Docusign Envelope lD: 845E9D71 -A35E4139-8832-92634D678AC0 RESOLUTION NUMBER: 6645-2025
CITY OF SEBASTOPOL
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SEBASTOPOL
APPROVING THE MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF SEBASTOPOL AND THE SERVICE EMPLOYEE'S TNTERNATTONAL UNTON (SEtU) FOR THE PERIOD FROM JANUARY L, 2025, THROUGH DECEMBER 3I,2025 WHEREAS, the City's current Memorandum of Understanding with the Service Employee's lnternational Union, originally setto expire on June 30,2024 was extended on August 6,2024 through December 31.,2024 and has expired; and WHEREAS, the City and representatives of the Service Employee's lnternational Union have met and conferred in good faith regarding wages, hours and other terms and conditions of employment for the employees in said representation unit in an attempt to reach and enter into Memorandum of Understanding (the "MOU") pursuant to the Section 3500, et seq. of the Government Code of the State of California, and
WHEREAS, over several meetings during the months of November and December, mutually agreed on a successor Agreement for the period from January t, 2025 through December 3I, 2025, the terms of which are reflected in Attachment 1 and shown in redline in Attachment 2.
NOW, THEREFORE, BE lT RESOLVED that the City Council of the City of Sebastopolapprove the Memorandum of Understanding between the City and the Service Employee's lnternational Union for the period from January 1-,2025 through December 3L,2025 included as Attachment 1 and shown in redline as attachment 2.
The above and foregoing Resolution was duly passed, approved, and adopted at a meeting by the City Council on the 21't day ofJanuary 2025.
l, the undersigned, hereby certify that the foregoing Resolution was duly adopted by the City of Sebastopol City Council by the following vote:
VOTE:
Ayes: Councilmembers Carter, Hinton, Maurer, Vice Mayor Mclewis and Mayor Zollman Noes: None
Absent: None
Abstain: None
APPR.VED: G--- loll^n*
Ste ph eHoihsqdff 8Af€Vo r
--Docusigned
bY: ATTEST: ArrEJr I t ln
lVrfuf|#^,/
Mary botrruyzlAbsssnt City Manager/City Clerk, MMC
APPRovED AS ro FoRM , ni*"*o
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TABLE OF CONTENTS
Preamble
TERM OF AGREEMENT
CITY RIGHTS
WAGE PROVISION
RETIREMENT PROVISION
INSURANCE PROVISIONS
Vision Care
Dental Benefit
Life lnsurance
Long Term Disability Benefit
Health lnsurance
Retiree Health Plan
OTHER COMPENSATION & BENEFITS
Longevity
Certificate lncentive Pay- Public Works Staff
Certificate Pay
Workers Compensation
Deferred Compensation
Fatigue T'ime
Clothing Allowance
Tuition Payment or Reimbursement
Direct Deposit
HOURS OF WORK AND PAID LEAVE
Regular Hours of Work
Administrative Staff Training and Hours of Work for Such Approved Training:
Continuing Education
Continuing Education - Leave
Leaves
Vacation
Vacation Accrual Limits
Cash-ln-Lieu of Vacation Pay
Holidays
Sick Leave
Voting Leave
Advances in Pay Schedule
SEru MOU
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SEIU MOU
PUBLIC WORKS STANDBYAND CALL-IN PROVISION
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LAYOFF PROVISION
UNION RIGHTS
MISCELLANEOUS
SEVERABILITY
SIGNATURES
ATTACHMENT 1. RETIREMENT MEDICAL RESOLUTION NO. 5710 (SEIU) ATTACHMENT 2. RETIREE MEDICAL RESOLUTION NO. 5734 (SEIU) ATTACHMENT 3 - RETIREE HEALTH SAVINGS PLAN (SEIU)
ATTACHMENT 4. REMIF RETIREE HEALTH PLAN ELIGIBLITY GUIDELINES ATTACHMENT 5 . IRREVOCABLE ELECTION TO CASH OUT VACATION HOURS #1 ATTACHMENT 6.VACATION CASH OUT REQUEST AFTER ACCRUAL #2 L2
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MEMOMNDUM OF UNDERSTANDING
January 1,2025 through December 31,2025
The Service Employees' International Union Local 1021, hereinafter referred to as SEIU, and representatives of the Sebastopol City Council, hereinafter referred to as CITY, have met and conferred in good faith regarding terms and conditions of employment for the employees in the Union. Throughout the Meet and Confer process, both parties have exchanged information, opinions and proposals and have endeavored to reach agreement on all matters relating to the employment conditions and employeremployee relations of such employees.
SEIU and CITY agree as follows:
I.W
The term of this one-year agreement will be from January 1,2025 and end on December 31,2025 II. CITJ.BIGEIS
City retains, solely and exclusively, all the rights, powers and authority exercised or held prior to the execution of this Memorandum of Understanding (MOU), except as expressly limited by a specific provision of this MOU. Without limiting the generality of the foregoing, the rights, powers and authority retained solely and exclusively by City and not abridged herein include, but are not limited to, the following, subject to the requirements of this MOU and/or any provision of law whether it be statutory or judicial:
To manage and direct its business and personnel; to manage, control and determine the mission of its departments, buildingfacilities and operations; to create, change, combine or abolish jobs, departments andfaeilities in whole or in part; to subcontract or discontinue work for economic or operational reasons; to direct the work force; to increase or decrease the worffirce and determine the number of employees needed; to hire, transfer, promote and maintain the discipline and efficiency of its employees to estqblish work standards, schedules of operation and reasonable work load; to specifu or assign work requirements and require overtime; to schedule working hours and shifts; to adopt rules of conduct and penalties for violation thereof; to determine the type and scope ofwork to be pedormed and the serttices to be provided; to determine the methods, processes, means and places of providing services and to take whatever action necessary to preparefor and operate in an emergency.
Nothing in this Section shall be construed to limit, amend, decrease, revoke or otherwise modiff the rights vested in the City by any law regulating, authorizing or empowering the City to act or refrain from acting.
Should the City desire to exercise any of these rights, it shall give SEIU advance, written, notice of its intentions thereof and shall afford SEIU the opporfunity to meet and confer on the impact of the exercise of such rights upon represented employees before the decision is implemented to the extent required by law.
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N. WAGF'PROVTSION
A. During the term of this agreement, wage ranges for all members of the bargaining unit will be posted on the City's website and as such incorporated herein according to the current pay rates and ranges, and in accordance with City Ordinance.
B. 5-% increase on base salary effective January l, 2025 and payable in the first full pay period following Council approval, whichever is later, C. A $2,000 one-time, lump sum, nonpersable bonus payable upon ratification and City Council approval of this MOU.
ry. RETIREMENT PROWSION
CaIPERS Retirement
The City's contract with CaIPERS provides the following retirement miscellaneous benefits. CaIPERS determines an employee's member level as classic or new. 1 . Tier I - Retirement benefits for classic members hired prior to January l, 2013 shall receive the following PERS benefits.
