Manhattan Beach City Council
February 15, 2022

2019 – 2021

MEMORANDUM OF UNDERSTANDING

BETWEEN

CITY OF MANHATTAN BEACH
AND

CALIFORNIA TEAMSTERS
LOCAL 911

This Memorandum of Understanding is Dedicated to the Memory of our Colleague, Chris Smith, retired Sewer Maintenance Worker

TABLE OF CONTENTS

ARTICLE 1: PREAMBLE ------------------------------------------------------------------------------------------------- 1 ARTICLE 2: RECOGNITION AND EFFECTIVE DATES -------------------------------------------------------- 1 ARTICLE 3: SAVINGS CLAUSE ---------------------------------------------------------------------------------------- 1 ARTICLE 4: IMPLEMENTATION ------------------------------------------------------------------------------------- 1 ARTICLE 5: MANAGEMENT'S RIGHTS RESERVED ----------------------------------------------------------- 1 ARTICLE 6: NON-DISCRIMINATION -------------------------------------------------------------------------------- 2 ARTICLE 7: GENDER ----------------------------------------------------------------------------------------------------- 2 ARTICLE 8: SALARIES --------------------------------------------------------------------------------------------------- 2 ARTICLE 9: MERIT STEP --------------------------------------------------------------------------------------------- 32 ARTICLE 10: ACTING PAY ------------------------------------------------------------------------------------------- 43 ARTICLE 11: STANDBY PAY ----------------------------------------------------------------------------------------- 53 ARTICLE 12: DAILY EMERGENCY STANDBY PAY ---------------------------------------------------------- 74 ARTICLE 13: CALL OUT PAY AND POLICY -------------------------------------------------------------------- 74 ARTICLE 14: BILINGUAL PAY -------------------------------------------------------------------------------------- 85 ARTICLE 15: CERTIFICATION PAYS ----------------------------------------------------------------------------- 85 ARTICLE 16: TOOL ALLOWANCE --------------------------------------------------------------------------------- 95 ARTICLE 17: SAFETY FOOTWEAR ALLOWANCE ----------------------------------------------------------- 96 ARTICLE 18: POLICE DEPARTMENT ---------------------------------------------------------------------------- 106 ARTICLE 19: RETIREMENT ----------------------------------------------------------------------------------------- 138 ARTICLE 20: HEALTH CARE AND RETIREE MEDICAL --------------------------------------------------- 139 ARTICLE 21: WORK SCHEDULES, WORKWEEK, OVERTIME AND COMPENSATORY TIME ------------------------------------------------------------------------------------------------------------------------------ 1710 ARTICLE 22: UNIFORMS ------------------------------------------------------------------------------------------- 2013 ARTICLE 23: TUITION REIMBURSEMENT PROGRAM -------------------------------------------------- 2214 ARTICLE 24: MEDICARE/SOCIAL SECURITY -------------------------------------------------------------- 2214 ARTICLE 25: DIRECT DEPOSIT ---------------------------------------------------------------------------------- 2214 ARTICLE 26: VACATION ------------------------------------------------------------------------------------------- 2214 ARTICLE 27: VACATION CASH OUT --------------------------------------------------------------------------- 2416 ARTICLE 28: HOLIDAYS ------------------------------------------------------------------------------------------- 2416 ARTICLE 29: SICK LEAVE ----------------------------------------------------------------------------------------- 2617 ARTICLE 30: SICK LEAVE CONVERSION -------------------------------------------------------------------- 2819 ARTICLE 31: JURY DUTY ------------------------------------------------------------------------------------------ 2819 ARTICLE 32: BEREAVEMENT LEAVE ------------------------------------------------------------------------- 2819 ARTICLE 33: CATASTROPHIC LEAVE ------------------------------------------------------------------------ 2919 ARTICLE 34: INJURY ON DUTY --------------------------------------------------------------------------------- 2920 ARTICLE 35: CLASSIFICATION CHANGES ------------------------------------------------------------------ 3020 ARTICLE 36: PROBATIONARY PERIOD -------------------------------------- Error! Bookmark not defined.20 ARTICLE 37: TRANSFER ------------------------------------------------------------------------------------------- 3020 ARTICLE 38: JOB ABANDONMENT ----------------------------------------------------------------------------- 3021

ARTICLE 39: GRIEVANCE ----------------------------------------------------------------------------------------- 3021 ARTICLE 40: DISCIPLINE ------------------------------------------------------------------------------------------ 3322 ARTICLE 41: TIME OFF FOR GRIEVANCE PROCESSING ---------------------------------------------- 4126 ARTICLE 42: WORK STOPPAGE PROHIBITION ----------------------------------------------------------- 4127 ARTICLE 43: DUES DEDUCTION -------------------------------------------------------------------------------- 4227 ARTICLE 44: LAYOFF LANGUAGE ----------------------------------------------------------------------------- 4228 ARTICLE 45: LABOR MANAGEMENT COMMITTEE ----------------------------------------------------- 4530 EXHIBIT A – SALARY SCHEDULE ------------------------------------------------------------------------------ 4732

ARTICLE 1: PREAMBLE

This Memorandum of Understanding (“MOU” or “Agreement”) is prepared between representatives of the City Manager of the City of Manhattan Beach and the California Teamsters Local 911. Full consideration has been given to salaries, employee benefits and other terms and conditions of employment. Pursuant to the provisions of Section 3505.1 of the Government Code of the State of California, said parties agree to this MOU effective January 1, 20222019.

ARTICLE 12: RECOGNITION AND EFFECTIVE DATES

This MOU shall become effective January 1, 2019 and will continue in effect through December 31, 2021.

Teamsters Local 911 isshall be officially recognized as the exclusive representative of all eligible, full-time regular employees in the classifications listed in Exhibit A. This MOU represents the full and complete understanding between the parties related to the subject matter set forth herein and all preliminary negotiations of whatever kind or nature are merged herein. The parties that agree that the City has the right to reopen labor negotiations during the term of this MOU regarding updating the City’s personnel rules and any City policies subject to bargaining and mutual agreement.

This MOU is effective January 1, 2022 through June 30, 2025.

ARTICLE 3: SAVINGS CLAUSE

If any section, subsection, subdivision, sentence, clause, or phrase of this MOU is for any reason held to be illegal or unconstitutional, such decision shall not affect the validity of the remaining portions of this MOU.

ARTICLE 4: IMPLEMENTATION

This MOU constitutes a mutual recommendation by the parties, to the City Council, that one or more resolutions be adopted accepting this MOU and effecting the changes enumerated herein relative to wages, fringe benefits, and other terms and conditions of employment for the employees represented by the Teamsters Union. It is expressly intended that the duties, responsibilities, and functions of the City in the operation of its functions shall in no manner be impaired, subordinated, or negated by any provisions of this Agreement.

ARTICLE 25: MANAGEMENT'S RIGHTS RESERVED

The City need not meet with the representatives of any recognized employee organization to consider:

(a) Issues of public policy;

(b) The merits, necessity, or organization of any department, service or activity provided by the City pursuant to law or ordinance;

(c) Matters relatedwhich relate to the management of the City andor the direction of its work force, including the right to: direct employees;, to hire, promote, transfer, assign, or retain employees;, or suspend, demote, discharge, or take other proper disciplinary action against employees;, maintain the efficiency of the operation of the City Government;, and take any actions necessary to respond to emergency situationsmeet conditions of an emergency nature, subject to the rules and regulations of the City. The City Manager need not meet with the representatives of any recognized employee organization to consider the personal grievance of an individual employee or group of employees until the procedure for the resolution of grievances provided for in this MOU has been completed. All terms and conditions of employment not covered by this Agreement which have been at the City’s discretion and control shall continue to be subject to the City's discretion and control;. and

(d) If the City proposes a work schedule change for a member of the unit (hereinafter referred to as “unit or “bargaining unit”) by informing the Union, if the Union has no objection, the schedule change can go into effect on the date the parties agree. If the Union would like to meet and confer with the City, it may do so, but the Union agrees to expedite the negotiations process as much as possible so the schedule change issue can be dealt with as quickly as possible.

ARTICLE 36: NON-DISCRIMINATION

It is agreed that neither the Union nor the City shall discriminate against any employee because of race, religious creed, national origin, age, sex, disability, sexual orientation or union or non-union membership as well as any other protected class identified by law.

ARTICLE 7: GENDER

Whenever the masculine or feminine form of any word is used in this MOU, it also includes the other gender unless the context clearly indicates a contrary intent.

ARTICLE 48: SALARIES

A. Salary: The salary ranges established for classifications covered by this MOU are identified in Exhibit A. The salary ranges attached include the following salary increases:

1. Effective the first day of the pay period following January 1, 2022, employees shall receive a base salary increase of 3%.

2. Effective the first day of the pay period following January 1, 2023, employees shall receive a base salary increase of 3%.

3. Effective the first day of the pay period following January 1, 2024, employees shall receive a base salary increase of 3%.

4. Effective the first day of the pay period following January 1, 2025, employees shall receive a base salary increase of 1.5%.

B. Salary Upon Appointment: Entry-level positions will generally be hired at Step 1. However, at the time of appointment, the appointing authority (Department Head) may recommend any salary step within the salary range that is commensurate with the experience, knowledge, skills, and/or abilities of the individual related to the classification above and beyond the minimum requirements for the position. Salary placement upon appointment at Step 3 or higher is subject to the approval of the Human Resources Director, or designee. Appointment at Step 5 or 6 is also subject to City Manager approval.

C. Salary Upon Promotion or Reclassification: At the time of promotion or reclassification, the employee will generally be placed at the next salary step which provides an increase of at least 5%. The appointing authority may recommend salary placement on promotion or reclassification that exceeds this placement, along with appropriate justification, such as to recognize the level of experience, knowledge, skills, and/or abilities of the individual related to the classification, provide an appropriate increase above a long-term acting assignment, or to compensate for a delay in processing a reclassification. In determining salary placement, consideration can be given to relevant qualifications, experience and skills that exceed the minimum requirements for the position.

D. Movement Within the Salary Range: Employees will be eligible for a one-step salary increase each year following appointment, provided they have demonstrated “Meets Standards” or above performance, which will typically be documented by a performance evaluation. If the performance evaluation is not submitted timely, the employee will be eligible for the step increase retroactive to the date they were eligible for the step increase.

Employees hired at Step 1 before February 15, 2022 are eligible for a step increase to step 2 after six (6) months and step 3 after one (1) year, with annual step advancement thereafter.

Compensation will be paid in accordance with the Salary Schedule attached to the MOU as Exhibit A.

1. Effective March 16, 2019, employees shall receive a two percent (2.0%) increase to base salary.

2. Effective first day of the pay period following January 1, 2020, employees shall receive a one and fifty-six one hundredths percent (1.56%) increase to base salary.

3. Effective first day of the pay period following January 1, 2021, employees shall receive a one and seventy-two one hundredths percent (1.72%) increase to base salary.

ARTICLE 59: PROBATIONARY PERIODS AND EVALUATIONS

MERIT STEP

ARTICLE 36: PROBATIONARY PERIOD

A. Probationary Periods: The probationary period is regarded as a part of the testing process and shall be utilized for closely observing the employee's work, for securing the most effective adjustment of a new employee to their position, and for rejecting any probationary employee whose performance does not meet the required standards of work.

The standard All employees shall serve a probationary period shall be of not less than one (1) year, for both initial appointments and promotions. If an employee is promoted into or transfers into a different classification during their initial or promotional probationary period, they will serve a new probationary period. Promotional appointments shall serve a probationary period of not less than 6 months. However, if the promotion is made while an employee is on probation, the probationary period shall be not less than one year. A probationary period may be extended up to an additional six (6) months, based upon the recommendation of the Department Head and approval of the Human Resources Director.

Any employee rejected during the probationary period following a promotion shall be reinstated to the position from which they were promoted unless they are terminated from their position for cause per the disciplinary procedure outlined within this agreement. .

B. New employees hired at A Step will remain in that step for at least six (6) months.Performance Evaluations: By the date of their six-month anniversary of employment, new employees shouldall receive at least one (1) performance evaluation for the purpose of providing the employee feedback and evaluating their performance during the probationary period. New employees shall also receive a performance evaluation, typically in advance of their probationary period ending date, indicating whether they have passed probation or not. Following probation, employees will receive at least one (1) performance evaluation annually, coinciding with their step increase eligibility date.

If that evaluation (which can be provided to the employee at any time from his/her four month to six month anniversary) has an overall evaluation rating of “above average” or higher (or if the evaluation does not include “above average”, “exceeds standards” or higher), the employees shall be advanced to AA Step, which shall be 5% above the A Step. If the new employee does not receive his/her performance evaluation by his/her six-month anniversary, he/she shall be automatically advanced to AA Step. A new employee who is evaluated and does not receive an overall evaluation rating of “above average” shall stay at the A Step until passing probation (which is addressed in Article 35) after which he/she is eligible for advancement to B Step. Employees hired above the A Step shall not be eligible for the merit (“AA”) step.

ARTICLE 106: ACTING PAY

Any employee who is assigned by their Department Head (or designee) to serve in a position above their classification will receive acting pay of The "acting pay program" provides that payment will be made at 5% above of the employee's existing base salaryrate of pay, beginning on the third consecutive working day in the acting position. Such acting pay is paid when an employee is designated by the Department Head to serve in a position above his/her own classification. Acting assignments in excess of six (6) months require approval of the Department Head and Human Resources Director. Acting assignments in excess of generally shall not exceed twelve (12) months require approval of the . Determinations to go beyond twelve (12)

months shall be determined by the DDepartment HeadHead, Human Resources Director, and with the approval of the City Manager. If the position for which the employee is acting is vacant and the law limits the acting assignment to 960 hours, the City will follow the law and limit the acting assignment to no more than 960 hours. The parties agree that to the extent permitted by law, Acting Pay is special compensation as defined by CalPERS regulations and shall be reported as such to CalPERS pursuant to Title 2 CCR, Section 571(a)(3) Temporary Upgrade Pay. Acting Pay is only reportable to CalPERS as special compensation for those who qualify as “classic members” and is not reportable for “new members”, as defined by the Public Employees’ Pension Reform Act of 2013 (PEPRA).

ARTICLE 711: STANDBY DUTY AND PAY

Any employee, regardless of department, may be required to be on standby based on the needs of the department, in either a regular or emergency capacity. While standby duty may be established for any position/workgroup based on department needs, the following employees/positions will regularly be assigned standby: Community Services Officers, Code Enforcement Officers, Public Works employees (including facilities employees, street maintenance employees, water and Street Maintenance, Water/Wwastewater Eemployees (including Water System Operators, Water Plant Operators and Senior Water Plant Operators)), and Information Technology employees. Systems Specialist, and Network Administrator The following provisions apply to standby duty and pay:

1. Each DDepartment HeadDirector who determines that standby duty is necessary, shall designate the minimum standards qualifying an individual to perform a standby function and shall first seek “standby” individuals by means of a voluntary sign up list. If an insufficient number of employees volunteer for standby duty, then the DDepartment HeadDirector shall assign the appropriate number of employees to such status. Such assignment shall be on an equitable rotation basis.

2. Standby will generally be assigned for a one-week (7-day) period. The standby week will be from the start of the employee’s shift on Friday to the following Friday at the start of the employee’s shift. If dictated by operational needs, daily standby may be assigned in 24-hour periods.

3. Employees on “standby” status shall be required, at all times, to carry a functioning cell phone and be able to respond to the City work location they have been asked to return to within the City to calls within thirty (30) minutes of being called. For Information Technology Department employees, they may be able to respond remotely (to comply with the 30 minute response requirement) or they may be given more time to respond to the City work location.

4. Standby employees may be provided with use of a cCity vehicle for travel based on individual circumstances. Employees are strongly encouraged to use a City vehicle to improve response time to the emergency site. In addition, employees are expected to maintain a “fit for duty” state of mental alertness and physical dexterity. Any employee on “light duty status” (meaning they are not able to perform the full physical functions of their job) shall not be considered “fit for duty” nor eligible for standby duty.

1. 3. Any employee designated to serve in a “standby” capacity may seek a substitution by another employee for the entire seven-day shift, by submitting such proposal in advance to their supervisor. Anyand such request is subject to the Ddivision Mmanager approving the substitution.

Employee emergencies may also be considered.

5. In those situations where an employee is in a designatedEmployees assigned “stand by duty” status and is to remain on call, the employee shall be compensated at a rate of $300 per week ($42.86 per day). 250.00 (which increases to $300.00 per month in the pay period following January 1, 2021), for each seven (7) day standby period. The standby week will be from the start of the employee’s shift on Friday to the following Friday at the start of the employee’s shift.

