Agenda Item 8C - Materials Available — Torrance City Council, April 22, 2025 (part 1 of 2)

8C
Date: April 22, 2025
To: Honorable Mayor and Members of the City Council
From: Aram Chaparyan, City Manager
By: Jamie Le, Assistant to the City Manager | [email protected] Subject: Material Available for Agenda Item 8C

DISCUSSION
At the time the agenda was posted, the subject Memorandum of Understanding (MOU) were not readily available for inclusion in the staff report. Staff is now providing both a redlined and clean version of the MOUs for your review and consideration.

ATTACHMENTS

1. 2025 TLEA Redlined MOU

2. 2025 TLEA Clean MOU

3. 2025 TME-AFSCME Redlined MOU

4. 2025 TME-AFSCME Clean MOU

5. 2025 Crossing Guards Redlined MOU

6. 2025 Crossing Guards Clean MOU
1 TLEA 2023-2024 2025-2028 MOU 1

MEMORANDUM OF UNDERSTANDING

TORRANCE LIBRARY EMPLOYEES ASSOCIATION
(TLEA)

20253-20284

A MEMORANDUM OF UNDERSTANDING SETTING FORTH THE HOURS, WAGES AND

WORKING CONDITIONS FOR EMPLOYEES REPRESENTED BY TORRANCE LIBRARY

EMPLOYEES ASSOCIATION (TLEA)

An agreement of the undersigned representatives of the Torrance Library Employees Association and the representatives of the City of Torrance (City) that:

The attached Resolution is recommended to the City Council for adoption in its entirety. It covers wages, hours and working conditions January 1, 2023April 20, 2025 through June 30, 20284 and was reached through agreement of the undersigned parties.

The parties agree to commence negotiations for a successor MOU in 20284, so that an agreement can be reached prior to the expiration of this agreement. The City agrees that negotiations will commence within two months of the Union’s request for information, but no earlier than January 1, 20284.

Signed this 23rd22 daynd day of May 2023April 2025

Management TME-AFSCME

_____________________________ ____________________________ Ian Dailey David Inez

_____________________________ ____________________________ Jamie Le Kenny Evans

____________________________
Robert Castrellon

____________________________
Bob Adams

____________________________
Jeff Lambert

Management TLEA

/s/John La Rock /s/David Inez
_____________________________ ____________________________

/s/ Jamie Le /s/Kenny Evans
_____________________________ ____________________________

/s/Bob Adams
____________________________

ATTACHMENT 1
2 TLEA 2023-2024 2025-2028 MOU 2
/s/Jeff Lambert
____________________________

/ s / Maureen Baez

____________________________

/s/Dayna Berman

____________________________

/s/ Romilda Ostoich

____________________________

/s/Stephannie Jimenez
____________________________

3 TLEA 2023-2024 2025-2028 MOU 3
RESOLUTION NO. 20253-___

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF TORRANCE SETTING FORTH

HOURS, WAGES AND WORKING CONDITIONS FOR EMPLOYEES REPRESENTED BY THE

TORRANCE LIBRARY EMPLOYEES ASSOCIATION (TLEA), AND REPEALING RESOLUTION NO. 2023-5619-36

The City Council of the City of Torrance does hereby resolve as follows:

SECTION I

That Resolution No. 2023-5619-36 hereby repealed in its entirety.

SECTION II

The following agreement between representatives of Management and the representatives of the Torrance Library Employees Association is hereby approved in its entirety to read as follows effective April 20, 2025:

4 TLEA 2023-2024 2025-2028 MOU 4
Table of Contents
ARTICLE 1 - PREAMBLE ............................................................................................................................... 66 SECTION 1.1 INTRODUCTION ................................................................................................................ 66 SECTION 1.2 EMPLOYEE RIGHTS .......................................................................................................... 66 SECTION 1.3 OBLIGATION TO MEET AND CONFER ............................................................................ 66 ARTICLE 2 - COMPENSATION PROVISIONS .............................................................................................. 66 SECTION 2.1 SALARY ADVANCEMENTS WITHIN BASE PAY RANGE ................................................ 66 SECTION 2.2 REQUIREMENTS AS TO CONTINUITY OF SERVICE ...................................................... 77 SECTION 2.3 METHODS OF COMPENSATION ....................................................................................... 88 ARTICLE 3 - COMPENSATION ..................................................................................................................... 88 SECTION 3.1 PAY RANGES AND CLASS TITLES ................................................................................... 88 Section I Employees ................................................................................................................................... 88 SECTION 3.2 PREMIUM PAY ............................................................................................................... 1010 SECTION 3.3 NIGHT SHIFT DIFFERENTIAL (Section I Employees) .................................................. 1010 ARTICLE 4 - WAGE SUPPLEMENTAL BENEFITS ................................................................................... 1010 SECTION 4.1 QUALIFICATION FOR BENEFITS .................................................................................. 1010 SECTION 4.2 EMPLOYEE INSURANCE ............................................................................................... 1010 SECTION 4.3 ALLOWANCE FOR SECTION II EMPLOYEES ............................................................... 1717 SECTION 4.4 RETIREMENT .................................................................................................................. 1717 SECTION 4.5 INDUSTRIAL ACCIDENT (Section I Employees only) .................................................. 1817 SECTION 4.6 SICK LEAVE ................................................................................................................... 1918 SECTION 4.7 HOLIDAYS ..................................................................................................................... 2222 SECTION 4.8 VACATION (SECTION I) ................................................................................................ 2323 SECTION 4.9 AUTHORIZED LEAVE BENEFITS (LIBRARY PAGES) ................................................ 2525 SECTION 4.10 BEREAVEMENT LEAVE ............................................................................................. 2626 SECTION 4.11 COMPASSIONATE LEAVE ......................................................................................... 2626 SECTION 4.12 JURY DUTY .................................................................................................................. 2727 SECTION 4.13 DEFERRED COMPENSATION (Section I Employees) ............................................... 2727 SECTION 4.14 DEFERRED COMPENSATION (Section II Employees) ............................................... 2828 ARTICLE 5 - SPECIAL COMPENSATION PROVISIONS .......................................................................... 2828 SECTION 5.1 OVERTIME COMPENSATION ....................................................................................... 2828 SECTION 5.2 MOVE-UP ASSIGNMENT .............................................................................................. 2929 SECTION 5.3 STATE DISABILITY INSURANCE PROGRAM (Section II Employees) ........................ 3131 SECTION 5.4 EDUCATIONAL MATERIAL ALLOWANCE ................................................................... 3131 ARTICLE 6 - WORKING CONDITIONS ..................................................................................................... 3131 SECTION 6.1 HOURS OF WORK (Full-time Employees) .................................................................... 3131 SECTION 6.2 HOURS OF WORK (Section II Employees) ................................................................... 3131 SECTION 6.3 REST PERIOD ............................................................................................................... 3131 SECTION 6.4 LUNCH PERIODS ......................................................................................................... 3231 SECTION 6.5 PROBATIONARY PERIOD (Section I Employees) ...................................................... 3232 SECTION 6.6 LATERAL TRANSFERS/MEDICAL LATERAL TRANSFERS ....................................... 3232 SECTION 6.7 LEAVES OF ABSENCE (Section I Employees) ............................................................. 3333 SECTION 6.8 LEAVES OF ABSENCE (Section II Employees) ............................................................ 3534 SECTION 6.9 INACTIVE STATUS (Section I Employees) ................................................................... 3535 SECTION 6.11 INTRA-DEPARTMENTAL REASSIGNMENTS ............................................................ 3635 SECTION 6.12 CLASSIFICATION STUDIES ....................................................................................... 3636 SECTION 6.13 SUB-CLASSIFICATIONS (Section I Employees) ........................................................ 3838 SECTION 6.14 LAYOFF (Section I Employees) ................................................................................... 3838 SECTION 6.15 LAYOFF (Section II Employees) .................................................................................. 4040 SECTION 6.16 SUNDAY HOURS LANGUAGE ................................................................................... 4141 SECTION 6.17 REMOVAL OF REPRIMANDS FROM PERSONNEL FILE ......................................... 4242 SECTION 6.18 WORK RULE LANGUAGE .......................................................................................... 4242 ARTICLE 7 - GENERAL PROVISIONS ...................................................................................................... 4242 5 TLEA 2023-2024 2025-2028 MOU 5
SECTION 7.1 NON-DISCRIMINATION, EQUAL OPPORTUNITY, AFFIRMATIVE ACTION AND HARASSMENT ....................................................................................................................................... 4242 SECTION 7.2 MEMBER RELATIONS FUND ....................................................................................... 4242 SECTION 7.3 JOB ACTION ................................................................................................................. 4342 SECTION 7.4 ORIENTATION/MONTHLY MEETING .......................................................................... 4343 SECTION 7.5 MANAGEMENT RIGHTS ............................................................................................... 4343 SECTION 7.6 EMPLOYEE RELATIONS LEAVE ................................................................................. 4343 SECTION 7.7 WELFARE TO WORK ................................................................................................... 4443 SECTION 7.8 FAMILY-SCHOOL PARTNERSHIP LEAVE .................................................................... 4443 SECTION 7.9 RELEASE TIME ............................................................................................................... 4444 SECTION 7.10 SENIORITY .................................................................................................................. 4646 ARTICLE 8 - SECURITY PROVISIONS ..................................................................................................... 4646 SECTION 8.1 MEMBERSHIP SERVICE FEE ...................................................................................... 4646 SECTION 8.2 DUES CHECKOFF ........................................................................................................ 4747 SECTION 8.3 STEWARDS ................................................................................................................... 4847 ARTICLE 9 - GRIEVANCES ....................................................................................................................... 4847 SECTION 9.1 DEFINITION ................................................................................................................... 4847 SECTION 9.2 SCOPE .......................................................................................................................... 4848 SECTION 9.3 PROCEDURE ................................................................................................................ 4848 SECTION 9.4 GENERAL GRIEVANCE PROVISIONS ........................................................................ 4949 ARTICLE 10 - MISCELLANEOUS .............................................................................................................. 5050 SECTION 10.1 TRAINING .................................................................................................................... 5050 ARTICLE 11 – NOTICE .............................................................................................................................. 5150 SECTION 11.1 NOTICE ........................................................................................................................ 5150 SECTION III SEVERABILITY ............................................................................................................... 5151 ATTACHMENT A .................................................................................................................................... 5352 ATTACHMENT B .................................................................................................................................... 5655 ATTACHMENT C .................................................................................................................................... 5857

6 TLEA 2023-2024 2025-2028 MOU 6
ARTICLE 1 - PREAMBLE

SECTION 1.1 INTRODUCTION

The following is the agreement regarding hours, wages, and working conditions between the representatives of Management and the Torrance Library Employees Associat ion. Each section of this agreement shall be considered in its entirety and subsections shall be considered only in the context of section as a whole.

Permanent employees, both full and part time are noted as Section I employees. Part-time employees are noted as Section II employees. Benefits and conditions of work are differentiated as Section I or Section II employees, as appropriate.

SECTION 1.2 EMPLOYEE RIGHTS

Employees of the City shall have the exclusive right to form, join, and participate in the activities of employee organizations of their own choosing for the purpose of representation on all matters of employer-employee relations, including, but not limited to wages, hours, and other terms and conditions of employment. No employee shall be interfered with, intimidated, restrained, coerced or discriminated against because of his exercise of these rights. The City shall not hinder or discipline employees for exercising any rights or benefits provided in this agreement or by State or Federal laws of Municipal Code provisions.

An employee who is requested to meet with a supervisor is entitled to have a representative present if the employee has a reasonable belief that the meeting may lead to the imposition of discipline against him/her.

SECTION 1.3 OBLIGATION1.3 OBLIGATION TO MEET AND CONFER

Although nothing in this agreement shall preclude the parties from mutually agreeing to meet and confer on any subject within the scope of representation during the term of this agreement, it is understood and agreed that neither party may require the other party to meet and confer on any subject matter covered herein or with respect to any other matter within the scope of representation during the term of this agreement. The parties agree to meet and confer on the items listed below prior to termination of this agreement. There is no guarantee that any of these items will be implemented during the life of this agreement.

 Library Van Driver Premium and Protocol
 Meet and Confer within 30 days regarding Supervising Librarian (working title) Premium  Modifications to Departmental Work Rules
 Torrance Municipal Code changes
 Holiday Pay

 Establish a Labor-Management Committee (LMC) to collaboratively explore solutions to the existing gaps  between employee benefit contributions, out-of-pocket expenses, and coverage features.  Intra-Departmental Reassignments

ARTICLE 2 - COMPENSATION PROVISIONS

SECTION 2.1 SALARY ADVANCEMENTS WITHIN BASE PAY RANGE

A. Starting Pay Rates

1. Original appointment shall normally be made at the first step. Upon recommendation of the department head, and approval of the City Manager, initial compensation may be at a higher step in the range for the class based on the outstanding and unusual character of the employee's experience and ability 7 TLEA 2023-2024 2025-2028 MOU 7
over and above the qualification requirements specifi ed for the class, or is required by a temporary shortage of applicants for the class involved; and further provided, that, in the latter case all current employees in the involved class who are receiving le ss than the new initial compensation rate shall have their rates of pay adjusted to such rate.

B. Step Advancement Within a Base Pay Range

1. Base pay step advancement within a pay range shall be on the first day of the nearest pay period to the anniversary of each year of service to the maximum step of the base pay range.

2. Such step advancement within the base pay range shall be subject to the employee having received at least a satisfactory rating at the most recent performance evaluation. If no such rating is on file the step increase shall automatically be granted.

Upon recommendation of the department head and approval of the City Manager, such step advancement may be accelerated where outstanding performance may justify. (Advancements to the next step following such accelerated advancement shall normally be after one year for base steps and two years for extended steps).

3. Library Page advancement to step 2 shall occur no sooner than upon completion of one year's continuous service in the position.

4. Senior Library Page advancement to step 2 sha ll occur no sooner than upon completion of one year’s continuous service on the job. Further step increases as provided in the hourly salary range schedule shall occur no sooner than upon completion of each additional continuous year of service on the job.

C. Rate of Pay on Promotion

Whenever any employee covered by this agreement is promoted, he/she shall receive the rate of compensation of the first step of the salary range for the new position or the lowest step in the range that provides an increase of 5% per month.

SECTION 2.2 REQUIREMENTS AS TO CONTINUITY OF SERVICE

For Section I employees, Sservice requirements for advancement within salary range, industrial accident leave, long term disability, merit steps, vacation, and annual leave shall be based on continuous and total service as a regular employee.

A. Leaves of absence without pay of ten (10) working days or less and leaves with pay shall not interrupt continuous service nor be deducted from total service.

B. Leaves of absence without pay in excess of ten (10) working days except for extended military leave shall be deducted in computing total service but shall not serve to interrupt continuous service.

C. All unauthorized absences without leave shall be gr ounds for disciplinary action except where it can be shown that the employee could not respond due to a bona fide emergency (the employee shall still be docked for any time not worked). Any unauthorized leave in excess of three work days in any calendar month shall be deducted from total service and may at the discretion of the City Manager interrupt continuity of service and be grounds for discharge.

8 TLEA 2023-2024 2025-2028 MOU 8
SECTION 2.3 METHODS OF COMPENSATION

A. Compensation shall be paid on an hourly basis and. p

B. P ayments due shall be paid on a bi-weekly basis unless otherwise specified in this agreement. By mutual consent of the parties, more frequent payment and other modifications can be made.

C. Base hourly pay shall be the regular rate of pay fo r a particular classification without consideration of any premiums, or extraordinary compensation.

BD. For purposes of this agreement, the (1) remaining Junior Library Clerk (JLC) I incumbent will receive the same salary hourly rate as Senior Library Page and are eligible for pro-rated Health Insurance, Retirement, Sick Leave and Vacation benefits. It has been fhouthe intent of TLEA and Management to eliminate the classification of JLC I through attrition effective April 14, 2019. The remaining JLCI must complete the Civil Service Process to be considered as a Civil Service Employee.

ARTICLE 3 - COMPENSATION

SECTION 3.1 PAY RANGES AND CLASS TITLES

1. BASE HOURLY PAY RANGE

A. Section I Employees

BASE HOURLY PAY RANGE

Classification Steps Basis 1 2 3 4 5 6 7 8 9
Librarian Hourly 29.31 30.79 32.34 33.94 34.80 35.65 36.55 37.49 38.40 Library Technician Hourly 20.26 21.26 22.31 23.44 24.03 24.60 25.25 25.84 Senior Library
Technician Hourly 24.04 25.25 26.46 27.84 28.53 29.24 30.00 30.71 31.49

B. Section II Employees

BASE HOURLY PAY RANGE

Classification Steps: Basis 1
Library Page Hourly 15.50
Senior Library Page Hourly 15.50

2. BASE HOURLY PAY RANGE Effective May 21, 2023

A. Section I Employees

BASE HOURLY PAY RANGE

Classification Steps Basis 1 2 3 4 5 6 7 8 9
Librarian Hourly $31.07 $32.64 $34.28 $35.98 $36.89 $37.79 $38.74 $39.74 $40.70 Library Technician Hourly $22.08 $23.17 $24.32 $25.55 $26.23 $26.81 $27.52 $28.17 Senior Library
Technician Hourly $26.20 $27.52 $28.84 $30.35 $31.10 $31.87 $32.70 $33.47 $34.32 9 TLEA 2023-2024 2025-2028 MOU 9

B. Section II Employees

BASE HOURLY PAY RANGE

Classification Steps: Basis 1
Library Page Hourly 17.67
Senior Library Page Hourly 18.55

C. Removal of employees for disciplinary or reasons of incompetence or abolishing of positions shall be preceded by notice to employee organization representatives with the intent of precluding unfair actions
A. The following salary ranges are assigned to classes covered by this MOU effective April 20, 2025
Pay Ranges Basis Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Junior Library
Clerk I Hourly $20.15
Librarian Hourly $35.50 $37.28 $39.15 $40.13 $41.14 $42.17 $43.23 $44.32 Library Page Hourly $19.12
Library
Technician Hourly $24.07 $25.28 $26.55 $27.88 $28.58 $29.30 $30.04 $30.80 Senior Library
Page Hourly $20.15
Senior Library
Technician Hourly $29.96 $31.46 $33.04 $33.87 $34.72 $35.59 $36.48 $37.40

B. The following salary ranges are assigned to classes covered by this MOU effective July 12, 2026
Pay Ranges Basis Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Junior Library
Clerk I Hourly $20.96
Librarian Hourly $36.92 $38.77 $40.71 $41.73 $42.78 $43.85 $44.95 $46.08 Library Page Hourly $19.89
Library
Technician Hourly $25.04 $26.30 $27.62 $29.01 $29.74 $30.49 $31.26 $32.05 Senior Library
Page Hourly $20.96
Senior Library
Technician Hourly $31.16 $32.72 $34.36 $35.22 $36.11 $37.02 $37.95 $38.90

C. The following salary ranges are assigned to classes covered by this MOU effective July 11, 2027
Pay Ranges Basis Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Junior Library
Clerk I Hourly $21.73
Librarian Hourly $38.20 $40.11 $42.12 $43.18 $44.26 $45.37 $46.51 $47.68 Library Page Hourly $20.69
Library
Technician Hourly $25.85 $27.15 $28.51 $29.94 $30.69 $31.46 $32.25 $33.06 Senior Library
Page Hourly $21.73
10 TLEA 2023-2024 2025-2028 MOU 10
Senior Library
Technician Hourly $32.22 $33.84 $35.54 $36.43 $37.35 $38.29 $39.25 $40.24

SECTION 3.2 PREMIUM PAY
Employees assigned to work requiring specified duties which require skills and abilities not contemplated in the employee's normal assignments in the areas described in th is section shall receive premium pay only while so assigned. Such premium pay shall be for the hours actually worked in the assignment. Assignment and reassignments shall be made by the division manager/Department Director subject to approval of the City Manager. Premium pay assignments shall be based on workload and skills required, and subject to any special provisions specified in this section for any particular assignment.

A. Lead Worker Librarian
The Librarian who is assigned as the Lead Worker Libr arian is primarily responsible for leading and supervising the day-to-day activities of Technical Processing and will receive a 5% premium above the base pay per hour while so assigned. The duties include coordinating the workflow of replacing materials, training Library Pages and Senior Library Pages to label and catalog materials so they are shelf ready, participating in the hiring process of employees and performing performance evaluations. The Lead Worker Librarian reviews the work of employees for accuracy and reports to the Senior Librarian.

SECTION 3.3 NIGHT SHIFT DIFFERENTIAL (Section I Employees)

A. All employees covered by this agreement who are assigned to night shifts shall be paid at 10% over and above their base hourly pay. A night shift shall be defined as a shift in which one-half or more of the shift is scheduled to work after 4:00 p.m. or before 8:00 a.m.

B. For branch employees, night shift shall be defined as one-half or more of the shift if scheduled to work after 3:00 p.m.

ARTICLE 4 - WAGE SUPPLEMENTAL BENEFITS

SECTION 4.1 QUALIFICATION FOR BENEFITS

A. Section I employees are eligible for benefits described herein. Part-time Section I employees shall qualify for 50% of the benefits described.

B. Senior Library Pages are eligible for prorated benefits as noted:

Section 4.2.a (Employee Insurance), Section 4.4 (Retirement), Section 4.6 (Sick Leave), Section 4.9 (Vacation). These titles will not be eligible for Section 4.2.b (Disability), 4.2.c (Life Insurance), Section 4.5 (Industrial Accident.)

SECTION 4.12 EMPLOYEE INSURANCE
A. Cost of Medical Insurance for Active Employees:

The City shall pay the applicable monthly PERS minimum contribution per employee for active employee health insurance. In addition to the PERS Minimum Contribution, the City shall provide active employees with an additional contribution. The aggregate amount shall be referred to as the “City Contribution.”

1. Contributions for Full-time Employees
11 TLEA 2023-2024 2025-2028 MOU 11
Effective May 23, 2023
1 Party 2 Party Family
City Contribution $597.68 per month $1,140.36 per month $1,595.96 per month

On the May 23March 14, 2025 and June 6March 18, 2025 pay check dates the City shall issue two (2) one-time payments, for those eligible and receiving health insurance benefits as of February 23April 20, 2025, in the following amounts based on enrollment tier: 1 party: $484363.086,. 2 party $1008.90, and Family plan $1196.28.

Effective July 1, 2025
1 Party 2 Party Family
City Contribution $678.36 per month $1,308.51 per month $1,795.34 per month

2. Contributions for Part-Time Junior Library Clerk, Library Technician, Librarian, Senior Library Page, and Senior Library Technician employees scheduled to work an average of 20 hours or greater per week (but not full-time):

Effective May 23, 2023
For employees hired prior to January 1, 2008:
1 Party 2 Party Family
City Contribution $459.74 per month $872.67 per month $1,165.15 per month

For employees hired after January 1, 2008:
1 Party 2 Party Family
City Contribution $338.55 per month $593.84 per month $774.67 per month

On the May 23March 14, 2025 and June 6March 18, 2025 pay check dates the City shall issue two (2) one-time payments, for those eligible and receiving health insurance benefits as of February 23April 20, 12 TLEA 2023-2024 2025-2028 MOU 12
2025, in the following amounts based on enrollment tier: 1 party: $242.04, 2 party: $504.48, Family $598.14

Effective July 1, 2025
1 Party 2 Party Family
City Contribution $378.89 per month $677.92 per month $874.36 per month

1. Contributions for Library Pages
In compliance with the provisions of the Affordable Care Act, an employee who works more than 20 (did we agree to 20?TLEA #3) hours per week on a regular basis over twelve (12) months will receive City paid health insurance. The City shall pay the applicable monthly PERS minimum contribution per employee for active employee health insurance. In addition to the PERS Minimum Contribution, the City shall provide active employees with an additional contribution. The aggregate amount shall be referred to as the “City Contribution”.

Effective May 23, 2023
For employees hired prior to January 1, 2008:
1 Party 2 Party Family
City Contribution $459.74 per month $872.67 per month $1,165.15 per month

For employees hired after January 1, 2008:
1 Party 2 Party Family
City Contribution $338.55 per month $593.84 per month $774.67 per month

Effective July 1, 2025
1 Party 2 Party Family
City Contribution $378.89 per month $677.92 per month $874.36 per month

A. Cash-In-Lieu Payments
13 TLEA 2023-2024 2025-2028 MOU 13
Employees who meet the following requirements will receive a cash-in-lieu payment of $400.00 per month and the Junior Library Clerk will receive cash-in-lieu payment of $113.00 per month for as long as the employee opts-out of medical coverage:

1. The employee provides proof of minimum essential coverage (“MEC”) through another source (other than coverage in the individual market, whether or not obtained through Covered California) for the plan year for which the employee opts-out of City-offered coverage (“alternative required coverage”).

2. The proof of coverage must show that the empl oyee and all individuals in the employee’s expected tax family have (or will have) the required MEC for the plan year. The employee must provide reasonable evidence of the MEC for the applicable period by signing and submitting an attestation to the City.

3. The employee must provide such reasonable evidence and attestation of alternative coverage every plan year during open enrollment.

4. The City will not provide the cash-in-lieu payment if it knows or has reason to know that the employee or tax family member does not have the alternative required coverage.

B. BC.Short/Long Term Disability:

1. In accordance with the provisions of the Commercial short term/long term disability plan, employees with pre-existing conditions who do not qualify for coverage under the Commercial policy shall receive the following benefit:
a. Commencing with the thirty-first (31 st) calendar day after the first (1 st) day of lost time, the employee shall receive two-thirds ( ⅔) base biweekly pay for a period of time not to exceed one (1) month for each two (2) months of service to a maximum of two years. b. An employee requesting receipt of such benefits must meet the criteria specified in Attachment A and must request a medical leave of absence in connection with a request to receive long-term disability. The request for a medical leave of absence and for LTD benefits must be made in advance except where it can be shown that a bona fide emergency existed.

c. Payments, pro-rated for actual time on LTD, will commence on the thirty-first (31 st) day of lost time by warrant issued every twenty-eight (28) days or portion thereof. They shall not entitle the employee to accrual of any other benefits.

d. The maximum of two (2) years shall be for a single or multiple instance subject to the employee restoring such benefit one (1) month for each (2) months of service. The "Maximum Benefit Period" means twenty-four (24) calendar months.

e. Such insurance is subject to administrative rules in Attachment A.

2. Employees who were active employees on or after August 1, 1997 and who qualify for the Commercial Insurance long term/short term disability program shall be covered as follows:

a. An employee must request a medical leave of absence in connection with a request for such benefits.

14 TLEA 2023-2024 2025-2028 MOU 14
b. After an elimination period, employees will receive ⅔ base pay for a period as determined under the guidelines of the commercial insurance policy.

c. Eligibility for this Commercial plan, and all provisions of the plan are in accordance with the commercial insurance policy.

C. CDental Insurance:

All employees covered by this agreement will rece ive two-party dental insurance. This benefit has no cash value if not used. If employees want to cove r additional family members, additional insurance may be purchased.

D. DVision Insurance
All employees covered under this agreement will receive at no cost to the Union or employee one-party vision insurance. This benefit has no cash value if not used. If employees want to cover additional family members, additional insurance may be purchased.

E. Life Insurance
Employees covered under this agreement shall receive a life insurance policy in the amount of no less than $50,000.

The City and TLEA will jointly participate in the selection process of its insurance carriers for life insurance, short-term disability insurance and long-term disability insurance.

A. Employee Insurance

1. The City shall pay the applicable monthly PERS minimum contribution per employee and eligible annuitants toward medical insurance. The PERS minimum contribution can only apply toward the health insurance premium of one of the authorized PERS health insurance plans. If the employee does not participate in the PERS insurance plans the PERS minimum contribution cannot be used for any other purpose.

2. Active Employees: In addition to the PERS mini mum contribution the City shall provide active employees with an additional contribution, which may be used by the employee to pay for approved health insurance plan premiums, dental, or vision insurance (“Cafeteria Contribution”). The aggregate amount of the Cafeteria Contribution and the PERS minimum contribution shall be referred to as the “City Contribution.” The Cafeteria Contribution will be calculated by deducting the applicable PERS minimum contribution from the total City Contributi on. The City Contribution cannot be taken in cash and will only be made by the City to the extent of the eligible employee’s election of insurance pursuant to the limitations in this Section 4.2. Employees may opt-out of City-offered benefits. Certain employees who opt-out may be eligible for cash in lieu as provided in this section 4.2.A Item 5.

3. Contributions for Section I Employees:

For these employees, the City Contribution is $597.68 for single-party coverage, $1,140.36 for 2-party coverage, and $1,595.96 for 3 party coverage. The Cafeteria Contribution can be calculated by subtracting the current PERS minimum contribution from the City’s Contribution.

NC (No Coverage) 1 Party 2 Party 3 Party
Cafeteria Contribution $400
(Per section 4.2.5)
$597.68 less
the PERS
minimum
contribution
$1,140.36
less the
PERS
$1,595.96
less the
PERS
15 TLEA 2023-2024 2025-2028 MOU 15
minimum
contribution
minimum
contribution

4. Contributions for Part-Time Employees:

a. Medical Insurance for part time employees hired prior to January 1, 2008:

i. For these employees, the City Contribution is $459.74 for single-party coverage, $872.67 for 2-party coverage, and $1,165.15 for 3-party coverage. The Cafeteria Contribution can be calculated by subtracting the current PERS minimum contribution from the City Contribution (see below):

1 Party 2 Party 3 Party
Cafeteria Contribution
$459.74 less the
PERS minimum
contribution
$872.67 less the
PERS minimum
contribution
$1,165.15 less the
PERS minimum
contribution

b. Medical Insurance for part time employees hired after January 1, 2008:

i. For these employees, the City Contribution is $338.55 for single-party coverage, $593.84 for 2-party coverage, and $774.67 for 3-party coverage. The Cafeteria Contribution can be calculated by subtracting the current PERS minimum contribution from the City Contribution as follows:

1 Party 2 Party 3 Party
Cafeteria Contribution
$338.55 less the
PERS minimum
contribution
$593.84 less the
PERS minimum
contribution
$774.67 less the
PERS minimum
contribution

5. Cash-In-Lieu Payments
Full-time (Section I) employees covered under this Resolution who meet the following requirements will receive a cash-in-lieu payment of $400 per month for as long as the employee opts-out of medical coverage:

a. The employee provides proof of minimum essential coverage (“MEC”) through another source (other than coverage in the individual market, whether or not obtained through Covered California) for the plan year for which the employee opts-out of City-offered coverage (“alternative required coverage”).

b. The proof of coverage must show that the employee and all individuals in the employee’s expected tax family have (or will have) the required MEC for the applicable period by signing and submitting an attestation to the City.

c. The employee must provide such reasonable evidence and attestation of alternative required coverage every plan year during open enrollment

d. The City will not provide the cash-in-lieu payment if it knows or has reason to know that the employee or tax family member does not have the alternative required coverage.

16 TLEA 2023-2024 2025-2028 MOU 16

6. The City shall continue such health insurance premiums up to the amount covered by this section during a legitimate medical leave of absence for a period not to exceed 8 months for any employee covered by this agreement.

7. The City of Torrance joined the PERS health insurance to allow Torrance Library Employees to participate in health programs. Both Management and TLEA agreed to join the program so long as it did not impact any of the other bargaining units within the City. If the PERS health insurance plans significantly alter from the current structure or if the administrative and contingency fee charged by PERS increases above four percent (4%) for the annuitant, the City reserves the right to withdraw from the PERS health insurance plans.

Management and TLEA agree to meet and confer on the restructuring of the employee insurance allowance and insurance program, upon such triggers.

8. Dental Insurance

All employees covered by this agreement will receive two-party dental insurance. This benefit has no cash value if not used.

9. Vision Insurance

All employees covered under this agreement will receive, at no cost to the Union or employee, one-party vision insurance. This benefit has no cash value if not used. If employees want to cover additional family members, additional insurance may be purchased.

10. The parties agree that if legislation is passed which significantly impacts the City’s ability provide health insurance through PERS Medical the parties will return to the table to meet and confer.

11. Senior Library Pages will receive a prorated portion of these benefits.

B. Short/Long Term Disability:

a. Commencing with the thirty-first (31 st) calendar day after the first (1st) day of lost time, the employee shall receive two-thirds (⅔) base biweekly pay for a period of time not to exceed one (1) month for each two (2) months of service to a maximum of two years.

e. Such insurance is subject to administrative rules in Attachment A.

17 TLEA 2023-2024 2025-2028 MOU 17

2. Employees who were active employees on or after August 1, 1997 and who qualify for the Commercial Insurance long term/short term disability program shall be covered as follows:

a. An employee must request a medical leave of absence in connection with a request for such benefits.

b. After an elimination period, employees will receive ⅔ base pay for a period as determined under the guidelines of the commercial insurance policy.

c. Eligibility for this Commercial plan, and all provisions of the plan are in accordance with the commercial insurance policy.

EC. Life Insurance

Employees covered under this agreement shall receive a life insurance policy in the amount of no less than $50,000.

The City and TLEA will jointly participate in the selection process of its insurance carriers for life insurance, short-term disability insurance and long-term disability insurance.

SECTION 4.23 ALLOWANCE FOR SECTION II EMPLOYEES

A. Section II employees who have completed their fourth year of service shall receive $75.00 per month.

B. Effective June 30, 2002, only Library Pages who qualif y will receive this payment. Sr. Library Pages are excluded from this allowance.

C. Effective May 21, 2023 the $75 per month Section II Allowance is included in Section II Employee base salary.

SECTION 4.34 RETIREMENT

A. Employees (except Library Pages) covered by this agreement who work or are anticipated to work 1,000 hours or more in a fiscal year shall be covered by the City current contract with the California Public Employees Retirement System including, but not lim ited to 2% at 55 (per Government Code Section 21354), highest year and military buy-back (per Go vernment Code Section 20042) and supplemented by Social Security.

B. The City shall pay the employee’s 7% contribution to PERS for employees of the Torrance Library Employees Association.

C. The seven percent (7%) paid by the City is consi dered as employer-paid member contributions (EPMC).

D. Effective February 1, 2011, all new hires shall be responsible for the employee’s contribution to PERS, currently 7% of pay.

1. Section 4.4(C) would no longer be applicable for those employees hired after February 1, 2011.

E. Senior Library Pages will receive a prorated retirement benefit according to this section. Library Pages are excluded from PERS.

EF. Public Employees Pension Reform Act:

18 TLEA 2023-2024 2025-2028 MOU 18
Employees covered by this agreement hired on or after January 1, 2013 who do not qualify as classic members of CalPERS shall be considered new members and shall be covered by the City’s contract with CalPERS in the 2% at age 62 defined formula, including military service credit purchase option, with a final compensation calculation period of the final three y ears. Per PEPRA, employees shall be responsible for fifty percent (50%) of the normal cost attributable to the applicable retirement formula.

Note: The definition of classic member or new member is established per the California Public Employees Retirement System (CalPERS).

SECTION 4.45 INDUSTRIAL ACCIDENT (Section I Employees only)

A. For injuries sustained prior to August 3, 1997, the following applies:

In the event an employee sustains an injury or illness arising out of and occurring in the course of his/her employment with the City, the employee shall be entitled to industrial injury leave as follows:

1. Up to three (3) months during the first two (2) years of employment.

2. Up to six (6) months during the third (3 rd) year of employment.

3. Up to twelve (12) months after three (3) years of employment for industrial injury.

4. Such leave shall be at ninety percent (90%) of the regular salary rate. Said leave shall terminate upon return to regular work or when the injury is deemed permanent or stationary, or at the expiration of the maximum time period listed in this section.

B. For injuries sustained on or after August 3, 1997, the following applies:

1. Up to three (3) months during the first two (2) years of employment.

2. Up to six (6) months during the third (3 rd) year of employment.

3. Up to eight (8) months after three (3) years of employment for industrial injury.

4. Such leave shall be at eighty-five percent (85%) of the regular salary rate. Said leave shall terminate upon return to regular work or when the injury is deemed permanent or stationary, or at the expiration of the maximum time period listed in this section.

C. Employees who are on industrial injury leave with pay as a result of an industrial injury shall continue to accrue seniority, and shall receive holidays, accrue vacation, and sick leave benefits the same as if they had been present for duty.

D. An employee on industrial injury leave shall be under t he direction of the City subject to medical advice and shall be available at all times unless he/she receives specific permission from the City.

E. Management and the employee organization jointly indicate their concern for the proper use of industrial injury leave. Management has the responsibility to seek lateral transfer of an injured employee where appropriate and to process involuntary disability retirement where necessary.

1. The Department Head shall notify TLEA within seventy-two (72) hours of any industrial injury which causes the death or hospitalization of any member of the bargaining unit. 19 TLEA 2023-2024 2025-2028 MOU 19

F. All Section II employees are entitled to benefits from the State of California with respect to industrial injury.

SECTION 4.56 SICK LEAVE

A An employee may use sick leave to care for themselves or family members in compliance with the City’s Policy on Leaves of Absence in accordance with State and Federal Law. During the term of this agreement, if it is determined that any benefit was granted under the previous agreement and was not included in the City’s Policy on Leaves of Absence, the benefit shall be incorporated into the Policy. Such time shall be deducted from the existing sick leave accruals of the employee. In addition, employees may use sick leave for the following reasons:

1. Retirement Early Notification Incentive Program

An employee may use sick leave in accordance with the Retirement Early Notification Incentive Program requirements.

A. Sick Leave Use

An employee may use sick leave to care for themselves or family members in accordance with the California Family Rights Act. Such time shall be deducted from the existing sick leave of the Employee

B. Sick Leave Standard

1. Use of sick leave shall not necessarily in and of it self constitute misuse. However, sick leave use not in accordance with the California Family Rights Act, exceeds standard usage, and/or has a predictable pattern, may initiate a review of sick leave usage. If it is determined that an employee has misused their sick leave, the employee shall be notified of any restrictions or requirements to be placed upon the employee’s use of sick leave regarding notification or use of other accrued leaves in cases where there is insufficient sick leave available.

2. Components of the sick leave standard may include section/division/department sick leave utilization average, taking into consideration the number of incidents and the number of hours used, patternistic sick leave use, depleted sick leave and/or other elements as reasonably established in the departmental work rules.

BC. Accrual rate : SECTION I AND SENIOR LIBRARY PAGES

1. Full-Time Librarians, Library Technicians, and Senior Library TechniciansPermanent and probationary employees shall be granted sick leave in the
following manner: Six hours per month to a maximum of 600 hours accrued sick leave. Senior Library Pages will accrue sick leave in a prorated manner based on the number of hours worked each month.

2. Part-Time Employees
a. New employees shall receive 40 hours of sick leave upon hire. Commencing on the first pay period of each calendar year, employees will receive 40 hours of sick leave. b. After a 90-day employment requirement is satisfi ed, part-time employees are eligible to use paid sick leave to a maximum of 96 hours per year.
c. Employees may bank up to a maximum of 96 hours of Sick Leave. d. If an employee separates after 90 days of employm ent and is rehired within one year from the date of separation, the paid sick leave balance at the time of separation will be reinstated. The employee will not have to re-satisfy the 90-day employment period in order to use the banked sick leave. 20 TLEA 2023-2024 2025-2028 MOU 20
e. If an employee separates before 90 days of employment and is rehired within one year, the paid sick leave balance at the time of separation will be reinstated, and the employee will be subject to meeting the 90-day requirement before being able to use the sick leave benefit. f. Banked sick leave may not be converted or cashed out if unused or upon separation from employment. However, if an employee is promot ed to another position the sick leave balance will carry over to the new position.

Permanent and probationary employees shall be granted sick leave in the following manner: Six hours per month to a maximum of 600 hours accrued sick leave. Senior Library Pages will accrue sick leave in a prorated manner based on the number of hours worked each month.

CD. Cash or deferred compensation options (SECTION I AND SENIOR LIBRARY PAGES)

1. The employee(discussion-we have PT in these positi ons plus this section had Senior Library Pages- should then include JLCI)LThe employee Employees, except Library Pages Empl may select, in June and/or December of each year, to convert any sick leave granted but unused over three hundred (300) hours into cash at the rate of one hour of pay for each hour of unused sick leave. Such payments shall be made before June 15 and/or December 15.

2. All Employees except Library Pages(discussion-we have PT in these positions plus this section had Senior Library Pages-should then include JLCI), aAny Any hours of sick leave which would have been granted over 600 hours accrued sick leave shall be converted into cash payable in December of each year on the basis of one hour pay for each hour of unused sick leave. An employee who wishes to defer this amount must submit a written request to the Finance Department no later than December 1.

4. Senior Library Pages may not defer sick leave.

E. Accrual rate: LIBRARY PAGES

1. After a 90-day employment requirement is satisfied, part-time employees are eligible to use paid sick leave to a maximum of 24 hours per year, but no more than 48 hours in two (2) consecutive years.

2. Part-time employees will accrue sick leave at the rate of one (1) hour of paid sick leave per thirty (30) hours worked to a maximum of 48 hours accrued sick leave per year.

3. Unused sick leave balance will rollover to the following year to a maximum of ninety-six (96) hours in a consecutive two-year period.

4. If an employee separates after 90 days of employm ent and is rehired within one year from the date of separation, the paid sick leave balance at the time of separation will be reinstated and the employee will continue to accrue additional leave up to the maximum limit (96 hours). The employee will not have to re-satisfy the 90-day employment period in order to use the accrued sick leave.

5. If an employee separates before 90 days of employment and is rehired within one year, the paid sick leave balance at the time of separation will be reinstated, and the employee will be subject to meeting the 90-day requirement before being able to use the sick leave benefit.

6. Accrued sick leave may not be converted or cashed out if unused or upon separation from employment. However, if an employee is promoted to a full-time or benefitted position the sick leave balance will carry over to the new position.

21 TLEA 2023-2024 2025-2028 MOU 21
F. Notification of sickness

1. To receive compensation while absent on si ck leave, employees shall notify the section/division/department in the manner provided in departmental rules and regulations stating the nature or reason for the absence.

2. An employee who has been counseled about sick leave usage within the preceding 12 months may be advised, as part of said counseling, that he/she will be required to furnish reasonable evidence, including a written statement from a medical professional, to substantiate any request for sick leave of two days or more.

3. A department may require a written statement from a medical professional without prior counseling where the absence is greater than 5 consecutive workdays or in cases where there is evidence of a specific violation of departmental work rules.

G. Return from sick leave

1. Upon return from sick leave, an employee may be required by the department head to report for examination by the City medical examiner to determine fitness for duty.

H. Overtime rate after sick leave

He/she may, however, be required to substantiate an illness by a written statement from an attending licensed physician or a personal affidavit.

2. Said provisions shall not apply where an employ ee is called out for emergency work after hours and the overtime rate shall apply regardless of sick leave taken during the week.

3. For the purposes of call out, employees who are abs ent on sick leave will be placed in the position of least seniority on the day they are absent and will remain in that seniority ranking until they return to regular duty.

I. Conversion of sick leave (SECTION I AND SENIOR LIBRARY PAGES)

1. Full-time Librarians, Library Technicians, and Senior Library Technicians, aAt the time of termination after the appropriate years of service, an employee covered by this agreement shall have his their accumulated sick leave converted by the City into cash or deferred income on the following basis:

1. At the time of termination after the appropriate years of service an employee covered by this agreement shall have his accumulated sick leave converted by the City into cash or deferred income on the following basis:

a. After one year of service, each hour of accumulated sick leave shall equal ¼ hour pay.

b. After seven years of service, each hour of accumulated sick leave shall equal ½ hour pay.

c. At retirement, each hour of accumulated sick leave shall equal one hour’s pay.

2. Full-time Librarians, Library Technicians, an d Senior Library Technicians, shall have their Aaccumulated sick leave shall be paid at the hourly rate upon the death of an employee covered by this Agreement regardless of years of service, to be paid to the employee’s beneficiaryconverted into paid up life insurance on the basis that each hour of accumulated sick leave shall equal 100% of the 22 TLEA 2023-2024 2025-2028 MOU 22
hourly rate upon the death of an employee covered by this agreement regardless of years of service to be paid to the employee’s beneficiary.Accumulated sick leave shall be converted into paid up life insurance on the basis that each hour of accumulated sick leave shall equal 100% of the hourly rate upon the death of an employee covered by this agreement regardless of years of service to be paid to the employee’s beneficiary.

3. The annuity and the provisions of the annuity shall be specified by TLEA, subject to consultation with Management.

J. Depleted sick leave

Employees who have insufficient sick leave accrued to cover an absence may request the use of other accrued leaves, according to departmental work rules. If no other accrued leaves are granted, employees are required to apply for a leave of absence without pay at the earliest possible time; that is, at the beginning of the leave or immediately upon return to work. Failure to submit the request for leave will constitute unauthorized absence which could lead to disciplinary action. Such a request for leave shall not be unreasonably denied.

JK. Personal Leave

Two work shifts of sick leave per calendar year may be used by the employee for personal leave for which no verification is required. Such leave must be approved in advance per departmental work rules and shall not be unreasonably denied.

The amount used is deducted from sick leave and may not be carried over from year to year. The time shall be taken in increments of no less than one half shift.

The leave, while paid for out of sick leave, is actually paid personal leave and is not a part of sick leave usage in and of itself.

SECTION 4.67 HOLIDAYS

A. For the purpose of this agreement, the following days shall be considered holidays with pay:
 New Year's Day
 Martin Luther King Jr. Day
 Lincoln's Birthday
 Washington's Birthday
 Memorial Day
 Independence Day
 Labor Day
 Veteran's Day
 Thanksgiving Day
 The day after Thanksgiving Day
 The last working day prior to Christmas
 Christmas Day
 The last working day prior to New Year’s Day

 In addition to the above holidays, Katy Geissert Civic Center Library is closed on Armed Forces Day and staff are offered the ability to work another library location in its place, utilize vacation accruals, or take the day unpaid.


23 TLEA 2023-2024 2025-2028 MOU 23
B. Value of Holidays

1. For Full-time Employees
aA holiday shall be the value of the normal work shift - either eight (8) or , nine (9), or ten (10) hours.A holiday shall be the value of the normal work shift - either eight (8), nine (9), or ten (10) hours.

1. 2. For Part-time employees eligible for holiday pay will be paid for four (4) hours per holiday except July 4, which shall be six (6) hours, and Christmas Day which shall be five (5) hours.

C When a holiday listed in this section occurs on a Saturday, the day immediately preceding such holiday will be observed as the holiday. When a holiday listed in this section occurs on a Sunday for pay purposes the day immediately following such holiday will be observed as a holiday. If a holiday falls on any other scheduled day off, full-time employees shall accrue vacation leave consistent with the value of the holiday and part-time employees shall continue to be paid for the holiday leave on that day. the employee shall take another day off within twelve (12) months.the employee shall take another day off within twelve (12) months.

D. The library system shall close at 6:00 p.m. the day before Thanksgiving. Scheduling shall be at the discretion of Library Managementthe department head or designee. Employees normally scheduled to work after 6:00 p.m. shall have their shift scheduled at the discretion of the department head, or designee, Library Management in order to provide sufficient coverage within that pay period.

E. On July 1 of each year, the City Librariandepartment head, or designee, will disseminate a list of holidays on which the library shall be closed.

F. In order to be paid for the holiday, an employee must work at least one hour hour in the pay period or use one hour hour of approved paid leave time in the pay period.

D. The library system shall close at 6:00 p.m. the day before Thanksgiving. Scheduling shall be at the discretion of Library Management. Employees normally scheduled to work after 6:00 p.m. shall have their shift scheduled at the discretion of Library Management in order to provide sufficient coverage within that pay period.

E. On July 1 of each year, the City Librarian will disseminate a list of holidays on which the library shall be closed.

F. In order to be paid for the holiday, an employee must work at least one hour in the pay period or use one hour of approved paid leave time in the pay period.

G. Birthday Leave (SENIOR LIBRARY PAGES)

All employees eligible for birthday leave will receive four (4) hours on their date of hire and four (4) hours at the beginning of each fiscal year thereafter. The four (4) hours will be added to their authorized leave balance at the beginning of the fiscal year. This leave may not be cashed out and is accruable for a maximum of 36 months.

SECTION 4.78 VACATION LEAVE(SECTION I)

A. Employees in classifications covered by this agr eementEmployees in classifications covered by this agreementJunior Library Clerks, Librarians, Library Technicians, Senior Library Pages, and Senior Library Technicians shall earn vacation on a prorated hourly basis as follows:A. Employees in classifications covered by this agreement shall earn vacation on a prorated hourly basis as follows:
24 TLEA 2023-2024 2025-2028 MOU 24

1. Upon hire and completion of 2 nd year of employment, at the rate of 9.33 hours per month .

2. Commencing with the 3rd year of employment and until the completion of three years of employment, at the rate of 10.00 hours per month t.

3. Commencing with the 4th year of employment and until the completion of four years of employment, at the rate of 10.67 hours per month.

4. Commencing with the 5th year of employment and until the completion of nine years of employment, at the rate of 12.67 hours per month.

5. Commencing with the 10th year of employment and until the completion of twenty years of employment, at the rate of 16.02 hours per month.

6. Commencing with the 21st year of employment, at the rate of 17.33 hours per month.

7. Commencing with the 25th year of employment, at the rate of 18.00 hours per month.

B. Library Pages shall earn vacation as follows (assuming a 20 hour work week):

1. Upon hire at the rate of 24 hours per year.

2. Commencing with the 5th year of employment and until the completion of nine years of employment, at the rate of 44 hours per year.

