City Agreement No. C2023-573
M
EMORANDUM OF UNDERSTANDING
Between and For
THE CITY OF NAPA
And
ADMINISTRATIVE, MANAGERIAL AND
PROFESSIONAL EMPLOYEES
For
January 1, 2023 through December 31, 2024
EXHIBIT A TO RESOLUTION
R2023-__
TABLE OF CONTENTS
SECTION 1. RECOGNITION .......................................................................................................................... 1 SECTION 2. TERM ......................................................................................................................................... 1 SECTION 3. COMPENSATION ...................................................................................................................... 2 SECTION 4. HEALTH AND WELFARE .......................................................................................................... 3 SECTION 5. TUITION REIMBURSEMENT .................................................................................................... 4 SECTION 6. SPECIALTY PAY ....................................................................................................................... 5 SECTION 7. SAFETY SHOE ALLOWANCE .................................................................................................. 6 SECTION 8. RETIREMENT ............................................................................................................................ 6 SECTION 9. REOPENER ............................................................................................................................... 9 SECTION 10. MANAGEMENT LEAVE ........................................................................................................... 10 SECTION 11. VACATION ............................................................................................................................... 10 SECTION 12. SICK LEAVE ............................................................................................................................ 12 SECTION 13. BEREAVEMENT LEAVE ......................................................................................................... 12 SECTION 14. STATE DISABILITY INSURANCE (SDI) ................................................................................. 13 SECTION 15. DEFERRED COMPENSATION ............................................................................................... 13 SECTION 16. WORKING HOURS ................................................................................................................. 14 SECTION 17. ACTING PAY AND OUT OF CLASS PAY ............................................................................... 14 SECTION 18. ADVANCEMENT WITHIN FLEXIBLY-STAFFED CLASSIFICATIONS ................................... 16 SECTION 19. PERFORMANCE BONUS ....................................................................................................... 16 SECTION 20. HOLIDAYS ............................................................................................................................... 16 SECTION 21. DUES DEDUCTION ................................................................................................................. 17 SECTION 22. WORKERS' COMPENSATION SUPPLEMENT ...................................................................... 17 SECTI
ON 23. "WITHOUT PAY" PRACTICES ................................................................................................ 18 SECTION 24. NO STRIKE, NO LOCKOUT .................................................................................................... 18 SECTION 25. LAY-OFFS AND REDUCTION IN FORCE .............................................................................. 18 SECTION 26. FINALITY OF PROVISIONS .................................................................................................... 19 SECTION 27. PRIOR AGREEMENTS ........................................................................................................... 19 SECTION 28. SEPARABILITY OF PROVISIONS .......................................................................................... 19 SECTION 29. EMPLOYEE RIGHTS ............................................................................................................... 19 SECTION 30. MANAGEMENT RIGHTS ......................................................................................................... 21 SECTION 31. EFFECTIVE DATE ................................................................................................................... 21 SECTION 32. FISCAL EMERGENCY ............................................................................................................ 22 SECTION 33. ADA .......................................................................................................................................... 22 SECTION 34. COMMERCIAL LICENSE PAY ................................................................................................ 22 SECTION 35. SERVICE RECOGNITION PROGRAM ................................................................................... 23
EXHIBIT A TO RESOLUTION
City of Napa and AMP MOU 1 January 1, 2023 – December 31, 2024
MEMORANDUM OF UNDERSTANDING
Between and For
THE CITY OF NAPA
And
ADMINISTRATIVE, MANAGERIAL AND
PROFESSIONAL EMPLOYEES
For
January 1, 2023 through December 31, 2024
This Memorandum of Understanding (hereinafter MOU) is entered into pursuant to the Meyers-Milias-Brown Act (California Government Code Section 3500 et seq.), the City Charter of the City of Napa, and applicable ordinances and resolutions of the City of Napa, by and between the City of Napa (hereinafter City) and the Administrative, Managerial and Professional Employees (hereinafter AMP). City and AMP may collectively hereinafter be referred to as the “Parties.” As a result of meet and confer sessions, the City and AMP have agreed to the following:
Section 1. Recognition
1.1 The City recognizes AMP as the certified employ ee organization representing all employees in the classified service defined by previous or subsequent legislative policy as administrative, managerial, or professional. As used in this MOU, “Member” refers to mid-management level personnel in the administrative, managerial and professional posi tion classifications, exclusive of heads of department, those personnel excluded under Section 3 of Resolution No. 74-319, City Council Resolution No. 79-236, City Council Resolution No. 83-64, and Napa Municipal Code Sections
2.08.090, 2.24.070 and 2.48.010, and unclassified mid-management level classifications.
Unclassified mid-management level classifications include the Assistant City Attorney, Community and Media Relations Manager, Depu ty City Attorney, and the Depu ty City Manager. The wages and benefits for these classifications shall be cons istent with this Agreement as set forth in City Council Resolution 2020-008. A current list of Member classifications is attached as Exhibit A and any modification to the list of classifications will be subject to the meet and confer process and documented by City Council Resolution.
1.2 AMP agrees that, upon the adoption of policies by the City Council and/or by City Management, the employees represented by AMP will represent and support such adopted policies. The foregoing shall not be interpreted to restrict any such employee from exercising his or her rights to exercise free speech under the U.S. Constitution and the Constitution of the State of California.
Section 2. Term
The term of this MOU shall be January 1, 2023 through December 31, 2024. However, because some terms, provisions and benefits under this MOU do not become effective until dates subsequent to the initial effective date of this MOU, no employee shall be entitled to any term, provision or benefit under this MOU unless he or she is actively and regularly employed by the City on the date such
EXHIBIT A TO RESOLUTION
City of Napa and AMP MOU 2 January 1, 2023 – December 31, 2024 term, provision or benefit becomes effective; any employee who retires, is terminated or otherwise discontinues regular and active employment with the City shall not be entitled to any term, provision or benefit that first becomes effective after that employee’s last date of active and r egular employment with the City, irrespective of the fact t hat such employee’s active and regular employment ended subsequent to the initial effective date of this MOU.
This MOU is intended to and shall supersede any prior agreements between the Parties, including the parties previous MOU (City Agreement No. 2017-396) dated January 1, 2018, and any side letters not specifically incorporated herein.
Section 3. Compensation
3.1 The City hereby approves the salary incre ase for each position identified in Exhibit “A” in the percentage amounts of 5.0% (effective with the pay period that be gins December 24, 2022), and
3.0% (effective the pay period that begins on December 23, 2023).
Members will receive a one-time lump sum payment of $3,500.00, to be issued on their paycheck dated January 27, 2023.
