895

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2019.

All members of CGEA who are employed by the City on January 1, 2020, excluding employees who have separated from the City on or prior to January 1, 2020 but remain in paid status while the employee’s accrued Annual Leave is being exhausted, shall receive a one-time separate payment equal to Three Thousand One Hundred Dollars ($3,100.00) on or before January 3, 2020.

All members of CGEA who are employed by the City on July 1, 2020, excluding employees who have separated from the City on or prior to July 1, 2020 but remain in paid status while the employee’s accrued Annual Leave is being exhausted, shall receive a one-time separate payment equal to Three Thousand Dollars ($3,000.00) on or before July 3, 2020.

No “Roll-Up” Effect.

The one-time payments provided pursuant to Section 12.3(A) above shall not be included in an employee’s base rate of pay for purposes of calculating Holiday pay (Article V), Overtime (Section 8.1), Compensatory Time (Section 8.3), Tier I Longevity Pay (Section 11.2), Shift Differential Pay (Section 11.1), Bilingual Pay (Section 11.3), Assignment Pay (Section 11.4), Certification Pay (Section 11.5), Standby Pay (Section 11.6), Annual Leave buy back (Section 7.2.11), or any other form of additional or special compensation provided in this MOU.

ARTICLE XIII - AGREEMENT TO MAINTAIN A “LIVING DOCUMENT”:

The parties recognize that revisions to this MOU may be desirable during the term of the MOU. Accordingly, upon mutual agreement, in writing, the parties may revise the MOU as provided herein. The City Manager may approve revisions to the MOU on behalf of the City in the areas specified below, provided that any funds required to implement the revision(s) are within existing budget allocations. All other revisions must be approved by the City Council.

1. Access to, and use of, City facilities to the extent such use or access is consistent with the City Manager's general authority to grant access or use to City facilities;

2. Disciplinary and grievance procedures, so long as the revisions are consistent with the disciplinary and grievance procedures set forth in the Municipal Code or in resolutions or other documents approved by the City Council;

3. Employee Training, excluding adjustments in the amount of hours available for Association training;

4. Tuition Reimbursement policies, excluding changes to the Plan approved by the City Council or to the maximum allowable reimbursement amount;

5. Layoff procedures, excluding the establishment of, or changes in existing provisions for, severance pay and benefits;

6. Determination of classifications eligible for shift differential pay, stand by pay, hazard pay, call out pay, assignment pay, uniform allowance and other special or premium pay components (note that this excludes adjustments to pay amounts, accrual amounts, usage requirements, and buy-back or cash-out amounts);

7. Changes in classifications, including reclassifications;

8. Procedures and standards for performance evaluations;

9. Out-of-class assignments;

10. Maintenance of classification list for “job families”; and

11. CGEA positions listed in the City classification library.

The parties agree that revisions made under this section do not signify a reopener of the MOU, nor do they require a formal meet and confer process. In addition, the parties agree that nothing stated herein shall be used to limit or diminish the City's management rights as otherwise stated in this MOU, the municipal code, or other relevant provisions of state or local laws, rules or regulations.

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ARTICLE XIV - MANAGEMENT RIGHTS:

The City retains all its exclusive rights and authority under State law, and expressly and exclusively retains its management rights, which include, but are not limited to, the exclusive right to determine the mission of its constituents, departments, commissions, and boards; set standards and levels of service; determine the procedures and standards of selection for employment and promotions; direct its employees; establish and enforce dress and grooming standards; determine the means and methods to relieve its employees from duty because of lack of work or other lawful reasons; maintain the efficiency of governmental operations; determine the methods, means and numbers and kinds of personnel by which governmental operations are to be conducted (including the creation of any classifications to be added to this bargaining unit); determine the content and intent of job classifications; changes in classifications, including reclassifications, maintenance of classification list for “job families”; determine methods of financing; determine style and/or types of City issued wearing apparel, equipment or technology to be used; determine and/or change facilities, methods, technology, means, organizational structure and size and composition of the work force and allocate and assign work by which the City operations are to be conducted; determine and change the number of locations, relocations and types of operations, processes and materials to be used in carrying out all City functions, including, but not limited to, the right to contract for or subcontract any work or operations of the City; to assign work and schedule employees in accordance with requirements as determined by the City and to establish and change work schedules and assignments upon reasonable notice; establish and modify productivity and performance programs and standards; discharge, suspend, demote, reprimand, withhold salary increases and benefits, or otherwise discipline employees in accordance with applicable law; establish employee performance standards, including, but not limited to, quality and quantity standards, and to require compliance therewith; take all necessary actions to carry out its mission in emergencies; and exercise complete control and discretion over its organization and the technology of performing its work.

