RESOLUTION NO. 25-37
A RE
SOLUTION OF THE CITY COUNCIL OF THE CITY OF NORWALK
APPROVING THE MEMORANDUM OF UNDERSTANDING BETWEEN
THE EXECUTIVE MANAGEMENT AND MID- MANAGEMENT UNIT
EMPLOYEES
W
HEREAS, under the provisions of the Meyers -Milias-Brown Act, Government Code (Section 3500 et.seq), the City of Norwalk, through its City representatives, have met and conferred with the Norwalk Association of Management Employees (NAME) in connection with wages, hours and terms and other conditions of employment; and W
HEREAS, the City, through its representatives, has reached an agreement with employee representatives as to certain changes and adjustments to be made in wages, hours and terms and other conditions of employment as these affect the employees of the City; and
W
HEREAS, such agreement is within the parameters established by the City Council for an agreement with the NAME; and
W
HEREAS, the term of the agreement is July 1, 2025 through June 30, 2029.
NO
W, THEREFORE, THE CITY COUNCIL OF THE CITY OF NORWALK
HEREBY DETERMINES, FINDS, AND RESOLVES AS FOLLOWS:
S
ection 1 . The Memorandum of Understanding dated July 1, 2025 through June 30, 2029 and attached hereto as Exhibit A, by and between the Norwalk Association of Management Employees and the representatives of the City of Norwalk is hereby ratified and approved by the City Council of the City of Norwalk and shall become effective as of July 1, 2025.
S
ection 2 . The Mayor, or presiding officer, is hereby authorized to affix his signature to this Resolution signifying its adoption by the City Council of the City of Norwalk and the City Clerk, or her duly appointed assistant, is directed to attest thereto.
AP
PROVED AND ADOPTED on this 5th day of August 2025.
_____________________________
TONY AYALA
MAYOR
ATTEST:
___
________________________
THERESA DEVOY, CMC
CITY CLERK
Resolution No. 25-37
MEMORANDUM
OF UNDERSTANDING
BETWEEN T
HE
CITY OF
NORWALK
AND THE
NORWALK ASS
OCIATION OF
MANAGEMENT EMPLOYEES
JULY 1, 2025
– JUNE 30, 2029
Exhibit A
Resolution No. 25-37
TABLE O
F CONTENTS
ARTICLE I
– MANAGEMENT PROVISIONS ................................................................. 1 SECTION 1. RECOGNITION ..................................................................................... 1 SECTION 2. TERM OF MEMORANDUM OF UNDERSTANDING ............................. 2 SECTION 3. NONDISCRIMINATION ......................................................................... 2 SECTION 4. CITY'S RIGHTS AND RESPONSIBILITIES ........................................... 2 SECTION 5. ASSOCIATION EMPLOYEE REPRESENTATIVE AND ALTERNATE LISTING ................................................................................................. 3 SECTION 6. BULLETIN BOARDS AND DISTRIBUTION OF NOTICES .................... 3 SECTION 7. NOTIFICATION OF JOB CLASSIFICATION CHANGES ...................... 4 SECTION 8. MAINTENANCE OF EXISTING BENEFITS ........................................... 4 SECTION 9. CHANGES IN MANDATORY SUBJECTS OF BARGAINING ................ 4 SECTION 10. SAVINGS ............................................................................................. 4 SECTION 11. STRIKES AND LOCKOUTS ................................................................ 4 SECTION 12. FULL UNDERSTANDING .................................................................... 5 ARTICLE II – COMPENSATION .................................................................................... 5 SECTION 13. SALARIES ........................................................................................... 5 SECTION 14. DEFERRED COMPENSATION ........................................................... 5 SECTION 15. AUTOMOBILE ..................................................................................... 6 SECTION 16. DIRECT DEPOSIT ............................................................................... 6 ARTICLE III – LEAVE PROVISIONS ............................................................................. 6 SECTION 17. VACATION .......................................................................................... 6 SECTION 18. HOLIDAYS ........................................................................................... 7 SECTION 19. MANAGEMENT LEAVE....................................................................... 