6. Standby time is not considered time worked. If an employee is called to respond in person while on standby, they will be paid from the time they get the call to the time they leave the City following their response. While on standby, iIf an employee is called to respond to the worksiteto duty, the employee shall be paid for a minimum of two (2) hours compensation. If the employee can respond to the call in remotely (e.g., an IT issue that does not require an onsite response), they will be compensated for actual time worked remotely. Employees shall be paid from the time they get the call to the time they leave the City following the call assuming they respond back to the City.

2. Employees assigned to standby on a City-recognized holiday as listed in the Holidays Article #27, shall receive an additional $25.00 per day.

(a) Employees in the classification of Building Repair Craftsperson shall not regularly be assigned to standby status, but may be placed on standby status as needed, e.g., when the employees’ supervisor goes on vacation or another unanticipated circumstance or occurrence.

7. 2. Each Department Director who determines that standby duty is necessary, shall designate the minimum standards qualifying an individual to perform a standby function and shall first seek “standby” individuals by means of a voluntary sign up list. If an insufficient number of employees volunteer for standby duty, then the Department Director shall assign the appropriate number of employees to such status. Such assignment shall be on an equitable rotation basis.

3. Any employee designated to serve in a “standby” capacity may seek a substitution by another employee for the entire seven-day shift, by submitting such proposal in advance to their supervisor and such request is subject to the Division Manager approving the substitution.

Employee emergencies may also be considered.

4. Employees on “standby” status shall be required, at all times, to carry a functioning cell phone and be able to respond to the City work location they have been asked to return to within the City to calls within thirty (30) minutes of being called. For Information Technology Department employees, they may be able to respond remotely (to comply with the 30 minute response requirement) or they may be given more time to respond to the City work location. Standby

employees may be provided with use of a city vehicle for travel based on individual circumstances.

Employees are strongly encouraged to use a City vehicle to improve response time to the emergency site. In addition, employees are expected to maintain a “fit for duty” state of mental alertness and physical dexterity. Any employee on “light duty status” shall not be considered “fit for duty” nor eligible for standby.

ARTICLE 12: DAILY EMERGENCY STANDBY PAY

In emergency situations, to be determined by the Department Director, any employees in the unit may be assigned to a daily emergency standby status. Employees assigned to daily emergency standby will be compensated at the daily rate of standby pay as defined above. That amount is the weekly rate of $250.00 (which increases to $300.00 per month in the pay period following January 1, 2021), divided by seven (7) = $35.71 per day (which increases to $42.86 per day in the pay period following January 1, 2021).

The daily emergency standby schedule is a consecutive 24-hour period beginning at the time of emergency standby notification. While on emergency standby, if an employee is called to duty, the employee shall be credited a minimum of two (2) hours compensation. Employees shall be paid from the time they get the call to the time they leave the City following the call assuming they respond back to the City.

Employees assigned to standby on a City-recognized holiday as listed in the Holidays Article #27, shall receive an additional $25.00 per day.

Each Department Director, who determines that emergency standby duty is necessary, shall designate the minimum standards qualifying an individual to perform an emergency standby function and shall first seek “standby” individuals by means of a voluntary sign up list. If an insufficient number of employees volunteer for emergency standby duty, then the Department Director shall assign the appropriate number of employees to such status. Such assignment shall be on an equitable rotation basis. Providing City vehicles for emergency standby employees is at the sole discretion of the Department Director.

ARTICLE 813: CALL OUT PAY AND POLICY

Call out duty pay is applicable when a City employee is required to return to duty not associated with standby or theirhis/her regularly scheduled work shift. Employees are eligible for Ccall out pay occurs when an employee isthey are required to physically leave theirhis/her residence or other location and report to duty. Employees are not eligible for call out pay Call back does not occur when an employee is held over from his/hertheir shift; or is scheduled to work immediately prior to his/hertheir regular shift, or an employee is scheduled in advance for overtime work outside of their regular shift.

Employees who have a call out will be compensated for all hours worked, with a minimum of two (2) hours credited, including travel time to the work site. Employees shall be paid from the time they get the call to the time the employee completes their work and leaves his/hertheir work or duty locationstation. Any hours worked in excess of the two (2) hours, shall be paid at 1.5 times the employee’s base rate of pay. If the employee can respond to the call out remotely (e.g. an IT issue or SCADA issue that does not require an onsite response), the employee will be compensated for actual time worked remotely. Employees

responding to SCADA or Information Systems calls, text messages and/or emails will be paid for actual time worked unless the employee is required to return to the City work site outside of scheduled work times. When that occurs, the call will be paid for the minimum two (2) hours as provided herein.

ARTICLE 914: BILINGUAL PAY

The Bilingual Pay Program provides that there will be no more than six (6) individuals, covered under this MOU, who will be eligible to receive bilingual pay for verbal skills in Spanish. The City shall designate those positions or assignments for which bilingual pay skill is necessary to compensate so that eligible employees will be compensatedfor regularly utilizing bilingual skills in Spanish. In order to be eligible to receive bilingual pay, an employee must be required to use bilingual skills or translateperform this duty on a regular basis and the use of this language must be of significant benefit to the operations of the department (as determined by the dDepartment hHead). The City shall designate those positions or assignments for which bilingual skill is necessary so that eligible employees will be compensated. Such designations will be periodically reviewed, and may be modified at the discretion of the City, to ensure effective service to the public.

In order to receive bilingual pay, employees must be certified as bilingual in Spanish. Employees may make a request to their Department Head through their supervisor if they believe the use of bilingual skills is of significant benefit to the City, as outlined above. If approved, pplication for bilingual pay the employee must pass the certification test coordinated through the Human Resources Department before they are eligible to receive bilingual pay. The certification process shall consist of such tests as determined by the Human Resources Department. Re-certification will be required on a biennial basis. Should an employee fail the qualifying test, they must wait a minimum of ninety (90) days before retaking the testagain applying for certification.

No more than six (6) individuals in this bargaining unit are eligible for bilingual pay at any given time.

Employees designated and certified as bilingual in Spanish will be compensated $100.00 per month. The parties agree that to the extent permitted by law, Bilingual Pay is special compensation as defined by CalPERS regulations and shall be reported as such to CalPERS pursuant to Title 2 CCR, Section 571(a)(4) Bilingual Premium.

ARTICLE 105: CERTIFICATION AND ASSIGNMENT PAYS

The following certification pays are available to employees in the bargaining unit in the classification of Maintenance Worker IIas follows: . Each pay, pays the employee five percent (5%) of his/her base salary.

1. Water Distribution III certification – 5% of base salary, available to up to six employees in the unit the classifications of Water System Operator I or II. The parties agree that to the extent permitted by law, Water Distribution III certification pay is special compensation as defined by CalPERS regulations and shall be reported as such to CalPERS pursuant to Title 2 CCR, Section 571(a)(4) Water Certification Premium.

1.2. Certified Access Specialist (CASp) certification – 5% of base salary, available to employees in the classifications of Plan Check Engineer, Building Inspector, and Senior Building Inspector. The parties agree that to the extent permitted by law, the Certified Accessibility Specialist pay is special compensation as defined by CalPERS regulations and shall be reported as such to CalPERS pursuant to Title 2 CCR, Section 571(a)(2) Educational Incentive Pay.

Concrete Finisher – 5% of base salary,This is evaluated by a City performance test - available to one (1) employee in the classification of Maintenance Worker IIunit. This is evaluated by a City performance test. The parties agree that to the extent permitted by law, Concrete Finisher pay is special compensation as defined by CalPERS regulations and shall be reported as such to CalPERS pursuant to Title 2 CCR, Section 571(a)(4) Cement Finisher Premium.

3. 4. Traffic Painter/Signs Certificate -– 5% of base salary, Aavailable to two (2) employees in the classification of Maintenance Worker II, available from the International Municipal Sign Association (IMSA) Traffic Signs and Marking Level I. - available to two employees in the unit.

2.5. Notary Pay – $100 per month for those approved by the City Clerk to be authorized notaries for the City, up to a maximum of two (2) employees. The parties agree that to the extent permitted by law, notary pay is special compensation as defined by CalPERS regulations and shall be reported as such to CalPERS pursuant to Title 2 CCR, Section 571(a)(2) Notary Pay.

ARTICLE 116: TOOL ALLOWANCE

Employees in the classification of The City will provide Equipment Mechanic I/II personnel with aare eligible for an $700.00 annual tool allowance of up to $1,000 to be used. This allowance is intended for the replacement of hand tools and the purchase of job- related special tools. Receipts for such tools must be provided to the City to receive any or all of this allowance. Further, tThe City agrees to provide adequate storage space for the employees to the means by which the Mechanics can secure their tools and equipment during the employee's non-working hours.

ARTICLE 127: SAFETY FOOTWEAR ALLOWANCE

Police Department eEmployees: Uniform Shoes and Reimbursement

A. Uniform shoes shall be worn by employees in the classifications of Community Services Officer, Park Services Enforcement Officer, Police Services Officer, Police Records Technician/Matron, and Administrative Office AssistantClerk II (assigned to Parking). All Uniform shoes must comply with department standards. Reimbursement of up to $225.00 will be provided upon adequate proof of purchase.

For employees working in the unit on July 1 each year, the City will provide safety/uniform shoes or reimbursement in the pay period including July 1 of each year of the MOU.

Public Works employees/Building Inspectors/Code Enforcement Officers/ General Services Division Warehouse eEmployees:

B. The City will provide reimbursement for one (1) pair of safety footwear plus one (1) resole for a total of up to $35035.00 annually (for the boots and resole) inwith the method approved by the Finance Department, in the pay period including July 1 of each year of the MOU. If an employee purchases safety footwear which cost less than the maximum provided herein and wishes to purchase supplies for theirhis/her footwear (e.g., laces, mink oil, or orthotics, or socks), the employeehe/she may do so if the purchases are made at the same time as the purchase of the safety footwear and the receipt(s) is provided at the same time as the receipt for the safety footwear.

For nNew employees in the classifications identified above who qualify for safety footwear allowance, they will be provided with a safety footwear allowance within one (1) pay period of their hire date. If they are hired between January 1 and June 30, they will not be eligible for a new safety footwear allowance until the following year in the pay period including July 1. If hired from July 1 to December 31, they will be eligible for another safety footwear allowance on the following July 1 if their supervisor authorizes it by evaluating the conditionfollowing an examination of the employee’s safety footwear.

City specifications for safety footwear will be determined with the input of the union steward, the Teamsters’ Business Agent and the appropriate managers.

These employees must wear safety footwear that meets City specifications at all times while operationally necessary.

ARTICLE 138: POLICE DEPARTMENT

A. Uniforms and Maintenance Allowance

Police Services Employees - Upon hire, the City will provide three (3) shirts and three (3) pairs of pants for each Police Services Officer and Police Records Technician/Matron, Administrative Clerk I/II (assigned to Parking) and four (4) shirts, two (2) pairs of pants and two (2) shorts for each Community Services Officer.

After completion of probation, each employee shall be provided additional uniforms to provide a total of five (5) sets of uniforms for each employee. Thereafter, the City shall provide replacements for those uniform items that are torn, badly stained, or in any way unsuitable in appearance as determined by the supervisor. The Department’s practice of providing one (1) Class A dress uniform per employee, if needed, shall continue. Community Service Officers may choose long pants or shorts so they have some combination of both.

The employees in the classifications of Community Services Officer, Park Services Enforcement Officer, Police Services Officer, Police Records Technician/Matron and Administrative Clerk I/II (assigned to

Parking) shall receive $275.00 for their uniform maintenance allowance. The Uniform Maintenance Allowance shall continue to be paid on a biannual basis each July and January to all eligible employees.

City supplied uniforms shall remain the property of the City and shall be returned to the City upon termination.

B.A. Uniform Shoes and Reimbursement

Uniform shoes shall be worn by employees in the classifications of Community Services Officer, Park Services Enforcement Officer, Police Services Officer, Police Records Technician/Matron, and Administrative Clerk II (assigned to Parking). All Uniform shoes must comply with department standards. Reimbursement of up to $225.00 will be provided upon adequate proof of purchase.

The parties agree that to the extent permitted by law, the value of the uniforms provided in this article is special compensation as defined by CalPERS regulations and shall be reported as such to CalPERS pursuant to Title 2 CCR, Section 571(a)(5) Uniform allowance. Notwithstanding the previous sentence, for “new members” as defined by the Public Employees’ Pension Reform Act of 2013, the uniform allowance will not be reported as compensation earnable to CalPERS.

C.A. Court Standby Pay

Employees may be assigned to court standby pay A member of the bargaining unit, who while off- duty. Employees assigned to is on court standby status will receive one-half of their regular base rate of pay while on standby. Employees on court standby are required to provide, shall leave a telephone number where they he/she may be reached while on court standby. Court standbySuch time is not considered hours worked under the FLSA.; however, the employee will continue to receive one-half pay while on court standby.

D.B. Shift Differential

Police Services Employees in the Police Department who are assigned to shift work will be paid a swing or graveyard shift for their regularly assigned work hours will receive an hourly differential, for actually working a swing or graveyard shift. The amount is as followsoutlined below:

1. Swing shift – $1.00/hour

1. Swing shift includes any shift scheduled between 1:00 p.m. to 1:00 a.m.2:00 p.m. to 12:00 a.m. 3:00 p.m. to 1:00 a.m. $1.00 per hour

2. Graveyard shift – $1.25/hour

2. Graveyard shift includes any shift scheduled between 10:00 p.m. to 8:00 a.m. $1.25 per hour

When an employee works a regularly assigned shift that includes hours in both swing and graveyard shifts, the employee will receive the shift differential based upon whichrate that is applicable shall be the rate where shift the highest number of hours is worked, and the designated

rate would apply to all hours worked. For example, an employee assigned to work 6 p.m. to 6 a.m. has 7 hours in the swing shift criteria hours and 8 hours in the graveyard shift criteria, so the employee would receive the shift differential rate that correlates with graveyard shift ($1.25 per hour). This rate will be applied to all hours worked. The parties agree that to the extent permitted by law, Shift Differential is special compensation as defined by CalPERS regulations and shall be reported as such to CalPERS pursuant to Title 2 CCR, Section 571(a)(4) Shift Differential.

E.C. Training Pay

Employees in This type of pay is limited to the classifications of Police Services Officer, (Lead) Police Records Technician/Matrons and Community Services Officer will receive . The "training pay program" provides that payment will be made at five percent (5% ) ofabove the employee's existing base rate of pay. Such training pay is paid when thean employee is designated by their Ssupervisor to serve in a training position. and an Employee Action Form is approved for the pay period(s) which includes the training. Training pay will begin at the start of the pay period in which the training role is assigned and end when the supervisor determines the training has been completed adequately, and required a completed and approved action form. When a training assignment is needed, Selection of who is assigned as a trainer is up to the supervisor who will solicit volunteers and interview volunteers employees who are interested in the training position. If there are no volunteers, the supervisor may assign any employee as the trainer for the designated period.

The parties agree that to the extent permitted by law, Training Pay is special compensation as defined by CalPERS regulations and shall be reported as such to CalPERS pursuant to Title 2 CCR, Section 571(a)(4) Training Premium.

F.

G.D. Specialty Assignment Pay for Property and Evidence Officer

Employees in the classifications of Police Services Officers or Community Services Officer who are assigned to perform the duties for of property and evidence full time shall receive $200.00100.00 per month as(which increases to $200.00 per month in the pay period following January 1, 2021) specialty pay in acknowledgement of their specialized training and duties. Community Services Officers assigned to perform the duties for animal control full time shall receive $150.00 per month (which increases to $200.00 per month in the pay period following January 1, 2021) specialty pay in acknowledgement of their specialized training and duties.

The parties agree that to the extent permitted by law, these specialty pays are special compensation as defined by CalPERS regulations and shall be reported as such to CalPERS pursuant to Title 2 CCR, Section 571(a)(4) Police Records Assignment Premium for Police Services Officers and Hazard Pay for Community Services Officer.

H.E. Working During Meal Times

Employees in the classifications of Community Service Officer, Police Services Officer, Park Services Enforcement Officer and (Lead) Police Records Technician/Matron shall work through their entire shift without an assigned unpaid meal break. Employees in these classifications may eat a meal during their shift as appropriate, but are responsible for being available to perform their assignment during their entire shift. If such employees are eating a meal during their shift and are interrupted to perform their duties, they must immediately respond to the call for service.

