2017/04/25 City Council Resolution 2017-047RESOLUTION NO. 2017-047
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF ROHNERT PARK
APPROVING AND ADOPTING A MEMORANDUM OF AGREEMENT WITH THE
ROHNERT PARK EMPLOYEES' ASSOCIATION (RPEA) FOR THE PERIOD OF
APRIL 30, 2017 THROUGH JUNE 30, 2021
WHEREAS, on April 25, 2017, the City Council approved a Tentative Agreement on a
Four Year Proposal with the Rohnert Park Employees' Association which had been ratified by the
membership of RPEA; and
WHEREAS, in accordance with the terms and conditions of the Tentative Agreement,
staff prepared a final Memorandum of Agreement with the RPEA that requires no further approval
by RPEA 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 RPEA for the
Period of April 30, 2017 through June 30, 2021, which is attached hereto as Exhibit "A" and
incorporated herein 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 25th day of April 2017
CITY OF ROHNERT PARK
(Jake Ma kende, Mayor
ATTEST:
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J Anne M. Buergler, City ,Cerk
Exhibit A: MEMORANDUM OF AGREEMENT WITH THE ROHNERT PARK
EMPLOYEES' ASSOCIATION (RPEA)
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MOA-Rohnert Park Employees’ Association April 30, 2017 through June 30, 2021
Page 1
MEMORANDUM OF AGREEMENT
BETWEEN
THE CITY OF ROHNERT PARK
AND THE
ROHNERT PARK EMPLOYEES’ ASSOCIATION
(RPEA)
EFFECTIVE April 30, 17 – JUNE 30, 2021
MOA-Rohnert Park Employees’ Association April 30, 2017 through June 30, 2021 Page 2
TABLE OF CONTENTS
1. HOURS OF WORK ..................................................................................................................................................... 4
1.1 REGULAR WORKWEEK FOR EMPLOYEES ....................................................................................................................... 4
1.2 REGULAR WORKDAY FOR EMPLOYEES ......................................................................................................................... 4
2. OVERTIME/COMPENSATORY TIME ........................................................................................................................... 4
2.1 COMPENSATION RATE ............................................................................................................................................. 4
2.2 MAXIMUM COMPENSATORY TIME ............................................................................................................................. 4
2.3 CALL BACK OVERTIME ............................................................................................................................................. 4
2.4 EXEMPT EMPLOYEES ............................................................................................................................................... 5
2.5 ADMINISTRATIVE LEAVE ‐ EXEMPT EMPLOYEES .............................................................................................................. 5
3. HOLIDAYS ................................................................................................................................................................. 5
3.1 OBSERVED HOLIDAYS .............................................................................................................................................. 5
3.2 PROCLAIMED HOLIDAYS .......................................................................................................................................... 6
3.3 DAY OF MOURNING OR SPECIAL OBSERVANCE .............................................................................................................. 6
3.4 HOLIDAYS FOR REGULAR PART‐TIME EMPLOYEES ........................................................................................................... 6
3.5 FLOATING HOLIDAY ................................................................................................................................................ 6
4. ANNUAL LEAVE PROGRAM ....................................................................................................................................... 6
4.1 ACCRUAL ............................................................................................................................................................. 6
4.2 RESIDUAL ACCRUED SICK LEAVE ................................................................................................................................ 7
4.3 ANNUAL LEAVE ADMINISTRATION .............................................................................................................................. 7
4.4 SHORT TERM DISABILITY .......................................................................................................................................... 7
5. MILITARY LEAVE ....................................................................................................................................................... 7
6. OTHER FRINGE BENEFITS .......................................................................................................................................... 8
6.1 FRINGE BENEFIT PROGRAMS ..................................................................................................................................... 8
6.2 CATASTROPHIC LEAVE ............................................................................................................................................. 9
6.3 CALIFORNIA FAMILY RIGHTS ACT AND FAMILY MEDICAL LEAVE ACT ................................................................................... 9
6.4 LIGHT OR LIMITED DUTY .......................................................................................................................................... 9
6.5 AMERICANS WITH DISABILITIES ACT ............................................................................................................................ 9
6.6 PAYMENT TO BENEFICIARY ....................................................................................................................................... 9
6.7 INSURANCE COVERAGE ............................................................................................................................................ 9
6.8 ALTERNATE BENEFIT ............................................................................................................................................. 11
6.9 DENTAL COVERAGE .............................................................................................................................................. 11
6.10 VISION COVERAGE ............................................................................................................................................... 12
6.11 ADOPTION BENEFIT .............................................................................................................................................. 12
6.12 BEREAVEMENT LEAVE ........................................................................................................................................... 12
6.13 FUNERAL EXPENSE BENEFIT .................................................................................................................................... 13
6.14 LONG‐TERM DISABILITY INSURANCE ......................................................................................................................... 13
6.15 LIFE INSURANCE COVERAGE .................................................................................................................................... 13