7 SECTION 20. BEREAVEMENT LEAVE ..................................................................... 8 SECTION 21. JURY DUTY ......................................................................................... 8 SECTION 22. SICK LEAVE ........................................................................................ 9 SECTION 23. FAMILY SICK LEAVE ........................................................................ 10 ARTICLE IV – SUPPLEMENTAL BENEFITS .............................................................. 11 SECTION 24. HEALTH/DENTAL/VISION INSURANCE .......................................... 11 SECTION 25. PERS RETIREMENT BENEFITS ...................................................... 11 Resolution No. 25-37
SECTIO
N 26. PERS RETIREMENT EMPLOYEE CONTRIBUTIONS ..................... 11 SECTION 27. RETIREE MEDICAL .......................................................................... 12 SECTION 28. TUITION REIMBURSEMENT ............................................................ 12 SECTION 29. LIFE INSURANCE ............................................................................. 13 SECTION 30. LONG TERM DISABILITY ................................................................. 13 SECTION 31. WELLNESS PROGRAM .................................................................... 13 SECTION 32. WORKERS’ COMPENSATION-INDUSTRIAL INJURIES PRIOR TO NOVEMBER 1, 2011 ............................................................................ 13 SECTION 33. WORKERS’ COMPENSATION-INDUSTRIAL INJURIES ON OR AFTER TO NOVEMBER 1, 2011 ......................................................... 14 ARTICLE V – EMPLOYMENT PROVISIONS ............................................................... 15 SECTION 34. AT-WILL STATUS ............................................................................. 15 SECTION 35. DISCIPLINE ....................................................................................... 16 SECTION 36. TRANSFER OR REASSIGNMENT OF WORK LOCATION .............. 16 Resolution No. 25-37
MEMORANDU
M OF UNDERSTANDING
BET
WEEN THE
CIT
Y OF NORWALK
AND THE
NORW
ALK ASSOCIATION OF MANAGEMENT EMPLOYEES
THI
S MEMORANDUM OF UNDERSTANDING ("MOU") is entered into this 1st day of July 2025, by and between the CITY OF NORWALK ("City") and the NORWALK ASSOCIATION OF MANAGEMENT EMPLOYEES ("Association") pursuant to Government Code 3500 et. Seq.
P R E
A M B L E
Pur
suant to the Meyers-Milias-Brown Act, Government Code (Section 3500, et seq.), and Resolution 2563, the Employer -Employee Relations Resolution of the City of Norwalk, and Resolution 08- 01 acknowledging the Association as the recognized employee organization of the management employees of the City, the City, through its representatives has met with Association representatives and has reached agreement relative to certain adjustments to wages, hours and other terms and conditions of employment.
IT
IS AGREED between the City and the Association that the provisions of this MOU shall not be binding on the parties until the MOU is ratified and adopted by resolution by the Norwalk City Council.
ARTI
CLE I – MANAGEMENT PROVISIONS
SE
CTION 1. RECOGNITION
Pursuant to Government Code, the City hereby recognizes the Norwalk Association of Management Employees as the exclusive representative for those Management Unit employees employed by the City in the classifications referenced in Appendix "A" of this MOU subject to the applicable provisions of the law. All correspondence shall be directed to the Norwalk Association of Management Employees.
Resolution No. 25-37
SECTIO
N 2. TERM OF MEMORANDUM OF UNDERSTANDING
The T
erm of this MOU shall commence on July 1, 2025 and end on June 30, 2029.
SE
CTION 3. NONDISCRIMINATION
The C
ity and the Association recognize the right of the employees to form, join or participate in lawful activities of employee organizations and the equal alternative right of employees to refuse to form, join or participate in employee organization activ ities. No employee shall be intimidated, coerced, restrained or discriminated against by the City or the Association in any manner, which is unlawful pursuant to state or federal law. Alleged violations of this section may be presented to the City’s Municipal Employee Relations Representative.