ARTICLE 19: RETIREMENT

For unit members hired prior to January 1, 2013 as well as employees hired after January 1, 2013 who are not “new members” as defined by the Pension Reform Act of 2013 (i.e., classic members), they are responsible for paying the seven percent (7%) employee contribution to the 2% @ 55 retirement benefit which the City contracts for with CalPERS through a payroll deduction as follows:

For unit members defined as “new members” under the Pension Reform Act of 2013 hired after January 1, 2013, such employees will pay the higher of seven percent or the rate which CalPERS informs the City (each year) that new members are required to pay as their employee retirement contribution. If the rate established for new members by CalPERS each year is below seven percent (7%), the remaining contribution up to seven percent (7%) is contributed per Government Code section 20516(f).

The City contracts with CalPERS for the One-Year Final Compensation option (Government Code Section 20042). For unit members defined as “new members” under the Pension Reform Act of 2013 hired after January 1, 2013, such employees’ final compensation will be based on the highest annual average pensionable compensation during the three consecutive years of employment immediately preceding the effective date of his or her retirement or any other three consecutive year period chosen by the employee per Government Code section 7522.32(a).

The retirement formula provided to employees hired before January 1, 2013 as well as those employees hired after January 1, 2013 who are not defined as “new members” per the Pension Reform Act of 2013 is the 2% @ age 55 benefit. For unit members defined as “new members” under the Pension Reform Act of 2013 hired after January 1, 2013, such employees’ are provided the 2% @ age 62 benefit provided for in the Public Employees’ Retirement Law per Government Code section 7522.20(a).

The City contracted with CalPERS for miscellaneous employees to provide for Sick Leave Conversion pursuant to Section 20965.

ARTICLE 2014: HEALTH CARE AND RETIREE MEDICAL

A. Medical Insurance and Opt Out

1. 1. Medical Insurance: The City is enrolled in CalPERS Medical in accordance with the Public Employees’ Medical and Hospital Care Act (PEMHCA). Employees who enroll in a CalPERS medical plan will

receive aThe City will contribution e an amount for each bargaining unit member for health insurance. The amount the City will contribute will beof ninety-seven percent (97%) of the premium selected, (up to a maximum of 97% of the CalPERS Kaiser HMO premium), depending on whether the employee is enrolled as singleemployee only, employee with one dependent (two-party), or employee with two or more dependents (family). If the employee selects a plan that chosen is less costly than the rates of the Kaiser HMO plan premiums, the City will pay 97% of the premium for the selected plan chosen with the employee paying (with a deduction from their pay) for the remainder (3%) of the premium as a payroll deductionlan chosen. If an employee selectschooses a plan thatwhich is more costly than the Kaiser HMO plan premiumsrate, the employee will pay the difference between the Kaiser HMO premium rate andof the more expensive plan and the cost of 97%as well as the additional 3% of the Kaiser HMO premium rate for the coverage chosenbased on the coverage level, i.e., employee onlysingle, employee + 1 or employee + 2. The City’s health insurance contribution will be inclusive of (not in addition to) the PERS statutory minimum.

Opt-Out of Medical Insurance:

2. Employees who opt out of health insurance completely will receive a cash opt-out incentive.

Effective the pay period following City Council approval of this MOU, employees will be eligible for the following opt out incentive:

Employees opting out of health insurance completely who would have otherwise been eligible for either single or two-party medical coverage will receive $2,700 per year ($103.85 per pay period), paid biweekly as part of payroll. Employees opting out of health insurance who would have otherwise been eligible for family medical coverage (employee plus 2 or more qualified dependents) will receive an opt-out incentive of $5,400 per year ($207.69 per pay period), paid biweekly as part of payroll. This opt-out amount is taxable income and will not be considered compensation earnable (meaning it does not qualify as “special compensation” under the CalPERS regulations).

Pursuant to the Affordable Care Act (ACA) Employer Mandate “affordability” determination, an Eligible Opt-Out Arrangement requires the following for employees who opt-out of employer- provided health coverage and receive cash in lieu:

a. Employee must provide reasonable evidence that the employee and each member of the employee’s expected tax family (individuals the employee expects to claim personal exemption deduction) have or will have minimum essential coverage (other than coverage in the individual market, whether or not obtained through Covered California) during the period of coverage to which the opt-out arrangement applies; b. The opt-out payment may not be made if the employer knows or has reason to know that the employee or any other member of the employee’s expected tax family does not have or will not have the alternative coverage;
c. The evidence of alternative coverage must be provided every plan year to which the eligible opt-out arrangement applies; and
d. The reasonable evidence must be provided no earlier than a reasonable period of time before the plan year begins.

There shall be no cash back to employees from any allowances contributed by the City. Employees who opt out of health insurance completely will receive:

(a) A City contribution to the employee’s Section 125 Healthcare or Childcare flexible benefit plan (if qualified to participate) up to the maximum contribution allowed by law which will not be subject to tax withholdings; or

(b) A payment in their normal paycheck equal to the maximum contribution allowed by law to the City's Section 125 Healthcare or Childcare flexible benefit plan, subject to applicable taxes (if qualified to participate).

Affordable Care Act Minimum Essential Coverage Requirements and Reopener

Employees who are able to demonstrate to the City’s satisfaction that they have minimum essential coverage as defined by the Affordable Care Act, (through another source other than coverage in the individual market, whether or not obtained through Covered California) may opt out of participation in the City’s health plan.

During the term of this MOU, either party may reopen labor negotiations for the purpose of discussing the impact of the Affordable Care Act.

2. B. Retiree Medical Insurance and Stipend:

Because the City contracts with CalPERS for the provision of medical insurance it complies with the requirements of In accordance with the Public Employees’ Medical and Hospital Care Act (PEMHCA).

Therefore, the City shall pay the CalPERS statutory minimum amount on behalf of all employees who retire from the City in accordance with the requirements of PEMHCA.

In addition to the provision of the CalPERS statutory minimum as provided in the previous paragraph, employees who retire from the City (meaning retire from CalPERS within 120 days of their last day on payroll) and who have a minimum of fifteen (15) years of full-time service with the City of Manhattan Beach shall receive a contribution of $250.00 per month. Said contribution will be used toward health insurance costs, unless and until whichever of the following occurs first:

(a) The retiree reaches 65 years of age,
(b) The retiree becomes eligible for Medicare; or
(c) The retiree passes away.

If any of the preceding conditions occur, the employee shall no longer be eligible to receive the additional $250 per month retiree medical contribution.

C. Additional Benefits

3. Dental:

1. The City shall contribute $55.00 per month for each employee for dental insurance. This $55.00 cannot be used to pay for health insurance.

4. Vision:

The City will continue to provide up to full family vision coverage through a carrier chosen by the City.

2. 5. Long Term Disability:

3. The City will provide coverage for each employee in the City’s Long Term Disability Plan.

6. Short Term Disability:

4. The City will make available for voluntary participation at the employee’s cost a short term disability plan. However, minimum participation will be required to be able to offer this plan.

ARTICLE 15: CALalPERS RETIREMENT BENEFITS

The City contracts with the California Public Employees’ Retirement System for retirement benefits.

Employees in the unit are “miscellaneous” members are eligible for the following benefits, based upon their membership status:

1. “Classic” CalPERS Members: Employees who are “classic” members under the CalPERS retirement program receive the following retirement benefits:

2% @ 55 retirement formula and one-year final compensation (Government Code section 20042). Employees contribute the 7% member contribution on a pre-tax basis toward the retirement benefit.

2. “New Members” under the Public Employee Pension Reform Act (PEPRA): Employees who are “new members” under the CalPERS retirement program receive the following benefits:

2% @ 62 retirement formula and a three-year final compensation period (Government Code section 7522.32(a)). Employees contribute the higher of 7% or one-half the normal cost as identified annually by CalPERS. If the rate established for new members by CalPERS each year is below 7%, the remaining contribution up to 7% is contributed per Government Code section 20516(f).

3. Optional Benefits: Optional benefits for the miscellaneous CalPERS members include:
 Credit for Unused Sick Leave (Government Code Section 20965)  Third Level of 1959 Survivor Benefits (Government Code Section 21573)

 Military Service Credit as Public Service (Government Code Section 21024)

ARTICLE 1621: WORK SCHEDULES, WORKWEEK, OVERTIME AND COMPENSATORY TIME

A. Work Schedules:

A. Employees in this unit work different work schedules depending on their work location.All employees are assigned to work a 5/40, 9/80 or 4/10 work schedule. During an employee’s probationary period, the employee may be assigned a 5/40 work schedule if needed for training purposes. Additionally, the City may periodically propose positions or assignments who are required to work a 5/40 schedule, which is subject to negotiation.

(a) If, based on operational need, there is a desire to modify an employee’s work schedule, the City will provide the Union at least 14 days’ notice to give the Union the opportunity to negotiate over any impacts of such schedule change may have to the Unit. The City reserves the right to modify the employee’s alternating regular day off (for employees working a 9/80) to the Friday of its choosing without meeting and conferring regarding the impacts. However, the City will provide any employee whose alternating regular day is changed with at least two (2) weeks’ notice of the change.

Employees may request a different work schedule than their regularly assigned schedule, which is subject to the approval of their supervisor and Department Head.

Employees in this unit work different work schedules depending on their assignment and work location, as follows:

Effective the pay period which begins on April 13, 2019, some employees will be required to change their alternating regular day off to the opposite Friday. Employees will be assigned off on the same alternating day off every other week and that day off cannot change unless intended to be permanent. Employees will not be permitted to change their alternating regular day off by changing it with another day of the same week or switching it with the same day of the week in the following or previous week. Managers and supervisors will inform employees of their alternating regular day off by March 31, 2019.

In the future, the parties agree that the City reserves the right to modify the employee’s alternating regular day off (for employee’s working a 9/80) to the Friday of its choosing without meeting and conferring. However, the City will provide any employee whose alternating regular day is changed with at least two weeks’ notice of the change.

The parties agree that on or after October 1, 2019 (for the remainder of the term of the MOU), the City may reopen labor negotiations on the subject of work schedules for members of this unit and that if the City informs the Union that it wishes to reopen negotiations on the subject of work schedules, the Union will make itself available to meet and confer with ten (10) calendar days.

1. City Hall Employees (and employees not assigned to Public Safety or Public Works):

1. Employees assigned to City Hall shall generally be assigned work a 9/80 work schedule which consists of four (4) nine-hour workdays and an eight-hour workday in one (1) workweek followed by four (4) nine-hour workdays in the following workweek. With the 9/80, employees will get three (3) regular days off in a row every other calendar week followed by Saturday and Sunday off in the following week. The City may affix a 5/40 schedule (five consecutive eight-hour days) to new employees during their probationary period.

Code Enforcement Officers and Building Inspectors may be assigned to work a regular work schedule that includes evenings, weekends, and differing shifts.

3. Employees Assigned to the Public Works Department:

Except for employees in certain classification described below (who shall work a 9/80 schedule like the City Hall employees described above), unit membersEmployees assigned to the Public Works Department shall work a 4/10 work schedule. The 4/10 work schedule will consist of four consecutive ten-hour workdays per workweek. between Monday and Thursday. Employees assigned to the Public Works Department in the following classifications shall work a 9/80 work schedule:

a. Associate Engineer
b. Engineering Assistant
c. Engineering Technician I/II
d. Executive Secretary
e. Public Works Inspector
f. Secretary
g.2. Senior Engineering Technician

Notwithstanding the above, theEmployees in the classifications of Water Plant Operator and Senior Water Plant Operator may be required to work a 9/80 orshall work a 5/40 (five consecutive eight- hour days).

If new classifications are created during the term of this MOU, the City will determine whether the employee in the classification shall work a 9/80 or 4/10 work schedule. Should the City desire to change the existing work schedule for any employee from a 4/10 to a 9/80, or from a 9/80 to a 4/10, the City will provide the Association with 14 days’ notice so that the Association may exercise its right to meet and confer about the schedule change.

4.3. Employees Assigned to the Police and Fire Departments:

Employees assigned to the Police and Fire DepartmentsPolice Records Technician/Matrons, Police Services Officers, Community Services Officers and Park Service Enforcement Officers shall work a 4/10

work schedule, unless departmental needs dictate the need for a different work schedule, such as. If approved by the City Manager, the Administrative Clerk I/II, Executive Secretary and Secretary may work a 4/10 work schedule. Otherwise employees in these classifications shall work a 9/80 work schedule as described above for City Hall employees..

5. Employees Neither Assigned to City Hall, the Public Works nor Police Departments There are some employees in the unit whose assigned work location is not City Hall and who are not employees of either the Public Works or Police Departments. These employees’ will be assigned a 9/80 work schedule subject to the same provisions as set forth above for City Hall employees.

5. Additional Provisions Regarding Work Schedules

(b) If, based on operational need, there is a desire to modify an employee’s work schedule the City will provide the Union at least 14 days’ notice to give the Union the opportunity to negotiate over any impacts such schedule change may have to the Unit.

(c) Any unit employee assigned to work a 9/80 schedule may request to work a 5/40 work schedule (eight hours a day, Monday – Friday). All requests should be submitted to the employee’s direct supervisor. Approval will be based on operational feasibility and is subject to approval by the Department Head, Human Resources Director and City Manager.

B. Workweek:

B. For employees working the 9/80 work schedule, the FLSA designated their workweek which will be used to calculate overtime will end exactly four (4) hours after the start time of their work shift on the day of the week which constitutes the employee’s alternating regular day off. For example, if an employee’s workday starts at 7:30 a.m. on Friday and their regular day off is Friday, their workweek for calculating overtime shall start at 11:30 a.m. on Friday and end the following Friday at 11:29 a.m.

For employees working a 4/10 or 5/40 work schedule, the FLSA designatedtheir workweek thatwhich will be used to calculate overtime shall begin at Saturday at 12:00 a.m. and end at 11:59 p.m. on Friday.

C. Overtime Earned:

C. Non-exempt employees shall receive Oovertime shall mean that time an if the employee is required to works in excess of forty (40) hours inper their defined workweek. For the purposes of determining eligibility for overtime in a given workweek, Computation of hours worked in the forty-hour workweek shall not include any leave time, with the exception of City-recognized holidays and those cases where the employee has taken pre-approved paid leave (excluding sick leave) and is mandated by the Department Head or designee to work overtime. All approval for overtime must be requested and granted prior to working the overtime being worked, except in emergency situations. Employees on light duty shall not bemust be able to perform all the required functions of the overtime responsibilities

to be eligible to work overtime for special events, and employees on light duty may not be eligible to work overtime for designated assignments.

Employees required to work more than forty (40) hours in a workweek shall receive overtime pay at one and one-half (1-1/2) times their regular rate of pay or compensatory time-off at the option of the employee, subject to supervisory approval. Overtime shall be paid on the payday following the pay period in which it is earned.

D. Compensatory Time Off:

D. Employees who accrue compensatory time off shall accrue it at the rate of time and one-half to a maximum amount not to exceed 460 hours (i.e., 4026.66 overtime hours accrued at time and one half).

An employee desiring to use earned compensatory time-off must first obtain approval from theirhis/her supervisor. If at least 10 days’ notice is provided, compensatory time off will not be denied unless it would be unduly disruptive to the City to grant it. If compensatory time off is requested with less than 10 days’ notice, it may still be granted within the discretion of the employee’s supervisor.

ARTICLE 1722: UNIFORMS

A. Public Works Employees:

A. The City shall provide all Public Works Department employees covered by this Agreement wWith the exception of administrative clerical employees, all Public Works employees will be provided with clean and presentable work clothing, to be laundered and provided and laundered through a uniform rental service. Each employee has the option to receive There shall be a minimum of nine (9) sets of work clothing. In addition, the City will provide at the beginning of each fiscal yearevery employee with five (5) t-shirts with the City insignia at the beginning of each fiscal yearto each employee. Any portion of the uniform which that is torn, badly stained, or in any way unsuitable in appearance through work activity, as determined by the supervisor, shall be exchanged and replaced at the discretion of the City. The City will provide an opportunity for alterations once a year, if needed. The employee shall pay for any additional uniform alterations. City uniforms shall not be worn off duty and employees every effort shall make every effort to maintain their uniforms in a way that reflectsbe made to maintain the highest public image of City employees. The City reserves the right to determine the manner in which this work clothing is provided, to select the uniform rental service, and to select the style and color of the work clothing. Unless mutually agreed, this work clothing shall consist of the following:

1. Work Pants/Shorts (Combination of 9)

2. Work Shirts/T-Shirts

3. Name Patches

4. City Patches

5. City Hats

5.

The employee must make the choice at the beginning of the year whether to wear a collared shirt (with buttons) or with no collar (a t-shirt). The options to wear t-shirts or shorts shall be subject to revocation either individually or collectively at any time by the City if deemed in the City’s best interest and such revocation (with at least 90 days’ notice) shall not become the subject of any grievance proceeding.

