2014/06/24 City Council Resolution 2014-076RESOLUTION NO. 2014 -076
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF ROHNERT PARK
APPROVING AND ADOPTING A MEMORANDUM OF AGREEMENT WITH THE
SERVICE EMPLOYEES INTERNATIONAL UNION, LOCAL 1021 (SEIU) FOR THE
PERIOD OF JULY 1, 2014 THROUGH JUNE 30, 2017
WHEREAS, on June 24, 2014, the City Council approved Tentative Agreements on a
Three Year Proposal and Retiree Medical Benefits with the Service Employees International
Union, Local 1021 (SEIU), which had been ratified by the membership of SEIU; and
WHEREAS, in accordance with the terms and conditions of the Tentative Agreements,
staff has prepared a final Memorandum of Agreement with the SEIU that requires no further
approval by SEIU membership.
NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Rohnert
Park that it does hereby approve and adopt the Memorandum of Agreement for SEIU for the
Period of July 1, 2014 through June 30, 2017, which is attached hereto as Exhibit "A" and
incorporated by this reference.
BE IT FURTHER RESOLVED that the City Manager is hereby authorized and
directed to execute documents pertaining to same for and on behalf of the City of Rohnert Park.
DULY & REGULARLY ADOPTED this 24`x' day of June, 2014.
99
ATTEST:
ift o9y "ERT P' ::
Anne Buergler, City Clerk
CITY OF ROHNER ,T PARK
Joseph'I allinan, -Mayor
Exhibit A: MEMORANDUM OF AGREEMENT WITH THE SERVICE EMPLOYEES
INTERNATIONAL UNION, LOCAL 1021 (SEIU)
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BELFORTE: _ MACKENZIE: _ llt STAFFORD: �u�% a IIANOTU: CALLINAN:
U AYES: (� ) NOES: ABSENT: ( ) ABSTAIN: ( 0 )
A
EXHIBIT A
6 A
MEMORANDUM OF AGREEMENT
BETWEEN THE
THE CITY OF ROHNERT PARK
AND THE
SERVICE EMPLOYEES INTERNATIONAL UNION
(S.E.I.U.) LOCAL 1021 MAINTENANCE WORKERS
EFFECTIVE July 1, 2014 —June 30, 2017
TABLE OF CONTENTS
1. HOURS OF WORK ........................................................................................................................... ..............................5
1.1
REGULAR WORKWEEK .................................................................................................................. ..............................5
1.2
ADDITIONAL SHIFTS ..................................................................................................................... ..............................5
1.3
TEMPORARY ALTERNATE WORK SCHEDULE ....................................................................................... ..............................5
2. OVERTIME ..................................................................................................................................... ...............................
5
2.1
OVERTIME COMPENSATION RATE ................................................................................................... ..............................5
2.2
COMPENSATORY TIME .................................................................................................................. ..............................6
2.3
CALL BACK ................................................................................................................................. ..............................6
2.4
WEEKNIGHT STAND -BY PAY .......................................................................................................... ..............................6
2.5
WEEKEND AND HOLIDAY STAND-BY PAY .......................................................................................... ..............................6
2.6
STAND-BY DUTY WORK ASSIGNMENTS ............................................................................................ ..............................6
2.7
STAND-BY/CALL -OUT MINIMUM PAY .............................................................................................. ..............................6
2.8
ELIGIBILITY FOR STAND-BY/CALL- OUT .............................................................................................. ..............................7
3. HOLIDAYS ...................................................................................................................................... ..............................7
3.1
OBSERVED HOLIDAYS .................................................................................................................. ..............................7
3.2
FLOATING HOLIDAY ..................................................................................................................... ..............................7
3.3
HOLIDAYS FOR REGULAR PART-TIME EMPLOYEES ............................................................................... ..............................8
4. ANNUAL LEAVE PROGRAM ............................................................................................................ ..............................8
4.1
ACCRUAL ................................................................................................................................... ..............................8
4.2
RESIDUAL ACCRUED SICK LEAVE ..................................................................................................... ..............................8
4.3
ACCRUED VACATION CONVERSION .................................................................................................. ..............................8
4.4
ANNUAL LEAVE ADMINISTRATION ................................................................................................... ..............................8
4.5
SHORTTERM DISABILITY ............................................................................................................... ..............................9
S. MILITARY LEAVE ............................................................................................................................. ..............................9
6. OTHER FRINGE BENEFITS ................................................................................................................ ..............................9
6.1
FRINGE BENEFIT ADMINISTRATION .................................................................................................. ..............................9
6.2
CATASTROPHIC LEAVE ................................................................................................................. .............................10
6.3
CALIFORNIA FAMILY RIGHTS ACT AND FAMILY MEDICAL LEAVE ACT ...................................................... .............................10
6.4
TEMPORARY LIGHT OR LIMITED DUTY ............................................................................................. .............................10
6.5
AMERICANS WITH DISABILITIES ACT ............................................................................................... .............................10
6.6
PAYMENT TO BENEFICIARY ........................................................................................................... .............................10
6.7
INSURANCE COVERAGE ................................................................................................................ .............................10
6.8
ALTERNATE BENEFIT ................................................................................................................... .............................11
6.9
DENTAL COVERAGE .................................................................................................................. ...............................
11
6.10
VISION COVERAGE ...................................................................................................................... .............................12
6.11
ADOPTION BENEFIT .................................................................................................................... .............................12
6.12
DEATH/BEREAVEMENT LEAVE ....................................................................................................... .............................12
6.13
FUNERAL BENEFIT ...................................................................................................................... .............................12
6.14
LONG-TERM DISABILITY INSURANCE ............................................................................................... .............................12
6.15
LIFE INSURANCE ......................................................................................................................... .............................13
6.16
DEFERRED INCOME ..................................................................................................................... .............................13
6.17
RETIRED EMPLOYEES ................................................................................................................... .............................13
6.18
OPTION FOR ELIGIBLE EMPLOYEES WHO RETIRE PRIOR TO JANUARY 1, 2015 ........................................ ...............................
15
6.19
CLOTHING ALLOWANCE ............................................................................................................... .............................17
6.20
EDUCATION AND TRAINING .......................................................................................................... .............................18
6.21
LONGEVITY PAY ......................................................................................................................... .............................18
MOA - S. E. /. U. Maintenance Workers . July 1, 2014 through June 30, 2017 II
6.22 RETIREMENT PROGRAMS ............................................................................................................. .............................19
6.23 DEPENDENT CARE ASSISTANCE PROGRAM ..................................................................................... ............................... 20
6.24 HEALTH CARE TAX -FREE DOLLAR ACCOUNT PROGRAM ....................................................................... .............................20
6.25 HEARING AID BENEFIT ................................................................................................................. .............................20
7. AGENCY SHOP AND PAYROLL DEDUCTIONS .................................................................................. .............................20
7.1
AGENCY SHOP ........................................................................................................................... .............................20
7.2
SEIU DUES DEDUCTION .............................................................................................................. .............................20
7.3
EMPLOYEE LISTING ..................................................................................................................... .............................20
7.4
SEW PAYCHECK DEDUCTION ........................................................................................................ .............................20
7.5
SEIU MEMBERSHIP - SERVICE FEE ................................................................................................. .............................21
7.6
HOLD HARMLESS ..................................................................................................................... ...............................
21
7.7
FAIR REPRESENTATION ................................................................................................................ .............................21
7.8
SEIU REQUIRED MEMBERSHIP ...................................................................................................... .............................21
8. SAFETY & WORK EQUIPMENT ....................................................................................................... .............................21
8.1 SAFETY ITEMS ............................................................................................................................ .............................21
8.2 UV PROTECTION ........................................................................................................................ .............................21
8.3 BASIC TOOL KIT ....................................................................................................................... ............................... 21
9. SALARY ADJUSTMENTS & MISCELLANEOUS PAY ........................................................................... .............................22
9.1 SALARY ADJUSTMENTS ................................................................................................................ .............................22
9.2 PAY DAY ................................................................................................................................ ............................... 22
9.4 LAYOFF PROCEDURE ................................................................................................................... .............................22
9.5 CERTIFICATION AND LICENSE PROGRAM ........................................................................................ ............................... 23
10.
ALCOHOL ................................................................................................................................... .............................23
10.1
ALCOHOLIC BEVERAGES OR OTHER DRUGS ....................................................................................... .............................24
10.2
OFF-DUTY HOURS ...................................................................................................................... .............................24
10.3
PRESCRIPTION DRUGS ................................................................................................................. .............................24
11.
SMOKING .................................................................................................................................. .............................24
13.
GRIEVANCE POLICY AND PROCEDURE ....................................................................................... .............................24
14.
USE OF CITY FACILITIES .............................................................................................................. .............................24
15.
MANAGEMENT RIGHTS ............................................................................................................. .............................24
16.
WORK CURTAILMENT (NO STRIKE CLAUSE) ............................................................................... .............................25
17.
PERSONNEL RULES AND REGULATIONS ..................................................................................... .............................25
18.
TERM OF AGREEMENT .............................................................................................................. .............................25
19.
SUCCEEDING AGREEMENT ......................................................................................................... .............................25
20.
INVALIDATION .......................................................................................................................... .............................25
20.1
SUSPENSION OF AGREEMENT ........................................................................................................ .............................25
20.2
REPLACEMENT ........................................................................................................................... .............................25
21.
NON - DISCRIMINATION .............................................................................................................. .............................26
22.
PERSONNEL FILES ...................................................................................................................... .............................26
23.
EMPLOYEE PERFORMANCE EVALUATIONS ................................................................................ .............................26
23.1
PERFORMANCE EVALUATION ........................................................................................................ .............................26
23.2
EMPLOYEE RESPONSE TO PERFORMANCE EVALUATION ....................................................................... .............................26
24.
