FOR THE CITY COUNCIL SPECIAL MEETING OF MARCH 2, 2022
COUNCIL AGENDA REPORT
TO: City Council
FROM: City Manager
Prepared by: Chief Human Resources Officer
SUBJECT: TENTATIVE AGREEMENT AND SUCCESSOR MEMORANDUM OF
UNDERSTANDING (MOU) WITH THE SANTA MARIA CITY FIRE
FIGHTERS' UNION (LOCAL 2020); AUTHORIZING AND APPROVING
THE WAGE AND BENEFIT PACKAGE FOR THE NON -REPRESENTED
PUBLIC SAFETY MANAGERS (PSM); COMPREHENSIVE
SCHEMATIC PAY SCHEDULE; AND CITY COUNCIL SALARIES
ADJUSTMENT
RECOMMENDATIONS:
That the City Council:
1. Adopt a Resolution:
a. Ratifying and approving the Tentative Agreement and Successor Memorandum of Understanding with the Santa Maria City Fire Fighters' Union Local 2020 (Local 2020); and
b. Authorizing and approving a Resolution for Wage and Benefit Package for the Non -Represented Public Safety Managers ("PSM"); and
c. Authorizing the establishment of a Comprehensive Salary Schematic Schedule for all full-time and part-time employees in accordance with CaIPERS guidelines.
2. Introduce an Ordinance for first reading, and continue to a future meeting for second reading and adoption, amending Section 2-2.02 (Salaries Designated) of the Santa Maria Municipal Code increasing City Council salaries by $393.90 per month.
BACKGROUND:
Over the last few months, City staff has met with employee bargaining groups in an effort to negotiate reasonable contract extensions. The State and local economic climate, retention, and lateral attraction efforts were discussed in addition to the pending increases in CaIPERS retirement costs and CalPERS recent reduction in the assumed rate of return. Having met and conferred in good faith, pursuant to City Council direction, staff successfully negotiated a two-year tentative agreement with Local 2020 upon ratification by City Council from March 2, 2022, through December 31, 2023.
City staff also met with the non -Represented Public Safety Managers (PSM) group on February 2, 2022, and February 16, 2022, and is bringing forward a wage and benefit package for City Council's consideration that is consistent with the City Council's parameters.
Additionally, City Council salaries have been increased only five times in the last four decades. The Council received a salary of $500 per month between 1986 and 2001.
However, for a four-year period beginning in 1993 and running through 1996, the Council voluntarily reduced its salary by four percent during tight budget times. The City Council received $800 per month between 2001 and 2005. The Council salaries increased in 2005 to $920 per month, and in 2008 to $1,050 per month. The last salary increase was in August 2016 currently set at $1,313 per month.
Since the City of Santa Maria is a Charter City and the setting of Councilmembers' salaries are defined as a municipal affair, City Council has the authority to increase their salaries by either Charter authority or the Government Code. The salary of Councilmembers of general law cities is controlled by Government Code Section 36516(a), which permits a City Council to establish by ordinance a salary level up to a ceiling determined by the city's population. The electorate may approve a higher salary. (Government Code § 36516(b)). A directly elected Mayor may receive additional compensation with the consent of the electorate or by ordinance of the City Council. (Government Code § 36516. 1). Government Code Section 36516 (c) allows the compensation of Councilmembers to be increased by five percent for each calendar year from the operative date of the last adjustment of the salary. Chapter 2-2 of the Municipal Code deals with City Council salaries.
DISCUSSION:
Recommendation 1a:
The recommendation of City staff is to ratify and approve the tentative agreement (Attachment A) and the successor Memorandum of Understanding (Attachment B) with Local 2020. The attached negotiated package calls for a two-year term with a total of six percent base -salary increase for all members over two years; an increase to health insurance, longevity, and post -employment health plan; and other clean-up language changes. In addition, employees will receive a one-time premium pay of up to $15,000 of Essential Pay through the American Rescue Plan Act 2021 (ARPA).
On February 23, 2022, the Local 2020 membership ratified Attachment A tentative agreement.
Recommendation 1 b:
The recommendation of City staff is to authorize and approve a resolution for wage and benefit package for the Non -Represented Public Safety Managers (PSM). After concluding negotiations with the Santa Maria Police Officers' Association (POA) and the Santa Maria Police Association of Middle Management (SMPAMM), Human Resources had informal discussions with the Public Safety Manager employees. The two-year benefit package before the City Council for the Public Safety Manager employees calls for a six percent salary increase over two years; an increase to health insurance; and other clean-up language changes. In addition, employees will receive a one-time premium pay of up to $15,000 of Essential Pay through the American Rescue Plan Act 2021 (ARPA). Attachment C is the proposed Resolution reflects the Wage. and Benefit Package for PSM.
2 Recommendation 1c:
A Comprehensive Salary Schematic ("Schedule") (Attachment D) for the City of Santa Maria is created and presented in accordance with CalPERS regulations intended to ensure consistency when reporting compensation for City employees. The Public Employees' Retirement Law (PERL) Government Code Section 20636(b)(1) requires pay amounts to be paid pursuant to publicly available pay schedules. The Schedule includes pay rate information for all full-time and part-time employees. The Schedule enhances the disclosure and transparency of public employee compensation by requiring that the pay rates be listed on a single -pay schedule as per CalPERS' requirements.
CalPERS requires whenever there are changes to one or more pay rates, whether through the Meet and Confer process, employment contracts, new classifications, reclassifications, etc., the City is required to update the Schedule and present it to the City Council for review and approval. Any updates will include an effective date and date of any revisions and are to be retained by the City and available for public inspection for not less than five years. With the salary changes for Local 2020 and PSM, the Schedule (Attachment D) incorporates these changes. Upon adoption of the Resolution by the City Council, the Schedule will be posted on the City of Santa Maria's website.
Recommendation 2:
A comparison of salary levels for nearby cities is provided below. Santa Maria is the most populous city, yet Councilmember salaries are the third lowest of the four agencies.
Santa Barbara is approximately 17 percent smaller in population and their salaries are approximately 350 percent higher than Santa Maria's.
City Mayor Salary Council Salary Population
(per month) (per month)
Santa Maria $1,563 $1,313 107,398
Lompoc $ 800 $ 600 44,444
San Luis Obispo $2,509 $1,989 47,063
Santa Barbara $5,255 $4,204 88,665
It is the opinion of the City Attorney that "compounding" the salary each year from the last adjustment is not appropriate because it states the increase is five percent "each" year. If it said five percent "per" year, it could be compounded.
It has been six calendar years since the Council's last salary increase. Therefore, an increase of $393.90 per month to a maximum salary of $1,706.90 per month per Councilmember would be lawful ($1,313 x 5% x 6 years = $393.90; $1,313 current salary + $393.90 increase = $1,706.90).
According to Government Code Section 36516.5, any (Council) salary increase may take effect only when at least one member of the Council commences a new term. And while Santa Maria is a Charter City and the State Attorney General has stated that Charter Cities are exempt from the aforementioned Government Code section, because of a recent court case (Green Valley Landowners Assn. v. City of Vallejo [2015] 241 Cal. App. 3 4th 425, 436), the City Attorney recommends that any City Council salary increase not take effect until a Councilmember commences a new term which will be this December 2022. Therefore, the authorizing ordinance shall make the December 2022 the effective date.
Alternatives:
Recommendation 1: If the recommended action is not approved, City staff would continue to make attempts to reach an agreement with Local 2020 and PSM.
Recommendation 2: If the recommended action is not approved, the City Council could not take any action on adjusting its salary or it could approve a different amount.
Fiscal Impact:
Recommendations 1 a and 1 b: The successor MOU for Local 2020 and wage and benefits package for PSM is approximately $1.2 million for the 63 members of these two groups.
Recommendation 2: Should Council decide to increase City Councilmembers and the Mayor's salaries, the annual increased costs to the budget would amount to $23,634 per fiscal year. Sufficient funding should be available in the budget to accomplish this action, if not, then appropriate adjustments to the Mayor's and Council's budget would be accommodated during an upcoming financial quarterly report.
Impact to the Community:
Recommendations 1 a and 1 b: Overall City services will continue to be provided by these employees with no decrease in the level of service to the public.
Recommendation 2: Increasing the Council's salaries to the maximum amount provided by law is still well below the value that the community receives from the benefit of having five dedicated individuals giving significant time in service to the community.
LINDA CATHERINE LE
Chief Human Resources Officer
Attachment A
Attachment B
Attachment C -
Attachment D
— Local 2020 Tentative Agreement on MOU
— Local 2020 Memorandum of Understanding
Resolution of Wage and Benefit Package for Non -Represented Public Safety Managers (PSM)
— Comprehensive Salary Schematic
4 City of Santa Maria (City)
Santa Maria City Fire Fighters' Union Local 2020 (Union) RE: Successor MOU Negotiations
Tentative Agreement — February 18, 2022
Effectuation of the elements of this proposal is contingent upon there being an agreement by the parties as to all the elements of this proposal. Absent such an agreement, the City reserves its option of proposing resolution of any resultant impasse by means of significantly different terms and conditions that are stated herein and which are contingent on there being an agreement.
MOU SECTION
PROPOSAL LANGUAGE
2.1 Recognition
(TA)
Pursuant to the provisions of Resolution 2002-29 of the City regarding Employer - Employee Relations, the Santa Maria City Fire Fighters' Union Local 2020 has been found to be, and is recognized as, a majority representative of all sworn fire personnel not covered by a management unit. Management hereby recognizes the Santa Maria City Fire Fighters' Union Local 2020 as the certified majority representative of employees in the City of Santa Maria Fire Department in the following classifications:
ARFF Specialist I
ARFF Specialist II
Fire Captain
Fire Engineer
Fire Fighter
Fire Fighter in Training
Fire Inspector I
Fire Inspector II
Fire Prevention Officer I
Fire Prevention Officer II
2.3 Term
(TA)
The term of this MOU shall be effective upon ratification by City Council through 12:00 midnight on December 31, 2023. become ^ n the d'^`^ • hen •ho terms its fully forth in Article II, but in
and conditions of effectivenes am met, as set
the MOU become effective to 12:01 A.M. January 20, 2018. no event shall prior on
This MOU be fully terminated 12:00 midnight on
shall expire and otherwise at
December 31, 2021.
3.1.1 Salaries
(TA)
Essential Worker Pay / ARPA (American Rescue Plan Act 2021) The City shall provide a one-time premium pay up to $15,000 in two equal payments for the employee's essential work during the COVID-19 pandemic. Full time employees who worked from March 14, 2020, to March 12, 2021 & from March 13, 2021, to March 11, 2022, shall be entitled up to the $7,500 amount per year. Full- time employees are employees who were expected to work 2,912 hours during the 12 -month period and did not have more than 3 months of leave during the year.
Employees who worked less than full-time, shall receive essential work payment on a prorated amount. The first payment will be issued to current City employees within 2 pay periods of City Council adoption of this MOU. The second payment will be issued to current City employees in the first full pay period in January 2023. These amounts shall not be retirement reportable and will not be included in the regular rate of pay for overtime purposes.
Attachment A
3.1.2 Salaries
(TA)
Effective the first full payroll period after the -ratification by the City Council, a base salary increase of three percent (3%) will be given to those unit members in the employ of the City on the date of Council approval of the MOU.
3.1.3 Salaries
(TA)
Effective the first full payroll period after December 31, 2022, a base salary increase of three percent (3%) will be given to unit members in the employ of the City.
3.2.1 Salary Survey
Procedure
(TA — no
change)
For purposes of preparing a salary survey for consideration during the meet and confer process, salaries shall be set at the combined median and average of the salary -only survey. However, no provision in this MOU shall be interpreted to mandate the setting of prospective salary and/or other forms of compensation at a level indicated in the survey.
3.2.5 Salary Survey
Procedure
(TA)
The parties agree to add an additional percentage calculated by dividing the number of current Tier I employees by the number of budgeted Local 2020 positions to the top step salary Fire Captain for salary survey purposes, in recognition of implementing the 3% at 50 CaIPERS retirement benefit. The parties agree to add this additional percentage for salary survey purposes until all surveyed CaIPERS agencies have a 3% at 50 CaIPERS retirement plan, however, due to Public Employee Pension Reform Act (PEPRA) legislation, the parties agree to reduce the percentage commensurately with the percentage of unit members in Tier I.
3.5.1 Longevity Pay
(TA)
Effective the first full payroll period after ratification by the City Council, employees hired before December 31, 2012, with five (5) years of service and who have been continuously employed by the department will be provided with a one percent (1%) longevity pay.
3.5.2 Longevity Pay
(TA)
Effective the first full payroll period after ratification by the City Council, employees hired before July 1, 2011, with five (5) years of service and who have been continuously employed by the department will be provided with an additional two percent (2%) longevity pay.
3.5.3 Longevity Pay
(TA)
Effective the first full payroll period after tho ratification by the City Council, employees with five (5) years of service and who have been continuously employed by the department will be provided with a four percent (4%) longevity pay.
3.10.4 Work Hours
(TA)
Effective July 6, 2019, the City agrees to offer a 9/80 alternative workweek to the Fire Prevention Division of the Santa Maria Fire Department. However, should adequate coverage or staffing become an issue, the City retains the right to discontinue the alternative work schedule upon notice to the union.
3.10.5 Work Hours
(TA)
The employer shall give non -shift employees a minimum of one working day notice on any adjustment of a work schedule. For purposes of this section, a work week will be a minimum of forty (40) hours. Unless otherwise mutually agreed to, said adjustment of a work schedule will only be at the beginning or end of a workday.
3.11.4 Overtime
(TA — no
change)
The maximum accumulated compensatory time shall be 120 hours for shift employees and 100 hours for non -shift employees. Any time worked exceeding the maximum accumulated compensatory time limit will automatically be converted into overtime paid at one and one-half times the regular hourly wage.
3.13.1 Emergency Call
Back Pay
When an employee is recalled and responds to an emergency in progress (vacation not included) or to cover a station that is uncovered due to an emergency in progress or to cover an employee who must immediately leave due to an illness or to investigate fire or other incident, the employee will receive a minimum of two hours of time worked and
(TA)
pay shall start from the time the call is received. Except in those instances when an employee has a delayed response due to personal commitments, in which case pay shall start from the time the employee begins travel to the work site. Non -emergency call back pay shall start at the time the employee arrives at the station or office.
3.15.1 Workday
(TA — no
change)
The normal workday shall be from 0800 to 1700 hours, Monday to Saturday for shift employees and Monday to Friday for non -shift employees, with a lunch period from 1200 to 1300 hours, barring any emergencies or reasonable special assignments as determined by the Fire Chief, which includes public programs or in-service training.
Saturday and Sunday excluded for non -shift employees.
3.16.3 Sunday and
Holiday
(TA — no
change)
The Sunday routine may include station or crew projects, meeting or individual career development as determined by the Station Captain.
3.21.7 Conversion of
Personnel to 40-
Hour Work
Week
(TA)
In order to provide the most conducive learning environment for new personnel beginning their probationary year Local 2020 and the City agree to implement the following changes to the 40 -hour work week schedule related to work performed by members as instructors at the Recruit Academy. This agreement applies only to members who are designated as Academy Coordinators or Assistant Coordinators at the Recruit Academy.
3.21.7.1 Conversion of
Personnel to 40-
Hour Work
Week
(TA)
Academy Coordinators and/or Assistant Coordinators assigned to work in the Recruit Academy may be converted to a 40 -hour work week and shall work a four/ten schedule, working ten hours on Monday, Tuesday, Thursday, and Friday from 0700 until 1800 hours with one hour break for lunch during the term of the assignment. During this time, assigned individuals will be allowed to work suppression shifts (nights, Wednesdays, and weekends) on overtime. The hours worked in the Academy (at the 40 -hour rate) will be added to the suppression hours (at the 56 -hour rate). The overtime (i.e., the extra half (.5) time will be calculated at the employee's regular rate of pay based on the weighted average (a.k.a. "blended rate") for work performed in both assignments during the particular work week. Fire holiday cash out will not be affected. Attached hereto as Appendix "A" are sample scenarios designed to demonstrate the intended application of this agreement to the effected employees.
3.21.7.4 Conversion of
Personnel to 40 -
Hour Work
Week
(TA)
3.21.8 Conversion of
Personnel to 40-
Hour Work
Week
(TA)
In order to facilitate and administrative non -shift assignment, Local 2020 and the City agree to implement the following changes to the 40 -hour week schedule related to work performed by employees who are designated in an acting capacity by the Fire Chief or his/her designee at the administrative level.
3.21.8.1 Conversion of
Personnel to 40-
Hour Work
Week
(TA)
Suppression personnel assigned in an administrative non -shift capacity may be converted to a 40 -hour work week allowing for a 4/10 work schedule with a one -hour break for lunch, during the term of the assignment. Such conversion must begin at the start of a pay period and last the entire duration of the pay period. During this time, assigned individuals will be allowed to work suppression shifts outside the 4/10 work schedule on overtime.
rc-
3.21.8.2 Conversion of
Personnel to 40-
Hour Work
Week
(TA)
The hours worked while serving in an administrative non -shift capacity (at the 40 -hour rate) will be added to the suppression hours (at the 56 -hour rate). The overtime (i.e., the extra half (0.5) time) will be calculated at the employee's regular rate of pay based on the weighted average (a.k.a. "blended rate") for work performed in both assignments during the particular work week. Fire holiday cash out will not be affected. Attached hereto as Appendix "A" are sample scenarios designed to demonstrate the intended application of this agreement to the affected employees.
3.21.8.3 Conversion of
Personnel to 40-
Hour Work
Week
(TA)
In the event either party discovers a material mistake as to fact in the calculation formula applied, said party may request a meet and confer with the other to seek to remedy the error. The parties shall meet as soon as reasonable and in good faith once such a request is made by a party. The parties agree that any mistakes will be corrected whether the acting employee is overpaid or underpaid. The parties further agree to work reasonably with one another to correct any mistakes.
3.21.8.4 Conversion of
Personnel to 40 -
Hour Work
Week
(TA)
Physical fitness time will be available during this time period and shall be coordinated with the supervisor.
3.21.9 Conversion of
Personnel to 40-
Hour Work
Week
(TA)
Personnel classified as an ARFF qualified Fire Prevention Officer I/11 shall be allowed to work ARFF suppression shifts outside of their regular work schedule on an overtime basis, as needed. Regularly assigned suppression members shall have the right of first refusal for said overtime work.
3.21.9.1 Conversion of
Personnel to 40-
Hour Work
Week
(TA)
The overtime rate for these members working in suppression assignments will be calculated at the employee's regular rate of pay based on the weighted average (a.k.a. "blended rate") for work performed in both assignments during the particular work week.
3.21.9.2 Conversion of
Personnel to 40-
Hour Work
Week
(TA)
In the event either party discovers a material mistake as to fact in the calculation formula applied, said party may request a meet and confer with the other to seek to remedy the error. The parties shall meet as soon as reasonable and in good faith once such a request is made by a party. The parties agree that any mistakes will be corrected whether the acting employee is overpaid or underpaid. The parties further agree to work reasonably with one another to correct any mistakes.
3.2-2
Administrative
Work -Schedule
(TA - no
change)
A tcn shall be to members when assigned temporarily or
percent (10%) premium paid
perfaaaen-tly-taa-rierrshiftatrative-werk-seheeMe s-per-laiweekty-pay either o vol ,ntnn,rnveluntary e reassignm
a ., f the ,d.e to th
the --last appointment
.,., r ,,.,non .,ne
se . at tirement Prom m ea., shall be .,moved for . abs ncer to cept 144344falifivirei911-clees-net-apialy-te-members-assigneel- efafr modified 3:XX
Standby -Pay
(TA - no
change)
n__ n
Fire I. nrd the Fi r t.D,___n_n Offi _n ._ __ d b mo_on t tgemen o be n stanclby-shall-be--compensated-4er--standby-d per-hour--fer-eas# hour to be that shall be if the
required on said standby, except no payment paid
employee fain t,.. and ,.hen called in .
Standby -duty -that -employees -are -to;
-requires
calls-fer-their cervise;
Remai
duties,
Section 1-Overti mpleye
-3
otatuc shall begin at the time the employee i no4'ied and shall contin ntil the emnlnyoo ill of ntin to standby the nl shall t b
4.1.1 CaIPERS
(TA)
Safety retirement benefits shall be provided to the following full-time classifications:
• ARFF Specialist I
• ARFF Specialist II
• Fire Captain
• Fire Engineer
• Fire Fighter
• Fire Fighter in Training
• Fire Inspector I
• Fire Inspector II
• Fire Prevention Officer I
• Fire Prevention Officer II
5.3.2 Health
Insurance
(TA)
The City will contribute the Minimum Employer Contribution (MEC) as required by the Public Employees' Medical and Hospital Care Act (PEMHCA) per month per employee to be used solely toward City -sponsored health benefits. For 202244, the MEC is $14933.00 per month.
5.3.3 Health
Insurance
(TA)
Effective after ratification by the City Council, the pro -rated monthly optional health insurance contribution, regardless of the health plan chosen, shall be:
Employee Only $ 575.00
Employee + 1 $1,175.00
Employee & Family $1,525.00
5.3.3.1 Health
Insurance
(TA)
Effective December 17, 2022, the pro -rated monthly optional health insurance contribution, regardless of the health plan chosen, shall be:
Employee Only $ 604.00
Employee + 1 $1,234.00
Employee & Family $1,601.00
r�
5.3.3.2 Health
Insurance
(TA)
Effective December 16, 2023, the pro -rated monthly optional health insurance contribution, regardless of the health plan chosen, shall be:
Employee Only $ 634.00
Employee + 1 $1,296.00
Employee & Family $1,681.00
5.3.4 Health
Insurance
(TA)
The City shall provide a pro -rated cash -in -lieu option to those employees hired before January 20, 2019, who do not elect to participate in the PEMHCA medical insurance plan provided they are in compliance with the below stated evidence of coverage provision. If an employee is in a paid status, is eligible to participate in the PEMHCA medical insurance plan and elects the pro -rated cash -in -lieu option, the employee will receive $460 on a monthly basis. Effective December 17, 2022, this amount increases to the current year's employee only health insurance contribution amount. Employees hired on or after January 20, 2019, will not be eligible for the cash -in -lieu option. 5: 4:4
Health
Insurance
(TA — no
change)
City rejects Fire's proposal.
5.7 Post-
Employment
Health Plan
(TA)
The City will contribute twenty-three and eight cents ($23.08) per pay period toward a post -employment health plan for employees.
5,8
SCF-FBT
(City defers)
The City is not opposed to this concept provided the logistics burdensome (i.e., flat amount with no special calculations) they are open to assisting Local 2020 with setting up SCFFBT related to payroll are not
to the City itself. City stated
outside of negotiations
via a side letter provided there are no benefit conflicts and no monetary cost to city.
The City is willing to entertain this concept It is up to Local 2020 to do the research. set up the trust and present the City with a proposal. As required by the Trust. a side letter can be added provided there are no benefit conflicts (IRS Rules) and no monetary cost to the city.
6.1.1 Uniform
Allowance
(TA — no
change)
The City agrees to provide the following:
New
employees in
the Fire Fighter
Unit upon hire
After
successfully
passing (new
hire) probation
(and not a
promotional
probation)
After successfully passing
(new hire) probation (and not
a promotional probation)
Benefit
One-time 51,000
check issued
One time $750
check issued
Pro -rated uniform allowance of
twenty-eight dollars and eighty-
four cents ($28.84) per pay
period.
To Be Used
For
Initial uniform
purchase
Costs associated
with the
purchase of
uniforms
including the
Class A uniform
required at the
end of new hire
_probation
This allowance is for complete
uniform maintenance and
normal replacement.
rc_
6.4.1.2 Other
Equipment
(TA)
Necessary community linen supplies, including laundry supplies, washing machine & dryer.
6:5
Ce41-Phenes
(TA - no
change)
The-Gity-will-previdc a stipend $35-per-ra ese-te
--of
n el by fire rat c phone Tho ctip nd i ,.Wed in ndien of centacting-per
call n mber to the
participate-in4hic pregram-the-employee-must--previde-heir phone Department, and hnnec m ,cf ho able to f unction locally -en ple
7.7.1 Move Up Pay
(TA)
A five percent (5%) differential in salary shall be allowed for those personnel who are assigned may -be -required -to perform a full range of duties above their classification for twenty-four (24)_ferty-eight-(48) consecutive work hours. The employee working in a higher classification shall be compensated back to and including the first day he/she worked in the higher classification.
7.8.3 Union Time
Bank
(TA)
The Association will be provided with a paid leave bank of a maximum of 240 hours per year. Only Association officers or bargaining team members may draw from the bank.
Requests to use time from the bank must be made reasonably in advance of the use.
Approval is subject to the operational necessity of the department and normal time off approval processes. Time bank hours can be used for Local 2020 operational needs including but not limited to Association training, meetings, and ancillary business. The Chief has the sole discretion to approve additional paid leave beyond the 240 -hour bank.
7.12.2 Copy Machine
(TA)
The Fire Administration photocopy machine may be used, with prior notice to Fire Administration, for the copying of small quantities provided that the Association supplies its own paper and pays three cents ($.03) per copied page. Should the association use City paper for copying Association materials, the Association shall pay the standard copy rate established through the City's User Fees (currently $.25/pp). The copy machine shall be made available for use during regular business hours only.
7.16 Conditions of
Employment
(TA, no change)
Employees hired after January 1, 1997, shall be non -tobacco users. All job bulletins shall specify that only non -tobacco users need apply. New employees hired under this non -tobacco provision shall be required to sign a statement affirming that, as a condition of continued employment, he/she shall refrain from using tobacco products, including but not limited to cigarettes, cigars, chewing tobacco, and vape An pipes products.
employee may be disciplined and/or dismissed for good cause if he/she begins to use tobacco products.