All employees must wear high visibility safety apparelorange reflective gear at all times when working in the public right- of -way. Employees who fail to do so may be subject to discipline.

The parties agree that to the extent permitted by law, the value of the uniforms provided in this article is special compensation as defined by CalPERS regulations and shall be reported as such to CalPERS pursuant to Title 2 CCR, Section 571(a)(5) Uniform allowance. Notwithstanding the previous sentence, for “new members” as defined by the Public Employees’ Pension Reform Act of 2013, the uniform allowance will not be reported as compensation earnable to CalPERS.

Police Department Employees:

B. Police Services Employees - Upon hire, the City will provide each employee with the following uniforms:
 Police Services Officer and (Lead) Police Records Technician/Matron, Office Assistant (assigned to Parking): three (3) shirts and three (3) pairs of pants each  Community Services Officers: four (4) shirts, two (2) pairs of pants, and two (2) shorts each

After completion of probation, each employee shall be provided additional uniforms to provide a total of five (5) sets of uniforms for each employee. Community Services Officers may choose long pants or shorts so they have some combination of both. Thereafter, the City shall provide replacements for those uniform items that are torn, badly stained, or in any way unsuitable in appearance as determined by the supervisor. The Department’s practice of providing one (1) Class A dress uniform per employee, if needed, shall continue.

The employees in the classifications of Community Services Officer, Park Services Enforcement Officer, Police Services Officer, (Lead) Police Records Technician and Office Assistant (assigned to Parking) shall receive $275.00 annually for their uniform maintenance allowance.

City supplied uniforms shall remain the property of the City and shall be returned to the City upon termination.

The parties agree that to the extent permitted by law, the value of the uniforms provided in this article is special compensation as defined by CalPERS regulations and shall be reported as such to CalPERS pursuant to Title 2 CCR, Section 571(a)(5) Uniform allowance. Notwithstanding the previous sentence,

for “new members” as defined by the Public Employees’ Pension Reform Act of 2013, the uniform allowance will not be reported as compensation earnable to CalPERS.

B. Other Departments:

C. Other work clothing items may be issued at the sole discretion of the City on an as needed basis.

ARTICLE 1823: TUITION REIMBURSEMENT PROGRAM

The City will continue to provide a tuition reimbursement program in accordance with the applicable Personnel Instruction/City Policy. The current annual reimbursement amount for tuition and books is $2,500.00.

ARTICLE 24: MEDICARE/SOCIAL SECURITY

If Federal Medicare/Social Security is mandated by Congress, the contribution designated by law to be the responsibility of the employee shall be paid in full by the employee and the City shall not be obligated to pay or "pick up" any portion thereof.

ARTICLE 25: DIRECT DEPOSIT

Employees shall receive their bi-weekly compensation through the City's direct deposit program.

ARTICLE 26 19: VACATION

The purpose of annual vacation and general leave is to enable each eligible employee to have time for personal obligations, leisure and family time, and disconnection from work, so that they can remain focused and to return to work mentally refreshed. Employees begin accruing vacation at the time of hire and may be eligible to takeuse paid vacation as approved by their supervisor and Department Headfter six (6) months of employment with the City.

Upon six months of satisfactory performance during the initial one-year probationary period the employee will have 20 hours of vacation credited to their vacation account. Thereafter vacation will be accrued at the rates below:

Tenure Vacation hours/month Maximum Accrual
Greater than: Less than or equal to

Six months 5 full years 7.33 263.88
5 full years 9 full years 8.667 312
9 full years 16 full years 10.00 360
16 full years 17 full years 10.667 384
17 full years 18 full years 11.33 407.88

18 full years 19 full years 12.00 432
19 full years 20 full years 12.667 456
20 full years 13.333 480

Effective the pay period following January 1, 2021, vacation accrual will be as follows:

Leave Accrual and Caps:

A. Employees will accrue vacation, and be subject to the maximum vacation accruals, outlined in this table:

Tenure Vacation hours/month Maximum Accrual
Greater than: Less than or equal to

Six months 5 full years 7.33 26 43.88
5 full years 9 full years 8.667 312
9 full years 16 full years 10.00 360
16 full years 17 full years 10.667 384
17 full years 18 full years 11.33 40 87.88
18 full years 19 full years 12.00 432
19 full years 20 full years 12.667 456
20 full years 22 full years 13.333 480
22 full years 23 full years 13.667 480 23 full years 24 full years 14.00 480
24 full years 25 full years 14.667 480 25 full years 15.00 480

Upon reaching the maximum vacation accrualaccumulation maximum, the employee will not accumulate further vacation until such time that the employee's accumulation rate returns to below the maximum amount. Under special circumstances and with City Manager approval, an employee may be allowed to accrue over the maximum for a limited period of time. Any Eemployees who are is in paid status less than eighty (80) hours in a pay period, or who has requested a reduced hours schedule on a temporary or permanent basis, shall accrue a pro-rated amount of vacation based on their number of hours worked.

A. Use and Approval ofRequest for Vacation:

B. In order to assure the orderly performance and continuity of those municipal services provided by the employees and their respective departments, each employee wishing to schedule a vacation should request such vacation leave as far in advance as reasonably possible, but usually at least one (1) week in advance of the requested period. Each department may have their own process and timeline for vacation requests. With sufficient advanced notice, Vvacation requests will be grantedscheduled, insofar as possible and practical, at those times requested by each the employee. However, because ofBased on the nature of the work performed, staffing levels, competing requests, and the requirement that the orderly performance andneed for continuity of services be maintained, it may be necessary to

limit the number of employees or prohibit any employees from taking vacation leave on a particular date or dates.s during a particular period or at the same time.

It shall be City policy that aAn employee may request the use of accrued vacation time for the purposes of attending tomeeting a personal emergency, without the advanced request specified above. Such request may be made at the time of emergency. The gGranting of the use of vacation without advanced approval in order to attend to a personal emergency shall be solely at the discretion of the supervisor.

B. Maximum Vacation Accumulation:

Employees will be allowed to accumulate vacation leave based on what they could earn in three years (based on years of service as described above). Thus, for example, an employee with between 9 and 16 years of service can accumulate up to 360 hours (10 hours per month x 36 months) of vacation.

Upon reaching the vacation accumulation maximum, the employee will not accumulate further vacation until such time that the employee's accumulation rate returns to below the maximum amount. Under special circumstances and with City Manager approval, an employee may be allowed to accrue over the maximum for a limited period of time.

ARTICLE 27: VACATION CASH OUT

C. Annual Vacation Cash-out:

On or before the pay period which includes December 15 of each calendar yearstarting in 2019, an employee may make an irrevocable election to cash out up to eighty (80)forty (40) hours of accrued vacation, which will be earned in the following calendar year and paid out the following December at the employee’s base rate of pay. On the pay day for the first pay period in December each year in the following year, the employee will receive cash for the amount of Vacation Leave the employee irrevocably elected to cash out in the prior year. However, the employee’s Vacation Leave balance cannot be reduced below 80 hours. Thus, if by receiving cash for employee’s Vacation Leave, the employee’s Vacation Leave balance is less than 80 hours, the employee will receive cash (up to a maximum 480 hours) for the amount above 80 hours.

ARTICLE 208: HOLIDAYS

Holidays Observed:

A. The following days shall be recognized and observed as paid (eight-hour) holidays:

1. New Year's Day, (January 1).

2. Martin Luther King, Jr. Day, (third Monday in January).

3. Washington's Birthday, (third Monday in February).

4. Memorial Day, (last Monday in May).

5. Independence Day, (July 4th).

6. Labor Day, (first Monday in September).

7. Columbus Day, (second Monday in October).

8. Veteran's Day, (November 11th).

9. Thanksgiving Day.

10. Friday following Thanksgiving Day.

11. Christmas Day, (December 25th).

Employees who work other than a 5/40 work schedule must supplement their holidays with floating holiday, holiday bank, vacation leave, or compensatory time off for the hours in addition to eight (8) hours.
(For example, if an employee works a 9/80 schedule, they must use one (1) hour of leave to supplement the 8 hour holiday to receive full pay). To receive nine (9) hours of pay (for employees who work the 9/80 work schedule) on any of the above holidays, an employee must use one (1) hour of vacation, holiday leave or compensatory time off. To receive ten (10) hours of pay (for employees who work the 4/10 work schedule) on any of the above holidays, an employee must use two (2) hours of vacation, holiday leave or compensatory time off.

Per Personnel rule XI, Section 11, iIf one (1) of the paid holidays falls on a Sunday, the holiday will be observed on the following Monday following shall be observed as the holiday. If one (1) of the paid holidays falls on a Saturday, the holiday will be observed on the preceding Friday preceding shall be observed as the holiday. When a City recognized holiday falls on an employee’s regular scheduled day off between Monday and Friday, the employee will accrue eight (8) hours in a holiday bank. The employee may use the hours in the holiday bank as leave time (requesting to use the leave similarly to a request for vacation) except that the hours must be used as leave and cannot be cashed out. The maximum number of hours an employee may have in the holiday bank is forty (40) hours.

B. Floating Holiday: On the first full pay period after July 1, 2019 ten (10) hours of floating holiday leave shall be credited to each employee Effective Annually on July 1, 2020, and annually thereafter, twenty- four (240) hours of floating holiday leave shall be credited to each employee, which. Said holiday leave is to be used during the 12 months following the July 1st when it was given. This Floating holiday leave has no cash value and is not eligible to be cashed out.

C. Holiday Bank: For those eEmployees in classifications this bargaining unit who are scheduled that are required to work regular shifts on holidays (i.e., Community Services Officers,. Police Service Officers, Water Plant Operators, Senior Water Plant Operators and (Lead) Police Records Technicians/Matrons), will be granted forty-four (44) hours of holiday leave will be provided during the first full pay period after July 1, and 44 hours during the first full pay period after January 1. In addition, eEmployees in the administrative support capacities following classifications who are regularly assigned to the Police Department shall receive the holiday leave bank described above:
(such as Executive Assistant,Secretary, Administrative Assistant, and Office Assistant)Secretary, Administrative Clerk I and Administrative Clerk II. However, for the employees in these classifications, will receive the same holiday bank but may be required to take their holiday on the observed day if they are requested by any supervisor to take off on any of the above holidays because their support

is not needed on the holiday, they must use holiday leave to take the day off. If an employee separates from service, Ppayroll will pro-rate the holiday hour’s allotment on a bi-weekly basis starting at July 1 or January 1, whichever is closer to the separation date. If a new employee is hired, the bank of holiday hours provided will be prorated to July 1 or January 1, whichever is closest.

For aAll employees who receive a holiday bank may carry over up to ten (10) hours of holiday leave may be carried over from year to year.

The use of All floating holiday and holiday bank leave shall be requested in the same manner and subject to the same procedures as vacation requests.

Employees who work other than a 5/40 work schedule must supplement their holidays with vacation leave for the hours in addition to eight (8) hours.

ARTICLE 219: SICK LEAVE

C.A. A. Accumulation Rate

Employees shall be entitled to accumulate eighty (80) hours of sick leave annually, 3.077 hours per period, beginning at the time of hire or appointment into the bargaining unit. Employees who are in paid status less than 80 hours in a pay period shall accrue a pro-rated amount of sick leave based on their number of hours worked.

D. Sick Leave Eligibility Requirements

1. Employees shall start to accumulate sick leave credit as of their date of employment.

2. Employees shall not accrue sick leave during any pay period during which they are on leave of absence without pay for any part of the pay period.

E.B. B. Sick Leave Utilization Requirements

Employees with accrued sick leave shall be allowed to utilize such sick leave for the following purposes:

1. Employees may use sick leave for pPersonal illness, personal medical appointments or injury.

Anytime an employee uses sick leave for a purpose which qualifies for leave per the Family and Medical Care Leave Act (FMLA), the California Family Rights Act (CFRA) or forthe California Pregnancy Disability LeaveAct (PDLA) as provided by the California Fair Employment and Housing Act (FEHA), the City may run the employee’s entitlement to FMLA, and CFRA, or PDL concurrently with the employee’s sick leave. Conversely, an employee who takes FMLA/CFRA/PDL leave for their own personal serious health condition will be required to use theirhis/her sick leave concurrently with the FMLA/CFRA/PDL leave.

2. Employees may usewill be allowed up to 40 hours of accumulated sick leave per fiscal year to be used for family sick leave. The purpose of this benefit is to allow unit employees time to care for a child, parent, spouse, registered domestic partner, parent in law, sibling, grandparent or grandchild. Family sick leave may be used to actually care for or arrange for the care of family members who are ill and cannot care for themselves, or to take family members to a routine medical or dental appointments. Use of family sick leave shall be authorized and recorded through the payroll process. It is the responsibility of the operating department to track this type of leave. Sick leave may be used for family illness as provided for in the Rules and Regulations and in the City's Family Care and Medical Leave Policy (Personnel Instruction PI-12). The City may require an employee to use accrued leaves, including sick leave, concurrently with a leave taken pursuant to the Family and Medical Care Leave Act and California Family Rights Act where provided for under the law.

3. Employees are encouraged to schedule routine medical or dental appointments outside of regular work hours whenever possible. Unless accompanied by a doctor’s note it is understood that routine doctor and dentist appointments will not be approved in excess of two hours.

F.

G.C. Sick Leave Notification

1. For routine medical appointments and sick leave use that can be planned in advance, employees should request sick leave in conjunction with departmental policy and procedure. For unplanned sick leave, Iit is the responsibility of each employee requesting paid sick leave to notify their supervisor at least thirty (30) minutes before the beginning of their work day, or as soon as is reasonably possible, in the manner prescribed by their Department Head and supervisor. If no personal contact is possible then at a minimum a voice mail message must be left. When someone other than the employee has been requested to make the required notification, the employee will be solely responsible for that notification being made. If an employee becomes sick or ill during their work shift, they shouldmust notify or cause notification to be made to their supervisor prior to leaving the work site.

2. After three (3) days of continuous sick leave absence by the employee, the employee must make personal contact by telephone with their supervisor, Ddepartment Headdirector or designee and provide an estimated date of return. If an employee is unable to reach either a department manager, director or designee, the employee should leave a voice mail for the appropriate supervisor and speak to an employee of make personal contact with the Human Resources Department. Voice mail and e-mail will not be considered personal contact.

H.D. Sick Leave Certification and Approval

Per the City’s Rules and Regulations: A Ddepartment Headdirector or designee may require an employee to furnish a doctor’s certificate at any time for proof of illness, as allowed under the law.

However, if the absence is for just one (1) day, the Ddepartment Headdirector or designee should only ask for a note if theyhe/she suspects that there has been an abuse of sick leave.

I.E. Sick Leave Release

Any employee who is off sick or disabled for more than five (5) consecutive working days shall be required to secure and submit a physician’s release certifying that they are fit to return to work. This release must be submitted to the employee’s supervisor before the employee will be permitted to return to work.

ARTICLE 2230: SICK LEAVE CONVERSION

An The employees’ is eligible to convertannual sick leave to vacation leave based upon the amount of sick time used during the prior fiscal year, conversion program is as follows:

1. 26 or lessMore than 54 hours of unused sick leave usedearned in the fiscal year:, the employee receives one-half of the difference between the sick leave used and what they earned during the prior fiscal year (80 hours if in paid status for the full year)unused sick leave credited to vacation. (a) and the remainder carried over as sick leave.

(b)2. Between 26 and 43 hours 37-54 unused hours of sick leave usedearned in the fiscal year:, the employee receives one-quarter of the difference between the sick leave used and what they earned during the prior fiscal year (80 hours if in paid status for the full year)unused sick leave credited to vacation and the remainder carried over as sick leave.

(c) 36 hours or less of unused sick leave earned in the fiscal year, the employee receives no conversion to vacation and the entire unused sick leave is carried over as sick leave.

Employees who use more than 43 hours of sick leave in the prior fiscal year are not eligible for sick leave conversion. Sick leave may only be converted up to the amount of his or her vacation limit. The sick leave conversion is processed in the second full pay period after June 30 of each year.

ARTICLE 231: JURY DUTY

The City will provide up to 2 weeks (80 hours) paid leave time for employees who serve for jury duty, in accordance with . Personnel Instruction 13 describes the City’s policy and procedures for jury duty.