3.2 Survey Cities. It is the desire of the City to have a competitive compensation plan to maintain salaries and benefits at a level that attracts and retains quality employees. The Parties agree that surveys of the salaries and benefits of employees performing comparable work for comparable agencies provide information useful in ensuring that the City continues to meet this goal.
Historically, the survey universe included the fo llowing cities: Brentwood, Concord, Fairfield, Hayward, Livermore, Martinez, Napa County, Peta luma, Pleasanton, Santa Rosa, Vacaville, and Vallejo. The listed survey cities may also be used for preparing recommendations on setting salaries for AMP reclassifications or the creation of new AMP classifications. Benchmark classifications and internal relationships are no ted in Exhibit B. The historical benchmarks (Exhibit B) and any surveys performed by the Parties will be informational only.
3.3 Employment transactions which effect a Member ’s pay or retirement contributions (such as merit increases, promotions, transfers, reclassifications, starting and ending specialty pays, and acting assignments) shall be effective the beginning of the pay period in which the transaction occurs.
3.4 Compensation Survey. The parties agree that surveys of wages and benefits of employees performing comparable work for comparable agenc ies provide information useful in evaluating whether salaries and benefits are at a level that attracts and retains quality employees. The City conducted a survey in 2022, and based upon the results of that survey, recommends salary equity adjustments, as identified in Exhibit B, and ar e effective the pay period beginning December 24, 2022. These adjustments align the benchmark clas sification to within 5% of the market median, after the 5.0% salary increase in section 3.1 is applied. Additionally, the classifications tied to that benchmark are adjusted accordingly.
EXHIBIT A TO RESOLUTION
City of Napa and AMP MOU 3 January 1, 2023 – December 31, 2024
3.5 The parties agree to meet and discuss in good fa ith potential changes to the engineering series classifications and salaries. The parties agree that if no resolution to these discussions is reached by June 30, 2023, all obligations under this se ction shall cease, unless extended by mutual agreement prior to this date.
Section 4. Health and Welfare
4.1 During the term of this MOU, the City will continue to offer the Kaiser HMO, Deductible HMO, and High Deductible Health Plan and Western Health Advantage HMO and High Deductible Health Plan medical plans.
For Members enrolled in a City medical plan, the City will contribute either eighty-five percent (85%) of the Kaiser HMO monthly premium, or the following amounts, whichever is greater, based on the Member’s enrollment status:
Employee only $ 675.00
Employee plus one $1,350.00
Family $1,795.00
For employees participating in an optional health care plan that includes a Health Savings Account (HSA), any premium savings between the above described City contribution and the premium for the selected HSA compliant plan will be contributed into the employees’ HSA account. This employer HSA contribution will be based on the member’s enrollment status (i.e. employee only, employee plus one, family).
4.2 The City will contribute the following amounts for dental benefits:
Employee only $ 53.00
Employee plus one $ 90.00
Family $138.00
The City will continue to provide the plan known as "D elta Care" as an alternative dental plan. In the event that there are rate increases during the term of this MOU, Members will contribute through payroll deduction the amount of the premium, if any, which exceeds the City's contributions.
4.3 The City reserves the right at any time during the term of this MOU to change its insurance carriers, provided however, that the benefits of any new insurance plan shall be substantially equivalent to the benefits of the plan being replaced. If substantially equivalent benefits are not possible, the City agrees to meet and confer in advance with AMP regarding a replacement insurance plan.
EXHIBIT A TO RESOLUTION
City of Napa and AMP MOU 4 January 1, 2023 – December 31, 2024
4.4 The City will pay the premium for life insurance of $100,000 during employment of each Member.
Retirees shall not be entitled to payment of the premium for said insurance policy by the City after retirement from City employment. However, retirees shall be entitled to convert all or any portion of said insurance policy at the then existing individual premium rate. (Reference MOU #4234, Section 14(d) dated 8-3-82).
4.5 Members shall have the option to purchase, solely at the Member's expense, additional life insurance through the City's insurance broker, up to the maximum allowed by the carrier.
4.6 Upon the expiration of this MOU, the dollar amounts then being paid for these insurance premiums by the City shall remain fixed until the execution of a subsequent MOU.
4.7 The City will continue to provide, in lieu of cove rage under a health plan provided by the City, to a Member who provides proof of coverage comparable to that provided by the City through a spouse, registered domestic partner or parent, an in-lieu payment of five hundred dollars ($500). Such payment will be in cash. The Member must complete a form provided by the City's Finance Department. Re-enrollment in a plan provided by the City other than during the annual open enrollment period will be permitted only in the event of a significant personal event (i.e., death of a spouse, divorce, loss of spousal coverage, etc.), and will be subject to the requirements of the health plan provider.
4.8 The City will continue allowing payment of certain dependent and health care expenses on a pre-tax basis under the provisions of IRS Code Sec. 125 and 129. The City will pay the administrative fees associated with the Flexible Spending Account (FSA).
4.9 The City and AMP have a shared interest in explor ing options to reduce the cost of City-provided medical and dental benefits. AMP will participate in a Health Benefits Advisory Committee for the purpose of soliciting input for plan design and other pl an options for the City’s medical and dental plans. The committee shall be comprised of representatives from City employee bargaining groups and City management; committee meetings shall be held at a minimum on an annual basis and may meet more frequently as needed; and members of the committee shall make recommendations to management for consideration and implementation. Committee operating guidelines will ensure that AMP (and other employee groups) will have adequate time to undertake its internal review processes prior to members of the committee making recommendations to management. The Health Benefits Advisory Committee may be convened at the request of any bargaining unit President.
Section 5. Tuition Reimbursement
Members shall be eligible for tuition reimbursement as provided in Policy Resolution 26. The maximum reimbursement that may be received by a Member in one fiscal year shall be $2,000.
Payment will be made in the fiscal year that the course is completed.
EXHIBIT A TO RESOLUTION
City of Napa and AMP MOU 5 January 1, 2023 – December 31, 2024 Section 6. Specialty Pay
Bilingual Pay
6.1 The City shall designate assignments within each department or work location eligible to receive Bilingual Pay. AMP may request additional positions be identified within departments or work locations. In addition, certain positions may require bilingual skills as a minimum qualification.
Members in such positions who are certified bilingual shall receive additional compensation as Bilingual Pay.
6.2 Certification and Eligibility. A request to be ce rtified bilingual must be approved by the Department Director and the City Manager. The Human Res ources Director shall schedule Member(s) for a bilingual proficiency examinatio n as needed, but not more than once per quarter. The examination may be written or oral, depending on the need identifi ed by the Department Director, and shall be administered by a trained bilingual professional designated by the Human Resources Director.