9.1.2.1.6 Pcr,
o€ -Sick Leave
(TA - no
change)
City stated they are researching this issue on a citywide basis and any changes can be implemented through a side letter at a later date.
City stated they would like to include the use of sick leave for baby bonding as a policy decision through municipal code and city CAM update citywide. At which point the city stated this MOU would be updated through a side letter to ensure the benefit is made available to Local 2020 members.
9.1.5 Sick Leave
Death Benefit
(TA)
The City will pay an amount equivalent to 100% of an employee's accrued sick leave, up to a maximum of 84 shifts (2,016 hours), to the employee's beneficiary when an employee's death results from personal injury sustained in the line of duty, which qualifies the employee's beneficiary to Public Safety Officers death benefits under the "Public Safety Officers Benefits Act of 1976".
f"L
9.2.1 Bereavement
Leave
(TA)
Up to four (4) shifts per calendar year per employee may be used for family bereavement leave charged to sick leave for anyone related to the employee by blood or marriage within the fourth third degree of consanguinity. For family members within the first degree of consanguinity, bereavement leave may be used per occurrence.
10.1.1 & 10.1.2
Vacation
(TA — no
change)
10.1.3.1 Accumulation of
Vacation
(TA)
Notwithstanding the provisions above, an employee absent due to a work -related injury, receiving Workers Compensation benefitsTemperary Disability and unable to take vacation, will be paid the excess biweekly vacation accrual at their straight time rate of pay.
10.2.8 General
Provisions
(TA)
An employee utilizing vacation leave shall have the ability right of first refusal to work his or her shift on an overtime basis.,
10.3.1 Constructive
Receipt
(TA)
Employees will receive a cash payment for unused vacation provided they meet the requirement set forth in the applicable provision of the MOU and abide by Section
10.3.2. 10.3.2
Constructive
Receipt
(TA)
Employees have the option to declare their intent to cash out accrued leave under the following conditions in accordance with Internal Revenue Code Section 451:
10.3.2.1 Constructive
Receipt
(TA)
Hours cashed out shall be paid at straight time.
10.3.2.2 Constructive
Receipt
(TA)
By December 1 of each year, employees can declare their intent to cash out the leave (or a portion of the leave) they will earn during the following payroll calendar year. For example, elections made by December 1, 2022, shall apply to cash outs in 2023 calendar year.
10.3.2.3 Constructive
Receipt
(TA)
Employees can choose any pay period(s) during the payroll calendar year to receive the elected cash out; however, the specific pay period must be declared by December 1, and must declare the selected pay period for cash out at the time of election.
10.3.2.4 Constructive
Receipt
(TA)
Elections are final and cannot be rescinded.
10.3.2.4.1 Constructive
Receipt
(TA)
Employees must manage their hours to ensure sufficient hours are available for each cash out. If an employee fails to meet the requirement, the employee will not be eligible for that cash out during the year.
10.3.2.4.2 Constructive
Receipt
(TA)
Employees will be eligible for partial cash outs if the full amount of hours elected are not available at the elected time of cash out. For example, if an employee elects to cash out 40 vacation hours during the first pay period in November but only 20 hours are available at that time, 20 hours would be cashed out.
N.
10.3.2.4.3 Constructive
Receipt
(TA)
Employees must complete the City's standardized election form.
10.3.2.4.4 Constructive
Receipt
(TA)
Failure to submit an irrevocable election form by December 1 of each year shall be the same as not electing to cash out leave during the following payroll calendar year.
11.1 Holidays
(TA — no
change)
The City is reviewing the holiday schedule on a citywide basis and reserves the right to address this issue at a later date via side letter, if applicable.
16.3.3 Educational
Incentive Pay
(TA)
No unit member shall receive an aggregate of education incentive as prescribed in Sections 16.2.1, 16.3.1, 16.3.2 and certification initiative as prescribed in Sections 16.5 greater than 7.5%.
16.4.1 Tuition
Reimbursement
(TA)
All full-time employees may be eligible for reimbursement up to $850 per calendar year for the cost of tuition, books, travel, and certificates if a grade of "C" or better is obtained.
This benefit may also be used for employee -initiated training classes that result in a course completion certificate provided by California State Fire Training or a recognized training organization approved by the Fire Chief.
Note: If travel is reimbursed, then provisions in CAM 95-1 must be followed and City Manager approval is required.
Roll over is rejected.
16.6.1 AA•rcr
and -Firefighting
Certificate
h incentive
(TA — no
change)
°
Stations 4 or 6.
46672 "
Aircraft -Rescue
and -Firefighting
Certificate
Incentive
(TA — no
change)
°
16.7.1 incentive
(TA — no
change)
°
c"" a valid EMT_8 cer+'inate a e to tho in_. _ __ _ sibilities (ongoing f^L
1 TSAR
Certification
Incentive
(TA — no
change)
19.1.1 Prior and
Existing
Conditions
(TA — no
change)
Signatures
--Rescue Systems
• Rescue Systems 2
• Trench Recoup Technician
February 22, 2022
Andrew Hackleman Date
Assistant City Manager
City of Santa Maria
Z4z /),Z
Matthew Chircop Date
Fire Captain
President, Local 2020
MEMORANDUM OF UNDERSTANDING
SANTA MARIA CITY FIRE FIGHTERS' UNION LOCAL #2020
CALENDAR YEARS 2022-2023
TABLE OF CONTENTS
CHAPTER 1. DEFINITIONS 1-1
1.1 DEFINITIONS 1-1
CHAPTER 2. RECOGNITION AND IMPLEMENTATION 2-1
2.1 RECOGNITION 2-1
2.2 IMPLEMENTATION 2-1
2.3 TERM 2-1
2.4 MEET AND CONFER REPRESENTATIVES 2-2
2.5 MEET AND CONFER IN GOOD FAITH 2-2
2.6 WRITTEN NOTICE 2-2
2.7 MEDIATION 2-2
2.8 TIME OFF FOR MEETINGS 2-2
CHAPTER 3. COMPENSATION, WORK HOURS AND PREMIUM PAY 3-1 ARTICLE I. SALARIES AND SALARY ADJUSTMENTS 3-1
3.1 SALARIES 3-1
3.2 SALARY SURVEY PROCEDURE 3-1
3.3 BILINGUAL PAY 3-2
3.4 EQUITY ADJUSTMENTS 3-2
3.5 LONGEVITY PAY 3-2
ARTICLE II. HOURS OF WORK AND SPECIAL PAY PROVISIONS 3-3
3.10 WORK HOURS 3-3
3.11 OVERTIME 3-3
3.12 EMERGENCY WORK RESPONSE 3-4
3.13 EMERGENCY CALL BACK PAY 3-4
3.14 BREAK PERIODS 3-5
3.15 WORKDAY 3-5
3.16 SUNDAY AND HOLIDAY 3-6
3.17 COURT APPEARANCES 3-6
3.18 SHIFT EXCHANGES 3-7
3.19 MANDATORY TIME OFF (MTO) PROGRAM 3-7
3.20 CHANGE IN SHIFT ASSIGNMENTS 3-7
3.21 CONVERSION OF PERSONNEL TO 40 -HOUR WORK WEEK 3-7
CHAPTER 4. RETIREMENT 4-1
4.1 CALPERS 4-1
4.2 DEFERRED INCOME 4-3
CHAPTER 5. INSURANCE 5-1
5.1 GENERAL ELIGIBILITY 5-1
5.2 DISABILITY INSURANCE 5-1
5.3 HEALTH INSURANCE 5-1
5.4 LIFE INSURANCE 5-2
5.5 DENTAL INSURANCE 5-2
5.6 OPTICAL INSURANCE 5-2
5.7 POST -EMPLOYMENT HEALTH PLAN 5-2
Attachment B
CHAPTER 6. UNIFORMS AND EQUIPMENT 6-1
6.1 UNIFORM ALLOWANCE 6-1
6.2 UNIFORMS DAMAGED 6-1
6.3 AUXILIARY GEAR 6-2
6.4 OTHER EQUIPMENT 6-2
CHAPTER 7. SPECIAL PROVISIONS 7-1
7.1 RULES AND REGULATIONS 7-1
7.2 DEPARTMENT GUIDELINES 7-1
7.4 RESIDENCY REQUIREMENT 7-1
7.5 CHANGING EMPLOYEE REPRESENTATION GROUPS 7-1
7.6 PROBATION 7-2
7.7 MOVE UP 7-2
7.8 UNION BUSINESS 7-2
7.9 ELIMINATION OF FIRE SERVICE 7-3
7.10 ACCESS TO FACILITIES 7-3
7.11 BULLETIN BOARDS AND ELECTRONIC NOTICES 7-3
7.12 COPY MACHINES 7-3
7.13 COMMUNICATIONS AND COMPUTER SYSTEMS 7-4
7.14 PRINTING OF CONTRACT 7-4
7.15 AMERICANS WTH DISABILITIES ACT 7-4
7.16 CONDITION OF EMPLOYMENT 7-4
7.17 OCCUPATIONAL WELLNESS PROGRAM 7-5
7.18 PARAMEDIC PROGRAM 7-5
7.19 EXAMINATION PROCESS 7-5
7.20 MEAL CONTRIBUTION 7-5
CHAPTER 8. PAY PRACTICES 8-1
8.1 PAYROLL STEP PLAN 8-1
8.2 PAYROLL AND PAY PERIOD 8-1
8.3 "Y" RATE 8-1
CHAPTER 9. LEAVE PROVISIONS 9-1
9.1 SICK LEAVE 9-1
9.2 BEREAVEMENT LEAVE 9-3
9.3 UNAUTHORIZED ABSENCE - AUTOMATIC TERMINATION 9-4
CHAPTER 10. VACATION 10-1
10.1 ACCUMULATION OF VACATION 10-1
10.2 GENERAL PROVISIONS 10-1
10.3 CONSTRUCTIVE RECEIPT 10-2
CHAPTER 11. HOLIDAYS 11-1
11.1 HOLIDAYS OBSERVED 11-1
11.2 PROCLAIMED HOLIDAYS 11-2
11.3 CLOSING OF CITY OFFICES 11-2
CHAPTER 12. LAYOFF PROCEDURE 12-1
12.1 GENERAL PURPOSE 12-1
12.2 EMPLOYEE EVALUATIONS 12-1
12.3 REDUCTION IN FORCE - DEMOTION 12-1
12.4 REDUCTION IN FORCE - LAYOFF 12-1
12.5 DETERMINING LENGTH OF SENIORITY 12-2
12.6 ORDER OF REDUCTION IN FORCE 12-2
12.7 DETERMINING ORDER OF LAYOFF AND DEMOTION FOR EMPLOYEES WITH IDENTICAL SENIORITY AND/OR JOB PERFORMANCE 12-2
12.8 REINSTATEMENT OF EMPLOYEE DEMOTED AS A RESULT OF A REDUCTION IN FORCE _ 12-3
12.9 RE-EMPLOYMENT OF EMPLOYEES LAID OFF AS A RESULT OF A REDUCTION IN FORCE 12-3
12.10 DURATION OF REINSTATEMENT AND RE-EMPLOYMENT LISTS 12-3
12.11 RESTORATION OF BENEFITS UPON RE-EMPLOYMENT FOLLOWING A REDUCTION IN FORCE 12-4
12.12 OBLIGATION TO SERVE PROBATIONARY PERIOD 12-4
12.13 PAYOFF OF ACCRUALS UPON LAYOFF 12-4
12.14 NON-DISCRIMINATION IN REDUCTION IN FORCE 12-5
12.15 COMPUTING LENGTH OF SERVICE 12-5
CHAPTER 13. GRIEVANCE PROCEDURE AND DISCIPLINARY APPEALS 13-1
13.1 GRIEVANCE PROCEDURE AND DISCIPLINARY APPEALS 13-1
CHAPTER 14. MANAGEMENT RIGHTS AND RESPONSIBILITIES 14-1
14.1 GENERAL PROVISIONS 14-1
14.2 AUTHORITY OF THIRD -PARTY NEUTRAL 14-2
14.3 IMPACT OF MANAGEMENT RIGHTS 14-2
14.4 EXCHANGE OF INFORMATION 14-2
CHAPTER 15. SLOW DOWN, WORK STOPPAGE, OR STRIKE 15-1
15.1 SLOW DOWN OR WORK STOPPAGE 15-1
CHAPTER 16. EDUCATIONAL INCENTIVE PAY 16-1
16.1 GENERAL PROVISIONS 16-1
16.2 2.5% EDUCATIONAL INCENTIVE PAY 16-1
16.3 5.0% & 7.5% EDUCATIONAL INCENTIVE PAY 16-1
16.4 ADDITIONAL BENEFITS 16-2
16.5 CERTIFICATE INCENTIVE PROGRAM 16-2
CHAPTER 17. SAFETY 17-1
17.1 SAFETY 17-1
CHAPTER 18. RENEGOTIATION 18-1
18.1 RENEGOTIATION 18-1
CHAPTER 19. PRIOR AND EXISTING CONDITIONS 19-1
19.1 PRIOR AND EXISTING CONDITIONS 19-1
CHAPTER 20. PRE-EMPTIVE LAWS 20-1
20.1 PRE-EMPTIVE LAWS 20-1
iii
LOCAL 2020 MOU
CHAPTER 1. DEFINITIONS
1.1 Definitions
(See Municipal Code Section 2-20.01)
CY 2022-23
The following terms as used in this MOU shall, unless the context clearly indicates otherwise, have the respective meanings herein set forth:
24 Hour Shift — 24 consecutive hours of work beginning at 8am daily. (MOU 06-04-19)
AFFORDABLE CARE ACT (ACA) — Full time employee — For purposes of the Affordable Care Act only, full-time shall be defined as those employees regularly scheduled to work 30 hours per week over the measurement period.
(MOU 01-21-14)
CITY - shall mean the City of Santa Maria, a municipal corporation, and where appropriate herein, according to the content, "City" refers to the City Council, the governing body of said City.
CITY MANAGER - shall mean the City Manager of the City of Santa Maria or his/her designated representative.
CONTINUOUS SERVICE - shall mean employment in a regular position which has not been interrupted by resignation, discharge, or retirement.
COUNCIL - shall mean the City Council, the governing body of the City of Santa Maria.
DEPARTMENT HEAD - shall mean the Fire Chief of the Santa Maria Fire Department or his/her designated representative.
EMERGENCY - shall mean an unforeseen circumstance requiring immediate action, a sudden unexpected happening, an unforeseen occurrence or condition, a pressing necessity.
EMPLOYEE - shall mean all City of Santa Maria personnel except those covered by the miscellaneous, police, management and confidential or limited -service areas, all of which are identified in the City's resolution regarding employer employee relations. (MOU 12-06-11)
EMPLOYEES' UNION - shall mean the Santa Maria City Fire Fighters' Union Local 2020.
FIRE CHIEF - shall mean the Fire Chief of the City of Santa Maria or his/her designated representative.
(MOU 1-17-95)
GRIEVANT - shall mean an employee or group of employees claiming to be adversely affected by an act or omission of the employer.
DEFINITIONS PAGE 1-1
LOCAL 2020 MOU CY 2022-23
GRIEVANCE - is defined as a written allegation by a grievant, as defined herein, claiming violation(s) of the specific expressed terms of the Memorandum of Understanding (MOU), or City personnel rules or departmental operational directives for which there is no other specific method or review provided by City law. Certain matters are specifically excluded from the grievance procedure (see Chapter 13 of this MOU).
MANAGEMENT - shall mean the City Manager and/or his/her Assistant and the Department Heads of the City of Santa Maria.
(MOU 2-22-03)
MANAGEMENT REPRESENTATIVES - shall mean the City Manager of the City of Santa Maria and/or those to whom he/she has delegated the duties and responsibilities set forth in the City Council's resolution regarding employer -employee relations.
MEMORANDUM - shall mean the currently effective provisions of any MOU made and entered into by and between the City of Santa Maria and the majority representative of all City personnel except those covered by the miscellaneous, police, or management areas, all of which are identified in the City's resolution regarding employer -employee relations.
NON -SHIFT EMPLOYEE - shall mean an employee permanently assigned to a forty (40) hour work week. Non -shift employees may include, but are not limited to, persons in Fire Prevention. (MOU 1-17-95)
PRO -RATED - shall mean the providing of a benefit and/or leave accrual on a proportional basis; based on the employee being in a full-time paid status on City payroll (112 hours per pay period for shift employees and 80 hours per pay period for non -shift employees), over a full payroll calendar year (twenty-six pay periods). Employees in a paid status on City payroll for less than the aforementioned time frame will be provided said benefits and/or leave at a proportionally reduced rate. At no time may an employee receive more than 100% of said negotiated benefit regardless of hours worked.
(MOU 2-05-08)
REGULAR EMPLOYEE - shall mean an employee who is not on probation and is employed in a full-time regular position.
(MOU 2-05-08)
REGULAR POSITION - shall mean a budgeted position established on a year-round basis requiring work on a regular schedule unless otherwise authorized by minute order of the City Council.
(MOU 2-05-08)
QUALIFIED — shall mean a member is considered qualified when they have met all the requirements set forth by the department to perform the duties of a certain rank of job function. (MOU 06-04-19)
SENIORITY - shall mean total continuous full-time equivalent service as a regular employee unless the context herein indicates otherwise.
SHIFT EMPLOYEE - shall mean an employee assigned to a fifty-six (56) hour work week.
DEFINITIONS PAGE 1-2
LOCAL 2020 MOU CY 2022-23
CHAPTER 2. RECOGNITION AND IMPLEMENTATION
2.1 Recognition
2.1.1 Pursuant to the provisions of Resolution 2002-29 of the City regarding Employer - Employee Relations, the Santa Maria City Fire Fighters' Union Local 2020 has been found to be, and is recognized as, a majority representative of all sworn fire personnel not covered by a management unit. Management hereby recognizes the Santa Maria City Fire Fighters' Union Local 2020 as the certified majority representative of employees in the City of Santa Maria Fire Department in the following classifications:
• ARFF Specialist I
• ARFF Specialist 11
• Fire Captain
• Fire Engineer
• Fire Fighter
• Fire Fighter in Training
• Fire Inspector I
• Fire Inspector II
• Fire Prevention Officer I
• Fire Prevention Officer 11
(Side letter 2020-01)
2.1.2 The parties agree that the above ARFF classifications shall remain represented unit classes only so long as they remain 100 percent (100%) funded by the Airport District and have not yet been absorbed into the Fire Fighter classification. (MOU 02-15-11)
2.2 Implementation
2.2.1 This MOU constitutes a mutual recommendation to be jointly submitted to the Council.
It is agreed that this MOU shall not be binding upon the parties, either in whole or in part, unless and until the Council:
2.2.1.1 Acts, by majority vote, formally to approve the MOU; and/or
2.2.1.2 Enacts amendments to all City ordinances required to implement the provisions set forth.
2.3 Term
2.3.1 The term of this MOU shall be effective upon ratification by City Council through 12:00 Midnight on December 31, 2023.
(MOU 03-02-22)
RECOGNITION AND IMPLEMENTATION PAGE 2-1
LOCAL 2020 MOU CY 2022-23
2.4 Meet and Confer Representatives
2.4.1 The Santa Maria City Fire Fighters' Union Local 2020 agrees to Meet and Confer with the designated representative of the City Council only, and the City Council's representative agrees to Meet and Confer with the Santa Maria City Fire Fighters' Union Local 2020 (Local 2020) designated representative only.
(MOU 1-1-76)
2.5 Meet and Confer in Good Faith
2.5.1 Pursuant to Government Code 3505 and City Resolution 2002-29, Section 7, the City shall meet and confer in good faith with Local 2020 representatives on all matters within the scope of representation. This shall include but not be limited to wages, hours, and other terms and conditions of employment. Nothing within this MOU shall constitute a waiver of rights guaranteed to the parties under the Meyers-Milias-Brown Act (Govt. Code Section 3500 et seq.). (AMENDED MOU 2-22-03)
2.6 Written Notice
2.6.1 Pursuant to Government Code Section 3504.5 and City Resolution 2002-29, Section 9, the City, except in cases of emergencies, shall provide Local 2020 representatives reasonable written notice of any changes relating to matters within the scope of representation to include but not limited to wages, hours, or any other terms and conditions of employment. (MOU 2-22-03)
2.7 Mediation
2.7.1 Pursuant to Government Code Section 3505.2, if, after a reasonable period of time the City representative and Local 2020 representatives fail to reach an agreement on matters relating to the scope of representation and impasse is declared, the City will agree to mediation.
The Mediator will be mutually agreed on with costs of mediation to be split equally between the City of Santa Maria and Local 2020.
(MOU 1-1-91)
2.8 Time Off for Meetings
2.8.1 Pursuant to Government Code Section 3503.3, the City shall allow a reasonable number of Local 2020 representatives time off from work, including previously assigned overtime without loss of compensation or other benefits for the purpose of formally meeting and conferring with either City Administration or Fire Department Management on matters within the scope of representation.
(MOU 06-04-19)
RECOGNITION AND IMPLEMENTATION PAGE 2-2
LOCAL 2020 MOU
CHAPTER 3. COMPENSATION, WORK HOURS AND PREMIUM PAY
ARTICLE I. SALARIES AND SALARY ADJUSTMENTS
3.1 Salaries
CY 2022-23
3.1.1 Essential Worker Pay / ARPA (American Rescue Plan Act 2021): The City shall provide a one-time premium pay up to $15,000 in two equal payments for the employee's essential work during the COVID-19 pandemic. Full time employees who worked from March 14, 2020, to March 12, 2021 & from March 13, 2021, to March 11, 2022, shall be entitled up to the $7,500 amount per year. Full-time employees are employees who were expected to work 2,912 hours during the 12 -month period and did not have more than 3 months of leave during the year. Employees who worked less than full-time, shall receive essential work payment on a prorated amount. The first payment will be issued to current City employees within 2 pay periods of City Council adoption of this MOU. The second payment will be issued to current City employees in the first full pay period in January 2023. These amounts shall not be retirement reportable and will not be included in the regular rate of pay for overtime purposes. (MOU 03-02-22)
3.1.2 Effective the first full payroll period after ratification by the City Council, a base salary increase of three percent (3%) will be given to those unit members in the employ of the City on the date of Council approval of the MOU
(MOU 03-02-22)
3.1.3 Effective the first full payroll period after December 31, 2022, a base salary increase of three percent (3%) will be given to unit members in the employ of the City. (MOU 03-02-22)
3.2 Salary Survey Procedure
3.2.1 For purposes of preparing a salary survey for consideration during the meet and confer process, salaries shall be set at the combined median and average of the salary -only survey.
However, no provision in this MOU shall be interpreted to mandate the setting of prospective salary and/or other forms of compensation at a level indicated in the survey. (MOU 2-05-08)
3.2.2 It is understood and agreed that the City will benchmark, for salary -only survey purposes, the position of Fire Captain.
3.2.3 Comparable salaries shall be made based on the top base pay step, up to the maximum "E" step or fifth step in the salary range.
3.2.4 The City agrees to reduce its top step salary of Fire Captain by a half -percent ('A%) for salary survey purposes, in recognition of acknowledging no more than five salary steps in other agencies.
(MOU 02-24-01)
COMPENSATION, WORK HOURS AND PREMIUM PAY PAGE 3-1
LOCAL 2020 MOU CY 2022-23
3.2.4.1 Should fifty percent (50%) or more of the agreed to surveyed agencies have more than an "E" step or fifth step as their top "merit" step, Section 3.2.3 and 3.2.4 above will sunset at the conclusion of the then -current MOU and the City will agree to recognize the top "merit" step from other surveyed agencies and agree to incorporate said language in the ensuing MOU.
3.2.5 The parties agree to add an additional percentage calculated by dividing the number of current Tier I employees by the number of budgeted Local 2020 positions to the top step salary of Fire Captain for salary survey purposes, in recognition of implementing the 3% at 50 CaIPERS retirement benefit. The parties agree to add this additional percentage for salary survey purposes until all surveyed CaIPERS agencies have a 3% at 50 CaIPERS retirement plan, however, due to Public Employee Pension Reform Act (PEPRA) legislation, the parties agree to reduce the percentage commensurately with the percentage of unit members in Tier 1. (MOU 06-04-19)
3.2.6 The agencies to be used for salary -only survey purposes shall be as follows:
City of Lompoc
City of San Luis Obispo
City of Ventura
County of Ventura
3.3 Bilingual Pay
City of Oxnard
City of Santa Barbara
County of Santa Barbara
Carpinteria-Summerland
(MOU 1-1-91)
3.3.1 A salary differential shall only be paid to those employees who are required by the Department Head to use both English and Spanish in communicating with the general public while performing the duties of his/her position. Any eligible employee within Local 2020 who demonstrates appropriate skills in both speaking and understanding the Spanish language, at a basic level, shall receive a two percent (2%) salary differential above his/her regular scheduled salary, within the individual's designated classification. Eligible employees who demonstrate Spanish speaking skills at an advanced level shall receive a three percent (3%) salary differential.
3.3.2 The Human Resources Office will test for the skill level required.
3.4 Equity Adjustments
Section intentionally left blank.
3.5 Longevity Pay
(MOU 12-06-11)
(MOU 2-19-05)
3.5.1 Effective the first full payroll period after ratification by City Council, employees hired before December 31, 2012, with five (5) years in the fire service and who have continuously been employed by the department will be provided with a one percent (1 %) longevity pay. (MOU 03-02-22)
COMPENSATION, WORK HOURS AND PREMIUM PAY PAGE 3-2
LOCAL 2020 MOU CY 2022-23
3.5.2 Effective the first full payroll period after ratification by City Council, employees hired before July 1, 2011, with five (5) years in the fire service and who have continuously been employed by the department will be provided with an additional two percent (2%) longevity pay. (MOU 03-02-22)
3.5.3 Effective the first full payroll period after ratification by City Council, employees with five (5) years in the fire service and who have continuously been employed by the department will be provided with four percent (4%) longevity pay.