ARTICLE 2432: BEREAVEMENT LEAVE

An employee may use up to 40 total hours of bereavement leave per calendar year for grieving, receiving counseling, making arrangements, or carrying out last wishes as a result of the death of the employee’s family. For the purpose of this provision, “family” includes an employee’s spouse, registered domestic partner, parent, sibling, child, grandparent, grandchild, mother-in-law, father-in-law, sibling-in-law, foster child or foster parent. If an employee experiences the death of more than one (1) family member during

the calendar year, the employee may request an exception to use additional bereavement leave (up to the 40 hours described herein), subject to verification and approval of the Human Resources Department.

The City will provide up to forty (40) hours of bereavement leave in a consecutive 12-month period beginning from the date the leave first begins, in the event of the passing of a member of the immediate family, as defined below. This bereavement leave will not be charged to the employee’s accrued leave balances. However, if an employee works a shift with workdays greater than eight (8) hours, (e.g., 9/80 and 4/10) the employee may use his/her own vacation, comp time or holiday leave accruals to be off for five (5) full work days if he/she wants to be paid for five full days off for bereavement leave.

Immediate family is defined as: husband, wife, registered domestic partner, parent, brother, sister, child, mother-in-law father-in-law, sister-in-law, brother-in-law, foster child, foster parent, grandparent and grandchild.

ARTICLE 2533: CATASTROPHIC LEAVE

Employees in the unit shall be permitted to donate accrued vacation leave and/or compensatory time off to other City employees who have exhausted all paid leaves, who have been granted an unpaid leave and who need to continue to be absent from work because of a catastrophic injury or illness. The value of the accrued vacation leave and compensatory time off will be determined based on the donating employee's compensation. It will then be converted to hours for the donee's use based on the donee's rate of pay. For example, if an employee who earns $40 per hour donated ten (10) hours of accrued vacation leave and/or compensatory time off to an employee who earns $30 per hour, the donee would receive $400 divided by $30 or 13 = 13 hours of catastrophic leave. Bargaining unit members may donate accrued vacation leave and/or compensatory time off to members outside of the bargaining unit. The value of such leave will be converted to the donee’s rate of pay. Leave may not be donated from outside the unit. An employee wishing to donate leave must inform the Human Resources Department of theirhis/her desire to donate leave, the amount of the donation and the employee to whom theyhe/she wishes to donate.

ARTICLE 34: INJURY ON DUTY

Miscellaneous Employees with 6 months employment or more shall receive only $1.00 per pay period in salary continuation and may charge the first three days of any injury on duty to the employee's accumulated leaves. Thereafter, the employee shall receive only the $1.00 per pay period salary continuation but may use vacation and/or CTO to receive full pay. During the first 60 days or while receiving vacation or CTO pay, the employee shall continue to accrue leave time and continue to receive the City's insurance allowance. Thereafter, all leave accruals and allowances cease and insurances become the responsibility of the employee.

Miscellaneous Employees with less than 6 months employment shall receive only $1.00 per pay period in salary continuation and may charge the first three days of any injury on duty to the employees' accumulated leaves. Thereafter, the employee shall receive only the $1.00 per pay period salary continuation during the first 30 days, the employee shall continue to accrue leave time and continue to receive the City's insurance allowance. Thereafter, all leave accruals and allowances cease and insurances become the responsibility of the employee.

ARTICLE 2635: CLASSIFICATION CHANGES

During the term of the MOU, if the City wishes to modify any job description for any classification in the unit, it may do so. However, the Union shall have the right (within 10 business days of receiving notice sent to the business agent of the Union, of the change of the job description) to request to meet and confer over any terms and conditions of employment related to the change. F(for example, salary, hours or title).

ARTICLE 327: TRANSFER

A transfer is the movement of an Eemployees desiring to be transferred from one position to another position in the same classification or a different nother class having essentiallywith the same or substantially similar maximum salary limitssalary range and , involving the performance of similar duties/job requirements. and requiring substantially the same basic qualifications

A. Voluntary transfer: An employee requesting a transfer may provide a written request to theirhis/her Department Head. If the transfer involves movement between two City departments, the employee may send the whereupon the Department Head will forward said request to the Human Resources Director for processing and coordination between the two departments. Any transfer or request for transfer will be dealt with pursuant to the Civil Service Rules and Regulations of the City.

Transfer based on departmental or City needs: After notice to an employee, the Department Head(s) may transfer anthat employee may be transferred by the City Manager at any time from one position to another position in the same or comparable class. Transfer shall not be used to avoid a process in the personnel rules for effectuate a promotion, demotion, or advancement, or reduction in pay., each of which may be accomplished only as provided in the personnel ordinance and in these rules. No person shall be transferred to a position for which he does not possess the minimum qualifications.

ARTICLE 38: JOB ABANDONMENT
B.

Employees absent from work without authorization or notification for three (3) consecutive working days, shall be construed to have abandoned their employment with the City and shall be cause for immediate termination subject to Skelly procedures.

ARTICLE 2839: GRIEVANCE PROCEDURE

This grievance procedure is the sole and exclusive manner by which an employee or the Union can challenge that the City has misinterpreted, misapplied or violated this MOU in any way. For the purposes of this section, a grievance is defined as an allegation by an employee or the Union that there has been a

misinterpretation, misapplication or violation of a particular provision of this MOU, the personnel rules, or a City policy.

A. Informal Grievance Procedure (Resolution with Immediate Supervisor and/or Department Head): Any employee with a grievance is encouraged to initiate the grievance procedure within thirty (30) calendar days of the date of the incident, or when the employee should reasonably have been made aware of the grievance. As part of the informal grievance procedure, the employee should explain the situation orally or in writing to their immediate supervisor and/or Department Head. If a disagreement about the MOU interpretation or application still exists following the informal procedure, an employee or the Union may initiate the following procedure.

B. Formal Grievance Procedure:

1. Filing of Grievance and HR Director Decision: The employee or the Union may initiate a formal grievance, in writing, to the Human Resources Director within sixty (60) calendar days of the date of the incident. While employees are encouraged to utilize an informal grievance process, a formal grievance may be filed regardless of if the informal grievance procedure under Step A is utilized. If the employee or the Union so requests, following written submission of the grievance, the Human Resources Director shall meet with the employee, their representative (if applicable) and departmental management (if needed) in an effort to resolve the issue. Within thirty (30) calendar days, the Human Resources Director, shall present their decision, in writing, to the employee and/or the Union.

2. City Manager Determination: Within fifteen (15) working days of the Human Resources Director’s Decision, the employee or the Union may request in writing to present the grievance to the City Manager. If such a meeting is requested, the City Manager, or their designee, shall meet with the employee and their representative, or the Union representatives bringing forth the grievance, in an effort to resolve the issue. The meeting with the City Manager or their designee is an informal hearing in which the employee or Union, and the City, will each have the chance to explain its position and provide supporting evidence. Within thirty (30) working days of this informal hearing, the City Manager or designee shall present a decision, in writing, to the employee and the Union, with copies to the Human Resources Director. The City Manager’s decision is final and concludes the grievance procedure.

C. Prescribed Timeframes in Grievance Proceedings: Time limits as set forth above may be extended by mutual agreement between the parties, but neither party is required to agree to such an extension.

Unless a mutual agreement is made prior to any of the timeframes prescribed herein, the employee and the Union waive their rights for grievance filing or appeal if they do not respond within the prescribed timeframes.

1. The purpose of Grievance Procedures:

(a) To promote Employer-Employee relations by establishing procedures on grievance matters.

(b) To provide that grievances shall be settled as near as possible to the point of origin.

(c) To provide that the grievance procedures shall be as informal as possible.

2. A "grievance" shall be defined as a controversy between the City and the Union, or the City and an employee. Such controversy must pertain to one of the following:

(a) Any matter involving the interpretation of any provision of this MOU; or

(b) Any matter involving the violations of any provision or intent of this MOU; or

(c) Any matter involving the interpretation or application of the Personnel Rules or Regulations of the City.

3. Grievances must be submitted on the approved Grievance Submittal Form and within the proper time frames in order to be considered.

4. There shall be an earnest effort on the part of both parties to settle grievances promptly through the steps listed below:

Step 1: An employee's grievance must be submitted orally to his/her first line Supervisor or Management Representative immediately in charge of the aggrieved employee within twenty (20) calendar days after the event giving rise to the grievance. The Supervisor or Management Representative will give his/her answer to the employee by the end of the fifth (5th) calendar day following the presentation of the grievance and the giving of such answer will terminate Step 1.

Step 2: If the grievance is not resolved in Step 1, the grievance will be reduced to writing on the designated form by the employee, fully stating the facts surrounding the grievance and detailing the specific provisions of this MOU or Personnel Rules and Regulations alleged to have been violated, signed, and dated by the employee and presented to the Department Head or designee within five (5) working days after termination of Step 1. A meeting with the employee, Union Representative (if the employee chooses) and the Department Head or designee will be arranged at a mutually agreeable location and time to review and discuss the grievance. Such meeting will take place within five (5) working days from the date the grievance is received by the Department Head or designee.

The Department Head or designee may invite other members of Management to be present at such meeting. The Department Head or designee will give a written reply by the end of the fifth (5th) working day following the date of the meeting, and the giving of such reply will terminate Step 2.

Step 3: If the grievance is not resolved at Step 2, a meeting with the employee, Union Representative (if the employee chooses) and the Human Resources Director or designee shall be arranged at the request of the employee. Said request shall be made within five (5) days of termination of Step 2. The meeting will be held at a mutually agreeable location and time to review and discuss the grievance. Such meeting will take place within ten (10) working days after the request is made for a meeting following the termination of Step 2. The Human Resources Director or designee may invite other members of Management to be present at such meetings. A written reply shall be given to the employee by the end of the fifth (5th) working day from the date of such meeting.

Step 4: If the grievance is not resolved in Step 3, the employee may appeal to the City Manager within five (5) working days of the termination of Step 3. The City Manager shall call for a hearing to be held within ten (10) working days from the receipt of the appeal and the discussion at said meeting shall be recorded. The Human Resources Director or designee shall present the evidence on behalf of the City and the employee or representative shall present the evidence on behalf of the grieving party/parties. The City Manager shall hear both sides of the issue and within fifteen (15) working days from the date of such hearing, render a decision in writing to the employee. The City Manager’s decision is final and concludes the grievance procedure.

5. Time limits as set forth above may be extended by mutual agreement between the parties, but neither party shall be required to so agree.

6. It is not intended that the grievance procedure be used to effect changes in the established salary and fringe benefits schedule.

The grievance procedure is the sole and exclusive method to challenge an alleged violation of the MOU.

ARTICLE 2940: DISCIPLINE

The City is committed to following the principles of progressive discipline. Disciplinary actions should be designed to fit the nature of the employee’s performance or conduct needing to be addressedproblem. The particular action imposed shall depend on the severity of the misconduct, the particular factual circumstances involved, the employee’s work history and previous formal disciplinary record, and take into consideration other incidents with comparable circumstances. For purposes of this article, a working day is defined as a day City Hall is open for business.

PROVISIONS:

A. Disciplinary actions Actions Ddefined:

1. Oral or /Written Warning
The use of aAn oral or written warning shall not be considered disciplinary action, and shall be used asis a tool by supervisors to address performance problems or minor instances of misconduct. and An oral or written warning may be initiated at any time. When issuing an oral or written warning, Tthe supervisor or manager will review with the employee both the specific deficiencies in question, improvement needed, and the City’s standards, and the employee’s expected behavior moving forward. The cause(s) of the deficiency will be identified along with specific improvement needed.

The employee should be advised of the action that will be taken should theyhe or she fail to achieve the improvement outlined within the time period specified. Any wWritten warnings will be kept in the supervisory file, rather thannot the official personnel file, and a copy given to the employee. At the supervisor’s discretion, a summary of the behavior leading up to the warning may be incorporated into the employee’s performance evaluation during their next evaluation. The

supervisory file is intended to be a temporary file to record performance, both positive and negative, throughout the performance year. Once the performance evaluation is completed for the year and the supervisor determines if the warning should be incorporated into the employee’s performance evaluation, all warnings referenceditems in the supervisory file should be referenced in the performance evaluation if appropriate, and discarded at the end of the performance year.

2. Letter of Reprimand
A Letter of Reprimand generally is considered the lowest level of formal disciplineappropriate to correct instances of more serious circumstances or employee misconduct which do not warrant suspension or discharge, repeated instances of minor misconduct or identified performance problems. The purpose of a A Letter of Reprimand may be used for minor offenses warranting disciplinary action and/oris to provide formal notice toput the employee on notice that the City will take other further disciplinary action unless immediate, real and consistent improvement in performance is demonstrated. Any decision to issue a Letter of Reprimand should be reviewed by the Human Resources Department. The supervisor or manager issuing the Letter of Reprimand shall meet with the employee to discuss specific improvements required within a defined time period to avoid further disciplinary action, where applicable. A copy of the Letter of Reprimand will be placed in the employee’s official personnel file. A Letter of Reprimand is not appealable, but the employee may attach a written response for the Department Head to review and evaluate. The employee’s written response will be placed in the employee’s official personnel file.

3. Suspension
Suspension is the temporary removal of an employee from theirhis duties without pay. A suspension should be commensurate with the offence and may not exceed for up to thirty (30) calendar days.

4. Reduction in Pay
A Reduction in Pay is a reduction in hourly salary for a limited and defined period of time. An example of this is a reduction in the employee’s step placement for a defined period for time that, and does not result in any classification change. The employee remains in their classification and continues to perform their regular and customary duties report to work for the duration of the Reduction in Pay.

5. Demotion
Demotion is the movement of an employee from his their current classification to a new classification having a lower salary range. The employee must meet the minimum qualifications of the position to which they are demoting. Demotion is generally utilized as a disciplinary action when the employee has not been able to competently perform required duties of their classification but did not engage in misconduct that would preclude them from City employment. Demotion may also be utilized as progressive disciplinary action.

6. Discharge
Discharge is the involuntary termination of an employee from City employment An employee may be discharged for cause.

Employees who are considered At-Will may be removed at any time without cause.

B. Examples of Misconduct
It is impossible to provide an exhaustive list of the types of impermissible conduct. However, misconduct that may result in disciplinary action, up to and including discharge includes, but is not limited to, the following examples:

1. Continued failure to meet expected standards of work, such as attendance, punctuality, work product or behavior.

1.2. Insubordination, including, but not limited to, refusing to follow a lawful work order

3. Intentional or negligent conduct that damages City property or the property of another employee, a customer, a vendor, or a visitor.

4. Unauthorized use of City Property or Rremoving City property from the premises without authorization, the property of the City, a City employee, customer, vendor, or visitor. Property includes, but is not limited to, records, supplies, materials, equipment, land or facilities. Intentional or negligent misuse of City property, or the property of another employee, customer, vendor, or visitor Employees absent from work without authorization or notification for three (3) consecutive working days, shall be construed to have abandoned their employment with the City and shall be cause for immediate termination subject to Skelly procedures.

2. 3.5. Fighting or provoking a fight on City time or property; engaging in horseplay or other action that endangers City property or disrupts work; failure to work cooperatively with others

4.6. Harassing, threatening, intimidating, insulting, demeaning, using profane or abusive language, or coercing any other employee, customer or visitor, including any violation of the City’s Harassment Policies

5.7. Bringing or possessing weapons or any other dangerous device onto City property without authorization

6.8. Disregarding any safety, fire prevention or security rule or practice, or engaging in activity that creates a safety, fire or security hazard

7.9. Failing to report a work-related accident or injury immediately, or as soon as circumstances permit

10. Soliciting or accepting reimbursement or gratuities for services from customers or any other person at any time including, during working hours, or while on City premises, or on off hours while representing themselves as a City employee or from someone who has knowledge of their City employment.;

8.11. uUnauthorized vending, solicitation or sales of goods or services to other employees, customers, or visitors during working hours or while on City premises

9.12. Excessive tardiness or unscheduled absenteeism for any reason whether or not reported; abuse of sick leave

13. Failing to notify one's supervisor of absence and the reason for absence prior to the start of a shift; leaving City premises or one's assigned work area during working hours without permission; failure to abide by lunch or break periods or working unauthorized overtime.
i. Being absent from work without authorization or notification for three (3) consecutive working days, shall be construed to have abandoned their employment with the City and shall be cause for immediate termination subject to Skelly procedures.

