PISMO BEACH COUNCIL AGENDA REPORT
Agenda Item #12.D
SUBJECT/TITLE:
MEMORANDUM OF UNDERSTANDING BETWEEN THE PISMO BEACH SERVICE EMPLOYEES INTERNATIONAL UNION LOCAL 620 (SEIU) AND THE CITY OF PISMO BEACH
RECOMMENDATION:
Adopt a Resolution approving a new three-year Successor Memorandum of Understanding with the Service Employees International Union Local 620 (SEIU) for Fiscal Years 2023, 2024, and 2025, and appropriating funds as required to cover costs.
BACKGROUND:
The City of Pismo Beach’s current Memorandum of Understanding (MOU) with the Pismo Beach Service Employees International Union Local 620 (SEIU) ends on June 30, 2022.
The City prepared for negotiations with SEIU for Fiscal Year 2023, 2024, and 2025 term by contracting with Koff and Associates to conduct a total compensation and benefits study. The compensation study allowed staff to effectively review salaries and benefits in comparable agencies, recognizing the need to remain competitive to attract and retain key staffing positions in the City.
During the negotiations process, the City reviewed the compensation study and provided recommendations to Council on equity adjustments. The City and SEIU arrived at a competitive negotiated package that maintains Pismo Beach’s position in the marketplace.
Key changes reflected in the MOU Resolution (Attachment 1) include:
1. Term: beginning July 1, 2022, through June 30, 2025.
2. Salary Increase: Effective the first full pay period after July 1, 2022, employees covered under the MOU shall receive a cost-of-living increase of 4%; effective the first full pay period after July 1, 2023, a 4% increase; and effective the first full pay period after July 1, 2024, a 3% increase.
3. Equity Adjustments: Effective the first full pay period after July 1, 2022, all affected job classes as listed below and covered under this MOU shall receive a 2.5% equity adjustment:
Accounting Clerk Engineering Technician Wastewater Plant Operator II Accounting Technician Office Assistant I Lead Wastewater Operator Administrative Assistant Office Assistant II Water Systems Operator II Administrative
Secretary
Police Records
Technician Water Systems Operator II
Building Permit
Technician
Wastewater Plant
Operator I Lead Water Systems Operator
12.D-1Council Agenda 6-21-2022
4. Community Enhancement Adjustment: Effective the first full pay period after July 1, 2022, all employees covered under this MOU shall receive a one-time 2.5% Community Enhancement Adjustment.
5. Certification Pay: Effective the first full pay period after July 1, 2022, employees covered under this MOU shall be eligible for a second 2.5% certification pay increase for holding a water or wastewater certification deemed beneficial to the City and upon approval by the City. There is a total max of 5% for certification pay.
6. Standby Duty Pay: Effective the first full pay period after July 1, 2022, employees covered under this MOU and assigned to standby duty shall receive an additional $60.00 per day.
In addition to the benefits above, the MOU has been clarified to reflect past practice of payroll implementation of specific sections.
Recommendation
Staff recommends City Council adopt a resolution (Attachment 1) approving the successor MOU (Attachment 1.A) with the SEIU for salaries and benefits for Fiscal Years 2023, 2024, and 2025.
FISCAL IMPACT:
The fiscal impact of the attached Resolution is an additional cost (compared to the FY 2023 Budget) of $231,807 in FY 2023, $347,743 in FY 2024, and $443,167 in FY 2025 across the General Fund, Motor Vehicle Replacement Fund, the Water Enterprise Fund, and the Wastewater Enterprise Fund. Staff recommends that Council appropriate an additional $231,807 in salary and benefits in the various funds in the salaries and benefit accounts budgets in FY 2023. The following table illustrates the additional salary and benefit costs by fund and fiscal year. Note that the Motor Vehicle Fund is supported by allocations to other funds and these costs are supported by the General Fund so that the net fiscal impact to the Motor Vehicle Fund is $0.
Fund Type FY 2023 FY 2024 FY 2025
General Fund Salary 89,078$ 139,145$ 180,460$
Benefit 20,818 33,224 43,387
Allocation to Motor Vehicle Fund 8,572 12,822 16,137 General Fund Total 118,469 185,192 239,984
Motor Vehicle Fund Salary 6,707 9,891 12,374 Benefit 1,866 2,931 3,762
Recovery from General Fund (8,572) (12,822) (16,137) Motor Vehicle Fund Total - - -
Water Enterprise Fund Salary 31,882 45,981 57,497 Benefit 8,228 12,024 15,115
Water Enterprise Fund Total 40,110 58,004 72,612
Wastewater Enterprise Fund Salary 58,120 82,782 103,276 Benefit 15,107 21,764 27,295
Wastewater Enterprise Fund Total 73,227 104,547 130,571 All Funds Total 231,807$ 347,743$ 443,167$
12.D-2Council Agenda 6-21-2022
These costs are based on the current mix of employees in various retirement tiers and receiving various special pays, including certification and standby pay. Based on preliminary projections, City staff projects sufficient net operating surplus (projected revenues less operating expenditures) during this period to support these ongoing costs across the various funds.
ALTERNATIVES:
1. Provide staff with other direction.
ATTACHMENTS:
1. Resolution
1.A. Exhibit A to Resolution: Successor MOU with SEIU including Salary Schedules (A–C)
Prepared by: Meeting Date: June 21, 2022
Bianka Buchanan, Management Analyst
Submitted By: Jorge Garcia, Assistant City Manager
City Manager Approval:
12.D-3Council Agenda 6-21-2022
RESOLUTION NO. R-2022-XXX
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF PISMO BEACH,
CALIFORNIA APPROVING A NEW THREE-YEAR SUCCESSOR MEMORANDUM OF
UNDERSTANDING WITH THE SERVICE EMPLOYEES INTERNATIONAL UNION LOCAL 620 (SEIU) FOR FISCAL YEARS 2023, 2024, AND 2025, AND
APPROPRIATING FUNDS AS REQUIRED TO COVER COSTS
WHEREAS, the Negotiating Teams representing the City and the Pismo Beach Service Employees International Union (SEIU) member-employees have reached agreement on a new Memorandum of Understanding (MOU) for the period of July 1, 2022 through June 30, 2025 (Fiscal Years (FY) 2023 FY 2024 and FY 2025) which includes changes in pay and benefits for SEIU member-employees; and
WHEREAS, the City Council believes that the new MOU is fair to its valued service employees and also serves the community of Pismo Beach well by providing broadly competitive salaries and benefits to retain and attract quality employees to serve our community and by providing pay incentives for additional benefits that will enhance the service to our residents, businesses and taxpayers.
NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Pismo Beach hereby approves the new Memorandum of Understanding titled "SEIU MOU FYs 2023– 2025," which is attached hereto as Exhibit A; and which succeeds the previous MOU which expires on June 30, 2022.
BE IT FURTHER RESOLVED that the City Council of the City of Pismo Beach hereby appropriates in the salary, various benefits, and motor vehicle allocation accounts $118,469 in the General Fund, $8,572 in the Motor Vehicle Replacement Fund, $40,110 in the Water Enterprise Fund, and $73,227 in the Wastewater Enterprise Fund from the available fund balance in each Fund, and appropriates $8,572 in the Motor Vehicle rental charge revenues Motor Vehicle Replacement Fund, all in FY 2023, including appropriating related budget adjustments between funds.
UPON MOTION OF Council Member , seconded by Council Member , the foregoing resolution was adopted by the City Council of the City of Pismo Beach this 21st day of June 2022, by the following vote:
AYES:
NOES:
ABSENT:
ABSTAIN:
RECUSED:
Approved: Attest:
________________________ ________________________
Ed Waage, Mayor Erica Inderlied, City Clerk
Attachment 1
12.D-4Council Agenda 6-21-2022
SEIU MOU FYs 2023-2025
For Three Fiscal Years FY 23 through FY 25
TABLE OF CONTENTS
PREAMBLE .................................................................................................................................. 3 PURPOSE .................................................................................................................................... 4 ARTICLE 1 .............................................................................................................................................................. 4 REPRESENTATIONAL UNIT ................................................................................................................. 4 ARTICLE 2 .............................................................................................................................................................. 4 MANAGEMENT RIGHTS ....................................................................................................................... 4 ARTICLE 3 .............................................................................................................................................................. 6 NO STRIKE OR LOCKOUT ................................................................................................................... 6 ARTICLE 4 .............................................................................................................................................................. 7 MODIFIED LAYOFF POLICY ................................................................................................................. 7 ARTICLE 5 .............................................................................................................................................................. 8 RECRUITMENT ...................................................................................................................................... 8 ARTICLE 6 .............................................................................................................................................................. 8 EQUAL OPPORTUNITY EMPLOYMENT .............................................................................................. 8 ARTICLE 7 .............................................................................................................................................................. 8 ADA ........................................................................................................................................................ 8 ARTICLE 8 .............................................................................................................................................................. 8 PERFORMANCE EVALUATIONS ......................................................................................................... 8 ARTICLE 9 .............................................................................................................................................................. 9 PROBATIONARY PERIOD .................................................................................................................... 9 ARTICLE 10 ............................................................................................................................................................ 9 EXISTING CONDITIONS OF EMPLOYMENT ....................................................................................... 9 ARTICLE 11 .......................................................................................................................................................... 10 REPRESENTATION UNION OFFICERS, REPRESENTATIVES AND STEWARDS ......................... 10 ARTICLE 12 .......................................................................................................................................................... 11 GRIEVANCE PROCEDURE ................................................................................................................ 11 ARTICLE 13 .......................................................................................................................................................... 13 SALARY ADJUSTMENT ...................................................................................................................... 13 ARTICLE 14 ........................................................................................................................................................ 155 PISMO BEACH COMPENSATION PLAN .......................................................................................... 155 ARTICLE 15 ........................................................................................................................................................ 166 DUES DEDUCTIONS ......................................................................................................................... 166 ARTICLE 16 PERSONNEL FILES ...................................................................................................... 16 ARTICLE 17 .......................................................................................................................................................... 18 BULLETIN BOARDS ............................................................................................................................ 18 ARTICLE 18 .......................................................................................................................................................... 19 RETIREMENT SYSTEM ...................................................................................................................... 19 ARTICLE 19 .......................................................................................................................................................... 20 EXTRA COMPENSATION ................................................................................................................. 200 Attachment 1A
12.D-5Council Agenda 6-21-2022
SEIU MOU FYs 2023 through 2025
2 ARTICLE 20 ........................................................................................................................................................ 222 PAY PERIODS ................................................................................................................................... 222 ARTICLE 21 .......................................................................................................................................................... 22 WORK PERIODS, DEFERRED COMPENSATION, OVERTIME & STANDBY TIME ......................... 22 ARTICLE 22 ........................................................................................................................................................ 265 HEALTH AND WELFARE INSURANCE BENEFITS ......................................................................... 265 ARTICLE 23 ........................................................................................................................................................ 287 HEALTH COVERAGE FOR RETIRED EMPLOYEES ....................................................................... 287 ARTICLE 24 .......................................................................................................................................................... 29 VACATION ........................................................................................................................................... 29 ARTICLE 25 ........................................................................................................................................................ 300 HOLIDAYS .......................................................................................................................................... 300 ARTICLE 26 ........................................................................................................................................................ 311 SICK LEAVE BENEFIT ...................................................................................................................... 311 ARTICLE 27 ........................................................................................................................................................ 344 BEREAVEMENT LEAVE .................................................................................................................... 344 ARTICLE 28 ........................................................................................................................................................ 354 UNEMPLOYMENT INSURANCE ....................................................................................................... 354 ARTICLE 29 ........................................................................................................................................................ 354 JURY DUTY ........................................................................................................................................ 354 ARTICLE 30 ........................................................................................................................................................ 355 MILEAGE REIMBURSEMENT ........................................................................................................... 355 ARTICLE 31 ........................................................................................................................................................ 355 HEALTH AND SAFETY ...................................................................................................................... 355 ARTICLE 32 ........................................................................................................................................................ 376 UNIFORM ALLOWANCE ................................................................................................................... 376 ARTICLE 33 ........................................................................................................................................................ 377 MEET AND CONFER PROCESS, WAIVER ...................................................................................... 377 ARTICLE 34 ........................................................................................................................................................ 377 TUITION ASSISTANCE ..................................................................................................................... 377 ARTICLE 35 ........................................................................................................................................................ 388 LICENSES AND CERTIFICATES ...................................................................................................... 388 ARTICLE 36 .......................................................................................................................................................... 38 CONSISTENT POLICY ........................................................................................................................ 38 ARTICLE 37 .......................................................................................................................................................... 39 LEAVE WITHOUT PAY ........................................................................................................................ 39 ARTICLE 38 ........................................................................................................................................................ 400 SEVERABILITY CLAUSE ................................................................................................................... 400 ARTICLE 39 ........................................................................................................................................................ 400 MEMORANDUM OF UNDERSTANDING AS BINDING AGREEMENT ............................................ 400 ARTICLE 40 ........................................................................................................................................................ 411
TERM OF
AGREEMENT…………………………………………………………………………………………..411
Attachment 1A
12.D-6Council Agenda 6-21-2022
SEIU MOU FYs 2023 through 2025
3 MEMORANDUM
OF
UNDERSTANDING
BETWEEN
THE CITY OF PISMO BEACH,
CALIFORNIA
(HEREINAFTER CALLED "CITY")
AND
SERVICE EMPLOYEES
INTERNATIONAL UNION
AFL-CIO (SEIU), LOCAL 620
PISMO BEACH CITY EMPLOYEES’ CHAPTER
(HEREINAFTER CALLED "UNION")
PREAMBLE
WHEREAS, pursuant to California law, the City, acting by and through its Municipal Employee Relations Officer, appointed by the governing body of said City, and the representatives of the Union, a recognized employee organization, have met and conferred in good faith and have fully communicated and exchanged information concerning wages, hours and other items and conditions of employment for three Fiscal Years FY 23 to FY 25 (July 1, 2022 to June 30, 2025); and
WHEREAS, except as otherwise expressly provided herein, all terms and conditions of this Agreement shall apply to all employees represented by the Union; and
WHEREAS, Government Code Section 3500 et. seq. (Meyers-Milias-Brown Act) is incorporated herein by reference; and
WHEREAS, the representatives of the City and the Union desire to reduce their agreements to writing.