SECT
ION 4. CITY'S RIGHTS AND RESPONSIBILITIES
Ci
ty reserves and retains, solely and exclusively, all rights of management which have not been expressly abridged by a specific provision of this MOU and all of its common law rights to manage the City, as such rights existed prior to the execution of thi s or any previous agreement with the Association or any other Association or employee organization. The sole exclusive rights of management, which are not abridged by this MOU, shall include (but are not limited to) the following rights:
To m
anage the municipality generally and to determine issues of policy; to determine the existence or nonexistence of facts which are the basis of a management decision; to determine the necessity and organization of any service or activity conducted by the City and expand or diminish services; to determine the nature, manner, and extent of services to be provided to the public; methods of financing; types of equipment to be used; to establish, continue, discontinue or modify policies, practices or procedures; to determine and change the facilities, methods, means and personnel by which City operations are to be conducted; to determine and change the number of locations, relocations, and types of operations, and the processes and materials to be included in carrying out all City functions including (but not limited to) the right to contract for or subcontract any work or operation; without prejudice to the right of the employee organization to thereafter meet and confer on the effect thereof; to determine the size and composition of the work force, to assign work to employees in accordance with the requirements as determined by the City, to establish and change work schedules and assignments and to establish the days and hours during which employees shall work; to relieve employees from duty for lack of work or similar non-disciplinary reasons; to, in lieu of layoffs, establish schedules which share work among employees in a given department or departments; to determine the order of layoffs in accordance with the Personnel Rules and Regulations of the City; to establish and/or modify productivity programs and standards; to discharge, suspend or otherwise discipline employees for proper cause; to determine job classifications and to reclassify employees; to hire, transfer, promote and demote employees for non- Resolution No. 25-37
discipl
inary reasons; to determine policies, procedures and standards for selection, training and promotion of employees; to establish employee performance standards including (but not limited to) quality and quantity standards and to require compliance therewith; to maintain order and efficiency in its facilities and operations and to establish and promulgate and/or modify rules and regulations to maintain order and efficiency; to introduce newer improved methods, equipment or facilities; to discontinue their performance by employees of the City; to determine the number of hours per day or per week operations shall be carried on, schedules thereof; to determine and schedule the number and types of employees required to carry out the operations of the City; to assign work to such employees in accordance with requirements determined by management; to take any and all necessary action to carry out its missions in emergency and other situations of unusual or temporary circumstances; to exercise complete control and discretion over its organization and technology in performing its work and services; and to establish reasonable work and safety rules and regulations in order to maintain the efficiency and economy desirable in the performance of City services.
Al
l management rights, powers and functions, whether heretofore or hereinafter exercised, shall remain vested exclusively in the City.
Not
hing in this section is intended to modify the City's obligations under the Meyers - Milias-Brown Act and it is expressly understood in accordance with Section 9 hereof that notwithstanding any other provision of this section the City shall at all times m eet and confer with the Association on all matters relating to employment conditions and employer-employee relations including wages, hours and other terms and conditions of employment of employees within the bargaining unit.
SECT
ION 5. ASSOCIATION EMPLOYEE REPRESENTATIVE AND ALTERNATE
LISTING
A c
urrent list of Association employee representatives and the department(s) and/or bargaining unit, which they represent, shall be submitted to the Director of Human Resources. Any changes on this list shall be submitted with the same required information as stated above to the Director of Human Resources within ten (10) working days following such changes.
SE
CTION 6. BULLETIN BOARDS AND DISTRIBUTION OF NOTICES
A r
easonable number of bulletin boards will be provided upon which the Association may post notices of official Association business which may include recreational and social affairs, notices of meetings, benefit programs, trips, elections, appointments and results of elections, excerpts from the Salary Resolution and Personnel Ordinance, bulletins of employee rights, notices of City Council actions, and notices of grievance matters, provided that any notices must be on official Association identified paper and a copy sent to the Director of Human Resources. All posting for bulletin boards must contain the date Resolution No. 25-37
of the pos
ting and identification of Association as the organization posting the document.
The Association will not post information, which is defamatory, derogatory, obscene, or soliciting or encouraging employees to engage in illegal activities.
SECTION 7. NOTIFICATION OF JOB CLASSIFICATION CHANGES
The City shall make every reasonable effort to notify the Association or the affected employee(s), with a copy of any proposed changes in the duty statement for existing classifications represented by Association no less than ten (10) working days prior to final approval.
SECTION 8. MAINTENANCE OF EXISTING BENEFITS
All existing wages, hours and other terms and conditions of employment and policies not specifically included in the MOU shall remain in full force and effect during the entire term of this MOU unless mutually agreed to the contrary in writing by both parties hereto.
SECTION 9. CHANGES IN MANDATORY SUBJECTS OF BARGAINING
It is understood and agreed that there exists within the City certain personnel rules, policies, practices and benefits. Except as specifically modified by this MOU, these rules, policies, etc., that constitute mandatory subjects of bargaining shall be in full force and effect during the term of this MOU. Except in cases of emergency and as provided in Section 12, before any new or subsequent amendments to these rules, policies, etc., directly affecting wages, hours and terms and conditions of employment (i.e., mandatory subjects of bargaining) are implemented, the City shall give notice to the Association representative and give the Association the opportunity to bargain in compliance with Government Code Section 3500, et. seq. Disputes over this Section are not subject to the Grievance Procedure but may be referred to the Labor Management Committee.
SECTION 10. SAVINGS
A. If any provision of this MOU or application hereof to any City employee is held to be contrary to law, then such provision or application will be deemed invalid, to the extent required by such law or court decision, but all other provisions or applications shall continue in full force and effect.