10. 11.14. Submitting any written documentation or work product, including an employment application, containing false or misleading information

12.15. Unauthorized dissemination of proprietary information or employee records on files; falsifying or destroying any City records, including, but not limited to, any timekeeping records or customer records

13.16. Conviction of a felony or conviction of a misdemeanor involving moral turpitude which relates to the employee's ability to perform the duties of theirhis/her position. For purposes of these rules, a plea of "nolo contendere" or "no contest" will constitute conviction

14.17. Failing to obtain or maintain any required license, registration, certifications, or permit, or other minimum job standard

15.18. Incompetence; failing to meet acceptable performance standards; failure to perform assigned duties

16.19. Dishonesty

17.20. Performance of non-City work on work time

18.21. Any other misconduct which affects the work environment or the quality of customer relations, or any other violation of established City policy

19. An employee receiving more than one (1) garnishment (not including child support). A $25.00 initial set up fee and $7.00 service charge per garnishment (excluding child support which shall be $1.00) per payroll check shall be charged to the employee

22.

B.C. Pre-Disciplinary Procedure
If an employee is to be suspended, receive a reduction in pay, be demoted or discharged, the employee shall receive written notice of the proposed disciplinary action in advance of the imposition of discipline, stating the specific grounds and the particular facts upon which the action is based. The notice will include copies of any known materials, reports or other documents upon which the intended action is based. Electronic copies will be provided upon request.

Within seven (7) calendar days after the employee has been provided with the notice of proposed disciplinary action, the employee shall notify the Department Head or Human Resources Director of their intention to respond in writing or orally to the proposed disciplinary action. As a result of such a request, a “Skelly Officer”, who will be the Department Head or designee who has the authority to modify or eliminate the intended disciplinary action, will hear the response. If the employee elects to respond in writing, the employee must respond within seven (7) calendar days after their election to provide a written response. If the employee requests a meeting, it will be scheduled within a reasonable timeframe.

Following the written response or in-person meeting, the Skelly Officer (if a person other than the Department Head) will issue their written decision to the Department Head. The Department Head or designee will issue the employee a final written notice of discipline in accordance with the Skelly Officer’s decision prior to the effective date of the disciplinary action.

If an employee is to be suspended, receive a reduction in pay, be demoted or discharged, the employee shall:

1. Receive written notice of the intended action at least seven (7) working days before the date it is intended to become effective, stating the specific grounds and the particular facts upon which the action is based.

2. Receive copies of any known materials, reports or other documents upon which the intended action is based.

3. Be accorded the right to respond in writing within a reasonable period of time to the intended charges.

4. Be accorded the right to meet within a reasonable period of time with the Department Head or designee who has the authority to modify or eliminate the intended disciplinary action.

5. Be given the written decision of the Department Head or designee prior to the effective date of the disciplinary action.

D. Disciplinary Appeal Process

1. A disciplinary action of suspension of three (3) days or less is appealable through the following procedure below:

Step 1: The employee must, within seven (7) calendar days, present the appeal to the Human Resources Director for processing. The employee’s appeal must state the specific policy(ies), rule(s) and/or MOU provisions that were allegedly improperly applied and the bases for appealing the imposed disciplinary action and stating the specific resolution desired. The failure of the employee to take this action shall constitute a waiver of the appeal, unless time limits are extended through mutual agreement.

Step 2: Within a reasonable time of receipt of the appeal, the Human Resources Director will set up a meeting between the employee and their representative with the City Manager or designee to review the issues. A written decision will then be rendered within thirty (30) calendar days of the meeting. The decision of the City Manager will be final.

2. A disciplinary action of suspension of four (4) days or more, reduction in pay, demotion or discharge is appealable per the appeal procedure below.

The employee may, within ten (10) calendar days of receipt of the disciplinary action, appeal to advisory arbitration. The parties, or their designated representatives, in good faith shall attempt to agree on an arbitrator. If they are unable to agree within a reasonable time, either party may request the State Mediation and Conciliation Service to submit a list of seven (7) arbitrators.

The parties shall select the arbitrator by alternately striking names (beginning with the Union) from a list until one (1) name remains. Such person shall then become the arbitrator.

The arbitrator so selected shall hold a hearing within a reasonable timeframe at a time and place convenient to the parties.

The arbitrator’s decision shall be submitted to the City Manager with copies to all parties. The City Manager may adopt, reject, or modify the arbitrator’s decision. The City Manager’s decision shall be rendered in writing within thirty (30) calendar days of receipt of the arbitrator’s decision. The City Manager’s determination constitutes a final administrative action by the City subject to judicial review pursuant to Code of Civil Procedure Section 1094.5.

Costs of the arbitrator shall be borne by the City.

C.

Grievance Appeal Process

1. Discipline: A disciplinary action of suspension of three (3) days or less, is appealable through the Grievance Procedure above.
a. Appeals must be submitted on the Grievance Form or by letter with a description of the nature of the grievance, a description of the specific policy(ies) or rule(s) that have alleged to have been violated and the requested remedy, within the proper time frames in order to be considered. Time limits for filing formal grievances may be extended by mutual agreement of the parties. b. Step 1: The employee may submit the issue for formal review by completing a grievance form, stating the specific City Personnel rule or regulation and/or provision(s) of the applicable MOU that was improperly applied and stating the specific resolution desired. This request should be submitted to the Department Head or his/her designee for review within twenty (20) working days of receipt of the disciplinary action. The Department Head or designee will give a written reply by the end of the fifth (5th) working day following the date the appeal was submitted.

Step 2: If the appeal is not resolved in Step 1 of the formal process, the employee must, within five (5) working days, present the appeal to the Human Resources Director for processing. The failure of the employee to take this action shall constitute a waiver of the appeal, unless time limits are extended through mutual agreement.

Step 3: Within ten (10) working days of receipt of the appeal/, the Human Resources Director will set up a meeting between the employee and his/her representative with the City Manager or his or her

designee to review the issues. A written decision will then be rendered within fifteen (15) working days of the meeting. The decision of the City Manager will be final.

It is not intended that the grievance procedure be used to effect changes in the established salary and fringe benefits.

2. A disciplinary action of suspension of four (4) days or more, reduction in pay, demotion or discharge is appealable per the appeal procedure below.

Appeal Procedure:

Step 1: The employee may appeal to the City Manager within five (5) days of receipt of the disciplinary action. The City Manager or his/her designee shall call for a hearing to be held within ten (10) days from the receipt of the appeal and the discussion at said meeting shall be recorded. The Human Resources Director or his/her designee shall present the testimony on behalf of the City and the employee or his/her representative shall present the testimony on behalf of the grieving party(ies). The City Manager or his/her designee shall hear both sides of the issue and within fifteen (15) days from the date of such hearing, render a decision in writing to the employee.

Step 2: The employee then has ten (10) days to file an appeal of the City Manager’s or his designee’s decision with the Board of Review. In cases of discharge or reduction of pay or suspension of five (5) days or less, a decision on the appeal may be made without hearing at the discretion of the Board of Review and after examination of written materials submitted by all parties concerned. The City and Union will split the costs of appeals to the Civil Service Commission if the Union assists the appellant in its Union capacity or in any way financially. Shared costs shall include only those charges from the Civil Service Commission.

Step 3: The City Manager may thereupon affirm, revoke or modify the action taken based on his/her judgment. The City Manager’s decision shall then be final and conclusive and shall not be reviewable in any court.

a. Retention of Documents
Any written reprimand shall be removed from an employee's personnel file no earlier than eighteen (18) months after the date of issue if the following conditions are met:

1. No discipline has been imposed during the eighteen-month period after the reprimand was issued;

2. The employee requests the removal in writing to the Human Resources Director.

b. Examples of Misconduct
It is impossible to provide an exhaustive list of the types of impermissible conduct. However, misconduct that may result in disciplinary action, up to and including discharge includes, but is not limited to, the following examples:

20. Insubordination, including, but not limited to refusing to follow a work order

21. Intentional or negligent conduct that damages City property or the property of another employee, a customer, a vendor, or a visitor. Removing from the premises without authorization, the property of the City, a City employee, customer, vendor, or visitor. Property includes, but is not limited to, records, supplies, materials, equipment, land or facilities. Intentional or negligent misuse of City property, or the property of another employee, customer, vendor, or visitor

22. Fighting or provoking a fight on City time or property; engaging in horseplay or other action that endangers City property or disrupts work; failure to work cooperatively with others

23. Harassing, threatening, intimidating, insulting, demeaning, using profane or abusive language, or coercing any other employee, customer or visitor, including any violation of the City’s Harassment Policies

24. Bringing or possessing weapons or any other dangerous device onto City property without authorization

25. Disregarding any safety, fire prevention or security rule or practice, or engaging in activity that creates a safety, fire or security hazard

26. Failing to report a work-related accident or injury immediately, or as soon as circumstances permit

27. Soliciting or accepting reimbursement or gratuities for services from customers or any other person during working hours or while on City premises; unauthorized vending, solicitation or sales of goods or services to other employees, customers, or visitors during working hours or while on City premises

28. Excessive tardiness or unscheduled absenteeism for any reason whether or not reported; abuse of sick leave

29. Failing to notify one's supervisor of absence and the reason for absence prior to the start of a shift; leaving City premises or one's assigned work area during working hours without permission; failure to abide by lunch or break periods or working unauthorized overtime

30. Submitting an employment application containing false or misleading information

31. Unauthorized dissemination of proprietary information or employee records on files; falsifying or destroying any City records, including, but not limited to, any timekeeping records or customer records

32. Conviction of a felony or conviction of a misdemeanor involving moral turpitude which relates to the employee's ability to perform the duties of his/her position.

For purposes of these rules, a plea of "nolo contendere" or "no contest" will constitute conviction

33. Failing to obtain or maintain any required license, registration, certifications, or permit

34. Incompetence; failing to meet acceptable performance standards; failure to perform assigned duties

35. Dishonesty

36. Performance of non-City work on work time

37. Any other misconduct which affects the work environment or the quality customer relations or any other violation of established City policy

38. An employee receiving more than one garnishment (not including child support). A $25.00 initial set up fee and $7.00 service charge per garnishment (excluding child support which shall be $1.00) per payroll check shall be charged to the employee

ARTICLE 3041: RELEASE TIME OFF FOR GRIEVANCE PROCESSING

The City will allow a maximum of two (2) Union stewards a reasonable amount of time to process employee grievances subject to approval by the employees’ Division or Department Head. Additional stewards may be released for City-wide issues with approval of the Human Resources Director and the employees’ Division or Department Head or designee. The Union will provide written notification to the Human Resources Director of the names of the union stewards and any changes during this contract.

ARTICLE 3142: WORK STOPPAGE PROHIBITION

Prohibited Conduct

1. The union, its officers, agents, representatives, and members, agree that, during the term of this MOU or any agreed upon extensions of the MOU, they will not call for, or engage in, or honor any strike, walkout, work stoppage, sickout, blue flu, intentional disruption of City services, concerted withholding of or refusal to perform services, or any similar job action by employees represented by the Union, disruption of City services, or honor any job action by any other employee or group of employees of the City, or any union or association of employees. by with- holding or refusing to perform services; provided, hHowever, that by executing this agreement neither the Union nor any of its members waive their rights (1) under Section 6300 et seq. of the California Labor Code to refuse to work under unsafe conditions; or and (2) under the United States and California Constitutions to exercise their rights of freedom of speech, assembly and association (such as by engaging in lawful informational picketing).

2. In the event that the Union, its officers, agents, representatives, or members engage in any of the conduct prohibited above, the Union shall immediately instruct, in writing, any persons engaging in such conduct that their actions are in violation of this MOU and are unlawful, and that they must immediately cease such conduct and return to work.

3. In the event the Union carries out in good faith its responsibilities set forth in Paragraph 2 above, it shall not be liable for the actions of any individual who participates in conduct prohibited by Paragraph 1 above. Any employee who participates in any conduct prohibited above or violates any other City rule or regulation, shall be subject to disciplinary action including termination by the City. This shall not abrogate the right of any employee to receive all due process guaranteed to him or her in procedures relating to disciplinary action.

ARTICLE 432: DUES DEDUCTION

Union Dues Collection

The Finance Department shall deduct union dues from all employees who have signed a written authorization and a copy of that authorization has been provided to the Finance Department. Employees on leave without pay or employees who earn a salary less than the union deduction shall not have a union dues deduction for that pay period.

The Union shall set the dues amount pursuant to the International Brotherhood of Teamsters (IBT) constitution and notify in advance all affected employees and the City if the amount will change. The Union shall inform the Payroll Division in writing of any changes in the membership status of any Union members. Employee requests to cancel or change deductions shall be directed to the Union.

Records

On an annual basis, the Union shall provide the Human Resources Director with a copy of the Union’s certified financial report. The City shall provide the Union a list of all unit members and dues paying status with each union dues check remitted to the Union.

Indemnification

The Union shall provide full protection to the City by indemnifying, defending and holding the City harmless from and against all claims and liabilities as a result of deducting dues from employees who have authorized the deduction.

ARTICLE 3344: LAYOFF LANGUAGE

LAYOFF PROCEDURE:

1. Purpose: The purpose of this article is Tto provide a means by which employees are to be demoted or laid off when a reduction in force occurs.

2. Definition: A layoff means a separation resulting from lack of work, lack of funds, abolishment of a position, or elimination or reduction in service level.

3. The Human Resources Director shall send written notice to the last known address of each employee affected by a layoff at least ten (10) days prior to the effective date of the action. The notice shall include the: (a) reason for layoff (i.e., lack of work or funds, abolishment of a position or elimination or reduction in a particular service level); (b) classes or positions to which the employee

may transfer or demote within the department, if any; (c) effective date of the action; (d) seniority of the employee within the abolished classifications; (e) an explanation of how the seniority was determined or computed; (f) the conditions governing retention on and reinstatement from reemployment lists; and (g) rules regarding the waiver of reinstatement and voluntary withdrawal from the reemployment list.

4. Order of Layoff: The first person laid off in a classification will be the employee in the department with the least amount of City-wide seniority defined as continuous City service, including probationary periods successfully completed. The City is required to use the “seniority rule” in implementing layoffs in accordance with California Government Code section 45100. If two (2) employees have the same amount of seniority, the appointing authority shall determine who will be laid off first, based on performance evaluations or other documentable circumstances.

5. Non-Discrimination in Reduction in Force: Layoffs and demotions which result from a reduction in force shall be made without regard to an employee's protected class status.

6. Checkout Upon Layoff, Separation, or Termination: Any employee who is laid off, terminated, or who separates from the service for any reason shall not receive his their final paycheck until they has turned in to his their supervisor all City-owned equipment, including theirhis City identification card, and has cleared with theirhis dDepartment hHead the disposition of any clothing, tools, and other working materials that have been provided to him them by the City, and has completed all exit interviews and forms which may be required by City Manager.

7. Bumping: An employee designated to be laid off may bump into any vacant position in the same classification elsewhere in the City, or into any position of the same classification held by an employee with lessor seniority elsewhere in the City. If no such position exists, the employee may bump into the next lower classification within the same department, provided that the employee has previously held permanent status in such classification with the City. Thereafter, an employee may bump into any position previously held position by him/her in the City, provided that the occupant of such position has lessor seniority than the employee being laid off. An employee who is bumped shall be laid off in the same manner as an employee whose position is abolished.

8. Order and Method of Demotion Pursuant to a Reduction in Force - Required due to a reduction in force, employees shall be demoted in the following manner:

(a) Employees who are involuntarily demoted, who have held permanent status in a lower classification shall have the right to bump employees of lessor seniority in that lower classification, if the employee exercising the bumping privilege has more classification seniority than the incumbent in the class to which the employee is bumping.

(b) Employees who have not actually held a lower classification shall be allowed to demote to a position held by a City probationary employee in such lower class, but may not bump a City employee in a lower classification who has passed probation.

(c) Employee with the least seniority shall be demoted first. Whenever two (2) or more employees have the identical seniority status, the employee with the lowest performance rating shall be demoted first. All persons so demoted shall have their names placed on the classification reinstatement eligible list.

9. The employee laid off as a result of a displaced employee's reversion to a lower classification shall receive written notice of layoff not less than ten (10) days prior to the effective date of the layoff.

The names of permanent employees who have been laid off due to reduction in force shall be placed on an appropriate layoff/reinstatement list according to the date of separation and shall be based on: last employee laid off is the first employee on the list with other employees eligible in sequential order thereafter. Such list shall be used by the appointing officer when a vacancy for that class is to be filled before certification.

10. Duration of Reinstatement and Reemployment Lists: The eligibility of individuals on the Reinstatement and Reemployment Lists shall extend for a period of two (2) years from the date of demotion or layoff. Eligibles not responding to written notification of an opening within ten (10) working days shall have their names removed from either the Reemployment or Reinstatement List.

11. Notice of Recall From Layoff Shall be by Return Receipt - Requested Mail and shall specify the date for reporting to work which shall not be more than two (2) weeks from the date the notice is received. Notice shall be deemed to have been received when sent to the last known address on file with the City and attempted delivery or delivery is certified by the Postal Service. Upon receiving notice, the person on layoff shall have three (3) days to accept or decline the recall opportunity.