6.16 DEFERRED INCOME PROVIDERS ............................................................................................................................... 13
6.17 RETIRED, DECEASED AND/OR PERMANENTLY AND TOTALLY DISABLED EMPLOYEES ............................................................. 13
6.18 EDUCATION AND TRAINING REIMBURSEMENT ............................................................................................................. 16
6.19 LONGEVITY PAY ................................................................................................................................................... 16
6.20 EDUCATIONAL INCENTIVE PAY ................................................................................................................................. 17
6.21 RETIREMENT PROGRAMS ....................................................................................................................................... 17
6.22 DEPENDENT CARE ASSISTANCE PROGRAM .................................................................................................................. 18
MOA-Rohnert Park Employees’ Association April 30, 2017 through June 30, 2021 Page 3
6.23 HEALTH CARE TAX‐FREE DOLLAR ACCOUNT PROGRAM ................................................................................................. 18
6.24 HEARING AID BENEFIT .......................................................................................................................................... 18
7. AGENCY SHOP AND PAYROLL DEDUCTION .............................................................................................................. 18
7.1 AGENCY SHOP..................................................................................................................................................... 18
7.2 LISTING OF DEDUCTIONS ........................................................................................................................................ 19
7.3 HOLD HARMLESS ................................................................................................................................................. 19
8. SALARIES & MISCELLANEOUS PAY ........................................................................................................................... 20
8.1 SALARY ADJUSTMENTS .......................................................................................................................................... 20
8.2 BILINGUAL PAY ................................................................................................................................................... 20
8.3 PAYCHECKS ........................................................................................................................................................ 20
8.4 PAY CHANGE EFFECTIVE DATES ............................................................................................................................... 20
9. ALCOHOL AND DRUGS ............................................................................................................................................ 20
9.1 ALCOHOLIC BEVERAGES, OR OTHER DRUGS ................................................................................................................ 21
9.2 OFF DUTY HOURS ................................................................................................................................................ 21
9.3 PRESCRIPTION DRUGS ........................................................................................................................................... 21
10. SMOKING ............................................................................................................................................................... 21
11. GRIEVANCE POLICY AND PROCEDURE ..................................................................................................................... 21
12. USE OF CITY FACILITIES ........................................................................................................................................... 21
13. MANAGEMENT RIGHTS ........................................................................................................................................... 22
14. WORK CURTAILMENT (NO STRIKE CLAUSE) ............................................................................................................. 22
15. PERSONNEL RULES AND REGULATIONS ................................................................................................................... 22
16. COMPLETE UNDERSTANDING ................................................................................................................................. 22
17. TERM OF AGREEMENT ............................................................................................................................................ 22
18. SUCCEEDING AGREEMENT ...................................................................................................................................... 23
18.1 SUSPENSION OF AGREEMENT .................................................................................................................................. 23
18.2 REPLACEMENT .................................................................................................................................................... 23
19. NON‐DISCRIMINATION ........................................................................................................................................... 23
20. PERSONNEL FILES ................................................................................................................................................... 23
21. EMPLOYEE PERFORMANCE EVALUATIONS ‐ EMPLOYEE RESPONSE .......................................................................... 23
22. RPEA OFFICERS ....................................................................................................................................................... 23
23. SAFETY GEAR AND NECESSARY EQUIPMENT............................................................................................................ 24
INDEX ............................................................................................................................................................................ 27
MOA-Rohnert Park Employees’ Association April 30, 2017 through June 30, 2021 Page 4
MEMORANDUM OF AGREEMENT
Pursuant to Government Code Section 3500 et. seq., the Rohnert Park Employees’ Association (RPEA)
and representatives of the City of Rohnert Park have met and conferred and hereby submit their joint
recommendations for compensation and benefit adjustments for represented members of the RPEA.
1. Hours of Work
1.1 Regular Workweek for Employees
The regular workweek for all employees shall consist of consecutive workdays. By mutual
agreement of an employee and his/her supervisor, workdays may be other than those
defined in this section.
1.2 Regular Workday for Employees
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 an employee and
his/her supervisor. By mutual agreement of an employee and his/her supervisor, hours
of work may be other than those defined in this section.
2. Overtime/Compensatory Time
2.1 Compensation Rate
Overtime compensation at the rate of one and one‐half times the employee's regular
hourly rate shall be paid for all hours worked;
(a) In excess of forty (40) hours in any work period.
(b) On any Saturday or Sunday, or Holiday as defined by this Agreement.