B. Should a provision or application be deemed invalid, as described in Paragraph 1, at the request of either party, the parties agree to meet and confer over any part of a section deemed invalid not later than thirty (30) days after such law or court decisio n to renegotiate the provision or provisions hereof.
SECTION 11. STRIKES AND LOCKOUTS
During the life of this MOU no illegal work stoppages, strikes, slowdowns, or picketing Resolution No. 25-37
shall be caus
ed, sanctioned or condoned by the Association. No lockouts shall be made by the City.
In t
he event that any employees covered by this MOU, individually or collectively, violate the provisions of the section and the Association fails to exercise good faith in halting the work interruption, the Association and the employees involved shall be deemed in violation of this section and the City shall be entitled to seek all remedies available to it under applicable law.
SE
CTION 12. FULL UNDERSTANDING
Thi
s MOU contains all of the covenants, stipulations and provisions agreed upon by the parties, and any other prior existing understanding or agreements by the parties, whether formal or informal, regarding any such matters contained in this MOU are hereby superseded or terminated in their entirety.
For
the life of this MOU, Association and the City mutually agree that to reopen negotiations with respect to any subject or matter covered in this MOU requires mutual consent by both parties. Without such mutual consent, the parties shall not be required to meet and confer regarding same.
ARTI
CLE II – COMPENSATION
SECT
ION 13. SALARIES
A. Effe
ctive with the pay period beginning August 31, 2025, salaries for NAME will reflect the new 9-Step Salary Schedule presented to NAME on June 12, 2025. Step increases will occur on employee’s anniversary date.
B. Salary re-openers for years 2 (FY 2026-27), 3 (FY 2027-28), and 4 (FY 2028-29) will occur.
C. Me-Too agreement: If the City agrees to a higher total across -the-board COLA increase for the Norwalk City Employees Association (NCEA) bargaining unit in any fiscal year during the term of this MOU, the City will increase the across -the-board COLA increases for the NAME bargaining unit by the same percentage.
SECTION 14. DEFERRED COMPENSATION
Al
l employees must join the Deferred Compensation 401(a) plan designated by the City.
The City’s Contribution to said plan shall be four percent (4%) of each employee’s base salary for employees designated as Executive Management by Resolution and two percent (2%) of each employee’s base salary for employees designated as Mid- Resolution No. 25-37
Management
by Resolution. All employees may still participate in other City deferred compensation plans.
SECTION 15. AUTOMOBILE
Executive Management employees will receive a monthly vehicle allowance of $400.00.
SECTION 16. DIRECT DEPOSIT
Effective no later than 90 days after ratification by the City Council – All employees are required to receive their paychecks through direct deposit. Authorization for direct deposit must be made by each individual employee with the participating financial institution of their choosing.
ARTICLE III – LEAVE PROVISIONS
SECTION 17. VACATION
A. Vacation Accrual
All employees shall earn vacation as follows:
Years of Continuous Service Length of Vacation
Less than 1 year 80 hours
1 year, but less than 10 years 120 hours
10 years or more 160 hours
B. Holidays During Vacation
If a legal holiday occurs while an employee is on vacation, such holiday time shall not be deducted from the amount of vacation to which the employee is entitled.
C. Unused Vacation
Vacation accruals for management employees will be limited to one year following the year in which the vacation was earned. If vacation leave is not taken within 12 months following the year in which it was accrued, then the employee will receive an automatic payoff for that vacation at the end of the fiscal year.
Resolution No. 25-37
Management
employees may request a voluntary payoff of unused vacation leave which has accumulated during that year.
Under extraordinary circumstances, as determined by the City Manager, the City Manager may authorize a carryover of accumulated vacation leave for an additional six (6) months; but, in no case will a second extension be granted without approval by the City Council.
D. Vacation Upon Termination
Unit employees who terminate their employment with the City shall be paid for all accrued vacation, if any. In the event of the death of an employee, payment shall be made to the estate of such employee if probate of the estate is contemplated.
If probate or administration of the employee's estate is not contemplated, the City may, at its option, pay said sum to a surviving spouse, or to such other person or persons as the employee shall have designated in writing to the City prior to their death.