SEW OFFICERS ........................................................................................................................... .............................26
MOA - S. E. /. U. Maintenance Workers . July 1, 2074 through June 30, 2017 3
25. SCRAP METAL FUND .................................................................................................................. .............................26
26. TRANSFER RIGHTS ..................................................................................................................... .............................27
27. LABOR MANAGEMENT COMMITTEES ........................................................................................ .............................27
27.1 JOINT LABOR MANAGEMENT COMMITTEE -AD HOC ......................................................................... .............................27
27.2 JOINT LABOR MANAGEMENT COMMITTEE- WORKLOAD/SCHEDULING .................................................. .............................27
28. MAINTENANCE WORKER TRAINEE PROGRAM ........................................................................... .............................27
29. TOTAL COMPENSATION SURVEY ............................................................................................... .............................28
30. COMPLETE UNDERSTANDING .................................................................................................... .............................28
APPENDIX A: RETIREE MEDICAL INSURANCE TABLE ............................................................................. .............................30
APPENDIX B: CERTIFICATION AND LICENSE PROGRAM ........................................................................ .............................31
APPENDIX C: MAINTENANCE WORKER TRAINEE PROGRAM ................................................................ .............................32
INDEX................................................................................................................................................... .............................33
MOA - S. E. 1. U. Maintenance Workers . July 1, 2014 through June 30, 2077 4
MEMORANDUM OF AGREEMENT
Pursuant to Government Code Section 3500 et. seq., the Service Employees International Union
(S.E.I.U.) Local 1021 and the representatives of the City of Rohnert Park have met and conferred and
hereby submit theirjoint recommendations for compensation and benefit adjustments for represented
Rohnert Park City employees in the Department of Public Works.
Hours of Work
1.1 Regular Workweek
The regular workweek for all employees shall consist of consecutive workdays, Monday
through Friday. The regular workday for employees shall consist of eight (8), nine (9), or
ten (10) hours of work as may be determined from time to time by mutual agreement of
the employee and his /her supervisor. With agreement between an employee and his /her
supervisor, the employee may volunteer for a regular work schedule other than defined in
this section.
1.2 Additional Shifts
In the event the City establishes additional ongoing shifts, i.e. swing or graveyard shifts,
City agrees to meet and confer with S.E.I.U. to develop a program for shift differential pay.
1.3 Temporary Alternate Work Schedule
The City may, from time to time, need to schedule work at times other than the regular
workweek. In such instances, the City will establish a "temporary alternate work
schedule," that will not exceed two months in duration. The City will publish the work
assignment and temporary alternate work schedule at least seventy -two (72) hours prior
to schedule implementation. Supervisors may request and employees may voluntarily
agree to work according to a temporary alternate work schedule. The decision by any
employee to not volunteer to participate in a temporary alternate work schedule shall
not be cause for any disciplinary action by the City. Among employees that voluntarily
agree to a temporary alternative work schedule, preference and priority of assignment
will be made on a seniority basis. The City agrees to pay employees that volunteer for a
temporary alternate work schedule at a rate equal to one and one half (1%) times the
employee's regular hourly rate for all hours worked except the City agrees to pay
employees two (2) times the employee's regular hourly rate for all hours worked between
midnight (12:00 a.m.) and 6:00 a.m., and any hours worked on any Saturday, Sunday or
holiday as defined by this agreement.
Overtime
2.1 Overtime Compensation Rate
Overtime compensation at the rate of one and one -half (1%2) times the employee's regular
hourly rate shall be paid for all hours worked;
(a) In excess of forty (40) hours in any workweek.
(b) In excess of employee's regularly scheduled shift, as may apply in accord with Section
1 above, in any one workday;
(c) On any Saturday or Sunday, or Holiday (with certain exceptions listed below in this
Section) as defined by this agreement.
MOA - S. F, /. U. Maintenance Workers . July 1, 2014 through June 30, 2017
Overtime compensation at the rate of two (2) times the employee's regular hourly rate
shall be paid for all hours worked;
(a) Between midnight (12:00 a.m.) and 6:00 a.m. on a weeknight or weekend.
(b) On Easter Sunday, Thanksgiving Day, Christmas Day or New Year's.
2.2 Compensatory Time
A maximum of one hundred twenty (120) hours of compensatory time off may be accrued
by an employee by mutual agreement of the employee and the Assistant City Manager.
Accrual and /or utilization of compensatory time may not be unreasonably denied. The
City and SEIU agree that compensatory time balances will be reported on pay stubs
effective July 1, 2013.
2.3 Call Back
Employees who are called back to work after having left the work site shall be entitled to
a minimum of two (2) hours pay at the overtime rate. Callback is when an employee is
requested to respond and does respond to a Public Works assignment between the
employee's normal quitting time and normal starting time.
2.4 Weeknight Stand -by Pay
Employees scheduled to be immediately available on weeknights (Monday through
Friday) shall be considered to be on weeknight stand -by duty and shall be paid at a flat
rate of $30.00 for each four hour shift while on stand -by duty and available for handling
calls.
(a) Employees assigned to weeknight duty shall be responsible for lock -up of the
Corporation Yard (not to exceed 30 minutes) which is determined to be compensated
as part of the weeknight stand -by pay.
2.5 Weekend and Holiday Stand -by Pay
Employees scheduled to be immediately available on weekend and holiday stand -by duty
shall be considered to be on stand -by duty and, in order to comply with the Fair Labor
Standards Act, shall be paid at a flat rate for a twenty -four hour period. The rate shall be
$30.00 for each four hour shift .
2.6 Stand -by Duty Work Assignments
Employees on weekend and holiday stand -by duty shall be required to perform certain
routine assignments including but not limited to the routine inspection and maintenance
of facilities, such as wells, sewer plant, parks, swimming pools, buildings, etc. Routine
assignments shall not exceed one (1) hour, which is determined to be compensated as
part of the standby pay.
2.7 Stand -by /Call -out Minimum Pay
Public Works stand -by /call -outs are subject to a one (1) hour minimum, except that:
(a) Stand -by /call -outs on the weekend, between the hours of 12:00 a.m. and 6:00 a.m.,
are subject to a two (2) hour minimum, with a limit of six (6) hours per day; and
(b) Stand -by /call -outs at any time on Easter, Thanksgiving, Christmas Day or New Year's
Day are subject to a two (2) hour minimum.
(c) Any Public Works employee on stand -by who is required to work shall be
compensated at one and one -half (1 1/2) times the employee's base hourly rate,
except that:
MOA - S. E. /. U. Maintenance Workers . July 1, 2014 through June 30, 207 7
(i) Any Public Works employee on stand -by who is required to work on a
weeknight, between the hours of midnight (12:00 a.m.) and 6:00 a.m., shall be
compensated at two (2) times the employee's base hourly rate;
(ii) Any Public Works employee on stand -by who is required to work on the
weekend, between the hours of midnight (12:00 a.m.) and 6:00 a.m., shall be
compensated at two (2) times the employee's base hourly rate; and
(iii) Any Public Works employee on stand -by who is required to work at any time on
Easter, Thanksgiving, Christmas Day, or New Year's Day shall be compensated at
two (2) times the base hourly rate.
2.8 Eligibility for Stand -by /Call -out
All employees living within twenty (20) minutes of the Maintenance Yard, based upon
MapQuest estimates, shall be eligible for stand -by duty.
3. Holidays
3.1 Observed Holidays
Employees will receive the following twelve and one -half (12%2) holidays annually,
specifically:
"New Years Day ", January 1
The third Monday in January, "Martin Luther King, Jr. Day"
Friday proceeding "President's Day"
The third Monday in February, "President's Day"
The last Monday in May, "Memorial Day"
"Independence Day ", July 4
The first Monday in September, "Labor Day"
The second Monday in October, "Columbus Day"
"Veteran's Day ", November 11
The fourth Thursday in November, "Thanksgiving Day"
Day after "Thanksgiving"
12:00 Noon to 5:00 p.m. on Christmas Eve, December 24 (a total of four paid holiday
hours)
"Christmas Day ", December 25
Every day proclaimed by the President, Governor or Mayor of the City as a public holiday
and made applicable to City employees.
Each day that the Governor declares a day of mourning or special observance as a holiday
for State employees if the declaration makes it applicable to City employees.
3.2 Floating Holiday
In addition to the recognized holidays identified in Section 3.1, each eligible employee
shall be allocated one floating holiday (equivalent to 8 hours for a full -time employee) per
fiscal year on July 1st. Each employee hired prior to July 1 of each year shall be entitled
to the floating holiday. Employees hired between July 1 and December 31 will receive 8
hours of floating holiday time. Employees hired between January 1 and June 30 will
receive 4 hours of floating holiday time in the fiscal year in which they were hired. The
floating holiday must be taken prior to June 30th of each year. The floating holiday will
MOA - S. E. /. U. Maintenance Workers . July 1, 2074 through June 30, 2017
not be carried over from year to year and there shall be no cash value for the floating
holiday during employment or upon separation from the City.
3.3 Holidays for Regular Part -Time Employees
If a scheduled or observed holiday falls on a regularly scheduled day off, the part -time
employee shall be entitled to the pro -rated number of holiday hours, which may be taken
as time off in the pay period in which the holiday falls.
4. Annual Leave Program
4.1 Accrual
Effective July 1, 2011 employees shall accrue monthly the following Annual Leave:
Length of Service
Monthly
Annual Leave Hours
Yearly
Annual Leave Hours
0 to 2 years
12.67 Hours
152 Hours
3 to 5 years
14 Hours
168 Hours
6 to 10 years
16 Hours
192 Hours
11 to 15 years
18 Hours
216 Hours
16+ ears
19.33 Hours
232 Hours
4.2 Residual Accrued Sick Leave
Effective July 1, 2011, employees shall not accrue any form of sick leave or disability wage,
non - industrial or industrial. However, employees who have accrued fully -paid hours under
either the sick leave or disability wage program for non - industrial illness and injury shall
retain the balance of such hours accumulated as of July 1, 2011. Half -pay hours
accumulated as provided by the disability wage plan will be converted to fully -paid hours
(balance divided by 2), and credited to the balance of each employee covered by the
disability wage plan. Employees in the disability wage plan who have not received their
2011 anniversary allotment of 40 hours of full -pay disability wage at the time of
conversion will receive this additional 40 hours upon conversion. Paid leave for approved
absence due to injury or illness may be charged against this balance at the employee's
discretion. Upon retirement from the City of Rohnert Park, an employee may convert any
remaining sick leave balance to service credits pursuant to CalPERS regulations and
procedures.