2% @55 retirement formula (GC 21354)
Single highest year compensation (GC 20042\
All Employees must pay aTVo contribution
2. Tier 2 - New members, as defined by PERS, hired on or after January l,2Al3, shall receive the following PERS benefits.
2% @ age 62 retirement formula
Three-year average of final compensation (GC 20042)
Employee must pay 50olo of normal cost as determined by CaIPERS V. INSURANCEPROVISIONS
A. Vision Care: The City will provide vision insurance, without premium cost to the employee, for full-time regular employees and any eligible dependents. Part-time employees will receive a prorated benefit based on number ofhours.
B. D@Bggdli The City will provide dental insurance, without premium cost to the employee, for full-time regular employees and any eligible dependents. Parttime employees will receive a prorated benefit based on number ofhours.
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C. Life Insurance:
Employees in the bargaining unit are eligible for the Life Insurance benefit provisions contained in the Personnel Resolution.
D. Long Term Disabilitv Benefit
1) The City agrees to provide off-the-job disability insurance for eligible employees.
Eligibility period to be 30 days.
2) The parties agree that the City will add 100% of the LTD premium to the employee's monthly pay and deduct the same amount for payment of the premium. LTD benefit payments will then become nontaxable to the employee if the benefit is activated during a period of non-industrial disability.
E. Health Insurance:
1) The City Kaiser HMO plan will be provided without premium cost to the employee, for full-time regular employees and any eligible dependents. 2) The REMIF Anthem/Blue Cross Plan shall continue to be an option for full-time regular employees and any eligible dependents. Any premium difference between the Kaiser HMO Plan and the REMIF Anthem/Blue Cross Plan shall be paid by the employee.
3) For part-time employees, the City's share of premium cost will be prorated based upon hours worked.
4) Pal'ment in Lieu of Health Care Premiums: For an employee who can provide the City with proof of medical insurance and who chooses not to participate in the City sponsored medical insurance plan, the City agrees to pay an inlieu as shown in the table below:
Coverage In-Lieu & Salary Benefit *
Full Family 20% of City "Family "medical contribution
Employee+ I 20% of City "Employee+ 1" medical contribution Employee Only 20% of City "Employee Only" medical contribution * An employee who has chosen to receive the aforementioned monthly stipend in lieu of receiving health insurance coverage may elect at the annual open enrollment period to again be covered under the city-sponsored health insurance plan. No employee will be entitled to receive both health insurance coverage from the City and the inlieu payment.
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F. Retiree Health olan
1. To fund future costs of retiree health premiums, those employees hired after July 1,2006,may voluntarily participate in the existing benefit plan provided. a) The employee contributes 1% of base salary to a maximum of $60/month to a retiree health care trust fund, to be matched by an equal city contribution. This City contribution will not be available to any employee hired after July 1, 201 1. b) Employees may only elect to participate in this option within 60 days of their employment starting date.
c) This fund shall be managed separate and apart from the existing funds used for this purpose.
d) An employee who elects to participate in this benefit but decides at alater date that he/she no longer wishes to continue in this program, may request a reimbursement of 85% of the conkibutions that they have made to the fund as of that date. e) An employee who leaves employment with the City prior to retirement is eligible for a90Yo reimbursement of their contributions.
2. Resolution Number 6261 of the City of Sebastopol updates the terms and conditions of the City's "Employee Medical AfterRetirement" program benefitto bring it into compliance with the Anthem Blue Cross and Kaiser medical plans, has been reviewed and approved by the members of SEID.
VI. OT}TF'R COMPF.NSATION ANDRIINF'F'ITS
A) Longeviqv
Regular full-time employees are entitled to the following longevity incentives:
. 2yo on base hourly rate at the conclusion of 5 years of sewice . 2o/o additional on base hourly rate (total 4oh) at the conclusion of I 0 years ofservice . 2%o additional on base hourly rate (total 60/o) atthe conclusion of l5 years of service . 2Yo additional on base hourly rate (total 8%) at the conclusion of 20 years of service
. 2Yo additional on base hourly rate (total 10%) at the conclusion of 25 years of service
Longevity incentives are cumulative, not to exceed a maximum of l0%o. Part-time prior servtce may be counted on a pro-rata basis.
B) Certification lncentive Pav
Public Works Staff
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Approved Certifi cates include :
Sewer collection (e.g., CWEA WW Collection Systems Certifications) Wastewater treatment (e.g., CWEA WW Operator Certifications) Water treatment operator (e.g., California State Water Resources Control Board Water Treatment Certifi cations)
Water distribution opemtor (e.g., California State Water Resources Control Board Water Distribution Certifi cations)
Back flow device tester (e.g., AWWA Backflow Prevention Assembly Tester Certificate) Certified pool operator (various schools and vendors)
Certificates beyond minimum qualifications for employee's current classification shall be worth two- and one-half percent(2.5o/o), up to a maximum often percent (10%).
Incentive pay for pre-approved job-related (see list above) State certificates will be available to all non-exempt classifications in Public Works. Incentive pay for certificates will require Department Head pre-approval and written recommendation to City Manager. The City Manager shall make the final determination. Increases of (2.5%) shall remain in effect so long as said employee retains said certificates in order to secure said educational incentive pay. Upon receipt of the certificate the educational incentive pay increase shall become effective retroactive to the first full pay period of the month following the date of the certificate. City Manager is authorized to cancel said educational incentive pay whenever said certificates lapse or are no longer valid.
Legacy Certification Incentive Pay Public Works Staff (Expires Jull' 1. 2022) State Certification Tests: Effective September 2,2014: Salary increase of one range (5.5%) can be eamed for the successful completion of State Certification tests. Incentive pay for preapprovedjob-related State certificates will be available to all non-exempt classifications in Public Works. Incentive pay for certificates will require Department Head pre-approval and recommendation to City Manager, for approval. Certificates will be job-related and may include, but not necessarily be limited to, sewer collection, wastewater fteatrnent, water treatment operator, water distribution operator, back flow device tester, certified pool operator, and other comparable job-related licenses, tests or educational achievement as approved by the Cify Manager. Such one range (5.5oh) shall remain in effect so long as said employee retains said certificates in order to secure said educational incentive pay. Educational incentive pay increase shall become effective at the first of the month next following successfully obtaining said certificate. City Manager is authorizedto cancel said educational incentive pay whenever said certificates lapse or are no longer valid. Existing employees that maintain an approved certificate pay upon expiration of this provision shall continue to receive existing approved certificate pay for up to the term of their employment with the City of Sebastopol. lf an approved grandfathered certificate, under this provision, were to lapse any restoration of the certificate would fall under the new certificate program effective July 1, 2022 (above). City Manager is authorized to cancel said educational incentive pay whenever said certificates lapse or are no longer valid.