Upon successful completion of a bilingual proficie ncy examination, a Member shall be certified as having bilingual skills, and if he or she occupies a designated assignment, will receive Bilingual Pay effective the beginning of the pay period following certification. If more Members are certified bilingual than the number of designated assignments within a department or work location, Members will be assigned by seniority.
6.3 Use of Bilingual Skills. A Member certified bilingual and occupying a designated bilingual assignment or position may be re quired to interpret or translate for departments or work locations he or she is not regularly assign ed to, provided the requesting de partment has obtained approval from the bilingual Member’s manager. A Member certified bilin gual and receiving Bilingual Pay may not refuse to interpret or translate. Except in the event of an emergency, a bilingual Member who is not certified bilingual shall not be required to interpret or translate.
6.4 Bilingual Pay. A Member certified bilingual will receive as additional compensation, 3.5% of the Member’s regular base salary for oral only skills and 4.0% of the Member’s regular base salary for oral and written skills.
6.5 Termination of Bilingual Pay. A Member ce rtified bilingual and rece iving Bilingual Pay who transfers, promotes, is reassigned or is otherwis e moved to an assignment or work location not designated as eligible for Bilingual Pay shall no longer receive Bilingual Pay. The City may also suspend Bilingual Pay when any of the following occurs:
a. The Member is placed on extended leave, other than wh en required under State or Federal law.
b. The Member voluntarily requests to have the Bilingual Pa y discontinued. c. The Member is unable to meet the need s of the department or work location as determined by the City Manager.
EXHIBIT A TO RESOLUTION
City of Napa and AMP MOU 6 January 1, 2023 – December 31, 2024
6.6 Bilingual Pay is defined as compensation earnab le to Members who are routinely and consistently assigned to positions requiring communication skills in languages other than English.
City Surveyor
6.7 The City Manager has the auth ority to designate the person du ly authorized and licensed to perform the responsibilities of the city surv eyor (Government Code Section 66416.5 and Napa Municipal Code Section 16.08.035). This designation is typically given to the Public Works Director. In the event that the Public Works Dire ctor is not a licensed surveyor, the City Manager may designate a person under the management of the Public Works Director, to perform the responsibilities of the city surveyor (Napa Mu nicipal Code Section 2.40.010). Any member designated by the City Manager to be the city surveyor will receive additional compensation of 5% of base salary to perform the city surveyor responsibilities.
Section 7. Safety Shoe Allowance
The City will provide an annual allowance of tw o hundred and ten dollars ($210) for purchase of safety footwear to members identified by the City’s Safety Program Manager. The allowance will be provided annually in March through a voucher system. Newly hired Members will receive a pro- rated amount based on hire date (for example, an employee hi red on September 1 would receive 50% of the allowance ($95).
.
Section 8. Retirement
During the term of this Memorandum, the City shall provide the following benefits through the Public Employment Retirement System (PERS):
8.1 Members shall be entitled to convert unused accumulated sick leave to service credit as provided under PERS Section 20965.
8.2 Non-job related disability benefits providing for thirty percent (30%) of final compensation upon five (5) years of service with an improvement of one percent (1%) for each additional year to a maximum of fifty percent (50%), as provided for under Government Code Section 21298.
8.3 A Member with military service is entitled to a military service credit up to a maximum of four (4) years of service granted under this section. The entire cost (both employer and employee contributions) is the Member ’s responsibility because the Member ’s buy-back contribution is credited in its entirety to the Member ’s account. This may be paid back on either a pre-tax or post-tax basis, at the Member ’s discretion, per the City’s current contract with PERS (amended in 1996 to include this provision).
EXHIBIT A TO RESOLUTION
City of Napa and AMP MOU 7 January 1, 2023 – December 31, 2024
8.4 The City shall deduct the Member’s entire normal contribution required by PERS (“Normal Contribution”) on a pre-tax basis pursuant to IRC Section 414(h)(2).
8.5 Effective September 25, 2001, the City shall prov ide the Indexed Level of the 1959 Survivors Benefit, pursuant to Government Code Section 21574.5. The City agrees to pay the Member ’s monthly contribution for this benefit.
8.6 Members shall receive the single-highest year retirement benefit under Government Code Section 20024.2 for miscellaneous Members.
8.7 For Members hired on or before December 20, 2012, the City will contract with PERS to provide for the two-point seven percent (2.7%) at age fifty-five (55) retirement plan as specified in Government Code Section 21354.5. Final compensation shall be based on the Mem ber’s single-highest year of pensionable compensation.
8.8 For eligible Members hired on or after December 21, 2012 who meet the definitio n of “classic member,” the City will contract with PERS to provide for the two percent (2.0%) at age sixty (60) retirement plan as specified in Government Code Section 21353. Final compensation shall be based on a three-year average of pensionable compensation, as provided by Government Code Section 20037.
8.9 Eligible Members hired on or af ter January 1, 2013, and who meet the definition of “new member” under Government Code Section 7522.04(f), shall be covered by the PERS retirement plan two percent (2%) at age sixty-two (62) retirement plan for local miscellaneous employees. The member’s normal contribution rate towa rds this benefit shall be 50 % of the normal cost. Final compensation shall be based on a three-year average of pensionable compensation.
8.10 The determination of whether a member is a ‘classic member’ or a ‘new member’ is made by CalPERS.
The following provisions define the agreement between the parties under which Members will pay a portion of the City’s contribution towards PERS retirement benefits” Cost Share”).
a. Pursuant to Government Code Section 20516, all Members will contribute the Cost Share of an additional 4.5% towards the employer rate. The Cost Share will be placed into their member account. The total member contribu tions for Members are as appears in the table below:
EXHIBIT A TO RESOLUTION
City of Napa and AMP MOU 8 January 1, 2023 – December 31, 2024 Retirement
Tier PERS Plan
Pre-Tax Required
Member
Contribution
Pre-Tax
Additional
Member
Contribution
Total Member
Contribution
1 2.7% @ 55 8% 4.5% 12.50%
2 2.0% @ 60 7% 4.5% 11.50%
32 . 0 % @ 6 2 One-Half Normal
Cost
(currently 6.75%)
4.5% 4.5% plus One-
Half Normal Cost
(currently
11.25%)
b. The City shall provide AMP with a copy of the annual actuarial va luation provided by CalPERS and any other correspondence from CalPERS directly relating to the CalPERS contract covering members within five (5) business days of receipt.