(MOU 03-02-22)
ARTICLE II. HOURS OF WORK AND SPECIAL PAY PROVISIONS
3.10 Work Hours
3.10.1 The official work week or work period for shift employees shall be fifty-six (56) average hours per week based on a three (3) platoon schedule. The work period for purposes of calculating unpaid premium overtime shall be twenty-four (24) calendar days. Pursuant to the Fair Labor Standards Act (FLSA), actual hours worked which exceed one hundred and eighty- two (182) hours in a twenty-four (24) calendar day work period shall be paid at premium overtime in accordance with FLSA.
3.10.2 Except as otherwise provided, no employee shall be employed in one or more positions, full or part-time, more than the total number of hours for the employee's work period as defined in Section 3.10.1, above, except on overtime authorized by the department. (MOU 1-1-91)
3.10.3 The official work week or work period for non -shift employees shall be forty (40) hours per week. Pursuant to the Fair Labor Standards Act (FLSA), actual hours worked which exceed forty (40) hours in a seven (7) calendar day work period shall be paid at premium overtime in accordance with FLSA.
(MOU 11-03-09)
3.10.4 Effective July 6, 2019, the City agrees to offer a 9/80 alternative workweek to the Fire Prevention Division of the Santa Maria Fire Department. However, should adequate coverage or staffing become an issue, the City retains the right to discontinue the alternative work schedule upon notice to the union.
(Side letter 2019-01)
3.10.5 The employer shall give non -shift employees a minimum of one working day notice on any adjustment of a work schedule. For purposes of this section, a work week will be a minimum of forty (40) hours. Unless otherwise mutually agreed to, said adjustment of a work schedule will only be at the beginning or end of a workday.
(MOU 02-24-01)
3.11 Overtime
(See Municipal Code Section 2-20.17 and CAM 76-7)
3.11.1 Incidental overtime is not compensable and may not be credited as overtime.
Incidental overtime shall be less than eight minutes in one day. Any time worked eight minutes COMPENSATION. WORK HOURS AND PREMIUM PAY PAGE 3-3
LOCAL 2020 MOU CY 2022-23
or more and less than 38 minutes will be rounded to thirty minutes. Any time worked 38 minutes or more and less than 68 minutes will be rounded to one hour. (MOU 02-24-01)
3.11.2 All time worked, except for an employee's assigned shift (56 hour/week), shall be considered overtime and, as such, shall be compensated at one- and one-half times the regular hourly wage.
(MOU 1-1-89)
3.11.3 Overtime requested to be paid in compensatory time, by the employee, shall be paid at one and one-half times compensatory time up to a maximum of 16 hours per 24 -hour shift, with any balance paid as overtime at one and one-half times the regular hourly wage. (MOU 1-1-89)
3.11.4 The maximum accumulated compensatory time shall be 120 hours for shift employees and 100 hours for non -shift employees. Any time worked exceeding the maximum accumulated compensatory time limit will automatically be converted into overtime paid at one and one-half times the regular hourly wage.
(MOU 1-17-95)
3.11.5 The use of accrued compensatory time off shall be granted and approved by a Chief Officer within a "reasonable period" as long as it does not create an undue hardship for the department. The parties agree that a "reasonable period" of time under FLSA shall be fourteen (14) days from the time of the request.
(MOU 1-5-99)
3.11.6 Unless waived by the parties, shift employees' work schedules shall not be changed during the work set in progress when the purpose of such change is to avoid overtime. (MOU 1-5-99)
3.12 Emergency Work Response
3.12.1 All sworn fire personnel are responsible for providing current contact information including that of their designated emergency contact person and for responding to work upon call at all times outside the regular work week for response in time of national emergency, civil disorder, or a disaster, and to be compensated for the extra work. Any changes to contact information including address or phone number shall be provided to Administration within 48 hours.
(MOU 06-04-19)
3.13 Emergency CaII Back Pay
3.13.1 When an employee is recalled and responds to an emergency in progress (vacation not included) or to cover a station that is uncovered due to an emergency in progress or to cover an employee who must immediately leave due to an illness or to investigate fire or other incident, the employee will receive a minimum of two hours of time worked and pay shall start from the time the call is received. Except in those instances when an employee has a delayed response due to personal commitments, in which case pay shall start from the time the employee begins COMPENSATION, WORK HOURS AND PREMIUM PAY PAGE 3-4
LOCAL 2020 MOU CY 2022-23
travel to the work site. Non -emergency call back pay shall start at the time the employee arrives at the station or office.
(MOU 03-02-22)
3.13.2 For purposes of emergency call-back coverage, the Fire Chief will work in cooperation with a designated committee of Local 2020 members and will meet for the purpose of establishing a primary means of calling back personnel for emergency station coverage and other emergency call back issues.
(MOU 1-5-99)
3.14 Break Periods
3.14.1 There shall be two fifteen (15) minute rest periods per workday. The fifteen (15) minute period shall begin when work stops at the work site and work shall begin fifteen (15) minutes later at the work site.
(MOU 1-17-95)
3.15 Workday
3.15.1 The normal workday shall be from 0800 to 1700 hours, Monday to Saturday for shift employees and Monday to Friday for non -shift employees, with a lunch period from 1200 to 1300 hours, barring any emergencies or reasonable special assignments as determined by the Fire Chief, which includes public programs or in-service training. Saturday and Sunday are excluded for non -shift employees.
3.15.2 Shift Employees Only: The following activities will be accomplished from 0800 to 1000 hours each day:
Morning check
- Pass on
- Physical fitness
Physical fitness shall be allowed for one (1) hour from 0830 to 1000 hours each day for personnel who participate in the Department Wellness and Fitness Program. This time period may be superseded by mandatory or special types of training or other important circumstances that require immediate attention. Personnel who participate in the Department Wellness and Fitness Program shall be in appropriate uniform and be fully prepared to train or conduct other assigned duties no later than 1000 hours. If the normal physical fitness time is superseded by operational demands, employees will be allowed the remainder of their physical fitness time prior to 1700 whenever possible or later during their 24 -hour shift. (MOU 06-04-19)
3.15.3 Shift Employees Only: If at all possible, training shall be conducted from 1000 to 1700 hours, minus the lunch period and barring any emergencies. For scheduled training nights, from 1800 to 2200 hours. If at all possible, special training sessions or classes, which must start before 1000 hours or after 1700 hours, will be scheduled in advance and the department will notify affected employees at least one (1) shift before the training is to commence. (MOU 06-04-19)
COMPENSATION, WORK HOURS AND PREMIUM PAY PAGE 3-5
LOCAL 2020 MOU CY 2022-23
3.15.4 Shift Employees Only: All reasonable efforts will be made to conduct tours or programs from 1000 to 1700 hours, minus the lunch period and barring any emergencies. Without prior notification to the employees, no tours, ride-alongs or programs will be scheduled before 0700 hours or after 2000 hours. All tours and programs will conclude no later than 2000 hours. (MOU 06-04-19)
3.15.5 Non -Shift Employees Only: Physical fitness may be allowed for up to three (3) hours per week upon approval of Fire Management for personnel who participate in the Department Wellness and Fitness Program.
(MOU 2-19-05)
3.15.6 Shift Employees Assigned to Airport Duties Only: The normal workday is hereby modified to include specialized Airport inspections and reporting. This includes visual inspection, corrective action and record keeping related to runways, taxiways, lighting, and the Airport Operational Area (AOA) perimeter. Specialized Airport inspections are conducted daily, including Sundays and holidays. Inspections are to be conducted prior the first commercial flight and at dusk.
(MOU 02-15-11)
3.16 Sunday and Holiday
3.16.1 To ensure operational readiness, apparatus shall be properly checked, and stations cleaned as required by department policy. The City and Local 2020 agree that pre -scheduled public programs may be held on Sundays.
3.16.2 For purposes of this Section and Section 3-15, holidays shall be New Year's Day, Memorial Day, 4th of July, Labor Day, Thanksgiving Day, and Christmas Day. For purposes of this section, the holiday will be the actual calendar day that the holiday falls on and not the day Fire Administrative Offices are closed.
3.16.3 The Sunday routine may include station or crew projects, meetings or individual career development as determined by the Station Captain.
(MOU 2-05-08)
3.17 Court Appearances
3.17.1 Whenever an employee has been subpoenaed as a witness by a court of competent jurisdiction in connection with a matter arising out of the course of his/her employment with the Fire Department and is required to respond to such a subpoena on a scheduled day off, said employee shall be granted a minimum of two (2) hours pay at time and one-half. (AMENDED MOU 2-22-03)
COMPENSATION, WORK HOURS AND PREMIUM PAY PAGE 3-6
LOCAL 2020 MOU CY 2022-23
3.18 Shift Exchanges
3.18.1 An employee may exchange all or any portion of a work shift in a manner consistent with the FLSA and department policy, provided that the replacement is a qualified employee. To assure that replacements are qualified employees, it is required that all shift exchanges follow procedures set forth in the Department's Staffing and Time -Off Guidelines. The City is not responsible for shift exchange arrangements made between employees and is not responsible for any record keeping. Outstanding shift exchange paybacks are the responsibility of the individuals involved. According to the FLSA, shift exchanges are not considered "hours worked" and, therefore, do not have to be paid back in the twenty-four (24) day cycle. (MOU 06-04-19)
3.18.2 An employee who owes exchange time to another employee shall work for the other employee and will not be allowed to pay it back in vacation time or other paid leave time. (MOU 1-17-95)
3.19 Mandatory Time Off (MTO) Program
3.19.1 Should the City Council declare a period as a time of economic hardship and the City institutes a City-wide Mandatory Time Off (MTO) program, all non -shift personnel will comply with the provisions of said program.
(MOU 2-22-03)
3.19.2 Employees may continue to participate in the Voluntary Time Off (VTO) Program, as outlined in the current CAM 1993-01 if they so choose.
3.20 Change in Shift Assignments
3.20.1 When the department moves a shift employee to a different shift, it will be done on the first day of a new twenty-four (24) day cycle whenever possible. If this is not possible, the City will meet with the employee to determine such schedules. Shift employees shall be paid overtime (i.e., time and one half) for all hours worked over 182 hours in the twenty-four (24) day cycle. In the event the shift employee is not scheduled to work at least eight shifts in a twenty- four (24) day cycle, additional hours/shift(s) will be scheduled to ensure the employee meets the 192 hours within the twenty-four (24) day work cycle. Reasonable efforts shall be made to schedule said additional hours by both the City and the employee. (MOU 1-21-97)
3.21 Conversion of Personnel to 40 -Hour Work Week
3.21.1 The City and Santa Maria City Fire Fighters' Union Local 2020 met and conferred in good faith on the topic of conversion of personnel to 40 -hour work week and vise -versa to a 56 - hour work week. It was mutually agreed upon that said conversions shall take place at the beginning of a payroll period and that compensation shall be on a "blended rate" method as prescribed by the Federal Labor Standards Act (FLSA).
(MOU 03-03-15)
COMPENSATION, WORK HOURS AND PREMIUM PAY PAGE 3-7
LOCAL 2020 MOU CY 2022-23
3.21.2 The following methodology will be used for conversion purposes in all instances when a 56 -hour (shift) employee is required to convert to a 40 -hour work week and when a 40 -hour (non -shift) employee is required to convert to a 56 -hour work week.
3.21.2.1 When the Fire Chief has determined that he/she has "modified duty" work available, the employee shall report for his/her "modified duty" assignment on the Monday following the completion of a (4 shift) work cycle when the expected length of disability extends beyond one 40 -hour work week (Monday - Friday).
3.21.2.1.1 The conversion to a 40 -hour work week shall take place when the employee has been off -duty for four (4) consecutive work shifts or when the expected return -to -duty prognosis (as estimated by the treating physician) encompasses four (4) consecutive work shifts. For purposes of benefit conversion, such conversion will be done concurrently with the beginning of a payroll period.
3.21.2.1.2 For the purposes of work rules and general operating practices, when a shift employee is converted to a 40 -hour work week, he/she shall be subject to the work rules in place for a 40 -hour work week employee of the department, and his/her leave balances and benefit accrual rates shall be adjusted accordingly, based on a conversion factor of 0.7143.
3.21.2.1.3 Conversely, when a 40 -hour (non -shift) employee is converted to a 56 -hour work week, his/her leave balances and benefit accrual rates shall also be adjusted based on a conversion factor of 1.4. Such instances of conversion would only take place in instances when the expectation is that the 40 -hour (non -shift) employee would be needed in a 56 -hour work week capacity for at least one pay period. For purposes of benefit conversion, such conversions will be done concurrently with the beginning of a payroll period.
3.21.3 When a 56 -hour shift employee is converted to a 40 -hour work week due to a work - related injury, a reduction in hours below the 40 -hour work week shall be coded as sick industrial.
Employees are to use the appropriate paid leave benefits, i.e., sick, sick industrial, vacation, etc., for absences less than 40 -hours in a 40 -hour work week.
3.21.4 A 40 -hour work week schedule shall be Monday through Friday, 0800 to 1700 hours with any other modifications approved by the Fire Chief and pursuant to the current MOU. Upon reassignment from a 40 -hour work week to a 56 -hour work week, the employee's leave balances, and benefit accrual rates shall be readjusted back to that of a 56 -hour shift employee and vice -versa.
3.21.5 For purposes of pending retirements, all leave balances will be converted back to the employee's original benefit complement prior to his/her separation from City service. (MOU 2-22-03)
3.21.6 For purposes of this section, shift employees who participate in the Department Wellness and Fitness Program may, where practical, with the consent of the treating medical provider and City's Risk Management Division, participate in physical fitness activity time for one (1) hour each day between 0800 and 1700.
COMPENSATION, WORK HOURS AND PREMIUM PAY PAGE 3-8
LOCAL 2020 MOU CY 2022-23
3.21.7 In order to provide the most conducive learning environment for new personnel beginning their probationary year Local 2020 and the City agree to implement the following changes to the 40 -hour work week schedule related to work performed by members as instructors at the Recruit Academy. This agreement applies only to members who are designated as Academy Coordinators or Assistant Coordinators at the Recruit Academy. (Side letter 2018-01)
3.21.7.1 Academy Coordinators and/or Assistant Coordinators assigned to work in the Recruit Academy may be converted to a 40 -hour work week and shall work a four/ten schedule, working ten hours on Monday, Tuesday, Thursday, and Friday from 0700 until 1800 hours with one hour break for lunch during the term of the assignment. During this time, assigned individuals will be allowed to work suppression shifts (nights, Wednesdays, and weekends) on overtime. The hours worked in the Academy (at the 40 -hour rate) will be added to the suppression hours (at the 56 -hour rate). The overtime (i.e., the extra half (.5) time will be calculated at the employee's regular rate of pay based on the weighted average (a.k.a. "blended rate") for work performed in both assignments during the particular work week. Fire holiday cash out will not be affected. Attached hereto as Appendix "A" are sample scenarios designed to demonstrate the intended application of this agreement to the effected employees.
(Side letter 2018-01)
3.21.7.2 In the event either party discovers a material mistake as to fact in the calculation formula applied, said party may request a meet and confer with the other to seek to remedy the error. The parties shall meet as soon as practicable and in good faith once such a request is made by a party.
(Side Letter 03-09-18)
3.21.7.3 It is understood there is no guarantee that physical fitness time will be available during this time period. There may be times when the afore -stated employee(s) will be able to participate in physical fitness with the new recruits, but this will be dependent on scheduled activities.
(Side Letter 03-09-18)
3.21.8. In order to facilitate an administrative non -shift assignment, Local 2020 and the City agree to implement the following changes to the 40 -hour week schedule related to work performed by employees who are designated in an acting capacity by the Fire Chief or his/her designee at the administrative level.
3.21.8.1. Suppression personnel assigned in an administrative non -shift capacity may be converted to a 40 -hour work week allowing for a 4/10 work schedule with a one -hour break for lunch, during the term of the assignment. Such conversion must begin at the start of a pay period and last the entire duration of the pay period. During this time, assigned individuals will be allowed to work suppression shifts outside the 4/10 work schedule on overtime.
3.21.8.2. The hours worked while serving in an administrative non -shift capacity (at the 40 -hour rate) will be added to the suppression hours (at the 56 -hour rate). The overtime (i.e., the extra half (0.5) time) will be calculated at the employee's regular rate of pay based on the weighted average (a.k.a. "blended rate") for work performed in both assignments during the particular work week. Fire holiday cash out will not be affected. Attached hereto COMPENSATION, WORK HOURS AND PREMIUM PAY PAGE 3-9
LOCAL 2020 MOU CY 2022-23
as Appendix "A" are sample scenarios designed to demonstrate the intended application of this agreement to the affected employees.
3.21.8.3. In the event either party discovers a material mistake as to fact in the calculation formula applied, said party may request a meet and confer with the other to seek to remedy the error. The parties shall meet as soon as reasonable and in good faith once such a request is made by a party. The parties agree that any mistakes will be corrected whether the acting employee is overpaid or underpaid. The parties further agree to work reasonably with one another to correct any mistakes.
3.21.8.4. Physical fitness time will be available during this time period and shall be coordinated with the supervisor.
(Side letter 2019-02)
3.21.9. Personnel classified as an ARFF qualified Fire Prevention Officer I/11 shall be allowed to work ARFF suppression shifts outside of their regular work schedule on an overtime basis, as needed. Regularly assigned suppression members shall have the right of first refusal for said overtime work.
3.21.9.1. The overtime rate for these members working in suppression assignments will be calculated at the employee's regular rate of pay based on the weighted average (a.k.a. "blended rate") for work performed in both assignments during the particular work week.
3.21.9.2. In the event either party discovers a material mistake as to fact in the calculation formula applied, said party may request a meet and confer with the other to seek to remedy the error. The parties shall meet as soon as reasonable and in good faith once such a request is made by a party. The parties agree that any mistakes will be corrected whether the acting employee is overpaid or underpaid. The parties further agree to work reasonably with one another to correct any mistakes.
(Side letter 2020-02)
COMPENSATION, WORK HOURS AND PREMIUM PAY PAGE 3-10
LOCAL 2020 MOU CY 2022-23
CHAPTER 4. RETIREMENT
4.1 CaIPERS
4.1.1 Safety retirement benefits shall be provided to the following full-time classifications:
• ARFF Specialist 1
• ARFF Specialist II
• Fire Captain
• Fire Engineer
• Fire Fighter
• Fire Fighter in Training
• Fire Inspector!
• Fire Inspector II
• Fire Prevention Officer 1
• Fire Prevention Officer!!
(Side letter 2020-01)
4.1.2 The City has amended its California Public Employees' Retirement System (CaIPERS) contract to provide the CaIPERS Section 21024 Military Service Credit as Public Service benefit.
4.1.3 The City shall provide unit members with the fourth level 1959 survivor benefit and the CaIPERS credit for unused sick leave benefit (see Section 9.1).
4.1.4 For those unit members in the employ of the City prior to July 1, 2011, the City shall provide the 3% at 50 CaIPERS retirement formula based on the single highest year (one-year final compensation) retirement formula. The City shall also provide the Employer Paid Members Contribution (EPMC) benefit by Resolution to those unit members in the employ of the City prior to July 1, 2011, with the benefit resulting in the City reporting to CaIPERS the nine percent (9%) EPMC as special compensation.
(MOU 12-06-11)
4.1.4.1 Effective January 24, 2015, pursuant to Government Code §20516(f), Tier 1 Unit Members shall contribute two percent (2%) of compensation towards the employer's mandated CaIPERS contribution, which shall be in accordance with Section 414(h)(2) of the Internal Revenue Code whereby the employee contributions shall be tax deferred. (Side Letter 07-02-15)
RETIREMENT PAGE 4-1
LOCAL 2020 MOU CY 2022-23
4.1.4.2 Effective upon ratification pursuant to Government Code §20516(f), Tier I Unit Members shall contribute an additional five percent (5%) for a total of seven percent (7%) towards cost -sharing of the employer's mandated CaIPERS contribution. That is, Tier I members shall contribute 7% towards the employer mandated contribution and the City shall contribute 9% towards the Employer Paid Member Contribution (EPMC). The members' contribution shall be in accordance with Section 414(h)(2) of the Internal Revenue Code whereby the employee contributions shall be tax deferred.
In the event any or all contributions made by the City to the Employer Paid Member Contribution (EPMC) are reduced or eliminated, the agreement under 20516(f) for contributions to the employer rate shall simultaneously be reduced by a commensurate percentage or terminate.
(MOU 06-04-19)
4.1.4.3 Effective January 18, 2020, pursuant to Government Code §20516(f), Tier I Unit Members shall contribute an additional four percent (4.0%) for a total of eleven percent (11.0%) towards cost -sharing of the employer's mandated CaIPERS contribution. That is, Tier I members shall contribute 11% towards the employer mandated contribution and the City shall contribute 9% towards the Employer Paid Member Contribution (EPMC). The members' contribution shall be in accordance with Section 414(h)(2) of the Internal Revenue Code whereby the employee contributions shall be tax deferred In the event any or all contributions made by the City to the Employer Paid Member Contribution (EPMC) are reduced or eliminated, the agreement under 20516() for contributions to the employer rate shall simultaneously be reduced by a commensurate percentage or terminate.
(MOU 06-04-19)
4.1.5 The City shall provide the 3% at 55 CaIPERS retirement benefit for those classic unit members hired on or after July 1, 2011, based on 36 consecutive months of employment (three- year average highest compensation) retirement formula, with the employees required to pay nine percent (9%) of CaIPERS retirement -related costs. The nine percent (9%) costs paid by the employee shall be done in the following method pursuant to Government Code § 20516, and in particular, subsection (f) which allows for cost sharing contracts that are inconsistent with Section 20516(a) (requiring that the cost sharing be uniform with respect to all members in the Fire Fighter classifications). Therefore, as to classic safety unit members hired on and after July 1, 2011 only, such new hires shall contribute six percent (6%) of compensation toward the employer's mandated CaIPERS contribution made on behalf of its safety employees.
Additionally, said new hires shall also contribute three percent (3%) of their compensation to CaIPERS, as and for the employee designated member contribution to the retirement system.
From July 1, 2011 through March 7, 2015, the City shall not report the value of the six percent (6%) EPMC as special compensation for those members hired after July 1, 2011. Effective March 7, 2015, the City shall begin reporting the value of the six percent (6%) EPMC as special compensation for those classic members hired after July 1, 2011. (Side Letter 07-02-15)
RETIREMENT PAGE 4-2
LOCAL 2020 MOU CY 2022-23
4.1.5.1 Effective upon ratification, pursuant to Government Code §20516(f), Tier II Unit Members shall contribute an additional three percent (3%) towards cost -sharing of the employer's mandated CaIPERS contribution for a total of twelve percent (12%). That is, members shall pay 9% towards the employer contribution and 3% on the Employee's contribution fora total of 12%.
In the event any or all contributions made by the City to the Employer Paid Member Contribution (EPMC) are reduced or eliminated, the agreement under 20516() for contributions to the employer rate shall simultaneously be reduced by a commensurate percentage or terminate.
(MOU 06-04-19)
4.1.6 In addition, said six percent (6%) contribution paid by the member toward the employer's mandated CaIPERS contribution shall be in accordance with Section 414(h)(2) of the Internal Revenue Code whereby the employee contributions shall be tax deferred. (MOU 02-15-11)
4.1.7 As defined under the Public Employee Pension Reform Act (PEPRA), public safety "non -classic" employees (aka new members) hired on or after January 1, 2013 shall be covered under the CaIPERS 2.7% at 57 retirement benefit, based on 36 consecutive months of employment (three-year average highest compensation), and the employees shall pay fifty percent (50%) of the total "normal" cost of the benefit (as determined by CaIPERS annually), through a payroll deduction. Eligibility for other benefits provided to classic employees under this MOU through CaIPERS (as stated above) shall be determined by the provisions of PEPRA for "non -classic employees" aka new members.
4.1.8 (Side Letter 07-02-15) City agrees to amend the contract with CaIPERS to allow for the Post Retirement Survivor Allowance. As a result of implementing this retirement benefit, both parties agree to a corresponding reduction of $39.14 a month to the City's post -employment health plan benefit contribution that the employee receives, which is in recognition of paying for the cost of this benefit enhancement.
(MOU 2-05-08)
4.2 Deferred Income
4.2.1 The City will provide a deferred compensation plan to employees. (MOU 2-19-05)
RETIREMENT PAGE 4-3
LOCAL 2020 MOU CY 2022-23
CHAPTER 5. INSURANCE
5.1 General Eligibility
(See Municipal Code Section 2-10.01 through 2-10.07)
5.1.1 A new employee shall be eligible for life insurance, disability, and sick leave with his/her first day of employment.