In addition to the foregoing, the parties agree that the City may demand to meet and confer over the subject of furloughs.

The exercise by the City through its Council and management representatives of its rights hereunder shall not, in any way, directly or indirectly, be subject to the grievance procedure.

Except in emergencies, or where the City is required to make changes in its operations because of the requirements of law, whenever the exercise of management's rights shall impact employees of the Association in their wages, hours or other conditions of employment, the City agrees to meet and confer with representatives of the Associationunion regarding the impact of the exercise of such rights, unless the matter of the exercise of such rights is provided for in this Memorandum of Understanding (MOU) or in personnel rules and salary resolutions. By agreeing to meet and confer with the AssociationUnion as to the impact of the exercise and of the foregoing City rights, management's discretion in the exercise of these rights shall not be diminished.

ARTICLE XV – NO STRIKE/LOCKOUT/CONCERTED ACTION
The parties to this MOU recognize their mutual responsibility to provide the citizens uninterrupted municipal services.

During the term of the MOU no employee of the Unit shall instigate, participate, afford leadership to a strike against the City, or engage in any form of concerted action to withhold service from the City. During the term of the MOU, the City will not lockout any member of the unit from coming to work during their regularly scheduled hours.

Article – NON-DISCRIMINATION
The parties mutually reaffirm their respective policies of non-discrimination in the treatment of any employee because of race, religion, sexual orientation, medical condition, gender, gender identity, gender expression, color, sex, age, disability, national origin, ancestry, or any other protected classification recognized by the law.

ARTICLE __GRIEVANCE PROCEDURE
The Grievance Procedure is establishedpurpose of this Section is to provide a uniform and consistent processguide for the fair, and expeditious resolution and orderly adjustment of grievances.

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A. Procedures shall include the following:Definition of a Grievance An employee who has a justifiable request or complaint shall discuss the complaint with the immediate supervisor in an attempt to resolve the matter.
"A Grievance" is defined as "an written allegation by one or more an employee or the CGEA covered by a Memorandum of Understanding that there has been a misinterpretation, misapplication or violation by management of that the MOU, or existing rules, regulations or past practices that relate to wages, hours and working conditions.Memorandum of Understanding," which has not been settled as a result of the discussions required in (1) above.

1. Rights which are inherent in the City Council and the City Manager by virtue of statute and federal or state administrative regulations cannot be subject to any grievance or arbitration proceedings.

The filing or pendency of a grievance, under the provisions of this procedure shall in no way operate to impede, delay or interfere with the right of the City to take the action complained of, subject however, to the final decision on the grievance.

B. Steps in the Grievance Processsteps shall be:

1. First Step One Stage Informal Step - (Immediate Supervisor) – Informal Resolution If Filed By Employee a. An employee(s) who believes that they have grievance related to their rights under the MOU feels himself aggrieved, under this policy must should present the grievance matter to theirhis immediate supervisor, orally. If the Association is the grievant, it shall submit the grievance at step 2 as provided below in step 2.