8.11 The City will provide retiree’s health insurance reimbursement (as described in the latter part of this provision) provided that the Member meets and abides by all of the following qualifications:
(1) The Member must have worked for the Ci ty a minimum of ten (10) years and taken a service or disability retirement from the City and actually draw a PERS pension within ninety (90) days of separation from the City.
(2) The full cost of a retired Member's participation in the City’s retiree medical plan will be deducted from the Member's retirement check subject to item (3) below.
(3) A retired Member will no longer be eligible to participate in the City's retiree medical plan should the Member elect to be covered by another medical plan. Furthermore, it is agreed that, for a retired Member who once wa ives his or her participation in the City's retiree medical plan coverage, such waiver shall be irrevocable.
(4) Members who retired prior to July 1, 2010 and who elected to be covered by a Kaiser individual medical plan or through an AARP- sponsored plan shall not be considered to have waived participation in the City’s medical plan coverage. Said retired Members will be eligible to participate in the City’s annual open enrollment peri od for retiree medical plan coverage.
(5) Supplemental Payments
a) A Member retiring and who meets the conditions described above will receive a supplemental payment by the City toward the Member ’s retiree medical coverage
EXHIBIT A TO RESOLUTION
City of Napa and AMP MOU 9 January 1, 2023 – December 31, 2024 of $274.00 per month. This payment shall remain in effect for the life of the retiree only. The payment shall cease upon death of the retiree, re-employment of the retiree in a capacity where they again are earning a PERS retirement benefit, or in the event the retiree fails to meet the other applicable conditions specified in this section. However, the retiree may elect to use this supplemental payment for another health plan provided they su bmit documentation that provides proof of paid health insuranc e coverage to the City of Napa Finance Department (annually) to verify that paym ents are being used to supplement the retiree’s health care premiums. It wi ll be the retiree’s responsibility to maintain current addresses on record with the City of Napa. If checks are returned from the last designated address without correction from the retiree for more than two months, this shall result in cancellation of the supplemental payment. Appeals for reinstatement and/or back payments shall be made to the Finance Department with a final appeal to the City Manager.
b) The dollar amount of the supplemental payment for retiree health insurance shall be fixed and remain at the rate in effect upon the date of retirement.
c) Upon notification prior to retirement, the City agrees to defer supplemental retiree health payments up until th e age of Medicare eligibility. Supplemental payments will not be banked during the deferral period. When the retiree initiates implementation of the retiree supplemental payments, the monthly amount will not exceed the amount provided for in the MOU at the time of retirement.
d) Retired Members who accept reimburs ement from the City may be precluded from receiving a subsidy under the Affordable Care Act.
(6) The retired Member must enroll in a Medicare supplemental insurance program when they become eligible for Medicare. The Medicare supplemental insurance premium, along with the cost of the retiree’s private health plan, will become the new maximum that the City will pay up to in accordance with Section 8.11, above.
Section 9. Reopener
9.1 In the event that amendments to, or judicial or administrative interpretations of, the Fair Labor Standards Act and/or its regulations impose any new financial, staffing, or other increased obligations on the City, then the City has the right to reopen and renegotiate any provision or practice inside or outside this MOU, to recoup the added cost attributable to the AMP bargaining unit.
9.2 During the term of this MOU, in the event that a newly created or reclassification of an existing NCEA position results in a decrease of the existing pay differential between the NCEA position and an AMP position, a review of the internal salary relationship between the NCEA position and the AMP position will be undertaken. The basis of claiming compression or compaction will include the assessment of
EXHIBIT A TO RESOLUTION
City of Napa and AMP MOU 10 January 1, 2023 – December 31, 2024 whether or not differentials of less than 10% resulted from the new or reclassified NCEA position.
This analysis will be limited to an assessment of the internal relationship between these classes and will not include or reflect data from an outside market survey.
Section 10. Management Leave
10.1 Members shall receive management leave of 104 hours 13 days) each year.
a. Management leave shall be prorated fo r employees hired or promoted into AMP- represented positions partway through the year and shall be made available the first of the month following their date of hire or promotion.
10.2 Members may cash out up to fifty percent (50% ) of their annual management leave accrual and the balance shall be used during the calendar year granted or forfeited. Management leave must be cashed out by the first payroll period in December.
10.3 The City Manager is authorized to allocate up to two (2) days additional management leave to Members authorized to receive management leave, if they have worked above and beyond what would be considered normal work requirements during an emergency event. The Member has the option of taking the additional management leave in time off or in the form of pay.
Section 11. Vacation
Vacation shall be accrued as follows:
Years of
Service Accrual Hours/Year
0-4 120.00
5-9 138
10-12 155
13-16 172
17-19 189
20+ 206
Accrual hours will be proportionally applied for work schedules other than forty (40) hours a week.
Effective April 2, 2022, City may utilize the Recr uitment and Hiring Incentives Program for vacation accrual credit, at the sole discretion of the City, as implemented by the City Manager, as a hiring incentive when needed to attract candidates for hard to fill positions. This incentive will be offered in accordance with the approved Program, at the time of hire. Qualifying candidates’ previous years of experience as defined in the approved Program will be incorporated into the chart in section 11 for vacation accrual as if those years were in service with the City of Napa.
EXHIBIT A TO RESOLUTION
City of Napa and AMP MOU 11 January 1, 2023 – December 31, 2024
11.1 Vacation Accrual Cap
a. The maximum annual carry-over of accrued vacation will be three hundred and twenty (320) hours (as of the last day of the pay period containing December 31 of each year).
i. Bargaining unit employees may accrue more than three hundred and twenty (320)hours of vacation during the calendar year, but vacation hours in excess of 320 (“excess hours”) are not vested and may not be carried over into subsequent years.
ii. During the month of December, bargaining unit members will have the opportunity to donate any excess hours to the City’s catastrophic leave bank.
iii. Except as provided in 11.1(b), below, all bargaining unit members with excess hours as of the last day of the pay period containing December 31 will have their accruals adjusted to 320 hours.
b. The City Manager may approve an additional fo rty (40) hours of carryover accrued vacation hours for special purposes.
11.2 For the term of this MOU, AMP Bargaining Unit Members may cash out vacation under the following circumstances:
a. During the month of December of each year, each bargaining unit member must make an irrevocable election to cash out vacation in the following calendar year. Failure to submit an irrevocable election form shall be the same as electing not to cash out vacation leave.
b. Employees facing an unforeseen emergency ma y apply for an exception to the irrevocable election consistent with Internal Revenue Service, Treasury §1.457-6(c)(2)(i), §1.457- 6(c)(2)(ii), and §1.457-6(c)(2)(ii).
c. Bargaining unit members are eligible to cash out the following amounts:
i. Members with an accrued vacation balance of 200- 279 hours at the time of cash out may elect to cash out up to 40 hours.
ii. Members with an accrued vacation balance in excess of 279 hours at the time of cash out may elect to cash out up to 80 hours.
d. Cash outs must be made by the first payr oll period in December of the following year.