4.3 Accrued Vacation Conversion
Effective July 1, 2011, employees shall not accrue vacation. All existing accumulated
vacation shall be converted to Annual Leave.
4.4 Annual Leave Administration
Annual leave hours may be used to provide paid time off for any approved absence,
including but not limited to vacation and illness. When annual leave is used for sick leave
purposes, the City may require the employee to submit substantiating evidence of illness
if there is a demonstrable pattern of abuse.
(a) Accrual Cap
An employee may accumulate annual leave credits up to a maximum of 500 hours of
annual leave. Accrual shall cease until the annual leave balance falls below the 500
hour annual leave cap.
MOA - S. E. /. U. Maintenance Workers . July 1, 2014 through June 30, 20 17
(b) Cash Out
Accumulated annual leave shall be converted to cash upon separation from City
service.
(c) Seniority Preference
Preference for leave scheduling will be on the basis of seniority within classification
and /or as has been past practice.
4.5 Short Term Disability
The City will provide a short -term disability insurance program which includes income
replacement of 60% and benefits coordination to employees.
5. Military Leave
The City grants military leave and any related benefits maintenance, job seniority and retention
rights to all employees for service in a uniformed service in accordance with state and federal
law. The employee must notify his /her supervisor of upcoming military duty as soon as he /she
becomes aware of his /her obligation.
6. Other Fringe Benefits
6.1 Fringe Benefit Administration
City reserves the right to select the insurance carrier(s) or to self- administer any of the
fringe benefit programs provided during the term of this agreement. In the event that any
offered health plan is no longer offered, the City agrees to provide a suitable replacement
health plan that is substantially comparable and will agree to meet and confer regarding
same.
All benefits provided under this section (Section 6) are subject to the characteristics of
each individual benefit program.
The value or availability of the benefits provided in this Memorandum of Agreement as
originally worded or as amended from time to time may depend on their tax treatment by
the State or Federal government or the decisions of other government agencies or
departments, such as, but not limited to, the Public Employees Retirement System. The
City will endeavor to obtain the most favorable treatment legally possible from these
other governmental entities. However, the City makes no representation concerning the
value of such benefits to unit members or how they will be taxed or otherwise treated by
other agencies or departments. The City's obligations under this Memorandum of
Agreement are limited to the direct cost of providing the salary and benefits as described
in this Memorandum of Agreement. The City shall have no additional financial obligation,
even if the tax or other treatment of such salary or benefits by other agencies or
departments reduces or eliminates their value to the employee.
(a) The City will continue all employee benefits and pay the appropriate premiums, as
specified in the applicable section(s) of this agreement, due for an employee out on
an authorized leave while an employee is being compensated by annual leave time,
compensatory time, and /or residual sick leave time.
(b) Employee may continue certain employee benefits during an authorized leave
without pay for the period of the authorized leave by making payment to City for said
benefits.
MOA - S. E. /. U. Maintenance Workers . July 1, 2074 through June 30, 2017
6.2 Catastrophic Leave
Leave benefits shall be provided as outlined in the Amended Catastrophic Leave Program,
a copy of which is attached hereto, approved by City Council Resolution No. 2001 -270
adopted December 11, 2001.
6.3 California Family Rights Act and Family Medical Leave Act
Employees may request a leave of absence under the California Family Rights Act (CFRA)
and /or the Federal Family Medical Leave Act (FMLA). Requests for family and medical
leave shall comply with the requirements of the CFRA and /or the FMLA.
6.4 Temporary Light or Limited Duty
Employees injured or ill from either on- the -job (industrial) or off - the -job (non- industrial)
causes may, at the City's sole discretion, be assigned to light, limited, or modified duty.
Such assignments may involve duties that differ from the normal work duties of the
employee. Requests for permanent job accommodations shall be handled through the
interactive process required by state and federal law.
6.5 Americans with Disabilities Act
The City and S.E.I.U. recognize that the City has an obligation under law to comply with
the Americans with Disabilities Act (ADA).
6.6 Payment to Beneficiary
Upon death of an employee, any unused annual leave, and compensatory time shall be
paid to the employee's surviving spouse or beneficiary. In the absence of a spouse or
beneficiary, any unused vacation, and compensatory time shall be paid to the primary
beneficiary specified by the employee on the employee's enrollment /beneficiary card for
City provided Life Insurance.
6.7 Insurance Coverage
The City shall provide the insurance programs described in this Section. The City reserves
the right to provide these insurance programs by self- insurance, through an insurance
company or by any other method which provides the coverage outlined. Any premiums
paid by the employee eligible for Section 125 will be deducted from the employee's pay
on a pre -tax basis. These provisions will remain in effect during the term of the
agreement unless the parties by mutual agreement agree to different insurance coverage
including "cafeteria" style benefits plan.
(a) Health Insurance
The City shall offer employees and their eligible dependents, a health insurance
program under the terms set forth below:
For the term of this agreement employees will have a choice of Kaiser
Permanente (Traditional $20 Co -Pay Plan, Traditional $40 Co -Pay Plan and HSA)
or Anthem Blue Cross Prudent Buyer Plan (Traditional $250 Deductible Plan and
HSA) through REMIF or any other comparable health plan offered by the City.
The City will contribute up to the following amount per month toward the cost
of employee medical insurance premiums for City's offered health plans at the
employee's enrollment level:
MOA - S. E. I. U. Maintenance Workers . July 1, 2014 through June 30, 2017 10
Enrollment Level
2014 -2015
2015 -2016
2016 -2017
Employee Only (Single)
$469.00
$485.00
$500.00
Employee + 1 (Two Party)
$938.00
$971.00
$1,000.00
Employee + 2 (Family)
$1327.00
$1,373.00
$1,400.00
iii. The City shall provide a copy of the summary description of all health care
programs offered by the City to each employee upon request.
iv. Regular part -time employees may elect to participate in health insurance plans
and the City will contribute a pro -rata amount (based on the allocation of the
position) towards the premium. The part -time employee will be responsible for
the balance of the premium through payroll deductions. If the part -time
employee does not select coverage, no cash payment will be made in lieu of the
insurance.
(c) Joint Commitment to Affordable Health Care
The parties are committed to providing quality and affordable health care for all
members. Ninety (90) days prior to open enrollment, parties will work together through
their Joint Labor Management Committee to review preliminary health care rates and
discuss any potential changes to plan design to reduce costs. Any changes to plan
designs, including providers, will be made by mutual agreement during the term of the
MOA. However, changes necessitated by REMIF's transition from fully insured plans to
self- insured plans are outside the scope of this agreement. The City is also willing to
participate in discussions with SEIU that could lead to the overall reduction in insurance
costs.
6.8 Alternate Benefit
Eligible employees who provide proof of health insurance coverage from a source other
than the City may receive an alternate benefit of $350.00 per month. This benefit shall be
provided as outlined in City Council Resolution No. 2007 -178, adopted October 23, 2007.
6.9 Dental Coverage
The City shall offer employees and their eligible dependents, a dental insurance program
under the terms as set forth below:
(a) The City shall pay the applicable monthly premiums and any increases during the
term of this Understanding. Premiums will be set by the insurer, or if self- insured by
the City, using fiscally prudent methods. The City shall provide a copy of the
summary description of the dental program offered by the City to each employee
upon request.
(b) In general, the program includes basic dental insurance coverage of payment to Delta
Dental PPO network dentists of the indicated percentage up to the maximum of
$2,000 for each eligible person per year for the following benefits:
(i) One hundred percent (100 %) of the cost of diagnostic and preventative care.
(ii) Eighty -five percent (85 %) of the cost of basic dental services.
(iii) Eighty -five percent (85 %) of the cost of crowns and restorations.
(iv) Fifty percent (50 %) of the cost of prosthodontics.
(v) Two thousand dollar ($2,000) maximum benefit for dental services per person
per year.
(vi) Fifty percent (50 %) of the cost of orthodontics with a one thousand five
hundred dollar ($1,500) lifetime maximum benefit per person.
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(vii) Services rendered by dentists outside of the Delta Dental PPO network
(including Delta Dental Non -PPO Dentists) are covered at a reduced rate; are
subject to the limitation of section (v) above and a one thousand five hundred
dollar ($1,500) lifetime maximum orthodontic benefit per person.
6.10 Vision Coverage
The City shall offer employees and their eligible dependents, a vision insurance program
under the terms as set forth below:
(a) The City shall pay the applicable monthly premiums and any increases during the
term of this Understanding. Premiums will be set by the insurer, or if self- insured by
the City, using fiscally prudent methods. The City shall provide a copy of the
summary description of the vision insurance program offered by the City to each
employee upon request.
(b) In general, the program includes an eye examination once each twelve (12) months,
lenses once each twelve (12) months, and frames once each twenty -four (24)
months. An employee may purchase contact lenses in lieu of the benefits
summarized above.
6.11 Adoption Benefit
That the City provides a six hundred dollar ($600) per child cash benefit to employees
adopting minor children to help offset the cost of adoptions. This cash benefit does not
include the cost of adopting stepchildren, i.e. children of present spouse.
6.12 Death /Bereavement Leave
(a) A regular employee shall be paid up to three (3) days of bereavement leave when
there is a death in their immediate family.
(b) Additionally, a regular employee may, subject to approval of the supervisor, use two
(2) additional days of the employee's accrued sick leave if the employee must travel
out of the area, i.e. at least two hundred and fifty (250) miles one way.
(c) Immediate family in this case means: spouse, domestic partner, father, father -in -law,
mother, mother -in -law, brother, brother -in -law, sister, sister -in -law, child (including
step - children), step - parents, aunts, uncles, grandparents, grandparents -in -law,
grandchildren, relationships in loco- parentis, and close personal relationships with
the approval of the City Manager or his /her designee.