The grievance claim of violation must be presented to the supervisor within five (5) workdays assigned duty shifts, of the occurrence giving rise to the grievance or the time within which the grievant knew or should have known of the occurrence. date that the employee became reasonably aware of the violation; eEmployees may present grievances informally at step 1 without a CGEAunion representative. b. The supervisor will investigate the employee's alleged grievance, ation and attempt to resolve itthe complaint and will respond to the employee within three (3) of the employee’s workdaysassigned duty shifts.

2. Second Formal Grievance - Step Two One Stage (Department Head) – Employee or Association a. If the grievant is an employee and is not satisfied that the grievance was resolved at step 1 tTThe employee or theirhis representative shall present the grievance in writing to their Department Head within five (5) workdays 180 60 days of the event giving rise to the grievance. of the response from the supervisor at step 1. If the supervisor (at step 1) does not respond to the employee within three (3) of the employee’s workdays, the employee must present their grievance within eight (8) workdays of the meeting with their supervisor.

The grievance must state the nature of the grievance (e.g., Article and Section of the MOU alleged to be violated) and provide as much narrative as possible as to why the employee believes their rights (under the MOU) have been violated. will reduce the grievance to written form and present it to the Employee Relations Division.

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b. If the Association is the grievant, the written grievance must be submitted within five (5) workdays of the date of the occurrence giving rise to the grievance or the time within which the Association knew or should have known of the occurrence. The grievance will be filed on the form provided citing the specific violation of the Memorandum of Understanding and must be filed within five assigned duty shifts. b. Within seven (7) calendar days of the submission of the grievancepetition, the Department Head, or his designee, shall meet with the grievant and the grievant's representative, if any. Within No later than seven (7) days of the meeting, thereafter, following consultation with the Employee Relations Division, the Department Head or designee shall providerender a written decision regarding the grievance and send it disposition to the grievant.

3. Formal Step Three Two- Chief Talent Officer
a. If the grievant is not satisfied with the decision of the Department Head, that the grievance was resolved at step 2, the employee grievant or their representative shall present the grievance in writing to the Chief Talent Officer within five (5) workdays 15 calendar days of the response from the Department Head at step 2. b. Within ten (10) calendar days of the presentation of the grievance at step 3, the Chief Talent Officer and, if necessary, other City representatives, will meet with the grievant and the grievant’s representatives to discuss the grievance. The meeting will take place during regular City Hall business hours at a mutually agreeable time.

If the grievance is not resolved at the meeting at step 3, the The Chief Talent Officer shall, within ten (10) calendar days provide a written decision regarding the grievance and send it to the grievant

3. Formal Step Three - (Advisory Arbitration)
a. If the grievance has not been resolved in the foregoing steps, the grievant or the grievant's representative shall advise the Chief Talent Officer in writing within fifteen (15) calendar days following receipt of the written decision from the Chief Talent Officer that the matter is being appealed to advisory arbitration. b. The Chief Talent Officer, within ten (10) calendar days, will request a list of seven arbitrators from the office of State Mediation and Conciliation and the parties will either mutually select an arbitrator or exercise an alternate striking process of the names on the list provided by SMCS with the parties flipping a coin as to which party will make the first strike. .
c. The arbitrator will conduct an arbitration in such manner as they deem appropriate, provided however, each party shall have the right to make opening statements, examine and cross examine witnesses and introduce evidence.
d. Within 45 days of conclusion of the arbitration, the arbitrator will issue an advisory recommendation to the City Manager and the parties.

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e. The City and the grievant shall share equally the costs of the arbitrator and the court reporter. Each party shall bear their own costs of representation and shall pay the cost of transcripts, if desired.
f. The City Manager will issue their final decision on the grievance within twenty (20) days of receipt of the advisory recommendation of the arbitrator. g. The grievant has the right to appeal the City Manager’s decision in accordance with California Code of Civil Procedure section 1094.6 that provides a 90-day statute of limitations.