Employees in the process of obtaining or renewing certificates as of 612012022 shall be grandfathered into Legacy Certificate program, above. Employees must provide documentation of approved certificate from certification provider of enrollment or efforts to enroll to support any delay in enrollment process.
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C) Certificate Pav
Maintenance Worker III Step 'D' requires one pre-approved certificate and Step 'E' requires two pre-approved certificates in addition to an above-average performance evaluation. Approved certificates may be obtained prior to the employee becoming eligible for the step increase, but step increases to 'D' and 'E' steps will occur only upon approval by the Department Head, and subject to the approval of the City Manager.
D) Workers' Compensation
City agrees to provide integration for employees eligible for workers compensation coverage based on their worker's compensation benefit in the interest of using leave balances to make them whole. Employees are entitled to supplement their Workers Compensation benefit using accrued vacation and sick leave.
E) Deferred Comoensation
Employees in the bargaining unit are eligible for the Defened Compensation benefit provisions contained in the Personnel Resolution.
F) Fatisue Time
Employees shall receive full pay for fatigue time hour for hour worked if they have worked overtime and the overtime has been completed with less than eight (8) hours between the completion of the overtime and the start of the employee's next regularly scheduled shift provided that the employee worked two (2) or more consecutive hours of overtime within the nine (9) hour period before the start of the employee's next regularly scheduled shift.
Employees shall not receive fatigue time if: (l) the overtime is completed more than eight hours prior to the start of their next regularly scheduled shift, or (2) employees are called out to perform overtime work within four (4) hours of the start of their next regularly scheduled shift.
Fatigue time must be taken during the first or last part of the next regularly scheduled workday in consultation with the supervisor or crew lead and as workload allows. Employees receiving fatigue time shall notifii their immediate or after-hours supervisor at the completion of the overtime work, if possible, or a minimum of one (1) hour before the start of their next regularly scheduled shift when their fatigue time will be taken.
G) Clothins Allowance
The City will pay a clothing allowance to members of this unit except for those whose pimary work location is within an office. The clothing allowance will be $ I ,050 per year payable in one equal installment in the first full pay period for September of each year. Employees may request an advance of up to 50% of the clothing allowance. Advance payments will be deducted from the next scheduled clothing allowance payment or upon separation from employment. In consideration of the clothing allowance, employees will comply with the following dress requirements:
I. Work clothes, at the beginning of the day, are to be clean and neat in appearance.
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2. Work clothes shall consist of a safety green shirt in one of the following sfyles:
(a) Short sleeve knit shirt ("T" shirt or polo style).
(b) Long or short sleeve button shirt.
3. All shirts shall have the City of Sebastopol logo printed on them.
4. Employees shall wear appropriate pants and boots for the nature of the work they are required to perform. Appropriate shorts may be wom in warmer weather. The Cify retains the right to determine reasonable standards for the benefit of employee safety and city standards.
H) Tuition Pavment orReimbursement
City will pay in advance for tuition, books, reasonable travel, lodging, and course registration to attend training, workshops, seminars, and conferences that are deemed by a Department Head or City Manager to have a nexus to the work and are in the best interest of the City. Should an employee fail to pass or obtain a satisfactory grade in a City paid training, the employee may be asked to reimburse the City for costs or the City may refuse future requests for training from the employee.
If the training is required to maintain the employee's position or classification and the employee does not pass the City paid course or exam, the City may choose not to request reimbursement but may require the employee to pay for subsequent courses out of their own personal funds.
The City will also reimburse employees for tuition and books for attending and completing, with satisfactory gtade or passing status, work-related educational courses to advance within or maintain their certification levels that are recommended by Department Heads and approved by the City Manager.
I) Direct Denosit
City will only provide direct deposit of paychecks in local banks VII. HOT]RS OF WORI( AI\D PAID LEAVE
A. Rezular Hours of Work
For eligible employees the work week will be a 40-hour work week, to be worked in four 10- hour work days per week. The accrual of sick and vacation time will not be reduced as a result of the change in the work week.
The norrnal 4/10 work week is defined as a 4-day work week, at 10 hours per day, scheduled for Monday through Thursday, or Tuesday through Friday. As defined in Administrative Policy No. 23 , the normal work week for a 4ll0 work schedule for employees in this unit will be from l2:00 a.m. Monday to 11.59 p.m. Sunday of the following week.
B. Administrative Staff Training and Hours of Work for Such Aoproved Training:
Staff Development - Determination of Training Needs
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The City Manager and the Union agree that the City of Sebastopol retains full authority to determine training needs, resources that can be made available, and the method of payment for training authorized by the City. Nothing in this subsection shall preclude the right of an employee to request specific training.
C. Continuing Education
Employees may request approval of the City Manager to attend training/education courses related to the employee's present position, or career advancement. Such training shall be recommended by the employee's supervisor with final approval by the City Manager.
D. Continuing Education - Leave
When a Continuing Education Course is offered during an employee's normal work schedule, the employee may be authorized leave. Such leave authorization shall be subject to the recommendation of the approval of the employee's supervisor with final approval by the City Manager and must be directly related to the employee's present position, or career advancement.
Approval of Training/Leave for Training:
Approval of one course in a series does not automatically constitute approval for the entire series unless specifically authorized by the City Manager. Approval or denial ofleave will be provided to employees in writing in a timely manner by the employee's supervisor based upon recommendation by the City Manager. This provision will be applied as consistently as possible and will not be unreasonably denied. Continuing Education leave shall be considered as time worked.
E. Leaves
Except as defined in this section, leaves for employees in this section are defined in the Personnel Resolution.
F. Vacation
Employees in the bargaining unit are subject to the Vacation provisions contained in the Personnel Resolution. The City agrees to amend the Vacation provisions in the Personnel Resolution to reflect that Vacation will accrue from Day I of employment and be available for use by an employee after 3 months.
G. Vacation Accrual Limits
I ) Employees' total vacation hours in this unit will have a maximum of twice the annual accrual amount, with a cap of 400 hours for an employee. Once an employee's balance reaches 400 hours they will stop accruing vacation until the balance is below 400 hours. 2) Annually, at the end of each calendar year, employees may transfer up to 40 hours per year to their deferred compensation from this account.
3) Any outstanding balance in this account shall be paid to the employee upon retirement.
H.@
City employees may elect cash in lieu of vacation leave accrual subject to the following limitations:
I) In compliance with IRS regulations, employees must make an irrevocable election to Docusign Envelope lD: 845E9D7'l -A35E.4139-8832-92634D678AC0 SEru MOU Page 13
receive a cash payment in lieu of vacation leave hours prior to accruing those hours. 2) Employees must submit an irrevocable election form to the Finance Department no later than December 3l of the year prior to the year in which the vacation leave will be accrued and paid out.