An employee who fails to respond in writing within the three (3) days, refuses recall, or fails to report on the prescribed date within the two (2) week maximum, thereby waives all further right to recall and rein- statement as an employee.

Where recall is declined, the City will proceed to the next senior person on the Reinstatement List and follow the same notice and respond procedure. This process will continue through the list until recall needs are met on the list.

Reinstated employees shall receive the following:

(a) Retention of permanent full-time service seniority accrued as of date of layoff.

(b) The salary for the classification in effect as of the date of return, at the same step level as the date of layoff not to exceed the sixthE step.

(c) The accrual rate of vacation and sick leave in effect for the employee's seniority level and class at the time of rehire, but insurance contributions shall be at the level of a new employee while serving the obligatory probation period of six (6) months.

(d) All other benefits or programs in effect at the time of layoff shall be forfeited unless they are still applied to the classification or salary range at the time of rehire or provided to new hires as of that date.

12. Obligation to Serve Probationary Period: A person appointed from a reemployment list or classification reinstatement list must serve a new probationary period if recall from such list occurs more than one (1) year after the effective date of layoff. The new probationary period in such circumstances shall be not less than six (6) months.

13. Resignation in Lieu of Recall: An employee who elects to resign in lieu of layoff or while laid off shall forfeit all rights to reinstatement, and be entitled only to those rights related to severance from the service.

14. Separation After Layoff Recall: The employee will be entitled to the same severance benefits and pay as are provided in the case of other separations or retirements.

ARTICLE 345: LABOR MANAGEMENT COMMITTEE

The parties agree that regular meetings to explore mutual problems and issues will be beneficial to the relationship between the City and Union. The parties agree to meet on an as- needed basis. The purpose of the meetings is to exchange information and to solve problems. The parties agree that such meetings shall not be negotiations and therefore the results of the meetings shall not be binding on the parties unless they develop and execute a document that memorializes their results or reach agreements they wish to memorialize.

ARTICLE 35: SAVINGS CLAUSE

If any section, subsection, subdivision, sentence, clause, or phrase of this MOU is for any reason held to be illegal or unconstitutional, such decision shall not affect the validity of the remaining portions of this MOU.

This MOU was ratified by the Teamsters, Local 911 and then approved by the City Council of the City of Manhattan Beach on February , 2022March 6, 2019.

TEAMSTERS, LOCAL 911 CITY OF MANHATTAN BEACH

BY _________________________________ BY _________________________________ Dave Porter Ted Faturos Lisa Jenkins
Union Bargaining Committee Member Human Resources Director

BY _________________________________ BY _________________________________ Barbara RosenbergerChristina Lopez Stephanie Swofford Steve Charelian Union Bargaining Committee Member Human Resources Manager Finance Director

BY__________________________________ BY _________________________________ Rodolfo HurtadoJoseph Parks Stephanie Katsouleas Union Bargaining Committee Member Public Works Director

BY _________________________________ BY ________________________________ Helga FoushanesPaul Rubio Bruce Moe
Union Bargaining Committee Member City Manager

BY _________________________________ BY_________________________________ John GeorginoJason Sandoval Peter J. Brown
Union Bargaining Committee Member Chief Labor Negotiator

BY _________________________________
Jason SandovalMary Taylor
Union Bargaining Committee Member

BY _________________________________
Jason Masters
Union Bargaining Committee Member

BY _________________________________
Carlos Rubio

Business Representative,
Teamsters, Local 911 Union Bargaining
Committee Chief Negotiator

EXHIBIT A – SALARY SCHEDULE

On the following pages is a list of the classifications represented by the Teamsters and their salary effective through the term of this MOU.

Effective 01/01/2022

Classifications Step 1 Step 2 Step 3 Step 4 Step 5 Step 6Account Services Representative I 4,411 4,631 4,865 5,109 5,364 5,632 Account Services Representative II 4,853 5,096 5,350 5,617 5,898 6,193 Administrative Analyst 5,852 6,145 6,452 6,774 7,113 7,469 Administrative Assistant 4,705 4,940 5,187 5,446 5,721 6,006 Assistant Engineer 7,044 7,394 7,765 8,155 8,563 8,990 Assistant Planner 6,309 6,626 6,957 7,305 7,669 8,052 Associate Engineer 8,152 8,561 8,988 9,437 9,910 10,406 Associate Planner 7,306 7,670 8,053 8,456 8,879 9,324 Building Inspector 6,115 6,419 6,742 7,077 7,432 7,803 Building Repair Craftsperson 5,249 5,514 5,787 6,076 6,380 6,699 Code Enforcement Officer I 5,463 5,736 6,022 6,323 6,639 6,971 Code Enforcement Officer II 6,078 6,384 6,702 7,037 7,387 7,757 Community Services Officer 4,693 4,926 5,173 5,431 5,703 5,988 Electrician 5,711 5,998 6,296 6,612 6,942 7,290 Engineering Technician I 5,379 5,650 5,931 6,227 6,537 6,866 Engineering Technician II 5,932 6,228 6,541 6,867 7,209 7,568 Equipment Mechanic I 4,527 4,756 4,991 5,242 5,502 5,778 Equipment Mechanic II 5,649 5,930 6,225 6,536 6,864 7,207 Executive Assistant 5,320 5,587 5,865 6,159 6,467 6,791 Fire Inspector 6,119 6,425 6,747 7,084 7,439 7,810 General Services Coordinator 5,656 5,938 6,236 6,549 6,876 7,220 Geographic Information Systems Technician 5,932 6,228 6,541 6,867 7,209 7,568 Information Systems Specialist 6,705 7,041 7,391 7,761 8,150 8,559 Lead Police Records Technician 4,938 5,185 5,445 5,717 6,003 6,303 Lead Water System Operator 6,046 6,352 6,667 7,000 7,351 7,721 Maintenance Worker I 4,324 4,542 4,768 5,006 5,257 5,522 Maintenance Worker II 4,651 4,883 5,126 5,382 5,653 5,934 Maintenance Worker III 5,247 5,511 5,784 6,074 6,375 6,696 Meter Repair Worker 4,764 5,001 5,251 5,516 5,789 6,078 Network Administrator 7,714 8,099 8,505 8,930 9,376 9,844 Office Assistant 3,838 4,029 4,232 4,442 4,665 4,898 Park Services Enforcement Officer 6,078 6,384 6,702 7,037 7,387 7,757 Permits Technician 5,169 5,427 5,699 5,983 6,283 6,596 Plan Check Engineer 7,773 8,161 8,570 8,998 9,448 9,920 Police Academy Trainee 6,529 Police Records Specialist 4,703 4,938 5,185 5,443 5,717 6,003 Police Records Technician 4,703 4,938 5,185 5,443 5,717 6,003 Police Services Officer 5,117 5,372 5,641 5,924 6,219 6,529 Property & Evidence Officer 4,703 4,938 5,185 5,443 5,717 6,003 Public Works Inspector 5,940 6,237 6,551 6,878 7,222 7,582 Purchasing Assistant 4,705 4,940 5,187 5,446 5,721 6,006 Receptionist Clerk 3,941 4,136 4,344 4,559 4,786 5,027 Recreation Coordinator 4,636 4,870 5,113 5,369 5,638 5,920 Recreation Supervisor 5,797 6,086 6,393 6,710 7,047 7,397 Revenue Services Specialist 5,388 5,658 5,941 6,238 6,552 6,879 Senior Building Inspector 7,185 7,545 7,924 8,319 8,734 9,172 Senior Engineering Technician 6,490 6,809 7,153 7,509 7,885 8,279 Senior Permits Technician 5,424 5,694 5,979 6,277 6,591 6,922 Senior Water Plant Operator 5,809 6,100 6,406 6,725 7,063 7,416 Sewer Maintenance Worker 4,882 5,125 5,381 5,652 5,933 6,229 Transportation Services Operator 4,445 4,668 4,902 5,145 5,404 5,674 Water Meter Reader 4,324 4,542 4,768 5,006 5,257 5,522 Water Plant Operator 5,367 5,636 5,917 6,214 6,523 6,850 Water System Operator I 4,757 4,997 5,245 5,506 5,782 6,074 Water System Operator II 5,113 5,371 5,638 5,919 6,216 6,529 Water System Operator III 5,496 5,774 6,061 6,363 6,683 7,019

Effective 01/14/2023

Classifications Step 1 Step 2 Step 3 Step 4 Step 5 Step 6Account Services Representative I 4,543 4,770 5,011 5,262 5,525 5,801 Account Services Representative II 4,999 5,249 5,511 5,786 6,075 6,379 Administrative Analyst 6,028 6,329 6,646 6,977 7,326 7,693 Administrative Assistant 4,846 5,088 5,343 5,609 5,893 6,186 Assistant Engineer 7,255 7,616 7,998 8,400 8,820 9,260 Assistant Planner 6,498 6,825 7,166 7,524 7,899 8,294 Associate Engineer 8,397 8,818 9,258 9,720 10,207 10,718 Associate Planner 7,525 7,900 8,295 8,710 9,145 9,604 Building Inspector 6,298 6,612 6,944 7,289 7,655 8,037 Building Repair Craftsperson 5,406 5,679 5,961 6,258 6,571 6,900 Code Enforcement Officer I 5,627 5,908 6,203 6,513 6,838 7,180 Code Enforcement Officer II 6,260 6,576 6,903 7,248 7,609 7,990 Community Services Officer 4,834 5,074 5,328 5,594 5,874 6,168 Electrician 5,882 6,178 6,485 6,810 7,150 7,509 Engineering Technician I 5,540 5,820 6,109 6,414 6,733 7,072 Engineering Technician II 6,110 6,415 6,737 7,073 7,425 7,795 Equipment Mechanic I 4,663 4,899 5,141 5,399 5,667 5,951 Equipment Mechanic II 5,818 6,108 6,412 6,732 7,070 7,423 Executive Assistant 5,480 5,755 6,041 6,344 6,661 6,995 Fire Inspector 6,303 6,618 6,949 7,297 7,662 8,044 General Services Coordinator 5,826 6,116 6,423 6,745 7,082 7,437 Geographic Information Systems Technician 6,110 6,415 6,737 7,073 7,425 7,795 Information Systems Specialist 6,906 7,252 7,613 7,994 8,395 8,816 Lead Police Records Technician 5,086 5,341 5,608 5,889 6,183 6,492 Lead Water System Operator 6,227 6,543 6,867 7,210 7,572 7,953 Maintenance Worker I 4,454 4,678 4,911 5,156 5,415 5,688 Maintenance Worker II 4,791 5,029 5,280 5,543 5,823 6,112 Maintenance Worker III 5,404 5,676 5,958 6,256 6,566 6,897 Meter Repair Worker 4,907 5,151 5,409 5,681 5,963 6,260 Network Administrator 7,945 8,342 8,760 9,198 9,657 10,139 Office Assistant 3,953 4,150 4,359 4,575 4,805 5,045 Park Services Enforcement Officer 6,260 6,576 6,903 7,248 7,609 7,990 Permits Technician 5,324 5,590 5,870 6,162 6,471 6,794 Plan Check Engineer 8,006 8,406 8,827 9,268 9,731 10,218 Police Academy Trainee 6,725 Police Records Specialist 4,844 5,086 5,341 5,606 5,889 6,183 Police Records Technician 4,844 5,086 5,341 5,606 5,889 6,183 Police Services Officer 5,271 5,533 5,810 6,102 6,406 6,725 Property & Evidence Officer 4,844 5,086 5,341 5,606 5,889 6,183 Public Works Inspector 6,118 6,424 6,748 7,084 7,439 7,809 Purchasing Assistant 4,846 5,088 5,343 5,609 5,893 6,186 Receptionist Clerk 4,059 4,260 4,474 4,696 4,930 5,178 Recreation Coordinator 4,775 5,016 5,266 5,530 5,807 6,098 Recreation Supervisor 5,971 6,269 6,585 6,911 7,258 7,619 Revenue Services Specialist 5,550 5,828 6,119 6,425 6,749 7,085 Senior Building Inspector 7,401 7,771 8,162 8,569 8,996 9,447 Senior Engineering Technician 6,685 7,013 7,368 7,734 8,122 8,527 Senior Permits Technician 5,587 5,865 6,158 6,465 6,789 7,130 Senior Water Plant Operator 5,983 6,283 6,598 6,927 7,275 7,638 Sewer Maintenance Worker 5,028 5,279 5,542 5,822 6,111 6,416 Transportation Services Operator 4,578 4,808 5,049 5,299 5,566 5,844 Water Meter Reader 4,454 4,678 4,911 5,156 5,415 5,688 Water Plant Operator 5,528 5,805 6,095 6,400 6,719 7,056 Water System Operator I 4,900 5,147 5,402 5,671 5,955 6,256 Water System Operator II 5,266 5,532 5,807 6,097 6,402 6,725 Water System Operator III 5,661 5,947 6,243 6,554 6,883 7,230

Effective 01/13/2024

Classifications Step 1 Step 2 Step 3 Step 4 Step 5 Step 6Account Services Representative I 4,679 4,913 5,161 5,420 5,691 5,975 Account Services Representative II 5,149 5,406 5,676 5,960 6,257 6,570 Administrative Analyst 6,209 6,519 6,845 7,186 7,546 7,924 Administrative Assistant 4,991 5,241 5,503 5,777 6,070 6,372 Assistant Engineer 7,473 7,844 8,238 8,652 9,085 9,538 Assistant Planner 6,693 7,030 7,381 7,750 8,136 8,543 Associate Engineer 8,649 9,083 9,536 10,012 10,513 11,040 Associate Planner 7,751 8,137 8,544 8,971 9,419 9,892 Building Inspector 6,487 6,810 7,152 7,508 7,885 8,278 Building Repair Craftsperson 5,568 5,849 6,140 6,446 6,768 7,107 Code Enforcement Officer I 5,796 6,085 6,389 6,708 7,043 7,395 Code Enforcement Officer II 6,448 6,773 7,110 7,465 7,837 8,230 Community Services Officer 4,979 5,226 5,488 5,762 6,050 6,353 Electrician 6,058 6,363 6,680 7,014 7,365 7,734 Engineering Technician I 5,706 5,995 6,292 6,606 6,935 7,284 Engineering Technician II 6,293 6,607 6,939 7,285 7,648 8,029 Equipment Mechanic I 4,803 5,046 5,295 5,561 5,837 6,130 Equipment Mechanic II 5,993 6,291 6,604 6,934 7,282 7,646 Executive Assistant 5,644 5,928 6,222 6,534 6,861 7,205 Fire Inspector 6,492 6,817 7,157 7,516 7,892 8,285 General Services Coordinator 6,001 6,299 6,616 6,947 7,294 7,660 Geographic Information Systems Technician 6,293 6,607 6,939 7,285 7,648 8,029 Information Systems Specialist 7,113 7,470 7,841 8,234 8,647 9,080 Lead Police Records Technician 5,239 5,501 5,776 6,066 6,368 6,687 Lead Water System Operator 6,414 6,739 7,073 7,426 7,799 8,192 Maintenance Worker I 4,588 4,818 5,058 5,311 5,577 5,859 Maintenance Worker II 4,935 5,180 5,438 5,709 5,998 6,295 Maintenance Worker III 5,566 5,846 6,137 6,444 6,763 7,104 Meter Repair Worker 5,054 5,306 5,571 5,851 6,142 6,448 Network Administrator 8,183 8,592 9,023 9,474 9,947 10,443 Office Assistant 4,072 4,275 4,490 4,712 4,949 5,196 Park Services Enforcement Officer 6,448 6,773 7,110 7,465 7,837 8,230 Permits Technician 5,484 5,758 6,046 6,347 6,665 6,998 Plan Check Engineer 8,246 8,658 9,092 9,546 10,023 10,525 Police Academy Trainee 6,927 Police Records Specialist 4,989 5,239 5,501 5,774 6,066 6,368 Police Records Technician 4,989 5,239 5,501 5,774 6,066 6,368 Police Services Officer 5,429 5,699 5,984 6,285 6,598 6,927 Property & Evidence Officer 4,989 5,239 5,501 5,774 6,066 6,368 Public Works Inspector 6,302 6,617 6,950 7,297 7,662 8,043 Purchasing Assistant 4,991 5,241 5,503 5,777 6,070 6,372 Receptionist Clerk 4,181 4,388 4,608 4,837 5,078 5,333 Recreation Coordinator 4,918 5,166 5,424 5,696 5,981 6,281 Recreation Supervisor 6,150 6,457 6,783 7,118 7,476 7,848 Revenue Services Specialist 5,717 6,003 6,303 6,618 6,951 7,298 Senior Building Inspector 7,623 8,004 8,407 8,826 9,266 9,730 Senior Engineering Technician 6,886 7,223 7,589 7,966 8,366 8,783 Senior Permits Technician 5,755 6,041 6,343 6,659 6,993 7,344 Senior Water Plant Operator 6,162 6,471 6,796 7,135 7,493 7,867 Sewer Maintenance Worker 5,179 5,437 5,708 5,997 6,294 6,608 Transportation Services Operator 4,715 4,952 5,200 5,458 5,733 6,019 Water Meter Reader 4,588 4,818 5,058 5,311 5,577 5,859 Water Plant Operator 5,694 5,979 6,278 6,592 6,921 7,268 Water System Operator I 5,047 5,301 5,564 5,841 6,134 6,444 Water System Operator II 5,424 5,698 5,981 6,280 6,594 6,927 Water System Operator III 5,831 6,125 6,430 6,751 7,089 7,447