SECTION 18. HOLIDAYS
Municipal offices shall be closed for the observance of the following holidays with pay for Management Unit employees at the rate of eight hours for regularly scheduled eight-hour work days and nine hours for regularly scheduled nine-hour work days provided they receive payment for time worked or paid leave time during the pay period that the holiday falls within. For an employee on unpaid FMLA/CFRA leave, the holiday will be banked:
1. New Year’s Day 8. Veterans Day
2. Dr. Martin Luther King, Jr. Day 9. Thanksgiving Day
3. President’s Day 10. Friday After Thanksgiving
4. Memorial Day 11. Christmas Day
5. Juneteenth 12. Floating Holiday (1)
6. Independence Day 13. Such other days as authorized by City Council
7. Labor Day
All Management Unit employees will be entitled to one (1) floating holiday at the beginning of each fiscal year. If an employee does not complete the probationary period prior to June 30, the employee will not be eligible for the floating holidays for that fiscal year. All floating holidays must be taken withi n the fiscal year credited with prior approval of the department head.
SECTION 19. MANAGEMENT LEAVE
All employees shall be entitled to eighty (80) hours of management leave per fiscal year.
Management leave shall not carry over to the next fiscal year and holds no cash value.
Resolution No. 25-37
SECTI
ON 20. BEREAVEMENT LEAVE
A. Bereavement Leave
Employees may be absent from duty with pay for 3 days for the death or critical illness where death appears imminent of the employee’s family, for purposes of Bereavement Leave, shall include: employee’s parent (or stepparent, mother -in- law, father-in-law), spouse, son, daughter (or stepson, stepdaughter, son- in-law, daughter-in-law), brother, sister (or brother -in-law, sister -in-law), grandmother, grandfather, or grandchild, court appointed or other verifiable guardian.
B. Death or Illness
In the event of death or illness of an employee's family member, as defined above, the City Manager may authorize immediate vacation leave to the employee so the employee can be with the family member, make household adjustments, or arrange for medical services.
The employee will notify the City prior to actually taking the paid leave and to provide the City with adequate verification of death in the family to support the payment of salary upon return from leave.
SECTION 21. JURY DUTY
An employee who is required to report for jury duty shall be granted leave for such purpose under the following conditions.
A. The jury notice must be submitted to the City Manager.
B. A letter shall be requested to be submitted by the Department of Human Resources if a hardship to the City would be imposed by the employee's absence.
C. The employee shall be excused from work each day for the time required to report to the court and shall return to work for the remaining portion of the work shift.
D. The employee shall receive their regular base salary for the time served up to a maximum of five (5) days per calendar year.
E. With adequate notice to the department head and if feasible by the department, employees granted such leave shall be temporarily assigned to work the day shift, with a Monday through Friday workweek.
Resolution No. 25-37
SECTI
ON 22. SICK LEAVE
A. Sick leave is not a right which an employee may use at their discretion but shall be allowed only in case of actual sickness or disability, including the first three days of work-connected disability.
B. Credit for sick leave with pay shall accrue at the rate of eight (8) hours for each calendar month of service for Unit employees. Any sick leave used shall be deducted from the accrued credit. Unused sick leave credit may be accumulated up to a total of 720 hours. Every Unit employee accruing unused sick leave days beyond the maximum number provided in this section shall receive on the first pay day following the employment anniversary date payment for any sick leave accrued in excess of the maximum accumulation permitted. Monetary compensation for sick leave accrued in excess of the maximum shall be payable at the same rate as ordinary sick leave.
C. Compensation for sick leave shall be in the amount the employee would earn during the sick leave period if working at their current rate of pay and work schedule without the inclusion of overtime earnings.
D. Sick leave pay shall not be allowed in the following situations:
1. While an employee is on an authorized vacation, unless hospitalized during this time, or leave of absence without pay;
2. While an employee is laid off;
3. If the employee is not, in fact, sick or incapacitated from performing their job;
4. If the employee has performed private or other public work while on sick leave;
5. For doctor’s visits or treatment required by an employee following an absence for a work -connected disability, unless, the employee provides written documentation satisfactory to the Director of Human Resources that the visit or treatment is not available during the employee’s off-duty hours.
E. City holidays occurring during sick leave shall not be counted as days of sick leave.
F. If an employee has five (5) or more years of service, upon termination the employee shall be compensated at their current rate of pay for a percentage of the total accumulated unused sick leave, calculated in accordance with the schedule below. No credit for accrued sick leave shall be permitted when an employee's employment terminates with less than five (5) years of service.
Resolution No. 25-37
Years o
f Continuous Service Compensation Rate
Less than five 0%
At least five but less than ten 25%
At least ten but less than fifteen 50%
At least fifteen but less than twenty 75%
Twenty or more 100%
When termination is caused by the death of an employee with five (5) or more years of service, payment shall be made to the estate of such employee; however, the City may, at its option, pay said sum to a surviving spouse or to such other person or persons as the employee shall have designated in writing, filed with the City prior to death, if no probate or administration of the employee's estate is contemplated.