Vacation balance after cash out cannot be negative.
EXHIBIT A TO RESOLUTION
City of Napa and AMP MOU 12 January 1, 2023 – December 31, 2024 Section 12. Sick Leave
12.1 Members shall accrue twelve (12) days sick leave benefit per year (Option 1). Once a year, during the month of December, Members may convert from the twelve (12) days sick leave accrual to four (4) days sick leave and four (4) days vacation leave accrual (Option 2) or no (0) days sick leave and six (6) days vacation leave accrual (Option 3). The conversion chart for the aforementioned options is shown below. Sick leave days converted to vacation leave under this Section may be used for sick leave purposes. Existing credits continue.
Years of Hours/ Years of Hours/ Years of Hours/
Service Year Service Year Service Year
0-4 120 0-4 152 0-4 168
5-9 137.14 5-9 169.12 5-9 185.12
10-12 154.28 10-12 186.32 10-12 202.32
13-16 171.43 13-16 203.44 13-16 219.44
17-19 188.57 17-19 220.56 17-19 236.56
20+ 205.71 20+ 237.68 20+ 253.68
96 32 0
Option 1 Option 2 Option 3
12.2 Members may convert existing sick leav e balances to vacation days as follows:
(1) A maximum of fifteen (15) sick leave days may be converted to vacation days, once a year, as described below, at a ratio of three (3) sick leave days to one (1) vacation day; and
(2) A maximum of twenty (20) sick leave days may be converted to vacation days, once a year, as described below, at a ratio of four (4) sick leave days to one (1) vacation day.
Members wishing to exercise either or both of the above options must notify the Finance Department during the month of December. Conversion shall become effective at the end of the pay period which contains January 1.
Section 13. Bereavement Leave
In the event of a death in the immediate family of a Member, the Member shall, upon request, be granted such time off with pay as is necessary to make arrangements for the funeral and attend same, not to exceed five (5) regularly scheduled work days per occurr ence. Such bereavement leave shall not be deducted from any accrued leaves including vacati on, management leave, and/or sick leave. The member may use five (5) days of sick leave in addition to bereavement leave, consistent with the time limitations for sick leave in the event of the death of an immediate family member.
For the purpose of this provisio n, the immediate family shall be restricted to father, mother, brother, sister, spouse, registered dome stic partner, child, parent of a M ember’s minor child,
EXHIBIT A TO RESOLUTION
City of Napa and AMP MOU 13 January 1, 2023 – December 31, 2024 grandparents, grandchildren, mother-in-law, father-in-law, brother-in-law, sister-in-law, stepparents, and stepchildren wher e there is a child-rearing relationship. At the request of the City, the Member will furnish a death certificate or newspaper announcement and proof of relationship.
Section 14. State Disability Insurance (SDI)
Effective January 1, 2014, the City will implement short term California State Disability Insurance (SDI) for Members, the full cost of which is to be paid by the Members through a bi-weekly payroll deduction.
1. State Disability Insurance (SDI) integration will be made only when the employee is off work because of illness or disability, as defined by the California State Disability Program.
2. SDI integration will be made with accrued and unused sick leave first, and then, after exhaustion of all accrued sick leave, at th e employee's option, wi th accrued and unused vacation leave, management leave, unless employee requests an alternative order of leave usage.
3. SDI integration will be made with paid holidays.
4. SDI integration will be made only when the combined total balance of the benefits to be integrated (i.e. sick leave, vacation, management leave) equals at least the number of hours which constitute the employee's normal work day (i.e. 8, 9,10 or other, as may be the case).
5. The City will project the amount of SDI benefit to be received by an eligible employee for the purpose of integration in accordance with the foregoing, and the employee will provide the City with evidence of the SDI benefit received . The employee should cash/deposit the SDI check(s) received.
6. An employee who does not wish to file for SDI, however, shall notify payroll and no such integration shall be made.
7. Employees using SDI integration will be considered on “with pay” status.
Section 15. Deferred Compensation
15.1 A 457 Deferred Compensation Plan is available to a ll Members of AMP. The City of Napa will also make available a 401(a) Plan for AMP Members.
15.2 The City shall contribute one hundred dollars ($100.00) per month for each Member to a City- provided 401(a) Plan. Contributions to a 457 Deferred Compensation Plan are made voluntarily by
EXHIBIT A TO RESOLUTION
City of Napa and AMP MOU 14 January 1, 2023 – December 31, 2024 the Member. Effective the first pay period of each January, the City will make a lump sum payment of $144 to the 401(a) deferred compensation account of each AMP bargaining unit member.
15.3 Effective the pay period beginning on December 23, 2023, the City shall contribute one hundred and forty-two dollars ($142.00) per month for each Member to a City-provided 401(a) Plan. Contributions to a 457 Deferred Compensation Plan are made voluntarily by the member.
15.4 If Members decide to contribute funds to the 401(a) Plan, a common dollar contribution must be made by all Members of the unit. There is no required Member contribution nor is there a minimum dollar requirement.
Section 16. Working Hours
16.1 The FLSA (Fair Labor Standards Act) defines a workweek as a fixed and recurring period of 168 hours comprising seven consecutive 24-hour periods (29 C.F.R. § 778.105). Daily working hours for Members shall be flexible. However, attendance will normally be required during at least six (6) core hours, which will be determined by the City on an individual basis. The six (6) core hours will be contiguous with the exclusion of a lunch break, which shall not exceed two (2) hours. Members may flex their work schedules within a workday or workweek, so long as they meet the normal work requirements of their position and the core hours requirement of their position.
16.2 It is agreed that all Members shall be on an official forty (40) hour work week, allowing for schedule modifications pursuant to Section 16.3.
16.3 The City offers modified work schedules (i.e., 4-10, 9-80) at the request of Member(s) or at the initiative of the City. Modified work schedules are described and administered in accordance with City Administrative Regulation 3.06.001 – Alternative Workweek Program.
16.4 The parties agree to meet and discuss in good faith potential changes to allow AMP members to receive Overtime pay during a declared emergency. The parties agree that if no resolution to these discussions is reached by March 31, 2023, all obligations under this section shall cease, unless extended by mutual agreement prior to this date.