(MOU 1-1-76)
5.2 Disability Insurance
5.2.1 A disability insurance program shall continue to be provided through Local 2020, with employees continuing to pay the entire premium themselves. (MOU 2-22-03)
5.3 Health Insurance
5.3.1 A new full-time employee shall be eligible to enroll for health insurance upon his/her first day of employment. The effective date of coverage may vary for new employees based upon required earnings/premium deductions in the month prior to the benefit commencing. (MOU 2-19-05)
5.3.2 The City will contribute the Minimum Employer Contribution (MEC) as required by the Public Employees' Medical and Hospital Care Act (PEMAHCA) per month per employee to be used solely toward City -sponsored health benefits. For 2022, the MEC is $149.00 per month. (MOU 03-02-22)
5.3.3 Effective after ratification by the City Council, the pro -rated monthly optional medical insurance contribution, regardless of the health plan chosen, shall be:
Employee Only
Employee + 1
Employee & Family
$ 575.00
$1,175.00
$1,52500
(MOU 03-02-22)
5.3.3.1 Effective December 17, 2022, the pro -rated monthly optional medical insurance contribution, regardless of the health plan chosen, shall be:
Employee Only
Employee + 1
Employee & Family
$ 604.00
$1,234.00
$1,601.00
(MOU 03-02-22)
5.3.3.2 Effective December 16, 2023, the pro -rated monthly optional medical insurance contribution, regardless of the health plan chosen, shall be:
Employee Only
Employee + 1
Employee & Family
$ 634.00
$1,296.00
$1,681.00
(MOU 03-02-22)
INSURANCE PAGE 5-1
LOCAL 2020 MOU CY 2022-23
5.3.4 The City shall provide a pro -rated cash -in -lieu option to those employees hired before January 20, 2019, who do not elect to participate in the PEMHCA medical insurance plan provided they are in compliance with the below stated evidence of coverage provision. If an employee is in a paid status, is eligible to participate in the PEMHCA medical insurance plan and elects the pro -rated cash -in -lieu option, the employee will receive the $460.00 amount on a monthly basis. Effective December 17, 2022, this amount increases to the current year's employee only health insurance contribution amount. Employees hired on or after January 20, 2019, will not be eligible for the cash -in -lieu option. (MOU 03-02-22)
5.3.4.1 To establish eligibility for the cash -in -lieu option, employees who do not elect to use the City -sponsored medical benefits shall provide evidence of major medical insurance coverage and sign a City provided form certifying that they have other continuing major medical insurance coverage in compliance with Federal and State law and regulations. Once eligibility has been established, to maintain continued eligibility to receive the cash -in -lieu option employees shall provide said documents prior to January 31st on an annual basis, or as requested by the City. The employee must notify the City within 30 days of the loss of other minimum essential coverage. The cash -in -lieu option shall no longer be payable, if the employee and family members cease to be enrolled in other minimum essential coverage. (MOU 06-04-19)
5.4 Life Insurance
5.4.1 The City will pay life insurance premium benefits for all employees of $3.64 bi-weekly for single employees to a maximum of $20,000 coverage and $0.38 cents bi-weekly for dependents. Any increase in premiums will be shared 75% by the City and 25% by the employee.
(MOU 1-5-99)
5.5 Dental lnsurance
5.5.1 The City shall provide a dental insurance program and cover the cost of premiums for all employees and family.
(MOU 2-22-03)
5.6 Optical Insurance
5.6.1 The City will make available an optical plan for the employees to participate in. Cost of the plan shall be covered by the employee.
(MOU 1-21-97)
5.7 Post -Employment Health Plan
5.7.1 The City has agreed to contribute twenty-three dollars and eight cents ($23.08) per pay period toward a post -employment health plan for employees. (MOU 03-02-22)
INSURANCE PAGE 5-2
LOCAL 2020 MOU
CHAPTER 6. UNIFORMS AND EQUIPMENT
6.1 Uniform Allowance
6.1.1 The City agrees to provide the following:
CY 2022-23
New
employees in
the Fire Fighter
Unit upon hire
After
successfully
passing (new
hire) probation
(and not a
promotional
probation)
After successfully passing
(new hire) probation (and not
a promotional probation)
Benefit
One-time
$1,000
check
issued
One time $750
check issued
Pro -rated uniform allowance of
twenty-eight dollars and eighty
four cents ($28.84) per pay
period
To Be Used For
Initial
uniform
purchase
Costs associated
with the purchase
of uniforms
including the
Class A uniform
required at the
end of new hire
probation
This allowance is for complete
uniform maintenance and
normal replacement
(MOU 01-21-14)
6.1.2 An exception to the above may be made when a new employee promotes into an eligible classification prior to the end of his/her initial (new hire) probationary period. In this exception, an employee may be reimbursed $750 for the purchase of uniforms at the successful completion of a minimum of 26 pay periods from the date of hire and upon having successfully passed probation.
(MOU 01-21-14)
6.2 Uniforms Damaged
6.2.1 Employees of the Fire Department are required to engage in hazardous activities in the course of their employment possibly damaging or destroying personal property. The employee's supervisor will complete a report and submit it through the chain of command, explaining the details of why the uniform was damaged during an emergency incident and why it was unavoidable. If a uniform is damaged or destroyed during an emergency incident, and if the integrity of the garment has been compromised and cannot be repaired or cleaned (as determined by management), the uniform will be replaced by the City. If the damage was caused by a careless act or a non -hazardous activity at the fault of the employee, the uniform replacement cost will be the responsibility of said employee. (MOU 02-19-13)
UNIFORMS AND EQUIPMENT PAGE 6-1
LOCAL 2020 MOU CY 2022-23
6.2.2 Employees should refrain from wearing, during the normal course of their duties, valuable and expensive personal property as replacement cost may not fully compensate for the loss of the item in question. The maximum replacement cost for prescription glasses shall be two hundred dollars ($200) and seventy-five dollars ($75) for all other personal property. (MOU 2-05-08)
6.3 Auxiliary Gear
6.3.1 Auxiliary gear will be provided to employees pursuant to departmental policy. Should the department desire to modify or amend the existing policy, the City agrees to meet and confer with representatives of Local 2020.
(MOU 2-19-05)
6.4 Other Equipment
6.4.1 The City will provide and replace as required, and maintain the following:
6.4.1.1 Necessary cooking, food refrigeration, and housekeeping equipment, including cooking, and eating utensils.
6.4.1.2 Necessary community linen supplies, including laundry supplies, washing machine and dryer.
(MOU 03-02-22)
6.4.1.3 Bed linens and blankets.
(MOU 1-1-91)
6.4.1.4 The City shall continue to provide basic over-the-counter medication consistent with practice and shall not be held liable for any adverse reactions to the medications by the employees as a result of using such over-the-counter medication. Employees are advised to consult with his/her physician before taking any medication. (MOU 03-03-15)
UNIFORMS AND EQUIPMENT PAGE 6-2
LOCAL 2020 MOU
CHAPTER 7. SPECIAL PROVISIONS
7.1 Rules and Regulations
CY 2022-23
7.1.1 Reasonable rules and regulations specific to wages, hours and working conditions shall be established by the Fire Chief working in cooperation with the Local 2020 Executive Board (E -Board). The purpose of the collaborative effort shall be to clarify and establish consistent practices.
(MOU 06-04-19)
7.1.2 The Fire Chief and the Local 2020 E -Board shall meet regularly and expeditiously to complete their work within a reasonable time.
(MOU 02-15-11)
7.1.3 Time spent by Local 2020 members attending meetings with City and/or Fire Management on their regularly scheduled work shifts shall be recognized as hours worked. (MOU 02-15-11)
7.1.4 In the event of differing opinions, the Fire Chief shall exercise management prerogative in determining final policies, provided that the Fire Chief and Local 2020 shall fulfill the obligation to meet and confer as required.
(MOU 1-17-95)
7.2 Department Guidelines
7.2.1 The Fire Chief may include Local 2020 to develop and utilize the Department Guidelines, as it pertains to emergency and non -emergency operations. The Fire Chief, at his/her discretion, may include designated committees of Local 2020 to participate in additions, deletions, or modifications to those items in the manual pertaining to emergency operations. (MOU 06-04-19)
7.2.2 Generally, standard operating guidelines (SOGs) contained within the manual shall serve as guidelines by which employees shall perform their duties. (MOU 06-04-19)
7.4 Residency Requirement
7.4.1 The City agrees to eliminate the residency requirement of having all Fire Fighters live within a 30 -minute response time of any fire station.
(MOU 1-1-91)
7.5 Changing Employee Representation Groups
7.5.1 Any time an employee changes from one employee group to another, that employee will be covered by the provisions of the MOU regarding the new employee group if applicable and the employee gives up any claim to the MOU provision of the employee's old group. (MOU 2-05-08)
SPECIAL PROVISIONS PAGE 7-1
LOCAL 2020 MOU CY 2022-23
7.6 Probation
7.6.1 New Probation
7.6.1.1 A new or re-employed employee in a full-time position shall be placed on probation for twenty-six (26) consecutive pay periods from the date of appointment. Periods of time on unpaid leave exceeding five (5) days (consecutive or not) shall automatically extend the probationary period by at least that number of days the employee is on unpaid leave. (MOU 06-04-19)
7.6.2 Promotional Probation
7.6.2.1 A full-time employee shall be placed on promotional probation for twenty-six (26) consecutive pay periods from the date of promotion. Periods of time on unpaid leave exceeding five (5) days (consecutive or not) shall automatically extend the probationary period by at least that number of days the employee is on unpaid leave. (MOU 06-04-19)
7.7 Move Up
(See CAM 77-3.1)
7.7.1 A five percent (5%) differential in salary shall be allowed for those personnel who are assigned to perform a full range of duties above their classification for twenty-four (24) consecutive work hours. The employee working in a higher classification shall be compensated back to and including the first day he/she worked in the higher classification. (MOU 03-02-22)
7.7.2 At the end of an employee's assignment to the higher class, the employee shall have the right to return to his/her former class. A move up shall not exceed a period of four (4) months. (MOU 1-1-91)
7.8 Union Business
7.8.1 The City recognizes the importance of union business and will allow employees who are members of the Executive Board or their designated representatives of the Local 2020 to conduct union business on paid City time for negotiations and grievance resolution. No union business, unless specifically authorized by the Fire Chief, shall be conducted during normal work hours, i.e., 0800 to 1700 hours, except employee lunch periods and breaks. (MOU 06-04-19)
7.8.2 Local 2020 shall notify the Fire Chief or his/her designee at least three (3) days in advance of any regular or special meeting, and at least one (1) day in advance of any emergency meeting, for any meeting conducted within City facilities. There shall be no more than one regular meeting per month. Notice of emergency meetings shall include the reasons why such meetings are emergency meetings. All meetings shall be conducted outside the normal "workday." The City will allow out -of -district meetings for on -duty personnel for up to three (3) hours, unless otherwise approved by a Chief Officer.
(MOU 02-24-01)
SPECIAL PROVISIONS PAGE 7-2
LOCAL 2020 MOU CY 2022-23
7.8.3 The Association will be provided with a paid leave bank of a maximum of 240 hours per year. Only Association officers or bargaining team members may draw from the bank.
Requests to use the time from the time bank must be made reasonably in advance of the use.
Approval is subject to operational necessity of the department and normal time off approval processes. Time bank hours can be used for Local 2020 operational needs including but not limited to Association training, meetings, and ancillary business. The Chief has the sole discretion to approve additional leave beyond the 240 -hour bank. (MOU 03-02-22)
7.9 Elimination of Fire Service
7.9.1 If the fire service function of the Santa Maria Fire Department is merged into another agency or if another agency assumes said function, then prior to such action, the City shall meet and confer with Local 2020 concerning the effects of such action. (MOU 1-1-91)
7.10 Access to Facilities
7.10.1 The City agrees that representatives of the Local 2020, regional representatives, or international representatives, with the prior authorization of the Fire Chief or his/her designee, shall have reasonable access to fire stations or the fire classroom after normal working hours to conduct union business providing such visits will not interfere with the conduct of normal City business and employees' work. Such request for use of facilities shall be made in writing at least three (3) days in advance of the proposed use.
(MOU 1-17-95)
7.11 Bulletin Boards and Electronic Notices
7.11.1 Local 2020 shall be authorized to maintain bulletin boards at each fire station for the posting of Association related business. Bulletin boards shall be identified with the name of the Association and the Association may designate persons responsible for such boards. All notices shall be professional in nature and in good taste.
(MOU 06-04-19)
7.12 Copy Machines
7.12.1 The City shall allow the Association's Executive Board or a designated representative to use the copy machine located in Fire Administration, provided that:
7.12.1.1 To protect confidentiality of copied materials, Association members shall be authorized to operate the copy machine.
7.12.1.2 Requests for copies shall be limited to running copies of official Association business notices and related material. No personal materials shall be copied.
7.12.2 The Fire Administration photocopy machine may be used, with prior notice to Fire Administration, for the copying of small quantities provided that the Association supplies its own paper and pays three cents ($.03) per copied page. Should the Association use City paper for copying Association materials, the Association will pay the standard copy rate established SPECIAL PROVISIONS PAGE 7-3
LOCAL 2020 MOU CY 2022-23
through the City's User Fees (currently $.25/pp) The copy machine shall be made available for use during regular business hours only.
(MOU 03-02-22)
7.13 Communications and Computer Systems
7.13.1 The Association shall be permitted the use of the Fire Department telephone to transmit to members of the Association items of importance concerning the Association after normal working hours. No long-distance calls will be made unless the Association is using its own calling card. The City agrees to allow the Association access to any Fire Department computer system, so long as its use does not interfere with normal work activities of Fire Department personnel. The Association and its members may use the Fire Department's computer system only for purposes of communicating factual information to its members and may not be used to communicate derogatory information regarding the City and/or its employees. The Association shall be allowed the use of the interoffice mail and voice mail system for brief informational notices after normal working hours. However, unit members shall be permitted to use communication and computer systems for time sensitive issues that require immediate attention.
(MOU 03-03-15)
7.14 Printing of Contract
7.14.1 The City agrees to provide Local 2020 with an e -file copy of this MOU. (MOU 06-04-19)
7.15 Americans with Disabilities Act
7.15.1 The City and Local 2020 acknowledge the passage of the Americans with Disabilities Act (ADA). It is agreed that the City shall take all necessary actions to comply with the provisions of this act. If necessary, sections of this MOU and/or the City personnel rules may be suspended in order to achieve compliance.
7.15.2 The City has the legal obligation to meet with the individual employee to be accommodated before any adjustment is made in working conditions. Local 2020 will be notified of proposed accommodations prior to implementation by the City. Prior to disregarding any provision of the MOU in order to undertake required accommodations for an individual protected by the ADA, the City will provide Local 2020 with written notice of its intent to disregard the provision and will allow Local 2020 the opportunity to meet and consult regarding alternatives to disregarding any provision of the agreement.
(MOU 1-17-95)
7.16 Condition of Employment
7.16.1 Employees hired after January 1, 1997 shall be non -tobacco users. All job bulletins shall specify that only non -tobacco users need apply. New employees hired under this non - tobacco provision shall be required to sign a statement affirming that, as a condition of continued employment, he/she shall refrain from using tobacco products. An employee may be disciplined and/or dismissed for good cause if he/she begins using tobacco products. (MOU 1-21-97)
SPECIAL PROVISIONS PAGE 7-4
LOCAL 2020 MOU CY 2022-23
7.17 Occupational Wellness Program
7.17.1 Reasonable rules and regulations shall be established by the Fire Chief working in cooperation with a designated committee made up of three representatives of Local 2020, two Fire Management representatives, and a Risk Management representative. The purpose of this committee is to establish and implement a mandatory wellness and physical fitness program. (MOU 06-04-19)
7.17.1.1 The committee shall meet on a regular interval in order to establish guidelines and to define the parameters and desired results for the program. The committee shall also be tasked with monitoring the operations of the program and act as primary liaison to the Fire Chief pertaining to program issues.
7.17.1.2 The basic components to this program will be determined by the committee. (MOU 2-05-08)
7.18 Paramedic Program
7.18.1 Should the City decide to establish a paramedic program, the City and Local 2020 agree to meet and confer regarding negotiable impacts of the program. (MOU 2-22-03)
7.19 Examination Process
7.19.1 The City agrees to meet with Local 2020 to discuss the promotional examination process.
(MOU 2-22-03)
7.20 Meal Contribution
7.20.1 Employees are required by the City as a condition of employment to contribute financially to meals in the Fire Station at a charge equal to the value of the meal irrespective of whether the employee chooses to eat the meal. Employees shall be solely responsible for any financial or tax liability regarding this provision. Accordingly, the City shall be held harmless from any such liability. The City also shall not be responsible for maintaining any records or providing administration regarding this provision.
(MOU 03-03-15)
SPECIAL PROVISIONS PAGE 7-5
LOCAL 2020 MOU CY 2022-23
CHAPTER 8. PAY PRACTICES
(See Municipal Code Section 2-20.06 and CAM 72-3 and CAM 72-6)
8.1 Payroll Step Plan
8.1.1 There shall be a minimum of one (1) year between each step in the pay plan. (MOU 1-1-76)
8.2 Payroll and Pay Period
8.2.1 Payrolls shall be included in a register of audited demands and be presented to the Council at their next meeting for ratification and approval. There shall be attached thereto an affidavit certifying as to their accuracy and availability of funds for payment thereof, signed by the Director of Finance or his/her designee, who shall have executed an official bond to the City in an amount equal to that of the Director of Finance covering the faithful performance by such officer of the duties of his/her office.
(MOU 06-04-19)
8.2.2 The City will implement its current bi-weekly payroll system for pay and the deposit every other Friday and provides for the employees' checks to be automatically deposited in local banks, savings and loan, or credit unions, as chosen by the employee. Employees' checks will be deposited with the appropriate bank, etc. by noon of the pay day. (MOU 1-1-79)
8.3 "Y" Rate
(See Municipal Code Section 2-38.a)
8.3.1 Performance -related "Y" rating shall be when an employee who is not performing up to the established standards set for his/her job may be "Y" rated, so that he/she would not receive their next salary range step increase. If and when his/her performance comes up to the standard level, he/she would then have the "Y" rating removed.
(MOU 2-19-05)
(Resolution 3112, 1-1-71)
PAY PRACTICES PAGE 8-1
LOCAL 2020 MOU
CHAPTER 9. LEAVE PROVISIONS
9.1 Sick Leave
CY 2022-23
(See Municipal Code Section 2-20.21)
9.1.1 Accumulation of Sick Leave
9.1.1.1 Shift employees accumulate sick leave at the rate of 12.9 hours per month with no maximum accumulation.
(MOU 1-1-76)
9.1.1.2 Non -shift employees accumulate sick leave at the rate of eighty-eight (88) hours annually with no maximum accumulation.
(AMENDED MOU 2-22-03)
9.1.1.3 Full-time employees are eligible to use sick leave as it is accumulated and may be required to submit satisfactory proof of the necessity for sick leave. (MOU 01-21-14)
9.1.2 Permitted Uses of Sick Leave
9.1.2.1 Sick Leave may be applied to:
9.1.2.1.1 An absence necessitated by employee's personal illness, injury, or disability due to pregnancy or childbirth.
9.1.2.1.2 Medical, dental, or optical examination or treatment.
9.1.2.1.3 Absence due to exposure to a contagious disease off duty when quarantine is imposed by health authorities or when it is determined by a physician designated by the City that the presence of the employee on duty would endanger the health of others.
(MOU 1-1-91)
9.1.2.1.4 Up to 77.4 hours per payroll calendar year per shift employee may be used for "Family Illness" leave charged to sick leave. Up to forty-four (44) hours per payroll calendar year per non -shift employee may be used for "Family Illness" leave charged to sick leave. "Family Illness" in this regard shall be defined consistent with State and Federal law. Family Illness may also be used by an employee when s/he is responsible (primary care giver) for the care of said family member and said member is seeking medical, dental, or optical treatment. A shift employee may carry over from one payroll calendar year to the next up to a maximum of 18.6 hours of unused family illness leave. At no time shall a shift employee have available more than 96 hours of family illness leave per calendar year.
(MOU 06-04-19)
LEAVE PROVISIONS PAGE 9-1
LOCAL 2020 MOU CY 2022-23
9.1.2.1.5 Illness while on paid vacation will be charged to sick leave rather than vacation only under the following conditions:
9.1.2.1.5.1 The illness or injury of the employee was of a nature that would preclude the effective use of vacation and would prevent the employee from performing his/her normal duties.
9.1.2.1.5.2 The employee must notify his/her supervisor within four (4) calendar days of the beginning of the illness or prior to the end of his/her vacation leave, whichever is sooner, to request that his/her illness on vacation be charged to sick leave.
9.1.2.1.5.3 Upon the employee's return to work, the employee may be required to furnish the department with a certificate signed by a licensed physician or registered nurse stating the period of disablement. (MOU 2-22-03)
9.1.3 Prohibited Uses of Sick Leave
9.1.3.1 Sick leave shall not be applied to absence caused by illness or injury to a member of the employee's family except as provided in Section 9.1.2.1.4, above. (MOU 1-1-91)
9.1.3.2 Sick leave is a benefit to be used for verifiable personal illnesses or as provided in Section 9.1.2. above. Employees shall not engage in nor condone misuses of this benefit. (MOU 1-17-95)
9.1.4 General Provisions
9.1.4.1 In any use of sick leave, an employee's account shall be charged to the nearest half hour.
(MOU 1-17-95)
9.1.4.2 An employee may be required to furnish a certificate issued by a licensed physician or registered nurse or other City approved evidence of illness, injury, or medical condition, or medical or dental office calls when the department has notified the employee in advance of such a requirement or when the employee has been under the care of a physician.
(MOU 1-1-91)
9.1.4.3 The City's sick leave incentive program will compensate employees at the rate of 50% for all accrued sick leave beyond 384 hours to a maximum of 1,600 hours when the employee leaves City service upon regular retirement, disability retirement, or death. For example, should an employee have 1,800 hours of sick leave accrual, the maximum amount eligible to be cashed out would be 608 hours (1,600 minus 384 = 1,216 @ 50%). (MOU 2-15-11)
LEAVE PROVISIONS PAGE 9-2
LOCAL 2020 MOU CY 2022-23
9.1.4.3.1 Unused sick leave at time of retirement, for which there is no compensation or remuneration at all to the employee, would be converted to additional service credit at the rate of 0.004 years of service credit for each full day, i.e., 250 days of sick leave for one additional year of service credit. Sick leave hours will be converted to days in the following manner: the unused hours of sick leave for which there is no compensation or remuneration will be divided by eight (8). Any fraction of a day will not be counted toward service credit. There is no limit on the amount of accumulated sick leave that can be converted to service credit.
PERS rules mandate that this benefit shall apply to members whose effective date of retirement is within four months of separation from employment and who retire after the effective date of this benefit in the agency's contract. The effective date of this benefit will depend upon PERS requirements and time needed for completion.
(MOU 1-21-97)
9.1.4.3.2 The City shall retire an employee prior to the exhaustion of sick leave in conjunction with an industrial or non -industrial injury upon a determination that the employee's condition is permanent and stationary for disability retirement purposes. The employee's unused sick leave shall be compensated pursuant to the terms of the City's sick leave incentive program as described above. These provisions are intended to contravene Government Code Section 21025.2 insofar as it provides that an employee's disability retirement will not commence until all sick leave benefits are exhausted.
(MOU 02-05-08)
9.1.5 The city will pay an amount equivalent to 100% of an employee's accrued sick leave, up to a maximum of 84 shifts (2,016 hours), to the employee's beneficiary when an employee's death results from personal injury sustained in the line of duty, which qualifies the employee's beneficiary to Public Safety Officers death benefits under the "Public Safety Officers Benefits Act of 1976".
(MOU 03-02-22)
9.2 Bereavement Leave
9.2.1 Up to four (4) shifts per calendar year per employee may be used for family bereavement leave charged to sick leave for anyone related to the employee by blood or marriage within the fourth degree of consanguinity. For family members within the first degree of consanguinity, bereavement leave may be used per occurrence. (MOU 03-02-22)
LEAVE PROVISIONS PAGE 9-3
LOCAL 2020 MOU CY 2022-23
9.3 Unauthorized Absence — Automatic Termination
(See CAM 77-9)
9.3.1 Any employee absent from his/her position for more than three working days, without notification or prior permission of his/her department head, may be considered to have automatically terminated his/her employment with the City; and therefore, does not have rights of appeal. However, prior to separation from employment, the City shall serve a Notice of Intent upon the employee, by personal delivery or by depositing said notice in the U.S. Mail. The employee has five (5) calendar days from personal service, or eight (8) calendar days from the date of mailing, to request an informal hearing before the City Manager or his/her designee. The employee may respond verbally or in writing, prior to the automatic termination provision being invoked. At this meeting, the employee will be allowed to provide written and/or oral information concerning, but not limited to:
(MOU 03-03-15)
9.3.1.1 Whether or not the employee obtained prior permission for their absence; or (MOU 03-03-15)
9.3.1.2 Any other circumstances that would excuse the failure of notification of the absence. The final determination will be based upon the reasons furnished by the employee to the appointing authority for not having obtained prior permission. If the employee fails to provide a valid reason for the absence, the determination of the appointing authority shall be final.
(MOU 06-04-19)
LEAVE PROVISIONS PAGE 9-4
LOCAL 2020 MOU
CHAPTER 10. VACATION
10.1 Accumulation of Vacation
(See Municipal Code Section 2-20.19 and CAM 71-5)
10.1.1 The following vacation schedule shall be instituted for shift employees (for example, from the commencement from employment through completion of three full years, 132 annual hours are earned. From the commencement of a seventh year and through completion of a seventh full year of service, the employee earns 156 hours of vacation):
CY 2022-23
Years
0-3
4-6
7 8
9 10-11
12 13
14 15
16 Hours
Earned
Year
132
144
156
168
180
192
204
216
228
240
252
(MOU 02-15-11)
10.1.2 The following vacation schedule shall be instituted for non -shift employees:
Years
0-3
4-6
7 8
9 10-11
12 13
14 15
16 Hours
Earned
Year
80 96
104
112
120
128
136
144
152
160
168
(MOU 02-15-11)
10.1.3 The maximum allowable vacation credit at any one time for a shift employee shall be 480 hours and 336 hours for a non -shift employee. When an employee reaches the maximum allowable vacation credit, no additional vacation credit will be accrued until the vacation balance is below the maximum.