3) Employees must have a minimum of 100 hours of accrued vacation on the books as of December 3l't of the calendar year prior to the distribution to be eligible to request a cash-in-lieu payment. Employees with more than 80 hours, but less than 100 hours accrued vacation time on the books as of December 3 1 't of the calendar year prior to the distribution may apply to the City Manager for approval of a cash-in-lieu benefit for hours in excess of 80 hours.
4) Employees may request a cash-in-lieu payment forup to 100 hours of vacation in any calendar year.
5) Employees shall designate the payroll date on which they wish to receive the cash payment, at the time of the request. The City finance department will cash out the requested hours no sooner than the pay period following the accrual of the entire number of requested hours sold. For example, a full-time employee accruing eighty (80) hours of vacation leave per year accrues at a rate of 3.0769 hours per pay period. It will take this employee seven (7)pay periods to accrue twenty (20) hours sought to be cashed out.
Therefore, the employee could not receive a cash payment for twenty (20) hours until the eighth pay period of the year. The amount of vacation cash-out is limited to the amount of vacation leave accrued during the calendar year.
Holidavs
Employees in the bargaining unit are subject to the Holidays provisions contained in the Personnel Resolution. In 2022, the Juneteenth holiday was added to the Personnel Resolution and is an approved holiday for the members of this bargaining unit.
J. Sick Leave
Employees in the bargaining unit are subject to the Sick Leave provisions contained in the Personnel Resolution.
K. Votins Leave
Employees in the bargaining unit are subject to the Voting Leave provisions contained in the Personnel Resolution.
L. Advances in Pav Schedule
Advances in Pay Schedule information may be found in the City's Personnel Rules.
M. Comoensatory Time
Employee elected cash buy back of compensatory time accrual balances is not allowed.
Compensatory time will be capped at 120 hours during a calendar year. Maximum allowable rollover from year to year is 80 hours. At the end of each calendar year, hours above 120 in an employee's compensatory bank (up to 40 hours) will be cashed out by the City and paid to the employee.
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VIII. PUBT IC WORKS STANDRY ANN CAT T.-IN PROVTSION
A) Those employees who perform "standby" duties will be compensated as follows: payment of $700 for each one-week period of stand-by/pager, plus overtime for the time required to complete rounds (minimum of 2 hours of overtime) each of the days the Department is closed; and, payment of 2 hours minimum overtime for each actual call out. For each City holiday that occurs during the designated standby period, the employee shall be paid an additional $175.00.
In addition, employees performing stand-by duties shall have the use of a Department vehicle during the one-week time period.
B) An employee in the Public Works Department who is required and expected to be immediately available after normal working hours on weekdays, weekends, and holidays, in the event of an emergency, and who is assigned the duty of checking on City water wells, sewer lift stations, Ives Pool, park restrooms and other duties assigned by the Public Works Superintendent must be considered to be on standby duty. Immediate response time is understood to be a maximum of 30 minutes to the reporting site. Employees on Standby Duty must respond within 30 minutes to the reporting site.
C) While an employee is on standby duty they shall be considered to be employed by the City, and they shall adhere to all rules and regulations for employee conduct regarding behavior, alcohol and drug use. Permission shall be obtained by the Superintendent prior to allowing passengers in a City vehicle who are not employed by the Cify.
D) Any deviation from the standby duty scheduling roster shall be reported to either the Maintenance Supervisor or the Superintendent, and to the Police Department. This will ensure that the employee can be contacted by their supervisor or the Police Department, if necessary. ln order to receive auto dialer alarms, the second standby pager shall be carried by the employee filling in for the originally-scheduled standby person.
E) Overtime shall be paid for each initial emergency call in, at a minimum of two hours at the overtime rate (one and one-halftimes hourly pay.) If subsequent call-ins are received during the initial two-hour period, which result in work exceeding the initial two hours, the employee shall be compensated at the overtime rate for the actual number of hours spent on that call. Subsequent emergency call-ins that are received after cessation of work from prior call-ins shall be compensated as described in Section G below.
F) Employees will be paid for all travel time for call-ins up to 30 minutes as stipulated in Section B, above. Weekend and holiday schedules duties, such as checking the reads at the wells, lift stations and pool, and cleaning the restrooms and emptying garbage in the parks, shall begin no later thanthe start of the scheduled shift, unless prohibited due to emergency call-ins.
G) Employees shall be compensated their hourly overtime rate beginning when they start traveling to the corporation yard or call-in site and shall not be compensated for an additional call-in until two hours expires from the time they logged in on the initial call. Employees are paid overtime for all hours worked during a callout period whether responding to one or more calls. However, if an employee completes a call out that requires at least 2 hours of work and departs that call Docusign Envelope lD: 845E9D71-A35E41 39-8832-92634D678AC0 SEru MOU Page 15
out and is then called out again they are entitled to another 2-hour minimum.
H) Phone work compensation for employees who are not called-in, but who are contacted to resolve work problems will be paid for a minimum of one (l ) hour's pay at the overtime rate, for telephone calls received or made during the one-hour period. In the event alater telephone call is received, after the cessation of work from the prior one-hour of telephone work time, the employee shall be paid for an additional one hour at the overtime rate for all telephone calls made or received during the next hour. Phone work compensation may only be authorized and/or initiated by the Public Works Superintendent, Maintenance Supervisor, or Senior Maintenance Worker. For purposes of compensation a phone call of less than one minute shall be considered "de minimis" and not compensable. Multiple "de minimis" phone call will be considered in the aggregate, and shall be compensable phone work compensation.
D Standby assignments will be rotated as equitably as possible among all maintenance workers cleared for full duty.
J) Commencement and cessation of call-in begins with leaving home (or wherever the employee is located) to respond to the employer's request to work and ends upon the employee's arrival at home. Travel time is understood to be a maximum of 30 minutes each way. Employees on standby duty must be within 30 minutes travel time of the City, or at home.
IX. LAYOFF PROVISION
A) Causes for Lavoff
An employee may be subject to lay off by the City Manager because of changes in duties or organization, abolishment of position, shortage of work or funds, or completion of work. Notice of such termination will be given to the employee at least Sixty (60) days prior to the effective date of layoff Such determination shall not be subject to appeal. The City and the Union agree to meet right away to bargain over impacts.
B) Order of Lavoff
The order oflayoffshall be in reverse order ofseniority in the affected classification. "Seniority" shall be defined as length of employment with the City. Seniority shall be calculated based on an employee's time served in paid status as a probationary or regular employee, and time served on military leave of absence.
C) Risht of Disnlacement
Employees subject to layoff shall be entitled to displace a less senior employee from a position in a lower classification in the same department, provided the employee meets the minimum qualifications for the position; any employee displaced under this subsection is an employee subject to layoff and is entitled to all the rights provided by this Section, including the right to displace another employee.