3. Third Formal Three Stage (Employee Relations)
a. a. Failing to resolve the grievance at the Second Stage, the grievant will submit a written request for review within five assigned duty shifts following the date of disposition by the Department Head. The Employee Relations Officer will schedule a meeting with the grievant or his representative at a time and place mutually agreeable to the parties. The meeting will be held consistent with the following procedure:grievant 15 calendar days Chief Talent Officer
b. TThe Employee Relations Officer will furnish the grievant a written record of the grievance disposition within ten days of the grievance meeting. (i) The representatives of the City and the grievant and grievant's representative will meet and confer on matters of interest upon written request of either party. This written request will state the nature of the matter to be discussed and the reason(s) for requesting the meeting. Discussion shall be limited to matters set forth in the request, but these meetings will not be used to renegotiate rules, policy or regulations.
(ii) The meeting shall be held within ten calendar days of the receipt of this written request and shall be held during normal working hours at a time and place mutually agreeable to the management and employees.

4. Formal FourFourth Stage (City Council)
a. If the grievance has not been resolved in the foregoing steps, the grievant or the grievant's representative shall advise the Employee Relations Officer in writing within fifteen calendar days following receipt of his disposition and advise the City Clerk that the matter is being referred to the City Council.
b. The City Clerk will set the matter for hearing before City Council or its Hearing Officer in not less than ten or more than thirty calendar days with representatives of the union. h. The decision of the City Council will be forwarded to the grievant within ten days of the conclusion of the hearing.

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CB. Rules regarding the Grievance Pprocedures shall include the following:

1. No employee shall be subject to any adverse actions or consequences for coercion or disciplinary action for discussing a request or complaint with this immediate supervisor, or for good faith filing of a grievance in good faithpetition.

2. A grievantn employee is entitled to representation in the preparation and presentation of a grievance at any step in the grievance procedure.

3. Grievance Petition Form - Ali second stage grievances will be submitted to the Employee Relations Division on the prescribed form. No grievance petition shall be accepted for second stage processing until the form is complete.

4.3. Presentation - Ali gGrievances petitions shall must be filed as described in the steps. Unless there is an agreement in writing to extend any of the time timelines, if the grievance is not timely filed, it shall be deemed to be either untimely or abandonedwithin five assigned duty shifts after the supervisor's response; otherwise, the right to file a grievance petition is waived and no grievance shall be deemed to exist.

5. Resolution - Any grievance petitions which are resolved at any step of the grievance procedure shall be final and binding on the City and the grievant.

6.4. Consolidation - Grievances petitions involving the same or similar issues, filed by employees in the same representation unit, may be consolidated for presentation at the discretion of the CityEmployee Relations Division.

7.5. Withdrawal - Any grievance petition may be withdrawn by the grievant at any time., without prejudice.

8. Time Limits - Grievance petitions shall be processed from one step to the next step within the time limit prescribed in each of the steps. Any grievance for which a disposition is not made at any step within the time limit prescribed, or any extension which may be agreed to, may be referred to the next step in the grievance procedure, the time to run from the date when time for disposition expired.

9. Resubmission - Upon consent of the Employee Relations office and the grievant, a petition may be resubmitted to a lower step in the procedure for reconsideration.

10. Extension of Time - The time limits within which action must be taken or a decision made as specified in this policy, except for the City Council's action, may be extended by written consent of the grievant and the Employee Relations Officer.

6. Waiver - Any step or steps in this grievance procedure can be waived by agreement between consent of both the grievant and the City Manager or their designee Employee Relations Officer.

11. This grievance procedure is the sole and exclusive method for alleging a violation, misinterpretation or misapplication of any provision of this MOU.

Section 6.2 Construction
This Policy shall be administered and construed as follows:

A Nothing in this Policy shall be construed to deny to any person, employee, organization, the City or any authorized officer, body or other representative of the City, the rights, powers and authority granted by federal or state law.

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B. This Policy shall be interpreted so as to carry out its purposes as set forth in Article I.