3. Commencing with the 10th year of employment, at the rate of 64 hours per year.

C. Vacation Eligibility

Only probationary or permanent employees who regularly work 40 hours per week, or permanent part time employees who work 20 hours per week Employees shall earn vacation only while receiving compensation from or through the City, and vacation shall be calculated on an hourly earned basis.

D. The time of taking vacation shall be determined by the department head, or designeesubject to review by the City Manager. An employee may take vacation only in increments of full days or shifts unless department head approval is given for small increments of not less than 4 hours.

Only probationary or permanent employees who regularly work 40 hours per week, or permanent part time employees who work 20 hours per week shall earn vacation and only while receiving compensation from or through the City, and vacation shall be calculated on an hourly earned basis.

D. The time of taking vacation shall be determined by t he department head, subject to review by the City Manager. An employee may take vacation only in increments of full days or shifts unless department head approval is given for small increments of not less than 4 hours.

E. An employee can accrue vacation up to the amount earned over the preceding 36 months.

25 TLEA 2023-2024 2025-2028 MOU 25

F. Borrowing

Junior Library Clerks, Librarians, Library Technicians, Senior Library Pages, and Senior Library TechniciansAn employee may borrow up to forty (40) hours of earned vacation subject to the approval of his department head.

An employee may borrow up to forty (40) hours of earned vacation subject to the approval of his department head.

G. Effect of Holidays

When an authorized holiday occurs during a vacation period, such days shall not be deducted from earned vacation.

H. Effect of Separation

1. Any borrowed vacation owed by a terminating separating employee shall be deducted from employee's final pay.

2. Any vacation owed to a terminating separating employee shall be added to the employee's final pay in the form of cash or deferred income.

1. Any borrowed vacation owed by a terminating employee shall be deducted from employee's final pay.

2. Any vacation owed to a terminating employee s hall be added to the employee's final pay in the form of cash or deferred income.

I. Sixteen (16) hoursTwo shifts of vacation per fiscal year may be used for personal leave. Such leave shall be asked for one week in advance except in case of a bona fide emergency. The leave shall not be accruable from year to year and if used, shall be deducted from earned vacation. Subject to division manager approval, personal leave may be taken in increments of less than four (4) hours.

J. Pay for vacation

An employee, subject to Department Head approval, may select either to receive pay or to defer vacation pay up to 80 hours per fiscal year. Employees must, however, leave a minimum balance of 40 hours on the books. Sr. Library Pages are not eligible to defer.

K. Senior Library Pages accrue vacation on a prorated basis.

SECTION 4.9 AUTHORIZED LEAVE BENEFITS (LIBRARY PAGES)

A. Employees in classifications covered by this agreement shall earn vacation as follows:

1. At the rate of 24 hours per year of employment by each regular employee.

2. Commencing with the 5th year of employment and until the completion of 9 years of employment, at the rate of 44.00 hours per year of employment.

3. Commencing with the 10th year of employment at the rate of 64 hours per year of employment.

26 TLEA 2023-2024 2025-2028 MOU 26
B. Vacation leave has to be taken at a time mutually agreeable to the City and the employee and has no cash value if not used.

C. Employees in the classification covered by this agreement shall be granted sick leave at the rate of 16 hours per year of employment.

D. Sick Leave accrued must be used per guidelines set forth in Section 4.6.

E. Two full work shifts of sick leave per fiscal year ma y be used for personal leave for which no verification is required. Such leave shall be approved in advance per departmental work rules. The amount is deducted from sick leave and shall be taken in no less than four-hour increments.

The procedure for taking authorized leave shall be prescribed by departmental rules and regulations.

F. An employee can accrue vacation up to the amount earned over the preceding 36 months.

SECTION 4.810 BEREAVEMENT LEAVE

An employee may utilize Bereavement Leave in compliance with the City’s Policy on Leaves of Absence in accordance with State Law. During the term of this agreement, if it is determined that any benefit was granted under the previous agreement and was not included in the City’s Policy on Leaves of Absence, the benefit shall be incorporated into the Policy.

A. Employees covered by this Agreement shall be entitled to up to five (5) typical work shifts of bereavement leave; (3) typical work shifts will be with pay and (2) typical work shifts without pay per death of eligible family members.

B. Additional paid bereavement leaves of up to the equivalent hours of two (2) typical work shifts may be granted by the Department Head upon request due to a death or funeral which occurs out of state or in the state in excess of 300 miles from the borders of the City of Torrance.

C. Such bereavement leave shall apply to a death of a family member as defined for family sick leave. In addition, an employee may request a vacation or sick leave day for bereavement leave for a relative not named in the family sick leave listing, subject to verification of the Department Head.

D. Such a request shall not be unreasonably denied and shall not be denied on the basis of a below standard evaluation. If an employee decided to use a sick leave day, this leave shall not be used against the departmental sick leave average.

E. Such bereavement leave shall not be accruable from y ear to year, nor shall it have any monetary value if unused.

F. Exceptions to the definition of family will be eval uated on a case-by-case basis by the Department Head.

G. Bereavement leave is allocated on an hour-by-hour basis, depending on the employees typical work shift, up to 24 hours paid, and up to an additional 16 hours unpaid and may be used incrementally. If an employee is off for 5 hours, the employee will be charged for 5 hours. If an employee is off for 3 hours, the employee will be charged 3 hours.

SECTION 4.911 COMPASSIONATE LEAVE

An employee may utilize Compassionate Leave in compliance with the City’s Policy on Leaves of Absence.

During the term of this agreement, if it is determined that any benefit was granted under the previous 27 TLEA 2023-2024 2025-2028 MOU 27
agreement and was not included in the City’s Policy on Leaves of Absence, the benefit shall be incorporated into the Policy.

In the event that an employee covered by this agreement dies, other represented employees from the department of the deceased member may be granted up to three hours leave for the purpose of serving as pallbearer or to otherwise attend the funeral.

A. The number of employees who are granted this leave at any one time shall be at the discretion of the department head, consistent with the need to maintain a minimum workforce during that time.

B. Such leave shall not be accruable, nor shall it have any monetary value if unused.

C. With department head approval, employees may attend the funeral of a co-worker not in the same representation group or department.

SECTION 4.102 JURY DUTY

An employee who is summoned for jury service shall be covered in compliance with the City’s Policy on Leaves of Absence. During the term of this agreement, if it is determined that any benefit was granted under the previous agreement and was not included in the City’s Policy on Leaves of Absence, the benefit shall be incorporated into the Policy.

A. Employees covered by this agreement who are summoned for jury service at any court during regularly scheduled hours of work will be entitled to regular co mpensation. Jury service fees other than mileage reimbursement must be deposited according to procedures as described in Administrative Rules in order to qualify for regular compensation. The amount of ti me allowed for jury service for an employee will correspond to the minimum time required by law.

B. Employees who serve on jury duty on their modified work schedule day off do not receive any extra pay for the day. They are, however, entitled to the jury service fee for that day.

C. Employees may request a modified work schedule to avoid working and serving Jury Duty in any combination for more than 5 consecutive days in a row.

SECTION 4.113 DEFERRED COMPENSATION (Section I Employees)

A. Upon hire, Library Pages or any other part- time employees deemed non-contributory members by CalPERS will be automatically enrolled in the City’s mandatory deferred compensation plan at the rate of 7.5% of gross compensation.

B. Employees All other employees, including Junior Libr ary Clerks, Librarians, Library Technicians, Senior Library Pages, and Senior Library Technicians that are deemed contributory members by CalPERS covered by this agreement shall be eligible to participate in a City administered deferred program consisting of a deferred compensation plan.

C. At the completion of one (1) year of service, Librarians, Senior Library Technicians, and Library Technicians become eligible for and shall receive a non-matching deferred City contribution of $300 ($11.54 per pay period) per calendar year. The $11.54 per pay period will be deferred on the employees’ behalf.

28 TLEA 2023-2024 2025-2028 MOU 28
B. Upon retirement or termination, the employee s hall have the option to defer the sick leave and vacation leave into the City’s deferred compensation plan.

C. For active employees, the deferral program shall apply to the following:

Cash out of vacation (Section 4.8.i)

2. Cash out of sick leave (Section 4.6)

A. Employees covered by this agreement shall be eligible to participate in a City administered deferred program consisting of a deferred compensation plan.

B. Upon retirement or termination, the employee s hall have the option to defer the sick leave and vacation leave into the City’s deferred compensation plan.

C. For active employees, the deferral program shall apply to the following:

1. Cash out of vacation (Section 4.8.i)

2. Cash out of sick leave (Section 4.6)

D. This deferral is up to the limits set by federal law.

E. At the completion of one (1) year of service, employees become eligible for and shall receive a non- matching deferred City contribution of $300 ($11.54 per pay period) per calendar year. The $11.54 per pay period will be deferred on the employees’ behalf.

SECTION 4.14 DEFERRED COMPENSATION (Section II Employees)

For current part time library employees who participate in mandated City deferred compensation program in lieu of social security: When the total amount deferred by any employee under the plan becomes $5,000, the employees will be notified that they may move their deferred compensation to Plan A of the deferred compensation program. However, no additional, voluntary contributions may be made.

ARTICLE 5 - SPECIAL COMPENSATION PROVISIONS

SECTION 5.1 OVERTIME COMPENSATION

A. Section I Employees

1. Employees shall be compensated by pay at the rate of one and one-half (1½) times the regular hourly rate of the employee for those hours worked in excess of forty (40) hours in any one (1) week, or in excess of eight (8) hours in any one calendar day.

2. An employee may select, with Department Head approval, to take compensatory time for overtime worked in lieu of pay. Such leave shall be paid at time and one half. Compensatory time can be accrued to a maximum of 60 hours.

B. Section II Employees
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1. Section II employees required to work on days the library is closed for the purpose of emptying book drops will be compensated at time and one half (1½) for all hours worked at a minimum of two hours.

2. Computation: Overtime shall be computed for act ual time worked except for minimum as specified in Subsection 5.1.B.1.

C. Computation

1. Overtime shall be computed for actual time work ed except as specified in Subsection C.2 below.

2. An employee called out after regular working hours for emergency work shall be compensated, therefore, at the regular overtime rate of a minimum of two (2) hours.

D. Overtime Claims for Compensation

1. Overtime worked must be reported to the Finance Director within fifteen (15) calendar days after the end of the pay period in which the service was rendered. Failure to do so waives any claim for compensation for such service by the employee concerned.

E. Overtime may be mandatory if no volunteers are found.

SECTION 5.2 MOVE-UP ASSIGNMENT

A. Objective

The objective of this section is to provide an equitable manner of paying employees for work done and responsibility assumed when that employee is moved up to a higher classification during the temporary absence of another employee.

B. Assignment

1. When an employee is temporarily absent from his/her job, another employee may be assigned by the department head or his designee to do the work of the absent employee.

2. The assigned employee need not possess the minimum qualifications for the position of the absent employee.

3. An employee with a below standard evaluation for the preceding six (6) months period will not be considered (except where the performance evaluation is being formally appealed). In the absence of a performance evaluation for this period, the employee’s performance shall be considered standard for purposes of this section.

4. The division manager may permit the position to remain temporarily vacant, if, in his/her opinion, the public health, welfare and safety are not jeopardized.

5. An employee may decline a move-up assignment subject to Subsection E a) Priority 1, Priority 2 and Priority 3 below.

C. Duration of Assignment

Any employee moved up pursuant to this section shall remain in the higher class until the incumbent returns to duty, subject to the following conditions:

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1. Each such assignment shall not exceed (90) days duration.

2. If the work is not performed in a satisfactory manner, the division manager or designee may remove the employee who has moved up and move up another employee to replace him/her or leave the position unfilled.

D. No Probationary Period Credit

Time served by an employee assigned to a higher class under the provisions of this section shall not be credited toward the employee's probationary period in the higher class.

E. Priority for Move-Up Assignments:

1. Priority 1: If a current nonexpired Civil Service list exists, priority will be given to those employees in the same Division regularly employed in a lower classification who are on the list. Offers will be made in the order the employees are ranked on the list.

2. Priority 2: If no current nonexpired civil service list exists, or the move-up cannot be filled using Priority 1, priority will be given to those regularly employed in the next lower classification on a seniority basis.

3. Priority 3: In the event that there is no employee in the next lower classification willing to accept the move-up assignment, the division manager or their designee may then move to the class below and offer the assignment using seniority as the basis.

a. For all move-up opportunities of more than fourteen (14) consecutive days, divisions may use more than one person to fill the vacant position using this seniority system.

b. Employees will indicate their preference for being contacted for move-ups by filing a “move-up interest form” with their Division at the start of the calendar year. This form will allow employees to freeze their name for all move-up opportunities, or to indicate communication preferences regarding move-up opportunities. In the absence of a form on file, employees will be assumed to be interested in move-up opportunities, but will only be contacted while on duty using City communication methods such as email, city radio, telephone or face to face.

F. Absence of Moved-Up Employee

If a moved-up employee is absent, another employee may be assigned during such absence, subject to all provisions of this section.

G. Acting Department Heads:

If a subordinate is not required by class specification to take charge of the department in the absence of the department head, the employee shall be paid during all such move-up assignments five percent (5%) over the above base salary pay, provided, however, that if the temporary absence of the department head continues in excess of thirty (30) consecutive days, the employee shall then be paid at the salary rate of the lowest step for such assigned position which is higher than the current base salary of that employee, to which shall be added earned longevity pay increments.

H. Move-Up Pay for Vacant Positions

1. Except as provided in Subsection H.2), an employee moved up pursuant to this section shall be paid for all days worked in the higher class at a salary rate of the lowest step of the class or the lowest step for such assigned position which will give the employee five percent (5%) more than the current base 31 TLEA 2023-2024 2025-2028 MOU 31
salary of that employee, whichever is the higher within the base pay range for the class, to which shall be added earned Longevity pay increments.

2. For the purpose of this section, one half shift shall constitute a day.

3. The division manager or designee must authorize move-up.

4. Any assignments to a higher class of a half shift but less than a full shift requires the prior approval of the City Manager or designee.

I. I. In the event move-up cannot be filled using Priority 1, 2 or 3, the division manager or designee may then move an employee over within the same classification using inverse seniority or move to the class above using inverse seniority to fill the vacant position.

SECTION 5.3 STATE DISABILITY INSURANCE PROGRAM (Section II Employees)

Management will administer the previously implemented St ate Disability Insurance Program. The cost of the benefit will be paid for by employees using the benefit.

SECTION 5.34 EDUCATIONAL MATERIAL ALLOWANCE

The City shall pay an annual educational material allowance of $333 to each Librarian, Senior Library Technician and Library Technician covered by this agreement on the first pay period in September of each year.

ARTICLE 6 - WORKING CONDITIONS

SECTION 6.1 HOURS OF WORK (Full-time Employees)

A. A. Employees shall work a forty (40)-hour, five-day work weekin the classification of Librarian, Library Technician, and Senior Library Technician shall be full-time or part-time in nature.

B. Employees in the classification of Junior Libr ary Clerk, Library Page and Senior Library Page shall have their hours of work set at the discretion of the department head, or designee. Every reasonable effort shall be made to accommodate the desires of the individual employee.

A. Employees shall work a forty (40)-hour, five-day work week.

SECTION 6.2 HOURS OF WORK (Section II Employees)

A. Hours of work shall be at the discretion of the di vision manager or designee. Every reasonable effort shall be made to accommodate the desires of the individual employee.

SECTION 6.32 REST PERIOD

A. Employees covered by this agreement may be allowed one, up to 15-minute, rest period in accordance with departmental rules during each half of the regular workday or regular workshift. In such cases:

1. These rest periods will not be taken at the beginning or end of either half of the regular workday or work shift.

2. Rest periods may not be accumulated, nor shall such rest periods have any monetary value if unused.

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3. The provisions of this section may be modified by a supplemental Memorandum of Understanding between the representatives of Management and the representatives of TLEA to effectuate a flexible work hour concept.

4. Abuses of the provisions of the section will result in disciplinary action.

SECTION 6.3 LUNCH PERIODS

A. In addition to rest periods, employees shall be entitled to a lunch period not to exceed one hour per regular workday or regular work shift subject to departmental rules developed to accommodate a flexible work schedule.

1. Such lunch periods shall be without pay and may not be accumulated.

2. There shall be no restriction on the employee during such lunch periods unless compensated for as overtime.

3. The amount of time for lunch period and the procedure for taking a lunch period shall be determined by departmental rules and regulations.

SECTION 6.54 PROBATIONARY PERIOD (Section I Employees)

A. For all classifications covered by this agreement, there shall be a probationary period which shall be one (1) year of service for original, non-promotional appoi ntments and a probationary period of six (6) months of service for all promotional appointments.

B. An employee’s probationary period shall be extended if the employee is absent from the performance of his/her assigned duties in excess of the number of cumulative working days he/she would work over a four- week period of time. Thus, an employee working a 5/40 will have his/her probation extended by 20 working days or more if he/she is absent more than 20 working days during his/her probationary period. An employee working a 4/10 will have his/her probation extended by 16 working days or more if he/she is absent more than 16 working days during his/her probationary period. An employee working a 9/80 will have his/her probation extended by 18 working days or more if he/she is absent more than 18 working days during his/her probationary period. The probationary period will be extended by the amount of time equal to the number of days absent from work. For purpos es of this provision, all leaves of absences whether continuous or not which result in the employee exceeding the number of workdays he/she is regularly scheduled over a four-week period of time will result in a probation extension. A workday will count towards the cumulative total provided for herein if the employee works less than one-half (½) of their regularly scheduled hours in a day.

SECTION 6.65 LATERAL TRANSFERS/MEDICAL LATERAL TRANSFERS

A. Lateral Transfer

1. Permanent employees in a job classification represented by TLEA may make themselves available for lateral entry into another classification in any representation unit represented by AFSCME whose salary range is equal to or less than that of the classification of position presently held by the employee. (A salary range shall be considered to be equal to if there is less than a 7.5% difference in the highest step in the base pay range for the class.)

33 TLEA 2023-2024 2025-2028 MOU 33

2. When a position in a classification for which employees have applied for lateral entry becomes vacant, employees who have so applied shall be given the opportunity to lateral into the position pursuant to the following:

a. No promotional list exists for the position.

b. The department heads involved approve of the lateral appointment. Such approval will not be required where lateral appointment is the result of a layoff or medical disability.

c. The City Manager concurs in the lateral appointment.

d. Priority of consideration shall be on the basis of seniority subject to the above. The employee shall receive a progress report from the department head at the end of each thirty (30) day period.

If an employee does not qualify, he shall be returned to his previous status. The approval and verification of the department head and the City Manager shall be final.

e. Such lateral appointment of the employee shall be subject to a 6 month probationary period to verify this competency in the new position.

f. f. If an employee accepts a lateral transfer, his salary shall be at his former rate or at the highest step of the lower range, whichever is the lower.

C. Medical Lateral Transfers

1. Employees subject to medical, lateral transfers shall be subject to a 6-month probationary period.

2. Medical laterals who do not pass qualification period will again be evaluated for current vacancies for which they qualify based on physical restrictions and which are other guidelines (noted in this agreement).

SECTION 6.67 LEAVES OF ABSENCE (Section I Employees)

An employee may file a Request for Leave in compliance with the City’s Policy on Leaves of Absence in accordance with State and Federal Laws. During the term of this agreement, if it is determined that any benefit was granted under the previous agreement and was not included in the City’s Policy on Leaves of Absence, the benefit shall be incorporated into the Policy.

A. Leave Without Pay

1. A leave of absence without pay not to exceed five working days may be granted to any employee by the department head.

2. A leave of absence without pay for more than five working days may be granted to any employee by the City Manager.

3. No leave or combination of leaves related to an illness or injury shall be granted for more than a total of eight months.

4. An employee must have completed his or her original probationary period before being eligible for consideration of a medical leave of absence of more than 30 days.

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5. A leave of absence without pay may be granted to any employee by the City for the purpose of accepting a temporary appointment to a State, County, Federal, or local agency.

B. Application for Leave of Absence

A request for leave shall be forwarded to the appropriate authority in advance of the beginning date of leave, upon forms supplied by the City.

1. An employee may file a request for leave upon a form supplied by the City. Such a request must be filed before the beginning of the requested leave except in cases of emergency. Such leave may be for medical, military or personal reasons.

C. Refusal of Leave of Absence

The department head or the City Manager shall refuse a leave of absence request if such a leave is contrary to the good of the City. A leave of absence for medical reasons where justified by medical evidence shall not unreasonably be denied except where the employee has exhausted the maximum leave of absence.

Where the leave is refused, the employee must return to work or be terminated.

D. Holding Position Open

Upon the expiration of a leave of absence, duly granted in accordance with the provisions of this section, an employee shall be returned to the same position or class of position as he occupied when the leave of absence was granted.

E. Medical Examination at Termination of Leave

Upon the expiration of any leave of absence, the City Manager may determine, by evidence of medical examination or other reasonable evidence, if the empl oyee is mentally and physically able to perform the duties of the position from which the leave was granted. If the City Manager has determined that the employee is unable to return to work, he will not be returned to work but shall have the right to submit the matter through the grievance procedure.

F. Any employee terminating or retiring at the end of the eight-month medical leave of absence shall be paid an amount equal to four months of City health insurance contribution (including health contribution and City supplemental). Such an amount shall not exceed the amount received by the employee immediately prior to separation of employment. The employee may choose to receive the full amount, subject to 1099; defer the funds to the City 457 plan, within the plan guidelines or receive a net check with the appropriate federal, state and social security deductions. This provision applies only to employees participating in a City- sponsored health insurance program at the time of termination or retirement.

G. Military Leave of Absence

A leave of absence for military service shall be granted to any employee as required by the laws of the United States or the State of California.

H. Return from Military Leave

Any employee returning from Military leave shall have all the rights and privileges granted by law, but any employee returning from military leave which has exceeded ninety (90) consecutive calendar days shall not be reinstated to his/her position in the classified service unless he/she:

1. Makes a written application, therefore, to the City within 40 days following his release from active military service;
35 TLEA 2023-2024 2025-2028 MOU 35

2. Furnishes the City for their inspection a certificat e of termination of services with the Armed Forces, which termination was under honorable conditions; and

3. Establishes to the reasonable satisfaction of the City that he/she is qualified to perform the duties of such position.

I. Employees covered by this agreement may participate in the Catastrophic Leave Program as a donor or participant (Attachment B).

SECTION 6.8 LEAVES OF ABSENCE (Section II Employees)

A. Leave Without Pay

1. A leave of absence without pay not to exceed 15 working days may be granted to any competent employee by the department head.

2. A leave of absence without pay for more than 15 working days may be granted under special circumstances to any employee by the City Manager upon the recommendation of the department head.

B. Application for Leave of Absence

A request for leave shall be forwarded to the appropriate authority in advance of the beginning date of leave, upon forms supplied by the City.

C. Refusal of Leave of Absence

Where the leave is refused, the employee must return to work or be terminated.

D. Holding Position Open

Upon the expiration of a leave of absence duly granted in accordance with the provisions of this section, an employee shall be returned to the same type of job as occupied when the leave of absence was granted.

E. Medical Examination at Termination of Leave

Upon the expiration of any leave of absence, the City Manager may determine, by evidence of medical examination or other reasonable evidence, if the empl oyee is mentally and physically able to perform the duties of the position from which the leave was granted. If the City Manager has determined that the employee is unable to return to work, the employee will not be returned to work but shall have the right to submit the matter through the grievance procedure.

SECTION 6.79 INACTIVE STATUS (Section I Employees)

A. Subject to the approval of the employee's department head and the city manager, an employee may request inactive status.

1. Such a request must be made before the termination of an employee or within 30 days of such termination.

36 TLEA 2023-2024 2025-2028 MOU 36

2. The inactive status shall continue for no more than one year.

3. Inactive status shall qualify a past employee to be certified as a name in addition to the five (5) open or three (3) promotional eligibles for a vacant position in the classification from which he was terminated.

4. All employee benefits shall not accrue during such inactive status and the employee shall not have continuity of service.

SECTION 6.811 INTRA-DEPARTMENTAL REASSIGNMENTS

A. Vacant Position

1. Employees in class to be notified of vacancy prior to filling of position by permanent or temporary appointment.

2. Interested employees shall apply for the position to division manager.

3. Applicants shall be interviewed for vacant positions and shall be notified of results within five working days of interview.

4. Reassignments shall be made with the written concurrence of the department head.

B. Without Vacancy

1. Employees may make requests and formally s ubmit application for reassignment by applying to supervisor. Such application shall be made on a form provided by the City.

2. Reassignments between programs may be made by the department head.

3. Such reassignments shall be preceded by reasonabl e notice (two weeks) to the affected employees, except where emergency conditions preclude such notice.

SECTION 6.912 CLASSIFICATION STUDIES

A. The City retains the right to conduct and prepare classification studies. The City retains the absolute right to reallocate budgeted funds from vacant positions.

B. Whenever the City wants to revise a class specification, the following will occur:

1. The City will send a copy of the proposed revised class specification to TLEA both electronically (via e-mail to the union President) and by mailing a hard copy to the address specified for Union notices in Section 11.1.

2. TLEA will, within 14 days of the date that the revised class specification was sent, inform the City in writing (to the address identified in this agreement for the City to receive notices) whether it:

a. agrees to the revised class specification; or

b. wants to meet and confer over the proposed changes to it.

If the parties reach an agreement on the revised class specification, it will then be submitted to the Civil Service Commission for review and then submitted to the Torrance City Council for final approval.

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3. If TLEA informs the City that it wishes to meet and confer, it will, within the same letter (requesting to meet and confer) inform the City of the dates within the next 30 days (from the date of the letter) that it is available to meet and confer.

4. Upon receipt of the request to meet and confer letter from TLEA, the City will inform TLEA of the dates that are available over the next 30 days to meet and confer.

5. The parties agree that they will try to reach an agreement as expeditiously as possible and hope that multiple meetings are unnecessary. However, given that an agreement may not occur, the parties agree to meet at least twice a week for at least four hours per meeting during the 30-day period after the City receives notification from TLEA of its request to meet and confer. The 30-day period (to negotiate over the class specification) may be extended if mutually agreed by both parties. In fact, since negotiations will also include compensation for the proposed classification, the parties agree to extend the negotiations by an additional 60 days (only if necessary - for a total of 90 days) for the purpose of negotiating regarding proposed compensation of the class specification. The parties agree that the first 30 days is to negotiate over the class specification itself and the additional 60 days is to give the parties the time to gather information on compensation and engage in meaningful negotiations regarding compensation of the class specification. For the additional 60-day period, the parties agree to meet as necessary to complete the process within that time frame.

6. If the parties reach an agreement on the revised cla ss specification, it will then be submitted to the Civil Service Commission for review and then submitted to the Torrance City Council for final approval.

7. If at the end of 30 days for negotiations on the class specification and the additional 60 days for negotiations on proposed compensation days (or when either side believes negotiations are completed when mutually extended) the parties do not reach agreement on the revised class specification, the parties agree to resolve their impasse in accordance with this article, not the City’s impasse procedure.

Both parties specifically agree that this procedure is the sole and exclusive method for revising class specifications (including proposed compensation for the proposed classification) and that neither the City nor the Union can go through the impasse resolution process to resolve differences over class specifications. The parties agree to utilize a Fact Finder in accordance with the following timeline:

 Selecting a fact finder within 10 days:

If the parties cannot agree on a fact finder within the same 10-day period, the parties will request a list from the State Mediation and Conciliation service of individuals qualified to serve as fact finders and shall engage in a striking process until a fact finder is chosen. (If using the State Mediation and Conciliation service, the parties will request “expedited availability-arbitrators” who have indicated they typically have at least five open dates within the 60-day period after appointment.)

 Participating in the fact-finding process 60 days:

If the chosen fact finder cannot agree to be available to conduct the fact finding within 60 days of contact by both parties, the parties agree to immediately contact the last person stricken from the prior list. If that person is similarly not available to complete the fact finding within 60 days, the parties agree to contact the next person stricken until such time as one of the individuals on the list indicates that he or she can conduct and complete the fact finding within 60 days.

 Preparing and submitting the final report by fact finder 30 days:

The parties agree to inform the proposed fact finder, that according to their agreement, the fact- finding report must be issued within 30 days.

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The 100-day fact finding period may be extended if mutually agreed by both parties. While 100 days is the agreed upon time frame for completion of the fact-finding procedure, both parties recognize the need for flexibility. Therefore, days allotted for each segment of the procedure may be carried over to the next segment or borrowed from the next segment. At the end of the entire process, if additional time is required for the final report, either party may extend the segment by an additional seven days without consent.

8. Following the fact-finding process, the City w ill submit the proposed revised class specification, individual positions by City and the Union, and the report of the fact finder to the Civil Service Commission for review and decision. The subject of compensation is not within the jurisdiction of the Civil Service Commission. As such, the Commission will not make any decisions regarding compensation. The decision of the Civil Service Comm ission (including the report of the fact finder and relevant material) will be submitted to the Torrance City Council for final decision. The Council’s decision will include a decision regarding the proposed class specification and compensation based on the information (the report of the fact finder and relevant material) presented to it.

9. A maximum of four (4) revisions may be made to class specifications during the term of this agreement.

Additional revisions to class specifications may be if mutually agreed by both parties.

10. By agreeing to the above procedure, the parties hope to expeditiously agree on or reach resolution of differences regarding class specifications.

C. In the event of a modification of a class specification, the City and the employee group will meet and confer with regard to the status of the incumbents and their hours, wages and working conditions. A permanent incumbent employee in a current classification covered by the agreement will not have wages and/or benefits reduced as a result of the above actions.

D. Either party may request a study of a particular position or series of positions during the life of this agreement. In any event, TLEA shall be notified prior to the studies.

SECTION 6.13 SUB-CLASSIFICATIONS (Section I Employees)

A. The class of Librarian shall have sub-classifications for the purpose of examination. These sub- classifications shall include:

1. Reference

2. Children's

3. Cataloging

The sub-classifications shall allow the establishment of individual eligible lists and shall further allow for the reassignment of personnel between sub-classifications.

SECTION 6.134 LAYOFF (Section I Employees)

A. Prerequisite to Layoff

Whenever in the judgment of the City it becomes necessary in the interests of economy or, otherwise, for a position or positions to be eliminated, the City Council may abolish any position or positions covered by this agreement and release the employee(s) holding such position(s).

1. No permanent employee shall be laid off from a position in a given class covered by this agreement until all temporary, recurrent, part-time, and non-pr omotional probationary employees in that class have first been laid off.

39 TLEA 2023-2024 2025-2028 MOU 39

2. This layoff procedure shall be restricted to those employees represented by this agreement and shall have no direct effect or bumping rights on any other employee representation unit, nor shall any other employee representation unit have bumping rights into this unit unless a reciprocal agreement is entered into by both representation units.

B. Order of Layoff

In a class in which a layoff or reduction is to be made, the order shall be as follows:

1. Individuals having two or more below satisfactory ra tings within the preceding two years shall be laid off first.

2. Individuals with satisfactory and above ratings shall be retained over those individuals with two or more below satisfactory ratings within the preceding two years.

3. Within the order of layoff as described above, employees shall be released in inverse order of their seniority within the job classification, providing that the remaining employees have the demonstrated ability and qualifications to perform the remaining work within the sub-classifications specified in this agreement.

C. Order of Layoff

The first employees to be released shall be those who have been employed with the City less than six months. This reduction in forces shall occur in inverse order from date of hire. If a further reduction is necessary, employees shall then be released based upon the following consideration: past performance, then seniority and continuing department job skill need.

D. Bumping Rights

To avert being laid off, an employee with no more than one below satisfactory rating within the preceding two (2) years may use total seniority in all classes covered by this agreement in which the employee had previous permanent appointment during his present per iod of employment. The order of layoff shall then be as described per Subsection b).

E. Layoff Procedure

Management shall:

1. First advise the employee organization, and then adv ise the employees in the affected classes, that on a given date, the department will be required to reduce the number of employees in that class by a specific number. Such notice shall be given as far in advance as possible.

2. Post the order of layoff list with a copy of this section.

3. Employees designated for layoff shall have a reasonable period of time from the posting of layoff notices to request in writing that they be allowed to exercise their bumping rights.

F. Release and Recall List

Employees so released shall be placed on a recall list for the job held at time of release.

1. The list shall be split into two parts: exceeds expectation and competent.

2. Employees with "fails to meet standards" shall not be included for recall. 40 TLEA 2023-2024 2025-2028 MOU 40

3. Within the "exceeds expectations" and "competent" ca tegories, the employees will be listed in seniority order. Such seniority shall be based on total service to the Torrance Public Library.

4. The City and TLEA will meet and consult over the definition of the categories "exceeds expectations," "competent," and "fails to meet standards" used in the preparation of a Recall List.

G. Re-Employment

The names of persons laid off in accordance with the provisions of this agreement shall be entered upon a list in order of their seniority, except that employees with two or more below satisfactory ratings in the preceding two years shall be placed at the bottom of the list in seniority order.

1. Personnel shall develop the re-employment list and such list shall be used by the Civil Service Commission when a vacancy for that class is to be filled, before certification is made of an eligible list.

2. The appointing officer shall reinstate the one highest available on the re-employment list providing that these employees re-employed have the demonstrated ability and the qualifications to perform the work of that particular sub-classification specified in this agreement.

3. Names shall be carried on such list for a period not to exceed two (2) years from the date of separation from service, or until returned to original position in case of downgrade. Three (3) refusals shall result in being dropped from the list.

4. The employee shall not accrue benefits during the time of layoff and if re-employed, such layoff time shall be deducted in computing total service but shall not serve to interrupt continuous service.

H. Seniority

For purposes of this section, seniority shall be defined as total and continuous service pursuant to Section

17.72.2. Where two (2) or more employees have the same anniversary date with the City, seniority shall be decided in the following manner:

1. Where such employees were appointed from the same eligibility list, the employee whose name was lower on the list shall be the least senior employee.

2. Where such employees were not hired from the sa me eligibility list, seniority shall be decided by the date of promulgation of the eligibility lists.

3. Layoff from Other Representation Units

a. In the event of a layoff in a classification not covered by this agreement, an employee who had previous permanent employment in a classification covered by this agreement shall have the same rights as employees covered herein; provided, however, that such an employee's seniority shall be based solely upon total service in classifications covered by this agreement.

SECTION 6.15 LAYOFF (Section II Employees)

A. Reduction in Staff

Whenever, in the judgment of the Library Department, it becomes necessary for a part-time position or positions to be eliminated, the department head may reduce staff and release the employees holding such position. Reasonable written notification of such reduction in staff shall be provided to TLEA and the effected employee(s).
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B. Method of Reduction

The first employees to be released shall be those who have been employed with the City less than six (6) months. This reduction in forces shall occur in inverse order from date of hire. If a further reduction is necessary, employees shall then be released based upon the following consideration: past performance, then seniority and continuing department job skill need.

C. Release and Recall List

1. Employees so released shall be placed on a reca ll list for the job held at time of release.

a. The list shall be split into two parts: exceeds expectations and competent.

b. Employees with "fails to meet standards" shall not be included for recall.

c. Within the "exceeds expectations" and "competent" categories, the employees will be listed in seniority order. Such seniority shall be based upon total service to the Torrance Public Library.

d. The City and TLEA will meet and consult over the definition of the categories "exceeds expectations," "competent", and "fails to meet standards" used in the preparation of a Recall List.

D. Recall

1. When an opening occurs related to a job description where a recall list exists, the department shall use this list first for appointment.

a. Priority shall be given to employees on the "e xceeds expectations" list and then "competent" list.

b. Within these two groups, selection shall be based on seniority.

c. If a specific established job skill is required (i.e. driver's license, typing) and no one on the recall list meets those needs, the department head can proceed to recruit beyond the list.

d. Such a list shall have a duration of one year. An employee may decline one offer of rehire. A second declination shall remove that individual from the recall list.

e. Upon recall, the employee shall be rehired at an hourly salary rate equal to or greater than that rate previously paid; furthermore, previous service shall be credited for promotional consideration.

SECTION 6.16 SUNDAY HOURS LANGUAGE

A. The City plans to contract with a temporary Library Help agency to fully staff the Central Library on Sundays.

This service will begin with the commencement of the school year in September 1986. With the inception of the plan, there will be no TLEA personnel required to work on Sundays. If in the evaluation of the City Librarian the temporary concept is not viable, the City agrees to meet with TLEA regarding Sunday hours.

If for some reason the temporary help concept does not work out, TLEA will be responsible for working no more than 30 Sundays during the course of this contract.

B. TLEA–AFSCME Local 1117 library full-time employees who work on Sundays will be paid their normal hourly wage at the rate of time and one-half, pursuant to the provisions of the TLEA MOU. In addition, employees who work on Sundays shall be eligible for a “Sunday differential premium” of 10% for work on that day. Employees also have the option of taking the time as comp time, also paid at time and one-half.

The hours of work on Sunday shall be 1:00 p.m. to 5:00 p.m. 42 TLEA 2023-2024 2025-2028 MOU 42

C. Staffing on Sunday is on a voluntary basis. There will be no negative impact on performance evaluations for not volunteering to work on Sundays. However, Management may refer positively, if applicable, on performance evaluations, for Sunday work.

A list will be circulated which shows all open Sundays no later than August 1. Employees who wish to work will be assigned in seniority order. Library employees will be given priority over contract employees.

D. Part-time library employees shall be paid their normal hourly rate for work on Sundays. Employees who work on Sundays shall be eligible for a “Sunday differential premium” of 10% for work on that day.

Employees who work on Sundays shall be eligible for a “Sunday differential premium” of 10% for work on that day.

F. Section 5.1.B.1 shall still be in effect for the Sundays in which the Library is not open as well as other days the library is closed.

SECTION 6.17 REMOVAL OF REPRIMANDS FROM PERSONNEL FILE

After two years an employee may request any written r eprimands be removed from his/her file if standard performance evaluation is maintained during those two years.

SECTION 6.18 WORK RULE LANGUAGE

The City shall have written work rules for each Department. Such rules shall be transmitted to TLEA-AFSCME Local 1117 upon any revisions. No rules relating to wages hours, benefits and working conditions shall be changed or otherwise modified without meeting and conferring.

ARTICLE 7 - GENERAL PROVISIONS

SECTION 7.1 NON-DISCRIMINATION, EQUAL OPPORTUNITY, AFFIRMATIVE ACTION AND

HARASSMENT

A. The City and TLEA–AFSCME Local 1117 support the concept of equal employment opportunity.

B. Neither the City nor TLEA–AFSCME shall discriminate on the basis of age, sex, marital status, disability, medical condition, race, color, national origin, religion, sexual orientation, union affiliation, or political affiliation.

C. The City and TLEA–AFSCME agree that they will work to ensure a working environment free of discriminatory harassment.

D. If the employee has a complaint based on discrimination, he/she may make a complaint under Administrative Memo 18 or make a complaint to the Department of Fair Employment and Housing or The Equal Employment Opportunity Commission or file a grievance alleging a violation of the contract.

SECTION 7.2 MEMBER RELATIONS FUND

Every year on the first pay period of November, employees will be given a grocery certificate for $84.00 for groceries from the City & AFSCME Local 1117. The City will purchase and distribute the certificates and will include a joint letter of appreciation. Should the City purchas e the gift certificates at a discount, the city will distribute the discounted amount proportionately to each member. Every year on the first pay period of October, the City will pay TLEA-AFSCME Local 1117 an amount equal to $1.00 per employee covered by TLEA-AFSCME Local 1117.
43 TLEA 2023-2024 2025-2028 MOU 43

SECTION 7.3 JOB ACTION

A. The TLEA and its members agree that during the term of this Memorandum of Understanding, there shall be no strike, slowdown, blue flu, or other concerted job action.

B. In the event of an unauthorized job action, the City agrees that there will be no liability on the part of the Torrance Library Employees Association, provi ded the employee organization promptly and publicly disavows such unauthorized action, orders the employees to return to work, and attempts to bring about a prompt resumption of normal operations; and provided further, that the employee organization notifies the City in writing, within forty-eight hours after the commencement of such job action, what measures it has taken to comply with the provisions of this section.

C. In the event such actions by the employees' organization have not effected resumption of normal work practices, the City shall have the right to take appropriate disciplinary action.

SECTION 7.4 ORIENTATION/MONTHLY MEETING

A. Management indicated a responsibility to maintain a formal departmental orientation program for new employees. Said orientation program shall include a review of the rights and obligations of both the employer and employee under this agreement.

B. Management and TLEA agree to meet monthly to discu ss any issues which may be brought forward by either party. The meetings shall be on the fourth (4 th) Thursday of the month at a time and location agreeable to both parties. Any meeting may be canceled or rescheduled by consent of both parties.

SECTION 7.5 MANAGEMENT RIGHTS

The City shall have the exclusive right to determine the mission of each of its departments, commissions, boards and agencies, set levels of service to be performed, direct its employees, exercise control and discretion over its organization and operation, and determine the methods, means, and personnel by which the City's operations are to be conducted, and the levels of service met, and carry out its mission in emergencies; provided, however, that the exercise of these rights does not preclude employees and their representatives from meeting and consulting or filing grievances about the practical consequences that decisions on these matters may have on wages, hours, and other terms and conditions of employment.

SECTION 7.6 EMPLOYEE RELATIONS LEAVE

An amount equal to 22 work shifts (or 198 hours for the combined TLEA and TLEA–AFSCME Local 1117 organization) per fiscal year shall be available for employees to participate in Employee Relations Leave outside the City. If the 198 hours are used up, and if there is a convention that requires the use of additional hours, impacted employees may ask their Department Heads for permission to use up to an additional three shifts (27 hours) with the concurrence of the City Manager or designee. This 27-hour amount is not subject to carry over if unused.

The City will track these costs and any amount requested over this amount may be taken, but employees must then use their own accrued time such as vacation or compensatory leave or attend meetings without pay. Unused hours from the previous year can be carried over and will be used first in subsequent years; however maximum shifts used in any one year can never exceed 30 shifts (or 220 hours). The three discretionary shifts subject to Department Head and City Manager approval cannot be carried over.

44 TLEA 2023-2024 2025-2028 MOU 44
SECTION 7.7 WELFARE TO WORK

Duties normally performed by employees represented by AFSCME Local 1117, shall not be assigned to welfare recipients, welfare to work participants or any public, private or nonprofit organization using the services of welfare recipients. Such individuals shall displace no represented employees. Displaced shall be defined as partial displacement such as reduction in hours of work, wages or employment benefits.

SECTION 7.8 FAMILY-SCHOOL PARTNERSHIP LEAVE

The parties agree that they will adhere to the State Law (Labor Code Section 230.8) allowing 40 hours (a maximum of eight hours per month) of unpaid (however, employees may use accrued vacation or compensatory time) participation per calendar year to participate in children’s school activities, including licensed day care.

Employees are required to provide reasonable notice and, if requested, documentation.

SECTION 7.9 RELEASE TIME

The City recognizes that employees and representatives of the union are entitled by law to reasonable release time for many purposes. The purpose of this provision is to memorialize the parties' intent with respect to the use of reasonable release time.

Use of release time is necessary for the union to effectively operate. However, it is essential for efficient operations of City service that supervisors and managers are timely notified of the use of release time to ensure minimal impact to service delivery. For these reasons, the parties agree that release time will be provided in accordance with this article. The parties agree that employees will utilize the Notification of Release Time form to provide notice of their intention to use release time. Release time will not be unreasonably denied.

A. Meetings with Management:

The parties agree that there may be times that the Union may need to meet with a representative of management. This may include, but not be limited to, roundtable meetings, safety team meetings, meetings with department heads or managers, or for other purposes where management and the union agree to meet. For those meetings, union representatives will re ceive paid release time for the entire period of the meeting as well as one half hour prior to and one-half hour after the meeting (inclusive of travel time).

B. Negotiations:

Employees will be provided with paid release time for the entire period of the negotiation session, as well as one (1) hour before and one hour after (inclusive of travel time).

C. Hearings:

Paid release time is available for time spent in hearings (PERB, discipline, grievances, Civil Service Commission), preparing for hearings, and traveling to and from such hearings.

D. Meetings to Represent Employees:

There are numerous situations where employees in the union may seek representation, including, but not limited to, an administrative conference (i.e., a meeting with a City representative, after which an employee receives a notice of intent to discipline), or a meeting in which the employee has a reasonable belief that the meeting may lead to the imposition of discipline, or other meetings where representation is appropriate.

Paid release time will be provided for employees’ attendance at such meetings.

E. Executive Board Meetings/Union Elections:

45 TLEA 2023-2024 2025-2028 MOU 45
For executive board members whose work schedule is such that they are scheduled to be working during general membership and/or executive board meetings, they are entitled to a total of two (2) hours per month of paid release time as well as one half hour prior to and one-half hour after the meeting (inclusive of travel time). Employees who are required to staff polling site s for union elections shall be released with pay for said election. However, no more than two union representatives may be released at any one time for the purpose of staffing a polling site during elections for executive board members, contract ratification, or special elections.

F. Other:

An executive board member who is required to partici pate in the City’s New Employee Orientation shall receive a maximum of up to one (1) hour per month of Release time, inclusive of travel time. In addition, an executive board member whose work schedule coincides with the Civil Service Commission or City council meeting shall be entitled to release time to participate in such meeting for the sole and limited purpose of addressing an item on the agenda related to the union.

It is required that employees who are using paid re lease time for the purposes defined in paragraphs A through F above will complete and submit the Release Time form (Attachment F). If such meetings are set more than 72 hours in advance, employees shall complete the release time form and submit it at least 48 hours prior to the time of the meeting (excluding days off/weekends/holidays). For those meetings that are set with less than 72 hour’s notice to the impacted employees, the Release Time form will be filled out and submitted as soon as it is practical. Executive board members are encouraged to submit one release time form for all board/membership meetings scheduled during the year. Releases shall only be for those employees requiring paid release time from actual scheduled hours of work.

G. Employees who desire to meet with their Union representative during work hours regarding union-related business (such as questions about rules, policies, MO U provisions, etc.) may be released from duty with the approval of their supervisor for such purposes. The parties intend that such meetings shall be 15 minutes or less in duration.

H. President's Release Time (Effective August 19, 2007): (TME same)

While it is anticipated that the president of the union will utilize release time in accordance with this article for the reasons provided herein, the union president will also receive paid release time of two days per week to conduct other union activities necessary for the essential operation of the union as directed by the executive board of the union. The union president’s release time will be on Tuesdays and Wednesdays.

However, if a holiday falls on a Tuesday or Wednesday, the president shall receive release time on his/her next workday.

1. On the president’s release days, the union president must be available by phone during the normal work hours. However, if the president must be out of the City on the designated release day, the president will provide notification to the City Manager or designee prior to the event, with a contact phone number where he/she can be reached during business hours in case of a work-related inquiry, and an estimated time he/she will be out of the City. The union president will notify the City Manager or his designee upon return to the City of Torrance.

1. 2. The president will use the appropriate charge codes on his/her timesheet for the union release days and will certify accurate all time entered on his/her timesheet for payroll purposes. The charge codes will be provided by the City Manager or designee.

3.2. In the event the president wishes to use his/her release day for a union-related activity on a day other than the days so designated, the president shall notify the City Manager or designee by the Thursday prior to the event for approval or as soon as practicable. Such approval will be based on the president's department's operating needs and will not be unreasonably withheld. 46 TLEA 2023-2024 2025-2028 MOU 46

4.3. Use of paid leave absences, such as for vacation and sick leave, by the union president on a release day shall not result in an additional union release day during the week.

5.4. If the union president on release time works any hours for City business above the number of hours in their regularly scheduled workday, he/she shall receive overtime.

6.5. On Tuesdays and Wednesdays, the union president shall report by email or electronically to the City Manager’s office and/or designee at the beginning of the work shift. to his/her department in person at the beginning and end of the work shift. The president will utilize a log kept at the department to report his/her check-in/check-out time. The log will be forwarded to the City Manager’s Office at the end of the pay period. If the president will be out of the City on ei ther release day in accordance with paragraph H1 above, notification to the City Manager will be provided.

7. In the event the president takes a leave of absence from the presidency of the union in excess of 14 calendar days, these terms and conditions shall apply to the AFSCME Local 1117 Board approved acting union President. In addition, the union must provide the City Manager with at least seven (7) day’s notice of this leave of absence to minimize impact to operations.

8. When the union president's presidency ends, he/she shall return to the full scope of his/her previous job duties.

6. I. Additional release time may be purchased by the Union, with the approval of the City Manager, for union activities not contemplated in this article.

SECTION 7.10 SENIORITY

Seniority is defined as hire date with the City of Torrance for all purposes, including but not limited to, bidding for overtime and shift assignments, vacation, and layoff. In the case of two or more employees who were hired on the same date, the employees will flip a coin in the presence of the union president or designee.

ARTICLE 8 - SECURITY PROVISIONS

SECTION 8.1 MEMBERSHIP SERVICE FEE

A. The following agency shop provision shall apply to employ ees in all classifications listed in this agreement.

1. No later than thirty (30) days from the begi nning date of employment each employee shall either become a member of Torrance Library Employees Association-AFSCME Local 1117 (hereinafter referred to as TLEA) or pay to TLEA a service fee of ninety percent (90%) of the monthly dues and general assessments of TLEA.