6.13 Funeral Benefit
City will provide fifty percent (50 %) co- payment, not to exceed two thousand dollars
($2,000), for funeral expenses for an employee or their spouse only. This funeral benefit
will be considered secondary to and shall be coordinated with any and all other funeral
benefits that may be payable to employee or spouse.
6.14 Long -Term Disability Insurance
The City shall provide, at no premium cost to employees, long -term disability income
protection insurance coverage. The basic benefit shall be sixty six and two thirds percent
(66 -2/3 %) of the employee's monthly base pay with a maximum benefit of five thousand
three hundred thirty three dollars ($5,333). In no event shall the employee receive more
than full salary. The benefits provided under this section are subject to the characteristics
of the individual program.
(a) The waiting period for the above long -term disability benefits plan shall be ninety
(90) days.
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6.15 Life Insurance
(a) The City will continue to provide, at no premium cost to employees, fifty thousand
dollars ($50,000) life insurance coverage provided to employees and one thousand
dollars ($1,000) for dependents, and which coverage includes accidental death and
dismemberment benefits.
(b) The City will allow, subject to the insurance carrier's approval, any employees to
purchase, at their own cost, additional life insurance coverage under the City's group
program.
6.16 Deferred Income
The City will continue to make available to the employees a deferred income program,
now being administered by Nationwide and International City Management Association
(ICMA) or a similar program with another institution acceptable to City.
6.17 Retired Employees
1. Definition of Terms
a. "Eligible Employee" means any regular full -time or regular part -time benefited
employee hired by the City before July 1, 2007, and who actively participates in and
contributes to the CalPERS Retirement System, and who will be entitled, when
eligible, to receive a retirement allowance from CalPERS.
b. "Retired Employee" or "Retiree" is a regular full -time or regular part -time benefited
City employee hired before July 1, 2007 who retires from the City and thereafter
receives a retirement allowance from CalPERS. Retirement includes service
retirement or disability retirement from the City of Rohnert Park.
c. "Continuous City service" is defined as being continuous regular full -time or regular
part -time benefited City employment for calculating length of continuous service
and service credit. Part -time (non- benefited) employment and approved unpaid
leaves will not be used in calculating length of continuous service under this section.
Any separation from City employment will void any previous accrual towards length
of continuous service for purposes of this section, unless otherwise waived by the
City Manager and due to extenuating circumstances. Layoffs with subsequent
restoration and approved City paid leaves do not constitute separation from City
service (and therefore will not void any previous accrual towards length of
continuous service) for the purpose of this section.
d. "Employees Hired on or After July 1, 2007" means any regular full time or regular
part -time benefited employee hired by the City on or after July 1, 2007, and who
actively participates in and contributes to the CalPERS Retirement System, and who
will be entitled, when eligible, to receive a retirement allowance from CalPERS.
Employees hried on or after July 1, 2007 are entitled to the retiree health benefit set
forth in Section 6.17(3) below.
MOA - S. E. /. U. Maintenance Workers . July 1, 2014 through June 30, 2017
2. Retiree Health Benefits
a. Hired Before July 1, 2007
Before January 15, 2015, the City shall establish a Retiree Health Savings Account (RHSA)
for each Eligible Employee and shall contribute $2,000.00 per year of Continuous City
Service into the RHSA. For purposes of the service credit calculation, eligible employees
shall receive service credit on a pro rata basis by month and /or days of service as of
January 1, 2015.
The City will explore providing alternative plan options to the RHSA, including 457
deferred compensation plans, and if feasible will offer such alternative plans to Eligible
Employees.
L Eligible Employees Who Retire From the City on or After July 1, 2014
For Eligible Employees who retire from the City of Rohnert Park on or after July
1, 2014, the City agrees to make a medical insurance premium contribution
toward the applicable early retirement premium in the amount of $500.00 per
month until said Retired Employee reaches the age of Medi -Care eligibility or
elects to leave the City medical system. Subject to the eligibility criteria of REMIF
and /or insurance plans, Eligible Employees may participate as retirees at their
own expense in the City's group health insurance.
ii. Eligible Employees Who Retire Prior to January 1, 2015
In the event an Eligible Employee elects to retire prior to January 1, 2015 subject
to the terms of this Agreement and the benefit provided in section 2(a)(i) above,
the RHSA shall be established and funded on the date of retirement, or as near
as practicable to that date. The Eligible Employee must make the election to
retire prior to January 1, 2015 in writing and provide a minimum of thirty (30)
days' notice to the Personnel Officer.
Alternatively, Eligible Employees who meet the requirements set forth in Section
6.18 below may retire on or before December 31, 2014 under the provisions of
that section.
iii. Dental and Vision Benefits For Eligible Employees
The City agrees to provide /offer regular full -time or regular part -time employees
hired before July 1, 2007, the benefit(s) as provided for active employees for
dental care, and vision care benefits for retired employees and eligible dependents
until the Retired Employee reaches the age of Medi -Care eligibility or elects to
leave the City dental and vision system. Calculation of premium will be prorated
for regular, part -time employees.
MOA - S. E.1. U. Maintenance Workers . July 1, 2014 through June 30, 2017 14
All dental and vision care benefits provided under this section are subject to the
characteristics of each individual benefit program.
iv. Medical Contribution, Dental and Vision Benefits in the Event of Retired
Employee's Death or Election to Leave the City Benefit System.
In the event of the retired employee's death, coverage provided by the City to the
Retired Employee will not continue for the survivors or dependent children of the
Retired Employee.
Any Retired Employee who, after retirement from the City, becomes employed
elsewhere and is covered by medical, health, dental or vision care benefits by
his /her new employer, said coverage provided by the City to the retired employee
will be considered secondary to the coverage provided by his /her new employer,
his /her new employer's coverage shall be considered primary. Retired employees
are required to notify the City's Human Resource Department of any additional
insurance coverage from new employers.
3. Retiree Health Benefits for Employees Hired On or After July 1, 2007
Beginning July 1, 2014, on a going forward basis, regular full -time or part -time
benefited City employees hired on or after July 1, 2007 shall be eligible for the
benefits described below in lieu of the benefits described in Sections 6.17 (2) above:
1. Effective July 1, 2014, the City will increase the contribution from $75.00 per
month to $100.00 per month for active employees in paid status to a Retiree
Health Savings Account (RHSA). The monthly contribution will end upon the
employee's date of retirement or separation from the City.
2. The City's contribution to an employee's RHSA shall be considered vested to an
employee terminating City employment with five (5) or more consecutive years of
City service.
3. Calculation of monthly contribution will be prorated for regular part -time
employees.
4. Subject to the eligibility criteria of REMIF and /or insurance plans, employees hired
after June 30, 2007 may participate as retirees at their own expense in the City's
group health insurance.
6.18 Option for Eligible Employees Who Retire Prior to January 1, 2015
The City agrees to make a medical insurance premium contribution toward the applicable
early retirement premium or Medicare - eligible premium as outlined in the attached
"Appendix A: Insurance Premium Contribution Rate Schedule." Coverage will extend to
eligible dependents. The City will provide such contributions only:
MOA - S. E. /. U. Maintenance Workers . July 1, 2014 through June 30, 207 7
To regular full -time and regular part -time City employees hired before June 30, 2007
who have at least fifteen (15) years of continuous service with the City and who retire
upon reaching retirement age or thereafter and are receiving a retirement allowance
from CalPERS. Said employees shall be referred to as "Retired Employees."
a. Employees with less than 15 consecutive years of service with the City receive
no City fringe benefits, i.e. medical, dental, vision, life insurance at retirement
b. Calculation of premium will be prorated for regular, part -time employees.
C. Employees must retire concurrent with termination of service with the City to
be eligible for this benefit (no vesting).
d. The City's share of the premium costs for all retirement benefits as described
herein shall not exceed the amount described in the attached "Insurance
Premium Contribution Rate Schedule ", and shall not include payment of
Medicare B premiums.
To regular full -time or regular part -time employees hired before June 30, 2007 who:
a. Have at least ten (10) years of continuous service with the City, and;
b. Are retired forthwith from the City of Rohnert Park service into CaIPERS at the
time of permanent or total disability, and;
C. Are permanently and totally disabled from their occupation and unable to
perform with reasonable continuity the material duties of their own
occupation. After twenty -four (24) months if gainful employment is obtained in
an occupation in which the material duties are reasonably fitted by education,
training, experience and compensation to the occupation at the time of
disability, the employee shall no longer be considered permanently and totally
disabled from their occupation. In such circumstances, benefits shall be
discontinued.
d. Said employees shall be referred to as "Retired Employees" except for the
circumstance noted above in which the employee is no longer permanently and
totally disabled. Coverage will extend to eligible spouse, registered domestic
partner, and dependents.
3. To the surviving spouse, registered domestic partner, and legal dependents of a
regular full -time or regular part -time employee hired before June 30, 2007 who died
while a City employee after ten (10) or more years of continuous service with the
City. Said employee shall be referred to as a "Deceased Employee."
4. The City agrees to provide /offer and pay to regular full -time or regular part -time
employees hired before June 30, 2007, the premium(s) as provided for active
employees at time of retirement for life insurance, dental care, and vision care
benefits for retired employees and eligible dependents. Calculation of premium will
be prorated for regular, part -time employees.
5. Benefits provided under this section shall be coordinated with Medi -Care, Medi -Cal,
and any other welfare program available of which said benefit coverage shall be
considered primary and City provided coverage in turn considered secondary.
6. All benefits provided under this section are subject to the characteristics of each
individual benefit program. The life insurance to be provided will be the life insurance
plan amount in effect and in accordance with the provisions of the life insurance
program as of the date of employee's retirement.