NOW, THEREFORE, this Memorandum of Understanding (“MOU”) will become effective July 1, 2022, and it is agreed as follows:
Attachment 1A
12.D-7Council Agenda 6-21-2022
SEIU MOU FYs 2023 through 2025
4 PURPOSE
This Agreement constitutes the sole and entire existing agreement between the parties, and supersedes all prior agreements, commitments and practices.
ARTICLE 1
REPRESENTATIONAL UNIT
A. CLASSIFICATIONS
It is recognized, pursuant to the City's employer-employee relations Resolution #R-85-8, that the Union is the only employee organization entitled to meet and confer in good faith on matters within the scope of representation on behalf of its member employees in the General Services unit. Represented classifications as of ratification are: Administrative Secretary, Administrative Assistant, Office Assistant I / II, Accounting Technician, Accounting Clerk, Building Inspector / Plans Examiner, Building Inspector I / II, Engineering Technician, Maintenance Worker I / II / Lead, Fleet Mechanic, Assistant Mechanic, Regulatory Compliance Coordinator, Wastewater Plant Operator / Mechanic, Wastewater Plant Operator I / II / Lead, Water Systems Operator I / II / Lead, Building Permit Technician, Assistant Planner, Police Records Technician, Information Technology Technician, Parking Enforcement Technician, Recreation Coordinator, Code Enforcement Officer.
B. NEW CLASSIFICATIONS
During the course of this Agreement, the Union shall be notified in advance by the City of any contemplated new job classifications which could be considered under this Unit. The City shall provide the new job description and proposed salary range to the Union before the City and Union meet and confer over the assignment of the new job classification to the Unit and over the proposed salary range.
ARTICLE 2
MANAGEMENT RIGHTS
In order to ensure that the City shall continue to carry out its Public Health and Safety functions, programs, and responsibilities to the public imposed by law, and to maintain efficient service for the citizens of Pismo Beach, the City continues to reserve and retain solely and exclusively all management rights, regardless of the frequency of use, including those rights and responsibilities set forth by law and those City rights set forth in the City's Personnel Rules and Regulations Resolution and including but not limited to the following rights:
1. To manage all City Departments and determine policies and procedures and the right to manage the affairs of those Departments.
Attachment 1A
12.D-8Council Agenda 6-21-2022
SEIU MOU FYs 2023 through 2025
5 2. To determine the existence or nonexistence of facts which are the basis of the management decision in compliance with State law.
3. To determine the necessity, organization, implementation, and termination of any service or activity conducted by the City or other government jurisdictions, and to expand or diminish municipal services as needed.
4. To direct, supervise, recruit, select, hire, evaluate, promote, transfer, discipline, discharge, terminate, demote, reduce, suspend, reprimand, withhold salary increases and benefits for disciplinary reasons, or otherwise discipline employees in accordance with City Rules, Regulations and Ordinances.
5. To determine the nature, manner, means, extent, type, time quantity, quality, technology, standard, and level of municipal services to be provided to the public.
6. To require performance of other health and safety services not specifically stated herein in the event of emergency or disaster, as deemed necessary by the City.
7. To lay off employees of the City because of lack of work or funds or under conditions where continued work would be inefficient or nonproductive or not cost effective, as determined by the City.
8. To determine and/or change the City facilities, methods, technology, equipment, operations to be performed, organizational structure, and allocate and assign work by which the City operations and services are to be conducted.
9. To determine method of financing.
10. To plan, determine, and manage the City's budget which includes, but is not limited to, changes in the number of relocations, and types of operations, processes, and materials to be used in carrying out all City functions and the right to contract or subcontract any work or operations of the municipal services.
11. To determine the size and composition of the City's work force, assign work to employees of the City in accordance with requirements determined by the City and to establish and require compliance to work hours and changes to work hours, work schedules, including call back, standby, and overtime, and other work assignments, except as otherwise limited by this agreement, or subsequent agreements.
12. To establish and modify goals and objectives related to productivity and performance programs and standards, including but not limited to quality and quantity, and require compliance therewith.
Attachment 1A
12.D-9Council Agenda 6-21-2022
SEIU MOU FYs 2023 through 2025
6 13. To determine qualifications, skills, abilities, knowledge, selection procedures and standards, job classification, job specifications, and to reallocate and reclassify employees in accordance with City Rules and Regulations.
14. To determine the issues of public policy and the overall goals and objectives of the City and to take necessary action to achieve the goals and objectives of the City.
15. To hire, transfer intra or inter Department/Division, promote, reduce in pay grade, demote, reallocate, terminate, and take other personnel action for non-disciplinary reasons in accordance with Department and/or City Rules, Regulations and Ordinances.
16. To determine policies, procedures, and standards for recruiting, selecting, training, and promoting employees.
17. To establish, implement, and/or modify rules and regulations, policies, and procedures related to productivity, performance, efficiency, personal appearance standards, code of ethics and standards of conduct, safety, health, and order, and to require compliance therewith.
18. To maintain order and efficiency in City facilities and operation.
19. To restrict the activity of an employee organization on City facilities except as set forth in this agreement.
20. To take any and all necessary steps and actions to carry out the service requirement and mission of the City in emergencies or any other time deemed necessary by the City and not specified above.
Authority of Third Party Neutral - Management Rights
All management rights, powers, authority, and functions, whether heretofore or hereinafter exercised, shall remain vested exclusively with the City. No third party neutral shall have the authority to diminish any of the management rights which are included in this Agreement.
ARTICLE 3
NO STRIKE OR LOCKOUT
The City and the Union agree that during the term of this Agreement, the City will not lockout employees and the Union will not engage in labor practices detrimental to providing services to the citizens of Pismo Beach or detrimental to the interest of the City nor will the Union sanction, support, condone, approve, or engage in any strike, sick-in, slowdown, work stoppage, or speed-up. The City and the Union further agree that all matters of controversy coming within the scope of this Agreement will be settled by Attachment 1A
12.D-10Council Agenda 6-21-2022
SEIU MOU FYs 2023 through 2025
7 established grievance procedures. The Union acknowledges that violation of above shall be just cause for disciplinary action, including termination.
ARTICLE 4
MODIFIED LAYOFF POLICY
The parties agree that any employee whose position is abolished shall be given every opportunity through promotional examinations, transfers and voluntary demotion, to fill existing vacant positions. In the event that an employee scheduled to be laid off does not possess minimum qualifications for vacant positions, opportunity for trainee level appointment to a vacancy in the bargaining unit will be considered. In no case shall open competitive recruitment be used to fill a vacancy until it has been determined that no person as described above has the potential and willingness to meet those qualifications.
Whenever, in the judgment of the City Council, it becomes necessary in the interest of economy, or because of the necessity for a position to no longer exist, the City Council may abolish any position or employment in the competitive service, and the employee holding such position for employment may be laid-off without taking disciplinary action, and without the right of appeal. In reducing said personnel and laying off any employee through the abolition of position, the Council shall observe the seniority rule. (i.e., total full-time service with the City). The name of each employee so laid off shall be placed at the top of the appropriate eligibility list.
Employees to be laid off shall be given at least 30 days prior notice. The names of regular and probationary employees laid off, or demoted in lieu of lay-off, shall be placed upon re-employment lists for one year for those classes requiring basically the same qualifications, duties and responsibilities of the class from which lay-off, or demotion in lieu of lay-off, was made.
Persons whose names are placed on re-employment lists in accordance with this Section, and who are re-employed within the prescribed period, shall be regarded as having been on leave of absence during this period, and will be without prejudice to status. No annual leave or sick credit shall accrue during any such leave periods. The actual number of days absent shall not be counted as days of employed service for anniversary date, longevity, compensation, benefit accumulation, etc.
Prior to the Council implementing a layoff or salary reduction plan, the City Manager shall give the Union no less than 15 days notice to meet with the Union to receive advice and recommendations. This meeting is for communication purposes, and is non-binding upon the City.
Attachment 1A
12.D-11Council Agenda 6-21-2022
SEIU MOU FYs 2023 through 2025
8 ARTICLE 5
RECRUITMENT
The City agrees to adopt a policy of promoting and hiring from within so that the existing qualified employees will be hired or promoted prior to filling a vacancy from the outside.
ARTICLE 6
EQUAL OPPORTUNITY EMPLOYMENT
The City and the Union stipulate that the provisions of this Agreement shall be applied equally to all employees covered herein without favor or discrimination because of age, race, ancestry, color, religious creed, gender, marital status, sex, medical condition, family medical history, or genetic information, national origin, physical or mental disability, political or religious affiliation, sexual orientation, pregnancy, gender identity and gender expression, or union membership.
ARTICLE 7
ADA
Because the Americans with Disabilities Act requires accommodations for individuals protected under the Act, and because these accommodations must be determined on an individual, case-by-case basis, the parties agree that the provisions of this Agreement may be disregarded in order for the City to avoid discrimination relative to hiring, promotion, transfer, layoff, reassignment, termination, rehire, rates of pay, job and duty classification, seniority, leaves, fringe benefits, training opportunities, hours of work or other terms and privileges of employment.
The Union recognizes that the City has the legal obligation to meet with the individual employee to be accommodated before any adjustment is made in working conditions.
Except as may be limited by the privacy rights of the Employee as established by the law, the Union will be notified of these proposed accommodations prior to implementation by the City.
Any accommodation provided to an individual who is protected by the ADA shall not establish a past practice, nor shall it be cited or used as evidence of a past practice in the grievance / arbitration procedure.
ARTICLE 8
PERFORMANCE EVALUATIONS
The City and the Union agree that the City shall provide each employee with a promptly written performance evaluation, at least annually, to assist the employee in their career development and promotions, to that end, the evaluation form will be updated to include employee goals and objectives. Both the City and the employee will receive a copy of Attachment 1A
12.D-12Council Agenda 6-21-2022
SEIU MOU FYs 2023 through 2025
9 the performance report to verify that said review has taken place between the Employee and supervisor, but does not constitute agreement by the Employee with the content of the form.
Performance evaluations are not subject to appeal. An employee may dispute the contents and evaluation and create their own comments that may be added to their personnel file.
ARTICLE 9
PROBATIONARY PERIOD
1. For employees appointed after the effective date of this agreement, the probationary period shall be not less than twelve (12) months except for employees appointed under conditions outlined in the following sections 2 and 3.
2. Employees promoted within series shall have a six (6) month probationary period.
3. Those employees in a flexibly staffed class, who are moved from the entry level to the journey level in their class, shall have no probationary period at the journey level.
4. Any represented employee whose original probation as a new City employee is extended in accordance with Rule Twelve, Section 12.02 of the Personnel Rules and Regulations shall not have his or her probationary period extended more than 90 days beyond the twelve-month probationary period. Such employee shall be deemed to have successfully completed his or her probationary period unless notified in writing of probationary rejection prior to the completion of the extended probationary period.
ARTICLE 10
EXISTING CONDITIONS OF EMPLOYMENT
Except as expressly provided herein, the adoption of this Memorandum of Understanding shall not change the existing benefits, and terms and conditions of employment, which are provided for in the various Ordinances and Resolutions of the City of Pismo Beach.
Where conflict exists between City ordinances and Resolutions relating to this M.O.U., this Memorandum of Understanding will take precedence.
Attachment 1A
12.D-13Council Agenda 6-21-2022
SEIU MOU FYs 2023 through 2025
10 ARTICLE 11
REPRESENTATION UNION OFFICERS, REPRESENTATIVES AND STEWARDS
1. The City and the Union agree that the Union officers and representatives will be allowed to meet with City management on City time for the purpose of meeting and conferring in good faith. The Union may designate up to three representatives that fairly represent the classes of employees pro-rata for negotiations and one alternate representative.