The employee shall be required, in lieu of periodic dues, initiation fees or agency shop fees, to pay sums equal to the dues to a non-religious, non-labor charitable fund exempt from taxation under Section 501 c (3) of the Internal Revenue code, chosen by the employee from the below list of funds:
47 TLEA 2023-2024 2025-2028 MOU 47

 Brotherhood Crusade
 United Way
 Mothers in Action

An authorization card will be distributed by TLEA-AFSCME LOCAL 1117 during the new employee orientation meeting.

a. The City will provide to TLEA AFSCME Local 1117 a listing of all new employees, their classifications, departments and department \division telephone numbers within two weeks of their hire date.

b. The City shall deduct the dues, service fee or charitable contribution from the check issued during the second pay period of each month of each employee in the bargaining unit as specified by TLEA-AFSCME under the terms contained herein.

c. The City shall also apply this provision to every permanent employee who transfers into this representation unit within 60 calendar days of the transfer.

d. TLEA-AFSCME LOCAL 1117 agrees to indemnify, defend and hold the City free and harmless from any and all liability and claims for damage by any persons including, but not limited to, employees in classifications covered by this agree ment, regarding this section. It is also agreed that neither any employee nor TLEA-AFSCME LOCAL 1117 shall have made any claim against the City for any deductions made or not made, as the case may be, unless a claim of error is made in writing to the City within thirty (30) calendar days after the date such deduction were or should have been made.

e. Employee who has initially elected to pay a service fee or make a charitable donation instead of becoming a member of TLEA-AFSCME LOCAL 1117, and subsequently desires to become a member in good standing of said organization, may, without penalty, begin payment of full union dues beginning with the next payroll period and continue such membership during the effective life of this agreement.

f. Every employee represented by TLEA-AFSCME LO CAL 1117, upon hire by the City, shall be provided with a packet of information relevant to TLEA-AFSCME LOCAL 1117 membership and organizational activities. Such packet, prepared by TLEA-AFSCME LOCAL 1117, shall include the name of the employee organization president, and shall be approved by the City for relevant content prior to distribution.

g. TLEA-AFSCME LOCAL 1117 shall keep adequate and it emized record of its financial transactions and shall make available annually to the City Manager or his designee of the City of Torrance, and to all unit employees, within sixty (60) calendar days after the end of its fiscal year, a detailed written financial report thereof in the form of balance sheet and an operating statement, certified as to its accuracy by its president and the secretary-treasurer or corresponding principal officer, or by a certified public account.

SECTION 8.2 DUES CHECKOFF

TLEA is authorized to use payroll deductions for collecting employee organization dues, service fees, and insurance on a monthly basis. Management will provide all new employees with payroll deduction cards and agreed to information about TLEA. All present members of TLEA shall remain members of said employee organization during the effective life of this agreement provided, however, that there shall be an open period during the ninety-calendar day specified in Section 14.8.12.e of the Torrance Municipal Code. 48 TLEA 2023-2024 2025-2028 MOU 48

SECTION 8.3 STEWARDS

TLEA will submit to the Human Resources Division and City Manager a written list of employees who have been selected as stewards. Such list shall be transmitted to the Human Resources Department and the City Manager upon additions and/or deletions of stewards. The number of stewards assigned to the City work sites shall be determined by TLEA. The list shall be kept current by TLEA.

ARTICLE 9 - GRIEVANCES

SECTION 9.1 DEFINITION

A. A grievance is a complaint by one or more employees concerning the application or interpretation of ordinances, rules, policies, practices, or procedures within the scope of this agreement affecting employees' wages, hours, and working conditions.

SECTION 9.2 SCOPE

A. This procedure shall be used to resolve every grievance for which no other methods of solution are provided by law; provided, however, that it shall not include a complaint arising from disciplinary action.

B. (Section II only) This procedure shall be used to resolve every grievance for which no other methods or solution are required as provided by law; provided, however, that it shall not include a complaint arising from disciplinary action that involves demotion or discharge filed by an employee with less than 1040 hours of work at his/her job classification within the Torrance Library System.

SECTION 9.3 PROCEDURE

A. First Step: Supervisory Level

1. The employee(s) and/or the representative(s) shall notify the supervisor that he/she/they are bringing a grievance.

If the form is not complete, it will be returned to the employee(s) or representative for completion. The timeline will be extended for five (5) working days to complete this task.

3. The aggrieved employee(s) and/or a representative shall meet with the employee's immediate supervisor.

4. The immediate supervisor may ask for a superior to participate.

5. If a grievance is not resolved by the end of the fifth full working day, after being received by the immediate supervisor, the employee may within ten (10) working days appeal in writing to the department head on a form provided by the City.

6. If a grievance is against a department head, the employee shall appeal in writing to the City Manager.

7. Copies of grievances filed at this level of the grievance procedure will be sent to the president of TLEA Local 1117.

49 TLEA 2023-2024 2025-2028 MOU 49

B. Second Step: Department Head Level

1. The aggrieved employee(s) and/or a representative( s) shall meet and consult with the employee's department head, or City Manager if grievance is against department head.

2. The department head may have the employee's superiors present at such conference.

3. If the grievance is not resolved by the end of the fifth (5 th) full working day after being received by the department head, the employee may within ten (10) working days appeal in writing to the City Manager.

C. Third Step: City Manager Level

1. The aggrieved employee(s) and/or a representative(s) shall meet and consult with the City Manager or a designee.

2. The City Manager may require the department head to be present at such conference.

3. If grievance is not satisfactorily resolved by the end of the fifth (5 th) full working day after being received by the City Manager, the employee may, with the concurrence of TLEA, appeal in writing within ten (10) working days to the City Manager for binding arbitration. If the employee fails to appeal, the grievance shall be considered settled on the basis of the last decision and the grievance shall not be subject to further appeal or reconsideration.

D. Fourth Step: Arbitration

1. As soon as is practicable, and in no case later than ten (10) working days after receipt of an appeal, the City Manager or designee shall request a list of seven (7) names from the American Arbitration Association or State Mediation for list. The City shall alternate between the American Arbitration Association and State Mediation and Conciliation Service.

2. Representatives of TLEA-AFSCME and Management will select an arbitrator within three working days from receipt of the list. If agreement cannot be reached from among these names, each of the parties shall strike names from the list in rotation until only one name remains. Priority in striking shall be decided by the flip of a coin.

3. The decision of the arbitrator shall be final and binding. Such decision shall not add to or otherwise modify the language of this agreement.

4. Cost of arbitration shall be equally shared by the parties.

SECTION 9.4 GENERAL GRIEVANCE PROVISIONS

A. All time periods specified in this Article may be extended by mutual consent of the aggrieved employee(s) or his representative(s) and the Management representative involved and must be done in writing.

B. The aggrieved employee(s) and representative(s) shall be allowed reasonable time off to participate in the grievance proceedings without loss of pay for the time so spent. (For the purpose of Workers' Compensation and retirement, any City employee involved shall be considered on duty during any grievance procedure.)

50 TLEA 2023-2024 2025-2028 MOU 50
C. A grievance shall be considered untimely if not presented by the employee within thirty (30) calendar days of the alleged grievance or within thirty (30) days of its effect upon the employee in those instances where it is shown that the employee could not reasonably have known of the grievable action.

D. Written grievances shall be on a form provided by the City.

E. Management will notify TLEA-AFSCME of any griev ance involving the terms and conditions of this Memorandum of Understanding.

F. The TLEA-AFSCME representative has the right to be present at any formal grievance conference concerning a grievance that directly involves the interpretation or application of the specific terms and provisions of the Memorandum of Understanding.

G. Employees are assured freedom from reprisal for using this grievance procedure.

H. An employee who has initiated a grievance or assisted another employee in initiating and/or processing a grievance shall not in any way be coerced, intimidated or discriminated against.

I. If the City fails to respond within any of the timelines set forth above, the grievant may proceed automatically to the next step.

J. All parties and his/her representative shall participate in good faith at each step of the of the process.

Failure to do so may result in the grievance being denied.

ARTICLE 10 - MISCELLANEOUS
SECTION 10.1 TRAINING

A. Both Management and TLEA agree as to the importance of developing leadership qualities among its officers. Management will be supportive to this end by making supervisory training opportunities available to TLEA through its ongoing program in this area. When assigning work schedules, management may give reasonable consideration to employees enrolled in school programs for the purpose of upgrading skills and furthering job advancement.

B. An amount of $1,000 shall be budgeted for the purposes of training for employees covered by this agreement. The procedure for allocating this amount to the employees shall be the sole discretion of TLEA.

The approval of the expenditure is jointly im plemented by both Management and TLEA. The Human Resources Division is available as a referral for training resources. This amount may be carried over a maximum of two years or $2,000.

C. In addition, there will be a one-time amount added to the contract in the amount of $1,059 to be used for the purchase and distribution to its members the “California Public Employee Relations Program” easy Reference Series Pocket Guides.

Additionally, an annual amount of $1000, shall be budgeted for the purpose of training employees covered by this agreement. The fund may be used for employee training, member relations and other employee enhancement programs. Training funds may also be used for purchasing materials, equipment or paying training personnel. Training or activities must be done during non-work hours, or when employees use leave time to go to training. TLEA-AFSCME Local 1117 will submit invoices to the City itemizing the disbursement request. The City will have the right to review such disbursement request.

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ARTICLE 11 – NOTICE

SECTION 11.1 NOTICE

A. Notices to City. The address for all notices (hereinafter defined) given by Association to City shall be:

City Manager's Office City of Torrance
3031 Torrance Boulevard
Torrance, CA 90503
Attn: Chief Labor Negotiator
Fax: (310) 618-5891

B. Notices to Association. The address for all Notices, dues payments, written correspondence or any other documents hereunder given by City to Association shall be:

President
AFSCME Local 1117
P.O. Box 444
Torrance, CA 90508
(310) 944-4198 516-1645

SECTION III SEVERABILITY

If any section, subsection, sentence, clause, or phrase of this Resolution is for any reason held to be invalid or unconstitutional by the decision of any court of competent jurisdiction, such decision shall not affect the validity of the remaining portions of the resolution. The City Council hereby declares that it would have passed this resolution and each section, subsection, sentence, clause, or phrase thereof, irrespective of the fact that any one or more sections, subsections, sentences, clauses, or phrases be declared invalid or unconstitutional.

Introduced, approved, and adopted this 23rd day of May 2023 220ndth day of April 2025

___________________________
George K. Chen
Mayor of the City of Torrance

ATTEST:

Rebecca Poirier, City Clerk

APPROVED AS TO FORM:

PATRICK Q. SULLIVAN

CITY ATTORNEY

B y
52 TLEA 2023-2024 2025-2028 MOU 52
Tatia Y. Strader
Assistant City Attorney
53 TLEA 2023-2024 2025-2028 MOU 53

ATTACHMENT A

PROCEDURES AND RULES REGARDING LONG TERM DISABILITY PLAN

AND PARTIAL DISABILITY

I. PURPOSE

To provide a uniform approach for administering the City's Long Term Protection Plan.

II. DEFINITIONS

1. "Injury" means bodily injury caused by a non-industrial accident occurring while the employee is employed by the City.

2. "Sickness" means non-industrial sickness or diseas e-causing loss of employment while the individual is employed by the City.

3. "Total Disability" means the substantial inability or physical incapacity of the employee to engage in his/her regular occupation or an occupation of sim ilar compensation as a result of non-industrial sickness or injury.

4. "Partial Disability" means the substantial inability or physical incapacity of the employee to engage, except on a half-time basis, in his/her regular occupation or an occupation of similar compensation as the result of non-industrial sickness or injury.

5. "Regular Care and Attendance" means observation and treatment to the extent necessary under existing standards of medical practice for the condition causing the disability.

III. BENEFITS UNDER THE CITY PROGRAM

1. Total or Partial Disability:

If an injury or sickness results in continuous total disability or continuous partial disability or combination of both, the employee while covered hereunder, who requires "regular care and attendance", shall receive from the City the monthly benefit. The monthly benefit will terminate on the earliest of:

a. The date of death of the employee;

b. The date benefits have been incurred for the maximum benefit period;

c. The date the employee retired (provided, however, that the employee shall receive a total of the monthly benefit related to a combination of both retirement and long-term disability benefits if totally or partially disabled to the normal expiration of benefits);

d. The date the employee ceases to be totally or partially disabled;

e. The date specified in a settlement agreement between the employee and the City.

54 TLEA 2023-2024 2025-2028 MOU 54
The employee shall be eligible for benefits as noted below:

Full-time Employment
Two (2) months = Full-time LTD
One (1) month

Full-time Employment
One (1) month
=

Part-time LTD
One (1) month

Part-time Employment
Four (4) months
=

Full-time LTD
One (1) month

Part-time Employment
Two (2) months
=

Part-time LTD
One (1) month

2. Recurrent Disability:

a. If, following a period of disability due to sickness or injury, for which the Monthly Benefit was payable under the program, the employee shall resume duties of his or her regular occupation for a continuous period of one year or more, any subsequent disability resulting from or contributed to be the same cause or causes shall be considered as a new period of disability.

b. If the injured employee resumes the duties of his/her regular occupation for less than one year period of time, the following shall apply:

1. A subsequent disability resulting from the same cause shall be considered a continuation of the original incident. The employee shall be eligible for the length of time specified in the Long- Term Disability Benefit section of the Resolution less that amount of time previously utilized for the same incident.

2. An employee who sustains a subsequent disability resulting from a new cause shall be eligible for one month of benefits for each two months of service worked in the intervening period of time plus any earned time remaining from the initial incident.

c. The determination as to whether a disability is a new incident, or a continuation of an original incident shall be subject to verification by medical authority and appropriate supporting medical documentation.

IV. REDUCTIONS

1. The monthly benefit otherwise provided under this program for any period shall be reduced by any amount received by or due to be received by the employee from the following sources for the same period so that the total combined amount shall not exceed the employee's base pay:

a. Any State or Federal Government Disability or Retirement plans; b. Salary or wages paid by the employer or other employer; c. Worker's Compensation or any similar law;
d. Any total disability and total and permanent disability provisions of any insurance policy; and e. Unemployment insurance.

V. TERMINATION OF COVERAGE

1. The coverage of any employee shall terminate on the earliest of the following dates:

55 TLEA 2023-2024 2025-2028 MOU 55
a. The date the program is terminated by mutual agreement of the employee groups and the City of Torrance;

b.1 The date the employee leaves or is dismissed from the employment of the employer, is retired or leaves the representation groups covered by the Master Resolution.

c. The date of entry of the employee into military se rvice except for temporary duty of 30 days or less.

2. Such termination shall be without prejudice to any pre-existing total disability claim of the employee except as agreed to between the parties in settlement.

VI. EXCLUSIONS

1. The program does not cover disability:

a. Resulting from any intentionally self-inflicted injury;

b. Caused by or resulting from service in the Armed Forces of any country, except for temporary active duty assignments of not more than 30 days.

c. Resulting from any act of war, declared or undeclared;

d. Resulting from participating in or consequence of have participated in the committing of a felony.

1 Monthly benefits may extend beyond the termination date of em ployment for the maximum benefit period, provided, however, that insurance coverage was in effect at the time the injury/illness was sustained. 56 TLEA 2023-2024 2025-2028 MOU 56

ATTACHMENT B
Catastrophic Leave Program

Purpose

The purpose of this Catastrophic Leave Program is to allow employees to assist another employee during times of personal crisis when serious illness or injury has incapacitated him/her or a family member and the employee is therefore unable to work. It can also be used for employees who suffer catastrophic illness or injury who must undergo intermittent medical treatment such as chemot herapy. This program is solely for employees whose accrued leave balances have been exhausted.

Policy

A catastrophic illness or injury is defined as a serious health condition which substantially incapacitates an employee or qualifying family member, or which forces the employee or family member to undergo ongoing or lengthy substantial medical treatment. The illness or injury further creates a financial hardship because the employee has or will exhaust all leave time. For the purpose of the Catastrophic Leave Program, qualifying family member shall mean an employee’s parents, stepparents, spouse, registered domestic partner, children and stepchildren.

An employee will not be eligible for catastrophic leave until he/she has exhausted all leave time, including sick leave, vacation, compensatory time and administrative leave.

Donated hours may be used under the following situations:

 To cover the elimination period before short-term and/or long-term disability benefits begin  To supplement short-term and/or long-term disability benefits  To cover the time used on unpaid Family Leave

Catastrophic Leave will be based on the real value of the leave time donated instead of the hour-for-hour past practice.

Procedures / Guidelines for Using Catastrophic Leave

1. Leave of Absence paperwork 2 must be submitted to the Human Resources Division. It should include medical certification of a serious health condition per the FMLA guidelines and the dates the employee expects to be absent. The leave must be approved by the Department Head and the Human Resources Director.

2. Verification of illness or injury of the employee or qualifying family member must be provided in writing by the treating physician on the City provided forms.

3. The employee or representative makes a request for catastrophic leave donations to the employee’s department. The City Manager’s Office is then notified and advertises the donation request via e-mail.

4. The period of absence will be determined by the written verification of the employee’s or family member’s physician and will not be based on the number of hours donated.

2 Leave of Absence paperwork consists of “Request for Leave of Absence” form and either a form from the insurance provider (for personal illness) or a “Family Medical Certification” form (for family illness). 57 TLEA 2023-2024 2025-2028 MOU 57

5. Employees who are approved for the Catastrophic Leave Program due to a qualifying family member’s catastrophic illness/injury may use donated time for a maximum of 12 weeks during a rolling one year period, as is allowed by the Family and Medical Leave Act.

6. Employees must exhaust all personal leave hours (vacation, sick leave, etc.) prior to using any donated hours.

7. Employees will not accrue vacation, sick leave, or service time while using donated hours.

8. Donated hours may not be converted to cash (“cashed down”).

9. The catastrophic leave bank will be closed and no further donations will be accepted under the following conditions:

 The ill/injured employee returns to work full time, or  The 12 weeks of Family Leave have been exhausted, or
 The ongoing, intermittent treatment program has been completed.

In these cases, any unused donated balances will be returned to the respective donating employees.

10. Any subsequent illness after the close of the bank will require a new request and approval.

Procedures / Guidelines for Donating Hours

1. Employees who wish to donate eligible leave hours must complete a Catastrophic Leave Bank Transfer Authorization form.

2. Donations of Catastrophic Leave hours are made on a voluntary basis.

3. All donated time must be in increments of one hour or more.

4. Donations of leave hours, once used, are irrevocable and become part of the receiving employee’s leave bank.

5. Employees with less than 40 hours of sick leave ma y not donate sick leave hours. This provision may be waived by the City Manager if a donating employee has given notice of terminating employment with the City and there is a current qualified Catastrophic Leave Bank recipient.

Confidentiality

To protect the confidentiality of the program, the names of individuals who donate will not be released. The exact amount of hours donated will be provided to the receiving employee upon request for the purpose of computing the length of time to be covered by the catastrophic leave bank. 58 TLEA 2023-2024 2025-2028 MOU 58

ATTACHMENT C

REQUEST FOR RELEASE TIME FORM

In accordance with your MOU, the City and the Union have agreed to utilize this form for the use of all release time.

Instructions

Please send a copy of this completed form (e-mail acceptable) to:

1. Your immediate supervisor

2. City Manager designee ([email protected])

3. President, AFSCME Local 1117

Date Form Submitted: ________________________________________________________

Employee Name: ____________________________________________________________

Immediate Supervisor: ________________________________________________________

Department/Division: _________________________________________________________

Release Date(s) Requested: ___________________________________________________

Scheduled Meeting Time(s): ___________________________________________________

Location of Meeting: _________________________________________________________

Purpose (check appropriate box)

¨ Negotiations/Meetings with Management

¨ Hearings

¨ Meetings to Represent Employees

¨ Executive Board Members (TME-TLEA-AFSCME only)

¨ Other (Executive Board Member attendance at New Employee Orientation, Civil Service Commission Meeting, or City Council Meeting)

Employee Signature ___________________________________________________

Supervisor’s Signature _________________________________________________ 59 TLEA 2025-2028 MOU 1

MEMORANDUM OF UNDERSTANDING

TORRANCE LIBRARY EMPLOYEES ASSOCIATION
(TLEA)

2025-2028

A MEMORANDUM OF UNDERSTANDING SETTING FORTH THE HOURS, WAGES AND

WORKING CONDITIONS FOR EMPLOYEES REPRESENTED BY TORRANCE LIBRARY

EMPLOYEES ASSOCIATION (TLEA)

An agreement of the undersigned representatives of the Torrance Library Employees Association and the representatives of the City of Torrance (City) that:

The attached Resolution is recommended to the City Council for adoption in its entirety. It covers wages, hours and working conditions April 20, 2025 through June 30, 202 8 and was reached through agreement of the undersigned parties.

The parties agree to commence negotiations for a successor MOU in 2028, so that an agreement can be reached prior to the expiration of this agreement. The City agrees that negotiations will commence within two months of the Union’s request for information, but no earlier than January 1, 2028.

Signed this 22nd day of April 2025

Management TME-AFSCME

_____________________________ ____________________________ Ian Dailey David Inez

_____________________________ ____________________________ Jamie Le Kenny Evans

____________________________
Robert Castrellon

____________________________
Bob Adams

____________________________
Jeff Lambert

____________________________
Maureen Baez

____________________________
Dayna Berman

____________________________
Romilda Ostoich

____________________________
Stephannie Jimenez

ATTACHMENT 2
60 TLEA 2025-2028 MOU 2
RESOLUTION NO. 2025-___

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF TORRANCE SETTING FORTH

HOURS, WAGES AND WORKING CONDITIONS FOR EMPLOYEES REPRESENTED BY THE

TORRANCE LIBRARY EMPLOYEES ASSOCIATION (TLEA), AND RE PEALING RESOLUTION NO. 2023-56

The City Council of the City of Torrance does hereby resolve as follows:

SECTION I

That Resolution No. 2023-56 hereby repealed in its entirety.

SECTION II

61 TLEA 2025-2028 MOU 3
Table of Contents
ARTICLE 1 - PREAMBLE ................................................................................................................................. 5 SECTION 1.1 INTRODUCTION .................................................................................................................. 5 SECTION 1.2 EMPLOYEE RIGHTS ............................................................................................................ 5 SECTION 1.3 OBLIGATION TO MEET AND CONFER .............................................................................. 5 ARTICLE 2 - COMPENSATION PROVISIONS ................................................................................................ 5 SECTION 2.1 SALARY ADVANCEMENTS WITHIN BASE PAY RANGE .................................................. 5 SECTION 2.2 REQUIREMENTS AS TO CONTINUITY OF SERVICE ........................................................ 6 SECTION 2.3 METHODS OF COMPENSATION ......................................................................................... 6 ARTICLE 3 - COMPENSATION ....................................................................................................................... 7 SECTION 3.1 PAY RANGES AND CLASS TITLES ..................................................................................... 7 Section I Employees ..................................................................................................................................... 7 SECTION 3.2 PREMIUM PAY ..................................................................................................................... 7 SECTION 3.3 NIGHT SHIFT DIFFERENTIAL (Section I Employees) ........................................................ 8 ARTICLE 4 - WAGE SUPPLEMENTAL BENEFITS ......................................................................................... 8 SECTION 4.1 QUALIFICATION FOR BENEFITS ........................................................................................ 8 SECTION 4.2 EMPLOYEE INSURANCE ..................................................................................................... 8 SECTION 4.3 ALLOWANCE FOR SECTION II EMPLOYEES ................................................................... 11 SECTION 4.4 RETIREMENT ...................................................................................................................... 12 SECTION 4.5 INDUSTRIAL ACCIDENT (Section I Employees only) ...................................................... 12 SECTION 4.6 SICK LEAVE ....................................................................................................................... 13 SECTION 4.7 HOLIDAYS ......................................................................................................................... 15 SECTION 4.8 VACATION (SECTION I) .................................................................................................... 16 SECTION 4.9 AUTHORIZED LEAVE BENEFITS (LIBRARY PAGES) .................................................... 17 SECTION 4.10 BEREAVEMENT LEAVE ................................................................................................. 17 SECTION 4.11 COMPASSIONATE LEAVE ............................................................................................. 17 SECTION 4.12 JURY DUTY ...................................................................................................................... 18 SECTION 4.13 DEFERRED COMPENSATION (Section I Employees) ................................................... 18 SECTION 4.14 DEFERRED COMPENSATION (Section II Employees) ................................................... 18 ARTICLE 5 - SPECIAL COMPENSATION PROVISIONS .............................................................................. 18 SECTION 5.1 OVERTIME COMPENSATION ........................................................................................... 18 SECTION 5.2 MOVE-UP ASSIGNMENT .................................................................................................. 19 SECTION 5.3 STATE DISABILITY INSURANCE PROGRAM (Section II Employees) ............................ 21 SECTION 5.4 EDUCATIONAL MATERIAL ALLOWANCE ....................................................................... 21 ARTICLE 6 - WORKING CONDITIONS ......................................................................................................... 21 SECTION 6.1 HOURS OF WORK (Full-time Employees) ........................................................................ 21 SECTION 6.2 HOURS OF WORK (Section II Employees) ....................................................................... 21 SECTION 6.3 REST PERIOD ................................................................................................................... 21 SECTION 6.4 LUNCH PERIODS ............................................................................................................. 21 SECTION 6.5 PROBATIONARY PERIOD (Section I Employees) .......................................................... 22 SECTION 6.6 LATERAL TRANSFERS/MEDICAL LATERAL TRANSFERS ........................................... 22 SECTION 6.7 LEAVES OF ABSENCE (Section I Employees) ................................................................. 23 SECTION 6.8 LEAVES OF ABSENCE (Section II Employees) ................................................................ 23 SECTION 6.9 INACTIVE STATUS (Section I Employees) ....................................................................... 23 SECTION 6.11 INTRA-DEPARTMENTAL REASSIGNMENTS ................................................................ 23 SECTION 6.12 CLASSIFICATION STUDIES ........................................................................................... 24 SECTION 6.13 SUB-CLASSIFICATIONS (Section I Employees) ............................................................ 26 SECTION 6.14 LAYOFF (Section I Employees) ....................................................................................... 26 SECTION 6.15 LAYOFF (Section II Employees) ...................................................................................... 28 SECTION 6.16 SUNDAY HOURS LANGUAGE ....................................................................................... 29 SECTION 6.17 REMOVAL OF REPRIMANDS FROM PERSONNEL FILE ............................................. 29 SECTION 6.18 WORK RULE LANGUAGE .............................................................................................. 29 ARTICLE 7 - GENERAL PROVISIONS .......................................................................................................... 29 62 TLEA 2025-2028 MOU 4
SECTION 7.1 NON-DISCRIMINATION, EQUAL OPPORTUNITY, AFFIRMATIVE ACTION AND HARASSMENT ........................................................................................................................................... 29 SECTION 7.2 MEMBER RELATIONS FUND ........................................................................................... 30 SECTION 7.3 JOB ACTION ..................................................................................................................... 30 SECTION 7.4 ORIENTATION/MONTHLY MEETING .............................................................................. 30 SECTION 7.5 MANAGEMENT RIGHTS ................................................................................................... 30 SECTION 7.6 EMPLOYEE RELATIONS LEAVE ..................................................................................... 30 SECTION 7.7 WELFARE TO WORK ....................................................................................................... 31 SECTION 7.8 FAMILY-SCHOOL PARTNERSHIP LEAVE ........................................................................ 31 SECTION 7.9 RELEASE TIME ................................................................................................................... 31 SECTION 7.10 SENIORITY ...................................................................................................................... 33 ARTICLE 8 - SECURITY PROVISIONS ......................................................................................................... 33 SECTION 8.1 MEMBERSHIP SERVICE FEE .......................................................................................... 33 SECTION 8.2 DUES CHECKOFF ............................................................................................................ 34 SECTION 8.3 STEWARDS ....................................................................................................................... 35 ARTICLE 9 - GRIEVANCES ........................................................................................................................... 35 SECTION 9.1 DEFINITION ....................................................................................................................... 35 SECTION 9.2 SCOPE .............................................................................................................................. 35 SECTION 9.3 PROCEDURE .................................................................................................................... 35 SECTION 9.4 GENERAL GRIEVANCE PROVISIONS ............................................................................ 36 ARTICLE 10 - MISCELLANEOUS .................................................................................................................. 37 SECTION 10.1 TRAINING ........................................................................................................................ 37 ARTICLE 11 – NOTICE .................................................................................................................................. 38 SECTION 11.1 NOTICE ............................................................................................................................ 38 SECTION III SEVERABILITY ................................................................................................................... 38 ATTACHMENT A ........................................................................................................................................ 39 ATTACHMENT B ........................................................................................................................................ 42 ATTACHMENT C ........................................................................................................................................ 44

63 TLEA 2025-2028 MOU 5
ARTICLE 1 - PREAMBLE

SECTION 1.1 INTRODUCTION

The following is the agreement regarding hours, wages, and working conditions between the representatives of Management and the Torrance Library Employees Association. Each section of this agreement shall be considered in its entirety and subsections shall be considered only in the context of section as a whole.

SECTION 1.2 EMPLOYEE RIGHTS

Employees of the City shall have the exclusive right to form, join, and participate in the activities of employee organizations of their own choosing for the purpose of representation on all matters of employ er-employee relations, including, but not limited to wages, hours, and other terms and conditions of employment. No employee shall be interfered with, intimidated, restrained, coerced or discriminated against because of his exercise of these rights. The Cit y shall not hinder or discipline employees for exercising any rights or benefits provided in this agreement or by State or Federal laws of Municipal Code provisions.

SECTION 1.3 OBLIGATION TO MEET AND CONFER

Although nothing in this agreement shall preclude the parties from mutually agreeing to meet and confer on any subject within the scope of representation during the term of this agreement, it is understood and agreed that neither party may require the othe r party to meet and confer on any subject matter covered herein or with respect to any other matter within the scope of representation during the term of this agreement. The parties agree to meet and confer on the items listed below prior to termination of this agreement. There is no guarantee that any of these items will be implemented during the life of this agreement.

• Library Van Driver Premium and Protocol
• Meet and Confer within 30 days regarding Supervising Librarian (working title) Premium • Modifications to Departmental Work Rules
• Torrance Municipal Code changes
• Holiday Pay
• Establish a Labor-Management Committee (LMC) to collaboratively explore solutions to the existing gaps between employee benefit contributions, out-of-pocket expenses, and coverage features. • Intra-Departmental Reassignments

ARTICLE 2 - COMPENSATION PROVISIONS

SECTION 2.1 SALARY ADVANCEMENTS WITHIN BASE PAY RANGE

A. Starting Pay Rates

1. Original appointment shall normally be made at the first step. Upon recommendation of the department head, and approval of the City Manager, initial compensation may be at a higher step in the range for the class based on the outstanding and unusual cha racter of the employee's experience and ability over and above the qualification requirements specified for the class, or is required by a temporary 64 TLEA 2025-2028 MOU 6
shortage of applicants for the class involved; and further provided, that, in the latter case all current employees in the involved class who are receiving less than the new initial compensation rate shall have their rates of pay adjusted to such rate.

B. Step Advancement Within a Base Pay Range

1. Base pay step advancement within a pay range shall be on the first day of the nearest pay period to the anniversary of each year of service to the maximum step of the base pay range.

C. Rate of Pay on Promotion

SECTION 2.2 REQUIREMENTS AS TO CONTINUITY OF SERVICE

Service requirements for advancement within salary range, industrial accident leave, long term disability, merit steps, vacation, and annual leave shall be based on continuous and total service as a regular employee.

A. Leaves of absence without pay of ten (10) working days or less and leaves with pay shall not interrupt continuous service nor be deducted from total service.

C. All unauthorized absences without leave shall be grounds for disciplinary action except where it can be shown that the employee could not respond due to a bona fide emergency (the employee shall still be docked for any time not worked). Any unauthorized leave in excess of three work days in any calendar month shall be deducted from total service and may at the discretion of the City Manager interrupt continuity of service and be grounds for discharge.

SECTION 2.3 METHODS OF COMPENSATION

A. Compensation shall be paid on an hourly basis and payments due shall be paid on a bi-weekly basis unless otherwise specified in this agreement. By mutual consent of the parties, more frequent payment and other modifications can be made.

B. For purposes of this agreement, the (1) remaining Junior Library Clerk (JLC) I incumbent will receive the same hourly rate as Senior Library Page and are eligible for pro-rated Health Insurance, Retirement, Sick Leave and Vacation benefits. It has been the intent of TLEA and Management to eliminate the classification of JLC I through attrition effective April 14, 2019. The remaining JLCI must complete the Civil Service Process to be considered as a Civil Service Employee.

65 TLEA 2025-2028 MOU 7
ARTICLE 3 - COMPENSATION

SECTION 3.1 PAY RANGES AND CLASS TITLES

1. BASE HOURLY PAY RANGE

A. The following salary ranges are assigned to classes covered by this MOU effective April 20, 2025
Pay Ranges Basis Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Junior Library
Clerk I Hourly $20.15
Librarian Hourly $35.50 $37.28 $39.15 $40.13 $41.14 $42.17 $43.23 $44.32 Library Page Hourly $19.12
Library
Technician Hourly $24.07 $25.28 $26.55 $27.88 $28.58 $29.30 $30.04 $30.80 Senior Library
Page Hourly $20.15
Senior Library
Technician Hourly $29.96 $31.46 $33.04 $33.87 $34.72 $35.59 $36.48 $37.40

C. The following salary ranges are assigned to classes covered by this MOU effective July 11, 2027
Pay Ranges Basis Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Junior Library
Clerk I Hourly $21.73
Librarian Hourly $38.20 $40.11 $42.12 $43.18 $44.26 $45.37 $46.51 $47.68 Library Page Hourly $20.69
Library
Technician Hourly $25.85 $27.15 $28.51 $29.94 $30.69 $31.46 $32.25 $33.06 Senior Library
Page Hourly $21.73
Senior Library
Technician Hourly $32.22 $33.84 $35.54 $36.43 $37.35 $38.29 $39.25 $40.24

SECTION 3.2 PREMIUM PAY
Employees assigned to work requiring specified duties which require skills and abilities not contemplated in the employee's normal assignments in the areas described in this section shall receive premium pay only while so assigned. Such premium pay shall b e for the hours actually worked in the assignment. Assignment and 66 TLEA 2025-2028 MOU 8
reassignments shall be made by the division manager/Department Director subject to approval of the City Manager. Premium pay assignments shall be based on workload and skills required, and subject to any special provisions specified in this section for any particular assignment.

A. Lead Worker Librarian
The Librarian who is assigned as the Lead Worker Librarian is primarily responsible for leading and supervising the day-to-day activities of Technical Processing and will receive a 5% premium above the base pay per hour while so assigned. The duties include coordinating the workflow of replacing materials, training Library Pages and Senior Library Pages to label and catalog materials so they are shelf ready, participating in the hiring process of employees and performing performance evaluations. The Lead Worker Librarian reviews the work of employees for accuracy and reports to the Senior Librarian.

SECTION 3.3 NIGHT SHIFT DIFFERENTIAL (Section I Employees)

A. All employees covered by this agreement who are assigned to night shifts shall be paid at 10% over and above their base hourly pay. A night shift shall be defined as a shift in which one -half or more of the shift is scheduled to work after 4:00 p.m. or before 8:00 a.m.

B. For branch employees, night shift shall be defined as one-half or more of the shift if scheduled to work after 3:00 p.m.

ARTICLE 4 - WAGE SUPPLEMENTAL BENEFITS

SECTION 4.1 EMPLOYEE INSURANCE
A. Cost of Medical Insurance for Active Employees:

1. Contributions for Full-time Employees
Effective May 23, 2023
1 Party 2 Party Family
City Contribution $597.68 per month $1,140.36 per month $1,595.96 per month

On the May 23, 2025 and June 6, 2025 pay check dates the City shall issue two (2) one-time payments, for those eligible and receiving health insurance benefits as of April 20, 2025, in the following amounts based on enrollment tier: 1 party: $484.08, 2 party $1008.90, and Family plan $1196.28.

67 TLEA 2025-2028 MOU 9
Effective July 1, 2025
1 Party 2 Party Family
City Contribution $678.36 per month $1,308.51 per month $1,795.34 per month

Effective May 23, 2023
For employees hired prior to January 1, 2008:
1 Party 2 Party Family
City Contribution $459.74 per month $872.67 per month $1,165.15 per month

For employees hired after January 1, 2008:
1 Party 2 Party Family
City Contribution $338.55 per month $593.84 per month $774.67 per month

Effective July 1, 2025
1 Party 2 Party Family
City Contribution $378.89 per month $677.92 per month $874.36 per month

1. Contributions for Library Pages
In compliance with the provisions of the Affordable Care Act, an employee who works more than 20 hours per week on a regular basis over twelve (12) months will receive City paid health insurance.

68 TLEA 2025-2028 MOU 10
Effective May 23, 2023
For employees hired prior to January 1, 2008:
1 Party 2 Party Family
City Contribution $459.74 per month $872.67 per month $1,165.15 per month

For employees hired after January 1, 2008:
1 Party 2 Party Family
City Contribution $338.55 per month $593.84 per month $774.67 per month

Effective July 1, 2025
1 Party 2 Party Family
City Contribution $378.89 per month $677.92 per month $874.36 per month

A. Cash-In-Lieu Payments
Employees who meet the following requirements will receive a cash -in-lieu payment of $400.00 per month and the Junior Library Clerk will receive cash -in-lieu payment of $113.00 per month for as long as the employee opts-out of medical coverage:

2. The proof of coverage must show that the employee and all individuals in the employee’s expected tax family have (or will have) the required MEC for the plan year. The employee must provide reasonable evidence of the MEC for the applicable period by signing and submitting an attestation to the City.

3. The employee must provide such reasonable evidence and attestation of alternative coverage every plan year during open enrollment.

4. The City will not provide the cash-in-lieu payment if it knows or has reason to know that the employee or tax family member does not have the alternative required coverage.

B. Short/Long Term Disability:

1. In accordance with the provisions of the Commercial short term/long term disability plan, employees with pre-existing conditions who do not qualify for coverage under the Commercial policy shall receive the following benefit:
a. Commencing with the thirty -first (31 st) calendar day after the first (1 st) day of lost time, the employee shall receive two -thirds (⅔) base biweekly pay for a period of time not to exceed one (1) month for each two (2) months of service to a maximum of two years. 69 TLEA 2025-2028 MOU 11
b. An employee requesting receipt of such benefits must meet the criteria specified in Attachment A and must request a medical leave of absence in connection with a request to receive long -term disability. The request for a medical leave of absence and for LT D benefits must be made in advance except where it can be shown that a bona fide emergency existed.

c. Payments, pro-rated for actual time on LTD, will commence on the thirty-first (31st) day of lost time by warrant issued every twenty -eight (28) days or portion thereof. They shall not entitle the employee to accrual of any other benefits.

e. Such insurance is subject to administrative rules in Attachment A.

2. Employees who were active employees on or after August 1, 1997 and who qualify for the Commercial Insurance long term/short term disability program shall be covered as follows:

a. An employee must request a medical leave of absence in connection with a request for such benefits.

b. After an elimination period, employees will receive ⅔ base pay for a period as determined under the guidelines of the commercial insurance policy.

c. Eligibility for this Commercial plan, and all provisions of the plan are in accordance with the commercial insurance policy.

C. Dental Insurance:

All employees covered by this agreement will receive two -party dental insurance. This benefit has no cash value if not used. If employees want to cover additional family members, additional insurance may be purchased.

D. Vision Insurance
All employees covered under this agreement will receive at no cost to the Union or employee one-party vision insurance. This benefit has no cash value if not used. If employees want to cover additional family members, additional insurance may be purchased.

E. Life Insurance
Employees covered under this agreement shall receive a life insurance policy in the amount of no less than $50,000.

The City and TLEA will jointly participate in the selection process of its insurance carriers for life insurance, short-term disability insurance and long-term disability insurance.

SECTION 4.2 ALLOWANCE FOR SECTION II EMPLOYEES

Effective May 21, 2023 the $75 per month Section II Allowance is included in Section II Employee base salary. 70 TLEA 2025-2028 MOU 12

SECTION 4.3 RETIREMENT

A. Employees (except Library Pages) covered by this agreement who work or are anticipated to work 1,000 hours or more in a fiscal year shall be covered by the City current contract with the California Public Employees Retirement System including, but not limited to 2% at 55 (per Government Code Section 21354), highest year and military buy -back (per Government Code Section 20042) and supp lemented by Social Security.

B. The City shall pay the employee’s 7% contribution to PERS for employees of the Torrance Library Employees Association.

C. The seven percent (7%) paid by the City is considered as employer-paid member contributions (EPMC).

D. Effective February 1, 2011, all new hires shall be responsible for the employee’s contribution to PERS, currently 7% of pay.

1. Section 4.4(C) would no longer be applicable for those employees hired after February 1, 2011.

E. Public Employees Pension Reform Act:

Employees covered by this agreement hired on or after January 1, 2013 who do not qualify as classic members of CalPERS shall be considered new members and shall be covered by the City’s contract with CalPERS in the 2% at age 62 defined formula, including military service credit purchase option, with a final compensation calculation period of the final three years. Per PEPRA, employees shall be responsible for fifty percent (50%) of the normal cost attributable to the applicable retirement formula.

Note: The definition of classic member or new member is established per the California Public Employees Retirement System (CalPERS).

SECTION 4.4 INDUSTRIAL ACCIDENT (Section I Employees only)

A. For injuries sustained prior to August 3, 1997, the following applies:

1. Up to three (3) months during the first two (2) years of employment.

2. Up to six (6) months during the third (3rd) year of employment.

3. Up to twelve (12) months after three (3) years of employment for industrial injury.

B. For injuries sustained on or after August 3, 1997, the following applies:

1. Up to three (3) months during the first two (2) years of employment. 71 TLEA 2025-2028 MOU 13

2. Up to six (6) months during the third (3rd) year of employment.

3. Up to eight (8) months after three (3) years of employment for industrial injury.

D. An employee on industrial injury leave shall be under the direction of the City subject to medical advice and shall be available at all times unless he/she receives specific permission from the City.

1. The Department Head shall notify TLEA within seventy -two (72) hours of any industrial injury which causes the death or hospitalization of any member of the bargaining unit.

F. All Section II employees are entitled to benefits from the State of California with respect to industrial injury.

SECTION 4.5 SICK LEAVE

1. Retirement Early Notification Incentive Program

An employee may use sick leave in accordance with the Retirement Early Notification Incentive Program requirements.

B. Accrual rate

1. Full-Time Librarians, Library Technicians, and Senior Library Technicians shall be granted sick leave in the
following manner: Six hours per month to a maximum of 600 hours accrued sick leave.

2. Part-Time Employees
a. New employees shall receive 40 hours of sick leave upon hire. Commencing on the first pay period of each calendar year, employees will receive 40 hours of sick leave. b. After a 90 -day employment requirement is satisfied, part -time employees are eligible to use paid sick leave to a maximum of 96 hours per year.
c. Employees may bank up to a maximum of 96 hours of Sick Leave. 72 TLEA 2025-2028 MOU 14
d. If an employee separates after 90 days of employment and is rehired within one year from the date of separation, the paid sick leave balance at the time of separation will be reinstated. The employee will not have to re-satisfy the 90-day employment period in order to use the banked sick leave. e. If an employee separates before 90 days of employment and is rehired within one year, the paid sick leave balance at the time of separation will be reinstated, and the employee will be subject to meeting the 90-day requirement before being able to use the sick leave benefit. f. Banked sick leave may not be converted or cashed out if unused or upon separation from employment. However, if an employee is promoted to another position the sick leave balance will carry over to the new position.

C. Cash or deferred compensation options

1. Employees, except Library Pages may select, in June and/or December of each year, to convert any sick leave granted but unused over three hundred (300) hours into cash at the rate of one hour of pay for each hour of unused sick leave. Such payments shall be made before June 15 and/or Dec ember

15. 2. All Employees except Library Pages , any hours of sick leave which would have been granted over 600 hours accrued sick leave shall be converted into cash payable in December of each year on the basis of one hour pay for each hour of unused sick leave. An employee who wishes to defer this amount must submit a written request to the Finance Department no later than December 1.

H. Overtime rate after sick leave

He/she may, however, be required to substantiate an illness by a written statement from an attending licensed physician or a personal affidavit.

2. Said provisions shall not apply where an employee is called out for emergency work after hours and the overtime rate shall apply regardless of sick leave taken during the week.

3. For the purposes of call out, employees who are absent on sick leave will be placed in the position of least seniority on the day they are absent and will remain in that seniority ranking until they return to regular duty.

I. Conversion of sick leave

1. Full-time Librarians, Library Technicians, and Senior Library Technicians, at the time of termination after the appropriate years of service, shall have their accumulated sick leave converted by the City into cash or deferred income on the following basis:

a. After one year of service, each hour of accumulated sick leave shall equal ¼ hour pay.

b. After seven years of service, each hour of accumulated sick leave shall equal ½ hour pay.

c. At retirement, each hour of accumulated sick leave shall equal one hour’s pay.

2. Full-time Librarians, Library Technicians, and Senior Library Technicians, shall have their accumulated sick leave paid at the hourly rate upon the death of an employee covered by this Agreement regardless of years of service, to be paid to the employee’s beneficiary. 73 TLEA 2025-2028 MOU 15

J. Personal Leave

The amount used is deducted from sick leave and may not be carried over from year to year. The time shall be taken in increments of no less than one half shift.

The leave, while paid for out of sick leave, is actually paid personal leave and is not a part of sick leave usage in and of itself.

SECTION 4.6 HOLIDAYS

A. For the purpose of this agreement, the following days shall be considered holidays with pay:
• New Year's Day
• Martin Luther King Jr. Day
• Lincoln's Birthday
• Washington's Birthday
• Memorial Day
• Independence Day
• Labor Day
• Veteran's Day
• Thanksgiving Day
• The day after Thanksgiving Day
• The last working day prior to Christmas
• Christmas Day
• The last working day prior to New Year’s Day

• In addition to the above holidays, Katy Geissert Civic Center Library is closed on Armed Forces Day and staff are offered the ability to work another library location in its place, utilize vacation accruals, or take the day unpaid.

B. Value of Holidays

1. For Full-time Employees
a holiday shall be the value of the normal work shift - either eight (8) or nine (9) hours.

2. For Part-time employees eligible for holiday pay will be paid for four (4) hours per holiday except July 4, which shall be six (6) hours, and Christmas Day which shall be five (5) hours.

C When a holiday listed in this section occurs on a Saturday, the day immediately preceding such holiday will be observed as the holiday. When a holiday listed in this section occurs on a Sunday for pay purposes the day immediately following such holiday wil l be observed as a holiday. If a holiday falls on any other scheduled day off, full-time employees shall accrue vacation leave consistent with the value of the holiday and part-time employees shall continue to be paid for the holiday leave on that day.

D. The library system shall close at 6:00 p.m. the day before Thanksgiving. Scheduling shall be at the discretion of the department head or designee. Employees normally scheduled to work after 6:00 p.m. shall have their shift scheduled at the discretion of the department head, or designee, in order to provide sufficient coverage within that pay period.

74 TLEA 2025-2028 MOU 16
E. On July 1 of each year, the department head, or designee, will disseminate a list of holidays on which the library shall be closed.

F. In order to be paid for the holiday, an employee must work at least one hour in the pay period or use one hour of approved paid leave time in the pay period.

G. Birthday Leave (SENIOR LIBRARY PAGES)

All employees eligible for birthday leave will receive four (4) hours on their date of hire and four (4) hours at the beginning of each fiscal year thereafter. The four (4) hours will be added to their authorized leave balance at the beginning of the fisca l year. This leave may not be cashed out and is accruable for a maximum of 36 months.

SECTION 4.7 VACATION LEAVE

A. Junior Library Clerks, Librarians, Library Technicians, Senior Library Pages, and Senior Library Technicians shall earn vacation on a prorated hourly basis as follows:

1. Upon hire and completion of 2nd year of employment, at the rate of 9.33 hours per month .

2. Commencing with the 3rd year of employment and until the completion of three years of employment, at the rate of 10.00 hours per month t.

3. Commencing with the 4th year of employment and until the completion of four years of employment, at the rate of 10.67 hours per month.

4. Commencing with the 5th year of employment and until the completion of nine years of employment, at the rate of 12.67 hours per month.

5. Commencing with the 10th year of employment and until the completion of twenty years of employment, at the rate of 16.02 hours per month.

6. Commencing with the 21st year of employment, at the rate of 17.33 hours per month.

7. Commencing with the 25th year of employment, at the rate of 18.00 hours per month.

B. Library Pages shall earn vacation as follows (assuming a 20 hour work week):

1. Upon hire at the rate of 24 hours per year.

2. Commencing with the 5th year of employment and until the completion of nine years of employment, at the rate of 44 hours per year.

3. Commencing with the 10th year of employment, at the rate of 64 hours per year.

C. Vacation Eligibility

Employees shall earn vacation only while receiving compensation from or through the City, and vacation shall be calculated on an hourly earned basis.
75 TLEA 2025-2028 MOU 17

D. The time of taking vacation shall be determined by the department head, or designee. An employee may take vacation only in increments of full days or shifts unless department head approval is given for small increments of not less than 4 hours.