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D) Reemolovment Rishts
l) Employees who are laid off pursuant to this Section are eligible for reemployment for a period of twenty-four (24) months from the date of termination and will be offered reemployment in preference to new applicants. The right to reemployment is limited to the filling of vacancies (created either by termination or new approval) in the same job classification from which the employee was actually laid off.
2) Reemployment offers shall be made in the reverse order of layoff and shall be made via first class mail to the employee's last known address. It is the responsibility of the employee to provide the City with a current address for the purpose of notification pursuant to this Section. 3) Acceptance of the reemployment offer must be received by the City Manager within twenty (20) days of the date of mailing. Failure to accept the offer within that time period will be deemed a refusal.
4) Employees on the reemployment list may refuse an offer of reemployment; however, refusal of three (3) offers of reemployment shall automatically cause removal from the list and the loss of reemployment rights.
5) Reemployment of a regular employee within the reemployment period shall result in reinstatement of the seniority, sick leave and salary placement in effect at the time of lay-off. The interval oflay-offstatus shall not be considered a break in service, but employees shall not earn salary, sick leave, vacation or benefits during that period.
E) Furlough Policy (Administrative Group) - See Attachment 4 X. UNION RIGHTS
A) Exclusive Riqht to Reoresent
The Union and its authorized representatives have the exclusive right to represent members of the bargaining unit on all matters within the scope of representation. Represented employees are listed.
B) Meetins Snace
Upon request of Union, the City may provide meeting space outside working hours, provided such space is available and Union complies with all departmental rules and policies of the City C) Communications
City will fumish adequate bulletin board space measuring no less than 36 X 48 inches. Bulletin boards shall be located in mutually acceptable areas and shall when reasonably possible, be out of plain view of the public. All materials to be posted on said boards shall be in good taste and strictly impersonal in nature and limited to the legitimate business of Union. Prior to posting, Docusign Envelope lD: 845E9D71-A35E*4139-8832-92634D678AC0 SEru MOU Page 17
any matedal shall be plainly and legibly initialed by an authorized representative of Union.
D) Union Business
The City agrees to authorize members of the Union Steward Council time to attend to Union business. The Steward Council shall be composed of the three (3) Job Stewards as designated below. The Union shall normally request release time no less than 24-hours in advance of the release date. Requests shall be made to the City Manager or the Assistant City Manager and approval is dependent on the operational needs of the particular deparfment. In making the request, the Union shall speciff whether the time to be used will be paid time or unpaid time.
Total paid time spent shall not exceed forty (40) hours in aggegate in any fiscal year. The Union shall provide monthly reporting to the City, of the names and hours used by the Union officers during City work hours. The Union shall notify the City Manager or the Assistant City Manager of the names of the current Union Steward Council members and any subsequent changes.
E) Emolovee Contact
Union paid staff and designated Job Stewards are permitted to contact represented employees during normal business. hours on matters within the scope of representation subject to prior arrangements being made with the City's designated management representative, either the City Manager or the Assistant Cify Manager. A Union paid staff member should email the City Manager or the Assistant City Manager no less than 24-hours prior to when a proposed meeting is to be scheduled unless there are exigent circumstances.
The City will allow up to a total of four (4) hours per month of paid release time for employee(s) to meet with Union-paid staff during business hours for purposes related to those items referenced in Section F below.
F) Job Steward
The City recognizes the need and affirms the right of the Union to designate Job Stewards from among the employees in the bargaining unit to handle grievances and pre-disciplinary matters at any step, including investigations, and any purposes currently or hereinafter determined applicable under California statutory, case, or administrative law and federal law. The Union may designate fwo (2) Job Stewards to represent the Public Works group and one (l) Job Steward to represent the Administrative group and shall notiff the Cify Manager or Assistant City Manager of the names of the current Job Stewards and any subsequent changes. The City shall grant the Job Steward a reasonable amount of paid time to contact employees for the purposes described in this Section. Release time shall be requested in accordance with the procedures set forth in Section B above and shall include the approximate time needed and the general nature of the purpose of the meeting. The Union's request for release time for Job Stewards shall be within reasonable limits and shall not interfere with City or department operations. The Cify will not unreasonably deny the Union's request for release time for the Job Steward or take reprisal against Job Stewards for their lawful activities as provided for under the MOU and State law.
G) Dues Check Off - Union Members
Docusign Envelope lD: 845E9D71-A35E-4139-8832-92634D678AC0 SEIUMOU Page 18
The City agrees to deduct all Union dues, insurance premiums and Assessments from the pay of those employees who have authorized that such deduction be made. The amounts deducted shall be remitted promptly to the Union or its designees, with an alphabetical list of the employees from whom deducted.
H) Bargainine Unit Composition
This Memorandum of Understanding refers to that unit of public works employees of the City of Sebastopol for which the City Council acknowledged SCOPE, now known as SEIU, as the recognized employee organization for said public works employees listed below. SEIU is recoguized as the employee organization for public works and miscellaneous unit consisting of Piltlic-Wst*t l. Laborer
2. Maintenance Workerl
3. Maintenance Workerll
4. SeniorMaintenance Worker
5. Senior Maintenance Worker - Water System Treatment Operator
6. Senior Maintenance Worker- Sanitary Sewer System Operator 7 . Senior Parks/Facilities Maintenance Worker III
Adruinisnuivs l. Account Clerk I
2. Account Clerk tr
3. AdministrativeAssistant
4. Administrative Technician
5. Assistant Planner
6. Associate Planner
7. - Accountant
8. Office Assistant
9. Management Analyst
I 0. Senior Administrative Assistant
XI. MISCELLAIIEOUS
A) CITY and SEIU agree in the meantime, that there are in existence other City Personnel Ordinances, Resolutions and Policies that have heretofore applied to the employees and do not need to be enumerated in detail herein in order to continue to be effective. CITY agrees that whenever information is presented to them by SEIU or by any other source showing such regulations referred to above, conflicts with this Memorandum of Understanding, then this Memorandum of Understanding shall take precedence.
B) SEIU to work cooperatively with CITY to make revisions to the CITY Personnel Resolution.
C) Monthly Bargainine Unit Report:
The City shall provide SEIU a Bargaining Unit Report in electronic malleable format on a monthly basis of all current employees covered by this Agteement, which shall include each Docusign Envelope lD: 845E9D71 -A35E41 39-B832-92634D678AC0
employeers:
Full Name
Job Title
Deparlment
Membership Status (member, fee payer)
Work Location (where the member works, not just their mailing address) Work phone number
Personal phone number
Work E-mail
Personal e-mail
Home address
New Emoloyee Orientation:
The parties acknowledge that the City provides a new employee orientation (onboarding) to each new employee hired by the City.
The City will provide time for newly hired employees to participate in a thirty (30) minute in-person on-boarding meeting with an SEIU representative, as small as one individual, within the first fourteen (14) calendar days from the date ofhire during regular working hours and onsite without loss in compensation.