2. The Union agrees to provide the Personnel Officer with a list of Union Officers and representatives, with their job classifications, who are authorized to meet and confer in good faith and the list will be kept up-to-date by the Union.
3. The City agrees that authorized Union staff representatives shall be given access to work locations during working hours to conduct Union grievance investigations and/or observe working conditions. Such visits are to be made with the prior knowledge and approval of the Personnel Officer and Department Head and a management representative may accompany the staff member on the visit. A staff representative is defined as a paid full-time or part-time employee of the Union.
4. The City agrees that the Union may designate a Steward and an Alternate Steward to represent employees in the processing of grievances.
5. The Union shall furnish the City Manager with a written list identifying by name and work location of the Steward and an Alternate Steward, and the list shall be kept current by the Union at all times.
6. The Steward is to begin representation of a grievant only after the Employee has tried to resolve the problem with the Employee’s immediate supervisor, and the two parties have failed to reach a resolution of the problem.
7. One SEIU Steward may receive up to 2 hours release time, with pay, to attend the monthly SEIU board meetings. The release is contingent on availability and work schedule to be determined by management. Management will make a reasonable effort to accommodate the release time. The Steward will provide reasonable notice to management when requesting release time. Release time under no circumstance is considered as time worked. If the Steward is on vacation or comp time, no release time will be needed or granted; attendance will be at the Steward’s option. The City is not responsible for any liability arising from the Steward’s release time, or from other time used to attend SEIU Board meetings. The Steward is not authorized to use a City vehicle, or receive mileage reimbursement from the City. It is understood the SEIU Board meetings are in the evenings, and this release time is to provide the Steward driving time to arrive at the meeting on time.
Attachment 1A
12.D-14Council Agenda 6-21-2022
SEIU MOU FYs 2023 through 2025
11 ARTICLE 12
GRIEVANCE PROCEDURE
The City agrees that the following grievance procedure shall remain in effect during the term of this agreement. There shall be no repercussions against employees solely for their proper use of the grievance procedure.
1. The Union agrees that whenever investigation or processing of a grievance is to be transacted during working hours, only the amount of time necessary to bring about a prompt disposition of the matter will be utilized. Time spent on investigation and processing of grievances will be recorded on a form provided by the management.
2. Stewards will be permitted reasonable time off with pay for the investigation and processing of grievances. Stewards, when conducting such investigation or processing grievances, shall first obtain permission from the Department Head and his/her designee and inform him/her of the nature of his/her business. Such permission will be granted promptly unless such absence would cause an undue interruption of work.
3. Upon entering a work location, the Steward shall inform the Department Head and Supervisor of the nature of his/her business. Permission to leave the job will be granted promptly to the employee involved unless such absence would cause an undue interruption of work. If the employee cannot be made available, the Steward will be immediately informed when the employee will be made available.
4. The parties agree that all formal grievances will be processed in accordance with the City's grievance procedure.
The parties also agree that any grievance over the interpretation of terms and conditions of this Agreement may be submitted through the grievance procedure for resolution.
PROCEDURE
A. Grievance Procedure
The purpose of this Grievance Procedure is to provide a clearly defined process for an employee grievance which shall apply to any dispute concerning the interpretation, application or alleged violation of written Rules and Regulations, including but not limited to the Personnel Ordinance or this Memorandum of Understanding. Any employee who has a grievance shall first try to resolve it through discussion with their immediate supervisor without undue delay. Undue delay shall be understood to be more than ten (10) working days of such an incident taking place or of first knowledge of the incident. Every effort shall be made to find an acceptable solution at the lowest possible level of supervision. For Attachment 1A
12.D-15Council Agenda 6-21-2022
SEIU MOU FYs 2023 through 2025
12 purposes of this Grievance Procedure, a “working day” shall be defined as a day when City Hall is open for regular business.
B. General Conditions
The intent of the time limits set forth in this Rule is to expedite hearing of the employee’s appeal or grievance. The recognized employee representative may begin investigation of a grievance only after the employee has attempted to resolve the grievance with their immediate supervisor and the two parties failed to reach resolution. Time limits may be extended at any level if both parties agree to such an extension. There shall be no reprisals against employees solely for their proper use or non-use of the appeal/grievance procedure.
C. Appeal to Immediate Supervisor
Any employee who has a grievance shall first try to resolve it through discussion with their immediate supervisor. Every effort shall be made to find an acceptable solution at the lowest possible level of supervision.
D. Formal Appeal to Department Head
If, after discussion as listed above, the employee does not believe the grievance has been satisfactorily resolved, he or she may file a formal appeal in writing to the Department Head within ten (10) working days after receiving the informal decision of the immediate supervisor or within twenty (20) working days of presenting his or her appeal to the supervisor if a decision was not provided by the supervisor, or within ten (10) working days of the discussion with the employee. The supervisor shall have the duty to fully inform the Department Head regarding the grievance any and all informal discussions and/or determinations by the supervisor, and all available circumstances regarding said grievance.
The Department Head receiving the formal appeal shall render a written decision and comment to the employee within ten (10) working days after receiving the appeal.
E. Mediation
If, within ten (10) working days after receipt of the written decision of the Department Head, or within twenty (20) working days of presenting his or her appeal to the Department Head if a written decision was not provided and the employee is still dissatisfied, by mutual agreement the services of a mediator from the State Mediation and Conciliation Service (SMCS). Mediation shall begin at the earliest possible date on which the mediator is available. The mediator will provide a written decision on the grievance. All mediator decisions are non-binding recommendations only.
Attachment 1A
12.D-16Council Agenda 6-21-2022
SEIU MOU FYs 2023 through 2025
13 F. Appeal to the City Manager
After the mediation process has concluded, either party may appeal the decision to the City Manager. Such appeal may be made by filing a written appeal to the City Manager within ten (10) working days after receipt of the written mediation service report.
The City Manager shall review all documentation, including the mediator’s report and render a written decision within twenty (20) working days after the appeal is made, that shall be final and binding.
ARTICLE 13
SALARY ADJUSTMENT
A. Effective the first full pay period in July 2022, the salary ranges for all affected job classes shall be set forth on Schedule A, which is attached hereto and by this reference made a part hereof. Schedule A includes a salary increase for Cost of Living for all classifications of 4%.
Classifications represented by the Union shall be assigned to the salary ranges on the attached salary schedule (Schedule “A” as indicated below).
CLASSIFICATION
Accounting Clerk
Accounting Technician
Administrative Assistant
Administrative Secretary
Assistant Mechanic
Assistant Planner
Building Inspector I
Building Inspector II
Building Inspector/Plans Examiner
Building Permit Technician
Code Enforcement Officer
Engineering Technician
Fleet Mechanic
Information Technology Technician
Regulatory Compliance Coordinator
Maintenance Worker I
Maintenance Worker II
Lead Maintenance Worker
Office Assistant I
Attachment 1A
12.D-17Council Agenda 6-21-2022
SEIU MOU FYs 2023 through 2025
14 Office Assistant II
Parking Enforcement Technician
Police Records Technician
Recreation Coordinator
Water Systems Operator I
Water Systems Operator II
Lead Water Systems Operator
Wastewater Plant Operator I
Wastewater Plant Operator II
Lead Wastewater Plant Operator
B. Employees shall receive the following Cost of Living adjustments as set forth on Schedule B and Schedule C, attached hereto and by this reference made a part hereof, effective at the start of the first full pay period in the specified month:
a. July 2023 4% (Schedule B)
b. July 2024 3% (Schedule C)
C. Effective the first full pay period in July 2022, all classifications in the unit shall receive a one-time 2.5% Community Enhancement Adjustment.
D. Effective the first full pay period in July 2022, the salary ranges for all affected job classes set forth on Schedule A, which is attached hereto and by this reference made a part hereof. Schedule A represents equity adjustments for the following positions, as represented by Salary Range Changes, as follows:
Accounting Clerk 2.5 %
Accounting Technician 2.5 %
Administrative Assistant 2.5 %
Administrative Secretary 2.5 %
Building Permit Technician 2.5 %
Engineering Technician 2.5 %
Office Assistant I 2.5 %
Office Assistant II 2.5 %
Police Records Technician 2.5 %
Wastewater Plant Operator I 2.5 %
Wastewater Plant Operator II 2.5 %
Lead Wastewater Operator 2.5 %
Water Systems Operator I 2.5 %
Water Systems Operator II 2.5 %
Lead Water Systems Operator 2.5 %
Attachment 1A
12.D-18Council Agenda 6-21-2022
SEIU MOU FYs 2023 through 2025
15 ARTICLE 14
PISMO BEACH COMPENSATION PLAN
The Compensation Plan shall be maintained by the Personnel Officer. The plan shall show the classification of positions, the range allocated to each classification, and the minimum and maximum salary or wage rates and intermediate wage rates. Employees shall be compensated on the basis of the Compensation Plan. The Compensation Plan shall be a merit compensation program. Employees shall be compensated on the following basis:
1. The first step is the minimum rate and is normally the hiring rate for the class. In the case where a person of unusual qualifications is engaged, the Personnel Officer may authorize hiring at an appropriate step within the established pay range.
2. The second step is an incentive adjustment to encourage an employee to improve the quality of his/her work. All employees are entitled to this adjustment after satisfactorily completing a six month probationary period.
3. The third step is awarded to an employee who has proven to be fully qualified, experienced and conscientious. An employee is eligible for this step after completing one year of satisfactory service at the preceding step.
4. The fourth step is awarded to an employee whose job performance is clearly above average. An employee is eligible for this step after completing one year of satisfactory service at the preceding step.
5. The fifth step is awarded to an employee whose job performance clearly meets or exceeds standard on a sustained basis. An employee is eligible for this step after one year of satisfactory service at the preceding step.
Step increases are not automatic, and they shall be given only upon recommendation of the Department Head and the approval of the City Manager. Step increases are given for meritorious service and not for longevity in a particular position. In order for any step increase to be granted, a performance evaluation must be submitted to and approved by the City Manager and by the Department Head.
In the event an employee is away from work on an extended leave of more than twenty eight (28) consecutive calendar days, the eligibility date for considering a merit step pay increase for such employee shall be extended by an equal number of days of said leave.
In such instance, credit shall be granted for limited work, which the employee may have performed at home during such extended leave. Leave is defined as hours not worked by the employee as part of approved time off for FMLA, CFRA, Workers Compensation, or approved unpaid leave.
Attachment 1A
12.D-19Council Agenda 6-21-2022
SEIU MOU FYs 2023 through 2025
16 ARTICLE 15
DUES DEDUCTIONS
1. It is agreed that Union dues, insurance premiums and such other deductions as may be properly requested on one or more forms mutually agreeable to the City and the Union, and lawfully permitted, shall be deducted from the salary of each employee in the unit without charge to the employee or the Union.
2. When a person is hired in any of the job classifications represented by Local 620, the City shall provide written notice to Local 620 and allow the Union a 15-minute presentation to new represented employees to explain representation services provided by the Union and to provide them with a copy of the current contract.
3. All Union members who have payroll deductions for payment of Union dues prior to the effective date of this Agreement, and all members who establish dues payroll deduction during the term of this Agreement, shall remain members of the Union throughout the life of this Agreement, provided that Union members on payroll deduction may terminate their authorization for deduction of the Union dues by giving written notice to the City's Finance Department during the last ten (10) working days of the month of June of each year. It shall be the Union’s responsibility to notify the employees of the option to terminate the authorization for deduction of Union dues. The City shall promptly forward a copy of the letter of revocation to the Union.
4. The Side Letter Agreement on “Administration of Agency Shop”, signed by SEIU and the City on July 17, 2002, which followed an Agency Shop Election on June 25, 2002, the results and conduct of which were certified by both the City and SEIU, is attached as Exhibit B, and is hereby made a part of this Agreement.
5. The Union agrees to indemnify, defend and hold the City of Pismo Beach harmless due to the implementation and enforcement of this provision.
ARTICLE 16
PERSONNEL FILES
A. FILE MAINTENANCE AND CONTENTS
The Personnel Office shall maintain a personnel file for each employee in the service of the City. Information contained in these files shall include class title, the department to which assigned, salary, payroll records, changes in employment status, performance evaluations, disciplinary actions and such other information as may be considered pertinent.
No employee shall have any comment adverse to his/her interest entered into his/her Attachment 1A
12.D-20Council Agenda 6-21-2022
SEIU MOU FYs 2023 through 2025
17 personnel file, or any other file used for any personnel purposes by the employer, without the employee having first read and signed the instrument containing the adverse comment indicating he/she is aware of such comment except that such entry may be made if after reading such instrument the employee refuses to sign it. Should an employee refuse to sign the fact shall be noted on that document, and signed or initialed by such employee.
B. PERSONNEL ACTION FORM
Every appointment, transfer, promotion, demotion, change of salary rate, any other temporary or regular change in status or any personnel action of employees shall be reported to the Personnel Officer and documented on the prescribed form.
C. EMPLOYEE EXIT RECORD
Employees separating from the Classified or Exempt Service for any reason shall complete a form stating causes and reasons for separation. The Department Head of such employee shall also complete the form. Completed reports shall be retained in the employee’s personnel file.