7. The benefits provided under this section will continue for such retired employees and
their spouse, registered domestic partner, and legal dependents, if any, while said
retired employee is alive. In the event of the retired employee's death, coverage will
continue for the spouse or registered domestic partners until the spouse or domestic
partner dies, remarries, or forms another registered domestic partnership. In
addition, the benefits provided under this section will continue for said retired or
deceased employee's legal dependent children who qualify as an Internal Revenue
MOA - S. E.I.U. Maintenance Workers* July 1, 2014 through June 30, 2017 16
Service dependent until said children reach the maximum age limit specified by state
or federal law, or the spouse or registered domestic partner marries, or forms
another registered domestic partnership whichever occurs earliest.
8. Continuous City service is defined as being continuous regular full -time or regular
part -time City employment only for calculating length of continuous service under
this section. Part -time (non- benefited) employment and approved unpaid leaves will
not be used in calculating length of continuous service under this section. Any
separation from City employment will void any previous accrual towards length of
continuous service for purposes of this section, unless otherwise waived by the City
Manager and due to extenuating circumstances. Layoffs with subsequent restoration
and approved City paid or unpaid leaves do not constitute separation from City
service (and therefore will not void any previous accrual towards length of
continuous service) for the purpose of this section.
9. Any retired employee who, after retirement from the City, becomes employed
elsewhere and is covered by medical, life insurance, health, dental or vision care
benefits by his /her new employer, said coverage provided by the City to the retired
employee will be considered secondary to the coverage provided by his /her new
employer, his /her new employer's coverage shall be considered primary.
10. Any spouse or registered domestic partner of a deceased employee or deceased
retired employee who is receiving benefit coverage as provided under this section,
becomes employed and is covered by medical, health, dental or vision care benefits
by his /her employer, said coverage provided by City will be considered secondary to
the coverage provided by the spouse's or registered domestic partner's employer,
and his /her employer's coverage shall be considered primary.
6.19 Clothing Allowance
(a) The City will provide an employee with reimbursement not to exceed two hundred
dollars ($200) per occurrence for clothing or personal equipment used during the
course of employment (excluding jewelry) that has been destroyed or made
otherwise non - usable. The City will provide an employee with reimbursement not to
exceed fifty dollars ($50) for the replacement of a watch that has been destroyed.
(b) For the term of this agreement, the City will provide each employee with
reimbursement, not to exceed three hundred dollars ($300) per fiscal year, for the
cost of work boots upon submittal to the City of a paid receipt for the boots. City shall
establish voucher payment system for boots.
(c) Coveralls - For the term of this agreement, the City agrees to provide and replace
when necessary appropriate coverall's to those City employees the City deems
required to wear them in the performance of their duties, i.e. Maintenance Worker
Painter, Equipment Mechanic, Senior Equipment Mechanic, and employees required
to work in the sewer system. Said coveralls are and shall remain the property of City.
(d) Uniforms and Service — For the purpose of this section, uniforms shall be defined as
pants and /or shorts. Regular employees shall have the option of being issued city
uniforms. Each regular employee electing in writing to be issued a uniform will
receive an initial issuance of pants or shorts, not to exceed more than 11 items in
total and upon initial hire. Each regular employee shall be issued at least two (2) pairs
of pants. Issued uniforms must be worn while on duty. Issued uniforms will be
laundered and maintained by the City. Employees with issued uniforms shall return
the uniform to the City's designated location on a weekly or biweekly basis for
laundering.
In addition, the City will issue eleven (11) logo shirts (t- shirts) and one (1) jacket to
each regular employee upon hire into a job class covered by this agreement. Jackets
issued shall be durable non -nylon jackets. Employee may choose to be issued (2) two
hoodies in place of one durable non -nylon jacket. Rain gear will be issued as needed.
MOA - S. E.1. U. Maintenance Workers . July 1, 2014 through June 30, 207 7
Thereafter, five (5) logo shirts shall be provided annually on the first pay date in
December of each fiscal year. Additional shirts may be issued at other times during
the years as replacement is needed for normal wear and tear.
The current past practice of the city providing pants, shirts, and jackets will continue
until the Uniform and Services are in place at which time current regular employees
will be issued the uniforms.
6.20 Education and Training
(a) The City will provide an education and training assistance program to provide
reimbursement to employees for tuition and book costs only for attending and
completing, with a satisfactory grade (C or better), courses in the adult high school
program, at Santa Rosa Junior College, at Sonoma State University or any other
educational institution acceptable to the City. All courses or classes for which
reimbursement will be requested must be previously approved by the Supervisor and
the City Manager prior to the start of said classes and approval requested on the
appropriate City form. The maximum allowed amount reimbursable for tuition is one
thousand dollars ($1,000) per instructional period plus books and materials, with a
total reimbursable amount not to exceed three thousand dollars ($3,000) per
calendar year.
6.21 Longevity Pay
The City will continue to provide longevity pay to employees, based on continuous years
of service (as defined in Section 6.20 (i)) as follows:
Completed Years
Pay Percentage
of Service
Increases
5 years
2%
For each year thereafter
1/2%
The maximum longevity pay percentage to be paid shall be ten percent (10 %) of base pay.
The "completed years of service" will be determined on January 1st and July 1st only and
not on an employee's employment anniversary date.
For regular employees hired after 05/12/98, the longevity program as outlined above
does not apply.
(a) Educational Incentive Pay - For regular employees hired after 05/12/98, which are
not eligible for longevity pay as outlined in Section 6.21, the following educational
pay benefit shall be provided:
Stipend Level I - $75
An approved Technical Certificate awarded by Santa Rosa Junior College (SRJC), or
other accredited college, that relates to employment in one or more public works
functions.
2. A two -year Associate of Science (AS) or Associate of Arts (AA) degree in a subject
area not related to public works functions.
3. An approved Technical Certificate awarded by the City, based upon a course of
study completed at the SRJC.
MOA - S. E. /. U. Maintenance Workers . July 1, 2014 through June 30, 2017
Stipend Level II - $100
1. A two year AS or AA degree with course study related to Public Works. Technical
Certificates earned as part of an AS or AA degree are included in this category.
2. A two year AS or AA degree in any subject area, and an approved Technical
Certificate.
Stipend Level III - $135
1. A Bachelor of Science (BS) or Bachelor of Arts (BA) in any major course of study,
awarded by an accredited college or university.
2. A two year AS or AA degree with course study related to Public Works, and two (2)
Technical Certificates in a subject area related to Public Works. Technical
Certificates must be at least thirty (30) units.
The Stipend payments provided above are not accumulative, i.e. only one of the two
degrees is paid (cannot receive both stipends; only one stipend is paid per employee).
In no event shall an employee be paid for more than one degree.
The Stipend payments are authorized only for AS, AA, BS, and BA degrees from an
accredited college or university. A copy of the degree must be provided for validation
and approval of payment.
6.22 Retirement Programs
(a) Effective July 1, 2007, the City will provide the California Public Employees'
Retirement System (CaIPERS) two and seven tenths percent (2.7 %) at fifty -five (55)
retirement program to miscellaneous member employees.
(b) Effective July 1, 2011 the City will provide the California Public Employees'
Retirement System (CaIPERS) two percent (2.0 %) at fifty -five (55) program to
miscellaneous member employees hired on or after July 1, 2011.
(c) Beginning August 1, 2011, employees shall contribute 100% of the required member
contribution.
(d) The City will continue to provide the "single highest year compensation" optional
provision in its contract with CaIPERS.
(e) The City will modify the CaIPERS Annual Cost -of- Living Allowance Increase (Section
21335) to provide for a 2.0% annual maximum cost -of- living increase for employees
hired after December 31, 2007. Employees hired prior to December 31, 2007 shall be
eligible for the 5.0% annual maximum cost -of- living allowance increase as defined in
Section 21335.
(f) New Employees Hired On or After January 1, 2013 Who Are New Members of the
CaIPERS System
Effective January 1, 2013, the City will provide the CaIPERS two percent (2.0 %) at
sixty -two (62), highest three year average program to new miscellaneous employees
(who meet the definition of a new member under PEPRA) hired on or after January
1, 2013.
Effective, July 1, 2013, such new miscellaneous member employees hired on or after
January 1, 2013, shall contribute at least fifty percent (50 %) of the normal cost rate
to CaIPERS.
MOA - S. E.I.U. Maintenance Workers* July 1, 2014 through June 30, 2077
Pensionable compensation does not include monies paid to new miscellaneous
members for bonuses, uniform allowance, overtime allowance or reimbursement for
housing and vehicles, or any ad hoc or one -time payments pursuant to Government
Code Section 7522.34(c).
(g) Benefits provided are subject to CalPERS regulations and relevant law.
6.23 Dependent Care Assistance Program
City will continue to provide the Dependent Care Assistance Program (DCAP) as
authorized by the Internal Revenue Service for the set -aside of employee pre -tax dollars
for childcare as approved by the Internal Revenue Service (IRS) and the California
Franchise Tax Board.
6.24 Health Care Tax -Free Dollar Account Program
City will continue to provide the Health Care Tax -Free Dollar Account Program as
authorized by the Internal Revenue Service for the set -aside of employee pre -tax dollars
for the cost of monthly health care premiums as well as eligible unreimbursed medical
expenses, as approved by the Internal Revenue Service (IRS) and the California Franchise
Tax Board.
6.25 Hearing Aid Benefit
The City shall reimburse employee only eighty percent (80 %) with a lifetime maximum of
nine hundred dollars ($900.00) for a hearing aid device.
7. Agency Shop and Payroll Deductions
7.1 Agency Shop
City acknowledges that S.E.I.U. Local 1021 is the exclusive representative for certain
classifications listed below and that an agency shop arrangement as authorized by State
law (Government Code Section 3502.5) was established pursuant to an election held
during a previous contract period. The agency shop shall apply to all regular full -time and
regular part -time Public Works employees except seasonal and temporary employees
including Equipment Mechanic, Senior Equipment Mechanic, Instrumentation Technician,
Electrician, Arborist, Meter Technician, Maintenance Worker II, Maintenance Worker I,
and Maintenance Worker Trainee. Public Works' positions designated managerial by City,
if any, shall not be subject to this Agency Shop Agreement.