Section 17. Acting Pay and Out of Class Pay
17.1 Acting Pay. A Member temporarily assigned to perform the full range of duties of a higher classification due to a vacancy or the temporary absence of the employee regularly employed in the higher classification, shall receive Acting Pay. The Member must meet the minimum qualifications of the higher classification.
a. Acting Pay will apply to a vacancy or assignment lasting two (2) weeks or longer and is computed at a rate at least five percent (5%) above the Member’s regular base salary or A step of the higher classification, whichever is higher, except that, in no circumstance shall the salary exceed the top step of the higher classification
EXHIBIT A TO RESOLUTION
City of Napa and AMP MOU 15 January 1, 2023 – December 31, 2024 b. An acting assignment shall be limited to a term of six months. An extension of an acting assignment must be approved by the Human Resources Director. Acting assignments to a vacant position are limited to 960 hours.
17.2 Out of Class Pay. A Member who either (1) is temporarily assigned to perform additional duties outside the scope of the job specification of the Member ’s regular classification, in addition to the Member’s regular job duties (non-pensionable), or (2) is temporarily assigned to perform the full range of duties of a higher classification but who does not meet the minimum qualifications of the higher classification, will receive Out of Class Pay at a rate of at least five percent (5%) above the Member’s regular base salary. An Out of Class assignment must be approved by the City Manager. a. An out of class assignment shall be limited to a term of six months. An extension of an existing out of class assignment must be mutually approved by the Member, the Department Director and the Human Resources Director.
17.3 Acting Pay and Out of Class Pay are defined as Temporary Upgrade Pay, which is compensation earnable to Members who are required by the City to work in an upgraded position or classification of limited duration. As noted in Section 17.2(1) above, Out of Class Pay granted while the employee continues to engage in their regular job duties is not compensation earnable for purposes of reporting to PERS.
17.4 Temporary, Short-Term Assignment Pay.
In recognition of unique circumstances to address intermittent staffing need s, the City Manager or designee may approve out of class pay to Members serving in a voluntary capacity for a temporary assignment, outside of the AMP bargaining unit that is not a temporary upgrade to a higher classification. Such assignment will be ma de on an as needed basis to address critical staffing needs.
a. The assignment shall be limited to a term of 6 months unless extended by a recommendation from the Department Director and Human Resources Director, subject to the Member’s voluntary agreement, and final approval from the City Manager.
b. The Member will be paid an hourly rate equivalent to his or her regular hourly rate or the hourly rate of the assigned classification, whichever is greater.
c. The Member will be paid overtime if he or she is assigned to work the temporary assignment outside his or her normal shift. However, the Member will not receive overtime for any work performed within his or her normal assignment.
d. Availability to work will be subject to approval of the Member’s Department Director.
e. The temporary, short-term assignment does not constitute Temporary Upgrade Pay and is
EXHIBIT A TO RESOLUTION
City of Napa and AMP MOU 16 January 1, 2023 – December 31, 2024 not compensation earnable for purposes of reporting to PERS.
f. Members will not accrue additional leave benefits based on the hours worked for the temporary short-term assignment.
g. The assignment can be terminated by the City or Member with at least one-week notice.
Section 18. Advancement Within Flexibly-Staffed Classifications Flexibly staffed classifications are those so defined by adopted class specifications.
Advancement from one level of a flexibly-staffed clas sification to the next level of a flexibly-staffed classification (e.g., from Management Analyst I to Management Analyst II), may occur when a position is authorized at the high er level, but filled at the lower level, and there is a Departmental need. At such time, upon the request of ei ther the Department Director or the Member, incumbents may advance to the higher level upon attainment of the required training, education, and/or experience, an d has demonstrated p roficiency in the Member’s area of assignment. The requirements for advancement within a flexibly -staffed series are those established by the adopted class specification.
Upon such advancemen t, the Member’s salary will be adjusted to a sala ry step that provides at least a 5% increase above the Member’s current salary , except that, in no circumstance shall the salary exceed the top step of the higher classification
In the event a Member request for advancement to the higher-level classification is denied, the Department Director will provide the Member with a written response within thirty calendar days, which shall include the reasons for the denial an d a list of the training, education, experience, and/or proficiencies which must be attained in order to advance.
Section 19. Performance Bonus
Upon recommendation of the Department Director and the approval of the City Manager, a Member may be granted a performance bonus of two percent (2%), three percent (3%) or five percent (5%) of annual base salary only for special and outstanding performance in accordance with the City's Administrative Policy entitled "Criteria for Annual Performance Pay System." Such bonus will be paid in a one-time, lump-sum payment, generally within thirty (30) days of approval, and shall be subject to legal and required tax deductions.
Section 20. Holidays
20.1 The recognized holidays for all Members shall be:
EXHIBIT A TO RESOLUTION
City of Napa and AMP MOU 17 January 1, 2023 – December 31, 2024
Martin Luther King's Birthday Cesar Chavez Day
Presidents Day Veterans Day
Indigenous Peoples Day Labor Day
New Year's Day Memorial Day
Independence Day Thanksgiving Day
Day After Thanksgiving
Christmas Eve Day
Christmas Day 2 Floating Holidays (one in honor of Juneteenth and one in honor of
employee’s birthday)
and observed with the following provisions:
(1) When a holiday falls on Sunday, the following Monday shall be observed.
(2) When a holiday falls on Saturday, the preceding Friday shall be observed.
(3) When a Member's regular day off falls on the regular day granted as a holiday, another day between the holiday and the end of the year shall be granted on an individual basis.
Department Directors shall have the authority to schedule such "floating" days according to the needs of the service and the wishes of the Member in that order.
(4) The two floating holidays may be taken at a time mutually agreeable between the Member and the Member's Department Director at any time during the calendar year. The Floating Holiday must be used as a day off with pay, and Members will not be granted a day's pay in lieu of time off. Floating Holidays may not be carried over into a succeeding calendar year.
(6) A holiday is defined as eight hours. Members on an alternative work schedule whose regular scheduled working hours on the date of a holiday exceed eight hours; will take eligible paid leave for the remainder of their shift.
Section 21. Dues Deduction
The City agrees to continue to provide a Memb er payroll deduction for AM P regular dues so long as a signed authorization remains on file.
Section 22. Workers' Compensation Supplement
The City shall provide Workers' Compensation supplement, so that each Member shall receive up to sixty (60) calendar days (333 hours) at full salary and benefits from a job-related injury (i.e., when it is medically determined that the employee is temporarily disabled as a result of a work related injury, or when the City cannot accommodate the employee’s medical restrictions as a result of a work related injury).