D. EMPLOYEE’S RESPONSIBILITY TO NOTIFY CITY OF CHANGED
INFORMATION
It is the employee’s responsibility to notify the City through the Payroll or Benefits Administrator of change of address, legal name, mailing address or change in family status that will result in change of Insurance coverage and/or Beneficiary designation. An employee separating from the Classified or Exempt Service will also be responsible for notification of any changes as identified above for a minimum of 12 calendar months, to insure the transfer of information on insurance, retirement and W-2s is complete.
E. MEDICAL INFORMATION
Per the guidelines and requirements of HIPAA and CMIA, all medical information about an employee or applicant is filed separately from other personnel records and is treated as confidential.
F. ACCESS TO MEDICAL INFORMATION
Access to employee or applicant medical information shall be strictly limited to only those with a legitimate need to have such information for City business reasons, or if access is required by law, subpoena or court order. In the case of an employee with a disability, managers and supervisors may be informed regarding necessary restrictions on the work or duties of the employee and necessary accommodations.
Attachment 1A
12.D-21Council Agenda 6-21-2022
SEIU MOU FYs 2023 through 2025
18 G. ACCESS TO PERSONNEL FILES
The contents of an employee’s personnel file shall be made available to the employee, or with the employee’s written authorization, to the employee’s representative, at reasonable intervals during the regular business hours of the City. Materials of reference obtained in confidence or records relating to the investigation of a possible criminal offense shall not be made available to the employee or the employee’s representative except in circumstances where the Personnel Officer receives a court order to provide such records to a third party.
H. DESTRUCTION OF PERSONNEL FILES
Roster and payroll records shall be retained permanently. All other records relating to personnel may be destroyed, upon approval of the City Attorney, as prescribed by California and Federal law and by the City’s Retention Schedule.
I. REFERENCE REQUESTS
All requests for employment references will be responded to by the Human Resources Officer. Authorization to provide a reference must be made by the employee in writing.
In the absence of a written authorization from the employee to provide a reference, the Human Resources Office will provide only the following information in response to a reference request:
Dates of Employment
Description of Job Duties
Rates of Pay
ARTICLE 17
BULLETIN BOARDS
The City agrees to furnish bulletin board space of a reasonable size for posting Union material. The locations of the bulletin boards shall include but not be limited to the following workstations:
1. City Hall Copy Room on First Floor.
2. Public Works Garage.
The City agrees to allow the Union access to City Council Chambers for Membership meetings subject to normal City Hall booking process.
Attachment 1A
12.D-22Council Agenda 6-21-2022
SEIU MOU FYs 2023 through 2025
19 ARTICLE 18
RETIREMENT SYSTEM
PERS
A. The City provides unit employees hired before December 17, 2012, retirement coverage through the Public Employee's Retirement System (PERS) for a
2.5%@55" modified formula, which includes the PERS Benefit Description: “One Year Final Compensation”. Of the 8% Member Contribution, the employee will pay 8% and the City will pay 0%.
B. The City provides unit employees hired after December 17, 2012, who qualify as a PERS “Classic” member under the new Public Employees’ Pension Reform Act (“PEPRA”) retirement coverage through the Public Employee’s Retirement System (“PERS”) for a 2%@60 modified formula. This formula is based upon highest average full time monthly pay rate for a 3-year period.
Employees with the above retirement benefit (2% @ 60) pay the full 7.0% PERS employee Member Contribution plus 1.0% of the employer contribution.
C. The City provides unit employees hired after January 1, 2013 who do not qualify for Pension Reciprocity pursuant to Government Code Section 7522.02(c), the City shall provide retirement coverage through the PERS retirement formula under Government Code 7522.20 (2%@62 formula). This formula shall be based upon highest average full time monthly pay rate for a 3-year period.
Employees in this PEPRA tier shall contribute one-half the normal cost of retirement, as defined each year by PERS plus one and three quarter percentage point (1.75%) of the total employer contribution percentage.
D. The City has amended the Retirement Contract with PERS to allow the additional Cost Sharing contribution by the employees (the amounts contributed by employees above the Member Contribution) to be credited to the employee’s PERS account as a normal contribution and the additional amount will be tax deferred.
Attachment 1A
12.D-23Council Agenda 6-21-2022
SEIU MOU FYs 2023 through 2025
20 ARTICLE 19
EXTRA COMPENSATION
A. PURPOSE
The purpose of extra compensation is to recognize special duties, on a short-term basis, at the need of the City, for additional duty assignment not otherwise included in the employee's position description. As a benchmark, employees assigned to additional duty MUST hold a degree, certificate, or other special qualifying experience that qualifies the employee for this assignment.
B. LIMITATION
1. This extra compensation shall be paid only during those periods or portions thereof when such employees are actually assigned to these special assignments.
2. However, should an employee assigned to a special duty be unable to perform that function due to a non-job related illness or injury for a period of 15 working days or more, this assignment compensation shall be suspended for all scheduled work days not worked in excess of the first 15 working days and until the day he/she returned to this full-duty assignment.
3. Temporary Assignments: Those assignments as mentioned above are temporary assignments and not a separate job classification. It is not a property right and may be revoked at any time for job-related reasons or operational necessity or any other reason as deemed appropriate by the Department Head or City Manager.
4. When temporarily assigned to a higher job classification, an employee shall receive pay at the “A” step of the higher classification to which assigned, or an additional 5% above the employee’s regular rate of pay whichever is higher.
5. Employees are eligible for extra compensation for work in a higher job classification beginning on the first day of such assignment and continuing until the termination of the assignment only when such assignment is made on a formal basis and when the assignment is for a period of not less than fifteen (15) working days.
6. The extra compensation will terminate at either the end of the assignment, or in the case of an employee covering for a job classification that is vacant; the compensation will terminate on or before 14 days from the job classification being filled.
Attachment 1A
12.D-24Council Agenda 6-21-2022
SEIU MOU FYs 2023 through 2025
21 C. SPECIFIC QUALIFICATIONS AND DESIGNATIONS
1. Certification Pay
Subject to prior approval by the City and deemed beneficial to the City, if an employee achieves a certification higher than those required for their current position, the City shall increase the employee’s pay by 2.5%, and shall maintain that 2.5% increase as long as the employee maintains one or more higher certifications than required.
If an employee obtains and maintains a relevant Pesticide Applicator’s license or certificate the City shall increase the employees pay 2.5% as long as the employee maintains that license or certification. No more than three eligible employees shall receive the 2.5% pesticide certification pay.
Employees will be eligible for no more than two certification pays (total 5%), upon approval by the City.
The City shall review certification pay annually and has the ability to remove certification pay should it be found that the certification is not being used and/or beneficial to the City. Employees shall be provided twelve (12) months advance notice if certification pay is going to be discontinued upon ratification of this agreement and will receive three (3) months advanced notice for any discontinuation thereafter. Denial of certification pay shall not be arbitrary or capricious. The Union and City shall meet to discuss the discontinuation of such pay, however, following the meeting, the decision of the City if final.
2. Class A Driver’s License with a Hazmat Endorsement
Employees assigned to Wastewater as Wastewater Operators, who obtain their commercial Class A driver’s license with a hazmat endorsement, shall be eligible to receive an additional pay of 2.5%. This provision shall be subject to the total certification pays of Article 19.C.1.
3. Bilingual Pay
Those City employees (no more than four) who are designated by the City Manager to assist non-English speaking persons who are having difficulties conducting business with the City, and who are called upon to provide their assistance on a periodic basis, shall receive $25 per two-week pay period for their special work assignment, following their designation by the City Manager.
Such designated employees shall be required to demonstrate their knowledge of and competence in a specified foreign language to the satisfaction of the City Manager.
4. Notary Pay
Two positions, as designated by the City Manager, shall be eligible to receive special pay for performance of notary functions. One position shall be in the Attachment 1A
12.D-25Council Agenda 6-21-2022
SEIU MOU FYs 2023 through 2025
22 Community Development or Public Works department at City Hall, and one position shall be at the Police Department. The additional pay for obtaining and maintaining the necessary certificate and for performing this function shall be $25 per pay period, beginning the pay period following the designation of this duty by the City Manager.
ARTICLE 20
PAY PERIODS
The City and the Union agree that employees will be paid biweekly with pay to be made on alternate Fridays for the pay period ending at midnight of the preceding Sunday. If employees are placed on a work schedule of other than 40 hours per week, the pay period will be adjusted to conform to the Fair Labor Standards Act.
ARTICLE 21
WORK PERIODS, DEFERRED COMPENSATION, OVERTIME & STANDBY TIME
A. WORK PERIODS
1. Seven-Day Work Period
The work period for unit employees shall be a fixed and regularly recurring period of time consisting of 40 hours in seven consecutive days.
2. Work Period - Beginning/Ending
The seven (7) day work period shall begin on Monday, 12:00 a.m. and end seven (7) days later on Sunday night at 11:59 p.m., or shall be such other work period that conforms to FLSA requirements and accommodates the assigned daily work period.
3. Daily Work Period
The daily work schedule for unit employees will consist of the normal number of hours for the assigned function, i.e., 12, 10, 9 or 8 hours, inclusive of breaks, exclusive of meal breaks. The work schedule may be modified and/or adjusted by management to alternate work schedules (e.g., 5/8, 4/10, 9/80, 3/12).
4. Work Schedules
As stated in Article 2, Section 11 of this MOU, City management rights include, “To determine the size and composition of the City's work force, assign work to Attachment 1A
12.D-26Council Agenda 6-21-2022
SEIU MOU FYs 2023 through 2025
23 employees of the City in accordance with requirements determined by the City and to establish and require compliance to work hours and changes to work hours, work schedules”. Service requirements in Public Works necessitate work schedules to include weekend rotations. All employees in Water, Wastewater, and Maintenance divisions will be required to work a weekend rotation as assigned.
5. Rest Breaks
As stated in the City Personnel Rules, Except for personnel assigned to continuous operations, two (2) paid rest periods of ten (10) minutes each shall be provided all employees during each half of their regular, eight-hour workday.
B. DEFERRED COMPENSATION
1. Deferred Compensation Contribution
The City shall administer a deferred compensation plan(s) on behalf of the employees by a vendor of the City’s sole discretion. Employees shall be able to make voluntary contributions up to the maximum allowed by the Internal Revenue Service for said plan.
The City will pay $1,500 per year into each affected employee’s deferred compensation account, payable in 24 equal payments- two each month- at $62.50 per payment.
C. OVERTIME
1. Overtime Definition
The City shall administer all overtime pay provisions consistent with the Fair Labor Standards Act, including paying the appropriate overtime hourly rate for all hours worked in excess of 40 hours worked in a 7-day (168 hour) workweek. Only time worked shall be used to calculate overtime, except that personal and paid holidays shall be counted as time worked for calculating overtime. Overtime shall accrue in one-quarter hour minimum periods. The City continues to reserve its Management Right to determine work schedules, subject to any meet and confer obligations required by law.
2. Compensatory Time Off
Accrual at the discretion of the employee, overtime worked during a pay period shall be paid at the rate of one and one-half times the employee’s regular rate of pay or added to the employee’s accrued compensatory time off balance at the rate of one and one-half hours accrued for each hour worked, provided that in no event shall Attachment 1A
12.D-27Council Agenda 6-21-2022
SEIU MOU FYs 2023 through 2025
24 compensatory time off be accrued so as to cause the employee’s compensatory time off balance to exceed 80 hours. Overtime hours worked that would cause the employee’s compensatory time off balance to exceed 80 hours shall be paid at the time and one-half rate.
Use
An employee may use some or all of the employee’s compensatory time off after approval of the Department Head.
Cash Out of Compensatory Time
Payout of all or part of an employee’s Compensatory time off balance may be requested by the employee and with Department Head approval, shall be paid out, but limited to no more than once a month in the months of February, April, June, August, October, and December.
3. Holiday Pay
If an employee is required to work on a holiday, the employee shall be compensated at the rate of time and one-half for the hours worked, in addition to receiving the normal eight hours credit for the holiday.
4. Rotation
The City and the Union agree that overtime work will be assigned to the employees on a rotation basis whenever possible.
5. Call Back Work
Call back work is work time performed by an off-duty unit employee ordered to duty when:
a. It is deemed necessary or advisable to properly handle an emergency incident or incidents;
b. To maintain necessary staffing levels.
Travel time to work and returning home shall be counted as work time, portal to portal, for a maximum of one hour per incident.
Unit employees recalled to work one hour or more prior to the beginning of their shifts shall be granted a minimum of three hours of overtime. If called back less than one hour prior to the beginning of the shift the employee will be paid at the regular overtime rate for actual hours worked. Repeat call back during any three- hour minimum call back period will be considered time already paid. Time worked beyond the initial three-hour call back will be considered overtime when it falls within the definition herein. Any subsequent call back beyond the initial three-hour call Attachment 1A
12.D-28Council Agenda 6-21-2022
SEIU MOU FYs 2023 through 2025
25 back shall begin a new three-hour period.