SECTION 23. FAMILY SICK LEAVE
A. Employee shall be authorized six (6) months accrual of sick leave per year for the following purposes:
B. For the diagnosis, care, or treatment of an existing health condition, or preventative care for any of the following employee’s family members: child of any age or dependency status; parent; parent -in-law; spouse; registered domestic partner; grandparent; grandchild; or sibling. Child shall include biological, foster, adopted, stepchild, legal ward or child standing in loco parentis. Parent shall include biological, foster, adoptive, stepparent, parent of spouse, or legal guardian.
Restrictions placed upon the use of sick leave by an employee as set forth in this section shall apply to the use of Family Sick Leave. This benefit is not cumulative.
The City may require a doctor’s certificate to verify the illness or disability of the family member.
C. Up to 12 workweeks of leave without pay for family and medical care leave will be granted to employees who have worked a minimum of 1,250 hours in the 12 months preceding the date of the leave as outlined in the Family and Medical Leave Act. As specified in the Act, the City will maintain the level of benefits the employee is entitled to per the Memorandum of Understanding with the employee responsible for maintaining a timely schedule of payments for any employee portion of cost.
D. With a timely request by the employee and verification, such leave will be approved in the following instances:
1. for the birth or adoption of a child of the employee;
2. to care for a newborn child of the employee;
Resolution No. 25-37
3. to care
for the employee's parent, child or spouse who has a serious health condition;
4. for placement of a child for foster care; or
5. for the employee's own serious health condition which makes the employee unable to perform their job.
ARTICLE IV – SUPPLEMENTAL BENEFITS
SECTION 24. HEALTH/DENTAL/VISION INSURANCE
The City shall allocate the full insurance premium of the highest family plan rate as designated by CalPERS for the acquisition of health benefits. Employees will receive a rebate of 50% of any unused allocation. The City's contribution for dental insurance shall be 100% employer -paid for family coverage for the term of this MOU. The City’s contribution for vision insurance shall be 100% employer-paid for family coverage for the term of this MOU.
SECTION 25. PERS RETIREMENT BENEFITS
A. For employees hired before November 1, 2011, the City shall continue the current
2.7%@55 California Public Employees’ Retirement System pension benefit and maintain Survivor Benefits at Level 3 for the duration of this contract.
B. Employees hired on or after November 1, 2011, shall recei ve the 2% @55 retirement benefit formula in accordance wit h Government Code section 21354; with the Three Year Final Compensation formula under Government Code section 20037.
C. Per the Public Employees’ Pension Reform Act of 2013, membership in the Public Employees’ Retirement System (PERS) is as follows: Employees hired after January 1, 2013 who are new to Cal-PERS, or are returning members with a break in service greater than six months, will be enrolled into the 2%@62 retirement plan formula. Qualifying returning members with a break in service less than six months may be enrolled into the 2%@55 retirement plan formula.
SECTION 26. PERS RETIREMENT EMPLOYEE CONTRIBUTIONS
A. Management Employees in City Retirement Tiers I -IV will contribute on a pre- tax basis as follows:
Resolution No. 25-37
Tier
I: 2.7%@55, 8% employee contribution
Tier II: 2.7%@55, 8% employee contribution
Tier III: 2%@55, 7% employee contribution
Tier IV: 2%@62, employee contribution is 50% of the “normal costs” as determined by CalPERS
SECTION 27. RETIREE MEDICAL
Pursuant to state law, Cal. Gov’t Code §22892, the City will continue to provide the same contribution for PERS retirees as for active employees.
SECTION 28. TUITION REIMBURSEMENT
The educational reimbursement policy of the City for Management employees shall remain in effect as follows:
A. The Director of Human Resources may authorize Management Unit employees to attend training courses in approved schools or programs, including graduate and extension courses, at the City's expense. Courses or training must be related to the employee's position or to a position in the City to which they may reasonably expect to be promoted in the future.
Prior to enrollment, an employee shall submit a tuition reimbursement request form outlining the course or program and costs, and shall obtain the department heads and Director of Human Resources' approval. Supplies and transportation must be obtained at the employee's expense
The expense of required textbooks will be paid for by the City.
All educational reimbursement shall be subject to the availability of funds budgeted in each fiscal year, and it shall be the responsibility of the employee to determine if sufficient monies remain in the fund before submitting a request for reimbursement. Funds will be issued on a first-come, first-served basis.