C. Nothing in this Policy shall be construed as making the provisions of California Labor Code Section 923 applicable to City employees or employee organizations, or of giving employees or employee organizations the right to participate in, support, cooperate or encourage, directly or indirectly, any strike, sickout, other total or partial stoppage or slowdown of work, or any unlawful concerted action whatsoever. In the event employees engage in such actions, they shall subject themselves to discipline up to and including termination and may be deemed to have abandoned their employment; and employee organizations may thereby forfeit all rights accorded them under this Policy and other City law for a period up to one year from commencement of such activity.

ARTICLE __ - DISCIPLINE
Although probationary employees may be rejected from probation for any lawful reason, once an employee passes their probationary period, they shall only be subjected to discipline resulting in the loss of pay (defined as termination, demotion, suspension, or reduction in pay). if the City can support its position by a preponderance of the evidence. Such disciplinary action will be subject to the pre-action process described in paragraph A below and the disciplinary appeal process in paragraph B below.

Written reprimands, counseling memos and written warnings are not subject to the pre-action process and may not be appealed. However, an employee may submit a written response (within 30 calendar days of receipt of the document) to receiving any of these documents. The employee’s response shall be attached to the document in the employee’s personnel file.

Section __.1 - Pre-Action Due Process for Discipline Resulting in Loss of Pay (e.g., Termination, Demotion, Suspension, Reduction in Pay)
Prior to being subject to any discipline that results in the loss of pay, an employee will first be served with a notice of intent to discipline by their supervisor, manager or department head. This document will set forth the grounds for discipline, the facts supporting the grounds and all evidence to which the employee is entitled by law. The notice of intent to discipline will also advise the employee of any prior discipline which the City representative issuing the notice believes is relevant to the current discipline. In addition, the notice of intent will advise the employee of their right to respond to the proposed discipline either in writing or orally at a meeting. If the employee does not respond within the time limits, the discipline will be imposed.

If the employee chooses to respond in writing, they must insure their response is received by the representative who issued the notice of intent to discipline within seven (715) calendar days of receiving the notice of intent to discipline.

If the employee wishes to respond orally, they must call or writenotify the City representative who issued the notice of intent to discipline within seven (7) 15 calendar days of receiving the notice of intent to discipline informing the representative that they wish to have an oral response. The City representative will advise the employee when the meeting (known as a Skelly meeting) will take place.

At the Skelly meeting (assuming the employee wants to respond orally) the employee has the right to be represented.

The Skelly meeting is not a hearing. It is an opportunity for the employee and/or their representative to respond to the notice of intent to discipline. The employee may be represented at the Skelly meeting by a representative of their choice.

The City representative who will hear the response may or may not be the person who issued the notice of intent to discipline shall be the department head or Chief Talent Officer. The decision will either be to impose the proposed discipline, impose no discipline or to impose a lesser discipline. The City representative hearing the response does not have authority to impose discipline that is greater than that which was proposed.

If the discipline is imposed or if it is reduced but there is still some discipline imposed, the City representative shall issue a notice of discipline. Like the notice of intent, the notice of discipline shall set forth the grounds, and facts supporting the discipline as well as any prior discipline relied on by the City representative in imposing the discipline.

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The notice of discipline will also set forth the employee’s appeal rights advising the employee that if they wish to appeal the discipline, they must do so in writing by serving a notice of appeal to the Chief Talent Officer within seven (7)15 calendar days.

The Notice of Discipline will set forth the effective date of the discipline.

Section __.2 - Appeal of Discipline Resulting in Loss of Pay – Advisory Arbitration If an employee desires to appeal a disciplinary action, they (or their representative) shall submit a written notice of appeal. A representative of the City shall contact either the employee or their identified representative within ten (10) calendar days of receipt of the notice of appeal to determine whether the parties can agree on an advisory arbitrator to hear the appeal. If the parties can agree, the representative for the City shall contact the agreed upon arbitrator to determine their availability for the hearing. If the parties cannot reach agreement on an arbitrator, the Chief Talent Officer or designee will send a letter to the State Mediation and Conciliation Service requesting a list of seven (7) arbitrators. Once the list is received, the representatives of the parties shall strike names until an arbitrator is chosen. The parties shall toss a coin to determine who shall strike the first name. Once the arbitrator is selected, the parties will contact the arbitrator to schedule a hearing.