EXHIBIT A TO RESOLUTION
City of Napa and AMP MOU 18 January 1, 2023 – December 31, 2024 Section 23. "Without Pay" Practices
The "Without Pay" policy for all Members shall be as follows:
23.1 An administrative leave of absence without pay may be granted by the City Manager upon thirty (30) days' advance written request of an employee and recommendation by the Department Director.
The requirement for thirty (30) days' advance written request may be waived at the discretion of the City Manager. Denial of such request is a management prerogative, and is non-grievable.
23.2 No benefits are accrued while on "without pay" status; but when a Member resumes work, their Member benefits (i.e. the City cost of providing health and welfare, insurances, vacation, sick leave, holidays, etc.) shall accrue, and, if resuming work on a part time basis, shall be prorated on an hour-for-hour basis.
23.3 No benefits shall be paid by the employer for the period of time while a person is on "without pay" status (health insurance, life insurance, dental insurance, holiday, etc.).
23.4 A Member on "without pay" status shall compensate the City of Napa on a pro rata basis for any prepaid benefits (health insurance, life insurance, dental insurance, etc.).
23.5 "Without pay" status shall not be authorized to persons with probationary status unless recommended by the Department Director and approved by the City Manager, it being understood that the probationary period shall be automatically extended by the number of days of absence.
23.6 "Without pay" shall be charged on an hour-for-hour basis.
23.7 If the "without pay" status includes or precedes a holiday, the Member will not receive pay for the holiday.
Section 24. No Strike, No Lockout
The City will not lock out AMP or any Members thereof, and neither AMP nor any Members thereof will engage in, cause, or encourage any strike, slow down, concerted refusal to work, or other interruption of the City's operation.
Section 25. Lay-Offs and Reduction in Force
If it becomes necessary, due to lack of funds, organizational change, or other cause to abolish or consolidate positions thereby resulting in a Member’s termination, the Member(s) shall be notified of such possibility no less than one hundred twenty days (120) days prior to the effective date.
Member(s) shall be notified no less than ninety (90) days prior to the effective date of any temporary layoff.
EXHIBIT A TO RESOLUTION
City of Napa and AMP MOU 19 January 1, 2023 – December 31, 2024 Section 26. Finality of Provisions
26.1 This MOU sets forth the full and entire understanding of the Parties regarding the matters set forth herein.
26.2 Except as specifically otherwise provided herein, it is agreed and understood that each party hereto voluntarily waives its rights to and agrees that the other shall not be required to meet and confer with respect to any subject or matter covered herein or with respect to any other matters within the scope of representation during the period of the term of this MOU, except regarding the interpretation of this MOU. During the term of this MOU, there will be no change in any benefit provided in this MOU without the mutual consent of the City and AMP. There will be no change in any matter outside this MOU but within the scope of representation without advance notice and an opportunity to meet and confer on such change. The foregoing shall not preclude the Parties hereto from meeting and conferring at any time during calendar year 2023 and 2024 with respect to any subject matter within the scope of representation for a proposed MOU between the Parties to be effective on or after January 1, 2025.
Section 27. Prior Agreements
The parties understand and agree that this Me morandum of Understanding supersedes all prior Memoranda of Understanding and side letters thereto. The MO U also supersedes any rules, benefits, and practices, which are inconsiste nt with the terms of this Memorandum of Understanding. However, this MOU shall not supersede any ordinances, rules, benefits, or practices, which are consistent with its terms.
Section 28. Separability of Provisions
If any provision of this MOU should be held invalid or restrained by operation of law or by any court of competent jurisdiction, the remainder of this MOU shall not be affected thereby, and the Parties shall enter into negotiations for the sole purpose of arriving at a mutually satisfactory replacement for such provision.
Section 29. Emp loyee Rights
29.1 Nothing in this MOU shall be construed to deny a Member all applicable rights afforded by law.
29.2 Grievance Procedure
a. Definition: A grievance is any dispute which involves the interpretation, application, or claimed violation of any provisions of this Memorandum of Understanding, which actually affects one or more members.
Disputes concerning reclassification (i.e., class study findings) or examinations (i.e., written test items) shall be processed in ac cordance with the rules of the Civil Service
EXHIBIT A TO RESOLUTION
City of Napa and AMP MOU 20 January 1, 2023 – December 31, 2024 Commission (to the extent applicable) and shal l not be considered grievances under the Grievance Procedure set forth herein.
b. Procedure: A grievance shall be filed according to the following procedures:
Step 1. An employee having a grievance sh all first discuss it with his/her immediate supervisor and endeavor to work out a satisfactory solution in an informal manner with such supervisor within fourteen (14) calendar days of the event giving rise to the grievance.
Step 2. AMP, on behalf of any Member wh o believes that he/she has a grievance, may within fourteen (14) calendar days upon the completion of Step 1, present the grievance in writing to the immediate supervisor direct ly involved in the event.
Grievances not presented within the time period shall be deem ed to be waived and the event giving rise to the grievance shall remain unaltered in any respect.
The Step 2 grievance shall contain the following:
1. A statement of the alleged grievance;
2. The date of the alleged grievance;
3. The specific section(s) of this MOU allegedly violated; and
4. The remedy requested.
When the immediate supervisor is also the department head, the grievance shall be presented directly at Step 3 within twenty-one (21) calendar days of the event giving rise to the grievance.
Step 3. If the grievance is not resolved wi th the immediate supervisor, AMP, on behalf of the Grievant, may within seven (7) calendar days from the completion of Step 2 submit the grievance in writ ing to the Department Head for consideration, with a copy to the Human Resources Director.
The Department Head or designee shall resp ond in writing to the Grievant, with a copy to the Human Resources Director with in fourteen (14) calendar days after the submission of the grievance.
Step 4. If the matter is not resolved at Step 3, AMP, on behalf of the Grievant shall, within fourteen (14) calendar days of receiving the Department Head's response, submit the grievance to the City Manager, with a copy to the Human Resources Director, for final disposition. The Step 4 grievance shall include a summary of why the Grievant disagrees with the Department Head decision. The City Manager or designee shall respond in writing to th e Grievant, with a copy to the Human Resources Director, within fourteen (14) calendar days after the submission of the grievance.
Step 5. If the matter is not resolved at Step 4, and at the request of AMP, on behalf of the Grievant, the matter may be referred to a disinterested third-party Mediator. The Mediator may be selected by mutual agre ement of the parties or provided by the State Mediation and Conciliation Service. Each side will bear its own costs for said mediation, and the actual cost for the Mediator will be shared equally between the City and the Grievant.