An employee shall complete a college or university course or a training course with a grade of C, better, or reimburse all funds authorized by the City. An employee who receives training pursuant to this section shall remain in City employment for one year from the date the class or program begins, or reimburse the City one-half of the tuition expense. The conditions may be waived only by the Director of Human Resources.
B. Employees shall be eligible to receive up to a maximum of $1,500 per fiscal year for educational reimbursement. An annual budget of $12,000 will be available for this fund
Resolution No. 25-37
C. Employ
ees wishing to be reimbursed for educational expenses shall have until August 31 of each year (April 30 for summer courses) to submit their request for reimbursement (up to a maximum of 12 units per semester). All approved requests received prior to required dates will receive an equitable portion of the existing fund. Requests received after the required dates will be processed on a first-come, first-served basis if any funds remain. Courses starting in previous fiscal year and completing in the next, will apply to previous fiscal year if required documents are submitted prior to June 30.
SECTION 29. LIFE INSURANCE
The City agrees to provide life insurance coverage to employees in the amount of 1½ times the employee’s annual salary. The City pays the premium in full. The City also offers an optional life insurance plan that the employee may purchase on his or her own.
SECTION 30. LONG TERM DISABILITY
The City will provide a long-term disability plan for employees. The City does not pay into the State disability system. This plan is used in lieu of State disability. The plan provides a monthly benefit of 66 2/3% of the employee's monthly salary after a sixty -day waiting period. For employees designated as Executive Management by Resolution a supplemental monthly benefit of 75% of the employee’s monthly salary for disability will commence after a ninety-day waiting period.
SECTION 31. WELLNESS PROGRAM
Employees covered under this agreement are eligible to receive a one-time, taxable $500 wellness stipend, which will be distributed at the beginning of each fiscal year.
SECTION 32. WORKERS’ COMPENSATION-INDUSTRIAL INJURIES PRIOR TO NOVEMBER 1, 2011
A. Any employee who suffers bodily injury or sickness occurring in the course and scope of employment as contemplated by the Workers’ Compensation Law of the State of California shall be entitled to benefits as provided by that Law.
B. If the employee wishes to go to their own doctor, they must have a memo placed in the employee’s file in the Department of Human Resources indicating the name, address and phone number of the physician. If a note is not in the file, the employee must go to the employer’s doctor for the first 30 days.
C. A leave of absence for an industrial injury shall not be considered a break in service for the purpose of rights to salary adjustment, sick leave, vacation, or seniority to which an employee would be entitled if not absent. If on the day of the accident the Resolution No. 25-37
employee i
s sent home by the doctor, they will receive full salary for that day. If the employee has to be off beyond the day of the accident, they may request the use of accumulated sick leave or vacation for the next three days of absence.
Beginning the fourth day of industrial leave, the employee will be paid disability compensation as stipulated by California State Law and will be allowed to supplement such compensation to full base salary with accrued benefits such as sick, vacation or other paid leave. Upon return to work from an industrial leave, if the employee’s doctor sends them home at some future date for the same injury or illness, the employee will also receive full salary for the remainder of that day.
D. An employee will only receive payment for absences authorized in writing by the attending physician. The employee must provide their department with these written authorizations within 24 hours after the visit to the doctor.
SECTION 33. WORKERS’ COMPENSATION-INDUSTRIAL INJURIES ON OR AFTER TO NOVEMBER 1, 2011
A. Any employee who suffers bodily injury or illness occurring in the course and scope of employment as stipulated by the Workers’ Compensation Laws of the State of California shall be entitled to benefits as provided by such Laws. The corresponding City policy shall be compliant with the Workers’ Compensation Laws of the State of California.
B. If the employee wishes to go to their own doctor, they must provide the Department of Human Resources a Pre-Designation of Personal Physician Form or a memo to be placed in the employee’s file indicating the doctor’s name, address, and phone number. If a note is not in the file, the employee must go to the employer’s doctor for the first 30 days. Employees may elect to change their pre- designated doctor at any time.
C. If on the day of the accident the employee is sent home by the doctor, they will receive full salary for that day. If the employee has to be off beyond the day of the accident, they may request the use of accumulated sick leave, vacation or other paid leave for the next three days of absence. Beginning the fourth day of workers’ compensation leave, provided the claim is determined to be compensable, the employee shall be paid temporary total disability (TTD) payments as stipulated by the Workers’ Compensation Laws of the State of California. Employees eligible for Family Medical Leave Act (FMLA) benefits will be required to supplement temporary total disability payments to full base salary by using accrued sick leave, vacation or other paid leave. Upon exhaustion of protected FMLA leave, an employee shall have the option to supplement their temporary total disability payments with accrued leaves.