E. An employee can accrue vacation up to the amount earned over the preceding 36 months.

F. Borrowing

Junior Library Clerks, Librarians, Library Technicians, Senior Library Pages, and Senior Library Technicians may borrow up to forty (40) hours of earned vacation subject to the approval of his department head.

G. Effect of Holidays

When an authorized holiday occurs during a vacation period, such days shall not be deducted from earned vacation.

H. Effect of Separation

1. Any borrowed vacation owed by a separating employee shall be deducted from employee's final pay.

2. Any vacation owed to a separating employee shall be added to the employee's final pay in the form of cash or deferred income.

I. Two shifts of vacation per fiscal year may be used for personal leave. Such leave shall be asked for one week in advance except in case of a bona fide emergency. The leave shall not be accruable from year to year and if used, shall be deducted from earned vacation. Subject to division manager approval, personal leave may be taken in increments of less than four (4) hours.

J. Pay for vacation

SECTION 4.8 BEREAVEMENT LEAVE

SECTION 4.9 COMPASSIONATE LEAVE

An employee may utilize Compassionate Leave in compliance with the City’s Policy on Leaves of Absence.

During the term of this agreement, if it is determined that any benefit was granted under the previous 76 TLEA 2025-2028 MOU 18
agreement and was not included in the City’s Policy on Leaves of Absence, the benefit shall be incorporated into the Policy.

SECTION 4.10 JURY DUTY

SECTION 4.11 DEFERRED COMPENSATION

A. Upon hire, Library Pages or any other part -time employees deemed non -contributory members by CalPERS will be automatically enrolled in the City’s mandatory deferred compensation plan at the rate of 7.5% of gross compensation.

B. All other employees, including Junior Library Clerks, Librarians, Library Technicians , Senior Library Pages, and Senior Library Technicians that are deemed contributory members by CalPERS shall be eligible to participate in a City administered deferred program consisting of a deferred compensation plan.

ARTICLE 5 - SPECIAL COMPENSATION PROVISIONS

SECTION 5.1 OVERTIME COMPENSATION

A. Section I Employees

B. Section II Employees

2. Computation: Overtime shall be computed for actual time worked except for minimum as specified in Subsection 5.1.B.1.

C. Computation

1. Overtime shall be computed for actual time worked except as specified in Subsection C.2 below. 77 TLEA 2025-2028 MOU 19

2. An employee called out after regular working hours for emergency work shall be compensated, therefore, at the regular overtime rate of a minimum of two (2) hours.

D. Overtime Claims for Compensation

E. Overtime may be mandatory if no volunteers are found.

SECTION 5.2 MOVE-UP ASSIGNMENT

A. Objective

B. Assignment

1. When an employee is temporarily absent from his/her job, another employee may be assigned by the department head or his designee to do the work of the absent employee.

2. The assigned employee need not possess the minimum qualifications for the position of the absent employee.

4. The division manager may permit the position to remain temporarily vacant, if, in his/her opinion, the public health, welfare and safety are not jeopardized.

5. An employee may decline a move-up assignment subject to Subsection E a) Priority 1, Priority 2 and Priority 3 below.

C. Duration of Assignment

Any employee moved up pursuant to this section shall remain in the higher class until the incumbent returns to duty, subject to the following conditions:

1. Each such assignment shall not exceed (90) days duration.

D. No Probationary Period Credit

Time served by an employee assigned to a higher class under the provisions of this section shall not be credited toward the employee's probationary period in the higher class. 78 TLEA 2025-2028 MOU 20

E. Priority for Move-Up Assignments:

1. Priority 1: If a current non expired Civil Service list exists, priority will be given to those employees in the same Division regularly employed in a lower classification who are on the list. Offers will be made in the order the employees are ranked on the list.

a. For all move -up opportunities of more than fourteen (14) consecutive days, divisions may use more than one person to fill the vacant position using this seniority system.

b. Employees will indicate their preference for being contacted for move -ups by filing a “move -up interest form” with their Division at the start of the calendar year. This form will allow employees to freeze their name for all move -up opportunities, or to indicate communication preferences regarding move-up opportunities. In the absence of a form on file, employees will be assumed to be interested in move -up opportunities, but will only be contacted while on duty using City communication methods such as email, city radio, telephone or face to face.

F. Absence of Moved-Up Employee

If a moved-up employee is absent, another employee may be assigned during such absence, subject to all provisions of this section.

G. Acting Department Heads:

If a subordinate is not required by class specification to take charge of the department in the absence of the department head, the employee shall be paid during all such move -up assignments five percent (5%) over the above base salary pay, provided, however, that if the temporary absence of the department head continues in excess of thirty (30) consecutive days, the employee shall then be paid at the salary rate of the lowest step for such assigned position which is higher than the current base salary of t hat employee, to which shall be added earned longevity pay increments.

H. Move-Up Pay for Vacant Positions

1. Except as provided in Subsection H.2), an employee moved up pursuant to this section shall be paid for all days worked in the higher class at a salary rate of the lowest step of the class or the lowest step for such assigned position which will give the employee five percent (5%) more than the current base salary of that employee, whichever is the higher within the base pay range for the class, to which shall be added earned Longevity pay increments.

2. For the purpose of this section, one half shift shall constitute a day.

3. The division manager or designee must authorize move-up.

4. Any assignments to a higher class of a half shift but less than a full shift requires the prior approval of the City Manager or designee.

79 TLEA 2025-2028 MOU 21
I. In the event move-up cannot be filled using Priority 1, 2 or 3, the division manager or designee may then move an employee over within the same classification using inverse seniority or move to the class above using inverse seniority to fill the vacant position.

SECTION 5.3 EDUCATIONAL MATERIAL ALLOWANCE

ARTICLE 6 - WORKING CONDITIONS

SECTION 6.1 HOURS OF WORK

A. Employees in the classification of Librarian, Library Technician, and Senior Library Technician shall be full-time or part-time in nature.

B. Employees in the classification of Junior Library Clerk, Library Page and Senior Library Page shall have their hours of work set at the discretion of the department head, or designee. Every reasonable effort shall be made to accommodate the desires of the individual employee.

SECTION 6.2 REST PERIOD

1. These rest periods will not be taken at the beginning or end of either half of the regular workday or work shift.

2. Rest periods may not be accumulated, nor shall such rest periods have any monetary value if unused.

4. Abuses of the provisions of the section will result in disciplinary action.

SECTION 6.3 LUNCH PERIODS

1. Such lunch periods shall be without pay and may not be accumulated.

2. There shall be no restriction on the employee during such lunch periods unless compensated for as overtime.

3. The amount of time for lunch period and the procedure for taking a lunch period shall be determined by departmental rules and regulations.

80 TLEA 2025-2028 MOU 22
SECTION 6.4 PROBATIONARY PERIOD (Section I Employees)

A. For all classifications covered by this agreement, there shall be a probationary period which shall be one (1) year of service for original, non-promotional appointments and a probationary period of six (6) months of service for all promotional appointments.

B. An employee’s probationary period shall be extended if the employee is absent from the performance of his/her assigned duties in excess of the number of cumulative working days he/she would work over a four- week period of time. Thus, an employee working a 5/40 will have his/her probation extended by 20 working days or more if he/she is absent more than 20 working days during his/her probationary period. An employee working a 4/10 will have his/her probation exten ded by 16 working days or more if he/she i s absent more than 16 working days during his/her probationary period. An employee working a 9/80 will have his/her probation extended by 18 working days or more if he/she is absent more than 18 working days during his/her probationary period. The probatio nary period will be extended by the amount of time equal to the number of days absent from work. For purposes of this provision, all leaves of absences whether continuous or not which result in the employee exceeding the number of workdays he/she is regularly scheduled over a four -week period of time will result in a probation extension. A workday will count towards the cumulative total provided for herein if the employee works less than one-half (½) of their regularly scheduled hours in a day.

SECTION 6.5 LATERAL TRANSFERS/MEDICAL LATERAL TRANSFERS

A. Lateral Transfer

a. No promotional list exists for the position.

b. The department heads involved approve of the lateral appointment. Such approval will not be required where lateral appointment is the result of a layoff or medical disability.

c. The City Manager concurs in the lateral appointment.

d. Priority of consideration shall be on the basis of seniority subject to the above. The employee shall receive a progress report from the department head at the end of each thirty (30) day period.

If an employee does not qual ify, he shall be returned to his previous status. The approval and verification of the department head and the City Manager shall be final.

e. Such lateral appointment of the employee shall be subject to a 6 month probationary period to verify this competency in the new position.

f. If an employee accepts a lateral transfer, his salary shall be at his former rate or at the highest step of the lower range, whichever is the lower.

81 TLEA 2025-2028 MOU 23
C. Medical Lateral Transfers

1. Employees subject to medical, lateral transfers shall be subject to a 6-month probationary period.

SECTION 6.6 LEAVES OF ABSENCE

SECTION 6.7 INACTIVE STATUS (Section I Employees)

A. Subject to the approval of the employee's department head and the city manager, an employee may request inactive status.

1. Such a request must be made before the termination of an employee or within 30 days of such termination.

2. The inactive status shall continue for no more than one year.

4. All employee benefits shall not accrue during such inactive status and the employee shall not have continuity of service.

SECTION 6.8 INTRA-DEPARTMENTAL REASSIGNMENTS

A. Vacant Position

1. Employees in class to be notified of vacancy prior to filling of position by permanent or temporary appointment.

2. Interested employees shall apply for the position to division manager.

3. Applicants shall be interviewed for vacant positions and shall be notified of results within five working days of interview.

4. Reassignments shall be made with the written concurrence of the department head.

B. Without Vacancy

1. Employees may make requests and formally submit application for reassignment by applying to supervisor. Such application shall be made on a form provided by the City.

2. Reassignments between programs may be made by the department head.

82 TLEA 2025-2028 MOU 24

3. Such reassignments shall be preceded by reasonable notice (two weeks) to the affected employees, except where emergency conditions preclude such notice.

SECTION 6.9 CLASSIFICATION STUDIES

A. The City retains the right to conduct and prepare classification studies. The City retains the absolute right to reallocate budgeted funds from vacant positions.

B. Whenever the City wants to revise a class specification, the following will occur:

a. agrees to the revised class specification; or

b. wants to meet and confer over the proposed changes to it.

4. Upon receipt of the request to meet and confer letter from TLEA, the City will inform TLEA of the dates that are available over the next 30 days to meet and confer.

5. The parties agree that they will try to reach an agreement as expeditiously as possible and hope that multiple meetings are unnecessary. However, given that an agreement may not occur, the parties agree to meet at least twice a week for at least four ho urs per meeting during the 30-day period after the City receives notification from TLEA of its request to meet and confer. The 30-day period (to negotiate over the class specification) may be extended if mutually agreed by both parties. In fact, since negotiations will also include compensation for the proposed classification, the parties agree to extend the negotiations by an additional 60 days (only if necessary - for a total of 90 days) for the purpose of negotiating regarding proposed compensation of the class specification. The parties agree that the first 30 days is to negotiate over the class specification itself and the additional 60 days is to give the parties the time to gather information on compensation and engage in meaningful negotiations regarding compensation of the class specification. For the additional 60-day period, the parties agree to meet as necessary to complete the process within that time frame.

6. If the parties reach an agreement on the revised class specification, it will then be submitted to the Civil Service Commission for review and then submitted to the Torrance City Council for final approval.

7. If at the end of 30 days for negotiations on the class specification and the additional 60 days for negotiations on proposed compensation days (or when either side believes negotiations are completed when mutually extended) the parties do not reach agre ement on the revised class specification, the parties agree to resolve their impasse in accordance with this article, not the City’s impasse procedure.

Both parties specifically agree that this procedure is the sole and exclusive method for revising class specifications (including proposed compensation for the proposed classification) and that neither the 83 TLEA 2025-2028 MOU 25
City nor the Union can go through the impasse resolution process to resolve differences over class specifications. The parties agree to utilize a Fact Finder in accordance with the following timeline:

• Selecting a fact finder within 10 days:

If the parties cannot agree on a fact finder within the same 10-day period, the parties will request a list from the State Mediation and Conciliation service of individuals qualified to serve as fact finders and shall engage in a striking process until a fact finder is chosen. (If using the State Mediation and Conciliation service, the parties will request “expedited availability -arbitrators” who have indicated they typically have at least five open dates within the 60-day period after appointment.)

• Participating in the fact-finding process 60 days:

If the chosen fact finder cannot agree to be available to conduct the fact finding within 60 days of contact by both parties, the parties agree to immediately contact the last person stricken from the prior list. If that person is similarly not available t o complete the fact finding within 60 days, the parties agree to contact the next person stricken until such time as one of the individuals on the list indicates that he or she can conduct and complete the fact finding within 60 days.

• Preparing and submitting the final report by fact finder 30 days:

The parties agree to inform the proposed fact finder, that according to their agreement, the fact- finding report must be issued within 30 days.

The 100-day fact finding period may be extended if mutually agreed by both parties. While 100 days is the agreed upon time frame for completion of the fact-finding procedure, both parties recognize the need for flexibility. Therefore, days allotted for each segment of the procedure may be carried over to the next segment or borrowed from the next segment. At the end of the entire process, if additional time is required for the final report, either party may extend the segment by an additional seven days without consent.

8. Following the fact-finding process, the City will submit the proposed revised class specification, individual positions by City and the Union, and the report of the fact finder to the Civil Service Commission for review and decision. The subject of compensation is not within the ju risdiction of the Civil Service Commission. As such, the Commission will not make any decisions regarding compensation. The decision of the Civil Service Commission (including the report of the fact finder and relevant material) will be submitted to the Torrance City Council for final decision. The Council’s decision will include a decision regarding the proposed class specification and compensation based on the information (the report of the fact finder and relevant material) presented to it.

9. A maximum of four (4) revisions may be made to class specifications during the term of this agreement.

Additional revisions to class specifications may be if mutually agreed by both parties.

10. By agreeing to the above procedure, the parties hope to expeditiously agree on or reach resolution of differences regarding class specifications.

C. In the event of a modification of a class specification, the City and the employee group will meet and confer with regard to the status of the incumbents and their hours, wages and working conditions. A permanent incumbent employee in a current classifi cation covered by the agreement will not have wages and/or benefits reduced as a result of the above actions.

D. Either party may request a study of a particular position or series of positions during the life of this agreement. In any event, TLEA shall be notified prior to the studies. 84 TLEA 2025-2028 MOU 26
SECTION 6.13 LAYOFF (Section I Employees)

A. Prerequisite to Layoff

1. No permanent employee shall be laid off from a position in a given class covered by this agreement until all temporary, recurrent, part -time, and non -promotional probationary employees in that class have first been laid off.

B. Order of Layoff

In a class in which a layoff or reduction is to be made, the order shall be as follows:

1. Individuals having two or more below satisfactory ratings within the preceding two years shall be laid off first.

2. Individuals with satisfactory and above ratings shall be retained over those individuals with two or more below satisfactory ratings within the preceding two years.

3. Within the order of layoff as described above, employees shall be released in inverse order of their seniority within the job classification, providing that the remaining employees have the demonstrated ability and qualifications to perform the remainin g work within the sub -classifications specified in this agreement.

C. Order of Layoff

D. Bumping Rights

To avert being laid off, an employee with no more than one below satisfactory rating within the preceding two (2) years may use total seniority in all classes covered by this agreement in which the employee had previous permanent appointment during his pre sent period of employment. The order of layoff shall then be as described per Subsection b).

E. Layoff Procedure

Management shall:

1. First advise the employee organization, and then advise the employees in the affected classes, that on a given date, the department will be required to reduce the number of employees in that class by a specific number. Such notice shall be given as far in advance as possible.

85 TLEA 2025-2028 MOU 27

2. Post the order of layoff list with a copy of this section.

3. Employees designated for layoff shall have a reasonable period of time from the posting of layoff notices to request in writing that they be allowed to exercise their bumping rights.

F. Release and Recall List

Employees so released shall be placed on a recall list for the job held at time of release.

1. The list shall be split into two parts: exceeds expectation and competent.

2. Employees with "fails to meet standards" shall not be included for recall.

3. Within the "exceeds expectations" and "competent" categories, the employees will be listed in seniority order. Such seniority shall be based on total service to the Torrance Public Library.

4. The City and TLEA will meet and consult over the definition of the categories "exceeds expectations," "competent," and "fails to meet standards" used in the preparation of a Recall List.

G. Re-Employment

1. Personnel shall develop the re -employment list and such list shall be used by the Civil Service Commission when a vacancy for that class is to be filled, before certification is made of an eligible list.

4. The employee shall not accrue benefits during the time of layoff and if re -employed, such layoff time shall be deducted in computing total service but shall not serve to interrupt continuous service.

H. Seniority

For purposes of this section, seniority shall be defined as total and continuous service pursuant to Section

17.72.2. Where two (2) or more employees have the same anniversary date with the City, seniority shall be decided in the following manner:

1. Where such employees were appointed from the same eligibility list, the employee whose name was lower on the list shall be the least senior employee.

2. Where such employees were not hired from the same eligibility list, seniority shall be decided by the date of promulgation of the eligibility lists.

3. Layoff from Other Representation Units

86 TLEA 2025-2028 MOU 28
a. In the event of a layoff in a classification not covered by this agreement, an employee who had previous permanent employment in a classification covered by this agreement shall have the same rights as employees covered herein; provided, however, that such an employee's seniority shall be based solely upon total service in classifications covered by this agreement.

SECTION 6.15 LAYOFF (Section II Employees)

A. Reduction in Staff

Whenever, in the judgment of the Library Department, it becomes necessary for a part -time position or positions to be eliminated, the department head may reduce staff and release the employees holding such position. Reasonable written notification of such reduction in staff shall be provided to TLEA and the effected employee(s).

B. Method of Reduction

C. Release and Recall List

1. Employees so released shall be placed on a recall list for the job held at time of release.

a. The list shall be split into two parts: exceeds expectations and competent.

b. Employees with "fails to meet standards" shall not be included for recall.

c. Within the "exceeds expectations" and "competent" categories, the employees will be listed in seniority order. Such seniority shall be based upon total service to the Torrance Public Library.

d. The City and TLEA will meet and consult over the definition of the categories "exceeds expectations," "competent", and "fails to meet standards" used in the preparation of a Recall List.

D. Recall

1. When an opening occurs related to a job description where a recall list exists, the department shall use this list first for appointment.

a. Priority shall be given to employees on the "exceeds expectations" list and then "competent" list.

b. Within these two groups, selection shall be based on seniority.

c. If a specific established job skill is required (i.e. driver's license, typing) and no one on the recall list meets those needs, the department head can proceed to recruit beyond the list.

d. Such a list shall have a duration of one year. An employee may decline one offer of rehire. A second declination shall remove that individual from the recall list.

87 TLEA 2025-2028 MOU 29
SECTION 6.16 SUNDAY HOURS LANGUAGE

A. The City plans to contract with a temporary Library Help agency to fully staff the Central Library on Sundays.

This service will begin with the commencement of the school year in September 1986. With the inception of the plan, there will be no TLEA personnel required to wo rk on Sundays. If in the evaluation of the City Librarian the temporary concept is not viable, the City agrees to meet with TLEA regarding Sunday hours.

If for some reason the temporary help concept does not work out, TLEA will be responsible for working no more than 30 Sundays during the course of this contract.

B. TLEA–AFSCME Local 1117 library full -time employees who work on Sundays will be paid their normal hourly wage at the rate of time and one -half, pursuant to the provisions of the TLEA MOU. In addition, employees who work on Sundays shall be eligible for a “Sunday differential premium” of 10% for work on that day. Employees also have the option of taking the time as comp time, also paid at time and one -half.

The hours of work on Sunday shall be 1:00 p.m. to 5:00 p.m.

Employees who work on Sundays shall be eligible for a “Sunday differential premium” of 10% for work on that day.

F. Section 5.1.B.1 shall still be in effect for the Sundays in which the Library is not open as well as other days the library is closed.

SECTION 6.17 REMOVAL OF REPRIMANDS FROM PERSONNEL FILE

After two years an employee may request any written reprimands be removed from his/her file if standard performance evaluation is maintained during those two years.

SECTION 6.18 WORK RULE LANGUAGE

The City shall have written work rules for each Department. Such rules shall be transmitted to TLEA -AFSCME Local 1117 upon any revisions. No rules relating to wages hours, benefits and working conditions shall be changed or otherwise modified without meeting and conferring.

ARTICLE 7 - GENERAL PROVISIONS

SECTION 7.1 NON-DISCRIMINATION, EQUAL OPPORTUNITY, AFFIRMATIVE ACTION AND

HARASSMENT

A. The City and TLEA–AFSCME Local 1117 support the concept of equal employment opportunity.

B. Neither the City nor TLEA –AFSCME shall discriminate on the basis of age, sex, marital status, disability, medical condition, race, color, national origin, religion, sexual orientation, union affiliation, or political affiliation.

C. The City and TLEA –AFSCME agree that they will work to ensure a working environment free of discriminatory harassment.
88 TLEA 2025-2028 MOU 30

SECTION 7.2 MEMBER RELATIONS FUND

Every year on the first pay period of November, employees will be given a grocery certificate for $84.00 for groceries from the City & AFSCME Local 1117. The City will purchase and distribute the certificates and will include a joint letter of appreciation. Should the City purchase the gift certificates at a discount, the city will distribute the discounted amount proportionately to each member. Every year on the first pay period of October, the City will pay TLEA-AFSCME Local 1117 an amount equal to $1.00 per employee covered by TLEA-AFSCME Local 1117.

SECTION 7.3 JOB ACTION

A. The TLEA and its members agree that during the term of this Memorandum of Understanding, there shall be no strike, slowdown, blue flu, or other concerted job action.

B. In the event of an unauthorized job action, the City agrees that there will be no liability on the part of the Torrance Library Employees Association, provided the employee organization promptly and publicly disavows such unauthorized action, orders the employees to return to work, and attempts to bring about a prompt resumption of normal operations; and provided further, that the employee organization notifies the City in writing, within forty -eight hours after the commencement of such job action, what measures it has taken to comply with the provisions of this section.

C. In the event such actions by the employees' organization have not effected resumption of normal work practices, the City shall have the right to take appropriate disciplinary action.

SECTION 7.4 ORIENTATION/MONTHLY MEETING

B. Management and TLEA agree to meet monthly to discuss any issues which may be brought forward by either party. The meetings shall be on the fourth (4 th) Thursday of the month at a time and location agreeable to both parties. Any meeting may be canceled or rescheduled by consent of both parties.

SECTION 7.5 MANAGEMENT RIGHTS

The City shall have the exclusive right to determine the mission of each of its departments, commissions, boards and agencies, set levels of service to be performed, direct its employees, exercise control and discretion over its organization and operation, and determine the methods, means, and personnel by which the City's operations are to be conducted, and the levels of service met, and carry out its mission in emergencies; provided, however, that the exercise of these rights does not preclude employees a nd their representatives from meeting and consulting or filing grievances about the practical consequences that decisions on these matters may have on wages, hours, and other terms and conditions of employment.

SECTION 7.6 EMPLOYEE RELATIONS LEAVE

An amount equal to 22 work shifts (or 198 hours for the combined TLEA and TLEA –AFSCME Local 1117 organization) per fiscal year shall be available for employees to participate in Employee Relations Leave outside the City. If the 198 hours are used up, and i f there is a convention that requires the use of additional hours, 89 TLEA 2025-2028 MOU 31
impacted employees may ask their Department Heads for permission to use up to an additional three shifts (27 hours) with the concurrence of the City Manager or designee. This 27-hour amount is not subject to carry over if unused.

SECTION 7.7 WELFARE TO WORK

Duties normally performed by employees represented by AFSCME Local 1117, shall not be assigned to welfare recipients, welfare to work participants or any public, private or nonprofit organization using the services of welfare recipients. Such individuals s hall displace no represented employees. Displaced shall be defined as partial displacement such as reduction in hours of work, wages or employment benefits.

SECTION 7.8 FAMILY-SCHOOL PARTNERSHIP LEAVE

The parties agree that they will adhere to the State Law (Labor Code Section 230.8) allowing 40 hours (a maximum of eight hours per month) of unpaid (however, employees may use accrued vacation or compensatory time) participation per calendar year to parti cipate in children’s school activities, including licensed day care.

Employees are required to provide reasonable notice and, if requested, documentation.

SECTION 7.9 RELEASE TIME

Use of release time is necessary for the union to effectively operate. However, it is essential for efficient operations of City service that supervisors and managers are timely notified of the use of release time to ensure minimal impact to service delive ry. For these reasons, the parties agree that release time will be provided in accordance with this article. The parties agree that employees will utilize the Notification of Release Time form to provide notice of their intention to use release time. Release time will not be unreasonably denied.

A. Meetings with Management:

The parties agree that there may be times that the Union may need to meet with a representative of management. This may include, but not be limited to, roundtable meetings, safety team meetings, meetings with department heads or managers, or for other purp oses where management and the union agree to meet. For those meetings, union representatives will receive paid release time for the entire period of the meeting as well as one half hour prior to and one-half hour after the meeting (inclusive of travel time).

B. Negotiations:

Employees will be provided with paid release time for the entire period of the negotiation session, as well as one (1) hour before and one hour after (inclusive of travel time).

C. Hearings:

Paid release time is available for time spent in hearings (PERB, discipline, grievances, Civil Service Commission), preparing for hearings, and traveling to and from such hearings.

90 TLEA 2025-2028 MOU 32
D. Meetings to Represent Employees:

Paid release time will be provided for employees’ attendance at such meetings.

E. Executive Board Meetings/Union Elections:

For executive board members whose work schedule is such that they are scheduled to be working during general membership and/or executive board meetings, they are entitled to a total of two (2) hours per month of paid release time as well as one half hour prior to and one-half hour after the meeting (inclusive of travel time). Employees who are required to staff polling sites for union elections shall be released with pay for said election. However, no more than two union representatives may be released at a ny one time for the purpose of staffing a polling site during elections for executive board members, contract ratification, or special elections.

F. Other:

An executive board member who is required to participate in the City’s New Employee Orientation shall receive a maximum of up to one (1) hour per month of Release time, inclusive of travel time. In addition, an executive board member whose work schedule coincides with the Civil Service Commission or City council meeting shall be entitled to release time to participate in such mee ting for the sole and limited purpose of addressing an item on the agenda related to the union.

It is required that employees who are using paid release time for the purposes defined in paragraphs A through F above will complete and submit the Release Time form (Attachment F). If such meetings are set more than 72 hours in advance, employees shall complete the release time form and submit it at least 48 hours prior to the time of the meeting (excluding days off/weekends/holidays). For those meetings that are set with less than 72 hour’s notice to the impacted employees, the Release Time form will be filled out and submitted as soon as it is practical. Executive board members are encouraged to submit one release time form for all board/membership meetings scheduled during the year. Releases shall o nly be for those employees requiring paid release time from actual scheduled hours of work.

G. Employees who desire to meet with their Union representative during work hours regarding union -related business (such as questions about rules, policies, MOU provisions, etc.) may be released from duty with the approval of their supervisor for such purp oses. The parties intend that such meetings shall be 15 minutes or less in duration.

H. President's Release Time

However, if a holiday falls on a Tuesday or Wednesday, the president shall receive release time on his/her next workday.

1. On the president’s release days, the union president must be available by phone during the normal work hours. However, if the president must be out of the City on the designated release day, the president will provide notification to the City Manager or de signee prior to the event, with a contact phone number where he/she can be reached during business hours in case of a work -related inquiry, 91 TLEA 2025-2028 MOU 33
and an estimated time he/she will be out of the City. The union president will notify the City Manager or his designee upon return to the City of Torrance.

2. In the event the president wishes to use his/her release day for a union -related activity on a day other than the days so designated, the president shall notify the City Manager or designee by the Thursday prior to the event for approval or as soon as practicable. Such approval will be based on the president's department's operating needs and will not be unreasonably withheld.

3. Use of paid leave absences, such as for vacation and sick leave, by the union president on a release day shall not result in an additional union release day during the week.

4. If the union president on release time works any hours for City business above the number of hours in their regularly scheduled workday, he/she shall receive overtime.

5. On Tuesdays and Wednesdays, the union president shall report by email or electronically to the City Manager’s office and/or designee at the beginning of the work shift. If the president will be out of the City on either release day in accordance with paragraph H1 above, notification to the City Manager will be provided.

In the event the president takes a leave of absence from the presidency of the union in excess of 14 calendar days, these terms and conditions shall apply to the AFSCME Local 1117 Board approved acting union President. In addition, the union must provide t he City Manager with at least seven (7) day’s notice of this leave of absence to minimize impact to operations.

6. When the union president's presidency ends, he/she shall return to the full scope of his/her previous job duties.

I. Additional release time may be purchased by the Union, with the approval of the City Manager, for union activities not contemplated in this article.

SECTION 7.10 SENIORITY

ARTICLE 8 - SECURITY PROVISIONS

SECTION 8.1 MEMBERSHIP SERVICE FEE

A. The following agency shop provision shall apply to employees in all classifications listed in this agreement.

1. No later than thirty (30) days from the beginning date of employment each employee shall either become a member of Torrance Library Employees Association -AFSCME Local 1117 (hereinafter referred to as TLEA) or pay to TLEA a service fee of ninety percent (90%) of the monthly dues and general assessments of TLEA.

• Brotherhood Crusade
• United Way
• Mothers in Action

An authorization card will be distributed by TLEA -AFSCME LOCAL 1117 during the new employee orientation meeting.

a. The City will provide to TLEA AFSCME Local 1117 a listing of all new employees, their classifications, departments and department \division telephone numbers within two weeks of their hire date.

c. The City shall also apply this provision to every permanent employee who transfers into this representation unit within 60 calendar days of the transfer.

d. TLEA-AFSCME LOCAL 1117 agrees to indemnify, defend and hold the City free and harmless from any and all liability and claims for damage by any persons including, but not limited to, employees in classifications covered by this agreement, regarding this section. It is also agreed that neither any employee nor TLEA -AFSCME LOCAL 1117 shall have made any claim against the City for any deductions made or not made, as the case may be, unless a claim of error is made in writing to the City within thirty (30) ca lendar days after the date such deduction were or should have been made.

e. Employee who has initially elected to pay a service fee or make a charitable donation instead of becoming a member of TLEA -AFSCME LOCAL 1117, and subsequently desires to become a member in good standing of said organization, may, without penalty, begin payment of full union dues beginning with the next payroll period and continue such membership during the effective life of this agreement.

f. Every employee represented by TLEA -AFSCME LOCAL 1117, upon hire by the City, shall be provided with a packet of information relevant to TLEA -AFSCME LOCAL 1117 membership and organizational activities. Such packet, prepared by TLEA -AFSCME LOCAL 1117, sha ll include the name of the employee organization president, and shall be approved by the City for relevant content prior to distribution.

g. TLEA-AFSCME LOCAL 1117 shall keep adequate and itemized record of its financial transactions and shall make available annually to the City Manager or his designee of the City of Torrance, and to all unit employees, within sixty (60) calendar days after the end of its fiscal year, a detailed written financial report thereof in the form of balance sheet and an operating statement, certified as to its accuracy by its president and the secretary -treasurer or corresponding principal officer, or by a certified public account.

SECTION 8.2 DUES CHECKOFF

SECTION 8.3 STEWARDS

ARTICLE 9 - GRIEVANCES

SECTION 9.1 DEFINITION

SECTION 9.2 SCOPE

SECTION 9.3 PROCEDURE

A. First Step: Supervisory Level

1. The employee(s) and/or the representative(s) shall notify the supervisor that he/she/they are bringing a grievance.

If the form is not complete, it will be returned to the employee(s) or representative for completion. The timeline will be extended for five (5) working days to complete this task.

3. The aggrieved employee(s) and/or a representative shall meet with the employee's immediate supervisor.

4. The immediate supervisor may ask for a superior to participate.

6. If a grievance is against a department head, the employee shall appeal in writing to the City Manager.

7. Copies of grievances filed at this level of the grievance procedure will be sent to the president of TLEA Local 1117.

94 TLEA 2025-2028 MOU 36

B. Second Step: Department Head Level

1. The aggrieved employee(s) and/or a representative(s) shall meet and consult with the employee's department head, or City Manager if grievance is against department head.

2. The department head may have the employee's superiors present at such conference.

C. Third Step: City Manager Level

1. The aggrieved employee(s) and/or a representative(s) shall meet and consult with the City Manager or a designee.

2. The City Manager may require the department head to be present at such conference.

3. If grievance is not satisfactorily resolved by the end of the fifth (5th) full working day after being received by the City Manager, the employee may, with the concurrence of TLEA, appeal in writing within ten (10) working days to the City Manager for binding arbitration. If the employee fails to appeal, the grievance shall be considered settled on the basis of the last decision and the grievance shall not be subject to further appeal or reconsideration.

D. Fourth Step: Arbitration

1. As soon as is practicable, and in no case later than ten (10) working days after receipt of an appeal, the City Manager or designee shall request a list of seven (7) names from the American Arbitration Association or State Mediation for list. The City shal l alternate between the American Arbitration Association and State Mediation and Conciliation Service.

3. The decision of the arbitrator shall be final and binding. Such decision shall not add to or otherwise modify the language of this agreement.

4. Cost of arbitration shall be equally shared by the parties.

SECTION 9.4 GENERAL GRIEVANCE PROVISIONS

B. The aggrieved employee(s) and representative(s) shall be allowed reasonable time off to participate in the grievance proceedings without loss of pay for the time so spent. (For the purpose of Workers' Compensation and retirement, any City employee invol ved shall be considered on duty during any grievance procedure.)

95 TLEA 2025-2028 MOU 37
C. A grievance shall be considered untimely if not presented by the employee within thirty (30) calendar days of the alleged grievance or within thirty (30) days of its effect upon the employee in those instances where it is shown that the employee could not reasonably have known of the grievable action.

D. Written grievances shall be on a form provided by the City.

E. Management will notify TLEA -AFSCME of any grievance involving the terms and conditions of this Memorandum of Understanding.

F. The TLEA -AFSCME representative has the right to be present at any formal grievance conference concerning a grievance that directly involves the interpretation or application of the specific terms and provisions of the Memorandum of Understanding.

G. Employees are assured freedom from reprisal for using this grievance procedure.

H. An employee who has initiated a grievance or assisted another employee in initiating and/or processing a grievance shall not in any way be coerced, intimidated or discriminated against.

I. If the City fails to respond within any of the timelines set forth above, the grievant may proceed automatically to the next step.

J. All parties and his/her representative shall participate in good faith at each step of the of the process.

Failure to do so may result in the grievance being denied.

ARTICLE 10 - MISCELLANEOUS
SECTION 10.1 TRAINING

The approval of the expenditure is jointly implem ented by both Management and TLEA. The Human Resources Division is available as a referral for training resources. This amount may be carried over a maximum of two years or $2,000.

C. In addition, there will be a one -time amount added to the contract in the amount of $1,059 to be used for the purchase and distribution to its members the “California Public Employee Relations Program” easy Reference Series Pocket Guides.

Additionally, an annual amount of $1000, shall be budgeted for the purpose of training employees covered by this agreement. The fund may be used for employee training, member relations and other employee enhancement programs. Training funds may also be used for purchasing materials, equipment or paying training personnel. Training or activities must be done during non-work hours, or when employees use leave time to go to training. TLEA-AFSCME Local 1117 will submit invoices to the City itemizing the disburs ement request. The City will have the right to review such disbursement request.

96 TLEA 2025-2028 MOU 38
ARTICLE 11 – NOTICE

SECTION 11.1 NOTICE

A. Notices to City. The address for all notices (hereinafter defined) given by Association to City shall be:

City Manager's Office City of Torrance
3031 Torrance Boulevard
Torrance, CA 90503
Attn: Chief Labor Negotiator
Fax: (310) 618-5891

B. Notices to Association. The address for all Notices, dues payments, written correspondence or any other documents hereunder given by City to Association shall be:

President
AFSCME Local 1117
P.O. Box 444
Torrance, CA 90508
(310) 516-1645

SECTION III SEVERABILITY

If any section, subsection, sentence, clause, or phrase of this Resolution is for any reason held to be invalid or unconstitutional by the decision of any court of competent jurisdiction, such decision shall not affect the validity of the remaining portions of the resolution. The City Council hereby declares that it would have passed this resolution and each section, s ubsection, sentence, clause, or phrase thereof, irrespective of the fact that any one or more sections, subsections, sentences, clauses, or phrases be declared invalid or unconstitutional.

Introduced, approved, and adopted this 22nd day of April 2025

___________________________
George K. Chen
Mayor of the City of Torrance

ATTEST:

Rebecca Poirier, City Clerk

APPROVED AS TO FORM:

PATRICK Q. SULLIVAN

CITY ATTORNEY

By
Tatia Y. Strader
Assistant City Attorney
97 TLEA 2025-2028 MOU 39

ATTACHMENT A

PROCEDURES AND RULES REGARDING LONG TERM DISABILITY PLAN

AND PARTIAL DISABILITY

I. PURPOSE

To provide a uniform approach for administering the City's Long Term Protection Plan.

II. DEFINITIONS

1. "Injury" means bodily injury caused by a non -industrial accident occurring while the employee is employed by the City.

2. "Sickness" means non-industrial sickness or disease-causing loss of employment while the individual is employed by the City.

3. "Total Disability" means the substantial inability or physical incapacity of the employee to engage in his/her regular occupation or an occupation of similar compensation as a result of non -industrial sickness or injury.

5. "Regular Care and Attendance" means observation and treatment to the extent necessary under existing standards of medical practice for the condition causing the disability.

III. BENEFITS UNDER THE CITY PROGRAM

1. Total or Partial Disability:

a. The date of death of the employee;

b. The date benefits have been incurred for the maximum benefit period;

d. The date the employee ceases to be totally or partially disabled;

e. The date specified in a settlement agreement between the employee and the City.

98 TLEA 2025-2028 MOU 40
The employee shall be eligible for benefits as noted below:

Full-time Employment
Two (2) months = Full-time LTD
One (1) month

Full-time Employment
One (1) month
=

Part-time LTD
One (1) month

Part-time Employment
Four (4) months
=

Full-time LTD
One (1) month

Part-time Employment
Two (2) months
=

Part-time LTD
One (1) month

2. Recurrent Disability:

b. If the injured employee resumes the duties of his/her regular occupation for less than one year period of time, the following shall apply:

IV. REDUCTIONS

V. TERMINATION OF COVERAGE

1. The coverage of any employee shall terminate on the earliest of the following dates:

99 TLEA 2025-2028 MOU 41
a. The date the program is terminated by mutual agreement of the employee groups and the City of Torrance;

b.1 The date the employee leaves or is dismissed from the employment of the employer, is retired or leaves the representation groups covered by the Master Resolution.

c. The date of entry of the employee into military service except for temporary duty of 30 days or less.

2. Such termination shall be without prejudice to any pre -existing total disability claim of the employee except as agreed to between the parties in settlement.

VI. EXCLUSIONS

1. The program does not cover disability:

a. Resulting from any intentionally self-inflicted injury;

b. Caused by or resulting from service in the Armed Forces of any country, except for temporary active duty assignments of not more than 30 days.

c. Resulting from any act of war, declared or undeclared;

d. Resulting from participating in or consequence of have participated in the committing of a felony.

1 Monthly benefits may extend beyond the termination date of employment for the maximum benefit period, provided, however, that insurance coverage was in effect at the time the injury/illness was sustained. 100
TLEA 2025-2028 MOU 42

ATTACHMENT B
Catastrophic Leave Program

Purpose

The purpose of this Catastrophic Leave Program is to allow employees to assist another employee during times of personal crisis when serious illness or injury has incapacitated him/her or a family member and the employee is therefore unable to work. It can also be used for employees who suffer catastrophic illness or injury who must undergo intermittent medical treatment such as chemotherapy. This program is solely for employees whose accrued leave balances have been exhausted.

Policy

A catastrophic illness or injury is d efined as a serious health condition which substantially incapacitates an employee or qualifying family member, or which forces the employee or family member to undergo ongoing or lengthy substantial medical treatment. The illness or injury further creates a financial hardship because the employee has or will exhaust all leave time. For the purpose of the Catastrophic Leave Program, qualifying family member shall mean an employee’s parents, stepparents, spouse, registered domestic partner, children and stepchildren.

An employee will not be eligible for catastrophic leave until he/she has exhausted all leave time, including sick leave, vacation, compensatory time and administrative leave.

Donated hours may be used under the following situations:

• To cover the elimination period before short-term and/or long-term disability benefits begin • To supplement short-term and/or long-term disability benefits • To cover the time used on unpaid Family Leave

Catastrophic Leave will be based on the real value of the leave time donated instead of the hour -for-hour past practice.

Procedures / Guidelines for Using Catastrophic Leave

2. Verification of illness or injury of the employee or qualifying family member must be provided in writing by the treating physician on the City provided forms.

4. The period of absence will be determined by the written verification of the employee’s or family member’s physician and will not be based on the number of hours donated.

6. Employees must exhaust all personal leave hours (vacation, sick leave, etc.) prior to using any donated hours.

7. Employees will not accrue vacation, sick leave, or service time while using donated hours.

8. Donated hours may not be converted to cash (“cashed down”).

9. The catastrophic leave bank will be closed and no further donations will be accepted under the following conditions:

• The ill/injured employee returns to work full time, or • The 12 weeks of Family Leave have been exhausted, or
• The ongoing, intermittent treatment program has been completed.

In these cases, any unused donated balances will be returned to the respective donating employees.

10. Any subsequent illness after the close of the bank will require a new request and approval.

Procedures / Guidelines for Donating Hours

1. Employees who wish to donate eligible leave hours must complete a Catastrophic Leave Bank Transfer Authorization form.

2. Donations of Catastrophic Leave hours are made on a voluntary basis.

3. All donated time must be in increments of one hour or more.

4. Donations of leave hours, once used, are irrevocable and become part of the receiving employee’s leave bank.

5. Employees with less than 40 hours of sick leave may not donate sick leave hours. This provision may be waived by the City Manager if a donating employee has given notice of terminating employment with the City and there is a current qualified Catastrophic Leave Bank recipient.

Confidentiality

ATTACHMENT C

REQUEST FOR RELEASE TIME FORM

In accordance with your MOU, the City and the Union have agreed to utilize this form for the use of all release time.

Instructions

Please send a copy of this completed form (e-mail acceptable) to:

1. Your immediate supervisor

2. City Manager designee ([email protected])

3. President, AFSCME Local 1117

Date Form Submitted: ________________________________________________________

Employee Name: ____________________________________________________________

Immediate Supervisor: ________________________________________________________

Department/Division: _________________________________________________________

Release Date(s) Requested: ___________________________________________________

Scheduled Meeting Time(s): ___________________________________________________

Location of Meeting: _________________________________________________________

Purpose (check appropriate box)

¨ Negotiations/Meetings with Management

¨ Hearings

¨ Meetings to Represent Employees

¨ Executive Board Members (TME-TLEA-AFSCME only)

¨ Other (Executive Board Member attendance at New Employee Orientation, Civil Service Commission Meeting, or City Council Meeting)

Employee Signature ___________________________________________________

Supervisor’s Signature _________________________________________________ 103
TME-AFSCME MOU 20253-20284

MEMORANDUM OF UNDERSTANDING
TORRANCE MUNICIPAL EMPLOYEES - AFSCME, LOCAL 1117
(TME-AFSCME)

20253-20284

A MEMORANDUM OF UNDERSTANDING SETTING FORTH THE

HOURS, WAGES AND WORKING CONDITIONS FOR EMPLOYEES REPRESENTED BY TORRANCE MUNICIPAL EMPLOYEES - AFSCME, LOCAL 1117

An agreement of the undersigned representatives of the Torrance Municipal Employees - AFSCME, Local 1117 and the representatives of the City of Torrance (City) that:

The attached Resolution is recommended to the City Council for adoption in its entirety. It covers wages, hours and working conditions for the period starting January April 201, 20253 through June 30, 20284 and was reached through agreement of the undersigned parties.

The parties agree to commence negotiations for a successor MOU in 202 84, so that an agreement can be reached prior to the expiration of this agreement. The City agrees that negotiations will commence within two months of the Union’s request for information, but no earlier than January 1, 20284.

Signed this 22nd 9th day of May April 20253.

Management TME-AFSCME

_____________________________ ____________________________ /s/ Aram ChaparyanIan Dailey /s/David Inez

_____________________________ ____________________________

/s/ Jamie Le /s/Kenny Evans

_____________________________
____________________________

/s/ Robert Castrellon

____________________________
/s/ Bob Adams
____________________________

ATTACHMENT 3
104
TME-AFSCME MOU 20253-20284

RESOLUTION NO. 20253-___

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF TORRANCE SETTING FORTH

HOURS, WAGES AND WORKING CONDITIONS FOR EMPLOYEES REPRESENTED BY THE TORRANCE MUNICIPAL EMPLOYEES–AFSCME, LOCAL 1117, AND REPEALING RESOLUTION NO. 202319-4438

The City Council of the City of Torrance does hereby resolve as follows:

SECTION I

That Resolution No. 202319-4438 is hereby repealed in its entirety.

SECTION II

The following agreement between representatives of Management and the representatives of the Torrance Municipal Employees - AFSCME, Local 1117 is hereby approved in its entirety to read as follows effective April 20, 2025.