6. Extended Shift Work/Beyond Tour of Duty
Extended shift work is work time worked by unit employees beyond their normal assigned shifts for the completion of work assigned.
7. Special Detail Work
Special detail work is pre-scheduled work time performed by a unit employee during off-duty hours involving duty at parades and other public or civic events.
8. Time Not Considered as Overtime
The following activities shall not be considered work time for the calculation of overtime, except as provided for in this Agreement:
a. Meal breaks
b. All travel time to work and returning home in either personal or City vehicle c. All time paid at standby wages
9. Standby Duty
Standby Duty is defined as that circumstance which requires an employee so assigned to:
a. Be ready to respond immediately to call for service
b. Be readily available at all hours by telephone or other agreed-upon communications equipment
The City agrees to pay $60 per day for standby pay to designated personnel while they are on standby duty. It is understood that standby time will be applicable for non-duty days during the employee’s normally scheduled workweek. It is further understood that standby pay will be allowed on the same twenty-four (24) hours per day basis for City holidays. Standby pay will not be applicable during the time when personnel on standby duty are performing their regularly assigned duties or are acting in response to a "call out" for which call out pay is being provided. Employees may not trade partial days for standby duty.
Attachment 1A
12.D-29Council Agenda 6-21-2022
SEIU MOU FYs 2023 through 2025
26 ARTICLE 22
HEALTH AND WELFARE INSURANCE BENEFITS
A. CITY’S CAFETERIA PLAN
1. Effective January 1, 2010 the City implemented a full flex cafeteria plan for active employees in accordance with IRS Code Section 125. Active employees participating in the City’s full flex cafeteria plan receive a monthly flex dollar allowance to purchase benefits under the full flex cafeteria plan.
The monthly flex dollar allowance effective January 1, 2010 shall be a dollar amount equal to the amounts defined below, which includes the California Public Employees’ Medical and Hospital Care Act (PEMHCA) contribution hereby referred to as the PEMHCA minimum contribution, for an Employee, an Employee & One Dependent or an Employee & Two or More Dependents.
The monthly flex dollar allowance may be used in accordance with the terms of the cafeteria plan to purchase benefits such as medical, dental, and vision insurance coverage, or any other benefits the City may offer from time to time, or may be converted to taxable income.
2. The Union agrees that the City shall make Medical, Dental and vision care insurance available for employees, and the Union also agrees to make available an alternative insurance program, Public Employees Benefit Trust (“PEBT”), to all City employees who are members of the bargaining unit covered by this MOU, or who are non-represented employees of the City, including Council and Management employees.
There shall be an open enrollment period once each year prior to the insurance policy anniversary date to allow for changes in coverage.
3. The City shall continue to provide, for the duration of this Agreement, a term life insurance policy covering the employee equal in value to $50,000. Said policy shall also include a double indemnity coverage benefit of $100,000 for accidental death or dismemberment. The City will pay 100% of the premium cost for employee and dependent coverage for said insurance.
4. City Flex Dollar Contributions
In each of the contract years, the City’s flex dollar allowance will be established based on the following amounts for health, dental and vision. The amounts include the PEMHCA minimum contribution.
The current rates for employee only is equal to $947.83; employee plus 1 Attachment 1A
12.D-30Council Agenda 6-21-2022
SEIU MOU FYs 2023 through 2025
27 dependent is equal to $1,589.02; employee plus children is equal to $2,072.93; and employee plus family is equal to $2,103.93.
In the event that different levels of dependent coverage are selected for dental and vision care than for medical coverage, the amount of dental and vision coverage shall be calculated based on the level of benefit selected by the employee and that amount shall be subtracted from the level of medical coverage selected. For example, if an employee selects "Employee Plus Family" dental and vision coverage, and "Employee Only" medical coverage, 100% of the cost of the full family dental and vision coverage shall be subtracted from the Employee Only maximum coverage level to determine the employee deduction for total health and welfare coverage. This same calculation shall be used to determine the amount of Employee Only medical redirect that may be paid pursuant to Section 5, below.
5. Medical Redirect
If an employee has health, dental and vision insurance coverage through another eligible source or a former employer and provides proof of other coverage to the Human Resources Division, the employee may elect to waive the City’s health insurance coverage and elect to use flex dollars, equal to the amount defined for employee only coverage of health, dental and vision, in accordance with the terms of the cafeteria plan, or the amount may be converted to taxable income.
See Section 4, above, for the calculation if an employee has selected different levels of dependent coverage for dental and vision than for medical coverage.
6. Benefit Changes
In the event that any of the medical, dental, vision care or life insurance benefits in force as of the effective date of this Agreement, and for which the City has control, are reduced or eliminated as a result of changes in benefit provider, the parties shall meet and confer for the purpose of replacing any benefits so reduced or eliminated with, to the maximum extent possible, benefits equivalent to those reduced or eliminated.
7. Affordable Care Act (ACA)
Parties agree to Meet and Confer during the term of this agreement should language or benefit changes be required to meet compliance requirements under the ACA.
Additionally, the parties agree to Meet and Confer during the term of this agreement to explore alternatives to the current health care provider.
Attachment 1A
12.D-31Council Agenda 6-21-2022
SEIU MOU FYs 2023 through 2025
28 ARTICLE 23
HEALTH COVERAGE FOR RETIRED EMPLOYEES
A. RETIREE HEALTH COVERAGE
Employees represented by the Union who retire from the California Public Employees Retirement System (CalPERS) within 120 days of leaving their position with the City are eligible to continue in the City’s retiree group health insurance program offered through Public Employees’ Medical and Hospital Care Act (PEMHCA). The City’s contribution towards retiree coverage shall be The PEMHCA minimum contribution as determined by CalPERS from time to time.
B. LONGEVITY PAYMENTS
The City shall make a longevity payment to an employee who retires from the City as described in this Section and who qualifies for and exercises their right through PERS to receive the City’s retiree group health insurance. The City shall make a longevity payment on a monthly basis to the retiree’s Retiree Healthcare Reimbursement trust (Retiree HRA trust).
The City’s monthly contribution to the Retiree HRA trust shall be the difference between the premium cost of coverage for the retiree and retiree’s spouse (when applicable) minus the PEMHCA minimum contribution up to the City’s maximum longevity contribution. In no event shall the City’s total contribution to the Retiree HRA exceed the amounts described in this section. The City’s maximum contribution towards a retiree’s Retiree HRA Trust account shall not be subject to change and shall continue for the lifetime of the retiree and retiree’s spouse, in accordance with PEMHCA eligibility provisions for coverage.
1. Existing Employees retiring on or before January 1, 2010 shall receive a longevity payment not to exceed:
Retiree only/surviving spouse: $270 per month
Retiree plus one dependent $428 per month
Retiree plus family: $529 per month
The City’s contribution to a retiree’s Retiree HRA will decrease if the retiree experiences a change in family status, i.e. retiree has retiree plus one coverage and the spouse passes away, therefore changing to retiree only coverage.
2. Employees employed before July 1, 2009, retiring after January 1, 2010 who satisfy the criteria outlined below shall receive the longevity payment described in Section B 1of Article 23:
i. Employee retires from the City, and
ii. Employee has 10 or more years of service with the City of Pismo Beach at Attachment 1A
12.D-32Council Agenda 6-21-2022
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29 the time of retirement
3. Employees employed before July 1, 2009, retiring after January 1, 2010 who satisfy the criteria of this section shall receive the longevity payment described below:
i. Employee is age 50 as of 01/01/2010, and the
ii. Employee has less than 10 years of service at the time of retirement from the City, the retiree shall receive the longevity payment described in Section B 1of Article 23
5. Employees employed before July 1, 2009, with less than 10 years of service who are not age 50 as of 1/1/2010 who retire from the City shall not be eligible to receive a longevity payment from the City. The City’s contribution towards their retiree health coverage shall be the PEMHCA minimum contribution as described in Section A of this Article.
6. Employees hired on or after July 1, 2009, including Department Heads and the City Manager positions, shall not be eligible to receive a longevity payment from the City. The City’s contribution towards their retiree health coverage shall be the PEMHCA minimum contribution as described in Section A of this Article.
C. ESTABLISHMENT OF A RETIREE HEALTHCARE TRUST
The City shall make available to the Union a Retiree Healthcare Trust, where employees shall be provided the opportunity to defer vacation and a specified amount of annual sick time buy-back, as well as a portion of their salary (if applicable), to prefund their future retiree health care costs. The trust and contribution requirements shall comply with the guidelines established by the Internal Revenue Service.
ARTICLE 24
VACATION
The purpose of annual vacation leave is to enable each eligible employee annually to return to his/her work mentally refreshed. All employees in the Classified Service shall be entitled to annual vacation leave with pay except the following:
1. Employees who have served less than six (6) months in service of the City.
However, vacation credits for the time may be granted to each such employee who later receives a regular appointment.
2. Employees who work on a provisional basis, and all employees who are not regularly employed in a Regular Full-Time position (including Temporary and Seasonal appointments).
The specific rates at which vacation leave are to be accrued shall be as follows:
Attachment 1A
12.D-33Council Agenda 6-21-2022
SEIU MOU FYs 2023 through 2025
30 1. Each eligible employee shall accrue 6.66 hours per month.
2. Employees completing five (5) years of service, vacation leave will accrue at the rate of ten (10) hours per month.
3. Employees completing 10 years of service, vacation leave will accrue at the rate described in subsection (2) above, plus an additional 0.667 hours or one day for each year of service over ten (10) up to a maximum of 160 hours accrued per year.
Other applicable provisions are as follows:
1. The times during a calendar year at which an employee may take his/her vacation shall be determined by the Department Head with due regard for the wishes of the employee and particular regard for the service needs of the City.
2. If the service requirements of the City are such that an employee cannot take part or all of his/her annual vacation in a particular calendar year, such vacation either shall be taken during the following calendar year or paid for at the discretion of the Personnel Officer.
3. An eligible employee, with the consent of the head of his/her department, may defer a maximum 20 working days of his/her annual vacation to the succeeding calendar year, subject to the provisions of this Rule. The balance over 20 working days that is not deferred to the succeeding calendar year will be paid to the employee as straight-time hours.
4. In the event one or more municipal holidays fall within an annual vacation leave, such holidays shall not be charged as vacation leave.
5. Employees who terminate employment shall be paid in a lump sum for all accrued vacation leave earned prior to the effective date or termination.
ARTICLE 25
HOLIDAYS
A. Personal Holidays
The employees represented by the Union will be granted two personal holidays. These holidays must be taken during the course of the fiscal year at a time mutually agreeable to the employee and the department head and no compensation will occur for the holidays if not taken during the fiscal year Employees hired between July 1 and October 31 shall be granted two personal holidays in the fiscal year in which they are hired. Employees hired between November 1 and April 30 shall be granted one personal holiday in the fiscal year in which they are hired. Employees hired between May 1 and June 30 are not eligible for a personal holiday in the fiscal year in which they are hired.
B. Holidays
The City and the Union agree that the following days shall be paid holidays for all Attachment 1A
12.D-34Council Agenda 6-21-2022
SEIU MOU FYs 2023 through 2025
31 employees of the unit:
1. New Year's Day
2. Third Monday in January, Martin Luther King Day
3. Third Monday in February, Washington's Birthday
4. Last Monday in May, Memorial Day
5. Independence Day
6. First Monday in September, Labor Day
7. Veteran's Day
8. Fourth Thursday in November, Thanksgiving Day
9. Friday after Thanksgiving
10. Christmas Eve
11. Christmas Day
Should a paid holiday fall on Sunday, the following Monday shall be observed as a holiday. Should a paid holiday fall on a Saturday, the preceding Friday shall be observed as a holiday.
ARTICLE 26
SICK LEAVE BENEFIT
A. SICK LEAVE BENEFIT
1. Sick leave is a benefit and not a right and is to be utilized by employees who are unable to work because of an injury or illness not arising out of the course of their employment.
2. Employees receiving temporary payments under Worker's Compensation or State Disability Insurance may use accumulated sick leave in order to maintain but not exceed his/her regular base income.
3. Employees have the right to use up to half of their annual sick leave accrual to attend to the illness of child, spouse, domestic partner, or parent.
4. The sick leave benefit protects employees from a loss in wages when they are unable to work because of an illness or injury and is not intended to be equivalent to vacation leave.
5. The City considers good attendance to be a very important part of an employee's overall performance. Absenteeism creates a hardship on City operations and co- workers, resulting in work schedule disruptions and added costs.
Accrual and use of sick leave shall be governed by the following provisions:
Attachment 1A
12.D-35Council Agenda 6-21-2022
SEIU MOU FYs 2023 through 2025
32 1. Sick leave credit shall be granted to all probationary and regular full-time employees within the Classified Service.
2. For purposes of computing sick leave, sick leave will be credited at the rate of
3.692 hours per pay period regardless of work schedule for a maximum of twelve (12) days or 96 hours per year.