(MOU 12-29-90)
10.1.3.1 Notwithstanding the provisions above, an employee absent due to a work -related injury, receiving Workers Compensation benefits and unable to take vacation, will be paid the excess biweekly vacation accrual at their straight time rate of pay. (MOU 03-02-22)
10.2 General Provisions
10.2.1 Employees may use earned vacation time upon accrual, provided the vacation request is approved by the employee's Chief Officer and the employee has passed probation. (MOU 12-29-90)
10.2.2 In any use of vacation, an employee's account shall be charged to the nearest half- hour.
(MOU 1-17-95)
VACATION PAGE 10-1
LOCAL 2020 MOU CY 2022-23
10.2.3 Vacations may be scheduled for employees insofar as practicable while meeting staffing levels on the basis of employee requests. In cases of conflict among requests, vacation assignments will be made on the basis of seniority. Seniority for vacation scheduling purposes shall be determined by continuous service in the department.
10.2.4 Illness while on paid vacation will be charged to sick leave rather than vacation only under the conditions specified in the Leave Provisions Chapter.
10.2.5 No employee shall be required to return to work for the City in any capacity during the time of his/her paid vacation from the City service, except in cases of emergency.
10.2.6 An employee separating from City service shall be paid for all accrued vacation in a lump sum payment.
(MOU 1-17-95)
10.2.7 Shift employees performing at an overall rating level of at least acceptable or above are eligible to cash -out up to ninety-six (96) hours of vacation at straight time on one occasion, so long as they have (after said cash -out) a minimum vacation balance of at least ninety-six (96) hours on the books per calendar year. Non -shift employees performing at an overall rating level of at least acceptable or above are eligible to cash -out up to forty (40) hours of vacation at straight time on one occasion anytime during the calendar year, so long as they have (after said cash -out) a minimum vacation balance of at least forty (40) hours on the books. (MOU 06-04-19)
10.2.8 An employee utilizing vacation leave shall have the ability to work his or her shift on an overtime basis.
(MOU 03-02-22)
10.3 Constructive Receipt
10.3.1 Employees will receive a cash payment for unused vacation provided they meet the requirement set forth in the applicable provision of the MOU and abide by Section 10.3.2.
10.3.2 Employees have the option to declare their intent to cash out accrued leave under the following conditions in accordance with Internal Revenue Code Section 451:
10.3.2.1 Hours cashed out will be paid at straight time.
10.3.2.2 By December 1 of each year, employees can declare their intent to cash out the leave (or a portion of the leave) they will earn during the following payroll calendar year. For example: elections made by December 1, 2022, shall apply to cash outs in the 2023 calendar year.
10.3.2.3 Employees can choose any pay period(s) during the payroll calendar year to receive the elected cash out; however, the specific pay period must be declared by December 1, and must declare the selected pay period for cash out at the time of election.
10.3.2.4 Elections are final and cannot be rescinded
VACATION PAGE 10-2
LOCAL 2020 MOU CY 2022-23
10.3.2.4.1 Employees must manage their hours to ensure sufficient hours are available for each cash out. If an employee fails to meet the requirement, the employee will not be eligible for that cash out during the year.
10.3.2.4.2 Employees will be eligible for partial cash outs if the full amount of hours elected are not available at the elected time of cash out. For example, if an employee elects to cash out 40 vacation hours during the first pay period in November but only 20 hours are available at that time, 20 hours would be cashed out.
10.3.2.4.3 Employees must complete the City's standardized election form.
10.3.2.4.4 Failure to submit an irrevocable election form by December 1 of each year shall be the same as not electing to cash out leave during the following payroll calendar year.
(MOU 03-02-22)
VACATION PAGE 10-3
LOCAL 2020 MOU
CHAPTER 11. HOLIDAYS
11.1 Holidays Observed
(See Municipal Code section 2-20.20 and CAM 78-2)
11.1.1 Shift employees shall observe the following holidays:
New Year's Day
Lincoln's Birthday
Washington's Birthday
Memorial Day
Independence Day
Labor Day
Columbus Day
Veterans' Day
Thanksgiving Day
Christmas Eve
Christmas Day
New Year's Eve
January 1
February 12
Third Monday in February
Last Monday in May
July 4
First Monday in September
Second Monday in October
November 11
Fourth Thursday in November
December 24
December 25
December 31
CY 2022-23
(MOU 1-1-91)
11.1.2 Shift employees that work on a designated holiday and are held over from the previous shift work must work a minimum of one (1) hour on a holiday to earn Compensatory Time Straight.
(MOU 03-03-15)
11.1.3 Non -shift employees shall observe the following holidays:
New Year's Day
Memorial Day
Independence Day
Labor Day
Thanksgiving Day
The Day After Thanksgiving Day
Christmas Day
11.1.3.1 Non -shift employees will be eligible to receive, on a pro -rated basis (rounded to the nearest half-hour), five additional days (forty [40] hours) of floating holiday time on the first payroll period in the calendar year to be scheduled off by formal request of each individual employee with the approval of the department head. (MOU 12-06-11)
11.1.3.2 Non -shift employees are eligible to cash out up to forty (40) hours of floating holiday time at straight time on one occasion anytime during year term of the MOU. If any floating holiday hours remain on the books at the end of the final payroll period of the calendar year, they will automatically be cashed out at straight time and included in the next payroll check.
(MOU 2-19-05)
HOLIDAYS PAGE 11-1
LOCAL 2020 MOU CY 2022-23
11.1.4 For employees separating service or starting during the calendar year, floating holidays will be pro -rated (rounded to the nearest half-hour) based on the number of full pay periods elapsed or remaining during the payroll year. If an employee, prior to separating service, used more floating holiday time than the pro -rated amount for the payroll year, the excess used floating holiday time will be deducted from vacation leave hours, then if needed, from the employee's final paycheck without the necessity of the City securing a judgment. (MOU 03-03-15)
11.1.5 For any shift employees having any floating holiday hours remain on the books at the end of the final payroll period of the calendar year, they will automatically be cashed out at straight time and included in the last payroll check of the calendar year. (MOU 06-04-19)
11.1.6 General Provisions
11.1.6.1 Unless otherwise indicated in this MOU, shift employees in Local 2020 shall be paid for six pro -rated work shifts effective the last pay period ending in November of each year in recognition of the current payroll calendar year's holidays. This shall constitute full payment for all holidays, with the exception of when a shift employee WORKS on a designated legal holiday, he/she shall be compensated with twelve (12) hours of compensatory time off for each holiday worked.
11.1.6.1.1 If a shift employee exceeds the one hundred -twenty (120) maximum hours of accumulated compensatory time he/she shall automatically receive the holiday time in overtime pay at straight time.
(MOU 03-03-15)
11.2 Proclaimed Holidays
11.2.1 For holidays proclaimed by the Mayor or Mayor pro tempore, (if the Mayor is unable to act by reason of absence or otherwise, or by the acting Mayor, if both the Mayor and Mayor pro tempore are unable to act by reason of absence or otherwise), fire fighters shall receive 1/2 day's extra pay and twelve hours of compensatory time if the holiday is actually worked. (MOU 01-21-14)
11.3 Closing of City Offices
11.3.1 All City offices and departments whose continuous functioning is not essential to the public welfare shall be closed to the public on every Saturday, every Sunday, and every holiday which is City designated. If, however, a department head determines that the functioning of said department is necessary on any such days in order to avoid unreasonable inconvenience to the public, said department head may, with the approval of the City Manager, direct that such department remain open with only such personnel present as he/she finds necessary. (MOU 12-06-11)
HOLIDAYS PAGE 11-2
LOCAL 2020 MOU CY 2022-23
CHAPTER 12. LAYOFF PROCEDURE
12.1 General Purpose
12.1.1 To provide a means by which employees are to be demoted or laid off when a reduction in force occurs.
12.2 Employee Evaluations
12.2.1 Where employee evaluation forms are used, the last regular annual evaluation form shall be used. Employees with a rating of "Unsatisfactory" shall be demoted or laid off first; those with a rating of "Below Average" second; those with a rating of "Satisfactory" third; those with a rating of "Above Average" fourth; and those in the "Outstanding" category last. If more than one employee is in a category, the one with the least seniority shall go first.
12.3 Reduction in Force - Demotion
12.3.1 Except as otherwise provided, whenever there is a reduction in work force, the appointing authority shall first demote to a vacant position or to a part time position (vacant or filled), if any, in a lower class for which the employee is qualified, the employee with less than three years continuous service in that classification, and with the lowest performance rating. For those employees with more than three years of service in the affected classification, the employee with the least continuous City service in that classification shall be demoted first. All persons so demoted shall have their names placed on the classification reinstatement eligibility list.
12.4 Reduction in Force - Layoff
12.4.1 Except as otherwise provided, whenever there is a reduction in work force, the appointing authority shall secondly lay off employees by class, by the affected department.
Those employees with the lowest performance rating and less than three years continuous service in that classification shall be laid off first. For those employees with more than three years of service in the affected classification and department, the employee with the least continuous City service in the affected classification shall be laid off first.
12.4.1.1 Whenever two or more employees with less than three years continuous service in the affected classification have the same performance category ratings, the first to be laid off will be the one with the least seniority. Whenever two or more employees with more than three years continuous service in the affected classification have the same seniority status, the employee with the lowest category performance rating shall be laid off first.
12.4.1.2 Any employee so laid off will be given ten working days notice in writing by the appointing authority. All probationary and regular employees to be laid off shall have their names placed on the City re-employment eligibility list. (MOU 2-05-08)
LAYOFF PROCEDURES PAGE 12-1
LOCAL 2020 MOU CY 2022-23
12.4.1.2.1 NOTICE: The appointing authority shall send written notice to the last known address of each employee affected by a layoff at least ten working days prior to the effective date of the action. The notice shall include the: (a) reason for the layoff; (b) classes to which the employee may demote within the department, if any; (c) effective date of the action; (d) appeal rights of the employee; and (e) conditions governing retention on and reinstatement from re-employment lists.
12.5 Determining Length of Seniority
12.5.1 In determining continuous City service seniority, all uninterrupted employment including periods of authorized leaves of absence, periods of employment prior to a previous layoff, in a full-time position as listed in Schedule II of the Schematic List of Classes and approved in the adopted fiscal budget, shall be counted as continuous City service seniority.
Time served as a part time employee or employment under a federal program, shall not be credited toward seniority for this purpose. In determining classification seniority, all time that an employee has been employed in a particular classification and not within a classification series (e.g., Account Clerk II, Steno Clerk, Maintenance Worker III , etc.) shall be counted as classification seniority.
12.6 Order of Reduction in Force
12.6.1 In a reduction in force situation, the following layoff shall be followed:
12.6.1.1 Probationary employees in reverse order of their classification job performance in the affected classifications.
12.6.1.2 Should there be need for further reduction, regular employees in the affected classifications shall be involuntarily demoted: those with less than three years of service based upon their job performance; those with three years of regular employee service demoted in reverse order of their classification seniority. (MOU 2-05-08)
12.7 Determining Order of Layoff and Demotion for Employees with Identical Seniority and/or Job Performance
12.7.1 Should two or more employees have identical classification seniority and/or job performance, the order of layoff and demotion shall be determined by random selection.
12.7.2 If the seniority of two or more employees in the affected classification is equal, departmental seniority shall be determined.
12.7.2.1 Bumping: An employee designated to be laid off may bump into the next lower classification within the same department if the employee has previously held regular employee status in such classification with the City. An employee who is bumped shall be laid off in the same manner as an employee whose position is abolished. (MOU 2-05-08)
LAYOFF PROCEDURES PAGE 12-2
LOCAL 2020 MOU CY 2022-23
12.7.2.1.1 Employees who have not actually held status in a lower classification shall be allowed to demote to a vacant position or to a position held by a City probationary employee in such lower class but may not bump regular City employees already in the lower classification.
(MOU 2-05-08)
12.7.2.2 Transfer: All efforts will be made by the City to transfer any employee who is to be affected by a reduction in force to another vacant position for which such employee may qualify.
12.8 Reinstatement of Employee Demoted as a Result of a Reduction in Force
12.8.1 Employees who are demoted as a result of a reduction in force shall have their names placed on a classification reinstatement list, in the order of their classification seniority (for those with three or more years in the classification). For those with less than three years of service, their reinstatement will be based upon the performance evaluations. Vacant positions within a classification shall first be offered to employees on this list.
12.9 Re-employment of Employees Laid Off as a Result of a Reduction in Force
12.9.1 Employees who are laid off and who held probationary or regular employee status at the time of layoff shall have their names placed on a re-employment list for classification in which they previously held status and for classifications at the same or lower salary range for which they qualify in the order of their classification seniority (for those with three or more years in the classification). For those with less than three years of service, their reinstatement will be based upon the performance evaluations. Vacant positions in such classifications will be offered to eligibles on the re-employment list who qualify for such vacancies prior to an open or promotional recruitment.
(MOU 2-05-08)
12.9.2 Once a person on a re-employment list is reinstated to a regular position as a result of his/her re-employment rights, his/her name shall be removed from the re-employment list for the classification to which he/she was reinstated and from all re-employment lists for classifications at the same or lower salary range of the classification in which he/she was reinstated. (MOU 1-17-95)
12.10 Duration of Reinstatement and Re-employment Lists
12.10.1 The eligibility of individuals on the reinstatement and re-employment lists shall extend for a period of one year from the date of demotion or layoff. Eligibles not responding to written notification of an opening within ten working days from the date the notice is mailed to them shall have their names removed from either the re-employment or reinstatement lists.
LAYOFF PROCEDURES PAGE 12-3
LOCAL 2020 MOU CY 2022-23
12.10.2 An employee's name may be removed from the reinstatement/re-employment list if any of the following occur:
12.10.2.1 The individual indicates that he/she will be unable to return to employment with the City during the life of the list; or
12.10.2.2 The individual cannot be reached after reasonable efforts have been made to do so. The City shall utilize certified mail or personal delivery when contacting individuals. (MOU 1-17-95)
12.11 Restoration of Benefits Upon Re-employment Following a Reduction in Force
12.11.1 Upon re-employment following a reduction in force, an individual will have the following benefits restored:
12.11.1.1 Prior sick leave accruals.
12.11.1.2 Seniority at time of layoff for purposes of determining merit increases, vacation accruals, and future reduction in force.
12.11.1.3 The salary step paid to an employee who is re-employed shall be equivalent to that which the employee was receiving immediately prior to layoff. If the employee chooses to be re-employed in a classification which has a salary range lower than the classification from which he was laid off, then salary placement will be made at a point either equivalent to his/her salary immediately prior to layoff, or, if the maximum of the salary range of the position to which the employee is to be re-employed is less than the employee's salary immediately prior to layoff, then the employee will receive the maximum of the salary range.
12.12 Obligation to Serve Probationary Period
12.12.1 A person appointed from a re-employment list or classification reinstatement list must serve a new probationary period in order to attain regular employee status if they are appointed to a different classification or are placed in another department. (MOU 2-05-08)
12.12.2 If a person is appointed to a position from a re-employment list which he/she has not previously held, the appointment shall be subject to a probationary period. The person would be eligible for a merit increase after satisfactory completion of six months of employment in the position, subject to the limitations of the salary range.
12.12.3 If the employee should fail to pass probation, his/her name shall be placed back on any re-employment list(s) which the employee had initially been on, prior to his/her appointment into the position.
(MOU 1-17-95)
12.13 Payoff of Accruals Upon Layoff
12.13.1 Laid off employees are to be paid for all accrued holidays, vacation, and overtime when separated as a result of layoff.
LAYOFF PROCEDURES PAGE 12-4
LOCAL 2020 MOU CY 2022-23
12.14 Non -Discrimination in Reduction in Force
12.14.1 Layoffs and demotions which result from a reduction in force shall be made without regard to an employee's race, color, national origin, religion, sex, age, citizenship, or physical handicaps.
12.15 Computing Length of Service
12.15.1 Only continuous time spent in a permanent full-time position shall be computed for seniority rating.
(MOU 1-1-85)
LAYOFF PROCEDURES PAGE 12-5
LOCAL 2020 MOU CY 2022-23
CHAPTER 13. GRIEVANCE PROCEDURE AND DISCIPLINARY APPEALS
13.1 Grievance Procedure and Disciplinary Appeals
13.1.1 The purpose of this chapter is to provide an orderly method for the settlement of a dispute between the City and its employees. Such a dispute shall be defined as a grievance and must be presented within thirty (30) calendar days of the date it occurred or within thirty (30) calendar days of the date the employee could reasonably be expected to have knowledge of the occurrence. An employee may request the assistance of another person of his/her own choosing in preparing and presenting his/her appeal at any level of review. Grievances shall be processed in accordance with the following steps, time limits, and conditions herein set forth:
13.1.1.1 Grievance shall be submitted in writing to the immediate supervisor who shall promptly meet and discuss grievance with the employee and reply within ten (10) calendar days.
13.1.1.2 In the event the decision of the immediate supervisor does not satisfy the grievance, it may be appealed in writing within ten (10) calendar days to the department head who shall within ten (10) calendar days meet and discuss the grievance with the employees.
The department head shall reply within ten (10) calendar days his/her decision and reply in writing.
13.1.1.3 Any appeal of the department heads decision must be made in writing to the City Manager within not more than ten (10) calendar days following the date the employee is informed of the department heads decision. The City Manager shall either act as Hearing Officer in this appeal or appoint a Hearing Officer in his absence. The Hearing Officer shall meet and discuss the grievance with the employee and shall reply at the earliest possible date. The Hearing Officer's decision shall be final.
(MOU 2-22-03)
13.1.1.4 If the employee fails to appeal the decision at any level within the organization within ten (10) calendar days of the decision, the matter will be considered closed and shall not be subject of further appeal.
(MOU 2-22-03)
13.1.2 All grievances shall be submitted on forms provided by the City.
13.1.3 Should the employee or the City at any step of the grievance require additional time to reply within the stipulated time period, the party requiring the additional time shall notify the other party. A thirty (30) day maximum extension is all that will be allowed unless agreed to by both parties.
(MOU 1-1-85)
13.1.4 The above grievance procedures are not to be used for:
13.1.4.1 The procedure is not to be used for achieving changes in wages, hours and working conditions.
GRIEVANCE PROCEDURES AND DISCIPLINARY APPEALS PAGE 131
LOCAL 2020 MOU CY 2022-23
13.1.4.2 The procedure is not to be used to challenge the content of employee evaluations or performance reviews.
13.1.4.3 The procedure is not to be used to challenge the decision to reclassify, layoff, deny reinstatement, or deny a step or merit increase to an employee unless it violates an expressed provision of the MOU or law.
13.1.4.4 This procedure is not to be used in disciplinary cases of oral reprimand, written reprimand, punitive transfer, reduction in pay, demotion, suspension, or termination. (MOU 2-22-03)
GRIEVANCE PROCEDURES AND DISCIPLINARY APPEALS PAGE 13-2
LOCAL 2020 MOU CY 2022-23
CHAPTER 14. MANAGEMENT RIGHTS AND RESPONSIBILITIES
14.1 General Provisions
14.1.1 The City reserves, retains, and is vested with, solely and exclusively, all rights of Management which have not been expressly abridged by specific provisions of this MOU or by law to manage the City, as such rights existed prior to the execution of this MOU. The sole and exclusive rights of Management, as they are not abridged by this agreement or by law, shall include but not be limited to, the following rights:
14.1.1.1 To manage the City generally and to determine the issues of policy.
14.1.1.2 To determine the existence or nonexistence of facts which are the basis of the management decision.
14.1.1.3 To determine the necessity and organization of any service or activity conducted by the City and expand or diminish services.
14.1.1.4 To determine the nature, manner, means, technology, and extent of services to be provided to the public.
14.1.1.5 To determine methods of financing.
14.1.1.6 To determine types of equipment or technology to be used.
14.1.1.7 To determine and/or change the facilities, methods, technology, means, organizational structure, and size and composition of the work force, and allocate and assign work by which the City operations are to be conducted.
14.1.1.8 To determine and change the number of locations, relocations, and types of operations, processes, and materials to be used in carrying out all City functions including, but not limited to, the right to contract or subcontract any work or operation of the City.
14.1.1.9 To assign work to and schedule employees in accordance with requirements as determined by the City and to establish and change work schedules and assignments upon reasonable notice.
14.1.1.10 To lay off employees from duties because of lack of work or funds, or under conditions where continued work would be ineffective or non-productive.
14.1.1.11 To establish and modify productivity and performance programs and standards.
14.1.1.12 To discharge, suspend, demote, reprimand, withhold salary increases and benefits, or otherwise discipline employees for cause.
14.1.1.13 To determine minimum qualifications, skills, abilities, knowledge, selection procedures and standards, job classifications, and to reclassify employees in accordance with this MOU and applicable resolutions and codes of the City.
MANAGEMENT RIGHTS AND RESPONSIBILITIES PAGE 14-1
LOCAL 2020 MOU CY 2022-23
14.1.1.14 To establish reasonable employee performance standards including, but not limited to, quality and quantity standards; and to require compliance therewith.
14.1.1.15 To maintain order and efficiency in its facilities and operations.
14.1.1.16 To establish and promulgate and/or modify rules and regulations to maintain order and safety and health in the City which are not in contravention with this Agreement.
14.1.1.17 To restrict the activity of an employee organization on municipal property and on municipal time except as set forth in this MOU.
14.1.1.18 To take any and all necessary action to carry out the Mission of the Agency in emergencies.
14.1.1.19 Nothing herein shall constitute a waiver of rights guaranteed to the parties under the Meyers-Milias-Brown Act (Govt. Code §3500 et seq.). (MOU 1-17-95)
14.2 Authority of Third -Party Neutral
14.2.1 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 chapter.
14.3 Impact of Management Rights
14.3.1 Where required by law, the City agrees prior to implementation, to meet and confer with the union over the impact of the exercise of a management right upon wages, hours, and other terms and conditions of employment of its members unless the impact consequences of the exercise of a management right upon the union members is provided for in this MOU, Personnel Rules and Regulations, or Departmental Rules and Regulations. (MOU 1-1-85)
14.4 Exchange of Information
14.4.1 The City shall, upon specific request, send to Local 2020 electronic copies of City CAMs (these include Personnel rules and regulations), department policies and all memos addressed to "ALL PERSONNEL" of the Fire Department. In exchange, Local 2020 agrees to provide the City, upon specific request, with electronic copies of the International and Local 2020 Constitution and Bylaws, and any changes to these documents. The exchange of information shall not include confidential information.
(MOU 06-04-19)
MANAGEMENT RIGHTS AND RESPONSIBILITIES PAGE 14-2
LOCAL 2020 MOU
CHAPTER 15. SLOW DOWN, WORK STOPPAGE, OR STRIKE
15.1 Slow Down or Work Stoppage
CY 2022-23
15.1.1 Local 2020 does not condone a slow down or work stoppage by its members or by the union. If a slow down or work stoppage does occur, Local 2020 will immediately call a meeting of its membership to determine the reasons for such action, explain the proper procedure for handling grievances, and then meet with the City's representatives process in an attempt to resolve the issue.
(MOU 06-04-19)
SLOW DOWN, WORK STOPPAGE, OR STRIKE PAGE 15-1
LOCAL 2020 MOU CY 2022-23
CHAPTER 16. EDUCATIONAL INCENTIVE PAY
(See CAM 76-4)
16.1 General Provisions
16.1.1 Upon the approval of the City Manager, educational incentive pay shall be paid in addition to regular pay when education is in addition to the regular requirements of the job specifications and is work -related. An employee may not receive more than a 7.5% increase. (MOU 06-04-19)
16.1.2 The City agrees to provide educational incentive pay upon date of hire for all new employees.
(MOU 2-05-08)
16.2 2.5% Educational Incentive Pay
16.2.1 Employees hired prior to July 11, 2011 shall be eligible to receive a 2.5% educational incentive for having obtained 60 recognized college classroom units or equivalent. For employees hired on or after July 11, 2011, the City will provide a 2.5% educational incentive pay to those employees whom have obtained an AA or AS Degree. (MOU 02-15-11)
16.3 5.0% & 7.5% Educational Incentive Pay
16.3.1 The City will provide a 5% educational incentive pay to those employees that have a B.A. Degree with 120 recognized college classroom units of which 40 units must be upper division course work in a job -related discipline.
16.3.2 The City will provide a 7.5% educational incentive pay to those employees that have a M.A. Degree with 2/3rds of the recognized graduate college classroom units being graduate course work in a job -related discipline.
(MOU 03-03-15)
16.3.3 No unit member shall receive an aggregate of education incentive as prescribed in Section 16.2.1, 16.3.1, 16.3.2 and certification incentive as prescribed in Section 16.5 greater than 7.5%.
(MOU 03-03-15)
16.3.3.1 Example: Fire Fighter has a B.A. Degree and holds a Chief Fire Officer certificate.
Said Fire Fighter is receiving a 5% Educational Incentive under Section 16.3.1. Under Section 16.5.1., a Chief Fire Officer certificate is 5%; however, the Fire Fighter cannot receive an aggregate of greater than 7.5%, thus he/she would receive a total of 7.5% for the B.A. degree and the Chief Fire Officer certificate.
(MOU 03-03-15)
EDUCATIONAL INCENTIVE PAY PAGE 16-1
LOCAL 2020 MOU CY 2022-23
16.4 Additional Benefits
16.4.1 All full-time employees may be eligible for reimbursement up to $850 per calendar year for the cost of tuition, books, travel, and certificates if a grade of "C" or better is obtained. This benefit may also be used for employee -initiated training classes that result in a course completion certificate provided by California State Fire Training or a recognized training organization approved by the Fire Chief. If travel is reimbursed, then provisions in CAM 95-1 must be followed and City Manager approval is required. (MOU 03-02-22)
16.4.1.1 Receipts must be received by the City for processing within 60 days of course completion.
(MOU 01-21-14)
16.5 Certificate Incentive Program
16.5.1 All eligible unit members shall receive Certification Incentive pay beginning upon the ratification of this MOU by the City Council according to the following education incentive pay guidelines:
• Company Officer certificate = 2.5%
• Chief Fire Officer certificate = 5%
• Executive Chief Fire Officer certificate = 7.5%
EDUCATIONAL INCENTIVE PAY PAGE 16-2
LOCAL 2020 MOU
CHAPTER 17. SAFETY
CY 2022-23
17.1 Safety
17.1.1 Local 2020 will actively participate in all phases of an employee safety program which shall provide appropriate controls for dealing with repeated violators of the established safety regulations.