During the hearing, the formal rules of evidence do not apply. The cost of the list of arbitrators, the arbitrator themselves, and the court reporter shall be split between the City and the Association unless the Association is not financially supporting the appeal by providing paid (i.e., non-city employee) representation for the employee. Once the arbitrator issues their advisory recommendation, they will submit it to the City Manager as well as both parties’ representatives.

The Arbitrator’s Decision: The arbitrator shall issue their advisory recommendation within thirty (30) calendar days from the conclusion of the hearing.

The City Manager’s Role: Within thirty-five days of receipt of the advisory arbitrator’s recommendation the City Manager shall issue and send their final written decision to the parties. The City Manager may accept, reject or modify the advisory arbitrator's recommendation or any part thereof. In no case, however, may the City Manager increase the penalty above that imposed by the department head. The City Manager's decision shall be final and binding. In reaching their decision, the City Manager shall review the advisory arbitrator's recommendation and the evidence, both documentary and testimonial, and arguments presented to the advisory arbitration.

Right to File In Court: The employee has the right to appeal the City Manager’s decision in accordance with California Code of Civil Procedure section 1094.6 that provides a 90-day statute of limitations.

ARTICLE XV – SIGNATURES:

DATE:
6/11/2019
Mitch Lansdell
Employee Relations Officer
Acting City Manager
6/11/2019
DATE:

Kerry Eden
Assistant City Manager / Administrative
Services Director
6/7/2019
DATE:

DocuSign Envelope ID: 7225D161-C20F-4CD9-A3D8-5BC32D459311 CA\JR\09000.20500\1021895

0.6 59
Russell Leonard CGEA Board President
DATE:
6/11/2019
Paul De La Hoya
CGEA Board 1st Vice President
DocuSign Envelope ID: 7225D161-C20F-4CD9-A3D8-5BC32D459311 CA\JR\09000.20500\1021895

0.6 A-1
Attachment A
CGEA Job Families
Job Family 01
Accountant
Accounting Analyst (Finance)
Senior Accountant
Job Family 02
Accounting / Grants Specialist
Accounting Specialist
Accounting Technician I – FLEX
Accounting Technician II – FLEX
Accounting Technician I
Accounting Technician II
Accounting Technician III
Departmental Accounting / Budget Technician
Payroll Technician
Senior Accounting Technician
Senior Departmental Accounting / Budget
Technician
Senior Dept. Acct / Budget Technician -
Provisional
Job Family 03
Inventory Control Specialist
Lead Inventory Control Technician
Job Family 04
Animal Control Officer I
Animal Control Officer II
Job Family 05
Building/Facilities Maintenance Technician
Building Maintenance / Graffiti Technician
Building Maintenance Technician
Graffiti Worker
Lead Building Maintenance Technician
Job Family 06
Buyer
Senior Buyer
Purchasing Specialist I
Purchasing Specialist II
Purchasing Specialist III
Purchasing Specialist IV
Purchasing Specialist V
Purchasing Technician
Job Family 07
Code Enforcement Officer I
Code Enforcement Officer II
Senior Code Enforcement Officer
Job Family 08
Community Service Officer I
Community Service Officer II
Community Services Officer I – FLEX
Community Services Officer II – FLEX
Jailer
Job Family 09
Collections Specialist (DWP)
Customer Service Representative I – FLEX
Customer Service Representative II – FLEX
Customer Service Representative III – FLEX
DWP Customer Care Representative I – FLEX
DWP Customer Care Representative II – FLEX
DWP Customer Care Representative III – FLEX
Library and Recreation Services Patron Services Associate I Library and Recreation Services Patron Services Associate II Library and Recreation Services Patron Services Associate III Payment Processing Clerk (DWP)
Revenue Collections Investigator
Senior Customer Service Representative
Utility Billing System Technician
Job Family 10
Public Safety Dispatcher I - FLEX
Public Safety Dispatcher II - FLEX
Senior Public Safety Dispatcher
Job Family 11
Lead Water Operator
Senior Water Operator
Water Operator In Training
Water Operator I - FLEX
Water Operator II – FLEX
Water Operator III – FLEX
DocuSign Envelope ID: 7225D161-C20F-4CD9-A3D8-5BC32D459311 CA\JR\09000.20500\1021895