2.2 Maximum Compensatory Time
A maximum of eighty (80) hours of compensatory time off may be accrued by an
employee by mutual agreement of the employee and his/her supervisor.
2.3 Call Back Overtime
Employees, other than those in exempt positions, 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
following overtime rates:
(a) All hours worked until midnight at time and one‐half the base hourly rate.
(b) All hours worked after midnight at double time the base hourly rate.
MOA-Rohnert Park Employees’ Association April 30, 2017 through June 30, 2021 Page 5
(c) All hours worked on Thanksgiving Day, Christmas, and New Years Day shall be
paid at two (2) times the base hourly rate.
2.4 Exempt Employees
Section 2.1‐2.3 shall not apply to those positions that do not receive overtime pay. These
positions are exempt under the Fair Labor Standards Act. This list is subject to change due
to position reclassifications or the creation of new positions. Management shall meet and
confer with RPEA officers prior to making changes to this list.
2.5 Administrative Leave ‐ Exempt Employees
The exempt employees in RPEA unit shall receive fifty (50) hours of Administrative Leave
on July 1, 2017 and each succeeding July 1st for the term of the contract. Up to twenty
(20) hours of unused Administrative Leave may be paid in cash or its equivalent value
applied towards an approved benefit program. Requests for pay of this leave shall be
submitted to the City Manager on or before June 1, 2018 and each succeeding June 1st
for the term of the contract. Payment shall be made no more than 30 days subsequent to
the approval of the request by the City Manager. Any unused Administrative Leave hours
remaining as of June 30, 2018 and each succeeding June 30th for the term of the contract
shall be forfeited.
3. Holidays
3.1 Observed Holidays
Employees will receive the following twelve and one‐half (12½) holidays annually. For
each holiday, employees shall receive 8 hours of holiday pay. Employees with alternate
schedules that include shifts in excess of 8 hours will only receive 8 hours of holiday pay.
Employees will supplement paid holiday with accrued leave time to account for holiday
absences. Employees with alternate schedules that include shifts less than 8 hours which
fall on an observed holiday shall use the excess paid holiday time within the same pay
period. Employees with alternate schedules who are not scheduled to work when a
holiday falls shall use the paid holiday time within the same pay period. Employees
covered by this section shall not be denied the use of paid holiday time during the pay
period in which the holiday occurs.
“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
“New Year's Day”, January 1
MOA-Rohnert Park Employees’ Association April 30, 2017 through June 30, 2021 Page 6
The third Monday in January, "Martin Luther King, Jr. Day"
Friday preceding "President's Day”
The third Monday in February, "President's Day”
The last Monday in May, "Memorial Day"
3.2 Proclaimed Holidays
Every day proclaimed by the President, Governor or Mayor of the City as a public holiday
and made applicable to City employees.
3.3 Day of Mourning or Special Observance
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.
3.4 Holidays for Regular Part‐time Employees
If a scheduled or observed holiday falls on a regularly scheduled day off of a part‐time
employee, the part‐time employee shall be entitled to the prorated number of holiday
hours, which may be taken as time off in the pay period in which the holiday falls.
3.5 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
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.
4. Annual Leave Program
4.1 Accrual
Effective July 1, 2011 employees shall accrue monthly the following Annual Leave:
Length of Service
as a Full-time Employee
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+ years 19.33 Hours 232 Hours
MOA-Rohnert Park Employees’ Association April 30, 2017 through June 30, 2021 Page 7
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 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 550 hours of
annual leave. Accrual shall cease until the annual leave balance falls below the 550
hour annual leave cap.
(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.
4.4 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
MOA-Rohnert Park Employees’ Association April 30, 2017 through June 30, 2021 Page 8
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 Programs
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 agrees 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 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 Agreement are limited to the direct cost of
providing the salary and benefits as described in this 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 accrued
annual leave time (see Annual Leave section 4 above), compensatory time,
industrial leave time and/or non‐industrial leave time In accordance with
applicable law.
(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.
(c) If there is any inconsistency between this section and the Personnel Rules and
Regulations, the Personnel Rules and Regulations shall govern.
MOA-Rohnert Park Employees’ Association April 30, 2017 through June 30, 2021 Page 9
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 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 shall be temporary. They may involve duties that differ from the
normal work duties of the employee.
6.5 Americans with Disabilities Act
The City and RPEA recognize that the City has an obligation under law to comply with the
Americans with Disabilities Act (ADA) and disability provisions of the California Fair
Employment and Housing Act (FEHA).
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 Annual Leave 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:
MOA-Rohnert Park Employees’ Association April 30, 2017 through June 30, 2021 Page 10
i) 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); REMIF Self
Insured Plans, (Traditional $250 and $500 Deductible Plans and HSA); Sutter
Health Plans, or any other comparable health plan offered by the City.
ii) The City will contribute up to the following amount per month toward the cost of
employee medical insurance premiums at the employee’s enrollment level.