(MOU 1-1-79)
17.1.2 The City shall make reasonable efforts to provide and maintain a safe place of employment. Employees shall be alert to unsafe practices, equipment, and conditions, and report any such unsafe practices, equipment, or conditions to their immediate supervisors. (MOU 1-1-91)
17.1.3 The City shall furnish all equipment which is necessary for employees to perform their job in a safe manner.
(MOU 1-1-91)
SAFETY PAGE 17-1
LOCAL 2020 MOU CY 2022-23
CHAPTER 18. RENEGOTIATION
18.1 Renegotiation
18.1.1 The parties agree to commence the negotiations process within ninety (90) days of this MOU expiration.
(MOU 06-04-19)
18.1.2 The City and Local 2020 agree to meet in a joint Labor/Management Committee to discuss the Fire Fighter in Training classification, the Layoff Procedure and Education Incentive procedures.
(MOU 06-04-19)
RENEGOTIATION PAGE 18-1
LOCAL 2020 MOU CY 2022-23
CHAPTER 19. PRIOR AND EXISTING CONDITIONS
19.1 Prior and Existing Conditions
19.1.1 Except as herein modified, there shall be no change in the wages, hours, or working conditions set forth in this MOU or as specified in the Santa Maria Fire Department (SMFD) DEPARTMENT SENIORITY POLICY dated December 8, 2005, and the SMFD STAFFING AND TIME OFF POLICY dated December 1, 2007, unless changes are made by mutual consent. It is agreed that the appendix to the DEPARTMENT SENIORITY POLICY will be updated periodically in order to reflect the current personnel complement of the department. (MOU 2-05-08)
PRIOR AND EXISTING CONDITIONS - PAGE 19-1
LOCAL 2020 MOU
CHAPTER 20. PRE-EMPTIVE LAWS
20.1 Pre-Emptive Laws
CY 2022-23
20.1.1 In any chapter, article, section, sub -article, sentence, clause, phrase or portion of this MOU or any addition, addendum or exhibit, thereto should be held invalid or unenforceable by operation of law, or by any tribunal or office of competent jurisdiction, or if compliance with or enforcement of any chapter, article, sub -article, sentence, clause, phrase or portion of this MOU should be retained by such tribunal or office, the remainder of this document shall not be affected thereby, and the parties shall enter into the meet and confer process for the purpose of arriving at a mutually satisfactory replacement for such chapter or section. (MOU 2-22-03)
SIGNATURES PAGE 20-1
LOCAL 2020 MOU CY 2022-23
CITY OF SANTA MARIA Local 2020
Andrew Hackleman, Assistant City Manager Matthew Chircop, Local 2020 President Lisa Christensen, HR Consultant III Chad Wennerstrom, Fire Captain Erica Anaya, HR Confidential Tech!! Jeremy Mace, Fire Engineer Christopher Furtado, Fire Engineer
Elijah Coleman, Fire Captain
SIGNATURES PAGE 20-2
Attachment Appendix "A"
City of Santa Maria
Scenarios of Blended OT Rates for Fire
Based on 24 day FLSA work period
First 182 hours paid at straight time.
Hours between 182 & 192 paid at straight time plus half (.5) FLSA regular rate of pay Annual Hours Regular
Eft -weekly Amount Worked Rate OT Reg OT
Description Amount (26 PP) Per Yr of Pay Factor Rate
Fire 56 hr - Shift 2,771.88 72,068.88 2,912 24.75 1.5 37.13 Fire 40 hr - Non -shift 2,771.88 72,068.88 2,080 34.65 1.5 51.98 Note: See Regular Rate of Pay sheet for calculation per FLSA work period (results are same).
Scenario 1s - Assigned to to 56 hr shift; works 10 OT hours between 182 & 192 and 1 hour of 40 -hr assignment AT
Fire 56 -hr Fire 40 -hr
Overtime Rate Calculation: Shift Non -Shift Total
OT Hours Worked 10 1 11
Rate of Pay @ Straight Time 24.75 34.65
Basis for Regular Rate of Pay
(OT worked times Rate of Pay @ ST) 247.50 34.65 282.15
FLSA Regular Rate of Pay @ Straight Time 25.65
(Total Basis for Regular Rate of Pay divided by Total OT hours worked) FLSA (Blendend) OT Rate of Pay @ 1.5 38.48
Half-time (.5) of FLSA Reg Rate of pay to be paid in addition to straight time rate 12.83 Overtime Pay in Dollars
OT Hours Hourly Overtime
Worked Rate Pay
Hrs between 182 - 192 @ .5 FLSA reg rate of pay 10 12.83 128.30 Hours for 40 -hr Non -Shift 1 38.48 38.48
OT Rate
38.48 Under 56 -hr schedule emplyee's regular pay is intended to cover hours worked up to 182 hours (at straight time).
Scenario lb - Assigned to to 56 hr shift; works 10 OT hours between 182 & 192 and 10 hour of 40 -hr assignment 10T.
Fire 56 -hr Fire 40 -hr
Overtime Rate Calculation: Shift Non -Shift Total
OT Hours Worked 10 10 20
Rate of Pay @ Straight Time 24.75 34.65
Basis for Regular Rate of Pay
(OT worked times Rate of Pay @ ST) 247.50 346.50 594.00 FLSA Regular Rate of Pay @ Straight Time 29.70
(Total Basis for Regular Rate of Pay divided by Total OT hours worked)
FLSA (Blendend) OT Rate of Pay @ 1.5 44.55
Half-time (.5) of FLSA Reg Rate of pay to be paid in addition to straight time rate 14.85 Overtime Pay in Dollars
OT Hours Hourly Overtime
Worked Rate Pay
* Hrs between 182 - 192 @ .5 FLSA reg rate of pay 10 14.85 148.50 Hours for 40 -hr Non -Shift 10 44.55 445.50
OT Rate
44.55 • Under 56 -hr schedule emplyee's regular pay is intended to cover hours worked up to 182 hours (at straight time). c &"T92,10 libur0770 ttt-asstgffinem tJ t -
rand 24 hours 56 [email protected] (pver 192 his).
Fire 56 -hr Fire 40 -hr
Overtime Rate Calculation: Shift Non -Shift Total
OT Hours Worked 34 10 44
Rate of Pay @ Straight Time 24.75 34.65
Basis for Regular Rate of Pay
(OT worked times Rate of Pay @ ST) 841.50 346.50 1,188.00 FLSA Regular Rate of Pay @ Straight Time 27.00
(Total Basis for Regular Rate of Pay divided by Total OT hours worked) FLSA (Blendend) OT Rate of Pay @ 1.5 40.50
Half-time (.5) of FLSA Reg Rate of pay to be paid in addition to straight time rate 13.50 Overtime Pay in Dollars
OT Hours Hourly Overtime
Worked Rate Pay
* Hrs between 182 - 192 @ .5 FLSA reg rate of pay 10 13.50 135.00 Hrs over 192 @ 1.5 OT rate 24 40.50 972.00
Hours for 40 -hr Non -Shift 10 40.50 405.00
OT Rate
40.50 40.50
Under 56 -hr schedule emplyee's regular pay is intended to cover hours worked up to 182 hours (at straight time). gcenano la - Assigned to to 40 hr shift; works 1 54-Ar sfift overtime hour 7 Fire 56 -hr Fire 40 -hr
Overtime Rate Calculation: Shift Non -Shift Total
Reg Straight Time Hours Worked 40 40
OT Hours Worked 1 0 1
Total Hours Worked 1 40 41
Rate of Pay @ Straight Time 24.75 34.65
Basis for Regular Rate of Pay
(OT worked times Rate of Pay @ ST) 24.75 1,386.00 1,410.75 FLSA Regular Rate of Pay @ Straight Time 34.409
(Total Basis for Regular Rate of Pay divided by Total OT hours worked)
Half-time (.5) of FLSA Reg Rate of pay to be paid in addition to straight time rate 17.20 Overtime Pay in Dollars
56 hr OT @ straight rate
56 hr OT @ .5 reg rate of pay
Total Pay for 56 hr shift OT
OT Hours Hourly Overtime
Worked Rate Pay
1 24.75
17.20 24.75
17.20 41.95
OT Rate
41.95 Scenario 3b - Ass
pnedho to 4D -fir sfiiif; woiks 34 56 -hr sh
Overtime Rate Calculation:
Reg Straight Time Hours Worked
OT Hours Worked
Total Hours Worked
Rate of Pay @ Straight Time
Basis for Regular Rate of Pay
(OT worked times Rate of Pay @ ST)
if overtime hours
Fire 56 -hr Fire 40 -hr
Shift Non -Shift
40 24 0
Total
40 24
24 40 64
24.75 34.65
594.00 1,386.00 1,980.00
FLSA Regular Rate of Pay @ Straight Time 30.938
(Total Basis for Regular Rate of Pay divided by Total OT hours worked) Half-time (.5) of FLSA Reg Rate of pay to be paid in addition to straight time rate 15.47 Overtime Pay in Dollars
56 hr OT @ straight rate
56 hr OT @ .5 reg rate of pay
Total Pay for 56 hr shift OT
OT Hours Hourly Overtime
Worked Rate Pay
24 24.75
15.47 594.00
371.28 I OT Ratel
965.28 40.22
Overtime Rate Calculation:
Reg Straight Time Hours Worked
OT Hours Worked
Total Hours Worked
Rate of Pay @ Straight Time
Basis for Regular Rate of Pay
(OT worked times Rate of Pay @ ST)
Fire 56 -hr Fire 40 -hr
Shift Non -Shift
24 40
10 Total
40 34
24 50 74
24.75 34.65
594.00 1,732.50 2,326.50
FLSA Regular Rate of Pay @ Straight Time 31.439
(Total Basis for Regular Rate of Pay divided by Total OT hours worked) Half-time (.5) of FLSA Reg Rate of pay to be paid in addition to straight time rate 15.72
Overtime Pay in Dollars
OT Hours Hourly Overtime
Worked Rate Pay
40 hr OT @ straight rate 10 34.65 346.50
40 hr OT @ .5 reg rate of pay 15.72 157.20
Total Pay for 56 hr shift OT 503.70
56 hr OT @ straight rate 24 24.75
56 hr OT @ .5 reg rate of pay 15.72
Total Pay for 56 hr shift OT
594.00
377.28
971.28
OT Rate
50.37 OT Rate
40.47 RESOLUTION NO.
A RESOLUTION OF THE CITY COUNCIL
OF THE CITY OF SANTA MARIA, CALIFORNIA,
APPROVING A WAGE AND BENEFIT PACKAGE FOR
THE PUBLIC SAFETY MANAGERS
WHEREAS, the City Council is committed to a compensation policy that strengthens the recruitment and retention of well -qualified and effective managers; and WHEREAS, in 2003, the Public Safety Managers initiated a petition to no longer be affiliated with any other bargaining group, and to represent themselves in informal discussions with the City Manager over wages, hours, and other terms and conditions of employment; and
WHEREAS, in February 2022, the City Manager entered into discussions with the Public Safety Managers and assembled a wage and benefit package incorporated herein, that outlines and delineates the benefit structure for these employees consistent with other employee bargaining groups; and
NOW, THEREFORE, IT IS HEREBY RESOLVED by the City Council of the City of Santa Maria, California, that the attached resolution shall replace the wage and benefit package approved for the Public Safety Managers in November 2019:
Public Safety Managers include the classifications of Chief of Police, Fire Chief, Police Division Commander, Police Commander, and Fire Battalion Chief.
1. SALARY
Essential Worker Pay / ARPA (American Rescue Plan Act 2021) The City shall provide a one-time premium pay up to $15,000 in two equal payments for the employee's essential work during the COVID-19 pandemic. Full time employees who worked from March 14, 2020, to March 12, 2021, and from March 13, 2021, to March 11, 2022, shall be entitled up to the $7,500 amount per year. Full-time employees are employees who were expected to work 2,080 hours (non -shift) or 2,912 (shift) during the 12 -month period and did not have more than 3 months of leave during the year. Employees who worked less than full-time, shall receive essential work payment on a prorated amount. The first payment will be issued to current City employees within 2 pay periods of City Council adoption of this Resolution. The second payment will be issued to current City employees by the first full pay period in January 2023. These amounts shall not be retirement reportable and will not be included in the regular rate of pay for overtime purposes.
Effective the first full pay period following ratification by the City Council, a base salary increase of three percent (3%) of the employee's base salary will be given to sworn police and fire managers in the employ of the City.
Effective the first full pay period following December 31, 2022, a base salary increase of three percent (3%) of the employee's base salary will be given to sworn police and fire managers in the employ of the City.
Attachment C
Accordingly, the aforementioned salary increase shall also be afforded to all Executive Managers on at -will employment contracts (Police Chief and Fire Chief) in the employ of the City upon adoption of this resolution.
2. COMPENSATION CONVERSIONS FOR FIRE SHIFT MANAGERS
Employees appointed to Fire Battalion Chief are designated as shift employees (fifty-six (56) hour workweek). Therefore, assignments to a forty (40) hour workweek are deemed temporary and may be rotational. Except as specifically noted below, all compensation and benefits, including maximum accumulation limits, shall be based on the assignment using the following conversion ratios: the fifty-six (56) hour to forty (40) hour work week ratio .7143 percent; and the forty (40) hour to fifty-six (56) hour work week ratio is 1.4 percent. Conversion assignments shall be effective at the beginning of a two (2) -week pay period.
All other classifications covered by this Resolution are considered to be and compensated at the forty (40) hour workweek rate, including the Fire Battalion Chief assigned as the Training Officer.
3. CONSTRUCTIVE RECEIPT
Employees may receive a cash payment for unused vacation, personal leave, and/or compensatory time provided they meet the requirements set forth in the applicable provision of the Resolution and abide by the below.
Employees will have the option to declare their intent to cash -out accrued leave under the following conditions in accordance with Internal Revenue Code Section 451:
- Hours cashed -out shall be paid at straight time.
- By December 151 of each year, employees can declare their intent to cash - out the leave (or a portion of the leave) they earn during the following payroll calendar year. For example, elections made by December 1, 2022, shall apply to hours accrued in 2023.
- The employee can choose any pay period(s) during the year to receive the elected cash -out and must declare the selected pay period for cash -out at the time of election.
- Once an election is made it cannot be rescinded.
- The employee will be responsible to make sure the required number of hours to be cashed -out are available at the time of each cash -out. If an employee has not met the requirements, the employee will not be eligible for that cash - out during the year.
- Employees will be eligible for partial cash -outs if the full amount of hours elected are not available at the elected time of cash -out. For example, if an employee elects to cash -out 40 vacation hours during the first pay period in November, but only 20 hours are available at that time, 20 hours would be cashed -out.
Employees will be required to complete the City's standardized election form.
Failure to submit an irrevocable election form by December 15' of each year 2 shall be the same as not electing to cash -out leave during the following payroll calendar year.
4. MANAGEMENT LEAVE
Management leave is designed to recognize and compensate for work in excess of forty (40) hours per week by exempt non -shift employees and fifty-six (56) hours per week for exempt shift employees. While management leave is not based on overtime hours worked on an hour -for -hour basis, it does allow employees to take paid time off in recognition of hours worked in excess of forty (40) hours per work week for non -shift employees or fifty-six (56) hours per week for shift employees.
During the first payroll period of each new payroll calendar year, all eligible exempt employees shall be credited with a designated amount of management leave time (rounded to the nearest half-hour) to be used during that payroll calendar year. No portion of the management leave hours may be accumulated or rolled over from one payroll calendar year to another and all unused management leave will automatically be erased from the books at the end of the payroll calendar year.
For employees separating service or starting during the calendar year, management leave will be pro -rated (to the nearest half-hour) based on the number of full pay periods elapsed or remaining during the payroll year. If an employee, prior to separating service, used more management leave than the pro- rated amount for the payroll year, the excess used management leave will be deducted from vacation leave hours, then if needed, from the employee's final paycheck without the necessity of the City securing a judgment. Accordingly, management leave is a "use it or lose it" benefit and no unused management leave will be cashed -out.
Department Directors on at -will employment contracts will receive eighty (80) hours of management leave. With the exception of shift Battalion Chiefs, all remaining exempt classifications in the Public Safety Managers group shall be placed in the second tier of the program and receive sixty-four (64) hours of management leave per payroll calendar year. Shift Battalion Chiefs shall be placed at the third tier of the program and receive ninety-six (96) hours of management leave (at the fifty-six (56) hour rate), per payroll calendar year.
5. OVERTIME
Battalion Chiefs shall receive time -and -a -half pay (at the fifty-six (56) hour rate) or compensatory time off for each hour worked, in a suppression capacity, in excess of his/her assigned paid shift. Overtime shall be paid when providing mutual aid in which the City is reimbursed, by either federal or state agencies, at the rate of time and one-half at the fifty-six (56) hour work week pay rate. The maximum accumulation of compensatory time shall be one hundred -twenty (120) hours. With the exception of management leave, no other compensation or benefits will be afforded to these employees in consideration for overtime. 3 6. HOLIDAYS
A. The City will recognize seven (eight hour) holidays as fixed holidays for non - shift managers (with the exception of any 40 -hour Fire Battalion Chiefs): New Year's Day, Memorial Day, Fourth of July, Labor Day, Thanksgiving Day, the day after Thanksgiving Day, and Christmas. Non -shift managers will be eligible to receive, on a pro -rated basis, five (5) additional days forty (40) hours of floating holiday time on the first pay period in the payroll calendar year to be scheduled off by formal request of each individual employee with the approval of the department director and/or City Manager.
Prior to the second to last full pay period in the payroll calendar year, non -shift managers are eligible to use and/or cash -out up to forty (40) hours of floating holiday time on one occasion anytime during the (payroll) calendar year. Any floating holiday hours remaining on the books after the second to last full pay period in the payroll calendar year will automatically be cashed -out and included in the last payroll check of the calendar year.
B. The City will recognize holidays for Fire Battalion Chiefs commensurate with other fire sworn shift personnel (Municipal Code section 2-20.20 and CAM 78-2).
In recognition of the current calendar year's holidays, shift fire managers shall be paid for six (6) pro -rated work shifts (at the fifty-six (56) rate of pay) effective the last pay period ending in November of each year. The six (6) pro -rated shifts shall not be converted for employees temporarily assigned to a forty (40) hour work week and will be paid at the fifty-six (56) hour rate of pay. The 40 -hour Training Battalion Chief shall work the fixed holidays that fall on a regularly scheduled workday or may utilize leave time. The six (6) pro -rated shifts shall be reported to the California Public Employees Retirement System (CaIPERS) as special compensation.
C. For employees separating service or starting during the calendar year, paid holiday hours will be pro -rated (rounded to the nearest half-hour) based on the number of full pay periods elapsed or remaining during the payroll year. If an employee, prior to separating service, used more floating holiday time than the pro -rated amount for the payroll year, the excess used floating holiday time will be deducted from vacation leave hours, then if needed, from the employee's final paycheck without the necessity of the City securing a judgment.
7. SALARY SURVEY PROCEDURES
The salary survey shall include for comparison purposes, the "E" step or fifth step monthly salary. For purposes of preparing a salary survey for wage and benefit consideration, the City will add 2.15 percent to the top step salary of Police Chief and 3.2 percent to the top step of Fire Chief (for salary comparison purposes only).
Notwithstanding this provision, said salary survey procedures shall not be interpreted to mandate the setting of salary and/or other forms of compensation at the level indicated in the salary survey.
Originally, the parties agreed to add an additional percentage of 2.86 percent to the top step salary of Police Chief and 3.2 percent to the top step of Fire Chief for salary survey purposes until all surveyed CaIPERS agencies have the EPMC 4 benefit, however, due to Public Employee Pension Reform Act (PEPRA) legislation, the parties agree to reduce the percentage commensurately with the percentage of unit members in Tier I (as noted in the preceding paragraph).
8. MOVE -UP PAY
Up to a five percent (5%) differential in salary shall be allowed for those personnel who are assigned to perform duties above their classification for five (5) consecutive working days. If an employee is functioning in an acting department director capacity for more than the above stated timeframe, the employee may be placed at the appropriate step in the department director range to compensate him/her for the lengthy assignment commensurate with the assignment as determined by the City Manager or his/her designee. The employee working in a higher classification shall be compensated back to and including the first day that s/he works in the higher classification.
The City of Santa Maria strives to be a high performance organization, to recognize employees as our most important resource, and to value them for their adaptability, dedication, initiative, and contributions to meaningful results. The Public Safety Manager employees are expected to be among the top performing employees in the City. It is through their leadership and performance that the City can achieve its goal of being a high performance organization. Where employees, on a temporary basis, are assigned to perform a significant project outside the scope of their position, the City Manager may authorize payment not to exceed fifteen percent (15%) than the employee's current salary. This shall not be in addition to the standard (5%) move up pay.
The program connects individual achievement to organizational goals and provides incentives for performance. The program shall not change in anyway an employee's ability to meet the core expectations of his or her job. Unlike standard move up pay, granting this pay shall be at the sole discretion of the City Manager.
The City Manager shall consider the following traits when granting this additional pay:
- Highly innovative employees
Entrepreneurial approach to management
- Integrated into the City of Santa Maria community
- Ability to work across City departments
- Demonstrates a collaborative model
- Strong interpersonal relationships with colleagues
Highly motivated and strong leadership skills
- Demonstratives creativity in management of programs
Additionally, the following project considerations must be reviewed when granting this pay:
- Long term
- Large scope with organizational or Citywide impacts
- Lasting impact or effect
5 9. BILINGUAL PAY
A salary differential shall only be paid to those employees who are required by the City Manager to use both English and Spanish in communicating with the general public while performing the duties of his/her position. Eligible employees who demonstrate appropriate skills in both speaking and understanding the Spanish language, at a basic level, shall receive a two percent (2%) salary differential above his/her regular scheduled salary, within the individual's designated classification. Eligible employees who demonstrate Spanish speaking skills at an advanced level shall receive a three percent (3%) salary differential.
The City Manager's Office will test for the skill level required.
10. EDUCATION & CERTIFICATION INCENTIVE PAY
The City will provide the below educational incentive pay upon date of hire, and it shall be paid in addition to regular pay when the education is in addition to the regular requirements of the job specifications and is work -related. An employee may not receive an aggregate of education and certification incentive more than seven -and -one-half percent (7.5%).
Fire Employees
A.A. Degree = 2.5%
B.A. Degree = 5%
M.A. Degree = 7.5%
Company Officer Certificate = 2.5%
Chief Fire Officer Certificate = 5.0%
Executive Chief Fire Officer Certificate = 7.5%
Police Employees
A.A. Degree = 2.5%
B.A. Degree = 5%
M.A. Degree = 7.5%
Intermediate POST Cert. = 2.5%
Advanced POST Cert. = 5%
11. TUITION REIMBURSEMENT
The City agrees to reimburse employees up to $1,500 per calendar year for the cost of tuition and books if a grade of "C" or better is obtained for undergraduate, and "B" or better for postgraduate; or for (Department Director approved) job - related courses taken on the employee's own time, that result in a course completion certificate issued by a recognized training organization.
Receipts must be received by the City for processing within sixty (60) days of course completion.
12. VACATIONS
With the exception of employees on at -will employment contracts, employees shall be entitled to take all vacation accrued to him/her after six (6) months of employment. Vacation accrual for non -shift managers shall be as follows:
6 Years
0-4
5-6
7 8
9 10-11
12 13
14 15
16 20+
Hours
Earned
80 96
104
112
120
128
136
144
152
160
168
184
The vacation accrual for shift fire managers shall be as follows:
Years
0-3
4-6
7 8
9 10-11
12 13
14 15
16 Hours
Earned
132
144
156
168
180
192
204
216
228
240
252
The maximum amount of vacation accumulation at any one time shall be three hundred thirty-six (336) hours for non -shift employees, four hundred sixteen (416) hours for employees on at -will employment contracts, and four hundred eighty (480) hours for shift fire employees. When an employee reaches the maximum allowable vacation credit, no additional vacation credit shall be accrued until the vacation balance is below the maximum.
During the calendar year, employees performing at an acceptable or superior level are eligible to predesignate a cash -out or sell -back up to forty (40) hours of vacation time at straight time on two occasions anytime during the payroll calendar year, so long as they have (after said cash -out) a minimum vacation balance of at least forty (40) hours on the books. This cash -out benefit shall be made in accordance with Section 3, Constructive Receipt.
During the calendar year, shift fire employees, performing at an acceptable or superior level are eligible to predesignate a cash -out or sell -back up to ninety-six (96) hours of vacation at straight time on one occasion, so long as they have (after said cash -out) a minimum vacation balance of at least ninety-six (96) hours on the books. This cash -out benefit shall be made in accordance with Section 3, Constructive Receipt.
During the 2022 and 2023 payroll calendar years, shift and non -shift employees performing at an acceptable or superior level are eligible to predesignate a cash - out or sell -back up to one hundred sixty (160) hours of vacation time at straight time on one occasion (minimum of .5 hours and max of 160 total hours) anytime during the payroll calendar year, so long as they have (after said cash -out) a minimum vacation balance of at least forty (40) hours on the books. This cash -out benefit shall be made in accordance with Section 3, Constructive Receipt.
The City will reinstate vacation accrual rates for previous years of service for former City employees who have completed twenty-six (26) pay periods and probationary period (if applicable) after returning to City employment.