105
TME-AFSCME MOU 20253-20284
Table of Contents
ARTICLE 1 - INTRODUCTION ........................................................................................................ 1 SECTION 1.1 PREAMBLE ......................................................................................................... 1 SECTION 1.2 MANAGEMENT RIGHTS .................................................................................... 1 SECTION 1.3 EMPLOYEE RIGHTS .......................................................................................... 1 SECTION 1.4 OBLIGATION TO MEET AND CONFER .............................................................. 1 ARTICLE 2 – COMPENSATION ..................................................................................................... 3 SECTION 2.1 SALARY RANGES AND CLASS TITLES ............................................................ 3 SECTION 2.2 BASE PAY RANGE ............................................................................................. 7 SECTION 2.3 SALARY ADVANCEMENT ................................................................................... 8 SECTION 2.4 RATE ON PROMOTION ...................................................................................... 8 SECTION 2.5 LONGEVITY ......................................................................................................... 8 SECTION 2.6 METHODS OF COMPENSATION ........................................................................ 9 SECTION 2.7 CONTINUITY OF SERVICE ................................................................................ 9 SECTION 2.8 PERMANENT PART-TIME EMPLOYEES ............................................................ 9 ARTICLE 3 - SPECIAL COMPENSATION ...................................................................................... 9 SECTION 3.1 PREMIUMS .......................................................................................................... 9 SECTION 3.2 MOVE-UP ASSIGNMENT ................................................................................. 15 SECTION 3.3 TEMPORARY APPOINTMENT ........................................................................... 17 SECTION 3.4 SUPERVISORY PAY POLICY .......................................................................... 17 SECTION 3.5 NIGHT SHIFT .................................................................................................... 17 SECTION 3.6 WEEKEND SHIFT ............................................................................................. 18 ARTICLE 4 - BENEFITS ................................................................................................................ 18 SECTION 4.1 HOLIDAYS ........................................................................................................ 18 SECTION 4.2 VACATION ........................................................................................................ 20 SECTION 4.3 SICK LEAVE ..................................................................................................... 22 SECTION 4.4 INDUSTRIAL INJURY LEAVE .......................................................................... 24 SECTION 4.5 LEAVES OF ABSENCE .................................................................................... 25 SECTION 4.6 BEREAVEMENT LEAVE ................................................................................... 27 SECTION 4.7 COMPASSIONATE LEAVE .............................................................................. 28 SECTION 4.8 JURY DUTY ...................................................................................................... 28 SECTION 4.9 INSURANCE ..................................................................................................... 29 SECTION 4.10 RETIREMENT ................................................................................................. 35 SECTION 4.11 UNIFORMS ..................................................................................................... 35 SECTION 4.12 TOOL ALLOWANCE ....................................................................................... 37 SECTION 4.13 MEDICAL EXAMINATION/RECHECKS/INOCULATIONS .............................. 37 SECTION 4.14 SAFETY .......................................................................................................... 38 106
TME-AFSCME MOU 20253-20284
SECTION 4.15 DEFERRED COMPENSATION ...................................................................... 40 SECTION 4.16 LICENSES ...................................................................................................... 40 SECTION 4.17 MEMBER RELATIONS ..................................................................................... 40 SECTION 4.18 RELEASE TIME ................................................................................................ 41 ARTICLE 5 - HOURS OF WORK .................................................................................................. 43 SECTION 5.1 NORMAL HOURS OF WORK ........................................................................... 43 SECTION 5.2 LUNCH ........................................................................................................... ... 44 SECTION 5.3 REST BREAKS ................................................................................................... 44 ARTICLE 6 - OVERTIME ............................................................................................................... 44 SECTION 6.1 OVERTIME ....................................................................................................... 44 SECTION 6.2 CALL-OUT ....................................................................................................... 45 ARTICLE 7 - CONDITIONS OF EMPLOYMENT ........................................................................... 46 SECTION 7.1 PROBATIONARY PERIOD ............................................................................... 46 SECTION 7.2 DISCIPLINARY PROVISIONS .......................................................................... 46 SECTION 7.3 TRANSFER ......................................................................................................... 46 SECTION 7.4 LAYOFF PROVISIONS ....................................................................................... 47 SECTION 7.5 INACTIVE STATUS............................................................................................. 49 SECTION 7.6 CLASSIFICATION STUDIES .............................................................................. 49 SECTION 7.7 PERSONNEL FILES ........................................................................................... 51 SECTION 7.8 WORK RULES .................................................................................................... 51 SECTION 7.9 USE OF CITY VEHICLE ..................................................................................... 51 SECTION 7.10 SENIORITY ....................................................................................................... 52 ARTICLE 8 - GRIEVANCES .......................................................................................................... 52 SECTION 8.1 DEFINITION OF GRIEVANCE .......................................................................... 52 SECTION 8.2 SCOPE OF GRIEVANCE PROCEDURE .......................................................... 52 SECTION 8.3 THE GRIEVANCE PROCEDURE ..................................................................... 52 SECTION 8.4 GENERAL GRIEVANCE PROVISIONS ............................................................ 53 SECTION 8.5 STEWARDS ........................................................................................................ 54 ARTICLE 9 - GENERAL ................................................................................................................ 54 SECTION 9.1 SECURITY PROVISIONS ................................................................................... 54 SECTION 9.2. NON-DISCRIMINATION, EQUAL EMPLOYMENT OPPORTUNITY AND DISCRIMINATORY HARASSMENT .......................................................................................... 56 SECTION 9.3 JOB ACTION ..................................................................................................... 56 SECTION 9.4 TRAINING ......................................................................................................... 56 SECTION 9.5 EMPLOYEE RELATIONS LEAVE ..................................................................... 57 SECTION 9.6 CIVIL SERVICE EXAMINATIONS ...................................................................... 57 SECTION 9.7 WELFARE TO WORK ......................................................................................... 57 107
TME-AFSCME MOU 20253-20284
SECTION 9.8 FAMILY-SCHOOL PARTNERSHIP LEAVE ........................................................ 57 ARTICLE 10 - MISCELLANEOUS ................................................................................................. 57 SECTION 10.1 MONTHLY MEETINGS ..................................................................................... 57 ARTICLE 11 – NOTICE ................................................................................................................. 59 SECTION 11.1 NOTICE ............................................................................................................. 59 ATTACHMENT A ........................................................................................................................... 61 ATTACHMENT B ........................................................................................................................... 64 ATTACHMENT C .................................................................................................................. ........ 66 ATTACHMENT D .................................................................................................................. ........ 67 ATTACHMENT E ........................................................................................................................... 68 ATTACHMENT F ........................................................................................................................... 70 ATTACHMENT G .................................................................................................................. ........ 71 ATTACHMENT H .................................................................................................................. ........ 72 Exhibit A ..................................................................................................................... ................... 73 ARTICLE 1 - INTRODUCTION ....................................................................................................................... 1 SECTION 1.1 PREAMBLE ....................................................................................................................... 1 SECTION 1.2 MANAGEMENT RIGHTS ................................................................................................... 1 SECTION 1.3 EMPLOYEE RIGHTS ......................................................................................................... 1 SECTION 1.4 OBLIGATION TO MEET AND CONFER ............................................................................ 1 ARTICLE 2 – COMPENSATION ..................................................................................................................... 3 SECTION 2.1 SALARY RANGES AND CLASS TITLES .......................................................................... 3 SECTION 2.2 BASE PAY RANGE ......................................................................................................... 98 SECTION 2.3 SALARY ADVANCEMENT ............................................................................................. 108 SECTION 2.4 RATE ON PROMOTION ................................................................................................. 108 SECTION 2.5 LONGEVITY ................................................................................................................... 109 SECTION 2.6 METHODS OF COMPENSATION ................................................................................... 109 SECTION 2.7 CONTINUITY OF SERVICE .......................................................................................... 119 SECTION 2.8 PERMANENT PART-TIME EMPLOYEES ..................................................................... 1110 ARTICLE 3 - SPECIAL COMPENSATION ............................................................................................... 1110 SECTION 3.1 PREMIUMS ................................................................................................................... 1110 SECTION 3.2 MOVE-UP ASSIGNMENT ........................................................................................... 1716 SECTION 3.3 TEMPORARY APPOINTMENT ..................................................................................... 1918 SECTION 3.4 SUPERVISORY PAY POLICY ..................................................................................... 1918 SECTION 3.5 NIGHT SHIFT .............................................................................................................. 1919 SECTION 3.6 WEEKEND SHIFT ....................................................................................................... 1919 ARTICLE 4 - BENEFITS ........................................................................................................................... 2019 SECTION 4.1 HOLIDAYS ................................................................................................................... 2019 SECTION 4.2 VACATION ................................................................................................................... 2221 SECTION 4.3 SICK LEAVE ................................................................................................................ 2323 108
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SECTION 4.4 INDUSTRIAL INJURY LEAVE ..................................................................................... 2626 SECTION 4.5 LEAVES OF ABSENCE ............................................................................................... 2727 SECTION 4.6 BEREAVEMENT LEAVE ............................................................................................. 2929 SECTION 4.7 COMPASSIONATE LEAVE ......................................................................................... 2930 SECTION 4.8 JURY DUTY ................................................................................................................. 3030 SECTION 4.9 INSURANCE ................................................................................................................ 3030 SECTION 4.10 RETIREMENT ............................................................................................................ 3635 SECTION 4.11 UNIFORMS ................................................................................................................ 3636 SECTION 4.12 TOOL ALLOWANCE .................................................................................................. 3837 SECTION 4.13 MEDICAL EXAMINATION/RECHECKS/INOCULATIONS ........................................ 3837 SECTION 4.14 SAFETY ..................................................................................................................... 3939 SECTION 4.15 DEFERRED COMPENSATION ................................................................................. 4140 SECTION 4.16 LICENSES ................................................................................................................. 4140 SECTION 4.17 MEMBER RELATIONS ............................................................................................... 4141 SECTION 4.18 RELEASE TIME .......................................................................................................... 4241 ARTICLE 5 - HOURS OF WORK ............................................................................................................. 4443 SECTION 5.1 NORMAL HOURS OF WORK ..................................................................................... 4443 SECTION 5.2 LUNCH ......................................................................................................................... 4544 SECTION 5.3 REST BREAKS ............................................................................................................. 4544 ARTICLE 6 - OVERTIME .......................................................................................................................... 4545 SECTION 6.1 OVERTIME .................................................................................................................. 4545 SECTION 6.2 CALL-OUT .................................................................................................................. 4646 ARTICLE 7 - CONDITIONS OF EMPLOYMENT ...................................................................................... 4746 SECTION 7.1 PROBATIONARY PERIOD .......................................................................................... 4746 SECTION 7.2 DISCIPLINARY PROVISIONS ..................................................................................... 4746 SECTION 7.3 TRANSFER .................................................................................................................... 4747 SECTION 7.4 LAYOFF PROVISIONS ................................................................................................. 4848 SECTION 7.5 INACTIVE STATUS ...................................................................................................... 5049 SECTION 7.6 CLASSIFICATION STUDIES ........................................................................................ 5050 SECTION 7.7 PERSONNEL FILES ..................................................................................................... 5252 SECTION 7.8 WORK RULES ............................................................................................................... 5252 SECTION 7.9 USE OF CITY VEHICLE ............................................................................................... 5352 SECTION 7.10 SENIORITY .................................................................................................................. 5352 ARTICLE 8 - GRIEVANCES ..................................................................................................................... 5352 SECTION 8.1 DEFINITION OF GRIEVANCE .................................................................................... 5352 SECTION 8.2 SCOPE OF GRIEVANCE PROCEDURE .................................................................... 5352 SECTION 8.3 THE GRIEVANCE PROCEDURE ................................................................................ 5352 SECTION 8.4 GENERAL GRIEVANCE PROVISIONS ...................................................................... 5454 SECTION 8.5 STEWARDS .................................................................................................................. 5554 ARTICLE 9 - GENERAL ........................................................................................................................... 5655 109
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SECTION 9.1 SECURITY PROVISIONS ............................................................................................. 5655 SECTION 9.2. NON-DISCRIMINATION, EQUAL EMPLOYMENT OPPORTUNITY AND DISCRIMINATORY HARASSMENT ..................................................................................................... 5756 SECTION 9.3 JOB ACTION ............................................................................................................... 5756 SECTION 9.4 TRAINING .................................................................................................................... 5757 SECTION 9.5 EMPLOYEE RELATIONS LEAVE ............................................................................... 5857 SECTION 9.6 CIVIL SERVICE EXAMINATIONS ................................................................................ 5857 SECTION 9.7 WELFARE TO WORK .................................................................................................. 5857 SECTION 9.8 FAMILY-SCHOOL PARTNERSHIP LEAVE ................................................................. 5858 ARTICLE 10 - MISCELLANEOUS ............................................................................................................ 5958 SECTION 10.1 MONTHLY MEETINGS ............................................................................................... 5958 SECTION 10.2 CONTINUED DISCUSSIONS ...................................................................................... 5958 ARTICLE 11 – NOTICE ............................................................................................................................ 6059 SECTION 11.1 NOTICE ...................................................................................................................... 6059 ATTACHMENT A ...................................................................................................................................... 6261 ATTACHMENT B ...................................................................................................................................... 6564 ATTACHMENT C ...................................................................................................................................... 6766 ATTACHMENT D ...................................................................................................................................... 6867 ATTACHMENT E ...................................................................................................................................... 6968 ATTACHMENT F ...................................................................................................................................... 7170

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ARTICLE 1 - INTRODUCTION
SECTION 1.1 PREAMBLE

The following is the agreement regarding hours, wages and working conditions between the City of Torrance and TME-AFSCME, Local 1117.

Each section of this agreement shall be considered in its entirety and subsections shall be considered only in the context of sections as a wholesections.

SECTION 1.2 MANAGEMENT RIGHTS

The City shall have the exclusive right to determine the mission of each of its departments, commissions, boards and agencies, set levels of services to be performed, direct its employees, exercise control and discretion over its organization and operations and determine the methods, means and personnel by which the City's operations are to be conducted, and the levels of services met, and carry out its mission in emergencies, provided, however, that the exercise of these rights does not preclude employees and their representatives from consulting or raising grievanc es about the practical consequences that decisions on these matters may have on wages, hours and other terms and conditions of employment.

SECTION 1.3 EMPLOYEE RIGHTS

The City shall not hinder or discipline employees for exercising any rights or benefits provided in this agreement or by State or Federal laws or Municipal Code provisions.

The City shall not hinder employees for exercising any right of representation provided by law. Employees covered by this agreement may have a representative present at administrative hearings convened to receive and review all recommendations for disciplinary suspensions, demotions or discharges resulting from misconduct, incompetence, inefficiency, failure to perform duties or to observe the rules and regulations of the department or of the City, and fe lony charges. Employees covered by this agreement may also have a representative present at an investigatory interview which may result in discipline against the employee.

SECTION 1.4 OBLIGATION TO MEET AND CONFER

Although nothing in this agreement shall preclude the par ties from mutually agreeing to meet and confer on any subject within the scope of representation during the term of this agreement, it is understood and agreed that neither party may require the other party to meet and confer on any subject matter covered herein or with respect to any other matter within the scope of representation during the term of this agreement. The parties agree to meet and confer on the items listed in Section below during the term of this agreement. There is no guarantee that any of these items will be implemented during the life of this agreement.

 Holiday Pay Calendar Guide
 Comprehensive Class & Comp
 Uniform Language
 Release Time Language
 Building Maintainer Premiums
 Torrance Municipal Code Changes
 Modifications to Department Work Rules
 Premium Pay for new Computer Program requirements for Storekeeper Classification  Lead Jailer Premium (PSO/PSD Bilingual Pay)
 Transit Work Rules
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 Establish Labor-Management Committee (LMC) to collaboratively explore solutions to the existing gaps between employee benefit contributions, out of pocket expenses, and coverage features. 
 2.3.b Accelerated Step Advancement Language

The City and the Union agree to extend its joint agreement for Supplemental Park Maintenance Contractors, dated September 24, 2024.Supplemental

1. TME-AFSCME acknowledges and agrees to contract temporary supplemental Parks Maintenance Work when all internal resources have been exhausted to address maintenance issues preventing the City from performing regular daily maintenance and projects.

2. Temporary Parks Maintenance Contractors will perform various duties within parks and parks parking lots.

3. The City may contract up to 8 full-time employees for up to three weeks each (or the hourly equivalent) during the following time periods.
a) January 1, 2025, - June 30, 2025
b) July 1, 2025 - December 31, 2025
c) January 1, 2026, - June 30, 2026
d) July 1, 2026 - December 31, 2026

Weeks are not transferable. TME - AFSCME must be notified prior to the start of any contracted work.

4. The City will meet with TME-AFSCME prior to October 1, 2026 to determine if an extension of the Joint Agreement is needed and address any concerns by parties. a) The City may extend the Parks Maintenance Contractor Joint Agreement with approval by TME-AFSCME for the following time periods:
 January 1, 2027, - June 30, 2027
 July 1, 2027- December 31, 2027
 January 1, 2028 – June 30, 2028

5. Continuous efforts to recruit Maintenance Workers must remain active.

6. The City will meet with TME-AFSCME prior to the end of each 3-week work period to determine if an extension for temporary supplemental Parks Maintenance Contractors are needed and address any concerns by parties.

7. The City may extend the supplemental Parks Maintenance Contractors contract with approval by TME-AFSCME.

EXPEDITED MEET AND CONFER

If current staffing levels, due to vacancies, create an inability to provide city services to the community after exhausting overtime opportunities for existing staff in a given division, it triggers an expedited meet and confer for the use of supplemental contract services that may temporarily be utilized under the following provisions:

1. Existing staff in a division shall have overtime made available to minimize impacts to bargaining members in an effort to fulfill the operational needs of service delivery.

2. The use of temporary supplemental contract serv ices shall be allowable in 30-day increments for the following circumstances:
a. While vacancies persist
b. Overtime hours are not sufficient to deliver services to the community

3. The City and TME-AFSCME shall meet at the conclusion of each 30-day period to evaluate the status of recruitment efforts and whether the use of contract services will continue for the upcoming 30-day period to provide service to the community.

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Initial Expedited Meet and Confer:

1. In order to trigger the above meet and confer process, the City shall notify the President of TME- AFSCME, via a written or electronic letter and copy the designated AFSCME Business Representative.

2. TME-AFSCME shall respond within fifteen (15) calendar days if the Union desires to meet and confer.
a. TME-AFSCME will meet no later than twenty-one (21) calendar days from the original notice by the City.
b. TME-AFSCME may provide the City approval to move forward with supplemental contract services via written or electronic letter.

ARTICLE 2 – COMPENSATION

SECTION 2.1 SALARY RANGES AND CLASS TITLES

A. The following salary ranges are assigned to classes covered by this MOU effective January 1April 20, 20253

CRAFTS & TRADES - BASE HOURLY PAY RANGE
Pay Ranges Basis Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Air Condition/Heat
Technician Hourly $32.51 $34.14 $35.85 $37.65 $39.54 $41.52 $43.60 Airport Worker Hourly $24.23 $25.45 $26.73 $28.07 $29.48 $30.96 $32.51 Animal Control Officer** Hourly $25.84 $27.14 $28.50 $29.93 $31.43 Apprentice Relief Bus
Oper/Trn* Hourly $20.94 $21.99
Building Maintainer Hourly $30.28 $31.80 $33.39 $35.06 Building Maintainer, Sr Hourly $35.44 $37.22 $39.09 $41.05 $43.11 Bus Operator Hourly $29.34 $30.81 $32.36 $33.98 $35.68 Cement Finisher Hourly $34.13 $35.84 $37.64 $39.53
Computer Oper Technician Hourly $26.31 $27.63 $29.02 $30.48 $32.01 Custodian Hourly $22.01 $23.12 $24.28 $25.50 $26.78 Custodian, Senior Hourly $28.82 $30.27 $31.79
Electrician Hourly $39.76 $41.75 $43.84
Electrician Helper Hourly $21.48 $22.56 $23.69 $24.88 $26.13 Equipment Attendant Hourly $22.95 $24.10 $25.31 $26.58 $27.91 $29.31 Equipment Operator Hourly $30.95 $32.50 $34.13
Irrigation Systems
Technician Hourly $27.66 $29.05 $30.51 $32.04
Lead Airport Worker Hourly $32.64 $34.28 $36.00 $37.80 $39.69 Lead Maintenance Worker Hourly $30.97 $32.52 $34.15 $35.86 $37.66 $39.55 Lead Ranger Hourly $25.84 $27.14 $28.50 $29.93 $31.43 Maintenance Worker Hourly $24.18 $25.39 $26.66 $28.00 $29.40 113
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Mechanic Hourly $31.29 $32.86 $34.51 $36.24 $38.06
Mechanic, Senior Hourly $38.05 $39.96 $41.96 $44.06
Pest Control Technician Hourly $33.08 $34.74 $36.48 $38.31 Police Services Officer Hourly $26.00 $27.30 $28.67 $30.11 $31.62 $33.21 Public Safety Dispatcher ^^ Hourly $33.02 $34.68 $36.42 $38.25 $40.17 $42.18 $44.29 Public Safety Dispatcher ^ Hourly $30.11 $31.62 $33.21 $34.88 $36.63 $38.47 $40.40 Relief Bus Operator Hourly $25.81 $27.11
Sanitation Equipment
Operator Hourly $29.36 $30.83 $32.38 $34.00
Senior Transit Mechanic Hourly $38.05 $39.96 $41.96 $44.06 Storekeeper Hourly $24.90 $26.15 $27.46 $28.84 $30.29 $31.81 $33.41 Storekeeper, Auto Parts Hourly $27.10 $28.46 $29.89 $31.39 $32.96 $34.61 Telecommunications Tech Hourly $32.44 $34.07 $35.78 $37.57 $39.45 Traffic Painter Hourly $29.51 $30.99 $32.54
Traffic Signal Technician Hourly $35.95 $37.75 $39.64 $41.63 $43.72 Transit Dispatcher Hourly $37.43 $39.31 $41.28
Transit Equipment
Attendant Hourly $22.95 $24.10 $25.31 $26.58 $27.91 $29.31 Transit Mechanic Hourly $31.29 $32.86 $34.51 $36.24 $38.06 Tree Trimmer Hourly $28.38 $29.80 $31.29
Wastewater Technician Hourly $32.75 $34.39 $36.11 $37.92 Water Service Intern Hourly $25.33 $26.60 $27.93 $29.33 Water System Operator I Hourly $33.94 $35.64 $37.43 $39.31 Water System Operator II Hourly $37.43 $39.31 $41.28 $43.35 Water System Operator III Hourly $43.34 $45.51 $47.79 $50.18 Welder, Senior Hourly $32.35 $33.97 $35.67 $37.46 $39.34 $41.31 Wireless Technician Hourly $38.65 $40.59 $42.62 $44.76 $47.00

* This is an at-will classification. Advancem ent to Step 2 is contingent on completion of the training program within three month s of hire.

Employees in this classification are not eligible for benefits besides one-party health insurance per Section 4.9 . Employees in this classification are not eligible to receive City-paid dental and vision insurance. ** Not eligible for longevity.

^ Public Safety Dispatcher on 3/13.3-hour schedule
Employees currently employed as Public Safety Dispatchers who are working the 3/13.3-hour schedule as of April 20, 2025 may continue to be governed by this schedule for the duration of their employment, notwithstanding any future changes to scheduling policies. This provision is specific to those employees and shall not apply to new hires or future scheduling decisions. ^^ Public Safety Dispatcher on 3/ 12-hour schedule with 8-hour buy back Effective April 20, 2025 Newly hired employees in the position of Public Safety Dispatcher shall be required to work a 3/12-hour schedule with an 8-hour buy-back every other week. This scheduling structur e shall apply to all Public Safety Dispatchers hired on or af ter April 20, 2025.

Classification entitled to receive PERS retirement benefits and one-party health insurance per Section 4.9, no other benefits. When an RBO reaches Step 2, he/she shall be eligible to receive City-paid dental, and vision insurance. ^ Step advancement shall be subject to a recommendation of the Department Head and concurrence of the City Manager based on a satisfactory performance evaluation

 Custodian: Crosswalk updown 1 step; Incumbents at current top step awarded new top step if at current top step greater than 12 months
 Sr. Custodian: Crosswalk updown 1 step; Incumbents at current top step awarded new top step if at current top step greater than 12 months
 Lead Airport Worker: Crosswalk updown 1 step; Incumbents at current top step awarded new top step if at current top step greater than 12 months.
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 Maintenance Worker: Crosswalk down 3 steps; Incumbents at current top step awarded new top step if at current top step greater than 12 months (we need clarification re crosswalk 3 steps-KW/RC)

B. The following salary ranges are assigned to classes covered by this MOU

Eeffective May 7Julanuary 12, 20263

Pay Ranges Basis Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Air Condition/Heat Technician Hourly $33.73 $35.42 $37.20 $39.06 $41.02 $43.08 $45.24 Airport Worker Hourly $25.14 $26.40 $27.72 $29.11 $30.57 $32.10 $33.71 Animal Control Officer** Hourly $26.81 $28.16 $29.57 $31.05 $32.61 Apprentice Relief Bus
Oper/Trn* Hourly $21.73 $22.82
Building Maintainer Hourly $31.42 $33.00 $34.65 $36.39 Building Maintainer, Sr Hourly $36.77 $38.61 $40.55 $42.58 $44.71 Bus Operator Hourly $30.45 $31.98 $33.58 $35.26 $37.03 Cement Finisher Hourly $35.41 $37.19 $39.05 $41.01
Computer Oper Technician Hourly $27.30 $28.67 $30.11 $31.62 $33.21 Custodian Hourly $22.84 $23.99 $25.19 $26.45 $27.78 Custodian, Senior Hourly $29.91 $31.41 $32.99
Electrician Hourly $41.26 $43.33 $45.50
Electrician Helper Hourly $22.29 $23.41 $24.59 $25.82 $27.12 Equipment Attendant Hourly $23.82 $25.02 $26.28 $27.60 $28.98 $30.43 Equipment Operator Hourly $32.12 $33.73 $35.42
Irrigation Systems Technician Hourly $28.70 $30.14 $31.65 $33.24 Lead Airport Worker Hourly $33.87 $35.57 $37.35 $39.22 $41.19 Lead Maintenance Worker Hourly $32.14 $33.75 $35.44 $37.22 $39.09 $41.05 Lead Ranger Hourly $26.81 $28.16 $29.57 $31.05 $32.61 Maintenance Worker Hourly $25.09 $26.35 $27.67 $29.06 $30.52 Mechanic Hourly $32.47 $34.10 $35.81 $37.61 $39.50
Mechanic, Senior Hourly $39.48 $41.46 $43.54 $45.72
Pest Control Technician Hourly $34.33 $36.05 $37.86 $39.76 Police Services Officer Hourly $26.98 $28.33 $29.75 $31.24 $32.81 $34.46 Public Safety Dispatcher ^^ Hourly $34.26 $35.98 $37.78 $39.67 $41.66 $43.75 $45.94 Public Safety Dispatcher ^ Hourly $31.24 $32.81 $34.46 $36.19 $38.00 $39.90 $41.90 Relief Bus Operator Hourly $26.78 $28.12
Sanitation Equipment
Operator Hourly $30.47 $32.00 $33.60 $35.28
Senior Transit Mechanic Hourly $39.48 $41.46 $43.54 $45.72 Storekeeper Hourly $25.84 $27.14 $28.50 $29.93 $31.43 $33.01 $34.67 Storekeeper, Auto Parts Hourly $28.12 $29.53 $31.01 $32.57 $34.20 $35.91 Telecommunications Tech Hourly $33.66 $35.35 $37.12 $38.98 $40.93 Traffic Painter Hourly $30.62 $32.16 $33.77
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Traffic Signal Technician Hourly $37.30 $39.17 $41.13 $43.19 $45.35 Transit Dispatcher Hourly $38.84 $40.79 $42.83
Transit Equipment Attendant Hourly $23.82 $25.02 $26.28 $27.60 $28.98 $30.43 Transit Mechanic Hourly $32.47 $34.10 $35.81 $37.61 $39.50 Tree Trimmer Hourly $29.45 $30.93 $32.48
Wastewater Technician Hourly $33.98 $35.68 $37.47 $39.35 Water Service Intern Hourly $26.28 $27.60 $28.98 $30.43 Water System Operator I Hourly $35.22 $36.99 $38.84 $40.79 Water System Operator II Hourly $38.84 $40.79 $42.83 $44.98 Water System Operator III Hourly $44.97 $47.22 $49.59 $52.07 Welder, Senior Hourly $33.57 $35.25 $37.02 $38.88 $40.83 $42.88 Wireless Technician Hourly $40.10 $42.11 $44.22 $46.44 $48.77

* This is an at-will classification. Advanc ement to Step 2 is contingent on completion of the training program within three months of hire. ** Not eligible for longevity.
^ Public Safety Dispatcher on 3/13.3-hour schedule
Employees currently employed as Public Safety Dispatchers who are working the 3/13.3-hour schedule as of April 20, 2025 may continue to be governed by this schedule for the duration of their employment, notwithstanding any future changes to scheduling policies. This provision is specific to those employees and shall not apply to new hires or future scheduling decisions. ^^ Public Safety Dispatcher on 3/ 12-hour schedule with 8-hour buy back Effective April 20, 2025 Newly hired employees in the position of Public Safety Dispatcher shall be required to work a 3/12-hour schedule with an 8-hour buy-back every other week. This scheduling structure shall apply to all Public Safety Dispatchers hired on or after April 20, 2025.
* This is an at-will clas sification. Advancement to Step 2 is contingent on co mpletion of the training program within three mon ths of hire.

Employees in this classification are not eligible for benefits besides one-party health insurance per Section 4.9. Employees in this classification are not eligible to receive City-paid dental and vision insurance. ** Not eligible for longevity.

C. The following salary ranges are assigned to classes covered by this MOU

Effective Julanuary 11, 2027
Pay Ranges Basis Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Air Condition/Heat
Technician Hourly $34.92 $36.67 $38.51 $40.44 $42.47 $44.60 $46.83 Airport Worker Hourly $26.02 $27.33 $28.70 $30.14 $31.65 $33.24 $34.91 Animal Control Officer** Hourly $27.75 $29.14 $30.60 $32.13 $33.74 Apprentice Relief Bus
Oper/Trn* Hourly $22.50 $23.63
Building Maintainer Hourly $32.52 $34.15 $35.86 $37.66 Building Maintainer, Sr Hourly $38.06 $39.97 $41.97 $44.07 $46.28 Bus Operator Hourly $31.52 $33.10 $34.76 $36.50 $38.33 Cement Finisher Hourly $36.65 $38.49 $40.42 $42.45
Computer Oper Technician Hourly $28.26 $29.68 $31.17 $32.73 $34.37 Custodian Hourly $23.64 $24.83 $26.08 $27.39 $28.76 Custodian, Senior Hourly $30.96 $32.51 $34.14
Electrician Hourly $42.71 $44.85 $47.10
Electrician Helper Hourly $23.08 $24.24 $25.46 $26.74 $28.08 Equipment Attendant Hourly $24.66 $25.90 $27.20 $28.56 $29.99 $31.49 Equipment Operator Hourly $33.25 $34.92 $36.67
Irrigation Systems Technician Hourly $29.71 $31.20 $32.76 $34.40 Lead Airport Worker Hourly $35.06 $36.82 $38.67 $40.61 $42.65 Lead Maintenance Worker Hourly $33.27 $34.94 $36.69 $38.53 $40.46 $42.49 Lead Ranger Hourly $27.75 $29.14 $30.60 $32.13 $33.74 Maintenance Worker Hourly $25.97 $27.27 $28.64 $30.08 $31.59 Mechanic Hourly $33.61 $35.30 $37.07 $38.93 $40.88
Mechanic, Senior Hourly $40.87 $42.92 $45.07 $47.33
Pest Control Technician Hourly $35.54 $37.32 $39.19 $41.15 116
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Police Services Officer Hourly $27.93 $29.33 $30.80 $32.34 $33.96 $35.66 Public Safety Dispatcher ^^ Hourly $35.46 $37.24 $39.11 $41.07 $43.13 $45.29 $47.56 Public Safety Dispatcher ^ Hourly $32.34 $33.96 $35.66 $37.45 $39.33 $41.30 $43.37 Relief Bus Operator Hourly $27.72 $29.11
Sanitation Equipment
Operator Hourly $31.54 $33.12 $34.78 $36.52
Senior Transit Mechanic Hourly $40.87 $42.92 $45.07 $47.33 Storekeeper Hourly $26.75 $28.09 $29.50 $30.98 $32.53 $34.16 $35.87 Storekeeper, Auto Parts Hourly $29.11 $30.57 $32.10 $33.71 $35.40 $37.17 Telecommunications Tech Hourly $34.84 $36.59 $38.42 $40.35 $42.37 Traffic Painter Hourly $31.70 $33.29 $34.96
Traffic Signal Technician Hourly $38.61 $40.55 $42.58 $44.71 $46.95 Transit Dispatcher Hourly $40.20 $42.21 $44.33
Transit Equipment Attendant Hourly $24.66 $25.90 $27.20 $28.56 $29.99 $31.49 Transit Mechanic Hourly $33.61 $35.30 $37.07 $38.93 $40.88 Tree Trimmer Hourly $30.49 $32.02 $33.63
Wastewater Technician Hourly $35.17 $36.93 $38.78 $40.72 Water Service Intern Hourly $27.20 $28.56 $29.99 $31.49 Water System Operator I Hourly $36.46 $38.29 $40.21 $42.23 Water System Operator II Hourly $40.20 $42.21 $44.33 $46.55 Water System Operator III Hourly $46.55 $48.88 $51.33 $53.90 Welder, Senior Hourly $34.75 $36.49 $38.32 $40.24 $42.26 $44.38 Wireless Technician Hourly $41.51 $43.59 $45.77 $48.06 $50.47 * This is an at-will classification. Advanc ement to Step 2 is contingent on completion of the training program within three months of hire. ** Not eligible for longevity.
^ Public Safety Dispatcher on 3/13.3-hour schedule
Employees currently employed as Public Safety Dispatchers who are working the 3/13.3-hour schedule as of April 20, 2025 may continue to be governed by this schedule for the duration of their employment, notwithstanding any future changes to scheduling policies. This provision is specific to those employees and shall not apply to new hires or future scheduling decisions. ^^ Public Safety Dispatcher on 3/12-hour schedule with 8-hour buy back Effective April 20, 2025 Newly hired employees in the position of Public Safety Dispatcher shall be required to work a 3/12-hour schedule with an 8-hour buy-back every other week. This scheduling structure shall apply to all Public Safety Dispatchers hired on or after April 20, 2025.
***Classification entitled to receive PERS retirement benefits and one-party health insurance per Section 4.9, no other benefits. When an RBO reaches Step 2, he/she shall be eligible to receive City-paid dental, and vision insurance.

^ Step advancement shall be subject to a recommendation of the Department Head and concurrence of the City Manager based on a satisfactory performance evaluation

 Equipment Attendant: Incumbents at current top step awarded new top step if at current top step greater than 12 months  Lead Airport Worker: Crosswalk up 1 step; Incumbents at cu rrent top step awarded new top step if at current top step greater than 12 months
 Lead Maintenance Worker: Incumbents at current top step awarded new top step if at current top step greater than 12 months
 Maintenance Worker: Incumbents at current top step awarded new top step if at current top step greater than 12 months  Police Services Officer: Incumbents at current top step aw arded new top step if at current top step greater than 12 months
 Public Safety Dispatcher: Crosswalk down 1 step
 Senior Transit Mechanic: Incumbents at current top step crosswalk down 1 step  Storekeeper: Incumbents at current top step move up one step if at current t op step greater than 12 months or move up two steps if at current step greater than 24 months
 Storekeeper, Auto Parts: Incumbents at current top step move up one step if at current top step greater than 12 months or move up two steps if at current step greater than 24 months  Transit Equipment Attendant: Incumbents at current top step awarded new top step if at current top step greater than 12 months
 Welder, Senior Crosswalk up 1 step; Incumbents at current top step awarded new top step if at current top step greater than 12 months

SECTION 2.2 BASE PAY RANGE

A. Definition
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The base pay range shall be the actual hourly rate of pay for a particular classification without consideration of any premiums, longevity or extraordinary compensation as shown in Section 2.1.

B. Starting Pay Ranges

Original appointment shall normally be made at the first step of the base pay range. Upon recommendation of the Department Head, and approv al of the City Manager, initial compensation may be at a higher step within the base pay range of the class, based on the outstanding and unusual character of the employee's experience and ability over and above the qualification requirements specified for the class, or a temporary shortage of applicants for the class involved, provided that, in the latter case, all current employees in the same class involved who are receiving less than the new initial compensation rate shall have their rates of pay adjusted to such rate.

C. Regular Pay

Regular Pay shall be that compensation which is used for calculating PERS contributions and for PERS retirement earnings.

SECTION 2.3 SALARY ADVANCEMENT

A. The base pay step advancement within a pay range shall be on the pay period closest to the anniversary date of required years of employment, to the maximum step of the base pay range.

B. Accelerated Step Advancement

A Department Head may recommend, with the concurrence of the City Manager, early advancement of a basic pay step on the basis of outstanding performance. The accelerated step will affect only the step being granted. Subsequent regular steps shall be given as though no early steps had occurred, unless another early step advancement is recommended.

SECTION 2.4 RATE ON PROMOTION

Whenever an employee is promoted from a class covered by this agreement, the employee shall receive the rate of compensation of the first step of the base pay range for the new classification or the lowest step of the base pay range that provides an increase of five percent (5%) whichever is the higher within the base pay range for the class.

SECTION 2.5 LONGEVITY

A. Crafts and Trades employees covered by this agreement shall receive longevity pay in the following manner, except Public Safety Dispatcher and Animal Control Officer:

1. Beginning with the seventh (7 th) year, two and one-half percent (2½%) over and above base pay.

2. Beginning with the eleventh (11 th) year, five percent (5%) over and above base pay.

3. Beginning with the fifteenth (15 th) year, seven and one-half per cent (7½%) over and above base pay.

4. Beginning with the nineteenth (19th ) year, ten percent (10%) over and above base pay.

5. Longevity pay advancements shall start on the first day of the pay period closest to the anniversary date of the required years of continuous and total employment. 118
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SECTION 2.6 METHODS OF COMPENSATION

Compensation shall be earned on an hourly basis and payments due shall be paid on a bi-weekly basis unless otherwise specified in this agreement. By mutual consent of the parties, more frequent payments and other modifications can be made.

If significant errors on paychecks occur, employees may request from the Finance Department a corrected check outside of the normal payroll cycle.

SECTION 2.7 CONTINUITY OF SERVICE

Service requirements for advancement within the pay range, longevity pay, extended steps, industrial injury leave, long-term disability, holidays and vacation shall be based on continuous and total employment as a regular employee.

A. Leaves of absence without pay of ten (10) working days or less and leaves with pay shall not interrupt continuous employment nor be deducted from total employment.

B. Leaves of absence without pay in excess of ten (10) working days, except for extended military leave, shall be deducted in computing total employment but shall not serve to interrupt continuous employment.

C. All unauthorized absences without leave shall be gr ounds for disciplinary action except where it can be shown that the employee could not respond due to a bona fide emergency (the employee shall not be paid for any such time not worked). Any unauthorized leave in excess of three (3) work days in any calendar month shall be deducted from total employment and may at the discretion of the City Manager interrupt continuity of employment.

SECTION 2.8 PERMANENT PART-TIME EMPLOYEES

Effective June 30, 1991, Pp art-time permanent employees working 20 hours or more per week shall be entitled to all benefits as outlined in the Torrance Municipal Employees, AFSCME, Local 1117, Memorandum of Understanding. Benefits involving accrual of time and moneys shall be one half (½) the amount received by full-time employees (i.e., Section 4.9 Insurance; Section 4.11 Uniforms).

ARTICLE 3 - SPECIAL COMPENSATION
SECTION 3.1 PREMIUMS

A. Employees assigned to work entailing specified duties which require skills and abilities not contemplated in the employee's normal assignments in the areas described in this section shall receive premium pay only while so assigned.

B. Assignment and Reassignments

1. Assignments and reassignments shall be made by the Department Head pursuant to departmental rules and regulations. Such assignments shall be subject to the approval of the City Manager.
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2. Premium pay assignments shall be subject to budget limitations and levels of employment needed.

C. Removal of employees from premium pay assign ments for disciplinary reasons, incompetence or the abolishing of positions shall be preceded by notice to employee organization representatives with the intent of precluding unfair actions.

D. Designated Assignments

1. Park Construction Work

Any Maintenance Worker and/or Lead Maintenance Worker assigned to duties on the Park Construction Crew under the assignment of the Lead Maintenance Worker and entailing craft level skilled trades shall be paid a premium of seventy-five cents (75¢) per hour.

2. Pest Control Technician Helper Assignment

A Maintenance Worker assigned to the Park Spraying Crew as a helper shall be paid a premium of seventy-five cents (75¢) per hour while so assigned.

3. Tire Technician Assignment

The Equipment Attendants primarily assigned to heavy duty tire work shall be paid a premium of seventy-five cents (75¢) per hour while so assigned.

4. Sprinkler and Backflow Assignment

a. This position is necessary to handle the large increase in the highly technical repair of automatic sprinkler system controllers, valves, and rotary heads, plus the testing and repairing of backflow prevention devices. The person who receives the seventy-five cents (75¢) per hour premium pay must have a valid Certificate of Competence issued by the Los Angeles County Health Officer certifying to the ability to test backflow devices. The premium pay would only be paid to the Water System Operator I while so assigned to assist the Water System Operator I (working title - Irrigation System Technician) who is regularly assigned to Irrigation Systems. A minimum of two (2) positions will be assigned to assist. The Department Head may increase the number of positions based on operational demand.

b. Water System Operator I’s will be given an interest form to be considered for the assignment.

All interested Water System Operator I’s will be interviewed internally and, if accepted, will be rotated to assist.

5. Lead Jailer Assignment

The Police Services Officer assigned to the jail/front desk to provide lead control and review of work completed shall receive $1.25 per hour premium pay while so assigned.

6. Police Services Officers assigned to the Jail/Front Desk shall receive seventy-five cents (75 ¢) per hour premium pay while so assigned. Upon the approval of the Police Department of the eligibility of an employee to receive bilingual pay, eligible Police Services Officers assigned to the front desk or jail shall receive a $50 per month premium while so assigned. The Police Department will arrange testing through the Torrance Police Department Bilingual Program.

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7. Police Services Officers and Animal Control Offi cers who are required to provide training for new employees shall receive a premium pay of fifty cents (50¢) per hour while so assigned.

8. Senior Water Quality Inspector Assignment

The Water System Operator III who possesse s the Cross Connection Control Specialist Certificate and who is assigned the coordinative responsibilities for water quality control shall receive a seven and one-half percent (7½%) premium while so assigned. The incumbent who receives this premium may use the working title Senior Water Quality Inspector.

9. Mechanics and Senior Mechanics

a. A premium of 50¢ per hour shall be given to all Mechanics and Senior Mechanics who are in possession of a license from the State of California certifying completion of Smog Inspection License.

b. A premium of 20¢ per hour shall be given to all Equipment Attendants, Mechanics and Senior Mechanics who are in possession of a license from the State of California or ASE certificate certifying completion of a Lamp Adjustment License.

c. A premium of 20¢ per hour shall be given to Equipment Attendants, Mechanics and Senior Mechanics who are in possession of a license from the State of California or ASE certificate certifying completion of a Brake Adjustment License.

10. Fire Apparatus Mechanic

a. Four Sr. Mechanics, in Fleet Services, who have qualified in a departmentally approved course of study on aerial ladders and pumps unique to fire apparatus equipment, or Sr.

Mechanics who are continuing their education in a departmentally approved course of study on equipment unique to fire apparatus shall receive a premium of 5%. The Department Head shall approve no more than four Sr. Mechanics at any one time to receive the 5% premium as outlined in this paragraph.

b. The Sr. Mechanic whose primary work assignment is the fire apparatus stall shall receive a premium of 15% while so assigned. When the Sr. Mechanic normally assigned to the fire apparatus stall is absent, or when the workload so dictates, other Sr. Mechanics who have been certified capable by the Department Head shall receive the premium while so assigned.

c. Any participant in the fire apparatus premium program as noted in Section 10.a above will be approved for assignment based on class seniority in the department and by Department Head’s certification of ability to perform the duties.

11. A premium of 2.5% shall be given to the Auto Parts Storekeeper in Transit for supervision of the warehouse.

12. A premium of 5% for Equipment Attendants in Transit for duties relating to city inspections as well as other vehicle inspection duties. A premium of 5% for Equipment Attendants in Fleet Services for duties relating to city inspections as well as other vehicle inspections. (Premium for Equipment Attendants in Fleet Services is for duties specifically related to inspections while so assigned and is effective January 1, 2008).

13. Bus Operators, Relief Bus Operators and Transit Dispatchers are eligible to receive a 2% premium for the completion of a course and test in customer relations. The test will be 121
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administered no earlier than six months from the date of hire or promotion into the classification and no later than 12 months from the date of hire or promotion into the classification.

14. Wireless Technician
A premium of 5% shall be given upon documentation the FCC General Radiotelephone Operator License is achieved.

15. Telecommunications Technician
A premium of 5% shall be given upon documentation that Certified Telecommunications Network Specialist (5) is achieved.

16. Water Certification Premiums
a. Water System Operator I
i. Upon documentation that Water Distribution License Grade 2 is achieved (2½%). ii. Upon documentation that Water Distribution License Grade 3 is achieved (2½%).

b. Water System Operator II
i. Upon documentation that Water Distribution License Grade 3 is achieved (2½%). ii. Upon documentation that Water Treatment Operator License Grade 1 or 2I is achieved (2½%).
c. Water System Operator III
i. Upon documentation that Water Distribution License Grade 4 is achieved (3%). ii. Upon documentation that Water Distribution License Grade 5 is achieved (3½%).

d. Water Plant Operator Assignment
i. Public Works Water System Operator III’s assigned as operator to the Goldsworthy Desalination Plant or other City water production facilities shall receive a seven- and-
one-half percent (7½%) assignment pay. The incumbent who receives this assignment pay may use the working title Water Plant Operator.

ii. Water System Operator III’s will be giv en an interest form to be considered for the assignment. All interested Water System Operator III's will be interviewed internally and, if accepted, will be required to pass a competency test.

1. The competency test may be given annually or at a minimum of every two years.

The test must be passed with a score of 70% or better and will contain both written and practical components.

2. Test topics may include membrane replacement, clean in place procedures, safe handling of chemicals, pump operations, and/or any related topic to plant operations.

3. A minimum of two (2) positions will be assigned to the Water Plant and or other City water production facilities. The Department Head may increase the number of positions based on operational demand subject to employee passing the competency test. The Water Plan Operator Assignment pay will be effective upon parties reaching agreement on the format of the competency exam.

17. Custodians who work in the Civic Center Library on those designated Sundays during which the library is open during the school year shall be eligible for a “Sunday differential premium” of 10% for work on that day. This is in addition to normal overtime pay per Section 6.1. 122
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18. Public Safety Dispatchers
a. Upon proof of certification shall receive a 5% premium for acquiring and maintaining an Emergency Medical Dispatch (EMD) Certificate. This premium shall be suspended 60 days from expiration of certification and will not be reinstated until the employee provides proof of current certificate.

b. Upon proof of certification shall receive a 5% premium for acquiring and maintaining a Peace Officers Standards and Training Dispatch (POST) Certificate. This premium shall be suspended 60 days from expiration of certification and will not be reinstated until the employee provides proof of current certificate.

c. Upon approval of the Police department of the eligibility of an employee to receive bilingual pay, the eligible employee shall receive $50 per month.

d. Public Safety Dispatchers shall receive a 5% premium for training while so assigned .. (we need to later meet and confer w them on how many they will have designated to be assigned)

e. A Public Safety Dispatcher assigned to the role of Lead Dispatch shall receive a 5% premium for serving in a Lead capacity. This may be done on a regular and/or an overtime shift. The 5% premium applies to both regular and overtime shifts when the employee is assigned to the Lead Dispatch role for the duration of the shift. If an employee works overtime and is assigned the Lead Dispatch role, the premium will be applied to the overtime hours as well. The Public Safety Dispatcher assigned Lead Dispatch will be responsible for overseeing the shift's operational needs, including but not limited to, coordination of communications and ensuring the proper coverage of calls and response protocols.

Selection of employees shall be made on a day-to-day basis, based on the bid schedule, to provide sufficient and appropriate coverage at the discretion of the Division Manager.

Selection of employees shall be made on a day-to-day basis, based on the deployment cycle, to provide adequate shift coverage in line with operational requirements. The Division Manager will ensure that the assignment of the Lead Dispatch role is rotated fairly among qualified employees, considering experience, qualifications, and operational needs, to ensure equitable distribution of both the responsibilities and premium compensation..

19. Commercial Driver’s License Stipend
Employees in the classification of Maintenance Worker who are required by their Department Head to maintain a California Commercial Driver’s License Class A or Class B shall be paid a stipend of $125 each six (6) months of employment payable during June and December of each year. Employees who are on the payroll effective the first pay period in June and December will be eligible for such benefit. Maintenance Workers and Water System Operator I’s who are not required to maintain a California Commercial Driver’s License Class A or Class B will qualify for the premium if they possess and maintain the appropriate license and receive approval from their Department Head. Employees in other job classifications may be added to this section if proposed by either party and agreement of the added benefit is reached jointly both the Union and Management.

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20. Collection System Maintenance Certificate
a. Wastewater Technicians who possess and maintain a Collection System Maintenance Grade 1 Certificate shall receive a 2.5% premium as designated.

b. Wastewater Technicians who possess and maintain a Collection System Maintenance Grade 2 Certificate shall receive a 5% premium as designated (to a maximum of 5% for the Collection System Maintenance Certificate).

c. Wastewater Technicians who possess and maintain a Collection System Maintenance Grade 3 Certification shall receive a 7.5% premium as designated.

d. Wastewater Technicians who possess and maintain a Collection System Maintenance Grade 4 Certificate shall receive a 10% premium as designated (to a maximum of 10% for the Collection System Maintenance Certificate).

21. Qualified Applicator Certification
a. The Pest Control Technician who possesses a valid Qualified Applicator Certification shall receive a 2.5% premium. This will only be utilized so long as the State program requires a Qualified Applicator Certificate for spraying State and Federally restricted materials.

b. The Lead Maintenance Worker assigned to the Sea Air Golf Course who possesses a valid Qualified Applicator Certification shall receive a 2.5% premium. This will only be utilized so long as the State program requires a Qualified Applicator Certificate for spraying State and Federally restricted materials.

22. Traffic Signal Technicians who possess and maintain a Traffic Signal Level II Certification – Signal Electrician Field issued by the International M unicipal Signal Association shall receive a 2.5% premium as designated.

23. Irrigation Systems Assignment
Water System Operator I that is regularly assigned to Irrigation Systems shall receive a two and one-half percent (2½%) premium will so assigned. The incumbent who receives this premium may use the working title Irrigation Systems Technician.

24. Backflow Prevention Device Tester Certification
a. Water System Operator I assigned to Irrigat ion Systems assignment who possesses valid certification as a Backflow Prevention Device Tester from Los Angeles County Department of Health Services shall receive a two- and one-half percent (2½%) premium.

b. An additional two (2) Water System Operator I incumbents will be eligible to receive the premium for certification and are designated to assist as reflected under Section 3.1(D)4. The Department Head may increase the number of positions based on operational demand.

25. Park Services Supervisor, Pest Control Technician, and Lead Maintenance Worker Premiums a. The Park Services Pest Control Technician who provides training and technical guidance to Lead Maintenance Workers who assist with the application of pesticides shall receive a $1.00 per hour premium. The $1.00 per hour premium will be for the full shift.

b. The Lead Maintenance worker who assists Qualified Applicators with the application of pesticides shall receive a $1.00 per hour premium. The $1.00 per hour premium will be for the full shift. This will only be utilized so long as the California Department of Pest Control Regulations or other State regulatory agency requires a Qualified Applicator Certificate for applying pesticides.
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c. The assisting Lead Maintenance Worker shall not handle pesticide classified as Restricted Use Materials.

d. Training, handling and application of pesticide shall be done In accordance with Title 3.

Division 6 of the California Code of Regulations and all PPE will be provided by the Park Services Division.

26. Maintenance Workers working in Wastewater Premiums

a. Maintenance Workers working in Wastewater who possess and maintain a Collection System Maintenance Grade 1 Certificate shall receive a 2.5% premium as designated.

b. Maintenance Workers working in Wastewater who possess and maintain a Collection System Maintenance Grade 2 Certificate shall receive a 5% premium as designated.

c. Maintenance Workers working in Wastewater who possess and maintain a Collection System Maintenance Grade 3 Certificate shall receive a 7.5% premium as designated (to a maximum of 7.5% for the Collection System Maintenance Certificate).

27. Mowing Premium
a. Maintenance Worker(s) who volunteer to assist with mowing using riding mowers shall receive a $1/hour premium.

b. The $1/hour premium received by employees would apply to total hours worked during a mowing shift.

c. Signing up for the mowing assignment will be on a voluntary basis only. If several employees sign
up, the same selection process that is used for Move Up per the MOU will be used for this assignment.

SECTION 3.2 MOVE-UP ASSIGNMENT

A. Objective

The objective of this section is to provide an equitable manner of paying employees for work done and responsibilities assumed when an employee is moved up to a higher classification during a temporary absence of another employee.

