AMENDMENT TO THE 2021-2023 MEMORANDUM OF UNDERSTANDING
BETWEEN THE CITY OF POMONA
AND
POMONA CITY EMPLOYEES’ CHAPTER OF THE TEAMSTERS LOCAL 1932 (TEAMSTERS)
RELATED TO FLEXIBLE STAFFING PROMOTIONS
PREAMBLE
This Amendment to the Memorandum of Understanding (MOU) on wages, hours, and working conditions is entered into between the Pomona City Council (hereinafter referred to as the "City") and the Pomona City Employees' Chapter of the Teamsters Local 1932 (hereinafter referred to as Teamsters), collectively referred to as "Parties”.
In an effort to recruit and retain highly qualified staff, the parties have agreed to modify the flexible staffing provisions to lower the required waiting period prior to promotion to the next level.
SIDE LETTER TERMS AND CONDITIONS
The following language replaces the Flexible Staffing Promotion language in its entirety:
IV. SALARY/CLASSIFICATION PLAN
FLEXIBLE STAFFING PROMOTION.
The City may, in accordance with this Agreement, grant a flexible staffing promotion to an employee who holds a flexible staffing classification without a recruitment or examination. Effective August 14, 2022, an employee will be eligible for a flexible staffing promotion when the employee meets all of the following criteria:
completes two (2) years of service in the classification; meets the minimum qualifications of the next classification level including possession of all required licenses and certificates; and has the positive recommendation of the Department Director. A positive recommendation of the Department Director must at a minimum be based on a need for the performance of the duties at the higher level; the ability of the employee to fully and competently perform the higher level duties; and the availability of budget appropriations to promote the employee to the higher level.
A flexible classification series may have a minimum experience requirement that is greater than the two years required by the flexible staffing promotion provision. In such instances, upon the request of the Department Director, the Human Resources/Risk Management Director may waive the minimum experience requirement for purposes of a flexible promotion only if the employee has at least two years in the classification level and has sufficient qualifying training, experience, licenses and certifications that is deemed to have sufficiently prepared the employee for the higher level classification.
Upon a flexible staffing promotion, an employee shall receive a minimum salary increase equivalent to one (1) salary step in the employee's current (pre-promotional) job classification; provided that such increase shall be at least equivalent to the minimum and shall not exceed the maximum salary step level established for the new job classification. A flexible staffing promotion shall establish a new performance evaluation date for purposes of applying the salary step plan. Any flexible staffing promotional appointment shall be tentative and shall be subject to a probationary period.
In the event the employee refuses to accept the flexible staffing promotion; the Department Director does not recommend the promotion at the performance evaluation date; or the employee does not meet the outlined criteria, the employee will remain in the lower classification and may be eligible for consideration at a later time to be determined by the employee and/or Department Director, as long as the employee meets the eligibility criteria.
Accelerated Flexible Staffing Promotions. In an effort to retain employees, the Human Resources/Risk Management Director may grant special consideration, to prevent the employee from discontinuing Department or City employment. A Department Director may request to accelerate a flexible staffing promotion and petition for the waiver of the criteria in Article IV.I.1, if the criteria below is met:
An accelerated flexible staffing promotion shall be recommended by the Department Director and shall be subject to the approval of the Human Resources/Risk Management Director.
The employee must meet minimum qualifications for the journey level classification at the time of acceleration (prior experience may apply or be considered). Upon the request of the Department Director, the Human Resources/Risk Management Director may waive the minimum experience requirement for purposes of a flexible promotion only if the employee has at least two years in the classification, or at least one year at step 5, and has sufficient qualifying training and experience that is deemed to have prepared the employee for the higher level classification.
The employee must have a proven high level of performance above what is expected for the position.
The Department Director must provide an operational need and justification for the accelerated promotion. One such justification is that the employee has obtained degrees, certificates and/or licenses which increase the employee’s value to the City.
Budget appropriations must be available to fund the promotion.
APPROVAL AND IMPLEMENTATION
This Amendment shall be effective August 14, 2022 and shall continue in force and effect unless otherwise specified herein, until September 30, 2023 or until a successor MOU is approved.
DATED: _______________________ DATED: ___________________ THE CITY OF POMONA: THE POMONA CITY EMPLOYEES’ CHAPTER OF THE TEAMSTERS LOCAL 1932 (TEAMSTERS):
________________________________ __________________________ James Makshanoff
City Manager
________________________________ __________________________ Linda Matthews
Human Resources/Risk Management Director
APPROVED, RATIFIED AND ORDERED IMPLEMENTED BY THE CITY COUNCIL OF THE CITY OF POMONA ON THIS ____ DAY OF __________________, 2022.
ATTEST:
_____________________________
Rosalia Butler, City Clerk
ADD SIGNATURE LINES
Flexible Staffing Amendment Teamsters 2021-2023, page 3
EXHIBIT B