7.2 SEW Dues Deduction
S.E.I.U. will be provided with monthly payroll deduction of dues, service fees and
premium amounts for insurance programs sponsored by the employee's organization at
no cost to the employee organization.
7.3 Employee Listing
S.E.I.U. will provide the City Manager with a listing of deductions to be made from
represented employees. Said listing will remain in force until amended by S.E.I.U. in
writing. S.E.I.U. will hold the City harmless from any liability for errors resulting from
errors on the listing provided by S.E.I.U.
7.4 SEW Paycheck Deduction
All S.E.I.U. deductions will be taken from the mid -month paycheck and promptly
forwarded to S.E.I.U.
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7.5 SEW Membership — Service Fee
Employees covered by this Memorandum of Agreement shall join and maintain
membership in S.E.I.U., or at the employee's option (1) pay a monthly service fee equal to
a percentage of monthly dues paid by S.E.I.U. members, or (2) pay monthly to a
non - religious, non - labor, charitable fund exempt from taxation under Section 501(c) (3) of
the Internal Revenue Code, a sum equal to the monthly dues paid by S.E.I.U. members.
Said percentage will be established on an annual basis by S.E.I.U. in accordance with
Hudson procedures. Option number two (2) is only available to an employee with a bona
fide religious objection.
7.6 Hold Harmless
S.E.I.U. agrees to indemnify and defend the City, its officers, employees and agents and
hold it harmless against any and all suits, claims, demands and liabilities that shall arise
directly or indirectly out of any action that shall be taken or not taken or on behalf of the
City, its officers, employee and agents for the purpose of complying with the foregoing
sections.
7.7 Fair Representation
S.E.I.U. agrees that it has the duty to provide fair and non - discriminatory representation
to all employees in all classes covered by this Memorandum of Agreement regardless of
whether they are members of S.E.I.U. This paragraph shall not be construed to create
rights greater than those contained in applicable State and Federal law.
7.8 SEW Required Membership
All S.E.I.U. members who had S.E.I.U. deduction authorizations on file with the
Auditor - Controller or S.E.I.U., or who may thereafter authorize in writing the deduction of
their S.E.I.U. dues, shall remain on payroll deduction for the term of this Memorandum of
Agreement or so long as they are members of the representative units. S.E.I.U. members
may terminate payroll deductions of dues at the expiration of this Memorandum of
Agreement by giving written notice to S.E.I.U. during an one -month period between
ninety (90) and sixty (60) days prior to the expiration of the term. S.E.I.U. agrees to
indemnify, defend and hold harmless the City, its officers, agents and employees from any
claim, liability or damage arising from this provision.
8. Safety & Work Equipment
8.1 Safety Items
City will continue to furnish employees with necessary safety items including equipment,
tools and appropriate rain gear. Any items furnished by City shall remain the property of
City.
8.2 UV Protection
City will reimburse for sunglasses providing UV protection, not to exceed $150.00 per
employee per fiscal year.
8.3 Basic Tool Kit
City agrees to, based upon need, provide and maintain for all full -time regular employees
covered by this Memorandum of Agreement a basic tool kit. All items provided in the
basic tool kit are and shall remain the property of the City.
(a) City agrees to replace stolen or damaged City owned tools in a reasonable time
period (i.e. within one (1) month (unless an unusual item) and with the approval of a
Public Works supervisor.
MOA - S. E. /. U. Maintenance Workers . July 1, 2014 through June 30, 2077 21
(b) It is understood that it is the employee's responsibility to take reasonable care in
avoiding the loss or theft of City -owned tools /equipment.
(c) Use of Personal Tools: Certain employees may be permitted to use personal tools in
the workplace, upon request and as described in the Department of Public Works
policy, Use of Personal Tools for City Business. The reimbursement for personal
equipment described in Section 6.19(a) of the Memorandum of Agreement will not
apply to personal tools used in the workplace in accordance with this policy.
9. Salary Adjustments & Miscellaneous Pay
9.1 Salary Adjustments
(a) Effective the first full pay period in July 2014, all members shall receive a one-
time payment of three percent (3 %) of their base salary. This is non -
pensionable.
(b) Effective the first full pay period in July 2015, all members shall receive a one-
time payment of three percent (3 %) of their base salary. This is non -
pensionable.
(c) Effective the first full pay period in July 2016, all members shall receive a three
percent (3 %) increase to base salary in pensionable compensation.
9.2 Pay Day
City shall distribute paychecks to employees by noon on payday.
9.3 Ratification Bonus
Upon ratification of this Agreement by SEIU and the City of Rohnert Park, the City shall
pay to each employee a ratification bonus of $500.00. This bonus will be paid in one lump
sum in the first full pay period for the fiscal year 2014/15 (July 25, 2014). The ratification
bonus is taxable, and all regular payroll taxes will be withheld unless deferred into a 457
account.
9.4 Layoff Procedure
The City and S.E.I.U. agree to clarify how Section 21, Layoffs and Section 22,
Reinstatement in City Manager's Administrative Policy No. 1, Personnel Rules and
RPgulatinns shall annly to S.E.I.U. members.
Total time employed by the City, not including temporary employment assignments, shall
be used to determine the seniority of a given employee. Part -time employment shall be
credited on a prorated basis. For example, half time employment during two weeks will
be credited as one week of employment when determining seniority.
In the event of a layoff, the City agrees to lay off employees according to seniority. The
layoff order of employees within a given classification will be as follows: the employee
with the least seniority will be subject to lay off first, the employee with the second least
seniority will be subject to lay off second, and so on. The employee with the most
seniority will be the last employee subject to lay off within a given classification.
In the event of employee reinstatement, the City agrees to reinstatement according to
seniority. The reinstatement order of employees within a given classification will be as
MOA - S. E, /. U. Maintenance Workers . July 1, 2014 through June 30, 2017
follows: the employee with the most seniority will be reinstated first, the employee with
the second most seniority will be reinstated second, and so on. The employee with the
least seniority will be the last employee to be reinstated within a given classification.
9.5 Certification and License Program
A schedule of stipends for maintenance employees obtaining job - related certificates and
licenses has been established and will be provided as described in Appendix B of this
MOA.
(a) The history of this program is as follows: In July 2005, the City of Rohnert Park and
SEIU established a schedule of stipends for maintenance employees obtaining job -
related certificates and licenses. In July 2006 and July 2007, the Lead Worker Stipend
and the Senior Lead Worker Stipend were increased to 2.1% of salary and 5.0% of
salary respectively. During negotiations for a successor MOA in 2007 between the
City and SEIU Local 1021, the program was further modified, creating three levels for
stipends and increasing the amount for "lead worker" and "senior lead worker." On
March 26, 2008, the City and SEIU agreed in a side letter to the following in
transitioning to the modified Certification License Program:
i. An employee receiving the Lead Worker Stipend or the Senior Lead Worker
Stipend on June 31, 2007, will receive the respective increase (from 2.1% to
2.6% for the Lead Worker, from 5.0% to 6.0% for the Senior Lead Worker) less
any applicable deductions or taxes, retroactive to July 1, 2007.
ii. If during the period between July 1 and December 1, 2007, an employee, as a
result of obtaining applicable certificates or licenses, would have become
eligible for the Lead Worker Stipend or the Senior Lead Worker Stipend under
the program criteria in effect prior to July 1, 2007, the employee will receive the
increased stipend amount retroactive to the date eh /she become eligible, less
applicable deductions and taxes.
iii. An employee that, as a result of the modification to the stipend criteria
qualified as of December 1, 2007 for a higher stipend, shall receive an amount
equal to the difference between the stipend amount received and the amount
they were qualified for, retroactive to December 1, 2007, less applicable
deductions and taxes.
iv. The stipends will be designated as Level I Stipend, Level II Stipend, and Level III
Stipend in Appendix B of the MOA.
V. With the exception of employees that retired between July 1, 2007, and the
date of this side letter, employees that may have been eligible for additional
stipend pay that have terminated employment with the City shall not be
entitled to any retroactive payment. Calculation of retroactive payments for
retirees shall be on salary only, less applicable deductions and taxes, and shall
not include vacation or other "payouts" that the retiree may have received at
the time of retirement.
10. Alcohol
The City and S.E.I.U. agree to continue to work together to assist any employees who have an
alcohol or alcohol related, drug or substance abuse problem. It is mutually acknowledged that
continued cooperative efforts would give employees a much better opportunity to recover
from this very serious health problem.
Since Public Works employees are required to drive City vehicles, use various types of power
equipment and tools, and perform their work in locations such as streets and trenches, and it is
known that drinking alcoholic beverages or taking certain drugs may slow a persons reflexes
and ability to think clearly. The probability of having an accident is increased after drinking
MOA - S. E. /. U. Maintenance Workers. July 1, 2014 through June 30, 2017 23
alcohol or taking certain drugs. The City recognizes that this situation could place the employee
as well as co- workers and the public at risk of injury.
10.1 Alcoholic Beverages or Other Drugs
Alcoholic beverages, or other drugs which affect an employee's ability to drive or function
safely, shall not be used by employees during their assigned regular work day, nor while
on assigned standby duty.
10.2 Off -duty Hours
If an employee who has been drinking alcohol or using a drug which may impair the
employee's ability to drive or function safely receives a call to return to work during off
duty hours, the employee must decline the request to work.
10.3 Prescription Drugs
Employees using prescription drugs, which affect the employee's ability to work safely,
must inform their supervisor and may be assigned to other appropriate duties or required
to take sick leave.
11. Smoking
S.E.I.U. acknowledges that the City intends to hire employees with the clearly expressed
condition of employment that they refrain from smoking.
13. Grievance Policy and Procedure
Both S.E.I.U. and City agree to comply with the grievance procedure as outlined in Resolution
No. 79 -22, adopted February 13, 1979, a copy of which is attached hereto. Failure to meet any
time line or specifically comply with any other requirement of the grievance procedure
constitutes a specific waiver and is a bar to further consideration of the grievance.