3. In order to be compensated for use of sick leave, the immediate supervisor shall be notified of an employee’s request to use sick leave prior to the employee’s absence or within four hours after the time set for the employee to begin work, or at such other time as may be specified by the head of the department.
4. The employee may be required to file a physician’s certificate or personal affidavit with the Personnel Officer when the absence is more than three workdays, verifying the need for the absence. However, if the Department Head has reason to believe that sick leave is being abused, a physician’s certificate may be required after any absence for which sick leave is claimed.
5. An employee receiving temporary disability payments under the Worker’s Compensation laws may use accumulated sick leave in order to continue to maintain regular income. However, all employees receiving full salaries in lieu of temporary disability payments pursuant to Section 4850 of the Labor Code are entitled to accumulate sick leave during such periods of disability.
B. SICK LEAVE PAYBACK OR RETIREMENT CREDIT
An employee will retain the benefit of converting sick leave balance to additional retirement credit, under the City’s contract with the Public Employees Retirement System, if the employee retires during the term of the contract.
At the end of each Calendar year, the employee will have the choice of the following:
1. Sick Leave Annual Pay-off
a. City will pay the employee one-sixth of the net amount of Employee’s sick leave accumulated (earned minus used) during said calendar year. b. Once the employee’s sick leave balance exceeds 480 hours, the net amount of sick leave hours accumulated (earned less used) in that calendar year will be paid in full.
Any sick leave hours paid for will be deducted from the sick leave balance. At no time will the number of hours paid out for a calendar year under this Section exceed the annual accrual.
Attachment 1A
12.D-36Council Agenda 6-21-2022
SEIU MOU FYs 2023 through 2025
33 2. Sick Leave Retention
Employees can choose to not receive the Sick Leave Pay-off, and can instead build up their sick leave balance. There is no cap to the amount of sick leave that can be accumulated for retirement credit.
If the City’s contract with the Public Employees Retirement System so provides,, at the time of retirement, the Employee’s sick leave balance will convert to additional retirement credit.
This option to convert the unused sick leave at retirement does not change the vesting of sick leave, and does not entitle the Employee to any rights to the balance at any separation from City employment other than for retirement credit.
C. MISUSE OF SICK LEAVE, INJURY OR ILLNESS
No employee shall feign or misrepresent any illness or injury or deceive any other employee, supervisor, or any representative of the City as to their real condition for the purpose of remaining away from scheduled duty assignments. Misuse of sick leave shall result in disciplinary action up to and including termination.
D. FAMILY CARE AND MEDICAL LEAVE
The City will grant family care and medical leave in accordance with the requirements of applicable state (California Family Rights Act) and federal law (Family and Medical Leave Act) in effect at the time the leave is granted. No greater or lesser leave benefits will be granted than those set forth in the relevant California or federal law.
E. USE OF ACCRUED PAID LEAVES
Family and medical leave is unpaid, except that an employee is required to first use any accumulated sick leave, if the leave is for the employee’s own serious health condition.
The employee may also use sick leave to care for a parent, spouse or child with a serious health condition. For any other type of family and medical leave, the employee may use any paid or unpaid leave time. The paid and unpaid leave runs concurrently with the family and medical leave.
F. CONCURRENT USE OF FMLA WITH OTHER LEAVES
The City may designate any non-family and medical leave, such as workers’ compensation, sick, or vacation leave, to run concurrently with family and medical leave whenever the non-family and medical leave is also for a family and medical leave Attachment 1A
12.D-37Council Agenda 6-21-2022
SEIU MOU FYs 2023 through 2025
34 purpose.
The City integrates family and medical leave with workers’ compensation leave whenever an employee is absent from the work place for 30 days or more due to an industrial injury or illness. As required by law, the City will not run family and medical leave concurrently for those employees entitled to Labor Code section 4850 leave.
G. BENEFITS DURING LEAVE
An employee may receive any group health insurance coverage that was provided before the leave on the same terms as if the employee had continued to work during the leave, up to a maximum of 12 workweeks.
Employee contributions for group health insurance coverage, if any, will be required either through payroll deduction or by direct payment to the insurance provider. The method of payment will be established in conjunction with the employee in writing at the beginning of the leave. The amount of an employee’s contribution is subject to any changes in rates that occur while the employee is on leave.
H. SICK AND VACATION LEAVE ACCRUAL
Sick leave and vacation leave do not accrue while an employee is on unpaid leave.
ARTICLE 27
BEREAVEMENT LEAVE
Bereavement leave shall be defined as whenever any employee has experienced a death in the immediate family. [Immediate family is defined in the definition section 2.19 of the City Personnel Rules and Regulations]
A. LEAVE WITH PAY
The employee may be granted bereavement leave with full pay of not to exceed a total of forty (40) hours per occurrence as approved by management. These days shall not be charged against the unit employee’s accumulated sick leave.
B. FACTS JUSTIFYING ABSENCE
The employee must submit an approved declaration or other evidence such as a death certificate or obituaries, acceptable to Department Head, evidencing eligibility for bereavement leave.
Attachment 1A
12.D-38Council Agenda 6-21-2022
SEIU MOU FYs 2023 through 2025
35 ARTICLE 28
UNEMPLOYMENT INSURANCE
The City will continue to make appropriate contributions for the California Unemployment Insurance Plan for all employees represented by the Union.
ARTICLE 29
JURY DUTY
No deduction shall be made in the salary of any employee who serves on a jury, if the employee has waived or remitted the jury fee to the City for such jury duty. If the employee has not so waived or remitted the jury fee to the City, the employee shall be paid only for the time actually worked in the City position. An employee accepted for jury duty shall immediately notify the Finance Department, in writing, whether or not the jury fee will be waived or remitted to the City. It is understood that the employee may retain any travel pay granted by the court because of the employee's participation in jury duty.
An employee who is subpoenaed to appear in court as a result of official duties as a City employee shall be allowed to do so without loss of compensation. Any witness fees paid as required by law shall be submitted to the City if the employee is required to attend the legal proceeding in an official capacity. An employee subpoenaed to appear in court in a matter unrelated to official duties as a City employee may be permitted to use accrued vacation, holiday, and/or compensatory time off.
Except as provided in an applicable memorandum of understanding, employees shall be required to return to work for completion of their assigned work shift, where reasonable, upon release from their daily court duties. "Reasonableness" shall be determined by the department head, or the Department Head's designated representative.
ARTICLE 30
MILEAGE REIMBURSEMENT
It is agreed that reimbursement shall be based on the maximum allowed by IRS for miles traveled on City business utilizing the employee's car, with prior approval of the department head, for using a non-City vehicle.
ARTICLE 31
HEALTH AND SAFETY
1. The City and the Union agree to abide by all provisions of the California Plan approved in accordance with the provisions of the Federal Occupational Safety and Health Act of 1970, and any applicable legislation as may be passed by the State of California to implement that plan.
Attachment 1A
12.D-39Council Agenda 6-21-2022
SEIU MOU FYs 2023 through 2025
36 2. The City agrees that any safety courses employees are required to take will be provided on City time with pay.
3. Both the City and the Union recognize the need and will strive to reduce the number of industrial accidents and injuries among employees by forming a joint Safety Committee.
4. It is the duty of management to make every reasonable effort to provide and maintain a safe place of employment. The Union will cooperate by encouraging all employees to perform their work in a safe manner. It is the duty of all employees in the course of performing their duties to be alert to unsafe practices, and to report any such unsafe practices or conditions to their immediate supervisor. If such conditions cannot be satisfactorily remedied by the immediate supervisor, an employee has the right to take the matter either personally or through the Steward to his/her Department Head or designated representative. On any matter of safety that is not resolved, consultation will take place between management and Union representatives.
5. The City agrees to facilitate or to perform directly regular on-site safety inspections with departmental safety coordinators. It is further agreed that the City shall continue to maintain vehicles and equipment in a safe operating condition and that no employee will be penalized for refusing to use vehicles or equipment proven to be unsafe pursuant to State Law. The City will insure the implementation of a comprehensive safety program including, but not necessarily limited to, periodic lectures, safety films, and instruction to all employees about first aid, CPR, and proper operation of fire extinguishers. No reprisals shall be taken against an employee solely for reporting unsafe working conditions to management.
6. The City and the Union agree that the City will either provide all safety equipment required by the City or will reimburse the employee for purchasing the equipment whenever such equipment has been required by the City as necessary for the job.
Such equipment shall include, but not be limited to, safety shoes, safety goggles, helmets, hard hats, gloves, boots, jackets, and all related safety items. Both parties agree that the City shall retain the right to determine the minimum specifications of the safety equipment, procurement procedures and limitations and exclusions.
Notwithstanding the above, the parties agree that employees designated by the City are required to wear steel-toed safety shoes or boots in the performance of their duties. Said employees shall purchase footwear, based on the current policy.
All City equipment, excepting personal items, i.e., boots, shall be returned to the City upon the employee leaving such service.
Attachment 1A
12.D-40Council Agenda 6-21-2022
SEIU MOU FYs 2023 through 2025
37 ARTICLE 32
UNIFORM ALLOWANCE
A. The City and the Union agree that when Public Works employees are required by the City to wear field uniforms, said uniforms shall be maintained and laundered by the City at no cost to the employee.
B. Clothing allowance for Police Records Technicians
For Police Records Clerk/Technician, the City shall go from the present practice of providing uniforms, to giving a $700 per fiscal year allowance to employees occupying those positions on a full-time basis, with the employee being responsible for purchasing the uniforms, cleaning and maintaining them, and being required to wear them on all work days, except as permission is given by the Police Chief for other attire on special occasions. The allowance will be given twice a year, in June and December, as reimbursement for expenses, in increments of $350 each, by separate check. The first payment shall be commenced for the second pay period after Council approval of the MOU.
ARTICLE 33
MEET AND CONFER PROCESS, WAIVER
The City and the Union agree that, for the term of this Agreement, each party waives the right and each agrees that the other party shall not be obligated to meet and confer with respect to any subject or matter pertaining to or covered by this Agreement, except as to meeting and conferring over the renewal or continuation of this Agreement, or as otherwise provided herein.
If during the term of this Agreement a classification and pay study is completed, the parties agree to meet and confer on the results of such study.
The City and the Union also agree that meeting and conferring over the renewal or continuation of this Agreement shall be initiated at the request of either party between January 1, 2025but not later than April 15, 2025 and that every effort will be made to reach an agreement prior to the expiration of this Agreement on June 30, 2025.
It is further agreed that nothing in this Agreement shall in any way diminish the rights of the employees, the City or Union as established by the Meyers-Milias-Brown Act of the State of California and all amendments thereto, except as herein provided.
ARTICLE 34
TUITION ASSISTANCE
The City recognizes the importance of continued improvement of its personnel and Attachment 1A
12.D-41Council Agenda 6-21-2022
SEIU MOU FYs 2023 through 2025
38 encourages all employees to take advantage of those training and development opportunities that will enable City employees to perform more effectively and productively in their job responsibilities. Tuition assistance programs are distinguished from courses or schools mandated or required by the City and when the latter are paid fully by the City.
A. WORK RELATED COURSES
1. The City will reimburse full-time regular employees for the cost of books and tuition for approved courses, which relate directly and specifically to their present work assignment, or to degree requirements in a related field, or to enhance career opportunities within the City service.
2. Employees obtaining tuition assistance shall be required to continue working for the City for a period of 12 months after completion of the reimbursed classes or repay the City in the full amount of reimbursement received.
3. Course/class attendance will be on employee's own time. In no case will City time be authorized for outside education as covered under this tuition assistance program.
4. Application for tuition assistance must be approved in writing, in advance, by the Department Head and the City Manager before the class/course work begins; and, the Department Head will certify that the approved course work meets the criteria set forth in number one above.
5. Any job related books paid for by the City or as a part of the tuition costs will become City property if determined to be of value to the City by the employee's Department Head.
6. Receipts for all tuition and registration fees and books must be submitted to the City as well as certification that the employee earned a grade of “C” or better or a copy of the certificate of completion for the class, before reimbursement will be made. All Reimbursements must be submitted within 60 days, following completion of the class.
B. REIMBURSEMENT FOR CITY-SPONSORED TRAINING
The City will provide an amount not to exceed $1000 per fiscal year per employee, toward Tuition Assistance.
ARTICLE 35
LICENSES AND CERTIFICATES
Employees who are required by the City, State or Federal agencies to be licensed or Attachment 1A
12.D-42Council Agenda 6-21-2022
SEIU MOU FYs 2023 through 2025
39 certificated shall be reimbursed for the fees, tuition, books and mileage, for such license or certificate, including licenses required beyond Class 'C' by the Department of Motor Vehicles for the initial certification attempt and renewal only.
ARTICLE 36
CONSISTENT POLICY
The parties agree that insofar as possible City-wide policies shall be applied consistently within all Departments within the General Services Bargaining Unit.
ARTICLE 37
LEAVE WITHOUT PAY
Employees of the City, with regular status or with the right to return to such status, may be granted leave of absence without pay, at the discretion of the Department Head and with the approval of the Personnel Officer, for a period not to exceed three months. Leave of absence may be granted for the following reasons:
1. Illness of the employee or his/her immediate family not covered by sick leave.
2. To enable an employee to attend school or otherwise obtain training designed to improve the quality of his/her service.