The Cify shall grant SEIU designee(s) release time, including reasonable time for travel and set up, without loss in compensation to conduct these meetings.
The City representatives shall be absent from the room during any sessions, meetings or trainings conducted by SEIU, with newly hired employee(s).
The City will provide the Union with at least ten working (10) days' notice of any new employee orientation and send an electronic list of expected participant(s) at least fortyeight (48) hours in advance of an on-boarding meeting.
The Cify will provide the Union up to 30 minutes of time at the end of the new employee orientation for the Union's representation information to the employee(s).
SEru MOU
D)
l.
2. 3.
4. 5.
6. E) Preoaration of Comprehensive Memorandum of Understandins The parties agree that upon the successful completion of negotiations, a comprehensive MOU will be the ratified document.
F) Installation of Securitv Camera at all Citv facilities ln accordance with the requirements to meet and confer on workplace conditions, the City and SEIU have agreed upon the use of security cameras to be placed at all City facilities. These cameras will be used for security purposes only and not for employee monitoring or disciplinary purposes except for any actions by any individuals that violate local, state or federal criminal laws.
G) Discussion of Equitv Adjustments forNon-bareainingUnit Members Upon request, the City agrees to provide SEIU with information used as the basis for equity adjustments for job classifications in other bargaining units.
Docusign Envelope lD: 845E9D71-A35E-4139-8832-92634D678AC0 SEIU MOU Page 20
XII. SEVERABILITY
In the event that any portion of this memorandum of Understanding is declared invalid, it shall not affect the validity of any other portion of the Memorandum of Understanding not invalidated.
IN WITNESS WHEREOF, the undersigned parties hereby agree to the aforementioned terms and conditions contained within this Memorandum of Understanding dated January 21.2025.
IN WITNESS WHEREOF, the parties hereby agree to the aforementioned terms and conditions contained within this MOU.
oF SEBASTOPOL ATIONAL EMPLOYEES' UNION
Stt/r, /dl^n* 2/24/202s iluow hrvtow 2/24/202s
Stephen Zollman,Mayor Date Field Representative Date
OocuSigned
2/24/202s
lili-v*,
Don Schwartz, City Manager Date
A%A/,t 2/24/202s
Anthony Drolet, SEIU Steward Date
a,:;i'tr,,,rn 2/24/2025
Patrick Clark, Labor Negotiator Date Patti Murphy, SEru Steward Date by:
2/24/202s
g^G::"k* 2/24/2O2s &*.** 2/24/202s
Mary Gourley Kevin Mulligan, SEIU Steward Date
Assistant City Manager / City Clerk
Date
Docusign Envelope lD: 845E9D71 -A35E-41 39-8832-92634D678AC0 SEIUMOU Page2l
ATTACHMENT r (SEIU MOU)
RETIREE MEDICAL
RESOLUTTON NO. 5210
A Resolution of the City of Sebastopol Amending Resolution Number 5673 WHEREAS, Ordinance Number 563 of the City of Sebastopol provides that the City Council may by resolution establish rules and regulations regarding salaries and benefits.
BE IT THEREFORE RESOLVED that Resolution No. 6261, "Personnel Resolution of the City of Sebastopol", Section XIV is hereby amended as follows:
SECTION XIV
INSURANCE COVERAGES
A. Health Insurance for Active Emnloyees
City shall pay monthly premiums as defined in the MOU's for a City-sponsored group health plan for employee and qualif ing dependents. In lieu of health insurance coverage, employees may choose an In-Lieu benefit, as defined in their MOU.
Health Insurance for Retired Emololsees
A retired employee is defined as receiving retirement benefits from (PERS) Public Employee Retirement System. This retiree benefit for the continuation of health insurance is intended to provide coverage to retirees and their covered dependents; who are enrolled in the plan, at the time of the employee's retirement with the exception of later addition of a (biological or adopted) newborn.
l. Emolo),ees With Less Than 10 Years of Service
Employees who retire with less than 10 years of fuIl-time service are not eligible for the City's Medical After Retirement contribution towards premium, as defined below'
2. Employees With I O Years or More of Service Hired Before Jul]' 1.2007 a. For SPOA employees who retired prior to July 1, 1997; and all other employees who retired prior to July l, 1998:
City will pay the following amount for retirees:
B
Single person, under age of65:
Single person, over age of65:
With spouse, both under age of 65
With spouse, one over age 65:
$61.71lmo.
52.80/mo.
135.85/mo.
l14.5llmo.
Docusign Envelope lD: 845E9D71-A35E4139-8832-92634D678AC0 SEIU MOU Page22
With spouse, both over age 65: 105.60/mo.
b. For SPOA Employees retiring on or after July l, 1997; and for all other employees retiring on or after July 1, 1998:
City will pay up to the following amount for retiree health insurance premiums. Coverage shall be available to employees who have had 10 years full+ime paid employment with benefits, with the City. Anytime spent in apaidpart-time ornon-paid part-time position will not count towards the 10 year minimum. For employees who wish to be covered under a City Health plan in retirement; they must be enrolled prior to retirement, otherwise they are entitled to a private plan reimbursement. Retirees are not allowed to enroll in a City Health plan after retirement, per the insurance plan agreements.
Single person, under age 65:
Single person, over age 65:
Employee +1, both over age 65:
Employee *1, one over age 65:
Employee +1, both under age 65:
$131.56/mo
148.15/mo.
311.10imo.
298.89/mo.
276.27/mo.
Payments for the retirees' share of the premium are due no later than 60 days from the due date (first day in the coverage month). Retirees will be dropped from the health insurance plan for non-payment of their share of the premium after 60 days, unless prior arrangements have been made.
3. Emnlovees With l0 Years or More of Service Hired On orAfter July IZOOI For those employees hired on or after July 1, 2007 ,
the City will contribute the same amount as
defined in Section 2 above; if the employee voluntarily elects to participate in the Medical After Retirement Plan by contributing 1% of their base salary, up to $60 per month; to be matched by an equal city contribution. This benefit was eliminated for employees hired after July 1 , 201 I .
These funds will be deposited into a separate City Retiree Health Care Trust Fund (Account # 075-2550). Employees may only elect to participate in this option within 60 days of their hire date.
Once elected, the employee may cancel their participation in this program, and may request a refund of 85% of their to-date contributions. Once an employee terminates their membership in this program, they will not be able to enroll again, in the future. An employee who leaves employment with the City prior to retirement is eligible for a 90o/o reimbursement of their contributions.
A11 other provisions mentioned in Section 2 above will apply.
Health Insurance Plan Reouirements for Retirees
i. Disqualitring Events Under a City-sponsored Health Plan C.
Docusign Envelope lD: 845E9D71 -A35E-41 39-8832-92634D678AC0 SEru MOU Page23
Health Insurance coverage shall continue until a disqualifuing event occurs. Disquali$ring events shall include:
For Retiree: l. Death of retired employee (Subscriber).