14. Use of City Facilities
Employees and their eligible dependents (as defined by City policy), will be allowed to
participate with no fee imposed in open gym time and use the weight room and locker room
facility at the Sports Center when such facilities are open and also participate in the Lap Swim
Program conducted at the City's swimming pools. In the event that the City determines that
such use of the Sports Center by dependents of employees adversely impacts the public's
access to the Sports Center facilities, the parties will re -open this Section 14. Other activities
requiring payment of a fee can be discussed with the City Manager for consideration of a
waiver of part or the entire fee.
15. Management Rights
Except as limited in this Memorandum of Agreement and applicable State laws, the exclusive
rights of the City shall include, but not be limited to, the right to determine the organization of
city government and the purpose and mission of its departments and agencies, to determine
the nature, levels and mode of delivery and to set standards of service to be offered to the
public; and through its management officials to exercise control and discretion over its
organization and operations; to establish and effect administrative regulations which are
consistent with law and the specific provisions of this Memorandum of Agreement; to direct its
MOA - S. E. /. U. Maintenance Workers . July 1, 2014 through June 30, 207 7 24
employees and establish employee performance standards and to require compliance
therewith; to take disciplinary action; to discharge, suspend, reduce in pay, reprimand,
withhold salary increases and benefits, or otherwise discipline employees subject to the
requirements of applicable laws; to lay off its employees whenever their positions are
abolished, or whenever necessary because of lack of work or lack of funds, or other legitimate
reasons; to determine whether goods or services shall be made, purchased, or contracted for;
to determine the methods, means, and numbers and kinds of personnel by which the City's
services are to be provided; including the right to schedule and assign work and overtime; and
to otherwise act in the interest of efficient service to the City; and to take all necessary actions
to protect the public and carry out its mission in emergencies.
16. Work Curtailment (No Strike Clause)
Under no circumstances shall the Union or any of the employees it represents individually or
collectively cause, sanction, honor or engage in any strike, sit -down, stay -in, sick -out,
slow -down, speed -up, work to rule or any other type of job action, curtailment of work,
restriction of production or restriction of service during the term of this agreement.
17. Personnel Rules and Regulations
City Agrees to meet and confer with Union regarding any updates or changes to its Personnel
Rules and Regulations.
18. Term of Agreement
This agreement shall become effective on July 1, 2014 through June 30, 2017, unless extended
by mutual agreement of the parties.
19. Succeeding Agreement
Negotiations for the period commencing July 1, 2017, shall begin on or before February 1, 2017,
by which time S.E.I.U. shall submit its proposals to the City Manager.
20. Invalidation
20.1 Suspension of Agreement
If during the term of this agreement, any item or portion thereof of this agreement is held
to be invalid by operation of any applicable law, rule, regulation, or order issued by
governmental authority or tribunal of competent jurisdiction, or if compliance with or
enforcement of the item or portion thereof shall be restrained by any tribunal, such
provision of this agreement shall be immediately suspended and be of no effect
hereunder so long as such law, rule, regulation, or order shall remain in effect. Such
invalidation of a part or portion of this agreement shall not invalidate any remaining
portion, which shall continue in full force and effect.
20.2 Replacement
In the event of suspension or invalidation of any article or section of this agreement, the
parties agree, that except in an emergency situation, to meet and confer within thirty (30)
MOA - S. E.1. U. Maintenance Workers . July 1, 2014 through June 30, 207 7 25
days after such determination for the purpose of arriving at a mutually satisfactory
replacement for such article or section.
21. Non - Discrimination
City acknowledges that in receiving the benefits afforded by this Memorandum of Agreement,
no person shall in any way be favored or discriminated against to the extent prohibited by law
because of political or religious opinions or affiliations, or because of racial or national origin, or
because of age, sex or sexual preference, or physical or mental disability.
22. Personnel Files
Employees or their duly authorized representative have the right to inspect his or her personnel
file maintained on him or her by the City. Employees have the right to respond in writing to
anything contained or placed in their personnel file and any such responses shall become part
of the personnel file.
23. Employee Performance Evaluations
23.1 Performance Evaluation
Employees shall be provided with a copy of his /her performance evaluation twenty -four
(24) hours prior to the evaluations interview.
23.2 Employee Response to Performance Evaluation
Employees have the right to respond in writing to the evaluation report should they so
desire. Said responses should be submitted to the reviewer no later than thirty (30) days
after the evaluation interview.
24. SEW Officers
The City agrees to authorize two (2) job stewards and one (1) alternate to attend to S.E.W.
business. In no event shall more than two (2) S.E.I.U. representatives attend to S.E.I.U. business
meetings. Total time spent shall not exceed forty (40) hours in aggregate in any fiscal year.
S.E.I.U. shall provide a monthly reporting to the City the names and hours used by S.E.I.U.
officers during City hours. In all cases, the S.E.I.U. officers shall secure permission from their
supervisor before leaving a work assignment.
25. Scrap Metal Fund
A scrap metal fund is authorized by the City for all proceeds received from the sale of scrap
metal pulled from the garbage by employees. Said proceeds will be used for the purpose of
sponsoring employee picnics, birthday celebrations and other functions approved by the
employees and the City. Proper accounting shall be kept on all receipts and disbursements from
said fund.
S.E.I.U. acknowledges that all garbage /trash, salvage, scrap and scrap metal collected by
employees, is the property of the City. Employees are not entitled to any garbage /trash,
salvage, scrap or scrap metal collected during the course of their work for City.
MOA - S.E.I.O. Maintenance Workers. July 1, 2074 through June 30, 2077 26
26. Transfer Rights
Should the City decide to establish a full -time fire services section staffed with full -time
permanent personnel, the City will extend transfer rights to those employees who meet the
qualifications of the position so they can apply for same.
27. Labor Management Committees
27.1 Joint Labor Management Committee —Ad Hoc
The City and the Union support the creation and the utilization of a joint Labor -
Management committee. The Labor - Management Committee shall be comprised and
function in the following manner:
(a) The Committee shall be made up of no less than two (2), nor more than four (4)
members each from the Union. A City representative or Union committee member
trained in facilitation or group problem solving may serve as a facilitator.
(b) The Committee meetings and related training shall be deemed City business for
compensation purposes; however, it is the intent that Committee meetings and /or
trainings be held during the regular workday and will not result in overtime
compensation.
(c) The Committee may be continued, modified or expanded by mutual agreement of
the participants.
(d) The Committee may review, discuss and make recommendations on a variety of
departmental issues of mutual concern.
(e) The committee is encouraged to brainstorm possible issues and problems, prioritize
the possible issues in general order of importance, and select the high priority issues
of mutual interest to review. The Committee is encouraged to define the issues
carefully, study and evaluate the most promising solutions, and make a
recommendation with the supporting documentation to the Department Head with a
copy to Human Resources and the Union.
(f) The Department Head shall evaluate the proposed solution, make a decision on the
Committee's recommendation, and report back his /her decisions.
(g) The Committee does not replace nor replicate the meet and confer process, and has
no authority to bargain, modify or add to existing provisions of the Memorandum of
Agreement or other agreements between the Union and the City that are subject to
meet and confer or meet and consult.
27.2 Joint Labor Management Committee — Workload /Scheduling
A Labor - Management Committee ( "LMC ") will meet quarterly during the term of the MOA
to discuss what elements of the workload or scheduling the public works department
may be modified to reduce the current need for temporary workers. The purpose of the
LMC is to allow SEIU to discuss with City Management any advisory suggestions,
recommendations and ideas. The parties understand that SEIU's and the City's
suggestions, recommendations and /or ideas from the LMC will not be considered meet
and confer under the MMBA so that SEIU's rights under the MOA are maintained and
similarly the City's management rights are maintained. However, in the event that SEIU
and the City reach mutual agreement at the LMC during the term of the MOA, the parties
may enter into a side letter to modify current terms and conditions of employment
subject to the ratification of SEIU members and approval of the City Council.
28. Maintenance Worker Trainee Program
The City will implement the Maintenance Worker Trainee Program as described in Appendix C.
MOA - S. E, /, U. Maintenance Workers . July 1, 2074 through June 30, 2017 27
29. Total Compensation Survey
The City agrees to conduct a total compensation survey consistent with the City's
Compensation Philosophy. The survey will be initiated not later than November 1, 2016 and
will be completed prior to the commencement of negotiations for a successor MOA.
30. Complete Understanding
The terms and conditions contained in this MOA represent the full, complete, and entire
understanding of the parties of matters within the scope of representation. This MOA
terminates and supersedes all practices, agreements, side letters, procedures, traditions, and
rules and regulations inconsistent with any matters specifically covered in this MOA. During the
term of this MOA, any side letter between the parties is required to be signed by an authorized
representative of SEIU and the City Manager or his or her designee.
CITY OF ROHNERT PARK
Darrin Jenkins, City Manager DATE
By:
Joseph T. Callinan, Mayor
Resolution Number:
Attest:
JoAnne Buergler, City Clerk
Approved As To Form:
Michelle Marchetta Kenyon, City Attorney
SERVICE EMPLOYEES INTERNATIONAL
UNION (S.E.I.U.) — Local 1021
Chuck Harmon, S.E.I.U. Representative DATE
Del Reid, S.E.I.U. Representative DATE
Sean O'Donnell, S.E.I.U. Representative DATE
Carolyn Lopez, Field Representative, S.E.I.U. DATE
Jason Klumb, Area Director, S.E.I.U.
Pete Castelli, Executive Director, S.E.I.U.