0.6 A-2

MEMORANDUM OF UNDERSTANDING

CORONA GENERAL EMPLOYEES ASSOCIATION
June 5, 2019 – June 30, 2021
Job Family 12
Lead SCADA Maintenance Technician (DWP)
Lead Water Maintenance Technician
Maintenance Technician I – FLEX
Maintenance Technician II – FLEX
Maintenance Technician III – FLEX
SCADA Maintenance Technician III
Senior Maintenance Technician
Water Maintenance Technician I - FLEX
Water Maintenance Technician II - FLEX
Job Family 13
Associate Engineer
Associate Engineer - Traffic
Associate Traffic Engineer
Job Family 14
Water Facility Operator I - FLEX - Provisional Water
Facility Operator III
Job Family 15
Fleet Administrator
Fleet Services Associate Technician
Fleet Services Technician
Fleet Services Worker Fleet Services Writer Lead Fleet
Services Technician
Fleet Technician I – FLEX
Fleet Technician II – FLEX
Fleet Technician III – FLEX
Lead Fleet Services Technician
Job Family 16
GIS Administrator
GIS Analyst
Job Family 17
Accountant / Grant Administrator
CDBG / HOME Program Coordinator
Grant Administrator
Job Family 18
Business Systems Analyst
Information Technology Specialist
Senior Information Technology Specialist
Job Family 19
Library Assistant
Library Specialist
Job Family 20
Administrative Assistant
DWP Administrative Clerk
Office Assistant
Office Assistant - Provisional
Office Assistant I
Office Assistant II
Senior Administrative Assistant
Senior Administrative Assistant - Provisional
Senior Office Assistant
Senior Office Assistant – Provisional
Support Services Technician I – FLEX
Support Services Technician II – FLEX
Job Family 21
Building Permit Technician
Building Permit Technician I – FLEX
Building Permit Technician II – FLEX
Building Permit Technician III - FLEX
Plans Examiner I
Senior Building Permit Technician
Job Family 22
Landscape Irrigation Specialist
Parks Landscape Contract Inspector
Parks Landscape Contract Inspector - Provisional
Senior Parks Landscape Contract Inspector
Job Family 23
Assistant Planner
Associate Planner
Planning Technician
Job Family 24
Lead Parks Services Worker
Park Maintenance Assistant I
Park Maintenance Assistant II
Park Maintenance Assistant III
Park Maintenance Worker
Parks Services Worker I – FLEX
Parks Services Worker II – FLEX
Parks Services Worker III – FLEX
Senior Park Maintenance Worker
Job Family 25
Senior Water Reclamations Facility Operator
Water Reclamations Facility Operator I - FLEX –
Provisional
Water Reclamations Facility Operator II - FLEX
Water Reclamations Facility Operator III
DocuSign Envelope ID: 7225D161-C20F-4CD9-A3D8-5BC32D459311 CA\JR\09000.20500\1021895