3. Pregnancy disability leave beyond that otherwise provided for by law.
4. For any other reason which the Personnel Officer approves as being in the public interest.
Leaves of absence without pay will not be approved for matters of simple convenience, such as extended vacations. Approval of leave of absence without pay will be granted only for reasons clearly permitted as stated above and which are compelling in nature.
Denial of such leave is not subject to grievance or appeal. All requests for leave of absence without pay will be handled in a timely manner. In the event of illness lasting longer than accrued sick leave, the employee’s vacation time may be approved for use unless the employee formally requests leave without pay within the pay period. Leave without pay may be authorized even though the employee has unused sick leave and/or vacation time to his/her credit.
Effect on Health Insurance Premiums
During an approved leave without pay the employee will pay that portion of Health, Dental, Vision and Life Insurance premiums designated as his/her portion of premiums for “employee only” and all premiums for dependents one month in advance of the month of insurance coverage. The City will pay the portion of premiums designated as the City’s Attachment 1A
12.D-43Council Agenda 6-21-2022
SEIU MOU FYs 2023 through 2025
40 share for the employee only for six (6) pay periods or for as long as the employee is current with payment of his/her share, up to 6 pay periods.
If insurance coverage is upgraded at the employee’s request during this time, the employee shall pay any additional premiums.
Effect on Seniority and Benefits
Time on leave without pay is disregarded in computing merit salary increases, vacation and sick leave credits, seniority and holidays. Under this unpaid leave policy, leave without pay is not considered work time for the purposes of crediting any of the above or any other benefits.
Expiration of Leaves Without Pay
At the expiration of a leave of absence or earlier if the Personnel Officer approves, an employee on leave shall be returned to his/her former position or to another position which the Personnel Officer finds has substantially similar duties and responsibilities, qualification requirements, and the same compensation. The City may refuse to reinstate an employee if he/she is no longer physically able to perform the duties of the class as determined by a licensed physician.
ARTICLE 38
SEVERABILITY CLAUSE
If any provision of this agreement, or the application of such provisions should be rendered or declared invalid by a decree of a court of competent jurisdiction or by reason of any existing or subsequently enacted legislation, the remaining portions of this Agreement shall remain in full force and effect.
ARTICLE 39
MEMORANDUM OF UNDERSTANDING AS BINDING AGREEMENT
It is understood that after its adoption, this Memorandum of Understanding shall be a binding agreement between the parties. This MOU is not intended to conflict with the provisions of any rules, regulations or ordinances of the City of Pismo Beach. If the provisions of this MOU are in conflict with the provisions of any rule, regulation or resolution, the MOU shall be controlling.
The City and Union agree that during the term of this Memorandum of Understanding no additional items will be placed under discussion for the purposes of meet and confer unless mutually agreed upon by both parties.
Attachment 1A
12.D-44Council Agenda 6-21-2022
SEIU MOU FYs 2023 through 2025
41 ARTICLE 40
TERM OF AGREEMENT
This Memorandum of Understanding shall remain in full force and effect from the date of ratification by the parties until and through June 30, 2025.
CITY OF PISMO BEACH PISMO BEACH EMPLOYEES' ASSOCIATION Negotiating Committee SEIU LOCAL 620 Negotiating Committee
___________________________ ___________________________________
___________________________ ___________________________________
___________________________ ___________________________________
___________________________________
____________________________________
Date: ______________________ Date: ______________________________ Attachment 1A
12.D-45Council Agenda 6-21-2022
City of Pismo Beach SCHEDULE A
Salary Table
5% between steps
Effective July 4, 2022
Classification Title Range # Period Step A Step B Step C Step D Step E Office Assistant I 7 Hourly 19.70703 20.69238 21.72700 22.81335 23.95401 Bi-weekly 1,576.56204 1,655.39014 1,738.15965 1,825.06763 1,916.32101 Monthly 3,415.88442 3,586.67864 3,766.01257 3,954.31320 4,152.02886 Annual 40,990.61303 43,040.14368 45,192.15086 47,451.75840 49,824.34632 Office Assistant II 11 Hourly 21.75287 22.84051 23.98254 25.18166 26.44075 Bi-weekly 1,740.22950 1,827.24098 1,918.60303 2,014.53318 2,115.25984 Monthly 3,770.49725 3,959.02212 4,156.97322 4,364.82188 4,583.06298 Annual 45,245.96705 47,508.26540 49,883.67867 52,377.86261 54,996.75574 Maintenance Worker I 13 Hourly 22.85411 23.99681 25.19665 26.45649 27.77931 Bi-weekly 1,828.32862 1,919.74505 2,015.73230 2,116.51892 2,222.34487 Monthly 3,961.37868 4,159.44761 4,367.41999 4,585.79099 4,815.08054 Annual 47,536.54413 49,913.37134 52,409.03991 55,029.49190 57,780.96650 Assistant Mechanic 14 Hourly 23.42546 24.59673 25.82657 27.11790 28.47379 Parking Enforcement Technician Bi-weekly 1,874.03684 1,967.73868 2,066.12561 2,169.43189 2,277.90349 Monthly 4,060.41314 4,263.43380 4,476.60549 4,700.43577 4,935.45756 Annual 48,724.95774 51,161.20562 53,719.26591 56,405.22920 59,225.49066 Administrative Assistant 15 Hourly 24.01110 25.21165 26.47223 27.79585 29.18564 Bi-weekly 1,920.88776 2,016.93214 2,117.77875 2,223.66769 2,334.85107 Monthly 4,161.92347 4,370.01965 4,588.52063 4,817.94666 5,058.84399 Annual 49,943.08168 52,440.23576 55,062.24755 57,815.35993 60,706.12793 Water Systems Operator I 16 Hourly 24.61137 25.84194 27.13404 28.49074 29.91528 Bi-weekly 1,968.90995 2,067.35545 2,170.72322 2,279.25938 2,393.22235 Monthly 4,265.97156 4,479.27014 4,703.23365 4,938.39533 5,185.31509 Annual 51,191.65872 53,751.24166 56,438.80374 59,260.74393 62,223.78113 Accounting Clerk 17 Hourly 25.22666 26.48799 27.81239 29.20301 30.66316 Wastewater Plant Operator I Bi-weekly 2,018.13270 2,119.03933 2,224.99130 2,336.24087 2,453.05291 Monthly 4,372.62085 4,591.25189 4,820.81449 5,061.85521 5,314.94797 Annual 52,471.45019 55,095.02270 57,849.77384 60,742.26253 63,779.37565 Police Records Technician 18 Hourly 25.85733 27.15019 28.50770 29.93309 31.42974 Recreation Coordinator Bi-weekly 2,068.58602 2,172.01532 2,280.61608 2,394.64689 2,514.37923 Monthly 4,481.93637 4,706.03319 4,941.33485 5,188.40159 5,447.82167 Annual 53,783.23645 56,472.39827 59,296.01818 62,260.81909 65,373.86004 Code Enforcement Officer 20 Hourly 27.16635 28.52467 29.95090 31.44845 33.02087 Bi-weekly 2,173.30818 2,281.97359 2,396.07227 2,515.87589 2,641.66968 Monthly 4,708.83440 4,944.27612 5,191.48993 5,451.06442 5,723.61764 Annual 56,506.01279 59,331.31343 62,297.87910 65,412.77306 68,683.41171 Accounting Technician 21 Hourly 27.84551 29.23779 30.69968 32.23466 33.84639 Administrative Secretary Bi-weekly 2,227.64089 2,339.02293 2,455.97408 2,578.77278 2,707.71142 Building Permit Technician Monthly 4,826.55526 5,067.88302 5,321.27717 5,587.34103 5,866.70808 Maintenance Worker II Annual 57,918.66311 60,814.59627 63,855.32608 67,048.09238 70,400.49700 Water Systems Operator II 22 Hourly 28.54165 29.96873 31.46717 33.04053 34.69255 Bi-weekly 2,283.33191 2,397.49851 2,517.37343 2,643.24210 2,775.40421 Monthly 4,947.21914 5,194.58010 5,454.30910 5,727.02456 6,013.37579 Annual 59,366.62969 62,334.96117 65,451.70923 68,724.29469 72,160.50943 Lead Maintenance Worker 24 Hourly 29.98657 31.48590 33.06019 34.71320 36.44886 Fleet Mechanic Bi-weekly 2,398.92559 2,518.87187 2,644.81546 2,777.05624 2,915.90905 Engineering Technician Monthly 5,197.67211 5,457.55572 5,730.43350 6,016.95518 6,317.80293 Wastewater Plant Operator II Annual 62,372.06532 65,490.66858 68,765.20201 72,203.46211 75,813.63522 Information Technology Technician
Building Inspector I 25 Hourly 30.73623 32.27305 33.88670 35.58103 37.36008 Bi-weekly 2,458.89873 2,581.84367 2,710.93585 2,846.48264 2,988.80677 Monthly 5,327.61391 5,593.99461 5,873.69434 6,167.37906 6,475.74801 Annual 63,931.36695 67,127.93530 70,484.33206 74,008.54866 77,708.97610 Lead Water Systems Operator 26 Hourly 31.50464 33.07987 34.73387 36.47056 38.29409 Bi-weekly 2,520.37120 2,646.38976 2,778.70924 2,917.64471 3,063.52694 Monthly 5,460.80426 5,733.84447 6,020.53670 6,321.56353 6,637.64171 Annual 65,529.65112 68,806.13368 72,246.44036 75,858.76238 79,651.70050 Regulatory Compliance Coordinator 28 Hourly 33.09956 34.75454 36.49227 38.31688 40.23272 Attachment 1A
12.D-46
City of Pismo Beach SCHEDULE A
Salary Table
5% between steps
Effective July 4, 2022
Lead Wastewater Operator Bi-weekly 2,647.96499 2,780.36324 2,919.38140 3,065.35047 3,218.61799 Monthly 5,737.25748 6,024.12035 6,325.32637 6,641.59269 6,973.67232 Annual 68,847.08971 72,289.44420 75,903.91641 79,699.11223 83,684.06784 Assistant Planner 29 Hourly 33.92705 35.62340 37.40457 39.27480 41.23854 Building Inspector II Bi-weekly 2,714.16411 2,849.87232 2,992.36594 3,141.98423 3,299.08344 Monthly 5,880.68891 6,174.72336 6,483.45953 6,807.63250 7,148.01413 Annual 70,568.26695 74,096.68030 77,801.51432 81,691.59003 85,776.16953 Building Inspector/Plans Examiner 33 Hourly 37.44912 39.32157 41.28765 43.35203 45.51964 Bi-weekly 2,995.92934 3,145.72580 3,303.01209 3,468.16270 3,641.57083 Monthly 6,491.18023 6,815.73924 7,156.52620 7,514.35251 7,890.07014 Annual 77,894.16273 81,788.87087 85,878.31441 90,172.23013 94,680.84164 Attachment 1A
12.D-47
City of Pismo Beach SCHEDULE B
Salary Table
5% between steps
Effective (first full payperiod) July 2023