B. Assignment

1. When an employee is temporarily absent from his/her job, another employee may be assigned by the Department Head or his/her designee to do the work of the absent employee.

2. The assigned employee need not possess the minimum qualifications for the position of the absent employee.

3. An employee with a below standard evaluation the preceding six (6) month period will not be considered (except where the performance evaluation is being formally appealed). In the absence of a performance evaluation for this period, the employees performance evaluation shall be considered standard. For purposes of this section. For purposes of this section, the employee's 125
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performance shall be considered standard if they have not received an evaluation for more than year.

4. The Department Head may permit the position to remain temporarily vacant, if, in his/her opinion, the public health, welfare and safety are not jeopardized.

5. An employee may decline a move-up assignment subject to Subsection E(1) Priority 1 and Priority 2 below.

C. Duration of Assignment

Any employee moved up pursuant to this Section shall remain in the higher class until the incumbent returns to duty, subject to the following conditions:

1. Each such assignment shall not exceed duration of ninety (90) days.

2. If the work is not performed in a satisfactory manner, the Department Head may remove the employee who has moved up and move-up another employee to replace him/her or leave the position unfilled.

D. No Probationary Period Credit

Time served by an employee assigned to a higher class under the provisions of this Section shall not be credited toward that employee's probationary period in the higher class.

E. Priority for Move-up Assignment

1. Move-up will be done on a seniority rotational basis as follows:

 Priority 1

If a current non-expired Civil Service list exists, priority will be given to those employees in the same Division regularly employed in a lower classification who are on the list. Offers will be made in the order the employees are ranked on the list.

 Priority 2

If no current, non-expired Civil Service list exists, or the move-up cannot be filled using Priority 1, priority will be given to those regularly employed in the next lower classification on a seniority basis.

 Priority 3

In bona fide emergency situations, and when no volunteers are found using Priorities 1 and 2, move-up assignments may be mandatory through an inverse seniority assignment within that class, or can be made through the next lower classification at the sole discretion of the Department Head or his/her designee.

2. For all move-up opportunities of more than fourteen (14) consecutive days, departments may use more than one person to fill the vacant position using this seniority rotational system.

3. Employees will indicate their preference for being contacted for move-ups by filing a “move-up interest form” with their Division. This form will allow employees to freeze their name for all move- up opportunities, or to indicate communication preferences regarding move-up opportunities. In 126
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absence of a form on file, employees will be assumed to be interested in move-up opportunities, but will only be contacted while on duty using accepted City communication methods such as email, city radio, telephone or face to face.

F. Absence of Moved Up Employees

If a moved up employee is absent, another employee may be assigned during such absence, subject to all provisions of this Section.

G. Acting Department Heads

If a subordinate is not required by class specification to take charge of the department in the absence of the Department Head, the employee shall be paid during all such move-up assignments five percent (5%) over and above base salary pay, provided, however, that if the temporary absence of the Department Head continues in excess of thirty (30) consecutive days, the employee shall then be paid at the salary rate of the lowest step for such assigned position which is higher than the current base salary of that employee, to which shall be added earned longevity pay increments.

H. Move-up Pay for Vacant Position

1. Except as provided in Subsection g), an empl oyee moved up pursuant to this Section shall be paid for all days worked in the higher class at a salary rate of the lowest step of the class or the lowest step for such assigned position which will give the employee five percent (5%) more than the current base salary of that employee, whichever is the higher within the base pay range for the class, to which shall be added earned longevity pay increments.

2. For the purpose of this Section, one-half shift shall constitute a day.

3. Any assignment to a higher class of a half shift but less than a full shift requires the prior approval of the City Manager or designee.

4. The Department Head or designee must authorize move-up.

SECTION 3.3 TEMPORARY APPOINTMENT

Employees covered by this MOU will utilize the definition and practice for temporary appointments as outlined by Torrance Municipal Code Section 14.1.16.

SECTION 3.4 SUPERVISORY PAY POLICY

All supervisors covered by this agreement shall be paid at a higher rate than any of their subordinates. A supervisor's salary rate shall be adjusted to that rate which will provide a pay of five (5%) percent higher than any subordinate's base pay (exclusive of special compensation or longevity pay) regardless of the supervisor's length of employment. This section shall not apply to move-up assignments.

SECTION 3.5 NIGHT SHIFT

Night Shift Differential

All full-time employees who are assigned night shifts, shall be paid as follows:

 Swing shift: Five percent (5%) over and above base pay (defined as ½ or more of the shift is worked after 4:00 p.m. )

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 Graveyard shift: Seven and one-half percent (7½%) over and above base pay (defined as ½ or more of the shift is worked after midnight)

SECTION 3.6 WEEKEND SHIFT

Weekend Shift Differential

All employees in the Community Services Depart ment, Park Services Division who are assigned weekend shifts, shall be paid as follows:

 Weekend shift: Five percent (5%) over and above base pay for hours worked on Saturdays and Sundays only.

ARTICLE 4 - BENEFITS

SECTION 4.1 HOLIDAYS

A. For employees covered by this agreement the following days shall be considered holidays with pay:

 New Year's Day
 Martin Luther King Jr. Day
 Lincoln's Birthday
 Washington's Birthday
 Memorial Day
 Independence Day
 Labor Day
 Veterans Day
 Thanksgiving Day
 The Friday directly following Thanksgiving Day
 Last working day prior to Christmas Day
 Christmas Day
 Last working day prior to New Year's Day

B. Employees on a 5/40

When a holiday occurs on a Saturday, the day immediately preceding will be observed as the holiday.

When a holiday occurs on Sunday, the day immediately following will be observed as a holiday. If a holiday falls on any other scheduled day off, the employee shall be scheduled another day off.

C. Holiday Work Pay

Employees shall receive pay as follows:

1. Emergency Work

Emergency work on any of the holidays expressly named in subsection a), shall be compensated as prescribed under Section 6.2 Call-out.

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2. Scheduled Work

 Any employee scheduled to work on a holiday shall be compensated at the rate of one and one-half (1½) times the hourly composite rate. (This is in addition to the regular holiday pay.)  Longevity
 Temporary Appointment
 Night Shift
 Graveyard
 Lead Jailer
 Jail/Front Desk
 Emergency Medical Dispatch
 Peace Officers Standards and Training (POST) Dispatch  Senior Water Quality Inspector
 Customers Relations
 Water Distribution License Grade 4 and 5
 Water Plant Operator
 Qualified Applicator Certification

 All employees whose regular work week incl udes a Saturday and/or Sunday, a Saturday or Sunday holiday shall be compensated at one and ½ times the hourly composite rate.

 Composite rate includes base hourly rate plus specific premium pays.

D. Value of Holidays

1. A holiday shall be the value of the normal work shift - either eight (8), nine (9), or ten (10) hours.

2. If a holiday falls on a 9/80 scheduled day off, the City will close and the employee will accrue nine (9) hours of holiday leave which will be added to the employee’s vacation leave balance. If a holiday falls on a 4/10 scheduled day off, the City will close and the employee will accrue 10 hours of holiday leave which will be added to the employee’s vacation leave balance.

3. If a holiday falls on an eight-hour, nine-hour or ten-hour work day, the City will close, and the employee will receive eight (8), nine (9) or ten (10) hours of holiday pay.

3. 4. For those employees with weekends which consist of a Saturday and Sunday, the following shall apply:

a. If a holiday falls on a Saturday and the prior Friday is an eight (8), nine (9) or ten (10) hour work day in which the employee is scheduled to work, the City will close and the employee will be off work with eight (8), nine (9) or ten (10) hours holiday pay depending on their normal work shift.

b. If the holiday falls on a Saturday and the Fri day before is the employee's 9/80 or 4/10 scheduled day off, the City will close on Friday and the employee will accrue eight (8), nine (9), or ten (10) hours holiday leave which will be added to the employee's vacation leave balance. Section 4.1.D.3 also applies

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c. If a holiday falls on a Sunday, the Monday following will be observed, the City will close, and the employee will be off work and receive eight (8), nine (9) or ten (10) hours of holiday pay depending on their normal work shift.

5. For those employees whose regularly scheduled weekends are other than Saturday and Sunday, the following shall apply:

a. If the holiday falls on any scheduled day off, the employee shall receive eight (8), nine (9) or ten (10) hours vacation leave.

6. If an employee is required to work a holiday specified in the employee's Memorandum of Understanding, the MOU language governing holiday worked will be used for computation of pay.

7. If an employee is scheduled to work on an actual calendar holiday which is not a City observed holiday date, he/she will be paid at time and one half for work on the actual holiday. In addition, he/she will receive eight (8), nine (9) or ten (10) hours holiday pay on the City observed holiday date or eight (8), nine (9) or ten (10) hours paid time, depending on departmental schedules.

8. Employees in the following job classifications who are required to work on observed holidays will be compensated at the rate of one and one-half (1½) times the hourly composite rate. Composite rate includes base hourly rate plus specific premium pays. This compensation is PERSable to the extent of the employee’s regular shift (either 8, 9 or 10 hours):

 Maintenance Worker (Sanitation Division)
 Lead Maintenance Worker (assigned to Park Services weekend shift)  Airport Worker
 Lead Airport Worker
 Public Safety Dispatcher
 Bus Operator
 Transit Dispatcher
 Police Services Officer (Services Division)
 Sanitation Equipment Operator
 Senior Transit Mechanic
 Transit Equipment Attendant
 Transit Mechanic
 Water System Operator lll


SECTION 4.2 VACATION

A. Employees in classifications covered by this agreement shall earn vacation as follows:

1. At the rate of 9.33 hours per month of employment by each regular employee.

2. Commencing with the 3 rd year of employment and until the completion of three (3) years of employment, at the rate of 10.00 hours per month of employment.

3. Commencing with the 4 th year of employment and until the completion of four (4) years of employment, at the rate of 10.67 hours per month of employment.

4. Commencing with the 5 th year of employment and until the completion of nine (9) years of employment, at the rate of 12.67 hours per month of employment.

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5. Commencing with the 10 th year of employment and until the completion of twenty (20) years of employment, at the rate of 16.02 hours per month of employment.

6. Commencing with the 21st year of employment, at the rate of 17.33 hours per month.

7. Commencing with the 25 th year of employment, at the rate of 18.00 hours per month of employment.

B. Vacation Eligibility

Only probationary or permanent employees shall earn vacation and only while receiving compensation from or through the City and it shall be prorated on an hourly earned basis.

C. Scheduling

The time of taking vacation shall be determined by the employee with the approval of the Department Head, subject to review by the City Manager. An employee may take vacation only in increments of full days or shifts unless Department Head approval is given for smaller increments.

For the purpose of scheduling vacation priority, any employee who has a position that is restructured or who promotes or moves from one division or department to another will transfer all seniority hours earned from the prior position or department to the new position, and new division.

D. Borrowing

An employee may borrow up to forty (40) hours of unearned vacation subject to the approval of his Department Head.

E. Maximum Accrual

An employee may accrue vacation up to the amount earned over the preceding thirty-six (36) months

F. Effect of Holidays

When an authorized holiday occurs during a vacation period, such days shall not be deducted from earned vacation.

G. Effect of Separation

Any borrowed vacation owed by a terminating employee shall be deducted from the employee's final pay, while any vacation owed to a terminating employee shall be added to the employee's final pay.

H. Two full work shifts of earned vacation per calendar year may be used for personal leave. Such leave shall be asked for one (1) week in advance except in cases of bona fide emergency; the leave shall not be accruable from year to year, and if used, shall be deducted from earned vacation.

I. An employee may choose to receive cash or deferred income in lieu of vacation on an hour per hour basis to a maximum of eighty (80) hours. Such may be done once each fiscal year. Such a request must be made twenty-eight (28) days before the desired date. Such cash out can only be done if it leaves at least forty (40) hours of accrued vacation.

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An employee who has reached the point of maximum accrual of vacation hours shall cash out or defer up to an additional eighty (80) hours of accrued vacation time.

SECTION 4.3 SICK LEAVE

A. Sick Leave Use

An employee may use sick leave to care for themselves or family members in accordance with the
California Family Rights Act. Such time shall be deducted from the existing sick leave of the employee.compliance with the City’s Policy on Leaves of Absence in accordance with State and Federal Law. During the term of this agreement, if it is determined that any benefit was granted under the previous agreement and was not included in the City’s Policy on Leaves of Absence, the benefit shall be incorporated into the Policy. Such time shall be deducted from the existing sick leave accruals of the employee. In addition, employees may use sick leave for the following reasons:

1. Retirement Early Notification Incentive Program
An employee may use sick leave in accordance with the Retirement Early Notification Incentive Program requirements.

B. Accrual rate

Permanent and probationary employees shall be granted sick leave in the following manner:

 Six hours per month to a maximum of 600 hours accrued sick leave;

 Eight hours per month for employees hired before July 1, 1975, except for employees who have selected NOT to be covered by the City’s Long-Term Disability Plan.

C. Cash or deferred compensation options

1. The employee may select to cash or defer, in June or December of each year, to convert any sick leave granted but unused over three hundred (300) hours at the rate of one hour of pay for each hour of unused sick leave. Such payments will be made before June 15 or December 15.

2. Any hours of sick leave which would have been granted over 600 hours accrued sick leave shall be converted into cash payable in June or December of each year on the basis of one hour pay for each hour of unused sick leave. An employee who wishes to defer this amount must submit a written request to the Finance Department no later than June 1 or December 1.

Employees who cash out sick leave in June and/or December under this section may convert one shift of sick leave that would have been cashed out and add it to vacation balance.

D. Sick Leave Standard

3. A department may require a written statement from a medical professional without prior counseling where the absence is greater than five consecutive work days or in cases where there is evidence of a specific violation of departmental work rules.

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G. Return from sick leave

1. Upon return from sick leave, an employee may be required by the Department Head to report for examination by the City medical examiner to determine fitness for duty.

2. Provide verification as to fitness for duty from his/her personal physician.

HD. Overtime rate after sick leave

1. In the event an employee is absent on sick leave during part of a week and subsequently is required to work on his/her regular day off, he/she shall be compensated in the same manner as for overtime. He/she may, however, be required to substantiate an illness by a written statement from an attending licensed physician or a personal affidavit.

2. Said provisions shall not apply where an employee is called out for emergency work after hours and the overtime rate shall apply regardless of sick leave taken during the week.

3. For the purposes of call-out, employees who are absent on sick leave will be placed in the position of least seniority on the day they are absent and will remain in that seniority ranking until they return to regular duty.

I.E. Effect of Separation

1. At the time of termination after the appropriate years of service an employee covered by this agreement shall have his/her accumulated sick leave converted by the City into cash or deferred income on the following basis:

a. For all employees at retirement, each hour of accumulated sick leave shall equal one hour pay.

b. Crafts & Trades employees, after five (5) y ears of employment, a terminating employee shall be able to convert accumulated sick leave to cash or deferred income on the following basis:

 Employees who have used less than eight y-nine percent (89%) of the possible accumulation of sick leave hours shall be cashed out at eighty percent (80%) of their current hourly rate.

 Employees who have maintained an accumulati on of sick leave equal to fifty-six percent (56%) but less than eighty-nine percent (89%) shall be cashed out at sixty-five percent (65%) of their current hourly rate.

 Employees who have maintained an accumulation of sick leave of less than fifty-six percent (56%) of the possible accumulation shall be cashed out at fifty percent (50%) of their current hourly rate.

2. Accumulated sick leave shall be converted into paid up life insurance on the basis that each hour of accumulated sick leave shall equal 100% of the hourly rate upon the death of an employee covered by this agreement regardless of years of service to be paid to the employee’s beneficiary.paid at the hourly rate upon the death of an employee covered by this Agreement regardless of years of service, to be paid to the employee’s beneficiary.

3. The annuity and the provisions of the annuity shall be specified by TME, subject to consultation with Management.

J. Depleted sick leave
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K. Personal Leave

The amount used is deducted from sick leave and may not be carried over from year to year. The time shall be taken in increments of no less than one-half (½) shift.

The leave, while paid for out of sick leave, is actually paid personal leave and is not a part of sick leave usage in and of itself.

L. Employees covered under this agreement may participate in the Catastrophic Leave program as a donor or recipient.

M. Retirement Early Notification Incentive Program
An employee may use sick leave in accordance with the Retirement Early Notification Incentive Program requirements."

SECTION 4.4 INDUSTRIAL INJURY LEAVE

A. For injuries sustained prior to August 3, 1997, the following applies:

1. Up to three (3) months during the first three (3) years of employment.

2. Up to six (6) months during the fourth (4 th) year of employment.

3. Up to twelve (12) months after four (4) years of employment for industrial injury.

4. Such leave shall be at ninety percent (90%) of regular salary rate. Said leave shall terminate upon return to regular work or when the injury is deemed permanent or stationary, or at the expiration of the maximum time period listed in this section.

B. For injuries sustained on or after August 3, 1997, the following applies:

1. Up to three (3) months during the first three (3) years of employment.

2. Up to six (6) months during the fourth (4 th) year of employment.

3. Up to eight (8) months after four (4) years of employment for industrial injury. 134
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4. Such leave shall be at eighty-five percent (85%) of regular salary rate. Said leave shall terminate upon return to regular work or when the injury is deemed permanent or stationary, or at the expiration of the maximum time period listed in this section.

C. Employees who are on industrial injury leave with pay as a result of an industrial injury shall continue to accrue seniority, and shall receive holidays, accrue vacation and sick leave benefits the same as if they had been present for duty.

D. An employee on industrial injury leave shall be under the direction of the City subject to medical advice and shall be available at all times unless he/she receives specific permission from the City.

E. An employee on industrial injury leave shall inform the City of any current outside employment and/or any such outside employment during the four (4) years immediately prior to such injury. An employee on industrial injury leave shall not enter into any employment or physical activity, as determined by an appropriate physician, which might exacerbate his injury or illness.

F. Management and the employee organization jointly indicate their concern for the proper use of industrial injury leave. Management has the responsibility to seek lateral transfer of an injured employee where appropriate and to process involuntary disability retirement where necessary.

1. The Department Head shall notify TME-AFSCME within seventy-two (72) hours of any industrial injury which causes the death or hospitalization of any member of the bargaining unit.

SECTION 4.5 LEAVES OF ABSENCE

Request

An employee may file a request for leave upon a form supplied by the City. Such a request must be filed before the beginning of the requested leave. Such leave may be for medical, military or personal reasons.

B. Authorization

1. A Department Head may authorize such a request for up to five (5) working days.

2. A request for more than five (5) working days shall be subject to the recommendation of the Department Head and the approval of the City Manager.

3. No leave or combination of leaves related to a single injury or illness shall be granted for more than a total of eight (8) months during a twelve (12)-month period. The twelve (12)-month period for calculating 135
TME-AFSCME MOU 20253-20284 26
leave entitlement will be a rolling period measured ba ckward from the date leave is taken and continues with each additional leave day taken.

4. An employee must have completed six (6) months of permanent employment before being eligible for consideration of a medical leave of absence of more than thirty (30) days.

C. Refusal of Leave of Absence

The Department Head or the City Manager shall refuse a leave of absence request if such a leave is contrary to the good of the City. A leave of absence for medical reasons where justified by medical evidence shall not be unreasonably denied except where there is no probability of return to work by the employee; or where the employee has exhausted the maximum leave of absence. Where the leave is refused, the employee must return to work or be terminated. The burden of medical evidence shall be upon the employee.

D. Holding Position Open

Upon the expiration date of a leave of absence, duly granted in accordance with the provisions of this Section, an employee shall be returned to the same position or class of position as occupied when the leave of absence was granted.

E. Military Leave

A leave of absence for military employment shall be granted to any employee as required by the laws of the United States or the State of California. An employee covered by this agreement who leaves or has left the City services to enter the active service of the Armed Forces of the United States, and who subsequently is reinstated to a position previously held by him/her, shall be entitled upon completion of the following conditions to receive the rate of compensation at the step, including longevity, to which he would have been entitled had his service with the City not been interrupted by such Federal Service.

1. Employee makes a written application to the City within forty (40) days following release from active military employment;

2. 2. Employee furnishes the City, for its inspection, a certificate of honorable or general discharge with the Armed Forces; and

3. Employee establishes to the reasonable satisfaction of the City that the employee is qualified to perform the duties of such position.

5. 3. Employee establishes to th e reasonable satisfaction of the City that the employee is qualified to perform the duties of such position.

F. Family Leave

1. As required by State and Federal law, the City will provide family leave for eligible employees. To be eligible an employee:

a. Must have been permanently employed by the City for at least twelve (12) months and have been employed for at least 1,250 hours during the twelve (12)-month period immediately preceding the commencement of the leave; or

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b. Must have been permanently employed by the Ci ty on a half-time basis for at least twelve (12) months and have been employed for at least 1,040 hours during the twelve (12) month period immediately preceding the commencement of the leave.

2. Family leave is permitted for the following reasons:

a. Birth of a child or to care for a newborn of an employee.

b. Placement of a child with the em ployee for adoption or foster care.

c. Need to care for a child, pa rent, spouse or registered domestic partner who has a serious health condition.

d. Leave because of a serious health condition that makes the employee unable to perform the functions of his/her position.

3. Employees who meet eligibility und er Section 4.5(F)(1)(a), are entitled to a total of twelve (12) work weeks during any twelve (12)-month period. Employees who meet eligibility under Section 4.5(F)(1)(b), are entitled to a total of six (6) work weeks during any twelve (12)-month period.

The twelve (12)-month period for calculating leave entitlement will be a rolling period measured backward from the date leave is taken and continues with each additional leave day taken.

4. During a family leave an empl oyee may concurrently use other accrued paid leaves in connection with the leave.

6. The total amount of family leave for which an employee is eligible will be inclusive with existing maximum periods as established in Section 4.5.B) 3 and 4.

6. Rights and obligations which are not specifically set forth in this section are set forth in the City's statement of Family Leave Policy and in the California Fair Employment and Housing Commission and the Department of Labor regulations implementing State and Federal Family Leave Acts.

G. Medical Examination at Termination of Leave

Prior to the expiration of any leave of absence, the City Manager may determine, by evidence of medical examination or other reasonable evidence, if the employee is mentally and physically able to perform the duties of the position from which the leave was granted. If the City Manager has determined that the employee is unable to return to work, the employee will not be returned to work but shall have the right to submit the matter through the Civil Service Commission to review the reasonableness of such findings.

SECTION 4.6 BEREAVEMENT LEAVE

A. An employee may utilize Bereavement Leave in compliance with the City’s Policy on Leaves of Absence in accordance with State Law. During the term of this agreement, if it is determined that any benefit was granted under the previous agreement and was not included in the City’s Policy on Leaves of Absence, the benefit shall be incorporated into the Policy.Each employee covered by this Agreement shall be entitled to up to five (5) work shifts of bereavement leave; three (3) shifts with pay and two (2) shifts 137
TME-AFSCME MOU 20253-20284 28
without pay per death of eligible family members.

B. Additional paid bereavement leave of up to two (2) work shifts may be granted by the Department Head upon request due to a death or funeral which occurs out of state or in the state in excess of three hundred (300) miles from the borders of the City of Torrance.

C. Such bereavement leave shall apply to a death as def ined for family sick leave. In addition, an employee may request a vacation or sick leave day for bereavement leave for a relative not named in the family sick leave listing, subject to verification of the Department Head.

D. Such request shall not be unreasonably denied and shall not be denied on the basis of a below standard evaluation. If an employee decided to use a sick leave day, this leave shall not be used against the departmental sick leave average.

E. Such bereavement leave shall not be accruable from y ear to year nor shall it have any monetary value if unused.

F. Exceptions to the definition of family will be eval uated on a case by case basis by the Department Head.

SECTION 4.7 COMPASSIONATE LEAVE

An employee may utilize Compassionate Leave in compliance with the City’s Policy on Leaves of Absence. During the term of this agreement, if it is determined that any benefit was granted under the previous agreement and was not included in the City’s Policy on Leaves of Absence, the benefit shall be incorporated into the Policy.

In the event that an employee covered by this agreement dies, other represented employees from the department of the deceased member may be granted up to three (3) hours leave for the purpose of serving as pallbearer or to otherwise attend the funeral.

A. The number of employees who are granted this leave at any one time shall be at the discretion of the Department Head, consistent with the need to maintain a minimum work force during that time.

B. Such leave shall not be accruable nor shall it have any monetary value if unused.

C. With Department Head approval, employees may attend the funeral of a coworker not in the same representation group or department.

SECTION 4.8 JURY DUTY

Any employee covered by this agreement who is summ oned for jury service at any court during regularly scheduled hours of work will be entitled to regular co mpensation. Jury service fees other than mileage reimbursement must be deposited according to procedures as described in Administrative Rules in order to qualify for regular compensation. The amount of ti me allowed for jury service for an employee will correspond to the minimum time required by law.

Employees who serve on jury duty on their modified work schedule day off do not receive any extra pay for the day. They are, however, entitled to the jury service fee for that day.

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SECTION 4.9 INSURANCE

A. Cost of Medical Insurance for Active Employees:

1. Contributions for Employees effective January 1, 2023

Full-Time Employees

Effective January 1, 2023

1 Party 2 Party Family
City Contribution $597.68 per month $1,140.36 per month $1,595.96 per month

On the March 14May 23, 2025 and March 18June 6, 2025 pay check dates the City shall issue two (2) one-time payments, for those eligible and receiving health insurance benefits as of February 23April 20, 2025, in the following amounts based on enrollment tier: 1 party: $363.06484.08; 2 party:
$756.681,008.90; Family: $897.211,196.28.

a. Cash-In-Lieu Payments

Full-time employees who qualify for health insurance coverage and meet the following requirements will receive a cash-in-lieu paym ent of $400.00 per month for as long as the employee opts-out of medical coverage:

1. The employee provides proof of minimum essential coverage (“MEC”) through another source (other than coverage in the individual market, whether or not obtained through Covered California) for the plan year for which the employee opts-out of City- offered coverage (“alternative required coverage”).

2. The proof of coverage must show that the employee and all individuals in the employee’s expected tax family have (or will have) the required MEC for the plan year. The employee must provide reasonable evidence of the MEC for the applicable period by signing and submitting an attestation to the City.

3. The employee must provide such reasonable evidence and attestation of alternative coverage every plan year during open enrollment.

The City will not provide the cash-in-lieu payment if it knows or has reason to know that the employee or tax family member does not have the alternative required coverage.

4. Part-Time Employees, excluding Apprentice Relief Bus Operators and Relief Bus Operators, hired before January 1, 2008:

Effective January 1, 2023

1 Party 2 Party Family
City Contribution $483.29 per month $912.98 per month $1,248.16 per month 139
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On the May 23March 14, 2025 and June 6March 18, 2025 pay check dates the City shall issue two (2) one-time payments, for those eligible and receiving health insurance benefits as of February 23April 20, 2025, in the following amounts based on enrollment tier: 1 party: $8771,170.8142; 2 party: $1,779.892,373.18; Family: $2,4623,283.3108.

Part-Time Employees, excluding Apprentice Relief Bus Operator and Relief Bus Operators, hired on or after January 1, 2008:

Effective January 1, 2023

1 Party 2 Party Family
City Contribution $356.34 per month $619.68 per month $829.48 per month

On the May 23March 14, 2025 and June 6March 18, 2025 pay check dates the City shall issue two (2) one-time payments, for those eligible and receiving health insurance benefits as of February 23April 20, 2025, in the following amounts based on enrollment tier: 1 party: $1,449932.0912; 2 party: $3,099.744,132.98; Family: $4,3465,795.16.37.

Apprentice Relief Bus Operator and Relief Bus Operators:

Effective January 1, 2023

1 Party
City Contribution $597.68 per month

2. Contributions for employees effective JulyApril 1, 2025:

Effective July April 1, 2025

1 Party 2 Party Family
City Contribution $678.36 per month $1,308.51 per month $1,795.34 per month

a. Cash-In-Lieu Payments

The part-time storekeeper shall be paid $200/month from February 1, 2024 to June 30, 2024, and $400/month starting July 1, 2024. This arrangement is specific to this instance and shall not be deemed precedent for future compensation decisions.

(agreed that part time store keeper will receive $200 a month from February 1, 2024 to June 30, 2024, and $400 a month effective July 1, 2024 going forward)****

Employees who qualify for health insurance coverage and meet the following requirements will receive a cash-in-lieu payment of $400.00 per month for as long as the employee opts-out of medical coverage:

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2. The proof of coverage must show that t he employee and all individuals in the employee’s expected tax family have (or will have) the required MEC for the plan year. The employee must provide reasonable evidence of the MEC for the applicable period by signing and submitting an attestation to the City.

3. The employee must provide such reasonable evidence and attestation of alternative coverage every plan year during open enrollment.

4. The City will not provide the cash-in-lieu payment if it knows or has reason to know that the employee or tax family member does not have the alternative required coverage.

Health, Life and Miscellaneous Insurance

1. The City shall pay the applicable monthly PERS minimum contribution per employee for active and retired employee health insurance. The PERS minimum contribution can only apply toward the health insurance plans. If the employee does not participate in the health insurance plans, the PERS minimum contribution cannot be used for any other purpose.

2. Cost of Medical Insurance for active employees: In addition to the PERS minimum contribution the City shall provide active employees with an additional contribution, which may be used by the employee to pay for approved health insurance plan premiums, dental, or vision insurance (“Cafeteria Contribution”). The aggregate amount of the Cafeteria Contribution and the PERS minimum contribution shall be referred to as the “City Contribution.” The Cafeteria Contribution will be calculated by deducting the applicable PERS minimum contribution from the total City Contribution.

The City Contribution cannot be taken in cash and will only be made by the City to the extent of the eligible employee’s election of insurance pursuant to the limitations in this Section 4.9. Employees 141
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may opt out of the City offered benefits. Certain employees who opt out may be eligible for cash in lieu as provided in a.ii in this Section 4.9(A).

Contributions: The contributions for active employees are set forth as follows:.

a . Active Full-Time Employees

i. Effective January 1, 2023, for active full-time employees hired on or after January 1, 2008, the contributions are as follows:

For these employees, the City Contribution is $597.68 for single party coverage, $1,140.36 for 2-party coverage, and $1,595.96 for 3-party coverage. The Cafeteria Contribution can be calculated by subtracting the current PERS minimum contribution from the City’s Contribution (see following chart).

1 Party 2 Party 3 Party
City Cafeteria Contribution $597.68 less – the
PERS
minimum
contribution
$1,140.36 less –
the PERS
minimum
contributio
n
$1,595.96 less –
the PERS
minimum
contribution

ii. Cash In-Lieu Payments
Full-time employees covered under this Resolution who meet the following requirements will receive a cash-in-lieu payment of $400 per month for as long as the employee opts-out of medical coverage:

The employee provides proof of minimum essential coverage (“MEC”) through another source (other than coverage in the individual market, whether or not obtained through Covered California) for the plan year for which the employee opts-out of City-offered coverage (“alternative required coverage”).

The proof of coverage must show that the employee and all individuals in the employee’s expected tax family have (or will have) the required MEC for the applicable period by signing and submitting an attestation to the City.

The employee must provide such reasonable evidence and attestation of alternative required coverage every plan year during open enrollment

The City will not provide the cash-in-lieu payment if it knows or has reason to know that the employee or tax family member does not have the alternative required coverage.

b. Medical insurance for part-time employees hired prior to January 1, 2008

i. For these employees, the City Contribution is $483.29 for single party coverage, $912.98 for 2-party coverage, and $1,248.16 for 3-party coverage. The Cafeteria Contribution can be calculated by subtracting the current PERS minimum
Contribution from the City Contribution (see below).

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1 Party 2 Party 3 Party
City Cafeteria Contribution
$483.29 less – the
PERS minimum
contribution
$912.98 less – the
PERS
minimum
contribution
$1,248.16 less – the
PERS
minimum
contribution

c. Medical insurance for part-time employees hired on or after January 1, 2008

i. For these employees, the City Contribution is $356.34 for single party coverage, $619.68 for 2-party coverage, and $829.48 for 3-party coverage. The Cafeteria Contribution can be calculated by subtracting the current PERS minimum contribution from the City Contribution (see below).

1 Party 2 Party 3 Party
City Cafeteria Contribution
$356.34 less – the
PERS minimum
contribution
$619.68 less – the
PERS
minimum
contribution
$829.48 less – the
PERS
minimum
contribution

4. The City of Torrance joined the PERS health insurance to allow TME-AFSCME to participate in health programs. Both Management and TME-AFSCME agreed to join the program so long as it did not impact any of the other bargaining units within the City. In addition, cost to implement the plan would be absorbed by TME-AFSCME. If the PERS health insurance plans significantly alter from the current structure or if the administrative and contingency fee charged by PERS increases above four percent (4%) for the annuitant, the City reserves the right to withdraw from the PERS health insurance plans.

Management and TME-AFSCME agree to meet and conf er on the restructuring of the employee insurance allowance and insurance program, upon such triggers.

5. The City shall continue such health, dental, and life insurance premiums as provided in this Section 4.9 during an employee’s leave of absence in accordanc e with applicable laws and the City’s Flexible Benefits Plan.

6. The parties agree that if legislation is passed whic h significantly impacts the City’s ability to provide health insurance through PERS Medical, the parties will return to the table to meet and confer. TME- AFSCME agrees to meet and confer with the City over any changes to state or federal law relating to health benefits that occur during the term of this agreement.

B. Long-Term Disability Benefits

a. Commencing with the thirty-first (31 st) calendar day after the first (1 st) day of lost time, the employee shall receive two-thirds (⅔) base biweekly pay for a period of time not to exceed one (1) month for each two (2) months of service to a maximum of two (2) years.

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Employees who were participating in the City's long-term disability program reduced their sick leave accrual to six (6) hours per month in exchange for coverage under the City's long-term disability plan.

b. An employee requesting receipt of such benefits must meet the criteria specified in Attachment A and must request a medical leave of absence in connection with a request to receive long-term disability. The request for a medical leave of absence and for long-term disability benefits must be made in advance except where it can be shown that a bona fide emergency existed. The employee shall receive no benefits except as specified under Subsection b) above. (Leaves of absence are covered under Section 4.5.)

c. Payments, pro-rated for actual time on LTD, will commence on the thirty-first (31 st) day of lost time by warrant issued every twenty-eight (28) days or portion thereof.

d. The maximum of two (2) years shall be for a single or multiple instance subject to the employee restoring such benefit one (1) month for each two (2) months of service. The "maximum benefit period" means twenty-four (24) calendar months.

e. Such insurance is subject to administrative rules in Attachment A.

2. Employees who were active employees on or after August 1, 1997 and who qualify for the Commercial Insurance long term/short term disability program shall be covered as follows:

a. An employee must request a medical leave of absence in connection with a request for such benefits.

b. After an elimination period, employees will receive two-thirds ( ⅔) base pay for a period of time as determined under the guidelines of the commercial insurance policy.

c. Eligibility for this Commercial plan and all provisions of the plan are in accordance with the commercial insurance policy.

C. Life Insurance

Employees covered under this agreement shall re ceive a life insurance policy in the amount of no less than $50,000.

If the cost of life insurance is not 23¢ per $1,000 per month per employee, the parties will meet to discuss options.

The City and TME-AFSCME will jointly participate in the selection process of its insurance carriers for life insurance, short- term disability insurance and long-term disability insurance.

D. Dental Insurance

All employees covered by this agreement will receive two-party dental insurance. This benefit has no cash value if not used. If employees want to cover additional family members not covered, additional insurance may be purchased.
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E. Vision Insurance

All employees covered under this agreement will rece ive, at no cost to the Union or members, one- party vision insurance. This benefit has no cash value if not used. If employees want to cover additional family members, additional insurance may be purchased.

SECTION 4.10 RETIREMENT

Employees covered by this agreement who work or are anticipated to work 1,000 hours or more in a fiscal year shall be covered by the City contract with the Public Employees’ Retirement System 2% at 55 plan (per Government Code Section 21354) including military buy-back and highest single year retirement option (per Government Code Section 20042) and supplemented by Social Security.

A. The City shall pay the employee’s 7% contribution to PERS for employees of the Torrance Municipal Employees - AFSCME, Local 1117.

B. The seven percent (7%) paid by the City is co nsidered as employer-paid member contributions (EPMC) in accordance with Government Code Section 20636(c)(4).

C. Employees hired after January 1, 1977, shall reimbur se the City of actuarial liability created by their individual participation under the military buy-back provisions of this plan.

D. Effective February 1, 2011, all new hires shall be responsible for the employee’s contribution to PERS, currently 7% of pay.

1. Section 4.10(B) would no longer be applicable for employees hired after February 1, 2011.

E. Public Employees Pension Reform Act

Employees covered by this agreement hired on or after January 1, 2013 who do not qualify as “classic members” of PERS, shall be considered “new members” and shall be covered by the City’s contract with PERS in the 2% at age 62 defined formula including military service credit purchase option with a final compensation calculation period of the final three years. Per PEPRA, employees shall be responsible for fifty percent (50%) of the normal cost attributable to the applicable retirement formula.

Note: The definition of “classic member” or “new member” is established per the California Public Employees Retirement System (CALPERS).

F. City will comply with AB 1222 PEPRA Exemption for Transit Employees (new)

SECTION 4.11 UNIFORMS

A. Uniforms

Employees covered by this agreement who are required by their Department Heads to wear a uniform shall have all of the rental of that uniform paid for by the City. Eleven (11) uniforms will be provided to the affected employees.

1. In addition, there will be a quarterly meeting with the vendor to discuss problems with the uniform service. The meetings can be canceled at the request of either TME-AFSCME or Management, time and place to be mutually decided.

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2. All required uniforms will be replaced on an as needed basis when the garment fails to meet the City's appearance standard, as determined by the employee's supervisor. Employees may request to have their uniforms replaced at any time because of wear, subject to their supervisor's concurrence.

3. Uniforms are to be worn at all times while on duty. Uniforms are not to be worn while engaged in outside employment, i.e., any work done, or any service performed for compensation other than for the City, whether as employee, independent contractor, or otherwise.

4. An employee who fails to comply with estab lished departmental uniform requirements shall be subject to disciplinary action.

1. Fire retardant or cotton uniforms shall continue to be provided to the employees in the following departments/divisions: Fleet Services, Water (inc luding overalls), Airport, Electrical. Any employee that provides medical documentation s howing an allergy or other medical condition precluding the wearing of polyester shall be provided with cotton uniforms. In addition, if there is a valid safety reason, agreed upon by both parties, cotton uniforms will be provided.

6. Any employee not covered under 5) above may request cotton uniforms. If the number in any fiscal year exceeds 30, the additional cost of providing cotton uniforms for the 31st and above will be paid for out of the succeeding years contract. Purchasing will notify the parties by June 1 as to the number of employees with cotton uniforms each year.

7. Relief Bus Operators receive three shirts and two pants upon successful completion of training (within two months of hire date). In addition, upon reaching Step 2, RBO’s will receive one additional shirt and one additional pair of pants.

B. Uniform Allowance - Crafts & Trades

The City shall pay a uniform allowance payable during June and December of each year of:

1. $80.00 each six (6) months of employment to employees in the classification of Telecommunications Technicians, Wireless Technicians and Water Tech III incumbents who act in the capacity of Water Quality Inspectors.

2. $225.00 each six (6) months of employment for employees in the classification of Bus Operator and Transit Dispatchers.

3. $225.00 each six (6) months of employment for employees in the classification of Police Services Officer.

4. Such shall be prorated for actual time of employment.

C. Uniform Allowance – Services

The City shall pay a uniform allowance payable during June and December of each year of:

1. $225.00 each six (6) months of employment for employees in the classification of Animal Control Officer.

2. Such shall be prorated for actual time of employment. 146
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D. Uniforms and uniform allowance is PERSable for employees hired prior to January 1, 2013. The City will comply with the provisions of the Public Employees Pension Reform Act (PEPRA) in determining if uniform allowance is PERSable for employees hired after January 1, 2013.

SECTION 4.12 TOOL ALLOWANCE

A. Employees in the classification of Mechanic, Seni or Mechanic, and Senior Welder shall receive a tool allowance of $ 250 275 every six (6) months of employment payable in June and December of each year. Where a Mechanic or Senior Mechanic is required by assignment to use metric tools, he shall receive a one-time reimbursement of $100 upon proof of purchase of such metric tools.

B. Tool box self insurance program for mechanic positions in Fleet Services is fully described in Attachment E.

C. Employees in the classification of Animal Control Officer shall receive $175200.00 tool and educational materials allowance payable in February. Employees who are on the payroll effective the first pay period in February will be eligible for such benefit.

SECTION 4.13 MEDICAL EXAMINATION/RECHECKS/INOCULATIONS

A. Sprayer Physicals

Any employee whose regular work assignment substantially involves working with dangerous spray shall receive a City administered medical recheck each calendar year which shall be paid for by the City. The City will give appropriate medical rechecks for employees involved in paint spraying work assignments based on the chemicals or content of paints used.

B. City Driver Physicals

Employees who are required to complete the mandatory DOT physical to maintain their Commercial Driver License as a condition of employment have two options:

Option 1: The employee may schedule their CDL Medical Exam, on their own, and complete the exam with a medical examiner listed on the National Registry of Certified Medical Examiners. The City will reimburse the employee for his/her deductible or co-pay for up to $70 for the CDL Medical Exam. The City will not reimburse the employee for expenses beyond the initial Medical Exam.

Option 2: The employee may complete the required CDL Medical Exam at a City-designated medical facility.

For both Medical Exams conducted by an examiner of the employee's choosing, or at a City designated medical facility, if the employee is unable to perform his/her duties until cleared by the Medical Examiner, the employee will need to use l eave (sick, vacation or compensatory time off) time. The employee shall have the right to use sick leave, vacation or compensatory time at their choice. If sick leave is chosen, that sick leave usage will not be counted as part of the employee's annual evaluation of attendance or for any disciplinary purpose.

The City shall provide required medical examinati ons at a City-designated medical facility where required operators license makes such necessary. Drivers with a Commercial Driver License are required to submit to the required medical examination at a City-designated medical facility.

If a physician at the City-designated medical facility requires the employee to go to his/her own physician for any reason, and the employee is unable to perform his/her duties until cleared by the 147
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City physician, the employee will need to use leave (sick, vacation or compensatory time off) time.

The employee shall have the right to use sick leave, vacation or compensatory time at their choice. If sick leave is chosen, that sick leave usage will not be counted as part of the employee’s annual evaluation of attendance or for any disciplinary purpose.

C. Inoculations

The City will provide employees in the following clas sifications the inoculations set forth below. The inoculations are on a voluntary basis and depending on assignment:

Tetanus Hep B TB Skin Test
(Annual)
Rabies pre-
exposure vaccine
Police Services Officers X X X
Animal Control Officers X
Sanitation Equipment Operator X X
Wastewater Technicians X X
Equipment Attendant
Mechanic
Wireless Technicians
Senior Mechanic
X

Senior Welder/Welder X X X
Building Maintainer
Forensic ID Specialist
Forensic ID Supervisor
X

Custodian
Sr. Custodian
Maintenance Worker
Lead Maintenance Worker
X X X*

Lead Maintenance Worker
Maintenance Workers X X

*TB Test only provided to Custodians and Senior Custodians assigned to work the jail facility.

Other inoculations and/or tests recommended by TME-AFSCME will be studied and submitted to the City. Within 30 working days of the receipt, management and TME-AFSCME will meet to discuss the suggested inoculations.

SECTION 4.14 SAFETY

A. Safety Shoes

Employees covered by this agreement who are requi red by their Department Head to wear safety shoes shall be paid a shoe allowance of $125.00 each six (6) months of employment payable during June and December of each year. Employees who are on the payroll effective the first pay period in June and December will be eligible for such benefit. Such an employee is subject to appropriate disciplinary action for failure to wear these safety shoes while on the job.

Employees in the classification of Animal Control Officer, who are required by their Department Heads to wear safety shoes or boots, shall receive a shoe allowance of $250.00 once per year payable during Septe1mber of each year. Employees who are on the payroll effective the first pay period in August will be eligible for such a benefit. Such an employee is subject to appropriate disciplinary action for failure to wear these safety shoes or boots while on the job. 148
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B. Prescription Safety Eye Protection

It is the policy of the City to require the use of safety eye protection in all classifications of employment in which there is a threat of eye injury. The department/division head shall reasonably determine which employees are required to wear safety eye protection.

The department/division head shall determine the types of approved prescription safety eye protection.

For those employees requiring prescription safety eye protection, the City will pay $200 every other year (beginning of the fiscal year) for the cost of frames, prescription lenses, UV protective tinting and fitting or other eye protection as referenced in paragraph above; any additional costs may be paid for by the City at the Department Head’s discretion. The cost of eye examinations by a licensed Ophthalmologist or Optometrist will be paid by the employee.

Broken or badly damaged prescription safety eye protection will be replaced once per year with department/division head approval. Additional prescription safety eye protection will be replaced at the expense of the employee.

Procedures for processing of payment for obtaining prescription safety eye protection will be established by individual Departments.

C. Non-prescription safety eye protection

The City will provide non-prescription safety protective eyewear to qualifying employees not requiring or requesting prescription lenses.

Broken or badly damaged non-prescription safety eye protection will be replaced as needed with department/division head approval. Damaged non-prescription safety eye protection will be required to be turned in to the supervisor on duty.

D. Material Safety Data Sheets

The City shall post a notice in all appropriate Departments that describes the location of Material Safety Data Sheets. As prescribed by law, all such sheets shall be made available to any employee or TME-AFSCME representative so requesting.

As a member of the Safety Team, TME-AFSCME shall be notified of the results of any and all workplace surveys of safety and health hazards.

E. It is the intent of Management and TME-AFSCME that the City provide a safe and healthful workplace for its employees. It is further the goal of both parties that, at a minimum, all employees be covered by the laws and tenets of CAL OSHA. If that regulatory Agency is no longer in existence or is so affected by budget cuts as to render its powers ineffective, then the rules and regulations shall be incorporated by reference into the safety provisions of this agreement. Employees shall have the right to grieve violations of such regulations or to file complaints. Such employees shall be protected from harassment from said filings as provided under Section 1.3 of this agreement.

F. TME-AFSCME shall designate one representative w ho shall be a member of the City's Safety Team.

Said member shall be responsible for communicating with the TME Board and the membership the content of the Safety Meetings.

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G. For those employees whose work exposes them to the damaging UVA and UVB rays of the sun, the City shall provide sun block protection. (City will make sunscreen available for employees who work outside)

SECTION 4.15 DEFERRED COMPENSATION

A. Employees covered by this agreement shall be eligible to participate in a City administered deferred program consisting of a deferred compensation plan and a Retirement Health Savings Plan (RHSP).

The references to an option to fund the RHSP and the existing language in this Section 4.15 are deleted as of December 31, 2007.

B. Upon retirement or termination, the employee shall have the option to defer the sick leave and vacation payoff into the City’s Deferred Compensation Plan and/or the RHSP up to the annual limit of deferred savings allowable for that year under Federal Law.

C. For active employees, the deferral program shall apply to the following:

1. Cash out of vacation (Section 4.2.I)

2. Cash out of sick leave (Section 4.3.C)

This deferral is up to the limits set by Federal Law and is exclusive of the $1 0025.00 per month contributed by the City toward employee or eligible annuitant's medical insurance.

D.B. Effective September 27, 1998, or at the completion of one (1) year of service, employees become eligible for and shall receive a non-matching deferred City contribution of $300 ($11.54 per pay period) per calendar year. Effective January 1999, the $11.54 per pay period will be deferred on the employees behalf.

SECTION 4.16 LICENSES

A. The City shall pay the cost of enrollment in approved courses for smog, brake, and lamp adjustment for Mechanics and Sr. Mechanics. The Department Head shall determine the participant(s) in such classes any given time. Employees may take these classes during working hours providing the class does not exceed 120 hours in length. Employee(s) may only earn straight time while at these classes, so work schedules may have to be altered for the duration of the class.

B. Employees who are required by their Department Head to possess a commercial driver's license must submit proof of their acquisition of such licenses to the Department Head. Department will then reimburse the employee for the cost of the license. If an employee loses his/her license, and it is subsequently reinstated, the employee will bear the cost of the reinstatement.

SECTION 4.17 MEMBER4.17 MEMBER RELATIONS

Every year on the first pay period of November, employees will be given a grocery certificate for $75.00 for groceries from the City & AFSCME Local 1117. The City will purchase the certificates and distribute the certificates and will include a joint letter of appreciation. Should the city purchase the gift certificates at a discount, the city will distribute the discounted amount proportionately to each member. Every year on the first pay period of October, the City will pay AFSCME Local 1117 an amount equal to $1.00 per employee covered by TME AFSCME.

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SECTION 4.18 RELEASE4.18 RELEASE TIME

The City recognizes that employees and representatives of the Union are entitled by law to reasonable release time for many purposes. The purpose of this pr ovision is to memorialize the parties' intent with respect to use of reasonable release time.

Use of release time is necessary for the Union to effectively operate. However, it is essential for efficient operations of City service that supervisors and managers are timely notified of the use of release time to ensure minimal impact to service delivery. For these reasons, the parties agree that release time will be provided in accordance with this article. The parties agree that Employees will utilize the Notification of Release Time form to provide notice of their intention to use release time. Release time will not be unreasonably denied.