2. Termination of retired status of employee by reinstatement to full-time employment with the City.
3. Non-payment of retiree share of premium to City.
For Spouse or Dependents:
1. Divorce from the retired employee.
2. Dissolution of legally registered and valid domestic partnership from the retired employee.
3. When the retired employee's child turns 26.
4. Non-payment of surviving spouse's share ofpremium to City All qualified dependents who lose coverage on a City-sponsored Health Plan may be eligible for COBRA Health Insurance coverage continuation. A qualified dependent is any family member who was covered on the City health plan at the time of the employee's retirement. All other dependents covered on a City health plan (except for newborns or adopted infants) are nonqualified dependents.
Those individuals covered under a City-sponsored group health plan who are cancelled due to non-payment of premium, will not be eligible for COBRA Health Insurance continuation.
Whenever a quali$ring or disqualiffing event occurs, health insurance coverage and the City contribution towards premium shall be adjusted and or eliminated based on the current status of the retired employee. City contribution towards health insurance premium shall not be increased if the retired employee adds a family member after the effective date of retirement.
2. Notification of Deoendent Chanses or a Oualiftine Event Retirees must notiff the City of all qualifying events and dependent changes within 60 days. If that requirement is not met, COBRA continuation coverage cannot be provided to a dependent who is ineligible for coverage. In the event the retiree neglects to noti$r the City of a dependent loss, the retiree will be liable to reimburse the City for the full amount of the health insurance premium paid, and any future costs, for the expense of covering an ineligible dependent on a City Health Plan.
3. Insurance Coverage for Surviving Family Members
Enrolled qualified dependents may continue health insurance coverage in both plans, after the retired employee's death. This continuation will end the date the surviving spouse remarries. A new dependent acquired during this continuation is not eligible to be enrolled as a family member.
In the event of loss of coverage, the surviving family members who were previously covered under a City Health Plan, will be offered COBRA for up to 36 months, at their expense, if they are qualifi ed dependents.
4. COBRA Continuation
Docusign Envelope lD: 845E9D71-A35E4139-8832-92634D678AC0 SEru MOU Page 24
Generally COBRA Health Insurance continuation is offered to retirees and qualified dependents when a loss of coverage occurs, due to a qualiffing event for 18,29, or 36 months, at their cost plus 2Vo administrative fee, based on a qualiffing event. Non-payment of premium is not considered a qualiffing event, and a retiree and their dependent(s) dropped from a City- sponsored group health plan for non-payment of premium, is not eligible for, and will not be offered COBRA, as defined in the Health Insurance Plan Agreements. Non-qualified dependents are only entitled to COBRA if the Subscriber is entitled to COBRA. Please refer to your COBRA General Notice for additional information.
5. Re-Enrollment
Retired employees covered under a City-sponsored group health plan may change City Health Insurance plans once per year during open enrollment which occurs in June, for coverage effective July. Once a retired employee voluntarily drops a City health insurance plan or is dropped because of non-payment of employee share of premium, or COBRA expiration, they will not be able to re-enroll in a City-sponsored group health plan in the future, as defined in the Health Insurance Policy Agreements.
6. Private Plan Reimbursement
If a retiree with 10 or more years of service, is not covered under a City-sponsored group health plan, they are entitled to receive the city-paid health insurance premium contribution, if they submit receipts to the City for reimbursement, in a timely manner. The City will reimburse up to the defined benefit level in Sections I or 2, once per calendar quarter, after receipts are submitted.
Only requests submitted within 6 months of service will be considered for reimbursement.
Reimbursement request reminder notices will not be generated by the City'
7. Positions Ineligible for Coverase
Certain positions are not eligible for medical benefit after retirement. Those positions include:
Reserve Police Officers, Volunteer Firefighters, Crossing Guards, Per Diem Dispatchers, Temporary positions, and all other non-salary part-time positions. Any time served in these positions will not count towards the 10-year minimum full-time service to be eligible for health insurance coverage after retirement.
8- Insurance Plan Limitations
The City will provide retirees health insurance coverage in accordance with each insurance gloup plan agreement. At no point will the City ever provide a benefit greater than what is defined in any of the insurance group plan agreements, or the Federal COBRA law. If a change occurs to the group plan agreement, or Federal COBRA law, those changes will take precedence over language defined in this resolution.
BE IT ALSO RESOLVED that this Resolution supersedes all previous resolutions defining medical retirement benefits.
ADOPTED BY CITY COUNCIL ON the I8th day of November, 2008 Docusign Envelope lD: 845E9D71-A35E41 39-8832-92634D678AC0 SEru MOU Page25
ATTACHMENT 2 (SEru MOU)
RETIREE MEDICAL
RESOLUTION NO. 5734
A RESOLUTION OF THE CITY COLTNCIL OF THE CITY OF SEBASTOPOL AMENDING RESOLUTION NUMBER 5710
WFIEREAS, Ordinance Number 563 of the City of Sebastopol provides that the Cify Council may by resolution establish rules and regulations regarding salaries and benefits.
BE IT THEREFORE RESOLVED that Resolution No. 6261, "Personnel Resolution of the City of Sebastopol", Section XIV is hereby amended as follows:
SECTION )(V
INSURANCE COVERAGES
Employees With 10 Years or More of Service Hired On or After Julv 1. 2007 For those employees in the SEID or SPOA employee qrouos hired on or after July 1, 2007, the City will contribute the same amount as defined in Section 2 above; if the employee voluntarily elects to participate in the Medical After Retirement Plan by contributing 1% of their base salary, up to $60 per month; to be matched by an equal city contribution. This benefit was eliminated for employees hired after July 1,2011. These funds will be deposited into a separate City Retiree Health Care Trust Fund (Accowt# 075-2550). Employees may only elect to participate in this option within 60 days of their hire date.
Once elected, the employee may cancel their participation in this program, and may request a refund of 85% of their to date contributions. Once an employee terminates their membership in this program, they will not be able to enroll again, in the future. An employee who leaves employment with the City prior to retirement is eligible for a 90%o reimbursement of their contributions.
For those employees in the Unreoresented employee groun hired after February I ,2009 who have elected this benefit, their monthly contributions of 1% base salary up to a maximum of $60/month along with the City's equal matching contribution, will transfer into their ICMA RHS Retirement Health Savings plan once per month. Once employees are enrolled in the ICMA RHS plan, they cannot cancel their participation.
All other provisions mentioned in Section 2 above will apply Docusign Envelope lD: 845E9D71 -A35E41 39-8832-92634D678AC0 SEru MOU Page26
BE IT ALSO RESOLVED that this Resolution supersedes all previous resolutions defining medical retirement benefits.
IN COUNCIL DULY APPROVED AND ADOPTED 3'd day of March, 2009.