13. SICK LEAVE
Sick leave will be granted to employees when they are incapacitated for the performance of duties by sickness, injury, or for medical, dental, or optical examination or treatment, and a new full-time employee shall be eligible to use sick leave for bona fide illness as it is accumulated.
Each non -shift management employee will accumulate 3.69 hours of sick leave per payroll period with no maximum accumulation, and each shift fire manager 7 [fifty-six (56) hour work week] will accumulate sick leave at the rate of 12.9 hours per month with no maximum accumulation.
Each non -shift management employee is eligible for up to five days per calendar year, and shift fire managers are eligible for up to four (4) shifts per calendar year, to be used for family bereavement leave charged to sick leave. Fire shift managers:
For family members within the first degree of consanguinity, bereavement leave may be used per occurrence. The term "family' in this subsection shall be defined as anyone related to the employee by blood, marriage or by law within the third degree of consanguinity (see CAM 1997-03).
An employee may use up to half of his/her annually accrued sick leave for family illness. The term "family" in this subsection shall be defined as anyone related to the employee by blood, marriage, or by law within the second degree of consanguinity (see CAM 1997-03). Family illness in this regard shall be defined as when a child, spouse, or parent of the employee is ill and the nature of their condition requires that the employee provides care. Family Illness may also be used by an employee when s/he is responsible (primary care giver) for the care of said family member and said member is seeking medical, dental, or optical treatment. Fire shift managers may carry over from one payroll calendar year to the next, up to a maximum of 18.6 hours of unused family illness leave. At no time shall a fire shift manager have available more than ninety-six (96) hours of family illness leave per calendar year.
Unused sick leave at time of retirement, for which there is no compensation or remuneration at all to the employee, will be converted to additional service credit at the rate of 0.004 years of service credit for each full day, i.e. two hundred fifty (250) days of sick leave for one additional year of service credit. Sick leave hours will be converted to days in the following manner: The unused hours of sick leave for which there is no compensation or remuneration will be divided by eight (8).
Any fraction of a day will not be counted toward service credit. There is no limit on the amount of accumulated sick leave that can be converted to service credit.
PERS rules mandate that this benefit shall apply to members whose effective date of retirement is within four months of separation from employment and who retire after the effective date of this benefit in the agency's contract. For purpose of reporting sick leave hours to PERS under the sick leave credit benefit option, sick leave hours shall be reduced only by the actual hours paid under the sick leave incentive program.
The City's sick leave incentive program shall compensate employees at the rate of fifty (50) percent for all accrued sick leave beyond two hundred forty (240) hours to a maximum of one thousand six hundred (1,600) hours when the employee leaves City service upon regular retirement, disability retirement, or death.
The City shall retire an employee prior to the exhaustion of sick leave in conjunction with an industrial or non -industrial injury upon a determination that the employee's condition is permanent and stationary for disability retirement purposes. The employee's unused sick leave shall be compensated pursuant to the terms of the City's sick leave incentive program as described above. These provisions are intended to contravene Government Code Section 21025.2 insofar as it provides 8 that an employee's disability retirement will not commence until all sick leave benefits are exhausted.
The City will reinstate unused sick leave balances for former City employees upon receiving documented proof from the employee as to the amount of sick leave that was unused at the time of separation for said former City employee who has returned to City employment and has completed his/her probationary period.
14. RETIREMENT
Tier III (PEPRA) employees — Police and Fire:
As defined under the Public Employee Pension Reform Act (PEPRA), public safety "non -classic" employees (aka new members) hired after January 1, 2013, shall be covered under the CaIPERS 2.7% at 57 retirement benefit, based on the last thirty- six (36) months of employment (three-year average highest compensation), and the employees shall pay fifty percent (50%) of the total "normal" cost of the benefit (as determined by CaIPERS annually) plus nine percent (9%) of the employer contribution, through a payroll deduction. Eligibility for other benefits provided to classic employees under this Resolution through CaIPERS (as stated above) shall be determined by the provisions of PEPRA for "non -classic employees" aka new members.
Tier I employees — Police Only:
The City will provide the CaIPERS 3% @ 50 retirement benefit, based on the single highest year (one-year final compensation) retirement formula for sworn police employees hired before July 1, 2011, with the City's contribution to the employee's share of retirement being nine percent (9%) and the City reporting to CaIPERS the employer paid members contribution (EPMC) as special compensation for retirement purposes.
Tier 1 Unit Members shall contribute nine percent (9%) towards member contribution cost -sharing of the employer's mandated CaIPERS contribution, which shall be in accordance with Section 414(h)(2) of the Internal Revenue Code whereby the employee contributions shall be tax deferred.
Tier II employees — Police Only:
For classic sworn police employees hired on or after July 1, 2011, the City will provide the CaIPERS 3% @ 55 retirement benefit, based on the last thirty-six (36) months of employment (three-year average highest compensation), and the employees shall be required to pay the entire members' contribution plus nine percent (9%) of the employer contribution.
In addition to the above, the City will also provide all sworn police employees with the Pre -Retirement Option 2W Death Benefit.
Tier I employees — Fire Only:
The City will provide the CaIPERS 3% @ 50 retirement benefit, based on the single highest year (one-year final compensation) retirement formula for sworn fire employees hired before July 1, 2011, with the City's contribution to the employee's share of retirement being nine percent (9%) and the City reporting to CaIPERS the 9 employer paid members contribution (EPMC) as special compensation for retirement purposes. In addition, the City will also provide said employees with the Post -Retirement Survivor Allowance.
Tier I Unit Members shall contribute eleven percent (11%) towards member contribution cost -sharing of the employer's mandated CalPERS contribution, which shall be in accordance with Section 414(h)(2) of the Internal Revenue Code whereby the employee contributions shall be tax deferred.
Tier II employees — Fire Only:
For classic sworn fire employees hired on or after July 1, 2011, the City will provide the CaIPERS 3% @ 55 retirement benefit, based on the last thirty-six (36) months of employment (three-year average highest compensation), and the employees shall be required to pay the entire members' contribution. The nine percent (9%) costs paid by the employee shall be done in the following method pursuant to Government Code § 20516, and in particular, subsection (f) which allows for cost sharing contracts that are inconsistent with Section 20516(a) (requiring that the cost -sharing be uniform with respect to all members in the Fire Fighter classifications). Therefore, as to classic safety unit members hired on and after July 1, 2011, only, such new hires shall contribute six percent (6%) of compensation toward the employer's mandated CalPERS contribution made on behalf of its safety employees. Additionally, said new hires shall also contribute three percent (3%) of their compensation to CaIPERS, as and for the employee designated member contribution to the retirement system. To the extent authorized by CalPERS, the six percent (6%) City paid toward the member's contribution (EPMC) shall be considered to be "special compensation," for purposes of determining the members' compensation reportable to CaIPERS.
Tier II Unit Members shall contribute fifteen percent (15%) towards member contribution cost -sharing of the employer's mandated CalPERS contribution.
In addition to the above, the City will also provide all public safety managers with the CalPERS Section 21024 Military Service Credit as a public service benefit; the CalPERS credit for unused sick leave benefit (see Section 11); and the 1959 CaIPERS Survivor Benefit Level 4 benefit.
15. DEFERRED RETIREMENT
The City agrees to provide an IRS approved 401(a) deferred compensation plan in addition to the current 457 deferred compensation plan.
16. UNIFORM ALLOWANCE
The City shall provide sworn Police management personnel with a pro -rated uniform allowance of $15.38 per pay period for personal maintenance (cleaning and laundering) of uniforms.
The City also agrees to furnish and replace normally worn or damaged uniform items for the sworn Police management personnel. The standards and specifications of all police uniform items shall be determined by the Police Chief. 10 Replacement of worn or damaged police uniforms will be subject to inspection and approval by an employee's immediate supervisor.
The City agrees to provide Fire management personnel a pro -rated uniform allowance of $29.00 per pay period for personal maintenance (cleaning and laundering) of uniforms. The City also agrees to furnish and replace normally worn or damaged uniform items for Fire management personnel. The standards and specifications of all fire uniform items shall be determined by the Fire Chief.
Replacement of worn or damaged fire uniforms will be subject to inspection and approval by an employee's immediate supervisor.
For "classic" sworn employees, as defined by PEPRA, for CaIPERS purposes, the value of new and replacement uniforms will be determined by using the average per pay period cost of said uniforms for sworn personnel required per this Resolution to wear a uniform. The average cost will be calculated by using the annual fiscal year cost of uniforms for all eligible sworn personnel, dividing that annual cost by the number of eligible sworn personnel and dividing that result by the number of pay periods in the fiscal year. The per pay period average cost will be updated at the beginning of each payroll calendar year using the previous fiscal year's cost.
17. MEDICAL INSURANCE
An employee shall be eligible for medical insurance upon his/her first day of employment. The effective date of coverage may vary for new employees based upon whether or not the required premium (necessary to pay for the medical insurance) was deducted in the month prior to the benefit commencing.
The City currently provides employee medical insurance through the CaIPERS Public Employees' Medical and Hospital Care Act (PEMHCA). As a condition of participation in the PEMHCA plan, the CaIPERS Board determines an annual Minimum Employer Contribution (MEC). The City will contribute the MEC as required by the PEMHCA per month per employee to be used solely toward City - sponsored employee medical benefits. For 2022, the MEC is $149 per month.
Effective the first full payroll period after ratification by the City Council, the City shall provide a pro -rated monthly optional medical insurance contribution, regardless of the medical plan chosen, up to the amounts listed below at the times stated:
Employee Only $512.60
Employee plus one $692.01
Family $897.05
Effective the payroll period containing January 1, 2023:
Employee Only $543.36
Employee plus One $733.53
Family $950.87
The City shall provide a pro -rated cash -in -lieu option to those employees hired 11 before February 4, 2017, who do not elect to participate in the PEMHCA medical insurance plan provided they are in compliance with the below evidence of coverage provision. If an employee is in a paid status, is eligible to not participate in the PEMHCA medical insurance plan and elects the pro -rated cash -in -lieu option, the employee will receive $413 on a monthly basis while on the City payroll.
Should the City reach a signed agreement with Local 2020, SMPAMM, and/or SMPOA that results in the elimination of the cash -in -lieu for new hires, the parties agree to adjust the cash -in -lieu benefit to be consistent with the provisions adopted by other public safety groups.
To establish eligibility for the cash -in -lieu option, employees who do not elect to use the City -sponsored medical benefits shall provide evidence of major medical insurance coverage and sign a City provided form certifying that they have other continuing major medical insurance coverage in compliance with Federal and State law and regulations. Once eligibility has been established, to maintain continued eligibility to receive the cash -in -lieu option employees shall provide said documents prior to January 31st on an annual basis, or as requested by the City.
The employee must notify the City within thirty (30) days of the loss of other minimum essential coverage. The cash -in -lieu option shall no longer be payable, if the employee and family members cease to be enrolled in other minimum essential coverage.
18. LIFE INSURANCE
The City will provide employees with life and accidental death and dismemberment insurance in the amount equal to one time their annual salary, up to a maximum of $150,000, upon his/her first day of employment. The employee will pay $0.53 bi-weekly for the above stated employee -only insurance benefit with the City paying the remainder of the premium.
19. DENTAL AND OPTICAL INSURANCE
Employees shall be eligible for dental and optical insurance upon his/her first day of employment, and the City shall pay the full cost of the monthly premiums for employee and family coverage. The dental benefit amount is $2,000 annually, and the City agrees to add posterior composite restoration to the current plan design.
20. POST -EMPLOYMENT HEALTH PLAN
The City will contribute $68 per bi-weekly pay period per employee toward a post - employment health plan.
In February 2022, an election was conducted, and it was concluded that for 2022 and 2023 calendar years, upon (any type of) separation, applicable accruals will be placed in the employees Post Employment Health Plan bank.
21. PERFORMANCE BASED PAY (PBP) PROGRAM (See PBP Guidelines) Executive managers (Department Directors) are eligible to participate in the City's Performance Based Pay Program. Department Directors may receive a PBP incentive of up to three percent (3%) of the employees' annual salary. All PBP incentives will be tied directly to job performance.
12 22. PROBATIONARY PERIOD
All original and promotional appointments shall be tentative and subject to a probationary period of twenty-six (26) pay periods of actual and continuous service.
23. FIRE DEPARTMENT TRAINING OFFICER — PREMIUM PAY
Premium pay shall commence on the first day of appointment to Department Training Officer and shall end on the last day of the appointment due to either the voluntary/involuntary reassignment to shift battalion chief, separation, or retirement. Premium pay shall be removed for any absences (except vacation) of ten (10) consecutive working days or more. If the Training Officer works in a suppression (shift) capacity, he or she will be paid the premium pay at the fifty-six (56) -hour rate.
24. LAYOFF
The layoff procedures for public safety managers shall be consistent with those of the Santa Maria Police Association of Middle Management (SMPAMM).
25. SERVICE CLUB PARTICIPATION
City recognizes the desirability of representation in and before local civic organizations that meet in the City of Santa Maria and are a benefit to the community. The City also encourages public safety managers to participate in said clubs (i.e., Rotary, Kiwanis, Lions, etc.). In that regard, the City shall pay necessary expenses for dues and meals for said participation. The City will not reimburse employees for any service club -related fines or event costs (i.e. ticket purchases, auction items, etc.).
PASSED AND ADOPTED at a regular meeting of the City Council of the City of Santa Maria held this 2nd day of March 2022.
ATTEST:
Mayor
Chief Deputy City Clerk
APPROVED TO FORM:
City Attorney
APP VEDAS TO CONTJT:
Department Director
Manager
13 City of Santa Maria
Schematic Full -Time Bi-Weekly Rates
Effective 03/12/2022
Bi-Weekly Rates
Grade Description Assoc. Step A Step B Step C Step D Step E 322 ACCOUNT CLERK - SCALE HOUSE 9 1,665.82 1,749.11 1,836.57 1,928.40 2,024.82 324 ACCOUNT CLERK I g 1,625.15 1,706.41 1,791.73 1,881.32 1,975.39 323 ACCOUNT CLERK II g 1,797.32 1,887.19 1,981.55 2,080.63 2,184.66 136 ACCOUNTING MANAGER m 4,145.18 4,352.44 4,570.06 4,798.56 5,038.49 370 ACCOUNTING TECHNICIAN I 9 1,973.67 2,072.35 2,175.97 2,284.77 2.399.01 371 ACCOUNTING TECHNICIAN II g 2,176.45 2,285.27 2,399.53 2,519.51 2,645.49 374 ACCOUNTING TECHNICIAN III g 2,285.26 2,399.52 2,519.50 2,645.48 2.777.75 367 ADMINISTRATIVE ASSISTANT g 2,166.34 2,274.66 2,388.39 2,507.81 2,633.20 447 ARFF SPECIALIST I I 2,583.10 2,712.26 2,847.87 2,990.26 3,139.77 448 ARFF SPECIALIST II I 2,841.36 2,983.43 3,132.60 3,289.23 3,453.69 126 ASSISTANT CITY ATTORNEY m 5,274.31 5,538.03 5,814.93 6,105.68 6,410.96 110 ASSISTANT CITY MANAGER m 6,777.29 7,116.15 7,471.96 7,845.56 8,237.84 203 ASSISTANT PLANNER g 2,217.32 2,328.19 2,444.60 2,566.83 2,695.17 008 ASSISTANT TO THE CITY MANAGER m 4,155.59 4,363.37 4,581.54 4,810.62 5,051.15 204 ASSOCIATE PLANNER 9 2,797.57 2,937.45 3,084.32 3,238.54 3,400.47 132 ASST DIR OF RECREATION & PARKS m 4,523.10 4,749.26 4,986.72 5,236.06 5,497.86 140 BUILDING DIVISION MANAGER m 4,523.10 4,749.26 4,986.72 5,236.06 5,497.86 217 BUILDING INSPECTOR I g 2,338.91 2,455.86 2,578.65 2,707.58 2,842.96 220 BUILDING INSPECTOR II g 2,579.25 2,708.21 2,843.62 2,985.80 3,135.09 347 BUILDING PERMIT TECHNICIAN I 9 2,003.58 2,103.76 2,208.95 2,319.40 2,435.37 348 BUILDING PERMIT TECHNICIAN II g 2,217.56 2,328.44 2,444.86 2,567.10 2,695.46 173 BUSINESS PROGRAM LEADER I (BPL m 3,213.60 - - 4,036.81 I/II/III Flex Broadband Range)
174 BUSINESS PROGRAM LEADER II (BPL m 4,119.21 - - - 4,943.05 I/II/III Flex Broadband Range)
175 BUSINESS PROGRAM LEADER III (BPL m 5,025.41 - 5.849.25 I/II/III Flex Broadband Range)
164 BUSINESS SYSTEMS ANALYST m 3,570.81 3,749.35 3,936.82 4,133.66 4,340.34 230 CAD TECHNICIAN g 2,456.23 2,579.04 2,707.99 2,843.39 2,985.56 264 CHIEF BUILDING INSPECTOR g 2,842.70 2,984.84 3,134.08 3,290.78 3,455.32 130 CHIEF DEPUTY CITY CLERK m 4,023.32 4,224.49 4,435.71 4,657.50 4,890.38 159 CHIEF HUMAN RESOURCES OFFICER m 6,110.94 6,416.49 6,737.31 7,074.18 7,427.89 160 CHIEF INFORMATION OFFICER m 5,395.94 5,665.74 5,949.03 6,246.48 6,558.80 115 CHIEF OF POLICE psmp 7,856.60 8,249.43 8,661.90 9,095.00 9,549.75 226 CHIEF PUBLIC WORKS INSPECTOR g 2,490.19 2,614.70 2,745.44 2,882.71 3,026.85 111 CITY ATTORNEY m 7,548.33 7,925.75 8,322.04 8,738.14 9,175.05 005 CITY MANAGER m 8,643.02 9,075.17 9,528.93 10,005.38 10,505.65 166 CODE ENFORCEMENT OFFICER I g 2,162.82 2,270.96 2,384.51 2,503.74 2,628.93 167 CODE ENFORCEMENT OFFICER II 9 2,361.83 2,479.92 2,603.92 2,734.12 2,870.83 165 CODE ENFORCEMENT SUPERVISOR 9 2,842.83 2,984.97 3,134.22 3,290.93 3,455.48 168 CODE ENFORCEMENT TECHNICIAN 9 1,739.38 1,826.35 1,917.67 2,013.55 2,114.23 211 COMMUNITY PROGRAMS MANAGER m 3,883.67 4,077.85 4,281.74 4,495.83 4,720.62 340 CONFIDENTIAL OFFICE CLERK I m 1,462.30 1,535.42 1,612.19 1,692.80 1,777.44 341 CONFIDENTIAL OFFICE CLERK II m 1,615.68 1,696.46 1,781.28 1,870.34 1,963.86 311 CONFIDENTIAL SECRETARY m 2,020.78 2,121.82 2,227.91 2,339.31 2,456.28 343 CONFIDENTIAL TECHNICIAN I m 2,020.78 2,121.82 2,227.91 2,339.31 2,456.28 344 CONFIDENTIAL TECHNICIAN II m 2,227.91 2,339.31 2,456.28 2,579.09 2,708.04 265 CREW LEADER-MAINT SPECIALIST g 2,118.90 2,224.85 2,336.09 2,452.89 2,575.53 298 CRIME ANALYST g 2,348.32 2,465.74 2,589.03 2,718.48 2,854.40 421 CRIME LAB AND EVIDENCE SUPV pn 3,919.14 4,115.10 4,320.86 4,536.90 4,763.75 417 CRIMINALISTICS TECHNICIAN I pn 2,445.53 2,567.81 2,696.20 2,831.01 2,972.56 418 CRIMINALISTICS TECHNICIAN II pn 3,170.63 3,329.16 3,495.62 3,670.40 3,853.92 331 CUSTOMER SERVICE CLERK g 1,399.36 1,469.33 1,542.80 1,619.94 1,700.94 373 DEPUTY CITY CLERK m .2,237.55 2,349.43 2,466.90 2,590.25 2,719.76 009 DEPUTY CITY MANAGER m 5,530.27 5,806.78 6,097.12 6,401.98 6,722.08
03102/2022
Reflective to incorporate salary changes for PSM and Local 2020 Employees Attachment D
City of Santa Maria
Schematic Full -Time Bi-Weekly Rates
Effective 03/12/2022
Bi-Weekly Rates