0.6 A-3

MEMORANDUM OF UNDERSTANDING

CORONA GENERAL EMPLOYEES ASSOCIATION
June 5, 2019 – June 30, 2021
Job Family 25 (continued)
Water Reclamation Operator I – FLEX
Water Reclamation Operator II – FLEX
Water Reclamation Operator III – FLEX
Water Reclamation Operator In Training
Lead Water Reclamation Operator
Job Family 26
Police Records Technician I - FLEX
Police Records Technician II - FLEX
Senior Police Records Technician
Job Family 27
Senior Water Resources Specialist
Water Resources Aide
Water Resources Specialist
Water Resources Specialist I – FLEX
Water Resources Specialist II – FLEX
Water Resources Specialist III – FLEX
Job Family 28
Senior Street Maintenance Worker
Street Maintenance Worker
Streets Maintenance Crew Leader
Traffic Maintenance Technician
Job Family 29
Engineering Technician
Senior Engineering Technician (PW)
Job Family 30
Water Resources Technician I - FLEX
Water Resources Technician II - FLEX
Job Family 31
Senior Telecommunications Specialist
Telecommunications Specialist
Job Family 32
Traffic Signal Coordinator
Traffic Signal Specialist
Traffic Signal Technician
Job Family 33
Senior Utilities Service Worker
Utilities Maintenance Crew Leader
Utilities Service Worker I - FLEX
Utilities Service Worker II - FLEX
Utility Service Worker I – FLEX
Utility Service Worker II – FLEX
Utility Service Worker III – FLEX
Job Family 34
Facilities Locator Technician (PW)
Public Works Inspection Technician
Public Works Inspector I
Public Works Inspector II
Public Works Inspector II - Provisional
Public Works Inspector II
Senior Public Works Inspector
Job Family 35
Fire Prevention Program Specialist
Fire Prevention Technician I
Fire Prevention Technician II
Fire Prevention Technician III
Job Family 36
Librarian
Librarian I
Librarian II
Librarian III
Job Family 37
Management Analyst (Parks)
Management Analyst I
Management Analyst II
Job Family 38
Regulatory Technician I – FLEX
Regulatory Technician II – FLEX
Regulatory Technician III – FLEX
Job Family 39
DWP Utilities Engineer
Utility Engineer I – FLEX
Utility Engineer II – FLEX
Utility Engineer III – FLEX
Job Family 40
Junior Network Analyst
Network Analyst
Job Family 41
Senior Systems Engineer
Systems Engineer
Job Family 42
Forensic Technician
Forensic Technician – Provisional
Forensic Technician I
Forensic Technician II
DocuSign Envelope ID: 7225D161-C20F-4CD9-A3D8-5BC32D459311 CA\JR\09000.20500\1021895

0.6 A-4

MEMORANDUM OF UNDERSTANDING

CORONA GENERAL EMPLOYEES ASSOCIATION
June 5, 2019 – June 30, 2021
Job Family 43
Communications Technician I – FLEX
Communications Technician II – FLEX
Communications Technician III – FLEX
Job Family 44
Building Inspector I
Building Inspector II
Job Family 45
Public Works Permit Technician I – FLEX
Public Works Permit Technician II – FLEX
Public Works Permit Technician III – FLEX
Job Family 46
Traffic Management Center Specialist
Traffic Management Center Technician I – FLEX
Traffic Management Center Technician II – FLEX
Traffic Management Center Technician III – FLEX
Job Family 47
Programmer Analyst
Software Developer
Job Family 0 - No Job Family
Airport Manager
Compliance Coordinator (Comm. Dev)
Crime Analyst
Custodian (Police)
Dryer Facility Operator
EMS Office Specialist
Environmental Compliance Coordinator
Fire Apparatus Mechanic II
Fire Inspector 1
Instrumentation and Control Engineer
Library Outreach Coordinator
Mail Distribution Clerk
Maintenance Planner
Planner / Asset Coordinator (DWP)
Police Permit Technician
Police Trainee
Property & Contract Administrator (DWP)
Property Administrator (Police)
Radio / Safety Equipment Technician
Recreation Coordinator
Regulatory Compliance Analyst (DWP)
Regulatory Services Coordinator (DWP)
Restoration Technician - Provisional
Senior Field Customer Service Representative
Senior Redevelopment Accounting Technician
Source Control Inspector
Storm Water Inspector
Utility System Modeler
Water Resources Inspector