MOA - S. E. l. U. Maintenance Workers . July 1, 2014 through June 30, 2017 28
The following are incorporated in this Agreement by reference:
• Appendix A: Insurance Premium Contribution Rate Schedule 7/1/13- 6/30/14
• Appendix B: Certification & License Program
• Appendix C: Maintenance Worker Trainee Program
• City Council Resolution No. 79 -22, adopted February 13, 1979 — Employee Grievance Procedure
• City Council Resolution No. 80 -140, adopted August 11, 1980 - Permanent Part -Time
Employees' Fringe Benefits,
• City Council Resolution No.2OO7 -178, adopted November 26, 1996 — Alternate Benefit
Program
• City Council Resolution No. 2001 -270, adopted September 10, 1997 — Catastrophic Leave
Program
• City's Personnel Rules & Regulations
MOA - S. E, /. U. Maintenance Workers . July 1, 2014 through June 30, 207 7 29
APPENDIX A: Retiree Medical Insurance Table
* *This Appendix only applies to Eligible Employees retiring under the 2013 -2014 MOA on or before December 31, 2014 **
PREMIUM CONTRIBUTION RATE SCHEDULE FROM 7/1/13 THROUGH 12/31/14
Lowest
City
Ongoing
only
contribution
premium
premium
monthly City
Ongoing
City contribution
time of
Lowest
contribution to
monthly City
formula at time of
Lowest employee-
employee +1
retiree
contribution to
retirement is:
only premium cost
premium cost at
premium:
retiree premium:
80% of the lowest
at time of
time of
Enroll retiree
Enroll retiree +
cost premium.
retirement
retirement
only.
eligible others.
$0olo
$555.11
$1,110.22
$444.09
Lowest
City
Lowest
only
contribution
premium
premium
formula at
cost at
% of City
time of
retirement
contribution
retirement:
Years
based on
80% of the
of
Years of
lowest cost
Service
Service
premium.
Lowest
employee-
Lowest
only
employee +1
premium
premium
cost at time
cost at
of
time of
retirement
retirement
$555.11
$1,110.22
$555.11
$1,110.22
$555.11
$1,110.22
Ongoing
monthly
City
contribution to
retiree
premium:
Enroll retiree
only
Ongoing
monthly
City
contribution to
retiree
premium:
Enroll retiree +
eligible others.
*10 -19.99 years of service for permanently and totally disabled retirees and deceased employee
survivors only.
MOA - S.E. L U. Maintenance Workers* July 1, 2014 through June 30, 2017 30
APPENDIX B: Certification and License Program
The purpose of this Appendix is to describe the City's Certification and License Program. The City and the
Union recognize the value to the City of highly qualified employees and to that end has established a
schedule of stipends for employees that obtain certificate and licenses. There are three designated levels
for stipends:
Level I Stipend: minimum of 7 points 2.6% of base pay
Level II Stipend: minimum of 14 points 4.5% of base pay
Level III Stipend: minimum of 20 points 6.0% of base pay
The certifications and licenses listed below are general descriptions. Some certifications provided by trade
groups may not meet minimum City standards and will not be counted as valid certification. Final
determination of applicable licenses and certifications shall be made by the City Manager or his /her
designee.
Certifications /Licenses
Point Value
OSHA Certified Trainer
3 points
Pool Operator
3 points
Certified Playground Inspector
4 points
HVAC Certified Technician
3 points
Certified Master Mechanic
3 points
Backflow Certification
3 points
Hazwoper Certification
3 points
Water Distribution 1 License
3 points
Sewer Collection 1 license*
3 points
Class A or B Drivers License
7 points
Journey -level Trade Training
2 points
(e.g. electrician, plumber, carpenter)
Water Treatment 1 /Distribution 2 license
4 points
Sewer Collection 2 license*
4 points
Water Treatment 2 /Distribution 3 license
7 points
Sewer Collection 3 license*
7 points
Water Treatment 3 /Distribution 4 license
10 points
Sewer Collection 4 license
10 points
Water Distribution 5 license
13 points
* California State standards are pending on sewer collection licenses. This license may change based on
final standards and will need to be updated at a future date.
MOA - S. E. 1, U. Maintenance Workers. July 1, 2014 through June 30, 2017 31
APPENDIX C: Maintenance Worker Trainee Program
A. Employees hired or promoted to the class of Maintenance Worker Trainee will serve a probationary period of up to 24
months. During the probationary period, incumbents are required to meet the minimum qualifications of a City of
Rohnert Park Maintenance Worker I, which includes possession of any two of the following certifications /general
competencies:
i. Grade 1 Water Distribution Operator (certification)
ii. Grade 1 Water Treatment Operator (certification)
iii. Grade 1 Wastewater Collection System Operator (certification)
iv. Backflow Tester (certification)
V. Class B Driver's License (CA)
vi. Pesticide Applicator Certificate (certification)
vii. Certified Playground Safety Inspector (certification)
viii. Certified Pool Operator (certification)
ix. HVAC Technician (general competency)
X. Plumbing (general competency)
xi. Electrical (general competency)
xii. Building Repair /Carpentry (general competency)
xiii. Heavy Equipment Operation (general competency)
xiv. Streets and Sidewalk Repair (general competency)
"General Competency" shall be defined as an incumbent's demonstrated proficiency in performing essential job skills
typically used and needed by City of Rohnert Park Maintenance Worker 1 classification. These skills are listed in section
A(ix) through A(xiv) of this Side Letter Agreement. These essential skills differ from "certification" requirements in that
these particular essential skills are not regulated to the same extent by state and federal agencies, and specific
curricula and certificate tests are not mandated by state and federal agencies. General competencies requirements as
defined by the City are detailed in the Personnel Qualification Standard. The Personnel Qualification Standard provides
a mechanism where demonstrated and observed job performance is acknowledged by the incumbent's supervisor and
approved by the department head. General competencies shall be used in combination with or in lieu of certifications
for determining an incumbent Trainee's achievement of minimum Maintenance Worker I qualifications.
C. Each year, measured from the employment date as a Maintenance Worker Trainee, incumbents are required to
achieve at least one specific certification /general competency, along with other training and experience goals. Within
four weeks of appointment, the City and employee will review certification /general competency requirements, and the
City will provide the employee with a written plan for achieving required certifications /general competencies.
Attendance at training for required certification shall be at City expense. Incumbents who fail to meet these
qualification requirements, or any other performance or behavior standards, within the probationary timeframes will
be rejected during probation in accordance with Section 5(H) of the City's Personnel Rules.
D. Incumbents who meet these goals and who otherwise meet the requirements for Maintenance Worker I may be
promoted to the job class of Maintenance Worker I in advance of the full 24 month probationary period.
E. Incumbents promoted to the class of Maintenance Worker I shall serve an additional six (6) month probationary
period. Should the incumbent fail to meet promotional probationary standards during this period, he /she may not
return to the job class of Maintenance Worker Trainee, but will otherwise have return rights to any regular position
held (without a break in service) prior to appointment as a Maintenance Worker Trainee in accordance with Section
5(H) of the City's Personnel Rules.
F. The list of certifications and competencies above is relevant to current services provided by the Department of Public
Works, and the City may at any time add or delete certifications and competencies based on service and industry
changes after completing any meet and confer obligations with the Union; except that any certification or competency
listed on an incumbent Trainee's authorized training plan will be considered as meeting the requirements of achieving
two specific certifications /general competencies.
MOA - S. E. /. U. Maintenance Workers . July 1, 2014 through June 30, 207 7 32
IILIN]
A
Additional Shifts • 5
Adoption Benefit • 12
Agency Shop • 20
Alcoholic Beverages or Other Drugs • 24
Alternate Benefit • 11
Americans with Disabilities Act • 10
Annual Leave Program • 8
B
Basic Tool Kit • 21
C
California Family Rights Act • 10
Call Back • 6
Catastrophic Leave • 10
Certification and License Program • 31, 32
City swimming pools • See Use of City Facilities
Compensatory Time • 6
Coveralls • 17
D
Death /Bereavement Leave • 12
Deferred Income • 13
Dental Coverage • 11
Dependent Care Assistance Program - 20
Disability Wage Program • See Annual Leave Program
Drugs • 23
Dues Deduction • 20
E
Education and Training • 18
Educational Incentive Pay • 18
Stipend Levels • 18
Eligibility for Stand -by /Call -out • 7
F
Fair Representation • 21
Family Medical Leave Act • 10
Fringe Benefit Administration • 9
Funeral Benefit • 12
G
Grievance Policy and Procedure • 24
H
Health Care Tax -Free Dollar Account Program • 20
Hearing Aid Benefit • 20
Holidays • 7
Regular Part -time Employees • 8
Hours of Work • 5
Labor Management Committees • 27
Life Insurance • 13
Longevity Pay • 18
Long -Term Disability Insurance • 12
M
Management Rights • 24
Medical Insurance Coverage • 10
Membership - Service Fee • 21
Military Leave 9
Modified duty See Light or Limited Duty
N
No Strike Clause • 25
Non - Discrimination • 26
0
Observed Holidays • 7
Off -duty Hours • 24
Overtime • 5
Compensation Rate • 5
P
Pay Day • 22
Payment to Beneficiary • 10
Performance Evaluation • 26
Personal Tools • 22
Personnel Files • 26
MOA - S. E. /. U. Maintenance Workers. July 1, 2014 through June 30, 20 17
Prescription Drugs • 24
rd-
Regular Workweek • 5
Retiree Health Savings Account (RHSA). - 15
Retiree, Medical Insurance • 13
Retirement Programs • 19
Safety & Work Equipment • 21
Salary Adjustments • 22
Scrap Metal Fund • 26
SEIU
Officers • 26
Required Membership • 21
Short Term Disability • 9
Sick leave • See Annual Leave Program
Smoking • 24
Sports Center • See Use of City Facilities
Stand -by Duty Work Assignments • 6
Stand -by Pay
Weekend and Holiday • 6
Weeknight • 6
Stand -by /Call -out Minimum Pay • 6
Succeeding Agreement • 25
Sunglasses • 21
T
Temporary Alternate Work Schedule • 5
Term of Agreement • 25
Total Compensation Survey • 28
Trainee Program • 27
Transfer Rights • 27
U
Use of City Facilities • 24
V
Vacation leave • See Annual Leave Program
Vision Coverage • 12
W
Work boots • 17
MOA - S. E. t. U. Maintenance Workers . July 1, 2074 through June 30, 2017 34