Enrollment Level 7/1/16‐
6/30/18
2018‐2019 2019‐2020 2020‐2021
Employee Only (Single)$500 $500 $515 $530
Employee + 1 (Two Party)$1,000 $1,000 $1,030 $1,060
Employee + 2 (Family)$1,400 $1,400 $1,450 $1,500
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.
(b) 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.
(c) Re‐Opener If Needed To Address Requirements Of, Or Changes To Affordable Care
Act
If, during the term of this Agreement, the legal requirements of the Affordable Care
Act, or its successor, have an impact on City rights and obligations regarding health
benefits for City employees that cause the provisions of Article 6.7 to be out of
compliance with law, the parties agree to re‐open Article 6.7 in order to meet and
confer over such impacts.
MOA-Rohnert Park Employees’ Association April 30, 2017 through June 30, 2021 Page 11
6.8 Alternate Benefit
Employees who opt out of medical coverage are eligible to receive an alternate benefit in
the amount of $350 per month (provided as specified below) if they satisfy the following
conditions:
(a) The employee must provide proof of and attest to having minimum essential coverage
as defined by the Internal Revenue Service (IRS) through another group health plan
(or other plan deemed acceptable by the IRS) for the employee and for all individuals
for whom the employee reasonably expects to claim a personal exemption deduction
for the taxable plan year to which the opt out payment applies;
(b) The employee must provide the City with proof of and attestation to coverage every
plan year. Such proof and attestation must be provided at the time the employee first
wishes to opt out of City‐provided medical insurance, and during Open Enrollment
each year thereafter, so long as the employee wishes to continue to opt out of City
provided medical coverage.
This alternate benefit shall be provided as a contribution to the employee’s deferred
compensation account or for the purchase of supplemental life insurance and/or any
other eligible benefit program approved and authorized by the City. The alternate
benefit program meets all requirements for exclusion from “regular rate”
calculations.
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.
MOA-Rohnert Park Employees’ Association April 30, 2017 through June 30, 2021 Page 12
(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.
(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.
6.12 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 residual 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 stepchildren), stepparents, aunts, uncles, grandparents,
grandparent‐in‐law, grandchildren and relationships in loco‐parentis and close
personal relationships, with the approval of the City Manager or his/her designee.
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6.13 Funeral Expense 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 and 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.
6.15 Life Insurance Coverage
(a) The City will 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 employee to
purchase, at his or her own cost, additional life insurance coverage under the City's
group program.
6.16 Deferred Income Providers
The City will continue to make available to the employees a deferred income program,
now being administered by Nationwide and ICMA or a similar program with another
institution acceptable to City.
6.17 Retired, Deceased and/or Permanently and Totally Disabled Employees
This Section 6.17 (including subsections) applies only to employees hired prior to July 1,
2007, and providing continuous City service since that time. The language in this section
has been revised from that contained in the previous MOAs between the City and
RPEA for the purposes of administrative clarification, and does not represent a change in
benefits provided to current employees or retirees.
MOA-Rohnert Park Employees’ Association April 30, 2017 through June 30, 2021 Page 14
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.
2. Retirement Health Benefits for Employees Hired Prior to July 1 2007
(a) Retirement Medical Benefits
Eligible Employees had the option to opt out of the retirement medical benefit
provided previously, and all employees hired before July 1, 2007 who are
currently in the unit elected to opt out, and are therefore covered by the
provisions below.
Eligible Employees hired before July 1, 2007 received the following Retirement
Medical Benefit, which is fully vested. Eligible Employees who elected this opt‐
out option shall not be subject to any retiree medical cost‐sharing requirements
(i.e., normal cost) during the term of their employment.
(i) The City established a Retiree Health Savings Account (RHSA) in the
eligible employee’s name for the Eligible Employee. The City
contributed $2,000.00 per year of Continuous City Service into the RHSA.
For purposes of the service credit calculation, eligible employees received
service credit on a pro rata basis by month and days of service as of
January 1, 2015.
MOA-Rohnert Park Employees’ Association April 30, 2017 through June 30, 2021 Page 15
(ii) Upon retirement from the City, the City will provide the Retired Employee
with $500 per month for the cost of retirement healthcare premiums and
qualified health care expenses until the Retired Employee reaches the age
of Medicare eligibility. These funds shall be provided to each member on
a pre‐tax basis (to the extent permitted by law), through a Retiree Health
Care Reimbursement Account (RHRA). In the event of the Retired
Employee’s death, the benefits provided by the City to the Retired
Employee under this section will not continue for the survivors or
dependent children of the Retired Employee.