Docusign Envelope lD: 845E9D71-A35E4139-8832-92634D6784C0 SEIUMOU Page27
Attachment 3 (SETO MOII
RETIREE I{EALTH SAVINGS PLAN
1. Retiree Health Savings Plan: Excess Sick Leave (formerly titled PERS Sick Leave Transfer): At plan inception, those employees with Excess Sick Leave accrual balances will transfer their entire balance up to 400 hours from that account and into their Retirement Health Savings (RHS) Plan.
Thereafter, every year at July lst, employees will transfer up to 100 hours from their Excess Sick Leave account balances into their RHS Plan. At PERS retirement any remaining balance will transfer into their RHS Plan.
2. Vacation: At plan inception and every year thereafter on December 3l st, employees will transfer Vacation hours in excess of 500 hours into their Retirement Health Savings Plan. At PERS retirement, any remaining balance will *ansfer into their Retirement Health Savings Plan.
3. Administrative Leave: At July I"every year, employees will transfer their account balance up to 40 hours into their Retirement Health Savings Plan. At PERS retirement, any remaining balance will transfer into their Retirement Health Savings Plan.
4. Eligibility for Use: Members are eligible to use the plan at age 55, or at retirement Docusign Envelope lD: 845E9D71-A35E-41 39-8832-92634D678AC0 SEII.JMOU Page28'
ATTACHMENT 4
REMIF Retiree Health Plan Elieibilitl' Guidelines
{Administrative Grouo Onll'r)
REMIF Retiree Health Plan Eligibility
Guidelines
Eligibility Rules for Retiree Benefits
Each participating entity may establish higher eligibility standards but, in no event, shall any participating entity have the prerogative of adopting eligibility standards lower than those approved by the REMIF Board of Directors.
Each member entity will determine a retiring employee's eligibility based on the guidelines below and applicable Memorandums of Understanding (MOU). A member entity may provide health, dental and vision care benefits for retired employees, and REMIF will provide the coverage as follows:
1. Normal Service Retirement - To any REMIF member entity employee who has at least ten (10) years of continuous service with a member entity before retirement and who retires for service underthe rules of the Public Employees Retirement System (PERS). Coverage will extend to eligible dependents of the retired employee. Service with any REMIF member entity is credited toward the years of service requirement.
a. To be eligible, employees must be enrolled in a REMIF member entity's health program at retirement; and must have maintained enrollment in a REMIF member entity's health plan for a period of at least five (5) consecutive years immediately prior to retirement.
2. Permanent or Total Disability - To any employee who has at least ten (10) years of continuous service with the member entity before retirement and who retires for reason of permanent or total disability. Coverage will extend to eligible dependents of the retired employee. Total disability will be determined according to the norms of workers' compensation law, and total disability is defined as a disability rating in excess of fifty percent (50%) as determined by such norms.
a. An employee retired f or a service connected disability need not meet the requirements of ten (10) years of service. An employee who retires from service with a participating employer due to a PERS disability retirement (non-safety) or a PERS industrial disability retirement (safety) need not meet the requirement of ten (L0) years of service.
However, he or she must have worked the minimum number of years as required by the participating employer's la bor agreement.
3. Surviving Dependents of a Deceased Active Employee - Eligibility for coverage for surviving spouse and eligible dependents must be approved and adopted by each REMIF member entity.
Where eligibility for surviving dependents has been adopted, enrollment will be offered as follows: To a surviving spouse and eligible dependents of an active employee who had ten (10) years or more of continuous service with a member entity at the date of his or her death; who dies while still an employee of the member entity; and whose surviving spouse and eligible dependent children are enrolled at the time of death. Coverage may continue after the active employee's death for a covered spouse until such time as the covered spouse dies or remarries.
Adopted 10-2010
REMIF Retiree Eligibility Guidelines
Such benefits may also continue for the deceased employee's covered eligible dependent children, but not beyond the twenty-sixth (Z6th) birthday of the dependent child. New dependents acquired by the survivor(s) shall not be eligible for coverage.
4. Surviving Dependents of a Deceased Retiree - Eligibility for coverage for surviving spouse and eligible dependents must be approved and adopted by each REMIF member entity. Where eligibility for surviving dependents has been adopted, enrollment will be offered as follows: To a covered spouse until such time as the covered spouse dies or remarries. To a covered eligible dependent up to the twenty-sixth 1ttth1 birthday of the dependent child. New dependents acquired by the survivor(s) shall not be eligible for coverage.
5. Coordination of Benefits - Benefits provided under this policy shall be coordinated with MediCare, Medi-Cal, and any similar program which is available to the retiree, and where similar programs are available to the retiree coverage provided under this policy shall be secondary to and coordinate with such other coverage.
6. Late Enrollment - There is no late enrollment. lf an eligible retiree does not elect to enroll in REMIF retiree benefits at the time of retirement, he/she will not be allowed to enroll at a later time.
7. Disenrollment - lf a retiree elects to disenroll from REMIF benefits, he/she will not be allowed to re-enroll at a later time.
Adopted L0-2010
REMIF Retiree Eligibility Guidelines
REMIF
REDWOOD
EMPIRE
MUIUICIPAL
INSURANCE
FUND
I/rtr/iLsl*1g
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lltail l r j
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ITEM VI E
1l/lrrrirur'
MEMO TO:
XROM:
DATE:
REMIF BOARD OF DIRECTORS
\,IARK FERGUSON, GENERAL MAI{AGER
APRIL I4,2OII
ST]BJECT: RETIRING EMPLOYEES ARE REQUIRED TO BE ON TFTE
HEALTH PROGRAM WTIEN TIIEY RETIRE
RECOMMENDATION:
The Board approve that a retiring employee must be on the health progrart for at least one year prior to retirement.
BACKGROUND:
In 1993, when the REMIF health plan was self-administered, there was a requirement that, for those member agencies that offered retirees health coverage, the retiring employees had to be on the health plan for a minimum of five years prior to his/her retirement date.
111-l994,the health plan was no longer self-administered and healthcare was purchased.
However, there was no policy written that changed the five year minimgm.
We are now reviewing and updating ou policies and the question was raised if the five year requirement is still valid. After contacting several members, it was determined that bver thJ years, the members have adopted different policies requiring a minimum,ltttgttt of coverage time prior to retirement. Some members indicated that a return to uniform policy would be appropriate.
After contacting our broker, it appeared that a minimum of one year coverage prior to retirement would be helpful in the transition from active employee to retired employee. It would reduce confusion and questions on coverage while maintaining health care.
I recommend a standard of one year in members' healthcare plan prior to retirement. ,i ! t \l!. Ntrl:rr "\l . /l(,). do.r'tai , Suuo*rt. C',1 r5'i-6 " '{)7.9.}S-.a}ll8 ' /ir.l "0-.9.15 {li*r ,a
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ENTITY
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