If the parties are unable to resolve the matter through mediation, the Mediator will make a recommendation, which shall be advisory only and shall not be binding.
EXHIBIT A TO RESOLUTION
City of Napa and AMP MOU 21 January 1, 2023 – December 31, 2024 Recommendations involving grievances wh ich seek monetary relief shall be limited to a maximum of 60-days’ retroactivity.
The Mediator ’s recommendation shall be submitted to the Grievant and to the City Manager or designee. The City Ma nager or designee shall consider the Mediator’s recommendation and, within fourteen (1 4) calendar days of receiving the recommendation, notify the Grievant in writing whether his or her previous position has been modified wi th a detailed explanation of said decision. The City Manager or designee’s decision shall be final.
c. Extension of Time Limits: The above-specif ied time limits may be extended by mutual written agreement between the parties. Failure of the Grievant or AMP, on behalf of the Grievant, to act within the specified time limits, unless extended, shall be deemed withdrawal of the grievance. Failure by the City to act within the specified time limits, shall be deemed denial of the grievance and cause the grievance to be moved to the next level of the grievance procedure.
Section 30. Management Rights
The City shall have management rights, including but not limited to the following, except as otherwise limited by this MOU, State and Federal law, City ordinance, and City Charter.
To manage and direct its business and personnel; to manage, control and determine the mission of its Departments, divisions, committees, consultants, facilities, equipment and operations; to create, change, combine or abolish jobs, services and facilities in whole or in part; to assign or reassign employees to certain duties or shifts or from one existing duty schedule to another; to relieve employees from duty or to reduce or adjust such duties because of lack of work or other reasons considered by the City to be legitimate; to direct the work force, set standards of service and assign other additional duties as may be necessary or desirable to maintain the efficiency of City operations; to determine the number of employees needed and increase or decrease the work force; to hire, train, transfer, promote and demote employees; to determine the procedures and standards of selection for employment and promotion; to establish schedules of operations, work standards and reasonable workloads; to schedule working hours, shifts and overtime necessary to meet minimum man power requirements and emergency conditions; to adopt rules of conduct and penalties for violation thereof; to make reasonable rules and regulations pertaining to employees consistent with this MOU; to determine the content of job specifications and classifications; to determine the type and scope of work to be performed and service to be provided; to determine the methods, processes and means of providing services; to take all necessary actions to carry out its mission in emergency situations; to reorganize the administrative structure of City departments, except to the extent that any such reorganization effects the employment conditions of Members as contemplated by State law to be within the scope of meet and confer.
Section 31. Effective Date
31.1 The individuals executing this MOU on behalf of the City and AMP here by warrant and represent that they have the right, power, legal capacity, and authority to enter into and to execute this MOU
EXHIBIT A TO RESOLUTION
City of Napa and AMP MOU 22 January 1, 2023 – December 31, 2024 on behalf of the respective legal entities of the City and AMP. This representation shall specifically mean that the individuals executing this MOU on beha lf of the City are duly authorized by the City Council; and the individuals exec uting this MOU on behalf of AMP ar e duly authorized by AMP.
Except as otherwise specified herein, each term of this MOU shall be effective upon the date this MOU is last signed by the duly authorized representatives of the City and AMP.
31.2 The Parties shall use their best efforts to commence the meet and confer process prior to September 30, 2024 with respect to an MOU to take effect January 1, 2025.
31.3 Upon expiration of this MOU, the terms and provisions herein shall continue in effect until a successor MOU is reached. In the event that an initial proposal is not submitted by any party prior to November 30, 2024, all Parties shall be deemed to have waived their right to modify the MOU for the following fiscal year.
Section 32. Fiscal Emergency
After all other General Fund (non-restricted) and discretionary reserve contingency funds are exhausted and it becomes necessary for the City to use funds from its Emergency Reserves (as defined by City fiscal policy adopted in Fiscal Year Budget, 2023-2024 which is 14% of the General Fund budgeted operating expenditures, excluding “Transfers Out”) for non-emergency, operational purposes, or in the event of an unanticipated event causing a fiscal crisis, the City shall have the right to re-open this MOU for the purpose of negotiating the effects of a fiscal emergency, after first conducting a public hearing and declaring thereafter that a fiscal emergency exists in the City of Napa.
Section 33. ADA
The City and AMP recognize that the City has an obligation under the Americans with Disabilities Act (ADA) to meet with individual employees who allege a need for reasonable accommodation in the workplace because of a disability. AMP will be advised of any proposed accommodation prior to implementation which is in potential conflict with this MOU or past practice on any wage, hour or working condition. AMP will be afforded an opportunity to consult with the City about the impact of such accommodations(s).
Section 34. Commer cial License Pay
C alifornia Class A or B Driver’s License. An employee who possesses a valid Class A or Class B driver’s license and who is in a classification which is periodically assigned to drive vehicles requiring a Class A or Class B license, but which does not require a Class A or B license as part of its minimum qualifications, will be paid a premium of $18.27 per pay period ($475/year) for the possession and use of the license. Members shall be enrolled in the City’s DOT Drug and Alcohol Testing Program to be eligible to drive commercial vehicles requiring a California Class A license or Class B license.
EXHIBIT A TO RESOLUTION
City of Napa and AMP MOU 23 January 1, 2023 – December 31, 2024 Section 35. Service Recognition Program
Effective the first full pay period in February 2023 following Council adoption of the MOU, every bargaining unit member that has reached one of the below service milestones will be given a one- time lump sum payment in recognition of the highest milestone completed. Then each year thereafter, effective the first full pay period in January, the City will credit bargaining unit members who have reached a milestone identified below in that year with a one-time lump sum payment in recognition of service milestones with the City of Napa, as follows:
• $600 for employees who have completed 10 years of service in the twelve months prior, • $1,200 for employees who have completed 15 years of service in the twelve months prior, • $1,800 for employees who have completed 20 years of service in the twelve months prior, and
•
$2,400 for employees who have completed 25 years of service in the twelve months prior.
This Memorandum of Understanding is executed at Napa, California on _______________.
CITY OF NAPA ADMINISTRATIVE, MANAGERIAL AND
PROFESSIONAL EMPLOYEES
____________________________________ ________________________________ Liz
Habkirk, Assistant City Manager Gus Ulloth, President
____________________________________ _______________________________ Heather
Ruiz, Human Resources Director Stephanie Gaul, Vice President COUNTERSIGNED:
_____________________________________
JOY RIESENBERG, City Auditor
APPROVED TO FORM:
_____________________________________
KELLY TRUJILLO, Assistant City Attorney
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