(iii) Retired Employees may participate at their own expense in the City’s
group health insurance, subject to applicable group health insurance plan
requirements.
(b) Dental and Vision Benefits For Eligible Employees
(i) Upon retirement, City will provide/offer and pay on behalf of Retired
Employees, the premium benefit(s) as provided for active employees at
the time of retirement for dental care and vision care benefits for
Retired Employees and one eligible dependent until the Retired Employee
reaches the age of Medicare eligibility or elects to leave the City dental
and vision system. Calculation of premium benefit will be prorated for
regular, part‐time employees.
(ii) In the event of the retired employee’s death, the benefits provided by the
City to the Retired Employee under this section will not continue for the
survivors or dependent children of the Retired Employee.
(iii) Any Retired Employee who, after retirement from the City, becomes
employed elsewhere and is covered by 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 Resources Department of any additional insurance coverage from
new employers.
3. Retirement Health Benefits for Employees Hired On or After July 1, 2007
Beginning July 1, 2014, Employees Hired on or after July 1, 2007, shall be eligible
for the following benefits:
(a) Effective July 1, 2014, the City will contribute $100.00 per month for
active employees in paid status to a Retiree Health Savings Account
MOA-Rohnert Park Employees’ Association April 30, 2017 through June 30, 2021 Page 16
(RHSA). The monthly contribution will end upon the employee’s date of
retirement or separation from the City.
(b) The City’s contribution to an employee’s RHSA shall be considered vested
as to an employee terminating City employment with five (5) or more
consecutive years of City service.
(c) Calculation of contribution will be prorated for regular part time
employees.
(d) Subject to the eligibility criteria of REMIF and/or insurance plans,
employees hired after July 1, 2007 may participate as retirees at their own
expense in the City’s group health insurance.
6.18 Education and Training Reimbursement
The City will provide an education and training assistance program to provide
reimbursement to employees for tuition, parking 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 accredited
educational institution (including an online or trade school) 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.
6.19 Longevity Pay
For regular employees hired before 10/10/95, the City shall provide longevity pay as
described below based on continuous years of service, Continuous years of service are
defined as being continuous regular full‐time or regular part‐time City employment. Part‐
time no 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.
Completed years Pay Percentage
of Service Increases
5 years 2%
For each completed year thereafter 1/2%
MOA-Rohnert Park Employees’ Association April 30, 2017 through June 30, 2021 Page 17
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 employees hired after
10/10/95, the longevity program as outlined above does not apply.
6.20 Educational Incentive Pay
For regular employees hired after 10/10/95, who are not eligible for longevity pay as
outlined in Section 6.20, a monthly Educational Pay Stipend of $50 shall be provided for
a Master of Science (MS) or Master of Arts (MA) or other Master degree in any major
course of study, awarded by an accredited college or university. In no event shall an
employee be paid for more than one degree. The Stipend payments are authorized only
for degrees from an accredited college or university, and a copy of the degree must be
provided for validation and approval of payment.
6.21 Retirement Programs
(a) Effective July 1, 2007, the City will provide the California Public Employees’
Retirement System (CalPERS) two and seven tenths percent (2.7%) at fifty‐five (55)
retirement program to miscellaneous member employees. Effective July 1, 2011 the
City will provide the California Public Employees’ Retirement System (CalPERS) two
percent (2.0%) at fifty‐five (55) program to miscellaneous member employees.
Beginning August 1, 2011, employees shall contribute 100% of the required member
contribution.
i. The City will continue to provide the "one‐year highest compensation" optional
provision in its contract with CalPERS.
ii. The City will modify the CalPERS 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.
(b) New Employees Hired On or After January 1, 2013 Who Are New Members of the
CalPERS System
i. Effective January 1, 2013, the City will provide the CalPERS 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.
ii. Effective January 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 CalPERS.
MOA-Rohnert Park Employees’ Association April 30, 2017 through June 30, 2021 Page 18
iii. 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).
(c) The City makes no representation concerning the value of this benefit or how it may
be taxed or treated by other agencies both presently and in the future. The City’s
obligation under this section is limited to the direct cost of providing the benefit as
described. The City shall assume no further or additional financial obligations even if
an outside agency imposes or determines there to be a financial obligation for the City
or the employee.
(d) Benefits provided are subject to CalPERS regulations and relevant law.
6.22 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.
6.23 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.
6.24 Hearing Aid Benefit
The City will reimburse employees up to eighty percent (80%) with a lifetime maximum
of nine hundred dollars ($900.00) for medically required hearing aid devices.