Resolution No. 25-37
D. Upon retur
n to work from a workers’ compensation leave, if the employee’s doctor sends them home at some future date for the same injury or illness, the employee shall also receive full salary for the remainder of that day.
E. An employee shall only receive payment for absences authorized in writing by the workers’ compensation primary treating doctor. The employee must provide their department with these written authorizations within 24 hours after the visit to the doctor.
F. An employee who is off due to a work -related injury or illness, provided the claim is determined to be compensable, shall receive temporary total disability payments and shall continue to receive the following benefits as if they had been present for duty: employee shall accrue vacation and sick leave and receive payment for holidays (in accordance with the MOU) . An employee shall continue to accrue seniority and be eligible for salary adjustments while they are on paid or unpaid workers’ compensation leave.
G. An employee no longer eligible to receive temporary total disability payments shall no longer receive the following benefits: vacation and sick leave accruals and payment for holidays.
H. An employee who is off due to a work -related injury or illness, provided the claim is determined to be compensable, shall receive temporary total disability payments and shall continue to receive the City’s contribution to the employee’s medical, dental, vision, life and long-term disability insurance.
I. An employee who is off due to a work -related injury or illness and is no longer eligible to receive temporary total disability payments, shall be responsible for paying the full premium for the employee’s medical, dental, vision, life and long- term disability insurance. The long-term disability and life insurance premiums may be waived depending on the employee’s long-term disability benefit.
ARTICLE V – EMPLOYMENT PROVISIONS
SECTION 34. AT-WILL STATUS
Management employees serve at the will of the City Manager and may be removed at any time with or without cause. Management employees do not serve in positions for which a probation period is established.
Resolution No. 25-37
SECTI
ON 35. DISCIPLINE
Any management employee may be discharged without cause or be subjected to other disciplinary measures, and shall have no right of hearing or appeal, except as provided by the Norwalk Municipal Code.
SECTION 36. TRANSFER OR REASSIGNMENT OF WORK LOCATION
The City will provide five (5) working days advance notice to an employee in the event they must be involuntarily transferred or reassigned to another work shift and/or work location. In the event the transfer or reassignment is as a result of discipline, disability, emergency, or acts beyond management's control, the five-day notice will not be required.
In the event a bargaining unit member’s position is eliminated as a result of a reduction in force, and that member has not been offered a reasonable alternative management position with the City, the City shall pay to the bargaining unit member severance compensation in accordance with Norwalk Municipal Code §2.24.100(B).
Resolution No. 25-37
APPENDI
X A
Classifications subject to the MOU shall be as follows:
The following are Executive Management Positions:
City Clerk
Deputy City Manager
Director of Community Development
Director of Finance/City Treasurer
Director of Public Affairs & Communication
Director of Public Safety
Director of Public Services/City Engineer
Director of Recreation & Park Services
Director of Social Services
Executive Director of Regional Transportation
The following are Mid-Management Positions:
Building and Safety Manager
Controller/Deputy Treasurer
Development Services Manager
Emergency Preparedness Manager
Fleet Maintenance Manager
Housing Manager
Human Resources Manager
Information Technology Manager
Manager of Transit Operations
Principal Civil Engineer
Public Safety Manager
Public Services Superintendent
Recreation Superintendent
Senior Center Manager
Senior Civil Engineer
Social Services Superintendent
Transit Administrative Officer
Resolution No. 25-37
THIS
MEMORANDUM OF UNDERSTANDING is hereby executed by the authorized representatives of the CITY OF NORWALK and the NORWALK ASSOCIATION OF MANAGEMENT EMPLOYEES and entered into this 1st day of July 2025 , and shall become effective when the same has been ratified and adopted by resolution of the City Council of the City of Norwalk.
NORWALK ASSOCIATION OF
MANAGEMENT EMPLOYEES
Signed:
_______________________________
Bethani Cardenas, President
_______________________________
Allan Perdomo, Vice President
_______________________________
Sonia Batres, Secretary
_______________________________
Richard Newton, Member-at-large
_______________________________
Theresa Devoy, Member-at-large
_______________________________
Date Signed
CITY OF NORWALK
Signed:
_______________________________
Jesus M. Gomez, City Manager
_______________________________
Carina Montes, Director of Human
Resources/Risk Manager
_______________________________
Date Signed
Resolution No. 25-37