A. Meetings with Management

The parties agree that there may be times that the Union may need to meet with a representative of management. This may include, but not be limited to, Roundtable Meetings, Safety Team Meetings, meetings with Department Heads or Managers, or for other purposes where management and the Union agree to meet. For those meetings, Union representatives will receive paid release time for the entire period of the meeting as well as one half hour prior to and one half hour after the meeting (inclusive of travel time).

B. Negotiations

Employees will be provided with paid release time for the entire period of the negotiation session, as well as one (1) hour before and one hour after (inclusive of travel time).

C. Hearings

Paid release time is available for time spent in he arings (PERB, discipline, grievances, Civil Service Commission), preparing for hearings, and traveling to and from such hearings.

D. Meetings to Represent Employees

There are numerous situations where employees in the Union may seek representation, including, but not limited to, an Administrative Conference (i.e., a meeting with a City representative, after which an employee receives a notice of intent to discipline), or a meeting in which the employee has a reasonable belief that the meeting may lead to the im position of discipline, or other meetings where representation is appropriate. Paid release time will be provided for employees’ attendance at such meetings.

E. Executive Board Meetings/Union Elections

For Executive Board members whose work schedule is such that they are scheduled to be working during general membership and/or executive board meet ings, they are entitled to a total of two (2) hours per month of paid release time as well as one half hour prior to and one-half (½) hour after the meeting (inclusive of travel time). Employees who are required to staff polling sites for union elections shall be released with pay for said election. However, no more than two union representatives may be released at any one time for the purpose of staffing a polling site during elections for executive board members, contract ratification, or special elections.

F. Other
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An executive board member who is required to par ticipate in the City’s New Employee Orientation shall receive a maximum of up to one (1) hour per month of release time, inclusive of travel time. In addition, an executive board member whose work schedule coincides with the Civil Service Commission or city council meeting shall be entitled to release time to participate in such meeting for the sole and limited purpose of addressing an Item on the agenda related to the Union.

It is required that employees who are using paid release time for the purposes defined in paragraphs A - F above will complete and submit the Release Ti me form (Attachment F). If such meetings are set more than 72 hours in advance, employees shall complete the release time form and submit it at least 48 hours prior to the time of the meeting (excluding days off/weekends/holidays). For those meetings that are set with less than 72 hours notice to the impacted employees, the release Time form will be filled out and submitted as soon as it is practical. Executive board members are encouraged to submit one release time form fo r all Board/Membership meetings scheduled during the year. Releases shall only be for those employees requiring paid release time from actual scheduled hours of work.

G. Employees who desire to meet with their union representative during work hours regarding Union- related business (such as questions about rules, policies, MOU provisions, etc.) may be released from duty with the approval of their supervisor for such purposes. The parties intend that such meetings shall be 15 minutes or less in duration.

H. President's Release Time

While it is anticipated that the president of the union will utilize release time in accordance with this article for the reasons provided herein, the union president will also receive paid release time of two days per week to conduct other union activities necessary for the essential operation of the Union as directed by the executive board of the union. The union president’s release time will be on Tuesdays and Wednesdays. However, if a holiday falls on a Tuesday or Wednesday, the president shall receive release time on his/her next work day.

If the president works in the Transit Department and is not able to bid a Monday through Friday work shift, he/she may request to work a modified Monday through Friday shift as to be available for all city maters, with the consent of the Department Head and the City Manager/Designee. In order to accommodate this request, the president will have to work both of his/her assigned bid days off that falls within the Monday through Friday work week and will be granted Sunday and Saturday as modified scheduled days off. On the president’s bid days off, he/she will be assigned a work shift by the department after all other full-time employees have been assigned a work shift for that day.

During this accommodation, the president will not be exempt from mandatory overtime as implemented by the department and if implemented he/she will be required to work the assigned shift.

The president’s release days will continue to be Tuesday and Wednesday and any overtime shall be consistent with his/her modified days off.

1. On the president’s release days, the union president must be available by phone during the normal work hours. However, if the president must be out of the city on the designated release day, the president will provide notification to the City Manager or designee prior to the event, with a contact phone number where he/she can be reached during business hours in case of a work- related inquiry, and an estimated time he/she will be out of the city. The union president will notify the City Manager or his designee upon return to the City of Torrance.

2. The president will use the appropriate charge codes on his/her timesheet for the union release days and will certify accurate all time entered on his/her timesheet for payroll purposes. The charge codes will be provided by the City Manager or designee.

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3. In the event the president wishes to use his/her release day for a union-related activity on a day other than the days so designated, the president shall notify the City Manager or designee by the Thursday prior to the event for approval or as soon as practicable. Such approval will be based on the president's department's operating needs, and will not be unreasonably withheld.

4. Use of paid leave absences, such as for vacation and sick leave, by the union president on a release day shall not result in an additional union release day during the week.

5. If the union president on release time works any hours for city business above the number of hours in their regularly scheduled workday, he/she shall receive overtime.

6. On Tuesdays and Wednesdays, the union president shall report by email or electronically to the City Manager’s office and/or designee at the beginning of the work shift. If to his/her department in person at the beginning and end of the work shift. The president will utilize a log kept at the department to report his/her check-in/check-out time. The log will be forwarded to the City Manager’s Office at the end of the pay period. If the president will be out of the City on either release day in accordance with paragraph H1 above, notification to the City Manager will be provided.

7. In the event the president takes a leave of absence from the presidency of the union in excess of fourteen (14) calendar days, these terms and conditions shall apply to the AFSCME Local 1117 Board-approved acting union President. In addition, the union must provide the City Manager with at least seven (7) days notice of this leave of absence to minimize impact to operations.

8. When the union president's presidency ends, he/she shall return to the full scope of his/her previous job duties.

I. Additional release time may be purchased by the union, with the approval of the City Manager, for Union activities not contemplated in this article.

ARTICLE 5 - HOURS OF WORK

SECTION 5.1 NORMAL HOURS OF WORK

A. Effective February 6, 1994, all employees covered by this agreement are on a 9/80 work week schedule, with the exception of:

 Transit Bus Operators, RBOs, ARBOs 1
 Traffic Signal Technicians (effective July 1, 2010) 1  Sanitation division employees 1

B. Employees not a 9/80 or 4/10 work week schedule shall normally work a five (5)-day forty (40)-hour work week.

C. There shall be at least eight (8) hours between regular shifts worked by any employee. Any time worked within that eight (8) hour spread shall be treated as overtime.

D. Employees covered by this agreement will be given notice five (5) working days prior to any shift change or change in working hours, except in the case of emergencies. This shall not apply to rotating shifts, bidding procedures or other shift changes that occur on a regular basis.

1 There is a 4/10 work week schedule for employees covered in those classifications. 153
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E. Other City divisions not located in the City Ha ll complex may modify schedules for work groups to operate on either a 9/80 "open" or 9/80 "closed" schedule that does not conform to the above.

F. TME-AFSCME and Management may modify the definition of a normal work week and the provisions of overtime to accommodate a flex-time approach subject to the joint agreement of the parties and a supplemental Memorandum of Understanding.

SECTION 5.2 LUNCH

Employees covered by this agreement shall be entitled to a lunch period of up to one (1) hour.

A. Lunch periods shall be without pay except for employees in the classifications of Police Services Officer assigned to the front desk/jail and Public Safety Dispatchers.

B. There shall be no restrictions on employees during lunch periods that reduce the amount of time allotted for lunch. Restrictions placed upon employ ees during lunch periods on their own time, that reduce the amount of allotted time, shall be compensated for as overtime.

C. The amount of time for lunch period and the procedure for taking a lunch period shall be determined by departmental rules and regulations.

SECTION 5.3 REST5.3 REST BREAKS

Employees covered by this agreement may be allowed up to fifteen (15) minutes as a rest period in accordance with department rules during each half of the regular workday or regular work shift. In such cases:

A. These rest periods will not be taken at the beginning or end of either half of the regular workday or work shift.

B. Rest periods may not be accumulated, nor shall such rest periods have any monetary value if unused.

C. The provisions of this Section may be modified by a supplemental agreement between TME and the City to effectuate a flexible work hour concept.

D. Rest periods shall be taken at or near the work site.

ARTICLE 6 - OVERTIME

SECTION 6.1 OVERTIME

A. Employees covered by this agreement who work a five (5)-day forty (40)-hour work week shall be compensated by pay at the rate of one and one-half (1½) times the hourly composite rate of the employee for hours worked in excess of eight (8) hours in any one (1) work shift or forty (40) hours in any one (1) week.

For employees on the 9/80 or 4/10 program, employees shall be compensated by pay at a rate of 1½ times the hourly composite rate of the employee for hours worked in excess of a regularly scheduled shift or work week.

Composite rate includes base hourly rate plus specific premium pays. 154
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B. Computation

Overtime shall be computed for actual time worked. This includes paid leave taken during the pay period.

C. Claims for Compensation

Overtime worked must be reported by the employee to the Finance Director within fifteen (15) calendar days after the end of the pay period in which the employment was rendered. Failure to do so waives any claim for compensation for such employment by the employee concerned.

D. The provisions of this section may be revised by a supplemental Memorandum of Understanding between the representatives of management and the representatives of TME-AFSCME.

E. An employee may request compensation in the form of time off at the rate of time and one-half (1½) for hours worked in lieu of pay subject to the approval of the Department Head. Such compensatory time cannot be accrued in excess of sixty eighty (6080) hours, but can be carried over from year to year. Employee may cash out up to 100% of their accrued CTO quarterly on a form provided by the City by notifying the Finance Department on or before the 5th of February, May, August, and or November of each year. Payment shall be made no later than the last pay period on the months named. CTO will not be automatically cashed out due to end of fiscal year or for any other reasons.

F. Whenever practicable, overtime shall be first of fered to permanent, full time employees of a class within the department and division by seniority . There shall be continued discussions in each department with the intent of establishing procedures for such offers of overtime. In emergency situations, and when no volunteers are found using the seniority basis, overtime may be mandatory through an inverse seniority assignment.

G. Any employee of the police department required to appear in court, or placed on call at the station in the performance of his/her duties, shall be compensated at the regular overtime rate for a minimum of two hours or for the actual time spent in court inclusive of the court's lunch break, if required to report back to court following lunch. If on-duty hours are contiguous to this two (2)-hour minimum, the employee shall be compensated for actual hours spent in court.

H. An employee may select to defer overtime into the pre-tax 457 plan by submitting the appropriate forms to their department/timekeepers. This is not applicable to built-in scheduled overtime, double time and emergency call outs.

SECTION 6.2 CALL-OUT

The City and TME-AFSCME jointly recognize and commit to resolving the problem regarding employee response to call-out.

An employee called out after regular working hours to respond immediately for emergency work shall be compensated at double time rate for the first two (2) hours with a guaranteed minimum of two (2) hours.

Such minimum shall be increased to three (3) hours if an employee is called out after 12:00 midnight and before 5:00 a.m.; provided, however, that call-out work in excess of the first two (2) hours will be compensated at the regular overtime rate. Avail ability for emergency call-out shall be determined by departmental rules and regulations.

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The double time provisions of this section shall not apply to Bus Operators or Services Officers and Public Safety Dispatchers in the police department. Such shall also not apply to scheduled holiday work as prescribed under Section 4.1.d.2, Holiday Work Pay - Scheduled Work.

ARTICLE 7 - CONDITIONS OF EMPLOYMENT

SECTION 7.1 PROBATIONARY PERIOD

A. For all classifications covered by this agreement, except for Apprentice Relief Bus Operators, there shall be a probationary period which shall be one (1) year of service for original, non-promotional appointments and a probationary period of six (6) months of service for all promotional appointments.

B. An employee’s probationary period shall be extended if the employee is absent from the performance of his/her assigned duties in excess of the number of cumulative working days he/she would work over a four-week period of time. Thus, an employee working a 5/40 will have his/her probation extended by twenty (20) working days or more if he/she is absent more than twenty (20) working days during his/her probationary period. An employee working a 4/10 will have his/her probation extended by sixteen (16) working days or more if he/she is absent more than sixteen (16) working days during his/her probationary period. An employee working a 9/80 will have his/her probation extended by eighteen (18) working days or more if he/she is absent more than eighteen (18) working days during his/her probationary period. The probationary period will be extended by the amount of time equal to the number of days absent from work. For purposes of this provision, all leaves of absences whether continuous or not which result in the employee exceeding the number of workdays he/she is regularly scheduled over a four week period of time will result in a probation extension. A workday will count towards the cumulative total provided for herein if the employee works less than one-half (½) of their regularly scheduled hours in a day.

SECTION 7.2 DISCIPLINARY PROVISIONS

A. An employee may be suspended without pay, demoted or discharged for just cause. Employees, other than probationary, shall have the right of appeal provided under Civil Service Rules and Regulations and the Torrance Municipal Code.

B. An employee may request that a written reprimand be removed from his/her permanent personnel file providing the following conditions are met:

1. A standard performance evaluation has been maintained during the two-year period following the date on the written reprimand; and

2. There has been no discipline during the two-year period of time.

3. For purposes of this section, discipline shall be defined minimally as a written reprimand.

SECTION 7.3 TRANSFER

Laterals

A. Permanent employees in a job classification re presented by TME-AFSCME may make themselves available for lateral entry into a classification in any representation unit represented by TME-AFSCME whose salary range is equal to or less than that of the classification of position presently held by the employee. (A salary range shall be considered to be equal to if there is less than a seven and one- half percent (7.5%) difference in the highest step in the base salary range for the class.) 156
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B. When a position in a classification for which employees have applied for lateral entry becomes vacant, employees who have so applied shall be given the opportunity to lateral into the position pursuant to the following:

1. No promotional list exists for the position.

2. The Department Heads involved approve of the lateral appointment. Such approval will not be required where lateral appointment is the result of a layoff or medical disability.

3. The City Manager concurs in the lateral appointment.

4. Priority of consideration shall be on the basis of seniority subject to the above. The employee shall receive a progress report from the Department Head at the end of each thirty (30) day period.

If an employee does not qualify, he shall be returned to his previous status. The approval and verification of Department Head and the City Manager shall be final.

5. Such lateral appointment of the employee shall be subject to a 180-day period to verify his competency in the new position.

2.6. If an employee accepts a lateral transfer, his salary shall be at his former rate or at the highest step of the lower range, whichever is the lower.

C. Transfers

1. Employees who make in class transfers shal l be subject to a 6-month probationary period.

2. Items (B) 2 through 6 above shall apply.

D. Medical Lateral Transfer

1. Employees are subject to medical, lateral transfers shall be subject to a six-month probationary period.

2. Medical laterals who do not pass qualification period will again be evaluated for current vacancies for which they qualify based physical restrictions and which are within the other guidelines (Section 4.4)

SECTION 7.4 LAYOFF7.4 LAYOFF PROVISIONS

A. Management agrees that in expending any savings which accrue to the City as a result of the repeal of the retirement allowance adjustment programs, the City shall give the highest priority to retaining and rehiring as many as possible of its employees subject to layoff or reduction.

Management retains the right to modify or eliminate this section pursuant to any court action or subsequent legislation which overturns, modifies or repeals AB 702.

B. Prerequisite for Layoff

When as a result of a cutback in personnel it becomes necessary to initiate a layoff of employees in any representation unit covered by this agreement, the following shall be the prerequisite to such a layoff:

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1. All temporary, seasonal and/or recurrent and probationary employees have been released from the class.

2. Employees in the class have been given an opportunity to seek lateral transfer to existing vacant positions (See Section 7.4).

3. Management will meet and consult with the repr esentatives of TME-AFSCME over alternative courses of action to avoid such layoff.

4. Notice of actual layoff shall be given no less than fifteen (15) days before the date of implementation. Such shall include:

a. Classification where layoff is to occur;

b. b. Seniority list by total continuous City seniority of employees in the effected class;

c. List of current permanent vacancies in all classes represented by TME-AFSCME;

d. Separate notice to any employee in the class who has two (2) or more below standard ratings within the preceding three (3) years.

C. Order of Layoff

1. Employees who have two (2) or more below standard ratings within the preceding three (3) years shall be laid off first. Any employee whose most recent rating out of the last three (3) years is standard or above may be excluded from this section;

2. Next layoff shall occur on the basis of City-wide seniority, the least senior employee based on total continuous employment shall be laid off first and any subsequent layoff shall proceed to the next least senior;

3. Ties in Seniority:Where the total and continuous employment of two (2) employees are of the same length, seniority shall be decided by the drawing of lots.

D. Voluntary Reduction of Class

An employee so laid off may choose voluntary reduction of class so as to avoid layoff.

1. Such voluntary reduction can be to a lower class of previous standing or to a lower class in the same occupational grouping (See Section 2.1).

2. If the voluntary reduction in class causes a layoff in the lower class, such layoff shall follow the provisions of this section.

E. Recall

Employees who laterally transfer, take a voluntary reduction or are laid off pursuant to the provisions of this section shall have their names entered onto a recall list for the classification of original standing.

1. Such list shall be in inverse order of layoff, lateral transfer or reduction.

2. A recall list shall be kept by the Civil Service Commission and shall be used when any vacancy for that class is to be filled.

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3. The list shall be maintained until all names have been offered an opportunity for recall or at the end of two (2) years, whichever occurs first.

4. The appointing authority shall offer appointment to the first name on said list. If the individual accepts, he or she shall be appointed. (After sixty [60] days from the date of layoff the employee may be required to take a medical examination so as to ensure the employee is medically and mentally capable of performing the duties of the class. The individual shall still be required to meet the minimum standards of the class.)

F. Layoff from Other Representation Units

In the case of a layoff in a classification not covered by this agreement, an employee who had previous employment in a classification covered by this agreement shall have the same rights as listed in subsection c), provided, however, that such an employee's seniority shall be based solely upon total employment in classifications covered by this agreement.

SECTION 7.5 INACTIVE7.5 INACTIVE STATUS

Subject to the approval of the employee's Departm ent Head, the City Manager and the Civil Service Commission, an employee may request inactive status.

A. Such a request must be made before the termination of an employee or within thirty (30) days of such termination.

B. Inactive status shall continue for no more than one (1) year.

C. Inactive status shall qualify a past employee to be certified as a name in addition to the five (5) open or three (3) promotional eligibles for a vacant position in the classification from which he was terminated.

D. All employee benefits shall not accrue during such inactive status and the employee shall have a break in continuous employment.

SECTION 7.6 CLASSIFICATION7.6 CLASSIFICATION STUDIES

A. The City retains the right to conduct and prepare classification studies. The City retains the absolute right to reallocate budgeted funds from vacant positions.

B. Whenever the City wants to revise a class specification, the following will occur:

1. The City will send a copy of the proposed revi sed class specification to TME both electronically (via e-mail to the union president) and by mailing a hard copy to the address specified for Union notices in Section 11.1.

2. TME will, within 14 days of the date that the revised class specification was sent, inform the City in writing (to the address identified in this agreement for the City to receive notices) whether it:

a. Aagrees to the revised class specification; or

b. Wwants to meet and confer over the proposed changes to it.

If the parties reach an agreement on the revised clas s specification, it will then be submitted to the Civil Service Commission for review and then submitted to the Torrance City Council for final approval.
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3. If TME informs the City that it wishes to meet and confer, it will, within the same letter (requesting to meet and confer) inform the City of the dates within the next 30 days (from the date of the letter) that it is available to meet and confer.

4. Upon receipt of the request to meet and confer letter from TME, the City will inform TME of the dates that are available over the next 30 days to meet and confer.

5. The parties agree that they will try to reach an agreement as expeditiously as possible and hope that multiple meetings are unnecessary. However, given that an agreement may not occur, the parties agree to meet at least twice a week for at least four hours per meeting during the 30 day period after the City receives notification from TME of its request to meet and confer. The 30 day period (to negotiate over the class specification) may be extended if mutually agreed by both parties. In fact, since negotiations will also in clude compensation for the proposed classification, the parties agree to extend the negotiations by an additional 60 days (only if necessary, for a total of 90 days) for the purpose of negotiating regarding proposed compensation of the class specification. The parties agree that the first 30 days is to negotiate over the class specification itself and the additional 60 days is to give the parties the time to gather information on compensation and engage in meaningful negotiations regarding compensation of the class specification. For the additional 60 day period, the parties agree to meet as necessary to complete the process within that time frame.

6. If the parties reach an agreement on the revised clas s specification, it will then be submitted to the Civil Service Commission for review and then submitted to the Torrance City Council for final approval.

7. If at the end of 30 days for negotiations on the class specification and the additional 60 days for negotiations on proposed compensation (or when either side believes negotiations are completed when mutually extended) the parties do not reach agreement on the revised class specification, the parties agree to resolve their impasse in accordance with this article, not the City’s impasse procedure. Both parties specifically agree that this procedure is the sole and exclusive method for revising class specifications (including proposed compensation for the proposed classification) and that neither the City nor the Union can go trough the impasse resolution process to resolve differences over class specifications. The parties agree to utilize a Fact Finder in accordance with the following timeline:

a. Selecting a fact finder within ten (10) days. If the parties cannot agree on a fact finder within the same ten (10) day period, the parties will request a list from the State Mediation and Conciliation service of individuals qualified to serve as fact finders and shall engage in a striking process until a fact finder is chosen. (If using the State Mediation and Conciliation service, the parties will request “expedited availability-arbitrators” who have indicated they typically have at least five open dates within the 60-day period after appointment.)
b. Participating in the fact finding process within (sixty) 60 days. If the chosen fact finder cannot agree to be available to conduct the fact finding within sixty (60) days of contact by both parties, the parties agree to immediately contact the last person stricken from the prior list. If that person is similarly not available to complete the fact finding within sixty (60) days, the parties agree to contact the next person stricken until such time as one of the individuals on the list indicates that he or she can conduct and complete the fact finding within sixty (60) days.
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c. Preparing and submitting the final report by fact finder within (thirty) 30 days The parties agree to inform the proposed fact finder, that according to their agreement, the fact finding report must be issued within thirty (30) days.
d. The 100 day fact finding period may be extended if mutually agreed by both parties. While 100 days is the agreed upon time frame for completion of the fact finding procedure, both parties recognize the need for flexibility. Therefore, days allotted for each segment of the procedure may be carried over to the next segment or borrowed from the next segment.

At the end of the entire process, if additional time is required for the final report, either party may extend the segment by an additional seven days without consent.

8. Following the fact finding process, the City will submit the proposed revised class specification, individual positions by City and the Union, and the report of the fact finder to the Civil Service Commission for review and decision. The subject of compensation is not within the jurisdiction of the Civil Service Commission. As such, the Commission will not make any decisions regarding compensation. The decision of the Civil Service Commission (including the report of the fact finder and relevant material) will be submitted to the Torrance City Council for final decision. The Council’s decision will include a decision regarding the proposed class specification and compensation based on the information (the report of the fact finder and relevant material) presented to it.

9. A maximum of four (4) revisions may be made to class specifications during the term of this agreement. Additional revisions to class specifications may be if mutually agreed by both parties.

10. By agreeing to the above procedure, the parties hope to expeditiously agree on or reach resolution of differences regarding class specifications.

C. In the event of a modification of a class specification, the City and the employee group will meet and confer with regard to the status of the incumbents and their hours, wages and working conditions. A permanent incumbent employee in a current classifi cation covered by the agreement will not have wages and/or benefits reduced as a result of the above actions.

D. Either party may request a study of a particular position or series of positions during the life of this agreement. In any event, TME-AFSCME shall be notified prior to the studies.

SECTION 7.7 PERSONNEL7.7 PERSONNEL FILES

TME-AFSCME and management agree to incorporate Labor Code Section 1198.5 into this agreement by reference. This section relates to employee access to his/her personnel file.

SECTION 7.8 WORK RULES

The City shall have written work rules for each Department. Such rules shall be transmitted to TME- AFSCME Local 1117 upon any revisions. No rules relating to wages hours, benefits and working conditions shall be changed or otherwise modified without meeting and conferring.

SECTION 7.9 USE7.9 USE OF CITY VEHICLE

The use of an assigned City vehicle shall be for City purposes only and misuse shall be grounds for disciplinary action.

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SECTION 7.10 SENIORITY

Seniority will be defined as hire date with the City of Torrance for all purposes, including but not limited to overtime, and bidding for overtime , as referenced in Section 6.1(F), and shift assignments, vacation and layoff. In the case of two or more employees who were hired on the same date, the employees will flip a coin in the presence of the Union President or designee.

ARTICLE 8 - GRIEVANCES

SECTION 8.1 DEFINITION OF GRIEVANCE

A grievance is a complaint by one or more employees concerning the application or interpretation of ordinances, rules, policies, practices or procedures within the scope of this agreement affecting the employee's wages, hours and working conditions.

SECTION 8.2 SCOPE OF GRIEVANCE PROCEDURE

This procedure shall be used to resolve every grievance for which no other methods of solution are provided by law; provided, however, that it shall not include a complaint arising from disciplinary action.

SECTION 8.3 THE GRIEVANCE PROCEDURE

A. First Step: Supervisory Level

1. The employee(s) and/or the representative(s) shall notify the supervisor that he/she/they are bringing a grievance.

2. The grievance may be presented orally or in writing. If the grievance is presented in writing, it must be on the grievance form. The employee(s) or representative(s) must complete each section of the form. If the form is not complete, it will be returned to the employee(s) or representative for completion. The timeline will be extended for five (5) working days to complete this task.

3. The aggrieved employee(s) and/or a representative shall meet with the employee's immediate supervisor.

4. The immediate supervisor may ask for a superior to participate.

6. If a grievance is against a Department Head, the employee shall appeal in writing to the City Manager.

7. Copies of grievances filed at this level of the grievance procedure will be sent to the president of TME Local 1117.

B. Second Step: Department Head Level

1. The aggrieved employee(s) and/or a representative(s) shall meet and consult with the employee's Department Head, or City Manager if grievance is against Department Head.

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2. The The Department Head may have the employee's superiors present at such conference.

3. If the grievance is not resolved by the end of the fifth (5 th) full working day after being received by the Department Head, the employee may within ten (10) working days appeal in writing to the City Manager.

C. Third Step: City Manager Level

1. The The aggrieved employee(s) and/or a representative(s) shall meet and consult with the City Manager or a designee.

2. TheThe City Manager may require the Department Head to be present at such conference.

3. IfIf grievance is not satisfactorily resolved by the end of the fifth (5th) full working day after being received by the City Manager, the employee may, with the concurrence of TME, appeal in writing within ten (10) working days to the City Manager for binding arbitration. If the employee fails to appeal, the grievance shall be considered settled on the basis of the last decision and the grievance shall not be subject to further appeal or reconsideration.

D. Fourth Step: Arbitration

1. As soon as is practicable, and in no case later than ten (10) working days after receipt of an appeal, the City Manager or designee shall request a list of seven (7) names from the American Arbitration Association or the State Mediation and Conciliation Service. The parties shall alternate between the American Arbitration Association and State Mediation and Conciliation Service.

2. Representatives of TME-AFSCME and Management will select an arbitrator within three working days from receipt of the list. If agreement cannot be reached from among these names, each of the parties shall strike names from the list in rotation until only one name remains. Priority in striking shall be decided by the flip of a coin.

3. The decision of the Arbitrator shall be final and binding. Such decision shall not add to or otherwise modify the language of this agreement.

4. Cost of arbitration shall be equally shared by the parties.

SECTION 8.4 GENERAL GRIEVANCE PROVISIONS

B. The aggrieved employee(s) and representative(s) s hall be allowed reasonable time off to participate in the grievance proceedings without loss of pay for the time so spent. (For the purpose of Workers' Compensation and retirement, any City employee involved shall be considered on duty during any grievance procedure.)

C. A grievance shall be considered untimely if not presented by the employee within thirty (30) calendar days of the alleged grievance or within thirty (30) days of its effect upon the employee in those instances where it is shown that the employee could not reasonably have known of the grievable action.

D. Written grievances shall be on a form provided by the City.

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E. Management will notify TME-AFSCME of any griev ance involving the terms and conditions of this Memorandum of Understanding.

F. The TME-AFSCME representative has the right to be present at any formal grievance conference concerning a grievance that directly involves the interpretation or application of the specific terms and provisions of the Memorandum of Understanding.

G. Employees are assured freedom from reprisal for using this grievance procedure.

H. An employee who has initiated a grievance or assisted another employee in initiating and/or processing a grievance shall not in any way be coerced, intimidated or discriminated against.

I. If the City fails to respond within any of the timelines set forth above, the grievant may proceed automatically to the next step.

J. All parties shall participate in good faith at each step of the of the process. Failure to do so may result in the grievance being denied.

SECTION 8.5 STEWARDS8.5 STEWARDS

A. Annually on November 1, TME-AFSCME will s ubmit to the Human Resources department and City Manager a written list of employees who have been selected as stewards. Any additional list shall be transmitted to the Human Resources department and the City Manager upon additions and/or deletions of stewards. The number of stewards assigned to the City work sites shall be determined by TME-AFSCME. The list shall be kept current by TME.

B. When attendance at a formal grievance conference is requested or required, the stewards shall first obtain permission from their immediate supervisor and inform the supervisor of the nature of the business.

C. Upon entering other work locations, the stewards shall inform the supervisor in charge of the nature of the steward's business.

D. The officially designated on-site steward or alternate may, with the permission of his/her supervisor, be released from duties one-half hour early for the purpose of reviewing personnel file(s) necessary for the processing of grievances/disciplinary matters. Such review must have the written authorization of the employee(s) involved and must be coordinated with the Personnel Department prior to the review.

E. TME-AFSCME LOCAL 1117-AFSCME agrees that a steward shall not receive additional compensation for the time spent performing any function of a steward.

ARTICLE 9 - GENERAL

SECTION 9.1 SECURITY PROVISIONS

A. The following agency shop provision shall apply to employees in all classifi cations listed in this agreement.

1. No later than thirty (30) days from the beginni ng date of employment each employee shall either become a member of Torrance Municipal Employees, AFSMCE Local 1117 (hereinafter referred 164
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to as TME) or pay to TME a service fee of ninety percent (90%) of the monthly dues and general assessments of TME.

Any employee who is a member of a bona fide religion, body or sect that has historically held conscientious objections to joining or financia lly supporting public employee organizations shall not be required to join or financially support any public employee organization as a condition of employment. The employee shall be required, in li eu of periodic dues, initiation fees or agency shop fees, to pay sums equal to the dues to a non religious, non labor charitable fund exempt from taxation under Section 501 c (3) of the Internal Revenue code, chosen by the employee from the below list of funds.

 Brotherhood Crusade
 United Way
 Mothers in Action

An authorization card will be distributed by TME-AFSCME LOCAL 1117 during the new employee orientation meeting.

B. The City will provide to TME AFSCME Local 1117 a listing of all new employees, their classifications, departments and department \division telephone numbers within two weeks of their hire date.

C. The City shall deduct the dues, service fee or charitable contribution from the check issued during the second pay period of each month of each employee in the bargaining unit as specified by TME- AFSCME under the terms contained herein.

D. The City shall also apply this provision to every permanent employee who transfers into this representation unit after July 30, 1989, within 60 calendar days of the transfer.

E. TME-AFSCME LOCAL 1117 agrees to indemnify, defend and hold the City free and harmless from any and all liability and claims for damage by any persons including, but not limited to, employees in classifications covered by this agreement, regarding this section. It is also agreed that neither any employee nor TME-AFSCME LOCAL 1117 shall hav e made any claim against the City for any deductions made or not made, as the case may be, unless a claim of error is made in writing to the City within thirty (30) calendar days after the date such deduction were or should have been made.

F. Any employee who has initially elected to pay a service fee or make a charitable donation instead of becoming a member of TME-AFSCME LOCAL 1117, and subsequently desires to become a member in good standing of said organization, may, without penalty, begin payment of full union dues beginning with the next payroll period and continue such membership during the effective life of this agreement.

G. Every employee represented by TME-AFSCME LO CAL 1117, upon hire by the City, shall be provided with a packet of information relevant to TME-AFSCME LOCAL 1117 membership and organizational activities. Such packet, prepared by TME-AFSCME LOCAL 1117, shall include the name of the employee organization president, and shall be approved by the City for relevant content prior to distribution.

H. TME-AFSCME Local 1117 shall keep adequate and itemized record of its financial transactions and shall make available annually to the City Manager or his designee of the City of Torrance, and to all unit employees, within sixty (60) calendar days after the end of its fiscal year, a detailed written financial report thereof in the form of balance sheet and an operating statement, certified as to its accuracy by its president and the secretary-treasur er or corresponding principal officer, or by a certified public account.

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SECTION 9.2. NON-DISCRIMINATION, EQUAL EMPLOYMENT OPPORTUNITY AND

DISCRIMINATORY HARASSMENT

A. The City and TME-AFSCME Local 1117- support the concept of equal employment opportunity.

B. Neither the City nor TME-AFSCME Local 1117- s hall discriminate on the basis of age, sex, marital status, disability, medical condition, race, color, national origin, religion, sexual orientation, union affiliation, or political affiliation.

C. The City and TME-AFSCME Local 1117 agree that they will work to ensure a working environment free of discriminatory harassment.

D. If the employee has a complaint based on discrimination, he/she may make a complaint under Administrative Memo 18 or make a complaint to the Department of Fair Employment and Housing or the Equal Employment Opportunity Commission or file a grievance alleging a violation of the contract.

SECTION 9.3 JOB ACTION

A. TME-AFSCME and its members agree that during the term of this agreement there shall be no strike, slowdown, concerted use of sick leave or other concerted job action.

B. In the event of an unauthorized job action, the City agrees that there will be no liability on the part of TME provided the employee organization promptly and publicly disavows such unauthorized action; orders the employees to return to work and attempts to bring about a prompt resumption of normal operations; and provided further that the employee organization notifies the City in writing within forty- eight (48) hours after the commencement of such job action what measures it has taken to comply with the provisions of this section.

C. In the event such actions by the employee organization have affected resumption of normal work practices, the City shall have the right to take appropriate disciplinary action against individual employees participating in the concerted job action.

SECTION 9.4 TRAINING

A. Job Training

During the life of this agreement, the representatives of TME-AFSCME and Management will jointly develop a training program. The intent of this program will be to encourage upward mobility and to develop the full potential of the employee.

B. Special Training

$1,700 shall be made available to provide training regarding upward mobility. Such shall be jointly administered by Management and TME.

C. The City shall work in cooperation with TME with employees interested in specific skill training to make equipment and assistance available where possible for training during the employees off duty hours.

D. In addition, there will be a one-time amount added to the contract in the amount of $8,935 to be used for the purchase and distribution to its members the ”California Public Employee Relations Program” easy Reference Series Pocket Guides.

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E. Additionally, an annual amount of $1000, shall be budgeted for the purpose of training employees covered by this agreement. The fund may be used for employee training, member relations and other employee enhancement programs. Training funds ma y also be used for purchasing materials, equipment or paying training personnel. Training or activities must be done on non-work hours, or when employees use leave time to go to training. TME-AFSCME Local 1117 will submit invoices to the City itemizing the disbursement request The City will have the right to review such disbursement request.

SECTION 9.5 EMPLOYEE RELATIONS LEAVE

An amount equal to 22 work shifts (or 198 hours for the combined TLEA, TME-AFSCME Local 1117 organization) per fiscal year shall be available for employees to participate in Employee Relations Leave outside the City. If the 198 hours are used up, and if there is a convention that requires the use of additional hours, impacted employees may ask their Department H eads for permission to use up to an additional 3 shifts (27 hours) with the concurrence of the City Manager or designee. This 27-hour amount is not subject to carry over if unused.

The City will track these costs and any amount request ed over this amount may be taken, but employees must then use their own accrued time such as vacation or compensatory leave or attend meetings without pay. Unused hours from the previous year can be carried over and will be used first in subsequent years; however maximum shifts used in any one year can never exceed 30 shifts (or 220 hours). The three discretionary shifts subject to Department Head and City Manager approval cannot be carried over.

SECTION 9.6 CIVIL9.6 CIVIL SERVICE EXAMINATIONS

Any employee who has applied for, andfor and been notified of acceptance to take a Civil Service examination for a City of Torrance position, may take paid time off to take the examination if it takes place during his/her regular work shift. The employee, however, must give seventy-two (72) hours noticehours’ notice to his/her supervisor of the examination in order to receive pay. (Copy of Civil Service appointment slip is appropriate notification.)

SECTION 9.7 WELFARE9.7 WELFARE TO WORK

Duties normally performed by employees represent ed by AFSCME Local 1117, shall not be assigned to welfare recipients, welfare to work participants or any public, private or nonprofit organization using the services of welfare recipients. Such individuals shall displace no AFSCME Local 1117 represented employees. Displaced shall be defined as partial displacement such as reduction in hours of work, wages or employment benefits.

SECTION 9.8 FAMILY9.8 FAMILY-SCHOOL PARTNERSHIP LEAVE

ARTICLE 10 - MISCELLANEOUS

SECTION 10.1 MONTHLY10.1 MONTHLY MEETINGS

A. Management and TME-AFSCME agree to meet monthl y to discuss any issues which may be brought forward by either party. The meetings shall on the first (1 st) Thursday of the month at a time and 167
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location agreeable to both parties. Any meeting may be canceled or rescheduled by consent of both parties.

B. Requests may be made for meetings to be held between stewards and/or executive board members and employees covered by this agreement. Upon request of the AFSCME departmental steward or executive board member, management will make every effort to provide a meeting room in close proximity to the department location. The request from the employee organization must be made to management in writing at least 72 hours in advance. Meetings shall be held before or after working hours and shall normally take place no more than once per month. Management will allow the employee organization to post notices on the meetings at least one day in advance.

SECTION 10.2 CONTINUED DISCUSSIONS

Parties will negotiate in good faith to reach an agreement within 6 months of the signing of this agreement to address market adjustments for the final remaining 15 classifications (listed below) per salary surveys.
 Air/Con Tech
 Animal Control Officer
 Lead Ranger
 Building Maintainer
 Sr. Building Maintainer
 Custodian
 Electrician
 Equipment Operator
 Pest Control Technician
 Telecomm Technician
 Traffic Painter
 Tree Trimmer
 Wireless Technician
Management and employee group will continue to discuss the following items: (listed in 1.4)  Holiday Pay Calendar Guide
 Comprehensive Class & Comp
 Uniform Language
 Release Time Language
 Building Maintainer Premiums
 Torrance Municipal Code Changes
 Modifications to Department Work Rules
 Premium Pay for new Computer Program requirements for Storekeeper Classification  Lead Jailer Premium (PSO/PSD Bilingual Pay)
 Transit Work Rules
 Establish Labor-Management Committee (LMC) to collaboratively explore solutions to the existing gaps between employee benefit contributions, out of pocket expenses, and coverage features. 168
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ARTICLE 11 – NOTICE

SECTION 11.1 NOTICE11.1 NOTICE

A. Notices to City. The address for all Notices (hereinafter defined) given by the Union to City shall be:

City of Torrance
City Manager's Office
Attn: Chief Labor Negotiator
3031 Torrance Boulevard
Torrance, CA 90503
Fax: (310) 618-5891

B. Notices to the Union. The address for all Notices, dues payments, written correspondence or any other documents hereunder given by City to the Union shall be:

President
TME-AFSCME Local 1117
P.O. Box 444
Torrance, CA 90508
(310) 944-4198516-1645

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SECTION III SEVERABILITY

If any section, subsection, sentence, clause, or phrase of this resolution is for any reason held to be invalid or unconstitutional by the decision of any court of competent jurisdiction, such decision shall not affect the validity of the remaining portions of the resolution. The City Council hereby declares that it would have passed this resolution and each section, subsection, sentence, clause, or phrase thereof, irrespective of the fact that any one or more sections, subsections, sentences, clauses, or phrases be declared invalid or unconstitutional.

INTRODUCED, APPROVED AND ADOPTED this 229ndth day of May 2023of April 2025,

________________________________
George K. Chen
Mayor of the City of Torrance

ATTEST:

Rebecca Poirier, CMC
City Clerk

APPROVED AS TO FORM:

PATRICK Q. SULLIVAN

CITY ATTORNEY

B y
Tatia Y. Strader
Assistant City Attorney

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ATTACHMENT A

CITY OF TORRANCE

PERSONNEL DEPARTMENT PROCEDURES AND RULES REGARDING

LONG TERM DISABILITY PLAN AND PARTIAL DISABILITY

I. PURPOSE

To provide a uniform approach for administering the City's Long Term Protection Plan.

II. DEFINITIONS

1. "Injury" means bodily injury caused by a non- industrial accident occurring while the employee is employed by the City.

2. "Sickness" means non-industrial sickness or di sease causing loss of employment while the individual is employed by the City.

3. "Total Disability" means the substantial inability or physical incapacity of the employee to engage in his/her regular occupation or an occupation of similar compensation as a result of non-industrial sickness or injury.

4. "Partial Disability" means the substantial i nability or physical incapacity of the employee to engage, except on a half-time basis, in his/her regular occupation or an occupation of similar compensation as the result of non-industrial sickness or injury.

5. "Regular Care and Attendance" means observation and treatment to the extent necessary under existing standards of medical practice for the condition causing the disability.

III. BENEFITS UNDER THE CITY PROGRAM

1. Total or Partial Disability
If an injury or sickness results in continuous total disability or continuous partial disability or combination of both, the employee while covered hereunder, who requires "regular care and attendance", shall receive from the City the monthly benefit. The monthly benefit will terminate on the earliest of:

a. The date of death of the employee;

b. The date benefits have been incurred for the maximum benefit period;

c. The date the employee retired (provided, however, that the employee shall receive a total of the monthly benefit related to a combination of both retirement and long term disability benefits if totally or partially disabled to the normal expiration of benefits);

d. The date the employee ceases to be totally or partially disabled;

e. The date specified in a settlement agreement between the employee and the City. The employee shall be eligible for benefits as noted below:

Full-time Employment
Two (2) months
= Full-time LTD
One (1) month
Full-time Employment
One (1) month
= Part-time LTD
One (1) month
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Part-time Employment
Four (4) months
= Full-time LTD
One (1) month
Part-time Employment
Two (2) months
= Part-time LTD
One (1) month

2. Recurrent Disability

b. If the injured employee resumes the duties of his/her regular occupation for less than one year period of time, the following shall apply:

1. A subsequent disability resulting from the same cause shall be considered a continuation of the original incident. The employee shall be eligible for the length of time specified in the Long-Term Disability Benefit section of the Resolution less that amount of time previously utilized for the same incident.

c. The determination as to whether a disability is a new incident or a continuation of an original incident shall be subject to verification by medical authority and appropriate supporting medical documentation.

IV. REDUCTIONS

V. TERMINATION OF COVERAGE

1. The coverage of any employee shall terminate on the earliest of the following dates:

a. The date the program is terminated by mut ual agreement of the employee groups and the City of Torrance;
b.2 The date the employee leaves or is dismisse d from the employment of the employer, is retired or leaves the representation groups covered by the Master Resolution.

2 Monthly benefits may extend beyond the termination date of employment for the maximum benefit period, provided, however, that insurance coverage was in effect at the time the injury/illness was sustained. 172
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c. The date of entry of the employee into military service except for temporary duty of 30 days or less.

2. Such termination shall be without prejudice to any pre-existing total disability claim of the employee except as agreed to between the parties in settlement.

VI. EXCLUSIONS

1. The program does not cover disability:

a. Resulting from any intentionally self-inflicted injury;

b. Caused by or resulting from service in the Armed Forces of any country, except for temporary active duty assignments of not more than 30 days.

c. Resulting from any act of war, declared or undeclared;

d. Resulting from participating in or consequence of have participated in the committing of a felony.
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ATTACHMENT B

CATASTROPHIC LEAVE PROGRAM
(Revised June 29, 2017)

Purpose

The purpose of this Catastrophic Leave Program is to allow employees to assist another employee during times of personal crisis when serious illness or injury has incapacitated him/her or a family member and the employee is therefore unable to work. It can also be used for employees who suffer catastrophic illness or injury who must undergo intermittent medical treat ment such as chemotherapy. This program is solely for employees whose accrued leave balances have been exhausted.

Policy

The Catastrophic Leave Program allows an employee to transfer eligible leave hours (vacation, sick leave, compensatory time and/or administrative leave) to another employee when a catastrophic illness or injury occurs. A catastrophic illness or injury is defined as a serious health condition which substantially incapacitates an employee or qualifying family member, or which forces the employee or family member to undergo ongoing or lengthy substantial medical treatmen t. The illness or injury further creates a financial hardship because the employee has or will exhaust all leave time. For the purpose of the Catastrophic Leave Program, qualifying family member shall m ean an employee’s parents, step parents, spouse, registered domestic partner, children and stepchildren.

An employee will not be eligible for catastrophic leave until he/she has exhausted all leave time, including sick leave, vacation, compensatory time and administrative leave.

Donated hours may be used under the following situations:

Procedures / Guidelines for Using Catastrophic Leave

1. Leave of Absence paperwork 3 must be submitted to the Human Resources Department. It should include medical certification of a serious health condition per the FMLA guidelines and the dates the employee expects to be absent. The leave must be approved by the Department Head and the Human Resources Director.

2. Verification of illness or injury of the employee or qualifying family member must be provided in writing by the treating physician on the City provided forms.

4. The period of absence will be determined by the written verification of the employee’s or family member’s physician and will not be based on the number of hours donated. Employees who are approved for the Catastrophic Leave Program due to a qualifying family member’s catastrophic illness/injury may use

3 Leave of Absence Paperwork consists of “Request for Leave of Absence” form and either a form for personal illness or a “Family Medical Certification” form (for family illness). 174
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donated time for a maximum of 12 weeks during a rolling one year period, as is allowed by the Family and Medical Leave Act.

5. Employees who are approved for the Catastrophic Leave Program due to a qualifying family member’s catastrophic illness/injury may use donated time for a maximum of 12 weeks during a rolling one-year period, as is allowed by the Family and Medical Leave Act.

6. Employees must exhaust all personal leave hours (vacation, sick leave, etc.) prior to using any donated hours.

7. Employees will not accrue vacation, sick leave, or service time while using donated hours.

8. Donated hours may not be converted to cash (“cashed down”).

9. The catastrophic leave bank will be closed and no further donations will be accepted under the following conditions:

 The ill/injured employee returns to work full time, or  The 12 weeks of Family Leave have been exhausted, or
 The ongoing, intermittent treatment program has been completed.

10. Donated hours will be based on the real value of leave time donated. If a donor employee makes less than the receiving employee, the real value of the donated hours will also be less, and therefore, the number of Catastrophic Leave paid will be less than the number of hours donated.

In these cases, any unused donated balances will be returned to the respective donating employees.

Any subsequent illness after the close of the bank will require a new request and approval.

Procedures/Guidelines for Donating Hours

1. Employees who wish to donate eligible leave hours must complete a Catastrophic Leave Bank Transfer Authorization form.

2. Donations of Catastrophic Leave hours are made on a voluntary basis.

3. All donated time must be in increments of one hour or more.

4. Donations of leave hours, once used, are irrevocable and become part of the receiving employee’s leave bank.

5. Employees with less than 40 hours of sick leave may not donate sick leave hours. This provision may be waived by the City Manager if a donating employee has given notice of terminating employment with the City and there is a current qualified Catastrophic Leave Bank recipient.

Confidentiality

ATTACHMENT C

TRANSIT RUNS

In order to meet the requirements of applicable State laws, the following modifications to the methods of assigning transit runs are agreed to:

1. Full time, permanent bus operators will continue to bid and operate all biddable runs, which includes the scheduled overtime in each run.

2. Full time, permanent bus operators will also bid and operate all scheduled vacation relief runs. This includes runs bid by the annual vacation bidding process, including 6 long term vacation periods and 3 short term vacation periods taken by regular full time bus operators. (This represents up to nine persons on vacation per day)

3. Other runs, up to a total of 500 hours per week (200 for the CBO's runs, and 300 for other runs), which come open as a result of industrial leave, sick leave, jury duty, excused, unexcused and other operator absences, plus other factors will be filled by "at will" Relief Drivers based on operational convenience as defined by Torrance Transit management.

4. The current "Extra Board" will no longer exist. The rules pertaining to the extra board will no longer exist. A "vacation board" and a "fill-in board" will replace it. Permanent, full time operators will operate the "vacation board." "At will" Relief Drivers bus operators will operate the "fill-in board."

5. Transit Management and TME will adhere to all applicable laws governing Torrance Transit.

Furthermore, Transit management will monitor drivers on duty time to ensure compliance with the "Rolling 8/80" law.

6. Relief Drivers are described as follows.

a. All current CBO's (Commuter Bus Operators) will become "Relief Drivers" and will be able to drive on any of the runs as outlined above.

b. Additional drivers will be hired in the description of "Relief Drivers" and may be used for the commuter runs or the runs as described above.

c. All "Relief Drivers" will earn an hourly rate as noted in the TME MOU. They will also be covered by the current City contract with TME as it applies to PERS retirement.

d. "Relief Drivers" will be represented by TME. They will be "at will" employees, and as such will have no "Skelly" rights, will not be permanent City employees, and can be terminated for any reason. They are not covered by City of Torrance Civil Service rules and regulations or any other personnel ordinances other than specifically agreed to.

e. Relief Drivers will be covered by the State of California mandates as it applies to Workers Compensation benefits.

7. Transit Management will ensure that every attempt will be made to evenly offer work to all "Relief Drivers." They will, however, have no seniority or bidding rights on the work available.