7. Agency Shop and Payroll Deduction
7.1 Agency Shop
The RPEA members have approved agency shop pursuant to California Government Code
3502.5 (c).
a) It is recognized that RPEA owes the same responsibilities to all employees in the
representation unit, and has a duty to provide fair and equal representation to all
employees in all classes.
b) Pursuant to Government Code Section 3502.5 (c), all current employees in the
representation unit , shall, as a condition of continued employment, and beginning
MOA-Rohnert Park Employees’ Association April 30, 2017 through June 30, 2021 Page 19
with the second full pay period after the effective date of this agreement, and until
the termination of the Agreement, either:
i. Become a member of RPEA; or
ii. Execute a written declaration that the employee is a member of a bona fide
religion, body, or sect which holds a conscientious objection to joining or
financially supporting any public employee organization as a condition of
employment; and pay a sum equal to the agency fee described below to a non‐
religious, non‐labor charitable fund chosen by the employee. The employee shall
furnish written proof to the City and RPEA that this contribution has been made.
c) The condition of employment specified above shall not apply during periods of
separation from the representation unit by any such employee but shall reapply to
such employee commencing with the first full pay period following the return of the
employee to the representation unit. The term separation includes transfer out of the
unit, layoff, and leaves of absence with a duration of more than two full pay periods.
The condition of employment specified above shall not apply to newly hired
employees until the beginning of the third full pay period of employment.
d) All represented employee members who had Association dues deduction
authorizations on file with the Auditor‐Controller or the Association, or who may
thereafter authorize in writing the deduction of their 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. Members may terminate payroll deductions of
dues at the expiration of this Memorandum of Agreement by giving written notice to
RPEA during a one‐month period between ninety (90) and sixty (60) days prior to the
expiration of the term.
7.2 Listing of Deductions
The RPEA shall provide the City Manager with a listing of deductions to be made from
represented employees. Said listing will remain in force until amended by RPEA in writing.
The Association will give the City at least thirty days advance written notice of any changes
in the amount of dues and agency fees to be deducted these amounts. In addition, RPEA
shall refund to the City any amounts paid to it in error upon presentation of supporting
evidence. RPEA will hold the City harmless for any liability or errors resulting from errors
on the listing provided by RPEA.
7.3 Hold Harmless
RPEA 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, employees and agents for the purpose of complying with the foregoing sections.
MOA-Rohnert Park Employees’ Association April 30, 2017 through June 30, 2021 Page 20
8. Salaries & Miscellaneous Pay
8.1 Salary Adjustments
(a) Effective April 30, 2017, all members shall receive a five and one half percent
(5.5%) increase to their base salary.
(b) Effective the first day of the pay period that includes July 1, 2018 all members shall
receive a two and one half percent (2.5%) increase to base salary.
(c) Effective the first day of the pay period that includes July 1, 2019 all members shall
receive a two and one half percent (2.5%) increase to base salary.
(d) Effective the first day of the pay period that includes July 1, 2020 all members shall
receive a three percent (3%) increase to base salary.
8.2 Bilingual Pay
The City and the RPEA have agreed that special compensation shall be given to certain
employees in the RPEA bargaining unit who possess bilingual skills. That is, when the City
designates a position or person as bilingually proficient, such an employee in the
designation shall first demonstrate a language proficiency of job‐related terminology
acceptable to the Supervisor and the City Manager. Thereafter, the employee shall be
entitled to bilingual pay at the rate of $100 per month. Said employee shall be subject to
re‐testing. Bilingual designation shall be at the sole discretion of the City.
8.3 Paychecks
When the City acquires the technology to do so, the City may distribute
paychecks/Automatic Deposit Notices to employees electronically on payday. Employees
requesting a physical paycheck may pick it up on break or lunchtime at the City Hall front
counter on payday.
8.4 Pay Change Effective Dates
Any and all pay changes provided to employees, including but not limited to step increases,
special pay provisions, promotions, classification changes, or similar pay increases shall
become effective as follows: if the effective date of the change is in the first week of the
pay period the increase will be effective on the first day of the pay period that includes the
effective date of the change. If the effective date is in the second week of the pay period
the change will be effective the first day of the subsequent pay period.
9. Alcohol and Drugs
The City and RPEA agree to continue to work together to assist any employee who has 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 problem.
MOA-Rohnert Park Employees’ Association April 30, 2017 through June 30, 2021 Page 21
Since certain City employees are required to drive City vehicles, to think clearly and act
responsibly as well as use various types of equipment, and it is known that drinking alcoholic
beverages or taking certain drugs may slow a person’s reflexes and ability to think clearly. The
probability of having an accident is increased after drinking 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.
9.1 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 workday, nor while
on assigned standby duty.
9.2 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.
9.3 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 or annual leave.