Classification Title Range # Period Step A Step B Step C Step D Step E Office Assistant I 7 Hourly 20.49531 21.52007 22.59608 23.72588 24.91217 Bi-weekly 1,639.62452 1,721.60575 1,807.68604 1,898.07034 1,992.97385 Monthly 3,552.51980 3,730.14579 3,916.65308 4,112.48573 4,318.11002 Annual 42,630.23756 44,761.74944 46,999.83691 49,349.82876 51,817.32020 Office Assistant II 11 Hourly 22.62298 23.75413 24.94184 26.18893 27.49838 Bi-weekly 1,809.83868 1,900.33062 1,995.34715 2,095.11451 2,199.87023 Monthly 3,921.31715 4,117.38300 4,323.25215 4,539.41476 4,766.38550 Annual 47,055.80575 49,408.59604 51,879.02584 54,472.97714 57,196.62599 Maintenance Worker I 13 Hourly 23.76827 24.95669 26.20452 27.51475 28.89048 Bi-weekly 1,901.46177 1,996.53485 2,096.36160 2,201.17968 2,311.23866 Monthly 4,119.83383 4,325.82552 4,542.11679 4,769.22263 5,007.68377 Annual 49,438.00592 51,909.90622 54,505.40153 57,230.67160 60,092.20518 Assistant Mechanic 14 Hourly 24.36248 25.58060 26.85963 28.20261 29.61275 Parking Enforcement Technician Bi-weekly 1,948.99831 2,046.44823 2,148.77064 2,256.20917 2,369.01963 Monthly 4,222.82967 4,433.97116 4,655.66971 4,888.45320 5,132.87586 Annual 50,673.95607 53,207.65387 55,868.03656 58,661.43839 61,594.51031 Administrative Assistant 15 Hourly 24.97154 26.22012 27.53112 28.90768 30.35306 Bi-weekly 1,997.72327 2,097.60943 2,202.48990 2,312.61440 2,428.24512 Monthly 4,328.40041 4,544.82043 4,772.06146 5,010.66453 5,261.19776 Annual 51,940.80497 54,537.84522 57,264.73748 60,127.97435 63,134.37307 Water Systems Operator I 16 Hourly 25.59583 26.87562 28.21940 29.63037 31.11189 Bi-weekly 2,047.66635 2,150.04967 2,257.55215 2,370.42976 2,488.95125 Monthly 4,436.61042 4,658.44095 4,891.36299 5,135.93114 5,392.72770 Annual 53,239.32509 55,901.29135 58,696.35592 61,631.17371 64,712.73240 Accounting Clerk 17 Hourly 26.23573 27.54751 28.92489 30.37113 31.88969 Wastewater Plant Operator I Bi-weekly 2,098.85801 2,203.80091 2,313.99095 2,429.69050 2,551.17503 Monthly 4,547.52569 4,774.90197 5,013.64707 5,264.32942 5,527.54589 Annual 54,570.30822 57,298.82363 60,163.76481 63,171.95305 66,330.55071 Police Records Technician 18 Hourly 26.89162 28.23620 29.64801 31.13041 32.68693 Recreation Coordinator Bi-weekly 2,151.32946 2,258.89593 2,371.84073 2,490.43276 2,614.95440 Monthly 4,661.21383 4,894.27452 5,138.98824 5,395.93766 5,665.73454 Annual 55,934.56593 58,731.29422 61,667.85893 64,751.25188 67,988.81447 Code Enforcement Officer 20 Hourly 28.25301 29.66566 31.14894 32.70639 34.34171 Bi-weekly 2,260.24051 2,373.25254 2,491.91517 2,616.51092 2,747.33647 Monthly 4,897.18778 5,142.04717 5,399.14952 5,669.10700 5,952.56235 Annual 58,766.25333 61,704.56599 64,789.79429 68,029.28401 71,430.74821 Accounting Technician 21 Hourly 28.95933 30.40730 31.92766 33.52405 35.20025 Administrative Secretary Bi-weekly 2,316.74653 2,432.58385 2,554.21304 2,681.92370 2,816.01988 Building Permit Technician Monthly 5,019.61747 5,270.59835 5,534.12826 5,810.83468 6,101.37641 Maintenance Worker II Annual 60,235.40966 63,247.18014 66,409.53915 69,730.01611 73,216.51691 Water Systems Operator II 22 Hourly 29.68331 31.16748 32.72585 34.36215 36.08025 Bi-weekly 2,374.66519 2,493.39845 2,618.06837 2,748.97179 2,886.42038 Monthly 5,145.10791 5,402.36330 5,672.48147 5,956.10554 6,253.91082 Annual 61,741.29490 64,828.35965 68,069.77763 71,473.26651 75,046.92984 Lead Maintenance Worker 24 Hourly 31.18603 32.74533 34.38260 36.10173 37.90682 Fleet Mechanic Bi-weekly 2,494.88261 2,619.62674 2,750.60808 2,888.13849 3,032.54541 Engineering Technician Monthly 5,405.57900 5,675.85795 5,959.65084 6,257.63339 6,570.51505 Wastewater Plant Operator II Annual 64,866.94796 68,110.29535 71,515.81012 75,091.60063 78,846.18066 Information Technology Technician
Building Inspector I 25 Hourly 31.96568 33.56397 35.24217 37.00427 38.85449 Bi-weekly 2,557.25468 2,685.11741 2,819.37328 2,960.34195 3,108.35905 Monthly 5,540.71847 5,817.75439 6,108.64211 6,414.07422 6,734.77793 Annual 66,488.62165 69,813.05274 73,303.70537 76,968.89064 80,817.33517 Lead Water Systems Operator 26 Hourly 32.76483 34.40307 36.12322 37.92938 39.82585 Bi-weekly 2,621.18605 2,752.24535 2,889.85762 3,034.35050 3,186.06802 Monthly 5,679.23643 5,963.19825 6,261.35817 6,574.42608 6,903.14738 Annual 68,150.83720 71,558.37906 75,136.29801 78,893.11291 82,837.76855 Regulatory Compliance Coordinator 28 Hourly 34.42354 36.14472 37.95196 39.84956 41.84203 Attachment 1A
12.D-48
City of Pismo Beach SCHEDULE B
Salary Table
5% between steps
Effective (first full payperiod) July 2023
Lead Wastewater Operator Bi-weekly 2,753.88359 2,891.57777 3,036.15666 3,187.96449 3,347.36271 Monthly 5,966.74778 6,265.08517 6,578.33942 6,907.25640 7,252.61922 Annual 71,600.97333 75,181.02200 78,940.07309 82,887.07675 87,031.43059 Assistant Planner 29 Hourly 35.28413 37.04834 38.90076 40.84580 42.88808 Building Inspector II Bi-weekly 2,822.73068 2,963.86721 3,112.06057 3,267.66360 3,431.04678 Monthly 6,115.91647 6,421.71230 6,742.79791 7,079.93781 7,433.93470 Annual 73,390.99766 77,060.54754 80,913.57492 84,959.25367 89,207.21635 Building Inspector/Plans Examiner 33 Hourly 38.94708 40.89444 42.93916 45.08612 47.34042 Bi-weekly 3,115.76651 3,271.55484 3,435.13258 3,606.88921 3,787.23367 Monthly 6,750.82744 7,088.36881 7,442.78725 7,814.92661 8,205.67295 Annual 81,009.92927 85,060.42574 89,313.44703 93,779.11938 98,468.07535 Attachment 1A
12.D-49
City of Pismo Beach SCHEDULE C
Salary Table
5% between steps
Effective (first full payperiod) July 2024
Classification Title Range # Period Step A Step B Step C Step D Step E Office Assistant I 7 Hourly 21.11017 22.16567 23.27396 24.43766 25.65954 Bi-weekly 1,688.81326 1,773.25392 1,861.91662 1,955.01245 2,052.76307 Monthly 3,659.09539 3,842.05016 4,034.15267 4,235.86031 4,447.65332 Annual 43,909.14473 46,104.60197 48,409.83207 50,830.32367 53,371.83985 Office Assistant II 11 Hourly 23.30167 24.46676 25.69009 26.97460 28.32333 Bi-weekly 1,864.13385 1,957.34054 2,055.20756 2,157.96794 2,265.86634 Monthly 4,038.95666 4,240.90450 4,452.94972 4,675.59721 4,909.37707 Annual 48,467.47997 50,890.85397 53,435.39667 56,107.16650 58,912.52483 Maintenance Worker I 13 Hourly 24.48132 25.70539 26.99066 28.34019 29.75720 Bi-weekly 1,958.50562 2,056.43090 2,159.25245 2,267.21507 2,380.57582 Monthly 4,243.42885 4,455.60029 4,678.38030 4,912.29932 5,157.91428 Annual 50,921.14614 53,467.20345 56,140.56362 58,947.59180 61,894.97139 Assistant Mechanic 14 Hourly 25.09335 26.34802 27.66542 29.04869 30.50113 Parking Enforcement Technician Bi-weekly 2,007.46826 2,107.84167 2,213.23376 2,323.89545 2,440.09022 Monthly 4,349.51457 4,566.99029 4,795.33981 5,035.10680 5,286.86214 Annual 52,194.17480 54,803.88354 57,544.07771 60,421.28160 63,442.34568 Administrative Assistant 15 Hourly 25.72069 27.00672 28.35706 29.77491 31.26366 Bi-weekly 2,057.65497 2,160.53772 2,268.56460 2,381.99283 2,501.09247 Monthly 4,458.25243 4,681.16505 4,915.22330 5,160.98447 5,419.03369 Annual 53,499.02917 56,173.98063 58,982.67966 61,931.81364 65,028.40432 Water Systems Operator I 16 Hourly 26.36370 27.68189 29.06598 30.51928 32.04525 Bi-weekly 2,109.09634 2,214.55116 2,325.27872 2,441.54265 2,563.61979 Monthly 4,569.70874 4,798.19418 5,038.10389 5,290.00908 5,554.50954 Annual 54,836.50490 57,578.33014 60,457.24665 63,480.10898 66,654.11443 Accounting Clerk 17 Hourly 27.02280 28.37394 29.79263 31.28227 32.84638 Wastewater Plant Operator I Bi-weekly 2,161.82375 2,269.91494 2,383.41069 2,502.58122 2,627.71028 Monthly 4,683.95146 4,918.14903 5,164.05648 5,422.25931 5,693.37227 Annual 56,207.41752 59,017.78839 61,968.67781 65,067.11171 68,320.46729 Police Records Technician 18 Hourly 27.69837 29.08329 30.53745 32.06432 33.66754 Recreation Coordinator Bi-weekly 2,215.86934 2,326.66281 2,442.99595 2,565.14575 2,693.40304 Monthly 4,801.05025 5,041.10276 5,293.15790 5,557.81579 5,835.70658 Annual 57,612.60296 60,493.23310 63,517.89476 66,693.78950 70,028.47897 Code Enforcement Officer 20 Hourly 29.10060 30.55563 32.08341 33.68758 35.37196 Bi-weekly 2,328.04773 2,444.45012 2,566.67262 2,695.00625 2,829.75657 Monthly 5,044.10342 5,296.30859 5,561.12402 5,839.18022 6,131.13923 Annual 60,529.24098 63,555.70303 66,733.48818 70,070.16259 73,573.67072 Accounting Technician 21 Hourly 29.82811 31.31952 32.88549 34.52977 36.25626 Administrative Secretary Bi-weekly 2,386.24892 2,505.56137 2,630.83944 2,762.38141 2,900.50048 Building Permit Technician Monthly 5,170.20600 5,428.71630 5,700.15212 5,985.15972 6,284.41771 Maintenance Worker II Annual 62,042.47201 65,144.59561 68,401.82539 71,821.91666 75,413.01249 Water Systems Operator II 22 Hourly 30.57381 32.10251 33.70763 35.39301 37.16266 Bi-weekly 2,445.90515 2,568.20040 2,696.61042 2,831.44095 2,973.01299 Monthly 5,299.46115 5,564.43421 5,842.65592 6,134.78871 6,441.52815 Annual 63,593.53381 66,773.21050 70,111.87102 73,617.46457 77,298.33780 Lead Maintenance Worker 24 Hourly 32.12161 33.72769 35.41408 37.18478 39.04402 Fleet Mechanic Bi-weekly 2,569.72909 2,698.21555 2,833.12633 2,974.78264 3,123.52178 Engineering Technician Monthly 5,567.74637 5,846.13369 6,138.44037 6,445.36239 6,767.63051 Wastewater Plant Operator II Annual 66,812.95646 70,153.60428 73,661.28449 77,344.34872 81,211.56615 Information Technology Technician
Building Inspector I 25 Hourly 32.92465 34.57089 36.29943 38.11440 40.02012 Bi-weekly 2,633.97232 2,765.67094 2,903.95448 3,049.15221 3,201.60982 Monthly 5,706.94003 5,992.28703 6,291.90138 6,606.49645 6,936.82128 Annual 68,483.28037 71,907.44438 75,502.81660 79,277.95743 83,241.85531 Lead Water Systems Operator 26 Hourly 33.74777 35.43516 37.20692 39.06726 41.02063 Bi-weekly 2,699.82163 2,834.81271 2,976.55335 3,125.38101 3,281.65006 Monthly 5,849.61353 6,142.09421 6,449.19892 6,771.65886 7,110.24181 Annual 70,195.36238 73,705.13049 77,390.38702 81,259.90637 85,322.90169 Regulatory Compliance Coordinator 28 Hourly 35.45625 37.22906 39.09052 41.04504 43.09729 Attachment 1A
12.D-50
City of Pismo Beach SCHEDULE C
Salary Table
5% between steps
Effective (first full payperiod) July 2024
Lead Wastewater Operator Bi-weekly 2,836.50010 2,978.32510 3,127.24136 3,283.60343 3,447.78360 Monthly 6,145.75022 6,453.03773 6,775.68961 7,114.47409 7,470.19780 Annual 73,749.00260 77,436.45273 81,308.27536 85,373.68913 89,642.37359 Assistant Planner 29 Hourly 36.34266 38.15979 40.06778 42.07117 44.17473 Building Inspector II Bi-weekly 2,907.41260 3,052.78323 3,205.42239 3,365.69351 3,533.97819 Monthly 6,299.39397 6,614.36367 6,945.08185 7,292.33595 7,656.95274 Annual 75,592.72766 79,372.36404 83,340.98225 87,508.03136 91,883.43293 Building Inspector/Plans Examiner 33 Hourly 40.11549 42.12127 44.22733 46.43870 48.76063 Bi-weekly 3,209.23951 3,369.70148 3,538.18656 3,715.09589 3,900.85068 Monthly 6,953.35227 7,301.01988 7,666.07088 8,049.37442 8,451.84314 Annual 83,440.22723 87,612.23859 91,992.85052 96,592.49305 101,422.11770 Attachment 1A
12.D-51