Effective 01/11/2025

Classifications Step 1 Step 2 Step 3 Step 4 Step 5 Step 6Account Services Representative I 4,749 4,987 5,238 5,501 5,776 6,065 Account Services Representative II 5,226 5,487 5,761 6,049 6,351 6,669 Administrative Analyst 6,302 6,617 6,948 7,294 7,659 8,043 Administrative Assistant 5,066 5,320 5,586 5,864 6,161 6,468 Assistant Engineer 7,585 7,962 8,362 8,782 9,221 9,681 Assistant Planner 6,793 7,135 7,492 7,866 8,258 8,671 Associate Engineer 8,779 9,219 9,679 10,162 10,671 11,206 Associate Planner 7,867 8,259 8,672 9,106 9,560 10,040 Building Inspector 6,584 6,912 7,259 7,621 8,003 8,402 Building Repair Craftsperson 5,652 5,937 6,232 6,543 6,870 7,214 Code Enforcement Officer I 5,883 6,176 6,485 6,809 7,149 7,506 Code Enforcement Officer II 6,545 6,875 7,217 7,577 7,955 8,353 Community Services Officer 5,054 5,304 5,570 5,848 6,141 6,448 Electrician 6,149 6,458 6,780 7,119 7,475 7,850 Engineering Technician I 5,792 6,085 6,386 6,705 7,039 7,393 Engineering Technician II 6,387 6,706 7,043 7,394 7,763 8,149 Equipment Mechanic I 4,875 5,122 5,374 5,644 5,925 6,222 Equipment Mechanic II 6,083 6,385 6,703 7,038 7,391 7,761 Executive Assistant 5,729 6,017 6,315 6,632 6,964 7,313 Fire Inspector 6,589 6,919 7,264 7,629 8,010 8,409 General Services Coordinator 6,091 6,393 6,715 7,051 7,403 7,775 Geographic Information Systems Technician 6,387 6,706 7,043 7,394 7,763 8,149 Information Systems Specialist 7,220 7,582 7,959 8,358 8,777 9,216 Lead Police Records Technician 5,318 5,584 5,863 6,157 6,464 6,787 Lead Water System Operator 6,510 6,840 7,179 7,537 7,916 8,315 Maintenance Worker I 4,657 4,890 5,134 5,391 5,661 5,947 Maintenance Worker II 5,009 5,258 5,520 5,795 6,088 6,389 Maintenance Worker III 5,649 5,934 6,229 6,541 6,864 7,211 Meter Repair Worker 5,130 5,386 5,655 5,939 6,234 6,545 Network Administrator 8,306 8,721 9,158 9,616 10,096 10,600 Office Assistant 4,133 4,339 4,557 4,783 5,023 5,274 Park Services Enforcement Officer 6,545 6,875 7,217 7,577 7,955 8,353 Permits Technician 5,566 5,844 6,137 6,442 6,765 7,103 Plan Check Engineer 8,370 8,788 9,228 9,689 10,173 10,683 Police Academy Trainee 7,031 Police Records Specialist 5,064 5,318 5,584 5,861 6,157 6,464 Police Records Technician 5,064 5,318 5,584 5,861 6,157 6,464 Police Services Officer 5,510 5,784 6,074 6,379 6,697 7,031 Property & Evidence Officer 5,064 5,318 5,584 5,861 6,157 6,464 Public Works Inspector 6,397 6,716 7,054 7,406 7,777 8,164 Purchasing Assistant 5,066 5,320 5,586 5,864 6,161 6,468 Receptionist Clerk 4,244 4,454 4,677 4,910 5,154 5,413 Recreation Coordinator 4,992 5,243 5,505 5,781 6,071 6,375 Recreation Supervisor 6,242 6,554 6,885 7,225 7,588 7,966 Revenue Services Specialist 5,803 6,093 6,398 6,717 7,055 7,407 Senior Building Inspector 7,737 8,124 8,533 8,958 9,405 9,876 Senior Engineering Technician 6,989 7,331 7,703 8,085 8,491 8,915 Senior Permits Technician 5,841 6,132 6,438 6,759 7,098 7,454 Senior Water Plant Operator 6,254 6,568 6,898 7,242 7,605 7,985 Sewer Maintenance Worker 5,257 5,519 5,794 6,087 6,388 6,707 Transportation Services Operator 4,786 5,026 5,278 5,540 5,819 6,109 Water Meter Reader 4,657 4,890 5,134 5,391 5,661 5,947 Water Plant Operator 5,779 6,069 6,372 6,691 7,025 7,377 Water System Operator I 5,123 5,381 5,647 5,929 6,226 6,541 Water System Operator II 5,505 5,783 6,071 6,374 6,693 7,031 Water System Operator III 5,918 6,217 6,526 6,852 7,195 7,559

TEAMSTERS (Effective March 16, 2019)

A AA B C D E
Account Services Representative I 4146 4352 4572 4801 5041 5293 Administrative Clerk I (Flex Class) 3426 3598 3776 3964 4163 4372 Administrative Clerk II (Flex Class) 3607 3787 3978 4175 4384 4603 Assistant Planner 5929 6227 6538 6865 7208 7567
Associate Engineer (Flex Class w/ Eng. Asst.) 7661 8045 8446 8869 9313 9779 Associate Planner 6866 7209 7568 7947 8344 8762
Building Inspector 5747 6033 6336 6651 6985 7334
Building Repair Craftsperson 4933 5181 5438 5710 5995 6296 Code Enforcement Officer 5712 5999 6299 6613 6943 7290
Community Services Officer 4410 4630 4861 5104 5359 5628 Data Entry Operator 3509 3683 3868 4062 4266 4479
Electrician 5367 5637 5918 6213 6524 6851
Engineering Assistant (Flex Class w/ Assoc.

Eng.) 6620 6950 7298 7663 8047 8448
Engineering Technician I (Flex Class) 5055 5309 5574 5853 6144 6452 Engineering Technician II (Flex Class) 5575 5854 6147 6453 6775 7113 Equipment Mechanic I (Flex Class) 4255 4469 4691 4926 5171 5430 Equipment Mechanic II (Flex Class) 5308 5573 5851 6143 6450 6773 Executive Secretary 5000 5250 5512 5789 6078 6382
Facilities Reservation Clerk 3607 3787 3978 4175 4384 4603 General Services Coordinator 5315 5581 5861 6154 6462 6785 Geographic Information Systems Technician 5575 5854 6147 6453 6775 7113 Graphic Artist 4262 4476 4699 4933 5181 5438
Information Systems Specialist 6302 6617 6947 7294 7660 8044 Maintenance Worker I (Flex Class) 4064 4268 4481 4705 4941 5189 Maintenance Worker II (Flex Class) 4372 4589 4818 5058 5312 5577 Maintenance Worker III 4931 5179 5436 5708 5991 6293
Meter Repair Worker 4477 4700 4935 5183 5440 5712
Network Administrator 7249 7611 7992 8392 8812 9251
Park Services Enforcement Officer 5712 5999 6299 6613 6943 7290 Permits Technician 4857 5100 5355 5623 5905 6199
Plan Check Engineer 7305 7669 8053 8456 8879 9323
Police Academy Trainee 6136
Police Records Technician /Matron 4420 4641 4873 5115 5372 5641 Police Services Officer 4809 5049 5301 5567 5845 6136
Principal Building Inspector 7430 7801 8192 8602 9032 9483 Public Works Inspector 5582 5862 6156 6464 6787 7126
Purchasing Clerk 4268 4481 4704 4940 5187 5445
Receptionist Clerk 3703 3887 4082 4284 4498 4724
Recreation Coordinator 4357 4577 4805 5046 5298 5564
Recreation Supervisor 5448 5720 6008 6307 6623 6953
Revenue Services Specialist 5064 5317 5583 5863 6157 6465

Secretary 4422 4643 4875 5118 5376 5644
Senior Building Inspector 6753 7090 7447 7818 8209 8620 Senior Engineering Technician 6099 6399 6723 7057 7410 7781 Senior Permits Technician 5097 5352 5619 5899 6194 6505 Senior Water Plant Operator 5460 5733 6020 6320 6637 6969 Sewer Maintenance Worker 4588 4817 5057 5311 5576 5855
Transportation Services Operator 4178 4387 4607 4836 5079 5333 Water Meter Reader 4064 4268 4481 4705 4941 5189
Water Plant Operator 5044 5296 5561 5840 6130 6438

TEAMSTERS (Effective January 4, 2020)

A AA B C D E
Account Services Representative I 4211 4420 4643 4876 5120 5376 Administrative Clerk I (Flex Class) 3479 3654 3835 4026 4228 4440 Administrative Clerk II (Flex Class) 3663 3846 4040 4240 4452 4675 Assistant Planner 6021 6324 6640 6972 7320 7685
Associate Engineer (Flex Class w/ Eng. Asst.) 7781 8171 8578 9007 9458 9932 Associate Planner 6973 7321 7686 8071 8474 8899
Building Inspector 5837 6127 6435 6755 7094 7448
Building Repair Craftsperson 5010 5262 5523 5799 6089 6394 Code Enforcement Officer 5801 6093 6397 6716 7051 7404
Community Services Officer 4479 4702 4937 5184 5443 5716 Data Entry Operator 3564 3740 3928 4125 4333 4549
Electrician 5451 5725 6010 6310 6626 6958
Engineering Assistant (Flex Class w/ Assoc.

Eng.) 6723 7058 7412 7783 8173 8580
Engineering Technician I (Flex Class) 5134 5392 5661 5944 6240 6553 Engineering Technician II (Flex Class) 5662 5945 6243 6554 6881 7224 Equipment Mechanic I (Flex Class) 4321 4539 4764 5003 5252 5515 Equipment Mechanic II (Flex Class) 5391 5660 5942 6239 6551 6879 Executive Secretary 5078 5332 5598 5879 6173 6482
Facilities Reservation Clerk 3663 3846 4040 4240 4452 4675 General Services Coordinator 5398 5668 5952 6250 6563 6891 Geographic Information Systems Technician 5662 5945 6243 6554 6881 7224 Graphic Artist 4328 4546 4772 5010 5262 5523
Information Systems Specialist 6400 6720 7055 7408 7779 8169 Maintenance Worker I (Flex Class) 4127 4335 4551 4778 5018 5270 Maintenance Worker II (Flex Class) 4440 4661 4893 5137 5395 5664 Maintenance Worker III 5008 5260 5521 5797 6084 6391
Meter Repair Worker 4547 4773 5012 5264 5525 5801
Network Administrator 7362 7730 8117 8523 8949 9395
Park Services Enforcement Officer 5801 6093 6397 6716 7051 7404 Permits Technician 4933 5180 5439 5711 5997 6296
Plan Check Engineer 7419 7789 8179 8588 9018 9468
Police Academy Trainee 6232
Police Records Technician /Matron 4489 4713 4949 5195 5456 5729 Police Services Officer 4884 5128 5384 5654 5936 6232
Principal Building Inspector 7546 7923 8320 8736 9173 9631 Public Works Inspector 5669 5953 6252 6565 6893 7237
Purchasing Clerk 4335 4551 4777 5017 5268 5530
Receptionist Clerk 3761 3948 4146 4351 4568 4798
Recreation Coordinator 4425 4648 4880 5125 5381 5651
Recreation Supervisor 5533 5809 6102 6405 6726 7061
Revenue Services Specialist 5143 5400 5670 5954 6253 6566 Secretary 4491 4715 4951 5198 5460 5732

Senior Building Inspector 6858 7201 7563 7940 8337 8754 Senior Engineering Technician 6194 6499 6828 7167 7526 7902 Senior Permits Technician 5177 5435 5707 5991 6291 6606 Senior Water Plant Operator 5545 5822 6114 6419 6741 7078 Sewer Maintenance Worker 4660 4892 5136 5394 5663 5946
Transportation Services Operator 4243 4455 4679 4911 5158 5416 Water Meter Reader 4127 4335 4551 4778 5018 5270
Water Plant Operator 5123 5379 5648 5931 6226 6538

TEAMSTERS (Effective January 2, 2021)

A AA B C D E
Account Services Representative I 4283 4496 4723 4960 5208 5468 Administrative Clerk I (Flex Class) 3539 3717 3901 4095 4301 4516 Administrative Clerk II (Flex Class) 3726 3912 4109 4313 4529 4755 Assistant Planner 6125 6433 6754 7092 7446 7817
Associate Engineer (Flex Class w/ Eng. Asst.) 7915 8312 8726 9162 9621 10103 Associate Planner 7093 7447 7818 8210 8620 9052
Building Inspector 5937 6232 6546 6871 7216 7576
Building Repair Craftsperson 5096 5353 5618 5899 6194 6504 Code Enforcement Officer 5901 6198 6507 6832 7172 7531
Community Services Officer 4556 4783 5022 5273 5537 5814 Data Entry Operator 3625 3804 3996 4196 4408 4627
Electrician 5545 5823 6113 6419 6740 7078
Engineering Assistant (Flex Class w/ Assoc.

Eng.) 6839 7179 7539 7917 8314 8728
Engineering Technician I (Flex Class) 5222 5485 5758 6046 6347 6666 Engineering Technician II (Flex Class) 5759 6047 6350 6667 6999 7348 Equipment Mechanic I (Flex Class) 4395 4617 4846 5089 5342 5610 Equipment Mechanic II (Flex Class) 5484 5757 6044 6346 6664 6997 Executive Secretary 5165 5424 5694 5980 6279 6593
Facilities Reservation Clerk 3726 3912 4109 4313 4529 4755 General Services Coordinator 5491 5765 6054 6358 6676 7010 Geographic Information Systems Technician 5759 6047 6350 6667 6999 7348 Graphic Artist 4402 4624 4854 5096 5353 5618
Information Systems Specialist 6510 6836 7176 7535 7913 8310 Maintenance Worker I (Flex Class) 4198 4410 4629 4860 5104 5361 Maintenance Worker II (Flex Class) 4516 4741 4977 5225 5488 5761 Maintenance Worker III 5094 5350 5616 5897 6189 6501
Meter Repair Worker 4625 4855 5098 5355 5620 5901
Network Administrator 7489 7863 8257 8670 9103 9557
Park Services Enforcement Officer 5901 6198 6507 6832 7172 7531 Permits Technician 5018 5269 5533 5809 6100 6404
Plan Check Engineer 7547 7923 8320 8736 9173 9631
Police Academy Trainee 6339
Police Records Technician /Matron 4566 4794 5034 5284 5550 5828 Police Services Officer 4968 5216 5477 5751 6038 6339
Principal Building Inspector 7676 8059 8463 8886 9331 9797 Public Works Inspector 5767 6055 6360 6678 7012 7361
Purchasing Clerk 4410 4629 4859 5103 5359 5625
Receptionist Clerk 3826 4016 4217 4426 4647 4881
Recreation Coordinator 4501 4728 4964 5213 5474 5748
Recreation Supervisor 5628 5909 6207 6515 6842 7182
Revenue Services Specialist 5231 5493 5768 6056 6361 6679 Secretary 4568 4796 5036 5287 5554 5831

Senior Building Inspector 6976 7325 7693 8077 8480 8905 Senior Engineering Technician 6301 6611 6945 7290 7655 8038 Senior Permits Technician 5266 5528 5805 6094 6399 6720 Senior Water Plant Operator 5640 5922 6219 6529 6857 7200 Sewer Maintenance Worker 4740 4976 5224 5487 5760 6048
Transportation Services Operator 4316 4532 4759 4995 5247 5509 Water Meter Reader 4198 4410 4629 4860 5104 5361
Water Plant Operator 5211 5472 5745 6033 6333 6650