10. Smoking
The City intends to hire employees with the clearly expressed condition of employment that they
refrain from smoking.
11. Grievance Policy and Procedure
City will 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.
12. Use of City Facilities
Employees and their spouse, domestic partner, and eligible dependents (as defined in IRS Fact
Sheet FS‐2005‐7), 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 spouse, domestic partner, and
dependents of employees adversely impacts the public’s access to the Sports Center facilities,
the parties will re‐open this Section 12. 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.
MOA-Rohnert Park Employees’ Association April 30, 2017 through June 30, 2021 Page 22
13. Management Rights
Except as limited in this 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 Agreement; to direct its 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.
14. Work Curtailment (No Strike Clause)
Under no circumstances shall any employee 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.
15. Personnel Rules and Regulations
City agrees to meet and confer with RPEA on any updates or changes to the Personnel Rules &
Regulations.
16. 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. RPEA acknowledges
that certain provisions of this agreement may conflict with resolutions currently in effect
regarding employee working conditions or benefits. The provisions of this agreement supersede
any previous resolutions or agreements that may be in conflict with provisions of this agreement
as of the effective date of this agreement. During the term of this MOA, any side letter between
the parties is required to be signed by an authorized representative of RPEA and the City Manager
or his or her designee.
17. Term of Agreement
This Agreement shall become effective on April 30, 2017 through June 30, 2021 unless
extended by mutual agreement of the parties.
MOA-Rohnert Park Employees’ Association April 30, 2017 through June 30, 2021 Page 23
18. Succeeding Agreement
Negotiations for the period commencing July 1, 2021 shall begin on or before February 1, 2021,
by which time RPEA shall submit its proposals to the City Manager. Said submittal shall include
an estimated percentage decrease or increase in the cost of same compared to the provisions of
this Agreement. City shall, if requested, assist RPEA in a reasonable manner in providing
information to determine the percentage increase.
18.1 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.
18.2 Replacement
In the event of suspension or invalidation of any article or section of this Agreement, City
agrees, that except in an emergency situation, to arrive at a satisfactory replacement for
such article or section.
19. Non‐Discrimination
City acknowledges that in receiving the benefits afforded by this Agreement, no person shall in
any way be favored or discriminated against to the extent prohibited by law.
20. Personnel Files
An employees or his/her duly authorized representative has the right to inspect his or her
personnel file maintained 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.
21. Employee Performance Evaluations ‐ Employee Response
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.
22. RPEA Officers
The City agrees to authorize RPEA Officers up to forty (40) hours of paid leave per fiscal year to
be used only for Association business. The forty (40) hours of leave is the total amount in
MOA-Rohnert Park Employees’ Association April 30, 2017 through June 30, 2021 Page 24
aggregate and may be distributed among RPEA Officers. Officers shall notify and secure
permission from their supervisor for such leave.
23. Safety Gear and Necessary Equipment
The City will provide members who are required to work in the field during inclement weather
or to use specific safety equipment during the performance of their duties with the following
items as deemed by the City to be appropriate for the position: hard hat, safety vest, rain jacket
and rain boots. Any items furnished by the City shall remain the property of the City.
CITY OF ROHNERT PARK ROHNERT PARK EMPLOYEES’ ASSOCIATION
Darrin Jenkins, City Manager DATE Angie Smith, Board Official DATE
Christopher Morgan, Board Official DATE
Dennis Wallach, RPEA Representative DATE
By:
Jake Mackenzie, Mayor
Resolution Number:
Attest:
_______________________________________
JoAnne Buergler, City Clerk
Approved As To Form:
__________________________________________
Michelle Marchetta Kenyon, City Attorney
MOA-Rohnert Park Employees’ Association April 30, 2017 through June 30, 2021 Page 25
The following are incorporated in this Agreement by reference:
Listing of RPEA job classes (Attachment “A”)
City Council Resolution No. 79‐22, adopted February 13, 1979 ‐ Grievance Policy and Procedure.
o Currently under review and subject to change.
City Council Resolution No. 80‐140, adopted August 11, 1980 ‐ Regular P/T Employees’ Fringe
Benefits.