8. This entire agreement will be reviewed by both parties at the end of twelve months of operation and any necessary modifications will be discussed.
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ATTACHMENT D

CITY OF TORRANCE AGREEMENT FOR AB98
August 17, 2005 at 4:10 p.m.

A. Upon agreement by both parties, Management will re-e stablish the former schedule. The bid will start the day following the agreement with the new runs starting the beginning of the pay period.

B. The City agrees to establish a Joint Labor/Management Committee as specified in Transit Work Rules Article 3, Section 3.6. Labor representatives will be comprised of three permanent bus operators, and one lead bus operator appointed by the President of the Union.

C. Operators will be able to drink water while the bus is not in motion. All operators shall be allowed to drink water only, in a transparent plastic bottle (not to exceed 20 oz.) containing a sports cap or screw top lid.

D. Upon agreement by both parties by 5:30 p.m. on August 17, 2005, all operators will receive a one- time signing bonus of $500 dollars on a separate check (taxes will be paid at the end of the year by the operators).

E. One (1) fifteen (15) continuous minute rest/meal break will be provided to all bus operators on straight runs except Line 9 throughout the course of their shift approved by Dispatch. If an operator is running late for their break, they will be required to follow Departmental procedures by pressing the “Status 3” button on the radio. Once at their layover, they will contact Dispatch and indicate their status and the minutes down. Dispatch will make appropriate adjustments to the operator’s schedule and allow a fifteen (15) minute break. The Labor/Management Committee will meet within the next two (2) weeks to discuss adjustments to Line 9. Adjustments to Line 9 will be made to afford operators a fifteen (15) minute rest/meal break by December 31, 2005.

F. The Torrance Transit System and TME-AFSCME Local 1117 agree that the Torrance Transit System is exempted from Wage Order 9, and all conditions required in the Order have been met. TME- AFSCME Local 1117 will not bring any grievance, suit or other claim on behalf of itself or any of its members against the City or any subdivision thereof on the grounds that the City or its subdivision has violated Wage Order 9 or AB98 as of August 17, 2005.

G. The Torrance Transit System and TME-AFSCME, Local 1117 agree that all conditions required in the Order, for the Torrance Transit System to be exempted from the Order are met, as set forth below:

1. TME-AFSCME, Local 1117 is a valid labor organization that represents the classification of Bus Operators at Torrance Transit System.

2. The TME-AFSCME, Local 1117 and Torrance Transit System have a valid collective bargaining agreement for Bus Operators at Torrance Transit System.

3. The collective bargaining agreement provides for binding arbitration for all disputes arising out of the collective bargaining agreement.

4. Any disputes regarding this section shall be the subject to the Grievance provisions of the MOU. 177
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ATTACHMENT E

CITY OF TORRANCE MECHANICS' TOOLS SELF-INSURANCE PROGRAM

EMPLOYEE RESPONSIBILITIES

Inventory List

Each employee must fill out and submit to the Fleet or Transit Service Manager a list of ALL tools personally owned and used in the course of employment with the City. Any tool omitted from the list will not be covered under this insurance program. In addit ion to the inventory list, the employ ee must submit photos of all tools to be covered under this program.

It is the responsibility of each employ ee to keep updated inventory lists and phot os of his tools on file with the City. As new tools are purchased and added to the employee's inventory list, a copy of the receipt for those tools must be submitted to the Manager along with the update to the inventory Inventory lists and photos must be submitted to the appropriate Manager within 60 days of the employee's start date with the City.

Claim For Loss

An employee may submit a formal Claim for Loss form when a loss exceeds the $200 deductible. If available, the receipt for the purchase of the lost tool(s) must be attached to the claim form.

Release Of Claims

Upon agreement by the City to pay for a loss, the employee must sign a Release of Claim form. Once this form is signed by the employee, the City will be released from any further liability regarding this particular claim.

RULES AND GUIDELINES

Property Insured

Subject to the terms, conditions and exclusions hereinafte r contained, this policy insu res from loss those tools required by the City for the employee to purchase and use during the performance of his duties as an Equipment Attendant, Mechanic, Senior Mechanic or Senior Welder. Tools must be it emized on the attached inventory list form in order to be covered under this policy, and said form filed with the City along with pictures of the tools.

Definition

Wherever the term "LOSS" is used it shall mean theft.

Exclusions

 Tools not inventory listed on the inventory list form  Tools not stored or used at the City Yard

Territorial Limits

This policy coverage is valid only within the limits of t he City Yard and in City vehicles when in use on City business.

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Misrepresentation And Fraud

This coverage shall be void if, whether before or af ter a loss, the employee ha s concealed or misrepresented any material fact or circumstance c oncerning this insurance or the subj ect thereof, or the interest of the employee therein, or in case of any fraud or false swearing by the employee relating thereto. Presentation of a false claim is a felony (CA Penal Code Sec. 72).

Notice Of Loss

1. The employee shall report in writing to Risk M anagement within 30 days of discovery of loss which may give rise to a claim under this coverage.

2. The employee shall also file a report with the Torrance Police Department (or other law enforcement agency if loss is from a City vehicle while in another jurisdiction) within 30 days of discovery of loss.

3. The employee shall file a formal Claim for Loss with the City within 60 days of discovery of loss.

Valuation

The City shall not be liable bey ond the actual cash value of the tool at the time any loss occurs; the loss shall be ascertained or estimated according to cash value with proper deduction for deprec iation. In no event shall the value exceed what it would cost to replace the tool with same of like kind and quality.

Settlement Of Loss

All claims shall be paid or made good to the employee wi thin 90 days after presentation to and acceptance by the City of satisfactory proof of interest and loss. No loss shall be paid or made good if the employee has collected the same from others.

Pair Or Set

In the event of loss of any tool or tools which are a part of a pair or set, the measure of loss of such tool or tools shall be a reasonable and fair proportion of the total val ue of the pair or set, gi ving consideration to the importance of said tool or tools. In no event shall such loss be construed to mean total loss of the pair or set.

Parts

In the event of a loss of any part of tools consisting of several parts, the City shall only be liable for the value of the part lost.

Limit Of Liability

The City shall not be liable beyond the cash value of the tool or tools.

Deductible Amount

A $200.00 single loss deductible shall apply to each claim for loss.

Identification

The City encourages that each employee's personal tools be marked with the employees personal mark or initials.

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ATTACHMENT F

Request for Release Time Form

In accordance with your MOU, the City and the Union have agreed to utilize this form for the use of all Release Time.

Instructions: Please send a copy of this completed form (e-mail acceptable) to:

1. Your immediate supervisor

2. City Manager Designee (Releasetime@Torrance CAca.gov)

3. President, AFSCME Local 1117

Date Submitted ________________________________________________________

Employee Name _______________________________________________________

Immediate Supervisor ___________________________________________________

Department/Division ____________________________________________________

Release Date(s) Requested ______________________________________________

Scheduled Meeting Time(s) ______________________________________________

Location of Meeting _____________________________________________________

Purpose (Check appropriate box)

 Negotiations/Meetings with Management

 Hearings

 Meetings to Represent Employees

 Executive Board Members (TME-TLEA-AFSCME only)

 Other (Executive Board Member attendance at New Employee Orientation, Civil Service Commission Meeting, or City Council Meeting)

Signature Line for Supervisor ________________________________________________

Employee Signature _______________________________________________________

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ATTACHMENT G
Street Maintenance Leader Salary Grids

In compliance with the California Public Employees' Retirement System (CalPERS), the following pay ranges are assigned to “Street Maintenance Leader.”

Effective March 1, 2009
Pay Ranges Basis Step 1 Step 2 Step 3
Street Maintenance Leader Hourly 24.76 26.00 27.30

Effective March 8, 2011
Pay Ranges Basis Step 1 Step 2 Step 3
Street Maintenance Leader Hourly 24.76 26.00 27.30

Effective July 27, 2014
Pay Ranges Basis Step 1 Step 2 Step 3
Street Maintenance Leader Hourly 25.26 26.52 27.85

Effective January 1, 2015
Pay Ranges Basis Step 1 Step 2 Step 3
Street Maintenance Leader Hourly 25.76 27.05 28.41

Effective October 4, 2015
Pay Ranges Basis Step 1 Step 2 Step 3
Street Maintenance Leader Hourly 26.79 28.13 29.55

Effective April 14, 2019
Pay Ranges Basis Step 1 Step 2 Step 3
Street Maintenance Leader Hourly 27.19 28.55 29.99

Effective January 5, 2020
Pay Ranges Basis Step 1 Step 2 Step 3
Street Maintenance Leader Hourly 27.46 28.84 30.29

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ATTACHMENT H
Joint Agreement between the City of Torrance and
Torrance Municipal Employees - AFSCME Local 1117 (TME - AFSCME)

TME - AFSCME and representatives of Management (“City”) have met and conferred regarding the Enhanced Recruitment and Retention Incentives Pilot Program.

TME - AFSCME and City hereby agree to the addition of the Enhanced Recruitment and Retention Incentive Pilot Program as follows Effective September 8, 2024:

TORRANCE POLICE DEPARTMENT

ENHANCED RECRUITMENT AND RETENTION PILOT PROGRAM

1. The Torrance Police Department Enhanced Recruitment and Retention Pilot Program (“Pilot Program”) will remain in effect until terminated by the City M anager and is subject to t he limits of the City budget and approved staffing levels.

2. The City Manager may elect to term inate any portion of this “Pilot Program” providing it is not warranted or needed.

3. Paid active status in regard to this “Pilot Program” is defined as receiving payment for hours during which an employee is eligible to receive pay with the exception of hours paid running time.

4. Employees will need to remain on a paid, active status in the Torrance Police Department (“Department”) to be eligible for incremental payments as outlined in Exhibit A.

5. Retention incentives, will be issued over the duration of t he commitment as long as the employee remains on a paid, active status in the “Department.”

6. “Pilot Program” Incentive paym ents shall not be considered pensi onable earnings/compensation.

7. TME - AFSCME LOCAL 1117 and Management agree to revisit “Pilot Program” specifications during the duration of this program.

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Exhibit A
Torrance Police Department Enhanced Recruitment and Retention Incentive Program (Torrance Municipal Employees - AFSCME Local 1117)
Effective September 8, 2024

Public Safety Dispatcher Recruitment Incentive – New Hire  Maximum Bonus: $10,000 total
 Base Amount: $10,000 signing bonus
 Payment Structure:
o 50% of total bonus upon hire
o 25% of total bonus upon completion of probation
o 25% of total bonus upon completion of full year following probation

Public Safety Dispatcher Recruitment Incentive – Lateral  Maximum Bonus: $40,000 total
 Base Amount: $15,000 signing bonus
 Escalator Clause:
o Specialized Detail: Additional $5,000 per year, up to a maximum of 5 years ($25,000) to include Communications Training Officer (CTO) and Tactical Dispatcher  Payment Structure:
o 50% of total bonus upon hire
o 25% of total bonus upon completion of probation
o 25% of total bonus upon completion of full year following probation

Retention Bonus – Professional Staff
 Maximum Bonus: $10,000 per year for five years
 Eligibility: Police Department employees in the following classifications are eligible:
o Police Services Officer
o Public Safety Dispatcher
 Base Amount: $7,500 annual bonus
 Uniform Bonus: $2,500 uniform bonus if permanently assigned as a Police Services Officer.  Payment Structure:
o First payment upon initiation of program
o Annual payments occur on anniversary of program start date capped at 5 total payments

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TME-AFSCME MOU 2025-2028

MEMORANDUM OF UNDERSTANDING
TORRANCE MUNICIPAL EMPLOYEES - AFSCME, LOCAL 1117
(TME-AFSCME)

2025-2028

A MEMORANDUM OF UNDERSTANDING SETTING FORTH THE

HOURS, WAGES AND WORKING CONDITIONS FOR EMPLOYEES REPRESENTED BY TORRANCE MUNICIPAL EMPLOYEES - AFSCME, LOCAL 1117

An agreement of the undersigned representatives of the Torrance Municipal Employees - AFSCME, Local 1117 and the representatives of the City of Torrance (City) that:

The attached Resolution is recommended to the City Council for adoption in its entirety. It covers wages, hours and working conditions for the period starting April 20, 2025 through June 30, 2028 and was reached through agreement of the undersigned parties.

Signed this 22nd day of April 2025.

Management TME-AFSCME

_____________________________ ____________________________ Ian Dailey David Inez

_____________________________ ____________________________ Jamie Le Kenny Evans

____________________________
Robert Castrellon

____________________________
Bob Adams

ATTACHMENT 4
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RESOLUTION NO. 2025-___

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF TORRANCE SETTING FORTH

HOURS, WAGES AND WORKING CONDITIONS FOR EMPLOYEES REPRESENTED BY THE TORRANCE MUNICIPAL EMPLOYEES–AFSCME, LOCAL 1117, AND REPEALING RESOLUTION NO. 2023-44

The City Council of the City of Torrance does hereby resolve as follows:

SECTION I

That Resolution No. 2023-44 is hereby repealed in its entirety.

SECTION II

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Table of Contents
ARTICLE 1 - INTRODUCTION ........................................................................................................ 1 SECTION 1.1 PREAMBLE ......................................................................................................... 1 SECTION 1.2 MANAGEMENT RIGHTS .................................................................................... 1 SECTION 1.3 EMPLOYEE RIGHTS .......................................................................................... 1 SECTION 1.4 OBLIGATION TO MEET AND CONFER .............................................................. 1 ARTICLE 2 – COMPENSATION ..................................................................................................... 3 SECTION 2.1 SALARY RANGES AND CLASS TITLES ............................................................ 3 SECTION 2.2 BASE PAY RANGE ............................................................................................. 7 SECTION 2.3 SALARY ADVANCEMENT ................................................................................... 7 SECTION 2.4 RATE ON PROMOTION ...................................................................................... 8 SECTION 2.5 LONGEVITY ......................................................................................................... 8 SECTION 2.6 METHODS OF COMPENSATION ........................................................................ 8 SECTION 2.7 CONTINUITY OF SERVICE ................................................................................ 8 SECTION 2.8 PERMANENT PART-TIME EMPLOYEES ............................................................ 9 ARTICLE 3 - SPECIAL COMPENSATION ...................................................................................... 9 SECTION 3.1 PREMIUMS .......................................................................................................... 9 SECTION 3.2 MOVE-UP ASSIGNMENT ................................................................................. 14 SECTION 3.3 TEMPORARY APPOINTMENT ........................................................................... 16 SECTION 3.4 SUPERVISORY PAY POLICY .......................................................................... 16 SECTION 3.5 NIGHT SHIFT .................................................................................................... 17 SECTION 3.6 WEEKEND SHIFT ............................................................................................. 17 ARTICLE 4 - BENEFITS ................................................................................................................ 17 SECTION 4.1 HOLIDAYS ........................................................................................................ 17 SECTION 4.2 VACATION ........................................................................................................ 20 SECTION 4.3 SICK LEAVE ..................................................................................................... 21 SECTION 4.4 INDUSTRIAL INJURY LEAVE .......................................................................... 23 SECTION 4.5 LEAVES OF ABSENCE .................................................................................... 24 SECTION 4.6 BEREAVEMENT LEAVE ................................................................................... 24 SECTION 4.7 COMPASSIONATE LEAVE .............................................................................. 24 SECTION 4.8 JURY DUTY ...................................................................................................... 24 SECTION 4.9 INSURANCE ..................................................................................................... 24 SECTION 4.10 RETIREMENT ................................................................................................. 28 SECTION 4.11 UNIFORMS ..................................................................................................... 29 SECTION 4.12 TOOL ALLOWANCE ....................................................................................... 30 SECTION 4.13 MEDICAL EXAMINATION/RECHECKS/INOCULATIONS .............................. 30 SECTION 4.14 SAFETY .......................................................................................................... 31 186
TME-AFSCME MOU 2025-2028
SECTION 4.15 DEFERRED COMPENSATION ...................................................................... 33 SECTION 4.16 LICENSES ...................................................................................................... 33 SECTION 4.17 MEMBER RELATIONS ..................................................................................... 33 SECTION 4.18 RELEASE TIME ................................................................................................ 34 ARTICLE 5 - HOURS OF WORK .................................................................................................. 36 SECTION 5.1 NORMAL HOURS OF WORK ........................................................................... 36 SECTION 5.2 LUNCH ........................................................................................................... ... 37 SECTION 5.3 REST BREAKS ................................................................................................... 37 ARTICLE 6 - OVERTIME ............................................................................................................... 37 SECTION 6.1 OVERTIME ....................................................................................................... 37 SECTION 6.2 CALL-OUT ....................................................................................................... 38 ARTICLE 7 - CONDITIONS OF EMPLOYMENT ........................................................................... 39 SECTION 7.1 PROBATIONARY PERIOD ............................................................................... 39 SECTION 7.2 DISCIPLINARY PROVISIONS .......................................................................... 39 SECTION 7.3 TRANSFER ......................................................................................................... 39 SECTION 7.4 LAYOFF PROVISIONS ....................................................................................... 40 SECTION 7.5 INACTIVE STATUS............................................................................................. 42 SECTION 7.6 CLASSIFICATION STUDIES .............................................................................. 42 SECTION 7.7 PERSONNEL FILES ........................................................................................... 44 SECTION 7.8 WORK RULES .................................................................................................... 44 SECTION 7.9 USE OF CITY VEHICLE ..................................................................................... 44 SECTION 7.10 SENIORITY ....................................................................................................... 44 ARTICLE 8 - GRIEVANCES .......................................................................................................... 45 SECTION 8.1 DEFINITION OF GRIEVANCE .......................................................................... 45 SECTION 8.2 SCOPE OF GRIEVANCE PROCEDURE .......................................................... 45 SECTION 8.3 THE GRIEVANCE PROCEDURE ..................................................................... 45 SECTION 8.4 GENERAL GRIEVANCE PROVISIONS ............................................................ 46 SECTION 8.5 STEWARDS ........................................................................................................ 47 ARTICLE 9 - GENERAL ................................................................................................................ 47 SECTION 9.1 SECURITY PROVISIONS ................................................................................... 47 SECTION 9.2. NON-DISCRIMINATION, EQUAL EMPLOYMENT OPPORTUNITY AND DISCRIMINATORY HARASSMENT .......................................................................................... 48 SECTION 9.3 JOB ACTION ..................................................................................................... 49 SECTION 9.4 TRAINING ......................................................................................................... 49 SECTION 9.5 EMPLOYEE RELATIONS LEAVE ..................................................................... 50 SECTION 9.6 CIVIL SERVICE EXAMINATIONS ...................................................................... 50 SECTION 9.7 WELFARE TO WORK ......................................................................................... 50 187
TME-AFSCME MOU 2025-2028
SECTION 9.8 FAMILY-SCHOOL PARTNERSHIP LEAVE ........................................................ 50 ARTICLE 10 - MISCELLANEOUS ................................................................................................. 50 SECTION 10.1 MONTHLY MEETINGS ..................................................................................... 50 ARTICLE 11 – NOTICE ................................................................................................................. 51 SECTION 11.1 NOTICE ............................................................................................................. 51 ATTACHMENT A ........................................................................................................................... 52 ATTACHMENT B ........................................................................................................................... 55 ATTACHMENT C .................................................................................................................. ........ 57 ATTACHMENT D .................................................................................................................. ........ 58 ATTACHMENT E ........................................................................................................................... 59 ATTACHMENT F ........................................................................................................................... 61 ATTACHMENT G .................................................................................................................. ........ 62 ATTACHMENT H .................................................................................................................. ........ 63 Exhibit A ..................................................................................................................... ................... 64

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TME-AFSCME MOU 2025-2028 1
ARTICLE 1 - INTRODUCTION
SECTION 1.1 PREAMBLE

The following is the agreement regarding hours, wages and working conditions between the City of Torrance and TME-AFSCME, Local 1117.

Each section of this agreement shall be considered in its entirety and subsections shall be considered only in the context of sections.

SECTION 1.2 MANAGEMENT RIGHTS

SECTION 1.3 EMPLOYEE RIGHTS

The City shall not hinder or discipline employees for exercising any rights or benefits provided in this agreement or by State or Federal laws or Municipal Code provisions.

SECTION 1.4 OBLIGATION TO MEET AND CONFER

Although nothing in this agreement shall preclude the par ties from mutually agreeing to meet and confer on any subject within the scope of representation during the term of this agreement, it is understood and agreed that neither party may require the other party to meet and confer on any subject matter covered herein or with respect to any other matter within the scope of representation during the term of this agreement. The parties agree to meet and confer on the items listed in Section below during the term of this agreement. There is no guarantee that any of these items will be implemented during the life of this agreement.

 Holiday Pay Calendar Guide
 Comprehensive Class & Comp
 Uniform Language
 Release Time Language
 Building Maintainer Premiums
 Torrance Municipal Code Changes
 Modifications to Department Work Rules
 Premium Pay for new Computer Program requirements for Storekeeper Classification  Lead Jailer Premium (PSO/PSD Bilingual Pay)
 Transit Work Rules
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TME-AFSCME MOU 2025-2028 2
 Establish Labor-Management Committee (LMC) to collaboratively explore solutions to the existing gaps between employee benefit contributions, out of pocket expenses, and coverage features.  2.3.b Accelerated Step Advancement Language

The City and the Union agree to extend its joint agreement for Supplemental Park Maintenance Contractors, dated September 24, 2024.

2. Temporary Parks Maintenance Contractors will perform various duties within parks and parks parking lots.

Weeks are not transferable. TME - AFSCME must be notified prior to the start of any contracted work.

5. Continuous efforts to recruit Maintenance Workers must remain active.

7. The City may extend the supplemental Parks Maintenance Contractors contract with approval by TME-AFSCME.

EXPEDITED MEET AND CONFER

1. Existing staff in a division shall have overtime made available to minimize impacts to bargaining members in an effort to fulfill the operational needs of service delivery.

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TME-AFSCME MOU 2025-2028 3

Initial Expedited Meet and Confer:

ARTICLE 2 – COMPENSATION

SECTION 2.1 SALARY RANGES AND CLASS TITLES

A. The following salary ranges are assigned to classes covered by this MOU effective April 20, 2025

Pay Ranges Basis Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Air Condition/Heat
Technician Hourly $32.51 $34.14 $35.85 $37.65 $39.54 $41.52 $43.60 Airport Worker Hourly $24.23 $25.45 $26.73 $28.07 $29.48 $30.96 $32.51 Animal Control Officer** Hourly $25.84 $27.14 $28.50 $29.93 $31.43 Apprentice Relief Bus
Oper/Trn* Hourly $20.94 $21.99
Building Maintainer Hourly $30.28 $31.80 $33.39 $35.06 Building Maintainer, Sr Hourly $35.44 $37.22 $39.09 $41.05 $43.11 Bus Operator Hourly $29.34 $30.81 $32.36 $33.98 $35.68 Cement Finisher Hourly $34.13 $35.84 $37.64 $39.53
Computer Oper Technician Hourly $26.31 $27.63 $29.02 $30.48 $32.01 Custodian Hourly $22.01 $23.12 $24.28 $25.50 $26.78 Custodian, Senior Hourly $28.82 $30.27 $31.79
Electrician Hourly $39.76 $41.75 $43.84
Electrician Helper Hourly $21.48 $22.56 $23.69 $24.88 $26.13 Equipment Attendant Hourly $22.95 $24.10 $25.31 $26.58 $27.91 $29.31 Equipment Operator Hourly $30.95 $32.50 $34.13
Irrigation Systems
Technician Hourly $27.66 $29.05 $30.51 $32.04
Lead Airport Worker Hourly $32.64 $34.28 $36.00 $37.80 $39.69 Lead Maintenance Worker Hourly $30.97 $32.52 $34.15 $35.86 $37.66 $39.55 Lead Ranger Hourly $25.84 $27.14 $28.50 $29.93 $31.43 Maintenance Worker Hourly $24.18 $25. 39 $26.66 $28.00 $29.40 Mechanic Hourly $31.29 $32.86 $34.51 $36.24 $38.06
Mechanic, Senior Hourly $38.05 $39.96 $41.96 $44.06
Pest Control Technician Hourly $33.08 $34.74 $36.48 $38.31 191
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Police Services Officer Hourly $26.00 $27.30 $28.67 $30.11 $31.62 $33.21 Public Safety Dispatcher ^^ Hourly $33.02 $34.68 $36.42 $38.25 $40.17 $42.18 $44.29 Public Safety Dispatcher ^ Hourly $30.11 $31.62 $33.21 $34.88 $36.63 $38.47 $40.40 Relief Bus Operator Hourly $25.81 $27.11
Sanitation Equipment
Operator Hourly $29.36 $30.83 $32.38 $34.00
Senior Transit Mechanic Hourly $38.05 $39.96 $41.96 $44.06 Storekeeper Hourly $24.90 $26.15 $27.46 $28.84 $30.29 $31.81 $33.41 Storekeeper, Auto Parts Hourly $27.10 $28.46 $29.89 $31.39 $32.96 $34.61 Telecommunications Tech Hourly $32.44 $34.07 $35.78 $37.57 $39.45 Traffic Painter Hourly $29.51 $30.99 $32.54
Traffic Signal Technician Hourly $35.95 $37.75 $39.64 $41.63 $43.72 Transit Dispatcher Hourly $37.43 $39.31 $41.28
Transit Equipment
Attendant Hourly $22.95 $24.10 $25.31 $26.58 $27.91 $29.31 Transit Mechanic Hourly $31.29 $32.86 $34.51 $36.24 $38.06 Tree Trimmer Hourly $28.38 $29.80 $31.29
Wastewater Technician Hourly $32.75 $34.39 $36.11 $37.92 Water Service Intern Hourly $25.33 $26.60 $27.93 $29.33 Water System Operator I Hourly $33.94 $35.64 $37.43 $39.31 Water System Operator II Hourly $37.43 $39.31 $41.28 $43.35 Water System Operator III Hourly $43.34 $45.51 $47.79 $50.18 Welder, Senior Hourly $32.35 $33.97 $35.67 $37.46 $39.34 $41.31 Wireless Technician Hourly $38.65 $40.59 $42.62 $44.76 $47.00

* This is an at-will classification. Advancement to Step 2 is contingent on completion of the training program within three months of hire. ** Not eligible for longevity.
^ Public Safety Dispatcher on 3/13.3-hour schedule
Employees currently employed as Public Safety Dispatchers who are working the 3/13.3-hour schedule as of April 20, 2025 may continue to be governed by this schedule for the duration of their employment, notwithstanding any future changes to scheduling policies. This provision is specific to those employees and shall not apply to new hires or future scheduling decisions. ^^ Public Safety Dispatcher on 3/ 12-hour schedule with 8-hour buy back Effective April 20, 2025 Newly hired employees in the position of Public Safety Dispatcher shall be required to work a 3/12-hour schedule with an 8-hour buy-back every other week. This scheduling structur e shall apply to all Public Safety Dispatchers hired on or af ter April 20, 2025.

 Custodian: Crosswalk down 1 step; In cumbents at current top step awarded new top step if at current top step greater than 12 months
 Sr. Custodian: Crosswalk down 1 step; Incumbents at current top step awarded new top step if at current top step greater than 12 months
 Lead Airport Worker: Crosswalk down 1 step.
 Maintenance Worker: Crosswalk down 3 steps; Incumbents at current top step awarded new top step if at current top step greater than 12 months

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B. The following salary ranges are assigned to classes covered by this MOU

Effective July 12, 2026
Pay Ranges Basis Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Air Condition/Heat Technician Hourly $33.73 $35.42 $37.20 $39.06 $41.02 $43.08 $45.24 Airport Worker Hourly $25.14 $26.40 $27.72 $29.11 $30.57 $32.10 $33.71 Animal Control Officer** Hourly $26.81 $28.16 $29.57 $31.05 $32.61 Apprentice Relief Bus
Oper/Trn* Hourly $21.73 $22.82
Building Maintainer Hourly $31.42 $33.00 $34.65 $36.39 Building Maintainer, Sr Hourly $36.77 $38.61 $40.55 $42.58 $44.71 Bus Operator Hourly $30.45 $31.98 $33.58 $35.26 $37.03 Cement Finisher Hourly $35.41 $37.19 $39.05 $41.01
Computer Oper Technician Hourly $27.30 $28.67 $30.11 $31.62 $33.21 Custodian Hourly $22.84 $23.99 $25.19 $26.45 $27.78 Custodian, Senior Hourly $29.91 $31.41 $32.99
Electrician Hourly $41.26 $43.33 $45.50
Electrician Helper Hourly $22.29 $23.41 $24.59 $25.82 $27.12 Equipment Attendant Hourly $23.82 $25.02 $26.28 $27.60 $28.98 $30.43 Equipment Operator Hourly $32.12 $33.73 $35.42
Irrigation Systems Technician Hourly $28.70 $30.14 $31.65 $33.24 Lead Airport Worker Hourly $33.87 $35.57 $37.35 $39.22 $41.19 Lead Maintenance Worker Hourly $32.14 $33.75 $35.44 $37.22 $39.09 $41.05 Lead Ranger Hourly $26.81 $28.16 $29.57 $31.05 $32.61 Maintenance Worker Hourly $25.09 $26.35 $27.67 $29.06 $30.52 Mechanic Hourly $32.47 $34.10 $35.81 $37.61 $39.50
Mechanic, Senior Hourly $39.48 $41.46 $43.54 $45.72
Pest Control Technician Hourly $34.33 $36.05 $37.86 $39.76 Police Services Officer Hourly $26.98 $28.33 $29.75 $31.24 $32.81 $34.46 Public Safety Dispatcher ^^ Hourly $34.26 $35.98 $37.78 $39.67 $41.66 $43.75 $45.94 Public Safety Dispatcher ^ Hourly $31.24 $32.81 $34.46 $36.19 $38.00 $39.90 $41.90 Relief Bus Operator Hourly $26.78 $28.12
Sanitation Equipment
Operator Hourly $30.47 $32.00 $33.60 $35.28
Senior Transit Mechanic Hourly $39.48 $41.46 $43.54 $45.72 Storekeeper Hourly $25.84 $27.14 $28.50 $29.93 $31.43 $33.01 $34.67 Storekeeper, Auto Parts Hourly $28.12 $29.53 $31.01 $32.57 $34.20 $35.91 Telecommunications Tech Hourly $33.66 $35.35 $37.12 $38.98 $40.93 Traffic Painter Hourly $30.62 $32.16 $33.77
Traffic Signal Technician Hourly $37.30 $39.17 $41.13 $43.19 $45.35 Transit Dispatcher Hourly $38.84 $40.79 $42.83
Transit Equipment Attendant Hourly $23.82 $25.02 $26.28 $27.60 $28.98 $30.43 Transit Mechanic Hourly $32.47 $34.10 $35.81 $37.61 $39.50 Tree Trimmer Hourly $29.45 $30.93 $32.48
Wastewater Technician Hourly $33.98 $35.68 $37.47 $39.35 Water Service Intern Hourly $26.28 $27.60 $28.98 $30.43 Water System Operator I Hourly $35.22 $36.99 $38.84 $40.79 Water System Operator II Hourly $38.84 $40.79 $42.83 $44.98 193
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Water System Operator III Hourly $44.97 $47.22 $49.59 $52.07 Welder, Senior Hourly $33.57 $35.25 $37.02 $38.88 $40.83 $42.88 Wireless Technician Hourly $40.10 $42.11 $44.22 $46.44 $48.77

C. The following salary ranges are assigned to classes covered by this MOU

Effective July 11, 2027
Pay Ranges Basis Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Air Condition/Heat
Technician Hourly $34.92 $36.67 $38.51 $40.44 $42.47 $44.60 $46.83 Airport Worker Hourly $26.02 $27.33 $28.70 $30.14 $31.65 $33.24 $34.91 Animal Control Officer** Hourly $27.75 $29.14 $30.60 $32.13 $33.74 Apprentice Relief Bus
Oper/Trn* Hourly $22.50 $23.63
Building Maintainer Hourly $32.52 $34.15 $35.86 $37.66 Building Maintainer, Sr Hourly $38.06 $39.97 $41.97 $44.07 $46.28 Bus Operator Hourly $31.52 $33.10 $34.76 $36.50 $38.33 Cement Finisher Hourly $36.65 $38.49 $40.42 $42.45
Computer Oper Technician Hourly $28.26 $29.68 $31.17 $32.73 $34.37 Custodian Hourly $23.64 $24.83 $26.08 $27.39 $28.76 Custodian, Senior Hourly $30.96 $32.51 $34.14
Electrician Hourly $42.71 $44.85 $47.10
Electrician Helper Hourly $23.08 $24.24 $25.46 $26.74 $28.08 Equipment Attendant Hourly $24.66 $25.90 $27.20 $28.56 $29.99 $31.49 Equipment Operator Hourly $33.25 $34.92 $36.67
Irrigation Systems Technician Hourly $29.71 $31.20 $32.76 $34.40 Lead Airport Worker Hourly $35.06 $36.82 $38.67 $40.61 $42.65 Lead Maintenance Worker Hourly $33.27 $34.94 $36.69 $38.53 $40.46 $42.49 Lead Ranger Hourly $27.75 $29.14 $30.60 $32.13 $33.74 Maintenance Worker Hourly $25.97 $27.27 $28.64 $30.08 $31.59 Mechanic Hourly $33.61 $35.30 $37.07 $38.93 $40.88
Mechanic, Senior Hourly $40.87 $42.92 $45.07 $47.33
Pest Control Technician Hourly $35.54 $37.32 $39.19 $41.15 Police Services Officer Hourly $27.93 $29.33 $30.80 $32.34 $33.96 $35.66 Public Safety Dispatcher ^^ Hourly $35.46 $37.24 $39.11 $41.07 $43.13 $45.29 $47.56 Public Safety Dispatcher ^ Hourly $32.34 $33.96 $35.66 $37.45 $39.33 $41.30 $43.37 Relief Bus Operator Hourly $27.72 $29.11
Sanitation Equipment
Operator Hourly $31.54 $33.12 $34.78 $36.52
Senior Transit Mechanic Hourly $40.87 $42.92 $45.07 $47.33 Storekeeper Hourly $26.75 $28.09 $29.50 $30.98 $32.53 $34.16 $35.87 Storekeeper, Auto Parts Hourly $29.11 $30.57 $32.10 $33.71 $35.40 $37.17 Telecommunications Tech Hourly $34.84 $36.59 $38.42 $40.35 $42.37 Traffic Painter Hourly $31.70 $33.29 $34.96
Traffic Signal Technician Hourly $38.61 $40.55 $42.58 $44.71 $46.95 Transit Dispatcher Hourly $40.20 $42.21 $44.33
Transit Equipment Attendant Hourly $24.66 $25.90 $27.20 $28.56 $29.99 $31.49 194
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Transit Mechanic Hourly $33.61 $35.30 $37.07 $38.93 $40.88 Tree Trimmer Hourly $30.49 $32.02 $33.63
Wastewater Technician Hourly $35.17 $36.93 $38.78 $40.72 Water Service Intern Hourly $27.20 $28.56 $29.99 $31.49 Water System Operator I Hourly $36.46 $38.29 $40.21 $42.23 Water System Operator II Hourly $40.20 $42.21 $44.33 $46.55 Water System Operator III Hourly $46.55 $48.88 $51.33 $53.90 Welder, Senior Hourly $34.75 $36.49 $38.32 $40.24 $42.26 $44.38 Wireless Technician Hourly $41.51 $43.59 $45.77 $48.06 $50.47 * This is an at-will classification. Advancement to Step 2 is contingent on completion of the training program within three months of hire. ** Not eligible for longevity.
^ Public Safety Dispatcher on 3/13.3-hour schedule
Employees currently employed as Public Safety Dispatchers who are working the 3/13.3-hour schedule as of April 20, 2025 may continue to be governed by this schedule for the duration of their employment, notwithstanding any future changes to scheduling policies. This provision is specific to those employees and shall not apply to new hires or future scheduling decisions. ^^ Public Safety Dispatcher on 3/12-hour schedule with 8-hour buy back Effective April 20, 2025 Newly hired employees in the position of Public Safety Dispatcher shall be required to work a 3/12-hour schedule with an 8-hour buy-back every other week. This scheduling structure shall apply to all Public Safety Dispatchers hired on or after April 20, 2025.

SECTION 2.2 BASE PAY RANGE

A. Definition

The base pay range shall be the actual hourly rate of pay for a particular classification without consideration of any premiums, longevity or extraordinary compensation as shown in Section 2.1.

B. Starting Pay Ranges

C. Regular Pay

Regular Pay shall be that compensation which is used for calculating PERS contributions and for PERS retirement earnings.

SECTION 2.3 SALARY ADVANCEMENT

A. The base pay step advancement within a pay range shall be on the pay period closest to the anniversary date of required years of employment, to the maximum step of the base pay range.

B. Accelerated Step Advancement

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SECTION 2.4 RATE ON PROMOTION

SECTION 2.5 LONGEVITY

A. Crafts and Trades employees covered by this agreement shall receive longevity pay in the following manner, except Public Safety Dispatcher and Animal Control Officer:

1. Beginning with the seventh (7 th) year, two and one-half percent (2½%) over and above base pay.

2. Beginning with the eleventh (11 th) year, five percent (5%) over and above base pay.

3. Beginning with the fifteenth (15 th) year, seven and one-half per cent (7½%) over and above base pay.

4. Beginning with the nineteenth (19th ) year, ten percent (10%) over and above base pay.

5. Longevity pay advancements shall start on the first day of the pay period closest to the anniversary date of the required years of continuous and total employment.

SECTION 2.6 METHODS OF COMPENSATION

If significant errors on paychecks occur, employees may request from the Finance Department a corrected check outside of the normal payroll cycle.

SECTION 2.7 CONTINUITY OF SERVICE

A. Leaves of absence without pay of ten (10) working days or less and leaves with pay shall not interrupt continuous employment nor be deducted from total employment.

C. All unauthorized absences without leave shall be gr ounds for disciplinary action except where it can be shown that the employee could not respond due to a bona fide emergency (the employee shall not be paid for any such time not worked). Any unauthorized leave in excess of three (3) work days in any calendar month shall be deducted from total employment and may at the discretion of the City Manager interrupt continuity of employment.

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SECTION 2.8 PERMANENT PART-TIME EMPLOYEES

Part-time permanent employees working 20 hours or more per week shall be entitled to all benefits as outlined in the Torrance Municipal Employees, AFSCME, Local 1117, Memorandum of Understanding.

ARTICLE 3 - SPECIAL COMPENSATION
SECTION 3.1 PREMIUMS

B. Assignment and Reassignments

1. Assignments and reassignments shall be made by the Department Head pursuant to departmental rules and regulations. Such assignments shall be subject to the approval of the City Manager.

2. Premium pay assignments shall be subject to budget limitations and levels of employment needed.

D. Designated Assignments

1. Park Construction Work

2. Pest Control Technician Helper Assignment

A Maintenance Worker assigned to the Park Spraying Crew as a helper shall be paid a premium of seventy-five cents (75¢) per hour while so assigned.

3. Tire Technician Assignment

The Equipment Attendants primarily assigned to heavy duty tire work shall be paid a premium of seventy-five cents (75¢) per hour while so assigned.

4. Sprinkler and Backflow Assignment

a. This position is necessary to handle the large increase in the highly technical repair of automatic sprinkler system controllers, valves, and rotary heads, plus the testing and repairing of backflow prevention devices. The person who receives the seventy-five cents (75¢) per hour premium pay must have a valid Certificate of Competence issued by the Los Angeles County Health Officer certifying to the ability to test backflow devices. The premium pay would only be paid to the Water System Operator I while so assigned to assist the Water System Operator I (working title - Irrigation System Technician) who is regularly assigned to Irrigation 197
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Systems. A minimum of two (2) positions will be assigned to assist. The Department Head may increase the number of positions based on operational demand.

b. Water System Operator I’s will be given an interest form to be considered for the assignment.

All interested Water System Operator I’s will be interviewed internally and, if accepted, will be rotated to assist.

5. Lead Jailer Assignment

The Police Services Officer assigned to the jail/front desk to provide lead control and review of work completed shall receive $1.25 per hour premium pay while so assigned.

7. Police Services Officers and Animal Control Offi cers who are required to provide training for new employees shall receive a premium pay of fifty cents (50¢) per hour while so assigned.

8. Senior Water Quality Inspector Assignment

9. Mechanics and Senior Mechanics

a. A premium of 50¢ per hour shall be given to all Mechanics and Senior Mechanics who are in possession of a license from the State of California certifying completion of Smog Inspection License.

10. Fire Apparatus Mechanic

a. Four Sr. Mechanics, in Fleet Services, who have qualified in a departmentally approved course of study on aerial ladders and pumps unique to fire apparatus equipment, or Sr.

b. The Sr. Mechanic whose primary work assignment is the fire apparatus stall shall receive a premium of 15% while so assigned. When the Sr. Mechanic normally assigned to the fire 198
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apparatus stall is absent, or when the workload so dictates, other Sr. Mechanics who have been certified capable by the Department Head shall receive the premium while so assigned.

11. A premium of 2.5% shall be given to the Auto Parts Storekeeper in Transit for supervision of the warehouse.

13. Bus Operators, Relief Bus Operators and Transit Dispatchers are eligible to receive a 2% premium for the completion of a course and test in customer relations. The test will be administered no earlier than six months from the date of hire or promotion into the classification and no later than 12 months from the date of hire or promotion into the classification.

14. Wireless Technician
A premium of 5% shall be given upon documentation the FCC General Radiotelephone Operator License is achieved.

15. Telecommunications Technician
A premium of 5% shall be given upon documentation that Certified Telecommunications Network Specialist (5) is achieved.

b. Water System Operator II
i. Upon documentation that Water Distribution License Grade 3 is achieved (2½%). ii. Upon documentation that Water Treatment Operator License Grade 1 or 2 is achieved (2½%).
c. Water System Operator III
i. Upon documentation that Water Distribution License Grade 4 is achieved (3%). ii. Upon documentation that Water Distribution License Grade 5 is achieved (3½%).

1. The competency test may be given annually or at a minimum of every two years.

The test must be passed with a score of 70% or better and will contain both written and practical components.

2. Test topics may include membrane replacement, clean in place procedures, safe handling of chemicals, pump operations, and/or any related topic to plant operations.

c. Upon approval of the Police department of the eligibility of an employee to receive bilingual pay, the eligible employee shall receive $50 per month.

d. Public Safety Dispatchers shall receive a 5% premium for training while so assigned.

Selection of employees shall be made on a day-to-day basis, based on the bid schedule, to provide sufficient and appropriate coverage at the discretion of the Division Manager.

20. Collection System Maintenance Certificate
a. Wastewater Technicians who possess and maintain a Collection System Maintenance Grade 1 Certificate shall receive a 2.5% premium as designated.

c. Wastewater Technicians who possess and maintain a Collection System Maintenance Grade 3 Certification shall receive a 7.5% premium as designated.

c. The assisting Lead Maintenance Worker shall not handle pesticide classified as Restricted Use Materials.

d. Training, handling and application of pesticide shall be done In accordance with Title 3.

Division 6 of the California Code of Regulations and all PPE will be provided by the Park Services Division.

26. Maintenance Workers working in Wastewater Premiums

a. Maintenance Workers working in Wastewater who possess and maintain a Collection System Maintenance Grade 1 Certificate shall receive a 2.5% premium as designated.

b. Maintenance Workers working in Wastewater who possess and maintain a Collection System Maintenance Grade 2 Certificate shall receive a 5% premium as designated.

27. Mowing Premium
a. Maintenance Worker(s) who volunteer to assist with mowing using riding mowers shall receive a $1/hour premium.

b. The $1/hour premium received by employees would apply to total hours worked during a mowing shift.

SECTION 3.2 MOVE-UP ASSIGNMENT

A. Objective

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B. Assignment

1. When an employee is temporarily absent from his/her job, another employee may be assigned by the Department Head or his/her designee to do the work of the absent employee.

2. The assigned employee need not possess the minimum qualifications for the position of the absent employee.

3. An employee with a below standard evaluation the preceding six (6) month period will not be considered (except where the performance evaluation is being formally appealed). In the absence of a performance evaluation for this period, the employees performance evaluation shall be considered standard. For purposes of this section. For purposes of this section, the employee's performance shall be considered standard if they have not received an evaluation for more than year.

4. The Department Head may permit the position to remain temporarily vacant, if, in his/her opinion, the public health, welfare and safety are not jeopardized.

5. An employee may decline a move-up assignment subject to Subsection E(1) Priority 1 and Priority 2 below.

C. Duration of Assignment

Any employee moved up pursuant to this Section shall remain in the higher class until the incumbent returns to duty, subject to the following conditions:

1. Each such assignment shall not exceed duration of ninety (90) days.

2. If the work is not performed in a satisfactory manner, the Department Head may remove the employee who has moved up and move-up another employee to replace him/her or leave the position unfilled.

D. No Probationary Period Credit

Time served by an employee assigned to a higher class under the provisions of this Section shall not be credited toward that employee's probationary period in the higher class.

E. Priority for Move-up Assignment

1. Move-up will be done on a seniority rotational basis as follows:

 Priority 1

 Priority 2

 Priority 3
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2. For all move-up opportunities of more than fourteen (14) consecutive days, departments may use more than one person to fill the vacant position using this seniority rotational system.

3. Employees will indicate their preference for being contacted for move-ups by filing a “move-up interest form” with their Division. This form will allow employees to freeze their name for all move- up opportunities, or to indicate communication preferences regarding move-up opportunities. In absence of a form on file, employees will be assumed to be interested in move-up opportunities, but will only be contacted while on duty using accepted City communication methods such as email, city radio, telephone or face to face.

F. Absence of Moved Up Employees

If a moved up employee is absent, another employee may be assigned during such absence, subject to all provisions of this Section.

G. Acting Department Heads

H. Move-up Pay for Vacant Position

2. For the purpose of this Section, one-half shift shall constitute a day.

3. Any assignment to a higher class of a half shift but less than a full shift requires the prior approval of the City Manager or designee.

4. The Department Head or designee must authorize move-up.

SECTION 3.3 TEMPORARY APPOINTMENT

Employees covered by this MOU will utilize the definition and practice for temporary appointments as outlined by Torrance Municipal Code Section 14.1.16.

SECTION 3.4 SUPERVISORY PAY POLICY

All supervisors covered by this agreement shall be paid at a higher rate than any of their subordinates. A supervisor's salary rate shall be adjusted to that rate which will provide a pay of five (5%) percent higher 204
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than any subordinate's base pay (exclusive of special compensation or longevity pay) regardless of the supervisor's length of employment. This section shall not apply to move-up assignments.

SECTION 3.5 NIGHT SHIFT

Night Shift Differential

All full-time employees who are assigned night shifts, shall be paid as follows:

 Swing shift: Five percent (5%) over and above base pay (defined as ½ or more of the shift is worked after 4:00 p.m. )

 Graveyard shift: Seven and one-half percent (7½%) over and above base pay (defined as ½ or more of the shift is worked after midnight)

SECTION 3.6 WEEKEND SHIFT

Weekend Shift Differential

All employees in the Community Services Depart ment, Park Services Division who are assigned weekend shifts, shall be paid as follows:

 Weekend shift: Five percent (5%) over and above base pay for hours worked on Saturdays and Sundays only.

ARTICLE 4 - BENEFITS

SECTION 4.1 HOLIDAYS

A. For employees covered by this agreement the following days shall be considered holidays with pay:

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B. Employees on a 5/40

When a holiday occurs on a Saturday, the day immediately preceding will be observed as the holiday.

When a holiday occurs on Sunday, the day immediately following will be observed as a holiday. If a holiday falls on any other scheduled day off, the employee shall be scheduled another day off.

C. Holiday Work Pay

Employees shall receive pay as follows:

1. Emergency Work

Emergency work on any of the holidays expressly named in subsection a), shall be compensated as prescribed under Section 6.2 Call-out.

2. Scheduled Work

 All employees whose regular work week incl udes a Saturday and/or Sunday, a Saturday or Sunday holiday shall be compensated at one and ½ times the hourly composite rate.

D. Value of Holidays

1. A holiday shall be the value of the normal work shift - either eight (8), nine (9), or ten (10) hours.

3. If a holiday falls on an eight-hour, nine-hour or ten-hour work day, the City will close, and the employee will receive eight (8), nine (9) or ten (10) hours of holiday pay.

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4. For those employees with weekends which consist of a Saturday and Sunday, the following shall apply:

c. If a holiday falls on a Sunday, the Monday following will be observed, the City will close, and the employee will be off work and receive eight (8), nine (9) or ten (10) hours of holiday pay depending on their normal work shift.

5. For those employees whose regularly scheduled weekends are other than Saturday and Sunday, the following shall apply:

a. If the holiday falls on any scheduled day off, the employee shall receive eight (8), nine (9) or ten (10) hours vacation leave.

6. If an employee is required to work a holiday specified in the employee's Memorandum of Understanding, the MOU language governing holiday worked will be used for computation of pay.

 Maintenance Worker (Sanitation Division)
 Lead Maintenance Worker (assigned to Park Services weekend shift)  Airport Worker
 Lead Airport Worker
 Public Safety Dispatcher
 Bus Operator
 Transit Dispatcher
 Police Services Officer
 Sanitation Equipment Operator
 Senior Transit Mechanic
 Transit Equipment Attendant
 Transit Mechanic
 Water System Operator lll

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SECTION 4.2 VACATION