Grade Description Assoc. Step A Step B Step C Step D Step E 142 DEPUTY FIRE CHIEF psmf 6,497.57 6,822.45 7,163.57 7,521.75 7,897.84 112 DIR OF COMMUNITY DEVELOPMENT m 6,778.44 7,117.36 7,473.23 7,846.89 8,239.23 114 DIR OF PUBLIC WORKS -CITY ENGR m 6,368.47 6,686.89 7,021.23 7,372.29 7,740.90 117 DIR OF RECREATION & PARKS m 6,164.83 6,473.07 6,796.72 7,136.56 7,493.39 118 DIRECTOR OF FINANCE m 6,526.75 6,853.09 7,195.74 7,555.53 7,933.31 144 DIRECTOR OF UTILITIES m 6,839.44 7,181.41 7,540.48 7,917.50 8,313.38 319 DISPATCHER I pn 2,382.98 2,502.13 2,627.24 2,758.60 2,896.53 320 DISPATCHER II pn 2,764.25 2,902.46 3,047.58 3,199.96 3,359.96 302 ENGINEER I g 2,843.37 2,985.54 3,134.82 3,291.56 3,456.14 303 ENGINEER II g 3,134.83 3,291.57 3,456.15 3,628.96 3,810.41 317 ENGINEER III g 3,456.17 3,628.98 3,810.43 4,000.95 4,201.00 231 ENGINEERING TECH II g 2,213.53 2,324.21 2,440.42 2,562.44 2,690.56 232 ENGINEERING TECH III 9 2,456.23 2,579.04 2,707.99 2,843.39 2,985.56 228 EQUIPMENT MECHANIC I g 2,044.32 2,146.54 2,253.87 2,366.56 2,484.89 225 EQUIPMENT MECHANIC II g 2,203.10 2,313.26 2,428.92 2,550.37 2,677.89 191 EXECUTIVE ADMINISTRATOR m 3,578.93 3,757.88 3,945.77 4,143.06 4,350.21 190 EXECUTIVE ASSISTANT m 2,745.32 2,882.59 3,026.72 3,178.06 3,336.96 253 FACILITIES SUPERVISOR 9 2,980.96 3,130.01 3,286.51 3,450.84 3,623.38 281 FIELD MECHANIC g 2,315.74 2,431.53 2,553.11 2,680.77 2,814.81 332 FINANCE CLERK I g 1,665.84 1,749.13 1,836.59 1,928.42 2,024.84 333 FINANCE CLERK II 9 1,836.94 1,928.79 2,025.23 2,126.49 2,232.81 329 FINANCE LEAD CLERK g 2,020.66 2,121.69 2,227.77 2,339.16 2,456.12 449 FIRE BATTALION CHIEF psmf 5,548.60 5,826.03 6,117.33 6,423.20 6,744.36 450 FIRE CAPTAIN f 3,574.15 3,752.86 3,940.50 4,137.53 4,344.41 116 FIRE CHIEF psmf 7,521.75 7,897.84 8,292.73 8,707.37 9,142.74 451 FIRE ENGINEER f 3,139.40 3,296.37 3,461.19 3,634.25 3,815.96 452 FIRE FIGHTER f 2,841.36 2,983.43 3,132.60 3,289.23 3,453.69 453 FIRE FIGHTER IN TRAINING f 2,127.62 2,234.00 2,345.70 2,462.99 2,586.14 443 FIRE INSPECTOR I f 2,478.76 2,602.70 2,732.84 2,869.48 3,012.95 444 FIRE INSPECTOR II f 2,732.84 2,869.48 3,012.95 3,163.60 3,321.78 446 FIRE MARSHAL m 5,445.81 5,718.10 6,004.01 6,304.21 6,619.42 295 FIRE PREVENTION OFFICER I 1 2,583.10 2,712.26 2,847.87 2,990.26 3,139.77 296 FIRE PREVENTION OFFICER II 1 2,841.36 2,983.43 3,132.60 3,289.23 3,453.69 254 FLEET SERVICES SUPERVISOR 9 3,130.03 3,286.53 3,450.86 3,623.40 3,804.57 299 GIS MANAGER m 3,466.04 3,639.34 3,821.31 4,012.38 4,213.00 192 GIS TECHNICIAN I 9 2,612.31 2,742.93 2,880.08 3,024.08 3,175.28 193 GIS TECHNICIAN II 9 2,880.07 3,024.07 3,175.27 3,334.03 3,500.73 372 GRANTS SPECIALIST I 9 2,280.90 2,394.95 2,514.70 2,640.44 2,772.46 378 GRANTS SPECIALIST II 9 2,514.71 2,640.45 2,772.47 2,911.09 3,056.64 209 GROUNDSKEEPER g 1,546.10 1,623.41 1,704.58 1,789.81 1,879.30 129 HUMAN RESOURCES MANAGER m 4,155.59 4,363.37 4,581.54 4,810.62 5,051.15 423 INVESTIGATIVE SPECIALIST g 2,383.02 2,502.17 2,627.28 2,758.64 2,896.57 286 LABORATORY COORDINATOR g 2,752.85 2,890.49 3,035.01 3,186.76 3,346.10 275 LANDFILL HEAVY EQUIP LEAD OPR g 2,407.05 2,527.40 2,653.77 2,786.46 2,925.78 274 LANDFILL HEAVY EQUIP OPR g 2,183.22 2,292.38 2,407.00 2,527.35 2,653.72 276 LANDFILL HEAVY EQUIP OPR II g 2,292.38 2,407.00 2,527.35 2,653.72 2,786.41 282 LEAD MECHANIC 9 2,553.13 2,680.79 2,814.83 2,955.57 3,103.35 307 LEAD WASTEWATER OPERATOR 9 2,871.45 3,015.02 3,165.77 3,324.06 3,490.26 308 LEAD WATER OPERATOR g 2,871.45 3,015.02 3,165.77 3,324.06 3,490.26 350 LIBRARIAN I g 2,127.56 2,233.94 2,345.64 2,462.92 2,586.07 248 LIBRARIAN II g 2,350.69 2,468.22 2,591.63 2,721.21 2,857.27 147 LIBRARIAN III m 3,964.48 4,162.70 4,370.84 4,589.38 4,818.85 352 LIBRARY ASSISTANT I g 1,795.70 1,885.49 1,979.76 2,078.75 2,182.69 354 LIBRARY ASSISTANT II 9 1,980.01 2,079.01 2,182.96 2,292.11 2,406.72 351 LIBRARY CLERK 9 1,399.36 1,469.33 1,542.80 1,619.94 1,700.94 161 LIBRARY DIRECTOR m 6,157.73 6,465.62 - 6,788.90 7,128.35 7,484.77 353 LIBRARY TECHNICIAN g 1,974.66 2,073.39 2,177.06 2,285.91 2,400.21 03102/2022
" Reflective to incorporate salary changes for PSM and Local 2020 Employees
City of Santa Maria
Schematic Full -Time Bi-Weekly Rates
Effective 03/12/2022
Bi-Weekly Rates
Grade Description Assoc. Step A Step B Step C Step D Step E 244 MAINTENANCE WORKER I g 1,667.75 1,751.14 1,838.70 1,930.64 2,027.17 240 MAINTENANCE WORKER II 9 1,797.32 1,887.19 1,981.55 2,080.63 2,184.66 172 MANAGEMENT ANALYST - PRINCIPAL m 3,945.79 4,143.08 4350.23 4,567.74 4,796.13 171 MANAGEMENT ANALYST - SENIOR m 3,578.93 3,757.88 3,945.77 4,143.06 4,350.21 365 MANAGEMENT ANALYST I m 2,944.39 3,091.61 3,246.19 3,408.50 3,578.93 366 MANAGEMENT ANALYST II m 3,246.20 3,408.51 3,578.94 3,757.89 3,945.78 330 OFFICE ASSISTANT I 9 1,399.36 1,469.33 1,542.80 1,619.94 1,700.94 328 OFFICE ASSISTANT II 9 1,546.10 1,623.41 1,704.58 1,789.81 1,879.30 382 OUTREACH COORDINATOR g 2,003.58 2,103.76 2,208.95 2,319.40 2,435.37 238 PARK SERVICES OFFICER II 9 2,076.46 2,180.28 2,289.29 2,403.75 2,523.94 283 PARK SERVICES OFFICER III 9 2,533.27 2,659.93 2,792.93 2,932.58 3,079.21 268 PARKS & FOREST SUPERVISOR 9 2,956.03 3,103.83 3,259.02 3,421.97 3,593.07 278 PLAN CHECK ENGINEER m 4,390.19 4,609.70 4,840.19 5.082.20 5.336.31 124 PLANNING DIVISION MANAGER m 5,564.22 5,842.43 6,134.55 6,441.28 6,763.34 216 PLANNING TECHNICIAN g 2,023.62 2,124.80 2,231.04 2,342.59 2,459.72 297 PLANS EXAMINER g 2,704.36 2,839.58 2,981.56 3,130.64 3,287.17 152 POLICE COMMANDER psmp 6,952.36 7,299.98 7,664.98 8,048.23 8,450.64 422 POLICE CORPORAL p 3,440.60 3,612.63 3,793.26 3,982.92 4,182.07 151 POLICE DIVISION COMMANDER psmp 6,749.15 7,086.61 7,440.94 7,812.99 8,203.64 416 POLICE LIEUTENANT pmm 5,397.25 5,667.11 5,950.47 6,247.99 6,560.39 413 POLICE OFFICER p 3,192.54 3,352.17 3,519.78 3,695.77 3,880.56 355 POLICE RECORDS SUPERVISOR g 2,495.66 2,620.44 2,751.46 2,889.03 3,033.48 327 POLICE RECORDS TECH -DETECTIVES 9 1,691.71 1,776.30 1,865.12 1,958.38 2,056.30 325 POLICE RECORDS TECHNICIAN I g 1,493.80 1,568.49 1,646.91 1,729.26 1,815.72 326 POLICE RECORDS TECHNICIAN II 9 1,650.47 1,732.99 1,819.64 1,910.62 2,006.15 410 POLICE SERGEANT pmm 4,357.05 4,574.90 4,803.65 5,043.83 5,296.02 256 POLICE SERVICES TECHNICIAN pn 2,138.35 2,245.27 2,357.53 2,475.41 2,599.18 390 POLICE TRAINEE pn 2,678.91 2,812.86 2,953.50 3,101.18 3,256.24 293 PRINCIPAL CIVIL ENGINEER m 4,897.49 5,142.36 5,399.48 5,669.45 5,952.92 127 PRINCIPAL PLANNER m 4,368.25 4,586.66 4,815.99 5,056.79 5,309.63 362 PROPERTY -EVIDENCE CLERK g 2,213.86 2,324.55 2,440.78 2,562.82 2,690.96 386 PUBLIC INFORMATION MANAGER m 3,570.81 3,749.35 3,936.82 4,133.66 4,340.34 241 PUBLIC WORKS INSPECTOR g 2,258.68 2,371.61 2,490.19 2,614.70 2,745.44 135 PUBLIC WORKS OPERATIONS MGR m 4,523.10 4,749.26 4,986.72 5,236.06 5,497.86 169 PUBLIC WORKS TECHNICIAN I g 2,003.58 2,103.76 2,208.95 2,319.40 2,435.37 170 PUBLIC WORKS TECHNICIAN II g 2,217.56 2,328.44 2,444.86 2,567.10 2,695.46 257 RECREATION COORDINATOR g 2,129.46 2,235.93 2,347.73 2,465.12 2,588.38 158 RECREATION SERVICES MGR m 3,593.51 3,773.19 3,961.85 4,159.94 4,367.94 285 RECREATION SUPERVISOR g 2,464.51 2,587.74 2,717.13 2.852.99 2,995.64 259 RECREATION TECHNICIAN g 2,003.58 2,103.76 2,208.95 2,319.40 2,435.37 252 REG COMPLIANCE SPECIALIST g 2,249.15 2,361.61 2,479.69 2,603.67 2,733.85 314 REG COMPLIANCE SPECIALIST II g 2,455.12 2,577.88 2,706.77 2,842.11 2,984.22 316 REGULATORY COMPLIANCE MANAGER m 4,523.10 4,749.26 4,986.72 5,236.06 5,497.86 162 REVENUE MANAGER m 3,236.67 3,398.50 3,568.43 3,746.85 3,934.19 157 RISK MANAGER m 3,945.79 4,143.08 4,350.23 4,567.74 4,796.13 312 SECRETARY 9 1,905.10 2,000.36 2,100.38 2,205.40 2,315.67 313 SECRETARY TO THE CITY MANAGER m 2,498.24 2,623.15 2,754.31 2,892.03 3,036.63 125 SENIOR ASSISTANT CITY ATTORNEY m 5,538.03 5,814.93 6,105.68 6,410.96 6,731.51 349 SENIOR BUILDING PERMIT TECH g 2,366.71 2,485.05 2,609.30 2,739.77 2,876.76 292 SENIOR CIVIL ENGINEER 9 3,785.35 3,974.62 4,173.35 4,382.02 4,601.12 267 SENIOR CREW LEADER-MAINT SPEC g 2,224.83 2,336.07 2,452.87 2,575.51 2,704.29 321 SENIOR DISPATCHER pn 3,048.96 3,201.41 3,361.48 3,529.55 3,706.03 237 SENIOR PARK SERVICES OFFICER 9 3,112.53 3,268.16 3,431.57 3,603.15 3,783.31 205 SENIOR PLANNER 9 3,298.13 3,463.04 3,636.19 3,818.00 4.008.90 201 SENIOR PLANS EXAMINER 9 3,134.83 3,291.57 3,456.15 3,628.96 3,810.41 337 SENIOR POLICE RECORDS TECH 9 1,823.65 1,914.83 2,010.57 2,111.10 2,216.66 163 SENIOR PROJECT MANAGER m 4,155.59 4,363.37 4,581.54 4,810.62 5,051.15 03102/2022
* Reflective to incorporate salary changes for PSM and Local 2020 Employees
City of Santa Maria
Schematic Full -Time Bi-Weekly Rates
Effective 03/12/2022
Bi-Weekly Rates
Grade Description Assoc. Step A Step B Step C Step D Step E 210 SENIOR SYSTEMS ANALYST m 4,471.31 4,694.88 4,929.62 5,176.10 5,434.91 304 SENIOR TRAFFIC SIGNAL TECH 9 2,653.67 2,786.35 2,925.67 3,071.95 3,225.55 195 SOLID WASTE COLLECTIONS SUPV g 3,097.30 3,252.17 3,414.78 3,585.52 3,764.80 196 SOLID WASTE EQUIP CREW LDR g 2,126.86 2,233.20 2,344.86 2,462.10 2,585.21 246 SOLID WASTE EQUIP LEAD OPR g 2,352.15 2,469.76 2,593.25 2,722.91 2,859.06 222 SOLID WASTE EQUIPMENT OPR I g 1,985.84 2,085.13 2,189.39 2,298.86 2,413.80 224 SOLID WASTE EQUIPMENT OPR II g 2,025.55 2,126.83 2,233.17 2,344.83 2,462.07 197 SOLID WASTE LANDFILL SUPV g 3,097.30 3,252.17 3,414.78 3,585.52 3,764.80 154 SOLID WASTE MANAGER m 4,897.49 5,142.36 5,399.48 5,669.45 5,952.92 380 SPECIAL DISTRICTS COORDINATOR g 2,956.03 3,103.83 3,259.02 3,421.97 3,593.07 358 SPECIAL DISTRICTS SUPERVISOR g 3,297.55 3,462.43 3,635.55 3,817.33 4,008.20 381 SPECIAL DISTRICTS TECHNICIAN g 2,280.44 2,394.46 2,514.18 2,639.89 2,771.88 271 STREET MAINT SUPERVISOR g 2,980.96 3,130.01 3,286.51 3,450.84 3,623.38 214 SYSTEMS ANALYST I g 3,101.43 3,256.50 3,419.33 3,590.30 3,769.82 215 SYSTEMS ANALYST II g 3,420.17 3,591.18 3,770.74 3,959.28 4,157.24 290 TRAFFIC SIGNAL TECHNICIAN g 2,468.54 2,591.97 2,721.57 2,857.65 3,000.53 202 TRANSIT ASSISTANT g 1,546.10 1,623.41 1,704.58 1,789.81 1,879.30 229 TRANSIT COORDINATOR g 2,173.86 2,282.55 2,396.68 2,516.51 2,642.34 288 TRANSIT SERVICES MANAGER m 4,523.10 4,749.26 4,986.72 5,236.06 5,497.86 383 UTILITIES ACCOUNTING TECH I g 1,973.67 2,072.35 2,175.97 2,284.77 2,399.01 384 UTILITIES ACCOUNTING TECH II g 2,176.45 2,285.27 2,399.53 2,519.51 2,645.49 385 UTILITIES ACCOUNTING TECH III g 2,285.26 2,399.52 2,519.50 2,645.48 2,777.75 145 UTILITIES MANAGER/DEPUTY DIR m 5,530.27 5,806.78 6,097.12 6,401.98 6,722.08 387 UTILITIES OUTREACH SPECIALIST 9 1,791.49 1,881.06 1,975.11 2,073.87 2,177.56 207 UTILITIES TECHNOLOGY ANALYST g 3,101.43 3,256.50 3,419.33 3,590.30 3,769.82 334 UTILITY BILLING LEAD CLERK g 2,020.66 2,121.69 2,227.77 2,339.16 2,456.12 137 UTILITY BILLING MANAGER m 3,236.67 3,398.50 3,568.43 3,746.85 3,934.19 223 UTILITY BILLING SUPERVISOR g 2,121.68 2,227.76 2,339.15 2,456.11 2,578.92 306 WASTEWATER OPERATOR g 2,432.57 2,554.20 2,681.91 2,816.01 2,956.81 305 WASTEWATER OPERATOR TRAINEE g 2,160.35 2,268.37 2,381.79 2,500.88 2,625.92 198 WASTEWATER SUPERVISOR g 3,559.04 3,736.99 3,923.84 4,120.03 4,326.03 247 WATER CONSERVATION SPECIALIST g 1,797.32 1,887,19 1,981.55 2,080.63 2,184.66 309 WATER OPERATOR 9 2,432.57 2,554.20 2,681.91 2,816.01 2,956.81 310 WATER OPERATOR TRAINEE g 2,160.35 2,268.37 2,381.79 2,500.88 2,625.92 258 WATER RESOURCES LEAD OPERATOR 9 2,917.78 3,063.67 3,216.85 3,377.69 3,546.57 134 WATER RESOURCES MANAGER m 4,897.49 5,142.36 5,399.48 5,669.45 5,952.92 263 WATER RESOURCES OPERATOR g 2,646.48 2,778.80 2,917.74 3,063.63 3,216.81 199 WATER SUPERVISOR g 3,559.04 3,736.99 3,923.84 4,120.03 4,326.03 243 WATER SYSTEM OPERATOR I g 2,107.72 2,213.11 2,323.77 2,439.96 2,561.96 249 WATER SYSTEM OPERATOR II g 2,373.16 2,491.82 2,616.41 2,747.23 2,884.59 0310212022
" Reflective to incorporate salary changes for PSM and Loral 2020 Employees
City of Santa Maria
Schematic Hourly Rates
Effective 03/12/2022
Part Time Rates
Grade Description Assoc. Step A Step B Step C Step D Step E za ACCOUNT CLERK AIDE z 18.55 19.48 20.45 21.47 22.54
ac ADMINISTRATIVE AIDE I e 21.07 22.12 23.23 0.00 0.00
ab ADMINISTRATIVE AIDE II e 24.39 25.62 26.89 0.00 0.00 as ADMINISTRATIVE AIDE III e 28.33 29.75 31.24 0.00 0.00 al ASSIST LIBRARY TECHNICIAN e 16.75 17.59 18.47 0.00 0.00 as ASSISTANT CLERK - OFFICE a 15.91 16.71 17.54 0.00 0.00 ap ASST PUBLIC WORKS INSPECTOR a 29.06 30.51 32.04 0.00 0.00 cd CERTIFIED DISPATCH AIDE a 31.44 33.01 34.66 0.00 0.00 zc CLERK II z 16.01 16.81 17.65 18.53 19.46
zx COMMUNITY OUTREACH COORDINATOI z 22.62 23.75 24.94 26.19 27.50 cl CONSULTANT I e 39.92 41.92 44.02 0.00 0.00
cm CONSULTANT II a 46.23 48.53 50.96 0.00 0.00
cn CONSULTANT III e 53.85 56.54 59.36 0.00 0.00
cp CUSTOMER SERVICE PHONE OPER e 15.00 15.75 16.54 0.00 0.00 ya EMERGENCY SERVICES SPECIALIST z 31.04 32.59 34.22 35.93 37.73 zp FACILITY SPECIALIST II z 19.06 20.01 21.01 22.06 23.16 zq FACILITY SPECIALIST II I z 20.51 21.54 22.62 23.75 24.94 to GENERAL LABORER a 15.23 15.99 16.79 0.00 0.00
zl GRAPHICS TECHNICIAN z 17.62 18.50 19.43 20.40 21.42
dl INTERIM DIRECTOR I e 63.04 68.29 73.54 0.00 0.00
d2 INTERIM DIRECTOR II a 78.80 84.05 89.30 0.00 0.00
d3 INTERIM DIRECTOR III a 94.55 99.81 105.06 0.00 0.00
ci INTERN -GENERAL a 15.00 15.75 16.54 0.00 0.00
ei INTERN - PROFESSION e 15.42 16.19 17.00 0.00 0.00
i1 INVESTIGATIVE OFFICER I e 73.54 0.00 0.00 0.00 0.00
i2 INVESTIGATIVE OFFICER II a 105.06 0.00 0.00 0.00 0.00 zf LABORER III z 16.83 17.67 18.55 19.48 20.45
Ip LIBRARY PAGE a 15.00 15.75 16.54 0.00 0.00
zg LIBRARY TECHNICAL ASSISTANT z 19.03 19.98 20.98 22.03 23.13 19 LIFEGUARD a 15.39 16.16 16.97 0.00 0.00
mt MAINTENANCE TECHNICIAN e 15.42 16.19 17.00 0.00 0.00 ma MULTIMEDIA ASSISTANT a 15.33 16.10 16.90 0.00 0.00
ps PARK SERVICES AIDE a 15.50 16.28 17.09 0.00 0.00
zy PARK SERVICES COORDINATOR z 39.47 41.44 43.51 45.69 47.97 zv PARK SERVICES OFFICER z 25.96 27.26 28.62 30.05 31.55 zpe PEG PRODUCTION MANAGER mpt 34.60 36.33 38.15 40.06 42.06 zi POLICE RECORDS CLERK z 17.64 18.52 19.45 20.42 21.44 po PROVISIONAL OFFICER a 35.06 36.81 38.66 0.00 0.00
re RECREATION LEADER II a 15.00 15.75 16.54 0.00 0.00
rc REGULATORY COMPLIANCE CLERK a 15.63 16.41 17.22 0.00 0.00 ao RESERVE POLICE OFFICER LEVEL 1 e 21.01 0.00 0.00 0.00 0.00 bo RESERVE POLICE OFFICER LEVEL 2 e 17.86 0.00 0.00 0.00 0.00 se SECURITY AIDE e 15.00 15.75 16.54 0.00 0.00
zz SENIOR LIFEGUARD z 18.78 19.72 20.71 21.75 22.84
sl SKILLED LABORER e 22.02 23.12 24.28 0.00 0.00
sa STAFF AIDE -FACILITIES e 15.91 16.71 17.54 0.00 0.00 zt STAFF ASSISTANT z 16.35 17.17 18.03 18.93 19.88
si SWIM INSTRUCTOR a 17.90 18.80 19.74 0.00 0.00
sc SWIM POOL CLERK a 15.00 15.75 16.54 0.00 0.00
11 TECHNICAL AIDE I e 15.42 16.19 17.00 0.00 0.00
t2 TECHNICAL AIDE II e 15.63 16.40 17.22 0.00 0.00
t3 TECHNICAL AIDE III a 18.20 19.11 20.06 0.00 0.00
tp TEMPORARY PLANNER a 34.84 36.59 38.41 0.00 0.00
Zr TRANSIT TECHNICIAN z 19.03 19.98 20.98 22.03 23.13
03/02/2022
RESOLUTION NO.
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SANTA
MARIA, RATIFY AND APPROVE THE TENTATIVE AGREEMENT AND
SUCCESSOR MEMORANDUM OF UNDERSTANDING (MOU) WITH
SANTA MARIA CITY FIRE FIGHTERS' UNION, LOCAL 2020;
APPROVING AND AUTHORIZING WAGE AND BENEFIT RESOLUTON
OF THE NON -REPRESENTED PUBLIC SAFETY MANAGERS; AND
AUTHORIZING THE ESTABLISHMENT OF A COMPREHENSIVE
SALARY SCHEMATIC SCHEDULE FOR ALL FULL-TIME AND PART-
TIME EMPLOYEES IN ACCORDANCE WITH CALPERS GUIDELINES
WHEREAS, the City of Santa Maria ("CITY)", through negotiations with Santa Maria City Fire Fighters' Union, Local 2020 ("Local 2020"), has established a tentative and successor Memorandum of Understanding which has been approved by the majority of its membership; and
WHEREAS, California Public Employees' Retirement System ("CaIPERS") limits "compensation earnable" for retirement purposes to amounts listed on a Comprehensive Schematic Salary Schedule meeting requirements set forth in section 570.5 of Title 2 of the California Code of Regulations, including that government agency employers provide and make available to the public the salary of all full-time and part-time employees in a single salary format specified by CaIPERS; and
WHEREAS, the City has compiled the necessary salary data to create a single salary schedule in compliance with the requirements of CaIPERS, attached to the City Council Agenda Report as Attachment D, dated March 2, 2022; and NOW, THEREFORE, IT IS HEREBY RESOLVED by the City Council of the City of Santa Maria, California, as follows:
1. The tentative and successor MOU (attached to the City Council Agenda Report dated March 2, 2022, as Attachments A and B) between the City of Santa Maria and Local 2020 is incorporated herein by reference, is hereby ratified and approved; and all changes provided by said tentative agreement and successor MOU shall be carried out and is effective herewith in the manner provided herein; and
2. The proposed RESOLUTION of the Non -Represented Public Safety Managers Employees (attached to the City Council Agenda Report dated March 2, 2022, as Attachment C) is incorporated herein by reference, is hereby authorized and approved; and all changes provided by said the resolution of the Non - Represented Public Safety Managers Employees shall be carried out and is effective herewith in the manner provided therein; and
3. The Comprehensive Salary Schematic Schedule for all full-time and part-time employees (attached to the City Council Agenda Report dated March 2, 2022, as Attachment D) is incorporated herein by reference, is hereby authorized and approved; and
4. The Chief Deputy City Clerk is hereby authorized to make minor changes herein to address clerical errors, so long as substantial conformance of the intent of this document is maintained. In doing so, the Chief Deputy City Clerk shall consult with the City Manager and City Attorney concerning any changes deemed necessary.
PASSED AND ADOPTED at a regular meeting of the City Council of the City of Santa Maria held this 2nd day of March 2022.
ATTEST:
Mayor
Chief Deputy City Clerk
APPR .gyp AS TO ONTENlik,
Department Director
City Manager
ORDINANCE NO.
AN ORDINANCE OF THE CITY COUNCIL OF THE CITY OF
SANTA MARIA, CALIFORNIA, AMENDING SECTION 2-2.02
(SALARIES DESIGNATED) OF CHAPTER 2-2 OF THE SANTA
MARIA MUNICIPAL CODE INCREASING CITY COUNCIL
SALARIES BY $393.90 PER MONTH
WHEREAS, the salaries of Councilmembers were last adjusted in 2016 to $1,313 per month for each Councilmember and an additional $250 per month for the Mayor; and WHEREAS, the California Government Code provides for increases to Council salaries; and
WHEREAS, the City Council has not had an increase in compensation for the past eight years, and only five times in the past 36 years; and WHEREAS, based on California Government Code provisions the City Council is eligible for a salary increase to $1,706.90 per month; and WHEREAS, there were three intervening years that the City Council did not grant salary increases to City employees and consistent application to the City Council would result in a salary increase to $1,313 per month rather than the eligible amount provided for in the California Government Code; and
WHEREAS, Government Code section 36516.5 does not apply to a charter city, however, the City Council voluntarily chooses to comply with its provisions, and therefore, the salary increases provided herein will not become effective until the start of the next term of office of any Councilmember.
NOW, THEREFORE, the City Council of the City of Santa Maria does hereby ordain as follows:
SECTION 1. Section 2-2.02 of Chapter 2-2 of Title 2 is hereby amended to read as follows:
Section 2-2.02. Salaries designated.
Each member of the Council and the Mayor shall receive, exclusive of any money paid as reimbursement for actual and necessary expenses incurred in the performance of official City duties, as salary, the sum of one thousand seven hundred six dollars and ninety cents ($1,706.901pne thousand th d per month. These increased salaries co increased shall
become payable only —on December 31, 2022. ^µ^ the a
SECTION 2„ Section 2-2.03 of Chapter 2-2 of Title 2 shall remain unchanged and shall read:
Section 2-2.03. Mayor's salary.
The Mayor shall receive in addition to the salary set forth in Section 2-2.02 of this chapter, exclusive of any money paid as reimbursement for actual and necessary expenses incurred in the performance of official City duties, the sum of two hundred and fifty dollars ($250.00) per month in addition to the Council salary. These increased salaries shall become payable effective December 31, 2022.
SECTION 3. After its passage and adoption, this Ordinance shall not commence until the start of the next term of office of any Councilmember, which will be December 2022.
SECTION 4. If any part or provision of this Chapter, or the application thereof to any person or circumstance, is held invalid, the remainder of the Chapter, including the application of that part or provision to other persons or circumstances, shall not be affected thereby and shall continue in full force and effect. To this end, the provisions of this Ordinance are severable.
SECTION 5. The Chief Deputy City Clerk is hereby authorized to make minor changes herein to address clerical errors, so long as substantial conformance of the intent of this document is maintained. In doing so, the Chief Deputy City Clerk shall consult with the City Manager and City Attorney concerning any changes deemed necessary.
SECTION 6. This Ordinance shall be in full force and effect thirty (30) days after its passage. Within fifteen days following its passage, the City Clerk shall cause this Ordinance to be published in a newspaper of general circulation in accordance with State Law; or when deemed necessary due to the length or complexity of the Ordinance, cause a summary of the Ordinance to be prepared and published at least five days prior to the City Council meeting at which the proposed Ordinance is to be adopted. If a summary is published at least five days prior to the City Council meeting at which the proposed Ordinance is to be adopted, then within 15 days after adoption of the Ordinance the City Clerk shall publish a summary of the Ordinance with the names of those City Council Members voting for and against the Ordinance and shall post a certified copy of the full text of such adopted Ordinance along with the names of those City Council Members voting for and against the Ordinance.
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INTRODUCED at a regular meeting of the City Council held on the 2nd day of March 2022, as follows:
AYES:
NOES:
ABSENT:
ABSTAINED:
Mayor
ATTEST:
Chief Deputy City Clerk
APPRO
ity Attorney
APPROVED AS TO CONTENT;
Departmgnt Director
City'Manager