City Council Resolution No. 2001‐270, adopted December 11, 2001 – Catastrophic Leave
City's Personnel Rules & Regulations
MOA-Rohnert Park Employees’ Association April 30, 2017 through June 30, 2021 Page 26
CITY OF ROHNERT PARK
Attachment “A”
Alphabetical List of RPEA Job Titles
April 14, 2017
ACTIVE/BUDGETED
Accountant
Accounting Specialist I/II
Administrative Assistant
Animal Health Technician
Animal Shelter Supervisor*
Building Official*
Civil Engineer*
Code Compliance Officer
Community Development Assistant
Community Services Manager*
Community Services Program Coordinator I/II
Community Services Supervisor
Crime Analyst
Environmental Coordinator*
Fire Inspector (Reg, P/T)
Information Systems Analyst*
Information Systems Operations Mgr.*
Information Systems Technician I/II
Management Analyst*
Office Assistant I
Planner I/II
Project Coordinator*
Property Technician
Public Safety Records Clerk
Public Works Inspector
Purchasing Agent
Property and Records Supervisor*
Secretary I
Senior Engineering Technician
Technical Director
Theatre Manager*
*FLSA exempt job class.
INACTIVE/OBSOLETE OR NON‐BUDGETED
Accountant/Auditor
Accounting Technician
Administrative Analyst*
Administrative Secretary
Animal Shelter Technician
Assistant Civil Engineer
Associate Planner
Building Inspector
Community Services Specialist
Customer Service Representative
Deputy Chief Building Official
Engineering Technician I
Engineering Technician II
Evidence Specialist
Housing & Redevelopment Assistant
Housing & Redevelopment Manager
Housing & Redevel. Project Manager
Housing Services Assistant
Office Assistant II
Performing Arts Specialist
Planner III
Project Manager
Public Safety Records Technician
Purchasing Assistant I
Purchasing Specialist
Records Clerk/Office Assistant I
Secretary II
Secretary II/Community Development Assistant
Senior Account Clerk Utilities
Utility Billing and Revenue Supervisor*
Utility Services Specialist
Youth Services Specialist
MOA-Rohnert Park Employees’ Association April 30, 2017 through June 30, 2021 Page 27
INDEX
A
Administrative Leave ‐ Exempt Employees ∙ 5
Adoption Benefit ∙ 12
Agency Shop and Payroll Deduction ∙ 18
Alcohol Off‐Duty Hours ∙ 21
Alcoholic Beverages and Other Drugs ∙ 21
Alphabetical List of RPEA Job Titles ∙ 27
Alternate Benefit ∙ 11
Americans with Disabilities Act ∙ 9
Annual Leave Program ∙ 6
B
Bereavement Leave ∙ 12
Bilingual Pay ∙ 20
C
California Family Rights Act ∙ 9
Call Back Overtime ∙ 4
Catastrophic Leave ∙ 9
D
Deferred Income Providers ∙ 13
Dental Coverage ∙ 11
Dependent Care Assistance Program ∙ 18
Disability Wage Program ∙ See Annual Leave Program
E
Education and Training Reimbursement ∙ 16
Educational Incentive Pay ∙ 17
Employee Performance Evaluations
Employee Response ∙ 24
F
Family Medical Leave Act ∙ 9
FLSA exempt job class ∙ 27
Fringe Benefit Programs ∙ 8
Funeral Expense Benefit ∙ 13
G
Grievance Policy and Procedure ∙ 21
H
Health Care Tax‐Free Dollar Account Program ∙ 18
Health Insurance ∙ 10
Hearing Aid Benefit ∙ 18
Holidays ∙ 5
Observed Holidays ∙ 5
Holidays for Regular Part‐time Employees ∙ 6
Hours of Work ∙ 4
L
Life Insurance Coverage ∙ 13
Light or Limited Duty ∙ 9
Longevity Pay ∙ 16
Long‐Term Disability Insurance ∙ 13
M
Management Rights ∙ 22
Maximum Compensatory Time ∙ 4
Military Leave ∙ 8
Modified duty ∙ See light or limited duty
N
Non‐Discrimination ∙ 23
O
Observed Holidays ∙ 5
Overtime Compensation Rate ∙ 4
P
Paychecks ∙ 20
Payment to Beneficiary ∙ 9
Personnel Files ∙ 24
Personnel Rules and Regulations ∙ 22
Prescription Drugs ∙ 21
MOA-Rohnert Park Employees’ Association April 30, 2017 through June 30, 2021 Page 28
R
Regular Part‐time Employees
Holidays ∙ 6
Regular Workday for Employees ∙ 4
Regular Workweek for Employees ∙ 4
Retirement Programs ∙ 17
RPEA Officers ‐ Leave ∙ 24
S
Salaries & Miscellaneous Pay ∙ 20
Short‐term disability insurance ∙ 7
Sick Leave ∙ See Annual Leave Program
Smoking ∙ 21
Sports Center ∙ See Use of City Facilities
Succeeding Agreement ∙ 23
Suspension of Agreement ∙ 23
Swimming pools ∙ See Use of City Facilities
T
Term of Agreement ∙ 23
Effective Date ∙ 23
Termination Date ∙ 23
U
Use of City Facilities ∙ 22
V
Vision Coverage ∙ 12